Fish Hatchery Technician - Mossyrock Hatchery - Non-Permanent - 2026-09172
State of Washington
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Resumo da oferta
The State of Washington's Fish Program – Hatcheries Division seeks a Fish Hatchery Technician at Mossyrock Hatchery in Lewis County. You will perform daily hatchery operations, feed and monitor salmonid stock, clean vessels, and perform minor repairs.
Work is outdoors in all weather; physical tasks include lifting. A valid driver’s license is required. This is a full-time, 40-hour work week with some evenings or weekends as needed. Benefits are provided through state programs.
Qualificações
- High School Diploma or GED is required.
- Valid Driver’s License is required.
- Ability to work outdoors in varied weather.
- Experience with basic hatchery or fish culture is a plus.
Responsabilidades
- Clean rearing vessels and incubators using pond vacuum and hoses.
- Distribute feed to fish from bags into buckets.
- Remove morbid fish and eggs using nets and scoops.
- Clean hatchery facilities and equipment.
- Conduct grounds maintenance and minor repairs.
- Weigh and count eggs or juvenile fish to monitor size.
Conhecimentos
Formação académica
Ferramentas
Descrição da oferta de emprego
Fish Hatchery Technician
Fish Hatchery Technician
Full-Time/Non-Permanent
6 Months – December 1, 2026 – May 31, 2027
Fish Program – Hatcheries Division
Mossyrock Hatchery – Mossyrock, Washington – Lewis County
Among the varied range of responsibilities held within this role, the Fish Hatchery Technician will,
- Clean rearing vessels and incubators using pond vacuum, pressure washer, fire hose, and various brushes.
- Distribute feed from bags into buckets to feed fish.
- Use dip nets, suction hose, and/or egg pickers to remove morbid fish and eggs from a healthy population.
- Clean intakes, pond screens, hatchery buildings, and vehicles.
- Perform grounds maintenance and minor repairs/services on hatchery equipment.
- Weigh and count salmonid eggs or juvenile fish to determine size.
Work is performed outside in all weather conditions. Perform strenuous physical activities including repetitively lifting or moving feed bags and hatchery equipment weighing at least 44 pounds. Use a respirator and other personal protective equipment (PPE) while working with various chemicals used at the facility. This position may involve working in or near water, including tasks that require navigating, negotiating, and performing duties.
Full-time, 40 hours per week, 8:00 a.m. to 5:00 p.m., Saturday – Friday scheduling. The standard work schedule includes the potential for occasional evening or weekend work as needed. Schedules may vary based on business needs, time of year, and/or weather conditions. The appointment may be extended due to business needs.
Drive an agency vehicle around the hatchery grounds and to other hatchery locations to accomplish business needs.
Hand and power tools, lawn care equipment (including lawn mower, leaf blower, weed eater), measuring scales, trash pumps, egg picking machines, forklift, tractor, passenger vehicles, diesel and gas generators, small gas engines, computer, and personal protective equipment.
Interact with members of the public and answer questions from visitors or outside entities.
- High School Diploma or GED.
- Valid Driver’s License.
- Experience in a hatchery setting.
- Experience with basic fish culture techniques and rearing procedures.
- Basic computer skills, including familiarity with Microsoft Outlook and Excel software.
- Knowledge of water dynamics (flows, flow patterns, availability, temperature).
- Experience calibrating specialized instruments (scales, dissolved oxygen meters).
- Basic math skills, including basic calculations, quantities, and proportions.
- Experience safely using and maintaining tools and equipment.
In addition to pay and other special employee programs, there are other benefits that WDFW employees may be eligible for. Click the “Benefits” tab at the top of this announcement to learn more.
All new employees must complete an Employment Eligibility Verification Form (I-9 Form) on their first day of work. If hired for this or any position at WDFW, you will be required to provide documentation proving you are eligible to work in the United States. For a list of acceptable documents, please use the following link: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents
These positions are in the bargaining unit represented by the Washington Association of Fish & Wildlife Hatchery Professionals and is subject to the terms of the Collective Bargaining Agreement between the State of Washington, Department of Fish & Wildlife, and the Washington Association of Fish Hatchery Professionals (WAFHP).
Per RCW 73.16.010 Veterans and qualifying spouses who meet the minimum qualifications of a position are eligible for preference during the initial application review stage. To receive this benefit, please do the following:
- Notify us of your veteran or military spouse status by email at danielle.gustafson@dfw.wa.gov.
- Veterans only – Attach a copy of your DD214 (Member 4 copy), NGB 22 or USDVA signed verification of service letter.
- Please redact any PII (personally identifiable information) data such as social security numbers.
- Subject line must include recruitment number, position, and spouse/veteran (example: 2026-1234 – Biologist 1 – Veteran)
- Include your name as it appears on your application in careers.wa.gov.
As part of WDFW’s efforts to advance respectful and inclusive work environments, the Agency expects inclusivity as part of our professional interactions and communications. Therefore, we want to ensure that all individuals feel welcome, are treated fairly and respectfully. All staff are empowered to fully contribute to serving their work unit, Agency, and the citizens of Washington.
The Department of Fish and Wildlife 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 of disability, persons over 40 years of age, disabled and Vietnam era veterans and people of all sexual orientations and gender identities are encouraged to apply.
Persons needing accommodation in the application process or this announcement in an alternative format please contact Jayme Chase by phone 360-902-2278 or email Jayme.Chase@dfw.wa.gov, or the Telecommunications Device for the Deaf (TDD) at 800-833-6388.
If you are having technical difficulties creating, accessing, or completing your application, please call NEOGOV toll-free at (855) 524-5627 or support@neogov.com.
If you have other questions regarding this position, please reach out to danielle.gustafson@dfw.wa.gov and reference job #2026-09172.
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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.
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‑rated 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‑rated 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.
Leave Sharing
Parental Leave
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
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