Special Officer (NYC H+H) salary

It is stated as an entitlement attached to being trained to operate the Weapons Detection Scanning Systems, not as a differential for a shift or an assignment level. A trained officer at the minimum is therefore on $44,206 rather than $39,206 — an uplift of nearly thirteen per cent on the base rate.

That reframes the title's position among the exams on this site. On base pay alone $39,206 is the lowest figure any notice here publishes, below School Safety Agent at $40,480. With the supplement it sits above it, and the gap to Traffic Enforcement Agent at $48,719 narrows to a few thousand.

What the notice does not say is how quickly an officer gets that training, or whether every officer does. It states an entitlement conditional on being trained, and stops. Treat $44,206 as the trained rate rather than as the starting rate, and ask about the training timetable at the point where an actual facility is talking to you.

Annual automatic increases carry the rate to $56,508 after five years of service. Two words in that sentence do real work. "Automatic" means the increases are not conditional on assessment or promotion. "After five years" gives the timetable, which most notices covered here leave to a contract.

So a Special Officer at NYC H+H who is trained on the detection systems and has five years in is on $61,508 counting the supplement — against $39,206 on day one untrained. The spread across five years is wider than the published figure alone suggests, and it is the strongest answer to the objection that this title is the lowest-paid on the site.

The comparison with 6327 is stark here. That notice gives $39,206 and the phrase "subject to change" and nothing else. Two exams, the same start, the same six abilities, the same test window — and only one of them tells you where the money goes.

The notice names no shift differential, no uniform allowance and no longevity payment. That is not evidence they do not exist; it is evidence they are not in this document, and inventing figures for them would be guessing at bargained terms.

It is worth reading the working conditions alongside the pay for the same reason as on any post-based title. Officers may be required to work nights, Saturdays, Sundays, holidays and rotating tours, and to work overtime when ordered as permitted by the collective bargaining agreement. Where a base rate is modest, the share of real earnings coming from those is larger.

Filing cost $54.00, with a non-refundable 2.00% service fee on card payments and a waiver for veterans, unemployed individuals and those receiving public assistance or supplementary security income. Qualifications are verified after the test, so a candidate found Not Qualified afterwards forfeits the fee and receives no score.

Nothing in the pay structure depends on the exam score. Two candidates appointed from the same list start on the same rate whatever the gap between their marks. The score decides your list number, and the list number decides when you receive a Notice of Interview.

This notice does not publish how long its eligible list stays active, which is a genuine difference from most of the notices covered here. New York Civil Service Law § 56 bounds eligible lists generally at not less than one year and not more than four, and that statutory range is what a candidate should plan against rather than a figure borrowed from the sibling exam.

The practical consequence is the same as everywhere else on this site and worth stating plainly: the exam cannot make your first year pay more, and it can decide whether your first year happens at all.