MSU PROFESSIONAL COUNCIL MEETING MINUTES
                           October 16, 2002
                                   
MEMBERS PRESENT: Schmidt, Mitchell, Carroll, Ward, Puffer.
MEMBERS ABSENT: Manning.
OTHERS PRESENT: Assistant Director of MPEA Quint Nyman, Director of
Personnel and Payroll Services Susan Alt, Chair of CEPAC Rich
Stafford, Bob Snyder, Virginia Key.

The meeting was called to order at 2:00 PM by Chair Leslie Schmidt.
Guests were introduced.  The minutes of the September 18, 2002,
meeting were approved as distributed.

Chair's report - Leslie Schmidt.
     - University Governance Council met October 9.  One topic of
     discussion was Coach Kramer's remarks about a student athlete at
     the October 5 football game.

MAP - Discussion with Susan Alt, Quint Nyman, and Rich Stafford.
     - The first cycle of MAP (setting goals, check point review,
     evaluation) has been completed.  The project needed to be
     adjusted as it proceeded, but people were generally willing to
     work through the process.
     - MSU is a pilot for this new cycle's streamlined MAP process.
     The foundation for the structure is more completely in place now,
     so more attention can be given to fine-tuning the process.
     - Role descriptions will become job descriptions.  There still
     will be goals and a checkpoint, but the paperwork will now be
     kept within the departments instead of being forwarded to
     Personnel.
      - The resources that are available this year will largely be
     used to help supervisors deal more successfully with the process.
     - A steering committee will be constituted.  It will probably be
     modeled after the Information Technology Advisory Committee.  It
     will advise on fine-tuning the performance cycle, serve as a
     mediation center, and evaluate how the process is working.  The
     Committee may also consider ways to fund lump sum bonuses.
     Meetings will probably be held quarterly.
     - In response to a question, Rich stated that from CEPAC's point
     of view, there appears to be mixed reaction to MAP.  Some
     individuals are positive, some negative, and many are in between.
     Many of the issues are related to confusion about the process.
          - CEPAC met last Wednesday with Personnel and some issues
          were resolved.  CEPAC has met with Candy Holt twice.
          - CEPAC has established goals regarding communications and
          will be more accessible to faculty and professionals.  The
          goals include developing a better understanding of MAP and
          meeting legislators before the legislative session.
          Tonight's discussion with legislators, organized by ASMSU,
          is an opportunity to do the latter.
          - A CEPAC manager and secretary will be appointed to
          facilitate better communication.
     - Quint pointed out that there are about 625 MPEA members on
     campus.  About 20 attend MPEA's monthly meetings.  It is
     important to tie MPEA into the communications process for MAP.
          - The acceptance of MAP is mixed across the university
          system.  Communities differ.  Missoula has implemented the
          process differently from Bozeman.  However, Missoula has
          dealt with many of the same frustrations as Bozeman -
          deadlines, paperwork, and miscommunication.
          - Any base-building increase is worthwhile, even if it's as
          small as 0.5%.
          - It was understood when the university system introduced
          MAP that it would be a difficult endeavor.  Accountability
          was an important aspect of the process from the beginning.
          MAP will continue to be re-examined in management and
          bargaining evaluations.
          - However, the same major problem which affects other new
          initiatives, lack of money, is still there and won't go away
          until Montana is economically in a better position.
          - Progressive pay is more closely tied to the evaluation
          process than other elements within MAP.
     - Keeping evaluations within departments is a step in the right
     direction.
     - In response to a question regarding the direction of the
     classification system, Quint stated that a committee is working
     on a policy to set salaries for new employees.  It will tie to
     the Montana market with some flexibility.  It was pointed out
     that years of experience need to be a consideration in beginning
     salaries.
     - Strategic pay addresses recruitment and retention of classified
     employees, but it's critical that new employees don't make more
     than current employees, or morale is affected.
     - Simplifying and streamlining the process will continue.  The
     process will become less fluid as the university system has more
     experience with it.
     - There was discussion of whether more than two categories
     (Meets/Exceeds Goals and Does Not Meet Goals) are needed.  Quint
     pointed out that the purpose of two categories is to make the
     process simple.  There are other ways to recognize individuals
     for exceeding goals.  The evaluation check-off is not the place
     to address super work, but the commentary part of the review can
     include this information.
     - It was agreed some of the value of the process is the
     communication established between a supervisor and employee.
     Although there may not be much financial reward, positive
     feedback from a supervisor can be important.
     -  Goals should not be above, beyond or outside the usual work
     done in the position, so to do well on the goals, overall
     performance should be satisfactory.  The purpose of evaluation is
     to improve overall performance, the same as for any disciplinary
     process.
     - According to Quint, employees are hired because they have most
     of the qualities desired.  The supervisor needs to help develop
     the rest.

Report from UPBAC - Jim Mitchell.
     - The Committee is dealing with the Strategic Planning
     Committee's SWOT (strengths, weaknesses, opportunities, threats)
     analysis.
     - Institutional Research is gathering information about capacity
     in various parts of the university.

Other.
     - In response to a question, Susan Alt said that implementation
     of MAP has also been stressful for PPS.  One FTE has been added
     in Personnel and some FTE have been added in Payroll.

Next meeting.
     - The next Professional Council meeting is scheduled for November
     20.  Please let Leslie know of any issues that should be
     discussed.

The meeting adjourned at 3:10 PM.