Assistant Regional Habitat Program Manager - Region 3 - WMS Band 1 - Permanent - 2026-06506

About the Department

Title – Assistant Regional Habitat Program Manager (ARHPM) – South Central Region 3

Classification - WMS Band 1

Job Status - Full-Time/Permanent
WDFW Program – Habitat Program
Duty Station – Ellensburg, Washington (Kittitas County) is the current duty station, however, depending on the successful candidate, Yakima, Washington (Yakima County) may be considered. 

South Central Region 3 Counties Served - Benton, Franklin, Kittitas, and Yakima counties. 

Remote Employment – This position may include telework options up to 2 days per week, at the discretion of the supervisor.

Learn more about being a member of Team WDFW!

Photo Caption: Views that Keep you Going – Photo Credit: Kevin Alayo 

Help shape the future of fish and wildlife habitat conservation in Washington!

As the Assistant Regional Habitat Program Manager (ARHPM), you will lead a team of habitat professionals responsible for implementing regulatory programs and advancing habitat conservation throughout South Central Region 3. 

This is an opportunity to oversee complex and high-profile projects, work collaboratively with partners to achieve sustainable conservation, and provide tactical leadership on hydraulic permitting, land use planning, forest practices, mitigation, and restoration.

In this role, you will help ensure consistent implementation of agency policies, collaborate with Tribal governments, local governments, state and federal agencies, and stakeholders, and contribute to regional and statewide strategies that protect and restore fish and wildlife habitats for future generations.

Photo Caption: Deadwood Lakes – Photo Credit: Joe Tucker   

What to Expect -

As our Assistant Regional Habitat Program Manager (ARHPM), you will shape habitat conservation outcomes through tactical leadership and management, internal and external collaboration, and influence in shaping new policies and guidance.  Key responsibilities include:

Management: 

• Provide immediate management, supervision, and guidance of professional Habitat Program staff within South Central Region 3. 
• Provide clear and timely communication of agency policies, procedures, and guidance. 
• Coach, train, mentor, perform workload planning/prioritization, and performance management in the following areas: 
  • Hydraulic Project Approvals, Project Level engagement in Land Use, Forest Practices, and Aquatic and/or Terrestrial Restoration.
• Manage and coordinate the distribution of information and receive feedback from staff and ensure compliance with policy, procedures, and guidance in the above-listed work areas, as well as the following major policy areas: 
  • Hydraulic Compliance Actions, Planning level engagement in land use actions, Forest Health and Stewardship, Aquatic and Terrestrial Restoration, Fish Passage and Screening, and Energy and Major Projects. 

District Policy Lead and Liaison: 

• For new and updated policies, procedures and guidance, work within the Senior Management Team (SMT) to develop and maintain a consistent state-wide approach to implement new and updated policies, procedures and guidance.
• Actively engaged in the SMT to identify issues that are common across regions and/or the state finds broad solutions and support for engagement from the Program Leadership.
• Serve as Liaison and Policy Lead within the cross-program District(s) for projects/issues/processes that are impacted by new or redirected policies or significant initiatives. 
• Build and maintain key internal District relationships in order to gain perspective on goals and objectives and work collaboratively in resolving or flagging issues and finding solutions that are mutually beneficial.

Program Strategic Planning: 

• Actively engage with the SMT to assist Program Leadership in Program or Agency level short-term and long-term strategic planning.
• Work with Regional Habitat Program Manager (RHPM) and SMT to review and provide feedback and bring regional perspectives to strategic planning efforts. 

Working Conditions: 

Work Setting, including hazards: 

Work is performed in an office and outdoor environment.  May encounter adverse weather and sea conditions, noise, odors, repetitive movements of hands, finger manipulations, long periods of squatting, walking, boating, climbing in and out of boats, carrying, kneeling, rarely lifting heavy objects such as electrofishers (up to 40 lbs. unassisted), standing in confined spaces, slippery surfaces, biting and stinging insects/vegetation, and the use of knives.

Fieldwork may also include uneven terrain, biting and pinching animals, possible encounters with wildlife, and at times working independently, in remote locations during the day and at night.

This position may involve working in or near water, including tasks that require navigating, negotiating, and performing duties related to water environments, walking over rough terrain for short distances (<1 mile) regularly or occasionally over long distances (several miles).

Schedule: Typically, Monday – Friday 8:00 a.m. – 5:00 p.m. with occasional evening meetings and may be called out on weekends, holidays, or after hours for emergency permitting.  A flexible work schedule may be considered and is subject to supervisory approval.

Travel Requirements: Frequent travel throughout Region 3 and occasional trips to Olympia and other state-wide locations occur which may include overnight travel (about 1-2 nights a month, on average).  May be required to operate agency vehicles to transport staff and equipment.

Tools and Equipment: Laptop, agency issued cell phone, Garmin InReach, first aid kit, waders, muck boots, rain jacket/element appropriate clothing.  PPE identified in Job Hazard Analysis, including but not limited to: agency approved hard hat, roadside safety vest, personal flotation device, and eye protection.

Customer Relations: Agency staff, other government agencies, tribal, private stakeholders, restoration partners, funders, and the public. 

Qualifications:

Closely related qualifying experience may be substituted for the required education on a year-by-year basis.  

Required Qualifications:

A Bachelor’s degree in fisheries, wildlife management, natural resource science, environmental science, or a related field.

AND all of the following (may be gained concurrently): 

• Five (5) years of professional experience in fish management or fish research, wildlife management or wildlife research, or habitat management or habitat research, or any environmental or natural resource field.
• Demonstrated experience supervising, leading, and coaching employees, including performance management. 
• Working understanding of advanced principles of program/project management, conflict resolution, strategic planning, and working with budgets.

Certifications/Licenses:

Valid unrestricted Driver’s License.

Please note:

• A Master’s degree in the applicable science may substitute for one (1) year of the required experience.
• A Ph.D. in the applicable science may substitute for two (2) years of the required experience.

Preferred Qualifications:

In addition to the required qualifications, our ideal applicant will possess one or more of the following:

• Experience building working relationships among various stakeholder groups.
• Demonstrated ability to apply negotiation and conflict resolution skills in sensitive work settings.
• General understanding of various regulatory processes, including the Hydraulic Code, Growth Management Act (GMA), State Environmental Policy Act (SEPA), and Shoreline Management Act (SMA).
• Experience working within the regulatory environment including reviewing, issuing, monitoring or complying with federal, state or local environmental permits.

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.

Other Qualifications

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 [email protected].  
• 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: 2026-1234 – 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 [email protected], 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 [email protected]. 

 

Other questions: If you have other questions regarding this position, please reach out to [email protected] and reference job #2026-06506.

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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

Supplemental Questions

Required Question

Agency Information

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View Job Posting for Location, Washington, 98504 Website http://www.careers.wa.gov