Our Studies

Find samples of our previous and ongoing projects below. Please contact us to learn more.

K-12 PROJECTS

Lee County Public Schools, VA: Pay and Classification Study

Evergreen Solutions was retained by Lee County Public Schools (LCPS) to conduct a Pay and Classification Study for all 500 employees. Evergreen conducted focus group sessions with a sample of employees (i.e., teachers, administrators, and classified staff) to solicit input on classification and/or compensation issues. Evergreen conducted a full market salary analysis with comparable labor markets to support the efforts of LCPS to attract and retain the best talent, while establishing a consistent and competitive market position within budgetary restrictions.

School Administrative Unit 29, NH: Performance Audit of Special Education and Student Support Services

Evergreen Solutions was hired by the School Administrative Unit 29 in New Hampshire to conduct a Comprehensive Audit of Special Education and Student Support Services. The Scope of Work for this Special Education Programs and Student Services Audit included an analysis and review of the following: staffing and organization; record keeping; professional development; technology; inclusion; student support services; and outcomes.

In addition to providing details on all findings, Evergreen developed recommendations to improve the operations and performance results of the special education program and student support services. Further, Evergreen developed estimates of costs and savings from the implementation of all recommendations.

Pinellas County Schools, FL: Evaluation of the Healthy Children Grant Program 500th Project Celebration!!

Evergreen Solutions was hired by Pinellas County Schools to conduct an evaluation of Healthy Children Grant Program, funded by the Foundation for a Healthy St. Petersburg. Evergreen’s evaluation will look across multiple objectives to examine: the utility of activities and strategies planned; the schedule of inception of each, and their interaction with others that may be dependent upon them; and commonalities across objectives that may inform staff of promising practices applicable in projects beyond those specifically examined or of barriers that may be more universal than objective specific. The goal of the evaluation is to assess the extent to which curriculum products and training provided by Pinellas County Schools to targeted student populations have the desired impact on program participants; the extent to which the program is delivered with fidelity to the project plan; and the extent to which Pinellas County Schools shares emerging practices.

Chatham Public Schools, NC: Comprehensive Salary Study

Evergreen was hired by Chatham Public Schools (CPS) to conduct a Comprehensive Salary Study targeted at building upon the strengths of the current compensation structure coupled with the analysis of market conditions and comparative data that assisted CPS in recruiting and retaining both certified and classified employees. The study provided CPS enough information to develop a compensation structure that was responsive to their stated needs and addressed internal and external equity.

Evergreen assessed current payroll conditions by collecting and reviewing in-house data and developed a compensation structure and implementation cost plan based upon those results.

Prince George County Public Schools, VA: Compensation and Classification Study

Evergreen was hired by Prince George County Public Schools (PGCPS) to perform a review of the Division’s current classification and compensation structure for 900 full-time teaching and support staff. Evergreen consultants performed the following tasks for the compensation component of the study: reviewed current scales with recommendations for decompression and step differentiation; examined options to appropriately compensate staff for extra duty assignments (“stipends”); provided a recommendation for policy on placing new employees on our salary scales; reviewed all current employees for proper placement on our scales as per education and years of service at each level of employment; reviewed current methodology for employee longevity; and provided recommendations for any and all methods to attract, retain, and reward staff. For the classification component of the study, Evergreen: reviewed position descriptions for all employees within the current classification system; reviewed and recommended changes as necessary to the proper designation of exempt/non-exempt status of positions with the Fair Labor Standards Act (FLSA); reviewed and suggested enhancements to the current requirements for each position including education, experience, certification and other related material; provided a recommendation for policy on promotion/self-demotion of employees within the school division; and reviewed of current types of employment contracts/agreements.

Davis School District, UT: Job Analysis, Classification, and Compensation Study

Evergreen Solutions was engaged with the Davis School District to conduct a Job Analysis, Classification, and Compensation Study. Evergreen analyzed positions and write/revise job descriptions, as necessary, and made recommendations regarding FLSA exempt versus non-exempt status. Evergreen recommended the appropriate designation/job classification for all positions, with written documentation in support of each of the recommendations. Evergreen’s consultants collected the appropriate information required to make a fair and reasonable determination for each of the selected positions, and made classification and compensation recommendations for those positions. Evergreen further reviewed the current job classification structures and recommend classifications and classification strategies which included the drafting of specifications for new classifications.

In the end, Evergreen will provide a comprehensive report with recommendations for a compensation program that takes into consideration internal equity and external job market factors. Evergreen will provide ongoing support in reviewing job descriptions for compensation classification.

Virginia Beach City Public Schools, VA: Audit of Special Education

Evergreen Solutions was engaged with Virginia Beach City Public Schools (VBCPS) to conduct an Audit of Special Education. At the time of the study, VBCPS was the fourth largest school system in the Commonwealth of Virginia, with 86 schools and centers serving over 68,000 students. In the most recent comprehensive audit, completed in February 2008, it was reported that more than 10,000 students annually received individualized services and support for the previous ten years. However, since that time, the number of students receiving this support has steadily declined. For instance, the 2006 December 1 Child Count according to the last audit was 10,133 students. The 2014 December 1 Child Count, which will be used for the purpose of this audit, was 7,917 students. This represents a decrease of 22 percent from the previous audit.

The special education audit included the following: review of staffing and organization of the division’s special education personnel; review of quality and effectiveness of Special Education teacher pedagogy; review of outcomes for students with disabilities; review of the provision of FAPE in special education programs; conduct a cost analysis of the provision of the comprehensive special education program; review of record keeping system for special education; conduct a comparative analysis with similar school districts in the management of special education; and review of the development and functionality of the Special Education Advisory Committee (SEAC) as outlined by the Virginia Department of Education VAC 20-81-230 D.

Roanoke County Public Schools, VA: Compensation Study

Evergreen Solutions was retained by the County of Roanoke to conduct a Compensation Study of all pay scales for Roanoke County Public Schools (RCPS). To accomplish this, Evergreen conducted a full market salary analysis with comparable labor markets and developed a new compensation philosophy that supported RCPS efforts to attract and retain the best talent, while establishing a consistent and competitive market position within budgetary restrictions.

Evergreen will perform the following tasks: analyze and update salary schedules while minimizing compression and assuring internal fairness and external competitiveness; establish guidelines that govern classification and compensation for all RCPS employees and include recommendations for compensation guidelines that will protect the integrity of the compensation system when, or if budget constraints threaten the system; and evaluate all contracted RCPS employees' current salaries and make recommendations to establish proper salary placement, eliminate compression issues, and close the gap where inequities occur. Include the financial cost to the district, timelines, and an implementation strategy. In the end, Evergreen will recommend employee compensation models that will be competitive with surrounding school divisions.

Miami-Dade County Public Schools, FL: Evaluation of the Justice Assistance Grant

Evergreen Solutions was selected by Miami-Dade County Public Schools to assist in evaluating the implementation and development of the 2014-15 Miami-Dade County Public Schools Police Department’s Youth Violence and Crime Reduction Initiative Justice Assistance Grant Program. The evaluation will include pre- and post-assessments of the delivery of a state of the art workshop for students. Evergreen will provide the district with a report on program outcomes, including statistical analysis on program impact on targeted student groups.

Montgomery County Public Schools, VA: Pay Plan Review

Evergreen was engaged with Montgomery County Public Schools (MCPS) to conduct a Pay Plan Study. Evergreen reviewed pay plans, recommend best practices, and presented teacher pay scale options to eliminate compression in the existing teacher scale, particularly in the beginning area of the scale, while maintaining a maximum of 30 steps. Evergreen also recommended a unified pay scale that included all certified personnel including, administrators and professional personnel such as occupational physical therapist and assistance, speech language pathologist, and interpreters and recommend a unified pay scale that included all classified personnel to include administrative assistance, custodians, bus drivers, maintenance personnel, instructional assistants (aides), cafeteria personnel.

Nash-Rocky Mount Schools, NC: Performance Audit

Evergreen was engaged with Nash County Board of Commissioners to conduct a Performance Audit to study and evaluate the extent to which Nash-Rocky Mount Schools (NRMS) was staffed and how it functioned within the system's budget constraints in order to perform effectively and efficiently. The study resulted in recommendations on ways to improve the utilization of resources and, therefore, improve efficiency in NRMS.

To accomplish this, Evergreen’s consultants compared the NRMS organizational structure to comparably-sized, high-performing, selected districts for benchmarking with a three-year history; compared NRMS to other selected school districts with regard to performance for students by gender and by ethnicity; evaluated the NRMS organizational structure (all positions other than classroom teachers as defined by DPI) in light of its cost efficiency and effectiveness in its delivery of services; and evaluated the NRMS administrative and School Board travel and training expenses for efficiency, effectiveness and benefit to the school system. In addition, they identified redundancies, including those related to "contracted services" and "workshops", and ways to streamline the organization, effect savings and to assure effective operations and support to schools; evaluated all local dollars appropriated comparing budget presented to county commissioners versus actual expenditures for the past fiscal year; compared how many local classroom teachers were being allocated versus five, ten, etc, years ago versus how much local money was being used for administrators now versus years ago; and provided information on laws or polices related to the process for budget transfers.

Rock Hill Schools, SC: Review of Technology Department

Evergreen conducted a Review of the Technology Department for Rock Hill Schools (RHS)—specifically the organizational structure, staffing, processes and procedures. As part of the review, Evergreen determined whether the district was adequately staffed and equipped to handle and properly support implementation of the district's 1:1 computing initiative, which includes deployment of 5,300 devices at three high schools. The review will include development of a detailed profile of the RHS Technology Department, as well as a peer benchmarking and best practices review process to determine areas for improvement in operations.

During the review, Evergreen assessed the Organization and Management of the RHS Technology Department; Technology Planning and Budgeting; Technology Policies and Procedures; Inventory and Control; Technology Acquisition Practices; System Infrastructure and Integration; Technology Support; and Technology Staff Development. The final deliverable included a report detailing strategies for improving the Rock Hill Schools Technology Department, including whether RHS was adequately staffed and equipped to handle the additional devices and services needed to properly support the 1:1 program.

Salem City Schools, VA: Pay Plan Study

Evergreen Solutions was retained by Salem City Schools to conduct a Pay Plan Study by reviewing and providing recommendations regarding the division's teacher pay scales, coaching supplements, extracurricular and misc salary supplements, and classified pay scale.

Evergreen’s consultants conducted focus group meetings with a sample of teachers, administrators, and classified staff to receive ideas on pay plan enhancements and provided original ideas for improving the existing employee compensation models for the included pay scales. Evergreen provided recommended pay scales that will be sustainable for a number of years and costed out all recommendations, including options of phasing in any proposed scale changes over several years.

Stafford County Public Schools, VA: Efficiency Study

Evergreen was engaged with Stafford County Public School to conduct an efficiency review of the school division. To accomplish this, Evergreen’s consultants reviewed: administrative and operational support systems to assure maximization of financial resources; long-term fiscal planning, budgeting, and related areas; long-term planning and facility needs to accommodate student population and programs; availability, organization, and delivery of instructional services and support systems for students, including scope of program and course offerings; technology planning, systems, and utilization present and projected as needed for instructional and administrative support; human resource components, such as recruitment, training, professional development, salary and benefits, and systemic leadership and collegial participatory opportunities; operational areas such as food services, transportation, and facilities management; and organization for central administrative services; school organization issues, including grade configuration; and utilization effectiveness.

In the end, Evergreen provided recommendations on ways to improve the utilization of resources and, therefore, improve efficiency of the school division.

Florida Virtual School: Compensation Study

Evergreen Solutions was retained by Florida Virtual School (FLVS) to conduct a Comprehensive Compensation Study that included a detailed market analysis and internal equity review to improve the fairness in the current compensation and classification system of FLVS. Evergreen’s consultants evaluated current pay grades for each classification to ensure they aligned with the appropriate market data obtained from local public school districts and private employers, and provided recommendations as to whether the pay grades were appropriate for the classifications, both internally and externally. Evergreen’s recommendations took into consideration the current professional compensation strategies, compensation philosophy, pay practices and research, as well as applicable laws, statutes and regulations governing FLVS. Evergreen developed alternative recommendations demonstrating the methodology the FLVS should use to implement the compensation recommendations and the advantages, disadvantages, and costs of each alternative.

Montana Office of Public Instruction: Data Access Research Taskforce Survey (DART)

Evergreen was selected by the Montana Office of Public Instruction (OPI) to conduct the 2014 Data Access Research Taskforce (DART) Survey. Evergreen understands that the overarching goal of the survey was to inform decisions within OPI’s IT Division to better meet the needs of schools and districts related to data collection systems. The purpose of this project was to: 1) review, revise, and finalize the DART Survey instrument used in Fall 2012 using input from various OPI staff; 2) administer the revised DART Survey in Fall 2014 to all schools and districts served by the Montana OPI using Evergreen’s survey instrument; 3) analyze and report survey results once the survey is complete to establish a baseline for further improvement and measurement; and 4) present results back to OPI in a way that can also be distilled for schools and districts.

Caddo Parish School Board, LA: Districtwide Strategic Plan

Evergreen Solutions was engaged with the Caddo Parish School Board (CPSB) to develop a Districtwide Strategic Plan. Evergreen worked with CPSB to develop five-year plan that was innovative and addressed the various components that contributed to the success of the district’s students, including, but not limited to, Instructional Leadership, Personnel Development and Effectiveness, Secure Learning Environment, Fiscal Management, Facilities Management and Capacity Utilization, Curriculum and Technology integration, Parental & Community Involvement, and Branding of CPSB.

Akron Public Schools, OH: Human Resources Department Review and Administrative Salary Study

Evergreen was engaged with Akron Public Schools (APS) to conduct a Human Resources Department Review/Audit and an Administrative Salary Study. Evergreen’s consultants conducted the following tasks: reviewed Human Resources Department staff and processes to determine appropriate staffing levels and provide recommendations and strategies for the development of new and/or revised processes, programs and practices; recommended elimination and/or outsourcing of processes, programs or practices as deemed appropriate; and reviewed Principal and Central Office Administrator Salary Schedules and provided recommendations as to whether revisions needed to be made to the salary schedule and/or whether another type of salary system should be developed, i.e., merit pay system.

Los Angeles Unified School District, CA: Common Core Technology Project (CCTP) Evaluation

Evergreen Solutions is a subcontractor to the American Institutes for Research (AIR) to conduct a five-year evaluation of the Common Core Technology Project for the Los Angeles Unified School District. The purpose of this evaluation is to describe the organizational structure and lines of communication and decision making among participating committees and departments, and how that structure supports planning, implementation, and continuous improvement. Evergreen’s primary responsibility will be to conduct focus groups and interviews district administrators and central office staff responsible for leading and/or supporting CCTP implementation and representatives of major vendors and stakeholder groups. Evergreen will also interview members of CCTP planning committees who are not district-level staff.

During each stage of the initiative, Evergreen will collect key documents describing the organizational structure of district leadership. This will include organizational charts, memos, notes from public and private meetings of key committees, and external communications that are provided to schools and to the broader public, particularly those documents that outline the goals of the initiative and the expectations for piloting and implementation. In the later stages of the evaluation, evergreen will work with the evaluation team will determine whether the documents have been revised or updated. AIR and Evergreen will collaborate on identifying what to collect and on developing a coding framework. Evergreen will collect, review and code the documents, then summarize findings and integrate with findings from interviews.

Evergreen will work with AIR each year to develop Interim and Formative Evaluation Reports as well as the Annual Report at the conclusion of year of the evaluation which will involve a review of previous findings to depict how the project has changed over the course of the various stages of the evaluation.

Broward County Schools, FL: External Audit of ESE Department

Evergreen Solutions was hired by Broward County Schools to conduct an External Independent Review of Services for its Exceptional Student Education (ESE) Department to determine program effectiveness in supporting positive outcomes for students receiving special education.

Specifically, Evergreen reviewed the efficiency and effectiveness of the: district and school staffing alignment, roles and responsibilities; district support to schools; support services for students with disabilities; special education related services (i.e. speech, occupational therapy, physical therapy and transportation); district and school-based communication to all stakeholders (families, schools, community and district); district and school-based professional development for administration, teachers and support staff; district and school-based parent training, parent engagement activities and development of parent partnerships; district and school-based community engagement activities and development of community partnerships; Child Find Process/timeliness, screening and evaluation process for children birth to five; referral, evaluation and staffing process for ESE eligibility which included intervention activities and the RTI process; Individualized Education Plan (IEP) process for students PreK-12 which included the use of EASYIEP™, training on quality IEPs, compliance requirements and the development of IEPs; transition/matriculation activities from PreK to Elementary, Elementary to Middle, Middle to High and High to Post Secondary; instructional technology needs included technology integration and training; inclusionary practices which included District and school-based implementation and professional development activities; student goals to ensure a relationship to the present level of performance; and student transition goals and services to ensure a relationship to post school outcomes.

Upon completion of the audit, Evergreen submitted findings to the Superintendent of Schools.

Horry County Schools, SC: Consultant Services for Facilities Department Processes

Evergreen Solutions was hired by Horry County Schools to provide consulting services for Facility Department processes in the areas of capital improvement, custodial, and maintenance.

In the area of capital improvement, Evergreen consultant’s assisted in developing standard processes and procedures for the construction, installation, and/or assembly of capital projects including, new assets, or the alteration, expansion, or extension of an existing asset to accommodate a change of function or unmet programmatic needs. Evergreen worked with Horry County Schools to establish an annual schedule for the review of sustainment projects so that the Board and community would know what was planned.

In the area of custodial, Evergreen’s consultants developed an improved management system for work activities performed on a recurring basis throughout the year for the purpose of meeting routine, daily operational needs. Work activities included the daily work of cleaning and recurring maintenance performed by custodians, grounds workers, and general maintenance crews.

In the area of maintenance, Evergreen’s consultant’s developed an improved management system for work activities performed on either an unscheduled or a scheduled basis to resolve current maintenance deficiencies. These work activities included corrective, preventive and predictive maintenance for buildings, structures, as well as installed building equipment (113E) in accordance with manufacturer and industry standards.

In the end, Evergreen trained all staff on new standards, guidebook and processes with fully functional District leadership and provided assistance in developing future staff development and training opportunities.

Montana Office of Public Instruction: Evaluation of K-20 Data Project

Evergreen was selected by the Montana Office of Public Instruction (OPI) to evaluate the state's K-20 Data Project. The K-20 Data Project connected existing OPI databases to databases owned and operated by the Montana University System (MUS). OPI designed data reports and dashboards to assist stakeholders in assessing college readiness of Montana K-12 students. Specifically, the K-20 database enabled stakeholders to retrospectively assess the success of college students in the MUS and correlated that success (or failure) to that student’s K-12 experience. This effort represented an step for both the OPI and MUS, as little if any data was available linking K-12 and post-secondary outcomes.

Evergreen’s role as the program evaluator was to collect initial input from stakeholders on K-20 dashboards and reports and track implementation of the K-20 data project; assess the effectiveness of training modules and training tools for the entire K-20 Data Project (which included not only the reports and dashboards, but data transport and an electronic transcript); assess the ease of use of the system for end-users; develop a tool to measure whether end-users found the data useful; provide additional data in the system; utilize and apply the data and reports effectively in regards to their information needs and goals; and provide ongoing and annual reports to the OPI on progress and feedback on the K-20 data project.

Pinellas County Schools, FL: Evaluation of Teacher Incentive Fund (TIF) Grant Program

Evergreen Solutions was hired by Pinellas County Schools to conduct an evaluation of Pinellas County Schools’ Teacher Incentive Fund – Cohort 3 (TIF3) Grant Program for Years 3 through 5. Evergreen evaluated the implementation and success of the TIF3 program from the perspective of four middle schools within the district. Evergreen conducted a variety of data collection activities including surveys, interviews, focus groups, and walk-throughs, as appropriate, to evaluate and report on Year 3, 4, and 5 performance.

Evergreen’s evaluation of TIF3 objectives and underlying performance measures relied on baseline data collected by the district in Year 1 and 2, as well as new data collected as a result of Evergreen’s evaluation activities. On-site data collection activities were conducted throughout the duration of the project performance period, and the first onsite kick-off meeting with district TI3F leaders was conducted in June 2013. Year 3 evaluation results formed a comprehensive baseline for evaluation of future TIF3 performance periods.

The evaluation resulted in both findings as they related to TIF3 objectives and underlying performance measures set forth by the district as well as findings and recommendations related to program administration and implementation.

Orange County Public Schools, FL: Evaluation of ESE Program

Evergreen Solutions was selected by Orange County Public Schools to conduct a comprehensive program evaluation of its Exceptional Student Education (ESE) Program to determine program effectiveness in supporting positive outcomes for students receiving special education and gifted services. The program evaluation identified areas of strength and areas for improvement in the organization and delivery of services.

As part of the evaluation, Evergreen conducted an analysis of the characteristics of the School Board of Orange County (SBOC) Exceptional Student Education population and their outcomes and an analysis of program effectiveness in specific task areas to include: The Continuum of Services including regular class supports of consultation, support facilitation and co-teaching, resource room, separate classrooms, center school sites and separate day schools.

Upon completion of the evaluation, Evergreen provided a final report to the SBOC with information and guidance that can enhance the district’s efforts in the continuous improvement to expand learning and other positive outcomes for special education and gifted students.

Chapel Hill-Carrboro City Schools, NC: Classified Employment Study

Evergreen was selected by Chapel Hill-Carrboro City Schools (CHCCS) to conduct an Employment Study for all 800 classified employees. The intent of the study was to identify opportunities for making improvements, adjustments, and corrections in the district’s operations (i.e., job structures, staffing levels and pay scales), as well as allow CHCCS to remain competitive in retaining and attracting talent for classified positions.

Classified employees participated in focus groups, interviews, and a job analysis to determine the best classifications for the work performed. In addition, staffing levels and pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for included jobs. Evergreen developed recommendations and guidelines for the continued administration and maintenance of the classification and compensation structure, including recommendations and guidelines related to: how classified employees will move through the pay structure/system as a result of transfers, promotions, or demotions; how to pay employees whose base pay had reached the maximum of their pay range or value of their position; the proper mix of pay; how often to adjust pay scales and survey the market; the timing of implementation; and how to keep the system fair and competitive over time. Evergreen will also provide the necessary training and materials to the appropriate CHCCS staff so that an understanding of the methodology and how to implement, administer, and maintain the recommended total compensation system can be accomplished.

Toledo Public Schools, OH: Performance Audit of District Operations

Evergreen Solutions was selected by the Toledo Board of Education to conduct a Performance Audit of District Operations in Toledo Public Schools. The 90-day Performance Audit included a comprehensive review of central office management; human resources and personnel management; curriculum and instruction; facilities use and management; financial management; transportation; food services; technology; and safety and security. The Evergreen team conducted two extended visits to the district to evaluate operations, including a diagnostic review to gather preliminary data and information on the district, as well as a secondary visit to conduct an in-depth review of each operation.

Evergreen used a number of tools and techniques to conduct the study and to gather information from all stakeholders. In addition to site visits consisting of interviews and focus groups, Evergreen surveyed central office administrators, principals, and teachers. Further, Toledo Public Schools was benchmarked against several peer school districts to assess service delivery, efficiency, and effectiveness. Evergreen paired the results of these activities with a review of operations against industry best practice for each operation to make recommendations on improvements in Toledo Public Schools.

The study concluded with a detailed report on findings and resulting recommendations; each of which detailed implementation steps for the district. Resulting findings and recommendations aligned with the existing mission, strategies, and goals of the district.

Florida Department of Education: Race to the Top (RTTT) Program Evaluation

Evergreen Solutions was selected by the Florida Department of Education to evaluate the state’s $700 million Race to the Top (RTTT) grant program, including all 50 state-level RTTT projects. The national Race to the Top grant program was announced in 2009 as part of the American Recovery and Reinvestment Act. Race to the Top aimed to raise student achievement by focusing all initiatives on eight specific national reform criteria, including:

1. Supporting the transition to enhanced standards and high-quality assessments

2. Accessing and using state data

3. Using data to improve instruction

4. Improving teacher and principal effectiveness based on performance

5. Ensuring equitable distribution of effective teachers and principals

6. Improving the effectiveness of teacher and principal preparation programs

7. Providing effective support to teachers and principals

8. Turning around the lowest-achieving schools

In late 2010, the United States Department of Education announced that Florida, along with ten other states, would be the recipient of Race to the Top grant funds. The Florida Department of Education executed the state’s Race to the Top grant program through a series of 14 local education agency (LEA) projects and 50 state-level projects, which each fell under one of the eight national reform criteria. In Florida, 62 school districts participated in the state’s Race to the Top grant program. Evergreen Solutions worked with state leaders to implement a comprehensive evaluation plan of Florida’s Race to the Top program to measure success of the 50 state-level projects as well as the state’s oversight and support of the 14 LEA projects.

In August 2011, prior to being selected as the state’s Race to the Top grant evaluator, Evergreen was selected to design the evaluation work plan for Florida’s Race to the Top program. The evaluation work plan included specific yet adaptive evaluation tasks that ensured all 50 state-level projects were conducted efficiently and effectively, and with fidelity to the state’s original scope of work. Evergreen’s work plan for the evaluation of Florida’s Race to the Top program included 17 work tasks, 139 task activities, and 87 unique deliverables. These activities included data collection and analysis, interviews, focus groups, surveys, and onsite visits as well as formative evaluation activities was conducted throughout the remaining three years of the grant program and summative evaluation tasks were completed at the end of the state’s four year Race to the Top grant program. Grant evaluation teams were organized around each of the eight national reform criteria and to ensure that success was measured and reported for all of the 50 state-level projects.

Following finalization of the Race to the Top evaluation work plan, Evergreen Solutions was selected in November 2011 by the Florida Department of Education to lead implementation of the Race to the Top evaluation work plan. Evergreen’s selected team of evaluators includes 19 subject matter experts who will work closely with the Florida Department of Education’s Race to the Top project team to evaluate grant activity. Evergreen’s comprehensive information and data system will be used for reporting and data collection during the evaluation. Evergreen Solution’s evaluation of Race to the Top will conclude in June 2014 with a comprehensive report on Florida’s success in implementing the Race to the Top program.

Lee County, NC: Performance Audit and Financial Review

Lee County, North Carolina retained Evergreen Solutions to conduct a comprehensive Performance Audit of Lee County departments as well as a detailed Financial Review of Lee County Public Schools (LCPS). The first section of the study, the financial review of school operations, aimed at assisting Lee County Public Schools in continuing to succeed and improve in its primary mission, the education of all students. The second part of the study, the performance audit, focused on the organizational, operational, and financial efficiency and effectiveness of Lee County operations from a departmental standpoint. In the end, Evergreen presented findings and recommendations to key stakeholders on containing costs, improving management strategies, and improving the overall efficiency, effectiveness, and productivity of the county and the school district.

The initial phase of the study involved careful analysis of Lee County Public Schools. According to statistics provided on Lee County Public Schools, approximately 9,654 students were educated in LCPS in the 2010-11 school year. The district consists of 16 schools and employs approximately 1,258 people, including 621 classroom teachers. Evergreen conducted a comprehensive financial review of school operations and carefully scrutinized the district based on available financial information. Specifically, the financial review included summarizing the status of each district fund source; reporting on the status of district financial resources; analyzing Lee County’s funding of Lee County Public Schools; and recommending strategies for improvements in the use of funds in Lee County Public Schools.

Concurrent with the review of school district financial operations, Evergreen conducted phase two of the study; an analysis of county government operations in each department. Specifically, Evergreen reviewed past reports and existing data sources (policies, organizational charts, financial audits, job descriptions, salary schedules, employee handbook, etc.), conducted interviews, and established a channel for community input to begin the analysis. Next, Evergreen’s team benchmarked Lee County operations to operations in peer districts using comparative data and statistical analysis. Pairing the outcome of this analysis with findings from on-site reviews and interviews, Evergreen determined areas where the county could make improvements to existing processes, plans, and procedures.

Davie County, NC: Performance Audit and Financial Review

Evergreen Solutions was retained by Davie County, North Carolina to conduct a comprehensive Performance Audit of Davie County departments as well as a detailed Financial Review of Davie County Public Schools. The first part of the study, the performance audit, focused on the organizational, operational, and financial efficiency and effectiveness of Davie County operations from a departmental standpoint. The second segment of the study, the financial review of school operations, aimed at assisting Davie County Public Schools in continuing to succeed and improve in its primary mission, the education of all students. In the end, Evergreen presented findings and recommendations to key stakeholders on containing costs, improving management strategies, and improving the overall efficiency, effectiveness, and productivity of the county and the school district.

The initial phase of the study involved careful analysis of county government operations in each department, including human resources, information technology, public safety, health, social services, solid waste and water, tax, and several other departments. Specifically, Evergreen reviewed past reports and existing data sources, conduct interviews, and established a channel for community input to begin the analysis. Next, Evergreen’s team benchmarked Davie County operations to operations in peer districts using comparative data and statistical analysis. Pairing the outcome of this analysis with findings from on-site reviews and interviews, Evergreen determined areas where the county could make improvements to existing processes, plans, and procedures.

Following the review of county government operations, Evergreen’s team of consultants shifted their focus to Davie County Public Schools, conducting a comprehensive financial review of school operations during this second phase. The district, which educates over 6,500 students and employs approximately 865 full-time staff, was scrutinized based on available financial information. To conclude the study, the current status of district financial resources was summarized by Evergreen, including budgets by fund source (federal, state, and local), and recommendations were made as to how the district could improve the use of allocated funds.

Portland Public Schools, ME: Compensation Study and Organizational Design and Structure

Evergreen Solutions was retained by Portland Public Schools (PPS) to conduct a comprehensive compensation study, including a salary and benefits survey, and a comprehensive classification, organizational design and structure study. The first phase of the study included orientation sessions and workshops with PPS staff, a review of existing job descriptions, interviews with managers and supervisors, and preparation of draft job descriptions. Phase two included recommendation of a job classification structure, as well as implementation and training. The study also included the review and preparation of updated organizational charts, a comprehensive compensation study, and an employee evaluation system.

Pinellas County Schools, FL: School Improvement Grant Evaluation

Evergreen Solutions was selected by Pinellas County Schools to evaluate the district’s School Improvement Grant (SIG). SIG funds were used to provide adequate resources in order to raise substantially the achievement of students in low-performing schools. Evergreen evaluated Pinellas County Schools’ SIG to determine if the intervention implementation is effective and on track. The evaluation was based on the stated objectives of the grant program. These goals included transforming school culture through initiatives aimed at improving staff knowledge and skills; enriching curriculum by improving teacher pedagogical skills and developing high quality curriculum units; and building connections related to parent involvement, student-teacher relationships, and community involvement in school activity.

Evergreen’s evaluation focused on establishing a baseline in student performance data, teacher and stakeholder perception, and observations, and periodically comparing these baselines to ongoing performance data to measure improvement based on predetermined indicators. Evergreen continually reported performance and recommended adjustments to delivery and implementation of SIG activities to school leaders.

Loudoun County Public Schools, VA: Compensation Study

Evergreen Solutions was retained by Loudoun County Public Schools to conduct a detailed compensation analysis of its instructional and support workforce. Major regional peers were included in the salary survey and recommendations were made on how best to position Loudoun County in the future.

Manassas City Public Schools, VA: Employee Classification and Compensation Analysis

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.

Montgomery County Public Schools, VA: Compensation Study

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.

Clarke County Public Schools, VA: Pay and Classification Study

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.

Texas Legislative Budget Board: Pilot Charter Reviews

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.

World Communications Charter School, PA: Comprehensive Strategic Planning

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.

Halifax County, NC: Feasibility Study for School System Improvements

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.

World Communications Charter Schools, PA: Executive Search for Principal

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.

Manchester Public Schools, CT: Organizational Efficiency and Effectiveness Study

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.

Richland Two School District, SC: Organizational Effectiveness and Efficiency Study

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.

William James City Public Schools, VA: Compensation and Classification Study

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.

Hamilton-Wenham Regional School District, MA: Operational Audit

Hamilton-Wenham Regional School District selected Evergreen Solutions to conduct an Operational Audit of school district operations. The purpose of the Operational Audit was to complete an external review of the efficiency of various departments and operations within the Hamilton-Wenham Regional School District (HWRSD) and presented a final report of the findings, commendations, recommendations and projected costs and/or cost savings associated with the recommendations.

The review ensured that non-instructional functions were operating efficiently and identified short- and long- term savings that could be gained through the implementation of best practices. During the process, existing and potential collaboration, regionalization and cost sharing efforts were reviewed and identified to ensure that school operations were being conducted as efficiently and effectively as possible. In addition to auditing the operations of the HWRSD, Evergreen examined the efficiency of instructional services with the ultimate goal of providing guidance to the HWRSD in determining whether educational dollars were being utilized to the fullest extent possible; and where indicated, identified recommendations to reduce costs while maintaining or improving the quality of education.

Throughout the Operational Audit, Evergreen’s team reviewed: personnel policies and procedures including compensation, benefits, and the staff performance evaluation process; union contract negotiations, procedures, and management; staffing levels, allocations, composition, ratios, and policies and procedures; accounting processes; IT systems; school committee costs and reporting; and elementary level grade and class configuration. In addition, Evergreen will review policy, procedures, practices and controls in the areas of time keeping, purchasing, inventory control, curriculum, special education, traffic, cafeteria, medical, athletics, and extracurricular programs. In regards to structural effectiveness of the RSD, Evergreen also reviewed costs associated with interaction between HWRSD, State Departments, Associations, and other Towns as well as evaluate the Center School as a site for Administrative Services.

Evergreen then compiled a comprehensive report detailing the findings of the study as well as summarized the evaluation process. Recommendations to improve the efficiency and effectiveness of HWRSD operations were provided in conjunction with methods to implement change based on these recommendations. As a result of the Operational Audit, Evergreen assisted HWRSD in becoming a school district that is competitive, cutting-edge, and ready to take on the challenges of the 21st century.

Rock Hill Schools, SC: Evaluation and Analysis of Operations Department

Rock Hill Schools contracted with Evergreen Solutions to provide a comprehensive assessment of its Operations Department in which Evergreen Solutions evaluated six specific functional areas of the department. Evergreen Solutions’ project approach used several methodologies and tools to both plan and manage the school district study while following a customized work plan based on our experience in conducting facilities, plant operations, and operational studies in school districts around the country.

Areas that were included in the evaluation were: personnel, including organization and staffing levels, administration and management staff, office support staff, maintenance staff, grounds staff, and custodial staff; procedures, including payroll and time reporting, work order system authorization and control, purchasing procedures, budget procedures and cost controls, preventive maintenance, warehousing, safety, and emergency preparedness; fleet vehicles and equipment management; energy management and control; training and skill development programs; and internal and external communications.

Burke County School System, NC: Financial Review

The Burke County Commissioners contracted with Evergreen Solutions to complete a Financial Review of the Burke County School System. This review included a detailed analysis of all of the school system’s financial management functions, including accounts payable, payroll, internal allocation of resources, internal controls, impact of federal and state reporting requirements, use of grant funds and procurement.

The project also included a review of the other operations in the Burke County School System, including organization and management, technology, safety, human resources, food service, transportation, and facilities.

Pupil Transportation Consulting Services

Evergreen Solutions, as a subcontractor to The TransPar Group, conducted a study with Orange County Public Schools (OCPS) Transportation Department. The study focused on organizational efficiency; data reporting; staffing and organization; vehicle maintenance; and various other aspects of the transportation system employed at OCPS. The overall goal was to increase operational efficiency in all areas possible in order to reduce costs in the transportation function of the school district.

Evergreen Solutions focused primarily on state-level, finance, and compliance matters. Specifically, Evergreen determined which costs are out of line based upon rider counts, miles, buses, and Florida comparisons as well as established action items to address each inefficiency identified. Evergreen Solutions also analyzed the current process for collecting transportation data in the school district and determined if the data are accurately compiled and reported to the Florida Department of Education.

Guam Public School System: Management and Curriculum Audit and Audit of Food Services Program

The purpose of this project was to provide an objective Management and Curriculum Audit for the Guam Public School System. Evergreen Solutions conducted an independent management and curriculum audit using nationally recognized auditing standards, inclusive of academic (curricular) programs and operational (support) services.

The school management and curriculum audit identified and assessed deficiencies in GPSS's organizational structure; compliance with federal and local laws; compliance with board policies; physical and operational security; workflow designs and management; internal controls; staffing levels and competencies; management levels and competencies; management practices; training standards and practices; compliance and creation of policies and procedures; adequacy of facilities; physical plant management effectiveness and efficiency; technical and administrative infrastructure; redundancy of systems and procedures; productivity and quality standards; recruitment, certification, and training of teachers; and recruitment, training and staff development.

P.L. 29-19, Section 84 requires that a management and curriculum audit of the Guam Public School System be conducted. There is a need to conduct periodic assessments of the Guam Public School System for the following purposes:

  • to ascertain whether the System is providing an adequate public education as defined by the Title 1 GCA 715;
  • to evaluate the effectiveness of GPSS administrators in implementing board policy and in fulfilling assigned objectives;
  • to evaluate the effectiveness of GPSS-instructional personnel and their ability to meet curriculum goals; and
  • to recommend alternatives to correct systemic deficiencies and to improve the ability of GPSS personnel to fulfill assigned objectives.

In June 2008, Evergreen Solutions consultants returned to Guam to conduct an Audit of the Food Services Program for the Public School System. The review looked at financial performance, breakfast and lunch participation rates, catering services, and food quality. The audit compared the outsourcing of food services to the internal food services operation in GPSS.

Duplin County School System, NC: Financial Review

In September 2008, Evergreen Solutions initiated its fourth school system project in North Carolina in the past three years with a Financial Review of the Duplin County School System. This review included a detailed analysis of all of the school system’s financial management functions, including payroll, internal allocation of resources, internal controls, impact of federal and state reporting requirements, discretionary spending, use of technology to support financial functions, use of grant funds, procurement, and travel expenditures.

The project also included a review of some of the system’s other operations, including organization and management, human resources, food service, transportation, and facilities.

Duplin County School System has over 9,000 students in 15 schools, and is located in Kenansville, North Carolina.

Cement Public Schools and Tipton Public Schools, OK: School Performance Reviews

Evergreen Solutions completed two School Performance Reviews in two Oklahoma Public Schools-Cement Public Schools and Tipton Public Schools in September 2008. The studies were conducted for the Oklahoma Office of Accountability. The School Performance Reviews of Cement Public Schools and Tipton Public Schools consist of the following components:

Management, Personnel, and Communications: Findings, commendations, recommendations, and estimates of costs and savings regarding the school district's organization, management, and personnel as well as the district's long-range planning process and community involvement.

Instructional Delivery: Findings, commendations, recommendations, and estimates of costs and savings regarding the school district's instructional delivery, educational programs, and technology related to instruction.

Business Operations: Findings, commendations, recommendations, and estimates of costs and savings regarding the school district's business operations, asset and risk management, financial management, purchasing and warehouse services, human resources, and payroll.

Facilities Use and Management: Findings, commendations, recommendations, and estimates of costs and savings regarding the school district's facilities use and management, safety and security, and energy management.

Support Services: Findings, commendations, recommendations, and estimates of costs and savings regarding the school district's support services. These services include computers and technology, food services, and transportation services.

Dayton Public Schools, OH: Diagnostic Review of District Operations

In January 2008, the Dayton Foundation, working with a Business and Citizens Advisory Committee, contracted with Evergreen Solutions, LLC to conduct a comprehensive diagnostic review of operations in Dayton (Ohio) Public Schools. This urban school district has been plagued with decreased school enrollment, declining fiscal resources, and lower than expected student achievement at many schools and grade levels. The Evergreen Consultant Team conducted surveys of central office administrators, principals, and teachers. The study focused on instructional improvements as well as efficiency and effectiveness improvements to non-instructional operations including finance, facilities, safety and security, transportation, human resources, technology, and district organization and management.

Department of Defense: Review of Food Service Operations

Department of Defense (sub to Cotton and Company)

In August 2007, through Cotton and Company, Evergreen Solutions employees were contracted to conduct an independent audit of the Army and Air Force Exchange Services (AAFES) School Meal Program (SMP) to assess the accuracy of collections and accounting for the Department of Defense Dependent Schools (DODDS). The SMP is a USDA Child Nutrition Entitlement Program funded by three primary sources: USDA reimbursements and commodities, Department of Defense Education Activity (DODEA) appropriations, and the meal prices charges to students.

The audit reviewed SMP operations annually from government fiscal years 2004-2006 and include information from AAFES Headquarters in Dallas, Texas as well as 10 schools and five accounting offices in three European (Germany, Italy and the United Kingdom) and two Pacific countries (Korea and Japan). Areas under review include claims for reimbursement, accounting systems, annual reconciliation processing, financial management, financial reporting, staffing, foreign currency exchange, and nutritional adequacy.

Los Angeles Unified School District, CA: Management Reviews

The Los Angeles Unified School District is the second largest in the country with approximately 750,000 students and 900 schools. As part of a two-phase review, Evergreen Solutions studied the most significant audits, reports, and studies on the district's organizational performance and assessed what was implemented, what was not, and the reasons why.

Phase I was completed in March 2007 and included an in-depth evaluation of the district's food services program. Phase II, completed in fall of 2007, included studies of the following:

  • Instruction
  • Governance
  • Accountability
  • Safety and security
  • Finance
  • Budgeting and payroll

Washington State Auditor's Office: Yellow Book Performance Audit of the Administrative and Overhead Operations at the Ten Largest School Districts in the State of Washington

As a subcontractor to Cotton and Company LLP, Evergreen Solutions applied its education expertise to a comprehensive, independent performance audit of the administrative and overhead operations of the ten largest school districts in the state of Washington.

The districts being reviewed included:

  • Seattle School District
  • Tacoma School District
  • Spokane School District
  • Kent School District
  • Evergreen (Clark) School District
  • Lake Washington School District
  • Federal Way School District
  • Vancouver School District
  • Puyallup School District
  • Edmonds School District

The audit reviewed and analyzed the economy and efficiency of the administrative and overhead operations at these school districts and was conducted in accordance with government auditing standards.

STATE GOVERNMENT PROJECTS

State Employees Association of North Carolina: Salary Study

Evergreen Solutions was retained by the State Employees Association of North Carolina (SEANC) to conduct a Salary Study. Pay ranges were analyzed in the public and private sector for 30 unique positions within SEANC to determine appropriate pay levels for the included jobs. Recommendations were provided to improve the fairness and equity in the current pay system.

Florida Department of Veteran's Affairs: Business Case Analysis

Evergreen Solutions was selected by the State of Florida Department of Veteran’s Affairs to develop a business case analysis of three options to determine the most cost effective structure to ensure the highest quality of care to operate the state veteran’s long-term healthcare facilities. The objective was to ensure high quality of care by utilizing current professional standards of practice, ensuring resident and staff satisfaction, measuring the ability to meet the physical and clinical needs of the residents, and achieving the desired health outcomes as specified in individual care plans. Evergreen conducted operational forecasting in combination with analyzing the current operating environment of the department.

During the analysis, Evergreen measured nursing home quality by assessing staff levels, health inspections, and quality measures as defined by the Centers for Medicare and Medicaid Services (CMS). Through this process, Evergreen determined the most effective and efficient ways to deliver services. In the end, a recommended option for providing the most efficient and effective services was made by Evergreen to ensure financial sustainability based on current levels of revenue and expense at the department.

Florida Department of Management Services: Review of Automated HR Tool

Evergreen Solutions was retained by the Florida Department of Management Services to review the EEO reporting methods, formulas, and business requirement document for its automated HR tool. Each measure was compared to best practices and the computational elements reviewed and verified for accuracy.

Florida State Board of Administration: Compensation and Classification Survey

The Florida State Board of Administration (SBA) contracted with Evergreen Solutions to update its compensation and classification system to ensure that internal and external equity was maintained. As part of the update, Evergreen Solutions reviewed the current structure that was established in 2006; determined the impact of compression since new employees were being hired further into the range than before; verified overall grade placement and internal equity for the organization as a whole; and ensured external equity with the marketplace utilizing primary and secondary data collection techniques.

Florida Department of Education: Ready to Work (RTW) Program Evaluation

The Florida Department of Education retained Evergreen Solution’s to evaluate the performance of the Florida Ready to Work (RTW) Program. Established in 2006, the Ready to Work Program is a statewide workforce education and economic development program. The goals of the Florida Ready to Work Program were to provide students and jobseekers with a standard credential that certifies their workplace readiness and ability to succeed on the job; save employers time and money by taking the guesswork out of the hiring process; help educators and workforce development partners prepare today’s students and jobseekers for tomorrow’s jobs; and help attract businesses with high-wage jobs to Florida which would grow Florida’s economy.

Evergreen Solutions conducted a comprehensive evaluation of the program throughout the State of Florida which involved visiting sites to obtain data and performance information from RTW shareholders. These shareholders, including job seekers, site administrators, and employers, provided real time feedback on how they felt the RTW Program was performing. In addition to administering surveys and conducting onsite visits, Evergreen Solutions analyzed data collected through the program, such as courseware utilization, performance of those taking assessments, employment rate for those with Ready to Work certifications, as well as overall success rate in varying geographic areas around the state.

State of Nebraska: Operations and Process Review and Assessment of the Department of Health and Human Services (DHHS) Human Resource Functions

In March 2009, Evergreen Solutions launched a comprehensive Operations and Process Review and Assessment of the Department of Health and Human Services (DHHS) Human Resource functions for the State of Nebraska. In addition to conducting the review, Evergreen Solutions also assisted with the implementation of our proposed recommendations.

Our team worked for approximately seven months through the four-phased study. Each phase was designed to meet the state’s objectives. Phase one, Project Initiation, included the finalization of the work plan and collection of data. During phase two, Environmental Scanning and Stakeholder Involvement, Evergreen Solutions’ consultants analyzed and evaluated different business processes, conducted interviews, and identified organizational obstacles or barriers to service delivery. The third phase, Development of Department Structure and Service Delivery Strategy, included tasks to meet the state’s objectives to identify opportunities and strategies for improving the service delivery process, as well as identified processes that can be streamlined, and conducted a cost-benefit analysis of services. Finally, in phase four, Development of Department Structure and Service Delivery Strategy, our consulting team created an overall implementation plan and delivered recommendations for the functional and process transitions.

The State of Nebraska’s DHHS has six divisions: Behavioral Health, Children and Family Services, Developmental Disabilities, Medicaid and Long-Term Care, Public Health, and Veterans’ Homes.

North Carolina Legislative Services Commission: Study of Structure and Organization of the State Board of Education, State Superintendent of Instruction, and Department of Public Instruction

In October 2008, Evergreen Solution began a project with the Program Evaluation Division of the North Carolina General Assembly, as part of the Appropriations Act of 2008, to conduct a Policy Analysis of Education Governance in North Carolina. This analysis included a review of the State Board of Education, the State Superintendent of Education, and the Department of Public Instruction.

The study included, but was not limited to:

  • analysis of the roles of agencies and individuals;
  • analysis of governance structure;
  • review of oversight and accountability;
  • peer state education agency size and output comparison;
  • analysis of Department of Public Instruction organization problems;
  • analysis of Department of Public Instruction accountability and quality; and
  • best practices assessment of similar organizations.

The study concluded with a comprehensive report and implementation plan, multiple presentations to the General Assembly, and draft legislation.

Florida Department of Education: Food Services Study

Nationally, the meals of more than two million students who are eligible for free or reduced price breakfasts go unserved. While this is a problem nationally, Florida is one of the states with the highest percentage of eligible students who are not consuming the free or reduced price meals they are eligible for, especially in secondary schools.

The purpose of Evergreen Solutions' contract with the Florida Department of Education, which concluded in August 2008, was to study the reasons for this lack of participation in Florida's 67 school districts. The scope of services includes designing tools, strategies, and preparing for the use of effective, tailored market research for secondary students, staff, and parents.

Florida Department of Health: Staff Augmentation

Evergreen Solutions, in association with Five Points Technology, provided the Florida Department of Health outsourcing services to fulfill the Department's Public Health and Medical Preparedness and Response Consultant position.

As a function of this agreement, the consultant:

  • reviewed the relationship of other community providers as well as local Emergency Management Plans.
  • assured that exercises and plans were in keeping with practical aspects of the problem being addressed.
  • attempted to formulate a building block approach to disaster planning that allowed for public and private entities to achieve success and not be overcome by the scenario.
  • promoted the integration of rumor control into public information operations.
  • worked with the projects' already established local and state committees to obtain consensus on the planning.
  • worked with project managers to obtain final approvals from the SWG and the DSOC, as appropriate.
  • advised, when appropriate, the ongoing information exchange with other response partners, in particular hospitals, long-term care, fire/rescue, law enforcement, and education.
  • worked with exercise design consultant in development of scenarios.

Evergreen Solutions maintained outsourcing contracts with other municipal government organizations.

Florida Department of Management Services: Best Practices Study and Human Resource Strategic Planning

The Florida Department of Management Services (DMS) retained Evergreen Solutions to create a statewide workforce strategic plan. The purpose of this project was to develop a strategic planning document with recommendations that served as the State’s roadmap for human resource policy guidance for the next five years. This roadmap assisted DMS in providing innovative, world-class human resource services designed to recruit, retain, reward and recognize a high-performance workforce for the State of Florida through 2012. The Strategic Plan was created to address three critical components: workforce design, compensation and benefits, and workforce training and development.

To generate a comprehensive understanding of stakeholder perspectives, Evergreen Solutions interviewed state-level leaders, engaged employees through focus groups, and conducted trend analysis. In addition, Evergreen Solutions administered an electronic survey statewide and that generated feedback from more than 20,000 employees across all departments and agencies. This research assisted Evergreen Solutions in creating meaningful action-driven recommendations.

Evergreen Solutions was also retained by the DMS to conduct a Best Practices Review of its internal human resources operation. A multi-faceted, multi-level approach was utilized that included focus groups, interviews, peer review, process analysis, best practices, benchmarking, and gap analysis. Based on data from each of these tools, a variety of operational commendations and recommendations were made.

HIGHER EDUCATION PROJECTS

Finger Lakes Community College, NY: Total Compensation Study

Evergreen Solutions is retained by Finger Lakes Community College to conduct a Total Compensation Study. Evergreen will conduct a comprehensive comparison of salary and benefits for positions in the FLAG group (i.e., College administrators) to comparable Colleges, and to similar positions in the private sector. Additionally, for each peer College, Evergreen will conduct a survey on how salary increases are awarded. For example, each position receives a COLA increase annually. Or, each position receives a step, and a COLA increase. Or, every position is evaluation by merit and given a percentage increase based on performance. Evergreen will also conduct an internal comparison of total compensation including salary ranges, benefits, and structure for increases in salary between two constituencies (i.e., FLAG group and the Professional Association) within the College. Evergreen will identify issues such as inequity and imbalance compensation plan such as increments and longevity that have contributed to compression, etc. Lastly, Evergreen will review the academic rank salary structure relative to other similarly situated Colleges including salary ranges, increments, benefits and other compensation items in order to provide the College with comparisons to address any issues and to provide us with independent data and analyses.

Corning Community College, NY: Benefit and Compensation Study

Evergreen Solutions was engaged with the Corning Community College to conduct a Benefit and Compensation Study for full-time and adjunct faculty. The study examined all aspects of faculty and adjunct faculty compensation to ensure competitiveness within relevant labor markets. Evergreen established salary ranges with minimums, midpoints, and maximums for five faculty ranks (i.e., Instructor, Asst. Professor, Assoc. Professor, Professor, and Clinical Nursing Instructor); conducted a comparative analysis of employee benefit offerings among comparable institutions; and conducted a comparative analysis of overload/adjunct pay rates among comparative institutions. Evergreen also reviewed the College’s current compensation policies and practices to ensure competitiveness, effectiveness, and consistency with institutional peers. Based upon this review, Evergreen made recommendations on how to improve the College’s compensation policies and practices.

Tarrant County College District, TX: Employee Compensation Study

Evergreen Solutions has been again retained by Tarrant County College District to conduct an Employee Compensation Study. Evergreen's comnsultants will review and update the College’s current job classification and compensation system for all exempt and non-exempt staff positions which consists of approximately 2,500 full-time employees covered by 317 job titles for exempt staff and 124 job titles for non-exempt staff. To review the outreach video, please click on the following link: https://video.tccd.edu/Mediasite/Play/ab7e8a12f34142fc86aff20d1ba7e99d1d

Palm Beach State College, FL: Faculty Compensation Study

Evergreen Solutions was retained by Palm Beach State College to conduct a Faculty Compensation Study. Evergreen provided the following: briefed the Cabinet on the project and deliverables; met with faculty union representatives to discuss the process; selected ten peer institutions for comparison; created a survey document covering base and supplemental pay for each level of faculty; collected and analyzed survey data; and provided a written report that details the findings and recommendations of the study.

Wor-Wic Community College, MD: Job Classification and Compensation Analysis

Evergreen Solutions was engaged with Wor-Wic Community College to conduct a Job Classification and Compensation Analysis for faculty, administrators, and support staff. The analysis considered the competitiveness of the job classification and salary grade system, including market considerations, as well as a determination of the internal and external equity of position classifications. Evergreen evaluated the procedures for maintaining the job classification program and made recommendations for necessary improvements. Evergreen determined that the classification system needed to be restructured, so a final report was written that included a strategic plan for implementation and associated costs, including the optimal time span for the restructure.

Wake Technical Community College, NC: Compensation and Classification Study

Evergreen Solutions was on contract with Wake Technical Community College (WTCC) to conduct a Compensation and Classification Study for 553 full-time faculty and 611 non-faculty. The goals and objectives of the compensation and classification were to: identify and survey labor market and benchmark classifications and conduct a customized market survey of appropriate labor markets for both faculty and staff; review the existing compensation systems for both the staff and faculty and provide recommendations for updating the system; and conduct and review the classification structure of staff positions and make recommendations based on compliance with the Fair Labor Standards Act (FLSA) revisions including updating and re-titling of positions.

In the end, Evergreen’s consultants provided the College training and detailed documentation for maintaining and updating the compensation and classification systems.

El Paso Community College District, TX: Job Classification and Compensation Study

Evergreen Solutions was engaged with El Paso Community College District (District) to conduct a comprehensive job classification and compensation study. The purpose of the study was to ensure that the District’s position descriptions, job classifications, and salary tables were accurate, consistent, and hierarchically logical across the District, and capable of attracting, retaining, and motivating skilled and competent employees.

Evergreen consultants reviewed job descriptions for internal equity, conducted a market salary survey, and developed market pricing for each position. Evergreen then provided specific recommendations for changes to the existing salary tables, the District's compensation structure, as needed, in order to ensure that the District achieved and/or maintained competitive compensation levels within the market in which it operated and that those levels were commensurate with actual position responsibilities and requirements across all positions. Evergreen consultants provided specific recommendations regarding any necessary changes required to update District Board policies, procedures, and written guidelines to ensure that the integrity of the classification and compensation system continues long after the study was completed.

Austin Community College, TX: Non-Faculty Compensation Review

Evergreen Solutions was engaged with Austin Community College (ACC) to conduct a Compensation Review for its 1,348 non-faculty employees. Of these employees, 872 are non-exempt (Classified employees) and 476 are exempt (Professional/Technical employees). The primary objectives of the study were to: review the current compensation philosophy and components of the college’s compensation program and make suggestions for improvement; conduct job analysis; revise and update job descriptions to reflect current duties; ensure that job descriptions reporting the performance of similar work with essentially the same level of complexity, responsibility, and knowledge, skills and abilities are classified appropriately; review the current existing pay structure and make recommendations that address living wage, structure midpoints, and structure maximums; ensure that individual levels of compensation are commensurate with assigned duties, minimum levels of experience, minimum education, and are also in line with relevant labor markets; and review current processes and make suggestions for improvement.

The objectives for the market study process review were to: review current process and practices and make suggestions for improvement; recommend appropriate sources for the market study; review benchmark positions and linked positions, and make recommendations; suggest appropriate trigger points to determine what positions may need to change pay grades and how these should be adjusted as changes in market or budget occur; and review and recommend a market analysis method that takes into consideration average pay of ACC incumbents along with the incumbents’ experience.

South Texas College: Compensation Study

Evergreen Solutions was engaged with South Texas College to conduct a comprehensive compensation study. Evergreen designed and assisted with the implementation of a classification and compensation structure for the College’s 733 non-faculty staff. The objective of the study was to optimize recruitment and retention of employees.

Specifically, Evergreen’s consultants reviewed and updated current job descriptions as necessary, and made recommendations for new job descriptions in accordance with the duties each employee actually performed; conducted job evaluations to determine proper classification of a job internally and with the external market; compared non-faculty employee salaries to internal and external market(s) and made recommendations for salary adjustments to assure internal equity and external competitiveness within the relevant labor market; reviewed salary ranges to determine market entry pay levels and maximum salary for each salary range; reviewed pay structure and recommended appropriate reclassification; prepared an analysis that included survey of wages for comparable college and private sector employees; recommended procedures for advancement within and between salary ranges resulting from transfers, career advancements, and/or educational attainment; reviewed current pay structure and developed pay ranges based on job analysis and market reference data; developed definitional guidelines for salary ranges, including hiring and promotion guidelines and salary adjustments due to educational attainment; and made recommendations for guidelines, methodology, and tools for appropriate classification within ranges and develop strategies for maintaining the twin goal of internal equity and market competitiveness over time.

Lone Star College System, TX: Classification and Compensation Study

Lone Star College System selected Evergreen Solutions to conduct a comprehensive classification and compensation study to assess both internal and external equity of the college system's current classification and compensation plan. The study included a review of Lone Star College System's current compensation and classification philosophy and structure through documents review, interviews, and statistical analysis, as well as used Evergreen's job evaluation tool to collect information directly from employees. Evergreen then designed and administered a survey for the external market to assess local and regional market conditions. Based on the internal and external analysis, Evergreen recommended adjustments to Lone Star College System's existing classification and compensation plan.

Maricopa County Community College District, AZ: Classification and Compensation Study (Advisory Services)

Evergreen Solutions was retained by Maricopa Community College District to advise their staff on conducting and implementing a compensation and classification study aimed at unifying ten different campus systems. Evergreen staff worked with the compensation committee to design the process, review data, and make recommendations.

McHenry County College, IL: Employee Classification and Compensation Study

Evergreen Solutions was selected by McHenry County College to conduct a comprehensive Employee Classification and Compensation Study for the College’s approximately 299 classified, professional, and administrative positions. The study included the development of a compensation philosophy and a review of salary ranges for these positions. Specifically, Evergreen conducted job evaluations, restructured compensation plans, recommended transition processes between salary ranges, gauged external competitiveness with the surrounding labor market, and developed a maintenance process to ensure sustainability of the competitiveness and equitability of the implemented salary structure.

Initially, Evergreen collected background data from McHenry County College to evaluate the existing compensation and classification structure in place. Information on each of the classifications at the College was also collected from incumbents through the use of Evergreen’s online Job Assessment Tool as well as through focus groups and interviews. Finally, Evergreen collected compensation and classification data from the external labor market for comparison with the College. Evergreen analyzed these data to determine inconsistencies in internal and external compensation between similar classifications as well as determined where compensation practices could be improved. Evergreen then produced a report outlining recommendations to improve the College’s total compensation system.

College of Southern Nevada: Emergency Management for Higher Education Grant Evaluation

Evergreen Solutions was selected by the College of Southern Nevada to conduct an exhaustive evaluation of the College’s Emergency Management for Higher Education (EMHE) Grant program. Evergreen’s evaluation acted as an instrument to assure the U.S. Department of Education that the grant goals and objectives set forth by the college were accomplished over the two year grant program. Evergreen completed evaluation activities through a combination of qualitative and quantitative initiatives aimed at gathering data and information to support task completion and compliance.

In the initial project plan, the College outlined several specific criteria as well as several emergency management focused objectives that the program was set out to achieve, and that was subsequently monitored and evaluated by Evergreen. Examples of these criteria included ensuring emergency management and EMHE training multimedia presentations were of high quality; ensuring the number of individuals trained in NIMS courses was sufficient; and evaluated written all-hazard emergency plans to ensure inclusion of elements incorporated the National Incident Management System and Incident Command Systems. As an important component of the EMHE program, Evergreen ensured that collaboration with local first responders and emergency planning organizations was increased during the grant program, and that lessons learned as a result of the grant program were shared with these stakeholders and other institutions of higher education.

During the EMHE evaluation, Evergreen reported project data and analysis as per the U.S. Department of Education requirements under the Emergency Management for Higher Education Grant by working closely with the college’s Emergency Preparedness Manager, and the remainder of the EMHE project team. In addition, Evergreen maintained records and provided related data as well as addressed additional reporting requests and requirements. Evergreen worked to ensure that all involved had an understanding about the evaluation process.

Sullivan County Community College, NY: Emergency Management for Higher Education Grant Program Evaluation

Evergreen Solutions was selected to provide evaluator services to Sullivan County Community College’s (SCCC) Emergency Management for Higher Education grant program. Evergreen evaluators assessed the effectiveness of the grant program in improving and enhancing campus emergency management planning efforts and stakeholder awareness. Additionally, the evaluation determined whether the overall objectives of the grant are being met effectively, with high quality, and in accordance with requirements. The grant evaluator continuously monitored and evaluated the outcomes and effectiveness of this project, including ensuring SCCC is on track in meeting all federal requirements.

There were eight objectives which SCCC strived to realize through the EMHE grant program. These included preparing an Emergency Operations Plan (EOP) that uses the Incident Command System; improving framework to address the four phases of emergency management; increasing key personnel that are trained in the National Incident Management System; engaging integral local and community partners in the planning process; conducting emergency first responder ‘walk through’ drills and practicum for administration, staff, faculty, and students and first responders; ensuring partner and stakeholder, collaboration and cooperation with the EOP; adhering to Homeland Security Executive Order 489 in the development of the EOP; and ensuring “Green” emergency management planning incorporation is implemented. Evergreen used a combination of qualitative and quantitative review - including benchmarking, surveys, and data analysis - to determine the success of each objective.

Missouri Southern State University: Emergency Management Grant Evaluation

Missouri Southern State University (MSSU) selected Evergreen Solutions to provide grant evaluator services to determine the effectiveness of each component of their Emergency Management for Higher Education (EMHE) Grant program and to guide plans to improve and sustain grant activities. The goal of the program was to promote and ultimately result in an all-campus system-wide change to emergency response. Over the course of the project, MSSU conducted vulnerability assessments, implemented and improved training initiatives, and enhanced partnerships with local emergency responders. Evergreen ensured accountability for fidelity to the project timeline and the achievement of project objectives.

Specific objectives and goals of the grant program that Evergreen evaluated included initiation of a campus-wide Emergency Management Program; development of an “all-hazard” emergency response and crisis management plan; creation of a comprehensive campus-wide Threat and Vulnerability Assessment program; development of a comprehensive Training and Emergency Exercise program; development of a Crisis Communication Plan; and development of a Continuity of Operations Plan. In addition, MSSU will aim to enhance working relationships with all community partners in order to establish effective lines of communication and efficient operation during emergency situations. To validate and sustain the EMHE program, Evergreen ensured that MSSU successfully developed a proactive maintenance plan for their emergency management program.

Evergreen’s approach began with a clear understanding of the goals and objectives of the grant and was designed to systematically evaluate grant activities through a combination of quantitative and qualitative methodologies. Evergreen ensured that project integrity and compliance was maintained during all grant program initiatives. The focus of the evaluation program was to determine the effectiveness of each component of the EMHE Grant program and to guide plans to improve and sustain the program. At the end of the two year evaluation period, Evergreen produced a comprehensive report which detailed outcomes of the evaluation.

Joliet Junior College, IL: Emergency Management Grant Evaluation

Joliet Junior College retained Evergreen Solutions to evaluate the College’s Emergency Management for Higher Education Grant. The EMHE grant program was designed to develop, or review and improve, and fully integrate campus-based all-hazards emergency management planning efforts. Evergreen conducted an outside evaluation for the College’s Emergency Management for Higher Education Grant over a two-year period to determine whether the overall goals and specific objectives of the grant were being met. The College’s specific EMHE grant program goals were diverse, and included revising and developing emergency management plans, conducting advanced emergency training, and adding emergency response equipment to the College’s inventory.

Evergreen worked closely with the College’s project director to establish effective evaluation criteria and met quarterly throughout the two-year grant period to evaluate progress, aid with grant reporting, and ensure grant goals were being met. Additionally, Evergreen used prior EMHE grant evaluation experience to design and disseminate methods of evaluation appropriate to goals, objectives, and outcomes of grant projects. Both qualitative and quantitative data were collected and tracked for each of the project’s objectives and measurements through focus groups and interviews with students, staff, and faculty; comprehensive assessments; and instruments designed to evaluate all training including NIMS and other programs. To conclude evaluation activities, Evergreen composed the final summative evaluation at the end of the 24 month grant period.

Western Washington University: Emergency Management Grant Evaluation

Evergreen Solutions was retained by Western Washington University as an evaluator to assess the provisions of the Emergency Management for Higher Education Grant. The grant was used to partner with a number of community institutions to review, improve, and enhance campus emergency management planning efforts. In addition, the evaluation determined whether the overall grant goals and specific objectives of the grant were being met effectively, with high quality, and in accordance with requirements.

Specifically, Evergreen analyzed a number of measures the grant program was required to complete against what the grant program actually achieves. This included: ensuring multimedia training presentations were of exceptional quality; evaluating in-class training presentations based on delivery, comprehensiveness, and effectiveness; ensuring that the number of persons trained and number of classes conducted met grant requisites; ensuring that training and exercising plans were both effective-in-practice and sustainable; and ensuring that written all-hazard plans included elements that incorporated National Incident Management Systems and Incident Command Systems.

In addition, Evergreen evaluated outside partnerships developed and leveraged for emergency planning and response. This included evaluating partnering across and between campuses and community partners and analyzing information-sharing with other institutions of higher education to ensure that processes were highly effective. Evergreen worked closely with project stakeholders to evaluate progress and assist project leaders with tracking completion of grant goals.

University of Louisiana and University of Idaho: Emergency Management Grant Evaluations

The University of Louisiana at Lafayette (UL Lafayette) and the University of Idaho retained Evergreen Solutions to provide evaluation services of the Emergency Management for Higher Education Grant; increasing Evergreen Solutions’ total number of Emergency Management grant evaluations to five. Our experience with these evaluations allowed us to strengthen our process and effectively apply emergency management best practices to our evaluation methodology. In addition, our unique understanding of desirable program performance and outcome allowed us to provide detailed feedback and direction for all grant program initiatives, while incorporating the needs of the specific educational institution using the grant funds. Evergreen focused on the underlying goal of each Emergency Management Grant program to increase the educational institutions effectiveness in the four components of an effective Emergency Management Plan, including prevention, mitigation, preparedness, response, and recovery.

Evergreen’s process included designing and disseminating methods of evaluation, as well as collecting and tracking quantitative and qualitative data for each of the project’s objectives and measurements. Specifically for these evaluations, Evergreen ensured that Emergency Management grant funds increased the number of NIMS compliant employees, collected background data on each University’s current emergency management program as it related to the goals and objectives of the grant, identified current data collection methods and conduct gap analysis, conducted a pre-assessment for the quantitative and qualitative benchmarks to set a starting point to determine where each University stood at the beginning of the evaluation period, developed a sustainable performance measurement system that evaluated each University’s Emergency Management Grant, design and disseminated methods of evaluation appropriate to goals, objectives, and outcomes of the projects, collected and tracked quantitative and qualitative data for each of the project’s objectives and measurements, and conducted a post-assessment for the quantitative benchmarks and qualitative benchmarks to determine where each University stood at the end of the evaluation period. To conclude each evaluation, Evergreen determined whether each University met the qualitative and quantitative benchmarks established at the beginning of the evaluation process and summarized all findings in a final report.

Tarrant County College District, TX: Compensation and Classification Study

Tarrant County College, the sixth largest in Texas among community colleges and universities, retained Evergreen Solutions to conduct a comprehensive compensation and classification study to determine whether the College possessed a system that was both equitable when compared to the external competitive employment market as well as equitable internally. Evergreen Solutions worked collaboratively with the College to make sound, implementation-focused recommendations.

Evergreen’s methodology focused on market competitiveness and was based on the College’s compensation philosophy that was linked to the College’s mission and strategic plan. The methodology recognized that compensation was comprised of more than just base pay levels. Specifically, the study included a complete classification analysis using the Job Assessment Tool job valuation methodology as well as a statistical assessment of internal conditions and an assessment of external equity including a salary survey of competing organizations. The study identified findings and recommendations that were designed to alleviate any strains on the system and, if necessary, redesign or augment the existing system in place at Tarrant County College.

Broward College, FL: Evaluation of the Fund for the Improvement of Postsecondary Education (FIPSE) Grant

In February 2010, Broward College contracted Evergreen Solutions to evaluate an Emergency Management for Higher Education Grant. As part of the evaluation, Evergreen Solutions assessed four areas of Broward College’s emergency management plan, including prevention migration, preparedness, response, and recovery. Additionally, the evaluation included developing a sustainable performance measurement system that evaluated the college’s early warning program. Evergreen Solutions designed and disseminated methods of evaluation appropriate to goals, objectives, and outcomes of the project.

Evergreen Solutions used a methodology that included collecting and tracking quantitative and qualitative data for each of the project’s objectives and measurements. Specifically, this included: designing evaluation instruments (surveys, questionnaires, evaluations, and other necessary and appropriate forms); developing specialized tracking systems to measure performance objectives and to assess whether intended outcomes were realized; and conducting focus groups and interviews with students, staff, and faculty. The evaluation also assessed overall efficiency and effectiveness of the training, practice drills, and after-action reports associated with the emergency management plan. In addition, the emergency communication systems was also assessed during the evaluation.

Pulaski Technical College, AR: Evaluation of the Emergency Management for Higher Education Grant

Pulaski Technical College is the largest and fastest growing comprehensive community college in Arkansas, with eight locations in the most populated metropolitan regions. The college contracted with Evergreen Solutions to evaluate an Emergency Management for Higher Education Grant. The grant was designed to constitute a coherent, sustained program of training in the field of emergency management, including conducting training and exercises in emergency management procedures. Aside from increasing awareness among college faculty, staff, and students regarding emergency management policies and procedures, the grant was aimed at improving partnerships between community partners and campus leaders.

Evergreen Solutions assessed the overall effectiveness of the grant utilizing a customized work plan designed to evaluate Pulaski Technical College’s specific objectives. The work plan evaluated the grants success with increasing the number of emergency management courses attended by campus personnel as well as with supplementing the college’s current emergency preparedness plan with additional exercises. Furthermore, a Crisis Intervention Plan and a Health Emergency Plan established by the grant was assessed by Evergreen Solutions during the evaluation.

Missouri Western State University: Comprehensive Market Survey and Compensation Plan Study

In February 2008, Evergreen Solutions kicked off a Comprehensive Market Salary Survey and Compensation Plan Study for all non-faculty jobs at Missouri Western State University in St. Joseph, Missouri. Evergreen Solutions consultants worked with the University's Salary Review and Compensation Committee to select benchmark job titles and market peer organizations to survey. Market comparisons were made at the local, regional, state, and national levels. Once data was collected using the survey tool, Evergreen Solutions provided detailed and comprehensive recommendations for revision and update the University's pay plans, including projected costs for implementation. Finally, Evergreen Solutions staff provided compensation administration guidelines for continued administration of the updated pay plans. Missouri Western State University is a four-year, state-supported institution providing undergraduate and graduate programs through the colleges of liberal arts and professional studies. In addition, the University offers continuing education courses, seminars, conferences, and workshops suited to the needs of the community and serving groups throughout the nation.

St. Thomas University, FL: Emergency Management for Higher Education Grant Evaluation

In July 2009, St. Thomas University selected Evergreen Solutions to evaluate an Emergency Management for Higher Education Grant. The purpose of the grant was to fund higher education institution projects with the purpose to develop, review, improve, and fully integrate all campus-based emergency management planning efforts. With the 18-month federal grant, a Campus Community Emergency Planning for Safety (C-CEPS) Consortium was created in cooperation with neighboring institutions Barry University and Florida Memorial. The consortium participated in the development of college-wide and campus-based emergency management plans and training programs.

In order to ensure the overall goals and specific objectives of the grant were being met, Evergreen Solutions established a customized work plan to evaluate the execution of the grant. These tasks focused on addressing St. Thomas University’s objectives including developing emergency management and preparedness materials based on best practices, increasing overall awareness of hazards and emergency procedures, and training University faculty, staff, and students to be more efficient and effective in emergency procedures.

LOCAL GOVERNMENT PROJECTS

Dallas Area Rapid Transit, TX: Compensation Consultant Services

EEvergreen Solutions is retained by Dallas Area Rapid Transit (DART) to provide Compensation Consultant Services. DART is a public transportation agency providing an assortment of transportation services to thirteen (13) cities in the Dallas, Texas metroplex. Evergreen will provide job evaluation information questionnaires and electronically create job descriptions or classifications from the provided information. Evergreen will update information into DART’s job description database system, and submit the updated job descriptions through its online workflow system. Evergreen will review, determine, and recommend revised rules, policies, and procedures in anticipation of and based on the proposed rule change regarding overtime compensation and will review all job descriptions and determine exempt or non-exempt status based on FLSA guidelines. Evergreen will also review and validate DART’s career ladder program and make recommendations for any necessary modifications. Upon approval of the job description review and update, Evergreen will make recommendations for a sustainable compensation system that will ensure recruitment and retention of a quality public sector transit workforce, based on compensation benchmarking with comparable mid-sized employers, and comparable mid-sized transit agencies in the Texas, Southern region, and national markets.

City of Westminster, MD: Classification and Compensation Study Services

Evergreen Solutions is retained by the City of Westminster to provide Classification and Compensation Study Services. The scope of work includes the review and updating of the City’s current job descriptions as well as providing technical assistance in the development of a comprehensive performance evaluation system to integrate with the new classification system. The primary study objectives for this study include: develop a formal compensation philosophy for adoption by the Mayor and Common Council; identify comparable benchmark employers to guide the City’s future employee salary and benefit decisions to facilitate the attraction and retention of high performance staff members, while being financially sustainable; establish a comprehensive job classification system using the approved job evaluation system that accommodates the City’s needs for an internally and externally equitable, defensible, market sensitive, and easily administered system for all current and future positions within the City; train Human Resources staff to apply the adopted compensation philosophy to maintain the adopted classification and compensation system; and provide legally defensible classification specifications (ADA, FLSA, and any other applicable federal and state laws).

Clay County, MO: Compensation and Classification Study

Evergreen Solutions is retained by Clay County to conduct a Compensation and Classification Study by assisting the County in developing a compensation and classification plan that will position and support the County with regards to recruitment, retention, and succession planning goals. Evergreen will review and analyze the current compensation and classification structure and make recommendations for improvements to the existing plan. Evergreen will determine whether the total compensation package received by County employees is externally competitive, internally equitable and fiscally sound. The assumption will be that the County will continue to attempt to provide an annual increase equal to or surpassing the Social Security Administration annual COLA percentage Evergreen will recommend and identify a market position for Clay County by administering a comprehensive labor market salary survey for the Kansas City Metropolitan Area that reflects the public sector. Evergreen will then recommend appropriate salary ranges for each existing or proposed position based on the classification plan, the compensation survey results, internal relationships, and equity. In addition, Evergreen will prepare a new salary structure based on the results of the survey and best practices.

James City County, VA: Classification and Compensation Study

Evergreen Solutions is retained by James City County to conduct a Classification and Compensation Study. Evergreen will evaluate market competitiveness and the compensation structure, as well as internal equity and classification accuracy applicable to all County employees. This study will include a review of current compensation practices and the development of a compensation philosophy, defining the appropriate labor market to which James City County should be compared, evaluating the FLSA status of each position, making salary recommendations for various jobs based on market data collected, completing an assessment of total compensation, and the provision of recommendations to assist with implementation. Employees will be given the opportunity to attend orientation sessions, employee focus groups and participate in the Job Assessment Tool process for classification valuation as a component of these analyses.

City of Broken Arrow, OK: Classification and Compensation Study

Evergreen Solutions is retained by the City of Broken Arrow to conduct a Classification and Compensation Study and Analysis to evaluate the present salary structure as compared to the specific job market for comparable positions in the public sectors. Evergreen will perform the following: review all current job classifications, confirm and recommend changes to hierarchical order of jobs using your evaluation system; establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions as required (prefer to assess duplicate benchmarks – both municipalities as well as local employers); identify potential pay compression issues and provide potential solutions; analyze and recommend changes to the present compensation matrix and/or structure to meet the market analysis; and assess potential impact of pending DOL changes.

City of Holly Hill, FL: Compensation and Classification Study

Evergreen Solutions is retained by the City of Holly Hill to conduct a Compensation and Classification Study. Evergreen will review the City’s salary and benefit structure and assist in updating information on essential job functions, responsibilities, required knowledge, skills and abilities, and physical demands of each position. Evergreen will examine all job descriptions to include a review of position FLSA designations; essential functions; minimum qualifications, license requirements, working conditions, etc., provide recommended updates and/or changes, establish criterion for the selection of survey participants with City staff members, prepare a survey to send to the participants, and prepare recommendations based on the results. Evergreen will address compression/equity issues between pay grades and classifications and establish an equitable classification methodology and salary ranges to provide for the recruitment and retention of qualified staff as well as the equitable relationships of one job to another within the organization. Recommendations will be provided to classify/reclassify positions as appropriate. Evergreen will also review department staffing and organizational structures and make recommendations as needed.

Union County, NC: Compensation and Classification Study

Evergreen Solutions is retained by Union County to conduct a Compensation and Classification Study. The County desires the following tasks to be performed: conduct a comprehensive evaluation of every classification within the County to determine relative worth within the organization (internal equity), placement in the organizational pay plan, and to establish pay bands; establish appropriate benchmarking standards and included should be a comparison and analysis of salaries and wages of like or similar jobs (external equity) in comparable government and private employers in North Carolina, South Carolina and Virginia for which the County competes for a labor supply; create class/position descriptions that include required knowledge, skills and abilities (KSA) for each position class in a standardized format (The analysis should be made on a sampling that produces statistical reliability and valid results); recommend needed changes to existing compensation and classification plan or propose a new plan that will achieve market rate structure and alleviate salary compression issues; provide a multi-year implementation plan to adjust compensation as identified in the analysis; provide a synopsis prepared for management review, covering the salient features of the proposal including overall costs and term of work; and provide a procedure manual and training for Human Resources employees enabling them to maintain the recommended classification and compensation plan.

Pinellas County, FL: Classification and Compensation Study

Evergreen Solutions is retained by Pinellas County to conduct a Classification and Compensation Study that will include recommendations and suggestions for an implementation and maintenance process that will effectively provide the County with the resources and expertise to further enhance its classification and compensation program. A comprehensive job classification and pay study hadn’t been conducted since 2004 so the County believed it was important to invest in a study that would look at both internal and external equity. The objective of the study will be to have a credible classification and compensation plan that: allows positions performing similar work with similar levels of complexity, responsibility, and knowledge, skills and abilities to be classified appropriately; identifies salaries for assigned duties; outlines promotional opportunities and possible compensation growth; identifies pay differential between individual classifications; and identifies relevant labor markets.

City of Bloomington, IN: Salary and Benefits Study

Evergreen Solutions is retained by the City of Bloomington to conduct a Salary Study. Evergreen will examine the wages and benefits of the City’s employees (including transit) as compared to public and private sector entities in Indiana and surrounding areas to determine whether the City’s wages and benefits are competitive in the market.

King George County, VA: Compensation Study

Evergreen Solutions has been hired by King George County to conduct a Compensation Study. Evergreen will analyze local market data taken from peer organizations to determine the appropriate compensation levels for benchmarked positions. Recommendations for adjustments to the current compensation plan will be made.

Jefferson County, MO: Compensation and Classification Study

Evergreen Solutions has been hired again by Jefferson County to conduct a Classification and Compensation Study. The study will include comprehensive classification analysis using the Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions. An assessment of external equity including a salary survey of competing organizations will also be conducted. The project will conclude with a series of findings and recommendations designed to alleviate any strains on the system and, if necessary, redesign the existing system in place for the County.

Douglas County, GA: Classification and Compensation Study and Analysis

Evergreen Solutions is engaged with Douglas County to conduct a Classification and Compensation Study and Analysis. Evergreen will evaluate the County’s present salary structure as compared to the relevant job market for comparable positions in both the private and public sectors. Evergreen will perform the following tasks: review all current job descriptions and analyze same for knowledge, skills, abilities, education and experience relevance and internal consistency, job definitions & summaries, distinguishing characteristics, supervision received and exercised, conformity with the ADA relative to essential job functions (including physical demands); special requirements including licensing and certifications; review the County’s current Position Classification and Wage Administration Plans and provide recommendations for enhancement and specific guidelines for requests pertaining to the following: creating new positions, salary adjustments and reclassifications, retroactive pay, compensation for additional duties (temporary and permanent assignments) and internal equity adjustments; analyze all existing job family classifications, pay grades and salary ranges and recommend modifications as necessary; analyze all existing FLSA classifications and recommend modifications as necessary; establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable Georgia counties as required; identify potential pay compression issues and provide alternative solutions; and develop applicable classification/reclassification questionnaire.

Escambia County, FL: Job Classification and Compensation Study

Evergreen Solutions was engaged with Escambia County to conduct a Job Classification and Compensation Study for all of it employees. Evergreen assisted the County in: determining an appropriate pay philosophy, considering the location, recruitment areas, and financial restraints; conducting an extensive market analysis; identifying benchmark classifications that represent different levels, different departments and functions within the organization; determining the County’s relative market position based on comparable labor markets from the private and public sector that were providing equitable services.

Based upon results of the pay philosophy, market analysis, and the review of internal relationships between positions and classifications, Evergreen recommended a new pay structure and related employee salary adjustments that were based upon sound compensation principles in which both internal and external equity were considered with the pay structure as well as the concepts of equal pay for equal work. Evergreen provided recommendations on how to implement career progression based on education and/or certification requirements. The career progression provided support for succession planning via defining career paths or some other methodology. In addition, Evergreen recommended and assisted in implementation of a classification system and in the evaluation of positions that were requested by employees or management after implementation.

In the end, Evergreen provided training for Human Resources employees to maintain the recommended classification and compensation plan and prepared a cost analysis for implementation of the proposed classification and compensation system with at least two options for such implementation.

Jacksonville Aviation Authority, FL: Compensation and Grading Analysis

Evergreen Solutions was engaged with the Jacksonville Aviation Authority (JAA) to conduct a Compensation and Job Grading Analysis for approximately fifty (40) positions. Evergreen reviewed all data sources available, and provided technical resources, analyses, perceptions, and recommendations on the agency’s salary program including, but not limited to: conducting position evaluations utilizing current job descriptions supplied by JAA; conducting custom market job pricing utilizing highly reliable and agreed upon survey sources and methodologies for benchmark/non-benchmark positions requested; analyzing and verifying external and internal relationships of each position to insure competitive market rates and internal equity value against comparable JAA positions; recommending appropriate grade level and corresponding salary range for each position requested; and ensuring that results continue overall structure alignment with the competitive marketplace and JAA’s career growth objective for all positions requested.

Southwest Florida Water Management District: FLSA Audits and Salary Survey

Evergreen Solutions was retained by the Southwest Florida Water Management District to conduct a salary survey and provide FLSA determinations for 52 positions. Following project kickoff, Evergreen worked with SWFWMD to identify appropriate benchmarks and targets for the salary survey; conducted an external analysis of market peer compensation; and finally, provided details on positions to be adjusted based on market data where necessary. In addition, Evergreen reviewed the FLSA status of each position and determined appropriate exemption status given each position's duties and salary level, as well as the Department of Labor's rule changes for FLSA determinations as of December 2016.

City of Daytona Beach, FL: Employee Satisfaction/Engagement Survey

Evergreen Solutions was engaged with the City of Daytona Beach to conduct an Employee Satisfaction/Engagement Survey for its workforce. Evergreen used electronic, web-based surveys, to give employees an opportunity to express their views about city management, general direction, operations, and working conditions. This method provided Evergreen and the City with immediate feedback on survey responses. Evergreen conducted focus groups by grouping employees based on job type in order to identify job-specific areas of concern that should be explored with the entire employee population. While an electronic diagnostic survey identified many of the major issues to be reviewed in a more in-depth employee survey, the use of focus groups uncovered areas not previously considered important regarding employee satisfaction and working conditions.

Upon completion of the survey, Evergreen documented all survey findings, analyses, and conclusions. Most importantly, Evergreen provided the City with an appropriate context for assessing the results of the workforce survey. Finally, sufficient information was presented in our report so that any reader of our report could clearly follow our analysis.

City of Temple, TX: Classification/Compensation Plan Update

Evergreen Solutions is engaged with the City of Temple to update the City’s Classification/Compensation Plan for its 837 full- and part-time employees. Evergreen will review and update the City’s general government classification system and complete a market update to its compensation system.

The goals and objectives of the study are to: develop a classification system that allows for competitive and equitable compensation, both internally and as compared to our peer cities; develop a classification system that accurately reflects the value we place on employees, resulting in a more engaged workforce and a reduction in turnover; develop a classification system that recommends processes for movement through the salary scale in the future; including a process for implementing salary adjustments based on experience and/or education gained while in the current position; conduct a compensation market review and update which includes base pay as well as other compensation (e.g. car allowances, incentive pays, certification pays); and provide a compensation market update will include all supplemental pay programs offered by peer cities including, but not limited to: longevity; deferred compensation; tuition reimbursement; assignment pay; on-call pay; bilingual pay; shift differential pay; take home vehicles; tool allowance; car allowance or use of city vehicle; uniform allowance or provide uniforms; uniform cleaning allowance; and certification/license pay.

Evergreen will further review the current performance appraisal system that takes into account the unique nature of certain functions and responsibilities which are characteristic of certain jobs and departments in government and recommend any necessary improvements and will develop and necessary performance tools.

CareerSource Pinellas, FL: Salary Survey

Evergreen Solutions is engaged with CareerSource Pinellas to conduct a Salary Survey. Evergreen will analyze local and national market data taken from peer organizations to determine the appropriate compensation levels for benchmark positions.

Fort Bend County, TX: Employee Compensation Consulting Services

Evergreen was retained by Ft. Bend County to provide employee compensation consulting services. Evergreen conducted the following tasks: reviewed current compensation plan including policy groups and salary structures; conducted Fair Labor Standards Act (FLSA) exempt/non-exempt status review of all positions; analyzed internal equity and possible compression issues; completed salary survey of City and County governments in the State of Texas as designated by the County; designed and executed a salary survey, analyzed results and made recommendations; and evaluated and determined each employee’s proper step placement on the newly approved salary grade structure.

City of Plant City, FL: Comprehensive Pay Plan Study

Evergreen Solutions was hired by the City of Plant City to conduct a Comprehensive Pay Plan Study. Evergreen assisted the City in identifying and implementing any adjustments to its classification and pay plan necessary to meet the needs of the organization to attract, retain, and motivate employees. The recommended system was fair and equitable and allowed the City to pursue a competitive posture when compared to the relevant labor market, and provided the needed guidelines and controls that allowed for the effective and efficient implementation and subsequent administration and maintenance of the proposed plan by City staff. Evergreen considered professional compensation strategies, personnel practices and research, as well as applicable laws, statutes, regulations, and current issues (e.g., The Equal Pay Act, Fair Labor Standards Act, the Equal Employment Opportunity Act, comparable worth issues, the Americans with Disabilities Act, etc.) in developing recommendations.

Evergreen also evaluated the City’s existing plan and, where appropriate, recommended new salary structures, salary schedules, and/or job specifications. Evergreen also provided job-specific performance appraisal and merit increase recommendations that encouraged performance excellence and progression through the pay range. Supervisory and management employees were trained to properly administer and maintain the plan, as well as the performance-based pay system, and related administrative processes.

City of Gonzales, TX: Classification and Compensation Study

Evergreen Solutions was retained by the City of Gonzales to conduct classification and compensation study for approximately 114 employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Classifications were reviewed, as needed, and FLSA determinations were made. Evergreen consultants conducted a market salary survey to identify pay ranges in the public and private sector in order to determine the appropriate pay levels for all included jobs in the City.

Recommendations were provided to improve the fairness and equity within the City and a plan was provided to address maintenance of implemented changes to the City’s classification and compensation system.

City of St. Petersburg, FL: Job Classification Analysis

Evergreen Solutions was retained by the City of St. Petersburg to conduct a Job Classification Analysis in order to update and produce approximately 648 legally-compliant job descriptions that included 6 – 8 core competencies each. Evergreen’s consultants: analyzed all city job descriptions, both full-time and part-time positions, and determined the core competencies for each classification; and revise classifications and competencies that formed the foundation of the City's recruitment, learning management, performance management, and succession planning programs.

Evergreen met with HR staff and department heads to discuss roles, competency model options, and project processes and to adjust the competency survey that was used in conjunction with the Job Assessment Tool (JAT) that was administered to a representative sample of the City’s 3,150 full- and part-time staff. Evergreen reviewed the work performed by each classification and scored and reviewed any supervisory comments for any anomalies or discrepancies discovered. Evergreen created task inventory and job families based on JAT responses and organizational charts and identified the degree of overlap in tasks between jobs in similar job families. From this, Evergreen identified root factors in each task grouping and linked to any underlying behavioral factors.

Cape Fear Public Utility Authority, NC: Classification and Compensation Study

The Cape Fear Public Utility Authority (CFPUA) hired Evergreen Solutions to conduct a classification and compensation study to determine CFPUA’s relative market position with respect to compensation. The study included a classification analysis using Evergreen’s Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions.

The study included recommendations to resolve any inequities in the classification and compensation system and, if necessary, updated the existing system that will: easily accommodate organization change and growth; be based upon sound compensation principles in which both internal and external equity were considered within the pay structure as well as the concepts of equal pay for equal work, equal pay for similar work, and equal pay for comparable work; and provided for new positions to be incorporated into the compensation plan as well as appropriate adjustments to maintain the compensation plan’s effectiveness. Evergreen also provided a procedural manual and training for Human Resources employees to maintain the recommended classification and compensation plan.

Manatee County, FL: Compensation Analysis

Evergreen Solutions was hired by Manatee County to assist with a county-wide update to the County’s Compensation and Classification Plan for its entire workforce. The goal of this project was to assist the County with continuing to attain their goal of maintaining a sound process to provide a classification and pay structure that was fair, equitable, and systematic with a compensation plan comparable with other governmental jurisdictions and the private sector. To accomplish this, Evergreen examined the County’s JATs and grades using the original classification and compensation plan. Using the plan, Evergreen’s consultants: created a new employee database; reviewed any job descriptions that were changed since the 2009 study; discussed alternative scoring methodologies; validated the proposed methodology; scored all classifications based on the previous JAT information; slotted the newly scored classifications into the current pay plan; and provided the new scores to HR staff for review and feedback.

Evergreen’s consultants also surveyed the market, identified whether the County’s midpoints were competitive at the 50th percentile, and then recommended any re-grades that needed to be done to slot individual positions based on market for that position, irrespective of the compensable factors. In the end, Evergreen facilitated a meeting with all Department Directors to review the final calibrated positions and made any necessary adjustments.

City of Manitou Springs, CO: Pay for Performance Study

Evergreen Solutions was retained by the City of Manitou Springs to develop a performance-based pay structure. Evergreen made recommendations regarding enhancements needed to the City’s current performance evaluation system and provided the City with a performance evaluation tool.

City of Pflugerville, TX: Classification and Compensation Study

Evergreen Solutions was hired by the City of Pflugerville to conduct a Classification and Compensation Study for its workforce of over 300 full- and part-time employees. Evergreen analyzed each position within the City by conducting interviews and job audits; evaluated employee position descriptions and duties; interviewed department heads and managers; and assessed classifications within positions (I, II, III, or Lead, Foreman). In addition, Evergreen reviewed current job descriptions, focusing on the purpose, job scope, essential duties and responsibilities, education/training requirements, physical job requirements, and working conditions, determined FLSA status (exempt/non-exempt) for positions under federal regulations, and recommended which positions were essential positions in the event the City had a temporary closure. Based on this review, Evergreen presented a proposed classification structure to City management and incorporated input into the final classification document, including a cost analysis for positions that required adjustments.

Evergreen surveyed the cities of Georgetown, Round Rock, Hutto, Cedar Park, Leander, San Marcos, and College Station to compare compensation and benefit structures in addition to minimum and maximum rates of pay for select positions and made recommendations toward appropriate ranges for rates of pay for each position identified. This included a minimum, mid-point, and maximum, with 1st and 3rd quartile designations. A Salary Grade Chart was prepared based on these recommendations and was presented to management for final approval.

Hillsborough County, FL: Executive Search

Evergreen Solutions was hired by the Hillsborough County Clerk of the Circuit Court to search for a Human Resources Director.

Pasco County Sheriff's Office, FL: Salary Survey

Evergreen Solutions was engaged with the Pasco County Sheriff’s Office to conduct a salary survey. Evergreen analyzed local market data from peer organizations to determine appropriate compensation levels for 40 – 50 benchmark positions.

City of Temple Terrace, FL: Salary Survey

Evergreen Solutions was retained by the City of Temple Terrace to conduct a Salary Survey. Benchmark positions were selected and compared against market peers to determine equitable pay. Evergreen’s recommendations improved the competitiveness of the City and helped prepare it for future recruitment challenges.

City of North Miami Beach, FL: Compensation Study

Evergreen Solutions was retained by the City of North Miami Beach to conduct a compensation study. Evergreen consultants reviewed pay ranges in the public and private sector to determine the appropriate pay levels for all included jobs (up to 60 benchmarks). Recommendations were provided to improve the fairness and equity within the City. Evergreen provided City staff with the necessary training and materials so that an understanding of the methodology, and how to implement, administer, and maintain the recommended compensation system was accomplished.

City of Columbia, SC: Comprehensive Classification, Compensation, Performance Management and Benefits Study

Evergreen Solutions was retained by the City of Columbia to conduct a comprehensive evaluation of the City’s current compensation and classification structure. The primary objective of the study was to determine whether the City’s current pay structure, policies, and practices were effective as compared to peer organizations or whether future adjustments will be needed. Evergreen’s consultants conducted a job-task analysis/job audit of all employee positions to verify and validate information from existing job descriptions. Based on the data collected, Evergreen defined the essential functions of the job class, including, required education, experience, knowledge, skills, and abilities, to ensure compliance with ADA regulations; identified discrepancies between existing and proposed classifications; reported areas that are understaffed or under-utilized; identify management, supervisory, professional, technical and general employees, including each employee’s FLSA status (exempt/non-exempt); evaluated and recommended other programs that can be implemented by the City to attract candidates for hard-to-recruit positions; and developed a tool that the City can utilize to evaluate and process future reclassifications.

Forsyth County, GA: Compensation and Benefits Study

Evergreen Solutions was hired by Forsyth County to conduct a Compensation and Benefits Survey for the various departments/offices of the County. The objective of the survey was to provide Forsyth County Government a competitive position with other comparable government entities and private employers within the same geographic area to attract and retain qualified employees. Evergreen’s consultants reviewed the current compensation plan and salary grade levels to understand the current challenges facing the County in recruiting and retaining employees. Evergreen surveyed comparable labor markets competing with the County for labor in the greater metro Atlanta labor market and comparable public organizations. The survey was designed to capture not only base salary information but comprehensive benefits information (inclusive of : deferred compensation; leave plans; employer paid medical, dental, vision, disability insurance, life insurance) to ensure that the County is competitive with other public organizations in the greater metro Atlanta labor market in its total compensation package.

Miami-Dade County, FL: Compensation Survey

Evergreen Solutions was retained by Miami-Dade County to conduct a Compensation Survey. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs and recommendations were provided to improve the fairness and equity in the current system.

Marion County Sheriff's Office, FL: Salary Survey

Evergreen Solutions was retained by Marion County Sheriff’s Office (MCSO) to conduct a salary survey for its employees. The study identified classifications that were below market and that need to be adjusted in order for MCSO to remain competitive among its market peers.

Land-of-Sky Regional Council, NC: Performance Audit

Evergreen Solutions was hired by the Land-of-Sky Regional Council in North Carolina to conduct an Efficiency and Effectiveness Study. The foundation of Evergreen’s approach to conducting this study centers in the simple premise of aligning needs with resources in an optimal manner. Strategic needs were the main driving force for the Council in examining its direction and alignment. Strategic needs included the expectations of citizens, the needs of the community, and the relative resources available to the Council.

In conducting the performance audit, Evergreen consultant’s assessed the organizational effectiveness and operational performance levels of the Regional Council; assisted the Regional Council in continuing accomplishments through a steadfast commitment to efficient and effective support operations; identified, initiated, and institutionalized best practices, which can be identified from other government or private industry providers of similar service or functions, throughout the Regional Council; identified potential savings from implementing best practices; identified costs to identify and implement recommendations; and developed an implementation plan to realize quickly the maximum benefits.

In the end, Evergreen developed findings, commendations, and recommendations for containing costs and improving management strategies that will lead to better and more efficient expenditures of funds.

City of Sarasota, FL: Classification and Compensation Study

Evergreen Solutions was retained by the City of Sarasota to conduct a classification and compensation analysis of its workforce. Employees participated in focus groups, interviews, and a job analysis was conducted 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 in the current system.

Manatee County, FL: Compensation Study

Evergreen Solutions is retained by the Manatee County Information Technology Department to conduct a Compensation Study of its Information Technology Services Department (ITSD). Evergreen met with ITSD leadership to collect relevant best practice technical competencies to populate competency matrices by functional area.

A salary survey tool was developed to include all classifications in order to collect relevant compensation data from the private and public sector. Evergreen used the data collected to propose a comprehensive as well as a market competitive banded structure that includes sub-bands for functional expertise. Evergreen’s consultants provided examples as well as an assessment of the best method of supplementing pay for high demand jobs. In addition, best practices were reviewed for implementation. Evergreen assessed the best alternatives for pay range movement and recommended the method that provided employees the best incentive in a cost effective manner.

New Hanover Count New Hanover ABC Board, NC: Compensation and Classification Study

Evergreen was retained by New Hanover County and the New Hanover Alcohol Beverage Control Board to conduct a Classification and Compensation Study for its employees. Evergreen’s consultants conducted an employee classification and compensation study of public and private employers who were providing equitable services and, based on that study, determined if individualized position/job descriptions were needed, and if so, assisted in the development of these descriptions. Evergreen prepared a comprehensive analysis that identified New Hanover County’s competitive position in the labor market and provided a recommendation for total salaries and benefits, including the total compensation package of insurance and other benefits (including paid leave) and, prepared recommendations for compensation policies, including variable incentive pay options, to maintain competitiveness, reward employees, and ensure equity.

Select County and ABC Board was provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system can be accomplished.

Sedgwick County, KA: Compensation and Classification Study

Evergreen Solutions was retained by Sedgwick County to conduct classification and compensation study for approximately 2,766 employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Classifications were reviewed, as needed, and FLSA determinations were be made. Evergreen consultants reviewed pay policies and practices and pay ranges in the public and private sector was analyzed to determine the appropriate pay levels for all included jobs.

Recommendations were provided to improve the fairness and equity within the County and a plan was provided to address maintenance of implemented changes to the County’s classification and compensation system. In addition, Evergreen provided County staff with the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system will be accomplished.

City of Panama City, FL: Compensation and Classification Study

Evergreen was retained by the City of Panama City to conduct a Comprehensive Classification and Compensation Study for 545 non-union positions/employees, including approximately 79 firefighters, 92 police officers, and 5 elected officials in 190 job classifications. Employees participated in focus groups, interviews, and a job analysis to determine the best classifications for the work performed. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Evergreen reviewed the City’s current performance evaluation system, tools and procedures, and made recommendations for necessary changes to the system. Recommendations were also provided to improve fairness and equity of all jobs within the City. Select City staff were provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system were accomplished.

Florida Court Clerks and Comptrollers: Compensation and Classification Study

The Florida Court Clerks and Comptrollers selected Evergreen to assist with a comprehensive compensation and classification study. Evergreen conducted orientations, collected job analysis data, assessed the labor market, and made recommendations to enhance the current classification and compensation structure within the organization

Montgomery County, VA: Compensation and Classification Study

Evergreen Solutions was retained by Montgomery County, VA to conduct a detailed compensation and classification analysis of its employees. Senior managers were interviewed, salary data was collected, and a new pay plan was developed. Specific analysis was conducted on the best method of moving employees through the new pay plan to take into account recruitment and retention. Recommendations were provided to improve the fairness and equity.

Berkley-Charleston-Dorchester Council of Governments, SC: Compensation and Classification Study

Evergreen Solutions was retained by the Berkley-Charleston-Dorchester Council of Governments (BCDCOG) to conduct a comprehensive compensation and classification study of all support staff classifications. The study included employee focus groups, orientation meetings job evaluation, salary and benefits market analysis, and recommendations. The study assessed both internal and external equity related to these issues and how they impact relatively small organizations such as this.

Tampa Bay Water Authority, FL: Compensation Trends and Benefits Survey

Evergreen Solutions was retained by the Tampa Bay Water Authority to conduct a survey of identified peer organizations designed to gather trends in compensation practices and policies. The survey primarily focuses on changes related to compensation over the past three year period.  In addition, Evergreen Solutions conducted a survey of peer organizations' benefits packages to determine the Authority's overall standing in the market.

D.C. Water and Sewer Authority: Development and Monitoring of an Affirmative Action Plan

Evergreen Solutions was retained by the D.C. Water and Sewer Authority to develop a comprehensive Affirmative Action Plan for all employees. The process included conducting focus groups as well as data analysis to determine the level of equity present in the District's processes, including hiring, promoting, and terminating employees. The Affirmative Action Plan identified areas for improvement as well as recommendations for meeting future needs. Upon completion of the Affirmative Action Plan, Evergreen provided training to executive leadership, senior management, and human capital management staff.

Cape Fear Public Utility Authority, NC: Compensation and Classification Study and Benefits Survey

Evergreen Solutions was retained by Cape Fear Public Utility Authority (CFPUA) to perform a review of the Authority’s existing classification plan, perform a salary survey, prepare one or more pay plan option schedules, and conduct a benefits survey. Specifically, Evergreen will review the Authority’s existing classification and compensation plan for appropriateness, internal equity, and external competitiveness. A number of specific tasks will be completed by Evergreen’s team which ultimately led to recommendations as to how the Cape Fear Public Utility Authority can better deliver an equitable and competitive classification and total compensation plan.

Evergreen first conducted a series of on-site meetings with key CFPUA employees to collect necessary background data and information, gathered requirements for the CFPUA compensation plan, and most importantly discussed with employee’s representatives perspectives, concerns, and suggestions on development of the classification and compensation plan. Next, Evergreen conducted two separate processes to measure internal equity amongst CFPUA classifications and gauge each CFPUA classification’s compensation competiveness against the regional labor market. This process assisted with development of a research based compensation and classification plan as well as up-to-date job descriptions for all CFPUA classifications. Included in the total compensation study is a detailed benefits survey and analysis centered on determining comparative outcomes between CFPUA benefits offerings and those of the surrounding labor market.

Evergreen recommended one or more classification plans to the Cape Fear Public Utility Authority and possible adjustments to CFPUA’s total compensation offerings which worked within any constraints on the Authority’s current resources. Sustainability efforts were implemented by Evergreen in the form of a detailed procedure manual and training for CFPUA Human Resources employees enabling them to maintain the recommended classification and compensation plan well into the future.

Hillsborough Area Transit Authority, FL: Compensation and Classification Study

The Hillsborough Area Transit Authority selected Evergreen Solutions to conduct a comprehensive Compensation and Classification Study. The study was designed to progress through a series of tasks aimed at summarizing and defining the current classification and compensation system in place at the Authority; assess the equity of the system to ensure that, internally, the Authority was homogeneously compensating positions for the level of work actually performed; and systematically assessing the ability of those systems to compete with the external labor market.

Evergreen worked closely with Authority leaders to evaluate, from the ground up, the current environment of the compensation and classification system in place. This includes assessing the system from multiple angles to identify areas of possible compression, stagnation, and overall systematic weakness. From this point, Evergreen worked with the Authority to define a final total compensation and classification philosophy. Together, completion of these tasks allowed for clear identification of where the Authority was and where they wanted to be; ultimately allowing Evergreen to provide recommendations on steps to close the gap.

The second phase of the study involved external analysis of the surrounding labor market’s compensation levels. Using a survey approach, Evergreen determined market compensation levels for positions within the Authority by contacting multiple market peers. This analysis, in conjunction with results from the internal analysis, allowed Evergreen to provide recommendations on how the Authority can best structure their compensation and classification systems to remain competitive with the external labor market.

Southwest Florida Water Management District, FL: Total Compensation Study

Evergreen Solutions was retained by Southwest Florida Water Management District (District) to assist with a total compensation study. The study focused on market competitiveness of the District’s pay structure and used a combination of internal and external data analysis to form recommendations geared toward ensuring continued success of the District in recruiting and retaining qualified employees. The result of the study was a sound compensation plan that conforms to the needs and characteristics of the District.

By nature, the study focused on internal and external equity. To address equity internally, the study involved focus groups, current salary and benefits analysis, and a review of position duties throughout the internal hierarchy. To assess external equity, Evergreen conducted a comprehensive assessment of compensation trends amongst the district’s market peers. In the end, a number of recommendations were made by Evergreen’s team on how employees will move through the pay structure/system as a result of transfers, promotions, or demotions; how to pay employees whose base pay has reached the maximum of their pay range or value of their position; the appropriate mix of pay and benefits for district employees; how often the District should adjust pay scales and survey the market; timing of implementation; and on how to keep the system fair and competitive over time.

Allegheny County, PA: Race and Gender Audit

Evergreen Solutions was retained by Allegheny County to conduct a Race and Gender Audit. The audit provided the County with a detailed analysis of data by gender and race of employees and of human resource policies and practices to identify where gender and race pay issues exist. Specifically, the Gender and Race Equity Audit addressed recruitment and hiring practices, compensation systems, job evaluation systems, and training, development, and promotional practices.

Evergreen’s methodology involved conducting statistical analysis on existing pay levels to determine if current pay levels within existing classifications are characterized by gender or racial bias. Furthermore, Evergreen reviewed the job analysis input from a random sample of jobs and compare the essential work tasks included in the job analysis with the job descriptions. Desk audits were conducted on select classes to verify that work performed is consistent with job descriptions. In addition, Evergreen assessedd the overall processes for recruitment, promotion, and transfer from need identification until action and the resulting outcomes. One goal of the study was to ultimately determine the impact of the current system on women and minorities and devise allocation of classifications based on internal equity criteria.

In the end, Evergreen provided the County with a comprehensive report which identifies specific study findings as well as: a thorough costing analysis of potential changes to revised classification and compensation system; a comprehensive comparable worth job analysis and allocation system, with corresponding procedures for implementation; recommendations for monitoring the revised system; and training recommendations for human resources staff.

Town of Mount Pleasant, SC: Wage and Compensation Study

Evergreen Solutions assisted the Town of Mt. Pleasant with a comprehensive wage and compensation study in which selected municipalities and businesses in the Town of Mt. Pleasant area were surveyed to assess the market competiveness of the Town of Mt. Pleasant’s current compensation system. Aside from general compensation, the study was designed to assess: incentive pay for licenses, certifications, educational attainment as well as longevity pay; policies regarding take home vehicles and uniform payment; pay for performance systems; and employee performance appraisal tools and documentation.

In addition to reviewing the Town’s compensation structure and competiveness, Evergreen’s process established a sustainable maintenance plan for the pay system, as well as a maintenance plan for the Town’s pay for performance system in order to ensure continued competitiveness with market area peers. In addition, Evergreen reviewed the Town’s job descriptions and made changes where necessary to ensure that documented duties reflect those duties actually being performed by Town employees. To conclude the study, Evergreen issued a comprehensive report detailing findings and providing recommendations to Town leaders.

Yadkin County, NC: Performance Audit of Health Department

Yadkin County, NC selected Evergreen Solutions to conduct a Performance Audit of the Yadkin County Health Department. The purpose of the Performance Audit was to conduct an objective and systemic examination of the Health Department using a structured and professionally adopted methodology to evaluate overall efficiency, effectiveness, and productivity. The foundation of Evergreen’s approach methodology for this study was based on the simple premise of aligning needs with resources in an optimal manner; specifically, alignment of communication, resources, processes, and organizational objectives.

Evergreen’s conceptual model for completing such a study was designed with a top down approach. That is, higher level strategic needs such as citizen expectations, community needs, and relative resources are first assessed during the audit. Then, individual service models for specific functional areas were analyzed. Finally, operational components such as organization and management, resources management, and policies and procedures were assessed for inefficiencies. This top down approach was optimal for identifying areas in which the Health Department could become more efficient, effective, and productive.

In the end, Evergreen presented a final report of the findings, commendations, and recommendations to the Yadkin County Board of County Commissioners which will provide specific recommendations and implementation plans to optimize Yadkin Health Department’s overall performance.

Town of Colchester, VT: Community Visioning and Strategic Planning

The Town of Colchester selected Evergreen to provide community visioning and to develop a strategic plan to ensure alignment of strategy development as well as successful resource allocation between the four “images” of the community-an agricultural hub, tourist destination, bedroom community, and business location. The process ultimately led to a shared vision and direction between the Town’s four unique areas of the community.

As part of the initiative, Evergreen worked closely with the Town’s Steering Committee to design a public outreach campaign that will include public relations, education, outreach and involvement so as to involve the whole community in the visioning process. Specific tools and processes will be designed and implemented by Evergreen to assist in the process, including outreach materials, press releases, training initiatives, and forum meetings and groups. Additional, Evergreen closely monitored the strategic development process to ensure key components are included.

A summary document captured relevant information from each step to the process, and in the end, the Town had a comprehensive vision with a list of goals, objectives, and action steps to guide its overall direction for the next five years.

City of Pearland, TX: Classification Study

Evergreen Solutions was retained by the City of Pearland, Texas to complete a Classification Study which included a review of the existing classification plan and an audit of 180 classifications. The project’s specific goal was to analyze the existing hierarchy based on job relationships and make recommendations regarding the classification plan. The study ensured the accuracy and compliance status of the City’s class descriptions. The methodology developed for the study focuses on market competitiveness, recognizes that compensation is comprised of more than just base pay levels, reflects changes in recent compensation strategies, and outputs custom solutions that take into account the diversity of needs present in the City. Overall, the plan produced a structure that improved the City’s ability to recruit, reward, motivate, and retain talent in a competitive environment.

Evergreen Solutions worked with the City to evaluate the policies and procedures associated with demotions, promotions, transfers and reclassifications and evaluating current classifications for FLSA status. Furthermore, components of the study included employee questionnaires; job interviews with department directors, division managers, key supervisors and selected employees; analysis and identification of problem areas within the hierarchy system; a review of class specifications as they relate to minimum education, FLSA determinations, and experience; a review of ADAAA compliance criteria; and establishment of a mechanism for placing newly created job classifications into the City’s pay structure. As the study progressed, Evergreen provided communication and training tools to keep employees up-to-date on project progress and changes and, based on findings, made recommendations regarding the City’s processes.

Sumter County, FL: Comprehensive Market Salary Study

Evergreen Solutions was retained by Sumter County, FL to conduct a comprehensive market salary study designed to ascertain the external equity of its compensation plan. The County desires to evaluate its competitiveness with not only the public sector, but the private sector as well. Evergreen Solutions employed a methodology that includes data from both of these critical markets and took into account the importance of total compensation including salaries, benefits, and supplements and provides recommendations for improvements as needed.

In addition, Evergreen Solutions evaluated the County’s classifications to determine if a functional combination of positions is possible or appropriate and made administrative recommendations designed to aid the County in maintaining the system over time.

Jefferson County, MO: Compensation and Classification Study

Jefferson County, MO retained Evergreen Solutions to conduct a comprehensive compensation and classification study to analyze the County’s market competitiveness and internal equity.

Located just 40 miles southwest of the City of St. Louis, Jefferson County possesses a unique set of challenges being on the border of more rural, suburban, and even metropolitan markets. Maintaining market competitive compensation and classification plans in these environments requires special effort.

The study included comprehensive classification analysis using the Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions. An assessment of external equity including a salary survey of competing organizations was also conducted. The project concluded with a series of findings and recommendations designed to alleviate any strains on the system and, if necessary, redesigned the existing system in place for the County.

Denton County Fresh Water Supply District, TX: Compensation and Classification Study

Evergreen Solutions was under contract to complete a compensation and classification survey for Denton County Fresh Water District. The study assessed whether Denton had a reasonable classification and compensation system in comparison to the external employment market. The study also assessed the present Denton County compensation and classification structure for internal equity.

Evergreen Solutions thoroughly analyzed position classifications using the Job Assessment Tool to evaluate the internal conditions of Denton County and used market surveys and analysis to compare Denton County’s compensation to that of external organizations. When completed, the report included a series of findings and recommendations that alleviated any stress on the system and may also include new designs or enhancements for the existing system.

City of Mauldin, SC: Compensation and Classification Study

The City of Mauldin retained Evergreen Solutions to provide oversight into the data collection process regarding compensation and classification as well as provide recommendations following the collection of the data for the City to transition into a purely merit-based pay system. The purpose of the study was to review the current structure that has not been updated in the last few years utilizing the position rating manual and position analysis questionnaire; review the salary survey methods and results collected from local municipalities and national IMCA data; verify overall grade placement and internal equity for the organization as a whole; ensure external equity with the marketplace; and provide oversight on transition to a performance management, merit-pay system.

As part of the study, Evergreen Solutions reviewed the materials provided by the City and gave feedback on best practices and market trends; analyzed internal equity data collected by the City and give feedback to address internal equity; reviewed salary survey data collected by the City for accuracy and provided insight regarding findings; developed the strategic position for the City utilizing collected data and desired intentions of the City; and assisted the City with developing a transition plan.

City of Branson, MO: Compensation and Classification Study

The City of Branson, Missouri retained Evergreen Solutions to conduct a comprehensive compensation and classification study to determine if the City possessed a compensation and classification system that was both equitable as compared to the external competitive employment market and equitable internally. In doing so, the City of Branson hoped to design a system that would enable them to recruit, retain, and motivate a qualified workforce as well as compensate employees at a fair, equitable and competitive rate.

The study included a complete classification analysis including a statistical assessment of internal conditions and an assessment of external equity. Specifically, Evergreen Solutions conducted a salary and benefits survey of competing organizations, reviewed and assessed current job duties in all classifications, as well as culminated a series of findings and recommendations designed to alleviate any strains on the system and, if necessary, redesigned or augmented the existing system in place at the City of Branson.

BexarMet Metropolitan Water District, TX: Salary and Benefits Survey

The Bexar Metropolitan Water District (BexarMet) retained Evergreen Solutions to conduct a salary and benefits survey to determine if BexarMet was offering salaries and benefits that were within an appropriate competitive range. The study results provided BexarMet with recommendations related to external equity while still ensuring that internal equity is maintained.

The study included a review of the analysis conducted on the market data, recommendations based on the compensation structure, development of specific compensation recommendations, and creation of a strategic direction for BexarMet to use in implementing the proposed compensation system.

Town of Colchester, VT: Departmental Job Analysis, Classification and Efficiency Study

In September 2009, the Town of Colchester retained Evergreen Solutions to assist with an efficiency and effectiveness review of Town operations. The study included a multi-disciplinary approach to gaining input from employees, managers, elected officials, and citizens. Data was collected through employee focus groups, employee and manager surveys, manager interviews,  a community survey, employee job analysis, benchmark analysis, and process review sessions. An overall operational model was created to summarize Town operations and link employee tasks, major functional activities, key business processes, and services or programs together for all levels of the organization and analyze the value, performance and resources for each element.

The results of the model were compared to current and potential outcomes through gap analysis and a series of recommendations were created to address the current and future needs of the Town. Each recommendation was then be coupled with specific action plans, timelines, resource outcomes, and assignment of duties. In addition, the current classification structure was updated to ensure that the documented division of work matched organizational reality.

Allegany County, MD: Compensation Study for the Office of the Sheriff

Allegany County, Maryland contracted with Evergreen Solutions to conduct a comprehensive compensation study and analysis for the Office of the Sheriff. The Office of the Sheriff included the primary functional areas of Road Patrol and Correction Deputies at the county correctional facility. Evergreen Solutions understood that the Office of the Sheriff faced competitive pressure from other area law enforcement agencies and is designing a salary survey instrument for distribution to an approved list of local peers. This survey took into account total compensation, including supplemental pay, insurance benefits, retirement, leave, and other tangible benefits.

The results of this survey and the subsequently prepared report provided the County with recommendations designed to improve their competitive position and ability to recruit the best and brightest available persons for these key areas.

Denton County, TX: Comprehensive Classification, Compensation, and Benefits Study

Evergreen Solutions performed Denton County’s first Comprehensive Classification, Compensation, and Benefits Study in 15 years. The study included conducting employee orientation sessions, focus groups and interviews, as well as a job analysis for more than 1,550 Denton County employees. The study also included a comprehensive salary and benefits survey of local, regional, public, and private labor market peers, which helped Evergreen Solutions assess the County's competitive position for wages and benefits. The data collected eventually contributed to the development of recommendations for the compensation structure and individual job classification slotting.

The content of all classification descriptions were updated, and FLSA designations and ADA compliance were reviewed. At the conclusion of the engagement, our consultants provided compensation administration guidelines and training on Evergreen Solutions’ JobForce software to provide Denton County with the tools necessary to maintain the new system.

Brazos River Authority, TX: Compensation and Classification Study

Evergreen Solutions was selected to perform a Compensation and Classification Study for the Brazos River Authority. The Authority, headquartered in Waco, Texas, has branch offices located along the Brazos River. With over 250 employees, the Brazos River Authority is solely responsible for developing and managing the water resources of the entire Brazos River basin.

Evergreen Solutions’ study included, but was not limited to:

  • a comprehensive evaluation of the Authority’s existing compensation plan;
  • completion of a market salary survey;
  • construction of a classification plan through which work performed at all classification levels will be evaluated using Evergreen Solutions’ Job Assessment Tool (JAT) and Management Issues Tool (MIT); and
  • development of strategic positioning and compensation recommendations for sustaining the compensation and classification system.

Town of Gilbert, AZ: Employee Satisfaction Survey

Evergreen Solutions was sought after by the Town of Gilbert to conduct an Employee Satisfaction Survey. The survey allowed all employees to assess employee satisfaction with operational methods and policies, identify wants and desires of employees, and gather information that will help leadership make decisions in the best interest of the employees.

As functions of this engagement, Evergreen Solutions consultants :

  • met with the Town’s Project Manager and leadership to develop a better understanding as to the Town’s concerns and reason for conducting the study;
  • solicited the involvement of all employees and managers through focus groups and meetings;
  • conducted extensive benchmark analysis comparing the Town of Gilbert with other similar local governments;
  • reviewed previous survey results from the Town of Gilbert surveys; and;
  • conducted a web-based survey with a variety of question types including multiple choice, matrix tables, multi-point scales, and rank order among others.

In the end, Evergreen Solutions identified both areas where employees express satisfaction and areas where employees believe further improvements were needed. The Town received a final report that included data in text, tabular, and graphic formats to fully explain the survey results.

The Town of Gilbert is located in Maricopa County, Arizona.

City of Santa Fe, NM: Comprehensive Compensation and Classification Study

Evergreen Solutions was engaged by the City of Santa Fe, New Mexico to conduct a Comprehensive Compensation and Classification Study for all City employees, including non-bargaining employees and those covered by collective bargaining agreements. Evergreen Solutions worked with the City for approximately ten months to complete the work with input from the more than 1,325 City employees.

The Evergreen Solutions Team will conduct orientations and focus groups with employees, as well as interviews with department directors and other executive managers. All employees will be asked to complete Evergreen Solutions’ Job Assessment Tool, and supervisors will complete the Management Issues Tool, as needed. The data gathered through this process resulted in JAT scores for each job title, placement of each job into an internal hierarchy, and potential recommendations for revision to the current classification structure. Evergreen Solutions also worked with City Human Resources staff to conduct a comprehensive salary survey of local and regional peers. The results were reviewed in conjunction with the internal hierarchy to help generate recommendations for a comprehensive compensation and classification structure.

Finally, Evergreen provided detailed recommendations for implementation of the new structure and related employee salary adjustments. In addition to the compensation and classification components of this study, Evergreen Solutions consultants assisted the City with implementation of a revised performance assessment system. This process included the creation and distribution of performance appraisal factor weighting forms, and trainings for supervisors and staff.

Santa Fe is the capital of New Mexico, and the fourth largest city in the state with a population of more than 72,000.

In addition to the City of Santa Fe project, Evergreen Solutions provided human resources consulting services to Albuquerque Public Schools and Gadsden Independent School District in New Mexico.

City of Kalamazoo, MI: Department of Public Safety Job Analysis Study

Evergreen Solutions completed a project in which they assisted the City of Kalamazoo, Michigan with a comprehensive Job Analysis Study of all KPSOA and KPSA positions within the Kalamazoo Department of Public Safety (DPS). To ensure the job analysis was accurate and relevant for future employment, transfer, and promotional testing and assessment processes, DPS personnel were involved in the job analysis research. During the course of this study, relevant personnel were requested to identify the essential knowledge, skills, and abilities needed to successfully perform each position through the completion of the Job Analysis Tool, and further information was gained through focus groups and interviews. At the completion of the study, the City of Kalamazoo was issued accurate and current job descriptions for all KPSOA and KPSA positions within the Department of Public Safety.

This was Evergreen Solutions’ first project in Michigan; however the firm has completed many similar public safety studies. The City of Kalamazoo is the largest city in southwest Michigan, with an estimated population of more than 323,000. It is the home of Western Michigan University and Kalamazoo College.

City of Newport News and the Newport News Sheriff’s Office, VA: Job Comparability Study

In August 2008, Evergreen Solutions concluded a project with the City of Newport News and the Newport News Sheriff’s Office to conduct a Job Comparability Study of selected positions. The main focus of the project was to review and evaluate Sheriff’s Department jobs utilizing job description reviews, questionnaires (where appropriate), and meetings with subject matter expert (SME) committees.

The project involved assessing the comparability of NNSO ranking positions against similar positions in the Newport News Police Department, Parks Department, and Adult Corrections Department. The structure of the Newport News Sheriff’s Office is designed in a typical paramilitary fashion, with a ranking hierarchy consisting of the following sworn classifications: Deputy I, Deputy II, Master Deputy/Corporal, Sergeant, Lieutenant, Captain, Major, Lt. Colonel, and Colonel.

Evergreen Solutions methodology for conducting the review included six major components. These components were Policies and Statutes Review, Personal Interviews, Focus Groups, Job Assessment Tool (JAT) Collection, and Personal Observations, including time spent in the following capacities: Jail Administration, Courtroom Security and Transportation, Civil Process, Booking, and Records/Classification.

As an additional element of the analysis, Evergreen Solutions conducted a market salary survey of regional sheriff’s offices to assess the competitive position of NNSO against eight regional peers. Evergreen Solutions consultants conducted a statistical analysis of the mean salary ranges at the minimum, midpoint, and maximum levels of the salary ranges within NNSO.

City of Columbia, MO: Employee Satisfaction Survey and Performance Management Consulting

In 2006, Evergreen Solutions worked with the City of Columbia, Missouri to conduct a general survey of employee satisfaction for approximately 1,200 City employees. The primary purpose of the survey was to provide the City with information regarding satisfaction with City operational methods. Additional purposes were to identify new benefits desired and to gather information that will assist in policy decisions.

Evergreen Solutions consultants conducted focus groups, developed and administered the survey, and performed a comprehensive analysis, including cross-tabular analysis by department. Final results of the survey were presented formally to the City Council and City employees. The City intends to repeat the satisfaction survey within the next year to track progress and tailor efforts to continually improve internal employee relations.

One of the themes employees identified in the survey was their desire for a more effective mechanism for evaluating and rewarding employees. This led to the City of Columbia retaining Evergreen Solutions again in 2007 to assist with a comprehensive review of its performance management system. Based on data collected through focus groups, employee surveys, interviews, and best practice research, Evergreen Solutions created a new performance management system that was consistent, objective, and constructive. The system combined performance factors from each level of the organization including the individual, department, and organizational levels. Our consultants also provided on-site training for the use of the performance appraisal program with supervisors and on-site meetings with non-supervisory employees to provide them with an overview of the performance appraisal program.

In mid-2008, the City of Columbia re-contracted with Evergreen Solutions to review implementation and application of the performance management system one year after initial implementation. Evergreen Solutions consultants met with employees again through focus groups and interviews to collect additional input on the first year of system implementation. Evergreen Solutions then presented additional recommendations for revision of the performance management system and provide training to employees on goal-setting. In the end, the City of Columbia now has a performance appraisal program that will improve employee and supervisor accountability and improve service delivery.

Manatee County, FL: Compensation and Classification Study

In December 2007, the Evergreen Solutions Team kicked-off a Compensation and Classification Study for Manatee County, Florida. The study included all employees that serve in capacities for the Board of County Commissioners. As part of the review, orientation sessions, focus groups, and interviews were conducted throughout the county with approximately 1,500 employees. All employees were asked to complete Evergreen Solution's Job Assessment Tool (JAT). Consultants conducted job analysis based on employee feedback in order to assist with the creation of a classification plan. A salary survey of local and regional employers was conducted to assess Manatee County's level of market competitiveness. Based on the classification and compensation findings, a new pay plan, as well as policies and procedures, were recommended to the County.

City of Fountain, CO: Management Review and Strategic Planning

As part of an ongoing effort to improve the efficiency and effectiveness of its operations and management, the City of Fountain, Colorado, a growing city near Colorado Springs, hired Evergreen Solutions to conduct a comprehensive management and performance review of its operations.

In Phase I, Evergreen Solutions consultants conducted a thorough diagnostic review of the city’s structure, management, and organizational issues. Chief among those was the tremendous growth the city has experienced since the late ‘90s, and which is projected to continue. This growth has led to a strain on limited resources within the city and a need to identify strategic priorities for the future.

In Phase II of the study, the Evergreen Solutions team conducted an in-depth analysis of the city’s overall organizational structure, financial operations, human resources management, public safety operations, public works, and utilities management. The overriding goal of the study was to assist the city in determining where resources needed to be directed to accomplish its goals, where resources were being utilized inefficiently, and the best approach to realign resources to sustain positive community development.

In 2008, the City of Fountain again engaged Evergreen Solutions to facilitate the development of the City’s comprehensive strategic plan. In the context of the plan development, the following major tasks will be completed over a six-month period:

  • Conduct Internal, External, and Market Analysis
  • Develop City Mission, Vision, and Strategic Priorities
  • Develop City Administrative Goals and Objectives
  • Develop Budget Linkage Plan

Evergreen Solutions was responsible for conducting a community-wide outreach program to solicit input, identifying the City’s major strengths and weaknesses as well as core values, and developing a comprehensive plan to address five-year goals and objectives to guide the City and its development.