POSITION SUMMARY

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Serves as the second\-in\-command and chief executive officer for the day\-to\-day operations of the Pueblo County Sheriff’s Office. Responsible for coordinating, planning, directing, and evaluating all divisions and functions to ensure effective, lawful, efficient, and community\-focused service delivery. Acts with full authority in the absence of the Pueblo County Sheriff and exercises command authority over all personnel. This position is appointed by and serves at the discretion of the Sheriff.

WHAT YOU WILL DO

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Essential Functions

% TIME

Exercises direct, first\-level supervision of positions, employees, operations, and activities. Includes coordinating staff training, assigning and reviewing work, participating in the interview and selection process, making recommendations impacting pay, status, and disciplinary action, evaluating performance independently or in conjunction with a higher\-level supervisor/manager, and approving time off and approving staff timesheets. 25%

Oversees hiring, discipline, evaluations, and workforce planning. Directs Internal Affairs and professional standards investigations. Ensures fair and legally sound resolution of personnel matters. Develops and mentors command staff and promotes succession planning. 20%

Directs, coordinates, and evaluates operations across all divisions. Provides executive leadership to command staff and establishes strategic direction. Ensures compliance with all laws, regulations, and accreditation standards. Serves as acting Sheriff in the Sheriff’s absence. 15%

Analyzes operational and crime data to improve performance. Evaluates effectiveness of programs and services. Leads planning, research, and implementation of best practices. Commands major incidents and emergency operations. 15%

Oversees budget development and administration. Allocates personnel and financial resources effectively. Supports grants and external funding opportunities. 15%

Represents the Sheriff’s Office in public and professional settings. Maintains relationships with partner agencies and stakeholders. Serves as liaison for media and community engagement. 10%

Additional Responsibilities

Not Applicable

General Requirements

Performs additional tasks as assigned, including filling in for other staff as necessary and/or required.

May be required to work alternate schedules and/or in other work locations.

If classified as a non\-exempt employee, may be required to work mandatory overtime.

Possess excellent oral and written skills to communicate effectively, including but not limited to communicating actively, clearly, and regularly with supervisors and/or co\-workers on all work\-related topics.

Understands, observes, enforces, and complies with all Governmental, Pueblo County, and Departmental policies, procedures, and protocols when performing job duties both on and off Pueblo County premises.

Establishes and maintains professional working relationships with all Pueblo County employees, customers, vendors, and community members.

May be required to effectively manage multiple projects, deal with stressful situations, and adapt to sudden and unexpected changes in work assignments.

WHAT YOU HAVE

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QualificationsEducation and Experience:

A high school diploma or GED is required. A bachelor’s/master’s degree in criminal justice, public administration, business administration, or closely related field is preferred. Five (5\) years or more of administrative and management experience at the command level is required. Five (5\) years or more of supervisory experience in law enforcement is required. The substitution of any combination of relevant and related education, training, and/or experience that provides the required knowledge, skills, and ability may be considered. License and Certification:

A valid Colorado driver’s license and Colorado POST certification are required. Successful completion of the FBI National Academy or Command Staff School equivalent is required within one (1\) year of hire. Additional Information

The selection process includes, but is not limited to, an interview. Prior to employment, candidates will complete a background investigation, polygraph examination, physical examination to include a drug screen as well as a psychological examination. The expected duration of the selection process will not normally exceed two months. Candidates not selected may reapply in the future.Please submit the required application WITH AN ATTACHED RESUME by Sunday, April 19, 2026, at 11:59 p.m.

WHAT PUEBLO COUNTY OFFERS

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Shift differential pay

Referral/Recruitment incentives

Trainer pay

Tuition reimbursement

Take\-home vehicle (Patrol)

Opportunity to work in many diverse areas

Comprehensive Benefits package (medical, dental, vision, etc.) (full\-time employees)

Generous Vacation and Sick Leave Accrual

County Retirement Program

Autonomy to grow and find your career path with supportive leadership

Truly inclusive and diverse environment

Fitness Center (Historic Pueblo Courthouse Building)

May be eligible for up to 12 weeks of Paid Parental Leave Benefits (full\-time employees)

EMPLOYEE BENEFITS SUMMARY

2026 PAID HOLIDAYS* New Year's Day \- January 1st

* Day after New Year's Day \- January 2nd

* Martin Luther King, Jr. Day \- January 19th

* Memorial Day \- May 25th

* Employee Appreciation Day \- June 3rd

* Juneteenth Day \- June 19th

* Independence Day (observed) \- July 3rd

* Day before Labor Day \- September 4th (Early Release at 12:00pm)

* Labor Day \-September 7th

* Francis Xavier Cabrini Day \- October 5th

* Columbus Day / Indigenous Peoples' Day \- October 12th

* Veteran's Day \- November 11th

* Day before Thanksgiving \- November 25th (Early Release at 12:00pm)

+ Thanksgiving Day \- November 26th

+ Day after Thanksgiving\-November 27th

+ Christmas Eve Day \- December 24th

+ Christmas Day \- December 25th

* Day before New Year's Day \- December 31st (Early Release at 12:00pm)

* One Personal Day (County employees will have one paid personal day off in 2026\. This paid day off is to be chosen by the employee and approved by their Elected Official or Department Director.)

\ \= Regular Part\-Time Employees who are scheduled to work on a 2026 Holiday will receive Holiday Pay for two (2\) of the Holidays of their choice (marked with the single asterisk \ above) as approved by their Elected Official or Department Director

When a holiday falls on a Saturday, Friday will be celebrated as the County holiday

When a holiday falls on a Sunday, Monday will be celebrated as the County holiday

Early releases are at the discretion of the Elected Official or Department Director and may vary based on the operational needs of their offices/departments.

All time off work taken by County employees for the days designated as Early Release shall be considered holiday time off for purposes "worked time" in determining Overtime in accordance with the Fair Labor Standards Act (FLSA).

If an employee is absent the day preceding or following the holiday without prior approval, the employee will not be paid for the holiday

The following time off types will not contribute to the daily or weekly overtime calculation: Unpaid Days Off, Unpaid Personal Days, and Unpaid Early Release Days.

Any employee that is required to work by their supervisor on a designated Unpaid Day Off,

a designated Unpaid Personal Day or during a designated Unpaid Early Release period shall be paid for work required and performed during such days and periods.

No employee may work during an Unpaid Day Off, an Unpaid Personal Day, or during an Unpaid Early Release period without the express authorization of their supervisor. This Resolution contemplates and authorizes supervisors to direct work during Unpaid Days Off, Unpaid Personal Days, or Unpaid Early Release Periods for community safety and County government essential activities such as snow removal, social worker visits for child welfare and other family emergencies, response to emergency calls by facilities and fleet employees, and required court appearances by County employees.

For weeks in which an Unpaid Day Off or an Unpaid Early Release takes place, County Exempt employees are designated as Non\-Exempt employees under the Fair Labor Standards Act. Those employees so designated will be required to clock in and out of work via email to their Director for all days worked during weeks that include an Unpaid Day Off.

No employees shall be permitted to work over 40 hours during a week that includes an Unpaid Day Off or an Unpaid Early Release without the express written authorization of their Director or Elected Official.

\\\ The above 2026 Holiday Schedule Resolution was originally approved by the Board of County Commissioners on December 15th, 2025 and then revised on February 12th, 2026 \& March 12th, 2026\\\

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DEPARTMENTS SCHEDULED TO WORK ON HOLIDAYS

Due to operational requirements, some employees will be required to work on holidays. The employee must take the holiday by the end of the month following the holiday at a date approved by their Elected Official or Department Director

SICK LEAVE

Regular full\-time employees accrue eight (8\) hours per month with a maximum accrual of 960 hours.

VACATION LEAVE

Upon initial date of hire: earn eight (8\) hours per month with a maximum accrual of 144 hours.

After 5 years: earn twelve (12\) hours per month with a maximum accrual of 216 hours.

Ater 10 years: earn sixteen (16\) hours per month with a maximum accrual of 288 hours.

RETIREMENT

All Regular Full\-Time employees and Elected Officials are required to participate in the County Retirement Plan upon completion of one (1\) month of continuous employment. A pre\-tax deduction of 8\.25% will be deducted from the employee's monthly pay.

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EMPLOYER MEDICAL CONTRIBUTION

Pueblo County's contribution toward the purchase of your benefit options on a tiered approach and based on which medical plan you elect.

*If Benefit Selections:*

Are greater than the employer contribution dollar amount, the difference is deducted from paycheck

Are equal to the employer contribution dollar amount, there is no effect on pay

Are less the employer contribution dollar amount, additional pay or cash back is not optional

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MEDICAL INSURANCE \- ANTHEM BLUE CROSS/BLUE SHIELD (optional)

*Medical, Dental, \& Vision Rates are for the 2026 Plan Year (effective January 1st, 2026\)*

HIGH DEDUCTIBLE HEALTH PLAN