Category: Local Government Projects

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.

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.

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.

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 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 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.