Warden says jail incident reports show stability; commissioners and staff discuss wages, overtime and retention incentives
October 22, 2025 | Franklin County, Pennsylvania
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Warden Franzoni and HR Director Tiffany Boyer briefed the Franklin County Board of Commissioners on Oct. 22 about jail safety, staffing and recent contract negotiations with jail staff representatives.
Franzoni summarized the Pennsylvania Department of Corrections “EOR” (extraordinary occurrence report) data for 2023–25 and said the jail showed no significant increases in reportable staff assaults, inmate‑on‑inmate assaults, disturbances or hostage incidents. “There have been no significant increases in reportable staff assaults, inmate on inmate assaults, inmate disturbances, or hostage situations,” he said, and added a recent staff‑assistance drill produced an officer response time of about 13 seconds.
HR Director Tiffany Boyer reported workers’‑comp claims were down: 18 claims in 2024 and nine year‑to‑date in 2025. She also summarized pay comparisons: Franklin’s starting wage is $21.93; completion of the jail academy adds $0.50 (bringing a common step to about $22.43). Boyer said most corrections officers earn roughly $22–$25 per hour depending on shift differentials and seniority. PTO (personal time off) for employees with zero to five years of service is roughly 23 days per year.
Commissioners and staff discussed overtime and scheduling as central retention issues. Officials said forced overtime and unpredictable schedule patterns contribute to burnout. Staff described a proposed 12‑hour (Pitman‑style) schedule and a retention incentive package intended to reduce forced overtime and help retain new hires. County negotiators said they had offered a $5,000 retention incentive (paid incrementally at milestones) while the union’s recent proposals included a $2,000 retention figure and later wage proposals that varied during bargaining. County staff said a union proposal for $2 hourly increases in 2026 and 2027 (or alternatively a $2.50 increase across the life of the contract) would raise budget impact substantially; they estimated the county‑side offer and the union request were materially different and that the higher proposals would not be feasible within current budget parameters.
No formal action was taken; commissioners asked staff to continue negotiating and to pursue recruitment efforts including job fairs, radio advertising and partnership with the Career & Technical public‑service program.
Franzoni summarized the Pennsylvania Department of Corrections “EOR” (extraordinary occurrence report) data for 2023–25 and said the jail showed no significant increases in reportable staff assaults, inmate‑on‑inmate assaults, disturbances or hostage incidents. “There have been no significant increases in reportable staff assaults, inmate on inmate assaults, inmate disturbances, or hostage situations,” he said, and added a recent staff‑assistance drill produced an officer response time of about 13 seconds.
HR Director Tiffany Boyer reported workers’‑comp claims were down: 18 claims in 2024 and nine year‑to‑date in 2025. She also summarized pay comparisons: Franklin’s starting wage is $21.93; completion of the jail academy adds $0.50 (bringing a common step to about $22.43). Boyer said most corrections officers earn roughly $22–$25 per hour depending on shift differentials and seniority. PTO (personal time off) for employees with zero to five years of service is roughly 23 days per year.
Commissioners and staff discussed overtime and scheduling as central retention issues. Officials said forced overtime and unpredictable schedule patterns contribute to burnout. Staff described a proposed 12‑hour (Pitman‑style) schedule and a retention incentive package intended to reduce forced overtime and help retain new hires. County negotiators said they had offered a $5,000 retention incentive (paid incrementally at milestones) while the union’s recent proposals included a $2,000 retention figure and later wage proposals that varied during bargaining. County staff said a union proposal for $2 hourly increases in 2026 and 2027 (or alternatively a $2.50 increase across the life of the contract) would raise budget impact substantially; they estimated the county‑side offer and the union request were materially different and that the higher proposals would not be feasible within current budget parameters.
No formal action was taken; commissioners asked staff to continue negotiating and to pursue recruitment efforts including job fairs, radio advertising and partnership with the Career & Technical public‑service program.
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