Author: Bogdan Ghelmegeanu

Evergreen was hired by the City of Farmington to conduct a Comprehensive Compensation and Classification Study. Evergreen’s consultants will perform the following tasks: develop a compensation philosophy that addresses salary compression, hiring practices, and incentives; conduct a job analysis to assess the classification and alignment of positions across departments and recommend adjustments as appropriate; identify relevant public-sector labor markets and conduct a compensation survey; evaluate the City’s pay structure and design a revised salary structure, including pay grades and implementation strategies; evaluate retirement benefits within the identified labor markets; review job rankings and incumbent placements to ensure internal equity and market competitiveness; prepare financial cost analyses for the recommended changes; and provide training to City staff for ongoing administration and maintenance of the compensation program.

Evergreen was hired by the City of Conway to conduct an Employee Classification and Compensation Study. The purpose of this study is to address changes in the City’s operations and staffing. Evergreen’s consultants will ensure positions performing similar work with essentially the same level of complexity, responsibility, knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; clearly outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and determine whether salaries are competitive in the market with comparable government entities and private employers.

Evergreen was hired by the Town of Leland to conduct a Classification and Compensation Study. Evergreen’s consultants will perform the following tasks: conduct a compensation study of the Town’s positions to identify pay adjustments necessary based on the labor market; review the current classification of positions ensuring market competitiveness and internal equity; and provide recommendations that will assist the Town’s ability to assess future needs effectively.

Evergreen was hired by the City of Robertsdale to conduct a Classification and Compensation Study. Evergreen’s consultants will perform the following tasks: conduct meetings with supervisors and select employees to obtain relevant information and statistical data on specific compensation issues and policies; conduct a job analysis for each full-time and part-time position in the City through surveys/questionnaires and interviews/focus groups; administer and collect data from the Job Assessment Tool (JAT); develop recommendations of FLSA status for each position; conduct external market study for comparison agencies for City classifications; develop recommendations for a City wide classification and pay structure; develop recommendations for implementing City compensation policies and procedures; and update job descriptions.

Evergreen was hired by the City of Winston-Salem to conduct a Market Compensation and Benefits Study. This comprehensive study covers approximately 400 job classifications, representing a workforce of approximately 2,000 employees. The study will be conducted over a three-year period where Evergreen’s consultants will perform the following tasks: establish benchmarking and conduct salary surveys for similar positions with comparable local government entities; perform an in-depth evaluation of identified job classifications; recommend proper placement of job classifications within the organizational structure to maintain internal equity; conduct meetings with internal stakeholders; recommend appropriate compensation practices and strategies, and an approach for implementing the new structure; and review and update job specifications.

Evergreen was hired by the City of Great Bend to conduct a Comprehensive Compensation Study. Evergreen’s consultants will perform the following tasks: review and update the City’s existing job classification and compensation plan to ensure accurate job classification and equitable pay based on duties, complexity, and skills; address compression by maintaining fair pay differentials across responsibility levels; provide competitive salaries with regional labor markets and organizational needs; and enhance employee retention through equitable and competitive compensation practices.