Category: Evergreen Solutions

Evergreen was engaged with Northern Arizona Intergovernmental Public Transportation Authority (NAIPTA) to provide Wage Compensation Study Services. The wage compensation study services provided to NAPITA included: an evaluation of NAIPTA’s current compensation system; a market salary survey of peer organizations determined by characteristics such as size of the organization, geographic proximity to the Flagstaff area, economic and budget characteristics, and other demographic data; strategic positioning recommendations based the compensation philosophy and market salary data gathered; and recommendations for the continued administration by NAPITA to sustain the recommended compensation plan.

Evergreen was hired by the Davidson Transit Organization (DTO) in Nashville to provide an in-depth analysis of its compensation plan including an evaluation of market competitiveness and compensation structure applicable to administrative exempt and non-exempt staff (120 positions).  This study included a review of current compensation practices and the development of a compensation philosophy, defining the appropriate labor market to which DTO should be compared, 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 the provision of recommendations to assist with implementation.  Note: Evergreen was again hired by the DTO to conduct a Compensation Salary Study Review.

Evergreen Solutions was engaged with the City of Raleigh to review the organizational structure of the Transportation Planning service unit.  For this review, Evergreen consultants: reviewed the overall organizational structure of the Transportation Planning service unit; met with and gain an understanding of the team members in the service unit; determined whether the current organizational structure best met the needs of the service unit; and made recommendations on how to improve the organizational structure to enhance efficiency and effectiveness.

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.