Evergreen was hired by DeKalb County to conduct a classification and compensation study. Evergreen will achieve the following objectives: develop and implement a modern, equitable, legally defensible, and competitive compensation system to increase employee value proposition; develop a streamlined and consistent classification system that promotes equity and clarity across all departments; establish a competitive salary structure that reflects current market conditions and supports the County’s ability to attract and retain a highly skilled workforce; enhance opportunities for employee growth by defining clear career pathways and promotional opportunities; address pay compression and other disparities to foster a fair and productive work environment; ensure compliance with all relevant federal, state, and local regulations to maintain a legally defensible compensation framework; design a compensation structure that balances competitiveness with fiscal responsibility and sustainability to support long-term organizational objectives; conduct a thorough analysis of the County’s current job classifications and compensation structures to identify areas for improvement; develop a comprehensive job evaluation system that considers factors such as job complexity, required skills, and responsibilities; provide recommendations for a transparent and adaptable compensation system that aligns with industry best practices; and establish mechanisms for ongoing evaluation and updates to the classification and compensation systems to ensure continued relevance and competitiveness.
Covington Independent Public Schools, KY: Classification and Compensation Study
Evergreen was hired by Covington Independent Public Schools to conduct a Classification and Compensation Study. Evergreen will review current salaried and hourly job classifications through desk audits as required; conduct a market salary survey; review and update job descriptions; review existing salary schedule placement procedures for new hires and promoted employees; align the Covington Independent Public Schools Salary Schedule with the majority of other Kentucky districts on an index based system for certified administrators; identify pay compression issues and provide alternative solutions; recommend appropriate salary ranges for each existing or proposed classification based on the compensation survey results; recommend a salary range for each position based on median and mean salary of comparable external entities; and provide tools that will allow District staff to conduct individual salary audits and adjustments consistent with the study methods used until the next formal study can be completed.
Rockdale County Public Schools, GA: Compensation Study
Evergreen was hired by Rockdale County Public Schools to conduct a Compensation Study. Evergreen will perform the following tasks: conduct a comprehensive market salary analysis; collaborate with RCPS leaders to develop a new Compensation Philosophy supporting recruitment, retention, and fiscal responsibility; analyze and update salary schedules to ensure internal equity, external competitiveness, and minimal compression; establish classification and compensation guidelines, including protections for system integrity during budget constraints; develop and implement performance or criteria-based salary bands for Principals (school level) and Directors (district level); review current compensation and classification processes; recommend best-practice improvements; create a communication plan to share study results; and provide training to maintain the new system.
Town of Southern Pines, NC: Comprehensive Total Compensation Study
Evergreen was hired by the Town of Southern Pines to conduct a Comprehensive Total Compensation Study. Evergreen will review job descriptions; conduct a comprehensive external benchmark pay analysis; complete an internal salary relationship and pay equity analysis; and identify problem areas including starting pay, compression, inequitable opportunities for pay progression and recommend salary/pay policy adjustments for existing employees.
Lake Sumter State College, FL: Compression Analysis
Evergreen was hired by Lake Sumter State College (LSSC) to conduct a Compression Analysis. Evergreen will discuss the strengths and weaknesses of the current pay plan(s) and pay practices for LSSC and discuss any pay compression issues that may exist and possible solutions with the LSSC Project Manager. Evergreen will complete an assessment of current conditions that details the pros and cons of the current system for LSSC as well as highlights areas for potential improvement in the final adopted solution.
Powdersville Water, SC: Classification and Compensation Study
Evergreen was retained by Powdersville Water to conduct a Classification and Compensation Study. The scope of work will consist of evaluating the existing compensation and classification system; holding focus groups with a sample of employees to obtain additional relevant information and statistical/anecdotal data on specific compensation issues and policies; building a classification plan using Evergreen Solutions’ Job Assessment Tool (JAT) and Management Issues Tool (MIT); conducting a market salary survey; producing a revised or new pay scale that best meets the needs of Powdersville Water from an internal and external equity standpoint; providing a clear framework for compensation plan updates every 3-5 years; and developing recommendations and guidelines for continued administration and maintenance of the compensation system.
Newton County Sewerage Authority, GA: Compensation and Benefits Study
Newton County Water and Sewerage Authority was hired by Evergreen to conduct a compensation and benefits study. Evergreen will perform the following tasks: review and provide updates to the Authority’s current salary structure, conduct a market salary and benefits survey, produce a revised or new pay scale, and develop recommendations for a maintenance program so administration by NCWSA staff may sustain the recommended compensation system/structure.
San Luis Obispo Regional Transit Authority, CA: Classification and Compensation/Benefits Study
Evergreen was hired by San Luis Obispo Regional Transit Authority (RTA) to conduct a Classification and Compensation/Benefits Study in two phases. In Phase I, Evergreen will complete the following tasks: review current job descriptions and classifications for compliance with state laws such as the California Equal Pay Act; recommend updates to job descriptions, education and minimum job requirements to ensure uniformity of positions within classification groups; develop a draft recommended classification structure reflecting RTA’s overall classification and compensation strategy; allocate all employees within the scope of the study to appropriate exempt or non‑exempt status under the Fair Labor Standards Act; update classification specifications and job descriptions as needed to reflect current duties, essential job functions, and physical requirements; present the final classification recommended for each position; and provide implementation training to the Human Resources Officer.
In Phase II, Evergreen will complete the following tasks: conduct a comprehensive total compensation survey using job duties and responsibilities from RTA’s classification specifications; perform internal base salary relationship analysis and develop guidelines for internal salary relationships; develop external competitive and internal equitable salary recommendations for each classification; assign salary ranges to each classification based on market survey results and internal relationship analysis; identify benefit programs offered by surveyed agencies including employee and executive benefits; assist in developing a strategy for implementing the compensation recommendations and plan; provide a standard process for making salary offers to new hires and for approving promotional adjustments based on fair and lawful factors; present survey results; provide recommendations for updating RTA’s classification and compensation plans.
City of Valdosta, GA: Compensation Study
Evergreen was hired by the City of Valdosta to conduct a Compensation Study. Evergreen will perform the following tasks: conduct a comprehensive benchmark analysis of all City positions with comparable and surrounding jurisdictions, institutions of higher education, and applicable private/public‑sector competitors; identify potential pay‑compression issues and provide potential solutions; review existing position descriptions to ensure current and accurate FLSA exemption status, essential functions, minimum qualifications for education and experience, required knowledge, skills, and abilities, special requirements, and physical and environmental conditions, and update the descriptions as needed; review the City’s existing classification, grouped positions, and compensation structure, and revise where needed; review all background materials included, but not limited to, the existing salary scale, organizational charts, and classification specifications.
Livingston County, NY: Employee Compensation Study
Evergreen was hired by Livingston County to conduct an Employee Compensation Study. The scope of work will consist of reviewing the County’s job specifications and organizational structure; performing a market salary survey of private and public-sector benchmarks; identifying a set of comparable municipal organizations and gathering relevant compensation and benefit data; identifying critical obstacles to public-sector recruitment strategies; including any specific challenges for the County; providing a compensation plan and salary schedule based on the market survey results; reviewing existing staff compensation to determine inequities in pay and making recommendations; completing an internal salary-relationship analysis, including the development of appropriate internal equity; reviewing the County’s benefits offerings and advising on additional recruitment and retention barriers; preparing an analysis of the financial impact of implementing any recommendations; and presenting the final report to the public and the County Board of Supervisors.