Evergreen was hired by the Town of Southern Pines to conduct a Comprehensive Total Compensation Study. Evergreen will review job descriptions; conduct a comprehensive external benchmark pay analysis; complete an internal salary relationship and pay equity analysis; and identify problem areas including starting pay, compression, inequitable opportunities for pay progression and recommend salary/pay policy adjustments for existing employees.
Lake Sumter State College, FL: Compression Analysis
Evergreen was hired by Lake Sumter State College (LSSC) to conduct a Compression Analysis. Evergreen discussed the strengths and weaknesses of the current pay plan(s) and pay practices for LSSC and discussed any pay compression issues that might have existed and possible solutions with the LSSC Project Manager. Evergreen completed an assessment of current conditions that detailed the pros and cons of the current system for LSSC as well as highlighted areas for potential improvement in the final adopted solution.
Powdersville Water, SC: Classification and Compensation Study
Evergreen was retained by Powdersville Water to conduct a Classification and Compensation Study. The scope of work will consist of evaluating the existing compensation and classification system; holding focus groups with a sample of employees to obtain additional relevant information and statistical/anecdotal data on specific compensation issues and policies; building a classification plan using Evergreen Solutions’ Job Assessment Tool (JAT) and Management Issues Tool (MIT); conducting a market salary survey; producing a revised or new pay scale that best meets the needs of Powdersville Water from an internal and external equity standpoint; providing a clear framework for compensation plan updates every 3-5 years; and developing recommendations and guidelines for continued administration and maintenance of the compensation system.
Newton County Sewerage Authority, GA: Compensation and Benefits Study
Newton County Water and Sewerage Authority was hired by Evergreen to conduct a compensation and benefits study. Evergreen will perform the following tasks: review and provide updates to the Authority’s current salary structure, conduct a market salary and benefits survey, produce a revised or new pay scale, and develop recommendations for a maintenance program so administration by NCWSA staff may sustain the recommended compensation system/structure.
San Luis Obispo Regional Transit Authority, CA: Classification and Compensation/Benefits Study
Evergreen was hired by San Luis Obispo Regional Transit Authority (RTA) to conduct a Classification and Compensation/Benefits Study in two phases. In Phase I, Evergreen will complete the following tasks: review current job descriptions and classifications for compliance with state laws such as the California Equal Pay Act; recommend updates to job descriptions, education and minimum job requirements to ensure uniformity of positions within classification groups; develop a draft recommended classification structure reflecting RTA’s overall classification and compensation strategy; allocate all employees within the scope of the study to appropriate exempt or non‑exempt status under the Fair Labor Standards Act; update classification specifications and job descriptions as needed to reflect current duties, essential job functions, and physical requirements; present the final classification recommended for each position; and provide implementation training to the Human Resources Officer.
In Phase II, Evergreen will complete the following tasks: conduct a comprehensive total compensation survey using job duties and responsibilities from RTA’s classification specifications; perform internal base salary relationship analysis and develop guidelines for internal salary relationships; develop external competitive and internal equitable salary recommendations for each classification; assign salary ranges to each classification based on market survey results and internal relationship analysis; identify benefit programs offered by surveyed agencies including employee and executive benefits; assist in developing a strategy for implementing the compensation recommendations and plan; provide a standard process for making salary offers to new hires and for approving promotional adjustments based on fair and lawful factors; present survey results; provide recommendations for updating RTA’s classification and compensation plans.