Evergreen Solutions is retained by the City of Camarillo to conduct a Comprehensive Classification and Compensation Study. The study will assess the current classification schedule and pinpoint needed changes in job duties, titles, salaries, and benefits. The study will also address the internal relationships within the organization to help determine proper equity in the classification and compensation study and will also help determine whether the existing salary and compensation schedule is competitive and consistent with comparable employers. In the end, Evergreen will provide a defensible and technically sound basis for compensating employees within the City. Evergreen will also evaluate the City’s current pay for performance plan and provide alternative compensation recommendations, including Cost of Living Arrangement structures. Up to 10 single job audits will also be conducted.
City of Rocky Mount, NC: Classification and Compensation Study
Evergreen Solutions is retained by the City of Rocky Mount to conduct a Classification and Compensation Study. Evergreen’s consultants will conduct a comprehensive salary study of appropriate public and private sector organizations as well as non-profits and utilities to determine whether the City’s salaries, benefits and wages are competitive within the appropriate job market and will review the effectiveness of the City’s overall compensation system. Evergreen will further review the City’s salary structure and pay plan to ensure the City can support recruitment and retention of employees more effectively and will review the accuracy of position titles and descriptions regarding unique characteristics of the position, essential job functions, minimum qualifications, working conditions, licensing requirements, on-call requirements, and supervisory requirements, etc. Evergreen will also provide an analysis of the existing internal hierarchy and internal career ladders where appropriate and assist the city with efforts to more fully develop and clearly outline job progression opportunities and provide recognizable compensation growth. In the end, Evergreen will develop and present final recommendations and implementation plan including impact of implementing recommended adjustments to current salaries both immediately and in the future.
City of Odessa, TX: Comprehensive Classification and Compensation Study (including staffing study)
Evergreen Solutions is retained by the City of Odessa to conduct a Comprehensive Classification and Compensation Study. Evergreen’s consultants will review the current classification structure and propose retention, redesign, or replacement and will review all current compensation plans including non-salary/wage remuneration and non-cash components (benefits and perquisites) to develop an understanding of the organization’s total compensation structure. Evergreen will further perform the following tasks:
- Review current staffing levels for both public safety and non-public safety departments with regard to identified objective criteria. Provide recommendations for consolidation or division of current departments, staff level changes, justifications for resulting staffing levels in each 10 department, and methodology for changing future staffing levels.
- Deliver and design implementation methodology and timelines for a competency-based system for applicable jobs which can be integrated into Consultant’s core proposals in the classification and compensation deliverables.
- Design and deliver a performance evaluation system which can be used to drive Consultant’s recommended classification and compensation career progression models.
- Design and deliver a permanently licensed, software-based succession planning system that will integrate with Consultant’s other deliverables which includes components to identify positions to be monitored, evaluate personnel readiness, and manage organization-wide succession gaps and opportunities.
Henry County, GA: Classification and Compensation Study
Evergreen Solutions is retained by Henry County to conduct a Classification and Compensation Study. This is a multi-phase project whose goals are to appropriately align job descriptions with employee roles and responsibilities, format an equitable and consistent classification and compensation structure, and to conduct a market comparison of similar jobs for recruitment, planning and retention purposes. The study includes a a position analysis and job evaluation process for public safety and non-public safety positions.
The objectives of this project are to: strengthen the County’s ability to recruit and retain qualified workers; utilize a market-based comparison for planning and establish a consistent classification and compensation plan for all levels; develop a pathway for internal equity; and analyze growth-strategies and organizational need.
Okaloosa County, FL: Classification and Compensation Study
Evergreen Solutions is retained by Okaloosa County to conduct a Classification and Compensation Study. Evergreen will review and provide updates to the County’s current salary structure after examining the salaries of competitors in the market for similar positions. Evergreen will further review of job families/hierarchies and conduct an internal pay equity assessment of classifications based upon actual work performed and value of work performed to the County to ensure internal equity.
Dare County, NC: Classification and Compensation Study
Evergreen Solutions is engaged with Dare County to conduct a Classification and Compensation Study. Evergreen’s consultants will conduct a comprehensive evaluation of every job to determine relative worth within the County (internal equity), placement in the organizational structure, and to establishment appropriate pay ranges. Evergreen will further establish appropriate benchmarking standards to include a comparison and analysis of salaries and benefits of like or similar jobs (external equity) of comparable local governments and private employers in various markets for which the County competes for labor supply.
City of Clarksville, TN: Compensation and Classification Consulting Services
Evergreen Solutions is engaged with the City of Clarksville to provide Compensation and Classification Consulting Services. Evergreen will review the City’s current compensation plan, gather necessary salary data from comparable organizations within a 200-mile radius. Evergreen will further evaluate the City’s current classification positions, gather necessary employee information using a combination of job analysis questionnaires as well as supervisor and employee interviews to determine whether individuals are appropriately classified. Evergreen will further update job descriptions and make FLSA determinations.
McLean County, IL: Compensation Study and Analysis
Evergreen Solutions is engaged with McLean County to conduct a Compensation Study and Analysis. Evergreen’s consultant will perform a comprehensive, valid and reliable job analysis/evaluation of each job class within the County to determine if the current pay grade levels for all classified and appointed positions are still appropriate and will conduct a comprehensive wage and benefits survey(s) for the purpose of ensuring that the County pay plans/pay structures and benefits possess external equity and labor market competitiveness. In the end, Evergreen will develop a maintenance program to address the need for new job analysis/evaluation (including pay grade recommendation), creation of new job description(s), and the continued maintenance of the Pay Classification Plans.
City of Norwalk / Norwalk Public Schools, Connecticut: Operations Review / Efficiency Study
Evergreen Solutions was engaged with the City of Norwalk to conduct an Operations Review/Efficiency Study of the City and the school district. The primary purpose of the study was to identify and coordinate with the City to implement specific strategies to improve the efficiency of City government and K-12 public school operations in order to improve the value of government and educational services delivered to the community. The Departments within the City’s scope, include: Information Technology; Community Services (i.e., Health Department, Human Services, Early Childhood, Youth Services, Human Relations and Fair Rent, and Library); Corporation Counsel; Finance (i.e., Comptroller, Management and Budgets, Purchasing, Tax Assessor, and Tax Collector); Economic and Community Development (i.e., Business Development and Tourism, Code Enforcement, Planning and Zoning, and Transportation, Mobility and Parking); Fire (Emergency Management); HR and Personnel; Operations and Public Works (i.e., Building Management, Engineering, Highways, and Recreation and Parks); Police; and Town Clerk. Some of the Departments within Norwalk Public Schools in the scope includes: Facilities; Finance; Grants; Health Services; Human Resources; Information Technology; Operations; Maintenance; Purchasing; Recruiting/Talent Acquisitions; and Transportation.
Evergreen’s consultants performed the Efficiency Study in two parts for both the City and Norwalk Public Schools. In Part 1, Evergreen’s consultants researched and analyzed the current performance by identifying areas where there was a high potential to improve efficiencies within the scope of the project, measuring and mapping the current state of the identified area; and analyzing the current state to determine the likely causes of inefficiencies. In Part 2, Evergreen’s consultant identified the obstacle(s) to implement the recommendations; developed countermeasures to address the causes of inefficiencies; and designed the future state of the workflows with integrated countermeasures.
Cobb County, GA: Comprehensive Compensation Review and Update of Classification/Pay System
Evergreen Solutions was engaged with Cobb County to conduct a Comprehensive Compensation Review and Update of Classification/Pay System. The scope of work included a comprehensive compensation and benefit market survey; job analysis and evaluation; evaluation of internal and external compensation equity; an implementation recommendation and update; and preparation of draft and final reports. Evergreen updated the salary range structure based on the compensation survey results and internal relationships, while minimizing compression, and assuring internal equity and external competitiveness for sworn (full and part-time); non-sworn; and part-time employees. Evergreen further made recommendations regarding a Step Plan for all County graded positions. Evergreen reviewed and updated job descriptions and coordinated an appeal process for employees to appeal through their management and address any concerns.