Description
The Town of Queen Creek is excited to announce an opportunity for an experienced leader to serve as
Deputy Director of Parks & Recreation – Parks. This executive leadership position oversees the Town's Parks Maintenance and Park Ranger Divisions and partners with the Parks & Recreation Director to advance strategic initiatives, operational excellence, and exceptional service to the community.
The hiring range for this position is $140,191.76 – $175,239.69. The full salary range is $140,191.76 – $210,287.62. The starting salary will be determined based on qualifications, experience, internal equity, and budget considerations.
For more information on this recruitment, please see the Recruitment Brochure.
IMPORTANT RECRUITMENT DATES
Virtual Pre-Screen InterviewAugust 12 - August 13, 2026First Round Interview (Virtual or In Person)August 24 - August 25, 2026 Second Round Interview (In Person)Week of September 7, 2026Target Start DateOctober 8, 2026
Please note that recruitment dates are tentative and subject to change.
Job Classification Summary
Position assigned to this class is responsible for serving as second in command in the Parks & Recreation department; incumbent supervises, manages, and leads the activities and operations of assigned recreation, aquatics, grounds, and park ranger division(s) and is responsible for fiscal, budgetary, and personnel in assigned area(s) of responsibility; incumbent is heavily involved in goal setting and policy making alongside the Parks & Recreation Director.
DISTINGUISHING CHARACTERISTICS
This is a senior management level position, recognized as a supervisory and organizational authority within a specific discipline or demonstrates broad practical knowledge in several major functions. Work involves directing, planning and coordinating across staff and projects/programs. Assists with policy development within assigned functional area or the organization. Typically reports to a department head and is a third- or higher-level supervisor.
Examples of Duties
The following are intended to describe core work functions of this classification. While the level and broad nature of essential duties may not change, specific work tasks will vary over time depending on the Town’s needs.
- Plans, directs and oversees assigned divisions in Parks & Recreation.
- Collaborates with the Parks & Recreation Director in the development and implementation of the department’s long- and short-term plans, goals, and objectives including serving as the department’s liaison with capital improvements; evaluates efficiency and effectiveness of operations, services, procedures, and use of resources; recommends and/or implements modifications or improvements as needed.
- Plans, directs, and oversees park and trail development initiatives; manages projects through all phases including concept development, planning, design, construction, and final operational implementation.
- Supervises, directs and evaluates assigned staff, processes employee concerns and problems; directs work; counsels, disciplines, and completes employee performance appraisals; interviews and selects new employees.
- Organizes, prioritizes, and assigns work; monitors status of work in progress and reviews completed work; confers with assigned staff, assists with complex/problem situations; provides technical expertise; coordinates staff development and training activities.
- Communicates with the applicable stakeholders as needed to coordinate work activities, reviews status of work, exchanges information, resolves problems, or gives/receives advice/direction.
- Responds to requests for information; responds to politically sensitive inquiries and concerns; resolves the most complex issues, often in collaboration with the Parks & Recreation Director; provides advice and counsel as needed.
- Facilitates meetings with internal departments and a variety of committees; prepares presentations for Council, management, staff, and citizens as needed.
- Manages customer service activities relating to area(s) of assignment.
- Prepares, reviews, approves, completes, processes, or retains various forms, reports, correspondence, personnel information, performance evaluations, invoices, budget reports, financial records, contracts, codes, ordinance, policies, procedures, manuals, reference materials, or other documentation.
- Attends meetings, serves on committees, and makes presentations as needed.
- Prepares Council Action reports as needed.
- Assists in the preparation and monitoring of the annual departmental budget.
- Conducts special projects and reviews.
- Assumes the duties and responsibilities of the Parks & Recreation Director in his/her absence.
- Performs related work as assigned.
When Assigned To Parks
- Provides full operation oversight of the Town's parks and trails system, including maintenance, safety, asset management, park ranger operations, and day-to-day service delivery.
- Direct parks operations through supervisory staff, ensuring effective coordination of field activities, maintenance programs, and service standards across all facilities and open spaces.
- Establishes operational priorities and service levels for parks maintenance and ranger functions to align with departmental goals, community needs, and available resources.
- Oversees integration of new and improved park assets into ongoing operations, including coordination with capital improvement projects and facility transitions.
- Leads parks system planning and improvement initiatives, including master planning, accreditation efforts, and operational assessments to enhance long-term service delivery.
- Represents the Parks function in interdepartmental planning efforts, regional partnerships, and community engagement related to parks, trails, and open space.
Typical Qualifications
Education and Experience:
Bachelor’s Degree from an accredited college or university in Business or Public Administration, Parks, Recreation, Community Services or a related field; 10 years of related experience; and 5 years of supervisory experience, or an equivalent combination of directly related education and experience. Master’s Degree preferred.
Licensing/Certification Requirements
- Driver’s License;
- Maintain all certifications/licenses required at job entry.
KNOWLEDGE
- Managerial principles, practices, techniques and options to successfully motivate and supervise staff;
- Parks and recreation operations principles, methods and practices;
- Budgeting and finance principles and practices;
- Project management principles and practices;
- Applicable state, local and federal laws relating to parks and recreation operations;
- Personnel related laws and policies;
- Standard office equipment including the computer and programs relevant to the performance of applicable duties and responsibilities;
- Applicable Federal, state and local laws, codes, ordinances, rules and regulations;
- Customer service principles and practices.
Skills
- Supervising and leading staff;
- Managing, identifying, communicating and carrying out the objectives of the Parks & Recreation department and assigned divisions;
- Interpreting and applying community services principles, methods and practices;
- Using computers and related software applications;
- Interpreting and applying applicable Federal, state and local laws, codes, ordinances, rules and regulations;
- Solving problems and proposing sound decisions;
- Communication and interpersonal skills as applied to interaction with coworkers, supervisor, the general public, and other interested parties sufficient to exchange or convey information and to receive work direction.
Supplemental Information
Overall Physical Strength Demands
Physical Strength for this classification is indicated below with an “X”
X
Sedentary: Exerting up to 10 lbs. occasionally or negligible weights frequently; sitting most of the time.
Light: Exerting up to 20 lbs. occasionally, 10 lbs. frequently, or negligible amounts constantly OR requires walking or standing to a significant degree.
Medium: Exerting 20-50 lbs. occasionally, 10-25 lbs. frequently, or up to 10 lbs. constantly.
Heavy: Exerting 50-100 lbs. occasionally, 10-25 lbs. frequently, or up to 10-20 lbs. constantly.
Very Heavy: Exerting over 100 lbs. occasionally, 50-100 lbs. frequently, or up to 20-50 lbs. constantly.
Physical Demands
C
F
O
R
N
Continuously
Frequently
Occasionally
Rarely
Never
2/3 or more time
1/3 to 2/3 of time
Up to 1/3 time
< 1 hour per week
Never occurs
Note: This is intended as a description of the way the job is currently performed. It does not address the potential for accommodation.
Physical Demand
Brief Description
C
F
O
R
N
Standing
Communicating with co-workers, observing work site, observing work duties
X
Sitting
Desk work
X
Walking
To other departments/offices/office equipment
X
Lifting
Supplies, files
X
Carrying
Supplies, files
X
Pushing/Pulling
File draws, tables and chairs
X
Reaching
For supplies, for files
X
Handling
Paperwork
X
Fine Dexterity
Computer keyboard, telephone pad, calculator, calibrating equipment
X
Kneeling
Filing in lower drawers, retrieving items from lower shelves/ground
X
Crouching
Filing in lower drawers, retrieving items from lower shelves/ground
X
Crawling
Under equipment
X
Bending
Filing in lower drawers, retrieving items from lower shelves/ground
X
Twisting
From computer to telephone, getting inside vehicles
X
Climbing
Stairs, step stool
X
Balancing
On step stool
X
Vision
Reading, computer screen, driving
X
Hearing
Communicating with co-workers and public and on telephone, listening to equipment
X
Talking
Communicating with co-workers and public and on telephone
X
Foot Controls
Driving
X
Other (Specify)
Machines, Tools, Equipment, Software And Hardware
Standard office equipment; vehicle
Environmental Factors
D
W
M
S
N
Daily
Several Times Per Week
Several Times Per Month
Seasonally
Never
Health & Safety Factors
D
W
M
S
N
Health & Safety Factors
D
W
M
S
N
Mechanical Hazards
X
Respiratory Hazards
X
Chemical Hazards
X
Extreme Temperatures
X
Electrical Hazards
X
Noise and Vibration
X
Fire Hazards
X
Wetness/Humidity
X
Explosives
X
Physical Hazards
X
Communicable Diseases
X
Physical Danger or Abuse
X
Other (Specify Below
Protective Equipment Required
None
Non-physical Demands
C
F
O
R
N
Continuously
Frequently
Occasionally
Rarely
Never
2/3 or more time
1/3 to 2/3 of time
Up to 1/3 time
< 1 hour per week
Never occurs
Description Of Non-Physical Demands
C
F
O
R
N
Time Pressure
X
Emergency Situation
X
Frequent Change of Tasks
X
Irregular Work Schedule/Overtime
X
Performing Multiple Tasks Simultaneously
X
Working Closely with Others as Part of a Team
X
Tedious or Exacting Work
X
Noisy/Distracting Environment
X
Other (Specify Below)
PRIMARY WORK LOCATION:
X
Office Environment
Warehouse
Shop
Recreation/Neighborhood Center
Vehicle
Outdoors
Combination of Office, Vehicle and Field
Other (Specify Below)
The following is a list of employment benefits offered by the Town of Queen Creek to full-time employees. The list is for informational purposes only. It does not create or connote any contractual rights or obligations. Additional details will be provided upon hire and are available in the Town of Queen Creek Employee Handbook.
Major Benefits for Full-Time Employees
(Employees choose the benefits that best meet their needs.)
- Health Insurance
- Dental Insurance
- Vision Insurance
- Pre-tax unreimbursed medical and dependent care flexible spending accounts
- Arizona State Retirement System membership
- Short-term and Long-term disability insurance for the employee
- Town-paid basic life insurance
- Optional employee-paid employee and dependent supplemental life insurance
- Commuter life insurance for business travel and travel to and from work
- Deferred compensation plan (457) with employer match
- Retirement Health Savings Account
- Optional enrollment in Identity Protection Program
- Paid holidays, plus one floating holiday annually
- Vacation leave hours annually
- Four weeks of Paid Parental Leave
- Optional income replacement insurance
- Worker's compensation insurance
- Employee assistance program; offers confidential individual/family, marriage, legal and financial counseling
- Training opportunities and continuing education opportunities, including tuition reimbursement for pre-approved programs
- Direct deposit of paychecks
- Wellness Programs with incentives
01
Do you hold a Bachelor’s Degree from an accredited college or university in Business or Public Administration, Parks, Recreation, Community Services or a related field?
02
Do you possess a Master's degree in a related field?
03
How many years of progressively responsible experience do you have in parks and recreation, community services, public administration, or a closely related field?
- Less than 10 years
- 10 to 12 years
- 12 to 15 years
- 15 years or more
04
How many years of supervisory or management experience do you have overseeing staff in a public sector or comparable organizational environment?
- Less than 5 years
- 5 years or more
05
I acknowledge that my responses to the supplemental questions are my own and accurately represent my personal experience, role, and qualifications. I understand that responses should be specific to my experience and not generated by artificial intelligence or another individual.
06
Detail your direct involvement in the creation of a Parks and Recreation Master Plan and/or CAPRA accreditation. Were you the project lead, a steering committee member, or a data contributor? Please specifically highlight how you translated community needs into actionable strategic goals.
07
Describe your specific strategy for building a culture of trust and morale within a diverse workforce that includes both field-based maintenance crews and public-facing rangers. Please provide a specific example of how you have successfully created a unified culture between these two divisions that prioritizes both high morale and accountability.
08
The Parks and Recreation Department is committed to working towards streamlined and efficient operations by using data to drive our decision-making. Technical Proficiency: What specific experience do you have managing or implementing software such as Cartegraph (Asset Management), Wrike (Project Management), or GIS? How would you rate your proficiency in using these tools to manage daily operations? Strategic Analysis: Please provide a specific example of how you have analyzed data (such as work-order completion rates, asset lifecycle costs, or incident trends) to identify a problem, justify a budget increase, or pivot your team’s strategy.
09
What is your “Professional Superpower”? What is the one internal drive or instinct that allows you to succeed where others might get overwhelmed? As our divisions evolve and we implement streamlined workflows, how do you leverage that trait to lead a team through operational change? Specifically, how do you shift the team's mindset from “the way we’ve always done it" toward a more efficient, data-driven future?
