Category: Featured

Evergreen Solutions is retained by the City of Camarillo to conduct a Comprehensive Classification and Compensation Study. The study will assess the current classification schedule and pinpoint needed changes in job duties, titles, salaries, and benefits. The study will also address the internal relationships within the organization to help determine proper equity in the classification and compensation study and will also help determine whether the existing salary and compensation schedule is competitive and consistent with comparable employers. In the end, Evergreen will provide a defensible and technically sound basis for compensating employees within the City. Evergreen will also evaluate the City’s current pay for performance plan and provide alternative compensation recommendations, including Cost of Living Arrangement structures.  Up to 10 single job audits will also be conducted.

Evergreen Solutions is retained by the City of Rocky Mount to conduct a Classification and Compensation Study.  Evergreen’s consultants will conduct a comprehensive salary study of appropriate public and private sector organizations as well as non-profits and utilities to determine whether the City’s salaries, benefits and wages are competitive within the appropriate job market and will review the effectiveness of the City’s overall compensation system.  Evergreen will further review the City’s salary structure and pay plan to ensure the City can support recruitment and retention of employees more effectively and will review the accuracy of position titles and descriptions regarding unique characteristics of the position, essential job functions, minimum qualifications, working conditions, licensing requirements, on-call requirements, and supervisory requirements, etc.  Evergreen will also provide an analysis of the existing internal hierarchy and internal career ladders where appropriate and assist the city with efforts to more fully develop and clearly outline job progression opportunities and provide recognizable compensation growth. In the end, Evergreen will develop and present final recommendations and implementation plan including impact of implementing recommended adjustments to current salaries both immediately and in the future.

Evergreen Solutions is engaged with Dare County to conduct a Classification and Compensation Study. Evergreen’s consultants will conduct a comprehensive evaluation of every job to determine relative worth within the County (internal equity), placement in the organizational structure, and to establishment appropriate pay ranges. Evergreen will further establish appropriate benchmarking standards to include a comparison and analysis of salaries and benefits of like or similar jobs (external equity) of comparable local governments and private employers in various markets for which the County competes for labor supply.

Evergreen Solutions is engaged with the City of Clarksville to provide Compensation and Classification Consulting Services.  Evergreen will review the City’s current compensation plan, gather necessary salary data from comparable organizations within a 200-mile radius.  Evergreen will further evaluate the City’s current classification positions, gather necessary employee information using a combination of job analysis questionnaires as well as supervisor and employee interviews to determine whether individuals are appropriately classified.  Evergreen will further update job descriptions and make FLSA determinations.

Evergreen Solutions is engaged with McLean County to conduct a Compensation Study and Analysis.  Evergreen’s consultant will perform a comprehensive, valid and reliable job analysis/evaluation of each job class within the County to determine if the current pay grade levels for all classified and appointed positions are still appropriate and will conduct a comprehensive wage and benefits survey(s) for the purpose of ensuring that the County pay plans/pay structures and benefits possess external equity and labor market competitiveness.  In the end, Evergreen will develop a maintenance program to address the need for new job analysis/evaluation (including pay grade recommendation), creation of new job description(s), and the continued maintenance of the Pay Classification Plans.