Classified Recruitment
Search Summary
and Wage Request
SEARCH SUMMARY
Department Name:
Position Title:
Position Number:
Announcement number:
Search Chair:
Phone Number:
1. Number of applications for this position:
_____________
2. Utilizing the applicant screening matrix, each applicant was rated against the selection criteria indicated
on the vacancy announcement. The following met the criteria to a sufficient degree and were invited to
interview (insert additional lines if needed):
________________________________________
________________________________________
________________________________________
________________________________________
________________________________________
________________________________________
3. Did all individuals listed above accept interviews and were interviewed?
Yes: _____ No: ______
4. If no, please list individuals who declined an interview or who are not being considered further and the
reason:
5. Summary of interview results:
Name of final candidate you wish to extend offer of employment to:
Please describe the qualifications, experience, skills, abilities and training the final candidate possesses , relevant to
the vacancy announcement, that led to the committee’s hiring decision:
Example:
Mr/s. Candidate 1 has 5 years administrative experience in a fast-paced customer service environment at Company
ABC. Administrative experience included first point of contact as receptionist, answering a 20-line phone,
coordinating meeting arrangements for a staff of 20, filing, and miscellaneous administrative type duties. S/He
demonstrated excellent computer skills through formatting of the application and the skills test which included an
Excel spreadsheet and composing a letter to an irate customer. Customer Service experience was strongly relevant
to this position.
Mr/s. Candidate 2 is qualified, but not selected.
Mr/s. Candidate 3 is not qualified.
Two reference checks were conducted as follows:
Candidate Name:
Reference Name:
Comments:
Reference Name:
Comments:
6. Please provide the following:
Final Candidate Name
Address
Email
WAGE REQUEST
1. Based on the final candidate’s qualifications provided in the search summary, please indicate the
salary-rate you wish to offer the final candidate.
This is an MSU employee. HR will verify current wage to determine rate of pay for this position.
Please skip all questions below.
_____________________________________________________________________________
$_______/hr This rate is the entry-low rate for the position title. Please skip questions 2 – 5 and
proceed to signatures.
$_______/hr This rate is within the established entry-low to entry-high range for the title. Please
complete questions 2 - 5 below.
$_______/hr This rate is above the established entry-high rate for the title. Please skip questions 2 –
5 below and complete the attached strategic pay request.
2. Describe the recruitment and retention problems associated with this position:
3. Please describe the results of your departmental internal equity review (list other employees in the
same title and current wage):
4. Does the candidate possess ‘demonstrably greater qualifications” than the lowest paid employee in
the same job title in your department (please note, HR will conduct a similar campus-wide review of
all employees in the same job title). If yes, please describe:
5. Will this request result in the final candidate being offered a higher wage than any other employee in
the department in the same title, or performing similar work? If yes, please explain:
Please note: The office of Human Resources will conduct a campus-wide salary review of all employees within
the same job title to ensure campus-wide equity in addition to department equity. Results of the campus-wide
salary review may impact the final wage approved.
AUTHORIZING SIGNATURES (For wage requests within the established range for the position title)
I have read the above information and request approval to hire the recommended candidate at the rate
indicated above.
_____________________________________________
_____________________________________________
Hiring Authority Name (please print)
Hiring Authority Signature
Date
I have reviewed the above information and have given the hiring authority approval to extend the offer
of employment as listed above.
_____________________________________________
_____________________________________________
Personnel Officer Name (please print)
Personnel Officer Signature
Date
Classified Recruitment
Strategic Pay Request
This request is to address a Recruitment issue in compliance with the MUS Staff Compensation
Plan pay guidelines 2.3 Utilizing Hiring Ranges for Newly-Hired Employees
Final Candidate Name
Established range for title
Position number
Hiring Wage requested
Position Title
Banner Index Number(s):
A. Describe the existing salary issue in detail:
B. Review “Strategic Pay Guidelines” (attached) and identify and explain:
a. how the specific criteria listed in 4.1 applies to this request
b. how the factors listed in 4.2.2 influenced the amount of the strategic pay request
Note: When determining a base salary adjustment request, care should be taken to examine the employer’s total
compensation package including benefits, leave, and retirement plans when evaluating salary data.
Required Signatures: (Signatures indicate support of this pay exception, and acknowledgment that this pay exception will not
result in budget deficiency or supplemental appropriation to the legislature.)
_____________________________________________
Print or type Supervisor name
_____________________________________________
Supervisor Signature
Date
_____________________________________________
Print or type Dept Head, Director or Dean name
_____________________________________________
Dept Head, Director or Dean Signature
Date
_____________________________________________
Print or type Human Resources analyst name
_____________________________________________
Human Resources Signature
Date
_____________________________________________
Print or type Vice President name
_____________________________________________
Vice President Signature
Date
Waded Cruzado__________________________________
Print or type Presidents name
_____________________________________________
Signature
Date
Montana University System
Staff Compensation Plan
Strategic Pay – Individual
Guidelines
Montana University System Staff Compensation Plan Guidelines specific to Strategic Pay:
4.0
Strategic Pay
Employees may be eligible for retention or newly-hired Strategic Pay. The award of Strategic Pay is at the employer's discretion
pursuant to approval criteria. There is no entitlement to Strategic Pay. In order to be eligible for Strategic Pay, the employee must
have an accurate Role Description and Performance Review and typically have completed their probationary period. The employee
must have no active formal disciplinary action and must have received a satisfactory or better rating on the most recent Performance
Review.
4.1
Criteria
Strategic Pay may be awarded at the discretion of the employer, pursuant to approval criteria, in the following circumstances:
4.2
4.1.1
To retain an employee with unique knowledge, skills, or abilities that are critical or vital to the achievement of the
University's or department's mission or strategic goals when the employee's resignation would have a significant
adverse impact on the accomplishment of critical and time-sensitive projects or when such employee has received a
more lucrative job offer or otherwise presents compelling evidence of his/her marketability; or
4.1.2
To mitigate problems with recruitment and retention when it can be documented that such problems are related solely
to noncompetitive salary levels; or
4.1.3
To some or all current employees performing the same work under the same working conditions requiring the same
level of knowledge, skill, or ability in order to resolve inequities created when it was necessary to pay a newly-hired
employee a higher salary than current employees with equal or greater qualifications and performance; or
4.1.4
To compensate an employee who is required to perform a job under unique working conditions that have resulted in
documented recruitment and retention problems.
4.1.5
The fact that Strategic Pay is granted to one or more employees may not be used as justification for additional
Strategic Pay requests.
Types and Amounts
4.2.1
Type. Strategic Pay may be a permanent or temporary base adjustment. Strategic Pay may also be a one-time or
periodic bonus that is not added to an employee's base.
4.2.2
Amount. The amount of Strategic Pay is determined by the employer pursuant to approval criteria. Factors to
consider when determining Strategic Pay amounts include but are not limited to: the employee's job-related
qualifications (experience, knowledge, skills, abilities, and performance); OES salary survey; salary survey data from
the local community; recruitment and turnover statistics; existing salary relationships within the campus and work unit;
the effect that the award of Strategic Pay will have on the morale, productivity and overall operation of the campus
and the work unit; and budget availability and constraints.
4.3
Approval and Reporting
4.3.1
4.3.2
Strategic Pay for Individual Employees. Strategic Pay requests for individual employees must be submitted in writing
to the campus Human Resources Director by the Dean/Director of the Department with evidence that the request is
supported by the Dean's/Director's supervisor(s) including the appropriate Vice President, Vice Chancellor or
Executive Officer. The written request must include justification that explains in detail the purpose and amount of
Strategic Pay requested and must address all of the applicable factors listed in section 4.2.2. The source and
availability of the funds to be used for Strategic Pay must also be identified in Strategic Pay requests.
4.3.1.1
The campus Human Resource Office shall conduct an independent analysis of salary survey, recruitment,
and turnover statistics; compile and analyze any additional information considered beneficial; and
determine whether there is sufficient justification for the request. If the strategic pay request is for the
purpose of mitigating problems with recruitment and retention, the campus Human Resource Office must
verify the recruitment and retention problems exist.
4.3.1.2
Upon approval of a request for Strategic Pay by the campus Human Resource Office, the request shall be
submitted to the campus Chief Executive Officer (CEO) or designee for final approval.
4.3.1.3
Each campus shall, by August 1 of each year, submit a report to the Commissioner of Higher Education,
which includes the names and job titles of all individuals who received Strategic Pay in the prior fiscal
year and the amount, type and purpose of Strategic Pay.
Strategic Pay for Multiple Positions. Strategic Pay requests to cover more than one employee holding the same job
title must be submitted in writing in the same manner as required for individual Strategic Pay requests. When such
pay requests have been approved by the same individuals who must approve individual Strategic Pay requests, the
original request including all required approvals shall be submitted to the Commissioner of Higher Education. The
Commissioner shall forward the request to all other campuses with employees assigned the same job title in order to
provide an opportunity for comment on the proposal. If the Strategic Pay is to cover employees in a bargaining unit,
the bargaining agent shall also be notified and given an opportunity to comment on or object to the proposed
implementation of Strategic Pay. The Commissioner shall approve the request for Strategic Pay unless opposed by
the bargaining agent, another campus, or otherwise considered not in the best interest of the university system.