Fort Bend County, TX: Employee Compensation Consulting Services

Evergreen was retained by Ft. Bend County to provide employee compensation consulting services. Evergreen conducted the following tasks: reviewed current compensation plan including policy groups and salary structures; conducted Fair Labor Standards Act (FLSA) exempt/non-exempt status review of all positions; analyzed internal equity and possible compression issues; completed salary survey of City and County governments in the State of Texas as designated by the County; designed and executed a salary survey, analyzed results and made recommendations; and evaluated and determined each employee’s proper step placement on the newly approved salary grade structure.

City of Plant City, FL: Comprehensive Pay Plan Study

Evergreen Solutions was hired by the City of Plant City to conduct a Comprehensive Pay Plan Study. Evergreen assisted the City in identifying and implementing any adjustments to its classification and pay plan necessary to meet the needs of the organization to attract, retain, and motivate employees. The recommended system was fair and equitable and allowed the City to pursue a competitive posture when compared to the relevant labor market, and provided the needed guidelines and controls that allowed for the effective and efficient implementation and subsequent administration and maintenance of the proposed plan by City staff. Evergreen considered professional compensation strategies, personnel practices and research, as well as applicable laws, statutes, regulations, and current issues (e.g., The Equal Pay Act, Fair Labor Standards Act, the Equal Employment Opportunity Act, comparable worth issues, the Americans with Disabilities Act, etc.) in developing recommendations.

Evergreen also evaluated the City’s existing plan and, where appropriate, recommended new salary structures, salary schedules, and/or job specifications. Evergreen also provided job-specific performance appraisal and merit increase recommendations that encouraged performance excellence and progression through the pay range. Supervisory and management employees were trained to properly administer and maintain the plan, as well as the performance-based pay system, and related administrative processes.

City of Gonzales, TX: Classification and Compensation Study

Evergreen Solutions was retained by the City of Gonzales to conduct classification and compensation study for approximately 114 employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Classifications were reviewed, as needed, and FLSA determinations were made. Evergreen consultants conducted a market salary survey to identify pay ranges in the public and private sector in order to determine the appropriate pay levels for all included jobs in the City.

Recommendations were provided to improve the fairness and equity within the City and a plan was provided to address maintenance of implemented changes to the City’s classification and compensation system.

City of St. Petersburg, FL: Job Classification Analysis

Evergreen Solutions was retained by the City of St. Petersburg to conduct a Job Classification Analysis in order to update and produce approximately 648 legally-compliant job descriptions that included 6 – 8 core competencies each. Evergreen’s consultants: analyzed all city job descriptions, both full-time and part-time positions, and determined the core competencies for each classification; and revised classifications and competencies that formed the foundation of the City’s recruitment, learning management, performance management, and succession planning programs.

Evergreen met with HR staff and department heads to discuss roles, competency model options, and project processes and to adjust the competency survey that was used in conjunction with the Job Assessment Tool (JAT) that was administered to a representative sample of the City’s 3,150 full- and part-time staff. Evergreen reviewed the work performed by each classification and scored and reviewed any supervisory comments for any anomalies or discrepancies discovered. Evergreen created task inventory and job families based on JAT responses and organizational charts and identified the degree of overlap in tasks between jobs in similar job families. From this, Evergreen identified root factors in each task grouping and linked to any underlying behavioral factors.

Cape Fear Public Utility Authority, NC: Classification and Compensation Study

The Cape Fear Public Utility Authority (CFPUA) was again hired Evergreen Solutions to conduct a classification and compensation study to determine CFPUA’s relative market position with respect to compensation. The study included a classification analysis using Evergreen’s Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions.

The study included recommendations to resolve any inequities in the classification and compensation system and, if necessary, updated the existing system that will: easily accommodate organization change and growth; be based upon sound compensation principles in which both internal and external equity were considered within the pay structure as well as the concepts of equal pay for equal work, equal pay for similar work, and equal pay for comparable work; and provided for new positions to be incorporated into the compensation plan as well as appropriate adjustments to maintain the compensation plan’s effectiveness. Evergreen also provided a procedural manual and training for Human Resources employees to maintain the recommended classification and compensation plan.

Manatee County, FL: Compensation Analysis

Evergreen Solutions was hired by Manatee County to assist with a county-wide update to the County’s Compensation and Classification Plan for its entire workforce. The goal of this project was to assist the County with continuing to attain their goal of maintaining a sound process to provide a classification and pay structure that was fair, equitable, and systematic with a compensation plan comparable with other governmental jurisdictions and the private sector. To accomplish this, Evergreen examined the County’s JATs and grades using the original classification and compensation plan. Using the plan, Evergreen’s consultants: created a new employee database; reviewed any job descriptions that were changed since the 2009 study; discussed alternative scoring methodologies; validated the proposed methodology; scored all classifications based on the previous JAT information; slotted the newly scored classifications into the current pay plan; and provided the new scores to HR staff for review and feedback.

Evergreen’s consultants also surveyed the market, identified whether the County’s midpoints were competitive at the 50th percentile, and then recommended any re-grades that needed to be done to slot individual positions based on market for that position, irrespective of the compensable factors. In the end, Evergreen facilitated a meeting with all Department Directors to review the final calibrated positions and made any necessary adjustments.

City of Manitou Springs, CO: Pay for Performance Study

Evergreen Solutions was retained by the City of Manitou Springs to develop a performance-based pay structure. Evergreen made recommendations regarding enhancements needed to the City’s current performance evaluation system and provided the City with a performance evaluation tool.

City of Pflugerville, TX: Classification and Compensation Study

Evergreen Solutions was hired by the City of Pflugerville to conduct a Classification and Compensation Study for its workforce of over 300 full- and part-time employees. Evergreen analyzed each position within the City by conducting interviews and job audits; evaluated employee position descriptions and duties; interviewed department heads and managers; and assessed classifications within positions (I, II, III, or Lead, Foreman). In addition, Evergreen reviewed current job descriptions, focusing on the purpose, job scope, essential duties and responsibilities, education/training requirements, physical job requirements, and working conditions, determined FLSA status (exempt/non-exempt) for positions under federal regulations, and recommended which positions were essential positions in the event the City had a temporary closure. Based on this review, Evergreen presented a proposed classification structure to City management and incorporated input into the final classification document, including a cost analysis for positions that required adjustments.

Evergreen surveyed the cities of Georgetown, Round Rock, Hutto, Cedar Park, Leander, San Marcos, and College Station to compare compensation and benefit structures in addition to minimum and maximum rates of pay for select positions and made recommendations toward appropriate ranges for rates of pay for each position identified. This included a minimum, mid-point, and maximum, with 1st and 3rd quartile designations. A Salary Grade Chart was prepared based on these recommendations and was presented to management for final approval.

Pasco County Sheriff’s Office, FL: Salary Survey

Evergreen Solutions was engaged with the Pasco County Sheriff’s Office to conduct a salary survey. Evergreen analyzed local market data from peer organizations to determine appropriate compensation levels for 40 – 50 benchmark positions.

City of Temple Terrace, FL: Salary Survey

Evergreen Solutions was retained by the City of Temple Terrace to conduct a Salary Survey. Benchmark positions were selected and compared against market peers to determine equitable pay. Evergreen’s recommendations improved the competitiveness of the City and helped prepare it for future recruitment challenges.