Guest Blog from Andre Temple

Guest blog from Dr. Andre Temple, who is a member of the first class of the IPS Leadership Academy.

The Tennessee Certified Economic Developer (TCED) Program, administered by the University of Tennessee Center for Industrial Services, provides high quality training, continuing education and professional development opportunities to Tennessee’s economic and community development practitioners and community leaders. The TCED program is tailored to give participants broad-based knowledge of economic opportunities and trends, core components, and tools required to compete in today’s global economy, with a focus on economic development in Tennessee. Upon completion of the TCED course curricula and certification requirements, participants are awarded the Tennessee Certified Economic Developer certification, indicating that they have developed core competency in the principles and practices of economic development in Tennessee. The TCED program offers a series of economic development courses in locations across the state or online. The Tennessee Basic Economic Development Course (TBEDC), an International Economic Development Council (IEDC) certified 24-hour course, is considered the anchor course for the certification program; however, it is not a pre-requisite to other course offerings. Other course requirements include six specific subject matter core courses (10-hour courses) and an elective course*. In addition to completing the required courses, participants will need to complete a paper or capstone project and presentation, which applies knowledge gained in the program. Course offerings are structured such that a TCED candidate can complete certification requirements within a two-year period. To maintain certification, participants will need to complete a minimum of seven hours of training in each calendar year. The required courses and a tentative schedule of upcoming courses are presented below. REQUIRED COURSES FOR TCED CERTIFICATION* TN Basic Economic Development Course (24 hours) TN Business Retention and Expansion Course (10 hours) TN Strategic Planning for Economic Development Course (10 hours) TN Economic Development Finance Course (10 hours) TN Entrepreneurship and Small Business Development Course (10 hours) TN Marketing and Attraction Course (10 hours) TN Managing Economic Development Organizations Course (10 hours) Elective Course (7 hours)

Senior Leadership

This is the last post in a series of articles on the categorical results of the Employee Engagement Survey. One of the categories evaluated in the Employee Engagement Survey is called "Senior Leadership." As defined by the survey instrument, senior leadership includes agency directors (Garland, Green, Jennings, and Thompson), assistant vice presidents (Shoopman and Tallent) and the vice president (Jinks).  The questions that address this issue include:

* Senior leadership provides a clear direction for this institute's future. (40%)
* Our senior leadership has the knowledge, skills and experience necessary for our success. (54%)
* Senior leadership shows a genuine interest in the well-being of administration and staff. (45%)
* Senior leadership communicates openly about important matters. (40%)
* Senior leadership regularly models this institute's values. (53%)
* I believe what I am told by senior leadership. (41%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 45% positive and 26% negative.

Employees who were most satisfied in this area are either those who (1) are 60-64 year of age, (2) have been here less than two years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve policies, resources and efficiency.

What suggestions do you have?

Collaboration

One of the categories evaluated in the Employee Engagement Survey is called "Collaboration." The questions that address this issue include:

* We have opportunities to contribute to important decisions in my department. (49%)
* People in my department work well together. (54%)
* I can count on people to cooperate across departments. (44%)
* There's a sense that we're all on the same team at this institute. (28%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 43% positive and 21% negative.

Employees who were most satisfied in this area are either those who (1) are 40-44 year of age, (2) have been here less than two years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve policies, resources and efficiency.

What suggestions do you have?

UT System

One of the categories evaluated in the Employee Engagement Survey referred to the "UT System." The questions in this area include:

* I have colleagues or peers who give me career advice or guidance when I need it. (71%)
* People in my department value my work. (72%)
* I understand the performance standards that apply to my job and work. (79%)
* I understand pay policies that apply to me. (70%)
* I understand how merit increases are determined. (53%)
* This institute has taken steps to enhance the climate for racial/ethnic minority administrators/staff. (72%)
* I would rate my institute as a very good pace for individuals from an underrepresented (non-majority) identity group. (66%)
* I understand the UT System's role in supporting individual campuses and institutes. (64%)
*The UT System communicates system-wide news and policies effectively. (69%)
* The UT System provides adequate support to this campus. (63%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 67% positive and 10% negative.

Employees who were most satisfied in this area are either those who (1) are 60-64 year of age, (2) have been here four or fewer years, or (3) expect to stay 3-5 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve policies, resources and efficiency.

What suggestions do you have?

Respect and Appreciation

One of the categories evaluated in the Employee Engagement Survey is called "Respect and Appreciation." The questions that address this issue include:

* I am regularly recognized for my contributions. (47%)
* Our recognition and awards programs are meaningful to me. (46%)
* At this institute, people are supportive of their colleagues regardless of their heritage or background. (72%)
* We celebrate significant milestones and important accomplishments at this institute. (56%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 56% positive and 13% negative.

Employees who were most satisfied in this area are either those who (1) are 30-34 year of age, (2) have been here 2-4 years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve policies, resources and efficiency.

What suggestions do you have?

Fairness

One of the categories evaluated in the Employee Engagement Survey is called "Fairness." The questions that address this issue include:

* I can speak up or challenge a traditional way of doing something without fear of harming my career. (41%)
* Promotions in my department are based on a person's ability. (38%)
* Issues of low performance are addressed in my department. (38%)
* The institute's policies and practices ensure fair treatment for administration and staff. (40%)
*This institute has clear and effective procedures for dealing with discrimination. (70%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 45% positive and 11% negative.

Employees who were most satisfied in this area are either those who (1) are 60-64 year of age, (2) have been here less than two years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve policies, resources and efficiency.

What suggestions do you have?

Communication

One of the categories evaluated in the Employee Engagement Survey is called "Communication." The questions that address this issue include:

* When I offer a new idea, I believe it will be fully considered (48%)
* In my department, we communicate openly about issues that impact each other's work (49%)
* Changes that affect me are discussed prior to being implemented (32%)
* At this institute, we dicuss and debate issues respectfully to get better results (31%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 40% positive and 26% negative.

Employees who were most satisfied in this area are either those who (1) are 40-44 or 55-59 years of age, (2) have been here less than two years, or (3) plan to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve facilities.

What suggestions do you have?

Staff Relations

One of the categories evaluated in the Employee Engagement Survey is "Staff Relations." The questions that address these issue include:

* Faculty, administration and staff work together to ensure the success of institue programs and initiatives. (57%)
* There is regular and open communication among faculty, administration and staff. (37%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 47% positive and 19% negative.

Employees who were most satisfied in this area are either those who (1) are 60-64 years of age, (2) have been here less than two years, or (3) plan to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve facilities.

What suggestions do you have?

Facilities

One of the categories evaluated in the Employee Engagement Survey is called "Facilities." The questions that address this issue include:

* The institute takes reasonable steps to provide a safe and secure environment for the campus. (82%)
* The facilities (e.g. classrooms, offices, labs) adequately meet my needs. (77%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 79% positive and 7% negative.

Employees who were most satisfied in this area are either those who (1) are 60 - 64 years of age, (2) have been here 16-20 years, or (3) plan to stay 3-5 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve facilities.

What suggestions do you have?

Shared Governance

One of the categories evaluated in the Employee Engagement Survey is called "Shared Governance." The questions that address this issue include:

* The role of faculty in shared governance is clearly stated and publicized. (49%)
* Faculty are appropriately involved in decisions related to the education program. (52%)
* Faculty, administration, and staff are meaningfully involved in institutional planning. (37%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 46% positive and 14% negative.

Employees who were most satisfied in this area are either those who (1) are 55-59 years of age, (2) have been here less than two years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve shared governance.

What suggestions do you have?

Policies, Resources and Efficiency

One of the categories evaluated in the Employee Engagement Survey is called "Policies, Resources and Efficiency." The questions that address this issue include:

* Our review process accurately measures my job performance. (49%)
* My department has adequate faculty/staff to achieve our goals. (40%)
* Our orientation program prepares new faculty, administration and staff to be effective. (47%)
* This institute actively contributes to the community. (74%)
* This institute places sufficient emphasis on having diverse faculty, administration and staff. (71%)
* This institute is well run. (42%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 53% positive and 17% negative.

Employees who were most satisfied in this area are either those who (1) are 60-64 years of age, (2) have been here 21- 25 years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve policies, resources and efficiency.

What suggestions do you have?

Compensation, Benefits and Work/Life Balance

One of the categories evaluated in the Employee Engagement Survey is called "Compensation, Benefits and Work/Life Balance." The questions that address this issue include:

* I am paid fairly for my work. (53%)
* This institute's benefits meet my needs. (70%)
* My supervisor/department chair supports my efforts to balance my work and personal life. (81%)
* The institute's policies and practices give me the flexibility to manage my work and personal life. (71%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 68% positive and 10% negative.

Employees who were most satisfied in this area are either those who (1) are 40-44 years of age, (2) have been with IPS less than two years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve compensation, benefits and work/life balance.

What suggestions do you have?

Guest Blog from Margaret Norris

The IPS Leadership Academy:  thoughts from a soon-to-be graduate

If you are thinking about applying or being nominated for the IPS Leadership Academy (due date is less than two weeks away on May 15) I want to encourage you to do so.  The last two years have flown by and it’s hard to imagine that my time is almost up.  If I were asked to do this again, I wouldn’t hesitate and respond with a strong and confident “yes.”  The Academy does require a large time commitment but what I have learned will be useful throughout my career.  If you think about the time spent on this two year program compared to the span of your work life, then it’s really not that much. 

The highlights for me have been:

·         building relationships with colleagues at other agencies,

·         getting to know Mary and my mentor (Don Green) on another level,

·         travelling to each of the UT campuses (I’ve been with UT for 11 years and had never been to the Martin campus or the UT Health Science Center in Memphis),

·         understanding how IPS is viewed by other campuses and institutes at UT,

·         spending a day job shadowing CIS employees Jim Slizewki and Chuck Beasley in the field, and

·         I have enjoyed a majority of the educational sessions. 

The low points for me have been finding time to get the assigned book readings done, the Baldrige process has taken way more time than I ever imagined (but I understand the next class won’t be doing this so fear not), being out of the office for three consecutive days once a quarter for the training is not always convenient, and sometimes the guest speakers/educational sessions didn’t go into as much detail as I would have liked and sometimes I wished they would have moved along faster. But as I said, I would go through it again if given a chance. The benefits did outweigh the low points because I have learned so much: about IPS, about other agencies, about my own agency (thanks to the Baldrige process), and about myself.

The Academy is an investment; from IPS and your agency in you and also it’s your own investment in you.  You will get out of it what you put into it.  I hope you will consider being a part of the next Academy class it and if you have any questions about the program, feel free to get in touch with me.

Pride

One of the categories evaluated in the Employee Engagement Survey is called "Pride." The questions that address this issue include:

* I understand how my job contributes to this institution's mission. (82%)
* Overall, my department is a good place to work. (70%)
* I am proud to be part of this institute. (75%)
* This institute's culture is special - something you don't find just anywhere. (50%)
* All things considered, this is a great place to work. (66%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 68% positive and 7% negative.

Employees who were most satisfied in this area are either those who (1) are 55 - 59 years of age, (2) have been here less than two years, or (3) expect to stay 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve pride.

What suggestions do you have?

Professional Development

One of the categories evaluated in the Employee Engagement Survey is called "Professional Development." The questions that address this issue include:

* I am given the opportunity to develop my skills at this institute. (75%)
* I understand the necessary requirements to advance my career. ((57%)

The number in parentheses indicates the percent of respondents who either agreed or strongly agreed with this statement. The overall score in this category was 66% positive and 15% negative.

Employees who were most satisfied in this area are either those who (1) are 60-64 years of age, (2) have been with IPS less than 2 years or (3) expect to stay with IPS 6-9 years.

The Employee Relations Committee and the HR Strategy Team will be analyzing the data further to determine specific things we can do to improve professional development.

What suggestions do you have?