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Lower police turnover worth higher taxes?

By Barry Merrill
NL Publisher

30 May 2007 — Should Princeton be concerned more about low pay for their police officers, or taxpayers who might object to raises of as much as 8.4%?

That framed much of the debate earlier this month as the town board wrestled over the budget for the fiscal year that begins July 1.

While the discussions are expected to continue Monday night at the second half of the monthly town board meeting, the board has set a public hearing for Monday, June 18 to officially get public comment on the various issues surrounding the budget.

Commissioner Walter Martin suggested that Princeton was continuing to fall behind other area agencies in police pay, and was in danger of becoming little more than a training ground for other departments.

Town Clerk Marla Ashworth has prepared, as per the budget guidelines, an increase in the pay schedule for the town, factoring in a cost of living adjustment (COLA) of 3.4%. She is basing that increase on the Consumer Price Index (CPI) for the Southern urban US.

The pay plan also calls for merit increases which reward employees for growing in their responsibilities and competence, called steps, within a job description. These increases pay 2.5% each step, and allow increases of one or two steps or up to 5% annually.

All non-police personnel would not be eligible for merit increases this year under the proposed restructuring of several positions, and given new hires in the maintenance department. Mrs. Ashworth would move to a Town Administrator position, and Asst. Town Clerk Kay Earp would move to Town Clerk. The two people in the maintenance department are both considered new hires this year. As each would not have a year in their positions as proposed, none are eligible for merit increases.

Last year the town board approved a 3.6% COLA, but failed to fund any merit increases. The year before it was 2.5%, 2.3% the previous year, and 1.3% the year before that.

Mrs. Ashworth says that unless the town increases pay under the COLA, employees will be working for less in real dollars than they were paid the previous year. She says gas prices are a big component to last year’s and this year’s increase.

She also says that if good employees are not rewarded for the extra effort to do good work for the town, they will either stop trying harder or move on to an employer who will pay them. She believes the town should pay to retain good employees.

Mayor Don Rains affirmed the importance of merit pay in this budget, but he argued that raises of 8.5% would not be popular. He also spoke to limiting merit increases to 2.5%.

He also questioned whether the town should be using 3.4% for the COLA. He noted that Johnston County is using 2.5%, as well as Triangle J Council of Governments, while Smithfield is using 2.1%.

Mrs. Ashworth noted that many are using a 2.5% number, but defends the fairness of the CPI number.

She also believes the town should stand behind the pay structure that they have developed. She noted that the structure was built surveying other similar municipalities and what they are paying for similar positions, and if used, offers employees the expectation of fair pay for the work they do. If the town does not fund increases in the pay structure, the town will fall further behind other municipalities.

Police Chief Eddie Lewis recognizes the difficulty the town board faces with limited funds, but says no pay increase to his good officers drives morale down. “They need at least a little something.”

Chief Lewis teaches law enforcement courses at both Johnston Community College and Wayne Community College, and that relationship with students has helped the town land some good young officers. The chief talks with them about the value of working in a small department and getting experience in different areas.

He works to make sure he is a good employer. “I try to call every officer during every shift to let him know that I care about him and he is not stuck out there and forgotten.” He also shows up when he is least expected.

“I know I am going to lose some after two years because they can make so much more elsewhere,” he says.

Both regular patrol officers currently working for the town were former students of the chief’s.

Princeton’s current good fortune recruiting young officers may change, as Chief Lewis expects to retire in three more years. While he isn’t saying he wants to quit completely, and he probably will continue to teach, he probably won’t be working as long or as hard.

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