Job Title

Salary : $69,744.00 - $93,804.00 Annually Location : King County - Tukwila, WA Job Type: Full Time - Permanent Job Number: CID_VIN__2094_PS5_022026 Department: Washington State Patrol Division: Criminal Investigation Division Opening Date: 02/05/2026 Closing Date: 2/15/2026 11:59 PM Pacific Salary Information: The high end of the salary range, Step M is typically a longevity step Description This recruitment may be used to fill multiple vacancies. About the Agency:The Washington State Patrol is committed to being an Equal Opportunity Employer and strives to foster an environment in which everyone is encouraged to be their authentic selves, communicate openly, and act with courage. The WSP is dedicated to promoting fair and equitable hiring, training, and promotional practices through innovative recruitment and retention strategies. About the Division: The Criminal Investigation Division (CID) Vehicle Identification Number (VIN) Program was established to detect and recover stolen motor vehicles and stolen vehicle parts and return them to their rightful owners. The goal of the VIN program, by partnering with CID detectives and other commissioned personnel is to deter auto theft and reduce the trade of stolen vehicles and stolen major component parts in Washington State. About the Position: The VIN Officer Supervisor position supports that mission by Supervising VIN Officers who conduct VIN inspections to examine and verify the identity of all non-owner retained salvage/rebuilt vehicles, assembled vehicles, or any vehicles referred by the Department of Licensing (DOL) prior to the issuance of a Washington registration or certificate of Title. In addition, the VIN Officer Supervisor oversees VIN Officers who assist WSP and allied law enforcement with the identification of suspected stolen vehicles and major component parts. Duties Our new teammate will be able to: Supervise VIN officers in their region of the state. Provide leadership, mentoring and coaching to VIN Officers. Coordinate, assign, supervise, and direct VIN Officers who conduct VIN Inspections. Conduct in person, hands on training regarding basic VIN procedures, chemical processing, and vehicle identification. Assign and schedule detachment personnel to specific work assignments to maintain a comprehensive VIN Program. Cover shifts in VIN lanes when VIN officers are away from work because of illness, vacation or vacancy. Effectively communicate expectations, complete performance evaluations, and implement corrective action as needed. Respond to the public's request for information, complaints, or questions through telephone calls, emails and face-to-face contact. Perform inspections of confidential vehicle identification numbers (VINs) to confirm vehicle identity and the authenticity of public VINs. Use hydraulic, pneumatic, electric and manual tools, die stamps and riveting tools to affix new VIN plates to appropriate vehicles. Conduct meetings with stakeholders in order to discuss potential issues, solve problems and help the VIN program grow. Oversee chemical and heat processing procedures to restore altered or obliterated VINs and oversee investigations of suspected stolen vehicles for follow up by law enforcement personnel. QualificationsRequired Qualifications: High school diploma or GED equivalent. Experience working with pneumatic, hydraulic, and manual automotive tools. Ability to lift up to 25 lbs. regularly in the performance of daily activities. Willingness to maintain the highest level of confidentiality at all times in accordance with established law. Must possess a valid driver's license, or the ability to obtain one within 30 days of employment. Some travel is required based upon business needs and training A current cover letter is required. Work Setting/Hazards:Indoor and Outdoor. Exposure to workplace hazards is limited to those commonly found in government office environments. Workplace environment typical to mechanic style garage with sometimes performing job functions outside. Exposures to acid and base chemicals, oils, solvents, and slips, trips, and falls are possible. Hazards associated include overhead impact and falling items, crawling under vehicles and the operation of power tools. Why work for the Washington State Patrol? 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 For more information regarding how to apply for this position, please click 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 click here to determine your eligibility. WSP Policy 1.04.020 - WSP does not engage in, or assist with, civil immigration enforcement, therefore; In no stage of the hiring process will the immigration status of family members of the candidate be investigated by the Washington State Patrol. Questions? Please contact Kelcie Westley at 360-704-2302 or via email at Check us out on: | | | | | 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 No additional point value is given for questions 1-3. Have you ever worked for the Washington State Patrol (WSP)? Yes No 02 If you answered "yes" to question #1, what month/year were you last employed with WSP? 03 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 05 +WSP-PBE02 - 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 could include: Codeine, Heroin, Morphine, Ecstasy, LSD, Peyote, GHB, Methaqualone, Cannabis, etc.Schedule II (RCW 69.50.206) - Examples could include: Opium, Cocaine, Codeine, Hydrocodone, Oxycodone, Methadone, Methamphetamine, Amphetamine, Depressants, Hallucinogenic substances, etc. Schedule III (RCW 69.50.208) - Examples could include: Stimulants, Depressants, Hallucinogens, Ketamine, Anabolic steroids, Hallucinogenic substances, etc. Schedule IV (RCW 69.50.210) - Examples could include: Barbital, Diazepam, Fludiazepam, Halazepam, Lorazepam, Phenobarbital, etc. Schedule V (RCW 69.50.212). Have you possessed or used any non-prescribed Schedule 1-5 drugs (except for Cannabis) over five (5) times combined within the last 10 years? This also applies to synthetic versions of these drugs. Yes No 06 +WSP-PBE03 - Have you possessed or used any non-prescribed Schedule 1-5 drugs (except for Cannabis) in the last three (3) years? This also applies to synthetic versions of these drugs. Yes No 07 +WSP-PBE05 - Have you been convicted of Driving Under the Influence (DUI) within the last 10 years? Yes No 08 +WSP-PBE06 - Have you been convicted of a misdemeanor involving DUI more than once? Yes No 09 +WSP-PBE07 - Have you ever injected any non-prescribed illegal drugs? Yes No 10 +WSP-PBE08 - Have you ever knowingly trafficked, sold, offered to sell, or transported for sale any illegal drugs after age 13? Yes No 11 +WSP-PBE09 - Have you ever possessed or used any non-prescribed Schedule 1-5 drugs (except Cannabis) after submitting any law enforcement application? Yes No 12 +WSP-PBE10 - Have you ever possessed or used Heroin or its derivatives? Yes No 13 +WSP-PBE11 - Have you ever used or illegally possessed any non-prescribed Schedule 1-5 drugs while employed by a law enforcement agency (this includes military law enforcement)? Yes No 14 +WSP-PBE12 - For the following questions, the term "conviction" refers to any disposition adverse to you. A decision not to prosecute, a dismissal, or acquittal will not be considered a conviction for the purpose of these questions; however, a dismissal received after a period of probation, suspension, or deferral of prosecution or sentence will be considered a conviction for the purposes of these questions. Have you ever been convicted of a felony? Yes No 15 +WSP-PBE13 - Have you intentionally inhaled (huffed) any aerosol or substance (nitrous oxide, whippets, paint, glue, DXM, etc.) in the last three (3) years? Yes No 16 +WSP-PBE14 - Have you ever been convicted of a misdemeanor involving the use or possession of firearms in the commission of a crime, crimes of violence (i.e., domestic violence, assault, sex crimes, etc.), or controlled substances? Yes No 17 +WSP-PBE15 - Have you been convicted of a misdemeanor in the last three (3) years? Yes No 18 +WSP-PBE16 - Have you been convicted of a misdemeanor (other than those listed in PBE14) OVER the age of 21? Yes No 19 +WSP-PBE17 - Have you ever been convicted of a misdemeanor UNDER the age of 21? Yes No 20 +WSP-PBE18 - Have you been convicted of more than two (2) major moving violations (Reckless Driving, Negligent Driving 2nd Degree, etc.) in the last five years? Yes No 21 +WSP-PBE19 - Have you ever been convicted of a crime or had a charge reduced or dismissed for any reason? Yes No 22 +WSP-PBE20 - If you answered Yes to one or more questions listed in #5 through #22, you MUST provide detailed information (including dates) for each situation. NOT PROVIDING AN EXPLANATION FOR EACH YES ANSWER WILL DISQUALIFY YOU FROM FURTHER CONSIDERATION FOR THIS POSITION. If you marked No to each of these questions please type -Does not apply-. 23 Are you legally authorized to work in the United States? Yes No 24 Will you now or in the future require 'sponsorship for an immigration-related employment benefit?For purposes of this question "sponsorship for an immigration-related employment benefit" means "an H-IB visa petition, an 0-1 visa petition, an E-3 visa petition, TN status and 'job flexibility benefits' (also known as 1-140 portability or Adjustment of Status portability) for long-delayed adjustment of status applications that have been pending for 180 days or longer." (please contact us at the email address on the bottom of this job posting if you are uncertain whether you may need immigration sponsorship or desire clarification.) Yes No 25 Do you possess a valid, unrestricted Washington state drivers license or are you able to obtain one within 30 days of employment? Yes No 26 Which of the following best describes your highest level of education? High School Diploma or GED equivalent. Some College but no degree. Associates Degree. Bachelor's Degree or Higher. None of the above. 27 Which of the following best describes your experience working as a Peace Officer, Vehicle Identification Number Officer, Code Enforcement Officer, Community Service Officer, or Tow and/or Wrecking Yard Inspector? I have less than 12 months of this type of experience. I have at least 1 year of this type of experience. I have at least 2 years of this type of experience. I have 3 or more years of this type of experience. I do not have this type of experience. 28 Which of the following best describes your experience working with pneumatic, hydraulic, and manual automotive tools? I have less than 12 months of this type of experience. I have at least 1 year of this type of experience. I have at least 2 years of this type of experience. I have 2 or more years of this type of experience. I do not have this type of experience. 29 If selected for this position, you must maintain the highest level of confidentiality at all times, in accordance with established law. Are you willing to maintain confidentiality? Yes No 30 This position performs inspections by physically crawling in or under vehicles to identify and confirm the authenticity of all VINs. Are you willing and able to crawl under vehicles (indoor/outdoor) to perform inspections? Yes No 31 Are you willing and able to occasionally work overtime when needed to meet critical deadlines.? Yes No 32 Local and/or regional travel may be required to attend meetings or provide trainings. Are you able and willing to travel occasionally to meet business needs? Yes No 33 VIN Officers are exposed to vehicle exhaust, fumes, and chemicals. Are you willing and able to work in this type of environment? Yes No 34 Which of the following best describes your work experience as an ASE Certified Mechanic? I have less than 12 months of this type of experience. I have at least 1 year of this type of experience. I have 2 or more years of this type of experience. I do not have this type of experience. 35 Do you have experience in a lead or supervisory role where you were expected to mentor, coach, and train employees, while maintaining compliance with laws, rules, and regulations? Yes, I have this type of experience. No, I do not have this type of experience. 36 If you selected "Yes" to the question above, please explain in detail the experience you have working in a lead or supervisory role. 37 At times you may encounter upset or emotional customers. Are you willing and able to employ de-escalation strategies during these times? Yes No 38 As part of the pre-employment process, are you willing and able to undergo an extensive background investigation? This would include a polygraph examination, credit check, criminal records check, and fingerprinting. Yes No 39 In order to be considered for this position, you must have included a cover letter. Did you attach your cover letter? Yes No 40 Where did you learn of this opportunity? WSP Recruiter/Hiring Event Family/Friend works for WSP WSP Website Direct Text Message with a Recruiter Through Interview Now Miramar Social Media Airport Marketing Indeed Handshake Email Broadcast Email Broadcast Other Required Question