Evergreen Solutions is engaged with St. Louis Community College to provide Compensation Consulting Services. Evergreen will determine current labor market rates for 168 non-unit (not represented by a bargaining unit) positions. Using a sustainable job evaluation methodology, Evergreen will determine relative internal value of positions. Based on the relationship between external labor market rates and internal job evaluation values, Evergreen will develop recommended pay structures and pay grade assignments and will perform an evaluation of individuals in positions and recommend appropriate actions based on results of the analysis. Evergreen will further recommend sustainable administration protocols to maintain the salary program over time.
Evergreen Solutions was engaged with Johnson County Community College (JCCC) to conduct a Salary Classification Study. The College hired Evergreen to perform a total compensation (salary, benefits and combined salary/benefits) audit of JCCC’s 9, 10, & 12-month teaching faculty, 12-month faculty librarians, and 12-month faculty counselors; adjunct teaching faculty; and full-time temporary faculty. This audit involved a review of the College’s job descriptions and pay schedules, total compensation practices and benefits practices at commensurate colleges, a review of the practices and systems currently used to classify positions at the College, and a review of internal equity for each of these faculty classifications.
Evergreen Solutions was engaged with Hagerstown Community College to conduct a Compensation and Benefits Study. The desired objective of the study was for the College to implement a competitive compensation system that allowed the College to attract, reward and retain qualified individuals.
Evergreen Solutions was engaged with Grand Rapids Public Schools to conduct a Limited Classification and Compensation Study. The purpose of this study was to examine all non-unionized exempt and support non-exempt salaries and job classifications to validate classification content, compensation levels and determine market position. This comprehensive salary and job classification study helped ensure that the District was offering a salary and benefits package that was competitive with the public labor market for fully qualified employees when compensation comparisons were made. It also ensured that job descriptions consistently reflected actual work duties. The study assisted the District in employing and retaining a high quality, motivated workforce.
Evergreen Solutions was engaged with the Blaine County School District No.61 to conduct a Classification and Compensation Study for Administrators, Certified Employees, Classified Employees, Athletic Coaches, and Stipended positions. Evergreen conducted a job analysis and provided recommendations to update and/or create accurate job descriptions for the selected positions. The analysis included recommendations to condense position descriptions where positions are of the same job family and classification as well as to create internal career “ladders” for some positions (e.g., Custodian I, II, Lead Custodian, Custodial Supervisor). Evergreen further conducted an external market study of comparative employers to determine if salaries in all categories were competitive. The study included a compensation plan focused on internal equity and included a guideline for future new job descriptions and related compensation as well as how to review established job descriptions and make related adjustments to compensation. In the end, Evergreen recommended a classification and compensation structure that would attract and retain high caliber employees, and that would employ a clear path of career progression.
Evergreen Solutions was engaged with Surry County Public Schools to conduct a Classification and Compensation Study. Evergreen conducted a job analysis to determine internal equity and conducted a salary survey of peer organizations to determine the competitiveness of the Division salary structure. Evergreen also reviewed and revised job descriptions and made FLSA determinations.
Evergreen Solutions was again hired with the Rock Hill School District (District) to conduct a Compensation and Classification Study. Evergreen’s consultants reviewed the current classification and compensation methodology and systems for the District and used our Job Assessment Tool (JAT) and Management Issues Tool/(MIT) to gather data for recommendations to these systems. A market survey was conducted to gather further data to determine external equity among the District’s positions and further recommendations were made. In addition, Evergreen conducted an Organizational Structure Study to develop comprehensive organizational charts.
Evergreen Solutions was again retained by Florida Virtual School (FLVS) to conduct a conduct a comprehensive compensation and classification study. The study included the proposed methodology to be used; a detailed market analysis and internal equity review; and recommendations that were fair, equitable, and competitive with both local public school districts and private employers with comparable organizational qualities to FLVS such as FTE; Operating Budget Size; Region; and industry. The study and recommendations took into consideration the current professional compensation strategies, pay practices and research, as well as applicable laws, statutes and regulations. In the end, Evergreen developed alternative recommendations demonstrating the methodology FLVS should use to implement the compensation recommendations and the advantages and disadvantages and costs of each alternative.