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Cowlitz County reviews sheriff budgets and agrees to hire three deputy recruits
Summary
County staff reviewed multiple sheriff-related funds and transfers and updated the board on hiring: three conditional offers for deputy recruits are moving forward pending final screens and academy entry in July; transfers to equipment, Bearcat and K9 funds were noted.
County finance staff reviewed a series of sheriff department funds on the board’s agenda and outlined year‑to‑date revenues, expenditures and recent transfers.
Finance staff reported intergovernmental revenue for the sheriff’s general fund at just under $370,000 of a $1.45 million budget and goods and services receipts at about $74,000 of a $492,000 budget. Personnel spending year to date was roughly $2.8 million against an $8.77 million personnel budget. Transfers out of the general fund totaled $353,000, including $273,000 to the equipment replacement reserve, $30,000 to the Bearcat fund, $20,000 to the shooting range, and $15,000 each to the drug task force and K9 funds.
A new sheriff technology reserve (50203) was reported with a transfer in from the general fund of $273,900 and a current cash balance of $1,276,538. Other funds reviewed included the K9 program (cash balance $70,318), the Bearcat fund ($93,636) and law enforcement records (billings of $660,000 of a $1.16 million budget, with about $490,000 paid by the county and roughly $170,000 by cities; cash balance ~$1,150,290).
On staffing, the sheriff’s office told the board it currently has five deputy vacancies and one administrative assistant vacancy. "We've given conditional offers to three candidates," the sheriff’s office said, adding the recruits are completing polygraph, psychological and medical screening and are being targeted for the July academy in Vancouver. "I'd like to move forward affirmatively with these three," the sheriff’s office said, subject to successful completion of the final checks. Commissioners agreed to proceed with the three conditional hires now and to revisit any additional lateral hiring or further fills when Commissioner Rider is present.
The presentation also described longer‑term hiring constraints: department leadership told commissioners an average hire‑to‑field timeline is about a year or more once recruitment, academy and field training are complete.
The board did not take a final salary or hiring vote during the meeting; staff will proceed with onboarding activities for the three conditional hires and return if further approvals are required.
