Category: K-12 Projects

Evergreen Solutions was engaged with the Blaine County School District No.61 to conduct a Classification and Compensation Study for Administrators, Certified Employees, Classified Employees, Athletic Coaches, and Stipended positions. Evergreen conducted a job analysis and provided recommendations to update and/or create accurate job descriptions for the selected positions. The analysis included recommendations to condense position descriptions where positions are of the same job family and classification as well as to create internal career “ladders” for some positions (e.g., Custodian I, II, Lead Custodian, Custodial Supervisor).  Evergreen further conducted an external market study of comparative employers to determine if salaries in all categories were competitive. The study included a compensation plan focused on internal equity and included a guideline for future new job descriptions and related compensation as well as how to review established job descriptions and make related adjustments to compensation.  In the end, Evergreen recommended a classification and compensation structure that would attract and retain high caliber employees, and that would employ a clear path of career progression.

Evergreen Solutions was engaged with Surry County Public Schools to conduct a Classification and Compensation Study.  Evergreen conducted a job analysis to determine internal equity and conducted a salary survey of peer organizations to determine the competitiveness of the Division salary structure.  Evergreen also reviewed and revised job descriptions and made FLSA determinations.

Evergreen Solutions was again hired with the Rock Hill School District (District) to conduct a Compensation and Classification Study.  Evergreen’s consultants reviewed the current classification and compensation methodology and systems for the District and used our Job Assessment Tool (JAT) and Management Issues Tool/(MIT) to gather data for recommendations to these systems.  A market survey was conducted to gather further data to determine external equity among the District’s positions and further recommendations were made.  In addition, Evergreen conducted an Organizational Structure Study to develop comprehensive organizational charts.

Evergreen Solutions was again retained by Florida Virtual School (FLVS) to conduct a conduct a comprehensive compensation and classification study.  The study included the proposed methodology to be used; a detailed market analysis and internal equity review; and recommendations that were fair, equitable, and competitive with both local public school districts and private employers with comparable organizational qualities to FLVS such as FTE; Operating Budget Size; Region; and industry.  The study and recommendations took into consideration the current professional compensation strategies, pay practices and research, as well as applicable laws, statutes and regulations.  In the end, Evergreen developed alternative recommendations demonstrating the methodology FLVS should use to implement the compensation recommendations and the advantages and disadvantages and costs of each alternative.

Evergreen Solutions was retained by Fairfax County Public Schools (FCPS) to conduct a Superintendent’s Leadership Team Compensation External Review. Evergreen’s consultants collected, evaluated, and reviewed the current compensation and classification system; conducted a salary survey of FCPS peers, and provided recommendations for changes to the FCPS School Board. Evergreen also presented the Final Report at a School Board meeting.

Wayside School District, Texas, a private charter district, hired Evergreen Solutions to conduct a Compensation and Classification Study and a Staffing Study. Evergreen began Phase I by evaluating the District’s current classification and compensation information and assisting in the development of an initial compensation philosophy. Following these initial steps, Evergreen utilized the Job Assessment Tool© to evaluate and build a projected classification plan. Market and benefits surveys were conducted, and recommendations for strategic positioning were provided to the District. A final solution was documented to develop a final report and a plan for maintaining recommendations over time. Phase II involved working with the District to determine the goals of the staffing study, gather relevant background materials, develop a preliminary profile, and prepare a final staffing plan.

Evergreen was hired by Chesapeake Public Schools to conduct a thorough and comprehensive review of the division’s existing pay and classification plans, including the allocation of stipends (i.e., coaches, educational, extra duty) for all employee groups. This study identified any existing classification problems, and determined whether the salary schedules of all employee groups were competitive with other school systems and in the market in general. Evergreen recommended necessary changes to correct identified problems, and recommended options for implementation of a proposed grade/step plan.

Evergreen Solutions was retained by the Springfield R-12 School District to conduct a Compensation and Benefits Study. Evergreen conducted a full market salary and benefits analysis for all staff (3,987) with comparable labor markets to support the efforts of the District to attract and retain the best talent, while establishing a consistent and competitive market position within budgetary constraints. Evergreen also compared the District’s extra-duty salaries to peer organizations. Evergreen conducted an internal equity analysis by reviewing employee job descriptions and making recommendations for new job descriptions or updates to existing job descriptions according to the function each employee actually performed compared to their stated job description. Evergreen further determined whether there were compression or inequity issues and made recommendations for improvements.

Evergreen Solutions was retained by the Office of Program Policy Analysis and Governmental Accountability (OPPAGA) to conduct a Performance Audit of the Lee County School District in the areas related to construction of new schools, reconstruction and renovation of existing schools, acquisition of equipment, safety and security, and technology. The performance audit included an examination of issues related to the following: economy, efficiency, or effectiveness of the program; structure or design of the program to accomplish its goals and objectives; alternative methods of providing program services or products; goals, objectives, and performance measures used by the program to monitor and report program accomplishments; accuracy of public documents, reports, and requests prepared by the county or school district which relate to the program; and compliance of the program with appropriate policies, rules, and laws.

Evergreen Solutions was retained by the Office of Program Policy Analysis and Governmental Accountability (OPPAGA) to conduct a Performance Audit of the Martin County School District in the areas related to security upgrades and enhancements at all schools, the replacement of Jensen Beach Elementary and Palm City Elementary, and the repair or renovation of district-owned school buildings. The performance audit included an examination of issues related to the following: economy, efficiency, or effectiveness of the program; structure or design of the program to accomplish its goals and objectives; alternative methods of providing program services or products; goals, objectives, and performance measures used by the program to monitor and report program accomplishments; accuracy of public documents, reports, and requests prepared by the county or school district which relate to the program; and compliance of the program with appropriate policies, rules, and laws.