FY19 Allocation Increase Request Form
Unit: University Police and Parking Services
Budget Owner: Jason Berthon-Koch
Budget Owner E-mail Address: jason.berthon-koch@cwu.edu FY19 Allocation Increase Amount: $50,000 One-time
$50,000 Continuous
All requests should also include a full itemized budget breakdown for the previous 3 years as well as the forecasted budget for FY19. These will be provided to you by January 10, 2018. Requests shall be no longer than 5 pages, not including the required budget breakdown, the forecasted FY19 budget or the required cover sheet. Completed Budget Summit PowerPoints, Budget Reports and Allocation Increase Requests are due to Linda Hoff by 5:00p.m., January 26, 2018.
1. What will the funds be used for?
This request will assist in obtaining salary equity adjustments for CWU police officers. In early
2013, CWU Human Resources provided a salary comparison between CWU PD and other local
police agencies. That comparison found that CWU officers are paid below that of other local
departments. In 2017, Human Resources again conducted a salary comparison between CWU PD
and other local police agencies. The second comparison also found that officers were paid an
average of $1291 per month less than the average of local agencies. This does not take in account
the incentive pay that the other agencies pay. The average CWU PD officer would make an
additional $320 per month in incentive pay. This shows base pay alone is not the only gap that
we need to adjust for.
Published surveys and reports show the national average of police officers to student ratio falls
between 1.4 to 3 depending on several factors. There seems to be a trend that states that the
average is 1.8 officers to student ratio. If that holds true, at CWU we would need to have 19
officers. We are currently staffed with 12 officers with one of them on extended military leave
and two of them attending the police academy.
Recruiting officers is a difficult task when you are on the lower scale of wages. Once they are
recruited it then takes us about one year to get them through the academy and field training
program, so they can be on their own. I am concerned that if officer salaries continue to fall
behind market, we stand a greater chance of losing more officers to other agencies. We have
already lost two officers to other agencies and upon their departure they indicated that it was due
to the difference in wage that they could get at the other agency. We currently have been able to
recruit diverse officers and we want to keep them here. If the past holds true, they are being
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