Arcadia Regulation and Prevention Technician, Wildland Fire Management Supervisor (WFMSup)
State of Washington
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Job summary
State of Washington is seeking a skilled Arcadia Regulation and Prevention Technician, WFMSup, to manage burn permits, apply regulations, and lead wildland fire investigations in the Northeast Region (Deer Park). This full-time role requires NWCG qualifications and strong communication with stakeholders.
The position offers a competitive monthly salary and benefits, with a mix of field and office work and potential flexibility in hours.
Qualifications
- Two years' experience in wildland fire management, natural resource, forestry, or related field.
- NWCG Qualifications as a Single Resource Boss (any).
- Bachelor's degree in Fire Science/Natural Resources or related field with two years of wildland firefighting and one year supervising.
Responsibilities
- Administer and approve burn permits, interpret/apply fire regulations and IFPL restrictions.
- Conduct wildland fire investigations and act as a Wildland Fire Investigator.
- Lead NWCG fire courses for wildland training and participate in prevention activities.
- Coordinate with fire suppression resources to suppress and prevent spread of wildland fire.
Skills
Education
Tools
Job description
Arcadia Regulation and Prevention Technician, Wildland Fire Management Supervisor (WFMSup)
Recruitment #2026-10-4458
Full-time, Permanent, Represented position (WPEA)
Location: Northeast Region- Deer Park, WA
Work Hours flexibility may be available and considered
Salary: $4,201.00 - $5,642.00 Monthly
Under the direction of the Assistant Fire Management Officer for Regulation, the Regulation & Prevention Technician position has great influence on the quality, image, and message delivered to the general public of Washington State. This position works closely with stakeholders and other agencies, and plays a leadership role in fire suppression activities. The majority of the duties will include administering and approving burn permits, interpreting/applying fire regulations and IFPL restrictions, conducting wildland fire investigations, and fire suppression. This position will act as a Wildland Fire Investigator regularly. The Regulation & Prevention Technician works closely with fire suppression resources to suppress and prevent the spread of wildland fire. Other duties will include but are not limited to being a lead and/or unit instructor for NWCG fire courses for wildland fire training, and leading and participating in wildland fire prevention activities. The Arcadia District is a fast‑paced and complex work environment that requires an individual who will work within the team goals and dynamics to be successful.
- Two years' experience in wildland fire management, natural resource, forestry, or related field; OR an equivalent combination of education and/or experience.
- NWCG Qualifications as a Single Resource Boss (any).
- Effective written and verbal communication skills.
- Encourages team unity through sharing information or expertise, working together to solve problems, and putting team success first.
- Accustomed to tailoring communication to the needs and preferences of others.
- Creates a positive work environment where all staff are motivated to do their best.
- Safely performs work at all times. Avoids shortcuts that increase health and safety risks to self or others.
- Maintains an open, approachable manner and treats others fairly and respectfully.
- Preserves others' self‑confidence and dignity, showing respect for their opinions and perspectives.
- Commitment to fostering and supporting an environment that honors diversity, equity, inclusion, and environmental justice practices.
- Perform assigned duties in a manner consistent with applicable laws, regulations, and public records retention, and ensure requests are followed.
- Personal Accountability
- Value Others
- Compassionate Communication
- Inspire Others
- Commitment to Excellence
- Must pass work capacity test annually at the arduous level as required by NWCG.
- The assigned duty station is the Deer Park work center. Work is performed in an office setting (75%) and alone in isolated unimproved natural areas within the unit (25%). Incumbent must be able to traverse uneven terrain in all weather conditions. These duties may involve fieldwork requiring physical performance calling for above-average endurance and superior conditioning.
- This position will be assigned an agency vehicle. Position requires significant driving and field visits within the assigned area.
- A current, valid driver’s license and two years of driving experience. Additionally, DNR requires state drivers to possess a license that is not suspended, revoked, or restricted (for example, Occupational/Restricted Driver Licenses or requiring ignition interlock devices). This position requires driving as an essential function. Finalists and/or interview candidates will be asked to provide a driving record from all states in which they have held a license during the past three years.
- A bachelor's degree in a Fire Science, Natural Resources, or related field with two years of wildland firefighting experience and one year of experience supervising wildland firefighters.
- NWCG Qualifications:
- 2 NWCG Single Resource Boss qualifications (1 must either be Engine Boss or Crew Boss)
- NWCG Incident Commander Type 4
- NWCG Wildland Fire Investigator
- Skilled in supervision, leadership, and management of people.
- Experience in computer applications such as Microsoft Word, Excel, mapping, and Global Positioning technology.
At DNR, we approach our work through the lens of making Washington a better place environmentally and are dedicated to serving Washington’s lands and communities through diversity, equity, and inclusion.
Our actions ensure a future where Washington’s lands, waters, and communities thrive.
Manage, sustain, and protect the health and productivity of Washington’s lands and waters to meet the needs of present and future generations.
- Integrity—Staff who work at the Department of Natural Resources are principled and consistent on behalf of all Washingtonians.
- Respect—Employees value and respect the public DNR serves, and one another.
- Professionalism—The Agency is committed to professionalism and civil conduct.
- Joy—DNR’s work involves some of the most pressing challenges and opportunities impacting Washington, which staff meet with curiosity and gratitude.
- Commitment to organizational health and wellness
- Work/life balance
- DNR Employee Resource Groups (Diversity, Equity and Inclusion Council, Women’s Employee Resource Group, Veterans Employee Resource Group, etc.)
- Statewide Employee Business Resource Groups, visit here to learn more
- Leadership that empowers and supports employees
- Professional development opportunities
- Educational and career development aid
- Public Service Loan Forgiveness Eligibility
- Opportunities to participate in wildland fire suppression assignments
- A comprehensive benefits package includes employer contributions toward health insurance, paid holidays, retirement plans, sick leave, and vacation days. Visit http://careers.wa.gov/benefits.html for more information.
This recruitment may be extended and used to fill future similar vacancies for up to sixty (60) days.
DNR does not use E-Verify; therefore, we cannot hire or extend STEM Optional Practical Training (OPT) Visas. For information, please visit www.uscis.gov.
Veterans wishing to claim Veteran’s preference, please attach a copy of your DD214 (Member 4 long-form copy), NGB 22, or a USDVA signed verification of service letter. Please black out all PII (personally identifiable information) data, such as Social Security numbers. We thank you and are grateful for your service.
Equal Opportunity Employer: The Washington State Department of Natural Resources is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, ethnic, sexual orientation, and gender identity diversity. Women, racial and ethnic minorities, persons with disability, persons over 40 years of age, veterans, military spouses or people with military status, and people of all sexual orientations and gender identities are encouraged to apply.
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.
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.
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.
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.
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.
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.
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Employees who are members of certain Unions may be entitled to additional personal leave days, 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.
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.
Full‑time employees accrue vacation leave at the rates specified in WAC 357‑31‑165(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 WAC 357‑31‑165(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 WAC 357‑58‑175, 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.
Washington State supports members of the armed forces with 21 days paid military leave per year.
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.
Please visit the State HR Website for more detailed information regarding benefits.
Updated 01-07-2026
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