Senate Bill 753, the NC Highway Patrol Retention Act, appropriates $40,482,480 from the General Fund in each year of the 2025-2027 biennium to increase compensation for members of the North Carolina State Highway Patrol. The bill is framed as a retention measure and establishes a new statewide pay structure effective July 1, 2025.
The bill creates an experience-based salary schedule for sworn highway patrol officers, starting at $56,000 for new officers and rising through set steps to $105,000 for officers with eight or more years of experience. It also sets fixed annual salaries for sworn employees who are not on the experience-based schedule, including ranks from sergeant through colonel, with salaries ranging from $120,750 to $224,612.
Impact
This bill would amend state compensation policy for the State Highway Patrol by replacing or supplementing existing pay arrangements with a statutory salary schedule funded through the General Fund. It directly affects sworn patrol officers and other sworn Highway Patrol employees by establishing minimum annual salaries tied to experience or rank, and it would require the state to appropriate and maintain the specified funding for the biennium.
Sentiment
Based on the bill’s title and structure, the overall sentiment appears supportive of improving Highway Patrol pay and retention. The bill’s sponsors are all listed as primary sponsors, and the measure is presented as a targeted compensation increase rather than a broader restructuring of law enforcement policy. No committee debate or recorded votes were provided, so there is no evidence in the available record of formal opposition or amendment-driven controversy.
Contention
The main point of potential contention is fiscal: the bill requires a substantial recurring appropriation from the General Fund, which may raise budget concerns even if the policy goal is broadly popular. Another possible issue is whether the proposed salary scale is sufficient, equitable across ranks and experience levels, or competitive enough to address recruitment and retention challenges. Because no transcripts or votes are available, specific objections from legislators, fiscal analysts, or affected stakeholders cannot be identified from the record provided.