Salary: $6,708.00 - $9,019.00 Monthly
Location : Pierce County - Tacoma, WA
Job Type: Full Time - Permanent
Job Number:
Department: Dept. of Social and Health Services
Division: HCLA
Opening Date: 09/04/2026
Closing Date: 9/13/2026 11:59 PM Pacific
Salary Information: The high end of the salary range, Step M is typically a longevity step

Description
DSHS HCLA - Social Service Specialist 5 (APS Supervisor)
DSHS's (APS), investigates and provides protective services following reports of abuse, neglect, self-neglect, abandonment, and financial exploitation involving vulnerable adults across Washington state. We are currently hiring for an APS Supervisor to supervise a team of APS investigators in Tacoma.
As an APS Supervisor, you will independently oversee a unit of Social Service Specialists, ensuring they develop a strong foundation in investigative work. You will train new investigators through every step of the investigative process, providing clear and consistent consultation on case handling. Additionally, you will assign, prioritize, audit, and review work assignments on an ongoing basis to ensure compliance with policies and best practices, maximizing the quality of service provided to clients.
The quality of the team's investigations directly affects the safety of the people APS serves. A delayed or incomplete investigation can leave a vulnerable adult at continued risk, while a thorough one can stop harm and connect that person to needed services. The supervisor is responsible for ensuring every case is handled promptly, accurately, and in accordance with state law and agency policy.

This position also manages the unit's daily operations, including hiring, training, staff schedules, leave coverage, and workload distribution. Consistent coverage allows the unit to respond reliably to the community members who depend on APS.

Additional incentives: Opportunities in this job classification that perform unannounced visits in unregulated environments, such as private residences, to conduct investigations for allegations of abuse and/or neglect of vulnerable adult individuals, may be eligible for an additional 10% assignment pay in addition to the advertised salary. Pierce County employees are eligible to receive an Orca Card for transportation needs.
Some of what you'll do:

• Supervise a unit of Social Service Specialists who investigate abuse, neglect, abandonment, self-neglect, and financial exploitation of vulnerable adults.
• Train new and current staff on investigation steps and current agency policy and procedures, long-term care manual, WAC, and Management Bulletins.
• Review case files for thoroughness and accuracy, and approve or return investigations for more work.
• Manage a small caseload and cover investigations when staff are on leave.
• Set expectations for staff performance, complete evaluations, and take corrective or disciplinary action when needed.
• Assign and audit casework to keep it distributed fairly and moving on schedule.
• Hold monthly one-on-one meetings, case staffing sessions, and unit meetings.
• Coordinate with law enforcement, courts, tribal governments, and community agencies on shared cases.
• Participate in hiring, including interviews, reference checks, and hiring recommendations.
• Testify in judicial or administrative hearings related to APS cases.
• Respond to client and constituent concerns, and report critical incidents through the proper channels.
• Review reports and data to track the unit's workload and progress.

Additional knowledge, skills, and abilities we are looking for:

• Investigative knowledge: Demonstrates a thorough understanding of the state laws and policies governing adult protective services.
• Leadership: Directs a team through complex casework and maintains consistent professional standards.
• Coaching: Develops staff capabilities through structured training and constructive feedback.
• Communication: Builds strong working relationships with staff, courts, law enforcement, and community partners to coordinate services.
• Trusted professional judgment: Makes sound, independent decisions and resolves staffing or case concerns as they arise.
• Planning: Organizes staff schedules and workload to maintain case progress.
• Adaptability: Works effectively across home visits, care facilities, and office settings.
• Equity commitment: Recognizes and responds to the diverse backgrounds, needs, and circumstances of the vulnerable adults served, and promotes fair, respectful treatment across the unit.

Who should apply? Professionals that meet one of the following criteria:
One year of experience as a

OR

Two years of experience as a

OR

Four years of experience as
OR
A master's degree* in Social Services, Human Services, Behavioral Sciences, Criminal Law/Justice or an allied field and one year of paid social service experience equivalent to a

OR

A bachelor's degree in Social Services, Human Services, Behavioral Sciences, Criminal Law/Justice or an allied field and five years of paid social service experience equivalent to a

OR

Nine years of paid professional/practical social service experience equivalent to a
*NOTE: A two-year master's degree in one of the above fields that included a practicum may be substituted for one year of paid social service experience.
Interested? Apply today!
Questions? Please reach out to DSHS Recruiter Georgina Pringle at and reference job number #07372.
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.

Relationship and Reporting Structure (Nepotism) Disclosure: If you are selected for hire, you must disclose whether you have a relative, household member, close friend, or romantic partner within your potential supervisory chain of command. DSHS has a Relationships and the Reporting Structure policy that prohibits nepotism and can be reviewed Applicants whose appointment would result in a prohibited reporting relationship are not eligible for appointment to that position.

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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 r