Forensic professionals don’t get into this career for the money. In fact, many of us pursued this field because we love the science, the challenge, and the sense of justice. Yet, despite the advanced degrees and specialized skills required, forensic pay often doesn’t reflect our expertise. As a result, when there’s no clear path for growth, no pay increases beyond cost-of-living adjustments, and no incentives to stay, agencies risk losing skilled forensic professionals to better-paying opportunities.
That’s why a forensic unit step plan is essential.
A well-designed step plan provides clear milestones for promotions, pay increases, and professional growth. It creates a structured system that rewards expertise and encourages forensic professionals to stay and advance within their agency. Without it, forensic units suffer from low morale, high turnover, and a lack of experienced personnel.
In this article, we’ll break down exactly what a forensic unit step plan is, why it’s crucial for retention, how to advocate for one, and how to structure it effectively. Let’s dive in!
What Is a Forensic Unit Step Plan?
A forensic unit step plan is a structured career progression system that outlines the steps forensic employees can take to advance in rank, pay, and responsibility. It typically includes:
- Defined levels based on experience, training, and certification.
- Clear pay increases associated with each step.
- Incentives for obtaining industry-recognized certifications.
- A transparent system for promotions based on merit rather than tenure alone.
Unlike traditional promotion systems, which often require waiting for a supervisor to retire before advancement is possible, step plans ensure employees have tangible goals to work toward.
Why a Forensic Unit Step Plan Is Critical
Forensic professionals are driven by passion, but passion alone doesn’t pay the bills. No promotions. No new responsibilities. No financial incentive to stay. This leads to burnout and high turnover rates. Here’s why step plans matter:
1. Career Growth & Retention
Without a step plan, talented forensic professionals will eventually seek opportunities elsewhere. If employees don’t see a future in their current agency, they’ll look for one in another. Step plans keep them engaged, motivated, and committed to the agency long-term.
2. Increased Motivation & Performance
Employees with clear advancement opportunities are more likely to take initiative, pursue continuing education, and strive for excellence. Knowing that certifications or additional training will lead to better pay and promotions creates a culture of professional development.
3. Competitive Forensic Pay Rates
Let’s be honest—forensic pay rates are often lower than they should be. Step plans allow agencies to justify salary increases, ensuring that forensic professionals are compensated fairly for their expertise.
4. Stronger Forensic Units
A structured step plan leads to a highly trained and experienced workforce. The longer employees stay and grow within the agency, the more valuable they become. This stability benefits both employees and the communities they serve.
How to Advocate for a Forensic Unit Step Plan
If your agency doesn’t have a step plan in place, it’s time to start the conversation. Here’s how forensic supervisors can push for one effectively:
1. Gather Research & Data
Before approaching your chain of command, come prepared with data:
- Compare forensic pay rates in agencies with and without step plans.
- Highlight turnover rates and how much it costs to replace forensic personnel.
- Show examples of successful step plans from other agencies.
2. Frame It as a Solution to a Problem
Leadership is more likely to listen if you connect the step plan to an existing problem. Focus on how it will:
✅ Reduce turnover rates.
✅ Improve employee morale and engagement.
✅ Increase expertise in the unit, leading to stronger forensic investigations.
3. Engage Key Stakeholders
Involve HR, finance, and command staff in the discussion. The more support you have, the better. HR will want to ensure compliance with agency policies, while finance will assess feasibility.
4. Propose a Realistic Implementation Plan
Suggest a phased approach, starting with certification-based incentives before implementing full career steps. This makes leadership more likely to approve the plan.
How to Structure a Forensic Unit Step Plan
A well-designed step plan should have clear levels, requirements, and incentives. Here’s an example structure:
Step 1: Forensic Technician (Entry-Level)
- 0-3 years experience
- Basic training completed
- Salary: Starting forensic pay
Step 2: Forensic Investigator
- 3-5 years experience
- IAI Certified Crime Scene Investigator
- Additional responsibilities such as training new hires
- Salary increase: $X per year
Step 3: Senior Forensic Analyst
- 5+ years experience
- IAI Certified Crime Scene Analyst
- Leadership training or specialized forensic area expertise
- Salary increase: $X per year
Step 4: Lead Forensic Investigator
- 8+ years experience
- IAI Certified Senior Crime Scene Analyst
- Supervisory role, mentoring junior staff
- Salary increase: $X per year
Related: International Association for Identification Crime Scene Certifications
This structure provides clear expectations and rewards, making career progression more attainable and transparent.
Possible Incentives in a Step Plan
Employees need more than just a title change—they need meaningful incentives. Here are some options agencies can implement:
- Salary Stipends – A bonus per paycheck for obtaining and maintaining certifications. If an employee fails to renew their certification or does not pass the exam, they may lose the stipend.
- Tuition or Certification Reimbursement – Covering the cost of certification exams or forensic training.
- Leadership & Training Opportunities – Senior employees mentor and train new hires, adding to their experience.
- Priority Access to Advanced Training – Step plan participants get priority enrollment in specialized forensic courses or cross-training.
Overcoming Common Challenges
“We don’t have the budget for this.”
Retention is cheaper than turnover. Show leadership how much money is lost every time a forensic employee quits and has to be replaced.
“It’s too complicated to implement.”
Start small! Many agencies begin with certification-based incentives before rolling out full step plans.
“How do we ensure fairness?”
A well-defined structure with objective criteria prevents favoritism and ensures transparency.
Final Thoughts: It’s Time to Push for Career Progression
A forensic unit step plan is more than just a nice-to-have—it’s a necessity for keeping forensic professionals engaged, motivated, and fairly compensated. Without structured career growth, employees will seek opportunities elsewhere, leaving forensic units understaffed and struggling to retain talent.
If your agency doesn’t have a step plan yet, now is the time to start the conversation.
🚀 Next steps:
- Research forensic pay rates and turnover data.
- Gather examples of successful step plans.
- Engage leadership in discussions.
- Propose a simple, phased implementation plan.
Your forensic unit’s future depends on retaining and developing the professionals who keep investigations moving forward. Let’s make it happen!
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