COM 0200.004 1996-1998 - Laserfiche WebLink

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This office has strived to encourage career prosecution. This allows the office to take on cases that an inexperienced office would not be able to. While there has always been external pressures from other government agencies such as the U.S. Attorney's, other Prosecutors, and Attorney General's offices, we now also face internal pressures. It is no secret that many police officers make more than deputy prosecutors, or even the Chief of Police. The juxtaposition of a static Article 26 code with union negotiated settlements of over 30% since 1990 creates unhealthy internal pressures. The current amendment adjusts salaries by approximately 9%. Several factors that deputy prosecutors work under should be emphasized. Deputies are required to have 19+ years of education. They must be licensed as an attorney by the State Supreme Court. They are appointed and serve at will during the term of the Prosecutor. They are paid a salary and receive no overtime. It is important that the deputies be fairly compensated in order to maintain a balanced level of experience and provide the public with a proper level of confidence in the office. The office provides a full array of services to the public from prevention, education, coordination, victim services and prosecutions from traffic cases to murder, including appeals and writs up to the United States Supreme Court. This effort requires the unique abiliries of each deputy and support staff. Deputies have participated in various prevention programs including McGruff, the Childrens Advocacy Center, Domestic Violence Interagency Team, neighborhood watch groups, efforts to improve the practice of law including arbitration, mediation and other bar activities designed to improve the delivery of services. However, our primary effort has been in court- related matters including training for police, fire, screening and conferrals, pre-trial, trial and post-trial activities. Compensation is based on an evaluation of a deputy's experience and performance and is discretionary. For practical purposes, the level of compensation is also based on funding levels provided by the Council and state government. Attached is a proposed internal scale that may be used within the 50-90% range provided under the proposed amendment. For comparison, the salary scales of the Public Defender, Attorney General, and Maui Prosecutor is attached. Also attached is a 1988 and 1993 study done by the Attorney General.