August 19, 2016 UBJ

AUGUST 19, 2016 | VOL. 5 ISSUE 34

THE CAREERS ISSUE THE UBJ INTERNSHIP GUIDE UPSTATE EXPERTS ON CAREER TRENDS OVERTIME TROUBLES FOR BIZ OWNERS

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08.19.2016

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TOP-OF-MIND AND IN THE MIX THIS WEEK

| THE RUNDOWN | 3

VOLUME 5, ISSUE 35 Featured this issue: What you need to know about Wofford’s new stadium ............................................6 Lockheed getting T-50A ready for launch in Greenville.......................................8 Greenville searching for Airbnb regulatory solutions ...................................... 11

Brand-new BMWs roll off the line at the automaker’s Spartanburg County facility. The facility, which opened in 1994, has since become the sole global production site for vehicle models such as the X3 and X6 SUVs. It’s also become a center for education. Read more on page 15.

Photo by Will Crooks

WORTH REPEATING “We’ve been in Texas at a plant shutdown, interviewing technicians for our Upstate customers — that’s how much in demand they are.”

Page 18

“A lot of managers, especially fast-food places, they may work 55-60 hours a week, but they’re not making $47,476.”

Page 19

“If I’m a high-end engineer and I have four direct-hire job offers, I’m not going to take that contract job unless there’s a reason.”

Page 22

TBA

VERBATIM

On the Panthers Look for Lakewood Senior Living, a 62,000-squarefoot facility, to open in June 2017 near Highway 9 in Boiling Springs.

“We don’t want them to leave.”

Chris Jennings of the Spartanburg Convention and Visitors Bureau, which announced this week that the defending NFC champions’ training camp drew a record 135,371 fans – more than the combined camp attendance in 2014 and 2015 .

4 | UPFRONT |

UBJ

TOP-OF-MIND AND IN THE MIX THIS WEEK

PRINT IS DEAD, LONG LIVE PRINT

CHRIS HAIRE EDITOR

The digital-age demise of the print media has been greatly exaggerated CHRIS HAIRE | EDITOR

chaire@communityjournals.com To hear some say it, the glory days of newspapers are behind us. In fact, it’s something I’ve been hearing since I got my first full-time gig as a reporter in Clemson back in 1999.

Back then, the internet was just beginning to emerge as the force that it is today. Would-be media moguls were launching flashy online news magazines in an effort to challenge big players like Time and Newsweek, and future Fast Company cover story profiles were pushing out niche e-commerce sites with much-ballyhooed fanfare and IPO flare.

Meanwhile on the print side of media, there were the dreaded conglomerates, the lumbering media giants who gobbled up daily newspapers across the nation with little to no concern about the communities they served. They consumed and consumed and consumed.

Those were the circumstances during the dawn of digital media age in which the one thing that gave newspapers and magazine their value — information — was now free. It had been taken away. Or so that’s what everyone thought at the time.

Flash forward to 2016. Many of the major players in the print media world have never quite recovered from the rise of the internet. Some folded or simply slipped away into the ether, while others, in particular daily newspapers, slashed staff, cut budgets and eliminated pages and pages of content. In-depth, local reporting disappeared, and generic wire copy on whatever celebrity was the tabloid fixture of the day took its place.

But some print publications have not only survived, they have prospered, especially those you might call mom-and-pop operations.

Take for instance the Charleston City Paper, the alternative newspaper I called home for the past nine years. One of the key reasons why the City Paper has succeeded while others have failed — including many in the alt-weekly world — is because of a hyperlocal focus, a focus shared by the paper’s owners who called the Holy City home and who hoped to make Charleston a better place to live. Rarely did we write about anything that took place outside of city limits. Heck, you might even say that we operated under the belief that the much-celebrated Lowcountry city was the only one that mattered in the entire world. Of course, a huge portion of Charlestonians shared this sentiment, so we were lucky in that respect.

Coupled with that Charleston-centric approach, we transformed our paper from a once-a-week publication to an online-first organization that regularly beat the daily paper and the TV outlets with breaking news.

It wasn’t easy making that transition, but we did it. In part, it was because of our dedicated team, and in part it was because we were a small and nimble news organization, one that wasn’t hobbled by a burdensome bureaucracy and an adherence to bad habits. Our efforts paid off in dividends, as the City Paper earned a reputation as one of the country’s top alt-weeklies and a go-to news source in the Lowcountry as well as the entire state.

As for the paper’s online ad revenue, it increased dramatically. By the time I left the City Paper, it didn’t quite pay the bills, but it was pulling in its fair share. Business is good in Charleston.

Today, I’ve taken the editorial helm of the Greenville Journal, the Upstate Business Journal and GVLToday. I couldn’t be happier.

Greenville’s my hometown, and I was itching to return. More importantly, the Community Journals family was not just on my radar, they were my preferred destination.

I’d seen this mom-and-pop organization grow over the years, adding Upstate Business Journal and TOWN, the latter of which is just swanky. But in sitting down with Mark and Ryan Johnston, what impressed me the most was their desire to press forward, to expand the reach, influence and importance of their products. They see that despite all the naysayers out there, despite the doom and gloom that has infected the industry since the dotcom days, newspapers, both in print and online, can thrive under the right leadership, with the right approach and in service of a readership that expects the best from them every single day, whether they’re a daily or weekly. And to accomplish that, they’ve reinvested in the Community Journals’ entire team.

They’ll be some changes in the coming weeks.

You’ll begin to notice that we’ll be adopting an online-first approach to reporting, and we’ll be expanding our coverage of the food and beverage world, retail and arts and culture. There’ll be more changes down the line, of course, but why spoil all the fun right now?

And so without further ado, I’d like to introduce the latest additions to the Community Journals family. I’m proud to work with each and every one of them. And together we will continue to be your top source for Upstate news.

TREVOR ANDERSON SENIOR BUSINESS WRITER

WILL CROOKS VISUAL DIRECTOR

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LENA LEGARE GRAPHIC DESIGNER

INFORMATION YOU WANT TO KNOW

MARY WILLSON MULTIMEDIA PRODUCER

CAROLINE HAFER MULTIMEDIA JOURNALIST

ANDREW MOORE MULTIMEDIA JOURNALIST

ABBY MOORE KEITH EDITORIAL ASSISTANT

DAVID DYKES SENIOR BUSINESS WRITER

EMILY PIETRAS ASSOCIATE EDITOR

BO LESLIE GRAPHIC DESIGNER

| UPFRONT | 5

6 | ATHLETICS |

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08.19.2016

Wofford College offers media sneak peek of Jerry Richardson Indoor Stadium State-of-the-art facility set to open Sept. 1, 2017 TREVOR ANDERSON | STAFF

tanderson@communityjournals.com Last Tuesday, Wofford College gave local media a tour of its new Jerry Richardson Indoor Stadium currently under construction at the north end of campus beside Gibbs Stadium.

A metal fence surrounds the site, separating it from the festivities of the Carolina Panthers summer training camp. Steel beams and concrete, walls, walkways and seating areas — the bones of the 123,000-square-foot arena — have already been set in place.

But college officials said the facility is much more than just another gymnasium. Richard Johnson, Wofford’s athletic director, said it represents a “once-in-a-lifetime” opportunity for the college to build a sporting complex that will be “viable for the next 100 years.”

Here are five things to know about the multimillion-dollar project:

1. The stadium will be multifunctional.

The focal point of the stadium is a 3,400-seat basketball arena. There is also a 500-seat volleyball court.

Wofford said the facility would replace the Benjamin Johnson Arena and serve as the home for its men’s and women’s basketball teams and volleyball. It will have multiple locker rooms for home and visiting teams. Women’s lacrosse will also have locker rooms in the stadium.

The college said the facility would be able to seat 4,500 people for nonathletic functions, such as commencements and concerts.

2. The stadium’s design is inspired by other top-flight collegiate basketball arenas around the country.

Johnson said the facility would be on par with other great arenas, including Payne Whitney Gymnasium at Yale, Reynolds Coliseum at N.C. State and Hinkle Field House at Butler.

He said he believes fans will be stunned when they walk into the lobby of the new arena and see the new ticketing counter and team store.

Fans will be able to access the seating concourses on the second floor from the lobby with two large staircases, an escalator that changes directions and an elevator for handicapped fans.

Young said everything from the seating layout to the amenities have been planned to maximize the enjoyment for fans.

Other features include a video board and ribbon boards, as well as designated areas for students, fans and donors. Four open-air suites also are planned.

3. The stadium will be outfitted with the latest technology.

The arena will have a media center and server room. Monitors and other technologies placed throughout the building will allow coaches to review game footage and help players refine their techniques and tactics.

A state-of-the-art training room, coaches’ offices and team meeting rooms will be included.

Sutera Suteraisisaasemi-underground semi-undergroundwaste waste and and recycling recyclingcollection collectionsystem systemthat thatisisaa clean, clean, safeand andeconomically-friendly economically-friendlyalternative alternative safe totraditional traditionaldumpsters dumpsters to

Architectural rendering of Jerry Richardson Indoor Stadium

“It will be very functional for teaching,” Johnson said.

4. The indoor stadium is one of two facilities that Panthers owner and 1959 Wofford alumnus Jerry Richardson gifted funding for in 2014.

On Oct. 21, 2014, Wofford hosted a ceremony at Leonard Auditorium where Richardson pledged funds to build the Rosalind S. Richardson Center for the Arts to house academic programs in theater arts, visual arts and art history.

The gift was a surprise gesture honoring Richardson’s wife, Rosalind Richardson, who was by his side at the ceremony.

Less than one month later, on Nov. 17, 2014, Wofford announced Richardson’s gift to fund the indoor stadium to further energize the college’s strategic vision.

“I was so fortunate to have built so many great friendships while I was a student at Wofford, and those friendships have led directly to the success I have enjoyed,” Richardson said in a statement. “Without Wofford’s influ-

See more pictures of the construction in progress at upstatebusinessjournal.com. ence on my life, I would not have been able to achieve everything I have. It is important to me to give back to my alma mater for all that it and the relationships I built here have given to me and my family.”

5. The facility will open next year.

Josh Young, project superintendent for Robins & Morton, the general contractor for the stadium project, said the target opening date for the arena is Sept. 1, 2017.

Young said construction is on schedule and has had a minimal impact on other functions on campus, including Panthers training camp.

He said at the peak of construction, about 140 workers will be on the site.

Young said the project is expected to create about 700 construction jobs.

About 40 percent of the subcontractors Robins & Morton plan to use are from Greenville and Spartanburg, he said.

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8 | MANUFACTURING |

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08.19.2016

Lockheed Martin completes hangar renovations for T-50A production ANDREW MOORE | STAFF

amoore@communityjournals.com Greenville is one step closer to hearing the roar of a fighter jet in the air.

On Tuesday, aerospace and defense company Lockheed Martin celebrated the opening of its remodeled Hangar 11 at its Greenville Operation Centers at the South Carolina Technology and Aviation Center (SCTAC). The company spent three months retrofitting the 38,000-square-foot hangar for the production of the T-50A – a trainer jet that could garner Lockheed Martin a contract with the U.S. Air Force for its Advanced Pilot Training program.

The hangar, which was constructed in 1958 and later used for modification and repairs to aircraft such as the P-3 Orion and C-130 Hercules, features a new roof, anti-reflection floor paint and energy-efficient high-intensity lighting, as well as a

roll-up door sized to fit the T-50A as it exits the production line. It also features upgraded offices on the north side.

“Our site and facility are ready to perform … we are ready now,” said Don Erickson, site director for Lockheed Martin’s Greenville Operations Center at SCTAC. The Air Force announced last year that it wants 350 new jets to replace the Northrop T-38 Talon jet trainers, which, according to Northrop Grumman, were produced from 1961 to 1972. The Air Force uses the T-38 aircraft for undergraduate pilot training.

The chosen aircraft will train pilots for the F-22 and F-35 Lighting II. The contract is valued up to $11 billion.

Shortly after, Lockheed Martin announced that it would offer a modified version of the FA-50 Golden Eagle, a supersonic jet fighter

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developed by Lockheed Martin and Korean Aerospace Industries in the 1990s, instead of a new design.

“The clean-sheet design just wasn’t better than what we had. We would have to figure out how to build it and then produce a prototype, as well as validate the design,” Erickson said.

The upgraded aircraft is retrofitted with an aerial refueling receptacle on its dorsal, a ground-based training system, a fifth-generation cockpit similar to the F-35 Lightning II and open

system architecture, which allows for faster integration of new sensors and weapons.

Lockheed Martin and Korea Aerospace Industries completed the test-flight of the first T-50A in Sacheon, South Korea, in June. The test found that the aircraft has a maximum speed of 1,020 mph at 30,000 feet and a range of 1,150 miles. In August, the companies completed the test flight of the second T-50A, signaling that the company is ready to begin preproduction.

The company will begin the preproduction process at the Greenville Operations Center once it receives the aircraft’s major components later this summer. Parts such as the wings, fuselage and tail are being assembled and shipped from South Korea. Two aircraft will be sent to SCTAC. Teams will then continually assemble and disassemble the aircraft to perfect the production process. The company will then test flight the aircraft, which is expected to happen sometime in November, according to communications manager Leslie Farmer.

Lockheed Martin plans to produce four aircraft a month if awarded the contract. It would create 200 jobs at the Greenville Operations Center,

which now employs 600 people.

Those employees would stem from Lockheed Martin’s current employee pool or the aviation-training program at Greenville Technical College, according to Erickson.

However, Lockheed Martin isn’t the only aerospace giant competing for the Air Force contract.

The Boeing Co. and Saab partnered to produce a clean-sheet design. However, no details have been provided.

And Northrop Grumman partnered with BAE Systems to produce a clean-sheet design, which resembles the company’s T-38 Talon.

Textron AirLand planned to submit its Scorpion jet trainer but ditched it for a new design in February that resembles Lockheed Martin’s T-50A. Raytheon, Finmeccanica and CAE plan to offer its T-100, an Italian-made jet.

“Lockheed Martin has an advantage, because an existing design saves money. And you’re better off not having to design and validate it,” said Jeff McKaughan, a senior aerospace analyst at Teal Group, an aerospace consultancy firm in Fairfax, Va. In December, the Air Force expects to release a request for proposals, and the competing companies will go through a selection process, including a demonstration. The Air Force expects to choose its winner by at least 2018. Initial operational capability is projected for 2024.

For more information, visit lockheedmartin.com/us/products/ t50A.html.

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10 | ECONOMIC DEVELOPMENT |

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08.19.2016

Corporate Center business park adding two new buildings TREVOR ANDERSON | STAFF

tanderson@communityjournals.com The Spartanburg County business park Corporate Center will soon expand.

Site plans filed with the county show the center plans to build two facilities — a 59,000-square-foot building and a 55,500-square-foot building — on more than 16 acres at the north end of the park.

Pete Weisman, owner and architect of Corporate Center, said the buildings are in addition to a 52,000-square-foot “flexible” facility recently completed across the street at 151 Corporate Drive.

“We’re very excited about it,” said Weisman, a former New York City architect, who acquired the site in 1989.

“We started with 54,000 square feet and now we have 500,0000. The market [in Spartanburg County] has been very good. It’s a great place to do business.”

The two new structures will bring the total number of buildings on the property to 11.

Weisman said the Corporate Center houses about 20 foreign and domestic

companies that range in size from small to large. Hundreds of employees report to work at the park each day.

The business park encompasses about 160 acres on the north side of Business I-85 and another 80 undeveloped acres on the south side. Weisman said he still has room for four more flexible buildings on the north side of the park. By "flexible," Weisman means the space can be tailored to suit the needs of any tenant, whether for office, research and development, assembly or warehouse operations.

According to the center’s website, space is available from 1,000 square feet all the way up to more than 50,000. The buildings feature wide column spacing, high ceilings with the ability to add mezzanines, loading docks, energy efficient insulation and sprinkler systems, and they can be designed for a variety of floor plans.

Weisman said PecTec Corp., a supplier of top-quality semi-finished and finished metal products for the automotive industry, will move from its current

space at 130 Corporate Drive into the larger 52,000-square-foot building at 151 Corporate Drive.

“We like to do 3,000 square feet to 50,000,” Weisman said. “That’s a good market for us. It has been said that companies with 25 employees or less create 85 percent of new jobs. It’s been a joy to watch companies start small here and then continue to grow over time.”

Spartanburg County Councilman David Britt praised Corporate Center and Weisman for playing a “vital role” in the county’s economic development and recruitment efforts. Britt pointed to the success of companies like Sterling

CPI that started out small at the center and were able to expand to larger facilities.

“Corporate Center serves a great purpose,” Britt said.

“Companies who don’t need that much room can find a good landing space at the center. And then when they are ready to expand, they can grow there or in other parts of the county. It not only is attractive for smaller companies, but it’s also great for companies that want to see how they’re going to do in the market.”

Britt said the county is “fortunate” to have good partnerships with local developers, such as Weisman, George Dean Johnson Jr., John Montgomery and others.

“Pete is typical of the new Spartanburg,” he said. “He is not from here, but he has made Spartanburg home … Now he is helping us grow.”

For more information, visit corporatecenteri85.com.

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| HOSPITALITY / ECONOMIC DEVELOPMENT | 11

City of Greenville reviewing Airbnb policy DAVID DYKES | STAFF

ddykes@communityjournals.com The Greenville Board of Zoning Appeals was scheduled last Thursday to take up the issue of short-term housing rentals, but the agenda item was removed at the request of the city’s zoning administrator, Bryan Wood. According to Wood, the city attorney determined the zoning administrator didn’t have the authority to request an appeals review because a review would have to be part of an actual appeal. Currently, no cases are being appealed.

Complaints about short-term rentals have prompted the city to review the city code to see how those operations should be regulated.

Greenville officials are looking at home-sharing websites to determine if short-term rentals comply with current zoning restrictions, Wood said. “It’s become more popular and, in some cases, it’s become disruptive

to the neighborhoods,” he said.

The city, Wood said, is “just trying to get a handle on it early, rather than trying to deal with it later.”

Airbnb, VRBO.com and other sites where people advertise short-term rentals for their homes are part of a growing trend that supporters say is innovative. Wood, however, says that under the city code’s household living and visitor accommodations provisions, home-sharing services fall under either a bed and breakfast or a hotel or motel zoning classification. As such, short-term rentals must follow the same rules as those traditional businesses.

“I’ve already made a decision, an interpretation,” Wood said, referring to how provisions of the city code should apply to home-sharing services.

“What we were wanting to do,” Wood said, “is to have the Board of Zoning Appeals essentially, hopefully, agree with that decision so that

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when we issue violation notices and have to provide an opportunity for appeal, we can let people know that the board already has sanctioned this interpretation.”

The issue of how to handle the growing popularity of home-sharing services has been debated in other locations, such as tourist-heavy Charleston, where officials are ex-

amining the economic and social ramifications of shortterm rentals.

The city allows short-term rentals in commercially zoned sections of the Cannonborough-Elliotborough neighborhood, and despite restrictions elsewhere in the city, hundreds of properties are listed online, The Post and Courier reported.

Those listings prompted a series of lawsuits last fall and earlier this year, accusing more than 100 property owners of illegally offering short-term rentals, court records show, according to the newspaper.

“Right now, I don’t know that we really truly understand the effect of short-term rentals on the city,” Jacob Lindsey, Charleston’s planning director, told the newspaper. “We need to be able to understand that before we set policy.”

Morley customer service center to bring 270 jobs DAVID DYKES | STAFF

ddykes@communityjournals.com Morley, a customer service company headquartered in Saginaw, Mich., is launching a new customer contact center in Greenville County, the Greenville Area Development Corporation and company officials said last week.

The new 25,000-square-foot facility at 400 Brookfield Parkway in Mauldin will lead to $1.7 million of new investment in Greenville and Mauldin and create more than 270 jobs, officials said. Morley is expected to begin hiring for the new positions immediately.

Morley serves several Fortune 500 companies who have outsourced their business process, including their customer service contact centers. According to the company’s postings at morleyjob.com, Morley is seeking applicants in Greenville for its Roadside Services team, helping stranded vehicle owners.

The S.C. Coordinating Council for

Economic Development has approved job development credits related to this project, according to the S.C. Department of Commerce.

"Morley is excited to join the Upstate community by opening our new customer contact center in Greenville County,” said Morley President and CEO Paul Furlo. “We are overwhelmed by the gracious welcome that we have received from this vibrant community and look forward to actively supporting our shared prosperity."

“With a diverse and vibrant business community, Greenville continues to be a strong business choice, and we welcome Morley as our newest corporate citizen," said Greenville County Council Chairman Bob Taylor.

Those interested in employment should visit the company's career page at www.morleyjob.com.

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08.19.2016

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| ECONOMIC DEVELOPMENT | 13

Brose announces $6M investment in new Spartanburg facility TREVOR ANDERSON | STAFF

tanderson@communityjournals.com Spartanburg Community College’s Center for Business and Entrepreneurial Development received another major vote of confidence last week. Automotive supplier Brose North America Inc. announced it would invest $6 million to bring a new 77,000-square-foot manufacturing facility to Spartanburg County and create at least 60 new jobs.

Headquartered in Coburg, Germany, Brose, which specializes in the integration of mechanics, electrics and electronics, said it would produce door systems and on-demand cooling air supply control systems in Spartanburg County.

Brose’s project manager, Michael Morgenroth, unveiled his company’s plan at the end of a ribbon-cutting ceremony for a 22,000-square-foot addition at the center, which is housed within SCC’s Tyger River Campus off Highway 290 near Duncan.

Joining Morgenroth were S.C. Secretary of Commerce Bobby Hitt, local leaders and college officials to celebrate the center’s contribution to economic development since its inception in 2006.

Morgenroth provided the icing on the cake, stating that the company will utilize the center as “a soft landing pad” to house operations while its space at 1171 Howell Road in the Hillside Enterprise Park is under construction.

State Rep. Mike Forrester, R-Spartanburg, and director of economic development for SCC said the company’s fourth production operation in North America would likely remain at the center until January.

“The Center for Business and Entrepreneurial Development is something that makes it worry free and easy for companies [to start up operations in Spartanburg County],” Morgenroth said. “I’ve not seen anything like it in Canada or Mexico.

It’s very unique even in the U.S.” The center sits on 50 acres of what was once part of the corporate headquarters for One Price Clothing Stores Inc. It includes several large warehouses and modern office space near the front of the building that features classrooms, computer labs,

conference rooms and other workspaces. In total, 61 new and existing enterprises have utilized the 363,000-square-foot center to launch, expand or relocate their manufacturing, distribution and office operations in the county.

Spartanburg County Council Chairman Jeff Horton said the center has generated 20,000 jobs, $1.3 billion in annual wage earnings and more than $69 million in annual tax revenue in South Carolina since it opened.

Hitt, who was a former executive at BMW Manufacturing Co., recalled the economic turmoil that gripped Spartanburg County before BMW announced its decision to build its first plant outside of Germany near Greer in 1992. Tens of thousands of textile jobs had vanished, Hitt said.

State and local leaders were hoping and praying for a miracle. BMW’s plant, which opened in 1994, was a game-changer for the county and state.

“I feel like I’ve had a front row seat in seeing this state change. We are a great state,” Hitt said. “We should celebrate anytime we have a success anywhere in this state.”

In the years following that announcement, county leaders joined with SCC officials and other organizations to develop resources, such as the center, to continue to support economic development.

“I know any time I can call these guys and they will get something done,” Hitt added. The SCC Center for Business and Entrepreneurial Development has four main functions, including providing soft landing space for foreign and domestic companies looking to expand or relocate, providing incubation space for new businesses, supporting workforce development and supporting special projects.

Officials touted the center’s flexibility and said it is a model that other communities hope to replicate.

Toray, Kobelco, A.I. Industries and BMW Manufacturing Co. are just a few of the companies who have utilized the center to grow their operations, train employees and test or store new processes and equipment.

“If you have a job, you have hope

Local leaders and college officials cut the ribbon for an addition to Spartanburg Community College’s Center for Business and Entrepreneurial Development.

At the end of the ceremony, Brose North America Inc. announced it would invest $6 million to bring a new 77,000-square-foot manufacturing facility to Spartanburg County and create at least 60 new jobs. and opportunity,” said Spartanburg County Councilman David Britt.

The company has begun hiring for

new positions. Applicants are encouraged to visit Brose’s career page at brose.com/en/Career.

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THE CAREERS ISSUE

UBJ

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THE CAREERS ISSUE Searching for a new job can be thrilling.

It can be time-consuming. It can be terrifying. It can be that one thing that gives you hope when you’re stuck in a dead-end, no-good, um, job. And nothing is quite as satisfying as when you land that dream job and embark on an exciting new career. For our Careers Issue, we’ve taken a look at internships and the role they play in helping college grads land that first big gig, debated the pros and cons of full-time employees and contract workers, examined the benefits of hiring experienced and inexperienced workers, discussed how federal law will affect overtime pay and looked at current trends. Read on and get a leg up on the competition.

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GET A JOB

Internships, co-op programs become vital as job competition increases ANDREW MOORE | STAFF

amoore@communityjournals.com Despite the fact that economic growth is lagging, businesses are hiring at a healthy pace.

In fact, 67 percent of 2,186 employers plan to hire recent college graduates this year, according to a Harris Poll survey for CareerBuilder.com. And more than a third of those employers plan to pay more than they did last year. The increasingly competitive job market is causing more and more students to apply for internships and co-op programs. “Students and their families are recognizing the competitive edge these experiential education opportunities provide students in the job market,” said Troy Nunamaker, chief solutions officer at Clemson University’s Center for Career and Professional Development. “Internships provide a great opportunity for students to make connections with professionals in their field.”

More than 90 percent of employers cite prior experience as a major factor in the hiring process, according to the National Association of Colleges and Employers. Also, 72.6 percent of former interns from more than 200 companies, including Fluor Corp., received

job offers in 2016.

Companies throughout the Upstate are using internships and co-op programs to recruit talent.

Greenville-based accounting firm Elliott Davis Decosimo hires between 80 to 90 percent of its interns, according to senior recruiter Kirby Mills. And tire manufacturer Michelin has hired 23 former interns this year, according to recruitment manager Cori Burnette.

“The goal of our program is to develop a pipeline of qualified and engaged students to consider for permanent hire. Based on [their] performance and our business needs, we’ll consider these students as a primary source of talent,” Burnette said.

Internships and co-op programs also benefit students.

Graduates that participate in these programs earn about 6 percent more than other graduates, according to the National Association of Colleges and Employers.

Students can also earn a stipend or hourly wage during their internship or co-op experience.

Financial interns at Northwestern Mutual can earn up to $8,000 in commissions, according to development director Mandee Armfield. And interns at Greenville advertising agency Erwin Penland earn about

APPLY HERE BMW – SPARTANBURG Profile: German-based automobile manufacturer BMW announced in 1992 that it would open a production facility in Spartanburg County. The facility, which opened in 1994, has since become the sole global production site for vehicle models such as the X3 and X6 SUVs. It’s also become a center for education. The company started its Students Programs department a few years after opening. That program includes the Cooperative Education Program and Domestic Internship Program. Since then, recruiting teams have visited colleges throughout the country to find fresh talent and even opened an online portal for college students to apply for opportunities within the facility. In-

ternship and cooperative opportunities are available in engineering, manufacturing support, quality management, logistics, procurement, information technology, human resources, communications and finance and controlling.

Where is it? 1400 Highway 101 South, Greer, SC 29651 When is it? Both programs are held on a continuing basis and last the length of a semester. Fall programs begin in mid-August and end in mid-December. Spring programs begin in mid-January and end in mid-May. Summer programs begin in mid-May and end in early August.

How do I apply? Interested students should apply at bmwusfactory.com/ student-programs. The deadline for spring and summer programs is

$10 an hour, according to human resources manager Matt Owings.

Students can also earn course credit through internships and co-ops, which can be coordinated between employers and universities. Co-op programs actually allow students to work for an employer for multiple semesters, earning course credit, hourly wages and experience.

Internships and co-ops also help students adapt to the company, which ultimately boosts their viability as a job candidate upon graduation, according to Florida International University.

“Students that have interned are frequently better suited to showcase the competencies that employers want to see, including adaptability, analytical skills, technology, communication, collaboration, leadership, self-awareness, integrity and brand awareness,” Nunamaker said.

The Upstate region has a unique combination of businesses that range from international to regional industries. In fact, there are more than 200 internship opportunities in the region, according to Furman University.

THE UBJ INTERNSHIP GUIDE October. The deadline for fall programs is March.

Are there any requirements?

Yes, interested students must possess a minimum cumulative GPA of 3.0, have full-time status at an accredited four-year college in the U.S., be pursuing a Bachelor of Science or graduate degree, have completed three semesters towards that degree by the start of the work term, able to complete three rotations for co-op positions, have at least one remaining term in school after the completion of the co-op or internship, be enrolled in a college with co-op or career services office, complete a pre-placement physical and substance abuse test and be a U.S. citizen.

How competitive is it? BMW receives more than 1,000 applications per year

between the two programs. The company only places about 300 students in Spartanburg per year. And about 70 percent of those participants are out-of-state students.

What does an intern or co-op do?

Interns and co-ops help with projects within various departments such as engineering, manufacturing support, quality management, logistics and more. Co-ops typically complete larger projects with increasing responsibilities as they gain experience.

Co-ops usually lead their own projects by their final rotation.

Is it paid? Interns earn between $11 and $18 per an hour, and co-ops earn between $15 and $21. Participants can also receive course credit, corporate housing or housing assistance, vacation and paid holidays.

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THE UBJ INTERNSHIP GUIDE Does it lead to a job? About 65 percent of former co-ops or interns have become full-time members of the entry-level management evelopment program.

Source: Eddy Bailey, operational lead for internships at BMW.

GREENVILLE HEALTH SYSTEM Profile: Greenville Health System (GHS) was established with the opening of an 84-bed hospital in 1912.

The health system has since grown into a network of seven hospital campuses located throughout the county, offering services that range from urology to oncology. Throughout the years, many healthcare providers have abandoned shadowing or internship programs due to patient privacy and other legal concerns. However, GHS has maintained a strong internship program to address a shortage of about 3.5 million healthcare professionals that is expected to happen in the next decade, according to the Labor Department. GHS offers internship opportunities at multiple locations and in various departments that range from business health administration to pathology.

Where is it? Location varies depending on assigned department. All campus locations can be found at ghs. org/locations.

When is it? Internships are held on a rolling basis. Programs can last up to two months with interns working up to 40 hours per week.

How do I apply? GHS accepts online applications on a rolling basis at university.ghs.org/internship-announcements.

Are there any requirements? GHS internships are only open to students enrolled as part-time or full-time undergraduate or graduate students.

There is no minimum GPA requirement, but the average GPA of the 2016 intern pool is 3.59. Also, many departments have a preferred degree program and class level. In fact, more than 60 percent of the 2016 intern pool was a junior or senior level student. But the MedEx Academy is available to rising high school seniors

that maintain at least a 2.75 GPA and rank in the top third of their class.

How competitive is it? GHS receives more than 1,000 applications yearly but only accepts about 600 interns.

What does an intern do? It depends on the internship type. A student participating in the cardiac rehab specific internship will learn how to accurately measure resting and exercise blood pressures, attach telemetry monitors and safely demonstrate exercise equipment as well as complete a project overseen by a mentor. But a student participating in the pathology internship will spend their time in the morgue observing autopsies and possibly learning dissection.

Is it paid? GHS offers a stipend for about 25 percent of its internships.

Students can earn course credit through some programs.

Does it lead to a job? No. Source: Bradley Hobbs, director of pre-professional educational programs.

DUKE ENERGY Profile: Electric power holding company Duke Energy owns more than 50,000 megawatts of power in the U.S. that is distributed to more than 7.2 million customers. The Charlotte-based company produces most of its power for the Carolinas from its nuclear power plants, which have also acted as educational outreach centers since the company began its Power Careers Program in 2003.

The program, which was started to address a shortage of energy-related jobs, has helped train more than 100 students in power plant operations, which can range from instrumentation and control engineering to maintenance and electrical operations.

Where is it? Location varies depending on a student’s school. All plant locations can be found at duke-energy. com/power-plants/nuclear.asp.

When is it? The program is held on a continuing basis. Students can work up to 20 hours per week for 11 weeks during each semester and 40 hours per week in the summer months.

How do I apply? A school faculty member must nominate students.

Are there any requirements? Yes, interested students must be a high school graduate and at least 18 years old. Students also need a 3.0 GPA or higher and must be enrolled in a specialized two-year associate degree program relevant to a career in power plant operations.

What does an intern do? Students will rotate through multiple positions at their assigned location. Rotations usually occur every six months.

Is it paid? Students can earn a $650 scholarship each semester if a 3.0 grade point average is maintained and on-the-job evaluations are good.

Course credit is also available.

Does it lead to a job? About 113 of 150 graduates have gained full-time employment.

Source: duke-energy.com

ELLIOTT DAVIS DECOSIMO Profile: Elliott Davis Decosimo is one of the largest accounting firms in the Southeast. The Greenville-based firm not only provides tax and audit services but also provides education.

The firm started its ENVISION internship program in 2013 to train students for real tax and audit engagements with clients. The seven-week program has increased from 39 interns to 92 interns since it started and was recently ranked as the second best accounting internship program behind California-based firm Frank, Rimmerman and Co. Where is it? 200 E. Broad St., Greenville, SC 29601 When is it? The program is held on a continuing basis, but most internship opportunities happen from January to March or June through the end of July. Interns work 40 hours per week.

How do I apply? Interested students should send an email to Mandy Osborne at mandy.osborne@elliotdavis.com that includes their resume along with information about location and interest (tax or audit). Applications are accepted on a rolling basis.

Are there any requirements? The internship requires students to be enrolled in an accounting program, be at least a rising junior or senior, have a good balance of academics and leadership experience and maintain a 3.25 GPA or higher.

How competitive is it? Elliott Davis Decosimo receives more than 400 applications yearly. The Greenville office only accepted 21 interns this year.

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What does an intern do? Interns work with real tax and audit clients, complete an internship project, contribute to the community and participate in leadership development activities.

Is it paid? Interns earn between $15 and $24 per an hour.

Does it lead to a job? Elliott Davis Decosimo hires about 80 to 90 percent of its interns annually.

Source: Kirby Mills, senior recruit at Elliott Davis Decosimo.

ERWIN PENLAND Profile: Advertising agency Erwin Penland launched in Greenville in 1986. The agency has since expanded with an office space in New York, creating more than 1,000 jobs between the two locations. The company has also garnered an impressive roster of clients, which includes Verizon Wireless, Denny’s, Scan Source and more.

That roster has offered the perfect learning opportunity for college students interested in advertising. Erwin Penland started its internship program in the 1990s and has treated students as “junior members of the team” by placing them in strategy and planning roles as well as account management and human resources, according to human resources manager Matt Owings. Students are guaranteed to be thrown into the mix and will more than likely find themselves pitching a marketing strategy to a big-name company.

Where is it? 125 E. Broad St., Suite 300, Greenville, SC 29601 When is it? The internship begins in June and ends in early August.

How do I apply? An internship application site will be online at erwinpenland.com in December. Applications are accepted through late February.

Are there any requirements? The program is designed for juniors and seniors pursuing careers in advertising. However, the program welcomes those interested in account management, graphic design and copywriting as well as tech fields such as UI design and development. Erwin Penland examines campus involvement, past internships, community involvement and personal pursuits.

How competitive is it? The agency receives about 400 applications per year, but only places between 12 to 15 interns. This year, the agency accepted eight interns at the Greenville office.

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Michelin North America hosts a career fair at its Greenville headquarters.

What does an intern do? Students are assigned to different disciplines within the agency that range from strategy and planning to account management. Interns help the team with real client strategies, participate in meetings and give presentations.

Interns also collaborate to create an advertising strategy or campaign for one of the agency’s clients.

Is it paid? Interns are paid $10 per an hour.

Does it lead to a job? Erwin Penland has hired about 300 interns since the program started.

Source: Matt Owings, human resources manager at Erwin Penland.

MICHELIN Profile: French tire manufacturer Michelin relocated its North American headquarters from New York to Greenville in 1985. Today, the company operates about 10 facilities in South Carolina and has employed about 9,500 people. It has also maintained an ever-expanding and highly competitive internship and co-op program that has brought students from more than 40 universities across the U.S. to Greenville. The company restructured its programs in 2014 to establish a central curriculum. Before, many individual sites operated their own internship and co-op programs. Internship opportunities are now available in various departments, which include manufacturing, marketing and sales, design and project engineering and more.

Where is it? 1 Parkway South, Greenville, SC 29601 When is it? The program happens in the fall, spring and summer. Intern-

ships typically last about 12 to 13 weeks.

The co-op program requires students to commit to three rotations, alternating semesters between work and school.

Co-op rotations last about 15 to 17 weeks.

How do I apply? Applications for all 2017 internship and co-op opportunities can be submitted at obs.michelinman.com beginning in Sept. 2016.

There is no deadline, but most offers happen in late fall and all positions will be filled by April 2017.

Are there any requirements? The programs require students to be enrolled as a full-time student, have a 3.0 cumulative GPA, be at least 18 years old and have a permanent legal right to work in the U.S. How competitive is it? Michelin received about 3,000 applications last year. However, only 125 applicants received an internship or co-op position. About 60 percent of those positions were located at the Greenville headquarters.

What does an intern or co-op do?

Interns and co-ops have different responsibilities depending on their assigned departments. But there are general activities that all students participate in, including a three-day networking event in Greenville where students learn about the company and meet fellow interns and employees.

Then students are assigned a mentor from their assigned department. Students are also responsible for projects within their department and present those projects to employees at the end of their rotation. Interns and co-ops also volunteer at several community outreach events throughout Greenville County.

Is it paid? It depends on experience and department. Interns earn about $20 per an hour and co-ops can earn about $23 per an hour. Course credit is available.

Does it lead to a job? Michelin hired 23 of its 125 interns and co-op students last year.

Source: Cori Burnette, manager of campus recruiting for Michelin North America

NORTHWESTERN MUTUAL Profile: Northwestern Mutual provides various financial planning services that range from life insurance to wealth income protection. The firm, which has more than 330 offices across the country, started its Financial Representative Internship Program in 1967.

The program, which was ranked as No. 1 in financial services in 2016 by theVault.com, selects about 3,000 students annually, according to internship program director Michael Van Grinsven. The program allows interns to sell health and life insurance products to real clients, but it’s not done alone.

Northwestern Mutual’s hands-on learning experience requires interns to partner with financial representatives who provide guidance along the way.

The Greenville office has more than 30 financial advisors available for mentoring. The local office often recruits finance, business and marketing majors from Furman University, Wofford College, Clemson University, Anderson University and other local institutions.

Where is it? 501 East McBee Ave., Greenville, SC 29601 When is it? This program happens

in the fall, spring and summer months.

Internships range from a couple of months to a year depending on intern success.

How do I apply? Applications are accepted on a rolling basis. Interested students can apply at bit.ly/nm-internships.

Are there any requirements? The program is typically open to junior and senior students interested in financial planning. Students must be full-time students. The firm accepts business majors (finance management, etc.) and other majors such as education and social sciences.

How competitive is it? The Greenville office receives about 300 applications per year but only accepts between 12 to 15 interns annually.

What does an intern do? Interns run their own financial-advising practice.

As financial representatives, interns meet with clients to find out their needs and goals, make suggestions for the appropriate insurance and investment products and provide ongoing client service after the sale.

Is it paid? Interns earn commissions.

An intern earns about $7,000 on average. But there isn’t a cap on commission, so interns can make as much money as they can earn, according to Mandee Armfield, development director.

Does it lead to a job? Northwestern Mutual offers full-time positions to about 33 percent of its interns annually.

Source: Michaeal Van Grinsven, internship program director for Northwestern Mutual.

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STEAM ENGINes

Plenty of technology, manufacturing jobs available for those with the right skills MELINDA YOUNG | CONTRIBUTOR

myoung@communityjournals.com

This might be the perfect time to have science, technology and engineering skills. Upstate manufacturers and other companies are looking for people with the right combination of skills and experience from both near and as far away as Texas.

With unemployment hovering at 5 percent — meaning that almost everyone who wants a job has one — it’s the right market for skilled professionals who want to improve their career track.

“The good news about the jobs market is the Upstate of South Carolina has a lot to be excited about,” says Ed Parris, president of Phillips Staffing. “Hardly a day goes by that we don’t see an economic development announcement of a new industry moving to South Carolina, and unemployment has dropped to one of the lowest levels in over a decade.”

The flip side is there’s an immense challenge that threatens the state’s momentum and economic development prosperity, Parris says. “We must improve the availability and readiness of a workforce to remain competitive in today’s global marketplace.”

Companies struggle to find qualified employees as a technical skills gap widens. The problem is that American, and Upstate, manufacturing and technology companies are growing and changing faster than the educational system is evolving.

WANTED: SKILLED HOURLY WORKERS South Carolina and Greenville are refocusing curriculum and programs to emphasis science, technology, engineering, arts and mathematics (STEAM) programs, including Apprenticeship Carolina and Greenville Technical College’s new Center for Manufacturing Innovation (CMI), which will open this fall.

The goal for CMI is to train a future workforce in advanced manufacturing through hands-on work in industrial automation, robotics, project management, engineering design and other technical skills. CMI will teach people the specific skills they need to fill the Upstate’s manufacturing and industrial workforce talent gaps, says Julie Godshall Brown, president of Godshall Professional Recruiting and Staffing.

“There’s a collaboration between industry and community partners to ensure we are providing the technical training that’s needed,” Godshall says.

There are plenty of job applicants for local entry-level manufacturing jobs and for most engineering and operations manager positions, but the job market is very tight for skilled hourly workers, says Nat Banks,

director of sales and marketing for Human Technologies Inc. (HTI).

“Maintenance technicians, quality techs, machinists, skilled welders — those are the most difficult experience to find here right now,” Banks says. “We’ve been in Texas at a plant shutdown, interviewing technicians for our Upstate customers — that’s how much in demand they are.”

South Carolina manufacturing groups even are speaking with middle school students to let them know that there are Greenville Tech’s Center for Manufacturing Innovation, skilled, hourly, technical jobs that are clean opening this fall, aims to train a future workforce in advanced and pay very well for the right workers who manufacturing. have completed a two-year technical degree, he says.

Parris says.Technology jobs will continue to have “You can start right out of school in the $18 to $24 competitive salaries well into the future, says Megan dollars per hour range and many of these jobs in three Coleman, recruiter with Find Great People (FGP) years will pay $75,000-plus,” Banks says.

International.

Parris recalls seeing a CEO quote about how fourOPPORTUNITIES FOR LANGUAGE year degree graduates of liberal arts programs have AND HOSPITALITY SKILLS trouble landing jobs, and when they are hired their The Upstate’s job market presents an especially salaries tend to start at less than $40,000 a year. bright picture for current skilled job seekers, Coleman “Meanwhile, we can’t fill technical jobs, many of which notes. “In general, we’ve seen a steady increase in start at $55,000 a year.” human resources, customer service positions within NO MORE DIRTY FLOORS the manufacturing industry, as well as project support One obstacle is that parents of high schoolers think positions within the construction and building indusof manufacturing floors as having poor air quality tries,” she says. “Typically, candidates that move to and physically demanding work, although that image the Upstate only spend a few weeks on the job market is decades out of step. before finding a position.”

“We haven’t done a very good job in the past with Companies seeking local professionals also are the image of manufacturing,” Parris says. “People still looking for unusual skills, such as fluency in Mandathink of manufacturing as physical, dirty, labor-inrin and other bilingual skills, Godshall says. “We have tensive jobs, and that’s not the reality of today’s a strong international community in Greenville with manufacturing.” approximately 500 international firms, representing Industrial manufacturers in this new age use ma32 countries in our 10-county region.” chines to do the heavy labor. The high-tech manuAn example of this international influence is the facturing floor is more like a theme park for vacationnewly opened European-American Chamber of ing robots than reminiscent of the factory assembly Commerce Carolinas, which chose Greenville for its line of Henry Ford. base.

“I recommend students and parents get out and The new chamber office will cover South Carolina tour some of the local manufacturing facilities,” Banks and North Carolina, supporting international firms says. “They’re clean technical jobs — not a die-cast that are making investments in the region, Godshall operation.” says.

If a kid likes playing with Legos and building remote Besides an increased demand for leadership and control cars, then maybe he or she would be happier technical skills, the Upstate’s job market has a demand learning engineering and technical skills that lead to for health care and service sector jobs, including a tech job instead of studying humanities. Upstate restaurant work. “I was chatting with a waiter who students can see technical jobs on display at the worked at a restaurant that closed, and he said every Clemson University International Center for Autoemployee in the restaurant found employment within motive Research (CU-ICAR). “Students at CU-ICAR 24 hours,” Godshall says. “Hospitality is very strong.” are doing things like designing cars for the future,”

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prime time

Overtime rule could pressure businesses to make hard choices DAVID DYKES | STAFF

ddykes@communityjournals.com A new rule on overtime pay, which federal officials say should benefit millions of American workers, will pose challenges for business, especially smaller firms, a Greenville labor law attorney said.

“This is going to have a huge impact on business,” Charles C. McDonald III, an attorney with Ogletree, Deakins, Nash, Smoak & Stewart, P.C., said last week.

The regulation, which takes effect Dec. 1, would double to $913 a week from the $455 threshold under which salaried workers must be paid overtime.

In terms of annual pay, the threshold rises to $47,476 from $23,660.

The National Retail Federation said about one-tenth of salaried employees

newly eligible for overtime will probably receive raises high enough to lift them above the $47,476 threshold. They will make more money, but won't qualify for overtime pay.

Managers paid more than the threshold are ineligible because they fall under the so-called white-collar exemption that excludes supervisors and professionals from overtime.

The Obama administration believes the long-awaited update is expected to significantly boost many workers’ pay and go a long way toward realizing the president’s commitment to ensuring every worker is compensated fairly for his or her work.

Administration officials said it would automatically extend overtime pay protections to more than 4 million workers within the first year of implementation.

Business groups argue that the rule will raise compliance costs and paperwork because companies will have to track workers' hours more meticulously. They also contend that many small businesses can't afford either to raise managers' salaries above the new threshold or pay them overtime.

The Labor Department’s final rule focuses primarily on updating salary and compensation levels needed for executive, administrative and professional workers to be exempt.

Hourly workers already are entitled to overtime pay.

Additionally, the rule amends the salary-basis test to allow employers to use nondiscretionary bonuses and incentive payments, including commissions, to satisfy up to 10 percent of the new standard salary level.

The rule also establishes a mechanism

for automatically updating the salary and compensation levels every three years to ensure they continue to provide useful and effective tests for exemption.

Some owners will decide that it makes sense to give staffers whose pay is close to the $47,476 threshold a raise rather than face an uncertain overtime bill going forward, McDonald said.

The restaurant industry “is going to take a big hit,” he said, speaking to the Simpsonville Area Chamber of Commerce’s monthly member luncheon.

“They’re going to have to really figure out how to structure their business, because a lot of managers, especially fast-food places, they may work 55–60 hours a week, but they’re not making $47,476.”

Most employees are entitled to overtime pay under the Fair Labor PRIME TIME continued on PAGE 20

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PRIME TIME continued from PAGE 19

Standards Act, according to HRhero. com, which provides legal information, training and compliance tools on state and federal employment law.

Those employees are considered nonexempt. Employers must pay them one-and-a-half times their regular rate when they work more than 40 hours in a week.

The FLSA contains dozens of exemptions under which specific categories of employers and employees aren’t subject to overtime requirements.

The primary advantages of classifying employees as exempt are that businesses don’t have to track their hours or pay them overtime, no matter how many hours they work.

“Anytime there’s change, it takes a while sometimes to adapt,” McDonald said. “You need to make sure your managers or supervisors are making sure that if you reclassify people, those people are keeping track of their time.

Because otherwise, we’re not complying with the law.”

The Associated Press contributed.

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the hiring game

Pay for experience or invest in the future?

By JEFF HERMAN Equity partner, Wagner Wealth Management

If you want to learn more about the hiring process, you can literally find millions of articles on the internet just by tapping in some key words in Google (or, if you prefer, Bing) and hitting enter.

So why read what I have to say? In my 25 years in the financial services industry, I have literally been part of the hiring process for hundreds of employees. Yet, like most people reading this piece, I have no real qualifications in human resources.

Even with no HR background, I had to weigh in numerous times on the fates of industry veterans, fresh-out-ofcollege recruits, foreign nationals and more. In many cases, I was the person

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who had to make the final call on who got hired. In other cases, I was the person in charge of creating that job description. It is a decision a lot of people in the Upstate also have to make almost every day.

make sure the person you want to hire has the skills that fit the open position.

A company may think it is filling a financial advisor position, but the reality is they may need someone with strong customer service skills after doing their

Which way do you go? Do you pay more for experience? Do you invest in the future by hiring someone fresh out of college?

The true answer is it could be both.

The hiring and on boarding of employees is a hot topic that often comes up when clients and friends talk about the biggest challenge of their jobs. It is a struggle especially in the professional world where a rise in recent college graduates and experienced people needing to change careers because of downsizing, coupled with people wanting to stay in the Upstate, creates an overflow of candidates.

So which way do you go? Do you pay more for experience? Do you invest in the future by hiring someone fresh out of college? The true answer is it could be both based upon the situation.

Yes, salary and benefits are two things that must be considered when hiring a new employee, but they should not be the only factors. It really is a cop-out to say everything is a judgement call, so here are some “rule of thumb” thoughts to share that I have learned through the hiring process.

Hire for attitude and teach aptitude: Take a very critical look at your on boarding and training process. If your company has a robust program to integrate new staff, then you have a real opportunity to hire someone new to the workforce or possibly with no experience in your industry. We all love the idea of hiring a new person and watching them grow into their position and take on new responsibilities.

Don’t try to find the unicorn: The job description is your best friend. By creating a detailed list of what the job entails, you can have a firm guide to

homework. This takes time especially in a small business because, as the employer, the onus falls to you to figure out what the job really entails. However, it increases your chances of finding the right person.

Preserve your culture: This may be one of the more difficult areas when hiring a new employee, especially for a small business. If you have built a strong team culture, then obviously hiring a “lone wolf” would not be an optimal decision. Secondarily, we use a test called the “likability factor.”

Would you and the other team members be happy spending personal time with the new employee? If you are able to hire someone and immerse him or her into your culture, then you have a huge advantage in keeping the office drama free. One last point to consider: What does this job mean to the applicant? This is very important when hiring someone experienced. Is he or she thinking, “I want to help grow the business,” or “This is the way we have done it in the past”? The answer to that question will help you make the best decision possible.

Remember that hiring is one of the most important things your company can do and that you as the business owner can make. If companies hired employees based on previous experience, then almost no one would ever get a new job or even a first job. If companies only hired people with no experience, then almost no one would ever try to become more skilled.

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22 | COVER |

UBJ

THE CAREERS ISSUE

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08.19.2016

CHIEFS OF STAFFING

Full-time vs. contract work — our experts discuss the pros and cons MELINDA YOUNG | CONTRIBUTOR

myoung@communityjournals.com

jobs versus hiring workers for temporary, contract jobs?

UBJ wanted to know: What’s

Ed Parris: There’s definitely an

the supply and demand like in the Upstate for professional and skilled labor positions? We got answers from Nat Banks, director of sales and marketing for Human Technologies Inc.; Julie Godshall Brown, president of Godshall Professional Recruiting and Staffing; Megan Coleman, recruiter with Find Great People; and Ed Parris, president of Phillips Staffing.

UBJ: What are you seeing in the Upstate’s job market with regards to recruiting professionals and skilled workers for full-time, permanent

increased demand for recruiting professionals and skilled workers for permanent and full-time jobs.

However, 95 percent of Fortune 100 companies also have contract, temporary jobs as part of their hiring model because it gives them the flexibility to deal with the cycles of product development. Many industries have cyclical businesses, so it’s very important to maintain that balance between your full-time workers and your contract workers.

There’s no question that with technical skills jobs there’s a lack of skilled machinists, welders, electri-

cians, maintenance workers and quality technicians. There’s definitely a need for technically skilled people.

Julie Godshall Brown: In terms of

Ed Parris, president of Phillips Staffing

the market for direct-hire positions and temporary, it’s fairly well balanced right now. Temporary employment really is not a stand-alone. It’s the way a lot of people obtain fulltime employment. The trend is that contingent employment is on the rise. What I mean by that is organizations recognize that there are many skills that are needed on a project basis, but may not be needed over the long haul. There are experts in a variety of fields who have chosen the career path of going into an organi-

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08.19.2016

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THE CAREERS ISSUE

| COVER | 23

strong.

Nat Banks: What we’re seeing in the

Julie Godshall Brown, president of Godshall Recruiting and Staffing zation, offering their skills on a project basis, picking up new skills everywhere they go, and then moving on to the next project.

This is a career choice for many people. However, I don’t look at conditional, temporary employment as a separate bucket from permanent hire. It’s where many people find full-time employment. There are many temporary skills available.

There are opportunities for individuals with technical talent to work on a project basis. However, very often,

marketplace, and we work primarily with manufacturers, is that because production is up, we’re seeing more people interested in hiring full-time and direct hire. When the economy is soft, manufacturers are more interested in bringing in professional contractors for short-term or project-type work because it lowers their long-time commitment. Right now, the leverage belongs to the employee.

Because there are so many full-time, direct hire positions available, they don’t have to do contract jobs and can be very choosy in regards to contract work.

If I’m a high-end engineer and I have four direct-hire job offers, I’m not going to take that contract job

Megan Coleman, recruiter with Find Great People unless there’s a reason, unless it really pays beyond market value. There are some professionals who prefer contract work and prefer project work, and in this market they can demand high dollar. With a good economy, manufacturers are not hesitant to hire people on full-time.

Megan Coleman: Overall we’re Nat Banks, director of sales and marketing for Human Technologies Inc. temporary or contract employment leads to a full-time position. So it’s a method that many companies use to hire full-time talent. In the current market, both direct hire and contract/ temporary employment are very

seeing a strong mix of permanent full time jobs and contract opportunities.

Because the unemployment rate is so low in South Carolina, it can be a challenge to find qualified candidates that are out of work and are willing to take on a contract role for a significant length of time. Candidates that are new to the area are more apt to work in contract roles while getting acquainted to the Upstate.

The TOO Valuable Employee Most companies have at least one. The employee who drives the team crazy by complaining and adding drama to the workplace, yet their work is so valuable that everyone puts up with it. They push boundaries and often lack proper respect of peers and managers, yet everyone deals with it because the employee is a tremendous producer. Can an employee be TOO valuable?

• Do you ever excuse bad behavior by saying, “Oh, that’s just John, he can be like that”?

• Do you ever tiptoe around an employee so you don’t make her mad?

• Do other employees recognize that one employee gets preferential treatment?

• Have you ever adjusted a job description to fit one person instead of hiring a person to fit the job description?

• Do you ever feel trapped because one employee in your organization has the most knowledge and you worry what will happen if he quits, goes on vacation, or gets sick?

In business, you need many valuable employees but you never want any one person to be too valuable. Life happens and people go on vacation, get sick, or decide to look at new opportunities. Business can’t be compromised because one person is out.

Yet, at one time or another, most companies are guilty of having an employee who is too valuable. The salesperson who brings in the biggest deals yet treats the team with disrespect. The operations guru who is mean to co-workers but can handle complex client issues. The employees who have deep institutional knowledge of your company or strategic client relationship, but poor team cooperation.

An employee who is treated differently or who has become too valuable can demoralize the rest of the team. Plus, as the business owner, you feel trapped. Steps must be taken in order to change the dynamic.

• Continually cross-train. In small business, this is vital, but often overlooked due to time and resources. Team members must be crosstrained to cover any absences and keep business operating properly.

• Document bad behavior and meet with the employee to provide productive feedback. The employee may not know how their behavior is effecting the team. Sometimes people need to be reminded of the rules of the workplace. Don’t wait until an annual review, feedback should be clear and frequent.

• Monitor employee morale. If one employee causes too much trouble, other employees may become disgruntled or worse, may quit.

Don’t let one bad apple spoil the bunch.

• If necessary, be prepared to make the difficult decision to terminate the relationship. Hopefully, good communication and proper management can turn the situation around, but always be prepared for the worst and shore up any business shortcomings ahead of time.

Everyone on your business team should provide value every day, but beware when you allow one employee to become too valuable. Plan strategically to avoid this happening and remember that the value of your organization is in the whole team, not just the individual players.

Lee Yarborough President

669 N. Academy St. Greenville, SC 29601 propelHR.com Info@propelHR.com 800–446–6567

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UBJ

MOVERS, SHAKERS AND DISRUP TORS SHAPING OUR FUTURE

|

08.19.2016

Dancing, dusting, droids

By BLAINE CHILDRESS Science Fellow, Sealed Air Corp.

Vice President, InnoVision

Science and technology are constant interests of mine. So, I have always been fascinated by robots.

Face it: Robots are cool, they are constantly in the news — and they are becoming increasingly important to the economy, worldwide and here in the Upstate.

The Japanese seem to have embraced robots as part of their culture. Nagasaki’s robotic Henn-na Hotel provides a choice of robots at the front desk to greet you and guide you through retinal scanning check-in. A large robot is nearby to store baggage, while porter robots stand by to help trolley luggage to your room. Learn more: bit.ly/henn-na

Honda has famously advanced robotic functionality to mimic full human motion. Honda Asimo entertains and amazes with dance, climbing and hand dexterity. Other Japanese robots can perform synchronized katas — detailed choreographed patterns of movements. Video: bit.ly/asimo-dancing and bit. ly/robot-katas NASA has designed robonauts like Valkyrie and R2 (Robonaut2) that can perform human-like activities on the space station, and are being retooled to accompany living passengers on a very long trip to Mars. Learn more: robonaut.jsc.nasa.gov/R2 Futurist Elon Musk (Tesla, SpaceX) founded the nonprofit artificial intelligence company Open AI in 2015 to develop language-skilled robots to take care of housework like vacuuming or to chat about more complex tasks. Sealed Air Corp. recently added Intellibot Robotics to their Taski line to provide automated floor cleaning of large building spaces.

See more: intellibotrobotics.com/products Amazon: This e-commerce giant often makes news with talk of a PrimeAir delivery drone, a future flying machine aimed at 5-pound package delivery within a 10-mile radius. But, today and now, Amazon is using more than 30,000 Kiva warehouse robots to locate, lift and deliver racks of multiple items right to their packaging line human partners. The process permits about 50 percent more warehouse storage, and markedly reduces order fulfilment times. The mobile workers are so well coordinated they seem to square dance along warehouse “highways,” without collisions at crossings. The technology has been so successful that Amazon paid $772 million for Kiva in 2012 and renamed it Amazon Robotics. You really should watch one of the videos; it is truly a synchronized marvel.

It is almost a certainty that the Spartanburg fulfilment center includes platoons of these autonomous vehicles doing the heavy lifting and enabling growth. Video: bit.ly/kiva-robots and bit.ly/amazon-robots BMW: If you wonder how Greer could produce more than 450,000 world-class cars per year with about 8,000 employees, you should guess by now: robots. Robots are highly integrated into automotive assembly lines. Robots lift, position, weld and paint. They are the work partners of human employees, enhancing output, improving precision and removing humans from dangerous tasks.

Stäubli: I recently visited the Stäubli facility in Duncan, S.C. Stäubli has integrated robots into about every industrial task imaginable and at about every scale. They utilize a modular approach to automation that includes quick connect arms and wrists that are independently exchanged for each unique task at docking stations. As expected, Stäubli robots grasp, rotate and weld large heavy objects. But, they also provide articulated robots that can delicately grasp tiny circuit boards and precisely pick and place them in tiny housings at blinding

speeds, or perform high-precision tasks in cleanroom environments.

Stäubli robots serve many important roles in South Carolina, in companies like BMW suppliers Borg Warner, Bosch, Schaeffler and Dreaexlmaier. Their mechatronic skills have produced machines that work on objects ranging in scale from transmissions to medical syringes. They do about everything but deal cards (but I’m sure they could).

Robots are reshaping and redefining almost every aspect of our world. They entertain, they enable and they inspire. Robots already help surgeons. It may not be very long before Uber uses autonomous taxis to provide greater mobility to the blind or elderly, or before you see electric cars the size of picnic boxes wheeling down our sidewalks to deliver packages to our doors. Video: bit.ly/sidewalk-drone Robots represent important technology and must not be ignored. They are our future work partners.

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UBJ

REAL ESTATE DEALS AND DEVELOPMENTS ACROSS THE REGION

TREVOR ANDERSON | STAFF

|

08.19.2016

tanderson@communityjournals.com

Wells Fargo associates raise wall of Habitat home A broad smile crept across Tekesha Baker’s face as Habitat for Humanity of Spartanburg volunteers lifted one of the walls of her new home into place last week.

The working mother of two moved to the city a few months ago from Tallahassee, Fla. She hopes the house at 207 Bon Air Ave. will give her a safe, stable place to raise her son, Jacqurius, 14, and daughter, Tyreyonna, 12.

“We are very excited,” Baker said.

“It’s a good feeling. I just want to say thank you to everyone. Words can’t really express how much this means to us.”

The home will be the 12th house built by Habitat Spartanburg in the community across from Spartanburg Medical Center since the nonprofit faith-based organization began focusing on the area three years ago.

San Francisco-based Wells Fargo provided $70,000 for the Bakers’ home, and associates from the bank’s branches in Spartanburg will give some

of their time to help complete the project.

Wells Fargo has supported Habitat Spartanburg in the past, including the gift of a foreclosed home near the city’s South Converse neighborhood in March 2013 that the organization renovated for another local mother and her two children. But this is the first build solely sponsored by Wells Fargo in Spartanburg.

“It’s always a wonderful experience to be [on site] the day construction begins,” said Camille Bethea, board member of Habitat Spartanburg. “Our goal is to provide hardworking, well-deserving families access to decent housing. We’d like to express our thanks to Wells Fargo for their support.”

Bethea said Habitat began work in the “Spartanburg Regional community,” referring to the hospital, in 2013.

The organization first acquired nine lots that included dilapidated and condemned homes. It has since added

three more lots to its portfolio, including a property across from the Bakers’ home, the site for a build later this month sponsored by Spartanburg-based Denny’s Corp.

Ethan Burroughs, SpartanVolunteers from Habitat for Humanity raise a wall for a burg market presi- new house in Spartanburg. dent for Wells Fargo, said the will attend McCracken Middle School. bank has given more than $281 million They said they are excited to move into to charities across the country last year, their new home. including $3.8 million to nonprofits “It will be a pretty great Christmas in South Carolina. “Wells Fargo has if we are [in the home] by then,” been a longtime partner of Habitat,” Tekesha said.

Burroughs said. “I love to see the finSince its inception in 1987, Habitat ished home, but this is also very special Spartanburg has provided homes for … We want to help our customers 115 families in the county. succeed financially.”

For more information, visit Jacqurius will start school at Sparhabitatspartanburg.com. tanburg High this year, while his sister

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08.19.2016

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upstatebusinessjournal.com

DAVID DYKES | STAFF

ddykes@communityjournals.com

Renovation in store for former Hollingsworth building A Piedmont-based company has purchased a former Hollingsworth on Wheels industrial building, which is being renovated into a warehouse distribution and light-manufacturing facility.

Warehouse Services Inc., which is privately held, purchased the 511,000-square-foot building at 3309 Laurens Road in Greenville.

The building is on 50 acres near Interstate 85. Renovation is expected to be complete in the third quarter.

Avison Young will be the leasing agent for the redevelopment project. “This is a market-appropriate redevelopment in the heart of the Greenville industrial I-85 submarket,� said Perry Major, senior vice president in Avison Young’s Char-

lotte office, who represented the buyer.

Major renovations will include a new roof and approximately 20 new dock doors.

Warehouse Services manages more than 15 million square feet throughout North America and has 2,000 employees providing services to clients from various industries, including plastics, automotive, corrugated packaging, building materials, pharmaceutical, consumer goods, industrial equipment, chemicals and food.

Avison Young, a commercial real estate services firm, is headquartered in Toronto.

28 | SQUARE FEET |

REAL ESTATE DEALS AND DEVELOPMENTS ACROSS THE REGION

TREVOR ANDERSON | STAFF

CAPTURING STORIES IN MOTION IS VITALLY IMPORTANT.

ipsok i n eti c .com

UBJ

|

08.19.2016

tanderson@communityjournals.com

Valley Falls Apartments to house 288 USC Upstate students TREVOR ANDERSON | STAFF

tanderson@communityjournals.com A new suite-style apartment community under construction near the University of South Carolina Upstate’s main campus in Spartanburg aims to provide housing for 288 college students.

Valley Falls Apartments will be situated on a 10-acre lot at the intersection of Tenosha Drive and Valley Falls Road across from the college.

According to site plans filed with the county, the development will feature seven buildings, including six apartment buildings and a clubhouse that will sit beside Smith Cantrell Lake.

“I’m very excited about this project,” said Scott Brunet, manager of Higher Learning Housing LLC, the developer. “I have experience in building apartments near college campuses all over … I think [Valley Falls Apartments] will be a very nice set up. It should be pretty cool.”

Brunet said each apartment building would be three stories and have 12 units, or four suites per floor.

The suites will include four bedrooms and four bathrooms, which means each resident will have their own bathroom.

Units will be equipped with washers and dryers, microwaves, flat screen TVs and other furnishings, Brunet

said. Rent will be $500 per resident each month, and that cost includes utilities, such as water, power and wireless Internet.

He said the first three apartment buildings, or 36 units, will be available to rent in May 2017. The final three buildings will be completed in August of next year.

The clubhouse will have a recreation area that features a pool, sand volleyball court, boat dock and other amenities.

Tammy Whaley, assistant vice chancellor for university communications, said USC Upstate is able to house 1,000 students on its campus.

But, with a student population of 6,000, the college relies on independent housing to provide students with opportunities to live near campus, she said.

In 2008, Florida-based Campus Suites LLC opened a nearly 500bedroom apartment community, now called Campus Evolution Villages, off Valley Falls Road between USC Upstate and Interstate 85. Whaley said that development has been very popular with students and believes Valley Falls Apartments could have a similar response.

“It’s so close to campus,” Whaley said. “We think this is a wonderful opportunity for our students.”

Brunet said leasing details would be made available at a later date.

08.19.2016

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upstatebusinessjournal.com

NOTES FROM THE BEST TALKS YOU MISSED

| THE TAKEAWAY | 29

EU deputy ambassador: Brexit shouldn’t affect trade relationships between US and Europe

By MOLLY GUNSON Smoak Public Relations Event: European American Chamber of Commerce – Carolinas, organization launch Speakers: Deputy Ambassador Caroline Vicini, deputy head of the delegation of the European Union to the United States Topic: Brexit, Transatlantic Trade and Investment Partnership (TTIP) and the Carolinas

The

European

American

Chamber of Commerce-Carolinas (EACC-C) hosted a reception to announce the organization’s launch featuring remarks by Deputy Ambassador Caroline Vicini, the deputy head of the delegation of the European Union to the United States. Madam Deputy Ambassador Vicini is the second-in-command of the Delegation of the European Union to the United States, overseeing the daily management of the delegation and stepping in when the ambassador is absent.

Why the EACC, why Greenville and why now?

Victoria Kirby, the executive director of the EACC-C, introduced Deputy Ambassador Vicini and briefly touched on the mission and vision of the EACC as well as the reasoning behind bringing the organization’s Carolinas headquarters to Greenville.

The EU has made significant investments in the U.S., specifically here in the Carolinas, and the EACC-C will work to continue building on those relationships. Greenville was selected ahead of other cities such as Charlotte, N.C., or Raleigh, N.C., because “it is a progressive, growing city with a business climate that was a perfect match for a branch of the EACC,” explained Kirby.

The EACC-C will work collaboratively with other local organizations including the Greenville Area Development Corporation, the Greenville Chamber of Commerce and the Upstate Alliance to work as a facilitator to grow relationships with European companies to stimulate economic development and job creation

EACC-C board of directors with Deputy Ambassador Vicini (second row,far left) in both North and South Carolina.

A momentous time for Europe and the world Deputy Ambassador Vicini opened by acknowledging the challenges presented by current events like the refugee crisis, acts of terrorism and Brexit. “While others may have written off the EU, we have exhibited resilience and demonstrated resolve in these times,” noted Vicini. After a fourth consecutive year of moderate recovery and growth, the EU is moving forward and putting a painful chapter behind itself.

Moving forward after Brexit While the full scope of the implications of Brexit is still unknown, Vicini says, “The EU is not a fair-weather project. The integrity and resolve of the EU remains strong.” The U.K. has made it clear that they desire a close relationship with the EU, and the other 27 member states agree with this. Until the U.K. issues their formal intention to leave the EU, they will continue acting as a full member, abiding by the laws and policies of the EU. After the formal intention is issued, there will be a period of time TAKEAWAY continued on PAGE 30

Anything Butt Competition BBQ Cook-Off

30 | THE TAKEAWAY |

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NOTES FROM THE BEST TALKS YOU MISSED

|

08.19.2016

TAKEAWAY continued from PAGE 30

dedicated to negotiating the U.K.’s exit and future relationship between the EU and U.K.

TTIP and the Upstate “The EU and U.S. rely on our interdependence as two of the world’s strongest economies,” explained Deputy Ambassador Vicini. She continued on by citing that the EU is committed to transatlantic trade, and a high standard trade agreement like the Transatlantic Trade and Investment Partnership (TTIP) can affect the entire world if negotiated correctly. As South Carolina’s largest export market, a favorable trade agreement with Europe has the potential to significantly increase foreign trade investment, foreign exports and job creation across the Carolinas. Vicini believes the enormous opportunities presented by reduced barriers to trade and investment would be favorable to parties on both sides of the Atlantic.

“The EU and U.S. will remain friends of first resort,” Vicini said in closing. “We will tackle global issues together.”

Deputy Ambassador Vicini addressing the crowd

The European American Chamber of Commerce Carolinas is an independent membership organization dedicated to stimulating business and networking relations between Europe and the Carolinas region (North and South Carolina). EACC – Carolinas provides educational offerings, business seminars and other events to promote relationship building and information sharing among business, government and economic development/trade organizations. EACC – Carolinas is business-led, but works in partnership with government and nonprofit entities. The EACC network offers members transatlantic relations and business opportunities, trade and investment opportunities and business insights and thought leadership.

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08.19.2016

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Open for business 1

Presented by

1. Founders Federal Credit Union recently opened a new location at 1650 John B. White Sr. Blvd., Spartanburg. For more information, visit foundersfcu.com.

Photo provided

2

Conversations with Upstate Professionals

2. The Kindred Spirits recently opened at 155 N. Spring St., Spartanburg. The boutique offers handmade jewelry, art and home goods, among others. For more information, visit thekindredspirits.net or call 838-2245.

Photo provided

3

21 E Coffee Street, Greenville, SC 29601

Wednesday, August 24 from 5:30pm to 7:00pm

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first drink is on us.

3. Upstate Montessori Academy recently held a ribbon cutting ceremony at 109 N. Leach St., Greenville. The locally owned, private Montessori school currently offers classes for 3-, 4- and 5-year-olds.

The school’s fall semester began on Aug. 9. For more information, visit upstatemontessori.com.

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32 | ON THE MOVE |

UBJ

PLAY-BY-PLAY OF UPSTATE CAREERS

HIRED

HIRED

HIRED

HIRED

|

08.19.2016

HIRED

WILL HINES

CAITLIN CULLEN

BROOKE FERGUSON

LAURA MOATS

MARK LAND

Named a financial advisor with Parallel Financial. Hines is a recent graduate of Clemson University with a degree in business management. He previously worked with Clemson University’s athletic department and the Carolina Panthers football team.

Joined the sales and marketing division of Human Technologies Inc. as a graphic designer. Cullen is a graduate of Clemson University with a degree in visual arts. In her new role, Cullen will manage all graphic and visual projects for the company.

Named director of business development at Phillips Staffing. Ferguson has 14 years of experience working in economic development, city and regional planning and market research. She most recently served as a development manager with the Greenville Area Development Corporation.

Named senior accountant at Greyrock Accounting. Moats is a licensed CPA with six years of accounting experience. She earned a bachelor’s degree in accounting and a master’s degree in accounting from the University of West Florida.

Named vice president of university relations at Clemson University. Land, a communications executive, has more than 30 years of experience in journalism and higher education. He most recently served as associate vice president of public affairs at Indiana University.

NONPROFIT Rebuild Upstate added Dayle Stewart as assistant director. Stewart previously worked with Duke Energy and at United Way of Anderson

County. She is a board member for the Zoning Board of Appeals for the town of Six Mile, chair of TRI South Carolina Association of Volunteer Administrators and a member of Clemson Arts Center Artists’ Guild.

greenvilletoday.com Follow @GVLtoday

VIP

Greenville Chamber team members Julie Alexander, Brittney Kessler and Rionne Ridgeway received the 2016 Lifetime Sales Achievement Awards from the membership development division of the Association of Chamber of Commerce Executives. Alexander and Kessler, investor relations advisors at the Chamber, were recognized at the gold level. Ridgeway, an investor experience advisor, qualified in the bronze category.

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ZWO Branding and Marketing added Nelson Weston as a communications/ public relations intern. Weston is a graduate of the University of South Carolina with a degree in political science and recently earned a master’s degree from Norfolk State University in media and communications.

Your Marketing Co. (YMC) hired Jennifer Pham as a junior graphic designer and Frank Allgood as a relationships and results leader. Pham is a recent graduate of the University of South Carolina with degrees in chemistry and graphic design. Allgood most recently served as the director of client communications for Shift Marketing Communications.

CONTRIBUTE: New hires, promotions & award winners may be featured in On the Move. Send information and photos to onthemove@upstatebusinessjournal.com.

08.19.2016

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INSIDE THE UPSTATE’S NETWORKING AND SOCIAL SCENE

UMass selects Agfa HealthCare’s enterprise imaging solution Agfa HealthCare, a medical diagnostic imaging center with a presence in Greenville, recently announced that UMass Memorial Health Care (UMass Memorial), one of the largest health care providers in central Massachusetts, would implement a suite of software solutions on their Enterprise Imaging platform. With Enterprise Imaging, health systems can consolidate hardware, storage and software, and enable clinicians to access, use and collaborate on all imaging data that they need.

The Agfa HealthCare Enterprise Imaging platform creates a comprehensive imaging ecosystem that enables UMass Memorial’s images to be available to all involved caregivers across the care continuum. Installation of Agfa’s Enterprise Imaging solution at UMass Memorial will begin in fall 2016 and is planned to be fully operational by the end of 2017.

“UMass Memorial went to market for an integrated imaging and informatics system and acknowledged their option to select multiple vendors and solutions.

Over the course of the evaluation, the benefits of our single software platform became crystal clear,” said Frank Pecaitis, senior vice president of North America sales at Agfa HealthCare. “Integrated solutions enable integrated care. We are delighted that, after such an extensive evaluation, UMass selected us and while doing so recognized the broader value of a single software platform solution. It’s no coincidence that the leading academic medical centers in the nation are seeing the same value.”

Your Marketing Co. moves headquarters to downtown Greenville Greenville-based Your Marketing Co. (YMC), a full-service creative marketing agency for financial service firms, has moved their office headquarters to downtown Greenville.

Previously located at 110 Laurens Road, the new office occupies a 4,000-square-foot property at 11 College St., previously occupied by Cianciola’s Deli and Grocery. The new location will help accommodate the agency’s growth and strategic plans.

“The new office was chosen for a number of criteria, one being our desire to be a part of the vibrant downtown community,” said Bo McDonald, YMC president. “Greenville has become a magnet for innovation, style and creativity, and we’re excited to become a part of its story.”

T E C Industrial moves Upstate office to new location Tennessee-based T E C Industrial Maintenance & Construction has moved its Upstate office to a new location in Greenville. The new location was selected so the company can better meet the growing needs of its customers in and around the Southeastern region. The new location will allow the company to continue expanding its business as well as provide continued support for its current customers within the area.

T E C Industrial provides direct hire maintenance, construction and technical support services for customers in the process, industrial, power and advanced manufacturing sectors throughout the Southern, Eastern and Midwestern United States.

“We look forward to serving our customers from our new location and the opportunity it enables for further growth in the region,” said Greg Boehling, president and CEO of T E C Industrial.

| FINE PRINT / SOCIAL SNAPSHOT | 33

AUGUSTA WALK CUTS THE RIBBON On Aug. 4, Coldwell Banker Caine joined with community leaders, real estate professionals and leaders of the Augusta Walk project to officially cut the ribbon on the new neighborhood at 700 Augusta St.

GREERMADE WINS NATIONAL HONOR The Greater Greer Chamber of Commerce’s GreerMade program won Best in Show for the country at the national convention of the Association of Chamber of Commerce Executives, while Jodi Fortenberry won a lifetime sales award.

CONTRIBUTE: Got high-resolution photos of your networking or social events? Send photos and information for consideration to events@upstatebusinessjournal.com.

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34 | #TRENDING |

UBJ

INFORMATION YOU WANT TO KNOW

OVERHEARD @ THE WATERCOOLER AUGUST 12, 2016

| VOL. 5 ISSUE 33

> Karla Kirby Simpson “These are my people. This is my #tribe513 !”

ON BOARD FOR

> Doug Church “This is the latest evolution of the pediatric practice my daughter helped start in 2006.

Poppa’s not too proud!” > South Carolina Attorneys at Law “Bigger isn’t always better. Understanding the risks allows you to enjoy the rewards!” > Janice Vaughn Mauldin “I saw Dr. Kimberly Holloway today and what a great Dr. and experience. Her office and staff were so warm and caring!!”

RE: FIRST LOOK: CAVIAR & BANANAS

MARKLEY STATION

tion of two vacant The planned revitaliza s in Greenville’s storage building next chapter of West End is the hood’s the historic neighbor continuing story

DIGITAL FLIPBOOK ARCHIVE >> The layout of print meets the convenience of the Web. Flip through the digital editions of any of our print issues, and see them all in one place. >> upstatebusinessjournal. com/past-issues

>> WEIGH IN @ THE UBJ EXCHANGE Got something to offer?

Get it off your chest.

We’re looking for expert guest bloggers from all industries to contribute to the UBJ Exchange. Send posts or blog ideas to dcar@communityjournals.com.

> LaDonna Metcalf Walch “Caviar and Bananas is lovely and delish! The owners, the GM, the chefs – all fabulous!”

> @ jhwilliams “Very excited about these new neighbors!”

> George Varn “But do they make peanut butter, caviar and bananas sandwiches? Major high protein!!!”

> Joey Burton “All about the hustle... hats off to Kyle Putnam and the RealOp team!”

RE: MARKLEY STATION DEVELOPERS AIM TO MAINTAIN HISTORIC NEIGHBORHOOD’S INTEGRITY

RE: CITY REVIEWING AIRBNB POLICY

> Circles & Squares Ltd. Co “A very nice Industrial Modern space planned.”

>> CONNECT WITH US We’re great at networking.

LINKEDIN.COM/COMPANY/ UPSTATE-BUSINESS-JOURNAL FACEBOOK.COM/ THEUPSTATEBUSINESSJOURNAL

> Paul Glaser “When I was in the process of relocating to South Carolina from the Northeast, I had the good fortune to stay for 10 days or so with some great folks in the North Main area via AirBnB. Having the chance to stay with and befriend actual residents, rather than a hotel, was a big factor in my choice to buy a home near downtown, rather than in a distant suburb.

Ham-fisted application of pre-millennial zoning notions, rather than fostering better dialogue between neighbors and consensus on shared expectations, will not be helpful in the long run.” > @cwa92464 via Twitter “I hear hotel $$$$”

@UPSTATEBIZ @CWHaire

@daviddykes

@ AndersonTrev

@melindagyoung

@andrewmooreGVL

@EPietras_CJ

@clandrum

@theladylety @jerrymsalley

08.19.2016

BIZ BUZZ

Distilled commentary from UBJ readers

RE: TRIBE 513 REPRESENTS EVOLUTION IN UPSTATE HEALTH CARE

|

> Lee N Teresa Vining “This is why I believe in a small government. Why do we need yet another set of laws? This is nothing more than a way to collect fees. I think an absent homeowner of a long-term rental would be more detrimental to an area than AirBnB. With #AirBnB the homeowners are still very engaged with the ‘tenants’ and the property. Whatever the ill effects of short-term rentals are, I promise there is already a law covering it (illegally parked cars, noise violations, etc).

The top 5 stories from the past week ranked by shareability score

>> 705 1. Tribe 513 represents evolution in Upstate health care

>> 577 2. Markley Station developers aim to maintain historic neighborhood’s integrity

>> 453 3. First look: Caviar & Bananas

>> 439 4. Five things to know about Wofford College’s Jerry Richardson Indoor Stadium

>> 268 5. Healthletic Meals hopes to take Upstate by storm

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DATE

EVENTS YOU SHOULD HAVE ON YOUR CALENDAR

| PLANNER | 35

EVENT INFO

WHERE DO I GO?

HOW DO I GO?

Upstate Business Journal Business on Tap Networking event for Upstate professionals

Ink n Ivy 21 E. Coffee St., Greenville 5:30–7 p.m.

Cost: Free Register: nvite.com/bizontap/bb50

UWIT monthly luncheon: Transitions in Your Career Speaker: Elizabeth Austin, Systems Maintenance Service CIO

City Range 615 Haywood Road, Greenville 11:30 a.m.–1 p.m.

Cost: Free Register: uwitsc.org

8/31

Women Mean Business networking event

Cantina 76 103 N. Main St., #101, Greenville 5:30–7:30 p.m.

Cost: Free Register: bit.ly/wmb-aug2016

Thursday

Greenville Chamber Netnight Networking event for business owners and professionals

Aloft Greenville Downtown Hotel, 5 N. Laurens St., Greenville, 6-8 p.m.

Cost: $10 investors, $15 non-investors More info: bit.ly/netnight-sept2016

Ten at the Top Upstate Regional Summit: Creating Leading Region

TD Convention Center 1 Exposition Drive, Greenville 7:45 a.m.-1:30 p.m.

More info: bit.ly/tattusummit-2016

Wednesday

8/24 Thursday

8/25 Wednesday

9/1 Tuesday

9/13

CONTRIBUTE: Got a hot date? Submit event information for consideration to events@upstatebusinessjournal.com.

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MARKETING & ADVERTISING SALES REPRESENTATIVES Nicole Greer, Jenny Hall, Donna Johnston, Annie Langston, Lindsay Oehmen, Emily Yepes

jackson Marketing Group’s 25 Years 1988 Jackson Dawson opens in Greenville at Downtown Airport

1997 Jackson Dawson launches motorsports Division 1993

1990 Jackson Dawson

acquires therapon marketing Group and moves to Piedmont office Center on Villa.

>>

with a majority of them utilizing the general aviation airport as a “corporate gateway to the city.”

In 1997, Jackson and his son, Darrell, launched Jackson Motorsports Group. The new division was designed to sell race tires and go to racetracks to sell and mount the tires. Darrell Jackson now serves as president of the motorsports group and Larry Jackson has two other children and a son-in-law who work there. Jackson said all his children started at the bottom and “earned their way up.”

Jackson kept the Jackson-Dawson branches in Detroit and others in Los Angeles and New York until he sold his portion of that partnership in 2009 as part of his estate planning.

The company now operates a small office in Charlotte, but its main headquarters are in Greenville in a large office space off Woodruff Road, complete with a vision gallery that displays local artwork and an auditorium Jackson makes available for non-profit use. The Motorsports Group is housed in an additional 26,000 square feet building just down the street, and the agency is currently looking for another 20,000 square feet.

Jackson said JMG has expanded into other verticals such as financial, healthcare, manufacturing and pro-bono work, but still has a strong focus on the auto industry and transportation. It’s

Chairman larry Jackson, Jackson marketing Group. Photos by Greg Beckner / Staff

Jackson Marketing Group celebrates 25 years By sherry Jackson | staff | sjackson@communityjournals.com

Solve. Serve. Grow. Those three words summarize Jackson Marketing Group’s guiding principles, and according to owner Larry Jackson, form the motivation that has kept the firm thriving for the past 25 years.

Jackson graduated from Bob Jones University with a degree in video and film production and started his 41-year career in the communications industry with the U.S. Army’s Public Information Office. He served during

Vietnam, where he said he was “luckily” stationed in the middle of Texas at Fort Hood.

He left the service and went to work in public affairs and motorsports at Ford Motor Company in Detroit.

After a stint at Bell and Howell, where he was responsible for managing Ford’s dealer marketing and training, the entrepreneurial bug hit and he co-founded Jackson-Dawson Marketing Communications, a company specializing in dealer training and product launches for the auto industry in 1980.

In 1987, Jackson wanted to move back south and thought Greenville would be a good fit. An avid pilot, he

learned of an opportunity to purchase Cornerstone Aviation, a fixed base operation (FBO) that served as a service station for the Greenville Downtown Airport, providing fuel, maintenance and storage.

In fact, when he started the Greenville office of what is now Jackson Marketing Group (JMG) in 1988, the offices were housed on the second floor in an airport hangar.

“Clients would get distracted by the airplanes in the hangars and we’d have to corral them to get back upstairs to the meeting,” Jackson said.

Jackson sold the FBO in 1993, but says it was a great way to get to know Greenville’s fathers and leaders

>>

2003 motorsports Division acquires an additional 26,000 sq. ft. of warehouse space

1998 1998 Jackson Dawson moves to task industrial Court

also one of the few marketing companies in South Carolina to handle all aspects of a project in-house, with four suites handling video production, copywriting, media and research and web design.

Clients include heavyweights such as BMW, Bob Jones University, the Peace Center, Michelin and Sage Automotive. Recent projects have included an interactive mobile application for Milliken’s arboretum and 600-acre Spartanburg campus and a marketing campaign for the 2013 Big League World Series.

“In my opinion, our greatest single achievement is the longevity of our client relationships,” said Darrell Jackson. “Our first client from back in 1988 is still a client today. I can count on one hand the number of clients who have gone elsewhere in the past decade.”

Larry Jackson says his Christian faith and belief in service to others, coupled with business values rooted in solving clients’ problems, have kept

2009 Jackson Dawson changes name to Jackson marketing Group when larry sells his partnership in Detroit and lA 2003

2009-2012 Jackson marketing Group named a top BtoB agency by BtoB magazine 4 years running

him going and growing his business over the years. He is passionate about giving back and outreach to non-prof non-profits. The company was recently awarded the Community Foundation Spirit Award.

The company reaffirmed its commitment to serving the community last week by celebrating its 25th anniversary with a birthday party and a 25-hour Serve-A-Thon partnership with Hands on Greenville and Habitat for Humanity. JMG’s 103 full-time employees worked in shifts around the clock on October 22 and 23 to help construct a house for a deserving family.

As Jackson inches towards retirement, he says he hasn’t quite figured out his succession plan yet, but sees the companies staying under the same umbrella. He wants to continue to strategically grow the business.

“From the beginning, my father has taught me that this business is all about our people – both our clients and our associates,” said his son, Darrell. “We have created a focus and a culture that strives to solve problems, serve people and grow careers.”

Darrell Jackson said he wants to “continue helping lead a culture where we solve, serve and grow. If we are successful, we will continue to grow towards our ultimate goal of becoming the leading integrated marketing communications brand in the Southeast.”

2011 Jackson marketing Group/Jackson motorsports Group employee base reaches 100 people

2008 2012 Jackson marketing Group recognized by Community Foundation with Creative spirit Award

pro-bono/non-proFit / Clients lients American Red Cross of Western Carolinas Metropolitan Arts Council Artisphere Big League World Series The Wilds Advance SC South Carolina Charities, Inc. Aloft Hidden Treasure Christian School

CoMMUnitY nit inVolVeMent nitY in olV inV olVe VeMent & boarD positions lArry JACkson (ChAirmAn): Bob Jones University Board chairman, The Wilds Christian Camp and Conference Center board member, Gospel Fellowship Association board member, Past Greenville Area Development Corporation board member, Past Chamber of Commerce Headquarters Recruiting Committee member, Past Greenville Tech Foundation board member

OCTOBER 14 THE HOME BUSINESS ISSUE When your boss is the person in the mirror.

David Jones (Vice President Client services, Chief marketing officer): Hands on Greenville board chairman mike Zeller (Vice President, Brand marketing): Artisphere Board,

Metropolitan Arts Council Board, American Red Cross Board, Greenville Tech Foundation Board, South Carolina Chamber Board

eric Jackson (Jackson motorsports Group sales specialist): Salvation Army Boys & Girls Club Advisory Board

November 1, 2013 Upstate bUsiness joUrnal 21

20 Upstate bUsiness joUrnal November 1, 2013

AS SEEN IN

NOVEMBER 1, 2013

Kristy Adair | Michael Allen

NEW HIRES, PROMOTIONS, AND AWARDS:

Danielle Car

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