This job posting expires at 11:59PM on May 07, 2026. No applications can be submitted after 11:59PM on May 07, 2026.

Job Title: BCSO Fleet Manager

Department:

External Hiring Range: 36.03 - 36.03

Compensation Grade: 2009

Posted Internally and Externally

Purpose of the position:

• The purpose of this position is to manage the vehicle fleet for the Sheriff’s Office by overseeing vehicle acquisition, equipment installation, maintenance and repair coordination, damage response, and vehicle disposal, as well as ensuring the availability of temporary replacements, the upkeep of specialty vehicles, and other operational needs necessary to maintain a safe, efficient, and mission-ready fleet.

Essential Functions of the position:

• Assists in determining vehicle needs and participates in the purchasing process.

• Purchases necessary vehicle equipment—such as lighting, emergency equipment, and radios—and schedules installations.

• Directs vehicle operators to the appropriate facilities for maintenance and repairs.

• Receives notice of all vehicle damage incidents and responds to accident scenes as necessary; documents damage and coordinates repairs.

• Assists in determining the end-of-life status of vehicles and arranges for appropriate disposal.

• Arranges for temporary vehicle replacements as needed.

• Oversees the maintenance and readiness of specialty vehicles.

• Performs other related duties as assigned.

Typical Work Schedule:

• Adheres to assigned work schedule as outlined in the Department and County attendance policies and procedures.

• Regular, predictable attendance is essential

• • Note: This position has been identified as an emergency essential position and as such employees in this position may be needed to work, including after-hours, weekends and during a public emergency (to include but not limited to: floods, ice storms, disease outbreak, terrorist attack, etc).

Supervision Received:

• Receives direction regarding general objectives of assigned work, operates within division and agency policy using independent judgement in achieving assigned objectives; independently determines best methods and sequence to achieve assigned tasks.

Supervisory/Leadership Responsibilities: None

Decision Making and Problem Solving:

• Problems may be of a more ambiguous level requiring a range of possible solutions. Decisions are based on understanding of policies and procedures and requires critical thinking. May develop new strategies to deal with problems. . Knowledge, Skills, Abilities:

• Knowledge of fleet management principles, including vehicle acquisition, maintenance scheduling, equipment installation, and lifecycle planning.
• Knowledge of budgeting and cost control as it relates to vehicle purchasing, maintenance, and replacement.
• Knowledge of emergency vehicle standards and specialized equipment such as radios, lights, and safety systems.
• Skill in using small office equipment, computers, and related technology with proficiency in Microsoft Office and Fleet

Management software.

• Skill in maintaining detailed and accurate records related to vehicle use, incidents, maintenance, and repairs.
• Skill in analyzing vehicle performance and maintenance data to support operational decision-making.
• Ability to coordinate vehicle repairs and maintenance with internal staff and external vendors.
• Ability to multi-task and manage shifting priorities in a high-demand environment.
• Ability to respond to vehicle incidents and accidents in a calm, timely, and professional manner.
• Ability to communicate clearly and effectively, both verbally and in writing, with internal staff and external partners.
• Ability to work independently with minimal supervision and exercise sound judgment. Ability to maintain a high level of attention to detail and accuracy in all aspects of work.

Organization Conformance Standards for all positions:

• Interact with other employees, customers, and partners in an effective manner, with professionalism and cultural competency; work effectively and efficiently as a team contributor including interacting and communicating clearly and effectively both orally and in writing.
• Maintain knowledge of the agency organizational rules, policies, procedures, services, and mission.
• Plan, prioritize, and organize work effectively to produce quality work with measurable results and within identified deadlines; Function in highly stressful circumstances and demonstrate the ability to adapt to changing priorities, deadlines, and directions; ability to maintain calm demeanor while dealing with stressful situations and customers.
• Demonstrate the County’s core values through performance and conduct. This expectation extends beyond the workplace and County systems to include off-site, and off-duty conduct that undermines an employee’s creditability as a representative of the County; Conduct business in an ethical manner at all times while maintaining a high level of professionalism and confidentiality.
• Coordinate work efforts with other employees and organizations to accomplish a common task; responsible for managing matters affecting employment and completing personnel-related activities timely and according to County policy.
• Safely and successfully perform the essential job functions consistent with ADAAA, FMLA and other federal, state, and local standards, including meeting qualitative and/or quantitative productivity standards.
• Maintain regular, punctual attendance consistent with ADAAA, FMLA and other federal state and local standards.
• Ability to successfully pass a drug screen and criminal background check. Minimum Education, Training and/or Experience: High School diploma or equivalent and seven (7) years of experience; or an equivalent combination of education and experience.

Additional Training and Experience: None

License or Certification Required by Statute or Regulation:

Certification as a law enforcement officer in accordance with the North Carolina Sheriffs' Training and Standards Commission.

Possession of a valid driver’s license issued by the State of North Carolina.

Physical Requirements:

• The work is primarily medium work requiring exerting up to 50 pounds of force occasionally and/or up to 30 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects. Additionally, the following physical abilities are required: hearing, lifting, standing, talking, visual acuity, and walking.

The work is performed in a dynamic environment that requires sensitivity to change and responsiveness to changing goals, priorities, and needs.

During a State of Emergency, and at the discretion of the County Manager, county employees may be called in for service. This includes both essential and non-essential personnel. The above statements are intended to describe the general nature and level of the work being performed by an employee assigned to this work. This is not an exhaustive list of all duties and responsibilities and the County reserves the right to amend or change responsibilities to meet business and organizational needs as necessary. This job description does not create a contract of employment.

Employees who are regularly engaged in law enforcement activities will be paid overtime in a manner consistent with 29 U.S.C. 207(k) of the Fair Labor Standards Act. By way of example, newly hired sworn deputies who are employed to regularly engage in law enforcement activities should receive a notification advising them of a 14-day work period, a 14-day pay period running from every other Friday, and that pay at a time-and-ahalf rate will begin after the employee has worked their 86th hour within the work period. In accordance with 29 C.FR. 553.21, Section 7(o) at (o)(2)(A)(ii), In the case of employees described in clause (A)(ii) hired prior to April 15, 1986, the regular practice in effect on April 15, 1986, with respect to compensatory time off for such employees in lieu of the receipt of overtime compensation, shall constitute an agreement or understanding under such clause (A)(ii). Except as provided in the previous sentence, the provision of compensatory time off to such employees for hours worked after April 14, 1986, shall be in accordance with this subsection.

Buncombe County Government realizes the importance of a diverse professional workforce and the need to foster a responsive and innovative organizational culture, one that fully engages all of our employees, honoring and building on each employee's unique experiences, opinions, and perspective.

It is the policy of Buncombe County to provide equal employment opportunities (EEO) to all persons regardless of race, natural hair or hairstyles, ethnicity, creed, color, sex, sexual orientation, gender identity or expression, national origin or ancestry, marital or familial status, pregnancy, veteran status, religious belief or non-belief, age, or disability or any other legally protected class under federal or NC State law. EEO practices and employment decisions regarding recruitment, hiring, assignment, promotion and compensation shall not be based on any of these protected classes. In addition, the County expressly prohibits any form of workplace harassment or discrimination.