The New Ipswich Select Board is considering an increase in police salaries to keep up with state averages and try to retain officers.
During its meeting Tuesday, after discussing the matter with Police Chief Tim Carpenter and comparing New Ipswich’s current pay to state averages, Select Board John Veeser said he’d be in favor of a “radical” change to the department’s salary line. He said he would support Carpenter’s recommended $40,000 increase to the line to bring current officers closer to the state’s average pay.
The police department budget for 2020 was approved at $708,865. Of that, the full time salary budget was $411,655 and the part-time salary budget was $2,578. That does not include benefits or overtime. The department currently has seven officer positions, including the chief.
The average starting pay in the state for a patrol officer is $48,108, which the board said they are currently in line with, but have fallen behind in other categories for more experienced officers.
Carpenter said New Ipswich has been a “training ground,” having to replace 20 officers in the last 18 years. Carpenter said two recent hires had only stayed with the department for less than two years. He suggested the town needed additional incentives, a step pay scale, or other draws or continue to be a “revolving door.”
Select Board Chair David Lage disputed that assessment, noting that several of the officers had left law enforcement all together, and some for reasons other than pay.
“Why would it be a revolving door?” Lage asked.
“It’s not ‘Why would it be a revolving door?’ It is a revolving door. And it’s been a revolving door for a long time,” replied Selectman Shawn Talbot.
Budget Advisory Chair Marc Fortier said the committee has already begun the review process for the police department’s budget, and during its most recent review on Dec. 1, the retention problem had been raised as an issue. Prior to Tuesday’s discussion, the department and Budget Committee had been discussing a 3 percent increase in the salary budget, to accommodate merit raises. Though he was present for part of the discussion Tuesday, Fortier said he couldn’t comment on the strategy before it officially came before the committee.
Carpenter also discussed other potential ways to attract and retain officers, such as sign-on bonuses, long and short-term disability insurance, an insurance opt-out bonus, and a step increase based on time on the job.
Carpenter noted the town of Marlborough recently advertised on the Marlborough, NH Police Department Facebook that it was looking to hire, and offering benefits such as a take-home car program, benefits, a $6,000 hiring bonus for New Hampshire certified officers that stay up to two years, a pay scale/step raise system.
Carpenter said he’d like to attract more established officers, who have already gone through training and have a few years on the job, and are looking for a stable situation, rather than new recruits who are looking to establish themselves and may leave for a higher paying position elsewhere.
Lage said he could support some of those measures, such as a bonus for opting out of the town’s insurance, but not others, particularly step increases, instead favoring a merit-based pay increase, which is the system the town operates on now.
“One thing I’m not advocating is increasing the rate just because they put in the time,” Lage said, saying he’s always preferred increases based upon performance.
The board agreed to review the proposal and the police department’s current salary structure, and revisit the police budget during its next board meeting Tuesday.