Category: K-12 Projects

Evergreen Solutions is retained by the Savannah-Chatham County Public School System (SCCPSS) to provide Job Architecture Consulting for HR. Evergreen will review and provide an in-depth, detailed recommendation regarding an appropriate tiered career pathway for SCCPSS. Additionally, Evergreen will modify, update, and develop position specifications for all identified non-teaching positions in the organization compliant with applicable local, state and federal laws and regulations, as well as policies of the SCCPSS Board of Education. 

The Hayward Unified School District (District) has retained Evergreen Solutions to conduct a comprehensive classification and compensation study to determine if the district possesses a compensation and classification system that will assist the District in attracting and retaining highly qualified and a well-compensated workforce to achieve its strategic objective. Evergreen will assist in developing a thorough and effective communication strategy for the purpose of informing District staff on project objectives, establishing buy-in of the process and outcomes, and shaping stakeholder expectations.  Evergreen will determine the strategies need to achieve the District’s compensation objectives.

Evergreen Solutions is again retained by the School District of Lee County to provide a Compensation Structure and Framework. The project will determine if the salary schedules of all employee groups are competitive with other school systems and the market in general, identify any existing classification problems, recommend necessary changes to correct identified problems, recommend options for implementation of a plan to correct existing problems, and provide tools to allow the District to conduct periodic reviews of market data beyond the initial comprehensive study.

Evergreen Solutions is retained by the Irving Independent School District to provide Organizational Review Consulting Services.  Evergreen will conduct a full evaluation of the district’s organizational and staffing structure by department/ and/or campus and provide recommendations regarding effective staffing levels and practices by using peer comparison/benchmark data.  After evaluating the District’s staffing structure, Evergreen will provide a comprehensive summary of findings, recommendations, and proposed new staffing model and inform the District of the areas needing improvement in order to improve staff effectiveness and organizational efficiencies.

Evergreen is retained by Denver Public Schools to perform a Compensation Study. Evergreen will conduct a market salary survey to determine whether DPSA is competitive with its peers.

Evergreen Solutions is retained by the Marlboro County School District to conduct a Salary Study for certified and classified staff.  Evergreen will perform the following tasks: provide an analysis of the District’s organizational structure and key positions; meet weekly with the District’s five-member Salary and Staffing Team (comprised of the District’s Chief Finance Officer, Associate for Superintendent for Human Resources, Executive Director of Human Resources, Executive Director of Curriculum and Instruction, and Superintendent) to discuss observations and respond to requests for information; perform salary and position comparisons with all surrounding districts within a 50-mile radius of District Office and any comparable districts within the state of South Carolina; develop a consolidated grade and step salary schedule for all non-teaching positions; identify exempt and non-exempt positions for wage and hour compliance; and prepare a comprehensive supplemental pay schedule.

Evergreen Solutions was retained by the Rutherford County School Board to conduct a Compensation Study. Evergreen’s consultants identified and recommended appropriate labor markets, collected market salary data, and proposed recommendations to both address current and future wage compression and proposed a revised pay plan for classified and certified staff.

Evergreen Solutions was retained by Charlottesville City Schools (Division) to conduct a Classification and Compensation Study. The Division’s goal was to have a thorough classification and compensation study utilizing accepted practices in the management and design of compensation systems. The study’s objectives were: to attract and retain qualified employees; provide equitable salaries for all classifications of employees of the Division; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; and provide the Division with a salary structure that enables the Division to maintain a competitive position with other comparable school divisions, private sector, and employers within the same geographic area. In the end, Evergreen provided recommendations for alternatives to the Division’s pay plans, revisions of policies and procedures, updated salary structure to allow for appropriate compensation, rectified compression/equity issues along with a total compensation comparison, and employee progression.

Evergreen Solutions was retained by School District 5 of Lexington and Richland Counties to conduct a Compensation and Classification Study. Evergreen conducted a comprehensive review of all aspects of the District’s current classification and compensation system, provided recommendations designed to increase the market competitiveness of the District’s compensation program within the regional marketplace, and provided increased internal equity among positions. Implementation of these recommendations help the District attract new employees and retain current employees needed to meet the District’s needs. Evergreen developed new classification descriptions, a classification system, a compensation plan, and options for implementing a new compensation program.

Evergreen Solutions was retained by Saint Paul Public Schools to conduct a Compensation Study. Evergreen conducted an external analysis of the SPPS pay and benefits (salary, health benefits, premium sharing, paid leave, retirement benefits, education benefits, etc.) for a set of roles associated with specific groups and bargaining units for internal parity (roughly 250 staff representing 5 groups or units). Analysis included internal review for parity, a review against comparable K-12 education systems, and a review against related industries outside of K-12 education. Evergreen further conducted a job analysis to determine internal equity and revised job descriptions accordingly.