Evergreen was hired by the City of Fort Morgan Police Department to conduct a Compensation Study and Analysis. The primary objectives of the study are to: ensure fair and equitable compensation relationships with the organization; maintain pay equity compliance; ensure competitiveness with the external market; create a plan to increase the salary range for each pay/grade within the market; and allow easy maintenance by City staff following implementation.
Maryland Environmental Service, MD: Compensation Study
Evergreen was hired by Maryland Environmental Service (MES) to conduct a compensation study. Evergreen will assist MES in maintaining a classification and compensation system that is current, competitive, and equitable, supporting the attraction and retention of highly qualified staff across all areas of the organization. This study will implement MES’s recently adopted Shift Differential Policy (HR 10.07) and the development of targeted incentives for ‘hard-to-fill’ roles. Evergreen will also design specialized compensation models for Fellow and Apprentice programs to ensure these initiatives are integrated into the organizational pay structure.
Brownsville Community Incentive Corporation, TX: Compensation Study
Evergreen was hired by the Brownsville Community Incentive Corporation (BCIC) to conduct a Compensation Study for eight economic development positions. Evergreen will perform the following tasks: conduct a comprehensive preliminary evaluation of the existing compensation plan(s) for BCIC; conduct an external labor market salary survey; produce a new pay plan that best meets the needs of BCIC from an external equity standpoint; slot classifications into the revised or new pay scale based on the market survey results; develop and submit draft and final report; and develop recommendations for a maintenance program.
City of Wichita Falls, TX: Compensation Study and Analysis
Evergreen was hired by the City of Wichita Falls to conduct a Compensation Study and Analysis. Evergreen will assess pay structures, compensation policies, staffing, current benchmark comparators, and support the City’s strategic goals of maintaining market-competitive and fiscally responsible compensation.
Town of North Attleborough, MA: Job Classification Study
Evergreen was hired by the Town of North Attleborough to conduct a Job Classification Study. Evergreen will evaluate the Town’s current job descriptions, organizational classifications, and compensation structures to ensure they accurately reflect the responsibilities, qualifications, and market conditions relevant to each role. The study will also assess internal equity and compliance with applicable labor laws and industry best practices for four employee groups (i.e., Steelworkers Union, AFSCME, Laborers, and non-union employees). Overall, this project represents a strategic opportunity for the Town to modernize its workforce system(s), promote transparency, and enhance recruitment, retention, and employee satisfaction.
Southwest Ohio Regional Transit Authority, OH: Compensation Study for Administrative Employees
Evergreen was hired by the Southwest Ohio Regional Transit Authority (SORTA) to conduct a Compensation Study for Administrative Employees. Evergreen will assess SORTA’s current salary structure, review internal equity and external competitiveness, and recommend updates to policies and practices.
Onslow County, NC: Personnel Study
Evergreen was hired by Onslow County to conduct a Personnel Study. Evergreen will complete the following tasks: provide a complete future staffing assessment that aligns with the County’s 5-year strategic plan and the County’s forecasted population; provide an analysis of the current services including workload, scheduling, training, service levels, etc. and detect any areas for improvement; and conduct site visits, tours, and interviews for each department.
Pinellas Suncoast Transit Authority, FL: Compensation Study Services
Evergreen was hired by the Pinellas Suncoast Transit Authority (PSTA) to provide Compensation Study Services. Evergreen will establish a sustainable compensation system which is responsive to recruitment and market shifts, allowing PSTA to attract and retain qualified, reliable, and motivated employees; place employee salaries competitively in relation to PSTA’s identified labor market; and develop consistent pay practices that comply with federal and state laws, and mirror PSTA’s commitment to the Equal Employment Opportunity.
Beach Cities Health District, CA: Compensation and Benefits Evaluation Services
Evergreen was hired by Beach Cities Health District to provide Compensation and Benefits Evaluation Services to support a comprehensive review and redesign of the District’s compensation structure and analysis of its current benefits package. Evergreen will evaluate BCHD’s current benchmark positions and benefits package against comparable organizations, and recommend an equitable, competitive, and sustainable compensation structure that aligns with BCHD’s strategic goals.
Town of Hilton Head Island, SC: Classification and Compensation Study
Evergreen was rehired by the Town of Hilton Head Island to conduct a comprehensive review and update of the Town’s classification and compensation system. Evergreen will update salary ranges to reflect competitive labor market conditions; explore alternative pay scales, including potential step systems for Uniformed Fire positions and Dispatchers; and provide tools and policies to support ongoing administration and sustainability of the system.