Day: June 16, 2021

Evergreen Solutions was retained by the GRTC Transit System to conduct a Compensation and Benefits Study. GRTC is a not-for-profit public service corporation jointly owned by the City of Richmond and Chesterfield County.  Evergreen conducted a wage and benefits survey of select peer organizations and made recommendations for updates to the current pay plans for GRTC.

Evergreen Solutions was engaged with the Brunswick-Glynn Joint Water and Sewer Commission (BGJWSC) to conduct a Total Compensation Study. The study provided options for a classification and total compensation plan, including an implementation strategy, which achieved the following objectives:

• ensure fair and equitable compensation relationships with BGJWSC;

• maintain pay equity compliance;

• ensure competitiveness with the external market;

• develop strategies to increase recruitment and retention rates;
• provide insights and suggestions for improving employee relations regarding total compensation;

• account for both internal and external equity measurements;

• enable easy maintenance by the BGJWSC staff post implementation; and

• keep level of fiscal impact of the recommendations and implementation options to a level that can be managed over time.

Evergreen was engaged with the Research Triangle Regional Transportation Authority (GoTriangle) to conduct a Compensation and Classification Study. Evergreen’s consultants defined and implemented a compensation philosophy and reviewed/implemented direct compensation salary structure. The project consisted of the following deliverables: facilitate leadership kick-off to confirm scope of work, approach, and timeframe; conduct interviews with Human Resources, Key Stakeholders, and/or management in order to understand key issues and concerns; review current job matches for external competitiveness and internal equity; develop and validate salary structure, ensure career development and/or succession planning are taken into consideration; conduct cost impact modeling; • Create and implement new compensation administration policy and guidelines; and create and implement communication strategy.

Evergreen Solutions was engaged with the Juvenile Welfare Board to provide a variety Human Resources Consultant Services, including reviewing and updating the Board’s classification and compensation plans and pay practices.

Evergreen Solutions was engaged with Raleigh Housing Authority (RHA) to conduct a Salary and Compensation Comparability Study.  The purpose of this study was to determine the salary grades and ranges for professional, clerical, and maintenance positions at RHA as well as the comparability of the benefits package. RHA was seeking industry comparables for its professional positions as well as local comparables for all other positions.  Some of the factors to be taken into consideration for this analysis were the area unemployment rate, the cost of living, higher turnover rates than desirable, average employee retention time, and the highly specialized nature of some positions. RHA’s motivation was to set salaries that are competitive in the local labor market to enable the authority to attract, hire, and retain excellent employees.  Evergreen also conducted a job analysis as well as updated job descriptions for 30 positions.

Evergreen Solutions was retained by the Charleston-Kanawha Housing Authority (CKHA) to conduct a Salary Comparability and FLSA Study.  Evergreen analyzed the competitive range of all positions in CKHA by comparing salaries against peer housing authorities (national, regional, and local).  Evergreen further examined FLSA through a duties test for each position classification.

Evergreen Solutions was retained by the Redevelopment Authority of the County of Butler (Authority) to provide Human Resources Consulting Services.  The Authority was seeking assistance in relation to its human resource function in the following areas:

• Job Description Review and Update
• Organizational Restructuring Recommendations
• Job Banding and Grading
• Compensation Banding and Salary Ranges
• Performance Based Evaluation System

In the end, Evergreen provided guidance to the Human Resources Department staff on how to properly administer and maintain the proposed classification and compensation plan, which included reclassifications, upgrades and salary adjustment criteria.

Evergreen Solutions was retained by the Boston Public Health Commission (BPHC) to conduct a Classification and Compensation Study for its Non–Union Employees.  Evergreen consultants conducted a job analysis, evaluated and revised job descriptions (as needed), conducted a salary survey, and prepared and presented a final report that recommended a new classification and compensation structure for BPHC.  The study also ensured the new system was applied consistently and objectively organization-wide and that the new system will be easily maintainable after implementation.

Evergreen Solutions was retained by Alliance Health to conduct a Classification and Compensation Study.  Evergreen’s consultants reviewed the current Alliance Health classification and compensation systems and made recommendations to help Alliance Health attract and retain qualified employees; ensure positions performing similar work are classified together; provide salaries commensurate with assigned duties, level of knowledge, and experience; clearly outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differentials between individual classes; and maintain a competitive market position.  

Evergreen conducted a wage and benefit survey among competing jurisdictions as well as public and private organizations to determine competitive wages in the appropriate labor market(s).  In the end, Evergreen’s consultants provided a comprehensive training program for Alliance HR staff to maintain the recommended classification and compensation system.

Evergreen Solutions was engaged again with First Coast Workforce Development, Inc., dba CareerSource Northeast Florida to conduct an update to the current salary structure for all positions.  Evergreen performed the following tasks: reviewed current employee pay levels; 

assessed internal equity for areas of potential adjustment; collected market data from five peers for comparison purposes; conducted detailed analysis on Career Coordinator (previously known as Career Services Case Manager, CSCM) the Disabilities Services, Program Manager and the PD’s for the WSRI and WSRII; recommended revisions to the salary structure and individual classification placements; estimated cost and create an implementation plan for any changes; and produced a short report that summarizes findings and recommendations.