Category: Other Public Sector Projects

Evergreen Solutions was retained by the Redevelopment Authority of the County of Butler (Authority) to provide Human Resources Consulting Services.  The Authority was seeking assistance in relation to its human resource function in the following areas: Job Description Review and Update; Organizational Restructuring Recommendations; Job Banding and Grading; Compensation Banding and Salary Ranges; and Performance Based Evaluation System.

In the end, Evergreen provided guidance to the Human Resources Department staff on how to properly administer and maintain the proposed classification and compensation plan, which included reclassifications, upgrades and salary adjustment criteria.

Evergreen Solutions was retained by the Boston Public Health Commission (BPHC) to conduct a Classification and Compensation Study for its Non–Union Employees.  Evergreen consultants conducted a job analysis, evaluated and revised job descriptions (as needed), conducted a salary survey, and prepared and presented a final report that recommended a new classification and compensation structure for BPHC.  The study also ensured the new system was applied consistently and objectively organization-wide and that the new system will be easily maintainable after implementation.

Evergreen Solutions was retained by Alliance Health to conduct a Classification and Compensation Study.  Evergreen’s consultants reviewed the current Alliance Health classification and compensation systems and made recommendations to help Alliance Health attract and retain qualified employees; ensure positions performing similar work are classified together; provide salaries commensurate with assigned duties, level of knowledge, and experience; clearly outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differentials between individual classes; and maintain a competitive market position.  

Evergreen conducted a wage and benefit survey among competing jurisdictions as well as public and private organizations to determine competitive wages in the appropriate labor market(s).  In the end, Evergreen’s consultants provided a comprehensive training program for Alliance HR staff to maintain the recommended classification and compensation system.

Evergreen Solutions was engaged again with First Coast Workforce Development, Inc., dba CareerSource Northeast Florida to conduct an update to the current salary structure for all positions.  Evergreen performed the following tasks: reviewed current employee pay levels; 

assessed internal equity for areas of potential adjustment; collected market data from five peers for comparison purposes; conducted detailed analysis on Career Coordinator (previously known as Career Services Case Manager, CSCM) the Disabilities Services, Program Manager and the PD’s for the WSRI and WSRII; recommended revisions to the salary structure and individual classification placements; estimated cost and create an implementation plan for any changes; and produced a short report that summarizes findings and recommendations. 

Evergreen Solutions was retained by the Marshall County Personnel Board to conduct a Classification and Compensation Study for approximately 183 employees who fell under the auspices of the Personnel Board. In order to competitively recruit and retain employees, motivate employees to excel in job performance, and structure work to provide the best service to the community, Evergreen collected, reviewed, and evaluated current compensation and classification data for the County. Evergreen also worked with the County to identify benchmarks and targets for the market survey and provide strategic positioning recommendations. A final report, including the costs associated with all recommendations and an implementation strategy was provided to the County. In addition, Evergreen reviewed the County’s current performance evaluation system and developed a new tool for each major job group.

Evergreen Solutions was retained by Dallas Area Rapid Transit (DART) to provide Compensation Consultant Services. DART is a public transportation agency providing an assortment of transportation services to thirteen (13) cities in the Dallas, Texas metroplex. Evergreen provided job evaluation information questionnaires and electronically created job descriptions or classifications from the provided information. Evergreen updated information into DART’s job description database system, and submitted the updated job descriptions through its online workflow system. Evergreen reviewed, determined, and recommended revised rules, policies, and procedures in anticipation of and based on the proposed rule change regarding overtime compensation and reviewed all job descriptions and determined exempt or non-exempt status based on FLSA guidelines. Evergreen also reviewed and validated DART’s career ladder program and made recommendations for any necessary modifications. Upon approval of the job description review and update, Evergreen made recommendations for a sustainable compensation system that would ensure recruitment and retention of a quality public sector transit workforce, based on compensation benchmarking with comparable mid-sized employers, and comparable mid-sized transit agencies in the Texas, Southern region, and national markets.

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 CareerSource Pinellas to conduct a Salary Survey. Evergreen analyzed local and national market data taken from peer organizations to determine the appropriate compensation levels for benchmark positions.

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 hired by the Land-of-Sky Regional Council in North Carolina to conduct an Efficiency and Effectiveness Study. The foundation of Evergreen’s approach to conducting this study centers in the simple premise of aligning needs with resources in an optimal manner. Strategic needs were the main driving force for the Council in examining its direction and alignment. Strategic needs included the expectations of citizens, the needs of the community, and the relative resources available to the Council.

In conducting the performance audit, Evergreen consultant’s assessed the organizational effectiveness and operational performance levels of the Regional Council; assisted the Regional Council in continuing accomplishments through a steadfast commitment to efficient and effective support operations; identified, initiated, and institutionalized best practices, which can be identified from other government or private industry providers of similar service or functions, throughout the Regional Council; identified potential savings from implementing best practices; identified costs to identify and implement recommendations; and developed an implementation plan to realize quickly the maximum benefits.

In the end, Evergreen developed findings, commendations, and recommendations for containing costs and improving management strategies that will lead to better and more efficient expenditures of funds.