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’s consultant will perform the following tasks: identify whether there is any existing compression within the current pay plan; conduct a job analysis to determine the appropriate hierarchy of jobs and their internal worth within the organization; conduct a salary and benefits survey to determine whether the Town’s salaries and benefits are competitive in the market. In the end, evergreen will provide recommendation on how the Town should move forward to better recruit and retain a talented workforce by maintaining internal and external equity.
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.
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.
City of Beaumont, CA: Classification and Compensation Study / Organizational and Operational Review
Evergreen was hired by City of Beaumont to conduct a Classification and Compensation Study and an Organizational and Operational Review. The 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; clearly outline promotional opportunities and provide recognizable compensation growth; and provide justifiable pay differential between individual job classes.
Evergreen will also conduct an examination of the City’s organizational structure and functions; review of the existing organizational structure and identification of gaps designs, and staffing levels; and propose options for a new organizational structure and recommendations regarding staffing levels, workload and span of control.
City of Takoma Park, MD: Employee Compensation and Classification Study
Evergreen was hired by the City of Takoma Park to conduct an Employee Compensation and Classification Study. Evergreen performed the following tasks: analyzed internal equity and provided potential solutions to address any inequities identified; defined and identified relevant labor markets and survey sources; recommended adjustments to ensure salaries remained competitive in the marketplace; and analyzed pay of comparable public employers in the region and provided recommended benchmarking. At the end of the study, Evergreen developed a final report and presented the findings to the City Manager, Mayor, City Council and City Unions.