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.
City of Lakeville, MN: Compensation Study
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.
City of Fort Morgan, CO: Compensation Study and Analysis for Fort Morgan Police Department
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.
Brownsville Community Incentive Corporation, TX: Compensation Study
Evergreen was hired by the Brownsville Community Incentive Corporation (BCIC) to conduct a Compensation Study for eight economic development positions. Evergreen will perform the following tasks: conduct a comprehensive preliminary evaluation of the existing compensation plan(s) for BCIC; conduct an external labor market salary survey; produce a new pay plan that best meets the needs of BCIC from an external equity standpoint; slot classifications into the revised or new pay scale based on the market survey results; develop and submit draft and final report; and develop recommendations for a maintenance program.
City of Wichita Falls, TX: Compensation Study and Analysis
Evergreen was hired by the City of Wichita Falls to conduct a Compensation Study and Analysis. Evergreen will assess pay structures, compensation policies, staffing, current benchmark comparators, and support the City’s strategic goals of maintaining market-competitive and fiscally responsible compensation.
Town of North Attleborough, MA: Job Classification Study
Evergreen was hired by the Town of North Attleborough to conduct a Job Classification Study. Evergreen will evaluate the Town’s current job descriptions, organizational classifications, and compensation structures to ensure they accurately reflect the responsibilities, qualifications, and market conditions relevant to each role. The study will also assess internal equity and compliance with applicable labor laws and industry best practices for four employee groups (i.e., Steelworkers Union, AFSCME, Laborers, and non-union employees). Overall, this project represents a strategic opportunity for the Town to modernize its workforce system(s), promote transparency, and enhance recruitment, retention, and employee satisfaction.
Town of Hilton Head Island, SC: Classification and Compensation Study
Evergreen was rehired by the Town of Hilton Head Island to conduct a comprehensive review and update of the Town’s classification and compensation system. Evergreen will update salary ranges to reflect competitive labor market conditions; explore alternative pay scales, including potential step systems for Uniformed Fire positions and Dispatchers; and provide tools and policies to support ongoing administration and sustainability of the system.
Frederick County, MD: Feasibility Study
Evergreen was hired by Frederick County to examine the feasibility of outsourcing medical services for the County’s Detention Center. Evergreen will complete the following tasks: clarify all components of “medical services” (primary care, mental health, pharmacy, emergency response) and identify resources the County would need to provide if services were insourced; gather baseline data on the existing medical services agreement, including cost, staffing, scope, performance, compliance, and operational challenges; evaluate contractor performance against NCCHC, ACA, and state standards; design a comparable staffing plan using County employees, detailing positions, coverage, supervision, and support infrastructure; estimate all personnel and operational costs in collaboration with HR and Finance; create a three to five year comparison of outsourced versus in-house models, analyzing total costs, service quality, flexibility, and operational control; review liability, accreditation, licensure, and compliance impacts of each model in consultation with County legal counsel; conduct interviews with Detention Center leadership, HR, Finance, Legal, and staff, and benchmark similar counties that have changed models; summarize key trade-offs (cost, quality, liability, control, and staffing) and identify barriers or hybrid options if appropriate; and provide a comprehensive written report outlining data, analysis, stakeholder feedback, and evidence-based recommendations, including implementation considerations and transition planning.
Perquimans County, NC: Classification and Compensation Study
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.