Education Advocates Meeting Recommendations Update
This document provides an overview of the Chapter 57 review and recommendations discussed at the Education Advocates Meeting on August 17, 2021. It includes details about task force members, the review process, timeline for implementation, and high-level recommendations for improving education practices. Topics covered range from administrative licensure pathways to teacher preparation standards and reciprocity flexibility. Explore the insights shared by a diverse group of education professionals shaping the future of Montana's public education system.
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USG Strategic Hire Approval Process effective December 15, 2019
USG Strategic Hire Approval Process The USG is instituting a strategic hire approval process effective December 15, 2019 Key provisions include: 1. All positions posted as of December 14, 2019, and which were previously approved through institutional processes will be allowed to move forward with recruiting and hiring. 2. The new critical hire process will apply to all vacant and new regular, fulltime faculty and staff positions posted as of December 15, 2019, and with a salary above $40,000. 3. A critical hire justification narrative will be required for all vacant and new positions prior to posting the position. The narrative should document the expected impact on our institution if the position is not filled.
USG Strategic Hire Approval Process Key provisions (continued) 4. President Keel and Yvonne Turner are required to review and approve all vacant and new regular full-time faculty & staff vacant positions with a salary above $40,000 before the position can be posted. 5. The USG will review and approve all vacant and new regular, full time staff vacant positions with a salary above $40,000 before the recruitment of the position. 6. On a monthly basis, AU must provide a report to the system office of our regular, full-time faculty and staff positions hired with a salary above 40,000.
NOTE: At this time, this process applies to all University positions, regardless of funding source. University positions funded by AU Health, i.e. APPs are covered.
Augusta University Process Existing Positions Complete the Critical Hire Justification form outlining why it is critical that your department fill the position being requested Initiate a Job Opening in PeopleSoft System & attach the Critical Hire Justification form. Follow standard OneUSG Connect processes to initiate Job Openings. Be sure you have obtained all appropriate department/Dean/VP Office approvals andyour EVP s approval on the Critical Hire Justification form prior to uploading it as an attachment to the PeopleSoft Job Opening. Department/Dean/VP Office and EVP approvers should carefully review the Critical Hire Justification documentation to ensure that it is compelling, accurate and complete. Appropriately approved requests received not later than 10 a.m. on Thursday of each week will be submitted to the Chief Business Officer and President for approval per the USG requirement. HR will facilitate this review and approval.
Augusta University Process Existing Positions If approved, For faculty positions, HR will proceed with next steps in the process. For staff positions, per the USG process, recruitment requests will be submitted to the USG by the following Monday of each week. The USG has advised us that requests submitted to the USG by Monday will typically receive a response by the Friday of that week. HR will notify requesting departments whether their request has been approved or not approved after the USG review. For positions approved to begin recruitment, HR will proceed with next steps in the process.
Augusta University Process New Positions For new faculty positions, the department should prepare and submit a faculty position description (FPD) form through all required approvals (department, dean & EVP/Provost) to HR. For new staff positions, the department should prepare and submit a position classification form (PCF) through all required approvals, including EVP, to HR. Once a position is created and the position number is assigned, the department may create a Job Opening and follow the applicable steps as outlined above.
Next Steps Memorandum from President will be distributed. Critical Hire Justification form will be distributed and posted for department s use. All new vacancies will need to follow this new process.
