Recruitment, Retention & Training

Securing the best law enforcement officers is essential for the safety and prosperity of our community. The caliber of our deputies directly influences the quality of our agency, making the hiring process crucial. We will adopt comprehensive hiring practices, including drug screening, thorough background checks, an interview panel comprising law enforcement officials and a community member, psychological evaluations, and a final interview with the sheriff. These measures aim to recruit deputies who possess community minded qualities and are committed to enacting positive change in the community we serve.

Retention of these deputies is just as important to cultivate a department that serves the community’s needs. Despite national shortages of law enforcement personnel, I am confident that we can maintain a staff level that ensures safety and peace. Under my leadership, deputies will be recognized as integral members of our team, and not just another badge number who “easily replaceable.” Emphasizing a family-oriented work environment, we will value each staff member, ensuring they feel needed and appreciated.

To further retain quality deputies, we will leverage their talents, education, and expertise. Currently, we have deputies with valuable skills and certifications that are underutilized. By creating incentives and recognizing achievements, we will bolster team spirits and strengthen a positive morale which translates into constructive community interactions and motivates others to pursue further education and training.

Training is paramount in law enforcement for the growth and safety of deputies. It keeps them alert, informed about new laws and procedures, and skilled in resolving citizen issues. Deputies in Georgia are mandated to complete 20 hours of training annually, but I will encourage them to exceed this requirement, pursuing comprehensive learning in various fields.