How to hire a 911 operator

How to hire a 911 operator, step by step

Here's a step-by-step 911 operator hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a 911 operator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new 911 operator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your 911 operator job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a 911 operator for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A 911 operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, 911 operators from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of 911 operators.

   Type of 911 Operator	Description	Hourly rate
   911 Operator	Police, fire, and ambulance dispatchers, also called public safety telecommunicators, answer emergency and nonemergency calls.	$13-25
   Communications Dispatcher	Communications dispatchers are responsible for answering emergency calls and dispatch officials to sort out the situation. They are often called 911 operators or 911 dispatchers and respond to the calls from the public and relay the messages to the medical personnel, police, or the fire staff to the scene of the emergency occasion... Show more	$12-22
   Public Safety Dispatcher	A public safety dispatcher is primarily responsible for handling emergency or non-emergency calls from the public. They are in charge of identifying the caller's needs calmly and proactively, dispatching law enforcement officers or emergency responders at the scene in a timely and efficient manner... Show more	$12-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • EMS
   • Computer Aided Dispatch
   • Public Safety Agencies
   • CAD
   • NCIC
   • Law Enforcement Agencies
   • Dispatch System
   • Non-Emergency Services
   • Computer System
   • CPR
   • Dispatch Police
   • Medical Dispatch
   • EMD
   • Non-Emergency Situations

   Check all skills

   Responsibilities:

   • Dispatch the police, fire, and ems as necessary.
   • Qualify to give first aid and CPR instruction by phone.
   • Pass a training academy and take an EMD state test.
   • Classify all incoming fire side calls per the correct EMD nature.
   • Enter criminal/ traffic warrants, missing persons, articles, stolen vehicles, guns into NCIC system.
   • Operate a multi-line telephone console system, alert system, and TDD system for the deaf and hearing-impair.

3. Make a budget

   Including a salary range in your 911 operator job description is a great way to entice the best and brightest candidates. A 911 operator salary can vary based on several factors:

   • Location. For example, 911 operators' average salary in arkansas is 59% less than in california.
   • Seniority. Entry-level 911 operators earn 48% less than senior-level 911 operators.
   • Certifications. A 911 operator with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a 911 operator's salary.

   Average 911 operator salary

   $39,511yearly

   $19.00 hourly rate

   ---

   Entry-level 911 operator salary

   $28,000 yearly salary

   Updated December 20, 2025

4. Writing a 911 operator job description

   A 911 operator job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a 911 operator job description:

   911 operator job description example

   We are committed to building an inclusive workforce that is representative of our diverse community. Applicants with equivalent experience and/or education should apply.Our hiring managers begin reviewing applications after the Job Posting End Date (see below) and will begin contacting applicants soon after that date. Thank you for your patience as we give each application the time and attention that it deserves.
   Job
   Title: 911
   Dispatch Operator (Telecommunicator)
   
   Department: Public
   Safety Communications
   
   Hiring
   Range: $18.90 - $20.46
   
   Posted Internally and Externally
   
   Job Posting End Date:
   
   Purpose of the position:
   Responsible and timely operation of communication equipment to receive and transmit emergency calls for the Buncombe County Emergency Services Department. This posting is to fill multiple full-time positions.The rate of pay for this position starts at $18.90/hour. Telecommunicators who work scheduled night shifts will receive an additional $2.00/hour.
   
   Essential Functions of the position:
   Receiving emergency and non-emergency calls from the public through the emergency telephone system Obtaining pertinent information from callers to determine the nature and location of the emergency Prioritizing and dispatching calls for service for all three emergency service disciplines (fire, police, and medical) Handling radio requests from emergency response units Maintaining location and status information of emergency response units Maintaining accurate and timely records Providing information or referral options to the public as requested Perform other related duties as assigned.
   
   Minimum Education, Training and/or Experience:
   High school education or equivalent; minimum two (2) years' experience in a public facing/customer service related position preferred.
   
   Additional Training and Experience:
   Within the first 6 months of employment, incumbent must complete the EMD and EPD certificates. Bilingual preferred.
   
   License or Certification Required by Statute or Regulation:
   Telecommunicator Certification
   
   Knowledge, Skills, Abilities, and Other Abilities:
   Knowledge of rules, regulations, and procedures, including safety procedures, such as CPR and first aid. Knowledge of telecommunications systems, which may include transmission, broadcasting, and switching systems, and computerized databases, including teletype operations and procedures.Knowledge of basic dispatch codes, as well as standard abbreviations and industry terminology commonly used by emergency medical services and law enforcement agencies.Knowledge of the geographical layout of the County as to location of streets, important buildings, and other landmarks.Ability to use logic and reasoning to reach conclusions and approaches to problems Ability to use judgment and decision-making skills to evaluate situations, establish priorities, and resolve matters Ability to work under stressful situations Ability actively listen and communicate effectively through clear speech and hearing Ability to establish priorities an pass on information as needed Ability to elicit information necessary for proper dispatching from persons who may be distressed.Ability to exercise sound judgment in emergency situations.Ability to speak clearly, distinctly and professionally.Ability to deal tactfully and courteously with the public.Ability to maintain files, records and reports.
   
   In order to uphold internal pay parity and equity, salaries are non-negotiable for new and current Buncombe County employees. All new employees are paid according to their years of relevant education and experience above minimum requirements for the position and employees have the opportunity to obtain pay increases via cost of living increases and promotions.
   
   Buncombe County Government realizes the importance of a diverse professional workforce and the need to foster a responsive and innovative organizational culture, one that fully engages all of our employees, honoring and building on each employee's unique experiences, opinions, and perspective.
   
   It is the policy of Buncombe County to provide equal employment opportunities (EEO) to all persons regardless of race, color, religion, sex, national origin, political affiliation, physical or mental disability, age, veteran status, genetic information, sexual orientation, gender identity or any other legally protected class under federal or NC State law. In addition, Buncombe County expressly prohibits any form of workplace harassment or discrimination.
   
   Applicants for employment are invited to participate in the affirmative action program by reporting their status as a protected veteran or other minority. In extending this invitation, we advise you that: (a) workers (applicants) are under no obligation to respond but may do so in the future if they choose; (b) responses will remain confidential within the human resource department; and (c) responses will be used only for the necessary information to include in our affirmative action program. We are a company that values diversity. We actively encourage women, minorities, veterans and disabled employees to apply. Refusal to provide this information will have no bearing on your application and will not subject you to any adverse treatment.

   Copy this example

   

5. Post your job

   There are a few common ways to find 911 operators for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your 911 operator job on Zippia to find and recruit 911 operator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit 911 operators, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new 911 operator

   Once you've decided on a perfect 911 operator candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new 911 operator first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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