Prairie Business June 2017

Enter, Engineers

Universities encourage internships, extracurriculars to boost grads’ job prospects

PAGE 22

Hesham El-Rewini, dean of the University of North Dakota College of Engineering & Mines

If you set the bar at competence, how do you reach excellence?

No matter the time of day, we work to ensure our members have reliable, affordable power. We bring light to the dark. It’s the assurance that when you make a promise, you can keep it.

A New Drive for Engineers J

ob Service North Dakota projects an increase in the number of engineering positions in the state in the next few years, and ranks civil engineers in particular among the 50 major career sectors that will see the most new positions through 2024.

It’s a good thing, then, that the University of North Dakota’s College of Engineering & Mines has doubled its enrollment from 2008, churning out fresh engineers ready to get started in their careers. The job market is different, though, for entry-level talent than it is for mid- and senior-level talent. This month’s engineering feature explores the reasons behind increased interest in engineering careers among young people, which types of engineering are most popular among them, and who has the best chance of getting a job right out of school. It starts on page 22.

We also cover insurance in this June issue of Prairie Business, discussing a trend emerging in elective health benefits: More employers are covering all or part of them to help make up for rising deductibles and premiums their employees are forced to pay under their standard health plans. It’s an interesting twist in health care coverage that also helps employers recruit top talent for new positions. Find it on page 28.

Our Business Insider subject is a thirdgeneration president and CEO of a Grand Forks insurance company who says the family leadership has helped the business maintain its reputation, while increasing accountability. It’s on page 18.

In Construction Corner, we profile the building of Black Hills Corp.’s new headquarters in Rapid City, South Dakota. The 206,000-square-foot facility will be complete this fall, bringing 500 employees from multiple locations under one roof. Page 32.

On a noncontent-related note, this is my last issue as editor of Prairie Business. I can’t say enough about the wonderful people I’ve met and useful things I’ve learned while working with this magazine. I will transition from editor to reader, observing with all of you as Prairie Business accomplishes new goals in the future.

Thank you for reading. PB

PUBLISHER KORRIE WENZEL

AD DIRECTOR STACI LORD EDITOR LISA GIBSON CIRCULATION MANAGER BETH BOHLMAN

LAYOUT DESIGN, AD DESIGN JASON MAGSTADT SARA SLABY KRIS WOLFF

ACCOUNT MANAGERS 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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Signs of Growth Everywhere in Bismarck-Mandan

By Brian Ritter

When thinking about something as abstract as Bismarck-Mandan’s economy, I find it helpful to picture it as a pyramid. At the base of that pyramid are the “core four” industries that provide the foundation of our community’s economy: healthcare, government, energy and education. The resulting economic diversity is one of the reasons Bismarck-Mandan has continued to thrive in the face of low energy and agricultural commodity prices. When one of those four industries is experiencing tough times, the other three ensure the economy keeps producing, and one particular area that’s contributing mightily right now is education.

For example, Bismarck Public Schools is North Dakota’s largest school district with approximately 12,600 students in kindergarten through high school. More impressively, that number is expected to grow by nearly 1,900 students by the 2021-22 school year. In order to accommodate that growth, Bismarck voters recently approved a $57.5 million bond issue that will result in additions to all three of the district’s middle schools, as well as Bismarck and Century high schools.

Across the river, Mandan Public Schools is experiencing similar growth. This is evidenced by the fact that Red Trail Elementary opened in 2014 as a result of increased enrollments in kindergarten through fifth grade. That growth will eventually translate into growth at the middle school level as well, so Mandan Public Schools recently awarded bids for an approximately $4 million expansion to Mandan Middle School.

IMAGE: KYLE MARTIN PHOTO

And one of the community’s private school systems is experiencing growth as well. Currently operating at 107 percent capacity, the Light of Christ Catholic Schools recently embarked on a $46.5 million capital campaign to construct a new campus for St. Mary’s Central High School, remodel the existing St. Mary’s Central High School into a middle school and expand two of the system’s elementary schools.

With all of that expansion in grades K-12, it’s logical that the community’s institutions of higher education would experience similar growth and nowhere is that more apparent than at the University of Mary. Three projects on the Bismarck campus are helping accommodate the university’s growing student body and the first is a new 276-bed residence hall for freshmen students, which opened in fall 2016. The second such project is a new fieldhouse to accommodate on-campus activities that opened in January 2017. And the third is a renovation of the former fieldhouse into a campus center that will serve as the center of campus life, expected to open in September 2017.

While education certainly isn’t the only area of our community that’s growing, it is both exciting and encouraging. It’s exciting in the sense that Bismarck-Mandan currently has more than 2,300 open jobs and in order to fill them, we’re going to need every one of the students in our respective school systems. It’s encouraging because if our school systems are growing, then, by extension, our community is growing and that bodes quite well for BismarckMandan’s future. PB

Brian Ritter PRESIDENT AND CEO BISMARCK-MANDAN DEVELOPMENT ASSOCIATION BRITTER@BMDA.ORG

LEADING OUR COMMUNITY

Mary Jo Richard, Partner, Eide Bailly LLP | Accounting, 1986

My accounting degree and management minor provided an excellent foundation for my career in public accounting and set the stage for lifelong learning. Continuing education is essential to stay current in any profession.

Transforming the world by transforming lives. Read more about leadership from MSUM alumni at mnstate.edu/leaders

Minnesota State University Moorhead is an equal opportunity educator and employer and is a member of the Minnesota State system.

Establish a Company Identity

By Tom Welle

Keeping employees engaged in their day-to-day duties is difficult. Keeping employees engaged in the brand, betterment and big-picture goals of a company is an even larger challenge.

A company’s brand extends far beyond a logo and a color scheme; a company’s brand is how it’s perceived. A brand is a promise of an experience. It must be consistent, intentional, differentiated and valued. Branding is different for every company, but having a strong, unified brand is important to job satisfaction for employees and the overall success of a company.

The first step in enhancing a brand is identifying who the company is. This isn’t an exercise to determine goals or outline the best marketing tactic; it’s a time to reflect and get input from staff at all levels across the company. To receive the most accurate depiction of a company, a large number of responses from employees is essential. When Apex Engineering asked for feedback from all of its staff, it was generally positive, but showed areas in need of improvement. The survey results delivered a sturdy basis to begin an internal branding campaign.

Apex worked with an outside consultant to compile employee feedback from the survey and simplify the company’s values and beliefs. An internal brand book was created to promote who we are, and who we want to continue to be for our greatest advocates — our employees. We strive to empower our team members on a daily basis to be champions of our brand. In our interactions, ranging from an external vendor’s sales call to a high-profile meeting with our biggest client, who we are as a company must always shine through.

Like many businesses in the region, Apex has seen significant growth in the past five years. While growth is good, it does come with challenges, such as keeping corporate values and beliefs top of mind for both existing and new employees. To help with this task, Apex created a brand ambassador role. One individual from each of the four offices was chosen to spearhead branding activities, keeping all offices unified across multiple locations. These individuals meet biweekly to discuss office morale, plan ways to improve or enhance everyday work experience, coordinate team-building activities, and assist with onboarding new employees. Strong relationships lead to better efficiencies in daily work and higher job satisfaction among team members.

Even though establishing a strong internal brand is not a marketing campaign, having employees actively displaying the company’s values and beliefs creates a positive external image — a core goal of every business. While Apex has always recognized that employees are its greatest resource and attribute, it has found that working to foster internal relationships is as important as external relationships. We strive to empower all of our employees to use our guiding principles in their daily interactions both internally and externally. PB

Tom Welle PRESIDENT APEX ENGINEERING GROUP FARGO 701.373.7980 TOM.WELLE@APEXENGGROUP.COM

IMAGE: NICK NELSON, FORUM NEWS SERVICE

THE HEART OF DOWNTOWN WEST FARGO IS EMBRACING BIG CHANGE.

Phase I of an exciting new development is Sheyenne Plaza that includes a multifaceted, mixed-use complex with high-end living and commercial office space.

www.eapc.net

The Effects of Sioux Falls’ Growth

By Marcus Mahlen

Sioux Falls is growing at an exceptional rate. The developments around town are well-known: Washington Square, Lake Lorraine, Dawley Farms, the University Center Campus and Foundation Park. Yes, Sioux Falls does have a few minor league professional sports teams such as the Sioux Falls Canaries. We also boast a few universities and great high school athletic programs, but it seems there’s one mascot everyone in our community gets behind — growth.

I recently learned that Sioux Falls is now in range of being ranked the 140th largest city in the U.S. So, how did this town in southeast South Dakota eclipse familiar locations such as Jackson, Mississippi or Fort Collins, Colorado? By having an entire community rally behind the concept of growth.

More than 5,000 people moved to Sioux Falls in 2016, smashing local projections. This influx of people affects real estate in multiple sectors.

Housing

The multi-family housing market in the Sioux Falls area is entering a completely new arena. We shattered our building permit record for multi-family units in 2016 with 812 units built, and all indications are telling us 2017 will be keeping up with the past three years of growth. The housing market maintains average prices around $200,000.

Development land in the Sioux Falls market also seems to be primarily driven by housing — both single family and multi-family. Commercial development is keeping up, too, with many large ongoing projects.

IMAGE: NICK NELSON, FORUM

Office Space

The office market in Sioux Falls can be described as healthy, but continually changing. Sioux Falls is built around the health care and financial service industries, so they occupy a majority of the office space. But the supply seems to continually keep ahead of the demand, giving tenants plenty of options.

Industrial

The industrial market in Sioux Falls and around the country might be reaching its highest peak in our nation’s history. Sioux Falls has vacancy rates that hover between 5 and 6 percent. Nationally, the rate is between 2 and 3 percent. This means the demand is continually outpacing the supply — raising prices and creating a seller’s market.

Retail

Sioux Falls seems to be bucking the national downward trend in retail, instead expanding rapidly. Announcements of new national retailers such as Marshall’s, an expansion of Hobby Lobby and the increase in the local brew pub scene are examples.

Sioux Falls is resilient. During the financial crisis of 2008 and 2009, the city grew when the coasts and other Midwest communities suffered. While agriculture commodity prices are down, Sioux Falls is still growing. It all comes back to the resiliency of the community and determination to grow and assert ourselves as a regional destination. PB

In the Family

Bruce Vaaler is the third-generation president and CEO of Vaaler Insurance in Grand Forks. His grandfather started the company in 1947 and eventually handed it off to Bruce’s father, who handed it off to Bruce. He talks to Prairie Business about Vaaler’s reputation, challenges and the future

Bruce Vaaler President and CEO Vaaler Insurance Grand Forks

Q. A.

HOW HAS BEING A FAMILY-OWNED COMPANY FOR THREE GENERATIONS BENEFITED VAALER INSURANCE?

Being a third-generation family business, we benefit from name recognition, stability and a reputation for small-town values, but with that comes responsibility. We are responsible to be accessible to our clients and to provide them with top-notch service. We encourage our clients to get to know their service people, but our entire staff is available to assist. We practice a team approach and virtually anyone in our agency can find an answer for a client regardless of who that client might be.

We are proud of our reputation and work very hard to provide our clients with the service they expect and deserve.

IMAGE: NICK NELSON, FORUM NEWS SERVICE

Q. Q.

DID YOU KNOW AT A YOUNG AGE THAT YOU WANTED TO SOMEDAY LEAD THE COMPANY YOUR GRANDFATHER STARTED?

Yes. When I was young, I would clean the agency on Saturdays while my father worked, so that was my first taste of the business. After high school, I went to a college with one of the few insurance departments in the country, so, at that point, there was no turning back. Insurance was and still is exciting to me. Change is constant with new coverages and coverage forms, unique and complex claims issues, new exposures to loss and the diverse nature of the businesses we insure. Every day brings new challenges and I never stop learning.

Q. A.

WHAT ARE SOME OF THE LARGEST CHANGES YOU’VE SEEN IN THE INSURANCE INDUSTRY

SINCE YOU STARTED YOUR CAREER?

With the current low interest rate environment, large, national brokers have been looking for opportunities to generate a higher return with their investment dollars, so there has been a surge in the acquisition of smaller, independent insurance agencies. We’ve seen this occur frequently in our region in the last several years. The presence of the national brokers in our trade area, however, has also exposed us to different services they might provide that we hadn’t previously considered. It has made us stronger, more effective competitors on a local, regional and national level.

Technology has also changed our industry tremendously, from the ways we provide our product to the ways in which we communicate with our clients.

WHAT ARE SOME OF BIGGEST CHALLENGES THE COMPANY HAS HAD TO OVERCOME IN ITS LIFETIME?

A. A.

We are very blessed with a long-term dedicated staff with many years of service. Adding employees to keep up with growth, however, is always a major challenge. Young job seekers and college graduates rarely consider the insurance business as an attractive option (if they consider it at all) or don’t understand how an insurance agency operates. Many that do enter the industry go to work as salespeople at national brokers where the attrition rate is extremely high. We understand that it takes time to be effective in our industry and try to take a longer-term approach.

Q. A.

WHAT ARE THE MOST PROMISING AREAS OF GROWTH IN THE INSURANCE INDUSTRY THAT VAALER MIGHT FOCUS ON MORE HEAVILY IN THE NEAR FUTURE?

We are widely known for our expertise in insuring industries that require specialized coverage and services, such as health care (hospitals, clinics, senior living facilities, etc.), schools, governmental entities and trucking. We plan to expand this by adding programs for other industries.

Additionally, new laws and regulations have created new exposures to loss. For example, there are laws requiring potentially costly notification to customers or other affected persons in the event a computer system is breached and private information is stolen. This has given rise to an increasing demand for cyber liability coverage. Other relatively new coverages for emerging exposures include employment practices liability and environmental liability.

Grand Sky announces BVLOS flight milestone

Prairie Business Staff Report

GRAND FORKS — Grand Sky, the nation’s first commercial UAS business and aviation park, announced it will begin beyond-visualline-of-sight (BVLOS) operations with large UAS this summer. The 217-acre park, west of Grand Forks, is the first location in the U.S. to receive regulatory permission to host commercial BVLOS test flights for large unmanned aircraft. Flights will be launched and recovered at the adjacent Grand Forks Air Force Base runway and will be managed by Grand Sky in partnership with the Northern Plains UAS Test Site.

“The entire UAS industry has been waiting for the ability to repeatedly fly beyond line of sight in commercial air space so that they can demonstrate the true capabilities of these incredible technologies,” says Thomas Swoyer Jr., president of Grand Sky Development Co., in

F-M Chamber wins regional event award for Military Appreciation Night

Prairie Business Staff Report

MOORHEAD, Minn. — The Fargo Moorhead West Fargo Chamber of Commerce received the Event of the Year award at the 2017 MidAmerica Chamber Executives Conference, held May 3 to 5 in Sioux Falls.

The award honored the Chamber’s annual Military Appreciation Night, held each summer in conjunction with a Fargo-Moorhead RedHawks minor league baseball game. Military Appreciation Night has grown since it started six years ago, and has sold out the past three years, according to the Chamber. Last summer, more than 1,000 military members and their families were given complimentary game tickets, T-shirts and attended a pre-game picnic featuring games, giveaways and a special appearance from the world-famous Budweiser Clydesdales.

“While Military Appreciation Night is a Chamber event combined with a game of baseball, it’s a true community partnership,” says Jim Parsons, vice president of finance and operations for the Chamber, in a statement. “It’s really an inspiring event and the least we can do to thank our region’s veterans. But it wouldn’t be possible without the continued support of the RedHawks, veteran’s organizations, our Military Affairs committee or the event’s presenting sponsor, D-S Beverages.”

MACE is made up of chamber professionals in Iowa, Minnesota, Nebraska, North Dakota, South Dakota and Wisconsin. MACE holds

a statement. “We are so excited to launch this capability at Grand Sky and provide industry members with exactly what they need to succeed in and advance this industry to the next level of integration. We look forward to working with Harris Corp. and the Air Force to install the system that will serve as observers for these flights.”

The Harris RangeVue system, purchased by Grand Sky through affiliate Grand Sky Airfield Operations, will combine several surveillance systems, including nearby Grand Forks AFB’s radar feed, locally installed ADS-B Xtend and FAA NextGen, into one stream, making it possible for users to achieve real-time situational awareness of manned and unmanned aircraft as required by the Federal Aviation Administration.

“Grand Sky is creating a truly unique setting to carry out UAS research and test flights,” says George Kirov, vice president and general manager of Harris Commercial UAS Solutions, in a statement. “We are excited to have a role in getting flights off the ground and stand ready to further assist North Dakota in maintaining its leadership role in the industry.”

Initial BVLOS flights at Grand Sky will be limited to UAS flying within 60 nautical miles of the park, according to Grand Sky. As processes are proven and additional data is collected, Grand Sky anticipates its BVLOS range will be extended to include the entire state of North Dakota and all classes of aircraft. PB

a conference each year, which includes recognition of exemplary work from Chambers in those six states.

“It was a surprise and an honor to get the news that this event won such a prestigious award,” says Craig Whitney, president and CEO of the Fargo Moorhead West Fargo Chamber, in a statement. “It is fitting that the award was announced as I was in Washington, D.C., for a National Guard reception in support of our local Happy Hooligans. Honoring our military is a continued priority for our Chamber. I can’t wait for this year’s event.” PB

Fargo Moorhead West Fargo Chamber of Commerce staff accept the award for Event of the Year at the 2017 Mid-America Chamber Executives conference May 4 in Sioux Falls. From left: Darren Dunlop, business development manager; Tyler Fischbach, multimedia coordinator; Jim Parsons, vice president of finance/operations; and Amanda Hofland, communications and marketing manager. IMAGE: FARGO MOORHEAD WEST FARGO CHAMBER OF COMMERCE

Grand Sky is located west of Grand Forks, adjacent to the Grand Forks Air Force Base. IMAGE: GRAND SKY DEVELOPMENT CO.

Northland Community & Technical College has partnered with area companies to offer a new two-year manufacturing degree.

NCTC partners with local companies to develop new manufacturing program

By Lisa Gibson

EAST GRAND FORKS, Minn. — Starting this fall, Northland Community & Technical College will offer a two-year Manufacturing Process Technology Associate of Applied Science degree. The program was developed in close consultation with several large manufacturing companies that have locations in the Grand Forks area, including American Crystal Sugar Co., headquartered in Moorhead, Minn.; Philadelphia Macaroni Co., headquartered in Philadelphia; Cirrus Aircraft, headquartered in Duluth; and Marvin Windows, based in Warroad, Minn.

“We were approached by industries in Grand Forks, who identified the need for us,” says Andrew Dahlen, Manufacturing Process Technology program director, in a statement. “Crystal Sugar, Simplot, Philadelphia Macaroni, etc. … everybody is using the same technologies, just different applications. They all need technicians — people that can either troubleshoot and maintain automated equipment, or people that can develop and operate new automated equipment. From a maintenance perspective, this program is also a great fit because grads will be able to troubleshoot robots, motors, manufacturing equipment and the software, too.”

Manufacturing operations are evolving through increasingly complex automated and robotic equipment, increasing the need for skilled technicians capable of operating, maintaining and troubleshooting such equipment, according to NCTC.

“We haven’t been able to find enough maintenance candidates to fill the positions we have open,” says Tony Pierce, Grand Forks plant manager for Philadelphia Macaroni Co., in a statement. “It took a couple years to work with the other companies in town and Northland to develop this program, but the new curriculum is outstanding. The new classes have some electrical training, but it’s much more focused on the mechanical aspects of the job … being able to rebuild a gearbox,

understand manufacturing technology, some basic fabrication ability, etc. It’s much more in line with what they’re going to be doing on the job.”

The new program will be part electronic and part mechanical, preparing graduates for manufacturing careers in industries ranging from agriculture and food production, to wind power and aviation, according to NCTC.

The program’s capacity is 24 students, Brian Huschle, NCTC East Grand Forks campus dean, tells Prairie Business. “In this first year, we would of course love to see 24 enrolled. But we will consider the first year cohort size successful if it is in the 15-to-18-student range.

“Through our partnering with employers, we know that several students will participate in the program through employer sponsorship,” he says. “One employer, for example, is already committed to sending incumbent workers through the program as well as offering a scholarship option for new employees that meet their qualifications. Several other regional manufacturing partners are working on developing similar types of models to meet their training needs.”

The program will utilize both new and existing faculty, Huschle says. “As a two-year program, we will eventually need to hire a new fulltime faculty within the college to cover all of our instructional needs within manufacturing. Next year, as we bridge into this with only a firstyear cohort in this new program, we are working with just some new faculty in part-time roles spread across our manufacturing and related programs as a whole.” PB

IMAGE: NORTHLAND COMMUNITY & TECHNICAL COLLEGE.

Engineering Interests

Interest among young people in engineering careers is growing, as evidenced by increased enrollment at engineering colleges. In the job market, entry-level positions attract plenty of resumés, but mid- to senior-level talent is harder to come by

By Lisa Gibson

Hesham El-Rewini, dean of the University of North Dakota’s College of Engineering & Mines in Grand Forks, says engineering students today are choosing that career field for three main reasons: they want to make a difference in all the fields engineering impacts; they like the broad array of career options engineering affords; and they enjoy the skill set acquired through their education and training.

Enrollment in UND’s College of Engineering & Mines has doubled since 2008, when ElRewini came to the school. “That’s a huge increase that shows the interest in engineering,” he says. Still, the U.S. falls behind worldwide in total engineering graduates each year. Of all the degrees in all fields earned this year from colleges and universities across the nation, 4.5 percent are in engineering, El-Rewini cites. To compare, 12 percent of all Europe’s degrees are in engineering and 30 percent of China’s. “We need to do something about this,” he says. “There is a demand and we need to fill this demand with those engineers.

“UND will do its part to be relevant to this new generation of students and fulfill the demand — produce engineers who can move this country forward.”

Disciplines and Decisions

Engineering affects almost all industries, El-Rewini says, citing health care, music, movies, gaming and more. “Students see the contribution of engineering in almost all walks of life. They like that they could be engineers, to do hardcore engineering, and also they could be influential. They could be difference-makers. They could have a high impact on all these other fields.”

When El-Rewini was in engineering school, the motivation was different, he says. “I was good at math, good at science and I liked to tinker with things. … Now, the conversation is different. Now, we call ourselves not only problem solvers, but we are solution seekers.” Today’s engineers predict problems and develop solutions before the problems occur, instead of waiting for the problems to arise to fix them, he explains.

UND’s College of Engineering & Mines offers undergraduate and graduate degrees in chemical engineering, mechanical engineering, civil engineering, electrical engineering,

petroleum engineering, geology and geological engineering. In addition, the college’s Institute for Energy Studies focuses on energy and environmental engineering. Chemical, civil and petroleum engineering each account for about 14 percent of the school’s students, electrical engineering gets about 19 percent, 6 percent choose geology and geological engineering, and the majority — 35 percent — choose mechanical engineering, El-Rewini says.

The majority of students in the two-year engineering transfer program at Bismarck State University focus on mechanical or civil engineering, says Jennifer Kessler, assistant professor of engineering at BSC. At BSC, engineering students earn an Associate of Science, with the intent of completing an engineering degree at a four-year institution. “The majority of our students that are in our engineering transfer program are coming to BSC with the understanding that they’re going to be getting an engineering degree when they complete their degree. … They know their freshman year, ‘These are the classes I’m taking. I’m going to be an engineer.’”

A broad engineering bachelor’s degree prepares students to go to grad school, allowing for changes if the student decides to take a new path, Kessler says. Master’s degrees are imperative particularly for students who want to be professors or want an advanced education

in their chosen field, El-Rewini says. In a competitive job market, the improved knowledge and skills obtained through master’s degrees can be an advantage over competitors for jobs. Many engineers return to school for advanced degrees after they’ve begun their careers, he says.

Job Market

The job market in science industries is driven largely by the national economy, Kessler says. “When the economy is doing well, people are building things. And when people are building things, they need engineers, they have money for innovation. If the economy is good, that’s a pretty good indication the job market will be wide open.”

But it also depends on a job-seeker’s area of specialization, she says. “Everything is cyclical. Nobody is impervious to periods of job scarcity.”

According to North Dakota Job Service, employment in the architecture and engineering sector in the state is projected to grow by 8.6 percent of 2014 levels by 2024 — a total of 524 new positions. Civil engineering in particular, is projected to see 178 new positions by 2024.

The new classrooms at the College of Engineering & Mines feature state-of-the-art technology and modern design. IMAGE: NICK NELSON, FORUM NEWS SERVICE

Prairie Business presents our 3rd annual “Corporate Communities “ edition. This upcoming special edition will be an opportunity to showcase your company’s culture.

THE FOCUS IS UP TO YOU. Highlight your employees, intero ce culture, workplace bene ts, and invite readers to visit your website careers page.

“Corporate Communities” will be a great workforce recruitment opportunity, reaching the valuable Prairie Business audience across the Upper Midwest.

SPACE IS LIMITED!

DEADLINE: June 15, 2017

The job market for engineering graduates is generally good, Kessler says, but they need to set themselves apart from all the other grads if they want to be front-runners for entry-level jobs. “If you can get out of college with a good GPA, that’s a good starting point, but there are several people graduating with the same GPA as you,” she says. Students at BSC and UND are encouraged to get internships, involve themselves with projects and challenges on campus, and make connections, Kessler and El-Rewini say.

“We definitely like to see internships on the resumés, whether it’s with us or another firm,” says Michelle Miller, recruiting manager for KLJ, in Bismarck. “There are just some things you’re not taught in school. … We do bring a lot of entry-level individuals into our organization. We need that talent pipeline, obviously, as people move on in their careers or people retire, we’ve got to backfill their roles.” The number of fresh-graduate applicants for entry-level jobs at KLJ has declined slightly, she says.

Recruiting mid-level and senior-level engineers, is tougher, Miller says. “When we post positions at that level we definitely have fewer resumés coming in the door compared to an entrylevel position.” It can be even more difficult in certain areas like North Dakota, where employees often are comfortable in their positions and loyal to their employers. She says there has been a slow uptick in KLJ job openings outside of North Dakota.

Miller points out that KLJ doesn’t exclusively look for candidates with bachelor’s degrees or higher. “We do look for four-year degrees that relate to the field we’re recruiting for, but we’re also looking for two-year associate, technical degrees, as well,” Miller says. “Both degrees are excellent and we have a home for both those types of positions here.”

Both Kessler and El-Rewini say graduates who involve themselves on campus and in the engineering field during their education generally have little trouble finding employment or being accepted to graduate school programs after graduation. Both schools offer plenty of project options for students to gain hands-on experience, and evolve as the engineering industry does. The College of Engineering & Mines recently added a new building to its campus, complete with high-tech classrooms and the Big Idea Gymnasium, a place El-Rewini calls the “idea factory” for students to work together in interdisciplinary teams to solve specific challenges assigned each month. “This is the time for innovation, for creativity and we value that,” El-Rewini says.

As interest in engineering grows in general, Miller says KLJ has noticed the crop of candidates is evolving, too. “We’re starting to see more diverse candidates in those pools,” she says. “We’re starting to see more female engineers and that’s exciting.” PB

Engineering transfer students at Bismarck State University build the payload system for a high-altitude balloon project. IMAGE: BISMARCK STATE UNIVERSITY

UND’s College of Engineering & Mines builds a Formula 1 race car each year. In the foreground is last year’s model and behind it is this year’s car, almost ready for the June competition. IMAGE: NICK NELSON, FORUM NEWS SERVICE

Padding Health Care Coverage

With rising deductibles and premiums, employers are offering more elective and consumer-directed benefits to help offset the higher out-of-pocket costs their employees are paying

By Lisa Gibson

As health care costs increase, many employers are changing the insurance coverage they offer their employees. It saves costs upfront for the company, but leaves employees with higher premiums and deductibles, paying more out-of-pocket costs for care. As a result, more employers are offering support or even full coverage of elective benefits, says Dan LaRock, a Sioux Falls-based principal at SilverStone Group.

Elective benefits have traditionally been paid in full by employees and purchased through a separate insurance provider than the

standard employer-supported health insurance. The plans pay cash to the policyholder in the event the coverage is needed.

“We are seeing and having far more conversations with employers around the region who are seriously thinking about turning that employee-paid benefit into an employer-supported or an employer fully paid benefit,” LaRock says. “An employer can deliver something that helps provide insulation against the things that could happen, the things that employees fear.”

With accident coverage, for example, if a policyholder falls and breaks an ankle, has a $3,000 deductible but doesn’t have $3,000 on hand for the bill, the cash paid through the accident plan can help meet that deductible.

As employers consider helping to cover those elective plans, they’re turning to their health care coverage consultants and brokers to determine what to offer and whom to purchase from. “Quite frankly, I think most brokers are talking to their clients about it already,” LaRock says.

Choosing Plans

Most large-scale health insurers such as Medica or Blue Cross Blue Shield don’t offer the elective benefits. They’re found with

companies like Aflac or State Farm, LaRock says. They can include cancer coverage, critical illness, hospital indemnity, accident and more. Employers considering supporting or fully covering elective benefits should thoroughly analyze what they need, not “kitchen sink” the coverage, LaRock says.

Consultants help make sure the chosen elective benefits line up with the core benefits offered by the company, says Lisa Hartman, elective benefits manager with SilverStone. They’ll analyze claim utilization on the health plan to see if the company has high instances of heart attacks, cancer diagnoses or hospitalization. Accident plans usually fit well with most companies’ health care coverage, she adds. The analysis also helps employees more efficiently spend their dollars, eliminating repetitive coverage and streamlining the consumer purchasing list, says Aaron Janssen, group benefits account executive with SilverStone.

It’s really important to offer the most competitive benefits package with the competition for talent right now. Anything employers can do to make their benefits package stack up against others, they’re going to do it.

– Stephanie Schroeder

VICE PRESIDENT OF MARKETING AND CREATIVE SERVICES DISCOVERY BENEFITS

Consumer-Directed Benefits

Employers served by Discovery Benefits in Fargo have been padding coverage in the face of increasing health care costs for the past few years, but have really stepped it up in the past year, says Stephanie Schroeder, vice president of marketing and creative services for Discovery Benefits. They’re offering Flex accounts and health savings accounts, evolving toward consumer-controlled benefits.

“A lot of employers are switching to higher-deductible health plans, so in order to give their employees peace of mind that they’ll still be able to afford their health care, they pair those highdeductible plans with consumer-directed benefits,” Schroeder says.

Employers can contribute to their employees’ health savings accounts and the employees can access those funds whenever they’re needed, she says. “More and more, I think the reason employers are making the switch to these types of accounts is because they put the control in the hands of the consumers. They can decide when they want to tap into it.”

Beyond wanting to find other ways to take care of their employees as traditional health care costs rise, employers also need to be competitive in recruiting and retaining employees, Schroeder says. “It’s really important to offer the most competitive benefits package with the competition for talent right now. Anything employers can do to make their benefits package stack up against others, they’re going to do it.”

The region is in the midst of a lingering workforce shortage that seems to affect almost all industries. Schroeder says it’s across the board, plaguing every industry Discovery Benefits serves. Offering a list of effective employee health benefits goes a long way. “Those are the types of things that can make or break whether you’re going to get that talented candidate in your doors,” she says.

Health care costs won’t be going down in the foreseeable future, LaRock says, so these elective and consumer-directed benefits likely will increase in popularity. “Being intentional about managing this space is going to be a pretty big strategy for regional employers in the next two to three years,” he says. PB

Lisa Gibson EDITOR, PRAIRIE BUSINESS 701.787.6753

Dan LaRock

Stephanie Schroeder

Aaron Janssen

Lisa Hartman

BROKE GROUND: SEPTEMBER 2015

EXPECTED COMPLETION: FALL 2017

SIZE: 206,000 SQUARE FEET

Corporate Consolidation

Black Hills Corp. in Rapid City, South Dakota, will move into Horizon Point, its new corporate headquarters, this fall. The facility will consolidate under one roof more than 500 employees from five Rapid City locations serving multiple corporate functions.

The building features modern design, flexible workspaces and the latest technology, with a view — the Black Hills horizon to the west and the plains to the east.

Black Hills Corp. operates as Black Hills Energy, providing natural gas and electric service to 1.2 million customers across eight states from Wyoming to Arkansas.

June 2016

IMAGE: SKULL CONSTRUCTION SERVICES

January 2016

IMAGE: SKULL CONSTRUCTION SERVICES

July 2016

IMAGE: ARC INTERNATIONAL INC.

September 2016

IMAGE: ARC INTERNATIONAL INC.

CONSTRUCTIONCORNER

ARCHITECT: ARC INTERNATIONAL INC., RAPID CITY

GENERAL CONTRACTOR: SCULL CONSTRUCTION

SERVICES, RAPID CITY

COST: $70.4 MILLION

April 2017

IMAGE: ARC INTERNATIONAL INC.

March 2017

IMAGE: ARC INTERNATIONAL INC.

Rendering of completed Horizon Point

IMAGE: ARC INTERNATIONAL INC.

INSIGHTs & INTUITION

How does your organization keep remote employees engaged and active in culture initiatives?

Odney provides an environment for employees that encourages them to do their best work, which includes hiring remote employees. We have monthly team meetings to keep us engaged and involved, and all employees are part of the employee “STAR” recognition program. Remote employees are also welcome to be in the Culture Club. We are invited to client meetings, team building activities, employee celebrations and to spend a day in the office for face-to-face interaction. It’s great to work in my sweatpants some days, but it’s even better to work with a talented team that truly cares about what they do.

Our culture is one of our best assets, so keeping it strong is a big deal. We take full advantage of technology like video conferencing and video chat for training and other meetings, so we get the feeling of connecting face to face. Hearing and seeing someone fuels a comradery that email can’t. We also plan culture-building activities and events that can be played out at any location. Our United Way campaign is a great example. Everyone is encouraged to join the fun, and we share all of the moments on social media, so employees feel a sense of connection, whether they’re in Fargo, Sioux Falls or Omaha.

Jamie Fischer

PUBLIC RELATIONS SPECIALIST

ODNEY DICKINSON

Jackie Meyer

TECHNOLOGY ADVISOR MARCO FARGO

AE2S

GRAND FORKS

At the heart of AE2S is a workforce that thrives on delivering seamless “extreme client service” across many locations. With our innate ability to build lasting relationships, a focus on inclusion is only natural. We achieve this by harnessing a variety of technology channels that not only allow for increased communication and collaboration but also brings us together to celebrate successes, learn from each other, or simply sit down for coffee with the CEO virtually. Connecting on a regular basis successfully drives inclusion and has resulted in a workforce that genuinely feels they are part of something much bigger than themselves, regardless of their location.

HUMAN

This year, Kilbourne Group is embarking on its first remote team member relationship. Intentional connectivity is paramount to engagement and will be accomplished using the latest technology. Videoconferencing and screen-sharing will allow team meeting participation. Engaging on a personal level will occur through satisfaction surveys, group chat, regular visits back to Fargo and our internal social media group. This remote employment relationship is a wonderful opportunity for us to learn about and explore another community’s success with downtown revitalization.

Mission and Values – Our mission and values are the foundation of our culture, so we prominently post them in all offices to keep them top of mind for everyone.

Video Conferencing – We use it almost daily.

Internal Committees – Internal committees include members from all offices. It helps us feel part of the same team, especially when we’re celebrating accomplishments.

Intranet – Our Intranet is an important tool for sharing news, stories and photos. Our team works hard to balance the number of activities we report from all offices.

Face-to-Face – Senior leaders make quarterly visits to all offices.

Margie Johnson DIRECTOR OF HUMAN RESOURCES KILBOURNE GROUP FARGO

Joni Smith

RESOURCES MANAGER MOORE ENGINEERING WEST FARGO, NORTH DAKOTA

Michelle McDonald-Trostad

HUMAN RESOURCES GENERALIST

DATA PROVIDED BY DAVID FLYNN , CHAIR OF THE UNIVERSITY OF NORTH DAKOTA DEPARTMENT OF ECONOMICS. REACH HIM AT DAVID.FLYNN@BUSINESS.UND.EDU

Venkata Dandamudi, MD & Kiron Thomas, MD

Interventional Neurology 32nd Avenue Clinic

Dr. Venkata Dandamudi and Dr. Kiron Thomas have joined the Essentia Health-32nd Avenue Clinic in Fargo. As part of the expert team of caregivers in the Interventional Neurology Department, Dr. Dandamudi and Dr. Thomas use the latest technology to treat stroke and conditions that may contribute to stroke.

Dr. Dandamudi earned a medical degree from Rangaraya Medical College in Kakinada, India. He completed a neuroimaging fellowship at Harvard Medical School/ Brigham and Women’s Hospital and subsequently completed a residency in internal medicine at Newark Beth Israel Medical Center in Newark, New Jersey, as well as a residency in neurology and a fellowship in neurocritical care and neuro-interventional surgery at Tufts Medical Center in Boston, Massachusetts. He is

To see their profiles, go to EssentiaHealth.org and click on “Find a Medical Professional.”

certified by the American Board of Medical Specialties in neurology and the United Council for Neurologic Subspecialties in neurocritical care.

Dr. Thomas earned a medical degree from JJM Medical College. He completed a residency in internal medicine at the University of Illinois at Urbana-Champaign in Urbana, Illinois, and a residency in neurology at Tufts Medical Center in Boston, Massachusetts. He completed a fellowship in vascular neurology at Lahey Clinic Medical Center in Burlington, Massachusetts. He is certified by the American Board of Psychiatry and Neurology in neurology. “I am dedicated to spending quality time with my patients,” says Dr. Thomas. “I make sure we have enough time during appointments to answer all of their questions and to provide all the information they need.”

Venkata Dandamudi, MD – Kiron Thomas, MD