Evergreen was hired by the Town of Chapel Hill to conduct a Compensation and Pay Equity and Representative Analysis. Evergreen conducted the following tasks: performed a review of the existing classification plan; simplified and reduced the number of job descriptions and align all jobs into job families with similar roles and functions; built career progression ladders; prepared pay progression ladders and progression opportunities; performed a market salary range study; and drafted a compensation philosophy and review and revise pay policies.
Richmond Public Schools, VA: Classification and Compensation Study
Evergreen was hired by the Richmond Public Schools to conduct a Classification and Compensation Study. Evergreen evaluated and recommended new classifications and performed a market salary study to ensure external equity and labor market competitiveness.
Polk State College, FL: Faculty Compensation Study
City of High Point, NC: Classification and Compensation Study
Evergreen Solutions was hired by the City of High Point to conduct a Classification and Compensation Study. The aim of this study was to ensure equitable and competitive salaries for all City employees while also establishing a clear and consistent job classification structure. Evergreen assisted the City in attracting and retaining top talent, enhancing employee satisfaction, and improving the overall effectiveness of the City.
Whatcom Transportation Authority, WA: Classification and Total Compensation Study
Evergreen Solutions was hired by Whatcom Transportation Authority (WTA) to conduct a Classification and Total Compensation Study. Evergreen performed the following tasks: evaluated the current philosophy for non-represented position; conducted a full study comparing current salaries, benefits, time off, longevity pay, premium or differential pay, hiring or incentive pay, car allowances and more to new comparators; provided reports with clearly understood variances between WTA comparable entities; and recommend actions to meet the objectives of the Board of Directors for consideration and adoption.
City of Crescent City, CA: Comprehensive Compensation Study
Evergreen Solutions was hired by the City of Crescent City to conduct a Comprehensive Compensation Study. Evergreen performed a comprehensive review of the City’s current compensation and classification system which included: reviewing job descriptions; identifying and making recommendations for directly comparable and competitive agencies; completing an internal salary relationship analysis; developing externally competitive and internally equitable salary recommendations for each class; and developing an implementation plan for the study results.
Superior Court of California, County of Imperial, CA: Classification and Compensation Study
Evergreen Solutions was hired by the Superior Court of California – County of Imperial to conduct a Classification and Compensation Study. Evergreen reviewed current classifications; conducted a comprehensive review of the compensation ranges to ensure both external and internal competitiveness and internal equity; and recommended salary ranges for base pay for each classification.
Gulf Coast State College, FL: Classification and Compensation Study
Evergreen was retained by Gulf Coast State College to conduct a Classification and Compensation Study. Evergreen conducted a comprehensive benchmark market compensation analysis, applying local market factors, of all college positions with comparable public higher education institutions within and outside of the Florida College System, as well as applicable private/public sector competitors based not only on job titles, but duties and responsibilities; created a competitive, market-based compensation structure for the College; created policies for pay administration to ensure fairness and consistency across the College; developed an ongoing maintenance of the College’s classification and compensation program; evaluated and updated the existing salary structure based on the results of the compensation study plus job duties and responsibilities; and reviewed and updated current job descriptions and recommending appropriate revisions.
Leon County Schools, Fl; District-Wide Classification and Compensation Study
Evergreen was hired by Leon County Schools to conduct a District-Wide Classification and Compensation Study. Evergreen conducted a comprehensive position evaluation; evaluated and recommend new classifications where appropriate; incorporated opportunities for career progression steps within specific classifications; made recommendations as to whether pay ranges are appropriate; created, developed, and revised job descriptions for all positions; conducted an internal comprehensive job evaluation; evaluated the existing compensation structure and provided change recommendations; conducted a review between job titles and responsibilities; and developed an implementation strategy and provide plan options for an updated compensation structure.
City of St. Louis, MO : Employee Classification and Compensation Study
Evergreen was hired by the City of St. Louis to conduct an Employee Classification and Compensation Study. Evergreen conducted a comprehensive evaluation and analysis of all 6,700 jobs within the City to determine relative value within the organization; evaluated all current job classifications; conducted internal salary relationship analysis and made appropriate recommendations; identified and recommended a relevant salary survey benchmark; identified potential pay compression issues and solutions; and provided a maintenance strategy to maintain.