Grand Island, NE Salaries

The Grand Island, NE Metropolitan Statistical Area is tracked by BLS Occupational Employment and Wage Statistics across 189 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 $115,696 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 Grand Island, NE sits at 86.7, meaning the local price level is 13% below the national average for rent, groceries, services, and transportation combined.

At the top of the Grand Island, NE ranking, Family Medicine Physicians pays a median of $177,730 across 40 local workers. Second-ranked is Chief Executives at $173,690, followed by Physician Assistants at $141,590. At the bottom of the reported-occupation range, Cooks, Fast Food pays $29,970. 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 Grand Island, NE converts to $133,510 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 Grand Island, NE 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 Grand Island, NE 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.