Title
Human Resources Department and the Sheriff’s Office, recommending the Board:
1) Approve and adopt the new department-specific classification specification for Deputy Sheriff Trainee;
2) Approve and adopt the revised classification specifications of Deputy Sheriff I/II; and
3) Adopt and authorize the Chair to sign Resolution 156-2026 to:
a) Approve the Job Class Number, bargaining unit designation, and salary range for the new Deputy Sheriff Trainee classification; and
b) Approve the addition of 10.0 FTE Deputy Sheriff Trainee allocations.
FUNDING: General Fund.
Body
DISCUSSION / BACKGROUND
Human Resources and the Sheriff’s Office have worked collaboratively to develop a new Deputy Sheriff Trainee classification that will function as a non-sworn, academy-enrolled entry point into the Deputy Sheriff series. This classification is intended for candidates who have not yet completed the California POST Basic Academy and will allow the Sheriff’s Office to hire individuals at an earlier stage of the training process.
The Trainee classification provides a structured onboarding pathway for candidates, supporting formal development and training while progressing through academy enrollment. This model aligns with current POST appointment processes and improves operational continuity between academy participation and full-duty assignment.
Additionally, Human Resources conducted a review of the Deputy Sheriff I/II class specifications and identified necessary updates to align the series with the addition of the new trainee-level classification. These updates clarify the relationship between the Trainee and sworn Deputy levels, adjust minimum qualifications accordingly, modernize language, and ensure internal consistency within the series.
While the Trainee and sworn Deputy classifications are distinct, a Trainee appointment will only occur where a Deputy Sheriff I vacancy is available for future advancement upon successful completion of POST requirements and demonstration of competency.
Establishing the Deputy Sheriff Trainee classification enhances Sheriff’s Office workforce planning efforts by supporting candidate development and strengthening recruitment and retention through a clearly defined training and promotional pathway.
ALTERNATIVES
The Board could choose not to approve the actions as recommended and direct Human Resources and the Sheriff’s Office to conduct further analysis.
PRIOR BOARD ACTION
N/A
OTHER DEPARTMENT / AGENCY INVOLVEMENT
Sheriff’s Office
County Counsel
El Dorado County Employees’ Association, Local 1, AFSCME Council 57
Deputy Sheriffs' Association
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
While the total annual cost of the addition of these allocations could be up to $1,870,118, Deputy Sheriff Trainees will not be appointed to the position without a corresponding higher wage vacant Deputy Sheriff I/II allocation. Appropriations for the Deputy Sheriff I/II allocations have already been included in the FY 2026-27 budget so this item does not change Net County Cost.
CLERK OF THE BOARD FOLLOW UP ACTIONS
Upon Board adoption and approval, please provide a copy of the executed Resolution to Heather Andersen in Human Resources.
STRATEGIC PLAN COMPONENT
Workforce Excellence
Priority: Enhance Employee Retention
Action Item: Attract and retain the best employees by providing competitive compensation, training, and advancement opportunities, and creating a positive and thriving culture
CONTACT
Joseph Carruesco, Director of Human Resources