Primary Department: Fire Marshal
Primary Department Head/Elected Official: Laurie L. Christensen
Secondary Department: Choose an item.
Secondary Department Head/Elected Official:
Regular or Supplemental RCA: Regular RCA
Type of Request: Position
Project ID (if applicable):
Vendor/Entity Legal Name (if applicable):
MWBE Contracted Goal (if applicable):
MWBE Current Participation (if applicable):
Justification for 0% MWBE Participation Goal: N/A - Goal not applicable to request
Grant Indirect Costs Rate (if applicable):
Justification for 0% Grant Indirect Costs Rate (if applicable): N/A - Not a grant item
Request Summary (Agenda Caption):
title
Request for approval to align the Harris County Fire Marshal’s Office (HCFMO) law enforcement pay scale with the Harris County Law Enforcement Salary Plan to ensure consistency with other Harris County law enforcement agencies and support the County’s established law enforcement pay parity structure effective June 13, 2026.
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Background and Discussion:
Harris County has implemented a pay-parity structure for law enforcement personnel to ensure consistent, competitive compensation across agencies. As part of this effort, law enforcement agencies within the County operate under compensation structures designed to support parity-based adjustments and long-term alignment.
HCFMO law enforcement personnel are currently compensated under a separate pay structure. While this structure has supported current operations, it does not mirror the compensation models used by other law enforcement agencies within Harris County.
As Harris County continues to implement and maintain pay parity, aligning HCFMO’s law enforcement pay scale with those used by other County law enforcement agencies will ensure consistency in how compensation adjustments are applied over time. This alignment will support the County’s parity framework by providing a standardized structure that allows HCFMO personnel to be compensated in a manner consistent with other law enforcement personnel as parity-related adjustments and benchmarks are implemented.
This request is intended to establish a consistent compensation framework moving forward, ensuring HCFMO remains aligned with Harris County law enforcement compensation practices and is positioned to effectively implement future parity-related adjustments.
Expected Impact:
Ensures compliance with Texas law-enforcement pay-parity requirements for affected employees.
Alternative Options:
None
County Strategic Plan Goal: Choose an item.
County Strategic Plan Objective: Choose an item.
Justice/Safety Initiative (Goal 1): Choose an item.
Infrastructure Initiative (Goal 2): Choose an item.
Economy Initiative (Goal 3): Choose an item.
Health Initiative (Goal 4): Choose an item.
Climate/Resilience Initiative (Goal 5): Choose an item.
Housing Initiative (Goal 6): Choose an item.
Additional notes related to the Strategic Plan:
Prior Court Action (if any):
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Precinct(s): Choose an item.
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Fiscal and Personnel Summary |
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HCFMO LE’s |
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Total Existing Budget |
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Additional Budget Request (Requires Fiscal Review Request Form) |
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Total Funding Sources |
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Grants - Proposed Budget (For Grants Items only) |
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Local Match Source - Existing Budget: Choose an item. |
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Local Match Source - Additional Budget Request: Choose an item. |
$ |
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Grant Funds Applied for/Awarded (Total) |
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Personnel (Fill out section only if requesting new Position Control Numbers (PCN)s) |
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Current Position Count for Service |
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Additional Positions Request |
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Total Personnel |
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County Attorney’s Office Legal Review (for Harris County Code Items only) |
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CAO Reviewer Name and Title |
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CAO Review Completion Date |
Click or tap to enter a date. |
Anticipated Court Date: 6/11/2026
Anticipated Implementation Date (if different from Court date): 6/13/2026
Emergency/Disaster Recovery Note: Not an emergency, disaster, or ARPA related item
Contact(s) name, title, department: Tanisher Spiller, HR Manager, Fire Marshal’s Office
Attachments (if applicable): HCFMO LE Pay Structure, LESP Add request_12 New Classifications, Relevant Job Descriptions