Rural Law Enforcement Grants

The SB 22 Rural Law Enforcement Salary Assistance Grant Program is administered by the Texas Comptroller of Public Accounts as part of the state’s economic development and rural support initiatives. The program is designed to provide financial assistance to rural law enforcement and prosecutorial offices in Texas, including sheriff’s offices, constable’s offices, and various prosecutor offices. The primary objective of the program is to support salary increases and related employment costs for eligible personnel, thereby strengthening rural public safety capacity and improving recruitment and retention of qualified law enforcement professionals. The funding supports salary adjustments for existing employees as well as compensation and benefits for new hires within eligible offices. Allowable uses of funds include base salary increases, incremental benefits associated with those increases such as FICA, retirement contributions, unemployment insurance, and worker’s compensation, as well as certain costs associated with hiring new personnel. In some cases, funds may also be used for equipment such as vehicles, firearms, or safety gear, provided that these expenditures are properly documented and tied to program objectives. The program does not describe a matching requirement, indicating that recipients are not required to contribute additional funds to access the grant. Eligibility for the program is limited to qualified Texas counties and prosecutor offices. Applications must be submitted by specific authorized officials depending on the office type. For sheriff’s and constable’s offices, the county judge must apply on behalf of the office. For county attorney offices, either the county judge or county attorney may apply, while district attorneys and similar prosecutors must apply directly for their respective offices. The application requires detailed administrative and financial information, including county identification details, tax identification numbers, and salary data for affected personnel. The application process is structured around each entity’s fiscal year and must be completed within a defined 90 day window. Applicants may begin submission 60 days prior to the start of their fiscal year and must submit no later than 30 days after the fiscal year begins. Failure to apply within this window results in ineligibility until the next fiscal cycle. The process requires submission of personnel salary data, projected increases, and associated benefit percentages, particularly for constable offices where detailed compensation calculations are required. Following award, recipients are subject to strict compliance and reporting requirements. Each grantee must submit an annual compliance report at the end of its fiscal year detailing how funds were used. This includes comprehensive employee level data such as salary adjustments, job roles, hiring details, and total grant expenditures. Additional documentation such as invoices, purchase orders, proof of payment, and budget comparisons before and after grant receipt must also be provided. The Comptroller may request further documentation, which must be submitted within 14 calendar days. The reporting requirements vary slightly depending on the type of office but consistently emphasize transparency and accountability. Sheriff’s offices must include detailed records for deputies and jailers, including certification numbers and employment dates, while prosecutor and constable offices must document salary changes and budget impacts. The compliance period aligns with the fiscal year, with reporting windows typically opening on the first day of the fiscal year and closing within two months. The program operates on a recurring annual cycle tied to each entity’s fiscal calendar, ensuring ongoing opportunities for eligible participants to apply and receive funding.