Evergreen Solutions is retained by the Rutherford County School Board to conduct a Compensation Study. Evergreen’s consultants will identify and recommend appropriate labor markets, collect market salary data, and propose recommendations to both address current and future wage compression and will propose a revised pay plan for classified and certified staff.
Evergreen Solutions is retained by Charlottesville City Schools (Division) to conduct a Classification and Compensation Study. The Division’s goal is to have a thorough classification and compensation study utilizing accepted practices in the management and design of compensation systems. The study’s objectives are: 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 will make recommendations for alternatives to the Division’s pay plans, revisions of policies and procedures, salary structure to allow for appropriate compensation, rectify compression/equity issues along with a total compensation comparison, and employee progression.
Evergreen Solutions is retained by School District 5 of Lexington and Richland Counties to conduct a Compensation and Classification Study. Evergreen will conduct a thorough and comprehensive review of all aspects of the District’s current classification and compensation system and will provide recommendations designed to increase the market competitiveness of the District’s compensation program within the regional marketplace and provide increased internal equity among positions. Implementation of these recommendations will help the District attract new employees and retain current employees needed to meet the District’s needs. Evergreen will further develop new classification descriptions, a classification system, a compensation plan, and options for implementing a new compensation program.
Evergreen Solutions is retained by Saint Paul Public Schools to conduct a Compensation Study. Evergreen will conduct 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 will include internal review for parity, a review against comparable K-12 education systems, and a review against related industries outside of K-12 education. Evergreen will further conduct a job analysis to determine internal equity and will revise job descriptions accordingly.
Evergreen Solutions was engaged with Fayette County Public Schools to conduct a Comprehensive Compensation Study as well as a Staffing Study. Evergreen performed the following tasks: reviewed job descriptions and conducted a job analysis with employees; determined adequate staffing at the district level for operational and support areas and made recommendations to assure external competitiveness and internal equity; made recommendations for adjustments to assure internal equity and external competitiveness; assigned compensatory value to various program certificates (ex. Certified Educational Office Employee, Child Development Associate Certificate, Automotive Service Excellence Certification, etc.); performed analysis of fiscal impact of implementing proposed changes as well as a proposed implementation schedule; assisted in developing a communication plan for any changes being implemented; provided documentation and related tools to the District to independently maintain any strategies implemented; and presented findings to the Superintendent and the District’s Board of Education.
Evergreen Solutions is engaged with Kansas City Public Schools to conduct a Compensation Study. Evergreen’s consultants will perform the following tasks: complete on site interviews with Human Resources Team and employees performing studied job functions, in order to fully understand the operational structures and reasoning behind classification of each job position, as needed; evaluate and determine which job positions fall within an administrator category, supervisor category, and non-supervisory category; review all employee job descriptions and make recommendations for new job descriptions or updates to existing job descriptions according to the function each employee actually performs compared to their stated job description; compare all employee salaries to internal and external markets; determine if there are compression or inequity problems and make recommendations for improvements; compare all employee benefits packages to the external markets. Determine if there are inequity problems and make recommendations for improvements; provide recommendations for supervisor and non-supervisor level salary schedules and/or ranges; and provide recommendations on implementing a tool or system that could be used in classifying new and/or future classified level positions.
Evergreen Solutions was engaged with the Seattle Public Schools to provide Compensation Consulting Services. Evergreen collected data from peers using a custom salary survey for a small subset of classifications (i.e., 25) for specialized school curriculum program managers. In addition, Evergreen gathered published public survey data regarding the 260 non-represented staff classifications and analyzed results.
Evergreen Solutions was engaged with the Raytown C-2 School District to conduct a Compensation and Pay Classification Plan Study. The objectives of the study were to conduct and implement a total compensation plan structure for the District’s workforce which would provide both internal and external equity; length of work calendar; establish a classification system that would accurately describe the duties, knowledge, skills, abilities and minimum qualifications required for each job classification; determine and implement a program of accurate job descriptions based on job analysis; and develop a maintenance program for job descriptions and classification recommendations. Evergreen’s consultants performed a comprehensive, valid and reliable job analysis/evaluation of each job class within the District for the purpose of determining whether the District’s current pay grade levels for all of the District’s positions were still valid. In addition, Evergreen then conducted a comprehensive wage and salary market survey for the purpose of ensuring that the District’s pay plan and pay structure possessed external equity and labor market competitiveness.
Evergreen Solutions was engaged with the School District of Beloit to provide Compensation and Total Staff Rewards Consulting. Evergreen’s consultants provided the following: consultation and expertise in the implementation and design of a sustainable compensation plan(s) allowing the School District of Beloit to remain market competitive in salary structures and total rewards packages; objective and unbiased solutions for District challenges around compensation; consultation on “right sizing” spans of control with leadership positions; consultation on creating a process for equity pay reviews; consultation on policy development to guide the HR Department to effectively administer compensation plan(s); and training and coaching around compensation plan(s). Evergreen also performed a job analysis and updated job descriptions as needed.
Evergreen Solutions was engaged with the Dinwiddie County Public Schools to develop a Comprehensive Classification and Compensation Plan that allowed the Division to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; provide recognizable compensation growth; and maintain a competitive position with other comparable school divisions, entities and private employers within the same geographic areas. Evergreen conducted interviews and/or job audits as appropriate in order to update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), and certification/licenses/registrations requirements for classification and identified Fair Labor Standards Act (FLSA) status (exempt/non-exempt) of each position. In addition, Evergreen reviewed the current compensation plan (salary grade levels and steps) to understand current challenges; worked with the Division’s Senior Leadership team to identify comparable labor markets including private and public sector employers; developed and conducted a comprehensive compensation survey to include stipends (Instructional and coaching) and degree supplements; and made recommendations for updating the Division’s Compensation and Classification Plans.