City of Odessa, TX: Comprehensive Classification and Compensation Study (including staffing study)

Evergreen Solutions was retained by the City of Odessa to conduct a Comprehensive Classification and Compensation Study. Evergreen’s consultants reviewed the current classification structure and proposed retention, redesign, or replacement and reviewed all current compensation plans including non-salary/wage remuneration and non-cash components (benefits and perquisites) to develop an understanding of the organization’s total compensation structure. Evergreen further performed the following tasks:

  • reviewed current staffing levels for both public safety and non-public safety departments with regard to identified objective criteria and provided recommendations for consolidation or division of current departments, staff level changes, justifications for resulting staffing levels in each 10 department, and methodology for changing future staffing levels.
  • delivered and designed implementation methodology and timelines for a competency-based system for applicable jobs which could be integrated into the classification and compensation deliverables;
  • designed and delivered a performance evaluation system that could be used to drive the recommended classification and compensation career progression models.
  • designed and delivered a permanently licensed, software-based succession planning system which included components to identify positions to be monitored, evaluate personnel readiness, and manage organization-wide succession gaps and opportunities.

Henry County, GA: Classification and Compensation Study

Evergreen Solutions was retained by Henry County to conduct a Classification and Compensation Study. This was a multi-phased project whose goals were to appropriately align job descriptions with employee roles and responsibilities, format an equitable and consistent classification and compensation structure, and conduct a market comparison of similar jobs for recruitment, planning and retention purposes. The study included a a position analysis and job evaluation process for public safety and non-public safety positions.

The objectives of this project were to: strengthen the County’s ability to recruit and retain qualified workers; utilize a market-based comparison for planning and establish a consistent classification and compensation plan for all levels; develop a pathway for internal equity; and analyze growth-strategies and organizational need.

Okaloosa County, FL: Classification and Compensation Study

Evergreen Solutions was retained by Okaloosa County to conduct a Classification and Compensation Study. Evergreen reviewed and provided updates to the County’s current salary structure after examining the salaries of competitors in the market for similar positions. Evergreen further reviewed job families/hierarchies and conducted an internal pay equity assessment of classifications based upon actual work performed and value of work performed to the County to ensure internal equity.

Rutherford County School Board, TN: Compensation Study

Evergreen Solutions was retained by the Rutherford County School Board to conduct a Compensation Study. Evergreen’s consultants identified and recommended appropriate labor markets, collected market salary data, and proposed recommendations to both address current and future wage compression and proposed a revised pay plan for classified and certified staff.

Charlottesville City Schools, VA: Compensation and Classification Study

Evergreen Solutions was retained by Charlottesville City Schools (Division) to conduct a Classification and Compensation Study. The Division’s goal was to have a thorough classification and compensation study utilizing accepted practices in the management and design of compensation systems. The study’s objectives were: to attract and retain qualified employees; provide equitable salaries for all classifications of employees of the Division; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; and provide the Division with a salary structure that enables the Division to maintain a competitive position with other comparable school divisions, private sector, and employers within the same geographic area. In the end, Evergreen provided recommendations for alternatives to the Division’s pay plans, revisions of policies and procedures, updated salary structure to allow for appropriate compensation, rectified compression/equity issues along with a total compensation comparison, and employee progression.

School District 5 of Lexington and Richland Counties, SC: Compensation and Classification Study

Evergreen Solutions was retained by School District 5 of Lexington and Richland Counties to conduct a Compensation and Classification Study. Evergreen conducted a comprehensive review of all aspects of the District’s current classification and compensation system, provided recommendations designed to increase the market competitiveness of the District’s compensation program within the regional marketplace, and provided increased internal equity among positions. Implementation of these recommendations help the District attract new employees and retain current employees needed to meet the District’s needs. Evergreen developed new classification descriptions, a classification system, a compensation plan, and options for implementing a new compensation program.

Saint Paul Public Schools, MN: Compensation Study

Evergreen Solutions was retained by Saint Paul Public Schools to conduct a Compensation Study. Evergreen conducted an external analysis of the SPPS pay and benefits (salary, health benefits, premium sharing, paid leave, retirement benefits, education benefits, etc.) for a set of roles associated with specific groups and bargaining units for internal parity (roughly 250 staff representing 5 groups or units). Analysis included internal review for parity, a review against comparable K-12 education systems, and a review against related industries outside of K-12 education. Evergreen further conducted a job analysis to determine internal equity and revised job descriptions accordingly.

Robeson Community College, NC: Development of an Employee Compensation Plan

Evergreen Solutions was retained by Robeson Community College to develop an Employee Compensation Plan. Evergreen’s consultants ensured salaries were in accordance and aligned with any salary requirements, or guidance, outlined by the North Carolina Department of Community Colleges and/ or North Carolina Legislature and obtained salary plans from comparable community colleges to identify competitive and strategic salary plans that would drive externally equitable salaries. Evergreen provided a comparison to the North Carolina Community College System ranges (to determine where Robeson Community College ranked within the System for positions and categories – a breakdown of the system, and regional salary amounts), and included public records from external organizations in the market area (such as City of Fayetteville, University of North Carolina at Pembroke, Bladen and Columbus County). In the end, Evergreen worked with senior college officials to identify a plan that would best suit the needs of a progressive leading community college.

Charleston County Aviation Authority, SC: Compensation and Classification Study

Evergreen Solutions was retained by Charleston County Aviation Authority (CCAA) to conduct a Compensation and Classification Study. Evergreen evaluated the Authority’s present salary and classification structure as compared to the relevant job market for comparable positions in comparable regions of growth, airports, as well as businesses in the private and public sectors, and assessed internal equity. Additionally, any areas for streamlining, restructuring, or further division of labor were notated, to include expected efficiencies gained from the suggested changes. The objectives of the study for CCAA were to be able to attract and retain qualified employees and to maintain a competitive position with other comparable entities within the same geographic and business area.

Clayton County Water Authority, GA: Classification and Compensation Study and Analysis

Evergreen Solutions was retained by the Clayton County Water Authority (CCWA) to conduct a Classification and Compensation Study and Analysis. The objectives of the study were 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; outline promotional opportunities and provide recognizable compensation growth (i.e. career ladders); provide justifiable pay differential between individual classes; ensure proper organizational alignment between classifications and designated departments; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.