Category: K-12 Projects

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.

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.

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.