DSHS ESA Child Support Enforcement Officer 3 - Lead Worker

State of Washington; Pasco (WA); Híbrido; USD 60.000 - 90.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Flexible schedule

Hybrid work model

Descripción de la vacante

State of Washington's Department of Social and Health Services is seeking a Lead Worker for Child Support Enforcement. You will guide a team, handle complex cases, and ensure accurate orders, using investigative skills and case management systems.

The role supports families by securing financial and medical support while upholding laws and timelines. The position offers a flexible/hybrid schedule with at least one day in-office weekly, and opportunities to mentor colleagues across Everett, Mt.

Formación

• Two years of college level coursework.
• Four years of experience related to child support enforcement and/or debt collection, including two years of experience as a Support Enforcement Officer.
• Equivalent education and/or experience may be substitute year for year.

Responsabilidades

• Interview parents, employers and others to gather and verify financial and case information.
• Explain child support laws, policies and processes in a way people can understand.
• Establish, modify and enforce child and medical support orders.
• Calculate support amounts and past-due balances using detailed financial information.
• Take enforcement actions such as wage withholding, liens or asset seizure when needed.
• Lead and mentor team members, assign tasks and support team success.
• Research and locate individuals and assets using a variety of tools and systems.
• Maintain accurate records while protecting confidential information.

Conocimientos

Lead worker

Team leadership

Interviewing

Time management

Herramientas

Case management systems

Descripción del empleo

Description

Child Support Enforcement Officer 3 - Lead Worker

The Division of Child Support is hiring for multiple Support Enforcement Officer 3s to serve as lead workers in their Everett, Mt. Vernon, and Smokey Point offices. As a Support Enforcement Officer 3, you'll step in when families need stability and fairness by ensuring children get the financial and medical support they are owed. You'll research cases, understand the details, and take action that can change how people are supported. You will work on complex cases, solve problems, and make informed decisions using your expertise and judgment.

As a lead worker, you will also guide and mentor others on your team, helping them learn and grow. Some days are fast and busy. Some conversations are tough. But every day, your work has purpose. You are the person who brings clarity, structure, and accountability when it matters most.

These position are currently approved to work a flexible/hybrid schedule based on business needs. The current expectation would be to work at least one day in-office per week and telework when a presence in-office is not required. As part of the application, you'll be asked which location you are interested in.

Some of what you will do

• Interview parents, employers and others to gather and verify financial and case information.
• Explain child support laws, policies and processes in a way people can understand.
• Establish, modify and enforce child and medical support orders.
• Calculate support amounts and past-due balances using detailed financial information.
• Take enforcement actions such as wage withholding, liens or asset seizure when needed.
• Manage complex cases that may involve multiple states, tribes or countries.
• Resolve conflicts and help people work through disagreements about support and debt.
• Review legal and financial documents to make accurate and fair decisions.
• Train, coach and guide team members while checking the quality of their work.
• Act as a lead worker by assigning tasks, answering questions and supporting team success.
• Research and locate individuals and assets using a variety of tools and systems.
• Ensure all actions follow federal and state laws, timelines and audit requirements.
• Maintain accurate records while protecting confidential information.

Who should apply

Two years of college level coursework*,

AND

Four years* of experience related to child support enforcement and/or debt collection, including two years of experience as a Support Enforcement Officer.

• Note: Equivalent education and/or experience may be substitute year for year.

Additional Knowledge, Skills And Abilities We Are Looking For

• Understanding of laws and regulations: Knowledge of State statutes and Federal regulations, court decisions, paternity proceedings, accounting and collection practices, legal rights, and remedies in support enforcement.
• Math skills: Calculates support amounts and debt balances quickly and accurately using detailed financial data.
• Team leadership: You’re confident mentoring others and helping them grow in their roles.
• Collection experience: You have experience with enforcement practices, interpreting financial records, and tracking payments.
• Time management: You juggle competing tasks and deadlines without letting the details slip.
• Investigative skills: You know how to gather information from various sources to make informed decisions.
• Adaptability: You stay steady and responsive in a fast-changing policy and workload environment.
• Technical skills: You are comfortable using case management systems like the Support Enforcement Management System.
• Independence: You work well on your own, make sound decisions, and stay focused on priorities.
• Conflict resolution skills: To calmly and respectfully de‑escalate difficult or emotionally charged interactions.
• Strong communication skills: Able to clearly explain complex legal and financial information to individuals from diverse backgrounds.

Questions?

Please contact the assigned DSHS recruiter by email [e-mail] and quote job number 09182.

The Department of Social and Health Services’ (DSHS) vision that people find human services to shape their own lives requires that we come together with a sense of belonging, common purpose, shared values, and meaningful work. It is crucial to our agency’s vision that you bring a fairness, access, and social justice commitment to your work with DSHS. We strive to support all Washingtonians, including Black, Indigenous, and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security.

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 (NEpotism) 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 non‑overtime 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‑rate 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 non‑overtime 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‑rate 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, 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

Parental Leave

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

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