Historical Perspective: Alamogordo Police Pay and Benefits Evolution – Lessons from the Payne Era and Collective Bargaining in Charter Cities

Alamogordo, NM – As current collective bargaining negotiations with public safety unions remain stalled amid leadership transitions, historical patterns in Alamogordo’s governance reveal persistent tensions over resource allocation, particularly regarding first responder compensation versus economic development incentives. These dynamics have contributed to perceptions of misplaced priorities, where opposition to police pay increases coexists with advocacy for substantial public funding to select private business projects.

During former Mayor Susan Payne’s tenure, she championed a landmark pay increase for first responders, including Alamogordo Police Department (APD) officers, as part of efforts to enhance recruitment, retention, and morale in public safety. This initiative followed a citywide employee salary study and resulted in meaningful improvements to compensation levels, helping address longstanding challenges in staffing and community safety. Payne frequently highlighted her pride in securing these raises for police and fire personnel, crediting them with improved retention of qualified officers and an expanded police presence in the community.

Prior to these adjustments, APD starting salaries were comparatively low for the region, with entry-level or non-certified positions around $16–$18 per hour (approximately $33,000–$37,000 annually) and certified officers in the $17–$20 per hour range (roughly $35,000–$42,000 annually), based on local reports and salary data from the late 2010s. These levels contributed to recruitment difficulties in a competitive market.

Payne’s advocacy faced strong opposition from Commissioners Josh Rardin and Stephen Burnett, who vehemently resisted certain pay increase proposals. Debates during executive sessions reportedly included loud and unprofessional outbursts by Rardin, supported by Burnett, underscoring deep divisions over fiscal priorities and public safety investments.

This resistance to law enforcement pay enhancements stands in contrast to instances where the same commissioners have advocated for significant Local Economic Development Act (LEDA) incentives to private businesses. Notably, in October 2025, a proposal from Echo Johnson (Commissioner Burnett’s sister-in-law and owner of Xtreme Amplitude) sought up to $1.9 million—the full remaining balance in the city’s LEDA fund—for business expansion. City staff recommended a much smaller amount, approximately $460,000, as appropriate. Commissioner Burnett, advised by the city attorney due to the close familial tie that could invite state oversight, ethical concerns, or legal challenges, publicly committed to recusing himself from any related votes to maintain transparency. Commissioner Josh Rardin led the effort to push for the full or substantially higher allocation, lobbying fellow commissioners despite staff guidance, which drew public scrutiny over potential favoritism and the use of taxpayer funds for a project with limited projected job creation (e.g., 12 part-time positions).

Such episodes fuel broader concerns about insider and “good ole boy” influences in Alamogordo governance. Reports describe entrenched networks and political factions—often linked to Commissioners Rardin and Burnett—that prioritize connections and select private interests over broader community needs, including public safety. This pattern has been cited in undermining first responder morale, delaying reforms, and eroding trust by favoring insider political favors for a few at the expense of equitable resource distribution and departmental stability.

Current Pay, Bonus, and Benefit Structure

Following Payne’s successful championing against longstanding insider networks and fiscal resistance, APD compensation has seen substantial progress. As of early 2026 data from job postings, salary aggregators, and city-related sources, average police officer salaries range from approximately $57,000 to $59,200 annually (around $27–$28.46 per hour). Starting or entry-level pay for certified officers typically falls in the $26–$28 per hour range (roughly $54,000–$58,000 annually), with uncertified trainees or recruits starting lower (e.g., around $20 per hour in some postings, though certified entry is higher). These figures represent a notable increase from pre-Payne levels, aiding competitiveness in recruitment.

Additional incentives include specialty pay (e.g., for detectives, SROs, K-9, bilingual, fitness, or education bonuses), take-home vehicles (with policies like 65-mile radius in some announcements), uniform allowances, and potential overtime opportunities. Benefits generally encompass standard public employee packages such as health insurance, retirement through the Public Employees Retirement Association (PERA) under the Municipal Police Plan, paid leave, and life/disability coverage. State-level programs like New Mexico’s Law Enforcement Retention Fund provide stipends (e.g., 5% of base salary at certain service milestones) for certified officers, which can supplement local agreements.

In New Mexico charter cities like Alamogordo, collective bargaining under the Public Employee Bargaining Act (PEBA) allows unions like the Alamogordo Public Safety Officers Association (APSOA) to negotiate wages, benefits, and conditions in good faith, with oversight from the state Public Employee Labor Relations Board (PELRB) or local mechanisms. Outcomes depend heavily on commission support, fiscal constraints, and leadership, where historical opposition to pay equity for officers has highlighted ongoing challenges in balancing public safety priorities with economic development incentives.

These recurring themes—from Payne-era advocacy amid resistance to recent LEDA controversies—illustrate how political dynamics can prioritize select interests over sustained investments in first responders, contributing to morale issues and calls for greater transparency and accountability in resource decisions.

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