Sheriff Nathan SicklerJackson County Sheriff's Office
5179 Crater Lake Hwy
Central Point, OR 97502
About Sheriff Sickler
On January 17th, 2017, Nate Sickler was appointed as the Sheriff of Jackson County, Oregon, by the Jackson County Board of Commissioners. He had been serving as the deputy chief of the sheriff’s office since December 30th of 2016.
Sheriff Sickler began a career in law enforcement in 1998 as a reserve police officer, while he finished his education at Southern Oregon University.
In 1999, he obtained a Bachelor’s Degree in Criminology and was hired full-time as a police officer for the City of Phoenix, Oregon. He worked there until taking a job with the City of Klamath Falls Police Department in 2002. As a city police officer, Sickler served as a patrol corporal, a SWAT team member, a drug recognition evaluator (D.R.E.) and a firearms instructor.
In 2006, Sheriff Sickler had an opportunity to come to the Jackson County Sheriff’s Office and begin his career as a deputy. He was promoted in 2008 to sergeant and worked as a patrol sergeant until October of 2012 when he moved to the Criminal Investigations Division. In March of 2015 he took a position as an interim captain, and in July of 2015, he was promoted to Captain.
As a sheriff’s deputy, Sheriff Sickler served on the department’s SWAT team and in the training unit as a Firearms and Active Shooter instructor. He also served as a department association representative, a D.R.E. and a D.R.E. instructor for 4 years.
Sheriff Sickler enjoys time with his friends and family and would like to recognize his wife DeAnna, who has supported him throughout a busy but rewarding career.
About the Jackson County Sheriff's Office
OREGON SHERIFF Magazine News
Winter, 2016 – We recently completed a staffing analysis for the Jackson County Jail, following the guidelines in a Staffing Analysis Publication from the U.S. Department of Justice and the National Institute of Corrections (NIC) by Dennis R. Liebert and Rod Miller.
We first identified the key positions that the jail is required to have to operate effectively and complete the tasks required on a daily basis. There is no magic number for staffing a jail. Staff to inmate ratios don’t work the same for all facilities as each jail’s needs vary due to the design and the philosophy of that facility. For example, a facility that is heavily invested into programs will likely take more staff than a facility that provides only housing and does not offer programs. In the same vein, an older linear facility may take more staff than a newer podular style jail. The Jackson County Jail was opened in 1981 and is a linear, multi-story, indirect supervision jail.
The most difficult task in a staffing analysis is to calculate the number of hours each employee is away from their scheduled work shift. You want to have several years of data for each employee to have an accurate representation. The hours away from their scheduled work shift include holiday, vacation, personal leave, training, sick, and military leave. It also includes time away for required breaks and lunches.
Once you have calculated the hours away from work, you subtract this number from the hours a full-time employee works (2,086 hours) per year. This will give you your Net Annual Hours Worked (NAWH) for each employee. In our analysis, it worked out to be 1,534 hours per year that a full-time employee was at work. Keep in mind that much of this time away is the result of a negotiated contract and is beyond our control.
You then divide this number (1,534) into the number of hours each position works in a year (2,086), and it will give you your total staff needed, including a relief factor, to staff that particular positon. In our analysis, it showed that we needed 5.7 deputies for each 24-hour position. This number is consistent with what we feel we need. Having this number allows us to go to citizens, a budget committee, administrator, budget analyst and present a verified, proven method for determining staffing levels that can easily be understood.
This analysis will allow us to plan for future staffing and budgets.