Recruitment and Retention

I am committed to revitalizing our law enforcement agency and addressing the critical issues of recruitment and retention. Under John Wilcher, we have witnessed significant failures that left our community vulnerable. Let's set a new course—one that prioritizes excellence, accountability, and community well-being.

When John Wilcher assumed office in 2016, there was a shortage of 35 officers. Fast forward to today, and we face a staggering shortage of nearly 200 officers. This alarming decline has compromised public safety and strained our existing deputies.

I will aggressively address this crisis by implementing the following strategies:

Competitive Compensation: We must offer competitive salaries and benefits to attract and retain skilled deputies. I will work closely with county officials to secure funding for better pay.
Career Advancement Opportunities: Our deputies deserve a clear path for career growth. I will establish leadership training and specialized units to encourage professional development.
Community Engagement: Building trust in our community is essential. I will create outreach programs, neighborhood policing initiatives, and regular town hall meetings to foster positive relationships with our community and the Sheriff's Office.
Evaluate the Hiring Process: I will not hire deputies without conducting due diligence, unlike my opponent. Efficient background checks, as well as communicating with prior employers, is vital to ensuring the quality of the applicant.
Retention Incentives: My opponent believes that handing out pancakes once a year will make deputies want to stay. I strongly believe there is a much more effective approach. Recognizing and rewarding our dedicated officers will be a priority. Merit-based promotions, commendations, and wellness programs will boost morale.
Collaboration with Local Organizations: Partnering with educational institutions will allow us to recruit fresh talent and provide valuable internship opportunities. This will encourage applicants to seek a valuable and rewarding career in public service.
Transparent Communication: I'll keep deputies informed about departmental decisions and involve them in policy discussions.

The exodus of deputies from the Sheriff's Office—which John Wilcher refuses to address or rectify—is a pressing concern which directly impacts both our jail and our community. This massive attrition of experienced deputies has left our force severely depleted. Deputies feel undervalued, overworked, and unsupported by John Wilcher.

Word spreads fast in our county. Prospective applicants consider the experience of current deputies and take into account their experiences. A positive work environment attracts talent; a negative one repels it.

A well-supported force builds trust with the community. Let's build a Sheriff's Office where deputies thrive, our jail is secure, our deputies are valued at their place of work, and our community feels protected.