Evergreen was retained by the Superior Court of California to conduct a Classification and Compensation Study. Evergreen performed the following tasks: ensured appropriate compensation for all Court employees; ensured appropriate classifications and position descriptions to accurately reflect current duties and responsibilities; provided salaries commensurate with assigned duties; provided benefits commensurate with comparable government agencies; provided a justifiable pay differential between individual classes; and maintained a competitive position with other comparable government entities and private employers within the same geographic areas.
Superior Court of California, County of Imperial: Classification and Compensation Study
Evergreen Solutions was hired by the Superior Court of California – County of Imperial to conduct a Classification and Compensation Study. Evergreen reviewed current classifications; conducted a comprehensive review of the compensation ranges to ensure both external and internal competitiveness and internal equity; and recommended salary ranges for base pay for each classification.
Okaloosa Gas District, FL: Pay Plan, Classification and Compensation Study and Analysis
Evergreen Solutions was retained by the Okaloosa Gas District to conduct a Pay Plan, Classification and Compensation Study and Analysis. Evergreen performed the following tasks: developed and designed a compensation philosophy that aligned with the District’s strategic plan, operations and complemented its vision to be the “employer of choice”; conducted a comprehensive analysis of the current compensation program and made recommendations for improvement and suggested plans to address issues including but not limited to: target comparison market, internal equity assessment, competitive salary analysis, index of standard for cost-of-living comparison, and strategies for critical skill recruitment and retention; created and proposed a classification structure with recommendations for assignment for all positions within this structure commensurate with level of complexity, responsibility, knowledge, skills and abilities, and/or other compensable factors; identified comparable organizations and competitive labor market comparisons for position classifications and conducted a full compensation survey, complete with recommendations and cost of implementation; analyzed existing compensation, identified recommendations for review and proposed implementation methods to address issues/concerns; recommended compensation levels, range spread, and range placement for positions based on market survey and internal analysis; and provided alternative methods to address internal inequities, pay compression, retention, hard to fill positions and market adjustments.
Note: Evergreen was again hired in 2023 to conduct a Classification and Compensation Plan Update.
South Texas Water Authority: Comprehensive Compensation and Classification Study
Evergreen was hired by the South Texas Water Authority to conduct a Comprehensive Classification and Compensation Study. Evergreen will perform the following tasks: conduct a comprehensive salary survey to ensure external equity; develop a new pay structure; review FLSA status; and prepare a final report which includes the fiscal impacts for implementing all recommendations.
West Basin Municipal Water District, CA: Classification and Compensation Study
Evergreen was hired by the West Basin Municipal Water District (West Basin) to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: revise and develop classification specifications and job descriptions; conduct a market survey of comparable water districts and other public agencies; collect and analyze labor market total compensation data; evaluate existing internal salary relationships and make appropriate recommendations; review the current salary schedule structure and make recommendations; and prepare a classification and compensation report.
Brazos River Authority, TX: Compensation and Classification Study / Organizational Review of the RSMU Department
Evergreen Solutions was hired by the Brazos River Authority to Compensation and Classification Study as well as an Organizational Review of the Reservoir System Maintenance Unit (RSMU). Evergreen reviewed and recommended changes to the existing exempt and non-exempt pay grade schedules; classification system for all employees; job descriptions; and FLSA non-exempt and exempt status of all positions. Evergreen conducted market salary and benefits surveys to determine external competitiveness, internal compression and recommend pay changes, if any. Evergreen also conducted a statistical pay equity analysis for internal equity and provided recommendations. Evergreen performed an Organizational Review of RSMU in the following areas: current and anticipated staffing levels; skill-level requirements; and associated compensation. In the end, Evergreen presented a final report to the Board of Directors that included documentation that supported the findings and recommendations derived from the salary and benefits market compensation surveys, the findings and recommendations for adjustments to the exempt and non-exempt pay grade schedule, and the findings and recommendations for adjustments to the classification system and pay equity for all employees.
Note: Evergreen has worked with the Brazos River Authority on three previous projects and was hired in 2024 to conduct a Classification and Compensation Plan Update.
Florida Municipal Power Agency, FL: Human Resources Compensation Study
Evergreen was hired by Florida Municipal Power Agency (FMPA) to conduct a Human Resources Compensation Study. Evergreen will review FMPA’s compensation plan, conduct a market salary survey to determine external equity, make recommendations for improvements to the current pay plan, review job descriptions to ensure internal equity, and assist in updating job descriptions based on findings from the job analysis and market survey.
Whatcom Transportation Authority, WA: Classification and Total Compensation Study
Evergreen Solutions was hired by Whatcom Transportation Authority (WTA) to conduct a Classification and Total Compensation Study. Evergreen performed the following tasks: evaluated the current philosophy for non-represented position; conducted 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; provided 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 conducted a Compensation Study and provided 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 was retained by Victor Valley Transit Authority (VVTA) to conduct a Compensation and Benefits Study. Evergreen addressed 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 were classified together, and to ensure VVTA was competitive with relevant labor markets.