Evergreen was hired by Oakland Community College to conduct an Employee Compensation Study. Evergreen will conduct three separate compensation studies. Study 1 will include AFSCME Classified Union employees; Study 2 will include Non-Union Administrative/Management employees; and Study 3 will include Teamsters Union Classifications as determined by the College. Evergreen will also provide additional consulting services consisting of reviewing and offering recommendations to implement a performance/merit based annual raise process for non-union employees.
Hudson Valley Community College, NY: Salary and Compensation Study
Evergreen was hired by Hudson Valley Community College to conduct a Salary and Compensation Study. The goals of the study are to produce actionable recommendations that will ensure internal equity and external competitiveness, compliance with applicable laws and agreements, alignment with regional community colleges of comparable size and curriculum offerings as well as the College’s strategic goals and budget.
Benedict College, SC: Faculty Compensation Study
Evergreen was hired by Benedict College to conduct a Compensation Study for its faculty. Evergreen will review the College’s existing compensation plan(s); conduct a market salary survey; produce a revised or new pay scale that best meets the needs of the College from an external equity standpoint; and develop a plan for maintaining the plan over time.
Lake Sumter State College, FL: Compression Analysis
Evergreen was hired by Lake Sumter State College (LSSC) to conduct a Compression Analysis. Evergreen discussed the strengths and weaknesses of the current pay plan(s) and pay practices for LSSC and discussed any pay compression issues that might have existed and possible solutions with the LSSC Project Manager. Evergreen completed an assessment of current conditions that detailed the pros and cons of the current system for LSSC as well as highlighted areas for potential improvement in the final adopted solution.
Fairmont State University, WV: Comprehensive Classification and Compensation Study
Evergreen was hired by Fairmont State University to conduct a Comprehensive Classification and Compensation Study. Evergreen will perform the following tasks: perform a comprehensive market analysis for all staff, faculty, adjunct, faculty equivalent academic professional and temporary appointment positions; develop a competitive, market-based compensation framework for the University; draft a policy to ensure fair and consistent pay practices across the University; develop formal policies and procedures to establish a clear process for employees to contest decisions regarding their compensation or job classification; establish a plan for an ongoing maintenance of the University’s classification and compensation program; and assess and update the current salary structure based on study findings and job responsibilities.
Onondaga Community College, NY: Compensation Analysis and Structure Development
Evergreen was hired by the Onondaga Community College to perform a Compensation Analysis and Structure Development. Evergreen will conduct a thorough market analysis of Professional Administrator and Management Confidential positions and salaries; compare current salaries to market data; develop a new compensation structure that is industry competitive; provide clear career paths; provide recommendations relative to compensation adjustments; and assist in the implementation and maintenance of the new compensation structure.
Polk State College, FL: Faculty Compensation Study
Gulf Coast State College, FL: Classification and Compensation Study
Evergreen was retained by Gulf Coast State College to conduct a Classification and Compensation Study. Evergreen conducted a comprehensive benchmark market compensation analysis, applying local market factors, of all college positions with comparable public higher education institutions within and outside of the Florida College System, as well as applicable private/public sector competitors based not only on job titles, but duties and responsibilities; created a competitive, market-based compensation structure for the College; created policies for pay administration to ensure fairness and consistency across the College; developed an ongoing maintenance of the College’s classification and compensation program; evaluated and updated the existing salary structure based on the results of the compensation study plus job duties and responsibilities; and reviewed and updated current job descriptions and recommending appropriate revisions.
Parker University, TX: Compensation Study
Evergreen was retained by Parker University to conduct a Compensation Study. Evergreen conducted a salary survey to determine whether the University’s salaries for staff and faculty were competitive in the market in order to better assist the University in recruiting and retaining a quality workforce.
Texas Southern University: Compensation Study and Pay Equity Analysis
Evergreen was hired by Texas Southern University (TSU) to conduct a Compensation Study and Pay Equity Analysis. Evergreen reviewed and analyzed staff salaries and perform an equitable-pay analysis by race, ethnicity, and gender group. Evergreen developed a compensation philosophy which aligned with operations and competitive outlook to enhance recruitment and retention for TSU. Evergreen conducted a comprehensive analysis of current compensation program and made recommendations for improvement, while assuring consideration of target comparison market, internal equity assessment, and maintenance of a competitive comprehensive salary package. In addition, Evergreen also conducted a total compensation market analysis, including benefits.