Evergreen Solutions was retained by the Greater Orlando Aviation Authority to conduct a Compensation, Classification, and Benefits Study. Evergreen conducted a comprehensive benefits, compensation, and position classification study, and developed recommendations and proposed options for a compensation and classification system of positions in the current organizational structure and benefits to ensure the Aviation Authority’s competitiveness with relevant organizations in the marketplace.
City of Clemson, SC: Classification and Compensation Study and Staffing Study
Evergreen Solutions was retained by the City of Clemson to conduct a Classification and Compensation Study and Staffing Study. Evergreen reviewed the existing classification and compensation plan to ensure that all positions within the City are internally equitable and externally competitive. The objective was to have a creditable Classification and Compensation Plan that ensured positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities are classified together; provided salaries commensurate with assigned duties and provided recognizable compensational growth, provided justifiable pay differential between individual classes, and maintained currency with relevant labor markets. The product of the study included recommendations for the following: a classification schedule, job descriptions, a wage comparison with comparable cities/towns and a compensation plan.
The Staffing Study documented and reviewed existing operations of the City through a collection of Key Performance Indicators (KPIs) and other outcome-related data. Evergreen developed and collected the staffing and outcome survey and analyzed peer data to determine the relevant staffing range for each department/function, service, and level. Evergreen reviewed the results collected and developed recommendations that identify all gaps between the current and desired staffing by level and functional area of the City.
Genesee County, MI: Total Compensation Study
Evergreen Solutions was retained by Genesee County to conduct a Total Compensation Study. Evergreen performed the following tasks: established appropriate benchmarking standards and conducted salary surveys for similar positions with comparable municipalities and private employers within the same geographic area as required; developed and conducted a comprehensive compensation and benefits survey; analyzed and recommended any changes to the current fringe benefits, wages, and salary structures in order to become or remain competitive with comparable municipalities and private employers within the same geographic area; and provided an estimate of future adjustments, in the next 1-3 years, to maintain a competitive position with other comparable municipalities and private employers within the same geographic area.
City of Minneapolis – Public Works Department, MN: Compensation and Classification Study
Evergreen was retained by the City of Minneapolis Public Works Department to conduct a Compensation and Classification Study for Engineering Titles. Evergreen’s analysis addressed the following: effectiveness of the current classification titles and salary structure; pay equity for comparable classification titles located both individually and organizationally across multiple Public Works divisions specifically analyzing each position’s job description, title, and pay; competitiveness of current salary ranges to other comparable public and private employers in the region; identification of essential job functions; FLSA designations; and mapping career growth based on vertical, lateral and cross-functional roles.
North Dakota Court System: Classification and Compensation Study
Evergreen is retained by the North Dakota Court System to conduct a Compensation and Classification Study. Evergreen completed the following tasks: met with the North Dakota Court System Personnel Policy Board via electronic means to discuss how the project will be conducted.; regularly provided progress reports to the Program Administrator assigned to the project; held focus group discussions or individual interviews as needed to collect or verify information, gather input or develop consensus; attended a meeting of the North Dakota Court System Personnel Policy Board to present study findings; and provided a written final report summarizing all project steps, findings and recommendations.
City of Manchester, NH: Classification and Total Compensation Review
Evergreen Solutions was retained by the City of Manchester to conduct a Classification and Total Compensation Review. Evergreen completed the following objectives to achieve City goals: Job Analysis, Update, and Evaluation; Comprehensive Wage, Benefits, and Paid Time Off Market Surveys and Comparison; Develop Philosophy and Communication; Revise Performance Assessment/ Evaluation System; Tools and Training; and Recommendations and Reports.
Prairie View A&M University, TX: Classification and Compensation StudyPrairie View A&M University
Evergreen Solutions was retained by Prairie View A & M University to conduct a Faculty Compensation Study. Evergreen provided the following in order to complete the study: developed a plan and guidelines for implementation and maintenance of the recommended program; identified strategies, both short-term and long-term, that achieved a competitive position in the relevant labor markets; and developed cost estimates to implement the recommended compensation plan.
Okeechobee Utility Authority, FL: Employee Classification and Compensation Survey
Evergreen was retained by the Okeechobee Utility Authority to conduct an Employee Classification and Compensation Survey. Evergreen analyzed and reviewed current OUA policies and procedures with respect to employee job classifications, pay and other benefits to retain and hire employees. As a final product, a report was generated with content and format.
Valencia College, FL: Comprehensive Compensation Study
Evergreen Solutions was retained by Valencia College to conduct a Comprehensive Compensation Study. Evergreen’s consultants performed a college wide review of positions and market analysis through the following tasks: assisted with goal setting and project planning for comprehensive compensation study, focusing on all full and part-time faculty and staff positions college wide; reviewed current compensation regulations and strategies, along with current practices; performed benchmarking of jobs college wide; conducted job analysis and documentation; performed thorough job evaluation for all relevant positions; reviewed the current salary structures and made recommendations for changes in line with competitive market and best practices for all full-time and part-time faculty (to include bargaining unit members) as well as staff; updated and/or developed market‐based pay structures based on job analysis, taking into consideration competitive pay analysis as noted above and ensured system(s) are easily administered and readily updated as market changes warrant; refined and finalized pay plans and base pay programs that balanced internal equity and external competitiveness, made recommendations for guidelines, vehicles, and tools for pay delivery that are adaptive to changing needs; evaluated other external compensation and pay practices throughout the process to be incorporated into new compensation plan to enhance competitiveness and overall total rewards package; developed and finalized a detailed outline for implementation as well as design training and information vehicles for the ongoing administration of the plan based on findings; and designed and finalized easy to understand communication plan based on study results.
Denver Public Schools, CO: Compensation Study
Evergreen was retained by Denver Public Schools to perform a Compensation Study. Evergreen conducted a market salary survey to determine whether Denver Public Schools was competitive with its peers in order to attract and retain a qualified workforce.