Sheriff’s office gets market-rate boosts and staffing changes; HR liaison approval raises countywide questions

Elkhart County’s personnel committee voted to advance a package of pay and staffing changes requested by the sheriff’s office aimed at improving recruitment and retention.

The sheriff’s administrative services captain, Mike Kolb, presented a market‑rate study comparing local agencies and said corrections and patrol salaries lag regional competitors. The committee approved market adjustments for patrol and corrections that target retention (for example, focused increases at 3‑ and 5‑year steps), and directed staff to include the adjustments in the 2026 salary ordinance.

Kolb told the committee that hiring and training are costly: replacing an entry‑level officer or dispatcher requires months of training and thousands of dollars in onboarding costs. Committee members repeatedly referenced those replacement costs in supporting the request.

Support staff hours and canine pay The committee also approved changing several support/clerical positions from a 72‑hour budgeted line to an 80‑hour line; the change is intended to reduce overtime, smooth workloads and reflect the departments’ 8 a.m.–5 p.m. coverage. Captain Kolb said the office has handled high volumes of public‑records requests and HR paperwork that have increased staff workload.

The panel approved a small premium for canine handlers and a $2,500 certification payment for the primary detention‑center handler, plus a smaller annual stipend for up to five certified handlers who can care for and board the county K‑9s. Committee members noted the canine roles would be paid only when a dog and training are in place and should be funded from grants or departmental funds where possible.

HR liaison: close vote, broader debate A proposed HR liaison for the sheriff’s office prompted the most intensive debate. Supporters said the sheriff oversees more than 200 employees and needs an on‑site HR liaison to manage recruiting, onboarding, leave tracking, public‑records coordination and employee paperwork. Opponents warned the role could duplicate central human‑resources functions and set a precedent for other large departments seeking their own HR staff.

The council approved the liaison position by a 4–3 vote, with legal staff advising that the committee’s action initiates the classification process but that final authority on pay and classification rests with the formal salary ordinance vote. County counsel also advised the council to consider malpractice and liability issues that arise when counties house more in‑house attorneys or specialized legal staff rather than using outside counsel; similarly, adding department‑specific HR specialists could fragment countywide policies if not coordinated with central HR.

What the committee asked next Members directed the sheriff’s office to work with county HR and the consultant to finalize a job description and to bring the consultant’s recommended classification into the salary ordinance process. The committee emphasized the need to minimize duplication with county HR and asked for a clear plan showing how the liaison would interact with central HR and reduce overall overtime or outside contracting costs.

Speakers and sources Mike Kolb, administrative services captain, Sheriff’s Office (presenter); Sean Holmes, chief deputy (comment); county counsel (legal advisory comments).

Budget and next steps The sheriff’s office will submit the final classification and cost estimates to HR and finance for inclusion in the salary ordinance. Several committee members said they wanted a clearer ROI showing reduced overtime or outside legal/consulting spending before they would endorse similar positions in other large county departments.