Deputy Director of Marine Operations - Washington State Ferries

Deputy Director of Marine Operations - Washington State Ferries

Salary

$148,932.00 - $182,145.00 Annually

Location

King County - Seattle - Belltown, WA

Job Type

Full Time - Permanent

Remote Employment

Flexible/Hybrid

Job Number

26DOT-WSF-9W137

Department

Dept. of Transportation

Division

Washington State Ferries

Opening Date

08/13/2026

Closing Date

8/24/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

Description

About WSDOT

The Washington State Department of Transportation (WSDOT) is a multimodal agency with a global reputation for excellence. Our dedicated workforce plans, designs, builds, and operates an integrated transportation system that safely and efficiently moves people and goods throughout the state. In addition to maintaining over 20,000 lane miles of state highway and 4,100 bridges, WSDOT leads an award-winning Active Transportation Plan, manages the worlds longest floating bridge, and operates the largest ferry system in the nation!

Washington State Ferries (WSF) is an essential part of Washingtons transportation network. Every year, we carry nearly 20 million passengers across Puget Sound and the San Juan Islands on more than 400 sailings a day. Our dedicated teams with over 2,100 people work together to serve our communities and shape the future of ferry travel.

The Opportunity

WSF, a division of WSDOT, is currently seeking a Deputy Director to serve as an integral member of the executive leadership team and help guide strategic initiatives across WSF's operational sectors. This senior leadership role provides system-wide direction focused on workforce development, operational readiness, and reliable service delivery while promoting consistent application of policies, procedures, and operational standards. The Deputy Director strengthens WSF's ability to maintain a highly qualified and prepared workforce while fostering a culture grounded in WSF's values of Serve, Grow, Trust, Respect, and Navigate. Through collaborative leadership and strategic oversight, this position plays a vital role in advancing safe, efficient, customer-focused ferry operations and ensuring dependable transportation service for the communities and traveling public WSF serves.

As we navigate a once-in-a-generation transformation to decarbonize our system - guided by our core values Serve, Respect, Trust, Grow Navigate, and bold strategic priorities Service Excellence, Improved Communication and Empowered People - there's never been a more meaningful time to come aboard at Washington State Ferries.

What to Expect

Among the varied range of responsibilities held within this role, you/the Deputy Director of Marine Operations will:

• Direct and monitor marine operations across WSF terminals and vessels to support safe, reliable, efficient, and customer-focused service; develop and implement operational policies, SOPs, and service delivery strategies.
• Ensure safety and regulatory compliance with WSF's Safety Management System, USCG requirements, state and federal regulations, and industry best practices; oversee incident trends, corrective actions, and safety initiatives.
• Lead workforce planning and development for Marine Operations, including staffing, recruitment, training, succession planning, performance management, coaching, recognition, and progressive discipline.
• Lead labor relations activities, including collective bargaining, grievance resolution, labor-management meetings, and administration of collective bargaining agreements in partnership with HR, unions, and OFM.
• Support strategic and financial planning, including operating and capital budgets, expenditure monitoring, financial controls, resource allocation, and stewardship of public funds.
• Drive business process improvement and organizational change using Lean principles, technology, data, and change management practices to strengthen operational efficiency and service delivery.
• Provide strategic leadership and collaboration across WSF, fostering accountability, effective communication, continuous improvement, and a respectful and inclusive organizational culture.
• Support emergency response and legal compliance, including assigned Incident Command System (ICS) responsibilities, Public Disclosure Requests, litigation holds, and coordination with the Attorney General's Office.
• Uphold WSF's strategic priorities (Service Excellence, Improved Communication, and Empowered People) and values (Serve, Grow, Trust, Respect, and Navigate), ensuring they are embedded in WSF's culture through leadership actions

Qualifications

To be considered for this opportunity, the following are required:

• Growth Mindset

• Actively demonstrates a commitment to learning, adapting, and improving operational practices. Applies feedback, embraces new approaches, and supports continuous improvement across vessel and terminal operations.

• Service-Oriented

• Demonstrates a willingness to take action to meet the needs of customers, employees, and partners. Maintains a customer-first mindset in decisions affecting ferry service reliability and workforce support.

Operational Leadership Competencies

• Operational Decision-Making

• Ability to make timely, sound decisions in a complex, high-risk marine transportation environment. Applies judgment during service disruptions, emergencies, and staffing shortages to maintain safe and reliable ferry service.

• Systems Thinking

• Understands how vessel operations, terminal operations, crewing, maintenance, safety, and finance interconnect. Anticipates downstream impacts and aligns decisions with system-wide performance goals.

• Ability to operate within the Incident Command System (ICS), support emergency response activities, and maintain continuity of operations during critical incidents. Demonstrates readiness to work extended hours when needed.

• Policy Development & Implementation

• Ability to develop, interpret, and implement policies that guide vessel and terminal operations. Ensures policies are clear, actionable, and aligned with regulatory requirements and organizational goals.

People Leadership Competencies

• Workforce Development

• Ability to assess staffing needs, support recruitment and retention strategies, and develop succession plans. Demonstrates skill in coaching, mentoring, and developing leaders across diverse operational teams.

• Labor Relations & Collaboration

• Ability to build constructive relationships with labor partners, participate in negotiations, resolve grievances, and uphold collective bargaining agreements. Communicates with transparency and respect.

• Team Leadership & Engagement

• Ability to lead large, distributed teams across vessels, terminals, dispatch, and operations centers. Fosters accountability, integrity, and a culture of safety, inclusion, and customer service.

Communication & Stakeholder Competencies

• Executive Communication

• Ability to communicate complex operational issues clearly to executives, legislators, union partners, media, and the public. Tailors messages to diverse audiences and maintains professionalism under pressure.

• Stakeholder Partnership

• Ability to collaborate with internal and external partners, including engineering, finance, safety, HR, regulatory agencies, and community stakeholders. Builds trust and alignment across functions.

Operational Management Competencies

• Budget Stewardship

• Ability to manage operational budgets, monitor expenditures, and apply fiscal discipline. Uses data and reporting tools to support decision-making and ensure responsible use of public funds.

• Process Improvement & Change Management

• Ability to identify inefficiencies, apply Lean principles, and lead change initiatives. Supports adoption of new processes, technologies, and organizational practices.

• Safety Leadership

• Ability to interpret safety data, support investigations, verify corrective actions, and reinforce a safety-first culture across vessels and terminals.

• Obtain a Transportation Worker Identification Card within 3 months of employment.

It is preferred that qualified candidates also have:

• Maritime or High-Tempo Operations Experience

• Experience leading in high-risk, 24/7 operational environments such as maritime, military, transportation, or emergency response systems. Demonstrated ability to maintain service continuity, manage emergent issues, and operate effectively under pressure.

• Systems Building & Organizational Modernization

• Ability to design, modernize, and strengthen operational systems, including workflows, SOPs, training pipelines, and cross-functional coordination. Experience building scalable structures that improve reliability, accountability, and workforce readiness.

• Leadership Development & Team Capability Building

• Skill in assessing team strengths and gaps, developing supervisors and managers, and elevating a workforce into a modernized leadership cadre. Demonstrated ability to coach, mentor, and empower diverse teams to adopt new tools, technologies, and management practices.

• Continuous Improvement & Change Leadership

• Experience applying Lean, Six Sigma, or other process-improvement methodologies to strengthen operational performance. Ability to lead change in legacy environments, reduce inefficiencies, and foster a culture of innovation and learning.

• Data Literacy & Operational Analytics

• Ability to interpret operational data, performance metrics, and financial reports to guide decisions. Experience using tools such as Excel, Power BI, enterprise resource planning, or similar systems to improve transparency, reporting, and decision-making.

• Hands-On Operational Leadership

• Demonstrated ability to engage directly with vessel crews, terminal staff, dispatch, and maintenance teams. Comfortable working in field environments and building trust through presence, communication, and collaborative problem-solving.

• Creative Problem-Solving & Get-to-Yes Mindset

• Ability to generate innovative solutions, navigate constraints, and approach challenges with creativity and tenacity. Demonstrates a results-oriented mindset focused on enabling safe, reliable service delivery.

• Diverse Backgrounds, Perspectives, and Experiences

• Experience working effectively with individuals and teams from diverse backgrounds, cultures, and lived experiences. Demonstrated ability to foster inclusion, psychological safety, and equitable workforce development.

• Regulatory & Maritime Familiarity

• Familiarity with USCG regulations, maritime credentialing requirements, vessel operations, or maintenance environments. Experience applying regulatory frameworks to operational decision-making.

• Public Sector or Military Leadership

• Experience leading in structured, high-accountability environments such as military, municipal, state, or federal systems. Demonstrated ability to navigate policy, governance, and multi-stakeholder coordination.

Important Notes

• This position offers flexible/hybrid remote work options.
• The salary listed includes the legislative approved 5% salary premium for positions in King County
• In addition to base salary, employees may be entitled to other forms of compensation depending on the type, duties, or location of the position. For union-represented positions, more information on other forms of compensation can be found in the applicable Collective Bargaining Agreements. Information on other compensation types for non-represented positions can be found in Chapter 357-28of the Washington Administrative Code.
• WSDOT does not use the E-Verify system, therefore we are not eligible to extend STEM Optional Practical Training (OPT). For more information, please visit www.uscis.gov

Why WSDOT

• Work-Life Balance - We are committed to ensure that our staff experience the reward of public service, while also sustaining a routine that suits each individuals' lifestyle.
• Paid Leave - In addition to 12 paid holidays, full-time employees may earn up to 25 paid vacation days per year!
• Tuition Assistance - Permanent employees have several options for assistance with education expenses, including tuition reimbursement programs, government discounts at participating colleges throughout the state, and eligibility for federal student loan forgiveness.
• Plan For Your Future - WSDOT offers a comprehensive benefits package that includes a variety of healthcare options. Employees also have their choice of state retirement programs, and much more. Go to State Benefits for more information.

Check out this video to learn more: Why WSDOT?

How to Apply

Applications for this recruitment will be accepted electronically. Your relevant experience may be evaluated to determine salary. Therefore, it is very important that the "Work Experience" portion of the application be completed in as much detail as possible.

In order to be considered for this opportunity, please include the following with your online application:

• An attached Resume outlining (in reverse chronological order) your experience to date.
• An attached Cover Letter that further explains your qualifications and indicates why you believe you are a viable candidate for this role.
• Contact details for a minimum three (3) individuals who can attest to your work performance, technical skills, and job-related competencies. This information can be entered in the "References" section of the online application; does not require an additional attachment.

Please click the "APPLY" button to proceed. Note that you will be prompted to either sign in or create an account. This step is required in order to submit an application to this opportunity.

WSDOT is an equal opportunity employer. We value the importance of creating an environment in which all employees can feel respected, included, and empowered to bring unique ideas to the agency. Our diversity and inclusion efforts include embracing different cultures, backgrounds and viewpoints while fostering growth and advancement in the workplace. All persons, regardless of race, ethnicity, age, veteran status, sexual orientation, and/ or gender identity, are encouraged to apply. Persons with disabilities needing assistance in the application process, or those needing this job announcement in an alternative format may contact the listed Recruiter.

WSDOT does not use the E-Verify system, therefore we are not eligible to extend STEM Optional Practical Training (OPT). For more information, please visit www.uscis.gov

Contact Us

For inquiries about this posting, you may contact the assigned Recruiter at renee.mason@wsdot.wa.gov. Please be sure to reference 26DOT-WSF-9W137 in the subject line.

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. Thats 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

01

Describe your experience leading operations in a complex organization. Include the type and size of operation, your level of responsibility, the number and types of employees or teams you led, and your responsibility for operational performance, service delivery, and decision-making.

02

Describe your experience leading or supporting operations during emergencies, service disruptions, safety incidents, staffing shortages, or other critical events. Include your role in decision-making, maintaining continuity of operations, and working within an Incident Command System (ICS) or comparable emergency management structure, if applicable.

03

This position requires obtaining and maintaining a valid Transportation Worker Identification Credential (TWIC) within three months of employment. Please select the statement that applies to you.

• I currently possess a valid TWIC.
• I previously possessed a TWIC and am eligible to obtain a new credential
• I have begun the process of obtaining a TWIC.
• I do not currently possess a TWIC but am willing and able to obtain one within three months of employment.
• I am unable or unwilling to obtain a TWIC within three months of employment.

04

Which statement best describes your experience making operational decisions in complex, time-sensitive environments?

• I have held executive or senior-level responsibility for making organization-wide operational decisions during significant disruptions, emergencies, staffing shortages, or other high-risk events affecting multiple operational functions.
• I have independently led operational decision-making during significant disruptions or emergencies affecting multiple teams, facilities, locations, or operational functions.
• I have independently made time-sensitive operational decisions for a defined program, facility, location, or operational team during disruptions or emergent situations.
• I have supported operational leaders during disruptions or emergent situations but have had limited independent decision-making authority.
• I do not have professional experience making operational decisions during disruptions, emergencies, or other time-sensitive situations.

05

Which statement best describes your experience developing and leading an operational workforce?

• I have led workforce strategy for a large, distributed organization, including responsibility for staffing plans, recruitment and retention strategies, succession planning, leadership development, and coaching managers or senior leaders.
• I have led workforce planning and development across multiple teams, locations, or operational functions, including staffing, succession planning, and development of supervisors or managers
• I have directly managed an operational team and regularly coached employees or supervisors, addressed performance issues, and supported staffing or employee development activities.
• I have served as a lead or supervisor and have provided coaching, training, or day-to-day direction to employees.
• I do not have professional experience leading or developing employees.

06

Which statement best describes your experience working in a unionized environment?

• I have served in a senior management role with responsibility for collective bargaining strategy, contract negotiations, grievance resolution, labor-management relations, and interpretation or administration of multiple collective bargaining agreements.
• I have represented management in contract negotiations, grievance proceedings, labor-management meetings, and interpretation or administration of collective bargaining agreements.
• I have managed union-represented employees and regularly applied collective bargaining agreements, addressed employee relations matters, and participated in grievance or labor-management processes.
• I have supervised or worked with union-represented employees and have some experience applying collective bargaining agreement provisions.
• I do not have professional experience working in a unionized environment.

07

Which statement best describes your experience improving operational policies, processes, or systems?

• I have led organization-wide modernization or change initiatives involving operational policies, SOPs, workflows, technologies, or organizational structures and used Lean, Six Sigma, or comparable methodologies to achieve measurable improvements.
• I have led major process-improvement or change initiatives across multiple operational functions, including developing or revising policies, SOPs, workflows, or systems.
• I have independently developed or improved operational policies, SOPs, workflows, or processes within a program or operational area and supported implementation of the changes.
• I have participated in process-improvement or change initiatives led by others and contributed to implementation of new policies, processes, or technologies.
• I do not have professional experience developing or improving operational policies, processes, or systems.

08

Which statement best describes your experience using financial and operational information to manage resources and performance?

• I have held senior-level responsibility for significant operational budgets and regularly used financial reports, performance metrics, forecasts, and analytical tools to make strategic resource and operational decisions.
• I have independently managed operational budgets and used financial and performance data to monitor expenditures, allocate resources, forecast needs, and improve operational performance.
• I have managed a program or unit budget and routinely used financial reports or performance metrics to support operational decisions.
• I have monitored expenditures, prepared reports, or used operational data in support of budget or management decisions made by others.
• I do not have professional experience managing budgets or using financial and operational data to support decision-making.

09

Which statement best describes your experience communicating complex operational issues and representing an organization with internal and external stakeholders?

• I regularly advise executives and represent an organization with high-level external stakeholders such as elected officials, regulatory agencies, labor leaders, media, community leaders, or other government executives on complex or sensitive operational matters.
• I regularly brief senior executives and independently represent an organization with regulatory agencies, labor partners, government entities, or community stakeholders.
• I routinely prepare and present operational information to senior leaders and coordinate with multiple internal or external partners to resolve operational issues.
• I communicate operational information within my organization and occasionally participate in meetings or presentations involving senior leaders or external stakeholders.
• I do not have professional experience briefing senior leadership or representing an organization with external stakeholders.

10

Which statement best describes your experience leading operations in maritime, transportation, military, emergency response, or another high-risk, continuous-service environment?

• I have held senior leadership responsibility in a 24/7 maritime or transportation operation, including direct engagement with frontline operations and responsibility for safety, regulatory compliance, workforce readiness, and continuity of service.
• I have held senior leadership responsibility in a 24/7 military, emergency response, public safety, infrastructure, or comparable high-risk operational environment, including responsibility for safety, workforce readiness, and continuity of operations.
• I have managed teams or programs in maritime, transportation, military, emergency response, public safety, or another high-tempo operational environment.
• I have professional experience supporting operations in one or more of these environments but have not held significant operational leadership responsibility.
• I do not have professional experience in maritime, transportation, military, emergency response, public safety, or another comparable high-tempo operational environment.

11

How did you learn of this employment opportunity?

• Indeed
• LinkedIn
• Direct Email Notification
• WSDOT social media (Twitter, Facebook, YouTube, etc)
• Career Fair
• Monster
• WorkSource
• Handshake
• AASHTO
• NACTO
• COMTO
• APWA
• "NOW HIRING" banner/sign
• Radio advertisement
• WSDOT Employment Site
• Careers.wa.gov
• governmentjobs.com
• Other (specify below)

12

If you selected Other on the previous question, please specify how you learned of this employment opportunity in the space provided:

Required Question

Employer State of Washington

Address View Job Posting for Agency Information

View Job Posting for Location, Washington, 98504

Website http://www.careers.wa.gov