IPS Values : Final List

Here's the final list of IPS Values:

A supportive, fulfilling work environment - we want the right people, in the right position, with all the right resources. Have your read "Good to Great"?

Staff expertise and creativity - we want our staff to know the latest and greatest information and techniques.

Partnering with government and non-profit organizations to achieve more - we can achieve more working collaboratively than we can working independently.

Pride in our work - every employee should complete every project and know we've done the best possible work for our customer.

That's the complete list of values. All 14 of them. It's a long list, but we're a complex organization. I'm proud to be a part of it.

IPS Values: Continued

I've already reviewed several of our value statements. Here's more on the list:

Non-biased, non-partisan, ethical, professional, and tailored service - that's a mouth full. What does it mean? Our customers can trust us to tell them the truth, even if it's not what they want to hear!

Responsiveness, innovation - We pride ourselves for putting customers first and being on the cutting edge.

Listening to and learning from our customers - we don't know everything. We have room to learn, continuously.

Personal and inclusive relationships, teamwork, and networking - it's about working together, understanding each other, and sharing.

Will I ever get a salary increase?

We received a lot of feedback in the Baldrige Express survey about salaries. Many people understand the budget situation and why we haven't given increases. Many do not understand. I'll try to explain.

First and foremost, we are state employees and general guidelines for salary increases are set by the legislature and/or the governor's office.

In years when we have been able to give salary increases, it is with permission of the state and our UT Board of Trustees. I'll address how we determine salaries in a separate post.

The state has rarely been in a position to automatically award across the board cost of living increases. Even if we had the financial capacity to do so, the cost of living over the last two years has been flat or negative. Therefore, we wouldn't be awarding a cost of living increase this year.

No agency is 100% funded by state appropriation and we treat all employees as state employees regardless of the funding source. So when we give salary increases, a portion of them and the corresponding benefits have to be self-funded, that is they come from sources other than state appropriation.

What's the short-term outlook? I'm not expecting to hear any talk of increases for the upcoming fiscal year. The following fiscal year the stimulus funds will be depleted and we'll be facing cuts in our state appropriation. So, it's not impossible, but it is unlikely that we will see general salary increases in the next two years. We'll need to look for other ways to recognize and appreciate the hard work of our staff.

Annual Performance Reviews - Why?

Why do we do APRs? Well, the reasons are many.

You should have regular discussions and/or receive regular feedback about your performance throughout the year. The APR process is simply the method we use to document your performance for a specific period of time.

There should be no surprises during the APR process. This is not a time to save up complaints or compliments. Those should be distributed throughout the year when they are warranted.

The APR process is used to evaluate the previous year and to agree on a work plan for the coming year. It is a process to summarize on one page the overall accomplishments of the individual.

What do we do with the data? After the forms have been reviewed with the agency director, appropriate assistant vice president and the vice president, the APR forms go in your official personnel file at the university. The performance review summary is entered in to IRIS as a part of your official electronic personnel record. Then, when we have an opportunity to give merit/bonus pay, we have documentation to justify our decisions. I know, we have not been able to do that in a while. But, times will get better and we'll be able to provide these cash rewards once again.

So, let's look forward to the process with anticipation, not dread. It should be a positive experience. We are providing training to all supervisors to help improve the process. What do you think of our process?

Agencies: How Old Are You?

Do you know how old your agency is? Know how it was established? Thought I would share. Below is a list including the name, the year established and the state law from TN Code Annotated that references the agency. You can find TCA with a google search.

MTAS - 1949 - TCA 67-6-103 (a)(3)(E)

CIS - 1963 - TCA 49-9-403

IPS - 1971 - TCA 49-9-401

CTAS - 1973 - TCA 49-9-402

LEIC - 1997 (not in state law)

Naifeh Center - 2008 (in the budget bill for FY2010)

IPS Values

I've written several times about various aspects of our strategic plan. We have a long list of values as a part of the plan. Like all the elements of the IPS plan, these values came directly from the agency plans.

What do we value?

UT's Land-grant Mission - teaching, research and service make up the land grant mission. We are fortunate that the university embraces all three missions strongly.

The Heritage of our Work Throughout Tennessee - we have a strong history and steep traditions. We serve the entire state. It's important work.

The Honorable Calling of Public Service - our type of work is not for the faint of heart, not for the person looking for individual accolades, not for the wealth seeker. Public service is a calling, not a profession.

Good Government - who can be against this?

Profitable, well-managed businesses - it is the businesses of our state, and primarily the manufacturing sector, that creates wealth. We want to help make them strong.

Sustainable communities - improve all aspects of the quality of life.

The list is longer, so more on this topic another day. Aren't you proud to be a part of IPS? I am.

IPS Strategic Plan: Where did it come from?

Just over a year ago each of the agencies went through a strategic planning update process. One of the challenges was to revisit our mission, vision and values. After each agency completed its process, Chuck Shoopman and Karen Holt reviewed all the information and compiled an Institute for Public Service Plan. So, there is no plan separate and apart from the agency plans. The agencies do the work. The work of the Institute, as reported to various stakeholders, is the cumulative work of the agencies.

I hope you have reviewed the IPS Plan. Please visit our web site for all the details. I'll be presenting an update on our progress to the UT Board of Trustees at its February meeting.


http://intranet.ips.tennessee.edu/default.asp?id=38

Happy New Year!

I'm looking forward to 2010 - a year that is bound to bring about significant change. We'll have statewide county elections that will bring us a large group of new customers. We'll have a new governor elected who will bring along a new administration. We'll have new state and federal legislators. And, if we don't have a new university president, we'll be on the heels of getting a new one.

This is an exciting time and we have a lot to contribute throughout IPS. Fasten your seat belts and let's go for the ride!