Category: Higher Education Projects

Evergreen Solutions was engaged with St. Louis Community College to provide Compensation Consulting Services. Evergreen determined current labor market rates for 168 non-unit (not represented by a bargaining unit) positions. Using a sustainable job evaluation methodology, Evergreen determined relative internal value of positions. Based on the relationship between external labor market rates and internal job evaluation values, Evergreen developed recommended pay structures and pay grade assignments and performed an evaluation of individuals in positions and recommended appropriate actions based on results of the analysis. Evergreen further recommended sustainable administration protocols to maintain the salary program over time.

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.

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.

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.

Evergreen Solutions was engaged with New Mexico Highlands University to conduct a Classification and Compensation Study. The study included: an analysis of the ranking and rating of each job to the appropriate salary grade level to ensure fairness, internal equity, and pay range and a review to ensure positions were compliant with the Fair Labor Standards Act; an analysis of the University’s salary structure and existing position titles to propose recommendations for external competitiveness so that the University might be able to attract and retain well-qualified employees that reflected not only to job titles but duties and responsibilities of the job description; development of a compensation philosophy and compensation plan based on Highlands University strategic priorities ensuring alignment with Highlands’ mission, vision, and values; implementation of a maintenance plan for Highlands University that would keep job descriptions and salaries current and competitive; and recommendations for updating the University’s policies and procedures.

Evergreen Solutions was engaged with Miami-Dade College to conduct a Compensation Study. Evergreen’s consultants performed the following tasks: reviewed existing position descriptions to ensure they reflected the appropriate duties, responsibilities, qualifications and FLSA status and recommended changes accordingly; provided recommendations on the current salary structures; conducted competitive analysis to determine whether the College led, lagged or was consistent with the market; recommended new salary structures for non-instructional and part time positions that was internally equitable and externally competitive; assigned each position description to the new structure. Included, if determined by study, a list of position titles that were determined to be under or over classified; designed salary administration guidelines/procedures to assist the College in all compensation related actions such as job evaluations, hiring, promotions reclassifications, etc.; identified positions that could be grouped into job families/career levels that had similar skills, effort and responsibility for development of career progression; and provided an implementation strategy to include employee communications for an updated compensation and classification system.

Evergreen Solutions was engaged with the Metropolitan Community College (MCC) to conduct a Compensation and Classification Data Review for 650 full-time employees in approximately 80-100 job classifications. Evergreen reviewed the current structure for staff and administrators and made recommendations for simplification of the compensation structure. For the Facilities, Public Safety, and Information Technology compensation structure, Evergreen reviewed and recommended separate and distinct salary structures for job families to ensure the College had a fair and equitable compensation system in place. Evergreen analyzed position classifications and based on labor market survey data, revised existing position descriptions to include more accurate and specific position data, as well as FLSA and ADA compliance. Evergreen conducted training and created manuals for to Human Resources staff to use to administer and maintain the adjusted compensation plan and classification system using our Job Force Manager tool to ensure continued relevance and competitiveness for MCC.

Evergreen Solutions was engaged with Middlesex Community College in New Jersey to conduct a Management Classification and Compensation Study for approximately 131 full-time management/administrative employees. Evergreen’s consultants discussed with the College’s Project Manager, the Vice-President, Finance and Administration (VPFA), and the Director of Human Resources (DHR), the strategic direction of the College and some of the short- and long-term priorities to assess where the College should be going and what type of pay plan would reinforce current and future goals. Evergreen gathered relevant materials and information to assist in the assessment of the current system and developed a projected classification plan, incorporating data gathered from the external labor market salary survey. Weekly updates were provided to the College’s Project Manager, VPFA, and the DHR throughout this engagement. Final reports were provided to Middlesex Community College and revised Class Descriptions and FLSA determinations were provided.

Evergreen Solutions was retained by the Santa Fe Community College to conduct a Compensation Study. The primary goals of the study were to: manage a classification/compensation strategy and organizational structure that is consistent with SFCC strategic and organizational objectives and in accordance with organizational mission, vision, values and financial resources; establish and maintain a competitive compensation structure based on comparisons to appropriate external labor markets while also considering relative internal worth; ensure that the compensation strategy is administered strategically, consistently, effectively, efficiently, fairly and equitably; design an organizational structure for career progression and recognition of high performance; establish a compensation strategy that is transparent, accountable and designed to ensure sound stewardship of available compensation funding; and establish the principles and processes for regular review of market competitiveness and effectiveness of compensation strategy.

Evergreen Solutions was retained by Shawnee Community College to conduct a Compensation Study of its classified, professional, and administrative positions. The compensation study included the following primary components: perform an analysis of the College’s existing compensation structure; identify appropriate comparison institutions for the study; conduct a comprehensive compensation study surveying a group of comparable institutions, using job titles as well as duties and responsibilities; provide an accurate assessment of how the current compensation system compares with selected comparison institutions; provide recommendations on how the College’s current compensation structure can be strengthened to better support its goals and strategies, including ranking and assigning each position to an appropriate salary level to ensure equity and fairness and proposing a salary structure which provides equitable and fair compensation for all classifications; and assist in the development of a strategy to implement the recommended compensation plan.