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

Classification establishes and maintains the County's job classifications and compensation systems and practices, with equity, consistency, and due regard for pay competitiveness. Positions are analyzed and assigned to appropriate job classificationsJob Descriptions -- Frequently Asked Questions -- Classification and Compensation Documents

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

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

Classification establishes and maintains the County's job classifications and compensation systems and practices, with equity, consistency, and due regard for pay competitiveness. Positions are analyzed and assigned to appropriate job classificationsJob Descriptions -- Frequently Asked Questions -- Classification and Compensation Documents

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

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.

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

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

Please click here for table and filtered views.This dataset contains current active employee data from the most recent semimonthly pay cycle. Information includes employee salary information and department.The City of Greensboro currently employs more than 3,500 people in a wide variety of jobs. We are proud to offer administrative positions, public safety jobs, technical careers, trades work, and more. We hire for all jobs based on qualifications, knowledge, skills, and abilities.The City of Greensboro appreciates our skilled and qualified workforce. We offer a competitive and generous benefits and compensation package.The City of Greensboro is an equal opportunity, affirmative action employer. (Read more about the City's Diversity and Inclusion program.) Additionally, the City is committed to a family-friendly and drug-free work place environment.Our Mission Statement Maximizing service excellence through human capital management.BenefitsAre you are an employee or are you are interested in employment with the City of Greensboro? Learn more about our benefits by viewing the latest Benefits Book.Careers If you are interested in a career with the City of Greensboro, please go to iApplyGreensboro to see current vacant positions. Read more about the application process. Top Requested DocumentsOverview of the City of Greensboro Total Compensation Program (with links to the executive and general, fire, and police pay structures)Benefits Book Job DescriptionsPolicy Manual

A dataset that explores Green Card sponsorship trends, salary data, and employer insights for geographic information systems concentration in computer information systems 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 ---

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.

Metro Nashville general government employees’ titles and base annual salaries. This dataset is updated annually.Source Link: https://www.nashville.gov/departments/human-resourcesMetadata Document: General Government-Employees-Titles-and-Base-Annual-Salaries-Metadata.pdfContact Data Owner: opendata@nashville.gov

The County of Suffolk Annual Salaries File for the Year 2015 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

Active position information for the City of Greensboro. The dataset contains position current status, position title, and mid-range pay for the position.City of Greensboro FY 2019-2020 Executive and General Salary Structures Effective September 01, 2019 through August 31, 2020City of Greensboro FY2019-2020 Fire Sworn Salary Structure Effective July 1, 2019 through November 30, 2020The City of Greensboro currently employs more than 3,500 people in a wide variety of jobs. We are proud to offer administrative positions, public safety jobs, technical careers, trades work, and more. We hire for all jobs based on qualifications, knowledge, skills, and abilities.The City of Greensboro appreciates our skilled and qualified workforce. We offer a competitive and generous benefits and compensation package.The City of Greensboro is an equal opportunity, affirmative action employer. (Read more about the City's Diversity and Inclusion program.) Additionally, the City is committed to a family-friendly and drug-free work place environment.Our Mission Statement Maximizing service excellence through human capital management.BenefitsAre you are an employee or are you are interested in employment with the City of Greensboro? Learn more about our benefits by viewing the latest Benefits Book.Careers If you are interested in a career with the City of Greensboro, please go to iApplyGreensboro to see current vacant positions. Read more about the application process. Top Requested DocumentsOverview of the City of Greensboro Total Compensation Program (with links to the executive and general, fire, and police pay structures)Benefits Book Job DescriptionsPolicy Manual

The Urban Vitality Job Creation Pilot Program is designed to provide eligible businesses that create jobs a pay-for-performance refund that is determined by the number of jobs created and the average annual wage of the created jobs. Applications are accepted on a first-come, first-served basis provided sufficient funding for the program is available. The pilot program will be evaluated for continued use after a three (3) year period, beginning January 1, 2018. During the evaluation period, staff will also examine the need to update the designated disadvantaged areas. Businesses eligible for funding consideration must: (i) Be located in the Urban Vitality Job Creation Pilot Program area (ii) Be headquartered or independently owned and operated in Tallahassee-Leon County; (iii) Be predominately engaged in activities classified in one of the following Standard Industrial Classification (SIC) Codes:01-09 Agriculture; Forestry; and Fishing20-39 Manufacturing52-57 Retail: Gen. Merch.; Food; Apparel, etc59 Misc. Retail (No Eating/Drinking)70 Hotels and Other Lodging Places422 Public Warehousing and Storage781 Motion Picture Production and Allied Services7391 Research and Development7992 Public Golf Courses7996 Amusement ParksCall Center/Customer Service Center (serving a multistate or international market) (iv) Be a “small business” as defined in Florida Statutes 288.703[1]; (v) Minimum number of two (2) additional qualified employees over the previous year[2]; (vi) Pay an average annual wage at or above 75% of Leon County’s average annual wage (see Attachment B); (vii) Be for-profit; (viii) Be financially fit; and (ix) Demonstrate the hiring of new employees resulted in a net increase in FTEs from the previous six (6) months prior to application.B: The firm must acknowledge that it will submit only one Application for Eligibility on behalf of all businesses within the firm’s ownership and control that are located in the designated area and qualify for the Urban Vitality Job Creation Pilot Program.

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

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

The dataset contains information on the jobs-housing fit in census tracts across six counties in the Southern California Association of Governments (SCAG) region between 2021-2023. This dataset includes the data used to develop Map 7 for the Connect SoCal 2024 Equity Analysis Technical Report, adopted on April 4, 2024. The dataset includes two fields to describe jobs-housing fit (JHFIT) based on information from the Longitudinal Employer-Household Dynamics (LEHD) Origin-Destination Employment Statistics (LODES) 8.0. "Jobs-Housing Fit All" is measured as the ratio between the total number of jobs and housing units in a census tract. "Jobs-Housing Fit Low" is measured as the ratio between the total number of low wage jobs and affordable rental housing units in a census tract. In this dataset, "low wage jobs" is defined as jobs that earn $1,250/month or less and "affordable rental units" as rental units where a household whose income is at or below 80 percent of the Area Median Income can live without spending more than 30 percent of their income.