GCU AND ROSENDIN TO LAUNCH ELECTRICAL TRAINING COURSES
BIG SOLUTIONS THE ROBOTS ARE COMING
BIG DATA YIELDS
Rosendin
AUSTIN METRO AREA
Administrative Asst.
Asst. Project Manager
Engineers
General Foreman
Project Manager
Superintendent
BALTIMORE, MD
Asst. Project Manager
Division Manager
Project Manager
BEND/REDMOND, OR
Administrative Assistant
Project Assistant
Safety Coordinator
DALLAS/FORT WORTH METRO AREA
Asst. Project Manager
Project Manager
Safety Coordinator
Sr. Project Manager
GREATER HOUSTON METRO AREA
QA/QC Engineer
QA & Commissioning Site
Manager
Sr. Project Manager
CHARLOTTE, NC
Asst. Project Manager
Cost Accountant
Project Assistant
Project Managers
Purchasing Agent
Sr. Project Managers
Subcontract Administrator
HAWAII
Asst. Project Manager
LAS VEGAS, NV
Estimators
Project Managers
Subcontract Administrator
NASHVILLE METRO AREA
Cost Accountant
NORCAL/BAY AREA
Accounting Managers
Asst. Project Managers
BIM Modelers
Director of Compensations and Benefits
Director of Payroll
Director of Talent Acquisition
Engineers
Estimators
Project Assistants
Project Managers
QA/QC Engineers
QA & Commissioning Site Manager
Safety Coordinators
Sr, Payroll Specialist
Sr. Project Manager
PHOENIX METRO AREA
Asst. Project Managers
BIM Project Managers
BIM Modelers
Data Analysts
Developers
Estimators
Project Assistants
Project Managers
Schedulers
Safety Coordinators
Safety Managers
Sr. Project Manager
PORTLAND METRO AREA
Administrative Assistant
BIM Manager
Safety Manager
Project Manager
Sr. Project Manager
RENO, NV
Asst. Project Manager
Estimator
Project Managers
Safety Coordinators
Safety Manager
ANTONIO, TX
Project Manager
Project Managers
MESSAGE FROM THE CEO
As we wrap up the second quarter of 2022, I want to remind our teams to remain focused on our Core Values. Our Core Values proved to be very effective as we worked through the pandemic, and I am thankful our people chose to stand by them through that difficult time.
Throughout 2020 and 2021, Rosendin's unique ability to remain true to our values significantly differentiated us from our peers. While others were focused solely on their quarterly earnings, we stuck to our values and focused on our people. We did so by believing that our strong company culture and employee engagement would provide a long-term competitive advantage in the future, and it worked. We Care. We Share. We Listen. We Innovate. We Excel. These Core Values define who we are.
America is currently experiencing a significant labor shortage, and our brothers and sisters of the IBEW have a lot of choices when choosing an employer. When they decide to take a Rosendin call at the Union Hall, they are choosing where they will devote over 30% of each working day of their lives. Some may choose to stay for the duration of the specific project, some are terminated for cause, some may decide to quit voluntarily, and some may choose to spend their entire career with Rosendin. We need every competent person dispatched to Rosendin to feel welcomed and want to stay here for their whole career.
Everyone should feel our Core Values when they first step through our door. Whether they are IBEW working on a job site, in our prefab and warehouses, or the office, their first impression of Rosendin must be our culture. An inclusive culture that demonstrates safety, respect, and clearly reflects our core values and differentiates Rosendin from every other contractor in the world.
The labor shortage is real, and there are presently more openings for electricians than people to fill them.
The IBEW currently has approximately 375,000 active members, and Rosendin employs roughly 5,500 of them. Based on our current forecast, our demand for IBEW labor will perennially increase for the next decade. We are growing. However, as we forecast strong growth, the IBEW forecasts an annual decline of 12,000 members for each of the next ten years. To further complicate this challenge, all the IBEW affiliated JATC's/Apprenticeships are graduating roughly 6,500 Journeymen annually, presenting a tremendous challenge in the coming years. I am confident in our ability to overcome. There has never been a better time to be an IBEW Electrician, and there has never been a better time for the IBEW's best to choose Rosendin.
Over the past 10-12 years, many of our operating divisions had challenges staffing their projects and were forced to acquire the ability to source, hire, develop, and train their field labor. These industry demands drove the development of our Workforce Development Team, and we now have teams working throughout the country. These groups are not solely focused on the immediate need for staffing jobs; they are also working to fill our long-term needs and develop Rosendin's next generation.
With a strong focus on Gen Z and the late Millennials, Workforce Development is determined to raise their interest in the construction and construction technology fields. These generations are rapidly becoming the largest working population in the country, and we need to expose them to construction. Gen-Z must discover that construction provides endless opportunities and unparalleled job satisfaction.
Rosendin recently partnered with Grand Canyon University (GCU) in Phoenix, Arizona, to create a PreApprenticeship for Electricians. This partnership will allow Rosendin to connect directly with high school counselors and their students, exposing them to lucrative opportunities within the electrical construction industry. It will also give GCU the ability to uncover a group of students who may not have been college-bound to the benefits of a traditional college experience. We are hopeful this will be a winning combination for all involved.
Our Workforce Development Team worked directly with GCU staff to develop a curriculum of 100-level classes that will provide 16 college credit hours over one semester. The associate classes will include Electrical Foundations, Electrical Math Applications, Personal Finance, and Written and Verbal Communication. Upon completion, these pre-apprentices will have the opportunity to move directly to the next available JATC 1st-year class, continue their college education, or both. Although this is a Pilot Program beginning in September 2022, there are plans to expand in size and geographical locations. Overall, this partnership is a tremendous opportunity for Rosendin and our industry.
The second quarter of 2022 has been extremely busy and rewarding for all of us at Rosendin. I thank each of you for all of your support and dedication.
I look forward to seeing you all very soon.
- Mike
THE RETURN OF INTERN WEEK
For the first time since the COVID-19 pandemic started, Rosendin is excited to welcome our interns to Intern Week. This year's program includes 90 students from 45 colleges and universities. Rosendin's internship program was formalized in 2015 with about a dozen students and grew to nearly 100 participants by 2019. The program paused during the pandemic, with students who had already been offered a 2020 internship receiving scholarships in place of the internship.
To kick off the program and celebrate new and returning interns, Rosendin held a week long training session in San Jose, CA. During Rosendin’s Intern Week, held June 13 – 17, interns from all departments and roles learned about all the different aspects of Rosendin and received hands-on training and networking opportunities. Students participated in networking events with leaders throughout Rosendin, hands-on team building activities including assembly of 500 bags with toiletries for those experiencing homelessness in San Jose, and job site walks to experience active construction sites.
“At Rosendin our mission is to build quality, build value and build people and we’re thrilled to welcome this year’s intern class,” said Julie Moss, HR Director at Rosendin. “Our goal is to hire 100% of our interns after they finish their education, and we emphasize giving our interns engaging, real-world experiences so they’re excited about a career in construction.”
During the 10-12-week summer internship program, interns have the opportunity to explore their potential careers, gain valuable job experience, fulfill college requirements and grow their professional networks. Interns work alongside mentors to solve realworld construction industry challenges in project management, engineering, BIM, IT, estimating, safety, cost accounting, legal, or marketing. An internship at Rosendin often marks the beginning of a sustainable and productive career for industry professionals who are committed to making a difference.
Rosendin’s internship program develops students into prospective employees by helping them realize their full potential. Upon successful program completion, first, second, and thirdyear interns are invited back for the next summer. Once interns complete their education, they are often offered a full-time position. This practice is essential as the firm continues to gain new contracts and grows rapidly.
"My favorite part of Intern Week was getting to know people that are from other states and come from other walks of life."
"We emphasize giving our interns engaging, real-world experiences, so they're excited about a career in construction."
- JULIE MOSS Director Human Resources
- REID R. Intern,
Texas A&M
Rosendin Project Executive Kevin Clement has been with Rosendin’s Sterling, VA office for over six years and got his start as an Assistant Project Manager the summer before he graduated from Penn State University in 2015.
"I went through the intern boot camp in Headquarters in California in 2015 and there were no more than 15 total interns that attended. At the end of my summer internship, I went back to school to find many of my peers worried about if they would find a job after graduation. I had already accepted a full-time position with Rosendin as an Assistant Project Manager. Rosendin allows their interns to fit best to the path they want,” said Clement.
“Rosendin believes its success is rooted in its people. At the heart of what we do is our core value ‘We Care,’ so as a team, we take ownership of our interns’ success. From day one, our interns are empowered to work safely, be their best selves and contribute to a respectful workplace. We are thrilled to see how this year’s intern class will grow and succeed,” said Mike Greenawalt, CEO at Rosendin.
2022 Interns
AT A GLANCE
Rosendin is so glad to have our interns back for the full in-person experience.
DESCRIPTION
"I wanted to intern for Rosendin because students are given the rare chance to explore career opportunities in a company that wants to help you succeed."
- KAITLYN V., Marketing Intern Grand Canyon University
Interns are located in nearly every
"Everyone I met wants to learn and is looking forward to their start in the corporate world. Meeting other interns at Intern Week made the transition to the office more inviting."
- GINGER R., Project Management Intern Cal Poly San Luis Obispo
DESCRIPTION By the time Rosendin interns complete their internship, they will have a sense of our unique, diverse, and inclusive culture fostered by our model of employee-ownership.
"The biggest takeaway from Intern Week was the sense that Rosendin as an organization is willing to invest in its future, values the students' input, and is interested in retaining cutting-edge talent."
- JONATHAN D., Project Management Intern Purdue University
GCU AND ROSENDIN TO LAUNCH ELECTRICAL TRAINING COURSES
Rosendin and Maricopa County Will Provide Free Tuition for 80 Students
In support of the construction industry’s employment needs in Arizona, Grand Canyon University Inc. (GCU) (Nasdaq: LOPE) in partnership with Rosendin, the country’s largest employee-owned electrical contractor, and Maricopa County, announced a new program that will provide technical education to prepare students for a career as a skilled electrician. Starting September 2022, GCU’s Pre-Apprenticeship for Electricians Course will provide real-world industry training by combining college-level classes with hands-on learning.
With the help of a $669,000 Maricopa County Workforce Career, College, and Credential Initiative (3CI) from Maricopa County and a scholarship donation from Rosendin, GCU has developed a four-course, 16-credit Pre-Apprenticeship pathway that prepares students for an Employer Apprenticeship Program in the State of Arizona. Those funds will cover all tuition costs for the first cohort of 40 students in Fall 2022 and another 40 students in Spring 2023.
“Trade industries are what helped build this country into an economic power, and we need to bring them back,” said GCU President Brian Mueller. “This one-semester course offering will help students master key concepts, especially in math, that will prepare them to enter an electricians apprentice program and quickly embark on a career that is in demand.”
Pre-Apprenticeship students will take four courses over one semester in areas like math, communications, and electrical foundations on GCU’s Phoenix campus. Rosendin has been working with GCU to develop the courses to ensure these students are well prepared to enter an apprenticeship. Rosendin will also give students additional opportunities for paid, supervised work at Phoenix-area construction sites for continued learning.
In April 2022, the Bureau of Labor Statistics projected that the electrical industry will grow by 9% by 2030.
Electrical workers were recently ranked the top skilled trade career in a March 2022 study from Porch.com, which cited good wages, job security, and excellent growth potential.
“This program is for anyone who likes to work with their hands, problemsolve, and wants to take the first step towards a fulfilling career through an apprenticeship that allows them to work full-time and get paid to learn a highly-skilled craft,” said Mike Greenawalt, CEO of Rosendin.
“Partnering with GCU helps us connect with students during the early stages of career choices. We can put them in a real-world situation and let them decide if it’s the right fit with a very short time commitment.”
Greenawalt has been instrumental in Arizona’s commercial construction industry for over 40-years, driving Rosendin to become a highly innovative, technology-driven company that builds educational facilities, hospitals, solar facilities, and light rail. Rosendin’s Technology Center in Phoenix has dedicated teams who are leveraging advanced technology including drones, robotics, Machine Learning, Artificial Intelligence, and 3D printing.
“I joined the IBEW’s apprenticeship program after graduating from Sunnyslope H.S. and I am immensely proud to have built the Valley’s skyline and powered landmark projects including the Palo Verde Generating Station, a semiconductor manufacturing plant in Chandler, and the Downtown Sheraton Hotel,” said Greenawalt.
GCU’s Pre-Apprenticeship for Electricians Courses encourages women and underrepresented minorities to explore new opportunities in this growing industry. Today, only 11% of construction workers are women and 6.3% are Black or African American, according to the BLS.
Rosendin has been consistently recognized as one of the best in the nation for employee training and development, as well as its commitment to providing a safe, welcoming environment for all. To date, Rosendin has a $4B portfolio of work that includes the Meta Data Center project in Mesa, mixed-use facilities, government buildings, transportation lines, healthcare facilities, and entertainment facilities.
“ This program is for anyone who likes to work with their hands, problem-solve, and wants to take the first step towards a fulfilling career through an apprenticeship that allows them to work full-time and get paid to learn a highly-skilled craft. “
-
Mike Greenawalt, CEO (Rosendin)
Once again, Rosendin proudly participated in Construction Safety Week during the week of May 2-6, 2022. Safety is a bond that unites us. It’s our connection to each other and something bigger than ourselves. Being connected gives us strength because it means we are not alone in building a stronger, safer industry and creating a safe, supportive environment for our workers. Supported means we are here for one another. We have each other’s backs in every possible way, providing the tools and resources necessary to ensure everyone can do their best work and return home safely. When we’re connected and supported, we can better help ourselves and our teams stay present and focused on the job. We can better create a culture and workplace where everyone feels safe.
EACH DAY OF CONSTRUCTION SAFETY WEEK, ROSENDIN TACKLED A DIFFERENT TOPIC TO ENSURE HOLISTIC SAFETY.
DAY 1: REMAIN CONNECTED
Mike Greenawalt, CEO, along with Safety Coordinators, Schyler Cameron, and Kyle Harris, share why remaining connected to your loved ones, co-workers, crew members, and community allows us to be bonded and know that we are not alone. We are each other’s keepers, and staying connected on the job creates stronger, safer crews and teams.
DAY 2: BE SUPPORTED
Rosendin Senior Safety Manager, Howard Earl, and Yvette Monreal, Human Resources Generalist, alongside DPR Construction Safety Manager, TJ Lyons, discuss the importance of being supported on the job.
DAY 3: STAY SAFE
Rosendin's Eric Latona, General Superintendent; Aaron Thom, Site Superintendent; and Ivan Martinez, Safety Coordinator, held a site walk on a project in San Jose, CA to discuss the importance of a safety culture and the policies and procedures that are implemented to "Stay Safe" on a job site.
DAY 4: CONTINUE LEARNING (DEMONSTRATION DAY)
Steve Rose, Corporate Director of Prefab and Packaging; Adrian Embury, Field Superintendent Site Specific Prefab; Jeff Adams, Area Superintendent Prefab/Packaging; and Brett Strohlein, Pre-Construction Executive, share some of the streamlined processes and tasks that are being implemented on job sites across the country to enhance safety, productivity, and efficiency.
DAY 5: THANK YOU
Rosendin's Senior VP of Field Operations, David Elkins, and Rosendin teams across the country expressed appreciation for all of the field and office teams who are keeping themselves and others safe.
As part of Rosendin's Culture of Care, observing PRIDE Month demonstrates our commitment to building a safe, welcoming, and inclusive culture for all. Nobody should be made to feel ashamed of who they are or what they stand for, and Rosendin acknowledges that there is much work to be done in the construction industry to be truly accepting and feel accepted.
Hank Brasch, Rosendin's Chief Administrative Officer, shares a brief message on the importance of celebrating PRIDE and how everyone can have a positive effect in providing safe and welcoming workplaces for all. Click the image below to watch the video.
Heritage MonthAAPI Celebrate
CORE VALUES
WE CARE
We are an organization built on integrity. We create an environment that empowers people to work safely, be at their best, and respect one another.
WE SHARE
We collaborate, inspire, and challenge one another.
People will remember us for the solutions we provide. Entrepreneurial ideas are encouraged to continuously raise industry standards.
Our success is based on hearing and understanding the objectives of our customers. We build relationships. WE LISTEN
The quality of our work will represent us for years to come. We take pride in what we build. It is our legacy. WE INNOVATE WE EXCEL
The Asian American and Pacific Islander community is made up of many cultural backgrounds, from Southern and Southeast Asia, Central Asia, Western Asia, the Indian subcontinent, and the Pacific Islands. Each has a unique and diverse culture, language, and history.
There is work to be done to realize cultures of inclusion and belonging in the construction industry. It requires both leadership commitment and accountability to ourselves and others. At Rosendin, we believe our responsibility is to promote equality and diversity and continue the ongoing work it takes to create this environment.
Rosendin employees Matt H., VP of Finance; Krystale B., General Accounting Manager; Satheesh B., Enterprise Technology Director; Alissa B., Project Manager; and Vu L., Chief Estimator, speak to their thoughts on AAPI Heritage Month, experiences in the construction industry, and the changes they would like to see.
Rosendin believes that every individual has the right to a work environment free from harassment, hazing, and bullying where everyone feels valued, respected, and heard. In 2020, Rosendin committed to the AGC Culture of Care pledge, and we are actively working to create environments where every employee has the opportunity to reach their full potential by building a culture that is diverse, safe, welcoming, and inclusive. Rosendin is committed to addressing inequities through meaningful action and change, including education, training, and partnerships with communities and organizations with a similar mission. Our Core Values have been an essential part of our company identity for over 100 years. When we demonstrate "We Care. We Share. We Listen. We Innovate. We Excel." in our daily lives, we continue Rosendin's work toward a culture that welcomes and includes all communities. Take the Culture of Care pledge today at rosendin.com/culture.
AWARDS & RANKINGS
In Quarter 2, Rosendin received a Top Electrical Contractor ranking and an astounding 19 awards and recognitions, including 14 for Safety Excellence from NECA. To learn more about the headlines Rosendin is making, visit rosendin.com/newsroom.
#7
Top Electrical Contractors - Staff of 136 or more AZ Big Media / Ranking Arizona
AWARDS
2022 Women of Influence Angie Hart Silicon Valley Business Journal
2022 Craftsmanship Awards
Electrical Category
Reston Gateway Washington Building Congress
Diversity & Inclusion Awards
Best Website AGC Austin Chapter
Diversity & Inclusion Awards
Best Specialty Contractor
AGC Austin Chapter
2022 Champion of Change Fred Meeske AZ Big Media
CHECK PULSE
In Q2, 2022, Rosendin was awarded over $1.7 billion in projects. The chart below provides an overview of the industries with estimated award value (millions) nationwide.
NOTE: Includes work orders and large change orders.
Terry V. Perkins Safety Award
Commercial Over 40K
SoFi Stadium Los Angeles County Chapter
2022 Recognition of Achievement of Zero Injury
More than 150,000 (Anaheim) Orange County Chapter
2022 Recognition of Achievement of Zero Injury
More than 150,000 (Charlotte) Atlantic Coast Chapter
2022 Recognition of Achievement of Zero Injury
50,001 - 100,000 (Anaheim) Orange County Chapter
2022 Recognition of Achievement of Zero Injury
25,001 - 50,000 (Las Vegas)
Southern Nevada Chapter
Recognition of Achievement in Safety Excellence
More than 150,000 (Anaheim) Orange County Chapter
2022 Recognition of Achievement in Safety Excellence
More than 150,000 (Charlotte) Atlantic Coast Chapter
2022 Recognition of Achievement in Safety Excellence
More than 150,000 (Anaheim) Los Angeles County Chapter
2022 Recognition of Achievement in Safety Excellence
More than 150,000 (Prineville)
Oregon Pacific-Cascade Chapter
2022 Recognition of Achievement in Safety Excellence
More than 150,000 (Tempe) Arizona Chapter
2022 Recognition of Achievement in Safety Excellence
More than 150,000 (Pflugerville) Central Texas Chapter
2022 Recognition of Achievement in Safety Excellence
More than 150,000 (Sterling) Washington DC Chapter
Recognition of Achievement in Safety Excellence
50,001 - 100,000 (Anaheim)
Orange County Chapter
2022 Recognition of Achievement in Safety Excellence
The new Temple Data Center is an $800 million data center building and site infrastructure in an industrial park located 50 miles north of the Austin Metro area. Starting in July 2022, Rosendin expects to hire 440 craft workers and staff in Temple. This includes skilled electrical workers with the IBEW Local 72, as well as prefabrication warehouse staff, BIM experts, estimators, project managers, and office staff. The 900,000 SF data center aims to serve as a model of energy efficiency and will be supported by renewable energy from new solar energy plants. The project will also aim for LEED Gold certification and receive credits for water restoration efforts. This build will create a total of 1,200 jobs during construction at the 400-acre site.
LOCATION: Springfield, VA
CLIENT: Kaiser Permanente
GENERAL CONTRACTOR: Hensel Phelps Construction
BUDGET: $7.4 Million
Rosendin is the design-assist electrical contractor, developing value engineering solutions, for this new 99,500 SF outpatient ambulatory care building and adjacent parking area. The facility will house ambulatory surgery, procedure rooms, clinical decision units, diagnostic imaging, clinical laboratory, retail, pharmacy, and primary and specialty clinics.
KAISER PERMANENTE SPRINGFIELD MEDICAL OFFICE BUILDING
PROJECT PROFILES
QUEEN EMMA BUILDING RENOVATION
LOCATION: Honolulu, HI
CLIENT: Ahe Group/Southport Financial/AHED
GENERAL CONTRACTOR: Swinerton Builders
BUDGET: $2.8 Million
Rosendin served as the electrical contractor for the conversion of a 12-story office building in downtown Honolulu into a 71-units of affordable residential housing. The historic Queen Emma building was originally constructed in the 1960s and is a local landmark. It was previously used as an office building but was empty for 15 years.
In order to address the affordable housing crisis in Honolulu, the building was converted into studio, one, and two-bedroom apartments.
LOCATION: Charlotte, NC
CLIENT: The Spectrum Companies
GENERAL CONTRACTOR: Rodgers Builders, Inc.
BUDGET: $4.8 Million
Rosendin provided complete electrical construction services for this 11-story mixed-use building located in the South End of Charlotte, NC. This tower is the twin to the tower next door, which was also completed by Rosendin. Together, the two buildings total more than 577,000 SF of space and include a conference center, fitness facility, and private terraces.
SOUTH END EAST OFFICE TOWER
THE CENTURY PLAZA HOTEL AND TOWERS
LOCATION: Los Angeles, CA
CLIENT: Next Century Partners, LLC
GENERAL CONTRACTOR: Webcor Builders
BUDGET: $44 Million
Scheduled for demolition, the Century Plaza Hotel was added to the National Trust for Historic Preservation in 2009, saving the iconic structure for future generations. The nearly $2.5 billion mixed-use redevelopment project includes 400 guest rooms, 63 residences, a state-of-the-art ballroom designed to accommodate Hollywood’s largest awards events, and luxury amenities in the renovated hotel. The design for the remainder of the 6.4-acre complex incorporates a public plaza and outdoor garden space with the hotel flanked by two 46-story residential towers. The condos will be “the most elegant condominium homes ever built in Los Angeles,” according to the official release. The entire project, from design to amenities and services, is created to envision the glamour, glitz, and indulgence that is uniquely Hollywood.
ARE COMING! THE
By Bill Mazzetti, Senior VP Research & Development
After two years of development, R&D is happy to report that the Solar Robot prototype is under construction and will enter field trials later this spring. We expect the Solar Robots to be in production mode and deployed to our job sites in late 2022.
By the time the Q3 newsletter hits later this year, we will have photos and videos of the robot in action in the field.
We have also commissioned a medium voltage cable prep/termination robot we call "The Pencil Sharpener." Over the past ten years, our MV (medium voltage) term volume has increased more than 12x. It's not that people aren't doing a great job – it's just tough to find enough electricians for the work we have! The Pencil Sharpener is based on a ConEd prototype robot used for in-vault cable prep and splicing. Most of us know that MV term failures are often related to cable prep. This robot aims to reduce that cable prep error to near zero at a much faster work rate. Like the Solar Robot, the Pencil Sharpener is envisioned to be a human-robot coworker, where one or several Pencil Sharpeners are working with a terminator.
AIM, or Automated Identification and Mapping, is a program heading into field trials with Solar after its successful proof-of-concept run. Like the Pencil Sharpener, AIM is an existing system built by ULC Technologies for utility companies in the northeast for the purpose of surveying their overhead power and telecom systems. AIM is also be used for offshore tower inspection and protected species observation: https://ulctechnologies. com/innovation/machine-learning-development/. AIM processes images, builds a time-lapsed, GIS (Geographical Information System)-located inventory that determines what's been installed via machine-learning and artificial intelligence between surveys and then imports data directly into both user-defined custom reports and to Oracle. We're going to initially use AIM to count installed panels, piers and inventory on our Solar work. AIM will eventually be built into a multi-faceted, automated quantity survey system that R&D, BIM, and IT will build over the next couple of years and will be a data stream into RMS. We see a future where you're not manually entering all of your quantities into Oracle anymore.
Our newest initiative is with Milwaukee Tools. In early February, 12 Field leaders met with Milwaukee Tools at their Wisconsin HQ. We're now in active discussions on tool improvement, especially in 600V terminations, powered hand tools, and improving our shop layout, flow
and tooling. Milwaukee has proven to be a great innovation partner for Rosendin, and we're seeking to amp this relationship up for everyone's benefit.
Our innovation is either derivativetaking existing systems or tools and making them better or integrating them into other systems or our data - or original work. Derivative invention is tool improvement, new software adds, etc. Original work, like the robots and Rosendin Management System (RMS), are ideas resulting from no suitable options being available to purchase and customize, forcing us to invent it
"AIM
will eventually be built into a multi-faceted,
automated
quantity survey system that R&D, BIM, and IT will build over the next couple of years, and will be a data stream into RMS. We see a future where you're not manually entering all of your quantities into Oracle anymore."
from scratch. Rosendin doesn't struggle with invention and improvement - we struggle with roll out and adoption.
We get it – most of us hate change. Change is always initially uncomfortable, might be unclear as to why we're doing it, certainly forces us to stop and relearn time-proven habits and systems when you're busy, and we'll admit that it's sometimes not well tested, presented, or explained. We're a big firm, and getting the word out can be tough. True and profound innovation and adoption can't be driven top-down; it has to be willingly embraced. Your
Innovation, Operations, and Support groups ask for your support, trust, and participation when new systems and tools roll out. You're all vital to helping us improve and futureproof Rosendin, and your feedback is essential for the continuous improvement process.
Thank you in advance for helping us make our and our clients' world so much better. Help all of us get better, faster, and stronger. Have a great quarter, everyone, and keep those great ideas coming!
BIG DATA YIELDS BIG SOLUTIONS
An Interview with Rosendin's Jad Chalhoub, Director of Analytics, and Jose Samaniego, Senior Developer Field Applications
By Haley Earhart, Marketing Coordinator
There is no question that Rosendin is filled with talented individuals and groups. Like most well-oiled machines, each department and division has a goal in mind to keep things running smoothly. One such talented group is the recently formed Technology and Analytics Department.
The 25-member team has accomplished a lot in a short time, including the Sheetviewer, Fieldviewer, Object Exporter for Navisworks, Augmented and Virtual Reality (AR/VR), Project Surveyor, and Rosendin Project Management (RPM) database.
Originally part of the Building Information Modeling (BIM) Department, the Technology and Analytics Department presented itself through various projects that needed to make it to the finish line. One such project led by Jose Samaniego, Senior Developer Field Applications, and Edmundo Cruz, Senior Software Development Manager, tasked two outside companies with developing a one-stop solution application. The first company successfully developed a user interface but failed to present sufficient data. The second company got the data correct but failed regarding the User Experience/ User Interface (UX/UI). The two companies could not provide a proper application. So, as the saying goes, if you want something done right, you have to do it yourself.
Together, Samaniego and Cruz worked on creating a onestop solution for data with the proper UX/UI interface.
In addition, the Technology & Analytics team has been working on 15 corporate-wide initiatives with Artificial Intelligence (AI) components, two of which are projected to roll out by Summer 2023. The use of AI is not to have the computers take over but to help make work a little easier.
Speaking with Jad Chalhoub, Director of Analytics, he explained that the analytics side of the department is all about uncovering inside knowledge throughout the company and presenting the information in a way that any team member can understand and utilize effectively.
Chalhoub continued, "Anything that is logged or has data can be extracted and be of use. A crucial part of the analytic team involves breaking down the silos between departments. Information from one department may not say much on its' own; however, compared to data taken from a different department, there may be trends resulting from the combined information and data. That is a goal of the analytics team. We seek out problems to create solutions and help connect data points that may not initially be seen as valuable."
Those who understand the value of analytics know that some of the team's findings may not seem groundbreaking to everyone. Still, for the team, each discovery is helpful because it helps improve someone's workflow or solve a problem, which could be groundbreaking for that individual.
By data-mining all the information that Rosendin gathers, the Analytics Team can quantify various solutions. One such example was to find a solution to determine the number of supervisors needed on a job. The Analytics Team took out the guesswork and created a way for teams to get a reliable number for how many supervisors would be required per field employee.
In addition to the previously mentioned projects, such as Sheetviewer and Fieldviewer, the Analytics Team supports other teams at Rosendin by creating software add-ins such as Excel macros and 3D printing for various objects, including prototypes. These unique capabilities are a great internal resource, help solve problems, and make everyday motions more efficient for everyone.
If there is a macro that would help streamline workflow, the Technology and Analytics Department is the team that can help. Have an issue with an application? Need an addin that will help with organization and communication? That's this team's language, and they work hard to
keep communication active to ensure everything runs smoothly. By monitoring what is being used or what isn't, the team takes data and improves workflow further, saving all of us from a lot of headaches.
As mentioned, the Technology and Analytics team has developed a top-notch skill set regarding 3D printing items such as prefab mounts and new connections prototypes for employees to test for projects. This eliminates the guesswork and a person as the physical piece to hold and put in place where needed.
This team is growing fast and making enormous strides. To think, only two years ago, there were a few individuals trying to solve a problem and harness data. The team has even developed to utilize technology such as drones for surveying solar projects, with three team members receiving their FAA Part 107 pilot licenses. There's no saying how far they'll go, but the possibilities are endless.
NGAOTHEPPITAK-LAI LEADS UTILITY-SCALE PROJECTS FOR ROSENDIN
Patara Ngaotheppitak-Lai, PE, helps harness the power of the sun. Ngaotheppitak-Lai is a solar design engineer at Rosendin, leading utility-scale solar projects. In this role she trains and oversees the designs for utility and distributed generation (DG) solar projects to ensure they’ve been engineered according to code and jurisdictional requirements.
“Additionally, I work closely with the overall operational team to provide the most efficient design and the best solution that meets our customer needs,” she notes.
Recently, Ngaotheppitak-Lai was involved in the Townsite Solar Project in Boulder City, NV. This 232-megawatt, direct current system was visited by U.S. Secretary of Energy Granholm and featured in a video produced by the White House.
Ngaotheppitak-Lai has been with Rosendin for more than seven years, but has been in the solar industry for more than 15 years.
“I’ve always had a passion for renewables. Feeling I make an impact with clean energy helps drive that on,” she shares. Rosendin offered me an opportunity to help progress with the company with my passion, and I truly enjoy working with the fine people I can call family here.”
What Ngaotheppitak-Lai appreciates most about Rosendin is that it “offers a safe place where you truly feel part of a team and feel you’re growing with the company, dealing with challenging problems when they arise with support and encouragement.”
“I’VE ALWAYS HAD A PASSION FOR RENEWABLES. FEELING I MAKE AN IMPACT WITH CLEAN ENERGY HELPS DRIVE THAT ON.”
In addition, being one of the first engineers in the Rosendin Renewables Group, it’s rewarding for her to see this group grow and the knowledge that has been accumulated, shared and valued.
Ngaotheppitak-Lai advises making sure you’re in a career for which you have a passion.
“The time we spend at work is over half of an individual’s day, so it’s very important to enjoy what you do,” she underscores. “I think it helps in the success of your career and keeps one focused on one’s role that’s integral to the company’s success, as well.”
For female engineers, she also shares this: “Know that you belong in this (or any) field, that the social norm of only men in construction (or engineering for that matter) is no longer true, and that there are more than plenty of successful women in this field. If you want something, then you definitely can attain it.”
She adds, that as the minority, “I think it’s best to take that fact to empower yourself, knowing that there are no true gender-related reasons to why women couldn’t be successful and strive to show that we are! There’s a lot of support and encouragement in this company, and plenty of resources and support outside of that. Additionally, don’t hesitate to become a mentor/role model to help each other succeed.”
Meet Rosendin’s Workforce Development Team!
What’s that headed your way? It’s the Rosendin Workforce Development team. You may have heard of us by now, but you may be wondering who we are! I’m Jeff, the Workforce Development Training Manager, and I would love to introduce you to our team.
It’s no secret that the winning formula starts with leadership. California native Jeremy S. has gone coast to coast delivering immersive field supervision training to Rosendin’s finest. A natural presenter and storyteller, this guy makes it look easy and has a blast doing it! Techsavvy, trade experienced, and an outgoing personality keep Jeremy’s services in high demand.
When JATC instructor Stephan C. joined Rosendin in Arizona of 2017, his team was tasked with bringing field assessments and training into the on-boarding experience, as well as assembling a 5-day preapprenticeship level hands-on skills bootcamp. They hit the ground running and cultivated a model now being replicated in other areas.
Using the curriculum developed by Stephan as a template, Bobby E. and the Tennessee group have given it quite the Nashville shake-up! They segmented the bootcamp to meet area-specific needs while simultaneously expanding the content. Comprehensive skills training now scales from pre-apprentice to journeyman level employees. A new region for Rosendin, Bobby’s team is committed to elevating the workforce!
Originally hailing from Orange County, Dave C. now also calls Tennessee home. Dave is
no stranger to leadership development and has supervised many large projects. His resources are invaluable locally, but Dave is starting to get some travel miles helping wherever duty calls. Did I mention his involvement in creating an award-winning Bluebeam Detailing Standards course? I’ve seen it and it rocks!
Sean R. is another Arizona-based resource, but his main responsibility is Southern California. Not afraid of a good road trip, Sean splits his time regionally and corporate-wide. His extensive electrical background and in-depth prefab knowledge and experience provide needed versatility.
Our newest corporate members are instructional designer Erik E., and training coordinator Catherine K. Both have made an immediate impact and have blended in seamlessly. They bring a level of calm to the chaos and provide organization and standardization. How did we get this far without them?
Troy V. (North Carolina), Mike M. (Virginia/Maryland), and Mario F. (Texas) are the newest regional members of workforce development. Each is responsible for coordinating with local teams to assess the needs of that area to develop and implement applicable programs and training. A tremendous responsibility they have embraced with gusto! In turn, they have provided corporate counterparts additional depth and flexibility.
So, with a high-performing team of self-driven and self-motivated individuals, where does that leave me? My role is to provide the vision, to keep things moving forward, to foresee and remove the obstacles, and to empower the components of this awesome machine. I’m thankful for the opportunity and optimistic of the future.
New names, new faces, and new to training? No problem, this group is getting it done!
Jeff D.
Jeremy S.
Stephan C.
Bobby E.
Sean R.
Erik E.
Dave C.
Troy V.
Catherine K.
Mike M.
Mario F.
By Jeff Daigle, Rosendin Workforce Development Training Manager
on our
BuildingRelationships
A key to continued success.
By Brett Strohlein, P.E., Rosendin Preconstruction Executive
ASK YOURSELF:
How often do you hear your co-workers and leaders say that we work with our friends? How often do you get to say that?
In my experience, friendships forged with customers and coworkers last longer and are far stronger than the memories of any specific project issues or challenges. These friendships have outlasted any job or project of the moment and hold teams together when the lean times come again.
So, why should you take the time out of your day? Why do we need to continue to focus on the people side of the business? Because the people we interact with are the foundation of our success and the fuel for what we have ahead of us.
Although right now, the market seems boundless and as if it can bring us the best work anytime and replace any we cannot secure, experience has shown that we must enjoy the good times because these too shall pass. Friendships and bonds earned via our "good work" sustain us when times are less bright and help us continue to create opportunities.
STRATEGIC PLANNING
One of our biggest challenges as a company is to continue creating opportunities. Rosendin has a plan for who and what we want to be in the years to come. Part of this plan is growing our footprint and expanding our share in key markets beyond our current workload. Creating that opportunity also means we need to start this journey by keeping and renewing our current work first. Relationships are paramount.
The people with whom we interact and to whom we make commitments are the same ones that will continue to bring us our best work in the coming years. As our teams grow, we will discover the leaders from within those teams that need the opportunity to lead. They will gain that opportunity with our current customers and release their leaders to find and create new bonds. It is a fundamental part of an effective succession plan that we all need to embrace. This succession is simple and happens at every level in our organization. From our first assignments in the field or office to our BIM, Field, QA/QC, and Prefab teams, we all need growth to stay engaged. As we all grow in our business, those touches and impressions are left behind to become the foundations that grow our teams and us.
CREATING OPPORTUNITY
So, how do these relationships create opportunities for everyone at Rosendin? Relationships are the path to creating the opportunity to grow our people. My favorite principle at Rosendin is that "to be a true leader, you must develop a leader who can train a leader." Our Northwest Operations Manager, Tim Moore, instills this mindset in the region, and I, among others, believe it.
We succeed when we can partner with our customers and create situations as leaders for our teams to take over what we do. We give them the tools to excel without our guidance, and ultimately we begin training our replacement creating a powerful reinforcing cycle. Once it starts, it gains a positive momentum needing little.
Ultimately, some of our relationships can transition from us to other members of the Rosendin team, creating opportunities for all. Rosendin keeps the relationship, and we now have opportunities to build new ones.
CREATING VALUE
When we, the faces of Rosendin, can find a purpose in what we do and enjoy the relationships we create while living our Mission, we create Value. Value can be seen as increasing our ESOP program, the ability to continue offering great benefits to our employees, building a company that we all can be proud of, and the investment we are making in all of us.
Building relationships and our continued success is everyone's responsibility. Take some time during your week to connect with our customers and partners. A quick email or phone call to say hello will go further than you know. Make this part of your routine and be a leader for our continued success.
Q&A with QA
When did the current Quality Program come into existence?
I spent 10 years traveling and performing QA/ QC and Commissioning duties. During this time, I realized Rosendin needed a formal standardized quality program to implement across the country to be able to scale our quality teams at the same pace to ensure our customers received the best quality installations. In 2018. Steve Montalvo, Lisa Vere, and I implemented the new program. The current program has helped our quality teams communicate and share success and challenges from across the company.
How does Rosendin perform QA/QC and Commissioning on projects?
The purpose of our program is to build value and create partnerships with our customers and general contractors. We have built a successful team using industry-leading, proven methods and standardized processes to deliver consistent, highquality, and reliable installations for our customers.
What is the QA/Cx Program?
The program is broken into two core QA/Cx Standards to ensure continual improvement, development, and implementation of the program across the company. The program provides direction, training,
and accountability for divisions and project teams to ensure that the necessary teams are trained and in place for each project from beginning to end. Both QA/Cx standards follow a base template and format with the ability to tailor for the various project types. Project types are broken into two main categories: Mission Critical and Commercial/ Industrial, with each main category having subproject types. QA/Cx Project Managers and Regional Managers provide development, oversight, support, and training for the following aspects of Rosendin projects: QA/QC, BIM 360 Field, Startup, Commissioning, and Controls Integration.
What is the QA/Cx Certification Training Program?
To continue “Building People” and improve our program, we have created the QA/Cx Certification Training Program that includes introduction videos to the processes and hands-on training with testing. This ensures our new QA/QC and Commission team members will have the training and expectations set to ensure we are “Building Value” for our customers by delivering the highest quality installations to them. We are continually working to improve our program by recognizing the positives that come from ensuring we are “Building Quality” and are recognizing the team members who stand out and stand for Quality.
Find and circle each of the words from the list below. Words may appear forwards or backwards, horizontally, vertically or diagonally in the grid.
An Interview with Brandon Floyd, Director of Quality
7TH ANNUAL ROSENDIN GOLF TOURNAMENT
Rosendin's Renewable Energy Group (RREG) brought companies together at the 7th Annual Rosendin Golf Tournament benefiting The Navy SEAL Foundation (NSF). This year's fundraiser took place on May 26th at Monarch Beach Golf Links in Dana Point, CA, raising over $200K.
“The Annual Rosendin Golf Tournament is one of the many ways we celebrate our local heroes and demonstrate support for their loved ones. We want to thank everyone who joined us in raising awareness and funds to support the impact of the Navy SEAL Foundation.“
David Lincoln, Senior Vice President
David Lincoln, Senior Vice President of Rosendin’s Renewable Energy Group and NSF Committee Member said, “As Rosendin recognizes the incredible value Veterans bring to our community and our industry we will continue to support them through fundraisers, volunteer efforts, and career development.”
Established in 2000, the Navy SEAL Foundation is a 501(c)(3) nonprofit benevolent organization that provides over 30 essential programs for SEALS, SWCCs, Veterans, and their families. The organization is headquartered in Virginia Beach, VA, and helps members transition to successful careers in the civilian sector.
Since its inception in 2016, Rosendin’s annual Southern California Golf Tournament has raised more than $1 million for the NSF to provide immediate and ongoing support for Navy SEALs, Special Warfare Combatant-Craft Crewmen (SWCCs), and their families.
OVER $200K OVER $200K
Raised for the Naval Special Warfare Community and families
Tour the Tournament
THE
2022 Giving Week
F OUND A TION
PRESIDENT'S LETTER
Wow, we’ve been busy! In Q2, we wrapped up the Roadshow, kicked off our first Giving Week launching videos of some of our nonprofit partners, and issued four (4) emergency grants totaling $10,000 to help our communities in this difficult time. In June, we had the opportunity to spend time with our new intern class at Intern Week in San Jose, leading them in a service activity to support the homeless. We're also ramping up for our first inperson fundraiser, secured our first annual sponsor, Milwaukee Tools, and launched our roll out schedule for Camp Rosendin!
Our first Giving Week was a resounding success! Thank you to all who participated. Our 261 MPS and Rosendin employees and family members from 15 locations shared their time, talents, muscles, and enthusiasm. The nonprofits we served from March 27 through April 2 greatly appreciated the hard work. Our volunteers filled bags of food for children, restored and landscaped nonprofit spaces, cleaned and redistributed an entire dog park, sorted and distributed essentials for the community, cooked meals for families, and even helped build a home. Since we started Service Days, our volunteers have given ~1200 hours to our communities. Thank you!
The Foundation provided grants to the International Rescue Committee and the U.S. Committee for Refugees and Immigrants, Inc. to help recent refugees settle in the U.S. from Afghanistan and Ukraine. We are also helping not just the victims' families in the recent Uvalde mass shooting at Robb Elementary, but the entire community get mental health assistance with our grants to San Antonio Area Foundation's Uvalde Strong Fund and Uvalde Strong Survivors Fund. The Foundation sets funds aside to support unbudgeted and unexpected events like these to positively impact communities, build and empower people, and inspire innovation. When a crisis happens, we want to be able to step up and support!
Our September 26, The Foundation's inaugural golf tournament, auction, and raffle will take place at the breathtaking We-Ko-Pa Golf Club in Arizona.
A special thank you to our confirmed sponsors:
Presenting Sponsors
• Sunbelt Rentals
• Border States
Platinum Sponsor
• Wesco
Gold Sponsors
• EPIC Brokers
• Travelers
Auction Sponsor
• Optimal Power Solutions
Closest to the Pin Sponsor
• TE Connective
Beverage Cart Sponsor
• CED (Contractors Electrical DistributorMilpitas, San Francisco, and Sacramento)
Hole Sponsors
• Adolph & Peterson Construction
• Graybar
• Herc Rentals
• Stanley Black & Decker Foursomes
• Four Alarm Promotions
• Graybar
• Herc Rentals
• Stanley Black & Decker
• TE Connective
Sponsorship opportunities are still available. If interested, please contact Tournament Co-Chairs Bill Blackwood or Hank Brasch.
Thank you for your support. Jolsna
ANNUAL SPONSORS
PARTNER ORGANIZATIONS
• The Baltimore Station
• Boys & Girls Club of Silicon Valley (Levin Clubhouse)
• Grayson County Child Abuse Center
• Mobile Hope
• Project 150
• RRUFF Healing Heroes
F OUND A TION
• Habitat for Humanity of Sumner County
• The Junior League of Austin’s Food In Tummies
• Laura’s House
• Leeward Habitat for Humanity
• Safe & Sound
• Prineville Senior Center Charitable Trust
• Shining Hope Farms
• United Food Bank
• Virginia Garcia Memorial Health Center Foundation
TION
Q A+
with JOEL PETERSHEIM, Director-Jobsite Solutions
Q: What were the reason(s) that made you decide to support TRF?
Milwaukee Tool has developed a strong partnership with Rosendin that goes beyond our products. We truly are focused on continuing to align with Rosendin on industry initiatives as well as Rosendin’s own company initiatives. The Rosendin Foundation’s mission to “Positively Impact communities, build and empower people, and inspire innovation” aligns well with Milwaukee Tool’s own Culture values. Together, we believe we can be disruptive not just on the job site but also in our communities.
Q: Do you or your company have a personal connection to TRF’s mission?
TRF’s mission is personal for all of us here at Milwaukee Tool because we truly believe that our ability to disruptively innovate extends beyond just the jobsite. We know we have the power to impact our communities in the same way when celebrating and recognizing our achievements, and supporting each other, our partners, and customers. Specifically, in our communities, we look to share our expertise, resources, leadership, and positive influence in the following ways:
• We work to improve outcomes in the highest needed areas of our communities: hunger, housing, STEAM education, and veteran affairs.
• We invest in our employees and give them the time and opportunities to give back. Each Milwaukee Employee gets a minimum of 16 hours of paid community service annually to make an impact where they choose
Q: What do you love most about TRF?
The Rosendin Foundation has such a wide reach and can impact so many. While they’re run on a national scale, their local presences allow them to deliver impact and make the markets they serve a better place. The fact that in just two years they have given back over $680,000 is a true testament to their commitment to making an impact. We’re so proud of the TRF team for getting to this point, and we’re excited to see the impact we are able to make together over the next two years.
Q: How would you describe TRF to another potential donor?
Even though we’ve only been involved formally for a short time, we’ve already seen what a tremendous opportunity TRF provides to be a catalyst for change. The Rosendin Foundation provides many opportunities to get involved locally or nationally depending on the size of your organization. Whether donating financially or through your resources and time, you know you’ll make a big impact by supporting TRF’s mission.
Q: Why are you excited to support Camp Rosendin?
As we all know there is a continuous need to introduce more diversity into the trades to help us close the skilled trades gap, and help to build a more diverse workforce. Over the past couple of years we have worked with Rosendin to support Camp NAWIC in Texas, and we were happy to hear that Rosendin is now developing their own camp. With this new opportunity, we hope to be able to offer various forms of educational support, as well as participation from our team members. Following the launch, our goal is to work jointly to introduce and find ways to make it better and endure.
QA&
With more employees joining Rosendin each year, here are answers to some of the most frequently asked ESOP questions.
What does ESOP stand for?
ESOP stands for Employee Stock Ownership Plan.
What does it mean to be an ESOP?
Being an ESOP means that the employees are owners of the company at no cost to them. Employees get equity in the company and retirement benefits. An ESOP is not a 401K.
When does my ESOP begin?
ESOP starts on January first of every calendar year. You are an employee-owner on the day you are hired.
How do I become eligible for ESOP?
To be eligible, you must be 21 years old and work 1,000 hours in the year you were hired.
How much does the ESOP cost me?
Unlike publicly traded stock, you do not have to pay for Rosendin stock. The amount of contribution is based partly on how much profit the company makes. So, if the company does well, you do well. For each Plan Year, Rosendin Electric, Inc. contributes cash or shares of Company Stock to the ESOP. Shares of Company Stock are credited to your account based on a formula related to annual pay.
How do you know what’s going on with your account?
Each July/August, you will receive a statement of your account in the mail. You can also check your account anytime at prinicipal.com.
How does vesting work?
Vesting means that employees have to work for a company for a certain period of time before they become the owner of the stocks offered through the ESOP program. To start vesting in your account you must participate for two (2) years. The percentage of vesting is based on your years with Rosendin:
• 2 years = 20% vested
• 3 years = 40% vested
• 4 years = 60% vested
• 5 years = 80% vested
• 6 years = 100% vested
This means if you leave Rosendin you would get the percent of money in your account equal to the number of years of service.
Who do I contact if I have questions?
Contact Human Resources at hr@rosendin.com or visit the ESOP page on Rosendin's intranet and reach out to any Rosendin ESOP Trustee.
MEET ROSENDIN
Getting to know your Rosendin family
ABDUL A.
Estimator
Sterling, VA
Almost 1 year with Rosendin
Core Clarity: Passionato
Hidden Talent: Cooking and Repairs
WHAT IS YOUR FAVORITE PART OF YOUR JOB?
Every day is inspiring and challenging. I am able to leverage skills that I learned in different trades and firms and apply them to my role here. ‘‘
SUMMER R.
Project Manager Anaheim, CA
with Rosendin
Core Clarity: Optimizer
Hidden Talent: Dirt Bike (ATV) Rider
WHAT IS YOUR FAVORITE PART OF YOUR JOB?
The team effort and collaboration to complete a project is so rewarding and I enjoy that no two days are the same in construction. ‘‘
CHRISTINA F.
Digital Communications Coordinator Tempe, AZ
1 year with Rosendin
Core Clarity: Stabilizer
Hidden Talent: Embroidery
WHAT IS YOUR FAVORITE PART OF YOUR JOB?
I love content creation. Brainstorming concepts, making graphics, writing captions, editing videos, literally all of it. I like making things and being able to execute the vision that I have. I’ve always loved being creative and making things, so content creation is my favorite thing to do. ‘‘
PAUL M.
Area Superintendent Charlotte, NC
20 years with Rosendin
Core Clarity: Stabilizer
Hidden Talent: BBQ Pitmaster
WHAT IS YOUR FAVORITE PART OF YOUR JOB?
I greatly enjoy developing young foremen and general foremen and the gratification that comes with seeing someone you mentored take on a complex project and be successful is immeasurable. But, seeing a completed project knowing that I helped build it is my favorite.
CONNECT ON SOCIAL
TAG US!
Are you posting photos about the great work you are doing? We want to see it too! Tag Rosendin on your posts so the Marketing Team can reshare to Rosendin’s social channels. Don’t forget to use our hashtags #Rosendin #LeadInspireBuild #BuildingPeople
FOLLOW US!
Follow, like, and connect with Rosendin on social media to see the projects our teams are working on and learn about how we honor and celebrate equality and diversity. Explore our services and the markets we’re in and see how our people are impacting the communities where we work and live. You can also discover job opportunities available with our teams across the country.
NOT ON SOCIAL MEDIA?
Maybe you don’t like to post, but you have some great photos that you would like to share. Email marketing@rosendin.com and the Marketing Team will take it from there.
CULTURE OF CARE
Did you see the great things we are accomplishing through Diversity, Equity, & Inclusion? If you are interested in participating in any initiatives associated with our Culture of Care Program, please reach out to the DE&I Committee Chair at sroldan@rosendin.com.
QUESTIONS?
Just ask! The Marketing Team is here to assist you with all things social media. Just email or give us a call.
SOMETHING TO SHARE?
SEEKING FRESH AND INNOVATIVE CONTENT
If you are interested in submitting an article for the next Corporate Newsletter, please contact marketing@rosendin.com. The Rosendin Corporate newsletter is intended for an internal and external audience. Do not include information related to an NDA or that contains proprietary information.
