Eviction Defense Program Counsel/Program Administrator

Position: Eviction Defense Program Counsel/Program Administrator

Agency: Washington State Office of Civil Legal Aid

Job Type: Permanent Full-Time

Salary: $115,000 - $120,000

Location: Washington State (location flexible; hybrid work/remote arrangements available)

Open: May 29, 2026

Close: June 21, 2026, or open until filled. Review of applications will begin on June 22, 2026.

Preferred start date: August 1, 2026, or as soon as possible thereafter

Agency

The Washington State Office of Civil Legal Aid (OCLA) is an independent judicial branch agency. Created with an understanding that the provision of legal aid services to indigent persons is an important component of the state’s responsibility to provide for the proper and effective administration of justice, OCLA’s mission is to secure, invest and oversee the use of public funding for civil legal aid to low-income people in Washington State and to ensure accountability for public funds dedicated to the purpose.

Since 2005, OCLA has administered and overseen general civil legal aid in Washington. Today the agency also supports legal aid to victims of crime and domestic violence, children in foster care, kinship caregivers, indigent tenants facing eviction, and individuals reentering society following completion of their terms of incarceration.

Consistent with The Washington State Supreme Court’s June 4, 2020 Statement to the Legal Community, OCLA acknowledges that it and its contracted civil legal aid providers operate in a law and justice system historically grounded in racism and that time and again has administered justice differentially depending on the racial identities of those involved. OCLA was an initial subscriber to the Washington Race Equity and Justice Acknowledgments and Commitments. As outlined in its Race Equity and Justice Statement of Purpose, OCLA is committed to being an active partner in carrying out the Washington State judicial branch’s commitment to ensuring equity and justice for people and communities throughout our state.

Find out more about OCLA here

The Eviction Defense Programs

OCLA’s eviction defense programs support legal help for low-income tenants across Washington who are facing eviction or are at risk of losing their housing. Together, these programs serve more than 13,000 low-income Washingtonians each year through court-appointed counsel, pre-filing eviction prevention legal services, and related housing stability support.

Washington’s appointed counsel program for indigent tenants is the only fully functional statewide appointed counsel program for tenants facing eviction in the country. Through this program, OCLA funds and oversees legal aid providers who represent eligible tenants in unlawful detainer proceedings and helps ensure that tenants have meaningful access to the legal protections created by the Legislature.

OCLA also supports pre-filing eviction prevention services and foreclosure prevention legal aid. These programs help stabilize housing before a court case is filed, connect people to legal information and resources, and support a broader statewide system of housing-related legal assistance for people with low incomes.

Duties

Reporting to the Eviction Defense Program Manager, this position will support the administration, oversight, and continuous improvement of OCLA’s appointed counsel, pre-filing eviction defense, and foreclosure prevention legal aid programs. Responsibilities will include:

• Monitoring contractor performance and compliance which includes reviewing program data and contractor data and narrative reports
• Supporting site visits and court docket observations
• Providing technical assistance and coordination to legal aid providers, courts, community partners, and other stakeholders
• Helping develop contracts, scopes of work, reporting tools, policies, guidance, and training supports
• Identifying service delivery challenges and opportunities for improvement and supporting accountability to OCLA’s and contractors’ race equity commitments

This position will also perform other duties as assigned in consultation with the Eviction Defense Program Manager, the Eviction Defense/Reentry Programs Director, the OCLA Director, and the OCLA Director’s designee.

Salary

• $9,583.33 - $10,000/month

Qualifications

Required Qualifications

This position may be filled by an attorney or a non-attorney professional with substantial experience in civil legal aid, housing justice, public program administration, contract oversight, or related systems work.

• Direct or administrative experience in civil legal aid, public defense, or other provision of legal services to low-income people.
• Demonstrate understanding of the impact of race, bias, discrimination, and differential treatment on marginalized communities, including Black, Indigenous, and people of color, individuals who identify as LGBTQIA2S or other sexual minorities, individuals with disabilities, immigrants, limited English-speaking persons, and others facing current and/or historical marginalization.
• Knowledge and understanding of courts, court systems, administrative, and related law and justice systems that affect low-income people.
• Excellent written and verbal communication skills.
• Proficiency with Microsoft Office Suite applications, especially Word, Excel, and PowerPoint.
• Ability and willingness to periodically travel both in-state and out-of-state for work-related events.

Desired Qualifications

• Familiarity with eviction proceedings and experience in tenant defense and housing advocacy, foreclosure prevention, or related housing stability work, especially Washington unlawful detainer proceedings.
• Experience managing contracts, grants, reporting requirements or contractor performance.
• Understanding of Washington’s eviction prevention and tenant rights landscape.

Other Information

How to Apply

Applications for this recruitment will only be accepted electronically. Click the green “Apply” button in the upper right-hand corner to get started.

To be considered for this position you must include the following with your online application:

• Resume
• Cover letter which addresses qualifications as listed above
• A list of three (3) professional references

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