Category: Featured

Evergreen was hired by Perquimans County to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: evaluate the existing compensation and classification system; interview department and County Commissioners to obtain relevant information/data on specific compensation issues and policies; identify the classification of existing positions utilizing the approved method for job evaluation; develop recommendations of FLSA (exemption) status based on the results of the JAT review and federal requirements; conduct a salary survey; determine the proper pay plan/structure for positions using the 50th and 60th percentiles (including County Commissioner positions); develop recommendations and guidelines for the continued administration and maintenance of the compensation system; and update existing class descriptions. 

Evergreen was hired by Clark County to update job descriptions for all County positions apart from elected officials. Evergreen will evaluate current job descriptions; engage with employees to complete new position analysis questionnaire(s) to gather up-to-date information; evaluate jobs and standardize titles that work with Workday/HRIS administration (record management) and workforce planning; build a consistent accessible approach of levels, functions, and families; and create a framework that enables employees and managers to be able to have career conversations around current and future skills and career growth. 

Evergreen was hired by the Town of Hanover to conduct a Classification, Compensation, and Benefits Study. Evergreen will complete the following tasks: review existing compensation plan(s); interview department heads and hold focus groups with employees to obtain information on compensation issues and policies; administer JAT and MIT; recommend classification changes; conduct a external labor market salary and benefits survey; produce a revised or new pay scale that best meets the needs of the Town from an internal and external equity standpoint; create implementation solutions for consideration that take into account the current position of the Town; develop a communication plan for sharing study results with employees; and develop recommendations and guidelines for continued administration and maintenance of the compensation system.  

Evergreen was hired by the City of Portland to conduct a Classification and Pay Study. Evergreen will conduct the study in two phases. Phase One will focus on engaging stakeholders in defining a refined compensation philosophy and guiding the City in establishing a new pay philosophy; creating a pay plan(s) that balances internal equity and external competitiveness; enabling salary progression over an employee’s career to support retention; and ensuring compensation for non-union employees is thoughtful, competitive, and equitable. Phase Two will involve developing a comprehensive performance evaluation program for non-union staff, tied to a merit bonus incentive system.

Evergreen was hired by DeKalb County to conduct a classification and compensation study. Evergreen will achieve the following objectives: develop and implement a modern, equitable, legally defensible, and competitive compensation system to increase employee value proposition; develop a streamlined and consistent classification system that promotes equity and clarity across all departments; establish a competitive salary structure that reflects current market conditions and supports the County’s ability to attract and retain a highly skilled workforce; enhance opportunities for employee growth by defining clear career pathways and promotional opportunities; address pay compression and other disparities to foster a fair and productive work environment; ensure compliance with all relevant federal, state, and local regulations to maintain a legally defensible compensation framework; design a compensation structure that balances competitiveness with fiscal responsibility and sustainability to support long-term organizational objectives; conduct a thorough analysis of the County’s current job classifications and compensation structures to identify areas for improvement; develop a comprehensive job evaluation system that considers factors such as job complexity, required skills, and responsibilities; provide recommendations for a transparent and adaptable compensation system that aligns with industry best practices; and establish mechanisms for ongoing evaluation and updates to the classification and compensation systems to ensure continued relevance and competitiveness.

Evergreen was hired by Clark County to update job descriptions for all County positions apart from elected officials. Evergreen will evaluate current job descriptions; engage with employees to complete new position analysis questionnaire(s) to gather up-to-date information; evaluate jobs and standardize titles that work with Workday/HRIS administration (record management) and workforce planning; build a consistent accessible approach of levels, functions, and families; and create a framework that enables employees and managers to be able to have career conversations around current and future skills and career growth.