Evergreen Solutions is engaged with Bedford County to conduct a Compensation and Classification Study. Evergreen’s consultants will design, conduct, and assist in the implementation of a comprehensive compensation/classification study for the County, and will formulate a new compensation/classification plan for all County employees. The purpose of this study is to ensure the County is externally competitive, internally equitable, and fiscally sound. Evergreen will recommend a compensation and classification plan that can be easily maintained and updated.
Evergreen Solutions is engaged with the Raytown C-2 School District to conduct a Compensation and Pay Classification Plan Study. The objectives of the study is to conduct and implement a total compensation plan structure for the District’s workforce which will provide both internal and external equity; length of work calendar; establish a classification system that accurately describes the duties, knowledge, skills, abilities and minimum qualifications required for each job classification; determine and implement a program of accurate job descriptions based on job analysis; and develop a maintenance program for job descriptions and classification recommendations. Evergreen’s consultants will perform a comprehensive, valid and reliable job analysis/evaluation of each job class within the District for the purpose of determining if the District’s current pay grade levels for all of the District’s positions are still valid. In addition, Evergreen will conduct a comprehensive wage and salary market survey for the purpose of ensuring that the District’s pay plan and pay structure possess external equity and labor market competitiveness.
Evergreen Solutions was engaged with the School District of Beloit to provide Compensation and Total Staff Rewards Consulting. Evergreen’s consultants provided the following: consultation and expertise in the implementation and design of a sustainable compensation plan(s) allowing the School District of Beloit to remain market competitive in salary structures and total rewards packages; objective and unbiased solutions for District challenges around compensation; consultation on “right sizing” spans of control with leadership positions; consultation on creating a process for equity pay reviews; consultation on policy development to guide the HR Department to effectively administer compensation plan(s); and training and coaching around compensation plan(s). Evergreen also performed a job analysis and updated job descriptions as needed.
Evergreen Solutions was engaged with the Dinwiddie County Public Schools to develop a Comprehensive Classification and Compensation Plan that allowed the Division to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; provide recognizable compensation growth; and maintain a competitive position with other comparable school divisions, entities and private employers within the same geographic areas. Evergreen conducted interviews and/or job audits as appropriate in order to update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), and certification/licenses/registrations requirements for classification and identified Fair Labor Standards Act (FLSA) status (exempt/non-exempt) of each position. In addition, Evergreen reviewed the current compensation plan (salary grade levels and steps) to understand current challenges; worked with the Division’s Senior Leadership team to identify comparable labor markets including private and public sector employers; developed and conducted a comprehensive compensation survey to include stipends (Instructional and coaching) and degree supplements; and made recommendations for updating the Division’s Compensation and Classification Plans.
Evergreen Solutions was retained by the GRTC Transit System to conduct a Compensation and Benefits Study. GRTC is a not-for-profit public service corporation jointly owned by the City of Richmond and Chesterfield County. Evergreen conducted a wage and benefits survey of select peer organizations and made recommendations for updates to the current pay plans for GRTC.
Evergreen Solutions is engaged with the Brunswick-Glynn Joint Water and Sewer Commission (BGJWSC) to conduct a Total Compensation Study. The study will provide options for a classification and total compensation plan, including an implementation strategy, which will achieve the following objectives: ensure fair and equitable compensation relationships with BGJWSC; maintain pay equity compliance; ensure competitiveness with the external market; develop strategies to increase recruitment and retention rates; provide insights and suggestions for improving employee relations regarding total compensation; account for both internal and external equity measurements; enable easy maintenance by the BGJWSC staff post implementation; and keep level of fiscal impact of the recommendations and implementation options to a level that can be managed over time
Evergreen was engaged with the Research Triangle Regional Transportation Authority (GoTriangle) to conduct a Compensation and Classification Study. Evergreen’s consultants defined and implemented a compensation philosophy and reviewed/implemented direct compensation salary structure. The project consisted of the following deliverables: facilitate leadership kick-off to confirm scope of work, approach, and timeframe; conduct interviews with Human Resources, Key Stakeholders, and/or management in order to understand key issues and concerns; review current job matches for external competitiveness and internal equity; develop and validate salary structure, ensure career development and/or succession planning are taken into consideration; conduct cost impact modeling; • Create and implement new compensation administration policy and guidelines; and create and implement communication strategy.
Evergreen Solutions was engaged with the Juvenile Welfare Board to provide a variety Human Resources Consultant Services, including reviewing and updating the Board’s classification and compensation plans and pay practices.
Evergreen Solutions was engaged with Raleigh Housing Authority (RHA) to conduct a Salary and Compensation Comparability Study. The purpose of this study was to determine the salary grades and ranges for professional, clerical, and maintenance positions at RHA as well as the comparability of the benefits package. RHA was seeking industry comparables for its professional positions as well as local comparables for all other positions. Some of the factors to be taken into consideration for this analysis were the area unemployment rate, the cost of living, higher turnover rates than desirable, average employee retention time, and the highly specialized nature of some positions. RHA’s motivation was to set salaries that are competitive in the local labor market to enable the authority to attract, hire, and retain excellent employees. Evergreen also conducted a job analysis as well as updated job descriptions for 30 positions.
Evergreen Solutions was retained by the Charleston-Kanawha Housing Authority (CKHA) to conduct a Salary Comparability and FLSA Study. Evergreen analyzed the competitive range of all positions in CKHA by comparing salaries against peer housing authorities (national, regional, and local). Evergreen further examined FLSA through a duties test for each position classification.