To: Board of Supervisors
From: David O. Livingston, Sheriff-Coroner
Report Title: To Reallocate the Salary of the Deputy Sheriff-Per Diem (unrepresented) in the Contra Costa County Office of the Sheriff.
☒Recommendation of the County Administrator ☐ Recommendation of Board Committee
RECOMMENDATIONS:
ADOPT Position Adjustment Resolution No. 26548 to reallocate the salary of the Deputy Sheriff Per Diem (6XWC) (unrepresented) at salary plan and grade F85 1385 ($6,546.74 - $11,197.14) to salary plan and grade F85 1385 ($10,916.63 - $11,462.46) in the Contra Costa County Office of the Sheriff.
FISCAL IMPACT:
The estimated maximum annual cost to staff 25 vacant Deputy Sheriff positions utilizing Per Diem Deputies is $3,274,989. If these vacancies were filled by regular full-time Deputy Sheriffs, the annual cost would be approximately $5,232,024. Utilizing Per Diem Deputies is necessary to temporarily support critical operations, and can result in an estimated annual savings of $1,957,035 while maintaining necessary staffing levels and ensuring continuity of public safety services. Funding for these positions is 100% included in the Department’s current General Fund allocation budget.
BACKGROUND:
The Sheriff’s Office is currently experiencing a notable rate of attrition, as employees continue to seek employment with other agencies offering more competitive compensation. The departure of experienced personnel has a significant impact on operational continuity, increases recruitment and training expenditures, and places additional strain on remaining staff. These factors collectively contribute to employee burnout, diminished morale, and reduced organizational efficiency.
One of the classifications the department is reviewing is the Deputy Sheriff-Per Diem, which can provide support to the organization and serves as a benefit to employees to gain experience before applying for a full-time Deputy Sheriff position in the County. Currently, Deputy Sheriff-Per Diem employees earn approximately 36% less than regular Deputy Sheriffs, despite performing the same duties, facing the same risks, and being held to the same professional standards. A Deputy Sheriff-Per Diem at step 1 earns $35.97 per hour, while a Deputy Sheriff-40 Hour at step 1 earns $54.40 per hour for identical work.
This pay gap has created a serious challenge within the Sheriff’s Office. The department is competing with neighboring agencies that offer higher compensation, making it increasingly challenging to attract and retain qualified per diem staff. Aligning the Per Diem pay scale with that of the regular Deputy Sheriff classification would level the playing field and provide the Sheriff’s Office an equal opportunity to build and maintain a reliable and experienced workforce.
Additionally, the current 12-step pay scale for Per Diem Deputies creates unnecessary pay disparities among employees who share the same qualifications and perform the same job duties. These inconsistencies often arise because hiring managers are not always aware that they can appoint a Per Diem at a higher step, or may choose not to do so. Once hired, employees cannot receive a step increase until they have completed 2,080 hours of service, and even then, they can only move up one step at a time. This system unintentionally limits flexibility, fosters inequity, and discourages retention.
By aligning Per Diem pay with the Deputy Sheriff pay scale, the department would ensure that everyone performing the same work is compensated fairly and consistently. This change would promote morale, strengthen trust, and send a clear message that the Sheriff’s Office values equality, fairness, and the dedication of every employee who serves the community.
CONSEQUENCE OF NEGATIVE ACTION:
Realigning Per Diem pay rates to be consistent with Deputy pay is essential for maintaining workforce stability and operational effectiveness. Aligning compensation across these classifications will establish equity among employees performing comparable duties, promote fairness, and support a cohesive and motivated workforce. Failure to address this disparity may result in continued staff turnover, increased operational costs, and further challenges in sustaining service delivery standards.