Investigative Report: A Look at First Responder Pay and Staffing Data Following April Incident

On April 11, 2026 Del Rio Police Officer Alexis Ramos was shot and injured while responding to a call in the 900 block of E 10th St. Since then, the Del Rio Community has been sharing their thoughts on how the City of Del Rio pays, recruits, and keeps our first responders. The shooting started an online conversation with residents, current, retired, and former police officers all concerned that the department’s pay scale isn’t competitive enough.

According to the City Administration, compensation for both the Del Rio Police Department and Del Rio Fire Department is determined through formal negotiations between a designated city management team and the respective employee associations. The police association collaborates with the Combined Law Enforcement Associations of Texas to manage it’s labor matters, while the fire department works alongside a parallel professional organization.

During these discussions between the associations and the city, the association is the one who could initiate pay requests and conducting independent market studies to compare Del Rio’s compensation rates with municipalities both in the area and of similar size (There are more factors that are used to determine who they compare themselves too but this is what was shared with us at this time) The city’s negotiation team then revises and verifies the findings of these market studies to determine that the adjustments are financially feasible. It should be noted that a formal market study has not been completed in recent years. The City Administration did share that while the negotiating team works toward an agreement, the Del Rio City Council maintains the final authority to approve or deny any proposed salary or structural changes.

Data regarding officer separation rates indicates a trend in departures connected to compensation over the last few years. Internal tracking shared with us shows the following:

OFFICER SEPERATION RATE – DEL RIO POLICE DEPT.

So far in 2026, four officers have left the force, with 2 specifying that their departures were financially motivated.

The city currently budgets for 67 full-time police officer positions, though according to the City Administration, historical data shows the department has faced long-term challenges in reaching full capacity. Interim-City Manager, Manuel Chavez, emphasized that the timeline for onboarding personnel is extensive, as candidates must successfully graduate from a law enforcement academy, obtain their Texas Commission on Law Enforcement license, and complete the departmental Field Training Officer program before they can operate independently.

Financial sustainability remains the primary factor when deciding on municipal salary decisions. The city does regularly secure grants such as Operation Lone Star and Stonegarden and it was shared that some of the grants are strictly designated for equipment and overtime rather than base salaries. There are significant risks if the city were to rely on hiring grants as once the grant is no longer available, the City of Del Rio would then have to foot the cost of the grant. Furthermore, city administration noted that no municipal employees have received standard base-pay raises over the last few years; instead, temporary financial adjustments have been issued in the form of a stipend to Police Officers. The Collective Bargaining Agreement which you can read below states that on October 17, 2025 officers were to be issued a “one-time” stipend payment of $3,500.

It should also be noted that both Del Rio Police Department and Del Rio Fire Department remain one of the only municipal entities with active agreements that secure incremental, longevity-based pay adjustments tied to an individual’s years of continuous service with the city.

We conducted a small study on cities/agencies in the surrounding areas, some with a similar or smaller population and size. You can find the starting pay (after FTO phase) for officers here:

One concern with officers leaving for better pay was baseline operational thresholds and the emergency preparedness if our department reaches below that line. City Administration and Del Rio Police Department Administration shared that the plan would be to reach out to local partners like Val Verde County Sheriff’s Office and DPS. However, the number of officers working under the department isn’t what determines if DRPD reaches the point of needing to request help from other agencies. Del Rio Police Department Administration also shared that what is looked-at is the number of officers working per shift. So long as there is enough officers on a shift, the department can operate safely.

Based on the facts from the city and feedback from active, retired, and former city law enforcement personnel, the underlying issue centers on securing competitive compensations that reflects the inherent safety risks of the officer. It also means being able to maintain a livable wage. “The honest truth is that without overtime, we’re living paycheck to paycheck,” says one officer to DRNN who wished to remain anonymous. “We are expected to handle dangerous situations and stress while also worrying about whether we can financially stay afloat!” One online community member says, “…Many love the job and serve with pride, but dedication should not be used as an excuse to underpay them…” Another anonymous officer states, “It feels like our department relies on getting new officers than actual lateral hires and those with experience would rather go to other agencies, primarily for pay” the officer continues, “when a shift is low.. to operate at a safe level, we have to pull officers from other shifts to stand in.”

While the recent April shooting incident has magnified community concerns over law enforcement pay and retention, our city administration continues to emphasize that long-term fiscal sustainability and reliable revenue streams must guide any future structural salary adjustments. Finding a resolution that addresses both the issue of providing our officers with a wage that doesn’t have them living paycheck to paycheck while also ensuring a financially healthy city is not an easy task.. however, this may just be the beginning of a long needed conversation in our community.