Fort Walton Beach Council agenda — 09-10-13--regular — reading text

compensation and classification study. The study Includes evaluating jobs, updating classifications, assessing the labor market, and making recommendations. Evergreen' s recommendations will improve the competitiveness of the City and help the City prepare for attracting and retaining the best and brightest Note: This project is nearing completion. Compensation Study Allegany County, Maryland Evergreen Solutions was hired by Allegany County to conduct a Compensation Study and analysis for the Office of the Sheriff. The Office of the Sheriff includes the primary functional areas of Road Patrol and Correction Deputies at the county correctional facility. Evergreen understood that the Office of the Sheriff faced competitive pressure from other area law enforcement agencies and designed a salary survey instrument for distribution to an approved list of local peers. This survey took into account total compensation including supplemental pay, insurance benefits, retirement, leave and other tangible benefits. The results of this survey and the subsequent prepared report provided the County with recommendations designed to improve their competitive position and ability to recruit the best and brightest available workers for these key areas. f Srrergreen So /uHona, I.LC Page r -iq  8 Aed Bt0-£ t ddN Jo ptemy : 405Z) oil `suognloS uaatBtaA3 - lesodotd Pte gt0-£t ddN : Juawgoeuy 0 Classification, Compensation, Benefits, and Performance Management Brunswick County, North Carolina aYuh Evergreen Solutions was hired by the Brunswick County to facilitate the county-wide review of classification, compensation and performance management practices and make recommendations for implementation of a revised pay plan that takes into account both internal and external equity. The study includes all employees and classifications in the County. As part of the study, the Evergreen Team conducted focus groups and interviews with employees and managers, and they will complete Evergreen Solutions' Job Assessment Tool (JAT). Job descriptions were reviewed and updated, including FLSA compliance determinations. Evergreen' s consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the County. A detailed plan was developed to provide the County with speck steps to implement an equitable and competitive compensation plan. In addition, Evergreen Solutions is currently reviewing and analyzing performance management tools and practices and recommending improvements as necessary. Finally, maintenance training and documentation will be provided to County staff to assist with upkeep of the newly established system. Note: This project is nearing completion. A Classification and Compensation Study City of Lancaster, South Carolina Evergreen Solutions was retained by City of Lancaster to conduct a detailed compensation and classification analysis of its employees. Employees Participated in focus groups, Interviews, and job analysis to determine the best classifications for the work performed, In addition, pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to Improve the fairness and equity of positions within the City. 4 Compensation and Classification Study City of Mauldin, South Carolina The City of Mauldin retained Evergreen Solutions to provide oversight into the data collection process regarding compensation and classification as well as provide recommendations following the collection of the data for the City to transition into a purely merit -based pay system. The purpose of the study was to review the current structure that had not been updated in the last few years utilizingthe position rating manual and position analysis questionnaire; review the salary survey methods and results collected from local municipalities and national IMCA data; verify overall grade placement and internal equity for the organization as a whole; ensure external equity with the marketplace; and provide oversight on transition to performance management, merit -pay system. Evergreen Solutions, ELC Page t -ls  w Aed 8fo-£t & IN 10 ptewy : 6oSZ) Dll `suoilnlog ua0J6A0A3 - lesodotd WE Utl-£I. d=IN : 1uawgoegy N n YdY As part of the study, Evergreen reviewed the materials provided by the City a and gave feedback on best practices and market trends; analyzed internal equity data collected by City and gave feedback to address internal equity; reviewed salary survey data collected by the City for accuracy and provided insight regarding findings; developed the strategic position for the City utilizing collected data and desired Intentions of the City; and assisted the City with developing transition plan. 4 Salary Parity Study / Structural and compensation Systems study Charleston County, South Carolina In 2005 -06, Charleston County conducted a Classification and Compensation Review using another consulting firm. Then in 2007, Evergreen Solutions was hired by the County to review the results and verify the recommendations that accompanied the study. The primary issue examined by Evergreen was the Internal equity relationships present within the County's pay plan. The Evergreen Team administered a job analysis tool to County employees that helped determine job worth and verify Internal equity relationships as they relate to compensation. Although the study's primary emphasis was ensuring that Internal equity relationships were proper, the study also ensured that employees were paid consistently with the market Evergreen provided detailed recommendations for adjustingthe County's pay and classification structure and developed an implementation plan complete with costing information. Note: Evergreen was again hired In the latter part of 2011 to conduct a Structural and Compensation Systems Study. The Evergreen Team worked with elected official and employee committee throughout the process. Our phases included employee outreach, best practice research, and consensus building to recommend a 21A century approach to compensation and classification management 4 Compensation Market Review and Classtlkation Study City of Austin, Texas Evergreen Solutions was hired by the City of Austin to reviews its classification system for the Human Resoumesjob family. The review covered 46 separate job classifications and 222 employees working in the human resources field either in the Human Resources Department or within the City' s other departments. The study's primary purpose was to review the City' s classification structure for its human resourcesjobs and ensure that all employees working in the human resources area were properly classified based upon the work they performed. To accomplish this purpose, Evergreen' s consultants met with each Human Resources Manager and conducted extensive outreach sessions (desk audits) with a large percentage of human resources employees. a] Evergreen SofuNons, LLC Page t -16  5 Red 9 t0-tL ddb Jo P+ emtl a 609Z) 91l 'suognloS uaaJBran3 - lesodOJd P! 8 9fP£t ddb nuawgoeay N 6 In addition to the interviews and desk audits, Evergreen' s consultants dYY a reviewed Position Analysis Questionnaires ( PAQs), Job descriptions, organizational charts, and other documentation. The job analysis resulted in recommendations for ajob hierarchy within the Human