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Assessment Development Jobs in Seattle, WA (NOW HIRING)

Ares Operations LLC

Development Manager

Bellevue, WA · Hybrid

Through our recruitment, career development and employee-focused programming, we are committed to ... Oversee environmental assessments, land use studies, and utility interconnection requirements.

Office Depot

Store Manager/Bench

Federal Way, WA

Accountable for the assessment and development of all talent within the store. Partner with Talent Management Team to successfully manage the rotational program at the Associate Manager level.

Office Depot

Store Manager/Bench

Tukwila, WA · On-site

Accountable for the assessment and development of all talent within the store. Partner with Talent Management Team to successfully manage the rotational program at the Associate Manager level.

Office Depot

Store Manager

Tacoma, WA

Accountable for the assessment and development of all talent within the store. Partner with Talent Management Team to successfully manage the rotational program at the Associate Manager level.

Office Depot

Store Manager I

Woodinville, WA

Accountable for the assessment and development of all talent within the store. Partner with Talent Management Team to successfully manage the rotational program at the Associate Manager level.

SRM

Development Associate

Kirkland, WA

The Development Associate supports the Development Manager and broader SRM Development team by ... assessments. * Compile, archive, and maintain both digital and hard copy project files in ...

Philips

Supplier Development Engineer

Bothell, WA · On-site

$105K - $168K/yr

Job TitleSupplier Development Engineer Supplier Development Engineer The Supplier Development ... Drive supplier maturity advancement by performing comprehensive assessments across QMS ...

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Assessment Development information

See Seattle, WA salary details

$37.6K

$88.1K

$151.4K

How much do assessment development jobs pay per year?

As of Jun 29, 2026, the average yearly pay for assessment development in Seattle, WA is $88,127.00, according to ZipRecruiter salary data. Most workers in this role earn between $66,600.00 and $103,000.00 per year, depending on experience, location, and employer.

What job makes $10,000 a month without a degree?

Assessment development roles typically do not pay $10,000 a month without specialized skills or experience. High-paying jobs that can reach this level without a degree often include sales, real estate, or entrepreneurship, but they require strong skills, networks, or business acumen rather than formal education alone.

What is an Assessment Development job?

An Assessment Development job involves designing and creating tests, exams, or other evaluation tools to measure knowledge, skills, or competencies. Professionals in this field research best assessment practices, develop test questions, ensure validity and reliability, and analyze results. They often collaborate with educators, subject matter experts, and psychometricians to create fair and effective assessments. These roles are common in education, certification programs, and corporate training environments.

What are the key skills and qualifications needed to thrive in the Assessment Development position, and why are they important?

To thrive in Assessment Development, a strong background in educational theory, test design, data analysis, and psychometrics is typically required, often supported by a degree in education, psychology, or a related field. Familiarity with item banking software, learning management systems (LMS), and data analysis tools like SPSS or Excel is commonly expected. Attention to detail, critical thinking, clear written communication, and project management help set top professionals apart. These competencies are essential for creating valid, reliable assessments that meet organizational and educational standards.

What does an assessment developer do?

An assessment developer designs, creates, and evaluates tests and measurement tools used to assess skills, knowledge, or abilities. They often work with subject matter experts, utilize testing software, and ensure assessments are valid, reliable, and fair for their intended purpose.

What are typical daily responsibilities for someone in Assessment Development?

Professionals in Assessment Development typically spend their days designing and reviewing test items, analyzing assessment data, collaborating with subject matter experts, and ensuring assessments align with learning objectives and standards. You may also pilot new assessments, interpret item performance statistics, and revise tests based on feedback or data trends. The role often requires balancing independent work with teamwork, and regularly communicating insights to educators, administrators, or other stakeholders. This diverse mix of tasks ensures that assessments are both fair and effective in measuring the intended outcomes.

What jobs will no longer exist in 2030?

Assessment development roles are unlikely to disappear entirely by 2030, but automation and AI tools may reduce demand for manual test creation and evaluation jobs. Roles heavily reliant on routine tasks could be phased out or transformed as technology advances, emphasizing skills in AI integration and data analysis instead.

How to become an assessment developer?

To become an assessment developer, typically a bachelor's degree in education, psychology, or a related field is required, along with strong skills in test design, data analysis, and familiarity with assessment tools. Gaining experience through internships or entry-level positions in testing or educational organizations can be beneficial, and certifications in assessment or instructional design may enhance job prospects.
What are popular job titles related to Assessment Development jobs in Seattle, WA? For Assessment Development jobs in Seattle, WA, the most frequently searched job titles are:
What job categories do people searching Assessment Development jobs in Seattle, WA look for? The top searched job categories for Assessment Development jobs in Seattle, WA are:
Assessment Development jobs near you
Infographic showing various Assessment Development job openings in Seattle, WA as of June 2026, with employment types broken down into 86% Full Time, and 14% Part Time. Highlights an 100% In-person job distribution, with an average salary of $88,127 per year, or $42.4 per hour.
Associate or Full Professor without tenure (WOT), Division Head of Cardiology, UW Pediatrics, Co-Dir

Associate or Full Professor without tenure (WOT), Division Head of Cardiology, UW Pediatrics, Co-Dir

University of Washington

Seattle, WA • On-site

Full-time

PTO

Posted 20 days ago

University Of Washington School Of Medicine rating

7.8

Company rating: 7.8 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

181st of 541 rated colleges and universities

Job description

Description
The University of Washington, Department of Pediatrics and Seattle Children's Hospital is seeking a full-time academic Pediatric Cardiologist at the rank of Associate or Full Professor (without tenure) to lead the Pediatric Cardiology Division as Division Head of Cardiology for the University of Washington Department of Pediatrics and as Co-Director of the Heart Center for Seattle Children's Hospital.
The Cardiology Division Head and Heart Center Co-Director is expected to work collaboratively across domains to advance and support the clinical, research, and educational programs of a large diverse team, to lead with excellence in clinical practice, research, education, mentorship, and to work with faculty, administration, residents, and students from a wide range of disciplines, cultures, and academic backgrounds. This position will be expected to engage in strategic planning and mentorship, to develop clinician and non-clinician scientists, and to support commitment to fostering an equitable environment that is inclusive, humanistic and respects all facets of diversity. Positive factors for consideration include, but are not limited to, exceptional clinical acumen, superb communication skills, and emotional intelligence.
A more granular list of duties associated with the Division Head of Pediatric Cardiology and Seattle Children's Heart Center leadership positions includes:
1. Faculty Development
a. Leadership training
b. Early career faculty mentorship
c. Coordination of an Annual Faculty Retreat
d. Annual faculty review/meeting/letter creation
e. Promotion process support
f. Clinical Event Review/documentation
g. Faculty professional coaching
h. CEP annual oversight and review
i. Annual reappointment review/approval
j. Professionalism assessment/expectation-setting
2. Leadership Collaboration and Support
a. Engagement with Associate Division Heads
b. Collaboration with Heart Center Co-Directors
c. Support and oversight of clinical specialty leaders
d. Support and oversight of research program leaders
e. Leadership of monthly Division Leadership meetings
f. Support and direction of our multistate regional program
3. Clinical Oversight
a. Weekly Patient Care Conference
b. Quarterly specialty team review
c. Regional program oversight
d. Telemedicine and eConsult programs
e. Faculty clinical deployment and scheduling
f. Balancing of clinical program growth with recruitment needs
4. Teaching
a. Support and oversight of training program leaders
b. Categorical and Specialty fellow interviews/recruitment
c. Fellowship SOC
d. Fellowship budget oversight
e. Fellowship quality oversight
f. Annual fellow graduation gathering
5. Scholarship and QI
a. Account/budget review
b. Quality program/mesosystem oversight
c. Heart Center CRC and biostatistics oversight
d. Heart Center Thematic Direction program oversight
e. Collaboration with SCRI on program development
6. Strategic Planning
a. Specialty programs assessment/development
b. Regional assessment/development
c. Growth planning
d. Strategic Plan development/implementation
e. Identify opportunities for regional and national collaboration
7. Philanthropy
a. Foundation collaboration
b. Donor development/meetings/tours
c. Philanthropic gift account review: monthly
d. Donor thank you notes/acknowledgements: monthly/ad hoc/annually
e. New gift review: monthly
f. Annual Board presentation
8. Marketing/Communications/Physician Relations
a. Development of marketing strategy across the region
b. Identification of clinical and academic story-lines worthy of distribution
c. Creation of opportunities for providers and staff to connect with referring providers
9. Recruitment
a. Faculty: UW
b. Faculty: Regional CEP
c. Heart Center staff hiring
d. New faculty pro forma/business plan/UW approval
10. Finance
a. Dept of Pediatrics: Division budget creation review/PSA
b. Faculty clinical deployment
c. Heart Center budget update/review
d. Faculty travel and professional development funding
e. Clinical and QI Registry vetting/approval
f. Faculty salary negotiation around unit adjustments, retention and equity
11. Engagement/Team-Building/Reputation-Building
a. US News and World Report data entry support
b. All-Heart Center quarterly meetings
c. Annual Heart Center gathering
d. Annual faculty recognition gathering
e. Regional referring provider presentation oversight
f. Weekly Updates: Division newsletter
g. Semi-annual visiting professor coordination
Appointment as a full-time Associate Professor (without tenure due to funding) or Professor (without tenure due to funding) of Pediatrics at the University of Washington School of Medicine will be commensurate with experience, training and achievement. Anticipated start date is Summer of 2026.
Associate and Full Professors hold indefinite appointments that align with a 12-month service period (July 1-June 30). Faculty with 12-month service periods are paid for 11 months of service over a 12-month period (July-June), meaning the equivalent of one month is available for paid time off.
All University of Washington faculty engage in teaching, research and service.
The base salary range for this position will be: $30,024 - $58,334 per month ($360,288 - $700,008 annually), commensurate with experience and qualifications, or as mandated by a U.S. Department of Labor prevailing wage determination. This range is inclusive of base salary provided through the Children's University Medical Group (CUMG) practice plan, in addition to base salary provided by the University. Please note that only compensation provided by the University is included in University benefit determinations and calculations. Compensation provided by Children's University Medical Group (CUMG) practice plan may provide eligibility for separate benefits offered by that organization. Please see additional benefits that may be available: https://faculty.uwmedicine.org/wp-content/uploads/2019/09/CUMG-Benefits-Summary-for-recruiting.pdf.
Other compensation associated with this position may include incentive pay through Children's University Medical Group practice plan. A candidate with appropriate experience and qualifications may be offered in an administrative supplement (ADS).
Qualifications
Eligible candidates will have earned an MD, DO or (foreign equivalent), be board certified or eligible in pediatric cardiology, have experience and qualifications for appointment at the rank of Associate Professor or Professor, on the faculty scientist or clinician scholar pathway, and must be eligible for medical licensure in state of Washington.
In order to be eligible for University sponsorship for an H-1B visa, graduates of foreign (non-U.S.) medical schools must show successful completion of all three steps of the U.S. Medical Licensing Exam (USMLE), or equivalent as determined by the Secretary of Health and Human Services.
Application Instructions
If you are interested, please apply via Interfolio for this position by submitting a CV, a Cover Letter that includes descriptions of prior leadership experience and specific interest in this role, and Diversity Equity and Inclusion (DEI) Statement.

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