Lead Revenue Agent 3 – Vancouver

State of Washington; Vancouver (WA); Híbrido; USD 75 000 - 110 000; Tempo integral

Resumo da oferta

State of Washington in Vancouver, WA is seeking a Revenue Agent 3 to lead and train staff while handling complex delinquent tax cases. The role involves identifying tax gaps, reviewing case work, and pursuing recovery options with taxpayers in challenging situations.

The position may include training responsibilities, hiring input, and acting as supervisor in the absence of a manager. Telework may be available with in-office orientation and supervision.

Qualificações

• Proven written and verbal communication skills to educate taxpayers on filing requirements and payment obligations.
• Demonstrated ability to independently research, analyze, and evaluate complex financial information to determine tax liability and repayment options.
• Progressive experience using investigative research tools and third-party information sources.

Responsabilidades

• Train and lead new and journey-level agents in mainstream programs and review staff case work.
• Identify, investigate, and recover taxes not previously known to the department.
• Lead complex delinquent accounts and work with taxpayers who may be reluctant to provide information or who may undervalue assets.

Conhecimentos

Written communication

Verbal communication

Analytical reasoning

Investigative research

Interviews with difficult people

Tax law interpretation

Leadership

Training and coaching

Teamwork

Formação académica

Bachelor's degree in business/finance/law

Two years tax/collection experience

Ferramentas

Investigative databases

Office software

Descrição da oferta de emprego

Description

Description

Attention Revenue! The Compliance Division is looking for an instinctive individual to fill a Revenue Agent 3 (RA3) vacancy in Vancouver, WA.

You will receive hands-on training in the office during the first few months, although telework may also be available. The details will be worked out between you and your supervisor.

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

Duties

The ideal candidate will possess the skills necessary to train and lead new and journey-level agents in mainstream programs while reviewing case work of all staff and making recommendations for action. Duties also include identification, investigation, and recovery of taxes not previously known to the department. The Lead Agents will work complex delinquent accounts that commonly involve taxpayers who are reluctant to furnish information and may conceal or undervalue assets, income, and tax liabilities.

In the absence of the supervisor, this position will become the acting supervisor. In this role, you will gain experience in assisting with the hiring of new staff, carrying out training plans as provided by your supervisor, and evaluating the progression of training.

Qualifications

The required qualifications are key competencies that have been successfully demonstrated through experience or education. To join our team, you must possess the following knowledge, skills, abilities, and competencies.

• Proven written and verbal communication skills to compose clear, concise correspondence, appeal responses, and legal style summaries, and to educate taxpayers who may be confused, upset or uncooperative on their filing requirements, payment obligations, and departmental processes – with a strong emphasis on effective professional telephone communication.
• Demonstrated ability to independently research, analyze, and evaluate complex financial information to determine tax liability, assess a taxpayer’s ability to pay, and recommend resolution options - supported by progressive experience conducting credit analysis, reviewing financial records, or performing investigative work involving financial data.
• Progressive experience using investigative research tools, online databases, and third-party information sources to locate individuals and assets, validate taxpayer information, and support compliance actions such as warrants, seizures, and summonses.
• Proven ability to interpret and apply complex state tax laws, rules, policies, and legal documents (such as RCWs, WACs, ETAs, WTDs, and orders of determination) when resolving compliance issues, negotiating payment plans, and educating taxpayers on their registration and reporting requirements.
• Demonstrated skill in conducting structured interviews and gathering information from individuals who may be uncooperative, evasive, or distressed, including the ability to ask direct, logically ordered questions and document findings accurately.
• Demonstrated ability to negotiate payment plans and resolve delinquent accounts by evaluating repayment options, using persuasive communication techniques, and collaborating with supervisors when settlements or escalated actions are required.
• Demonstrated ability to work independently under general supervision while organizing and prioritizing a high-volume workload, managing competing deadlines, and maintaining accuracy and attention to detail in case histories, documentation, and taxpayer interactions.
• Proven ability to build and maintain effective working relationships with business owners, attorneys, CPAs, law enforcement, other agencies, and internal partners, demonstrating strong interpersonal skills, professionalism, accountability and tact in challenging or sensitive situations while remaining approachable and open to constructive feedback.
• Demonstrated ability to operate effectively in both office and field environments, including the ability to conduct in-person visits, carry out tasks in varied physical settings, and communicate clearly in person and by phone for extended periods.
• Progressive experience using computer systems and technology to update case histories, document actions, research taxpayer accounts, and manage workflow in a fast-paced compliance environment.
• Demonstrated ability to lead, develop, and support others—through training, coaching, mentoring, or guiding teams—gained through progressive experience in roles requiring staff development, accountability, and ethical judgment, including maintaining confidentiality while managing shifting priorities.
• Proven ability to lead organizational or operational change by setting strategic goals, acting as a change agent, communicating effectively, resolving conflict, and helping employees adapt to evolving work expectations, supported by experience in environments undergoing process, policy, or system transitions.

Equity Competencies

• The ability to take action to learn and grow.
• The ability to take action to meet the needs of others.
• Uses an equitable and inclusive approach.

Learn about our Core Equity Competencies to understand the foundational skills, mindsets, and approaches we value and cultivate in our workforce

Leadership and Operational Expertise in Revenue Collection.

Progressive experience applying advanced leadership and technical expertise in revenue collection operations, including the ability to manage complex cases, exercise sound judgment, ensure compliance with tax laws and department policies, and support team performance through effective communication, conflict resolution and problem-solving.

Preference may be granted to candidates with one of the following:

• Two years of experience as a Revenue Agent with at least one year of those at the journey level within the Department of Revenue.
• A Bachelor's degree involving major studies in business administration, accounting, public administration, political science, economics, criminal justice, sociology, psychology, law or, closely related field AND two years of experience in the field of personal or business finance, tax auditing, law, law enforcement, adjustment of claims, examination and analysis of business tax records, collection of civil debts, or other related field. Additional qualifying experience may substitute year-for-year for the education.

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.

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 360-704-5731. 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 non-overtime 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-rated 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 non-overtime 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-rated basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave

Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave

Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave

Leave Sharing

Parental Leave

Family and Medical Leave Act (FMLA)

Leave Without Pay

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

Updated 01-07-2026

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