recruited by other agencies at the academy with the emphasis on salary. This salary equity will
assist us in retaining those diverse officers. This funding request will help provide salary equity
in the amount of $1000 per month to 12 officers. Between Human Resources and payroll I have
been advised that it will cost approximately $195,984 per year for the salary increases. We are
able to restructure within the police department and contribute approximately $46,000 towards
the equity alignment. We would then have the parking fund supply $100,000 towards the equity
alignment and the request of $50,000 would make up the amount needed. Having the parking
fund supply $100,000 is not a sustainable solution but a viable one at this point.
2. How does this use align with the University’s strategic plan? Specifically, how will these funds support one or more of CWU’s core themes? a. Teaching and Learning
b. Inclusiveness and Diversity There has been no time in the history of our department that we have had two women and one
Hispanic officer. Not only are we excited to have two women on staff we recruited Officer
Beleche. Officer Beleche is a great example to all students at CWU of what can be achieved with
hard work. He was born in Mexico, came to the US, attended CWU as a Trio student and
graduated with a degree in law and justice. In looking at becoming a HSI I believe that it is
important to recruit and retain individuals of a diverse background. These funds will be used to
help us in retaining Officer Beleche and the others. We have lost two officers recently to other
agencies locally, and when asked, it was due to the salary inequity.
c. Scholarship and Creative Expression
d. Public Service and Community Engagement
e. Resource Development and Stewardship
These funds also support the fifth theme by supporting a safe and secure learning environment.
A theory that I go by is if it’s predictable it’s preventable. If we don’t fund the salary equity for
the officers we will end up with a revolving door at your police department. What does that
mean to you? Well it would mean that we couldn’t provide the level of service that you have
come to expect. We recently had an officer leave the department in November 2016 for the
stated reason of being able to provide for his family. We replaced his position on September 1,
2017. The new officer left in October to attend the police academy and be back to us in late
February 2018. Once they arrive back they go through a field training course in which field
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