This FAQ provides a clear overview of what the project is, why it was needed, and what employees can expect as we move through implementation.

1. What is the Compensation & Pay Equity Project?

The Compensation & Pay Equity Project is a comprehensive, countywide review of every position across Harris County. The goal is to ensure that pay is fair, consistent, and competitive, and that employees performing similar work are compensated equitably.

This effort includes:

• A new standardized job classification system
• A single countywide pay grade structure
• Updated pay ranges based on market data and benchmarking
• A review and verification
• A full review of job duties through Position Description Questionnaires (PDQs), job shadowing, and employee focus groups

This is the first time in Harris County’s history that ALL positions across all departments have been reviewed together using the same methodology and standards.

2. Why was this project needed?

Before this project, each department had developed its own job titles, classifications and pay practices over many years. This resulted in:

• More than 4,600 job titles describing similar or identical work
• Employees performing the same work receiving different pay across departments
• Inconsistent pay ranges and minimums
• Difficulty comparing roles, creating career paths, or ensuring internal equity
• Limited ability to confirm that pay was aligned with the market

A project of this scale was necessary to:

• Modernize outdated structures
• Create fairness and transparency across the County
• Ensure pay decisions are consistent and data-driven
• Improve recruitment, retention, and career development opportunities

3. What research informed the project?

The project included an extensive data collection and validation process:

• Position Description Questionnaires (PDQs)

Employees and supervisors completed PDQs to describe job duties, responsibilities, knowledge requirements, working conditions, and supervisory levels. PDQs ensured employees had a voice in how their work was documented.

• Job Shadowing

The project team conducted site visits and job shadowing to observe key roles directly. This helped validate PDQs and understand the complexity, scope, and impact of different positions.

• Employee Focus Groups

Focus groups across departments gathered employee input on job responsibilities, career progression, and challenges within current classifications. This helped identify inconsistencies and improve the new classification structure.

• Classification Study

Gallagher, the County’s compensation consultant, reviewed PDQs, focus groups, job shadowing, and organizational charts to group similar roles into consistent classifications.
This process reduced more than 4,600 job titles into approximately 758 standardized classifications, improving clarity and consistency.

• Market Benchmarking

Each classification was evaluated against external labor market data using public-sector and relevant private-sector sources. This benchmarking informed the new pay ranges, ensuring salaries were competitive and aligned with similar roles in comparable organizations.

4. What did Commissioners Court approve?

Commissioners Court approved:

• A new countywide pay grade structure for every position
• Updated market-aligned pay ranges
• Moving all employees to at least the new minimum of their assigned pay grade beginning February 2026
• The next phase: department review and verification of results

5. Will I receive a pay increase?

Some—but not all—employees will receive increases. Specifically:

• Employees whose current pay is below the new minimum for their pay grade will be brought up to the new minimum.

Employees above the new minimum will not receive additional pay adjustments. Your department will notify you directly if your pay is changing.

6. When will employees be notified?

Employees will be notified in no later than mid-February 2025.

Departments will receive standardized templates and talking points from HRT to assist with consistent communication.

No employee needs to take action at this time.

7. What is the department review process?

Every department will meet with HRT and Gallagher to:

• Review their results
• Confirm classification assignments
• Identify any issues that may require revision before implementation

After the meeting, departments will have 10 days to review their results internally and request changes if needed.

This step ensures accuracy before employee notifications are sent.