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Personnel updated the salary survey information from the 2000 study. <br />Key Findings <br />1. Turnover among Deputy Sheriffs I and II has increased Improved employee retention at the <br />Deputy Sheriff l and ll level is a significant need for the Sheriffs Department. For EMS <br />Telecommunications and Paramedics, turnover has been a significant factor in the past, but. <br />at present recruitment is the greatest need. There need to be specific measures taken to <br />improve retention and recmBmenl. <br />2. Both the Sheriff and Emergency Management Director one as a key reason for turnover and <br />as a factor in reciuitrnenl a lack of sufficient advancement opportunity for non-supervisory <br />personnel. The County's rate of salary progression lags slightly behind the average of other <br />employers surveyed. Several other employers surveyed provide Career Ladders that <br />support additional and significant advancement opportunity, beyond that provided by Orange <br />County's current Classification and Pay Plan. <br />3. The County has set high standards and expectations for its public safety personnel. For <br />example, the functional and certification requirements for Telecommunications exceed all <br />but one other County surveyed. Operation of the IRV (Initial Response Vehicle) emergency <br />medical services system requires that Paramedics exercise a significantly advanced level of <br />skills in patient assessment and treatment in comparison to other counties. For example, <br />the IRV Paramedic responds to calls independently and may make transportation and <br />treatment decisions. Such standards and expectations for employees require the support of <br />a strong, competitive pay plan and personnel system. <br />Recommendations <br />1. Salary ProgressionlPromotlonal Opportunity <br />For Both Sheriff and EMS Departments <br />a. In conjunction with the Countys Classification and Pay Study consultant, Personnel work <br />with the Sheriff and Emergency Management Director to develop proposed "Career <br />Ladders' for Deputy Sheriffs I and II. Telecommunicators I and II and Paramedics to <br />provide employee development and advancement opportunity and through this support <br />employee recruitment and retention. Such a Career Ladder would provide for <br />advancement on the basis of the employee s qualifications (experience, training, <br />certifications) without regard to whether there is a vacant position. <br />Recommend the proposed Career Ladders W the Board of Commissioners as pad of the <br />Classification and Pay Stutly. (Estimated Cost: Contingent on the specific Career <br />Ladders developed and the application of these to current employees) <br />an As an interim measure for 2001-02, propose the Board of Commissioners approve a <br />special one step (about five percent) public safety retention salary increase for sworn law <br />enforcement officers and their supervisors, EMS Teleourni nicators and their <br />supervisors, and EMT Paramedics and their supervisors effective January 21. 2002. To <br />be eligible for the retention salary increase, require that the employee have at least one <br />year of Cou my service as of January 1, 2002. (Estimated Cost: Forlawenforcement -