Police Business Manager

Police Business Manager

Salary

$114,850.06 - $156,295.62 Annually

Location

Santa Maria, CA

Job Type

Full-Time

Job Number

FY 27-00172

Department

Police Department

Division

Police - Administration

Opening Date

10/24/2026

Closing Date

11/16/2026 5:00 PM Pacific

• Description
• Benefits
• Questions

OPPORTUNITY

Open Date: October 24, 2026

Close Date: November 15, 2026 at 5:00PM

Interview: To be determined

The City of Santa Maria is recruiting a Police Business Manager for the Police Department.

The Police Business Manager will assume responsibility for budgeting, accounting, revenue and general administration responsibilities. This position requires a thorough understanding of municipal budgeting, statistical records, grant requirements, administrative policies, and State and Federal reporting practices.

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 is committed to providing essential services that ensure public safety and quality of life. This includes comprehensive police and fire protection, vital utility services like water and waste management, and a wide range of public amenities - parks, libraries, transit, and more - that distinguish itself from smaller municipalities.

THE POSITION

In this role, you will lead the Police Department's administrative, financial, and personnel functions. You will oversee critical operations that ensure the department runs efficiently and effectively, supporting both day-to-day activities and long-term strategic priorities.

The Ideal Candidate will possess:

• excellent written and oral communication skills
• accounting/finance experience
• strategic/collaborative leadership
• fiscal planning
• local government/organization acumen

Full Job Classification Description: Police Business Manager (Program Leader job classification)

REQUIRED SUBMITTALS

• Up-to-date Resume
• Cover letter which explains how your experience and background align with this recruitment

DUTIES

The following describes the essential duties and responsibilities. The duties as shown below are not intended to show every job duty of the classification and instead are focused on the key concepts for the work at this level.

• Leading teams and/or significant departmental projects;
• Taking full leadership responsibility for assigned teams/projects;
• Designing and implementing customer- service solutions and initiatives;
• Ensuring high-quality customer service is delivered by subordinate staff;
• Developing and managing budgets;
• Setting team/project goals and measurements;
• Assuming full accountability for team/project outcomes;
• Obtaining and deploying resources necessary to manage team/project;
• Performs very complex technical, professional, and analytical work for a wide range of programs and department activities and may advise on policy decisions.
• Provides professional support or leads one or more core administrative functions/programs.
• Exercises consistent sound judgement in making decisions and recommending actions.
• Works strategically and effectively independently.
• Work is executed at a consistently elevated level.

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.

• 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.

MINIMUM QUALIFICATIONS

Depending on the level of the assignment incumbents may be required to possess some or all the following:

• Current technical/professional knowledge of the complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession,
• Possession of license(s) and/or certifications associated with the assignment,
• Educational degree in a specific area of study; and
• Mastery of some or all core competencies described, including those of Individual Contributor and Front-line Supervisor, depending on the assignment.

SELECTION PROCESS

SUPPLEMENTAL INFORMATION

• This position will require completion of a pre-employment background check to the satisfaction of the City. This may include a thorough review of a Personal History Statement, and background investigation.

APPLICATION RANKING

The complete application packet, which consists of the online application, resume, and cover letter, will be evaluated and scored. An applicants final ranking on the eligibility list will be determined by their submitted application materials. The Hiring Department will interview selected candidates from the eligibility list who best meet its needs.

If you are experiencing any technical (computer-related) difficulties or need help with attaching documents to your application, call the NEOGOV helpline for 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. See Memorandum of Understanding for eligibility requirements.

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.

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.

01

Describe your experience with accounting, budgeting, and financial analysis, including your level of responsibility and the size of the budget.

02

Provide an example of how you communicated complex financial or budgetary information to an audience with varying levels of financial knowledge, such as department leadership, employees, executive staff, or elected officials. How did you ensure the information was clear, accurate, and useful for decision-making?

03

List the software programs or systems you have used for financial analysis, budgeting, or data management.

Required Question

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