Category: Evergreen Solutions

Evergreen Solutions was selected by the Florida Department of Education to evaluate the state’s $700 million Race to the Top (RTTT) grant program, including all 50 state-level RTTT projects. The national Race to the Top grant program was announced in 2009 as part of the American Recovery and Reinvestment Act. Race to the Top aimed to raise student achievement by focusing all initiatives on eight specific national reform criteria, including:

1. Supporting the transition to enhanced standards and high-quality assessments

2. Accessing and using state data

3. Using data to improve instruction

4. Improving teacher and principal effectiveness based on performance

5. Ensuring equitable distribution of effective teachers and principals

6. Improving the effectiveness of teacher and principal preparation programs

7. Providing effective support to teachers and principals

8. Turning around the lowest-achieving schools

In late 2010, the United States Department of Education announced that Florida, along with ten other states, would be the recipient of Race to the Top grant funds. The Florida Department of Education executed the state’s Race to the Top grant program through a series of 14 local education agency (LEA) projects and 50 state-level projects, which each fell under one of the eight national reform criteria. In Florida, 62 school districts participated in the state’s Race to the Top grant program. Evergreen Solutions worked with state leaders to implement a comprehensive evaluation plan of Florida’s Race to the Top program to measure success of the 50 state-level projects as well as the state’s oversight and support of the 14 LEA projects.

In August 2011, prior to being selected as the state’s Race to the Top grant evaluator, Evergreen was selected to design the evaluation work plan for Florida’s Race to the Top program. The evaluation work plan included specific yet adaptive evaluation tasks that ensured all 50 state-level projects were conducted efficiently and effectively, and with fidelity to the state’s original scope of work. Evergreen’s work plan for the evaluation of Florida’s Race to the Top program included 17 work tasks, 139 task activities, and 87 unique deliverables. These activities included data collection and analysis, interviews, focus groups, surveys, and onsite visits as well as formative evaluation activities was conducted throughout the remaining three years of the grant program and summative evaluation tasks were completed at the end of the state’s four year Race to the Top grant program. Grant evaluation teams were organized around each of the eight national reform criteria and to ensure that success was measured and reported for all of the 50 state-level projects.

Following finalization of the Race to the Top evaluation work plan, Evergreen Solutions was selected in November 2011 by the Florida Department of Education to lead implementation of the Race to the Top evaluation work plan. Evergreen’s selected team of evaluators includes 19 subject matter experts who will work closely with the Florida Department of Education’s Race to the Top project team to evaluate grant activity. Evergreen’s comprehensive information and data system will be used for reporting and data collection during the evaluation. Evergreen Solution’s evaluation of Race to the Top will conclude in June 2014 with a comprehensive report on Florida’s success in implementing the Race to the Top program.

Lee County, North Carolina retained Evergreen Solutions to conduct a comprehensive Performance Audit of Lee County departments as well as a detailed Financial Review of Lee County Public Schools (LCPS). The first section of the study, the financial review of school operations, aimed at assisting Lee County Public Schools in continuing to succeed and improve in its primary mission, the education of all students. The second part of the study, the performance audit, focused on the organizational, operational, and financial efficiency and effectiveness of Lee County operations from a departmental standpoint. In the end, Evergreen presented findings and recommendations to key stakeholders on containing costs, improving management strategies, and improving the overall efficiency, effectiveness, and productivity of the county and the school district.

The initial phase of the study involved careful analysis of Lee County Public Schools. According to statistics provided on Lee County Public Schools, approximately 9,654 students were educated in LCPS in the 2010-11 school year. The district consists of 16 schools and employs approximately 1,258 people, including 621 classroom teachers. Evergreen conducted a comprehensive financial review of school operations and carefully scrutinized the district based on available financial information. Specifically, the financial review included summarizing the status of each district fund source; reporting on the status of district financial resources; analyzing Lee County’s funding of Lee County Public Schools; and recommending strategies for improvements in the use of funds in Lee County Public Schools.

Concurrent with the review of school district financial operations, Evergreen conducted phase two of the study; an analysis of county government operations in each department. Specifically, Evergreen reviewed past reports and existing data sources (policies, organizational charts, financial audits, job descriptions, salary schedules, employee handbook, etc.), conducted interviews, and established a channel for community input to begin the analysis. Next, Evergreen’s team benchmarked Lee County operations to operations in peer districts using comparative data and statistical analysis. Pairing the outcome of this analysis with findings from on-site reviews and interviews, Evergreen determined areas where the county could make improvements to existing processes, plans, and procedures.

Evergreen Solutions was retained by Davie County, North Carolina to conduct a comprehensive Performance Audit of Davie County departments as well as a detailed Financial Review of Davie County Public Schools. The first part of the study, the performance audit, focused on the organizational, operational, and financial efficiency and effectiveness of Davie County operations from a departmental standpoint. The second segment of the study, the financial review of school operations, aimed at assisting Davie County Public Schools in continuing to succeed and improve in its primary mission, the education of all students. In the end, Evergreen presented findings and recommendations to key stakeholders on containing costs, improving management strategies, and improving the overall efficiency, effectiveness, and productivity of the county and the school district.

The initial phase of the study involved careful analysis of county government operations in each department, including human resources, information technology, public safety, health, social services, solid waste and water, tax, and several other departments. Specifically, Evergreen reviewed past reports and existing data sources, conduct interviews, and established a channel for community input to begin the analysis. Next, Evergreen’s team benchmarked Davie County operations to operations in peer districts using comparative data and statistical analysis. Pairing the outcome of this analysis with findings from on-site reviews and interviews, Evergreen determined areas where the county could make improvements to existing processes, plans, and procedures.

Following the review of county government operations, Evergreen’s team of consultants shifted their focus to Davie County Public Schools, conducting a comprehensive financial review of school operations during this second phase. The district, which educates over 6,500 students and employs approximately 865 full-time staff, was scrutinized based on available financial information. To conclude the study, the current status of district financial resources was summarized by Evergreen, including budgets by fund source (federal, state, and local), and recommendations were made as to how the district could improve the use of allocated funds.

Evergreen Solutions was retained by Portland Public Schools (PPS) to conduct a comprehensive compensation study, including a salary and benefits survey, and a comprehensive classification, organizational design and structure study. The first phase of the study included orientation sessions and workshops with PPS staff, a review of existing job descriptions, interviews with managers and supervisors, and preparation of draft job descriptions. Phase two included recommendation of a job classification structure, as well as implementation and training. The study also included the review and preparation of updated organizational charts, a comprehensive compensation study, and an employee evaluation system.

Evergreen Solutions was selected by Pinellas County Schools to evaluate the district’s School Improvement Grant (SIG). SIG funds were used to provide adequate resources in order to raise substantially the achievement of students in low-performing schools. Evergreen evaluated Pinellas County Schools’ SIG to determine if the intervention implementation is effective and on track. The evaluation was based on the stated objectives of the grant program. These goals included transforming school culture through initiatives aimed at improving staff knowledge and skills; enriching curriculum by improving teacher pedagogical skills and developing high quality curriculum units; and building connections related to parent involvement, student-teacher relationships, and community involvement in school activity.

Evergreen’s evaluation focused on establishing a baseline in student performance data, teacher and stakeholder perception, and observations, and periodically comparing these baselines to ongoing performance data to measure improvement based on predetermined indicators. Evergreen continually reported performance and recommended adjustments to delivery and implementation of SIG activities to school leaders.

Evergreen Solutions was retained by Loudoun County Public Schools to conduct a detailed compensation analysis of its instructional and support workforce. Major regional peers were included in the salary survey and recommendations were made on how best to position Loudoun County in the future.

Evergreen Solutions was retained by Manassas City Public Schools to conduct a detailed compensation and classification analysis of its total workforce. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. In addition, pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity.

Evergreen Solutions was retained by Montgomery County Public Schools (MCPS) to conduct a compensation study for all employees. Evergreen’s consultants developed two compensation systems (i.e., step-based and peer-based) for teachers and staff (i.e., administrators; occupational/physical therapist assistants, speech language pathology assistants, interpreters – Levels I and II, occupational therapists, psychologists; administrative assistants; aides; support services staff; bus drivers and bus aides; and nutrition services) that addressed steps missed in recent years with regard to their pay plan. Evergreen also developed an implementation plan for the two systems that included the next 3 – 5 years and will provide recommendations on changes needed to the current compensation systems.

Evergreen Solutions was retained by Clarke County Public Schools (Division) to conduct a pay and classification study that provided internal equity and yet allow the division to be competitive in the marketplace in attracting and retaining qualified employees. Evergreen’s consultants assisted the division in reviewing and updating (if necessary) existing job descriptions and specifications to uniformly reflect distinguishing characteristics, essential job functions, minimum qualifications, working conditions, license requirements, regulatory requirements, standby/call out responsibilities, etc. for all classifications; obtained market data and made recommendations on updating the division’s classification plan to reflect the current market; reviewed current classification grade methodology, and proposed recommended strategies for the division; identify management, supervisory, professional, technical, and general employees, including Fair Labor Standards Act (FLSA) and Affordance Care Act (ACA) status (exempt/non-exempt); assisted in reviewing the division’s current salary administration guidelines and make recommendations on implementing strategies that will pay employees for additional duties, education, and qualifications, and ensure that the compensation plan remains competitive in future years; and recommended appropriate salary range for each existing or proposed position based on the classification plan, the compensation survey results, experience, and internal relationships and equity.

The Texas Legislative Budget Board selected Evergreen Solutions to complete a comprehensive pilot charter review of the Meyer Park, Southwest School, and Kandy Stripe charter schools. The review served to develop and test policies and procedures that evaluate the quality of services provided by Charter holders and to develop accomplishments, findings, and recommendations that improve the quality of services provided by the Charter holder. The pilot identified strategies to improve charter operations, identified opportunities to reduce costs, and highlight exemplary programs. Results of the pilot, including tools and methodologies, were used in future reviews of Texas charter schools.

Evergreen focused the review of charter schools on five core functional areas, including educational service delivery; charter leadership, organization and management; financial, asset/risk and purchasing management; safety and security; and facilities planning, use, and management. Evergreen worked closely with LBB to develop prototype materials to review each of these areas, including surveys and or on-site visits and guides. Upon completion of the prototype review materials, Evergreen assessed the operation of each charter school and provide specific findings and recommendations for areas where issues were identified. Each recommendation was accompanied by a five-year fiscal impact. The end result was a finalized methodology to review Texas charter schools in the future, the accompanying tools to perform a review, and a report on the review of operations at Meyer Park, Southwest School, and Kandy Stripe using these methodologies and tools.