An Overview of Salary Comparison, the
Grade/Step System, and Internal Equity

Typical Human Resources Responsibilities
• Employee Recruitment
• Development and/or Maintenance of Job Descriptions
• Development and/or Maintenance of the Employee
Handbook
• Verifying and Documenting Worker Eligibility (I-9, etc.)
• Hiring and new hire Orientation
• Employment Classification and Training
• Job Performance including Promotions and Raises
• Disciplinary Actions
• Oversight (often shared) of Payroll and Payroll Deductions
• Maintenance of employee Records for Leave, Benefits, and Medical Records
• Maintenance of Records for Employee Expenses, company cars, cell phones, etc.
• Compliance with State and Federal Employment Laws
(Fair Labor Standards, Family & Medical Leave, & Americans with Disabilities Acts, etc.)

Human Resources (HR) Departments handle the paperwork essential to maintaining a workforce. Whether you are a
Mississippi County or Municipality, at some point an employee, supervisor, or elected official has come to you with a question about compensation. How are raises determined? How much is a job worth? Why is So&So making more money than I am?
All are good questions, and hopefully, you have a system in place to give the person a good answer. If not, we’re here to tell you about compensation studies and achieving pay equity. The simple answer as to what determines compensations is– the market.

Compensation Studies involve several components:
• Surveying the same Positions employed by similar governing entities
• Determining Job Evaluation Scores
• Assigning each Position a Grade & Step
• Determining the Mean, Median & Mode for each Position
• Determining the Percentiles for entry, mid-level and high end pay for each Position
• Comparing each Position’s Pay to the Mean

Compensation Studies involve several components:
Full Compensation Study
Survey of similar governing entities
Tabulation & Analysis of Survey Data
Job Descriptions for each Position
Interviews with each Employee
Determining Position Job Evaluation Score
Add-ons:
Employee Handbook – creation or update
Employee Incentive Plan Development
Salary Comparison Study
Survey of similar governing entities
Tabulation & Analysis of Survey Data

• Surveys are sent to similar governing entities throughout
Mississippi and surrounding states in the Southeast.
• The Survey contains every position in each County or
Municipal Department. Each Position includes the duties and responsibilities. If the Respondent’s position has a different title, that title is requested, as well as the rate and/or range of pay.
• Tenure in the Position is requested. Average tenure is gathered if more than one person is employed in the same position. Respondents often write in experience in other positions held within the County or Municipality.
Seniority helps determine Grade/Step assignment

G1
G2
G3
G4
G5
G6
G7
G8
There are 20 3% Steps within each Grade
Steps within Grade – 1 through 20
20 th Percentile
1
10 th Percentile
2 3 4
MONTHLY
BIWEEKLY
HOURLY
MONTHLY
BIWEEKLY
HOURLY
BIWEEKLY
HOURLY
BIWEEKLY
HOURLY
BIWEEKLY
HOURLY
BIWEEKLY
HOURLY
BIWEEKLY
HOURLY
BIWEEKLY
HOURLY
$15,080.24
$1,256.69
$580.01
$7.25
$16,588.27
$1,382.36
$638.01
$7.98
$ 15,532.65
$597.41
$7.47
$ 17,085.91
$1,423.83
$657.15
$8.21
$ 15,998.63
$1,333.22
$615.33
$7.69
$ 16,478.59
$1,373.22
$633.79
$7.92
$ 17,598.49
$1,466.54
$676.87
$8.46
$ 18,126.45
$1,510.54
$697.17
$8.71
$18,247.09
$1,520.59
$701.81
$8.77
$ 18,794.50
$1,566.21
$722.87
$9.04
$ 19,358.34
$1,613.19
$744.55
$9.31
$ 19,939.09
$1,661.59
$766.89
$9.59
$20,071.80
$1,672.65
$771.99
$9.65
$22,078.98
$1,839.92
$849.19
$10.61
$ 20,673.95
$1,722.83
$795.15
$9.94
$ 22,741.35
$1,895.11
$874.67
$10.93
$ 21,294.17
$1,774.51
$819.01
$10.24
$ 23,423.59
$1,951.97
$900.91
$11.26
$24,286.88
$2,023.91
$934.11
$11.68
$ 25,015.49
$2,084.62
$962.13
$12.03
$ 25,765.95
$2,147.16
$991.00
$12.39
$26,715.57
$2,226.30
$1,027.52
$12.84
$ 27,517.03
$2,293.09
$1,058.35
$13.23
$ 28,342.54
$2,361.88
$1,090.10
$13.63
$29,387.12
$2,448.93
$1,130.27
$14.13
$ 30,268.74
$2,522.39
$1,164.18
$14.55
$ 31,176.80
$2,598.07
$1,199.11
$14.99
$ 21,933.00
$1,827.75
$843.58
$10.54
$ 24,126.30
$
$2,010.52
$927.93
$11.60
26,538.93
$2,211.58
$1,020.73
$12.76
$ 29,192.82
$2,432.74
$1,122.80
$14.04
$ 32,112.10
$2,676.01
$1,235.08
$15.44
• The Grade/Step Chart is based upon the prevailing minimum wage. Grade 1 / Step 1 = $7.25 an hour.
• Each County or Municipality Position is assigned a
Grade and Step based on the current rate of pay and/or salary, the Job Evaluation Score for the position, and the length of tenure in the position.
• The Job Evaluation Score assigns a numeric value to the levels of responsibility within the position.

EXPERIENCE
Measures the experience needed to carry out the job at a competent level.
EDUCATION
Measures the amount of formal education required to satisfactorily perform the job.
Experience or knowledge through experience are not considered.
200 points
200 points
WORKING CONDITIONS
Measures job surroundings and environmental influences such as ventilation, noise and congestion.
PERSONAL HAZARDS
Measures the personal hazards inherent in a job with all reasonable precautions taken by the employer
PHYSICAL DEMANDS
Measures the kind, amount, and frequency of physical effort associated with job duties.
INDEPENDENCE OF ACTION
Measures the amount and type of supervision the position receives.
SUPERVISORY AUTHORITY
Measures the amount of supervisory authority exercised by the position.
100 points
100 points
100 points
150 points
150 points
Maximum 1000 points

Grade/Step Assignment & Job Evaluation Score
Position/Job Title Score Tenure Salary Grade/Step National Industry, State, & BLS Means
DEPARTMENT & TITLE
Tenure w/County
Job Evalution
Factor Score or Years in Position
Actual or
Average Salary
Any MS County
Current
Grade
Current
Step
Between
Steps
Raise to
Next Step
O-Net
National Mean
Bureau of Labor
Statistics
MS/State Mean National Mean Salary
Courts
Chancery Court Deputy Clerk
Circuit Court Deputy Clerk
Justice Court Clerk
Justice Court Deputy Clerk
275
275
362
225
6.6
4.7
23
11.4
39700
32700
45696
34350
43-4031 Court, Municipal, and License Clerks
Perform clerical duties for courts of law, municipalities, or governmental licensing agencies and bureaus. May prepare docket of cases to be called; secure information for judges and court; prepare draft agendas or bylaws for town or city council; answer official correspondence; keep fiscal records and accounts; issue licenses or permits; and record data, administer tests, or collect fees.
G11/ 1
G8/ 4
G11/ 6
G9/ 3
588
375
1008
973
Industry
Local Government (OES
Designation)
Employment (1)
92,790
34800
34800
54500
34800
Percent of industry employment
1.75
28000
28000
43000
28000
Hourly mean wage
Annual mean wage
(2)
$17.38
29990
29990
46999
29990
$36,150
SOURCE: http://www.bls.gov/oes/current/oes434031.htm

Mean Median Mode Percentiles
Center Most
Position/Job Title Salary Avg. Value Frequent Lowest Highest Entry Mid High
Actual or
Average Salary
Survey Responses Min/Max Values Percentiles
DEPARTMENT & TITLE
Any MS County Mean Median
Mode
Multiple modes exist.
The smallest value is shown.
Minimum Maximum 25 50 75
Courts
Chancery Court Deputy Clerk
Circuit Court Deputy Clerk
Justice Court Clerk
Justice Court Deputy Clerk
Department TOTAL
39700
32700
45696
34350
152446
33320
33567
37220
31159
29120
30000
38683
26208
17074
19760
22765 a
20000
17074
19760
22765
20000
60555
76514
52846
61888
25469
24968
27618
21500
29120
30000
38683
26208
40640
35435
43127
37092
Only the Circuit Court Deputy Clerk makes less than the MEAN.
The other positions exceed the Mean.
• Do the other clerks have more experience, longer tenure, and/or more education? Is that the local market value of the position?
• What does that translate into real dollars?

Mean Median Mode
Center Most
Percentiles
Position/Job Title Salary Avg. Value Frequent Lowest Highest Entry Mid High
Actual or
Average Salary
Survey Responses Min/Max Values Percentiles
DEPARTMENT & TITLE
Any MS County Mean Median
Mode
Multiple modes exist.
The smallest value is shown.
Minimum Maximum 25 50 75
Courts
Chancery Court Deputy Clerk
Circuit Court Deputy Clerk
Justice Court Clerk
Justice Court Deputy Clerk
Department TOTAL
39700
32700
45696
34350
152446
33320
33567
37220
31159
29120 17074
30000 19760
38683
Actual or
26208
Average Salary
22765 a
20000 Mean
17074 60555 25469 29120
19760 76514 24968 30000
22765
Percent of Mean
Dollar Amount (+/-
61888 from Mean
38683
26208
40640
35435
43127
Percentage of Mean = 97%
True Dollar Value = -$867
39700
32700
45696
34350
33320
33567
37220
31159
119
97
122
110
+ 19%
3%
+ 22%
+ 10%
6380
-867
8476
3191
27
19
13
9

What’s in a Standard Job Description?
A job summary – an overview and a brief description of the most important functions of the position.
A list of job requirements – education, certifications, and experience necessary to do the job.
A list of job functions – a detailed description of the job duties. This section provides the basis for most of the employment decisions that are made concerning the employees in this position.
Other information – any other important facts about the position including working hours, travel requirements, reporting relationships, location, physical requirements and working conditions.

Good Reasons to have Job Descriptions:
• Job descriptions provide documentation in the event of a wage and hour claim, workers compensation dispute, etc., assisting the State in determining claims issues.
• Job descriptions establish objective criteria for hiring and performance reviews. They help determine if a job is exempt under the Fair Labor Standards Act (FLSA).
• The EEOC uses the job description to determine essential functions for purposes of the Americans with Disabilities Act
(ADA)
• Physicians require a copy of the job description to complete
Family Medical Leave Act (FMLA) medical forms for an employee on extended leave.

•
•
•

Typical Policies in an Employee Handbook may include, but are not be limited to:
• Access to Personnel Records
• Background Checks and Drug Testing
• Citizenship Verification for Employment Eligibility
• Definitions of Seniority
• Dual Employment
• Employment of Temporary Employees
• Equal Opportunity and Affirmative Action
• Hiring Process
• Managing Staff Promotions and Internal Transfers
• Recruitment
• References/Outside Inquiries Concerning Personnel
• Skill Testing of Applicants
• Special Employment Circumstances *
* Presented in alphabetical order with no weight to particular policy.

Recommended Contents of an Employee File
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For many years, Stennis has worked with Mississippi’s local governments– counties and municipalities– offering technical assistance in a variety of areas. One area of expertise is conducting salary surveys to help determine if local compensation is competitive.
In that work, we have discovered a potential need for additional assistance in developing Job Descriptions and Employee Handbooks. If you feel you need assistance, please contact us.

Dr. Eddie French, Professor and Executive Director
Dr. Dallas Breen, Associate Director
Claudette Jones, ABD PhD, MPPA, Research Associate
Matt Peterson, MBA, Research Associate
Phone 662.325.3328
Email info@sig.msstate.edu
Drawer LV
Mississippi State, MS 39762

Phone 662.325.3328
Email info@sig.msstate.edu