Evergreen was hired by the St. Lucie West Services District to conduct a Compensation Study for its 60 employees in 48 classifications. Evergreen will collect market salary data to ensure the District will be competitive with its peers and therefore, will allow better retention and recruitment of staff.
City of Lakeville, MN: Compensation Study
Evergreen was hired by the City of Lakeville to conduct a Comprehensive Compensation Study for the City of Lakeville. The primary objective of this project is to ensure that the City’s employee compensation structure remains competitive within its market peers while upholding internal equity and consistency across job classifications. Evergreen will perform the following tasks: identify appropriate and comparable public-sector market peers; evaluate pay relationships between classifications to ensure fair and consistent internal alignment; develop or refine a compensation philosophy; suggest policies or frameworks for reviewing individual employee salaries outside of the normal study cycle; and assist the City with integrating recommendations into the City’s pay plan and HR policies.
Hudson Valley Community College, NY: Salary and Compensation Study
Evergreen was hired by Hudson Valley Community College to conduct a Salary and Compensation Study. The goals of the study are to produce actionable recommendations that will ensure internal equity and external competitiveness, compliance with applicable laws and agreements, alignment with regional community colleges of comparable size and curriculum offerings as well as the College’s strategic goals and budget.
City of Fort Morgan, CO: Compensation Study and Analysis for Fort Morgan Police Department
Evergreen was hired by the City of Fort Morgan Police Department to conduct a Compensation Study and Analysis. The primary objectives of the study are to: ensure fair and equitable compensation relationships with the organization; maintain pay equity compliance; ensure competitiveness with the external market; create a plan to increase the salary range for each pay/grade within the market; and allow easy maintenance by City staff following implementation.