DSHS Assistant Secretary, Developmental

State of Washington; Alaska; Hybrid; USD 146,000 - 195,000; Full time

Job summary

State of Washington is seeking a seasoned executive to serve as Assistant Secretary of the Developmental Disabilities Administration (DDA). The role leads a 4,000+ member workforce with a multi‑billion biennial budget, guiding transformation to increase access, improve transitions, and strengthen service availability while elevating community voice in planning.

The Assistant Secretary will build trust, establish clear priorities, and ensure commitments are carried through with effective

Qualifications

• A bachelor's degree in social work, human services, business administration, public administration, health care administration, finance, or a related field is preferred but not required.
• Executive-level experience leading directors, managers, and other senior leaders across complex programs and operations is preferred.
• Experience leading programs that support individuals with intellectual and developmental disabilities and their families is preferred.

Responsibilities

• Lead DDA through the next phase, building alignment among employees and partners around the direction ahead.
• Strengthen accountability, coordination, and follow-through across the administration.
• Communicate proactively about emerging issues, priorities, challenges, and opportunities.

Job description

DSHS Assistant Secretary, Developmental Disabilities Administration

2026-08-13 State of Washington all cities,AK

Description

• Salary: $146,083.00 - $194,772.00 Annually
• Location : Thurston County - Olympia, WA
• Job Type: Full Time - Permanent
• Remote Employment: Flexible/Hybrid
• Job Number: 2026-05814
• Department: Dept. of Social and Health Services
• Division: DDA
• Opening Date: 08/12/2026

Assistant Secretary

Developmental Disabilities Administration Lead DDA into its next chapter. The Washington State is seeking an experienced executive leader to serve as the next Assistant Secretary of the Developmental Disabilities Administration. (DDA). DDA is entering an important phase of its transformation. As the administration continues to move forward, the focus is on making services easier to access, supporting safe and successful transitions between settings, strengthening service availability, and ensuring individuals have a greater voice and choice in planning their services. The Assistant Secretary will help bring clarity, strengthen alignment, and guide the organization through change.

DDA has strong relationships with individuals with intellectual and developmental disabilities, families, advocates, providers, and community partners. You'll build on that strength while ensuring that listening leads to action, commitments are carried through, and progress is visible.

This is an opportunity for a leader who can bring people together, strengthen execution, and help shape DDA's future.

The Opportunity

The Assistant Secretary will guide DDA through this important period while preserving the trust and community relationships that are central to the administration's work. With a workforce of more than 4,000 employees, eight direct reports, and responsibility for a biennial budget of approximately $6.2 billion, the Assistant Secretary oversees one of Washington's largest human‑services administrations.

You will establish clear priorities, strengthen coordination and accountability, ensure commitments are carried through across the administration, and move complex work forward while keeping collaboration and community voice central to DDA's work.

What You'll Accomplish

• Lead DDA through the next phase, building alignment among employees and partners around the direction ahead.
• Build on DDA's strong culture of community engagement while ensuring feedback and commitments lead to meaningful action.
• Strengthen accountability, coordination, and follow-through across the administration.
• Establish clear priorities and create alignment among teams, programs, and partners.
• Lead with sound judgment and steadiness in an environment where services and operational responsibilities continue around the clock.
• Strengthen relationships with legislators and build more intentional connections with federal partners, communications leaders, and others who can help advance and communicate DDA's work.
• Communicate proactively about emerging issues, priorities, challenges, and opportunities.

The Executive We're Looking For

• Listen carefully and follow through on commitments.
• Can translate vision and planning into action and results.
• Leads confidently through change, uncertainty, and competing priorities.
• Makes sound decisions when no perfect solution exists and navigates complex work, mitigates risks, and consistently achieves positive outcomes.
• Builds trust while setting clear expectations.
• Balances empathy and collaboration with accountability and decisive leadership.
• Navigates complex relationships with sound judgment and political awareness.
• Communicates clearly with employees, communities, legislators, partners, and executive leaders.
• Understands the importance of community voice while also strengthening internal discipline and execution.

Competencies and Leadership Capabilities

• Transformational Leadership
• Accountability and Results
• Community-Centered Leadership
• Strategic Communication and Influence
• Political and Stakeholder Acumen
• Collaboration and Partnership
• Sound Judgment and Decision-Making

Education and Experience

A bachelor's degree in social work, human services, business administration, public administration, health care administration, finance, or a related field is preferred but not required. Executive-level experience leading directors, managers, and other senior leaders across complex programs and operations is preferred. Experience leading programs, systems, or organizations that support individuals with intellectual and developmental disabilities and their families is preferred.

Why Apply

The Assistant Secretary will build on a strong foundation of community trust while strengthening the clarity, accountability, and follow-through needed to deliver meaningful results for individuals with intellectual and developmental disabilities and their families.

Supplemental Information

Prior to a new hire, a background check including criminal record history may 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 job . This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle.

Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at [phone]. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or 1-800-833-6384.

Relationship and Reporting Structure (Napetism) Disclosure: If you are selected for hire, you must disclose whether you have a relative, household member, close friend, or romantic partner within your potential supervisory chain of command. DSHS has a Relationships and the Reporting Structure policy that prohibits nepotism and can be reviewed here. Applicants whose appointment would result in a prohibited reporting relationship are not eligible for appointment to that position.

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