Category: Evergreen Solutions

Evergreen Solutions was engaged with Cobb County to conduct a Comprehensive Compensation Review and Update of Classification/Pay System.  The scope of work included a comprehensive compensation and benefit market survey; job analysis and evaluation; evaluation of internal and external compensation equity; an implementation recommendation and update; and preparation of draft and final reports.  Evergreen updated the salary range structure based on the compensation survey results and internal relationships, while minimizing compression, and assuring internal equity and external competitiveness for sworn (full and part-time); non-sworn; and part-time employees.  Evergreen further made recommendations regarding a Step Plan for all County graded positions.  Evergreen reviewed and updated job descriptions and coordinated an appeal process for employees to appeal through their management and address any concerns.

Evergreen Solutions was engaged with Columbus Consolidated Government to conduct a Classification and Compensation Study and Analysis.  Columbus is Georgia’s first consolidated city/county government, the second largest city in Georgia and is a recognized leader among its peer cities, and takes pride in its operational efficiency and the excellent quality of life it fosters.

Evergreen conducted an external market analysis to determine whether the City was competitive with its peers. Evergreen worked with Human Resources and City leadership to review the Cit’s classification and compensation structure and recommended comparable public and private survey markets.   Evergreen considered the compensation and benefits package received by employees with the City as it related to both the external and internal markets.  The City’s objectives for this study were 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; 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 the same geographic areas.

Evergreen Solutions was hired in 2024 by the City Norfolk to conduct a Compensation and Classification Study in two phases. In Phase I, Evergreen reviewed existing compensation plans to understand the current challenges facing the County in recruiting and retaining employees; provided the City with a review of benchmark cities and compensation policies; proposed a comprehensive plan; recommended the appropriate placement of each existing position on the proposed step plan; completed a compression analysis; and recommended implementation strategies for the updated pay plans. For Phase II, Evergreen will review internal equity, make FLSA determinations, and update job descriptions.

Note: Evergreen was previously hired in 2022 to provide Consulting Services for Compensation Program Transition.

Evergreen Solutions was engaged with the City of Marietta/Board of Lights and Water to conduct a Review and Update of a Pay and Classification System.  Evergreen performed the following tasks: evaluated job descriptions for all full-time and part-time single incumbent positions and recommended appropriate job classification, FLSA classification, and salary range; updated and/or created full-time and part-time classification specifications as needed to uniformly reflect distinguishing characteristics, FLSA status, essential functions, minimum qualifications, working conditions, license requirements, regulatory requirements, certifications, and competencies required to do the job (knowledge, skills, and physical abilities); conducted a full market analysis of take-home pay with comparable labor market including both private, when applicable, and public sector (locally, regionally, and statewide) using an approved peer group with a focus on actual take-home pay; established a consistent and competitive market position that the City could strive to maintain that aligned with the City’s compensation philosophy; reviewed and provided an assessment on the competitiveness of the City’s entire benefits package (including annual/vacation leave, sick leave, holidays, health, dental, life, disability, retirement, tuition reimbursement, etc.); designed and recommended an implementation strategy (including cost) and a maintenance strategy, including policy revisions or additions for the updated compensation system with the lowest financial impact on the City and greatest gain to positions that fell outside of a designated range; included any best practice recommendations that would positively impact hiring or retention; and provided training to appropriate City staff on the utilization and maintenance of the system.

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.

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.