MONTANA BOARD OF REGENTS OF HIGHER EDUCATION
 Policy and Procedures Manual

SUBJECT:  PERSONNEL
Policy 711.2 - Criteria for Board of Regents Contract; Non-faculty Personnel
Effective July 7, 1994; Issued September 28, 1994

Board policy:

1.Administrative employees with substantial policy-making authority and professional employees are eligible to receive a Board of Regents employment contract upon recommendation of the university president and the Commissioner and approval of the Board of Regents.

A classified position may only be changed to a Regents' contract if the position is vacant and the assigned duties have been modified to meet the provisions of this policy. The position may then be filled through an approved recruitment and selection process.

2. a.Each university shall develop a policy defining the specific criteria for receipt of a Board of Regents employment contract in order to:

1)provide for consistent treatment of similar positions throughout the university;

2)maintain the number of Regents' contract employees at the minimum necessary for efficient operation; and

3)distinguish between administrative and professional employees. Both universities should coordinate their policy development efforts through the Commissioner's Office in order to achieve as much system uniformity as is practical.

b.A university may change an occupied position from a Regents contract position to a classified position if such position does not meet the criteria established in university policy. The employee shall be provided the same notification required in policy 711.1 prior to any such involuntary change in employment status. The employee's salary will be set in accordance with the state pay plan rules.

c.A change in employment status may be a condition of a transfer or promotion to a new position.

I. Objective:

This policy is intended to:

  1. Provide for consistent treatment of similar positions throughout the Montana University System; and
  2. Maintain the number of Regents' contract employees at the level necessary for Regents to properly exercise their constitutional duty to fully supervise, manage and control the Montana University System.

II. Criteria:

Employees who meet one of the following definitions are eligible to receive a Board of Regents employment contract upon recommendation of the university president and the Commissioner and approval of the Board of Regents:

  1. The Commissioner of Higher Education and an employee who is a senior administrator of a campus of the Montana University System (i.e., President, Chancellor, Vice President, Vice/Associate Chancellor, Provost, Associate Provost, Dean);
  2. An employee reporting directly to the Commissioner, Deputy Commissioner, or Associate Commissioner; or to a President, Chancellor, Vice President, Provost, Dean or Vice/Associate Chancellor in an executive capacity (e.g., Associate Dean, Associate Vice President, Legal Counsel, Executive Assistant to the President);
  3. An employee who is director of a department, office, or agency; has substantial policy-making and budgetary authority for the unit; and reports to a President, Chancellor, Vice President, Provost, or Vice/Associate Chancellor; or
  4. An employee who functions in the capacity of associate or assistant director of a department, office, or agency; reports directly to the director of that unit; and has decision-making authority for the unit in the absence of the director.

III. Position Conversion:

A university may change an occupied position from a Regents' contract position to a classified staff position if such position does not meet the criteria established by this policy. The employee shall be provided the same notification required in Policy 711.1 prior to any such involuntary change in employment status. The employee's new salary will be set in accordance with the MUS staff compensation plan rules.

 

History:

Item 83-002-R0594, Criteria for Board of Regents Contracts; Non-faculty Personnel, approved July 7, 1994.