Administrative Assistant 5

Alternative ways to qualify for the role (without a degree)

Candidates can demonstrate their qualifications for the Administrative Assistant 5 role without a degree through various skill-building experiences. These alternative methods include:

Certifications and specialized training:

• Project management certification (e.g., PMP): Demonstrates the ability to manage large projects and collaborate with stakeholders effectively.
• Administrative support certifications: These certifications prove proficiency in office software, communication, and administrative tasks.
• Conflict resolution or mediation training: Shows competency in handling disputes and addressing complaints, a key aspect of the role.

Relevant work experience:

• Previous administrative assistant roles: Experience as an administrative assistant, executive assistant, or in similar support roles can prove familiarity with responsibilities like scheduling, correspondence, and event planning.
• Project coordination or management experience in non-administrative roles: Even without an administrative title, roles where a candidate managed projects, coordinated teams, or oversaw operational improvements can demonstrate applicable competencies.
• Government or nonprofit experience: Working in public service, even in entry-level or volunteer positions, can provide insights into the operations of government agencies, the public sector, and policy coordination.

Volunteer experience:

• Volunteer leadership or coordination: Managing a team of volunteers or handling communication for a community organization showcases both leadership and communication skills.
• Nonprofit event planning: Organizing and managing public events or conferences can demonstrate event coordination, public speaking, and stakeholder management.

Self-employment or freelance experience:

• Business management or consulting: Running a small business or offering consulting services involves project management, problem-solving, and leadership—all applicable skills for the role.
• Freelance writing or editing: Experience in producing written materials, managing client communications, or coordinating tasks remotely can highlight essential administrative competencies.

Military experience:

• Logistics or operations coordination in the military: Military service often involves responsibilities like overseeing operations, managing teams, and interacting with different government entities—skills directly transferable to the administrative assistant role.

Interview questions to assess competencies

1. Tell us about a time when you led a team of financial professionals? How did you ensure that your team was productive and compliant with necessary financial regulations?
2. Describe a situation where you helped design, implement, or improve a financial system or process. What challenges did you face and how did you overcome them?
3. Provide an example of how you analyzed revenue projections or budget forecasts. What data did you analyze and how did your analysis impact the decision-making process?
4. Tell me about a time when you were responsible for managing cash flows or making investment decisions. What steps did you take to ensure that the organization's funds were used efficiently?
5. How have you handled situations where you identified discrepancies in financial records or noticed compliance issues? Describe your process for addressing and resolving these challenges?

Commerce Specialist 3

Alternate ways to qualify for the role (without a degree)

Candidates can gain the competencies required for the Commerce Specialist 3 position through a combination of on-the-job experience, certifications, and specialized training, even without a formal degree.

Certifications:

• Grant writing or nanagement certifications: Certifications like Certified Grant Writer or Certified Federal Grants Manager (CFGM) demonstrate expertise in managing federal and state grants, aligning directly with the responsibilities in this role.
• Project Management Certification (PMP, CAPM): Project management certifications show an ability to effectively oversee and implement complex programs and manage budgets and timelines.

Professional experience:

• Community engagement or advocacy roles: Individuals who have worked in community outreach or advocacy for non-profits, local governments, or social organizations may have developed the necessary skills in stakeholder engagement, project management, and serving marginalized communities.
• Federal or state grant experience: Candidates with hands-on experience administering grants, especially in public safety, community development, or health-focused programs, would have developed key skills in grant writing, contract negotiation, and compliance monitoring.
• Program management or policy development: Experience managing or developing policies for community safety, violence prevention, or social services may translate well to the responsibilities of this role.

Volunteer or community leadership experience:

• Leadership in nonprofits or community organizations: Volunteering in leadership roles where candidates led or coordinated initiatives, managed budgets, or advocated for community needs can demonstrate the experience necessary to manage this program.
• Advisory or steering committees: Leading or participating in advisory councils related to public safety, health, or community services can provide valuable insight into how to manage stakeholders and community expectations effectively.

Self-study and self-employment:

• Research and policy nalysis: Individuals who have self-studied public policy, criminal justice, or social issues and applied this knowledge through independent research or consulting may demonstrate relevant knowledge and skills.
• Consulting or freelancing in program development: Freelancers or consultants with a track record of creating or managing community safety or violence prevention programs can show a portfolio of relevant experience.
   

Interview questions to assess competencies

1. Program design and implementation:Tell us about a time you were involved in designing a program for a marginalized or underserved community. What steps did you take to ensure it met their needs and adhered to legal requirements?
2. Stakeholder engagement and communication: Describe a situation where you had to engage with multiple community stakeholders who had differing priorities. How did you ensure that their voices were heard, and how did you navigate any conflicts?
3. Contract writing and negotiation: Give us an example of a contract or agreement you have negotiated. What were the key terms, and how did you ensure the interests of all parties were protected while ensuring compliance?
4. Budget management and fiscal oversight: How have you managed a program budget in the past? Can you walk us through the process you followed to track expenditures, ensure compliance with requirements, and make adjustments as needed?
5. Training and capacity building: Can you describe a time when you had to deliver training or technical assistance to a group or partner organization? How did you tailor your approach to meet their needs, and what were the outcomes?
    

Fiscal Analyst 3

Alternate ways a candidate could qualify for the role (without a degree)

Certification and training programs:

• Certified Public Accountant or Certified Management Accountant: These certifications show proficiency in accounting, auditing, and financial analysis without requiring a degree.
• Certified Government Financial Manager: Demonstrates expertise in government-specific fiscal policies and practices.
• Certified Internal Auditor: Validates skills in auditing practices and internal financial reviews.
• Financial management certifications: Programs in budgeting, financial forecasting, and general financial management, such as those offered by the Association for Financial Professionals (AFP) or American Institute of Professional Bookkeepers (AIPB).

Relevant experience:

• Accounting or audit roles: Extensive experience in accounting, auditing, or financial analysis can be directly transferable, particularly if it involves reviewing grants, contracts, or financial compliance in large organizations.
• Governmental or non-profit sector roles: Experience managing or auditing government funds, grants, or contracts can be relevant, especially in roles where the individual worked with fiscal regulations and compliance.
• Small business ownership or self-employment: Candidates who have managed their own finances or provided accounting services for businesses could have the necessary practical experience for budgeting, forecasting, and financial analysis.
• Military finance roles: Military personnel with experience in managing budgets, auditing expenditures, or coordinating funds for various units could have the relevant fiscal expertise.
• Volunteer or community accounting roles: Experience in managing finances for non-profits or community organizations can also provide transferable skills, especially in managing grants, fundraising efforts, or financial reporting.

On-the-job training or apprenticeships:

• Financial assistant or junior accountant roles: Starting in lower-level accounting positions and progressing to more senior financial roles over time could demonstrate a candidate’s readiness for a position as a Fiscal Analyst.
• On-the-job learning in government finance or grant management: Experience in roles that involve working with grants or managing budgets within organizations that require strict compliance with financial regulations (e.g., government agencies or universities).
   

Interview questions to assess competencies

1. Leadership and team management: Can you tell us about a time when you led a team of financial professionals? How did you ensure that your team was productive and compliant with necessary financial regulations?
2. Financial systems knowledge: Describe a situation in which you helped design, implement, or improve a financial system or process. What challenges did you face, and how did you overcome them?
3. Data analysis and budgeting: Can you provide an example of how you analyzed revenue projections or budget forecasts? What data did you analyze, and how did your analysis impact the decision-making process?
4. Cash flow and investment strategy: Tell me about a time when you were responsible for managing cash flows or making investment decisions. What steps did you take to ensure that the organization's funds were used efficiently?
5. Compliance and risk management: How have you handled situations where you identified discrepancies in financial records or noticed compliance issues? Can you describe your process for addressing and resolving these challenges?

Human Resource Consultant 4 - Lead Recruiter

Alternate ways to qualify for the role (without a degree)

Candidates can gain the competencies required for the Human Resource Consultant 4 Recruiter Lead position through a combination of on-the-job experience, certifications, and specialized training, even without a formal degree.

Certifications:

• Human resources certifications (e.g., SHRM-CP, PHR): Demonstrates a clear understanding of human resources practices, compliance, and full-cycle recruitment processes.
• DEI certifications: Certification programs focused on DEI could replace formal education and indicate experience in fostering inclusive workplaces.

Professional experience:

• Full-cycle recruitment experience in other fields: Candidates with recruitment experience in other industries (e.g., tech, manufacturing, non-profit) can demonstrate their ability to handle end-to-end recruitment tasks. Skills like candidate sourcing, interview design, and market outreach can be transferred from any field.
• Volunteer experience: Leading recruitment efforts for a non-profit or community organization may provide practical experience in strategic outreach, candidate screening, and interviewing.
• Military experience: Veterans with HR experience or roles that involved recruitment, team building, or resource management could bring transferable skills, especially if they led hiring initiatives or talent management projects.

Self-study and self-employment:

• Freelance recruiting: Candidates running their own recruiting consultancy or handling recruitment for small businesses can demonstrate expertise in all facets of recruitment without a formal degree.
• Online learning platforms: Completing HR courses or other relevant programs on platforms like Coursera, LinkedIn Learning, or Udemy could demonstrate continuous learning and a focus on recruitment strategies and DEI practices.

Industry-specific experience:

• Previous work in government or public sector: Experience in public administration, local government roles, or any positions requiring compliance with federal and state laws (WAC, CBA) can help candidates demonstrate understanding of public-sector hiring practices and legal compliance.

Interview questions to assess competencies

1. Strategic Thinking: Can you describe a time when you had to design a recruitment strategy for a difficult-to-fill position? What steps did you take, and how did you ensure the strategy aligned with the organization's goals?
2. Communication Skills: How do you tailor your communication to different stakeholders during the recruitment process, such as hiring managers, applicants, and external partners? Can you give an example?
3. Consultation and advisory: Describe a situation where you had to advise a hiring manager on a complex recruitment issue. How did you approach it, and what was the outcome?
4. Cultural competence and inclusion: Can you provide an example of how you’ve successfully incorporated diversity and inclusion into a recruitment process? What impact did it have on the outcome?
5. Data-driven decision making: Tell me about a time when you used recruitment data to identify a problem or an opportunity for improvement. How did you act on that information, and what was the result?
    

Human Resource Consultant 3 - Recruiter

Alternate ways to qualify for the role (without a degree)

Candidates can gain the competencies required for the Human Resource Consultant 3 Recruiter position through a combination of on-the-job experience, certifications, and specialized training, even without a formal degree.

Certifications:

• SHRM-CP/PHR: These certifications demonstrate a deep understanding of human resources practices and can replace a formal degree in HR or a related field.
• NEOGOV or other recruitment platform certifications: Candidates with hands-on experience using NEOGOV or similar systems can demonstrate proficiency in recruitment software without requiring a degree.
• DEI certification: Many candidates may complete a DEI certification to show their commitment to inclusive recruitment practices, especially given the emphasis on recruitment that addresses diversity.

Professional Experience:

• Experience as a full-cycle recruiter in other industries: Candidates with recruitment experience in different fields (e.g., tech, retail, healthcare) may have gained skills in sourcing, screening, and candidate engagement that apply directly to the role. These experiences can demonstrate transferable skills for designing recruitment strategies, posting positions, and conducting interviews.
• Experience with collective bargaining agreements: Experience working in roles that require compliance with CBAs, such as in unionized environments, could be especially relevant to understanding labor laws and regulations.
• Military or government experience: Candidates with a background in the military or public sector may have developed key HR and recruitment competencies, particularly in compliance with government regulations and laws.

Volunteer Experience:

• Volunteer recruitment: Recruiting volunteers for non-profits, community organizations, or event coordination can provide hands-on experience in posting jobs, evaluating applicants, and managing the recruitment lifecycle.
• Advising or leading a recruitment initiative for a community organization: Taking a leadership role in developing or advising recruitment strategies for community programs or volunteer organizations can provide equivalent experience in developing and executing recruitment strategies.

Self-Study and Self-Employment:

• Freelance HR or recruiting consulting: Freelance recruiters may gain broad experience working with multiple clients on recruitment strategies, full-cycle recruitment, and interview coaching. This practical experience can be just as valuable as a degree.
• HR and recruitment-focused courses from platforms like LinkedIn Learning or Coursera: Candidates who have invested in online learning to gain specific skills in recruiting, including interview techniques and candidate screening, can demonstrate self-driven learning.

Interview questions to assess competencies

1. Program management: Tell us about a time when you had to manage a complex recruitment program. How did you prioritize tasks, and what steps did you take to ensure a smooth process?
2. Strategic thinking and planning: Describe a recruitment challenge you faced. How did you develop and implement a strategy to address it, and what was the result?
3. Consultative and advisory skills: Can you give an example of a time when you provided advice to a hiring manager that led to an improvement in the recruitment process? What was your approach, and how was the situation resolved?
4. Legal and regulatory knowledge: Recruiting involves ensuring compliance with laws and regulations. Can you describe an instance when you had to make sure your recruitment process complied with legal requirements? How did you ensure everything was in line?
5. Digital literacy and outreach: How do you approach sourcing candidates through digital platforms? Can you share a specific example where your outreach on platforms like LinkedIn or Careers.wa.gov led to successful hires?

Management Analyst 5

Alternate ways to qualify for the role (without a degree)

Candidates can gain the competencies required for the Management Analyst 5 position through a combination of on-the-job experience, certifications, and specialized training, even without a formal degree.

• Experience in legislative coordination or policy advocacy: Candidates may have gained relevant experience working in government relations, legislative affairs, or public policy roles through internships, volunteer work, or within advocacy groups, which would provide skills in bill analysis, writing legislative reports, and coordinating with diverse stakeholders.
• Project management in nonprofit or business settings: Candidates who have led initiatives or teams in the nonprofit or private sectors (such as through project management or team leadership roles) may have gained strong skills in coordinating tasks, meeting deadlines, and producing reports that would translate to managing division communications, legislative affairs, or research projects.
• Experience in communication and media relations: Those who have worked in roles such as public relations, media outreach, or corporate communications (e.g., running a communications department in a small business, working as a communications consultant, or managing social media for an organization) can leverage these skills to meet the communications needs outlined in the job description.
• Research and data analysis from alternative fields: Candidates with experience in research from roles such as market analysis, social science research, or program evaluation, even in non-government sectors, can demonstrate their analytical ability, which directly translates to policy analysis and legislative review.
• Military experience: Military personnel who have experience managing projects, coordinating logistics, working with cross-functional teams, and writing reports would possess skills that align with many of the tasks in this role, such as project management, strategic planning, and communication.
• Self-study and certifications: Candidates who have pursued relevant certifications (e.g., project management certification, policy analysis, public administration courses) or self-study (e.g., reading policy papers, researching legislative processes) can demonstrate relevant skills.
• Small business or self-employment: Entrepreneurs who have started or managed small businesses can demonstrate strategic planning, communications, and operational experience that would be valuable in legislative coordination and communications management.

Interview questions to assess competencies

1. Legislative coordination and analysis: Can you tell me about a time when you had to analyze a complex piece of legislation or policy and provide recommendations? How did you approach it, and what was the outcome?
2. Collaboration and team coordination: How have you managed working with multiple departments or stakeholders to ensure a project was completed successfully? Can you provide an example of how you coordinated efforts between different teams?
3. Written communication and technical writing: Could you walk us through a time when you had to write a policy brief or similar technical document? How did you ensure your writing was clear and accessible to your audience?
4. Project management and time management: Describe a situation where you had to manage multiple projects or deadlines simultaneously. How did you prioritize tasks and keep the projects on track?
5. Digital literacy and social media management: Tell me about your experience managing digital content or social media campaigns. How did you measure their effectiveness, and what changes did you make based on feedback or results?
    

Procurement and Supply Specialist 2

Use these competencies to screen applicants for the procurement and supply control speciaslist 2 position.  

Sample interview questions:

• Describe your experience with the full procurement cycle, from creating purchase orders to managing vendor communications. How do you handle discrepancies in shipping or ordering?
• Tell me about a time when you had to manage procurement data using a specialized software system. How did you ensure accuracy and timely updates for purchases and vendor relationships?
• Give an example of a time when you trained staff on procurement policies or software systems. What was your approach to ensure they understood the material and could apply it effectively?
• Share an example of how you have incorporated diversity, equity, and inclusion principles in sourcing and supplier management? What impact did it have on the procurement process?
• How do you ensure proper tracking and control of inventory, especially for stockpiles and consumables? Can you walk me through a time when you identified and resolved an inventory discrepancy?
• Tell me about your experience managing warehouse operations. How do you ensure that stock levels are accurate, materials are transferred properly, and items are stored and labeled correctly?
• Describe a time when you performed routine audits or cycle counts on inventory. How did you ensure the accuracy of the counts, and what steps did you take to resolve any issues?
• Give an example of how you’ve managed the logistics of shipping, receiving, and the disposal of obsolete inventory or materials. How did you ensure efficiency and compliance with policies?
• What process do you follow for asset management? Could you share a specific example where you applied asset tags and ensured proper tracking and reporting?
• Describe your experience with processing invoices and managing purchase card transactions. How do you ensure that all financial transactions are accurate and properly documented?
• Tell me about a time when you managed fund transfers or journal vouchers for cost tracking. How did you ensure that all funds were allocated correctly according to procurement and inventory activities?
• Describe a situation where you had to ensure compliance with accounting and procurement guidelines. How did you ensure accuracy, and what steps did you take to prevent errors?
• How have you used software systems to generate financial or procurement reports? Can you provide an example where you used these reports to make data-driven decisions or support an audit?
• Describe a challenging situation where you had to communicate with both internal partners and external vendors or shippers. How did you ensure that all parties were satisfied and that issues were resolved promptly?
• Give an example of a time when you served as the primary point of contact for procurement inquiries. How did you manage competing demands while maintaining clear and timely communication?
• Tell me about a time when you provided excellent customer service in a fast-paced or high-pressure environment. How did you manage competing priorities while maintaining a positive relationship with stakeholders?
• Provide an example of a time when you successfully trained staff on procurement processes or inventory management systems. How did you ensure that they retained the information and applied it correctly?
• Describe how you developed and delivered training on procurement or accounting procedures. What steps did you take to ensure that the training was effective and well received by staff?
• Tell me about a time when you had to manage multiple procurement or inventory-related tasks at once. How did you prioritize and ensure that all tasks were completed on time?
• Share an example of when you used your analytical skills to assess inventory levels or procurement needs. How did your analysis lead to improvements in inventory management or cost-saving measures?
• Describe a time when you identified discrepancies in procurement performance. What steps did you take to track and resolve the issue, and how did it improve the overall process?
• What experience do you have ensuring safety standards are met in warehouse or office environments? Can you provide an example of a situation where you had to enforce safety protocols?
• Describe a time when you had to adhere to health and safety protocols while handling materials or operating warehouse equipment. How did you ensure compliance with safety standards?
• Tell me about your experience using specialized procurement software or inventory tracking systems. How do you ensure that data is entered accurately and maintained efficiently?
• Provide an example of when you used basic warehouse equipment such as forklifts or pallet jacks. How do you ensure safety and efficiency when operating this equipment?

Program Specialist 3

This template includes competency category descriptions and proficiency level descriptions. It was created to support hiring managers and recruitment partners in evaluating job-based competencies for use in the development of competency-based hiring plans, including job announcements and applicant skill assessment tools. This information should not be considered as exclusive or exhaustive. It may be modified to meet agency and program specific needs.

Competency categories

Competency categories are a combination of skills, knowledge, behaviors and attributes that enable an incumbent to successfully perform the essential functions and typical work of their assigned role. The list provided is a selection of common competencies necessary to perform much of the work throughout the state. The competency category descriptions are purposely generic to assist in assessment of transferable skills and development of career ladders.
 

Proficiency Levels

The proficiency levels below describe the level of skill needed to successfully perform a skill-based competency. They can be used in two ways, to describe the skill-level needed by a position incumbent to successfully perform an assigned task and to describe the minimum skill-level needed by a job applicant for entry into a position. Proficiency grows with experience and training.