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
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 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 Bachelor's 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
For Questions, please contact
Amy Powell
Human Resouces Manager

559-713-4575

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 employee's 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 employee's bargaining unit and plan selected. Health benefits are also available for an employee's 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 serv