Search

Compensation Benchmarking

Compensation Benchmarking Aligning Pay with Market Standards

Human Resources and Talent (HRT), in partnership with Gallagher Benefit, Inc., is conducting a comprehensive compensation benchmarking analysis. This effort ensures that our pay structures remain competitive, equitable, and aligned with market standards, supporting both current employees and attracting top talent.

What is Compensation Benchmarking?

Compensation benchmarking is the process of comparing Harris County’s pay structures with those of other organizations in relevant labor markets. This ensures that our salaries remain fair and competitive while also aligning with budget priorities and organizational goals.

What Will Happen During the Process?

Data Collection and Analysis

Gallagher Benefit, Inc. will collect and analyze compensation data from a variety of sources, including:

  • Published Surveys - Industry-standard surveys to gather pay data.
  • Custom Surveys - Tailored surveys to capture insights specific to Harris County’s unique needs. 
  • Relevant Labor Markets - Comparison across regional and national labor markets to ensure competitiveness.

Public Sector vs. Private Sector Comparison

Gallagher Benefit, Inc. will evaluate Harris County’s pay structures against relevant public and private sector organizations to ensure alignment with market trends.

  • Peer Organizations Benchmarks will include organizations in similar industries and geographical locations to provide a fair and accurate comparison.

Addressing Recruitment Challenges

  • Specialized roles requiring niche skills will be assessed to ensure we remain competitive in attracting and retaining top talent.
  • Labor market data will help address recruitment challenges by identifying pay trends for high-demand positions. 

Defining a Compensation Philosophy

Harris County leadership, with insights from Gallagher Benefit, Inc., will determine our approach to compensation. This includes deciding whether to lag, match, or lead the market based on benchmarking data and County priorities.

What Does This Mean for Employees?

Fairness

Pay scales will be reviewed to ensure equity across roles and departments.

Market Competitiveness

Updated pay structures will align with industry standards, making Harris County competitive in attracting and retaining talent.

Clear Direction

The County’s compensation philosophy will guide future pay decisions, ensuring consistency and transparency.

Expected Outcome

The website should display the expected results of the benchmarking analysis, including:

A compensation structure that ensures Harris County’s pay scales are competitive, equitable, and financially sustainable.
Improved ability to attract and retain top talent, positioning Harris County as an employer of choice.
Fair and transparent pay practices that align with employees' expectations and market trends.

How Will This Process Affect Me?

  • No Immediate Changes

    This phase focuses on analyzing data and making recommendations. Any changes to pay structures will require Commissioners Court approval and will be clearly communicated.

  • Equitable Pay

    The benchmarking process ensures that employees are compensated fairly for their contributions compared to similar roles in the market.

  • Long-Term Benefits

    Competitive pay structures will improve Harris County’s ability to recruit and retain skilled professionals, benefiting everyone in the organization.

What’s Next?

  • Recommendations

    Once the analysis is complete, Gallagher Benefit, Inc. will present a detailed report with recommendations for updating Harris County’s pay structures to Commissioners Court.

  • Employee Updates

    Human Resources and Talent (HRT) will share progress updates and any proposed changes with employees.
Back to top