Evergreen Solutions was retained by the City of Yucaipa to conduct a Classification and Compensation Study and Organizational Review. Evergreen reviewed current class specifications and ensured they were in line with current changes and requirements in the law, identified class specifications that needed to be updated to reflect current job duties and requirements of the position, and included physical requirements and essential job functions to comply with the Americans with Disabilities Act (ADA). In addition, Evergreen reviewed the City’s current organizational structure and provided recommendations to ensure it was operating efficiently and effectively.
City of Naples, FL: Staffing Study
Evergreen Solutions was retained by the City of Naples to conduct a Staffing Study in order to determine the efficiency and effectiveness of the Public Works Department – Utilities. The study reviewed current operations within the Public Works Department, collected staffing data from peer organizations, analyzed relative outcomes, and offered recommendations regarding staffing allocations for planning considerations in order to meet foreseeable emergent requirements. By employing this process, the City sought to ensure that staffing aligned with peer practices; identified functional areas that needed more or less staff resources; identified organizational gaps and/or structural deficiencies; and established a baseline for future staffing purposes. Note: Evergreen previously conducted a compensation study for the City.
Manatee County, FL: IT Organizational Design Study (Included Staffing Study)
Evergreen was again hired by Manatee County to conduct an IT Organizational Design Study. The results of the study provided answers to the following questions: Should IT services be more centralized or decentralized? What is the optimal process allocation from an organizational design standpoint? And What is the best structure to increase efficiency and effectiveness?
Note: Evergreen was previously hired by the County in 2024 to conduct a Staffing and Headcount Study for the IT Department and a Compensation Study in 2023.
City of Albuquerque, NM: Workforce Analysis
Evergreen also performed a workforce analysis across all departments. This included identifying staffing levels within each department and comparing them to peer organizations. Staffing by job family was analyzed, and comparisons were made between the City’s key performance indicators (KPIs) and those of its peers. Staffing recommendations were standardized by job family based on these KPIs, providing insights into the optimal staffing levels needed across the City.
A more detailed analysis was performed for 14 out of the 28 departments within the City. Building upon the initial analysis, this study assessed staffing levels and KPI comparisons while also identifying critical jobs within these departments that require further attention. Recommendations were made for improving workforce effectiveness, with a focus on critical roles to ensure future operational success.
City of Takoma Park, MD: Employee Compensation and Classification Study
Evergreen was hired by the City of Takoma Park to conduct an Employee Compensation and Classification Study. Evergreen performed the following tasks: analyzed internal equity and provided potential solutions to address any inequities identified; defined and identified relevant labor markets and survey sources; recommended adjustments to ensure salaries remained competitive in the marketplace; and analyzed pay of comparable public employers in the region and provided recommended benchmarking. At the end of the study, Evergreen developed a final report and presented the findings to the City Manager, Mayor, City Council and City Unions.
City of Cambridge, MA: Compensation and Classification Review
Evergreen was hired by the City of Cambridge to conduct a Compensation and Classification Review for its 3,000 employees. The goals of this study are to: identify and mitigate pay equity disparities; attract and retain highly qualified employees; ensure salaries are commensurate with the responsibilities assigned; facilitate recognizable growth; establish justifiable pay differentials between individual roles; maintain a competitive standing to the City’s competitors and surrounding areas; analyze the City’s compensation plan to identify recruitment and retention challenges; recommend a competitive market position for the city; prepare recommendation and impact analysis for positions above the maximum salary grade and step following reclassification; and provide staff training to maintain and revise the system as needed.
Arlington Public Schools, VA: Classification and Compensation Study
Evergreen was hired by Arlington Public Schools to conduct a Classification and Compensation Study. Evergreen performed the following tasks: reviewed current job descriptions and titles to ensure they align with duties and responsibilities and accurately reflect the scope of comparable roles in other school districts; evaluated job complexity and its alignment with compensation to ensure equitable pay; identified peer school districts or relevant organizations; assessed the internal pay structure; analyzed career advancement opportunities; provided specific recommendations for salary adjustments; developed an action plan to implement recommended changes; and recommend strategies for continuously monitoring and updating the compensation structure to maintain competitiveness and equity.
Town of Plainville, CT: Classification and Total Compensation Study
Evergreen was hired by the Town of Plainville to conduct a Classification and Total Compensation Study. Evergreen reviewed the current classification grade methodology and proposed recommended strategies for the Town; identified career ladders and promotional opportunities; recommended an appropriate salary range for each position based on the classification plan; recommended implementation strategies; identified any extreme current individual or group inequalities and provided a recommended corrective action plan and process to remedy these; recommended and provided implementation strategies related to other key compensation practices; and conducted a compression analysis to include any recommendations for implementation.
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.
City of Cleveland, TN: Classification and Compensation Study
Evergreen was hired by the City of Cleveland to conduct a Classification and Compensation Study. The goals 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 were classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.