John C. Stennis Institute for Government

2013 Mississippi Municipal Salary Survey

Personnel matters are of central importance to the operation of today’s municipal government. Indeed, the
efficiency and effectiveness of a municipal government sits squarely on the shoulders of its personnel system;
systems marked by arbitrary compensation levels, capricious decisions regarding promotion and termination,
or wildly disparate management styles can cripple a municipality’s operation and lead to poor service delivery.
In the past, many municipal governments have operated with only rudimentary personnel systems, or in some
cases, without a personnel system of any type. As increased citizen expectations related to the volume an quality
of municipal service delivery increase, however, the need for fair and equitable personnel systems increase as
well.
 
As part of its legislatively-funded mission to supply targeted technical research and assistance to local
governments, the Institute actively conducts personnel and compensation analysis for Mississippi municipalities
and counties. In general, the objectives of these efforts are to develop:
• An analysis of current wage and salary levels in terms of the external labor market. This analysis
often includes conducting a wage and salary survey of other counties and municipalities within
the local labor market.
• Design of a compensation plan for possible implementation by the governing authorities of the
organization. This plan will include local labor market conditions that may impact turnover rate
and any other factors associated with the local labor force.
• Design of a plan for implementing wage and salary levels for newly created positions within
the city or county’s organizational structure.
• The development of a set of cost estimates for implementing the compensation plan,
if adopted by local governing authorities.
 
The Institute actively uses the national O*NET job analysis and classification system, not only to inform
the analysis of the knowledge, skills and abilities necessary to perform each occupational position within the
organization, but to also provide comparable, real-time salary data (updated every three months) as provided by
state departments of labor (or equivalent organizations) to the United States Department of Labor, and various
state and national statistical entities, including the Bureau of the Census, the Bureau of Labor Statistics (BLS)
and the Bureau of Economic Analysis (BEA).

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MML Salary Survey 2013