Prairie Business July 2023

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Gate City Bank: Now & Then

A Century of Better Banking Began in 1923.

Gate City Bank: Now & Then

A Century of Better Banking Began in 1923.

At Gate City Bank, we’re honored to celebrate an incredible milestone: 100 years of creating a better way of life. A centur y of better banking!

At Gate City Bank, we’re honored to celebrate an incredible milestone: 100 years of creating a better way of life. A centur y of better banking!

The heart of our stor y has always been our innovative team members – especially when it comes to their unwavering dedication, hard work and philanthropic spirit, which they bring to work every day. Their sincere passion for our customers, communities and one another has always moved Gate City Bank forward, inspiring exciting new chapters, including those yet to come.

The heart of our stor y has always been our innovative team members – especially when it comes to their unwavering dedication, hard work and philanthropic spirit, which they bring to work every day. Their sincere passion for our customers, communities and one another has always moved Gate City Bank forward, inspiring exciting new chapters, including those yet to come.

Our stor y started a centur y ago – in July 1923. That’s when our founder and first president, William D. Gillespie, assembled a small group of tenacious visionaries and led them on an incredible journey, one that would ultimately spark the reimagining of community banking, and the founding of a financial institution like no other

Our stor y started a centur y ago – in July 1923. That’s when our founder and first president, William D. Gillespie, assembled a small group of tenacious visionaries and led them on an incredible journey, one that would ultimately spark the reimagining of community banking, and the founding of a financial institution like no other

Innovation and passion have always been paramount to our success and key to remaining the financial leader across our footprint in North Dakota and Minnesota. Indeed, it’s hard not to feel a sense of wonder when thinking about the breadth of these past 100 years. Throughout all that time, we’ve remained committed to creating a better way of life – and we’re just getting started.

Innovation and passion have always been paramount to our success and key to remaining the financial leader across our footprint in North Dakota and Minnesota. Indeed, it’s hard not to feel a sense of wonder when thinking about the breadth of these past 100 years. Throughout all that time, we’ve remained committed to creating a better way of life – and we’re just getting started.

Our Logos Throughout the Years:

Our Logos Throughout the Years:

How Our Story Began.

How Our Story Began.

With the coming of the railroad in 1872, Fargo, ND, was located in the center of what was then considered the “Gateway to the West,” which is how it landed the nickname, “The Gate City.”

With the coming of the railroad in 1872, Fargo, ND, was located in the center of what was then considered the “Gateway to the West,” which is how it landed the nickname, “The Gate City.”

In 1923, Fargo citizens looking for a better way of life thought the name was most appropriate for the newly chartered Gate City Building and Loan Association.

In 1923, Fargo citizens looking for a better way of life thought the name was most appropriate for the newly chartered Gate City Building and Loan Association.

Then: Did you know that one of our original buildings is still standing today? It’s less than a block away from our presentday headquar ters in downtown Fargo.

Now: Did you know Gate City Bank’s logo was inspired by the sun? As sure as it will rise each day, we’ll be there for our customers and communities

Now: Did you know Gate City Bank’s logo was inspired by the sun? As sure as it will rise each day, we’ll be there for our customers and communities

Then: Did you know that one of our original buildings is still standing today? It’s less than a block away from our presentday headquar ters in downtown Fargo.

This organization started with three team members and quickly grew to eight pioneers. Thegroup originally offered passbook savings and conventional mortgage loans,and by theend of their firstyear, assets totaled amere$16,000.

This organization started with three team members and quickly grew to eight pioneers. Thegroup originally offered passbook savings and conventional mortgage loans,and by theend of their firstyear, assets totaled amere$16,000.

Sinceday one, GateCity Bank has been committed to helping customersbecome homeowners. But we didn’t stop there! We innovatedconstantly throughout the decades,working tirelessly to deliver countless leading-edge products and ser vices that have created abetter wayoflifefor so many.

Sinceday one, GateCity Bank has been committed to helping customersbecome homeowners. But we didn’t stop there! We innovatedconstantly throughout the decades,working tirelessly to deliver countless leading-edge products and ser vices that have created abetter wayoflifefor so many.

Our free ATMs have allowedcustomerstoenjoyfee refunds anytime, anywhere–worldwide, saving them $53 million. Our one-of-a-kind BetterLife™ Student Loan has helped customersconsolidatedebt and payoff student loans faster,with no fees and alow interest rate.Our reimagined online and mobile banking experiencehas made managing finances from anywhereabreeze. The list goes on and on.

Our free ATMs have allowedcustomerstoenjoyfee refunds anytime, anywhere–worldwide, saving them $53 million. Our one-of-a-kind BetterLife™ Student Loan has helped customersconsolidatedebt and payoff student loans faster,with no fees and alow interest rate.Our reimagined online and mobile banking experiencehas made managing finances from anywhereabreeze. The list goes on and on.

Additionally,asindustr yregulations changed and our innovativeofferings grew overthe years, we sported different names as anatural part of our evolution as the region’s leading financial institution: GateCity Building and Loan Association, GateCity Savings and Loan Association, GateCity Federal Savings and Loan and GateCity Federal Savings Bank.

Additionally,asindustr yregulations changed and our innovativeofferings grew overthe years, we sported different names as anatural part of our evolution as the region’s leading financial institution: GateCity Building and Loan Association, GateCity Savings and Loan Association, GateCity Federal Savings and Loan and GateCity Federal Savings Bank.

What has remained constant, however, is our commitment –tobringing the best forour customersineverything we do,tomaking communities better and to encouraging team member leadership

What has remained constant, however, is our commitment –tobringing the best forour customersineverything we do,tomaking communities better and to encouraging team member leadership

ABlast From thePast: Scan here to seeahistorical commercial from the archives.Our former jingle isstill an earworm forsome, even after all theseyears!

ABlast From thePast: Scan here to seeahistorical commercial from the archives.Our former jingle isstill an earworm forsome, even after all theseyears!

APurpose Built to Last.

APurpose Built to Last.

giving and morethan 285,000 hoursofteam volunteerism since2003. We’vealsobeen named one of the “50 Best Places to Work”nine yearsina rowbyPrairie Business magazine.

giving and morethan 285,000 hoursofteam volunteerism since2003. We’vealsobeen named one of the “50 Best Places to Work”nine yearsina rowbyPrairie Business magazine.

We’vebeen busyfor the past centur y, butwe’ve stayedtrue to our roots ever ystepofthe way. Throughout all these years, we’vecontinued to walk in the footsteps of those talented, passionateand hardworking trailblazers who set our vision in motion, all while fulfilling abeautiful purpose, aperfect destiny–tocreateabetter wayoflifefor customers, communities and one another

We’vebeen busyfor the past centur y, butwe’ve stayedtrue to our roots ever ystepofthe way. Throughout all these years, we’vecontinued to walk in the footsteps of those talented, passionateand hardworking trailblazers who set our vision in motion, all while fulfilling abeautiful purpose, aperfect destiny–tocreateabetter wayoflifefor customers, communities and one another

We’ll nevergrowtired of mar veling at the inspiring histor ythatrests upon our shoulders. It’s truly amazing to consider the profound impact we’vehad throughout these manyyearsleading up to today. Our better wayoflifeisevery whereyou look!

We’ll nevergrowtired of mar veling at the inspiring histor ythatrests upon our shoulders. It’s truly amazing to consider the profound impact we’vehad throughout these manyyearsleading up to today. Our better wayoflifeisevery whereyou look!

The warm thankyou hug of afood pantr yorganizer receiving amuch-needed surprise donation. The impossible-to-contain smile of anew homeowner grasping the keys to that dream house. The happy tearsofa team member and militar yveteran standing amongst cheering colleagues during a career milestone celebration. The warm aroma of freshly baked cookies awaitingvisitorsin the lobby.

The warm thankyou hug of afood pantr yorganizer receiving amuch-needed surprise donation. The impossible-to-contain smile of anew homeowner grasping the keys to that dream house. The happy tearsofa team member and militar yveteran standing amongst cheering colleagues during a career milestone celebration. The warm aroma of freshly baked cookies awaitingvisitorsin the lobby.

Indeed, we’vecrafted something extraordinar y together throughout the past centur y–atrue masterpiece. Here’stothe next100 years!

Indeed, we’vecrafted something extraordinar y together throughout the past centur y–atrue masterpiece. Here’stothe next100 years!

GateCity Bank is a$3.4 billion mutual bank and the #1 mortgage lender in North Dakota. We employ morethan770 team membersat44locations in 23 communities across North Dakota and Minnesota, and we’vecontributed $36.6 million in philanthropic

GateCity Bank is a$3.4 billion mutual bank and the #1 mortgage lender in North Dakota. We employ morethan770 team membersat44locations in 23 communities across North Dakota and Minnesota, and we’vecontributed $36.6 million in philanthropic

Throughout the past century,GateCity Bank’s signature customer servicehas nevergone out of style.

Throughout the past century,GateCity Bank’s signature customer servicehas nevergone out of style.

Fisher Industries is a family of businesses that encompasses all aspect s of the aggregate produc tion and heavy civil construc tion industries. Wi th nearly 70 years of experience, our unique vertically-integrated business model allows us to handle small project s, large-scale operations and ever y tough job in be tween. Bridges, levees, roads, and walls, we do it all!

The Upper Midwest is not only the place we call home but anational and global powerhouse in agriculture, energy, technology,economic impact and more. Together,our communities areleading the industry by creating innovative solutions to address some of the world’slargest problems.

At the Midwest AgricultureSummit, you can lear nfromtwo panels made up of experts, businesses and policymakers from across the region and nation who will be unpacking, discussing and taking an in-depth look at the dynamic facets of the Agricultural sector,including critical policies and pressing issues.

Keynote Speaker: Dr.Walter Kemmsies Managing Partner,The Kemmsies Group

Dr.Walter Kemmsies was selected as this event’skeynote speaker as one of the foremost experts on ports, rail and infrastructureinthe U.S. His areas of expertise include demand forecasting, maritime and overall global trade regulatory issues, public and private port and infrastructure financing, and long-ter mstrategic planning and capital investment. Having worked in major cities all over the world, Walter has aglobal perspective which uniquely qualifies him as aglobal trade economist.

BY CARRIE MCDERMOTT

DEPARTMENTS

10

12

BY CARRIE MCDERMOTT

CONSTRUCTION CORNER

$12.6 REMODEL AND ADDITION FOR LITCHVILLE-MARION SCHOOLS BY CARRIE MCDERMOTT

26 HIGHER EDUCATION

SUSTAINABILITY

ESTHER YANG

KLJ HIRES YANG AS AN ARCHAEOLOGIST

BISMARCK • KLJ ENGINEERING LLC (KLJ), IS PROUD TO WELCOME ESTHER YANG AS AN ARCHAEOLOGIST BASED IN OUR BISMARCK OFFICE. YANG JOINS KLJ’S CULTURAL RESOURCES TEAM AND HAS MORE THAN THREE YEARS OF EXPERIENCE WORKING WITH HISTORICAL COLLECTIONS, INVENTORY RECONCILIATION, DATABASE MANAGEMENT, AND ARCHIVAL RESEARCH. SHE EARNED A MASTER’S DEGREE IN HISTORIC PRESERVATION AND CONSERVATION FROM BOSTON UNIVERSITY IN MASSACHUSETTS AND A BACHELOR’S DEGREE IN ANTHROPOLOGY FROM BAYLOR UNIVERSITY IN TEXAS. YANG WILL ASSIST WITH ARCHAEOLOGICAL EXCAVATIONS, HISTORIC AND ARCHAEOLOGICAL RESEARCH DESIGNS, AND ARTIFACT PROCESSING, ANALYSIS, AND CURATION PREPARATION.

VISIT WWW.PRAIRIEBUSINESSMAGAZINE.COM TO SEE THESE AND OTHER NEW HIRES, PROMOTIONS AND AWARD WINNERS IN THE REGION.

A $12.634 MILLION RENOVATION AND ADDITION FOR LITCHVILLE-MARION SCHOOLS IN MARION, NORTH DAKOTA, IS UNDERWAY BY KRAUS-ANDERSON. THE PROJECT, FUNDED BY A RECENTLY PASSED BOND REFERENDUM, WILL REMODEL THE AGING FACILITY AND COMBINE OPERATIONS INTO ONE SCHOOL IN MARION. RENDERING COURTESY KRAUS-ANDERSON.

CARRIE MCDERMOTT EDITOR

CELEBRATING OUR REGION’S TOP LEADERS

Prairie Business honors the top executives in our region this month with our Leaders & Legacies awards. It’s an exciting time for us as we read numerous nominations of exceptional leaders in business and narrow that field down to the cream of the crop.

In this edition, we feature seven individuals who have made significant contributions as leaders or who have left a legacy of service. They are CEOs, presidents and founders of companies and organizations in our region. They each have a long list of accomplishments to be proud of and possess qualities and behaviors that set them apart from the rest.

To be a good leader and leave a lasting legacy means being a good listener, being fair and inclusive, being supportive, being daring, setting good examples and understanding the needs of their respective company and industry. It means being innovative, creative, constructive, resourceful and flexible. Committing to being a lifelong learner is also key to being a successful leader.

The leaders and legacies we honor this year have started and grown successful companies, given back to their communities, inspired their teams and are purpose-driven. Leadership and legacy roles include teaching, guiding, encouraging, innovating, experimenting and continually learning.

Later in September, Prairie Business will hold a celebratory event to recognize these top leaders along with those who have been recognized in its 40 Under 40 and Top 25 Women in Business.

This month we also take a look at the importance of addressing mental health at work. One in five Americans experiences mental illness every year. The American Psychological Association 2022 Work and Wellbeing Survey reports that workers appreciate and seek mental health support in the workplace.

Since employment is recognized as a key social determinant of health, we asked area companies to share how they’re creating mental-health-friendly workplaces.

In addition, we have excellent columns by experts in their fields to help business leaders explore new ideas that may help them in their industries.

Please join Prairie Business in congratulating all of this year’s Leaders & Legacies award recipients and thank them for their innovation, dedication and commitment to our region to make it a better place to live and work.

Until next time, Carrie McDermott

PUBLISHER

KORRIE WENZEL

AD DIRECTOR

STACI LORD

EDITOR

CARRIE MCDERMOTT

CIRCULATION MANAGER

BETH BOHLMAN

LAYOUT DESIGN

SARA SLABY

ACCOUNT MANAGER

NICHOLE ERTMAN 800.477.6572 ext. 1162 nertman@prairiebusinessmagazine.com

Prairie Business magazine is published monthly by the Grand Forks Herald and Forum Communications Company with offices at 375 2nd Avenue North, Grand Forks, ND 58203. Subscriptions are available free of charge. Back issue quantities are limited and subject to availability ($2/copy prepaid). The opinions of writers featured in Prairie Business are their own. Unsolicited manuscripts, photographs, artwork are encouraged but will not be returned without a self-addressed, stamped envelope.

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ADDRESS CORRECTIONS

Prairie Business magazine Box 6008 Grand Forks, ND 58206-6008

I look forward to hearing from you at cmcdermott@prairiebusinessmagazine.com or 701-780-1276.

Beth Bohlman: bbohlman@prairiebusinessmagazine.com

ONLINE www.prairiebusinessmagazine.com

KRAUS-ANDERSON BEGINS $12.6 REMODEL

A$12.634 million renovation and addition for Litchville-Marion Schools in Marion, North Dakota, is underway by Kraus-Anderson. The project, funded by a recently passed bond referendum, will remodel the aging facility and combine operations into one school in Marion.

Designed by Ciavarella Design Architects, the project includes a new 37,000-squarefoot building and 17,300-square-foot remodel of the existing high school in Marion, bringing the pre-K-12 students into one location. The original Marion school, built in 1925, will be demolished.

The project will enhance and enrich students’ educational experience, and will increase efficiency in transportation and other areas like heating and electricity. The new addition will include six new classrooms, gymnasium, locker rooms, stage, com-

mons areas, kitchen and a licensed daycare facility – something sorely needed in the community.

Mike Barsness, senior project manager, Kraus-Anderson Construction Co., said the company will work to “keep life as normal as possible for the school district and yet provide an efficient and well-run job site for subcontractors so the project gets built properly and on schedule and in a manner where everyone can succeed.”

Barsness said the existing facilities were aged and in tough shape.

“Unfortunately, when it’s time, it’s time. You can only repair them so much,” he said.

“The big issue with how they built schools back then, was things like stairwells, basements. Those are not really optimal for handicap access or students with special needs,” Barsness said. “That’s one challenge

of older facilities.”

The project will turn the school into a modern facility, reusing existing resources where appropriate, and upgrade the IT infrastructure.

“It’s all part of a modern purpose-built education center or building,” Barsness said.

Crews will begin to focus on the new construction, as the school will use its existing high school classrooms for the 2023-2024 school year. Renovations at the existing buildings will follow after the school year concludes. Construction is expected to be completed in August 2024.

“The district and community has been absolutely great to work with,” Barsness said. “You lose a school, a church, it’s a big deal for these towns. It’s the identity for some of these communities. It’s been really energizing to do this project.”

CARRIE MCDERMOTT

ARTIST RENDERING OF THE LITCHVILLE-MARION SCHOOL ADDITION AND REMODEL. DESIGNED BY CIAVARELLA DESIGN ARCHITECTS, THE PROJECT INCLUDES A NEW 37,000-SQUARE-FOOT BUILDING AND 17,300-SQUARE-FOOT REMODEL OF THE EXISTING HIGH SCHOOL IN MARION, BRINGING THE PRE-K-12 STUDENTS INTO ONE LOCATION. THE ORIGINAL MARION SCHOOL, BUILT IN 1925, WILL BE DEMOLISHED. CIAVARELLA DESIGN ARCHITECTS

BUSINESS BUSINESS BUSINESS

IT’SYOUR LEGACY.

We knowhowpassionateyouare about growing your business.Starion Bank hascustombusinessfinancing,industry expertise, andtheexperiencetogetyoustarted.

COMPANIES SHARE HOW THEY’RE BUILDING MENTAL HEALTHFRIENDLY

WORKPLACES

IN THE U.S. SURGEON GENERAL’S FRAMEWORK FOR MENTAL HEALTH AND WELL-BEING IN THE WORKPLACE, ORGANIZATIONS ARE ENCOURAGED TO RETHINK HOW THEY PROTECT EMPLOYEES FROM HARM, FOSTER A SENSE OF CONNECTION AMONG WORKERS, SHOW WORKERS THAT THEY MATTER, AND SUPPORT THEIR GROWTH.

BRIAN A JACKSON / GETTY IMAGES / ISTOCKPHOTO

Ensuring mental health is at the center of workplace policies is more important than ever as the country wrestles with financial stressors, changes in workplace culture exacerbated by the pandemic and growing concerns about stress among Americans.

Many things in life induce stress, including work. In ADP’s annual survey, People at Work, nearly half of workers reported their work is suffering due to poor mental health. It’s estimated nearly one in five U.S. adults lives with a mental illness, according to the National Institute of Mental Health.

Workplace stress and poor mental health can negatively affect workers through job performance, productivity,

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work engagement and communication, and physical capability and daily functioning, the Centers for Disease Control and Prevention says.

The good news is workplaces can be an important center for resources, solutions and activities designed to improve workers’ mental health and well-being. In the U.S. Surgeon General’s Framework for Mental Health and Well-Being in the Workplace, organizations are encouraged to rethink how they protect employees from harm, foster a sense of connection among workers, show workers that they matter, and support their growth

In this edition, we’ve asked a handful of regional companies to share how they’re building mental health-friendly workplaces – what are their strategies to be inclusive, meet their workers’ needs, alleviate stressors in the workplace and promote work-life balance?

Marlene Miller, director of people resources at Grand Forks, North Dakota-based Altru Health Systems, said a core message at Altru is “here, we care for one another.”

“We know when our employees feel they belong, the quality of care we provide increases. We are also better able to identify and address concerns better when employees feel safe to speak up at work,” Miller said.

a company based

Congratulations to JonBogenreif,our president and CEO,our leader and legacy builder.Weare grateful for your unwavering dedication to Noridian Healthcare Solutions ’2,0 00 employees and to our mission of enabling access to care, eliminating barrier s, and elevating people. Your leader ship inspires us to put the over 20 million people we serve fir st whether we’reprocessing claims, answering calls, or implementing medical policy.Congratulations for this well-deserved acknowledgement and thank you for being atrue inspiration to us all!

Shane Zutz, vice president of human resources at DigiKey –

We know when our employees feel they belong, the quality of care we provide increases. We are also better able to identify and address concerns better when employees feel safe to speak up at work.

- Marlene Miller, Director of People Resources at Altru Health Systems

in Thief River Falls, Minnesota – said providing Doctor on Demand and Learn to Live programs where employees can access 24/7 in the privacy of their own home are integral parts of supporting employee mental health wellness.

Since employment is recognized as a key social determinant of health, it follows that job quality is an important factor in a person’s mental health and ability to access treatment for mental health conditions.

Focusing on creating positive work environments, providing high-quality jobs with safe workplaces, fair pay and benefits, and opportunities for all team members to be heard can form a baseline for employee mental health. Supporting employees and colleagues who require care for a mental health condition or substance abuse disorder builds on that foundation. Treating mental health care the same as other medical conditions helps create a culture where the spirit of supporting the health needs of all workers can flourish.

OSHA’s Safe Workplace Good Headspace initiative has tips for supervisors, coworkers and the workers themselves on how to educate employees, provide support and assistance, understand triggers and resources for help, including the Disaster and Distress Hotline at 800-985-5990 as well as the 988 Suicide and Crisis Hotline.

A company’s bottom line can only benefit from healthy and happy employees.

CORPORATE LEADERS WEIGH IN ON WORKPLACE WELLNESS

ALTRU HEALTH SYSTEM

Marlene

Miller Director of People Resources Grand Forks, N.D.

How does Altru create positive work environments where worker needs are met?

Altru is committed to providing the best care to our patients and supporting our team members’ overall wellness. We care for one another and have launched a new employee wellness program through our partnership with Blue Zones Project. This is the first of its kind in North Dakota and focused on the Power 9 Principles. Over the next three years we will transform our work environment, making healthy choices easier and more accessible. The Power

MARLENE MILLER

“From intern to Sioux Falls Operations Manager,AE2Shas given me the opportunity to growmyengineering talents andmyleadership skills. It is definitely a360 degree perspective I wouldn’t get anywhere else.”

Matt Erickson, PE,AE2S Operations Manager

9 is nine healthy lifestyle habits shared by people who’ve lived the longest across the globe. We are focused on helping team members downshift, put family first, have a sense of belonging, move naturally, eat healthy, socialize and much more!

What does Altru offer to ensure all employees feel valued and appreciated?

Feeling valued and appreciated comes from a personal place for people and we focus on individualizing our approach and offering meaningful reward and recognition programs. For example, in the 24/7 always “on” world we live in today, there is a new hunger for meaning for discovering what matters. Purpose is the antidote to the busy-ness and emptiness of so many people’s lives today. Altru offers purpose workshops and introduces this concept to new employees during orientation. Regular awards include the Daisy Award for our nurses and Provider of the Quarter for our physicians and advanced practice providers. We also encourage our teams to nominate anyone who brings a positive attitude to work each day.

What initiatives does Altru have to alleviate or remove stressors in the workplace?

New this year is our Lifestyle Spending Account benefit, which provides employees funds to support their wellness. So far employees have used the money to purchase fitness memberships, yoga classes, cooking classes, walking desks, music subscriptions and much more. This benefit is available to all full-time and part-time team members. Our Diversity, Equity and Inclusion Committee is identifying ways to increase a sense of belonging at work. We know when our employees feel they belong, the quality of care we provide increases. We are also better able to identify and address concerns better when employees feel safe to speak up at work. We have 24/7 employee assistance program support for anyone needing immediate or long-term support. And our leadership model emphasizes meaningful rounding and daily huddles with our employees to identify stressors early and address barriers.

How is work-life balance at Altru supported, even for those working remotely?

Our organization hosts many events for in-person, hybrid and remote team members. For example, we are offering cooking demonstrations and purpose workshops virtually. We are in the process of having all leaders complete a leader wellbeing workshop, which is focused on self-awareness and how we build, support and lead toward a culture of wellbeing. Individual goals are established to support balance which is unique to each person. Additionally, annual goals are established by each leader cohort focused on building our culture.

How does Altru support employees and colleagues who require care for a mental health condition or substance use disorder?

Code Lavender is a peer support response allowing our employees to rest, reflect, replenish and refocus. Our multi-disciplinary Code Lavender team is ready to respond around the clock in times of trauma, stress, duress or any challenging or triggering experience by offering a listening ear, kit of resources, and referral to other professionals such as EAP or Employee Health. Our goal is to support employees in times of need while connecting them to other well-established resources available to our Altru team.

Our Employee Assistance Program helps our team members take control of their personal and professional wellbeing. Our program has resources to help team members focus on financial, legal, physical, and mental health. We are also able to provide sessions with a mental health professional at no cost to the team member. Virtual sessions have become more popular as employees appreciate the convenience and confidentiality associated with this option. Our time away from work policy provides our team members with different options, including paid time off for appointments, along with work schedule flexibility.

One of our core messages is “here, we care for one another,” and this message applies to our patients as well as our Altru team. We have developed a framework we call “One Altru,” designed to convey our values and programming while also demonstrating the ways in which we invest in the wellbeing of our team.

DIGIKEY

Shane Zutz

Vice President, Human Resources

Thief River Falls, Minn.

How does DigiKey create positive work environments where worker needs are met?

A positive work environment policy is created when leadership is made aware of and actively addresses team member’s needs. Feedback is encouraged on a regular basis so team members feel heard and seen.

We have a dedicated community relations and events team that provides treats to recognize birthdays, puts on an annual employee appreciation picnic, and organizes an annual holiday celebration with individual gifts.

What does DigiKey offer to ensure all employees feel valued and appreciated?

We have implemented several services, programs and amenities that we hope make our team members feel the value we see in them. We have an onsite clinic that employees can access during their workday, and we offer wellness programs, an annual Safety and Wellness Week, health and wellness benefits and programming including health insurance, dental insurance, EAP and Doctor on Demand.

DigiKey also offers profit sharing, financial planning classes to reduce personal debt, a 401(k) retirement plan, an employee community garden, a cognitive behavioral therapy program, a DigiKey stretch program and desk ergonomics program. We are also proud to offer Omada, a 16week program providing a coach to work on healthy weight, healthy eating habits, diabetes and heart disease prevention, and a smoking cessation program.

What initiatives does DigiKey have to alleviate or remove stressors in the workplace?

We recognize it’s impossible to completely remove stressors in the workplace,

SHANE ZUTZ

but we work diligently to alleviate stress that occurs in our team members’ lives, both in the workplace and outside the workplace. We currently have a crisis plan in place for leaders when an employee presents with suicidal ideation, and we are currently establishing a mental health and wellness training for leaders. Our company partners with local mental health agencies to provide on-site sessions on crisis and grief as needed. We also provide quiet rooms and a fitness center to recharge during breaks.

We have onboarding for leaders, called Welcome to Leadership, which explains how to interact with employees with general or mental wellness concerns. DigiKey has a leading impact on mental health and wellness on employees, understanding the responsibility to ensure fair treatment of all employees and creating a culture of belonging and engagement.

The company is very supportive of our employees and meets individual accommodation needs. We respond to employee concerns and complete thorough investigations as appropriate. We seek win-win solutions as much as possible and follow through with needed actions as a result.

How is work-life balance at the company supported, even for those working remotely?

DigiKey has team members around the world who work fully in-person, hybrid and fully remote. We are conscious of the variances in work-life balance that occur in each situation, and we encourage and support employees taking the time off they need to spend time with their families for vacations, sporting events or simply time together.

How does DigiKey support employees and colleagues who require care for a mental health condition or substance use disorder?

We offer a reasonable suspicion policy which allows employees to remain employed and connects them with chemical dependency assessments and services. We have leave of absence accommodations for employees with substance abuse and/or mental health concerns. DigiKey provides Doctor on Demand and Learn to Live programs where employees can access 24/7 in the privacy of their own homes. We can connect employees with local, state, and national resources for 24/7 assistance. The company displays crisis information posters throughout the buildings with contact information for support lines, and we offer a competitive health plan covering mental health and substance use disorders.

EAPC ARCHITECTS ENGINEERS

Leap Chear Partner, Senior Architect, Operations Manager Sioux Falls, S.D.

How does the company create positive work environments where worker needs are met?

A positive work environment is more than just a space to do work. It’s about creating an all-inclusive, fun culture that all contribute to. We strive to provide the necessary tools for our employees to do their jobs well. We consider our office environment as a critical tool to foster creativity and remove unnecessary obstacles. We endeavor to provide a “mother’s room” in all offices when applicable. We staunchly believe in supporting the health and well-being of our staff and do not stifle creativity; a flexible work area gives balance throughout the day to combat passive activities.

What does the company offer to ensure all employees feel valued and appreciated?

Internally, we regularly celebrate our people from their first day to the day they decide a career change is needed. A simple “thank you” and “well done” goes a long way. Externally, our multimedia marketing team lets the world know when we recognize above and beyond initiative, mentorship and growth development of our people. We take time to celebrate personal and professional accomplishments when our people obtain professional licensure or accreditation. After all, we are a professional company. It’s in our name, EAPC – Engineers Architects Professional Corporation.

What initiatives does EAPC have to alleviate or remove stressors in the workplace?

Conversations around the water cooler may seem old school, but it’s an avenue to get a glimpse into each other’s world and get the benefit of keeping hydrated. A spirit of camaraderie is encouraged through rousing games, whether it be table tennis, shuffleboard, billiards or corn hole, depending on which office you visit. There’s something satisfying (and stress relieving) about putting focus on others. We foster a culture of “give back” to the community we live, work and play in. On a quarterly cadence, we roll up our sleeves and get our hands dirty. We are here to serve.

How is work-life balance at EAPC supported, even for those working remotely?

There is a sense of freedom with working remotely but at times can cause disconnectedness and feelings of isolation and loneliness. Our HR team and direct supervisors take this under consideration when discussing flexible work arrangements with staff to ensure that regular touch points are taking place. We love and appreciate the good work our people do, but when life happens, “life” becomes top priority and our company policy fully supports it. In addition, our people generously donate unused PTO and vacation time to their fellow coworkers.

How does the company support employees and colleagues who require care for a mental health condition or substance use disorder?

First and of utmost importance is to protect our staff members’ personal wellbeing and privacy. Our HR team guides us through and holds us accountable to ensure that our staff’s well-being and privacy is treated with respect and confidentiality. It’s also in our practice. We work with health care professionals and get to immerse ourselves in their world. It’s an honor to design healing spaces to treat hurting people.

LL LL

AWARD WINNERS ANNOUNCED

CARRIE MCDERMOTT

This edition features our annual Leaders & Legacies award recipients. Prairie Business received a number of excellent nominations for this honor and our staff also nominated a few individuals.

Career highlights and accomplishments were reviewed, as well as the positive impact the individuals have made to not only their organizations but in their communities. This year we’ve selected seven outstanding business leaders in the region to honor with the Leaders & Legacies award.

The 2023 award recipients come from industries including health care, financial services, logistics, legal services and construction.

Throughout the year, Prairie Business recognizes top business professionals and exceptional leaders in several other contests, but Leaders & Legacies honors only top executives in the region, past and present. Each honoree has established high-level leadership throughout his and her career, influencing lives and impacting livelihoods. We are happy to celebrate and honor this year’s recipients. They are this region’s leaders who are role models for the next generation of executives.

CONGRATULATIONS TO ALL!

FORMER MANAGING PARTNER, CURRENT SHAREHOLDER, VOGEL LAW FIRM

Bismarck, N.D. • Brenda Blazer was the managing partner of Vogel Law Firm’s Bismarck, North Dakota, office for 18 years, from January 2004 to January 2023. She’s currently a shareholder in the Vogel Law Firm, practicing in the Bismarck office. Blazer works in the areas of medical malpractice defense, personal injury and insurance defense.

She earned her Juris Doctorate from the University of North Dakota School of Law, Grand Forks, in 1984. Prior to her law career, Blazer worked as a paramedic on a hospital-owned ambulance service. In her nearly 40 years as a practicing attorney, Blazer has completed and taught numerous legal education courses.

Blazer’s example of consummate professionalism in law, business and her community has inspired positive change on institutional and individual levels for more than 40 years. During her time as managing partner at Vogel Law Firm, the Bismarck office has flourished with 12 full-time attorneys and nine staff members. Her positive attitude, high standards, charitable spirit and genuine care for each client she serves and employee she leads has created an office culture that embodies the firm’s vision of “Excellence and Integrity in an Atmosphere of Respect and Cooperation.”

Her work with charitable organizations, including the MSA United Way and the Rotary Club, have produced tangible and long-lasting improvements to the lives of numerous people within her community. While serving as vice president to the

PRESIDENT AND CEO, CORNERSTONE

BANK

Fargo, N.D. • Jeff Thomas is a leader in the business community who has come from working in banking for 35 years as well as being a successful business owner in the Fargo community. He is CEO and president of Cornerstone Bank, Fargo, North Dakota, and has hired and mentored many bankers and leaders during his career. Thomas has an incredible industry knowledge and is often looked to by others for his input and advice.

Thomas encourages his Cornerstone team to get involved, volunteer and to give back.

He embodies the Cornerstone Bank values, which include valuing their role as neighbors and contributors.

Thomas previously led the start-up of Starion Bank in the Fargo-Moorhead-West Fargo (FMWF) market upon joining that organization in 2008. He joined Cornerstone in 2013 after serving as vice president of Starion. Thomas worked as regional retail banking president for Wells Fargo Bank, overseeing North Dakota and northwestern Minnesota, while also serving as market president for Fargo-Moorhead and West Fargo.

Thomas earned a Bachelor of Science degree in banking and finance from the University of North Dakota and is an honors graduate of the American Banking Assocation’s Stonier Graduate School of Banking.

He serves on the board of directors for the YMCA of Cass Clay, the board of Resonate, the North Dakota Development Board and serves on the FMWF Chamber Flood Task Force and Military Af-

MSA United Way Board of Directors, Blazer contributed to the establishment of a permanent emergency homeless shelter which now provides year-round food, shelter, safety and services to the most vulnerable members of the community.

Her volunteer service in the legal field includes the State Bar Association of North Dakota, where she worked to improve the fairness, credibility and professionalism of the state’s legal system and those working in it. Starting in 1996, she served as a member of the State Pattern Jury Instructions Commission and was chairperson from 1999-2000. In 2008, Blazer was appointed to Inquiry Committee West and served as chair from 20132014. She served on the Joint Committee on Attorney Standards in 2014-2016 and in that capacity reviewed the American Bar Association Report on the lawyer discipline system within North Dakota. Blazer has also served on the North Dakota Supreme Court Disciplinary Board from 2014-2020, serving as chair from 2018-2020. Her extensive volunteer leadership roles have helped to elevate the professionalism in the practice of law across the state and will have a lasting impact on the State Bar Association of North Dakota.

Blazer has inspired those in her orbit to elevate their personal and professional contributions to selflessly serve the greater good.

With three grown sons and six grandchildren, she enjoys spending time with family, reading and traveling. She’s also an avid angler and a member of the Whopper Club.

This profile was compiled by Prairie Business staff, based on nomination forms and biographical information provided by the winner’s company.

fairs Committee.

Thomas’ roles and leadership expertise make him an asset to his community. The various roles in which he has served have given him an expansive knowledge base about the financial industry, which has developed his career over time.

JEFF THOMAS

In addition to his profession, he gives of his time to community organizations, including United Way and Chamber of Commerce boards. Thomas has spent many years as a hockey coach, giving back to a sport he loves. His volunteer work includes the Diabetes Association and Special Olympics.

Thomas has had involvement in the financing of many economically beneficial projects in his community, and even opened a successful bar in south Fargo, creating a place where neighbors can gather and build community.

Thomas and his wife, Sue, have six children and two grandchildren.

This profile was compiled by Prairie Business staff, based on nomination forms and biographical information provided by the winner’s company.

BRENDA BLAZER

FOUNDER, CHAIRMAN AND FORMER CEO, MUTH ELECTRIC

Mitchell, S.D. • Dick Muth is the founder and chairman of the board of Mitchell, South Dakota-based Muth Electric. As a young man in Ethan, South Dakota, Muth enlisted in the U.S. Army. He served two years, with one of those years served in Vietnam during the Vietnam War. After returning home, he enrolled in the electrical construction and maintenance program at Mitchell Technical Institute in Mitchell. This sparked his dream of owning his own business.

He and his wife, Darlene, were a motivated young couple with a determined work ethic and an entrepreneurial spirit. What began as an electrical contracting company in nearby Ethan, South Dakota, with two employees has grown over the past 53 years into the Midwest’s premiere electrical contracting company, with nine locations and over 500 employees.

Muth credits most of his success to great employees. From the beginning, his theory was to hire the best people, treat them well, get out of the way and let them do their job. He believes superior customer service is also an important component of a successful business.

Under Dick Muth’s leadership, the company’s scope of work has evolved into large commercial and industrial work including hospitals, water and wastewater treatment facilities, wind energy, correctional facilities, airport runway lighting, roadway lighting, motel complexes, industrial plants, military facilities, school, medical clinics, office buildings and major retail stores.

The goal of the company has never changed – to provide electrical services to all customers in a safe, timely and professional manner. Following Muth’s leadership, a team of employees carries out that mission when serving their customers.

Over the years, Muth has accomplished many professional achievements, including sitting as a member on numerous

professional boards. He has been named South Dakota Electrical Man of the Year, was honored with Prairie Family Business of the Year, has served on the South Dakota Electrical Commission and was inducted into the South Dakota Hall of Fame. Muth is passionate about serving his community by supporting economic development, Ducks Unlimited, Pheasants Forever, Honor Flights and other veteran organizations, such as the American Legion. He is a member of Veterans of Foreign Wars, the Mitchell Rotary Club, and Lions Club.

Dick and Darlene are both very involved members of the Catholic church and have been members of the Catholic Foundation of Eastern South Dakota board for more than 30 years. The two are also legacy donors and proud supporters of Mitchell Technical College.

A recent community support effort by Muth Electric was donating more than $28,000 earlier this year for a new scoreboard at Drake Field, a baseball field in Mitchell.

“We just think Mitchell baseball is a pretty neat deal,” Muth told the Mitchell Republic newspaper in April. “We just want to help the community when we can, especially when it’s something that we’re passionate about.”

Muth loves the outdoors, hunting and fishing. He is a dedicated Christian, business owner and family man of four children, 10 grandchildren and one great-grandchild.

This profile was compiled by Prairie Business staff, based on nomination forms and biographical information provided by the winner’s company.

PRIVATE WEALTH ADVISER AND CEO, LEGACY FINANCIAL PARTNERS

Bismarck, N.D.

• Since the start of his leadership at Legacy Financial Partners, Joel Bird’s focus has been on mentoring and facilitating employee and organizational development, as well as creating an extraordinary internal office culture. Under his guidance, LFP continues to track 20% annual growth in assets under management during the 10 years since its founding.

their financial goals is the greatest reward,” Bird said. Within the community, he shares his passion for fostering financial literacy in a number of areas, including educating youth on financial decisions through the Junior Achievement program, lecturing to UND students and providing educational materials and events for his clients.

Bird has been instrumental in the Bismarck-Mandan Chamber, Bismarck-Mandan Leadership program, Century High School student finance curriculum and the Western Dakota Estate Planning Council. He champions youth-focused programs including YMCA, Bismarck Parks and Recreation, Good Shepherd Church, Century Sports Boosters and Jump Start Real World Camp.

JOEL BIRD

A graduate of the University of North Dakota with a bachelor’s degree in accounting, Bird has led LFP to be ranked in the top 100 private wealth management teams in the nation by Barron’s for the past three years, improving in ranking each time. Bird has been recognized individually by Barron’s as one of the top 1,200 advisers nationwide since 2018 and as Forbes’ Best In State financial adviser in North Dakota since 2020. He has also been selected as an Ameriprise Chairman’s Advisory Council member annually since 2018 and has earned the Ameriprise Client Experience award.

“While these are exciting honors, helping my clients achieve

Bird is mindful of how being involved with charitable and civic organizations impacts the LFP team and is driven to provide staff and clients with opportunities to volunteer and participate in donation drives throughout the year.

Bird and his wife, Jennifer, have four children – Skylar, Gabriella, Lylianah and Oliver – and two grandchildren, Isla and Jay. This profile was compiled by Prairie Business staff, based on nomination forms and biographical information provided by the winner’s company.

DICK MUTH

PRESIDENT/CEO, NORIDIAN HEALTHCARE SOLUTIONS LLC

Fargo, N.D. • Jon Bogenreif is committed to helping people in the region achieve their potential. He grew up in Kent, Minnesota, attended Breckenridge High School and went on to earn a business administration degree from the University of North Dakota.

JON BOGENREIF

As the CEO at Noridian Healthcare Solutions, he provides executive leadership and direction, advocates for a life of engagement and leads a workforce of nearly 2,000 employees to strive daily to solve complex health care challenges in order to serve people behind the claims.

Noridian’s services include claims processing, review, contact center and provider administrative services at a large scale. Under Bogenreif’s leadership, the company processed more than 266 million Medicare and Medicaid claims in 2022.

Bogenreif grew up in a rural environment and has driven a national conversation on supporting rural health care providers. Under his leadership, Noridian has led the company to have a real impact on the financial health of rural providers by processing claims swiftly and ensuring deserved and expected cash flow. The company has added a new contract to support the U.S. Department of Veterans Affairs in implementing a nationwide suicide prevention grant program. This diversified the company’s offerings as well as

serves Bogenreif’s people-first vision of engagement. The grant program is for local organizations to develop and implement strategies to support veterans. Noridian has a role as a subcontractor, sharing training expertise with grant awardees.

Bogenreif’s leadership has allowed the company to launch two mentoring programs, one aimed at helping high-potential leaders at Noridian level-up and ready themselves for executive level leadership, and one aimed at high-potential individual contributors who are interested in pursuing leadership roles. Volunteer paid time off was also doubled in 2022, which grew from Bogenreif’s people-first philosophy, allowing paid volunteer time to include 16 hours.

He has found that being engaged in the community and the work makes both the employee and the company better. Bogenreif encourages employees to ask questions about why the organization does certain things, know how their role fits with Noridian’s goal to make access to health care services easy for those served by programs the company supports, and suggest ideas to improve the way things are done.

“When we are engaged, we find a richness in our work experience, and we are better for it – both personally as a company,” he said.

This profile was compiled by Prairie Business staff, based on nomination forms and biographical information provided by the winner’s company.

CONTINUED ON PAGE 24

FOUNDER AND CHAIRMAN, EDGEWOOD GROUP OF COMPANIES

Grand Forks, N.D. • Phil Gisi was raised on a farm near New Rockford, North Dakota, and is a graduate of the University of North Dakota with a Bachelor of Science in business administration and accounting.

He first served as the CFO for an oil field service and construction company from 1982-1985 in Dickinson, North Dakota. From 1986-1996, Gisi served as the vice president/CFO and president/CEO for St. Joseph’s/UniMed Medical Center, a 200-bed regional hospital in Minot, North Dakota.

Gisi, an entrepreneur, real estate developer and innovator, is a founder and chairman/CEO of the Edgewood Group of Companies which spans the upper Midwest. Edgewood Healthcare is a vertically integrated assisted living and health care services company with 64 senior housing facilities and over 4,100 beds in Idaho, Minnesota, Montana, Nebraska, North Dakota, South Dakota and Wyoming. Over the past 30 years, Edgewood has grown into the largest privately held senior housing and home-based health care provider in the upper Midwest.

Gisi’s other merits include co-founder and board member of Edgewood Real Estate Investment Trust, a $2 billion private REIT

PRESIDENT AND CEO, MAGNUM COMPANIES

Fargo, N.D. • Wayne Gadberry created a company that specialized in hauling farm products across North Dakota and built it into a national, world-class multi-million-dollar logistics company with a network of terminals throughout 10 states.

Gadberry started the first truckload company under the name Gadberry, Inc., in 1978. He and two other local farmers then created Magnum, Ltd. as a trucking outfit in 1981 in Fargo, North Dakota. Over time, Gadberry and two associates realized more people wanted to be served other than farmers, and so they created Magnum LTL in 1990 to serve less-than-load (LTL) customers.

Subsequent divisions of Magnum were opened, including Magnum Logistics Inc. to serve as a logistics and brokerage company, and Magnum Warehousing to provide inventory organization and logistics functions.

In a bold move, Gadberry’s company expanded in 2008 to create another entity, Magnum Dedicated, while other companies were cutting back. This sub-division was created to handle the consumer market that wants quick freight delivery.

Today, Magnum Trucking companies are the pioneers in the transport and logistics industry.

Magnum has more than 1,500 employees, nearly 700 drivers and operates 31 terminals/offices in 10 Midwest states under Gadberry’s leadership. The veteran-owned company focuses on sustainability for the environment and community. Magnum has also completed two acquisitions of trucking companies in the last two years.

Gadberry says part of the secret to his success is letting people take on responsibility for their position and to not micromanage them. Employees have opportunities to expand their knowledge

CONTINUED FROM PAGE 23

with real estate holdings in 14 states, and he’s the founder and chairman/CEO of Senior Healthcare Innovation Consortium Inc., a nonprofit education and scientific research company dedicated to enhancing the quality, safety and cost effectiveness of homebased health care services provided to seniors.

He has served as a board member for a number of organizations over his career, including INREIT Properties (now Sterling Multifamily Trust), East Grand Forks Chamber of Commerce, and the Alumni Advisory Council of the UND College of Business and Public Administration. Gisi served as a community board member and secretary of Altru Health System of Grand Forks from 2009-2020, and as a board member of the UND Alumni Association Foundation from 2009-2021.

Gisi continues to be active on local boards, including as board adviser for Red Trail Energy LLC, and ethanol plant located in Richardton, North Dakota, board member and chair for the UND Center for Innovation Foundation in Grand Forks, and adviser to the Dakota Venture Group, a UND student-run venture capital company.

Gisi and his wife, Patricia, have two children and reside in Grand Forks.

This profile was compiled by Prairie Business staff, based on nomination forms and biographical information provided by the winner’s company.

base and move up in the organization.

“It’s establishing what’s expected and helping them to be successful,” Gadberry said.

He also credits Magnum employees and the company’s dedicated, expanding customer base for the company’s success year after year.

“We provide a service that others can’t or aren’t willing to provide,” Gadbery said. “We provide innovative solutions for them.”

WAYNE GADBERRY

Strategic planning for the future and setting achievable goals are the foundation of Gadberry’s success.

“I believe you have to be growing or you’re falling back, and through that, you grow, you support your employees,” he said. “Success is what can happen when you strive for that and people in the organization believe in it. Everyone is working toward the same goal.”

In the community, Magnum has supported Madison Elementary School as part of Fargo’s Adopt-a-School program for the last 20 years. Employees today continue to support the school.

“We believe it’s important to be active in the local community,” Gadberry said.

Gadberry and his wife, Cherie, have four children and 15 grandchildren. His sons David and Matthew are both in leadership roles at the company.

This profile was compiled by Prairie Business staff, based on nomination forms and biographical information provided by the winner’s company.

PHIL GISI

SUSTAINABILITY

IN SCHOOLS

Jordan Lutz is a sustainability project manager at Bemidji State University.

He’s part of the office that helps the university and its students go green, focusing on everything from recycling to lighting to cutting down on waste in food services.

But it was a long road getting there. Lutz used to be a field technician criss-crossing the country to help with underground oil cleanup. If an old industrial site had contamination, he was your guy — helping map out threats to nearby water sources and more.

“I always felt very reactionary,” he said. The job gave him a chance to make the world brighter and greener, but he wanted to help stop those messes from happening at all.

“Bemidji State University’s campus is on the western shore of Lake Bemidji itself,” he said. “Our community is pretty tied into

the outdoor enthusiast opportunities this provides. If we are not caring for and maintaining those natural spaces, we risk losing that part of our lifestyle. A lot of folks are tied into fisheries and the vibrancy of what they can harvest in this area.”

At BSU and at campuses around the upper Midwest, professionals like Lutz are helping reshape the way colleges and universities fit into the world around them. That cuts down on their carbon footprint, responds to rising student demand, and – oftentimes – saves colleges money.

Take South Dakota State University’s Barry Mielke. He points out that recent banks of solar panels on campus rooftops were set to pay for themselves in about 13 years, with a full lifetime of about 20 to 25 years of use.

“Our rule of thumb for an energy conser-

vation project is 15 years or less,” he said. “So we should see savings there.”

Perhaps the most famous impacts of the sustainability movement are big projects like those: big banks of solar panels or campus-wide recycling programs. At the University of North Dakota, leaders tout a natural gas steam plant dedicated in 2020 — replacing a coal-burning plant. UND’s top brass said at the time that the change would save about 40,000 metric tons of carbon dioxide every year.

Michael Nord is the assistant director of energy and continuous improvement services at UND. He said that he’s also excited about what the future might hold. Artificial intelligence means that soon, buildings equipped with sophisticated sensors might carefully self-regulate more and more.

SOLAR PANELS SIT ATOP A BUILDING AT THE UNIVERSITY OF MINNESOTA DULUTH. THE PANELS ARE PART OF THE UNIVERSITY SYSTEM’S SHIFT TOWARDS MORE GREEN POLICIES. COURTESY UNIVERSITY OF MINNESOTA DULUTH.

“Building automation is flashy to me, and we’ve had it here for many, many years,” he said. “But it keeps growing and the technology grows, and it makes our buildings smart.”

Big plans and big projects are happening at the University of Minnesota Duluth, too. Jonna Korpi, the director of the university’s office of sustainability, said she’s excited about the planning process that will soon update the University of Minnesota’s climate action plan.

“If we have this integrated plan, we can think really strategically and hopefully proactively…to be like, let’s not just do the same thing that we’ve been doing, let’s think about how we can make this better,” Korpi said.

There are a lot of directions that plan could lead. One potential benchmark is carbon neutrality as soon as 2050 for campuses across the Minnesota system.

And there are lots of big, potential projects that Korpi is excited about at UMD. One of them is the switch from a steam heating system to a hot water heating system – which means less energy is involved in the process.

“That requires going into every single building, every single office and literally changing out every pipe to be a smaller diameter (or) maybe be a com-

pletely different profile in terms of the radiators that are in a space,” she said. “So that is a huge, huge project. But that by itself would be a game changer to get us to the next stage.

The shift towards green policy has been dramatic in recent years. Almost universally, university leaders point out that the students arriving now have far more of an appetite for going green than they did a generation ago.

That’s increasingly affecting the admissions process. According to a survey from Inside Higher Ed and College Pulse, 45% of participating students “considered environmental sustainability in their college enrollment decision.” About 12% said it “influenced their choice of college. The Washington Post published an article in March headlined “Want to choose a climate-friendly college? Here are some standouts.”

Rian Nostrum is the director of residence life at North Dakota State University. He said students at NDSU aren’t choosing or rejecting the school over environmental concerns — though he said that future may not be far off.

“I wouldn’t be surprised if you were doing a follow-up three to five years from now that I’d be like, ‘Oh, remember when we talked about that? Yeah, we are absolutely there now,’” Nostrum said.

OF NORTH DAKOTA, LEADERS TOUT A NATURAL GAS STEAM PLANT DEDICATED IN 2020 — REPLACING A COAL-BURNING PLANT.

UND’S TOP BRASS SAID AT THE TIME THAT THE CHANGE WOULD SAVE ABOUT 40,000 METRIC TONS OF CARBON DIOXIDE EVERY YEAR. MIKE HESS

JORDAN LUTZ

BARRY MIELKE

CONTINUED FROM PAGE 27

Students like Lauren Collins are on the leading edge of that change. Collins is a rising senior and president of UND’s Students for Sustainability club, working for more change on campus. One of the goals of the club, she said, is more systemic: for sustainability to be discussed during freshman orientation.

“I just remember being a kid and learning about climate change itself,” she said, but also individual disasters. “I remember that oil spill caused by BP was very heavy on my mind as a child.”

And colleges are increasingly tailoring programs for careers in environmental studies. Bemidji State University has a new “indigenous sustainability studies program,” built for those “who want to solve sustainability problems using Indigenous knowledge and modern science,” per the program’s web page. The discipline brings students into indigenous studies classes and environmental courses “that are grounded in Indigenous ways of knowing.”

“We have a responsibility as members of a community of life to do things in certain ways,” said Erika Bailey-Johnson, the school’s sustainability director. “And many times we’ve forgotten what that means.”

Programs like those are churning out new students all the time who go on to positions, private and public, all over the country. Not so long ago, Maggie Torness was one of them. Now she’s sustainability coordinator at Black Hills State University and South Dakota School of Mines – a role announced in early May.

“It’s interesting, it’s challenging work,” she said. “I feel like there’s a lot to learn and unpack, just because I feel like sustainability relates to so many different things on campus. You really have to learn how the whole campus ecosystem functions in order to determine, okay, this would be a good project to focus on.”

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SUCCESSION PLANNING AND PROCRASTINATION

BY DAN OAKLAND

The best laid plans…

Okay, I am a 70-year-old business owner, a reasonably effective leader/manager, and a highly skilled procrastinator. But despite that last revelation, my succession plan is ‘on-track’ and moving along nicely. Let me explain.

In a typical week, someone asks me if I’m retired (“No, but I am slowing down.”); when I’m going to retire (“Maybe in the next year or so.”); or why I haven’t yet retired (“Because I still love what I do!”)

There are also the LinkedIn connection requests that remind me of my age. Here is the paraphrased version: “Hey, I noticed your online profile, and your picture, and your experience. You look really old. Are you ready to sell your business? I can help. Got time for a call this week? Let’s connect!”

In my 50-plus years of work experience, I’ve seen a lot of business transitions, mergers, expansions, contractions, spin-offs, changes of direction, and rebranding. Some have been successful; some not so much. What made the difference? In my opinion, planning made the difference.

In my years of owning an HR management and consulting firm, I’ve also been directly involved in helping a number of clients work through their transition plans. That’s helped me see what’s worked well and what hasn’t, as I am in the midst of my own succession story.

Now it’s true that I am a procrastinator, but I actually started working on my own succession a dozen years ago. First, I put in place what I consider to be a team of exceptional professionals who

can continue to do what I do, and do it better; who understand and support our vision; and who see how we can continue to grow and excel. During those years, we’ve also worked on the operational side, implementing EOS, creating systems and documenting processes. I’ve met with advisors to plan and assist with the financial and legal sides of succession. I’ve had conversations with my wife and kids about next steps. I’ve also wrestled with timing and sharing of information and with even the emotional side of transitioning the business. The plan is in place, but I’m still playing with the ending.

Look, planning is not exciting, but it improves the odds of a successful outcome. The real joy and satisfaction comes in the journey, the execution and the accomplishment. And the planning that I and my associates did over the years has actually allowed me to procrastinate the ending, because I still enjoy the game! The things that need to be in place – the people, systems and processes – are in place, and that means I can enjoy the journey longer, worry less, work less, and continue to appreciate the blessings that have come my way.

Dan Oakland is an HR Consultant, and is the Founder & CEO of Alternative HR, LLC, a South Dakota based provider of outsourced HR and fractional HR services. The firm’s primary focus is providing HR solutions to small and medium sized employers who have no HR professional on staff. (https://alternativehr.com; doakland@alternativehr.com)

DAN OAKLAND

4 STEPS

BY TRINA MICHELS

A version of this insight first appeared on EideBailly.com

TO BUILDING YOUR DIGITAL FUTURE

Organizations are focused on being more customer-centric, innovative and sustainable. Yet their technology capabilities often prevent their success. Piecemeal solutions have led to constraints on integration capabilities and the lack of a data strategy.

It’s time to prioritize and strategize for new opportunities. Here are four steps to align your digital future.

1. START WITH OUTCOMES.

Organizations that rely on the IT department to spearhead technology initiatives do not get the results they want at the pace they desire. This is often because the IT department doesn’t have a full view of the overall desired business outcomes.

Successful digital futures are the result of input from all areas of the organization. A diversified team of IT staff, business experts and executive leadership — with support and buy-in from each department in your organization — will help ensure business outcomes are met.

2. TAKE INVENTORY OF YOUR TECH.

Recent research shows that, on average, an organization has 254 software as a service (SaaS) solutions in their tech stack. Yet, less than half of these app licenses are actually being used on a regular basis. Additionally, the same study found organizations often had five or more tools belonging in the same category.

Cutting waste is imperative if you’re looking to get the maximum value out of your investments. Begin by taking a thorough inventory of your current software.

• What do we have?

• What is it capable of?

• What are we using it for?

3. EVALUATE YOUR DATA STRATEGY.

TRINA MICHELS

As the role of the financial office has evolved, top-performing CFOs are defining a data strategy that gives them the speed and agility to respond to the new demands and needs of the rest of the executive suite.

Since apparel company and Eide Bailly client Black Clover implemented their data strategy, they have grown over 400%. They have attributed that growth to the visibility of their data, which allows them to not only react with speed but to proactively plan and forecast for the future. Their CEO, Mike Lichtie, says “ If you want to scale your business, you’ve got to be able to see it.”

4. ALIGN YOUR TECH STRATEGY WITH YOUR BUSINESS STRATEGY.

Once you’ve taken account of your software inventory and data capabilities, it’s time to overlay it with your business strategy. Ask yourself:

• What is the overall vision of our organization?

• How does our current technology landscape help or harm in achieving the vision of our organization?

• What does the dream state of our technology look like?

• Are our current systems flexible enough to support our growth and expansion goals?

MOVE FORWARD WITH CONFIDENCE

Leaders often struggle to identify blind spots in their own organizations. Look for partners who can help you create a strategic business and technology transformation roadmap for where you want to go. https://go.eidebailly.com/DigitalFuture.

Trina Michels is senior manager/tech consulting at Eide Bailly in Fargo.

ACKERMAN-ESTVOLD PROMOTES DYLAN WEBER TO SENIOR WATER RESOURCES ENGINEERING

Minot, ND • Dylan Weber has been promoted to Senior Water Resources Engineer, he has been a part of the full-time staff with Ackerman-Estvold since 2017. He earned a Bachelor of Science in Civil Engineering from North Dakota State University, Fargo, North Dakota, and passed his PE licenses in 2021. Prior to graduation, Weber spent four years as an intern with the company gaining an understanding of a variety of engineering disciplines with a focus on water resource engineering. Dylan has been actively working on water modeling and wa-

INTERSTATE ENGINEERING ANNOUNCES MULTIPLE HIRES

North Dakota • Interstate Engineering is excited to announce that Ethan Tschosik has joined the Mandan, North Dakota, office. As an Engineering Technician, he joins the team with an Associate of Applied Science degree in Geographic Information Systems. He is currently completing an Associate of Applied Science degree in Engineering Technology from Bismarck State College. Ethan brings energy and excitement as he joins the team. His understanding of basic engineering principles and drive to continue learning make him a valuable asset to the company.

Loren Bothun recently expanded the Horace, North Dakota, team by joining as a Staff Engineer. He holds a Bachelor of Science degree in Civil Engineering from North Dakota State University. With over four years of experience, he specializes in transportation and municipal engineering, and construction inspection and management. His experience and knowledge will enhance the Interstate Engineering team as a whole.

ter related project design for a diverse portfolio of projects. In this new role, Weber will manage project scope, team resources, schedules, budgets and focus on developing client relationships and consulting with clients to plan and develop strategies for their water resources needs.

Ackerman-Estvold is a professional engineering and architectural firm headquartered in Minot, ND, with additional offices located in Fargo, ND, Williston, ND, and Boise, ID.

KATHERINE PREZLER

ETHAN TSCHOSIK LOREN BOTHUN

PRESZLER JOINS EDC STAFF AS WORKFORCE DEVELOPMENT SPECIALIST

Grand Forks, ND • Katherine Preszler has joined the Grand Forks Region Economic Development Corporation (EDC) as its Workforce Development Specialist. Preszler will assist and lead the efforts to carry out workforce programs like the Northern Valley Career Expo, InternGF, and Greater Grand Forks: Way Cooler than You Think! recruitment and retention initiative.

“The EDC plays an important role in the Grand Forks region and I am delighted to join a team of dedicated leaders who are continuously working to enhance our community’s economic vitality,” said Preszler. “Workforce is an important area for our region, and I am grateful for the opportunity to support and grow the number of people available for jobs through specialized programming.”

“Katherine has already been a valuable asset to the workforce team in her first few weeks on the job,” said Becca Cruger, Director of Workforce Development. “The EDC’s role in workforce devel-

opment has expanded considerably as we work to meet the needs of our member companies throughout Grand Forks County, and I’m thrilled to have Katherine here to add capacity and talent.”

EDC President & CEO, Keith Lund said, “The EDC is lucky to have Katherine on staff. Her strong background in content and media creation, project management, and general business operations make her a perfect fit for this role.”

Preszler comes to the EDC with extensive experience in operations, video production, and project management from the local production company, Twin Tandem. In the community, she previously worked with legislators managing projects, completing casework, and providing constituent services through community outreach. Preszler currently serves as a community representative on the board for the Grand Forks Community Land Trust. In her free time, she enjoys backpacking, cooking, and a good book.

TRENT SORBE

LEADING PAYMENTS EXPERT, TRENT SORBE, JOINS FIRST INTERNATIONAL BANK & TRUST AS CHIEF PAYMENTS OFFICER

Sioux Falls, SD • First International Bank & Trust (FIBT) announces the addition of Trent Sorbe to the organization’s Executive Team. Sorbe will serve as Chief Payments Officer, where he will lead the growth and expansion of the nearly $5 billion bank’s local and national digital payments initiatives.

Sorbe will direct the bank’s Kotapay division, a top-40 ACH originator forecasted to settle over $100 billion of electronic payments through Nacha in 2023, as well as its Card Services division. Trent will also spearhead the organization’s expansion into new forms of digital payments to be offered both locally and nationwide.

Michael Toy, Chief Strategy and Operations Officer shares, “We are thrilled to welcome Trent to the leadership team and plan to take full advantage of his 30+ years of financial technology experience, entrepreneurship, and passion for payments innovation. Under Trent’s leadership, FIBT customers will enjoy access to the latest payments capabilities, and we can leverage our Kotapay division to deliver new payments applications on a nationwide scale.”

Sorbe shares his excitement. “Scaling payments products and services in today’s banking-as-a-service model requires a unique combination of technology, size, and experience. Real time payments, traditional card-based payments, and virtual/mobile payments have quickly become table stakes. I’m here because FIBT and Kotapay are among a handful of community banks with the foundation in place to meet these market demands.”

BRANDON WOLSKI

ACKERMAN-ESTVOLD WELCOMES BRANDON WOLSKI AS A SENIOR DESIGNER

Boise, Idaho • Brandon Wolski has joined the Ackerman-Estvold Idaho office as Senior Designer for our civil engineering division. Wolski earned a Bachelor of Science in Computer Information Systems from Coleman University, San Diego, CA. He brings over 17 years of experience in civil engineering, lead design, and in surveying with a focus on land & design development and project management. Brandon’s responsibilities will focus on project design, research for concept design on projects, assist with bid proposals, and help cultivate current and new relationships in our Idaho market.

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CONTINUED FROM PAGE 33

JAY KRUSE NAMED CEO OF NORSTAR FCU

Britton, SD • Jay Kruse has been named the next President/CEO of Norstar Federal Credit Union in Britton, South Dakota, effective May 1, 2023, chosen to succeed Jane Duerre upon her retirement.

JAY KRUSE

Kruse has extensive professional experience in the credit union industry, most recently as Chief Advocacy Officer at the Dakota Credit Union Association’s Sioux Falls office for the past eight years. During his tenure there, he assisted nearly 60 unique credit unions across both North and South Dakota with their state and federal advocacy efforts to improve the operating environment for credit unions on the local, state, and national levels.

Prior to his work at the association, Kruse spent three years as an internal auditor and an additional three years as controller at Service First Federal Credit Union in Sioux Falls, South Dakota, where he managed profitability and multiple accounting functions including the investment portfolio, the budgeting process, and assisted in annual compliance audits.

FLINT GROUP HIRES WELLE AND FARMER

“Jay Kruse has our utmost confidence to continue to lead Norstar Federal Credit Union in our quest for excellence in member service, community service, and financial well-being for all,” stated Kurtis Larson, Norstar FCU Board Chairman. “His vast experience in the credit union industry and his extensive knowledge of the South Dakota credit union system, in addition to his impressive certification and education credentials, will no doubt help to facilitate many more years of success for our staff, members, and our community,” he added.

Kruse received his Bachelor of Science in Professional Accountancy and Bachelor of Business Administration in Finance from Dakota State University, Madison, South Dakota, graduating with honors. He also holds a Certified Credit Union Compliance Expert (CUCE) designation from the Credit Union National Association and a Certified Business Lender designation from Community Business Lenders.

ASHLEY FARMER

Fargo, ND • Flint Group has hired Katelyn Welle as an account manager.

Welle will use her skills in project management, marketing, branding and creative management to support clients. She is passionate about marketing and believes there is always a fun and innovative way to send a message.

Welle earned her degree in Strategic Communications with a minor in Women’s Studies from North Dakota State University. Before joining Flint, she served as the marketing and social media coordinator at Fargo Center for Dermatology. When she isn’t working, you can find Katelyn spending time with her dog and husband, getting together with friends, watching reality TV or going on walks.

Flint Group has also hired Ashley Farmer as an executive assistant.

Farmer will use her skills in project management, executive calendar management and event planning to support executive leadership, including the board of directors. Farmer’s passions include supporting high-achieving executives with high-volume workloads in ever-changing environments.

Farmer earned an associate degree from Rainy River Community College in International Falls, later earning a bachelor’s degree in business management from the University of North Dakota. Before joining Flint, she served as an executive assistant at Sterling Management, LLC.

KYLE MICKELSON

ACKERMAN-ESTVOLD WELCOMES KYLE MICKELSON AS PROJECT SUPERINTENDENT FOR CONSTRUCTION MANAGEMENT GROUP

Minot, ND • Kyle Mickelson has joined the Ackerman-Estvold Minot office as Project Superintendent for our Construction Management group. Mickelson has 26 years of experience in commercial, residential, retail, and multi-family construction projects. Kyle responsibilities will focus on coordinating on-site activities with subcontractors and employees in the CM group, safety and quality control, along with daily log and site inspections.

KATIE SOBOLIK

ACKERMAN-ESTVOLD’S SOBOLIK EARNS PROFESSIONAL REGISTRATION

Williston, ND • Ackerman-Estvold is pleased to announce that Katie Sobolik recently earned her North Dakota Professional Engineer registration from the North Dakota State Board of Registration. Sobolik has been with Ackerman-Estvold since 2021 as a full time Civil Engineer, in our Williston office, with a focus on civil design, construction engineering, and working on municipal projects. In addition, Katie has additional experience working for the ND Department of Transportation, bringing knowledge and familiarity on DOT specifications on construction projects and transportation design. Sobolik earned a Bachelor of Science degree in Civil Engineering from the University of North Dakota in Grand Forks, North Dakota.

AT LEGACY FINANCIAL PARTNERS,

we take pride in helping our clients plan for the future by defining their needs and goals to leave a legacy they’ve always dreamed of. But we have a deeper pride for our employees who commit their professional lives to creating a lasting legacy for our company.

Congratulations to Joel Bird, Private Wealth Advisor, on being named as a 2023 Prairie Business Leaders & Legacies Award recipient, recognizing professional and community achievement.

Q.INSIGHTS & INTUITION

How do you continue to develop your leadership skills?

I believe continuous development starts with the realization that we are never done learning and growing. The world around us changes constantly and we must evolve with it. With this mindset, I believe you can find a great number of opportunities for development around you. Some of my favorite ways to invest in my personal growth include listening to podcasts, attending webinars and following industry-related experts on social media. By hearing and reading insights from experts on various platforms, I can engage myself in a variety of ways to learn from people located anywhere with a range of experience. I also enjoy connecting with people whether they are team members or community members – I view every connection as a development opportunity for myself. In addition, I have found leadership skill development through both Gate City Bank internal leadership programs as well as community leadership programs. Having an employer so heavily invested in providing development programs, tools and resources gives me an incredible number of opportunities for development. There are a variety of opportunities for development within our community as well, whether it’s through leadership programs or choosing to serve on a Board of Directors or as a committee member for a nonprofit organization. These are all ways to expand your leadership skills. I have found great growth in serving as a member of a Board of Directors and as a committee member for various organizations and would encourage everyone to do so. You can give back to the community and invest in yourself at the same time. Your ongoing personal development is in your own hands – it all depends on how you view each opportunity to achieve constant growth.

There are three strategies about developing and honing your leadership skills I’d like to share: Learning from peers: Learning from our peers is one of the most relevant ways to grow as a leader (and possibly the most cost-effective). I belong to a peer group called Vistage, and we meet monthly to share our experiences and motivate each other to be better leaders of our given organizations. What makes the Vistage approach so effective is that Vistage participants alternate from being the mentor to being the mentee depending on the topic or issue.  Finding a mentor: I’ve been blessed to have some great mentors who’ve given me guidance and positive correction throughout my career. I would venture to guess that many of us have had individuals who offered guidance, but often that advice is mistaken for criticism. Being open minded to peer/mentor coaching is a valuable resource that has helped me continually improve my leadership skills. Taking chances: Lastly, take chances! Put yourself in an uncomfortable position where you need to flex new muscles. For some it may be public speaking, for others taking the lead on a company project. Whatever the challenge, you’ll learn a lot about your strengths and weaknesses. Focus on your weaknesses and work deliberately to turn them into your strengths. (And remember, that trusted group of peers or mentor can help you prepare and/or assess how you performed.) The thread that ties these together is effective communication, which I believe is the foundation of great leadership. Anything that you can do to improve your communications skills will make you a more effective leader.

Amanda Torok

SVP of Culture Gate City Bank Fargo, N.D.

Seth Arndorfer CEO, Dakota Carrier Network Bismarck, N.D.

The most successful leaders are lifelong learners who understand that great leaders never stop developing their skills. When it comes to developing my leadership skills, I strive to emulate the leaders I admire the most. I identify and incorporate their best leadership qualities and strengths, whether that’s work ethic, communication, or asking the right questions, while staying true to my authentic self, ultimately creating my own unique leadership style. Coaching is another critical aspect of leadership development. It can be challenging to prioritize personal development amidst a calendar full of meetings, but it’s essential to growth. Leaders must be proactive about seeking out coaching opportunities and constructive feedback. I recently started working with an executive coach at Eide Bailly who helps solicit feedback, facilitate discussions, and challenge me by setting goals. Having a coach is a great way to meet new goals and ensure you prioritize personal development. Another way I continue to hone my leadership skills is by hearing from thought leaders on webinars or podcasts, in books or at conferences. And hearing from those not just in my industry but anyone I admire – companies, sports figures and individuals with inspirational stories. Hearing from various thought leaders allows me to learn new things and become inspired. We are fortunate to live in a region with many thought leader resources, including the local Chamber of Commerce, Economic Development Corporation and TEDxFargo.

Chris J. Zygarlicke Director of Employee Development & Engagement Energy & Environmental Research Center University of North Dakota Grand Forks, N.D.

At the Energy & Environmental Research Center (EERC), our organizational vision is to lead the world in developing solutions to energy and environmental challenges. So, as a leader at the EERC for 35 years, I have always deemed it most important to hone my leadership skills in order to develop other leaders and to press into new innovations that provide clean energy to all demographics. A few years back, the EERC made a concerted effort to highlight and fan the flame of life-long learning, one of our cultural traits. I helped develop an employee development mindset that includes leadership development. Today, many of our seniors, principles and directors at the EERC have taken part in some type of leadership development. In my opinion, if we are not learning and stretching our brain power, we are handicapped in the development of new ideas and will usually also lack workplace motivation. As leaders, we need intellectual stimulation. Organizationally, I have advocated for leadership training, especially for our supervisors. For my personal leadership honing, I focus on three leadership activities each year:

2) I attend or take part in at least one reputable leadership seminar, course, or conference event each year; and

1) I try to read at least one leadership book each year;

3) I get involved in leading things, whether at work or in my personal life. There are so many books on leadership it is dizzying, but one that stands out for me as helping shape my leadership is “On Becoming a Servant Leader,” the private writings of Robert K. Greenleaf as edited by Don M. Frick and Larry C. Spears. It just amazes me how Greenleaf’s principles of leadership developed and honed in the first part of the 20th century at AT&T have withstood the test of time.

I’ve worked at AE2S for 27 years. During my internship and as a young professional, I had strong mentors who led by example. As my career grew, I’ve had countless opportunities to mentor staff, grow into leadership roles, and manage large projects. Building relationships with clients has allowed me to learn a lot from the people who lead water systems and communities that AE2S partners with to complete infrastructure projects. I have also continued to develop and hone my leadership skills by actively participating in and holding leadership positions in professional organizations, such as the American Water Works Association. Additionally, I recently participated in AE2S’ unique Leadership Matters program. Employee-Owners from all departments and stages of their careers are encouraged to apply for the yearlong program. I graduated from Leadership Matters in the fall of 2022 along with 11 other AE2S Employee-Owners from across the upper Midwest and Rocky Mountain region. Although I’ve been with the company since 1996, the AE2S Leadership Matters program provided invaluable opportunities for personal growth, as the curriculum is not only ‘engineering focused’ but also includes lessons for success in the business world.

Next Adventure

Next Adventure

Brian Bergantine

PE, Project Engineer AE2S Fargo, N.D.

Chad Flanagan

Fargo Market Leader Eide Bailly Fargo, N.D.

CIVILIAN LABOR PARTICIPATION RATE, SEASONALLY ADJUSTED

Total nonfarm payroll employment increased by 339,000 in May, and the unemployment rate rose by 0.3 percentage point to 3.7 percent, the U.S. Bureau of Labor Statistics reported June 2. Job gains occurred in professional and business services, government, health care, construction, transportation and warehousing, and social assistance. The labor force participation rate held at 62.6 percent in May, and the employmentpopulation ratio, at 60.3 percent, was little changed. Among the major worker groups, the unemployment rates for adult women (3.3 percent) and Blacks (5.6 percent) rose in May. The jobless rates for adult men (3.5 percent), teenagers (10.3 percent), Whites (3.3 percent), Asians (2.9 percent), and Hispanics (4.0 percent) showed little change over the month.

EMPLOYMENT CHANGE BY INDUSTRY, MAY 2023, 1-MONTH NET CHANGE

In May, professional and business services added 64,000 jobs, following an increase of similar size in April. Employment growth continued in professional, scientific, and technical services, which added 43,000 jobs. Government employment increased by 56,000, compared with the average monthly gain of 42,000 over the prior 12 months. Health care added 52,000 jobs, similar to the average monthly gain of 50,000 over the prior 12 months. Employment in leisure and hospitality continued to trend up (+48,000), largely in food services and drinking places (+33,000). Construction added 25,000 jobs, including 11,000 jobs in heavy and civil engineering construction. Employment in transportation and warehousing increased by 24,000 in May. Employment in social assistance rose by 22,000, in line with the average monthly gain of 23,000 over the prior 12 months.

U.S. IMPORT PRICE INDEXES FOR SELECTED CATEGORIES, 12-MONTH PERCENT CHANGE

U.S. import prices advanced 0.4 percent in April, the first monthly increase since December 2022. Despite the April rise, the price index for U.S. imports declined over the past year, falling 4.8 percent on a 12-month basis for the second consecutive month. Those were the largest over-the-year drops since the index decreased 6.3 percent in May 2020. Prices for import fuel rose 4.5 percent in April following a 3.9-percent drop in March and a 5.6-percent decline in February. The April advance was the first monthly increase since June 2022. Despite the monthly rise, import fuel prices fell 25.9 percent over the past year. Higher petroleum prices drove the increase for the month, more than offsetting lower prices for natural gas. Nonfuel import prices were unchanged in April, after decreasing 0.5 percent the previous month. Higher prices in April for consumer goods and foods, feeds, and beverages offset price decreases for nonfuel industrial supplies and materials and capital goods; automotive vehicles prices were unchanged for the month. The price index for nonfuel imports fell 1.9 percent over the past 12 months, the largest over-the-year drop since April 2016.

FATAL OCCUPATIONAL INJURIES BY EVENT OR EXPOSURE

There were 5,190 fatal work injuries recorded in the United States in 2021, an 8.9-percent increase from 4,764 in 2020, the U.S. Bureau of Labor Statistics reported. The fatal work injury rate was 3.6 fatalities per 100,000 full-time equivalent (FTE) workers, up from 3.4 per 100,000 FTE in 2020 and up from the 2019 pre-pandemic rate of 3.5. The 3.6 fatal occupational injury rate in 2021 represents the highest annual rate since 2016. A worker died every 101 minutes from a work-related injury in 2021. Suicides continued to trend down, decreasing to 236 in 2021 from 259 in 2020, an 8.9-percent decrease. Workers in transportation and material moving occupations experienced a series high of 1,523 fatal work injuries in 2021 and represent the occupational group with the highest number of fatalities. This is an increase of 18.8 percent from 2020. Transportation incidents remained the most frequent type of fatal event in 2021 with 1,982 fatal injuries, an increase of 11.5 percent from 2020. This major category accounted for 38.2 percent of all work-related fatalities for 2021.

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