Texas A & M University: Compensation Study

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.

Mary Baldwin University, VA: Classification and Compensation Study

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.

Kalamazoo Valley Community College, MI: Compensation and Classification Study

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.

Davis Technical College, Utah: HR Compensation Study

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.

St. Petersburg College, FL: Classification and Compensation Study

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.

Virginia State University: Campus Climate Survey and Salary Analysis

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. 

St. Louis Community College, MO: Compensation Consulting Services

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. 

Johnson County Community College, KS: Salary Classification Study

Evergreen Solutions was engaged with Johnson County Community College (JCCC) to conduct a Salary Classification Study.  The College hired Evergreen to perform a total compensation (salary, benefits and combined salary/benefits) audit of JCCC’s 9, 10, & 12-month teaching faculty, 12-month faculty librarians, and 12-month faculty counselors; adjunct teaching faculty; and full-time temporary faculty. This audit involved a review of the College’s job descriptions and pay schedules, total compensation practices and benefits practices at commensurate colleges, a review of the practices and systems currently used to classify positions at the College, and a review of internal equity for each of these faculty classifications.

Hagerstown Community College, MD: Compensation and Benefits Study

Evergreen Solutions was engaged with Hagerstown Community College to conduct a Compensation and Benefits Study. The desired objective of the study was for the College to implement a competitive compensation system that allowed the College to attract, reward and retain qualified individuals.

North Idaho College: Compensation Study

Evergreen Solutions was engaged with North Idaho College (NIC) to provide professional services to review compensation (salary/wages) for identified regular, full-time positions (estimate between 60-75 benchmark job descriptions) and adjunct faculty positions, and recommend possible wage adjustments in alignment with the College’s compensation structure. The College’s labor market is generally private and public employers in the Inland Northwest for exempt staff positions and more specifically, Kootenai County and Spokane County areas for nonexempt. The labor market for faculty is generally the Northwest and Mountain States regions. The study provided the actions that should be taken to avoid loss of qualified staff and faculty, and difficulties in recruiting new employees to NIC employment.