The hiring plan

The other night at the Hoxie Listening Forum we had a few questions that brought up issues I had not released plans for yet. One of these issues was how do I plan to bring in professional people to work at our Sheriff's Office. Here is the hiring plan.

Phase 1

1. We will actually make it where you can apply on the website (the website we are going to fix by the way).

2. We will screen applicants that apply with a grading scale that focuses on our core values. (Honesty, Respect, Integrity, Professionalism, and work ethic)

3. Applicants who become candidates for hire will under go an absolutely rigorous background check. This will also include an interview with myself and Chief Deputy.

4. Candidates for hire will pass a written test (basic aptitude test) as well as a physical fitness assesment.

5. After achieving the above mentioned things, the last part of the initial phase (Phase 1), will be a board interview. The board will consist of two patrol sergeants and one deputy. Myself and the Chief Deputy will not be involved in this board interview. The intent is for our team members to evaluate the candidates potential as it relates to our teams values and performance.

Phase 2

1. After completing phase one the candidate will undergo a comprehensive training program meant to prepare them for success the academy.

2. They will work under the direct supervision of a certified officer as opposed to being allowed to work shifts by themselves prior to being an Arkansas Certified Law Enforcement Officer.

Phase 3

1. After completing the Arkansas Law Enforcement Training Academy, they will enter a field training program (Currently, the sheriff's office does not have a FTP).

2. During their field training program they will be evaluated by certified officers who have completed the CLEST Field Training Officers training program.

3. Our FTO's (Field Training Officers) evaluation will be given the highest consideration as it relates to retaining the candidate. WE'RE GOING TO LISTEN TO THE PEOPLE DOING THE JOB.

The turn over rate in our jail is killing us. Spending time and money to train and outfit new corrections officers constantly is WASTING tax payers dollars, putting inmates at risk, and putting our staff at risk. The biggest reason for corrections officers leaving our jail is the lack of opportunity to move to the deputy side of the agency. We have lost some outstanding people to surrounding agencies because they new they would not have the opportunity to purse their law enforcement career further by working in our jail. We will build a training track for our corrections officers that creates a clear road map on how to they can advance from the corrections side of the house to the enforcement side of the house. It will not be a short or easy training program, but for those that want it bad enough IT WILL PAY OFF. Building a reputation for hiring Sheriff's Deputies from within our own agency will attract more serious candidates to the corrections side of the house.

This plan is designed to build high standard, high performing, Law Enforcement professionals that fit the culture we are going to use to clean up Lawrence County and serve her people.