LABOR MANAGEMENT PROJECT - FMCS
Submitted by MONTANA UNIVERSITY SYSTEM
Date Effective: MAY 2001


  Approach

A. Strategy Overview

The issues discussed previously in the "Problem Statement" have severely impacted The Montana University System. Staff are increasingly dissatisfied with wage increases that are inadequate and do not differentiate among levels of job performance. The classification system in place since the mid-1970's is unable to recognize increases in workload, quality of work performed, and impact of service provided to students and other customers.

Exceptional work has already been accomplished because of personal commitments to restoring positive labor-management working relationships. For example: a) a commitment to interest-based bargaining, b) development of the Montana University System Achievement Project, and c) completion of pilot projects to assess the effectiveness of the MAP Performance Development Program. No additional funding or staffing was available to attain these accomplishments-simply, long hours and dedication prevailed.

Goals and objectives presented may possibly be accomplished over a lengthy period of time if and when personnel are available to assign to the projects. Relying on an inconsistent approach to implementation will lead to erosion of labor- management relationships and intensified staff dissatisfaction. With this unsatisfactory approach, one campus or even one department may implement the programs while others do not because of workload and resource constraints.

An implementation plan for the Montana University System Achievement Project (MAP) that is centrally coordinated and monitored by labor-management committees will be most effective and have the greatest potential for positive outcomes. For example:

  • Communication regarding the goals and objectives will occur on a system-wide basis and will include publications, presentations, Web page development, and regular meetings.

  • Training will be conducted by a lead trainer (current staff member at The University of Montana-Missoula.) That lead trainer will identify individual training needs, conduct training sessions, and identify and train a cadre of University System employees who will assist with training responsibilities. Labor and management representatives will be included as team trainers.

  • A MAP Project Director will develop a plan for internal consulting and mediation services in order to provide continuing assistance to staff and supervisors. Labor and management representatives will be identified and trained to fulfill the responsibilities of consultants and mediators.

B. Labor-Management Committee

Addendum D identifies the structure that will be used by the Labor Management Committees, ensuring communication and oversight throughout the process of implementation.

The system-wide Labor-Management Committee will meet at least bi-monthly, and campus-based Labor-Management Committees will meet at least monthly.

The initial committee meetings will include an overview of labor-management objectives, problem statements, and goals and objectives presented in this proposal. A staff member from the Seattle FMCS office will conduct training and facilitation of these meetings. If feasible, members of the system-wide and campus committees will meet together for the initial training and indoctrination session.

Meeting schedules will be determined during the training session. Official minutes of all meetings will be recorded and retained.

Members of the Montana University System-wide Labor-Management Committee will include representation from all campuses. Labor appointees include both staff members and employees of the unions involved. Some appointees are bargaining team members and were formerly members of the Classification Task Force.

Management representation be equal to the number of labor representatives and will include all campuses of the system.

Following is a list of system-wide members:

Labor Appointees:

Quinton Nyman, MPEA Field Representative and Bargaining Agent, Member of Classification Task Force and MPEA Bargaining Team

Debbie Brown, MPEA Member, Member of MPEA Bargaining Team, Staff, MSU- Billings

Beverly Brooks, MPEA Member, Member of Classification Task Force and MPEA Bargaining Team, Staff, UM-Missoula

Milana Lazetich, MPEA Member, Member of MPEA Bargaining Team, Staff, MSU- Bozeman

Denise Brewer, AFSCME Member, Member of Classification Task Force and AFSCME Bargaining Team, Staff, MSU-Northern

Susan Wortman, Laborers Union, Business Agent, Member of Classification Task Force

Pat O'Donnell, Teamsters Union, Business Agent, Secretary-Treasurer of Local No. 2

Bob Chatriand, MPEA Field Representative, Member of Classification Task Force and MPEA Bargaining Team

Management Appointees:

Sue Hill, Director of Labor Relations and Personnel, Office of the Commissioner of Higher Education, Chair of Classification Task Force and MPEA Bargaining Team Member

Susan Alt, Member of Classification Task Force and MPEA Bargaining Team, Director of Personnel and Payroll Services, MSU-Bozeman

Kathy Crego, Member of Classification Task Force and MPEA Bargaining Team, Director of Human Resource Services, UM-Missoula

Margaret Meggs, Member of Classification Task Force and AFSCME Bargaining Team, Employee Relations Specialist, MSU-Northern

Mark LoParco, Member of Classification Task Force, Director of Dining Services, UM-Missoula

Arlis Pfeffer, Administrative Officer, Helena College of Technology

Stacy Aguirre, Member of Classification Task Force, Director of Career Services, Montana Tech

Mary Ellen Baukol, Member of MPEA Bargaining Team, Asst. Dean for Admin. Finance, MSU-Great Falls College of Technology

Campus Labor-Management Committees members will include appointees to the system-wide committee and additional members to ensure adequate representation. Appointees will be employed in departments wherein the highest number of unionized positions reside, thus ensuring direct representation by the committee of at least 75 percent of staff who are members of participating bargaining units.

Following is a committee list from each campus of the system:

The University of Montana Affiliated Campuses:

Labor Appointees:

Beverly Brooks, Administrative Support, School of Pharmacy, UM-Missoula, MPEA local officer, Member of Classification Task Force and MPEA Bargaining Team, Participant in MAP Pilot Project, Member of Staff Senate

Steve Langley, Program Coordinator, University Center, UM-Missoula, MPEA newly-elected local president, Participant in MAP Pilot Project

Jim Randall, Custodian, Facilities Services, UM-Missoula, MPEA, Member of Staff Senate

Will Sallin, Cook, UM-Missoula, MPEA, Participant in MAP Pilot Project

Steve Lowery, Maintenance Worker, UM-Missoula, Laborers, Shop Steward and Member of Laborers Bargaining Team

Kurtis Lean, Registrar's Office, Montana Tech, Member of MPEA Bargaining Team

Jean Smith, Administrative Support, Helena College of Technology, MPEA, Member of Classification Task Force and MPEA Bargaining Team

Jennifer Williamson, Information Systems Spec. UM-Missoula, MPEA

Management Appointees:

Kathy Crego, Director of Human Resource Services, UM-Missoula, Member of Classification Task Force and all staff bargaining teams

Mark LoParco, Director of Dining Services, UM-Missoula, Member of Classification Task Force

Gerald Michaud, Supervisor of custodians, grounds and labor crews, Facilities Services, UM-Missoula

Jim Lemcke, Police Patrol Lieutenant, UM-Missoula

Candy Holt, Administrative Officer, UC Administration, UM-Missoula, Member of Classification Task Force

Maggie Peterson, Director of Personnel Services, Montana Tech of The University of Montana, Member of Classification Task Force and MPEA Bargaining Team

Arlis Pfeffer, Administrative Officer, Assistant to the Dean, Helena College of Technology

Jim Darcy, Director, Business Services, manager of office that employees 50 MPEA members

Montana State University Affiliated Campuses:

Labor Appointees:

Kevin Turner, Research Assistant, Registrar's Office, local president of AFSCME Local 2235, MSU-Northern, Member of AFSCME Bargaining Team

Ron Nutt, Warehouse Foreman, Facilities Services, MSU-Bozeman, Teamsters, Member of Classification Task Force and Teamsters Bargaining Team

Susan Thomas, Administrative Support, Printing Services, MSU-Great Falls, MPEA, Member of MPEA Bargaining Team

Milana Lazetich, Administrative Support, Health and Human Development, MSU-Bozeman, MPEA, Member of MPEA Bargaining Team

Bob Chatriand, MPEA Field Representative, Member of Classification Task Force and MPEA Bargaining Team

Vicki Miller, Administrative Support, Registrar's Office, MSU-Bozeman, Member of MPEA Bargaining Team

Donna Gollehon, Medical Technologist, Student Health Service, MSU- Bozeman, Chair of Classified Employees Personnel Advisory Committee

Greg Cantwell, Business Agent, Laborers Union, Billings

Management Appointees:

Susan Alt, Member of Classification Task Force and all staff bargaining teams, Director of Personnel and Payroll Services, MSU-Bozeman

Ray Quan, Member of Classification Task Force and MPEA Bargaining Team, Director of Human Resources, MSU-Billings

Patricia Reuss, Director of Career Services, MSU-Billings

Margaret Meggs, Member of AFSCME Bargaining Team and Classification Task Force, Employee Relations Specialist, MSU-Northern

Mary Ellen Baukol, Member of MPEA Bargaining Team, Asst. Dean for Administration and Finance, MSU-Great Falls College of Technology

Kathy Hendricks, Administrative Officer, IT Center, MSU-Bozeman, Participant in MAP Pilot Project

Melanie Stocks, Director of Sports Facilities, MSU-Bozeman, Member of Classification Task Force.

Kathleen Osen, Asst. to the Dean, College of Nursing, MSU-Bozeman.

C. Necessity of Federal Funds

The list of unexpected accomplishments was discussed above. Unfortunately, all of this work will certainly be lost without an infusion of federal funds. The Montana Public Employees Association bargaining team has firmly stated they are unwilling to adopt MAP if it is not centrally coordinated and if it is not consistently and concurrently implemented at all campuses of the University System. Current staffing levels cannot absorb the demands of a centralized implementation. Requests for additional internal funds to support the implementation have been presented and denied due to budgetary constraints.

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