How Bureaucracy Grew—and Why It Must Be Cut Back
When I started my career 25 years ago, the Sheriff’s Office looked very different.
In the year 2000, we had:
- one Sheriff
- one Undersheriff
- two Colonels (one over Law Enforcement, one over Corrections)
- and only four Majors
The structure was lean, direct, and functional. Decisions were made quickly. Captains and Lieutenants—the backbone of day-to-day operations—had the authority to lead, solve problems, and keep the agency moving. But over time, something changed.
Current upper-rank staffing includes:
- 12 Majors (LE)
- 8 Majors (Corrections)
- 8 Bureau Directors
- 4 Colonels
- 4 Department Directors
- 28 Division Managers
- 34 Section Managers
96 high-level positions with salaries ranging from $151,000 to more than $300,000.
As the agency grew and budgets increased—now reaching almost $1 billion—dozens of new supervisory ranks were created at the top. And while growth can justify some added leadership, layers of leadership became entire floors of bureaucracy. And that’s where the real problem began.
Too Many Layers, Not Enough Leadership
Throughout my career, I watched simple operational questions get bogged down in unnecessary chains of approval. Decisions on:
- money allocations
- team structures
- equipment purchases
- training direction
- day-to-day operations
…could not be answered by Lieutenants or even Captains . Everything had to go “higher”—to a Major, then a Bureau Director, then a Colonel, sometimes higher still. The result?
No one knew who was truly empowered to make decisions.
Lower and mid-level supervisors—the people who run the agency every day—lost authority.
The agency became slower, less responsive, and less efficient.
Twenty-five years ago, this problem didn’t exist. Today, it defines the agency.
The Civilian Bureaucracy Has Exploded Too
It’s not just law enforcement ranks. The civilian side has added layers of Division Managers, Section Managers, Directors, and specialized administrators—many earning $150,000 to over $300,000 a year. These positions rarely interact with deputies or the community, yet they absorb millions in payroll. This is not a criticism of the individuals. It is a criticism of a structure that grew without oversight, planning, or accountability.
And This Doesn’t Include Performance Bonuses
These salary figures do not include the “performance bonuses” paid to upper-level executives—bonuses that have ranged from $300,000 to more than $1,000,000 in recent years.
These payments are layered on top of salaries that already exceed $200,000–$300,000 per year, further widening the gap between upper management and the frontline deputies who keep this county safe.
This is another example of a system that has drifted away from operational priorities and toward administrative self-expansion.
My Plan: Cut the Bureaucracy in Half
When I am elected Sheriff, I will conduct a full audit of all upper-management positions—sworn and civilian. I will eliminate more than half of the unnecessary executive positions that have been added over the years. If a position does not provide clear operational value, measurable results, or direct support to deputies and the community, it will be removed.
A Major earning nearly $300,000 must be responsible for far more than supervising three Captains. If someone earns that level of compensation, they should be leading real operations—not overseeing layers of people who oversee other layers of people.
A Leaner Structure, Faster Decisions, Stronger Leadership
This agency must return authority to:
- Captains
- Lieutenants
- Sergeants
…the supervisors who run the agency every single day.
My administration will:
- restore their decision-making power
- eliminate unnecessary layers
- cut waste at the top
- and redirect those funds into patrol staffing, training, equipment, and deputy wellness
A clear chain of command is not optional—it is the foundation of an effective Sheriff’s Office.
Under my leadership, PBSO will be leaner, faster, and more accountable. This isn’t about politics.
This is about fixing an agency that has been weighed down by bureaucracy for far too long.
Better Leadership. Leaner Structure. Stronger Agency.
Palm Beach County doesn’t need more supervisors—it needs smarter leadership and a structure that supports the men and women doing the work. As Sheriff, I will make sure this agency’s resources reach the street, not just the top floor.
Upper-Rank Positions, Salaries, and Total Annual Cost
Palm Beach County currently employs 96 upper-level supervisory positions, with salaries ranging from $151,308 to over $306,000, costing taxpayers between $18.7 million and $21.5 million every year.
Below is the full breakdown:
Upper-Rank Positions and Salary Ranges
Major – Law Enforcement
Positions: 12
Salary Range: $235,068 – $268,272
Major – Corrections
Positions: 8
Salary Range: $235,068 – $268,272
Colonel – Law Enforcement / Department Director
Positions: 2 Colonels, 4 Department Directors
Salary Range: $280,356 – $306,168
Bureau Director
Positions: 8
Salary Range: $235,068 – $268,272
Division Manager
Positions: 28
Salary Range: $188,592 – $224,940
Section Manager
Positions: 34
Salary Range: $151,308 – $172,692
Total Annual Cost of These Positions
Lower-End (Minimum Salaries):
$18,689,088 per year
Upper-End (Maximum Salaries):
$21,518,472 per year