Child Welfare Deputy Regional Administrator (WMS2) – Everett/Region 3 (Internal Only)

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.”

Attention :**INTERNAL/PROMOTIONAL ONLY: This position is open to current DCYF employees only.**

Job Title: Child Welfare Deputy Regional Administrator (WMS02)

Location: Everett, WA jobs-near-me.org Region 3 jobs-near-me.org Hybrid – Travel within the Region and State is required. Occasional national travel may be required.

Closes: 04/14/2025

Salary: $97,997 – $126,528 Annually

This position reports directly to the Regional Administrator and provides secondary management and direction to several field offices’ Area Administrators. This position is a member of the Regional Leadership Team and the statewide Child Welfare Leadership Team. This position serves as designee for the Regional Administrator with delegated authority to act on behalf of the Regional Administrator in their absence.

Click here to learn more about DCYF.

The Opportunity:

This position is part of the Department of Children, Youth and Families (DCYF) Child Welfare Field Operations division. Field Operations, Region 3 consists of eight (8) field offices, serving five (5) counties: Snohomish, Skagit, Island, San Juan, and Whatcom counties. Included within the region are eight (8) federally recognized tribes. Region 3 field offices receive approximately 5,784 child abuse/neglect intakes per year and serve approximately 591 children in out-of-home placement each month. The incumbent in this position must possess a strong command of management principles, deep knowledge of and demonstrated leadership in child welfare program implementation, management, and results. Knowledge of personnel practices, service programs, and expertise to assess program, staff, and community needs is preferred.

Some of what you will do:

• Provide effective leadership and management to the field office and program Area Administrators to ensure consistent high-quality child welfare practices.
• Ensure a safe, supportive, and professional work environment consistent with DCYF’s mission, regional goals, and priorities.
• In the absence of the Regional Administrator, act as their delegate.
• Provide guidance, supervision, and leadership to secondary management and direction in the critical areas of child safety, family engagement, permanency planning, disproportionality, and wellbeing.
• Responsible for region-wide compliance with policies and management expectations.
• Implement department policy, federal and state laws, and regulations as they apply to regional child welfare operations.
• Lead regional efforts in the development and implementation of programs and protocols.
• Provide strategic leadership in planning for statewide programs, initiatives, and activities through statewide committees.
• Represent the region in other state, local, government, federal, community, vendor and citizen groups and organizations involved in Children and Family Services to improve coordination of DCYF services.
• Serve as member of the regional leadership team.
• Set priorities for service delivery and accountability.
• Develop staff expectations for the region, in coordination with the Regional Administrator.
• Ensure consistent, predictable, high-quality practice within the region.
• Monitor and approve program services.

Required Qualifications:

• Nine (9) years of management experience in Social Services, Mental Health, or Education.

OR

• A Bachelor’s Degree in Social Services, Public Administration, Social Work, or other closely allied field AND seven (7) years of management experience in Social Services, Mental Health, or Education.

OR

• A Master’s Degree in Social Services, Public Administration, Social Work, or other closely allied field AND five (5) years of management experience in Social Services, Mental Health, or Education.

AND

• Three (3) years experience working with abused and neglected children who are under the care of supervision of the state. Experience must include assessing risk and safety to children and providing direct family-centered practice services (strengthening and preserving family units).
• Advanced management skills, technical, clinical, and legal knowledge.

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

• Understanding of principles of social work, specialized interventions with children and families in crisis; child protective services investigation techniques including legal and forensic evidence gathering; permanency planning; mental health assessment techniques; child development, and the effects of trauma on child development.
• Understanding of state and federal laws and agency policies as they relate to child welfare services.
• Understanding of the inner workings of Indian Child Welfare and Government to Government relationships with tribes.
• Possession of advanced leadership skills.

How do I apply?

Complete your applicant profile and attach the following documents:

• Letter of interest describing how you meet the specific qualifications.
• Resume
• Transcripts (copy for application purposes is acceptable – if applicable).

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 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.

2025-02529

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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