Category: Water/Utilities Clients

Evergreen was hired by the Brushy Creek Municipal Utility District to conduct a Classification, Total Compensation and Benefits Study. Evergreen will perform the following tasks: analyze pay structures, salary ranges, performance-based incentives and benefits; ensure job titles and descriptions match across organizations to compare similar roles; evaluate current market trends, including demand for specific skills and economic conditions; and create and develop a salary comparison and benefit matrix.

Evergreen Solutions was selected to perform a Compensation and Classification Study for the Brazos River Authority. The Authority, headquartered in Waco, Texas, has branch offices located along the Brazos River. With over 250 employees, the Brazos River Authority is solely responsible for developing and managing the water resources of the entire Brazos River basin.

Evergreen Solutions’ study included, but was not limited to: a comprehensive evaluation of the Authority’s existing compensation plan; completion of a market salary survey; construction of a classification plan through which work performed at all classification levels will be evaluated using Evergreen Solutions’ Job Assessment Tool (JAT) and Management Issues Tool (MIT); and development of strategic positioning and compensation recommendations for sustaining the compensation and classification system.

The Bexar Metropolitan Water District (BexarMet) retained Evergreen Solutions to conduct a salary and benefits survey to determine if BexarMet was offering salaries and benefits that were within an appropriate competitive range. The study results provided BexarMet with recommendations related to external equity while still ensuring that internal equity is maintained.

The study included a review of the analysis conducted on the market data, recommendations based on the compensation structure, development of specific compensation recommendations, and creation of a strategic direction for BexarMet to use in implementing the proposed compensation system.

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.