Battalion Chief

Battalion Chief

Salary

$163,822.10 - $199,126.46 Annually

Location

Santa Maria, CA

Job Type

Full-Time

Job Number

FY 26-00141

Department

Fire Department

Opening Date

05/19/2026

Closing Date

5/29/2026 5:00 PM Pacific

• Description
• Benefits

OPPORTUNITY

The City of Santa Maria, Fire Department is accepting applications for the position of Battalion Chief.

Applications Open: May 19, 2026

Closing Date: May 29, 2026 at 5:00 p.m.

Oral Board & Assessment Center: June 10/11, 2026

Chiefs Interviews: Week of June 15, 2026

WHO WE ARE:

The City of Santa Maria is a full-service City with a City Council/City Manager form of government with over 700 employees and serves approximately 108,000 constituents. The City of Santa Maria is located on the beautiful central coast of California and covers over 23 square miles. The City has a harmonious balance of maintaining coastal and agricultural lands while promoting business. Santa Maria has been recognized nationally as an All-America City by the National Civic League and offers reasonably priced housing, community festivals, quality schools, and is in close proximity to beaches, cultural arts, a local airport, wineries, and higher education institutions.

WHAT WE DO:

The City of Santa Maria is experiencing explosive growth with thousands of residential, commercial, industrial, and retail projects in development. The Fire Department's goal is to continue to develop staffing that will support continued growth of both the city and the Fire Department. The Santa Maria Fire Department provides all risk emergency services, as well as public education programs, fire prevention, and life safety measures to the Citys residents. These services support the Fire Departments mission of effectively preserving lives and protecting property. The department provides Emergency Services, which include pre-hospital emergency medical services at the Emergency Medical Technician I (EMT-1) level; response to structural, vehicular and vegetation fires, hazardous materials response, water rescue, trench rescue, public assistance and other emergencies. The department also administers a hazardous materials business plan program in cooperation with Santa Barbara County.

THE POSITION:

The Battalion Chief receives general direction from the Fire Chief and/or Deputy Fire Chief in the performance of responsible management, technical, and administrative work in commanding and coordinating physical and human resources including: emergency operations, training, fire prevention, disaster preparedness, public education, public relations, facility/equipment maintenance; and other related programs and services. They provide highly technical staff assistance; implement program goals and objectives and oversee and supervise assigned staff. The Battalion Chief functions as the Citys key representative pertaining to all Fire Department responsibilities and activities, primarily after normal business hours, on weekends and holidays, or otherwise in the absence of or as determined by the Deputy Fire Chief.

REQUIRED SUBMITTALS:

• Application
• Certificates (Fire Officer, Company Officer or Fire Officer 2, EMT-B, CPR card)
• Resume
• Cover Letter

DUTIES

DETAILED JOB DESCRIPTION: Fire Battalion Chief

MINIMUM QUALIFICATIONS

• Required licenses and/or certifications associated with the assignment, such as:
• Graduation from an accredited college or university with an associate's degree or equivalent to completion of at least sixty (60) semester units from an accredited college or university, must submit proof with application.
• Fire Officer/Company Officer/Fire Officer 2 certification issued by the California State Board of Fire Services or other equivalent certifying agency such as IFSAC, ProBoard, fire department specific certifications, etc.; or any equivalent combination of documented education, training, and experience that provides the required knowledge, skills, and abilities.
• Current Emergency Medical Technician (EMT-B) Certificate issued within the State of California (current out of state EMT-B cards may be considered however, a State of California EMT-B must be issued prior to employment).
• Current CPR card for Healthcare Providers.
• Must meet current CICCS requirements for Chief Officers as detailed in the Santa Barbara County Operation All Hazards Mutual Aid Plan by the completion of probation.

Desired Qualifications

• Minimum qualification includes seven years of increasing responsibility and experience in a full-time fire agency providing a full range of urban fire protection services; and a minimum of three (3) years in the rank of Fire Captain or higher carrying out administrative and supervisory responsibilities in a career fire agency (acting/interim appointments do not meet this requirement) and; and
• Rope Rescue Technician, Structural Collapse Specialist 1 and 2, Trench Rescue Technician, Confined Space Rescue Technician, Safety Officer (S-404 or L-954), and Chief Fire Officer/Fire Officer 3 Certificates (provided by State Fire Training or other equivalent certifying agencies such as IFSAC/ProBoard) are highly desired.
• An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.
• A bachelor's degree in fire science, business administration, management, public administration or other related course of study, from an accredited educational institution, is preferred.
• Current technical/professional knowledge of complex principles, methods, standards and techniques associated with the scope of work of a recognized profession, such as:
• Fire ground tactics and strategy, emergency incident management, specifically the Incident Command System (ICS).
• Incident safety, automatic and mutual aid agreements, hazardous materials incident management, confined space and technical rescue techniques.
• Effective supervision; effective administration, budget, accounting, information technology, management, supervision, evaluation and training.
• Training program development and implementation Fire science theory, principles and practices and their application to a wide variety of emergency service operations.
• Operational characteristics and techniques used with fire apparatus and equipment.
• Modern fire loss and fire prevention principles, methods and practices.
• Disaster preparedness, emergency management and homeland security program development and administration.
• Geography and street layout of the City and surrounding area.
• Federal, State, and local laws, codes and regulations, City and departmental policies and procedures pertaining to fire and emergency medical services operations.
• Personal protective equipment and its use and care.
• Effective verbal and interpersonal communication skills.
• Microsoft Office Suite (or equivalent).
• Use computers and other office equipment effectively.

CONDITIONS OF EMPLOYMENT:

• State approved Hazardous Material First Responder Incident Commander certificate by completion of probation.
• Chief Fire Officer/Fire Officer 3 position task book initiated prior to completion of probation.
• Strike Team Leader certificate; task book in progress by the completion of probation. If candidate is opening position task book, must be in compliance with CICCS Qualification Guide, 2025 version.
• Possession of a valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business.
• Requires completion of a background investigation to the satisfaction of the City.
• The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed.

DESIRED CORE COMPETENCIES

Middle Manager:

Incumbents should have a solid foundation of Individual Contributor and Front-line Supervisor core competencies identified by the organization, as well as the following core competencies identified as essential for Middle Manager (click the hyper link to see the full definition Middle Manager Competencies):

• Talent Development - Effective performers keep a continual eye on the talent pool to monitor skills and needs of team members. They expand staff skills through training, coaching, and development. They evaluate and articulate present performance and future potential.
• Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient, manage time wisely, and effectively prioritize multiple competing tasks.
• Organization Knowledge - Effective performers understand the workings of a municipal organization, formal and informal policies and structures, and know "how the place works."
• Relationship Building - Effective performers understand that a primary factor in success is establishing and maintaining productive relationships. They interact with people and are good at it. They devote appropriate time and energy to establishing and maintaining networks.
• Results Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments, are motivated by achievement, and persist until the goal is reached.
• Industry Knowledge - Effective performers understand the general workings of local government within which the organization functions, and maintain a current knowledge base.
• Written Communication - Effective performers write clearly and concisely, composing informative and convincing documents. They use written language to convey substance and intent with simplicity, accuracy and clarity.
• Financial Acumen - Effective performers understand the financial framework of the organization. They are cost conscious and fiscally responsible, and use financial data to make informed business decisions.
• Change Agility - Effective performers are adaptable, are effective in the face of ambiguity, and support an orientation for change.
• Technology Savvy - Effective performers use technology to be successful in their organizational role. They value technology and leverage existing and new technology to achieve efficiency.

SELECTION PROCESS

The completed electronic application packet will include the online application and electronic attachments of certificates, resume, and cover letter.

The most qualified candidates will be selected to appear before a panel for an oral board and assessment center tentatively scheduled for June 10/11, 2026. Those applicants invited to interview will be notified electronically at the e-mail address provided by each candidate through application process. Therefore, it is the applicants responsibility to provide an accurate email address and to allow their inbox to receive emails in regard to this recruitment. The eligibility list established from the selection process will recommend a limited number of candidates to proceed to the Chiefs Interview from which the Battalion Chief may be selected. Chiefs interviews are tentatively scheduled for the week of June 15, 2026.

Prior to an offer of employment, applicants must pass a thorough background investigation.

If you have further job-related questions, please contact staff in the HR Division at 805-925-0951 x2203. If you are experiencing any technical (computer related) difficulties, please call the NEOGOV help line for technical assistance at 1-855-524-5627.

The following benefits vary by bargaining unit. For full benefit information please refer to the Memorandum of Understanding or compensation resolution available at https://www.cityofsantamaria.org/services/departments/human-resources/salary-group-agreements.

Retirement

The City of Santa Maria is a member of the California Public Employees Retirement System (CalPERS). Your benefit factor is determined by the retirement formula, age, service credit and final compensation. Based upon your bargaining unit and hire date the benefit factor will vary.

Health Insurance

Medical Insurance is provided to employees and eligible dependents through the California Public Employees Retirement System (CalPERS). There are four Preferred Provider Organizations (PPOs) and three Health Maintenance Organizations (HMOs) to choose from. The benefit amount varies per bargaining unit.

The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits. Evidence of major medical health insurance coverage is required for those employees who receive the cash payment. See Memorandum of Understanding for eligibility requirements.

Dental Insurance

Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible. The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum. The benefit amount varies per

bargaining unit.

Vision Insurance

Vision Insurance is available to employees and eligible dependents. Coverage is through VSP and covers an annual Well Vision exam and an allowance towards prescription glasses. The benefit amount varies per bargaining unit.

Life Insurance and AD&D Coverage

All employees working a minimum of thirty two (32) hours per week are eligible for Life and Accidental Death & Dismemberment (AD&D) coverage. Supplemental life, spousal and dependent child options are also available. The benefit amount varies per bargaining unit.

Short-Term & Long-Term Disability

All employees working a minimum of thirty two (32) hours per week, excluding Sworn Police and Fire shall participate in the short-term and long-term disability plan with coverage up to 66 2/3% of salary. Sworn Police and Fire are covered through their respective bargaining unit.

Flexible Spending Accounts (FSA)

The City offers a flexible spending account option for Dependent Care and Health Care Expenses. With these plans, employees can choose to place a portion of their earnings into a personal reimbursement account on a pre-tax basis. Doing so lowers employees taxable income for the year and allows them to pay for their qualified dependent care and eligible health care expenses with pre-tax dollars.

Employee Assistance Program

The City provides an Employee Assistance Program (EAP) through AETNA for all full and part time employees and their eligible dependents. The confidential EAP program can refer employees to professional counselors and services that can help resolve emotional health, family and work-life issues, or provide help with childcare and eldercare assistance, financial and legal services, identity theft recovery services and daily living services.

Wellness Program

Offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being. The Citys Wellness Program includes ergonomic evaluations, flu shots, and Wellness Workshops during lunch and after work.

Access to the Paul Nelson Aquatics Center for employee and immediate family members. Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members. Access to employee discounts and special offers on travel, entertainment, shopping, dining and services.

Mentorship Program

This professional development program of mentoring and job shadowing provides mentees with an opportunity to be mentored by experienced staff with the objective of developing specific skills and knowledge that will enhance the participants leadership skills and promote professional growth.

Succession Planning

The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders. In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more.

Deferred Compensation

Employees may participate in the Citys 457 Deferred Compensation Plan sponsored by either Empower or CalPERS Supplemental Income. The plan enables employees to save salary and earn interest on a tax-deferred basis. A City match is available based upon representation.

The City also provides an IRS approved 401(a) plan sponsored by Empower for managers represented by Non-Represented Full-Time Management & Confidential (NMAC).

Post Employment Health Plan (PEHP)

Based upon your bargaining unit the City may participate in a PEHP plan that will provide reimbursement for out-of-pocket cost of qualified medical expenses such as prescription drugs, doctor co-pays, eyeglasses and cover the reimbursement of medical insurance premiums upon separation or retirement.

Holidays

The City offers seven (7) paid holidays per year. In addition, based upon your bargaining unit a bank of floating holiday hours is available to be used at the employees discretion.

Vacation

The City initially offers two weeks of paid vacation per calendar year for all full time employees. Accrual rates increase thereafter based upon your bargaining unit.

Sick Leave

Sick leave shall accrue a rate of eight hours for each month of continuous service, or approximately two weeks per year for all full time employees. Employees may use up to half of their annually accrued sick leave for family illness and up to five days (40 hours) per calendar year for bereavement leave.

Management Leave

Management level employees may receive a prorated amount of management leave time each new calendar year.

Educational Incentive Program

In addition to regular pay when education is in addition to the regular requirements of the job specifications and is work related.

Tuition Reimbursement

Based on your bargaining unit, you may be reimbursed for tuition and book costs of approved job related courses. The maximum amount of tuition reimbursement in any calendar year will vary based upon your bargaining unit.

Auto Allowance

Management level employees may receive auto allowance based upon the need of the position.

Telephone/PDA Stipend

Management level employees may receive a telephone and/or PDA stipend based upon the need of the position.

Bilingual Pay

Bilingual pay is provided to employees who are required by their department head to use both English and Spanish in communicating with the public while performing the duties of his/her position and who demonstrate appropriate skills in both speaking and understanding the Spanish language shall receive compensation. The benefit amount varies per bargaining unit.

Employer City of Santa Maria

Address 110 East Cook Street, Room 1

Santa Maria, California, 93454

Phone 805-925-0951 ext. 2203

Website http://www.cityofsantamaria.org