Washington State

Description

Our vision is to ensure that “Washington state’s children and youth grow up safe and healthy—thriving physically, emotionally and academically, nurtured by family and community."

Job Title: Child Welfare Program Administrator (WMS02)

Location: Olympia, WA. Statewide Location - The official duty station is in Olympia, WA; however, the duty station may be updated based on the office location closest to the incumbent. The incumbent must reside in WA State and be able to travel to offices and regions throughout the state to attend in-person meetings, training, and conferences. This position is remote and works with individuals located around the state.

Closes: 07/05/2025

Salary: $97,469 - $121,836

We are looking for a Child Welfare Program Administrator (WMS2) to provide leadership and management for the Child Welfare Division, Programs and Practice Unit. This position will play a key role in shaping the future of child welfare programs, practice, and policies impacting statewide programs, contract management, technical assistance, state and federal planning and reporting requirements, and quality improvement efforts. This position has a significant opportunity to help improve DCYF’s child welfare outcomes in assigned program areas, which directly link to better experiences and functioning for Washington’s children, youth, and families. If you have proven supervisory skills and/or leadership skills in child welfare and want to make a difference in the lives of children and families, apply today!

The Opportunity:

The Administrator of Child Welfare Programs reports directly to the Director of Child Welfare Programs and Practice in the Division of Child Welfare. This division is positioned under the oversight of the Assistant Secretary of Child Welfare and provides direct services to children and families, provides for the safety, permanency, and well-being of children in out-of-home care, and investigates allegations of abuse and neglect. The Child Welfare (CW) Division of DCYF is approximately 60% of the agency, with over 2,500 staff. This section of CW is responsible for the development, implementation, and oversight of policy, practice, and programs for CW staff to support positive outcomes for children and families involved in the child welfare system. This position independently and actively develops and supports positive collaborative working relationships with department leadership, headquarters, regional staff, and interested or impacted parties. This position operates independently to oversee the operations of a unit of program staff, having primary responsibility for Child Welfare Engagement, Kinship and Guardianship, Child Welfare Meetings, Adoptions, and Extended Foster Care. This position provides supervision and support for program staff within the unit, sets unit priorities, ensures that tasks and projects are completed, identifies program goals and opportunities for program enhancement, operationalizes and monitors work plans, and provides ongoing technical expertise, problem resolution, and consultation. This position is a key member of the division’s leadership team and participates in internal and external communication, partnership building, setting and implementing the division’s overall strategic direction, and working towards integration across DCYF divisions. This position is responsible for creating a positive working environment that promotes effective communication, learning, professional growth, respect for colleagues and clients, data-driven innovation, and continuous enhancements to the programs and systems. This position will directly supervise 5-6 program managers.

Some of what you'll do:

• Supervises, trains, and coaches Child Welfare staff with an advanced level of expertise.
• Develops and implements systems to monitor staff activity and performance, budgets and expenditures, assignments, and work products for the unit.
• Provides unit, division, agency, and statewide leadership, direction, and consultation for program development, performance measurement, and reporting for programs within the unit.
• Makes data-informed, strategic recommendations on program and practice strategies and activities as well as related performance targets, measurement, and analysis that directly impact the effectiveness of Child Welfare practice agency-wide.
• Manages the development and successful implementation of legislative mandates.
• Develops, directs, and manages discrete strategies for performance measurement and practice improvement.
• Directs the analysis of policy changes.
• Analyzes and evaluates proposed legislation for possible impacts on the health, safety, and well-being of children and families served by DCYF.
• Provides reliable professional expert advice and consultation on developing, setting, and implementing program strategies and activities and related performance measurements to DCYF executive leadership, regional administrators, area administrators, and other staff within DCYF headquarters and the field.
• Reviews the program manager's work in determining legislative impacts to the program area.
• Provides expert oversight to program managers in the development, implementation, planning, WAC and policy updates, curriculum development, and training statewide for bills from the legislative session.
• Responsible for the recruitment and hiring of experts in specific practice areas to enhance the work and programs within DCYF child welfare.
• Responsible for training, professional development and ensuring quality work performance, completing timely performance evaluations and taking corrective or disciplinary action as needed.
• Sustains productive, informative relationships with key internal and external partners and system partners to enhance cross-system coordination of services for children and families involved in the child welfare system.
• Provides statewide leadership in a variety of committees and internal and external work groups as assigned to represent child welfare policy and program development perspectives of DCYF.
• Proactively identifies gaps in existing programs, policies, and procedures that need to be addressed to fulfill the organizational mission of DCYF.

Required Qualifications:

Eleven (11) years of increasing professional experience in Child Welfare, FamLink, InfoFamLink reports, leadership, data analysis, planning, training, policy, quality assurance, change management, program development and implementation, budgeting, and supervision in public child welfare.

OR

A Master’s Degree in Social Work, Psychology, a Health Science, Education, Public Administration or related field AND five (5) years of increasing professional experience in Child Welfare, FamLink, InfoFamLink reports, leadership, data analysis, planning, training, policy, quality assurance, change management, program development and implementation, budgeting and supervision in public child welfare.

OR

A Bachelor’s Degree in Social Work, Psychology, a Health Science, Education, Public Administration or related field AND seven (7) years of increasing professional experience in Child Welfare, FamLink, InfoFamLink reports, leadership, data analysis, planning, training, policy, quality assurance, change management, program development and implementation, budgeting and supervision in public child welfare.

AND

Commitment to equity, inclusion, and respectful workplace principles.

In addition to those required qualifications, our ideal applicant will also have some or all of the following:

• A minimum of one year of experience analyzing and interpreting complex data and developing practice improvement strategies at a state, regional or local office level.
• In-depth knowledge and understanding of federal and state statutes related to child protection and child welfare, and a broad understanding of best practice in child welfare and the management skills needed to develop best practice.
• Strong analytic skills and demonstrated ability to analyze and interpret complex data, define problems or objectives, formulate logical and objective conclusions, recognize alternatives, and make recommendations. Demonstrated ability to direct and evaluate the work of others who write or develop policies and reports.
• Exemplary ability to communicate clearly and effectively with a variety of audiences, including strong oral and written presentation skills. Professional experience presenting materials and data to executive-level stakeholders and decision makers, utilizing project timelines, deliverables, and other data.
• Demonstrated ability to use Microsoft Office, including Word, Excel, and PowerPoint.
• Advanced knowledge and understanding of child welfare practice and programs in Washington State, and a broad understanding of best practice in the field of child welfare, and the management skills needed to develop best practice.
• Knowledge and understanding of Indian Child Welfare and Government-to-Government relationships.
• Knowledge of FamLink or other CCWIS systems.
• Advanced principles and techniques of management, data analysis, change management, organization analysis, and strategic planning.
• Applicable state and federal statutes and regulations, personnel rules, and DCYF program and policy regulations.
• Previously demonstrated ability to manage and facilitate effective meetings to achieve desired results and communicate appropriate information to staff, interested parties, contractors, and executive management teams.
• Mastery of leadership skills, including public speaking, meeting facilitation, planning, and training.
• Previously demonstrated ability to plan and manage complex projects.
• Previously demonstrated ability to manage (supervise, lead, coach, mentor, and train) professional staff and large, diverse workgroups.

How do I apply?

Complete your applicant profile and attach the following:

• Resume
• Cover Letter

Supplemental Information:

The Department of Children, Youth, and Families (DCYF) is committed to Washington’s children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway.

The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.

This recruitment may be used to fill multiple vacancies.

Prior to a new hire, a background check including criminal history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.

This position is included in the bargaining unit represented by the Washington Federation of State Employees (WFSE). For more information: https://wfse.org/

Benefits eligibility for this position may be different than what’s listed in the benefits tab of this recruitment announcement. For more information on employee benefits eligibility, visit: Public Employee Benefits Board (PEBB).

This position requires a minimum of at least two years of driving experience and a valid driver’s license.

If you need an accommodation throughout the application/interview process, contact DCYF Recruiter. If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855) 524-5627 or email support@neogov.com. Persons needing accommodation in the application process or this announcement in an alternative format may call the Telecommunications Device for the Deaf (TDD) at 360-664-1960.

2025-04348

More than Just a Paycheck!

Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:

The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits

Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation

State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security

All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness

If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays

Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave

Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)

Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave

Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave

Most employees whose family member or household member dies, are entitled to three (3) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave

Leave Sharing

Parental Leave

Family and Medical Leave Act (FMLA)

Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 12-31-2022

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