Evergreen was hired by Clark County to update job descriptions for all County positions apart from elected officials. Evergreen will evaluate current job descriptions; engage with employees to complete new position analysis questionnaire(s) to gather up-to-date information; evaluate jobs and standardize titles that work with Workday/HRIS administration (record management) and workforce planning; build a consistent accessible approach of levels, functions, and families; and create a framework that enables employees and managers to be able to have career conversations around current and future skills and career growth.
Town of Southern Pines, NC: Comprehensive Total Compensation Study
Evergreen was hired by the Town of Southern Pines to conduct a Comprehensive Total Compensation Study. Evergreen will review job descriptions; conduct a comprehensive external benchmark pay analysis; complete an internal salary relationship and pay equity analysis; and identify problem areas including starting pay, compression, inequitable opportunities for pay progression and recommend salary/pay policy adjustments for existing employees.
Petersburg City Public Schools, VA
Evergreen was hired by Petersburg City Public Schools to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: review the existing compensation and classification system, hold supervisor interviews and employee focus groups, develop recommendations of FLSA (exemption) status based on results of the job evaluation (JAT) review and federal requirements, conduct an external labor market salary assessment, conduct a solution analysis, develop recommendations for compensation administration, and provide revised class descriptions.
Lake Sumter State College, FL: Compression Analysis
Evergreen was hired by Lake Sumter State College (LSSC) to conduct a Compression Analysis. Evergreen will discuss the strengths and weaknesses of the current pay plan(s) and pay practices for LSSC and discuss any pay compression issues that may exist and possible solutions with the LSSC Project Manager. Evergreen will complete an assessment of current conditions that details the pros and cons of the current system for LSSC as well as highlights areas for potential improvement in the final adopted solution.
Powdersville Water, SC: Classification and Compensation Study
Evergreen was retained by Powdersville Water to conduct a Classification and Compensation Study. The scope of work will consist of evaluating the existing compensation and classification system; holding focus groups with a sample of employees to obtain additional relevant information and statistical/anecdotal data on specific compensation issues and policies; building a classification plan using Evergreen Solutions’ Job Assessment Tool (JAT) and Management Issues Tool (MIT); conducting a market salary survey; producing a revised or new pay scale that best meets the needs of Powdersville Water from an internal and external equity standpoint; providing a clear framework for compensation plan updates every 3-5 years; and developing recommendations and guidelines for continued administration and maintenance of the compensation system.
Newton County Sewerage Authority, GA: Compensation and Benefits Study
Newton County Water and Sewerage Authority was hired by Evergreen to conduct a compensation and benefits study. Evergreen will perform the following tasks: review and provide updates to the Authority’s current salary structure, conduct a market salary and benefits survey, produce a revised or new pay scale, and develop recommendations for a maintenance program so administration by NCWSA staff may sustain the recommended compensation system/structure.
San Luis Obispo, CA: Classification and Compensation/Benefits Study
Evergreen was hired by San Luis Obispo Regional Transit Authority (RTA) to conduct a Classification and Compensation/Benefits Study in two phases. In Phase I, Evergreen will complete the following tasks: review current job descriptions and classifications for compliance with state laws such as the California Equal Pay Act; recommend updates to job descriptions, education and minimum job requirements to ensure uniformity of positions within classification groups; develop a draft recommended classification structure reflecting RTA’s overall classification and compensation strategy; allocate all employees within the scope of the study to appropriate exempt or non‑exempt status under the Fair Labor Standards Act; update classification specifications and job descriptions as needed to reflect current duties, essential job functions, and physical requirements; present the final classification recommended for each position; and provide implementation training to the Human Resources Officer.
In Phase II, Evergreen will complete the following tasks: conduct a comprehensive total compensation survey using job duties and responsibilities from RTA’s classification specifications; perform internal base salary relationship analysis and develop guidelines for internal salary relationships; develop external competitive and internal equitable salary recommendations for each classification; assign salary ranges to each classification based on market survey results and internal relationship analysis; identify benefit programs offered by surveyed agencies including employee and executive benefits; assist in developing a strategy for implementing the compensation recommendations and plan; provide a standard process for making salary offers to new hires and for approving promotional adjustments based on fair and lawful factors; present survey results; provide recommendations for updating RTA’s classification and compensation plans.
City of Valdosta, GA: Compensation Study
Evergreen was hired by the City of Valdosta to conduct a Compensation Study. Evergreen will perform the following tasks: conduct a comprehensive benchmark analysis of all City positions with comparable and surrounding jurisdictions, institutions of higher education, and applicable private/public‑sector competitors; identify potential pay‑compression issues and provide potential solutions; review existing position descriptions to ensure current and accurate FLSA exemption status, essential functions, minimum qualifications for education and experience, required knowledge, skills, and abilities, special requirements, and physical and environmental conditions, and update the descriptions as needed; review the City’s existing classification, grouped positions, and compensation structure, and revise where needed; review all background materials included, but not limited to, the existing salary scale, organizational charts, and classification specifications.
Livingston County, NY: Employee Compensation Study
Evergreen was hired by Livingston County to conduct an Employee Compensation Study. The scope of work will consist of reviewing the County’s job specifications and organizational structure; performing a market salary survey of private and public-sector benchmarks; identifying a set of comparable municipal organizations and gathering relevant compensation and benefit data; identifying critical obstacles to public-sector recruitment strategies; including any specific challenges for the County; providing a compensation plan and salary schedule based on the market survey results; reviewing existing staff compensation to determine inequities in pay and making recommendations; completing an internal salary-relationship analysis, including the development of appropriate internal equity; reviewing the County’s benefits offerings and advising on additional recruitment and retention barriers; preparing an analysis of the financial impact of implementing any recommendations; and presenting the final report to the public and the County Board of Supervisors.
City of Rochester, MN: Review of the Classification and Compensation System
Evergreen was hired by the City of Rochester to review the City’s Classification and Compensation System. The scope of work will consist of reviewing the current compensation philosophy, policy and system, recommending a new job evaluation system, reviewing exempt and non-exempt position designations under FLSA guidelines, performing a compression analysis to identify individual or group pay compression issues and providing potential solutions, performing system testing to assure MN Pay Equity Compliance, and presenting options and recommendations for a classification and compensation plan.