Tag: overtime slavery

Addressing the Inefficiency of the Sheriff’s Hiring Process Compared to the SFPD

The San Francisco Sheriff’s Office (SFSO) is currently facing significant challenges in its hiring process, particularly when compared to the more streamlined and efficient practices of the San Francisco Police Department (SFPD). The inefficiencies within the Sheriff’s hiring process have contributed to prolonged recruitment times and hindered our ability to attract and retain qualified candidates. It is essential to highlight these issues and propose actionable solutions to address them.

Sheriff Miyamoto slow hiring

 

Inefficiency in the Written Exam Process

One of the primary areas of inefficiency within the Sheriff’s hiring process is the written exam. The Sheriff requires candidates to take the NTN (National Testing Network) exam, which is not as widely accepted as the PELLET B exam used by the SFPD and many other law enforcement agencies across California. The PELLET B exam offers several advantages:

  • Acceptance by Multiple Agencies: PELLET B scores are accepted by numerous law enforcement agencies, allowing candidates to use their existing certified scores from other jurisdictions. This eliminates the need for candidates to take multiple written exams and streamlines the application process.
  • Accessibility: There are more testing locations for the PELLET B exam throughout California, making it more convenient and accessible for candidates.
  • Efficiency: Offering both the PELLET B and NTN exams would provide candidates with more options and streamline the hiring process, making it more efficient and candidate-friendly.

Despite these clear advantages, the Sheriff has refused to fully adopt the PELLET B exam, opting instead to continue using the NTN exam. This decision has resulted in unnecessary barriers for potential candidates and has contributed to longer recruitment times.

Comparison of Hiring Timelines

The inefficiencies in the Sheriff’s hiring process are further highlighted by comparing the recruitment timelines of the Sheriff and the SFPD. The SFPD has managed to streamline its hiring process, achieving recruitment times of 6 to 8 months. In contrast, the Sheriff’s recruitment timeline ranges from 9 to 18 months, significantly longer than that of the SFPD. This extended timeline is a major deterrent for potential candidates and hampers our ability to fill critical positions promptly.

Use of Technology in the Interview Process

Another area where the Sheriff lags behind the SFPD is in the use of technology for interviews. The SFPD has embraced modern technology by conducting interviews via video conferencing platforms such as Zoom. This approach not only speeds up the hiring process but also makes it more convenient for candidates who may have scheduling or geographical constraints. In contrast, the Sheriff still insists on in-person interviews, which are time-consuming and less flexible. Adopting video conferencing for interviews would be a significant step towards modernizing our hiring process and reducing recruitment times.

Implemented Suggestions

While the Sheriff has accepted our suggestion to waive the online test fees for the NTN exam, this partial measure does not fully address the underlying inefficiencies in the hiring process. Waiving the fees is a positive step, but it falls short of the comprehensive changes needed to make the Sheriff’s hiring process more efficient and competitive.

Authority to Hire Above Entry Step

Another inefficiency in the Sheriff’s hiring process is the refusal to hire above the entry step, despite having the authority to do so. In 2022, Employee Relations Director Ardis Graham confirmed that the Sheriff has the power to hire above Step 1 to attract more entry level applicants. However, this authority has not been utilized, further hindering our entry level recruitment efforts. Hiring at Step 2 would make the Sheriff more competitive and attractive to potential candidates, yet this strategy remains underutilized.

The current inefficiencies in the Sheriff’s hiring process are a significant barrier to attracting and retaining qualified candidates. By adopting the PELLET B exam, offering both test options, utilizing video conferencing for interviews, and exercising the authority to hire above the entry step, the Sheriff can streamline its hiring process and reduce recruitment times. These changes are essential to ensuring that our department is adequately staffed and capable of meeting the demands of our community.

It is time for the Sheriff to take decisive action to address these inefficiencies and implement the necessary changes to improve our hiring process. The SFDSA remains committed to advocating for these improvements and will continue to push for the adoption of more efficient and effective recruitment practices.

Overtime Slavery: San Francisco Sheriff’s Office Struggles Amidst Rising Violence and Staff Shortages

Within the walls of the San Francisco Sheriff’s Office, a troubling reality is unfolding. Deputies, the frontline warriors of law enforcement, are being pushed to their limits by an unyielding demand for overtime work. This alarming situation, highlighted by a recent survey led by expert Lois James, PhD, paints a grim picture of overworked deputies, jeopardizing both their well-being and the safety of the community they serve.

The survey reveals a shocking truth: deputies are surviving on an average of just 5.25 hours of sleep per night, well below the recommended 7-9 hours. This chronic sleep deprivation not only threatens their health but also undermines their ability to make sound decisions and react quickly in critical situations, putting themselves and others at risk.

Staffing Crisis

Staffing Comments

The implications of this overtime slavery are profound. More than half of the deputies report high blood pressure, a third suffer from sleep apnea, and nearly three-quarters exhibit symptoms of depression. These stark figures underscore a workforce on the brink, their physical and mental health hanging in the balance.

The numbers tell a sobering story. Deputies are logging an average of 28 hours of overtime per week, a staggering figure that triples the recommended limit set by the Occupational Safety and Health Administration (OSHA). This relentless overtime not only compromises their health but also diminishes their performance, with deputies 50% more likely to be involved in incidents while working overtime.

Adding to the pressure is the rising violence within the prison system. Incidents of prisoner fights have increased significantly, placing additional strain on an already overburdened staff. Attacks on deputies are also on the rise, highlighting the urgent need for a fully staffed and supported workforce.

Sheriff Miyamoto’s heavy reliance on mandatory overtime has created a toxic environment within the Sheriff’s Office, akin to modern-day slavery. Deputies are being pushed to their limits, with little regard for their well-being or rights. It’s a crisis that demands immediate attention, as lives are on the line.

Despite these challenges, Miyamoto has failed to prioritize recruiting and hiring, exacerbating the staffing shortages and placing further strain on an already overwhelmed workforce. As the sun sets over the Golden Gate, the deputies of the San Francisco Sheriff’s Office continue to toil, trapped in a cycle of exhaustion and despair. How much longer can they endure? Will Sheriff Miyamoto take decisive action to end their suffering? The time for change is now.

To ensure the safety of both deputies and the community, the Sheriff’s Office must bolster its ranks by approximately 308 deputies. Failure to address this crisis will perpetuate a cycle of exploitation and endangerment, with grave consequences for all involved.