Top-of-Class, But Use Linkedin Before Joining - Anonymous employee IHME Employee Review

Thank you for your thoughtful input. We are indeed inspired to produce reliable work for decision-makers throughout the world. We are fortunate to work with high-profile individuals who can further our work in order to improve the health of the world’s population by providing the best information on population health. Depending on when you left IHME, you may not have had a chance to become acquainted with our 10 professional principles and competencies that date back to 2014. They include striving for excellence (as you noted), working as a team, learning constantly, and thoughtfully planning and setting priorities, among others. Each of our management staff and employees are in a different place on their journey to a full realization of these principles. This is why we take seriously our annual performance review process and quarterly goal check-ins. In addition, we look to our director, Dr. Christopher Murray, for his technical expertise, global knowledge, and leadership skills. We also listen carefully to our esteemed Board of Directors, our Scientific Advisory Group, and to our 25-member Senior Management Team that meets weekly. All members of the Senior Management Team conduct weekly office hours during which any member of staff can discuss successes, challenges, and opportunities. An important staff initiative is the creation of a Feedback and Improvement Group. Any staff member is welcome to join this group, which routinely presents ideas for analytical and operational improvement to our Senior Management Team. You may recall that through our institutional learning management system we offer dozens of classes related to hard and soft skills. We are proud to say that in fiscal year 2019 we offered thousands of person hours of training to our internal staff on job-specific skills and areas of knowledge, scientific methods, and evidence in global-health decision-making, and several thousand more person hours of training to external collaborators. Our thoughtfully designed online training on our hallmark study -- the Global Burden Disease, Injuries and Risk Factors – is accessed by learners daily throughout the world. IHME recently unveiled a specially designed Diversity, Equity, and Inclusion Campaign to ensure all are at the table, and that the voices of those at the table are heard. We trust this will lead to happier, healthier staff, and that this will in turn bring even more creative problem-solving approaches and innovation to the challenges we face as a growing institute. In addition, in 2019 we unveiled a leadership short course that focuses on communication and conflict management, change management, project management, team leadership, and fostering an inclusive environment. These measures may in turn encourage employees to lengthen their tenure at IHME, though we recognize some amount of turnover in a city as bustling as Seattle is inevitable. We have the most success in recruiting mission-minded individuals who recognize that the private sector – despite its higher salaries – is not enough to sustain those who are eager to improve the world’s population health and wellbeing. We hope our efforts will lead to a higher number of female faculty. The University of Washington, which IHME is a part of, takes sexual harassment allegations seriously. Any claim that is brought to our attention is addressed. In addition, any employee is welcome at any time to report any allegation to the UW Complaint Resolution Office: https://hr.uw.edu/policies/complaint-resolution/ As we continue to reflect on how to improve our workplace, I'd like to better understand your perspective. Please reach out to me at your convenience. kamoore@uw.edu