MSU PROFESSIONAL COUNCIL MEETING MINUTES February 13, 2002 PRESENT: Jim Mitchell, Leslie Schmidt, Becky Ward, Jim Manning, Clyde Carroll. ABSENT: Carina Beck. President Gamble attended the meeting to discuss concerns voiced by contract professionals regarding MAP. Jim Mitchell served on the original committee that proposed an alternative classification system. A year was spent developing the Montana University System Achievement Project. MAP was seen as a positive move, but the specifics for making it work were not carefully thought out before the project was initiated. There has been a lack of detail relating to setting and managing classified pay levels under MAP. Specifically, how will salary increases be provided for individuals who assume increased responsibilities? As middle-management, contract professionals supervise many classified employees, but input from this group has not been solicited to help work through specific issues. The President stated that to make MAP work, an employee and supervisor need to communicate and be honest about expectations and performance. There needs to be objectivity about expectations and performance by both individuals. Although MAP is not the solution to all problems, it can solve some of them. President Gamble stated that he is supportive of helping employees advance, and MAP is a way to do this. There will be a transition period as MAP is implemented. Although it would have been helpful to have planned more completely for it, the new system is here and we need to work together to fully implement it. A central pool of resources might be developed to use to compensate individuals for increased responsibility. It would be similar to faculty's setting aside some of their raise money to allow a specific raise at promotion for faculty. It would be useful to have Martha Sellers (Personnel Services) or Candy Holt (System-wide MAP coordinator) talk with Professional Council about what can be done to get the plan implemented. According to President Gamble, Washington State University has developed a professional employees handbook. Professionals at MSU might want to consider developing something similar. Although the turnover rate for employees at MSU appears to be lower than nationally, pay for performance is still part of the answer in keeping good workers. The President suggested that giving fellow employees recognition when it is warranted and providing opportunities for advancement also increase morale and are important to keeping the best workers. Department heads need to do demographic studies of their departments and find out what each individual in the department see as his/her goals. MSU is free to create the kind of university community it would like. New things can be tried, as long as they do not conflict with statutes.