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 was 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 provided 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 ensured positions performing similar work with essentially the same level of complexity, responsibility, knowledge, skills, and abilities are classified together that provided 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 District.
Hayward Unified School District, CA: Comprehensive Classification and Compensation Study
The Hayward Unified School District (District) has retained Evergreen Solutions to conduct a comprehensive classification and compensation study that determined if the district possessed a compensation and classification system that assisted the District in attracting and retaining highly qualified and a well-compensated workforce to achieve its strategic objective. Evergreen assisted in developing a thorough and effective communication strategy for the purpose of informing District staff on project objectives, establishing buy-in of the process and outcomes, and shaping stakeholder expectations. Evergreen determined the strategies needed to achieve the District’s compensation objectives.
Texas Southern University: Compensation Study and Pay Equity Analysis
Evergreen was hired by Texas Southern University (TSU) to conduct a Compensation Study and Pay Equity Analysis. Evergreen reviewed and analyzed staff salaries and perform an equitable-pay analysis by race, ethnicity, and gender group. Evergreen developed a compensation philosophy which aligned with operations and competitive outlook to enhance recruitment and retention for TSU. Evergreen conducted a comprehensive analysis of current compensation program and made recommendations for improvement, while assuring consideration of target comparison market, internal equity assessment, and maintenance of a competitive comprehensive salary package. In addition, Evergreen also conducted a total compensation market analysis, including benefits.
City of Fresno, CA: Classification and Compensation Study
Evergreen is retained by the City of Fresno to conduct a Classification and Compensation Study. Evergreen will review and evaluate the City’s existing classification system and compensation structure, survey fifteen agencies mutually agreed-upon between Local 39 and the City, review classification specifications, salaries and other benefits, distribute and review position description questionnaires and interview employees and management personnel, draft and/or modify classification specifications, make recommendations on salaries, and provide overall subject matter expertise and recommendations on a classification and compensation structure that meets the City’s prime objective of attracting and retaining qualified talent to classifications within this bargaining unit.
Northwest Florida State College: Compensation and Benefits Study
Evergreen was hired by Northwest Florida Community College to conduct a compensation and benefits study. Evergreen included staff and faculty in the study. Evergreen conducted a market salary and benefits survey and provided external assessment summary, and assessed the College’s existing compensation philosophy.
The School District of Lee County, FL: Compensation Structure and Framework
Evergreen Solutions was again retained by the School District of Lee County to provide a Compensation Structure and Framework. The project determined if the salary schedules of all employee groups were competitive with other school systems and the market in general, identified any existing classification problems, recommended necessary changes to correct identified problems, recommended options for implementation of a plan to correct existing problems, and provided tools to allow the District to conduct periodic reviews of market data beyond the initial comprehensive study.
Oconee County, SC: Classification, Compensation, and Time Use Study
Evergreen was retained by the Oconee County to conduct a Classification, Compensation, and Time Use Study. Evergreen performed the following services: provided for a comprehensive evaluation of every job within the County to determine relative worth within the organization for internal equity and for the establishment of pay ranges and progressions within the ranges; reviewed all current job classifications, confirmed, and recommended changes to hierarchical order of jobs using proposed evaluation system; recommended revision of policies and procedures related to compensation; established appropriate benchmarking standards and conducted salary surveys as needed for similar positions with comparable municipalities as required; identified potential pay compression issues and provided potential solutions; analyzed and recommended changes to the present compensation structure to meet market analysis. This recommendation included recommendations for individual positions as well; evaluated how employees allocate their time during working hours and identified where time maybe wasted or where productivity can be enhanced; provided recommendations for guidelines, vehicles and tools for classification and compensation structure. Evergreen designed guidelines for progression within job classifications; outlined transition strategy and developed strategies for maintaining internal equity and market competitiveness over time; and assisted the County in assessing financial impacts to achieve market parity and potential inequities.