Pago Pago, AMERICAN SAMOA — On Wednesday morning, the Senate Public Safety Committee convened a hearing to examine why promised salary increases for Department of Public Safety employees have yet to be implemented.



The salary increases were designated for officers who received promotions by rank within the department. DPS Commissioner Ta'aga Saite Moliga announced the pay adjustments during the graduation ceremony of the 2025 Police Academy in September of last year.



Testifying before the committee were Commissioner Ta'aga Saite Moliga, Budget Director Tauaisafune Niualama Taifane, and Human Resources Director Titioalii Dr. Asenati Sa'au-Umi.



Committee Chairman Senator Olo Uluao Letuli opened the hearing by stating that the committee sought clarity on the funding sources for the officers’ salary increases. He also expressed appreciation to the witnesses for providing documents, which included a detailed report from the DPS Commissioner, Human Resources Director, and Budget Director outlining the funding sources, estimated costs, and a proposal to support the appropriation of funds.



Senator Olo emphasized that the promotions and corresponding salary increases were welcome developments, noting that low pay had been the primary reason officers were leaving the department for better-paying jobs. He explained that this trend had contributed to severe understaffing within the Department of Public Safety.



The Committee Chairman noted that the department has long struggled to stem the exodus of officers seeking better opportunities elsewhere. He stressed that the issue is particularly serious because it undermines the morale of those who remain—officers who, despite inadequate pay, continue to serve out of genuine dedication to the profession. He explained that this was the purpose of the Police Academy—to recruit additional officers and fill the vacancies created by departures.



According to the report presented by DPS Commissioner Ta'aga, 116 police officers are scheduled to receive salary increases next month. Funding for the raises will come from the salaries of officers who have resigned and from unfilled vacancies already accounted for in the approved Fiscal Year 2026 DPS Budget. The total allocation for implementing the increases this fiscal year amounts to $358,237.



The report further noted that DPS established caps on the salary adjustments for FY 2026 to ensure the department remained within budget. However, the department intends to request an additional $297,000 to fully implement the pay hikes. Under the current cap, Police Officer 1, Police Officer 2, and Corporals are limited to a $2,000 increase, while Sergeants, Lieutenants, Captains, Majors, and Commanders are capped at $3,000.



An amended police classification matrix was also submitted during the hearing, revising starting salaries by rank. The new scale ranges from $19,000 for Police Officer 1 to $45,000 for Commander.



In his opening remarks, Commissioner Ta'aga described the salary adjustments as an opportunity to bring greater equity and fairness to the DPS pay scale. He noted that the new approach prevents the problems seen in the past, when incoming commissioners selectively raised salaries for favored officers while others were left behind. A comprehensive list of promoted officers, organized by rank along with their respective salary increases, was distributed during the hearing.



Director of Human Resources Dr. Sa'au-Umi explained that her department received the proposal for the DPS salary increases on December 23, 2025. However, due to the department’s relocation, there was a delay in processing the necessary paperwork. She assured the committee that the salary adjustments will appear in officers’ paychecks beginning with the first pay period in February. All increases will be retroactive to the start of Fiscal Year 2026, which began on October 1, 2025.



Senate President Tuaolo Manaia Fruean recalled that during the Christmas holiday performances, the Governor had confided in him that he had directed the Commissioner to identify a funding source for the salary hikes. Tuaolo pressed the Commissioner for clarity on how the increases would be financed.



Commissioner Ta'aga reiterated that the funding was drawn from savings generated by the salaries of resigned personnel and unfilled vacancies. He explained that more than 20 officers had resigned last year, and the funds originally allocated for their salaries were combined with those earmarked for vacant positions in the FY 2026 budget to cover the current salary increases.



Senator Muagututi'a Tau'oa delivered an impassioned plea on behalf of police officers, stressing that those who risk their lives to safeguard the public around the clock deserve fair and timely compensation.



“Police officers leave behind their spouses and children—sometimes for more than 24 hours—to ensure the safety of our communities,” he emphasized. “Even during special family occasions, if they are scheduled to work, they have no choice but to serve.



“When dangerous situations arise, they stand on the front lines, enforcing the law and protecting the public at great personal risk. Their pay must be treated as a priority. They should be compensated fairly and without delay. That is the very least we can do for them.”



He urged the Commissioner and Budget Director to ensure that the promised salary increases are delivered without delay. When questioned about overtime pay for DPS personnel, both officials confirmed that all overtime expenses for police officers have already been covered.



Senate Public Safety Committee Chairman Senator Olo Uluao Letuli emphasized that salaries should be tied to performance and called for a return to the merit system. He inquired about personnel who had served for 40 years and was informed that two commanders have been with the Force for that length of time. Olo suggested that these long-serving officers might consider retirement to create opportunities for lieutenants and captains to advance.



Commissioner Ta'aga responded that the new DPS salary classification is indeed merit-based, ensuring equal footing for all applicants seeking to fill vacant positions.