Salary : $64,788.00 – $87,144.00 Annually
Location : Thurston County – Olympia, WA
Job Type: Full Time – Permanent
Remote Employment: Remote Optional
Job Number: 2023-07297
Department: Employment Security Department
Division: Data Architecture, Testing, & Analysis
Opening Date: 06/02/2023
Closing Date: 6/18/2023 11:59 PM Pacific
Salary Information: The high end of the salary range, Step M is typically a longevity step
Description
Our ideal candidate will have experience in economic and workforce development research, with a focus on the Workforce Innovation and Opportunity Act (WIOA). Skilled in tools like PowerBI, SQL, SAS, or R, they will excel at identifying performance issues and proposing solutions to improve business stability. A team player with excellent communication, they should be committed to collaborating with stakeholders and staying updated on emerging analysis techniques while ensuring compliance with relevant regulations.
DATA supplies crucial labor market information for businesses, individuals, and WorkSource job seekers to excel in a dynamic economy. The Economic Analyst 3 role supports this mission through independent research, managing data structures, in-depth analyses, developing visual tools and dashboards, delivering DATA products, providing technical support to WorkSource leadership, and communicating effectively with stakeholders.
Duties
The key duties of the Economic Analyst 3 include conducting research on economic and workforce development, managing data structures, performing comprehensive analyses, creating visual tools and dashboards, delivering data products and services, providing technical support to leadership, and ensuring effective communication between stakeholders.
Some of what your duties may look like:
• Lead independent research on the applicable methodologies and develop business intelligence analytics on operations and performance from multiple sources and experts, develop conclusions and recommendations for policy and operational changes based on outcomes, and collaborate with Regional Labor Economists (RLE’s) to make recommendations based on findings.
• Research, design and maintain a managed data warehouse comprised of workforce development, econometric, and external data sources central to WIOA Section 134(c)(3), including the creation of Entity Relationship Diagrams (ERD)s, data element conversion, and migration logic from source data structures to managed data architecture, and development of cloud data lake infrastructures in concert with other ESD Divisions.
• Utilize SQL, SAS, or R to query data warehouses and other databases to derive tables, charts, and other reports based on query results. Apply statistical and analytical processing methodologies to resultant information to develop actionable strategic data assets for the agency. Provide data element validation in support of Department of Labor’s Training and Employment Guidelines (TEGL) 10-16 Change 2, TEGL 2-22 and TEGL 12-19
• Assist in identification of data integrity issues and data requirements when performing Econometric and Workforce Development Research.
• Develop and implement strategic and operations plans and processes, including leading and facilitating business requirement gathering groups with subject matter experts, divisional leadership, and external stakeholders.
• Lead Data Solutions in collaborating with RLE’s and LWDB’s to assist in implementation of strategies and development of products, as required by the Employment Connections Division, Partner Local Workforce Development Boards, and the Workforce Training board.
• Lead and coordinate complex interdisciplinary analysis and research for presentations as well as conduct independent research of existing workforce development studies and align internal processes with existing procedures.
• Consult with workforce managers and staff to evaluate the underlying factors that influence performance measures.
Qualifications
• A Master’s degree or equivalent in a Ph.D. program in Economics, Public Finance or closely allied field; and three (3) years of professional experience in economic analysis.
OR
• A Bachelor’s degree in Economics, Public Finance, or closely allied field; and five (5) years of professional experience in economic analysis.
OR
• Two (2) years as an Economic Analyst in State service.
• Or a combination of education and/or relevant experience totaling eight (9) years.
Additional Requirements of Employment:
• Must be able to pass an Unemployment Insurance (UI) Claim & Benefit Information Review.
• Must be able to travel as needed.
Please submit your Cover Letter and Resume with your Online Application through the “Add Attachments” field. A resume will not substitute for the “work experience” section of the application or vice versa. Applications with blank fields or supplemental question responses with comments such as “see attachments” may be considered incomplete.
Supplemental Information
Our agency’s mission and values drive every decision that we make, determine how we interact with others, and are at the core of who we are. We value Access, Love, Belonging, Equity, and Stewardship. We understand that a work environment that respects your work/life balance is key; that’s why many of our positions are eligible for flexible work schedules and teleworking opportunities. Through support, value, and trust, our employees are empowered to grow and develop into their best self.
Opportunity for All
We strive to create a working environment that includes and respects cultural, ethnic, racial, religious, sexual orientation, and gender identity diversity. Women, racial and ethnic minorities, people with disabilities, people over 40 years of age, people with religious beliefs, veterans or people with military status, and people of all sexual orientations and gender identities are encouraged to apply.
The Employment Security Department is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities.
If you are a person needing assistance in the application process, if you need this job announcement in an alternate format, or if you have general questions about this opportunity, please contact Thomas.DiGiorgio@esd.wa.gov or the Talent Acquisition Team.
If you are having technical difficulties creating, accessing, or completing your application, please contact careershelp@des.wa.gov or (360) 664-1960 or toll free (877) 664-1960, Washington Relay 711.
This recruitment may be used to fill additional agency-wide positions in accordance with Article 4 of the WFSE Collective Bargaining Agreement.
Candidates who are offered a job with ESD must possess work authorization which does not require sponsorship by the employer for a visa now or in the future.
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
I understand that in order to be considered for this position I must include a resume and letter of interest with this applicant packet.
- Yes
- No
02
Are you a current or former Washington state employee?
- Yes
- No
03
Describe a project where you developed, maintained, or enhanced a data architecture system for econometric or workforce development data. How did you design and implement the system? What challenges did you face and how did you overcome them?
04
Describe an instance when you were responsible for measuring and evaluating the performance of a workforce development program or initiative. What metrics and methodologies did you use to assess its effectiveness? How did your evaluation results inform the future direction of the program?
05
Describe a time when you had to collaborate with multiple stakeholders, such as Regional Labor Economists, partner agencies, and workforce development boards, to develop data-driven strategies and solutions. How did you effectively communicate and share information with these diverse groups to drive consensus and achieve desired outcomes?
Required Question