John Scarffe, Gilpin County. The Gilpin County Board of County Commissioners approved a new position and a pay increase for dispatchers in the Sheriff’s Department during a special meeting at 9 a.m. on Thursday, August 1, 2019, at the Gilpin County Courthouse. The commissioners met on Thursday, instead of their regular Tuesday meeting day, to convene as the Board of Equalization, hearing appeals for property valuation protests.

Following the Board of Equalization, Sheriff Kevin Armstrong and Human Resources Director Susie Allen requested creating a full-time evidence technician position with a tentative start date of October 1, 2019, at pay grade 85 between $46,000 and $69,200. Sheriff Armstrong said he took office in January, and the Jefferson County Sheriff’s Office agreed to conduct an evidence audit at no cost to the county. 

More than 1,000 hours were put into this audit, and it took two-and-half months to complete, Armstrong said. Jefferson County has provided recommendations for changes. In the past, to handle the integrity of evidence, the Sheriff’s Department had a sergeant, corporal and deputy trying to maintain the evidence room.

These duties require specialized training, according to the Jefferson County audit, so the recommendation was for creating a position for which property and evidence gathering duties are the primary responsibility. The person in the position should develop associated policies, procedures and accountability benchmarks to promote the integrity and transparency in handling property and evidence, according to the audit.

“Gilpin County should benefit from the consistency associated with a designated property/evidence person,” states the audit. Armstrong said that a large amount of evidence in the evidence room hasn’t been destroyed. “That brings us to where we are, and we recommend hiring a full-time position to do inventory, audits and policies regarding evidence integrity,” Armstrong said. 

He is coming to the board now with this request, because it will take two to three months to look at the background of applicants. He would like to have someone in place in November. 

Commission Chair Linda Isenhart said this is a nice job and should be fillable, as well it is an option for local hiring. Armstrong said he did reach out to other sheriffs, and the pay grade is consistent with those he reached out to. Commissioner Ron Engels referred to the O.J. Simpson case and how evidence was mismanaged. “It’s a rare skill set.” 

The board approved the request, and then discussed a request to increase pay for emergency dispatch personnel. Armstrong and Susie Allen presented three options to the commissioners. The first option brings positions in dispatch up to the market pay level and increases their hourly rate to the new minimum, which is competitive with the market.

The third option would use the same amount of money as the salary increase to give the dispatchers a bonus at the end of 12 months. Armstrong said, “We need to make sure we get the best qualified with the integrity to hold that position.”

Allen said that with option three, they would be taking the money in option one, and instead of increasing the base pay, would use the money to create bonuses. Once they complete another 12 months, they get a bonus, but it doesn’t increase base pay. 

Option two is a hybrid and takes half of option one and half of the bonuses, so it would increase hourly pay by 50 percent of the current market level and then have bonuses on top of that. The dollars would be the same, but success would depend on how it is implemented. 

County Manager Abel Montoya said this allows Susie to conduct a more countywide salary assessment, and this is a temporary mechanism to fill the dispatch position and attract a new employee. Armstrong would like to develop a retention program and more effectively market the fact that Gilpin County is a good place to work. 

Engles asked for additional comments on the pros and cons for each option, and then asked Sheriff’s Department employees to present which option they prefer.  Allen said that option one is looking at market data and putting people in the right pay grade. 

Another option would bring dispatchers more in line with market, which would help people get in the door, and still get money in their pocket without increasing the pay rate as much, Allen said.

The difference is that at once you get a lump sum. Bonuses could be very helpful depending on how merits go, and this will help us and give us time to look at other options in dispatch. The cons are that employees could stay for a year and then move on. This could also reduce morale for current employees, if we don’t do anything about the pay increases for the jail and patrol. 

Commissioner Gail Watson said the county just put into effect a 3 percent increase.

After a quick poll, Sheriff’s Department staff members preferred option one. A planned salary survey will take about three months to complete. 

Watson said she was concerned about pay grade changes. County Manager Montoya said that anything we can do to keep from compounding things would be very helpful, and the immediate issue is not working a 15-hour day. 

Watson said, “I’m understanding we have a real need, but I’m hoping these bonuses get us some traction. Some people will take notice of it.” Engels said he was inclined to option two, and when we do have full market analysis, we will still be below market, so it seems like a good compromise. “I think option two will help get people in the door.” 

The board approved option two. The board also approved an Intergovernmental Agreement with the City of Black Hawk to conduct a special election on November 5, 2019. Coroner Zane Laubhan presented contracts for autopsy services with Meredith A. Frank, M.D. and Daniel Lingamfelfelter, and the board approved the contracts.

(Originally published in the August 8, 2019, print edition of The Mountain-Ear.)