Commissioners approve lead-dispatch classification; defer FTO stipends and jailer request

Miami County commissioners on Thursday agreed to create a new lead-dispatch classification and fund it at an estimated $16,480 per year, while deferring broader adoption of field training officer (FTO) stipends and an additional jailer requested by sheriff's leadership.

Sarah (Sheriff's office representative) described longstanding turnover and training needs in dispatch and said the sheriff's office had sought a stipend to compensate employees who train new hires. "If you assign as an FTO, you get the stipend; if you're not assigned as an FTO, you don't get the stipend," Sarah said, explaining the proposal and its operational rationale.

Why this matters: commissioners framed the decision as an attempt to recognize ongoing lead responsibilities in a 24/7 dispatch operation without immediately expanding stipends countywide. Commissioners raised equity concerns about creating a stipend that only a single department received and asked for a county-wide, merit-based framework for future rewards.

Details: staff explained two compensation approaches: a classification (lead-dispatch) that raises base pay for incumbents performing defined supervisory duties, and a stipend (FTO pay) paid for performing training functions. Staff said the proposed FTO stipend would be a set amount (described in the presentation as $60 per pay period for jailers and $75 per pay period for deputy sheriffs when performing FTO duty), which would be paid across 26 pay periods and cost less than $2,000 per person annually when benefits were included. Commissioners asked for a broader policy that would allow other departments to offer similar rewards for added responsibilities.

Outcome: the commission approved the lead-dispatch classification and associated budget impact, and it directed staff to work toward a county-wide merit/stipend policy before extending FTO stipends to other departments. No formal vote on creating permanent, county-wide stipend rules occurred during the study session.

Next steps: Human Resources/Finance will draft classification details and add the cost to the proposed budget; staff will also explore a policy for department-head-driven merit or stipend awards.