This dataset has been published by the Human Resources Department of the City of Virginia Beach and data.virginiabeach.gov. The mission of data.virginiabeach.gov is to provide timely and accurate City information to increase government transparency and access to useful and well organized data by the general public, non-governmental organizations, and City of Virginia Beach employees.Distributed bydata.virginiabeach.gov2405 Courthouse Dr.Virginia Beach, VA 23456EntityEmployee SalariesPoint of ContactHuman ResourcesSherri Arnold, Human Resources Business Partner IIIsharnold@vbgov.com757-385-8804Elda Soriano, HRIS Analystesoriano@vbgov.com757-385-8597AttributesColumn: DepartmentDescription: 3-letter department codeColumn: Department DivisionDescription: This is the City Division that the position is assigned to.Column: PCNDescription: Tracking number used to reference each unique position within the City.Column: Position TitleDescription: This is the title of the position (per the City’s pay plan).Column: FLSA Status Description: Represents the position’s status with regards to the Fair Labor Standards Act (FLSA) “Exempt” - These positions do not qualify for overtime compensation – Generally, a position is classified as FLSA exempt if all three of the following criteria are met: 1) Paid at least $47,476 per year ($913 per week); 2) Paid on a salary basis - generally, salary basis is defined as having a guaranteed minimum amount of pay for any work week in which the employee performs any work; 3) Perform exempt job duties - Job duties are split between three classifications: executive, professional, and administrative. All three have specific job functions which, if present in the employee’s regular work, would exempt the individual from FLSA. Employees may also be exempt from overtime compensation if they are a “highly compensated employee” as defined by the FLSA or the position meets the criteria for other enumerated exemptions in the FLSA.“Non-exempt” – These positions are eligible for overtime compensation - positions classified as FLSA non-exempt if they fail to meet any of exempt categories specified in the FLSA. Column: Initial Hire DateDescription: This is the date that the full-time employee first began employment with the City.Column: Date in TitleDescription: This is the date that the full-time employee first began employment in their current position.Column: SalaryDescription: This is the annual salary of the full-time employee or the hourly rate of the part-time employee.Frequency of dataset updateMonthly

The County of Suffolk Annual Salaries File for the Year 2023 is a yearly summary of Payroll Data for all Suffolk County employees. This file contains the Employee Names and Hired Date along with their most recent Job Title and Department. In addition, the file contains the Employee’s Regular Pay Rate (Hourly, Biweekly or Annual Salary), the Year to Date Regular Earnings, Longevity Pay, Overtime Pay, and Other Payments (comprised of Holiday Pay, Night Differential Pay, Cleaning and Clothing Allowances, Taxable Legal Benefit Amounts, etc.). If an employee has been terminated or has separated from County employment, the Separation Payment Amount (if applicable), and Termination Date is also included.

Costs to the City for salary and benefits listed by job title. Costs to the City for salary and benefits listed by job title. Data contains historical information from year 2014 to Present

An interactive dashboard, updated regularly, published by the municipal government of the City of Vancouver, Washington. Shows rates and ranges of pay for job classifications and grades in union, nonunion, and combined (all positions) categories.NOTE: This product and the information shown is provided "AS IS" and exists for informational purposes only. The City of Vancouver (COV) makes no warranties regarding the accuracy of such data. This product and information is not prepared, nor is suitable, for legal, engineering, or surveying purposes. Any sale, reproduction or distribution of this information, or products derived therefrom, in any format is expressly prohibited. Data are provided by multiple sources and subject to change without notice.

The County of Suffolk Annual Salaries File for the Year 2018 is a yearly summary of Payroll Data for all Suffolk County employees. This file contains the Employee Names and Hired Date along with their most recent Job Title and Department. In addition, the file contains the Employee’s Regular Pay Rate (Hourly, Biweekly or Annual Salary), the Year to Date Regular Earnings, Longevity Pay, Overtime Pay, and Other Payments (comprised of Holiday Pay, Night Differential Pay, Cleaning and Clothing Allowances, Taxable Legal Benefit Amounts, etc.). If an employee has been terminated or has separated from County employment, the Separation Payment Amount (if applicable), and Termination Date is also included.

Additional information about the Dataset Attributes are listed below. Please feel free to contact us if you have any questions about this dataset.

Year: Year of employment Last Name: Employee Last Name First Name: Employee First Name Department: Department Name Job Title: Job Title Bargaining Unit Number: Bargaining Unit Bargaining Unit Name: Bargaining Unit Name Salary: Regular Salary Earnings for the Year Longevity Pay: Longevity Pay Overtime Pay: Overtime Pay Separation Pay: Separation Payment of Sick, Vacation and Personal Time Accruals Other Pay: Special Payments - Holiday Pay, Night Differential, Cleaning Clothing Tool Allowance, Legal Benefit Total Earnings: Total Earnings for the Year Separation Date: Date of Termination/Separation from Suffolk County

Louisville Metro Human Resources (HR) Department, with the support of department leaders and their agency HR Representatives, provides support to all metro agencies in personnel management, benefits administration, labor relations, training, recruitment, occupational health & safety, payroll administration and onboarding. This data is presented in a publicly available report, located HERE

Please review the FAQ located at https://louisvilleky.gov/government/human-resources/salary-data-faq

Field Name

Field Description

Cal Year

Calendar year the row data is referencing

Employee Name

Full employee name (LAST, FIRST MIDDLE)

Department

Metro department of employee during the referenced calendar year

job Title

Job title of employee during the referenced calendar year

Annual Rate

Yearly compensation rate of employee (Hourly Rate X Annual Work Hours)

Regular Rate

Gross payments received in the referenced calendar year for hours worked

Overtime Rate

Amount of overtime payment(s) within the calendar year referenced

Incentive Allowance

Additional payments for work allowances (i.e.: uniform allowances, call out payments etc.)

Other

Any additional payments issued to employee not captured in the other categories

YTD Total

Year To Date (YTD) compensation paid

A dataset that explores Green Card sponsorship trends, salary data, and employer insights for geographic information systems gis in the U.S.

Analysis of ‘Pay Stations’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/d4d8c772-d19a-4889-8dbd-24fd67f80604 on 27 January 2022.

--- Dataset description provided by original source is as follows ---

Displays the locations of Paid Parking Kiosks that distribute a receipt that is displayed in the vehicle.

| Attribute Information: https://www.seattle.gov/Documents/Departments/SDOT/GIS/Pay_Station_OD.pdf

| Data Update Cycle: Weekly (Due to issues with nightly update)
| Contact Email: DOT_IT_GIS@seattle.gov

--- Original source retains full ownership of the source dataset ---

A dataset that explores Green Card sponsorship trends, salary data, and employer insights for gis in the U.S.

A dataset that explores Green Card sponsorship trends, salary data, and employer insights for forest engineering (gis) in the U.S.

A dataset that explores Green Card sponsorship trends, salary data, and employer insights for applied geospatial science in the U.S.

Analysis of ‘3.25 Equal Pay Ratio 9th Congressional District (summary)’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/cc40e532-f709-4c1f-b249-3ac2a72e2163 on 11 February 2022.

--- Dataset description provided by original source is as follows ---

What is the Pay Gap? The pay gap is a comparison between women’s and men’s typical (median) earnings by dividing women’s median earnings by men’s median earnings. A ratio that is equal to “1.0” indicates that women’s median earnings are equal to men’s median earnings. A ratio of less than “1.0” indicates that women’s earnings are less than men’s earnings; and, a ratio greater than “1.0” indicates that women’s earnings are greater than men’s.

This page provides data for the Equal Pay Gap performance measure.

The earning's ratio is calculated by dividing women's median earnings by the men's median earnings.

The performance measure dashboard is available at 3.25 Equal Pay Ratio 9th Congressional District.

Additional Information

Source:

Contact: Wydale Holmes

Contact E-Mail: Wydale_Holmes@tempe.gov

Data Source Type: Excel

Preparation Method:

Publish Frequency: annually

Publish Method: manual

Data Dictionary

--- Original source retains full ownership of the source dataset ---

Community Analyst Report

As part of the government's requirement for local transparency, councils must publish salary data on their senior management staff. The information is updated annually and therefore provides a snapshot of the organisation in March 2022.

Scope of disclosure

We have included all staff who earn over £50,000 per annum, in line with government guidance.

This page contains the data that the council must produce in relation to staff salaries and organisational structure as described by the Local Government Transparency code.

Senior employee data is published based on national advice. Where an item is not published, it is because the item is not applicable to the council. The following table shows the required data and where these can be found on this page.

Field Status

Job title Published - senior staff salaries (spreadsheet)

Name Published - senior staff salaries (spreadsheet)

Service Published - senior staff salaries (spreadsheet)

Salary amount Published - senior staff salaries (spreadsheet)

Employer's pension contribution Published - senior staff salaries (spreadsheet)

Contact details Published - senior staff salaries (spreadsheet)

Grade Published - senior staff salaries (spreadsheet)

Type of contract Published - senior staff salaries (spreadsheet)

Expenses allowances Not applicable

Loss of office compensation Not applicable

Salary band Published - Pay Policy Statement

Salary ceiling Published - Pay Policy Statement

Community Analyst Report

Community Analyst Report

The Labour Force Survey (LFS) is the only survey conducted by Statistics Canada designed to provide the official unemployment rate every month, with a monthly sample size of approximately 56,000 households. It is the earliest and most timely indicator of the pulse of the labour market in Canada. Statistics Canada provides a Guide to the Labour Force Survey.Note: This dataset primarily focuses on employees: those who do paid work for others. Therefore, totals do not align to totals in Labour Force Characteristics dataset, which focuses on everyone in the labour force.DefinitionsEmployee - A person who does paid work for others.Work - Includes any work for pay or profit, that is, paid work in the context of an employer-employee relationship or self-employment. It also includes work performed by those working in family business without pay (unpaid family workers).Permanent - A permanent job is one that is expected to last as long as the employee wants it, business conditions permitting. That is, there is no predetermined termination date.Temporary - A temporary job has a predetermined end date, or will end as soon as a specified project is completed. Information is collected to allow the sub-classification of temporary jobs into four groups: seasonal; temporary, term or contract, including work done through a temporary help agency; casual job; and other temporary work.Employment - Employed persons are those who, during the reference week, did any work for pay or profit or had a job and were absent from work. Self-employment - Working owners of an incorporated business, farm or professional practice, or working owners of an unincorporated business, farm or professional practice. The latter group also includes self-employed workers who do not own a business (such as babysitters and newspaper carriers). Self-employed workers are further subdivided by those with or without paid help. Also included among the self-employed are unpaid family workers. They are persons who work without pay on a farm or in a business or professional practice owned and operated by another family member living in the same dwelling. They represented approximately 1% of the self-employed in 2016.Unemployment - Unemployed persons are those who, during reference week, were without work, were available for work and were either on temporary layoff, had looked for work in the past four weeks or had a job to start within the next four weeks.

Community Analyst Report

Percent of Household Income Spent on Food as Forecasted for 2022

ESRI Community Analyst ReportStatistics for 2017 Income and PovertyWestminster, CO