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A newsletter header image with an image of Dan Bollman behind the title 'The Details with Dan Bollman'

IPF scorecards measure our success

Aug. 24, 2018


By now, I’m sure you’ve at least heard the word “scorecard” at IPF. So what is a scorecard and how does it affect you? 

A scorecard is a way to see how IPF is managing and making progress with our goals, including controlling costs, doing great work for campus partners, and keeping IPF employees happy in their jobs. 

An annual survey called Sightlines asks our customers questions. Did work meet expectations? What was the level of service? Did work get done on time? Sightlines reviews and scores areas such as grounds, cleanliness and general repair. It also records costs for materials, labor, maintenance and more and compares MSU’s data with data from other Big 10 schools. 

There’s another annual survey you already know about — IPF’s Employee Engagement Survey. This will be our third year conducting this survey, which helps us better understand employee satisfaction and overall workforce climate. 

Measures from both Sightlines and the Employee Engagement Survey are then recorded on IPF’s scorecard, along with goals for improvement that help us define opportunities for growth. 

So far, I’ve described the IPF-level scorecard, but what does that really have to do with you? 

Think of scorecards as tools we can use at multiple levels. We can build on the IPF-level scorecard by creating one for each IPF area, with measures and goals that feed into IPF-wide measures and goals. Each Executive Leadership Team (ELT) member will work with business leaders to develop these department-level scorecards. 

From top to bottom, they all will connect. Your Performance Excellence goals will even fold in eventually. 

Through scorecards, IPF can track progress by connecting goals to results in various IPF areas. For instance, I want you and your colleagues to be engaged — in what you do, how well you do it and the impact you have on campus partners. We can help measure and develop that through the IPF Employee Engagement Survey. 

Our overall IPF goal is to get at least a rating of 4 on a scale of 1 to 5. Your ELT member also has an employee engagement goal based on your group’s survey information. As business leaders develop department-level scorecards, they may also include an employee engagement goal. 

Progress is tracked at every level, and in turn helps move the needle to the highest point. It’s like a series of gears that interconnect in a well-oiled machine. Goals on the IPF-level scorecard work the same way. 

When your team or department rolls out its scorecard, please examine the measures and goals, and think about how your work impacts IPF and the greater MSU community. 

What’s one thing you could do to boost customer service? How can job satisfaction within your crew, team or department improve? What about new ways to save money or reduce waste? 

One final takeaway: Scorecards only help us measure our success. You help us define it. And together, we will always achieve more.

Until next time,

Dan