Evergreen was hired by Perquimans County to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: evaluate the existing compensation and classification system; interview department and County Commissioners to obtain relevant information/data on specific compensation issues and policies; identify the classification of existing positions utilizing the approved method for job evaluation; develop recommendations of FLSA (exemption) status based on the results of the JAT review and federal requirements; conduct a salary survey; determine the proper pay plan/structure for positions using the 50th and 60th percentiles (including County Commissioner positions); develop recommendations and guidelines for the continued administration and maintenance of the compensation system; and update existing class descriptions.
Clark County, WA: Job Description Library Development
Evergreen was hired by Clark County to update job descriptions for all County positions apart from elected officials. Evergreen will evaluate current job descriptions; engage with employees to complete new position analysis questionnaire(s) to gather up-to-date information; evaluate jobs and standardize titles that work with Workday/HRIS administration (record management) and workforce planning; build a consistent accessible approach of levels, functions, and families; and create a framework that enables employees and managers to be able to have career conversations around current and future skills and career growth.
Town of Hanover, NH: Classification, Compensation, and Benefits Study
Evergreen was hired by the Town of Hanover to conduct a Classification, Compensation, and Benefits Study. Evergreen will complete the following tasks: review existing compensation plan(s); interview department heads and hold focus groups with employees to obtain information on compensation issues and policies; administer JAT and MIT; recommend classification changes; conduct a external labor market salary and benefits survey; produce a revised or new pay scale that best meets the needs of the Town from an internal and external equity standpoint; create implementation solutions for consideration that take into account the current position of the Town; develop a communication plan for sharing study results with employees; and develop recommendations and guidelines for continued administration and maintenance of the compensation system.
City of Portland, ME: Classification and Pay Study
Evergreen was hired by the City of Portland to conduct a Classification and Pay Study. Evergreen will conduct the study in two phases. Phase One will focus on engaging stakeholders in defining a refined compensation philosophy and guiding the City in establishing a new pay philosophy; creating a pay plan(s) that balances internal equity and external competitiveness; enabling salary progression over an employee’s career to support retention; and ensuring compensation for non-union employees is thoughtful, competitive, and equitable. Phase Two will involve developing a comprehensive performance evaluation program for non-union staff, tied to a merit bonus incentive system.
DeKalb County, GA: Classification and Compensation Study
Evergreen was hired by DeKalb County to conduct a classification and compensation study. Evergreen will achieve the following objectives: develop and implement a modern, equitable, legally defensible, and competitive compensation system to increase employee value proposition; develop a streamlined and consistent classification system that promotes equity and clarity across all departments; establish a competitive salary structure that reflects current market conditions and supports the County’s ability to attract and retain a highly skilled workforce; enhance opportunities for employee growth by defining clear career pathways and promotional opportunities; address pay compression and other disparities to foster a fair and productive work environment; ensure compliance with all relevant federal, state, and local regulations to maintain a legally defensible compensation framework; design a compensation structure that balances competitiveness with fiscal responsibility and sustainability to support long-term organizational objectives; conduct a thorough analysis of the County’s current job classifications and compensation structures to identify areas for improvement; develop a comprehensive job evaluation system that considers factors such as job complexity, required skills, and responsibilities; provide recommendations for a transparent and adaptable compensation system that aligns with industry best practices; and establish mechanisms for ongoing evaluation and updates to the classification and compensation systems to ensure continued relevance and competitiveness.
City of Valdosta, GA: Compensation Study
Evergreen was hired by the City of Valdosta to conduct a Compensation Study. Evergreen will perform the following tasks: conduct a comprehensive benchmark analysis of all City positions with comparable and surrounding jurisdictions, institutions of higher education, and applicable private/public‑sector competitors; identify potential pay‑compression issues and provide potential solutions; review existing position descriptions to ensure current and accurate FLSA exemption status, essential functions, minimum qualifications for education and experience, required knowledge, skills, and abilities, special requirements, and physical and environmental conditions, and update the descriptions as needed; review the City’s existing classification, grouped positions, and compensation structure, and revise where needed; review all background materials included, but not limited to, the existing salary scale, organizational charts, and classification specifications.
Livingston County, NY: Employee Compensation Study
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.