Classification and Compensation

Classification and Compensation

At Durham County, we are committed to providing fair and equitable compensation to ensure we remain competitive in the labor market and retain highly qualified individuals. The Classification and Compensation division plays a critical role in maintaining a fair, equitable and competitive workforce structure. Our compensation strategy is designed to recognize the value of our employees' contributions while aligning with industry standards and best practices. Durham County, in addition, makes it a priority to ensure all full and part-time employees receive compensation in accordance with our established living wage guidelines.

Through market analysis, position classification, and pay structure adjustments, we strive to maintain a compensation system that supports both organizational success and employee growth. By investing in our workforce, we strengthen our ability to deliver high-quality services to our community. Some of the core functions of this division include:

• Developing, maintaining and updating job descriptions.
• Conducting job analyses to determine the appropriate classification for positions based on duties, responsibilities, and required qualifications.
• Ensuring internal consistency and alignment with organizational structures and operational needs.
• Maintaining pay structures and salary ranges that are competitive and equitable.
• Ensuring salary ranges comply with local, state, and federal regulations, including Fair Labor Standards Act (FLSA).
• Administering salary adjustments, promotions, reclassifications, and other compensation changes.
• Conducting regular market surveys and salary studies to ensure the organization remains competitive in attracting and retaining talent.
• Benchmarking positions against similar roles in peer organizations and industries.
• Reviewing requests for salary exceptions or adjustments to ensure policy compliance.
• Evaluating requests for new positions, reclassifications, or changes in job duties.
• Defining appropriate classifications and pay adjustments based on established criteria and organizational needs.
• Supporting strategic workforce planning by analyzing job structures, staffing patterns, and compensation trends. And working with departments to ensure roles are aligned with  operational goals and evolving business needs.
• Educating supervisors, managers, and HR partners on classification and compensation practices.

In an effort to promote government transparency and openness, view Durham County's pay plan.