Category: Evergreen Solutions

Evergreen Solutions was retained by Brevard County to conduct a Compensation Study. Evergreen met with HR and leadership to finalize the project plan; conducted data analysis on HR secondary data; interviewed department heads regarding recruitment, retention, and career pathing; collected secondary data to form a market baseline; created a priority list of jobs at most risk; collected additional data on at risk jobs; created various solution options; and prepared and presented a final report.

Evergreen was retained by the City of Conroe to conduct a Classification and Compensation Study. The scope of the study included the following major components: reviewing and updating all job descriptions; working with a City management team to revise the existing pay plan and structures; and evaluating the current salary structure and compensation levels for all regular, classified positions, and recommending appropriate adjustments.

Evergreen Solutions was retained by the Hillsborough County Clerk of Court and Comptroller to conduct a Classification and Compensation Study. Evergreen reviewed the Clerk’s classification and compensation structure and provided a phased implementation plan would be the most cost affordable. This study included a review of current compensation practices and the development of a compensation philosophy, defining the appropriate labor market to which the Clerk should be compared, conducting a market salary and benefits study, evaluating the FLSA status of each position, making salary recommendations for various jobs based on market data collected, completing an assessment of total compensation, and providing recommendations to assist with implementation. Employees were given the opportunity to attend orientation sessions, employee focus groups and participate in the Job Assessment Tool process for classification valuation as a component of the study.

Evergreen Solutions was retained by Palm Beach County to conduct a Classification and Compensation Study in order to update the current classification and compensation structure. Evergreen performed the following tasks: conducted a job analysis across the County to ensure job descriptions matched the duties performed by the employee; provided an analysis of all positions¾ assigning an appropriate salary grade to ensure fairness and equity and included recommendations for all positions that were found to be above or below the assigned salary grade; and conducted a market compensation analysis of salaries and wages of like or similar jobs of comparable Florida public organizations with similar position and organizational characteristics.

Evergreen Solutions was engaged with Loudoun County to conduct a Classification and Compensation Study (Phase II). Evergreen accomplished the objectives of the Phase II of the study by performing the following tasks: developed recommendations on a strategy to implement and administer a compensation philosophy range of 95 percent to 105 percent of the comparator market; conducted a comprehensive benchmark market analysis of all County jobs; developed a new market competitive pay plan to include an open range pay plan for the general workforce and a “grade and step” pay plan for Public Safety positions; provided recommendations for any additional pay incentives and supplements that would assist in maintaining competitive pay as described in Loudoun’s compensation philosophy; developed a new comprehensive classification system that allowed for more levels and specificity within and across each job group, to include the development of standardized job descriptions; obtained an analysis of pay compression within the County and provided recommendations for addressing pay compression once a new pay plan was implemented; and developed recommendations for revisions to the Board approved classification and compensation policies found in Chapter 5 of the Human Resources Handbook.

Evergreen Solutions was engaged with Loudoun County to conduct a Classification and Compensation Study (Phase I). Evergreen conducted a comprehensive review and evaluation of the County’s compensation philosophy and competitive market and made recommendations to retain, modify and/or change the compensation philosophy and/or competitive market. Evergreen also conducted a comprehensive review and evaluation of policies governing the County’s total compensation program (pay and benefits offerings) and classification system; benchmarked the elements of the County’s total compensation and classification program against its current competitive market and other potential competitor jurisdictions; and made recommendations to retain, modify and/or change elements of the total compensation and classification program. Evergreen further conducted a comprehensive review and an evaluation of the County’s performance plan system; benchmarked the County’s system against the job description systems of its competitive market and other potential competitor jurisdictions; and made recommendations to retain, modify, or change the current system. In the end, Evergreen provided comprehensive recommendations for modifying classification and compensation policies and procedures.

Evergreen Solutions was retained by the City of Albany to conduct a Classification and Compensation and Equal Pay Study. Evergreen’s consultants reviewed current job descriptions and compensation structures to determine the need for modifications to assure external competiveness and internal equity by performing the following tasks: reviewing current job descriptions to analyze knowledge, ability, education, experience, relevance, and hierarchical consistency; developing, distributing, and analyzing job specific questionnaires, as needed, and conducting in-person interviews of select staff, to complete analysis; proposing, where appropriate, broad-banding of classifications, or combining classifications into a series, if beneficial to achieve alignment of similar positions; recommending additions, deletions, or modifications to existing classifications and making FLSA determinations (exempt or non-exempt status) for positions; surveying comparator jurisdictions for both wages and total compensation; analyzing results and developing appropriate pay structures for the City taking into account compression and internal equity; conducting equal pay analyses of recommended pay structures that would comply with House Bill (HB) 2005 and its implementing administrative rules; and training City HR staff on the methodology used to assess job classifications in order to maintain internal equity when adding, deleting, or modifying jobs in the future.

Evergreen Solutions was retained by Cherokee County to conduct a Compensation and Benefits Study. Evergreen worked directly with County leadership to update job descriptions for every position, evaluated FLSA classifications, created a common template for all job descriptions, identified a set of comparable public and private organizations, and gathered relevant compensation and benefit data. Evergreen assessed total compensation based on both internal and external comparability and developed an updated compensation structure that provided a fair, competitive, transparent, sustainable and fiscally responsible program. Evergreen also made recommendations for the County’s compensation philosophy and guidelines based including longer term trends, risks and competitive forces, and prepared an analysis outlining the fiscal impact of all recommendations.

Evergreen Solutions was retained by the City of Foley to conduct a Compensation and Pay Classification Plan Study. The objectives of the study were to conduct and implement a total compensation plan (including benefits) structure for the City’s workforce which would provide both internal and external equity, establish a classification system that would accurately describe the duties, knowledge, skills, abilities and minimum qualifications required for each job class, 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 conducted a wage and benefit survey among competing jurisdictions as well as public and private organizations to determine competitive wages in the appropriate labor market(s). Using the survey results, Evergreen assigned each job to a pay grade with a view toward achieving proper internal relationships among classes and made the salary ranges competitive with relevant markets with due consideration of the financial condition of the City. Evergreen provided estimates of the cost to install and implement the new pay plan and recommended a methodology for implementation.

Evergreen Solutions was retained by City of Stockbridge to conduct a Wages and Salaries Compensation Study. Evergreen conducted a classification analysis using Evergreen’s Job Assessment Tool job evaluation methodology in addition to a statistical assessment of current conditions. Evergreen also analyzed local market data taken from peer organizations to determine the appropriate compensation levels for benchmark positions. Recommendations for adjustments to the compensation and classifications plan were made and procedures for the continued maintenance of the plans were provided.