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Careers With The Oregon Employment Department

Contact: Office of Human Resources | Phone: 503-947-1289 | Fax: 503-947-1318 | TTY: 800-735-2900
875 Union St. NE | Salem, OR 97311 | Hours of Operation: 8:00 AM  - 5:00 PM

The Office of Human Resources at the Oregon Employment Department works diligently to attract, hire, develop and retain a diverse, competent and motivated workforce.

We invite you to explore our career paths, learn about our culture and the benefits of working for state government.

For a listing of current opportunities and other information about working for our department, please select from the options below.

The Employment Department is committed to being a leader in providing its employees with fair and equal employment opportunities and recognizes that as a best practice in equity and inclusion, criminal background check policies shall be job related and consistent with business necessity.

The agency will check the criminal records of candidates for the purpose of making employment decisions and for determining if employees are allowed access to certain information. For positions with authorized access to FBI Criminal Justice Information Systems (CJIS) information, a separate criminal records check is conducted by the Oregon State Police. If you would like further information on how each criminal records check is conducted, please read our Criminal Records Check Policy or contact the Office of Human Resources with any questions.

When an interactive process is needed, the agency will proceed as quickly as possible and without causing an unnecessary delay. The length of time varies and depends on many factors. The agency will keep you updated about the status of your accommodation request, the factors involved in responding to a request, and the anticipated timeline.​

Reasonable accommodations may be requested for disability; limitations related to pregnancy, childbirth, or a related medical condition; religion; and domestic violence, sexual assault, stalking, or harassment. In general, a reasonable accommodation means a change or adjustment to a job or work environment. Reasonable accommodations may be requested at any point of the employment process. This can include during recruitment, training, discipline, a change in health or work environment, etc. Every request for a reasonable accommodation will be addressed fairly and respectfully and through an individualized assessment and interactive process.

Retaliating against an employee or applicant for requesting or asking about an accommodation is prohibited, and suspected retaliation should be reported to Human Resources or a manager.​


Employees and applicants are encouraged to directly contact a Human Resources Business Partner or the ADA Coordinator to discuss their needs. In the ADA Coordinator’s absence, please contact the backup ADA Coordinator or Human Resources for assistance. Employees and applicants may also contact their manager/hiring manager to discuss their needs. Managers will then assist in connecting the employee or applicant to the ADA Coordinator or appropriate Human Resources Business Partner. Requests may be made orally or in writing. Initial written requests do not need to include the request form linked below, and employees and applicants do not need to mention phrases such as "ADA" or "reasonable accommodation" in their request. All written requests for accommodations will receive a written acknowledgment within 7 calendar days, and all requests (either written or verbal) will be reviewed and responded to in a timely manner.

After the request is made, a Human Resources Business Partner will be assigned to engage in an interactive process with the employee and their manager to determine next steps. The interactive process is a collaborative dialogue between the employee and Human Resources to gather information, assess options, and determine next steps. At times, depending on the particular circumstances at issue, the agency may ask for additional information to document your request or to facilitate the interactive process. 

The Human Resources Director or their designee (i.e. a Human Resources Business Partner) will make the final accommodation determination. Each accommodation is unique to the person and the nature of the job. The agency must give primary consideration to the specific accommodation requested by the employee. However, through the interactive process, the agency may identify and provide an alternative accommodation.

Reasonable accommodations do not include modifications or adjustments that cause an undue hardship to the agency. A reasonable accommodation also does not include lowering production standards, promoting or assigning an employee to a higher-paying job, creating a position, or reassigning essential functions to another worker. Reasonable accommodations are intended to enable qualified workers to apply for a job, perform the essential functions of a job, and to enjoy the same benefits and privileges of employment as all employees.  ​​


The Employment Department will provide an initial response to requests for reasonable accommodation expeditiously and within no more than 7 calendar days. When an interactive process is needed, the agency will also proceed as quickly as possible through the interactive process and without causing an unnecessary delay. The length of time to conduct the interactive process varies depending on many factors. The person requesting an accommodation will be updated on the status of their request, the factors involved in responding to a request for accommodation, and the anticipated timeline.  

In determining whether the agency has created an unnecessary delay in responding to a request for reasonable accommodation, relevant factors would include: (1) the reason(s) for the delay, (2) the length of the delay, (3) how much the individual with a disability and the agency each contributed to the delay, (4) what the agency was doing during the delay, and (5) whether the required accommodation was simple or complex to provide.​


Reasonable Accommodation Request Form ​​​(to be completed by employee or applicant). *Please download and save this form to your computer before entering information.*

All applicants and employees have the option to start their request by submitting this form. However, completing this form may not be needed in all circumstances. If you have questions about submitting this form, please contact your Human Resources Business Partner or any of the contacts listed above for assistance.

Employee Training
Agency employees and managers may view our required 2-hour training on workplace accommodations from the Bureau of Labor and Industries (BOLI) at this link: OED - Policy - ADA Reasonable Accommodation Training ​& Policy.  Any employee who has not yet taken this training will receive the full support of their manager in scheduling designated, uninterrupted time to complete the training. In addition, agency managers are required to complete this training within 90 days of hire. Please note that this training was provided in June 2020. To access any updated information from BOLI, please visit their website. (accessible to all users).

DAS - CHRO- Domestic Violence, Harassment, Sexual Assault, & Stalking: The statewide HR Policy 50.010.04 requires all current managers, supervisors, and human resources staff to receive training on the characteristics of domestic violence, harassment, sexual assault, and stalking; and applicable laws, policies, and procedures. This training meets the requirement and is accessible to all current State of Oregon employees.​

Additional References and Resources


DAS Policy 50-020-10: Americans with Disabilities Act (ADA) and Reasonable Accommodation in Employment

Bureau of Labor and Industries Technical Assistance for Employers: Disability Rights

Americans with Disabilities Act (ADA) Resource List​ ​

Limitations Related to Pregnancy, Childbirth, or Related Medical Conditions

DAS Policy 60-000-30: Expression of Milk and Unpaid Rest Periods

Bureau of Labor and Industries Factsheet: Breaks to Express Breast Milk

DAS Policy 50-020-10: Americans with Disabilities Act (ADA) and Reasonable Accommodation in Employment

Bureau of Labor an​d Industries Factsheet: Pregnancy and Nursing Accomodations


Oregon Administrative Rule 839-005-0140

Bureau of Labor and Industries Factsheet: Discrimination at Work

Equal Employment Opportunity Commission: Religious Accommodation

Domestic Violence, Sexual Assault, Stalking, or Harassment

DAS Policy 50-010-04: Workplace Effects of Domestic Violence, Harassment, Sexual Assault, and Stalking

DAS Policy 60-000-12: Statutorily Required Leaves with and without Pay

Resources List (accessible to current agency employees only)

Domestic Violence Rules Poster

Bureau of Labor and Industries Factsheet: Domestic Violence Protections​

Video: "Supervisors Can Make a Difference" ​

​To search all State of Oregon Openings, visit Workday Oregon​

To view all OED openings visit Workday Oregon Job Opportunities​ page, and filter for Employment Department.

Internal Applicants: If you are a current State of Oregon employee, search openings through your internal Workday account called “Jobs Hub.” There may be additional opportunities for internal candidates only.​


WELCOME to the Oregon Employment Department (OED). The information provided here is so that you will know what to expect on your first day, and to help make your first days go smoothly. Starting a new job always comes with a bit of anxiety. It’s also an opportunity to learn and ask lots of questions. We want you to know we are glad you are here and are committed to your success.

Things To Do Before Your First Day

​​​Before you start work at OED there are a few things you can do to make your first day run smoothly.

Within a few days after verbally accepting an offer of employment you will receive a formal offer letter and several pre-employment tasks in your Workday account (the system you applied; CLI​CK HERE​​ to sign in). 

Once you see the offer letter, review and accept it, and complete the pre-employment tasks in Workday.​ If there are any questions or errors, please contact Human Resources at:​.​
Shortly after accepting your offer in Workday, you will receive two emails: one email will include your new OR number (this is your employee number) and the other email contains a temporary password you will use to access and set-up your internal Workday account. Please bring this information with you on your first day. You will be afforded time during onboarding to access and set-up your internal Workday account. Should you choose to set up your Workday account or complete any activities in Workday prior to your start date, it is by your choice and you will not be compensated for your time.​

*Note: if you are transfering from another state agency you will continue to use your same Workday account.

On your first day we will need to check documents for your I-9 form. CLICK HERE​ to see what documents are acceptable for this process. 

​Compensation Package

Permanent employees generally receive their payslip on the first of each month. Temporary employees will be paid twice a month (generally on the first of the month and mid-month).
Automatic Deposit is available through most bank and credit unions. Current State of Oregon employees that utilize direct deposit can access their payslip​ information electronically using Workday.

Salary Increases
Salaries for each classification are determined through the applicable collective bargaining process or Department of Administrative Service compensation policy. An internal assessment is completed to determine the appropriate, equitable salary rate for a candidate based on the factors listed in ORS 652.220(2), which include education, experience, training, and seniority.​ 
Social Security

Deferred Compensation Plan
A Deferred Compensation Plan is also available, which allows the employee to set aside part of their income in an investment plan and not pay taxes on it until the money is withdrawn. Deferring income reduces the amount withheld for taxes from your monthly payslip.

Leave Information

Vacation Leave
Eligible employees can use vacation leave after completing 1040 working hours. Leave accruals are pro-rated depending on how many hours you worked during the prior month. Vacation accrual increases on 5 year intervals.

Reference: SEIU Collective Bargaining Agreement, Article 66; Human Resource Services Division statewide policy, 60.000.05.

Sick Leave
Sick leave is pro-rated based on how many hours you worked in the prior month. Eligible employees can receive a maximum of 8 hours sick leave per month; these employees can use sick leave hours in succeeding months.  

Reference: SEIU Collective Bargaining Agreement, Article 56; Human Resource Services Division statewide policy, 60.000.01.

Personal Business Leave
Personal leave is pro-rated for part-time employees. Full-time, regular and limited duration employees receive 24 hours of personal leave annually. Personal leave is granted July 1 through June 30 (fiscal year) of each year and is forfeited if not used. New employees must complete 1040 working hours to access Personal Leave.

*Pro-rating is based on the percentage of time worked. Example: You work 50 percent of full-time hours. You receive 50 percent of the leave accrued.

Paid Holidays
The State of Oregon recognizes nine holidays:
  • New Year's Day
  • Martin Luther King Jr.'s Birthday
  • Presidents' Day
  • Memorial Day
  • Juneteenth
  • Independence Day
  • Labor Day
  • Veterans' Day
  • Thanksgiving Day
  • Day after Thanksgiving
  • Christmas Day
  • And any other leave designated by the Governor

State HR Policy 60.010.01 Holiday Leave with Pay describes ​provisions governing holiday observation.


Employees become members of the Oregon Publice Service Retirement Plan (OPSRP) Pension Program if they begin working for a Public Employee Retirement System (PERS) participating employer after August 28, 2003 and work six full calendar months for a PERS-covered employer in a qualifying position requiring at least 600 hours per calendar year.

Employees hired before August 28, 2003 partake in the benefits of the Public Employees Retirement System (PERS).

Tier One members began working for a PERS-covered employer on or before December 31, 1995 and worked six full calendar months for a PERS-covered employer in a qualifying position requiring at least 600 hours per calendar year.

Tier Two members began working for a PERS-covered employer on or after January 1, 1996 and before August 29, 2003 and worked six full calendar months for a PERS-covered employer in a qualifying position requiring at least 600 hours per calendar year.

For more information:
Public Employees Retirement System

Deferred Compensation
The Oregon Savings Growth Plan’s 457 deferred compensation plan allows voluntary contributions on a pretax basis. The dollar amount changes, depending on the option you choose. All employees are eligible to participate at any time. Once enrolled, the employee has complete access to account information and transactions 24 hours a day.

For more information:
Oregon Savings Growth Plan

Health, Life, and Disability Insurance

The Public Employees Benefit Board (PEBB) administers medical, dental, and vision benefits for Oregon state government employees and their family members. They also offer several optional benefit coverage plans.  

You can find helpful information on the PEBB website and in the Summary Plan Description.

If you have questions, contact PEBB at​ or at 503-373-1102.

Other Benefits

Wellness Center
As a PEBB member, you have support to help you achieve your health goals. Health coaches, online and self-guided programs, webinars, and more. For more information: Public Employees’ Benefit Board​

Employee Assistance Program (EAP)
The Canopy EAP offers information and resources to help today's busy people keep their minds on work. It is a FREE and CONFIDENTIAL benefit. The EAP provides professional counselors that can guide you over the phone or in office visits. They'll listen to you, help you sort things out and then work with you on a plan to set things straight. If needed, they can refer you to a provider in your medical plan.

All your contact with Canopy, from the first call to resolution, is private and confidential. No information abou you goes back to your employer or PEBB. Employees, spouses, domestic partners, and other eligible dependents may access the benefit individually or together.
  • Marital or premarital problems
  • Divorce or separation
  • Conflict at work
  • Gambling addiction
  • Parent-child relationship
  • Grieving a loss
  • Behavorial disorders
  • Stress and anxiety
  • Free legal and financial advice
  • Homeownership savings
  • Child and elder care resources
  • Identity theft recovery
  • Crisis counseling
  • Alcohol or drug abuse
  • Depression
  • Physical or sexual abuse
For more information: Employee Assistance Program (EAP)

Parking, Biking and Mass Transit
The State Parking and Commuting Services Program offers various resources for transit passes, carpooling, vanpooling, park and rides, bike rooms and lockers, and rideshare. Portland, Salem and Eugene employees may purchase their transit pass via pre-tax payroll deduction. This website can also assist with parking maps and locating parking resources.

For more information: Parking, biking and mass transit

Smart Commuter Program
The Department of Administrative Services offers the Smart Commuter Program to encourage employees to use alternative modes of transportation in their commute. The goal is to reduce traffic volume and parking demand, improve air quality, and reward the efforts of state employees who leave their cars at home.

To qualify, an employee must commute to work by public transit, rail, vanpool, commuter bus, bicycle or walk from home or from a park and ride location more than half of their workdays each month. Permanent, temporary and contracted state employees may participate in the program. The program offers occasional parking permits, a coupon book for participants in Salem and a guaranteed ride home.

For more information: Smart Commuter Program

Oregon State Library
Resources and services are available to all State of Oregon employees. Order, borrow and renew books, request research assistance and attend training, orientations and events.

For more information: Oregon State Library