Domestic Violence Legal Advocacy (DVLA) Program Manager (Commerce Specialist 3) — Washington State Department of Commerce, Office of Crime Victims Advocacy
Organization: Washington State Department of Commerce, Office of Crime Victims Advocacy
Job Title: Domestic Violence Legal Advocacy (DVLA) Program Manager (Commerce Specialist 3)
City: Olympia
State: WA
Annual Salary: $62,568.00 - $84,192.00
Qualifications:
Required Qualifications:
• Bachelor’s degree AND three years of professional experience in community, trade or economic development with a focus in managing grants for services to victims of crime. OR, if the applicant does not have a Bachelor’s Degree, seven years total of a combination of higher education and professional experience as described.
• Professional experience working with grants to community-based and criminal justice organizations assisting crime victims, experience in contracting public funds to community agencies, and experience working for or in partnership with organizations based in marginalized communities and/or Native American tribes.
• A graduate or advanced degree may substitute for one year of the required experience.
• Ability to operate computer, telephone, copier, network printer, and vehicle.
• Demonstrated commitment to growth Diversity, Equity, Inclusion, and Anti-Racism competencies, including: able to learn and understand the language and concepts of DEI; commitment to growth, learning and self-awareness related to DEI; demonstrated the understanding that all people are valued by contributing to an equitable, inclusive and respectful environment when working with members of the team, agency, and community; and commitment to being an active participant in continually evaluating and improving strategies that promote equity, belonging, and anti-racism in our organization.
• Commit to being an active participant in continually evaluating and improving strategies that promote equity and inclusion in our organization.
- DEI knowledge
- Self-Awareness & Commitment to Growth
- Cultivating Mutually Beneficial & Trusting Strategic Relationships
- Inclusive Excellence & Allyship Improvement
- Measuring for Success and Improvement
Preferred Qualifications:
• Demonstrated high-level interpersonal communication skills; clear oral and written communication ability; able to work effectively with grantees and other clients.
• Ability to analyze complex documents.
• Ability to meet budget, grant and reporting deadlines with high degree of accuracy.
• Knowledge of principles of organization and public administration of local, state, or federal social services programs including their application and intent, sources of funds and requirements controlling their use.
• Ability to develop, organize, and conduct application and contracting processes including writing and negotiating performance-based grants.
• DEI knowledge, understanding, and commitment
• Self-awareness and commitment to growth
Description:
This position works within the Office of Crime Victims Advocacy, manages the Domestic Violence Legal Advocacy (DVLA) program, and assists with Violence Against Women Act (VAWA) program development, and implementation. The position provides technical assistance to community partners with consultation from the section manager. It monitors compliance and accuracy of data with reporting to support data driven decisions and manages the full grant cycle.
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.
Application Information:
Open Date: 2024-04-24
Close Date: 2024-05-08
Instructions: Please follow the link to apply online:
