CRP Oversight Manager

About the Department

Position: CRP Oversight Manager

Agency: Washington State Office of Civil Legal Aid

Job Type: Permanent Full-Time

Salary: $125,000-$130,000

Location: Flexible-Hybrid; Western Washington Preferred

Open: October 2, 2026

Close: Open Until Filled; first review of applications received will occur on or before October 23, 2026. OCLA reserves the right to close this recruitment at any time. 

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. Through these programs, OCLA was able to serve 42,000 Washingtonians in 2023. Find out more about OCLA here

The Children’s Representation Program

One of the programs OCLA administers is the Children’s Representation Program (CRP). The CRP underwrites and oversees the delivery of effective standards-based, trauma-informed, and culturally competent attorney representation for children subject to dependency and termination proceedings. Since the CRP was established in 2014, the right to counsel for children has expanded and with it, the size and reach of the program. Full statewide implementation of this growing program will occur by January 1, 2032. Find out more about the CRP here

The CRP does not provide direct legal services but recruits, trains, supports, and oversees a contracted panel of independent attorneys who provide standards-based legal representation to children and youth in the child welfare system across Washington state. The CRP performs its oversight functions primarily through its team of Managing Attorneys, who provide technical support and assistance to attorney contractors; observe attorney contractors in court proceedings; conduct attorney contractor performance reviews; and review timekeeping records and other performance data related to the panel of attorney contractors’ provision of legal services. The CRP team additionally includes a Program Director; Training & Oversight Manager; Contract Support Specialist; and two administrative support professionals.

The CRP is seeking an experienced attorney passionate about the field of child welfare to join its team as the program’s Oversight Manager. 

Position Duties

The CRP Oversight Manager reports directly to the CRP Director and will work collaboratively with the CRP Training & Operations Manager and others in the CRP team to fulfill the following core duties: 

• Supervise and support CRP Managing Attorneys
• Lead special projects with broad programmatic impact or application 
• Oversee special service contracts and interagency agreements
• Create and present training and resource materials for external-facing partners 
• Lead regional trainings and practice improvement opportunities for the CRP contracted attorney panel 
• Identify, review, and elevate programmatically significant information to the CRP Director 
• Assist in the recruitment and onboarding of Managing Attorneys and attorney contractors
• Supplement or backfill Managing Attorney functions, as needed
• Other duties as assigned

Minimum Qualifications

Required Qualifications

Interested applicants must meet the following criteria and should ensure said criteria is clearly addressed in their letter of interest:

• Licensed member in good standing of the Washington State Bar Association 
• At least 3 years’ experience working in the field of child welfare law, including as a child’s attorney, parent’s attorney, agency attorney, GAL attorney, judge, or other relevant position
• Excellent oral and written communication skills
• Excellent legal analysis skills
• Ability to manage and prioritize tasks and exercise sound judgment 
• Commitment to professional collaboration and program improvement
• Ability and willingness to present informational material related to children’s representation to both small and large audiences that may include attorneys, judges, social workers, and other child welfare professionals, both in-person and virtually
• Commitment to promoting standards-based, culturally sensitive, and equity-informed legal representation to dependent children and youth.
• Willingness to embrace and promote OCLA’s Race, Equity & Justice Initiative (REJI) commitments

Desired Qualifications

The following qualifications are desired, though not required, for application and should be highlighted in the applicant’s letter of interest, where applicable:

• Supervisory experience, especially supervision of attorneys or other legal professionals
• Experience creating and presenting legal training materials
• Experience working with dependent children and youth, especially direct representation
• Familiarity with Microsoft Office suite of programs

Other Qualifications

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. Applications will be accepted until positions are filled. Complete applications include all of the following application materials: 

• Cover letter outlining the applicant’s credentials and experience responsive to the skills and background outlined in this position description
• Resume
• Three professional references to include at least one former employer or direct supervisor, if applicable
• Redacted, self-authored legal writing sample. 

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

Agency Information

EmployerState of WashingtonAddress View Job Posting for Agency Information

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