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We have found the company to be professional, responsive and willing to work with our organization to customize a plan that meets all of our needs.
Please contact us to learn more. Evergreen will conduct a full market salary and benefits analysis for all staff 3, with comparable labor markets to support the efforts of the District to attract and retain the best talent, while establishing a consistent and competitive market position within budgetary constraints.
Evergreen will conduct an internal equity analysis by reviewing employee job descriptions and making recommendations for new job descriptions or updates to existing job descriptions according to the function each employee actually performs compared to their stated job description.
Evergreen will further determine if there are compression or inequity issues and, if so, make recommendations for improvements. The performance audit will include an examination of issues related to the following: Jefferson County Schools, WV: Evergreen will provide the Superintendent and School Board with a process for ascertaining equitable value of position classification on salary scales.
In the end, Evergreen will recommend a salary schedule that will ensure JCS pay for every position within the District is the highest among the fifty-five 55 counties within the state of West Virginia.
This includes, but is not limited to, conducting job analysis, rewriting job descriptions, as necessary, and making recommendations concerning classification systems and compensation structures. Evergreen will perform the following tasks: Evergreen conducted focus group sessions with a sample of employees i.
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: 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: 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.
Evergreen consultants performed the following tasks for the compensation component of the study: For the classification component of the study, Evergreen: Davis School District, UT: 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.
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, students. In the most recent comprehensive audit, completed in Februaryit was reported that more than 10, 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 December 1 Child Count according to the last audit was 10, students.
The December 1 Child Count, which will be used for the purpose of this audit, was 7, students. This represents a decrease of 22 percent from the previous audit.
The special education audit included the following: 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.
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.
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. 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 aidescafeteria personnel.
The study resulted in recommendations on ways to improve the utilization of resources and, therefore, improve efficiency in NRMS. 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.The Midterm Elections are fast approaching.
ABC News brings you in-depth coverage and breaking political news, as voters determine the Senate and House of Representatives. SEDL merged with the American Institutes for Research (AIR) on January 1, This archived website contains the work of SEDL legacy projects and rich resources from the past 50 years.
We used Evergreen Solutions, LLC for a Civilian Classification and Compensation Study and also a Compensation Study for our Deputy Sheriffs. Technical Skills Self-assessment: I make a point of keeping my technical skills as good or better than those of my staff and peers.I maintain an awareness of the evolution of comp and benefit practices, employment law, and computer software, hardware and peripherals.
Search and browse our historical collection to find news, notices of births, marriages and deaths, sports, comics, and much more. United States Supreme Court UNIVERSITY OF CALIFORNIA REGENTS v.
A major source of information for this research is the Social Security Trustees Report. This report was published in June and uses data from as a baseline. United States Supreme Court UNIVERSITY OF CALIFORNIA REGENTS v. BAKKE, () No. Argued: October 12, Decided: June 28, The Medical School of the University of California at Davis (hereinafter Davis) had two admissions programs for the entering class of students - the regular admissions program and the special admissions program. Anchor: #i Section 6: Bid Document Preparation Anchor: #i Overview. Bid documents include the plans, specifications and estimates (PS&E) developed to describe all of the elements of a construction project and become the contract between the .
BAKKE, () No. Argued: October 12, Decided: June 28, The Medical School of the University of California at Davis (hereinafter Davis) had two admissions programs for the entering class of students - the regular admissions program and the special admissions program.