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UTK SJW Chancellor FIRED
Posted on 5/2/18 at 12:49 pm
Posted on 5/2/18 at 12:49 pm
being reported Bev is out
Just when things had calmed down up there
LINK
*being reported by Jimmy Hyams, who at one point reported Jeff Brohm had signed a deal to become UT's head coach
Just when things had calmed down up there
LINK
*being reported by Jimmy Hyams, who at one point reported Jeff Brohm had signed a deal to become UT's head coach
This post was edited on 5/2/18 at 12:51 pm
Posted on 5/2/18 at 12:50 pm to VFL1800FPD
Fat Phil to replace her???
Posted on 5/2/18 at 12:51 pm to MaroonNation
quote:
Fat Phil to replace her???
Plot twist: she's dead and Phil planted the knife in her back.
Posted on 5/2/18 at 12:53 pm to VFL1800FPD
yesssssssss, yessssssssss
it'ssssss all coming together
it'ssssss all coming together
Posted on 5/2/18 at 12:58 pm to VFL1800FPD
Woo Hoo...the conductor for the most recent train wreck has been let go.
Posted on 5/2/18 at 12:58 pm to VFL1800FPD
I know a lot of UT fans in my family who are about to be happy right now.
Posted on 5/2/18 at 1:02 pm to VFL1800FPD
She defied the wishes of the House of Haslam, you knew her days were numbered. SJW liberal bullshite notwithstanding, she got us our battle captain back.
They'll come for Phil next, and when they do, we riot.
They'll come for Phil next, and when they do, we riot.
Posted on 5/2/18 at 1:09 pm to Vols&Shaft83
quote:
They'll come for Phil next, and when they do, we riot.
Fire bomb Pilot HQ, IMO
Posted on 5/2/18 at 1:11 pm to VFL1800FPD
That's odd. Did she buy a $30,000 bbq grill or something?
Posted on 5/2/18 at 1:31 pm to Vols&Shaft83
quote:
They'll come for Phil next, and when they do, we riot.
Donut grease will finish the job sooner rather than later.
Posted on 5/2/18 at 1:36 pm to SoFla Tideroller
"Donut Grease", dayumm. Burn.
Posted on 5/2/18 at 1:38 pm to NDonahue
C'mon. We know Phil waits for you to be in a hospital bed, before the knives come out.
Posted on 5/2/18 at 2:57 pm to BoardReader
She was terrible. I went to a UT alumni event and she fumbled her way through it. She clearly lacked communication skills and it was obvious she was in over her head.
Posted on 5/2/18 at 3:12 pm to Man4others
In the letter from the president to her explaining her firing, he cites insufficient communication skills as a major factor leading to her firing
Later in the letter it stated she will now become a tenured professor in the communications dept at UT and will rec 434K for 4 years
the amount of corruption in the UT system is insane
Later in the letter it stated she will now become a tenured professor in the communications dept at UT and will rec 434K for 4 years
the amount of corruption in the UT system is insane
This post was edited on 5/2/18 at 3:13 pm
Posted on 5/2/18 at 3:17 pm to VFL1800FPD
quote:
In the letter from the president to her explaining her firing, he cites insufficient communication skills as a major factor leading to her firing
Later in the letter it stated she will now become a tenured professor in the communications dept at UT and will rec 434K for 4 years
And we wonder why college is getting so expensive.
Posted on 5/2/18 at 3:23 pm to VFL1800FPD
quote:
In the letter from the president to her explaining her firing, he cites insufficient communication skills as a major factor leading to her firing Later in the letter it stated she will now become a tenured professor in the communications dept at UT and will rec 434K for 4 years
This legit makes me angry. I don't now why, but it does
Posted on 5/2/18 at 3:24 pm to Vols&Shaft83
quote:
She defied the wishes of the House of Haslam, you knew her days were numbered
Unless something else comes out this is what I'm going with.
Posted on 5/2/18 at 3:25 pm to VFL1800FPD
LINK
Dear Beverly:
I have decided that it is in the best interest of The University of Tennessee to change the leadership of our flagship campus and terminate your appointment as Chancellor of The University of Tennessee, Knoxville.
Your performance evaluation for Calendar Year 2017, a copy of which is being provided to you under separate cover, describes numerous areas of unsatisfactory performance. In several areas, even after I raised concerns early in your tenure and addressed them multiple times since then, you have been either unwilling or unable to improve, including:
1) The relationship between us, as well as that between you (and some members of your cabinet) and some on my leadership team continues to be unsatisfactory. More times than I find acceptable, there has been a lack of trust, collaboration, communication, and transparency in these relationships, and it has been counterproductive to the collective success of the university.
2) You would have benefited from a professional coach, and your unwillingness to routinely engage one, despite my recommendation that you do so, has been frustrating.
3) You have not acclimated yourself to the UT system and still appear unwilling to try to understand or acknowledge the value of the UT system. I continue to detect that you (and some members of your cabinet) have an “us (UTK) vs. them (UT system and UT Board)” mentality.
4) Your one on one, small group, and business transactional communication skills are very poor. I have had multiple people on multiple occasions complain that you do not listen to the person talking to you or pay attention to the details of written communications you receive. I also have received multiple complaints from multiple people about your ability to communicate orally. These complaints are consistent with my personal experience.
5) Regularly, you have problems with lack of organization, attention to details, timely follow-up.
6) You have failed to accept ultimate responsibility in some cases where subordinates make mistakes or errors and publicly have blamed administrators who held positions before you or others in dealing with problems you inherited.
7) You have failed to communicate to the campus a defined strategic vision of where you want to take the institution and a plan for its implementation.
As I indicated to you last Tuesday, I do not think you can be successful as the leader of our flagship campus and have decided that it is best to move forward with a change in leadership rather than putting you on a formal performance improvement plan after considering: (1) the number, magnitude, and fundamental nature of the areas that need to be addressed; (2) the lack of trust in our relationship; (3) your unwillingness or inability to address many of the areas that I brought to your attention early in your tenure and multiple times since then, which leads me to conclude that a formal performance improvement plan would not lead to the required changes; and (4) the broad-based concerns and compelling lack of support from Board of Trustees members regarding your leadership, and my belief that you will have similar problems with the new Board.
Effective July 1, 2018, in accordance with the terms of your appointment letter dated December 6, 2016, your appointment will be converted from your current administrative appointment as Chancellor to your full-time faculty appointment as Professor, with tenure, in the School of Communication Studies. As approved by the Board of Trustees, your compensation as Professor will be $438,750.00 (which is 75% of your initial base salary as Chancellor of $585,000.00) for four years. Beginning with the fifth year, your compensation in your faculty appointment will be adjusted to the average base salary of full professors in the department. Effective immediately, and until June 30, 2018, you will be placed on administrative leave with pay.
Obviously, this is not where either of us hoped we would be when I hired you. Personally, I am disappointed that this action is necessary, but as President it is my duty to make decisions that are in the best interest of The University of Tennessee. I wish you the best as you return to the faculty.
Sincerely,
Joseph A. DiPietro
President
Dear Beverly:
I have decided that it is in the best interest of The University of Tennessee to change the leadership of our flagship campus and terminate your appointment as Chancellor of The University of Tennessee, Knoxville.
Your performance evaluation for Calendar Year 2017, a copy of which is being provided to you under separate cover, describes numerous areas of unsatisfactory performance. In several areas, even after I raised concerns early in your tenure and addressed them multiple times since then, you have been either unwilling or unable to improve, including:
1) The relationship between us, as well as that between you (and some members of your cabinet) and some on my leadership team continues to be unsatisfactory. More times than I find acceptable, there has been a lack of trust, collaboration, communication, and transparency in these relationships, and it has been counterproductive to the collective success of the university.
2) You would have benefited from a professional coach, and your unwillingness to routinely engage one, despite my recommendation that you do so, has been frustrating.
3) You have not acclimated yourself to the UT system and still appear unwilling to try to understand or acknowledge the value of the UT system. I continue to detect that you (and some members of your cabinet) have an “us (UTK) vs. them (UT system and UT Board)” mentality.
4) Your one on one, small group, and business transactional communication skills are very poor. I have had multiple people on multiple occasions complain that you do not listen to the person talking to you or pay attention to the details of written communications you receive. I also have received multiple complaints from multiple people about your ability to communicate orally. These complaints are consistent with my personal experience.
5) Regularly, you have problems with lack of organization, attention to details, timely follow-up.
6) You have failed to accept ultimate responsibility in some cases where subordinates make mistakes or errors and publicly have blamed administrators who held positions before you or others in dealing with problems you inherited.
7) You have failed to communicate to the campus a defined strategic vision of where you want to take the institution and a plan for its implementation.
As I indicated to you last Tuesday, I do not think you can be successful as the leader of our flagship campus and have decided that it is best to move forward with a change in leadership rather than putting you on a formal performance improvement plan after considering: (1) the number, magnitude, and fundamental nature of the areas that need to be addressed; (2) the lack of trust in our relationship; (3) your unwillingness or inability to address many of the areas that I brought to your attention early in your tenure and multiple times since then, which leads me to conclude that a formal performance improvement plan would not lead to the required changes; and (4) the broad-based concerns and compelling lack of support from Board of Trustees members regarding your leadership, and my belief that you will have similar problems with the new Board.
Effective July 1, 2018, in accordance with the terms of your appointment letter dated December 6, 2016, your appointment will be converted from your current administrative appointment as Chancellor to your full-time faculty appointment as Professor, with tenure, in the School of Communication Studies. As approved by the Board of Trustees, your compensation as Professor will be $438,750.00 (which is 75% of your initial base salary as Chancellor of $585,000.00) for four years. Beginning with the fifth year, your compensation in your faculty appointment will be adjusted to the average base salary of full professors in the department. Effective immediately, and until June 30, 2018, you will be placed on administrative leave with pay.
Obviously, this is not where either of us hoped we would be when I hired you. Personally, I am disappointed that this action is necessary, but as President it is my duty to make decisions that are in the best interest of The University of Tennessee. I wish you the best as you return to the faculty.
Sincerely,
Joseph A. DiPietro
President
Posted on 5/2/18 at 3:27 pm to Kraven Moorehed
quote:
Unless something else comes out this is what I'm going with.
Since she was relived of her duties as chancellor but still allowed to remain as professor i don't think there will be a smoking gun found. She clearly opposed what the Haslams were trying to do (outsource UT jobs among other things) and then they acted the first chance they got
During the football coaching search, a lot of people on the outside wouldn't give credence to our claims on how much decision making power the Haslams have at UT. This is another example of what were talking about
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