DSHS FTAA Fiscal Analyst 3
State of Washington
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Job summary
State of Washington seeks a Payroll Fiscal Analyst 3 Lead in the Affidavit/SOL/Unclaimed Property Unit to manage SOL processes affecting the agency’s financial records. The role collaborates with the Department of Revenue, ensures timely warrants, and completes annual unclaimed property reporting.
You’ll work independently within a small team that values precision, mentorship, and professional development, with a hybrid schedule including in-office Mondays.
Qualifications
- Bachelor’s degree with 18 quarter or 12 semester hours in accounting/auditing/budgeting.
Responsibilities
- Reissue stale dated SOL warrants and establish/clear accruals in GL 5111 and 5194.
- Submit monthly reimbursement requests to Department of Revenue for reissuance of unclaimed property warrants.
- Clear SOL warrants canceled as expired by the Office of the State Treasurer.
- Cancel current undeliverable/returned warrants per policy.
- Balance 5194 subsidiaries before annual reporting to DOR; perform periodic reconciliations at program level.
- Transmit annual unclaimed property report and funds to DOR by November 1st each year.
- Responsible for warrant cancellation corrections to clear AFRS in process.
- Reissue DSHS employees, vendor and provider lost/stolen/destroyed warrants.
Skills
Education
Tools
Job description
The mission of DSHS is to improve the quality of life for individuals and families in need. We help people achieve safe, self-sufficient, healthy and secure lives. Join our team as a Payroll Fiscal Analyst 3 within the Affidavit/SOL/Unclaimed Property Unit, this position is the expert for all SOL processes that affect the agency’s financial records.
The mission of DSHS is to improve the quality of life for individuals and families in need. We help people achieve safe, self-sufficient, healthy and secure lives. Join our team as a Payroll Fiscal Analyst 3 within the Affidavit/SOL/Unclaimed Property Unit, this position is the expert for all SOL processes that affect the agency’s financial records.
As a Payroll Fiscal Analyst 3 Lead, this position will collaborate with team mates to ensure all SOL warrants are completed in a timely manner. You will work with DSHS and the Department of Revenue to comply with all policies and procedures when handling the warrants. This position will also complete the Annual Unclaimed Property Report to the Washington State Department of Revenue (DOR).
This is a great role for someone who enjoys working independently while contributing to a supportive, collaborative team. You'll be part of a small, close-knit unit that values precision, mentorship, and shared success. You’ll also have access to robust professional development, including cross-training and leadership pathways.
This position also offers a hybrid schedule. You will come into office on Mondays, and as business needs such as quarterly meetings.
- Responsible for reissuing DSHS stale dated warrants (SOL) and establishing and clearing the accruals in GL 5111 and 5194.
- Responsible for preparing and submitting the monthly request for the reimbursement of funds from the department of Revenue for the reissuance of unclaimed property warrants.
- Clear the SOL warrants that the Office of the State Treasurer has canceled as expired.Responsible for the receipt of funds from the Department of Revenue for the reissuance of the unclaimed property warrants.
- Responsible for cancelling current undeliverable/returned warrants per policy.
- Balance the 5194 SOL subsidiaries prior to the transmittal of the annual reporting of state portion amounts for stale dated warrants to DOR that have been held for the required one-year abandonment period. Also performs periodic reconciliations at the program level, of 5194 subsidiaries to warrant records to determine the accuracy of the SOL liability records.
- Process the transmittal of the annual unclaimed property (SOL warrants) report and funds to the DOR, which is due by November 1st of each year.
- Responsible for warrant cancellation corrections to clear the AFRS in process.
- Responsible for the reissue of DSHS employees, vendor and provider lost, stolen, and/or destroyed warrants.
- Accounting knowledge – A solid foundation in accounting principles, methods and state financial procedures is essential to performing reconciliations and regulatory reporting.
- Legal interpretation – The ability to accurately apply court orders and state laws to garnishment and levy actions is key to ensuring compliance.
- Communication – Clear and respectful written and verbal communication skills are critical for working with external partners and internal teams across the department.
- Analytical thinking – You’ll need to identify discrepancies, interpret fiscal data and recommend solutions to ensure accuracy and accountability.
- Technology proficiency – A solid working knowledge of Microsoft Office Suite and the ability to learn internal systems.
- Collaboration – While much of this work is self-directed, a team-based mindset is important in supporting the overall success of the team.
- Customer service – A service-oriented approach is needed when working with employees, vendors and other partners to resolve complex issues.
- Adaptability – A willingness to learn and grow within the role will support your success.
Professionals with a Bachelor’s degree, which includes 18 quarter or 12 semester hours in accounting, auditing, or budgeting
And
Two to three years of relevant professional experience
NOTE: A master’s degree in a financial-related field, certification as a Public Accountant, Internal Auditor, Certified Governmental Financial Manager, or Management Accountant may be substituted for professional experience. Professional experience may substitute for education, but not for the required credit hours.
Please contact DSHS Recruiter, Saleen Hernandez, at saleen.hernandez@dshs.wa.gov and reference job number 07006.
Prior to a new hire, a background check including criminal record history may 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 job. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle.
If you are selected for hire, you must disclose whether you have a relative, household member, close friend, or romantic partner within your potential supervisory chain of command. DSHS has a Relationships and the Reporting Structure policy that prohibits nepotism and can be reviewed here. Applicants whose appointment would result in a prohibited reporting relationship are not eligible for appointment to that position.
E-Verify is a registered trademark of the U.S. Department of Homeland Security on your website and on printed materials.
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.
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.
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.
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.
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.
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.
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‑ratio 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.
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.
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‑rate 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.
Washington State supports members of the armed forces with 21 days paid military leave per year.
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.
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
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