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Beaufort County proposes pay increases for detention officers to address high vacancies and turnover
Summary
County detention leadership recommended raising the corrections officer trainee starting hourly rate from $24.29 to $27.14 (about 12%) and applying a 7.2% increase across certified corrections pay bands; leadership said the mid‑year cost is modest (~$65k) but full‑year and fringe impacts will be larger and must be accounted for in the FY budget. Council pressed for complementary facility and cultural changes to improve retention.
Detention‑center leadership presented an internal compensation study and staffing analysis focused on chronic vacancies and turnover among corrections officers.
The presenter explained the county operates a graded pay scale for detention positions and that corrections officer positions (shift work) have the highest vacancies and turnover; administrative and supervisory positions remain largely filled. Based on a market survey of competing employers, staff proposed increasing the corrections officer trainee (step 1) starting hourly rate from $24.29 to $27.14 and applying a roughly 7.2% increase to the pay ranges for certified corrections officers (pay bands 402–414). Staff said the wages and salaries line item can absorb the mid‑year implementation in the current year (estimated ~$65,000 for remaining pay periods), and estimated a full‑year cost for currently filled positions of about $213,000 (not including fringes). Staff cautioned the full budget impact including vacancies and fringes could be substantially higher.
Council members asked about recruitment strategies beyond pay. Detention leadership described efforts to reduce paperwork (procurement of an electronic Guard‑1 check system), planned facility upgrades (locker rooms, muster room) and the active search for new detention leadership to improve culture and retention. Several council members said salary increases should be paired with investments that improve the work environment; staff said capital improvements for staff spaces are included in upcoming capital planning but competing demands mean timing is subject to budget constraints.
What happens next: staff said it could implement the pay changes starting the next pay period and will identify funding and offsets for carrying the increase forward in the next fiscal budget. Council did not take a formal vote at the workshop; staff will incorporate the proposal into budget materials and identify funding sources and offsets.
