Evergreen is retained by the Oconee County to conduct a Classification, Compensation, and Time Use Study. Evergreen will perform the following services: provide for a comprehensive evaluation of every job within the County to determine relative worth within the organization for internal equity and for the establishment of pay ranges and progressions within the ranges; review all current job classifications, confirm, and recommend changes to hierarchical order of jobs using proposed evaluation system; recommend revision of policies and procedures related to compensation; establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable municipalities as required; identify potential pay compression issues and provide potential solutions; analyze and recommend changes to the present compensation structure to meet market analysis. This recommendation may include recommendations for individual positions as well; evaluate how employees allocate their time during working hours and identify where time maybe wasted or where productivity can be enhanced; provide recommendations for guidelines, vehicles and tools for classification and compensation structure. The consultant will design guidelines for progression within job classifications; outline transition strategy and develop strategies for maintaining internal equity and market competitiveness over time; and assist the County in assessing financial impacts to achieve market parity and potential inequities.
Evergreen Solutions is retained by the City of Clemson to conduct a Classification and Compensation Study and Staffing Study. Evergreen will review the existing classification and compensation plan to ensure that all positions within the City are internally equitable and externally competitive. The objective is to have a creditable Classification and Compensation Plan that ensures positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities are classified together; provides salaries commensurate with assigned duties and provides recognizable compensational growth, provides justifiable pay differential between individual classes, and maintains currency with relevant labor markets. The end product of the study will include recommendations for the following: a classification schedule, job descriptions, a wage comparison with comparable cities/towns and a compensation plan.
The Staffing Study will document and review existing operations of the City through a collection of Key Performance Indicators (KPIs) and other outcome-related data. Evergreen will develop and collect the staffing and outcome survey and will analyze peer data to determine the relevant staffing range for each department/function, service, and level. Evergreen will review the results collected and develop recommendations that identify all gaps between the current and desired staffing by level and functional area of the City.
Evergreen Solutions is retained by Genesee County to conduct a Total Compensation Study. Evergreen will perform the following tasks:
- establish appropriate benchmarking standards and conduct salary surveys for similar positions with comparable municipalities and private employers within the same geographic area as required;
- develop and conduct a comprehensive compensation and benefits survey;
- analyze and recommend any changes to the current fringe benefits, wages, and salary structures in order to become or remain competitive with comparable municipalities and private employers within the same geographic area; and
- provide an estimate of future adjustments, in the next 1-3 years, to maintain a competitive position with other comparable municipalities and private employers within the same geographic area.
Evergreen is retained by the City of Minneapolis Public Works Department to conduct a Compensation and Classification Study for Engineering Titles. Evergreen’s analysis will address the following: effectiveness of the current classification titles and salary structure; pay equity for comparable classification titles located both individually and organizationally across multiple Public Works divisions specifically analyzing each position’s job description, title, and pay; competitiveness of current salary ranges to other comparable public and private employers in the region; identification of essential job functions; FLSA designations; and mapping career growth based on vertical, lateral and cross-functional roles.
Evergreen Solutions is retained by the City of Manchester to conduct a Classification and Total Compensation Review. Evergreen will complete the following objectives to achieve City goals:
- Job Analysis, Update, and Evaluation;
- Comprehensive Wage, Benefits, and Paid Time Off Market Surveys and Comparison;
- Develop Philosophy and Communication;
- Revise Performance Assessment/ Evaluation System;
- Tools and Training; and
- Recommendations and Reports.
Evergreen is retained by TARTA to perform a Benchmark Compensation Study. Evergreen will make recommendations to update and/or establish a structure in respect to compensation in accordance with the study. The purpose of this study is to review TARTA’s existing compensation plan as well as to conduct a comprehensive benchmark market study to ensure that all positions within TARTA are internally equitable and externally competitive.
Evergreen is retained by Mariposa County to conduct a Compensation Study. Our duties will be to: meet together with the labor Unions and Human Resources to discuss this compensation survey and, to the extent possible, discuss and agree upon comparable counties and additional classifications for evaluation; evaluate existing job families and/or establish new job families to ensure consistency; evaluate the comparable market (total comp, including salary and benefits) for each above listed classification; conduct routine progress meetings with Human Resources and the County Administrative Officer; evaluate internal equity relationships, with a specific focus on compaction, and suggest salary adjustments as appropriate; determine whether the Deputy Clerk of the Board II should be aligned for salary purposes with the Executive Assistant; evaluate whether the HHSA Program Assistant should be aligned for salary purposes with the HHSA Eligibility Specialist; produce and deliver a final report detailing all classifications and families and their place in the comparable market, specifically highlighting ones that are not aligned with the job market; and present the final report to the Board of Supervisors.
Evergreen Solutions is again retained by the City of Albuquerque to provide Classification and Compensation Consulting Services. Evergreen’s consultants will perform the following tasks: develop new classification and compensation structure (job families, pay plans, grades, steps as applicable) including recommendations for movement within structure; conduct a benchmarking analysis for placement of jobs within the new structure; assess and provide recommendations associated with Premium Pay programs including but not limited to hiring incentives, seniority-based pay (longevity pay), shift differential, etc.; recommend resources needed to manage compensation program into future (i.e., technology and human capital); review and update job descriptions to accurately reflect essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; ensure position descriptions are in full compliance with all applicable federal, state, local statutes and regulations, including the Fair labor Standards Act (FLSA) exemption status and Americans with Disabilities Act (ADA); and ensure position descriptions are assigned within the classification system, reflecting equitable placement between various position responsibilities; provide a scoring mechanism for the placement of those positions in the classification system and a recommendation on updates thereafter.
Evergreen Solutions is retained by the City of Atlanta to conduct a Classification and Compensation Study. The primary objectives of the study are to: ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; 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 similar geographic areas who are providing comparable and equivalent services.
Evergreen Solutions was retained by the City of Camarillo to conduct a Comprehensive Classification and Compensation Study. The study assessed the current classification schedule and pinpointed needed changes in job duties, titles, salaries, and benefits. The study also addressed the internal relationships within the organization to help determine proper equity in the classification and compensation system and helped determine whether the existing salary and compensation schedule was competitive and consistent with comparable employers. In the end, Evergreen provided a defensible and technically sound basis for compensating employees within the City. Evergreen also evaluated the City’s current pay for performance plan and provided alternative compensation recommendations, including Cost of Living Arrangement structures. 10 single job audits were conducted.