Evergreen was hired by the Onondaga Community College to perform a Compensation Analysis and Structure Development. Evergreen will conduct a thorough market analysis of Professional Administrator and Management Confidential positions and salaries; compare current salaries to market data; develop a new compensation structure that is industry competitive; provide clear career paths; provide recommendations relative to compensation adjustments; and assist in the implementation and maintenance of the new compensation structure.
City of Bellingham, WA: Job Classification Market Study
Evergreen was hired by the City of Bellingham to conduct a Job Classification Market Study. Evergreen will perform the following tasks: conduct a market pay evaluation; collect salary and benefit data for a total compensation analysis; review job descriptions for all benchmark positions; conduct a job analysis of all bargaining unit classifications; conduct job analysis interviews; analyze the internal pay relationship between positions; produce recommendations on strategy options for a more effective management of compression issues; and develop tools and guidelines for implementing changes to the classification and compensation plans; and provide necessary instruction to the City to maintain recommendations.
City of Riverdale, GA: Classification and Compensation Study and Analysis
Evergreen was hired by the City of Riverdale to conduct a Classification and Compensation Study and Analysis. Evergreen will perform the following: provide a comprehensive evaluation of every job within the city to determine relative worth within the organization for internal equity; review all current job classifications and recommend changes to the hierarchical order of jobs; establish appropriate benchmarking standards and conduct a market salary survey; identify potential pay compression issues and provide potential solutions; analyze and recommend changes to the present compensation structure; and develop guidelines to assist City staff with determining the starting pay for new employees.
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.
Murray State University, KY: Compensation Study
Evergreen Solutions was retained by Murray State University (MSU) to conduct a Compensation Study. Evergreen conducted a market salary survey for faculty and staff to determine whether MSU was competitive in the market.
Marlboro County School District, SC: Salary Study
Evergreen Solutions was retained by the Marlboro County School District to conduct a Salary Study for certified and classified staff. Evergreen performed the following tasks: provided an analysis of the District’s organizational structure and key positions; met weekly with the District’s five-member Salary and Staffing Team (comprised of the District’s Chief Finance Officer, Associate for Superintendent for Human Resources, Executive Director of Human Resources, Executive Director of Curriculum and Instruction, and Superintendent) to discuss observations and respond to requests for information; performed salary and position comparisons with all surrounding districts within a 50-mile radius of District Office and any comparable districts within the state of South Carolina; developed a consolidated grade and step salary schedule for all non-teaching positions; identified exempt and non-exempt positions for wage and hour compliance; and prepared a comprehensive supplemental pay schedule.
City of Albuquerque, NM: Classification and Compensation Consulting Services
Evergreen Solutions was retained by the City of Albuquerque to provide Classification and Compensation Consulting Services for 6,500 employees. Evergreen’s consultants performed the following tasks: developed new classification and compensation structure (job families, pay plans, grades, steps as applicable) including recommendations for movement within structure; conducted a benchmarking analysis for placement of jobs within the new structure; assessed and provided recommendations associated with Premium Pay programs including but not limited to hiring incentives, seniority-based pay (longevity pay), shift differential, etc.; recommended resources needed to manage compensation program into future (i.e., technology and human capital); reviewed and updated job descriptions to accurately reflect essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; ensured position descriptions were in full compliance with all applicable federal, state, local statutes and regulations, including the Fair labor Standards Act (FLSA) exemption status and Americans with Disabilities Act (ADA); and ensured position descriptions were assigned within the classification system, reflecting equitable placement between various position responsibilities.
Note: Evergreen previously conducted a similar study for the City and is currently conducting a workforce study to determine the proper staffing of various departments. This study is nearing completion.
City of Atlanta, CA: Classification and Compensation Study
Evergreen Solutions was retained by the City of Atlanta to conduct a Classification and Compensation Study for its more than 8,000 employees. The primary objectives of the study were to: 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; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within similar geographic areas who are providing comparable and equivalent services.
Arizona Supreme Court: Salary Study and Analysis
Evergreen Solutions was retained by the Arizona Supreme Court to conduct a salary survey and analysis. Evergreen’s consultants conducted a market study to determine the level of salaries needed to attract and retain positions within the probation departments in 15 counties in Arizona; surveyed comparable agencies for the salary ranges and job descriptions for four position classifications (i.e., probation officer, probation officer supervisor, surveillance officer, and juvenile detention officer); identified public sector contemporaries within similar markets for sustainable, accurate, position benchmarking; and establish a competitive salary range by position classification, including the starting salaries required for each position classification in order to set competitive pay standards for Arizona’s Probation Departments.
Lansing Community College, MI: Consulting Services – HR
Evergreen Solutions was retained by Lansing Community College to provide Consulting Services – Human Resources. Evergreen’s consultants performed the following tasks: reviewed job descriptions, current classification definitions, current salary schedules, and the AFT union contract which may impact the study results (This also included review of division organization and staffing, as well as current personnel practices and policies that impact pay and performance); conferred with Human Resources, Executive Leadership Team and Union Leaders in order to review input regarding their views of compensation problems and needs, and to identify specific areas of concern; conferred with leaders in each of LCC’s ten divisions/work areas to better understand the nature of work performed by employees and the levels of responsibility and reporting relationships; prepared recommended pay grade and range schedules and assignments to pay grades for each class of work in the compensation plan; and provided consultation regarding job titles to ensure they are consistent within LCC and consistent with industry specific titles.