Evergreen Solutions is retained by the City of Camarillo to conduct a Comprehensive Classification and Compensation Study. The study will assess the current classification schedule and pinpoint needed changes in job duties, titles, salaries, and benefits. The study will also address the internal relationships within the organization to help determine proper equity in the classification and compensation study and will also help determine whether the existing salary and compensation schedule is competitive and consistent with comparable employers. In the end, Evergreen will provide a defensible and technically sound basis for compensating employees within the City. Evergreen will also evaluate the City’s current pay for performance plan and provide alternative compensation recommendations, including Cost of Living Arrangement structures. Up to 10 single job audits will also be conducted.
Evergreen Solutions is retained by the City of Rocky Mount to conduct a Classification and Compensation Study. Evergreen’s consultants will conduct a comprehensive salary study of appropriate public and private sector organizations as well as non-profits and utilities to determine whether the City’s salaries, benefits and wages are competitive within the appropriate job market and will review the effectiveness of the City’s overall compensation system. Evergreen will further review the City’s salary structure and pay plan to ensure the City can support recruitment and retention of employees more effectively and will review the accuracy of position titles and descriptions regarding unique characteristics of the position, essential job functions, minimum qualifications, working conditions, licensing requirements, on-call requirements, and supervisory requirements, etc. Evergreen will also provide an analysis of the existing internal hierarchy and internal career ladders where appropriate and assist the city with efforts to more fully develop and clearly outline job progression opportunities and provide recognizable compensation growth. In the end, Evergreen will develop and present final recommendations and implementation plan including impact of implementing recommended adjustments to current salaries both immediately and in the future.
Evergreen Solutions is retained by San Jacinto Community College to provide Compensation Consulting Services. Evergreen will provide consultation and advisement in the following areas: review and analysis of the College’s current pay structures in line with competitive market and best practices; review and analysis of the College’s guidelines for determining the source of informational data and methods of collecting and analyzing the data; review and analysis of the current staff and administrator salary structure for grades thirty-two (32) and below regarding market equity and applicability; review and analysis of the current staff and administrator salary structure for grades thirty-two (32) and below regarding potential realignment of individual staff positions in an effort to align with market conditions; conduct an internal equity study for staff and administrator positions; review and analysis of hierarchical job titles reflecting levels of accountability; review and analysis of the method of determining starting salaries for new employees; review and analysis of the current job classification system; and review and analysis of the College’s compensation philosophy that is linked to the College’s mission and strategic plan, accountability-based performance evaluation system, differentiated compensation, and results-based orientation.
Evergreen Solutions is retained by Northwest Missouri State University to conduct a Total Compensation Study. Evergreen will analyze the University’s current pay and benefit practices to determine whether they are competitive for its industry and geographic location in an effort to assist the University in attracting top talent. Evergreen will develop a philosophy for calculating compensation for additional responsibilities above the base job expectations (temporary assignments, internship supervisors, extended season payments, etc.) and report to the University. In the end, Evergreen will provide a recommendation to either adopt an alternative compensation structure or to maintain the current structure.
Evergreen Solutions is retained by the City of Odessa to conduct a Comprehensive Classification and Compensation Study. Evergreen’s consultants will review the current classification structure and propose retention, redesign, or replacement and will review 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 will further perform the following tasks:
- Review current staffing levels for both public safety and non-public safety departments with regard to identified objective criteria. Provide 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.
- Deliver and design implementation methodology and timelines for a competency-based system for applicable jobs which can be integrated into Consultant’s core proposals in the classification and compensation deliverables.
- Design and deliver a performance evaluation system which can be used to drive Consultant’s recommended classification and compensation career progression models.
- Design and deliver a permanently licensed, software-based succession planning system that will integrate with Consultant’s other deliverables which includes components to identify positions to be monitored, evaluate personnel readiness, and manage organization-wide succession gaps and opportunities.
Evergreen Solutions is retained by Henry County to conduct a Classification and Compensation Study. This is a multi-phase project whose goals are to appropriately align job descriptions with employee roles and responsibilities, format an equitable and consistent classification and compensation structure, and to conduct a market comparison of similar jobs for recruitment, planning and retention purposes. The study includes a a position analysis and job evaluation process for public safety and non-public safety positions.
The objectives of this project are 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.
Evergreen Solutions is retained by Okaloosa County to conduct a Classification and Compensation Study. Evergreen will review and provide updates to the County’s current salary structure after examining the salaries of competitors in the market for similar positions. Evergreen will further review of job families/hierarchies and conduct an internal pay equity assessment of classifications based upon actual work performed and value of work performed to the County to ensure internal equity.
Evergreen Solutions is retained by the Rutherford County School Board to conduct a Compensation Study. Evergreen’s consultants will identify and recommend appropriate labor markets, collect market salary data, and propose recommendations to both address current and future wage compression and will propose a revised pay plan for classified and certified staff.
Evergreen Solutions is retained by Charlottesville City Schools (Division) to conduct a Classification and Compensation Study. The Division’s goal is to have a thorough classification and compensation study utilizing accepted practices in the management and design of compensation systems. The study’s objectives are: 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 will make recommendations for alternatives to the Division’s pay plans, revisions of policies and procedures, salary structure to allow for appropriate compensation, rectify compression/equity issues along with a total compensation comparison, and employee progression.
Evergreen Solutions is retained by School District 5 of Lexington and Richland Counties to conduct a Compensation and Classification Study. Evergreen will conduct a thorough and comprehensive review of all aspects of the District’s current classification and compensation system and will provide recommendations designed to increase the market competitiveness of the District’s compensation program within the regional marketplace and provide increased internal equity among positions. Implementation of these recommendations will help the District attract new employees and retain current employees needed to meet the District’s needs. Evergreen will further develop new classification descriptions, a classification system, a compensation plan, and options for implementing a new compensation program.