Holes to Fill

Vacancies result from retirement, people transitioning to deputy, specialized programs, terminations, hiring freezes, mandates or leaving for another agency. Individually, these have their own place in the staffing timeline. Yet, combined, they are the gaping hole that is our current staffing shortage.

With the excessive hours being worked, drafting and, at some units, the frustrating inability to take your RDOs consecutively, at what point does fatigue and your own mental health come into play? Is there a breaking point where performance is affected in an already risk-laden environment?

This is magnified by an increasing mental health population. North Facility is now predominantly mental housing. In testimony earlier this year by a former Towers clinician, it was stated that 41% of the inmates have mental illness. The article did not state if she was referring to Towers specifically. Regardless, we know there has been an increase over the years but not the resources for medical personnel to assess and respond to these needs. 

It’s not as simple as hiring more bodies. Is there funding available for multiple academies? Is there a sufficient number of applicants in the pool so those classes are of an impactful size? And how do we reduce the turnover rate? With all of the public and political scrutiny, are there people still willing to step into public safety at risk of their own?

And with the massive shortage of sworn custody personnel, Custody Assistants find themselves in a conundrum of doing more, being good partners, getting the job done, and ensuring that needs are met, and the walks, escorts and programs continue to run. But the structure, retirement and benefits are not reflective in the eyes of many. 

The Sheriff’s Department has openly acknowledged that staffing is a priority. However, is the current landscape enough? Is the 65/35 ratio a hindrance? Scheduling units are stretching the boundaries of policy, blurring the spirit of the law versus the letter of the law. They are not in an envious position, but neither is the person with 88–96 hours plus four CARPs. 

I have been asked the following questions by all ranks: Is the Sheriff aware? Are the executives out of touch? And, not to mention, divisive rumors of contracts, sworn bonuses and benefits. 

At our last Labor Management Committee meeting, PPOA was informed that a C/A academy was tentatively scheduled for July. We are hoping and supportive of that taking place, with others to follow. There has been one class so far this year, and several of them were already in DST backgrounds after the removal of the AA requirement. 

The question of budgeted items for courts and station jailers are ongoing topics. More items provide more opportunities for movement. 

With numerous contract cities, PPOA has sought more involvement and taken a seat at the table of discussion, considering the services provided by our station jailers. Our jailers are preparing for another season of summer teams, where jailers historically get slammed with no backup or planned overtime to help the on-duty jailer. We have presented this case to Patrol Division with follow-up to come. 

In closing, I do want to thank those who reach out, ask questions and gain insight to take back to their units. I’ve had tough conversations with some of you but never from a place of indifference. Rather, it’s a desire to be recognized, rewarded and respected for the job that you do in this climate. I appreciate your grit and professionalism. 

The job can be thankless, but I thank you all.