Category: K-12 Projects

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.

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: review job descriptions and conduct job analysis with employees; determine adequate staffing at the district level for operational and support areas and make recommendations to assure external competitiveness and internal equity; make recommendations for adjustments to assure internal equity and external competitiveness; assign compensatory value to various program certificates (ex. Certified Educational Office Employee, Child Development Associate Certificate, Automotive Service Excellence Certification, etc.); perform analysis of fiscal impact of implementing proposed changes as well as a proposed implementation schedule; assist in developing a communication plan for any changes being implemented; provide documentation and related tools to the District to independently maintain any strategies implemented; and present findings to the Superintendent and the FCPS Board of Education.

Evergreen Solutions was engaged with Kansas City Public Schools to conduct a Compensation Study. Evergreen’s consultants performed the following tasks:

• completed onsite 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;

• evaluated and determined which job positions fall within an administrator category, supervisor category, and non-supervisory category;

• reviewed 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;

• compared all employee salaries to internal and external markets;

• determined if there are compression or inequity problems and make recommendations for improvements;

• compared all employee benefits packages to the external markets. Determined if there are inequity problems and make recommendations for improvements;

• provided recommendations for supervisor and non-supervisor level salary schedules and/or ranges; and

• provided 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.