Anniston-Oxford, AL Salaries

The Anniston-Oxford, AL Metropolitan Statistical Area is tracked by BLS Occupational Employment and Wage Statistics across 185 occupations in the May 2025 release, each representing a distinct SOC code where local employment is large enough to report without triggering confidentiality suppression. Averaging the top-ranked occupation medians gives roughly $103,615 per year, a rough midpoint that helps you compare this metro to peer cities and the national picture. The BEA Regional Price Parity index for Anniston-Oxford, AL sits at 85.9, meaning the local price level is 14% below the national average for rent, groceries, services, and transportation combined.

At the top of the Anniston-Oxford, AL ranking, Physicians, All Other pays a median of $149,360 across 60 local workers. Second-ranked is Architectural and Engineering Managers at $142,230, followed by Industrial Production Managers at $131,420. At the bottom of the reported-occupation range, Laundry and Dry-Cleaning Workers pays $25,780. This spread between top-specialist and entry-service pay is characteristic of U.S. metro labor markets, though the specific ratio varies by metro economic base. Critically, nominal pay in Anniston-Oxford, AL converts to $120,554 of purchasing power in a national-average-cost city, the paycheck you take home here buys more than the same nominal amount would in high-cost metros.

Metro medians reflect where the job is located, not where you live, relevant if you plan to commute across MSA boundaries. BLS defines metro areas using OMB's MSA delineations, so Anniston-Oxford, AL spans the central city plus economically integrated surrounding counties. When using this page, drill into individual occupation rows to see percentile spread (the top 10% often earns 2× or more than the median) and compare against the occupation's national profile to see whether Anniston-Oxford, AL pays a premium or discount for that specific role. Remember that OEWS wages capture base pay only, health benefits, retirement contributions, bonuses, overtime, and equity compensation can add 20-40% to real total compensation, and that gap often skews larger in high-cost metros where employers load non-wage benefits to remain competitive.