Category: K-12 Projects

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

Evergreen Solutions was retained by the Savannah-Chatham County Public School System (SCCPSS) to provide Job Architecture Consulting for HR. Evergreen reviewed and provided an in-depth, detailed recommendation regarding an appropriate tiered career pathway for SCCPSS. Additionally, Evergreen modified, updated, and developed 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. Note: Evergreen was again hired in 2024 to conduct a Classification and Compensation Study for the District.

The Hayward Unified School District (District) has retained Evergreen Solutions to conduct a comprehensive classification and compensation study that determined if the district possessed a compensation and classification system that assisted the District in attracting and retaining highly qualified and a well-compensated workforce to achieve its strategic objective. Evergreen assisted 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 determined the strategies needed to achieve the District’s compensation objectives.

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

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.

Evergreen was retained by Denver Public Schools to perform a Compensation Study. Evergreen conducted a market salary survey to determine whether Denver Public Schools was competitive with its peers in order to attract and retain a qualified workforce.

Evergreen Solutions was hired by Knox County Schools to provide Compensation Consultant Services. Evergreen determined market ranges for compensation across job families. Comparisons for determining the market ranges were also not 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, were 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.

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.