In Montgomery County, “Back the Blue” is more than just a slogan on a bumper sticker. It is a governing philosophy.
As your County Judge, I have always believed that the primary responsibility of local government is public safety. If our families aren’t safe in their homes, and our business owners aren’t safe in their shops, nothing else matters.
Recently, our community faced a silent threat. Neighboring counties and large municipal agencies began aggressively raising police salaries, threatening to poach our best-trained deputies and constables. We faced a choice: watch our seasoned officers leave for higher paychecks in Harris County, or stand up and fight to keep them here.
I am proud to announce that Montgomery County chose to fight.
The Challenge: A Competitive Market
In 2024, the City of Houston announced a massive pay increase for their police force, creating a wage gap that threatened to drain talent from Montgomery County. We know that training a deputy costs taxpayers thousands of dollars. Losing that investment – and the years of experience that go with it – is not just bad for public safety; it is bad for the bottom line.
We could not sit by and let Montgomery County become a training ground for Harris County agencies.
The Solution: The Pay Parity Plan
Leading the charge with the Commissioners Court, we approved a comprehensive Law Enforcement Pay Parity Plan as part of the FY 2025-2026 budget. This was a decisive move to ensure our Sheriff’s Deputies, Constables, and Fire Marshals are paid what they are worth.
Key Highlights of the Plan:
- Competitive Starting Salaries: We raised the starting pay for law enforcement officers from approximately $60,500 to nearly $71,000. This ensures we attract the best new recruits right out of the academy.
- Retaining Experience: The plan includes a 4-year stepping scale designed to stay ahead of regional competitors. This rewards loyalty and ensures that experienced deputies – the ones who know our neighborhoods best – stay patrolling our streets.
- County-Wide Impact: This raise wasn’t just for one department; it lifted up officers across the Sheriff’s Office, all Constable Precincts, and the Fire Marshal’s office.
A Culture of Deterrence
Why is this investment so critical? Because in Montgomery County, we maintain a culture of deterrence.
While other areas may have experimented with “defunding” or demoralizing their police, we have taken the opposite approach. We want criminals to know that if they cross the county line into Montgomery County, they will be caught, they will be prosecuted, and they will face justice.
You cannot maintain that culture without a fully staffed, highly motivated, and well-compensated law enforcement team.
Fiscal Responsibility in Action
Some might ask, “Is this fiscally conservative?” The answer is a resounding YES.
High turnover is expensive. It costs taxpayers immense amounts of money to recruit, background check, and train new officers. By investing in competitive salaries now, we stop the revolving door. We save money on recruitment costs and, more importantly, we prevent the “invisible cost” of rising crime rates that drive down property values and drive away business.
Keeping Montgomery County Safe
I want to thank the Commissioners Court, Sheriff Wesley Doolittle, and our Constables Philip Cash, David Eason, Ryan Gable, Rowdy Hayden, and Chris Jones for working together to make this happen.
To our men and women in uniform: We see you, we appreciate you, and we have your back.
As long as I am your County Judge, Montgomery County will remain a place where law enforcement is respected, fully funded, and empowered to do their job.
