• donhollingsheadfor

LCSO Staffing and Recruitment


This question is from a personal blog. (I've posted question exactly as it was posted on the personal page)


Question: There are obvious staffing issues in the Laramie County Sheriffs office. There are job fairs the second Wednesday of every month as well as various other ways to recruit employees. Why has the current administrator not utilized these services? To fairly address all candidates what is their recruitment plan specifically?

Don's Answer: Currently the Sheriff's Office has 38 open positions in the Patrol and Detentions Divisions. We have been making strides but with the pay disparity between our agency and others in the region it makes hiring qualified candidates extremely challenging. Currently the gap between the Laramie County Sheriff’s Office and the Cheyenne Police Department is almost 4 dollars per hour, and even Albany County, just 45 miles away makes over $3.50 an hour more.

We participate in regional job fairs and just recently attended one in Laramie and will be attending one here in Cheyenne through and Division of Work Force Services, we also advertise on all of the major recruiting websites which has supplied us with the most applicants up to this point.

Internally, we have created a recruiting team made up of staff from the various areas within the agency and are working with LCCC to create a recruitment video to go along with the upgraded webpage that we have been working on.

For the past several months we have been in productive talks with the County Commissioners, which has culminated in their assurance that the sworn staff of the Sheriff’s Department will receive a pay increase to bring them in line with the other area agencies. Our civilian staff will receive a pay adjustment as well.

It is no secret that employers across the country have had to adjust to challenges associated the "great resignation", and the Sheriff’s office has not been immune to this phenomenon. Of the 29 employees who participated in exit interviews over the last year, the following data was obtained. 4 employees retired, 5 left due to family obligations, 3 moved out of the area, 1 left to return to school, 6 left for better career opportunities to include better pay, 2 left for medical reasons, 1 left due to a medical retirement, and seven left due to working conditions associated with the overall shortage of manning. Without the ability to offer competitive wages up to this point it has been a struggle to fill the open positions created when staff leave, especially given the negative media coverage associated with the defined police movements across the country.

The Sheriff’s office does have challenges ahead of us as we work towards filling open positions, but I feel the positive dialogue that we have maintained with the County commissioners to address the wage disparities for sworn and civilian positions will go a long way to help us overcome them.

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