Updating Procedures: Your Hidden Superpower
If your organization feels like it’s running Windows 95 in an iPhone world, your procedures- not your people- are probably the problem. Updating standard operating guidelines is one of the fastest ways to unlock capacity, reduce friction, and make work feel less like wading through wet cement.
Why Procedures Matter More Than You Think
In both military and civilian organizations, up‑to‑date procedures are what keep things consistent, safe, and fast. They’re the difference between “everyone knows what to do” and “everyone’s guessing.”
The military understands this well. When new technology or threats emerge, updated guidance is what turns change into action instead of chaos. The same is true for a city agency, a nonprofit, or a startup: if the way you work never changes on paper, it rarely changes in reality.
Start with How Work Really Gets Done
The first step is not writing—it’s watching. Instead of documenting how things are supposed to work, trace how they actually work right now.
Follow a request or task from start to finish. Notice who hands what to whom, where decisions stall, and where things get sent back for rework. Pay attention to those “Can you resend that?” and “Who’s on this?” messages; they are your neon arrows pointing to broken steps.
Once you see the real flow, the inefficiencies become impossible to ignore. That’s the moment you can start redesigning, not around theory, but around lived experience.
Change Management: More Than a New Memo
Dropping a new procedure into the shared drive and calling it a day is not change—that’s wishful thinking. Real change management tackles two questions at the same time: “What do I do now?” and “Why should I trust this?”
People need a clear, simple story: how the new way will make their lives easier, their work better, or their mission safer. They also need training that looks like their real world, not just slides—walkthroughs, practice, and chances to ask honest questions.
And then they need to see leaders using the new process themselves. Nothing kills a change faster than “Do as I say, not as I do.”
Measure What Matters, Not Just What’s Easy
If you don’t measure what’s happening, your shiny new procedure quietly slips back into the old one. Metrics are how you keep score and keep momentum.
You don’t need a dashboard with 30 charts. Pick a small set of meaningful signals: how long things take, how often they go wrong, how often they get escalated, how many times someone has to “chase” a task. Check in regularly with the people doing the work and ask, “Is this actually better?”
When the numbers and the stories line up, you know you’re onto something. When they don’t, you tweak, not blame.
Steal This: After‑Action Reviews for Everyday Work
One of the most powerful habits from the military is the after‑action review. It’s short, structured, and brutally honest—exactly what most teams need.
After something important—a project launch, a budgeting cycle, a big event—gather the people involved and ask four simple questions: What was supposed to happen? What actually happened? What went well? What needs to change next time? Capture the answers while they’re still fresh.
The magic is in what happens next: turn those insights into actual changes in your checklists, templates, or SOGs. That’s how “We should remember this” becomes “This will go better next time.”
Scenario Planning: Rehearsing Before It Hurts
Military teams don’t wait for a crisis to figure out what to do. They rehearse scenarios—attacks, failures, surprises—so when the real thing hits, it feels familiar.
Any organization can do a lighter version of this. Run a simple “what if?” session: What if our key system went down? What if a major partner walked away? What if demand doubled overnight? Talk through the steps you’d take, who would own what, and where your current procedures fall apart.
Those conversations almost always expose gaps in your playbook. Fixing those gaps now is much cheaper than improvising under pressure later.
Tech as a Force Multiplier, Not a Shiny Toy
Technology doesn’t fix bad procedures; it amplifies them. But when your processes are clear, the right tools can feel like adding horsepower overnight.
Think of automation that routes tasks automatically instead of relying on memory. Ticketing tools that track work from request to completion instead of leaving it to “Did you see my email?” Analytics that reveal bottlenecks you could only guess at before.
The key is to bake tools into the steps: “Create a ticket,” “Log it here,” “Trigger this workflow.” When the tech is the procedure, it becomes natural instead of optional.
Turn Knowledge into a Shared Asset
Too many organizations lose time and talent because knowledge lives in people’s heads—or in someone’s buried email from three months ago. Treating knowledge as a shared resource changes that.
Create one simple, searchable home for procedures and how‑tos. Make it normal, even expected, to document a fix when you solve a recurring problem. Talk about knowledge‑sharing as part of the job, not a side hobby.
On a personal level, sharing how you improved a process—on an internal wiki, in a lunch‑and‑learn, or even on LinkedIn—quietly boosts your credibility. You’re no longer just “doing the work”; you’re making the work better.
A Simple Playbook You Can Use This Month
This doesn’t have to be complicated. Here’s a lean way to start, whether you lead a division or you’re just starting out:
Pick one process that regularly causes stress—missed deadlines, last‑minute scrambles, constant confusion. Bring together a handful of people who actually touch that process. Have a quick, honest conversation about what works and what doesn’t. Draft a “version 1.1” of the procedure—a one‑pager, a checklist, or a short guideline—and agree to try it for 30 days.
During those 30 days, watch a few basics: speed, errors, escalations, frustration levels. Adjust based on what you see and hear. If it works, make it official, share it widely, and give credit to the people who helped improve it.
Your Move
You don’t have to overhaul your entire organization to make a real difference. You just have to be willing to fix one broken process and then tell the story so others can follow.
So here’s the question that puts the ball in your hands: what is one process—just one—that you’re willing to examine, rewrite, and test this month so that, a year from now, your team wonders how they ever survived the old way?
Bibliography
Booz Allen Hamilton. “Automation Helps Navy Ensure IT Systems’ Cybersecurity.” December 16, 2021.
Dcode. “Helping the Navy Rapidly Deliver New Capabilities for Evolving Threats.” April 28, 2026.
Department of the Navy Chief Information Officer. “Information Superiority Vision 2.0 Elevates Data to the Forefront.” February 2, 2025.
Full Sail Partners. “5 Benefits of Knowledge Sharing with Your Professional Services Firm.” June 26, 2024.
IMD Business School. “8 Strategies for Successful Knowledge Transfer.” November 18, 2024.
Pinnacle Performance Company. “The Leader’s Guide to After-Action Reviews (AAR).” 2018.
Reworked (via Whale). “How to Improve Knowledge Sharing in the Workplace.” December 19, 2024.
Thayer Leadership. “After-Action Reviews (AARs) as a ‘Force Multiplier.’” February 10, 2026.
U.S. Army. “The U.S. Army’s After Action Reviews: Seizing the Chance to Learn.” National Wildfire Coordinating Group reprint, 2023.
More from 2 Topics
Explore related articles on similar topics
Top Paying Jobs in Military and Leadership Perspectives
Highest paying opportunities related to this article
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 Office of the New York City Comptroller seeks an experienced, strategic, and forward-thinking leader to serve as Deputy Comptroller for the Audit Bureau. Reporting to the Executive Deputy Comptroller, this role oversees a diverse team of over 100 staff members. The Deputy Comptroller is responsible for setting audit strategy, ensuring high-quality execution, and delivering impactful audit findings that promote accountability, integrity, and meaningful reforms across City government in accordance with generally accepted government auditing standards (GAGAS). KEY RESPONSIBILITIES - Provide executive leadership, oversight, and direction for all Audit Bureau operations. - Develop and manage a comprehensive, risk-based audit plan aligned with the Charter mandate, strategic goals, emerging risks, and fiscal or operational issues. - Manage audit planning, fieldwork, quality assurance, and report production to ensure adherence to GAGAS and internal quality standards. - Review draft audit reports, findings, and recommendations for clarity, accuracy, and actionable guidance for agencies. - Foster collaborative relationships with internal partners, agency counterparts, external oversight bodies, and community organizations. - Advance the use of data analytics, benchmarking, and performance metrics to drive audit effectiveness and support evidence-based decision-making. - Build and mentor the audit leadership team, identifying training, coaching, and development opportunities. - Coordinate with other bureaus, including Policy Communications and the General Counsel, to align audit work with broader organizational initiatives. - Perform related assignments and special projects as needed. MINIMUM QUALIFICATIONS - A baccalaureate degree from an accredited college and 10 or more years of progressively responsible experience in auditing, government oversight, evaluation, or performance management, with at least 5 years in a senior leadership role or managerial capacity; OR - Education and/or experience which is equivalent to the above. SPECIAL REQUIREMENTS - New York City residency is generally required within 90 days of appointment (exceptions may apply for City employees with 2 continuous years of service). - Expertise in risk assessment, internal controls, program evaluation, or operational auditing is highly preferred. - Knowledge of government auditing standards, methodologies, and best practices is required. SELECTION PROCESS - No civil service exam is required for this position. - Applications will be screened based on minimum qualifications and preferred skills. - Candidates will be evaluated on their demonstrated success leading large teams, managing complex projects, and driving organizational change. HOW TO APPLY - Submit an application through the official City of New York careers portal. - Ensure application materials clearly document the required education and 10 years of progressive experience (including 5 years in senior leadership), or equivalent. - Final Filing Date: September 6, 2026. EMPLOYMENT DETAILS - Department: Office of the Comptroller (AUD-Executive) - Job ID: 785334 - Title Classification: Exempt-4 - Job Level: M6 (Manager) - Number of Positions: 1 - Work Location: 1 Centre St., N.Y. (Manhattan) - Category: Policy, Research & Analysis - Benefits: Eligible for federal Public Service Loan Forgiveness (PSLF) and state repayment assistance programs.
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 This is a highly responsible, professional law enforcement position managing and directing the activities, administration, and all functions of a municipal police department. The role is performed under the administrative direction of the City Manager, to whom the Chief reports directly. The Chief acts as an ambassador for the City, ensures the proactive establishment of objectives to safeguard lives and property, and leads the development of the department's organizational structure and standard operating procedures. KEY RESPONSIBILITIES - Performs professional administrative work to ensure the effective conduct of all functions, business, and services of the Police Department - Attends all meetings of the City Commission and aids in the enforcement of order under the direction of the presiding officer - Commands and directs all governmental and proprietary functions of the City Police Department - Directs and recommends hires, transfers, suspensions, layoffs, recalls, promotions, discharges, and discipline, and evaluates employees - Promulgates rules, regulations, and amendments for the appointment, promotion, discipline, and removal of employees - Establishes objectives to safeguard lives and property, forecasting future growth and assisting the City Planner in identifying potential traffic or crime problems - Leads the development and maintenance of an organizational structure and chain-of-command - Establishes standard operating procedures and delegates authority, responsibility, and accountability - Acts as a liaison for the criminal justice system to the executive branch of local government - Presents the future needs of personnel, equipment, and capital improvements by justifying appropriations - Implements and supports a problem-oriented policing philosophy - Identifies performance deficiencies and implements corrective measures such as training, mentoring, and counseling - Conducts performance evaluations and handles confidential information effectively and discreetly MINIMUM QUALIFICATIONS - Master's Degree in Police Administration or accepted equivalent - Minimum of six (6) years of progressively responsible law enforcement and police administration experience, including three (3) years in a command or administrative position - A comparable amount of relevant training, education, and/or experience may be substituted for the above qualifications SPECIAL REQUIREMENTS - Must possess a valid Florida Driver's License - Must meet all minimum requirements for the position of a police officer, as per Florida State Statute 943, and must have received police officer certification from the State of Florida - Preferred: Academic background including study at the Southern Police Institute or the Federal Bureau of Investigation National Academy - Must possess a background of proven management accomplishments, solid professional judgment, a progressive attitude, and strong leadership and interpersonal skills - Subject to recall around the clock for emergency response operations, which may require irregular work hours and relocation to emergency sites - Physical activities include light work: exerting up to 20 pounds of force occasionally, up to 10 pounds of force frequently, and negligible force constantly. Requires balancing, climbing, crouching, hearing, lifting, mental acuity, reaching, speaking, standing, stooping, talking, visual acuity, walking, and operation of a City vehicle HOW TO APPLY Apply through the City of North Port job portal. Refer to Class Code PD4. EMPLOYMENT DETAILS - Location: North Port, FL - Class Title: Chief of Police - Class Code: PD4 - Grade: PD4 - Job Type: Full-Time, Senior Management - Work Environment: Typically performed in a safe and secure work environment that may periodically have unpredicted requirements or demands - Risk/Safety Conditions: Minimal exposure or risk to physical health and/or physical safety - Equal Opportunity: The City of North Port, FL is an Affirmative Action/ADA and Equal Opportunity Employer. Women, Minorities, and Persons with Disabilities are Encouraged to Apply.
ABOUT THE ROLE This position performs professional and managerial law enforcement work, planning and directing all operations of the Police Department. It involves extensive public contact and assumes the role of Acting Police Chief in their absence. The Deputy Police Chief reports directly to the Police Chief and is responsible for ensuring the development and implementation of the department's strategic plan. KEY RESPONSIBILITIES - Plan, organize, control, and direct all law enforcement functions through Command Staff and subordinate managers - Provide recommendations to the Police Chief on policies, procedures, and department operations - Provide leadership and mentoring to Captains and other department personnel - Establish and implement departmental policies, procedures, and programs - Review department performance and formulate programs and policies - Gather data for collective bargaining and administer the collective bargaining agreement - Handle grievances and internal investigations; maintain discipline and conduct of personnel - Assist with developing and overseeing the operating budget and direct expenditure of funds - Act as a spokesperson for the Police Department to the news media and community - Act as the liaison with the City Attorney and State attorney on legal issues and civil proceedings - Represent the department and the Police Chief at governmental and community meetings - Promote the law enforcement function and educate the public regarding crime prevention - Perform the duties of Acting Police Chief in their absence - Implement and support a problem-oriented policing philosophy - Identify performance deficiencies and implement corrective measures such as training or counseling - Conduct performance evaluations and handle confidential information discreetly MINIMUM QUALIFICATIONS - Master's Degree from an accredited college or university with major course work in Criminal Justice, Public Administration, or a related field - Five years of progressive and responsible law enforcement experience at a command level - A comparable amount of relevant training, education, and/or experience may be substituted for the above qualifications SPECIAL REQUIREMENTS - Possession of and ability to maintain a valid Florida driver's license by date of hire - Must meet all minimum requirements for the position of a police officer per Florida Statute 943 - Must have received law enforcement certification from the State of Florida - Must pass the Department's physical test and minimum requirements - Subject to recall around the clock for emergency response operations, which may require irregular work hours and relocation to emergency sites - Requires the operation of a City vehicle - Light physical work environment, exerting up to 20 pounds of force occasionally and 10 pounds frequently SELECTION PROCESS Candidates will be evaluated based on education, experience, and alignment with required knowledge, skills, and abilities. The City of North Port is an Affirmative Action, ADA, and Equal Opportunity Employer. Women, Minorities, and Persons with Disabilities are encouraged to apply. HOW TO APPLY Submit a complete application through the official City of North Port, FL career portal or human resources department. EMPLOYMENT DETAILS - Agency: City of North Port, FL - Class Title: Deputy Police Chief - Class Code: PD3 - Grade: PD3 - Work Environment: Safe and secure environment with moderate exposure to physical health or safety risks
ABOUT THE ROLE This is a highly responsible, full-time law enforcement position serving as the commander of a major bureau within the Police Department. The role involves extensive public contact and may require assuming the role of acting Police Chief in their absence. Work is performed under the direction of the Deputy Chief of Police. KEY RESPONSIBILITIES - Directs and manages the assigned division in accordance with department policies and procedures - Responsible for the training, welfare, and discipline of all employees in the division - Assigns duties and functions related to the processing of complaints and investigations - Oversees inspections of all personnel and equipment assigned to the division - Oversees proper use, maintenance, calibration, certification, and replacement of police equipment - Assumes personal command of any serious emergency situation, major catastrophe, or major crime - Evaluates the efficiency and effectiveness of administrative, business, and emergency operations - Directs the preparation of short-term and long-range plans and budgets based upon departmental objectives - Ensures compliance with accreditation standards within the assigned division - Acts as a spokesperson for the Police Department to the news media and community - Represents the department and/or the Police Chief at various governmental and community meetings - Interacts with all levels of government officials and the public MINIMUM QUALIFICATIONS Education: - Bachelor's Degree from an accredited college or university with major course work in Criminal Justice, Law Enforcement, Police Administration, or a related field - Master's degree is preferred Experience: - Five (5) years of law enforcement supervisory experience Licenses and Certifications: - Possession of or ability to obtain a valid Florida driver's license by date of hire - Must meet all minimum requirements for the position of a police officer per Florida Statute 943 - Must have received police officer certification from the State of Florida SPECIAL REQUIREMENTS - Must pass the Department's physical test and minimum requirements as outlined in the Florida Standards and Training Guidelines - Physical Activities: Light work exerting up to 20 pounds of force occasionally and up to 10 pounds frequently. Requires balancing, climbing, crouching, grasping, hearing, kneeling, lifting, mental acuity, pulling, pushing, reaching, speaking, standing, stooping, talking, visual acuity, and walking. Requires operation of a City vehicle. - Work Environment: Typically performed in a safe and secure environment that may periodically have unpredictable requirements. Occasional exposure or risk to physical health or safety (e.g., hazardous materials, heavy equipment). - Emergency Response: Subject to recall around the clock for emergency response operations, which may require irregular work hours, work at locations other than the normal work location, and duties other than those specified in the official job description. SELECTION PROCESS - Candidates must successfully complete and pass the Department's physical test and meet all minimum requirements outlined in the Florida Standards and Training Guidelines. - Standard background, psychological, and medical evaluations are typically required for command-level law enforcement positions. HOW TO APPLY - Applications should be submitted through the City of North Port, FL official employment portal or human resources department. EMPLOYMENT DETAILS Employer: City of North Port, FL Department: Police Department Class Code: PD2 Job Type: Full-Time Location: North Port, FL Equal Opportunity: The City of North Port, FL is an Affirmative Action, ADA, and Equal Opportunity Employer. Women, Minorities, and Persons with Disabilities are encouraged to apply.
ABOUT THE ROLE The Deputy Fire Chief, Aircraft Rescue and Firefighting (ARFF), is a senior fire service officer responsible for the command and control of emergency operations and the maintenance of continuous operational readiness within a 24/7 aviation environment at JFK Airport. This dual-function role combines primary operational emergency command responsibilities with administrative oversight to sustain firefighting readiness, regulatory compliance, and life safety operations. The position reports directly to the ARFF Chief of Department within the Department of Aviation. KEY RESPONSIBILITIES - Serve as Commanding Officer of an assigned ARFF Command, exercising full-scope operational authority over personnel, apparatus, and emergency response activities. - Respond to and assume Incident Command or Unified Command leadership for aircraft emergencies, structural fires, hazardous materials, mass-casualty incidents, and airfield emergencies. - Maintain continuous 24/7/365 operational readiness of ARFF personnel, equipment, and apparatus to meet FAA Part 139 performance requirements. - Supervise and direct ARFF personnel, including Fire Officers, Crew Chiefs, ARFF Police Officers, and support staff, managing staffing, training compliance, and fitness for duty. - Oversee and participate in emergency drills, timed response exercises, FAA compliance training, and multi-agency exercises. - Ensure compliance with FAA Part 139 Airport Certification standards, Airport Emergency Plan requirements, hazardous materials regulations, and applicable NFPA standards. - Develop and implement policies, procedures, and standard operating guidelines to ensure operational readiness. - Manage budget and resource planning to support operational readiness and deployment efficiency. MINIMUM QUALIFICATIONS - Minimum of 10 years of full-time experience in ARFF operations. - Fire service command experience. - Minimum of 5 years of supervisory experience as a Fire Officer. - Demonstrated experience in incident command and emergency operations leadership. - Comprehensive knowledge and experience of FAA ARFF regulations 14CFR (Part 139). - Knowledge of fire suppression and rescue techniques, hazardous materials response, and emergency management systems (NIMS/ICS 300, 400). SPECIAL REQUIREMENTS - Must possess a valid United States driver's license. - Required to maintain active firefighting and incident command certifications as a condition of employment and operational necessity. - Must be available for nights, weekends, holidays, off-hour emergency activations, severe weather operations, and high-profile events. - Desired qualifications include ProBoard/IFSAC fire certifications (Fire Officer IV, Fire Instructor III, Firefighter I/II, ARFF, HAZ MAT Incident Commander), knowledge of FAA records management, and extensive ARFF experience. SELECTION PROCESS 1. Initial phone interview for qualified candidates. 2. In-depth interview(s) and/or assessment(s). 3. Conditional job offer followed by a mandatory background check. HOW TO APPLY - Submit a resume by clicking the "Apply Now" button on the job posting. - Only applicants under consideration will be contacted. - Requests for reasonable accommodations during the interview process or to perform essential job functions can be directed to the recruiter or emailed to ADA_Accommodations@panynj.gov. EMPLOYMENT DETAILS - Job ID: 64534 - Department: Aviation - Location: Jamaica, NY (JFK Airport) - Remote Type: Hybrid (maximum of one day per week remotely, subject to operational needs) - Employer: The Port Authority of New York and New Jersey