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Human Resources

Phone: 913-715-1400

111 S Cherry, Suite 2600, Olathe, KS 66061

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Johnson County is committed to attracting, retaining, rewarding and motivating County employees by providing a competitive total compensation package.

The County uses a classification system to determine the relative internal ranking of positions within the organization for purposes of administering pay for classified positions. Johnson County classifies its positions using Hay Job Evaluation Methodology, which assigns points based on an analysis of the position description using evaluation criteria below. The points are totaled and converted into a grade classification.

  • Know How- the knowledge required to perform the duties of the position, including the technical/specialized knowledge, managerial knowledge, and human relations skills
  • Problem solving - the thinking environment and thinking challenges faced in performing the duties of the position.
  • Accountability - the freedom to act, the job impact on end results, and the budgetary magnitude of the position.

 You can access our current job descriptions and pay tables for more information.


Job Descriptions

Below is a listing of classified jobs within the county.  Human Resources is working on updating job descriptions and will add descriptions for other job groupings as they are updated.


Administrative Support I Administrative Supervisor I Customer Service I   
Administrative Support II Administrative Supervisor II Customer Service II   
Administrative Support III      
Administrative Support IV      
Legal Support I Accounting Support I Billing Clerk I  
Legal Support II Accounting Support II Billing Clerk II  
Legal Support Supervisor Accounting Support III Billing Clerk III  
Human Resources Assistant Clerk I Payroll Support I  
Human Resources Administrative Assistant Clerk II Payroll Support II  
  Clerk III Operations Support I  

Information Technology

Developer/Analyst I Oracle Developer Analyst I  Technical Support Analyst I  
Developer/Analyst II Oracle Developer Analyst II Technical Support Analyst II  
Developer/Analyst III Oracle Developer Analyst III Technical Support Analyst III  
Developer/Analyst IV Oracle Developer Analyst IV    
Security Analyst I Database Administrator I Access Control Technican  
Security Analyst II Database Administrator II    
Security Analyst III      
System Administrator I Network Communication  Analyst I Business Analyst  
System Administrator II Network Communication Analyst II Project Manager  
  Network Communication Analyst III    
LAN Analyst I      
LAN Analyst II Information Technology Architect    
Oracle Database Administrator I Security Engineer I    
Oracle Database Administrator II Security Engineer II    
Direct Care      
Support Provider I Service Coordinator I (licensed) Clinician I  
Support Provider II Service Coordinator I Clinician II  
Support Provider III Service Coordinator II Clinician III  
Nurse Assistant Licensed Practical Nurse (LPN) Registered Nurse (RN)  
Medical Technologist Community Information Coordinator I Epidemiologist  
Adv. Practice Reg. Nurse (APRN) Community Information Coordinator II Psychiatrist  
Dietitian Disease Investigator    
Commercial Appraiser I Residential Appraiser I Personal Property Appraiser I  
Commercial Appraiser II Residential Appraiser II Personal Property Lead Worker  
Commercial BOTA Specialist Residential BOTA Specialist Personal Property Manager  
Commercial Supervisor Residential Valuation Manager Personal Property Supervisor  
Commercial Real Estate BOTA Supervisor      
Commercial Real Estate Special Project Analyst Tax Abatement Coordinator I    
Commercial Real Estate Valuation Manager Tax Abatement Coordinator II    
Assistant County Appraiser District Appraiser Regional Coordinator  
Senior Regional Coordinator      
Assistant District Attorney I Section Chief Assistant County Counselor  
Assistant District Attorney II Senior Attorney    
Assistant District Attorney III      
Master District Attorney Chief Deputy District Attorney    
Public Safety      
Paramedic Captain Deputy Director  
Lieutenant Battalion Chief    
Dispatcher I Communication Services Manager Security Guard  
Dispatcher II Communication Operations Manager Transportation Officer  
Dispatch Supervisor      
Corrections Officer I Juvenile Intake Officer I Adult Intake Officer I  
Corrections Officer IA Juvenile Intake Officer II Adult Intake Officer II  
Corrections Officer II      
Corrections Supervisor I Case Manager I Diversion Specialist  
Corrections Supervisor II Case Management Supervisor Employment Specialist  
Cognitive Skills Facilitator Treatment Coordinator Mediator  
Investigator I      
Investigator II      
Investigator III      
Chief Investigator      
Compliance Specialist I Environmental Technologist I Environmental Technician I  
Compliance Specialist II Environmental Technologist II Environmental Technician II  
Compliance Specialist III Environmental Technologist Supervisor I    
Compliance Supervisor Environmental Technologist Supervisor II    
Road Maintenance Worker Seasonal Bridge Crew Specialist Engineering Technician I  
Road Maintenance Worker I Bridge Crew Leader Engineering Technician II  
Road Maintenance Worker II Bridge Crew Foreman Engineering Technician III  
Road Maintenance Crew Leader      
Road Maintenance Crew Foreman Sign Technician    
Accountant I      
Accountant II      


Pay Tables

The County has three different pay tables- Classified, EMS/ 24 hr, and Civil Service.  Most positions within the county are classified and are under grades that begin with JC (Johnson County).  The EMS/24hr are specific to positions within Med Act and grades begin with ES (Emergency Services).  Civil Service positions are specific to Sheriff's dept and grades begin with CS (Civil Service).   Each position classification corresponds with a pay range in the pay table. The entire pay range is considered to be market-competitive for that position classification.

Pay Table Maintenance
The Department of Human Resources will conduct annually a comprehensive external market analysis of the pay table to ensure that the pay ranges are market competitive, based on the County’s compensation philosophy. Recommendations to change or increase pay ranges are made by the Department of Human Resources as necessary, as a part of the annual budget process.
Pay table changes are typically implemented effective the first day of the first pay period of each fiscal year.
Pay rates for unclassified positions are based on external market data, statutory requirements, the civil service pay table, or other guidelines.