Category: Local Government Projects

Evergreen was hired by the Town of Chapel Hill to conduct a Compensation and Pay Equity and Representative Analysis. Evergreen conducted the following tasks: performed a review of the existing classification plan; simplified and reduced the number of job descriptions and align all jobs into job families with similar roles and functions; built career progression ladders; prepared pay progression ladders and progression opportunities; performed a market salary range study; and drafted a compensation philosophy and review and revise pay policies.

Evergreen Solutions was hired by the City of High Point to conduct a Classification and Compensation Study. The aim of this study was to ensure equitable and competitive salaries for all City employees while also establishing a clear and consistent job classification structure. Evergreen assisted the City in attracting and retaining top talent, enhancing employee satisfaction, and improving the overall effectiveness of the City.

Evergreen Solutions was hired by the City of Crescent City to conduct a Comprehensive Compensation Study. Evergreen performed a comprehensive review of the City’s current compensation and classification system which included: reviewing job descriptions; identifying and making recommendations for directly comparable and competitive agencies; completing an internal salary relationship analysis; developing externally competitive and internally equitable salary recommendations for each class; and developing an implementation plan for the study results.

Evergreen was hired by the City of St. Louis to conduct an Employee Classification and Compensation Study. Evergreen conducted a comprehensive evaluation and analysis of all 6,700 jobs within the City to determine relative value within the organization; evaluated all current job classifications; conducted internal salary relationship analysis and made appropriate recommendations; identified and recommended a relevant salary survey benchmark; identified potential pay compression issues and solutions; and provided a maintenance strategy to maintain.

Evergreen was retained by Genesee County to provide Compensation Consultation Services for all full-time positions in the public sector. Evergreen provided recommendations to address any anomalies within current pay structures. Evergreen conducted a survey of salaries; conducted interviews and/or job audits; provided recommended salary ranges for each positions; provided a recommended strategy for implementing any changes; provided training for County staff to enable them to effectively use and maintain the market competitiveness.

Evergreen was retained by Onslow County to conduct a Classification and Compensation Study. Evergreen provided an updated market study of comparable entities, evaluated the current compensation and classification, performed a pay compression analysis of all County positions, and developed policy recommendations for the administration and maintenance of the classification and compensation system.

Evergreen was retained by Inyo County to conduct a Classification and Compensation Study. Evergreen performed the following: ensured that the County remains competitive in the job market when compared to similar organizations throughout California; assessed identified classifications relative to the requirements of “Exempt” and “Non-Exempt” status pursuant to the criteria of the Fair Labor Standards Act; recommended revisions to internal total compensation relationships that are consistent, uniform, and sustainable for the County in consideration of its budget constraints; identified positions in the County for which there are no genuine comparable positions elsewhere within comparable agencies and make recommendations to determine fair compensation; provided modern job descriptions for certain positions; ensured equitable pay relative to other County positions; and provided total compensation recommendations to the County based upon internal and external total compensation relationships.

Evergreen was retained by the City of Fresno to conduct a Classification and Compensation Study. Evergreen reviewed and evaluated the City’s existing classification system and compensation structure, surveyed fifteen agencies mutually agreed-upon between Local 39 and the City, reviewed classification specifications, salaries and other benefits, distributed and reviewed position description questionnaires and interviewed employees and management personnel, draft and/or modify classification specifications, made recommendations on salaries, and provided overall subject matter expertise and recommendations on a classification and compensation structure that met the City’s prime objective of attracting and retaining qualified talent to classifications within this bargaining unit.

Evergreen was retained by the Oconee County to conduct a Classification, Compensation, and Time Use Study. Evergreen performed the following services: provided for a comprehensive evaluation of every job within the County to determine relative worth within the organization for internal equity and for the establishment of pay ranges and progressions within the ranges; reviewed all current job classifications, confirmed, and recommended changes to hierarchical order of jobs using proposed evaluation system; recommended revision of policies and procedures related to compensation; established appropriate benchmarking standards and conducted salary surveys as needed for similar positions with comparable municipalities as required; identified potential pay compression issues and provided potential solutions; analyzed and recommended changes to the present compensation structure to meet market analysis. This recommendation included recommendations for individual positions as well; evaluated how employees allocate their time during working hours and identified where time maybe wasted or where productivity can be enhanced; provided recommendations for guidelines, vehicles and tools for classification and compensation structure. Evergreen designed guidelines for progression within job classifications; outlined transition strategy and developed strategies for maintaining internal equity and market competitiveness over time; and assisted the County in assessing financial impacts to achieve market parity and potential inequities.

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.