Ector County, TX: Job Analysis and Evaluation

Evergreen was hired by Ector County to conduct a Job Analysis and Evaluation. Evergreen’s consultants will perform the following tasks: conduct a kick-off meeting with County staff and management to discuss the objectives and scope of the study; analyze existing job descriptions and provide recommendations for updates or improvements, as needed; update and develop relevant job evaluation policies and procedure manuals, incorporating best practices; propose a compensation philosophy and guidelines to support future roles and remuneration decisions; and provide training to the People and Culture team on job evaluation methodologies, grading systems, pay structures, and benefits administration.

Oakland Community College, MI: Employee Compensation Study

Evergreen was hired by Oakland Community College to conduct an Employee Compensation Study. Evergreen will conduct three separate compensation studies. Study 1 will include AFSCME Classified Union employees; Study 2 will include Non-Union Administrative/Management employees; and Study 3 will include Teamsters Union Classifications as determined by the College. Evergreen will also provide additional consulting services consisting of reviewing and offering recommendations to implement a performance/merit based annual raise process for non-union employees.

City of Lakeville, MN: Compensation Study

Evergreen was hired by the City of Lakeville to conduct a Comprehensive Compensation Study for the City of Lakeville. The primary objective of this project is to ensure that the City’s employee compensation structure remains competitive within its market peers while upholding internal equity and consistency across job classifications. Evergreen will perform the following tasks: identify appropriate and comparable public-sector market peers; evaluate pay relationships between classifications to ensure fair and consistent internal alignment; develop or refine a compensation philosophy; suggest policies or frameworks for reviewing individual employee salaries outside of the normal study cycle; and assist the City with integrating recommendations into the City’s pay plan and HR policies.

Hudson Valley Community College, NY: Salary and Compensation Study

Evergreen was hired by Hudson Valley Community College to conduct a Salary and Compensation Study. The goals of the study are to produce actionable recommendations that will ensure internal equity and external competitiveness, compliance with applicable laws and agreements, alignment with regional community colleges of comparable size and curriculum offerings as well as the College’s strategic goals and budget. 

City of Fort Morgan, CO: Compensation Study and Analysis for Fort Morgan Police Department

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 Improvement 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 performed the following tasks: conducted a comprehensive preliminary evaluation of the existing compensation plan(s) for BCIC; conducted an external labor market salary survey; produced a new pay plan that met the needs of BCIC from an external equity standpoint; slotted classifications into the revised or new pay scale based on the market survey results; developed and submitted a draft and final report; and developed 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.