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.

Rock Hill Schools, SC: Compensation and Classification Study

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.

Florida Virtual School: Compensation and Classification Study

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.

City of Boulder City, NV: Classification and Compensation Study

Evergreen Solutions was engaged with the City of Boulder City to conduct a Classification and Compensation Study.  Evergreen’s consultants conducted a job evaluation, classification review, and developed a compensation system for all positions and job classifications in order to make recommendations regarding the appropriateness, internal equity, and external competitiveness of the City’s classification and compensation plans.  Evergreen developed an updated and well-structured classification system as well as classification descriptions for all positions that was legally compliant (including Fair Labor Standards Act (FLSA) and Americans with Disabilities Act (ADA) requirements), internally aligned, reflective of contemporary standards, and accurately reflected current roles, responsibilities, duties, and qualifications.  The study also reviewed the City’s compensation structure by conducting a market salary survey using comparator agencies.  The compensation study contained specific recommendations regarding the integration of all classifications into a clear compensation structure, with the goal of developing a clearly designed, internally equitable format that would be flexible for career opportunity and future growth.

San Patricio County, TX: Classification and Compensation Study and Analysis

Evergreen Solutions was engaged with San Patricio County to conduct a Classification and Compensation Study and Analysis.  The purpose of the study was to address changes in San Patricio County operations and staffing over the past decades, which might have affected the type, scope, and level of work being performed. The primary objectives of the study were 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; 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.

York County, SC: Operational Assessment of the HR Department

Evergreen Solutions was engaged with York County to conduct an Operational Assessment of the County’s Human Resource Function.  Evergreen’s consultants conducted a comprehensive review on the operational effectiveness and the identification of process improvements and other methods of optimizing service to the County in the areas of employee relations; HR compliance review; employee recruitment; .and training and organizational development. Evergreen further evaluated the Human Resources Department for effectiveness including, but not limited to: staffing of operations and providing recommendations for staffing levels and patterns to aid in efficiency, cost-effectiveness, and service; use of technology and management information systems; and process improvements and workflows for HR related communications and decision making.

City of Daphne, AL: Classification and Compensation Study

Evergreen Solutions was engaged with the City of Daphne to conduct a Classification and Compensation Study to determine internal equity and external competitiveness with comparable municipalities to ensure its compensation plan was competitive. Evergreen evaluated and built a projected classification plan based on the results of a job analysis and conducted a market survey to provide an external assessment. Evergreen also developed strategic positioning and compensation administration recommendations for the City and provided revised class descriptions and made FLSA determinations.