OPT Forensic Psychologist Jobs
Forensic Psychologist jobs on OPT sit at the intersection of psychology and the legal system, with most roles requiring a doctoral degree and licensure that can complicate OPT timelines. STEM OPT extension does not apply to this field, so your 12-month clock matters.
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Are you interested in the intersection of psychology and the law?
Join the Child Study & Treatment Center (CSTC) at the Washington State Department of Social & Health Services (DSHS) as a Psychologist Forensic Evaluator!
In this important role, you will conduct forensic psychological evaluations for youth involved in the justice system under RCW 10.77. You'll provide expert testimony, complete psychological assessments, and write reports to help courts make informed decisions about young people's mental health and legal competence. Your expertise will guide the courts in cases involving both juvenile and adult criminal proceedings, always with a focus on the unique needs of children and adolescents.
Telework up to 2 days per may be available for this position. Pierce County employees are eligible to receive an Orca Card for transportation needs.
This position is also eligible as a 12-month In-Training opportunity allowing those with a doctorate degree, who are not yet licensed to apply. If selected as a candidate in training you will work as a Psychologist 3. You will perform duties as a child and adolescent psychologist under the supervision of a licensed psychologist, where you will gain clinical evaluation, treatment, child development, assessment, and supervisory experience. Upon successful completion of the formal training plan, the incumbent will advance from Psychologist 3 to the goal class of Psychologist Forensic Evaluator, once licensure as a Psychologist in the State of Washington has been obtained.
Who should apply
We're looking for professionals who have:
- A doctoral degree in psychology from an accredited program
- Possession of a license to practice psychology in the State of Washington
- One year of post-doctoral work with forensic populations (adults or juveniles)
- The ability/experience to independently complete juvenile competency forensic evaluations
Note: You will receive orientation to clinic policies and procedures but will be expected to function fairly autonomously with regards to complete and writing juvenile forensic evaluations.
Some of what you'll do
- Conduct forensic evaluations for the courts, including assessments of competence to stand trial, mental state, clinical diagnoses, developmental status, risk, and restoration potential
- Interview youth, review records, talk to collateral sources, and administer psychological tests
- Write clear, objective reports to inform court decisions
- Provide expert testimony as needed
- Offer competence restoration services for youth when indicated
- Travel within Washington State for interviews and court appearances
- Complete necessary documentation and support your team
Why DSHS
- Make a meaningful impact on the lives of youth and families across Washington
- Work with a supportive, expert team at CSTC - the state's only psychiatric hospital for children and adolescents
- Be part of an agency that values your expertise and is committed to professional growth and development
- Help shape the future of mental health and justice for young people in your community
Next step
If you're passionate about supporting youth and want to use your skills to make a difference, we encourage you to apply today. Join CSTC and DSHS to help build brighter futures for Washington's children and families.
Questions? Please contact grant.grady@dshs.wa.gov and reference 04423
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 Information
Prior 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 (360) 725-5810. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or 1-800-833-6384.
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 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
Description
Are you interested in the intersection of psychology and the law?
Join the Child Study & Treatment Center (CSTC) at the Washington State Department of Social & Health Services (DSHS) as a Psychologist Forensic Evaluator!
In this important role, you will conduct forensic psychological evaluations for youth involved in the justice system under RCW 10.77. You'll provide expert testimony, complete psychological assessments, and write reports to help courts make informed decisions about young people's mental health and legal competence. Your expertise will guide the courts in cases involving both juvenile and adult criminal proceedings, always with a focus on the unique needs of children and adolescents.
Telework up to 2 days per may be available for this position. Pierce County employees are eligible to receive an Orca Card for transportation needs.
This position is also eligible as a 12-month In-Training opportunity allowing those with a doctorate degree, who are not yet licensed to apply. If selected as a candidate in training you will work as a Psychologist 3. You will perform duties as a child and adolescent psychologist under the supervision of a licensed psychologist, where you will gain clinical evaluation, treatment, child development, assessment, and supervisory experience. Upon successful completion of the formal training plan, the incumbent will advance from Psychologist 3 to the goal class of Psychologist Forensic Evaluator, once licensure as a Psychologist in the State of Washington has been obtained.
Who should apply
We're looking for professionals who have:
- A doctoral degree in psychology from an accredited program
- Possession of a license to practice psychology in the State of Washington
- One year of post-doctoral work with forensic populations (adults or juveniles)
- The ability/experience to independently complete juvenile competency forensic evaluations
Note: You will receive orientation to clinic policies and procedures but will be expected to function fairly autonomously with regards to complete and writing juvenile forensic evaluations.
Some of what you'll do
- Conduct forensic evaluations for the courts, including assessments of competence to stand trial, mental state, clinical diagnoses, developmental status, risk, and restoration potential
- Interview youth, review records, talk to collateral sources, and administer psychological tests
- Write clear, objective reports to inform court decisions
- Provide expert testimony as needed
- Offer competence restoration services for youth when indicated
- Travel within Washington State for interviews and court appearances
- Complete necessary documentation and support your team
Why DSHS
- Make a meaningful impact on the lives of youth and families across Washington
- Work with a supportive, expert team at CSTC - the state's only psychiatric hospital for children and adolescents
- Be part of an agency that values your expertise and is committed to professional growth and development
- Help shape the future of mental health and justice for young people in your community
Next step
If you're passionate about supporting youth and want to use your skills to make a difference, we encourage you to apply today. Join CSTC and DSHS to help build brighter futures for Washington's children and families.
Questions? Please contact grant.grady@dshs.wa.gov and reference 04423
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 Information
Prior 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 (360) 725-5810. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or 1-800-833-6384.
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 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
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Get Access To All JobsTips for Finding OPT Sponsorship in Forensic Psychologist
Target employers with existing licensure support
Government agencies, federal prisons, and large forensic hospitals are more likely to have HR infrastructure for OPT work authorization and professional licensure processes. Smaller private practices rarely have the bandwidth to support either.
Clarify your licensure timeline upfront
Most forensic psychology roles require state licensure, which takes time to obtain post-graduation. Be transparent with employers about your current licensure status and how your OPT authorization period aligns with your path to full licensure.
Prioritize federal and government positions
Federal employers such as the Bureau of Prisons, Department of Veterans Affairs, and forensic state hospitals regularly hire pre-licensed psychologists under supervision. These roles are more OPT-compatible and often lead to H-1B visa sponsorship.
Start the H-1B conversation before you apply
Forensic psychology qualifies as a specialty occupation under H-1B. Ask about sponsorship willingness during informational interviews, not after an offer. Employers who have sponsored before are far more likely to do it again.
Use your postdoctoral supervision period strategically
If you need supervised hours for licensure, structure your OPT employment around a postdoctoral position that counts toward those requirements. This maximizes your authorization period while building the credentials employers need.
Document your supervised hours and OPT dates precisely
Forensic psychology employers in government and court settings require meticulous records. Keep your EAD card, supervision logs, and OPT end date readily accessible. Gaps in documentation can stall hiring in security-cleared environments.
Forensic Psychologist OPT: Frequently Asked Questions
Can I work as a Forensic Psychologist on OPT without a license?
Yes, but with limitations. Most forensic psychology positions require you to work under the supervision of a fully licensed psychologist until you obtain your own license. Your OPT employment authorization is valid for this supervised work, but you must ensure your job offer explicitly reflects a supervised pre-licensed role. Independently practicing without licensure is illegal regardless of your OPT status.
Does forensic psychology qualify for the STEM OPT extension?
No. Forensic psychology falls under CIP code 42 (Psychology), which is not on the STEM designated degree program list. You are limited to 12 months of post-completion OPT. This makes early H-1B sponsorship planning critical. Look for employers willing to file an H-1B petition before your OPT expires, particularly government agencies with established sponsorship processes.
What types of employers sponsor H-1B visas for forensic psychologists?
Federal agencies including the Bureau of Prisons, the Department of Veterans Affairs, and state forensic psychiatric hospitals are the most consistent sponsors for forensic psychologists. Large correctional healthcare contractors also sponsor, though less predictably. You can browse OPT-friendly forensic psychology roles directly on Migrate Mate, which filters for employers open to sponsoring international candidates.
How does security clearance affect OPT students applying for forensic psychology roles?
Many government forensic psychology positions require a background investigation or security clearance. OPT students are not automatically disqualified, but the process is longer and some agencies limit clearance eligibility to U.S. citizens or permanent residents. Clarify clearance requirements before applying. Roles within federal healthcare systems or courts may have more flexible eligibility than law enforcement or intelligence-adjacent positions.
Can my OPT employment authorization cover forensic assessment contract work or consulting?
OPT authorizes employment in your field of study, including part-time and contract work, as long as it meets the minimum 20-hours-per-week requirement during the standard OPT period. Forensic assessment contracts with courts or attorneys can qualify if the work is directly tied to your psychology degree. Self-employment is permitted under OPT but requires careful structuring and documentation to satisfy your DSO.