Legislation and Policy Manager WMS2

Salary : $96,000.00 – $114,000.00 Annually

Location : Thurston County – Lacey, WA

Job Type: Full Time – Permanent

Remote Employment: Flexible/Hybrid

Job Number: 2023-EFSEC-011

Department: Energy Facility Site Evaluation Council

Opening Date: 10/12/2023

Closing Date: Continuous

Description

The hiring manager reserves the right to make a hiring decision at any time. It will be in your best interest to apply as soon as possible. First review will begin the week of October 23, 2023.

The Energy Facility Site Evaluation Council (EFSEC) provides environmental and safety oversight of approved facilities. EFSEC provides one- stop permitting for large energy projects in Washington, including nuclear facilities, thermal energy generation, fossil fuel, wind, and solar power plants, green hydrogen, biofuel refineries, oil refineries, natural gas storage fields, clean energy product manufacturing facilities, storage facilities, and qualifying transmission lines.

What you will be doing:You will be highly visible to constituents and the public, you must always maintain a high level of professionalism, both on and off the job. Because you will have significant influence over legislation, policy and rules for the agency, you must possess exemplary communication skills and persuasive methods to achieve the policy and operational goals of the agency.

You will provide managerial oversite of agency legislation, rules, policy and Tribal relations. You’ll develop and maintain relationships with local, state, federal partners, and law makers to ensure agency legislation and policy are consistent and supportive of renewable energy goals of the Governor. You will work closely with the agency Director, EFSEC staff, clients, contractors, Tribal Governments, local and municipal Governments, the legislature, and public to ensure consistent application of laws and rules pertaining to the low carbon production of power generating, manufacturing, storage and transmission projects within the State of Washington. In addition, you may supervise and oversee programs related to Communications and Outreach and agency records management.

Who we are:
EFSEC was created in 1970 to provide “one stop” siting and permitting for large energy projects. By establishing the Council, the state legislature centralized the evaluation and oversight of large energy facilities within one state agency. The legislature cited the necessity of balancing the need for new energy facilities with the broad interests of the public. As part of the balancing process, the Council must take into account protection of environmental quality, the safety of energy facilities, and concern for energy availability.

The Council’s responsibilities are listed in the Revised Code of Washington (RCW) 80.50. These responsibilities include siting large natural gas and oil pipelines, thermal electric power plants that are 350 megawatts or greater and their dedicated transmission lines, new oil refineries or large expansions of existing facilities, and underground natural gas storage fields. Energy facilities of any size that exclusively use alternative energy resources (wind, solar, geothermal, landfill gas, wave or tidal action, or biomass energy) can opt-in to the EFSEC review and certification process as with certain electrical transmission lines. EFSEC’s authority does not extend to hydropower plants or thermal electric plants that are less than 350 megawatts.

For facilities under its jurisdiction, EFSEC has been delegated authority by the United States Environmental Protection Agency to issue permits under the Federal Water Pollution Control Act and the Federal Clean Air Act. EFSEC also ensures that effective and coordinated nuclear emergency response plans are in place and satisfactorily tested for the Columbia Generating Station nuclear power plant located on the Hanford Site in central Washington.
Duties

Some of what you’ll enjoy doing includes:

• Tracks and assesses legislative bills for impact to EFSEC operations and resources
• Makes recommendations to executive leadership on Tribal relations, legislation, rules and policy
• Develops policy strategies in coordination with EFSEC executive leadership
• Coordinates with EFSEC executive leadership and DES budget to develop legislation and fiscal notes as required
• Develops and maintains relationships with lawmakers, Tribes and stakeholders
• Ensures agency rules are effective and works with agency staff to develop and refine rules as necessary
• Acts as the agency Tribal liaison on all Tribal matters
• Tracks and documents coordination and consultation with Tribes
• Oversees the agency records and communications & outreach programs and staff

Qualifications

** Conflict of Interest: RCW 42.52 limits EFSEC’s ability to employ any person who owns stock in any company the Council regulates or is otherwise financially interested in such company.

REQUIRED:
Bachelor’s degree in business administration, Public Administration, Political Science or a closely related field
AND
5 years of experience developing policy, rules, legislation, and/or tribal relations

OR

Master’s degree in Business Administration, Public Administration, Political Science or a closely related field
AND
3 years of experience developing policy, rules, legislation, and/or tribal relations

AND must have:

• Customer Focus – Responsive to both internal and external customers. Works with customer to identify needs; assumes responsibility for own role in meeting those needs. Ensures commitments to customers are met. Receptive to customer feedback.
• Results Focus – Accepts personal accountability for individual results or share of team results. Manages workload and interpersonal relationships to achieve results: prioritizes tasks appropriately, overcomes obstacles, works with others as necessary, and meets deadlines and quality standards.
• Communication Skills – Demonstrates communication skills (reading comprehension, writing, listening, speaking) appropriate to the position. Shows respect and courtesy in interpersonal communications.
• Adaptability/Flexibility – Open to new ideas. Responds constructively to change and stressful situations. In consultation with supervisor, adjusts plans to meet changing needs.
• Self-Development – Demonstrates proactive learning. Keeps knowledge and skills up to date. Solicits and accepts constructive feedback. Seeks developmental assignments to improve skills. Turns challenges into learning opportunities.
• Supervisory (additional competencies for supervisors and managers)
• Leadership – Develops teamwork through leadership defines team standards, responsibilities, processes, and goals. Promotes a cooperative and respectful work environment. Works for consensus. Anticipates and resolves conflicts. Identifies opportunities in adverse situations. Leverages team diversity to improve team effectiveness; promotes unique team talents. Appropriately and timely shares information, internally and externally. Models desired behavior.
• People Development – Provides ongoing performance feedback and encouragement, documents through timely and meaningful PDPs. Assumes coaching and mentoring roles, as appropriate. Provides developmental opportunities. Delegates assignments to improve skills. Recognizes results.
• Planning – Develops realistic plans, aligned with agency goals; sets specific goals for area(s) of responsibility. Creates contingency plans. Coordinates plans with others. Plans for and maximizes resources. Understands assigned program area and addresses relevant trends in planning.
• Strategic Thinking – Communicates a long-term vision. Balances short- and long-term goals. Keeps own and team’s work aligned with overall goals. Appropriate to managerial level: (1) Addresses staffing, infrastructure, organization design, culture, and risk management issues in strategic plans. (2) Demonstrates creativity and innovation in developing or adapting strategic plans. (3) Shows an awareness of the external environment and trends that contributes to ability to work effectively.

Position Specific Competencies:

• Knowledge and expertise in the Administrative Procedure Act (adjudicative proceedings, rulemaking), state budgeting procedures, legislative procedures and processes
• Must have strong communications skills to convey complex environmental and siting procedural issues to state and local agencies, the public, and press. Able to work cooperatively in very contentious and adversarial settings. Capable of explaining and interpreting laws and rules to attorneys as well as the lay public
• Provide leadership and vision in development of policies and procedures for EFSEC activities and processes. Ability to build and maintain strong and effective working relationships with EFSEC Director; state and local members; staff; interested organizations; federal state, and local agencies; contractors; and the public

PREFERRED:

• Master’s degree in business, political science or related field
• 5 years of experience managing and developing legislation, rules, policy and tribal relations
• Knowledge and expertise in Washington energy facility siting laws and regulations, state and federal state environmental regulations (air emissions, water use and water discharge, wetlands, fish & wildlife), State Environmental Policy Act laws and procedures, Administrative Procedure Act (adjudicative proceedings, rulemaking), state budgeting procedures, legislative procedures and processes
• Must have strong communications skills to convey complex environmental and siting procedural issues to state and local agencies, the public, and press. Able to work cooperatively in very contentious and adversarial settings. Capable of explaining and interpreting laws and rules to attorneys as well as the lay public
• Provide leadership and vision in development of policies and procedures for EFSEC activities and processes. Ability to build and maintain strong and effective working relationships with EFSEC Chair; state and local members; staff; interested organizations; federal state, and local agencies; contractors; and the public
• Experience working with federally recognized Tribes

Supplemental Information

Please provide the following documents in order to be considered; failure to do so may result in you not being considered for the position:

• A letter of interest, describing how you meet the qualifications for this position as outlined in the job posting;
• A current resume, detailing experience, and education;
• A current list of at least three (3) professional references with current contact information (attached or available to provide at the time of interview)

NOTE: By submitting these materials, you are indicating that all information is true and correct. The state may verify information. Any untruthful or misleading information is cause for removal from the applicant pool or dismissal if employed. A resume will not substitute for completing the “duties summary” section of the application. Please do not refer to resume for detail, or your application may be disqualified.

Conditions of Employment:

• Conflict of Interest: RCW 80.01.020 limits the commission’s ability to employ any person who owns stock in any company the commission regulates or is otherwise financially interested in such company.
• Background Check Notice: Prior to any new appointment into the Energy Facility Site Evaluation Council, a background check including criminal record history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant’s suitability and competence to perform in the position.

Opportunity for All:
The Energy Facility Site Evaluation Council celebrates our differences and we are committed to a workplace that supports equal opportunity employment and inclusion regardless of race, creed, color, national origin, citizenship or immigration status, marital status, families with children (including pregnancy, childbirth, or related medical conditions), sex, sexual orientation, gender identity diversity, age, status as a protected veteran, honorably discharged veteran or military status, status as an individual with the presence of any sensory, mental, or physical disability or the use of a trained dog guide or service animal by a person with disabilities or other applicable legally protected characteristics. We will also consider qualified applicants with criminal histories, consistent with applicable federal, state and local laws.

You are welcome to include the name and pronoun you would like to be referred to in your materials and we will honor this as you interact with our organization.

Contact Information:
For questions about this recruitment or to request a reasonable accommodation in the application process, contact Angie Anderson at (360) 407-8446 or email

Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.

More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That’s why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees’ Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems’ web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in (1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with (1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in , an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave
Most employees whose family member or household member dies, are entitled to three (3) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave
Leave Sharing

Family and Medical Leave Act (FMLA)
Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 12-31-2022

01

Are you willing to undergo a background check as a condition of employment?

• Yes
• No

02

What is you level of education?

• Bachelor’s degree in business administration, Public Administration, Political Science or a closely related field
• Master’s degree in Business Administration, Public Administration, Political Science or a closely related field
• Bachelor’s degree in an unrelated field
• Master’s degree in an unrelated field
• None of these apply

03

How many months of experience developing policy, rules, legislation, and/or tribal relations do you have?

• 0-11 months
• 12-23 months
• 24-35 months
• 36-47 months
• 48-59 months
• 60 or more months

04

Please briefly describe your knowledge and expertise in the Administrative Procedure Act (adjudicative proceedings, rulemaking), state budgeting procedures, legislative procedures and processes.**Include experience, how long performed, and what job(s) this will be found on your application**If this does not apply to you, indicate “n/a” in this space

05

Briefly describe your knowledge and expertise in Washington energy facility siting laws and regulations, state and federal state environmental regulations (air emissions, water use and water discharge, wetlands, fish & wildlife), State Environmental Policy Act laws and procedures, Administrative Procedure Act (adjudicative proceedings, rulemaking), state budgeting procedures, legislative procedures and processes.

06

Briefly describe your experience working with federally recognized Tribes,**Include experience, how long performed, and what job(s) this will be found on your application**If this does not apply to you, indicate “n/a” in this space

07

How did you hear about this job posting?

• Careers.wa.gov
• Governmentjobs.com
• Friend
• Indeed
• Job Board
• LinkedIn
• Other

08

We would like to know where you heard about this position.If you selected College Job Board, Job Fair, Job Board, or Other, please let us know the specific name of the college, job board, or place you heard about this position.If you selected a specifically named job board or webpage (listed above), please enter “n/a”.

Required Question