Salary: $8,275.00 - $11,134.00 Monthly
Location : Multiple Locations Statewide, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2026-06193
Department: Dept. of Social and Health Services
Division: FTAA
Opening Date: 07/30/2026
Closing Date: 8/12/2026 11:59 PM Pacific
Salary Information: The high end of the salary range, Step M is typically a longevity step
Description Facilities, Technology & Analytics Administration (FTAA) Senior Application Developer (Two Openings)Supports DSHS's Division of Child Support (DCS) You join a team that keeps Washington's child support systems running smoothly for families, partners, and thousands of daily users. Your work as Senior Developer strengthens the tools that help parents receive and distribute support, and you play a central role in modernizing complex applications that serve communities statewide. You collaborate with experienced colleagues who value clear communication, thoughtful problem-solving, and practical solutions that make a real difference.
In this role, you will support enterprise systems that span legacy and modern technologies, and you help guide the shift toward more flexible, efficient, and secure platforms. You apply your technical depth to create reliable software, improve system performance, and shape future architectural direction. You also share your knowledge with teammates, offering guidance that strengthens the entire development group.
You have the flexibility to telework from anywhere within Washington State. You will collaborate with technical staff, managers, and partners across agencies, and you will contribute to decisions that influence long-term system health, modernization, and service delivery.
Some of what you will do- Lead technical development efforts for child support systems including design development, testing, implementation, and support.
- Architect enterprise solutions that support child support collection, distribution, and reconciliation across multiple platforms.
- Develop, maintain, and modernize enterprise applications using technologies, including .NET, VB6, COBOL, SQL, and related tools.
- Transform complex requirements into clear, well-tested technical solutions that meet state and federal standards.
- Improve application performance and reliability through code optimization, database tuning and process automation.
- Ensure compliance with IT policies, security standards, regulatory requirements, and quality benchmarks throughout the application lifecycle.
- Support critical services by diagnosing issues, restoring access, and resolving defects across the application stack.
- Guide modernization work by redesigning legacy applications, planning new architectures, and helping move hierarchical data into modern database designs.
- Mentor technical staff by sharing best practices, reviewing code, and supporting skill development across the team.
- Provide on-call support forcritical child support systems.
- Resolve critical production issues by identifying root causes, implementing solutions, and ensuring timely restoration of critical applications.
Who should applyYou have deep experience creating and supporting enterprise software solutions and can work independently on complex, high-impact projects. You understand multiple development languages and frameworks, and you can apply that knowledge to both legacy and modern environments. You communicate clearly, write well, and collaborate effectively with technical and non-technical partners. You use good judgment, demonstrate integrity, and work respectfully with others.
You bring many of the following skills and strengths:
- Enterprise software development with 10 or more years designing, building, and implementing technical solutions for large systems.
- Modern and legacy development using languages such as COBOL, C#, Visual Basic, and SQL.
- Architectural design including database structures, schemas, and integration across platforms.
- Secure development practices that protect sensitive data at the highest state-defined levels.
- Troubleshooting and root-cause work across multiple applications and environments.
- Software lifecycle knowledge includes planning, estimating, and supporting large-scale projects.
- Coaching and knowledge-sharing to help teammates grow and maintain consistent development standards.
- Understanding of child support program rules or the ability to learn them to inform technical decisions.
This role requires ten or more years of senior-level experience creating enterprise software solutions. You may meet the requirements through several experience and education pathways, but the core requirement is extensive, practical experience supporting complex systems.
Preferred knowledge, skills and abilities:
- Designing and building front-end and back-end solutions using a variety of technologies.
- Guiding technical direction across multiple projects and supporting teams through complex decisions.
- Applying secure coding standards, performing code reviews, testing, and supporting all phases of the software development lifecycle.
- Communicating clearly, documenting work, and contributing effectively whether working independently, leading a team, or partnering with others.
- Advanced knowledge of database structures and schemas, plus familiarity with IRS Pub 1075 or similar frameworks for safeguarding sensitive data.
- Coaching technical staff on development best practices and architectural design; experience with financial systems is helpful but not required.
These jobs are classified as IT Application Development-Senior/Specialist. Another Division of .
DSHS partners with people to access support, care, and resources.
Questions? Please contact Recruiter, Jenny, at or and reference #06193. Learn more about
The Department of Social and Health Services' (DSHS) vision that people find human services to shape their own lives requires that we come together with a sense of belonging, common purpose, shared values, and meaningful work. It is crucial to our agency's vision that you bring a fairness, access, and social justice commitment to your work with DSHS. We strive to support all Washingtonians, including Black, Indigenous, and People of Color, people with physical, behavioral health, and intellectual disabilities, elders, LGBTQIA+ individuals, immigrants and refugees, and families building financial security.
Supplemental InformationPrior to a new hire, a background check including criminal record history may 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. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle.
Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at . Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or 1-.
Relationship and Reporting Structure (Nepotism) Disclosure: If you are selected for hire, you must disclose whether you have a relative, household member, close friend, or romantic partner within your potential supervisory chain of command. DSHS has a Relationships and the Reporting Structure policy that prohibits nepotism and can be reviewed here. Applicants whose appointment would result in a prohibited reporting relationship are not eligible for appointment to that position.
E-Verify is a registered trademark of the U.S. Department of Homeland Security.
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 BenefitsEmployees 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 CompensationState 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 SecurityAll 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 ForgivenessIf 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 LeaveWashington 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 LeaveLeave Sharing
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
01
Do you have ten or more years designing, developing, and implementing enterprise level software solutions?
02
Have you developed and supported applications across both legacy and modern technologies, such as COBOL, .NET, Visual Basic, or SQL?
03
Have you designed application or database architectures for large, complex systems?
04
Have you built or maintained applications that protect high sensitivity data under state or federal security requirements?
05
Have you previously supported, developed, or maintained systems for the Division of Child Support (DCS) or another child support program?
Required Question
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