Category: Transit Organizations

Evergreen was hired by the City of Naples Airport Authority to conduct a Compensation Study. Evergreen will perform the following tasks: collect secondary compensation data on all positions based on competitor categories; analyze data to determine market positioning by classification; recommend a pay structure for the Authority that is fair, equitable, and competitive; slot classifications into proposed pay grades; prepare and submit a summary report, including the methodology, findings, and recommendations; and present results.  

Evergreen was hired by the Interurban Transit Partnership (ITP) to conduct a Compensation Study. Evergreen performed a review of ITP’s positions and current compensation to market benchmarks and reviewed and made recommendations to redesign ITP’s current pay grade and market salary schedule. Evergreen further recommended an equitable process for handling promotions from grade to grade and reviewed and recommended opportunities for improvement of ITP’s performance management system.  

Evergreen Solutions was engaged with the Tri-County Metropolitan Transportation District of Oregon (TriMet) to conduct a Compensation Study.  Evergreen’s consultants reviewed of the current job classification placement within the grade structure as well as an opinion on the competitiveness and appropriateness of TriMet’s market position as defined by the grade structure used at TriMet compared to others. Evergreen also reviewed the 2018 Predictive Compensation Model (PCM) model adopted by TriMet to determine whether there were other options to establish a model which complied with the law, yet provided more flexibility and embedded performance into the model.  In the end, Evergreen provided a final report that covered the following: a review of market comparison for current job classifications and grade placement within the grade structure; a recommendation on the grade structure used at TriMet compared to other organizations; recommendations for changes to the PCM that instilled some flexibility into the salary placement process, while continuing to be legally compliant with the Pay Equity Law; and an evaluation of market comparisons and cost of increasing the target to the 60th or 70th percentile.

Evergreen Solutions was again engaged with the Northern Arizona Intergovernmental Public Transportation Authority (NAIPTA) to conduct a Performance Evaluation Study.  Evergreen performed the following major tasks: created objective performance factors that applied to different sectors of the work force; devised a consistent scoring system that accounted for objective differentiation of employee performance levels; designed compensation parameters associated with performance evaluation scoring system; documented compensation implementation system associated with performance evaluation instruments and scoring; validated the program with a subset of employees; and created a new vision for what performance evaluation could be at NAIPTA.

Evergreen was engaged with Northern Arizona Intergovernmental Public Transportation Authority (NAIPTA) to provide Wage Compensation Study Services. The wage compensation study services provided to NAPITA included: an evaluation of NAIPTA’s current compensation system; a market salary survey of peer organizations determined by characteristics such as size of the organization, geographic proximity to the Flagstaff area, economic and budget characteristics, and other demographic data; strategic positioning recommendations based the compensation philosophy and market salary data gathered; and recommendations for the continued administration by NAPITA to sustain the recommended compensation plan.

Evergreen was hired by the Davidson Transit Organization (DTO) in Nashville to provide an in-depth analysis of its compensation plan including an evaluation of market competitiveness and compensation structure applicable to administrative exempt and non-exempt staff (120 positions).  This study included a review of current compensation practices and the development of a compensation philosophy, defining the appropriate labor market to which DTO should be compared, evaluating the FLSA status of each position, making salary recommendations for various jobs based on market data collected, completing an assessment of total compensation, and the provision of recommendations to assist with implementation.  Note: Evergreen was again hired by the DTO to conduct a Compensation Salary Study Review.

Evergreen Solutions was engaged with the City of Raleigh to review the organizational structure of the Transportation Planning service unit.  For this review, Evergreen consultants: reviewed the overall organizational structure of the Transportation Planning service unit; met with and gain an understanding of the team members in the service unit; determined whether the current organizational structure best met the needs of the service unit; and made recommendations on how to improve the organizational structure to enhance efficiency and effectiveness.

Evergreen was retained by the Western Reserve Transit Authority to conduct an Employee Compensation and Classification Study for non-union employees.  Evergreen performed the following tasks: conducted a thorough classification and compensation study and analysis of public, private and transit sector employers who provide equitable services and draw on a shared labor market;  determined if individualized position/job descriptions were needed; and if so, assisted with job audits in the development of those descriptions;  prepared a comparative analysis that identified WRTA’s competitive position in the labor market;  provided a recommendation for total salaries; and prepared recommendations for a classification and compensation system with suggestions for: adjustments in salary structure to allow appropriate compensation ensuring internal equity; creation or revision to compensation rules and policies; avenues to rectify wage compression issues; and ability to maintain competitiveness, avoid potential loss of qualified staff, and mitigate difficulties in recruiting new employees. Note: Evergreen was again hired by the Western Reserve Transit to conduct a Compensation Study, and again in 2022 to conduct a Compensation Plan Update.

Evergreen was retained by the Central Ohio Transit Authority (COTA) to conduct a Compensation and Classification Study for its administrative, non-represented employees (i.e., 155 employees in 94 different positions).  Evergreen validated that COTA’s compensation package: ensured that positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities were classified together; provided salaries commensurate with assigned duties; provided justifiable pay differential between individual classes; provided competitive compensation that is comparable to other transits, and public and private sector employers within their service and recruitment area; and provided base compensation within the labor market.

Evergreen provided recommendations for the appropriate salary range for each existing or proposed classification based on the compensation survey results, internal relationships, and equity and provided revised class specifications. In addition, Evergreen proposed a new system for assessing the established pay structure on an annual basis that measured the change in market rates and the method for adjusting minimum and maximums of the pay bands as well as for assigning salary grades to newly created classes or classes with significant changes in duties and responsibilities that took into account the market value of the class in addition to the responsibilities and qualifications.

Evergreen also proposed a performance appraisal process and form that supported the new compensation strategy and ensured the alignment with corporate goals and objectives.  Recommendations were made for a process that will ensure the longevity of the compensation structure into the future.