Evergreen Solutions was retained by the City of Sandy Springs to conduct a Classification and Compensation Study. The study included all employees and classifications in the County. As part of the study, Evergreen conducted focus groups and interviews with employees, and employees completed a Job Assessment Tool (JAT) to determine where they fell in the hierarchy of jobs with the City. Evergreen further conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. A detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation and classification plan.
City of Texas City: Compensation and Classification Study
Evergreen Solutions was engaged with the City of Texas City to conduct a Compensation and Classification Study. The purpose of the comprehensive study was to develop a clear, equitable, consistent and competitive classification and compensation structure that fostered retention of qualified individuals while providing opportunities for growth and development within and provided the Human Resources Department a framework to operate within to maintain the system. Evergreen worked with the City to develop a compensation program that was fair, equitable, and competitive with other municipalities in the surrounding geographic market area from which the City of Texas City recruited. Evergreen further worked with the City to develop a classification system that facilitated ongoing compensation analysis and reporting based on similarly-situated employees, similar skills, qualifications, responsibilities, and pay, using job family grouping and EEO job categories that comported with EEOC guidelines for government employees and provided the City with a tool that the HR department could use to continue that evaluation/analysis process.
Bedford County, VA: Compensation and Classification Study
Evergreen Solutions was engaged with Bedford County to conduct a Compensation and Classification Study. Evergreen’s consultants designed, conducted, and assisted in the implementation of a comprehensive compensation/classification study for the County, and formulated a new compensation/classification plan for all County employees. The purpose of this study was to ensure the County is externally competitive, internally equitable, and fiscally sound. Evergreen recommended a compensation and classification plan that could be easily maintained and updated.
Raytown C-2 School District, MO: Compensation and Pay Classification Plan Study
Evergreen Solutions was engaged with the Raytown C-2 School District to conduct a Compensation and Pay Classification Plan Study. The objectives of the study were to conduct and implement a total compensation plan structure for the District’s workforce which would provide both internal and external equity; length of work calendar; establish a classification system that would accurately describe the duties, knowledge, skills, abilities and minimum qualifications required for each job classification; determine and implement a program of accurate job descriptions based on job analysis; and develop a maintenance program for job descriptions and classification recommendations. Evergreen’s consultants performed a comprehensive, valid and reliable job analysis/evaluation of each job class within the District for the purpose of determining whether the District’s current pay grade levels for all of the District’s positions were still valid. In addition, Evergreen then conducted a comprehensive wage and salary market survey for the purpose of ensuring that the District’s pay plan and pay structure possessed external equity and labor market competitiveness.
School District of Beloit, WI: Classification, Compensation, and Total Staff Rewards Study
Evergreen Solutions was engaged with the School District of Beloit to provide Compensation and Total Staff Rewards Consulting. Evergreen’s consultants provided the following: consultation and expertise in the implementation and design of a sustainable compensation plan(s) allowing the School District of Beloit to remain market competitive in salary structures and total rewards packages; objective and unbiased solutions for District challenges around compensation; consultation on “right sizing” spans of control with leadership positions; consultation on creating a process for equity pay reviews; consultation on policy development to guide the HR Department to effectively administer compensation plan(s); and training and coaching around compensation plan(s). Evergreen also performed a job analysis and updated job descriptions as needed.
Dinwiddie County Public Schools, VA: Comprehensive Compensation and Classification Plan
Evergreen Solutions was engaged with the Dinwiddie County Public Schools to develop a Comprehensive Classification and Compensation Plan that allowed the Division to: attract and retain qualified employees; 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; provide recognizable compensation growth; and maintain a competitive position with other comparable school divisions, entities and private employers within the same geographic areas. Evergreen conducted interviews and/or job audits as appropriate in order to update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), and certification/licenses/registrations requirements for classification and identified Fair Labor Standards Act (FLSA) status (exempt/non-exempt) of each position. In addition, Evergreen reviewed the current compensation plan (salary grade levels and steps) to understand current challenges; worked with the Division’s Senior Leadership team to identify comparable labor markets including private and public sector employers; developed and conducted a comprehensive compensation survey to include stipends (Instructional and coaching) and degree supplements; and made recommendations for updating the Division’s Compensation and Classification Plans.
GRTC Transit System, VA: Compensation and Benefits Study
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.
Brunswick-Glynn Joint Water and Sewer Commission, GA: Total Compensation Study
Evergreen Solutions was engaged with the Brunswick-Glynn Joint Water and Sewer Commission (BGJWSC) to conduct a Total Compensation Study. The study provided options for a classification and total compensation plan, including an implementation strategy, which achieved the following objectives: ensure fair and equitable compensation relationships with BGJWSC; maintain pay equity compliance; ensure competitiveness with the external market; develop strategies to increase recruitment and retention rates; provide insights and suggestions for improving employee relations regarding total compensation; account for both internal and external equity measurements; enable easy maintenance by the BGJWSC staff post implementation; and keep level of fiscal impact of the recommendations and implementation options to a level that can be managed over time.
Research Triangle Regional Transportation Authority (GoTriangle), NC: Compensation and Classification Study
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.
Juvenile Welfare Board, Florida: HR Consultant Services
Evergreen Solutions was engaged with the Juvenile Welfare Board to provide a variety Human Resources Consultant Services, including reviewing and updating the Board’s classification and compensation plans and pay practices.