Category: Local Government Projects

Evergreen Solutions was retained by the City of Clemson to conduct a Classification and Compensation Study and Staffing Study. Evergreen reviewed the existing classification and compensation plan to ensure that all positions within the City are internally equitable and externally competitive. The objective was to have a creditable Classification and Compensation Plan that ensured positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities are classified together; provided salaries commensurate with assigned duties and provided recognizable compensational growth, provided justifiable pay differential between individual classes, and maintained currency with relevant labor markets. The product of the study included recommendations for the following: a classification schedule, job descriptions, a wage comparison with comparable cities/towns and a compensation plan.

The Staffing Study documented and reviewed existing operations of the City through a collection of Key Performance Indicators (KPIs) and other outcome-related data. Evergreen developed and collected the staffing and outcome survey and analyzed peer data to determine the relevant staffing range for each department/function, service, and level. Evergreen reviewed the results collected and developed recommendations that identify all gaps between the current and desired staffing by level and functional area of the City.

Evergreen Solutions was retained by Genesee County to conduct a Total Compensation Study. Evergreen performed the following tasks: established appropriate benchmarking standards and conducted salary surveys for similar positions with comparable municipalities and private employers within the same geographic area as required; developed and conducted a comprehensive compensation and benefits survey; analyzed and recommended any changes to the current fringe benefits, wages, and salary structures in order to become or remain competitive with comparable municipalities and private employers within the same geographic area; and provided an estimate of future adjustments, in the next 1-3 years, to maintain a competitive position with other comparable municipalities and private employers within the same geographic area.

Evergreen was retained by the City of Minneapolis Public Works Department to conduct a Compensation and Classification Study for Engineering Titles. Evergreen’s analysis addressed the following: effectiveness of the current classification titles and salary structure; pay equity for comparable classification titles located both individually and organizationally across multiple Public Works divisions specifically analyzing each position’s job description, title, and pay; competitiveness of current salary ranges to other comparable public and private employers in the region; identification of essential job functions; FLSA designations; and mapping career growth based on vertical, lateral and cross-functional roles.

Evergreen Solutions was retained by the City of Manchester to conduct a Classification and Total Compensation Review. Evergreen completed the following objectives to achieve City goals: Job Analysis, Update, and Evaluation; Comprehensive Wage, Benefits, and Paid Time Off Market Surveys and Comparison; Develop Philosophy and Communication; Revise Performance Assessment/ Evaluation System; Tools and Training; and Recommendations and Reports.

Evergreen was retained by TARTA to perform a Benchmark Compensation Study. Evergreen made recommendations to update and/or establish a structure in respect to compensation in accordance with the study. The purpose of this study was to review TARTA’s existing compensation plan as well as to conduct a comprehensive benchmark market study to ensure that all positions within TARTA are internally equitable and externally competitive.

Evergreen was retained by Mariposa County to conduct a Compensation Study. Evergreen performed the following tasks: met 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; evaluated existing job families and/or established new job families to ensure consistency; evaluated the comparable market (total comp, including salary and benefits) for each above listed classification; conducted routine progress meetings with Human Resources and the County Administrative Officer; evaluated internal equity relationships, with a specific focus on compaction, and suggested salary adjustments as appropriate; determined whether the Deputy Clerk of the Board II should be aligned for salary purposes with the Executive Assistant; evaluated whether the HHSA Program Assistant should be aligned for salary purposes with the HHSA Eligibility Specialist; produced and delivered 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 presented 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.