Evergreen was retained by TARTA to perform a Benchmark Compensation Study. Evergreen made recommendations to update and/or establish a structure in respect to compensation in accordance with the study. The purpose of this study was to review TARTA’s existing compensation plan as well as to conduct a comprehensive benchmark market study to ensure that all positions within TARTA are internally equitable and externally competitive.
Mariposa County, CA: Compensation Review
Evergreen was retained by Mariposa County to conduct a Compensation Study. Evergreen performed the following tasks: met together with the labor Unions and Human Resources to discuss this compensation survey and, to the extent possible, discuss and agree upon comparable counties and additional classifications for evaluation; evaluated existing job families and/or established new job families to ensure consistency; evaluated the comparable market (total comp, including salary and benefits) for each above listed classification; conducted routine progress meetings with Human Resources and the County Administrative Officer; evaluated internal equity relationships, with a specific focus on compaction, and suggested salary adjustments as appropriate; determined whether the Deputy Clerk of the Board II should be aligned for salary purposes with the Executive Assistant; evaluated whether the HHSA Program Assistant should be aligned for salary purposes with the HHSA Eligibility Specialist; produced and delivered a final report detailing all classifications and families and their place in the comparable market, specifically highlighting ones that are not aligned with the job market; and presented the final report to the Board of Supervisors.
Raleigh Housing Authority, NC: Salary and Compensation Comparability Study
Evergreen Solutions was again retained by Raleigh Housing Authority (RHA) to conduct a Salary and Compensation Comparability Study. Evergreen’s consultants analyzed the salary schedules for all positions at RHA and its comparability to other employers in its industry, government sector, and private entities within the metropolitan area.
Murray State University, KY: Compensation Study
Evergreen Solutions was retained by Murray State University (MSU) to conduct a Compensation Study. Evergreen conducted a market salary survey for faculty and staff to determine whether MSU was competitive in the market.
City of Albuquerque, NM: Classification and Compensation Consulting Services
Evergreen Solutions was again retained by the City of Albuquerque to provide Classification and Compensation Consulting Services. Evergreen’s consultants performed the following tasks: developed new classification and compensation structure (job families, pay plans, grades, steps as applicable) including recommendations for movement within structure; conducted a benchmarking analysis for placement of jobs within the new structure; assessed and provided recommendations associated with Premium Pay programs including but not limited to hiring incentives, seniority-based pay (longevity pay), shift differential, etc.; recommended resources needed to manage the compensation program into future (i.e., technology and human capital); reviewed and update job descriptions to accurately reflect essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; ensured position descriptions were in full compliance with all applicable federal, state, local statutes and regulations, including the Fair labor Standards Act (FLSA) exemption status and Americans with Disabilities Act (ADA); and ensured position descriptions were assigned within the classification system, reflecting equitable placement between various position responsibilities and providing a scoring mechanism for the placement of those positions in the classification system.
City of Atlanta, CA: Classification and Compensation Study
Evergreen Solutions was retained by the City of Atlanta to conduct a Classification and Compensation Study for its more than 8,000 employees. The primary objectives of the study were to: ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within similar geographic areas who are providing comparable and equivalent services.
Knox County Schools, TN; Compensation Study Consultant Services
Evergreen Solutions was hired by Knox County Schools to provide Compensation Consultant Services. Evergreen determined market ranges for compensation across job families. Comparisons for determining the market ranges were also not limited to only public schools but also include private and public entities. An evaluation of current salary schedules and procedures, including but not limited to contract lengths and movement between scales, were conducted as well as an assessment of the School’s total compensation package, including benefits and costs passed on to the employee, annual leave, and paid and unpaid holidays.
Arizona Supreme Court: Salary Study and Analysis
Evergreen Solutions was retained by the Arizona Supreme Court to conduct a salary survey and analysis. Evergreen’s consultants conducted a market study to determine the level of salaries needed to attract and retain positions within the probation departments in 15 counties in Arizona; surveyed comparable agencies for the salary ranges and job descriptions for four position classifications (i.e., probation officer, probation officer supervisor, surveillance officer, and juvenile detention officer); identified public sector contemporaries within similar markets for sustainable, accurate, position benchmarking; and establish a competitive salary range by position classification, including the starting salaries required for each position classification in order to set competitive pay standards for Arizona’s Probation Departments.
Lansing Community College, MI: Consulting Services – HR
Evergreen Solutions was retained by Lansing Community College to provide Consulting Services – Human Resources. Evergreen’s consultants performed the following tasks: reviewed job descriptions, current classification definitions, current salary schedules, and the AFT union contract which may impact the study results (This also included review of division organization and staffing, as well as current personnel practices and policies that impact pay and performance); conferred with Human Resources, Executive Leadership Team and Union Leaders in order to review input regarding their views of compensation problems and needs, and to identify specific areas of concern; conferred with leaders in each of LCC’s ten divisions/work areas to better understand the nature of work performed by employees and the levels of responsibility and reporting relationships; prepared recommended pay grade and range schedules and assignments to pay grades for each class of work in the compensation plan; and provided consultation regarding job titles to ensure they are consistent within LCC and consistent with industry specific titles.
City of Camarillo, CA: Comprehensive Classification and Compensation Study
Evergreen Solutions was retained by the City of Camarillo to conduct a Comprehensive Classification and Compensation Study. The study assessed the current classification schedule and pinpointed needed changes in job duties, titles, salaries, and benefits. The study also addressed the internal relationships within the organization to help determine proper equity in the classification and compensation system and helped determine whether the existing salary and compensation schedule was competitive and consistent with comparable employers. In the end, Evergreen provided a defensible and technically sound basis for compensating employees within the City. Evergreen also evaluated the City’s current pay for performance plan and provided alternative compensation recommendations, including Cost of Living Arrangement structures. 10 single job audits were conducted.