Less Theory, More Impact: Professional Development That Works
Professional development is most effective when it is timely, aligned to real work, and supported by leadership in both government and corporate settings, which turns learning from a formality into a performance driver. When linked to organizational goals, evaluated with clear metrics, and embedded in a culture of continuous improvement, training delivers measurable gains in service quality, efficiency, and workforce resilience.
For corporate and municipal professionals alike, the concept of professional development can sometimes feel abstract or disconnected from the day-to-day responsibilities of serving communities or achieving business outcomes. However, the most effective development initiatives directly align with your job responsibilities and broader departmental or organizational goals. For example, if your city or company is implementing a new budgeting software, training in civic or financial technology, data analytics, or project management is not only relevant but essential. The key is ensuring that development opportunities are timely, directly applicable, and supported by leadership. When training is seen as a tool for immediate improvement rather than a checkbox exercise, it becomes far more impactful.
Professional development should also support the broader mission of public service or organizational growth. This means incorporating not just technical skills but also competencies like stakeholder communication, regulatory compliance, and cross-departmental collaboration. Programs such as the International City/County Management Association (ICMA) Leadership Institute or the National League of Cities' training sessions are designed with these needs in mind. Similarly, corporate professionals can benefit from leadership institutes offered by business schools or industry associations. Tailoring your development path to include both core competencies and emerging trends ensures that you stay relevant and valuable to your organization1.
Balancing Development with Daily Responsibilities
One of the most common challenges staff face is finding time for professional development amid packed schedules. Between meetings, client demands, operational tasks, and project deadlines, dedicating hours to a course or training session can feel unrealistic. A practical approach is to integrate learning into your calendar as you would any other critical work task. Microlearning platforms, which offer modules in 10-15 minute segments, are one solution. These allow employees to engage in development without disrupting their workflow. Programs like LinkedIn Learning or Coursera for agencies have adapted these formats to better serve time-constrained professionals2.
Another strategy is to align training with existing team goals or department initiatives. For instance, if your department is pursuing equity in service delivery or aiming to improve customer experience, attending a workshop on inclusive policy design or user-centered design isn’t just development—it’s progress on an active priority. Supervisors and department heads should support this by dedicating budget lines and allocating protected time for learning. In many successful organizations, this is formalized through Individual Development Plans (IDPs), which are reviewed during annual evaluations and tied to performance goals3.
Evaluating the Impact of Training
It’s a fair question to ask: do these courses and certifications actually help us? The answer depends on how well the training is selected, delivered, and followed up. The most effective training programs are those that include outcome-based learning objectives and measurable applications. For example, a course on procurement should not just explain legal requirements but also improve how quickly and compliantly your team can process bids or contracts. Learning that translates into better service delivery, reduced errors, or time saved is a clear return on investment.
Post-training evaluation is often neglected but is vital for validating the usefulness of development initiatives. This can be done through structured feedback surveys, follow-up assessments, or tracking changes in key performance indicators (KPIs). The Government Finance Officers Association recommends incorporating pre- and post-training assessments to better understand knowledge retention and application4. Corporate learning and development teams can apply similar metrics tailored to their industry and KPIs. Without such evaluation, it's difficult to determine whether a training program is truly enhancing capabilities or simply consuming resources.
Strategic Planning for Long-Term Career Growth
Professional development should not be limited to immediate needs. It is also a strategic tool for long-term career planning. For busy professionals, this means aligning your learning path with where you want to be in five or ten years. If your goal is to move into a department director or executive role, then mastering budget management, public policy or business analysis, and leadership communication becomes essential. Certifications like the Certified Public Manager (CPM) or participation in fellowships such as the Local Government Management Fellowship can be stepping stones to these goals5. In the corporate world, professional designations such as PMP, SHRM-CP, or Six Sigma certifications serve a similar function.
Supervisors and HR professionals can support this by holding career development conversations with staff and creating succession plans that identify future leaders. This is particularly important in the workplace, where retirements are accelerating and institutional knowledge is at risk. Encouraging mid-career employees to take stretch assignments, participate in cross-functional projects, or mentor junior staff not only builds their capacity but strengthens organizational resilience6.
Building a Culture of Continuous Learning
A successful professional development strategy is not just about individual initiative—it requires a supportive organizational culture. Leaders must model continuous learning, celebrate staff who pursue development, and integrate training discussions into regular team check-ins. When learning is embedded in the culture, it becomes a shared expectation rather than an isolated activity. Cities like Portland, Oregon and Austin, Texas have implemented internal learning academies that provide ongoing, customized training aligned with city goals7. Similarly, many corporations now offer internal universities or development frameworks that align with strategic business priorities.
Peer learning is another powerful tool. Encouraging staff to share takeaways from conferences or workshops during team meetings can amplify impact and foster cross-functional understanding. This approach also democratizes learning opportunities, ensuring that insights don’t stay siloed with the individual who attended the training. Creating professional learning communities within your organization or region, or even across business units, can further sustain engagement and encourage innovation in service delivery8.
Leveraging External Resources and Partnerships
Organizations often operate under budget constraints, but that doesn’t mean professional development has to be limited. Many external organizations offer free or low-cost training specifically tailored to local government or business needs. Institutions like the University of North Carolina School of Government, the University of Kansas Public Management Center, and the National Association of Counties provide both in-person and online training across a range of competencies. In the corporate world, industry associations and accredited institutions offer similar opportunities in business strategy, HR, operations, and leadership.9
Partnerships with local universities, regional economic development organizations, and nonprofit training providers can also expand access to development opportunities. For example, forming a training consortium with nearby companies or agencies can reduce costs and create a richer learning environment. Tapping into federal and state grant programs designed to support workforce development is another effective strategy. The Workforce Innovation and Opportunity Act (WIOA) provides funding that can be used for upskilling employees across sectors, particularly in areas like digital literacy and data analysis10.
Make Development a Strategic Priority
Professional development is not a luxury for those with extra time—it's a necessity for effective governance and business success. Whether you're just starting in public service or corporate leadership or are a seasoned administrator or manager, targeted training can elevate your impact, improve service delivery, and support your career goals. But it only works when approached strategically, supported by leadership, and aligned with real organizational needs. Making development part of the everyday workflow, evaluating its impact, and building a culture that values learning are the keys to success.
By taking ownership of your learning journey and advocating for structural support within your organization, you can ensure that professional development becomes not just an activity, but a catalyst for meaningful change. Organizations that invest in their employees' growth- public or private- will be better equipped to respond to emerging needs, adapt to change, and build a more capable and responsive workforce.
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About The Role The City of Seattle is seeking a collaborative superintendent to lead Seattle Parks and Recreation (SPR). Appointed by the Mayor and confirmed by the City Council, the Superintendent is the highest executive authority responsible for planning, operations, and finances. SPR manages over 1,100 employees and a 6,441-acre park system with nearly 500 parks, community centers, pools, golf courses, and environmental education centers. The role requires guiding equitable stewardship of land, resources, and people while managing a 2026 operating budget of $258.6M and a capital budget of $85.3M. Key Responsibilities - Lead Seattle Parks and Recreation by aligning operations and investments with city policy goals and regulatory compliance. - Meet the needs of a changing community through strategic planning, keeping community centers as welcoming and affordable hubs. - Promote racial and social equity by analyzing program data for equitable outcomes and ensuring facility distribution is based on access and opportunity. - Ensure safety, cleanliness, and accessibility by maintaining and improving aging infrastructure to reduce maintenance backlogs. - Excel in service delivery by establishing high customer service standards and supporting employee development. - Engage and develop staff by fostering an inclusive culture, managing employees within a union environment, and handling personnel actions. - Develop valued partners by collaborating with community stakeholders, schools, developers, and funding partners. - Champion inclusive and accountable governance through rigorous fiscal management and transparent, performance-based reporting. Minimum Qualifications - Senior leadership experience and extensive professional knowledge in administering urban parks and recreational programs. - Extensive management experience, exceptional communication skills, political savvy, and sensitivity to competing stakeholder needs. - Demonstrated administrative, financial, and political expertise. - Experience successfully navigating collaborative community processes and establishing impactful partnerships. - Strong commitment to public service and a history of implementing change through shared goals and accountability. Special Requirements - Subject to confirmation by the City Council every four years. - Must pass a criminal history review and verification of applicant information in compliance with Seattle's Fair Chance Employment Ordinance. Selection Process - The city may close the recruitment at any time once a suitably strong group of candidates has been established, so interested candidates should apply immediately. - Applicants will be provided an opportunity to explain or correct background information during the background check process. How To Apply - Submit a resume and a cover letter. - The cover letter must describe why you want to lead the Seattle Department of Parks and Recreation and what uniquely qualifies you for this role. - For questions or to request reasonable accommodations for the application or interview process, contact Pam Inch at pam.inch@seattle.gov. Employment Details - Job Type: Civil Service Exempt, Regular, Full-time, FLSA-exempt (Executive 4). - Location: Parks and Recreation Administration Bldg., 100 Dexter Ave. N., Seattle, WA. - Job Number: 2026-00823. - Opening Date: 06/17/2026. - Benefits: Comprehensive package including leave, medical, dental, vision, life, and long-term disability insurance. - The City of Seattle is an equal opportunity employer that values diverse perspectives and encourages people of all backgrounds to apply.
ABOUT THE ROLE - Serve as the State Chief Medical Epidemiologist for the Delaware Department of Health and Social Services, Division of Public Health, Community Health. - Based at the Public Health Lab in Smyrna, Delaware. - This is an exempt position outside the State of Delaware Merit System. KEY RESPONSIBILITIES - Specific daily duties are not detailed in the provided text. - The role generally involves directing statewide epidemiological investigations, disease surveillance, and public health medical responses. MINIMUM QUALIFICATIONS - Specific educational and experiential requirements are not listed in the provided text. - Roles of this level typically require a medical degree, specialized public health training, and significant epidemiological experience. SPECIAL REQUIREMENTS - Must be available to work standard shift hours of 8:00 AM to 4:30 PM. - Must be available for some weekends and after-hours work as required by public health needs. SELECTION PROCESS - Specific evaluation and interview steps are not detailed in the provided text. HOW TO APPLY - Contact DHSS Talent Acquisition for application instructions and to request the full job description. - Phone: 302-739-5458 - Reference Recruitment Number: 071726-MUDB05-350500 EMPLOYMENT DETAILS - Employment Type: Actual Vacancy - Employment Term: Regular - Agency: DHSS / Public Health / Community Health - Type of Recruitment: Exempt-Non Merit - Opening Date: 07/21/2026 - Closing Date: 01/16/2027 at 11:59 PM - Location: Public Health Lab, 30 Sunnyside Rd, Smyrna, DE 19977
ABOUT THE ROLE The Fire Chief serves as a key member of the City of Fairfax executive leadership team, providing strategic, administrative, operational, and cultural leadership for a high-performing combination career and volunteer fire and rescue organization. The role balances executive responsibilities with operational credibility, overseeing fire suppression, emergency medical services, technical rescue, code enforcement, emergency management, and community risk-reduction services. KEY RESPONSIBILITIES - Provide leadership for fire suppression, EMS, technical rescue, emergency management, fire prevention, code administration, training, and community risk-reduction programs. - Lead, develop, and support career and volunteer personnel while maintaining a culture of professionalism, accountability, safety, and service excellence. - Manage departmental budgets, staffing, capital planning, apparatus and equipment replacement, facilities, and long-range operational planning. - Ensure operational readiness through training, professional development, incident command capability, and performance evaluation. - Advance EMS quality, clinical readiness, and innovative service-delivery practices that improve community outcomes. - Serve as a collaborative member of the City Manager's leadership team, working closely with elected officials, city departments, regional public safety partners, George Mason University, employee groups, and community stakeholders. - Maintain a productive working relationship with the Fairfax Volunteer Fire Department while ensuring accountability for department-wide operations and safety. MINIMUM QUALIFICATIONS - Bachelor's degree in fire service administration, public administration, emergency management, public safety, management, or a closely related field. - Significant progressively responsible fire and EMS leadership experience, including command-level experience in a public fire and rescue organization. - Experience managing fire suppression, EMS, training, fire prevention, emergency management, budgeting, personnel, and capital planning functions. - Demonstrated leadership in a combination career/volunteer environment or the ability to build strong collaborative relationships with volunteer organizations and community partners. - Exceptional communication, integrity, judgment, and leadership skills. SPECIAL REQUIREMENTS - A master's degree is preferred. - Completion of the National Fire Academy Executive Fire Officer Program, Chief Fire Officer designation, or comparable executive-level credential is preferred. - Knowledge of accreditation, ISO standards, community risk reduction, deployment analysis, labor relations, FLSA, and public-sector budgeting is preferred. - There is no residency requirement for this position. SELECTION PROCESS - Applications will be reviewed following the closing date of September 7, 2026. - The City of Fairfax is an Equal Opportunity Employer. All applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, or any other legally protected status. HOW TO APPLY - Apply online at www.GovHRjobs.com by September 7, 2026. - Submit a cover letter and resume along with the application. - Direct any questions to Jon Fehlman, MGT Senior Consultant, at (847) 380-3240 ext. 142. EMPLOYMENT DETAILS - Employer: MGT (on behalf of the City of Fairfax) - Location: Fairfax, VA - Job Type: Full-Time - Closing Date: 9/7/2026 at 11:59 PM Eastern Time (US & Canada) - Benefits: The City offers a comprehensive benefits package.
ABOUT THE ROLE The Department of Public Defense (DPD) is recruiting for Public Defense Attorney Supervisor positions within The Defenders Association Division. The role involves supervising attorneys, ensuring high-quality legal representation, mentoring staff, and fostering an inclusive environment committed to equity and social justice. Supervisors may carry a partial caseload and must demonstrate a passion for public defense and client representation. KEY RESPONSIBILITIES - Supervise, develop, evaluate, train, mentor, and coach unit employees and interns - Ensure work conforms to professional standards, statutes, rules, and policies - Conduct disciplinary investigations, impose discipline, and implement corrective action plans - Conduct annual performance evaluations and assign or balance attorney workloads - Carry a partial caseload requiring excellent legal representation, trial, research, and negotiation skills - Maintain and update computerized case-management systems to track caseloads - Identify ethical conflicts of interest - Serve on-call at least twice a year and supervise on-call attorneys - Participate in the Division Management Team and assist with office-wide initiatives MINIMUM QUALIFICATIONS - Juris Doctor degree from an accredited law school or completed the WSBA's Rule 6 Law Clerk Program - Member of the Washington State Bar Association in good standing with at least three years of experience as a lawyer - Murder/Sex/Felony High qualified to be considered for Felony placements - Washington State Driver's License or ability to travel to required destinations SPECIAL REQUIREMENTS - Must reside in Washington state and within a reasonable distance to the King County worksite - Subject to DPD Ethical Walls Policies and Outside Work Policy for Attorneys - Represented by Teamsters 117 bargaining unit - Must maintain a home workspace with a reliable internet connection SELECTION PROCESS - Evaluation of application materials and supplemental questions - Interviewing - References - Personnel file review going back three years - Background check if applicable HOW TO APPLY - Submit a completed King County application - Attach a current or chronological resume - Attach a cover letter detailing your background and what you bring to the DPD - Current TDAD supervising attorneys wishing to transfer should email Managing Attorney Ben Goldsmith at benjamin.goldsmith@kingcounty.gov by the closing date - Applications submitted by 11:59 p.m. on August 10, 2026, receive priority consideration EMPLOYMENT DETAILS - Job Type: Career Service Executive, Full Time, Exempt from FLSA overtime provisions - Location: Hybrid model with an onsite minimum of four days per week and five days during the probationary period - Work Locations: Various locations including Seattle, Kent, and Redmond District Court - Travel: Required to various locations throughout King County, including courts, jails, hospitals, and treatment centers - Benefits: Pension plan, holidays, transit pass, training, and education opportunities
ABOUT THE ROLE Full-time, hybrid position with the Office of the Legal Defender in Maricopa County, Phoenix, AZ. The role involves advocating professionally, aggressively, and ethically on behalf of indigent clients appointed by the court. The attorney will prepare cases and represent clients through all phases of court proceedings, specifically filling a current vacancy in the appellate unit. KEY RESPONSIBILITIES - Appear in court representing clients at scheduled hearings and trials - Present oral arguments in support of clients' legal interests - Research facts and analyze legal issues using computerized and printed legal research tools - Compose motions, briefs, correspondence, and other legal documents - Review evidence on- and off-site - Discuss and present analyses of legal issues to clients, court personnel, and related individuals - Communicate in person and by phone with clients, opposing counsel, co-workers, and supervisors - Travel to courts, mental health institutions, jails, detention centers, and correctional facilities - Provide leadership for professionals, including other attorneys, mitigation specialists, investigators, and paralegals - Attend Continuing Legal Education seminars MINIMUM QUALIFICATIONS - Three years of appellate experience - Juris Doctor (JD) or Doctor of Jurisprudence from an American Bar Association (ABA) approved law school - Currently admitted to practice law and a member in good standing with the State Bar of Arizona at the time of application SPECIAL REQUIREMENTS - Valid Arizona driver's license required upon hire - Travel to and from job-related locations during a scheduled workday using a County or private vehicle - May require national and international travel outside of a scheduled workday for case-related investigation - Physical demands: lift 15-25 pounds from floor to waist; 15 pounds waist to shoulder or shoulder to overhead; carry 15-25 pounds for 100 feet; push/pull 100 pounds for 100 feet - Work environment includes exposure to traumatic subject matter, interruptions, time pressures, high volumes of work, and handling multiple complicated tasks - Preferred qualifications: experience with adult criminal appeals and post-conviction relief, and work in state criminal litigation within the last three years SELECTION PROCESS 1. Consideration is only given to candidates who submit online applications 2. Candidates will be contacted primarily through email and their Workday online application profile 3. Must pass a pre-employment background and/or fingerprint investigation as required by statute or policy, including drug and alcohol testing for safety-sensitive positions HOW TO APPLY Submit an online application through the Maricopa County Workday portal. Applications are reviewed on a rolling basis. EMPLOYMENT DETAILS - Job Type: Unclassified - Department: Legal Defender - Location: 222 N Central Ave, Phoenix, AZ 85004 (Hybrid) - Posting Date: 07/23/26 - Application Deadline: Open Until Filled - Job Requisition ID: JR24713 - Benefits: Public Service Loan Forgiveness (PSLF) employer, Loan Repayment Assistance Program (LRAP) for attorneys, tuition reimbursement, exceptional work-life balance, growth opportunities, low-cost high-value healthcare, child care benefits (Maricopa County Kids Club), paid vacation, sick time, parental leave, extensive wellness program, and Arizona State Retirement System (11.98% contribution with 100% employer match on Day 1).
ABOUT THE ROLE The Animal Care & Control Director provides executive level leadership and strategic direction for all programs and operations within Charlotte Mecklenburg Animal Care & Control. Under administrative direction, this role ensures the welfare and humane treatment of animals in the City’s care while advancing public health and safety. The Director oversees animal control enforcement, shelter operations, veterinary clinical services, community outreach, and public education, leading a diverse team of professionals. General direction is provided by the General Services Director and Deputy Director. KEY RESPONSIBILITIES - Provide strategic leadership and administrative oversight for all functions, ensuring compliance with federal, state, and local laws and city policies. - Develop and implement strategies to promote responsible pet ownership, control stray animal populations, and increase live-release rates. - Develop, manage, and recommend the division budget, authorize expenditures, and approve budgets of direct reports. - Serve as Administrative Hearing Officer for appeals regarding dangerous dog declarations, nuisance declarations, written enforcement orders, and civil citations. - Serve as the Mecklenburg County Dog Warden in cooperation with the Mecklenburg County Health Department. - Plan and direct work procedures for the enforcement of state and local laws in Mecklenburg County and the City of Charlotte. - Oversee humane shelter operations and animal care practices, ensuring proper protocols for handling, housing, and euthanasia. - Direct and maintain all necessary licenses for the operation of the Charlotte-Mecklenburg Animal Services Clinic. - Maintain professional affiliations and stay current with the latest trends in the animal service field. - Establish and maintain effective working relationships with city executives, City Council, client departments, business and community leaders, and the public. - Provide leadership and mentorship to subordinate managers and staff, encouraging professional development and a high-performance culture. MINIMUM QUALIFICATIONS - Bachelor's Degree with major course work in zoology, animal husbandry, veterinary science, or a related field (preferred). - A minimum of ten (10) years of progressively responsible experience in a municipal, public sector, or nonprofit animal welfare environment. - A minimum of five (5) years of experience in a supervisory or management capacity. SPECIAL REQUIREMENTS - Valid North Carolina or South Carolina Driver's License. - Certification requirements for chemical Immobilization. - Completion of course requirements as required by the State for Cruelty Investigators. - Preferred: Master's Degree with major course work in zoology, animal husbandry, veterinary science, or a related field. - Preferred: Certified Animal Welfare Administrator (CAWA). - Working conditions involve disagreeable elements such as continuous exposure to noise, intermittent standing and walking, and occasional pushing, carrying, or lifting. SELECTION PROCESS - Candidates must pass a comprehensive background check, which may include reference checks, social security verification, education verification, criminal conviction record check, credit history check, sex offender registry, and motor vehicle records check. - Final candidates must pass a pre-employment drug-screening test and physical examination. - Candidates may be asked to take a skills test or participate in other assessments during the selection process. - The City of Charlotte is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, religion, color, sex, national origin, marital status, age, disability, sexual orientation, political affiliation, or gender identity/expression. HOW TO APPLY 1. Apply online through the official City of Charlotte employment portal. 2. Self-service application kiosks are available at the Human Resources Department lobby, 700 East 4th Street, Suite 200, Charlotte, NC 28202 (Monday through Friday, 9:30 a.m. to 3:30 p.m. EST, excluding official City holidays). 3. For questions about the application or hiring process, email Careers@ci.charlotte.nc.us. 4. To request reasonable accommodations, fill out the Innovation & Technology ADA request form or call 704.336.4120. EMPLOYMENT DETAILS - Location: Animal Control, Charlotte, NC - Job Type: Full time - Job Requisition ID: JR104197 - Department: General Services Department - Opening Date: Tuesday, July 21, 2026 12:00 AM - Closing Date: Tuesday, August 11, 2026 12:00 AM - Benefits: Comprehensive benefits package for eligible employees. The City of Charlotte is a drug and alcohol-free workplace.
ABOUT THE ROLE The King County Department of Local Services is seeking a Communications Director to lead strategic communication efforts, ensuring clear and timely information is shared with residents, stakeholders, and media. Reporting to the Chief of Staff, this role oversees public information, media relations, crisis communication, digital content, and brand management. The director manages a team of three communication professionals, advises leadership, and translates complex governmental information into accessible messaging for the public. KEY RESPONSIBILITIES - Develop, implement, and evaluate comprehensive communication plans and strategies. - Advise senior leadership on high-profile issues and recommended communication approaches. - Manage and mentor the communications team to ensure effective workflow and quality deliverables. - Write, design, and produce key documents including speeches, op-eds, news releases, and briefing materials. - Manage public-facing communications, media relations, and responses to public inquiries. - Facilitate internal communications such as staff alerts, newsletters, and engagement events. - Oversee digital and media management, including website updates and social media channels. - Ensure graphic design needs are met and organize media and community events. MINIMUM QUALIFICATIONS 1. Five years of experience in a strategic communications role within a government agency, public relations firm, news, or non-profit organization. 2. Bachelor's degree in communications, journalism, marketing, or a related field, or an equivalent combination of education and experience. 3. Experience advising senior leaders, developing strategic communications, and working with print and broadcast news media. 4. Excellent written and verbal communication skills, including the ability to write compelling narratives and translate complex issues. 5. Demonstrated experience managing, supervising, or leading a communications team. 6. A valid Washington State Driver's license. SPECIAL REQUIREMENTS - Employees must reside in Washington State and within a reasonable distance to their King County worksite. - Must maintain a home workspace with a reliable internet connection for hybrid telecommuting. - Special duty opportunities are only open to current King County career service employees who have completed initial probation and have supervisor approval. SELECTION PROCESS Applications are screened for clarity, completeness, and competitiveness. Candidates passing the initial screening will be invited to a 45-minute in-person interview during the week of 08/31/2026. Candidates selected to move forward will participate in a 30-minute in-person interview during the week of 09/07/2026. HOW TO APPLY Submit a full and complete King County application. You may also provide a resume and cover letter summarizing how you meet the qualifications for the position. For questions or accommodations, contact Sonali Naidu at sonaidu@kingcounty.gov or 206-684-2454. EMPLOYMENT DETAILS - Full Time, Career Service (Exec) position, 40 hours per week. - Exempt from the Fair Labor Standards Act and not eligible for overtime pay. - Hybrid position requiring at least three days a week in the office. - Standard hours are Monday through Friday, 8:00 a.m. to 5:00 p.m., with occasional evening or weekend work required. - Designated as Non-Mission Critical for emergency purposes. - Non-represented position (no union membership). - King County is an Equal Employment Opportunity Employer.
ABOUT THE ROLE The King County Department of Local Services seeks a Communications Director to lead strategic communication efforts. Reporting to the Chief of Staff, this role oversees public information, media relations, crisis communication, digital content, and brand management. The director manages a three-person team, advises leadership, and ensures messaging aligns with departmental goals while serving the unincorporated areas of King County. KEY RESPONSIBILITIES - Develop, implement, and evaluate comprehensive communication plans and strategies. - Advise senior leaders on high-profile issues and public information approaches. - Manage and mentor the communications team to ensure effective workflow and quality deliverables. - Write, design, and produce key documents including speeches, reports, news releases, and talking points. - Manage public-facing communications, media relations, and internal communications like newsletters and events. - Oversee digital and media management, including website updates, social media, and graphic design needs. - Organize and manage media and community events. MINIMUM QUALIFICATIONS - Five years of experience in a strategic communications role within government, PR, news, or non-profit. - Bachelor's degree in communications, journalism, marketing, or a related field, or equivalent combination of education and experience. - Experience advising senior leaders, working with print and broadcast news media, and using analytics to evaluate effectiveness. - Excellent written and verbal communication skills, including translating complex issues and public speaking. - Demonstrated experience managing, supervising, or leading a communications team. - Valid Washington State Driver's license. SPECIAL REQUIREMENTS - Must reside in Washington State within a reasonable distance to the King County worksite. - Must work in the office at least three days a week (hybrid position). - Position is designated as Non-Mission Critical for emergency purposes. - Desired qualifications include 8+ years of experience and knowledge of local government operations and political processes. SELECTION PROCESS - Initial screening of applications for clarity, completeness, and competitiveness. - First round: 45-minute in-person interviews during the week of 08/31/2026. - Second round: Phone interview followed by a 30-minute in-person interview during the week of 09/07/2026. HOW TO APPLY - Submit a full and complete King County application by 08/23/2026 at 11:59 PM Pacific Time. - Provide a resume and cover letter summarizing how you meet the qualifications. - Minimum qualifications and supplemental question answers must be clearly demonstrated in the application materials. EMPLOYMENT DETAILS - Employer: King County, Department of Local Services - Location: King Street Center, 201 S Jackson St, Seattle, WA - Job Type: Career Service (Exec), Full Time (40 hours/week) - Schedule: Monday through Friday, 8:00 AM to 5:00 PM. Exempt from overtime. May require work outside normal hours. - Union Status: Non-represented (Z3: KC Personnel Guidelines)