How to hire a deputy probation officer

How to hire a deputy probation officer, step by step

Here's a step-by-step deputy probation officer hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the deputy probation officer you need to hire. Certain deputy probation officer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A deputy probation officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, deputy probation officers 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 presents deputy probation officer salaries for various positions.

   Type of Deputy Probation Officer	Description	Hourly rate
   Deputy Probation Officer	Probation officers and correctional treatment specialists monitor and work with probationers to prevent them from committing new crimes.	$14-33
   Probation And Parole Officer	A probation and parole officer is responsible for monitoring the activities and behavior of a probationary or paroled offender outside the prison, making sure they never commit crimes again or return to the life of crime. Part of their job is to study the offenders' criminal history, develop and recommend rehabilitation and treatment plans, coordinate other services, and ensure that the offender knows the conditions of their release... Show more	$14-33
   Juvenile Probation Officer	A juvenile probation officer is in charge of managing and supervising cases of youth offenders who are under parole or probation. Their responsibilities typically revolve around monitoring the youth offenders' activities by conducting regular visits and interviews, recommending rehabilitation plans, testifying in court as needed, and coordinating with external parties such as schools, social services, and law enforcement agencies... Show more	$14-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Rehabilitation
   • Public Safety
   • Mental Health
   • Law Enforcement Agencies
   • Criminal Justice
   • Court Reports
   • Crisis Intervention
   • Supervision Plan
   • CPR
   • Community Resources
   • Court Orders
   • Substance Abuse
   • Intake Interviews
   • Treatment Programs

   Check all skills

   Responsibilities:

   • Interview probationers regularly to evaluate their progress in accomplishing goals specify in their probation contracts and rehabilitation plans.
   • Practice motivational interviewing techniques to maximize offender rehabilitation.
   • Supervise offenders on probation and parole, complete social histories/assessments/investigations for the sentencing court or parole board, case management.
   • Conduct urinalysis testing for illicit substance abuse of clients.
   • Practice motivational interviewing techniques to maximize offender rehabilitation.

   More deputy probation officer duties

3. Make a budget

   Including a salary range in your deputy probation officer job description is one of the best ways to attract top talent. A deputy probation officer can vary based on:

   • Location. For example, deputy probation officers' average salary in missouri is 50% less than in nevada.
   • Seniority. Entry-level deputy probation officers 56% less than senior-level deputy probation officers.
   • Certifications. A deputy probation officer with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a deputy probation officer's salary.

   Average deputy probation officer salary

   $46,918yearly

   $22.56 hourly rate

   ---

   Entry-level deputy probation officer salary

   $31,000 yearly salary

   Updated December 16, 2025

   Average deputy probation officer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$58,165	$28
   2	Oregon	$57,799	$28
   3	New York	$56,105	$27
   4	Massachusetts	$53,552	$26
   5	West Virginia	$42,515	$20
   6	Florida	$39,289	$19

   Average deputy probation officer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Catholic Health East	$56,441	$27.14
   2	Ventura County Community Foundation	$56,089	$26.97
   3	County Of Los Angeles Public Library	$54,689	$26.29
   4	United States Courts	$46,757	$22.48	66
   5	SHASTA COUNTY	$46,533	$22.37	6
   6	COUNTY OF MERCED	$45,993	$22.11	7
   7	State of West Virginia	$43,840	$21.08	23
   8	Port Authority of New York and New Jersey	$43,501	$20.91	1
   9	City of El Dorado	$40,668	$19.55	2
   10	County Of Ventura	$40,583	$19.51	7
   11	County of Nevada, CA	$40,128	$19.29
   12	City of San Luis Obispo	$39,096	$18.80	3

4. Writing a deputy probation officer job description

   A deputy probation officer 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 deputy probation officer job description:

   Deputy probation officer job description example

   **Title:**
   
   TRMC Deputy Chief Data Officer
   
   The successfully selected candidate for this Deputy Chief Data Officer (DCDO) position will be a full-time employee of the KBR team supporting our Test Resource Management Center's (TRMC) contract with integration of Big Data/Knowledge management project. The DCDO, will be responsible for overseeing knowledge management of TRMC business data and investments designed to make technical data more discoverable, accessible, and usable across DoD. The DCDO will work directly with Test and Training ranges, helping CTEIP, JMETC and T&E S&T deploy KM-friendly solutions while delivering pilot and prototype Big Data / Knowledge Management solutions in conjunction with TRMC T&E Big Data Analytics & Knowledge Management initiative. The selected candidate will lead and mentor a cross-organizational team working together to identify barriers and complete required technical work. Develop innovative technical and non-technical solutions and methodologies to DoD-wide problems within internal & external cost/schedule/capability constraints. Work with senior leadership to estimate and plan resources to implement plan across TRMC PE and Service T&E budgets. Advocate and defend big data investment plan with Services/Agencies to ensure successful execution of TRMC's big data initiative. Communicate TRMC vision for big data in DoD Strategic Plan for T&E Resources and appropriate DoD T&E community forums. Become established as a functional authority on big data investments in the T&E community. These solutions will serve as the basis of a major, multi-year investment that will streamline knowledge management and data analysis across the Department.
   
   **Must have the following:**
   
   + _**Candidate must be a U.S. Citizen with the ability to obtain a Top Secret Security Clearance**_
   
   + Bachelor's Degree or equivalent experience
   
   + A minimum of 12 years program related experience in related areas with at least 7 years' experience to include the following: a. DoD Testing and Training Ranges, b. Military Instrumentation Systems c. Data Analysis Distributed Test and or Training Experience
   
   + Experience working with DoD Wide Area Networks and familiarity with various network architectures, multicast data flows, and common protocols
   
   **Prefer Knowledge in any or all of the following:**
   
   + Modeling and Simulation (M&S)
   
   + Live, Virtual and Constructive (LVC) Environments
   
   + Test Analysis and Test Planning
   
   + DREN, SDREN and DISN engineering experience
   
   + Middleware protocols- HLA, DIS and TENA
   
   + TRMC, CTEIP and S&T Programs
   
   + DoD Programs and Acquisition process
   
   + Testing in Distributed Exercises/Events
   
   + CHEETAS
   
   In compliance with the U.S. federal government's vaccine mandate, only candidates who are fully vaccinated for COVID-19 or have a reasonable accommodation or approved medical exception will be considered for this position.
   
   KBR is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.

   Copy this example

   

5. Post your job

   There are a few common ways to find deputy probation officers 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 deputy probation officer job on Zippia to find and recruit deputy probation officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit deputy probation officers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 deputy probation officer

   Once you've selected the best deputy probation officer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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