CLASSIFIED EMPLOYEE PERSONNEL ADVISORY COMMITTEE
October 9, 2002
Guests at this meeting are Candy Holt, state MAP coordinator, and
Martha Sellers, MSU MAP coordinator.
From Candy … First of all she is not affiliated with any campus. Her position
is an overall position. She feels it will take fie years to get a good system in
place. The intent of the MAP program is to change the way classified are valued
on campus. The heart of the MAP program is a philosophy to improve
communication, pay options, work performance vs. goals.
Concerns from classified staff:
Responses to these concerns from Candy and Martha
(there was considerable discussion but here are the highlights):
- Amount of additional time involved to do a good job
- Questions and redo's required by P and PS has placed too much of a micro
management situation on the program. These should be left between supervisors
and employees. If the supervisor approved those set of goals for an employee,
then trust the supervisor and employee
- Standardize the number of goals. Many supervisors require six goals, while
others ask for only three. It needs to be a realistic number since it requires
additional work. The equity of the goals sets is a considerable problem as
well. An employee does not receive any more pay for six goals than three; nor
any extra funding for more in-depth goals than "shallow" goals
- Deadlines do not mesh with deadlines for the academic year. P&PS needs
to be more aware of academic items … opening of classes, mid term testing,
finals week, graduation ceremonies, closing down a semester … those deadlines
have to be met first. If MAP deadlines continue to conflict with those
academic deadlines, you will continue to receive information you need late
- Communication between supervisors and employees doesn't seem to be
happening the way MAP was envisioned
- Is MAP a classification or a performance system or both?
- No chance for advancement
- Problem setting goals - shouldn't have a specific number
- There is considerable confusion over the process
- There is no uniformity across the campus as to how MAP is being
- Writing role descriptions - new employees shouldn't write their own role
descriptions. Supervisors should provide employees with a job description that
was used to hire the employee and that should be used. No employee should be
writing their own job description
- What kind of money is being spent on managing the MAP program?
- What about instances of employees doing all the work, and the supervisor
is just signing off on it?
- Many positions are not set up for "goals" under this system.
Administrative type positions have an advantage over "line" type workers
- Departments need to have flexibility with bonus pay and strategic pay
- An hour of overtime more than makes up for a MAP increase
- Not participating in MAP is not an option - it is required. If an employee
refuses to participate in the program, it is grounds for dismissal
- The outcome that MAP hopes to provide is not obvious. There are a lot of
hoops to jump through
members thanked Candy and Martha for their patience in working through concerns
expressed by the group.
- The reason personnel is involved is to maintain equity
- Employees must take ownership in establishing a goal
- Lump sum payments - no request approved will go unfunded
- This program provides for progressive pay and career ladders, and
- If the goals are new permanent duties, then an employee is to be
permanently compensated. MAP goals are not meant to be new duties assigned,
but are meant to be a focused effort on existing duties of the employee
- Goals - a goal can be a maintenance and carry over to more than one year.
If an employee is having trouble setting goals, Martha is most willing to
- Progression pay - an employee's job responsibilities may be increased by
- There is a wealth of information and forms on the main MAP website.
- It is possible for an employee to enter the system mid-process and still
receive the incentive pay
- There is an established appeals process for those who did not receive the
achievement pay after participating in the program
NEXT MEETING NOVEMBER 14, 2002 IN THE BRADLEY CONFERENCE CENTER AT