Executive Director - Professional Educator Standards Board

Executive Director - Professional Educator Standards Board

Salary

$159,101.00 - $198,876.00 Annually

Location

Multiple Locations Statewide, WA

Job Type

Exempt

Remote Employment

Remote Optional

Job Number

2026-02748

Department

Professional Educator Standards Board

Division

Professional Educator Standards Board

Opening Date

10/12/2026

Closing Date

10/26/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

Description

EXEMPT

RECRUITMENT ANNOUNCEMENT

Executive Director - Professional Educator Standards Board

$159,101 - $198,876

Closing date: October 26,2026

AGENCY PROFILE

The Professional Educator Standards Board (PESB) oversees the preparation and certification of Washington's P-12 educators.

PESB is one agency with two governing boards: the Professional Educator Standards Board and the Paraeducator Board. Our mission, "to strengthen the educator workforce through professional standards, policy, and innovation," drives our work. Our board members and staff are committed to advancing policies and training so all Washington students can learn from culturally responsive, equity-informed educators. We prioritize advancing equity principles in the education system, provide educator support so that students have access to education, removing opportunity gaps and barriers to student learning.

As the state's educator licensure board, PESB oversees the approval and review of all educator preparation programs. The agency focuses on providing support and improving educator quality, workforce diversity, and policy innovation through grants administration, work groups, and pilot projects. We prioritize supporting increased access to the educator workforce by educators from all backgrounds and addressing educator shortages through programs that strengthen pathways into the profession, support the assessment system, and enable educator recruitment, retention, and professional growth efforts.

In addition, PESB administers the Paraeducator Board which is a nine-member board tasked with establishing requirements and policies for paraeducator professional development certificates and makes policy recommendations for paraeducator advancement through education, professional learning, and increased instructional responsibility.

Organizational structure

The Executive Director is an executive and visionary leader, reporting to the Professional Educator Standards Board, charged with advancing transformative changes across Washington's public education system. This role provides strategic leadership, policy direction, and cross-sector coordination, guiding a team of leaders and staff while fostering a culture of inclusion, innovation, and continuous improvement.

Position objective

This position carries out the executive functions as directed by the PESB board, RCWs, and WACs. Key responsibilities include interpreting and operationalizing board goals and activities, influencing and collaborating with other external partners and system participants, providing leadership, vision, and strategic direction for the preparation and certification of Washington's P-12 educators, while monitoring compliance with state and federal regulations. The Executive Director will collaborate with agency staff, school districts, OSPI, WEA, PSE, and external constituents to enhance student achievement through educator preparation, promote professional development, and drive continuous improvement across the state.

This role requires strong leadership, strategic planning, effective communication, and a successful demonstration of building and sustaining strong partnerships to support the agencys mission and vision.

Primary responsibilities

Oversight of agency operations and programs

• Carry out the executive functions as directed by the PESB board; interpreting and operationalizing board goals and activities, influencing and collaborating with other stakeholders and partners.
• Establish policies and practices for the approval of programs, of courses, requirements, and other activities leading to educator certification, including teacher, school administrator, and educational staff associate certification.
• Establish policies and practices for the approval of the character of work required to be performed as a condition of entrance to and program completion of any educator preparation program, including teacher, school administrator, and educational staff associate preparation programs.
• Establish policies for approval of nontraditional educator preparation programs.
• Conduct a review of educator program approval standards at least every five years, to reflect research findings and ensure continued improvement of preparation programs for teachers, administrators, and school personnel.
• Specify the types and kinds of educator certificates to be issued and conditions for certification in accordance with subsection (1) of this section, RCW 28A.410.251, and 28A.410.010;
• Advance the agency's commitment to eliminating opportunity gaps and supporting students furthest from educational justice, by supporting equitable access to strong foundations; rigorous learning-centered options; a diverse, inclusive, and highly skilled workforce; a committed and unified focus in public service.
• Supervise and model best practices for program leaders and cross-functional teams responsible for the planning, implementation, and evaluation of programs that address teacher and paraeducator academic success, well-being, and equitable access for all students.
• Exemplify the ability to navigate complex and uncertain situations by identifying patterns, clarifying priorities, and translating ambiguous information into clear direction that guides action and minimizes duplication.
• Oversee the development and administration of a diverse and complex budget portfolio exceeding $27 million, including general funds, state grants, and special purpose appropriations. Ensure resources are effectively and consistently deployed with legislative intent and strategic equity priorities.
• Lead the operational alignment and integration of PESBs four core programs, Educator Credentialing, Educator Preparation, Alternative Routes, and Educator Workforce.
• Provide executive oversight for the Educator Credentialing, Educator Preparation, and Educator Workforce units.
• Establish systems of accountability, performance monitoring, and continuous improvement for all initiatives. Use evidence-based practices and outcome data to ensure progress toward stated goals, compliance with statutory requirements, and alignment with PESB's equity and accountability frameworks.
• Support coordinated grantmaking strategies and technical assistance models that promote coherence across the agency programs and state initiatives, while enabling local innovation and responsiveness to community needs.

Statewide executive leadership and workforce development

• Support and partner with the department leaders and boards to set and execute the strategic vision for statewide equity, diversity, and inclusion in education. Provide high-level leadership in developing, influencing, and refining policies and practices that address systemic barriers and improve outcomes for all students, including historically and currently underserved students.
• Participate in, support, and inform the effective execution of the agency's advocacy platform. Represent PESB in high-profile national and interstate initiatives related to educational equity and systemic transformation that lead to student achievement, positioning Washington as a leader in culturally responsive, anti-racist, and inclusive education systems.
• Champion internal leadership development and drive agency-wide culture change by modeling collaborative best practices, fostering cross-departmental partnerships, and embedding equity and inclusion across all levels of PESB operations, decision-making, and supervision.
• Foster talent development through mentorship, succession planning, and equitable hiring and supervision practices, leading the agency's workforce as it serves Washington's diverse communities.

Commitment to equity and public stewardship

• Apply PESB's Theory of Action and Vision of Excellence in all endeavors.

Decision making and policy impact

The highly complex nature of decisions required by the Executive Director regarding administrative and operational duties, and in service to the Board, will help set and support direction for Washington states educational workforce. Strategically analyze, develop, and administer forward-thinking policies, processes, and procedures to ensure compliance with state and federal laws and regulations. This position is responsible for agency-wide independent, complex judgement affecting agency requirements and application of policies. Decisions in this position influence legal and compliance matters while shaping public confidence in PESB services. Actions taken frequently establish long-term, precedent-setting outcomes for the agency and its partners, demanding strategic awareness, independent judgment, self-reflection, and adaptability. These decisions produce highly visible, real-time impacts across school districts, education partners, and the broader public.

Additional expectations include collaboration across state agencies, leadership, and modeling of leadership excellence PESB staff, boards, and with external partners, public engagement, navigating internal and external issues, challenges, and support/resourcing needs, and finding positive solutions that serve PESB's primary constituents. The decisions made by the individual holding this position are supervisory in nature and include administrative and policy recommendations regarding the agency's organization, programs, priorities, goals, and equity and inclusion practices. These decisions have a direct impact on the strategic planning efforts and execution of those plans to support the educators who are responsible for the academic success of Washington's 1.1+ million diverse students. These decisions also have a direct impact on some of Washington's most vulnerable students who have been historically underserved. Every student is an asset to Washington. The individual holding this position will make decisions that help systems recognize the assets our children and families bring to our schools and provide culturally responsive systems.

Supervisory responsibilities

26 at-will employees

Qualifications (knowledge, skills, and abilities)

This position requires demonstrated expertise at the advanced level in the following state enterprise competencies:

• Communication: Informs statewide discourse on education policy; communicates with high-level policymakers and stakeholders in a manner that advances the agency's priorities.
• Innovation: Transforms systems and programs so every student in Washington is provided a high-quality public education.
• Intentional engagement: Centers constituent voice, particularly those historically excluded, in policy and implementation and inside of the agency.
• Mentoring and developing people: Cultivates leadership capacity across state systems and within the agency.
• Stewardship: Manages large-scale public investments in a transparent, equitable, and outcome-oriented manner.
• Business acumen: Navigates legal, fiscal, and political complexity to achieve

strategic progress and outcomes.

Required minimum qualifications

• Master's degree from an accredited educational institution.
• Experience in public school administration, higher education, or other large, diverse organizations (no less than 10 years).
• Five years of demonstrated successful related supervisory and leadership experience.
• Demonstrated experience leading large-scale, multi-agency initiatives with significant public and political visibility.
• Experience providing counsel to executive-level leadership and/or elected officials, or boards, and effectively implementing strategic direction.
• Upon hire, the candidate must reside in Washington state.

The Executive Director position is appointed by, and serves at the pleasure of the Board, and is an exempt, at-will position.

Compensation

The annual compensation for this position is $159,101 - $198,876 per year and depends on experience, educational background, and qualifications. Geographic differentials may be applied based on the work location of the successful candidate. Washington state offers a generous benefits package including health, dental, and life insurance, retirement, and an optional deferred compensation program. Please visit the Health Care Authority website for information regarding health benefits and the Department of Retirement Systems for retirement plan information. This position serves at the pleasure of the Board and is Civil Service Exempt. The position is not represented by a bargaining unit.

Application process

Those interested in this position must apply through Careers.wa.gov. Applications must include the following documents in MS Word and PDF format only:

• A letter of interest specifically addressing the qualifications listed in this announcement.

• A current resume

• A list of three or more professional references.

Please address any questions to:

Please address any questions to:

Sal Salazar, Human Resources

Office of Superintendent of Public Instruction

600 Washington Street Southeast

Olympia, Washington 98504-7200

360-725-6278: sal.salazar@k12.wa.us

The Professional Educator Standards Board is an equal opportunity employer and encourages applications from job seekers who will contribute to our diversity. PESB provides equal access to all programs and services without discrimination based on sex, race, creed, religion, color national origin, age, honorably discharged veteran or military status, sexual orientation including gender expression or identity, the presence of any sensory, mental or physical disability, or the use of a trained dog guide or service animal by a person with a disability. Persons needing accommodation in the application process or this announcement in an alternative format may contact the

Human Resources Office at 360-725-6271 or hroffice@k12.wa.us.

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

Please select the answer that best describes your education and experience.

• I hold a master's degree from an accredited institution and have ten years of experience in public school administration, district-level leadership, higher education, and other large, complex organizations.
• I hold an Ed.D. or Ph.D. from an accredited institution and have ten years of experience across public school administration, district-level leadership, higher education, and other large, diverse organizations.
• None of the above

02

Please describe your supervisory and leadership experience.

• I have 5 years of experience effectively leading teams and achieving results.
• I have 5-7 years of experience effectively leading teams and achieving results.
• I have 7-10 years of experience effectively leading teams and delivering results.
• I have more than 10 years of experience effectively leading teams and delivering results.
• None of the above

03

Please describe your experience leading large-scale, multi-agency initiatives with significant public and political visibility

• I have led small-scale or low-visibility multi-agency initiatives.
• I have led multi-agency initiatives of moderate scale or visibility with successful outcomes.
• I have led large-scale, high-visibility multi-agency initiatives with measurable success.
• I have led major, high-profile multi-agency initiatives with significant public and political visibility, achieving transformative outcomes.
• None of the above

04

Please describe your experience providing counsel to executive-level leadership and/or elected officials, or boards, and effectively implementing strategic direction.

• I have provided occasional or limited guidance to executive leadership, elected officials, or boards.
• I have provided regular counsel to executive leadership, elected officials, or boards, and have implemented strategic direction successfully.
• I have provided consistent and effective counsel to executive leadership, elected officials, or boards, achieving measurable results in implementing strategic initiatives.
• I have extensive experience providing high-level counsel to executive leadership, elected officials, or boards, driving strategic direction with significant, transformative impact.
• None of the above

05

Did you attach the required documents (cover letter, resume, list of references)?

• Yes
• No

06

How did you hear about this job opportunity?]

• Careers.wa.gov
• OSPI Jobs Page
• Linkedin
• Facebook
• OSPI Employee Referral
• Military Outreach Event
• Career Fair
• Other

07

Do you currently have a relative working in our agency?

08

Are you currently an employee at the Office of Superintendent of Public Instruction (OSPI)?

• Yes
• No

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