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.
School District 5 of Lexington and Richland Counties, SC: Compensation and Classification Study
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.
Saint Paul Public Schools, MN: Compensation Study
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. Note: Evergreen was again hired in 2023 to conduct a Compensation Study for non-exempt staff.
Fayette County Public Schools, KY: Comprehensive Compensation Study
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.
Kansas City Public Schools, MO: Compensation Study
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.
Seattle Public Schools, WA: Compensation Consulting Services
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.
Raytown C-2 School District, MO: Compensation and Pay Classification Plan Study
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.
School District of Beloit, WI: Classification, Compensation, and Total Staff Rewards Study
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.
Dinwiddie County Public Schools, VA: Comprehensive Compensation and Classification Plan
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.
Grand Rapids Public Schools, MI: Limited Classification and Compensation Study
Evergreen Solutions was engaged with Grand Rapids Public Schools to conduct a Limited Classification and Compensation Study. The purpose of this study was to examine all non-unionized exempt and support non-exempt salaries and job classifications to validate classification content, compensation levels and determine market position. This comprehensive salary and job classification study helped ensure that the District was offering a salary and benefits package that was competitive with the public labor market for fully qualified employees when compensation comparisons were made. It also ensured that job descriptions consistently reflected actual work duties. The study assisted the District in employing and retaining a high quality, motivated workforce.