Evergreen was hired by the 22nd Judicial Circuit Court to conduct a Compensation Study. Evergreen will survey the market to determine whether the Court’s classifications are being paid a competitive wage to ensure external equity. Based on market results, Evergreen will provide recommendations to update the current pay plan to assist the Court in better recruiting and retaining employees.
City of Helotes, TX: Wage and Compensation Consulting Services
Evergreen was hired by the City of Helotes to provide Wage and Compensation Consulting Services. Evergreen’s consultants will perform the following tasks: analyze and update the City’s pay structures, benefits, and job roles for approximately 97 civilian and non-civilian employees; establish a formal compensation philosophy; perform a detailed internal equity and compression analysis to eliminate pay disparities; update job descriptions to ensure FLSA compliance; evaluate the competitiveness of existing health and supplemental benefits; design clear step and grade plans that outline justifiable progression opportunities; develop performance management recommendations for merit-based adjustments; assess supplemental pay structures (such as certifications and stipends); and deliver actionable implementation tools for future positions and career ladders.
City of Colville, WA: Salary Survey Comparison Study and Equity Analysis
Evergreen was hired by the City of Colville to conduct a Salary Survey Comparison Study and Equity Analysis. Evergreen’s consultants will review the City’s current compensation resolutions, policies, and practices to gain a thorough understanding of the current compensation program for staff; conduct focus groups with staff; review job descriptions/duties to evaluate the current classification structure; conduct a market salary analysis; and develop an internally equitable, market-based salary structure, including ranges, steps, longevity, education, vacation, and COLA.
Town of Vail, CO: Compensation Consulting Services
Evergreen was hired by the Town of Vail to provide Compensation Consulting Services. Evergreen’s consultants will perform the following tasks: provide a job classification and data review; conduct a market compensation for non-emergency and emergency positions; conduct an internal equity analysis; develop a new salary structure; update class descriptions; provide a multi-year implementation plan; and provide training to Human Resources staff.
Port of Bellingham, WA: Compensation Study
Evergreen was hired by the Port of Bellingham (POB) to conduct a Compensation Study for its non-represented employees. Evergreen will conduct a benchmark salary survey to determine whether pay at POB is competitive in the market.
City of Berkeley, CA: Classification and Compensation Studies and Desk Audits
Evergreen was hired by the City of Berkely to conduct a Classification and Compensation Studies and Desk Audits for select departments. Evergreen’s consultants will perform the following tasks: conduct research and analysis for compensation data across various public agencies; develop and provide guidance on new and revised job class specifications by collaborating with departments and HR; recommend appropriate pay structures for new and revised classifications based on market data and internal equity; perform position evaluations (desk audits) and formulate reports with findings and recommendations; conduct salary surveys and analyze survey data to assess internal and external pay competitiveness; create compensation philosophy; and identify, develop, and recommend improvements to workplace policies and procedures.
City of Gaithersburg, MD: Staffing Assessment
Evergreen was hired by the City of Gaithersburg to conduct a staffing assessment. The goal of this study is to ensure staffing resources are effectively aligned with service demands, strategic priorities, and long-term sustainability. Evergreen’s consultants will perform the following tasks: review the City’s organizational charts, department budgets, strategic plans, job descriptions, and performance reports; gather and review quantitative and qualitative data related to current staffing levels, FTE allocations, job classifications, and workload indicators; conduct interviews or focus groups with department heads and key personnel to understand operational needs, service delivery models, and areas of concern; identify metrics or operational data that reflect workload (e.g., call volume, cases processed, permits issued, inspections completed); evaluate the current organizational structure, span of control, supervisory ratios, and distribution of responsibilities; identify inefficiencies, service gaps, duplication of effort, or opportunities for process improvement; compare staffing levels and structures with similar sized municipalities providing comparable services; project future staffing needs; provide recommendations at both the department and organizational level regarding optimal staffing levels, reallocation of resources, or organizational restructuring; and present findings to City leadership and elected officials.
City of Lakeland, FL: General Employee Wage Study
Evergreen was hired by the City of Lakeland to conduct a General Employee Wage Study. The goal of this study is to evaluate the competitiveness of the City’s compensation levels by comparing the minimum, midpoint, and maximum salaries for non-bargaining classifications with those with similar roles in peer organizations.
City of Houston, TX: City-Wide Total Compensation Study
Evergreen was hired by the City of Houston to conduct a City-Wide Total Compensation Study. The study targets employees within five key areas: Municipal Court Department (MCD), Houston Police Department (HPD), Houston Fire Department (HFD), Houston Airport System (HAS), and Houston Public Works (HPW). Evergreen’s consultants will perform the following tasks: gather and analyze market data on compensation and benefits (including retirement, health, and time-loss benefits); identify any pay compression in the current pay plans; conduct a salary study for the Houston Airport System (HAS) compared to other large airports; conduct a comprehensive job classification and salary study for Houston Public Works (HPW) to assess the proper the classification of positions, identify career ladder growth, and determine external competitiveness, and update job descriptions. In the end, Evergreen will provide a comprehensive final report containing methodologies, survey diagnostics, executive summaries, and comparative findings for all included departments.
City of Farmington, NM: Compensation and Classification Study
Evergreen was hired by the City of Farmington to conduct a Comprehensive Compensation and Classification Study. Evergreen’s consultants will perform the following tasks: develop a compensation philosophy that addresses salary compression, hiring practices, and incentives; conduct a job analysis to assess the classification and alignment of positions across departments and recommend adjustments as appropriate; identify relevant public-sector labor markets and conduct a compensation survey; evaluate the City’s pay structure and design a revised salary structure, including pay grades and implementation strategies; evaluate retirement benefits within the identified labor markets; review job rankings and incumbent placements to ensure internal equity and market competitiveness; prepare financial cost analyses for the recommended changes; and provide training to City staff for ongoing administration and maintenance of the compensation program.