Category: Higher Education Projects

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.

Evergreen Solutions was retained by SUNY Ulster to assist in the organizational development and compensation and classification review with College stakeholders. The goal of the study was to assist the College in determining the most effective organizational structure and allocation of human capital resources. Evergreen’s consultants reviewed appropriate staffing levels, including, supervisor to employee ratios, allocation of academic department administrative responsibilities, and function consolidation opportunities. Evergreen reviewed the College’s current classification system for faculty, professional staff, and management confidential employees, conducted a job analysis, performed a market review for comparable positions in the relevant private and public sectors, conducted a benefits survey that included health insurance, retirement contributions, tuition waivers, life insurance, and disability, and provided recommendations for the best classification and compensation plan design that would allow for competitive and equitable compensation both internally and externally and would alleviate any compression/equity issues. Evergreen provided best practice options and drafted recommendations for changes to realign resources to sustain and enhance the College’s effectiveness in meeting its strategic goals.

Evergreen Solutions was retained by Central Community College to conduct a Market and Total Compensation Study. Evergreen conducted a comprehensive salary and benefits survey of select positions (i.e., administrators and staff) to determine market position. Evergreen made recommendations to update the salary grade structure and salary ranges currently in place at the College in order to assist the College in better recruiting and retaining quality employees.

Evergreen Solutions was retained by Finger Lakes Community College to conduct a Total Compensation Study. Evergreen conducted a comprehensive comparison of salary and benefits for positions in the FLAG group (i.e., College administrators) to comparable Colleges, and to similar positions in the private sector. Additionally, for each peer College, Evergreen conducted a survey on how salary increases were awarded. For example, each position received a COLA increase annually. Or, each position received a step, and a COLA increase. Or, every position was evaluation by merit and given a percentage increase based on performance. Evergreen also conducted an internal comparison of total compensation including salary ranges, benefits, and structure for increases in salary between two constituencies (i.e., FLAG group and the Professional Association) within the College. Evergreen identified issues such as inequity and imbalance compensation plan such as increments and longevity that had contributed to compression, etc. Lastly, Evergreen reviewed the academic rank salary structure relative to other similarly situated Colleges including salary ranges, increments, benefits and other compensation items in order to provide the College with comparisons that addressed any issues and that provide the College with independent data and analyses.

Evergreen Solutions was engaged with the Corning Community College to conduct a Benefit and Compensation Study for full-time and adjunct faculty. The study examined all aspects of faculty and adjunct faculty compensation to ensure competitiveness within relevant labor markets. Evergreen established salary ranges with minimums, midpoints, and maximums for five faculty ranks (i.e., Instructor, Asst. Professor, Assoc. Professor, Professor, and Clinical Nursing Instructor); conducted a comparative analysis of employee benefit offerings among comparable institutions; and conducted a comparative analysis of overload/adjunct pay rates among comparative institutions. Evergreen also reviewed the College’s current compensation policies and practices to ensure competitiveness, effectiveness, and consistency with institutional peers. Based upon this review, Evergreen made recommendations on how to improve the College’s compensation policies and practices.

Evergreen Solutions was again retained by Tarrant County College District to conduct an Employee Compensation Study. Evergreen’s consultants reviewed and updated the College’s current job classification and compensation system for all exempt and non-exempt staff positions which consisted of approximately 2,500 full-time employees covered by 317 job titles for exempt staff and 124 job titles for non-exempt staff. To review the outreach video, please click on the following link: https://video.tccd.edu/Mediasite/Play/ab7e8a12f34142fc86aff20d1ba7e99d1d