Evergreen was hired by Texas Southern University (TSU) to conduct a Compensation Study and Pay Equity Analysis. Evergreen will review and analyze staff salaries and perform an equitable-pay analysis by race, ethnicity, and gender group. Evergreen will develop a compensation philosophy which aligns with operations and competitive outlook to enhance recruitment and retention for TSU. Evergreen will conduct a comprehensive analysis of current compensation program and make recommendations for improvement, while assuring consideration of target comparison market, internal equity assessment, and maintenance of a competitive comprehensive salary package. In addition, Evergreen will also conduct a total compensation market analysis, including benefits.
Evergreen was hired by Northwest Florida Community College to conduct a compensation and benefits study. Evergreen will include staff and faculty in the study. Evergreen will conduct a market salary and benefits survey and provide external assessment summary, while also assessing the College’s existing compensation philosophy.
Evergreen Solutions is retained by Prairie View A & M University to conduct a Faculty Compensation Study. Evergreen will provide the following in order to complete the study:
- Development of a plan and guidelines for implementation and maintenance of the recommended program.
- Identification of strategies, both short-term and long-term, to achieve a competitive position in the relevant labor markets.
- Development of cost estimates to implement the recommended compensation plan.
Evergreen Solutions is retained by Valencia College to conduct a Comprehensive Compensation Study. Evergreen’s consultants will perform a college wide review of positions and market analysis through the following tasks: assist with goal setting and project planning for comprehensive compensation study, focusing on all full and part-time faculty and staff positions college wide; review current compensation regulations and strategies, along with current practices; perform benchmarking of jobs college wide; conduct job analysis and documentation; perform thorough job evaluation for all relevant positions; review the current salary structures and make recommendations for changes in line with competitive market and best practices for all full-time and part-time faculty (to include bargaining unit members) as well as staff; update and/or develop market‐based pay structures based on job analysis, taking into consideration competitive pay analysis as noted above and ensuring system(s) are easily administered and readily updated as market changes warrant; refine and finalize pay plans and base pay program that balances internal equity and external competitiveness, making recommendations for guidelines, vehicles, and tools for pay delivery that are adaptive to changing needs; evaluate other external compensation and pay practices throughout the process to be incorporated into new compensation plan to enhance competitiveness and overall total rewards package; develop and finalize a detailed outline for implementation as well as design training and information vehicles for the ongoing administration of the plan based on findings; and design and finalize easy to understand communication plan based on study results.
Evergreen Solutions is retained by Murray State University (MSU) to conduct a Compensation Study. Evergreen will conduct a market salary survey for faculty and staff to determine whether MSU is competitive in the market.
Evergreen Solutions was retained by Lansing Community College to provide Consulting Services – Human Resources. Evergreen’s consultants performed the following tasks:
- reviewed job descriptions, current classification definitions, current salary schedules, and the AFT union contract which may impact the study results (This also included review of division organization and staffing, as well as current personnel practices and policies that impact pay and performance);
- conferred with Human Resources, Executive Leadership Team and Union Leaders in order to review input regarding their views of compensation problems and needs, and to identify specific areas of concern;
- conferred with leaders in each of LCC’s ten divisions/work areas to better understand the nature of work performed by employees and the levels of responsibility and reporting relationships;
- prepared recommended pay grade and range schedules and assignments to pay grades for each class of work in the compensation plan; and
- provided consultation regarding job titles to ensure they are consistent within LCC and consistent with industry specific titles.
Evergreen Solutions was retained by San Jacinto Community College to provide Compensation Consulting Services. Evergreen provided 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. Note: Evergreen Solutions was again retained by San Jacinto Community College to provide Faculty Compensation Consulting Services.
Evergreen Solutions was retained by Northwest Missouri State University to conduct a Total Compensation Study. Evergreen analyzed the University’s current pay and benefit practices to determine whether they were competitive for its industry and geographic location in an effort to assist the University in attracting top talent. Evergreen developed a philosophy for calculating compensation for additional responsibilities above the base job expectations (temporary assignments, internship supervisors, extended season payments, etc.) and reported to the University. In the end, Evergreen provided recommendations to either adopt an alternative compensation structure or to maintain the current structure.
Evergreen Solutions was retained by Robeson Community College to develop an Employee Compensation Plan. Evergreen’s consultants ensured salaries were 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 obtained salary plans from comparable community colleges to identify competitive and strategic salary plans that would drive externally equitable salaries. Evergreen provided a comparison to the North Carolina Community College System ranges (to determine where Robeson Community College ranked within the System for positions and categories – a breakdown of the system, and regional salary amounts), and included 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 worked with senior college officials to identify a plan that would best suit the needs of a progressive leading community college.
Evergreen Solutions was engaged with Texas A & M University – San Antonio (TAMUSA) to conduct a Compensation Study. Evergreen’s consultants performed the following tasks: identified positions and incumbents where salaries were not competitive based on use of compensable factors and ratios; validated that entry level pay grade minimums were comparable to the current San Antonio market; developed a plan to increase salaries to a competitive level to include phase-in options; developed guidelines to maintain internal equity and continue to compensate employees at competitive rates; and assisted in recommending pay grades for staff members that were currently not tied to a formal pay grade (i.e., approximately 54 staff needed to be linked to an appropriate pay grade range).