Job Details
Boards of Equalization (BOE) Appeals (PAS-5), In-training
2026-02-04 State of Washington all cities,AK
Description:
Qualifications
We are looking for a motivated professional with strong analytical and leadership skills and the ability to learn and effectively implement the Appeals Program. The ideal candidate will possess the following knowledge, skills, and abilities:
Knowledge:
You may not feel confident that you qualify for this position. For example, research suggests that women and people of color are less likely to apply unless they are confident they meet 100% of the listed qualifications. We strongly encourage all interested individuals who fulfill the required qualifications to apply, as we would like the opportunity to consider your knowledge, skills, and abilities provided in your application. If after reviewing the qualifications, you are unsure you qualify, please contact Melissa Olivas at ...@dor.wa.gov or (360) ###-####.
The above knowledge, skills, and abilities (KSAs) may be obtained through the following professional experiences, education, or life experiences.
At the PAS 5 ($5,643-$7,589 monthly) level:
Six (6) years or more of professional experience in any of the following:
A bachelor's degree involving major study in business, public administration, finance, real estate, economics, accounting, or a related field, AND two (2) years of professional experience in tax administration, program/policy analysis, or similar.
OR
Two years of experience as a Property & Acquisition Specialist 4 AND three (3) years of professional experience in tax administration, program/policy analysis, or similar.
We will also consider filling this position as an in-training at the Property & Acquisition Specialist 4 level. An in-training is on-the-job instruction for employees. You'll gain the competencies and skills needed to successfully perform your duties while being supported by your supervisor, manager, and coworkers. Upon successful completion, you will be promoted to the next level.
At the PAS 4, In-training level - 12-month training plan ($5,241 to $7,043 monthly):
Five (5) years or more of professional experience in any of the following:
A bachelor's degree involving major study in business, public administration, finance, real estate, economics, accounting, or a related field AND one (1) year of professional experience in tax administration, program/policy analysis, or similar.
OR
Two years of experience as a Property & Acquisition Specialist 3 AND two (2) years of professional experience in tax administration, program/policy analysis, or similar.
To be considered:
To take advantage of Veteran's preference, please attach your DD-214, member 4 long form, or your NGB-22. Please blackout your Social Security number and date of birth before attachment.
Questions?
Hello, my name is Patrick, and I will be assisting with this announcement. As a 20-year Army veteran, I understand the difficulty in finding an enjoyable 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 part of the Staffing team at or give me a call (360) ###-####.
Supplemental Information
The Human Resources Division may use referrals from this recruitment to help fill future similar vacancies for six months.
For current Department of Revenue employees and union members of the WPEA, current promotion rules will apply if selected.
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.
This position is covered by a collective bargaining agreement between the Department of Revenue and the Washington Public Employees Association (WPEA).
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-###-####. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-###-####.
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, 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
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
01
Incomplete applications or applications received without these materials may be disqualified. Did you attach the following?
02
How did you hear about the Department of Revenue as a possible employer?
03
Please explain any "other" answers to the question above.
04
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
05
Will you now or in the future require the Department of Revenue to commence ("sponsor") an immigration case in order to employ you (for example, H-1B or other employment-based immigration case)? This is sometimes called "sponsorship" for an employment-based visa status.
Required Question
Salary: $5,241.00 - $7,589.00 Monthly
Location : Thurston County - Tumwater, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2026-012
Department: Dept. of Revenue
Division: Property Tax
Opening Date: 01/26/2026
Closing Date: 2/9/2026 11:59 PM Pacific
Description
The Department of Revenue's (DOR) Property Tax Division has a unique opportunity for a Boards of Equalization (BOE) Appeals Property and Acquisition Specialist 5 (PAS5) within its County Performance and Administration unit. The Property Tax division oversees the administration of property taxes at the state and local levels. They provide guidance and instruction to county assessors and local government officials by developing rules, guidelines, and documentation that impact the assessment and taxation of property. As a part of the team, you will provide technical expertise and advice in the statewide administration of property tax boards of equalization appeals processes.
The hiring manager may start screening applicants as early as February 2, 2026, and make a hiring decision at any time after. It will be to your advantage to submit materials as soon as possible.
Revenueis 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
Visit these links to watch our to find out more about our agency and see what our employees say about why Revenue is a great place to work.
Please review the opportunity details below and forward this message to others you feel may be qualified.
Duties
This position's primary duties are to serve as the statewide expert for property tax appeals, overseeing and reviewing local county boards of equalization, and providing training to the agency, county officials, and impacted groups regarding property tax appeals.
Here are some of the other duties:
- Provides analysis and technical advice to agency and legislative staff regarding proposed legislation.
- Oversees and reviews local property tax administration.
- Reviews requests for reconvening boards of equalization and issues decisions.
- Provides training to county officials and impacted groups regarding assessment appeals.
- Provides written guidance to local officials and the general public regarding assessment appeals.
Qualifications
We are looking for a motivated professional with strong analytical and leadership skills and the ability to learn and effectively implement the Appeals Program. The ideal candidate will possess the following knowledge, skills, and abilities:
Knowledge:
- A basic understanding of the appeal process, including relevant tax laws and regulations.
- Knowledge of the legislative process and the ability to analyze and assist with implementing new or proposed laws.
- Familiarity with instructional design and development.
- Expertise in analyzing and interpreting complex laws and data, with the ability to effectively evaluate and communicate findings.
- Strong ability to use critical thinking techniques to address and resolve complex program issues.
- Excellent verbal and written communication skills for providing technical advice, conducting training, responding to inquiries, and engaging diverse communities.
- Ability to lead and support teams through clear and direct guidance.
- Ability to prioritize, manage, and timely complete heavy workloads.
- Capacity to effectively collaborate with various impacted partners, including elected officials and legislative staff, to resolve issues.
- Ability to identify, manage, and adapt to evolving requirements, including procedural changes, and shifting program needs.
- The ability to take action to learn and grow: This equity competency identifies people who are curious about themselves and others, who take responsibility for knowing their own strengths and weaknesses, and who 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: This equity competency identifies people who are 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 unique needs of the people they work with and serve.
You may not feel confident that you qualify for this position. For example, research suggests that women and people of color are less likely to apply unless they are confident they meet 100% of the listed qualifications. We strongly encourage all interested individuals who fulfill the required qualifications to apply, as we would like the opportunity to consider your knowledge, skills, and abilities provided in your application. If after reviewing the qualifications, you are unsure you qualify, please contact Melissa Olivas at ...@dor.wa.gov or (360) ###-####.
The above knowledge, skills, and abilities (KSAs) may be obtained through the following professional experiences, education, or life experiences.
At the PAS 5 ($5,643-$7,589 monthly) level:
Six (6) years or more of professional experience in any of the following:
- Government agencies or public policy organizations, especially those focused on property tax policy and administration.
- Advisory roles requiring research and interpretation of laws or providing technical expertise on federal, state, or local programs.
- Appraisal or accounting positions involving property valuation and tax compliance.
- Educational institutions or training organizations developing curricula or delivering professional development.
- Nonprofits or consulting focused on tax advocacy, program development and oversight, or public interest research.
- Data analytics or research organizations where analyzing complex datasets is key.
- Policy research with a focus on tax policy and economic issues.
A bachelor's degree involving major study in business, public administration, finance, real estate, economics, accounting, or a related field, AND two (2) years of professional experience in tax administration, program/policy analysis, or similar.
OR
Two years of experience as a Property & Acquisition Specialist 4 AND three (3) years of professional experience in tax administration, program/policy analysis, or similar.
We will also consider filling this position as an in-training at the Property & Acquisition Specialist 4 level. An in-training is on-the-job instruction for employees. You'll gain the competencies and skills needed to successfully perform your duties while being supported by your supervisor, manager, and coworkers. Upon successful completion, you will be promoted to the next level.
At the PAS 4, In-training level - 12-month training plan ($5,241 to $7,043 monthly):
Five (5) years or more of professional experience in any of the following:
- Government agencies or public policy organizations, especially those focused on property tax policy and administration.
- Advisory roles requiring research and interpretation of laws or providing technical expertise on federal, state, or local programs.
- Appraisal or accounting positions involving property valuation and tax compliance.
- Educational institutions or training organizations developing curricula or delivering professional development.
- Nonprofits or consulting focused on tax advocacy, program development, and oversight, or public interest research.
- Data analytics or research organizations where analyzing complex datasets is key.
- Policy research with a focus on tax policy and economic issues.
A bachelor's degree involving major study in business, public administration, finance, real estate, economics, accounting, or a related field AND one (1) year of professional experience in tax administration, program/policy analysis, or similar.
OR
Two years of experience as a Property & Acquisition Specialist 3 AND two (2) years of professional experience in tax administration, program/policy analysis, or similar.
To be considered:
- Please complete/update your online profile in detail, as it will serve as your initial resume.
- Please attach a letter of interest, describing how your specific experiences align with the listed knowledge, skills, and abilities.
- Please attach a writing sample that showcases your analytical skills, ability to simplify complex concepts, or reflects your capabilities in providing guidance to diverse recipients. Acceptable samples could include personal legal or policy analyses, technical guidance, or thorough personal responses to customer or constituent concerns. We look forward to reviewing your work!
To take advantage of Veteran's preference, please attach your DD-214, member 4 long form, or your NGB-22. Please blackout your Social Security number and date of birth before attachment.
Questions?
Hello, my name is Patrick, and I will be assisting with this announcement. As a 20-year Army veteran, I understand the difficulty in finding an enjoyable 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 part of the Staffing team at or give me a call (360) ###-####.
Supplemental Information
The Human Resources Division may use referrals from this recruitment to help fill future similar vacancies for six months.
For current Department of Revenue employees and union members of the WPEA, current promotion rules will apply if selected.
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.
This position is covered by a collective bargaining agreement between the Department of Revenue and the Washington Public Employees Association (WPEA).
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-###-####. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-###-####.
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, 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
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
01
Incomplete applications or applications received without these materials may be disqualified. Did you attach the following?
- Cover letter
- Writing Sample
02
How did you hear about the Department of Revenue as a possible employer?
- Family/Friends
- State Employee
- School Representative/Professor
- Career Counselor
- Job/Career Fair
- Social Media Contact
- Other
03
Please explain any "other" answers to the question above.
04
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
05
Will you now or in the future require the Department of Revenue to commence ("sponsor") an immigration case in order to employ you (for example, H-1B or other employment-based immigration case)? This is sometimes called "sponsorship" for an employment-based visa status.
- Yes
- No
Required Question