Project Coordinator
Apply NowCompany: State of Washington
Location: Olympia, WA 98501
Description:
Salary: $74,724.00 - $98,040.00 Annually
Location : Thurston County - Olympia, WA
Job Type: Exempt
Remote Employment: Flexible/Hybrid
Job Number: 2025-18
Department: Administrative Office of the Courts
Opening Date: 03/06/2025
Closing Date: 3/23/2025 11:59 PM Pacific
Description
Make a Difference in the Court System! Be a Part of the Change!
The Supreme Court Commissions team at the Administrative Office of the Courts (AOC) is seeking a gender-based violence Project Coordinator for the Washington State Supreme Court Gender and Justice Commission. This position is located within AOC's Office of Court Innovation and reports to the Supreme Court Commissions Manager.
The works to identify concerns and make recommendations regarding the equal treatment of all parties, attorneys, and court employees in the State courts, and to promote gender equality through researching, recommending, and supporting the implementation of best practices; providing educational programs that enhance equal treatment of all parties; and serving as a liaison between the courts and other organizations in working toward communities free of bias.
GJC recently conducted a groundbreaking study, , which focused on the intersection of gender and race, poverty, and other identities and experiences. This position will help support the Commission in implementing and monitoring recommendations from the study.
This position primarily supports GJC's projects related to gender-based violence. This includes implementing grant-funded activities, planning and coordinating numerous concurrent projects, staffing committees and work groups, policy analysis, research and writing, developing education programs, and collaborating with a variety of subject matter experts and stakeholders. This position interacts regularly with judicial officers, court staff, legal system stakeholders, people with lived experience, and AOC staff.
This is a professional level job that works with minimal supervision and applies independent judgment. It requires demonstrated organizational skills and the ability to work in a fast-paced and constantly changing environment. The person in this role is proactive and takes independent initiative and responsibility for providing on-going assistance and coordination to support GJC's goals.
Key knowledge, skills, and abilities for this position are listed below. An understanding of gender equity issues in the legal system and an interest in working to improve access to justice are important for this position.
Washington Courts Employment Opportunity
Administrative Office of the Courts
Project Coordinator
Court Innovation-Supreme Court Commissions
Our Mission: Advance the efficient and effective operation of the Washington Judicial System.
The Administrative Office of the Courts (AOC) is looking for top-performing employees who embody its core values integrity, inclusion, accountability, and teamwork. It is committed to both employee growth and work-life balance.
Our diversity and inclusion efforts include embracing different cultures, backgrounds, and perspectives while fostering growth and advancement in the workplace.
POSITION DETAILS
Job #: 2025-18
Status: Grant-funded, Full-Time*
Location: Olympia, Washington
Salary: Range 64: $74,724 - $98,040 per year (DOQ)
Opens: March 06, 2025
Closes: March 23, 2025. Candidates are encouraged to apply early. AOC reserves the right to close the recruitment at any time.
*Duration: This position is funded by a grant (75%) and state project funds (25%) and is dependent upon continued project funding. Grant funds are allocated to the Administrative Office of the Courts on an annual basis.
WASHINGTON STATE RESIDENCY AND TELEWORK INFORMATION
AOC requires employees to reside in Washington State. Any exceptions must be approved. If you are invited to interview and currently reside outside of Washington State, seek more information about residency requirements from the AOC hiring manager for this recruitment.
This position requires you to be in office at least one (1) day per week.
Duties
Qualifications
AND
Relevant experience may substitute for the required education.
THE IDEAL APPLICANT WILL ALSO HAVE SOME OR ALL OF THE FOLLOWING EXPERIENCE, EDUCATION, KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge, Skills and Abilities:
Supplemental Information
If you have gotten this far and are thinking you do not qualify, consider again. Studies have shown that women, people of color, and people with disabilities are less likely to apply to jobs unless they meet every single qualification. At the Administrative Office of the Courts, we are dedicated to building a diverse and authentic workplace centered in belonging. If you are excited about this role but your experience does not align perfectly with every qualification in the job description, we encourage you to apply anyway. You may just be the candidate needed for this or other roles.
For more information about the position, to review the job description, application submission requirements, supplemental questions, inquire about benefits, or to apply for the position: CLICK HERE TO APPLY!
IMPORTANT INFORMATION
The AOC is an equal opportunity employer and does not discriminate based on gender, pregnancy, race, color, national origin, ancestry, religion, creed, physical, mental or sensory disability (actual or perceived), use of a service animal, marital status, sexual orientation, gender identity or expression, veteran or military status, age, HIV or Hepatitis C status, or any other basis protected by federal or state law. Persons of disability needing assistance in the application process, or those needing this announcement in an alternative format, please contact the AOC Human Resource Office, at (360) 705-5337, or fax (360) 586-4409, or via email to Recruitment@courts.wa.gov.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and complete the required employment eligibility verification form upon hire.
SPECIAL NOTE: Before a new hire, a background check, including criminal history, will 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.
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 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, are entitled to three (3) 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
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 12-31-2022
Location : Thurston County - Olympia, WA
Job Type: Exempt
Remote Employment: Flexible/Hybrid
Job Number: 2025-18
Department: Administrative Office of the Courts
Opening Date: 03/06/2025
Closing Date: 3/23/2025 11:59 PM Pacific
Description
Make a Difference in the Court System! Be a Part of the Change!
The Supreme Court Commissions team at the Administrative Office of the Courts (AOC) is seeking a gender-based violence Project Coordinator for the Washington State Supreme Court Gender and Justice Commission. This position is located within AOC's Office of Court Innovation and reports to the Supreme Court Commissions Manager.
The works to identify concerns and make recommendations regarding the equal treatment of all parties, attorneys, and court employees in the State courts, and to promote gender equality through researching, recommending, and supporting the implementation of best practices; providing educational programs that enhance equal treatment of all parties; and serving as a liaison between the courts and other organizations in working toward communities free of bias.
GJC recently conducted a groundbreaking study, , which focused on the intersection of gender and race, poverty, and other identities and experiences. This position will help support the Commission in implementing and monitoring recommendations from the study.
This position primarily supports GJC's projects related to gender-based violence. This includes implementing grant-funded activities, planning and coordinating numerous concurrent projects, staffing committees and work groups, policy analysis, research and writing, developing education programs, and collaborating with a variety of subject matter experts and stakeholders. This position interacts regularly with judicial officers, court staff, legal system stakeholders, people with lived experience, and AOC staff.
This is a professional level job that works with minimal supervision and applies independent judgment. It requires demonstrated organizational skills and the ability to work in a fast-paced and constantly changing environment. The person in this role is proactive and takes independent initiative and responsibility for providing on-going assistance and coordination to support GJC's goals.
Key knowledge, skills, and abilities for this position are listed below. An understanding of gender equity issues in the legal system and an interest in working to improve access to justice are important for this position.
Washington Courts Employment Opportunity
Administrative Office of the Courts
Project Coordinator
Court Innovation-Supreme Court Commissions
Our Mission: Advance the efficient and effective operation of the Washington Judicial System.
The Administrative Office of the Courts (AOC) is looking for top-performing employees who embody its core values integrity, inclusion, accountability, and teamwork. It is committed to both employee growth and work-life balance.
Our diversity and inclusion efforts include embracing different cultures, backgrounds, and perspectives while fostering growth and advancement in the workplace.
POSITION DETAILS
Job #: 2025-18
Status: Grant-funded, Full-Time*
Location: Olympia, Washington
Salary: Range 64: $74,724 - $98,040 per year (DOQ)
Opens: March 06, 2025
Closes: March 23, 2025. Candidates are encouraged to apply early. AOC reserves the right to close the recruitment at any time.
*Duration: This position is funded by a grant (75%) and state project funds (25%) and is dependent upon continued project funding. Grant funds are allocated to the Administrative Office of the Courts on an annual basis.
WASHINGTON STATE RESIDENCY AND TELEWORK INFORMATION
AOC requires employees to reside in Washington State. Any exceptions must be approved. If you are invited to interview and currently reside outside of Washington State, seek more information about residency requirements from the AOC hiring manager for this recruitment.
This position requires you to be in office at least one (1) day per week.
Duties
- Provides primary staff support to GJC's Domestic and Sexual Violence (DSV) standing committee, including: preparing agendas and meeting materials, correspondence, coordinating projects, conducting research, participating in meetings, and preparing and distributing minutes.
- May provide staff support to other GJC committees and work groups as assigned.
- Coordinates GJC programs to advance research, policy, and educational objectives.
- Tracks, analyzes, and produces reports on proposed legislation that relates to GJC priority issues.
- Supports development of judicial and court staff education on gender-based violence.
- Coordinates with AOC's Court Education Unit staff and outside subject-matter expert trainers to execute GJC's court education programs.
- Maintains and updates Gender and Justice Bench Guides and Bench Cards:
- Reviews content regularly to determine needed updates
- Prioritizes which chapters to update each year
- Coordinates subject matter experts to draft and review updates
- After each legislative session:
- Develops legislative updates document on project-related legislation
- Incorporates updates into bench guides and/or disseminates as supplement
- Ensure grant deliverables are completed and reports on activities to funders. May draft budget or grant proposals.
- Maintains information on GJC's public-facing website and responds to inquiries
- Supports implementation of branch-wide efforts to address workplace harassment.
- Gathers information, prepares memoranda and presentation materials. May draft original reports and publications.
- Provides information, assessments, and recommendations to GJC co-chairs, DSV committee co-chairs to achieve consistent, efficient, and effective outreach and implementation of the Commission's mission.
- Works with Commission members to develop resources, plan events.
- Performs other duties as required.
Qualifications
- Bachelor's degree in court administration, public administration, political science, business administration or closely allied field.
AND
- Three (3) years of experience in court administration and/or program development.
Relevant experience may substitute for the required education.
THE IDEAL APPLICANT WILL ALSO HAVE SOME OR ALL OF THE FOLLOWING EXPERIENCE, EDUCATION, KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge, Skills and Abilities:
- Experience working in or with Washington state courts.
- Familiarity with substantive areas of civil and criminal law including, but not limited to domestic violence, sexual assault, protection orders.
- Excellent research, writing, and communication skills. Accuracy and attention to detail in the delivery of work products.
- Experience in project management or program coordination in the government, legal, or non-profit sectors.
- Ability to establish and maintain effective working relationships with governmental and court officials at all levels, legal system stakeholders, and community members.
- Experience working with multidisciplinary groups that include court stakeholders, elected officials, legal system representatives, and community organizations.
- Experience with state or federal grant funded projects and grant application and reporting processes.
- Experience working on gender equity or gender-based violence policy issues.
- Ability to set priorities and effectively manage time to meet deadlines and work schedules.
- Ability to analyze problems and develop solutions, recommendations, and options.
- Ability to gain and utilize knowledge of internal and external protocols.
- Experience working on equity and access to justice, and an ability to discuss gender, race, and other equity issues.
Supplemental Information
If you have gotten this far and are thinking you do not qualify, consider again. Studies have shown that women, people of color, and people with disabilities are less likely to apply to jobs unless they meet every single qualification. At the Administrative Office of the Courts, we are dedicated to building a diverse and authentic workplace centered in belonging. If you are excited about this role but your experience does not align perfectly with every qualification in the job description, we encourage you to apply anyway. You may just be the candidate needed for this or other roles.
For more information about the position, to review the job description, application submission requirements, supplemental questions, inquire about benefits, or to apply for the position: CLICK HERE TO APPLY!
IMPORTANT INFORMATION
- The workweek may fluctuate depending on workload or agency needs.
- Overnight travel may be required based on business needs.
- This position is not eligible overtime.
The AOC is an equal opportunity employer and does not discriminate based on gender, pregnancy, race, color, national origin, ancestry, religion, creed, physical, mental or sensory disability (actual or perceived), use of a service animal, marital status, sexual orientation, gender identity or expression, veteran or military status, age, HIV or Hepatitis C status, or any other basis protected by federal or state law. Persons of disability needing assistance in the application process, or those needing this announcement in an alternative format, please contact the AOC Human Resource Office, at (360) 705-5337, or fax (360) 586-4409, or via email to Recruitment@courts.wa.gov.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and complete the required employment eligibility verification form upon hire.
SPECIAL NOTE: Before a new hire, a background check, including criminal history, will 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.
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 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, are entitled to three (3) 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
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 12-31-2022