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.
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.
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.
Calaveras County Water District, CA: Total Compensation and Benefits Study
Evergreen was hired by the Calaveras County Water District to conduct a Total Compensation and Benefits Study. Evergreen will perform the following tasks: conduct a comprehensive compensation survey and analysis; assess the current compensation plan and make recommendations for changes; make recommendations covering special compensation issues including seniority, promotions, and ongoing maintenance; conduct a survey and analysis of the District’s benefits offerings in comparison with the market study; and present the findings and final report to the Board of Directors.
Town of Clayton, NC: Review of Finance Department
Evergreen was again hired by the Town of Clayton to perform a review of the Finance Department. Evergreen conducted a Departmental Review of the Finance Department which included workflows, processes and desk audits. Evergreen also interviewed employees, analyzed data collected, conducted a comprehensive gap analysis to compare current practices and processes with industry standards, best practices, and organizational goals.
Town of Clayton, NC: Organizational/Staffing Study
Evergreen Solutions was retained by the Town of Clayton to conduct an Organizational/Staffing Study. Evergreen obtained and analyzed reports and background materials pertinent to the study; collected current Key Performance Indicators (KPIs) and other outcome-related data; prepared and submitted summary of findings highlighting strategic needs, major services areas, functional areas, and major programs; collected benchmark data from peers relating to staffing; developed a peer staffing matrix based on KPI and/or outcome measure variation that included the excepted staffing range by job level; evaluated and assessed the Town’s overall organizational structure and staffing levels in each department; and prepared a summary of findings.
Tax Collector of Palm Beach County, FL: Organization Structure Review of the Excellence Department
Evergreen Solutions was retained by the Tax Collector of Palm Beach County to conduct an Organization Structure Review of the Excellence Department. Evergreen ‘s consultants collected pertinent data on current operations and structure; interviewed the director and staff in the Department; collected service and outcome data; identified best practices in process improvement operations; generated and discussed findings; and provided recommendations for improved efficiency and effectiveness.
Tax Collector of Palm Beach County, FL: Organizational Structure Study of Payment Processing Center
Evergreen Solutions was engaged with the Palm Beach County Tax Collector’s Office to conduct an Organizational Structure Study of the Payment Processing and Batch Processing Centers. For the Organizational Structure Study, Evergreen’s consultants collected pertinent data on current operations and structure; interviewed the two managers and the director; collected process flow and outcome data; identified best practices in payment processing; generated and discussed findings; and provided recommendations for improved efficiency and effectiveness.
Rowan County, NC: Department of Social Services Staffing Study
Evergreen was hired to by the Department of Social Services in Rowan County to conduct a Staffing Study. Evergreen provided staffing study recommendations for the Social Services Department by conducting a thorough assessment of the work processes and workloads of the Department of Social Services and making recommendations to maximize effectiveness and efficiency in meeting organizational outcomes in work process modifications, workloads, organizational structure, chain of command, number and type of positions, and employee training and retention.
Town of Carolina Beach, NC: Management, Organizational Structure, and Efficiency Study (included Staffing Analysis)
Evergreen Solutions was engaged with the Town of Carolina Beach to conduct a management, organizational structure, and efficiency study. The objective of this study was to review all Town Departments, current management structure, staffing, and current/future staff workloads and to make recommendations regarding the most effective and efficient management and organizational structure and staffing to meet the service levels expected by elected officials, Town residents, business owners, and visitors. The study was performed in conformance with the following directives: review current and past organizational structures and staffing levels; review and summarize current services provided and staff workloads for all departments (winter and summer); determine what is working well with the Town’s organizational structure and staffing levels and determine the areas that may need improvement; compare and contrast the Town’s organizational structure, services, and staffing levels with other similar sized cities in North Carolina and other industry staffing standards, if available; review current and future Town services and workloads to determine the most effective and efficient management and organizational structure to meet the demands and expectations of elected officials, Town residents, business owners, and visitors; review current and future Town tax structure to other towns of similar size and makeup; determine a method of assessing the health of the organization’s culture, internal relationships, and attitudes toward the workplace. Depending on the outcome of the assessment, determine effective measures to improve those areas that need addressing; determine cost saving measures that could be implemented that will allow similar or increased levels of service and that will improve overall efficiency; and identify performance measures that may result in assessing the effectiveness of those recommendations that are implemented.