Litigation Support Manager (WMS 2) | Torts Division
State of Washington
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Job summary
The Washington State Office of the Attorney General (AGO) seeks a highly skilled Litigation Support Manager (LSM) to lead electronic discovery services across the Torts Division, directing processing, organizing, and analysis of discovery documents. The role emphasizes planning, resource management, and clear consultation with attorneys and paralegals.
Location may be Tumwater, Seattle, Tacoma, or Spokane. The LSM supervises paralegals, manages budgets, and collaborates with the Division Chief
Qualifications
- Ten years of combined paralegal or paraprofessional experience in a legal setting.
- Paralegal certification or two-year paralegal degree required.
- Supervision experience of paralegals or legal staff preferred.
Responsibilities
- Directly supervise ERP Paralegal 3 and two Paralegal 4 supervisors.
- Evaluate and recommend litigation support software and hardware.
- Provide expert-level consultation to attorneys and paralegals.
- Assist in budget planning and cost estimation for litigation support.
- Develop training for discovery processes and e-Discovery.
- Ensure contracts with vendors comply with policies.
Skills
Education
Tools
Job description
Persons requiring reasonable accommodation in the application process or requiring information in an alternative format may contact the recruitment team at HREmployment@atg.wa.gov. Those with a hearing impairment in need of accommodation are encouraged to contact the Washington Relay Service at 1-800-676-3777 or www.washingtonrelay.com.
Persons requiring reasonable accommodation in the application process or requiring information in an alternative format may contact the recruitment team at HREmployment@atg.wa.gov. Those with a hearing impairment in need of accommodation are encouraged to contact the Washington Relay Service at 1-800-676-3777 or www.washingtonrelay.com.
Torts Division – Washington State Office of the Attorney General
Tumwater, Seattle, Tacoma, or Spokane Washington | Full-Time | Permanent | Non-Represented
The Washington State Office of the Attorney General (AGO) is seeking a highly skilled Litigation Support Manager (LSM) (WMS Band 2) to join our Torts Division. It is permissible for the duty station of this position to be located in Tumwater, Seattle, Tacoma, or Spokane, Washington.
This is an impactful role for someone adept at planning, coordinating, and managing electronic litigation support services. The incumbent will direct the processing, organizing, and analyzing of discovery documents in all cases throughout the Torts Division while conducting research and providing recommendations on litigation support software and tools required for complex cases and case categories. This position requires someone adaptable who excels at program and resource management, planning and analysis, and who provides clear consult and coaching with tact and based on sound judgement.
The LSM leads and advises all litigation paralegals in the Torts Division while directly supervising two Paralegal 4 supervisors, reviews all contracts with litigation support vendors, and works in close partnership with the Torts Division Chief and Operations Manager to provide budgetary planning recommendations and estimates for costs while taking pride in strengthening office systems, and supporting a large, mission-driven, legal workforce.
- Annual salary range: $102,222 - $127,778
- Washington Management Service structure position: Band 2
- Growth and development salary range (not available at initial hire): $132,924
The base pay offered will take into account internal equity and may vary depending on the preferred candidate’s job-related knowledge, skills, and experience. The following stipends may apply based on position requirements:
- Incumbents assigned to King County receive an additional 5% Location Pay stipend.
- Medical/Dental/Vision for employees & dependent(s)
- Vacation, Sick, and Other Leave;
- 11 Paid Holidays per year
- Public Employees Retirement System (PERS) plans
- Life Insurance.
- Dependent Care Assistance
- Flexible Spending Accounts
- Public Service Loan Forgiveness eligibility
- Tuition Waiver programs
- Deferred Compensation options
- Employee Recognition Leave, and more
- Flexible schedules and telework options (for most positions)
- A Wellness Program and the Employee Assistance Program
- Numerous employee affinity groups centralized on community and connection
The Torts Division values collaboration and teamwork, diversity, flexibility, transparency, and collegiality. The division is the largest division in the AGO, comprised of 64 attorneys and 136 professional staff across four locations, Olympia, Seattle, Tacoma, and Spokane. We defend tort claims and lawsuits against all Washington State agencies, officers, and employees. A majority of cases are based on actions brought under theories of liability for state actions including highway design, release of inmates, injuries on state property, medical malpractice, employment, childcare and custody, auto accidents, maritime injuries, and more. Our attorneys also provide legal and risk management advice to the Department of Enterprise Services, Office of Risk Management, and state agencies on tort matters.
Torts cases are factually interesting and present challenging issues and legal arguments. Litigation teams are comprised of legal assistants, paralegals, investigators and attorneys who work each case collaboratively from inception through resolution. Professional growth is encouraged and supported through continuous training and development.
- Economic justice and consumer protections (safeguarding consumers, protecting youth, seniors, and other vulnerable populations)
- Social justice and civil rights (addressing discrimination, environmental protection, and veteran and military resources)
- Criminal justice and public safety (investigative and prosecutorial support, financial crimes) And much more!
- Our agency also has national reach, representing the State of Washington before the Supreme Court, the Court of Appeals and trial courts in all cases that involve the state’s interest. If you want to make a difference, we may be the perfect fit for you! Learn more about the AGO here.
The Litigation Support Manager (LSM) coordinates and manages all electronic litigation support services used to conduct discovery in all cases throughout the Torts Division, including those assigned to SAAGs. They are responsible for determining what technology, software, hardware, and other tools are required to manage Torts cases and voluminous discovery requests as allowed through AGO approvals and State contracts. Working and communicating effectively with people while building relationships, savvy resource and program management, and fiscal efficiency are the most important skills to succeed in this role. Key responsibilities include:
- Directly supervises the Early Resolution Program (ERP) Paralegal 3 and two supervising Paralegal 4s in the division.
- Evaluates and makes recommendations to Torts management regarding litigation support software and hardware required to meet the division's statewide needs.
- Provides expert-level consultation and direction to the litigation teams (attorneys and paralegals), Torts management, and the Torts Division Chief to assist in the development of an effective plan for discovery, case and document-management, technical needs, necessary purchases, and the use of outside vendors necessary to meet litigation support demands.
- Manages appropriate staffing for cases across all four Torts locations - requests movement of full-time employees to meet litigation support needs.
- Advises Torts management on litigation support needs for the budget planning process.
- Develops and implements litigation support training and development for attorneys, paralegals and legal support staff in the Division and in SAAG firms.
- Develops and implements policies and procedures for statewide Torts litigation support services.
- Holds responsibility for ensuring that litigation service contracts comply with state and agency policies and procedures.
A combination of 10 years of experience through:
- Paralegal certification
- Two-year paralegal degree
- Paraprofessional experience in support of an attorney, including at least three years of supervision experience in a legal setting.
The ideal candidate will demonstrate:
- Proficiency in computerized litigation support systems
- Familiarity with state and federal court rules with a thorough understanding of discovery rules and the Public Records Act
- Complex litigation experience involving governmental entities, including supporting attorneys during trial
- Experience in developing and conducting training for others in discovery and trial processes and procedures, to include e-Discovery
Diversity is critical to the success of the mission of the AGO and we are committed to building an anti-racist and equitable agency. It is our goal to identify, discuss, and challenge racial inequity in the workplace and the impact it has on our employees, and, within our authority, combat racism that impacts the people of the State of Washington. This means recognizing, respecting, and appreciating all cultures and backgrounds - and fostering the inclusion of differences between people. Appreciating, valuing and implementing principles of diversity permits AGO employees to achieve their fullest potential in a professional, inclusive, respectful environment.
Our commitment to employee wellness is reflected in earning the 2025 "Zo8 Washington Wellness Award".
Honoring diversity, equity and inclusion means that as an agency, and as individuals, we are committed to ensuring that all employees and volunteers enjoy a respectful, safe and supportive working environment. Only by fostering the inclusion of people from all backgrounds, cultures and attributes, can AGO employees and volunteers achieve their fullest potential and best advance the goals and mission of the AGO.
The AGO is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, sex, marital status, sexual orientation/gender identity, age, disability, honorably discharged veteran or military status, retaliation or the use of a trained dog guide or service animal by a person with a disability.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
Washington State supports members of the armed forces with 21 days paid military leave per year.
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.
Please visit the State HR Website for more detailed information regarding benefits.
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