Declares an intent, in the 2017-2019 fiscal biennium, to: (1) Increase the thirty-dollar vehicle license fee distribution to the Washington state patrol for the salaries and benefits of state patrol officers; and

(2) Make adjustments as needed in the 2019-2021 fiscal biennium.

Requires the office of financial management to perform an organization study through a third-party independent consultant to implement the changes in the joint transportation committee recruitment and retention study, dated January 7, 2016, affecting each organization in the study.

Requires the Washington state patrol to develop an action plan and implementation strategy for each of the recommendations that are outlined in the study.

Requires the select committee on pension policy to review the pension-related items in the study and make recommendations to the governor's office and the legislature.

Requires Washington state patrol troopers, sergeants, lieutenants, and captains to receive a one-time five percent compensation increase effective July 1, 2016.

Requires the minimum monthly salary paid to Washington state patrol troopers and sergeants on July 1, 2017, to be competitive with law enforcement agencies within the boundaries of the state, guided by the results of a survey undertaken in the collective bargaining process during 2016.

Requires the salary levels on July 1, 2017, to be guided by the average of compensation paid to the corresponding rank from the Seattle police department, King county sheriff's office, Tacoma police department, Snohomish county sheriff's office, Spokane police department, and Vancouver police department.

Requires the office of financial management, the Washington state patrol troopers association, and the Washington state patrol lieutenants association, during the 2017-2019 collective bargaining process, to evaluate regional differences in the cost-of-living to determine areas of the state where geographic pay may be needed.

Requires the Washington state patrol, in order to ensure that it is adequately and thoroughly reaching potential recruits, to develop a comprehensive outreach and marketing strategic plan that expands on the success of current strategies and looks for ways to tap into groups or individuals that do not currently show an interest in the Washington state patrol or law enforcement as a career.