CHIEF OF POLICE

CHIEF OF POLICE

Salary

$204,835.68 - $241,160.04 Annually

Location

Visalia, CA

Job Type

Regular Full-Time

Job Number

02026

Department

POLICE

Division

POLICE/ADMINISTRATION

Opening Date

09/25/2026

Closing Date

10/22/2026 5:00 PM Pacific

• Description
• Benefits

Description

The City of Visalia is seeking a highly qualified and experienced law enforcement professional to serve as Chief of Police. This is an exciting opportunity to lead the Visalia Police Department and work collaboratively with the community, City leadership, and department personnel.

For more information on this opportunity, please click here.

THE VISALIA POLICE DEPARTMENT

The Visalia Police Department has proudly served our community since 1923. Today, we are a full-service law enforcement agency dedicated to protecting the safety and well-being of more than 148,000 residents across 37 square miles. Our team includes 257 full-time employees, with 169 sworn officers committed to making Visalia a safe, thriving place to live.

Join a department that's investing in the future of public safety. Visalia's new Civic Center will bring together modern, purpose-built facilities including a new Public Safety Building, dedicated police processing and evidence/storage spaces, expanded training areas, enhanced emergency operations capabilities and plans for a Real Time Information Center. Together with the already-operational Visalia Emergency Communications Center, these upgrades create a more connected, efficient, and technology-driven environment for police and fire services.

The Visalia Police Department is committed to proactive policing, embracing new technologies, and strengthening partnerships with our community to address crime and enhance quality of life. We are honored to serve Visalia through professional police services and by building positive, trusted relationships with those we protect.

THE DIVISIONS

The Administrative Division

Consists of the Records Unit and the Professional Standards Bureau which oversees records management, court and subpoena services, personnel, hiring, policy, and training.

The Operations Division

Consists of the Patrol Bureau and the Communications Unit. The Operations Division provides patrol, traffic, commercial, and vital communication and coordination support for the Department. In 2024, the Department fielded 129,325 police calls for service. In 2025, the Department fielded 126,208 police calls for service. The Patrol Bureau operates out of two District Substations, one in each policing district. The Communications Unit operates out of the newly constructed Visalia Emergency Communications Center at the heart of our new Civic Center.Consists of the Patrol Bureau and the Communications Unit.

The Operations Support Division

Consists of the Investigations Bureau and the Special Enforcement Bureau. It provides crime analysis, crime lab, digital evidence, property and evidence, youth services, property crime, violent crime, gang and narcotics enforcement for the Department, including two joint task forces with the California Highway Patrol and California Department of Justice.

Examples of Duties

THE POSITION

The City of Visalia is seeking a seasoned and forward-thinking law enforcement professional who values the Department's history and strong foundation while bringing fresh perspective, innovation, and vision to its continued success. This is an opportunity to lead a respected Police Department, build upon established strengths, and help shape the future of public safety and service in a growing and diverse community.

Qualifications / Requirements

THE IDEAL CANDIDATE

The ideal candidate for this executive, at-will leadership position will be a seasoned law enforcement professional committed to serving the community with integrity, vision, and purpose. This individual will be energized by the opportunity to lead a modern Police Department, enhance public safety, and foster a culture of professionalism, accountability, and trust.

A strategic and forward-thinking leader, the successful candidate will embrace innovation in policing and encourage continuous improvement. They will be visible, approachable, and highly communicative, with the ability to inspire confidence, strengthen organizational performance, and thoughtfully guide the Department as it continues to evolve.

The new Chief will establish strong working relationships with City Management, City Council, command staff, employees, community members, and partner agencies, while ensuring Department priorities support the City's mission, values, and long-term vision. They will bring sound judgment, political awareness, and composure to sensitive personnel matters, internal investigations, discipline, critical incidents, and other high-pressure situations.

Strong executive and administrative skills, including responsible stewardship of the Department's budget and resources, strategic planning, personnel management, and organizational development, will complement their leadership. Above all, the successful Chief will be a trusted, ethical, and collaborative partner who builds on what has made the Department successful, brings people together around a shared vision, and thoughtfully positions the organization for its future.

EDUCATION AND EXPERIENCE

Any combination equivalent to experience and education that could likely provide the required knowledge, skills and ability is qualifying. A typical way to obtain the knowledge, skills and abilities would be:

• Five years (5) of increasingly responsible professional and administrative experience in all major phases of law enforcement, including at least three years (3) in a responsible middle management capacity.
• Possession of a Bachelors Degree from an accredited college or university in business or public administration, criminology, police science or other related field, a Master's Degree is preferred.

SPECIAL REQUIREMENTS

• Possession and maintenance of a valid California Driver's License with a satisfactory driving record.
• Possession of a Management and/or Executive Certificate issued by the California Commission on Peace Officer Standards and Training (POST) or ability to satisfy California POST requirements by time of appointment.
• Completion of advanced training such as POST Command College, Senior Management Institute for Policing, California Police Chief's Association (CPCA) Executive Leadership Insitute, or the FBI National Academy, is desirable.
• Must be able to pass a POST background check.
• Possession of and maintain firearms qualification.

Please click here for a detailed job description.

Additional Information

SELECTION PROCESS

The selection process will include an assessment and panel interview(s) on October 29, 2026. Candidates advancing from the panel interview(s) will be notified shortly thereafter regarding the next step in the process, which will include a second interview scheduled for mid-November.

The City of Visalia offers a competitive total compensation package that includes:

Experience Incentive: Based on years of full-time service, the Chief of Police may receive an experience incentive as a percentage of base wages: 2.5% at 5+ years, 10+ years, 15+ years, and 20+ years. Prior relevant local government experience may be considered for determining years of service for experience incentive at the sole discretion of the City Manager.

Certificate Pay: Up to 5% for POST Certificate Pay (3% for maintaining Intermediate POST Certificate and an additional 2% for maintaining Advanced POST Certificate).

Uniforms and Uniform Maintenance: $1,100 annual uniform allowance for the provision and maintenance of appropriate uniforms and equipment.

Vehicles/Vehicle Allowance: A City vehicle is assigned for take home use.

Cell Phone: City-issued cell phone or a $75 per month reimbursement allowance for use of their personal cell phone.

Holidays: (11) paid holidays and one (1) floating holiday per year.

Vacation: Accrues 80-160 hours annually. Qualifying prior public-sector service may be counted toward accrual. Employees are eligible for vacation leave usage after three (6) months of service.

Sick Leave: Regular full-time employees earn 96 hours of sick leave per year, accrued on a pay period basis. Employees are eligible for sick leave usage after three (3) months of service.

Administrative Leave: Employees receive 80 hours of administrative leave each calendar year, credited in January. Up to 56 unused hours are automatically paid out on the first paycheck in December. Employees hired after June 30 receive 40 hours of administrative leave for the remainder of the year.

CalPERS Retirement: Competitive Local Safety retirement benefits, including 3% @ 50, 3% @ 55, or 2.7% @ 57, based on applicable CalPERS membership status and eligibility.

Employee Benefits Information: Review full benefit details at www.visalia.gov/employeebenefits.

For Questions, please contact

Amy Powell

Human Resouces Manager

Amy.powell@visalia.gov

559-713-4575

The City of Visalia is an Equal Opportunity Employer.

The provisions of this announcement do not constitute an expressed or implied contract. Any provision contained in the announcement may be modified or revoked without notice. Please refer to the Compensation and Benefit Summary for further information.

Bargaining Unit: Employees in this class are unrepresented. Department Head positions are at- will.

Salary Policies: The salary range for the job is stated on the job announcement. Candidates are normally hired at the minimum of the salary range. Salary increases are given based upon employee work performance, up to a maximum of 5% per fiscal year.

Experience Incentive: Based on years of full-time service with the City of Visalia, members of this group, excluding the Chief of Police, will receive an experience incentive as a percentage of base wages, as follows: 2.0% at 5+ years, 10+ years, 15+ years, and 20+ years. Based on years of full-time service with the City of Visalia, the Chief of Police will receive an experience incentive as a percentage of base wages, as follows: 2.5% at 5+ years, 10+ years, 15+ years, and 20+ years. Prior relevant local government agency experience may be considered for determining years of service for experience incentive at the sole discretion of the City Manager.

Certificate Pay: Police Chief is eligible for up to 5% for POST Certificate Pay: 3% for maintaining their Intermediate POST Certificate and an additional 2% for maintaining their Advanced POST Certificate). Fire Chief currently receives an additional 5% of base salary, paid bi-weekly, for possessing and maintaining an Executive Fire Officer Certificate issued by the National Fire Academy.

Uniforms and Uniform Maintenance: For Fire Chief, the City currently provides the necessary uniforms, boots, and safety equipment as needed to perform the job. The City also currently provides uniform cleaning. Chief of Police receives an annual uniform allowance of $1,100 for the provision and maintenance of appropriate uniforms and equipment. The Chief of Police is responsible for acquiring, cleaning, and replacing uniforms as necessary. The uniform allowance is calculated and paid bi-weekly as part of regular payroll.

Vehicles/Vehicle Allowance: The Chief of Police and Fire Chief are assigned a City vehicle for take home use. All other department head employees are provided a monthly vehicle allowance of $425 for use of their personal vehicle.

Cell Phone: Department Heads are provided a City-issued cell phone or a $75 per month cell phone reimbursement for use of their personal cell phone.

Holidays: Regular full-time City employees receive (11) paid holidays and one (1) floating holiday per year.

Vacation: Regular full-time employees earn 10 days per year. After 2 years, employees are eligible for 11 days; after 4 years, 14 days; after 9 years, 17 days; and after 16 years, 20 days of vacation per year. Employees are eligible for vacation usage after six (6) months of service. Employees hired from another governmental agency may be entitled to receive years-of-service credit for their vacation accrual rate for such previous employment and applies only to the government agency the employee was employed with immediately prior to employment with the City of Visalia.

Sick Leave: Regular full-time employees earn 96 hours of sick leave per year, accrued on a pay period basis. Employees are eligible for sick leave usage after three (3) months of service.

Annual Sick Leave Buy Back: For employees covered under the Sick Leave I provision of the policy, the City will automatically cash out all sick leave hours over 480 hours at 50% of the employees base rate of pay.

Administrative Leave: Employees classified as FLSA exempt (not eligible for overtime pay) currently receive 80 hours of administrative leave per calendar year credited in January. Up to 56 hours of unused administrative leave hours are automatically paid out on the first paycheck in December.

Health Insurance: The City provides employee health insurance which includes medical, dental, and vision care. Employee contribution rates are determined by employees bargaining unit and plan selected. Health benefits are also available for an employees dependents for an additional contribution rate. Eligibility for health insurance benefits begins on the first of the month after the date of hire. Contribution rates are reviewed for adjustment annually.

Life Insurance: The City pays the premium for a life insurance and accidental death or dismemberment policy of $75,000. A supplemental life insurance policy may be purchased and paid through payroll deduction. Eligibility for life insurance benefits begins on the first of the month after the date of hire.

Retirement: The City of Visalia is a member of the California Public Employees Retirement System (CalPERS). New miscellaneous employees are covered under the 2% @ 62 plan. [Employees with previous PERS qualifying service (Classic employees) may fall under the 2% @ 60 plan.] Each pay period, the employee pays an employee contribution at the CalPERS established rate. The City pays an employer contribution towards the retirement benefit and employees are responsible for contributing 4% of the employer contribution in addition to the required employee contribution.

Safety employees (Police & Fire) are covered under the 2.7% @ 57 plan. [Employees with previous PERS qualifying service (Classic employees) may fall under the 3% @ 55 plan.] Each pay period, the employee pays an employee contribution at the CalPERS established rate. The City pays an employer contribution towards the retirement benefit and employees are responsible for contributing 3% of the employer contribution in addition to the required employee contribution.

Social Security/FICA: City employees are not subject to regular Social Security (FICA) deductions. However, Federal law requires that the Medicare portion of the FICA is deducted.

Section 125: The City offers a voluntary Section 125 program whereby tax-free contributions are put into a trust account and are available for withdrawal with documentation of an unreimbursed healthcare or dependent care expense (i.e. premium, dependent care, medical care).

Long Term Disability: Regular full-time City employees are eligible for disability insurance (up to 2/3 of their salary) in the event they are disabled for more than ninety (90) days. LTD premium cost is paid by the employee.

Workers Compensation: Full-time and hourly employees who sustain an occupational injury or contract occupational illnesses receive standard Workers Compensation benefits as prescribed by law.

Other Benefits: The City also offers additional benefits such as an employee assistance program (EAP), a pre-tax deferred compensation plan, education assistance up to $2,500 per fiscal year, as well as a City-sponsored clinic staffed by clinicians 6 days per week available to all full-time employees and covered dependents. Services include general medical care and health and wellness coaching. No deductibles, co-pays, or out-of-pocket expenses.

As a potential applicant, you are about to participate in a series of events collectively called the employment process. Because the goal of the employment process is to obtain the most qualified candidates to fill City positions, examinations are administered to qualified applicants. These examinations are conducted in a variety of ways (written, oral, practical, and/or performance), yet they share a common purpose - to test applicants based upon the knowledge, skills and abilities required to perform the duties and responsibilities of the job.

The employment process occurs in several stages which are described below:

Application: Perspective employees must submit a City of Visalia application and other documents required as outlined in the announcement by the closing time specified on the final filing date. Final filing dates and times are listed on the front of each announcement. Separate original applications must be submitted for each recruitment/position applied for.

Examination: Applicants will be evaluated and applicants who clearly appear to be more qualified in terms of knowledge, skills, and abilities will be invited to take an examination or combination of examinations. Written, practical, oral, and/or performance examination scores, or a pre-determined combined examination score, will determine standing on the eligible list.

Exam Accommodations: If you are most qualified for the job, but need reasonable accommodations to take the exam, contact the Human Resources Division at least five (5) days prior to the exam. We want to work with you to design a fair and effective means by which you can demonstrate your ability to perform the essential functions of this job. Be prepared to furnish proof of the need for accommodation. Such proof should normally be a signed statement on letterhead by a professional who is qualified to make a diagnosis.

Eligible lists: Eligible lists contain names, in descending order of score, of applicants who have obtained passing scores. Eligible lists are maintained for no less than six (6) months and no more than one year unless otherwise determined by Human Resources. The City retains the authority to reestablish an eligible list for a specific job opening when deemed necessary. Separate eligible lists are established for each recruitment.

Selection: A departmental interview is conducted with the top candidates from the eligible list. The number of candidates interviewed depends on the number of vacancies.

Background Review: Depending on the position, prospective employees will be subject to clearing a background investigation which may include, but is not limited to, a reference check, credit check, criminal history review, social security verification, DMV record check, polygraph, and psychological evaluation.

Post Offer Medical Examination: Prior to starting work, all prospective employees are required to take a drug/alcohol screening administered by the Citys medical provider and/or pass a medical examination. Candidates are cautioned not to quit or give notice to present employers until the medical examination has been completed and passed.

Probationary Period: Department Heads serve as at-will employees and do not have a probationary period.

Immigration Law: Prior to employment, applicants will be required to provide proof of U.S. citizenship, alien registration or authorization to work in the United States at time of appointment, and complete an I-9 form. Failure to do so within three (3) days from date of hire may be cause for termination. Once hired, failure to maintain authorization to work in the United States may be cause for termination of employment.

Drivers License: Some City positions may require possession of a valid California Drivers License. Employees may also be required to submit a DMV printout with proof of automobile insurance as some positions may require the use of your vehicle on the job. Additionally, employees may be required to drive City vehicles or equipment.

Non-Smoking Policy: A non-smoking ordinance adopted by the City provides a smoke-free environment.

Drug-Free Workplace: The City is a drug-free workplace and has adopted a comprehensive substance abuse policy.

Discrimination and Anti-Harassment Policy: A zero-tolerance discrimination and anti-harassment policy adopted by the City provides employees and volunteers with a professional work environment in which they are not exposed to harassment and illegal discrimination of any kind.

The provisions of this announcement do not constitute an expressed or implied contract. Any provisions contained in the announcement may be modified or revoked without notice.

Employer City of Visalia

Address Online applications only

Visalia, California, 93292

Phone 559-713-4300

Website http://www.visalia.gov