Leon County Schools, Fl; District-Wide Classification and Compensation Study

Evergreen was hired by Leon County Schools to conduct a District-Wide Classification and Compensation Study. Evergreen will conduct a comprehensive position evaluation; evaluate and recommend new classifications where appropriate; incorporate opportunities for career progression steps within specific classifications; make recommendations as to whether pay ranges are appropriate; create, develop, and revise job descriptions for all positions; conduct an internal comprehensive job evaluation; evaluate the existing compensation structure and provide change recommendations; conduct a review between job titles and responsibilities; and develop an implementation strategy and provide plan options for an updated compensation structure.

Savannah-Chatham County Public School System, GA:  Job Architecture Consulting for HR

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. 

Hayward Unified School District, CA: Comprehensive Classification and Compensation Study

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.

The School District of Lee County, FL: Compensation Structure and Framework

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.

Irving Independent School District, TX: Organizational Review Consulting Services

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

Denver Public Schools, CO: Compensation Study

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

Marlboro County School District, SC: Salary Study

Evergreen Solutions was retained by the Marlboro County School District to conduct a Salary Study for certified and classified staff.  Evergreen performed the following tasks: provided an analysis of the District’s organizational structure and key positions; met 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; performed 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; developed a consolidated grade and step salary schedule for all non-teaching positions; identified exempt and non-exempt positions for wage and hour compliance; and prepared a comprehensive supplemental pay schedule.

Knox County Schools, TN; Compensation Study Consultant Services

Evergreen Solutions was hired by Knox County Schools to provide Compensation Consultant Services.  Evergreen will determine market ranges for compensation across job families. Comparisons for determining the market ranges will also not be limited to only public schools but also include private and public entities. An evaluation of current salary schedules and procedures, including but not limited to contract lengths and movement between scales, will be conducted as well as an assessment of the School’s total compensation package, including benefits and costs passed on to the employee, annual leave, and paid and unpaid holidays.

Rutherford County School Board, TN: Compensation Study

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.

Charlottesville City Schools, VA: Compensation and Classification Study

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.