Portland General Electric

Sr Release & Deploy Analyst

Job description

About the job

At PGE, our work involves dreaming about, planning for, and realizing a smarter, cleaner, more enduring Oregon neighborhood. Its core to our DNA and we haven’t stopped since we started in 1888. We energize lives, strengthen communities and drive advancements in energy that promote social, economic and environmental progress. We’re always on the lookout for people passionate about leading and being a part of teams that are advancing innovative clean energy solutions that are also affordable and accessible to all.

Job Function

Release and Deployment Manages, plans, schedules and controls a software deployment through different stages to test and live environments. Ensures that the integrity of the live environment is protected and that the correct components are released.

Key Job Information

Senior Release and Deployment Analyst 6058 Grade 8

Career Level: P4 Specialist Professional Requires specialized depth and/or breadth of expertise Interprets internal or external business issues and recommends best practices Solves complex problems; takes a broad perspective to identify innovative solutions Works independently, with guidance in only the most complex situations May lead functional teams or projects.

Key Responsibilities

Release and Deployment (RELM) Leads the assessment, including assessment of risk, analysis, planning and design of release packages. Liaises with business and IT partners on release scheduling and communication of progress. Conducts post- release reviews. Ensures release processes and procedures are applied. Technical Specialism (TECH) Maintains an in-depth knowledge of specific specialisms and provides expert advice regarding their application. Can supervise specialist consultancy. The specialism can be any aspect of information or communication technology, technique, method, and product or application area. Change Management (CHMG) Develops implementation plans for complex requests for change. Evaluates risks to the integrity of service environment inherent in proposed implementations (including availability, performance, security and compliance of the business services impacted). Seeks authority for those activities, reviews the effectiveness of change implementation, and suggests improvement to organizational procedures governing change management. Leads the assessment, analysis, development, documentation and implementation of changes based on requests for change. Business Process Improvement (BPRE) Analyzes business processes; identifies alternative solutions, assesses feasibility and recommends new approaches. Contributes to evaluating the factors which must be addressed in the change program. Helps establish requirements for the implementation of changes in the business process.Quality Assurance (QUAS) Uses quality standards to review past performance and plan future activities. Conducts audits of quality requirements and produces audit reports. Monitors and reports on the outputs from the quality assurance and audit processes. Incident Management (USUP) Prioritizes and diagnoses incidents according to agreed procedures. Investigates causes of incidents and seeks resolution. Escalates unresolved incidents. Facilitates recovery, following resolution of incidents. Documents and closes resolved incidents according to agreed procedures. Methods and Tools (METL) Promotes and ensures use of appropriate techniques, methodologies and tools. Relationship Management (RLMT) Identifies the communications needs of each stakeholder group in conjunction with business owners and subject matter experts. Translates communications/stakeholder engagement strategies into specific tasks. Facilitates open communication and discussion between stakeholders, acting as a single point of contact by developing, maintaining and working to stakeholder engagement strategies and plans. (For example, may oversee the organization's promotional/selling activities to one or more clients, to ensure that such activities are aligned with corporate marketing objectives.) Negotiates with stakeholders at senior levels, ensuring adherence to organizational policy and strategies. Provides informed feedback to assess and promote understanding.


Education Requires a bachelor’s degree in business, computer science, engineering, management or other related field or equivalent experience. Experience Typically eight or more years in IT release and deployment management or environment management or project management.

Competencies (Knowledge, Skills, Abilities)

Functional Competencies Advanced knowledge of change management frameworks Advanced knowledge of methods and tools of systems Advanced knowledge of configuration management processes Advanced knowledge of incident management processes Advanced knowledge of quality standards Advanced knowledge of release and deployment frameworks Advanced knowledge of researching release management approaches and technologies; analyze and recommend their adoption to improve release activities Advanced technical knowledge build and deployment processes General Competencies Advanced customer focus skills Advanced accuracy skills Advanced risk management skills Advanced oral and written communication skills Advanced decision-making skills Advanced organization and prioritization skills Advanced meeting facilitation skills.

Physical and Cognitive Demands

Cognitive Level Substantial: Consistent use of logic or scientific thinking to define problems, collect information, establish facts and draw valid conclusions (for example, engineer, HR director, plant manager, etc.). Cognitive Ability to adhere to set response times, deadlines and time-sensitive tasks Ability to follow accuracy standards Ability to follow through on decision-making tasks Ability to interact effectively and collaboratively within a team environment Ability to communicate and problem solve when under stress Ability to respond and adapt to frequent change Ability to accept and demonstrate self-awareness when provided constructive feedback Ability to discern feedback and acknowledge ownership of areas of improvement Ability to avoid future mistakes by applying reasonable skills to new but similar work situations or tasks Ability to successfully collaborate with peers, managers and others within the organization Demonstrates sound memory Ability to process new information to be applied consistently to work tasks.


Ability to adhere to pre-established schedule, including start/stop time and break/lunch schedule [typically for nonexempt positions, although some exempt positions may have an established start/stop time] Ability to work long hours Ability to work a variable schedule Ability to report to work and perform work during periods of severe inclement weather Ability to consistently meet attendance standards for regular, reliable, predictable, full-time attendance [for part- time positions, change to part-time attendance] Ability to work shift schedule Ability to work on-call schedule

Physical Capabilities

  • Driving/travel/commute: Daily within service territory - Frequently (at least once a week or more)
  • Driving/travel/commute: Daily within service territory - Occasionally (one to two times a month or less)
  • Driving/travel/commute: Overnight inside/outside the service territory - Frequently (at least once a week or more)
  • Driving/travel/commute: Overnight inside/outside the service territory - Occasionally (one to two times a month or less)
  • Computer use (use computer regularly for entire work shift)
  • Lifting/pushing/pulling: Up to 10 lbs.
  • Lifting/pushing/pulling: Up to 50 lbs.
  • Lifting/pushing/pulling: More than 50 lbs.
  • Carrying: Up to 10 lbs.
  • Carrying: Up to 50 lbs.
  • Carrying: More than 50 lbs.
  • Unstable surfaces requiring balance (i.e., moving equipment, boats) (check all that apply):some text
    • Elevated areas (i.e., catwalks, roofs and high buildings)
    • Confined spaces
    • Walking distances and surfaces (long distances and over rough, uneven or rocky surfaces)
    • Stairs (over 10 steps)
    • Ladders (over 10 rungs)

Environment - Indoor/Outdoor:

  • Office
  • Plant
  • Field

Compensation Range: $104,325.00 - $173,875.00

In addition, this position is eligible for a performance-based incentive bonus. Actual total compensation is commensurate with experience, skills, and education.

PGE believes in rewarding dedicated performance. We provide a total rewards package that is designed to reward your contributions to the company, and, at the same time, support your well-being and professional development, both now and into the future. To find out more, click here.

Portland General Electric

Oregon's largest electric provider.