Evergreen Solutions was retained by the City of North Miami Beach to conduct a compensation study. Evergreen consultants reviewed pay ranges in the public and private sector to determine the appropriate pay levels for all included jobs (up to 60 benchmarks). Recommendations were provided to improve the fairness and equity within the City. Evergreen provided City staff with the necessary training and materials so that an understanding of the methodology, and how to implement, administer, and maintain the recommended compensation system was accomplished.
City of Columbia, SC: Comprehensive Classification, Compensation, Performance Management and Benefits Study
Evergreen Solutions was retained by the City of Columbia to conduct a comprehensive evaluation of the City’s current compensation and classification structure. The primary objective of the study was to determine whether the City’s current pay structure, policies, and practices were effective as compared to peer organizations or whether future adjustments will be needed. Evergreen’s consultants conducted a job-task analysis/job audit of all employee positions to verify and validate information from existing job descriptions. Based on the data collected, Evergreen defined the essential functions of the job class, including, required education, experience, knowledge, skills, and abilities, to ensure compliance with ADA regulations; identified discrepancies between existing and proposed classifications; reported areas that are understaffed or under-utilized; identify management, supervisory, professional, technical and general employees, including each employee’s FLSA status (exempt/non-exempt); evaluated and recommended other programs that can be implemented by the City to attract candidates for hard-to-recruit positions; and developed a tool that the City can utilize to evaluate and process future reclassifications.
Forsyth County, GA: Compensation and Benefits Study
Evergreen Solutions was hired by Forsyth County to conduct a Compensation and Benefits Survey for the various departments/offices of the County. The objective of the survey was to provide Forsyth County Government a competitive position with other comparable government entities and private employers within the same geographic area to attract and retain qualified employees. Evergreen’s consultants reviewed the current compensation plan and salary grade levels to understand the current challenges facing the County in recruiting and retaining employees. Evergreen surveyed comparable labor markets competing with the County for labor in the greater metro Atlanta labor market and comparable public organizations. The survey was designed to capture not only base salary information but comprehensive benefits information (inclusive of : deferred compensation; leave plans; employer paid medical, dental, vision, disability insurance, life insurance) to ensure that the County is competitive with other public organizations in the greater metro Atlanta labor market in its total compensation package.
Miami-Dade County, FL: Compensation Survey
Evergreen Solutions was retained by Miami-Dade County to conduct a Compensation Survey. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs and recommendations were provided to improve the fairness and equity in the current system.
Marion County Sheriff’s Office, FL: Salary Survey
Evergreen Solutions was retained by Marion County Sheriff’s Office (MCSO) to conduct a salary survey for its employees. The study identified classifications that were below market and that need to be adjusted in order for MCSO to remain competitive among its market peers.
Land-of-Sky Regional Council, NC: Performance Audit
Evergreen Solutions was hired by the Land-of-Sky Regional Council in North Carolina to conduct an Efficiency and Effectiveness Study. The foundation of Evergreen’s approach to conducting this study centers in the simple premise of aligning needs with resources in an optimal manner. Strategic needs were the main driving force for the Council in examining its direction and alignment. Strategic needs included the expectations of citizens, the needs of the community, and the relative resources available to the Council.
In conducting the performance audit, Evergreen consultant’s assessed the organizational effectiveness and operational performance levels of the Regional Council; assisted the Regional Council in continuing accomplishments through a steadfast commitment to efficient and effective support operations; identified, initiated, and institutionalized best practices, which can be identified from other government or private industry providers of similar service or functions, throughout the Regional Council; identified potential savings from implementing best practices; identified costs to identify and implement recommendations; and developed an implementation plan to realize quickly the maximum benefits.
In the end, Evergreen developed findings, commendations, and recommendations for containing costs and improving management strategies that will lead to better and more efficient expenditures of funds.
City of Sarasota, FL: Classification and Compensation Study
Evergreen Solutions was retained by the City of Sarasota to conduct a classification and compensation analysis of its workforce. Employees participated in focus groups, interviews, and a job analysis was conducted to determine the best classifications for the work performed. In addition, pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity in the current system.
Manatee County, FL: Compensation Study
Evergreen Solutions was retained by the Manatee County Information Technology Department to conduct a Compensation Study of its Information Technology Services Department (ITSD). Evergreen met with ITSD leadership to collect relevant best practice technical competencies to populate competency matrices by functional area.
A salary survey tool was developed to include all classifications in order to collect relevant compensation data from the private and public sector. Evergreen used the data collected to propose a comprehensive as well as a market competitive banded structure that includes sub-bands for functional expertise. Evergreen’s consultants provided examples as well as an assessment of the best method of supplementing pay for high demand jobs. In addition, best practices were reviewed for implementation. Evergreen assessed the best alternatives for pay range movement and recommended the method that provided employees the best incentive in a cost effective manner.
New Hanover Count New Hanover ABC Board, NC: Compensation and Classification Study
Evergreen was retained by New Hanover County and the New Hanover Alcohol Beverage Control Board to conduct a Classification and Compensation Study for its employees. Evergreen’s consultants conducted an employee classification and compensation study of public and private employers who were providing equitable services and, based on that study, determined if individualized position/job descriptions were needed, and if so, assisted in the development of these descriptions. Evergreen prepared a comprehensive analysis that identified New Hanover County’s competitive position in the labor market and provided a recommendation for total salaries and benefits, including the total compensation package of insurance and other benefits (including paid leave) and, prepared recommendations for compensation policies, including variable incentive pay options, to maintain competitiveness, reward employees, and ensure equity.
Select County and ABC Board was provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system can be accomplished.
Sedgwick County, KS: Compensation and Classification Study
Evergreen Solutions was retained by Sedgwick County to conduct classification and compensation study for approximately 2,766 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 be made. Evergreen consultants reviewed pay policies and practices and pay ranges in the public and private sector was analyzed to determine the appropriate pay levels for all included jobs.
Recommendations were provided to improve the fairness and equity within the County and a plan was provided to address maintenance of implemented changes to the County’s classification and compensation system. In addition, Evergreen provided County staff with the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system will be accomplished.