Category: Local Government Projects

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.

Evergreen was hired by the City of Great Bend to conduct a Comprehensive Compensation Study. Evergreen’s consultants performed the following tasks: reviewed and updated the City’s existing job classification and compensation plan to ensure accurate job classification and equitable pay based on duties, complexity, and skills; addressed  compression by maintaining fair pay differentials across responsibility levels; provided  competitive salaries with regional labor markets and organizational needs; and enhanced employee retention through equitable and competitive compensation practices.

Evergreen was hired by the City of Fairhope to conduct a Classification and Compensation Study. The objectives of this study are to implement a compensation structure that ensures internal and external equity. Evergreen will establish a classification system that accurately defines the duties and qualifications for each job and will provide a performance-based pay plan and a long-term maintenance program. Evergreen’s consultants will perform the following tasks: conduct a thorough job analysis for all positions through employee questionnaires and interviews; draft updated job descriptions; execute a comprehensive market wage and benefit survey; assign classifications to pay grades and identify solutions for pay compression; and train City staff to manage the new recommended system.

Evergreen was hired to provide a Compensation and Classification System with a Market Study to the Town of Haymarket. The Town aimed to update its current classification and compensation system by applying recognized best practices in compensation management and design, while ensuring compliance with all applicable federal and state laws. To achieve these goals, Evergreen performed the following tasks: planned the project based on the Town’s organizational structure and needs; conducted communication sessions with compensation study liaisons; produced job/position description questionnaires; conducted a comprehensive salary survey and analyzed the Town’s standard benefits package along with fringe benefits; developed a new or revised pay structure; and implemented a system to track and monitor comparative compensation for Town positions relative to the greater DMV region/Northern Virginia.

Evergreen was hired by Ector County to conduct a Job Analysis and Evaluation. Evergreen’s consultants will perform the following tasks: conduct a kick-off meeting with County staff and management to discuss the objectives and scope of the study; analyze existing job descriptions and provide recommendations for updates or improvements, as needed; update and develop relevant job evaluation policies and procedure manuals, incorporating best practices; propose a compensation philosophy and guidelines to support future roles and remuneration decisions; and provide training to the People and Culture team on job evaluation methodologies, grading systems, pay structures, and benefits administration.

Evergreen was hired by the City of Lakeville to conduct a Comprehensive Compensation Study for the City of Lakeville. The primary objective of this project is to ensure that the City’s employee compensation structure remains competitive within its market peers while upholding internal equity and consistency across job classifications. Evergreen will perform the following tasks: identify appropriate and comparable public-sector market peers; evaluate pay relationships between classifications to ensure fair and consistent internal alignment; develop or refine a compensation philosophy; suggest policies or frameworks for reviewing individual employee salaries outside of the normal study cycle; and assist the City with integrating recommendations into the City’s pay plan and HR policies.

Evergreen was hired by the City of Fort Morgan Police Department to conduct a Compensation Study and Analysis. The primary objectives of the study are to: ensure fair and equitable compensation relationships with the organization; maintain pay equity compliance; ensure competitiveness with the external market; create a plan to increase the salary range for each pay/grade within the market; and allow easy maintenance by City staff following implementation.

Evergreen was hired by the Brownsville Community Incentive Corporation (BCIC) to conduct a Compensation Study for eight economic development positions. Evergreen performed the following tasks: conducted a comprehensive preliminary evaluation of the existing compensation plan(s) for BCIC; conducted an external labor market salary survey; produced a new pay plan that met the needs of BCIC from an external equity standpoint; slotted classifications into the revised or new pay scale based on the market survey results; developed and submitted a draft and final report; and developed recommendations for a maintenance program.