Assistant Director of Parks and Recreation Job Description

Parks and Recreation departments deliver a broader range of services than most residents realize: youth sports leagues, senior centers, aquatics programs, fitness classes, community gardens, special events, park maintenance, and capital facility construction. The Assistant Director is the operations manager who keeps all of those services running simultaneously.

A typical week involves supervising division managers who run their respective program areas, reviewing budget reports to catch overspending before it becomes a problem, meeting with the aquatics manager on upcoming pool opening logistics, coordinating with the city's event services team on a large outdoor festival reservation, and preparing materials for a parks advisory commission meeting on a proposed park renovation.

Personnel management is a significant part of the role. Parks and recreation departments often have large seasonal and part-time workforces — lifeguards, recreation leaders, summer camp counselors — alongside a smaller permanent staff. Managing that mix requires different HR skills than a pure full-time workforce: seasonal hiring cycles, high turnover, and training programs that have to compress months of institutional knowledge into a few weeks of pre-season orientation.

Capital projects add another dimension. Every jurisdiction with a parks system has a backlog of facility improvements — aging playground equipment, pool replastering, field drainage work, community center renovations. The Assistant Director typically coordinates between the parks department and the city's engineering or public works staff to move these projects from budget approval to construction completion. Managing the community communication around closures and reopenings is its own skill set.

Community facing demands are high. Resident expectations for park quality, program variety, and facility availability are rising, and parks departments operate under constant visibility from local media, neighborhood groups, and elected officials who hear directly from constituents.

Education:

• Bachelor's degree in recreation management, parks administration, public administration, or related field (required at most agencies)
• Master's in public administration, recreation management, or business administration (valued for larger jurisdictions)
• CPRP (Certified Park and Recreation Professional) through NRPA — widely recognized standard credential

Experience:

• 7–10 years in parks and recreation with at least 3 years in a supervisory or management role
• Direct program management experience: running a recreation program area, managing a facility, or administering a recreation division
• Budget preparation and management experience — the ability to read and produce a departmental budget document is a baseline expectation
• Aquatics management background is a significant plus at facilities with pools or waterfront programs

Technical knowledge:

• Recreation management software: ActiveNet, RecTrac, or Daxko for program registration and facility scheduling
• ADA compliance: accessibility requirements for park facilities and program delivery
• NRPA standards and accreditation criteria
• Grant management: LWCF grant administration, state park development programs, federal recreation grants

Physical and scheduling requirements:

• Evening and weekend availability for community events, sports leagues, and council meetings
• Ability to inspect outdoor facilities in varying weather conditions
• Comfortable working in an outdoor and community setting, not solely office-based

Soft skills:

• Strong public communication — residents, parents of youth program participants, and senior community members are all regular stakeholders
• Personnel management skills that work across a mix of union and non-union, permanent and seasonal staff
• Political awareness without being political — parks decisions (dog parks, sports facility scheduling, park naming) can become unexpectedly contentious

Parks and recreation is one of the more stable segments of local government employment. Unlike some public sector functions that face outsourcing pressure or automation, community recreation programming depends on direct human service delivery that scales with population. Cities and counties do not shed parks departments in downturns the way they might reduce administrative staff.

The sector is facing a management-level talent gap. The wave of retirements affecting all of local government is particularly visible in parks and recreation, where the NRPA has documented aging management demographics and growing vacancy rates at the director and assistant director level. This gap is creating promotion opportunities for mid-career recreation managers who might previously have waited longer to reach senior administrative positions.

Funding constraints remain a persistent challenge. Recreation departments are typically funded through the general fund and are subject to budget competition with public safety, infrastructure, and social services. Departments that demonstrate strong cost recovery on programming — fees collected versus program delivery cost — and can show community outcomes data are better positioned in budget negotiations.

The infrastructure side of the role is growing in importance. Aging park facilities built in the 1970s and 1980s require capital reinvestment across thousands of jurisdictions, and the assistant director who can manage capital projects effectively is valuable. Federal infrastructure funding (IIJA) and LWCF appropriations have created real capital project opportunities for prepared departments.

Salary competitiveness with the private sector is moderate — recreation management is not a field where private employers routinely outbid government, which means retention is better than in planning or IT. Defined-benefit pensions add meaningful compensation value that keeps experienced managers in the public sector.

Dear Hiring Manager,

I am applying for the Assistant Director of Parks and Recreation position at [City]. I have worked in municipal parks and recreation for ten years, most recently as Recreation Division Manager for [City], where I supervise five program area supervisors and manage an annual program budget of $3.2 million.

My current responsibilities include oversight of our youth sports leagues (4,200 registered participants across eight sports), senior center programming (three sites, daily attendance averaging 280), and our summer day camp system (twelve sites, 1,800 summer enrollments). I manage program registration through ActiveNet and use registration data to make annual decisions about which programs to expand, consolidate, or cut.

Over the past two years I led a full renovation of our department's program registration process, moving from paper-based enrollment to fully online registration for 94% of programs. The transition reduced processing time by 60% and gave us participant data we had not previously captured. The registration revenue per session increased by 12% in the first year because we could identify and promote underenrolled programs before they fell below minimum enrollment thresholds.

I am particularly interested in [City]'s aquatics expansion program. My background includes three years as Aquatics Manager before my current role, and I maintain Aquatic Facility Operator (AFO) certification. The combination of capital project experience and aquatics operational knowledge positions me well for that program.

I would welcome the chance to speak about how my experience aligns with what your department needs at this stage of growth.

[Your Name]