Washington first · Statewide discovery

Find your agency.
Know your next step.

Explore where you could serve, find recruiting information, and compare published pay before planning your preparation.

Explore Washington How to compare offers

Employer listings: 179
Contracted services: 40
Counties represented: 39 / 39

26 listings with pay snapshots · 6 expanded hiring profiles · Source review: September 9, 2026

Explore Washington agencies

City and county departments, state agencies, tribal and campus police, and contracted services. County filters describe location, not the limits of an agency’s jurisdiction; statewide employers are listed under “All counties.”

1–1 of 1 matching listings · 219 total. “Pay snapshot” means published figures were found, not a complete compensation comparison.

Showing a direct agency link. Back to all Washington listings →

City / town police · Spokane County

Spokane Police Department

Expanded hiring profile

Published police-officer range: $73,100.88–$132,963.84 / year

See source and pay notes for effective dates · Pay source reviewed 2026-09-09

City jobs list range; effective salary date and your step require confirmation. Not treated as an academy starting rate.

Spokane: classified jobs and salary ranges ↗

Recruiting contact, hiring process & preparation

Civil Service · hiring questionscivilservice@spokanecity.org 509-625-6160 Spokane: recruiting contact ↗

Incentives · confirm availability

No current signing-bonus amount confirmed in the reviewed benefits page. Check current entry or lateral terms directly.

Spokane: benefits ↗

Benefits to compare

457 plan: 4% match plus 2.2% employer contribution regardless of participation, as published; LEOFF 2, paid academy and education incentives.

Spokane: benefits ↗

Public hiring outline · entry focus

Entry PST tests, personal history and city application
Phone interview and virtual pre-oral board
In-person oral board and Cooper physical test
Ride-along and pre-polygraph review
Polygraph, medical, psychological and chief interview

Certified and lateral applicants follow a separate route without PST. Verify the current sequence with Civil Service.

Spokane: hiring and physical testing ↗

Physical testing

PST is only the initial entry screen. A separate Cooper test includes a 1.5-mile run, one-minute sit-ups, one-minute push-ups and a 300-meter sprint. Thresholds vary by age/gender group.

Spokane: hiring and physical testing ↗

Additional agency test: The import below covers the initial PST screen only. Obtain and add the separate Cooper requirements before building a complete plan.

Your preparation focus

Obtain your Cooper scoring table before planning. A PST-only workout plan is not preparation for every Spokane physical event.

Review initial PST requirements in the planner →Prepare for an entry-level oral board →Organize application documents →

Independent practice, not this agency’s official questions, scoring system or endorsement. We do not coach people to evade screening.

Recruiting & directory sources

Directory sources checked 2026-09-09. Testing-provider listings may outlast an opening. General directory links are not recruiter contacts.

PST: Police Officer ↗

Direct link to this listing →

Compare the offer—not just the headline

A bigger bonus isn’t the whole picture.

01 · Match the career stage

Compare academy pay with academy pay, sworn starting pay with sworn starting pay, and lateral offers at the same credited experience. Ask when each step increase occurs.

02 · Separate one-time money

Record the eligible hiring track, payout schedule, service commitment and repayment terms. Keep relocation reimbursement separate from a signing bonus. Ask whether funds remain available.

03 · Price the benefits

Get employee and dependent health costs, retirement and 457 contributions, leave accrual, education premiums and take-home vehicle conditions. Do not add benefits you are not eligible to receive.

04 · Consider the life you want

Compare housing and commuting costs, shift patterns, training opportunities and the work itself. We do not assign a best-agency score from incomplete financial information.

Research scope, sources and updates

179 employer listings and 40 separately labeled contracted services provide statewide discovery—not a complete count of every Washington employer. The 6 expanded profiles are a subset; 26 listings have pay snapshots. Missing details mean “not researched,” not “none offered.”

Coverage sources: PST’s Washington employer listings, Washington State Sheriffs Association county directory, and WADEPS contracted-agency list (dated May 6, 2026). City-to-county matching uses AWC’s member-city directory; tribal locations use linked local sources. County labels are geographic filters, not jurisdictional advice.

Current agency announcements and agreements take priority over testing-provider listings. New pay snapshots use explicitly stated periods and career stages; older, ambiguous or conflicting figures are withheld. Expanded profiles retain their individual caveats. Direct recruiting contacts are only supplied where specifically researched, never inferred from emergency or dispatch numbers.

After 30 days without review, pay gets a review-due label and is excluded from recruit-rate sorting. Requirement imports pause after 90 days without review. These are editorial safeguards, not live updates or guarantees. No automatic refresh is running.

PST’s Washington PAT protocols ↗. A shared screen is not every agency’s complete test. Imports are limited to individually researched profiles; listing an agency does not create a test preset.

Suggest an agency or send a correction with a public source. Please do not send confidential candidate questions, personal background records or medical information. Other states will follow after local source review, not by reusing Washington requirements.

Turn agency research into preparation.

Choose your process, gather the official requirements, then work on what you will submit, say and do.

Explore applicant preparation Already an officer? Explore role paths