We would also like to thank other area police associations, both individually and combined, for their involvement in the vetting process. These associations include McKinney, Frisco, Plano, Allen and other smaller agency representatives. A unified voice for all agencies will help ensure a stronger voice in local issues for employees, and a safer community for the citizens we protect.

Candidates were given the opportunity to submit information concerning their candidacy to the CCDA endorsement committee. Input about these candidates was also received from employees of all affected departments.

Please visit our main site to view the list of endorsed candidates.

The CCDA will soon be posting candidate bios for most of these candidates, some of who attended our recent candidate forum. Please familiarize yourself with these candidates and participate in our upcoming poll on the secure side of our website at www.ccdatx.com.

Your feedback is important on these races. The CCDA will finalize endorsements on the evening of December 15^th.

The Collin County Deputies Association and it’s members would like to say Thank you to all of the participants of the recent golf tournament benefit on September 9^th.  The benefit, a four man scramble, was planned to assist three members of the Collin County Sheriff’s Office who are currently suffering from serious medical conditions and in need of costly treatments.  The tournament was a huge success due to the overwhelming turnout and generosity of the citizens of this county.

As a result of this tournament, we were able to raise over sixteen thousand dollars that will be disbursed to the members to assist in paying for cancer treatments and expanded medical costs.

It takes an enormous amount of preperation to hold a tournament of this size, and without everyone from the golf participants to the sponsors, this event couldn’t have taken place. Due to the huge success of this event, we were all able to make a difference in a time of need. The sponsors, businesses, volunteers, players and citizens for this event were tremendously helpful, and for that, our association and it’s members are extremely grateful..

Civil Service Passes 296-35

On 09-20-2011, Collin County Sheriff’s Office employees were given the opportunity to vote on a measure for the creation of a Sheriff’s Office civil service system. The results were 296-‘For’, and 35-‘Against’. The results were taken from only those who voted, not of the total of employees employed by the Sheriff’s Office.

Section 158.032 of the Texas Local Government Code states that a sheriff’s department in a county with a population of more than 500,000 may create a civil service system.

The population numbers are derived from the 2010 census report, which put the population of Collin County at 782341. The number could not be used by Collin County for the civil service vote until September 1 of this year. This vote was open only to employees of the Sheriff’s Office; the general public was not involved.

Today’s vote was held at the Sheriff’s department under the supervision of the Collin County Election’s Office. After totaling the votes, Elections Director Sharon Rowe contacted Judge Keith Self and Sheriff Terry Box with the final results. The results were then posted on the door of the room where voting took place.

There has been no word as to when the civil service system will be implemented. Normally, as with other newly created systems, it goes in to effect at the beginning of the fiscal year. In the case of Collin County, the new fiscal year begins on October 1, 2011.

What does civil service mean to employees? The actual rules adopted by the Collin County civil service commission have not yet been published. However, under state law, the commission shall adopt, publish, and enforce rules regarding:

(1)  the definition of a county employee;

(2)  selection and classification of county employees;

(3)  competitive examinations;

(4)  promotions, seniority, and tenure;

(5)  layoffs and dismissals;

(6)  disciplinary actions;

(7)  grievance procedures;  and

(8)  other matters relating to the selection of county

employees and the procedural and substantive rights, advancement,

benefits, and working conditions of county employees.

The commission will be comprised of three individuals who are appointed by the Sheriff, County Judge and the District Attorney. As soon as we hear, we will inform our members when civil service is scheduled to be implemented and what rules the Collin County Civil Service Commission adopts.

The CCDA would like to thank Dick Brock, Jaclyn Kerbow, David Russell, TMPA, and all of our members who assisted in getting this opportunity to vote in front of Sheriff’s Office employees.

The vote to create a Sheriff’s Office civil service system is tomorrow, Tuesday, September 20 between 0600 and 1500 hrs. The location is the detention training room located at the Sheriff’s Office.

The results of the vote will be posted here after the poll is closed at 3:00pm. You can also check online on the county elections website.

One of the five fundamental factors in Sun Tzu’s ‘The Art of War’, is that a leader must have the will of the people behind him or he will fail. It states that all warfare is deception and to use timing and momentum. The deception is laid out before you; this issue of salary increases was already voted on and passed, so the timing is suspect. The momentum is the exploitation of the publics’ resistance to big government policies of the Democrat held White House. Collin County employees are not the enemy, and we are not at war.

I will vote against the proposed Fiscal Year 2012 Collin County budget on Monday at the 1:30 PM Commissioners Court session. This is the final vote to approve the budget.

My NO vote will be based on the long-term impacts of the proposed two-tier salary structure and overall salary increases; 2 percent for some employees and 3 percent for others. Voting against a county budget is not a decision that I take lightly. Self also stated “ In the proposed budget that will receive a final vote on September 19, some salaries go up by 3 percent, others by only 2 percent for supposedly equal job responsibilities.” – Keith Self

This salary structure is not “two-tier” as Judge Self would have you believe. He fails to include the specifics of this proposal. It is actually a two-category salary structure; one is set up for law enforcement at 3% and the other for non-law enforcement employees at 2%.  This structure is no different than those of other counties and municipalities nation wide. Because there is no private sector comparison for law enforcement, the court, at the direction of Judge Self, directed Human Resources Director Cynthia Jacobson to make a comparison of law enforcement salaries of similar counties in the state.

The agencies used for this study were Ft.Bend, Montgomery, Williamson, Denton and Tarrant counties, as well as local municipal agencies Plano, Allen, McKinney, Frisco and Wylie. When the comparisons came in, it was determined that Collin County law enforcement was in the middle of the pay comparisons. It was also shown that the length of time for a deputy sheriff, for example, to reach top ‘step’ at the current rate, would be sixteen (16) years. Each year that passes, law enforcement personnel fall further behind their counterparts in other agencies.

The “equal job responsibilities” is addresses later on in this article.

During this year’s budget discussions, there were five different motions before the proposed raises passed by a 3-2 vote. I only voted FOR the first motion – a 1.5 percent pay-for-performance (PFP) increase across the board, matching CPI. I believe that in light of the county economic situation and the uncertainty of the national economic future, Collin County should not give a 2% and 3% pay raise this year, and I disagree with ANY two-tier salary structure.- Keith Self

To be clear, a PFP raise of 3, 2 or even 1.5% is not absolute. The correct way to put it is up to the listed percentage. Most employees will not see an increase in salary at any of the proposed percentages. Pay for Performance is just that, pay for performance. If an employee exceeds in all categories set forth by their department, they would receive the maximum amount. At 1.5%, most employees would rate as average and receive .75%. At 2%, an employee would receive 1% and at 3%, an employee would receive 1.5% at an average performance rate.

Again, this is NOT a “two-tiered salary structure” and it is not giving certain employees a higher percentage of pay over others who perform the same function. Judge Self has stated, repeatedly, that the pay and benefits of Collin County employees should reflect those in the private sector. Keep in mind that these employees cannot increase their earnings by producing more widgets or soliciting more customers. The salary and benefits of these employees are at the mercy of the Commissioner’s Court. There is no private sector comparison for Law Enforcement, so they must be compared to other like agencies.

Isn’t it the American way that the harder you work, the more you earn? Isn’t that the definition of Pay for Performance? Law enforcement quotas are illegal, so there is a reason that police are paid differently than non-law enforcement employees.

Judge Self said in a previous letter to his ‘friends’, “Tarrant, Dallas, and Denton counties had ZERO pay raises for the last TWO years.  Same with the cities of McKinney and Plano.” Once again, he fails to mention that these agencies are including salary increases for FY2012. 

He failed to mention these agencies that he directed HR to include in the salary survey. Tarrant County for instance, is giving their county employees a 3% raise saying it was in line with salary increases county wide. Plano increased overall police salaries by 1.5%. Williamson County is raising their non-law enforcement salaries 2.5% and Law Enforcement by 3%.   Denton County voted to increase employee and elected official salaries by 2%.  Frisco is raising merit based pay for non-law enforcement by 3% and Law Enforcement by 3%. McKinney is increasing police and fire employee salaries by 2%.  Wylie is increasing police and non-law enforcement salaries by 2%. Bexar County also voted in a 2% employee salary increase. Victoria County raised their employee salaries by 4%.
There are some great elements in this budget, namely the decision to pay down our unfunded liability in the retirement plan, which frees up several million dollars every year, and the tax break for new businesses that we are current designing with help from our cities. But we must consider what our citizens are experiencing. And my vote is NOT based on the performance of county employees. – Keith Self

Judge Self forgot to mention the half million dollar savings from the elimination of retired employee health care. Nevertheless-

Here is what Collin County residence are actually experiencing:

Frisco –  http://www.friscoedc.com/community-profile/business-climate

One of the fastest growing communities in Texas, Frisco’s population has grown 210 percent since 2000. Supported by strong infrastructure, exceptional leadership and quality commercial developments, Frisco has been recognized by Money Magazine as one of the top 100 places to live in the United States. This infrastructure supports an exceptional community and an extraordinary quality of life. Offering a strong economy through diversification, corporate vitality and quality of life, Frisco is proud to be known as a city with progress in motion.

Allen- http://www.allentx.com/request-a-customized-demographics-report/

Allen’s appealing demographics have spurred along record-breaking growth. The population of approximately 85,460 is expanding with an estimated 2.8% growth rate and is anticipated to reach 90,000 by the year 2011.

McKinnney-

http://www.mckinneyedc.com/doing_business_in_mckinney/demographics.htm

McKinney is the county seat of Collin County, one of the wealthiest counties in the USA. The current population for Collin County, per the 2010 Census, is 782,341, a 59% increase from 2000 (US Census, 2010). The numbers make Collin County:

• The third fastest growing county in Texas
• The 13th fastest growing county in the U.S.
• The 6th most populous county in Texas
• The wealthiest county in Texas

Plano- http://www.planotexas.org/The-Plano-Story.aspx

Plano, with a 2011 population of over 261,000, is a prosperous place.  In 2008, the City received national attention as being the nation’s Most Affluent City and Best City to Create Wealth.

Plano, unlike other affluent locations, is affordable. It has low taxes, housing prices and unemployment compared to most metros in the U.S. The Plano Independent School District is nationally regarded and provides an education comparable in quality to many top private schools.

Plano, unlike other affluent locations, is affordable. It has low taxes, housing prices and unemployment compared to most metros in the U.S. The Plano Independent School District is nationally regarded and provides an education comparable in quality to many top private schools.

As I wrote in earlier posts; 2010 Collin County private sector wages declined by 1.8 percent, our unemployment rate is now 7.7 percent (as of September 16), we have almost 33,000 citizens unemployed, the 2010 Consumer Price Index (CPI) increase was only 1.5 percent, our tax base increased by only 1.2 percent, and average home values are at the 2007 level. In January 2008, the unemployment rate was 3.9 percent. It is now 7.7 percent. You may read the entire post at http://www.keithself.com/ on my September 11 entry.* – Keith Self

* There is something inherently wrong with a public official campaigning against law enforcement on the tenth anniversary of the 9/11 terrorists attacks. This is a great example of the lack of respect Judge Keith Self  has for Collin County law enforcement.

Our Governor and presidential candidate Rick Perry boasts that 40% of all jobs created in the United States over the past two years were created in Texas.  The 2011 Culpepper Salary Increase Budget Update Survey reports an average pay increase of 2.9% for private sector employees and a 3.2% pay increase for private sector employees who work for companies with 100 or less employees.  Only 5% of companies participating in the survey report that they plan on freezing employee salaries.  The U.S. Bureau of Labor Statistics reports that Houston area private sector employees received on the average a 3.7% pay increase in 2011.

County pay increased 24.5 percent over the past six years with a pay raise every year; and some positions got higher percentages. Almost 25 percent over six years, including the disastrous years since 2008. This figure includes only PFP during transition from “step” increases. “Steps” were higher. The comprehensive compensation study done this year showed that the county pays well. – Keith Self

Judge Self may have inadvertently left out the percent increase for his own Human Resource Director who has seen a 35% pay increase since 2006 and a whopping 75% increase since 2001. In fact, according to texastribune.org, the Collin County HR Director is the fourth highest paid HR director statewide. That includes cities, counties and school districts. Her salary, which is set by Judge Self, is higher than the HR Director for the City of Houston who employees hundreds of employees versus the dozen or so that’s on staff here.

The time it takes for a deputy to get from the bottom of the pay range to the top of the pay range is twice as long as the majority of agencies across the state. At our average pay raise over the last five years, it will take a deputy 16 years to get to the top of his pay range. Most other departments guarantee reaching the top of the pay range in 7 years and only a few go as high as 10 years.  This means that our deputies start falling behind after only two years of service. The pay disparity among deputies, at the Collin County Sheriff’s office, increases rapidly each year.

Judge Self has stated that he disagrees that some employees are paid differently than others who do the same job? Deputies now, being only just few years apart in service, see a huge difference is the salary they earn. One deputy could be earning 65k, while another earns 51k. With PFP, you do the math, the gap will never close.


To be clear, I believe that the proposed pay raises indicate a government taking care of itself over its citizens. As I wrote before, government should be of the people, by the people, and for the people; not above the people.- Keith Self

That’s a very strong conclusion for someone who ‘earns’ $131,991 plus benefits each year. For a quick comparison of salaries for County Judges; the Tarrant County Judge earns $139,245, Bexar County Judge earns $121,318, Denton County Judge earns $103,485. It appears Judge Keith Self is well taken care of by the citizens of Collin County. And of the people? Check the tax rolls and you’ll find the majority of Collin County employees paying their fair share of property taxes. Of course, to Judge Self, employees aren’t the people.

I am writing only to let you know how I will vote; I have no illusions that the budget will change significantly. A majority of the court is committed to the two-tier salary structure and automatic pay raises. – Keith Self

The only “illusions” have been the ones that Judge Self has conjured up for the citizens of Collin County. Folks need to look further than what he says and look at the details. Collin County has a strong and growing economy and nobody needs, or wants, the leader of Collin County government making such disparaging remarks for personal gain.

The following links further disprove Self’s theory of economic gloom here in the fastest growing county in Texas, and one of the top growth counties in America.

The United States Bureau of Labor Statistics,

Chance of Salary Bump Bigger Here – Houston Chronicle

Employers to Hike Pay – CNN Money

You May See a Slightly Bigger Paycheck in 2012 – LifeInc on Today

Moderate Pay Raises on Tap for U.S. Workers – Towers Watson

Survey Indicates Modest Improvement in Pay Increases for 2012 – HR.BLR.com

In conclusion, the Collin County Deputies Association resents Judge Keith Self’s constant assaults on all employees’ pay and benefits by his use of misinformation and by omitting important facts. Another principle of Sun Tzu states to move only when you see an advantage and there is something to gain. Only fight if a position is critical.  Keith Self is indeed taking advantage of county employees if for no other reason than to gain in political stature. Is this position critical? Only if you’re a county employee whose leader has turned the populous against them.

Our nation has suffered a tremendous economic blow since 2008.  Unemployment is high and business is suffering.  However, what is going on in Texas?

Since 2000, Texas has seen a population increase of over 20%.  Our Governor and presidential candidate Rick Perry boasts that 40% of all jobs created in the United States over the past two years were created in Texas.  The 2011 Culpepper Salary Increase Budget Update Survey reports an average pay increase of 2.9% for private sector employees and a 3.2% pay increase for private sector employees who work for companies with 100 or less employees.  Only 5% of companies participating in the survey report that they plan on freezing employee salaries.  The U.S. Bureau of Labor Statistics reports that Houston area private sector employees received on the average a 3.7% pay increase in 2011.

There are some municipalities and counties in the surrounding area that have not given employees a pay increase for the past 2 or 3 years.  Those cities and counties are the same ones where tax revenues are consistently less than operating costs it only makes sense to not give employees a raise.  What about cities and counties that are not having financial difficulties?

Tarrant County has been considering a 3% pay increase for their employees.  Victoria County has given their employees a 4% pay increase for the 2012FY.  Even Collin County’s head of human resources has shown municipalities in Collin County that have recently given their employees pay increase.

However, what about the controversy surrounding giving Collin County law enforcement employees up to a 3% pay increase and non-law enforcement employees up to a 2% increase in pay?  First, we say “up to” because Collin County uses a system called “Pay for Performance” in which employees receive up to a maximum percentage increase in pay based on a subjective system of evaluating an employee’s work performance.  So, no employee is guaranteed the maximum pay increase and you’ll be hard pressed to find any employee receiving the maximum due to how the system is designed.  Second, when we say “law enforcement employees” we refer to employees who have no private sector comparison.

The issue was raised that you will be hard pressed to find any law enforcement employees in Texas or in the United States that are on a “Pay for Performance” system and rightfully so.  How do you rate the performance of a police officer or a deputy sheriff?  Do we set illegal quotas for traffic citations?  Do we want every person arrested who is seen walking in the roadway where a sidewalk is provided or for parking on the wrong side of the road?

Most law enforcement employees have a set schedule of pay increases with a pre-determined percentage increase.  However, those increases are not necessarily automatic.  Many are considered “merit increases”.  Public sector employees are hired with the understanding that there is an entry level salary and a “top out” or maximum salary.  Pay step increases are a schedule that raises the employee’s salary from entry level to top out usually in about 5 to 8 years and only if they merit it.  Once an employee “tops out” they are no longer eligible for step raises.

How can the Collin County Commissioners fairly increase law enforcement employees’ salaries on the Pay for Performance system when their counterparts are reaching the top of their salary range in 5 – 8 years?  Three of our County Commissioners felt that the best way to do this was to increase the maximum Pay for Performance salary increase up to 3% instead of up to the 2% non-law enforcement employees.  The question remains: “Is that fair to non-law enforcement employees?”

This is not a question of equal pay for equal responsibilities.  There is no private sector comparison for law enforcement employees, only other than other law enforcement employees.  There is a significantly high risk of life and limb for law enforcement employees.  As a nation we all realized this on September 11^th, 2001 when 37 New York Port Authority Police Officers, 23 New York City Police Officers, and 341 New York City Firefighters gave their lives in the line of duty.

 On Sunday, September 11^th, 2011 we honored their memories and recognized our strength as a nation.  Buildings fell, but America did not.  It is morning, again, in America.  In the aftermath we have seen Texas’ population grow by some 20% and create 40% of all new jobs in America in the past two years.  It is morning, again, in Texas.

“We have so many people who can’t see a fat man standing beside a thin one without coming to the conclusion the fat man got that way by taking advantage of the thin one.” – Ronald Reagan, October 27^th, 1964

Pursuant to section 158.033 of the Local Government Code, Judge Keith Self has set the Collin County Sheriff’s Office civil service vote for September 20, 2011. The vote will take place in the Sheriff’s Office detention training room, located at 4300 Community Ave, between 6:00am and 3:00pm. Any person still in line to vote at 3:00pm will be allowed to cast their vote. Voting will be in person only, no absentee voting will be allowed. All of those employed by the Sheriff, sworn and non-sworn, will be allowed to vote. You do not have to be a member of CCDA and you do not have to be a uniformed employee to vote.

The Collin County Elections Administrator will administer the vote and Human resources will provide a list of eligible employees to the Elections Administrator. If you have a question as to your eligibility, please check with the Administrator on the day of the vote.

Voter privacy shall be maintained and, in the case of paper ballots, the employee shall choose their ballot from a random selection. The results will be tabulated by the election workers and only after the polls close and the voters have left the voting area.

The ballot proposition will read: “Creation of a sheriff’s department civil service system” and allow votes “For” and “Against”. Results can be released to anyone, but the original vote totals need to be filed with the County Judge.

According to Sharon Rowe with Colllin County Elections, the following steps will be the process for conducting the vote:

• There will be five (5) electronic voting booths available for voters.
• Each employee will be verified, by elections staff, by matching their name to a list of employees.
• The Sheriff’s Office employee will cast their vote using one of five touch screen voting machines.
• There will  be two (2) choices from which to choose, “For” or “Against”
• There are no other measures onn the ballot.
• Once the above voting process is complete, the votes will be electronically tabulated.
• After compiling the results, the Election Administrator will contact the County Judge first, then contact the Sheriff, giving them the results.
• The final results will be posted on the door.
• It is estimated that the time between the last vote and the results being posted will be approximately thirty (30) minutes.

Please contact CCDA President Joe Wright at jwright@ccdatx.com, or Collin County Elections Administrator Sharon Rowe at election@collincountytx.gov for questions or concerns.
Download:
Collin County Sheriffs Dept Election.pdf