704 – Compensation for Deputies

I. Purpose

This policy is intended to set clear expectations for compensation among Harris County Sheriff’s Office (HCSO) deputies licensed by the Texas Commission on Law Enforcement (TCOLE).

II. Definitions

Deputy: A full-time regular employee who is qualified under TCOLE regulations for appointment as a peace officer and who works as a peace officer in their duties for HCSO. This designation excludes the elected Sheriff but includes all other qualified employees regardless of their ranks.

Entry-Level Deputy: An HCSO deputy who either (1) was never licensed by TCOLE for appointment as a peace officer prior to their hiring date at HCSO or (2) was licensed by TCOLE as a peace officer prior to their hiring date at HCSO but who had a disqualifying break in service immediately prior to their hiring date at HCSO.

Break in Harris County Service: Any period of more than seven calendar days — other than a valid Leave of Absence — during which a person is not employed by Harris County. A deputy who would otherwise be considered a county lateral deputy shall be considered a non-county lateral deputy if a break in Harris County service immediately precedes their hiring date at HCSO.

County Lateral Deputy: A deputy hired by HCSO who (1) most recently worked as a full-time regular peace officer with a different Harris County agency or department and (2) has not had a break in Harris County service immediately prior to their hiring date at HCSO.

These deputies may come from agencies or departments traditionally considered to handle law enforcement matters, such as the Harris County District Attorney’s Office, the Harris County Fire Marshal’s Office or any of the Harris County Constable’s Offices. They may also come from agencies or departments not traditionally considered to handle law enforcement matters — such as the Harris County Attorney’s Office — as long as they were licensed by TCOLE for appointment as a peace officer and worked as a peace officer in a full-time regular capacity for that agency or department.

Credit for Service: A courtesy extended to non-county lateral deputies that grants additional pay based on their previous service as full-time regular peace officers at other agencies or departments prior to their employment with HCSO. Credit for service does not apply to seniority or benefits eligibility and it is only for pay purposes.

Disqualifying Break in Service: For deputies newly hired by HCSO, a disqualifying break in service is a period of time during which the newly hired deputy did not work as a full-time regular peace officer and which HCSO considers to be significant enough to require the deputy begin their HCSO employment as an entry-level deputy rather than a lateral deputy. This period is calculated backwards from the deputy’s hiring date at HCSO and varies based on the length of the deputy’s service as a full-time regular peace officer before joining HCSO:

Prior Length of Service as
Full-Time Regular Peace Officer Disqualifying
Break in Service
10 years or more 5 years
5¬–10 years 3 years
2–5 years 2 years
1–2 years 180 days

Non-County Lateral Deputy: A deputy hired by HCSO who was licensed by TCOLE as a peace officer and worked for at least 365 calendar days as a full-time regular peace officer — for an employer other than a Harris County agency or department — without a disqualifying break in service prior to their hiring date at HCSO.

III. Policy

HCSO is committed to acting with transparency and reliability in all aspects of its mission. This includes setting clear expectations about compensation for its employees.

IV. Procedure

1. Credit for Service
   1. County lateral deputies shall maintain their most recent pay step upon being hired by HCSO.
   2. Non-county lateral deputies shall receive service credit for up to five years of service at any one agency. Credit shall be issued based on the agency with the longest continuous service.
2. All newly hired or current employees selected to attend HCSO’s Basic Peace Officer Course (BPOC) will be considered cadets for job-classification and pay purposes until they are offered an entry-level deputy classification upon hire.
3. Salary Schedule

   Job Classification Pay Step Service Months

   Cadet

   1 0–23
   2 24–35
   3 36–71
   4 72–95
   5 96–143
   6 144+

   
   Deputy

   1 0–23
   2 24–35
   3 36–59
   4 60–71
   5 72–83
   6 84–119
   7 120–143
   8 144–203
   9 204+

   Accident Investigator

   1 36–71
   2 72–119
   3 120–143
   4 144–203
   5 204+

   Crime Scene Investigator

   1 36–71
   2 72–119
   3 120–143
   4 144–203
   5 204+

   Detective

   1 36–71
   2 72–119
   3 120–143
   4 144–203
   5 204+

   Sergeant

   1 36–71
   2 72–119
   3 120–143
   4 144–203
   5 204+

   Lieutenant

   1 72–119
   2 120–143
   3 144–203
   4 204+

   Captain

   1 108–119
   2 120–143
   3 144–203
   4 204+

References

Harris Cnty. Hum. Res. & Talent, Personnel Policies & Procedures, § 1 (2024).

Revision

This policy has been revised on the below listed dates:

November 24, 2025 (Technical Changes)