Newton County Water and Sewerage Authority was hired by Evergreen to conduct a compensation and benefits study. Evergreen will perform the following tasks: review and provide updates to the Authority’s current salary structure, conduct a market salary and benefits survey, produce a revised or new pay scale, and develop recommendations for a maintenance program so administration by NCWSA staff may sustain the recommended compensation system/structure.
San Luis Obispo Regional Transit Authority, CA: Classification and Compensation/Benefits Study
Evergreen was hired by San Luis Obispo Regional Transit Authority (RTA) to conduct a Classification and Compensation/Benefits Study in two phases. In Phase I, Evergreen completed the following tasks: reviewed current job descriptions and classifications for compliance with state laws such as the California Equal Pay Act; recommended updates to job descriptions, education and minimum job requirements to ensure uniformity of positions within classification groups; developed a draft recommended classification structure reflecting RTA’s overall classification and compensation strategy; allocated all employees within the scope of the study to appropriate exempt or non‑exempt status under the Fair Labor Standards Act; updated classification specifications and job descriptions as needed to reflect current duties, essential job functions, and physical requirements; presented the final classification recommended for each position; and provided implementation training to the Human Resources Officer.
In Phase II, Evergreen completed the following tasks: conducted a comprehensive total compensation survey using job duties and responsibilities from RTA’s classification specifications; performed internal base salary relationship analysis and develop guidelines for internal salary relationships; developed external competitive and internal equitable salary recommendations for each classification; assigned salary ranges to each classification based on market survey results and internal relationship analysis; identified benefit programs offered by surveyed agencies including employee and executive benefits; assisted in developing a strategy for implementing the compensation recommendations and plan; provided a standard process for making salary offers to new hires and for approving promotional adjustments based on fair and lawful factors; presented survey results; provided recommendations for updating RTA’s classification and compensation plans.
City of Rochester, MN: Review of the Classification and Compensation System
Evergreen was hired by the City of Rochester to review the City’s Classification and Compensation System. The scope of work will consist of reviewing the current compensation philosophy, policy and system, recommending a new job evaluation system, reviewing exempt and non-exempt position designations under FLSA guidelines, performing a compression analysis to identify individual or group pay compression issues and providing potential solutions, performing system testing to assure MN Pay Equity Compliance, and presenting options and recommendations for a classification and compensation plan.
Calaveras County Water District, CA: Total Compensation and Benefits Study
Evergreen was hired by Calaveras County Water District to conduct a Total Compensation and Benefits Study. Evergreen performed the following tasks: conducted a comprehensive compensation survey and analysis; assessed the current compensation plan and made recommendations for changes; made recommendations covering special compensation issues including seniority, promotions, and ongoing maintenance; conducted a survey and analysis of the District’s benefits offerings in comparison with the market study; and presented the findings and final report to the Board of Directors.
City of Naples Airport Authority, FL: Compensation Study
Evergreen was hired by the City of Naples Airport Authority to conduct a Compensation Study. Evergreen performed the following tasks: collected secondary compensation data on all positions based on competitor categories; analyzed data to determine market positioning by classification; recommended a pay structure for the Authority that is fair, equitable, and competitive; slotted classifications into proposed pay grades; prepared and submitted a summary report, including the methodology, findings, and recommendations; and present results.
Charles County Public Schools, MD: Classification and Compensation Study
Evergreen was hired by Charles County Public Schools (CCPS) to conduct a Classification and Compensation Study. Evergreen conducted a job analysis to determine the hierarchy of jobs within CCPS and conducted a salary survey to determine whether CCPS was competitive in the market.
Petersburg City Schools, VA: Classification and Compensation Study
Evergreen was hired by Petersburg City Public Schools to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: review the existing compensation and classification system, hold supervisor interviews and employee focus groups, develop recommendations of FLSA (exemption) status based on results of the job evaluation (JAT) review and federal requirements, conduct an external labor market salary assessment, conduct a solution analysis, develop recommendations for compensation administration, and provide revised class descriptions.
Town of Mount Pleasant, SC; Wage Study
Evergreen was retained by the Town of Mount Pleasant to conduct a Wage Study. Note: Evergreen was previously hired in 2017 to conduct a Wage and Compensation Study, Benefits Survey, and Evaluation Process.
City of Palm Springs, CA; Comprehensive Classification and Compensation Study
Evergreen was retained by the City of Palm Springs to conduct a Comprehensive Classification and Compensation Study. The objectives of this study are to: attract and retain qualified employees by ensuring compensation is competitive within the market; ensure positions with similarity in complexity, responsibility, knowledge, skills, and abilities are classified together; provide salaries in proportion with assigned duties; ensure that promotional opportunities are clearly defined and provide recognizable compensation growth; offer justifiable pay differential between individual classes; maintain competitive salaries and benefits in comparison to other regional government entities; and offer recommendations as to how the City can better align its compensation system with industry best practices where applicable.
Harford County, MD; Classification and Compensation Study and Time Use Study
Evergreen was retained by Harford County to conduct a Classification and Compensation Study for the County’s 1,200 full-time employees. The purpose of this study is to address changes in the County’s operations and staffing. The objectives of this study are to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries matching with assigned duties; clearly 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 area proposed by the consultant with consideration from the County; and implement strategies to improve efficiency, streamline processes, optimize productivity.