Author: ryan@wptallahassee.com

Evergreen was retained by Brazoria County to complete a Compensation and Classification Study. Evergreen’s consultants analyzed the County’s current employee compensation with its surrounding geographic market area competitors to determine market value based on a compensation program that would be fair, equitable, and competitive. The analysis included: evaluation of current pay grades; number of grades; appropriate range spreads; titles, FLSA, EEO, and ADA compliance; compression and current compensation and classification policy reviews and recommendations.

Evergreen Solutions was retained by Spokane County to conduct a Total Compensation Study. Evergreen reviewed total Compensation (compensation and benefits) for 225 regular, full-time positions and recommended wage adjustments that aligned with the County’s compensation philosophy. Additionally, Evergreen compared the County’s benefits package with those offered in the same local market identified in the pay analysis.

Evergreen Solutions was retained by Baldwin County to conduct a Comprehensive Classification and Compensation Study. Evergreen’s consultants conducted a job analysis, evaluated and revised job descriptions, conducted a market salary survey, developed a new pay plan based on the market results and job analysis, and prepared and presented a final report that recommended a new classification and compensation structure for the County.

Evergreen Solutions was retained by Brevard County to conduct a Compensation Study. Evergreen met with HR and leadership to finalize the project plan; conducted data analysis on HR secondary data; interviewed department heads regarding recruitment, retention, and career pathing; collected secondary data to form a market baseline; created a priority list of jobs at most risk; collected additional data on at risk jobs; created various solution options; and prepared and presented a final report.

Evergreen was retained by the City of Conroe to conduct a Classification and Compensation Study. The scope of the study included the following major components: reviewing and updating all job descriptions; working with a City management team to revise the existing pay plan and structures; and evaluating the current salary structure and compensation levels for all regular, classified positions, and recommending appropriate adjustments.

Evergreen Solutions was retained by the Hillsborough County Clerk of Court and Comptroller to conduct a Classification and Compensation Study. Evergreen reviewed the Clerk’s classification and compensation structure and provided a phased implementation plan would be the most cost affordable. This study included a review of current compensation practices and the development of a compensation philosophy, defining the appropriate labor market to which the Clerk should be compared, conducting a market salary and benefits study, evaluating the FLSA status of each position, making salary recommendations for various jobs based on market data collected, completing an assessment of total compensation, and providing recommendations to assist with implementation. Employees were given the opportunity to attend orientation sessions, employee focus groups and participate in the Job Assessment Tool process for classification valuation as a component of the study.

Evergreen Solutions was retained by Palm Beach County to conduct a Classification and Compensation Study in order to update the current classification and compensation structure. Evergreen performed the following tasks: conducted a job analysis across the County to ensure job descriptions matched the duties performed by the employee; provided an analysis of all positions¾ assigning an appropriate salary grade to ensure fairness and equity and included recommendations for all positions that were found to be above or below the assigned salary grade; and conducted a market compensation analysis of salaries and wages of like or similar jobs of comparable Florida public organizations with similar position and organizational characteristics.

Evergreen Solutions was engaged with Loudoun County to conduct a Classification and Compensation Study (Phase II). Evergreen accomplished the objectives of the Phase II of the study by performing the following tasks: developed recommendations on a strategy to implement and administer a compensation philosophy range of 95 percent to 105 percent of the comparator market; conducted a comprehensive benchmark market analysis of all County jobs; developed a new market competitive pay plan to include an open range pay plan for the general workforce and a “grade and step” pay plan for Public Safety positions; provided recommendations for any additional pay incentives and supplements that would assist in maintaining competitive pay as described in Loudoun’s compensation philosophy; developed a new comprehensive classification system that allowed for more levels and specificity within and across each job group, to include the development of standardized job descriptions; obtained an analysis of pay compression within the County and provided recommendations for addressing pay compression once a new pay plan was implemented; and developed recommendations for revisions to the Board approved classification and compensation policies found in Chapter 5 of the Human Resources Handbook.

Evergreen Solutions was engaged with Loudoun County to conduct a Classification and Compensation Study (Phase I). Evergreen conducted a comprehensive review and evaluation of the County’s compensation philosophy and competitive market and made recommendations to retain, modify and/or change the compensation philosophy and/or competitive market. Evergreen also conducted a comprehensive review and evaluation of policies governing the County’s total compensation program (pay and benefits offerings) and classification system; benchmarked the elements of the County’s total compensation and classification program against its current competitive market and other potential competitor jurisdictions; and made recommendations to retain, modify and/or change elements of the total compensation and classification program. Evergreen further conducted a comprehensive review and an evaluation of the County’s performance plan system; benchmarked the County’s system against the job description systems of its competitive market and other potential competitor jurisdictions; and made recommendations to retain, modify, or change the current system. In the end, Evergreen provided comprehensive recommendations for modifying classification and compensation policies and procedures.

Evergreen Solutions was retained by the City of Albany to conduct a Classification and Compensation and Equal Pay Study. Evergreen’s consultants reviewed current job descriptions and compensation structures to determine the need for modifications to assure external competiveness and internal equity by performing the following tasks: reviewing current job descriptions to analyze knowledge, ability, education, experience, relevance, and hierarchical consistency; developing, distributing, and analyzing job specific questionnaires, as needed, and conducting in-person interviews of select staff, to complete analysis; proposing, where appropriate, broad-banding of classifications, or combining classifications into a series, if beneficial to achieve alignment of similar positions; recommending additions, deletions, or modifications to existing classifications and making FLSA determinations (exempt or non-exempt status) for positions; surveying comparator jurisdictions for both wages and total compensation; analyzing results and developing appropriate pay structures for the City taking into account compression and internal equity; conducting equal pay analyses of recommended pay structures that would comply with House Bill (HB) 2005 and its implementing administrative rules; and training City HR staff on the methodology used to assess job classifications in order to maintain internal equity when adding, deleting, or modifying jobs in the future.