Chief Administrative Officer (Executive Director) - Appointed

Salary: See Position Description
Location : Riverdale, MD
Job Type: Career
Job Number: ED124
Department: OFFICE OF THE EXECUTIVE DIRECTOR
Opening Date: 08/05/2026
Closing Date: Continuous

Description

The Position
The Maryland-National Capital Park and Planning Commission (the M-NCPPC), a 100-year-old bi-county agency, is looking for a dynamic, strategic, and energetic leader to be our new Chief Administrative Officer (CAO, a.k.a. the Executive Director). The new CAO will help lead the M-NCPPC's Central Administrative Services into our next century of service to the people of Prince George's and Montgomery Counties. As an organization founded on planning, parks stewardship, and provision of recreation services, we need a leader who understands public service and organizational operations.

As one of three statutory officers of the M-NCPPC under Section 15-109 of the Land Use Article, the CAO serves as the senior administrative officer responsible for delivering efficient, coordinated, and policy-compliant services across finance, human resources, information technology, and enterprise systems. Reporting to the M-NCPPC Co-Chairs, the CAO works closely with the other two statutory officers-the General Counsel and Secretary-Treasurer-to align centralized administrative services with the needs of the M-NCPPC's four operating departments, its legal mandates, and its long term goals. The position carries direct oversight of four functional leaders and a Deputy Director, each responsible for a distinct portfolio, and provides executive leadership to a team of 98 staff members across those functions:

• The Deputy Director, who serves as the CAO's second-in-command and provides high level oversight;
• The Corporate Budget Director, who leads budget and financial planning;
• The Director of Human Resources Management, who leads classification and compensation, benefits administration, labor and employee relations, talent acquisition and workforce planning, and HR operations;
• The Director of Information Technology, who leads enterprise information technology, commission-wide IT projects, and CAS staff IT support; and,
• The Director of Corporate Policy and Management Operations, who leads risk management, corporate policy and archives, performance management, supplier diversity, and provides strategic coordination of fleet management and facilities for the executive office building.

As the M-NCPPC prepares to celebrate its Centennial in 2027, the agency looks to its next CAO to approach this work deliberately and with excitement to ensure our success for the next 100 years. Enthusiasm for finding innovative solutions and modernizing organizational procedures is critical. The CAO will continue to work closely and effectively with the Secretary-Treasurer on fiduciary alignment, with the General Counsel on compliance and legal policy, and with the Inspector General on internal controls and accountability. Day-to-day, the CAO sets service standards for administrative functions that reach every corner of the M-NCPPC. The CAO also guides continuous improvement, modernization, and change management, working with department leaders to balance central policy with the operational autonomy each department needs to do its work. The next CAO steps into an organization staffed by capable and dedicated professionals. The full position description is available at

How to Apply
Applications will be accepted electronically by Raftelis at Applicants complete a brief online form and are prompted to provide a cover letter and resume. The position will be open until filled with a first review of applications beginning August 26, 2026.

Questions
Please direct questions to Anne Lewis at or Niayla Hairston at
Examples of Important Duties

Priorities
The CAO's early work will center on review and assessment of organizational operations to identify areas for sharpening service delivery and setting a durable foundation for the future. Some of the current priorities include the following:

Advance a service-oriented culture. Work with the administrative teams to achieve increased customer service to the departments.

Establish accountability across Central Administrative Services. Work collaboratively with the other officers to bring the finance, procurement, accounts payable, human resources, information technology, and administrative functions into a coherent reporting and accountability structure.

Standardize and consolidate service delivery across the M-NCPPC. Build consistent, well-documented processes that apply evenly throughout the organization, drawing on the strength of the diverse M-NCPPC departments.

Create a strategic planning framework for the future. Develop a shared plan that sets priorities, resource expectations, and performance standards for Central Administrative Services, giving the organization an objective baseline for accountability and continuous improvement.

The Successful Candidate
The next Chief Administrative Officer is a confident, visionary, multi-talented and credible executive with excellent communication and team-building skills. This is a leader who can set a clear direction, document and standardize how work gets done, and hold functions accountable to shared expectations, while earning the trust of experienced professionals who have long institutional knowledge and experience. The ideal candidate reads organizational dynamics well, listens before acting, and knows how to work within a tradition-minded culture toward adaptive, innovative practices that move the organization forward.

Because Central Administrative Services supports independently governed departments across two counties, the successful candidate brings a strong service orientation and a talent for building coalitions. This leader recognizes that the operating departments are customers, and communicates changes clearly and in advance, and works to find consensus among varied interests. Political and organizational savvy, sound judgment, and steady, transparent communication are essential in an environment governed by merit system rules and union protections.

Professionally, the CAO offers depth across the functions the role oversees, including: corporate budgeting, human resources, information technology, and enterprise systems. The ideal candidate understands shared-services and centralized service delivery models, has led process improvement and modernization, and can establish performance metrics and service-level standards that translate into durable organizational improvement. Experience guiding technology and process innovation, along with a working grasp of internal controls, compliance, and public sector governance, will serve this leader well.
Minimum Qualifications

Minimum qualifications include a bachelor's degree in public administration, business administration, finance, human resources, or a closely related field, and at least 14 years senior leadership experience across administrative functions such as finance, procurement, human resources, or information technology, including substantial experience directing and coordinating the work of functional leaders.

Preferred qualifications include a master's degree in a related field, experience in a large, complex public sector or intergovernmental organization, and a demonstrated record of leading organizational change, shared-services consolidation, or change management in an environment governed by merit system and collective bargaining rules.

Selected individuals will be subject to extensive criminal background checks and will be required to be bonded.
Supplemental Information

Class Specification: Executive Director

May be subject to medical, drug and alcohol testing.

THE MARYLAND-NATIONAL CAPITAL PARK AND PLANNING COMMISSION
2026 BENEFIT SUMMARY FOR APPOINTED OFFICIALS

The following benefit summary is provided for informational purposes only and is not, nor should be construed as an employment agreement with the M-NCPPC, implied or actual. It is not all-inclusive and is subject to change. Benefits listed are extended to Appointed Officials, subject to status of appointment by the Maryland-National Capital Park and Planning Commission (M-NCPPC). All plans are optional except the Defined Benefit and Long-Term Disability plans.

Retirement Programs

• Defined Benefit Plan (Mandatory Participation - Plan E) - Employees contribute 4% of base salary up to the maximum Social Security Wage Base and 8% of base salary in excess of the Social Security Wage Base* (*Merit Board members are not eligible for the Defined Benefit Plan)
• Deferred Compensation MissionSquare 457 plan (Optional)
• Traditional and Roth IRAs (Optional)

Health Insurance Plans (Employee Pays Percentage of Premium Below)

• Medical -
  • Kaiser Permanente Health Maintenance Organization (HMO) with Prescription Plan - (15%)
  • UnitedHealthcare Select Exclusive Provider Organization Health Plan (EPO) - (20%)
  • UnitedHealthcare Choice Plus Point of Service (POS) - (20%)
• Prescription - CVS Caremark - (15%)
• Dental - Delta Dental PPO and Delta Care USA HMO - (20%)
• Vision - EyeMed - (80% of Low Option plan paid by Commission. Any balance paid by employee.)
  • Low, moderate, and high options are available. Frequency of covered services differs.

Flexible Spending Accounts (Employee Pays 100%)

• Medical Account - Maximum annual contribution: $3,300
• Dependent Care Account - Maximum annual contribution: $7,500

Long-Term Disability Insurance (Mandatory Participation)

• Employee Pays 20%: Commission Pays 80%
• Benefits paid at 66 2/3% of base salary, maximum of $6,000/month

Supplemental Long-Term Disability Insurance (Employee Pays 100%)

• Benefits paid at 66 2/3% of base salary that exceeds $108,000, capped at $216,000

Basic Life and AD&D Insurance (Employee Pays 20%: Commission Pays 80%)

• Two (2) times base salary; maximum benefit is $200,000 for each
• Automatic coverage with opt-out provision

Supplemental and Spouse/Dependent Life Insurance (Employee Pays 100%)

• Supplemental - 1,2,3,4 or 5 times base salary; maximum benefit is $750,000
• Spouse/Dependent Combination - $10,000/$5,000, $20,000/$10,000, or $30,000/$15,000

Sick Leave Bank (Full-time appointments only. Not available to part-time Commissioners and Merit Board Employees)

• Employee contributes leave hours each year
• Annually covers up to 688 hours for own serious medical condition; 480 hours for parental responsibilities (birth, adoption and foster care) and 160 hours for serious medical condition of an immediate family member

Leave Programs - (Part-time Commissioners and Merit Board Employees only receive holiday leave)

• Annual: 15 days per year
• Personal: 24 hours per year (12-month waiting period)
• Sick: 15 days per year
• Holidays: 11 days per year

Other Benefits

• Credit Union
• Employee Assistance Plan
• Legal Services Plan
• Tuition Assistance Program
• Wellness Program
• Work-Life Program

For a more detailed description of benefits, please contact the Commission's Health and Benefits Office at or 301-454-1694.