Lead Administrative Law Judge

Lead Administrative Law Judge (Temporary)

Office of Administrative Hearings

Public Assistance & Health Division

NOTE: This position is available to current OAH employees only; external applicants will not be considered


NOTE: This position will report to one of the following duty stations: Olympia, Tacoma or Spokane

NOTE: This position is temporary and expected to be a 12-month appointment

The Opportunity:
The Office of Administrative Hearings (OAH) is seeking to fill one (1) temporary Lead Administrative Law Judge (ALJ) position in the Public Assistance and Health Division. This position may report to the Olympia, Tacoma or Spokane OAH facilities and are eligible for part-time telework, as there are some in-person hearings. If teleworking, the alternate worksite must be in Washington state.

OAH’s mission is to hear and independently resolve disputes between the public and state agencies with an impartial, quick, and easy to access process. The position of Lead Administrative Law Judge (ALJ) is critical to the successful completion of this mission. A Lead ALJ contributes to the mission by filling in for the Division Chief ALJ and Senior ALJs as needed, serving as a subject matter expert on the assigned caseloads; supporting agency-wide initiatives; mentoring, training and coaching ALJs, and providing feedback on ALJ performance. The Lead ALJ also manages a caseload, completes prehearing work, conducts hearings that are fair in substance and appearance, and issues well-reasoned decisions within the agency’s timeliness standards. The Lead ALJ assists the Division Chief ALJ and Senior ALJs to ensure that the assigned caseload meets federal and agency performance measures.

This position presides over hearings for the following caseloads:


Division of Child Support (DCS)
The Division of Child Support (DCS) is a program within the Department of Social and Health Services (DSHS). An ALJ holds a hearing to establish child support or modify an existing administrative child support order. These are typically telephonic hearings with minimal travel required. A Claims Officer/Attorney represents DCS. The non-custodial or custodial parent files a request for hearing that DCS forwards to OAH. OAH issues a final order that is due within 21 days of the close of record for all case types but OAH issues an initial order in an Address Disclosure case.

Division of Children, Youth, and Families (DCYF)
DCYF is a cabinet-level agency focused on the well-being of children and supporting families. ALJs hold hearings on licensing and issues affecting children (i.e. foster care, daycare, childcare assistance, child protective services, etc). The ALJ will issue an initial order except in vendor overpayments and juvenile cases where the order is final. DCYF is represented by an Assistant Attorney General and appellants are often represented by counsel. Typically orders are due within 60 days from the close of record except adoption support orders and vendor overpayment orders are due 16 days from the close of record, background check and childcare assistance cases are due within 55 days from the close of record and in a juvenile parole revocation the ALJ must rule orally on the record and issue a written decision within 48 hours. These hearings are typically telephonic but parties may request an in-person hearing so some travel is required.

Health Care Authority (HCA)
The HCA is a state agency with overall responsibility for providing medical coverage and services. The HCA determines eligibility for health care coverage, long-term care, and in-home care services, which are funded, in part, through Medicaid. An ALJ holds hearings to determine an appellant’s financial and functional eligibility for coverage and services, participation rates for long-term care, and the amount of in-home care hours. The Department is represented by an administrative hearing specialist through the Department of Social and Health Services or other contracting agency, while appellants are self-represented or represented by a family member most often. Hearings may be telephonic or in-person and may be 30 minutes to three hours long. Some travel may be involved. HCA orders are initial decisions and are expected to be issued within 18 days of the close of record.

Licensing (LIC)
Licensing is a program within the Department of Social and Health Services (DSHS). ALJs hold a prehearing conference and hearing regarding vulnerable individuals in adult family homes and/or residential homes with issues relating to abuse and neglect by the individual provider or the facility. The alleged individual and/or facility files the request for appeal with OAH. The Department is represented by a Legal Benefits Attorney/Adviser and the Appellants are often represented by counsel. An initial order is issued within 60 days of the close of record except for the resident and client protection program where the initial order is due within 120 days of the request for hearing. A final order is issued in an assisted living facility license case within 60 days of the close of record. These hearings are typically telephonic but parties may request an in-person hearing so some travel is required

Public Assistance (PA)
The Public Assistance (PA) caseload is administered by the Economic Services Administration (ESA) of the Washington State Department of Social and Health Services (DSHS). Nearly one out of every four Washington residents turns to the DSHS ESA for assistance with cash, food, child support, disability determination, transition to employment, and other services known as “benefits” programs. ALJs hold hearings to make determinations including but not limited to: general eligibility, overpayments, and the correctness of departmental actions such as reduction, suspension, or termination of benefits. In PA cases, the department is represented by administrative hearings specialists. Hearings are scheduled for a duration of 30 minutes or more depending on the case type, involvement of interpreter services, and the complexity of the subject matter. There are a wide variety of PA programs; thus, PA decisions can be either initial or final orders (depending on the applicable regulations). ALJs are required to issue PA decisions as soon as possible but no later than 16, 21, or 60 days of the close of record, unless an earlier decision is required by regulation.

About the Agency:
The 1981 Legislature created the Office of Administrative Hearings (OAH) to offer Washingtonians an independent, fair, and neutral forum to hold administrative hearings on disputed matters referred by state and local government agencies. Operating out of field offices in Olympia, Tacoma, and Spokane Valley there are currently 235 employees, including 120 administrative law judges who preside over administrative hearings involving unemployment insurance benefits, child support, food assistance, medical benefits, business and professional licensing, and more.

OAH conducts hearings for more than 30 agencies and 160 programs. Our referring agencies include the Employment Security Department (ESD), Department of Social and Health Services (DSHS), Department of Children, Youth, and Families (DCYF), Health Care Authority (HCA), Liquor and Cannabis Board (LCB), Department of Financial Institutions (DFI), the Office of the Superintendent of Public Instruction (OSPI), and others.

For more information about OAH, please visit our website at oah.wa.gov.

OAH Mission: To hear and independently resolve disputes between the public and state agencies with an impartial, quick, and easy to access process.

OAH Vision: All people of Washington can meaningfully participate in their hearing and understand the result.

OAH Values:
•Fairness and independence
•Diversity, equity, inclusion, and respect
•Performance excellence
•Integrity

OAH Goals:
•Performance Excellence: We deliver high quality, timely work.
•Convenience & Accessibility: We make it easy for people to do business with us.
•Diversity, Equity, Inclusion, and Respect: We promote diversity, equity, inclusion, and respect.
•Good Stewards: We are efficient, effective, and accountable.

OAH Offers:
•Work that is important and makes a difference.
•In-house training and professional development opportunities.
•Healthy work/life balance, including remote work options.
•Comprehensive benefits package.

Duties

Duties include, but are not limited to:
•Serve as Subject Matter Expert (SME) on assigned caseload(s).
•Mentor and coach ALJs assigned to the assigned caseload(s).
•Complete tasks delegated by the Division Chief ALJ and Senior ALJs to assist in the management and daily operation of the assigned caseload(s).
•Make recommendations for process improvements and trainings.
•Serve as a resource for OAH committees, workgroups, and project team(s) as assigned.
•Foster a diverse, equitable and inclusive culture of innovation, trust, and respect that welcomes feedback and collaboration, both within the assigned division and between all other OAH offices and business units.
•Make recommendations to division and caseload management and carry out management decisions.
•Manage an assigned workload commensurate with level of experience, complexity of cases, and overall agency workload as determined by your supervisor.
•Maintain a thorough understanding of statutes, regulations, case law, and agency procedures relevant to assigned caseload(s) and keep current on new developments.
•Preside over and rule on pre-hearing, hearing, and post-hearing matters.
•Work with supervisor as necessary to meet assigned caseload timeliness standards and other deadlines, being mindful of time pressures and stressful circumstances related to the job.
•Use agency equipment and technology systems to perform and manage work and communicate with others.
•Make a clear and complete hearing record.
•Make legally sufficient Findings of Fact and Conclusions of Law on all contested issues.
•Write accurate legal documents that clearly set out the analysis used in reaching decisions, use proper grammar, clear language, and “plain talk” when possible.
•Demonstrate judicial demeanor and maintain control of legal proceedings involving multiple parties.
•Keep supervisor(s) timely informed of work progress, significant developments, case status, and other issues.
•Follow specific work directives of supervisor(s), as appropriate for the position.
•Maintain reliable and regular attendance and be readily available to coworkers and others, as appropriate for the position.
•Protect privileged and confidential information.
•Comply with all office policies, administrative and court rules, state ethics laws, and the OAH Code of Ethics for ALJs.
•Accurately track and account for case-specific work and non-billable hours.
•Appropriately demonstrates respect, diversity, equity and inclusion practices with parties, stakeholders and co-workers.

Salary

• $111,504 - $139,236/year

Qualifications

Required education and/or experience:

•Active or judicial membership in good standing with the Washington State Bar Association
•Minimum of five (5) years of experience as a licensed attorney OR one (1) year as an entry or line ALJ.

Preferred Knowledge, Skills, and Abilities:

•Expertise in an assigned caseload with the ability to train, mentor, and educate others on the caseload.
•Adjudication experience.
•Litigation experience.
•Mediation experience.

Statewide Equity Competencies:

•Take action to learn and grow: Curious about self and others. Takes responsibility for knowing own strengths and weaknesses. Uses their learning to make government programs and processes more efficient and effective to serve all of Washington.
•Take action to meet the needs of others: Flexible, adaptable, and customer service focused. Willing and able to empathetically respond to the unique needs of the people they work with and serve.

OAH Core Competencies:

•Accountability and dependability: Accepts personal responsibility for quality work and actions. Meets productivity standards and timeliness standards. Produces accurate and timely work with minimal supervision. Uses professional judgment to balance quality of work with ability to meet timeliness standards. Informs supervisor or appropriate others of problems, identifies issues and offers solutions. Gives and accepts constructive feedback. Focuses on the situation, issue, or behavior rather than the person. Punctual and regular work attendance with minimal unplanned/unauthorized absences.
•Adaptability and flexibility: Adapts to changing business needs, conditions, priorities and work responsibilities. Uses customer feedback and evaluations as a measure of quality, and makes adjustments to reach goals. Uses problem solving and analytical skills to improve processes.
•Attention to detail: Diligently attends to details and pursues quality in accomplishing tasks. Performs tasks with care; is thorough. Makes few errors. Checks work to ensure accuracy and completeness. Compares observations or finished work to what is expected to find inconsistencies. Remains aware and takes care of details that are easy to overlook or dismiss as insignificant.
•Communication effectiveness: Effectively receives and conveys ideas and information both verbally and in writing, and exhibits active listening skills. Participates in meetings in an active, cooperative, and courteous manner. Uses “plain talk” both orally and in writing. Responds timely to email, phone messages, mail, and faxes. Composes clear, straightforward, and technically correct documents. Chooses the most effective and meaningful written form to express information. States information as simply as possible and organizes information logically. Proofreads and edits according to accepted rules of English language. Writes effectively for the intended audience.
•Ethics and integrity: Earns others’ trust and respect by demonstrating consistent honesty, forthrightness and professionalism in all interactions. Protects privileged and confidential information. Uses work time, equipment, and resources efficiently and effectively. Follows policies, rules and procedures. Avoids situations and actions considered inappropriate or which present a conflict of interest. Tells the truth and is honest in all dealings. Follows through on commitments.
•Relationship and team building: Builds constructive working relationships that reflect acceptance, cooperation, and mutual regard. Earns the trust, respect and confidence of co-workers and customers through consistent respectful, professional, transparent interactions. Promotes cooperation and commitment within a team to achieve goals. Maintains an open, approachable manner, and treats others fairly and respectfully. Preserves others’ self-confidence and dignity, and shows regard for their opinions and perspectives. Sees the value of cultural, ethnic, gender and other individual differences in people. Seeks to resolve disagreements constructively and avoids engaging in gossip and rumors.
•Self-awareness and commitment to growth: Understands own personal identity and cultural background. Realizes all lived experience are not the same. Explores and identifies own biases. Understands how own values and biases impact communication, working relationships, and communities served. Examines own perspectives as they relate to own personal and professional growth goals.

Required position-specific competencies:

•Develops Self and Others: Is self-aware, adaptive, and willing to learn and improve. Coaches others through purposeful instruction and targeted questioning. Gives and accepts constructive feedback. Welcomes mistakes as opportunities to learn. Creates a safe environment in which to experiment. Gives early and frequent feedback to cultivate individual growth and encourages strong performance management principles. Focuses on the situation, issue, or behavior rather than the person.

•Fosters Collaboration: Participates in, leads, and supports the team. Builds trusting, cooperative relationships and meaningful connections with supervisor and coworkers. Seeks to learn and understand rather than to be a “knower.” Effectively collaborates with supervisor and appropriate others to assess needs, identify objectives, and prioritize actions to achieve team and OAH goals. Provides input and encourages the input of others on the team. Supports decisions once a decision is made. Shares pertinent information and keeps others informed of changes. Accepts and quickly implements changes to workload according to the needs of the team.

•Models the Way: Earns the trust, respect and confidence of supervisor, coworkers and customers through consistent honesty, authenticity, transparency, and professionalism. Sets personal example of ideal employee behavior for others and leads by example. Follows through on promises and commitments. Leads with humility and respect. Brings authentic best self to work.

•Project Management: Experience in project management which includes creating project plans including goals, timelines, constraints, risks, which include all affected parties, and identifying outcomes and assignments. Effectively organizes multiple assignments of a complex nature or involving competing priorities to produce work products that are accurate, thorough, and timely.

•Valuing Others: Develops and leverages relationships within and across work groups to achieve results. Works effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds. Seeks out and uses unique abilities, insights, and ideas from diverse individuals.

Other Information

How to apply:
To begin the online application process, click the green "Apply" button on this announcement on careers.wa.gov or governmentjobs.com. To be considered for this position, you must include the following information in your online application and complete the supplemental questionnaire. Application materials must clearly show how you meet the qualifications for the position in order to be considered.

Application must include:

•An attached letter of interest describing how you meet the qualifications for this position; and,
•An attached detailed chronological resume; and
•A completed online application profile that includes education and employment history; and
•Three professional references, including at least one supervisor, with current contact information.

OAH 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 diversity, age, honorably discharged veteran, veteran status, genetic information, or the presence of any sensory, mental or physical disability or the use of a trained guide dog or service animal by a person with a disability.

For questions about this recruitment, or to request reasonable accommodation in the application process, please email us at OAHHR@oah.wa.gov. For TTY service, please call the Washington Relay Service at 7-1-1 or 1-800-833-6388.

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