Gaston County, NC: Comprehensive Position Classification and Compensation Study

Evergreen Solutions is again engaged with Gaston County to conduct a Comprehensive Position Classification and Compensation Study for its more than 1500 employees. The desired objective of the study is for the County to implement a fair, consistent, competitive, equitable, and legally defensible Classification and Compensation system that allows the County to attract, reward and retain qualified individuals. 

Evergreen will perform a comprehensive review of the County’s classification and compensation system by conducting an internal equity analysis of employee salaries as well as a survey and review of current compensation and benefit policies and practices of entities of similar size of local public and private employers within Gaston County, the state of North Carolina and within the southeastern region of the United States.

From the comparative data gained through the pay survey and the comparative rankings of the classification of positions, Evergreen will assign a pay range to each classification of positions, resulting in a pay plan which is comparable, equitable and competitive with the salaries paid in the above stated labor market.

City of Pearland, TX: Classification and Compensation Study

Evergreen Solutions was again hired by the City of Pearland to conduct a Compensation and Classification Study.  The study included the review of the existing classification plan, position descriptions and methods of reclassification, the performance of a salary study and the preparation of pay plan schedules, job descriptions, etc.  The purpose of the comprehensive compensation and classification study was to develop a clear, equitable, consistent and competitive classification and compensation structure that fostered retention of qualified individuals while providing opportunities for growth and development within and provided the Human Resources Department a framework to operate within to maintain the system.

Leon County Sheriff’s Office, FL: Staffing Study

Evergreen Solutions was engaged with the Leon County Sheriff’s Office to conduct a Staffing Study.  Evergreen performed the following: collected current Key Performance Indicators (KPIs) and other outcome-related data; developed and issued benchmarking survey to collect level, staffing, and KPI results from relevant peer organizations; developed a peer staffing matrix based on KPI and/or outcome measure variation that includes the excepted staffing range by job level; utilized comparison data from benchmark survey peers in the peer staffing matrix to assess organizational structure and staffing levels; identify jobs by level that fell outside of the estimated staffing thresholds; developed staffing model based on current strategic needs, comparison of KPI results, and peer thresholds; provided recommended staffing levels for future years, using data from County on population growth projections; provided recommendations for future staffing needs of the LCSO; created a matrix that identifies all gaps between the current and desired staffing by level and functional area of the LCSO; estimated the overall resource and cost savings for each change or gap based on the current and proposed staffing model; and submitted a final report that summarized results and linked recommendations and outcomes from the study.

Laurens County, SC: Compensation Study

Evergreen Solutions was retained by Laurens County to conduct a comprehensive wage study and analysis for regular and part-time positions.  The goals of the study were to: ensure fair and equitable relationships within the organization; recommend and identify a consistent and competitive market position that the County can strive to maintain; remain cognizant of trends in wage or compensation inequality; and apply goals organization-wide, professionally, consistently and objectively.

Fairfax County Public Schools, VA: Superintendent’s Leadership Team Compensation External Review

Evergreen Solutions was retained by Fairfax County Public Schools (FCPS) to conduct a Superintendent’s Leadership Team Compensation External Review. Evergreen’s consultants collected, evaluated, and reviewed the current compensation and classification system; conducted a salary survey of FCPS peers, and provided recommendations for changes to the FCPS School Board. Evergreen also presented the Final Report at a School Board meeting.

Wayside School District, TX: Compensation and Classification Study and a Staffing Study

Wayside School District, Texas, a private charter district, hired Evergreen Solutions to conduct a Compensation and Classification Study and a Staffing Study. Evergreen began Phase I by evaluating the District’s current classification and compensation information and assisting in the development of an initial compensation philosophy. Following these initial steps, Evergreen utilized the Job Assessment Tool© to evaluate and build a projected classification plan. Market and benefits surveys were conducted, and recommendations for strategic positioning were provided to the District. A final solution was documented to develop a final report and a plan for maintaining recommendations over time. Phase II involved working with the District to determine the goals of the staffing study, gather relevant background materials, develop a preliminary profile, and prepare a final staffing plan.

Chesapeake Public Schools, VA: Pay and Classification Study

Evergreen was hired by Chesapeake Public Schools to conduct a thorough and comprehensive review of the division’s existing pay and classification plans, including the allocation of stipends (i.e., coaches, educational, extra duty) for all employee groups. This study identified any existing classification problems, and determined whether the salary schedules of all employee groups were competitive with other school systems and in the market in general. Evergreen recommended necessary changes to correct identified problems, and recommended options for implementation of a proposed grade/step plan.

Springfield R-12 School District, MO: Compensation and Benefits Study

Evergreen Solutions was retained by the Springfield R-12 School District to conduct a Compensation and Benefits Study. Evergreen conducted a full market salary and benefits analysis for all staff (3,987) with comparable labor markets to support the efforts of the District to attract and retain the best talent, while establishing a consistent and competitive market position within budgetary constraints. Evergreen also compared the District’s extra-duty salaries to peer organizations. Evergreen conducted an internal equity analysis by reviewing employee job descriptions and making recommendations for new job descriptions or updates to existing job descriptions according to the function each employee actually performed compared to their stated job description. Evergreen further determined whether there were compression or inequity issues and made recommendations for improvements.

Lee County School District, FL: Performance Audit

Evergreen Solutions was retained by the Office of Program Policy Analysis and Governmental Accountability (OPPAGA) to conduct a Performance Audit of the Lee County School District in the areas related to construction of new schools, reconstruction and renovation of existing schools, acquisition of equipment, safety and security, and technology. The performance audit included an examination of issues related to the following: economy, efficiency, or effectiveness of the program; structure or design of the program to accomplish its goals and objectives; alternative methods of providing program services or products; goals, objectives, and performance measures used by the program to monitor and report program accomplishments; accuracy of public documents, reports, and requests prepared by the county or school district which relate to the program; and compliance of the program with appropriate policies, rules, and laws.

Martin County School District, FL: Performance Audit

Evergreen Solutions was retained by the Office of Program Policy Analysis and Governmental Accountability (OPPAGA) to conduct a Performance Audit of the Martin County School District in the areas related to security upgrades and enhancements at all schools, the replacement of Jensen Beach Elementary and Palm City Elementary, and the repair or renovation of district-owned school buildings. The performance audit included an examination of issues related to the following: economy, efficiency, or effectiveness of the program; structure or design of the program to accomplish its goals and objectives; alternative methods of providing program services or products; goals, objectives, and performance measures used by the program to monitor and report program accomplishments; accuracy of public documents, reports, and requests prepared by the county or school district which relate to the program; and compliance of the program with appropriate policies, rules, and laws.