Safety & Emergency Management Program Director - WMS Band 4 - Permanent - *01850-25
Apply NowCompany: State of Washington
Location: Olympia, WA 98501
Description:
Salary : $117,000.00 - $131,000.00 Annually
Location : Thurston County - Olympia, WA
Job Type: Full Time - Permanent
Job Number: 2025-01850
Department: Dept. of Fish and Wildlife
Opening Date: 03/13/2025
Closing Date: 4/24/2025 11:59 PM Pacific
Description
Working Title: Safety & Emergency Management Program Director (SEMPD)
Classification: WMS Band 4
Job Status: Full-Time/Permanent WDFW Program : Director's Office Duty Station: Olympia, Washington - Thurston County
Remote work noted as follows: This position offers some flexibility in scheduling; however, it requires regular in-office presence to effectively fulfill its responsibilities.
Posting Timeframe: This recruitment is scheduled to be posted until April 24, 2025. Application review is ongoing, submit your application materials as soon as possible, this recruitment may be closed at any time.
Learn more about being a member of Team WDFW!
Photo Caption: Region 3 South Central Deadwood Lakes - Credit-Public-Joe Tucker
Lead Safety. Drive Change. Protect People.
At Washington Department of Fish and Wildlife (WDFW), our mission includes safeguarding the people who protect Washington's lands, waters, and wildlife.
We are seeking a strategic and experienced leader to serve as our Safety & Emergency Management Program Director (SEMPD). A high-impact role responsible for shaping and driving a culture of safety across our agency.
This is more than just a compliance role; it's a leadership opportunity for someone who thrives on collaboration, innovation, and proactive risk management.
The SEMPD will serve as the agency's top safety expert, working directly with executive leadership, staff, and external partners to implement world-class safety standards and emergency preparedness strategies.
In this role, you will:
This is a career-defining opportunity for a leader who is passionate about protecting people, preventing risk, and ensuring operational resilience. If you have the expertise, leadership skills, and vision to elevate safety at WDFW, we want to hear from you.
What to Expect:
Among the varied range of responsibilities held within this role, the Safety & Emergency Management Program Director will,
WORKING CONDITIONS:
Work Setting, including hazards: Desk assignment with some field work for emergency management support.
Schedule: Typically, 8:00 a.m. to 5:00 p.m. Monday - Friday, may be required to work occasional weekends and evenings, depending on workload.
Travel Requirements: Some travel may be required throughout the State to attend trainings, meetings and conferences.
Qualifications:
Required Qualifications:
Seven (7) years of leadership/managerial experience in organization wide emergency management, safety, or security operation principles.
Experience must include applying management principles including strategic and operational planning.
And all the following:
Certifications/Licenses:
Special Requirements/Conditions of Employment:
Preferred Qualifications:
In addition to the required qualifications, our ideal applicant will possess some or all the following:
Your application should include the following:
Supplemental Information
In addition to pay and other special employee programs, there are other benefits that WDFW employees may be eligible for. Click the "Benefits" tab at the top of this announcement to learn more.
Important Note:
All new employees must complete an Employment Eligibility Verification Form (I-9 Form) on their first day of work. If hired for this or any position at WDFW, you will be required to provide documentation proving you are eligible to work in the United States. For a list of acceptable documents, please use the following link: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents
Veteran and Military Spouse Preference Notice:
Per RCW 73.16.010 Veterans and qualifying spouses who meet the minimum qualifications of a position are eligible for preference during the initial application review stage. To receive this benefit, please do the following:
Diversity, Equity, and Inclusion Employer
As part of WDFW's efforts to advance respectful and inclusive work environments, the Agency expects inclusivity as part of our professional interactions and communications. Therefore, we want to ensure that all individuals feel welcome, are treated fairly and respectfully. All staff are empowered to fully contribute to serving their work unit, Agency, and the citizens of Washington.
The Department of Fish and Wildlife is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, disabled and Vietnam era veterans and people of all sexual orientations and gender identities are encouraged to apply.
Request an accommodation: Persons needing accommodation in the application process or this announcement in an alternative format please contact Jayme Chase by phone 360-902-2278 or email Jayme.Chase@dfw.wa.gov, or the Telecommunications Device for the Deaf (TDD) at 800-833-6388.
Technical Difficulties: If you are having technical difficulties creating, accessing, or completing your application, please call NEOGOV toll-free at (855) 524-5627 or support@neogov.com.
Other questions: If you have other questions regarding this position, please reach out to kaila.daudt@dfw.wa.gov and reference job #2025-01850.
Follow us on social media:LinkedIn | Facebook | Instagram
vr/kd
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
01
Do you have a valid driver's license?
02
Describe a time when you implemented a significant safety or emergency management initiative. How did you communicate the change, address challenges, and ensure adoption?
03
Tell us about a time when you identified a critical safety risk. How did you assess, communicate, and resolve the issue? What was the outcome?
04
How did you hear about this job posting? (Select all that apply).
05
Tell us more - kindly share which website, organization, person, or other source led you to this job posting.
06
Are you currently an employee of the Washington Department of Fish and Wildlife? This includes permanent, non-permanent, intern, project, and career seasonal.
Required Question
Location : Thurston County - Olympia, WA
Job Type: Full Time - Permanent
Job Number: 2025-01850
Department: Dept. of Fish and Wildlife
Opening Date: 03/13/2025
Closing Date: 4/24/2025 11:59 PM Pacific
Description
Working Title: Safety & Emergency Management Program Director (SEMPD)
Classification: WMS Band 4
Job Status: Full-Time/Permanent WDFW Program : Director's Office Duty Station: Olympia, Washington - Thurston County
Remote work noted as follows: This position offers some flexibility in scheduling; however, it requires regular in-office presence to effectively fulfill its responsibilities.
Posting Timeframe: This recruitment is scheduled to be posted until April 24, 2025. Application review is ongoing, submit your application materials as soon as possible, this recruitment may be closed at any time.
Learn more about being a member of Team WDFW!
Photo Caption: Region 3 South Central Deadwood Lakes - Credit-Public-Joe Tucker
Lead Safety. Drive Change. Protect People.
At Washington Department of Fish and Wildlife (WDFW), our mission includes safeguarding the people who protect Washington's lands, waters, and wildlife.
We are seeking a strategic and experienced leader to serve as our Safety & Emergency Management Program Director (SEMPD). A high-impact role responsible for shaping and driving a culture of safety across our agency.
This is more than just a compliance role; it's a leadership opportunity for someone who thrives on collaboration, innovation, and proactive risk management.
The SEMPD will serve as the agency's top safety expert, working directly with executive leadership, staff, and external partners to implement world-class safety standards and emergency preparedness strategies.
In this role, you will:
- Set the vision for agency-wide safety and emergency management programs
- Lead a team of safety professionals to advance policies, training, and compliance
- Ensure regulatory compliance with OSHA, state, and federal safety laws
- Develop and oversee WDFW's Comprehensive Emergency Management Plan (CEMP) and Continuity of Operations Plan (COOP)
- Advise executive leadership on critical safety decisions that impact employees, operations, and public trust
- Develop process and procedures to stop unsafe operations when necessary to protect employees and resources
- Foster a proactive safety culture through communication, training, and continuous improvement initiatives
This is a career-defining opportunity for a leader who is passionate about protecting people, preventing risk, and ensuring operational resilience. If you have the expertise, leadership skills, and vision to elevate safety at WDFW, we want to hear from you.
What to Expect:
Among the varied range of responsibilities held within this role, the Safety & Emergency Management Program Director will,
- Provide the Executive Management Team (EMT) with real-time safety concerns, safety recommendations, and decisions to establish a safety culture with robust safety processes, expert personnel, and best practices training.
- Develop and maintain robust and productive relationships with all EMT members to ensure full implementation of a safety culture throughout WDFW.
- Lead and communicate clearly and consistently with the entire agency about safety changes and safety culture.
- Lead, grow and support the safety professionals at WDFW
- Evaluate field emergency management and safety programs in conjunction with safety managers.
- Develop proactive and reactive actions to identify problem areas and ensure emergency and security plans as well as facilities and equipment meet established Federal, State, and local guidelines.
- Managing the Safety and Emergency Management Office.
- Develop, monitor, and update safety regulatory and awareness policies and educational training for management, supervisors, and employees.
- Distribute safety regulations and appropriate industry "best practices," as well as internal "best practices" to management, supervisors, and employees to ensure continuous learning and improvement in health and safety performance.
- Analyze safety performance, make recommendations, and drive positive changes.
- Develop, monitor, and distribute WDFW safety goals and/or benchmarks to employees and subcontractors.
- Lead and participate in project safety meetings as well as significant safety incident investigations and root cause analyses.
- Manage interactions and effectively communicate with all levels of management, outside support/consulting, and regulatory agency personnel.
WORKING CONDITIONS:
Work Setting, including hazards: Desk assignment with some field work for emergency management support.
Schedule: Typically, 8:00 a.m. to 5:00 p.m. Monday - Friday, may be required to work occasional weekends and evenings, depending on workload.
Travel Requirements: Some travel may be required throughout the State to attend trainings, meetings and conferences.
Qualifications:
Required Qualifications:
Seven (7) years of leadership/managerial experience in organization wide emergency management, safety, or security operation principles.
Experience must include applying management principles including strategic and operational planning.
And all the following:
- Demonstrated experience in leading cultural change across an organization; experienced in leveraging multiple approaches to helping people adopt and implement sustained change.
- Demonstrated experience in leading continuous improvement activities and programs, leveraging processes, tools, and best practices.
- Excellent soft skills in communicating effectively with all levels of the organization.
- Effective in influencing change across functional boundaries.
- Budget development and cost management experience.
- Strategic planning and project management experience.
- Management/Senior Leadership experience.
- Proficient in Microsoft Office (Word, Excel, Power Point, Outlook, etc.)
Certifications/Licenses:
- Valid Driver's License
Special Requirements/Conditions of Employment:
- Certificates of Completion for National Incident Management System (NIMS) Courses 700, 100, 200 and 800 to be completed within six (6) months of employment - additional certificates required as NIMS expands their training program.
- First Aid, Cardiopulmonary Resuscitation (CPR) and Automated External Defibrillator (AED) Certification to be completed within six (6) months of employment.
- Complete Incident Command System (ICS) 300 and 400 within one (1) year of employment.
- Complete the basic Community Emergency Response Team training class within one (1) year of employment.
Preferred Qualifications:
In addition to the required qualifications, our ideal applicant will possess some or all the following:
- Bachelor's degree with major study in Occupational Safety, Public Safety, Emergency Management, Public Administration or equivalent.
- Post education certifications such as Certified Safety Professional (CSP), Certified Industrial Hygienist (CIH) or Certified Hazardous Materials Manager (CHMM).
Your application should include the following:
- A completed online application showcasing how your qualifications align with the job requirements.
- An up-to-date resume.
- A cover letter detailing your interest in the position, your relevant skills and experience, and why you are the ideal candidate.
- At least three professional references with current contact information.
Supplemental Information
In addition to pay and other special employee programs, there are other benefits that WDFW employees may be eligible for. Click the "Benefits" tab at the top of this announcement to learn more.
Important Note:
All new employees must complete an Employment Eligibility Verification Form (I-9 Form) on their first day of work. If hired for this or any position at WDFW, you will be required to provide documentation proving you are eligible to work in the United States. For a list of acceptable documents, please use the following link: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents
Veteran and Military Spouse Preference Notice:
Per RCW 73.16.010 Veterans and qualifying spouses who meet the minimum qualifications of a position are eligible for preference during the initial application review stage. To receive this benefit, please do the following:
- Notify us of your veteran or military spouse status by email at kaila.daudt@dfw.wa.gov.
- Veterans only - Attach a copy of your DD214 (Member 4 copy), NGB 22 or USDVA signed verification of service letter.
- Please redact any PII (personally identifiable information) data such as social security numbers.
- Subject line must include recruitment number, position, and spouse/veteran (example: 2024-1234 - Biologist 1 - Veteran)
- Include your name as it appears on your application in careers.wa.gov.
Diversity, Equity, and Inclusion Employer
As part of WDFW's efforts to advance respectful and inclusive work environments, the Agency expects inclusivity as part of our professional interactions and communications. Therefore, we want to ensure that all individuals feel welcome, are treated fairly and respectfully. All staff are empowered to fully contribute to serving their work unit, Agency, and the citizens of Washington.
The Department of Fish and Wildlife is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, disabled and Vietnam era veterans and people of all sexual orientations and gender identities are encouraged to apply.
Request an accommodation: Persons needing accommodation in the application process or this announcement in an alternative format please contact Jayme Chase by phone 360-902-2278 or email Jayme.Chase@dfw.wa.gov, or the Telecommunications Device for the Deaf (TDD) at 800-833-6388.
Technical Difficulties: If you are having technical difficulties creating, accessing, or completing your application, please call NEOGOV toll-free at (855) 524-5627 or support@neogov.com.
Other questions: If you have other questions regarding this position, please reach out to kaila.daudt@dfw.wa.gov and reference job #2025-01850.
Follow us on social media:LinkedIn | Facebook | Instagram
vr/kd
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
01
Do you have a valid driver's license?
- Yes
- No
02
Describe a time when you implemented a significant safety or emergency management initiative. How did you communicate the change, address challenges, and ensure adoption?
03
Tell us about a time when you identified a critical safety risk. How did you assess, communicate, and resolve the issue? What was the outcome?
04
How did you hear about this job posting? (Select all that apply).
- American Fisheries Society (AFS)
- Careers.wa.gov
- Community Based Organization
- Community/Technical College
- Conservation Job Board
- El Informador
- Four W's Fishing Team, LLC - Willard Franklin III, LinkedIn
- Handshake
- Hiring Event/Workshop
- Indeed.com
- Job Board
- Job Fair
- MHCC - Mount Hood Community College
- Newspaper
- Other
- Other State Agency
- Other Website
- Professional Association
- Society of American Foresters (SAF)
- Texas A&M
- University Job Board
- UW College of the Environment
- WDFW Employee
- WDFW Recruiter
- WDFW Website
- Word of Mouth
- WorkSource
05
Tell us more - kindly share which website, organization, person, or other source led you to this job posting.
06
Are you currently an employee of the Washington Department of Fish and Wildlife? This includes permanent, non-permanent, intern, project, and career seasonal.
- Yes
- No
Required Question