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Dispatch supervisor warns of staffing shortfalls; commissioners weigh pay and regional back-up
Summary
Daniels County dispatchers told the board they are short-staffed, face retention challenges and need a revised pay structure and alternate coverage. Commissioners discussed partnering with Sheridan County for backup coverage and redesigning evaluations and merit raises to retain employees.
The Daniels County dispatch office warned commissioners Feb. 18 that persistent staffing shortages and current pay structures are hindering recruitment and retention.
Sean, a dispatch supervisor, described a staffing shortage that leaves the office vulnerable when employees are ill or unavailable. He outlined training and certification steps, noted that nearby counties (for example, Wolf Point and Richland County) offer higher starting wages, and said the county is building interoperability and a mutual-assistance plan with Sheridan County so dispatch duties can be covered if local staff are incapacitated.
The board and department heads discussed pay structure changes to improve retention. Commissioners asked staff to research comparative pay, evaluate merit-based increases tied to performance appraisals, and consider making the county’s evaluation schedule and merit-award policies more consistent across departments. Sean urged establishing an alternate trained dispatcher and formal backup agreements to avoid service interruptions.
Why it matters: Dispatch centers provide 24/7 emergency response coordination. Staffing shortfalls and unclear pay incentives can increase response risk if the office cannot maintain adequate, trained personnel.
Next steps: Staff will gather comparative pay data from neighboring counties, propose an evaluation-and-raise framework (combining longevity, merit and performance metrics), and continue work on backup arrangements with Sheridan County and others.
