IPS Annual Conference

IPS Annual Conference is right around the corner! Thanks to the following IPS staff who are helping to plan this year's event in Franklin/Williamson County!

Sharee Brewer (MTAS)
Michelle Buckner(MTAS)
Tammy Gage (CIS)
Andre Temple (CIS)
Kim Clark (CTAS)
Terry Hazard (CTAS)
Misty Bean (LEIC)
Katie Powell (LEIC)
Jane Davis (IPS CO)
Gail White (IPS CO)
Judie Martin (IPS CO)

The agenda includes a fun opening general session, lunch and awards with President DiPietro, and a series of afternoon break-out sessions. The day will conclude with dinner and distribution of the remaining awards. It's fun to give away thousands of dollars! Thanks to staff and other donors who have made generous contributions to endow our awards funds.

"How Smart People Collaborate"

Recently Don Green shared an article about "How Smart People Collaborate" by Kevin Daum.  I thought the seven points should be shared and I encourage you to read the entire article. 

1. Choose Participants Carefully
2. Remove Quiet Politeness
3. Establish Communication Protocols
4. Use a Specific Ideation Process
5. Give Requirement and Permission
6. Work with Respect
7. Broadcast Recognition and Gratitude

We have a number of strategy implementation teams and Baldrige teams at work this year. Using these principles could help them be more successful!

http://www.inc.com/kevin-daum/how-smart-people-collaborate-for-success.html?goback=%2Egde_3141834_member_252852399

Baldrige Teams Hard at Work

Three of our seven Baldrige Teams have begun their work to re-write the applications due next summer. Please provide input to any team member.

Category One - Leadership - Mary Jinks (team lead), Kim Raia, Keith Groves, Don Green, Rick Whitehead.

Category Two - Strategic Planning - Steve Thompson (team lead), Robin Roberts, Bobby Phillips, Beth Phillips, Lori Ungurait, Frances Adams-O'Brien.

Category Three - Customer Focus -  Mike Garland (team lead), Rick Hall, Dan Miller, Dwaine Raper, Jennifer Benson, P.J. Snodgrass and Susan Robertson.

Categories one and two should be finished by the end of summer. Category three should be finished by early fall. Thanks to Chuck Shoopman for working with all the teams to bring focus and continuity to our efforts.

Supply Chain Management and IPS?

The UT Global Supply Chain Institute recently concluded a study of the Top Ten Game Changing Supply Chain Trends.  As I read a summary of the article, I was surprised to see how many of the concepts relate to the Baldrige Criteria and also relate to our work at IPS.

• Customer Relationship Management
• Collaborative Relationships
• Process Integrations
• Information Sharing
• Talent Management

Don't these concepts sound familiar? I encourage you to read the summary of the study, and there is a link at the bottom of the web page that will take you to the complete study for more information.


http://www.utk.edu/tntoday/2013/06/27/ut-identifies-ten-gamechanging-supply-chain-trends/?utm_source=tntoday&utm_medium=email&utm_campaign=2013-07-02

Congratulations Graduates!

The spring always brings a number of new graduates to our midst. Congratulations to the following IPS employees who either are graduates or are relatives of graduates this year!

• Matthew Scott Gordy, Lenoir City High School; son of Scott Gordy (CO)

• Shelley Hayes, Union University, bachelor of science in organizational leadership, IPS (Jackson office)

• Malia Hinson, UT Knoxville, bachelor of arts in communications, niece of Marty Spears (CTAS)

• Logan McDaniel (IPS Student Worker), master’s degree in public policy and administration

• Laura Phillips, master’s degree in elementary education from UT Knoxville; daughter of Beth Phillips (CIS) and past recipient of the Mary and Jack Jinks Scholarship.

• Lynn Reed (CIS), master’s degree in industrial engineering.

• Darcy Slizewski, Medical University of South Carolina; daughter-in-law of Jim Slizewski (CIS)

• Joshua A. Walden, Martin Luther King Magnet School, Class of 2013, son of Jon Walden (CTAS) (Note: First Lady Michelle Obama was the keynote speaker at Josh’s graduation.)

Happenings Across the Institute

About 50% of IPS staff attended one of the recent statewide staff meetings. This is a summary of the discussion points with a few additional tidbits of information that have developed since the meetings finished.

Outreach and Engagement Model – This is an initiative of the UT System Strategic Plan, Goal Three on Outreach and Engagement. Each campus and institute is developing a one-page model that describes how we "do" outreach and engagement. IPS staff can check-out our latest draft at http://intranet.ips.tennessee.edu/

 

The Horizon Project –  What are the big, compelling problems that IPS might attempt to address in five to ten years?  This effort is taking us through a process where we are taking a big-picture view and then getting significant feedback from staff and stakeholders. Crime, Education, Leadership, Social Responsibility and Local Government Finance are all currently being considered.

Baldrige teams and Strategy Implementation Teams – Baldrige Teams are short-term teams that are focused on updating our Baldrige applications that will be submitted next summer. We are applying for the Tennessee Center for Performance Excellence Level Three Recognition as part of our "accreditation" process. Strategy teams are long-term teams that are focused on initiatives of our strategic plan.

Budget update – Our budget information is on the Intranet at http://intranet.ips.tennessee.edu/2010_budget.asp.  Overall we are going into a good budget year with a 2.5% increase in base funding, 1.5% salary pool, and $500k for LEIC. The president is committed to helping to increase our funding again next year.

Salary plan – The new UT salary schedules were effective July 1.  They are posted on the UT HR web site at 

http://humanresources.tennessee.edu/compensation/schedules/index.html.  A condensed version with IPS-specific information is also posted on our intranet site at:

http://intranet.ips.tennessee.edu/2010_budget.asp. We will use these to set IPS target salaries using our standard ten-point scale for all staff.

 

We are distributing a 3.0% salary pool. 

• 1.5% is across the board to every employee with a $750 minimum increase. 
• A 1% pool is being distributed for market and internal equity as we continue to move all staff toward their target salary. 95.5% of all staff will be at or above target after these increases.
• A .5% pool is being distributed as one-time bonuses for merit, based on annual performance reviews that recognize our highest performing employees. These employees will receive $1400, $1000 or some percentage thereof based on percent time worked.

Every employee will receive a letter, hopefully before the end of July, indicating their new base salary.

 

Lots of great things are happening across the Institute. Thanks to all the great staff who represent the University so well to our customers.