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Completion Date
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Objective 1: Formalize appointments of members to Montana University
System Labor-Management Committee
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September 17, 2001
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Objective 2: Formally appoint labor and management representatives to
Labor-Management Committees on each campus
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September 30, 2001
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Objective 3: FMCS trainer conduct training for L-M committees
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October 15, 2001
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Objective 4: Establish schedule for meetings, and methods and schedules
for communication to campuses
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October 30, 2001
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Goal #2: Implement MAP Broad Band System and Pay Options
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Objective 1: Transition all classified positions to broad band and
discontinue use of current classification system; communicate to staff
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October 1, 2001
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Objective 2: Develop and communicate appeals procedure for staff who
disagree with broad band placement
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October 30, 2001
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Objective 3: Develop, adopt, and publicize policies governing eligibility
and award of lump sum bonuses, strategic, and progression pay options (staff
eligibility date of 4/1/02)
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February 1, 2002
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Objective 4: Conduct evaluation of program
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January 30, 2003
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Goal #3: Implement MAP Performance Development Program
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Objective 1: Hire MAP Project Director, using labor-management search
committee for selection process. Addendum D contains a brief job description for
this position. (Administrative support will be provided to the Project Director
by Veterans Administration work study students who are available at no cost to
the University System.)
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October 15, 2001
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Objective 2: Select labor and management representatives who will
assist in training
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October 15, 2001
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Objective 3: Lead trainer conduct "train the trainer" sessions for
labor and management trainers
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November 1, 2001
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Objective 4: Representatives from campus-based LMCs and Human Resource
Office staff conduct written departmental pre-assessments to identify specific
training needs; lead trainer structure training sessions to meet training
objectives identified through pre-assessments (assessments will be completed by
every staff member, administrator, and individual who supervises staff, including
faculty)
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November 15, 2001
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Objective 5: Begin training sessions
Three specific topics: 1)
understanding the departments mission and individual roles related to it (1-2
hours); 2) understanding the steps to setting performance goals and plans (2-3
hours); and 3) learning and using effective communication for discussing
performance (2-3 hours). A 3 hour coaching session will also be scheduled for
managers and supervisors. This session is in response to staff concerns
regarding consistent and effective communication at management levels.
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December 1, 2001
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Objective 6: Each department establishes timeline for full
implementation. Timeline must include, at a minimum: dates for training,
completion of departmental mission statement, collaborative completion of Role
Descriptions for each staff member, collaborative completion of Performance Plan
for each staff member, completion of at least four checkpoint reviews, completion
of Performance Review for each staff member at end of Performance Development
Cycle.
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February 1, 2002
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Objective 7: Complete training of all staff, supervisors, and
administrators and begin Performance Development Cycles
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February 1, 2002
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Objective 8: Status reports to system Labor-Management Committee by
campus committees
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December 1, 2001
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Objective 9: Award of Achievement Pay at completion of Performance
Development Cycles
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February 1, 2003
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Objective 10: Conduct post assessment of implementation
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February 15, 2003
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Goal #4: Implement Internal Consulting Units and Mediation Centers
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Objective 1: MAP Project Director conduct needs assessment to determine
scope of services required and available resources
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April 15, 2002
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Objective 2: Develop plan and adopt necessary policies; and identify
labor and management representatives who will assume mediation and/or internal
consulting responsibilities
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June 1, 2002
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Objective 3: Conduct training for individuals who will fulfill consulting
and mediation responsibilities
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June 30, 2002
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Objective 4: Implement Internal Consulting Units and Mediation Centers
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September 15, 2002
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Objective 5: Conduct assessment of effectiveness
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January 15, 2003
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