City of St. Louis, MO : Employee Classification and Compensation Study

Evergreen was hired by the City of St. Louis to conduct an Employee Classification and Compensation Study. Evergreen will conduct a comprehensive evaluation and analysis of all 6,700 jobs within the City to determine relative value within the organization; evaluate all current job classifications; conduct internal salary relationship analysis and make appropriate recommendations; identify and recommend a relevant salary survey benchmark; identify potential pay compression issues and solutions; and provide a maintenance strategy to maintain.

Calaveras County, CA : Organizational Structure and Staffing Analysis of HHSA

Evergreen was hired to conduct an Organizational Structure and Staffing Analysis for Calaveras County’s Health and Human Services Agency (HHSA). Evergreen will provide recommendations on an operating structure that best supports the mission of Calaveras’ strategic plan along with staffing recommendations that are aligned with both peer organizations and best practices. Note: Evergreen was previously hired in 2023 to conduct a Classification and Compensation for the County.

Genesee County, NY; Compensation Consultation Services

Evergreen is retained by Genesee County to provide Compensation Consultation Services for all full-time positions in the public sector. Evergreen will provide recommendations to address any anomalies within current pay structures. Evergreen will conduct a survey of salaries; conduct interviews and/or job audits; provide recommended salary ranges for each positions; provide a recommended strategy for implementing any changes; provide training for County staff to enable them to effectively use and maintain the market competitiveness.

Onslow County, North Carolina; Classification and Compensation Study

Evergreen is retained by Onslow County to conduct a Classification and Compensation Study. Evergreen will provide an updated market study of comparable entities, evaluate the current compensation and classification, perform a pay compression analysis of all County positions, and develop policy recommendations for the administration and maintenance of the classification and compensation system.

Colorado River Water Conservation District – Compensation Study

Evergreen is retained by Colorado River District to conduct a Compensation Study. Evergreen will conduct a custom salary survey and review published data to determine base salary practices among targeted relevant employers in the area. Evergreen will use market data to create a comparative analysis of the River District’s current pay plan and provide observations and recommendations supporting the River District’s compensation strategy of maintaining a highly competitive compensation plan. 

Inyo County, CA: Classification and Compensation Study

Evergreen is retained by Inyo County to conduct a Classification and Compensation Study. Evergreen will perform the following: ensure that the County remains competitive in the job market when compared to similar organizations throughout California; assess identified classifications relative to the requirements of “Exempt” and “Non-Exempt” status pursuant to the criteria of the Fair Labor Standards Act; recommend revisions to internal total compensation relationships that are consistent, uniform, and sustainable for the County in consideration of its budget constraints; identify positions in the County for which there are no genuine comparable positions elsewhere within comparable agencies and make recommendations to determine fair compensation; provide modern job descriptions for certain positions; ensure equitable pay relative to other County positions; and provide total compensation recommendations to the County based upon internal and external total compensation relationships.

City of Fresno, CA: Classification and Compensation Study

Evergreen is retained by the City of Fresno to conduct a Classification and Compensation Study. Evergreen will review and evaluate the City’s existing classification system and compensation structure, survey fifteen agencies mutually agreed-upon between Local 39 and the City,  review classification specifications, salaries and other benefits, distribute and review position description questionnaires and interview employees and management personnel, draft and/or modify classification specifications, make recommendations on salaries, and provide overall subject matter expertise and recommendations on a classification and compensation structure that meets the City’s prime objective of attracting and retaining qualified talent to classifications within this bargaining unit.

Oconee County, SC: Classification, Compensation, and Time Use Study

Evergreen was retained by the Oconee County to conduct a Classification, Compensation, and Time Use Study. Evergreen performed the following services: provided 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; reviewed all current job classifications, confirmed, and recommended changes to hierarchical order of jobs using proposed evaluation system; recommended revision of policies and procedures related to compensation; established appropriate benchmarking standards and conducted salary surveys as needed for similar positions with comparable municipalities as required; identified potential pay compression issues and provided potential solutions; analyzed and recommended changes to the present compensation structure to meet market analysis. This recommendation included recommendations for individual positions as well; evaluated how employees allocate their time during working hours and identified where time maybe wasted or where productivity can be enhanced; provided recommendations for guidelines, vehicles and tools for classification and compensation structure. Evergreen designed guidelines for progression within job classifications; outlined transition strategy and developed strategies for maintaining internal equity and market competitiveness over time; and assisted the County in assessing financial impacts to achieve market parity and potential inequities.

City of Clemson, SC: Classification and Compensation Study and Staffing Study

Evergreen Solutions was retained by the City of Clemson to conduct a Classification and Compensation Study and Staffing Study. Evergreen reviewed the existing classification and compensation plan to ensure that all positions within the City are internally equitable and externally competitive. The objective was to have a creditable Classification and Compensation Plan that ensured positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities are classified together; provided salaries commensurate with assigned duties and provided recognizable compensational growth, provided justifiable pay differential between individual classes, and maintained currency with relevant labor markets. The product of the study included recommendations for the following: a classification schedule, job descriptions, a wage comparison with comparable cities/towns and a compensation plan.

The Staffing Study documented and reviewed existing operations of the City through a collection of Key Performance Indicators (KPIs) and other outcome-related data. Evergreen developed and collected the staffing and outcome survey and analyzed peer data to determine the relevant staffing range for each department/function, service, and level. Evergreen reviewed the results collected and developed recommendations that identify all gaps between the current and desired staffing by level and functional area of the City.

Genesee County, MI: Total Compensation Study

Evergreen Solutions was retained by Genesee County to conduct a Total Compensation Study. Evergreen performed the following tasks: established appropriate benchmarking standards and conducted salary surveys for similar positions with comparable municipalities and private employers within the same geographic area as required; developed and conducted a comprehensive compensation and benefits survey; analyzed and recommended 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 provided 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.