Evergreen Solutions, LLC
As part of our ongoing efforts to assess compensation across campus and to ensure 91AV serves as an employer of choice in South Texas, we have contracted with Evergreen Solutions, LLC to complete a comprehensive compensation study.
Evergreen Solutions partners with public sector clients to effect positive change. Across the country, cities, counties, school districts, institutions of higher education, and states leverage our team’s human resources and management expertise so they can better serve their employees, stakeholders, and constituents. Evergreen has partnered with public sector clients in 46 states in the U.S.
The project consisted of four project phases, including:
- Outreach
- Internal Analysis
- External Analysis
- Solution
On April 30, 2024, Evergreen visited our campus for a campus forum. Please click the link below for a copy of the presentation slides.
Evergreen Recommendations
Evergreen recommended that TAMUK maintain its position in the System Level II pay plan and adjust salaries for those positions that are lagging in comparison to the market for staff positions.
Evergreen has developed three new pay plans. The new structure consists of new faculty pay plans with a combined total of 45 unique pay grades, with range spreads between 50 percent and 70 percent between the minimum and maximum of the range. The pay plans are based on discipline-specific differentials and faculty are assigned based on their primary discipline. The details of the plan are below.
Any institution's compensation and classification system will need periodic maintenance. The recommendations provided were developed based on conditions at the time the study was conducted.
Evergreen recommends that the University conducts small-scale salary surveys as needed to assess market competitiveness of hard-to-fill classifications and/or classifications with retention issues and make adjustments to pay grade assignments, if necessary.
Additionally, Evergreen recommended that a comprehensive classification and compensation study is conducted every three to five years. By doing so, it will preserve both internal and external equity for the University.