HD52 - Minimum Criteria for the Sheriffs’ Career Development Program


Executive Summary:
Certification by the Compensation Board - Executive Summary

The 2005 General Assembly directed the Compensation Board to develop a Career Development Program (CDP) for Sheriffs. A committee comprised of Compensation Board staff and Sheriffs was formed and developed the criteria for the CDP. A key component of the General Assembly authorization of the CDP was the provision that the Compensation Board allow accreditation by three agencies (the Virginia Law Enforcement Professional Standards Commission, the American Correctional Association or the Commission Accreditation for Law Enforcement Agencies) as an alternative to some of the established minimum criteria for the CDP. Sheriffs who meet Compensation Board minimum criteria for the CDP and achieve accreditation from one of these agencies will receive a 9.3% salary increase. For Sheriff's who did not achieve certification from one of these agencies but achieved Compensation Board certification, the pay raise will be:

(i) 3.1 percent for all sheriffs who certify their compliance with the established minimum criteria for the Sheriffs' Career Development Program; and

(ii) 3.1 percent additional increase for sheriffs who certify their compliance with the established minimum criteria for the Sheriffs' Career Development Program and operate a jail; and

(iii) 3.1 percent additional increase for all sheriffs who certify their compliance with the established minimum criteria for the Sheriffs' Career Development Program and provide primary law enforcement services in the county.

This document sets forth the requirements for Compensation Board Certification of a Sheriff's Office. The intent of this policy is to insure that the Compensation Board's Certification Program for Sheriffs' Offices is equal to the Compensation Board's Accreditation Program for Sheriffs' Offices in all material respects.

Compensation Board certification of Sheriffs' Offices has four components:

• Compliance and proof of compliance with minimum training and development criteria (Virginia Sheriffs' Institute approval of course work directly related to the duties of the Sheriff; lawful employment training for the Sheriff and/or command staff and career development for deputies)

• Compliance and proof of compliance with minimum financial audit standards

• Compliance and proof of compliance with specific Virginia Law Enforcement Professional Standards Commission standards

• Compliance and proof of compliance with specific Compensation Board performance standards

The Compensation Board has, by policy, adopted specific standards approved by the Virginia Law Enforcement Professional Standards Commission as well as performance standards for jails and law enforcement. Upon annual application in the month of June, the Compensation Board will schedule an audit of the Sheriff's office prior to December1 of each year to determine compliance with Compensation Board standards. Sheriffs in full compliance will be notified by January 1 and advised to request the appropriate pay raise authorized by law (3.1%, 6.2% or 9.3%) in their budget submission due by February 1 of each year.

Accreditation by Independent Agencies - Executive Summary

The 2005 General Assembly appropriated $240,089 and directed the Compensation Board to develop a career development program (CDP) for Sheriffs. A committee comprised of Compensation Board staff and Sheriffs was formed to develop the criteria for participation in the plan. The plan adopted July 20, 2005 by the Compensation Board sets the following criteria for participation in the career development program: the Sheriff or his command staff must have 8 hours of Compensation Board approved lawful employment training each year (effective November 1, 2006); the most recent audits by the Auditor of Public Accounts and the local government auditor must contain no findings of material financial weakness under the direction of the Sheriff and no internal control weaknesses identified in the prior year management letter were repeated in the most recent audit, the Sheriff's office must have a website and a VCIN terminal and Livescan fingerprint capability or a plan to do so (effective July 1, 2006), and the Sheriff must have achieved accreditation by the Virginia Law Enforcement Professional Standards Commission, the American Correctional Association, or the Commission on Accreditation for Law Enforcement Agencies, and the Sheriff must adopt the Compensation Board's minimum criteria for Master Deputy Program. Upon certification by November 1, 2005 that the minimum requirements have been met, the Sheriff's salary shall be increased by 9.3% effective December 1, 2005.

In order to receive any salary increase associated with accreditation subsequent to December 1, 2005, the Sheriff must request the increase as part of the annual budget request process in January of each year. A Sheriff who is elected or appointed to an accredited office will not receive the salary increase until the increase has been requested in January to be effective the following July 1.