SENIOR CODE ENFORCEMENT OFFICER

Salary : $90,405.64 - $113,654.32 Annually
Location : Visalia, CA
Job Type: Regular Full-Time
Job Number: 02183
Department: Community Development
Opening Date: 06/18/2026
Closing Date: 6/25/2026 5:00 PM Pacific

Description
***The City of Visalia is conducting an internal recruitment to establish an eligibility list for the position of Senior Code Enforcement Officer. Only current City of Visalia employees who meet the minimum qualifications are eligible to apply.***
THE DIVISION

The City of Visalia's Neighborhood Preservation Division is part of the Planning and Community Preservation Department and is responsible for the enforcement of municipal code violations (Code Enforcement). The Division's staff of Code Enforcement Officers and administrative staff are committed to customer service, processing complaints in a timely manner, and providing high-quality code enforcement support and services to other City Departments and the Public.
Examples of Duties
POSITION

This is a promotional recruitment for Senior Code Enforcement Officer. The selected Senior Code Enforcement Officer will perform a variety of field and office work in support of the City's Code Enforcement program which may include; provides lead supervision; trains and evaluates professional and technical subordinates, acts on behalf of Neighborhood Preservation Manager as assigned, perform specialized complex functions which may include conducting code enforcement investigations along with law enforcement agencies; performing plan checks and site plan review of submitted plans for current and proposed projects, attending administrative hearings; or performing other specialized complex assignments. This position will be expected to coordinate and work collaboratively with other departments and divisions.

Qualifications / Requirements
IDEAL CANDIDATE

The ideal candidate will possess a high level of professionalism, sound knowledge of the California Building Codes, California Health and Safety Code, municipal code enforcement, abatement processes and planning, zoning and land use. The ideal candidate will be a self-driven individual, willing to take on new challenges, and able to effectively supervise and communicate with coworkers, supervisors, support staff, and outside stakeholders to successfully resolve violations. The ideal candidate will also have excellent customer service skills and the ability to work effectively with a diverse population.
EXPERIENCE AND EDUCATION
Any combination equivalent to experience and education that could likely provide the required knowledge, skill and ability is qualifying. A typical way to obtain the knowledge, skill and abilities would be:

• Three (3) years experience equivalent to Code Enforcement Officer.
• College level course work or specialized training in building codes, environmental science or related field is desirable.

SPECIAL REQUIREMENTS

• Possession of or ability to obtain a valid California Class C Driver's License.
• Code Enforcement Officer Certification issued by California Code Enforcement Officer Association.
• Possession of P.C. 832 certificate.

Proof of requirements must be submitted with your application.
Additional Information
The selection process may include a Qualified Appraisal Board and/or Oral Panel Interview. Candidates selected to move forward in the process will receive additional information regarding interview dates and times.

PHYSICAL STANDARDS

This position requires frequent exposure to the weather and requires the ability to conduct duties in areas of unstable footing.

The above statements are intended to describe the general nature and level of work performed by personnel assigned to this classification and is not necessarily an exhaustive list of all responsibilities, duties and skills required.
The provisions of this announcement do not constitute an expressed or implied contract. Any provision contained in the announcement may be modified or revoked without notice. Please refer to the MOU for further information.
Bargaining Unit: Employees in this class are represented by the Northern California Carpenters Regional Council (Group M bargaining unit). This bargaining unit may establish and collect dues for their members' independent from the City of Visalia. Those that elect to join may be required to pay dues per the provisions in the MOU.

Salary Policies: The salary range for the job is stated on the job announcement. Candidates are normally hired at the minimum of the salary range. Salary increases are given based upon employee work performance, up to a maximum of 5% per fiscal year.

Longevity Pay: Association members are eligible for longevity pay based on all years of full-time service with the City of Visalia as a percentage of base wages at the following intervals: 2.0% at 5+ years, 10+ years, 15+ years, and 20+ years.

Bilingual pay of $900 per year, pro-rated on a pay period basis, is available to those who are eligible and qualify.

Communications Training Pay: Communications Operators certified and assigned as "Communications Training Officers" will receive $1,000 per year, prorated and paid bi-weekly as part of regular payroll.

Uniforms and Uniform Allowances: The City shall provide the necessary uniforms and safety equipment needed to perform the job. In lieu of the City providing boots, for those required to wear protective safety footwear, employees will be given an annual boot allowance of $300 for boots and related accessories (laces, insoles, etc.) paid in the pay period that includes July 1st. Group M employees of the police department shall receive a uniform allowance of $800 per year, prorated and paid bi-weekly as part of regular payroll for the maintenance of appropriate uniforms and equipment. Employees working in the following areas of the Police Department that are required to wear a uniform are eligible for uniform allowance: Dispatch, Records, CSO personnel, Property and Evidence, Crime Lab, Duty Officer personnel, Parking Enforcement, and Digital Evidence Technicians.

Holidays: Regular non-shift full-time City employees receive 11 paid holidays and one (1) floating holiday per year. In lieu of holidays, Police shift employees receive 4 hours of compensatory time off and 4 hours of regular pay in the pay period the holiday falls. In addition, shift employees receive one floating holiday in the pay period that includes January 1.

Vacation: Regular full-time employees earn 10 days per year. After 2 years, employees are eligible for 11 days; after 4 years, 14 days; after 9 years, 17 days; and after 16 years, 20 days of vacation per year. Employees are eligible for vacation usage after six (6) months of service. Employees hired from another governmental agency may be entitled to receive years-of-service credit for their vacation accrual rate for such previous employment and applies only to the government agency the employee was employed with immediately prior to employment with the City of Visalia.

Sick Leave: Regular full-time employees earn 96 hours of sick leave per year, accrued per pay period. Employees are eligible for sick leave usage after three (3) months of service.

Annual Sick Leave Buy Back: For employees covered under the Sick Leave I provision of the policy, the City will automatically cash out all sick leave hours over 480 hours at 40% of the employee's base rate of pay.

Administrative Leave: Employees classified as FLSA exempt (not eligible for overtime pay) currently receive 56 hours of administrative leave per calendar year. Any unused administrative leave hours are automatically paid out on the first paycheck in December.

Compensatory Time Off: Regular full-time employees classified as FLSA non-exempt (eligible for overtime pay) currently receive eight (8) hours compensatory time off per calendar year.

Health Insurance: The City provides employee health insurance which includes medical, dental, and vision care. Employee contribution rates are determined by employee's bargaining unit and plan selected. Health benefits are also available for an employee's dependents for an additional contribution rate. Eligibility for health insurance benefits begins on the first of the month after the date of hire. Contribution rates are reviewed for adjustment annually.

Life Insurance: The City pays the premium for a life insurance and accidental death or dismemberment policy of $30,000. A supplemental life insurance policy may be purchased and paid through payroll deduction. Eligibility for life insurance benefits begins on the first of the month after the date of hire.

Retirement: The City of Visalia is a member of the California Public Employees Retirement System (CalPERS). New employees are covered under the 2% @ 62 plan. (Employees with previous PERS qualifying service (Classic employees) may fall under the 2% @ 60 plan.) Each pay period, the employee pays an employee contribution at the CalPERS established rate. The City pays an employer contribution towards the retirement benefit and employees are responsible for contributing 4% of the employer contribution in addition to the required employee contribution.

Social Security/FICA: City employees are not subject to regular Social Security (FICA) deductions. However, Federal law requires that the Medicare portion of the FICA is deducted.

Section 125: The City offers a voluntary Section 125 program whereby tax-free contributions are put into a trust account and are available for withdrawal with documentation of an unreimbursed healthcare or dependent care expense (i.e. premium, dependent care, medical care).

Long Term Disability: Regular full-time City employees are eligible for disability insurance (up to 2/3 of their salary) in the event they are disabled for more than ninety (90) days. LTD premium cost is paid by the employee.

Worker's Compensation: Full-time and hourly employees who sustain an occupational injury or contract occupational illnesses receive standard Worker's Compensation benefits as prescribed by law.

Other Benefits: The City also offers additional benefits such as an employee assistance program (EAP), a pre-tax deferred compensation plan, education assistance up to $1,500 per fiscal year, as well as a City-sponsored clinic staffed by clinicians 6 days per week available to all full-time employees and covered dependents. Services include general medical care and health and wellness coaching. No deductibles, co-pays, or out-of-pocket expenses.

As a potential applicant, you are about to participate in a series of events collectively called the employment process. Because the goal of the employment process is to obtain the most qualified candidates to fill City positions, examinations are administered to qualified applicants. These examinations are conducted in a variety of ways (written, oral, practical, and/or performance), yet they share a common purpose - to test applicants based upon the knowledge, skills and abilities required to perform the duties and responsibilities of the job.

The employment process occurs in several stages which are described below:

Application: Perspective employees must submit a City of Visalia application and other documents required as outlined in the announcement by the closing time specified on the final filing date. Final filing dates and times are listed on the front of each announcement. Separate original applications must be submitted for each recruitment/position applied for.

Examination: Applicants will be evaluated and applicants who clearly appear to be more qualified in terms of knowledge, skills, and abilities will be invited to take an examination or combination of examinations. Written, practical, oral, and/or performance examination scores, or a pre-determined combined examination score, will determine standing on the eligible list.

Exam Accommodations: If you are most qualified for the job, but need reasonable accommodations to take the exam, contact the Human Resources Division at least five (5) days prior to the exam. We want to work with you to design a fair and effective means by which you can demonstrate your ability to perform the essential functions of this job. Be prepared to furnish proof of the need for accommodation. Such proof should normally be a signed statement on letterhead by a professional who is qualified to make a diagnosis.

Eligible lists: Eligible lists contain names, in descending order of score, of applicants who have obtained passing scores. Eligible lists are maintained for no less than six (6) months and no more than one year unless otherwise determined by Human Resources. The City retains the authority to reestablish an eligible list for a specific job opening when deemed necessary. Separate eligible lists are established for each recruitment.

Selection: A departmental interview is conducted with the top candidates from the eligible list. The number of candidates interviewed depends on the number of vacancies.

Background Review: Depending on the position, prospective employees will be subject to clearing a background investigation which may include, but is not limited to, a reference check, credit check, criminal history review, social security verification, DMV record check, polygraph, and psychological evaluation.

Post Offer Medical Examination: Prior to starting work, all prospective employees are required to take a drug/alcohol screening administered by the City's medical provider and/or pass a medical examination. Candidates are cautioned not to quit or give notice to present employers until the medical examination has been completed and passed.

Probationary Period: Employees appointed to a new position through an open or promotional process are required to serve a twelve (12) month probationary period. Employees appointed to Assistant Communications Operator or Communications Operator positions are required to serve an eighteen (18) month probationary period. An employee may be terminated without recourse for any reason and at any time during the probationary period.

Immigration Law: Prior to employment, applicants will be required to provide proof of U.S. citizenship, alien registration, or authorization to work in the United States at time of appointment, and complete an I-9 form. Failure to do so within three (3) days from date of hire may be cause for termination. Once hired, failure to maintain authorization to work in the United States may be cause for termination of employment.

Driver's License: Some City positions may require possession of a valid California Driver's License. Employees may also be required to submit a DMV printout with proof of automobile insurance as some positions may require the use of your vehicle on the job. Additionally, employees may be required to drive City vehicles or equipment.

Non-Smoking Policy: A non-smoking ordinance adopted by the City provides a smoke-free environment.

Drug-Free Workplace: The City is a drug-free workplace and has adopted a comprehensive substance abuse policy.

Discrimination and Anti-Harassment Policy: A zero-tolerance discrimination and anti-harassment policy adopted by the City provides employees and volunteers with a professional work environment in which they are not exposed to harassment and illegal discrimination of any kind.

The provisions of this announcement do not constitute an expressed or implied contract. Any provisions contained in the announcement may be modified or revoked without notice.
01

Describe your experience in interpreting, applying and enforcing various regulations (i.e. penal codes, zoning ordinances, contracts), policies and procedures.
02

Describe your experience with and/or knowledge of city planning and zoning.
03

Indicate your experience with computer applications. Describe the software applications in which you are proficient.
04

Describe your ability to analyze problems, identify various alternatives and develop recommendations. Provide examples of the types of issues you have dealt with and recommendations made.
05

Describe the written reports, memos and letters that you have prepared. Indicate to whom they were presented.
06

Describe your experience in managing programs and/or projects that required you to exercise independent judgment and decision-making skills.
07

Describe your experience in mentoring, training, or leading employees.
Required Question