Category: Evergreen Solutions

Evergreen Solutions was under contract to complete a compensation and classification survey for Denton County Fresh Water District. The study assessed whether Denton had a reasonable classification and compensation system in comparison to the external employment market. The study also assessed the present Denton County compensation and classification structure for internal equity.

Evergreen Solutions thoroughly analyzed position classifications using the Job Assessment Tool to evaluate the internal conditions of Denton County and used market surveys and analysis to compare Denton County’s compensation to that of external organizations. When completed, the report included a series of findings and recommendations that alleviated any stress on the system and may also include new designs or enhancements for the existing system.

Evergreen Solutions was retained by Cape Fear Public Utility Authority (CFPUA) to perform a review of the Authority’s existing classification plan, perform a salary survey, prepare one or more pay plan option schedules, and conduct a benefits survey. Specifically, Evergreen will review the Authority’s existing classification and compensation plan for appropriateness, internal equity, and external competitiveness. A number of specific tasks will be completed by Evergreen’s team which ultimately led to recommendations as to how the Cape Fear Public Utility Authority can better deliver an equitable and competitive classification and total compensation plan.

Evergreen first conducted a series of on-site meetings with key CFPUA employees to collect necessary background data and information, gathered requirements for the CFPUA compensation plan, and most importantly discussed with employee’s representatives perspectives, concerns, and suggestions on development of the classification and compensation plan. Next, Evergreen conducted two separate processes to measure internal equity amongst CFPUA classifications and gauge each CFPUA classification’s compensation completeness against the regional labor market. This process assisted with development of a research based compensation and classification plan as well as up-to-date job descriptions for all CFPUA classifications. Included in the total compensation study is a detailed benefits survey and analysis centered on determining comparative outcomes between CFPUA benefits offerings and those of the surrounding labor market.

Evergreen recommended one or more classification plans to the Cape Fear Public Utility Authority and possible adjustments to CFPUA’s total compensation offerings which worked within any constraints on the Authority’s current resources. Sustainability efforts were implemented by Evergreen in the form of a detailed procedure manual and training for CFPUA Human Resources employees enabling them to maintain the recommended classification and compensation plan well into the future.

Evergreen Solutions was retained by the D.C. Water and Sewer Authority to develop a comprehensive Affirmative Action Plan for all employees. The process included conducting focus groups as well as data analysis to determine the level of equity present in the District’s processes, including hiring, promoting, and terminating employees. The Affirmative Action Plan identified areas for improvement as well as recommendations for meeting future needs. Upon completion of the Affirmative Action Plan, Evergreen provided training to executive leadership, senior management, and human capital management staff.

Evergreen Solutions was retained by the Tampa Bay Water Authority to conduct a survey of identified peer organizations designed to gather trends in compensation practices and policies. The survey primarily focuses on changes related to compensation over the past three year period.  In addition, Evergreen Solutions conducted a survey of peer organizations’ benefits packages to determine the Authority’s overall standing in the market.

The Cape Fear Public Utility Authority (CFPUA) was again hired Evergreen Solutions to conduct a classification and compensation study to determine CFPUA’s relative market position with respect to compensation. The study included a classification analysis using Evergreen’s Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions.

The study included recommendations to resolve any inequities in the classification and compensation system and, if necessary, updated the existing system that will: easily accommodate organization change and growth; be based upon sound compensation principles in which both internal and external equity were considered within the pay structure as well as the concepts of equal pay for equal work, equal pay for similar work, and equal pay for comparable work; and provided for new positions to be incorporated into the compensation plan as well as appropriate adjustments to maintain the compensation plan’s effectiveness. Evergreen also provided a procedural manual and training for Human Resources employees to maintain the recommended classification and compensation plan.

Evergreen Solutions was engaged with the City of Orangeburg, Department of Public Utilities (DPU) to conduct a Compensation Study.  Evergreen’s consultants evaluated the current pay plan for DPU as compared to the job market for comparable positions in other utilities, and the private sector.  Based on the results of the survey, Evergreen recommended a revised pay plan for DPU. 

Evergreen Solutions was retained by the Southwest Florida Water Management District to conduct a salary survey and provide FLSA determinations for 52 positions. Following project kickoff, Evergreen worked with SWFWMD to identify appropriate benchmarks and targets for the salary survey; conducted an external analysis of market peer compensation; and finally, provided details on positions to be adjusted based on market data where necessary. In addition, Evergreen reviewed the FLSA status of each position and determined appropriate exemption status given each position’s duties and salary level, as well as the Department of Labor’s rule changes for FLSA determinations as of December 2016.

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.