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HM 57

LAW ENFORCEMENT RECRUITMENT & RETENTION

2025 Regular Session Introduced by Bill Hall and 1 co-sponsor

A joint study to boost NM LEA instructor recruitment and retention by aligning retirement benefits with municipal plans, delivering a consensus recommendation by Sept 15, 2025.

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Bill Summary · HM 57

HM 57 — House Memorial 57: Law Enforcement Recruitment & Retention

Purpose and Intent

  • HM57 is a memorial that requests a collaborative study to address the recruitment and retention of New Mexico Law Enforcement Academy (NM LEA) instructors.
  • The study group is to develop a consensus recommendation and present findings to the Legislative Interim Committee charged with reviewing investments and pensions no later than September 15, 2025.

Key Provisions

  • Participants: one designee from the Department of Public Safety (DPS), the Director of the New Mexico Law Enforcement Academy, the Deputy Director of Training for the NM LEA, and a designee from the Public Employees Retirement Association (PERA).
  • Deliverable: a consensus recommendation addressing recruitment and retention issues for NM LEA instructors, to be provided to the interim committee by the specified deadline.
  • Scope: collaborative study on issues related to hiring and keeping high-quality NM LEA instructors, with attention to retirement-related incentives and benefits as they affect recruitment and retention.

Background and Rationale

  • The memorial notes that NM LEA instructors are essential for high-quality, standards-based training aligned with policing best practices.
  • A core problem identified is the misalignment between retirement benefits available to municipal police officers and those available to NM LEA instructors. Specifically:
    • Municipal police benefit plans allow earlier retirement with enhanced benefits (e.g., 20 years of service) under Plan Five.
    • NM LEA instructors, when hired, move to the state general member Plan Three, which requires 25 years to retire with comparable benefits.
  • This five-year gap creates a significant recruitment and retention obstacle for attracting experienced officers to instructor roles, contributing to staffing shortfalls (NM LEA historically around 40% staffed in instructor positions).
  • The memorial also references broader public safety workforce challenges and ongoing changes to certification and decertification standards, which heighten the need for highly qualified instructors.

Fiscal Implications

  • As a memorial, HM57 has no direct fiscal impact.
  • Indirect costs may arise from staff time, administrative support, and travel for stakeholder meetings.
  • If the study leads to policy recommendations affecting compensation, benefits, or training funding, future appropriations could be required.

Procedural and Timeline Aspects

  • Introduced: March 10, 2025.
  • Committee Action: House Government, Elections and Indian Affairs Committee reported DO PASS on March 17, 2025.
  • House Action: Passed the House on March 19, 2025.
  • Status: Signed into law on April 22, 2025.
  • Deliverable: Consensus study results due to the legislative interim committee on investments and pensions by September 15, 2025.

Potential Impact

  • If the study identifies salary competitiveness or retirement benefits as primary barriers, policymakers may consider changes to instructor compensation, retirement eligibility, or related training funding.
  • Could lead to targeted appropriations or grant opportunities to enhance instructor recruitment and retention at the NM LEA.

Who Is Affected

  • NM Department of Public Safety (DPS)
  • New Mexico Law Enforcement Academy (NM LEA) and its instructors
  • Public Employees Retirement Association (PERA)
  • Law enforcement agencies statewide relying on NM LEA training programs

Note: HM57 functions as a request for study and consensus recommendations rather than creating new mandates or direct funding specifics at this time.

Compiled from official sources — confirm details with the bill’s official record.

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