Police ChiefCity of Manteca,

California

S ituated between Northern California’s Bay Area and Sacramento regions, Manteca is known as the “Crossroads of California” for its favorable location 75 miles southeast of San Francisco and just 60 miles south

of Sacramento. Currently home to a population of nearly 85,000, Manteca is transitioning from a farming town to an increasingly desirable family-friendly bedroom community spanning 21 square miles. One of the fastest-growing cities in the state, it has become a popular option for Silicon Valley and Sacramento commuters with its reasonable home prices and attractive quality of life.

Manteca’s convenient location along Highway 120 (a primary east-west connector from San Francisco to nearby Yosemite National Park) and Highway 99 (a major north-south connector freeway) make it ideally situated for further development. Award winning projects such as Big League Dreams Sports Park and Great Wolf Lodge have proven the City’s ability to attract and support large-scale development. There are numerous commercial initiatives underway that promise to advance economic development objectives and expand the community’s job base. Post-pandemic, the City anticipates more residents being able to work from home on a permanent basis.

Contributing to Manteca’s quality of life are 62 neighborhood and community parks, a municipal golf course, public library, skate park, senior center and multiple annual special events that help contribute to the community’s well-preserved, small-town feel.

The Manteca Unifi ed School District provides for K-12 education and maintains 18 campuses throughout the community. Several private schools also serve the City and nearby higher education options include the University of the Pacifi c, California State University – Stanislaus, San Joaquin Delta College, and Modesto Junior College.

The City is relentless in its infrastructure investment. In 2019 alone, the Public Works Department landed over $23 million in grants to fund major enhancements such as the SR120/McKinley interchange, Main Street improvements, fi ber optic installation, and California’s fi rst diverging diamond interchange at Union/120. Further, Manteca recently opened the City’s fi fth fi re station and began a new phase of construction on the updating city hall while also investing in the maintenance of existing City assets.

To learn more, visit https://www.ci.manteca.ca.us.

The Community

City Government

T he City of Manteca is governed under the Council-Manager form of government. The directly elected Mayor and four members of the City Council are all elected at-large to four-year staggered terms and the City Council appoints

the City Manager and City Attorney. The City provides a full range of municipal services and all department heads are appointed by the City Manager except for the City Attorney. In addition to the Police Department, other City departments include Development Services, Employee Services & Engagement, Engineering, Finance, Public Works, Fire, Information Technology & Innovation, Legislative Services/City Clerk, as well as Recreation & Community Services.

Manteca’s services and operations are supported by approximately 400 FTE. The City’s FY2020-21 General Fund budget is $48.1 million (total budget $200 million). While the municipality has made fi scal stability a priority, discipline will be required of all departments as the global pandemic continues to impact the economic vitality of all communities.

There has never been a more rewarding or exciting time to be in Manteca. While the community’s population and popularity steadily increase, the culture of the city organization is well into its own transformation. Last spring, Miranda Lutzow was named City Manager after serving as Manteca’s Acting City Manager and Administrative Services Director. With a fresh perspective and proven adaptability, Miranda has made progress in assembling a team of contemporary and innovative leaders to help guide the City through a monumental time that is rich with opportunity and potential amidst obvious universal challenges.

Accordingly, members of the Executive Team are passionate, fl exible, and close-knit, contemporary leaders who are undaunted by uncertainty and are mutually committed to designing a vibrant and sustainable future for the community. To be a great fi t in Manteca, candidates must be driven by a desire to make a difference, willing to work collaboratively, and energized by opportunities to think differently and contribute proactively for the good of the organization.

City VisionThe City of Manteca is a thriving city with a small town

feel at the crossroads of California whose heart is rooted in family values, patriotic tradition, and community service.

We embrace diversity, innovation, and recreation.

We are the Family City.

The Ideal Candidate

Manteca Police Department

T he Manteca Police Department (MPD) is supported by 109 positions (76 sworn) and a FY2020-21 operating budget of just under $20 million. The command staff consists of the Chief, two Captains and two Lieutenants. The Department

is organized across two divisions – Operations and Services. MPD also operates a full-service Dispatch and Communications Center and is also responsible for Code Enforcement and Animal Services.

The larger of the two divisions is the Operations Division which encompasses Patrol and specially trained and equipped staff to meet a variety of public safety needs and concerns. This includes School Resources Officers, Traffic, Bicycle Patrol, Canine, Mounted Patrol, Reserves, Police Chaplain program, Explosive Ordinance Disposal (Bomb Squad), SWAT, and Hostage Negotiations Team.

The Services Division includes Investigations, Street Crimes, Gang Suppression, Communications, Records, Evidence and Property, Code Enforcement, and Animal Services. In addition, this division also oversees volunteers that serve the department. The SHARP Unit (Seniors Helping Area Residents and Police) averages 65 members at a time and devotes approximately 21,000 hours annually to assisting MPD.

Exemplifying its “Neighbors Helping Neighbors for a Crime Free Community” philosophy, the Department maintains a variety of community programs such as Neighborhood Watch, Business Watch, Pedestrian Safety, the Child Safety Program, and Crime Stoppers. The commitment to work closely with the community to prevent and suppress crime has resulted in across the board crime reduction in recent years.

T he City of Manteca is seeking a forward thinking, solutions-oriented leader who is grounded in a community policing philosophy. The ideal candidate must be knowledgeable regarding industry trends and best

practices and open to contemporary tools and strategies that enhance the capacity of the organization and the capabilities of its members consistent with a community’s values and ambitions. With an eye toward the future while also honoring tradition, this innovative and visionary professional will ensure the department is strongly positioned to meet the future service needs and expectations of a growing community.

Well-versed in modern policing along with current State and federal law, this superior critical thinker will be relied upon to provide credible and thoughtful expert advice to the City Manager and policymakers. A long-time practitioner of community policing, she/he will treat crime and quality of life issues with equal importance and encourage non-traditional approaches to both crime prevention and suppression efforts.

This confident yet humble public servant will be a compassionate professional with high emotional intelligence. She/he will have a history of listening to employees, explaining the basis of decisions, and crafting a vision that inspires action. Manteca’s Chief must display a genuine concern for the people in their organization as well as for the community served. The Chief will equally value both sworn and non-sworn staff and maintain productive working relationships with labor groups.

Guided by a results-oriented mindset, the ideal candidate must exhibit relentless dedication to upholding superior service standards while holding employees accountable to these expectations. A respected mentor who is committed to ongoing professional development, the new Chief will have the proven ability to develop the next generation of leaders in the department with an eye on accountability.

To succeed in Manteca, the ideal candidate will have a successful track record in developing beneficial internal and external relationships and be viewed as a trusted partner in the criminal justice system. She/he will be an approachable and visible leader who remains highly engaged with the community as well as his/her workforce. The candidate selected will be an articulate communicator capable of discussing complex and controversial matters with various audiences when needed.

This resilient professional will have broad command experience and display the flexibility necessary to swiftly adapt to changing conditions and challenges facing the profession today. The ideal candidate must have strong administrative skills with demonstrated success in managing resources effectively. Excellent verbal and written communication skills are also critical for Manteca’s working managers, who must also be adept at holding difficult conversations with staff.

Competitive candidates will possess extensive supervisory experience in municipal police work, including five years of increasingly responsible law enforcement supervisory and management experience, with at least two of those years as a Deputy Police Chief, Captain, or equivalent rank. A Bachelor’s degree from an accredited college or university in police science, criminal justice, business administration, organizational development or related field is required. A Master’s degree in a related field is highly desirable. Completion of executive level training such as PERF’s Senior Management Institute for Police (SMIP), the FBI National Academy, Cal Chief’s Executive Leadership Institute, or other similar programs will be considered favorable.

Salary range $177,559 - $215,838; placement within the range dependent on qualifi cations and experience. The Police Chief’s salary is supplemented by a competitive benefi ts package that includes, but is not limited to:

CalPERS Retirement: Tier 1 Classic: Classic employees hired before June 1, 2012 - 3% @ 50 (employee contribution 9% + 8-11% employer contribution); single highest year.Tier 2 Classic: Classic employees hired on or after June 1, 2012 - 3% @ 55 (employee contribution 9% + 8-11% employer contribution); 36-month average.PEPRA: New members hired on or after January 1, 2013 - 2.7% @ 57 (refer to Executive Management MOU for formula details).

Executive Management Stipend: Effective July 1, 2020, Executive Management employees receive a non-PERSable stipend equal to 6% of their base salary. The 6% can be cashed out or placed into a deferred compensation account. Employees hired after July 1st receive prorated stipend (currently approved for FY20-21 only).

Longevity Pay: Employees with over fi ve (5) years of continuous employment with the City are eligible to be considered for one longevity bonus equal to10% of one month’s salary on an annual basis. Employees with ten (10) years of continuous employment are eligible for 20% of one month’s base salary per year.

ICMA 401 Plan: The City will contribute 5% to the plan, and the participant may voluntarily contribute after-tax dollars. Employee becomes fully vested after fi ve (5) years of employment.

Deferred Compensation/457 Plan: Employees may voluntarily contribute to this plan with a minimum contribution of $10.00 per pay period.

Health & Life Insurance: Monthly employer contribution ranging from $755 (single) to $1,990 (family). City-paid life insurance for employee plus City-paid dental and vision coverage for employee and dependents. If employee declines health insurance, City will contribute $450 monthly to the employee’s deferred compensation or 401a account or provide cash in lieu of deferred compensation.

Long-term Disability: City provided plan pays a maximum of 66-2/3% of the fi rst $15,000 of base monthly earnings for long-term disability insurance. Other terms apply.

Vacation: Dependent on years of service ranging from 80 to 184 hours per year.

Holidays: 11 established holidays + 2 fl oating holidays annually.

Administrative Leave: 120 hours per year, with cap of 300 hours. Yearly cash out option of up to 80 hours.

Sick Leave: 8 hours per month; no maximum accrual.

APPLICATION & SELECTION PROCESSThis recruitment will close on Sunday, February 21, 2021. To be considered for this opportunity, upload your compelling cover letter, resume, and list of six professional references using the “Apply Now” feature at www.tbcrecruiting.com.

Tina White • 619.948.1786 • tina@tbcrecruiting.comTeri Black • 424.296.3111 • teri@tbcrecruiting.com

TERI BLACK & COMPANY, LLCwww.tbcrecruiting.com

Following the closing date, submissions will be screened in relation to the criteria articulated in this brochure. Applicants with the most relevant qualifi cations will immediately be granted preliminary interviews by the consultants. Candidates deemed to be the best qualifi ed will be invited to interview with Manteca representatives in March. The City Manager anticipates making an appointment shortly thereafter following the completion of a POST compliant background, reference checks and compensation negotiation. Please note that references will not be contacted until the end of the process and, at that time, will be done so in close coordination with the impacted candidate.

The City of Manteca reserves the right to alter the interview and selection process in response to public health orders in relation to the COVID-19 pandemic.

Compensation & Benefi ts