Category: Local Government Projects

Evergreen is retained by Mariposa County to conduct a Compensation Study. Our duties will be to: meet together with the labor Unions and Human Resources to discuss this compensation survey and, to the extent possible, discuss and agree upon comparable counties and additional classifications for evaluation; evaluate existing job families and/or establish new job families to ensure consistency; evaluate the comparable market (total comp, including salary and benefits) for each above listed classification; conduct routine progress meetings with Human Resources and the County Administrative Officer; evaluate internal equity relationships, with a specific focus on compaction, and suggest salary adjustments as appropriate; determine whether the Deputy Clerk of the Board II should be aligned for salary purposes with the Executive Assistant; evaluate whether the HHSA Program Assistant should be aligned for salary purposes with the HHSA Eligibility Specialist; produce and deliver a final report detailing all classifications and families and their place in the comparable market, specifically highlighting ones that are not aligned with the job market; and present the final report to the Board of Supervisors.

Evergreen Solutions is again retained by the City of Albuquerque to provide Classification and Compensation Consulting Services.  Evergreen’s consultants will perform the following tasks: develop new classification and compensation structure (job families, pay plans, grades, steps as applicable) including recommendations for movement within structure; conduct a benchmarking analysis for placement of jobs within the new structure; assess and provide recommendations associated with Premium Pay programs including but not limited to hiring incentives, seniority-based pay (longevity pay), shift differential, etc.; recommend resources needed to manage compensation program into future (i.e., technology and human capital); review and update job descriptions to accurately reflect essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; ensure position descriptions are in full compliance with all applicable federal, state, local statutes and regulations, including the Fair labor Standards Act (FLSA) exemption status and Americans with Disabilities Act (ADA); and ensure position descriptions are assigned within the classification system, reflecting equitable placement between various position responsibilities; provide a scoring mechanism for the placement of those positions in the classification system and a recommendation on updates thereafter.

Evergreen Solutions is retained by the City of Atlanta to conduct a Classification and Compensation Study.  The primary 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;  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 similar geographic areas who are providing comparable and equivalent services.

Evergreen Solutions was retained by the City of Camarillo to conduct a Comprehensive Classification and Compensation Study. The study assessed the current classification schedule and pinpointed needed changes in job duties, titles, salaries, and benefits. The study also addressed the internal relationships within the organization to help determine proper equity in the classification and compensation system and helped determine whether the existing salary and compensation schedule was competitive and consistent with comparable employers. In the end, Evergreen provided a defensible and technically sound basis for compensating employees within the City. Evergreen also evaluated the City’s current pay for performance plan and provided alternative compensation recommendations, including Cost of Living Arrangement structures. 10 single job audits were conducted.

Evergreen Solutions was retained by the City of Rocky Mount to conduct a Classification and Compensation Study. Evergreen’s consultants conducted a comprehensive salary study of appropriate public and private sector organizations as well as non-profits and utilities to determine whether the City’s salaries, benefits and wages were competitive within the appropriate job market and reviewed the effectiveness of the City’s overall compensation system. Evergreen further reviewed the City’s salary structure and pay plan to ensure the City can support recruitment and retention of employees more effectively and reviewed the accuracy of position titles and descriptions regarding unique characteristics of the position, essential job functions, minimum qualifications, working conditions, licensing requirements, on-call requirements, and supervisory requirements, etc. Evergreen also provided an analysis of the existing internal hierarchy and internal career ladders where appropriate and assisted the city with efforts to more fully develop and clearly outline job progression opportunities and provide recognizable compensation growth. In the end, Evergreen developed and presented final recommendations with an implementation plan that included the impact of implementing recommended adjustments to current salaries both immediately and in the future.

Evergreen Solutions was retained by the City of Odessa to conduct a Comprehensive Classification and Compensation Study. Evergreen’s consultants reviewed the current classification structure and proposed retention, redesign, or replacement and reviewed all current compensation plans including non-salary/wage remuneration and non-cash components (benefits and perquisites) to develop an understanding of the organization’s total compensation structure. Evergreen further performed the following tasks:

• reviewed current staffing levels for both public safety and non-public safety departments with regard to identified objective criteria and provided recommendations for consolidation or division of current departments, staff level changes, justifications for resulting staffing levels in each 10 department, and methodology for changing future staffing levels.

• delivered and designed implementation methodology and timelines for a competency-based system for applicable jobs which could be integrated into the classification and compensation deliverables;

• designed and delivered a performance evaluation system that could be used to drive the recommended classification and compensation career progression models.

• designed and delivered a permanently licensed, software-based succession planning system which included components to identify positions to be monitored, evaluate personnel readiness, and manage organization-wide succession gaps and opportunities.

Evergreen Solutions was retained by Henry County to conduct a Classification and Compensation Study. This was a multi-phased project whose goals were to appropriately align job descriptions with employee roles and responsibilities, format an equitable and consistent classification and compensation structure, and conduct a market comparison of similar jobs for recruitment, planning and retention purposes. The study included a a position analysis and job evaluation process for public safety and non-public safety positions.

The objectives of this project were to: strengthen the County’s ability to recruit and retain qualified workers; utilize a market-based comparison for planning and establish a consistent classification and compensation plan for all levels; develop a pathway for internal equity; and analyze growth-strategies and organizational need.

Evergreen Solutions was retained by Okaloosa County to conduct a Classification and Compensation Study. Evergreen reviewed and provided updates to the County’s current salary structure after examining the salaries of competitors in the market for similar positions. Evergreen further reviewed job families/hierarchies and conducted an internal pay equity assessment of classifications based upon actual work performed and value of work performed to the County to ensure internal equity.

Evergreen Solutions was engaged with Dare County to conduct a Classification and Compensation Study. Evergreen’s consultants conducted a comprehensive evaluation of every job to determine relative worth within the County (internal equity), placement in the organizational structure, and to establish appropriate pay ranges. Evergreen further established appropriate benchmarking standards to include a comparison and analysis of salaries and benefits of like or similar jobs (external equity) of comparable local governments and private employers in various markets for which the County competes for labor supply.

Evergreen Solutions was engaged with the City of Clarksville to provide Compensation and Classification Consulting Services. Evergreen reviewed the City’s current compensation plan and gathered necessary salary data from comparable organizations within a 200-mile radius. Evergreen further evaluated the City’s current classification positions, gathered necessary employee information using a combination of job analysis questionnaires as well as supervisor and employee interviews to determine whether individuals were appropriately classified. Evergreen provided updated job descriptions and made appropriate FLSA determinations.