WHAT WE OFFER
PCSO PAY PLAN
At the Pitkin County Sheriff's Office, we are committed to fairness, transparency, and valuing the dedication of our team members. Our compensation structure reflects this commitment, offering:
- Step-in-Grade Plan – Designed for sworn, non-exempt operational positions in Patrol & Detentions, ensuring predictable, structured pay progression.
- Open Range Plan – Applied to exempt & non-exempt administrative positions, providing flexibility while maintaining competitive compensation.
We believe in recognizing experience, performance, and commitment—because those who serve our community deserve a compensation plan that supports their growth.
STEP-IN-GRADE DETAILS
- Structured Progression: Predictable pay increases tied to tenure, performance, and professional development.
- Competitive Compensation: Annual market reviews ensure our pay remains aligned with industry standards.
- Recognition of Experience: Lateral hires are placed appropriately based on their prior experience.
This plan reflects our commitment to supporting your growth and rewarding your hard work. Join us and take the next step in your law enforcement career!
Explore Our Step-In-Grade Pay Plan
Click "Review Our 2025 Pay Plan" to view the full 2025 Step-In-Grade Pay Plan. This plan outlines the structured pay progression for each role within the Pitkin County Sheriff’s Office, giving you a clear understanding of salary growth potential based on tenure and performance.
Progression through the step plan is contingent on employees being in good standing with the office at their anniversary. Additionally, annual increases are subject to market and economic factors, which may impact how adjustments are provided.
What Is A Step Plan?
A step plan is a structured pay system that determines employee pay. Employees progress through predetermined pay levels ("steps") based on specific criteria, such as years of service, performance, or additional qualifications/milestones. Each step corresponds to a higher pay rate, providing predictable, incremental raises.
Our current annual, defined increase between steps is 3.5%, with some exceptions. Review the step plan pay grades above for a comprehensive view of our pay system.
How Do We Place New Deputies On The Step Plan?
Placement on the PCSO Step Plan is determined by evaluating a candidate’s relevant experience to ensure fairness and consistency.
Key Terms
- External Lateral Hire: Candidates from outside PCSO with prior Direct or Related Experience.
- Internal Lateral Hire: Current PCSO employees applying for a different position within the office.
- Years of Service (YOS): Prior experience calculated as:
- Direct Experience (1:1): Full credit for directly related roles (e.g., patrol officer, detective).
- Related Experience (0.5:1): Half credit for roles in related fields (e.g., corrections, military law enforcement).
This structured approach ensures accurate placement based on verified prior experience.
Review our comprehensive step plan placement guidelines below.