How to hire an emergency operator

How to hire an emergency operator, step by step

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

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

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1. Identify your hiring needs

   First, determine the employments status of the emergency operator you need to hire. Certain emergency operator 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

   An emergency operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, emergency 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.

   Here's a comparison of emergency operator salaries for various roles:

   Type of Emergency Operator	Description	Hourly rate
   Emergency Operator	Police, fire, and ambulance dispatchers, also called public safety telecommunicators, answer emergency and nonemergency calls.	$12-26
   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
   Police Dispatcher	Police Dispatchers are responsible for assessing incoming calls and deploying police resources using professional judgment. Their duties include answering emergency calls from agencies and the public, gathering information from police systems and call handlers, conducting priority assessments based on vulnerability and risks, and liaising with police officers to determine the logistics of place and time of an incident lodged... Show more	$13-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Emergency Situations
   • Emergency Operations
   • Emergency Services
   • EMS
   • Computer Aided Dispatch
   • Emergency Response
   • Non-Emergency Calls
   • EMT
   • Law Enforcement Agencies
   • CCTV
   • Computer System
   • EOC
   • Customer Calls
   • Emergency Phone Calls

   Check all skills

   Responsibilities:

   • Manage busy company switchboard, operating PBX or private branch exchange systems to facilitate connections.
   • Utilize CCTV system to monitor and record activity in and around the facility.
   • Answer emergency calls/dispatch police fire and sheriff, enter and cancel stolen property and vehicles, run criminal history
   • Certify by APCO as a nationally recognize emergency dispatcher.

3. Make a budget

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

   • Location. For example, emergency operators' average salary in arkansas is 59% less than in oregon.
   • Seniority. Entry-level emergency operators earn 54% less than senior-level emergency operators.
   • Certifications. An emergency 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 an emergency operator's salary.

   Average emergency operator salary

   $38,458yearly

   $18.49 hourly rate

   ---

   Entry-level emergency operator salary

   $26,000 yearly salary

   Updated January 21, 2026

4. Writing an emergency operator job description

   A job description for an emergency operator role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an emergency operator job description:

   Emergency operator job description example

   * Hours are 2PM to 10PM, Monday - Friday*
   
   Primary Responsibilities
   
   * This position will monitor all CBRNE network activity in a DOD Emergency Operations Center.
   
   * Candidate will be responsible for resolving technical problems and answering queries by telephone in support of internal and/or outside customer computer hardware, software, and network devices. May route calls to technical specialists.
   
   * Candidate will be responsible for performing a wide variety of nonstandard complex tasks using advanced techniques and requiring knowledge of Chemical, Biological, Radiological, Nuclear and Explosive (CBRNE) disciplines. Maintains policies and procedures for specific emergency response, continuity planning and disaster recovery operations.
   
   * Maintain a working knowledge and understanding of the technology used in supporting the EOC and response procedures.
   
   Basic Qualifications
   
   * High School diploma, with additional specialized technical training equivalent to a technical Associate degree and/or demonstrated ability to perform assigned technical/para-engineering tasks and 3 Years of experience
   
   * Must have an active SECRET Clearance with the ability to obtain a TOP SECRET
   
   * Must have ability to work flexible hours
   
   * Candidate must have strong interpersonal skills and must be able to work effectively in a team environment.
   
   * They must be able to follow written and oral instructions regarding operational procedures in an emergency operations center environment and carry out tasks with minimal supervision and oversight.
   
   * Demonstrate the ability to perform all duties in a tactful and professional manner during high stress emergency situations; clear communication and technical writing skills, proficient in Microsoft Windows Operating Systems, Microsoft applications suite and web-based application environments.
   
   * Candidate must demonstrate the ability to manage information between multiple organizations over numerous communications vectors such as phone lines, software interfaces and web-based tools during emergency operations.
   
   * Candidate must be able to combine communication and problem solving skills when dealing with representatives from various organizations and information sources during emergent and non-emergent conditions.
   
   Preferred Qualifications
   
   * One (1) or more years of experience in an Emergency Operations Center or Command Post Environment
   
   * Ability to work independently, research, troubleshoot and resolve complex issues
   
   * The ability to work under tight deadlines
   
   * Demonstrated ability to effectively prioritize and execute tasks appropriately, on time and to a high standard in a high-pressure environment
   
   * Demonstrates strong initiative, self-motivation, and commitment to the job.
   
   * Experience in a technical call center or crisis management center
   
   * Experience with decision support and network management software
   
   * NIMS ICS300 & ICS400 certifications
   
   * Experience in related fields that include Business Continuity Planning and Disaster Recovery
   
   * Past military experience with a background in Chemical, Biological and Radiological monitoring or civilian emergency response.
   
   * Certification for Hazardous Waste Operations and Emergency Response (HAZWOPER)
   
   * Ability to quickly learn and assimilate specific customized software tools and products in support of the emergency operations center, including the following categories of tools: Geographical Information System (GIS), Video camera displays, Emergency notification systems, Device-specific displays, Atmospheric plume models and Building architectural displays
   
   Pay Range:
   
   Pay Range $52,650.00 - $81,000.00 - $109,350.00
   
   The Leidos pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.
   
   Covid Guidance for the US
   
   In order to enter Leidos facilities in the U.S. and to attend Leidos events outside our facilities, employees are required to be vaccinated for COVID-19 or maintain proof of a negative COVID-19 test within 96 hours of entry. In addition, we are receiving guidance from certain customers that onsite contractor personnel will need to be fully vaccinated to access customer facilities. If you are not vaccinated, please consider getting your COVID-19 vaccination as soon as possible. If you have any questions, please contact your Talent Acquisition POC.
   
   About Leidos
   
   Leidos is a Fortune 500 technology, engineering, and science solutions and services leader working to solve the world's toughest challenges in the defense, intelligence, civil, and health markets. The company's 44,000 employees support vital missions for government and commercial customers. Headquartered in Reston, Virginia, Leidos reported annual revenues of approximately $13.7 billion for the fiscal year ended December 31, 2021. For more information, visit www.Leidos.com.
   
   Pay and Benefits
   
   Pay and benefits are fundamental to any career decision. That's why we craft compensation packages that reflect the importance of the work we do for our customers. Employment benefits include competitive compensation, Health and Wellness programs, Income Protection, Paid Leave and Retirement. More details are available here.
   
   Securing Your Data
   
   Beware of fake employment opportunities using Leidos' name. Leidos will never ask you to provide payment-related information during any part of the employment application process (i.e., ask you for money), nor will Leidos ever advance money as part of the hiring process (i.e., send you a check or money order before doing any work). Further, Leidos will only communicate with you through emails that are generated by the Leidos.com automated system - never from free commercial services (e.g., Gmail, Yahoo, Hotmail) or via WhatsApp, Telegram, etc. If you received an email purporting to be from Leidos that asks for payment-related information or any other personal information (e.g., about you or your previous employer), and you are concerned about its legitimacy, please make us aware immediately by emailing us at [email protected].
   
   If you believe you are the victim of a scam, contact your local law enforcement and report the incident to the U.S. Federal Trade Commission.
   
   Commitment to Diversity
   
   All qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family structure, marital status, ancestry, domestic partner status, sexual orientation, gender identity or expression, veteran or military status, or any other basis prohibited by law. Leidos will also consider for employment qualified applicants with criminal histories consistent with relevant laws.

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5. Post your job

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

6. Interview candidates

   To successfully recruit emergency 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 emergency operator

   Once you've decided on a perfect emergency 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new emergency operator. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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