The short answer
Start with the median for the relevant occupation and area, then use percentiles to understand the wage distribution. The 10th percentile is not an entry-level salary, and the 90th is not a senior-level salary. OEWS measures wages for employed workers in a past reference period, with specific rules about included pay.
Start with the median, then compare like with like
The median is the midpoint of the wage distribution. The mean is the arithmetic average and can be pulled up by high earners. A mean above the median does not mean most people earn the mean.
Before comparing a job offer with either figure, check the occupation’s duties, the geographic area and whether the figures are hourly or annual. A national estimate and a local offer describe different populations, so a difference between them is a starting point for questions, not a verdict on the offer.
Percentiles show pay levels, not career stages
At the 10th percentile, about 10 percent of workers earn less and 90 percent earn more. At the 90th percentile, the proportions are reversed. These are points in a distribution, not labels for junior and senior jobs.
For example, finding a local offer near the national 10th percentile does not establish that it is appropriate for a beginner. The national spread combines employers, industries and places. Check roles with similar duties and requirements in the area where you would work.
Read missing and top-coded values carefully
BLS can withhold an estimate for quality or confidentiality reasons and does not identify the specific reason for each withheld value. A missing figure does not mean pay is zero, and it does not let you conclude that the estimate failed a reliability test.
Some high wage estimates are published as at or above a reporting threshold instead of an exact amount. Keep that qualification when comparing them. If a page marks a value unavailable or not published, read the accompanying source note rather than filling in a number.
Compare the same kind of compensation
OEWS measures straight-time gross pay. It includes commissions, tips and production bonuses, while excluding overtime pay, nonproduction bonuses, stock bonuses and employer-paid benefits. It is not a total-compensation measure.
When reviewing an offer, separate base pay, variable pay, equity and benefits. Check the reference period too: an annual wage estimate is not a live survey of the offers employers are making this week.
Pay and hiring conditions answer different questions
Wages appear alongside the Job Market Health score as context and do not feed the score. Use pay to assess whether a role fits your needs, and the hiring measures to understand activity in the surrounding market. A high wage does not by itself tell you a job will be easy to find.
Takeaways
- Match occupation, geography and pay basis before comparing wages.
- Percentiles describe a distribution, not experience levels or a promised offer.
- Respect missing-value and reporting-threshold notes, and compare compensation beyond wages separately.
Sources behind this guide
- OEWSOccupational Employment and Wage Statistics, U.S. Bureau of Labor Statistics.
- ACSAmerican Community Survey, U.S. Census Bureau.
Put it to use
Look up a specific job to see its Job Market Health score, trend, wage context and outlook. Search occupations, or read how the score is built on the methodology page.
Keep reading
- How to compare local job marketsOccupational data goes local through OEWS employment and concentration. Monthly demand data mostly does not, so local comparisons need care about what is being compared.
- Projected growth vs projected annual openingsA fast-growing field can still be small. A large field can need many new entrants even when its total employment barely changes. Growth and annual openings explain different parts of that picture.