Evergreen Solutions is retained by Charleston County Aviation Authority (CCAA) to conduct a Compensation and Classification Study. Evergreen will evaluate the Authority’s present salary and classification structure as compared to the relevant job market for comparable positions in comparable regions of growth, airports, as well as businesses in the private and public sectors, and assess internal equity. Additionally, any areas for streamlining, restructuring, or further division of labor shall be notated, to include expected efficiencies gained from the suggested changes. The objectives of the study are for CCAA to be able to attract and retain qualified employees and to maintain a competitive position with other comparable entities within the same geographic and business area.
Evergreen Solutions is retained by the Clayton County Water Authority (CCWA) to conduct a Classification and Compensation Study and Analysis. The objectives of the study are 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 (i.e. career ladders); provide justifiable pay differential between individual classes; ensure proper organizational alignment between classifications and designated departments; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.
Evergreen Solutions is retained by New Braunfels Utilities to conduct a Job Market Survey. Evergreen will perform a market salary and benefits survey of private and public sector benchmark comparisons of similar employee size (250 – 500 employees), customer size (50,000-100,000), and revenue ($200 million or more). The market survey will include positions directly related to these services as well as utility support staff and leadership. Evergreen will utilize the market survey results to make recommendations for the following: position changes to existing grade structure; and proposed compensation plan/model and grade structure model to correspond with the market survey results in order to keep NBU competitive in the market. Evergreen will also analyze NBU employees’ salaries, per job classification, to ensure internal equity based off gender and race and provide individualized recommendations for changes.
Evergreen Solutions is retained by Skagit Transit to provide Compensation Study Services. Evergreen will work with Skagit Transit to establish a new Employee Compensation Plan based on external benchmarks through a comprehensive analysis on the existing compensation, classification, benefit and pay structure for the organization’s employees. Evergreen will revise job descriptions to be more reflective of the actual duties of the position and some positions will be evaluated for FLSA exempt status.
Evergreen Solutions was retained by the GRTC Transit System to conduct a Compensation and Benefits Study. GRTC is a not-for-profit public service corporation jointly owned by the City of Richmond and Chesterfield County. Evergreen conducted a wage and benefits survey of select peer organizations and made recommendations for updates to the current pay plans for GRTC.
Evergreen Solutions is engaged with the Brunswick-Glynn Joint Water and Sewer Commission (BGJWSC) to conduct a Total Compensation Study. The study will provide options for a classification and total compensation plan, including an implementation strategy, which will achieve the following objectives: ensure fair and equitable compensation relationships with BGJWSC; maintain pay equity compliance; ensure competitiveness with the external market; develop strategies to increase recruitment and retention rates; provide insights and suggestions for improving employee relations regarding total compensation; account for both internal and external equity measurements; enable easy maintenance by the BGJWSC staff post implementation; and keep level of fiscal impact of the recommendations and implementation options to a level that can be managed over time
Evergreen was engaged with the Research Triangle Regional Transportation Authority (GoTriangle) to conduct a Compensation and Classification Study. Evergreen’s consultants defined and implemented a compensation philosophy and reviewed/implemented direct compensation salary structure. The project consisted of the following deliverables: facilitate leadership kick-off to confirm scope of work, approach, and timeframe; conduct interviews with Human Resources, Key Stakeholders, and/or management in order to understand key issues and concerns; review current job matches for external competitiveness and internal equity; develop and validate salary structure, ensure career development and/or succession planning are taken into consideration; conduct cost impact modeling; • Create and implement new compensation administration policy and guidelines; and create and implement communication strategy.
Evergreen Solutions was engaged with the Juvenile Welfare Board to provide a variety Human Resources Consultant Services, including reviewing and updating the Board’s classification and compensation plans and pay practices.
Evergreen Solutions was engaged with Raleigh Housing Authority (RHA) to conduct a Salary and Compensation Comparability Study. The purpose of this study was to determine the salary grades and ranges for professional, clerical, and maintenance positions at RHA as well as the comparability of the benefits package. RHA was seeking industry comparables for its professional positions as well as local comparables for all other positions. Some of the factors to be taken into consideration for this analysis were the area unemployment rate, the cost of living, higher turnover rates than desirable, average employee retention time, and the highly specialized nature of some positions. RHA’s motivation was to set salaries that are competitive in the local labor market to enable the authority to attract, hire, and retain excellent employees. Evergreen also conducted a job analysis as well as updated job descriptions for 30 positions.
Evergreen Solutions was retained by the Charleston-Kanawha Housing Authority (CKHA) to conduct a Salary Comparability and FLSA Study. Evergreen analyzed the competitive range of all positions in CKHA by comparing salaries against peer housing authorities (national, regional, and local). Evergreen further examined FLSA through a duties test for each position classification.