Category: K-12 Projects

Evergreen Solutions was retained by Manassas City Public Schools to conduct a detailed compensation and classification analysis of its total workforce. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. In addition, pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity.

Evergreen Solutions was retained by Montgomery County Public Schools (MCPS) to conduct a compensation study for all employees. Evergreen’s consultants developed two compensation systems (i.e., step-based and peer-based) for teachers and staff (i.e., administrators; occupational/physical therapist assistants, speech language pathology assistants, interpreters – Levels I and II, occupational therapists, psychologists; administrative assistants; aides; support services staff; bus drivers and bus aides; and nutrition services) that addressed steps missed in recent years with regard to their pay plan. Evergreen also developed an implementation plan for the two systems that included the next 3 – 5 years and will provide recommendations on changes needed to the current compensation systems.

Evergreen Solutions was retained by Clarke County Public Schools (Division) to conduct a pay and classification study that provided internal equity and yet allow the division to be competitive in the marketplace in attracting and retaining qualified employees. Evergreen’s consultants assisted the division in reviewing and updating (if necessary) existing job descriptions and specifications to uniformly reflect distinguishing characteristics, essential job functions, minimum qualifications, working conditions, license requirements, regulatory requirements, standby/call out responsibilities, etc. for all classifications; obtained market data and made recommendations on updating the division’s classification plan to reflect the current market; reviewed current classification grade methodology, and proposed recommended strategies for the division; identify management, supervisory, professional, technical, and general employees, including Fair Labor Standards Act (FLSA) and Affordance Care Act (ACA) status (exempt/non-exempt); assisted in reviewing the division’s current salary administration guidelines and make recommendations on implementing strategies that will pay employees for additional duties, education, and qualifications, and ensure that the compensation plan remains competitive in future years; and recommended appropriate salary range for each existing or proposed position based on the classification plan, the compensation survey results, experience, and internal relationships and equity.

The Texas Legislative Budget Board selected Evergreen Solutions to complete a comprehensive pilot charter review of the Meyer Park, Southwest School, and Kandy Stripe charter schools. The review served to develop and test policies and procedures that evaluate the quality of services provided by Charter holders and to develop accomplishments, findings, and recommendations that improve the quality of services provided by the Charter holder. The pilot identified strategies to improve charter operations, identified opportunities to reduce costs, and highlight exemplary programs. Results of the pilot, including tools and methodologies, were used in future reviews of Texas charter schools.

Evergreen focused the review of charter schools on five core functional areas, including educational service delivery; charter leadership, organization and management; financial, asset/risk and purchasing management; safety and security; and facilities planning, use, and management. Evergreen worked closely with LBB to develop prototype materials to review each of these areas, including surveys and or on-site visits and guides. Upon completion of the prototype review materials, Evergreen assessed the operation of each charter school and provide specific findings and recommendations for areas where issues were identified. Each recommendation was accompanied by a five-year fiscal impact. The end result was a finalized methodology to review Texas charter schools in the future, the accompanying tools to perform a review, and a report on the review of operations at Meyer Park, Southwest School, and Kandy Stripe using these methodologies and tools.

The World Communications Charter School in Philadelphia selected Evergreen to complete comprehensive strategic planning activities to develop a strategic plan which served as a map for senior leadership and staff to guide direct business actions towards meeting school goals. The objective of the planning process was a final comprehensive Strategic Plan which addressed where World Communications Charter School was at that point in time; where the school would like to be; the actions and activities the school will take to get there; and how the school will measure outcomes, progress, and success. To ensure these important questions are answered and that World Communications Charter School realizes the benefits of a successful strategic planning process, Evergreen has designed a three-phase work plan which is subdivided into eight unique tasks.

The first step in the strategic planning process was to analyze World Communications Charter School’s existing data (such as previous completed strategic plans, administrative policies and practices, and financial documentation available). This first step allowed Evergreen to define the context for which the school is operating in, which will ultimately drive creation of the Strategic Plan. Following this task, Evergreen conducted outreach sessions to solicit input from World Communications Charter School stakeholders. This process included the collection of feedback in one-on-one and small group settings regarding performance measures, monitoring processes, and vision, mission, and purpose of the Strategic Plan under development. Finally, Evergreen used the results from the aforementioned processes to draft a Strategic Plan and submit to World Communications Charter School before submitting a final Strategic Plan in Summer 2012.

Evergreen Solutions was selected by Halifax County, North Carolina to conduct consulting and related services to provide an in-depth Feasibility Study on the potential for consolidating school systems or making other improvements in Halifax County’s three public school systems. The primary intent of this study was to review the operations of the three school districts to make recommendations on improvement of the overall efficiency and efficacy of their operations. In the end, Evergreen submitted to Halifax County a comprehensive report detailing options for improving the school systems, which included an evaluation of the pros and cons of consolidating the three districts.

The study included a detailed analysis of specific areas of the three districts, including the financial situation as it presently stood with the three school systems; the educational impact of each school system; student populations and how best to assign students to schools; future population estimates to plan for accommodating the expected number of students; and other information as relevant to the comprehensive nature of the study. Evergreen’s Team used a combination of tools to collect and analyze pertinent data, including peer district benchmarking, best practice databases, online surveys, survey benchmark database, and interviews and questionnaires.

Evergreen Solutions was on contract to conduct an executive search to find a principal for the World Communications Charter School in Philadelphia, Pennsylvania. Specifically, Evergreen conducted a comprehensive needs assessment for the school as well as oversaw marketing efforts to attract talented candidates. Further, Evergreen interviewed potential candidates and provided the CEO of World Communications Charter Schools with a list of individuals qualified for the position.

The needs assessment consisted of meetings with school stakeholders, including teachers, select parent groups, and the Board of Directors. Additionally, Evergreen toured the school, observed classes, and met staff as well as reviewed the schools mission and budget information to form a complete picture of the unique needs of the school. This allowed Evergreen to assist the school in identifying a candidate who would lead the school successfully into the future.

Evergreen Solutions was selected to conduct an Organizational Efficiency and Effectiveness Study for Manchester Public Schools. The primary intent of this study was to review the operation of the district’s central office and business operations (human resources, payroll, purchasing, accounts payable and budget) to make recommendations on staffing and required qualifications and the improvement of the overall efficiency and efficacy of the offices and practices. In addition, the middle management (defined as principals, assistant principals, department heads, directors, coordinators, specialists, supervisors) structure and functions were analyzed to ensure that the leadership and services provided are efficient and effective in support of the district’s educational program.

The study documented the current allocation of resources and the anticipated allocation of resources to meet the needs of the district as envisioned by key stakeholders. The goal of the study was to create a cost-effective administrative system that would support the educational program and served the district well into the future.

Evergreen Solutions conduted an Organizational Effectiveness and Efficiency Study in the Richland Two School District. The study included a comprehensive analysis of programs and operations involving on-site visits; surveys and focus groups with central office administrators, school administrators, and teachers; and a comprehensive analysis of operational data. During the process, Richland Two was benchmarked against comparison school districts to measure the relative efficiency and effectiveness of the district’s operations. In addition, Evergreen requested input from community stakeholders including parents, employees, and the community at large through submission of email-based feedback.

The study focused on instructional improvements as well as efficiency and effectiveness improvements to non-instructional operations such as finance, facilities, safety and security, transportation, human resources, technology, and district organization and management. In total, nine functional areas were assessed during the study period. For each function, Evergreen systematically evaluated processes, systems, and operations using specific performance review procedures. In the end, the Evergreen team presented a comprehensive report detailing findings and recommendations to improve operations.

Evergreen Solutions was retained by Williamsburg James City Public Schools (WJCPS) to conduct a comprehensive compensation and classification study of certified and support staff. The study included employee focus groups, job evaluations, salary and benefits market analysis, and recommendations. In addition, the study assessed longevity pay, pay for performance, compensation for advanced degrees, and other innovative compensation approaches. Market analysis included a market assessment of similar school divisions, municipalities, and private employers to ensure the compensation system at WJCPS was competitive with the area’s labor market.

Specifically, Evergreen reviewed salary structures for all teachers, support staff, and administrators and propose structures that were clear and understandable. This process included the review and validation of existing job placements within the proposed compensation structure for support staff and administrators. To accomplish this, Evergreen’s team conducted a comprehensive salary study to establish current market levels of compensation for surveyed positions, using market peer organizations. For teaching classifications, Evergreen proposed a competitive pay rate applicable to each step in the teacher compensation structure, whereas for support staff and administrators, Evergreen proposed a minimum, midpoint, and maximum rate for each grade. The final report included a proposed phased approach to funding the new pay system. All in all, Evergreen ensured that external equity in the pay system was present at WJCPS.

Internally, Evergreen reviewed documentation and equity of WJCPS’ current compensation system. In validating job functions for all employees, Evergreen ensured that staffing levels were efficient for school district operations, reviewed FLSA determinations, and ensured ADA requirements were accurate. At the end of the study, Evergreen consultants produced a comprehensive report detailing the findings and recommendations of the study.