Deputy Fire Chief Salary $114,358.40 - $150,051.20 Annually Location Fire HQ, 24 Horseshoe Pond Ln, Concord, NH Job Type Full-Time Job Number 2027-14 Department Fire Opening Date 09/08/2026 Closing Date 10/2/2026 11:59 PM Eastern Description Benefits Description Deputy Fire Chief Concord Fire Department | Concord, New Hampshire The City of Concord Fire Department is seeking an experienced, collaborative, and forward-thinking leader to serve as Deputy Fire Chief . The Deputy Fire Chief is a key member of the Department's executive leadership team and assists in directing the administration, operations, personnel, and strategic direction of the Department. Instructions for

Applying:

Submit cover letter and resume to the Human Resources Department via https://www.governmentjobs.com/careers/concordnh. The position will remain open until filled. For more information visit www.concordnh.gov or call (603) 225- 8535, or TTY at 1-800-735-2964 or 7-1-1. "An Equal Opportunity Employer M/F/DP/V and LGBTQ" Position Focus This recruitment is expected to have a primary emphasis on Professional Standards , including: Training and professional development EMS quality assurance and continuous quality improvement Personnel performance and investigations Policy, accountability, and organizational improvement Selected departmental technology and software systems Data analysis and performance reporting These responsibilities are reflected in the current Deputy Fire Chief class specification, including management of training, QA/CQI, performance improvement plans, personnel investigations, software systems, and data analysis. The Department uses a collaborative executive leadership model . While this vacancy is being recruited with a Professional Standards emphasis, specific responsibilities among the Fire Chief and Deputy Fire Chiefs may be adjusted based on organizational needs and the experience, strengths, and skill sets of the leadership team. Candidates should therefore consider the position broadly and are encouraged to apply based on the full range of their leadership experience. Ideal Candidate The successful candidate will demonstrate strong leadership, sound judgment, excellent interpersonal and communication skills, and the ability to mentor personnel, manage complex organizational issues, and contribute effectively as part of an executive team. Experience in training, EMS, professional standards, personnel management, quality improvement, technology, or related areas is highly desirable. Examples of Duties Plans, directs, controls, and manages the activities of a division within the Fire Department. Supervises and directs the work of uniformed and civilian fire department personnel; writes, reviews, and approves performance evaluations; evaluates and recommends training requests; monitors performance through direct observation or reports of activities. Manages the Fire Department's training curriculum and professional development. Manages the Fire Department's Quality Assurance (QA) and Continuous Quality Improvement (CQI) programs. Oversees development of employee Performance Improvement Plans (PIPs). Monitors the activities of all personnel; counsels employees to resolve problems; issues disciplinary actions, including letters of reprimand and oral reprimands; recommends other appropriate forms of discipline; reviews performance evaluations completed by subordinate personnel. Conducts personnel investigations (non-discrimination related) and authors findings report; recommends appropriate level of discipline in collaboration with the City Solicitor's Office and the Human Resources Department. Acts as a member of the city's negotiating team to represent management in collective bargaining negotiations. Plans, allocates, coordinates, and monitors departmental resources to ensure efficient and economical operations. Performs the duties of the Fire Chief in his or her absence. Performs other related duties as assigned. Typical Qualifications Qualifications Bachelor's degree in Fire Science/Protection, Public Administration, Business Administration, or a related field, with five years of experience at a level equivalent to Company Officer, or an equivalent combination of education, training, and experience. A valid New Hampshire Driver's License and Firefighter Level II certification are required. Fire and/or EMT Instructor certification and National Registry Paramedic certification are desirable. The City of Concord is an Equal Opportunity Employer. Supplemental Information

MATERIAL AND EQUIPMENT USED

: Specialized Emergency Vehicles Mobile and Portable Radios Protective and Safety Equipment Meters and monitoring Equipment General Office Equipment Computers Firefighting Equipment Technical Rescue Equipment Basic and Advanced Life Support Emergency Medical Equipment

KNOWLEDGE, SKILLS, AND ABILITIES

:

Knowledge of:

The principles and practices of sound management and motivational techniques. Fire protection techniques, practices, and methods. Budget preparation and administration. Staffing of a medium-sized fire department for the delivery of optimum service. Personnel practices and applicable legal considerations as they pertain to department employees. All pertinent local, state, and federal laws and city ordinances. Contemporary methods of fire protection, prevention, suppression, and Emergency Medical Services. Pending changes in technology that would improve the department's effectiveness. Principles and practices of emergency medicine, fire alarm, fire prevention, fire communications, hazardous material, and technical rescue. State and federal laws pertaining to fire department operations and liability issues. Grant procurement techniques. Demographics and cultural diversity of the citizenry in order to effectively respond to or direct the response to situations involving cultural diversity. Sound labor management principles. Performance evaluation practices and procedures.

Skill in:

Conflict resolution. Interpersonal relations. Operation of equipment as assigned. Effective written and oral communications. Understanding the work of subordinates in order to effectively answer questions and resolve concerns. Reading, comprehending, and explaining all pertinent local, state, and federal laws and city ordinances.

Mental and Physical Abilities to:

Lead and delegate work to subordinates and enable commanding officers to resolve division problems and conflicts whenever possible. Direct and lead the work of a division within the fire department. Exercise sound judgment in determining the course of action needed to effectively stabilize emergency situations. Prepare and administer the division's budget. Read, comprehend, and explain policies, procedures, and practices. Communicate effectively both orally and in writing. Safely operate emergency vehicles and their equipment, especially under stressful and/or dangerous conditions. Analyze situations, both emergency and routine, efficiently and accurately, in order to objectively stabilize situations and to determine best courses of action. Prepare clear, concise, and accurate reports and to check the reports of subordinates. The employee is frequently required to walk, stand, sit, reach with hands or arms, talk or hear, and use hands to finger, handle, or feel. While performing essential functions of the job, the employee is occasionally required to lift and/or move 100 pounds. The employee is required to use distance vision, color vision, and depth perception to accomplish job responsibilities.

Working Conditions:

The employee's working conditions are typically quiet when in the office environment, but may be moderately quiet to loud. The employee must occasionally work for sustained periods while exposed to outside atmospheric conditions. The employee may be exposed to possible bodily injury from fires, hazardous material, medical pathogens, and hostile subjects. The employee is occasionally exposed to possible bodily injury from falling from high, exposed places and to possible bodily injury from explosions, as well as from toxic or caustic chemicals. Working time may require irregular hours. This class specification should not be interpreted as all inclusive. It is intended to identify the essential functions and requirements of this job. Incumbents may be requested to perform job-related responsibilities and tasks other than those stated in this specification. Any essential function or requirement of this class will be evaluated as necessary should an incumbent/applicant be unable to perform the function or requirement due to a disability as defined by the Americans with Disabilities Act (ADA). Reasonable accommodation for the specific disability will be made for the incumbent/applicant when possible. Our organization is committed to ensuring fair treatment, access, and opportunities for all individuals regardless of race, ethnicity, gender, sexual orientation, ability, socioeconomic status, age, religion or other social identities in accordance with state and federal law. We recognize that each individual brings a unique perspective that is informed by their life experience and identity. Our organization is committed to recruiting and retaining the best qualified individuals based on a holistic review of their knowledge, skills, experience, understanding, communication and abilities. City of Concord Human Resources Department Benefits Summary

BENEFLEX PROGRAM SUMMARY

(Effective July 1, 2025) Employee compensation consists of two parts - direct wages and benefits. The City of Concord provides a "flexible benefit plan" or "cafeteria benefit plan" known as "

BENEFLEX

". This plan offers a range of benefit choices in the areas of: Health Plans, a Dental Plan, Life Insurance, a Medical Flexible Spending Account, a Dependent Care Reimbursement Account as well as Accident/Sickness (Disability) Plans. The City provides each full-time employee with benefit dollars, subject to annual City Council appropriation, for use in purchasing both medical and dental benefits, based on Federal eligibility guidelines. The exception to the Federal eligibility guideline falls under Healthcare Reform's Affordable Care Act with regard to adult dependent children between the ages of 19-26. The Affordable Care Act requires employers offering dependent coverage to cover adult children between the ages of 19-26, regardless of student status. Selection of additional benefits, such as a medical plan with a more expensive premium, flexible spending accounts or increased life insurance, may be paid for through payroll deduction on a pre-tax basis. If there is money left over from an employee's benefit dollars after benefit selection, it is treated as taxable income. Benefits take effect on the first of the month following hire date. An orientation/enrollment session with a full explanation of the Beneflex plan and its options is held once each month for new employees or as needed when new employees arrive. Because of the tax implications, this type of a benefit program is governed by Section 125 of the Internal Revenue Service Code. The Beneflex "Plan Year" is July 1 through June 30. After initial new employee enrollment, changes in benefit selections are only allowed during the group re-opening period just prior to each plan year, within 30 days of a birth, adoption, death, marriage, divorce, a change in the employment status of the employee or employee's spouse or within 60 days of a loss of Medicaid coverage or loss of coverage under the Children's Health Insurance Program (CHIP). Wellness Program The City of Concord continuously strives to offer comprehensive, responsive, and flexible health benefit plans and programs. All full-time employees and City-insured spouses are eligible to participate in the City's Wellness Program. In partnership with its insurers, the City of Concord is pleased to offer employees a unique opportunity to improve their overall health and create a healthier lifestyle utilizing an online platform. The City provides dollars ("wellpoints"), which can be used to offset the employee share of health insurance premiums. Wellpoints are earned for your participation in: Benefit education sessions Health Questionnaires (every other year) Various health or fitness challenges Various health or wellness related educational programs Physical exercise activities On or off-site health screenings Wellpoints earned the previous Wellness year (June through May) will be awarded at the end of May. If an employee does not need the additional wellpoints to purchase medical insurance, they may be used for other aspects of the Beneflex program or just received as cashback in their paychecks. Research has clearly shown that promoting health and fitness at the workplace and at home helps employees reduce the rate of premium increases and related health insurance costs, improve overall participant health, reduce stress levels, and become wiser health care consumers. The potential value of wellness programs to employers is just as impressive, with results such as reduced absenteeism, lower healthcare costs, improved employee morale, reduced employee turnover, better customer service, and enhanced employee recruitment. It is a win-win situation for everyone and it is fun!

Current Options Available Under Beneflex Program Include :

Health Care Plans Three plans are available through

Harvard Pilgrim:

Harvard Pilgrim HealthCare HMO 500 ($25 copay) Harvard Pilgrim HealthCare Elevate Health (T1-$25 copay/T2-Deductible then 20% coinsurance) Harvard Pilgrim HealthCare HMO High-Deductible HSA ($2000/$4000 Deductible) Dental Insurance Plan One plan is available through

Delta Dental:

Provides full coverage on certain diagnostic and preventive services, and limited coverage on certain restorative, prosthodontic (bridges, crowns, etc.), surgical, endodontic, periodontic, orthodontic coverage, and emergency services. Vision Insurance Plan One plan is available through

Delta Vision:

Provides coverage on a wide range of services (routine eye exams, glasses, contact fittings, evaluations and lenses) and offers additional savings on non-prescription sunglasses and laser vision correction. This plan is voluntary and is available through a post-tax payroll deduction. Life Insurance Plans Core coverage offered through UNUM with a benefit equal to one year's base salary (up to a $150,000 max) is funded by the City. Employees may upgrade in $1,000 increments with a minimum of $10,000 up to a maximum of $500,000 by funding the premium difference themselves. Additionally, employees are able to purchase spousal life insurance in $5,000 increments up to a maximum equal to the employee coverage, not to exceed $500,000 and/or child life insurance coverage in $2,000 increments up to $10,000. Income Protection Plans The Income Protection Plan is provided at no cost and includes a sick leave program, Short-Term Disability Insurance, and Long-Term Disability Insurance. The Short and Long-Term Disability Insurance is offered through UNUM and provides employees with a portion of their income when out of work for a non-work related injury or an illness beyond an initial elimination period. NH Paid Family & Medical Leave (NH PFML) Provides a 60% wage replacement (up to the social security wage cap) for up to six weeks per year (after an initial 7-day elimination period) for absences from work for covered common life events such as: An employee's own serious health condition when disability coverage does not apply An employee to bond with a child during the first year of birth, including placement for adoption or fostering An employee to care for a family m ember with a serious health condition Any qualifying urgent demand or need arising out of the fact that the employee's spouse, child or parent is a covered military member on covered active duty An employee to care for a covered service member with a serious injury or illness if the employee is the service member's spouse, child, parent or next of kin NH PFML will run concurrently with the federal Family and Medical Leave Act (FMLA) when the employee qualifies for both programs. If the employee is eligible for workers compensation, they will not qualify for PFML benefits for this same event. If the employee qualifies for Short-Term Disability, they will not qualify for PFML benefits for the same days absent. This leave can be used intermittently. Flexible Spending Account (FSA)

• A FSA can be set up for Health or Dental Care expenses, allowing an employee to set aside a predetermined amount of money on a pre-tax basis and be reimbursed for eligible expenses under the IRS code. Permanent part-time employees may also participate in this benefit at their own expense.

• cannot be used if enrolled with the Harvard Pilgrim HMO High-Deductible HSA. Must be enrolled in one of the other available options through the city. Dependent Care Reimbursement Account A Dependent Care Reimbursement account can be set up for dependent care expenses, allowing an employee to set aside a predetermined amount of money on a pre-tax basis and be reimbursed for eligible expenses under the IRS code. Permanent part-time employees may also participate in this benefit at their own expense. Limited Purpose Flexible Spending Account (LPFSA) A limited purpose FSA can be set up for Dental and Vision Care expenses only, allowing an employee to set aside a predetermined amount of money on a pre-tax basis and be reimbursed for eligible expenses under the IRS code. This is only available to those employees enrolled in a qualifying High-Deductible Health Plan with a Health Savings Account (HSA). Health Savings Account (HSA)

•A savings account, used in conjunction with a High-Deductible Health Plan (HDHP), allowing an employee to set aside a predetermined amount of money on a pre-tax basis to cover out-of-pocket qualified medical expenses. An employer may also contribute to this account.

•must be enrolled in a High-Deductible Health Plan through the city.

OTHER BENEFITS

Annual (Vacation) Leave Generally speaking, most employees accrue annual leave at the rate of approximately 10 hours per month during their first year of employment, with accruals increasing at certain anniversary dates thereafter. Most employees on an 8 hour schedule will begin to earn 25 days starting in their second year on a monthly pro-rated basis. There is no waiting period to begin earning annual leave. Annual leave accruals are earned on the 1st of the month for the prior month, provided there have not been more than 5 days of non-pay in that prior month. For any month where more than 5 days of non-pay occur, there will be no accrual earned for that month. The Personnel Rules & Regulations, departmental approval procedures, and/or any applicable collective bargaining agreement should be referred to for details. Paid Holidays Subject to the terms of applicable collective bargaining agreements and/or the Personnel Rules and Regulations, employees generally observe 12.5 paid holidays each year. The holiday schedule is posted on the city's internal website under Benefits. Retirement - Pension System (mandatory participation) Upon employment, all full-time employees (35 hours or more) are enrolled in the New Hampshire Retirement System with a mandatory pre-tax payroll deduction each week of 7% of their gross income (11.55% for Group II Police employees and 11.8% for Group II Fire employees). The City also makes contributions to the New Hampshire Retirement System on behalf of full-time employees. The rate of contribution varies by Group I and II membership, as follows: Group Rate as of 7/1/25 Employees (Group I) 13.53% Police Officers (Group II) 31.28% Firefighters (Group II) 30.35% Retirement - Investment Opportunities (voluntary participation) Three additional options for retirement savings are 457 deferred compensation plans managed by MissionSquare Retirement (formerly ICMA-RC - International City Management Association Retirement Corporation), PFPOPE and Empower and are available through payroll deduction. A traditional Roth IRA managed by the MissionSquare or a Roth 457 managed by Empower and PFPope are also available through payroll deduction. Accident/Critical Illness Plans Two plans are available through Allstate offering cash benefits payable upon the event of an accident or diagnosis of a critical illness or condition. This benefit is voluntary and available through a pre-tax payroll deduction. Legal and ID Theft Plan Two plans are available through Legalshield providing the option of either Legal services or ID Theft Protection plans. This benefit is voluntary and is available as a post-tax payroll deduction. Merit Pay Plan Employees are eligible for a merit pay increase, typically one step on the applicable wage schedule, upon satisfactory completion of their probationary period and annually thereafter (again subject to satisfactory performance). Employee Perks Family Pool Pass for City Employees, Non-Concord Residents Go to the Parks and Recreation office at 14 Canterbury Rd, show your work badge or picture id. This is a family pass but you must be the one to sign up initially. Parks and Recreation will confirm current employment on a roster. You will receive a specific color employee pass that you will use to gain entrance at all open City Pools and the Splash Pad. Beaver Meadow Golf Course Guest of Member Rate Employees will need to register with the Proshop to obtain a household account. Every employee will need photo ID, proof of employment (badge or paystub) and email address. Once they have completed that task, they will check in through our normal processes and receive the employee rate. Concord Public Library Card for City Employees, Non-residents Employees will need to go to any of the three branches to obtain a non- resident library card. You will need to bring photo identification and your name will be checked against the active employee roster. Once confirmed, your Concord Public Library card application will grant you full library usage while employed. The pass must be renewed and will be set to expire each August 31st of the current year. This document is a summary, only for purposes of providing general information to job applicants, and is subject to periodic revision by the Human Resources Department. It does not constitute any sort of guarantee, commitment or contract for any aspect of the Beneflex Program or the Personnel Rules & Regulations, which are also subject to change. The Beneflex Program is administered by the City of Concord at its sole discretion, subject to annual City Council appropriation and any applicable collective bargaining agreements. Employer City of Concord (NH) Address 41 Green St Concord, New Hampshire, 03301 Phone 603-225-8535 Website http://www.concordnh.gov