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Avista Utilities Protection Engineer in Spokane, Washington

Description

Closes: December 8, 2021Salary: DOQ

Job DescriptionTo carry out at full Electrical Engineering level, engineering assignments related to Protective Relaying Systems and System studies. To perform engineering work in the above areas which requires broad technical and company knowledge as well as originality and judgment in the technical analysis and independent evaluation, selection and modification of standard techniques, procedures and criteria.

  • Develops feasibility, impact, and facility studies in conjunction with System Planning for Large Generator Interconnect Requests (LGIR) and cluster studies.

  • Capable of developing system models in ASPEN, performing fault and system strength studies.

  • Knowledgeable of IEEE standards and Inverter Based Resources (IBR) and impacts to the electrical system.

  • Evaluates transmission power flow and stability studies to determine protection schemes required to achieve security and reliability of the electrical system.

  • Designs detailed protection schemes for electrical transmission, substation and switching stations.

  • Specifies protective relays and certain other related protective equipment for the transmission system.

  • Performs fault and coordination studies to specify the settings of the protective relays associated with the transmission system.

RequirementsRequires advanced specialized knowledge or technical background represented by a Bachelor’s Degree in Electrical Engineering and a minimum of 4 years of protection engineering work experience required. Power System knowledge or emphasis in a degree and/or ability to utilize engineering application software desired. Other combinations of education/experience will be considered.

Important COVID-19 Guidance for Candidates

Avista Corporation is currently required under state law to provide workers who are vaccinated against COVID-19 for certain projects with state agencies. Additionally, Avista Corporation anticipates that in the near future, it may be required under law to ensure that all employees are vaccinated against COVID-19, unless they have a an approved exemption and accommodation for a medical condition or a sincerely-held religious belief precluding vaccination. By completing this application, you certify that you understand and acknowledge this potential for a mandatory vaccination policy.

To Apply

Complete an online application and attach your resume and cover letter to your profile. All documents must be attached to your application at the time of submitting your application for review. No documents can be attached after you click "Submit".

Pre-employment screening requirementsEmployment is contingent upon the successful completion of a drug test, background check and motor vehicle records review.

Avista’s Commitment to Equal Opportunity and Affirmative Action Avista is committed to the goal of Equal Opportunity Employment and Affirmative Action. All qualified applicants will be considered regardless of race, color, religion, national origin, sex, gender identity, sexual orientation, marital status, age, sensory, mental or physical disability (unless based upon a bona fide occupational qualification), Veteran status or any other classification protected by nondiscrimination law.

Please view Equal Employment Opportunity Posters provided by OFCCP here (http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm) . Avista will make reasonable accommodation to assist a qualified person with a disability in the job application, interview process, and to perform the essential functions of the job whenever possible, where undue hardship would not be created for Avista. Please let us know if you would like assistance.

Qualifications

Licenses & Certifications

Preferred

  • NERC Background Check

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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