Job Description

SUMMARY OBJECTIVE

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Hiring range is negotiable between $90,513 and $117,000 depending on a candidate's qualifications and experience.

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The Deputy Chief of Police serves as the second-in-command of the Goldsboro Police Department, providing executive-level leadership and strategic oversight of department operations. The Deputy Chief works closely with the Chief of Police to establish and implement department policies, ensure compliance with CALEA and NCLEA accreditation, and manage critical public safety initiatives.


The Deputy Chief is responsible for supervising division Majors, overseeing day-to-day department functions, and leading specialized policing efforts to enhance public safety. This position plays a key role in personnel management, budgeting, crime prevention strategies, and community engagement. The Deputy Chief assumes full command of the department in the Chief's absence and represents the department in high-level discussions with city leadership, community stakeholders, and law enforcement agencies.

ESSENTIAL FUNCTIONS

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The essential functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the class as necessary.

Leadership & Strategic Planning

Assists the Chief of Police in establishing the department's mission, vision, and long-term goals. Oversees operational strategies for crime prevention, investigations, and community policing. Ensures compliance with CALEA and NCLEA accreditation standards and directs accreditation efforts. Serves as the primary advisor to the Chief on policy development, major department initiatives, and resource allocation. Develops and implements plans for emergency response, large-scale events, and crisis situations. Directs the department's internal and external audits, inspections, and compliance programs. Collaborates with city leadership to ensure alignment between department operations and community expectations.

Operations & Personnel Management

Provides direct supervision and mentorship to Majors overseeing Patrol, Investigations, and Support Services. Reviews crime trends, staffing needs, and operational effectiveness, adjusting strategies as needed. Assists in recruitment, hiring, training, promotions, and disciplinary actions. Oversees critical incident response efforts, ensuring proper coordination between divisions. Develops department-wide training programs to enhance officer leadership, professional development, and wellness initiatives. Conducts regular meetings with command staff to assess operational needs and identify areas for improvement.

Community Engagement & Public Relations

Represents the department at city council meetings, community forums, and interagency conferences. Engages with residents, business owners, and civic organizations to promote public safety initiatives. Serves as a media liaison, providing public updates on crime trends, department initiatives, and emergency response efforts. Directs the implementation of community policing programs, fostering stronger relationships between officers and the public. Investigates and resolves citizen complaints and concerns regarding police operations.

Budgeting & Resource Management

Assists the Chief in developing and managing the department's multi-million-dollar budget. Ensures fiscal responsibility by monitoring department expenditures, resource allocation, and grant funding. Oversees the procurement of department equipment, technology upgrades, and fleet management. Identifies and applies for federal, state, and local grants to enhance department operations.

Interagency Collaboration & Crisis Management

Works with local, state, and federal law enforcement agencies to coordinate investigations and special operations.

Serves as a key decision-maker during critical incidents, ensuring interagency cooperation and effective resource deployment.

Develops and maintains emergency preparedness plans, including mutual aid agreements with surrounding jurisdictions.

Leads departmental responses to major events, such as natural disasters, mass casualty incidents, and high-risk investigations.

KNOWLEDGE, SKILLS, AND ABILITITES

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Comprehensive knowledge of modern law enforcement principles, policies, and best practices. Strong leadership and decision-making abilities, particularly in high-pressure situations. Thorough understanding of CALEA and NCLEA accreditation standards and their impact on department operations. Expertise in personnel management, recruitment, and leadership development. Strong analytical skills for assessing crime trends, budgeting needs, and operational improvements. Excellent verbal and written communication skills, with the ability to engage diverse communities. Proven experience in emergency response, interagency collaboration, and crisis management. Ability to oversee complex investigations and make data-driven policy recommendations. Experience with budgeting, grant writing, and financial management for police departments.

MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS

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Bachelor's degree in Criminal Justice, Public Administration, or a related field (Master's degree preferred). Minimum of 12 years of progressively responsible law enforcement experience, including at least 5 years in a command-level position (Major, Captain, or equivalent). Completion of AOMP, SPI, FBI National Academy, or an equivalent executive leadership program preferred. Possession of an Advanced Law Enforcement Certificate. Proven experience managing personnel, budgets, and crime reduction initiatives. Current law enforcement certification in North Carolina or eligibility for certification within one year.

SPECIAL CERTIFICATIONS AND LICENSES

Must possess a valid North Carolina driver's license. Must meet all certification requirements set by the North Carolina Criminal Justice Education and Training Standards Commission. Must reside within a reasonable response time to the City of Goldsboro as determined by the Chief of Police.

Preferred Qualifications for NC Residents

Intermediate or Advanced Law Enforcement Certification issued by the North Carolina Justice Education and Training Standards Commission.

Notice to Out-of-State Applicants

To qualify as a lateral transfer, applicants must obtain North Carolina law enforcement certification within one year of employment. If not currently certified in North Carolina, applicants must meet lateral entry requirements as set by the North Carolina Criminal Justice Education and Training Standards Commission. More information on out-of-state certification transfers can be found at: NC DOJ Law Enforcement Certification Applicants.

PHYSICAL DEMANDS:

Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.

The work requires medium exertion, including standing, walking, lifting up to 50 pounds, and occasional long hours.

UNAVOIDABLE HAZARDS (WORK ENVIRONMENT):

Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.

Exposure to dangerous persons, hazardous materials, and high-risk environments. Requires availability for emergency callouts, night shifts, and unpredictable schedules. May require use of Personal Protective Equipment (PPE), including masks, gloves, and protective vests.

AMERICANS WITH DISABILITIES ACT COMPLIANCE

The City of Goldsboro is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodation to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.

STANDARD CLAUSES

May be required to work nights, weekends, holidays and emergencies (man-made or natural) to meet the business needs of the City.

This job description is not designed to cover or contain a comprehensive listing of essential functions and responsibilities that are required of an employee for this job. Other duties, responsibilities, and activities may change or be assigned at any time with or without notice.

ESSENTIAL SAFETY FUNCTIONS

It is the responsibility of each employee to comply with established policies, procedures, and safe work practices. Each employee must follow safety training and instructions provided by their supervisor. Each employee must also properly wear and maintain all personal protective equipment required for their job. Finally, each employee must immediately report any unsafe work practices or unsafe conditions as well as any on-the-job injury or illnesses.

Every manager/supervisor is responsible for enforcing all safety rules and regulations. In addition, they are responsible for ensuring that a safe work environment is maintained, safe work practices are followed, and employees are properly trained.

Benefits Summary

The following is a summary of the City of Goldsboro benefits:

Vacation Leave

: Employees earn vacation leave as follows:



Years of Service Days per Year

0 - 4 years 12

5 - 9 years 15

10 - 14 years 18

15 - 19 years 21

20 + years 23

A maximum of 30 vacation days may be carried over from one calendar year to the next. Any excess of 30 vacation days on December 31 of each year may be transferred to employees sick leave balance, provided that they have taken five (5) days of vacation in the calendar year.

Holidays

: City paid holidays are New Year's Day, Martin Luther King Jr.'s Birthday, Good Friday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving (2 days) and Christmas (3 days).



When a holiday falls on a Saturday, the previous Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. In order to receive a paid holiday, an employee must be on paid status

before and after

the holiday.

Sick Leave:

Sick leave is accrued at one day per month or 12 days per year.

Employee Assistance Program

The Employee Assistance Program is available to all full-time employees and covered dependents on the employee's health insurance plan. Part-time employees who work 30 hours or more per week on a continuous year-round basis are also eligible for EAP services. Employees and dependents each receive three free visits per year. Services include, but are not limited to, financial counseling, depression, mental illness, and end of life/terminal illness.

Medical and Dental Insurance:

The City of Goldsboro is fully-insured, and provides medical, dental, and vision insurance through the State Health Plan (SHP), MetLife, and Community Eye Care respectively. Medical, dental, and vision coverage is available to all full-time employees. Part-time employees who are scheduled to work 30 hours or more per week on a continuous year-round basis may, if they so desire, purchase available group health through the City for themselves and qualified dependents. The coverage for medical is the first day of the month following the date of employment and dental is effective on the first day of employment, vision insurance is effective the first day of the month following the effective date of employment. Medical insurance is provided to full-time employees at a minimal cost and pro-rated for part-time employees. The types of coverage available are individual (Employees only), Employee/Child, Employee/Spouse, and family. Dental and vision insurance is available at cost to the employee and/or his/her dependents. Premiums are paid through payroll deduction on a pre-tax basis.

Life Insurance:

All regular employees are provided a basic term life insurance coverage policy in the amount of $20,000.00 at no cost.

Wellness Assistance Benefit

The City of Goldsboro offers a wellness assistance benefit of $25/month to employees. This can be used to offset the cost of dental insurance or gym membership. Employees must meet eligibility requirements for the State Health Plan and show proof of membership (if gym membership is selected).

Flexible Spending Account

Flexible Spending Accounts (FSAs)

provide you with an important tax advantage that can help you pay for health care and dependent care expenses on a pre-tax basis. By estimating your family's health care and dependent care costs for the next year, you can lower your taxable income and save money. The City of Goldsboro offers a FSA through Health Equity. The Flexible Spending Account (FSA) is available to all full-time employees who are scheduled to work 40 hours per week. The FSA is effective the first day of the month following the date of employment. These are some of the expenses FSAs can be used for: medical and dental services, chiropractic services, orthodontia, and the child or adult dependent care.

Social Security:

The City employees are members of the Social Security System. The employee contributes 6.2% (FICA) and 1.45% (Medicare) for a total of 7.65% of their annual salary and the City contributes the same amount. Social Security benefits include retirement and disability payments and survivor's insurance.

Tuition Reimbursement:

Tuition reimbursement is available to all full-time employees up to $2500 per fiscal year for job-related courses or required courses leading to a job-related degree. This is subject to department approval and an employee must complete probation before reimbursement is granted.

Promotion Opportunities:

Employees are encouraged to apply for internal positions. Employment opportunities for current employees are posted on the City's Intranet.

Retirement:

All employees who are in a regular position that requires 1,000 hours or more of service per year are covered under the North Carolina Local Governmental Employee's Retirement System (NC LGERS). The employee contributes 6% of their annual salary on a tax deferred basis. The City contributes to the employee's retirement account. Eligibility for unreduced monthly benefits begins upon retirement after 30 years of service at any age, at age 65 with 5 years creditable service or at age 60 with 25 years creditable service. Police Officers and Park Rangers may retire at age 55 with 5 years of service and receive an unreduced benefit. Eligibility for reduced monthly benefits begins after you reach age 50 and complete 20 years of creditable service or you reach age 60 (age 55 if you are a firefighter) and complete five years of creditable service. Police Officers may retire early with a reduced retirement benefit after you reach age 50 and complete 15 years of creditable service as an officer.

457 & 401K Supplemental Retirement Plan:

The City of Goldsboro offers the NC Supplemental Retirement Plans, 401K and 457. The City contributes 4% to the 401K for all non-sworn full-time employees and 5% for sworn police officers (as approved by the Council) and the 457 plan is voluntary with no contribution by the City.



The 457 and the 401k allow employees to set aside funds which is through payroll deduction and is tax deferred. Income tax is due when the deferred earnings are returned to the individual normally at retirement.

Worker's Compensation:

All City employees are covered under the North Carolina Worker's Compensation Act. This act covers those employees who suffer injuries as a result of an accident while performing duties. The Workers' Compensation program will pay medical expenses and a portion of the employee's salary, after 7 days, if the individual is out of work as a result of a work-related disability.

Compensation, Performance Appraisals and Merit Process:

The City of Goldsboro is committed to hiring and retaining high quality personnel. As a result, we offer competitive salaries that are consistent with market growth. New hires may serve a six month probationary period upon date of hire and are evaluated in six-month increments.



The eligibility for merit is based upon the following criteria:

Employee must have an overall appraisal rating of 2.0. Employee should score at least 2.0 in competencies; any competency with a score less than 2.0 will result in employee's ineligibility.

Note: The merit eligibility criteria is subject to change at the City Manager's discretion.

The appraisal process in the City of Goldsboro includes an evaluation of each employee's duties and responsibilities applicable to their position. Upon completion of the probationary period, employees are evaluated on an annual basis. The appraisal period is from October 1 - September 30 of each year.



The City of Goldsboro may provide merit incentives for high performing employees subject to City Council approval.