Some departments do not publish their salary step structures, while others do not offer step increases at all, instead relying on cost-of-living (COL) adjustments, market-based raises, or merit increases.

Additionally, some departments have step increases that do not align directly with years of service.

Example: Plano PD has a step increase at 18 months, but it is not included in this table.

For departments with step programs, it is often unclear whether steps correspond directly with years of service (e.g., Step 1 = Year 1, Step 2 = Year 2) or follow a different structure (e.g., Step 1 = Year 1, Step 2 = Year 3, etc.).

Overtime-Based Salaries

Some departments structure their base salaries around built-in overtime.

Examples:

• DPS Troopers' pay is based on a 50-hour workweek.
• Some departments use 84-hour pay periods instead of the standard 80 hours, with the additional four hours paid as straight time or overtime.

Lump Sum Payments at Top-Out

A few departments provide lump-sum payments when an officer reaches the top of the pay scale. These lump sums are listed in the salary table but may not be guaranteed.

Examples:

• Frisco PD – Potential 4% lump sum ($107,024.00) based on performance and annual budget.
• Allen PD – 4% merit lump sum ($110,244.12).

Important Notes

• This data reflects officer pay only and does not include salaries for ranks such as Corporal, Sergeant, Lieutenant, Captain, or Chief.
• The table includes starting pay for certified officers only. Pay for non-certified officers or those in the academy may be lower and is not included to ensure fair comparisons.
• Speaking with current officers and participating in a ride-out is highly recommended to get firsthand insights.
• Use the tabs at the bottom of the salary table for different sorting options.

For the best experience, view the table on a desktop monitor. Use the "Download Salary Table" button to download the full table.