Evergreen was hired by Livingston County to conduct an Employee Compensation Study. The scope of work will consist of reviewing the County’s job specifications and organizational structure; performing a market salary survey of private and public-sector benchmarks; identifying a set of comparable municipal organizations and gathering relevant compensation and benefit data; identifying critical obstacles to public-sector recruitment strategies; including any specific challenges for the County; providing a compensation plan and salary schedule based on the market survey results; reviewing existing staff compensation to determine inequities in pay and making recommendations; completing an internal salary-relationship analysis, including the development of appropriate internal equity; reviewing the County’s benefits offerings and advising on additional recruitment and retention barriers; preparing an analysis of the financial impact of implementing any recommendations; and presenting the final report to the public and the County Board of Supervisors.
City of Rochester, MN: Review of the Classification and Compensation System
Evergreen was hired by the City of Rochester to review the City’s Classification and Compensation System. The scope of work will consist of reviewing the current compensation philosophy, policy and system, recommending a new job evaluation system, reviewing exempt and non-exempt position designations under FLSA guidelines, performing a compression analysis to identify individual or group pay compression issues and providing potential solutions, performing system testing to assure MN Pay Equity Compliance, and presenting options and recommendations for a classification and compensation plan.
City of Freeport, TX: Compensation/Salary Survey
Evergreen was hired by the City of Freeport to conduct a Compensation/Salary Survey. Evergreen will perform the following tasks: recommend classification and pay administration practices consistent with proposed compensation and benefits program; review current pay philosophy, pay policies and methods; propose a policy and procedure to address compensation for external recruitment; and review existing benefits structures and develop realistic recommendations for improvement to ensure competitiveness.
Irmo Chapin Recreation Commission, SC: Comprehensive Classification, Compensation and Benefits Study
Evergreen was hired by Irmo Chapin Recreation Commission to conduct a Comprehensive Classification, Compensation and Benefits Study. The purpose of the study is to ensure our compensation structure is competitive, equitable, and aligned with industry standards for full-time and part-time positions. Evergreen will perform the following task: review current salary data to identify internal pay disparities; assess job classifications and corresponding pay to ensure internal equity across all employee groups; provide market comparisons for each job classification to evaluate competitiveness in the labor market; provide recommendations for improving or enhancing benefits and incentives to be competitive in the market; review agency’s job classification structure and make recommendations of any revisions; and provide guidance on how to maintain equitable pay structures and make adjustments based on future market trends.
City of Beaumont, CA: Classification and Compensation Study / Organizational and Operational Review
Evergreen was hired by City of Beaumont to conduct a Classification and Compensation Study and an Organizational and Operational Review. The 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; clearly outline promotional opportunities and provide recognizable compensation growth; and provide justifiable pay differential between individual job classes.
Evergreen will also conduct an examination of the City’s organizational structure and functions; review of the existing organizational structure and identification of gaps designs, and staffing levels; and propose options for a new organizational structure and recommendations regarding staffing levels, workload and span of control.
City of Takoma Park, MD: Employee Compensation and Classification Study
Evergreen was hired by the City of Takoma Park to conduct an Employee Compensation and Classification Study. Evergreen performed the following tasks: analyzed internal equity and provided potential solutions to address any inequities identified; defined and identified relevant labor markets and survey sources; recommended adjustments to ensure salaries remained competitive in the marketplace; and analyzed pay of comparable public employers in the region and provided recommended benchmarking. At the end of the study, Evergreen developed a final report and presented the findings to the City Manager, Mayor, City Council and City Unions.
City of Cambridge, MA: Compensation and Classification Review
Evergreen was hired by the City of Cambridge to conduct a Compensation and Classification Review for its 3,000 employees. The goals of this study are to: identify and mitigate pay equity disparities; attract and retain highly qualified employees; ensure salaries are commensurate with the responsibilities assigned; facilitate recognizable growth; establish justifiable pay differentials between individual roles; maintain a competitive standing to the City’s competitors and surrounding areas; analyze the City’s compensation plan to identify recruitment and retention challenges; recommend a competitive market position for the city; prepare recommendation and impact analysis for positions above the maximum salary grade and step following reclassification; and provide staff training to maintain and revise the system as needed.
Town of Plainville, CT: Classification and Total Compensation Study
Evergreen was hired by the Town of Plainville to conduct a Classification and Total Compensation Study. Evergreen reviewed the current classification grade methodology and proposed recommended strategies for the Town; identified career ladders and promotional opportunities; recommended an appropriate salary range for each position based on the classification plan; recommended implementation strategies; identified any extreme current individual or group inequalities and provided a recommended corrective action plan and process to remedy these; recommended and provided implementation strategies related to other key compensation practices; and conducted a compression analysis to include any recommendations for implementation.
City of Cleveland, TN: Classification and Compensation Study
Evergreen was hired by the City of Cleveland to conduct a Classification and Compensation Study. The goals of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities were 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 the same geographic areas.
City of Bell Gardens, CA: Classification and Compensation Study Services
Evergreen was hired by the City of Bell Gardens to perform Classification and Compensation Study Services. Evergreen evaluated the present salary structure as compared to the specific job market for comparable positions in the public sectors, reviewed current job classifications, confirmed, and recommended changes to the hierarchical order of jobs. Evergreen also identified potential pay compression issues and provided potential solutions, and analyzed and made recommendations for changes to the present compensation structure to remain competitive in the job market.