Evergreen Solutions was retained by the City of Yucaipa to conduct a Classification and Compensation Study and Organizational Review. Evergreen reviewed current class specifications and ensured they were in line with current changes and requirements in the law, identified class specifications that needed to be updated to reflect current job duties and requirements of the position, and included physical requirements and essential job functions to comply with the Americans with Disabilities Act (ADA). In addition, Evergreen reviewed the City’s current organizational structure and provided recommendations to ensure it was operating efficiently and effectively.
City of Naples, FL: Staffing Study
Evergreen Solutions was retained by the City of Naples to conduct a Staffing Study in order to determine the efficiency and effectiveness of the Public Works Department – Utilities. The study reviewed current operations within the Public Works Department, collected staffing data from peer organizations, analyzed relative outcomes, and offered recommendations regarding staffing allocations for planning considerations in order to meet foreseeable emergent requirements. By employing this process, the City sought to ensure that staffing aligned with peer practices; identified functional areas that needed more or less staff resources; identified organizational gaps and/or structural deficiencies; and established a baseline for future staffing purposes. Note: Evergreen previously conducted a compensation study for the City.
Manatee County, FL: IT Organizational Design Study (Included Staffing Study)
Evergreen was again hired by Manatee County to conduct an IT Organizational Design Study. The results of the study provided answers to the following questions: Should IT services be more centralized or decentralized? What is the optimal process allocation from an organizational design standpoint? And What is the best structure to increase efficiency and effectiveness?
Note: Evergreen was previously hired by the County in 2024 to conduct a Staffing and Headcount Study for the IT Department and a Compensation Study in 2023.
City of Albuquerque, NM: Workforce Analysis
Evergreen also performed a workforce analysis across all departments. This included identifying staffing levels within each department and comparing them to peer organizations. Staffing by job family was analyzed, and comparisons were made between the City’s key performance indicators (KPIs) and those of its peers. Staffing recommendations were standardized by job family based on these KPIs, providing insights into the optimal staffing levels needed across the City.
A more detailed analysis was performed for 14 out of the 28 departments within the City. Building upon the initial analysis, this study assessed staffing levels and KPI comparisons while also identifying critical jobs within these departments that require further attention. Recommendations were made for improving workforce effectiveness, with a focus on critical roles to ensure future operational success.
City of Takoma Park, MD: Employee Compensation and Classification Study
Evergreen was hired by the City of Takoma Park to conduct an Employee Compensation and Classification Study. Evergreen performed the following tasks: analyzed internal equity and provided potential solutions to address any inequities identified; defined and identified relevant labor markets and survey sources; recommended adjustments to ensure salaries remained competitive in the marketplace; and analyzed pay of comparable public employers in the region and provided recommended benchmarking. At the end of the study, Evergreen developed a final report and presented the findings to the City Manager, Mayor, City Council and City Unions.
City of Cambridge, MA: Compensation and Classification Review
Evergreen was hired by the City of Cambridge to conduct a Compensation and Classification Review for its 3,000 employees. The goals of this study are to: identify and mitigate pay equity disparities; attract and retain highly qualified employees; ensure salaries are commensurate with the responsibilities assigned; facilitate recognizable growth; establish justifiable pay differentials between individual roles; maintain a competitive standing to the City’s competitors and surrounding areas; analyze the City’s compensation plan to identify recruitment and retention challenges; recommend a competitive market position for the city; prepare recommendation and impact analysis for positions above the maximum salary grade and step following reclassification; and provide staff training to maintain and revise the system as needed.
Superior Court of California, County of Monterey: Classification and Compensation Study
Evergreen was retained by the Superior Court of California to conduct a Classification and Compensation Study. Evergreen performed the following tasks: ensured appropriate compensation for all Court employees; ensured appropriate classifications and position descriptions to accurately reflect current duties and responsibilities; provided salaries commensurate with assigned duties; provided benefits commensurate with comparable government agencies; provided a justifiable pay differential between individual classes; and maintained a competitive position with other comparable government entities and private employers within the same geographic areas.
Superior Court of California, County of Imperial: Classification and Compensation Study
Evergreen Solutions was hired by the Superior Court of California – County of Imperial to conduct a Classification and Compensation Study. Evergreen reviewed current classifications; conducted a comprehensive review of the compensation ranges to ensure both external and internal competitiveness and internal equity; and recommended salary ranges for base pay for each classification.
Okaloosa Gas District, FL: Pay Plan, Classification and Compensation Study and Analysis
Evergreen Solutions was retained by the Okaloosa Gas District to conduct a Pay Plan, Classification and Compensation Study and Analysis. Evergreen performed the following tasks: developed and designed a compensation philosophy that aligned with the District’s strategic plan, operations and complemented its vision to be the “employer of choice”; conducted a comprehensive analysis of the current compensation program and made recommendations for improvement and suggested plans to address issues including but not limited to: target comparison market, internal equity assessment, competitive salary analysis, index of standard for cost-of-living comparison, and strategies for critical skill recruitment and retention; created and proposed a classification structure with recommendations for assignment for all positions within this structure commensurate with level of complexity, responsibility, knowledge, skills and abilities, and/or other compensable factors; identified comparable organizations and competitive labor market comparisons for position classifications and conducted a full compensation survey, complete with recommendations and cost of implementation; analyzed existing compensation, identified recommendations for review and proposed implementation methods to address issues/concerns; recommended compensation levels, range spread, and range placement for positions based on market survey and internal analysis; and provided alternative methods to address internal inequities, pay compression, retention, hard to fill positions and market adjustments.
Note: Evergreen was again hired in 2023 to conduct a Classification and Compensation Plan Update.
South Texas Water Authority: Comprehensive Compensation and Classification Study
Evergreen was hired by the South Texas Water Authority to conduct a Comprehensive Classification and Compensation Study. Evergreen will perform the following tasks: conduct a comprehensive salary survey to ensure external equity; develop a new pay structure; review FLSA status; and prepare a final report which includes the fiscal impacts for implementing all recommendations.