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Arlington sheriff seeks pay increases, highlights new in‑house medical care and jail staffing pressures
Summary
Sheriff Quiroz appealed for compensation increases and retention measures, described the transition to in‑house medical services at the detention facility and detailed staffing and programmatic needs to support rehabilitation and safety.
Sheriff Jose Quiroz presented the sheriff's office budget priorities and operational updates to the board, stressing pay inequities, recruitment and retention pressures, and a recent shift to in‑house medical care at the detention facility.
Quiroz said the office is asking the board to consider increases in deputy compensation and a civilian retention bonus to reduce turnover and address pay compression that leaves longer‑tenured staff behind more recent hires. He said the jail currently projects dozens of vacancies and that lockdowns driven by short staffing and transports have interrupted rehabilitation programs and visitation. "Increasing the compensation that we provide for our deputy sheriffs" was framed as the office's top ask.
Dr. Richard Malish, the facility's new chief medical director, described the January 2025 transition from a contractor to an in‑house medical team and said the team is pursuing accreditation with the National Commission on Correctional Healthcare. Malish reported eliminated backlogs in primary‑care clinic appointments and a plan to pursue quality and efficiency measures tied to public‑health partnerships.
Camille Watkins, manager of the Community Readiness Unit, highlighted programming inside the facility (GED, digital education, rehabilitation programs, addiction treatment and doula support) and argued that those initiatives reduce recidivism and support reentry. Quiroz also requested funding for policy management tools, retained counsel for proactive legal review, and continued support for the office's new medical positions.
Board members asked for data on vacancy drivers, overtime impacts, and the fiscal tradeoffs of steps or phased increases to restore competitiveness with other local law enforcement pay scales. Several members supported multi‑year approaches to reduce overtime and improve morale while requiring staff to provide more granular cost and turnover data for the board's fiscal deliberations.
