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Sheriff, HR propose pay-plan changes for patrol and a new single detention officer classification to improve recruitment
Summary
County staff and the sheriff recommended a targeted law-enforcement pay-plan adjustment: a proposed 10% pay-plan uplift for patrol staff and a reclassification of detention officer 1/2 into a single detention officer series (the “squish”) with a firearm-stipend option to improve promotion pipelines and reduce vacancies.
Coconino County officials and sheriff’s office leaders told the board they are proposing a two-part change to the county’s law-enforcement compensation structure to address large vacancies and recruitment pressures.
1) Patrol pay plan: The sheriff’s office asked for and the manager’s office recommended a 10% adjustment to the patrol pay plan for FY26. Finance presented an estimated cost and said the recommendation was prioritized by the sheriff because the department faces recruitment and retention pressure relative to other local and regional agencies.
2) Detention reclassification (the “squish”): HR and the sheriff proposed combining the current two-step detention classification (Detention Officer 1 and Detention Officer 2) into a single Detention Officer title, decoupling the requirement to carry a firearm from the base classification. Staff said the firearm requirement and associated training had been a barrier to internal promotions; the proposed approach would pay a stipend to staff who accept firearm duties. HR said existing employees in the two-step system would be placed into the closest higher step so that no incumbent would see a pay reduction; on average incumbents would see a slightly greater than 4% increase as they move to the adjusted step.
Sheriff and HR staff said the detention change is intended to strengthen the internal career ladder and reduce vacancy-driven overtime costs, while the patrol pay-plan adjustment is designed to make county law enforcement competitive with Flagstaff Police Department, Arizona Department of Public Safety and other regional employers.
Board members asked staff to provide more detailed, line-by-line cost and funding-source breakout (what portion is supported by the jail district vs. general fund vs. grants) and asked for a fuller market comparison for patrol and detention positions. Supervisors also asked for alternatives and scenarios showing the fiscal effect over the 10-year forecast.
Why it matters: Public safety staffing problems can create overtime costs, reduce response capacity, and increase burnout among remaining staff. The sheriff’s office and HR told the board the proposed mix — market-facing patrol uplift and a structural detention reclassification — was the sheriff’s prioritized approach to reduce vacancies.
Next steps: Staff agreed to return with itemized cost tables, the patrol-market comparison the board requested, and options for funding the change (general fund, jail district and other special revenue sources). The sheriff's office and county manager said any changes to the jail-district-funded positions would be shown with their funding impacts and brought back for board approval.
