Compensation and Benefits Study

The County is pleased to share that we have finalized the Classification and Compensation review of the study. Our next goal of the study will be to work on new job descriptions that more accurately reflect the roles specified from the JDQ’s and Supervisor reviews. Next will be an evaluation of the competitiveness of our Total Compensation Plan and the establishment of a new Performance Management System.

What’s Next? Funding Strategy with Court Direction

Commissioners Court provided direction to Human Resources and Budget after finalized data was presented to the Court on June 9, 2026 during a workshop.

Watch the Workshop

View the Salary Structures Table

Evaluate our Total Compensation package
Establish a Performance Management System
Begin to make revisions to job descriptions based on JDQ role data and implement the new pay grade structure

Guiding Philosophy for Classification and Compensation Moving Forward

Maintain the integrity of the new classification structure
Use market data to guide future compensation decisions
Focus funding on employees below market midpoint
Reduce ad hoc and unilateral compensation adjustments
Create predictable and defensible compensation practices

Gathering Data

As of June 2026, HR and Segal have spent 9 months gathering and reviewing data through:

Stakeholder Interviews

Explored areas of classification and compensation during individual meetings with Elected Officials and Department Heads.

Job Description Questionnaires (JDQ’s)

Feedback from employees on their specific roles and functions.

Market Data

Using outside comparators to collect and analyze survey data to develop salary structures, confirm pay grades, and review benefits. (Comparators: Bell County, City of Huntsville, McClennan County, Boone County (MO), Hays County, Montgomery County, City of Bryan, Jefferson County, Smith County, City of College Station, Lubbock County and Texas A&M) Segal used reputable, published sources to conduct private sector comparisons, when appropriate.

The County evaluated 433 job titles representing 998 positions. This was a County wide process with multiple phases of Departmental validation. Every department had multiple opportunities to review, challenge, and refine their results.

Watch Human Resources and Segal Review Compensation Challenges with the Court

Presentation starts at 45:30 in the video.

Info Meeting Recordings and Instructions

Representatives from Segal and Human Resources held five meetings from Oct. 21-23, 2025 for employees to learn more about this project and ask questions. Here are videos of these meetings and some of the key elements you’ll need for participating in the study.