Evergreen Solutions is engaged with Dare County to conduct a Classification and Compensation Study. Evergreen’s consultants will conduct a comprehensive evaluation of every job to determine relative worth within the County (internal equity), placement in the organizational structure, and to establishment appropriate pay ranges. Evergreen will further establish appropriate benchmarking standards to include a comparison and analysis of salaries and benefits of like or similar jobs (external equity) of comparable local governments and private employers in various markets for which the County competes for labor supply.
City of Clarksville, TN: Compensation and Classification Consulting Services
Evergreen Solutions is engaged with the City of Clarksville to provide Compensation and Classification Consulting Services. Evergreen will review the City’s current compensation plan, gather necessary salary data from comparable organizations within a 200-mile radius. Evergreen will further evaluate the City’s current classification positions, gather necessary employee information using a combination of job analysis questionnaires as well as supervisor and employee interviews to determine whether individuals are appropriately classified. Evergreen will further update job descriptions and make FLSA determinations.
McLean County, IL: Compensation Study and Analysis
Evergreen Solutions is engaged with McLean County to conduct a Compensation Study and Analysis. Evergreen’s consultant will perform a comprehensive, valid and reliable job analysis/evaluation of each job class within the County to determine if the current pay grade levels for all classified and appointed positions are still appropriate and will conduct a comprehensive wage and benefits survey(s) for the purpose of ensuring that the County pay plans/pay structures and benefits possess external equity and labor market competitiveness. In the end, Evergreen will develop a maintenance program to address the need for new job analysis/evaluation (including pay grade recommendation), creation of new job description(s), and the continued maintenance of the Pay Classification Plans.
Texas A & M University: Compensation Study
Evergreen Solutions is engaged with Texas A & M University – San Antonio (TAMUSA) to conduct a Compensation Study. Evergreen’s consultants will perform the following tasks: identify positions and incumbents where salary is not competitive based on use of compensable factors and ratios; validate that entry level pay grade minimums are comparable to the current San Antonio market; develop a plan to increase salaries to a competitive level to include phase-in options; develop guidelines to maintain internal equity and continue to compensate employees at competitive rates; and assist in recommending pay grades for staff members that are currently not tied to a formal pay grade, approximately 54 staff need to be linked to an appropriate pay grade range.
Mary Baldwin University, VA: Classification and Compensation Study
Evergreen Solutions is engaged with Mary Baldwin University to conduct a Classification and Compensation Study. The primary objectives of the scope of services are to: ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide wages 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, non‐profits with similar characteristics, and private employers within the same geographic area to attract and retain qualified employees.
Kalamazoo Valley Community College, MI: Compensation and Classification Study
Evergreen Solutions is engaged with the Kalamazoo Valley Community College (KVCC) to conduct a Compensation and Classification Study. Evergreen’s consultants will perform the following tasks: evaluate staff and administrator jobs to determine if adjustments may be necessary; review, revise and align current position descriptions as needed for benchmarking, also taking into consideration the corresponding essential functions, skills, abilities, education/experience, supervision received, licensing/certification requirements, training etc; review the classification of all existing staff and administrator jobs and their current pay grades (i.e. grades 1-15); establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable local, statewide and regional Institutions. Analyze and recommend changes to the present compensation structure based upon findings in market analysis; review compensation related practices impacting progression on salary scales and provide recommendations for improvement; conduct overall review of total compensation system (including salary and benefits); identify potential compression and inequities in compensation; review administration of current system and provide recommendations for improvement; survey comparable compensation, recruitment, retention and engagement plans, recommending best practices; develop process and system for scheduled performance management; and develop systems to tie compensation to performance.
Davis Technical College, Utah: HR Compensation Study
Evergreen Solutions is engaged with Davis Technical College to conduct an HR Compensation Study faculty and staff. The following are the objectives of the study: perform assessment of integration between the College’s compensation philosophy and practices in relation to human capital strategy and business objectives; evaluate opportunities for improvement to ensure the organization is well-positioned to attract and retain a skilled labor force that will support organizational objectives and goals; provide recommendations regarding how to define the College’s relevant external geographic labor markets used for benchmarking. Specifically, provide guidance on achieving a successful balance between being competitive within the education industry while also being sufficiently competitive to entice human capital from the non-education industry within the relevant geographic labor market; assess accuracy of Fair Labor Standards Act (FLSA) designations to job descriptions and provide recommendations with regards to exempt vs non-exempt status; assess current point factor method and compensable factors used for evaluating and grading faculty and staff positions; assess each group’s pay scale and its corresponding positions providing recommendations regarding updates, modifications or alternate methods to ensure equitable compensation among the positions; and perform salary survey data analysis to assess the College’s current level of competitiveness using benchmark jobs relative to similar sized organizations.
Fayette County Public Schools, KY: Comprehensive Compensation Study
Evergreen Solutions is engaged with Fayette County Public Schools to conduct a Comprehensive Compensation Study as well as a Staffing Study. Evergreen will perform the following tasks: review job descriptions and conduct job analysis with employees; determine adequate staffing at the district level for operational and support areas and make recommendations to assure external competitiveness and internal equity; make recommendations for adjustments to assure internal equity and external competitiveness; assign compensatory value to various program certificates (ex. Certified Educational Office Employee, Child Development Associate Certificate, Automotive Service Excellence Certification, etc.); perform analysis of fiscal impact of implementing proposed changes as well as a proposed implementation schedule; assist in developing a communication plan for any changes being implemented; provide documentation and related tools to the District to independently maintain any strategies implemented; and present findings to the Superintendent and the FCPS Board of Education.
Kansas City Public Schools, MO: Compensation Study
Evergreen Solutions is engaged with Kansas City Public Schools to conduct a Compensation Study. Evergreen’s consultants will perform the following tasks: complete on site interviews with Human Resources Team and employees performing studied job functions, in order to fully understand the operational structures and reasoning behind classification of each job position, as needed; evaluate and determine which job positions fall within an administrator category, supervisor category, and non-supervisory category; review all employee job descriptions and make recommendations for new job descriptions or updates to existing job descriptions according to the function each employee actually performs compared to their stated job description; compare all employee salaries to internal and external markets; determine if there are compression or inequity problems and make recommendations for improvements; compare all employee benefits packages to the external markets. Determine if there are inequity problems and make recommendations for improvements; provide recommendations for supervisor and non-supervisor level salary schedules and/or ranges; and provide recommendations on implementing a tool or system that could be used in classifying new and/or future classified level positions.
City of Norwalk / Norwalk Public Schools, Connecticut: Operations Review / Efficiency Study
Evergreen Solutions was engaged with the City of Norwalk to conduct an Operations Review/Efficiency Study of the City and the school district. The primary purpose of the study was to identify and coordinate with the City to implement specific strategies to improve the efficiency of City government and K-12 public school operations in order to improve the value of government and educational services delivered to the community. The Departments within the City’s scope, include: Information Technology; Community Services (i.e., Health Department, Human Services, Early Childhood, Youth Services, Human Relations and Fair Rent, and Library); Corporation Counsel; Finance (i.e., Comptroller, Management and Budgets, Purchasing, Tax Assessor, and Tax Collector); Economic and Community Development (i.e., Business Development and Tourism, Code Enforcement, Planning and Zoning, and Transportation, Mobility and Parking); Fire (Emergency Management); HR and Personnel; Operations and Public Works (i.e., Building Management, Engineering, Highways, and Recreation and Parks); Police; and Town Clerk. Some of the Departments within Norwalk Public Schools in the scope includes: Facilities; Finance; Grants; Health Services; Human Resources; Information Technology; Operations; Maintenance; Purchasing; Recruiting/Talent Acquisitions; and Transportation.
Evergreen’s consultants performed the Efficiency Study in two parts for both the City and Norwalk Public Schools. In Part 1, Evergreen’s consultants researched and analyzed the current performance by identifying areas where there was a high potential to improve efficiencies within the scope of the project, measuring and mapping the current state of the identified area; and analyzing the current state to determine the likely causes of inefficiencies. In Part 2, Evergreen’s consultant identified the obstacle(s) to implement the recommendations; developed countermeasures to address the causes of inefficiencies; and designed the future state of the workflows with integrated countermeasures.