Evergreen Solutions was retained by the Boston Public Health Commission (BPHC) to conduct a Classification and Compensation Study for its Non–Union Employees. Evergreen consultants conducted a job analysis, evaluated and revised job descriptions (as needed), conducted a salary survey, and prepared and presented a final report that recommended a new classification and compensation structure for BPHC. The study also ensured the new system was applied consistently and objectively organization-wide and that the new system will be easily maintainable after implementation.
Classification and Compensation Study: Alliance Health, North Carolina
Evergreen Solutions was retained by Alliance Health to conduct a Classification and Compensation Study. Evergreen’s consultants reviewed the current Alliance Health classification and compensation systems and made recommendations to help Alliance Health attract and retain qualified employees; ensure positions performing similar work are classified together; provide salaries commensurate with assigned duties, level of knowledge, and experience; clearly outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differentials between individual classes; and maintain a competitive market position.
Evergreen conducted a wage and benefit survey among competing jurisdictions as well as public and private organizations to determine competitive wages in the appropriate labor market(s). In the end, Evergreen’s consultants provided a comprehensive training program for Alliance HR staff to maintain the recommended classification and compensation system.
Career Source NE Florida: Update to Salary Structure
Evergreen Solutions was engaged again with First Coast Workforce Development, Inc., dba CareerSource Northeast Florida to conduct an update to the current salary structure for all positions. Evergreen performed the following tasks: reviewed current employee pay levels;
assessed internal equity for areas of potential adjustment; collected market data from five peers for comparison purposes; conducted detailed analysis on Career Coordinator (previously known as Career Services Case Manager, CSCM) the Disabilities Services, Program Manager and the PD’s for the WSRI and WSRII; recommended revisions to the salary structure and individual classification placements; estimated cost and create an implementation plan for any changes; and produced a short report that summarizes findings and recommendations.
Office of State Court Administrator’s Office, FL: Comprehensive Position Classification and Compensation Study
Evergreen Solutions was hired by the Florida State Courts System (SCS), through the Office of the State Courts Administrator (OSCA) to develop and implement a comprehensive position classification and compensation system for the SCS. Evergreen deliverables included an analysis of the SCS’s current position classification and compensation system; an analysis of comparable classification and compensation systems in the local, regional, and state markets, including private and governmental sectors; and recommendations for improvements to and a redesign of the current SCS classification and compensation system.
St. Louis Community College, MO: Compensation Consulting Services
Evergreen Solutions was engaged with St. Louis Community College to provide Compensation Consulting Services. Evergreen determined current labor market rates for 168 non-unit (not represented by a bargaining unit) positions. Using a sustainable job evaluation methodology, Evergreen determined relative internal value of positions. Based on the relationship between external labor market rates and internal job evaluation values, Evergreen developed recommended pay structures and pay grade assignments and performed an evaluation of individuals in positions and recommended appropriate actions based on results of the analysis. Evergreen further recommended sustainable administration protocols to maintain the salary program over time.
Johnson County Community College, KS: Salary Classification Study
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.
Hagerstown Community College, MD: Compensation and Benefits Study
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.
Grand Rapids Public Schools, MI: Limited Classification and Compensation Study
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.
Blaine County School District No. 61, ID: Classification and Compensation Study
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.
Surry County Public Schools, VA: Classification and Compensation Study
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.