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

As of January 7, 2025, several Miami-Dade County departments transitioned to become independent constitutional offices. These offices include:Sheriff's OfficeSupervisor of ElectionsProperty AppraiserOffice of the Tax CollectorClerk of the Court and ComptrollerEmployees from these departments are now employed directly by their respective constitutional offices, with their positions, pay, benefits, and seniority carrying over without interruption. Participation in the Florida Retirement System (FRS) and the Deferred Retirement Option Program (DROP) continues seamlessly.Miami-Dade County provides a public Employee Salary Search tool that allows you to view county employee compensation details, including bi-weekly gross pay, annual salary, and year-to-date totals. You can search by employee name, title, department or salary.Please note that while the constitutional offices are now independent, they may still provide access to similar salary information through their own channels. For the most accurate and up-to-date information, it's advisable to contact the specific constitutional office directly.

Explore this visualization to see the latest quarter's data. View metadata for key information about this dataset.This data does not necessarily represent current salaries of employees and is intended for informational purposes only. Formal requests to document salary details or other personnel information should be made through the City’s Human Resources department.This dataset shows the earnings for all City employees, including elected officials and Court staff. Data is from Calendar Year (CY) 2019 Q2 to the most recent quarter of this year. Please note that since employee counts fluctuate throughout the year, the sum of the BASE_SALARY field does not reflect the total budgeted amount. Also, when the BASE_SALARY column is blank, it represents part-time, temporary, or seasonal employees paid by the hour.For questions about this dataset, contact catherine.lamb@phila.gov. For technical assistance, email maps@phila.gov.

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

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

The County of Suffolk Annual Salaries File for the Year 2020 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.

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

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

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

DC Department of Human Resources provides District government employees with a variety of services and programs on employee benefits, policy and procedures, performance management, and compensation. This dataset includes public employee salary compensation information found on the DCHR web application https://dchr.dc.gov/public-employee-salary-information.

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

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.

The County of Suffolk Annual Salaries File for the Year 2017 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.

The County of Suffolk Annual Salaries File for the Year 2016 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.

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 HolmesContact E-Mail: Wydale_Holmes@tempe.govData Source Type: ExcelPreparation Method: Publish Frequency: annuallyPublish Method: manualData Dictionary

Display the locations of Paid Parking Kiosks that distribute a receipt that is displayed in vehicle for mapping purposes.Refresh Cycle: Daily RefreshFeature Class: SDOT.V_PAYSTATIONSPay Station Definition Query:To view the INSVC, or PLNRECON, or ' ' status, use CURRENT_STATUS = 'INSVC' OR CURRENT_STATUS ='PLNRECON' OR CURRENT_STATUS = ' '

Analysis of ‘Pay Stations’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/8f7302e2-13fd-42eb-a03e-3d95e3f1da53 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 forest engineering (gis) in the U.S.

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 HolmesContact E-Mail: Wydale_Holmes@tempe.govData Source Type: ExcelPreparation Method: Publish Frequency: annuallyPublish Method: manualData Dictionary