HomeMy WebLinkAboutMINUTES - 03272012 - C.56RECOMMENDATION(S):
ADOPT Resolution No. 2012/124 amending Resolution No. 2000/392 to clarify the
definition of “lateral entry” Deputy Sheriff for the purposes of payment of a hiring
incentive.
FISCAL IMPACT:
No additional fiscal impact. The current annual cost of the lateral hiring incentive is
approximately $120,000 per year (40 hires), which is provided in the Sheriff’s budget. This
cost is more than offset by avoidance of overtime expense and by costs for training new
recruits.
BACKGROUND:
The Board of Supervisors authorized the lateral deputy sheriff hiring incentive in August
2000 in response to a shortage of qualified law enforcement candidates throughout the State
of California. Almost all agencies in the state were struggling to attract future peace officers.
APPROVE OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
Action of Board On: 03/27/2012 APPROVED AS RECOMMENDED OTHER
Clerks Notes:
VOTE OF SUPERVISORS
AYE:John Gioia, District I Supervisor
Gayle B. Uilkema, District II
Supervisor
Mary N. Piepho, District III
Supervisor
Karen Mitchoff, District IV
Supervisor
Federal D. Glover, District V
Supervisor
Contact: JULIE ENEA (925)
335-1077
I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board
of Supervisors on the date shown.
ATTESTED: March 27, 2012
David Twa, County Administrator and Clerk of the Board of Supervisors
By: Carrie Del Bonta, Deputy
cc: Human Resources Director, Undersheriff, Auditor-Controller, County Administrator-Justice
C. 56
To:Board of Supervisors
From:Ted Cwiek, Human Resources Director
Date:March 27, 2012
Contra
Costa
County
Subject:CLARIFICATION OF THE LATERAL DEPUTY SHERIFF HIRING INCENTIVE
The Sheriff's Office
BACKGROUND: (CONT'D)
has worked hard to maintain a reasonably constant flow of new hires. However, the recent
spate of retirements countywide and the lure of competing compensation packages of
other local law enforcement agencies have resulted in high turnover in the deputy sheriff
rank. High vacancy rates lead to an increased reliance on overtime which, if prolonged,
can further exacerbate retention issues.
There are two classifications of Peace Officers hired in Contra Costa County: entry level
recruits and laterals. Entry level recruits are sent to a 26-week academy for training.
Laterals are either current Peace Officers with other agencies or individuals who have
completed a Peace Officers Standards Training (POST)-certified academy at no expense
to the County and meet the minimum qualifications for deputy sheriff. The hiring of a
"lateral" not only saves the six months required to train a recruit, but also saves the more
than $20,000 that is paid to the recruit during the six-month academy.
Recently, two Sheriff’s Office employees were appointed as deputy sheriffs. These
County employees completed a certified Peace Officers Standards Training Academy at
their own personal expense and were able to begin work immediately upon hiring. Due to
the definition of “lateral entry” deputy sheriff that was adopted in August 2000, these
employees do not qualify for the lateral hiring incentive. However, the Board’s original
intent was to grant the hiring incentive to those newly hired deputy sheriffs that are ready
to work, saving the County time and money related to training. To rectify this problem,
we are recommending that the definition of lateral entry deputy sheriff be modified to
implement the Board’s intention regarding the lateral hiring incentive.
CONSEQUENCE OF NEGATIVE ACTION:
Failure to aggressively pursue recruiting and retention incentives will place the County at
a competitive disadvantage in the peace officer job market. Vacancies may continue to
mount, making it difficult for the Sheriff to provide an acceptable level of public
protection and resulting in excessive overtime costs.
CHILDREN'S IMPACT STATEMENT:
ATTACHMENTS
Resolution No. 2012/124