Category: Local Government Projects

Evergreen Solutions was retained by Laurens County to conduct a comprehensive wage study and analysis for regular and part-time positions.  The goals of the study were to: ensure fair and equitable relationships within the organization; recommend and identify a consistent and competitive market position that the County can strive to maintain; remain cognizant of trends in wage or compensation inequality; and apply goals organization-wide, professionally, consistently and objectively.

Evergreen Solutions was again hired by the City of Fort Myers to conduct a Staffing Study of the Police Department. Evergreen performed the following tasks: developed a project plan summarizing tasks, milestones, and deliverables; conducted five interviews and four focus groups with various department stakeholders; reviewed current pay distribution of all ranks and identified pay challenges (i.e. compression, high volume of employees maxed out, etc.); analyzed current turnover trends by rank or level; explored development of additional ranks in the career structure to align with peers and best practices; amended and updated current career development plan (CDP), including what was needed for promotion, and the pay increases of promotion; provided recommendations on patrol shift make-up to align with recommended rank structure changes; and created a new compensation plan to align with recommended CDP, including one step approach and one alternative approach (hybrid or open).

Evergreen Solutions was engaged with the City of Ridgefield to conduct a Classification and Compensation Study. The City desired to maintain an internally and externally equitable, yet market competitive, classification and compensation plan. The City strived to competitively recruit and retain employees who provided the best service to the community. The City had not conducted an in-depth review of the classification and compensation structure since 2015-16 and since that time had grown from 37 to 52 FTE’s, including seven (7) new classifications.

Evergreen Solutions was engaged with Effingham County to conduct a Classification and Compensation Study and Analysis. The objectives of the study were to: attract and retain qualified employees; 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 the same geographic areas.

Evergreen Solutions is retained by the City of Hendersonville to conduct a Classification and Compensation Study. The study will include 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.

Evergreen Solutions was engaged with the Town of Carolina Beach to conduct a management, organizational structure, and efficiency study. The objective of this study was to review all Town Departments, current management structure, staffing, and current/future staff workloads and to make recommendations regarding the most effective and efficient management and organizational structure and staffing to meet the service levels expected by elected officials, Town residents, business owners, and visitors. The study was performed in conformance with the following directives: review current and past organizational structures and staffing levels; review and summarize current services provided and staff workloads for all departments (winter and summer); determine what is working well with the Town’s organizational structure and staffing levels and determine the areas that may need improvement; compare and contrast the Town’s organizational structure, services, and staffing levels with other similar sized cities in North Carolina and other industry staffing standards, if available; review current and future Town services and workloads to determine the most effective and efficient management and organizational structure to meet the demands and expectations of elected officials, Town residents, business owners, and visitors; review current and future Town tax structure to other towns of similar size and makeup; determine a method of assessing the health of the organization’s culture, internal relationships, and attitudes toward the workplace. As a result of the assessment, Evergreen determined effective measures to improve those areas that need addressing; determined cost saving measures that could be implemented that would allow similar or increased levels of service and that would improve overall efficiency; and identified performance measures that would result in assessing the effectiveness of those recommendations that were to be implemented.

Evergreen was retained again by Spokane County to conduct a Classification Study. Evergreen conducted a job analysis to determine internal equity and provided recommendations regarding the appropriate classification structure. Evergreen also reviewed and revised job descriptions and make FLSA determinations.

Evergreen was engaged with Beaufort County to provide Classification and Compensation Study Services. The purpose of the study was to address changes in county operations and staffing over the past decades, which might have affected the type, scope, and level of work being performed. The objectives of the study were to: attract and retain qualified employees; 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; provide justifiable pay differentials between individual classes; and maintain a competitive position with other comparable governmental entities and private employers within the same geographic area.

Our firm is engaged with the City of Urbana to provide Classification and Compensation Study Services. The City of Urbana seeks to achieve the following goals: 1. Maintain a high level of employee satisfaction by providing a classification and compensation system that is both fair and competitive. 2. Demonstrate fiscal responsibility to the community by providing a classification and compensation system that makes the best of The City’s financial resources. 3. Ensure a close alignment between pay and performance by providing a classification and compensation system that rewards merit.

Evergreen was engaged with the City of Portland (City) to conduct a Classification and Compensation Study. Evergreen’s consultants evaluated every job within the City and the current pay and benefits structure. A market survey of salary and benefits was conducted among peers approved by the City. Based on the survey results, Evergreen made recommendations for changes to the current classification and compensation systems, as well as provided a maintenance system that the Human Resources Department could use to keep the systems current and equitable. Training on this maintenance system was provided.