Category: Higher Education Projects

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

Evergreen Solutions was retained by Palm Beach State College to conduct a Faculty Compensation Study. Evergreen provided the following: briefed the Cabinet on the project and deliverables; met with faculty union representatives to discuss the process; selected ten peer institutions for comparison; created a survey document covering base and supplemental pay for each level of faculty; collected and analyzed survey data; and provided a written report that details the findings and recommendations of the study.

Evergreen Solutions was engaged with Wor-Wic Community College to conduct a Job Classification and Compensation Analysis for faculty, administrators, and support staff. The analysis considered the competitiveness of the job classification and salary grade system, including market considerations, as well as a determination of the internal and external equity of position classifications. Evergreen evaluated the procedures for maintaining the job classification program and made recommendations for necessary improvements. Evergreen determined that the classification system needed to be restructured, so a final report was written that included a strategic plan for implementation and associated costs, including the optimal time span for the restructure.

Evergreen Solutions was on contract with Wake Technical Community College (WTCC) to conduct a Compensation and Classification Study for 553 full-time faculty and 611 non-faculty. The goals and objectives of the compensation and classification were to: identify and survey labor market and benchmark classifications and conduct a customized market survey of appropriate labor markets for both faculty and staff; review the existing compensation systems for both the staff and faculty and provide recommendations for updating the system; and conduct and review the classification structure of staff positions and make recommendations based on compliance with the Fair Labor Standards Act (FLSA) revisions including updating and re-titling of positions.

In the end, Evergreen’s consultants provided the College training and detailed documentation for maintaining and updating the compensation and classification systems.

Evergreen Solutions was engaged with El Paso Community College District (District) to conduct a comprehensive job classification and compensation study. The purpose of the study was to ensure that the District’s position descriptions, job classifications, and salary tables were accurate, consistent, and hierarchically logical across the District, and capable of attracting, retaining, and motivating skilled and competent employees.

Evergreen consultants reviewed job descriptions for internal equity, conducted a market salary survey, and developed market pricing for each position. Evergreen then provided specific recommendations for changes to the existing salary tables, the District’s compensation structure, as needed, in order to ensure that the District achieved and/or maintained competitive compensation levels within the market in which it operated and that those levels were commensurate with actual position responsibilities and requirements across all positions. Evergreen consultants provided specific recommendations regarding any necessary changes required to update District Board policies, procedures, and written guidelines to ensure that the integrity of the classification and compensation system continues long after the study was completed.

Evergreen Solutions was engaged with Austin Community College (ACC) to conduct a Compensation Review for its 1,348 non-faculty employees. Of these employees, 872 are non-exempt (Classified employees) and 476 are exempt (Professional/Technical employees). The primary objectives of the study were to: review the current compensation philosophy and components of the college’s compensation program and make suggestions for improvement; conduct job analysis; revise and update job descriptions to reflect current duties; ensure that job descriptions reporting the performance of similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities are classified appropriately; review the current existing pay structure and make recommendations that address living wage, structure midpoints, and structure maximums; ensure that individual levels of compensation are commensurate with assigned duties, minimum levels of experience, minimum education, and are also in line with relevant labor markets; and review current processes and make suggestions for improvement.

The objectives for the market study process review were to: review current process and practices and make suggestions for improvement; recommend appropriate sources for the market study; review benchmark positions and linked positions, and make recommendations; suggest appropriate trigger points to determine what positions may need to change pay grades and how these should be adjusted as changes in market or budget occur; and review and recommend a market analysis method that takes into consideration average pay of ACC incumbents along with the incumbents’ experience.