Feedback is used in many ways, at both system and campus levels, to help make UT an even better place to work.

How has feedback made a difference?

Examples of some of the tangible outcomes since the last survey include:

Outcomes

UT Institute of Agriculture

Improved orientation program for new hires

Outcomes

UT Health Science Center

Focus on health and wellness by promoting both physical health and organizational health issues

Outcomes

UT Institute for Public Service

Improved employee onboarding process for new hires

Outcomes

UT Martin

Follow-up study to better understand employee preferences about communication

Outcomes

UT Knoxville

Established a childcare working group to determine how the campus can improve satisfaction around childcare needs

Outcomes

UT Chattanooga

Strengthened engagement of faculty and staff in development of UTC strategic plan (2015-2020) and communicated the enhanced plan to articulate the role that all employees play in contributing to the success of our students and building stronger ties between our campus and the community

Outcomes

UT Space Institute

Developed new orientation program

Outcomes

UT Foundation

Creation of Career Path program to define individual promotion and advancement opportunities

Outcomes

UT System

Implemented pilot for succession planning program, developing process, tools, accountability and a statewide rollout plan

Full Listing of Outcomes

UT System

  • Established statewide President’s Awards in four categories: Educate, Discover, Connect, Support
  • Established executive recruitment team to increase diversity and quality of candidate pools for senior-level positions and to enhance the applicant/new employee experience
  • Developed and presenting annually the Professional Development Conference for Women and the UT Women in Leadership Conference
  • Hosted first, statewide Diversity Summit
  • Created new certificate training programs: Supervisory Foundation, Customer Relations and Communication, Basics of Customer Service and Communication for Basics for Human Resources Generalists
  • Partnered with academic affairs to create department head training statewide
  • Purchased statewide learning management system
  • Raised minimum rate of pay for regular employees for fourth time in eight years
  • Implemented required background checks statewide for all regular and temporary hires
  • Launched statewide, three-part compensation training for all supervisors to help ensure managers have information and tools necessary to effectively conduct performance reviews, reward achievements and make salary decisions

UT Chattanooga

  • Focused on leadership development with new “Leaders Leading Leaders” and management/leadership certification programs
  • Enhanced monthly Chancellor’s Blue Ribbon Award with biannual award luncheon
  • Implemented new employee onboarding program
  • Identified methods for additional assessment of faculty engagement and seeking feedback from faculty about their work environment
  • Established a revised focus on addressing employee compensation to better align with market rates and to provide opportunities for recognition of merit
  • Distributed campus-wide survey results as well as results specific to individual departments
  • Hosted joint retreat for Employee Relations Council and Exempt Staff Council to encourage collaboration between the groups
  • Identified opportunities to celebrate positive workforce changes
  • Introduced new employee appreciation picnic; continuous improvement

UT Foundation Inc.

  • Created new onboarding and mentoring program to help new hires transition into the Foundation
  • Created new Career Path program that defines individual promotion and advancement opportunities
  • Developed new Spot Bonus recognition program for all staff

UT Health Science Center

  • Promoted fitness center and benefit of free access to faculty, staff and students
  • Promoted walking groups, healthy eating and other well activities (UTHSC named “A Healthier Tennessee Workplace” by Governor’s Foundation on Health and Wellness
  • Restructured employee recognition programs to separate Lichterman Award and the Chancellor’s Exempt Staff Award
  • Launched improved onboarding program while establish new distance employees to attend via video conference technology
  • Provided wellness screenings and follow-ups for all facilities employees in our new on-site primary care clinic
  • Conducted employee climate survey to understand mission alignment, effectiveness and connection as it replaces to leadership and management (recognized as top workplace for third year in a row in the City of Memphis)
  • Revitalized service award program
  • Hosted employee appreciation campus-wide holiday party
  • Updated several campus procedures to improve work culture, including administrative closings, inclement weather, holidays, annual leave, sick leave, court leave, continuous service credit, performance review and recruitment
  • Promoted CPR trainings and use of automated external defibrillators located throughout campus
  • Provided free flu shots to all faculty, staff and students

UT Institute of Agriculture

  • Conducted follow-up, internal communications survey to better understand communication needs of specific audiences and identify opportunities for improvements
  • Revised new employee orientation to introduce employees to organizational culture, expectations and services

UT Institute for Public Service

  • Distributed institute-wide survey results and results specific to agencies within IPS
  • Redesigned inter- and intranet sites to encourage social interaction and share information on topics of interest
  • Created new supervisor trainings: Performance summary and workplace respect
  • Adopted institute-wide wellness programs
  • Conducted follow-up “pulse” survey in May 2013

UT Knoxville

  • Launched design of a STRIDE peer-to-peer workshop to increase inclusive hiring practices for staff
  • Redesigned new employee orientation
  • Design and automation of an exit interview process
  • Created new supervisor trainings: performance evaluation, conflict management, employee shared governance and effective recognition
  • Introduced two new annual employee appreciation events hosted by the chancellor: Spring Thank You Lunch and Fall Back-to-School Barbecue
  • Introduced new comprehensive benefits fair in September 2014 to provide employees an opportunity to learn more about upcoming benefit changes prior to annual enrollment
  • Introduced new quarterly luncheon program to give the chancellor an opportunity to welcome all new faculty and staff
  • Introduced new Open Office Hours program to provide faculty and staff the chance to discuss issues of interest and concern one-on-one with the chancellor

UT Martin

  • Distributed campus-wide survey results as well as results specific to individual departments
  • Conducted follow-up survey to better understand employee preferences regarding communication
  • Proposed weekly “So You Might Be Wondering” program to answer questions submitted anonymously by faculty and staff to enhance communication about how decisions are made that affect employees
  • Reviewed protocol for communicating organizational change to allow for early engagement of all stakeholders
  • Improved communication about opportunities for promotion and advancement by adding several resources to campus HR website
  • Improved communication about how individual jobs relate to the overall operation of the campus by reinforcing university values, providing motivational speakers, encouraging supervisors to recognize employees’ contributions and promoting team building activities
  • Improved communication about job expectations and performance reviews through mandatory supervisory training and periodic review of position descriptions

UT Space Institute

  • Implemented regular open forums to allow the institute’s executive director to share updates and give employees an opportunity to comment and ask questions over breakfast
  • Improved annual service awards ceremony to include additional faculty, staff and student recognitions
  • Added additional supervisor trainings, which are offered on a quarterly basis
  • Promoted fitness center and benefit of free access to faculty, staff and students