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SALARIES

The third area of concern in the four part plan is keeping the law enforcement officers this County has such a large investment in. Every officer who leaves the Sheriff’s Department and goes to another agency due to sub-standard salary costs the tax payers thousands in investment. The County paid a company to do a survey using Las Cruces Police Department, New Mexico State Police, El Paso Sheriff’s Department and El Paso Police Department. All local agencies found within 50 miles of our County seat. What was determined? Well, that our salary range was nowhere close to those used to compare against, yet the very departments we compete against for quality officers. The County response well we at least want to be in the 37% of comparison. What did the company say to the County? Well basically you cannot be competitive at that range.

We did our own survey with the very departments identified and have added a graph reflecting the differences. By the way since this study was done agencies we compared to have taken substantial increases.

The bottom line is if we can’t keep quality officers here then we lose even more in County investment which move to other competitive agencies. The answer was in the GRT earmark. Sufficient monies are available to bring the Dona Ana County Sheriff’s Department salaries up to the bottom of the four used in comparison, that being Las Cruces Police Department. Interesting the plan was only to attempt parity with LCPD not boost up to the top paid of the four.

By the way the County also did a study for pay ranges for their senior staff as well. Same company was used but an interesting difference was found.  You can see this difference within the slide presented here.

The bottom line is if we can’t keep quality officers here then we lose even more in County investment which move to other competitive agencies. The answer was in the GRT earmark. Sufficient monies are available to bring the Dona Ana County Sheriff’s Department salaries up to the bottom of the four used in comparison, that being Las Cruces Police Department. Interesting the plan was only to attempt parity with LCPD not boost up to the top paid of the four.

By the way the County also did a study for pay ranges for their senior staff as well. Same company was used but an interesting difference was found.  You can see this difference within the slide presented here.

Survey-Method
Findings
Entering-Cadets
Career-Intervals

We will help you find the difference. Rather than looking at the same 50 mile range for comparisons they used the states of AZ, TX, NM, and UT. In addition check out the percentile used for these employees, that’s right 50% was used not 37% like for public safety. One final observation they used both public and private companies for the comparison.

Now if we use Commissioner Garrett’s and other County officials fairness model, it would appear the study should have used the same agencies and the same 37% they identified for public safety when evaluating salary upgrades for management. Let your County representatives know the 1/8th GRT was earmarked for public safety and if not used for its intended purpose then give it back to the citizens it was taken from without public vote. Let them know Public Safety is a priority and if they cannot get behind your safety and help keep quality men and women in your Sheriff’s Department then its time they were replaced with representatives who will.