Evergreen Solutions was hired by Whatcom Transportation Authority (WTA) to conduct a Classification and Total Compensation Study. Evergreen will perform the following tasks: evaluate the current philosophy for non-represented position; conduct a full study comparing current salaries, benefits, time off, longevity pay, premium or differential pay, hiring or incentive pay, car allowances and more to new comparators; provide reports with clearly understood variances between WTA comparable entities; and recommend actions to meet the objectives of the Board of Directors for consideration and adoption.
Northwest FL Beaches International Airport, FL: Compensation Study
Evergreen was hired by Northwest Florida Beaches International Airport to conduct a Compensation Study. Evergreen will conduct a Compensation Study and provide recommendations to ensure that the District remains competitive in the marketplace and can continue to attract and retain a talented workforce at current market rates.
Victor Valley Transit Authority, California; Compensation and Benefits Study
Evergreen is retained by Victor Valley Transit Authority (VVTA) to conduct a Compensation and Benefits Study. Evergreen will address changes in operations and staffing over the past several years to ensure that positions performing similar work with the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together, and to ensure VVTA is competitive with relevant labor markets.
Louisville Regional Airport Authority, KY: Classification/Pay Plan Structure and Compensation Study
Evergreen is retained by the Louisville Regional Airport Authority (Authority) to conduct a compensation study and a classification/pay grade review of the existing pay structure for all existing positions within the Authority. Evergreen will provide recommendations to ensure salaries in all positions at the Authority are internally equitable, externally competitive, and to ensure the Authority has a credible compensation and classification/pay grade structure in place that ensures positions performing similar work with essentially the same level of complexity, responsibility, knowledge, skills, and abilities are classified together that will provide salaries commensurate with assigned duties.
Greater Orlando Aviation Authority, FL: Compensation, Classification, and Benefits Study
Evergreen Solutions was retained by the Greater Orlando Aviation Authority to conduct a Compensation, Classification, and Benefits Study. Evergreen conducted a comprehensive benefits, compensation, and position classification study, and developed recommendations and proposed options for a compensation and classification system of positions in the current organizational structure and benefits to ensure the Aviation Authority’s competitiveness with relevant organizations in the marketplace.
Okeechobee Utility Authority, FL: Employee Classification and Compensation Survey
Evergreen was retained by the Okeechobee Utility Authority to conduct an Employee Classification and Compensation Survey. Evergreen analyzed and reviewed current OUA policies and procedures with respect to employee job classifications, pay and other benefits to retain and hire employees. As a final product, a report was generated with content and format.
Raleigh Housing Authority, NC: Salary and Compensation Comparability Study
Evergreen Solutions was again retained by Raleigh Housing Authority (RHA) to conduct a Salary and Compensation Comparability Study. Evergreen’s consultants analyzed the salary schedules for all positions at RHA and its comparability to other employers in its industry, government sector, and private entities within the metropolitan area.
Charleston County Aviation Authority, SC: Compensation and Classification Study
Evergreen Solutions was retained by Charleston County Aviation Authority (CCAA) to conduct a Compensation and Classification Study. Evergreen evaluated 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 assessed internal equity. Additionally, any areas for streamlining, restructuring, or further division of labor were notated, to include expected efficiencies gained from the suggested changes. The objectives of the study for CCAA were 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.
Clayton County Water Authority, GA: Classification and Compensation Study and Analysis
Evergreen Solutions was retained by the Clayton County Water Authority (CCWA) 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 (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.
New Braunfels Utilities, TX: Job Market Survey
Evergreen Solutions was retained by New Braunfels Utilities to conduct a Job Market Survey. Evergreen performed 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 included positions directly related to these services as well as utility support staff and leadership. Evergreen utilized 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 also analyzed NBU employees’ salaries, per job classification, to ensure internal equity based off gender and race and provided individualized recommendations for changes.