| Dear Senator/Representative, I’m following up on our compensation crisis overview, this email focuses on the financially crippling effect of low pay on our uniformed Troopers. The Permanent Compensation Disadvantage The structural decision to offer no step increases ensures that our Troopers, who rank 44th* of 49 states (Hawaii does not have a Highway Patrol agency), are locked into a permanently insufficient base pay. *Since my last email, Wyoming State Trooper compensation has slipped from 43rd, to 44th of the 49 states. The Biggest Deficit is Mid-Career: The Trooper II rank has the most severe lag at 27.1%. (Pg. 16) This means that once a Trooper completes their initial training and gains a few years of valuable experience, their pay is far less competitive than the regional average, creating a powerful financial incentive for them to leave Wyoming. The Financial Gap: The 27.1% lag for a Trooper II translates to an annual financial deficit of $18,966 compared to the average regional pay target. Leadership Deficit: Even leadership positions are lagging substantially. The average Sergeant is 20.6% behind the market target. The average Lieutenant is 19.6% behind the market target, and even our Captains are 13.9% behind. (Pgs. 16&17) This is the woefully inadequate compensation we offer to personnel who are vital to keeping Wyoming roadways and commerce open and operating in all types of Wyoming weather. We cannot ask our Troopers to risk their lives on the highway while simultaneously guaranteeing they will fall further behind financially each year. To stabilize our workforce, the need for drastic action is underscored by the fact that the Troopers’ required average increase (20.10%) is one of the highest figures across state employee classifications. I again respectfully ask for your support of the Governor’s budget proposal to bring our compensation to the 2024 Market Policy Position (MPP). |
| Sincerely, Matt Arnell President Wyoming Highway Patrol Association |
