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?