NOTE: As provided in LFC policy, this report is intended for use by the standing finance committees of the legislature.  The Legislative Finance Committee does not assume responsibility for the accuracy of the information in this report when used in any other situation.

The LFC is only preparing FIRs on bills referred to the Senate Finance Committee, the Senate Ways and Means Committee, the House Appropriations and Finance Committee and the House Taxation and Revenue Committee. The chief clerks are responsible for preparing and issuing all other bill analyses.

Only the most recent FIR version, excluding attachments, is available on the Intranet. Previously issued FIRs and attachments may be obtained from the LFC office in Room 416 of the State Capitol Building.

(Parenthesis ( ) Indicate Expenditure Decreases)

Duplicates/Conflicts with/Companion to/Relates to HB 9, HB 10 and SB 15

SOURCES OF INFORMATION

LFC Files

SUMMARY

Synopsis of Bill

HB13 Appropriates from the general fund to the Department of Public Safety one hundred eighty-six thousand dollars ($186,000) for the purpose of increasing special investigation salaries to achieve parity with state police officer salaries. Also, any unexpended or unencumbered balance remaining at the end of the fiscal year 2000 shall revert to the general fund.

FISCAL IMPLICATIONS

Increases personal services and employee benefits within the Special Investigations Division. This analyst questions how the $186,000 was calculated. Clearly there is a difference in job duties and classification. If the intention of this bill is to achieve officer parity with state police officers, HB13 does not include the commissioned officers of the Motor Transportation Division.

OTHER SUBSTANTIVE ISSUES

During the past interim, the issue of salary parity was discussed with the LFC. There is an existing debate as to whether or not there is equity amongst commissioned officers. Officers in the Special Investigations Division believe their salaries should directly correlate with those of state police officers. Also, officers from the Motor Transportation Division of DPS believe that parity should exist amongst the other officers within the agency. State Police Officers have expressed that they are unique and follow different training and classes therefor the salary increase which occurred in July, 1998 is substantiated.

The following information is from a brief provided to the LFC during the fall:

State Police Salary and Compensation Program. Effective July 11, 1998, DPS implemented a new personnel policy which establishes a Salary and Compensation Program for state police officers. The plan addresses issues such as:

Entrance Salary Anniversary Salary Increase

Salary Upon Promotion Salary Upon Demotion (punitive)

Pilot Certification Compensation Agent's Incentive Pay

Special Incentive Pay Shift Differential

Salary Upon Reclassification Salary Upon Reinstatement

Relocation Stipend Certification Waiver

Implementation Methodology

New/Ongoing Initiatives With Regard to the Pay Plan. The current salary pay plan provides step increases at roughly 3% increments. In order for the pay system to continue to be effective, the legislature's appropriation would need to be consistent with the incremental step increases within the pay plan. DPS is requesting $300.9 to fund the increase. Recognizing this may obligate future legislative actions, the DPS reports they are not pursuing an option to amend the current statute eliminating the mandate of a step within salary ranges.

At the August 1998 hearing, it was presented that the state police officer pay plan has created a stir within the DPS and with the inclusion of the MTD officers, and there was a realistic chance that DPS would request commissioned officer equity. DPS reported that they will not pursue this option at this time.

LAT/njw