Evergreen was hired by the Town of Hanover to conduct a Classification, Compensation, and Benefits Study. Evergreen’s consultant will perform the following tasks: identify whether there is any existing compression within the current pay plan; conduct a job analysis to determine the appropriate hierarchy of jobs and their internal worth within the organization; conduct a salary and benefits survey to determine whether the Town’s salaries and benefits are competitive in the market. In the end, evergreen will provide recommendation on how the Town should move forward to better recruit and retain a talented workforce by maintaining internal and external equity.
City of Portland, ME: Classification and Pay Study
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.
DeKalb County, GA: Classification and Compensation Study
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.
Town of Southern Pines, NC: Comprehensive Total Compensation Study
Evergreen was hired by the Town of Southern Pines to conduct a Comprehensive Total Compensation Study. Evergreen reviewed job descriptions; conducted a comprehensive external benchmark pay analysis; completed an internal salary relationship and pay equity analysis; and identified problem areas including starting pay, compression, inequitable opportunities for pay progression and recommend salary/pay policy adjustments for existing employees.
San Luis Obispo Regional Transit Authority, CA: Classification and Compensation/Benefits Study
Evergreen was hired by San Luis Obispo Regional Transit Authority (RTA) to conduct a Classification and Compensation/Benefits Study in two phases. In Phase I, Evergreen completed the following tasks: reviewed current job descriptions and classifications for compliance with state laws such as the California Equal Pay Act; recommended updates to job descriptions, education and minimum job requirements to ensure uniformity of positions within classification groups; developed a draft recommended classification structure reflecting RTA’s overall classification and compensation strategy; allocated all employees within the scope of the study to appropriate exempt or non‑exempt status under the Fair Labor Standards Act; updated classification specifications and job descriptions as needed to reflect current duties, essential job functions, and physical requirements; presented the final classification recommended for each position; and provided implementation training to the Human Resources Officer.
In Phase II, Evergreen completed the following tasks: conducted a comprehensive total compensation survey using job duties and responsibilities from RTA’s classification specifications; performed internal base salary relationship analysis and develop guidelines for internal salary relationships; developed external competitive and internal equitable salary recommendations for each classification; assigned salary ranges to each classification based on market survey results and internal relationship analysis; identified benefit programs offered by surveyed agencies including employee and executive benefits; assisted in developing a strategy for implementing the compensation recommendations and plan; provided a standard process for making salary offers to new hires and for approving promotional adjustments based on fair and lawful factors; presented survey results; provided recommendations for updating RTA’s classification and compensation plans.
Petersburg City Schools, VA: Classification and Compensation Study
Evergreen was hired by Petersburg City Public Schools to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: review the existing compensation and classification system, hold supervisor interviews and employee focus groups, develop recommendations of FLSA (exemption) status based on results of the job evaluation (JAT) review and federal requirements, conduct an external labor market salary assessment, conduct a solution analysis, develop recommendations for compensation administration, and provide revised class descriptions.
Town of Mount Pleasant, SC; Wage Study
Evergreen was retained by the Town of Mount Pleasant to conduct a Wage Study. Note: Evergreen was previously hired in 2017 to conduct a Wage and Compensation Study, Benefits Survey, and Evaluation Process.
City of Palm Springs, CA; Comprehensive Classification and Compensation Study
Evergreen was retained by the City of Palm Springs to conduct a Comprehensive Classification and Compensation Study. The objectives of this study are to: attract and retain qualified employees by ensuring compensation is competitive within the market; ensure positions with similarity in complexity, responsibility, knowledge, skills, and abilities are classified together; provide salaries in proportion with assigned duties; ensure that promotional opportunities are clearly defined and provide recognizable compensation growth; offer justifiable pay differential between individual classes; maintain competitive salaries and benefits in comparison to other regional government entities; and offer recommendations as to how the City can better align its compensation system with industry best practices where applicable.
Harford County, MD; Classification and Compensation Study and Time Use Study
Evergreen was retained by Harford County to conduct a Classification and Compensation Study for the County’s 1,200 full-time employees. The purpose of this study is to address changes in the County’s operations and staffing. The objectives of this study are to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries matching with assigned duties; clearly outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic area proposed by the consultant with consideration from the County; and implement strategies to improve efficiency, streamline processes, optimize productivity.
City of Jacksonville Beach, FL: Pay and Classification Study
Evergreen was hired by the City of Jacksonville Beach to conduct a Pay and Classification Study. Evergreen will perform the following tasks: conduct a comprehensive survey of public and private labor markets; conduct a pay compression analysis for all positions; recommend the assignment of each classification to a pay grade; provide appropriate adjustments to account for regional cost of living variations; recommend any additional pay incentives and supplements; and conduct a comparison of existing benefits with market data. Note: Evergreen was previously hired in 2019 to conduct a similar study.