In an effort to improve officer satisfaction, recruitment, and retention, the Daviess County Sheriff’s Office has introduced sweeping changes to its policies and operations. Sheriff Brad Youngman, reflecting on his first two years in office, emphasized the importance of listening to his team and responding to their needs.
“When I first took office, I met with the entire staff of DCSO to hear what they had to say and what changes they wanted to see,” Youngman said. “The 5/8 schedule is common, but it’s not always ideal for the 24/7 nature of emergency services. One of the key takeaways from those meetings was the need for a better schedule.”
Starting this month, the department will transition to a 4/10 patrol schedule, where deputies work four 10-hour days per week. This schedule will also introduce a recurring four-day weekend for deputies every other week.
“The Patrol Division overwhelmingly chose this schedule after we presented several options,” Youngman said. “I let the deputies make decisions that impact them as much as I can. It’s about improving their quality of life while maintaining efficiency.”
The 4/10 schedule also allows for greater overlap between shifts, increasing the number of deputies on duty at any given time. On Wednesdays, when all deputies are scheduled to work, the department plans to use the extra manpower for special operations such as warrant service, traffic details, and training.
Alongside the schedule change, the department has implemented shift differential pay for the first time. Deputies working afternoon and night shifts will earn an additional $1 per hour, amounting to $2,080 annually for full-time staff.
“It doesn’t replace the sleep lost or the family time missed, but it’s the right thing to do,” Youngman said. “And with our new patrol schedule, we’re addressing those challenges as well.”
Specialized Unit Stipend Pay is another new initiative aimed at recognizing deputies who take on additional responsibilities. Members of units like Accident Reconstruction, Drone, Sniper, TEMS, and Crisis Negotiation will receive an extra $0.75 per hour.
“These roles require deputies to maintain specialized skills and adjust their lifestyles to be on-call,” Youngman said. “This stipend rewards their commitment and effort.”
The department’s recruitment strategy also reflects these changes. A recent flyer highlights a starting salary of $55,668 plus KLEFPF, shift differential pay, and other benefits. Youngman said the pay increase was long overdue.
“Our salaries were lower than many comparable agencies, and we’d lost deputies because of it. While law enforcement isn’t a profession people enter to get rich, our pay needed to be fair and competitive,” he said.
Recruitment efforts have also focused on attracting lateral transfers, meaning experienced officers from other departments.
“We look for individuals with strong work and personal reputations who fit our service philosophy,” Youngman said. “The process can include buying out the remaining time on a contract, which is a challenge with contracts now lasting 5 years instead of 3.”
One notable modernization under Youngman’s leadership has been the relaxation of grooming and tattoo policies. Deputies are now allowed to have tattoos and beards, provided they maintain a professional appearance.
“We recruit heavily among veterans, and tattoos and facial hair are common in that community,” Youngman said. “Your law enforcement officers should resemble the society they serve. I want people who are willing to risk their lives to keep others safe, and sometimes those people have tats and beards.”
Deputies also continue to benefit from a take-home vehicle policy, which allows them to use department vehicles for personal errands as long as they are armed, dressed appropriately, and available to respond to emergencies.
“It’s not new, but it’s a practical policy that puts more deputies on the roads, even when they’re off duty,” Youngman said.
The recruitment flyer and policy changes appear to be resonating.
“We’ve seen a lot of interest,” Youngman noted. “It’s a big decision for officers to leave their current agency, but better hours, comparable pay, and other improvements can make that transition easier.”
Looking ahead, Youngman emphasized the need to continually innovate to retain experienced staff and attract new recruits.
“Morale doesn’t have a natural resting point,” he said. “As a leader, you have to work constantly to keep it up. This job can take a toll, and deputies’ morale can dip significantly after a tough shift.”
In 2025, the department plans to explore wellness and mental health initiatives for its staff, recognizing the toll law enforcement work can take. Additional specialized units and training opportunities are also on the horizon.
“Cops like to train and have access to the latest tools,” Youngman said. “We do our best to provide these resources.”
The sheriff also highlighted recent successes, such as a new uniform policy and an innovative supply system. Deputies now have an online account to order preapproved gear and supplies, which are delivered directly to them.
“This system has been very well-received,” Youngman said.
Reflecting on the changes, Youngman expressed gratitude to the Daviess County Fiscal Court for their support.
“Judge-Executive Charlie Castlen and County Commissioners Larry Conder, Janie Marksberry, and Chris Castlen have been amazing to work with,” he said. “Law enforcement thrives on experience, and their support allows us to prioritize the wellbeing of our staff while improving recruitment and retention.”
As the department prepares for 2025, Youngman remains focused on building a culture where deputies feel valued and supported.
“My hope is that recruits and current staff alike see an agency where the command values them as employees and wants to see them succeed and stay for a career,” he said. “That’s what we’re working toward every day.”
