Senior Performance and Strategy Analyst

Salary: $146,331.12 - $185,482.96 Annually
Location : Chinook Building 401 5th Avenue Seattle, WA
Job Type: Appt/Exempt
Job Number: 2026BHC28298
Department: EXEC - Executive's Office
Opening Date: 10/26/2026
Closing Date: 11/30/2026 11:59 PM Pacific
FLSA: Exempt
Bargaining Unit: Z3 : KC Personnel Guidelines
Full- or Part-Time: Full Time
Hours/Week: 40 hours/week

Summary
King County is strengthening how it plans, measures, and improves services through the King County Delivers plan and Executive Zahilay's Executive Order. We are seeking a collaborative, analytical Senior Performance & Strategy Analyst to serve as a Department Performance Partner on the Performance & Accountability team.

You will be the primary Performance & Accountability partner for an assigned portfolio of departments, helping leaders and staff turn performance information into decisions, action, and better services. You will support meaningful goals and measures, useful monthly and quarterly business reviews, and consistent follow-through on commitments.

This role combines hands-on analysis, facilitation, coaching, and organizational judgment. You will independently assess departmental needs, build trust across organizational levels, and help teams establish practices they can sustain. Success means departments get more value from performance work: clearer priorities, earlier identification of problems, stronger decisions, and measurable improvements for residents.

Job Duties

• Serve as an ongoing partner to departments. Assess existing performance practices, understand operational needs and capacity, and agree on practical priorities with department leaders and staff.
• Connect goals to operations. Support goal workshops and help departments translate the Executive's Four Bs and other County priorities into clear outcomes, operational measures, and shared responsibilities. Coordinate with the Four Bs and Beyond Performance Partner when priorities require new measures or data collection.
• Strengthen monthly and quarterly business reviews. Help departments prepare useful analysis, identify issues requiring decisions, and structure discussions around performance drivers, risks, and improvement opportunities. Prepare departmental issues for quarterly reviews with Executive leadership.
• Analyze performance and explain findings. Work with quantitative and qualitative information to understand trends, variation, costs, service disparities, and potential causes of missed expectations. Recognize data limitations and distinguish findings from assumptions.
• Drive follow-through. Help teams establish clear actions, owners, deadlines, and evidence of success. Track commitments, surface stalled actions, and escalate barriers requiring support beyond the department.
• Connect performance to policy and budget decisions. Partner with Policy and Budget staff to explain service needs, costs, capacity constraints, and resource tradeoffs using performance information.
• Coach departmental staff and leaders. Build skills in measurement, visual management, business reviews, and continuous improvement. Help teams move from assembling reports to using information independently.
• Strengthen shared practices. Maintain and improve business review playbook guidance, develop practical tools and training, and contribute to communities of practice for analysts and leaders.

• Improve data and reporting workflows. Identify recurring reporting burdens and data gaps. Partner with the enterprise data and analytics team, departments, and KCIT to prioritize improvements, clarify requirements, and test whether tools meet operational needs.
• Incorporate equity and resident experience. Help departments interpret results across populations and service experiences, identify barriers and disparities, and use resident feedback to inform improvement priorities.
• Support public accountability. Help departments clearly explain results for public progress reporting.
• Connect departments to specialized improvement support. Identify and scope issues that may warrant deeper analysis or corrective action. Incorporate findings and track resulting commitments through business reviews.

Values - ACTIVATE

• Accountable
• Collaborative
• Timely
• Impactful
• Value Employees
• Accessible
• Trusted
• Equitable

Experience, Qualifications, Knowledge, Skills

Critical attributes for the ideal candidate include an ability to dive deep, comfort operating in ambiguous environment, earning trust with a broad range of stakeholders, and a consistent track record for delivering results. You should be comfortable investigating details, asking difficult questions constructively, and maintaining momentum without formal authority.

Supplemental Information
Supplemental Information
To Apply
Applications submitted without the following required materials will be deemed incomplete and removed from consideration:

1. King County application

1. Completed supplemental questions

1. Cover letter summarizing your interest and qualifications (maximum two pages)

Résumés will be accepted but are not required.

First review of applications will take place November 9, 2026.
Selection Process

Application materials will be screened for writing accuracy, clarity, completeness, and responsiveness to the listed qualifications, skills, and abilities. Supplemental question responses will help determine qualifications for further consideration. The most competitive candidates will be invited to move forward in the hiring process.
Work Schedule

This team currently works in a hybrid model that includes three to four days in the office, with remaining work performed remotely. The ratio of remote to onsite work depends on business needs and may change.
The typical schedule is Monday through Friday, 8:00 a.m. to 5:00 p.m., with occasional evening, night, or weekend work as necessary. This position is exempt from the FLSA and is not eligible for overtime.
The primary work location is the King County Courthouse, 516 3rd Ave., Seattle. County employees must reside in Washington and within a reasonable distance of their worksite to respond to workplace reporting requirements.

Contact information: For questions regarding this recruitment, please contact Brittany Hagen Crosser at brittany.hagencrosser@kingcounty.gov or 206-477-4035.
King County offers a highly-competitive compensation and benefits package designed to meet the diverse needs of our employees and support our employees' health and well-being. Eligible positions receive the following benefits and have access to the following programs:

• Excellent medical, dental, and vision coverage options: King County provides eligible employees with options, so they can decide what's best for themselves and their eligible dependents
• Life and disability insurance: employees are provided basic coverage and given the opportunity to purchase additional insurance for both the employee and eligible dependents
• Retirement: eligible King County employees may participate in a pension plan through the Washington State Department of Retirement Systems and a 457(b) deferred-compensation plan
• Transportation program and ORCA transit pass
• 12 paid holidays each year plus two personal holidays
• Generous vacation and paid sick leave
• Paid parental, family and medical, and volunteer leaves
• Flexible Spending Account
• Wellness programs
• Onsite activity centers
• Employee Giving Program
• Employee assistance programs
• Flexible schedules and telecommuting options, depending on position
• Training and career development programs

For additional information about employee benefits, visit our

This is a general description of the benefits offered to eligible King County employees, and every effort has been made to ensure its accuracy. If any information on this document conflicts with the provisions of a collective bargaining agreement (CBA), the CBA prevails.

NOTE: Benefits for Term Limited Temporary (TLT) or Short Term Temporary (STT) positions, including leave eligibility and/or participation in the pension plan through the Washington State Department of Retirement Systems, will vary based upon the terms and details of the position. Short Term Temporary positions are not eligible for an ORCA transit pass.

For inquiries about the specifics of this position, please contact the recruiter identified on this job posting.
01

Client engagement: In 300 words or less, describe an engagement you independently led to improve how a department, business unit, or client managed performance. What problem did you identify, how did you earn trust and establish priorities, and what could the team sustain independently afterward?
02

From analysis to action: In 300 words or less, describe a time your analysis or facilitation of a performance review led to a consequential decision or service improvement. What did you investigate, what limitations did you encounter, and how did you determine whether the resulting action worked?
03

Barriers and follow-through: In 300 words or less, describe a time improvement stalled because of competing priorities, limited capacity, or a barrier outside your authority. How did you clarify ownership, involve the right partners, and move the work forward?
Required Question