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

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

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

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 ---

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

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 gis in the U.S.

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 forest engineering (gis) in the U.S.

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 applied geospatial science in the U.S.

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 2021 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.

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 ---

Click here for research on the effects of land use planning and gentrification on Portland’s communities of color and other vulnerable populations. Economic Vulnerability Assessment:This map identifies census tracts in Portland where residents are more vulnerable to changing economic conditions, making resisting displacement more difficult. These areas have residents who are more likely to:Be "housing cost-burdened", meaning they pay 30% or more of their income on housing costs.Belong to communities of color, particularly Black and Indigenous communities.Lack college degrees, andHave Lower Incomes.This dataset provides an update to the vulnerability risk analysis that Dr. Lisa Bates prepared for the Bureau of Planning and Sustainability in 2012.This latest dataset includes the following changes in methodology:Low income households were replaced with a size-adjusted median household income. This helps account for how different household sizes experience living with different incomes.Renter households were replaced with households that are housing cost-burdened (pay 30%+ on housing costs). This acknowledges that homeowners who pay a high percentage of their income on housing can be vulnerable to displacement as well.A new variable, Black and Indigenous population, was added to better incorporate past harms to these communities.The vulnerability score was rescaled from 0 to 100. A score of 60 or greater is considered a vulnerable tract.Data sources: U.S. Census Bureau, 2022 ACS 5-year estimates, Tables B25106, B25010, B03002, B19013, B15002. Prepared Summer 2024 by the Portland Bureau of Planning and Sustainability.Download dataset from City of Portland Open Data siteAbout the Bureau of Planning and SustainabilityThe Portland Bureau of Planning and Sustainability (BPS) develops creative and practical solutions to enhance Portland’s livability, preserve distinctive places and plan for a resilient future.Need more information about this data? Email bpsgis@portlandoregon.gov-- Additional Information: Category: Planning Purpose: Map the areas susceptible to gentrification pressure. Update Frequency: Yearly-- Metadata Link: https://www.portlandmaps.com/metadata/index.cfm?&action=DisplayLayer&LayerID=54141