Loading...
HomeMy WebLinkAbout9030 - Contract Executed DocuSign Transmittal Coversheet File Name Purchasing Contact Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 9030 - DME Compensation and Classification Study Christina Dormady City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 PROFESSIONAL SERVICES AGREEMENT FOR CONSULTING SERVICES FILE 9030 STATE OF TEXAS § COUNTY OF DENTON § THIS AGREEMENT (the “Agreement”) is made and entered into on ________________________, by and between the City of Denton, Texas, a Texas municipal corporation, with its principal office at 215 East McKinney Street, Denton, Denton County, Texas 76201, hereinafter called “OWNER” and Evergreen Solutions, Inc., with its corporate office at 11210 W HWY 290, STE B-150, Austin, TX 78737, hereinafter called “CONSULTANT,” acting herein, by and through their duly authorized representatives. WITNESSETH, that in consideration of the covenants and agreements herein contained, the parties hereto do mutually agree as follows: ARTICLE I CONSULTANT AS INDEPENDENT CONTRACTOR The OWNER has selected CONSULTANT on the basis of demonstrated competence and qualifications to perform the services herein described for a fair and reasonable price pursuant to Chapter 2254 of the Texas Government Code. The OWNER hereby contracts with the CONSULTANT as an independent contractor and not as an employee, and as such, the OWNER will not assert control over the day-to-day operations of the CONSULTANT. The CONSULTANT is customarily engaged to provide services as described herein independently and on a nonexclusive basis in the course of its business. This Agreement does not in any way constitute a joint venture between OWNER and CONSULTANT. The CONSULTANT hereby agrees to perform the services described herein based on the skills required for the scope of work in connection with the Project as stated in the sections to follow, with diligence and in accordance with the highest professional standards customarily obtained for such services in the State of Texas. The professional services set out herein are in connection with the following described project: The Project shall include, without limitation, DME Compensation and Classification Study, as described in Exhibit A, which is attached hereto and incorporated herein (the “Project”). ARTICLE II SCOPE OF BASIC SERVICES The CONSULTANT shall perform the following services in a professional manner: Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 3/9/2026 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 A. To perform all those services set forth in CONSULTANT’s proposal, which proposal is attached hereto and made a part hereof as Exhibit A as if written word for word herein. B. CONSULTANT shall perform all those services set forth in individual task orders, as described in Exhibit A, which shall be attached to this Agreement and made a part hereof. C. If there is any conflict between the terms of this Agreement and the exhibits attached to this Agreement, the terms and conditions of this Agreement will control over the terms and conditions of the attached exhibits or task orders. ARTICLE III ADDITIONAL SERVICES Additional services to be performed by the CONSULTANT, if authorized by the OWNER, which are not included in the above-described Basic Services, may be negotiated as needed, per rates included in Exhibit A. A. Preparing applications and supporting documents for government grants, loans, or planning advances and providing data for detailed applications. B. Preparing data and reports for assistance to OWNER in preparation for hearings before regulatory agencies, courts, arbitration panels or mediator, giving testimony, personally or by deposition, and preparations therefore before any regulatory agency, court, arbitration panel or mediator. C. Assisting OWNER in preparing for, or appearing at litigation, mediation, arbitration, dispute review boards, or other legal and/or administrative proceedings in the defense or prosecution of claims disputes with Contractor(s). D. Assisting OWNER in the defense or prosecution of litigation in connection with or in addition to those services contemplated by this AGREEMENT. Such services, if any, shall be furnished by CONSULTANT on a fee basis negotiated by the respective parties outside of and in addition to this AGREEMENT. E. Visits to the site in excess of the number of trips included in Exhibit A. F. Preparing statements for invoicing or other documentation for billing other than for the standard invoice for services attached to this professional services agreement. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 ARTICLE IV TIME OF COMPLETION CONSULTANT is authorized to commence work under this contract upon execution of this AGREEMENT. CONSULTANT shall perform and complete its obligations herein in a prompt and continuous manner, so as to not delay the completion of the Project in accordance with the schedules as described in Exhibit A. The contract shall remain effective for a period which may reasonably be required for the completion of the Project, acceptance by an authorized representative of the OWNER, exhaustion of authorized funds, or termination as provided in this Agreement, whichever occurs first. ARTICLE V COMPENSATION A. COMPENSATION TERMS: 1. “Subcontract Expense” is defined as expenses incurred by the CONSULTANT in employment of others in outside firms for services related to this agreement. 2. “Direct Non-Labor Expense” is defined as that expense for any assignment incurred by the CONSULTANT for supplies, transportation and equipment, travel, communications, subsistence, and lodging away from home, and similar incidental expenses in connection with that assignment. B. BILLING AND PAYMENT: For and in consideration of the professional services to be performed by the CONSULTANT herein, the OWNER agrees to pay, based on the cost estimate detail at an hourly rate shown in Exhibit A which is attached hereto and made a part of this Agreement as if written word for word herein, a total fee, including reimbursement for direct non-labor expenses not to exceed $42,500. Partial payments to the CONSULTANT will be made on the basis of detailed monthly statements rendered to and approved by the OWNER through its City Manager or his designee; however, under no circumstances shall any monthly statement for services exceed the value of the work performed at the time a statement is rendered. Nothing contained in this Article shall require the OWNER to pay for any work which is unsatisfactory, as reasonably determined by the City Manager or his designee, or which is not submitted in compliance with the terms of this Agreement. The OWNER shall not be required to make any payments to the CONSULTANT when the CONSULTANT is in default under this Agreement. It is specifically understood and agreed that the CONSULTANT shall not be authorized to undertake any work pursuant to this Agreement which would require additional payments by the OWNER for any charge, expense, or reimbursement above the maximum not to exceed fee as stated, without first having obtained written authorization from the OWNER. The CONSULTANT shall not proceed to perform the services listed in Article III “Additional Services,” without obtaining prior written authorization from the OWNER. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 C. ADDITIONAL SERVICES: For additional services authorized in writing by the OWNER in Article III, the CONSULTANT shall be paid based on the Schedule of Charges at an hourly rate shown in Exhibit A. Payments for additional services shall be due and payable upon submission by the CONSULTANT and approval by the City staff, and shall be in accordance with subsection B hereof. Statements shall not be submitted more frequently than monthly. D. PAYMENT: If the OWNER fails to make payments due the CONSULTANT for services and expenses within thirty (30) days after receipt of the CONSULTANT’s undisputed statement thereof, the amounts due the CONSULTANT will be paid interest in accordance with the Texas Government Code 2251.025. Additionally, the CONSULTANT may, after giving seven (7) days’ written notice to the OWNER, suspend services under this Agreement until the CONSULTANT has been paid in full all amounts due for services, expenses, and charges. Nothing herein shall require the OWNER to pay the late charge if the OWNER reasonably determines that the work is unsatisfactory, in accordance with this Article V, “Compensation,” there is a bona fide dispute concerning the amount due, or the invoice was not mailed to the address or in the form as described in this Agreement. The OWNER will notify CONSULTANT of any disputes within twenty-one (21) days of receipt of the invoice. E. Invoices shall be sent directly to the City of Denton Accounts Payable Department, 215 E McKinney St, Denton, TX, 76201-4299. A pro-forma invoice shall be sent to the contract administrator. It is the intention of the City of Denton to make payment on completed orders within thirty days after receipt of invoice or items; whichever is later, unless unusual circumstances arise. Invoices must be fully documented as to labor, materials, and equipment provided, if applicable, and must reference the City of Denton Purchase Order Number in order to be processed. No payments shall be made on invoices not listing a Purchase Order Number. ARTICLE VI OBSERVATION AND REVIEW OF THE WORK The CONSULTANT will exercise reasonable care and due diligence in discovering and promptly reporting to the OWNER any defects or deficiencies in the work of the CONSULTANT or any subcontractors or subconsultants. ARTICLE VII OWNERSHIP OF DOCUMENTS All documents prepared or furnished by the CONSULTANT (and CONSULTANT’s subcontractors or subconsultants) pursuant to this Agreement are instruments of service, and shall become the property of the OWNER upon the termination of this Agreement. The CONSULTANT is entitled to retain copies of all such documents. The documents prepared and furnished by the CONSULTANT are intended only to be applicable to this Project, and OWNER’s use of these documents in other projects shall be at OWNER’s sole risk and expense. In the event the OWNER uses any of the information or materials developed pursuant to this Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 Agreement in another project or for other purposes than specified herein, CONSULTANT is released from any and all liability relating to their use in that project. ARTICLE VIII INDEMNITY AGREEMENT THE CONSULTANT SHALL INDEMNIFY AND SAVE AND HOLD HARMLESS THE OWNER AND ITS OFFICERS, OFFICIALS, AGENTS, AND EMPLOYEES FROM AND AGAINST ANY AND ALL LIABILITY, CLAIMS, DEMANDS, DAMAGES, LOSSES, AND EXPENSES, INCLUDING, BUT NOT LIMITED TO COURT COSTS AND REASONABLE ATTORNEY FEES ASSERTED AGAINST OR INCURRED BY THE OWNER, AND INCLUDING, WITHOUT LIMITATION, DAMAGES FOR BODILY AND PERSONAL INJURY, DEATH AND PROPERTY DAMAGE, RESULTING FROM THE NEGLIGENT ACTS OR OMISSIONS OF THE CONSULTANT OR ITS OFFICERS, SHAREHOLDERS, AGENTS, OR EMPLOYEES INCIDENTAL TO, RELATED TO, AND IN THE EXECUTION, OPERATION, OR PERFORMANCE OF THIS AGREEMENT. Nothing in this Agreement shall be construed to create a liability to any person who is not a party to this Agreement, and nothing herein shall waive any of the parties’ defenses, both at law or equity, to any claim, cause of action, or litigation filed by anyone not a party to this Agreement, including the defense of governmental immunity, which defenses are hereby expressly reserved. ARTICLE IX INSURANCE During the performance of the services under this Agreement, CONSULTANT shall maintain insurance in compliance with the requirements of Exhibit B which is attached hereto and made a part of this Agreement as if written word for word herein. ARTICLE X ALTERNATIVE DISPUTE RESOLUTION The parties may agree to settle any disputes under this Agreement by submitting the dispute to mediation with each party bearing its own costs of mediation. No mediation arising out of or relating to this Agreement, involving one party’s disagreement may include the other party to the disagreement without the other’s approval. Mediation will not be a condition precedent to suit. ARTICLE XI TERMINATION OF AGREEMENT A. Notwithstanding any other provision of this Agreement, either party may terminate by giving thirty (30) days’ advance written notice to the other party. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 B. This Agreement may be terminated in whole or in part in the event of either party substantially failing to fulfill its obligations under this Agreement. No such termination will be affected unless the other party is given (1) written notice (delivered by certified mail, return receipt requested) of intent to terminate and setting forth the reasons specifying the non-performance, and not less than fifteen (15) calendar days to cure the failure; and (2) an opportunity for consultation with the terminating party prior to termination. C. If the Agreement is terminated prior to completion of the services to be provided hereunder, CONSULTANT shall immediately cease all services and shall render a final bill for services to the OWNER within thirty (30) days after the date of termination. The OWNER shall pay CONSULTANT for all services properly rendered and satisfactorily performed and for reimbursable expenses to termination incurred prior to the date of termination, in accordance with Article V “Compensation.” Should the OWNER subsequently contract with a new consultant for the continuation of services on the Project, CONSULTANT shall cooperate in providing information. The CONSULTANT shall turn over all documents prepared or furnished by CONSULTANT pursuant to this Agreement to the OWNER on or before the date of termination, but may maintain copies of such documents for its use. ARTICLE XII RESPONSIBILITY FOR CLAIMS AND LIABILITIES Approval by the OWNER shall not constitute, nor be deemed a release of the responsibility and liability of the CONSULTANT, its employees, associates, agents, subcontractors, and subconsultants for the accuracy and competency of their designs or other work; nor shall such approval be deemed to be an assumption of such responsibility by the OWNER for any defect in the design or other work prepared by the CONSULTANT, its employees, subcontractors, agents, and consultants. ARTICLE XIII NOTICES All notices, communications, and reports required or permitted under this Agreement shall be personally delivered or mailed to the respective parties by depositing same in the United States mail to the address shown below, certified mail, return receipt requested, unless otherwise specified herein. Mailed notices shall be deemed communicated as of three (3) days’ mailing: To CONSULTANT: To OWNER: EVERGREEN SOLUTIONS, INC. City of Denton JEFF LING Purchasing Manager –File 9030 11210 W HWY STE B-150 901B Texas Street AUSTIN, TX 78737 Denton, Texas 76201 All notices shall be deemed effective upon receipt by the party to whom such notice is given, or within three (3) days’ mailing. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 ARTICLE XIV ENTIRE AGREEMENT This Agreement and related exhibits constitute the complete and final expression of this Agreement of the parties, and is intended as a complete and exclusive statement of the terms of their agreements, and supersedes all prior contemporaneous offers, promises, representations, negotiations, discussions, communications, and agreements which may have been made in connection with the subject matter hereof. ARTICLE XV SEVERABILITY If any provision of this Agreement is found or deemed by a court of competent jurisdiction to be invalid or unenforceable, it shall be considered severable from the remainder of this Agreement and shall not cause the remainder to be invalid or unenforceable. In such event, the parties shall reform this Agreement to replace such stricken provision with a valid and enforceable provision which comes as close as possible to expressing the intention of the stricken provision. ARTICLE XVI COMPLIANCE WITH LAWS The CONSULTANT shall comply with all federal, state, and local laws, rules, regulations, and ordinances applicable to the work covered hereunder as those laws may now read or hereinafter be amended. ARTICLE XVII DISCRIMINATION PROHIBITED In performing the services required hereunder, the CONSULTANT shall not discriminate against any person on the basis of race, color, religion, sex, sexual orientation, national origin or ancestry, age, or physical handicap. ARTICLE XVIII PERSONNEL A. The CONSULTANT represents that it has or will secure, at its own expense, all personnel required to perform all the services required under this Agreement. Such personnel shall not be employees or officers of, or have any contractual relations with the OWNER. CONSULTANT shall inform the OWNER of any conflict of interest or potential conflict of interest that may arise during the term of this Agreement. B. All services required hereunder will be performed by the CONSULTANT or under its supervision. All personnel engaged in work shall be qualified, and shall be authorized and permitted under state and local laws to perform such services. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 ARTICLE XIX ASSIGNABILITY The CONSULTANT acknowledges that this Agreement is based on the demonstrated competence and specific qualifications of the CONSULTANT and is therefore personal as to the CONSULTANT. Therefore, the CONSULTANT shall not assign any interest in this Agreement, and shall not transfer any interest in this Agreement (whether by assignment, novation, or otherwise) without the prior written consent of the OWNER. ARTICLE XX MODIFICATION No waiver or modification of this Agreement or of any covenant, condition, or limitation herein contained shall be valid unless in writing and duly executed by the party to be charged therewith, and no evidence of any waiver or modification shall be offered or received in evidence in any proceeding arising between the parties hereto out of or affecting this Agreement, or the rights or obligations of the parties hereunder, and unless such waiver or modification is in writing and duly executed; and the parties further agree that the provisions of this section will not be waived unless as set forth herein. ARTICLE XXI MISCELLANEOUS A. The following exhibits are attached to and made a part of this Agreement: Exhibit A – Consultant’s Scope of Services Offer, Project Schedule, and Compensation Rate Sheet Exhibit B – Consultant’s Insurance Requirements What is called for by one exhibit shall be as binding as if called for by all. In the event of an inconsistency or conflict in this Agreement and any of the provisions of the exhibits, the inconsistency or conflict shall be resolved by giving precedence first to this Agreement then to the exhibits in the order in which they are listed above. B. This Agreement shall be governed by, construed, and enforced in accordance with, and subject to, the laws of the State of Texas or federal law, where applicable, without regard to the conflict of law principles of any jurisdiction. In the event there shall be any dispute arising out of the terms and conditions of, or in connection with, this Agreement, the party seeking relief shall submit such dispute to the District Courts of Denton County or if federal diversity or subject matter jurisdiction exists, to the United States District Court for the Eastern District of Texas-Sherman Division. C. For the purpose of this Agreement, the key persons who will perform most of the work hereunder shall be KELLY TUCKER. However, nothing herein shall limit CONSULTANT from using other equally qualified and competent members of its firm to perform the services required herein. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 D. CONSULTANT shall commence, carry on, and complete any and all projects with all applicable dispatch, in a sound, economical, and efficient manner and in accordance with the provisions hereof. In accomplishing the projects, CONSULTANT shall take such steps as are appropriate to ensure that the work involved is properly coordinated with related work being carried on by the OWNER. E. The OWNER shall assist the CONSULTANT by placing at the CONSULTANT’s disposal all available information pertinent to the Project, including previous reports, any other data relative to the Project, and arranging for the access thereto, and make all provisions for the CONSULTANT to enter in or upon public and private property as required for the CONSULTANT to perform services under this Agreement. F. The captions of this Agreement are for informational purposes only, and shall not in any way affect the substantive terms or conditions of this Agreement. G. The parties agree to transact business electronically. Any statutory requirements that certain terms be in writing will be satisfied using electronic documents and signing. Electronic signing of this document will be deemed an original for all legal purposes. ARTICLE XXII INDEPENDENT CONTRACTOR CONSULTANT shall provide services to OWNER as an independent contractor, not as an employee of the OWNER. CONSULTANT shall not have or claim any right arising from employee status. ARTICLE XXIII RIGHT TO AUDIT The OWNER shall have the right to audit and make copies of the books, records and computations pertaining to this agreement. The CONTRACTOR shall retain such books, records, documents and other evidence pertaining to this agreement during the contract period and five years thereafter, except if an audit is in progress or audit findings are yet unresolved, in which case records shall be kept until all audit tasks are completed and resolved. These books, records, documents and other evidence shall be available, within 10 business days of written request. Further, the CONTRACTOR shall also require all Subcontractors, material suppliers, and other payees to retain all books, records, documents and other evidence pertaining to this agreement, and to allow the OWNER similar access to those documents. All books and records will be made available within a 50 mile radius of the City of Denton. The cost of the audit will be borne by the OWNER unless the audit reveals an overpayment of 1% or greater. If an overpayment of 1% or greater occurs, the reasonable cost of the audit, including any travel costs, must be borne by the CONTRACTOR which must be payable within five business days of receipt of an invoice. Failure to comply with the provisions of this section shall be a material breach of this contract and shall constitute, in the OWNER’S sole discretion, grounds for termination thereof. Each of the terms "books", "records", "documents" and "other evidence", as used above, shall be construed to include drafts and electronic files, even if such drafts or electronic files are subsequently used to generate or prepare a final printed document. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 ARTICLE XXIV PROHIBITION ON CONTRACTS WITH COMPANIES BOYCOTTING ISRAEL Contractor acknowledges that in accordance with Chapter 2271 of the Texas Government Code, City is prohibited from entering into a contract with a company for goods or services unless the contract contains a written verification from the company that it: (1) does not boycott Israel; and (2) will not boycott Israel during the term of the contract. The terms “boycott Israel” and “company” shall have the meanings ascribed to those terms in Section 808.001 of the Texas Government Code. By signing this agreement, Contractor certifies that Contractor’s signature provides written verification to the City that Contractor: (1) does not boycott Israel; and (2) will not boycott Israel during the term of the agreement. Failure to meet or maintain the requirements under this provision will be considered a material breach. ARTICLE XXV PROHIBITION ON CONTRACTS WITH COMPANIES DOING BUSINESS WITH IRAN, SUDAN, OR A FOREIGN TERRORIST ORGANIZATION Sections 2252 and 2270 of the Texas Government Code restricts CITY from contracting with companies that do business with Iran, Sudan, or a foreign terrorist organization. By signing this agreement, Contractor certifies that Contractor’s signature provides written verification to the City that Contractor, pursuant to Chapters 2252 and 2270, is not ineligible to enter into this agreement and will not become ineligible to receive payments under this agreement by doing business with Iran, Sudan, or a foreign terrorist organization. Failure to meet or maintain the requirements under this provision will be considered a material breach. ARTICLE XXVI PROHIBITION ON CONTRACTS WITH COMPANIES BOYCOTTING CERTAIN ENERGY COMPANIES Contractor acknowledges that in accordance with Chapter 2274 of the Texas Government Code, City is prohibited from entering into a contract with a company for goods or services unless the contract contains written verification from the company that it (1) does not boycott energy companies; and (2) will not boycott energy companies during the term of the contract. The terms “boycott energy company” and “company” shall have the meanings ascribed to those terms in Section 809.001 of the Texas Government Code. By signing this agreement, Contractor certifies that Contractor’s signature provides written verification to the City that Contractor: (1) does not boycott energy companies; and (2) will not boycott energy companies during the term of the agreement. Failure to meet or maintain the requirements under this provision will be considered a material breach. ARTICLE XXVII PROHIBITION ON CONTRACTS WITH COMPANIES BOYCOTTING CERTAIN FIREARM ENTITIES AND FIREARM TRADE ASSOCIATIONS Contractor acknowledges that in accordance with Chapter 2274 of the Texas Government Code, City is prohibited from entering into a contract with a company for goods or services unless the contract contains written verification from the company that it (1) does not have a practice, policy, guidance, or directive that discriminates against a firearm entity or firearm trade Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 association; and (2) will not discriminate during the term of the contract against a firearm entity or firearm trade association. The terms “discriminate against a firearm entity or firearm trade association,” “firearm entity” and “firearm trade association” shall have the meanings ascribed to those terms in Chapter 2274 of the Texas Government Code. By signing this agreement, Contractor certifies that Contractor’s signature provides written verification to the City that Contractor: (1) does not have a practice, policy, guidance, or directive that discriminates against a firearm entity or firearm trade association; and (2) will not discriminate during the term of the contract against a firearm entity or firearm trade association. Failure to meet or maintain the requirements under this provision will be considered a material breach. ARTICLE XXVIII TERMINATION RIGHT FOR CONTRACTS WITH COMPANIES DOING BUSINESS WITH CERTAIN FOREIGN-OWNED COMPANIES The City of Denton may terminate this Contract immediately without any further liability if the City of Denton determines, in its sole judgment, that this Contract meets the requirements under Chapter 2274, and Contractor is, or will be in the future, (i) owned by or the majority of stock or other ownership interest of the company is held or controlled by individuals who are citizens of China, Iran, North Korea, Russia, or other designated country (ii) directly controlled by the Government of China, Iran, North Korea, Russia, or other designated country, or (iii) is headquartered in China, Iran, North Korea, Russia, or other designated country. ARTICLE XXIX PROHIBITION AGAINST PERSONAL INTEREST IN CONTRACTS No officer, employee, independent consultant, or elected official of the City who is involved in the development, evaluation, or decision-making process of the performance of any solicitation shall have a financial interest, direct or indirect, in the Contract resulting from that solicitation as defined in the City’s Ethic Ordinance 23-1165 and in the City Charter chapter 2 article XI(Ethics). Any willful violation of this section shall constitute impropriety in office, and any officer or employee guilty thereof shall be subject to disciplinary action up to and including dismissal. Any violation of this provision, with the knowledge, expressed or implied, of the Contractor shall render the Contract voidable by the City. The Consultant shall complete and submit the City’s Conflict of Interest Questionnaire. The parties agree to transact business electronically. Any statutory requirements that certain terms be in writing will be satisfied using electronic documents and signing. Electronic signing of this document will be deemed an original for all legal purposes. IN WITNESS HEREOF, the City of Denton, Texas has caused this Agreement to be executed by its duly authorized City Manager, and CONSULTANT has executed this Agreement through its duly authorized undersigned officer on this date______________________. BY: CONSULTANT EVERGREEN SOLUTIONS, LLC Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 3/9/2026 City of Denton, Texas Contract 9030 Standard Agreement for Professional Services Revised Date: 12/5/18 Authorized Agent, Title Full Name: ________________________ BY: CITY OF DENTON, TEXAS Christina Dormady, Buyer APPROVED AS TO LEGAL FORM: MACK REINWAND, CITY ATTORNEY BY: ______________________________ THIS AGREEMENT HAS BEEN BOTH REVIEWED AND APPROVED as to financial and operational obligations and business terms. ___________________________ SIGNATURE ___________________________ TITLE ___________________________ DEPARTMENT Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 President Jeff Ling HR Director Human Resources A Proposal to Conduct a FOR THE CITY OF DENTON MUNICIPAL ELECTRIC DEPARTMENT, TX COMPENSATION AND CLASSIFICATION STUDY February 20, 2026 Exhibit A Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 February 19, 2026 Jason Mendeke Sr. Compensation Analyst City of Denton Dear Mr. Mendeke: Evergreen Solutions, LLC is pleased to submit a proposal to conduct a Compensation and Classification Study for the City of Denton’s Municipal Electric (DME) Department. Our response is based on our review of your Request for Quote, our experience in working with hundreds of public sector organizations, including many similar clients (i.e., electric, water, and wastewater) throughout the country, our understanding of the Texas labor market, and our knowledge of best practices in local government human resources management. Evergreen is well qualified to provide the services being requested by the City of Denton as we have conducted more than 1,500 similar services for public sector organizations throughout the country, including more than 100 in Texas. Evergreen was formed in 2004 to provide an alternative to traditional consulting firms. We provide an innovative and effective option by focusing on clients needing partners and not simply another service provider. Evergreen is licensed to transact business in the State of Texas under the name Recio and Ling Consulting, LLC (#32059488299). As a national firm, Evergreen Solutions continues to grow and our territory now includes clients in 47 states, including Texas. For example, Evergreen has been on contract or is currently on contract to work with the following public sector organizations in providing work similar in scope to the work being requested: Brazos River Authority; Bexar Met; Denton County Fresh Water Supply District; Upper Trinity Regional Water District; Barton Springs/Edwards Aquifer Conservation District; Woodlands Water; New Braunfels Utilities; South Texas Water Authority; Brushy Creek Municipal Utility District; City of Athens; City of Lockhart; City of Portland; City of Del Rio; City of Lakeway; City of Austin; City of College Station; City of Montgomery; City of Aransas Pass; City of Big Spring; City of Conroe; City of Coppell; City of Deer Park; City of Alpine; City of Cleburne; City of La Porte; City of Rowlett; City of Port Arthur; City of Seguin; City of Buda; City of Missouri City; City of Amarillo; City of Beaumont; City of Denton; City of Farmers Branch; City of Mont Belvieu; City of DeSoto; City of Fate; City of Sachse; City of Wharton; City of Gonzales; City of Odessa; City of Haskell; City of Duncanville; City of Fair Oaks Ranch; City of Harlingen; City of Freeport; City of Three Rivers; City of Kingsville; City of Pflugerville; City of Brownsville; City of Texas City; City of Fredericksburg; City of Sunset Valley; City of Wichita Falls; San Patricio County; Fort Bend County; Matagorda County; Hood County; Taylor County; Randall County; Denton County; Blanco County; Kaufman County; Burnet County; Aransas County; Jefferson County; Travis County; Brazoria County; Waller County; Town of Addison; The Woodlands Township; Town of Prosper; Town of Little Elm; Forth Worth Housing Solution; Dallas Area Rapid Transit; Texas City Management Association; Port of Bay City; Montgomery County Emergency Communication District; Brownsville Community Incentive Corporation; Amarillo College; University of Texas at Tyler; Alvin Community College; South Texas College; Tarrant County College District; Sul Ross State University; Trinity University; Lone Star College System; El Paso Community College District; Midwestern State University; Austin Community College; Texas Southern University; Texas A & M University – San Antonio; Texas A & M University – Kingsville; Texas A & M University- Commerce; Texas A & M University- Central Texas; Galveston College; Sam Houston State University; San Jacinto Community College; Texas Wesleyan University; Angelo State University; Parker University; Alamo Colleges District; Prairie View A & M University; Brazosport College; Midland College; Education Service Center, Region 12, Irving Independent School District; El Paso Independent School District; and the Wayside School District. A detailed description of the services provided to some of these clients can be found in Section 2 of our proposal. Evergreen has also worked with, or is currently on contract to work with, the following similar public sector clients (e.g., electric, water, and wastewater) in providing work similar in scope to the services being requested: Brazos River Authority, TX; Bexar Met, TX; Denton County Fresh Water Supply District, TX; Upper Trinity Regional Water District, TX; Barton Springs/Edwards Aquifer Conservation District, TX; Woodlands Water, TX; New Braunfels Utilities, TX; South Texas Water Authority; Brushy Creek Municipal Utility District, TX; Middle Rio Grande Conservancy District, Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 NM; Colorado River Water Conservation District, CO; West Basin Municipal Water District, CA; Calaveras County Water District, CA; City of Minneapolis – Department of Public Works, MN; Susquehanna River Basin Commission, PA; Rivanna Water and Sewer Authority and Solid Waste Authority, VA; Greensville County Water and Sewer Authority, VA; Southeastern Public Service Authority, VA; Henry County Public Service Authority, VA; Charlotte Water, NC; Cape Fear Public Utility Authority, NC; City of Orangeburg - Department of Public Utilities, SC; North Charleston Sewer District, SC; City of Marietta/Board of Lights and Water, GA; Clayton County Water Authority, GA; Cobb County-Marietta Water Authority, GA; Douglasville-Douglas County Water and Sewer Authority, GA; Brunswick-Glynn Joint Water and Sewer Commission, GA; Henry County Water Authority, GA; Lumpkin County Water and Sewerage Authority, GA; Riviera Utilities, AL; Daphne Utilities, AL; Southwest Florida Water Management District; South Florida Water Management District; St. Johns River Water Management District, FL; Tampa Bay Water, FL; Toho Water Authority, FL; Keys Energy Services, FL; Englewood Water District, FL; Peace River Manasota Regional Water Supply Authority, FL; Okeechobee Utility Authority, FL; Loxahatchee River District, FL; Florida Keys Aqueduct Authority; Utilities Commission of New Smyrna Beach, FL; Lake Apopka Natural Gas District, FL; Solid Waste Authority of Palm Beach County, FL; Okaloosa Gas District, FL; the Florida Municipal Power Agency; and many others. Information regarding the services provided to some of these clients as they relate to the services being requested can also be found in Section 2 of our proposal. The Evergreen Team is able to fully comprehend the challenges and goals of the City of Denton based on our vast understanding of local government human resources, and the fact that we possess the necessary experience and knowledge. Our team has significant expertise in conducting compensation and classification studies for local governments and other public sector organizations, as evidenced in Section 3 of our proposal. Some of the human resource services Evergreen has focused on include: compensation and classification studies; pay equity studies; salary and benefits surveys; staffing studies; workload analyses; performance management studies; HR department reviews; recruitment, hiring, and retention studies; strategic and workforce planning; and labor pool availability. Through our experiences in conducting this wide range of projects, we have gained knowledge of all operations in local government human resources management. Evergreen’s approach to conducting a compensation and classification study draws not only from extensive human resources work with public sector 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 identified in Section 4 of our proposal include: • We emphasize communication as the key to successful study completion as well as 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, leadership and DME staff need to be involved in every step of the process. This is a critical component of our communication plan. Continuous communication is ensured through the use of meetings/conference calls and the submission of written progress reports. • Our methodology utilizes the latest in technology. In order to reduce the cost to our client partners and enhance wider participation, we offer all of our tools in an electronic format. In essence, every step of the process can be done 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 and classification system. • We understand that one size does not fit all. Some consultants provide the same overall solution to every client; however, we provide 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 appreciate this opportunity and commit to you our best effort if selected for this engagement. If you have any questions, please feel free to contact me at (850) 383-0111 or via email at jeff@consultevergreen.com. Sincerely, Jeffrey Ling, PhD, President Evergreen Solutions, LLC Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC 01 UNDERSTANDING OF PROJECT .......................................................................................... 1-1 02 STATEMENT OF QUALIFICATIONS ...................................................................................... 2-1 2.1 Firm’s Background and History ............................................................................. 2-1 2.2 Select Texas Experience ........................................................................................ 2-4 2.3 Select Relevant Experience ................................................................................ 2-23 03 PROJECT TEAM AND MANAGEMENT .................................................................................. 3-1 3.1 Proposed Project Team ......................................................................................... 3-1 3.2 Key Personnel ........................................................................................................ 3-2 04 WORK PLAN AND METHODOLOGY ..................................................................................... 4-1 4.1 Approach and Methodology .................................................................................. 4-1 4.2 Detailed Work Plan ................................................................................................ 4-9 4.3 Proposed Timeline .............................................................................................. 4-17 05 PRICE…… ............................................................................................................................. 5-1 06 ASSISTANCE FROM CITY STAFF ......................................................................................... 6-1 07 REFERENCES ...................................................................................................................... 7-1 TABLE OF CONTENTS Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 01 UNDERSTANDING OF PROJECT Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 1 - 1 Evergreen understands that the City of Denton is seeking a Consultant and partner to conduct a Compensation and Classification Study to address some pressing challenges and concerns within its Denton Municipal Electric (DME) Department. The primary objectives of this study are to: • conduct a market study to evaluate and calibrate its pay plans with the external environment or defined labor market to be fair, equitable, and competitive; • evaluate existing classification plan, position titles, position descriptions, and methods; and • prepare a report with recommended changes. 01 UNDERSTANDING OF PROJECT Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 02 STATEMENT OF QUALIFICATIONS Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 1 Evergreen Solutions, LLC is well qualified to conduct a Compensation and Classification Study for the City of Denton’s Municipal Electric (DME) Department due to our experience in conducting more than 1,500 similar studies for local governments and other public sector organizations across the country, especially in the State of Texas. In this section, we provide you with the background and history of our firm, a list of similar projects we have conducted or currently on contract to conduct in the State of Texas; and a list of similar studies we have conducted with similar organizations (i.e., electric, water, and wastewater). 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 across the nation. We provide a unique approach, rather than the “consulting as usual” approach, by partnering with our clients to find innovative, real-world solutions to public management. Evergreen Solutions was formed in 2004 in Florida as a limited liability company to provide a modern, practical alternative to the typical consulting options. The firm 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 18 full-time and four part-time employees who work on one of five consultant teams providing a variety of human resource management consulting. Evergreen is authorized to transact business in the State of Texas under the name Recio and Ling Consulting, LLC (#32059488299). 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: compensation and classification studies; salary and benefit studies; staffing studies; workload analyses; performance appraisal reviews; 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 Linkedin at www.linkedin.com for more information about our services, staff, and past experience. 02 STATEMENT OF QUALIFICATIONS Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 2 Evergreen Solutions assists public sector professionals in exercising control over the inter-related elements that determine success or failure. We do that by applying a situation-responsive discipline that emphasizes: • full visibility into the entire organization through research and discovery; • a spirit of partnership with staff and leadership; • sound recommendations based on best practices and proven methods; and • a practical go-forward plan that leads to results. Collectively, the members of the Evergreen Solutions Team have: • extensive experience in conducting compensation and classification studies for local governments and other public sector organizations throughout the country, including more than 100 in the State of Texas; • comprehensive experience in all components vital to the successful completion of this engagement; • knowledge of relevant Texas 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 the project. 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 47 states throughout the country. Exhibit 2-1 includes a sample list of public sector clients in the State of Texas that Evergreen has worked with, or is currently on contract to work with, providing work similar in scope to the services being requested. Exhibit 2-2 includes a list of some of the similar entities (i.e., electric, water, and wastewater) that we have worked with, or are currently under contract to work with, in providing work similar in scope to the services being requested. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 3 Exhibit 2-1: Texas Public Sector HR Clients Exhibit 2-2: Select Electric, Water, and Wastewater Clients Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 4 2.2 Select Texas Experience Because Evergreen has conducted more than 1,500 compensation and/or classification studies since its inception, we include in this section a list of some of our similar local government projects in the State of Texas that we have conducted or are currently on contract to conduct. Note: Many of these local government projects included the electric/utility department in the overall study. Compensation and Classification Study City of Denton Evergreen Solutions was retained by the City of Denton to conduct a Compensation and Classification Study for its 1,786 employees. Evergreen worked with the City to develop a communication strategy and plan that allowed the City to be informed and be as transparent as possible and met and solicited feedback and input from different levels of the City including employees, department directors/managers, and executive management. Evergreen conducted a comprehensive market compensation study and provided recommendations to ensure that the City’s compensation system supports the City’s mission, strategic objectives, and compensation philosophy. Evergreen further conducted a job analysis for up to 50 positions of concern to ensure appropriate pay grade classification and address internal equity concerns and will evaluate current pay grades, e.g. number of pay grades, including additions, deletions, and/or consolidations; appropriate spread between minimum and maximum of pay ranges, and recommend a strategy for improvements. Evergreen reviewed and recommended solutions for a pay for performance system/process. Compensation/Salary Survey City of Freeport Evergreen was hired by the City of Freeport to conduct a Compensation/Salary Survey. Evergreen performed the following tasks: recommended classification and pay administration practices consistent with proposed compensation and benefits program; reviewed current pay philosophy, pay policies and methods; proposed a policy and procedure to address compensation for external recruitment; reviewed existing benefits structures and developed realistic recommendations for improvement to ensure competitiveness. Note: This project is nearing completion. Compensation and Benefits Survey and Analysis City of Deer Park Evergreen Solutions was retained by the City of Deer Park to conduct a Compensation and Benefits Survey and Analysis. Evergreen performed the following tasks: • developed a proposal for a total compensation and benefit program that was fair, equitable, legally compliant, recognized as best practice, aligned with organizational objectives and competitive with other organizations (public and private) in the surrounding geographic market area from which the City of Deer Park recruits; Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 5 • recommended classification and pay administration practices consistent with proposed compensation and benefits program to include consideration of pay for performance, incentives and rewards for individuals or alternative reward strategies, which may be suitable for specific classifications that support the City’s recruitment and retention efforts; • reviewed current pay philosophy, pay policies and methods currently being used to evaluate, assess, and reclassify positions to ensure best practice standards and/or reasonable practices were being applied; • reviewed up to 45 benchmark positions (a few per grade) to determine overall whether the City’s grades for similarly situated positions seemed to remain market competitive; • developed multiple alternative recommendations demonstrating the methodology the City should use to implement the new classification and compensation system, and the advantages, disadvantages, and cost of each alternative; • defined the process for communications with managers, supervisors, and employees during each step of the compensation plan implementation; • proposed a policy and procedure to address compensation for external recruitment; • created an objective evaluation of supplemental pay programs to include certification pay, longevity pay, education pay and shift differential that includes recommendation of future best practice scenarios; and • reviewed existing benefits structures and developed realistic recommendations for improvement to ensure competitiveness. Salary Survey City of College Station Evergreen is retained by the City of College Station to conduct a salary survey. This survey will cover up to 75 total positions, broken down into categories including: General City, Public Safety (including sworn police and fire), Professional, and Electric Utilities. The scope of work involves finalizing job summaries and comparing the City's actual base pay rates against 8–12 benchmark entities in Texas per category; gathering and analyzing current salary data; noting any geographical differentials; and providing a final written report detailing the survey methodology and comparison results. Compensation and Classification Study City of Coppell Evergreen Solutions was engaged with the City of Coppell to conduct a Compensation and Classification Study. Evergreen reviewed existing job functions by position as they pertained to the current and recommended structure; examined current market position using peer comparisons; developed a comprehensive labor market salary survey for the North Texas region that included Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 6 other local municipalities; analyzed existing internal hierarchy based on job relationships and essential functions, identifying problem areas within the internal hierarchy system and proposed implementation methods to correct identified problems; developed a pay plan; reviewed and recommended assignments of all positions to an appropriate pay grade, and made recommendation(s) for corresponding education and experience requirements by classification; reviewed and revised job descriptions; and recommended implementation strategies, including calculating the cost of implementing the study results. Classification and Compensation Study City of Athens Evergreen Solutions was retained by the City of Athens to conduct a Classification and Compensation Study by revising and/or creating a job classification and compensation structure to ensure a fair and equitable system both internally and externally. Evergreen performed the following tasks: conducted job evaluations to establish and/or redefine grades/ classifications groups and job relationships; identified benchmark jobs from each grade/classification to survey; determined a relevant job market; conducted a customized market salary and benefit package survey for all classification groups; performed survey data analysis and recommended pay structures; and met with City Management and key staff to determine implementation strategies (including multi-year implementation strategies if needed) to present to the City Council. In the end, Evergreen provided recommendations for the ongoing internal administration and maintenance of the proposed compensation and classification plan. Compensation Study City of Brownsville Evergreen was hired by the City of Brownsville to conduct a Compensation Study. Evergreen reviewed the City’s salary data and created a new pay plan for the City. Note: Evergreen was rehired by the City to conduct a Compensation Study for select law enforcement positions in 2026. Classification and Compensation Study City of Kingsville Evergreen Solutions was retained by the City of Kingsville to conduct a Classification and Compensation Study for 1,172 employees. Evergreen conducted a market salary survey and job analysis to determine internal and external equity and updated the City’s personnel manual. Compensation and Classification Study City of Beaumont Evergreen Solutions was retained by the City of Beaumont to conduct a Compensation and Classification Study for its 1,295 employees. Evergreen examined internal equity to determine whether positions were properly classified as well as external equity to determine whether the City was competitive in the market. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 7 Job Classification, Salary Survey, Compensation Plan Study Services City of Duncanville Evergreen was engaged with the City of Duncanville to provide professional Job Classification, Salary Survey, and Compensation Pay Plan Study Services that allowed the creation of a comprehensive job classification and compensation system and pay plans for employees within the City. Evergreen’s consultants reviewed and analyzed the City’s current structure and practices of job classifications and job descriptions including: conducting orientation sessions; providing questionnaires; conducting management and employee interviews; reviewing questionnaire responses with supervisory and management staff; performing a job analysis; and developing and/or revising job descriptions. Evergreen prepared a customized market survey of salaries of the local and area municipalities that included all of the competitive markets where the city recruited employees. Evergreen established a system for an ongoing and easily understood maintenance of the new, or updated, pay plan that was easy for employees to understand and for managers to administer. The recommended pay plan effectively balanced market and internal equity supported the classification system, and promoted an employee’s perception of organizational fairness and equity in the City. Note: Evergreen was again hired in 2023 to conduct a Classification and Compensation Study Update. Classification and Compensation Study City of Alpine Evergreen was hired to conduct a Classification and Compensation Study for the City of Alpine. Evergreen completed a classification and compensation study of public employees who were providing equitable services; determined the changes needed in existing position descriptions and updated them as needed; prepared a comparative analysis that identified the City’s competitive position in a comparable labor market; provided a recommendation for total salaries and benefits; outlined promotional opportunities; prepared a pay structure; and prepared recommendations regarding compensation rules and policies. Comprehensive Compensation and Classification Study City of Farmers Branch Evergreen was engaged with the City of Farmers Branch to conduct a Comprehensive Compensation and Classification Study. The primary objectives of the study were to: review and revise current classification system; determine relevant competitive markets; develop a custom compensation survey to distribute to peer organizations; propose guidelines for an improved or new compensation program and step/grade plan; and provide recommendations to keep the current pay structure competitive. Note: Evergreen was again hired in 2021 to conduct a Compensation and Benefits Study. Classification and Compensation Study City of Lockhart Evergreen was retained by the City of Lockhart to conduct a classification and compensation study 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. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 8 Compensation Study and Analysis City of Wichita Falls Evergreen was hired by the City of Wichita Falls to conduct a Compensation Study and Analysis. Evergreen will assess pay structures, compensation policies, staffing, current benchmark comparators, and support the City’s strategic goals of maintaining market-competitive and fiscally responsible compensation. Classification, Compensation & Benefits Study City of Portland Evergreen was engaged with the City of Portland (City) to conduct a Classification, Compensation and Benefits Study. Evergreen’s consultants evaluated jobs within the City and the current pay and benefits structure. A market survey of salary and benefits was conducted among peers approved by the City. Based on the survey results, Evergreen’s consultants made recommendations for changes to the current classification and compensation system, as well as provided a maintenance tool that the Human Resources Department could use to keep the system current and equitable. Training on this maintenance tool was also provided. Note: Evergreen was again hired in 2024 to conduct a similar study. Comprehensive Compensation and Benefits Study City of Rowlett Evergreen was engaged with the City of Rowlett to conduct a comprehensive compensation and benefits study. The primary goal of the study was to ensure that the City was recognized as an employer of choice that provides a viable, cost effective and competitive pay structure. The study measured and provided a compensation analysis on (a) base salary, (b) pay/step plans, (c) employer- provided medical benefits packages and (d) any other incentive-based compensation options, to include “on call” pay. Evergreen’s consultants identified any weaknesses within the components of the City’s existing compensation package that would negatively impact the organization’s ability to attract and retain talented employees. Comprehensive Compensation and Benefits Study City of Sachse Evergreen was hired by the City of Sachse to conduct a Comprehensive Compensation and Benefits Study. The study measured and provided an analysis on base salary, pay/step plans, employer- provided medical benefits packages and any other incentive-based compensation options, including “on call” pay. To ensure the project’s validity and applicability, Evergreen conducted a compensation analysis using similar-sized local municipalities for comparison and recommended comparator cities for consideration. The following study components were compared: pay ranges with comparator cities performing the same or similar functions; actual employee pay with comparator cities performing the same or similar functions; pay/step plans/special assignment pay with comparator cities performing the same or similar functions; and city-provided comprehensive employee benefits packages with comparator cities performing the same or similar functions. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 9 Evergreen recommended pay structure features that provided opportunities for advancement while minimizing salary overlap between levels of responsibility. Note: Evergreen was again hired to conduct a classification study for select positions. Classification and Compensation Study City of Conroe Evergreen was retained by the City of Conroe to conduct a Classification and Compensation Study. The scope of the study included the following major components: review and update and/or rewrite of all city job descriptions; work with a City management team to revise the existing pay plan for both Civil Service and non-Civil Service personnel structures; and evaluate current salary structure and compensation levels for all regular, classified positions and non-classified positions, and recommend appropriate adjustments. Classification and Compensation Study City of Seguin Evergreen was hired to assist the City of Seguin in designing and implementing a comprehensive classification and compensation plan for its workforce. The scope of the project included two major components: (1) Working with a City management team to revise the existing pay plan and structures; and (2) Evaluating current salary structure and compensation levels for all regular, classified positions and recommending appropriate adjustments. Specifically, Evergreen’s consultants reviewed the City’s current classification/compensation plan; surveyed management and identified problem areas regarding the classification and compensation system; conducted a salary survey to ensure external equity; reviewed current policies and procedures; reviewed salary structure to determine appropriateness; and provided technical assistance and training to City staff to facilitate the implementation and the maintenance of the recommended system and procedures. Note: Evergreen was again hired in 2023 to conduct a Compensation Benchmarking and Structure Analysis. Pay Structure Study City of Fate Evergreen was hired to develop a new pay plan for the City of Fate. Evergreen performed the following tasks: reviewed the City’s salary data; created a new pay plan for the City; slotted current jobs into the new play plan; and verified the internal equity of the new pay plan. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 10 Classification and Compensation Study City of Pflugerville Evergreen was hired by the City of Pflugerville to conduct a Classification and Compensation Study for its workforce. Evergreen analyzed each position within the City by conducting interviews and job audits; evaluated employee position descriptions and duties; interviewed department heads and managers; and assessed classifications within positions (I, II, III, or Lead, Foreman). Evergreen reviewed current job descriptions, focusing on the purpose, job scope, essential duties and responsibilities, education/training requirements, physical job requirements, and working conditions, determined FLSA status (exempt/non-exempt) for positions under federal regulations, and recommended which positions were essential positions in the event the City had a temporary closure. Based on this review, Evergreen presented a proposed classification structure to City management and incorporated input into the final classification document, including a cost analysis for positions that would require adjustments. Evergreen surveyed the cities of Georgetown, Round Rock, Hutto, Cedar Park, Leander, San Marcos, and College Station to compare compensation and benefit structures in addition to minimum and maximum rates of pay for select positions and will soon make recommendations toward appropriate ranges for rates of pay for each position identified. This included a minimum, mid-point, and maximum, with 1st and 3rd quartile designations. A Salary Grade Chart was prepared based on these recommendations and was presented to management for final approval. Note: Evergreen was also hired in 2021 to conduct a staffing study for the City. Pay and Classification Study City of Fredericksburg Evergreen was engaged with the City of Fredericksburg to conduct a Pay and Classification Study and make recommendations for implementation of a revised pay plan. The study included all employees and classifications in the City. As part of the study, Evergreen consultants conducted focus groups and interviews with employees, and employees completed a Job Assessment Tool (JAT). Evergreen consultants also 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 pay plan. Note: Evergreen is on retainer to provide the City with classification, pay grade assignments, organizational management and other on-going human resources support. Human Resources Department Assessment (Classification and Compensation Study) City of Buda Evergreen was engaged with the City of Buda to conduct a Human Resources Department Assessment. Evergreen’s consultants provided a job analysis questionnaire and procedures for future updating and new position creation and developed and fully defined a systematic procedure for evaluating positions using the "point factor method”. A worksheet was developed for departments to request a job evaluation for upgrades within a position or for a new position for submission to Human Resources to ensure that job titles were consistently used on job descriptions and the pay plan. Evergreen further created a new cost effective, affordable compensation structure and management plan that was systematically and equitably acknowledge and rewarded an employee's performance and skills. Evergreen designed a compensation program that included a description and justification Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 11 of the pay philosophy, a completed pay structure, and rules for moving employees through the pay structure based on their increasing contributions in support of the City. Evergreen consultant’s gathered actual salary data from market surveys, local governmental agencies, benchmarked cities, and other appropriate data, as deemed necessary. The recommended compensation structure included a proposed training/career progression plan, including documentation as appropriate, and a plan that rewards employee performance fairly and equitably, with measures that can be documented. Note: Evergreen was again selected by the City of Buda in 2020 to conduct a Market Salary Update. Classification and Compensation Study City of Sunset Valley Evergreen was hired by the City of Sunset Valley to assist with a City-wide Compensation and Classification Study, as well as development of a Performance Evaluation System. The study also included a Human Resources Audit and recommendations to strategically align the processes, procedures, staffing, and organization of human resources functions. All employees and classifications in the City were included in the study. As part of the study, the Evergreen Team conducted interviews and focus groups with all City employees. Evergreen 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. Classification and Compensation Pay Plan City of Amarillo Evergreen Solutions was engaged with the City of Amarillo to develop a Classification and Compensation Pay Plan for 2,835 employees. Evergreen’s consultants: reviewed the City's existing classification/compensation system; worked with the City's Human Resources Director and staff to identify a market position for the City; gathered necessary information through the use of questionnaires, job audits, some personal interviews; discussed and determined the appropriate labor market for the compensation survey; analyzed existing internal hierarchy based on job relationships and proposed implementation methods to correct any identified specific problems; developed a pay plan identifying specific parameters; and reviewed and assigned all positions to an appropriate pay grade. In the end, Evergreen recommended implementation strategies including calculating the cost of implementing the study and provided the Human Resources staff with training to maintain and revise the system, as needed. Classification and Compensation Study City of League City Evergreen Solutions was retained by the City of League City to conduct a Classification and Compensation Study. Evergreen conducted a job analysis to determine the hierarchy of jobs within the City to ensure internal equity and conducted a salary survey to determine whether the salaries at the City were competitive in the market. Evergreen also review and update job descriptions and provided recommendations for the continued maintenance of the revised classification and compensation plan. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 12 Compensation Market Review and Classification Study City of Austin Evergreen was contracted to review the City of Austin's classification system for the Human Resources job family. The study's primary purpose was to review the City's classification structure for its human resources jobs and to ensure that all employees working in the human resources area were properly classified based upon the work they performed. To accomplish this purpose, Evergreen met with each Human Resources Manager and conducted extensive outreach sessions (desk audits) with a large percentage of human resources employees. In addition to the interviews and desk audits, Evergreen consultants reviewed Position Analysis Questionnaires (PAQs), job descriptions, organizational charts, and other documentation. The job analysis resulted in recommendations for a job hierarchy within the Human Resources family and the slotting of each individual within the proposed classification system. Evergreen consultants also worked with the Human Resources Department to ensure that the proposed classification system properly aligned with the compensation system. At the conclusion of the study, job descriptions were revised for each job and FLSA exempt status were provided for each job classification. Classification and Compensation Study City of Gonzales Evergreen was retained by the City of Gonzales to conduct classification and compensation study for all employees. Employees participate in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Classifications were reviewed, as needed, and FLSA determinations were made. Evergreen consultants conducted a market salary survey to identify pay ranges in the public and private sector in order to determine the appropriate pay levels for all included jobs in the City. Recommendations were provided to improve the fairness and equity within the City and a plan was provided to address maintenance of implemented changes to the City’s classification and compensation system. Salary Survey City of Lakeway Evergreen was retained by the City of Lakeway to provide consulting services for the Human Resource Department and to design and implement a salary survey which would classify all City positions appropriately within the plan structure. The Evergreen Team evaluated the City’s current salary structure as compared to the specific job market for comparable positions in the public and private sectors. Additional reviews were conducted for existing job descriptions to recommend updates for specific requested positions. Evergreen ensured that content and titles were current, accurate, and consistent with Fair Labor Standards Act (FLSA) and Equal Employment Opportunity (EEO). Note: Evergreen was again hired in 2019 to conduct a staffing analysis for the City. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 13 Compensation and Classification Study City of Mont Belvieu Evergreen Solutions was retained by the City of Mont Belvieu to conduct a Compensation and Classification Study. Evergreen performed a comprehensive analysis of the City’s current classification and compensation plan by performing the following tasks: placing positions in the current pay plan to ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; determining the accuracy of Federal Labor Standards Act (“FLSA”) exemption status of all positions; determining the accuracy of position titles and descriptions regarding unique characteristics of the position, essential job functions, minimum qualifications, working conditions, licensing requirements, “on call” requirements and supervisory requirements; must accommodate the unique nature of certain functions and responsibilities characteristic of City government; identifying potential pay compression issues and providing potential solutions; and analyzing existing internal hierarchy and internal career ladders where appropriate and clearly outlining job progression opportunities and providing recognizable compensation growth. Note: Evergreen previously conducted a Pay for Performance and Salary Survey for the City. Compensation and Classification Study City of Texas City Evergreen Solutions was engaged with the City of Texas City to conduct a Compensation and Classification Study. The purpose of the comprehensive study was to develop a clear, equitable, consistent and competitive classification and compensation structure that fosters retention of qualified individuals while providing opportunities for growth and development within and provides the Human Resources Department a framework to operate within to maintain the system. Evergreen worked with the City to develop a compensation program that is fair, equitable, and competitive with other municipalities in the surrounding geographic market area from which the City of Texas City recruited and lent itself to a total rewards package. Evergreen further worked with the City to develop a classification system that facilitated ongoing compensation analysis and reporting based on similarly-situated employees, similar skills, qualifications, responsibilities, and pay, using job family grouping and EEO job categories that comported with EEOC guidelines for government employees and provided the City with a tool that the HR department could use to continue that evaluation/analysis process. Comprehensive Classification and Compensation Study (Included a Performance Management Study and a Staffing Study) City of Odessa Evergreen Solutions was engaged with the City of Rowlett to conduct a comprehensive compensation and benefits study for 1,140 employees. The primary goal of the study was to ensure that the City was recognized as an employer of choice that provides a viable, cost effective and competitive pay structure. The study measured and provided a compensation analysis on (a) base salary, (b) pay/step plans, (c) employer-provided medical benefits packages and (d) any other incentive-based compensation options, to include “on call” pay. Evergreen’s consultants identified any weaknesses within the components of the City’s existing compensation package that would negatively impact the organization’s ability to attract and retain talented employees. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 14 Pay and Classification Study City of Fredericksburg Evergreen Solutions was again engaged with the City of Fredericksburg to conduct a Compensation Study in order to make recommendations for the implementation of a revised pay plan. Evergreen’s consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. Note: Evergreen was again hired in 2021 to conduct a compensation study in order to update the City’s pay plan. Compensation Study and FLSA Review City of La Porte Evergreen was hired by the City of La Porte to conduct a Compensation Study and FLSA Review. Evergreen’s consultants examined the City’s current compensation system covering non-civil service positions and provided recommendations for compensation policies, procedures, and overall compensation philosophy and made FLSA determinations. In the end, Evergreen recommended a revised compensation plan that would eliminate and avoid compression issues and would assist the City in attracting and retaining qualified employees. Compensation Study City of Aransas Pass Evergreen Solutions was retained by the City of Aransas Pass to conduct a Compensation Study. Evergreen analyzed the City’s current pay and benefit practices to determine whether they were competitive in the market to better assist the City in retaining and attracting a talented workforce. Classification and Compensation Study City of Del Rio Evergreen was retained by the City of Del Rio to conduct a classification and compensation study. Evergreen ensured that job positions were accurately classified and appropriately compensated based on factors such as job duties, skills, market conditions, and organizational goals. Evergreen also reviewed the City’s certification pay plan and made recommendations for any needed changes. Classification and Compensation Study and Staffing Analysis City of Harlingen Evergreen Solutions was retained by the City of Harlingen to conduct a Classification and Compensation Study and a Staffing Analysis. Evergreen’s consultants performed the following tasks: • conducted a comprehensive evaluation of every job class within the City to establish appropriate classification and pay grade assignments as well as pay ranges and step progressions within the ranges; Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 15 • conducted a compensation survey of the market including comparable Texas municipalities, and, appropriate private sector competitive employers; • prepared a new salary structure based on the results of the survey and best practice research; • analyzed and recommended changes to the present compensation structure to meet market analysis; • reviewed current compensation plan (salary grade levels and steps) to better understand current challenges in recruiting and retaining employees; • recommended and identified a consistent and competitive market position that the City could strive to maintain; • recommended appropriate salary range for each position based on the proposed classification plan, the compensation survey results, internal equity and external parity; • reviewed staffing levels and made recommendations; • prepared a new salary structure based on the results of the survey and best practices; • recommended implementation strategies including calculating the cost of implementing the plan; • identified any extreme current individual or group compensation inequities and provided a recommended corrective action plan and process to remedy these situations; • recommended and provided implementation strategies related to other key compensation practices, based on market demands; and • presented findings and recommendations to City Administration as well as the Harlingen City Commission at a regularly scheduled commission meeting. Classification and Compensation Study City of Montgomery Evergreen was hired by the City of Montgomery to conduct a Classification and Compensation Study. Evergreen analyzed and recommended appropriate salary ranges and positions classifications to ensure equitable compensation across various positions within the City. Evergreen also assisted the City in establishing a competitive, equitable, and sustainable structure that was aligned with the labor markets, future trends and the City’s strategic vision. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 16 Comprehensive Classification and Compensation Study City of Port Arthur Evergreen was hired by the City of Port Arthur to conduct a Comprehensive Classification and Compensation Study. Evergreen performed the following tasks: provided a comprehensive evaluation of every job description; provided hierarchical recommendations for all current job classifications and recommended changes; reviewed the current compensation plans; acknowledged the City’s challenges in recruiting and retaining employees; reviewed the current compensation methodology and proposed recommended strategies; recommended and identified a consistent and competitive market position that the City can strive to maintain; prepared a new salary structure based on the results of the survey and best practices; and provided recommendations for the ongoing internal administration and maintenance of the proposed changes. Compensation Study City of Big Spring Evergreen was retained by the City of Big Spring to conduct a Compensation Study. Evergreen conducted an external labor market salary survey; assessed the City’s existing compensation philosophy; developed a plan for employees, providing issue areas and preliminary recommendations for strategic improvement; slotted classifications into the revised or new pay scale based on market survey results; and developed recommendations for a maintenance program so administration by City staff may sustain the recommended compensation system/structure. Classification and Compensation Study City of Cleburne Evergreen was hired by the City of Cleburne to conduct a Classification and Compensation Study. Evergreen performed the following tasks: conducted a compensation survey and analysis; reviewed supplemental pay and made recommendations to current rates; provided recommendations to update job descriptions; provided recommendations for pay philosophy; assisted in the development of a strategy for implementing the compensation recommendations and plan; and presented the results of survey and proposed classification recommendations. Equity and Compensation Study City of Three Rivers Evergreen was hired by the City of Three Rivers to conduct an Equity and Compensation Study. The goals of this study were to attract a competent workforce and minimize and control attrition through competitive wages and benefits. Evergreen created an equity and compensation plan that would be internally fair, externally competitive, and realistic, and provided recommendations on re-structuring license pay and certification pay. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 17 Compensation Study City of Wharton Evergreen was hired by the City of Wharton to conduct a Compensation Study. Evergreen performed the following tasks: reviewed the current compensation structure and classification systems; made recommendations of any changes to the system to maintain compliance with FLSA and other applicable regulations; developed and presented a proposed salary schedule including minimum, midpoint, and maximum; made recommendations to the compensation system; and presented the study findings to the Executive staff and City Council. Compensation and Benefits Study City of Fair Oaks Ranch Evergreen was hired by the City of Fair Oaks Ranch to conduct a Compensation and Benefits Study. Evergreen performed the following tasks: analyzed current pay structures. including current job classifications, pay grades, and steps, for alignment with market standards; reviewed all job classifications and recommended adjustments; recommended administrative procedures and best practices for promotions, demotions or career ladder movements; evaluated existing benefits and recommended adjustments; developed recommendations for performance-based step or merit increases; and provided detailed plans for both phased-in and immediate implementation. Compensation, Classification, and Benefits Study Denton County Evergreen conducted a Comprehensive Compensation, Classification and Benefits Study for the more than 1,550 employees of Denton County. The County had not performed a comprehensive classification and compensation study in 15 years. Evergreen consultants conducted employee orientations, focus groups and interviews, and conducted job analysis of all included positions. This information was used to create an internal equity alignment that is consistent with current job duties and responsibilities. As part of the project, Evergreen conducted a comprehensive salary and benefits survey of local and regional labor market peers to properly assess the County's competitive position for wages and benefits. Evergreen provided customized and detailed recommendations for adjusting the County's compensation and classification structures based on internal and external equity. Implementation options that were equitable and cost efficient were developed and additional recommendations for maintaining the system over time were also provided. Additionally, revised classification descriptions with FLSA determinations were provided. Classification and Compensation Study and Analysis San Patricio County Evergreen Solutions was engaged with San Patricio County to conduct a Classification and Compensation Study and Analysis. The purpose of the study was to address changes in San Patricio County operations and staffing over the past decades, which may have affected the type, scope, and level of work being performed. The primary objectives of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 18 responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas. Classification and Compensation Study and Analysis Taylor County Evergreen Solutions was retained by Taylor County to conduct a Classification and Compensation Study and Analysis. Evergreen’s consultants performed the following tasks: provided a comprehensive evaluation of every job within the County to determine relative worth within the organization for internal equity and for the establishment of pay ranges and step progressions within the ranges; reviewed all current job classifications, confirmed, and recommended changes to hierarchical order of jobs using your evaluation system; established appropriate benchmarking standards and conducted a salary survey for similar positions with comparable Texas Counties as required; identified potential pay compression issues and provided potential solutions; analyzed and recommended changes to the present compensation structure to meet market analysis. Classification and Compensation Study and Analysis Matagorda County Evergreen was hired to conduct a Classification and Compensation Study and Analysis for Matagorda County. The primary objectives of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas. Job Analysis and Evaluation Ector County Evergreen was hired by Ector County to conduct a Job Analysis and Evaluation. Evergreen's consultants will perform the following tasks: conduct a kick-off meeting with County staff and management to discuss the objectives and scope of the study; analyze existing job descriptions and provide recommendations for updates or improvements, as needed; update and develop relevant job evaluation policies and procedure manuals, incorporating best practices; propose a compensation philosophy and guidelines to support future roles and remuneration decisions; and provide training to the People and Culture team on job evaluation methodologies, grading systems, pay structures, and benefits administration. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 19 Employee Compensation Consulting Services Ft. Bend County Evergreen was retained by Fort Bend County to provide employee compensation consulting services for its 2,800 employees. Evergreen conducted the following tasks: • reviewed current compensation plan including policy groups and salary structures; • conducted Fair Labor Standards Act (FLSA) exempt/non-exempt status review of all positions; • analyzed internal equity and possible compression issues; • completed salary survey of City and County governments in the State of Texas as designated by the County; • designed and executed a salary survey, analyzed results and made recommendations; and • evaluated and determined each employee’s proper step placement on the newly approved salary grade structure. Note: Evergreen was previously hired to conduct a similar study for the County. Compensation Consulting Services Travis County Evergreen Solutions was hired by Travis County to provide Compensation Consulting Services. Evergreen performed the following: • reviewed and provided input to the Travis County Compensation Manager and staff on their approach and strategy with redesigning the Travis County Classified compensation scale; • shared input and provided best practices to consider based on paygrades, band width, and other design elements; • reviewed the compensation work of the Travis County Compensation division related to the redesign of the Travis County Classified compensation scale and provided input based on work product review; • discussed approach and strategy with the redesign of the Peace Office Pay Scale, to include minimum and maximum ranges based on Travis County’s researched market data for FY2020; • discussed best practices with use of Peace Office Pay market data when determining how to gauge market competitiveness; and • provided other consultative support with projects being proposed or implemented by the Travis County Compensation team. Note: Evergreen previously conducted a Compensation Analysis and an IT Analysis and Compensation System Design. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 20 Classification and Compensation Study Burnet County Evergreen Solutions was retained by Burnet County to conduct a Classification and Compensation Study. Evergreen’s consultants conducted a job analysis to determine the appropriate classification structure for the County and conducted an external salary survey to determine the County’s competitiveness with peer organizations in the labor market. Compensation and Classification Study Brazoria County Evergreen was retained by the Brazoria County to conduct a Compensation and Classification Study. Evergreen developed a compensation program for the County, evaluated current pay grades, and developed a classification system to facilitate the ongoing compensation analysis. Evergreen further assessed position titles and identified appropriate employee status in accordance with FLSA. Evergreen then proceeded to develop multiple alternative recommendations and a communication plan. Finally, Evergreen reviewed and developed different policies procedures and proposed different recommendations. Note: Evergreen was again hired in 2025 to conduct a Classification and Compensation Plan Update. Classification and Compensation Study and Analysis Waller County Evergreen Solutions was retained by Waller County to conduct a Classification and Compensation Study and Analysis. The objectives of the study were to: attract and retain qualified and quality employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and develop and maintain a competitive position with other comparable government entities and private-sector employers within the same geographic areas. Salary Compensation Study Hood County Evergreen was engaged with Hood County to provide an update of their classification and compensation system. 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 conducted a market survey. Evergreen’s consultants provided the County with the external assessment summary, developed strategic positioning recommendations, and developed and submitted draft and final reports and recommendations for compensation administration. Additionally, Evergreen updated and/or rewrote job descriptions for the County, as necessary, based on the recommendations. Note: Evergreen was again hired in 2020 to conduct a staffing study for the County. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 21 Classification and Compensation Study Kaufman County Evergreen Solutions was engaged with Kaufman County to conduct a Compensation Study. Evergreen worked with the County to establish appropriate benchmarking standards and conducted a salary survey for similar positions with comparable entities. Evergreen identified potential pay compression issues and provided potential solutions and analyzed and recommended changes to the current compensation structure that met market analysis. Evergreen also provided a comprehensive evaluation of every job within the County to determine relative worth within the organization for internal equity and reviewed all current job classifications, confirmed, and recommended changes to hierarchical order of jobs using an approved evaluation system. Classification and Compensation Study Blanco County Evergreen Solutions was retained by Blanco County to conduct a Classification and Compensation Study. Evergreen’s consultant conducted a job analysis to determine the proper hierarchy of jobs within the County; conducted a salary survey and analysis to determine competitive market rates; updated job descriptions; and prepared a final report with cost analysis for implementation of all recommendations. Wage and Compensation Study Jefferson County Evergreen Solutions was engaged with Jefferson County to conduct a Wage and Compensation Study. The primary objective of the study was to enhance the County’s ability to attract, motivate, and retain quality employees to efficiently and cost-effectively deliver services and programs to the citizens of the County through obtaining a Salary Range Comparison of 175 benchmarks positions – within the current surrounding local market and similarly situated Counties in Texas. Based on the market survey results, Evergreen updated the existing plan for the County, including the realignment of jobs within the County’s current pay grade. Compensation Study Aransas County Evergreen was hired by Aransas County to conduct a Compensation Study. Evergreen conducted a comprehensive survey of external regional labor markets impacting market competitiveness for all positions in Aransas County. Evergreen reviewed public and private sector jobs with the same essential duties and functions; reviewed benefits; designed an implementation strategy for the updated compensation system; and provided the County with a proposed salary structure. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 22 Classification and Compensation Study Town of Addison Evergreen Solutions was retained by the Town of Addison to conduct a Classification and Compensation Study. Evergreen’s consultants performed the following tasks: provided a comprehensive evaluation of every job within the City to determine the relative worth within the organization for internal equity and for the establishment of pay ranges and step progressions within the ranges; reviewed all current job classifications, confirmed, and recommended changes to hierarchical order of jobs using Evergreen’s evaluation system; conducted a salary survey for similar positions with comparable Texas entities; identified potential pay compression issues and provided potential solutions; and analyzed and recommended changes to the present compensation structure to meet the market analysis. Classification and Compensation Study Town of Little Elm Evergreen was retained by the Town of Little Elm to conduct compensation and classification study of its employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Classifications were also reviewed, as needed, and FLSA determinations will be made. The rank structure for police and fire department employees were reviewed against peer organizations to determine whether the current structure for each department is effective for its size. Evergreen consultants reviewed pay policies and practices and pay ranges in the public and private sector were analyzed to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity within the Town. Evergreen provided Town staff with the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total compensation system would be accomplished. Compensation and Classification Study The Woodlands Township Evergreen Solutions was retained by The Woodlands Township to conduct a Compensation and Classification Study. Evergreen provided an independent analysis of the compensation plan and developed and recommended a compensation philosophy that met the Town’s objective of where they desired to be in the market regarding salaries. Evergreen’s consultants designed, proposed, and led the Township in implementing a comprehensive compensation plan that aligned with the proposed compensation philosophy and classified all Township positions appropriately within the plan structure. Evergreen further conducted a job analysis, collected and analyzed the data collected from the JATs and MITs, provided classification recommendations; and recommended any changes to job descriptions based on the data collected. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 23 Classification and Compensation Study Town of Prosper Evergreen was hired by the Town of Prosper to conduct a Classification and Compensation Study. Evergreen performed the following tasks: reviewed existing job classifications, and proposed recommended strategies for the Town; classified benchmark jobs and slotted remaining jobs in appropriate classifications; reviewed the current compensation plan; developed and conducted a comprehensive compensation and benefits survey; recommended implementation strategies; conducted a compression analysis; and provided a comprehensive training program for Human Resources staff to ensure that the staff can explain and administer the new system in the future. 2.3 Select Relevant Experience In this section, we included only a sample of some of our similar work with electric, water, and wastewater clients. Compensation Study New Braunfels Utilities, Texas Evergreen Solutions was retained by New Braunfels Utilities to conduct a Job Market Survey. Evergreen performed a market salary and benefits survey of private and public sector benchmark comparisons of similar employee size (250 – 500 employees), customer size (50,000-100,000), and revenue ($200 million or more). The market survey included positions directly related to these services as well as utility support staff and leadership. Evergreen utilized the market survey results to make recommendations for the following: position changes to existing grade structure; and proposed compensation plan/model and grade structure model to correspond with the market survey results in order to keep NBU competitive in the market. Evergreen also analyzed NBU employees’ salaries, per job classification, to ensure internal equity based off gender and race and provided individualized recommendations for changes. Compensation and Classification Study Denton County Fresh Water Supply District No. 6 and Denton County Fresh Water Supply District No. 7, Texas The Denton County Fresh Water Supply District No. 6 and Denton County Fresh Water Supply District No. 7 retained Evergreen Solutions to conduct a comprehensive compensation and classification study to determine whether the District possessed a compensation and classification system that was both equitable as compared to the external competitive employment market as well as equitable internally. The study included a complete classification analysis using the Job Assessment Tool job valuation methodology as well as a statistical assessment of internal conditions and an assessment of external equity including a salary survey of competing organizations. The report culminated with a series of findings and recommendations designed to alleviate any strains on the system and, if necessary, redesign or augment the existing system in place at the District. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 24 Classification, Total Compensation and Benefits Study Brushy Creek Municipal Utility District, Texas Evergreen was hired by the Brushy Creek Municipal Utility District to conduct a Classification, Total Compensation and Benefits Study. Evergreen performed the following tasks: analyzed pay structures, salary ranges, performance-based incentives and benefits; ensured job titles and descriptions match across organizations to compare similar roles; evaluated current market trends, including demand for specific skills and economic conditions; and created and developed a salary comparison and benefit matrix. Comprehensive Compensation and Classification Study South Texas Water Authority Evergreen was hired by the South Texas Water Authority to conduct a Comprehensive Classification and Compensation Study. Evergreen performed the following tasks: conducted a comprehensive salary survey to ensure external equity; developed a new pay structure; review FLSA status; and prepared a final report which includes the fiscal impacts for implementing all recommendations. Compensation and Classification Study / Organizational Review of the RSMU Department Brazos River Authority, Texas Evergreen Solutions was hired by the Brazos River Authority to Compensation and Classification Study as well as an Organizational Review of the Reservoir System Maintenance Unit (RSMU). Evergreen reviewed and recommended changes to the existing exempt and non-exempt pay grade schedules; classification system for all employees; job descriptions; and FLSA non-exempt and exempt status of all positions. Evergreen conducted market salary and benefits surveys to determine external competitiveness, internal compression and recommend pay changes, if any. Evergreen also conducted a statistical pay equity analysis for internal equity and provided recommendations. Evergreen performed an Organizational Review of RSMU in the following areas: current and anticipated staffing levels; skill-level requirements; and associated compensation. In the end, Evergreen presented a final report to the Board of Directors that included documentation that supported the findings and recommendations derived from the salary and benefits market compensation surveys, the findings and recommendations for adjustments to the exempt and non-exempt pay grade schedule, and the findings and recommendations for adjustments to the classification system and pay equity for all employees. Note: Evergreen worked with the Brazos River Authority on three previous projects. Evergreen was again hired in 2024 to conduct a Classification and Compensation Plan Update. Evergreen was again hired in 2025 to conduct a Compensation Study. Compensation/Benefits/Pay-Practices and Classification Study and Analysis Upper Trinity Regional Water District, Texas Evergreen was retained by the Upper Trinity Regional Water District (District) to conduct a Compensation/Benefits/Pay-Practices and Classification Study and Analysis. The primary objectives of this study were for the District to be able to: attract and retain qualified employees; ensure positions performing similar work with essentially the same amount of level of complexity, Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 25 responsibility, and knowledge, skills, and abilities are classified together; provide salaries that are commensurate with assigned duties; and provide justifiable pay differential between individual classes. Compensation Study Woodlands Water, Texas Evergreen was hired by the Woodlands Water to conduct a Compensation Study. Evergreen completed an assessment of current conditions that detailed the pros and cons of the current system as well as highlighted areas for potential improvement in the final adopted solution; conducted the external labor market salary survey; and produced a new pay plan that best meets the needs of Woodlands Water from an external equity standpoint. Evergreen also developed recommendations for a maintenance program and finalized and presented recommendations. Comprehensive Classification and Compensation Analysis Barton Springs/Edwards Aquifer Conservation District, Texas Evergreen Solutions was retained by the Barton Springs/Edwards Aquifer Conservation District to conduct a Comprehensive Classification and Compensation Analysis. Evergreen conducted a review of the current classification and compensation system by conducting a job analysis, evaluating the current system, assessing job descriptions and recommending changes to the current system. In the end, Evergreen provided recommendations for the ongoing internal administration and maintenance of the proposed compensation and classification plan. Salary and Benefits Survey Bexar Metropolitan Water District, Texas The Bexar Metropolitan Water District (BexarMet) retained Evergreen Solutions to conduct a salary and benefits survey to determine whether BexarMet was offering salaries and benefits that were within an appropriate competitive range. The study results provided BexarMet with recommendations related to external equity while still ensuring that internal equity was maintained. The study included a review of the analysis conducted on the market data, recommendations based on the compensation structure, development of specific compensation recommendations, and creation of a strategic direction for BexarMet to use in implementing the proposed compensation system. Evergreen Solutions was also awarded an add-on contract for Bexarmet to re-evaluate the FLSA designation of a selection of positions in the organization. FLSA designations were reviewed based on the current job descriptions and the Job Assessment Tool (JAT) responses of the incumbents. Note: In 2012, BexarMet merged with San Antonio Water System. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 26 Classification and Compensation Study Harris-Galviston Subsidence District, Texas Evergreen Solutions was retained by the Harris-Galveston Subsidence District to conduct a Classification and Compensation Study. Evergreen conducted a comprehensive compensation study that determined whether the existing salary and compensation schedule for the District was competitive within today’s market, as well as addressed the internal equity relationships within the District to ensure equity. Compensation and Benefits Study Middle Rio Grande Conservancy District, New Mexico Evergreen Solutions was retained by the Middle Rio Grande Conservancy District (MRGCD) to conduct a Compensation and Benefits Study. Evergreen performed the following services: gathered and reviewed salary/ compensation data on all jobs at the MRGCD with the exception of the positions of CEO/Chief Engineer and Secretary/Treasurer/CFO and compared internal compensation data to similar jobs at employers with whom the MRGCD competes for qualified applicants when recruiting for job vacancies; conducted an in-depth analysis of the salary/compensation data collected from peers to provide the average pay rate for each job with each entity (95% to 100% of the prevailing market rate for each job); and gathered and review employee fringe benefits offered by the MRGCD, and gathered and reviewed employee fringe benefits offered by the MRGCD, and compared these to the employee fringe benefits offered by entities utilizing the identified benchmarks. Compensation Study Colorado River Water Conservation District Evergreen was retained by Colorado River Water Conservation District to conduct a Compensation Study. Evergreen conducted a custom salary survey and reviewed published data to determine base salary practices among targeted relevant employers in the area. Evergreen used market data to create a comparative analysis of the River District’s current pay plan and provided observations and recommendations supporting the River District’s compensation strategy of maintaining a highly competitive compensation plan. Classification and Compensation Study West Basin Municipal Water District, California Evergreen was hired by the West Basin Municipal Water District to conduct a Classification and Compensation Study. Evergreen will perform the following tasks: revise and develop classification specifications and job descriptions; conduct a market survey of comparable water districts and other public agencies; collect and analyze labor market total compensation data; evaluate existing internal salary relationships and make appropriate recommendations; review the current salary schedule structure and make recommendations for improvements; and prepare a final report. Note: This project is nearing completion. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 27 Total Compensation and Benefits Study Calaveras County Water District, California Evergreen was hired by the Calaveras County Water District to conduct a Total Compensation and Benefits Study. Evergreen performed the following tasks: conducted a comprehensive compensation survey and analysis; assessed the current compensation plan and made recommendations for changes; made recommendations covering special compensation issues including seniority, promotions, and ongoing maintenance; conducted a survey and analysis of the District’s benefits offerings in comparison with the market study; and presented the findings and final report to the Board of Directors. Compensation and Benefits Study Daphne Utilities, Alabama Evergreen Solutions was engaged with Daphne Utilities (DU) to conduct a Compensation and Benefits Study. Evergreen conducted a comprehensive labor market salary and benefits survey in order to update DU’s pay plan to better address current issues with retention and recruitment. Classification and Compensation Study Riviera Utilities, Alabama Evergreen Solutions was retained by Riviera Utilities to conduct a Classification and Compensation Study. Evergreen conducted an evaluation of the Utilities’ current compensation structure and procedures and reviewed the market competitiveness of pay ranges and the benefits program in order to further promote and retain a diverse and competent workforce. The primary objectives of the study were to: review the existing compensation plan and classification structure to ensure that all positions are internally equitable and externally competitive; conduct a survey with comparative utilities and communities on salaries, pay structure, pay policies, and benefits; provide recommendations for revisions to the compensation plan, benefit program, and pay policies; and deliver a classification and compensation procedural manual to objectively evaluate new or revised positions following the conclusion of the study. The manual will include guidance for compensation practices including, COLA increases, spot bonuses, performance increases for individuals above the maximum of their salary range, determination of starting pay for new hires, criteria for percent pay increases based on performance, promotions, and demotions. Evergreen further assisted Riviera Utilities in presenting the results of the study to the management team, Board, and employee groups, assisting with strategy recommendations for an employee communications plan, and responding to employee inquiries about the study during and after implementation. Note: Evergreen was again hired in 2023 to conduct a Classification and Compensation Plan Update. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 28 Market Salary Survey Peace River Manasota Regional Water Supply Authority, Florida Evergreen Solutions consultants conducted a comprehensive market salary survey for the Authority which included 16 market peers and all 46 job classifications within the Authority. The study focused on the average salary ranges offered by the market for selected benchmark positions. The data collected was used to evaluate the overall pay structure, summarize overall market competitiveness, and capture the current highs and lows of the Authority’s pay plan at a fixed point in time. Note: Evergreen was again retained in 2023 to conduct a Pay and Classification Study. Classification and Compensation Study Englewood Water District, Florida Evergreen Solutions was retained by the Englewood Water District to conduct a Classification and Compensation Study. The objectives of the study were to: review current job classification grades; have an equitable salary and benefit package to attract and retain qualified employees; provide a fair and equitable salary and benefit package to all District employees; and establish a salary structure that enables the District to maintain a competitive position with other cities and entities within the same geographic area. Total Compensation Study Southwest Florida Water Management District Evergreen Solutions was retained by Southwest Florida Water Management District (District) to assist with a total compensation study. The study focused on the market competitiveness of the District’s pay structure and used a combination of internal and external data analysis to form recommendations geared toward ensuring the continued success of the District in recruiting and retaining qualified employees. The result of the study was a sound compensation plan that conformed to the needs and characteristics of the District. By nature, the study focused on internal and external equity. To address equity internally, the study involved focus groups, current salary and benefits analyses, and a review of position duties throughout the internal hierarchy. To assess external equity, Evergreen conducted a comprehensive assessment of compensation trends amongst the District’s market peers. In the end, a number of recommendations were made by the Evergreen Team on how employees would 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 appropriate mix of pay and benefits for District employees; how often the District should adjust pay scales and survey the market; timing of implementation; and on how to keep the system fair and competitive over time. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 29 Compensation Study Southwest Florida Water Management District Evergreen was again retained by the Southwest Florida Water Management District (District) to provide a comparison of job classifications to its competitive market peers and provide recommendations on how the District can move forward and manage more effectively its salary structure. Note: Prior to this study, Evergreen conducted a FLSA Audit for the District. FLSA Audit and Salary Survey South Florida Water Management District Evergreen Solutions was retained by South Florida Water Management District (SFWMD) to conduct a FLSA Audit of all positions and a Salary Survey. Evergreen reviewed current job descriptions to determine FLSA. If uncertainties existed, SFWMD followed up with the employee to gather additional information in order for Evergreen’s consultants to make an FLSA determination. For the salary survey, Evergreen reviewed the existing pay structure and looked for potential problems and issues to be resolved; determined the strengths and weaknesses of the current pay plan(s) for employees; completed an assessment of current conditions that detailed the pros and cons of the current system as well as highlighted areas for potential improvement; identified the list of 60 classifications (benchmarks) to include in the labor market survey; identified up to 20 peer organizations to include in the salary survey; collected and entered survey results into Evergreen’s electronic data analysis tools; validated all data submitted; determined the proper pay plan(s) for employees, including number of grades, steps, and ranges, based on findings from market salary survey; and prepared and submitted a final report that identified the new pay plan(s) and the costs associated with implementing the new plan. Compensation Study St. Johns River Water Management District, Florida Evergreen Solutions was hired by the City of Kissimmee to conduct a Salary Survey for the St. Johns River Water Management District (District). The District is responsible for managing groundwater and surface water resources in all or part of 18 counties in northeast and east–central Florida. The District has 591 positions located in Jacksonville (27 positions), Palatka (398 positions), Maitland (47 positions), Palm Bay (81 positions), and several field stations (38 positions). The objective of the study is provide the District with a comprehensive assessment of the market competitiveness of the District’s salaries by collecting data, performing an analysis, evaluating that data, and providing a comprehensive report of its findings. Evergreen will review the District’s pay structure (pay plan) to assess its appropriateness and make recommendations for changes to this structure, if warranted. Note: Evergreen previously conducted a Compensation Study for the District. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 30 Compensation Study Tampa Bay Water Authority, Florida Evergreen Solutions was retained by Tampa Bay Water to conduct a comprehensive evaluation of their compensation equity, plans, and practices. Emphasis was placed on market equity and the status of the Organization’s pay plan vis-à-vis the external labor market. A salary survey including public and private sector peers was conducted and recommendations were made to improve competitiveness. Note: Evergreen previously conducted a Compensation and Classification Study for Tampa Bay Water Authority in 2007. Pay Plan, Classification and Compensation Study and Analysis Okaloosa Gas District, Florida Evergreen Solutions was retained by the Okaloosa Gas District to conduct a Pay Plan, Classification and Compensation Study and Analysis. Evergreen performed the following tasks: developed and designed a compensation philosophy that aligned with the District’s strategic plan, operations and complemented its vision to be the “employer of choice”; conducted a comprehensive analysis of the current compensation program and made recommendations for improvement and suggested plans to address issues including but not limited to: target comparison market, internal equity assessment, competitive salary analysis, index of standard for cost-of-living comparison, and strategies for critical skill recruitment and retention; created and proposed a classification structure with recommendations for assignment for all positions within this structure commensurate with level of complexity, responsibility, knowledge, skills and abilities, and/or other compensable factors; identified comparable organizations and competitive labor market comparisons for position classifications and conducted a full compensation survey, complete with recommendations and cost of implementation; analyzed existing compensation, identified recommendations for review and proposed implementation methods to address issues/concerns; recommended compensation levels, range spread, and range placement for positions based on market survey and internal analysis; and provided alternative methods to address internal inequities, pay compression, retention, hard to fill positions and market adjustments. Note: Evergreen was again hired in 2023 to conduct a Classification and Compensation Plan Update. Employee Total Compensation Study Loxahatchee River District, Florida The Loxahatchee River District retained Evergreen Solutions to conduct an Employee Total Compensation Study to evaluate the current marketplace competitiveness of the District’s employee salary and benefits compensation practices and to provide recommendations to ensure that the District’s employee total compensation plan was sufficiently adequate to attract and retain a qualified and productive workforce. As part of the study, Evergreen Solutions evaluated the District’s existing wage and salary ranges and employee benefits plan; evaluated the current market competitiveness of the District’s wage and salary ranges for all job classifications; evaluated the current market competitiveness of the District’s employee benefits plan; and made recommendations for adjustment of the District’s wage and salary ranges for all job classifications and for modifications to the employee benefits plan to ensure their market competitiveness. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 31 Total Compensation Study Loxahatchee River District, Florida Evergreen Solutions was again retained by Loxahatchee River District to conduct a Total Compensation Study. The purpose of the study was to evaluate the competitiveness of the District’s salary and benefits compensation practices and provide recommendations to ensure that the District’s total compensation plan was sufficient to attract and retain a qualified and productive workforce. Compensation Study Lake Apopka Gas District, Florida Evergreen Solutions was engaged with the Lake Apopka Gas Natural District (District) conduct a Compensation Study. Evergreen’s consultants surveyed peers to determine whether the District’s salaries were competitive in the market so recommendations could be made to better retain and recruit talented workers. Note: Evergreen was again hired in 2024 to conduct a Compensation Plan update for the District. Pay and Classification Study Florida Keys Aqueduct Authority Evergreen Solutions was engaged with the Florida Keys Aqueduct Authority (FKAA) to conduct a Pay and Classification Study. Evergreen conducted a comprehensive analysis of FKAA’s compensation and classification system including an evaluation of market competitiveness, as well as internal equity and classification accuracy for all FKAA employees. Note: Evergreen previously conducted a Position and Compensation Study for FKAA. Job Classification and Compensation Study Utilities Commission of New Smyrna Beach, Florida Evergreen Solutions was retained by the Utilities Commission of New Smyrna Beach (UCNSB), to conduct a Job Classification and Compensation Study. Evergreen’s consultants reviewed UCNSB’s compensation plan, including its salary schedule, and made recommendations for improvements. A new plan was recommended and Evergreen developed a proposal for implementing the plan. Evergreen’s consultants further reviewed all job descriptions to ensure proper job classifications and made recommendations for any classification revisions/adjustments, as needed. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 32 Employee Compensation Study Solid Waste Authority of Palm Beach County, Florida Evergreen Solutions was engaged with the Solid Waste Authority of Palm Beach County (Authority) to conduct an Employee Compensation Study. Evergreen conducted a market-based review and analysis of the Authority’s current compensation and classification structure to test the competitiveness of the salaries offered by the Authority, as compared to public and private employers in local and regional markets and benchmarked to the geographic labor market with which they competed. Evergreen consultants also reviewed existing classification/compensation structure and policies (i.e., method of determining individual salary ranges, calculating pay rates for promotions and demotions, methods for across-the-board pay increases and progression through pay ranges, etc.) to determine what policy revisions were necessary and assigned non-benchmark jobs to the pay structure (those jobs for which there was no data or limited market data) based on the Authority’s internal equity. Evergreen reviewed the current administrative and classification maintenance procedures and methods to ensure continued equity in the fairness and competitiveness of the salary plan and recommended modifications and assisted with the development of policy and prepared implementation strategy and cost analysis. Note: Evergreen continues to provide HR consulting services on an as needed basis for the Authority. Employee Classification and Compensation Survey Okeechobee Utility Authority, Florida Evergreen was retained by the Okeechobee Utility Authority (OUA) to conduct an Employee Classification and Compensation Survey. Evergreen analyzed and reviewed current OUA policies and procedures with respect to employee job classifications, pay and other benefits to retain and hire employees. As a final product, a report was generated to provide recommendations for updating OUA’s current classification and Compensation Plan. Compensation Study St. Lucie West Services District, Florida Evergreen was hired by the St. Lucie West Services District to conduct a Compensation Study for its 60 employees in 48 classifications. Evergreen will collect market salary data to ensure the District will be competitive with its peers and therefore, will allow better retention and recruitment of staff. Performance Evaluation Methodology Kissimmee Utilities Authority, Florida Evergreen Solutions was retained by the Kissimmee Utility Authority to provide a Performance Evaluation Methodology by completing the following tasks: collected and reviewed strategic and operational data; met with the General Manager to identify the operational elements that supported the Board’s strategic goals related to the role of the General Manager; and designed and validated a Performance Evaluation System and reporting structure for use by Human Resources. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 33 Executive Compensation and Classification Study Keys Energy Services, Florida Evergreen Solutions was hired by Keys Energy Services in South Florida to conduct a Salary and Position Classification Study for its executive staff. 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 organization. Finally, a detailed plan was developed to provide the organization with specific steps to implement an equitable and competitive compensation plan. Salary and Position Classification Study Keys Energy Services, Florida As a follow up to the Salary and Positions Classification Study, Keys Energy Services retained Evergreen again to assist with a comprehensive review of its performance management system. Based on data collected through focus groups, employee surveys, interviews, and best practices, a new performance management system was developed. The system combined each level of the organization including the individual, department, and organizational levels. Note: Evergreen Solutions was again hired by Keys Energy Services to complete a Salary Survey of all Union Positions. Update to Classification and Compensation Plan Keys Energy Services, Florida Evergreen was again hired by Keys Energy to update its classification and compensation plan to ensure internal and external equity within the organization. Evergreen made the necessary recommendations to revise the current classification and compensation plan. Note: Evergreen was again hired in 2023 to update Keys Energy Services classification and compensation plan. Compensation and Classification Study Ft. Pierce Utilities Authority, Florida The Fort Pierce Utilities Authority (FPUA) retained Evergreen Solutions to conduct a Compensation and Classification Study with a strong emphasis on internal and external equity. As part of the study, Evergreen Solutions collected and reviewed current environmental data present at FPUA; conducted a market salary and benefits survey and provided feedback regarding current market competitiveness; conducted a classification analysis to assess internal equity and the efficiency of the current classification plan; developed strategic positioning recommendations using market data and best practices; developed a compensation structure and cost transition schedule; and developed and submitted draft and final reports summarizing findings and recommendations. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 34 Salary, Benefit, and Position Reclassification Study Toho Water Authority, Florida The Evergreen Solutions Team was hired by the Toho Water Authority to conduct a Salary, Benefits, and Position Classification Study including all positions and provide recommendations for implementation of a revised pay plan. The study included all employees and classifications in the Authority. 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 and benefits survey of local and regional employers to assess the market competitiveness of the Authority. Finally, a detailed plan was developed to provide the Authority with specific steps to implement an equitable and competitive compensation plan. Human Resources Compensation Study Florida Municipal Power Agency, Florida Evergreen was hired by Florida Municipal Power Agency (FMPA) to conduct a Human Resources Compensation Study. Evergreen reviewed FMPA’s compensation plan, conducted a market salary survey to determine external equity, made recommendations for improvements to the current pay plan, reviewed job descriptions to ensure internal equity, and assisted in updating job descriptions based on findings from the job analysis and market survey. Note: Evergreen was rehired in 2025 to conduct a Compensation Study Market Salary Survey Douglasville-Douglas County Water and Sewer Authority, Georgia Evergreen was hired in 2024 by the Douglasville-Douglas County Water and Sewer Authority to conduct a Market Salary Survey. Evergreen will identify up to 15 peer organizations for the salary survey; collect and analyze salary survey data; prepare a draft summary of results and recommendations; and present results to leadership. Note: Evergreen was previously hired by the Douglasville-Douglas County Water and Sewer Authority on two separate occasions to conduct a similar study. Evergreen was again hired in 2025 to conduct a Compensation and Benefits Study. Compensation and Benefits Study Newton County Water and Sewerage Authority, Georgia Evergreen was hired by Newton County Water and Sewerage Authority (NCWSA) to conduct a compensation and benefits study. Evergreen performed the following tasks: reviewed and provided updates to NCWSA’s current salary structure, conducted a market salary and benefits survey, produced a revised or new pay scale, and developed recommendations for a maintenance program for NCWSA staff to sustain the recommended compensation system/structure. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 35 Classification and Compensation Study and Analysis Clayton County Water Authority, Georgia Evergreen Solutions was retained by the Clayton County Water Authority (CCWA) to conduct a Classification and Compensation Study and Analysis. The objectives of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth (i.e. career ladders); provide justifiable pay differential between individual classes; ensure proper organizational alignment between classifications and designated departments; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas. Note: Evergreen was again hired in 2025 to conduct a Salary Survey. Compensation Study - Cobb County Marietta Water Authority, Georgia Evergreen Solutions was retained by the Cobb County-Marietta Water Authority (CCMWA) to conduct a Compensation Study. Evergreen’s consultants assessed the current market position for CCMWA to ensure that classifications as well as incumbents were placed in a market-responsive manner. Total Compensation Study Brunswick-Glynn Joint Water and Sewer Commission, Georgia Evergreen Solutions was engaged with the Brunswick-Glynn Joint Water and Sewer Commission (BGJWSC) to conduct a Total Compensation Study. The study provided options for a classification and total compensation plan, including an implementation strategy, which will achieve the following objectives: ensure fair and equitable compensation relationships with BGJWSC; maintain pay equity compliance; ensure competitiveness with the external market; develop strategies to increase recruitment and retention rates; provide insights and suggestions for improving employee relations regarding total compensation; account for both internal and external equity measurements; enable easy maintenance by the BGJWSC staff post implementation; and keep level of fiscal impact of the recommendations and implementation options to a level that can be managed over time. Classification and Compensation Study Lumpkin County Water and Sewerage Authority, Georgia Evergreen Solutions was retained by Lumpkin County Water and Sewerage Authority (Authority) to conduct a Classification and Compensation Study for its six employees. Evergreen consultants performed the following: analyzed the Authority’s current salary structure (pay plan); collected classification information through the Job Assessment Tool (JAT) process; developed recommendations for improvements to the classification structure; conducted a market salary survey and analyzed results; recommended revisions/updates to the current pay plan; developed the appropriate method for transitioning employees’ salaries into the revised/updated competitive pay plan; developed draft and final reports; and reviewed and updated job descriptions. Note: Evergreen previously conducted a Compensation Study for the Authority. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 36 Compensation Review and Update of a Pay and Classification System City of Marietta – Board of Lights and Water Georgia Evergreen Solutions was engaged with the City of Marietta/Board of Lights and Water to conduct a Review and Update of a Pay and Classification System. Evergreen performed the following tasks: evaluated job descriptions for all full-time and part-time single incumbent positions and recommended appropriate job classification, FLSA classification, and salary range; updated and/or created full-time and part-time classification specifications as needed to uniformly reflect distinguishing characteristics, FLSA status, essential functions, minimum qualifications, working conditions, license requirements, regulatory requirements, certifications, and competencies required to do the job (knowledge, skills, and physical abilities); conducted a full market analysis of take-home pay with comparable labor market including both private, when applicable, and public sector (locally, regionally, and statewide) using an approved peer group with a focus on actual take-home pay; established a consistent and competitive market position that the City could strive to maintain that aligned with the City’s compensation philosophy; reviewed and provided an assessment on the competitiveness of the City’s entire benefits package (including annual/vacation leave, sick leave, holidays, health, dental, life, disability, retirement, tuition reimbursement, etc.); designed and recommended an implementation strategy (including cost) and a maintenance strategy, including policy revisions or additions for the updated compensation system with the lowest financial impact on the City and greatest gain to positions that fell outside of a designated range; included any best practice recommendations that would positively impact hiring or retention; and provided training to appropriate City staff on the utilization and maintenance of the system. Classification and Compensation Study Henry County Water Authority, Georgia Evergreen was hired by the Henry County Water Authority (HCWA) to conduct a Classification and Compensation Study. Evergreen conducted a job analysis to determine internal equity as well as a salary survey to determine whether HCWA was competitive in the market. Compensation Study Greenville Water, South Carolina Evergreen Solutions was retained by Greenville Water to conduct a Compensation Study. Evergreen selected benchmarks and peer organizations to survey for wages in comparison to the market and provided recommendations regarding changes to the current pay plan. Note: Evergreen previously conducted a Comprehensive Classification and Compensation Study for Greenville Water. Compensation Study City of Orangeburg, Department of Public Utilities, South Carolina Evergreen Solutions was engaged with the City of Orangeburg, Department of Public Utilities (DPU) to conduct a Compensation Study. Evergreen’s consultants evaluated the current pay plan for DPU as compared to the job market for comparable positions in other utilities, and the private sector. Based on the results of the survey, Evergreen recommended a revised pay plan for DPU. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 37 Classification and Compensation Study Powdersville Water, South Carolina Evergreen was retained by Powdersville Water to conduct a Classification and Compensation Study. The scope of work will consist of evaluating the existing compensation and classification system; holding focus groups with a sample of employees to obtain additional relevant information and statistical/anecdotal data on specific compensation issues and policies; building a classification plan using Evergreen Solutions’ Job Assessment Tool (JAT) and Management Issues Tool (MIT); conducting a market salary survey; producing a revised or new pay scale that best meets the needs of Powdersville Water from an internal and external equity standpoint; providing a clear framework for compensation plan updates every 3-5 years; and developing recommendations and guidelines for continued administration and maintenance of the compensation system. Note: This project is nearing completion. Human Resources Job Analysis Consulting Service Charlotte Water, North Carolina Evergreen was retained by Charlotte Water to conduct a Human Resources Job Analysis Consulting Service. Evergreen conducted a preliminary evaluation on the classification plan. Evergreen identified appropriate benchmarking standards and conducted statistical and anecdotal research into current environment within Charlotte Water. Evergreen updated existing class descriptions and created new class descriptions as needed, ensuring FLSA and ADA requirement satisfaction, and provided recommendations. Classification and Compensation Study and Benefits Survey Cape Fear Public Utility Authority, North Carolina The Cape Fear Public Utility Authority, located in Wilmington, North Carolina, hired Evergreen Solutions to conduct a comprehensive classification and compensation study to determine the organization’s relative market position with respect to both compensation and benefits. The inclusion of benefits in this analysis was important to note because it made the evaluation of “total compensation” the ultimate goal. Understanding the organization’s compensation mix between salaries and benefits was vital. The study included a complete classification analysis using Evergreen Solutions’ Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions. The study concluded with a series of findings and recommendations in a written report which was designed to identify and recommend resolution of any inequities in the system and, if necessary, update the existing classification structure. Classification and Compensation Study Greensville County and Greensville County Water and Sewer Authority, Virginia Evergreen Solutions was retained by Greensville County and Greensville County Water and Sewer Authority (GCWSA) to conduct a Classification and Compensation Study. Evergreen conducted a review of the current classification and compensation system by conducting a job analysis, evaluating the current system, assessing job descriptions, conducting a market survey, and Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 38 recommending changes to the current system. In the end, Evergreen provided recommendations for the ongoing internal administration and maintenance of the proposed compensation and classification plan. Classification and Compensation Study Rivanna Water and Sewer Authority and Rivanna Solid Waste Authority (Rivanna Authorities), Virginia Evergreen Solutions was retained by the Rivanna Water and Sewer Authority and Rivanna Solid Waste Authority (Rivanna Authorities) to conduct a Classification and Compensation Study. Evergreen conducted a comprehensive review of the salary pay systems and classification systems for general employees for Rivanna Authorities and made recommendations for any necessary adjustments. Evergreen took into consideration the duties, responsibilities, education requirements and other relevant factors of each position and classification. Existing job descriptions were revised as well as new job descriptions prepared, based on the findings of the job analysis. The Rivanna Authorities’ competitive market was surveyed to ensure that the Rivanna Authorities’ compensation remains competitive for the recruitment of new employees, the retention of current employees at all levels and is competitive with any competing employers. Compensation Study Rivanna Water and Sewer Authority and Rivanna Solid Waste Authority (Rivanna Authorities), Virginia Evergreen Solutions was again engaged with the Rivanna Water and Sewer Authority and the Rivanna Solid Waste Authority (aka “Rivanna Authorities”) to conduct a Compensation Study. Evergreen performed a market and benefits survey for all current classifications and salaries. Benefits data included health insurance rates, merit, differentials, and bonuses. Evergreen also evaluated pay policies and practices for pay adjustments in order to develop a pay range. This included recommendations for ongoing pay adjustments, ongoing pay scale maintenance, future market adjustments, merit increase adjustments and promotions. Lastly, Evergreen reviewed the current performance-based merit pay system in order to update, modify, or replace the system with a new evaluation system to rate employee performance. Classification and Compensation Study Southeastern Public Service Authority, Virginia Evergreen Solutions was engaged with the Southeastern Public Service Authority (SPSA) to conduct a Classification and Compensation Study for due to significant organizational changes that had occurred within SDPSA since 2008. The objectives of this study were to allow SPSA to attract and retain qualified workers who would be paid equitable salaries; to provide equitable salaries for all workers of SPSA; and to provide SPSA with a salary structure that would enable SPSA to maintain a competitive position with other governmental and business entities within a regional geographic area. Evergreen consultants conducted a comprehensive classification analysis using the Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions. An assessment of external equity, including a salary survey of competing organizations, Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 2 - 39 was also conducted. The study concluded with a series of findings and recommendations that were designed to alleviate any strains on the system and, if necessary, redesign the existing system in place for the SPSA. Comprehensive Classification and Compensation Study Henry County Public Service Authority, Virginia Evergreen Solutions was retained by Henry County’s Public Service Authority (PSA), to conduct a Comprehensive Classification and Compensation Study. The study identified best practices for recruitment and retention strategies as well as a review of pay plan practices which included a comparative analysis of PSA’s job descriptions, associated pay scales, and a pay compression analysis. Evergreen’s consultants performed an analysis of PSA’s compensation plan to determine market competitiveness. Compensation Survey Susquehanna River Basin Commission, Pennsylvania Evergreen Solutions was hired by the Susquehanna River Basin Commission (SRBC) to conduct a Compensation Survey. Evergreen consultants began this engagement by reviewing pertinent data related to the project provided by SRBC. After a preliminary evaluation, the Evergreen Team worked with SRBC to identify a list of benchmarks to conduct market and benefits surveys. Based on the data obtained from the surveys, Evergreen developed a report of findings and recommendations, as well as recommendations to sustain the suggested compensation plan. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 03 PROJECT TEAM AND MANAGEMENT Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 1 In this section, we provide you with the qualifications of our proposed project team through summary resumes. Detailed resumes are available upon request. 3.1 Proposed Project Team Exhibit 3-1 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 Compensation and Classification Study so that there will be no confusion as to who is responsible for any aspect of this engagement with the City of Denton. Exhibit 3-1 Proposed Project Management Organization and Personnel Assignments EVERGREEN SOLUTIONS Project Consultants Mr. Michael Misrahi Ms. Maribeth Platis Ms. Tara Tabachnik EVERGREEN SOLUTIONS Project Principal Dr. Jeff Ling, CCP EVERGREEN SOLUTIONS Project Director Mr. Mark Holcombe, PMP, SHRM-SCP CITY OF DENTON, TX Project Manager to be Determined 03 PROJECT TEAM AND MANAGEMENT Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 2 City of Denton 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. 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 CPM. 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), conduct a salary survey, review and revise job descriptions, 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 Compensation and Classification Study for the City of Denton. 3.2 Key Personnel The following paragraphs provide a summary of each team member’s qualifications and experience related to his/her role in this engagement. PROJECT PRINCIPAL - DR. JEFF LING, CCP 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. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 3 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. 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 includes: • Compensation/Classification– He developed the methodology and techniques for organizations to employ for successful data collection and implementation based on internal and external equity needs. He has been the Project Principal for numerous projects related to classification and/or compensation. Note: He has served as the Project Principal or Project Director for more than 1,500 public sector projects related to Classification and/or Compensation, including more than 100 in the State of Texas. • 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, statistical analysis, technological innovations, and political economy at various universities. PROJECT DIRECTOR - MR. MARK HOLCOMBE, SHRM-SCP, PMP Mr. Mark Holcombe has more than ten years of management and consulting experience and is recognized as a certified Project Management Professional (PMP) and a SHRM Senior Certified Professional (SHRM-SCP). He has been at Evergreen Solutions more than eight years, during which time he has been promoted through the organization and has led Evergreen's largest local government practice for the past two years. His academic foundation in micro and macroeconomics, combined with his experience leading a business before joining Evergreen, has given him significant experience in leading teams, modeling and controlling costs, and working to provide a product that meets the needs of all stakeholders. This experience has been instrumental in ensuring that his team is able to translate complex and comprehensive data into actionable insights for his clients. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 4 At Evergreen, Mr. Holcombe's emphasis has been in compensation and classification studies of varying size and scope. He has led projects with cities and counties, colleges and universities, K-12 school districts, transportation organizations, and statewide government organizations. Some of his principal areas of expertise are: • Refining client compensation and classification systems, ensuring alignment with HR best practices and meeting specific client needs. • Leading initiatives focusing on market competitiveness for large and complex public sector clients. • Constructing reports and visuals to share complex findings in an approachable way. • Crafting complex cost models to facilitate accurate budgetary projections for clients. • Assessing market data, synthesizing information from a variety of sources to provide comprehensive compensation insights. • Redesigning classification systems to modernize and streamline titling conventions for entire organizations or within job families. • Conducting reviews centered around gender and racial equity in compensation systems, ensuring their adherence to local, state, and federal laws and regulations. Because Mr. Holcombe has directed more than 250 HR projects since joining Evergreen, the following is just a sample of some of the public sector projects he has been involved with in the Western portion of the country: a Compensation and Classification for the City of Denton, TX; a Compensation Study for the City of Buda, TX; a Classification and Compensation Study for the City of Montgomery, TX; a Classification and Compensation Study and Analysis for Taylor County, TX; a Classification and Compensation Study for the City of Alpine, TX: a Compensation Study and FSLA Review for the City of La Porte, TX; a Compensation and Benefits Study for the City of Portland, TX; a Compensation Benchmarking and Structure Analysis for the City of Seguin, TX; a Classification and Compensation Study for the Town of Prosper, TX; a Classification and Compensation Study for the City of Mont Belvieu, TX; an Equity and Compensation Study for the City of Three Rivers, TX; a Classification and Compensation Study for the City of Beaumont, TX; a Compensation Study for the City of Duncanville, TX; a Compensation/Salary Survey for the City of Freeport, TX; a Classification and Compensation Study for the City of Cleburne, TX; Salary Survey Consulting Services for Brazoria County, TX; a Compensation Study for the City of Wharton, TX; a Compensation Study for the City of Big Spring, TX; a Comprehensive Classification and Compensation Study for the City of Odessa, TX; a Compensation Study for the City of Brownsville, TX; a Compensation and Benefits Study for the City of Fair Oaks Ranch, TX; a Compensation and Classification Study for the City of League City, TX; a Wage and Compensation Study for Jefferson County, TX; a Compensation Study for Aransas County, TX; a Classification and Compensation Study and Analysis for Waller County, TX; a Classification and Compensation Study for the City of Kingsville, TX; a Compensation Study and Analysis for the City of Wichita Falls, TX; a Classification and Compensation Study and Analysis for Matagorda County, TX; a Compensation for Brazos River Authority, TX; a Compensation and Classification Study and Organizational Review of the RSMU Department for Brazos River Authority, TX; a Compensation Study for Brownsville Community Incentive Corporation, TX; a Classification and Compensation Study for the City of Albuquerque, NM; a Classification and Compensation Study/ Gender Pay Equity Analysis for the City of Santa Fe, NM; a Compensation and Benefits Study for the Middle Rio Grande Conservancy District, NM; a Compensation Study for Grand County, CO; a Compensation and Classification Study for Garfield County, CO; a Classification and Compensation Study for the City of Prescott, AZ; A Compensation Study for the City of Flagstaff, AZ: a Classification, Compensation, and Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 5 Benefits Study for Yavapai County, AZ: a Compression Analysis and Pay Equity Study for the Town of Prescott Valley, AZ; a Classification and Compensation Study for the City of Yucaipa, CA; a Comprehensive Compensation Study for the City of Crescent City, CA; a Classification and Compensation Study/Organizational and Operational Review for the City of Beaumont, CA; a Consultant Services for a Study of the City’s Compensation Plan and Benefits for the City of Sangar, CA; a Classification and Compensation Study Services for the City of Santa Ana, CA; a Classification and Compensation Study for the City of West Hollywood, CA; a Classification and Compensation Study for the City of Thousand Oaks, CA; a Comprehensive Classification and Compensation Study for the City of Camarillo, CA; a Classification and Compensation Study for the City of Fresno, CA; a Total Compensation Study for the City of Moorpark, CA; a Compensation Study for the Long Beach Management Association, CA; a Compensation Review for Mariposa County, CA; a Classification and Compensation Study Services for the City of Bell Gardens, CA; a Classification and Compensation Study for Inyo County, CA; a Compensation Study for the City of Bend, OR; a Professional Technical and Expert Services for the City of Portland, OR; a Classification and Compensation Study for the City of Ridgefield, WA; and a Job Classification Market Study for the City of Bellingham, WA. Note: In many of these studies, the Electric/Utility Department was included in the overall study. Mr. Holcombe holds a Bachelor's Degree with a dual major in Economics and Criminology from Florida State University. He is a certified Project Management Professional (PMP) and holds a SHRM- SCP certification. PROJECT CONSULTANT - MR. MICHAEL MISRAHI Mr. Michael Misrahi is a Project Manager who has been with the firm for more than eight years. During that time, he has served as a Consultant or Project Lead on more than 100 HR consulting projects. He has extensive experience in the development and modification of compensation and classification plans, policies, and practices for organizations varying in size from a few dozen employees to several thousand. Mr. Misrahi also served as the Compensation Manager at the University of Central Florida, where he oversaw a team of compensation analysts, and was responsible for administering the University’s compensation structure for over 10,000 employees. Because Mr. Misrahi has participated in more than 200 HR studies since joining Evergreen, the following is just a sample of some of his public sector work: a Pay for Performance and a Salary Survey for City of Mont Belvieu, TX; a Compensation and Classification Study for the City of Pearland, TX; a Comprehensive Compensation and Benefits Study for the City of Sachse, TX; a Classification and Compensation Study for the City of Pflugerville, TX; a Pay and Classification Study for the City of Fredericksburg, TX; a Classification and Compensation Study for the City of Seguin, TX; a Comprehensive Compensation and Benefits Study for City of Rowlett, TX; a Wage and Compensation Study for Jefferson County, TX; Classification and Compensation Consulting Services to the City of Albuquerque, NM; a Compensation Study for Town of Sahuarita, AZ; a Classification and Compensation Study for the Town of Prescott, AZ; a Compression Analysis and Pay Equity Study for the Town of Prescott Valley, AZ; a Classification and Compensation Study and Organizational and Operational Review for the City of Beaumont, CA; a Competency Model, Classification Analysis and Compensation Study for the City of West Hollywood, CA; Compensation and Benefits Evaluation Services for Beach Cities Health District, CA; a Classification and Compensation/Benefits Study for the San Luis Obispo Regional Transit Authority, CA; a Classification and Compensation Study for Ouray County, CO; a Compensation Study for Grand County, CO; a Compensation and Classification Study for Garfield County, CO; a Comprehensive Compensation Study for Shawnee County, KS; an Employee Classification and Compensation Study for the City of St. Louis, MO; a Compensation Study for the County of Montgomery, PA; a Compensation Study for Laurens County, SC; a Job Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 6 Classification and Compensation Study for the City of Baltimore, MD; a Classification and Compensation Study for Frederick County, MD; a Classification and Compensation Study for Howard County, MD; a Classification and Compensation Study for Frederick County, MD; a Compensation Study for the County of York, VA; a Classification and Compensation Plan for the City of Petersburg, VA; a Classification and Compensation Study for Loudoun County, VA; Consulting Services for a Compensation Program Transition for the City of Newport News, VA; a Simple Comparison and Blended Market Comparison/Competency Market Analysis for the North Carolina League of Municipalities; a Comprehensive Classification and Compensation Study for the Kentucky League of Cities; a Classification, Compensation and Benefits Study for the Town of Kiawah Island, SC; a Classification and Compensation Study for the City of Douglasville, GA; a Classification and Compensation Study for the City of Atlanta, GA; a Compensation and Benefits Study for the City of St. Cloud, FL; a Classification and Compensation Study for the City of Sebring, FL; a Compensation Study for Santa Rosa County, FL; a Classification and Benefits Study for the City of Key West, FL; a Compensation and Classification Study for the City of Sarasota, FL; a Review of Compensation for the Fire Department for Sarasota County, FL; a Compensation Study for Osceola County, FL; Classification and Compensation Services for the City of Dunedin, FL; a Compensation Study for the City of North Miami Beach, FL; a Pay and Classification Study for the City of Doral, FL; a Classification and Compensation Study for the City of Lake City, FL; a Pay and Classification Study for Bay County, FL; a Compensation and ERP Study for Miami-Dade County, FL; a Pay and Classification Study for Gulf County, FL; Compensation Consultant Services for the City of Coral Springs, FL; a Salary Study for Highlands County, FL; a Compensation Study for Brevard County, FL; a Classification and Compensation Study for Monroe County and the Monroe County Sheriff’s Office, FL; a Compensation Study for Sarasota County, FL; a Salary and Benefits Review for Hernando County, FL; a Classification and Compensation Study for Pinellas County, FL; a Classification and Compensation Study for Palm Beach County, FL; a Pay and Classification Study for Martin County, FL; a Compensation Study for the City of Kissimmee, FL; a Classification and Compensation Study for the City of Zephyrhills, FL; a Compensation Study for the City of Fort Myers, FL; and a Compensation and Classification Study for the Town of Davie, FL.. Note: In many of these studies the Electric/Utility Department was included in the overall study. Mr. Misrahi has an MBA and a Bachelor’s degree in History from Florida State University. PROJECT CONSULTANT - MS. MARIBETH PLATIS Ms. Maribeth Platis is a Consultant with Evergreen Solutions. She brings a wealth of expertise in data analysis, market salary and benefits surveys, and crafting customized compensation structures for public sector clients. She has developed a wide-ranging portfolio that spans the continental United States to include both local and federal government entities, as well as public transportation authorities. She has built a reputation for delivering excellent customer service and thoughtful recommendations that meet the unique needs of each client she serves. A sample of some of the public sector projects that Ms. Platis has been involved with include: a Compensation and Classification Study for the Woodlands Township, TX; a Classification and Compensation Study for Randall County, TX ;a Compensation and Benefits Survey and Analysis for the City of Deer Park, TX; a Wage and Compensation Study for Jefferson County, TX; a Compensation Study for the City of Duncanville, TX; a Compensation and Classification for the City of Denton, TX; a Classification and Compensation Study for the City of Cleburne, TX; a Comprehensive Classification and Compensation Study for the City of Odessa, TX; a Classification and Compensation Study for the City of Montgomery, TX; a Comprehensive Market Salary and Benefits Study for the City of Missouri City, TX; a Compensation and Classification Study for the City of League City, TX a Compensation Study for the City of Duncanville, TX; a Compensation Study for the City of Pearland, TX; a Classification and Compensation Study for the Town of Prosper, TX; a Compensation for Brazos River Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 7 Authority, TX; a Classification and Compensation Study for the City of Albuquerque, NM; a Classification and Compensation Study/ Gender Pay Equity Analysis for the City of Santa Fe, NM; a Compensation/Pay Equity Analysis for Prescott Valley, AZ; a Classification, Compensation, and Benefits Study for Yavapai County, AZ; a Classification, Compensation, and Benefits Study for the City of Beaumont, CA; a Compensation, Classification, Benefits, and Competency Study for West Hollywood, CA; a Comprehensive Classification and Compensation Study for the City of Camarillo, CA; a Classification and Compensation Study for the City of Thousand Oaks, CA; a Total Compensation Study for the City of Moorpark, CA; a Comprehensive Classification and Compensation Study for the City of Riverbank, CA; a Classification and Compensation Study for the City of Yucaipa, CA; a Classification and Compensation Study for Inyo County, CA; a Compensation Study for the Long Beach Management Association, CA; a Compensation Review for Mariposa County, CA; a Classification and Compensation Study for the City of Fresno, CA; a Job Classification Market Study for the City of Bellingham, WA; a Classification and Compensation Study for the City of Ridgefield, WA; a Compensation Study for the City of Bend, OR; a Professional Technical and Expert Services for the City of Portland, OR; a Classification and Compensation Study for the City of Leawood, KS; an Employee Classification and Compensation Study for the City of St. Louis, MO; a Compensation Study for the City of Dardenne Prairie, MO; a Compensation Study for the City of Fulton, MO; a Classification, Compensation, and Pay Equity Analysis for the City of Rochester, MN; a Compensation and Classification Review for the City of Cambridge, MA; a Compensation Study for the City of Seaford, DE; a Classification and Compensation Study for the City of Milford, DE; a Classification and Compensation Study and Time Use Study for Harford County, MD; an Employee Compensation and Classification Study for the City of Takoma Park, MD; a Classification and Compensation Study for Frederick County, MD; a Compensation Study for Allegany County, MD; a Compensation Study for the City of Baltimore, MD; a Compensation and Classification Study for the City of Hopewell, VA; a Classification and Compensation Study for the City of Falls Church, VA; a Compensation and Classification Study for the City of Norfolk, VA; a Compensation and Classification Study for the City of Petersburg, VA; Classification and Compensation Consulting Services to the City of Clarksville, TN; a Comprehensive Classification and Compensation Study for the City of Fayetteville, NC; a Classification and Compensation Study for the City of High Point, NC; a Comprehensive Total Compensation Study for the Town of Southern Pines, NC; a Wage Study for the Town of Mount Pleasant, SC; a Compensation, Classification, and Benefits Study for Kiawah Island, SC; a Classification and Compensation Study for the City of Mauldin, SC; a Classification and Compensation Study for DeKalb County, GA; a Compensation Study for Monroe County, GA; a Compensation Pay Study for the City of Douglasville, GA; a Classification and Compensation Study for Union City, GA; a Compensation, Classification, and Benefits Study for the City of South Fulton, GA; a Classification and Compensation Study for the City of Milton, GA; a Classification, Compensation and Benefits Study for the City of East Point, GA; a Job Classification and Compensation Plan Study for the City of Flowery Branch, GA; a Compensation Study for the City of Commerce, GA; a Classification and Compensation Study and Analysis for Columbus Consolidated Government, GA; a Compensation and Benefits Study for Douglassville- Douglas County Water and Sewer Authority, GA; a Compensation and Benefits Study for Newton County Water and Sewerage Authority, GA; a Classification and Compensation Study Analysis for Suwannee County, FL; a Classification Study for the City of Orlando, FL; a Compensation Study for Doral, FL; a Pay and Classification Study for the City of Jacksonville Beach, FL; a Classification and Compensation Study for the City of New Smyrna Beach, FL; a Compensation Study for Manatee County, FL; a Compensation Study for the City of North Miami, FL; a Compensation Study for the Florida Municipal Electric Association, FL; and a Compensation and Benefits Study for Loxahatchee River District, FL. Ms. Platis holds a Bachelor of Science in Business Administration from the University of Central Florida. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 3 - 8 PROJECT CONSULTANT - MS. TARA TABACHNIK Ms. Tara Tabachnik is a Consultant with Evergreen Solutions. She began her career at Evergreen as a Junior Analyst and has since developed exceptional skills and knowledge in Human Resources consulting that she applies in her current role as a Consultant. Since joining Evergreen, she has mastered the art of conducting market surveys and market research and has been a great resource to the project teams. She has taken on a lead role with Evergreen’s market survey efforts through the creation of Evergreen’s internal data team. She works closely with all project teams by conducting salary surveys, benefits surveys, staffing surveys, and market research for various types of clients. A sample of some of the more recent public sector projects that Ms. Tabachnik has been involved with include: a Classification and Compensation Study for Randall County, TX; a Classification and Compensation Study for the Town of Addison, TX; a Comprehensive Classification and Compensation Study for the City of Odessa, TX, TX; a Compensation and Classification for the City of Denton, TX; a Compensation Benchmarking and Structure Analysis for the City of Seguin, TX; a Compensation Study for Brazos River Authority, TX; a Classification and Compensation Study for the City of Albuquerque, NM; a Classification and Compensation Study/ Gender Pay Equity Analysis for the City of Santa Fe, NM; a Total Compensation Study for the City of Moorpark, CA; a Classification and Compensation Study for the Superior Court of California, County of Monterey, CA; a Classification and Compensation Study for the City of Fresno, CA; a Classification and Compensation Study for the City of Thousand Oaks, CA; a Classification and Compensation Study and Organizational and Operational Review for the City of Beaumont, CA; a Classification and Compensation Study for Inyo County, CA; Classification and Compensation Study Services for the City of Santa Ana, CA; a Competency Model, Classification Analysis, and Compensation Study for the City of West Hollywood, CA; a Job Classification Market Study for the City of Bellingham, WA; a Professional Technical and Expert Services for the City of Portland, OR; a Compensation and Classification Study for Garfield County, CO; a Classification and Compensation and Race/Gender Equity Study for the City of Salina, KS; a Classification and Compensation Study for the City of Leawood, KS; a Compensation Study for Sedgwick County, KS; an Employee Classification and Compensation Study for the City of St. Louis, MO; a Compensation Study for the City of Jefferson, MO; a Classification and Compensation Study for Jasper County, MO; a Classification and Benefits Study for the City of St. Peters, MO; a Compensation and Classification Review for the City of Cambridge, MA; a Compensation Consultation Services for Genesee County, NY; a Compensation Study for the City of Seaford, DE; a Classification and Compensation Study for the City of Milford, DE; a Classification and Compensation Study for Prince George’s County, MD; an Employee Compensation and Classification Study for the City of Takoma Park, MD; a Classification and Compensation Study for Harford County, MD; a Compensation Study for the City of Baltimore, MD; a Classification and Compensation Study for the City of Norfolk, VA; a Classification and Compensation Study for the City of Falls Church, VA; Consulting Services for a Compensation Program Transition for the City of Newport News, VA; a Market Salary Survey for the City of Rocky Mount, NC; a Wage Study for the Town of Mount Pleasant, SC; a Classification and Compensation Study for the City of Atlanta, GA; a Classification and Compensation Study for the City of Thomasville, GA; a Classification and Compensation Study and Analysis for Columbus Consolidated Government, GA; a Pay and Classification Study for the City of Jacksonville Beach, FL; a Compensation Study for the City of Boca Raton, FL; a Classification and Compensation Study for DeSoto County, FL; a Compensation Study for the City of Fort Myers, FL; and a Compensation and Benefits Study for the City of New Smyrna Beach, FL. Ms. Tabachnik has an MBA and a Bachelor’s Degree in Finance from Florida State University. Note: A team of experienced analytical and clerical support staff will contribute to this study, as needed. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 04 WORK PLAN AND METHODOLOGY Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 1 In this section, we provide our approach and methodology for conducting the Compensation and Classification Study for the City of Denton’s Municipal Electric (DME) Department; a detailed work plan─ identifying the tasks, activities, and milestones necessary to accomplish the deliverables in the scope of work of the Request for Quote; and our proposed timeline. 4.1 Approach and Methodology Evergreen Solutions is uniquely qualified to conduct the Compensation and Classification Study for the City of Denton’s Municipal Electric (DME) department 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, and the Human Resources staff 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. 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. 04 WORK PLAN AND METHODOLOGY Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 2 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. Kick Off Meeting - 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 and compensation 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 Plan - Communication is a critical component of any Compensation and Classification 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. Employee Orientation and Focus Groups - 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 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. Department Head (DME Management) Interviews - Evergreen staff conduct one-on-one interviews with department heads (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 heads and Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 3 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. Job Assessment Tool and Management Issue Tool - 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. Exhibit 4-1 Supervisor’s JAT Home Screen Source: Evergreen Solutions, 2025 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. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 4 Exhibit 4-2 Job Description and Responsibilities Source: Evergreen Solutions, 2025 Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 5 Exhibit 4-3 shows a similar page in which employees are asked to list the Essential Functions of their job using their current job description as a starting point (if available). 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. Exhibit 4-3 Job Functions Source: Evergreen Solutions, 2025 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. Preliminary Assessment - 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, compression, and range anomalies. The issues we identify in the assessment become core considerations in creating the potential solutions later in the process. Compensation - 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-à-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 Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 6 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. Market Salary Survey - 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. Benchmarks - 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. Targets - 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. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 7 Unifying the Solution - 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. 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. Compensation Administration Guidelines - 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; • how often to adjust pay scales and survey the market; • timing of implementation; and • how to keep the system fair and competitive over time. System Maintenance - 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 staff with all necessary tools and training to maintain the system over time. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 8 Based on client needs and industry best practices, Evergreen has developed a classification and compensation 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 clients to not only streamline, but also increase the fairness and transparency of regular classification and compensation 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 Source: Evergreen Solutions, 2025 Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 9 4.2 Detailed Work Plan The detailed work plan that Evergreen proposes to use to conduct the Compensation and Classification Study for the City of Denton’s Municipal Electric (DME) Department is provided in this section. Evergreen understands that the DME Department consists of 183 full-time employees across 100 classifications that will be included in the study. Our work plan consists of the following 11 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 Benchmarks and Approved List of Targets • Task 6: Conduct Market Salary 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 11: Provide Revised Class Descriptions TASK 1.0: PROJECT INITIATION TASK GOALS • Finalize the project plan with the City. • Gather all pertinent data. • Finalize any remaining contractual negotiations. • Establish an agreeable final timeline for all project milestones and deliverables. TASK ACTIVITIES 1.1 Discuss with the City’s Project Manager (CPM) and any other key personnel 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. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 10 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, salary schedule(s), and classification systems 1.4 Review and edit the project work plan and submit a timeline for the completion of each project task. 1.5 Provide frequent updates to the CPM throughout the study. KEY PROJECT MILESTONES • Comprehensive project management plan • Comprehensive database of DME staff TASK 2.0: EVALUATE THE CURRENT SYSTEM 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 Identify the strengths and weaknesses of the current pay plan(s) for the City (i.e., electric pay plan and electric apprentice and craft pay plan). Identify any pay compression issues and discuss solutions with the CPM. 2.3 Complete an assessment of current conditions that details the pros and cons of the current system as well as highlights areas for potential improvement in the final adopted solution. KEY PROJECT MILESTONES • Review of existing compensation plan(s) • Assessment of current conditions Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 11 TASK 3.0: COLLECT AND REVIEW CURRENT ENVIRONMENT DATA 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 DME Management to obtain relevant information and statistical 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 DME employees to obtain additional relevant information and statistical data on specific compensation issues and policies. 3.4 Work with the CPM and the Human Resources staff to administer the JATs and MITs to employees in the DME Department. 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 • DME Management interviews • Employee focus groups and orientation sessions • JAT/MIT distribution TASK 4.0: EVALUATE AND BUILD PROJECTED CLASSIFICATION PLAN 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 draft DME class specifications for the City are provided to Evergreen by the CPM. 4.2 Review the work performed by each classification and score based on job evaluation. Include an evaluation of supervisory comments. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 12 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 5.0: IDENTIFY LIST OF MARKET SURVEYS BENCHMARKS AND APPROVED LIST OF TARGETS TASK GOALS • Identify positions to benchmark for the market salary survey. • Identify and develop a comprehensive list of targets for conducting a successful external labor market salary assessment. TASK ACTIVITIES 5.1 Identify the classifications that will be used as benchmarks for the market salary survey. Note: Evergreen will work with the CPM to identify all 100 of the DME classifications to use as benchmarks for the market salary survey. 5.2 Finalize the list of positions with the CPM. 5.3 Develop a preliminary list of organizations for the external labor market salary survey, placing a comparative emphasis on characteristics such as: • size of the organization; • geographic proximity to the Denton area; • economic and budget characteristics; and • other demographic data. 5.4 Review and finalize with the CPM up to 20 peer organizations that will be included in the market salary survey. 5.5 Develop a system for use of secondary data including potential sources and weighting of secondary data, if necessary. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 13 5.6 Review survey methodology with the CPM and refine survey methodology prior to distribution of the survey. 5.7 After approval of survey methodology, develop contact list of peer organizations and notify peers of impending survey. KEY PROJECT MILESTONES • Initial list of survey peers • Survey methodology • Final list of survey organizations and contacts TASK 6.0: CONDUCT MARKET SALARY SURVEY AND PROVIDE EXTERNAL ASSESSMENT SUMMARY TASK GOALS • Conduct the external labor market salary survey. • Provide a summary of the market salary survey results to the CPM. TASK ACTIVITIES 6.1 Prepare a customized external labor market salary survey for the CPM’s approval. Discuss questions to include in the market salary survey. 6.2 Contact the targets for electronic completion of the survey. Provide paper copies by fax, if requested. 6.3 Conduct necessary follow-up through e-mails, faxes, and phone calls. 6.4 Collect and enter survey results into Evergreen’s electronic data analysis tools. 6.5 Validate all data submitted. 6.6 Develop summary report of external labor market salary assessment results. 6.7 Submit summary report of external labor market salary survey assessment results to the CPM. KEY PROJECT MILESTONES • Market survey instrument • Summary report of external labor market salary assessment results Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 14 TASK 7.0: DEVELOP STRATEGIC POSITIONING RECOMMENDATIONS TASK GOALS • Determine the City’s compensation philosophy. • Develop a plan for all DME employees, providing issue areas and preliminary recommendations for strategic improvement. TASK ACTIVITIES 7.1 Identify the accepted compensation philosophy and accompanying thresholds. 7.2 Using the market salary survey data collected in Task 6.0, and the classification data reviewed in Task 4.0, recommend the appropriate pay structure/ranges for the City’s DEM classifications. Note: Evergreen will consider the value of the City’s benefits program in its development of recommendations. 7.3 Make recommendations for salary structure adjustments, base pay (e.g., merit, market) increases, intangible incentives, and selected special pay provisions. 7.4 Produce a revised or new pay structure that best meets the needs of the City from an internal and external equity standpoint to support recruitment and retention of employees. KEY PROJECT MILESTONES • Proposed compensation strategic direction, taking into account internal and external equity • Plan for addressing unique, highly competitive positions TASK 8.0: CONDUCT SOLUTION ANALYSIS 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. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 15 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 9.0: DEVELOP AND SUBMIT DRAFT AND FINAL REPORTS TASK GOALS • Develop and submit a draft and Final Report of the Compensation and Classification Study to the City of Denton. • Present the Final Report. TASK ACTIVITIES 9.1 Produce a comprehensive draft report that captures the results of each previous step, including a complete listing of the allocation of job classes to salary range requirements. Provide the CPM with a draft final report for review that will include all costs associated with recommendations as well as implementation strategies. 9.2 Make edits and submit necessary copies of the Final Report to the CPM. 9.3 Present the Final Report to the Human Resources staff and Executive Management. 9.4 Develop a communication plan for sharing study results with DME employees. 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 TASK 10.0: DEVELOP RECOMMENDATIONS FOR COMPENSATION ADMINISTRATION TASK GOALS • Develop recommendations for continued administration by DME employees to sustain the recommended system. • Conduct training. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 16 TASK ACTIVITIES 10.1 Develop recommendations and guidelines for continued administration and maintenance of the compensation and classification system for 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; • how often to adjust pay grades and survey the market; • how to keep the review fair and competitive over time. 10.2 Finalize recommendations. 10.3 Provide training and instructional tools to the Human Resources staff to ensure that staff can conduct individual salary audits/adjustments consistent with study methods until the next formal study is conducted using Evergreen’s JobForce Manager tool that will enable the 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 classification and compensation tasks after solution implementation. KEY PROJECT MILESTONES • Recommendations for compensation administration • Training on Evergreen’s JobForce Manager tool TASK 11.0: PROVIDE REVISED CLASS DESCRIPTIONS TASK GOALS • Update existing class descriptions. • Create new class descriptions for only those DME classifications recommended by Evergreen as a result of the job evaluation process. • Provide final version of all class descriptions/specifications in electronic format (i.e., MS Word). TASK ACTIVITIES 11.1 Assess current class descriptions for form, content, validity, and ADA, FLSA, EEO compliance, etc. 11.2 Discuss any necessary changes to the class description format with the CPM. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 4 - 17 11.3 Update classification descriptions based on data gathered from the job evaluation process. 11.4 Create new class descriptions only for those DME classifications recommended by Evergreen as a result of the job evaluation process. 11.5 Recommend a systematic, regular process for reviewing class descriptions. KEY PROJECT MILESTONES • Updated class descriptions • New class descriptions, as needed • Recommendations for regular review of class descriptions 4.3 Proposed Timeline Evergreen possesses the ability, staff, skills, and tools to conduct a Compensation and Classification Study for the City of Denton’s Municipal Electric (DME) Department in approximately 4.5 months of the project start date and execution of a contract. Our proposed timeline is based on a tentative start date of March 1, 2026, and a completion date of July 15, 2026. Our proposed timeline, as identified in Exhibit 4-5, can be modified in any way to best meet the needs of the City of Denton. Exhibit 4-5 Proposed Timeline 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 11.0 - Provide Revised Class Descriptions JUL 2026 JUNPROJECT TASKS MAR APR MAY Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 05 PRICE Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 5 - 1 Evergreen Solutions, LLC is pleased to present our proposed price to conduct a Compensation and Classification Study for the City of Denton’s Municipal Electric (DME) Department. 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 prices are reasonable so we can pass that cost savings on to our clients. Our total, not-to-exceed, fixed price to complete all tasks in our detailed work plan in Section 4 of our proposal is $42,500. Our price is all inclusive, and includes travel cost (meals and lodging), transportation, fringe benefits, indirect cost (overhead), clerical support, and all other out-of-pocket fees. Our price includes two onsite visits to the City to perform the requested work as most of the work can be conducted virtually. Note: Any work outside of the scope of work would be billed at $200 per hour or would be negotiated depending on the type of work being requested. Our preferred payment schedule for all tasks in our work plan is as follows: • 25% - upon completion of Tasks 1 – 2 • 25% - upon completion of Task 3 • 25% - upon completion of Tasks 4 – 6 • 15% - upon completion of Tasks 7 – 8 • 10% - upon completion of Tasks 9 – 11 Note: All invoices are due within 30 days of receipt or the project may be delayed in moving to the next deliverable identified in the detailed work plan for the project. We are willing to negotiate the time, scope, and cost of the basic tasks, or any other options that the City of Denton wishes to identify. 05 PRICE Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 06 ASSISTANCE FROM CITY STAFF Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 6 - 1 Evergreen will look to the City of Denton’s Municipal Electric (DME) Department employees for assistance throughout the duration of the project; however, we have found that the most time that we will need staff involvement will occur near the initial commencement of work and will be fairly minimal. Evergreen will request that a Project Manager be designated by the City to serve as our central point of contact. The City’s Project Manager (CPM) will have the most frequent interaction and involvement with Evergreen’s consultant team. Some of the functions we anticipate needing assistance from City staff include: providing requested data and documents; meeting in-person with our consulting team when they are on-site in Denton; facilitating components of the project communication plan⎯such as notifying DME Department employees about the study, updates of study progress and final study recommendations; reviewing interim deliverables when received and providing feedback; and assisting in the resolution of any study issues. While the initial data collection will represent the majority of the staff time that would be requested by Evergreen Solutions, we anticipate that overall staff time dedicated to the project will be minor⎯ approximately three percent or less of total project hours. In addition, Evergreen Solutions values feedback and will look to the CPM and other decision makers for guidance at different milestones throughout the project. These milestones will be clearly communicated and agreed upon by Evergreen’s Project Director and the CPM. Based on our experience conducting this type of study, we will request the following types of data and documents to assist our consultant team: • policies and administrative procedures; • organizational charts; • program and compliance reports; • current pay and classification plan; • current job descriptions; • schedule of current salary ranges and pay grades; and • other documentation that will assist in completing this study. Evergreen consultants will bring their own computers and cell phones, and we will not require technical expertise from the DME Department employees. Note: A list of relevant projects we have worked on similar in scope to the services being requested can be found in Section 2 of our proposal. 06 ASSISTANCE FROM CITY STAFF Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 07 REFERENCES Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC PAGE 7 - 1 In this section, we provide you with the following five 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 Denton. We invite you to contact our client references as to the quality and timeliness of our consulting projects. Additional references are available upon request. Job Market Survey New Braunfels Utilities, Texas Contact Information: Adriana Sanchez, Human Resources Manager, 355 FM 306, New Braunfels, Texas 78130, (830) 629-8484, asanchez@nbutexas.com Classification and Compensation Study City of Cleburne, Texas Contact Information: Debra Powledge, Assistant City Manager/Civil Services Director, (817) 357- 4476, Debra.Powledge@cleburne.net Compensation/Benefits/Pay-Practices and Classification Study and Analysis Upper Trinity Regional Water District, Texas Contact Information: Mandie Hussel, Purchasing Agent, PO Box 405, Lewisville, Texas 75057, (972) 219 – 1228 Ext. 8156, mhussel@utrwd.com Compensation Study Lake Apopka Natural Gas District, Florida Contact Information: Dahlia Rochell, SPHR, CPM, Director of Human Resources, 1320 Winter Garden- Vineland Road Winder Garden, Florida 34787, (407) 656 – 2734 ext. 113, drochell@langd.org Compensation and Benefits Study Daphne Utilities, Alabama Contact Information: Scott Polk, General Manager, 900 Daphne Avenue Daphne, Alabama 36526, (251) 626-2628 ext. 8557, scott@daphneutilities.com 07 REFERENCES Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 DME Comp and Class Study – 9030 Exhibit B INSURANCE REQUIREMENTS Respondent’s attention is directed to the insurance requirements below. It is highly recommended that respondents confer with their respective insurance carriers or brokers to determine in advance of Proposal/Bid submission the availability of insurance certificates and endorsements as prescribed and provided herein. If an apparent low respondent fails to comply strictly with the insurance requirements, that respondent may be disqualified from award of the contract. Upon contract award, all insurance requirements shall become contractual obligations, which the successful contractor shall have a duty to maintain throughout the course of this contract. STANDARD PROVISIONS: Without limiting any of the other obligations or liabilities of the Contractor, the Contractor shall provide and maintain until the contracted work has been completed and accepted by the City of Denton, Owner, the minimum insurance coverage as indicated hereinafter. As soon as practicable after notification of contract award, Contractor shall file with the Purchasing Department satisfactory certificates of insurance including any applicable addendum or endorsements, containing the contract number and title of the project. Contractor may, upon written request to the Purchasing Department, ask for clarification of any insurance requirements at any time; however, Contractors are strongly advised to make such requests prior to proposal/bid opening, since the insurance requirements may not be modified or waived after proposal/bid opening unless a written exception has been submitted with the proposal/bid. Contractor shall not commence any work or deliver any material until he or she receives notification that the contract has been accepted, approved, and signed by the City of Denton. All insurance policies proposed or obtained in satisfaction of these requirements shall comply with the following general specifications, and shall be maintained in compliance with these general specifications throughout the duration of the Contract, or longer, if so noted: • Each policy shall be issued by a company authorized to do business in the State of Texas with an A.M. Best Company rating of at least A- or better. • Any deductibles or self-insured retentions shall be declared in the proposal. If requested by the City, the insurer shall reduce or eliminate such deductibles or self-insured retentions with respect to the City, its officials, agents, employees and volunteers; or, the contractor shall procure a bond guaranteeing payment of losses and related investigations, claim administration and defense expenses. • Liability policies shall be endorsed to provide the following: Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 DME Comp and Class Study – 9030 o Name as Additional Insured the City of Denton, its Officials, Agents, Employees and volunteers. o That such insurance is primary to any other insurance available to the Additional Insured with respect to claims covered under the policy and that this insurance applies separately to each insured against whom claim is made or suit is brought. The inclusion of more than one insured shall not operate to increase the insurer's limit of liability. o Provide a Waiver of Subrogation in favor of the City of Denton, its officials, agents, employees, and volunteers. • Cancellation: City requires 30 day written notice should any of the policies described on the certificate be cancelled or materially changed before the expiration date. • Should any of the required insurance be provided under a claims made form, Contractor shall maintain such coverage continuously throughout the term of this contract and, without lapse, for a period of three years beyond the contract expiration, such that occurrences arising during the contract term which give rise to claims made after expiration of the contract shall be covered. • Should any of the required insurance be provided under a form of coverage that includes a general annual aggregate limit providing for claims investigation or legal defense costs to be included in the general annual aggregate limit, the Contractor shall either double the occurrence limits or obtain Owners and Contractors Protective Liability Insurance. • Should any required insurance lapse during the contract term, requests for payments originating after such lapse shall not be processed until the City receives satisfactory evidence of reinstated coverage as required by this contract, effective as of the lapse date. If insurance is not reinstated, City may, at its sole option, terminate this agreement effective on the date of the lapse. SPECIFIC ADDITIONAL INSURANCE REQUIREMENTS: All insurance policies proposed or obtained in satisfaction of this Contract shall additionally comply with the following specifications, and shall be maintained in compliance with these additional specifications throughout the duration of the Contract, or longer, if so noted: A. COMMERCIAL GENERAL LIABILITY INSURANCE Commercial General Liability Insurance including, but not limited to, Premises/Operations, Personal & Advertising Injury, Products/Completed Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 DME Comp and Class Study – 9030 Operations, Independent Contractors, and Contractual Liability with minimum combined bodily injury (including death) and property damage limits of $1,000,000.00 per occurrence and $2,000,000.00 general aggregate. B. PROFESSIONAL LIABILITY INSURANCE If CONTRACTOR is a licensed or certified person who renders professional services, then Professional Liability Insurance to provide coverage against any claim which the CONTRACTOR becomes legally obligated to pay as damages arising out of the performance of professional services caused by any negligent error, omission or act with minimum limits of $1,000,000.00 per claim, $2,000,000.00 annual aggregate. SUBCONTRACTING LIABILITY (1) Without limiting any of the other obligations or liabilities of the CONTRACTOR, the CONTRACTOR shall require each Subcontractor performing work under the contract, at the Subcontractor's own expense, to maintain during the engagement with the CITY, types and limits of insurance that are appropriate for the services/work being performed, comply with all applicable laws and are consistent with industry standards. The Subcontractor’s liability insurance shall name CONTRACTOR as an additional insured. (2) CONTRACTOR shall obtain and monitor the certificates of insurance from each Subcontractor. CONTRACTOR must retain the certificates of insurance for the duration of the contract and shall have the responsibility of enforcing insurance requirements among its subcontractors. The CITY shall be entitled, upon request and without expense, to receive copies of these certificates. Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 CONFLICT OF INTEREST QUESTIONNAIRE CONFLICT OF INTEREST QUESTIONNAIRE - FORM CIQ For vendor or other person doing business with local governmental entity This questionnaire reflects changes made to the law by H.B. 23, 84th Leg., Regular Session. This questionnaire is being filed in accordance with Chapter 176, Local Government Code, by a vendor who has a business relationship as defined by Section 176.001(1-a) with a local governmental entity and the vendor meets requirements under Section 176.006(a). By law this questionnaire must be filed with the records administrator of the local government entity not later than the 7th business day after the date the vendor becomes aware of facts that require the statement to be filed. See Section 176.006(a-1), Local Government Code. A vendor commits an offense if the vendor knowingly violates Section 176.006, Local Government Code. An offense under this section is a misdemeanor. 1 Name of vendor who has a business relationship with local governmental entity. 2 Check this box if you are filing an update to a previously filed questionnaire. (The law requires that you file an updated completed questionnaire with the appropriate filing authority not later than the 7th business day after the date on which you became aware that the originally filed questionnaire was incomplete or inaccurate.) 3 Name of local government officer about whom the information in this section is being disclosed. Name of Officer This section, (item 3 including subparts A, B, C & D), must be completed for each officer with whom the vendor has an employment or other business relationship as defined by Section 176.001(1-a), Local Government Code. Attach additional pages to this Form CIQ as necessary. A. Is the local government officer named in this section receiving or likely to receive taxable income, other than investment income, from the vendor? Yes No B. Is the vendor receiving or likely to receive taxable income, other than investment income, from or at the direction of the local government officer named in this section AND the taxable income is not received from the local governmental entity? Yes No C. Is the filer of this questionnaire employed by a corporation or other business entity with respect to which the local government officer serves as an officer or director, or holds an ownership of one percent or more? Yes No D. Describe each employment or business and family relationship with the local government officer named in this section. 4 I have no Conflict of Interest to disclose. 5 Signature of vendor doing business with the governmental entity Date Docusign Envelope ID: 57EFA300-2625-4931-AC43-F3394EB9C4E3 EVERGREEN SOLUTIONS, LLC 3/9/2026 X NA Certificate Of Completion Envelope Id: 57EFA300-2625-4931-AC43-F3394EB9C4E3 Status: Completed Subject: ***Purchasing Approval*** 9030 - DME Compensation and Classification Study Source Envelope: Document Pages: 96 Signatures: 5 Envelope Originator: Certificate Pages: 6 Initials: 1 Christina Dormady AutoNav: Enabled EnvelopeId Stamping: Enabled Time Zone: (UTC-06:00) Central Time (US & Canada) 901B Texas Street Denton, TX 76209 christina.dormady@cityofdenton.com IP Address: 198.49.140.10 Record Tracking Status: Original 3/5/2026 12:58:16 PM Holder: Christina Dormady christina.dormady@cityofdenton.com Location: DocuSign Signer Events Signature Timestamp Christina Dormady christina.dormady@cityofdenton.com Buyer City of Denton Security Level: Email, Account Authentication (None) Completed Using IP Address: 198.49.140.10 Sent: 3/5/2026 1:05:57 PM Viewed: 3/5/2026 1:06:08 PM Signed: 3/5/2026 1:06:29 PM Electronic Record and Signature Disclosure: Not Offered via Docusign Lori Hewell lori.hewell@cityofdenton.com Purchasing Manager City of Denton Security Level: Email, Account Authentication (None) Signature Adoption: Pre-selected Style Using IP Address: 198.49.140.104 Sent: 3/5/2026 1:06:33 PM Viewed: 3/5/2026 3:21:02 PM Signed: 3/5/2026 3:21:27 PM Electronic Record and Signature Disclosure: Not Offered via Docusign Leah Bush leah.bush@cityofdenton.com Assistant City Attorney Security Level: Email, Account Authentication (None)Signature Adoption: Pre-selected Style Using IP Address: 198.49.140.10 Sent: 3/5/2026 3:21:33 PM Viewed: 3/9/2026 8:30:20 AM Signed: 3/9/2026 8:43:20 AM Electronic Record and Signature Disclosure: Not Offered via Docusign Jeff Ling jeff@consultevergreen.com President Security Level: Email, Account Authentication (None)Signature Adoption: Pre-selected Style Using IP Address: 199.66.70.109 Sent: 3/9/2026 8:43:23 AM Viewed: 3/9/2026 8:50:45 AM Signed: 3/9/2026 9:26:50 AM Electronic Record and Signature Disclosure: Accepted: 3/9/2026 8:50:45 AM ID: fbf4a0ea-3a3d-431f-a5c3-b76266c20fad Signer Events Signature Timestamp Megan Gilbreath Megan.gilbreath@cityofdenton.com HR Director City of Denton - Human Resources Security Level: Email, Account Authentication (None) Signature Adoption: Pre-selected Style Using IP Address: 198.49.140.10 Sent: 3/9/2026 9:26:53 AM Viewed: 3/9/2026 10:46:49 AM Signed: 3/9/2026 10:46:59 AM Electronic Record and Signature Disclosure: Not Offered via Docusign Christina Dormady christina.dormady@cityofdenton.com Buyer City of Denton Security Level: Email, Account Authentication (None) Signature Adoption: Pre-selected Style Using IP Address: 198.49.140.10 Sent: 3/9/2026 10:47:02 AM Viewed: 3/9/2026 10:49:11 AM Signed: 3/9/2026 10:49:17 AM Electronic Record and Signature Disclosure: Not Offered via Docusign In Person Signer Events Signature Timestamp Editor Delivery Events Status Timestamp Agent Delivery Events Status Timestamp Intermediary Delivery Events Status Timestamp Certified Delivery Events Status Timestamp Carbon Copy Events Status Timestamp Cheyenne Defee cheyenne.defee@cityofdenton.com Procurement Administration Supervisor City of Denton Security Level: Email, Account Authentication (None) Sent: 3/9/2026 10:49:21 AM Viewed: 3/9/2026 10:52:57 AM Electronic Record and Signature Disclosure: Not Offered via Docusign Sara Kjos Sara.kjos@cityofdenton.com Assistant Director of Human Resources Security Level: Email, Account Authentication (None) Sent: 3/9/2026 10:49:22 AM Viewed: 3/9/2026 10:53:30 AM Electronic Record and Signature Disclosure: Not Offered via Docusign Kelly Tucker kelly@consultevergreen.com Director of Marketing Security Level: Email, Account Authentication (None) Sent: 3/9/2026 10:49:23 AM Electronic Record and Signature Disclosure: Not Offered via Docusign Witness Events Signature Timestamp Notary Events Signature Timestamp Envelope Summary Events Status Timestamps Envelope Sent Hashed/Encrypted 3/5/2026 1:05:57 PM Certified Delivered Security Checked 3/9/2026 10:49:11 AM Signing Complete Security Checked 3/9/2026 10:49:17 AM Completed Security Checked 3/9/2026 10:49:23 AM Payment Events Status Timestamps Electronic Record and Signature Disclosure ELECTRONIC RECORD AND SIGNATURE DISCLOSURE From time to time, City of Denton (we, us or Company) may be required by law to provide to you certain written notices or disclosures. Described below are the terms and conditions for providing to you such notices and disclosures electronically through your DocuSign, Inc. (DocuSign) Express user account. Please read the information below carefully and thoroughly, and if you can access this information electronically to your satisfaction and agree to these terms and conditions, please confirm your agreement by clicking the 'I agree' button at the bottom of this document. Getting paper copies At any time, you may request from us a paper copy of any record provided or made available electronically to you by us. For such copies, as long as you are an authorized user of the DocuSign system you will have the ability to download and print any documents we send to you through your DocuSign user account for a limited period of time (usually 30 days) after such documents are first sent to you. After such time, if you wish for us to send you paper copies of any such documents from our office to you, you will be charged a $0.00 per-page fee. You may request delivery of such paper copies from us by following the procedure described below. Withdrawing your consent If you decide to receive notices and disclosures from us electronically, you may at any time change your mind and tell us that thereafter you want to receive required notices and disclosures only in paper format. How you must inform us of your decision to receive future notices and disclosure in paper format and withdraw your consent to receive notices and disclosures electronically is described below. Consequences of changing your mind If you elect to receive required notices and disclosures only in paper format, it will slow the speed at which we can complete certain steps in transactions with you and delivering services to you because we will need first to send the required notices or disclosures to you in paper format, and then wait until we receive back from you your acknowledgment of your receipt of such paper notices or disclosures. To indicate to us that you are changing your mind, you must withdraw your consent using the DocuSign 'Withdraw Consent' form on the signing page of your DocuSign account. This will indicate to us that you have withdrawn your consent to receive required notices and disclosures electronically from us and you will no longer be able to use your DocuSign Express user account to receive required notices and consents electronically from us or to sign electronically documents from us. All notices and disclosures will be sent to you electronically Unless you tell us otherwise in accordance with the procedures described herein, we will provide electronically to you through your DocuSign user account all required notices, disclosures, authorizations, acknowledgements, and other documents that are required to be provided or made available to you during the course of our relationship with you. To reduce the chance of you inadvertently not receiving any notice or disclosure, we prefer to provide all of the required notices and disclosures to you by the same method and to the same address that you have given us. Thus, you can receive all the disclosures and notices electronically or in paper format through the paper mail delivery system. If you do not agree with this process, please let us know as described below. Please also see the paragraph immediately above that describes the consequences of your electing not to receive delivery of the notices and disclosures electronically from us. Electronic Record and Signature Disclosure created on: 7/21/2017 3:59:03 PM Parties agreed to: Jeff Ling How to contact City of Denton: You may contact us to let us know of your changes as to how we may contact you electronically, to request paper copies of certain information from us, and to withdraw your prior consent to receive notices and disclosures electronically as follows: To contact us by email send messages to: purchasing@cityofdenton.com To advise City of Denton of your new e-mail address To let us know of a change in your e-mail address where we should send notices and disclosures electronically to you, you must send an email message to us at melissa.kraft@cityofdenton.com and in the body of such request you must state: your previous e-mail address, your new e-mail address. We do not require any other information from you to change your email address.. In addition, you must notify DocuSign, Inc to arrange for your new email address to be reflected in your DocuSign account by following the process for changing e-mail in DocuSign. To request paper copies from City of Denton To request delivery from us of paper copies of the notices and disclosures previously provided by us to you electronically, you must send us an e-mail to purchasing@cityofdenton.com and in the body of such request you must state your e-mail address, full name, US Postal address, and telephone number. We will bill you for any fees at that time, if any. To withdraw your consent with City of Denton To inform us that you no longer want to receive future notices and disclosures in electronic format you may: i. decline to sign a document from within your DocuSign account, and on the subsequent page, select the check-box indicating you wish to withdraw your consent, or you may; ii. send us an e-mail to purchasing@cityofdenton.com and in the body of such request you must state your e-mail, full name, IS Postal Address, telephone number, and account number. We do not need any other information from you to withdraw consent.. The consequences of your withdrawing consent for online documents will be that transactions may take a longer time to process.. Required hardware and software Operating Systems: Windows2000? or WindowsXP? Browsers (for SENDERS): Internet Explorer 6.0? or above Browsers (for SIGNERS): Internet Explorer 6.0?, Mozilla FireFox 1.0, NetScape 7.2 (or above) Email: Access to a valid email account Screen Resolution: 800 x 600 minimum Enabled Security Settings: •Allow per session cookies •Users accessing the internet behind a Proxy Server must enable HTTP 1.1 settings via proxy connection ** These minimum requirements are subject to change. If these requirements change, we will provide you with an email message at the email address we have on file for you at that time providing you with the revised hardware and software requirements, at which time you will have the right to withdraw your consent. Acknowledging your access and consent to receive materials electronically To confirm to us that you can access this information electronically, which will be similar to other electronic notices and disclosures that we will provide to you, please verify that you were able to read this electronic disclosure and that you also were able to print on paper or electronically save this page for your future reference and access or that you were able to e-mail this disclosure and consent to an address where you will be able to print on paper or save it for your future reference and access. Further, if you consent to receiving notices and disclosures exclusively in electronic format on the terms and conditions described above, please let us know by clicking the 'I agree' button below. By checking the 'I Agree' box, I confirm that: • I can access and read this Electronic CONSENT TO ELECTRONIC RECEIPT OF ELECTRONIC RECORD AND SIGNATURE DISCLOSURES document; and • I can print on paper the disclosure or save or send the disclosure to a place where I can print it, for future reference and access; and • Until or unless I notify City of Denton as described above, I consent to receive from exclusively through electronic means all notices, disclosures, authorizations, acknowledgements, and other documents that are required to be provided or made available to me by City of Denton during the course of my relationship with you.