r/WAStateWorkers

I know that technically we are not supposed to be using Google Drive and associated products (docs, sheets, etc), but my Agency does a lot of work with outside partners and it’s been our not-so-standard practice to use Google Drive to collaborate on things with them. And then this morning, Google Drive is returning an error on all of our computers. Doesn’t matter what we’re trying to open, my whole agency doesn’t have Google Drive access on our work computers anymore. Is anyone else running into this?

My concern is that a lot of documents and collaboration live on Google Drive for a conference we are planning with external partners that happens a few months from now. I’d hate to have to pivot so last minute, especially to something less standard.

I have a state job that I like. But a cool opportunity at my agency opened up and I applied. In my app I said it's okay to contact my employer. When are they likely to actually do that? I want to be transparent with my supervisor but if I don't even get invited to interview I don't want to tell him I'm considering leaving.

I interviewed for a training specialist last week and my references are getting contacted. I work in education and it would be a switch but seem very secure which I need. How are benefits? How is the flexibility with DSHS? I am a grad student and have class on Friday, hoping they will let me be remote. I recently got an offer from a local college as well and weighing my options. I am tired of being in grant appointed positions and dshs pays more than the college position but I verbally confirmed. Any advice?

Simple conversion to the receiving person’s hourly leave rate never to exceed the costs of the provider’s donation. Cost neutral except maybe the admin conversion costs.

Helps equity in households where one person steps away from their state career to raise kids or provide elder care.

If there is no money for salaries, this seems a common sense, employer of choice move the state could easily make. Would make state employment a great choice for young families in particular.

Hi all,

Someone is interested in their media relations team, what's the general vibe of the communications media relations team at Commerce? Any information good or bad would be helpful!

If you did, did you you find them helpful? How was the experience? Trying to decide it it's worth my time to go see them for a free assessment or just go with a paid financial consultant first.

There is a position that looks really cool but it’s part time. I have a second job so I’m ok if I work part time but I definitely want the medical and retirement etc.
Just curious how many hours a week you need?
Thank you

I just received a call from the hiring manager for the job I interviewed with at ESD. I was informed that I was their top candidate and was asked if I am in still interested. I was told the next steps are that my information will be sent to HR for creation of the official offer letter. I am wondering how long this usually takes. I was told I could potentially start on the 1st or as late as September 16th and if I was okay with either of those dates. I have read some of the older posts and time frames for receipt of the official offer are all over the place. Any insights on the rest of the process would be greatly appreciated.

For supervisors/hiring managers who review a candidate’s personnel file- are you able to see any rebuttals or responses the candidate may have submitted regarding allegations or negative feedback from a previous supervisor/manager? Or is the information you see primarily limited to the negative documentation, such as alleged performance issues, without the candidate’s response or context?

Personally I feel like it's ironic using the very thing we should be wary of. Also the questions are even more stupidly easy than the previous IT Training; at this point I just mute it and do my own thing.

I’m looking for advice from people familiar with Washington State Department of Corrections policies, particularly conflicts of interest and supervisor/subordinate relationships.

My husband works for Washington State DOC at a Washington correctional facility as a supervisor. He had an affair with his subordinate, who also works at the facility.

I have text messages documenting the relationship and provide evidence that this occurred.

My concern is not simply that my husband cheated on me. My concern is that two DOC employees — one of whom was in a supervisory position over the other — were involved in an intimate relationship in the prison and on prison grounds.

I’m trying to determine whether this constitutes a conflict of interest or violation of Washington DOC policy, particularly given the supervisory relationship and the potential for favoritism, compromised professional judgment, retaliation, or other workplace consequences. I am also looking for what disciplinary actions take place once this has been reported. I have checked the state website, but disciplinary actions aren't available, and I don't want to go through this process only to be told there's nothing that can be done.

I’m not looking for opinions about the affair itself. I’m specifically looking for people familiar with Washington DOC, corrections policies, or public-sector ethics who can tell me what rules apply to a supervisor having an intimate relationship with a subordinate, and what disciplinary actions will be implemented?

I was curious and thought others might be too

I'm currently at a job at WSDOT that I hate, where I'm harassed by specific management and it's swept under the rug by the rest of my management. I'm judged by having a degree. Training opportunities and professional development opportunities go to the same people in my department over and over again who do not have a degree. Obstacles are constantly put in my way to make it more difficult for me to do my job.

I'm looking at applying for a job in the department of commerce working with their new budget system. Any advice on if this will be a good move? What is the culture like between the two agencies?

I'm very open-minded. I need to find a new place to go- FAST, but I also don't want to end up in a worse spot than I already am.

Starting a new job with DSHS, a call center position, and when I asked about dress code, the HR person I talked to hesitated and stated there really isn't much of a dress code, but to dress comfortably and obviously office appropriate. My anxiety is high because I know making a good first impression when meeting everyone for the first time is important but also feel anxious about the lack of direction.

Context, I am coming into this position from working a job in scrubs. Scrubs are a lot less daunting to worry about than office attire 😂

Any direction would be appreciated!

I’m in a bit of a pickle. I really want to obtain permanent status with the state. I am about 4.5 months into my probationary period for a permanent position and so far, I feel it is going well but I a really cautious. My immediate supervisor encouraged me a few times to apply for a higher position within the same job series. I applied and I am well qualified, in fact, I used to hold that position titled but project positions/ layoffs reverted me back to a lower/previous held position.

Despite my supervisor giving me encouragement to apply and making it seem like the position was mine, they filled the position outside of the state with an external candidate so my trust-factor is gone with them. Meanwhile, another position just opened with the same title in the same organization but with a different division (I really want to get back to what I was previously making before layoffs). I obviously need to tell my current supervisor that I will be applying as it’s the same agency but that I don’t hate current position in case I don’t get it, they don’t get worried I am an automatic flight risk. They even encouraged me to apply upwards during my probationary period with the last position that they didn’t pick me for.

I feel like I need to document this in case it bites me in the rear. Also, I wish the expectation for supervisors was the same as it is for employees during probationary period. The laws give me no leg to stand on during a probationary period so I rely on trust and honesty. Looking for
those who have been in similar situations with more experience than what I have.

I received workers comp benefits for some of the weeks I’ve been off.
For weeks I recieved workers comp payment, do I say yes I want paid leave benefits and yes I recieved workers comp benefits, or just skip that week? I know they won’t pay you for weeks you received workers comp, but I still “want” the paid leave payment because the workers comp LEP payment was so small and I haven’t worked any hours.

Is there a chance a real person would review that specific week, see that I got a very small amount and still give partial payment, or is it just an automated system that will deny automatically, and I might as well just “skip” that week to avoid extra steps?
I’m not sure how to answer.

Thabks

When should I have expected to hear back from an interview it’s been a little over a week?

I have been with the state for many years. Recently I was put on a CR and met the metrics they required and returned to normal. Now I was placed on a PIP after a month in a half. Should I start looking for a new job or if I meet the Metrics they are requiring after 30 days, will I be safe?

First post on Reddit! Now part of the ether! 🙂

I recently started as a PBS 1-3 In Training with DSHS ESA CSD.

The appointment letter says:

“You will begin the first phase of your In-Training Program as a Public Benefits Specialist 1 and serve a probationary period of six (6) consecutive months.

After successful completion of the first phase, you will progress to the second phase as a Public Benefits Specialist 2 and serve a trial service period of six (6) consecutive months. You will receive another appointment letter which will include details about that appointment.

After successful completion of the second phase, you will progress to the third and final phase as a Public Benefits Specialist 3 and serve a trial service period of six (6) consecutive months.
You will receive another appointment letter which will include details about that appointment.

Once you have successfully completed each level of your In-Training Plan you will achieve permanent status in each classification. The employer may separate from state service any employee who has not successfully completed the requirements at any level of the In-Training Program.”

I have three questions:

1. Does this mean that when I go from PBS 1-2, I will become a permanent state employee in PBS 1? And the same with PBS 2-3? During the recruitment process, I was told I would become a permanent state employee only when we get to 18 months i.e. after 6 months of trial in PBS 3. However my appointment letter had the wording about being permanent in the classification completed, as stated above.

2. I have started at Range 43 Step G, the minimum offered for the position. Does going from PBS 1-2 and later 2-3 count as a promotion when part of the in-training position?

3. if it counts as a promotion, will I be entitled to move to the step on the new range that is closest to 5% above my current pay? (https://app.leg.wa.gov/wac/default.aspx?cite=357-28-110)

Thank you in advance for helping a fellow civil service rookie navigate the great waters of confusion. 🙂