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Sheriff warns midcareer pay gaps risk losing experienced deputies after Baker Tilly study
Summary
Weber County Sheriff's Office officials told commissioners that the Baker Tilly pay study addressed lower-tier pay but left a midcareer gap that has prompted several experienced deputies to pursue backgrounds with other agencies.
Sheriff's Office leaders told the Weber County Commission that implementation of a Baker Tilly compensation study improved pay at the low end but left a midcareer shortfall that is driving experienced deputies to seek work with neighboring agencies.
According to the sheriff's presentation, about 55% of current staff have under five years of service and saw positive changes, but a smaller group with five to 15 years of service remains vulnerable. Staff said rumors circulated that roughly 15 employees applied elsewhere after implementation; the office verified that 7–8 background checks have been requested by other agencies in the last week. Destinations named in the meeting included Ogden, Riverdale, Harrisville, Syracuse and Salt Lake jurisdictions.
Sheriff's staff and commissioners discussed remedies. Commissioners consistently favored adopting a clear, policy-based approach to pay placement (a market/proficiency-based rule applied uniformly) rather than selectively granting targeted retention raises to individual employees, which commissioners said would undermine morale and create inequities. Staff asked HR and administration to develop a pay-policy approach and to include HR leadership in decisions; commissioners asked for options that close the midcareer gap without ad hoc, individual adjustments.
