Study spotlights challenges, opportunities in detention officer profession

Across many of Arizona’s 15 counties, public officials have noticed increasing challenges in hiring and retaining detention officers.

Detention officers play an important role in the criminal justice system. These public servants work in county jails, overseeing individuals being held for short sentences and those awaiting trial. They also transport detained and incarcerated individuals to courts, prisons or medical centers.

This month, researchers from Arizona State University, the University of Arizona and the Morrison Institute published a study that explores the employment patterns of Arizona’s detention officers. Researchers analyzed hiring trends using data from the Arizona Public Safety Personnel Retirement System (PSPRS), surveys of Arizona residents and current detention officers, and interviews with officers, former officers and local government leaders.

The study was paid for by the Arizona Board of Regents through the taxpayer-funded Technology and Research Initiative Fund and sponsored by the County Supervisors Association of Arizona and Arizona Sheriffs’ Association.

The report highlights several key challenges in the retention of current officers, as well as recruiting new employees. Researchers found that understaffing led to unpredictable schedules and long shifts, making family life difficult and causing burnout. The job is also emotionally and physically taxing. The researchers found that nearly 50% of new hires leave the position within three years, although many do move into other public safety roles. Public perception of the job as arduous also limits the applicant pool.

Detention officers are essential in keeping communities safe, said Beth Huebner, director of the School of Criminology and Criminal Justice and one of the study’s lead authors. They are frontline responders in terms of mental health, physical health and trauma, she said.

“I heard a lot about the day-to-day physical challenges. The officers wear heavy boots and have to help manage people who may be in a mental or physical health crisis,” she said. “They work with a population that changes every day.”

However, during interviews, the most-cited reason for retention and recruitment issues was the loss of pensions, said Shannon Portillo, director of the School of Public Affairs and a lead author of the study. Beginning in July 2018, newly hired detention officers were moved to a defined contribution plan rather than a traditional pension.

“Switching to a defined contribution plan doesn’t sound like a big shift if you are not in public safety. But in professions that are so physical — many detention and corrections officers are on their feet for the entire shift — adding even five more years of work makes a big difference,” she said.

David Clouse, president of the Arizona Sheriffs’ Association, said the research shows the importance of creating a fair retirement plan for detention officers.

“Sheriffs across the state understand that one of the keys to retaining our detention officers is increasing retirement benefits to make this dangerous work a career rather than a brief stop on the way to another job,” he said. “We look forward to working with the County Supervisors Association of Arizona and the Arizona Legislature next year to address the dire situation of high vacancy and significant turnover in our detention officer ranks.”

Despite retirement changes, 66% of detention officers surveyed for the report responded that they were somewhat satisfied with their jobs, and the majority of officers said they were likely to stay in the role for the next five years.

People tend to focus on the risks of the role, Portillo said, which overshadows the importance of the public service that detention officers provide to individuals who may be going through some of the toughest times of their lives. Who and how candidates are recruited to be detention officers matters, and reinforcing the position’s public service values — including integrity, professionalism, community building and care for others — can help drive home the position’s vital contribution to a county’s workforce, she said.

Portillo credits the County Supervisors Association of Arizona and Arizona Sheriffs’ Association for co-creating research that explored detention officer retention and recruitment from many angles. The collaboration allows researchers to deliver policy recommendations relevant to the state of Arizona.

This research will enable county leaders to “engage in informed discussions and make data-driven decisions on how best to address their local needs,” said Craig Sullivan, executive director of the County Supervisors Association of Arizona.

“Historically, staffing county jails has been a long-standing workforce challenge across the state,” Sullivan said. “County Supervisors Association of Arizona is deeply appreciative of the work of the ASU and UA teams, along with our funding partners at ABOR, for the research conducted on these important county employees.”

Many students were also part of the project, which will have lasting impact, Huebner said.

“The master's and PhD students will bring these experiences to the classes they teach or the research they conduct,” she said. “Some of them are also going to go work in the field, so being a part of this study gives them a better understanding of the challenges of the system and makes them better equipped to make change.”