RALEIGH, N.C. — When North Carolina officials announced a pilot program designed to speed up correctional officer hiring, they paired the initiative with a proposal that would give state correctional officers a 15% pay raise over the next two years.
Gov. Josh Stein said the state needs to move faster to hire candidates and offer more competitive salaries, noting that North Carolina ranks 49th in the nation for correctional officer starting pay. Department of Adult Correction Secretary Leslie Dismukes added that many employees are working overtime or second jobs just to make ends meet.
We asked Corrections1 readers: Would a 15% pay raise be enough to keep you in corrections? Why or why not?
Their responses show that while many welcome the proposed raise, most say pay alone won’t solve corrections’ staffing and retention challenges.
Raises should include all correctional staff
A common theme among readers was that any raise should extend beyond front-line correctional officers.
Several respondents warned that increasing officer pay without also raising salaries for sergeants, supervisors, managers and support staff could create new retention problems.
“If the pay raise does not extend to corrections pay grades above officers, there will be a large number of supervisors and managers who will look to give up those positions and return to the level of correctional officer,” one reader wrote.
Others echoed that concern, noting that supervisors should not earn the same — or less — than the employees they oversee.
“Correctional officers shouldn’t be making more than the sergeants,” another reader said. “A change is needed.”
Maintenance employees also voiced frustration about being excluded from compensation discussions.
“Maintenance staff are essential employees also and have been called in late at night and on off days,” one 23-year corrections veteran wrote.
Retention challenges go beyond pay
While readers acknowledged that higher wages would help, many said compensation is only part of the equation.
One respondent argued that poor leadership and workplace culture are driving employees away.
“People aren’t leaving because of pay or the inmates,” the reader wrote. “They are leaving due to being treated like nothing more than a post order.”
Another reader pointed to a disciplinary culture that focuses more on mistakes than accomplishments.
“Every once in awhile, tell us we are doing a good job — just no negative,” the reader wrote.
Several respondents said meaningful retention efforts should include better training, career development opportunities and stronger benefits.
“The job has to be more than counting heads and turning keys,” one reader said. “21st century training, guaranteed step raises, 20/50 pensions, full medical, and a switch to dynamic security from the current static paramilitary system.”
The same reader added a simple recommendation: “Ask the officers.”
Inflation continues to erode pay gains
Many readers said a 15% raise would be welcome but questioned whether it would be enough to keep pace with rising costs.
“Over the past two decades there has been 10 years without a raise,” one respondent wrote. “Also, a raise below inflation is not a raise.”
Another reader noted that a 15% increase may not go far enough in a rapidly growing state.
“15% is hardly enough to gap the cost of living in NC,” the reader wrote. “Need more to make it above cost of living.”
Others worried that future increases in health insurance premiums could quickly offset any gains.
Better pay is still a step in the right direction
Despite concerns, many readers said they would support the proposal if it applies to all Department of Adult Correction employees.
“Yes. As long as the 15% is for all DAC employees,” one reader wrote.
Another called the raise “a good start” while emphasizing that supervisors and support staff should be included.
Several respondents said employees have gone years without meaningful raises and deserve compensation that reflects the challenges and risks of the profession.
One jail employee compared corrections pay to local manufacturing jobs.
“In our jail we make much less than a factory job,” the reader wrote. “We don’t get bonuses or recognition. We get exposed to risks to our safety, mental health and emotional well-being.”
Others argued that corrections compensation should more closely align with law enforcement pay and benefits.
“Pay needs to be equal to State Police,” one reader wrote. “There will always be a shortage until you give these officers the same pension as State Police.”
The bottom line
Corrections1 readers largely agree that a 15% pay raise would be a positive step, particularly after years of stagnant wages and rising costs. But many say solving staffing shortages will require more than higher paychecks.
What do you think? Would a 15% pay raise be enough to improve recruitment and retention in your agency? Share your thoughts in the comments below.
