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Police chief asks council for pay competitiveness, staffing and equipment as city grows
Summary
The police chief briefed council on recruitment and retention challenges, requested a lateral pay program, field‑training officer compensation, additional lieutenant and detective resources, and equipment including patrol rifles, shields and vehicle refits to keep pace with regional agencies as population rises.
The Josephine police chief addressed the council about staffing, compensation and equipment needs tied to rapid local growth.
The chief said regional competition for officers — including Collin County and nearby cities — is intense and recommended several changes to make Josephine more competitive. Recommendations included a lateral pay structure that would allow experienced officers to enter at higher steps (for example step 3 or step 5 depending on certifications and years of service), higher top‑end pay to reduce turnover, and establishment of field training officer (FTO) pay or other compensation for officers who take on training responsibilities.
Operational requests included an additional lieutenant position to separate patrol and administrative responsibilities, adding patrol personnel to ensure consistent supervisory coverage across shifts, and a second investigator/public‑information position to reduce the investigative workload. The chief also requested equipment upgrades (rifles, spare/retired vehicles refurbished for investigations or admin use, and ballistic shields for patrol cars) and recommended repainting and refitting older cars rather than purchasing new units when feasible.
Council members asked for formal proposals on lateral pay scales and specific FTO pay amounts; one councilmember suggested reviewing grant options for some equipment purchases such as shields. The chief said some equipment purchases are pending grant cycles and that the department has already ordered new pistols (expected in May) and lights/holsters.
Why it matters: Police staffing and retention affect public safety coverage, response times and recruitment costs as the city and service area grow.
What’s next: Council requested written proposals with pay tables and FTO compensation numbers for review in budget planning and asked staff to return with updated recruitment and retention metrics.
