Evergreen was retained by the Superior Court of California to conduct a Classification and Compensation Study. Evergreen performed the following tasks: ensured appropriate compensation for all Court employees; ensured appropriate classifications and position descriptions to accurately reflect current duties and responsibilities; provided salaries commensurate with assigned duties; provided benefits commensurate with comparable government agencies; provided a justifiable pay differential between individual classes; and maintained a competitive position with other comparable government entities and private employers within the same geographic areas.
Superior Court of California, County of Imperial: 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 reviewed current classifications; conducted a comprehensive review of the compensation ranges to ensure both external and internal competitiveness and internal equity; and recommended salary ranges for base pay for each classification.
Okaloosa Gas District, FL: Pay Plan, Classification and Compensation Study and Analysis
Evergreen Solutions was retained by the Okaloosa Gas District to conduct a Pay Plan, Classification and Compensation Study and Analysis. Evergreen performed the following tasks: developed and designed a compensation philosophy that aligned with the District’s strategic plan, operations and complemented its vision to be the “employer of choice”; conducted a comprehensive analysis of the current compensation program and made recommendations for improvement and suggested plans to address issues including but not limited to: target comparison market, internal equity assessment, competitive salary analysis, index of standard for cost-of-living comparison, and strategies for critical skill recruitment and retention; created and proposed a classification structure with recommendations for assignment for all positions within this structure commensurate with level of complexity, responsibility, knowledge, skills and abilities, and/or other compensable factors; identified comparable organizations and competitive labor market comparisons for position classifications and conducted a full compensation survey, complete with recommendations and cost of implementation; analyzed existing compensation, identified recommendations for review and proposed implementation methods to address issues/concerns; recommended compensation levels, range spread, and range placement for positions based on market survey and internal analysis; and provided alternative methods to address internal inequities, pay compression, retention, hard to fill positions and market adjustments.
Note: Evergreen was again hired in 2023 to conduct a Classification and Compensation Plan Update.
South Texas Water Authority: Comprehensive Compensation and Classification Study
Evergreen was hired by the South Texas Water Authority to conduct a Comprehensive Classification and Compensation Study. Evergreen will perform the following tasks: conduct a comprehensive salary survey to ensure external equity; develop a new pay structure; review FLSA status; and prepare a final report which includes the fiscal impacts for implementing all recommendations.
City of Cleveland, TN: Classification and Compensation Study
Evergreen was hired by the City of Cleveland to conduct a Classification and Compensation Study. The goals of the study are to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.
City of Bell Gardens, CA: Classification and Compensation Study Services
Evergreen was hired by the City of Bell Gardens to perform Classification and Compensation Study Services. Evergreen will evaluate the present salary structure as compared to the specific job market for comparable positions in the public sectors, review current job classifications, confirm, and recommend changes to hierarchical order of jobs. Evergreen will also identify potential pay compression issues and provide potential solutions and analyze and make recommendations for changes to the present compensation structure to remain competitive in the job market.
Fairmont State University, WV: Comprehensive Classification and Compensation Study
Evergreen was hired by Fairmont State University to conduct a Comprehensive Classification and Compensation Study. Evergreen will perform the following tasks: perform a comprehensive market analysis for all staff, faculty, adjunct, faculty equivalent academic professional and temporary appointment positions; develop a competitive, market-based compensation framework for the University; draft a policy to ensure fair and consistent pay practices across the University; develop formal policies and procedures to establish a clear process for employees to contest decisions regarding their compensation or job classification; establish a plan for an ongoing maintenance of the University’s classification and compensation program; and assess and update the current salary structure based on study findings and job responsibilities.
Rock Island County, IL: Organizational Design Study
Evergreen was hired by Rock Island County to conduct an Organizational Design Study of the Finance Department. Evergreen will perform the high level tasks: analyze the business needs of the County and identify the rationale for creating a new finance department; set clear, measurable goals for the new department aligned with organizational objectives; conduct a Situational Analysis: Assess existing capabilities, gaps, and potential challenges within the County; develop a department structure: design the department hierarchy, identify key roles, and assign responsibilities to include benchmarks and best practices; create a staffing plan; determine hiring needs and develop recruitment strategies; outline operational processes by defining major workflows, procedures, and standards within the department; allocate resources by estimating operational budgets for the department, technology, and support staff to the new department; develop an implementation plan with a phased approach; establish a communication strategy on how to inform stakeholders about the new department and its goals; and monitor and evaluate performance by setting up metrics to track progress and make adjustments as needed.