October 30, 2025, marked an historic milestone for Harris County and every member of its’ workforce. Commissioners Court approved a new countywide pay grade structure as part of the Compensation and Pay Equity Project, establishing the foundation for a fair, consistent, and competitive pay system across the County.

This is the first time in Harris County’s history that every position has been reviewed through a comprehensive study, resulting in a single countywide pay structure. For the first time, all County roles are part of a clear, transparent framework that defines how jobs are compensated.

What Commissioners Court Approved

Commissioners Court approved moving all employees to at least the new minimum of their assigned pay range.

This means no employee will be paid below the minimum range for their role — a historic investment in our workforce and a major step toward fair, consistent, and competitive pay across all departments.

What This Means for Employees

• Pay Adjustments - Employees whose current pay is below the new minimum for their position will receive an adjustment to bring their salary up to that level.
• Clear Pay Ranges - Every position in the County now falls within a defined pay range based on market data and internal alignment. These ranges make it easier to see how jobs compare across departments and how pay can progress.
• Pathways for Growth - The new classification system also lays the groundwork for clearer career paths within the County. By standardizing job titles and pay grades, employees and managers will have a better understanding of how roles connect and what opportunities exist for advancement.

How We Got Here

This project began in 2024, when Harris County Human Resources and Talent (HRT) partnered with Gallagher Benefit Services to review more than 20,000 positions. That work led to consolidating more than 4,600 job titles into 758, creating a stronger foundation for equity and consistency across the organization.

What’s Next

HRT will return to Commissioners Court in December with a detailed Implementation Plan outlining next steps, department coordination, and timelines. The new pay structure is expected to take effect in February 2026.

Frequently Asked Questions

Who will receive a pay increase?

As part of this approved plan, employees whose current salary falls below the new minimum of their assigned pay range will receive an adjustment to bring their pay up to that minimum.

What determines the new minimum, midpoint, and maximum?

During this project, HRT worked with Gallagher Benefit Services to analyze market data for every position. Based on that analysis, each job was placed in a new pay grade with a defined minimum, midpoint, and maximum that reflect current market rates and internal alignment.

Will every employee receive an increase?

No. Some employees are already earning at or above the new minimum for their position — and some are at or above the midpoint or maximum. Those employees will not see an increase at this time.

How will I know if my pay is changing?

Departments will communicate directly with employees about specific salary information once implementation details are finalized.

When will pay adjustments take effect?

The new pay structure and pay adjustments are expected to take effect in February 2026.