 MAP Guide - Section II: Compensation Pay Options MAP Compensation Structure
Seven pay options are available under the MAP compensation program. These include:
Achievement Pay, Across-the-Board Increases, Longevity Pay, Lump Sum Bonuses, Progression
Pay, Promotion Pay, and Strategic Pay. An overview of each of these Pay Options follows.
For complete details on purpose, criteria, and required approvals, see "MAP Pay Rules" at
www.montana.edu/map or check with your campus HRS/PPS office. In order to be eligible
for Achievement Pay, Lump Sum Bonuses, Progression Pay, Promotion Pay, and Strategic Pay
for retention purposes, employees must be actively participating in the Performance
Development Program, be in good standing with regard to overall job performance, and/or
meet specific criteria. Exercising any of the MAP pay options requires approval from
your campus HRS/PPS office.
Across-the-Board Increase Across-the-Board Pay increases shall be determined by Board of Regents policy and through collective bargaining. Such increases are added to the employee's base salary. Longevity Pay Longevity Pay is implemented automatically based on years of service and is computed based on state law and applicable policies. Eligible employees receive:
Lump Sum Bonus A Lump Sum Bonus may be awarded at the employer's discretion (pursuant to approval criteria), when an employee has exhibited exemplary service or contribution to the University. One-time payments may be given in the following increments: $100; $200; $350; $500; $750; or a maximum of $1,000. A Bonus might be used to reward an employee in the following situations:
Progression Pay (Career Ladders) Progression Pay is awarded when an employee has completed a pre-approved Career Ladder. Career Ladders typically take six months to complete and are established when:
Some Job Series Career Ladders have been developed. Check with your campus HRS/PPS office to see if a Job Series or Individual ladder is more appropriate. Note: Career Ladders are not available for all positions or for all employees. Budgetary constraints may impose limitations on progression pay opportunities. All Career Ladders must be pre-approved by your campus HRS/PPS office. Promotion Pay Promotion Pay recognizes a major change in role and responsibility. Employees typically receive promotion pay when they successfully compete in a recruitment for an open position with a higher entry salary. Temporary Promotions An employee may be promoted to a new or vacant position on a temporary basis upon the recommendation of the hiring authority and approval of HRS/PPS. Temporary promotions normally do not exceed one year. However, in exceptional circumstances, they may be renewed for an additional one-year period with the approval of your campus HRS/PPS office. The employee must be notified in writing at the start of the temporary promotion as to the rate of pay, reason for the temporary promotion, and the expected duration. At the completion of a temporary promotion, the employee will be returned to the former position or a similar position in the same job title at the same base salary the employee would have attained without the temporary promotion. Strategic Pay Strategic Pay may be a permanent or temporary adjustment to an employee's base salary or it may be a one-time or periodic payment that is not added to the base. Pursuant to approval criteria, it may be awarded at the employer's discretion in the following circumstances:
Job Titles
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