Category: Local Government Projects

Evergreen was hired by the City of Helotes to provide Wage and Compensation Consulting Services. Evergreen’s consultants will perform the following tasks: analyze and update the City’s pay structures, benefits, and job roles for approximately 97 civilian and non-civilian employees; establish a formal compensation philosophy; perform a detailed internal equity and compression analysis to eliminate pay disparities; update job descriptions to ensure FLSA compliance; evaluate the competitiveness of existing health and supplemental benefits; design clear step and grade plans that outline justifiable progression opportunities; develop performance management recommendations for merit-based adjustments; assess supplemental pay structures (such as certifications and stipends); and deliver actionable implementation tools for future positions and career ladders.

Evergreen was hired by the City of Colville to conduct a Salary Survey Comparison Study and Equity Analysis. Evergreen’s consultants will review the City’s current compensation resolutions, policies, and practices to gain a thorough understanding of the current compensation program for staff; conduct focus groups with staff; review job descriptions/duties to evaluate the current classification structure; conduct a market salary analysis; and develop an internally equitable, market-based salary structure, including ranges, steps, longevity, education, vacation, and COLA.

Evergreen was hired by the City of Gaithersburg to conduct a staffing assessment. The goal of this study is to ensure staffing resources are effectively aligned with service demands, strategic priorities, and long-term sustainability. Evergreen’s consultants will perform the following tasks: review the City’s organizational charts, department budgets, strategic plans, job descriptions, and performance reports; gather and review quantitative and qualitative data related to current staffing levels, FTE allocations, job classifications, and workload indicators; conduct interviews or focus groups with department heads and key personnel to understand operational needs, service delivery models, and areas of concern; identify metrics or operational data that reflect workload (e.g., call volume, cases processed, permits issued, inspections completed); evaluate the current organizational structure, span of control, supervisory ratios, and distribution of responsibilities; identify inefficiencies, service gaps, duplication of effort, or opportunities for process improvement; compare staffing levels and structures with similar sized municipalities providing comparable services; project future staffing needs; provide recommendations at both the department and organizational level regarding optimal staffing levels, reallocation of resources, or organizational restructuring; and present findings to City leadership and elected officials.

Evergreen was hired by the City of Lakeland to conduct a General Employee Wage Study. The goal of this study is to evaluate the competitiveness of the City’s compensation levels by comparing the minimum, midpoint, and maximum salaries for non-bargaining classifications with those with similar roles in peer organizations.

Evergreen was hired by the City of Houston to conduct a City-Wide Total Compensation Study. The study targets employees within five key areas: Municipal Court Department (MCD), Houston Police Department (HPD), Houston Fire Department (HFD), Houston Airport System (HAS), and Houston Public Works (HPW). Evergreen’s consultants will perform the following tasks: gather and analyze market data on compensation and benefits (including retirement, health, and time-loss benefits); identify any pay compression in the current pay plans; conduct a salary study for the Houston Airport System (HAS) compared to other large airports; conduct a comprehensive job classification and salary study for Houston Public Works (HPW) to assess the proper the classification of positions, identify career ladder growth, and determine external competitiveness, and update job descriptions. In the end, Evergreen will provide a comprehensive final report containing methodologies, survey diagnostics, executive summaries, and comparative findings for all included departments.

Evergreen was hired by the City of Farmington to conduct a Comprehensive Compensation and Classification Study. Evergreen’s consultants will perform the following tasks: develop a compensation philosophy that addresses salary compression, hiring practices, and incentives; conduct a job analysis to assess the classification and alignment of positions across departments and recommend adjustments as appropriate; identify relevant public-sector labor markets and conduct a compensation survey; evaluate the City’s pay structure and design a revised salary structure, including pay grades and implementation strategies; evaluate retirement benefits within the identified labor markets; review job rankings and incumbent placements to ensure internal equity and market competitiveness; prepare financial cost analyses for the recommended changes; and provide training to City staff for ongoing administration and maintenance of the compensation program.

Evergreen was hired by the City of Conway to conduct an Employee Classification and Compensation Study. The purpose of this study is to address changes in the City’s operations and staffing. Evergreen’s consultants will ensure positions performing similar work with essentially the same level of complexity, responsibility, knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; clearly outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and determine whether salaries are competitive in the market with comparable government entities and private employers.

Evergreen was hired by the Town of Leland to conduct a Classification and Compensation Study. Evergreen’s consultants will perform the following tasks: conduct a compensation study of the Town’s positions to identify pay adjustments necessary based on the labor market; review the current classification of positions ensuring market competitiveness and internal equity; and provide recommendations that will assist the Town’s ability to assess future needs effectively.

Evergreen was hired by the City of Robertsdale to conduct a Classification and Compensation Study. Evergreen’s consultants will perform the following tasks: conduct meetings with supervisors and select employees to obtain relevant information and statistical data on specific compensation issues and policies; conduct a job analysis for each full-time and part-time position in the City through surveys/questionnaires and interviews/focus groups; administer and collect data from the Job Assessment Tool (JAT); develop recommendations of FLSA status for each position; conduct external market study for comparison agencies for City classifications; develop recommendations for a City wide classification and pay structure; develop recommendations for implementing City compensation policies and procedures; and update job descriptions.

Evergreen was hired by the City of Winston-Salem to conduct a Market Compensation and Benefits Study. This comprehensive study covers approximately 400 job classifications, representing a workforce of approximately 2,000 employees. The study will be conducted over a three-year period where Evergreen’s consultants will perform the following tasks: establish benchmarking and conduct salary surveys for similar positions with comparable local government entities; perform an in-depth evaluation of identified job classifications; recommend proper placement of job classifications within the organizational structure to maintain internal equity; conduct meetings with internal stakeholders; recommend appropriate compensation practices and strategies, and an approach for implementing the new structure; and review and update job specifications.