Evergreen was hired by the Town of Vail to provide Compensation Consulting Services. Evergreen’s consultants will perform the following tasks: provide a job classification and data review; conduct a market compensation for non-emergency and emergency positions; conduct an internal equity analysis; develop a new salary structure; update class descriptions; provide a multi-year implementation plan; and provide training to Human Resources staff.
Port of Bellingham, WA: Compensation Study
Evergreen was hired by the Port of Bellingham (POB) to conduct a Compensation Study for its non-represented employees. Evergreen will conduct a benchmark salary survey to determine whether pay at POB is competitive in the market.
City of Berkeley, CA: Classification and Compensation Studies and Desk Audits
Evergreen was hired by the City of Berkely to conduct a Classification and Compensation Studies and Desk Audits for select departments. Evergreen’s consultants will perform the following tasks: conduct research and analysis for compensation data across various public agencies; develop and provide guidance on new and revised job class specifications by collaborating with departments and HR; recommend appropriate pay structures for new and revised classifications based on market data and internal equity; perform position evaluations (desk audits) and formulate reports with findings and recommendations; conduct salary surveys and analyze survey data to assess internal and external pay competitiveness; create compensation philosophy; and identify, develop, and recommend improvements to workplace policies and procedures.
City of Gaithersburg, MD: Staffing Assessment
Evergreen was hired by the City of Gaithersburg to conduct a staffing assessment. The goal of this study is to ensure staffing resources are effectively aligned with service demands, strategic priorities, and long-term sustainability. Evergreen’s consultants will perform the following tasks: review the City’s organizational charts, department budgets, strategic plans, job descriptions, and performance reports; gather and review quantitative and qualitative data related to current staffing levels, FTE allocations, job classifications, and workload indicators; conduct interviews or focus groups with department heads and key personnel to understand operational needs, service delivery models, and areas of concern; identify metrics or operational data that reflect workload (e.g., call volume, cases processed, permits issued, inspections completed); evaluate the current organizational structure, span of control, supervisory ratios, and distribution of responsibilities; identify inefficiencies, service gaps, duplication of effort, or opportunities for process improvement; compare staffing levels and structures with similar sized municipalities providing comparable services; project future staffing needs; provide recommendations at both the department and organizational level regarding optimal staffing levels, reallocation of resources, or organizational restructuring; and present findings to City leadership and elected officials.
City of Lakeland, FL: General Employee Wage Study
Evergreen was hired by the City of Lakeland to conduct a General Employee Wage Study. The goal of this study is to evaluate the competitiveness of the City’s compensation levels by comparing the minimum, midpoint, and maximum salaries for non-bargaining classifications with those with similar roles in peer organizations.
City of Houston, TX: City-Wide Total Compensation Study
Evergreen was hired by the City of Houston to conduct a City-Wide Total Compensation Study. The study targets employees within five key areas: Municipal Court Department (MCD), Houston Police Department (HPD), Houston Fire Department (HFD), Houston Airport System (HAS), and Houston Public Works (HPW). Evergreen’s consultants will perform the following tasks: gather and analyze market data on compensation and benefits (including retirement, health, and time-loss benefits); identify any pay compression in the current pay plans; conduct a salary study for the Houston Airport System (HAS) compared to other large airports; conduct a comprehensive job classification and salary study for Houston Public Works (HPW) to assess the proper the classification of positions, identify career ladder growth, and determine external competitiveness, and update job descriptions. In the end, Evergreen will provide a comprehensive final report containing methodologies, survey diagnostics, executive summaries, and comparative findings for all included departments.
City of Farmington, NM: Compensation and Classification Study
Evergreen was hired by the City of Farmington to conduct a Comprehensive Compensation and Classification Study. Evergreen’s consultants will perform the following tasks: develop a compensation philosophy that addresses salary compression, hiring practices, and incentives; conduct a job analysis to assess the classification and alignment of positions across departments and recommend adjustments as appropriate; identify relevant public-sector labor markets and conduct a compensation survey; evaluate the City’s pay structure and design a revised salary structure, including pay grades and implementation strategies; evaluate retirement benefits within the identified labor markets; review job rankings and incumbent placements to ensure internal equity and market competitiveness; prepare financial cost analyses for the recommended changes; and provide training to City staff for ongoing administration and maintenance of the compensation program.
Butler County Community College, PA: Salary Evaluation and Compensation Structure Analysis
Evergreen was hired by Butler County Community College (BC3) to provide Comprehensive Salary Evaluation and Compensation Structure Analysis Services. The purpose of this study is to establish equitable and competitive pay ranges for all college positions through an analysis of internal job structures and external market data. Evergreen’s consultants will perform the following tasks: assess the competitiveness of BC3’s compensation relative to appropriate higher-education and regional labor markets; evaluate internal equity and position alignment across all departments and job classifications; recommend updated pay structures that support BC3’s workforce needs, recruitment strategies, and retention priorities; recommend a salary range (minimum to maximum) for each position or classification; and provide written documentation outlining the methodology, data sources, and recommendations.
City of Conway, SC: Employee and Pay Classification Study
Evergreen was hired by the City of Conway to conduct an Employee Classification and Compensation Study. The purpose of this study is to address changes in the City’s operations and staffing. Evergreen’s consultants will ensure positions performing similar work with essentially the same level of complexity, responsibility, 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 differential between individual classes; and determine whether salaries are competitive in the market with comparable government entities and private employers.
Town of Leland, NC: Classification and Compensation Study
Evergreen was hired by the Town of Leland to conduct a Classification and Compensation Study. Evergreen’s consultants will perform the following tasks: conduct a compensation study of the Town’s positions to identify pay adjustments necessary based on the labor market; review the current classification of positions ensuring market competitiveness and internal equity; and provide recommendations that will assist the Town’s ability to assess future needs effectively.