Juvenile Court Treatment Programs Administrator (WMS2) ...

Salary: $93,696.00 - $117,120.00 Annually Location : Thurston County - Olympia, WA Job Type: Full Time - Permanent Job Number: 2026-00817 Department: Dept of Children, Youth, and Families Division: Juvenile Rehabilitation: Operations & Programs Opening Date: 02/23/2026 Closing Date: 3/8/2026 11:59 PM Pacific 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: Juvenile Court Treatment Programs Administrator Location: Olympia, WA Closes: March 8th, 2026 Salary: $93,696.00 - $117,120.00 Yearly. The Department of Children, Youth and Families (DCYF) is accepting applications for a Juvenile Court Treatment Programs Administrator to provide oversight and leadership of program/process improvement, strategic and tactical program development, and policy level changes for juvenile court programs funded by Juvenile Rehabilitation (JR). The position oversees and directly supervises the ongoing development and coordination of the statewide quality assurance and continuous quality improvement for juvenile court Promising and Evidence-Based Programs. Additionally, this position supervises and/or oversees JR Headquarters program staff and contractors that manage over 60 statewide contracts or programs and is the agency's primary point of contact and strategic lead for the implementation and oversight of the Juvenile Court Block Grant and Evidence-Based Expansion (EBE) Grants. Click here to learn more about The Opportunity: You will serve as the statewide expert for the Chemical Dependency Mental Health Disposition Alternative (CDMHDA), Special Sex Offender Disposition Alternative (SSODA), and the Suspended Disposition Alternative. The Juvenile Court Treatment Programs Administrator advises the courts on eligibility and suitability of disposition alternatives, on a case-by-case basis, and responds directly on behalf of the agency to inquiries and questions from county juvenile court administrators regarding state funds. You will contribute to program and process improvements for the agency's work with juvenile justice partners, carry out primary tactical program development, and recommend changes to the Juvenile Court Programs Administrator regarding the juvenile court EBE and block grants. Some of what you will do: Serve as the primary administrative lead for Juvenile Court Programs. Provide advanced professional guidance to the Chief Programming Officer and Juvenile Court Administrators regarding the implementation and cost-effectiveness of programs and disposition alternatives. Lead statewide program development, strategic and tactical planning, training, contract development, program evaluation, outcome analysis, monitoring, and continuous quality improvement. Oversee contract development and the ongoing supervision of program experts who provide statewide training, consultation, quality assurance, and continuous improvement for promising and evidence-based programs. Provide direct supervision to three program staff and one contractor, and professional development, performance management, and accountability of the supervised staff and contractor. Review cases for eligibility, suitability, and placement. Provide statewide oversight of the CDMHDA inpatient treatment referral Provide process and technical support for all juvenile court disposition alternatives. Administer the Alternatives to Detention Grant ($50,000 annually). Required qualifications: Nine years of experience in a program management position OR A bachelor's degree in psychology, sociology, counseling, or related field is required, and have 5 years of experience in a program management position. AND Two years of supervisory experience. AND The ability to take action to learn and grow. The ability to take action to meet the needs of others. Additionally, applicants must have the following: • Three years of contract management/monitoring experience. • Knowledge of principles of management, strategic and tactical planning, juvenile justice program development, and state and local agency collaboration. In addition to those required qualifications, our ideal applicant will also have some or all of the following competencies: Juvenile justice system. Juvenile sentencing standards. Policy development and review. Advanced principles of quality management, public administration, strategic planning and process improvement. State legislative processes. RCWs and WACs relating to juveniles and the juvenile interstate compact. Outcome based programming and data collection and reporting. JR secure facilities and community programs. Superior Court processes and county juvenile court service programs. Program planning and assessment. DYCF or social service agency policy and procedures. Current modes of juvenile justice research. Specialized treatment and county juvenile court disposition alternatives. Computer programs to include Word, Excel, Access, and Smartsheet. Skills to: Communicate effectively across a broad spectrum of professional/managerial/executive levels with other agencies, constituent groups, stakeholders, juvenile court administrators, Tribal representatives, foster care program staff, juvenile justice experts, and juvenile justice researchers. Utilize the computer to effectively develop, manage, and report out work assignments. Ability to: Manage statewide projects including program design, implementation and evaluation. Develop and enhance working relationships with statewide stakeholders. Use consistent independent judgement. Coordinate and manage multiple work plans/projects. Conduct and manage meetings effectively and facilitate training and presentations. How do I apply? Complete your applicant profile and attach the following documents: Letter of interest describing how you meet the specific qualifications for this position. Current resume detailing experience and education. 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. Applicants selected for an interview are required to pass a national fingerprint background check and complete a questionnaire mandated by the Prison Rape Elimination Act (PREA) inquiring about any sexual misconduct. Information from the background check will not necessarily preclude employment but is considered in determining the applicant's suitability and competence to perform in the job. 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 If you have any questions pertaining to this recruitment or if you would like to request an accommodation throughout the application/interview process, contact the If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855)524-5627 or email 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. 00817 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 (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 (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 , 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, or for loss of pregnancy, are entitled to five (5) 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 Family and Medical Leave Act (FMLA) Leave Without Pay Please visit the State HR Website for more detailed information regarding benefits. Updated 01-07-2026

Created: 2026-03-04