2017 BUDGET PROPOSAL

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View Document:2017 Budget Presentation Notes

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BUDGET MITIGATION EFFORTS

$7,083

$7,389

$13,068

$20,600

$37,336

$41,831

$47,442

$64,428

$87,380

$258,025Co

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$585,032Mitigated

ADDITIONAL MITIGATION EFFORTS

• COPS Grant for personnel

• Fee schedule adjustment

• Search and rescue grant

• Self-sustaining inmate programs

• AED grant

• Homeland Security grant

• Community support and donations

CURRENT APPROVED BUDGET

• 2016 Admin/Patrol• Personnel Expenses: $719,200

• Operating Expenses: $158,700

• Total: $877,900

• 2016 Jail• Personnel Expenses: $718,600

• Operating Expenses: $190,100

• Total: $908,700

View Document:2016 Approved Budget – Admin/Patrol

View Document:2016 Approved Budget – Jail

PROPOSED COMBINED BUDGET

• Combine all Sheriff’s Office budgets• Eliminates cross-over expenses

• Increases continuity of payment authorizations to county finance

• Allows for improved internal tracking of expenditure by division/function

• Allows most efficient use of personnel based upon priority and demand

• Eliminates payroll complications when accounting for cross-over overtime

• Add Useful Public Service (UPS) to the Sheriff ’s Office budget

OVERALL REQUEST COMPARISON

2017 proposal with new pay scale 2017 proposal with $25/mo COLA0%

1%

2%

3%

4%

5%

6%

7%

8%

7.0%

5.0%

4.4% 4.4%

7.0%

5.0%Personnel

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Comparison to 2016 approved budget

OPERATING EXPENSES

• Increases• Professional Services

• Uniforms

• Phone Service/Internet

• Annual Fees

• Capital Outlay

• Operating Supplies

• Service Contracts

• Tires

• Decreases• Food & Meals

• Prisoner Prescriptions

• Fuel

• Postage

View Document:2017 Budget Tables - Operating

$(1

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$25

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Net Increase : $15,275 (4.4%)

View Document:2017 Budget Synopsis

SALARY STATISTICS

• Every Sheriff ’s Office position is currently under-compensated based upon the CTSI 2016 Salary Survey for other counties with similar revenue.• Minimum: 12%

• Maximum: 31%• Administrative Assistant: 12.29% below

• Office Manager: 26.77% below

• Undersheriff: 31.08% below

• Patrol Sergeant: 20.5% below

• Patrol Deputy: 25.87% below

• Detention Sergeant: 14.11% below

• Detention Deputy: 15.26% below

View Document:2016 CTSI Salary Survey

View Document:2015 CML Salary Survey

View Document:CTSI and CML Salary Survey Comparison

PROPOSED VS. CURRENT PAY SCALE

• Percentage-based pay scale is more fair and equitable

• Step increases are 3% each year

• Eliminates yearly need for COLA increases

• Incentivizes retention & longevity

• Yearly increases grow proportional to time in-grade

• Balances out fair percentage-based increases between grades

• Rewards leadership & initiative

View Document:Sheriff’s Office Step & Grade Pay Scale• View tab: “New Scale”• View tab: “Current Scale”

• Arbitrary & unfair range between grades

• Step increases are flat-rate based

• Includes simple $25/mo COLA regardless of rank/grade

• Compounds loss due to inflation

• Ignores earned grade distinction

• Exacerbates hiring and retention challenges

As presented and explained last year:

PRO

POSE

D CUR

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CURRENT SHERIFF’S OFFICE PERSONNEL

• New pay scale provides an overall salary increase of 3.78%

• The implementation of this pay scale is the best option to at least attempt to keep pace with inflation.

• The average salary increase is 3.1%

• If the Undersheriff and Office Manager are not counted, average increase is 1.9%

• The new pay scale proposal still leaves every Sheriff ’s Office employee well below the CTSI Revenue Group 2 average respective to their positions

• Some positions even fail to meet the Revenue Group 1 averages with the proposed pay scale

• Using the old pay scale and a $25/mo COLA the average increase is 1%

• Inflation outpaces this option by almost 2%

View Document:2017 Proposed Salaries

ADDITIONAL PERSONNEL

• We have been asking for additional patrol personnel for at least 6 years.

• This year, we project that we will use 197% of our budgeted overtime.

• Not only is overtime expensive, but more importantly, it is a drain on the morale and health of staff.

• Extended overtime creates a potential deputy, inmate, and public safety concern

• Current staffing levels do not allow for adequate means to safely accommodate training, illness, injury, and requested time off absences.

• Patrol staff is far from sufficient to provide 24 hour coverage

View Documents:FBI Uniform Crime Report 2014

COST OF A PATROL DEPUTY

Year 1 Year 2 Year 3 Year 4 Year 5$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$135,832

$83,988 $85,682 $89,069

$144,701

Total cost based upon new pay scale

• Necessary for basic, industry-standard staffing:• 3 additional patrol

deputies

• 1 Lieutenant

View Document:Patrol Deputy Cost

VICTIM’S ADVOCATE PROGRAM

• The Crime Victims' Rights Act, 18 U.S.C. § 3771 is federal law that requires the services of our Victim’s Advocate Program.

• Provides contract services to the city’s of Wray and Yuma

• $78,107 proposed budget for 2017

• 64% funded by grants

• 17% funded by Yuma County

• 7% funded by the City of Yuma

• 4% funded by the City of Wray

View Document:2017 – Budget Tables – Victims Assistance

SHERIFF’S OFFICE FLEET

Click image to view full document

OFFICE & TRAINING SPACE

• Office and training space is inadequate, even for current staff• Consider current probation space when available

• Actively pursue other locations or spaces

• Consider locker-room options

• Office and training space condition concerns:• Air quality

• Heating, air conditioning, and ventilation

• Concrete structure

COUNTY REVENUE CONSIDERATIONS

• Continue to utilize the budget mitigation practices presented at the beginning of this presentation.

• Consider pursuing city contributions to communications center operations expenses

• County sales tax

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FEEDBACK REQUEST TO THE BOCC

• Please allow us the opportunity to hear your feedback about our presentation and proposal

• Please allow us the opportunity to defend and negotiate any part of the proposal that you may choose to consider rejecting• We request the opportunity to do this before a final decision is made

• Please be more deliberate about notifying us when a final decision has been made so that we may adequately plan for the funding decisions you have made.

QUESTIONS, COMMENTS, OR IDEAS:

Sheriff Chad Dayc.day@yumacountysheriff.net

Undersheriff Adam Willsa.wills@yumacountysheriff.net

More information can be found online:Website: yumacountysheriff.netFacebook: @YumaCountySheriff