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The Policy Analyst – Payment Reform position works in collaboration with the Policy Division and Payment Reform Team to support CHCs in Medicaid and other payment methodologies, including value-based care, and monitors and influences the Colorado Medicaid and behavioral health systems, payment and health system reform and other issues impacting CHCs and their patients.
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OverviewThe Health Practice Area at RTI International has an opening in its Aging, Disability, and Long-Term Care program for a Dementia Policy Analyst. Quantitative analysis skills including experience with descriptive statistics, data manipulation, and coding in SAS, R, or STATA.A demonstrated interest in health services or health policy research.
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LPRO seeks a Legislative Analyst with expertise and experience in health care and/or behavioral health policy for a continuing, year-round position. The Legislative Analyst position carries a portfolio of work that varies according to the legislative calendar, prioritizing support of committees during session and task forces and work groups in the interim.
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We are looking for a Research Analyst who will be responsible for producing publications for the General Assembly on education policy issues and on other policy issues related to state and local government.
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Reporting to the Budget Director, this position serves in the role of Budget and Policy Analyst and is a member of the Colorado Department of Higher Education Budget Services Team (CDHE-BST.
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As a Compliance Policy Analyst in TES, you will have the opportunity to assist in monitoring the compliance of companies with NSAs signed under the Committee on Foreign Investment in the United States (CFIUS), an inter-agency executive branch committee where DHS is a voting member.
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Classified Title: Research & Policy Analyst. The specialist must be an excellent researcher and writer, have strong quantitative skills, possess knowledge of public policy and/or related social science research areas, and be able to work quickly with depth and precision.
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SAIC is seeking an Explosive Ordnance Disposal Policy Analyst to support the Defense Threat Reduction Agency s Nuclear Enterprise Directorate. Experience with nuclear deterrence, national nuclear policy and doctrine.
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Another Source’s client, Maricopa County Community College s , is recruiting a n Executive Specialist HR Policy Analyst to join thei r team. Join Maricopa County Community Colleges as an Executive Specialist HR Policy Analyst in Tempe, AZ.
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Bloomberg Intelligence ("BI") is seeking a Patent Litigation Analyst to complement its team of Equity, Credit, Policy and Litigation analysts. Bloomberg Intelligence, Patent Litigation Research Analyst.
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The Board Certified Behavior Analyst (BCBA) conducts functional assessments, generates related Positive Behavior Support Plans (PBSPs), and ensures the effective implementation of the PBSP through staff training and consultation.
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UDW’s career link → UDW Job Description: Senior Policy Research Analyst UDW Overview: United Domestic Workers of America, UDW/AFSCME Local 3930 is a statewide labor union that represents more than 170,000 home care and family child care providers in 45 counties in California.
$70,928 - $102,493 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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The Senior Policy Analyst will provide the Agency's front integration office with strategy, policy analysis, business process improvement, communications, and project management support.
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Working Title: Network Security Analyst Classification Title: Network Analyst - CareerPosting Details Priority Application Date (Posting will remain open until filled): Tuesday, April 9th @ 11:55pm PDT Hiring PreferenceEligible on-campus applicants in California State University Employees Union (CSUEU) Bargaining Units 2,5,7, and 9 will be given first consideration in the recruitment.
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Transportation Strategy & Policy Analyst Job. BA/BS in political science, public policy, environmental science, engineering or related field. Telecommuting Policy: A plan has been created to officially rollout a hybrid work-from-home option that will take effect when it is safe to move forward to return to the workplace.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
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In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.