What are the responsibilities and job description for the Regional Compliance Manager (WMS2) position at State of Washington?
Description
The Department of Revenue Compliance Division is seeking a strategic and team-oriented performer to lead statewide programs such as tax discovery, taxpayer service, and delinquent account collection to fill a Regional Compliance Manager (RCM) position. As a member of the Compliance Division leadership team, you will influence others through dynamic leadership to advance the agency and division's mission, vision, and values. You'll build trust among your colleagues through your open communication, professional credibility and leading by example. You'll also help grow staff and encourage creativity and resourcefulness in pursuit of process improvement and value-added service to the public.
The RCM’s are part of the Compliance Executive Management Team and work with the Division Assistant Director and Program Manager to establish division policy, analyze expenditures, monitor performance measures, and plan and implement strategies to meet program objectives. As such, they are responsible for managing the division to achieve its share of the agency cash commitment goal.
The location of this position is based in Tumwater; however, due to the statewide oversight responsibility a different duty location may be considered for a successful candidate. Work is performed indoors in an office environment most of the time. The position requires frequent travel to field offices across Washington state and to the Tumwater office as a member of the Compliance Executive Team.
Position duties may require confrontational situations including holding in-person revocation hearings and meetings with the public and employees and will require a safety plan be in place.
DOR is a dynamic organization that provides its employees with a remarkable work-life balance, amazing leadership, talented co-workers, and opportunities for learning and growth. DOR’s culture is a culture of respect. 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. 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.
Duties
The RCM provides leadership and oversight of a staff of up to six WMS2-level District Compliance Managers (DCM) with an overall staff of up to 50 agents that are geographically disbursed between multiple field offices across the state. This position, along with the Division's Assistant Director, Program Manager, and other RCMs establishes performance measures and standards, as well as determines statewide policy for programs within their program scope (described above).
RCMs are the agency delegated hearing officers for brief adjudicative proceedings to revoke business licenses. They act as the division designee in response to unresolved taxpayer conflicts, negotiations of complex and high liability cases, and for investigations related to alleged procedural violations by employees. RCMs interact and coordinate with other agency staff and external environment including Attorney General's office, L&I, Employment Security, DOL, and representatives or practitioners representing taxpayers and business groups.
As part of the Compliance Division's Executive management team, the incumbent will work collaboratively with agency staff, external stakeholders that include taxpayers and their representatives as well as other state agency partners (i.e., the Attorney General's Office, Labor & Industries, Employment Security, and more) to safeguard the interests of the agency and the State of Washington.
Qualifications
This is a management position requiring a full working knowledge and utilization of management principles including staff supervision, motivation and coaching skills, project management, budgeting, long-range strategic planning, negotiation skills, oral and written communications, interviewing skills, quality/continuous improvement tools, and meeting management skills. RCMs must be able to interpret and articulate tax laws, decisions, legal opinions, and agency policies/procedures to employees, customers, legislators, tax practitioners, and the general public.
As a hearing officer, RCMs must understand the requirements and processes of the Administrative Procedures Act. RCMs may also be required to understand the laws and rules applicable to specialty programs such as Federal Bankruptcy Code and associated practices, or technical systems such as the data warehouse.
The RCMs interpret and apply merit system rules, the collective bargaining agreement, and other agency policies in the management and direction of staff.
RCMs are pivotal in communicating and addressing issues, policies, and other agency/division actions between headquarters and field staff. RCMs must be able to analyze the impact of new or changing legislation, policies, procedures and operating standards on field operations measured against the potential benefit of the proposal for the division and/or agency.
Requires a Working Knowledge Of
Bachelor’s degree in business or public administration, accounting, communications, finance, economics, criminal justice, political science, law, sociology, or psychology.
To Be Considered
To be considered for the Regional Compliance Manager position, the applicant must have complied with Washington state tax laws. The Department of Revenue is committed to ensuring all employees perform in a manner warranting the highest degree of public confidence and demonstrates the highest level of ethics and integrity.
During the hiring process, the Compliance Division will review the Department of Revenue records to ensure the applicant has complied with Washington state tax laws.
Prior to a new hire, a background check including criminal 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.
Questions?
My name is Chuck, and I am here to assist you with this amazing opportunity. As a retired veteran and career state employee, I understand how important it is to find meaningful work, in an organization with strong values, a good culture, attractive benefits, and with a great work & life balance. We have all of this at Revenue. Please feel free to reach out to me with any questions that you may have or with any help you may need. My email is chuckj@dor.wa.gov, or if you prefer, you may contact me by phone at (360) 704-5737.
To take advantage of Veteran's preference please attach your DD-214, member 4 long form, or your NGB-22. Please black out your social security number and date of birth before attaching.
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.
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, 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
Parental Leave
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
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
The Department of Revenue Compliance Division is seeking a strategic and team-oriented performer to lead statewide programs such as tax discovery, taxpayer service, and delinquent account collection to fill a Regional Compliance Manager (RCM) position. As a member of the Compliance Division leadership team, you will influence others through dynamic leadership to advance the agency and division's mission, vision, and values. You'll build trust among your colleagues through your open communication, professional credibility and leading by example. You'll also help grow staff and encourage creativity and resourcefulness in pursuit of process improvement and value-added service to the public.
The RCM’s are part of the Compliance Executive Management Team and work with the Division Assistant Director and Program Manager to establish division policy, analyze expenditures, monitor performance measures, and plan and implement strategies to meet program objectives. As such, they are responsible for managing the division to achieve its share of the agency cash commitment goal.
The location of this position is based in Tumwater; however, due to the statewide oversight responsibility a different duty location may be considered for a successful candidate. Work is performed indoors in an office environment most of the time. The position requires frequent travel to field offices across Washington state and to the Tumwater office as a member of the Compliance Executive Team.
Position duties may require confrontational situations including holding in-person revocation hearings and meetings with the public and employees and will require a safety plan be in place.
DOR is a dynamic organization that provides its employees with a remarkable work-life balance, amazing leadership, talented co-workers, and opportunities for learning and growth. DOR’s culture is a culture of respect. 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. 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.
Duties
The RCM provides leadership and oversight of a staff of up to six WMS2-level District Compliance Managers (DCM) with an overall staff of up to 50 agents that are geographically disbursed between multiple field offices across the state. This position, along with the Division's Assistant Director, Program Manager, and other RCMs establishes performance measures and standards, as well as determines statewide policy for programs within their program scope (described above).
RCMs are the agency delegated hearing officers for brief adjudicative proceedings to revoke business licenses. They act as the division designee in response to unresolved taxpayer conflicts, negotiations of complex and high liability cases, and for investigations related to alleged procedural violations by employees. RCMs interact and coordinate with other agency staff and external environment including Attorney General's office, L&I, Employment Security, DOL, and representatives or practitioners representing taxpayers and business groups.
As part of the Compliance Division's Executive management team, the incumbent will work collaboratively with agency staff, external stakeholders that include taxpayers and their representatives as well as other state agency partners (i.e., the Attorney General's Office, Labor & Industries, Employment Security, and more) to safeguard the interests of the agency and the State of Washington.
Qualifications
This is a management position requiring a full working knowledge and utilization of management principles including staff supervision, motivation and coaching skills, project management, budgeting, long-range strategic planning, negotiation skills, oral and written communications, interviewing skills, quality/continuous improvement tools, and meeting management skills. RCMs must be able to interpret and articulate tax laws, decisions, legal opinions, and agency policies/procedures to employees, customers, legislators, tax practitioners, and the general public.
As a hearing officer, RCMs must understand the requirements and processes of the Administrative Procedures Act. RCMs may also be required to understand the laws and rules applicable to specialty programs such as Federal Bankruptcy Code and associated practices, or technical systems such as the data warehouse.
The RCMs interpret and apply merit system rules, the collective bargaining agreement, and other agency policies in the management and direction of staff.
RCMs are pivotal in communicating and addressing issues, policies, and other agency/division actions between headquarters and field staff. RCMs must be able to analyze the impact of new or changing legislation, policies, procedures and operating standards on field operations measured against the potential benefit of the proposal for the division and/or agency.
Requires a Working Knowledge Of
- Washington State laws regarding excise tax laws and rules, Attorney General Opinions, ARHD or court decisions, Department policies, and Field Compliance procedures.
- Personnel administration matters that include understanding and following the collective bargaining agreement, agency policies, diversity programs, and employee training
- Department's vision, mission, goals, attributes and strategic business plan initiatives.
- Motivating, coaching and leading employees in performing delinquent account collection, tax discovery and walk-in taxpayer services. Mentor, train, and evaluate employees.
- Understanding and practicing team management concepts and quality principles and processes.
- Strong written and verbal communication skills including public speaking.
- Ability to interpret and articulate excise tax laws, rules and Attorney General Opinions.
- Ability to manage projects.
- Ability to review and rule on first level taxpayer disputes.
- Ability to negotiate with taxpayers.
- Ability to analyze the impact of new legislation and/or policy changes on existing procedures or processes and work cooperatively with others at all levels to minimize impact.
Bachelor’s degree in business or public administration, accounting, communications, finance, economics, criminal justice, political science, law, sociology, or psychology.
To Be Considered
- Complete the online application in detail.
- Attach a letter of interest explaining your interest in the position and how you meet the qualifications listed.
- Include three or more professional references with current contact information. Include a recent supervisor for at least one of the professional references.
To be considered for the Regional Compliance Manager position, the applicant must have complied with Washington state tax laws. The Department of Revenue is committed to ensuring all employees perform in a manner warranting the highest degree of public confidence and demonstrates the highest level of ethics and integrity.
During the hiring process, the Compliance Division will review the Department of Revenue records to ensure the applicant has complied with Washington state tax laws.
Prior to a new hire, a background check including criminal 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.
Questions?
My name is Chuck, and I am here to assist you with this amazing opportunity. As a retired veteran and career state employee, I understand how important it is to find meaningful work, in an organization with strong values, a good culture, attractive benefits, and with a great work & life balance. We have all of this at Revenue. Please feel free to reach out to me with any questions that you may have or with any help you may need. My email is chuckj@dor.wa.gov, or if you prefer, you may contact me by phone at (360) 704-5737.
To take advantage of Veteran's preference please attach your DD-214, member 4 long form, or your NGB-22. Please black out your social security number and date of birth before attaching.
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.
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, 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
Parental Leave
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
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
- Yes
- No
- Required Question
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