Day: April 8, 2025

Evergreen was again retained by Keys Energy Services to perform a Comprehensive Compensation Study for bargaining unit and management staff.  Evergreen’s consultant performed the following tasks: reviewed the existing compensation structure to gain a clear understanding of the philosophy and practices that were currently in place; prepared a detailed, market-based compensation report with benchmarking against external data sources and identified peer groups, including local, state, and national compensation market analysis; and provided a report that included findings and recommendations for implementation and migration to new pay scales.

Evergreen was retained by the Upper Trinity Regional Water District (District) to conduct a Compensation/Benefits/Pay-Practices and Classification Study and Analysis.  The primary objectives of this study were for the District to: attract and retain qualified employees; ensure positions performing similar work with essentially the same amount of level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries that are commensurate with assigned duties; and provide justifiable pay differential between individual classes.

Evergreen Solutions was retained by the Clayton County Water Authority (CCWA) to conduct a Classification and Compensation Study and Analysis. The objectives of the study were 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 (i.e. career ladders); provide justifiable pay differential between individual classes; ensure proper organizational alignment between classifications and designated departments; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.

Evergreen was retained by the Okeechobee Utility Authority to conduct an Employee Classification and Compensation Survey. Evergreen analyzed and reviewed current OUA policies and procedures with respect to employee job classifications, pay and other benefits to retain and hire employees. As a final product, a report was generated with content and format.

Evergreen was retained by Colorado River District to conduct a Compensation Study. Evergreen conducted a custom salary survey and reviewed published data to determine base salary practices among targeted relevant employers in the area. Evergreen used market data to create a comparative analysis of the River District’s current pay plan and provided observations and recommendations supporting the River District’s compensation strategy of maintaining a highly competitive compensation plan.

Evergreen was hired by Florida Municipal Power Agency (FMPA) to conduct a Human Resources Compensation Study. Evergreen will review FMPA’s compensation plan, conduct a market salary survey to determine external equity, make recommendations for improvements to the current pay plan, review job descriptions to ensure internal equity, and assist in updating job descriptions based on findings from the job analysis and market survey.

Evergreen was again hired by the Douglasville-Douglas County Water and Sewer Authority to conduct a Market Salary Survey. Evergreen will identify up to 15 peer organizations for the salary survey; collect and analyze salary survey data; prepare a draft summary of results and recommendations; and present results to leadership. Note: Evergreen was previously hired by the Douglasville-Douglas County Water and Sewer Authority on two separate occasions to conduct a similar study.

Evergreen Solutions was hired by the Brazos River Authority to Compensation and Classification Study as well as an Organizational Review of the Reservoir System Maintenance Unit (RSMU).  Evergreen reviewed and recommended changes to the existing exempt and non-exempt pay grade schedules; classification system for all employees; job descriptions; and FLSA non-exempt and exempt status of all positions. Evergreen conducted market salary and benefits surveys to determine external competitiveness, internal compression and recommend pay changes, if any.  Evergreen also conducted a statistical pay equity analysis for internal equity and provided recommendations.  Evergreen performed an Organizational Review of RSMU in the following areas: current and anticipated staffing levels; skill-level requirements; and associated compensation.  In the end, Evergreen presented a final report to the Board of Directors that included documentation that supported the findings and recommendations derived from the salary and benefits market compensation surveys, the findings and recommendations for adjustments to the exempt and non-exempt pay grade schedule, and the findings and recommendations for adjustments to the classification system and pay equity for all employees.

Note: Evergreen has worked with the Brazos River Authority on three previous projects and was hired in 2024 to conduct a Classification and Compensation Plan Update.

Evergreen was hired by the Henry County Water Authority (HCWA) to conduct a Classification and Compensation Study. Evergreen will conduct a job analysis to determine internal equity as well as a salary survey to determine whether HCWA is competitive in the market. 

Evergreen was hired by West Basin Municipal Water District to conduct a Classification and Compensation Study. Evergreen performed the following tasks: revised and developed classification specifications and job descriptions; conducted a market survey of comparable water districts and other public agencies; collected and analyzed labor market total compensation data; evaluated existing internal salary relationships and made appropriate recommendations; and reviewed the current salary schedule structure and made recommendations for improvements.