Evergreen Solutions is retained by San Jacinto Community College to provide Compensation Consulting Services. Evergreen will provide consultation and advisement in the following areas: review and analysis of the College’s current pay structures in line with competitive market and best practices; review and analysis of the College’s guidelines for determining the source of informational data and methods of collecting and analyzing the data; review and analysis of the current staff and administrator salary structure for grades thirty-two (32) and below regarding market equity and applicability; review and analysis of the current staff and administrator salary structure for grades thirty-two (32) and below regarding potential realignment of individual staff positions in an effort to align with market conditions; conduct an internal equity study for staff and administrator positions; review and analysis of hierarchical job titles reflecting levels of accountability; review and analysis of the method of determining starting salaries for new employees; review and analysis of the current job classification system; and review and analysis of the College’s compensation philosophy that is linked to the College’s mission and strategic plan, accountability-based performance evaluation system, differentiated compensation, and results-based orientation.
Evergreen Solutions is retained by Northwest Missouri State University to conduct a Total Compensation Study. Evergreen will analyze the University’s current pay and benefit practices to determine whether they are competitive for its industry and geographic location in an effort to assist the University in attracting top talent. Evergreen will develop a philosophy for calculating compensation for additional responsibilities above the base job expectations (temporary assignments, internship supervisors, extended season payments, etc.) and report to the University. In the end, Evergreen will provide a recommendation to either adopt an alternative compensation structure or to maintain the current structure.
Evergreen Solutions is retained by Robeson Community College to develop an Employee Compensation Plan. Evergreen’s consultants will ensure salaries are in accordance and aligned with any salary requirements, or guidance, outlined by the North Carolina Department of Community Colleges and/ or North Carolina Legislature and will obtain salary plans from comparable community colleges to identify competitive and strategic salary plans that will drive externally equitable salaries. Evergreen will provide a comparison to the North Carolina Community College System ranges (to determine where Robeson Community College ranks within the System for positions and categories – a breakdown of the system, and regional salary amounts), and include public records from external organizations in the market area (such as City of Fayetteville, University of North Carolina at Pembroke, Bladen and Columbus County). In the end, Evergreen will work with senior college officials to identify a plan that will best suit the needs of a progressive leading community college.
Evergreen Solutions is engaged with Texas A & M University – San Antonio (TAMUSA) to conduct a Compensation Study. Evergreen’s consultants will perform the following tasks: identify positions and incumbents where salary is not competitive based on use of compensable factors and ratios; validate that entry level pay grade minimums are comparable to the current San Antonio market; develop a plan to increase salaries to a competitive level to include phase-in options; develop guidelines to maintain internal equity and continue to compensate employees at competitive rates; and assist in recommending pay grades for staff members that are currently not tied to a formal pay grade, approximately 54 staff need to be linked to an appropriate pay grade range.
Evergreen Solutions is engaged with Mary Baldwin University to conduct a Classification and Compensation Study. The primary objectives of the scope of services are to: ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide wages commensurate with assigned duties; clearly 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, non‐profits with similar characteristics, and private employers within the same geographic area to attract and retain qualified employees.
Evergreen Solutions is engaged with the Kalamazoo Valley Community College (KVCC) to conduct a Compensation and Classification Study. Evergreen’s consultants will perform the following tasks: evaluate staff and administrator jobs to determine if adjustments may be necessary; review, revise and align current position descriptions as needed for benchmarking, also taking into consideration the corresponding essential functions, skills, abilities, education/experience, supervision received, licensing/certification requirements, training etc; review the classification of all existing staff and administrator jobs and their current pay grades (i.e. grades 1-15); establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable local, statewide and regional Institutions. Analyze and recommend changes to the present compensation structure based upon findings in market analysis; review compensation related practices impacting progression on salary scales and provide recommendations for improvement; conduct overall review of total compensation system (including salary and benefits); identify potential compression and inequities in compensation; review administration of current system and provide recommendations for improvement; survey comparable compensation, recruitment, retention and engagement plans, recommending best practices; develop process and system for scheduled performance management; and develop systems to tie compensation to performance.
Evergreen Solutions is engaged with Davis Technical College to conduct an HR Compensation Study faculty and staff. The following are the objectives of the study: perform assessment of integration between the College’s compensation philosophy and practices in relation to human capital strategy and business objectives; evaluate opportunities for improvement to ensure the organization is well-positioned to attract and retain a skilled labor force that will support organizational objectives and goals; provide recommendations regarding how to define the College’s relevant external geographic labor markets used for benchmarking. Specifically, provide guidance on achieving a successful balance between being competitive within the education industry while also being sufficiently competitive to entice human capital from the non-education industry within the relevant geographic labor market; assess accuracy of Fair Labor Standards Act (FLSA) designations to job descriptions and provide recommendations with regards to exempt vs non-exempt status; assess current point factor method and compensable factors used for evaluating and grading faculty and staff positions; assess each group’s pay scale and its corresponding positions providing recommendations regarding updates, modifications or alternate methods to ensure equitable compensation among the positions; and perform salary survey data analysis to assess the College’s current level of competitiveness using benchmark jobs relative to similar sized organizations.
Evergreen Solutions is engaged with St. Petersburg College to conduct a Classification and Compensation Study for faculty and staff. Evergreen will perform the following tasks: review current classification grade methodology and propose recommended strategies for the College; conduct interviews and/or job audits to determine redundancies and inefficiencies; update job descriptions; identify career ladders/promotional opportunities; provide a maintenance system to keep the classification structure current and equitable; and provide training to HR to ensure that staff can administer the new system in the future.
Evergreen Solutions is retained by Virginia State University to conduct a Campus Climate Survey, Salary Analysis and provide an Administration Plan. The University’s Campus Climate Survey will provide stakeholders’ opinions on a variety of issues including, but not limited to, campus environment, institutional policies and practices, shared governance, job satisfaction, customer service, change management, inclusion, staff development, talent acquisition and management, interpersonal relations and teamwork, leadership, and communications. The Faculty and Staff Compensation Study and Salary Administration Plan will provide information regarding internal equity and an action plan for the University to be competitive in the marketplace in attracting and retaining qualified employees.
Evergreen Solutions is engaged with St. Louis Community College to provide Compensation Consulting Services. Evergreen will determine current labor market rates for 168 non-unit (not represented by a bargaining unit) positions. Using a sustainable job evaluation methodology, Evergreen will determine relative internal value of positions. Based on the relationship between external labor market rates and internal job evaluation values, Evergreen will develop recommended pay structures and pay grade assignments and will perform an evaluation of individuals in positions and recommend appropriate actions based on results of the analysis. Evergreen will further recommend sustainable administration protocols to maintain the salary program over time.