Category: Evergreen Solutions

Evergreen was retained by the Western Reserve Transit Authority to conduct an Employee Compensation and Classification Study for non-union employees.  Evergreen performed the following tasks: conducted a thorough classification and compensation study and analysis of public, private and transit sector employers who provide equitable services and draw on a shared labor market;  determined if individualized position/job descriptions were needed; and if so, assisted with job audits in the development of those descriptions;  prepared a comparative analysis that identified WRTA’s competitive position in the labor market;  provided a recommendation for total salaries; and prepared recommendations for a classification and compensation system with suggestions for: adjustments in salary structure to allow appropriate compensation ensuring internal equity; creation or revision to compensation rules and policies; avenues to rectify wage compression issues; and ability to maintain competitiveness, avoid potential loss of qualified staff, and mitigate difficulties in recruiting new employees. Note: Evergreen was again hired by the Western Reserve Transit to conduct a Compensation Study, and again in 2022 to conduct a Compensation Plan Update.

Evergreen was retained by the Central Ohio Transit Authority (COTA) to conduct a Compensation and Classification Study for its administrative, non-represented employees (i.e., 155 employees in 94 different positions).  Evergreen validated that COTA’s compensation package: ensured that positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities were classified together; provided salaries commensurate with assigned duties; provided justifiable pay differential between individual classes; provided competitive compensation that is comparable to other transits, and public and private sector employers within their service and recruitment area; and provided base compensation within the labor market.

Evergreen provided recommendations for the appropriate salary range for each existing or proposed classification based on the compensation survey results, internal relationships, and equity and provided revised class specifications. In addition, Evergreen proposed a new system for assessing the established pay structure on an annual basis that measured the change in market rates and the method for adjusting minimum and maximums of the pay bands as well as for assigning salary grades to newly created classes or classes with significant changes in duties and responsibilities that took into account the market value of the class in addition to the responsibilities and qualifications.

Evergreen also proposed a performance appraisal process and form that supported the new compensation strategy and ensured the alignment with corporate goals and objectives.  Recommendations were made for a process that will ensure the longevity of the compensation structure into the future.

Evergreen was retained by the City of Bloomington to conduct a Salary and Benefits Study.  Evergreen examined the wages and benefits of the City’s employees (including transit) as compared to public and private sector entities in Indiana and surrounding areas to determine whether the Transit wages and benefits are competitive in the market. 

Evergreen was on contract with the Fort Wayne-Allen County Airport Authority to conduct a Job Evaluation and Wage Survey Analysis and provide recommendations for implementation of a revised plan. This analysis included a review of the existing job classifications and pay plan. As part of the analysis, Evergreen conducted a project orientation to management and employees which included focus groups and interviews, administered the Job Assessment Tool, and completed a comprehensive salary survey of local and regional employees to assess the market competitiveness of the Authority. The outcome of the analysis was a final report detailing recommended classification and pay plan revisions.

As part of the Classification and Compensation Study Evergreen was hired to conduct for Palm Beach County, Evergreen was tasked with working with PalmTran employees and updating job descriptions for transit classifications.  Transit classifications were also included in the salary survey to determine the competitiveness of transit positions in the market.

The Orlando – Orange County Expressway Authority (OOCEA) has retained Evergreen to conduct a comprehensive compensation and classification study to determine whether the OOCEA possessed a compensation and classification system that was both equitable as compared to the external competitive employment market as well as equitable internally. The study included a complete classification analysis using the Job Assessment Tool job valuation methodology as well as a statistical assessment of internal conditions and an assessment of external equity including a salary survey of competing organizations. The report culminated with a series of findings and recommendations that were designed to alleviate any strains on the system and, if necessary, redesign or augment the existing system in place at the OOCEA.

The Hillsborough Area Transit Authority selected Evergreen to conduct a comprehensive Compensation and Classification Study. The study was designed to progress through a series of tasks aimed at summarizing and defining the current classification and compensation system in place at the Authority; assess the equity of the system to ensure that, internally, the Authority was homogeneously compensating positions for the level of work actually performed; and systematically assess the ability of those systems to compete with the external labor market.

Evergreen worked closely with Authority leaders to evaluate, from the ground up, the current environment of the compensation and classification system in place. This included assessing the system from multiple angles to identify areas of possible compression, stagnation, and overall systematic weakness. From this point, Evergreen worked with the Authority to define a final total compensation and classification philosophy. Together, completion of these tasks allowed for clear identification of where the Authority was and where they wanted to be; ultimately allowing Evergreen to provide recommendations on steps to close the gap.

Evergreen was retained by Sarasota Manatee Airport Authority to conduct a detailed compensation and classification analysis of its workforce. Evergreen staff conducted job analysis to determine the best classifications for the work performed and analyzed pay ranges in the public and private sector to determine the appropriate pay levels for all included jobs.  Recommendations were provided to improve the fairness and equity.

Evergreen Solutions was retained by Dallas Area Rapid Transit (DART) to provide Compensation Consultant Services. DART is a public transportation agency providing an assortment of transportation services to thirteen (13) cities in the Dallas, Texas metroplex. Evergreen provided job evaluation information questionnaires and electronically created job descriptions or classifications from the provided information. Evergreen updated information into DART’s job description database system, and submitted the updated job descriptions through its online workflow system. Evergreen reviewed, determined, and recommended revised rules, policies, and procedures in anticipation of and based on the proposed rule change regarding overtime compensation and reviewed all job descriptions and determined exempt or non-exempt status based on FLSA guidelines. Evergreen also reviewed and validated DART’s career ladder program and made recommendations for any necessary modifications. Upon approval of the job description review and update, Evergreen made recommendations for a sustainable compensation system that would ensure recruitment and retention of a quality public sector transit workforce, based on compensation benchmarking with comparable mid-sized employers, and comparable mid-sized transit agencies in the Texas, Southern region, and national markets.

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.