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Meet and Confer Minutes - 03/26/2008 MEET AND CONFER CITY OF WICHITA FALLS & WICHITA FALLS POLICE OFFICERS' ASSOCIATION MARCH 26, 2008 PRESENT: Darron J. Leiker, City Manager § Julia Vasquez, First Assistant City Attorney § Dennis Bachman, Police Chief § Jim Dockery, Asst. City Manager/CFO § City Administration Matt Benoit, Assistant City Manager § Tammy Guerra, Human Resources Manager/ § Interim Civil Service Director § R. Kinley Hegglund, Jr., § Senior Assistant City Attorney § Linda Merrill, Recording Secretary § Buddy Alexander, Officer § Kevin Folmar, Officer § Wichita Falls Larry Hogan, Officer § Police Officers' Association Mike Wheat, Officer § Dwight Tiller, Sr. Field Representative § CLEAT I. CALL TO ORDER. Darron Leiker called the meeting to order at 10:00 a.m. He asked that the attendees introduce themselves. II. CITY MEET AND CONFER DISCUSSIONS WITH THE WICHITA FALLS POLICE OFFICERS' ASSOCIATION, AS AUTHORIZED BY CHAPTER 142 OF THE TEXAS LOCAL GOVERNMENT CODE. Mr. Leiker expressed his appreciation to the attendees for their appearance at today's meeting. He stated that the Association provided topics of items to discuss [(1) 20-year retirement, (2) assignment pay, (3) shift differential, and (4) pay increases], and he is willing to hear their concerns. He may not be able to make any commitments due to budgetary constraints, but there may well be items that the staff will study further. Officer Wheat expressed his appreciation for the opportunity to talk with City Management. He then distributed a handout, which he read in full into the record (Attachment 1). MEET & CONFER-CWF & WFPOA MARCH 26, 2008 2 TMRS PLAN UPGRADE The Association believes the City needs to upgrade its TMRS Plan to be competitive in today's marketplace. 1. 20-Year Retirement Out of the 26 TMRS member cities with populations over 100,000, only three cities (including Wichita Falls) require 25 years of service to qualify for retirement. The market standard is 20 years. Of those three cities, only two (one being Wichita Falls) require 10-year vesting. The market standard is five years. Out of 32 member cities with populations from 50,000 to 999,000, only two cities require 25 years of service before retirement. Police officers are plagued with medical and job-related issues, which equate to loss of work and increased medical expenses. Policing is very difficult on the body, psyche, and the institution of marriage. Having the option to retire five years earlier would be invaluable and cost effective. The cost savings to the City would be measurable against the increased cost of the TMRS plan upgrade. 2. Five-Year Vesting Five-year vesting is attractive to retired military members, and those second- career applicants already vested in a separate retirement program. They may be seeking new opportunities, but not necessarily a 10-year investment. However, once they become police officers, they could very well stay longer than they anticipated. There is an abundance of five-year vesting in the market. 3. 75% Updated Service Credits Fifty percent Updated Service Credits (USC) is not the market standard. Wichita Falls is the only TMRS member city with over 100,000 in population that has elected to offer less than 100% USC. However, due to recent funding issues, it is possible that this statistic could reverse itself. If Wichita Falls raises its percentage to 75% while other cities are forced to lower their percentage, it could become more competitive. ASSIGNMENT PAY Officer Kevin Folmar then addressed the issue of police assignment pay. This compensation is incentive pay for duties performed in addition to an officer's regular duties. He distributed Attachment 2, a worksheet entitled Assignment Pay Comparison. The worksheet consists of information obtained from Texas police agencies of similar size that shows assignment pay for Field Training Officers, SWAT teams, bilingual officers, as well as shift differential. Officer Folmar declared that it is no secret that MEET & CONFER-CWF & WFPOA MARCH 26, 2008 3 recruiting and retaining police officers is very competitive. Several agencies offer assignment pay as part of their strategy to recruit qualified applicants. However, the Wichita Falls Police Department offers no such incentive pay. 1. Field Training Officers Field Training Officers (FTO) are responsible for the training, observation, and evaluation of recently commissioned officers. Officers who fill this supervisory role are required to obtain 40 hours of training. This supervision requires a greater workload, more paperwork, and much more liability. Nine out of the thirteen police agencies contacted provide assignment pay for FTO's. 2. Bilingual Officers WFPD officers who are fluent in a second language may be called on by other officers to provide translation services. The WFPD offers no incentive to officers to learn a second language. Five out of the thirteen police agencies contacted provide additional pay to bilingual officers. 3. SWAT The SWAT team is a voluntary group of officers trained in advance weapons and tactics. They operate on a call-out basis where there is increased risk to safety. These officers are required to achieve and maintain a certain level of fitness and training. The WFPD offers no monetary incentive to volunteer for this duty. Two out of the thirteen police agencies contacted provide additional pay to SWAT team members. 4. Intoxilyzer Operators Although this duty is not listed on the Assignment Pay Comparison worksheet, it is nevertheless an added duty that certain officers perform. They are required to take breath specimens on the behalf of other officers who arrest persons for DWI. These Intoxilyzer Operators may be called out when they are not on duty. They are, of course, paid for their time, but there is no incentive to volunteer to perform this task. 5. Hostage Negotiator This is another duty that is not included on the Assignment Pay Comparison worksheet. These officers work alongside the SWAT team on many operations. This is a voluntary duty, and operates on a call-out basis only. 6. Polygraph Examiner The WFPD has two polygraph examiners assigned to CID as part of their normal duties. They conduct polygraph examinations for other officers, and for applicants who MEET & CONFER-CWF & WFPOA MARCH 26, 2008 4 are to be interviewed by Chief Bachman. They have to stop their normal duties and take on this added responsibility, with no incentive to do so. Certification consists of five to six months of training, with on-going education, as well. 7. Clandestine Meth Lab Certification Meth lab certification is obtained through training conducted by the DEA and a private company out of California. Meth labs, which consist of volatile flammable chemicals, have been and continue to be a major problem. A certain level of education and training is necessary in order to work this environment. Basic certification training consists of 40 hours of training; a site safety officer must complete another two- to three-day course. In addition, training is required on an annual basis to maintain certification. The WFPD ensures that its narcotics officers are certified. But as careers evolve, officers may transfer to other divisions. Officer Folmar worked in narcotics for seven years. Although he is no longer in that division, he is still required to maintain his certification and is subject to being called out as necessary. It is in the department's best interests to offer incentive pay to attract the most qualified officers. 8. Shift Differential Shift differential pay is additional compensation to recognize time worked outside of the normal daytime shift. The Wichita Falls Police Department is a 24/7, 365 days per year operation. The City offers no incentive to officers to work these odd hours. Four out of the thirteen police agencies contacted provide shift differential pay. Prioritization Mr. Leiker asked the Association team to prioritize the items on the worksheet, and to provide a dollar amount for those items. Officer Wheat replied that the FTO incentive pay would be the highest priority, followed by shift differential. The Intoxilyzer Operator would be the obvious third highest priority, due to the lack of desire among officers to pursue that position. Officer Folmar also added that SWAT assignment pay would be a high priority. Chief Bachman asked the Association what they would say to a group, such as bilingual officers, that were not as highly prioritized. Officer Wheat said he expects that he may have to defend a decision, but that surveys among the Association had gotten them to this point. Intoxilyzer Operators - Discussion Mr. Leiker asked how many intoxilyzer operators were on the force. Chief Bachman stated there are currently 16 operators. Mr. Leiker noted that this function was not included on the Assignment Pay Comparison, and asked how common it was for other agencies to pay an incentive for it. Officer Folmar said that he would have to MEET & CONFER-CWF & WFPOA MARCH 26, 2008 5 research that issue and get back to him. Mr. Leiker asked Chief Bachman if the Department has trouble filling these positions. Chief Bachman replied affirmatively. Field Training Officers - Discussion Jim Dockery asked how many Field Training Officers there would be at any one time. Officer Wheat replied that would be a decision of the Field Training Commander, but he estimates 18-24 officers. Mr. Dockery said that it would be a fixed number, then, rather than one that would fluctuate. Officer Folmar stated that he was a Field Training Officer when he was assigned to Patrol. His name is still on the Department worksheet, listing him as an FTO. Although he is not currently active as an FTO, that could change, depending upon the number of recruits graduating. The more recruits, of course, would result in the need for more Field Training Officers. Chief Bachman stated the number of Field Training Officers would be stable during any particular training period, which could last three to four months. He is an FTO himself, but he would not expect to be paid if he were not actively conducting this training. Mr. Dockery then assumed that the officers would come on and off of FTO duty. Officer Wheat stated that it would complicate the payroll function; besides, these officers are subject to retraining and staying available to act as Field Training Officers. Chief Bachman said that the Field Training Officer program is critical, and the Department has problems getting qualified people to serve. Mr. Leiker asked if the Department ever assigns people to such positions. Chief Bachman replied affirmatively. Officer Folmar added that the majority of officers are assigned, but assignment pay would give them an incentive to stay current. The beginning phase of the program is extremely labor intensive. The FTO is not only responsible for the rookie's training, but also performs every duty a regular patrol officer performs. As the rookie gains more experience, the FTO will shift more of the workload to him or her. Chief Bachman noted that officers comment on the labor intensive work that is performed by the Field Training Officers, who receive the same amount of pay as those officers who do not perform this training function. Officer Wheat noted that a Field Training Officer is the first step in the rookie's chain of command. The FTO is performing as a supervisor without supervisory compensation. Officer Buddy Alexander added that a Field Training Officer has to do plenty of paperwork in the early stages of training. The FTO actually writes out the reports to show the rookie how they should be written. In addition to that paperwork, the FTO also has to complete daily documentation on the rookie's performance. Mr. Leiker asked if the FTO works overtime to complete this paperwork. Officer Alexander stated the work is completed during regular shift hours. Officer Folmar added that, unless it is an arrest report, the FTO starts over the next day where he left off. A MEET & CONFER—CWF & WFPOA MARCH 26, 2008 6 rookie knows who wants to perform as an FTO and who does not. However, incentive pay just might bring on a better attitude to those who perform this duty. Mr. Leiker asked the Association team if they had a dollar amount in mind for this incentive pay. Officer Wheat replied that $150 per month would stay at market rate. He added that the whole package, and not just one particular benefit, will attract recruits. Shift Differential- Discussion Mr. Leiker then asked whether the Department experiences difficulty attracting officers to work the second or third shift. Chief Bachman noted that at one time it was difficult, but it is not as severe now due to the hybrid or power shift. The officers get to select their shift, based on seniority. Mr. Leiker asked if the seniority-based system would still be used, if more money was paid to officers who served on the second or third shift. Officer Alexander noted that there are certain officers who have more seniority who choose the second shift, rather than the day shift, because it was a benefit to them. Officer Wheat added that the power shift has been wonderful, but seniority still rules, and is a benefit of civil service. Officer Folmar stated that the shift differential is not as big a priority, provided that the current power shift is still in existence. Chief Bachman noted that once officers get seniority, they get the shift they want. He agrees that working nights does take officers away from family activities, and is more tiresome on the body. Officer Wheat agreed, adding that officers can also suffer the added expense of having to take care of children during those hours, if he or she is a single parent. SALARY ISSUES Officer Alexander then addressed salaries. He distributed three handouts (Attachments 3-5). Attachment 4 lists the 12 cities used in comparison by monetary value order; Attachment 5 lists the comparison cities alphabetically. Officer Alexander explained that on Attachment 3, the Association took the average monthly salary of the 12 cities ($3,751 .50) and added to that a 5% pay increase ($3,939.08). This salary would be ranked at number 6 on Attachment 4. The Association then gave a 5% increase to the WFPD base monthly salary of $3,367, bringing it to $3,535.35. The Department's salary ranking then moves to number 8 out of 12. The City of Odessa is ranked at number 12. Based upon Meet and Confer negotiations, as of April 1 , their base salary will be $3,383 per month, putting them even with #10, Midland. Law enforcement is a competitive market. Not many people want to be officers, and die for the amount of money they make. The Department's salaries need to be MEET & CONFER-CWF & WFPOA MARCH 26, 2008 7 competitive in the market. The base rate is what will get people's attention at recruiting seminars or on the Internet. The Association is not asking for salary increases to put them in the top three; they are asking only to be in the upper average or middle. He remembers when he first came on duty; officers were being asked to work extra shifts due to lack of manpower. He is 12 years older now, and no longer wants to work extra shifts. The uniform, vest, belt and equipment is heavy. However, if Wichita Falls does not become more competitive, he fears those days may return. They do not expect an answer from the City today. They are asking for a pay raise not just for the benefit of existing officers, but also to help the City in the future. Wichita Falls is losing some of its officers to agencies listed in this comparison, due to wages paid. It is hard to replace them. Officer Larry Hogan stated that he came here as a lateral hire after serving 10 years in another department. He had to take a cut in pay to come here, and most people would not do that. However, he grew up here and wanted to return to this area. He noted there were 10 people in his lateral academy; now, only two of them remain. The others went to markets that paid a better salary. Officer Wheat added that an officer's net salary is important, and a lot of cities do not advertise their salaries in that way. The WFPD base pay is below average, and so is the net pay. This issue needs to be addressed, as the Department is a main cog in the wheel of keeping the City attractive and a good marketplace. Salary Issues— Discussion Mr. Dockery asked for specifics on the term "average base pay." He asked if that were a compilation of active members, and divisions of those active members' base pay salaries. Officer Alexander stated it is a beginning officer's pay. Officer Folmar added that it is the salary of a "day one" police officer. Mr. Dockery stated that the experts the City hired a couple of years ago felt the economic index was an important factor in performing salary studies. That is not taken into account in the Association's survey. It may be an arguable point, but it is something that should be kept in mind. Officer Folmar stated that the Association is not asking to be number one on the salary comparison. Officer Wheat added that recruits don't ask themselves about the cost of living in one city versus another. Mr. Dockery asked how other cities handle lateral hires. He remarked that no one would want to come here with 10-15 years experience and start at the "A" step. He asked the Association to consider where they would want to slot people coming into Wichita Falls. Officer Wheat said that was a good reason for this process. MEET & CONFER-CWF & WFPOA MARCH 26, 2008 8 Julia Vasquez opined that recruiting is an up-and-coming issue. Civil Service prevents the City from doing a lot of things, such as having a traveling recruitment and testing process. Civil Service requires a test be administered with two or more people in a room. If not for that restriction, the City could pull a van up to the Wal-Mart parking lot, ask people if they want to become a police officer, and administer the test to them there in the van. They would be put on the eligibility list and the process would begin. Both sides need to think about this, and what to do to help increase recruitment. She assumes that the Odessa Meet and Confer negotiations were based on a certain amount of bargaining. Ms. Vasquez asked what was given in exchange for the salary increase. CLEAT representative Dwight Tiller stated it was not a Meet and Confer agreement; there was an 18% across the board raise. At issue was a critical lack of manpower. The City initially offered, in lieu of the issue going to the voters, a 5% raise for entry-level officers and corporals who had three years of service. They then sweetened the pot through informal Meet and Confer negotiations, offering a 6% raise for corporals, 3% for sergeants, and 2% for all ranks above sergeant. This brought the Odessa Police Department salaries even with those of Midland's Police Department. In addition, they have implemented a step plan that goes into effect in 2010. He acknowledged the competitiveness of today's market. There had been an unwritten rule that Midland never raided Odessa's police force, but now they do. Lubbock never tried to get Abilene's officers, yet now Lubbock has billboards and TV spots trying to lure officers from Abilene. Budget Issues Mr. Leiker expressed his appreciation to the Association team for the discussion and information provided; it was apparent to him that they had done their homework. City staff will review the material, and it is a good time for this information to be provided, as the City is about to enter into budget preparation. However, he expressed disappointment that all of the issues discussed today come with a price tag. He had hoped there may be some items requested that would not have a budgetary impact. The City will experience a very challenging budget year. The closing of the Vetrotex plant will have a direct economic impact on revenue of $750,000 per year on the General Fund side, not to mention the loss of water/sewer/refuse funds. The closing of the Delphi plant is another blow. It appears that Wichita Falls has weathered the real estate market storm, but that has definitely experienced a slow down. The City has been fortunate that sales tax revenues have increased, as well as valuations. This allows the tax rate to remain constant. But all of these items coming together spell a tough budget year. He likened it to a perfect storm. There is also the issue of the retirement health insurance. No decisions have yet been made, but there may need to be some cuts made to benefits. This decision will likely be made this summer, with the changes to take place in January 2009. MEET & CONFER—CWF & WFPOA MARCH 26, 2008 9 In addition, to keep TMRS benefit levels the same, the City will have to find at least $200,000 more each year. Jim Dockery explained that the City will need to increase TMRS funding by $1 .6 million per year, but will be allowed to phase in that increase over an eight-year period, resulting in an increase of $200,000 in this next budget year. Mr. Leiker hopes the City can absorb that funding requirement into its budget. If that cost cannot be absorbed, however, two items that may help to offset that expense are (1) a decrease in or elimination of Updated Service Credits, and (2) the withholding of a cost-of-living adjustment. The City will be very conscious of the numbers provided by the Association. In addition, it is sensitive to the challenges of recruitment. Wichita Falls has made a lot of improvements in this area and will continue to do so. One consideration may be to bring laterals in at a more fair step, but that action is restricted under civil service laws. He doesn't want to leave the Association with the impression that there are no funds to do any of the requests, but it will be a difficult budget year. Officer Wheat stated the Association was told to keep their presentation to four points. They hope to come back in April with follow-up information to any of these points. There are other items they can discuss that would take little or no money, but they kept their discussion at the four points. They understand this is a challenging budget year. But he also pointed out that at times a new light is shown during a perfect storm, as alluded to by Mr. Leiker. When people and companies locate to an area, they look at the quality of life — crime rate, education, city services, and culture. If the City invests in its officers, it helps to make the city more attractive. Everyone has a stake in investing in the future. If other cities have to make a reduction in TMRS benefits, and Wichita Falls makes a small investment, it would make this area more competitive. If the City does nothing, it remains on the low rung. Wichita Falls set the bar in 1999-2000 when the Association fought for a pay referendum; other cities have been fighting to keep up. They've adjusted, and now Wichita Falls is fighting to stay competitive. He expressed the Association's willingness to meet again to clarify or bring additional information if necessary. Mr. Leiker stated that if clarification is needed, it may not require another formal meeting. Officer Folmar declared that the Association team represents the entire Association. The survey results were what was presented today. He hopes to come back at subsequent meetings with items that won't affect the budget. Officer Wheat added that the Association is happy to continue this process. He noted that lateral cost savings is a process on which both sides must agree. It costs $50,000 to $60,000 to get a new trainee through training and out onto the street. He said there are cities in the Metroplex who are paying a $10,000 signing bonus to lateral hires to avoid that trainee cost. MEET & CONFER—CWF & WFPOA MARCH 26, 2008 10 Mr. Leiker noted that it is important to compare the cities on the Waters Group study against Wichita Falls. Those are the cities that the City Council chooses to compare with Wichita Falls. It is important to have an apples-to-apples comparison. He again expressed his appreciation to the attendees for their time. III. ADJOURN. The meeting was adjourned at 11 :12 a.m. MEET & CONFER—CWF&WFPOA MARCH 26, 2008 11 Wichita Falls Police Officers Association 3229 Inclustri1i tyr.W'ichitA Falls,Texas 76306 Policing our community with pride! 4 A 7 7 t. v.¢ �.v We compete daily with those cities who are putting forth every effort to attract the very best of everything,to include their employees. In today's world each and every city is a market place in itself. its customer is the citizen and its product is the service for which it provides. Each city's future lies with the successful attraction and retention of new citizens that arc capable,concerned, and taxpaying. Of those citizens you expect new industry and improved quality of life to follow. To make all of this happen,each and every city vying to be at the top of the market place will seek to build its city accordingly_ In order to grow a city,you must grow its services. In doing so,each city makes a committed investment in to its own future. The first line of a successful city government begins with a modern,capable,and fully equipped Police department. in order to have a quality Police department we must have the ability to recruit and retain the same qualified applicants as those cities we would ourselves call successful. We, the WFPOA,believe that by working together with the city of Wichita Falls' leadership we can truly become a competitive Police Department and therefore a vital part in the positive growth of our beloved city. A survey taken of the WFPOA membership resulted in a list of several valuable points of improvement that our members feel can be made to the department., Of those points our team has developed a list of four key objectives for the Meet and Confer process. The following recommendations by the WFPOA represent what we believe to be the fairest,equitable, representative,and competitive option in today's current maritet place. First recommendation: a TMRS plan upgrade *finking in to cclktode'ratiwn the proposed rhorlge.s to TMRS member ctltes contributions) The plan-. 5 yrs(rested)/ age 60, 20 yrs retirement/any age with 7561. Updated Service Credits(ISCZ Why twenty years? Out of the t0 TMRS member cities withh populations over 100,000 we are one ot'only three cities that maintain a 25 year requirement to retire before sixty years of age. The nnrrket siuuelard l.s 20 years. Of that three,we are one of only two cities that require vesting to he postponed for 10 years. The market standard is 5 years. For your further consideration:Of the thirty-two member cities with populations from 50,000 to 99,999 there are only two cities with 25 year requirements Market is 20 years),but those two have chosen 5 year vesting. There are two separate cities that chose 10 year vesting(market is 5 years),hut they have adopted the 20 year retirement option. I MEET & CONFER—CWF & WFPOA MARCH 26, 2008 12 Wichita Falls Police Officers Association 3229 Industrial Dr.Wichita Falls,Texas 76306 1'olicirr' our ccmmunifv with pride! 44. k � Another important point to be made lot a 20 year retirement option is the medical cost benefit to the city and the police officer. For those officers plagued with medical issues and job related complications causing loss of work and increased medical expenses for the city,the option of retiring five years earlier can he considered invaluable and cost effective.The cost savings to the self-insured city would be measurable against the increase cost of a TMRS plan upgrade. Policing has proven itself to be very difficult on the human body, the human psyche,and the institution of marriage_ Why 5 year vesting? Although,the above explanation speaks for itself further support would be the added attractiveness 5 year vesting lends to retired military or second career applicants already vested in a separate retirement program or member city. Second career applicants are seeking a new opportunity,but not always a required 10 year commitment. Once a part of the department that hosts 5 year vesting most applicants stay for a longer period of time than they had anticipated. With competing cities we do not have an equal opportunity to lure this type of valuable applicant to our city due to the abundance of 5 year vesting in the market. Why 75% Updated Service t"rediis([-'SC)? Our current 50%USC is clearly not market. We are the only TMRS member city with a population over ]0t).000 that elected a(t`SC)of less than 100%. This is not competitive fir our department, Although, with recent funding issues arising out of suggested contribution increases for TMRS member cities it is possible that we could see this statistic reverse itself. There is still a great opportunity to achieve competitiveness from this possible situation. Before the funding issues created the possibility of competing member cities reducing their plans,we had no option hot to increase our(USC)to 100%to be at market. It is safe to say there is a possibility of other competitor member cities lowering their(USC). By increasing our(USC)to 75% we run the possibility of averaging up with less cost than before citing there is a decrease in competing rnernbe l c itics` plan, In this scenario we would at least achieve a higher competitive position than if we elected to do nothing. MEET & CONFER-CWF & WFPOA MARCH 26, 2008 13 I, ,173 Tli * m 2E III * co tea amp L 6 * c C Il] C c * `° Q, tlr0. -a.r o in 0 al Cr) CD Op in Ili in 1n re I ay * , * * N V ar @O C 4--0 C, 03 3 a Q j Lc+l Gl c� CD o - c3 0 o o ci o o CD to Ctn. -VI a.- o Ci 1n tn. i!} -k . •Ln tn- . --'- e �, 4 to a �f,. c C 0 , _ c CL $ 1Mro I 3 ca ` m cD Cy O o ci C7 C3 c. ca c] 2 n p C 3 VIv a C E o ._ a r . c VI�. t n r, dlt C 0 re C C EtZ tu o 0 0 0 0 CD Q C) 0 CI. r,.y C) N R C tri !-1 , M x--1 C0 !AA_ it l- c c Le u m E • V w .0 -0 Q m C 0_ 0 C w +v c aE 46 o n, 0 ^p CLal t4 •W ,, o C6 VI In _ f4 L ti C Y to $ u "' * * * Sib u N * aF * * • +Q 4Jh M 7 l _ 3 2 'E 2 ca > * * * * * MEET & CONFER—CWF & WFPOA MARCH 26, 2008 14 MONTHLY SALARY $ 4,257.00 $ 4,256.00 $ 4,142.00 $ 4,074.00 $ 4,024 00 $ 4,011.00 $ 3,797.00 3,398.00 $ 3,386.00 $ 3,383.00 $ 3,311,00 $ 2,977.00 $ 3,751.50 AVERAGE OF ABOVE SALARIES $ 3,939.08 AVG SALARY WITH A 5% INCREASE $ 3,367,00 WFPD current 5°•b Increase $ 3,535.35 AVG SALARY WITH A 5% INCREASE 3 MEET & CONFER-CWF&WFPOA MARCH 26, 2008 15 I HITA FALLS $3367 MONTH} 1 .CARROLLTON- $4257 ".GRAND PRAIR1E-$4256 3.IRVING- $41.42 4.GARLAND- $4074 .McKINNE - S4024 6.D EN TON- $4011 7.LUBBOCK- $3797 8.WACO- $3393 9.AMARILLO- $3388 10.MIDLAND- $3383 11 .ABILENE- $3311 12.ODEA- $2977 4 MEET & CONFER-CWF & WFPOA MARCH 26, 2008 16 POLICE SALARY St : RVEY 12 SURVEY CITIES 1 . ABILENE - $3311 - MONTH 03/08 2. AMARILLO - $3388 - MONTH 03/08 3. CARROLLTON - S4257-MONTH 03/08 4. DENTON - $4011 - MONTH 03/08 5. GARLAND - S4074 -MONTH 03/08 6.CiRAND PRA1R1E-S4256-MONTH 03/08 7. IRVING - S4142 - MONTH 03/08 8. LUBBOCK - S.3797 - MONTH 03/08 9. - S4024 - MONTH 0 10. MIDLAND - 3383 - MONTH 11 . ODESSA - $2977 - MONTH 3/08 12. WACO - $3393 - MONTH 03/08 5