Sheriff's office asks commissioners to correct pay compression for two deputies; request to appear on next agenda

Miami County’s undersheriff and human resources director asked commissioners on July 16 to approve market‑style adjustments for two patrol employees to address pay compression arising at hiring.

Undersheriff Matt Kelly told commissioners that a deputy hired with two years’ certified experience was brought in at about 2.5% over base while recent hires with similar experience were brought in at about 6% over base; he said another deputy hired with about six years’ experience was brought in at about 6% while comparable hires were at roughly 9%. Kelly requested increases of $1.91 per hour and $1.83 per hour, respectively, and estimated the annual budget impact at about $13,000 (including overtime and benefits). "I submit what I believe is appropriate," Kelly said, and he asked commissioners to correct the oversight.

Human resources director Sarah Denny described the two cases as anomalies in a broader pay picture and said the county has addressed compression in the past through targeted adjustments. "Compression's a real thing, it's something that we should continue to address," Denny said. She said the county conducted broader compression adjustments in prior years (including 2022 and earlier), and that the two requested adjustments are consistent with past actions to correct substantial internal pay disparities.

Commissioner questions and follow‑up
Commissioners pressed for a consistent approach going forward. One commissioner asked whether other factors beyond years of service (for example, prior agency pay or certifications) were used to set hire‑in pay; Kelly said the county’s hiring practice is largely based on years of certified experience and a small number of recognized differences such as military service and that no strict formula governs the percentage above base. Kelly and Denny said they plan to work on clearer internal guidance so hiring managers have consistent, documented metrics.

Overtime and employee wellbeing
Commissioners expressed concern about overtime: Kelly said one of the two employees is a frequent overtime worker and has accumulated more overtime hours than most staff. Commissioners asked Kelly to provide a breakdown of the overtime (distinguishing training, tactical team and on‑duty overtime) when the wage adjustment item returns for formal action. Kelly agreed to provide a breakdown and to place the pay adjustments on next week’s agenda for formal approval.

Budget impact and timing
Kelly said the sheriff’s office budget is underspent on compensation by roughly $200,000 year‑to‑date and that the requested increases could be accommodated for 2025 (about $6,500 pro rata for the remainder of the year). He reported the department’s overall overtime is below the budgeted aggregate but acknowledged individual overtime distribution is uneven. Staff recommended placing the two adjustments on the next commission agenda for formal action and to work with HR on county‑wide guidance for future hire‑in pay and compression adjustments.