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Sheriff details staffing, training and a proposed pay-scale adjustment to address turnover
Summary
Sheriff's office presented an 84-hour pay-scale proposal intended to reduce turnover among patrol, dispatch and jail staff; commissioners asked staff to model a lower-cost scenario and regrade dispatch positions for competitiveness with nearby counties.
The sheriff and staff presented a wage-study-backed proposal aimed at stemming high turnover in patrol, dispatch and jail positions. Staff described a proposed 84-hour pay scale developed from a regional wage survey and recommended targeted increases around the 4——-year retention bottleneck so deputies do not leave for higher-paying nearby employers.
"We're hoping for to retain our law enforcement officers better, and reduce the cost of having to replace," a staff presenter said while summarizing the proposed chart. The sheriff described recent losses in dispatch and patrol and said training and equipment replacement costs make turnover expensive.
Commissioners requested additional scenarios that would reduce immediate fiscal impact. One scenario discussed would plug staff into a revised chart without giving an extra step increase; staff estimated one option of applying full proposed steps would raise salaries by about $317,550 (not including higher benefits costs), and commissioners asked for a half-sized implementation scenario (roughly $250k—$300k target) to test affordability.
Dispatch pay was a focal point: presenters compared starting dispatch wages in neighboring counties (examples cited during the hearing) and proposed regrading dispatch positions to be more competitive. The sheriff—s office also flagged a large overtime increase tied to recent turnover and requested additional funding for equipment, training and jail medical services (the jail medical vendor signaled a possible 30% increase in contract cost and the sheriff asked staff to solicit local proposals).
The board asked the sheriff—s office and HR to return with a revised pay chart, scenario costing that targets roughly $300,000 in additional ongoing salary expense and details about the benefits impact. The sheriff noted the importance of balancing competitiveness with the county—s long-term fiscal capacity.
