Evergreen is retained by Parker University to conduct a Compensation Study. Evergreen will conduct a salary survey to determine whether the University’s salaries for staff and faculty are competitive in the market in order to better assist the University in recruiting and retaining a quality workforce.
Calaveras County, CA : Organizational Structure and Staffing Analysis of HHSA
Evergreen was hired to conduct an Organizational Structure and Staffing Analysis for Calaveras County’s Health and Human Services Agency (HHSA). Evergreen will provide recommendations on an operating structure that best supports the mission of Calaveras’ strategic plan along with staffing recommendations that are aligned with both peer organizations and best practices. Note: Evergreen was previously hired in 2023 to conduct a Classification and Compensation for the County.
Genesee County, NY; Compensation Consultation Services
Evergreen is retained by Genesee County to provide Compensation Consultation Services for all full-time positions in the public sector. Evergreen will provide recommendations to address any anomalies within current pay structures. Evergreen will conduct a survey of salaries; conduct interviews and/or job audits; provide recommended salary ranges for each positions; provide a recommended strategy for implementing any changes; provide training for County staff to enable them to effectively use and maintain the market competitiveness.
Superior Court of California, County of Monterey, CA; Classification and Compensation Study
Evergreen is retained By the Superior Court of California to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: ensure appropriate compensation for all Court employees; ensure appropriate classifications and position descriptions to accurately reflect current duties and responsibilities; provide salaries commensurate with assigned duties; provide benefits commensurate with comparable government agencies; provide a justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.
Onslow County, North Carolina; Classification and Compensation Study
Evergreen was retained by Onslow County to conduct a Classification and Compensation Study. Evergreen provided an updated market study of comparable entities, evaluated the current compensation and classification, performed a pay compression analysis of all County positions, and developed policy recommendations for the administration and maintenance of the classification and compensation system.
Victor Valley Transit Authority, California; Compensation and Benefits Study
Evergreen is retained by Victor Valley Transit Authority (VVTA) to conduct a Compensation and Benefits Study. Evergreen will address changes in operations and staffing over the past several years to ensure that positions performing similar work with the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together, and to ensure VVTA is competitive with relevant labor markets.
Colorado River Water Conservation District – Compensation Study
Evergreen was retained by Colorado River District to conduct a Compensation Study. Evergreen conducted a custom salary survey and reviewed published data to determine base salary practices among targeted relevant employers in the area. Evergreen used market data to create a comparative analysis of the River District’s current pay plan and provided observations and recommendations supporting the River District’s compensation strategy of maintaining a highly competitive compensation plan.
Louisville Regional Airport Authority, KY: Classification/Pay Plan Structure and Compensation Study
Evergreen is retained by the Louisville Regional Airport Authority (Authority) to conduct a compensation study and a classification/pay grade review of the existing pay structure for all existing positions within the Authority. Evergreen will provide recommendations to ensure salaries in all positions at the Authority are internally equitable, externally competitive, and to ensure the Authority has a credible compensation and classification/pay grade structure in place that ensures positions performing similar work with essentially the same level of complexity, responsibility, knowledge, skills, and abilities are classified together that will provide salaries commensurate with assigned duties.
Inyo County, CA: Classification and Compensation Study
Evergreen was retained by Inyo County to conduct a Classification and Compensation Study. Evergreen performed the following: ensured that the County remains competitive in the job market when compared to similar organizations throughout California; assessed identified classifications relative to the requirements of “Exempt” and “Non-Exempt” status pursuant to the criteria of the Fair Labor Standards Act; recommended revisions to internal total compensation relationships that are consistent, uniform, and sustainable for the County in consideration of its budget constraints; identified positions in the County for which there are no genuine comparable positions elsewhere within comparable agencies and make recommendations to determine fair compensation; provided modern job descriptions for certain positions; ensured equitable pay relative to other County positions; and provided total compensation recommendations to the County based upon internal and external total compensation relationships.
Savannah-Chatham County Public School System, GA: Job Architecture Consulting for HR
Evergreen Solutions was retained by the Savannah-Chatham County Public School System (SCCPSS) to provide Job Architecture Consulting for HR. Evergreen reviewed and provided an in-depth, detailed recommendation regarding an appropriate tiered career pathway for SCCPSS. Additionally, Evergreen modified, updated, and developed position specifications for all identified non-teaching positions in the organization compliant with applicable local, state and federal laws and regulations, as well as policies of the SCCPSS Board of Education. Note: Evergreen was again hired in 2024 to conduct a Classification and Compensation Study for the School.