This dataset is a listing of all active City of Chicago employees, complete with full names, departments, positions, employment status (part-time or full-time), frequency of hourly employee –where applicable—and annual salaries or hourly rate. Please note that "active" has a specific meaning for Human Resources purposes and will sometimes exclude employees on certain types of temporary leave. For hourly employees, the City is providing the hourly rate and frequency of hourly employees (40, 35, 20 and 10) to allow dataset users to estimate annual wages for hourly employees. Please note that annual wages will vary by employee, depending on number of hours worked and seasonal status. For information on the positions and related salaries detailed in the annual budgets, see https://www.cityofchicago.org/city/en/depts/obm.html

Data Disclosure Exemptions: Information disclosed in this dataset is subject to FOIA Exemption Act, 5 ILCS 140/7 (Link:https://www.ilga.gov/legislation/ilcs/documents/000501400K7.htm)

Each year, the City of Boston publishes payroll data for employees. This dataset contains employee names, job details, and earnings information including base salary, overtime, and total compensation for employees of the City.

See the "Payroll Categories" document below for an explanation of what types of earnings are included in each category.

This is a database of the 2 years' payroll info of employees. 2nd sheet is about the budget details. Using this dataset, visualizations were created in Power BI. Power BI and other supported files are included in this dataset.

Employee payroll data for all Cook County employees excluding Forest Preserves, indicating amount of base salary paid to an employee during the County fiscal quarter. Salaries are paid to employees on a bi-weekly basis. Any pay period that extended between quarters will be reported to the quarter of the Pay Period End Date. (e.g. If a Pay Period runs 02/21-03/05, that pay period would be reported in the Q2 period, as the end of the pay period falls in March - Q2) The county fiscal quarters are: Q1: December - February Q2: March - May Q3: June - August Q4: September - November The Employee Unique Identifier field is a unique number assigned to each employee for the purpose of this data set, that is not their internal employee ID number, and allows an employee to be identified in the data set over time, in case of a name change or other change. This number will be consistent within the data set, but we reserve the right to regenerate this number over time across the data set. ISSUE RESOLVED: As of 4/19/2018 there was an issue regarding employee FY2016 and FY2017 payroll in which records were duplicated in the quarterly aggregation, resulting in inflated base pay amounts. Please disregard any data extracted from this dataset prior to the correction date and use this version moving forward. KNOWN ISSUE: Several records are missing Bureau and Office information. We are working on correcting this and will update the dataset when this issue has been resolved. For data prior to Fiscal Year 2016, see datasets at https://datacatalog.cookcountyil.gov/browse?tags=payroll

The payroll data represents the amount paid to an employee during the reported time period. In addition to regular pay, these amounts may include other pay types such as overtime, longevity, shift differential or terminal pay. This amount does not include any state share costs associated with the payroll i.e. FICA, state share retirement, etc. This amount may vary from an employee’s ‘salary’ due to pay adjustments or pay period timing. The payroll information will be updated monthly after the end of the month. For example, July information will be added in August after the 15th of the month.

Comprehensive dental salary data from verified dentist submissions across all dental specialties and practice types

There are over 20,000 employees working for the City of Houston. This portal contains payroll information from 2018 to present.

The Payroll dataset includes information about the City of Houston employee payroll, including salary and year to date pay.

This page, or other pages, in this Open Payroll module will serve a function similar to the check register, including salary and year to date pay of the employees of the City for the considered calendar year. The data is provided in an anonymized way to protect the personal information of the employees of the City while providing relevant actual and statistical information.

Comprehensive database of physician compensation data including base salaries, bonuses, work-life balance metrics, and job satisfaction ratings from verified submissions.

The payroll data represents the amount paid to an employee during the reported time period. In addition to regular pay, these amounts may include other pay types such as overtime, longevity, shift differential or terminal pay. This amount does not include any state share costs associated with the payroll i.e. FICA, state share retirement, etc. This amount may vary from an employee’s ‘salary’ due to pay adjustments or pay period timing. The payroll information will be updated monthly after the end of the month. For example, July information will be added in August after the 15th of the month.

Payroll reports & financial modelling tools based on the payroll reports. To model annual pay award proposals and other pay related issues. To calculate pay award increases for staff.

Salaries of City of Milwaukee employees by year.

To download XML and JSON files, click the CSV option below and click the down arrow next to the Download button in the upper right on its page.

This is a cleaned and analyzed version of the City of Houston Employee Payroll dataset, specifically focused on withdrawn employees and their financial impact on city departments. This dataset was prepared in response to a City Council Finance Committee request for January 2025 withdrawal analysis.

This dataset transforms the raw payroll data into actionable insights by: - Aggregating data by department and analysis categories - Calculating total financial impact across all compensation types - Computing average salaries, pay grades, and tenure metrics - Providing headcount loss by department - Breaking down impacts by employment type, FLSA status, and pay grade categories

Key Metrics Included: - Headcount_Lost: Number of withdrawn employees per department - Total_Base_Salary_Impact: Cumulative base salary of withdrawn employees - Total_Gross_Pay_Impact: Total gross compensation impact - Total_Overtime_Impact: Overtime pay associated with withdrawn positions - Total_Other_Pay_Impact: Additional compensation impacts - Avg_Annual_Salary: Average salary of withdrawn employees - Avg_Tenure_Years: Average years of service before withdrawal - Pct_Of_Total_Financial_Impact: Percentage contribution to overall fiscal impact

Analysis Sections: 1. OVERALL SUMMARY: City-wide totals and averages 2. DEPARTMENT ANALYSIS: Department-by-department breakdown showing Houston Public Works was most impacted (15 withdrawals, $637,550 base salary impact) 3. Category breakdowns by Employment Type, FLSA Status, and Pay Grade

Use Cases: - Budget planning and reallocation decisions - Workforce retention strategy development - Department-level resource planning - Understanding compensation patterns in workforce attrition - City Council presentations and policy discussions

Data Processing: - Filtered for "Withdrawn" status employees only - Calculated financial impacts across multiple compensation categories - Aggregated by relevant categorical dimensions - Computed tenure and demographic statistics - Anonymized per City of Houston data protection policies

Context: Prepared for City Council Finance Committee presentation (November 2025) analyzing the fiscal and operational impact of January 2025 employee withdrawals across City of Houston departments.

Data Source: City of Houston Open Data Portal - Employee Payroll Database Analysis Date: November 2025

Annual salary information including gross pay and overtime pay for all active, permanent employees of Montgomery County, MD paid in calendar year 2023. This dataset is a prime candidate for conducting analyses on salary disparities, the relationship between department/division and salary, and the distribution of salaries across gender and grade levels.

Statistical models can be applied to predict base salaries based on factors such as department, grade, and length of service. Machine learning techniques could also be employed to identify patterns and anomalies in the salary data, such as outliers or instances of significant inequity.

Some analysis to be performed with this dataset can include:

• Gender Pay Gap Analysis: An examination of salary differences between genders within similar roles, grades, and departments to identify any disparities that need to be addressed.
• Departmental Salary Analysis: Analyzing the distribution of salaries across different departments and divisions to understand how compensation varies within the organization.
• Impact of Overtime and Longevity Pay: Evaluating how overtime and longevity pay contribute to the overall compensation of employees and identifying trends or patterns in these payments. ​

Data is collected because of public interest in how the City’s budget is being spent on salary and overtime pay for all municipal employees. Data is input into the City's Personnel Management System (“PMS”) by the respective user Agencies. Each record represents the following statistics for every city employee: Agency, Last Name, First Name, Middle Initial, Agency Start Date, Work Location Borough, Job Title Description, Leave Status as of the close of the FY (June 30th), Base Salary, Pay Basis, Regular Hours Paid, Regular Gross Paid, Overtime Hours worked, Total Overtime Paid, and Total Other Compensation (i.e. lump sum and/or retro payments). This data can be used to analyze how the City's financial resources are allocated and how much of the City's budget is being devoted to overtime. The reader of this data should be aware that increments of salary increases received over the course of any one fiscal year will not be reflected. All that is captured, is the employee's final base and gross salary at the end of the fiscal year. In very limited cases, a check replacement and subsequent refund may reflect both the original check as well as the re-issued check in employee pay totals. NOTE 1: To further improve the visibility into the number of employee OT hours worked, beginning with the FY 2023 report, an updated methodology will be used which will eliminate redundant reporting of OT hours in some specific instances. In the previous calculation, hours associated with both overtime pay as well as an accompanying overtime “companion code” pay were included in the employee total even though they represented pay for the same period of time. With the updated methodology, the dollars shown on the Open Data site will continue to be inclusive of both types of overtime, but the OT hours will now reflect a singular block of time, which will result in a more representative total of employee OT hours worked. The updated methodology will primarily impact the OT hours associated with City employees in uniformed civil service titles. The updated methodology will be applied to the Open Data posting for Fiscal Year 2023 and cannot be applied to prior postings and, as a result, the reader of this data should not compare OT hours prior to the 2023 report against OT hours published starting Fiscal Year 2023. The reader of this data may continue to compare OT dollars across all published Fiscal Years on Open Data. NOTE 2: As a part of FISA-OPA’s routine process for reviewing and releasing Citywide Payroll Data, data for some agencies (specifically NYC Police Department (NYPD) and the District Attorneys’ Offices (Manhattan, Kings, Queens, Richmond, Bronx, and Special Narcotics)) have been redacted since they are exempt from disclosure pursuant to the Freedom of Information Law, POL § 87(2)(f), on the ground that disclosure of the information could endanger the life and safety of the public servants listed thereon. They are further exempt from disclosure pursuant to POL § 87(2)(e)(iii), on the ground that any release of the information would identify confidential sources or disclose confidential information relating to a criminal investigation, and POL § 87(2)(e)(iv), on the ground that disclosure would reveal non-routine criminal investigative techniques or procedures. Some of these redactions will appear as XXX in the name columns.

This dataset includes annual salary, regular pay, incentive pay, and gross pay for employees under the County Executive and independently elected County officials for the years 2016 to the present, and is updated quarterly.

For December files, Annual Salary is the employee's annual salary or annualized wage as of the last pay period for the year, and the pay data fields (Regular Pay, Incentive Pay and Gross Pay) are payments made to the employee through the last pay period of the year. The June file contains the Annual Salary, and the pay data as of the last pay period in June. Note that the June file is replaced by the December file each year.

Union contracted salaries and wages which were not settled during the calendar year reflect the wage as of the end of the year. Regular Pay for these positions includes salaries and wages for the year it was paid, not the year it was earned.

In addition to salary or wages for days worked and retroactively settled contract payments, Regular Pay also includes pay for days such as holidays, sick days, and vacation days. Overtime Pay includes pay for extra work typically at a wage rate different from regular wages as set forth in a collective bargaining agreement. Incentive Pay includes such things as a wellness incentive and longevity pay.

Employee names are included in the dataset with the following exceptions permitted by the Pennsylvania Right to Know Law:

• The names of individuals who were active sworn law enforcement officers during the year; and
• Information that would disclose individually identifiable health information.

Additionally, records related to Court of Common Pleas employees would need to be requested from the Courts.

In March 2022, the salary data files prior to 2021 were updated so that all columns matched for consistent presentation.

Annual salary information including gross pay and overtime pay for all active, permanent employees of Montgomery County, MD paid in calendar year 2024. This information will be published annually each year.

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.

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Entity

Employee Salaries

Point of Contact

Human Resources

Attributes

Column: Department

Description: 3-letter department code

Column: Department Division

Description: This is the City Division that the position is assigned to.

Column: PCN

Description: Tracking number used to reference each unique position within the City.

Column: Position Title

Description: 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 Date

Description: This is the date that the full-time employee first began employment with the City.

Column: Date in Title

Description: This is the date that the full-time employee first began employment in their current position.

Column: Salary

Description: This is the annual salary of the full-time employee or the hourly rate of the part-time employee.

Frequency of dataset update

Monthly

Payroll Data, including Calendar Year 2015 through the most recent pay period. Data used in the Open Payroll application

The payroll data represents the amount paid to an employee during the reported time period. In addition to regular pay, these amounts may include other pay types such as overtime, longevity, shift differential or terminal pay. This amount does not include any state share costs associated with the payroll i.e. FICA, state share retirement, etc. This amount may vary from an employee’s ‘salary’ due to pay adjustments or pay period timing. The payroll information will be updated monthly after the end of the month. For example, July information will be added in August after the 15th of the month.

This dataset provides base salary information about City of Norfolk employees. This data is provided by Norfolk's Department of Human Resources and is updated daily.

To view the most updated version of the dataset, please click here: https://data.norfolk.gov/Government/Employee-Salaries/4fsk-z8s8/about_data