Communications Officer Jobs (NOW HIRING)

Salary : $63,936.00 - $86,040.00 Annually
Location : Multiple Locations Statewide, WA
Job Type: Full Time - Permanent
Job Number: COM_CO1&COA_2025
Department: Washington State Patrol
Opening Date: 04/01/2025
Closing Date: 7/1/2026 11:59 PM Pacific
Description
Communications Officer 1 (Entry Level & Lateral Entry) - (Available Statewide)
Salary: $5,328.00 - $ 7,170.00 (monthly)
Positions located within King County are eligible for an additional 5% Geographic Pay.
A Communications Officer 1 will receive training in law enforcement and emergency communications operations and procedures, transmitting, receiving, and relaying information concerning public safety and law enforcement activities to, from, and between State Patrol mobile units and stations, other State, county, and Federal law enforcement agencies, and the public by means of radio, multi-line telephone systems, computer terminals, private line intercom systems, and other telecommunications devices.
In a Communications Center, a Communications Officer 1's primary responsibility is to to efficiently multi-task technologies answering emergency 911 and business phone calls, entering and updating calls for service and self-initiated activity into a Computer Aided Dispatch (CAD) Computer system and transmitting and receiving radio communications from field personnel.
These critical responsibilities are the lifeline for officers in the field and the first contact with the public who report emergency situations requiring police, fire or medical response.
Communications Officer Assistant (Call Taker) - (Available in Bellevue only)
Salary: $4,197.00 - $5,598.00 (monthly)
A Communications Officer Assistant's primary responsibility is to efficiently answer emergency 911 and business phone calls and enter/update calls for service into a Computer Aided Dispatch (CAD) system.
About the Division:
The Communications Division employees are true first responders and are the lifeline for our Troopers and many contracted agencies. Located in seven communications centers throughout Washington State, Communications Officers provide around-the-clock professional emergency support to the WSP, federal, state, local and tribal agencies. Communications Officers answer 911 calls and initiate emergency services to meet the needs of the public and officers in the field.
Qualifications
Successful Communications Officers come from many backgrounds. We emphasize strong communication skills, the ability to build effective working relationships, and a strong desire for professional development.
Required Experience & Education:

• High school graduate or GED equivalent.
• Typing speed of 40 wpm

Performance Standards:

• Work weekends, days off, holidays, and rotating shifts; e.g., continuous five-work-days-per-week shifts that rotate each 28 days to a different schedule of regular days and hours per week.
• Have dexterity of hands and fingers to operate standard office equipment, including a computer keyboard.
• Ability to respond to visual and sound stimuli with a high degree of accuracy in a timely manner.
• Ability to distinguish colors.
• Have adequate hearing and visual acuity to successfully perform the essential job functions.
• Ability to effectively communicate orally (using radio equipment) and in writing.
• Ability to effectively communicate with and assist upset, confused, or otherwise distressed customers due to heightened emotions.
• Willing to work long, extended or adjusted hours and respond on short notice to work.
• Accept counseling and guidance from supervisors.
• Accept responsibility for issued equipment.
• Refrain from lying, cheating, or stealing.

Residency Requirement:
Because of the nature of the Communications Officer 1 duties this position may be subject to emergency call-out. As a result of this, Communications Officer 1's are required to live within seventy-five (75) miles from their assigned duty station.
The Washington State Patrol does not provide immigration sponsorship; therefore, applicants must possess work authorization that does not require employer sponsorship.
Supplemental Information
Check us out on:WSP's Website | Facebook | Twitter | Instagram | YouTube | LinkedIn
This posting will be used to fill multiple vacancies.
For more information regarding this position and working for WSP, pleaseclick here
Applicants claiming veterans preference must attach a copy of their DD214 (SSN must be blacked out). If you do not provide the required documentation, the veterans preference will not be awarded. Please to determine your eligibility.
Questions?
Please contact Aleesha Brown at (360) 704-2312 or via e-mail at
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 (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 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
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
2250-1 No additional point value is given for questions 1-3. Have you ever worked for the Washington State Patrol (WSP)?

• Yes
• No

02
2250-2 If you answered "yes" to question #1, what month/year were you last employed with WSP?
03
2250-3 If you answered "yes" to question #1, what district/division were you assigned to prior to separation from WSP?
04
The Washington State Patrol has strict hiring standards for all employees within our agency. Carefully review the following questions and respond honestly. These questions will be revisited during the polygraph examination."Possession" is defined as having actual physical control of any illegal (non-prescribed) drug for personal use with the intent to commit a crime."Use" is defined as trying, testing, or experimenting, which includes, but is not limited to, tasting, smoking, injecting, absorbing, sniffing, or inhaling.Do you understand the importance of answering these questions honestly AND that untruthful responses will disqualify you from employment with our agency?

• Yes
• No

05
For the questions related to past drug use, definitions of illegal Schedule 1-5 drugs are listed here for your reference:Schedule I (RCW 69.50.204) - Examples include: Codeine, Heroin, Morphine, Ecstasy, LSD, Peyote, GHB, Methaqualone, Fentanyl, etc.Schedule II (RCW 69.50.206) - Examples include: Opium, Cocaine, Codeine, Hydrocodone, Oxycodone, Methadone, Methamphetamine, Amphetamine, Depressants, Hallucinogenic substances, etc.Schedule III (RCW 69.50.208) - Examples include: Stimulants, Depressants, Hallucinogens, Ketamine, Anabolic steroids, Hallucinogenic substances, etc.Schedule IV (RCW 69.50.210) - Examples include: Barbital, Diazepam, Fludiazepam, Halazepam, Lorazepan, Phenobarbital, etc.Schedule V (RCW 69.50.212) - Examples include: Cough medicines with Codeine, Antidiarrheal medications that contain Atropine/Diphenoxylate, Pregabalin, and Ezogabine.In your lifetime, have you ILLEGALLY possessed or used any NON-PRESCRIBED Schedule 1-5 drugs, to include synthetic versions of these drugs...