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CONSULTING SERVICES AGREEMENT
Consulting Services Agreement By and Between City of Clearwater, Florida and Evergreen Solutions, LLC This Agreement (the "Agreement"), dated as of February 15, 2023, is made by and between Evergreen Solutions, LLC, a Florida corporation ("Evergreen"), and the City of Clearwater (the "Client"). WHEREAS, Evergreen Solutions and the Client desire to enter into an agreement whereby Evergreen will provide certain management consulting services for the Client on the terms and conditions hereinafter set forth; WHEREAS, Evergreen Solutions is willing to provide such management consulting services for the Client, WHEREAS, the Client selected Evergreen based on Request for Proposal ("RFP") #07-23 and responses by Evergreen to RFP #07-23, and NOW, THEREFORE, in consideration of the mutual promises contained herein and other good and valuable consideration, the parties agree that the above terms, recitals, and representations are true and accurate and are incorporated herein by reference, and the parties hereto agree as follows: 1. Engagement. Evergreen Solutions hereby agrees to provide such management consulting services for the Client as may be reasonably requested by the Client in connection with the Request for Proposals (RFP #07-23) and Proposal submitted by Evergreen Solutions on December 7, 2022 2. Extent of Services. Evergreen Solutions agrees to perform such services to the best of its ability and in a diligent and conscientious manner and to devote appropriate time, energies and skill to those duties Page 1 called for hereunder during the term of this Agreement and in connection with the performance of such duties to act in a manner consistent with the primary objective of completing the engagement. Evergreen Solutions agrees to devote such time as is reasonably required to fulfill its duties hereunder. Throughout the duration of this agreement, Evergreen Solutions will serve as an independent contractor of the Client, as such; Evergreen Solutions will obey all laws relating to federal and state income taxes, associated payroll and business taxes, licenses and fees, workers compensation insurance, and all other applicable state and federal laws and regulations. In the successful completion of this engagement, Evergreen Solutions may utilize subcontractors, but Evergreen Solutions shall remain completely responsible to the Client for performance under this Agreement. 3. Term. The engagement of the Consultant hereunder by Client shall commence as of the date hereof and shall continue through September 15, 2023, unless earlier terminated, pursuant to Section 5 hereof. 4. Compensation. (a) As compensation for the services contemplated herein and for performance rendered by Evergreen Solutions of its duties and obligations hereunder, the Client shall pay to Evergreen Solutions an aggregate fee equal to $86,000 (the "Consulting Fee"), earned and payable according to the following invoice/payment schedule: • 25% - upon completion of Tasks 1— 2 • 25% - upon completion of Tasks 3 — 4 • 25% - upon completion of Tasks 5 — 6 • 25% - upon completion of Tasks 7 —10 (b) The Client's sole obligation shall be to pay Evergreen Solutions the amounts described in Section 4(a) of this Agreement, and the Consultant is not and shall not be deemed an employee of the Client for any purpose. 5. Termination. This Agreement shall be terminated as follows: (a) 30 days after written notice of termination is given by either party at any time after February 15, 2023, provided however, that if the Client shall terminate this Agreement pursuant to this Section 5(a) for any reason other than Consultant's material breach of this Agreement (having given prior notice of, and reasonable opportunity for Consultant to cure, any such breach), Client shall pay to consultant in one lump sum an amount equal to that for which services have been rendered up to the effective date of termination. (b) On such date as is mutually agreed by the parties in writing. (c) Upon expiration of the Term as set forth in Section 3. If Client elects to terminate for material breach then Client shall pay to consultant in one lump sum an amount equal only to that for which services have been rendered. Upon termination of this Agreement pursuant to this Section 5, except as contemplated by Section 5(a) in the event Client terminates this Agreement in the absence of continuing material breach hereof by Page 2 Consultant, Consultant shall be entitled to payment of only that portion of the Consulting Fee earned through the effective date of such termination. 6. Confidential Information. Evergreen Solutions shall not, at any time during or following expiration or termination of its engagement hereunder (regardless of the manner, reason, time or cause thereof) directly or indirectly disclose or furnish to any person not entitled to receive the same for the immediate benefit of the Client any trade secrets or confidential information as determined by the Client in writing. 7. Covenants. Evergreen Solutions agrees to (a) faithfully and diligently do and perform the acts and duties required in connection with its engagement hereunder, and (b) not engage in any activity which is or likely is contrary to the welfare, interest or benefit of the business now or hereafter conducted by the Client. 8. Binding Effect. This Agreement will inure to the benefit of and shall be binding upon the parties hereto and their respective successors or assigns (whether resulting from any re organization, consolidation or merger of either of the parties or any assignment to a business to which all or substantially all of the assets of either party are sold). 9. Entire Agreement. This Agreement, including the aforementioned RFP, RFP exhibits/attachments, and Evergreen's proposal which are incorporated by reference, contains the entire agreement and understanding of the parties with respect to the subject matter hereof, supersedes all prior agreements and understandings with respect thereto and cannot be modified, amended, waived or terminated, in whole or in part, except in writing signed by the party to be charged. 10. Notices. All notices required to be given under the terms of this Agreement or which any of the parties desires to give hereunder shall be in writing and personally delivered or sent by registered or certified mail, return receipt requested, or sent by facsimile transmission, addressed as follows: (a.) If to Evergreen Solutions addressed to: Evergreen Solutions, LLC Attention: Dr. Jeff Ling, President 2878 Remington Green Circle Tallahassee, Florida 32308 (b.) If to the Client addressed to: City of Clearwater Attention: Ms. Billie Kirkpatrick, Human Resources Director 100 S. Mrytle Avenue Clearwater, Florida 33756-5520 Any party may designate a change of address at any time by giving written notice thereof to the other parties. 11. Miscellaneous. This Agreement: Page 3 i 7 Jeff Ling, President City of Clearwater, Florida (a) shall be binding upon and inure to the benefit of the parties hereto and their respective successors and permitted assigns; (b) may not (except as provided in Section 9 hereof) be assigned by either party hereto without the prior written consent of the other party (any purported assignment hereof in violation of this provision being null and void); (c) may be executed in any number of counterparts, and by any party on separate counterparts, each of which as so executed and delivered shall be deemed an original but all of which together shall constitute one and the same instrument, and it shall not be necessary in making proof of this Agreement as to any party hereto to produce or account for more than one such counterpart executed and delivered by such Ply; (d) may be amended, modified or supplemented only by a written instrument executed by all of the parties hereto; and (e) embodies the entire agreement and understanding of the parties hereto in respect of the transactions contemplated hereby and supersedes all prior agreements and understandings among the parties with respect thereto. IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the date first above written. Evergreen Solutions, LLC Interim City Manager Lead Assistant City Attorney Attest: Oae Rosemarie Call City Clerk Page 4 A Proposal to Conduct a Classification and Compensation Study for the City of Clearwater, FL RFP #07-23 ORIGINAL Table of Contents 1.0 Letter of Transmittal 2.0 Demonstrated Experience of the Firm and Project Personnel 2-1 2.1 Firm's Background and History 2-1 2.2 Select Relevant Experience 2-4 2.3 Proposed Project Team 2-29 3.0 References 3-1 4.0 Approach, Methodology, and Timeline 4-1 4.1 Approach and Methodology 4-1 4.2 Detailed Work Plan 4-11 4.3 Proposed Timeline 4-20 5.0 Cost of Services 5-1 6.0 Other Forms 6-1 Evergreen Solutions, LLC Section 1.0 Letter of Transmittal 4 Evergreen Solutions, LLC Evergreen Solutions, LLC 2878 Remington Green Circle -Tallahassee, Florida850.383.01 I 1 -fax 850.383.151 I 2878 Remington Green Circle - Tallahassee, Flori32308 850.383.01 1 1 - fax 850.383.151 1 December 6, 2022 Ms. Lori Vogel, Procurement Manager City of Clearwater 100 S. Mrytle Avenue Clearwater, Florida 33756-5520 Dear Ms. Vogel: Evergreen Solutions, LLC is pleased to submit a proposal to conduct a Classification and Compensation Study for the City of Clearwater. Our response is based on our review of your Request for Proposals (RFP #07-23) our understanding of the Florida labor market, our experience working with hundreds of local governments and other public sector organizations, and our knowledge of best practices in human resources management. Evergreen is very interested in providing the services being requested by the City of Clearwater as we have conducted more than 1,000 similar studies throughout the country. Evergreen was formed in 2004 in Florida to provide an alternative to traditional consulting practices, we provide an innovative and effective option by focusing on clients needing partners and not simply another service provider. As a national firm, Evergreen Solutions continues to grow and our territory now includes clients in 46 states. In the State of Florida, Evergreen has conducted more than 200 classification and/or compensation related studies for local governments and other public sector organizations. The following is a sample of some of the local government clients that our consultant team has worked with, or is currently on contract to work with, that involved services similar in scope to the services being requested: City of St. Petersburg; City of Dunedin; City of New Port Richey; City of Kissimmee; City of Orlando; City of Palm Bay; City of Plant City; City of Punta Gorda; City of Sarasota; City of Sebring; City of St. Cloud; City of Sunny Isles Beach; City of Temple Terrace; City of Sunrise; City of Tamarac; City of Hollywood; City of Plantation; City of Delray Beach; City of Deltona; City of Doral; City of North Miami Beach; City of Palm Beach Gardens; City of Parkland; City of Destin; City of Panama City; City of Panama City Beach; City of Pensacola; City of Apalachicola; City of Sopchoppy; City of Alachua; City of Bartow; City of Bunnell; City of Bushnell; City of Cape Coral; City of Clermont; City of Cocoa; City of Coral Springs; City of Dania Beach; City of Daytona Beach; City of Daytona Beach Shores; City of Fort Walton Beach; City of Ft. Myers; City of Gainesville; City of Green Cove Springs; City of Groveland; City of High Springs; City of Holly Hill; City of Holmes Beach; City of Homestead; City of Holy Hill; City of Indian Harbour Beach; City of Jacksonville; City of Jacksonville Beach; City of Key West; City of Lake City; City of Largo; City of Maitland; City of Marathon; City of Melbourne; City of Miramar; City of Cooper City; City of New Smyrna Beach; City of North Port; City of Ocala; City of Orange City; City of Venice; City of West Melbourne; City of Winter Park; City of Zephyrhills; Bay County; Santa Rosa County; Okaloosa County; Walton County; Gadsden County; Gulf County; Leon County; Wakulla County; Franklin County; Charlotte County; DeSoto County; Hardee County; Collier County; Highlands County; Sarasota County; Monroe County; Palm Beach County; Miami -Dade County; Pinellas County; Marion County; Manatee County; Martin County; Seminole County; Sumter County; Orange County; Brevard County; Flagler County; Lake County; Alachua County; Hernando County; Osceola County; Citrus County; Miami Shores Village; Village of North Palm Beach; Village of Pinecrest; Village of Islamorada; Town of Lake Park; Town of Jupiter; Town of Cutler Bay; Town of Davie; Town of Longboat Key; Town of Lady Lake; Town of Orange Park, FL; Town of Palm Beach; and many others. A detailed description of the services provided to some of these clients can be found in Section 2 of our proposal. www.ConsultEvergreen.com Evergreen Solutions is able to fully comprehend the challenges and goals of the City of Clearwater because of our vast understanding of local government human resources, and the fact that we possess the necessary experience and qualifications. Our team has significant expertise in conducting classification and compensation studies for local governments and other public sector organizations, as evidenced in Section 2 of our proposal. Detailed resumes are available upon request. Some of the human resource services Evergreen Solutions has focused on include: classification and compensation studies; salary and benefits surveys; performance management studies; recruitment, hiring, and retention studies; workload analyses; HR department reviews; organizational assessments; strategic and workforce planning; and staffing studies. Through our experiences in conducting this wide range of projects, we have gained the knowledge of every aspect of the management and operations involved in local government human resources management. As a result, our team understands how critical a classification and compensation system is to the overall operation of a proficient and progressive municipality. We have developed helpful methods and tools that assist clients in implementing and maintaining our study recommendations. Evergreen's approach to conducting a classification and compensation study draws not only from extensive human resources work with local government clients, but also from direct feedback of our past clients. In essence, we offer you tools that are innovative as well as those that have been proven to work in real places with real people. Some of the key facets of our approach as identified in Section 4 of our response includes: • Major emphasis is placed on communication as the key to a successful study as well as its implementation. Our Team understands that compensation by its very nature creates anxiety in staff and managers alike. In order to ensure a successful study process and "buy -in" at implementation, administrators, department heads, and employees need to be involved in each step of the process. Our communication plan is a critical component of any study and to ensure our clients are informed of statuses or potential challenges, we provide continuous communication through the use of regular meetings and written progress reports. • Our methodology utilizes the latest technology in order to reduce the cost to our client partners and enhance wider participation by offering of our tools in an electronic format. In essence, every step of the process can be completed on the Web. Further, our web -based JobForce Manager tool allows our client partners to facilitate implementation and eases the ongoing maintenance of the compensation system. • We understand that one size does not fit all. Some consultants provide the same overall solution to every client. We take great pride in providing a variety of alternatives that allow our client partners to select the solution that best meets their business and human capital needs. As President of Evergreen Solutions, I am authorized to commit our firm contractually to this engagement. We have read your terms and conditions and believe we can successfully work within your requirements. We appreciate this opportunity and commit to you our best effort if selected for this engagement. If you have any questions, please contact me at (850) 383-0111 or via email atjeff@consultevergreen.com. Sincerely, Dr. Jeff Ling, President Evergreen Solutions, LLC Section 2.0 Demonstrated Fverience of the Firm and Project Personnel 4 Evergreen Solutions, LLC 2.0 Demonstrated -Experience of the firm and Project Personnel- Evergreen ersonneC Evergreen Solutions, LLC is well qualified to conduct a Classification and Compensation Study for the City of Clearwater as we have conducted similar studies for more than 1,000 public sector organizations throughout the country, including more than 200 within the State of Florida. In this section we provide the history and background of our firm, a list of similar studies we have conducted or are currently on contract to conduct, and the qualifications of our proposed project team. 2.1 Firm's Background and History Evergreen Solutions, LLC is a national, multidisciplinary, public sector management consulting firm, which specializes in working with public sector organizations, including hundreds of local governments, across the nation. We provide a unique approach, rather than the "consulting as usual" method, by partnering with our clients to find innovative, real-world solutions to public management. Evergreen was formed in 2004 in the State of Florida to provide a modern, practical alternative to the typical consulting options. Evergreen is made up of management and human resource professionals as well as strategic partners who came together to form an innovative alternative that places clients and their needs before any individual, model, or corporate goal. Evergreen's philosophy is based on an understanding that there is not a "one size that fits all" solution to compensation management. Our approach is built on working collaboratively with all parties to make sound, implementation -focused recommendations. Evergreen employs 25 full- and six part-time staff who provide a variety of human resources consulting work. Evergreen is located in Tallahassee, Florida and has additional offices in Orlando and Fort Lauderdale. Our main focus is on people, management, and technology. This focus allows our team to provide a broad variety of services, including, but not limited to: classification and compensation studies; salary and benefits surveys; performance appraisal reviews; workload analyses; staffing studies; disparity studies; training assessments; and strategic planning. We invite you to browse our Web site at www.ConsultEvergreen.com or visit us on Facebook at www.facebook.com or Linkedln at www.linkedin.com for more information about our services, staff, and past experience. ©Find us on: facebook® Linked an 4 Evergreen Solutions, LLC Page 2-1 Evergreen Solutions was founded with the intent of offering public sector leaders an alternative to the "business as usual" consulting approach. We assist public sector professionals in exercising control over the inter -related elements that determine success or failure. We accomplish this by applying a situation -responsive discipline that emphasizes: • full visibility into the entire organization through research and discovery; • a spirit of partnership with local government staff and leadership; • sound recommendations based on best practices and proven methods; and • a practical go -forward plan that leads to quantifiable results. Collectively, the members of the Evergreen Solutions Team have: • extensive experience in conducting classification and compensation studies for local governments and other public sector organizations throughout the country, including many in the State of Florida; • comprehensive experience in all components vital to the successful completion of this engagement; • knowledge of relevant Florida statutes and regulations as well as federal regulations; • objectivity and flexibility due to the fact that we have no vested interests; and • specialized analytical tools that we bring to this engagement. Clients nationwide have been successfully implementing recommendations from our team of professional consultants for decades. Evergreen has contracted with public sector, quasi -governmental, and non-profit organizations in 46 states throughout the country, the majority of which have been located in the State of Florida. Exhibit 2-1 includes a list of some of the local governments and other public sector organizations in the State of Florida that Evergreen has worked with, or is currently on contract to work with, in providing work similar in scope to the services being requested. Note: Evergreen has also worked with many school districts and institutions of higher education in Florida that are not listed in the exhibit. Evergreen Solutions, LLC Page 2-2 Exhibit 2-1: Florida Public Sector Clients C of Bartow City of Tallahassee Cit of Bushnell Cit of Clermont Cit of Coral Gables Ci of Dania Beach City of Venice FcterCpu SherifPsOffice Lake Counl Sheriff's Office Leon. County Sheriff's Office Manatee County Sheriff's Office nroe Cour Sheriiff's Office City of Winter Park City of Zephyrhills Cit of Da ona Beach Shores Bay County Cit of Deltona Cit of Doral Ci of Fort Myers City of Green Cove Springs Charlotte County DeSoto County Flagler County Hardee County Nassau County Sheriff's Office County Sheriffs Office Pasco County Sheriff's Office m 1 lioiusia County -Si -loin Office Walton County Sheriff's Office F{arida Sheriff's Aesocistion"_... Florida Association of Counties Cit of Hallandale Beach Hi_hlands Coun Cit of Holl Hill i Leon Coun Cit of Holmes Beach Martin Count :lorida League of Cities FL Association of Court Clerks/Comptrollers FL Public Human Resource Association Board of Bar Examiners The Florida Bar Hillsborough County Clerk of Court/Comptrollers Pierce Utilities Authority Keys Energy Services Kissimmee Utility Authority_ Utilities Commission of New Smyrna Beach FloridaKeys Aqueduct Authority Sarasota Bay Estuary Program Toho WaterAuth__ Tam a Bay Water River Manasttta Reg. Water Sud City of Jacksonville Cit of Kissimmee Cit of Lar_o City of Marathon City of Miramar City of North Lauderdale City of North Port City of Oldsmar of Orlando Okaloosa County Osceola Coun ' St. Johns River Water Management District Sat ttiwest Florida Water Management Dts rice South Florida Water Mana ement District oxehatchee River Distrrct, Pinellas County Sarasota County Wakulla County 'rt E3elledii Town of Cutler Bay Town of Jupiter Trn c Town of Lake Park Town of Media Okaloosa Gas District Lake Apopka eas'Districe" Solid Waste Authority of Palm Beach County CetreerSourCe Pinellas CareerSource Northeast Florida Worknet Pinellas .__... Association for Institutional Research Fkxida Telecommunications Refay, inc.. Orange County Library System Pinellas Housing Authority Manatee Count Clerk's Office -Gadsden County Propertya�rser's Moe Brevard County Property_Ap_eraiser s Office mrw Monroe County Pro raiser's Office Brevard County Tax Collector Fla r • u ' Tax Collector Palm Beach County Tax Collector Highlands OauriV Clerk of the Circuit Court City of Pensacola City of Plantation Village of North Palm Beach Alachua County Sheriff's Office City of Sarasota Clay County Sheriffs Office Leon County Clerk of the Circuit Court Health Care District of Pelta Beach Cort Hillsborough Area Transit Authority j0rtarido.OrangeCrain Expressway Sarasota -Manatee County Airport Hort hwesk Florida Beaches Interni Evergreen Solutions, LLC Page 2-3 2.2 Select Relevant Experience Because Evergreen has conducted more than 1,000 classification and/or compensation studies throughout the country, we include in this section only a sample of some of our similar local government work in the State of Florida. Classification and Compensation Job Classification Analysis City of St. Petersburg Evergreen Solutions was retained by the City of St. Petersburg to conduct a Job Classification Analysis in order to update and produce approximately 648 legally -compliant job descriptions that would include 6 - 8 core competencies each. Evergreen's consultants: analyzed all city job descriptions, both full-time and part-time positions, and determined the core competencies for each classification; and revised classifications and competencies that formed the foundation of the City's recruitment, learning management, performance management, and succession planning programs. Evergreen met with HR staff and department heads to discuss roles, competency model options, and project processes and adjusted the competency survey that was used in conjunction with the Job Assessment Tool (JAT) that was administered to a representative sample of the City's 3,150 full- and part-time staff. Evergreen reviewed the work performed by each classification and scored and reviewed supervisory comments for any anomalies or discrepancies discovered. Evergreen created task inventory and job families based on JAT responses and organizational charts and identified the degree of overlap in tasks between jobs in similar job families. From this, Evergreen identified root factors in each task grouping and linked to any underlying behavioral factors. 4 Classification and Compensation Services City of Dunedin Evergreen Solutions was engaged with the City of Dunedin to provide and Classification and Compensation Services. Evergreen analyzed each position within the City by conducting interviews; evaluating employee position descriptions and duties; interviewing department heads; assessing classifications within positions; and making FLSA determinations. Evergreen presented a proposed classification structure to City management, including a cost analysis for positions that would require adjustments. Evergreen also conducted a comprehensive survey of public and private labor market comparables designed to include salary ranges, and actual salaries to ensure that the City's compensation was equitable and competitive relative to internal factors and external markets. 4 4 Evergreen Solutions, LLC Page 2-4 Salary and Benefits Survey City of St. Cloud Evergreen Solutions was retained in 2014 by the City of St. Cloud to conduct a Salary and Benefits Survey. Evergreen's consultants reviewed the effectiveness of the City's current salary and benefits plan as it related to the market competitiveness for attracting and retaining quality employees. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs and recommendations were provided to improve the fairness and equity in the current system. Note: Evergreen was previously hired to conduct a Compensation and Classification Study for the City. Salary Survey and Job Analysis on Selected Positions City of Kissimmee Evergreen Solutions was hired last year by the City of Kissimmee to conduct a Salary Survey as well as a Job Analysis on selected positions (i.e., Police and Fire). The intent of the study was to compare and contrast the City's current salary structure and levels with those of key competing employers so that a determination could be made regarding the City's competitive position within the marketplace. Note: Evergreen previously conducted a Salary, Benefits, and Classification Study for the City. In addition, Evergreen was recently hired to conduct a comprehensive Classification and Compensation Study. Evergreen was recently hired to conduct a Classification and Compensation Plan Update. Classification, Compensation and Other Related Services Study City of Maitland Evergreen Solutions was retained by the City of Maitland to conduct a comprehensive evaluation of their compensation and classification plans and practices. Employees participated in the project by attending focus groups, participating in interviews, and completing Job Assessment Tool surveys to determine the accuracy and equity of the classification plan. In addition, pay ranges were analyzed in the public and private sector to determine the competitiveness of the City's pay plan for all included jobs. Recommendations were provided to improve the accuracy, fairness and equity of the overall plan. 4 Evergreen Solutions, LLC Page 2-5 Classification and Compensation Study City of Winter Park Evergreen Solutions assisted the City of Winter Park's Human Resources Department with conducting a comprehensive classification and compensation study for all full-time employees. The project centered on providing the City with a revised system that was characterized by internal and external equity. To ensure internal equity, Evergreen utilized its Job Assessment Tool (JAT) and Management Issues Tool (MIT) to properly classify work performed and highlight issues to be addressed by management. Employees at all levels were also provided a forum to voice concerns with the current system through focus groups. Evergreen also selected benchmarks and peer organizations to survey for wages in comparison to the market. This information was combined with the job analysis to provide a comprehensive solution. The recommended solutions were costed out and presented to the City for review. 4* Human Resource Consulting Services (Compensation Study) City of Orlando Evergreen was retained by the City of Orlando to provide human resources consulting services by conducting a compensation study. Evergreen reviewed the City's compensation system, selected targets and benchmarks for market comparison, conducted a market survey, and developed strategic positioning recommendations to keep the City's compensation plan competitive. 44 Compensation Consulting Services City of Orlando Evergreen was again retained by the City of Orlando to provide compensation consulting services. Evergreen analyzed the current labor market trends in the Orlando metro area, including the pay increases being offered by Disney between now and 2020; collected information from public entities in the Orlando metro area regarding how they were responding to turnover and talent shortages; examined best practices on implementing wage floors to address local market changes; proposed several alternatives to the City to address local market changes, especially those related to the increase in the minimum wage to $15 per hour by some private organizations; worked with the City HR staff to model and cost different implementation scenarios; and provided a short summary of the analysis and recommendations. 4.4 4 Evergreen Solutions, LLC Page 2-6 Compensation and Classification Study City of Deltona Evergreen Solutions was hired by the City of Deltona to conduct a Compensation and Classification Study including all non -sworn positions and provide recommendations for implementation of a revised pay plan. The study included all non -sworn employees and classifications in the City. As part of the study, the Evergreen Solutions Team conducted orientations, focus groups, and interviews with employees and collected Job Assessment Tools (JATs) from employees. Evergreen Solutions consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. A detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation plan. Finally, revised class descriptions were developed using information obtained during the JAT process, and training was provided to City staff to maintain the recommended compensation and classification system. 4 Compensation Study City of Bushnell Evergreen Solutions was hired by the City of Bushnell, Florida to assist with a city-wide Compensation Study and to make recommendations for the implementation of a revised pay plan. The study included all employees and classifications in the City. As part of the study, the Evergreen Team conducted focus groups and interviews with all employees, and all employees completed Job Assessment Tools (JATs). Evergreen Solutions consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. Finally, a detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation plan. 4 Compensation, Classification, and Benefits Study City of Palm Beach Gardens The City of Palm Beach Gardens entered into a contract with Evergreen to conduct a comprehensive Compensation and Classification Study to assess the city's internal and external equity. The City had established track record of regular studies of this nature and seeks up-to-date competitive salary and benefits information from both the private and public sector. A salary survey of peer organizations in the local and regional market, to include benefits and total compensation, was conducted to ascertain the City's relative market position. The City maintained the objective of being among the compensation leaders in Palm Beach County, and regular evaluation of this kind was essential in achieving this progressive goal. The study included a complete classification analysis using Evergreen Solutions' Job Assessment Tool job valuation methodology in addition to a 4 Evergreen Solutions, LLC Page 2-7 statistical assessment of current conditions. The study concluded with a series of findings and recommendations in a written report that was designed to identify and recommend resolution of any inequities in the system and, if necessary, update the existing classification structure. The City had gone through a considerable reduction in force, which had caused many responsibilities to be shuffled. 4 Benchmark Compensation Study City of Plantation Evergreen Solutions was retained by the City of Plantation to conduct a Benchmark Compensation Study and develop a city-wide compensation plan for the City, taking into account internal and external equity. Evergreen developed recommendations and guidelines for the continued administration and maintenance of the compensation structure, including recommendations and guidelines related to how employees will move through the pay structure/system as a result of transfers, promotions, demotions and employees whose base pay is at the maximum of their pay range in their positions; including proposal for the proper mix of pay, how often to adjust pay scales and survey the market, and how to keep the system fair and competitive over time. Note: Evergreen was again hired in 2021 to conduct a Job Classification and Compensation Study. 4 Job Classification and Compensation Study City of Sunrise Evergreen Solutions was engaged with the City of Sunrise to conduct a Job Classification and Compensation Study of its 1,200 employees. The City is at the geographic center of the tri -county metropolitan area comprised of Miami -Dade, Broward and Palm Beach Counties and has a reputation for strong financial management, aggressive economic development, outstanding police and fire rescue services, leadership on regional issues, and support for its public schools. Evergreen conducted a comprehensive evaluation of the City's current classification structure and related policies and practices as well as a comparative analysis of position classifications to determine relative work within the organization and for the establishment of appropriate pay grades. Evergreen worked with the City to identify the proposed labor market and benchmark classes and public and private agencies/markets that were similarly situated to the City to include in the salary survey. A comprehensive total compensation and benefits survey was distributed to comparable peers that not only assessed job titles but also accounted for actual corresponding job duties and responsibilities. 4 Evergreen Solutions, LLC Page 2-8 Evergreen further conducted interviews with employees in single position classifications, a representative sample of employees in multiple position classifications, and appropriate management personnel in order to validate the information pertaining to job duties. Information was obtained from employees through the distribution of a job assessment tool Evergreen used the information obtained from the JAT to perform a job analysis to verify and validate information with existing job descriptions to determine if classifications were correctly allocated in an organizational hierarchy. In the end, Evergreen summarized the methodology, techniques, and data used to develop the proposed compensation and classification plan and provided recommendations for a classification and compensation structure that reflected the City's overall classification and compensation strategies. Evergreen further recommended pay grades, grade pricing and salary ranges for all existing and proposed classifications. fd4 Compensation Study City of Hollywood The City Hollywood retained Evergreen to conduct a compensation study of all non -represented employees and then again for AFSCME employees (i.e., approximately 66 Professional and Supervisory employees in 38 different job classifications). Ajob-task analysis/job audit was conducted to determine whether classifications were correctly placed in the organizational hierarchy and whether individual job positions were classified correctly. Evergreen reviewed job descriptions using the Job Assessment Tool job valuation methodology and conducted a statistical assessment of current conditions to ensure compliance with federal and state laws including proper designation of classifications as "exempt" vs. "non-exempt". Evergreen conducted a comprehensive survey to ensure that the City of Hollywood's compensation plan was equitable and competitive in its total compensation package relative to internal factors and external markets (The City's goal was to be in the top 25% in salary). Evergreen's consultants reviewed existing salaries to determine proper placement within proposed classifications, and recommend appropriate "equity adjustments" as needed, based upon the results of the salary survey and the recommended pay plan. Evergreen concluded the study with recommendations designed to alleviate any strains on the current compensation and classification system. Evergreen further recommended procedures, policies, and methods to maintain an on-going Classification & Compensations Plan that was performance based, fair and competitive. In addition, Evergreen's consultants developed policies and procedures for developing and maintaining a career track/progression/ retention program and reviewed existing performance appraisal system in order to make recommendations to integrate the performance appraisal system with new Classification & Compensation Plan. 4 Evergreen Solutions, LLC Page 2-9 Pay and Classification Study City of Doral Evergreen Solutions was engaged with the City of Doral to conduct a Pay and Classification Study. Employees participated in focus groups, interviews, and a job analysis was conducted to determine the best classifications for the work performed. In addition, salaries were analyzed in the public and private sector to determine the appropriate salary for all included jobs. Recommendations were provided to improve the fairness and equity in the current classification and compensation system. Note: Evergreen was previously hired to conduct a Compensation, Classification, and Value Engineering Study. Compensation Study City of North Miami Beach Evergreen Solutions was retained by the City of North Miami Beach to conduct a compensation study. Evergreen consultants reviewed pay ranges in the public and private sector to determine the appropriate pay levels for all included jobs (up to 60 benchmarks). Recommendations were provided to improve the fairness and equity within the City. Evergreen provided City staff with the necessary training and materials so that an understanding of the methodology—and how to implement, administer, and maintain the recommended compensation system—was accomplished. Note: Evergreen was again hired in 2021 to conduct a Compensation and Classification Study. Classification and Compensation Study City of Sunny Isles Beach Evergreen Solutions was retained by the City of Sunny Isles Beach to conduct a classification and compensation study for all its employees. Employees participated in focus groups, interviews, and a job analysis was conducted to determine the best classifications for the work performed. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs and recommendations were provided to improve the fairness and equity in the current system. 4 Evergreen Solutions, LLC Page 2-10 Salary Survey City of Dania Beach Evergreen Solutions was retained by the City of Dania Beach to conduct a salary survey to compare 40 benchmark positions against municipalities of comparable size within the tri -county area, and to make recommendations to improve the competitiveness of the City in recruiting and retaining qualified staff. 4 Job Classification and Compensation Study City of Melbourne Evergreen Solutions was retained by the City of Melbourne to conduct a Job Classification and Compensation Study. Evergreen reviewed the City's salary and benefit structure and assist in updating information on essential job functions, responsibilities, required knowledge, skills and abilities, and physical demands of each position. Evergreen examined all job descriptions to include a review of position FLSA designations; essential functions; minimum qualifications, license requirements, working conditions, etc.., provided recommended updates and/or changes, established criterion for the selection of survey participants with City staff members, prepared a survey to send to the participants, and prepared recommendations based on the results. Evergreen addressed compression/equity issues between pay grades and classifications and established an equitable classification methodology and salary ranges to provide for the recruitment and retention of qualified staff as well as the equitable relationships of one job to another within the organization. Recommendations were provided to classify/reclassify positions as appropriate. In addition, a recommendation was made for a new compensation plan that is fair and equitable in order to attract, motivate, and retain a quality workforce. Evergreen provided three (3) separate proposed pay plan structures based on salary scales that are 90%, 100% and 110% of the surveyed labor market. 4 Pay and Classification Study City of Jacksonville Beach Evergreen was retained by the City of Jacksonville to conduct a Pay and Classification Study. Evergreen evaluated the current system, collected and reviewed current environment data, and evaluated and built the projected classification plan. Evergreen Identified a list of market survey benchmarks and conduct a market survey. Evergreen provided the City with the external assessment summary, developed strategic positioning recommendations, and developed and submitted draft and final reports and recommendations for compensation administration. Evergreen Solutions, LLC Page 2-11 Compensation Study City of Jacksonville Evergreen Solutions was retained by the City of Jacksonville to conduct a Compensation Study for Forensic Pathologists. Evergreen conducted a market salary and benefits survey with 25 peer organizations in order to produce a pay plan(s) for the positions of District Chief Medical Examiner and Associate Medical Examiner that best met the needs of the City from an external equity standpoint. In conducting the market salary and benefits survey, Evergreen examined the following: • base salary, bonuses, incentive, etc.; • health, dental, vision, and life benefits; • accrued time off; • holidays; • retirement plan options; • estimated future adjustments due to cost -of -living increases, general wage adjustments, or for any other reason; • minimum requirements of the positions; and • cost of living analysis as compared to Jacksonville. Evergreen provided a final report for the City of Jacksonville's Leadership that included recommendations for employee salary adjustments. Classification and Compensation Study City of Lake City Evergreen Solutions was retained by the City of Lake City to conduct a Classification and Compensation Study. Evergreen's consultants reviewed the City's current classification and compensation plan and identified and recommended a consistent and competitive market position that the City could strive to maintain based on a salary survey results from peer organizations. Evergreen recommended an appropriate salary range for each position in the City based on a review and analysis of the classification plan, the compensation survey results, internal relationships, and external and internal equity. Evergreen further provided recommendations for the ongoing internal administration and maintenance of the proposed compensation and classification plan. Note: Evergreen also completed a second study in 2019 by updating the City's Compensation Plan. Compensation Study City of Flagler Beach Evergreen Solutions is retained by the City of Flagler Beach to conduct a Compensation Study. Evergreen will conduct a salary survey to determine the City's competitiveness in the market. Note: This project is nearing completion. Evergreen Solutions, LLC Page 2-12 Compensation Study City of Bunnell Evergreen Solutions was again engaged with the City of Bunnell to conduct a Compensation Study. Evergreen's consultants compared the City to what other local jurisdictions were doing as it related to salary ranges, steps within ranges, and range spreads and made recommendations that will improve the City's position in the market and its ability to recruit and retain qualified employees. Note: Evergreen previously conducted a Classification and Compensation Study for the City in 2007. 4 Compensation Analysis City of Orange City Evergreen Solutions was engaged with the City of Orange City to conduct a Compensation Analysis. Evergreen's consultants estimated the City's market position, refined pay plan, and slotted incumbents based on data that was collected from the region. 4 Classification and Compensation Study City of Cocoa Evergreen Solutions was hired by the City of Cocoa, located in Brevard County, to conduct a Classification and Compensation Study for its 444 employees. Evergreen's consultants performed a comprehensive survey of the City's job classifications, pay structures and benefits and provided recommendations to the City for implementation of the proposed changes in order for the City to maintain internal and external equity. The City's objectives for the study were: to attract and retain qualified workers who will be paid an equitable salary and benefit package; provide fair salaries for all workers of the City; and provide a salary structure that enables the City to maintain a competitive position with other cities and companies within the same geographic area. The City's current Pay and Classification Plan consisted of four different classifications: • General Employees: The current pay structure is set up in pay grades with steps (varying in numbers, up to 16 steps). • Laborers' International Union of North America (LIUNA): These positions consist of 16 different pay grades with established minimum and maximum pay ranges. • Coastal Florida Police Benevolent Association (PBA): These positions consist of three (3) different pay grades with established minimum and maximum pay ranges. • International Association of Firefighters (IAFF): These positions consist of two different pay grades with established minimum and maximum pay ranges. 4 Evergreen Solutions, LLC Page 2-13 Salary Survey City of Temple Terrace Evergreen Solutions was retained by the City of Temple Terrace to conduct a Salary Survey. Benchmark positions were selected and compared against market peers to determine equitable pay for City employees. Evergreen's recommendations improved the competitiveness of the City and helped prepare it for future recruitment challenges. Compensation and Classification Study City of North Port Evergreen Solutions was retained by the City of North Port to conduct a Compensation and Classification Study by performing a market study to assess the City's existing compensation and classification plan. The goals for the study were to: assess the current compensation and classification structure; identify and address internal compensation inequities and recommend adjustments to job titles to better fit assigned duties where necessary; review job families/hierarchies throughout the organization; support a market-driven compensation plan and system that is designed to incentivize, recognize and retain its employees; recommend changes to pay plan and classification structure; review the total compensation package (salary plus benefits); recommend how to implement tools and techniques to support an ongoing reclassification process that will enable the organization to maintain its competitive place in the market; and provide findings and recommendations in a comprehensive report. Classification and Compensation Study City of Ft. Myers Evergreen Solutions was hired the City of Ft. Myers to conduct a Classification and Compensation Study for all employee groups (i.e., Police Union - Sworn only; Fire Union and General Union and Non -bargaining). The study included comprehensive classification analysis using Evergreen Solutions' Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions. An evaluation of external equity including a salary survey of competing organizations was also conducted. The project concluded with a series of findings and recommendations designed to identify and recommend resolution of any inequities in the system. 4 Evergreen Solutions, LLC Page 2-14 4 Classification and Compensation Study City of Sarasota Evergreen Solutions was retained by the City of Sarasota to conduct a classification and compensation analysis of its workforce. Employees participated in focus groups, interviews, and a job analysis was conducted 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 in the current system. 4 Employee Compensation Consultant Services City of Coral Springs Evergreen Solutions was engaged with the City of Coral Springs to provide employee compensation consultant services. The purpose and intent of the study was to compare and contrast the City's current salary structure and levels with those of key competing employers and to determine the City's competitive position within the marketplace. Evergreen analyzed each position within the City by conducting interviews and evaluating position descriptions and duties. Evergreen also interviewed department heads and assessed classifications within positions to determine whether classifications need to be revised. Based on the review, Evergreen recommended pay and classification strategies for the City in order to attract and retain talented employees. 4 Market Salary Survey City of Coral Springs Evergreen Solutions was again hired by the City of Coral Springs to conduct a market salary survey. The City desired the development of a benchmark survey to evaluate the City's placement within the market, recommendations regarding the City's structure and incumbent pay equity changes where appropriate, and a comprehensive review of all the City's pay related policies and practices and recommendations for management's consideration. 4 Evergreen Solutions, LLC Page 2-15 Comprehensive Classification and Compensation Study City of Panama City Beach Evergreen Solutions was hired by the City of Panama City Beach to conduct a Comprehensive Classification and Compensation Study by reviewing job descriptions, position classification schedules, pay plans, and compensation programs for approximately 255 non-union City employees. Evergreen presented a methodology that accurately and fairly measured compensable factors, allowed proper and equitable cross comparisons of compensable factors for classes, and minimized the appearance of possible prejudices on the part of the City administration. In the end, Evergreen provided written procedures for maintaining pay plans, reviewed general practices, and made recommendations for improvements to the current classification and compensation structure based upon the results of the market and benefit survey and the classification analysis. Further, Evergreen designed and recommended an implementation plan for the updated compensation strategy with the lowest impact to both the minimum and maximum points of the updated pay plan and the greatest gain to positions that fell outside of the updated and designated range. Evergreen also recommended administrative procedures to maintain fairness and competitiveness of the position classification and compensation plan after implementation and recommended final pay schedules with projected costs based on a range of alternative implementation plans. Compensation Study City of Panama City Beach Evergreen Solutions was again hired by the City of Panama City Beach to conduct a Compensation Study. Evergreen collected relevant data; identified up to 15 targets and 30 classifications for a market salary survey; developed and conducted a salary survey and analyzed results; reviewed up to 10 job descriptions for possible reclassification; provided recommendations for updates/changes to the pay plan, including implementation options, based on market survey results; and prepared and deliver a draft and final report. Note: Evergreen previously conducted a Classification and Compensation Study for the City. Comprehensive Classification and Compensation Study City of Panama City Evergreen was retained by the City of Panama City to conduct a Comprehensive Classification and Compensation Study for 545 non-union positions/employees, including approximately 79 firefighters, 92 police officers, and 5 elected officials in 190 job classifications. Employees participated in focus groups, interviews, and a job analysis to determine the best classifications for the work performed. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Evergreen reviewed the City's current performance 4 Evergreen Solutions, LLC Page 2-16 evaluation system, tools and procedures, and made recommendations for necessary changes to the system. Recommendations were also provided to improve fairness and equity of all jobs within the City. Select City staff were provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system were accomplished. Evergreen made recommendations regarding enhancements to the City's current performance evaluation system and provided the City with a performance evaluation tool. 14 Salary Survey City of Panama City Evergreen was again hired by the City of Panama City to conduct a salary survey update. Evergreen collected relevant data; identified classifications for the market salary survey; developed and conducted a salary survey and analyzed results; reviewed select job descriptions for possible reclassification; and provided recommendations for updates/changes to the pay plan, including implementation options, based on market survey results. 44 Pay and Classification Study City of Fort Walton Beach Evergreen Solutions was hired by the City of Fort Walton Beach to conduct a Pay and Classification Study for its 320 employees. Evergreen conducted a job -task analysis/job audit of all employee positions to verify and validate information from existing job descriptions and conducted personal interviews with employees, supervisors, and directors to determine whether classifications were correctly placed in organizational hierarchy and if individual positions were classified correctly. Evergreen conducted a comprehensive survey of public and private labor market comparables designed to include salary ranges, actual salaries, and benefits information to ensure the City of Fort Walton Beach's compensation was equitable and competitive in its total compensation package relative to internal factors and external markets. Evergreen conducted a comparison of existing benefits with market data and comment. Evergreen recommended and implemented a classification system that could be utilized by City staff at the conclusion of the project. To accomplish this Evergreen's consultants: • grouped positions based upon duties performed, knowledge, skills and abilities for the position; 4 Evergreen Solutions, LLC Page 2-17 • conducted and analysis that addressed the issue of internal equity; • recommended the assignment of each classification to a pay grade; • reviewed current job descriptions and revised/updated as necessary; • reviewed the City's current assignment of exempt versus non- exempt status as it related to the FLSA and made appropriate recommendations with justification; and • provided appropriate adjustments to account for regional cost of living variations. Classification and Compensation Study Charlotte County Evergreen Solutions was retained by Charlotte County to conduct a classification and compensation study for approximately 900 full-time and part-time employees in 250 classification specifications. Employees participated in focus groups, interviews, and a job analysis was conducted to determine the best classifications for the work performed. A review of all current classification specifications and job descriptions was made to ensure consistency, compliance with current industry best practices as to form, and compliance with applicable provisions of the Fair Labor Standards Act (FLSA), ADA, PERC (Florida Statute 447.203), and other applicable State and federal laws. A salary survey was conducted within the appropriate public and private job markets to determine current market pay grade assignment and salary structure commensurate with the job assignment. Evergreen offered criteria for a candidate's or an employee's placement within corresponding zones of the pay range. Recommendations were made for resolving pay compression issues that had been created due to 5 - 6 years of wage freezes compounded by ever-increasing market competitiveness. Note: Prior to this study, Evergreen was hired by the County to conduct a Market Salary Survey. Compensation Study Sarasota County Evergreen Solutions was retained by Sarasota County to conduct a Compensation Study. 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 in the current system. Note: Evergreen was recently hired to conduct a Compensation Study Update. 4 Evergreen Solutions, LLC Page 2-18 Classification and Compensation Study Pinellas County Evergreen Solutions was retained by Pinellas County to conduct a comprehensive classification and compensation study that included recommendations and suggestions for an implementation and maintenance process that would effectively provide the County with the resources and expertise to further enhance its classification and compensation program. A comprehensive job classification and pay study hadn't been conducted since 2004 so the County believed it was important to invest in a study that would look at both internal and external equity. The objective of the study was be to have a credible classification and compensation plan that: allows positions performing similar work with similar levels of complexity, responsibility, and knowledge, skills and abilities to be classified appropriately; identifies salaries for assigned duties; outlines promotional opportunities and possible compensation growth; identifies pay differential between individual classifications; and identifies relevant labor markets. Compensation Study Hillsborough County Evergreen Solutions was hired in 2022 to conduct a Compensation Study on select positions to determine the County's market position as it related to those positions. Compensation, Classification, and Performance Management Study Manatee County Evergreen Solutions was hired by Manatee County to assist with a county -wide Compensation and Classification Study. At the time of the study, Manatee County was a growing county with a population of over 300,000 located on the southwestern coast of FL between Pinellas and Sarasota Counties. An appointed County Administrator oversaw 16 departments, with approximately 2,900 employees within approximately 600 classifications and 58 pay ranges/grades. The study included all employees that serve in capacities for the Board of County Commissioners. As part of the review, orientation sessions, focus groups, and interviews were conducted in throughout the county. All employees were asked to complete the Job Assessment Tool (JAT) and job analysis was conducted with the results in order to create a classification plan. A salary survey was issued to local and regional employers to assess competitiveness. Based on the classification and compensation findings, a new pay plan as well as policies and procedures were recommended to the County. Evergreen Solutions helped the County attain their goal of maintaining a sound process providing a classification and pay structure that is fair, equitable, and systematic with a compensation plan comparable with other 4 Evergreen Solutions, LLC Page 2-19 governmental jurisdictions and the private sector. In addition, Evergreen reviewed the performance management system in place within the County, and provided recommendations for improvement. Note: Evergreen completed a market survey and compensation analysis update in 2012 and also conducted a Compensation and Classification study of the Information Technology Services Department in 2014. 4 Salary Study Highlands County Evergreen Solutions was retained by Highlands County to conduct a Salary Study for its workforce. The primary goal of the study was to ensure that the County maintained a sound process that provided a classification and pay structure that was fair, equitable, and systematic with a compensation plan that was comparable with other governmental jurisdictions as well as the private sector. The County desired a pay program that was fair, equitable, and competitive with both public and private employers in the surrounding geographic market area from which the County recruited, and was supportive of the County's compensation philosophy to be competitive with area markets in order to attract, motivate, and retain quality employees. Evergreen's consultants evaluated current pay grades (i.e., number of pay grades, including additions, deletions, and/or consolidations) and recommended a strategy for improvements. Evergreen further developed a classification system that facilitated ongoing compensation analysis and reporting and was based on similarly -situated employees, similar skills, qualifications, responsibilities, and pay, using job family groupings and EEO job categories that comported with EEOC guidelines for government employers. Evergreen reviewed position titles (including supervisory/management) and recommended a titling structure which defined consistent levels of responsibility across the County. 4 Classification and Compensation Study Hardee County Evergreen Solutions was engaged with Hardee County to conduct a Compensation and Classification Study. Evergreen reviewed existing classification plans, conducted a job analysis, performed a custom salary study, prepared pay plan option schedules, and reviewed and revised select job descriptions. 4 Evergreen Solutions, LLC 4 Page 2-20 Compensation and Classification Study DeSoto County Evergreen Solutions was engaged with DeSoto County to conduct a Compensation and Classification Study. Evergreen reviewed existing classification plans, conducted a job analysis, performed a salary study, prepared pay plan option schedules, and reviewed and revised job descriptions. Classification and Compensation Study Palm Beach County Evergreen Solutions was retained by Palm Beach County to conduct a Classification and Compensation Study in order to update the current classification and compensation structure. Evergreen performed the following tasks: • conducted a job analysis across the County to ensure job descriptions matched the duties performed by the employee; • provided an analysis of all positions—assigning an appropriate salary grade to ensure fairness and equity—and included recommendations for all positions that were found to be above or below the assigned salary grade; and • conducted a market compensation analysis of salaries and wages of like or similar jobs of comparable Florida public organizations with similar position and organizational characteristics. Compensation and Classification Study Services Monroe County Evergreen was retained by Monroe County to conduct a Compensation and Classification Study for 265 non-union employees in 178 classifications as well as 124 union employees in 46 classifications who are represented by the Teamsters bargaining unit. Employees participated in focus groups, interviews, and a job analysis to determine the best classifications for the work performed. Evergreen's consultants compared the County's positions to other similar positions within other County departments to determine the relative value of each position to every other position in the County. Comparisons were made with regard to the actual work being performed and based on the current job description. In addition, positions were compared to other similar positions in other private and public sector organizations throughout the Florida Keys and South Florida. Characteristics 4 Evergreen Solutions, LLC Page 2-21 such as size of the organization, geographic proximity, economic and budget characteristics, and other appropriate demographic data were taken into consideration when making comparisons. Evergreen's consultants analyzed pay ranges in the public and private sector to determine the appropriate pay and benefit levels for all included jobs. Recommendations were provided to improve fairness and equity of all jobs within the County. Select County staff were provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system could be accomplished. Note: Evergreen was again hired by Monroe County in September of 2016 to implement a minimum Living Wage of $31,200 year/$15.00 an hour (This will include determination of issues that may arise with supervisory duties or compression of positions; what needs to be done to fix those issues; cost for County implementation with variable options; and publication of analysis). Evergreen also recently completed a compensation plan update for the County. Compensation and Classification Study Alachua County Evergreen Solutions was engaged with Alachua County to conduct a Compensation and Classification Study of jobs under the Board of County Commissioners, the Sheriff, Tax Collector, Property Appraiser, Supervisor of Elections, and the Library District. Specifically, the County desired the following services to be performed by Evergreen: • develop and administer a job analysis questionnaire for the purpose of having employees state their job duties and qualifications including education, experience, licenses and certificates; working conditions (physical and environmental) and all other pertinent information; • prepare and present to the Board of County Commissioners a report documenting the results of the job analysis by classification and recommendations concerning a classification structure and pay adjustments; • allocate each employee with regard to the new classification structure; • identify benchmark classifications to be used to determine appropriate markets for salary survey purposes, as well as to determine the position of the county with regard to salaries for comparable jobs in appropriate markets; 4 Evergreen gr Solutions, LLC Page 2-22 • administer a salary survey for the purpose of recommending appropriate salaries based on external (market) and internal (equity) considerations; • recommend a salary structure, including the number of pay grades, and pay ranges; • recommend salaries for each classification, as well as recommended salaries for each employee; • provide a classification maintenance plan; • provide guidelines and procedures for administering the resulting classification plan to include the following: Initial placement in the salary range and means for movement through the range; and • train HR and departmental staff on the methodology and maintenance of the recommended classification and pay plan. 4 Compensation Study Lake County Evergreen Solutions was retained by Lake County to conduct and furnish a comprehensive compensation survey for Lake County government itself, and for select positions at Lake Emergency Medical Services, Inc. Evergreen made recommendations for improvements and modifications to the current compensation and overall pay structure, including number of pay grades, and appropriate pay ranges (minimum, maximum, percentage between grades, etc.). The recommendations also included appropriate salary ranges and midpoints for each job classification and recommendations for ranges that lagged, matched, or led the relevant labor market. Evergreen surveyed the relevant labor market for merit pay practices being used and recommended pay administration practices to include consideration of merit pay, alternative reward strategies, including non -monetary rewards and cost savings/efficiency incentives as may be suitable. 4 Compensation Market Salary Survey Sumter County Evergreen Solutions was retained by Sumter County to conduct a comprehensive market salary study designed to ascertain the external equity of its compensation plan. The County wanted Evergreen to evaluate its competitiveness with not only the public sector, but the private sector as well. Evergreen employed a methodology that included data from both of these critical markets and took into account the importance of total compensation, including salaries, benefits, and supplements, and provide recommendations 4 Evergreen Solutions, LLC Page 2-23 for improvements as needed. In addition, Evergreen evaluated the County's classifications to determine whether a functional combination of positions was possible or appropriate, and made administrative recommendations that were designed to assist the County in maintaining the system over time. 4 Salary and Benefits Review Hernando County Evergreen Solutions was retained by Hernando County to conduct a Salary and Benefits Review of its workforce. Evergreen's consultants reviewed the effectiveness of the County's current salary and benefits plan as it related to the market competitiveness for attracting and retaining quality employees. To accomplish this, Evergreen conducted a comprehensive survey of public and private labor market comparables designed to include salary ranges, pay grade factoring system, actual salaries, and benefits (retirement plans, health and dental insurance) information to ensure the County's compensation was equitable and competitive in its total compensation package relative to internal factors and external markets for substantially similar classifications. Evergreen also conducted a job -task analysis/job audit of all 766 employee positions to verify and validate information from existing job descriptions. Personal interviews with employees, supervisors, and directors were conducted to determine whether classifications were correctly placed in organizational hierarchy and whether individual positions were classified correctly. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs and recommendations were provided to improve the fairness and equity in the current system. 4 Compensation Management Services Flagler County Evergreen Solutions was hired by Flagler County to provide Compensation Management services. Evergreen Solutions performed the following: • conducted a salary and benefits survey of coastal county peers; • collected secondary data on the private sector for those classifications that were more impacted by private industry; • analyzed benefits and quality of life data to estimate total compensation for County classifications; • developed a new pay plan based on market findings and slotted all included classifications; 4 Evergreen Solutions, LLC Page 2-24 4 • recommended several methods for placing classifications into the new pay plan and estimated the associated cost; • ensured that the adopted pay plan and placement methodology supported a three-level method of employee increases; • developed an implementation strategy for enacting the recommended changes to the pay grades and placement; • provided a written report summarizing the findings and recommendations; and • developed and provided training for a new performance evaluation system. Note: Evergreen was previously hired by the County to conduct a Job Classification and Pay Study in 2016. 4 Compensation and Benefits Study Seminole County Evergreen Solutions was hired by Seminole County to assist with a county -wide Compensation and Benefits Study. The study included employees who served in various capacities for the Board of County Commissioners. As part of the review, orientation sessions, focus groups, and interviews were conducted throughout the county. All employees were asked to complete the Job Assessment Tool (JAT) and job analysis was conducted with the results in order to create a classification plan. A salary survey was issued to local and regional employers to assess competitiveness. Based on the classification and compensation findings, a new pay plan as well as policies and procedures were recommended to the County. Note: Evergreen also conducted two other studies for Seminole County (i.e., Compensation and Classification Study and a Performance Evaluation Study). 4-4 Compensation Study Osceola County Evergreen Solutions was retained by Osceola County to review its compensation system and structure for areas of improvement. The Evergreen team examined current pay plan's organization, market responsiveness, and adaptability. A detailed report was prepared to that summarized findings and recommendations for improvement. 4 Evergreen Solutions, LLC Page 2-25 Pay and Classification Study Bay County Evergreen Solutions was engaged with Bay County in 2015 to conduct a Pay and Classification study. A job analysis was conducted using existing job descriptions to determine the best classifications for the work performed. In addition, a salary survey was conducted in the public sector to determine the appropriate pay ranges for 30 benchmarked positions. Recommendations were provided to improve the fairness and equity in the current classification and compensation system. Note: Evergreen also previously performed a Pay and Classification Study for the County. 4 Compensation Study Santa Rosa County Evergreen Solutions was retained by Santa Rosa County to conduct a Comprehensive Compensation Study. Evergreen performed the following tasks: • established criteria for the selection of survey participants; • conducted salary survey prepare an analysis based on the results; • established equitable salary ranges to provide for the recruitment and retention of qualified staff, equitable relationships of one job to another within the organization, and addressed compression/equity issues between pay grades and classifications; • evaluated existing compensation policies and proposed any recommended changes; and • prepared and delivered the final report to the County Commission. Note: Evergreen was hired again in 2022 to conduct a Compensation Study for the County. 4 Pay and Classification Study Gulf County Evergreen Solutions was engaged with Gulf County to conduct a Pay and Classification Study for its workforce. Evergreen analyzed each position within the County by conducting interviews; evaluating employee position descriptions and duties; interviewing department heads; and assessing classifications within positions. In addition, Evergreen reviewed current job descriptions, focusing on the purpose, job scope, essential duties and responsibilities, education/training requirements, physical job Evergreen Solutions, LLC Page 2-26 requirements, and working conditions, and determined FLSA status (exempt/non-exempt) for positions under federal regulations. Based on this review, Evergreen presented a proposed classification structure to County management, including a cost analysis for positions that required adjustments. Evergreen also conducted a comprehensive survey of public and private labor market comparables designed to include salary ranges, and actual salaries to ensure that Gulf County's compensation was equitable and competitive in its total compensation package relative to internal factors and external markets. 44 Compensation and Classification Analysis Village of Pinecrest Evergreen Solutions was hired by the Village of Pinecrest to conduct Classification Reviews and compensation market analysis utilizing Job Assessment Tool responses and salary survey processes. Evergreen Solutions consultants conducted on-site orientation sessions and focus group meetings where employees were informed of the content of the JAT and coordinated with Village representatives to conduct the JAT in a timely manner. The Village also contributed to a list of benchmark classifications and targeted peer organizations for the external market analysis. At the conclusion of the study the Village was presented with revised and formatted Job Descriptions which reflect up-to-date job tasks and requirements as well as recommendations and implementation strategies for addressing internal and external equity. Each classification was also reviewed for FLSA compliance. 44 Compensation Study Village of North Palm Beach Evergreen Solutions was retained to conduct a compensation study for the Village of North Palm Beach. The study included evaluating private and public labor market, and making recommendations to improve competitiveness in alignment with the Village's strategic goals. Evergreen's recommendations improved the competitiveness of the Village and helped prepare it for future recruitment challenges. 44 44 Evergreen Solutions, LLC Page 2-27 Classification, Compensation, and Benefits Study Town of Jupiter Evergreen Solutions was retained by the Town of Jupiter to conduct a classification, compensation, and benefits study of its workforce. Evergreen's consultants reviewed the effectiveness of the Town's current salary and benefits plan as it related to the market competitiveness for attracting and retaining quality employees. Evergreen conducted a job analysis for ensuring proper classification and internal equity. Employees participated in focus groups, interviews, and a job analysis was conducted to determine the best classifications for the work performed. 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 in the current system. Compensation and Classification Study Town of Davie Evergreen Solutions was engaged with the Town of Davie to conduct a Compensation and Classification Study. Evergreen conducted a comparison analysis of all employees within the Town and analyzed the job tasks for each position surveyed by best match and benchmark pay ranges to local public sector markets. Evergreen conducted a review of job classifications for appropriate internal equity and identify functional overlap and efficiencies in departmental structures and relationships. Evergreen further conducted a job task analysis/job audit of all employee positions to verify and validate information from existing job descriptions and conduct personal interviews with employees, supervisors, and directors, as needed. Evergreen identified and designated all high-risk and/or safety -sensitive classifications and included the appropriate pre-employment screening requirements as mandated by federal, state and local statutes. Evergreen reviewed existing salaries to determine proper placement within proposed classifications, and recommended appropriate "equity adjustments" as needed. Evergreen determined if classifications were correctly placed in organizational hierarchy and reviewed whether individual positions were classified correctly. In the end, Evergreen provided the Town a recommended classification and compensation structure and a system for maintaining the recommended structure. Compensation Study Town of Lady Lake The Town of Lady Lake hired Evergreen Solutions to conduct a Compensation Study. Evergreen's consultants reviewed and evaluated the Town's compensation policies and procedures and made an assessment of the current conditions. Further, Evergreen worked with the Town to identify peer organizations to use as targets for a survey of salary and benefits. A Final Report was generated, documenting the previous steps of the study, and 4 Evergreen Solutions, LLC Page 2-28 2.3 Proposed Project Team presented to the Town Commission. Recommendations were made for continued administration of the new compensation system, and training and guidance was provided to the Human Resources Department staff. Pay and Classification Study Town of Lake Park Evergreen Solutions was engaged with the Town of Lake Park to conduct a Pay and Classification Study. Evergreen conducted a classification analysis using Evergreen's Job Assessment Tool job evaluation methodology in addition to a statistical assessment of current conditions. Evergreen analyzed local market salary data taken from peer organizations to determine the appropriate compensation levels for select positions. Recommendations for adjustments to the compensation and classification plans for Lake Park were made. Exhibit 2-2 reflects our proposed project management and personnel assignments. The structure has been designed to clearly define the roles and responsibilities of each part of the Classification and Compensation Study so that there will be no confusion as to who is responsible for any aspect of this engagement with the City of Clearwater. 4 Evergreen Solutions, LLC Page 2-29 Exhibit 2-2 Proposed Project Management Organization and Personnel Assignments CITY OF CLEARWATER, FL Project Manager to be Determined EVERGREEN SOLUTIONS Project Principal Dr. Jeff Ling, CCP EVERGREEN SOLUTIONS Project Director Mr. Mark Holcombe EVERGREEN SOLUTIONS Project Consultants Ms. Nancy Berkley Ms. Stasey Whichel Ms. Kelli Bracci City of Clearwater Project Manager. With each project engagement, we work with the client to identify one specific point of contact to serve as a Project Manager. The City's Project Manager (CPM) will be our reference point throughout the engagement. We will take project direction, leadership, and guidance from the CPM and all project deliverables will be filtered through the CPM throughout the duration of the project. Evergreen Solutions' Project Principal. Our Project Principal will have ultimate accountability for the success of this project. Evergreen Solutions' Project Principal is always a senior leader in our firm, typically the President. The Project Principal will have contractual authority over the contract, and will be our top level of project responsibility. 4 Evergreen Solutions, LLC Page 2-30 Key Personnel Project Principal Dr. Jeff Ling, CCP Evergreen Solutions' Project Director. Evergreen Solutions designates a Project Director for each HR consulting project. The Project Director will work with the Project Principal regarding the scheduling of the project with the City. The Project Director will have the most frequent contact with the City and will assign project activities to the Project Consultants, and will ensure that deliverables are met within specified timelines. Evergreen Solutions' Project Consultants. Our Project Consultants are a team of consultants who have worked together on numerous projects, and who will provide consulting and analytical work on all project activities. The Project Consultants will review pay plans, conduct orientation sessions and focus groups, administer the Job Assessment Tool (JAT) and Management Issues Tool (MIT), collect the data for the salary and benefits survey, and prepare draft and final reports. Consultant Team Members must be thoroughly knowledgeable in the portion of the project they are responsible for, as well as have expertise in the issues that are unique to each individual client. Our firm is proposing an exceptional team of consultants who have worked together on many similar projects. We always make sure each project is sufficiently staffed to handle any additional tasks or unforeseen issues that may arise during the course of the study. The combination of our individual knowledge and skills form a superior team who will be able to competently perform all of the pieces of the Classification and Compensation Study for the City of Clearwater. The following paragraphs provide summary resumes of each team member's qualifications and experience related to his/her role in this engagement. Dr. Jeff Ling is the President of Evergreen Solutions who has been with the firm since its inception in 2004. He is a Certified Compensation Professional (CCP) who has more than 25 years consulting experience in the following areas: human resources; performance improvement; process analysis; strategic planning; statistical analysis; research methodology; data management; surveys and polling; technology analysis; change management; and risk analysis. Dr. Ling has planned, organized, and managed studies on human resources assessment, survey analysis, government efficiency, technology planning, information utilization, public opinion, market expansion, and privatization. Each of these studies dealt with summarizing major alternatives for decision makers and providing viable recommendations. He has consulting experience in public sector Evaluation, research management, efficiency analysis, survey analysis, statistical modeling, and technology planning. Dr. Ling has worked with a multitude of clients in the capacity of Project Principal. He has worked on hundreds of engagements across the nation and includes work in state and local governments, school districts, institutions of higher education, quasi -governmental agencies, and private industry. 4 Evergreen Solutions, LLC Page 2-31 Project Director Mr. Mark Holcombe Dr. Ling has been instrumental in creating, reviewing, and evaluating the methodology employed by Evergreen Solutions on all human resource engagements. His background and skill set make him uniquely qualified for assessing organizational critical needs and strategy. He is also an expert in policy development and long-term planning. A sample of the types of studies Dr. Ling has been involved with include: • Compensation Philosophy and Classification/Classification- He developed the methodology and techniques for organizations to employ for successful data collection and implementation based on internal and external equity needs. Note: He has served as Project Principal for more than 1,000 Classification and/or Compensation studies for public sector clients, including over 200 in the State of Florida. • Performance Evaluation - He has provided the framework for many organizations transitioning into goal -based performance evaluation systems or fully functional merit -based pay structures. He understands the importance of a well stratified, objective based review process and has been instrumental in assisting a number of large organizations transition from traditional systems into merit - based pay structures with minimal transitional costs and interruption. • Market Research - He provided the basis for which market research was collected, analyzed, and review. He ensured that data collection procedures and methods were statistically reliable using his knowledge of statistics and overall market research. • Policy Development - He has a thorough and firm understanding of policy development and has assisted many clients with implementing tailored policies and practices that reflect best practices. Dr. Ling holds a Doctorate's Degree from Florida State University in Political Science and has taught courses addressing research methodology, statistica analysis, technological innovations, and political economy at various universities. Mr. Mark Holcombe is a Project Manager at Evergreen Solutions who has been with the firm more than five years. He has spent extensive time studying both micro and macro -economic labor markets, public sector economics, and has studied econometric modeling for displaying and communicating data in an effective way. He has been using his economics background both in running a business and in consulting since graduation. Mr. Holcombe's role with Evergreen has focused on compensation and classification studies utilizing market data. His primary responsibilities include: working closely with project teams and project managers in 4 Evergreen Solutions, LLC Page 2-32 4 coordinating salary and benefit survey initiatives; evaluating market data from surveys, government agencies, and private sector databases to provide comprehensive reviews of compensation packages; and designing clear and concise reports and displays to communicate nuanced results. Recent public sector projects that Mr. Holcombe has been involved with include: a Classification and Compensation Study for the Hillsborough County Clerk of Court and Comptroller, FL; a Compensation Study for the Flagler Conty Tax Collector, FL; a Compensation Study for the Manatee County Clerk of the Circuit Court and Comptroller, FL; a Compensation Study for the Highlands County Clerk of Court and Comptroller, FL; a Compensation Study for Highlands County, FL; a Classification and Compensation Study for DeSoto County, FL; a Classification and Compensation Study for the City of North Miami Beach, FL; a Compensation Study for the City of New Port Richey, FL; a Compensation and Classification Study for the Town of Davie, FL; a Classification and Compensation Study for the Early Learning Coalition, FL; a Classification and Compensation Study for Palm Beach County, FL; a Classification and Compensation Study for the Leon County Sheriff's Office, FL; a Classification and Compensation Study for the Manatee County Sheriff's Office, FL; a Compensation Study for the City of Key West, FL; a Performance Evaluation Study for the City of Key West, FL; a Classification and Compensation Study for Okaloosa County, FL; a Classification and Compensation Study for the Wakulla County Board of County Commissioners, FL; a Classification and Compensation Study for Franklin County, FL; a Pay and Classification Study for Jefferson County, FL; a Compensation Plan Update for the Florida Sheriff's Association; a Classification and Compensation Study for the Monroe County Sheriff's Office, FL; a Compensation Study for Brevard County, FL; a Salary Survey for the City of Sopchoppy, FL; a Classification and Compensation Study for the City of Apalachicola, FL; a Compensation Study for the City of Fort Myers, FL; a Strategic Plan for the Leon County Clerk of the Court and Comptroller, FL; a Classification and Compensation Study for the Leon County Clerk of the Court and Comptroller, FL; a Classification and Compensation Study for the Town of Hilliard, FL; a Review of Compensation for the Fire Department for Sarasota County, FL; a Staffing Study for the Fort Myers Police Department, FL; a Staffing Study for the Leon County Sheriff's Office, FL; a Classification and Compensation Study for Pinellas County, FL; Faculty and Staff Classification and Compensation Study Services for Hillsborough Community College, FL; a Market Salary Survey for North Florida Community College, FL; a Classification and Compensation Study for St. Petersburg College, FL; a Compensation Study for Miami Dade College, FL; a Staff Classification and Compensation Study for St. Johns River State College, FL; a Classification and Compensation Study for Indian River State College, FL; a Compensation Study for Broward College, FL; a Classification and Compensation Study for Florida SouthWestern State College; a Staffing Study for the City of Fayetteville, GA; a Classification and Compensation Study for the City of Thomasville, GA; a Classification and Compensation Study for Barrow County, GA; a Classification and Compensation Study and Analysis for Columbus Consolidated Government, GA; a Classification and Compensation Study Evergreen Solutions, LLC Page 2-33 for the City of Auburn, AL; a Total Compensation Study for Sedgwick County, KS; a Comprehensive Compensation Study for Shawnee County, KS; a Classification and Compensation and Race/Gender Equity Study for the City of Salina, KS; a Compensation Study for the Metropolitan St. Louis Water District, MO; a Compensation Study for the City of Jefferson, MO; a Compensation Study for the City of Fulton, MO; a Comprehensive Classification and Compensation Study for the Kentucky League of Cities; a Compensation Study for the Knox County Sheriff's Office, TN; Classification and Compensation Consulting Services to the City of Clarksville, TN; a Compensation Study for Western Reserve Transit Authority, OH; Compensation Consulting to Laketran, OH; an Employee a Compensation Study for the County of Montgomery, PA; a Job Classification and Compensation Study for the City of Baltimore, MD; a Classification and Compensation Study for Loudoun County, VA; a Classification and Compensation Study for the City of Norfolk, VA; a Classification and Compensation Study for the City of Falls Church, VA; a Comprehensive Compensation Study for Chesterfield County, MD; a Compensation and Classification Study for Research Triangle Regional Transportation Authority (GoTriangle), NC; a Pay Equity Analytics Model for Fire and Police Staff for the City of Raleigh, NC; a Salary and Compensation Comparability Study for the Raleigh Housing Authority, NC; a Pay and Classification Study for Dorchester County, SC; a Compensation Study for Laurens County, SC; an Organizational Assessment of the HR Department for York County, SC; a Compensation Study for Laurens County, SC; a Staffing Study for the City of Fayetteville, GA; a Compensation Study for Grand County, CO; a Compensation and Classification Study for the City of Coppell, TX; a Compensation and Classification Study for the City of Seabrook, TX; a Compensation and Classification Study for the City of League City, TX; a Compensation and Classification Study for the City of Texas City; a Compensation and Classification Study for the City of Pearland, TX; a Compensation and Classification Study and Organizational Review of the RSMU Department for Brazos River Authority, TX; a Compensation Study for the Montgomery County Emergency Communications District, TX; Compensation Consultant Services for Dallas Area Rapid Transit, TX; Competency Modeling and Succession Planning for Dallas Area Rapid Transit, TX; a Classification and Compensation Study for the City of Mont Belvieu, TX; a Comprehensive Classification and Compensation Study for the City of Odessa, TX; a Staffing Study for the City of Pflugerville, TX; a Wage and Compensation Study for Jefferson County, TX; a Classification and Compensation Study and Analysis for the City of Camarillo, CA; a Classification, Compensation, and Benefits Study for Yavapai County, AZ; a Classification and Compensation Study for the City of Prescott, AZ; A Compensation Study for the City of Flagstaff, AZ: a Wage Compensation Study Services for Northern Arizona Intergovernmental Public Transportation Authority, AZ; a Performance Management Study for Northern Arizona Intergovernmental Public Transportation Authority, AZ; Compensation Study for the Tri -County Metropolitan Transportation District of Oregon; Compensation Consulting Services to Seattle Public Schools, WA; and Compensation Study Services to Skagit Transit, WA. Mr. Holcombe holds a Bachelor Degree in Economics with a concentration in Behavioral Economics and Criminology from Florida State University. Evergreen Solutions, LLC Page 2-34 Project Consultant Ms. Nancy Berkley Ms. Nancy Berkley is the Vice President at Evergreen who has been with the firm more than nine years. She has over 30 years human resources experience demonstrating a thorough knowledge of multiple HR disciplines including, recruiting and staffing, workforce planning and retention, on - boarding, compensation and benefits, employee and labor relations, employee leave administration, voluntary and in -voluntary employee separations, performance management, employee surveys, organizational design and development, organization effectiveness, employee learning, training, and development, employee records administration and retention, and awards and recognition programs. She has consistently enhanced organizational capability by integrating HR with strategic business planning, development and assessment. She has provided individualized executive coaching and led HR team development and high-performance teams. She has led corporate change initiatives and built talent -rich organizations by strengthening people and integrating processes and has directed human resources in high-volume, transactional service organizations and high- level, consulting organizations. She has excellent conflict resolution, negotiation, and influencing skills. Ms. Berkley possesses expertise in the following HR areas: • Designing and implementing a shared service, centralized virtual staffing organization, increasing efficiency of staffing function for hiring managers. • Analyzing and responding to employee relation trends—positively influenced work environments reducing employee complaints by -90 percent. • Consulting with senior leaders and successfully leading project teams to develop new policies, programs and tools—including total revision and communication of a company's HR policies and practices to be in accordance with state and federal laws; • Creating HR metrics reviews utilizing business goals and human resources information systems data—set improvement goals and developed action plans for unique business requirements. • Conceptualizing and implementing complex workforce reduction plans—then redeployed -50 percent of the affected employees. • Representing companies in state and federal agency reviews, e.g. Office of Federal Contract Compliance Program (OFCCP) reviews—Equal Employment Opportunity Commission (EEOC) charges, workers compensation charges, and unemployment compensation claims. Some of the public sector projects in the State of Florida that Ms. Berkley has directed or served on the Evergreen Team include: Classification and Compensation/Benefits Study for the City of Jacksonville Beach; a Salary Survey for the City of Dania Beach; a Classification, Compensation, and Benefits Study for the Town of Jupiter; a Classification and Compensation Study for Jackson County; a Classification and Compensation Study for the 4 Evergreen Solutions, LLC Page 2-35 Town of Cutler Bay; a Comprehensive Compensation and Classification Study for the City of Panama City; a Comprehensive Compensation and Classification Study for the City of Panama City Beach; a Compensation Plan Update for the City of Panama City Beach; a Classification and Compensation Study for the City of Destin; a Compensation and Classification Study for Alachua County; Job Audits for the City of Gainesville; a Pay and Classification Study for the City of Fort Walton Beach; a Compensation and Classification Study for the City of North Port; a Compensation Study for the Village of North Palm Beach; a Compensation Study for the City of Hollywood; a Compensation Study for Lake County; a Classification, Compensation, and Benefits Study for the Village of Pinecrest; a Pay and Classification Study for Martin County; a Performance Evaluation Study for Lake County; a Compensation and Classification Study for Highlands County; a Compensation Study for the City of Opa-Locka; Compensation and Classification Study Services for Monroe County; Compensation Consulting Services for the Town of Longboat Key; Collection and Analysis of Market Data for the Confidential Office Personnel Association; a Compensation and Classification Study for Miami Shores Village; a Classification and Compensation Study for the City of New Smyrna Beach; a Salary Plan Update for the Flagler County Sheriff's Office; a Classification and Compensation Study for Pasco County Sheriff's Office; a Compensation, Classification, and Benefits Study for the Volusia County Sheriff's Office; a Compensation and Benefits Study for Loxahatchee River District; a Pay and Classification Study for the Peace River Manasota Regional Water Supply District; a Classification and Compensation Study for the Englewood Water District; a Pay Plan, Classification and Compensation Study and Analysis for the Okaloosa Gas District; a Compensation Study for the Brevard County Property Appraiser's Office; a Compensation Study for the Saint Lucie County Property Appraiser's Office; a Salary Survey and Gender Analysis for the Town of Medley; a Classification and Compensation Study Analysis for Marion County; a Job Classification and Compensation Study for the City of Plantation; a Comprehensive Compensation and Benefits Study for the City of Marco Island; a Pay Plan Market Value Study for the Florida Board of Bar Examiners; a Compensation Study for The Florida Bar; an Executive Director Compensation and Benefits Study for The Florida Bar; a Performance Evaluation Review for The Florida Bar; Human Resources Consulting Services for the Orange County Library System; a Position and Compensation Study for the Florida Keys Aqueduct Authority; a Pay and Classification Study for the Florida Keys Aqueduct Authority; FLSA Audits and Salary Survey for the South Florida Water Management District; a Compensation Analysis for the Florida Telecommunications Relay, Inc.; a Classification and Compensation Study for the City of Sunny Isles Beach; a Classification and Compensation Study for the Pasco County Clerk and Comptroller; a Compensation Study for the City of Indian Harbour Beach; and a Job Classification and Compensation Study for the Utilities Commission, City of New Smyrna Beach. Ms. Berkley has a Bachelor's Degree in Psychology from Florida State University. Evergreen Solutions, LLC Page 2-36 Project Consultant Ms. Stasey Whichel Ms. Stasey Whichel is a Project Manager with over 25 years of experience in education and government. As a former public sector Deputy Director, she demonstrated experience in policy development, strategic planning, human resource management, budgeting, and risk evaluation. Ms. Whichel acquired public sector experience in project management, conducted programmatic audits and reviews to ensure compliance with state and federal rules and regulations, developed programmatic operating procedures, drafted internal management policies, and identified areas for efficiencies and improvements. She has also conducted reviews of relevant state and federal legislation and drafted bill analysis and agency comments. She led a team through an organizational realignment to better fit contemporary management needs, leveraged outside funding sources, and trained staff members on state and federal programs. As a member of agency leadership, she collaborated on HR policy reviews, conducted salary compensation studies, and developed recommendations for legislative budget issues. She also participated in the development of multi -faceted, long-term strategies designed to achieve agency and division goals, established metrics, and evaluated programmatic performance. She developed survey tools to measure employee satisfaction and identify staff needs and used findings to inform management decisions and created opportunities to improve staff morale. Her HR experience also includes the development of documents related to job advertisements, position descriptions, objective performance expectations, and performance reviews. She is experienced in applicant selection, on -boarding, identifying training requirements, and mentoring staff. Ms. Whichel possesses expertise in the following areas: conducting organizational studies, evaluating risk, and reviewing operational procedures; providing guidance for change management; developing workflow and process design; identifying specific training needs; on - boarding new staff; conducting classification, compensation, and salary comparison studies; preparing employee surveys and valuations of employee satisfaction; working with leadership to develop or update agency policies, programs, and guidelines; developing Job descriptions and performance management tools; fostering employee communications; and administering contracts, accounting and auditing principles. Some of the public sector projects that Ms. Whichel has been involved with include: a Classification and Compensation Study for Hardee County, FL; a Compensation Study for Seminole County, FL; a Compensation Study for the City of North Port, FL; Examining Job Descriptions for new Jobs to update Pay Ranges for the Town of Lake Park, FL; a Compensation Study for the City of Bunnell, FL; a Classification and Compensation Study for the Town of Lake Park, FL; a Classification and Compensation Study for the City of Punta Gorda, FL; a Compensation Study for the City of Homestead, FL; a Classification and Compensation Study for the Barefoot Bay Recreation District, FL; a Compensation Study for the Solid Waste Authority of Palm Beach County, FL; a Compensation Study for the North Collier Fire Control and Rescue District, FL; a Classification and Compensation Study for the Monroe County Property Appraiser, FL; a Compensation Study for the Marion County Hospital District, FL; a District -wide Compensation Study for the School Board of Sarasota County, FL; a Classification and 4 Evergreen Solutions, LLC Page 2-37 Project Consultant Ms. KeIli Bracci 4 Compensation Study for the City of Palm Bay, FL; a Classification and Compensation Study for Charlotte County, FL; a Compensation Study for Orange County, FL; a Salary Survey/Compensation Review for the Children's Trust of Miami Dade County, FL; a Classification and Compensation Study for Service Management Solutions for Children (SMS) and Partnership for Strong Families (PSF); a Compensation Study and Gender Analysis for the Town of Medley, FL; a Classification and Compensation Study for the Early Learning Coalition of Pinellas County, FL; a Classification and Compensation Study for the City of West Melbourne, FL; a Compensation Study for the City of Griffin, GA; a Classification and Compensation Study for Henry County, GA; a Classification and Compensation Study for Habersham County, GA; a Wage Study for Madison County, GA; a Classification and Compensation Study for the City of Northport, AL; a Compensation Study for Shelby County, AL; a Compensation Study for Daphne Utilities, AL; a Compensation Study for the Town of Ocean City, MD; a Comprehensive Classification and Compensation Study for Henry County, Henry County Sheriff's Office, Henry County Public Service Authority, and Henry County Public Schools, VA; a Classification and Compensation Study for Isle of Wight County, VA; a Classification and Compensation Study for Goochland County, VA; a Classification and Compensation Study for the Town of Smithfield, VA; a Classification and Compensation Study for Charlotteville City Schools, VA; Compensation Strategy Review and Classification Study for the Town of Clayton, NC; an Organizational/Staffing Study for the Town of Clayton, NC; a Compensation and Benefits Study for Transylvania County, NC; a Compensation and Benefits Study for the City of Rock Hill, SC; an Employee Compensation and Pay Classification Study for the City of Rock Hill, SC; a Compensation Study for the City of Columbia, SC; a Compensation Study for Saint Paul Public Schools, MN; an Operations Review/Efficiency Study for the City of Norwalk and Norwalk Public Schools, CT; a Classification and Compensation Study and Staffing Analysis for the City of Harlingen, TX; and a Classification and Compensation Study for the City of Boulder City, NV. Ms. Whichel possesses a Bachelor of Science degree in Biology from The Florida State University. Ms. Kelli Bracci, CPM, is a Senior Consultant with Evergreen Solutions. She has a Bachelor's of Science in Education from Georgia Southern University and a Juris Master from Florida State University's College of Law with a concentration in Human Resources and Legal Risk Management. She is a Certified Public Manager (CPM). Ms. Bracci began her career working in the classroom as a teacher before transitioning to state government. After 11 years with the state, she transitioned to the private sector with Evergreen Solutions, LLC. She is experienced in classification and compensation, employee engagement, relationship management, process improvement, supervisory and leadership development, organizational change management, project coordination, and effective communication. She deeply believes that HR is integral in creating a positive culture in every organization. Evergreen Solutions, LLC Page 2-38 Some of the public sector projects that Ms. Bracci has recently been involved with include: a Classification and Compensation Study for the Pasco County Clerk and Comptroller, FL; a Classification and Compensation Study Analysis for Marion County FL; a Compensation and Benefits Study for the City of Sebastian, FL; a Classification and Compensation Study for Jackson County, FL; a Classification and Compensation Study for DeSoto County, FL; a Classification and Compensation Study for Indian River State College, FL; a Classification and Compensation Study for the Manatee County Sheriff's Office, FL; a Pay and Classification Study for Jefferson County, FL; a Compensation Study for the Highlands County Clerk of Court and Comptroller, FL; a Compensation Plan Update for the City of Garden City, GA; a Classification and Compensation Study for the City of Suwanee, GA; a Classification and Compensation Study and Analysis for Columbus Consolidated Government, GA; a Classification and Compensation Study for Barrow County, GA; a Classification and Compensation Study for the City of Thomasville, GA; a Classification and Compensation Study for the City of Auburn, AL; a Classification and Compensation and Race/Gender Equity Study for the City of Salina, KS; Classification and Compensation Consulting Services to the City of Clarksville, TN; a Classification and Compensation Study for the Town of Strasburg, VA; a Compensation and Classification Study for Mecklenburg County, VA; a Classification and Compensation Study for the City of Norfolk, VA; a Classification and Compensation Study for the City of Falls Church, VA; a Comprehensive Compensation Study for Chesterfield County and Chesterfield County Public Schools, VA; a Classification and Compensation Study for Mary Baldwin University, VA; a Classification and Compensation Study for the Charles County Circuit Court, MD; a Classification and Compensation Study for the City of Murfreesboro, TN; a Compensation Study for Western Reserve Transit Authority, OH; a Classification System and Pay Plan Development Study for Franklin County, NC; a Classification and Compensation Study for Jackson County, NC; a Position Classification and Revision Project for Harnett County, NC; a Comprehensive Classification and Compensation Study for the City of Fayetteville, NC; a Comprehensive Classification and Compensation Study for Halifax Community College, NC; a Classification and Compensation Study for the City of Myrtle Beach, SC; Compensation Study for the Tri -County Metropolitan Transportation District of Oregon; a Classification, Compensation, and Benefits Study for Yavapai County, AZ; a Compensation and Classification Study for the City of Coppell, TX; a Compensation Study for the City of Duncanville, TX; a Compensation and Classification Study for the City of Seabrook, TX; a Compensation and Classification Study for the City of League City, TX; a Compensation and Classification Study for the City of DeSoto, TX; a Classification and Compensation Study for Randall County, TX; a Compensation and Classification Study for the City of Texas City. Note: A team of experienced analytical and clerical support staff will contribute to this study, as needed. 4 Evergreen Solutions, LLC Page 2-39 Section 3.0 References 4 Evergreen Solutions, LLC 3.0 References As required in the Request for Proposals, we have provided you with the following three references that we feel demonstrate the breadth and quality of the work our team has performed as it relates to the services being requested by the City of Clearwater. We invite you to contact our client references as to the quality and timeliness of our consulting projects. Additional references are available upon request. Compensation Consulting City of Orlando, Florida Contact Information: Ana Palenzuela, Compensation and Benefits Manager, 400 S. Orange Avenue, Orlando, Florida 32802, (407) 246-2057, Ana.Palenzuela@cityoforlando.net Project Completion Date: 2019 Note: Evergreen has worked with this City on several occasions, the most recent was completed in 2021 (i.e., Compression Analysis) 4 Compensation Study Hillsborough County, Florida Contact Information: Paul Almeida, Contracts Manager, Human Resources Department, 601 E. Kennedy Boulevard, Tampa, Florida 33602, (813) 829-2768, AlmeidaP@HillsboroughCountv.org Project Completion Date: 2022 4 Classification and Compensation Study Pinellas County, Florida Contact information: Jack Loring, Human Resources Director, 400 S. Ft. Harrison Avenue, Clearwater, Florida 33756, (727) 464-4838, jkloring@co.pinellas.fl.us Project Completion Date: 2018 4 4 Evergreen Solutions, LLC Page 3-1 Section 4.0 Approach, WletFiocfoCogy, ancfTimeCine Evergreen Solutions, LLC 4.0 Approach, WtetFiodoCogy, and -Timeline In this section we provide you with our approach and methodology for conducting the Classification and Compensation Study for the City of Clearwater; a detailed work plan— identifying the tasks, activities, and milestones necessary to accomplish the deliverables listed in the scope of services of the Request for Proposals; and a proposed timeline. 4.1 Approach and Methodology 4 Evergreen Solutions is uniquely qualified to conduct a Classification and Compensation Study for the City of Clearwater as our team includes recognized experts in local government human resources management and understands that there is not a one size fits all" solution to compensation management. Our approach is built on working collaboratively with all parties to make sound, implementation -focused recommendations. Specifically, we have developed a methodology that: • focuses on market competitiveness; • is based on the organization's compensation philosophy; • recognizes that compensation is comprised of more than just base pay levels; • reflects changes in recent compensation strategies; • designs custom solutions that take into account the diversity of needs present in the organization and allows you to select the components and options that best meet your overall needs; and • produces a structure that improves the organization's ability to recruit, reward, motivate, and retain talent in a competitive environment that includes both public and private sector employers. We will work closely with the City's designated Project Manager, Senior Executive Team, and the Human Resources Services Department throughout the process to ensure constant communication of issues, concerns, and potential outcomes. We work closely with your staff to gain a solid understanding of your current operational realities, challenges, and desired outcomes. Moreover, Evergreen will work with you to balance your need to meet your performance goals while carefully managing your resources. Compensation management has undergone significant transformation in the private sector and over time public sector organizations have mirrored these changes. While compensation once centered on the separate administration of base pay and core benefits, a shift has occurred that has transformed compensation management. Evergreen Solutions, LLC Page 4-1 Kick Off Meeting Communication Plan Employee Orientation and Focus Groups 4 Progressive organizations now recognize that to effectively recruit, reward, motivate, and retain employees, compensation management requires strategic thinking and planning. Compensation management must support an organization's overall strategic direction. To accomplish this, effective organizations design a compensation philosophy that details where an organization wants to be in relation to the market in key areas. These key areas include cash compensation, benefits, and work/life balance. Compensation is thus a reflection of the organization's philosophy. Evergreen realizes that we will need to tailor our approach to fit the operating, fiscal, and competitive needs of the organization. Recommendations must always reflect competitive needs while supporting the organization's overall mission. Listed below is an overview of the typically recommended approach that Evergreen takes when conducting a study of this nature. Evergreen begins each engagement by meeting with our client's leadership team. Frequently, this initial meeting will accomplish several goals, including: • finalizing the project work plan; • identifying milestone and deliverable dates; • gaining insight into the management structure and approach; • collecting classification, compensation, and benefits data; • identifying additional data needs; and • developing preliminary schedules for subsequent tasks. At this time, we will also request a copy of the employee database that reflects current classification and compensation data. Communication is a critical component of any Classification and Compensation Study. Communicating with employees directly and early in the process builds support for the process and the accompanying outcomes. As part of our communication plan, we meet first with key project staff to fully understand the nature and scope of the project. The results of these meetings are then communicated to employees during the project outreach through employee orientation sessions, focus groups, and interviews. Regular updates are provided to the client's Project Manager and can be posted on the client's intranet site, if available and desired. Additionally, the communication plan for the distribution of the end product, particularly how the results will be distributed to employees, is also critical. Based on client feedback and a review of best practices, we have designed an orientation curriculum that provides employees insight into the process as well as provides a forum for answering questions and soliciting participation. Following the orientation sessions, we begin the focus group process. Focus groups are used to gain detailed insight into employee perceptions, concerns, and issues. The protocol for the sessions is provided to your project team in advance and refined to meet your needs. We have found that employee orientation sessions and focus groups are Evergreen Solutions, LLC Page 4-2 Department Head Interviews Job Assessment Tool and Management Issue Tool critical venues for building employee participation and buy -in. Since they take place at the outset of the project, they are a critical introduction to the project and the question and answer formats allow employees to become engaged in the process. During these sessions, Evergreen's consultants can also help to manage expectations since some employees may have unrealistic expectations based on anecdotal information. Evergreen staff conduct one-on-one interviews with department heads and/or senior management (in addition to any other employees the client determines is necessary) to identify challenges for consideration. These interviews will allow our staff to add details to our understanding of the organization and its needs. They also allow our consultants the opportunity to better understand the organizational structure of each department as well as the unique recruiting and retention issues that may be present in each department. Frequently, department directors and senior management serve as invaluable resources in explaining how internal equity relationships have evolved over time and explaining the nuances between the differences in jobs. Another important activity undertaken at this time is the distribution of Evergreen's Job Assessment Tool© (JAT). These questionnaires are central components of the job evaluation process. The JAT asks a series of questions regarding an employee's job that captures the nature of the job and how it interacts with work within the organization. The JAT contains questions that ask about each of the following areas: • scope of duties; • complexity of work; • supervision received and exercised; • physical requirements; • financial responsibilities; • analytical/mental requirements; • knowledge and skills required for the job; and • level of responsibility/reporting relationships. Evergreen will contact the client's Project Manager should there be a need to clarify question responses or issues with information collected from the JAT. Due to budgetary constraints faced by many of our clients, we have designed the JAT as a web -based tool so that data can be collected electronically. If requested, we can also provide a paper-based version of the tool. Exhibit 4-1 below depicts a screenshot of the JAT home screen showing the levels of access for a Supervisor. Supervisors have access to their own surveys in addition to the ability to review and approve the surveys of their direct reports. The supervisor review process ensures validation of the JAT data collected from employees and prevents comments made by employees from being taken out of context. Evergreen Solutions, LLC Page 4-3 Exhibit 4-1 Supervisor's JAT Home Screen Job Assessment Tool! To get starter please use the buttons below You may Logout and return to inn survey as often as you wouln She 0001 t course Of the compienon penoo Employee JAT For assistance. pkasr email Itig,centWl¢uaarn,tsm Source: Evergreen Solutions, 2022 Exhibit 4-2 illustrates how Evergreen uses the JAT to collect functional details of employee's jobs. Seeking to understand how employees summarize their responsibilities in their own words allows our analysis to expand beyond what may be conveyed in a traditional job description. An informal survey of municipal employees revealed that 90 percent felt that the job descriptions held on file with their employers were inaccurate or incomplete representations of their duties. Understanding this, Evergreen designed the JAT to fill in those gaps to ensure that the entirety of an employee's job is analyzed within the context of the study. Evergreen Solutions, LLC Page 4-4 Exhibit 4-2 Job Description and Responsibilities ,f.Mae.•eeo• b11/14,100004 44 O. 4..i. 4f yt a pOD..nd44,44 s 0.174O404 a w 0.10040 01 ypy t0* 40I M4 ry. of 44:44, y0. OC T0• my 04 004 WM ft •V 0111•e0,••0 b you, 0ni^t 194 0.00,040+. 0 1 a 0e44 *0! +•i0 401 1tM01,1100 • el Work / NM 4000IM 4411 P•t OW 04.04M4 in. ton 01 WI yeu *411414 rtc. ave-k>n.ia.•1/•r Rl *0N10e11011.1•10. MAAIM•I• a.aar :ax•1.0•MAM.RMIt•/110040 .4.4MA11MlAw01/M••O pyJ NWNt»tlW 4R141r{f•WR9.1010o1 9 JH1e ei••M�049•/�le•!e. 0asr••••••••••11•••••e••1•••••an9a.41o, 9Aa a•nA••••• OaN•.•••v00e/•e4/•••1•4/p•e•• M11•14.11110•11111•16-Walloalina11491r0f••••I .1.0. ••••••• ram ass**6 ** A444I f•fraial ""e••••Ars•••••••••w4••••rYr.wE.11.44 a•••••poq.a.aA+ao4•nw1••••••7'9"9+•1•r1•MM 111•10.a••.. and E.•en••.c• •11111101.1•2 1n• 1041 :no W.; 9x044« Fos naa+ wuya«+ •ro 40.01040 • new -v•. nano 4.476.+19 tO 0*.i to yap 00400* 641414.44 44441,44 Wows aM0•1Yia.11.M P low WIN" lira* ariMi• ., a ach•n r,i 9µ04044N+. rau 4044*. 106.:19 4 0*4049 0 0N4n44 M. YO'> 904000 1.1041 Source: Evergreen Solutions, 2022 Exhibit 4-3 shows a similar page in which employees are asked to list the Essential Functions of their job. These are the tasks and activities that define the classification and make it unique. Gathering information such as this allows Evergreen to assess the validity of the present classification structure and identify classifications or individuals within classifications that need to be restructured or reclassified. Evergreen Solutions, LLC Page 4-5 Preliminary Assessment Exhibit 4-3 Job Functions a ms. ns wo.ee1 r.k..w<sse,.ur.,cao„s you _Wm hrwasrerwfwwant +oar,atEA wn:sm en a"srn„W w�ra are wMIMS.wMilo* wlirryIni 11.10.11.0rwrwrsi Source: Evergreen Solutions, 2022 In addition to the JAT, Evergreen will also distribute our Management Issues Tool (MIT). The MIT is distributed to supervisors and managers and is used to collect specific information from supervisors and managers related to such issues as recruitment and retention problems, classification issues, pay equity issues, problems with titles, and other related issues. Each MIT will be logged and a specific response will be provided. The MIT process is designed to allow supervisors and managers to give direct input into the process and they serve as "red flags" to Evergreen staff during the analysis portion of the project. As a starting point for analysis, Evergreen's project consultants review the client's database in comparison to the pay plan and information collected from the JATs to produce a preliminary assessment. The preliminary assessment summarizes the strengths and weaknesses of your human resource management system. The compensation analysis focuses on the number of pay grades, range widths, percentage differences between grades, step plans versus open range plans, and the expected time to reach full job competency. The overall analysis focuses on structure, movement, and equity (internal) as well as specific concerns such as turnover, longevity, Evergreen Solutions, LLC Page 4-6 Job Evaluation Compensation Market and Benefits Survey 4 compression, and range anomalies. The issues we identify in the assessment become core considerations in creating the potential solutions later in the process. The next step in the process is to review responses to the JATs and identify any possible misclassifications. Once the review of the JATs has been completed, Evergreen's consultants will evaluate all jobs on each of the compensatory factors, score each position, and determine if there is any need for further investigation of specific positions. if serious discrepancies exist, Evergreen's consultants will work directly with the Client Project Manager to resolve any issues. Once work has been properly classified, changes in the current classification system rankings can be recommended. Our goal is to produce a classification system that reflects the internal equity relationships suggested by the JAT scoring conducted earlier. Our approach to compensation analysis is based on the belief that compensation should be organization -specific, fair, equitable, and directly tied to strategic goals. To ensure that all these criteria are met, we will conduct an extensive analysis on the relevant labor market, the internal structure and inter -relatedness of jobs within the organization, and the relative worth of jobs within the organization vis-a-vis the compensation philosophy. The most traditional component of a total compensation program is base pay (fixed pay). However, inclusion of benefits in total compensation strategy is not a new concept. Provision of benefits was originally a recruitment tool, though over time the provision of core benefits has become an expectation. Research shows that public sector organizations commonly use superior benefits packages as a way to offset structural disadvantages in base pay. The purpose of the survey is to collect information for comparison to current offerings, and making recommendations for change consistent with the parameters of the organization's compensation philosophy. A key component of assessing compensation is to consider market position, which is sometimes referred to as external equity or competitiveness. Evergreen's consultants wait until well into the classification analysis to design the market survey to ensure that jobs are understood, anomalies in classification characteristics are documented, and sufficient input has been received. The market survey will obtain standard range information related to minimum, midpoint, and maximum salaries. Data collection will focus on the public sector, but will include information from the private sector where applicable. Further, we will look to include any employers to whom the organization has recently lost employees. In addition, a benefits survey will also be administered in tandem with the market survey. Special consideration can be given to select highly competitive, market-driven positions if necessary. Evergreen Solutions, LW Page 4-7 Benchmarks Targets Unifying the Solution One of the most important components of the external assessment is in the selection and utilization of benchmark positions for the labor market survey. We will work with the client to identify the appropriate number of benchmark positions to best suit the client's needs in the labor market survey. Based on our experience, we have found that it is simply not practical to survey all positions within the organization—the resulting surveys become too cumbersome for labor market peers to complete, and the response rate on the whole suffers. We ensure, through multiple checks and balances, that the benchmark positions chosen will represent a broad spectrum of positions across the organization, from all job families, pay levels, and functional areas. To conduct an external labor market assessment, we work with the client to identify the most appropriate targets to survey. Evergreen selects peer organizations based on the local labor competition, regional markets, and class -specific markets. Peer organizations should be those organizations that compete with the client for labor in at least one job family. An appropriate mix of peers in the public and private sectors will be included in the survey, and if necessary, augmented with published secondary data sources. Typically, Evergreen waits until the outreach process has been completed to identify the complete list of market peers. This is because we often will uncover specific information during the focus group and interview sessions that identifies potentially critical survey targets. Ideally, we would like to work with the client after the outreach has been concluded to identify the final list of potential market peers. An important factor of our methodology is that the client has the final approval of all aspects of the study. We will not proceed with the analysis unless the client is completely comfortable with the survey targets chosen. Often, there are different factors impacting an organization, such as proximity to a major metropolitan area, technology corridor, or specific market (i.e., military base), that have a direct effect on its ability to recruit and retain employees in specific positions. These factors have to be taken into account when selecting survey targets. Once the targets are selected and approved, the survey instrument is developed and sent to the client for final approval. Subsequent to client approval, the survey is then distributed to the targets in both paper and electronic formats. Evergreen uses a four -fold method of communicating with respondents. Our staff notifies the target group that the survey is being sent or made available, confirms receipt, and encourages participation. Once the data are received, they are cleaned, validated, and summarized. A separate report is issued that shows the results of the salary survey. After determining the appropriate division of work and market position, the compensation structure can be created. There is not a single, perfect solution for every client partner. The nuances and unique characteristics of each client necessitate a customized solution to best meet the organization's needs. Evergreen Solutions, LLC Page 4-8 4 Compensation Administration Guidelines System Maintenance The Evergreen Team has considerable experience in developing multiple solutions and working with client partners to determine the one that best meets their needs. Our analytical team uses a variety of tools to produce various potential solutions: regression analysis, market thresholds, and other human resource models. Several major options are presented to the client's team before the implementation plan is created. It is at this stage in the process that we typically meet with the client to identify the direction of the final solution. We will present to the client a draft report for review and comment. We typically ask the client to examine the draft solution objectively and provide insights and recommendations on the direction of the report. When this process is completed, Evergreen's consultants will proceed with the final solution. The solution also contains information regarding fiscal impact and implementation. In order for clients to maintain the recommended compensation system, Evergreen develops compensation administration guidelines for use by the client after completion of the study. The guidelines will include recommendations on installation and continuing administration of the system. The team first conducts a review of current practices and procedures then assesses their effectiveness, compliance with legal guidelines, and applicability to the recommended system. Once this review and assessment are complete, revisions to the current practices and/or new guidelines can be recommended, as needed. At a minimum, the recommendations will address areas such as: • how employees will move through the pay structure/system as a result of transfers, promotions, or demotions; • how to pay employees whose base pay has reached the maximum of their pay range or value of their position; • the proper mix of pay and benefits; • how often to adjust pay scales and survey the market; • timing of implementation; and • how to keep the system fair and competitive over time. Our goal is to produce recommendations that are effective and that can be maintained by our clients. We are strongly committed to providing transparent and replicable solutions. In essence, when we complete our core assignment, our goal is that our client's staff can maintain and update the system on their own. We are readily available to provide assistance, but our goal is to give our clients all the tools and training that are needed. Towards this end we will provide the Human Resources Department with all necessary tools and training to maintain the system over time. Based on client needs and industry best practices, Evergreen has developed a compensation and classification maintenance tool to assist our clients with implementing, managing, and updating the solutions: JobForce Manager. This tool allows our clients to estimate future pay plan changes, update market information, make determinations on reclassifications, and create new jobs. By automating these tasks, JobForce Manager allows our Evergreen Solutions, LLC Page 4-9 clients to not only streamline, but also increase the fairness and transparency of regular compensation and classifications tasks after solution implementation. Exhibit 4-4 displays the interface from JobForce Manager for determining a positions pay grade; additional features include a job scoring tabulation sheet, market survey results database and summary report, pay plan report, and employee salary calculators for modeling fiscal impacts of compensation changes at the employee level. All data and reports are downloadable and printable, so they can be provided to key decision makers. Exhibit 4-4 JobForce Manager Tool El Down;,; ouI G06 Ea AOXONISpIWYB ESP 212.5 530.10027 531220/0 531801.0 105 122.702.21 13150669 14031917 /500 AOroun0a81a tilts ESP 2814 539.05827 534.37943 $40.213% 110 828.91447 540213% 85145351 /501 ►crountulSpe0DIntN ESP 3063 942.31573 54016680 544.33590 112 63194479 $4433990 556.12750 /929 AccountingSupeneld ESP 5000 567.56102 56939091 56817953 121 54955608 568.77953 58800297 /5o4 actob205pealIn9 ESP 3063 94231573 54159560 $44335% 112 53194429 $4433590 8%.72750 /Edo Aommvetke Ode ESP 3125 541.13009 S36.624 74 544.33590 112 53194429 $44.335.90 554.727% /Se Adnunn59tre8ecadr55ea4240 Rolesznit 3813 652.08810 540.99430 12824516 212 8465%13 55824516 569 894 19 / £4 Mmro8retveSchaaf Sparta i ESP 2063 $29.28591 631619.17 533084.13 106 823.83732 533 084 13 842330.93 /E01 Admn608uu Schad Secrete/ n ESP 2313 13254336 535.99659 534.73833 101 529.02919 63473833 144.44748 / 101 Ad INN Schad Secretary to ESP 2963 835.800.82 53770180 638.299.01 109 $2759443 631.299.01 14900335 / Ed' PliminisbobwSeaetaryI ESP 2313 532.54336 932.190.02 833.084.13 106 92383733 533.081.13 S42130.93 /E41 Adnenutrethe Secretory 1 ESP 206.3 529.28591 $32..190.02 433.084 13 106 623.837.32 633.00413 542.330.93 / Eat AX9restrotne50Oeta i1 ESP 231.3 132.54336 633.91904 834738.33 107 825.02919 534.73833 844.447.48 / Ede 04007438014 S.Oe58ry' Il ESP 2313 132,513.36 533.919.04 $34.738.33 107 125.02919 534.738.33 544.44748 / Egg 040000tretntSecretary 01 ESP 256.3 $35.800.82 635.97101 53829901 109 527 594.68 838.29901 149,00335 /5ao Adnr150801eSpeaelst Profess** 2313 532.513% $43.76263 63942262 204 83153809 539.42263 54730714 /144 AerriOtretne Speaehst5cranl Frill Profes90n81 2750 538.243.91 54286108 $45636.61 207 536.50929 949.636.61 $54 763.93 / Ea! *Nos Source: Evergreen Solutions, 2022 Evergreen Solutions, LLC Page 4-10 4.2 Detailed Work Plan The detailed work plan that Evergreen proposes to use to conduct a Classification and Compensation Study for the City of Clearwater is provided in this section. Evergreen understands the City has approximately 1,882 employees in 400 job classifications that will be included in the study. Our work plan consists of the following 10 work tasks: • Task 1: Project Initiation • Task 2: Evaluate the Current System • Task 3: Collect and Review Current Environment Data • Task 4: Evaluate and Build Projected Classification Plan • Task 5: Identify List of Market Survey Benchmarks and Approved List of Targets • Task 6: Conduct Market Salary and Benefits Survey and Provide External Assessment Summary • Task 7: Develop Strategic Positioning Recommendations • Task 8: Conduct Solution Analysis • Task 9: Develop and Submit Draft and Final Reports • Task 10: Develop Recommendations for Compensation Administration Task 1.0 TASK GOALS Project Initiation • Finalize the project plan with the City. • Gather all pertinent data. • Finalize any remaining contractual negotiations. • Establish an agreeable final time line for all project milestones and deliverables. TASK ACTIVITIES 1.1 Discuss with the City's Project Manager (CPM), and any other key leadership the following objectives: • the classification and pay plan study process; • understand mission and current compensation philosophy; • review our proposed methodology, approach, and project work plan to identify any necessary revisions; • reach agreement on a schedule for the project including all assignments and project milestones/deliverables; and • establish an agreeable communication schedule. Evergreen Solutions, LLC Page 4-11 Task 2.0 Evaluate the Current System 1.2 Identify potential challenges and opportunities for the study. Discuss the strategic direction of the City and some of the short- and long-term priorities. This activity serves as the basis for assessing where the City is going and what type of pay plan will reinforce current and future goals. 1.3 Obtain relevant materials from the City, including: • any previous projects, research, evaluations, or other studies that may be relevant to this project; • organizational charts for the departments and divisions, along with related responsibility descriptions; • current position and classification descriptions, salaryschedule(s), and classification system; and • personnel policies and procedures, including step placement policies. 1.4 Review and edit the project work plan and submit a timeline for the completion of each project task. 1.5 Provide the CPM with status reports throughout the study. KEY PROJECT MILESTONES • Comprehensive project management plan • Comprehensive database of City staff TASK GOAL • Conduct a comprehensive preliminary evaluation of the existing compensation plan(s) for the City. TASK ACTIVITIES 2.1 Obtain the existing pay structure and compensation philosophy (if any). Review the existing pay structure and look for potential problems and issues to be resolved. 2.2 Determine the strengths and weaknesses of the current pay plan(s) and structure for the City. Address any pay compression issues that may exist and discuss possible solutions. 2.3 Work with the CPM to develop a compensation philosophy of where the City desires to be in the market as it pertains to salaries. Evergreen Solutions, LLC Page 4-12 Task 3.0 Collect and Review Current Environment Data 2.4 Complete an assessment of current conditions that details the pros and cons of the current system, taking into account the current benefit package as part of total compensation, as well as highlights areas for potential improvement in the final adopted solution. KEY PROJECT MILESTONES • Review of existing compensation plan(s) • Pay compression issues and solutions • Assessment of current conditions TASK GOALS • Conduct statistical and anecdotal research into the current environment within the City. • Guide subsequent analytical tasks. TASK ACTIVITIES 3.1 Schedule and conduct employee orientation sessions to describe the scope of work and methodology. 3.2 Interview department heads/senior executive team members (i.e., leadership) to obtain relevant information and statistical/anecdotal data on specific compensation issues and policies. Obtain insight into perceived current compensation system strengths and weaknesses. 3.3 Hold focus groups with a sample of employees to obtain additional relevant information and statistical/anecdotal data on specific compensation issues and policies. 3.4 Work with the CPM and Human Resources staff to administer the JATs and MITs to a sample of employees/supervisors. Our staff utilizes a web -based tool for data collection, but we can provide paper copies as well as those for classifications without computers or Internet access. We will seek approval from the CPM before distribution of the JAT/MIT questionnaire. 3.5 Review any data provided by the City that may provide additional relevant insight. KEY PROJECT MILESTONES • Job assessment tool distribution • Department head/senior executive team member interviews • Employee focus groups and orientation sessions Evergreen Solutions, LLC Page 4-13 Task 4.0 Evaluate and Build Projected Classification Plan Task 5.0 Identify List of Market Survey Benchmarks and Approved List of Targets TASK GOALS • Identify the classification of existing positions utilizing the approved method for job evaluation. • Characterize internal equity relationships within the City. TASK ACTIVITIES 4.1 Ensure that all class specifications are provided by the CPM. 4.2 Review the work performed by each classification and score based on job evaluation. Include an evaluation of supervisory comments. 4.3 Review job evaluation scores and identify the classification of positions. 4.4 Schedule and conduct additional follow up with employees for jobs where uncertainty exists over data obtained from job evaluation. 4.5 Develop preliminary recommendations for the classification structure and discuss with the CPM. The classification system designed at this point would be based solely on internal equity relationships and would be guided by the job evaluation scores for each classification. Essentially, a structure of classifications would be established, and classifications with similar scoring would be grouped and spacing between jobs would be determined. 4.6 Review recommendations with the CPM. KEY PROJECT MILESTONES • Job evaluation scores by class • Recommended classification changes • Preliminary job structure based on internal equity TASK GOALS • Reach an appropriate number and identify the proper benchmark positions for the external labor market assessment of salary and benefits. • Identify and develop a comprehensive list of targets for conducting a successful external labor market assessment of salary and benefits. Evergreen Solutions, LLC Page 4-14 Task 6.0 Conduct Market Salary and Benefits Survey and Provide External Assessment Summary 4 TASK ACTIVITIES 5.1 Identify, from the initial review, a list of classifications (benchmarks) to include in the labor market survey. Note: Evergreen will work with the CPM to select up to 150 classifications to use as benchmarks for the salary and benefits survey. 5.2 Finalize the list of positions with the CPM. 5.3 For each employee group review with the CPM peer organizations to use as targets for the salary and benefits survey. Note: Evergreen will work with the CPM to select up to 20 targets for the salary and benefits survey. 5.4 Develop a preliminary list of organizations for the external labor market survey of salary, placing a comparative emphasis on characteristics such as: • size of the organization; • geographic proximity to the Clearwater area; • economic and budget characteristics; and • other demographic data. 5.5 Develop a list of survey targets by employee group. Develop a system for use of secondary data including potential sources and weighting of secondary data, if necessary. 5.6 Review survey methodology with the CPM and refine survey methodology prior to distribution of survey. 5.7 After approval of survey methodology, develop contact list of peer organizations and notify peers of impending survey. KEY PROJECT MILESTONES • Final list of benchmark positions for the external labor market assessment salary survey • Initial list of survey peers • Survey methodology • Final list of survey organizations and contacts TASK GOALS • Conduct the external labor market salary survey. • Conduct benefits survey. • Provide a summary of the market salary and benefits survey results to the CPM. Evergreen Solutions, LLC Page 4-15 Task 7.0 Develop Strategic Positioning Recommendations TASK ACTIVITIES 6.1 Prepare a customized external labor market salary survey for the CPM's approval. Discuss questions and categories for the market survey. 6.2 Develop a listing of the current benefits provided by the City for comparisons with peer organizations (e.g., health, pension, etc.). 6.3 Using the list of City provided benefits and major benefits offerings not provided by the City develop a list of benefits to include in the external labor market survey. 6.4 Prepare benefits survey to be included with salary survey developed inTask6.1. 6.5 Contact the targets for electronic completion of the survey. Provide paper copies by fax, if requested. 6.6 Conduct necessary follow-up through e-mails, faxes, and phone calls. 6.7 Collect and enter survey results into Evergreen's electronic data analysis tools. Note: Evergreen will ensure at least five matches per position from the market for the salary survey. 6.8 Validate all data submitted. 6.9 Develop summary report of external labor market salary and benefits assessment results. 6.10 Submit summary report of external labor market salary and benefits assessment results to the CPM. KEY PROJECT MILESTONES • Market survey instrument • Benefits survey instrument • Summary report of external labor market salary and benefits assessment results TASK GOALS • Assess the appropriateness of the current compensation philosophy for the City. • Develop a plan for all employees, providing issue areas and preliminary recommendations for strategic improvement. Evergreen Solutions, LLC Page 4-16 Task 8.0 Conduct Solution Analysis TASK ACTIVITIES 7.1 Identify the compensation philosophy and accompanying thresholds. 7.2 Using the market salary and benefits survey data collected in Task 6.0, and the classification data reviewed in Task 4.0, recommend the appropriate pay plan(s) for the City. 7.3 Identify highly competitive positions within the City and customize recommendations for compensation where required. 7.4 Provide opportunities for the consolidation of job classifications, and provide suggested description and grading for resulting classifications. 7.5 Produce a pay plan for the City that meets its needs from an internal and external equity standpoint. KEY PROJECT MILESTONES • Proposed compensation strategic direction, taking into account internal and external equity • Plan for addressing unique, highly competitive positions TASK GOALS • Conduct analysis comparing job evaluation values. • Survey results for the benchmark positions. • Produce several possible solutions for implementation. TASK ACTIVITIES 8.1 Conduct regression analysis or other appropriate techniques to properly slot each classification into the proposed pay plan for the City. 8.2 Place all classifications into pay grades based on Task Activity 8.1. Sort alphabetically by job class title, in descending order by range, and by old class title and new class specifications. 8.3 Create implementation solutions for consideration that take into account the current position of the City as well as the findings from the classification and compensation analysis. Identify and prepare a range of compensation policy alternatives. 8.4 Discuss with the CPM potential solutions. Evergreen Solutions, LLC Page 4-17 Task 9.0 Develop and Submit Draft and Final Reports 4 8.5 Determine the best solution to meet the needs of the City in the short-term and long-term. 8.6 Document the accepted solution. KEY PROJECT MILESTONES • Initial regression analysis • Potential solutions • Documented final solution TASK GOALS • Develop and submit a draft and Final Report of the Classification and Compensation Study for the City of Clearwater. • Present the final report. TASK ACTIVITIES 9.1 Produce a comprehensive draft report that captures the results of each previous step. Provide the CPM a draft final report for review that will include all costs associated with recommendations as well as an implementation plan over a period of one to three years. 9.2 Make edits and submit necessary copies of the Final Report to the CPM. 9.3 Present the Final Report to City Council. 9.4 Develop a communication plan for sharing study results with employees of the City. 9.5 Develop a plan for maintaining recommendations over time. KEY PROJECT MILESTONES • Draft and final reports • Final presentation • Communication plan • Implementation and maintenance database Evergreen Solutions, LLC Page 4-18 Task 10.0 Develop Recommendations for Compensation Administration TASK GOALS • Develop recommendations for continued administration by City staff to sustain the recommended compensation and classification system. • Conduct training. TASK ACTIVITIES 10.1 Develop recommendations and guidelines for continued administration and maintenance of the classification and compensation system by City staff, including recommendations and guidelines related to: • how employees will move through the pay structure/system as a result of transfers, promotions, or demotions; • how to pay employees whose base pay has reached the maximum of their pay range or value of their position; • the proper mix of pay and benefits; • how often to adjust pay scales and survey the market; • the timing of implementation; and • how to keep the system fair and competitive over time. 10.2 Recommend recruitment/retention strategies, where appropriate. 10.3 Present recommendations to the CPM for review. 10.4 Finalize recommendations. 10.5 Provide training and tools to Human Resources Department staff to ensure that staff can conduct audits/adjustments consistent with study methods until the next formal study is conducted using Evergreen's JobForce Manager tool that will enable Human Resources staff to estimate future pay plan changes, update market information, make determinations on reclassifications, and create new jobs - allowing for streamlining, and an increase in fairness and transparency of regular compensation and classification tasks after solution implementation. KEY PROJECT MILESTONES • Recommendations for compensation administration • Recommendations for recruitment/retention policies • Training on Evergreen's JobForce Manager tool Evergreen Solutions, LLC Page 4-19 4.3 Proposed Timeline Exhibit 4-5 Proposed Timeline Evergreen Solutions possesses the ability, staff, skills, and tools to conduct a Classification and Compensation Study for the City of Clearwater in six months of the project start date and following signing of the contract. This schedule is based on a tentative start date of February 1, 2023, and a completion date of July 31, 2023, which is within the recommended timeline in the RFP. Our proposed timeline, identified in Exhibit 4-5, can be modified in any way to best meet the needs of the City. 1.0 - Project Initiation 2.0 - Evaluate the Current System 3.0 Collect and Review Current Environment Data 4.0 • Evaluate and Build Projected Classification Plan 5.0 - Identify List of Market Survey Benchmarks and Approved List of Targets 6.0 - Conduct Market Salary Survey and Provide External Assessment Summary 7.0 - Develop Strategic Positioning Recommendations 8.0 - Conduct Solution Analysis 9.0 - Develop and Submit Draft and Final Reports 10.0 - Develop Recommendations for Compensation Administration 1 1 Evergreen Solutions, LLC Page 4-20 Section S.O Cost of Services 4 Evergreen Solutions, LLC 5.0 Cost of Services Evergreen Solutions, LLC is pleased to present our proposed cost to conduct a Classification and Compensation Study for the City of Clearwater. We are committed to providing the highest quality consulting services to our client partners for a reasonable price. Our firm is fortunate that our overhead is minimal and our expenses are reasonable so we can pass that cost savings on to our clients. Our total, not -to -exceed, fixed cost to complete all tasks identified in our detailed work plan in Section 4 of our proposal is $72,500. Our cost is all inclusive, and includes travel costs (meals and lodging), transportation, fringe benefits, indirect costs (overhead), clerical support, and all other out- of-pocket expenses. Our cost includes two onsite visits to the City to conduct the study as most of the work can be performed virtually. Note: Should the City desire only to have a Compensation and Benefits Study performed (i.e., Tasks 1, 2, 5, 6, 7, 8, 9, and 10), Evergreen would reduce its cost to $48,500. Our preferred payment schedule is as follows: • 25% - upon completion of Tasks 1 - 2 • 25% - upon completion of Tasks 3 - 4 • 25% - upon completion of Tasks 5 - 6 • 25% - upon completion of Tasks 7 - 10 We are willing to negotiate the time, scope, and cost of the basic tasks, or any other options that the City of Clearwater wishes to identify. Evergreen Solutions federal employer identification number is 20-1833438. 4 Evergreen Solutions, LLC Page 5-1 Section 6.0 Other Forms 44 Evergreen Solutions, LLC 6.0 Other Forms As required in the Request for Proposals, we have attached the following forms: • Exceptions/Additional Materials/Addenda Form • Vendor Information Form • Vendor Certification of Proposal • Scrutinized Companies Forms • E -Verify Eligibility Form • W-9 Form Evergreen Solutions, LLC Page 6-i EXCEPTIONS / ADDITIONAL MATERIAL / ADDENDA Proposers shall indicate any and all exceptions taken to the provisions or specifications in this solicitation document. Exceptions that surface elsewhere and that do not also appear under this section shall be considered invalid and void and of no contractual significance. Exceptions (mark one): "Special Note — Any material exceptions taken to the City's Terms and Conditions may render a Proposal non-responsive. .17 No exceptions Exceptions taken (describe—attach additional pages if needed) Additional Materials submitted (mark one): ✓ No additional materials have been included with this proposal Additional Materials attached (describe—attach additional pages if needed) Acknowledgement of addenda issued for this solicitation: Prior to submitting a response to this solicitation, it is the vendor's responsibility to confirm if any addenda have been issued. Addenda Number Initial to acknowledge receipt Vendor Namei.A.A y2IL®'ai911,( t,Ylg) Lt_' Date: 12 (o j Classification and Compensation Study 23 RFP #07-23 VENDOR INFORMATION Company Legal/Corporate Name: aYic,tMSU Doing Business As (if different than above): Add 8 I V L (rw 11 i (Li 0 City: \ col 644Q.53S4.Q State: CAPYlii.a. Zip:7-&:9 V - Phone: U , '' � • OM ! Fax: %b 1 _,9/3 • t 1) E -Mail AddressCA/1SO 1'7U%QJL Ca iti DUNS # \-1— � frz, t .civisv tfev � � � �� `Y L Remit to Address (if different than above): Order from Address (if different from above): Address: Address: City: State: Zip: City: State: Zip: Contact for Questions about this proposal: Name ` Phone: N ' 5o J' 0(111 Day-to-Day Project Contact (if awarded): Name: IV1&W I l t{( 'O-- Phone: 29) ) Certified Small Business Fax: 9) . 3 . 1 E -Mail Address: Fax: Si5b '30'1 51 E -Mail Address: 1&ems + Certifying Agency: Certified Minority, Woman or Disadvantaged Business Enterprise Certifying Agency: Provide supporting documentation for your certification, if applicable. Classification and Compensation Study 24 RFP #07-23 VENDOR CERTIFICATION OF PROPOSAL By signing and submitting this Proposal, the Vendor certifies that: a) It is under no legal prohibition to contract with the City of Clearwater. b) It has read, understands, and is in compliance with the specifications, terms and conditions stated herein, as well as its attachments, and any referenced documents. c) It has no known, undisclosed conflicts of interest. d) The prices offered were independently developed without consultation or collusion with any of the other respondents or potential respondents or any other anti-competitive practices. e) No offer of gifts, payments or other consideration were made to any City employee, officer, elected official, or consultant who has or may have had a role in the procurement process for the services and or goods/materials covered by this contract. f) It understands the City of Clearwater may copy all parts of this response, including without limitation any documents and/or materials copyrighted by the respondent, for internal use in evaluating respondent's offer, or in response to a public records request under Florida's public records law (F.S. 119) or other applicable law, subpoena, or other judicial process. g) Respondent hereby warrants to the City that the respondent and each of its subcontractors ("Subcontractors") will comply with, and are contractually obligated to comply with, all Federal Immigration laws and regulations that relate to their employees. h) Respondent certifies that they are not in violation of section 6(1) of the Federal Export Administration Act and not debarred by any Federal or public agency. i) It will provide the materials or services specified in compliance with all Federal, State, and Local Statutes and Rules If awarded by the City. j) It is current in all obligations due to the City. k) It will accept such terms and conditions in a resulting contract if awarded by the City. 1) The signatory is an officer or duly authorized agent of the respondent with full power and authority to submit binding offers for the goods or services as specified herein. ACCEPTED AND AGREED TO: Company Nam Signature: , ,, Pri ) Jl (T W�1 Title:iii"t.,Lt * ., di 7 Date: 1 JIfJ-�iQ27/ i LIL Classification and Compensation Study 25 RFP #07-23 SCRUTINIZED COMPANIES FORMS SCRUTINIZED COMPANIES AND BUSINESS OPERATIONS WITH CUBA AND SYRIA CERTIFICATION FORM IF YOUR BID/PROPOSAL IS $1,000,000 OR MORE, THIS FORM MUST BE COMPLETED AND SUBMITTED WITH THE BID/PROPOSAL. FAILURE TO SUBMIT THIS FORM AS REQUIRED MAY DEEM YOUR SUBMITTAL NONRESPONSIVE. The affiant, by virtue of the signature below, certifies that: 1. The vendor, company, individual, principal, subsidiary, affiliate, or owner is aware of the requirements of section 287.135, Florida Statutes, regarding companies on the Scrutinized Companies with Activities in Sudan List, the Scrutinized Companies with Activities in the Iran Petroleum Energy Sector List, or engaging in business operations in Cuba and Syria; and 2. The vendor, company, individual, principal, subsidiary, affiliate, or owner is eligible to participate in this solicitation and is not listed on either the Scrutinized Companies with Activities in Sudan List, the Scrutinized Companies with Activities in the Iran Petroleum Sector List, or engaged in business operations in Cuba and Syria; and 3. Business Operations means, for purposes specifically related to Cuba or Syria, engaging in commerce in any form in Cuba or Syria, including, but not limited to, acquiring, developing, maintaining, owning, selling, possessing, leasing or operating equipment, facilities, personnel, products, services, personal property, real property, military equipment, or any other apparatus of business or commerce; and 4. If awarded the Contract (or Agreement), the vendor, company, individual, principal, subsidiary, affiliate, or owner will immediately notify the City of Clearwater in writing, no later than five (5) calendar days after any of its principals are placed on the Scrutinized Companies with • «. 'ties in Sudan List, the Scrutinized Companies with Activities in the Iran Petroleum Sector List, or engaged ' •u •'nes • ra ; • n Cuba and Syria. The foregoing instru notarization on, this 1 me of person • 1 1.i''t i ' uCe_� an oath. rized Signature ted Name, r zatek Tale Name of En ity/Corporation ed•ed b=fore me bns • kir resent' or D online ! r a., 21I" • -• It r ,••being notarized) as the _fill, Prori' e) of (name of corporation/entity), personally know• , or pe of identification) as identiljcation, and who did/did not take ry Pu tc gjfi• • rit!T. • • • •-X ``�%i � °PFLOg My Commission Expires: NOTARY SEAL ABOVE Printed Ntime Classification and Compensation Study 26 RFP #07-23 SCRUTINIZED COMPANIES FORMS SCRUTINIZED COMPANIES THAT BOYCOTT ISRAEL LIST CERTIFICATION FORM THIS FORM MUST BE COMPLETED AND SUBMITTED WITH THE BID/PROPOSAL. FAILURE TO SUBMIT THIS FORM AS REQUIRED MAY DEEM YOUR SUBMITTAL NONRESPONSIVE. The affiant, by virtue of the signature below, certifies that: 1. The vendor, company, individual, principal, subsidiary, affiliate, or owner is aware of the requirements of section 287.135, Florida Statutes, regarding companies on the Scrutinized Companies that Boycott Israel List, or engaged in a boycott of Israel; and 2. The vendor, company, individual, principal, subsidiary, affiliate, or owner is eligible to participate in this solicitation and is not listed on the Scrutinized Companies that Boycott Israel List, or engaged in a boycott of Israel; and 3. "Boycott Israel" or "boycott of Israel" means refusing to deal, terminating business activities, or taking other actions to limit commercial relations with Israel, or persons or entities doing business in Israel or in Israeli -controlled territories, in a discriminatory manner. A statement by a company that it is participating in a boycott of Israel, or that it has initiated a boycott in response to a request for a boycott of Israel or in compliance with, or in furtherance of, calls for a boycott of Israel, may be considered as evidence that a company is participating in a boycott of Israel; and 4. If awarded the Contract (or Agreement), the vendor, company, individual, principal, subsidiary, affiliate, or owner will immediately notify the City of Clearwater in writing, no later than five (5) calendar days after any of its principals are placed on the Scrutinized Companies that Boycott Israel List, or engaged in a boycott of Israel. STATE OF 1-Q_ COUNTY OF A thor'nature ` ted Na a NA le a • I.'Ll 11 n ity/Corporate Name of The foregoing inst mos wa c d ed of notarization on, thi .—day of( e of person yrFtpse signature is me b _ ur ans ,2 notarized) as th - Q 1 p to .4- ) of (name of corporation entity), personally known , or (type ofidentification) as identification nd who did/ id not take (. Cif t aG`L iary Pu c ar 'L�It 61. Va nted Name VAotig produce*vie , . 46, an `r* .4oao�e,,^ �,f,7i�� _o •' 4�'� My CoNjr• t� •' ' )4rtta �� v NOTARY J being ence or ❑ online Classification and Compensation Study 27 RFP #07-23 E -VERIFY ELIGIBILITY FORM VERIFICATION OF EMPLOYMENT ELIGIBILITY FORM PER FLORIDA STATUTE 448.095, CONTRACTORS AND SUBCONTRACTORS MUST REGISTER WITH AND USE THE E -VERIFY SYSTEM TO VERIFY THE WORK AUTHORIZATION STATUS OF ALL NEWLY HIRED EMPLOYEES. THIS FORM MUST BE COMPLETED AND SUBMITTED WITH THE BID/PROPOSAL. FAILURE TO SUBMIT THIS FORM AS REQUIRED MAY DEEM YOUR SUBMITTAL NONRESPONSIVE. The affiant, by virtue of the signature below, certifies that: 1. The Contractor and its Subcontractors are aware of the requirements of Florida Statute 448.095. 2. The Contractor and its Subcontractors are registered with and using the E -Verify system to verify the work authorization status of newly hired employees. 3. The Contractor will not enter into a contract with any Subcontractor unless each party to the contract registers with and uses the E -Verify system. 4. The Subcontractor will provide the Contractor with an affidavit stating that the Subcontractor does not employ, contract with, or subcontract with unauthorized alien. 5. The Contractor must maintain a copy of such affidavit. 6. The City may terminate this Contract on the good faith belief that the Contractor or its Subcontractors knowingly violated Florida Statutes 448.09(1) or 448.095(2)(c). 7. If this Contract is terminated pursuant to Florida Statute 448.095(2)(c), the Contractor may not be awarded a public contract for at least 1 year after the date on which this Contract was terminated. 8. The Contractor is liable for any additional cost incurred by the City as a result of the termination of this Contract. STATE OF COUNTY OF The foregoing instrum Name of E ty/Corporation ged -fore me by �a s of 0 physical presence or 0 online ,20%4oY (na of person whos rtuing nota razed) as the (title) of Q rt.L� name of orally known , or pro ced (type of cation, and who did/did not take an loath. it/i• A - 2 ry Pic Litt I ei e - 1 ne_5S tinted tllame y• ` • • fires:1 ‘‘ABOVE Classification and Compensation Study 28 RFP #07-23 Form W-9 (Rev. October 201 8) Department ofthe Treasury Inte*fal Revenue Service Request for Taxpayer Identification Number and Certification ► Go to www.irs.gov/FormW9 for instructions and the latest information. Give Form to the requester. Do not send to the IRS. int or type. Instructions on page 3. 1 Name (as shown on your income tax return). Name is required on this fine; do not leave this Erie blanc. EVERGREEN SOLUTIONS, LLC 2 Business name/drsregarded entity name, if different from above 3 Chedc following 1 appropriate box for federal seven boxes. IndividuaVsde proprietor or single -member LLC tax a classification of the C Corporation person 1 whose name is S Corporation entered 1 on fine 1. Chedc Partnership only 1 one of the Trust/estate 4 Exemptions (codes apply only to certain entities, not individuals; see instructions on page 3): Exempt payee code 1f any) 1551 Limited lability company. Enter the tax classification (C4 corporation,S=S corporation, P=Partrrersh p) ► P Nob: Check the appropriate box in the line above for the tax classification of the single -member owner. Do not check LLC if the LLC is dassified as a single -member LLC that is disregarded from the owner (nibs the owner of the LLC is LLC that is not disregarded from the owner for U.S. federal tax Otherwise, a single -member LLC that Exemption from FATCA reporting code of arty) ■ another puposes. is disregarded from the owner should check the appropriate box for the tax classification of its owner. Otter (see instructions) ► (Aspires to amouts's:N.1 ?d/LLsids Na US) 5 Address (number, street, and apt. or suite no.) See instructions. 2878 REMINGTON GREEN CIRCLE Requester's name and address (optional) 8 City, state, and ZP code TALLAHASSEE, FLORIDA 32308 7 List account number(s) here (optional Part I Taxpayer Identification Number (TIN) Enter your TIN in the appropriate box. The TIN provided must match the name given cn line 1 to avoid backup withholding. For individuals, this is generally your social security number (SSN). However, for a resident alien, sole proprietor, or disregarded entity, see the instructions for Part I, later. For other entities. It is your emolover identification number (EIN). If you do not have a number, see How to get a Sodal severity number - - TIN, later. Note: If the account is in more than one name, see the instructions for line 1. Also see What Name and Number To Give the Requester for guidelines on whose number to enter. or l Employer Identification number Part 11 Certification Under penalties of perjury, I certify that: 1. The number shown on this form is my cowed taxpayer Identification number (or I am waiting for a number to be issued to me); and 2. I am not subject to backup withholding because: (a) I am exempt from backup withholding, or (b) I have not been notified by the Internal Revenue Service (IRS) that I am subject to backup withholding as a result of a failure to report all interest or dividends, or (c) the IRS has notified me that I am no longer subject to backup withholding; and 3. I am a U.S. citizen or other U.S. person (defined below); and 4. The FATCA code(s) entered on this form Qf any) indicating that I am exempt from FATCA reporting is correct. Certification krstructions. You must cross out item 2 above If you have been notified by the IRS that you are currently subject to backup withholding because you have fated to report all interest and dividends on your tax return. For real estate transactions, Rem 2 does not apply. For mortgage Interest paid, acquisition or abandonment of secured property, cancellation of debt, contributions to an individual retirement arrangement OM, and generally, payments other than interest and dividends, you are , . ired to sign the caitiff ion, but you must provide your correct TIN. See the instructions for Part II, later. Sign signature of Here , U.S. person O• General Instructions Section references are to the Internal Revenue Code unless otherwise noted. Future developments. For the latest information about developments related to Fonn W-9 and its instructions, such as legislation enacted after they were published, go to www.irs.gov/FonnW9 Purpose of Form An individual or entity (Forrn W-9 requester) who is required to file an information return with the IRS must obtain your correct taxpayer identification number (TIN) which may be your social security number (SSN), individual taxpayer Identification number (ITIN), adoption taxpayer identification number (ATIN), or employer identification number (EIN), to report on an informatics retum the amount paid to you, or other amount reportable on an information return. Examples of information retums include, but are not limited to, the following. • Form 1099 -INT (interest earned or paid) co I tko • Form 1099 -DIV (dividends, including those from stocks or mutual finds) • Form 1099-MISC (various types of income, prizes, awards, or gross proceeds) • Forrn 1099-B (stock or mutual fund sales and certain other transactions by brokers) • Form 1099-5 (proceeds from real estate transactions) • Fonn 1099-K (merchant card and third party network transactions) • Forrn 1099 (home mortgage interest), 1098-E (student loan interest), 1098-T (tuition) • Form 1099-C (canceled debt) • Form 1099-A (acquisition or abandonment of secured property) Use Form W-9 only ifyou are a U.S. person (Including a resident alien), to provide your correct TIN. If you do not return Fonn W-9 to the requester with a TIN, you might be subject to backup withholding. See What is backup withholding, later. Cat. No. 10231X Form W-0 (Rev. 10-2018)