CLASSIFIED EMPLOYEE PERSONNEL ADVISORY COMMITTEE

May 4, 2005:

1. Professional Council supervisor survey - the executive summary was circulated, and full details of the results are soon to be published via the Professional Council web site. Sara France was asked to circulate the URL to classified staff (with similar communications efforts being made by PC) once this is known.
2. MAP website subcommittee - Sara France reported that the subcommittee's work is partly on hold, as a major focus has been on creating a web application connected to goal setting. This has been impacted by recent negotiations. Susan Alt had asked Sara to submit a list of recommendations for amendment of the central MAP web site, and these were forwarded last month.
3. As a result of bargaining, Personnel and Payroll Services is sending a letter to Deans, Directors, Dpt Heads and to classified employees regarding the status of the Performance Evaluation cycle currently underway, and outlining the remaining Staff Compensation Program. Susan said that a replacement Performance Evaluation system is being created which will not involve achievement pay but will be encouraged for use by all classified staff whether or not previously covered by MAP.
4. Supervisor Training/Evaluation - a discussion took place regarding campus commitment to supervisor training. Some meetings to pursue this are scheduled next week. The possibility of including a component to evaluate supervision in the new performance evaluation system was briefly explored, with something similar mentioned in any professional staff evaluation procedure that might be forthcoming.
5. The future of the MAP Advisory Committee was discussed, in light of recent negotiations. MPEA has negotiated changes to the MAP program, and the formation of a system Labor Management Committees throughout the MUS. It was felt appropriate for MAP Advisory Committee issues to now transfer to the care of LMCs. A final decision will be made in due course after Susan Alt has discussed the idea with President Gamble, MPEA, and others. MAP Advisory Committee members were invited to review the charge of the LMCs (when this is produced in the near future) and let Susan Alt know if they are interested in serving on the Bozeman LMC.

March 1, 2005 - March 4th meeting postponed.

January 14, 2005:

1. Ombudsman Program - a letter has been sent to bargaining units
2. MAP-AC subcommittee (charged with developing a user friendly web application for Performance Development information and issues) - reconvened 1/5/05 and is awaiting input from PPS regarding possible PPS website alterations. Questions were to have been posed to MUS Labor Management Committee with regard to the central MAP web site. Subsequently, the MUS LMC meeting has been postponed and answers will be sought elsewhere in the meantime.
3. Recommendations for the next MAP cycle - further MAP-AC input will be made electronically with a view to formalizing recommendations, if any, bearing in mind bargaining timelines.
4. Goals - discussion of goals and methods of achievement took place. Focus was placed on cultural change; accountability; bonus request guidelines; supervisor training and education.

November 24, 2004:

1. Hiring range issue - the letter currently sent to hiring authorities from PPS has been amended to incorporate information about the hiring range and the possibility of considering a wage above entry. How to make the policy and procedure available to applicants, staff and other interested parties was referred to the MAP-AC subcommittee dealing with MAP issues on the web. To begin broadcasting information of this kind, a letter will be sent to CEPAC outlining the status of the issue to date.
2. Ombudsman Program - PPS is about to send a letter to bargaining units outlining the role of the Ombudsman Program for classified staff, and the program will be made available as soon as possible.
3. MUS Labor Management Committee - a report of the work of MUS LMC was given along the lines of that reported to the Regents 11/18/04.
4. MAP-AC minutes and notes will be archived, but remain available via the web, after one year.
5. A discussion on the purpose of the checkpoint review process was held. A subcommittee of MAP-AC will convene to draft a letter to bargaining units and the Labor Management Committee with recommendations for improvements in the process and forms. The letter to be finalized at the next MAP-AC meeting, 1/7/05.
6. Discussion commenced, but is ongoing, on MAP-AC's goals for FY05. Topics of discussion included MAP bonuses, the upcoming supervisor survey, meaningful goal setting, program guidelines from both the employee and the management perspective.
7. The subcommittee working on web applications related to MAP issues will reconvene next month.
8. It was reported that a review of the duties appertaining to Administrative and Accountant titles within MAP is taking place at the system level. Some amendment to the definition of the duties of each title may be appropriate.
9. Next meeting: January 7, 2005.

In response to Bob O'Driscoll's question last month, Sara France had brought details of the FY04 centralized lump sum funding payouts. She also reported that MAP-AC is working on including more detailed data in its annual report but that further information about what CEPAC would like to see would be useful to that process. CEPAC concluded that it had no questions regarding the deservedness of any award. Rather, a demonstration of how widely used the flexible pay option programs are would be most useful in determining whether or not to request further centralized funding (of any aspect of MAP) in the future, and in advocating for education/training programs. Sara undertook to convey this information to MAP-AC.

Bob O'Driscoll asked whether any discussion was taking place following completion of the MAP pay options cycle, with particular reference to usage of the centralized funding for lump sum bonuses. Sara reported that numbers had been circulated and that she would obtain them for CEPAC.