Category: Water/Utilities Clients

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.

Evergreen was again hired by the Douglasville-Douglas County Water and Sewer Authority to conduct a Market Salary Survey. Evergreen will identify up to 15 peer organizations for the salary survey; collect and analyze salary survey data; prepare a draft summary of results and recommendations; and present results to leadership. Note: Evergreen was previously hired by the Douglasville-Douglas County Water and Sewer Authority on two separate occasions to conduct a similar study.

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.

Evergreen was hired by the Henry County Water Authority (HCWA) to conduct a Classification and Compensation Study. Evergreen will conduct a job analysis to determine internal equity as well as a salary survey to determine whether HCWA is competitive in the market. 

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.

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.

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.

Evergreen was hired by the Calaveras County Water District to conduct a Total Compensation and Benefits Study. Evergreen will perform the following tasks: conduct a comprehensive compensation survey and analysis; assess the current compensation plan and make recommendations for changes; make recommendations covering special compensation issues including seniority, promotions, and ongoing maintenance; conduct a survey and analysis of the District’s benefits offerings in comparison with the market study; and present the findings and final report to the Board of Directors.