307.1 Introduction
The Montana Bureau of Mines and Geology (the Bureau) is a department of Montana
Tech and a state service agency, and is a primary provider of applied research and
technical assistance on the geology and water resources of the state of Montana.
Education and outreach services provided by the Bureau serve citizens, agencies, and
organizations across the state but do not lead to academic degrees.
The Bureau is served by a professional staff having a wide range of professional skills,
interests, and responsibilities. Thus, different staff members may have very different
assignments in terms of research/creative activity, outreach and service, and support
roles. Positions are non-tenurable and will be advertised and competitively filled through
the normal recruitment process. Contracts will be limited-term and subject to renewal
based on availability of funding. Professional staff will be hired in one of the following
categories, which will be specified in the position announcement.
Individuals who are employed in Bureau professional positions under a 12-month
contract shall accrue annual leave in accordance with Board of Regents Policy. They are
eligible for declared holidays for the general staff. These positions are not eligible for
academic breaks. Any time taken away from work during academic recess must be
reported as annual leave or sick leave, as appropriate.
Soft-dollar contracts will be charged for accrued sick and annual leave on a monthly
basis, and these funds will be transferred to the grants and contracts leave fund. Sick and
annual leave will be charged against the grants and contracts leave fund as it is used. Any
sick or annual leave payable upon termination will be paid from the grants and contracts
leave fund.
Bureau professional staff may not engage in consulting activities within Montana. They
may engage in consulting activities based outside the State if these activities are
consistent with the policies of the Montana University System, Montana Tech, and the
Montana Bureau of Mines and Geology. All outside consulting must be approved by the
employee’s supervisor, the Director of the Montana Bureau of Mines and Geology, and
the Chancellor. Time spent on consulting during the normal workweek shall be reported
as annual leave or leave without pay unless specific contract provisions provide
otherwise.
307.2 MBMG Faculty and Staff Categories
207.2.1 Non-Research Professionals (Non-Faculty)
Non-research Professionals are those Bureau professional employees who are appointed
to a non-tenurable, non-instructional position on a Board of Regents contract or a Letter
of Appointment and who are engaged primarily in support of the research programs
conducted by the Bureau, but are not expected to conduct research themselves. The
academic degree and professional experience required, and position title, will be
determined by the needs of the individual position.
Non-research Professionals may apply for reassignment or be reassigned to Professional
Scientist status. In order to be considered for reassignment, the Non-research Professional
must meet the minimum requirements for Professional Scientist status as described
below. Reassignment will be made by the Bureau Director in accordance with adopted
evaluation procedures.
307.2.2 Professional Scientists (Non-Faculty)
Professional Scientists are those Bureau professional employees who are appointed to a
non-tenurable, non-instructional position on a Board of Regents contract or a Letter of
Appointment and who are primarily engaged in some combination of research/creative
activity and outreach, either independently or under the supervision of Bureau
Professional Practice Faculty. A Bachelor’s degree and three (3) years of experience or a
Master’s degree are the minimum requirements for employment as a Professional
Scientist. Both the degree and credited experience must be in a field appropriate to the
position. Position title will be determined by the individual’s duties and responsibilities.
Professional Scientists may apply for reassignment or be reassigned to Non-Research
Professional status by the Bureau Director. In order to be considered for reassignment,
the staff members must fulfill the academic degree and professional experience required
by the new position. Reassignment will be made by the Bureau Director in accordance
with adopted evaluation procedures.
307.2.3 Bureau Professional Practice Faculty (Bureau Faculty)
Bureau Professional Practice Faculty are those Bureau employees appointed to a nontenurable, non-instructional position on a Board of Regents contract or a Letter of
Appointment and who are engaged in some combination of research/creative activity and
outreach as their primary responsibilities. Professional Practice Faculty are considered
“faculty with academic rank” for the purposes of administering Montana Tech’s benefit
and leave policies. The Chancellor, under the advice of the Director of the Bureau,
determines whether or not a position shall hold Bureau Faculty status.
The following ranks, and minimum requirements for each, are used for experienced
researchers engaged in on-going research projects, who have qualified for Bureau Faculty
status:
307.2.3.1 Assistant Professors
Assistant Professors shall possess at a minimum a Master’s degree and three (3) years of relevant experience, or a Doctoral degree. Both the degree and credited experience must be in a field appropriate to the position.
307.2.3.2 Associate Professors
Associate Professors shall possess at a minimum a Master’s degree and eight (8) years of experience or a Doctoral degree and five (5) years of experience. Both the degree and credited experience must be in a field appropriate to the position.
307.2.3.3 Professors
Professors shall possess at a minimum a Master’s degree and thirteen (13) years of experience or a Doctoral degree and ten (10) years of experience. Both the degree and credited experience must be in a field appropriate to the position.
307.3 Evaluation of Professional Staff
Professional appointees are to be evaluated annually in accordance with adopted evaluation procedures. Because staff members may have very different assignments in terms of research/creative activity, public service and outreach, institutional service, management, and support roles, each will be evaluated by criteria appropriate to the assignment. Recognizing that job responsibilities may change over time; the roles of Non-research Professionals and Professional Scientists will also be evaluated with respect to proper classification for the work being performed.
307.4 Promotion
Promotion of Bureau Professional Staff shall be in accordance with criteria described in this document.
307.4.1 Non-Research Professionals
Non-research Professionals may apply for promotion to the rank of Bureau Professional Practice Faculty. In order to be considered for promotion, the applicant must have achieved a minimum of a Master’s degree and three (3) years of experience, both in a field appropriate to the position, and must have demonstrated research capability. Applications will be reviewed under the Bureau’s standard procedures for promotion.
307.4.2 Professional Scientists
Professional Scientists may apply for promotion to the status of Bureau Professional Practice Faculty. In order to be considered for promotion, the applicant must have achieved a minimum of a Master’s degree and three (3) years of experience, both in a field appropriate to the position, and must have demonstrated research capability. Applications will be reviewed under the Bureau’s standard procedures for promotion.
307.4.3 Bureau Professional Practice Faculty
Bureau Professional Practice Faculty may apply for promotion to higher ranks within the category of Bureau faculty. Promotion criteria are intended to be flexible in order to reflect the various roles necessary to fulfill the Bureau’s mission. In addition to the number of years in rank, there are four broad categories that describe an individual’s eligibility for promotion
307.4.3.1 Research/Creative Activity
Research includes not only the actual investigative progress itself but also the creative activities necessary to generate and prepare proposals, to manage a project or program once it is funded, and to complete the necessary reports or publications in the course of a project. Subject matter should (1) benefit the citizens, government, or resources of Montana, and (2) contribute technical information and advancement in the appropriate discipline. Products of research must include publications, abstracts, open-file reports or maps, and periodic reports for contracts. Good writing skills are essential to the entire spectrum of research, from writing proposals to publications that communicate the results.
307.4.3.2 Public Service/Outreach
Public Service and outreach (activities in service to the public) include, but are not
limited to:
letters, memos, data tabulations, graphs, etc. prepared to respond to requests for
information from the public;
presentations for civic groups, public meetings; testimony or informational
presentations at criminal/civil trials, hearings; membership and participation on
local, state, federal government advisory panels, committees;
review of proposals and reports for other individuals, agencies, or groups active
involvement with professional organizations; and
presentations, field trips, and science fair judging with K-12 and college students.
Service also includes presentations or service to organizations or individuals, contribution
of one’s professional background and skills to public questions or concerns, and
advancing the ability of the Bureau to relate research activities to public concerns. The
cumulative amount and impact of public service will be considered.
Because the Bureau is an applied research and service organization, emphasis is placed
on the importance of the individual professional to work effectively with colleagues and
citizens, and with local, state, and federal organizations to achieve the Bureau’s mandates
and objectives.
307.4.3.3 Institutional Service
Institutional Service (activities occurring within the Bureau or Montana University
System) includes, but is not limited to:
lectures, classes, or seminars presented to the Bureau or Montana University
System staff/students; advising graduate students;
service on internal Bureau committees or committees within the University
System; testimony or informational presentations regarding Bureau operations or
programs at committee hearings or meetings of government advisory panels at the
local, state or national level;
maintenance of Bureau-wide library, databases, files, records, or photographs;
technical assistance to other Bureau personnel or projects; and
review of Bureau proposals or manuscripts.
307.4.3.4 Management
Management includes the process of planning and organizing a project and its staff to
meet project expectations and deadlines within the allotted time and budget, making
strategic decisions in a project as unexpected changes arise, and dealing with personnel
issues as they occur. Project management involving other individuals is a vehicle for
senior researchers to use their accumulated knowledge and wisdom for the benefit of both
the Bureau and less experienced researchers.
Promotion to a higher rank of Bureau Faculty will require demonstrated achievement in
all four categories described above. However, it is recognized that each staff position
may have a different emphasis in responsibility. For example, a staff member in a
position with significant management or public service responsibilities would not be
required to meet the same productivity standards for publications as an individual who
has a high percentage of time devoted to research responsibilities. Some researchers have
basically worked alone throughout their career, but based on their own outstanding
research clearly deserve to be promoted to most senior levels. In this case, significance of
research must outweigh managing large numbers of people or dollars. Publications will,
however, enhance promotion eligibility for all Bureau faculty.
307.4.4 Supporting Criteria for Promotion of Bureau Faculty
307.4.4.1 Years in Rank
The following number of years of full-time Bureau service (or summary equivalent) will
normally be a minimum required in a rank prior to promotion:
Assistant Professor to Associate Professor – 5 years
Associate Professor to Professor – 5 years
Higher levels of performance are required for promotion to each advanced rank. To be
promoted to a higher rank, one must have performed at the advanced level to demonstrate
competency.
307.4.4.2 Relevant Expierience
Pre-Bureau experience credited toward time-in-rank should be scientific in nature and directly applicable to Bureau activities, mandates, and programs. Publications, writing, and communication skills will also be key criteria in judging pre-Bureau experience. Professional experience gained prior to employment at the Bureau may be, in part, credited toward the years in rank for the minimum criterion. At the end of the second year of Bureau professional service, the Bureau professional needs to notify the Director in writing that he/she would like to have his/her pre-Bureau experience evaluated for possible credit toward years in rank for the minimum criterion. The Director, following careful review of annual performance rankings, consultation with the appropriate Division Chief and other Bureau faculty, and discussion with the individual, will recommend in writing the amount of pre-Bureau experience allowed.
307.4.4.3 Publications
One measure of scholarly activity is the written record that an individual produces.
Bureau Faculty need to demonstrate, through the number and kind of publications, their
service to citizens of Montana, and their level of professional development and scholarly
maturity.
Productivity and originality (quality and quantity) in written or orally presented work
(generally in decreasing order of importance):
Scholarly books in the scientific field, as sole or senior author
Articles in refereed national journals, as senior author
Monographs or chapters in peer-reviewed books, as senior author
Bureau Memoirs or equivalent, as senior author
Bureau Bulletins or equivalent, as senior author
Bureau Reports of Investigations, miscellaneous contributions, maps, as senior
author
Books as junior author or editor
Articles in non-refereed national journals
Invited presentations at national or international meetings
Compilation-type publications (databases, lists, catalogs)
Field-trip guides
Bureau open-file reports (can also be ranked appreciably higher, depending on
circumstances beyond author’s control)
Non-technical publications (brochures, general-interest magazines or journals,
newsletters)
Papers at professional meetings and for which an abstract was published in a
citable work
Invited presentations at regional or state meetings
Unpublished papers or technical reports
Scholarly products accepted for publication, or in press, will be accepted as published.
Sole or senior authorship on multi-authored written works holds greater stature than
junior authorship.
307.4.4.4 Quality of Work
Quality of scholarly research and publications as judged by:
Peers at the Bureau or Montana Tech (particularly through letters of
recommendation); Supervisors, former supervisors, or co-workers;
Peers at other institutions and organizations;
Research Division Chief;
Bureau Director;
Self-evaluation (a critical assessment of personal and professional growth
307.4.5 Grants or Funding Received
This is a measure of initiative taken to pursue scientifically creative ideas and/or to significantly enhance Bureau mandates and objectives.
307.4.6 Other Supporting Criteria
Honors or awards from professional organizations
Referee or editor of professional journal
Regional or national prominence (i.e., professional visibility)
Professional development (attainment of a new professional degree, license, or
certification, or other evidence of an individual’s professional growth)
Teamwork
307.4.7 Promotion Procedure for Bureau Faculty
The procedures for promotion to a higher rank conform to those detailed in the Montana
Tech Faculty/Staff Handbook (Section 205.3), with four major exceptions:
1. Because Bureau Faculty members do not have instructional responsibilities, they
normally will not be evaluated on that basis. Limited instructional duties
performed by Bureau Faculty will be evaluated under institutional service.
2. The Bureau will require a minimum of five (5) calendar years in rank to advance
from Assistant Professor to Associate Professor.
3. Bureau Faculty can achieve promotion to Professor without holding an earned
doctorate. However, they must maintain a high-level of achievement for a longer
period of time than those who do hold a doctorate. A Master’s degree will be the
normal minimal requirement to reach Professor status at the Bureau.
4. Bureau Faculty cannot be considered for tenure.
307.4.8 Application for Promotion
It is the Bureau Faculty member’s responsibility to initiate an application for promotion.
It is advisable for the staff member to meet with his/her supervisor, the Bureau’s
Performance Evaluation Committee, and/or the Director to review the appropriateness of
applying for a promotion. This meeting could save the potential applicant unnecessary
work should the promotion be deemed premature or otherwise inappropriate at the time.
The elements of the application will include the cumulative record of progress and
achievement that will be considered for the promotion. The application portfolio will
consist of the following five elements:
1. A written application for promotion including a narrative statement reviewing the
attainment of all necessary criteria to support promotion to a higher rank.
2. A cumulative and chronological record containing a summary of all activities and
accomplishments, demonstrating a progressive increase in responsibility, and
scientific growth. Such a record will include, but not be limited to, presentations,
research projects or research contracts, proposals, formal study, attendance at
professional meetings, progress toward another degree, institutional and public
service, and annual performance rankings.
3. A complete bibliography of all publications.
4. Originals or complete copies of all publications available on request.
5. For the individual seeking promotion to Professor rank, four written letters of
endorsement from individuals outside the Bureau and Montana Tech in support of
the candidate’s application for promotion. At least three of these letters must be
from individuals identifiable as having achieved senior-level status in their
organization.
307.4.9 Submittal
The completed portfolio will be submitted to the Bureau’s Performance Evaluation Committee to be reviewed for completeness and quality of the application. The Performance Evaluation Committee will also provide a written recommendation on the application, signed by each individual on the committee. The promotion application, along with the committee’s recommendation, will be sent to the Bureau Director. The Director, in consultation with the Assistant Director and the appropriate manager or Division Chief, will carefully review all materials in the portfolio and each will prepare a written recommendation either to endorse or to deny the application. Additional documentation may be requested if it is felt that the application is incomplete. The application, along with all recommendations and comments, will be sent to the Chancellor for final review and decision.
307.4.10 Deadlines
Application for promotion will be received by the Director once a year and will generally
adhere to deadlines in accordance with those found in Section 205.
ON or BEFORE:
February 1 Professional staff member delivers promotion portfolio to the Bureau
Performance Evaluation Committee.
February 21 Performance Evaluation Committee forwards the portfolio to the
Director with written comments and recommendation.
March 15 Director forwards promotion portfolio to Chancellor with written
comments and recommendations by all reviewers.
April 1 Promotion decision made by Chancellor.
April 15 Notification of Chancellor’s promotion decision provided to applicant.
The Chancellor will notify the successful applicant of his/her promotion. As a further
recognition of achievement, a raise in salary will usually accompany a promotion.
However, realizing constraints placed on the budget by external factors, the promotion
and raise may not always be awarded simultaneously, and the amount of the raise
awarded for a promotion may vary from year to year.
307.4.11 MBMG Appeals Process
A faculty member may appeal a negative promotion decision to the Bureau’s Appeal Committee. Such an appeal must be made in writing within 15 days of notification to the applicant, of the promotion decision by the Chancellor. All endorsements, or recommendations for denial, will be provided in writing to the applicant. The Committee will review the case and make its recommendation to the Director who will rule on the appeal. If the individual wishes to appeal the decision of the Director, he/she may appeal to the Chancellor. Should the individual wish to appeal the decision of the Chancellor, he/she may do so in accordance with procedures detailed in Section 211.
307.5 MBMG Merit Awards
307.5.1 General Considerations for Merit Awards
The following points shall be observed:
1. To receive a Merit Award, the Bureau member must apply for it. It is
the applicant’s responsibility to describe and explain the reasons they
should receive a Merit Award. The application must explicitly address the
criteria that the Merit Award Committee will use to evaluate applications.
2. Up to three (3) Merit Awards can be granted each year. However, there
is no expectation that any or all awards will be granted in a given
year.
3. The applicant must be a full-time employee of the Montana Bureau of
Mines and Geology.
4. A Merit Award shall be granted for exceptional achievement in one key
area (research/publication, service, or leadership) or excellence in two
or three key areas (research/publication, service, or leadership).
5. The activities or accomplishments under consideration for a Merit
Award shall have taken place in the immediate three years prior to the
application.
6. Applications shall be evaluated by a Merit Award Committee consisting
of five (5) Bureau Professional Practice Faculty members:
a. three (3) program leaders (Geology, GWAP, GWIP) or alternates
selected by the Director each year,
b. two (2) at large members with demonstrated long-term
leadership, selected by the MBMG Director each year.
7. No members of the Merit Award Committee will be active applicants;
membership will be determined after applications have been received
by the Director. The Director is never eligible for the Merit Award.
8. The Merit Award Committee shall elect a new non-consecutive chair
each year.
9. The Merit Award Committee will submit recommendations to the
Research Division Chief, but is encouraged to consult with the Division
Chief during their review.
10. The Research Division Chief will present recommendations to the
Director who will present recommendations to the Chancellor.
11. A Bureau member shall not be eligible to apply for a Merit
Award for two years following receipt of a Merit Award.
12. Funding for Merit Awards shall not be taken from the general
salary pool.
13. Merit Awards shall be in the amount of $2,000.00, all of which
shall go into the Awardee’s base salary beginning July 1 following the
award.
14. Base salary Merit Award increments shall not be considered when
making inversion adjustments.
15. Bureau members that have an active disciplinary letter in the file kept by
the Chancellor’s Office or an “unsatisfactory” rating on any category of
their evaluation in the past 3 years, are ineligible for a Merit Award.
16. Incomplete applications will not be considered for a Merit Award.
In a given year, a Bureau member may apply for and receive only one Merit
Award.
Guidance is offered on the application process and criteria for the Excellent/Exceptional
Achievement for Merit Awards.