Day: April 29, 2021

Evergreen Solutions was selected by Orange County Public Schools to conduct a comprehensive program evaluation of its Exceptional Student Education (ESE) Program to determine program effectiveness in supporting positive outcomes for students receiving special education and gifted services. The program evaluation identified areas of strength and areas for improvement in the organization and delivery of services.

As part of the evaluation, Evergreen conducted an analysis of the characteristics of the School Board of Orange County (SBOC) Exceptional Student Education population and their outcomes and an analysis of program effectiveness in specific task areas to include: The Continuum of Services including regular class supports of consultation, support facilitation and co-teaching, resource room, separate classrooms, center school sites and separate day schools.

Upon completion of the evaluation, Evergreen provided a final report to the SBOC with information and guidance that can enhance the district’s efforts in the continuous improvement to expand learning and other positive outcomes for special education and gifted students.

Evergreen was selected by Chapel Hill-Carrboro City Schools (CHCCS) to conduct an Employment Study for all 800 classified employees. The intent of the study was to identify opportunities for making improvements, adjustments, and corrections in the district’s operations (i.e., job structures, staffing levels and pay scales), as well as allow CHCCS to remain competitive in retaining and attracting talent for classified positions.

Classified employees participated in focus groups, interviews, and a job analysis to determine the best classifications for the work performed. In addition, staffing levels and pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for included jobs. Evergreen developed recommendations and guidelines for the continued administration and maintenance of the classification and compensation structure, including recommendations and guidelines related to: how classified employees will move through the pay structure/system as a result of transfers, promotions, or demotions; how to pay employees whose base pay had 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; the timing of implementation; and how to keep the system fair and competitive over time. Evergreen will also provide the necessary training and materials to the appropriate CHCCS staff so that an understanding of the methodology and how to implement, administer, and maintain the recommended total compensation system can be accomplished.

Evergreen Solutions was selected by the Toledo Board of Education to conduct a Performance Audit of District Operations in Toledo Public Schools. The 90-day Performance Audit included a comprehensive review of central office management; human resources and personnel management; curriculum and instruction; facilities use and management; financial management; transportation; food services; technology; and safety and security. The Evergreen team conducted two extended visits to the district to evaluate operations, including a diagnostic review to gather preliminary data and information on the district, as well as a secondary visit to conduct an in-depth review of each operation.

Evergreen used a number of tools and techniques to conduct the study and to gather information from all stakeholders. In addition to site visits consisting of interviews and focus groups, Evergreen surveyed central office administrators, principals, and teachers. Further, Toledo Public Schools was benchmarked against several peer school districts to assess service delivery, efficiency, and effectiveness. Evergreen paired the results of these activities with a review of operations against industry best practice for each operation to make recommendations on improvements in Toledo Public Schools.

The study concluded with a detailed report on findings and resulting recommendations; each of which detailed implementation steps for the district. Resulting findings and recommendations aligned with the existing mission, strategies, and goals of the district.

Evergreen Solutions was selected by the Florida Department of Education to evaluate the state’s $700 million Race to the Top (RTTT) grant program, including all 50 state-level RTTT projects. The national Race to the Top grant program was announced in 2009 as part of the American Recovery and Reinvestment Act. Race to the Top aimed to raise student achievement by focusing all initiatives on eight specific national reform criteria, including:

1. Supporting the transition to enhanced standards and high-quality assessments

2. Accessing and using state data

3. Using data to improve instruction

4. Improving teacher and principal effectiveness based on performance

5. Ensuring equitable distribution of effective teachers and principals

6. Improving the effectiveness of teacher and principal preparation programs

7. Providing effective support to teachers and principals

8. Turning around the lowest-achieving schools

In late 2010, the United States Department of Education announced that Florida, along with ten other states, would be the recipient of Race to the Top grant funds. The Florida Department of Education executed the state’s Race to the Top grant program through a series of 14 local education agency (LEA) projects and 50 state-level projects, which each fell under one of the eight national reform criteria. In Florida, 62 school districts participated in the state’s Race to the Top grant program. Evergreen Solutions worked with state leaders to implement a comprehensive evaluation plan of Florida’s Race to the Top program to measure success of the 50 state-level projects as well as the state’s oversight and support of the 14 LEA projects.

In August 2011, prior to being selected as the state’s Race to the Top grant evaluator, Evergreen was selected to design the evaluation work plan for Florida’s Race to the Top program. The evaluation work plan included specific yet adaptive evaluation tasks that ensured all 50 state-level projects were conducted efficiently and effectively, and with fidelity to the state’s original scope of work. Evergreen’s work plan for the evaluation of Florida’s Race to the Top program included 17 work tasks, 139 task activities, and 87 unique deliverables. These activities included data collection and analysis, interviews, focus groups, surveys, and onsite visits as well as formative evaluation activities was conducted throughout the remaining three years of the grant program and summative evaluation tasks were completed at the end of the state’s four year Race to the Top grant program. Grant evaluation teams were organized around each of the eight national reform criteria and to ensure that success was measured and reported for all of the 50 state-level projects.

Following finalization of the Race to the Top evaluation work plan, Evergreen Solutions was selected in November 2011 by the Florida Department of Education to lead implementation of the Race to the Top evaluation work plan. Evergreen’s selected team of evaluators includes 19 subject matter experts who will work closely with the Florida Department of Education’s Race to the Top project team to evaluate grant activity. Evergreen’s comprehensive information and data system will be used for reporting and data collection during the evaluation. Evergreen Solution’s evaluation of Race to the Top will conclude in June 2014 with a comprehensive report on Florida’s success in implementing the Race to the Top program.

Lee County, North Carolina retained Evergreen Solutions to conduct a comprehensive Performance Audit of Lee County departments as well as a detailed Financial Review of Lee County Public Schools (LCPS). The first section of the study, the financial review of school operations, aimed at assisting Lee County Public Schools in continuing to succeed and improve in its primary mission, the education of all students. The second part of the study, the performance audit, focused on the organizational, operational, and financial efficiency and effectiveness of Lee County operations from a departmental standpoint. In the end, Evergreen presented findings and recommendations to key stakeholders on containing costs, improving management strategies, and improving the overall efficiency, effectiveness, and productivity of the county and the school district.

The initial phase of the study involved careful analysis of Lee County Public Schools. According to statistics provided on Lee County Public Schools, approximately 9,654 students were educated in LCPS in the 2010-11 school year. The district consists of 16 schools and employs approximately 1,258 people, including 621 classroom teachers. Evergreen conducted a comprehensive financial review of school operations and carefully scrutinized the district based on available financial information. Specifically, the financial review included summarizing the status of each district fund source; reporting on the status of district financial resources; analyzing Lee County’s funding of Lee County Public Schools; and recommending strategies for improvements in the use of funds in Lee County Public Schools.

Concurrent with the review of school district financial operations, Evergreen conducted phase two of the study; an analysis of county government operations in each department. Specifically, Evergreen reviewed past reports and existing data sources (policies, organizational charts, financial audits, job descriptions, salary schedules, employee handbook, etc.), conducted interviews, and established a channel for community input to begin the analysis. Next, Evergreen’s team benchmarked Lee County operations to operations in peer districts using comparative data and statistical analysis. Pairing the outcome of this analysis with findings from on-site reviews and interviews, Evergreen determined areas where the county could make improvements to existing processes, plans, and procedures.

Evergreen Solutions was retained by Davie County, North Carolina to conduct a comprehensive Performance Audit of Davie County departments as well as a detailed Financial Review of Davie County Public Schools. The first part of the study, the performance audit, focused on the organizational, operational, and financial efficiency and effectiveness of Davie County operations from a departmental standpoint. The second segment of the study, the financial review of school operations, aimed at assisting Davie County Public Schools in continuing to succeed and improve in its primary mission, the education of all students. In the end, Evergreen presented findings and recommendations to key stakeholders on containing costs, improving management strategies, and improving the overall efficiency, effectiveness, and productivity of the county and the school district.

The initial phase of the study involved careful analysis of county government operations in each department, including human resources, information technology, public safety, health, social services, solid waste and water, tax, and several other departments. Specifically, Evergreen reviewed past reports and existing data sources, conduct interviews, and established a channel for community input to begin the analysis. Next, Evergreen’s team benchmarked Davie County operations to operations in peer districts using comparative data and statistical analysis. Pairing the outcome of this analysis with findings from on-site reviews and interviews, Evergreen determined areas where the county could make improvements to existing processes, plans, and procedures.

Following the review of county government operations, Evergreen’s team of consultants shifted their focus to Davie County Public Schools, conducting a comprehensive financial review of school operations during this second phase. The district, which educates over 6,500 students and employs approximately 865 full-time staff, was scrutinized based on available financial information. To conclude the study, the current status of district financial resources was summarized by Evergreen, including budgets by fund source (federal, state, and local), and recommendations were made as to how the district could improve the use of allocated funds.

Evergreen Solutions was retained by Portland Public Schools (PPS) to conduct a comprehensive compensation study, including a salary and benefits survey, and a comprehensive classification, organizational design and structure study. The first phase of the study included orientation sessions and workshops with PPS staff, a review of existing job descriptions, interviews with managers and supervisors, and preparation of draft job descriptions. Phase two included recommendation of a job classification structure, as well as implementation and training. The study also included the review and preparation of updated organizational charts, a comprehensive compensation study, and an employee evaluation system.

Evergreen Solutions was selected by Pinellas County Schools to evaluate the district’s School Improvement Grant (SIG). SIG funds were used to provide adequate resources in order to raise substantially the achievement of students in low-performing schools. Evergreen evaluated Pinellas County Schools’ SIG to determine if the intervention implementation is effective and on track. The evaluation was based on the stated objectives of the grant program. These goals included transforming school culture through initiatives aimed at improving staff knowledge and skills; enriching curriculum by improving teacher pedagogical skills and developing high quality curriculum units; and building connections related to parent involvement, student-teacher relationships, and community involvement in school activity.

Evergreen’s evaluation focused on establishing a baseline in student performance data, teacher and stakeholder perception, and observations, and periodically comparing these baselines to ongoing performance data to measure improvement based on predetermined indicators. Evergreen continually reported performance and recommended adjustments to delivery and implementation of SIG activities to school leaders.

Evergreen Solutions was retained by Loudoun County Public Schools to conduct a detailed compensation analysis of its instructional and support workforce. Major regional peers were included in the salary survey and recommendations were made on how best to position Loudoun County in the future.

Evergreen Solutions was retained by Manassas City Public Schools to conduct a detailed compensation and classification analysis of its total workforce. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. In addition, pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity.