Employee Pay and Classification Study

The Town...

This Pay & Classification study gave us not only the documents and resources below but also a new way of thinking about pay and classification. This is a reset in how we approach pay and job descriptions going forward. The documents include:

•  Pay Plan with new pay grades, salary ranges, and job titles (this link requires employee credentials)
•  Job families(PDF, 75KB) to show what positions exist; this is just a start - we will turn these into job progressions early next year
•  Pay philosophy(PDF, 180KB) to guide how we pay new and promoted employees 
•  Job descriptions that stay high level and are consistent across departments (this link requires employee credentials)

HRD will send out letters to all staff before the first pay period in January that have your new pay range, new title, and your salary.

Evergreen evaluated each position based on the JATs and compared to similar positions in other organizations to come up with the pay grades and ranges. The Pay & Classification Team made adjustments with Department leadership to ensure fairness across departments with similar roles.

Discuss this with your supervisor who will need to then bring it to your department head. Reclassifications or pay increases will be handled through the budget process and any approved reclassifications are implemented after budget approval. The pay philosophy outlines what kind of factors go into determining a job’s classification so your department head, HRD and the Town Manager will want to know what’s changed about your position since you filled out the JAT.

The JATs were proprietary to Evergreen so we do not have access to them in a way we can share with staff.

You will need to work with your Department leadership to ensure your job description is accurate. If your department wants to advocate for a reclassification, they can work with HRD to do so.

We acknowledge this is an effect of the new pay ranges. This is a conversation that the whole Town and the Town Council will need to have because of its budgetary impact.

Job families are the first step to progressions. For now, the Pay & Classification Team wants to show how new job titles relate to each other and paths to grow within the organizations. Departments and HRD will work together over the next year to design more specific progressions by getting more certifications, trainings, skills, etc. valuable to the Town. Our goal is to provide multiple ways for employees to grow professionally and be compensated for improving their skills and taking on additional responsibilities.

Some Town positions don’t fit into a job family easily at this time. The Pay & Classification Team will keep working with departments to learn how positions fit into families or to make more families as we work on progressions. Please reach out to us or your supervisor if you have a suggestion for where your position could fit.

Evergreen suggested that some jobs, especially those that include entry level positions, have multiple levels in the same pay grade. Departments can determine pay adjustments when the criteria to move from one level to another are met.

Program support positions are either compared against the living wage or to similar positions at the Town. Some of our seasonal, internships, and summer youth employment positions are paid based on how they are funded (ie grants).