STATE OF MONTANA Employee Profile · The State Human Resources Division publishes the Employee Profile annually. The profile reports information about executive-branch employees in

STATE OF MONTANA

Employee ProfileJANUARY -DECEMBER 2017

Note: Alternative accessible formats of this report will be provided upon request. Persons who need an alternative format should contact the State Human Resources Division, Department of Administration,

125 N. Roberts St., P.O. Box 200127, Helena, MT 59620-0127. Telephone 406-444-3871. Those using a TTY may call through the Montana Relay Service at 711.

Table of Contents

Introduction ............................................................................................................................................. ii

Chapter 1 - Executive Branch Employees ............................................................................................. 1Occupational Groups ......................................................................................................................... 2Generational Makeup......................................................................................................................... 3Counties of Residence ....................................................................................................................... 4Statewide Employee Turnover Rate .................................................................................................. 6Terminations....................................................................................................................................... 7Statewide Hire Rates ......................................................................................................................... 9Online Employment System..............................................................................................................11Recruitment and Retention Forecast ............................................................................................... 12

Chapter 2 - Diversity ............................................................................................................................ 13Race and Ethnicity. .......................................................................................................................... 13Demographic Highlights ................................................................................................................... 13Gender ............................................................................................................................................. 14Employees with Disabilities.............................................................................................................. 15

Chapter 3 - Executive Branch Employee Pay ..................................................................................... 16Pay Plans for Executive Branch Employees .................................................................................... 16Longevity.......................................................................................................................................... 19

Chapter 4 - Benefits............................................................................................................................. 20Group Benefits ................................................................................................................................. 20Paid Leave ....................................................................................................................................... 22State Retirement Plans .................................................................................................................... 24Deferred Compensation Plan........................................................................................................... 25

Chapter 5 - Collective Bargaining ........................................................................................................ 26Process of Collective Bargaining ..................................................................................................... 26Extent of Unionization ...................................................................................................................... 27Validity of Collective Bargaining Agreements ................................................................................... 30

Appendix A - Executive Branch Comparisons .................................................................................... 1-AComparison of Montana Labor Force to Executive Branch by Race ....................................... 1-AComparison of Montana Labor Force to Executive Branch by Gender ................................... 2-AExecutive-Branch – Average Salary by Race and Gender ...................................................... 3-A

Appendix B - Employee Data by Agency ............................................................................................1-BAverage Age and Years of State Service .................................................................................1-BHire and Turnover Rates..........................................................................................................2-BTurnover Rates and 0-2 Year Turnover ...................................................................................3-B

The State Human Resources Division publishes the Employee Profile annually. The profile reports information about executive-branch employees in the Broadband or Blue-Collar pay plans. It excludes employees in the exempt pay plan, elected officials and their exempt personal staff, university system employees, and Montana State Fund employees.

Montana State Government’s ability to meet its vision, mission, and goals depends upon the quality of its workforce. The State Human Resources Division, Department of Administration, functions to assist the State of Montana to become an “employer of choice” -- a competitive recruiter and a long-term employer of successful employees.

An in-depth look at the executive-branch workforce is included. The 2017 annual data referenced represents the period from January 1, 2017, through December 31, 2017, unless otherwise noted. The report includes information about employee demographics, benefits, leave use and accrual, and compensation. Diversity statistics and information about state government's organized workers are also provided.

The report is organized into chapters. Each chapter includes a summary of the information contained in the charts and graphs.

For additional information or questions concerning this report, please contact Dean Mack at (406) 444-3894, e-mail [email protected], or Therese Simpson at (406) 444-3852, email [email protected], or mail to:

Department of AdministrationState Human Resources DivisionP.O. Box 200127Helena, MT 59620-0127

Introduction

mailto:TThennis2%40mt.gov?subject=Employee%20Profile%20Question

mailto:tsimpson%40mt.gov?subject=Employee%20Profile%20Question

Calendar Year 2017 :: State Employee Profile 1 of 30

Chapter 1 - Executive-Branch Employees

The “Executive Workforce” consists of all regular full-time and part-time employees in the Broadband or Blue-Collar pay plans. Employees in multiple job records are counted as separate employees in different jobs.

A snapshot count of the workforce for the previous year is taken at the close of the first full pay period of the following calendar year. For example, workforce counts for calendar year 2017 are obtained on January 19, 2018, the last day of the first full pay period in calendar year 2018.

# Employees Change Over Two Years

Executive Workforce

CY2015 PROFILE

CY2016 PROFILE

CY2017 PROFILE Number Percent

Blue Collar 677 668 667 -10 -1.48%Broadband 10,987 11,119 10,825 -162 -1.47%

Total 11,664 11,787 11,492 -172 -1.47%

The average age and years of service has remained the same from last year. The average annual salary decreased by $50 from the last profile.

46

AverageAge

AverageLength of Service

GenderDistribution

AverageSalary

Ethnic Distribution

UnionRepresentation

11 years

Female: 50.17%Male: 49.83% $50,766

White, 93.42%

American Indian or Alaska Native, 3.29%

All Other Minorities, 3.26%

Unknown, 0.03%

0.00%

50.00%

100.00% 60.49%

2 of 30 Calendar Year 2017 :: State Employee Profile

Officials/Administrators6%

Professionals54%

Technicians10%

Protective Service9%

Paraprofessionals4%

Administrative Support7%

Skilled Craft7%

Services/Maintenance3%

Figure 1 illustrates the breakdown of the executive-branch workforce by occupational group. Professional-level positions constitute the largest occupational group, representing 54 percent of the workforce. This group represents positions requiring a minimum of a college degree or equivalent education and experience.

Professionals, technicians, and protective services represent 73 percent of the workforce. Skilled crafts, officials and administrators, administrative support, paraprofessionals, and service and maintenance workers comprise the remaining 27 percent.

Occupational Groups

Figure 1Percent of Employees by Occupation

Calendar Year 2017 Employee Profile

Source: Department of Administration, State Human Resources Division, Statewide Accounting, Budgeting and Human Resources System (SABHRS)


0.00%

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15.00%

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30.00%

Perc

enta

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Age Range

Executive Branch EmployeesMontana Labor Force

Generational Makeup

Sixty-six percent of the executive-branch workforce is concentrated in the 35 to 59 year-old range. In contrast, 50 percent of Montana’s labor force is between the ages of 35 to 59 years of age. Sixty to sixty-nine year olds represent 13 percent of the executive-branch workforce, which is slightly greater (1 percent) than the number in the Montana labor force. Figure 2 illustrates the comparison between the executive branch and the Montana labor force.

Source: Department of Administration, State Human Resources Division, Statewide Accounting, Budgeting and Human Resources System (SABHRS), and Department of Labor and Industry, Research and Analysis Bureau

Figure 2Generations of Executive Branch Employees



Counties of Residence

Executive branch employees work and live in every county of Montana. The largest representation is in Lewis and Clark County. Figure 3 displays the state employee population by county. Figure 4 shows the current number of employees and the total payroll dollars for each county for calendar year 2017.

Figure 3Executive Branch Employees by County

of ResidenceCalendar Year 2017 Employee Profile


600 or more 300 to 599 50 to 299 Less than 50

LINCOLN DANIELS

PHILLIPS

BLAINEHILL

LIBERTY

TOOLEGLACIER

FLATHEAD

VALLEY

SHERIDAN

LAKESANDERS

PONDERA

TETON CHOTEAU

FERGUSPETROLEUM

GARFIELD

MCCONE

DAWSON

RICHLAND

WILBAUX

FALLONGOLDENVALLEY

TREASURE

SWEETGRASS

BROADWATER

SILVERBOW

DEERLODGE

GRANITE MUSSELSHELLROSEBUD

CUSTER

CARTERBIG HORN POWDER

RIVER

WHEATLANDMEAGHER

JUDITHBASIN

CASCADELEWISAND

CLARK

RAVALLI

POWELL

JEFFERSON

GALLATINSTILL

WATER

MINERAL

CARBONPARK

MADISONBEAVERHEAD

YELLOWSTONE

MISSOULA

PRAIRIE

ROOSEVELT


Figure 4Annual Payroll for Executive Branch Employees

by County of ResidenceCalendar Year 2017 Employee Profile


County Resident Employees

Annual Payroll County Resident

EmployeesAnnual Payroll

BEAVERHEAD 185 $5,369,928 MCCONE 13 $512,660BIG HORN 66 $1,877,919 MEAGHER 23 $850,926BLAINE 86 $1,180,237 MINERAL 70 $2,529,184BROADWATER 139 $6,272,485 MISSOULA 1,071 $40,023,105CARBON 78 $2,535,958 MUSSELSHELL 35 $1,505,804CARTER 13 $270,524 PARK 88 $3,110,548CASCADE 874 $33,619,069 PETROLEUM 10 $182,360CHOUTEAU 46 $1,316,289 PHILLIPS 22 $579,397CUSTER 326 $13,657,334 PONDERA 80 $2,429,783DANIELS 12 $528,769 POWDER RIVER 12 $515,819DAWSON 146 $6,461,350 POWELL 537 $21,833,052DEER LODGE 862 $28,382,748 PRAIRIE 21 $1,000,915FALLON 16 $467,435 RAVALLI 305 $9,841,222FERGUS 383 $12,097,280 RICHLAND 60 $1,860,661FLATHEAD 999 $31,940,078 ROOSEVELT 103 $3,531,837GALLATIN 662 $21,648,712 ROSEBUD 61 $1,928,572GARFIELD 28 $546,802 SANDERS 149 $3,686,312GLACIER 78 $2,487,841 SHERIDAN 27 $999,797GOLDEN VALLEY 13 $475,305 SILVER BOW 839 $33,762,034GRANITE 48 $1,719,863 STILLWATER 78 $2,204,860HILL 214 $5,100,461 SWEET GRASS 32 $999,313JEFFERSON 727 $34,371,476 TETON 81 $2,687,776JUDITH BASIN 30 $1,015,537 TOOLE 47 $1,708,208LAKE 246 $5,719,862 TREASURE 12 $328,640LEWIS AND CLARK 5,469 $279,476,950 VALLEY 131 $5,049,488LIBERTY 12 $402,763 WHEATLAND 16 $479,817LINCOLN 205 $5,647,693 WIBAUX 13 $555,083MADISON 90 $2,626,560 YELLOWSTONE 1,137 $42,805,688

600 or more 300 to 599 50 to 299 Less than 50


8.00%

9.00%

10.00%

11.00%

12.00%

13.00%

14.00%

15.00%

2013 2014 2015 2016 2017

Turn

over

Rat

e

Year

Turnover

Statewide Employee Turnover Rate

The statewide turnover rate is the number of employees who terminated divided by the current executive-branch workforce. It does not include employees who transferred from one agency to another.

For more information regarding agency-specific turnover and the associated calculations, see Appendix B.

Employee turnover increased slightly from 13.04 percent in 2016 to 13.99 percent in 2017. Figure 5 illustrates turnover data for the past five years.

Figure 5 Turnover Rate

by Year



19.0%

21.0%

23.0%

25.0%

27.0%

29.0%

31.0%

33.0%

35.0%

2013 2014 2015 2016 2017

Percen

t

Year

Terminations 0 - 2YOS

Terminations

The number of employees leaving state government with less than two years of service decreased slightly to 27.9 percent. Figure 6 illustrates terminations within the first two years of service for the past five years. Retirees from state government have increased from 390 in 2016 to 429 in 2017. Figure 7 illustrates termination and retirement data for the past five years. Agency-specific turnover information for 2017 can be found in Appendix B.

Figure 6 Terminations with 0-2 Years of Service (YOS)

by Year



Figure 7Total Terminations and Retirements

by Year


*The total termination count for 2012 published in the 2013 Employee Profile did not include the retirees. In 2012 there were 1,466 total terminations, including retirees.

0

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2013 2014 2015 2016 2017

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Retirements

Non-RetirementTerminations


10.0%

10.5%

11.0%

11.5%

12.0%

12.5%

13.0%

13.5%

14.0%

2013 2014 2015 2016 2017

Hire

Rat

e

Year

HireRate

Statewide Hire Rates

The statewide hire rate includes all employees hired or rehired by executive-branch agencies divided by the total workforce. It does not include transfers from other agencies.

The total hire rate for 2017 was 10.2 percent. Figures 8 and 9 illustrate the hire rate and the number of new hires and rehires for the past five calendar years. Agency-specific hire rates can be found in Appendix B.

Figure 8Hire Rate by Year

Source: Department of Administration, State Human Resources Division, Statewide Accounting, Budgeting and Human Resources System (SABHRS).

*The total hire rate for 2013 published in the CY2013 Employee Profile inadvertently included transfers from otheragencies in the statewide hire rate calculation. The statewide hire rate was reported as 13.4%, but in fact was 12.1%. The above chart has been corrected to reflect the accurate hire rate for 2013.


Figure 9New Hires and Rehires

by Year


0

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400

600

800

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1400

2013 2014 2015 2016 2017

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oyee

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New Hires

Rehires


Online Employment System

The State of Montana Employment Information website http://statecareers.mt.gov is one of the most frequently visited websites in Montana State Government. Figure 10 shows the agency-specific job listing and application numbers.

Figure 10Average Applicant Pool by Agency

For Calendar Year 2017

Source: Department of Administration, State Human Resources Division, Online Employment System

Agency Job Listings

Job Applications

Application Pool Average

Administration 97 1,729 18 Agriculture 28 346 12 Board of Public Education 0 0 0 Commerce 20 398 20 Corrections 165 4,243 26 Environmental Quality 27 984 36 Fish, Wildlife and Parks 120 3,575 30 Governor's Office 2 56 28 Justice 94 2,542 27 Labor and Industry 84 1,505 18 Livestock 25 304 12 Military Affairs 26 415 16 Montana Arts Council 1 42 42 Montana Historical Society 4 77 19 Montana State Library 3 61 20Natural Resources & Conservation 89 1,731 19

Political Practices 0 0 0 Office of Public Instruction 37 268 7 Office of State Public Defender 71 849 12 Public Health and Human Services 463 5,736 12 Public Service Commission 4 71 18 Revenue 96 1,146 12 School for the Deaf and Blind 21 204 10 Secretary of State 3 101 34 State Auditor 4 91 23 Transportation 246 2,672 11 Total 1,730 29,146 17

http://mt.gov/statejobs/


Recruitment And retention Forecast

The Montana Department of Labor and Industry predicts job growth of approximately 6,000 jobs in 2017 and 2018, eventually slowing through 2026, with employment gains of approximately 5,400 jobs expected each year. As a result, job growth for the entire period from 2016 to 2026 will average about 1.1% annually for a total of roughly 55,000 new jobs by 2026. This growth rate is just above the long-term average since 1976 of about 1.0 percent, but slower than the growth experienced between 2012 and 2015. About 78 percent of those jobs will be in the service sector3. The following are examples of service occupations:

• administrative workers • maintenance workers • health care/social service workers • lawyers • computer services • education workers

Montana’s labor market has entered an extended period of tight labor markets with unemployment close to four percent for over three years. At the same time, the economy has sustained long-term continued growth. Montana’s large population of retiring baby boomers will put added downward pressure on the unemployment rate. While many Montanans continue to work past retirement age, at least 120,000 retirements are expected during the next ten years. In comparison, only about 111,000 Montanans are age 16 to 24, and not all of these young Montanans will choose to be in the labor force. Agency managers need to continue to plan for the loss of the knowledge and experience held by long-tenured retiring workers as well as for the potential for difficulty finding replacement workers in the future.


Chapter 2 - Diversity

This chapter compares the race, ethnicity, and gender composition of the executive-branch workforce to the Montana state labor force. The Census 2010 Special Equal Employment Opportunity Tabulation serves as the primary benchmark for comparing the race, ethnicity, and gender composition of an organization’s internal workforce to the external labor market by geographic location and job category.1

1 U.S. Census Bureau, Census 2010 Special Equal Employment Opportunity Tabulation

Race and EthnicityCensus 2010 contains demographic data on race and ethnicity according to the minimum standards established by the U.S. Office of Management and Budget (OMB). These standards include a minimum of five racial categories:

• American Indian or Alaska Native (AIAN)• Asian• Black or African American• Native Hawaiian or Other Pacific Islander• White

Demographic HighlightsDuring 2016, the ethnic and race choices with which an employee could identify changed. Employees were also given the opportunity to self-identify in SABHRS, an option that was not available in previous years. In 2017, 99.97 percent of executive-branch employees specified a race. Below are the highlights of the 2017 diversity statistics:

• The percent of women in the executive branch is 3.11 percent higher than the Montana labor force.

• American Indian or Alaska Native employees are 2.54 percent fewer in state government than in the Montana labor force.

• Other minority group employees are 0.50 percent fewer in state government than the Montana labor force.


Gender

The executive-branch workforce includes nearly equal numbers of women and men. Seventy-one percent of the female workforce is in professional and technical occupations. Figure 11 shows the executive branch by gender.

Figure 11Executive Branch by Gender


EEO Category Total Women Percent Men PercentOfficials and Administrators 695 309 44.46% 386 55.54%Professionals 6,200 3,407 54.95% 2,793 45.05%Technicians 1,202 677 56.32% 525 43.68%Protective Service 986 161 16.33% 825 83.67%Paraprofessionals 458 321 70.09% 137 29.91%Administrative Support 832 751 90.26% 81 9.74%Skilled Craft 816 29 3.55% 787 96.45%Service Maintenance 303 110 36.30% 193 63.70%Total 11,492 5,765 50.17% 5,727 49.83%


The U.S. Department of Labor defines the labor force as "all persons age 16 and over who are working or looking for work." Appendix A includes tables illustrating comparisons of the Montana labor force to the executive-branch workforce by EEO category based on race and gender.

Our demographic data is based on gender and the following race categories: White, American Indian or Alaska Native, and other minorities.


Employees with Disabilities

According to the U.S. Census Bureau’s 2013 American Community Survey, 15.8 percent of the total Montana civilian non-institutionalized population age 16 and older have a disability. Of those individuals, 26 percent were employed in the Montana labor force.

Montana State Government, which includes all branches of state government and the university system, employs 6.6 percent, or 2,187, of the people with disabilities employed in Montana. However, only 104 executive branch employees reported having a disability to their employer. The difference between these two numbers indicates employees with disabilities choose not to self-identify their disability status to employers.


Chapter 3 - Executive-Branch Employee Pay

This chapter covers the two primary pay plans in the executive branch: the broadband pay plan and the blue-collar pay plan. At the close of calendar year 2017, 10,825 employees were in the broadband pay plan, and 667 employees were in the blue-collar pay plan.

Pay Plans For Executive-Branch Employees

Broadband Pay Plan - The broadband pay plan became the primary pay plan July 1, 2007. It is an enterprise-wide plan allowing state agencies flexibility to develop their own pay plan rules within broad statutory and policy parameters and within authorized funding levels. Employees in this plan earned an average annual base salary of $51,142 in 2017, which is a $42 decrease from 2016 when the average annual base salary was $51,184.

Salaries for employees whose positions are in the broadband pay plan are determined, in part, by a biennial market analysis. The department conducts and publishes this analysis in even-numbered years during the biennial executive budgeting process. This analysis includes base salaries paid to workers in the same occupations by public or private employers in Montana and the four surrounding states.

The department identifies the median salary for surveyed workers by occupation to determine market midpoints. In other words, half the surveyed workers receive base salaries above the market midpoint and half receive base salaries below the market midpoint.

Figure 12 illustrates the difference in base salary between state employee salaries and market midpoints. Pay bands seven and eight lag the farthest behind the market midpoint. Figure 13 depicts the data for each pay band.


Figure 12Market Midpoints Compared to

Pay Rates by Pay BandCalendar Year 2017 Employee Profile

Source: 2016 Market Analysis conducted by the Human Resources Policy and Programs (HRPP) Bureau, State Human Resources Division

$0

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Sala

ry

Pay Bands

State EmployeeAverage Salary

Average of MarketMidpoints


Figure 13State Employee Average Base Salary

Compared to the Average of Market Salaryby Pay Band


Blue-Collar Pay Plan - The blue-collar pay plan is a single-rate plan for 667 skilled and unskilled trade and craft positions (heavy equipment operators, laborers, carpenters, painters, etc.) in collective bargaining units. All aspects of the plan are determined through collective bargaining. The plan consists of 14 grades, each with a corresponding hourly wage. The plan was approved by the legislature in 1979. At the end of calendar year 2017, full-time employees covered under the blue-collar plan received an average base annual salary of $44,662.

Band Number of Employees

State Employee Average Salary

Average of 2016 Market Midpoints

Amount Compared to

Market

Percent Compared to

Market

1 0 - - - -2 262 $25,930 $27,230 -$1,300 -4.78%3 1,599 $32,600 $35,230 -$2,630 -7.47%4 1,214 $39,067 $43,768 -$4,701 -10.74%5 2,415 $46,340 $53,052 -$6,712 -12.65%6 3,560 $55,162 $60,194 -$5,032 -8.36%7 1,542 $74,155 $87,210 -$13,055 -14.97%8 205 $95,916 $139,778 -$43,862 -31.38%9 28 $177,140 $190,170 -$13,030 -6.85%

Source: Department of Administration, State Human Resources Division, Statewide Accounting, Budgeting and Human Re-sources System (SABHRS)


Longevity

Eligible employees in the broadband and blue-collar pay plans receive a longevity allowance defined in 2-18-304, MCA. State law provides for longevity increments of 1.5 to 2 percent of the employee’s base salary for each continuous five years of state service. Figure 14 shows longevity pay increments outlined in statute, the cumulative total multiplier, and the number of employees receiving each increment for the past two years.

Longevity Increments

Years of Service

Percent Increase Total 2016

Employees2017

EmployeesFirst Increment 5 1.5% 1.5% 2,375 2,361Second Increment 10 2.0% 3.5% 1,809 1,856Third Increment 15 2.0% 5.5% 1,169 1,167Fourth Increment 20 2.0% 7.5% 770 750Fifth Increment 25 1.5% 9.0% 693 611Sixth Increment 30 1.5% 10.5% 201 210Seventh Increment 35 1.5% 12.0% 126 103Eighth Increment 40 1.5% 13.5% 31 30Ninth Increment 45 1.5% 15.0% 3 2Tenth Increment 50 1.5% 16.5% 1 0Total 7,178 7,090

Figure 14Longevity Pay Increments and

Employees Receiving Longevity PayCalendar Year 2016 and 2017 Employee Profiles



Chapter 4 - Benefits

This chapter describes the major components of the state’s benefit package including membership in a group benefit and retirement plan. The chapter also includes information regarding the statutory holiday, vacation, and sick-leave benefits provided to eligible state employees. The information in this chapter is provided by the Department of Administration’s Health Care and Benefits Division.

Group Benefits During 2017, the state’s benefit plan offered a comprehensive package:

• medical plan coverage;• dental and prescription drug coverage; • group term-life insurance coverage;• routine vision exams for all members covered on the health plan;• optional coverage for vision hardware and long-term disability coverage;• comprehensive employee assistance program benefits;• wellness programs and clinical management programs;• availability of a pre-tax plan for medical, dental, vision hardware, basic life and

optional employee life (up to $50k), accidental death and dismemberment, flexible spending accounts, and long-term disability benefits; and

• participation in medical or dependent-care flexible spending accounts.

Montana State Government has offered a group benefits package since 1979.1 The Department of Administration, in consultation with an advisory council, is responsible for designing and administering the group benefits package and its operations (2-18-810 - 811, MCA).

The employer contribution to the group benefit package is part of the economic package negotiated during collective bargaining. The legislature then sets the employer contribution by statute (2-18-703, MCA). The amount is the same for every employee regardless of the family members covered. During 2017, the state contribution was $1,054 per month.

Retirees do not receive a contribution from the state. Medicare-eligible and non-Medicare-eligible retirees pay the full amount for their coverage through the state plan. Once a retiree becomes Medicare eligible, the amount is reduced.

1 Prior to 1979, agencies individually offered group benefits to their employees.


Figure 15 Average Total Benefit Cost

per Employeeby Year

Source: Department of Administration, Health Care and Benefits Division

Over the past 20 years, the state’s contribution, the plan cost sharing (deductibles, coinsurance, copayments), and the cost of family coverage under the state’s plan have risen at comparable rates. The cost of rising health care has been shared between Montana State Government, participating employees, and the employees and family members who use the benefits.

In 2015, the average total benefit cost was $14,161 and $3,517 was paid by the employee. In 2016, the average total benefit cost was $16,212.29 and $4,520.29 was paid by the employee. In 2017, the average total benefit cost was $16,463.33 and $3,815.33 was paid by the employee. Figure 15 depicts the rising cost of health-care coverage during the last three years.

$1,000.00

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$17,000.00

2015 2016 2017

Tota

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Year

Average Cost perEmployee

State Share


Figure 16Annual Leave Accrual Rates for

Public Employees

Years of Employment Days Earned1 day through 9 years 1510 years through 14 years 1815 years through 19 years 2120+ years 24

Paid Leave

Annual Leave - Annual leave is also known as vacation leave. Montana’s executive-branch employees earn 15 vacation days or more per year, depending upon their total years of public employment (2-18-612, MCA). Part-time employees earn vacation leave on a prorated basis. In 2017, executive-branch employees maintained an average balance of 19 days of vacation leave. Executive-branch employees used an average of 14 days of vacation leave in 2017. This average is the same in 2016 and 2015.

Vacation leave may be accumulated up to a total not exceeding two times the maximum number of days earned annually. Upon termination, an employee is entitled to a lump-sum payment for the employee's unused vacation leave based on the employee’s salary at the time of termination.

Figure 16 shows the annual leave earned based on years of employment.

Source: MOM - Annual Vacation Leave Policy


Figure 17Holidays for State Employees

Holiday Observed

New Year's Day January 1

Martin Luther King, Jr., Day Third Monday in January

Presidents' Day Third Monday in FebruaryMemorial Day Last Monday in MayIndependence Day July 4Labor Day First Monday in September

Columbus Day Second Monday in October

Veterans' Day November 11

Thanksgiving Day Fourth Thursday in November

Christmas Day December 25

State General Election Day First Tuesday after first Monday in November of even-numbered years.

Sick Leave - Full-time employees earn 12 days of sick leave per year. Part-time employees earn sick leave on a prorated basis (2-18-618, MCA). In 2017, executive-branch employees maintained an average balance of 33 days of sick leave, the same number of days maintained in 2016. Executive-branch employees used an average of nine days of sick leave in 2017, a slight increase from an average of eight days in 2016.

No restriction exists for the amount of sick leave an employee can earn. Upon termination, an employee is entitled to a lump-sum payment equal to one-fourth of the employee’s unused sick leave based on the employee’s salary at the time of termination.

Employees may receive additional sick leave by participating in a sick-leave fund or by receiving direct grants of sick leave from other employees. No funds are attached to donated or received sick leave. The department employing the recipient of granted sick leave must pay the costs associated with the use of the sick leave.

Holiday Leave - Executive-branch employees receive 10 paid holidays in odd-numbered years and 11 paid holidays in even-numbered years (1-1-216, MCA). Figure 17 lists these holidays.


State Retirement Plans

Most executive branch employees are enrolled in one of seven retirement plans.1 The plans and the number of participating state employees are listed in Figure 18.

1 Montana Public Employee Retirement Administration (MPERA) and Teachers’ Retirement Administration

Figure 18State Retirement Plans

State Retirement Plans Participants

Public Employees' Retirement System (PERS) Defined Benefit Retirement Plan 10,744PERS Defined Contribution Retirement Plan 1,246Highway Patrol Officers' Retirement System 237Game Wardens' and Peace Officers' Retirement System 954Sheriffs' Retirement System 55Firefighters' Unified Retirement System 21Teachers' Retirement System 156

The Montana Public Employee Retirement Administration (MPERA) administers all but the Teachers' Retirement System (TRS).

The Highway Patrol Officers' Retirement System, Game Wardens' and Peace Officers' Retirement System, Sheriffs' Retirement System, and Teachers' Retirement System are defined benefit plans. The Public Employees' Retirement System offers employees a one-time choice between participating in the defined-benefit retirement plan or the defined-contribution retirement plan. Retirement benefits under the defined-benefit retirement plan are determined by a formula based on a factor, service credits, and salary. The employer assumes the risk under the defined-benefit retirement plan.

In contrast, the benefit of defined-contribution retirement plans depends on how much is contributed to the plans. The defined-contribution retirement plan does not specify the benefit. The employee invests in selected options offered within the plan and assumes the risk.


Deferred-Compensation PlanThe State of Montana offers employees a deferred-compensation program, as authorized under Section 457 of the federal Internal Revenue Code and has done so since 1974. On June 30, 2017, 4,775 state employees were participating in the program.1 Under this program, administered by the Montana Public Employees Retirement Administration, employees may defer a portion of their salary through pre-tax payroll deductions to be invested in a fixed- or variable-investment option selected by the Montana Public Employees Retirement Board.

The Deferred-Compensation Plan has a designated ROTH contribution with the contribution taken after taxes (post-taxes) and is not taxed at the time that the funds are used. This plan was established during the 2013 Legislative Session and began on July 1, 2013. Therefore, the contributions in the Deferred-Compensation Plan are either pre-tax deferrals or designated ROTH contributions.

The deferred funds and investment earnings are exempt from state and federal taxes until they are paid to the program participant. Payouts are available only upon termination, retirement, death, or unforeseeable emergency. The state contributes no money on behalf of employees who choose to participate in this plan

1 Montana Public Employee Retirement Administration

Although each of these retirement plans has its own unique features, they have these in common:

• With few exceptions, employee participation is compulsory.• Both employees and state government must contribute to the plans based

on a percentage amount of the employee’s salary.• Each plan provides service, disability, and death benefits.• Service credits are portable among the plans, permitting credits earned in

one system to be transferred to another.• All plans are subject to annual actuarial valuations to determine the financial

status of the funds.


Chapter 5 - Collective Bargaining

Sixty percent of Montana’s executive-branch employees are unionized. The Collective Bargaining for Public Employees Act covers the State of Montana and its political subdivisions (39-31-101, et.seq., MCA).

This chapter provides:

• the process by which mandatory subjects of collective bargaining (wages, hours, fringe benefits, and other conditions of employment) are negotiated; and

• the extent of current unionization in state government.

Process of Collective Bargaining

The Chief of the State Office of Labor Relations is designated by Executive Order No. 14-2014 to represent the State of Montana in collective bargaining with representatives of certified collective bargaining units.

The State Office of Labor Relations begins pay and benefit negotiations with major state employee unions during the year-long executive planning process preceding each regular legislative session. State labor negotiators meet either simultaneously or jointly with these unions. The goal is to reach a settlement before the governor’s executive budget is submitted.

If the parties are unable to settle before the legislature convenes, negotiations may continue during the session and beyond. Regardless of whether a settlement is reached before the legislative session begins, the budget director must submit a proposed pay plan to the legislative fiscal analyst no later than November 15 in the year preceding a session (17-7-112(8), MCA).


Extent of Unionization

The executive branch includes 63 collective-bargaining units. All collective-bargaining agreements cover a two-year period, expiring June 30 in odd-numbered years. The State Office of Labor Relations negotiates each of these agreements. Members of bargaining units cannot receive a legislatively authorized pay increase until the bargaining unit has ratified a completely integrated collective-bargaining agreement (2-18-303, MCA).

The Montana Public Employees Association (MPEA) is the largest state employee union. Three unions (MPEA, Montana Education Association and Montana Federation of Teachers [MEA-MFT], and the American Federation of State, County, and Municipal Employees [AFSCME]) represent 84 percent of organized state employees.

The number of employees represented by the individual bargaining units ranges from seven to 3,099. Membership in the units includes professionals, law-enforcement personnel, nurses, clerical, blue collar, and craft workers. Some agencies have a majority of employees who are unionized; others have none.

Figure 19 shows the number of unionized employees by bargaining agent. Figure 20 shows the number of organized employees by executive-branch agency.


Figure 19Number of Unionized State Employees by Bargaining Agent


Exclusive Bargaining Agent Employees Represented Percent

American Federation of State, County & Municipal Employees (AFSCME) 774 6.74%Capitol Complex Craft Council 18 0.16%Department of Transportation Craft Council 371 3.23%Fraternal Order of Montana Game Wardens 90 0.78%Great Falls Airport Firefighters Association 27 0.23%International Association of Machinists (IAM) 12 0.10%Labor Relations and Appeals Union 7 0.06%Montana Developmental Center Craft Council 7 0.06%Montana Education Association and Montana Federation of Teachers (MEA-MFT) 1,929 16.79%Montana Nurses Association 99 0.86%Montana Public Employees Association - MEA-MFT Revenue 412 3.59%Montana Public Employees Association (MPEA) 3,099 26.97%Montana State Hospital Craft Council 33 0.29%Montana State Prison Craft Council 20 0.17%Unite HERE Local 427 22 0.19%United Food and Commercial Workers 21 0.18%Currently in transition to a new Bargaining Agent 11 0.10% Total Executive-Branch State Employees ---11,492 6,952 60.49%

Source: State Human Resources Division, Statewide Accounting, Budgeting and Human Resources System (SABHRS)

Note: Table does not include the 54 MEA-MFT employees in the Exempt Employee pay plan.


Figure 20Number of Unionized State Employees by Agency


Executive Branch Agency Total Employees

Total Union Employees Percent Union

Administration 556 68 12.23%Agriculture 100 66 66.00%Board of Public Education 3 0 0.00%Commerce 172 0 0.00%Corrections 1,276 827 64.81%Environmental Quality 394 269 68.27%Fish, Wildlife, & Parks 711 181 25.46%Governor's Office 31 0 0.00%Justice 766 344 44.91%Labor & Industry 719 448 62.31%Livestock 135 18 13.33%Military Affairs 208 71 34.13%Montana Arts Council 7 0 0.00%Montana Historical Society 58 39 67.24%Montana State Library 40 0 0.00%Natural Resources & Conservation 477 12 2.52%Office of Public Instruction 178 112 62.92%Office of the Public Defender 256 223 87.11%Political Practices 6 0 0.00%Public Health & Human Services 2,786 2,250 80.76%Public Service Commission 25 0 0.00%Revenue 578 422 73.01%School for Deaf & Blind 35 24 68.57%Secretary of State 27 0 0.00%State Auditor 63 0 0.00%Transportation 1,885 1,578 83.71%Total 11,492 6,952 60.49%

Source: State Human Resources Division, Statewide Accounting, Budgeting and Human Resources System (SABHRS)

Note: Table does not include the 54 MEA-MFT employees in the Exempt Employee pay plan.


Validity of Collective-Bargaining Agreements

The economic agreements reached between the governor and state employee unions, during the executive planning process and prior to the regular legislative session, are contingent upon the legislature’s passage and approval of the pay bill. Once those two-year collective-bargaining agreements are signed, the legislature may not alter the conditions of those agreements “if such action impermissively impairs the contractual obligation of the state towards those employees.”1

1 Montana Legislative Council legal memorandum, State Employee Salaries and Collective Bargaining – Legislative Consideration, May 1986

Calendar Year 2017 :: State Employee Profile 1-A

Appendix A - Executive-Branch Comparisons

Comparison of Montana Labor Force to Executive Branch by Race

Montana Labor Force by Race2010 EEO Tabulation

EEO Category Total White Percent

American Indian or Alaska Native

Percent All Other Minorities Percent

Officials and Managers 65,455 61,225 93.50% 2,650 4.10% 1,580 2.30%Professional 84,555 78,305 92.60% 3,484 4.20% 2,765 3.40%Technicians 12,020 10,760 89.50% 615 5.10% 640 5.20%Protective Service 9,690 8,370 86.38% 1,084 11.19% 237 2.45%Paraprofessional NA NA NA NA NA NA NAAdministrative Support 127,310 116,680 91.70% 6,380 5.00% 4,255 3.40%Skilled Craft 57,100 52,055 91.20% 3,165 5.60% 1,874 3.20%Service Maintenance 146,315 127,455 87.10% 11,290 7.70% 7,570 5.10%Total 504,880 456,440 90.41% 29,438 5.83% 18,996 3.76%

EEO Category Total White Percent

American Indian or Alaska Native

Percent All Other Minorities Percent

Officials and Managers 695 669 96.26% 14 2.01% 12 1.73%Professional 6,200 5,809 93.69% 197 3.18% 192 3.10%Technicians 1,202 1,129 93.93% 33 2.75% 40 3.33%Protective Service 986 911 92.39% 32 3.25% 43 4.36%Paraprofessional 458 417 91.05% 16 3.49% 25 5.46%Administrative Support 832 773 92.91% 29 3.49% 30 3.61%Skilled Craft 816 757 92.77% 47 5.76% 11 1.35%Service Maintenance 303 271 89.44% 10 3.30% 22 7.26%

Total 11,492 10,736 93.42% 378 3.29% 375 3.26%

Executive-Branch Employees by Race


Source: US Department of Commerce, Census Bureau, complied by the Census & Economic Information Center, Montana Department of Commerce


Note: Table does not include the 3 (0.03%) employees who did not specify their race.

2-A Calendar Year 2017 :: State Employee Profile

Comparison of Montana Labor Force to Executive Branch by Gender

Montana Labor Force by Gender2010 EEO Tabulation

Source: US Department of Commerce, Census Bureau, complied by the Census & Economic Information Center, Montana Department of Commerce

Executive Branch Employees by GenderCalendar Year 2017 Employee Profile


EEO Category Total Women Percent Men PercentOfficials and Administrators 65,455 23,975 36.60% 41,480 63.40%Professionals 84,555 47,975 56.70% 36,580 43.30%Technicians 12,020 7,210 60.00% 4,810 40.00%Protective Service 9,690 2,115 21.83% 7,575 78.17%Paraprofessionals NA NA NA NA NAAdministrative Support 127,310 86,855 68.20% 40,455 31.80%Skilled Craft 57,100 2,855 5.00% 54,250 95.00%Service Maintenance 146,315 65,330 44.70% 80,985 55.30%

Total 504,880 237,565 47.05% 267,320 52.95%

EEO Category Total Women Percent Men PercentOfficials and Administrators 695 309 44.46% 386 55.54%Professionals 6,200 3,407 54.95% 2,793 45.05%Technicians 1,202 677 56.32% 525 43.68%Protective Service 986 161 16.33% 825 83.67%Paraprofessionals 458 321 70.09% 137 29.91%Administrative Support 832 751 90.26% 81 9.74%Skilled Craft 816 29 3.55% 787 96.45%Service Maintenance 303 110 36.30% 193 63.70%

Total 11,492 5,765 50.17% 5,727 49.83%

Calendar Year 2017 :: State Employee Profile 3-A

Executive Branch – Average Salary by Race and Gender

Average Annual Salary by RaceCalendar Year 2017 Employee Profile

Average Annual Salary by GenderCalendar Year 2017 Employee Profile

EEO Category Employees WhiteAmerican Indian or

Alaska Native

All Other Minorities

Officials and Managers $78,004 $80,306 $81,909 $77,171Professional $51,691 $55,711 $51,032 $52,153Technicians $37,356 $40,418 $40,699 $39,116Protective Service $41,955 $45,939 $40,338 $41,669Paraprofessional $29,467 $29,545 $30,626 $28,520Administrative Support $34,158 $34,089 $33,528 $33,443Skilled Craft $41,391 $46,455 $46,769 $44,912Service Maintenance $26,478 $35,424 $35,811 $27,644

EEO Category Employees Women MenWomen to Men Ratio

Officials and Managers $78,004 $78,004 $82,110 95%Professional $51,691 $51,691 $60,040 86%Technicians $37,356 $37,356 $44,286 84%Protective Service $41,955 $41,955 $46,277 91%Paraprofessional $29,467 $29,467 $29,666 99%Administrative Support $34,158 $34,158 $33,015 103%Skilled Craft $41,391 $41,391 $46,639 89%Service Maintenance $26,478 $26,478 $39,656 67%



4-A Calendar Year 2017 :: State Employee Profile

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Calendar Year 2017 :: State Employee Profile 1-B

Agency Executive BranchWorkforce

Average Age

Years of State

Service

Administration 556 47 11Agriculture 100 45 10Board of Public Education 3 51 18Commerce 172 47 11Department of Corrections 1,276 44 10Environmental Quality 394 48 12Fish, Wildlife, & Parks 711 44 13Governor's Office 31 50 13Justice 766 43 11Labor & Industry 719 49 12Livestock 135 48 12Military Affairs 208 46 10Montana Arts Council 7 47 11Montana Historical Society 58 49 15Montana State Library 40 45 13Natural Resources & Conservation 477 47 14Office of Public Instruction 178 49 11Office of the Public Defender 256 44 7Political Practices 6 45 6Public Health & Human Services 2,786 46 10Public Service Commission 25 43 10Revenue 578 47 12School for Deaf & Blind 35 48 10Secretary of State 27 47 11State Auditor 63 48 13Transportation 1,885 47 14Total 11,492 46 11

Appendix B - Employee Data by Agency

Average Age and Years of State Service by AgencyCalendar Year 2017 Employee Profile


2-B Calendar Year 2017 :: State Employee Profile

AgencyExecutive

Branch Workforce

Hires Hire Rate Turnover Turnover Rate

Administration 556 83 14.93% 71 12.77%Agriculture 100 7 7.00% 12 12.00%Board of Public Education 3 0 0.00% 0 0.00%Commerce 172 25 14.53% 18 10.47%Corrections 1,276 238 18.65% 236 18.50%Environmental Quality 394 35 8.88% 49 12.44%Fish, Wildlife, & Parks 711 69 9.70% 56 7.88%Governor's Office 31 2 6.45% 5 16.13%Justice 766 105 13.71% 119 15.54%Labor & Industry 719 60 8.34% 107 14.88%Livestock 135 31 22.96% 19 14.07%Military Affairs 208 31 14.90% 38 18.27%Montana Arts Council 7 3 42.86% 1 14.29%Montana Historical Society 58 5 8.62% 11 18.97%Montana State Library 40 3 7.50% 20 50.00%Natural Resources & Conservation 477 23 4.82% 45 9.43%Office of Public Instruction 178 22 12.36% 30 16.85%Office of the Public Defender 256 52 20.31% 49 19.14%Political Practices 6 1 16.67% 2 33.33%Public Health & Human Services 2,786 313 11.23% 532 19.10%Public Service Commission 25 5 20.00% 3 12.00%Revenue 578 57 9.86% 111 19.20%School for Deaf & Blind 35 5 14.29% 10 28.57%Secretary of State 27 9 33.33% 22 81.48%State Auditor 63 4 6.35% 8 12.70%Transportation 1,885 108 5.73% 184 9.76%Total 11,492 1,296 11.28% 1,758 15.30%

Hire and Turnover Rates by AgencyCalendar Year 2017 Employee Profile


Hires at the agency level include hires, rehires, and employees who transferred to that agency from another agency.

Overall turnover at the agency level includes employees who terminated from that agency, including employees who transferred to another state agency.

Calendar Year 2017 :: State Employee Profile 3-B

AgencyExecutive

Branch Workforce

Turnover Turnover Rate

0-2 Year Turnover

0-2 year Turnover

Rate

Administration 556 71 12.77% 15 21.13%Agriculture 100 12 12.00% 0 0.00%Board of Public Education 3 0 0.00% 0 0.00%Commerce 172 18 10.47% 5 27.78%Corrections 1,276 236 18.50% 79 33.47%Environmental Quality 394 49 12.44% 12 24.49%Fish, Wildlife, & Parks 711 56 7.88% 8 14.29%Governor's Office 31 5 16.13% 1 20.00%Justice 766 119 15.54% 27 22.69%Labor & Industry 719 107 14.88% 14 13.08%Livestock 135 19 14.07% 5 26.32%Military Affairs 208 38 18.27% 15 39.47%Montana Arts Council 7 1 14.29% 0 0.00%Montana Historical Society 58 11 18.97% 3 27.27%Montana State Library 40 20 50.00% 5 25.00%Natural Resources & Conservation 477 45 9.43% 8 17.78%Office of Public Instruction 178 30 16.85% 2 6.67%Office of the Public Defender 256 49 19.14% 14 28.57%Political Practices 6 2 33.33% 1 0.00%Public Health & Human Services 2,786 532 19.10% 170 31.95%Public Service Commission 25 3 12.00% 0 0.00%Revenue 578 111 19.20% 31 27.93%School for Deaf & Blind 35 10 28.57% 3 30.00%Secretary of State 27 22 81.48% 1 4.55%State Auditor 63 8 12.70% 0 0.00%Transportation 1,885 184 9.76% 29 15.76%


Turnover Rates and 0-2 Years Turnover by AgencyCalendar Year 2017 Employee Profile

Overall turnover at the agency level includes employees who terminated from that agency, including employees who transferred to another state agency.

Turnover at the agency level during the first two years of employment with the state includes terminations from the state but does not include employees who transferred to another agency.

Documents

STATE OF MONTANA Employee Profile · The State Human Resources Division publishes the Employee Profile annually. The profile reports information about executive-branch employees in