Visa & Green Card
DOL Wage Levels Explained
Level I, II, III, IV — what each means, how the level is decided, and how it sets your prevailing wage for PERM and H-1B.
- Level I–IV
- OEWS-based
- PERM & H-1B
Educational estimate only. Not legal, tax, immigration, or financial advice. Full disclaimer below.
Every PERM and H-1B case is tied to a prevailing wage — the local going rate for the job. DOL sets it by matching your SOC occupation and area to survey data, then choosing one of four wage levels based on how demanding the role is. Here is what each level means.
Level I (Entry)
17th percentile of the OEWS wage distributionEntry-level roles. Workers who perform routine tasks under close supervision and have a basic understanding of the occupation.
- •Little to no prior experience required
- •Close supervision; routine tasks
- •Only the basic education/experience the occupation normally requires
Level II (Qualified)
34th percentile of the OEWS wage distributionQualified workers who have some experience and perform moderately complex tasks with limited judgment.
- •Some experience (often a couple of years)
- •Moderately complex tasks, limited independent judgment
- •Requirements modestly above the occupational baseline
Level III (Experienced)
50th percentile (median) of the OEWS wage distributionExperienced workers who use independent judgment, may supervise, and handle complex tasks.
- •Meaningful experience in the role
- •Independent judgment; may direct or train others
- •Advanced degree or special skills tied to the duties
Level IV (Fully Competent)
67th percentile of the OEWS wage distributionFully competent / senior workers who plan and lead, use wide latitude of judgment, and often manage others.
- •Senior or lead responsibilities
- •Wide latitude for independent judgment; strategic duties
- •Substantial experience and/or advanced credentials
How the level is actually decided
This is not a judgement call about how senior someone feels. DOL publishes a worksheet, and it works by addition: every determination starts at Level I, and a point is added for each requirement the job imposes above what the occupation itself normally demands. The running total is what produces Level I, II, III or IV.
The phrase doing the work is “above the occupational norm”. DOL compares the employer’s stated requirements against the baseline for that SOC occupation — including its O*NET Specific Vocational Preparation (SVP) range, which expresses how much preparation the occupation ordinarily takes. A requirement that merely restates the norm earns nothing.
| Factor | When it adds a point |
|---|---|
| Experience | When the years of experience required exceed what the occupation normally needs at entry, judged against the SVP range for that SOC code. Two years demanded for a job the occupation expects two years of is not an uplift. |
| Education | When the required education sits above the occupation's normal requirement — typically a master's or doctorate where the occupation ordinarily calls for a bachelor's degree. |
| Special skills or other requirements | When the role demands specific skills, licences or capabilities beyond the occupational baseline. Generic tool lists rarely qualify; a genuine licensure or specialisation requirement can. |
| Supervisory duties | Only when supervision is not customary for the occupation. This is the factor most often applied wrongly: DOL's own guidance notes that wages for supervisory occupations already price in supervising people, so a manager in a management SOC code does not automatically earn a point. |
Why the level is contested in both directions
There is no level that is simply “better”, because the level has to describe the job that actually exists. Both errors are real and they fail differently.
Too low for the duties
A Level I wage attached to a job description full of independent judgement, architecture decisions or people management is internally inconsistent, and adjudicators read the two together. On H-1B it invites a specialty-occupation challenge — a role paid at entry rates is a role that arguably does not need a degree. On PERM it sits badly with requirements that screened out US applicants.
Too high for the budget
Every point added raises the wage floor the employer is legally bound to pay for the life of the LCA, so an inflated level is a real liability rather than a safety margin. That, not stinginess, is why employers argue about single points.
Two practical consequences follow. First, the requirements written into the job description drive the level, so the description is where the wage is really set — long before anyone looks up a number. Second, because the level is tied to your SOC code and area, the same role can land on a different level after a relocation or a reclassification. Estimate the level your requirements imply →
Data source: U.S. Department of Labor OFLC prevailing wage / OEWS data. Actual prevailing wages depend on your specific SOC occupation and area of employment and refresh annually — always look up your exact figure at the official source.
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Frequently asked questions
What are DOL wage levels?
DOL sorts each job into one of four wage levels based on how demanding it is. Each level corresponds to a percentile of the local wage distribution for that occupation, so a higher level means a higher required prevailing wage.
What is the difference between Level 1 and Level 4?
Level I (entry) sits around the 17th percentile and fits routine, closely supervised roles. Level IV (fully competent/senior) sits around the 67th percentile and fits senior roles with independent judgment and leadership. Levels II and III are in between.
How is my wage level decided?
By addition, using DOL's published worksheet. Every determination starts at Level I, and a point is added for each requirement the job imposes above what the occupation itself normally demands — experience beyond the occupation's O*NET SVP baseline, education above its normal requirement, genuine special skills or licences, and supervisory duties that are not customary for the occupation. The total maps to Level I, II, III or IV. Requirements that merely restate the occupational norm add nothing.
Why didn't supervising a team raise my wage level?
Because supervision only counts when it is not customary for the occupation. DOL's guidance is explicit that wages for supervisory occupations already account for supervising employees, so managing people inside a management SOC code does not automatically add a point. It is the most commonly misapplied of the four factors.
Can my wage level change without my job changing?
Yes. The level is tied to your SOC occupation code and your area of employment, so a relocation to a different metropolitan area, or a reclassification into a different SOC code, can produce a different level and a different wage floor for identical duties. The underlying survey data also refreshes annually, which moves the dollar figure at every level.
Does a higher wage level mean a higher salary requirement?
Yes. Each level maps to a higher percentile of the local wage distribution, so moving from Level I to Level IV raises the prevailing wage the employer must meet.
Which wage level is best for my green card?
There is no universally 'best' level — it must honestly reflect the job's real requirements. A level that is too low for the actual duties can trigger problems; too high raises the wage the employer must pay. Your attorney sets it based on the position.
Do wage levels apply to both PERM and H-1B?
Yes, the same four-level framework underlies both, though they are separate filings. PERM uses a formal prevailing wage determination; H-1B uses the wage attested on the LCA. Both key off your SOC code and area of employment.
Where does the wage data come from?
For most cases, from the OEWS (Occupational Employment and Wage Statistics) survey, matched to your SOC occupation and area. It refreshes annually (about each July). Employers may also use an approved alternative (non-OEWS) survey.
How do I find the exact wage for my level?
Look it up by SOC occupation code and area of employment at the DOL FLAG wage search. Our prevailing wage calculator estimates your likely level and lets you compare an offer.
Written / reviewed by Deepak Middha · CA, Series 65
Last updated: July 3, 2026
Disclaimer, assumptions & sources
Educational and planning use only. This is not legal, tax, financial, or immigration advice, and it does not replace a CPA, an attorney, or the relevant agency.
- Numbers, forms, fees, dates, rules, and limits change at any time.
- Verify with the official source before you file, pay, or invest.
- Consult a CPA, attorney, financial advisor, or the relevant agency (USCIS, IRS, State Department) when it matters to your situation.
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