Category: Evergreen Solutions

Evergreen Solutions was retained by the GRTC Transit System to conduct a Compensation and Benefits Study. GRTC is a not-for-profit public service corporation jointly owned by the City of Richmond and Chesterfield County.  Evergreen conducted a wage and benefits survey of select peer organizations and made recommendations for updates to the current pay plans for GRTC.

Evergreen Solutions was retained by Skagit Transit to provide Compensation Study Services. Evergreen worked with Skagit Transit to establish a new Employee Compensation Plan based on external benchmarks through a comprehensive analysis on the existing compensation, classification, benefit and pay structure for the organization’s employees. Evergreen revised job descriptions to be more reflective of the actual duties of the position and some positions were evaluated for FLSA exempt status.

Evergreen Solutions was retained by Charleston County Aviation Authority (CCAA) to conduct a Compensation and Classification Study. Evergreen evaluated the Authority’s present salary and classification structure as compared to the relevant job market for comparable positions in comparable regions of growth, airports, as well as businesses in the private and public sectors, and assessed internal equity. Additionally, any areas for streamlining, restructuring, or further division of labor were notated, to include expected efficiencies gained from the suggested changes. The objectives of the study for CCAA were to be able to attract and retain qualified employees and to maintain a competitive position with other comparable entities within the same geographic and business area.

Evergreen was retained by TARTA to perform a Benchmark Compensation Study. Evergreen made recommendations to update and/or establish a structure in respect to compensation in accordance with the study. The purpose of this study was 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.

Evergreen Solutions was retained by the Greater Orlando Aviation Authority to conduct a Compensation, Classification, and Benefits Study. Evergreen conducted a comprehensive benefits, compensation, and position classification study, and developed recommendations and proposed options for a compensation and classification system of positions in the current organizational structure and benefits to ensure the Aviation Authority’s competitiveness

Evergreen was retained by the Louisville Regional Airport Authority (Authority) to conduct a compensation study and a classification/pay grade review of the existing pay structure for all existing positions within the Authority. Evergreen provided recommendations to ensure salaries in all positions at the Authority are internally equitable, externally competitive, and to ensure the Authority has a credible compensation and classification/pay grade structure in place that ensured positions performing similar work with essentially the same level of complexity, responsibility, knowledge, skills, and abilities are classified together that provided salaries commensurate with assigned duties.

Evergreen was retained by Victor Valley Transit Authority (VVTA) to conduct a Compensation and Benefits Study. Evergreen addressed changes in operations and staffing over the past several years to ensure that positions performing similar work with the same level of complexity, responsibility, and knowledge, skills, and abilities were classified together, and to ensure VVTA was competitive with relevant labor markets. 

Evergreen was hired by Northwest Florida Beaches International Airport to conduct a Compensation Study. Evergreen conducted a Compensation Study and provided recommendations to ensure that the District remains competitive in the marketplace and can continue to attract and retain a talented workforce at current market rates.

Evergreen Solutions was hired by Whatcom Transportation Authority (WTA) to conduct a Classification and Total Compensation Study. Evergreen performed the following tasks: evaluated the current philosophy for non-represented position; conducted a full study comparing current salaries, benefits, time off, longevity pay, premium or differential pay, hiring or incentive pay, car allowances and more to new comparators; provided reports with clearly understood variances between WTA comparable entities; and recommend actions to meet the objectives of the Board of Directors for consideration and adoption.

Evergreen was hired by the North Central Regional Transit District to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: perform an assessment of and make recommendations about the District’s current compensation plan and conduct a market study; provide recommendations for a performance increase system for represented employees; conduct a comprehensive review of the compensation ranges to ensure both external competitiveness and internal equity; conduct a comprehensive analysis of current employee benefits packages for represented employees; make recommendations for employees, related to correcting any existing internal equity and compression issues; and provide recommendations for the ongoing internal administration and maintenance of the proposed classification and compensation plan