Evergreen Solutions was hired by Whatcom Transportation Authority (WTA) to conduct a Classification and Total Compensation Study. Evergreen performed the following tasks: evaluated the current philosophy for non-represented position; conducted a full study comparing current salaries, benefits, time off, longevity pay, premium or differential pay, hiring or incentive pay, car allowances and more to new comparators; provided reports with clearly understood variances between WTA comparable entities; and recommend actions to meet the objectives of the Board of Directors for consideration and adoption.
City of Crescent City, CA: Comprehensive Compensation Study
Evergreen Solutions was hired by the City of Crescent City to conduct a Comprehensive Compensation Study. Evergreen performed a comprehensive review of the City’s current compensation and classification system which included: reviewing job descriptions; identifying and making recommendations for directly comparable and competitive agencies; completing an internal salary relationship analysis; developing externally competitive and internally equitable salary recommendations for each class; and developing an implementation plan for the study results.
Superior Court of California, County of Imperial, CA: Classification and Compensation Study
Evergreen Solutions was hired by the Superior Court of California – County of Imperial to conduct a Classification and Compensation Study. Evergreen will review current classifications; conduct a comprehensive review of the compensation ranges to ensure both external and internal competitiveness and internal equity; and recommend salary ranges for base pay for each classification.
Gulf Coast State College, FL: Classification and Compensation Study
Evergreen was retained by Gulf Coast State College to conduct a Classification and Compensation Study. Evergreen conducted a comprehensive benchmark market compensation analysis, applying local market factors, of all college positions with comparable public higher education institutions within and outside of the Florida College System, as well as applicable private/public sector competitors based not only on job titles, but duties and responsibilities; created a competitive, market-based compensation structure for the College; created policies for pay administration to ensure fairness and consistency across the College; developed an ongoing maintenance of the College’s classification and compensation program; evaluated and updated the existing salary structure based on the results of the compensation study plus job duties and responsibilities; and reviewed and updated current job descriptions and recommending appropriate revisions.