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Help Desk Tier 3 in Calgary, AB

Help Desk Tier 3 Job Description

All help desk personnel need excellent problem-solving, communication and interpersonal skills, along with patience, a customer-friendly attitude and the ability to work in a team environment. In addition, technicians should have a strong technical understanding of technology, including the various hardware, software and networking systems being supported. Employer requirements depend on the help desk position level. Tier 3 positions often require four or more years of help desk experience, a bachelor’s degree in computer science or a related field, and/or professional certifications such as HDI’s Customer Service Representative or Support Center Analyst or the Microsoft Certified Systems Engineer (MCSE) designation.

Typical help desk tier 3 duties:

Researching and resolving the most difficult and complex problems that other help desk levels have been unable to resolve Analyzing and identifying trends in issue reporting and devising preventive solutions Mentoring other help desk personnel on hardware and software problem analysis and resolution

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Salary for Help Desk Tier 3 in Calgary, AB
68970 - 91438
Low
68970
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
81510
The candidate has moderate experience in the role, meets most requirements or has equivalent transferrable skills, and may also have relevant certifications.
High
91438
The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.
Projected salaries for related positions Job title Low Mid High IT Manager 95356 110248 140553 IT Operations Manager 111815 141075 171119 Help Desk Tier 2 64006 69754 73934 Help Desk Tier 1 52511 61133 67664 Desktop Support Analyst 61394 71583 80726 Applications Support Specialist 55385 66619 80204 Computer Technician 49899 62700 74979

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Our starting salary projections come from a rigorous, multistep process so that our numbers accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our salary data in three levels: low, mid and high.