Investigative Counsel

AGENCY PROFILE

The Washington State Commission on Judicial Conduct (CJC), like similar agencies in each of the fifty states and the District of Columbia, works to protect the integrity of the judicial process, safeguard judicial independence, and promote public confidence in the courts by investigating and resolving ethics complaints against state-level judges. The Commission also investigates allegations of judicial disability.

The CJC is a small, constitutionally-created, independent agency in the judicial branch of state government. The Commission consists of eleven members and eleven alternate members. (There are three membership categories: three judges, two lawyers and six citizen members). The CJC is supported by a staff of nine. The work is highly confidential. (For more information about the Commission see www.cjc.state.wa.us.)

The Commission values equity and inclusion and encourages all qualified applicants to apply. We are seeking an individual with high standards of personal and professional integrity to join our small staff as Investigative Counsel.

Duties

SOME OF WHAT YOU WILL DO

Performs high volume tasks pursuant to Article IV, Section 31 of the Washington Constitution, RCW 2.64 and 42.52, and the Commission on Judicial Conduct Rules of Procedure;

Guard the confidentiality of Commission records and proceedings;

Works independently under the general supervision of the Commission on Judicial Conduct. Reports to the Executive Director of the Commission. Reports results of judicial conduct investigations directly to the Commission. Coordinates work, receives direction from, and reports progress to Senior Investigative Counsel and Executive Director.

Receives and screens all complaints submitted to the agency. Determines whether the Commission has jurisdiction over the person against whom the allegations are made and determines whether the facts alleged, if true, would constitute misconduct or incapacity. Refers complainants to other agencies and resources when appropriate;

Conducts preliminary investigations, which includes a prompt, discreet preliminary evaluation of the complaint to determine whether grounds exist to believe the allegation(s) of the complaint and whether those allegations would constitute a violation of the Code of Judicial Conduct if true;

Conducts full investigations, which may include interviewing witnesses and obtaining and examining evidence to determine whether there is evidence to substantiate the allegation(s) against a respondent;

Performs legal research as needed on underlying substantive law; researches and incorporates judicial ethics law;

Prepares written reports and makes oral presentations to the Commission at regular meetings recommending how to proceed at different phases of disciplinary proceedings. Prepares draft Statements of Allegations setting forth the nature of the complaint against a respondent, and when authorized by the Commission, serves a respondent with the Statement of Allegations;

Recommends further action as appropriate after commencement of initial proceedings;

Assembles documentary evidence, declarations, sworn statements and affidavits of witnesses for consideration by the Commission;

Engages in negotiations with a respondent after commencement of initial proceedings to determine whether the action may be resolved through an agreed disposition pursuant to Rule 23 of the CJCRP. Drafts proposed stipulations and agreements for the Commission’s consideration;

Assists in preparing a Statement of Charges and other documents supporting the Statement of Charges;

Assists disciplinary counsel as necessary through the fact-finding process;

Assists other investigators through training or instruction;

Acts as a resource, responding to questions from staff, Commission members and judicial officers regarding the Commission’s procedures and its precedents;

Keeps current in developments in the field of judicial ethics law;

Occasional overnight travel and day trips are required.

Participates in judicial and public information programs involving the role, procedures and other aspects of the function of the Commission;

Maintains confidentiality of all investigative case materials;

Interact effectively with coworkers and commission members at all levels of experience with the court system. Other duties as required.

Salary

• $110,000 - $130,000/year

Qualifications

REQUIRED QUALIFICATIONS

Active member in good standing with the Washington State Bar Association. Disclose to Commission any current or past confidential actions by the Bar Association for hiring evaluation purposes.

Knowledge of:

Washington State judicial system, particularly trial court procedures, the Code of Judicial Conduct, Article IV, Section 31 of State Constitution, appropriate statutes, Supreme Court Rules and Commission Rules, concepts of due process, organization of state government, business English and professional writing.

Ability to:

Maintain effective public relations; maintain confidentiality; use professional judgment in evaluating situations and making decisions; work independently; investigate fairly, discreetly and effectively; make independent recommendations with justification to Commission; prepare correspondence and reports independently; assist members of the public, fellow employees and other professionals;

Excellent online research skills. Must be able to quickly learn how to access online court records.

DESIRED QUALIFICATIONS

At least five years’ litigation experience.

Other Information

How to Apply

Provide a brief letter of interest, no more than two pages, detailing why you are interested in this position, a short resume detailing your relevant qualifications, and three professional references with current contact information attached (or available at the time of interview). The recruitment for this position will remain open until filled but will close no later than October 17, 2025. Onboarding anticipated January 2026.

Email:
recruit.investigator@cjc.state.wa.us

Mail:
Commission on Judicial Conduct
Attn: Tanya Calahan
PO Box 1817
Olympia, WA 98507

Email is the preferred method of communication and application submission.

Please note that only those candidates with the most relevant qualifications can be interviewed.

Starting salary depends on qualifications. The Commission encourages a work-life balance so a flexible or hybrid schedule is an option after training is completed. However, the successful candidate would be expected to work a minimum of two days in the office per week, thereafter.

The final candidate for the Investigative Counsel position must consent to a full background check, including criminal history and must sign a confidentiality agreement. As a condition of employment, the person hired for the position must provide proof of identity and employment eligibility before beginning work.

BENEFITS

The successful candidate will receive a generous employment benefits package. This competitive benefits package offered by the State of Washington includes but is not limited to paid sick leave, paid vacation leave, paid time off for all state and most federal holidays, medical insurance, life insurance, and a stable retirement plan.

Equal Employment Opportunity

The Commission on Judicial Conduct is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, sex, marital status, sexual orientation/gender identity, age (40+), disability (actual or perceived), honorably discharged veteran or military status, retaliation or the use of a trained dog guide or service animal by a person with a disability.

Persons with a disability requiring reasonable accommodation in the application process or requiring information in an alternative format may call (360) 753-4585, or email recruit.investigator@cjc.state.wa.us. TTY users can call 711 to access the Washington Relay Service or 1-800-833-6384.

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 07-21-2025