Salary: $72,420.00 - $132,924.00 Annually
Location : Pierce County - Gig Harbor, WA
Job Type: Full Time - Permanent
Job Number:
Department: Dept. of Social and Health Services
Division: DDA
Opening Date: 07/16/2026
Closing Date: 7/26/2026 11:59 PM Pacific

Description
DSHS DDA SAIF Program Administrator

The Developmental Disabilities Administration (DDA) is responsible for providing services to adults and children with developmental disabilities. Within DDA, the Stabilization Assessment and Intervention Facilities (SAIF), Program Administrator reports directly to the Director of State Operated Community Residential Programs and is responsible for the management of the SAIF program.

In this role, you will partner with Field Services staff as well as other DSHS administrations, local mental health providers, law enforcement, community hospitals and other community partners. You will support the Administration's efforts in the dissemination of evidence-based practices, effective processes, and development of performance measures to sustain and improve outcomes for clients receiving SAIF services from DDA.

This is an opportunity to lead transformational change of an established specialty program. The successful applicant will have an opportunity to improve service delivery, build a high-performing interdisciplinary team, and leave a lasting impact on services provided to individuals with intellectual and developmental disabilities experiencing behavioral health and stabilization needs.

This role offers meaningful executive leadership experience, collaboration with clinical professionals across multiple disciplines, and the opportunity to influence statewide practices within DDA.
Pierce County employees are eligible to receive an Orca Card for transportation needs.

Some of what you'll do:

• Plan, organize, direct, and manage the activities of the 24-hour group training home provided by the SAIF program.
• Ensure the participants in the program receive maximum benefits as outlined in the Administration's Residential Services guidelines.
• Develop, implement, and oversee mental health program used to support individuals receiving services in the SAIF program and ensures that methods comply with DDA mission, values, policies, and certification rules.
• Monitor performance of SAIF program by collecting and reporting on performance metric data to ensure that strategic goals are achieved and that program certification requirements are met
• Ensure services are delivered within budgetary limits, and participate in development of budgetary decision packages
• Oversee clients with diverse intensive service needs in ways that ensure optimum development, personal safety, growth and development, and personal choices.
• Maintain respectful working partnerships with diverse constituencies.
• Ensure development, implementation and monitoring of comprehensive quality improvement and risk management systems for program growth and success.
• Analyze data and tracks trends to evaluate the utilization and effectiveness of the SAIF program.
• Directly supervise an Attendant Counselor Manager, ARNP, Psychology Associate, Psychology Affiliate, Residential Services Coordinator, and Administrative Assistant through training, mentoring and direction for maximum employee performance.

What we're looking for:

Professionals with a bachelor's degree in the field of human services, public administration or closely allied field AND a minimum of five years of professional experience working in the field of intellectual and developmental disabilities.

Graduate training in social science, human services, public administration will substitute, year for year, for one year of the experience providing social services to people with intellectual and developmental disabilities.

Our ideal applicant will possess:

• Progressive leadership experience managing residential, behavioral health, developmental disabilities, or healthcare programs.
• Experience supervising multidisciplinary teams, including clinical professionals.
• Knowledge of intellectual and developmental disabilities, behavioral health, and dual diagnosis populations.
• Experience leading interdisciplinary teams (IDTs).
• Demonstrated experience in program development, strategic planning, quality improvement, and regulatory compliance.
• Strong skills in personnel management, budget oversight, policy implementation, and stakeholder engagement.
• Ability to lead complex organizational change while fostering a positive and accountable workplace culture.

Questions? Email:Jourdan Kovacs at [email protected], reference 05459. To learn more about DSHS, go towww.dshs.wa.gov.

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 an equity, anti-racism, and social justice commitment to your work with DSHS. We strive to create greater access and affirming representation of the communities we serve, 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.

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 (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 (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 , 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

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