Assistant Chief of Police

Salary: $110,000.00 – $143,500.00 Annually

Closing Date: 2/20/2026

Position Summary:

Reporting to the newly appointed Chief of Police, who has over 30 years of experience in leadership roles at the federal, municipal, and state levels, the ACOP supports the Chief in the management of the department’s $70M+ budget and a team of 495 sworn and 261 professional staff employees, including 911 Communications. The FPD is currently organized into three primary components: Office of the Chief, Field Operations Bureau, and the Specialized Services Bureau. The Field Operations Bureau is comprised of Patrol Operations, which is divided into three (3) districts: Campbellton, Central, and Cross Creek, and Investigations. The Specialized Services Bureau is comprised of(now assigned to the Chief’s Staff Unit) & Grant Management, Communications, Records Management, Technical Services, Fleet Management, Traffic Support, Community Resource Division, and Training and Recruitment.

The next ACOP must understand the areas of the FPD and will support the Chief in implementing the department’s vision to serve as a premier law enforcement agency that is invested in the growth and safety of the community through innovation and a balanced approach to Law Enforcement. Demonstrating impeccable communication and interpersonal skills, the next ACOP will strengthen the department’s relationship with the City Council – building connection and allegiance while remaining committed to advocating for the department and its personnel.

Essential Functions:

• Leading a young department with approximately 50% of sergeants having served less than 2 years, build a staff development and succession plan that develops internal personnel to be future leaders, positively impacts retention, and prepares the department for succession planning.
• Leverage resources to support the department and its staff while addressing core issues and advocating for solutions related to staffing levels, compensation, training, and work factors that have impacted morale so that all employees feel valued, supported, and have the bandwidth to engage with the community as expected to solve community issues proactively rather than reactively.
• Improve communication across the chain of command while uniting staff to value, support, and execute the Chief’s mission for the department.
• Design a multi-jurisdictional operations plan that addresses and outlines the department’s response to community events and situations such as protests, threats, and presidential campaign visits.

Requirements:

• Transfers: In-state candidates may transfer their law enforcement officer certification to another agency in NC provided he/she has less than a 12-month break in service at time of appointment. In-state candidates with less than a three-year break in NC service may receive partial credit toward basic law enforcement training. Out of state candidates who are serving or have served as a local or state law enforcement officer must have successfully completed a basic law enforcement training course accredited by the state from which they are transferring and cannot have a break in full-time service exceeding three years at the time of appointment. Individuals with Federal law enforcement officer certification who have not had a break in service exceeding three years at the time of appointment may receive partial credit toward NC basic law enforcement training. NC does recognize and give partial credit for military police (MP) training if the candidate has completed a formal military basic training program and been awarded a military police occupational specialty rating and has served as a military police officer for not less than two of the five years preceding the date of appointment.