Category: Higher Education Projects

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.

Evergreen Solutions was engaged with South Texas College to conduct a comprehensive compensation study. Evergreen designed and assisted with the implementation of a classification and compensation structure for the College’s 733 non-faculty staff. The objective of the study was to optimize recruitment and retention of employees.

Specifically, Evergreen’s consultants reviewed and updated current job descriptions as necessary, and made recommendations for new job descriptions in accordance with the duties each employee actually performed; conducted job evaluations to determine proper classification of a job internally and with the external market; compared non-faculty employee salaries to internal and external market(s) and made recommendations for salary adjustments to assure internal equity and external competitiveness within the relevant labor market; reviewed salary ranges to determine market entry pay levels and maximum salary for each salary range; reviewed pay structure and recommended appropriate reclassification; prepared an analysis that included survey of wages for comparable college and private sector employees; recommended procedures for advancement within and between salary ranges resulting from transfers, career advancements, and/or educational attainment; reviewed current pay structure and developed pay ranges based on job analysis and market reference data; developed definitional guidelines for salary ranges, including hiring and promotion guidelines and salary adjustments due to educational attainment; and made recommendations for guidelines, methodology, and tools for appropriate classification within ranges and develop strategies for maintaining the twin goal of internal equity and market competitiveness over time.

Lone Star College System selected Evergreen Solutions to conduct a comprehensive classification and compensation study to assess both internal and external equity of the college system’s current classification and compensation plan. The study included a review of Lone Star College System’s current compensation and classification philosophy and structure through documents review, interviews, and statistical analysis, as well as used Evergreen’s job evaluation tool to collect information directly from employees. Evergreen then designed and administered a survey for the external market to assess local and regional market conditions. Based on the internal and external analysis, Evergreen recommended adjustments to Lone Star College System’s existing classification and compensation plan.

Evergreen Solutions was retained by Maricopa Community College District to advise their staff on conducting and implementing a compensation and classification study aimed at unifying ten different campus systems. Evergreen staff worked with the compensation committee to design the process, review data, and make recommendations.

Evergreen Solutions was selected by McHenry County College to conduct a comprehensive Employee Classification and Compensation Study for the College’s approximately 299 classified, professional, and administrative positions. The study included the development of a compensation philosophy and a review of salary ranges for these positions. Specifically, Evergreen conducted job evaluations, restructured compensation plans, recommended transition processes between salary ranges, gauged external competitiveness with the surrounding labor market, and developed a maintenance process to ensure sustainability of the competitiveness and equitability of the implemented salary structure.

Initially, Evergreen collected background data from McHenry County College to evaluate the existing compensation and classification structure in place. Information on each of the classifications at the College was also collected from incumbents through the use of Evergreen’s online Job Assessment Tool as well as through focus groups and interviews. Finally, Evergreen collected compensation and classification data from the external labor market for comparison with the College. Evergreen analyzed these data to determine inconsistencies in internal and external compensation between similar classifications as well as determined where compensation practices could be improved. Evergreen then produced a report outlining recommendations to improve the College’s total compensation system.

Evergreen Solutions was selected by the College of Southern Nevada to conduct an exhaustive evaluation of the College’s Emergency Management for Higher Education (EMHE) Grant program. Evergreen’s evaluation acted as an instrument to assure the U.S. Department of Education that the grant goals and objectives set forth by the college were accomplished over the two year grant program. Evergreen completed evaluation activities through a combination of qualitative and quantitative initiatives aimed at gathering data and information to support task completion and compliance.

In the initial project plan, the College outlined several specific criteria as well as several emergency management focused objectives that the program was set out to achieve, and that was subsequently monitored and evaluated by Evergreen. Examples of these criteria included ensuring emergency management and EMHE training multimedia presentations were of high quality; ensuring the number of individuals trained in NIMS courses was sufficient; and evaluated written all-hazard emergency plans to ensure inclusion of elements incorporated the National Incident Management System and Incident Command Systems. As an important component of the EMHE program, Evergreen ensured that collaboration with local first responders and emergency planning organizations was increased during the grant program, and that lessons learned as a result of the grant program were shared with these stakeholders and other institutions of higher education.

During the EMHE evaluation, Evergreen reported project data and analysis as per the U.S. Department of Education requirements under the Emergency Management for Higher Education Grant by working closely with the college’s Emergency Preparedness Manager, and the remainder of the EMHE project team. In addition, Evergreen maintained records and provided related data as well as addressed additional reporting requests and requirements. Evergreen worked to ensure that all involved had an understanding about the evaluation process.