Fiscal Specialist 1 (FS1) - Snoqualmie

State of Washington

Snoqualmie (WA)

On-site

USD 489,000 - 652,000

Full time

29 hours ago

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Job summary

State of Washington’s Department of Children, Youth, and Families seeks a Fiscal Specialist 1 at Echo Glen Children’s Center in Snoqualmie. This full-time on-site role provides payroll, accounts payable/receivable, and budgeting support to ensure safe and effective operations for youth and daily activities.

You will manage HRMS/Leave Tracker duties, process semi-monthly payroll, track deductions, and support local funds and invoices while upholding fiscal accountability and compliance.

Qualifications

Three (3) years fiscal record keeping experience.
Equivalent education/experience totaling three years.
AND The ability to take action to learn and grow; to meet the needs of others.
Desirable: HRMS, AFRS, and Leave Tracker experience.

Responsibilities

Prepare and enter fiscal calculations of part‑time hours and related items.
Process semi‑monthly payroll leave and attendance.
Review overtime and leave reports for reasonableness and balance.
Interpret leave rules and apply to slips received.
Analyze payroll and wage reports from HRMS and Leave Tracker.
Assist with local funds management and input invoices into EPMX.

Skills

Adaptability / willingness to learn

Teamwork / customer focus

Education

Equivalent education/experience totaling three years

Tools

HRMS

Leave Tracker

Payroll systems

EPMX

Job description

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: Fiscal Specialist 1 (Echo Glen)

Location: King County – Snoqualmie, Washington – Echo Glen Facility (Full-time On-site)

Closes: October th, 2026

Salary: $43,836.00 - $58,392.00 Monthly

The indicated salary does not include the on‑site 24/7 5% premium pay.

The Fiscal Specialist supports DCYF’s mission by ensuring Echo Glen’s financial resources are managed accurately and responsibly. This role helps maintain fiscal accountability and ensures the facility has the resources needed to effectively support youth and daily operations.

Click here to learn more about DCYF.

The Opportunity

This position is within the Department of Children, Youth & Families (DCYF) Echo Glen Children's Center (J R) Financial and Business Services Time and Attendance Team. This position provides fiscal and administrative support to the organization. Using HRMS and Leave Tracker this position is a primary point of contact for all leave and payroll related issues. In addition, this position also assists with fiscal administrative duties in the accounting office including purchasing, student funds, accounts receivable and accounts payable.

Some Of What You Will Get To Do

Prepare and enter fiscal calculations of part‑time hours, part‑time holiday accruals, shift differential, overtime, standby, holiday and LWOP is monitored.
Process semi‑monthly payroll leave and attendance.
Review and assess overtime and leave reports for reasonableness, investigate and resolve any issues to ensure payroll and timekeeping systems are always in balance.
Interpret and apply rules associated with leave usage to leave slips received.
Analyze and interpret all payroll and wage related reports produced by HRMS and Leave Tracker.
Assist with managing local funds including K9, activity, petty cash and resident funds.
Assist with inputting invoices into EPMX and reconciling.
Track and complete meal count for OSPI reports.

Required Qualifications

Three (3) years fiscal record keeping experience that may include Human Resource Management System (HRMS) or Leave Tracker system experience.

Equivalent education/experience totaling three years.

AND

The ability to take action to learn and grow
The ability to take action to meet the needs of others.

Desirable/Preferred Qualifications

Previously demonstrated experience with HRMS, AFRS, and Leave Tracker.
Previously demonstrated knowledge of basic accounting principles.
Demonstrated working knowledge of Washington State leave and payroll processes

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.

This recruitment may be used to fill multiple vacancies.

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.

DCYF participates in the federal E-Verify program. The selected candidate must provide proof of identity and authorization to work in the United States, consistent with E-Verify requirements, on their first day of employment.

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‑rated 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‑rated 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

Which of the following best describes how you meet the required qualifications of this position?

Equivalent education/experience totaling three (3) years.
Three (3) years fiscal record keeping experience that may include Human Resource Management System (HRMS) or Leave Tracker systems experience.
I have none of the above.

Which of the following best describes your experience using Human Resource Management System (HRMS), Leave Tracker, or similar systems?

I have one (1) to two (2) years of this experience.
I have two (2) to three (3) years of this experience.
I have three (3) to four (4) years of this experience.
I have four (4) to five (5) years of this experience.
I have five (5) or MORE years of this experience.
I have none of the above.

Which of the following best describes your experience analyzing and interpreting payroll and wage related reports?

I have one (1) to two (2) years of this experience.
I have two (2) to three (3) years of this experience.
I have three (3) to four (4) years of this experience.
I have four (4) to five (5) years of this experience.
I have five (5) or MORE years of this experience.
I have none of the above.

Which of the following best describes your experience reviewing and assessing overtime and leave reports for reasonableness, investigating and resolving issues to ensure payroll and timekeeping systems are in balance?

I have one (1) to two (2) years of this experience.
I have two (2) to three (3) years of this experience.
I have three (3) to four (4) years of this experience.
I have four (4) to five (5) years of this experience.
I have five (5) or MORE years of this experience.
I have none of the above.

Briefly describe how/where you gained the experience indicated in the previous question. Your answer should be reflected in the work history section of your application. If you do not have this experience, please write "none." Please DO NOT write "see application/resume/cover letter."

Which of the following best describes your experience interpreting and applying rules associated with leave usage to leave slips received?