From last month’s minutes of the Law and Justice Committee of the McHenry County Board:
Sandra Salgado, Sheriff’s Business Manager, joined the committee to discuss the resolution.
Ms. Salgado noted that 25 officers are currently eligible for retirement, having served for at least 20 years
and reached the necessary age.
She explained that between 2003 and 2005, 20 officers were hired to manage the demands of an ice contract, and many of those employees are now approaching retirement age.
The organization faces challenges in managing these transitions, often receiving only 30 to 60 days’
notice before retirements occur.
To address this issue proactively, Ms. Salgado mentioned that collaboration with finance and human resources is ongoing to ensure staff continuity and safety.
While not all eligible officers have indicated their intent to retire, Ms. Salgado has heard discussions
regarding a few potential retirements.
She pointed out that the organization previously cut funding for six positions during changes related to the ice contract and is currently operating with 138 roster spots, 132 of which are filled.
To manage the anticipated retirements, Ms. Salgado suggested the plan to temporarily fund additional positions to create a queue of candidates.
This approach is vital because hiring new staff is a lengthy process, requiring time for interviewing, physical testing, academy training, and field training.
Concerns have been raised about the ability to attract qualified candidates to fill positions, especially in
comparison to neighboring counties, according to Ms. Salgado.
However, she believes McHenry County is more appealing due to its innovative programs and strong safety record.
Recent efforts mentioned by Ms. Salgado include the introduction of a wellness pilot program focusing on the mental, physical, and financial well-being of employees.
Despite these initiatives, she acknowledged that challenges remain with candidates meeting basic math requirements, which could hinder hiring efforts.
Recognizing the need for basic math skills among candidates, Ms. Salgado has discussed providing
refresher courses to help them pass essential tests.
Ms. Salgado emphasized the importance of equipping individuals with the necessary skills for both personal and professional success in law enforcement.
Finally, Ms. Salgado stated that the organization aims to remain competitive with wages to attract
potential recruits, particularly compared to Lake County.
She noted that they are currently negotiating unit two salaries to maintain parity.
Strategic hiring is also crucial, as the organization anticipates possible retirements.
With 131 officers currently employed, there is flexibility to hire up to 134, which would help manage existing overtime demands due to increased workloads from safety-related transports and other
obligations.
