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Welcome to Dallas County’s Compensation Section

Dallas County recognizes that employees drive the success of the county. Employees bring new ideas, new thinking and new strategies for conducting business. They serve our customers, build roads, help the needy, work to save and build lives, administer justice, and provide protection for our citizens.

Dallas County administration realizes that to attract the very best employees to perform these functions, we must offer a total compensation package that includes competitive salaries, a full complement of benefits and employee work/life support services designed to keep our employees motivated, healthy, loyal, and dedicated to making a difference in their community. Every day.

Compensation Philosophy

Job Description Information

Job Classification Information

Job Reclassification Information

Salary Schedules Information

Salary Determination

Pay Strategies

Compensation Philosophy

The compensation system is implemented by the Human Resources/Civil Service department with policy oversight by Dallas County Commissioners Court, Dallas County Civil Service Commission, and the Sheriff’s Department Civil Service Commission.

The Commissioners Court establishes the compensation philosophy in Dallas County and reviews it during the annual budget cycle. Their guiding principles are:

  • To pay competitive salaries;
  • To reward outstanding job performance;
  • To ensure internal equity;
  • To achieve and maintain consistency, equity and fairness in evaluating positions;
  • To administer the pay and benefit programs without regard to race, color, national origin, religion, sex, age, disability, political affiliation, or any other non-job-related characteristic; and
  • To administer financially sound compensation programs.

Job Descriptions

Each job in the system has a job description. The job description defines the duties, responsibilities and conditions of a job. Job descriptions also represent an agreement between elected officials, department heads and the employee regarding the duties, responsibilities and tasks of the job and the compensation level for which the employee agrees to perform those job duties. The job description, its pay and classification in the county’s compensation system must be approved by the Dallas County Civil Service Commission.

Click to view or print Job Descriptions, or Salary Schedules.

Job Classification

Classification of jobs in the compensation system is based on the Hay Point System (for exempt positions) or an internal Point-Factor Analysis System (for non-exempt positions). Each evaluation system is designed to consider the various factors required to perform a job so that jobs with similar scope (knowledge, skills, abilities, problem solving, accountability, etc.) are paid equitably. Total points are assigned based on these factors. These points fall within a range assigned to a job grade.


Job Reclassification

Job reclassification results from a significant change in the job content (scope) of a position including responsibilities, level of knowledge and accountability, such that it affects the assigned total point evaluation of the classification, resulting in a job grade change.

Example: Accountant, grade 12, current points = 280 with a point range of 275-295. No experience is required, only a degree; the job performs moderately complex accounting transactions, researches and reviews financial information and prepares financial reports; also, may supervise clerical staff. The position is given the additional responsibilities of supervising exempt staff over an accounting section (accountability), is required to perform complex accounting functions and have accountant experience. Therefore, the level of knowledge and accountability have increased resulting in an increase in the total assigned points to 330 points, which is within the range (322-342 points) for a job grade E.

The process for submitting a reclassification request is outlined below. Or, to view a process diagram click here.

  • The department manager submits a request (along with justification, job description, and other documentation) to the Office of Budget and Evaluation (OBE) at the beginning of the budget process to have the position reviewed for reclassification.
  • OBE reviews each request and makes a recommendation to Commissioners Court to approve or deny the request for review.
  • Commissioners Court approves/denies the request for a review.
    • If approved, paperwork is submitted to the HR/Civil Service Department for review of the position and recommendation;
    • If denied, OBE informs the department during the budget briefing session or by memo.
  • Approved requests are reviewed by the HR/CS Department and submitted to the Civil Service Commission along with its recommendations.
  • The Civil Service Commission approves/denies the classification/reclassification recommendation.
  • The requesting department is notified of the results.

Salary Schedules

A “salary schedule” consists of all the salary grades/ranges for a classification of jobs (i.e., Social Services, Technical, etc.) and determines what an employee will be compensated based on Dallas County’s internal value placed on the job.

  • The jobs within each classification are “ranked” according to the number of “points” (i.e., 425 points, 520 points, 910 points, etc.) assigned during the analysis of the job (using the Hay Point System or Point-Factor Analysis System.
  • Next, the “ranked” positions are grouped together according to ranges of point values (i.e., 400-500 points, 501-630, 631-700, etc.)
  • Finally, those groupings are given a dollar (salary) range (i.e., $1,400 month - $2,050 month, $1,555 - $2,175 month, etc.), and a grade (i.e., A, B, 08, 10, etc.)
Grade Minimum of Salary Range Midpoint (Max In Hire) Maximum of Salary Range
07 $11.91 $14.64 $17.97
C $2,810 $3,507 $4,384

View Salary Schedules.


Salary Determination

Determination and approval of an applicant’s starting rate (range) is based on the applicants’ level of experience, education, and skill level and the minimum requirements for the position. For most positions the hiring range for vacant positions is in the range between the minimum and the midpoint (“maximum in-hire”) of the salary range.

The hiring department submits a candidate’s employment application, education verification, and other documentation to Human Resources. HR determines whether the candidate is qualified for the position and prepares a salary analysis based on documented education and experience. An applicant’s verified education/experience is used to determine the salary range that will be communicated to the hiring manager/department. The hiring manager/department determines the salary within the range communicated by Human Resources.

In many cases, work experience/education may be substituted for each other.
Example: A job requires an Associate degree (equal to four years work experience) and two years of related work experience. An applicant has a high school diploma and six years of related work experience. In this example, the applicant’s education and experience meet the minimum experience requirements of this job, when substitution is permitted.

Pay Strategies

Various pay strategies are used to compensate employees. Dallas County continues to research and review other strategic options consistent with Dallas County pay and compensation philosophies to reward employees in a financially prudent manner. Current strategies, based upon an employee’s position include:

  • An increase of all salary schedules by the same amount (structure increase);
  • Merit increases based on job performance;
  • Education pay;
  • Step increases;
  • Longevity pay; and,
  • Discretionary spending as a reward for one-time suggestions, projects, etc.

The Hay Job Evaluation System™ is widely used in the public and private sectors to establish the value of a position.

The value of a job is based on “how big it is” in terms of the knowledge and experience, problem-solving ability, and accountability required in the position. Positions of approximately the same “size” are grouped together in “bands” which provide for internal equity when establishing salary grades and ranges.

Point-Factor Analysis System is used mainly for non-exempt jobs and to support job classification decisions using eleven (11) factors:

Education Experience
Visual/Mental Concentration Physical Demand
Working Conditions/Hazards Working Conditions/Environment
Interpersonal Contacts Discretionary Latitude
Problem Solving Complexity Responsibility for Funds, Equipment, etc.
Supervision Required