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.