Kitsap 911 in beautiful Bremerton, WA is searching for Public Safety Systems Technician. Our high-performing agency offers employees continued learning opportunities and clear career advancement paths. Kitsap 911 is an award winning emergency dispatch center, providing exceptional public safety emergency communications services every day to our community. Kitsap 911 offers a generous benefit package including a competitive salary, medical, dental, vision, paid sick/vacation, PERS retirement, and more!
- This position will be open through June 16, 2026 at 8am.
Systems Technicians possess entry level understanding of the technology used and operated by Kitsap 911 and the agencies it serves within both the radio and IT disciplines of the Technical Services Group. The helpdesk is customer facing and the first point of contact for support. Incumbents must have great responsive customer service skills along with technical skills to effectively support public safety users. Incumbents are also required to troubleshoot, resolve issues, implement preventative measures for reoccurring issues, and/or escalate issues to the proper colleague or vendor for resolution. Incumbents are required to keep detailed notes of steps performed and document resolutions. Incumbents must be highly motivated, work both independently as well as part of a team, adapt to competing priorities, and have the initiative to continuously learn to fill knowledge gaps and adapt to changes in technology.
Incumbents are responsible for Kitsap 911's Technology Help Desk for internal and external users. Help Desk support provides expedient assistance troubleshooting and resolving issues and/or referring issues to the proper colleague or vendor for resolution and issue tracking via a work order system. Incumbents must have strong problem-solving skills. Additional responsibilities can include configuring software, network troubleshooting, setting up hardware and peripherals, maintenance and configuration of land mobile radios, and providing technical advice regarding the use of computers software/hardware, radio software/hardware, and peripherals.
Additional duties may include warehouse maintenance and organization, inventory control, general facilities maintenance, cable management, and grounds maintenance.
The Public Safety Systems Technician may also assist with administration and maintenance of the Geographical Information Systems and Enhanced 911 Master Street Address Guide (MSAG) program.
Incumbents may be asked to assist with or take responsibility for some tasks, projects, assignments or duties of higher level jobs from both the IT and Radio focuses, with the goal of educating, training, and preparing incumbents for higher level responsibilities/jobs.
Incumbents have some decision making authority about specific tasks and projects, and generally must confer with supervision and or senior technicians/engineers before making changes or taking a direction with implications beyond routine tasks or assignments as appropriate.
This position supports a 24x7 facility and may require the incumbent to work weekends, holidays, and/or outside of the scheduled work hours. Additionally, incumbents will be responsible for participation in an on call rotation and will be expected to respond to emergency support requests as required.
Work generally takes place in an indoor climate-controlled environment, but routinely and regularly requires travel to other, sometimes outside, environments, including remote radio communication site locations.
The preferred requirements for the Public Safety Systems Technician position may vary based on expected position assignment.
Position requires the ability to:
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Both sit and stand for extended periods
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Kneel, crawl, lay on back, side and stomach, and climb ladders
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Use repetitive motions while entering information in to a keyboard
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Have vision, depth perception, and peripheral vision sufficient to read computer screen data, distinguish colors, read blueprints, schematics, wiring diagrams, etc.
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Exert force of 50 pounds occasionally, and push, carry, pull and lift up to 25 pounds frequently, unassisted.
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Bend, stoop, and reach while installing or inspecting equipment.
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Grasp and handle documents and paper
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Speak and hear sufficiently to communicate effectively and accurately, and respond appropriately in person and using the phone.
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Work mandatory overtime, and report to work regardless of weather conditions. Some shifts/jobs may require working or being on-call nights, weekends and holidays. Incumbents may be subject to emergency and/or unplanned response or call out.
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Walk short distances frequently, and over various types of terrain in all weather conditions.
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Tolerate exposure to computer monitors, electronic equipment, high noise and sound levels (i.e. tones and alarms).
Recruitment Process
The following is a detailed description of the hiring process:
The effectiveness of the Kitsap 911 hinges on the quality of the personnel it employs and the level of public trust in those personnel. In order to qualify for a position with Kitsap 911 or to be placed on the hiring register, an applicant must successfully pass each phase before being able to proceed to the next process.
Kitsap 911 does not allow later arrivals to any part of the hiring process. If an applicant is late they may be disqualified.
Candidates may reapply after six (6) months if they do not pass testing, unless disqualified from further consideration for providing false or misleading information, withholding information, testing positive for illegal substances, cheating, or disruptive behavior.
- PHASE 1: SCREENING - Candidates are screened on the minimum qualifications and hiring standards the week after the position closes. Candidates MUST meet the minimum qualifications and pass the hiring standards to be eligible to be considered for the position. Candidates that do not meet the minimum requirements will be sent notification.
- PHASE 2: CRIMINAL HISTORY CHECK AND REFERENCE CHECK -A search of State and National Law Enforcement Databases which contain records of driver's license/history, arrests, convictions, warrants, restraining orders, sex offender registration and similar data. Candidates who do not meet Kitsap 911's "Background Standards" are disqualified from further consideration and may not reapply until within the timeline established for their violation. Kitsap 911 requires employment and personal references at the start of the hiring process. A standardized reference check form may be sent to each listed reference at any time during the process. Only include references you want us to contact early in the process on your reference form. Final candidates will be asked to provide additional references later in the process.
- PHASE 3: TESTING - Job related tests are given to qualified candidates only. Cutoff scores are predetermined.
PHASE 4: ORAL BOARD/PANEL INTERVIEWS/ASSESSMENT CENTER - In a panel interview each candidate will be asked a set of standardized questions focused on job related competencies. Although cut off scores are established in advance of the oral board only the top candidates will be contacted to advance to the next phase. Supervisory positions may go through an assessment center, which may include an oral board interview. Candidates that are not selected will receive written notification.- PHASE 5: BACKGROUND INVESTIGATION - The Background Investigators will verify applicant's credentials, criminal record and verification of at least three employment and personal references. To assist the Background Investigator the candidate will be required to complete a Personal History form; complete in person interviews and inquires, phone or mail inquiries; and documentation requests, reviews and certifications.
- PHASE 6: JOB PREVIEW - Final candidates may participate in a job preview to gain a more detailed understanding of job duties and requirements. Job preview may include orientation meetings, group questions and answer sessions or job shadowing with trained Kitsap 911 employees. Candidate participation in job shadowing sessions will be evaluated.
- PHASE 7: DIRECTORS INTERVIEW - Top Candidates will have an interview with Kitsap 911's Executive Director or designee prior to appointment. The Executive Director will ask a set of questions focused on job related competencies.
- PHASE 8: FINGERPRINT CHECK - Successful candidates are required to submit a fingerprint card, which is used to search State and National Law Enforcement Databases. Because this search usually takes more than one month to complete it may be conducted post-employment. Successful completion of the fingerprint search including timely submission of a fingerprint card is required either pre-employment or as a condition of continued employment.
- PHASE 9: JOB RELATED MEDICAL EXAMINATIONS - Final candidates will be required to pass all job related medical examinations, which include a vision examination, hearing examination, drug screen and Physical examination. Vision Examination: A qualified medical professional will assess your vision and determine if your vision is adequate to perform the essential functions of this position. Hearing Examinations: A qualified medical professional will assess your hearing and determine if your hearing is adequate to perform the essential functions of this position. Physical examination: A qualified medical professional will assess if you are physically able to perform the essential functions of this position. Drug Screening: Kitsap 911 policy is to test all final candidates to determine the presence of any substances noted in the Drug Possession/Usage section above. Drug screens will be conducted and evaluated by certified technicians. Candidates, who test positive for any substances noted in the Drug Possession/Usage section above, will not be eligible for employment with Kitsap 911.
HIRING REGISTER: Candidates that are not immediately selected but meet all of the minimum qualifications may be placed on a hiring register to be considered in the event that another position may open during the term of the hiring register. The term of the hiring register shall normally be for six (6) months and in no event longer than one (1) year.
Please make sure to enter an accurate telephone number and email on your application. Check your email and on-line account on a daily basis during the above time frames. We will primarily be communicating by email.
HIRING STANDARDS APPLY Kitsap 911 is a consolidated 911/public safety dispatch center. As such, all Kitsap 911 employees have access to sensitive law enforcement information, critical public safety infrastructure, or both. Further, employees assigned to Kitsap 911's Operations (dispatch), Information Technology, and Administrative divisions who have access to the National Criminal Information Computer System must meet minimum criminal history standards established by the FBI and Washington State Patrol. Because of the sensitive nature of these positions and responsibility placed on the personnel, a thorough background investigation is completed. The background investigation includes reference checks, interviews, criminal history, driving history, drug screening, and other miscellaneous categories. Any attempt to conceal or misrepresent information solicited during the selection process will result in disqualification.
Criminal Conviction Standards
The following convictions disqualify the individual for employment, unless the Kitsap 911 Director determines that extenuating circumstances exist where the severity of the offense and the time that has passed would support a variance.
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Felony conviction of any kind.
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Misdemeanor conviction over the age of 21 involving use or possession of firearms in the commission of a crime, crime of violence (for example assault and domestic violence), sex offense, fraud.
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Other than those identified above, misdemeanor convictions over the age of 21 may be considered on a case-by-case basis provided they did not occur within the last seven (7) years.
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Misdemeanor convictions under the age of 21 may be considered on a case-by-case basis provided they did not occur within the last five (5) years.
For this purpose, the term "conviction" shall include any disposition adverse to the subject, except a decision not to prosecute, a dismissal, or acquittal; provided, however, that a dismissal entered after a period of probation, suspension, or deferral of prosecution or sentence shall be considered a disposition adverse to the subject.
Drug Possession/Usage
The following drug possession/use disqualifies the individual for employment, unless the Kitsap 911 Director determines that extenuating circumstances exist that would support a variance, considering the severity of the offense and the time that has passed.
"Possession" is defined as having actual physical control of any illegal (non-prescribed) drug for personal use or otherwise.
"Use" is defined as: trying, testing, or experimenting, which includes, but is not limited to tasting, smoking, injecting, absorbing, sniffing, or inhaling.
This standard applies to synthetic versions of Schedule 1-5 drugs:
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Trafficking, selling, offering to sell, or transporting for sale of any illegal drugs, regardless of time frame.
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Use or possession of any non-prescribed Schedule 1-5 drugs (except use or possession of Cannabis/Hashish) over five (5) times combined.
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Use or possession of any non-prescribed Schedule 1 – 5 drugs (except use or possession of Cannabis/Hashish) in the last three (3) years.
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Use or possession of Opiates or Heroin, regardless of time frame.
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Injection of any non-prescribed drugs, regardless of time frame.
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Drug use or possession of any non-prescribed Schedule 1-5 drugs after submitting a application, while employed, or after having been employed by a law enforcement agency, (including military law enforcement), regardless of time frame.
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Intentional inhalation (huffed) of any aerosol or substance (nitrous oxide, whippets, paint, glue, DXM, etc) in the last three (3) years.
Examples of schedule 1-5 drugs include, but not limited to:
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Schedule 1 (RCW 69.50.204) - Examples could include: Codeine, Heroin, Morphine, Ecstasy, LSD, Peyote, GHB, Methaqualone, etc.
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Schedule 2 (RCW 69.50.206) - Examples could include: Opium, Cocaine, Codeine, Hydrocodone, Oxycodone, Methadone, Methamphetamine, Amphetamine, Depressants, Hallucinogenic substances, etc.
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Schedule 3 (RCW 69.50.208) - Examples could include: Stimulants, Depressants, Hallucinogens, Ketamine, Anabolic steroids, Hallucinogenic substances, etc.
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Schedule 4 (RCW 69.50.210) - Examples could include: Barbital, Diazepam, Fludiazepam, Halazepam,Lorazepan, Phenobarbital, etc.
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Schedule 5 (RCW 69.50.212) – Examples could include: Pyrovalerone, Lacosamid, Pregabalin and compounds containing limited amounts of narcotic drugs.
ADDITIONAL DATA
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This position is covered under a collective bargaining agreement (CBA) with the Kitsap 911 Employee's Guild.
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Classified as eligible for overtime under the Fair Labor Standards Act (FLSA)
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Kitsap 911 participates in E-Verify
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Kitsap 911 is an Equal Opportunity Employer (CALEA 4.1.4 c)
