Address
Form of workSalary: $95,059.00 - $118,824.00 Annually
Location : Thurston County - Tumwater, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2023-16264
Department: Dept of Children, Youth, and Families
Opening Date: 01/03/2024
Closing Date: 1/14/2024 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: Peer Support & Crisis Response Administrator (WMS02)
Location: Olympia, WA - Work location is Hybrid with a mixture of in-office/work from home days. Closes: Jan 14th, 2024
Salary: $95,059 - $118,824 Annually
The Peer Support and Crisis Response Administrator supports DCYF's mission and strategic priorities by providing supervision and coordination of the DCYF Peer Support Program (PSP) and Crisis Response Team (CRT), which includes full-time Peer Support staff and volunteers. This position embodies the awareness of and responsiveness to cultural factors of the workforce, the unique and shared experiences of marginalized persons, and the support of a safe and healing-centered culture as essential duties.
The PSP and CRT contributes to a culture of support within the agency by providing education, information, and access to a supportive peer who can offer assistance, and a compassionate listening ear in a safe and confidential context.
The Peer Support and Crisis Response Administrator assures that the PSP and CRT continually supports DCYF employees by helping employees to manage work-life stress and acute stress resulting from critical incidents. This position serves as an administrator with specialized skills and expertise in Peer Support and Crisis Response to coordinate a program that supports trauma-informed and healing-centered practices.
The Opportunity:
The PSP and CRT provides proactive, proximal support for managing acute and cumulative stress of employees in the workplace. The program provides assistance, intervention, consultation, debriefing and training for employees who experience traumatic situations resulting from critical incidents and cumulative stress associated with their work.
The Peer Support and Crisis Response Administrator will elevate the Department of Children, Youth, and Families' (DCYF) culture to be healing-centered and trauma-informed, while broadly advocating for staff wellness. Additionally, this position will provide guidance, consultation, and direction to agency leadership on the development and sustainability of the agency's Peer Support services and wellness programs.
Some of what you will do:Manages and provides reliable and professionally sound direction to the DCYF Peer Support and Crisis Response team. Develop and disseminate agency-wide messaging related to Crisis Response, Peer Support, or other relevant information. Develop and oversee distribution of PSP and CRT materials and resources to include announcements and program offerings. Lead development of and manage Peer Support Program and Crisis Response Team training, recruitment, and curriculum development. Required Qualifications:
Complete your applicant profile and attach the following documents:
The Department of Children, Youth, and Families (DCYF) was created to be a comprehensive agency exclusively dedicated to the social, emotional, and physical well-being of children, youth, and families regardless of race, ethnicity, sexual orientation, or other socioeconomic factors. We believe our workforce should reflect the communities we serve and are actively searching for candidates that reflect that diversity.
Candidate must hold a valid unrestricted (other than corrective lenses) driver's license.
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.
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 Steven Loduha (Talent Acquisition Manager) at If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855)524-5627 or email .
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, 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
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
Location : Thurston County - Tumwater, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2023-16264
Department: Dept of Children, Youth, and Families
Opening Date: 01/03/2024
Closing Date: 1/14/2024 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: Peer Support & Crisis Response Administrator (WMS02)
Location: Olympia, WA - Work location is Hybrid with a mixture of in-office/work from home days. Closes: Jan 14th, 2024
Salary: $95,059 - $118,824 Annually
The Peer Support and Crisis Response Administrator supports DCYF's mission and strategic priorities by providing supervision and coordination of the DCYF Peer Support Program (PSP) and Crisis Response Team (CRT), which includes full-time Peer Support staff and volunteers. This position embodies the awareness of and responsiveness to cultural factors of the workforce, the unique and shared experiences of marginalized persons, and the support of a safe and healing-centered culture as essential duties.
The PSP and CRT contributes to a culture of support within the agency by providing education, information, and access to a supportive peer who can offer assistance, and a compassionate listening ear in a safe and confidential context.
The Peer Support and Crisis Response Administrator assures that the PSP and CRT continually supports DCYF employees by helping employees to manage work-life stress and acute stress resulting from critical incidents. This position serves as an administrator with specialized skills and expertise in Peer Support and Crisis Response to coordinate a program that supports trauma-informed and healing-centered practices.
The Opportunity:
The PSP and CRT provides proactive, proximal support for managing acute and cumulative stress of employees in the workplace. The program provides assistance, intervention, consultation, debriefing and training for employees who experience traumatic situations resulting from critical incidents and cumulative stress associated with their work.
The Peer Support and Crisis Response Administrator will elevate the Department of Children, Youth, and Families' (DCYF) culture to be healing-centered and trauma-informed, while broadly advocating for staff wellness. Additionally, this position will provide guidance, consultation, and direction to agency leadership on the development and sustainability of the agency's Peer Support services and wellness programs.
Some of what you will do:
- Collaborate with agency staff and leadership to develop and support Peer Support and Crisis Response programming across the agency.
- Create and increase Peer Support capacity agency-wide, while developing training and skills development resources for Peer Support Program (PSP) staff, PSP volunteers, and all DCYF staff.
- Oversee the response and coordination of individual and small group Peer Support requests.
- Supervise team of Peer Support specialists.
- Development and implementation of on-going data collection, tracking, and reporting for the PSP. Monitors the experience of Peer Support members, tracking the programs they deliver, measuring employee satisfaction with the program services, and program outcomes.
- Supervises DCYF Peer Support and Crisis Response Coordinators charged with providing trauma-informed, healing-centered practices and supports for all DCYF divisions and programs to include, but is not limited to:
- Set goals and objectives for the team.
- Develop performance measurements and standards.
- Assign, monitor and track work.
- Provide ongoing feedback, support, and development of staff.
- Complete performance evaluations, schedule leave and provide expert level advice and consultation.
- Provide remedial training or initiate corrective action to address performance issues.
- Master's degree involving major study in sociology or other social sciences, behavioral sciences, or an allied field from an accredited college or university and four (4) years of experience in mental health, mental disability, or social services.
- Bachelor's degree in mental health, social services, or a related field and six (6) years of applicable work experience related to planning, administering, developing, or delivering social service programs.
- Certified Peer Specialist consistent with WAC 246-341.
- Current Washington State Department of Health agency affiliate counselor.
- Certification in Project/Change Management.
- Strong Diversity, Equity, and Inclusion mindset.
- Experience developing similar Peer/Employee Support Programs.
- Experience working with the populations we serve, including but not limited to, child welfare, juvenile rehabilitation, early learning or other support services to children, youth, and families.
- Experience working or training to trauma-informed and healing-centered practices for employees.
Complete your applicant profile and attach the following documents:
- Letter of interest describing how you meet the specific qualifications.
- Current resume detailing experience and education.
The Department of Children, Youth, and Families (DCYF) was created to be a comprehensive agency exclusively dedicated to the social, emotional, and physical well-being of children, youth, and families regardless of race, ethnicity, sexual orientation, or other socioeconomic factors. We believe our workforce should reflect the communities we serve and are actively searching for candidates that reflect that diversity.
Candidate must hold a valid unrestricted (other than corrective lenses) driver's license.
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.
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 Steven Loduha (Talent Acquisition Manager) at If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855)524-5627 or email .
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, 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
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
