Evergreen Solutions is retained by Virginia State University to conduct a Campus Climate Survey, Salary Analysis and provide an Administration Plan. The University’s Campus Climate Survey will provide stakeholders’ opinions on a variety of issues including, but not limited to, campus environment, institutional policies and practices, shared governance, job satisfaction, customer service, change management, inclusion, staff development, talent acquisition and management, interpersonal relations and teamwork, leadership, and communications. The Faculty and Staff Compensation Study and Salary Administration Plan will provide information regarding internal equity and an action plan for the University to be competitive in the marketplace in attracting and retaining qualified employees.
Evergreen Solutions is engaged with the City of Marietta/Board of Lights and Water to conduct a Review and Update of a Pay and Classification System. Evergreen will perform the following tasks: evaluate job descriptions for all full-time and part-time single incumbent positions and recommend appropriate job classification, FLSA classification, and salary range; update and/or create 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); conduct 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; establish a consistent and competitive market position that the City can strive to maintain that aligns with the City’s compensation philosophy; review and provide 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.); design and recommend 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 fall outside of a designated range; include any best practice recommendations that would positively impact hiring or retention; and provide training to appropriate City staff on the utilization and maintenance of the system.
Evergreen Solutions was engaged with the Seattle Public Schools to provide Compensation Consulting Services. Evergreen collected data from peers using a custom salary survey for a small subset of classifications (i.e., 25) for specialized school curriculum program managers. In addition, Evergreen gathered published public survey data regarding the 260 non-represented staff classifications and analyzed results.
Evergreen Solutions was retained by the City of Sandy Springs to conduct a Classification and Compensation Study. The study included all employees and classifications in the County. As part of the study, Evergreen conducted focus groups and interviews with employees, and employees completed a Job Assessment Tool (JAT) to determine where they fell in the hierarchy of jobs with the City. Evergreen further conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. A detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation and classification plan.
Evergreen Solutions is engaged with the City of Texas City to conduct a Compensation and Classification Study. The purpose of the comprehensive study is 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 will work 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 recruits and lends itself to a total rewards package. Evergreen will further work with the City to develop a classification system that facilitates 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 comport with EEOC guidelines for government employees and will provide the City with a tool that the HR department can use to continue that evaluation/analysis process.
Evergreen Solutions is engaged with Carbon County to conduct a Classification and Compensation Study. Evergreen will review the County’s current classification schedule, compensation practices and update all job descriptions to ensure accuracy and continuity across each of the service areas. The objectives of the study are 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; clearly 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.
Evergreen Solutions is engaged with Bedford County to conduct a Compensation and Classification Study. Evergreen’s consultants will design, conduct, and assist in the implementation of a comprehensive compensation/classification study for the County, and will formulate a new compensation/classification plan for all County employees. The purpose of this study is to ensure the County is externally competitive, internally equitable, and fiscally sound. Evergreen will recommend a compensation and classification plan that can be easily maintained and updated.
Evergreen Solutions is engaged with the Raytown C-2 School District to conduct a Compensation and Pay Classification Plan Study. The objectives of the study is to conduct and implement a total compensation plan structure for the District’s workforce which will provide both internal and external equity; length of work calendar; establish a classification system that accurately describes the duties, knowledge, skills, abilities and minimum qualifications required for each job classification; determine and implement a program of accurate job descriptions based on job analysis; and develop a maintenance program for job descriptions and classification recommendations. Evergreen’s consultants will perform a comprehensive, valid and reliable job analysis/evaluation of each job class within the District for the purpose of determining if the District’s current pay grade levels for all of the District’s positions are still valid. In addition, Evergreen will conduct a comprehensive wage and salary market survey for the purpose of ensuring that the District’s pay plan and pay structure possess external equity and labor market competitiveness.
Evergreen Solutions was engaged with the School District of Beloit to provide Compensation and Total Staff Rewards Consulting. Evergreen’s consultants provided the following: consultation and expertise in the implementation and design of a sustainable compensation plan(s) allowing the School District of Beloit to remain market competitive in salary structures and total rewards packages; objective and unbiased solutions for District challenges around compensation; consultation on “right sizing” spans of control with leadership positions; consultation on creating a process for equity pay reviews; consultation on policy development to guide the HR Department to effectively administer compensation plan(s); and training and coaching around compensation plan(s). Evergreen also performed a job analysis and updated job descriptions as needed.
Evergreen Solutions was engaged with the Dinwiddie County Public Schools to develop a Comprehensive Classification and Compensation Plan that allowed the Division 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; provide recognizable compensation growth; and maintain a competitive position with other comparable school divisions, entities and private employers within the same geographic areas. Evergreen conducted interviews and/or job audits as appropriate in order to update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), and certification/licenses/registrations requirements for classification and identified Fair Labor Standards Act (FLSA) status (exempt/non-exempt) of each position. In addition, Evergreen reviewed the current compensation plan (salary grade levels and steps) to understand current challenges; worked with the Division’s Senior Leadership team to identify comparable labor markets including private and public sector employers; developed and conducted a comprehensive compensation survey to include stipends (Instructional and coaching) and degree supplements; and made recommendations for updating the Division’s Compensation and Classification Plans.