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.
City of Robertsdale, AL: Classification and Compensation Study
Evergreen was hired by the City of Robertsdale to conduct a Classification and Compensation Study. Evergreen’s consultants will perform the following tasks: conduct meetings with supervisors and select employees to obtain relevant information and statistical data on specific compensation issues and policies; conduct a job analysis for each full-time and part-time position in the City through surveys/questionnaires and interviews/focus groups; administer and collect data from the Job Assessment Tool (JAT); develop recommendations of FLSA status for each position; conduct external market study for comparison agencies for City classifications; develop recommendations for a City wide classification and pay structure; develop recommendations for implementing City compensation policies and procedures; and update job descriptions.
City of Winston-Salem, NC: Market Compensation and Benefits Study
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.