Colorado FPPA Occupationally Disabled Retirees for Fair COLAs
Injured in the Line of Duty. Left Behind by Rising Costs.
Colorado's occupationally disabled FPPA retirees — firefighters and law enforcement officers injured while serving their communities — have been denied fair cost-of-living adjustments while the cost of living has surged 36.5% since 2015.
Public records obtained through five years of CORA requests reveal:
- 36.5% — Projected increase in Colorado's cost of living from 2015 to 2025
- Less than $9 — Total Cost of Living Adjustment (COLA) received by certain retirees since 2017
- $32.85 Million — Total FPPA staff compensation from 2021 through 2025
- $4.8 Million — Combined 5-year compensation of the two highest-paid FPPA positions
- 100% — Funded ratio of the FPPA Statewide Retirement Plan as of January 1, 2025
- 10.03% — FPPA Long-Term Pool investment return in 2024 (net of fees)
- $550 Million — Net increase in FPPA’s fiduciary net position in 2024 alone
Our Mission
We are a growing group of retired public safety professionals living with occupational disabilities — firefighters, law enforcement officers, and their supporters — united in advocating for fair, consistent cost-of-living adjustments (COLAs) for those who were medically retired due to duty-related injuries.
This initiative brings together injured retirees and their allies to raise awareness, share accurate information, and demand meaningful policy reform. The cost of living in Colorado has surged approximately 36.5% between 2015 and 2025 (U.S. Bureau of Labor Statistics, 2025). Yet some occupationally disabled retirees have received only one COLA of less than $7 (0.22%) since 2017. Meanwhile, the costs of housing, healthcare, and daily essentials continue to rise.
Our mission is to unite and empower members, educate the public, and urge Colorado lawmakers and FPPA leadership to revise outdated policies that have left many behind. Together, our voices are stronger — and more necessary than ever.
"Every active-duty firefighter and police officer lives one call away from a career-ending injury. If current policies don't protect today's injured retirees, tomorrow's injured heroes will face the same neglect."
— Colorado FPPA Occupationally Disabled Retirees for Fair COLAs
Understanding Colorado FPPA's Position
Like many FPPA retirees, we are increasingly disheartened as the years pass without receiving cost-of-living adjustments. Despite repeated outreach, FPPA staff and board members have consistently offered the same explanation — a position that has remained largely unchanged.
The Statewide Death & Disability (D&D) Plan, established in the 1970s, provides 50% of pre-disability earnings to members classified as occupationally disabled. FPPA assumes these individuals can still work in some capacity and therefore excludes them from COLA eligibility. Only those deemed totally disabled — unable to work in any capacity — qualify for fixed COLA increases.
In 2025, FPPA reaffirmed this stance, citing a reported $58.5 million shortfall in the D&D Plan and concerns that expanding COLAs would increase financial strain.
However, this policy ignores a critical reality: being classified as occupationally disabled — regardless of one's theoretical capacity to pursue alternative employment — should not disqualify a retiree from fair cost-of-living adjustments. Inflation continues to erode the value of these fixed benefits equally, regardless of how the FPPA categorizes a member's disability status. It is also worth asking whether the standard the Board applies to injured retirees is one it applies equally to its own compensation decisions.
Funded Ratios
FPPA Funded Ratios — As of January 1, 2025
Source: FPPA official website. The Funded Ratio measures a pension fund's assets as a percentage of liabilities and its ability to pay all promised benefits.
| Plan | Funded Ratio | Status |
| Statewide Retirement Plan | 100% | Fully Funded |
| Statewide Death & Disability Plan (covers occupationally disabled retirees) | 91.4% | Reasonably Healthy |
| Colorado Springs New Hire — Fire Component | 84.5% | |
| Colorado Springs New Hire — Police Component | 88.6% |
The D&D Plan’s 91.4% funded ratio is cited by FPPA as a reason to withhold COLAs from occupationally disabled retirees with fewer than 15 years of service. However, the FPPA’s own contribution rate page notes that the Board may only adjust the D&D Plan contribution rate by a maximum of 0.2% annually — limiting the tools available to improve funding. Meanwhile, the Statewide Retirement Plan, which is 100% funded, paid its retirees both a compounding COLA and a one-time lump sum in 2025 totaling approximately 2.9% in effective adjustments.
What FPPA Says vs. What the Record Shows
What FPPA Leadership States
- The D&D Plan has $58.5 million in liabilities exceeding current assets as of January 1, 2025.
- Current contribution rates fall short of the plan's current cost.
- Paying COLAs would "place additional financial strain" on the plan and is "imprudent" given current funded status.
- Occupationally disabled members are assumed to retain the ability to work and therefore do not require the same COLA protections.
What the Public Record Shows
- FPPA reported $845 million in net investment gains in 2023. (Source: FPPA Annual Comprehensive Financial Report, 2024)
- The system currently manages over $8.1 billion in total assets. (Source: FPPA Annual Report, 2024)
- The Statewide Retirement Plan is 100% funded as of January 1, 2025. (Source: FPPA website)
- Total tracked staff compensation grew from $5.0 million in 2021 to $9.1 million in 2024, with five-year total compensation reaching $32.85 million across 2021–2025.
- The FPPA Board approved retention bonuses equal to 20% of base salary annually for executive leadership for five consecutive years (2022–2026). (Source: FPPA Board Minutes, December 12, 2024)
- In 2025, the FPPA personnel budget totaled $9.68 million for 68 full-time employees. (Source: FPPA Directors Meeting Report, June 2025)
- In FY 2021 — the earliest year for which records were provided under the CORA request — the CIO received $160,277 in bonus compensation, representing 48.3% of their $331,500 base salary. This is the highest single-role bonus-to-salary ratio in the entire five-year dataset.
- FY 2021 had the highest overall bonus-to-salary ratio of any year at 15.9% — the same fiscal year from which FPPA initially withheld records in response to the CORA request.
- Over five years (2021–2025), the Executive Director’s base salary grew 33.1% (from $341,960 to $455,000) and the CIO’s base salary grew 33.5% (from $331,500 to $442,500). Meanwhile, occupationally disabled retirees with fewer than 15 years on benefit received zero compounding COLAs.
- In FY 2021, investment team roles (CIO, Director of Private Markets, Public Markets Director, Portfolio Team Director, and Investment Officer) together received $520,226 — approximately 75.6% of the entire $688,001 bonus pool.
- The FPPA Long-Term Pool earned a 10.03% investment return in 2024 (net of fees) — well above the 6.5% five-year average required to trigger one-time lump sum payments for SRP retirees. (Source: FPPA PensionCheck Newsletter, 2025)
- FPPA’s fiduciary net position grew by $550,336,978 in 2024 alone — from $6.82 billion to $7.37 billion. (Source: FPPA PensionCheck Newsletter, 2025 — Statement of Changes in Fiduciary Net Position)
- FPPA spent $12,747,409 in administrative and other expenses in 2024. (Source: FPPA PensionCheck Newsletter, 2025)
- FPPA’s own actuaries found that public safety retirees live an average of 19.3 years after reaching age 65 — more than two years longer than the general population. A fixed, inflation-unprotected benefit erodes in purchasing power over a retirement that may last 20 to 30 years or more. (Source: FPPA PensionCheck Newsletter, 2025 — Actuarial Insight)
- In FPPA’s own member survey, ‘retirement benefits’ ranked in the top 5 reasons both firefighters and police officers chose public safety careers. A benefit that has lost over 36.5% of its purchasing power since 2015 is not the retirement security those members were promised. (Source: FPPA PensionCheck Newsletter, 2025 — Mission Moment
- FPPA’s own Annual Rates document confirms that occupationally disabled members with fewer than 15 years on benefit received a COLA of 0% for 2025–2026 — while totally disabled members received a fixed 3.0% COLA by law, SRP retirees received approximately 2.9% in combined adjustments, and Colorado Springs New Hire retirees received 3.0%. (Source: FPPA Annual Rates by Plan, 2026)
Additional sources: FPPA PensionCheck Newsletter (2025); FPPA Annual Rates by Plan, Announced for 2026 (document dated 6/24/2025).
In FPPA’s Own Words
The following statements are drawn directly from FPPA’s own official publications — its 2025 PensionCheck Newsletter and its Annual Rates by Plan document. They are presented here without commentary.
On Serving Injured First Responders
“Early in my time here, we modernized aspects of the Death & Disability Plan to better support first responders who get injured — an example of this is when we expanded coverage to include both temporary and permanent occupational disabilities.”
— Kevin B. Lindahl, FPPA Executive Director, PensionCheck Newsletter, 2025
On FPPA’s Financial Strength
“FPPA, as an organization, is incredibly strong. To me, that means we can help provide peace of mind for the brave people that put their lives on the line when we most desperately need help.”
— Kevin B. Lindahl, FPPA Executive Director, PensionCheck Newsletter, 2025
In 2024, FPPA’s investment fund grew by over $550 million. The Long-Term Pool earned 10.03% net of fees. The Statewide Retirement Plan is 100% funded. For occupationally disabled retirees with fewer than 15 years on benefit, the cost-of-living adjustment that same year was 0%.
On the Importance of Retirement Benefits
In its 2025 member survey, FPPA asked active and retired members why they chose to become first responders. ‘Retirement benefits’ ranked in the top five answers for both firefighters and police officers. FPPA highlighted this finding with pride in its newsletter, noting it was “pleased that retirement benefits cracked the top five.”
A retirement benefit that has lost more than 36.5% of its purchasing power since 2015 — with no compounding COLA in sight for certain injured retirees — is not the benefit those officers and firefighters believed they were earning.
Sources: FPPA PensionCheck Newsletter (2025); FPPA Annual Rates by Plan Announced for 2026 (6/24/2025). All quotes are reproduced from official FPPA publications for public policy discussion purposes.
| Retiree Category | 2025 COLA Received | 2024 COLA Received |
|---|---|---|
| Statewide Retirement Plan retirees | 0.27% compounding + 2.63% one-time lump sum = ~2.9% effective | 0.14% compounding + 3.66% lump sum |
| Totally disabled Members (D&D Plan) | 3.0% guaranteed by law | 3.0% guaranteed by law |
| Occupationally disabled — 15+ years on benefit | 1.0% one-time adjustment (Oct 2025–Sep 2026 only) | 0% |
| Occupationally disabled — fewer than 15 years | 0% | 0% |
Source for all COLA figures: FPPA official website, Funded Ratios and Contribution Rates pages, accessed May 2026
State-by-State Comparison
COLA Policies for Disability Retirees Across Comparable Public Safety Pension Systems
Of seven comparable public safety pension systems reviewed across the United States — including Arizona, Washington, Minnesota, California (Los Angeles), Illinois, New York, and Texas — Colorado FPPA is the only one that conditions COLA eligibility for occupationally disabled members on a 15-year waiting period, and the only one that withholds all compounding COLAs from a category of duty-injured retirees while the fund's broader retirement plan is 100% funded. None of the peer systems impose a comparable threshold, and most apply a uniform COLA to all retirees — including disability recipients — without distinguishing between disability categories.
Research compiled May 2026 · Sources: Official pension fund websites, state statutes, and member handbooks.
Executive Compensation Table
Top Compensated Roles & Organizational Compensation — 2021 Through 2025
Between 2021 and 2025 — the same period during which many occupationally disabled retirees received little to no cost-of-living adjustment — the two highest-compensated FPPA positions (Executive Director and CIO) received a combined total of $4,816,704 in salary and incentive compensation across five years. The table below shows the single highest-compensated role each year.
| Year | Top Compensated Role | Base Salary | Bonus / Incentive | Bonus % | Total Compensation |
|---|---|---|---|---|---|
| 2021 | Chief Investment Officer | $331,500 | $160,277 | 48.3% | $491,777 |
| 2022 | Chief Investment Officer | $348,000 | $71,031 | 20.4% | $419,031 |
| 2023 | Chief Investment Officer | $364,000 | $141,375 | 38.8% | $505,375 |
| 2024 | Executive Director | $403,000 | $161,200 | 40.0% | $564,200 |
| 2025 | Executive Director | $455,000 | $129,716 | 28.5% | $584,716 |
The top compensated role shifted from CIO (2021–2023) to Executive Director (2024–2025). Over five years, the two highest-compensated positions received a combined $4,816,704 in total compensation. All figures are from public records: CORA Request (July 14, 2025; September 23, 2025), the corrected salary file, and FPPA Board Minutes.
Bonus & Incentive Trends (2021–2025)
Between 2021 and 2025 — the same five years during which occupationally disabled retirees with fewer than 15 years on benefit received little to no cost-of-living adjustment — FPPA distributed $32,854,218 in total staff compensation, including $2,717,336 in bonus and incentive pay, to a workforce of approximately 68 full-time employees. In 2021 alone — the highest bonus year in the dataset — $688,001 was distributed across 28 records, including $160,277 (48.3% of salary) to the CIO. In 2025, $451,536 in incentive bonuses was distributed across 30 records, with the top three earners (Executive Director $129,716, CIO $64,703, General Counsel $45,486) receiving $239,905 — 53.1% of the entire 2025 bonus pool.
| Year | Positions Tracked | Total Base Salary | Total Bonus / Incentive | Total Compensation | Bonus % of Salary |
|---|---|---|---|---|---|
| 2021 | 28 | $4,335,505 | $688,001 | $5,023,506 | 15.9% |
| 2022 | 44 | $4,297,372 | $404,874 | $4,702,246 | 6.2% |
| 2023 | 37 | $3,684,166 | $616,385 | $4,300,551 | 11.6% |
| 2024 | 70 | $8,567,833 | $556,540 | $9,124,373 | 6.5% |
| 2025 | 30 | $6,027,742 | $1,139,537 | $7,167,279 | 8.4% |
| 5-Year Total | 209 | $30,136,881 | $2,717,336 | $32,854,218 | 9.0% |
Records reflect individual bonus/incentive payment records per year. A single role may appear more than once if it received multiple payments. 2024 represents the full organizational roster. Role counts are not directly comparable across years.
Additional Compensation Facts (2022-2026)
- The FPPA Board approved a 20% annual retention incentive for five consecutive years (2022–2026) for upper-level executive positions. (Source: FPPA Board Minutes, December 12, 2024)
- A 20% annual base salary incentive compensation program was approved for all Executive Team members, with staggered vesting schedules. (Source: FPPA Board Minutes, December 12, 2024)
- Across all five years, the top roles consistently accounted for a disproportionate share of bonus expenditure. In 2021, the top 3 bonus earners — the CIO ($160,277 / 48.3% of salary), the Executive Director ($119,492 / 34.9%), and the Director of Private Markets ($78,606 / 32.8%) — received 52.1% of total bonus dollars. In 2025, the top 3 earners (Executive Director $129,716, CIO $64,703, General Counsel $45,486) received 53.1%.
- The bonus-to-salary ratio for the organization’s top earners has been substantial throughout the period. In 2021, the CIO’s bonus-to-salary ratio was 48.3% — the highest in the five-year dataset. By 2024, the Executive Director’s ratio reached 40.0%. FY 2021 had the highest overall bonus-to-salary ratio of any year at 15.9%, surpassing even FY 2023 (11.6%) and FY 2025 (8.4%).
All compensation figures are presented solely to provide context regarding organizational compensation practices and policy priorities, and not to reflect on any individual’s character, integrity, or professional performance. The figures referenced herein are derived entirely from publicly available records, including FPPA Board minutes and records obtained through Colorado Open Records Act (CORA) requests. The information is presented for informational and public policy discussion purposes as it relates to FPPA’s stated financial position and the absence of cost-of-living adjustments for certain occupationally disabled retirees.
Why This Policy Must Change
The current COLA policy falls short of the values it claims to uphold.
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Fails to reflect the long-term consequences of duty-related injuries—whether physical, psychological, or financial.
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Creates avoidable financial instability for those who can no longer serve due to line-of-duty disability.
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Applies outdated assumptions about earning capacity that do not align with today’s medical, economic, or public safety realities.
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Undermines the FPPA’s own principles of serving first responders who serve our community by proving basic financial security in retirement and administering benefits impartially.
Colorado’s public safety retirees deserve a system that evolves with the times. It is time for FPPA leadership and state lawmakers to modernize this policy—ensuring that all occupationally disabled members receive equitable, inflation-protected benefits that honor their service and sacrifice.
Why This Affects All First Responders—Now and in the Future
The current COLA policy falls short of the values it claims to uphold. It fails injured retirees on multiple dimensions — moral, financial, and practical.
- It ignores the long-term consequences of duty-related injury
Occupational disability resulting from line-of-duty service carries lasting physical, psychological, and financial consequences that do not diminish over time. A fixed benefit that loses purchasing power every year compounds that harm indefinitely.
- It applies outdated assumptions about earning capacity
The FPPA's position assumes occupationally disabled retirees can still work in some capacity. This assumption does not reflect today's medical, economic, or public safety realities — and it is not a standard the organization appears to apply to its own compensation decisions.
- It creates avoidable financial instability for those who served
Colorado's cost of living has risen approximately 38–40% since 2015. A retiree receiving the same fixed benefit today has effectively absorbed a 38–40% cut in purchasing power. This is not a theoretical risk — it is the daily reality for hundreds of injured retirees and their families.
- It creates inequitable distinctions between equally deserving retirees
Totally disabled members receive a guaranteed 3.0% COLA annually. Occupationally disabled members — who were also injured in the line of duty — receive nothing, or a one-time 1.0% adjustment only after 15 years. Inflation does not distinguish between categories of disability.
- It undermines commitments made to those who served
FPPA's stated mission is to serve the first responders who protect Colorado's communities. Denying fair cost-of-living adjustments to those injured doing exactly that — while the organization's overall financial position remains strong — is inconsistent with that mission.
- It affects every active-duty officer and firefighter, today and tomorrow
Every first responder currently on active duty lives one call away from a career-ending injury. The protections available to today's injured retirees are the protections tomorrow's officers and firefighters will inherit. Reforming this policy now is an investment in every first responder's future.
Who Is Receiving COLAs—and Who Is Being Left Out?
As of 2025, not all FPPA retirees are treated equally when it comes to cost-of-living adjustments — and the differences are significant.
Occupationally disabled retirees under the Statewide Death & Disability (SWDD) Plan are not eligible for compounding COLAs unless they have received benefits for at least 15 years. In 2025, the FPPA Board approved a one-time 1.0% benefit adjustment — effective October 1, 2025 through September 30, 2026 only — for those who meet that threshold. Retirees with fewer than 15 years on benefit receive nothing. The Board cited the plan's funded status of 91.4% as of January 1, 2025 as one of the factors in its decision — a funding level that, by pension industry standards, is not indicative of a plan in crisis. (Fire & Police Pension Association of Colorado, 2025)
By contrast, members classified as totally disabled receive a guaranteed 3.0% COLA every year, regardless of how long they have been receiving benefits. In 2025, Statewide Retirement Plan (SRP) retirees received both a 0.27% compounding COLA and a 2.63% one-time lump sum payment. (Fire & Police Pension Association of Colorado, 2025)
The disparity is not a matter of financial necessity — it is a policy choice. Inflation does not distinguish between categories of disability. The cost of groceries, healthcare, and housing rises equally for every retiree, regardless of how the FPPA Board has classified their condition.
Get Involved — Your Voice and Insights Matter
This is a volunteer-led initiative. No politics. No payroll. Just people helping people. Whether you are a retiree, family member, active-duty officer, or concerned citizen — your voice and your time matter.
We rely on transparency and collaboration among retirees, families, and supporters statewide. If you have relevant information, documents, CORA responses, or legislative contacts to share — we want to hear from you.
How You Can Help
- Write to your state legislators — a short personal letter or email carries more weight than you may think. See our sample email guide below.
- Share this initiative with other occupationally disabled retirees, their families, and supporters. Coordinated outreach amplifies the message.
- Submit or share public records requests. CORA responses and FPPA Board documents are among our most powerful tools.
- Volunteer your skills — we welcome help with legislative outreach, policy research, communications, and community organizing.
Email us at cola4retirees@gmail.com
Ready to get involved or share information? Click below or email cola4retirees@gmail.com. Every voice strengthens the case for fair, long-overdue COLA reform for Colorado's occupationally disabled FPPA retirees.
How You Can Help
- Write a short letter or email describing your experience and your concerns. (See the sample email guide below.)
- Email or mail your letter to the contacts below.
- Share this message with other occupationally disabled retirees, as well as their family members and supporters.
- Encourage coordinated outreach—legislators are more likely to act when they hear from multiple constituents on the same issue.
Your Voice Makes a Difference
Whether you’re a retiree, family member, or concerned citizen, your voice matters. By taking a few minutes to reach out, you help drive progress toward fairness and long-overdue COLA reform.
Help Restore COLAs for Occupationally Disabled FPPA Retirees
Below is the contact information for state legislators, the Governor’s office, and FPPA Board members who influence policy decisions regarding COLA eligibility.
Sample Email Guide
When writing to a legislator, FPPA leader, or public official, your personal story carries weight. A clear and respectful message—including your background, how the lack of COLAs has impacted you, and your specific policy request—can make a powerful difference.
Your email should include:
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Who you are and your connection to FPPA
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The year you retired due to an occupational disability and a summary of your cost-of-living adjustment (COLA) history
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Impact of inflation on your daily life
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A brief description of your injury or health limitations
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A request to support COLA reform for occupationally disabled retirees
Be sincere, respectful, and specific. Your individual story helps humanize this issue and shows the real-world impact of current policy.
Contact the Colorado House Finance Committee
The House Finance Committee oversees legislation related to state pensions and public finance, including policies governing the Fire & Police Pension Association (FPPA).
Ways the Committee Can Help:
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Make COLA reform for occupationally disabled retirees a legislative priority
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Hold hearings to examine the long-term financial impact of the COLA freeze on FPPA occupationally disabled retirees
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Request testimony or reporting from FPPA leadership on the sustainability and fairness of current COLA policies
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Support legislation that reinstates or mandates annual COLAs for occupationally disabled retirees
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Explore funding strategies or cost-sharing models to support COLA restoration
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Promote greater transparency and legislative oversight of FPPA’s COLA decision-making process
Contact Governor Jared Polis
The Governor plays a vital role in shaping the legislative agenda, approving the state budget, and promoting transparency in state-managed retirement systems.
Ways the Governor Can Help:
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Publicly endorse COLA reform for FPPA occupationally disabled retirees
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Request an independent financial review or audit of FPPA’s COLA policy and fund management
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Support legislative and budgetary initiatives to restore COLAs for occupationally disabled public safety retirees
Contact Your State Legislators
Our lawmakers need to hear from you. Legislators respond to constituents—your voice matters.
Ways Your Senator and Representative Can Help:
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Support legislation or oversight efforts to reinstate fair and consistent cost-of-living adjustments (COLAs) for occupationally disabled retirees under the FPPA Statewide Death & Disability Plan
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Introduce or co-sponsor legislation to restore annual COLAs for these retirees
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Initiate a legislative review or oversight hearing on the sustainability and equity of current COLA policies
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Champion funding solutions to make COLA restoration financially viable
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Promote greater transparency and accountability in how FPPA determines and administers COLAs
Contact the FPPA Board of Directors
The FPPA Board oversees the management of disability and retirement benefits. Share how the absence of COLAs has impacted you or your family.
Ways the FPPA Board Members Can Help:
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Commission a dedicated actuarial and financial analysis focused on COLAs for occupationally disabled retirees
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Establish a clear, public timeline and strategy for restoring annual COLAs
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Acknowledge the unique long-term financial challenges faced by occupationally disabled retirees
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Increase transparency around COLA decisions and fund performance
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Host a public forum to hear directly from occupationally disabled retirees affected by COLA freezes
Contact FPPA Executive Director Kevin Lindahl
As Executive Director, Mr. Lindahl plays a key role in policy development and communication with the FPPA Board.
Ways the Executive Director Can Help:
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Recommend that the FPPA Board commission a targeted actuarial and financial analysis on reinstating COLAs for occupationally disabled retirees
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Advise the Board to establish a clear, transparent roadmap for restoring COLAs
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Ensure that data and policy recommendations reflect the financial challenges facing injured, early retirees
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Support public engagement efforts, including listening sessions with affected members
To help ensure your message reaches the appropriate person, include a note in your email indicating it is intended for Executive Director Kevin Lindahl.
Frequently Asked Questions
This initiative is intended to be a collaborative effort—driven by the voices, experiences, and concerns of FPPA retirees across Colorado. We are committed to providing accurate and up-to-date information to the best of our ability. However, if you find any information on this website that is incorrect, outdated, or missing, we welcome your input.
Please send an email to cola4retirees@gmail.com to share corrections, suggestions, or resources you’d like to see included. Together, we can strengthen this platform and make it a more informative and impactful tool for all occupationally disabled retirees advocating for fair treatment and cost-of-living equity.
Sources & Disclaimer
Colorado FPPA Occupationally Disabled Retirees for Fair COLAs | cola4retirees@gmail.com
This is a volunteer-led public advocacy initiative. All compensation figures cited are drawn from public records including FPPA Board minutes and CORA requests, and are presented solely to provide context for policy discussion.
Sources: U.S. Bureau of Labor Statistics Inflation Calculator (2025); Colorado Inflation Data — in2013dollars.com (2025); FPPA Annual Comprehensive Financial Report (2024); FPPA Annual Report (2024); FPPA Board Minutes (2024–2025); FPPA Directors Meeting Report, June 11–13, 2025; CORA Request (July 14, 2025); Fire & Police Pension Association of Colorado official website (2025).
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