SENIOR COURT PROGRAM ANALYST

Description

Washington Courts Employment Opportunity Administrative Office of the Courts (AOC)

SENIOR COURT PROGRAM ANALYST

(for the Gender & Justice Commission) Administrative Services Division, Court Innovation, Supreme Court Commissions

Our Mission: To advance the timely, effective, and equitable operations of the Washington State judicial branch.

Location: Olympia, Washington (AOC requires employees to reside in Washington State). Salary: $86,688 - $113,736 per year (DOQ). This position is not eligible for overtime. Closes: November 16, 2026. AOC reserves the right to close the recruitment at any time after seven calendar days. In-Office Requirement: This position requires at least two days per week working in-office.

Position Details

Make a Difference in Washington’s Courts!

The Administrative Office of the Courts is seeking a dedicated professional to serve as lead staff to the Washington State Supreme Court Gender and Justice Commission (GJC). The Commission leads the judicial branch in advancing gender equity and eliminating gender bias in Washington’s courts.

In this senior-level position, you’ll manage complex, high-visibility projects that influence real change. This is a dynamic, fast-paced role that requires strong organization, independence, and the ability to manage multiple concurrent projects. You will need to develop relationships and collaborate with diverse stakeholders including judicial officers, court staff, attorneys, community organizations, and people with lived experience. You will conduct policy analysis; coordinate research; draft and edit reports and other written products; design and support education programs; examine court practices through an equity lens; and elevate initiatives that promote fairness, equal treatment, and the elimination of bias in the justice system. You may also provide guidance to other GJC team members as you help move critical work forward.

As part of the Supreme Court Commissions unit within AOC’s Office of Court Innovation, you will join a strong team and collaborate with colleagues who staff the Minority and Justice Commission, Interpreter and Language Access Commission, and Tribal State Court Consortium.

If you’re someone who thrives in a collaborative environment, enjoys tackling complex challenges, and wants a career where your work truly matters, this is an opportunity to help shape a responsive and equitable court system. We invite you to bring your passion, your strategic thinking, and your commitment to positive change and join us in this important work.

Duties and Responsibilities

Some of the duties you will perform are:

• Coordinate development of GJC strategic work plan and implementation of priority projects in conjunction with GJC leadership, other staff, and GJC members.
• Develop judicial and court staff education on a wide range of gender justice issues.
• Analyze, track, and coordinate input on proposed legislation related to Commission priority issues.
• Work closely with and provide recommendations to Commission leaders.
• Respond to requests for Commission involvement from judicial branch and external stakeholders; coordinate joint initiatives.
• Manage the work of GJC’s Legislative, Family Law, Communications, and Incarceration, Gender & Justice Committees, and other work groups/committees as assigned.
• Identify and coordinate research activities aligned with the Commission’s mission and priorities and provide input on research design, implementation, and application of findings.
• Work with Commission members to develop resources and plan events.
• Coordinate with other GJC staff and team administrative support staff to ensure timely and successful completion of GJC projects.
• Provide oversight and guidance to externs and contractors engaged in GJC projects
• Oversee the Commission’s budgets and associated projects.
• Identify and apply for new funding as needed for projects prioritized by the Commission.
• Other duties as assigned.

Required Qualifications

• Bachelor’s degree in court administration, public administration, political science, business administration or closely allied field,

AND

• Five (5) years of responsible experience in court administration and/or program development, including one (1) year in a supervisory or lead role and/or managing/directing groups or teams.

Relevant experience may substitute for the required education.

Desired Qualifications

• A law degree from a nationally accredited college. Knowledge of substantive areas of civil and criminal law.
• Excellent research and writing skills.
• Experience in project management or program coordination.
• Experience working with multidisciplinary groups that include court stakeholders, elected officials, legal system representatives, and community organizations.
• Experience working on gender equity issues that demonstrates an understanding of the Commission’s mission.
• Experience applying for and managing grant funds.
• Demonstrated ability to communicate effectively, build trust through professionalism, and deliver high-quality work on time.
• Strong analytical, organizational, and time-management skills, with the ability to set goals, manage multiple projects simultaneously, and develop clear, actionable recommendations.
• Proficient in Microsoft 365.
• Knowledgeable about Washington’s justice system, including courts, commissions, and judicial operations, with awareness of trends in court administration.

How to Apply

In addition to completing the online application, to be considered for this position, you must include the following:

• Current Resume;
• Letter of Interest describing how you meet the specific qualifications for the position;

To view our current open positions and view benefits information, visit our Jobs Page @ Courts Jobs. To submit an application for this position, click here to APPLY!

Supplemental Information

The AOC is an equal opportunity employer and does not discriminate based on gender, pregnancy, race, color, national origin, ancestry, religion, creed, physical, mental or sensory disability (actual or perceived), use of a service animal, marital status, sexual orientation, gender identity or expression, veteran or military status, age, HIV or Hepatitis C status, citizenship or immigration status, or any other basis protected by federal or state law. Persons of disability needing assistance in the application process, or those needing this announcement in an alternative format, please contact us @ Recruitment@courts.wa.gov.

Our diversity and inclusion efforts include embracing different cultures, backgrounds, and perspectives while fostering growth and advancement in the workplace.

Before 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 job.

AOC requires employees to reside in Washington State within the first 90 days of hire. If you are invited to interview and currently reside outside of Washington State, seek more information about residency requirements from the AOC hiring manager of this recruitment.

Candidates who are offered a job with AOC must possess work authorization that does not require sponsorship by the employer for a visa now or in the future.

AOC complies with the employment eligibility verification requirements of the federal government eligibility verification form I-9. The selected candidate must be able to provide proof of identity and eligibility to work in the United States consistent with the requirements for that form.

AOC does not use E-Verify; therefore, we are not eligible to extend STEM-Optional Practice Training (OPT). For information, please visit www.uscis.gov. Persons legally authorized to work in the U.S. under federal law, including Deferred Action for Childhood Arrivals recipients, are eligible for employment unless prohibited by other state or federal law.

Benefits

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 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.

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