Tax Policy Specialist 3, Technical Advice & Policy

About the Department

Why our attorneys and other professionals love working at Revenue and ITA:

• No billable hours! We work predictable schedules over a true 40-hour work week. We also offer generous paid leave so you can enjoy your life outside of work.  
• Reasonable workloads. Some of the work can be fast-paced at times but we work to prioritize work to reduce deadline demands.
• Remote work. We work in a hybrid setting where employees are allowed to work from home all but 1-2 days per month. We also provide opportunities for staff to come in more often to interact in-person. Our dedicated IT staff provide all the necessary equipment.
• Supportive culture. Whether you are new to tax or have a tax LLM, you’ll receive training and guidance from managers who want to help you succeed and grow. Our Tax Policy Managers generously share information and knowledge in a collaborative and non-competitive work environment.  There are opportunities to meet and work with employees from other policy and operating divisions, cross-training rotations, and regular salary increases. We also offer in-house CLEs and pay your bar dues. 

 
Revenue is a dynamic learning organization where you will experience a remarkable work-life balance, with amazing leadership and talented co-workers ready and focused to achieve the agency's goals. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, LGBTQ+, people with disabilities, and veterans. This unique culture of respect promotes a professional family of cohesive groups maximizing potential through opportunity. We offer a generous benefits package that includes defined benefit retirement plans; health, dental and vision coverage, deferred compensation plans, and as a public service employee, you may also be eligible for student loan forgiveness.   
 
Visit these links to watch our recruitment video to find out more about our agency and see what our employees say about why Revenue is a great place to work.   

We invite you to review the opportunity details below and forward this message to others you feel may be qualified.

Position Duties

Your responsibilities will include:

• Researching state, local, or federal tax law.
• Conducting technical, legal, and policy analysis on complex tax or other program issues and draft memorandum or other guidance that responds to questions, analyzes possible options, or addresses long-term policy issues.
• Developing and evaluating policy alternatives to assist the department's legislative and/or executive offices.
• Drafting rules (Washington Administrative Code), excise tax advisories (ETAs), interpretive statements, or other policy guidance.
• Participating in department implementation projects with statewide or even national significance.
• Conduct or facilitate internal training and participate in stakeholder engagement opportunities, including speaking panels and hearings on public guidance.
• Leading meetings with external and internal audiences on important tax issues.
• Supporting the Department’s Working Family Tax program that provides refunds to low and moderate income Washingtonians.
• Supporting the Department Unclaimed Property Tax program that seeks to reunite owners with their lost property.

Minimum Qualifications

The incumbent must possess a combination of the following knowledge, skills, abilities, and progressive experience that demonstrates readiness to successfully perform the duties and tasks of this position.  

Demonstrated ability to interpret, apply, communicate, and advise on complex tax laws and Department policies on novel and precedent-setting issues, as evidenced by progressive experience in legal or policy analysis within a governmental or tax administration context. 

Proven skill in drafting, reviewing, and revising rules, interpretive statements, and legal guidance that are clear and easy to comprehend to a wide audience, and consistent and aligned with statutory and administrative frameworks, supported by experience in preparing technical documents or guidance materials. 

Demonstrated experience in conducting in-depth legal, policy, and revenue impact research and analysis, including synthesizing complex information into actionable recommendations for executive management or legislative offices. 

Progressive experience in leading or participating in cross-divisional workgroups, stakeholder meetings, or policy development projects, showing the ability to facilitate collaboration and provide subject matter expertise on complex tax issues. 

Proven ability to draft clear, concise, and technically accurate guidance documents, including rules, interpretive statements, and web content, and to present complex legal and tax concepts to diverse audiences, as demonstrated by written and verbal communication skills. 

Demonstrated skill in managing multiple complex assignments with competing deadlines, including planning, organizing, and ensuring timely and accurate completion of deliverables, as shown by experience in project or workload management. 

Proven ability to lead and contribute to training programs or modules for staff, promoting consistent tax administration and clear understanding of taxpayer responsibilities, supported by experience in training or instructional roles. 

Demonstrated ability to work effectively in a stressful environment, adapt to evolving legislative and organizational priorities, and maintain professionalism and ethical conduct in all interactions, as evidenced by prior roles requiring stress tolerance and adaptability. 

Proven proficiency in performing legal and tax research, and use of related tools, databases, and digital platforms, as well as maintaining accurate records and documentation in compliance with agency retention policies. 

Demonstrated knowledge of regulatory and procedural requirements, including the Administrative Procedure Act and agency rulemaking processes, as shown by experience applying agency policies and procedures consistently. 

The ability to take action to learn and grow: Curious about themselves and others, take responsibility for knowing their own strengths and weaknesses, and use their learning to make government programs and processes more efficient and effective to serve all in Washington. 

The ability to take action to meet the needs of others: Flexible, adaptable, customer-service focused, and willing and able to empathetically respond to the unique needs of the people they work with and serve. 

Uses an equity & inclusive approach: Actively seeks to understand and appreciate the diverse backgrounds, perspectives, and experiences of colleagues, customers, and communities. Encourages an inclusive culture where everyone feels valued and respected. Uses an equity lens that applies an objective perspective to daily work by considering impacts on the people we serve, particularly marginalized groups by actively identifying and removing inequitable barriers. 

Hello, my name is Lance, and I will be assisting with this announcement. As a 20-year Department of Revenue employee, I understand the importance of finding a rewarding career with a work-life balance. At Revenue, we pride ourselves in connecting talented individuals with opportunity and would like to answer any questions you have.  

Please contact any member of the Staffing team at [email protected] or give me a call (360) 704-5725.

Other Qualifications

The Human Resources Division may use referrals from this recruitment to help fill future similar vacancies for up to six months.

This position is covered by a collective bargaining agreement between the Department of Revenue and the Washington Public Employees Association (WPEA).  

Prior to a new hire, 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.

The Department of Revenue is proud to be an equal opportunity employer.  We embrace diversity and offer a respectful, inclusive culture for people with disabilities, as well as members of all protected groups and statuses.  We encourage you to apply.

If you need help during the application process, please call the Human Resources Office at 360-704-5731.  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.

Benefits

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 WAC 357-31-165(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 WAC 357-31-165(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 WAC 357-58-175, 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, or for loss of pregnancy, are entitled to five (5) 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
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay

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

Updated 01-07-2026

Supplemental Questions

Required Question

Agency Information

EmployerState of WashingtonAddress View Job Posting for Agency Information

View Job Posting for Location, Washington, 98504 Website http://www.careers.wa.gov