Court Administrator

Court Administrator

The Court Administrator works under the direction and supervision of the Presiding Judge in accordance with General Rule 29 and all applicable state laws. The Court Administrator is responsible for the planning, directing, implementation, and management of all the non-judicial, day-to-day operations of the court, including court services for contracting cities. The Court Administrator develops and implements policies and procedures, in close coordination with the Presiding Judge. The Court Administrator also works with the Presiding Judge on the biennium court budget.

The Court Administrator oversees personnel management and development, accounting, case-flow management, oversight of projects, contracts, establishes and maintains the court's continuity of operations plan, and performs other responsibilities as directed by the Presiding Judge. In addition, the Court Administrator manages all grants awarded to the Court and is responsible for ensuring that all accounting and reporting requirements are completed in a timely manner. The Court Administrator works closely with the Presiding Judge on strategic planning and the development of court programs. This position requires exceptional leadership skills, significant knowledge and experience working in a court environment, and the ability to successfully engage stakeholders.

Essential duties and responsibilities include managing all non-judicial functions for the daily operation of the Court to include oversight of business functions such as payroll, accounts payable and accounts receivable; providing operational support to the Presiding Judge; direct supervision of the Judicial Operations Supervisor including but not limited to: interviewing, hiring, and training; planning, assigning, and directing work; addressing complaints and disputes; resolving problems; maintaining personnel files as needed; appraising performance; recommending promotions and disciplinary actions; implementing organizational changes; approving and scheduling leave time; and recommending terminations as appropriate.

Necessary knowledge, skills, and abilities include working knowledge of General Rule 29 (GR29); knowledge of nationally developed trial court performance standards; knowledge of Washington State and local criminal codes; knowledge of legal procedure in courts of limited jurisdiction; thorough knowledge of criminal, traffic, and infraction procedures with the JIS system; ability to set office and clerical priorities, prioritizing work projects; ability to guide, direct, schedule, and motivate subordinate employees; ability to identify needs, develop long-range plans and evaluate outcomes; accurately and efficiently conduct and direct numerous bookkeeping, record keeping, and scheduling procedures simultaneously; strong interpersonal skills required including ability to deal with the public with poise and tact in stressful situations; ability to develop and implement new and improved methods; ability to establish and maintain effective working relations with employees and members of the public; strong skills in organization, time management and team building; ability to work independently under pressure, being flexible, enthusiastic, and self-starting in work assigned; ability to read, interpret and follow rules, regulations, policies, and procedures; ability to communicate effectively both orally and in writing using high-level grammar, spelling, and composition; ability to recognize and correct safety and health hazards; ability to operate various office equipment, including telephone, computer, calculator, postage meter, facsimile, and copy machine; ability to perform the full range of court clerk duties.

Education and experience requirements include a Bachelor's degree or Associates with a minimum of six years' management experience in a judicial branch environment, including experience in budget administration, supervisory responsibilities, and experience working with elected officials and department directors. Judicial management experience may substitute year for year for education requirement. NCSC Certified Court Manager (CCM) Certification will be considered the equivalent of two years' experience in management in the judicial system. NCSC Certified Court Executive (CCE) Certification will be equivalent of four years' experience in management in the judicial system.

Special requirements include possession of and the ability to maintain throughout employment a Valid Washington State Driver's License with a good driving record; successful completion of a pre-employment background and criminal history check; must complete FEMA (NIMS) courses as Emergency Management requirement within one year; must have or obtain a National Center for State Courts (NCSC) Certified Court Manager certification within five years of hire; must join the District and Municipal Court Management Association within forty-five days of hire; because of the known effects of tobacco use, the City of Des Moines does not hire applicants who use tobacco products.

Working conditions and physical abilities include work performed primarily in office and courtroom settings. Frequent exposure to individuals who may be distraught, violent, or abusive. Hand-eye coordination and fine manipulation skills are necessary to operate computers and a variety of office machinery. The position also requires the ability to speak and hear to exchange information, the ability to sit for extended periods, and the ability to bend and stretch to retrieve and maintain files and records.

Equal Opportunity Employer. The City of Des Moines is committed to hiring a diverse workforce and all qualified applicants, including all ethnic backgrounds and persons with disabilities, are encouraged to apply. The City is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, sex, age, color, religion, national origin, marital status, sexual orientation, veteran status, disability status, or any other basis prohibited by federal, state, or local law. In accordance with the Americans with Disabilities Act, an employer is obligated to make a reasonable accommodation only to the known limitations of an otherwise qualified individual with a disability. In general, it is the responsibility of the applicant or employee with a disability to inform the employer that an accommodation is needed to participate in the application process, to perform essential job functions, or to receive equal benefits and privileges of employment.

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