Evergreen was hired by Maryland Environmental Service (MES) to conduct a compensation study. Evergreen will assist MES in maintaining a classification and compensation system that is current, competitive, and equitable, supporting the attraction and retention of highly qualified staff across all areas of the organization. This study will implement MES’s recently adopted Shift Differential Policy (HR 10.07) and the development of targeted incentives for ‘hard-to-fill’ roles. Evergreen will also design specialized compensation models for Fellow and Apprentice programs to ensure these initiatives are integrated into the organizational pay structure.
Brownsville Community Incentive Corporation, TX: Compensation Study
Evergreen was hired by the Brownsville Community Incentive Corporation (BCIC) to conduct a Compensation Study for eight economic development positions. Evergreen will perform the following tasks: conduct a comprehensive preliminary evaluation of the existing compensation plan(s) for BCIC; conduct an external labor market salary survey; produce a new pay plan that best meets the needs of BCIC from an external equity standpoint; slot classifications into the revised or new pay scale based on the market survey results; develop and submit draft and final report; and develop recommendations for a maintenance program.
Onslow County, NC: Personnel Study
Evergreen was hired by Onslow County to conduct a Personnel Study. Evergreen will complete the following tasks: provide a complete future staffing assessment that aligns with the County’s 5-year strategic plan and the County’s forecasted population; provide an analysis of the current services including workload, scheduling, training, service levels, etc. and detect any areas for improvement; and conduct site visits, tours, and interviews for each department.
Pinellas Suncoast Transit Authority, FL: Compensation Study Services
Evergreen was hired by the Pinellas Suncoast Transit Authority (PSTA) to provide Compensation Study Services. Evergreen will establish a sustainable compensation system which is responsive to recruitment and market shifts, allowing PSTA to attract and retain qualified, reliable, and motivated employees; place employee salaries competitively in relation to PSTA’s identified labor market; and develop consistent pay practices that comply with federal and state laws, and mirror PSTA’s commitment to the Equal Employment Opportunity.
Beach Cities Health District, CA: Compensation and Benefits Evaluation Services
Evergreen was hired by Beach Cities Health District to provide Compensation and Benefits Evaluation Services to support a comprehensive review and redesign of the District’s compensation structure and analysis of its current benefits package. Evergreen will evaluate BCHD’s current benchmark positions and benefits package against comparable organizations, and recommend an equitable, competitive, and sustainable compensation structure that aligns with BCHD’s strategic goals.
Town of Hilton Head Island, SC: Classification and Compensation Study
Evergreen was rehired by the Town of Hilton Head Island to conduct a comprehensive review and update of the Town’s classification and compensation system. Evergreen will update salary ranges to reflect competitive labor market conditions; explore alternative pay scales, including potential step systems for Uniformed Fire positions and Dispatchers; and provide tools and policies to support ongoing administration and sustainability of the system.
Leon County Property Appraiser’s Office, FL: Classification and Compensation Study
Evergreen was hired by the Leon County Property Appraiser’s Office (LCPAO) to conduct a Classification and Compensation Study. Evergreen will review the existing compensation plans of LCPAO; interview department heads/managers; hold focus groups with employees; outline career paths/promotional opportunities to provide compensation growth (e.g., career series – Appraiser, I, II, and III); conduct a market salary survey; produce a new pay plan that best meets the needs of LCPAO from an internal and external equity standpoint; create implementation solutions; develop a communication plan for employees; develop recommendations for a maintenance program; provide training and tools to HR staff; and update class descriptions for any new positions created as a result of career pathing recommendations.
Muscogee County School District, GA: Compensation Study
Evergreen was hired by the Muscogee County School District to conduct a Compensation Study for its workforce. Evergreen will review the District’s pay plans and determine whether there is any pay compression and if so, discuss possible solutions. Evergreen will conduct a market salary survey to determine whether the District’s pay is competitive against its peers. In the end, Evergreen will provide recommendation that will assist the District in better recruiting and retaining teachers and staff. Note: Evergreen will conduct a Classification Study in Phase II to determine internal equity.
Salem City Schools, VA: Pay Plan Study
Evergreen was rehired by Salem City Schools to conduct a Pay Plan Study. Evergreen will perform the following tasks: conduct salary surveys comparing all existing pay scales (Teachers, Administrators, Support Personnel) to mutually identified comparable school divisions, local private companies (for support staff), and relevant databases to ensure market competitiveness; analyze all supplemental contracts/stipends (e.g., coaching, department heads); provide alternatives for compensating special education staff at a higher rate and propose enhancements for Support Personnel, including models for high-performing employees (“tier I, II, III”) and differentiated pay for Instructional Assistants based on credentials/degrees; recommend a competitive benefits package for all groups, covering Health/Dental insurance, Vacation/Sick leave (with payout options), Tuition reimbursement, and pay for employees who waive insurance; and provide scales that will be sustainable for ten years.
Frederick County, MD: Feasibility Study
Evergreen was hired by Frederick County to examine the feasibility of outsourcing medical services for the County’s Detention Center. Evergreen will complete the following tasks: clarify all components of “medical services” (primary care, mental health, pharmacy, emergency response) and identify resources the County would need to provide if services were insourced; gather baseline data on the existing medical services agreement, including cost, staffing, scope, performance, compliance, and operational challenges; evaluate contractor performance against NCCHC, ACA, and state standards; design a comparable staffing plan using County employees, detailing positions, coverage, supervision, and support infrastructure; estimate all personnel and operational costs in collaboration with HR and Finance; create a three to five year comparison of outsourced versus in-house models, analyzing total costs, service quality, flexibility, and operational control; review liability, accreditation, licensure, and compliance impacts of each model in consultation with County legal counsel; conduct interviews with Detention Center leadership, HR, Finance, Legal, and staff, and benchmark similar counties that have changed models; summarize key trade-offs (cost, quality, liability, control, and staffing) and identify barriers or hybrid options if appropriate; and provide a comprehensive written report outlining data, analysis, stakeholder feedback, and evidence-based recommendations, including implementation considerations and transition planning.