Category: K-12 Projects

Evergreen was hired by Leon County Schools to conduct a District-Wide Classification and Compensation Study. Evergreen will conduct a comprehensive position evaluation; evaluate and recommend new classifications where appropriate; incorporate opportunities for career progression steps within specific classifications; make recommendations as to whether pay ranges are appropriate; create, develop, and revise job descriptions for all positions; conduct an internal comprehensive job evaluation; evaluate the existing compensation structure and provide change recommendations; conduct a review between job titles and responsibilities; and develop an implementation strategy and provide plan options for an updated compensation structure.

Evergreen Solutions was retained by the Savannah-Chatham County Public School System (SCCPSS) to provide Job Architecture Consulting for HR. Evergreen reviewed and provided an in-depth, detailed recommendation regarding an appropriate tiered career pathway for SCCPSS. Additionally, Evergreen modified, updated, and developed position specifications for all identified non-teaching positions in the organization compliant with applicable local, state and federal laws and regulations, as well as policies of the SCCPSS Board of Education. Note: Evergreen was again hired in 2024 to conduct a Classification and Compensation Study for the District.

The Hayward Unified School District (District) has retained Evergreen Solutions to conduct a comprehensive classification and compensation study that determined if the district possessed a compensation and classification system that assisted the District in attracting and retaining highly qualified and a well-compensated workforce to achieve its strategic objective. Evergreen assisted in developing a thorough and effective communication strategy for the purpose of informing District staff on project objectives, establishing buy-in of the process and outcomes, and shaping stakeholder expectations.  Evergreen determined the strategies needed to achieve the District’s compensation objectives.

Evergreen Solutions was again retained by the School District of Lee County to provide a Compensation Structure and Framework. The project determined if the salary schedules of all employee groups were competitive with other school systems and the market in general, identified any existing classification problems, recommended necessary changes to correct identified problems, recommended options for implementation of a plan to correct existing problems, and provided tools to allow the District to conduct periodic reviews of market data beyond the initial comprehensive study.

Evergreen Solutions was retained by the Irving Independent School District to provide Organizational Review Consulting Services.  Evergreen conducted a full evaluation of the district’s organizational and staffing structure by department/ and/or campus and provided recommendations regarding effective staffing levels and practices by using peer comparison/benchmark data.  After evaluating the District’s staffing structure, Evergreen provided a comprehensive summary of findings, recommendations, and proposed new staffing model and informed the District of the areas needing improvement in order to improve staff effectiveness and organizational efficiencies.

Evergreen was retained by Denver Public Schools to perform a Compensation Study. Evergreen conducted a market salary survey to determine whether DPSA was competitive with its peers.

Evergreen Solutions was retained by the Marlboro County School District to conduct a Salary Study for certified and classified staff.  Evergreen performed the following tasks: provided an analysis of the District’s organizational structure and key positions; met weekly with the District’s five-member Salary and Staffing Team (comprised of the District’s Chief Finance Officer, Associate for Superintendent for Human Resources, Executive Director of Human Resources, Executive Director of Curriculum and Instruction, and Superintendent) to discuss observations and respond to requests for information; performed salary and position comparisons with all surrounding districts within a 50-mile radius of District Office and any comparable districts within the state of South Carolina; developed a consolidated grade and step salary schedule for all non-teaching positions; identified exempt and non-exempt positions for wage and hour compliance; and prepared a comprehensive supplemental pay schedule.

Evergreen Solutions was hired by Knox County Schools to provide Compensation Consultant Services.  Evergreen will determine market ranges for compensation across job families. Comparisons for determining the market ranges will also not be limited to only public schools but also include private and public entities. An evaluation of current salary schedules and procedures, including but not limited to contract lengths and movement between scales, will be conducted as well as an assessment of the School’s total compensation package, including benefits and costs passed on to the employee, annual leave, and paid and unpaid holidays.

Evergreen Solutions was retained by the Rutherford County School Board to conduct a Compensation Study. Evergreen’s consultants identified and recommended appropriate labor markets, collected market salary data, and proposed recommendations to both address current and future wage compression and proposed a revised pay plan for classified and certified staff.