Summary of Tentative Agreements
Montana University System
Montana State University–Northern Federation of Teachers
1. 3.5 PERSONNEL FILES
Change to read as follows: One (1) complete official personnel file for each faculty member shall be kept in the Chancellor’s office. Personnel files include public and private records of an individual’s personal and professional characteristics, experience, and performance including but not limited to annual evaluations, peer reviews, student evaluations, promotion and tenure recommendations, and post tenure evaluations. No information reflecting critically upon a faculty member shall be placed in the personnel file of the faculty member after September 1, 1995, that does not bear either the signature or initials of the employee indicating that the faculty member has been shown the material or a signature of a witness that attests that the faculty member has been shown the material and refused to sign it. If the faculty member desires to provide a brief written statement in explanation or mitigation of any document in the personnel file, the statement shall be attached to the document and included in the personnel file. The Chancellor may also agree to remove such material at the request of the faculty. No anonymous letters or material may be included in the personnel file. Faculty shall have access to all material in their personnel file except the official confidential pre-employment file. Faculty may grieve placement of factually incorrect material in their personnel file. However, no arbitrator may substitute his/her judgment for any subjective judgment of an administrator.
2. 7.7 EVALUATION OF TENURED FACULTY
Change to read as follows: Faculty who have tenure shall be evaluated once every three (3) years, using the professional evaluation criteria set out in sections 5.2 and 7.2. In preparation for that evaluation, tenured faculty shall: 1) initiate the peer review procedure included in Section 7.4; and 2) prepare documentation based on criteria in Section 7.2 that describes their professional career growth at MSU-Northern since their last evaluation. The documentation described in part 2) above should describe and highlight teaching competence, service and scholarly activity that has occurred since the last evaluation, but does not need to be as extensive as the portfolios submitted for promotion or tenure. Once the documentation and peer reviews are completed, but no later than November 15, the faculty member scheduled for review shall meet with the college chair to discuss his/her achievements since the last evaluation and establish objectives to be accomplished prior to the next evaluation. The college chair shall forward to the Provost and to the faculty member a written evaluation based upon this meeting no later than February 1. Based on these evaluations, the Provost will submit a written evaluation with recommendations for improvement should they be deemed necessary to the Chancellor and a copy to the faculty member by March 1.
Change as follows:
“FY 2004 WAGES
1. Effective July 1, 2003, increase employer insurance contributions by $44.00 per month or $528.00 per year.
2. Implement promotions and education points effective August 1, 2003.
3. Implement one experience point ($285) for eligible employees effective August 1, 2003.
FY 2005 WAGES
1. Effective July 1, 2004, increase employer health insurance contributions by $50.00 per month or $600.00 per year.
2. Implement promotions and education points effective August 1, 2004.
3. Implement one experience point ($285) for eligible employees effective August 1, 2004.”
4. Add the following Memorandum of Understanding.
“A partial tuition waiver benefit for dependents will be piloted for bargaining unit employees during FY 2005. Such benefit shall be administered in accordance with Regent policy.”