Category: Evergreen Solutions

Evergreen was engaged with Beaufort County to provide Classification and Compensation Study Services. The purpose of the study was to address changes in county operations and staffing over the past decades, which might have affected the type, scope, and level of work being performed. The objectives of the 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; clearly outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differentials between individual classes; and maintain a competitive position with other comparable governmental entities and private employers within the same geographic area.

Our firm is engaged with the City of Urbana to provide Classification and Compensation Study Services. The City of Urbana seeks to achieve the following goals: 1. Maintain a high level of employee satisfaction by providing a classification and compensation system that is both fair and competitive. 2. Demonstrate fiscal responsibility to the community by providing a classification and compensation system that makes the best of The City’s financial resources. 3. Ensure a close alignment between pay and performance by providing a classification and compensation system that rewards merit.

Evergreen was engaged with the City of Portland (City) to conduct a Classification and Compensation Study. Evergreen’s consultants evaluated every job within the City and the current pay and benefits structure. A market survey of salary and benefits was conducted among peers approved by the City. Based on the survey results, Evergreen made recommendations for changes to the current classification and compensation systems, as well as provided a maintenance system that the Human Resources Department could use to keep the systems current and equitable. Training on this maintenance system was provided.

Evergreen Solutions was engaged with Charles County Government, Maryland to conduct a Compensation and Classification Study that provided a new classification system; market analysis; new pay plan; compression analysis; and recommendations for pay incentives, supplements, and policies.

Evergreen Solutions was engaged with Ogden City Corporation to conduct a Classification, Compensation and Benefits Study. The goals of this study were to ensure that job descriptions accurately reflect actual duties and maintain compensation levels that are both internally and externally equitable. Evergreen worked with Ogden City Corporation throughout four project phases that involved conducting a job analysis, building a classification plan; documenting a compensation philosophy; reviewing and analyzing the City’s total compensation plan, including a market salary and benefits survey; and providing a comprehensive report containing recommendations, an implementation approach, and guidelines for maintaining classification and compensation policy updates and changes.

Evergreen Solutions was again hired by the City of Alpharetta to perform a Comprehensive Pay and Classification Study. Evergreen reviewed the current environment within the City to identify strengths and weaknesses of the compensation and classification systems; utilized Evergreen’s Job Assessment Tool© to assess classifications of existing job positions and built a projected classification plan to include revised and new class descriptions, and FLSA determinations; identified a list of targets to include in the market survey and provided an external assessment summary; developed strategic improvement recommendations for the City, including assessing the appropriateness of the existing compensation philosophy; developed pay plans that best met the needs of the City, and made recommendations to sustain the classification and compensation systems. Evergreen completed a previous study for the City of Alpharetta in 2014.

Spartanburg County retained Evergreen to complete a Classification and Compensation Study for the County, City, and County’s Library which included over 2000 employees. Evergreen’s consultants established a timeline to determine project milestones for the project and evaluated current employee data for each entity. Evergreen developed a classification plan, worked with the County’s Project Manager to identify and survey targets for a salary survey, to provide an External Assessment Summary based on survey results; proposed strategic positioning recommendations, and conducted a final solution analysis. Evergreen recommended procedures for implementation and the continued maintenance and administration of the new pay plans.

Evergreen Solutions was engaged with the City of Alachua to complete a Compensation Study that included all 130 City employees. Evergreen worked with the City Manager, HR Manager, and other City staff, as directed, to select entities and labor markets to be surveyed; factoring in compensation, tenure, and position. Evergreen’s consultants reviewed and delivered a modified, improved, and recommended classification and compensation plan. Evergreen also provided recommendations, and developed guidelines and methodology for assessing future compensation and classification plans to meet the City’s goal of aligning compensation ranges to achieve competitiveness in regional labor markets and internal equity. Evergreen provided training to Human Resources personnel in the administration of the proposed new system.

Evergreen Solutions was retained by the Clay County Sheriff’s Office (CCSO) to conduct a Comprehensive Classification and Compensation Study. Evergreens’ consultants assisted CCSO to implement a system that would be designed to retain current staff, attract qualified and high caliber new employees – through the use of a fair classification and compensation structure that was competitive with other neighboring counties, municipalities and cities within the same geographical area. Specific focus addressed: recruitment and retention of qualified staff as economic improvements are experienced.