Category: Water/Utilities Clients

Evergreen Solutions was engaged with the Brunswick-Glynn Joint Water and Sewer Commission (BGJWSC) to conduct a Total Compensation Study. The study provided options for a classification and total compensation plan, including an implementation strategy, which achieved 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 Solutions was again engaged with North Charleston Sewer District to conduct a Compensation Study.  Evergreen’s consultants conducted a comprehensive salary survey for the purpose of ensuring that the District’s pay plan was externally equitable and competitive.

Evergreen Solutions was again retained by Riviera Utilities to conduct a Classification and Compensation Study.  The objectives of the study were to: review the existing compensation plan and classification structure to ensure that all positions are internally equitable and externally competitive; conduct a survey with comparable utilities and communities on salaries, pay structure, and pay policies; provide recommendations for revisions to the compensation plan and pay policies; deliver a Compensation Procedure Manual to objectively evaluate new or revised positions following the conclusion of the study with recommendations for compensation practices for future use; and update job descriptions using data collected from job analysis questionnaires.

Evergreen Solutions was retained by the Cobb County-Marietta Water Authority (CCMWA) to conduct a Compensation Study.  Evergreen’s consultants assessed the current market position for CCMWA to ensure that classifications as well as incumbents were placed in a market-responsive manner.

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.

Evergreen was again retained by Keys Energy Services to perform a Comprehensive Compensation Study for bargaining unit and management staff.  Evergreen’s consultant performed the following tasks: reviewed the existing compensation structure to gain a clear understanding of the philosophy and practices that were currently in place; prepared a detailed, market-based compensation report with benchmarking against external data sources and identified peer groups, including local, state, and national compensation market analysis; and provided a report that included findings and recommendations for implementation and migration to new pay scales.

Evergreen was retained by the Upper Trinity Regional Water District (District) to conduct a Compensation/Benefits/Pay-Practices and Classification Study and Analysis.  The primary objectives of this study were for the District to: attract and retain qualified employees; ensure positions performing similar work with essentially the same amount of level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries that are commensurate with assigned duties; and provide justifiable pay differential between individual classes.

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.

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.

Evergreen was retained by Colorado River District to conduct a Compensation Study. Evergreen conducted a custom salary survey and reviewed published data to determine base salary practices among targeted relevant employers in the area. Evergreen used market data to create a comparative analysis of the River District’s current pay plan and provided observations and recommendations supporting the River District’s compensation strategy of maintaining a highly competitive compensation plan.