Evergreen was hired by the City of Bell Gardens to perform Classification and Compensation Study Services. Evergreen evaluated the present salary structure as compared to the specific job market for comparable positions in the public sectors, reviewed current job classifications, confirmed, and recommended changes to the hierarchical order of jobs. Evergreen also identified potential pay compression issues and provided potential solutions, and analyzed and made recommendations for changes to the present compensation structure to remain competitive in the job market.
Fairmont State University, WV: Comprehensive Classification and Compensation Study
Evergreen was hired by Fairmont State University to conduct a Comprehensive Classification and Compensation Study. Evergreen performed the following tasks: performed a comprehensive market analysis for all staff, faculty, adjunct, faculty equivalent academic professional and temporary appointment positions; developed a competitive, market-based compensation framework for the University; drafted a policy to ensure fair and consistent pay practices across the University; developed formal policies and procedures to establish a clear process for employees to contest decisions regarding their compensation or job classification; established a plan for an ongoing maintenance of the University’s classification and compensation program; and assessed and updated the current salary structure based on study findings and job responsibilities.
Rock Island County, IL: Organizational Design Study
Evergreen was hired by Rock Island County to conduct an Organizational Design Study of the Finance Department. Evergreen will perform the high level tasks: analyze the business needs of the County and identify the rationale for creating a new finance department; set clear, measurable goals for the new department aligned with organizational objectives; conduct a Situational Analysis: Assess existing capabilities, gaps, and potential challenges within the County; develop a department structure: design the department hierarchy, identify key roles, and assign responsibilities to include benchmarks and best practices; create a staffing plan; determine hiring needs and develop recruitment strategies; outline operational processes by defining major workflows, procedures, and standards within the department; allocate resources by estimating operational budgets for the department, technology, and support staff to the new department; develop an implementation plan with a phased approach; establish a communication strategy on how to inform stakeholders about the new department and its goals; and monitor and evaluate performance by setting up metrics to track progress and make adjustments as needed.
Onondaga Community College, NY: Compensation Analysis and Structure Development
Evergreen was hired by the Onondaga Community College to perform a Compensation Analysis and Structure Development. Evergreen will conduct a thorough market analysis of Professional Administrator and Management Confidential positions and salaries; compare current salaries to market data; develop a new compensation structure that is industry competitive; provide clear career paths; provide recommendations relative to compensation adjustments; and assist in the implementation and maintenance of the new compensation structure.
City of Bellingham, WA: Job Classification Market Study
Evergreen was hired by the City of Bellingham to conduct a Job Classification Market Study. Evergreen performed the following tasks: conducted a market pay evaluation; collected salary and benefit data for a total compensation analysis; reviewed job descriptions for all benchmark positions; conducted a job analysis of all bargaining unit classifications; conducted job analysis interviews; analyzed the internal pay relationship between positions; produced recommendations on strategy options for a more effective management of compression issues; and developed tools and guidelines for implementing changes to the classification and compensation plans; and provided necessary instruction to the City to maintain recommendations.
City of Riverdale, GA: Classification and Compensation Study and Analysis
Evergreen was hired by the City of Riverdale to conduct a Classification and Compensation Study and Analysis. Evergreen performed the following: provided a comprehensive evaluation of every job within the city to determine relative worth within the organization for internal equity; reviewed all current job classifications and recommended changes to the hierarchical order of jobs; established appropriate benchmarking standards and conducted a market salary survey; identified potential pay compression issues and provided potential solutions; analyzed and recommended changes to the present compensation structure; and developed guidelines to assist City staff with determining the starting pay for new employees.
West Basin Municipal Water District, CA: Classification and Compensation Study
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.
Murray State University, KY: Compensation Study
Evergreen Solutions was retained by Murray State University (MSU) to conduct a Compensation Study. Evergreen conducted a market salary survey for faculty and staff to determine whether MSU was competitive in the market.
City of Albuquerque, NM: Classification and Compensation Consulting Services
Evergreen Solutions was again retained by the City of Albuquerque to provide Classification and Compensation Consulting Services. Evergreen’s consultants performed the following tasks: developed new classification and compensation structure (job families, pay plans, grades, steps as applicable) including recommendations for movement within structure; conducted a benchmarking analysis for placement of jobs within the new structure; assessed and provided recommendations associated with Premium Pay programs including but not limited to hiring incentives, seniority-based pay (longevity pay), shift differential, etc.; recommended resources needed to manage the compensation program into future (i.e., technology and human capital); reviewed and update job descriptions to accurately reflect essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; ensured position descriptions were in full compliance with all applicable federal, state, local statutes and regulations, including the Fair labor Standards Act (FLSA) exemption status and Americans with Disabilities Act (ADA); and ensured position descriptions were assigned within the classification system, reflecting equitable placement between various position responsibilities and providing a scoring mechanism for the placement of those positions in the classification system.
City of Atlanta, CA: Classification and Compensation Study
Evergreen Solutions was retained by the City of Atlanta to conduct a Classification and Compensation Study for its more than 8,000 employees. The primary objectives of the study were to: ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are 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 similar geographic areas who are providing comparable and equivalent services.