Category: Evergreen Solutions

Evergreen was on contract with the Fort Wayne-Allen County Airport Authority to conduct a Job Evaluation and Wage Survey Analysis and provide recommendations for implementation of a revised plan. This analysis included a review of the existing job classifications and pay plan. As part of the analysis, Evergreen conducted a project orientation to management and employees which included focus groups and interviews, administered the Job Assessment Tool, and completed a comprehensive salary survey of local and regional employees to assess the market competitiveness of the Authority. The outcome of the analysis was a final report detailing recommended classification and pay plan revisions.

As part of the Classification and Compensation Study Evergreen was hired to conduct for Palm Beach County, Evergreen was tasked with working with PalmTran employees and updating job descriptions for transit classifications.  Transit classifications were also included in the salary survey to determine the competitiveness of transit positions in the market.

The Orlando – Orange County Expressway Authority (OOCEA) has retained Evergreen to conduct a comprehensive compensation and classification study to determine whether the OOCEA possessed a compensation and classification system that was both equitable as compared to the external competitive employment market as well as equitable internally. The study included a complete classification analysis using the Job Assessment Tool job valuation methodology as well as a statistical assessment of internal conditions and an assessment of external equity including a salary survey of competing organizations. The report culminated with a series of findings and recommendations that were designed to alleviate any strains on the system and, if necessary, redesign or augment the existing system in place at the OOCEA.

The Hillsborough Area Transit Authority selected Evergreen to conduct a comprehensive Compensation and Classification Study. The study was designed to progress through a series of tasks aimed at summarizing and defining the current classification and compensation system in place at the Authority; assess the equity of the system to ensure that, internally, the Authority was homogeneously compensating positions for the level of work actually performed; and systematically assess the ability of those systems to compete with the external labor market.

Evergreen worked closely with Authority leaders to evaluate, from the ground up, the current environment of the compensation and classification system in place. This included assessing the system from multiple angles to identify areas of possible compression, stagnation, and overall systematic weakness. From this point, Evergreen worked with the Authority to define a final total compensation and classification philosophy. Together, completion of these tasks allowed for clear identification of where the Authority was and where they wanted to be; ultimately allowing Evergreen to provide recommendations on steps to close the gap.

Evergreen was retained by Sarasota Manatee Airport Authority to conduct a detailed compensation and classification analysis of its workforce. Evergreen staff conducted job analysis to determine the best classifications for the work performed and analyzed pay ranges in the public and private sector to determine the appropriate pay levels for all included jobs.  Recommendations were provided to improve the fairness and equity.

Evergreen Solutions was retained by Dallas Area Rapid Transit (DART) to provide Compensation Consultant Services. DART is a public transportation agency providing an assortment of transportation services to thirteen (13) cities in the Dallas, Texas metroplex. Evergreen provided job evaluation information questionnaires and electronically created job descriptions or classifications from the provided information. Evergreen updated information into DART’s job description database system, and submitted the updated job descriptions through its online workflow system. Evergreen reviewed, determined, and recommended revised rules, policies, and procedures in anticipation of and based on the proposed rule change regarding overtime compensation and reviewed all job descriptions and determined exempt or non-exempt status based on FLSA guidelines. Evergreen also reviewed and validated DART’s career ladder program and made recommendations for any necessary modifications. Upon approval of the job description review and update, Evergreen made recommendations for a sustainable compensation system that would ensure recruitment and retention of a quality public sector transit workforce, based on compensation benchmarking with comparable mid-sized employers, and comparable mid-sized transit agencies in the Texas, Southern region, and national markets.

Evergreen was engaged with the Research Triangle Regional Transportation Authority (GoTriangle) to conduct a Compensation and Classification Study. Evergreen’s consultants defined and implemented a compensation philosophy and reviewed/implemented direct compensation salary structure. The project consisted of the following deliverables: facilitate leadership kick-off to confirm scope of work, approach, and timeframe; conduct interviews with Human Resources, Key Stakeholders, and/or management in order to understand key issues and concerns; review current job matches for external competitiveness and internal equity; develop and validate salary structure, ensure career development and/or succession planning are taken into consideration; conduct cost impact modeling; create and implement new compensation administration policy and guidelines; and create and implement communication strategy.

Evergreen Solutions was retained by the GRTC Transit System to conduct a Compensation and Benefits Study. GRTC is a not-for-profit public service corporation jointly owned by the City of Richmond and Chesterfield County.  Evergreen conducted a wage and benefits survey of select peer organizations and made recommendations for updates to the current pay plans for GRTC.

Evergreen Solutions was retained by Skagit Transit to provide Compensation Study Services. Evergreen worked with Skagit Transit to establish a new Employee Compensation Plan based on external benchmarks through a comprehensive analysis on the existing compensation, classification, benefit and pay structure for the organization’s employees. Evergreen revised job descriptions to be more reflective of the actual duties of the position and some positions were evaluated for FLSA exempt status.

Evergreen Solutions was retained by Charleston County Aviation Authority (CCAA) to conduct a Compensation and Classification Study. Evergreen evaluated the Authority’s present salary and classification structure as compared to the relevant job market for comparable positions in comparable regions of growth, airports, as well as businesses in the private and public sectors, and assessed internal equity. Additionally, any areas for streamlining, restructuring, or further division of labor were notated, to include expected efficiencies gained from the suggested changes. The objectives of the study for CCAA were to be able to attract and retain qualified employees and to maintain a competitive position with other comparable entities within the same geographic and business area.