1. FOP’s INVOLVEMENT In the development of the pay plan for UDC
FRATERNAL ORDER OF POLICE
Lodge 14
January 2017
FOP’s INVOLVEMENT In the development of the
pay plan for UDC
Ken Strong, President / Mike Renckert, AP&P Vice President / Jared Diehl, Corrections Vice President
Holly Neville, Secretary Treasurer / Kelly Atkinson, Executive Director

2. officers and agents in UDC.
FRATERNAL ORDER OF POLICE
Lodge 14
FOP has been at the forefront of leading the charge for better compensation & the development of a salary system to compensate
officers and agents in UDC.

3. FRATERNAL ORDER OF POLICE
Lodge 14
At the present time, officers & agents are compensated in a system ( if you can call it a system ) that determines, through salary surveys by DHRM, the starting pay range and the ending pay range for similar work performed throughout Utah.

4. FRATERNAL ORDER OF POLICE
Lodge 14
If an employee working for the department is within the “pay range”, as determined by the salary survey conducted by DHRM, the employee is considered to be justly compensated for their services irrespective of what others employees, performing similar services, are paid. This is true as long as all employees in a class of workers (i.e. agents) are compensated within the ranges.

5. FRATERNAL ORDER OF POLICE
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Thus, two employees hired at the same time may be placed within the range at different compensation levels, without regards to time in position, and still be deemed to be justly compensated because both employees are within the range!

6. FRATERNAL ORDER OF POLICE
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FOP has fought “hard” to secure a UDC management team open to the development of a true “compensation system”. A system similar to those pay systems currently operating in Davis, Salt Lake, Utah, & Weber counties.

7. FRATERNAL ORDER OF POLICE
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The battle for a fair and equitable compensation system started with lobbying the legislature for increased salary adjustments above and beyond the compensation received by other public employees working for the state of Utah. FOP’s efforts were rewarded and the raises received over the last few years have been among the highest in the history of the department.

8. FRATERNAL ORDER OF POLICE
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However, the monies poured into the range system do nothing to address the inequities and the disparities between compensation of officers and agents working for the state of Utah and their counterparts working in the cities and counties of the state.

9. FRATERNAL ORDER OF POLICE
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Nor does the range system create a career path for these same officers and agents working for the state of Utah!

10. FRATERNAL ORDER OF POLICE
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Thus in late February 2016, FOP, along with Director Cook, met with Governor Herbert in a meeting called by FOP. During that meeting Governor Herbert inquired why the Department was losing so many employees?

11. FRATERNAL ORDER OF POLICE
Lodge 14
FOP’s Executive Director Atkinson shared with the Governor how the current "DRHM system" compares with the career path established by the counties for their law enforcement officers and how there is no incentive for UDC officers or agents to stay because there is no career path.

12. FRATERNAL ORDER OF POLICE
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In that February 2016 meeting, Governor Herbert turned to his staff and stated, “We need to correct this.” As a result, the Governor’s Office of Management & Budget (GOMB) hired an outside consultant to develop a salary system to mirror what is currently in place for counties in Utah.

13. FRATERNAL ORDER OF POLICE
Lodge 14
The reason why FOP & the UDC urged the GOMB to hire an outside consultant was to established credibility for the plan to assist in our efforts to get the legislature to adopt the plan.

14. FRATERNAL ORDER OF POLICE
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This is what the consultant discovered:

15. FRATERNAL ORDER OF POLICE
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The Consultant recommended a pay plan based on desk audits of comparable positions in the four counties. Because there are no AP&P agents working for counties, the consultant surveyed the surrounding states adjacent to Utah to establish a pay scale for agents.

16. FRATERNAL ORDER OF POLICE
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17. FRATERNAL ORDER OF POLICE
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18. FRATERNAL ORDER OF POLICE
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The dilemma faced by FOP is do we work to establish a system which is NOT perfect but is at the very minimum a system with an established career path or do we walk away and continue with the current range system?

19. FRATERNAL ORDER OF POLICE
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If we walk away, we may never have another opportunity to secure a system.
If we have a system, going forward we may challenge the placement of job classes within the system.

20. FRATERNAL ORDER OF POLICE
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In the current range system, no such opportunity exists.

21. FRATERNAL ORDER OF POLICE
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The proposed system costs to implement approximately 5.8 million of the 7.6 million requested by the Governor in his budget.
To implement the proposed salary system is 2.5 million. The other 3.3 million is the result of funding benefits & the proposed 2% adjustment for all UDC employees.

22. FRATERNAL ORDER OF POLICE
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All UDC employees will receive a 2% increase regardless of where they fall in the new salary schedule.

23. FRATERNAL ORDER OF POLICE
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If the career path is adopted by the legislature, UDC would be the ONLY department (except for UHP) to have a salary schedule system in the state of Utah.

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QUESTIONS ?