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By DAVE DOMESCIK | Staff Writer

PELHAM – A new plan proposed by Pelham Police Chief Edward Delmore could bring significant internal changes to the Pelham Police Department’s patrol division—aimed at solving longstanding staffing challenges while creating a clear pathway for leadership development within the department.

The proposed restructuring, presented to the Pelham City Council during a regularly scheduled meeting on Monday, June 16, would address the difficulties that arise when sergeants are absent from their patrol shifts due to injury, training or leave. Under the current structure, the department must scramble to find a replacement—often forcing patrol lieutenants to shift their schedules at the last minute, which Delmore described as “cumbersome” and “inefficient.”

“The way it is right now in the patrol division, if a sergeant isn’t working, they have to scramble to find another sergeant to take that person’s position,” Delmore said. “It’s not sustainable, and it’s not developing our personnel to take on leadership positions.”

Delmore’s proposal includes the following key changes:

1. Renaming the current eight sergeants as master sergeants. This would not involve any change in their current pay.
2. Promoting four patrol officers to the rank of sergeant through a competitive professional testing process. These new sergeants would serve under the master sergeants.
3. Using the new sergeants as substitutes to lead patrol squads when master sergeants are unavailable, creating stability in supervision.
4. Mentoring and leadership development would be a central goal of the restructuring. Master sergeants would help train the newly promoted sergeants, preparing them to eventually assume higher leadership roles.

Delmore said the plan creates a more sustainable leadership structure while also offering upward mobility within the department—something he believes is currently lacking.

“Even a cursory observation of the Pelham Police Department’s Patrol Division reveals a lack of employee development,” Delmore said. “This structure gives us a path to grow our personnel and keep the chain of command intact when scheduling issues arise.”

The financial impact of the plan is minimal. Delmore assured the council that the estimated annual cost increase—less than $14,000—can be absorbed within the department’s current fiscal year 2025 budget and the upcoming fiscal year 2026 budget. The only additional expense is for the testing and assessment process, which has already been accounted for in budget planning.

“Due to the lapse rate in our hiring and attrition, sufficient funds are available to make this change without an increase to our current or future budgets,” Delmore said.

If approved, the restructuring would not take effect immediately. The testing and promotion process is expected to take 90 to 120 days, meaning the changes would likely be implemented sometime in the fall of 2025.

City council members responded positively to the proposal during its initial presentation, expressing support for the low-cost solution to a long-standing operational issue.

“I appreciate your foresight on this,” Council member David Coram said. “Sometimes we often forget about preparing those that are coming behind us for the days when we’re not there anymore.”

When asked whether the public would notice any changes, Delmore clarified that the improvements are primarily structural and internal.

“Outward facing, it’s not really going to be that much of a change because, as it is right now, there is always going to be a sergeant there,” he said. “It’s a better structure internally for us and it’s better for employee development.”

The city council is expected to vote on the proposal at its next meeting on Monday, July 7.