City of Fresno, CA: Classification and Compensation Study

Evergreen is retained by the City of Fresno to conduct a Classification and Compensation Study. Evergreen will review and evaluate the City’s existing classification system and compensation structure, survey fifteen agencies mutually agreed-upon between Local 39 and the City,  review classification specifications, salaries and other benefits, distribute and review position description questionnaires and interview employees and management personnel, draft and/or modify classification specifications, make recommendations on salaries, and provide overall subject matter expertise and recommendations on a classification and compensation structure that meets the City’s prime objective of attracting and retaining qualified talent to classifications within this bargaining unit.

Northwest Florida State College: Compensation and Benefits Study

Evergreen was hired by Northwest Florida Community College to conduct a compensation and benefits study. Evergreen included staff and faculty in the study. Evergreen conducted a market salary and benefits survey and provided external assessment summary, and assessed the College’s existing compensation philosophy.

The School District of Lee County, FL: Compensation Structure and Framework

Evergreen Solutions is again retained by the School District of Lee County to provide a Compensation Structure and Framework. The project will determine if the salary schedules of all employee groups are competitive with other school systems and the market in general, identify any existing classification problems, recommend necessary changes to correct identified problems, recommend options for implementation of a plan to correct existing problems, and provide tools to allow the District to conduct periodic reviews of market data beyond the initial comprehensive study.

Oconee County, SC: Classification, Compensation, and Time Use Study

Evergreen was retained by the Oconee County to conduct a Classification, Compensation, and Time Use Study. Evergreen performed the following services: provided for a comprehensive evaluation of every job within the County to determine relative worth within the organization for internal equity and for the establishment of pay ranges and progressions within the ranges; reviewed all current job classifications, confirmed, and recommended changes to hierarchical order of jobs using proposed evaluation system; recommended revision of policies and procedures related to compensation; established appropriate benchmarking standards and conducted salary surveys as needed for similar positions with comparable municipalities as required; identified potential pay compression issues and provided potential solutions; analyzed and recommended changes to the present compensation structure to meet market analysis. This recommendation included recommendations for individual positions as well; evaluated how employees allocate their time during working hours and identified where time maybe wasted or where productivity can be enhanced; provided recommendations for guidelines, vehicles and tools for classification and compensation structure. Evergreen designed guidelines for progression within job classifications; outlined transition strategy and developed strategies for maintaining internal equity and market competitiveness over time; and assisted the County in assessing financial impacts to achieve market parity and potential inequities.

Irving Independent School District, TX: Organizational Review Consulting Services

Evergreen Solutions was retained by the Irving Independent School District to provide Organizational Review Consulting Services.  Evergreen conducted a full evaluation of the district’s organizational and staffing structure by department/ and/or campus and provided recommendations regarding effective staffing levels and practices by using peer comparison/benchmark data.  After evaluating the District’s staffing structure, Evergreen provided a comprehensive summary of findings, recommendations, and proposed new staffing model and informed the District of the areas needing improvement in order to improve staff effectiveness and organizational efficiencies.

Greater Orlando Aviation Authority, FL: Compensation, Classification, and Benefits Study

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.