B A S I N T O D AY BASIN EL EC T RIC P OW ER COOPER AT I V E
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M AG A ZINE
BRAVE THE SHAVE
10 YEARS M A RCH | A PRIL 2017
$2.6
MILLION RAISED
South Dakota electric cooperatives simulated a 7,200-volt power line to provide a visual lesson in electrical safety during the Black Hills Stock Show and Rodeo Feb. 2 in Rapid City, SD.
CONTENTS VOLUME 20
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NUMBER 2
ON THE COVER Eight-year-old Brave the Shave honoree Kaylee Loy attended the Brookings, SD, Brave the Shave event March 20, 2017, at the Brookings Fire Department East Station. Kaylee was diagnosed with cancer three years ago and had her last treatment May 2016. She’s from Volga, SD. IN EVERY ISSUE 2 CEO and general manager column: Paul Sukut 4 In brief 14 Member focus: Electricity and cooperatives 16 Feature series: A day in the life of ... Director Troy Presser 18 Employee highlights FEATURE STORIES 6 Be the light 8 Fostering growth and creating connections 1 1 Hearts, hope, and hair CONTRIBUTORS Editor:
Andrea Blowers (ablowers@bepc.com)
Publications manager:
Mary Miller
Graphic designers:
Nicole Perreault & Nichole Rohrich
Photographers:
Chelsy Ciavarella, Jade Neumann, & Greg DeSaye
Writers:
Tracie Bettenhausen, Chris Gessele, Tammy Langerud, Angela Magstadt, & Joan Dietz
Use your smartphone barcode scanner to view stories online. MARCH - APRIL 2017 | 1
CEO A ND G E NE R A L M A N AG E R C OL UMN
PAUL SUKUT
PEOPLE ARE OUR BEST RESOURCE The last of the snowfall is melting, and a good rain shower just washed away much of winter’s sand and dirt. Soon it’s going to be time to get back into my gardens and prepare for another bounty of crops. We’re doing the same at Basin Electric. I shared our 2017 Cooperative Plan with you last issue. More than half of it was dedicated to our workforce and the cooperative business model. People. They are our great resource. Not coal. Not wind. Not gas. Not solar. People. Our story began more than 50 years ago with a fresh crop of young 20-somethings who carried nothing more than a notebook and pencil and a desire to grow Basin Electric into something great. By making bold and audacious moves – like harnessing lignite to build the concept of giant power on the prairie, and to being one of the first co-ops to develop wind across the region – Basin Electric emerged as a force to be reckoned with in the heartland of the United States. That legacy continues. Those young, naïve folks who started Basin Electric have heads of grey hair and decades-old careers behind them. Many have retired. Many are close to retiring. And with that wave of history walking out the door, we have a new workforce walking in. They’re smart. They want to make a difference. They’re savvy. And, we remind them daily that they are working for one of the greatest causes there is: the cooperative business model. It’s incumbent upon us to instill that cooperative culture into our workforce. Basin Electric is not about the pay, the benefits or opportunities. Yes, all of that comes with the job. But, we exist to serve our members. And, we serve them by improving their quality of life. That can come in a variety of forms: reliable, low-cost power; providing innovative solutions to challenges; building communities and filling the
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gaps where we see the needs, and so much more. To formalize our efforts, we’ve initiated four programs to assure that the cooperative culture is entrenched in our workforce. Through Building Cooperative Connections, we’re facilitating exchanges between member cooperatives and Basin Electric. The program aims to strengthen Basin Electric’s connection to the membership by educating employees from Basin Electric and the participating member cooperative about their roles – and ultimately unified goal – in getting power to the member at the end of the line. We piloted the program last year with Lower Yellowstone Electric, Sidney, MT. The session included cross departmental visits, time with our board of directors, tours of mutual facilities, and job shadowing. The pilot was successfully received, and this year we look to do this again with other member cooperatives. The next area we’re focusing on is leadership skills among our employees. The BE Leaders program is an annual 12-month program dedicated to empowering employees to explore their leadership potential. Nominees to the program are participating in a highquality professional development program designed to boost personal strengths and build peer and professional networks. Participants are learning skills and acquiring tools that will help them make a difference as a leader in their department, workplace, and community. Participants are asked to commit to making progress on personal leadership goals, engage in a leadership project, and contribute to the design and delivery of future BE Leaders programs. Another effort we’ve undertaken is a complete revamp and expansion of our employee orientation program. Gone are the days of signing new employees up for benefits, giving them a brief overview of Basin Electric, and sending them on their way. Today, this
program follows them along their early years at Basin Electric. History of the cooperative is cornerstone to the process, along with opportunities for them to dig deeper into all aspects of the cooperative. We hope that out of this process our new workforce understands that Basin Electric is not just a job, but a career that has a higher calling than their job descriptions. And lastly, we’re focusing on the next crop of co-op leaders before they even walk into the door at your cooperative or Basin Electric. Through the Empower Youth leadership program, we will be working with member cooperatives and statewide organizations to reach our youth and plant the cooperative seed early. This annual program, started by Sioux Valley Energy, Colman, SD, has grown to over 50 high school students who take part in a rigorous program designed to not only harness their leadership skills, but indoctrinate them into the cooperative program. The program was so successful that Sioux Valley allowed Basin Electric the opportunity to expand it across its membership. We are in the early stages of program development, but are excited to build on our legacy of supporting youth enrichment and development. Even more so, we’re excited to see what develops from the seeds we plant. Perhaps future cooperative managers, directors, and state legislative leaders will grow out of this effort. All of these programs represent a significant investment, and arguably, the most critical investment we can make at this time. Basin Electric is only as strong as our membership. As I meet with our members and I look at our new employee base, I’m overwhelmed with hope and optimism. Our future is shining as bright as our people.
Paul Sukut, CEO and general manager
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IN B RIE F
WE ARE ACTIVELY SEEKING SOLUTIONS THAT REDUCE OUR CARBON FOOTPRINT WHILE KEEPING COAL AS PART OF OUR ENERGY PORTFOLIO, PRESERVING BOTH THE RELIABILITY AND COST COMPETITIVENESS OF OUR MEMBERS’ ENERGY SUPPLY.
Response to Clean Power Plan executive order Basin Electric CEO and General Manager Paul Sukut issued the following statement March 28 on President Trump’s executive order on the Clean Power Plan (CPP): “President Trump’s announcement today (March 28) is a positive step forward in our efforts to seek time and flexibility when it comes to developing a carbon management plan, hopefully, in the context of a national energy policy. “EPA’s Clean Power Plan would have significant impacts on Basin Electric and our membership. Of the 13 states hit the hardest by this rule, eight are in Basin Electric’s service territory. Financially, Basin Electric would have to spend billions of dollars to comply. These dollars would simply cover adding new generation and potentially impact the operations of our existing facilities. This does not even include the expense of additional electric, gas, or transmission infrastructure to support the new generation required to meet the proposed mandates of the CPP. These costs would be unfairly borne by our membership. “Over the last decade, Basin Electric and our membership have taken a leadership role in the development of renewable generation. We’ve added more than 1,500 megawatts of wind generation to our system (which represents approximately 23 percent of our generation capacity), invested more than $1 billion in natural gas generation resources and have invested more than $1.6 billion in emissions control technology to make our already clean generation fleet even cleaner. Even more, our Dakota Gasification Company’s Great Plains Synfuels Plant is home to North America’s
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largest carbon capture and sequestration project – capturing more than 30 million tons of carbon dioxide (CO2). Our most recent project to add urea production to the Synfuels Plant continues that tradition by capturing CO2 to make urea and a liquid CO2 product. It’s important to note that the CPP, as proposed, did not allow Basin Electric credit for our current investments in natural gas generation or renewables, nor our carbon sequestration efforts through Dakota Gas. “President Trump’s action today (March 28) does not, however, impact Basin Electric’s efforts to seek a viable path forward in a carbon-constrained future. We are actively seeking solutions that reduce our carbon footprint while keeping coal as part of our energy portfolio, preserving both the reliability and cost competitiveness of our members’ energy supply. In addition to our wind and natural gas investments, we are actively working to advance clean coal technology. Examples include hosting the Integrated Test Center at our Dry Fork Station, Gillette, WY, and our investments in research, most recently, in the development of a high-efficiency power generation technology that generates high-quality CO2 as a product stream, along with participation in DOE’s CarbonSAFE program to further the science of CO2 sequestration in saline aquifers.” In November 2015, utilities across the country, including Basin Electric, filed a Motion to Stay with the D.C. Circuit Court of Appeals, which was denied. On Feb. 9, 2016, the U.S. Supreme Court granted Basin Electric and several other petitioners’ Motion to Stay the Environmental Protection Agency’s Clean Power Plan, giving the current administration time to review the rule and issue today’s executive order.
Western North Dakota transmission project on track for fall 2017 completion
Work is under way on the final 62 miles of the Antelope Valley Station to Neset Transmission project in western North Dakota. Approximately 31 miles of 345-kilovolt (kV) line will be double-circuited with member cooperative Mountrail-Williams Electric Cooperative’s 115-kV line. Reclamation work consisting of re-vegetation efforts and building approaches will resume spring 2017, from Antelope Valley Station west toward the Charlie Creek substation and north toward the Judson substation. Project completion is targeted for October 2017.
Basin Electric receives Permit to Construct Platte County, WY, has issued Basin Electric a Permit to Construct for installation of further emission control technology on one unit at Laramie River Station, located near Wheatland, WY. The emission control technology, selective catalytic reduction (SCR), is a process where an ammonia-based reagent is sprayed into flue gas, converting nitrogen oxides into nitrogen and water, which is then released through the air heater, scrubber, and emissions stack. At the peak, there will be about 250 workers onsite for this project. The project is estimated to cost about $330 million. http://bit.ly/WYPermit
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Board approves audit results and margin allocation The Dec. 31, 2016, financial statements of Basin Electric, Dakota Coal Company, Dakota Gasification Company, and Souris Valley Pipeline Ltd. were presented to directors at the quarterly board audit committee meeting held March 15, 2017. These financial statements are prepared by Basin Electric’s controller division staff and audited by the accounting firm Deloitte & Touche. Each of the 2016 audited financial statements received unqualified or clean opinions. Basin Electric and its subsidiaries reported consolidated margin and earnings of $54.6 million for 2016. Also, the board of directors voted at the March meeting to approve the allocation of Basin Electric’s 2016 before-tax margin of $140.8 million to patrons. http://bit.ly/AuditResults2016
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linkedin.com/company/ basin-electric-power-cooperative MARCH - APRIL 2017 | 5
BE THE LIGHT HOW BASIN ELECTRIC EMPLOYEES SHINE IN THEIR WORK By Tracie Bettenhausen There’s a good chance you know someone who makes you smile. They might look at things a little differently, or make you laugh at unexpected times. Maybe they light up the room when they walk in. Basin Electric’s “Be the light” ad campaign has been running for about a year now. The ads show how Basin Electric and its members can be the light in communities and homes like only a cooperative can. Along with the ads, Basin Electric: Live Wire has featured stories focused on employees. Take some time to learn about the people of Basin Electric in a more personal way.
“I feel like taking the fishing derby over was a calling for me.” Joe Neumiller, Dakota Gas supervisor of shift maintenance
Joe Neumiller Once a year, the Stanton, ND, park busts at the seams. The aroma of grilling brats and hot dogs drifts up amongst the hundreds-of-year-old cottonwood trees, mingling with the tang of fried fish. It’s all because one family decided people need to do things together. Joe Neumiller, Dakota Gasification Company supervisor of shift maintenance, runs the Ed McLain Memorial Old Man and Kid Fishing Derby, taking over
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a tradition that started 22 years ago by Neumiller’s uncle Ed and aunt Julie McLain. The McLains owned the Stanton Super Valu for many years until their retirement. The fishing derby is free, meant to be a day of togetherness for families. Trophies are awarded for the biggest fish and most unique fish, which usually isn’t a fish at all. “We’ve had small sand toads, a turtle. Once we even had a gar,” Neumiller says. “All the kids get prizes, and we award trophies for first through fourth place.” A community potluck follows, with businesses supplying the meat to grill. “Last year, one family donated 100 pounds of fish to fry,” Neumiller says. In the first year of the derby, a couple dozen people showed up. Today, nearly 500 people take part in the fishing and eating. When McLain died, aunt Julie and her friends took over the planning for several years until handing the work to Neumiller. “I didn’t want to see it die. Kids were a big thing for Ed and Julie. They couldn’t have any of their own,” Neumiller says. “My wife’s little brother started coming to the derby when he was two years old. Now he’s 22 years old, working at Dakota Gas, and he’s helping me out.” Neumiller says the derby is something the kids look forward to every year. Several Basin Electric retirees serve as cooks during the meal. “A major portion of the co-op shows up to fish and help me run the derby,” Neumiller says. “It’s been that way for years. My dad worked for Basin TSM (transmission system maintenance) for 36 years. I just knew Basin Electric was where I wanted to be.”
Erica Petrowitz When Erica Petrowitz is heading home for the day, she thinks back on whether she met her daily goal. If she was able to help at least one person that
day, she calls it a good day. In Human Resources, that might come in the form of helping an employee understand a policy or find a way to excel in their position. She has known Basin Electric was a great place to work since her childhood. Her stepdad worked at Dakota Gas in the ammonia plant, often talking about how well the employees are treated and how good the benefits are. Years later, while serving as Dakota Gas Human Resources manager, Petrowitz’s life was saved by using one of the cooperative’s most unique benefits, the cooperative’s own Dr. Tom Kaspari. “I cannot stress more strongly the value of having Dr. Kaspari,” Petrowitz says. “He was the one who first diagnosed my breast cancer.” Petrowitz says after she discovered a lump, she was able to get an appointment with Dr. Kaspari on a late Friday afternoon. “He got me in for a 3D mammogram and ultrasound on the following Monday. … I used to work in the medical field, and I know a five- to six-day turnaround is good to get those appointments. What he was able to do was unheard of.” Petrowitz is in remission today following surgery, 16 weeks of chemotherapy, and a year of clean tests. These days, she’s been making the hour-anda-half long drive to Basin Electric Headquarters more often. She says it’s peaceful. “As a cooperative, we’re told everything we do is to benefit the members,” Petrowitz says. “I feel like I’m lucky in Human Resources. That same mentality of being a helper spills over into helping employees. As cheesy as it sounds, it feels like I’m working with family. It’s not just an employment relationship.”
“Everything we do is to benefit the members. … being a helper spills over into helping employees.” Erica Petrowitz, Dakota Gas Human Resources manager
“I am so proud I can make their lives a little bit easier.” R. D. Reimers, Basin Electric manager of income tax
R. D. Reimers Spending an evening in the sky is a way of life for Robert “R. D.” Reimers since he got his pilot’s license in 2012. But for about a year now, his flights sometimes carry very precious cargo. The Basin Electric manager of income tax joined up with Angel Flight Central, an organization that coordinates people who need a flight with pilots who are willing to fly them somewhere, usually for health reasons. Reimers says often his passengers are children fighting cancer. “So often, these families need to go as far as Rochester or Minneapolis, MN, for treatments. The kids are already uncomfortable because they’re sick, so the drive feels that much worse,” Reimers says. “They want to minimize disruption in their lives, and I can fly them in just a fraction of the time. I’ll take them as far as Fargo, ND, or Brookings, SD, for example, and a volunteer pilot out of Minnesota will take them the rest of the way.” Reimers says the trips are usually well scheduled out, and the entire trip usually takes about five hours, with pilots donating the fuel they use. He says he does about four or five trips a year and Angel Flight Central could use more volunteer pilots. Reimers says working for Basin Electric, he appreciates that the culture helps him feel like what he’s doing is nothing out of place. “I’m just doing something I like, and doing it for somebody who needs the help,” he says. “The kids sometimes get excited about the flight, which is fun. I am so proud I can make their lives a little bit easier.”
MARCH - APRIL 2017 | 7
Participants of the Building Cooperative Connections program spent time with a Basin Electric Transmission line crew at a job site. A few of the participants were (from left) Lori Leier, Basin Electric tax analyst; Jesse Obergfell, Lower Yellowstone journeyman lineman; and Raymond Bell, farmer and Lower Yellowstone member.
FOSTERING GROWTH AND CREATING CONNECTIONS
HOW BASIN ELECTRIC’S RETIREMENT PROJECTIONS PRESENT OPPORTUNITIES FOR THE NEXT GENERATION By Tammy Langerud Like many electric co-ops, Basin Electric is facing a future uptick in retirees. In the next 10 years, 750 employees – almost one-third of the co-op’s existing workforce – will reach normal retirement age. Of this number, 169 are in supervisory roles. In just the first few months of 2017, 55 employees have either already retired or expressed their intentions to retire. Couple that with the fact that 132 employees are currently over the age of 62 and can retire at any time. “We’re anticipating we could see a retirement surge similar to the numbers we saw in 2013,” says Diane Paul, senior vice president of Human Resources. “Our workforce who were hired in the 1970s and 80s, coinciding with the construction of Antelope Valley
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Station and Laramie River Station, are now considering finishing their careers with Basin Electric.” While these numbers may cause alarm, they also represent opportunity. Opportunity to establish the cooperative philosophy within a new generation. Opportunity to nurture new leaders, and an opportunity for the younger workforce to explore and grow into their leadership potential. Human Resources has implemented proactive strategies to pass the baton to this next generation. Basin Electric has continued its investment in its employees, its membership, and the co-op philosophy with the recent launch of two new programs: Building Cooperative Connections and BE Leaders. Both programs foster the co-op philosophy, while developing employees.
Building connections co-op to co-op
Station, a transmission system maintenance (TSM) Building Cooperative Connections was born with 345-kilovolt yard and control room, and met with a the goal of strengthening Basin Electric’s connection transmission line crew and telecommunications superto its member cooperatives. intendent. They completed their time at Basin Electric As the first program Basin Electric set in motion, by attending Basin Electric’s October board meeting. Building Cooperative Connections educates employ“It was our first go at this program, and we ees from Basin Electric and a were excited to team participating member cooperup with Jason and his ative about their roles in their staff from Lower YelWe both put a lot of thought into collective mission in providlowstone,” says Lynn providing an all-encompassing experiing reliable, affordable power Beiswanger, Basin ence for all participants, which left our Electric director of to the member at the end of employees and member with a bigger Human Resources. the line. picture of how we’re all connected in The inaugural session, “We both put a lot of our co-op mission to provide electriciheld in October 2016, partthought into providing ty to our members. nered Basin Electric with Lower an all-encompassing Lynn Beiswanger Yellowstone Electric Cooperexperience for all parative, a Basin Electric Class C ticipants, which left member based in Sidney, MT. our employees and Jason Brothen, general member with a bigmanager of Lower Yellowstone, was struggling with ger picture of how we’re all connected in our co-op how he could help his young employees understand mission to provide electricity to our members.” Basin Electric’s role and how those new employees Developing employee leaders could then relay that to the membership. Building Cooperative Connections was the Leadership author John Maxwell has said, “Leadbridge to do this. ership is not about titles, positions, or flowcharts. It “The reason for my enthusiasm was I have one is about one life influencing another.” of the youngest co-ops in Montana,” Brothen said. BE Leaders, Basin Electric’s second program, “So with a really low average age, they aren’t comlaunched at the start of 2017 focuses on that aspect ing into the workforce like some of the other past of leadership – positive influence. employees, where they understood the cooperative The 12-month program empowers Basin Elecmodel. So, that was what got me interested in this. tric’s employee participants to explore their leadership I was able to try to make that connection so that my potential, while working to positively influence othemployees can better serve our membership.” ers, and examine the co-op philosophy. Basin Electric employees spent a few days at Lower Yellowstone to learn about the business from their point of view. They learned what the Lower Yellowstone employees deal with on a daily basis, whether it’s in the office or out in the field. They also had the opportunity to interact with a member who farms near Sidney, MT. On the flip side, the Lower Yellowstone team visited Basin Electric for a few days to see what happens at the generation and transmission level and to learn how decisions are made. While at Basin Electric, participants attended a senior staff projects meeting, followed by individual meetings with senior staff to learn about their areas BE Leaders participants meet in person every quarter. Trinity Turnbow, of responsibility. The team toured Antelope Valley manager of process operations, presents during a BE Leaders meeting.
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During a crucial conversations workshop, BE Leaders participant Tara Vesey, manager of transportation & analytics, shares her group’s plan for a successful crucial conversation to an assigned problem.
BE Leaders was created not only as a proactive reading assignments, taking a skills assessment, job measure about the retirement projections, but also shadowing in a different department or facility, and to let employees know they have opportunities to conducting an interview to analyzing a budget. grow personally and professionally within the coopA major component of the program is a leadership erative as well. development project that will positively impact the “When employees start their career at Basin co-op’s employees, a process, or procedure. Working Electric, we don’t want them to feel stifled,” says in teams of three to five, each group identifies a topic Kristi Pfliger-Keller, learning and development adminand works on the project from scratch. The project istrator. “Maybe it’s not a leadership position they’re also is an opportunity for participants to leverage and interested in, but BE Leaders will help them learn apply the knowledge and skillsets from BE Leaders. about other areas in the cooperThe preliminary project conative, too.” cepts are proving to be creative The program is open to any and thoughtful. Proposed projMaybe it’s not a leaderBasin Electric employee interested ect topics include establishing a ship position they’re interestin personal and professional develformal job shadowing program, ed in, but BE Leaders will help opment. Up to 30 employees can developing a mentoring program, them learn about other areas in participate each year at Headquarand attracting younger students the cooperative, too. ters, Dakota Gasification Company to Basin Electric’s recruiting process at career fairs. (includes employees from AnteKristi Pfliger-Keller lope Valley Station, Lelands Olds BE Leaders impacts and Station, and TSM), and Wyoming touches so many more people (includes employees from Laramie than the 90 participants and River Station, Dry Fork Station, and TSM). opens up more doors outside of their core group, says The program’s curriculum covers topics like leadPammie Rapp, learning and development administrator. ership philosophy, communication skills, business “Participants are encouraged to talk to their superethics, conflict management, change management, visors about assignments, and they work with senior coaching and mentoring, and networking. It also covmanagers to find a sponsor for their projects. And, ers accounting, finance, budgeting, and interviewing. all their interactions have been positive,” she says. Participants at each location meet in-person quarOverall, Rapp and Pfliger-Keller, who both coorditerly and complete monthly individual assignments. nate the program, agree on one thing – the enthusiasm The assignments require approximately three for the program. “It’s contagious, and everyone is to seven hours of outside class time and range from talking about it.”
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Hearts, hope, and hair By Angela Magstadt
Each participant had his or her own reason for cancer. While the reasons are all a little different, they shaving or cutting their hair. There was a teenall share a common theme: they’re doing it for the kids. age sister who lopped off her lovely In its 10th year, the Brave the Shave long locks to support her brother campaign had 425 participants and raised who was recently diagnosed with more than $410,000 to support the more than stage 4 cancer. A mom who did Brave the Shave Family Fund, it so her head would match her which assists families in this daughter’s after she underregion dealing with a childhood raised went brain surgery the following cancer diagnosis, and to fund pediatweek. A mother honored the memory ric cancer research through the Andrew of her forever 5-year-old little boy who McDonough Be Positive (B+) Foundation. became an angel due to cancer. And hundreds more There were too many memorable moments to who just did it because they wanted more than anything include them all, but a picture is worth a thousand to ease the struggle of families who have a child with words. Here are a few of them.
$410,000
Honoree Chase Jones laughs at his grandpa’s new ‘do during the flagship event.
The Brookings Blizzard hockey team signed a shirt and “super kid cape” for Brookings honoree Kaylee Sykora and her brother, during the Brookings, SD, event held March 20. Several team members also shaved their heads during the event.
Honoree Haley Schallmo shows off her superhero cape at the flagship event.
MARCH - APRIL 2017 | 11
Basin Electric’s Jade Neumann shaved with her little brother, Brock, a classmate of honoree Dash Ohlsen, during the flagship event March 10.
Basin Electric’s Jennifer Holen participates in the superherothemed Brave the Shave Boot Camp with her sons, Beckham and Cruz. The boot camp was held March 5 at the Missouri Valley Family YMCA.
Jamey Backus, plant manager at Leland Olds Station, shaves his head during the Mercer County event, held March 9 at Dakota Gasification Company.
425
Participants
Kenzie (left) and Britton Blowers, daughter and son of Basin Electric’s Andrea Blowers, shaved during the main event March 10. Together they donated more than 26 inches of hair, which will be made into wigs.
Pastor Craig Schweitzer, left, was among 43 people on the team “Pansy’s Peeps,” led by Dr. Tim Pansegrau (right). Members of this year’s largest team all dyed their hair in bright colors and fun designs before going bald.
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Kids fighting cancer will now be able to climb up into a gold ambulance thanks to the generosity of the Garrison-Max Ambulance District and United Printing. http://bit.ly/BTSambulance
KEM Electric in Linton, ND, hosted a head-shaving event on March 10. Six employees, nearly half the co-op’s staff, went bald. They originally set their fundraising goal at $200, but blew that out of the water, raising more than $1,200 for kids with cancer.
Honoree Aspen Heisler dropped the puck at the Bismarck Bobcats’ Brave the Shave night March 18.
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find more stories and videos at bravetheshave.coop
Third grader Cheyanne Simon, daughter of Basin Electric’s Matthew Simon, shaved her head and donated 16 inches of hair to the organization, Children with Hair Loss.
Honoree Levi Gartner rubs his dad and firefighter Joe Gartner’s head at the Guns n’ Hoses event.
Jay Schulte, electrical engineer I, shaved and donated his hair at Mandan transmission system maintenance’s event on March 9. Schulte hadn’t cut his hair since 2014.
M E M B E R F OCUS There’s three classes of people in this world. There’s one class that makes things happen, second class that lets things happen, and the third class that don’t know anything that did happen. … These co-ops, they’ve got a lot of people on there that make things happen. Sam Mortenson, member of Moreau-Grand Electric Cooperative, from the ad campaign.
ELECTRICITY AND COOPERATIVES HOW IT BEGAN AND WHERE IT’S GOING By Andrea Blowers “Christmas Eve, December 1952, I’d have been about 15. They were looking for memberships to start the co-op. … Money was kind of hard to come by, but dad dug up the $15 and paid them. They made him out a certificate of membership and we went from there. Everything improved after that, even your town life. We have a good co-op.” George Anderson from Midland, SD, is referring to when his family’s farm got electricity. In today’s world, availability to electricity is expected. People don’t think much about it until they don’t have it. However, there are still co-op members like George who remember life before it, and, more importantly, how their lives and communities changed once the transmission lines reached their home. Capturing and sharing George’s story and the stories of so many others, is the first phase in a new ad campaign Basin Electric Class A member Rushmore Electric Power Cooperative in South Dakota is developing. The campaign is called Power to the People and it’s meant to roll out to Rushmore Electric’s members over the course of three to four years. “The objective is to provide that foundation of how it began; when and how our members saw the lights come on at their farms, homes, and businesses. Those are the ads we’re showing now,” says Todd Eliason, assistant general manager of Rushmore Electric. Rushmore worked with The HomeSlice Group in South Dakota to develop the campaign. Basin Electric 14 | BASIN TODAY
audio/visual staff provided assistance in shooting and editing the commercials. Brad “Murdoc” Jurgensen, general sales manager with HomeSlice, says in developing the campaign they were aiming to not only tell the rich history of cooperatives, but address that the world is changing, and so is the co-op. The additional phases of the campaign delve into the work co-ops have done for their members and communities and how they are working toward the future. “Our hope is that in the next few years, members will be more engaged, understand the true power of the co-op and all it does for its communities, and even see co-ops as the original leaders in the future of energy,” Jurgensen says. “We feel that co-op members were land and energy conservationists before it was federally mandated. It’s hard to find a group of people more proud of the land they live and work in.” Mike Chase, manager of marketing and member services with Black Hills Electric Cooperative, a distribution co-op of Rushmore Electric and a Class C member of Basin Electric, says he’s received a lot of positive responses to the first ad running in their area. “I’m anxious to see more. … Without ads like these, our younger members won’t get to hear what the world was like before electricity.” Eliason says as the campaign continues, “we hope it will show that we’re in a position to serve our next generation of co-op members.”
We’re on a mission to empower tomorrow’s leaders, and we need your help.
We are seeking volunteers to join us in guiding high school students on a journey of self-discovery and leadership development called the Empower Youth program. The program aims to nurture the leadership potential in high school students and ready them for the rest of their lives – lives based on the cooperative mindset of selflessness and a commitment to bettering the world around them. Volunteers can be co-op employees, co-op retirees, teachers, civic-minded citizens – anyone who’s interested in helping shape our future leaders.
Sound like it’s for you?
For more information or to volunteer, contact Kristie Ching, program director, at 605.542.7416 or kching@bepc.com.
F E AT URE SE RIES
A DAY IN THE LIFE OF … DIRECTOR
T ROY PRESSER By Chris Gessele
Presser and his new chocolate Labrador puppy, Snickers.
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When asked about his accomplishments of which he’s most proud, Troy Presser, who represents District 3 on Basin Electric’s board of directors, has a list: His wife, his children, his cattle, and his work to keep rural America’s lights on. Presser’s wife, Annette, works at Falkirk Mining Company. Troy is from Turtle Lake, ND, and Annette from nearby McClusky, ND. The couple met while trapshooting with her father. Her help on the couple’s registered Red Angus ranch near Turtle Lake plays a critical role in enabling Presser to attend several days of cooperative board meetings every month. Presser’s children, Tyler and Megan, both live near the ranch with their families and also play an integral role in keeping the ranch running. Their help with winter chores, spring calving, spring planting, and summer haying, has enabled Presser to attend every co-op board meeting to date. Presser tends a herd of registered Red Angus cattle, the bread and butter of the Presser ranch, along with about 20 sheep and two horses. The cattle account for the majority of Presser’s work duties – closely monitoring the herd during calving season, daily chores, sale catalogue work, corn-chopping, and haying. Regarding his cooperative board service, Presser enjoys being on the Basin Electric board, as well as member cooperatives McLean Electric Cooperative and Central Power Electric Cooperative – and takes the commitment he has made to serve the cooperatives’ members seriously. “I’ve always felt that I’ve made the commitment to do this – so unless I’m in the hospital or there’s another emergency, I’m going to go to the meeting,” Presser says. “There have been things that I’ve missed and things I didn’t do that maybe I should, but I did my responsibility that I said I was going to do.”
As a co-op director, Presser knows it’s not about that,” Presser says. “So if there’s one family that doesn’t him. The members’ best interests are on his mind with have to go through what we went through because of each board decision he makes. Brave the Shave, it was worth every penny.” “I think as a director, we are others-focused. If Presser acknowledged a steep learning curve we’re not, we’re probably not a very good director,” since joining the Basin Electric board. “There’s a lot Presser says. more irons in the fire at the Basin level than there is Presser has wasted no time making a positive everywhere else,” he says. Government regulations impact since being elected to the Basin Electric board continue to be a threat to the cooperative, but he feels in 2015. He suggested the creation of mother-to-be advancing technology will enable an all-of-the-above parking spots now located in the front of Basin Elecapproach that will keep coal, along with increasing tric’s Headquarters building in renewables, in the energyBismarck, ND. generation picture. “I didn’t feel the board In addition to serving the I’m not afraid to speak my needed all of the spots. So if cooperatives, Presser serves opinion. You can be timid and shy, you’re going to have a parking as township supervisor and but if it’s something dealing with spot up front, you should have has served on the local eleyour membership, you need to it for someone who can use vator board and North Dakota have the ability to step forward them,” Presser says. “They’re Red Angus Association board. because you’re speaking for more carrying our future, so if you In his downtime, Presser than yourself. can save them half the steps enjoys hunting, fishing, and Troy Presser across the parking lot or from trapshooting with his family. slipping, so be it.” As the cooperative naviHe has also raised several gates current and new challthousand dollars and shaved enges, Presser plans to continue his head twice as part of the Brave the Shave fundmaking positive impacts and serving as an advocate for raising campaign to fight childhood cancers, an effort the membership at all times. spearheaded by Basin Electric. “I’m not afraid to speak my opinion. You can be Presser’s Brave the Shave participation stems timid and shy, but if it’s something dealing with your from personal tragedy. In 2012, his 10-year-old daughmembership, you need to have the ability to step forter, Heather, died in a farm accident. ward because you’re speaking for more than yourself,” “Annette and I decided that having dealt with Presser says. ”If I was going to give a board member the loss of one of our children, we’d do anything we advice, I’d tell them don’t be afraid to speak for your could do to prevent someone else from going through membership.”
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EMPLOYEE-SOLDIER RECEIVES MILITARY LEADERSHIP RECOGNITION It’s always an honor to receive recognition, but Guard for 10 years, Johnson swapped his greens for it’s even more special when one’s peers are the selecfull-time civilian work when he joined Basin Electric tion committee. in November 2014. That rang true for Nathan Johnson, senior fleet In his part-time National Guard role, he is an and logistics administrator at Headquarters, and secexecutive officer of the 816th Military Police Company. ond lieutenant with the North Dakota National Guard. “We used to only have one military police comst Johnson recently received the 1 Lt. Timothy E. pany in North Dakota. This is the new one,” Johnson Price Leadership Award, which is given says. “I’ll play a big role to an officer after finishing the Military in standing up this unit, It’s nice to know I’m in a Police Officer Basic Leadership Course. and they’re kind of letplace where my employer supThe recipient is selected for demting me drive the train ports it, and having the support onstrating outstanding leadership with the new company. back here helps me have the opqualities and potential for future We have a long road portunities with the North Dakoleadership excellence. ahead of us.” “A couple of things makes Johnson spent fourta National Guard. this award special. First, I was and-a-half months at Nathan Johnson honored to be voted by my Fort Leonard Wood, MO, Nathan Johnson, senior fleet peers for this award,” Johnto attend Military Police and logistics administrator, with his wife, Christina, after son says. “And the soldier who Officer Basic Leadership receiving the 1st Lt. Timothy presented the award to me had Course and praises Basin E. Price Leadership Award. st known and served with 1 Lt. Price, whom the Electric and his co-workers for their support while award is named after.” he was away. st 1 Lt. Timothy Price, platoon leader of the “I know it’s not easy for co-workers to take care 127th Military Police Company, was fatally of work while I’m gone, but I appreciate the support wounded by a sniper in Baghdad in 2004. The they gave me,” Johnson says. U.S. Army Military Police School renamed Johnson also notes the overall support and st the leadership award after 1 Lt. Price, in benefits Basin Electric provides to its deployed remembrance of their fallen comrade. employee-soldiers, like supplementing military pay. Johnson says this leadership award During his 13 years of military service, Johnson has and the combat spurs given to his plamet many soldiers who haven’t been lucky in regard toon by the 3-71 Cavalry Regiment of to their employers supporting them. “It’s scary. In the back of a soldier’s mind, you the 10th Mountain Division out of Fort want to serve. But you have to have the support of Drum, NY, in honor of his platoon’s service are the two highest things your employer to do that,” Johnson says. “It’s nice to he holds dear to his heart. know I’m in a place where my employer supports it, Previously a full-time memand having the support back here helps me have the ber of the North Dakota National opportunities with the North Dakota National Guard.”
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Huntimer selected for National Farmers Union Women’s Conference Erin Huntimer, Basin Electric project coordinations representative, was one of three North Dakota women to receive a scholarship to attend the National Farmers Union (NFU) annual Women’s Conference, held in San Diego, CA. Huntimer and her family raise Black Angus, Longhorn, and Corrientes cattle in a cow-calf operation near Hannover, ND. She says neither she nor her husband were raised on a farm or ranch, but took the plunge and started building an operation in 2003, after buying their home in rural Oliver County, ND. “NFU’s Women’s Conference offers women of all ages the opportunity to come together to engage with a diverse group of women in agriculture from across the country, and take home invaluable experiences and lessons to improve their farm operations and communities,” said NFU President Roger Johnson. “All of agriculture, from family farms and ranches to agribusiness board rooms benefit when the views and ideas provided by women are included and emphasized.” The NFU Women’s Conference connected Huntimer with other women in agriculture, as well as providing a curriculum of business planning, succession planning, running for local office, communications, and innovative marketing. “I enjoyed the opportunity to focus on the agricultural segment of my life and meet new people,” Huntimer says. “I was delighted by the variety of backgrounds and experiences each woman brought to the table.” One of the many key takeaways Huntimer took from the conference was the importance of women lifting other each other up. “Women tend to underestimate their abilities,” she says. “Why is it important to encourage each other to lead? We make better decisions when everyone is at the table. Diversity wins.”
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New employees Karissa Smith, scheduling assistant, started work at Headquarters Jan. 8. The St. Michael, ND, native previously worked at United Tribes Technical College as a student accounts billing and collections specialist. Kim Schock, tour and communications assistant, started work Feb. 5 at the Great Plains Synfuels Plant. She served as the tour guide at the Synfuels Plant for two years before being hired permanently. Previously, she owned Kim’s Coffee Bean in Beulah, ND. Zach Wagner, laborer, started work at Antelope Valley Station Feb. 6. He has an associate degree in power plant technology and previously worked at the Heskett Station in Mandan, ND. Wanda Leier was hired Feb. 6 as an administrative assistant/receptionist at Antelope Valley Station. Before starting full-time, she served as a temporary tour guide/receptionist at the plant. Kati Laeger, laborer, started work at Antelope Valley Station Feb. 6. She has an associate degree in power plant technology from Bismarck (ND) State College. Kyle Little, laborer, started work at Antelope Valley Station Feb. 6. The Bismarck, ND, native has an associate degree in power plant technology from Bismarck (ND) State College.
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Reid Mundahl started work Feb. 6 as a laborer at Antelope Valley Station. He previously worked at Bismarck Aero Tech as a flightline technician and has an associate degree in process plant technology from Bismarck (ND) State College. Alexander Dauenhauer, laborer, was hired Feb. 6 at Antelope Valley Station. He previously worked at Great Plains Insulation as a foreman.
Brian Sorensen started work Feb. 6 as a laborer at Antelope Valley Station. The Hazen, ND, native has an associate degree in power plant technology from Bismarck (ND) State College and a bachelor’s degree in corporate fitness from Minot (ND) State University. He previously worked for The Brock Group. Sara Erhardt, buyer, joined Basin Electric April 3. She previously worked as a receptionist for Becker Plastic Surgery in Bismarck, ND, and as the Aftermarket Planning and Procurement manager for Bobcat Company in Bismarck, ND. Tyler Bosch was hired April 3 as construction coordinator II. The Bismarck, ND, native has a bachelor’s degree in construction management from North Dakota State University in Fargo, ND. Before joining Basin Electric, he worked at Barlett & West in Bismarck, ND, as the lead construction engineering technician.
Service awards
Retirees Editor’s note: Expanded retirement stories were written only for those who returned their questionnaire to Basin Today staff.
Don Boehm
Steve Johnson
Mark Ferebee
manager, multistate tax
senior vice president & CFO
assistant scrubber operation supervisor
35 years
Headquarters
35 years
Headquarters
30 years
Antelope Valley Station
Stacey Gall
Brenda Kraft
Michael Kraft
designer III
executive administrative assistant
senior compliance engineer
25 years
Headquarters
25 years
Headquarters
20 years
Headquarters
Mary Albrecht, shift supervisor at Leland Olds Station, retired March 6 after 40 years of service. Albrecht started in 1976 as a utilityman, followed by boiler attendant, auxiliary equipment operator, turbine electric operator, equipment attendant, turbine electric operator, and then control room operator. In 2012, she was promoted to shift supervisor, the position she held at retirement. Francis Brunsell, operations superintendent at Leland Olds, says Mary was very knowledgeable and knew the plant systems well. “She was a good operator and was able to pass on her knowledge to the new control room operators in training,” Brunsell says. “Mary also did a very good job in helping the startup process of the scrubber at Leland Olds.”
Electricity doesn’t just happen. Learn what it takes to bring power to your home in a behind-the-scenes tour at one of our North Dakota facilities. Tours are free, but appointments are required. For information or to schedule a tour, contact Erin Huntimer at 701.557.5625 or go to basinelectric.com.
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