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Corrections credits 247 pay plan for steep drop in vacancies; housing and child care remain obstacles in some rural facilities
Summary
Department of Corrections officials told the committee that the 247 facility pay differentials and the statewide pay plan reduced uniform vacancies for correctional officers by roughly 54% from the FY2022 peak, but local factors such as housing and childcare still constrain recruitment in some rural facilities.
Jeff Zmuda, Secretary of the Kansas Department of Corrections, briefed the committee on staffing levels, the implementation of the 247 facility pay plan and the statewide pay plan, and the impact of both on vacancy trends at correctional facilities.
What the committee heard: Secretary Zmuda said correctional uniform staff account for roughly 62% of KDOC’s workforce and that the department used a tiered facility differential (the 247 plan) and the statewide market‑based pay adjustments to improve recruitment. Differential 1 (a $1.50/hour facility differential), Differential 2 ($2/hour for uniform staff or unit team members) and other differentials were converted into base pay for eligible employees earlier in the fiscal year; Differential 4 remains available at facilities that exceed a 25% vacancy threshold.
Impact on vacancies: Zmuda presented vacancy counts showing a pronounced fall in uniform vacancies: KDOC had about 450 uniform vacancies in January 2022 and about 231 at the end of calendar year 2024. The average uniform vacancy rate across adult facilities declined to about 12% by the end of 2024 (juvenile facility uniform vacancy ~7%). The department said the combination of pay increases and focused recruitment reduced the use of contract staff and improved hiring outcomes, though turnover remains.
Local market constraints: committee members and the secretary discussed that in certain rural markets (for example Norton and Ellsworth) housing availability and daycare are significant limiting factors for recruitment. Zmuda confirmed the department’s wardens report that lack of available local housing is a major barrier to filling positions in some locations, and that the department sometimes holds units mothballed until staffing stabilizes.
What’s next: KDOC asked the committee to note the progress in filling positions but recommended continued attention to retention strategies and community partnerships to address housing and childcare constraints in rural markets.
Ending: lawmakers and the department agreed to continue monitoring vacancy trends and regional market conditions and to discuss potential community‑level solutions for housing and childcare in harder‑to‑staff counties.
