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Sheriff proposes deputy‑trainee program to recruit local residents; board asks staff to finalize agreement
Summary
To address recruiting challenges after the basic law enforcement training (BLET) expanded, the sheriff proposed hiring resident trainees into vacant deputy slots, funding their BLET tuition and fees under a multi‑year employment agreement; commissioners asked for personnel‑process details and legal review before final approval.
Beaufort County Sheriff Ammons and Chief Deputy Brown outlined a deputy‑trainee proposal that would recruit Beaufort County residents into vacant deputy positions, finance their Basic Law Enforcement Training (BLET) enrollment and associated fees, and require a signed employment agreement after graduation.
Key elements presented: candidates must be Beaufort County residents, at least 20 years old, pass a preliminary background check, meet BLET prerequisites and enroll at Beaufort County Community College (if offered). If the applicant qualifies they would be hired into a vacant deputy slot as a civilian "deputy trainee," receive county employee benefits but not the county 401(k) employer contribution until sworn, and sign a 36‑month employment agreement after completion of BLET and certification. Staff said the expanded BLET curriculum is now about 868 hours, which lengthens the time to certification and complicates hiring for agencies that cannot offer multi‑month daytime training.
Sheriff's office staff told commissioners the program is intended to make the sheriff's office more competitive with neighboring agencies that are using trainee models, and they emphasized trainee applicants would be county residents. Commissioners asked payroll and personnel questions: whether a trainee pay rate should be lower than the sworn base starting pay, whether tuition and fees would be paid by the county, what equipment or vehicle support trainees would have during school, and whether the county should require applicants to apply through the central personnel office for transparency. Chief Deputy Brown said the county would cover books, registration fees and other BLET costs and that trainees would be county employees with overtime protections when applicable.
Commissioners asked county HR and the county attorney to review the proposed 36‑month employment agreement, repayment/"clawback" language in case a trainee departs before the commitment period ends, and to confirm the hiring and posting process to ensure fairness and equal opportunity. The board did not vote to adopt the program immediately; staff was asked to return with a final contract, advertised position language and pay‑rate options for formal approval.
Why it matters: Recruiting and retention in law enforcement has been difficult across eastern North Carolina; the sheriff's office said a trainee program would help hire local candidates and retain deputies who otherwise take posts in neighboring counties. Commissioners sought safeguards (transparent posting through HR, legal review of agreements, and clear pay and equipment rules) before authorizing a permanent program.
