This presentation was recorded to allow all employees to view the most recent Compensation (MSS) / Segal Project update which was presented to Commissioners Court on June 4, 2024.

Click here to view video recording

With the permission of Treasurer Dolores Carter, we recorded the department presentation. Todd Osburn, Assistant Director of Total Records, kicked off the meeting. TL Cox, Vice President of The Segal Group conducted the presentation.

Click here to view video recording

• The primary goal of this compensation market study is to help the County recruit, retain, and reward employees.
• A full compensation study, using an external consultant, had not been completed in over 25 years.
• To ensure that employees are in the right job classification and are paid appropriately to the market.
• To understand how Travis County’s total compensation is competitive in our defined market.
• To ensure job titles are consistent across the County and appropriate for the work being done by employees.
• Verify that the County’s approach to compensation reflects current conditions to recruit and retain staff in the Austin-area labor market.
• Provide a tool for planning and budgeting.

A market is comprised of organizations or agencies identified as competitors or peers in terms of talent acquisition, retention, and pay, which is approved by Commissioners Court.

A market study, also known as a salary survey or wage analysis, collects and analyzes data on wages across an industry or specific jobs.  The goal of this compensation market study is to help the County recruit, retain, and reward employees.

Approved by Commissioners Court, the market study used two different sources.

(1) Public sector organizations:

• Bexar County
• Collin County
• Dallas County
• Fort Bend County
• Harris County
• Tarrant County
• Williamson County
• City of Austin
• City of Fort Worth
• City of Round Rock
• City of San Antonio

(2) Published data from reputable resources, using different industries, for the Austin-area included:

• Economic Research Institute (ERI)
• PayFactors
• CompAnalyst

A Pay range is the span of salaries or wages that an organization offers to its employees for a specific job. It reflects the market value of a job and is comprised of three key points.

• Minimum – the lowest salary paid for a job
• Midpoint – the mathematical point between minimum and maximum
• Maximum – the highest salary paid for a job

A pay grade is a defined range of salaries within a compensation system that defines the amount of pay an employee will receive. Pay grades are typically ordered sequentially with a defined distance between the grades.

Creation of new compensation structures for different types of jobs that more closely align with the market and, to the extent possible, minimize pay compression issues that may exist.

HRMD and the Segal Group held meetings in March 2024 with County Executives, Elected Officials, and Appointed Officials. We will also collaborate with AFSCME and PBO. The proposed changes will be presented to the Commissioners Court in mid-September for approval. Changes, if approved, will go into effect the first day of our next fiscal year, October 1^st, and may be phased in over several years, depending on available funding.

Using information provided by employees (Position Analysis Questionnaires -PAQs), and reviewed by Travis County’s department leadership, Segal recommended changes to the County’s job title structure and how the jobs relate to other jobs within their series (the relationships among jobs) throughout the organization. These recommendations were based on job characteristics such as minimum qualifications, fiscal responsibility, working conditions, knowledge and skills required, supervision and were listed on the PAQ.

There are several title changes recommended in Segal’s findings.  But not all positions or employees will be affected. Department Heads and HR are collaborating and reviewing these recommendations during the meetings held in March 2024.  Everyone will receive written notification of their job title, pay grade, and salary no later than October 1, 2024. 

The study found that, overall, the County’s pay ranges are market competitive at the minimum, midpoint, and maximum. A job is competitive if the midpoint is between 95% and 105% of the market average. However, the data revealed that benchmarked jobs ranged from 62% to 156% of the market. This indicates that although the overall averages are consistent with the market, our pay structures could be more strategically designed to be responsive to current market conditions and to reflect better internal equity among jobs. 

Travis County is committed to developing a market-based pay system that can be further tailored based on clear, transparent policy decisions. To ensure alignment with the market and to minimize, to the extent possible, pay compression, it may be necessary to lower ranges for select positions, when appropriate.

In situations where the pay range decreased, the County is not reducing any individual’s base salary.

Jobs at the lower pay range are being paid above market based on the Commissioners Court policy to pay a minimum wage no less than $20.80 / hour. Regardless of what the new pay range minimum specifies, positions will not be funded below the County’s approved minimum wage.

A copy of Segal’s final report, including aggregate market results, will be posted on TravisCentral.

Final pay ranges will be shared once funding is identified by PBO and approved by Commissioners Court.

Jobs were placed into proposed ranges based on the analysis and evaluation of questionnaires completed by employees, reviewed by different levels of management, and aggregate market data.  

It depends on the implementation parameters and funding availability which will be approved by Commissioners Court. Jobs that are below market are most likely to get an increase; jobs that are above market are least likely to get an increase.

Pending Commissioners Court approval and sufficient funding, adjustments will begin in the new fiscal year, October 1^st and may be made over multiple years.

Each employee will receive written notification of their job title, pay grade, and salary after Commissioners Court has adopted the budget, which is typically mid-September.

Please contact your supervisor, HR liaison, department head, or HRMD (HRMD_Compensation_Project@TravisCountyTX.Gov) if you have any other questions.

Meeting Recordings & Files

Click here to view video recording of January 10, 2023 meeting

Travis County TX Kick-Off Presentation

Participants will be asked to attend a kick-off presentation and complete a Position Analysis Questionnaire (PAQ). The PAQ will be sent via an electronic link following the kick-off presentations and will be due by January 27, 2023. 

Supervisors will review their employees’ questionnaires and send them to HRMD by February 10, 2023. 

HRMD will send completed questionnaires to Segal by February 17, 2023. 

There are five Microsoft Teams presentations scheduled for the week of January 9th. Participants are only asked to join one. Team links for each meeting can be found here: 

**If you are unable to attend, we will post a video of the recorded presentation in this space:** 

PAQs are being sent to employees via an electronic link following the kick-off presentations or can be found here. For employees without email access, please consult with your department head or elected/appointed official.  

Segal estimates that it will take a total of 1-2 hours to complete the PAQ, depending on the type of position you are in. 

For Travis County employees serving in a temporary assignment, you should complete the PAQ for your permanent position.

Segal needs a representative PAQ for each of the County's job titles. As discussed above, department heads and elected/appointed offices will be identifying and coordinating employee participation to meet the County's sampling goal. 

Here are helpful hints for employees to keep in mind as they fill out PAQs.  Accurately describe the job, but a straightforward, concise approach is best.  Use only enough technical terms as required to explain the nature of the duties.  

• Only copy information from your existing job description if it is a perfect description of what you do. Otherwise, describe in your own words the responsibilities being performed for your role. 
• Complete the PAQ carefully and in its entirety.   
• It is acceptable for multiple employees sharing the same title and supervisor to fill out a single PAQ, please check with your supervisor for any questions. 
• Take your time completing the document, but do not wait until the last minute. The document is to be completed no later than Friday, January 27th.  
• It is important to accurately describe the job, but a straightforward, concise approach is best. Use only enough technical terminology as required to explain the nature of the duties.  
• Your immediate supervisor and your HR Liaison should be able to assist you in completing the form if you need assistance. 
• Make a copy of the completed PAQ for your records.

Travis County hopes to make the classification and compensation system accurate, equitable, and market sensitive.  
In short, this project aims to ensure: 

1. The County's compensation philosophy reflects the current conditions of the area’s labor market 
2. County policies and practices support current industry best practices as well as sound classification and compensation principles 
3. Job titles and the relationships among positions are consistent and objective 
4. Total compensation is market competitive 

The study will be reviewing several variables from participants, including:  

• Minimum job qualifications 
• Nature of duties and responsibilities 
• Scope, level, and complexity of job functions 
• Relationship of the position to other positions across the County 
• Supervision, both given and received  
• Similarity to and value of Travis County’s positions in the competitive market 

Notably, the factors that the study will not include are: 

• Quality of performance 
• Quantity of work 
• Employee's length of service either in a given position or with the County overall 
• Skills or education not related to (or more than) the minimum qualifications 
• Employee's placement within the current salary range

Once completed, Travis County leaders will review the results. The study will: 

• Assign employees to an accurate job title for the work requirements and functions of positions, including updates to job titles for consistency 
• Create opportunities for career advancement, where available 
• Distinguish among levels within a job family 
• Determine the competitiveness of total compensation within the market  
• Provide a mechanism to ensure that future organizational changes are reflected in the job classification and compensation program 

No. HRMD is evaluating the content of the jobs and not the performance of the employees holding those jobs. In other words, HRMD is evaluating what tasks are performed, not how well the tasks are done.  

No. This project is not a staffing study and will not result in positions being eliminated at the County.  

HRMD uses a list of public sector peers that have been approved by the Commissioners Court, included in this list are other county governments, city governments, the State of Texas, educational institutions, and other local government entities. Part of this study is to examine the appropriateness of the current market selection and revise if necessary.

Yes, some positions may be reclassified because of this study. One of the primary purposes of this study is to ensure that each slot is properly classified based on the work performed, department business needs, and internal and external equity considerations.

It is important to remember that Commissioners Court must approve all proposed changes. The goal of this project is to ensure that each position is in the proper job classification and that each job classification is in the proper pay grade.  Therefore, some positions (and the incumbents in these positions) may end up in different pay grades. However, employees that end up in different pay grades may not necessarily see a change in pay because of this movement.  This will depend on the direction given by the Commissioners Court after they are presented with the findings of the Compensation Study (MSS) project. 

Employees should describe the job duties and responsibilities of the position vs. copying the generic job description to complete a PAQ.  Also, their supervisor will be required to review the information.

You don’t have to agree with their answers. You may see something that the employee has overlooked, and you can add it to the PAQ in a section specifically noted for “Supervisor Comments.” You should discuss with them what you have added or show them any areas in which you have a different perspective.

Your employees will receive their PAQ on Friday, January 13th. They will need to complete their PAQs no later than Friday, January 27th. Your PAQs will be electronically routed to you after your employees complete their part. You need to review all PAQs no later than Friday, February 10th.

Your supervisor does not have to agree with your answers. Your supervisor may see something that you have overlooked and add it to your PAQ in a section specifically noted for supervisor comments. Your supervisor has been directed to discuss with you what they have added or show you any areas in which they have a different perspective.

The County and Segal's team would prefer to hear directly from employees about the requirements and expectations of their positions. So, we encourage you to complete the PAQ in your own words.

The project is scheduled to be completed in the summer of 2023 for consideration during the next budget process.

HRMD will collaborate with other members of the County to share additional updates about this study at important points in the process.