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OBSERVATIONS
January 16, 2020 |
 |
 Wingate Lassiter |
Should Smithfield's police officers
get pay
raises while others don't?
James Coleman is a Smithfield resident who came here 15 years ago to work at Johnston Memorial Hospital as its HR director (that's what they call folks nowadays who hold the position we once called "personnel manager").
Now retired, he read about Town Manager Mike Scott's plea for an immediate hike in pay for Smithfield's police officers and the Town Council's apparent reluctance to act on the manager's request. As a concerned citizen, he submitted a statement to the council this week that makes the case for adjusting police salaries ahead of other employees on the town's payroll.
"What I have l learned in 40 years of HR administration is that all compensation programs are short-term. They must respond to changes in the recruiting environment," Mr. Coleman wrote.
"I can appreciate the concern of the council to act in a fiscally responsible manner and in fairness and equity to all staff," he continued. "However, if we want to continue to experience a decreasing crime rate and provide for the safety of our citizens, we may have to offer above-average compensation for some positions.
"Investment in the front line of public safety is essential to the well-being of our community. It will provide tangible and intangible dividends to the town. A 12% vacancy rate in sworn officers is not in keeping with maintaining a safe community," Mr. Coleman warned.
In other words, "you get what you pay for," and "you don't get what you don't pay for" --- whether you're talking about salaries for police officers, or school teachers, or any other employee that provides an essential public service.
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