Want Better Managers Faster? Try Mentoring Like the Military
Leadership isn’t born in a boardroom; it’s forged in the mess, the barracks, and the “you’ve-got-30-seconds-to-decide” moments that define military life-and that same discipline can supercharge how we mentor at work today. The question is: are we treating mentorship as a nice-to-have…or as a mission-critical leadership system?
Developing Leadership through Structured Mentorship
Picture a new lieutenant on day one: they’re not just handed a manual and wished good luck—they’re plugged into a clear chain of mentorship that treats their development as a shared responsibility, not an accident. Military mentorship is deliberately structured, but flexible enough to adapt to each person’s strengths, struggles, and future roles.
Key elements that translate directly to corporate life:
Defined mentor roles: Senior leaders are explicitly expected—and evaluated—on how they develop others, not just on mission metrics.
Early identification of potential: Mentors watch for initiative, resilience, and teamwork long before formal promotion windows.
Regular, scheduled feedback: Performance conversations are frequent, specific, and tied to real decisions, not vague annual reviews.
This kind of structure isn’t about bureaucracy; it’s about making sure promising people don’t slip through the cracks just because they’re quiet, new, or from an underrepresented background.
Coaching Techniques that Actually Change Behavior
Military coaching is unapologetically practical: no buzzwords, just “Here’s the scenario. What do you do?” followed by real-time critique.
Common techniques you can steal tomorrow:
Scenario drills: Leaders rehearse difficult conversations, ethical dilemmas, and high-pressure decisions in low-risk environments.
After-action reviews: After a project or “mission,” teams ask: What was supposed to happen? What actually happened? Why? What will we do differently next time?
Peer leadership rotations: Junior people lead small teams on short, real tasks so they can try, fail, and improve under a mentor’s eye.
A field experiment on mentoring and leader efficacy found that targeted, one-on-one mentoring boosted leadership confidence and performance more than traditional classroom leadership training. That’s a strong signal: the most powerful development doesn’t happen in a lecture—it happens in guided, messy practice.
From Barracks to Boardroom: What to Borrow
Corporate mentoring often starts with good intentions and ends with two people awkwardly chatting once a quarter. The military shows what happens when mentorship is treated like a system, not a side project.
Here’s how the core ideas line up:
Military mentorship is formal and structured, not ad hoc, with clear expectations for senior leaders to develop junior personnel.
Coaching relies on real-world scenarios, simulations, and role-playing to build critical thinking, problem-solving, and teamwork.
Regular feedback sessions are used to assess performance, give constructive criticism, and reinforce accountability.
Personal development plans include specific goals, timelines, and metrics, and they are revisited and adjusted over time.
Documentation (logs of sessions, goals, and outcomes) helps track growth and creates a record that supports evaluations and promotions.
Psychological safety and trust are central, making it safer to take risks, admit mistakes, and learn openly.
Corporate programs can adapt these elements—structured feedback, experiential learning, and documentation—to create more effective, scalable leadership development.
Psychological Safety, Trust, and Inclusive Mentoring
One of the most powerful (and often invisible) parts of military mentorship is psychological safety: the sense that you can speak up, make a call, or admit a mistake without being personally attacked. That safety is what makes hard feedback possible instead of paralyzing.
Research on workplace mentoring shows:
Mentoring can measurably boost psychological safety by giving people a trusted, confidential sounding board.
Positive mentoring relationships increase perceived organizational support, which is strongly linked to performance and retention.
For underrepresented groups, inclusive mentoring can be the difference between “I survived” and “I advanced.”
A relatable example: a junior analyst botches a high-visibility deck. In a low-safety culture, they get publicly embarrassed and go quiet next quarter. In a mentoring culture, their mentor walks the deck with them, dissects what went wrong, helps them re-present it—and the analyst walks away more confident, not less.
Practical ways to build this into your mentoring:
Open with expectations: “My job is to help you grow, and that includes honest feedback—and your job is to tell me what’s actually going on.”
Ask twice as much as you tell: Questions like “What options did you see?” and “What would you try differently?” trigger reflection instead of defensiveness.
Protect in public, challenge in private: Disagree behind closed doors; defend effort and learning in front of others.
Documentation and Reflection: Turning Mentoring into a Career Engine
The military is relentless about documentation: training logs, evaluation reports, promotion packets—all backed by evidence. It’s not just bureaucracy; it’s a living record of growth.
Well-run corporate programs are catching on:
Military studies show that self-development and mentorship together are linked to better moral judgment and professional growth.
Reflective practice—deliberately analyzing experience—has been shown to strengthen leadership development.
High-performing corporate mentoring programs now tie mentoring data to promotion, retention, and leadership pipeline metrics.
If you’re a mentor, here’s an easy, non-bureaucratic template to use every month:
What we focused on (decisions, projects, skills).
What went well and why.
What was hard and how we’ll tackle it next time.
One concrete action before our next meeting.
If you’re a mentee, keep a simple “Leadership Log”:
One page per month, three bullets:
A decision I made or influenced.
What I learned about myself.
One behavior I’ll experiment with next.
Over time this becomes your personal leadership portfolio—gold when you’re interviewing, writing self-reviews, or lobbying for that next big role.
Tactical Playbook: What You Can Do This Quarter
Whether you’re leading a department or starting your first job, you can apply military-grade mentorship in very human, very doable ways.
For senior leaders and managers:
Treat mentorship as part of your job description, not charity. Block recurring time for 2–3 mentees and protect it as fiercely as any key meeting.
Build “training lanes”: low-risk stretch assignments where people can lead a piece of work while you shadow and debrief afterward.
Run mini after-action reviews after big launches or failures; capture 3 lessons and one new rule of thumb for next time.
Make mentoring visible: talk about your own mentors, sponsor promising people into rooms they’re not normally in, and tie mentoring outcomes to performance discussions.
For early-career professionals:
Don’t wait to be picked. Identify 2–3 people you admire and ask for short, specific mentoring conversations (“Can we talk for 20 minutes about how you navigated your first promotion?”).
Come prepared: send 2–3 questions in advance and one decision you’re wrestling with. That turns a coffee chat into a coaching session.
Ask for reps, not titles: look for chances to lead a meeting, draft the first version of a strategy, or coordinate a small project.
Start your Leadership Log now; 6–12 months from today, you will be very glad you did.
For HR and L&D teams:
Define success up front: promotion rates into leadership, retention, engagement scores, or time-to-ramp for new managers.
Train mentors in active listening, feedback, and psychological safety; don’t assume “good at their job” equals “good at developing people.”
Use light-weight platforms or templates to track goals, sessions, and outcomes instead of letting mentoring live in email and memory.
The military has long known that you don’t rise to the occasion—you fall to the level of your training and your mentors. The same is true in your career: the future of your leadership won’t be built by policies; it will be built conversation by conversation, debrief by debrief, log entry by log entry.
So here’s the ball, on your side of the court: in the next seven days, who will you ask to mentor you—or who will you commit to mentoring—and what is the first concrete, structured step you’ll take together?
References
Allen, Tammy D., and Lillian T. Eby, eds. The Blackwell Handbook of Mentoring: A Multiple Perspectives Approach. Chichester: John Wiley & Sons, 2010.
Baranik, Lisa E., and Lisa M. Eby. “Why Does Mentoring Work? The Role of Perceived Organizational Support.” Journal of Vocational Behavior 91 (2016): 1–10.
Clutterbuck, David, and Kirsten M. Poulsen. Developing Successful Diversity Mentoring Programmes: An International Casebook. New York: McGraw-Hill, 2012.
Hale, Jack. “Reflective Practice in Military Leadership Development.” Academy of Management Learning & Education 12, no. 4 (2013): 569–86.
Hoffman, Edward. “Building a Leadership Development Program: A Competency-Based Approach.” Public Personnel Management 31, no. 4 (2002): 487–500.
Mentorink. “Mentoring Statistics 2026: Tomorrow’s Blueprint.” November 4, 2024.
MentorcliQ. “40+ Definitive Mentorship Statistics and Research for 2026.” February 1, 2024.
Qooper. “10 Successful Mentoring Program Examples: Real Outcomes from Real Companies.” April 12, 2026.
Willbanks, James H. “Mentoring the Next Generation of Army Leaders.” Military Review (September–October 2010).
Xu, Chen, and John Hickey. “Cadet Mentoring Program: Best Practices for Success.” Journal of Military Leadership 2022.
More from 2 Topics
Explore related articles on similar topics
Top Paying Jobs in Professional Development and Training and Military
Highest paying opportunities related to this article
ABOUT THE ROLE Metro Transit's Employee Services Division seeks a dynamic manager to develop and manage apprenticeship and pathways programs. This role focuses on employee development, creating career pathways, and applying equity and social justice principles to build a sustainable and equitable workforce at King County Metro. KEY RESPONSIBILITIES - Develop and manage apprenticeship and pathways programs across divisions with internal and external stakeholders. - Organize people and activities to accomplish strategic work plans and deliverables within established timelines. - Develop pro-equity, innovative, people-centered work plans, charters, and project documents. - Partner and facilitate groups of employees, labor union representatives, and County management. - Identify and strengthen career pathways with a focus on underserved communities. - Manage project schedules, issues, risks, quality, and deliverables. - Support leadership to ensure tasks are completed and timelines are met. - Develop and provide program reports, updates, and presentations to stakeholders. - Evaluate and continually improve program activities through focus groups, surveys, and listening sessions. - Develop key data metrics, analysis, and reporting on project progress. MINIMUM QUALIFICATIONS - Minimum 3 years of experience taking projects from concept through completion, or an equivalent combination of work experience, training, and education. - Demonstrated ability to build effective relationships with diverse audiences using equity and inclusion practices. - Advanced skills in goal setting and organizing activities to accomplish work plans on time. - Experience managing people-focused development projects like apprenticeships, technical training, or professional development. - Strong customer service, organizational, analytical, time management, communication, and interpersonal skills. - Comfort navigating a complex hierarchy while managing competing priorities. - Engaging facilitation skills for technical meetings and leading multidisciplinary groups. - Understanding of equity and social justice concepts and creating inclusive work environments. - Advanced skills in Microsoft Office including Outlook, Word, Excel, PowerPoint, Teams, and SharePoint. SPECIAL REQUIREMENTS - Must reside in Washington state and within a reasonable distance to the King County worksite. - Must maintain a home workspace with reliable internet for hybrid work requirements. - Highly competitive candidates possess experience with large public sector agencies or governmental organizations. - Knowledge of King County Metro operations, mission, policies, and procedures. - One year of experience developing or managing workforce and employee development programs. - Ability to manage highly visible and politically sensitive projects. - Skill in data gathering, analysis, and developing data tools. SELECTION PROCESS 1. Applications are screened for completeness and competitiveness based only on explicitly requested materials. 2. The most competitive candidates are invited to participate in one or more interviews and possible additional selection elements. 3. Final offers are contingent upon successful completion of reference checks and a record review. 4. An eligibility list will be retained for 12 months to fill future vacancies in this classification. HOW TO APPLY 1. Submit an online King County application with accurate contact information and relevant work history. 2. Complete the required supplemental questions. 3. Attach a current resume. 4. Attach a letter of interest addressing your interest in the role and how your background prepares you for the position. 5. Submit all materials by the closing date of 8/17/2026 at 11:59 PM Pacific Time. 6. Contact Sabrina Brazzle at sbrazzle@kingcounty.gov for application accommodations or alternate formats. EMPLOYMENT DETAILS - Employer: King County (Metro Transit Department, Enterprise Employee Services Division) - Job Type: Career Service (Exec), Full-Time - Hours: 40 hours per week, Monday through Friday - FLSA Status: Exempt (not eligible for overtime) - Work Location: Hybrid schedule requiring a minimum of 2 days per week onsite at King Street Center, 201 S Jackson St, Seattle, WA 98104 - Union Status: Not represented by a union - Safety: Responsible for understanding safety policies, following procedures, and reporting all safety concerns.
About The Role Lead highly specialized occupational safety and health enforcement efforts focused on complex and high-risk industries in Washington State. This critical statewide compliance role involves overseeing facilities that handle highly hazardous chemicals, such as petroleum refineries. The position aims to protect workers, ensure public protection, and prevent catastrophic incidents like fires, explosions, and chemical releases. Key Responsibilities - Lead and develop a team of highly skilled safety investigators and technical specialists. - Direct statewide compliance operations involving high-hazard industries and chemical process facilities. - Oversee fatality investigations, catastrophic incident response, and complex enforcement actions. - Ensure consistent, legally sound, and technically accurate enforcement decisions. - Collaborate with agency leadership, legal teams, industry stakeholders, labor organizations, and policymakers. - Shape statewide safety policy, enforcement strategies, and emerging hazard response initiatives. - Drive continuous improvement, operational excellence, and professional development within the program. - Provide strategic oversight for inspections, audits, compliance initiatives, and Local Emphasis Programs. - Build strong partnerships with employers, workers, industry groups, and community stakeholders. - Serve as a trusted subject matter expert in process safety and occupational safety enforcement. Minimum Qualifications - Six or more years of experience leading, managing, or supervising staff in ensuring compliance with WAC 296-67 or equivalent OSHA/State Plan laws. - Extensive experience in Process Hazard Analysis, PreStartup Safety Reviews, Mechanical Integrity, Hot Work Permits, Management of Change, Incident Investigation, and Emergency Planning. - Clear understanding of contractor requirements for maintenance, turnaround, or major renovation on PSM covered processes. - Industry or regulatory experience in Process Safety Management leading complex investigations involving fires, explosions, or catastrophic chemical releases. - Ability to lead process safety inspections and investigations as a Journey level Investigator. - Strong management, leadership, public speaking, interpersonal, and written communication skills. Special Requirements - Driving is an essential function; must travel between worksites and operate a state-issued, motor pool, or personally owned vehicle. - Valid unrestricted driver's license and insurance if driving a privately owned vehicle on state business. - Must safely navigate large manufacturing facilities with metal stairways, catwalks, ladders, and uneven terrain. - Must work outdoors for extended periods in varying weather conditions using appropriate protective gear. - Emergency response responsibilities on a rotating 24/7 on-call basis, including carrying a pager 1 month every 8 to 9 months. - Work in industrial environments requiring personal protective equipment. - Occasional work outside normal business hours, including weekends and holidays. - Frequent statewide travel, including remote locations and overnight stays. - Must pass a background check, including criminal history record. - Must possess work authorization that does not require sponsorship now or in the future. Selection Process Top candidates will be contacted directly to interview for this position. Selection is based on information provided in the application that addresses the mandatory and desirable qualifications. How To Apply 1. Submit your application before the closing date of 8/23/2026 at 11:59 PM Pacific Time. 2. Include a cover letter describing your specific qualifications. 3. Include a current resume detailing your applicable experience and education. 4. Include a list of at least three professional references with current telephone numbers. 5. Veterans claiming preference must attach a copy of their DD-214, NGB 22, or signed verification of service letter with personally identifiable data blacked out. Employment Details - Employer: State of Washington, Department of Labor & Industries, DOSH - Compliance - Job Type: Exempt - Remote Employment: Flexible/Hybrid, teleworking permitted dependent on business needs, in-office at least one day per week - Location: Multiple Locations Statewide, WA - Job Number: WMS 26-05 - Union Representation: Washington Federation of State Employees - Benefits: Generous retirement package and highly competitive benefits package
ABOUT THE ROLE The HR Generalist II performs a wide variety of professional human resources work involving assignments of a complex nature that require a broad knowledge of human resources. This role may involve leading paraprofessional human resource and office support employees, though it does not include full supervisory duties. The incumbent receives general supervision from a technical superior, works a conventional workweek, and operates in a normal office environment requiring minimal physical exertion. KEY RESPONSIBILITIES - Apply fundamental human resources management principles, practices, and techniques in recruitment, classification and compensation, professional development, HRIS, or benefits and wellness. - Exercise sound judgment in applicant review, interviewing, selection, and job placement. - Interpret and implement human resources policies and procedures in compliance with Federal, State, and Local regulations (including FLSA, ADA, and EEO). - Communicate effectively with employees, applicants, management, elected officials, and the public, both orally and in writing. - Develop, analyze, and manipulate data from various databases to produce reports and spreadsheets. - Conduct research, compile data, and prepare statistical and narrative reports. - Maintain accurate human resources records. MINIMUM QUALIFICATIONS - Education: A bachelor's degree from an accredited college or university. - Experience: Three years of experience in human resources administration. - Equivalencies: An equivalent combination of education and experience. One year of graduate coursework in human resources administration, business administration, or public policy from an accredited college or university may be substituted for each year of the experience requirement. - International education credentials must be evaluated for US equivalency by an approved agency (e.g., NACES). SPECIAL REQUIREMENTS - Must authorize the release of criminal conviction information and pass drug and alcohol tests as part of a background check. - Must complete a mandatory one-year probationary period upon selection. - No specific licenses, registrations, or certificates are required for this role. SELECTION PROCESS - Candidates indicating they meet the minimum qualifications on their application will be placed on the eligible list without further examination. - Training and experience will be evaluated for appropriateness and quantity based on the application details. - The examination consists of a rating of education, training, and experience as presented in the application. - Supplemental questions may be required to further examine specific knowledge, skills, and abilities. - Qualified candidates will be placed on the employment certified eligible list for at least six months and will not be listed in rank order. HOW TO APPLY - Submit a complete and accurate application through the official City of Baltimore careers portal, ensuring all education, training, and experience details are thoroughly documented to avoid disqualification due to vagueness or omission. - For questions, contact Dayvon Smith, Recruitment Talent and Acquisition Specialist, at Dayvon.Smith@baltimorecity.gov. - Applicants requiring accommodation during the hiring process should contact Human Resources directly and must not attach the request to the application. EMPLOYMENT DETAILS - Employer: City of Baltimore - Location: 401 E Fayette St, Baltimore, MD - Job Type: Full time - Job Requisition ID: R0018599 - Closing Date: August 12, 2026 - Equal Opportunity Employer: Baltimore City Government is an Equal Employment Opportunity Employer committed to a workplace that values diversity, equity, and inclusion, and prohibits discrimination on the basis of any protected characteristic under federal, state, or local laws.
ABOUT THE ROLE This is an open-competitive recruitment for the working level firefighting crew. The incumbent performs skilled duties involving fire suppression, emergency response, protection of life and property, fire prevention, and related activities under close to general supervision. The role may provide limited work direction to less experienced employees and temporarily act as a Fire Engineer. Lateral hires may be eligible for lateral pay placement and transfer of up to 120 hours of vacation and 135 hours of sick leave, subject to qualification, negotiation, and department approval. KEY RESPONSIBILITIES - Respond to fire, emergency medical, and other emergency alarms as part of a fire suppression company. - Perform primary and secondary search procedures, and remove or rescue trapped victims. - Apply Basic Life Support (BLS) and perform patient assessments at medical emergency scenes. - Drive, position, and operate fire apparatus, including aerial apparatus, rescue units, and pumping equipment. - Lay hose lines, operate nozzles, and extinguish fires while gaining access to involved structures. - Select and use specialized manual and power equipment, such as ladders, air chisels, and air bags. - Ventilate burning buildings, use salvage covers, and perform overhaul operations to prevent rekindling. - Check fire scenes for point of origin and preserve evidence that may indicate arson. - Inspect and perform routine maintenance on rescue equipment, fire apparatus, hydrants, and hoses. - Attend training sessions on modern firefighting, EMS, hazardous materials, and rescue techniques. - Perform fire prevention inspections on commercial, industrial, and residential structures. - Provide fire and life safety education and community service programs to the public. - Perform general maintenance and upkeep of fire stations, including gardening and housekeeping. MINIMUM QUALIFICATIONS - California State Firefighter I AND Firefighter II Certifications, OR graduation from an Accredited Regional Training Program (ARTP) Fire Academy approved by the California Office of State Fire. - For Lateral Applicants: Minimum of two (2) years of full-time firefighting experience with a comparable fire agency. - For Academy Grad Applicants: Firefighting experience as a Reserve, Explorer, and/or Military firefighter is desirable. - Associates or BS/BA degree in Fire Protection Technology or a related field is highly desirable. - Ability to complete applicable California Incident Command Certification System (CICCS) components. SPECIAL REQUIREMENTS - Valid Class C California Driver's license and a safe driving record. - Possession of a California Emergency Medical Technician (EMT) card. - Current Cardiopulmonary Resuscitation (CPR) and Automated Defibrillation (AED) certificate. - Must complete within 18 months of appointment: Current Medical Examiners Certificate (MCSA-5876), Firefighter Endorsement (F), Current Health Questionnaire (DL-546), CA State Fire Training Firefighter I and II, and Fire Apparatus Driver/Operator Pump. - Must complete all required items in the Hollister Fire Department Firefighter Task Book and Firefighter Driver Operator prior to permanent appointment. - Must be current on the Firefighter Candidate Testing Center (FCTC) Statewide Eligibility List (SEL) on the closing date. - Cal-JAC CPAT (Candidate Physical Ability Test) Card must be dated within one year of the closing date. SELECTION PROCESS - Application appraisal, written examination, performance test, and personal interview. - Panel Oral Interview to evaluate qualities necessary for job success. - Chiefs Oral Interview to evaluate fit with the Fire Department. - Medical Screening, including psychological evaluation, physical, drug screen, and fingerprints check. - Background Investigation Screening. - Veterans' preference is offered; applicants must claim it and attach a copy of their DD214. HOW TO APPLY - Applications must be submitted online through the City of Hollister applicant tracking system. - Required uploaded documents: Resume, CA State Fire Marshall Firefighter I & II Certification, Current EMT Certification (California or National Registry), Candidate Physical Ability Test (CPAT) Card, Current CPR Card, Current Valid Driver's License, and DMV Printout. - Applicants must ensure their FCTC profile contact information exactly matches their application for accurate SEL matching. EMPLOYMENT DETAILS - Employer: City of Hollister - Address: 327 5th Street, Hollister, California, 95023 - Department: Fire - Job Type: Full-Time (Permanent) - Job Number: 26-00037 - FLSA Status: Non-Exempt - Bargaining Unit: HFFU - Opening Date: 07/22/2026 - Closing Date: 8/30/2026 at 11:59 PM Pacific Time (US & Canada); Tijuana
ABOUT THE ROLE This is an open-competitive, full-time permanent position with the City of Hollister Fire Department. The role involves performing skilled duties related to fire suppression, emergency medical response, protection of life and property, and fire prevention. Work is performed under close to general supervision, and the incumbent may provide limited direction to less experienced employees or temporarily act as a Fire Engineer. This recruitment establishes an eligibility list to fill current and future vacancies. KEY RESPONSIBILITIES - Respond to fire, emergency medical, and other public service calls as a member of a fire suppression company. - Perform primary and secondary search procedures and rescue trapped victims. - Apply Basic Life Support (BLS) and conduct patient assessments at medical emergencies. - Drive, position, and operate fire apparatus, pumping equipment, and specialized vehicles safely and efficiently. - Gain access to structures, lay hose lines, and direct water streams to control and extinguish fires. - Operate specialized rescue equipment, including ladders, air chisels, and air bags. - Ventilate burning buildings, use salvage covers, and perform overhaul operations. - Check fire scenes for origin and ignition sources, preserving potential arson evidence. - Inspect and maintain rescue equipment, fire apparatus, hydrants, and hoses. - Attend training sessions on firefighting, EMS, hazardous materials, and rescue techniques. - Perform fire prevention inspections of commercial, industrial, and residential structures. - Provide fire and life safety education to the public. - Perform general maintenance and upkeep of fire stations, including gardening and housekeeping. MINIMUM QUALIFICATIONS - California State Firefighter I AND Firefighter II Certifications, OR graduation from an Accredited Regional Training Program (ARTP) Fire Academy approved by the California Office of State Fire. - Valid Class C California Driver’s license with a safe driving record. - Current California or National Registry Emergency Medical Technician (EMT) certification. - Current Cardiopulmonary Resuscitation (CPR) and Automated Defibrillation (AED) certificate. - For lateral applicants: Minimum of two (2) years of full-time firefighting experience with a comparable fire agency. SPECIAL REQUIREMENTS - Must be current on the Firefighter Candidate Testing Center (FCTC) Statewide Eligibility List (SEL) on 9/29/26. - Cal-JAC Candidate Physical Ability Test (CPAT) Card must be dated between 9/29/25 and 9/29/26. - Passing score on the FCTC Written Test dated between 9/29/25 and 9/29/26. - Must complete the following within 18 months of appointment: Current Medical Examiners Certificate (MCSA-5876), Firefighter Endorsement (F), Current Health Questionnaire (DL-546), CA State Fire Training Firefighter I and II, and Fire Apparatus Driver/Operator Pump. - Must complete all required items in the Hollister Fire Department Firefighter Task Book and Firefighter Driver Operator prior to permanent appointment. - Ability to perform heavy and hazardous physical labor, work irregular hours, and meet strict physical standards. SELECTION PROCESS - Application appraisal for completeness and qualifications. - Written Exam: FCTC general knowledge test evaluating critical thinking and job-specific information processing. - Panel Oral Interview to evaluate qualities necessary for job success. - Chiefs Oral Interview to evaluate fit with the City of Hollister Fire Department. - Medical Screening, including psychological evaluation, physical, and drug screen. - Background Investigation and fingerprint check. - Veterans' preference is available; applicants must claim it and attach a DD214. HOW TO APPLY - Submit a complete online application through the applicant tracking system by 9/30/2026 at 11:59 PM Pacific Time. - Required uploaded documents: Resume, Certificate of completion from an Accredited CA Firefighter Academy or CA State Fire Marshall Firefighter I & II Certification, Current EMT Certification, Current CPAT Card, Current CPR Card, Current Valid Driver’s License, and DMV Printout. - Ensure FCTC profile contact information exactly matches the application for accurate SEL matching. - For disability accommodations during the selection process, email hr@hollister.ca.gov. EMPLOYMENT DETAILS - Employer: City of Hollister - Location: City of Hollister, CA - Job Type: Full-Time (Permanent), Non-Exempt - Job Number: 26-00036 - Department: Fire - Bargaining Unit: HFFU - Opening Date: 07/22/2026 - Closing Date: 9/30/2026 at 11:59 PM Pacific Time - Equal Opportunity Employer: The City does not discriminate on the basis of race, color, national origin, ancestry, sex, religion, sexual orientation, age, disability, marital status, political affiliation, or any other non-merit factor.
ABOUT THE ROLE This position is an integral part of the Planning & Development Services department, which balances community, economic, and environmental interests to ensure the highest quality of life in San Diego County. The coordinator checks commercial and residential plans for code compliance, provides technical training and guidance to Building Inspection staff, and performs the most difficult and specialized code inspections. KEY RESPONSIBILITIES - Check commercial and residential plans for mechanical, plumbing, and electrical code compliance. - Provide technical training and guidance to Building Inspection staff on matters related to electrical, plumbing, and mechanical plan checking and inspection. - Perform the most difficult and specialized code inspections. MINIMUM QUALIFICATIONS - Five years of journey-level experience performing electrical, plumbing, and mechanical plan review and/or inspections in the construction field enforcing building codes. - Experience must include inspections of commercial and industrial buildings, subdivision tracts, apartments, and condominiums. SPECIAL REQUIREMENTS - Must be willing to work a hybrid schedule consisting of teleworking and working at the County Operations Center in Kearny Mesa. - Must successfully pass a background check, including fingerprinting, and a pre-employment medical screening. - As a public employee in California, the incumbent is designated as a disaster service worker and must participate in assigned disaster service activities. SELECTION PROCESS - Applications undergo Blind Applicant Screening, which removes personally identifiable information to ensure a fair and equitable process. - Candidates are evaluated based on the Work Experience and Supplemental Questionnaire sections using an automated system, followed by an individual review. - The most highly qualified candidates are referred for ongoing interviews. - Qualified applicants are placed on a six-month employment list based on evaluation scores. - Job offers and background processes begin shortly after interviews, followed by a medical screening approximately three days later. HOW TO APPLY - Submit a complete and accurate application through the official portal. - Include all relevant experience meeting the minimum requirements in both the Work Experience and Supplemental Questionnaire sections. - Resumes will not be accepted in lieu of the application Work History or supplemental questionnaire. EMPLOYMENT DETAILS - Job Type: Regular - Full time - Job Number: 26367302 - Department: Planning & Development Services - Division: Building Services - Location: County of San Diego, CA (County Operations Center, Kearney Mesa) - Opening Date: 07/24/2026 - Closing Date: Continuous - Employer: County of San Diego
ABOUT THE ROLE The Denver Sheriff Department (DSD) is seeking qualified applicants for the December 2026 Training Academy. As the largest sheriff department in Colorado, DSD operates two detention facilities, provides court security, manages transportation and extradition, operates specialized units (Fugitive Apprehension, K-9), manages the vehicle impound facility, and provides security at Denver Health Medical Center. This dynamic role requires maintaining safety and security across these environments with professionalism, critical thinking, and adaptability. KEY RESPONSIBILITIES - Work varied shifts, including nights, weekends, and holidays. - Maintain the custody, safety, and care of persons in custody across multiple operational environments. - Conduct searches for contraband, inspect for safety hazards, and monitor the behavior and well-being of persons in custody. - Transport persons in custody between detention centers, courts, medical facilities, and other designated locations. - Conduct intake and booking processes, reviewing charges, court orders, and legal status for proper classification and housing. - Inventory and maintain accountability of inmate property and departmental equipment, including keys, uniforms, and weapons. - Calculate release dates, communicate custody policies, and prepare required documentation such as bonds and census reports. - Respond to and investigate incidents, preserve scenes, maintain chain of custody for evidence, prepare reports, and provide court testimony. - Meet certification standards in firearms and tactical weapons and participate in ongoing training. - Serve in specialized or administrative roles as needed, including dispatch, training, recruitment, policy development, or gang intelligence. MINIMUM QUALIFICATIONS - Graduation from high school or possession of a GED, HiSET, or TASC Certificate. - No prior experience required for entry-level applicants. - For Lateral Deputy Sheriff: Currently employed by a law enforcement agency (or separated for one year or less) with a minimum of three years of experience, no pending internal affairs investigation, and no sustained discipline in the last three years. SPECIAL REQUIREMENTS - Must be 21 years of age by the start of the academy. - Valid Driver's License at the time of application. - Must meet certified physical fitness standards adopted by the Department. - Must successfully complete a 16 to 18-week Recruit Training Academy covering physical fitness, defensive tactics, custody management, firearms, emergency driving, report writing, and scenario-based training. - Must have valid work authorization that does not require visa sponsorship. - Subject to redeployment during Citywide Emergencies. - Must pass Counting and Reading Comprehension assessments. SELECTION PROCESS - Candidates are evaluated based on meeting minimum qualifications, passing required assessments (Counting and Reading Comprehension), and meeting physical fitness standards. - Lateral candidates are evaluated based on years of relevant experience, disciplinary history, and internal affairs status. - Note: AI tools may be used for resume writing or interview practice, but falsifying qualifications or using AI during interviews will result in disqualification. HOW TO APPLY 1. Apply online as soon as possible via the Denver Sheriff Department careers page: https://www.denvergov.org/Government/Agencies-Departments-Offices/Agencies-Departments-Offices-Directory/Sheriff-Department/Careers 2. Ensure all information provided is honest and reflects your own experience. EMPLOYMENT DETAILS - Employer: City and County of Denver - Agency: Denver Sheriff Department - Location: 5440 Roslyn, Denver, CO - Job Type: Full time - Job Requisition ID: R0082153 - Job Profile: CY1054 Dep Sheriff - Benefits: Outstanding benefits package including medical, dental, vision, health savings accounts, life insurance, retirement plans, paid vacation, holidays, sick leave, shift differential, comprehensive pregnancy policy, paid parental leave, and educational grants or tuition savings through Colorado Technical University.
ABOUT THE ROLE - Join the Iowa Vocational Rehabilitation Team at Iowa Workforce Development. - Serve as the project manager for the Disability Innovation Fund Subminimum Wage to Competitive Integrated Employment (DIF-SWTCIE) Grant program. - Transition into a permanent role post-grant, focusing on the coordination of ongoing services, supports, and best practices implemented through the grant. - Work in a flexible environment with a rewarding team atmosphere at an IowaWORKS office. KEY RESPONSIBILITIES - Coordinate, manage, and oversee the DIF-SWTCIE Grant program based on the established workplan. - Communicate with the IWD communication team for branding, marketing, and website updates. - Coordinate Collective and Steering Committee meetings and associated work groups. - Provide oversight of pilot projects, ensuring progress, dissemination, and evaluation. - Draft and submit required grant reporting, including end-of-year, annual, and monthly reports. - Manage and administer contracts and agreements with vendors related to the grant and services. - Provide consultation and technical assistance to Community Rehabilitation Programs (CRPs) and IVRS staff. - Serve as the Intermediary for the Direct Support Professional (DSP) Registered Apprenticeship and associated pre-apprenticeships. - Collaborate on the development of policies impacting services and represent the grant at State Rehabilitation Council and other meetings. MINIMUM QUALIFICATIONS 1. Bachelor's degree from an accredited four-year college or university in any field, plus three years of full-time experience in employment interviewing, counseling, management, program planning, or occupational, budget, or labor market analysis. 2. Seven years of full-time experience in employment interviewing, counseling, management, program planning, or occupational, budget, or labor market analysis. 3. One year of full-time relevant experience, plus a combination of four years of education and/or experience (30 semester hours equals one year), and two years of graduate-level education and/or experience in business, public administration, economics, planning, or a related field (24 semester hours equals one year). 4. Current, continuous experience in Iowa Workforce Development that includes two years of full-time work in employment interviewing, counseling, management, program planning, or occupational, budget, or labor market analysis. SPECIAL REQUIREMENTS - Must pass a criminal background check conducted by the Iowa Department of Public Safety. - Cannot have a current, ongoing overpayment balance with Iowa Workforce Development without a payment plan in place. - Domicile will be determined based on the hired candidate's location at one of the IowaWORKS centers. - Must be authorized to work in the United States, verified via the E-Verify system. SELECTION PROCESS - Applications are reviewed to ensure minimum qualifications are clearly met and supported by the application details. - Candidates must successfully pass a criminal background check. - Candidates must not have an ongoing overpayment balance with Iowa Workforce Development unless a payment plan is established. HOW TO APPLY - Apply through the State of Iowa's official employment portal. - Ensure all work experience and education are fully documented in the application to meet the minimum qualification requirements. - Contact Sandy Ostendorf at sandra.ostendorf@iwd.iowa.gov for specific position questions. EMPLOYMENT DETAILS - Job Type: Full-time - Agency: 309 - Iowa Workforce Development - Vocational Rehabilitation Services - Opening Date: 07/28/2026 - Closing Date: 08/11/2026 at 11:59 PM Central Time - Location: State of Iowa (Domicile determined by hired candidate's IowaWORKS center location) - Job Number: 27-00262 - Hours of Work: Monday - Friday, 8:00 AM - 4:30 PM