Salary : $74,268.00 - $99,924.00 Annually
Location : King County - Bellevue, WA
Job Type: Full Time - Permanent
Job Number: ITD_ITCSJ_#1878_2026
Department: Washington State Patrol
Division: Information Technology Division
Opening Date: 07/08/2026
Closing Date: 7/15/2026 11:59 PM Pacific
Salary Information: The high end of the salary range, Step M is typically a longevity step

Description
If you answer YES to any of these questions this is the perfect opportunity for you!

• Are you a self-starter with strong leadership skills?
• Do you thrive in a team environment?
• Do you want a position with career growth opportunities?

Duties

The Mobile Office Platform (MOP) System Support Technician's main purpose is to ensure that hardware and software issues are handled as expeditiously as possible to minimize a user's downtime. Additionally, this position is responsible for scheduling the replacement of computers through the Standard Technology Replacement (STR) process with Troopers and Sergeants.

Our new teammate will be able to:

• Installs and Configures Mobile Office Platform (MOP) hardware and software in patrol vehicles.
• Performs setup and configuration of MOP system hardware and software.
• Coordinates, and schedules new installations with Field Operations Bureau (FOB) personnel.
• Using advanced administrative rights, configures, troubleshoots and installs updated applications and operating systems on all mobile devices within a geographic area.
• Modifies software, firmware, and hardware to ensure installed devices, laptop/tablet, in-car camera, license plate readers and existing vehicle systems operate as expected and are not in conflict with each other.
• Conducts Standard Technology Replacement (STR) on schedule to ensure MOP components do not fall outside of warranty.
• Troubleshoots and corrects issues with MOP hardware and software.
• Analyze and troubleshoot hardware, software, and network issues.
• Respond to trouble calls to correct issues with MOP hardware and software.
• Conducts troubleshooting and diagnostics of MOP equipment.
• Resolves customer technical support issues directly, or coordinate the resolution of issues with other technical staff.
• Provides general technical support
• Ensures complete and accurate WSP technology asset inventory is maintained.

Qualifications

Required Qualifications:

• An Associate's degree or higher in Computer Science; Information Technology or closely related field OR
  • completion of a two-year accredited vocational training program in information technology or related program.
  • Working experience at the journey level (typically obtained through 4 to 6 years as an IT professional) may be substituted for education year for year.
• Demonstrated skill with one year journey-level experience (typically obtained through 4 to 6 years as an IT professional) in the support and use of the following technologies/software in an enterprise organization:
  • Microsoft Windows operating systems
  • Microsoft Office products
  • Wireless connectivity
  • Air card connection to cellular networks
  • Virtual Private Networks

The full position description is available upon request.

• A healthy life/work balance by offering flexible schedules and telework options for most positions.
• An Infants at Work Program that is based on the long-term health values of infant-parent bonding and breastfeeding newborns.
• Continuous growth and development opportunities.
• Opportunities to serve your community and make an impact through meaningful work.
• Employment opportunities that recognize military veterans and/or military spouse per Governor Executive Order 19-01.
• Qualification for the .

Supplemental Information

NOTE: This is not a full-time telework position. Candidates must be able and willing to work in the office and commute to here. A hybrid work schedule may be available after training and/or probationary period has been successfully completed.
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.
For more information regarding how to apply for this position, please click here.
Questions?

Please contact Aleesha Brown at (360) 704-2312 or via e-mail at
Check us out on: WSP's Website | Facebook| Twitter | Instagram | YouTube | LinkedIn
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

+WSP-PBE01 - The Washington State Patrol has strict hiring standards for all employees within our agency. Carefully review questions 5 - 23 and respond honestly. If you are selected to move forward in the hiring process, you will be required to respond to these questions during a polygraph test. UNTRUTHFUL RESPONSES WILL RESULT IN YOUR PERMANENT DISQUALIFICATION FOR EMPLOYMENT WITH OUR AGENCY. "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 permanently disqualify you from employment with our agency?

• Yes
• No