Fish Hatchery Specialist 4 - Sol Duc Hatchery - Permanent - 2026-06049

About the Department

Classification- Fish Hatchery Specialist 4 (FHS4)

Job Status- Full-Time / Permanent

WDFW Program- Fish Program – Hatcheries Division
Duty Station- Sol Duc Hatchery – Beaver, Washington – Clallam County

Housing- Housing is available

Standby- Standby is assigned

Learn more about being a member of Team WDFW!

Spawning Help at the Hatchery – Photo Credit: Larry Franks

This is an opportunity to lead a team of dedicated hatchery professionals at the Sol Duc Hatchery.

As a leader, you will support staff by setting clear goals, fostering professional growth, and promoting safe and efficient performance.

You will also oversee hatchery operations including managing production, budget and spending plans, and ensuring safety and compliance across all facilities.

What to Expect:

Among the varied range of responsibilities held within this role, the Fish Hatchery Specialist 4 will,

Supervision:

• Supervise, mentor, and develop professional and technical staff by overseeing recruitment, hiring, training, performance management, corrective actions, scheduling, and employee development to foster a safe, productive, and collaborative work environment.
• Coordinate daily hatchery operations and staffing across facilities to meet production goals, workload demands, and operational priorities.
• Develop work plans, establish performance expectations, monitor progress, and serve as the acting Complex Manager when assigned.
• Ensure compliance with agency policies, safety requirements, CDL training, housing inspections, and personnel documentation.

Manage Facility Production:

• Plan, coordinate, and oversee hatchery production programs to support conservation and harvest objectives while ensuring compliance with Hatchery Evaluation Assessment Team (HEAT), Hatchery Management Plans (HMP) for the coast, Hatchery Scientific Review Group (HSRG), and fish health protocols.
• Collaborate with fish health staff, Tribal co-managers, federal agencies, and other partners to address fish health concerns, production planning, broodstock management, and annual release goals.
• Monitor production activities, maintain biological records and reporting requirements, and oversee seasonal marking operations and contract staff.

Manage Facility Budgets:

• Develop and manage budgets, monitor expenditures, prepare budget proposals, administer contracts, and communicate financial needs to ensure responsible use of agency resources.
• Oversee purchasing, administrative processes, and timely reporting to support efficient hatchery operations.

Operations Management & Compliance:

• Direct facility maintenance, infrastructure improvements, fleet management, water delivery systems, and equipment repair to ensure safe, reliable hatchery operations.
• Ensure compliance with environmental permits, water rights, Hydraulic Project Approvals (HPA), NPDES requirements, and applicable federal, state, and agency regulations.
• Coordinate emergency response planning, safety programs, and operational improvements while working with agency staff and contractors on facility upgrades.

Communication:

• Serve as the agency representative by building and maintaining effective working relationships with Tribal co-managers, local, state, and federal partners, contractors, volunteers, and community stakeholders.
• Communicate hatchery operations, production goals, policies, and program information to staff, leadership, external partners, and the public, including responding to information requests and representing the agency in meetings and public forums.

WORKING CONDITIONS:

Work Setting, including hazards:

Work is performed in all weather conditions, including rain, snow, heat, and cold. At times this position will be required to repetitively lift at least 50lbs and perform strenuous physical activities. This position may involve working in or near water, including tasks that require navigating, negotiating, and performing duties related to water environments. 

Schedule:

This position is full-time, working 40 hours per week. 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. 

Housing:

Housing is provided for this position.

Standby:

Standby duties are assigned to this position. Standby involves overseeing the facility for the remaining 16 hours of the day when on duty. The standby schedule consists of working 10 consecutive days, including 7 days of standby duty, followed by 4 days off.

• All applicants applying for this position should understand that standby is a requirement for all positions in the Fish Hatchery Specialist series.
• Management may determine it is necessary to assign it in order to accomplish the goals and objectives of the agency and as necessary to protect the resources of the agency and if assigned, it will be a requirement of the position.

Travel Requirements:

Travel is required to support agency operations, attend meetings and training, and perform work at remote facilities. Frequent travel to remote facilities is an essential function of this position.

Tools and Equipment:

Hand and power tools, lawn care equipment, tractors, forklifts, welding equipment, egg picking machines, water sampling instruments, small and large fish transport trucks, passenger vehicles, adult fish pumps, adult fish counters, CWT identification equipment, trash pumps, pressure washers, diesel generators, small gas engine powered equipment, and computers.

Customer Interactions:

Interact regularly with co-managers and constituents. Occasionally respond to inquiries from media outlets.

QUALIFICATIONS:

Required Qualifications: 

Option 1 – All of the following:

• One (1) year of experience as a Fish Hatchery Specialist 3 (FHS3).
• One (1) year of leadership/supervisory duties including conflict resolution, training and development, planning and assigning work, and evaluating performance.

Option 2 – All of the following:

• Associate degree in fisheries technology, biology, or closely allied field.
• Three (3) years of experience performing fish culture duties in a hatchery.
• One (1) year of leadership/supervisory duties including conflict resolution, training and development, planning and assigning work, and evaluating performance.

Option 3 – All of the following:

• Bachelor’s degree in fisheries, biology or closely allied field.
• Three (3) years of experience performing fish culture duties in a hatchery.
• One (1) year of leadership/supervisory duties including conflict resolution, training and development, planning and assigning work, and evaluating performance.

Option 4 – All of the following:

• Four (4) years of experience performing a variety of fish culture duties in a hatchery.
• One (1) year of leadership/supervisory duties including conflict resolution, training and development, planning and assigning work, and evaluating performance.

Certifications/Licenses:

Valid driver’s license.

Preferred Qualifications:

In addition to the required qualifications, our ideal applicant will possess one or more of the following:

Experience:

• Implementing and managing hatchery programs.
• Researching, purchasing, maintaining, and managing hatchery equipment and supplies.
• Training staff on the safe operation and maintenance of hatchery equipment.
• Proficiency with Microsoft Excel, Word, and Outlook.
• Using hatchery information systems, such as Vehicle Management Tracking System (VMTS), Enterprise Reporting, Fish Books, and payroll reporting.
• Performing basic carpentry, small engine repair, automotive maintenance, and using hand and power tools. 
• Operating coded wire tag (CWT) detectors. 

Knowledge of:

• Fish culture and husbandry practices, terminology, and fish production protocols, including Hatchery Evaluation Assessment Team (HEAT), Hatchery Management Plans (HMP), and Hatchery Scientific Review Group (HSRG) principles.
• Hatchery operations, inventory control, data collection, and recordkeeping practices.
• Calculation methods used in hatchery operations.
• The operation, calibration, troubleshooting, and maintenance of hatchery equipment, including fish pumps, weirs, crowders, chemical treatment systems, forklifts, tractors, backhoes, lawn equipment, and related machinery. 
• Pumps, plumbing, hydrology, and water delivery systems. 
• Purchasing procedures, key administrative processes, and required forms.
• Human resource practices, including hiring, performance management, and corrective action.
• Collective bargaining agreements, agency policies, safety requirements, and standard operating procedures.

Your application should include the following:

• A completed online application showcasing how your qualifications align with the job requirements.
• An up-to-date resume.
• A cover letter detailing your interest in the position, your relevant skills and experience, and why you are the ideal candidate.
• At least three (3) professional references with current contact information.

Other Qualifications

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.

 

Important Note: 

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

 

Union- WAFHP:

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).

 

Veteran and Military Spouse Preference Notice: 

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 [email protected].  
• 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.

 

 

 

Diversity, Equity, and Inclusion Employer

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.

 

Request an accommodation: 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 [email protected], or the Telecommunications Device for the Deaf (TDD) at 800-833-6388.

 

Technical Difficulties: If you are having technical difficulties creating, accessing, or completing your application, please call NEOGOV toll-free at (855) 524-5627 or [email protected]. 

 

Other questions: If you have other questions regarding this position, please reach out to [email protected] and reference job #2026-06049.

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Benefits

More than Just a Paycheck!
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.

Read about our benefits:
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. 

Insurance 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.

Retirement and Deferred Compensation
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.

Social Security
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.

Public Service Loan Forgiveness
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.

Holidays 
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-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.

Sick 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.

Vacation (Annual Leave)
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.

Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave 
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.

Additional 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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