Evergreen was hired by the City of Winston-Salem to conduct a Market Compensation and Benefits Study. This comprehensive study covers approximately 400 job classifications, representing a workforce of approximately 2,000 employees. The study will be conducted over a three-year period where Evergreen’s consultants will perform the following tasks: establish benchmarking and conduct salary surveys for similar positions with comparable local government entities; perform an in-depth evaluation of identified job classifications; recommend proper placement of job classifications within the organizational structure to maintain internal equity; conduct meetings with internal stakeholders; recommend appropriate compensation practices and strategies, and an approach for implementing the new structure; and review and update job specifications.
City of Great Bend, KS: Comprehensive Compensation Study
Evergreen was hired by the City of Great Bend to conduct a Comprehensive Compensation Study. Evergreen’s consultants will perform the following tasks: review and update the City’s existing job classification and compensation plan to ensure accurate job classification and equitable pay based on duties, complexity, and skills; address compression by maintaining fair pay differentials across responsibility levels; provide competitive salaries with regional labor markets and organizational needs; and enhance employee retention through equitable and competitive compensation practices.
Charleston County School District, SC: Job Analysis for Cabinet Positions
Evergreen was hired by the Charleston County School District to review the duties of all chief-level officers in the District to determine variability in compensation based on responsibilities. Evergreen will survey the market to determine the salary ranges paid for those positions by comparable school districts.
Richmond Metropolitan Transportation Authority, VA: Compensation Study
Evergreen was hired by the Richmond Metropolitan Transportation Authority (RMTA) to conduct a Compensation Study. Evergreen’s consultants will perform the following tasks: establish a compensation philosophy; benchmark pay ranges for RMTA positions against like positions in the marketplace; conduct a job evaluation analysis to determine the relative internal worth of RMTA positions; recommend a job evaluation system or process that can be utilized by the RMTA to maintain the recommended classification and compensation plan; identify any disparities between the recommended plan and current actual salaries; and identify any internal equity issues and recommend solutions.
Daniel Boone Regional Library, MO: Classification and Compensation Study
Evergreen was hired by the Daniel Boone Regional Library (DBRL) to conduct a Classification and Compensation Study for its 180 employees across 63 classifications. Evergreen’s consultants will perform a comprehensive job analysis of each job class within DBRL to determine whether current pay grade levels for all positions are still appropriate. Evergreen’s consultants will also conduct comprehensive market salary survey to ensure the current pay plan and structure possesses external equity and labor market competitiveness.
Staunton City Schools, VA: Classification, Compensation, and Benefits Study
Evergreen was hired by Staunton City Schools to conduct a Classification, Compensation, and Benefits Study for its 604 full and part-time employees. Evergreen will determine whether SCS’ salaries and benefits plans are competitive with their peers as well as determine whether the current classification structure represents the appropriate hierarchy of jobs with SCS.
City of Fairhope, AL: Classification and Compensation Study
Evergreen was hired by the City of Fairhope to conduct a Classification and Compensation Study. The objectives of this study are to implement a compensation structure that ensures internal and external equity. Evergreen will establish a classification system that accurately defines the duties and qualifications for each job and will provide a performance-based pay plan and a long-term maintenance program. Evergreen’s consultants will perform the following tasks: conduct a thorough job analysis for all positions through employee questionnaires and interviews; draft updated job descriptions; execute a comprehensive market wage and benefit survey; assign classifications to pay grades and identify solutions for pay compression; and train City staff to manage the new recommended system.
Town of Haymarket, VA: Compensation and Classification Study
Evergreen was hired to provide a Compensation and Classification System with a Market Study to the Town of Haymarket. The Town aims to update its current classification and compensation system by applying recognized best practices in compensation management and design, while ensuring compliance with all applicable federal and state laws. To achieve these goals, Evergreen will perform the following tasks: plan the project based on the Town’s organizational structure and needs; conduct communication sessions with compensation study liaisons; produce job/position description questionnaires; conduct a comprehensive salary survey and analyze the Town’s standard benefits package along with fringe benefits; develop a new or revised pay structure; and implement a system to track and monitor comparative compensation for Town positions relative to the greater DMV region/Northern Virginia.
Madison Metropolitan School District, WI: Comprehensive Compensation and Classification Study
Evergreen was hired by the Madison Metropolitan School District to conduct a Comprehensive Compensation and Classification Study. This study includes 2,200 part-time staff, 2,664 teachers, 141 administrators, and 1,382 support personnel in 457 unique job titles. Evergreen’s consultants will perform the following tasks: review existing compensation structures and salary schedules; identify horizontal and vertical compression within and across employee groups; recommend compression corrections, if needed; conduct a market competitiveness analysis using relevant market data; review and validate job classifications, including title alignment, scope, job evaluation, and salary grade assignments; identify opportunities to redesign job groupings and salary schedules; and develop a districtwide compensation philosophy to guide future pay practices.
Ector County, TX: Job Analysis and Evaluation
Evergreen was hired by Ector County to conduct a Job Analysis and Evaluation. Evergreen’s consultants will perform the following tasks: conduct a kick-off meeting with County staff and management to discuss the objectives and scope of the study; analyze existing job descriptions and provide recommendations for updates or improvements, as needed; update and develop relevant job evaluation policies and procedure manuals, incorporating best practices; propose a compensation philosophy and guidelines to support future roles and remuneration decisions; and provide training to the People and Culture team on job evaluation methodologies, grading systems, pay structures, and benefits administration.