Racial Equity Performance Specialist (MA4)
State of Washington
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Job summary
The Washington State Department of Commerce, Housing Division, seeks a Racial Equity Performance Specialist to develop equity-based performance requirements and integrate them into HD programs. This senior role shapes contract performance measures, ensuring equitable outcomes for homeless systems across the state.
You will monitor compliance, provide technical assistance to grantees, and participate in state and national equity initiatives, translating data into actionable improvements.
Qualifications
- Eight years of combined professional-level experience and/or education in homelessness, housing, public services or related publicly funded programs.
- Three or more years of experience advancing equity, including developing or evaluating equity-focused policies or initiatives.
- Lived experience may substitute for some education or experience as described in the posting.
Responsibilities
- Develop equity-based performance measurement systems and contract language in HD programs.
- Monitor compliance with equity-based performance requirements and report to leadership.
- Provide technical assistance to HD managers and grantees to improve equity outcomes.
- Participate in state and national equity initiatives and communicate findings to stakeholders.
Skills
Education
Job description
The Department of Commerce is the one agency in state government that touches every aspect of community and economic development: planning, infrastructure, energy, public facilities, housing, public safety and crime victims, international trade, business services and more. We work with local governments, tribes, businesses and civic leaders throughout the state to strengthen communities so all residents may thrive and prosper.
The Housing Division (HD) partners with local governments, tribes, housing authorities, nonprofits and other organizations to develop and preserve affordable housing, promote individual and family self-sufficiency, and reduce adult and youth homelessness.
The Data & Performance Unit (DPU) within the Housing Division (HD) is responsible for large scale system-wide initiatives related to homelessness and housing data systems, analysis, research, evaluation, and technical assistance. DPU teams work to support communities by:
- Strengthening data collection methods
- Safeguarding the privacy and security of protected data
- Improving data quality and data literacy
- Producing actionable and accessible analysis
- Evaluating performance and disparities
- Providing technical assistance to strengthen responses to homelessness and housing crisis
The Racial Equity Performance Specialist position develops equity-based performance requirements and associated language that are integrated into applicable HD programs. The work of this position has a broad scope and significant impact on communities, directly governing how performance is measured in contracts. Contracted performance measurements and benchmarks developed and managed by this position determine which contracts will continue to be funded in applicable HD programs. This position is a leader, technical expert regarding equitable access and outcomes in homeless systems, including the identification, measurement, and reduction of disparities experienced by historically marginalized and underserved populations.
- Develop equity-based performance measurement theories and metrics and translate those metrics into technical specifications and collection procedures in compliance with state legislation.
- Draft, refine and maintain equity-based performance requirements and contract language for applicable HD programs in compliance with state legislation.
- Examine and test fidelity of necessary data sources, calculations and methodologies needed to measure equitable outcomes in homeless systems. Determine how equity in homeless systems is assessed, measured and communicated.
- Provide expert direction, advice and consultation in housing equity performance management to HD staff, external partners and grantees.
- Champion equity-based performance measures so that the agency executive management, the Legislature, county executives, grant managers, grantees and impacted parties understand how required performance improvement will reduce disparities in homeless systems and advance equity for better policy and funding decisions that impact marginalized communities.
- Author equity-based performance improvement elements of State Homeless Housing Strategic Plan required under RCW 43.185C.040.
- Represent the State in national policy development process for equity in homeless systems, crafting responses to proposed rule changes in consultation with Commerce executive leadership and participating in federal rule setting meetings.
- Develop and implement an annual monitoring plan to assess compliance with equity-based performance requirements.
- Develop and implement the ongoing annual process for measuring compliance. Review and update the process as needed or legislatively required. Work with DPU staff to develop reports and visualizations of complex performance metrics and benchmarks that communicate progress toward achieving requirements to agency executive management, the Legislature, local elected officials, contract managers, and the public.
- Communicate monitoring results, develop and lead corrective action plans with grantees who are out of compliance with requirements. This includes leading and participating in long term and comprehensive performance improvement processes with county government representatives and community-based organizations.
- Per state legislation, track monitoring results, required actions and compliance over time. Determine which grantees will be recommended for reduced funding based on outcomes from performance monitoring.
- Oversee implementation of technical assistance and corrective action plans with low-performing and noncompliant grantees.
- Provide coaching and assistance to applicable HD program managers and local executive leadership to ensure successful implementation of technical assistance and corrective action plans.
- Provide comprehensive technical assistance on a variety of data related and programmatic topics using various methods such as live and recorded training or workshops, and written self-help materials; Ensure grantees are performing at their highest abilities and understand how their best work contributes to reductions in homelessness and the promotion of equity in homeless systems.
- Provide educational opportunities and self-help materials to homeless systems, community members and programs on common issues that contribute to disparities, low performance and non-compliance.
- Participate directly in HD and Commerce initiatives relating to promoting equity which can include assisting with development of policies, procedures and other work that improves the ability of Commerce to promote racial equity.
- Participate in national equity initiatives.
- Research and stay informed about national trends and emerging best practices related to addressing disparities in homeless systems.
- Present at national conferences on the success of Washington’s equity-based performance management system, with the goal of influencing the national policy direction to align with Washington State priorities.
Eight (8) years of combined professional-level experience and/or education that involves program management, policy development, compliance monitoring, technical assistance, performance management, or administration of homelessness, housing, human services, or related publicly funded programs and:
- Advancing equity, including developing, implementing, or evaluating equity-focused policies, programs, or initiatives.
- Facilitating discussions, training, or strategic planning related to equity.
- Analyzing disparities, identifying root causes, and recommending equity-centered solutions.
Lived experience with housing instability and/or experience navigating and receiving services from public systems such as homeless and housing services systems, foster care, the criminal legal system, or behavioral health system may substitute for two (2) years of education beyond high school equivalency and/or professional-level experience.
- What is lived experience? Lived experience is relevant expertise derived from the accumulated personal life and professional experiences of an individual. Experience can be gained through life events, volunteer role/capacity, any experience gained outside of professional paid and unpaid experience, academic or a combination of experiences.
- 8 years of experience
- 7 years of experience and one year of education
- 6 years of experience and two years of lived experience
- 6 years of experience and two years of education
- 5 years of experience and three years of education
- 4 years of experience and four years of education
- 3 years of experience and five years of education
- 2 years of experience and six years of education
- Advanced knowledge of federal initiatives and existing local strategies to reduce homelessness.
- Experience analyzing Homeless Management Information System (HMIS) data, or other large data sets.
- Knowledge of HMIS specifications and capabilities.
- Demonstrated experience in advanced level homeless program evaluation.
- Experience with statistics, output, and outcome measurement.
- Collaborative and inclusive teamwork: Demonstrates the ability to work collaboratively in diverse teams, valuing differing perspectives and contributing positively to group dynamics.
- Cultural humility and equity awareness: Applies an understanding of power, privilege, and inequity when engaging with individuals from diverse cultural and socioeconomic backgrounds. Practices and promotes principles of anti-racism, equity, diversity, and inclusion.
- Equity-centered analysis and planning: Applies an equity lens applies to evaluation, planning, and decision-making processes.
- Relationship Building & Conflict Navigation: Effectively builds relationships across lines of difference and works constructively with individuals who hold opposing viewpoints.
- Systems Change & Negotiation: Demonstrates skill in negotiating, influencing, and championing efforts that advance organizational or system-level change.
- Project Management: Plans, organizes, and manages projects to achieve objectives, including coordinating tasks, timelines, and stakeholders.
- Technical Communication: Translates technical or complex information into accessible, user-friendly language for non-technical audiences.
- Digital & Technology Proficiency: Uses digital tools, databases, and software applications effectively, including advanced proficiency with the Microsoft Office Suite and web-based applications.
- A complete and detailed online application.
- A cover letter (enter online).
- At least three professional references (enter online).
For questions about this recruitment, please contact our recruitment team via email: comrecruitment@commerce.wa.gov - please reference the job number in your message.
This position may be located anywhere within Washington State though occasional travel to a Commerce office building or in-state travel to attend events or meetings may be required. If selected, you will need to travel to pick up equipment and receive instruction. Many Commerce employees work remotely or have a hybrid schedule.
This position is covered by a collective bargaining agreement.
This recruitment may be used to fill future vacancies over the next 60 days.
Technical support is provided by NEOGOV, 855-524-5627 (can't log in, password or email issues, error messages). DES job seeker support may answer general questions regarding the recruiting system at careershelp@des.wa.gov.
The Washington State Department of Commerce is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, veterans or people with military status, and people of all sexual orientations and gender identities are encouraged to apply. Persons needing accommodation in the application, testing, or interview process or this job announcement in an alternative format may email Human Resources at Human.Resources@commerce.wa.gov. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
Department of Commerce also offers a competitive benefits package including: medical and dental insurance benefits, retirement and deferred compensation plans, 11 paid holidays each year, 14-25 vacation days per year (depending on length of employment), 8 hours of sick leave per month (if full time employed), bereavement leave, an employee assistance program, as well as other benefits. Please see the Benefits Tab for more details.
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‑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.
Pay status includes hours worked, time on paid leave, and paid holiday.
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‑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.
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.
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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