Evergreen was hired by Manatee County to conduct a Staffing and Headcount Study for the County’s IT Department.
Florida Municipal Power Agency, FL: Human Resources Compensation Study
Evergreen was hired by Florida Municipal Power Agency (FMPA) to conduct a Human Resources Compensation Study. Evergreen will review FMPA’s compensation plan, conduct a market salary survey to determine external equity, make recommendations for improvements to the current pay plan, review job descriptions to ensure internal equity, and assist in updating job descriptions based on findings from the job analysis and market survey.
Town of Chapel Hill, NC: Compensation Study and Pay Equity and Representative Analysis
Evergreen was hired by the Town of Chapel Hill to conduct a Compensation and Pay Equity and Representative Analysis. Evergreen will conduct the following tasks: perform a review of the existing classification plan; simplify and reduce the number of job descriptions and align all jobs into job families with similar roles and functions; build career progression ladders; prepare pay progression ladders and progression opportunities; perform a market salary range study; and draft a compensation philosophy and review and revise pay policies.
Richmond Public Schools, VA: Classification and Compensation Study
Evergreen was hired by the Richmond Public Schools to conduct a Classification and Compensation Study.
Polk State College, FL: Faculty Compensation Study
City of High Point, NC: Classification and Compensation Study
Evergreen Solutions was hired by the City of High Point to conduct a Classification and Compensation Study. The aim of this study is to ensure equitable and competitive salaries for all City employees while also establishing a clear and consistent job classification structure. Evergreen will assist the City in attracting and retaining top talent, enhancing employee satisfaction, and improving the overall effectiveness of the City.
Whatcom Transportation Authority, WA: Classification and Total Compensation Study
Evergreen Solutions was hired by Whatcom Transportation Authority (WTA) to conduct a Classification and Total Compensation Study. Evergreen will perform the following tasks: evaluate the current philosophy for non-represented position; conduct a full study comparing current salaries, benefits, time off, longevity pay, premium or differential pay, hiring or incentive pay, car allowances and more to new comparators; provide reports with clearly understood variances between WTA comparable entities; and recommend actions to meet the objectives of the Board of Directors for consideration and adoption.
City of Crescent City, CA: Comprehensive Compensation Study
Evergreen Solutions was hired by the City of Crescent City to conduct a Comprehensive Compensation Study. Evergreen will perform a comprehensive review of the City’s current compensation and classification system which includes: reviewing job descriptions; identifying and making recommendations for directly comparable and competitive agencies; completing an internal salary relationship analysis; developing externally competitive and internally equitable salary recommendations for each class; and developing an implementation plan for the study results.
Superior Court of California, County of Imperial, CA: Classification and Compensation Study
Evergreen Solutions was hired by the Superior Court of California – County of Imperial to conduct a Classification and Compensation Study. Evergreen will review current classifications; conduct a comprehensive review of the compensation ranges to ensure both external and internal competitiveness and internal equity; and recommend salary ranges for base pay for each classification.
Gulf Coast State College, FL: Classification and Compensation Study
Evergreen is retained by Gulf Coast State College to conduct a Classification and Compensation Study. Evergreen will conduct a comprehensive benchmark market compensation analysis, applying local market factors, of all college positions with comparable public higher education institutions within and outside of the Florida College System, as well as applicable private/public sector competitors based not only on job titles, but duties and responsibilities; create a competitive, market-based compensation structure for the College; create policies for pay administration to ensure fairness and consistency across the College; develop an ongoing maintenance of the College’s classification and compensation program; evaluate and update the existing salary structure based on the results of the compensation study plus job duties and responsibilities; and review and update current job descriptions and recommending appropriate revisions.