Evergreen is retained by the Okeechobee Utility Authority to conduct an Employee Classification and Compensation Survey. Evergreen will analyze and review current OUA policies and procedures with respect to employee job classifications, pay and other benefits to retain and hire employees. As a final product, a report will be generated by the consultant with content and format a result of the consultant’s work.
Valencia College, FL: Comprehensive Compensation Study
Evergreen Solutions is retained by Valencia College to conduct a Comprehensive Compensation Study. Evergreen’s consultants will perform a college wide review of positions and market analysis through the following tasks: assist with goal setting and project planning for comprehensive compensation study, focusing on all full and part-time faculty and staff positions college wide; review current compensation regulations and strategies, along with current practices; perform benchmarking of jobs college wide; conduct job analysis and documentation; perform thorough job evaluation for all relevant positions; review the current salary structures and make recommendations for changes in line with competitive market and best practices for all full-time and part-time faculty (to include bargaining unit members) as well as staff; update and/or develop market‐based pay structures based on job analysis, taking into consideration competitive pay analysis as noted above and ensuring system(s) are easily administered and readily updated as market changes warrant; refine and finalize pay plans and base pay program that balances internal equity and external competitiveness, making recommendations for guidelines, vehicles, and tools for pay delivery that are adaptive to changing needs; evaluate other external compensation and pay practices throughout the process to be incorporated into new compensation plan to enhance competitiveness and overall total rewards package; develop and finalize a detailed outline for implementation as well as design training and information vehicles for the ongoing administration of the plan based on findings; and design and finalize easy to understand communication plan based on study results.
Denver Public Schools, CO: Compensation Study
Evergreen is retained by Denver Public Schools to perform a Compensation Study. Evergreen will conduct a market salary survey to determine whether DPSA is competitive with its peers.
Toledo Area Regional Transit Authority (TARTA), OH: Benchmark Compensation Study
Evergreen is retained by TARTA to perform a Benchmark Compensation Study. Evergreen will make recommendations to update and/or establish a structure in respect to compensation in accordance with the study. The purpose of this study is to review TARTA’s existing compensation plan as well as to conduct a comprehensive benchmark market study to ensure that all positions within TARTA are internally equitable and externally competitive.
Mariposa County, CA: Compensation Review
Evergreen is retained by Mariposa County to conduct a Compensation Study. Our duties will be to: meet together with the labor Unions and Human Resources to discuss this compensation survey and, to the extent possible, discuss and agree upon comparable counties and additional classifications for evaluation; evaluate existing job families and/or establish new job families to ensure consistency; evaluate the comparable market (total comp, including salary and benefits) for each above listed classification; conduct routine progress meetings with Human Resources and the County Administrative Officer; evaluate internal equity relationships, with a specific focus on compaction, and suggest salary adjustments as appropriate; determine whether the Deputy Clerk of the Board II should be aligned for salary purposes with the Executive Assistant; evaluate whether the HHSA Program Assistant should be aligned for salary purposes with the HHSA Eligibility Specialist; produce and deliver a final report detailing all classifications and families and their place in the comparable market, specifically highlighting ones that are not aligned with the job market; and present the final report to the Board of Supervisors.
Raleigh Housing Authority, NC: Salary and Compensation Comparability Study
Evergreen Solutions was again retained by Raleigh Housing Authority (RHA) to conduct a Salary and Compensation Comparability Study. Evergreen’s consultants analyzed the salary schedules for all positions at RHA and its comparability to other employers in its industry, government sector, and private entities within the metropolitan area.
Murray State University, KY: Compensation Study
Evergreen Solutions is retained by Murray State University (MSU) to conduct a Compensation Study. Evergreen will conduct a market salary survey for faculty and staff to determine whether MSU is competitive in the market.
Marlboro County School District, SC: Salary Study
Evergreen Solutions is retained by the Marlboro County School District to conduct a Salary Study for certified and classified staff. Evergreen will perform the following tasks: provide an analysis of the District’s organizational structure and key positions; meet weekly with the District’s five-member Salary and Staffing Team (comprised of the District’s Chief Finance Officer, Associate for Superintendent for Human Resources, Executive Director of Human Resources, Executive Director of Curriculum and Instruction, and Superintendent) to discuss observations and respond to requests for information; perform salary and position comparisons with all surrounding districts within a 50-mile radius of District Office and any comparable districts within the state of South Carolina; develop a consolidated grade and step salary schedule for all non-teaching positions; identify exempt and non-exempt positions for wage and hour compliance; and prepare a comprehensive supplemental pay schedule.
City of Albuquerque, NM: Classification and Compensation Consulting Services
Evergreen Solutions is again retained by the City of Albuquerque to provide Classification and Compensation Consulting Services. Evergreen’s consultants will perform the following tasks: develop new classification and compensation structure (job families, pay plans, grades, steps as applicable) including recommendations for movement within structure; conduct a benchmarking analysis for placement of jobs within the new structure; assess and provide recommendations associated with Premium Pay programs including but not limited to hiring incentives, seniority-based pay (longevity pay), shift differential, etc.; recommend resources needed to manage compensation program into future (i.e., technology and human capital); review and update job descriptions to accurately reflect essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; ensure position descriptions are in full compliance with all applicable federal, state, local statutes and regulations, including the Fair labor Standards Act (FLSA) exemption status and Americans with Disabilities Act (ADA); and ensure position descriptions are assigned within the classification system, reflecting equitable placement between various position responsibilities; provide a scoring mechanism for the placement of those positions in the classification system and a recommendation on updates thereafter.
City of Atlanta, CA: Classification and Compensation Study
Evergreen Solutions is retained by the City of Atlanta to conduct a Classification and Compensation Study. The primary objectives of the study are to: 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 similar geographic areas who are providing comparable and equivalent services.