Evergreen Solutions was engaged with York County to conduct an Operational Assessment of the County’s Human Resource Function. Evergreen’s consultants conducted a comprehensive review on the operational effectiveness and the identification of process improvements and other methods of optimizing service to the County in the areas of employee relations; HR compliance review; employee recruitment; .and training and organizational development. Evergreen further evaluated the Human Resources Department for effectiveness including, but not limited to: staffing of operations and providing recommendations for staffing levels and patterns to aid in efficiency, cost-effectiveness, and service; use of technology and management information systems; and process improvements and workflows for HR related communications and decision making.
City of Daphne, AL: Classification and Compensation Study
Evergreen Solutions was engaged with the City of Daphne to conduct a Classification and Compensation Study to determine internal equity and external competitiveness with comparable municipalities to ensure its compensation plan was competitive. Evergreen evaluated and built a projected classification plan based on the results of a job analysis and conducted a market survey to provide an external assessment. Evergreen also developed strategic positioning and compensation administration recommendations for the City and provided revised class descriptions and made FLSA determinations.
City of Milford, DE: Job Classification and Compensation Study
Evergreen Solutions was engaged with the City of Milford to conduct a Job Classification and Compensation Study to determine internal equity and external competitiveness with comparable municipalities to ensure its compensation program was competitive. Evergreen evaluated and built a projected classification plan and conducted a market survey to provide an external assessment. Evergreen also developed strategic positioning and compensation administration recommendations for the City and provided revised class descriptions and made FLSA determinations.
City of Troy, MO: Comprehensive Compensation Study
Evergreen Solutions was engaged with the City of Troy to conduct a Comprehensive Compensation Study. Evergreen performed the following tasks: identified criteria used in selecting comparable entities. identified the process to normalize the data to adjust for differences in city population, size, or other differences from Troy; developed pay/productivity ratios for each city department that demonstrated how much salary was paid on average by each city for certain levels of service; performed a job analysis for each position and conducted interviews with employees; reviewed all job descriptions and created updated descriptions as needed; performed an organization-wide operational efficiency study and identified staffing levels that deviated significantly from that of comparable entities; performed a market salary survey to determine competitive salary levels for all positions; performed survey of market to compare the type of fringe benefits provided to comparable entity employees that included, but was not limited to, health insurance, dental, vision, life, vacation, sick leave, annual holidays, education reimbursement, training and work hours; updated the present salary schedule; and recommended compensation policy regarding salary caps.
City of Powder Springs, GA: Classification and Compensation Study and Staffing Study
Evergreen Solutions was retained by the City of Powder Springs to conduct a Classification and Compensation Study. The purpose of the study was to assist the City in reviewing and analyzing the current staff compensation structure, obtain recommendations for improvements to the existing structure, and obtain recommendations to ensure internal equity and external competitiveness. The City’s goal was to update its classification system, review FLSA guidelines, revise policies, and provide competitive pay levels to its employees. Evergreen was also hired by the City of Powder Springs to conduct a City-wide Staffing Study. Evergreen’s consultants performed the following tasks: conducted project kickoff meetings; collected relevant City data; conducted staff and leader interviews to assess existing operations; conducted, documented and reviewed existing operations including workflow and workload analysis; developed and collected peer staffing and outcomes survey; conducted workload and key performance indicator (KPI) analyses; and reported results and provided recommendations including staffing/organizational re-design.
Shawnee County, KS: Comprehensive Compensation Study
Evergreen Solutions was engaged with Shawnee County to conduct a Comprehensive Compensation Study. Evergreen conducted an external competitive market study for all current County positions to measure County pay versus market rates for each position. Evergreen further prepared cost proposals and alternatives for establishing market pay rates for each position within three years following completion of the study and provided training to Department Heads and Human Resource Director in plan implementation and maintenance as needed up to and throughout implementation.
Grand County, CO: Compensation Study
Evergreen Solutions was retained by Grand County to conduct a compensation study. Evergreen performed the following tasks: reviewed current personnel practices and policies that impacted pay and performance; reviewed legal provisions and requirements, including statutory requirements that might have impacted the study; conferred with the County Manager, Elected Officials, Department Heads and Human Resources Director in order to review input regarding their views of compensation problems and needs, and identified specific areas of concern; reviewed County jobs in order to prepare an appropriate pay survey and fringe benefit questionnaire; prepared a survey tool that sought entry level, mid-point and maximum pay for each key class included; performed analysis of pay and benefit data provided by peer organizations; prepared recommended pay grade and range schedules and assignments to pay grades for each class of work; determined appropriate internal relationships of the classes based upon classification factors; and developed a salary schedule or schedules that met the needs of the County’s compensation program and related to the County’s labor market.
Gaston County, NC: Comprehensive Position Classification and Compensation Study
Evergreen Solutions is again engaged with Gaston County to conduct a Comprehensive Position Classification and Compensation Study for its more than 1500 employees. The desired objective of the study is for the County to implement a fair, consistent, competitive, equitable, and legally defensible Classification and Compensation system that allows the County to attract, reward and retain qualified individuals.
Evergreen will perform a comprehensive review of the County’s classification and compensation system by conducting an internal equity analysis of employee salaries as well as a survey and review of current compensation and benefit policies and practices of entities of similar size of local public and private employers within Gaston County, the state of North Carolina and within the southeastern region of the United States.
From the comparative data gained through the pay survey and the comparative rankings of the classification of positions, Evergreen will assign a pay range to each classification of positions, resulting in a pay plan which is comparable, equitable and competitive with the salaries paid in the above stated labor market.
City of Pearland, TX: Classification and Compensation Study
Evergreen Solutions was again hired by the City of Pearland to conduct a Compensation and Classification Study. The study included the review of the existing classification plan, position descriptions and methods of reclassification, the performance of a salary study and the preparation of pay plan schedules, job descriptions, etc. The purpose of the comprehensive compensation and classification study was to develop a clear, equitable, consistent and competitive classification and compensation structure that fostered retention of qualified individuals while providing opportunities for growth and development within and provided the Human Resources Department a framework to operate within to maintain the system.
Leon County Sheriff’s Office, FL: Staffing Study
Evergreen Solutions was engaged with the Leon County Sheriff’s Office to conduct a Staffing Study. Evergreen performed the following: collected current Key Performance Indicators (KPIs) and other outcome-related data; developed and issued benchmarking survey to collect level, staffing, and KPI results from relevant peer organizations; developed a peer staffing matrix based on KPI and/or outcome measure variation that includes the excepted staffing range by job level; utilized comparison data from benchmark survey peers in the peer staffing matrix to assess organizational structure and staffing levels; identify jobs by level that fell outside of the estimated staffing thresholds; developed staffing model based on current strategic needs, comparison of KPI results, and peer thresholds; provided recommended staffing levels for future years, using data from County on population growth projections; provided recommendations for future staffing needs of the LCSO; created a matrix that identifies all gaps between the current and desired staffing by level and functional area of the LCSO; estimated the overall resource and cost savings for each change or gap based on the current and proposed staffing model; and submitted a final report that summarized results and linked recommendations and outcomes from the study.