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Home My WebLink AboutMINUTES - 11102015 - D.4RECOMMENDATION(S): ACCEPT attached report and findings of the working group convened by the County Administrator to study deputy sheriff recruitment and retention. FISCAL IMPACT: No fiscal impact. This is an informational report. BACKGROUND: The Sheriff Recruitment & Retention Working Group was formed by the County Administrator at the request of the Board of Supervisors to identify issues with recruitment and retention of deputy sheriffs. The Working Group met four times beginning on June 19, at which they identified areas for study, sources of needed data, collected and analyzed data, and developed findings. The study encompassed recruitment, retention, compensation, and impacts to the Sheriff's Department. APPROVE OTHER RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE Action of Board On: 11/10/2015 APPROVED AS RECOMMENDED OTHER Clerks Notes: VOTE OF SUPERVISORS AYE:John Gioia, District I Supervisor Candace Andersen, District II Supervisor Mary N. Piepho, District III Supervisor Karen Mitchoff, District IV Supervisor Federal D. Glover, District V Supervisor Contact: Julie DiMaggio 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: November 10, 2015 David Twa, County Administrator and Clerk of the Board of Supervisors By: June McHuen, Deputy cc: D.4 To:Board of Supervisors From:David Twa, County Administrator Date:November 10, 2015 Contra Costa County Subject:FINDINGS OF THE SHERIFF RECRUITMENT & RETENTION WORKING GROUP CLERK'S ADDENDUM Speakers: Debra Mason, resident of Bay Point (handout attached); Lee Mason, resident of Bay Point; Charles Treasure, resident of Bay Point; Jim Bickert, Deputy Sheriffs Association. ATTACHMENTS Deputy Sheriff Recruitment/Retention Workgroup Report_11/10/15 Powerpoint_Deputy Sheriff Recruitment/Retention Workgroup Key Findings_11/10/15 Study Findings David Livingston, Sheriff-Coroner Shawn Welch, President, Deputy Sheriff’s Assoc. Julie Enea, Senior Deputy CAO Lisa Lopez, Asst. Director of Human Resources Convened by County Administrator Identify issues with recruitment and retention of deputy sheriffs: •How many deputies are leaving, at what stage, and for what reason(s)? •What is the recruitment timeline? •Other considerations? County Personnel System: Peoplesoft Contra Costa County Human Resources Department Sheriff’s Department Administration CalPERSWebsite Contra Costa County Employees Retirement Association Survey of Contra Costa Cities and Bay Area Counties and websites of those agencies FBI Database 2013 Recruitment Recruitments require, on average, nearly 10 months to complete. Application acceptance rate is approximately 20%. Applications have decreased 40% since the peak in 2012/13. Nearly half of the applicants fail to appear for the written exam. Of those who submit T-scores in lieu of exam, nearly half fail to appear for the physical agility test. Within 90 days, nearly 60% withdraw from the process. Recruitment success rate is estimated at 2.2%. In other words, for every 1,000 Deputy Sheriff Recruit applicants, 22 are hired. Retention About 1/3 of new recruits hired since 5/1/10 have already separated, most within 1-2 years of graduation from the academy. About ¼ of deputies hired from other agencies (laterals) since 5/1/10 have already separated. In the five year period from 5/1/10, 342 recruits/deputies were hired. During the same period, 300 left County service (168 separated plus 132 sworn personnel retired). Retention (continued…) Nearly 50% of the 168 who separated since 5/1/10 left within two years of hire. Nearly 80% of the 168 who separated since 5/1/10 left from the Detention assignment. Since we began the study in May, another 29 deputies have voluntarily separated from County service. Retention (continued…) Agency Who Most Often Hire from CCC Number of CCC Deputies Hired BART 22 Richmond 11 Antioch 10 Concord 9 San Ramon 8 Brentwood 7 Pittsburg 6 Compensation In comparison to Contra Costa cities, Bay Area counties and BART, the County is 14%-15% behind the market in net pay*. In comparison to just those Contra Costa agencies that hire most of the County’s deputies, the County is nearly 25% behind them in net pay*. 19 of the 24 competing agencies are members of CalPERS, which has a more advantageous final annual salary computation than CCCERA. *Net pay in our study was simplified to base salary minus the employee contribution to retirement. Departmental and Public Safety ImpactsCustody Services Bureau Security and safety issues to include a reduction in facility searches for all types of contraband to include weapons and drugs due to limited staffing No second perimeter Deputy for West County on all shifts Reduced free time out of cells for inmates Reduced family visitation hours Escort Deputies being used to fill gaps in staffing, which reduces critical incident response capability within the facilities Departmental and Public Safety ImpactsField Operations Bureau Possible implementation of mandatory “fair-share” overtime to address deputy fatigue Reduced enforcement activity – less patrol beats are filled Increased response time for Priority 1 calls for service (avg. increase of ≈ 2 minutes in 2014) Increased sick leave usage (up 18%) Two vacant patrol beats, one in unincorporated Concord and Walnut Creek and one in East County No capability to do focused problem area enforcement due to the reassignment of the J-Team back to fill patrol beats. Reduced Marine Patrol functions (7 deputies had to be reassigned back to patrol. Now only per diem employees staff the Marine Patrol.)