Tools for Success in Orientation, Training and Retention

Roundtable: Legislative analysis | Business of sports: Calling Indy home | Indiana Vision 2025: Electricity prices on the rise

Magazine of the Indiana Chamber of Commerce May/June 2014

EQUIP YOUR TEAM Tools for Success in Orientation, Training and Retention IWU MEN’S BASKETBALL BECOMES FIRST BY Congratulations BECOMING THIRD NATIONAL The success of our team this year was a direct result of their pursuit of being third. Something we like to say is, “if CHAMPIONS you want to be first, first find a way to be third!” There is a culture here NAIA DIVISION II in our program where God is first, 2014 others are second, and you seek ways to put yourself third. In team sports, you really do not become one until you become a part of something greater than yourself. When guys fully buy into this philosophy, the potential for team success is unlimited. Greg Tonagel COACH

INDIANA WESLEYAN UNIVERSITY indwes.edu CONTENTS

Indiana’s Leading Statewide Business Magazine

Winner of 67 national, state awards since 1999

FEATURE STORIES FURTHERMORE

24 13 COVER STORY: Best Places to Work in Indiana Ranking the Lawmakers Were your legislators part of the solution at the Statehouse? In the ninth year of the program, 100 companies in four categories are recognized for their excellent workplace cultures. BEST PLACES TO WORK Major stories (at right) and full index on Page 26. 42 Being the Best: Orientation It’s essential to start off the workplace experience on the right foot. Companies share their strategies.

50 Five Decades of Excellence Culture helps produce 50 years of success for MJ Insurance.

54 Being the Best: Training Once employees are on board, skills must be further developed for individual and organizational achievements.

64 Being the Best: Retention Long-term attainment is all about keeping top performers. Learn 24 some of the “Best Places” approaches.

INDIANA VISION 2025 14 78 Roundtable: Breaking Down the Legislative Alternative Forms of Energy Outcomes Solar project at airport flying high; don’t forget about nuclear Chamber president, two legislators and a journalist analyze the potential. results of the 2014 Indiana General Assembly session. 80 Road Connections 18 Linking River Ridge and the Jeffersonville port, as well as Dubois Calling Indiana Home County and Interstate 69. Indianapolis and the state benefit from the presence of national 81 governing bodies in four Olympic sports. Rail for People and Products Still seeking the South Shore extension; heading south with the Green Express. 76 Electricity Cost Concerns WORKPLACE WELLNESS What was once a strong economic development benefit is 86 turning into a challenge for many Indiana companies. Guiding the Prevention Process Wellness programs and initiatives are part of the mix, but progress also often requires a focus on coaching. Series Sponsor: DEPARTMENTS

2 President’s Message 84 4 Chamber Rewind – 1953 water woes; Tweet Street BizVoice ReVisited: Sweetwater Sound 6 Go To It Latest physical expansion only part of the continued music industry 8 Business Resources success story for Fort Wayne-based company. 10 Found Elsewhere – Crime comparison 82 Quick Hits – Building the infrastructure

May/June 2014 – BizVoice/Indiana Chamber 1 PRESIDENT’S MESSAGE It Really is All

About the People www.bizvoicemagazine.com May/June 2014 | Volume 17, Number 3 What does it take to be ranked among the Best Places to Work in Indiana? In addition to program participation – being BizVoice® open to learning from the often-candid survey responses – Publisher the factor most clearly identified is a common one: people. Kevin Brinegar [email protected]

Your organization (no matter its industry, size or location) Editor is only as successful as the individuals who walk through Tom Schuman the door each day to serve your customers or manufacture (317) 264-3792 your products. Bringing the right people on board is so [email protected] important that one company on the 2014 Best Places list Art Director says it takes an average of four to six months – and sometimes Tony Spataro up to a year – before finalizing some team additions. [email protected]

We pick up the “people” effort from there in this issue with three stories featuring the Managing Editor strategies of some of the 100 companies receiving this year’s Best Places honor. Among Rebecca Patrick the key factors after the initial hire: [email protected] Writers/Editors • Orientation – a good start is essential Charlee Beasor • Training – the learning never ends [email protected] • Retention – all the factors that help you keep talented team members Matt Ottinger [email protected] We also give you an inside look at the 2014 winners by highlighting some newcomers Symone C. Skrzycki to the list, sharing brief profiles in the popular Getting to Know feature, having winners [email protected] offer their perspective in leadership columns and much more. Advertising Congratulations to all who earned this special recognition in the ninth year of the Best Jim Wagner Places to Work in Indiana program. We look forward to year 10 and honoring even (317) 264-6876 more outstanding Hoosier workplaces. [email protected] Contributors The Indiana Vision 2025 focus shifts to Superior Infrastructure. We cover many aspects Jim Bickel with a feature on rising electricity prices, complemented by updates on road, rail, Cal Burleson energy, water and broadband projects. Ben Evans David Norris

At the Statehouse, the 2014 Indiana General Assembly session has come to a close. Our Mission analysis includes vote scores for all 150 legislators and a roundtable discussion on some To inform and influence of the hits and misses. Indiana Chamber Chair NGBs (that’s national governing bodies) that call Indianapolis home are spotlighted in Patty Prosser Career Consultants-Oi Partners, Indianapolis our ongoing series on the Business of Sports. Indiana Chamber Vice Chair Thank you, as always, for reading BizVoice. Tom Easterday Subaru of Indiana Automotive, Lafayette

President and CEO Kevin Brinegar

Kevin M. Brinegar BizVoice® (ISSN 1521-0146) is published bimonthly by the President and CEO Indiana Chamber of Commerce, 115 W. Washington, Suite 850S, P.O. Box 44926, Indianapolis, IN 46244-0926. BizVoice® magazine is provided as a benefit of membership in the Indiana Chamber of Commerce. Non-member subscriptions: $25.20 per year (includes sales tax). Periodicals postage paid at Indianapolis, IN and additional mailing offices. POSTMASTER: Send address changes to BizVoice®, 115 W. Washington, Suite 850S, P.O. Box 44926, Indianapolis, IN 46244-0926. Indiana Chamber Mission: Indiana Chamber of Commerce, 115 W. Washington, Suite 850S, Indianapolis, IN 46204 Cultivate a world-class environment which Phone: (317) 264-3110 | Fax: (317) 264-6855 provides economic opportunity and prosperity www.indianachamber.com | [email protected] for the people of Indiana and their enterprises. BizVoice® is printed on FSC® certified paper ©Copyright 2014, Indiana Chamber of Commerce

2 BizVoice/Indiana Chamber – May/June 2014 Sound, Goal-Oriented Investing

May/June 2014 – BizVoice/Indiana Chamber 3 CHAMBER REWIND WATER ON THE AGENDA

One of the goals under the Indiana Vision 2025 economic development action plan reads: Develop and implement a strategic water resource plan that ensures adequate fresh water for citizens and businesses. Numerous resources, in addition to major rivers like the Ohio, are required to meet the state’s water needs. The Chamber Foundation hired Bloomington-based hydrogeologist Jack These five points are held to be fundamental the heavy rainfall seasons of the spring and early Wittman with geoscience company INTERA guides for conducting future work: summer while many stream beds are almost dry in to lead the study, which is also guided by a 1. Present water conditions – supplies; flood damages late summer and fall months. Equalization of the board of advisors. The current efforts (see 2. Potential long-term supply needs stream flows, therefore, is taken as the key more on Page 82) have been documented by 3. Potential long-term supply opportunities approach to the problem… The Associated Press, Indianapolis-based NUVO 4. Possible reductions of flood losses It is impossible to propose a “blanket remedy” magazine and other media. 5. General benefits to entire area which may result for water problems in Southern Indiana. In any But this isn’t the Chamber’s first foray from improvement projects year, losses from drought may be just as severe as into water allocation. We actually discovered The valley-wide approach to the water problem losses from flood, or greater. Any storage of water a similar report in the archives from June of Southern Indiana is all-important because in small watersheds is of much value to farm 1953, titled “Water Resources Report to surface water must be the main source of supply. operations. The value of farming is on equal status Southern Indiana Inc.” The entire document It is recognized that there now is a with that of manufacturing and commercial is nearly 70 pages, but here are a few notes tremendous waste of water resources in Southern activities in the support of the business system. from the general summary: Indiana. Much water is lost in flood periods during

@IndianaChamber What others are saying to – or What’s Chirping about – the Indiana Chamber: Kudos to @Tysonfoods for gaining even more on Tweet Street? accolades as a “most trustworthy company” @ellemoxley: Can’t wait for @noonedition http://ow.ly/vdZEr conversation on #CommonCore w/ @EducateIN, @Jim_Banks & @IndianaChamber: bit.ly/1iHNb6B Chamber’s Amy Marsh now on @wfiu The Indiana Chamber has over Call or tweet! @noonedition talking IN’s academic standards | 10,300 followers. Are you on the Listen 103.7 Central IN & at http://tinyurl.com/ @WilliamKramer: State Chambers supporting list? Here are some examples of coraleb transportation investment: @IndianaChamber @IowaABI @KyChamber @LABI_biz #biz4trans recent activity: Brinegar: SB 91 misrepresented in public/ http://bit.ly/1lhmpW4 media. Doesn’t ban Common Core from our state standards; only reaffirms ongoing process @SenDanCoats: Thanks @IndianaChamber for #ICCcall hosting me today and allowing me to discuss my bill to help Hoosier job creators pic.twitter. @cummins to build division HQ in downtown com/YW25nqbrxZ Indy on old Market Square Arena site http:// ow.ly/uZwDP (via @IIB) @ToddRokita: Read my interview with @IndianaChamber BizVoice about Red Tape Chamber leader Brinegar elected new board Rollback and federal regs at ow.ly/uU91q chair of Hoosier Voices for I-69 coalition http:// tinyurl.com/kwmhxbm @buildi69 @Erin_Houchin: Very proud to report I have received the endorsement of @IndianaChamber Indiana 1 of only 5 states with an “A” in @edreform @IBRG in my race for SD47! Thank you! charter school law rankings. Chamber happy to have played a role http://ow.ly/uKlOy @bremencastings: A great article on our upcoming 75th anniversary by @IndianaChamber #Indiana #MFG #DiamondAnniversary

4 BizVoice/Indiana Chamber – May/June 2014 Centier is Indiana’s largest private family-owned bank. Since 1895, the Schrage family has built a legacy of success, not merely through business, but through philanthropy that extends throughout the communities it serves. As a family-owned bank, Centier stands firmly behind its “Not For Sale” promise, pledging to the families, businesses, and communities of Indiana that it will continue to preserve independent, hometown banking in Indiana for generations to come.

1-888-CENTIER | CENTIER.COM

Member FDIC May/June 2014 – BizVoice/Indiana Chamber 5 GO TO IT

Indiana Chamber Seminars and Conferences Forklift Safety: Train the Trainer Workshop 3rd Annual Southwest Indiana Indiana Conference on May 8 Workplace Wellness Symposium Energy Management Indiana Chamber Conference Center June 6 August 12-13 • Receive tips on safe truck operations Tropicana Evansville Hyatt Regency Indianapolis • Participate in a group exercise and demonstration • Learn successful workplace wellness strategies • Hear insights on reducing energy costs and • Chamber member discounted price: $249 • Examine ways to energize your corporate culture boosting productivity • List price: $299 • Ticket: $59 • Topics include energy efficiency, emerging 2nd Annual Northwest Indiana FMLA Seminar technologies and renewable energy sources Workplace Wellness Symposium June 11 • Chamber member discounted price: $299 May 21 Indiana Chamber Conference Center • List price: $329 Radisson Hotel at Star Plaza, Merrillville • Learn about the impact of FMLA and ADA • Government rate: $199 • Explore how to increase productivity on absenteeism OSHA 10-Hour Voluntary Compliance • Learn how to use self-management • Participate in an interactive session on FMLA August 19-20 techniques for positive personal wellness issues Indiana Chamber Conference Center • Ticket: $59 • Chamber member discounted price: $299 • Avoid hefty fines and injuries by keeping Fiduciary Training Seminar • List price: $329 up-to-date on OSHA training June 5 Indiana Wage and Hour Seminar • Topics include fire protection, hazard Indiana Chamber Conference Center July 24 communication and more • Discover trends in corporate retirement and Indiana Chamber Conference Center • List price: $599 other investment plans • Avoid being subjected to payroll practice OSHA 30-Hour Voluntary Compliance • Hear ways to make informed, legal decisions based litigation August 19-22 to improve and manage your corporate • Ensure company compliance with federal Indiana Chamber Conference Center investment accounts wage laws • Explore electrical safety related work practices • Chamber member discounted price: $199 • Chamber member discounted price: $299 • Learn about respiratory protection • List price: $229 • List price: $329 • List price: $899

For more information, or to register, call (317) 264-6885, (800) 824-6885 or visit www.indianachamber.com. | Group discounts available for many Indiana Chamber conferences. | For sponsorship and exhibit opportunities, contact Jim Wagner at (317) 264-6876.

12TH ANNUAL INDIANA CONFERENCE ON ENERGY MANAGEMENT AUGUST 12-13, 2014 | HYATT REGENCY INDIANAPOLIS

EnergyConf-BizVoiceAd.indd 1 4/15/14 7:35 AM 6 BizVoice/Indiana Chamber – May/June 2014 STAND UP Stand out.

“Our employees stand out in a crowd and they truly make Hylant a great place to work. They are client focused, community oriented, and committed to doing a great job for our clients every day.” David Norris, President - Hylant’s Indianapolis Office

At Hylant, we understand it’s our people that make the difference, and we are proud to be named one of the 2014 Best Places to Work in Indiana. Our people are experts in their areas of specialization so clients collaborate with a team of advisors who understand their unique business issues.

hylant.com

May/June 2014 – BizVoice/Indiana Chamber 7 BUSINESS RESOURCES INDIANA COMPANIES TO WATCH WINNERS GET NOTICED…

The honor of being recognized as one of the “Indiana Companies to Watch” is a milestone for our company and is appreciated greatly. We are somewhat isolated in rural Northwest Indiana and we have noticed that we are receiving a lot more attention than we have in the past. We feel that this award is also an acknowledg- ment of decades of hard work and dedication from our team at FRATCO.

— Bill Champion, Director of Operations, FRATCO, Inc. The Supervisor’s Handbook (Second Edition) Supervisory employees play a critical role in any business. The Supervisor’s Handbook explains supervisors’ rights and responsibilities under state and federal law and …MAYBE IT’S TIME YOU NOTICE THEM TOO. answers a variety of questions related to employee issues. Authored by Faegre Baker Daniels. Price: $99 “ The seventh annual Indiana Companies to Watch, presented by the Indiana Ofﬁce of Small Business and Entrepreneurship (OSBE) and its Indiana Small Business Development Centers (ISBDC), the Indiana Indiana HR Web Site Model Employee Indiana Taxation Economic Development Corporation (IEDC), and endorsed by the Edward Lowe Foundation, recognizes This web site is a must-have Policies for Indiana Handbook: ” the state’s successful second-stage companies that have a history of growth and are projected for future resource for HR pros and Employers with 2013-14 Edition success. These elite Indiana companies will be honored at an awards ceremony on August 20 at the small business owners, CD-ROM (Sixth Edition) A complete, plain-English and gives you access to Designed to assist guide to Indiana taxes that Indiana Roof Ballroom. HR news, 15 HR-related employers in creating an allows employers to searchable online reference employee handbook. reference Indiana tax laws guides (a value of $950 in itself), and more to Contains numerous sample and determine which laws help you do your job. Price: $599 (for 12 months policies with legal commentary to assist pertain to their companies. Over 500 pages of FOR INFORMATION ABOUT INDIANA COMPANIES TO WATCH, VISIT INCTW.ORG of access). We’re offering a 50% discount off employers in understanding what policies can useful guidance. Authored by Ice Miller LLP. FIND US ON TWITTER AT #INCTW the listed price for a limited time (just use the increase employee morale and prevent Price: $149 code INHR50 when ordering), and 10-day free employment lawsuits. Authored by Bose, trials are available. McKinney and Evans LLP. Regular price: $95 Indiana Employment Forms (4th Edition) Employee Benefits Employment Law This guide is a Guide (4th Edition) Handbook (Ninth comprehensive collection A simple reference guide Edition) from A-Z of more than 120 designed to help employers This comprehensive human resource forms and 2014 SPONSORS understand employee handbook helps employers letters for Indiana benefits and create an determine which Indiana employers, ranging from employee benefits package and federal laws they are the interviewing process to discipline and that is both contemporary required to comply with and discharge procedures. Authored by Ice Miller and competitive. Authored by Ogletree to understand their rights and responsibilities LLP. Price: $149 Deakins. Price: $109 under these laws. Authored by Faegre Baker NEW PARADIGM SPONSOR Daniels LLP. Price: $149 Indiana and Federal Mandatory Poster Sets This set of three laminated posters includes all VISIONARIES mandatory Indiana and federal employment postings. Our poster sets NEW! Many of our books are now available as ePubs. feature next-day shipping and include the newly Visit www.indianachamber.com/publications and click on “Electronic DESSERT RECEPTION SPONSOR revised FMLA posting, as well as an Indiana Subscriptions.” minimum wage notice. Regular price: $45

MEDIA SPONSORS RESOURCE: For more information, or to order, call (317) 264-6888, [email protected] or www.indianachamber.com/publications When ordering, please use priority code: BV If your company is interested in pursuing advertising opportunities in the Indiana Chamber’s regulatory compliance manuals, contact Jim Wagner, business development director, at (317) 264-6876 PRESENTED BY

8 BizVoice/Indiana Chamber – May/June 2014 INDIANA COMPANIES TO WATCH WINNERS GET NOTICED…

— Bill Champion, Director of Operations, FRATCO, Inc. …MA“YBE IT’S TIME YOU NOTICE THEM TOO. The seventh annual Indiana Companies to Watch, presented by the Indiana Ofﬁce of Small Business and Entrepreneurship (OSBE) and its Indiana Small Business Development Centers (ISBDC), the Indiana Economic Development Corporation (IEDC), and endorsed by the Edward Lowe Found”ation, recognizes the state’s successful second-stage companies that have a history of growth and are projected for future success. These elite Indiana companies will be honored at an awards ceremony on August 20 at the Indiana Roof Ballroom.

FOR INFORMATION ABOUT INDIANA COMPANIES TO WATCH, VISIT INCTW.ORG FIND US ON TWITTER AT #INCTW

2014 SPONSORS

NEW PARADIGM SPONSOR

VISIONARIES

DESSERT RECEPTION SPONSOR

MEDIA SPONSORS

PRESENTED BY

May/June 2014 – BizVoice/Indiana Chamber 9 FOUND ELSEWHERE Criminal Numbers (11-state Midwest Comparison) The Council of State Governments (CSG) is the nation’s only nonpartisan association of state officials serving all three branches of government in all 50 states and the U.S. territories. CSG Midwest includes 11 states.

Imprisonment *Violent crimes Average daily inmate Annual taxpayer rate change Crime rate change per 100,000 **Violent crimes population in state costs for state (2007 to 2012) (2007 to 2012) population (2012) (U.S. rank, 2012) prisons (2010) prisons (2010) Illinois 8% -14% 414.8 18 45,551 $1.7 billion Indiana 3% -9% 345.7 26 38,417 $560 million Iowa -4% -14% 263.9 37 8,384 $276 million Kansas 4% -16% 354.6 23 8,689 $158 million Michigan -12% -17% 454.5 13 45,096 $1.3 billion Minnesota 1% -16% 230.9 44 9,557 $395 million Nebraska 1% -13% 259.4 39 4,542 $163 million North Dakota -4% 2% 244.7 42 1,479 $58 million Ohio 0% -11% 299.7 30 50,960 $1.3 billion South Dakota 5% 20% 321.8 27 NA NA Wisconsin -10% -13% 280.5 34 23,015 $874 million

Sources: The Pew Charitable Trust, Vera Institute of Justice, Council of State Governments Midwest, FBI *Violent crimes are offenses of murder, forcible rape, robbery and aggravated assault **State ranking includes District of Columbia and Puerto Rico

THIS IS WHERE INDIANA COMES ALIVE

Indiana’s premier gambling destination offers the biggest and best of everything with 120 tables, nearly 3,000 slots and the Midwest’s largest poker room. Plus, incredible nightlife and The Venue, the area’s hottest entertainment center.

ON LAKE MICHIGAN. TAKE I-80/94 TO INDIANAPOLIS BLVD, EXIT 0 1-866-711-SHOE WWW.CHICAGOHORSESHOE.COM Must be 21 years or older to gamble. Know When To Stop Before You Start.® Gambling Problem? Call 1-800-9-WITH-IT. ©2014, Caesars License Company, LLC.

10 BizVoice/Indiana Chamber – May/June 2014 The Ideal Landing Site for your Aviation Business.

Truly Multimodal with All Points Possible

Porter County Regional Airport affords many operational cost advantages. Shovel-Ready Sites are now available, on-airport for aviation use and within the Airport Development Zone to support commerce and industry. Contact us for more information: 800-462-6508 Ext.11 or email: [email protected]

PORTER COUNTY REGIONAL Serving the General and Business Aviation Sector for Over 60 Years AIRPORT 4207 Murvihill Road • Valparaiso, IN 46383 www.vpz.org

May/June 2014 – BizVoice/Indiana Chamber 11 KEEPING SCORE 2014 Legislative Analysis So how did we do? The Indiana Chamber’s Final Legislative Report for members lists more than 40 bills of note which passed in 2014 that the organization either fully or partially supported. “We particularly made some good for businesses and the workforce. There’s impact on the Hoosier workforce. strides toward the ultimate elimination of the competition for employment – both for workers “In recent years, Indiana has seen major state’s business personal property tax, and companies competing for projects – and achievements that were sweeping and addressing the education achievement gaps for business location and expansion.” impactful. Establishing the most expansive and financial planning for the future of In the eye-opening book, The Coming Jobs school choice voucher program in the country Indiana’s transportation network,” offers War, author Jim Clifton outlines the sobering and becoming the first state in the industrial Indiana Chamber President and CEO Kevin situation Brinegar describes: Midwest to be a right-to-work state, to name Brinegar. “But we can’t become complacent • “America’s most pressing current problem, a few,” he recalls. or stop reaching for more.” according to Gallup, is a lack of good jobs. “No legislator lost his or her bid for A full recap of the session activity is in The country doesn’t have enough good, re-election because of passing these pieces of the roundtable discussion on Page 14. full-time jobs for people who want to work. legislation. That’s the lesson we learned The three policies above are all • “Every economy rides on the backs of small under Gov. Daniels and all the bold initiatives initiatives in the Indiana Chamber’s Indiana to medium-sized businesses. Most jobs he brought forth. And it’s a practice we need Vision 2025 economic development plan occur when entrepreneurs start companies. to continue.” (www.indianachamber.com/2025), which Cities have to create environments where The Legislative Vote Analysis summary on the includes some very ambitious objectives – this is highly encouraged, supported, facing page lets you know how your legislator and there is a reason for that, Brinegar says. mentored and celebrated.” voted in 2014 (and in the prior year) on “We can’t afford to be anything but That means what we must do more of, pro-jobs, pro-economy bills. The full report aggressive given the intense competitiveness Brinegar asserts, is accelerate the pace of will be available online by mid-May at that exists in the Midwest, nation and world legislation that will have real and positive www.indianachamber.com/lva.

12 BizVoice/Indiana Chamber – May/June 2014 Indiana General Assembly 2014 and Aggregate (2013-2014) Voting Percentages Quick Reference Guide

Indiana Pro-jobs, Pro-economy Indiana Pro-jobs, Pro-economy Indiana Pro-jobs, Pro-economy House 2014 Agg % House 2014 Agg % Senate 2014 Agg %

Arnold 88% 83% Lucas 91% 89% Alting 96% 84% Austin 68% 63% Lutz 91% 89% Arnold 71% 71% Bacon 85% 80% Macer 58% 55% Banks 100% 83% Baird 91% 87% Mahan 94% 91% Becker 63% 66% Bartlett 44% 44% Mayfield 85% 80% Boots 100% 92% Battles 64% 57% McMillin 88% 88% Bray 90% 88% Bauer 45% 48% McNamara 85% 83% Breaux 52% 61% Behning 89% 87% Messmer 88% 86% Broden 64% 69% Beumer 90% 90% Moed 57% 58% Buck 93% 89% Bosma 93% 96% Morris 88% 87% Charbonneau 97% 89% Braun 94% 94% Morrison 88% 86% Crider 100% 88% Brown, C. 52% 48% Moseley 69% 61% Delph 86% 81% Brown, T. 83% 89% Neese 75% 79% Eckerty 96% 88% Burton 91% 93% Negele 94% 91% Glick 93% 84% Carbaugh 82% 83% Niemeyer 75% 81% Grooms 93% 86% Cherry 91% 92% Niezgodski 68% 62% Head 86% 81% Clere 94% 94% Ober 85% 81% Hershman 93% 89% Cox 91% 91% Pelath 57% 52% Holdman 100% 92% Culver 88% 86% Pierce 61% 55% Hume 66% 66% Davisson 90% 84% Porter 48% 49% Kenley 93% 86% DeLaney 61% 60% Price 94% 91% Kruse 97% 89% Dermody 85% 86% Pryor 50% 52% Lanane 57% 65% DeVon 91% 90% Reardon 61% 55% Landske 82% 77% Dvorak 63% 54% Rhoads 88% 91% Leising 100% 88% Eberhart 88% 87% Richardson 91% 90% Long 100% 92% Errington 56% 57% Riecken 61% 59% Merritt 100% 92% Forestal 62% 59% Saunders 76% 75% Miller, Patricia 100% 92% Friend 90% 92% Shackleford 61% 58% Miller, Pete 100% 89% Frizzell 88% 86% Slager 82% 87% Mishler 97% 88% Frye 91% 86% Smaltz 88% 87% Mrvan 63% 65% GiaQuinta 64% 61% Smith, M. 94% 90% Nugent 93% 83% Goodin 61% 62% Smith, V. 52% 52% Paul 96% 87% Gutwein 94% 93% Soliday 88% 89% Randolph 54% 62% Hale 67% 66% Speedy 90% 88% Rogers 54% 60% Hamm 82% 84% Stemler 67% 65% Schneider 96% 84% Harman 82% 83% Steuerwald 91% 90% Skinner 48% 55% Harris 53% 54% Sullivan 91% 91% Smith 93% 83% Heaton 91% 89% Summers 59% 57% Steele 97% 86% Heuer 94% 91% Thompson 82% 83% Stoops 52% 59% Huston 96% 94% Torr 94% 94% Tallian 54% 65% Karickhoff 88% 90% Truitt 90% 88% Taylor 52% 62% Kersey 50% 51% Turner 88% 90% Tomes 83% 75% Kirchhofer 94% 93% Ubelhor 82% 82% Walker 93% 86% Klinker 72% 68% VanDenburgh 68% 65% Waltz 90% 84% Koch 82% 84% VanNatter 88% 90% Waterman 95% 77% Kubacki 88% 91% Washburne 79% 80% Wyss 100% 92% Lawson 58% 56% Wesco 85% 84% Yoder 96% 85% Lehe 91% 90% Wolkins 87% 80% Young, R. Michael 93% 76% Lehman 94% 88% Zent 94% 90% Young, Richard 75% 78% Leonard 91% 88% Ziemke 94% 93% Zakas 97% 92%

May/June 2014 – BizVoice/Indiana Chamber 13 ROUNDTABLE

By Rebecca Patrick

It’s amazing how things can stay INDIANA the same – or close to it. A decade ago this legislative recap opened with talk of the GENERAL drama surrounding an intense property tax debate and standoffs resulting from the same-sex marriage question. ASSEMBLY Sounds familiar, doesn’t it? In 2014, those two areas – though 2014 Session Sees the particulars were different – again dominated much of the Progress, But Not Enough state Legislature’s time.

14 BizVoice/Indiana Chamber – May/June 2014 Weighing in on these two matters, do. Having said that, I was very surprised at overall impressions from the short session and the number of (notable) things that did pass.” what needs to be focused on next year are: On the Constitutional amendment itself, • Kevin Brinegar – president and CEO of the to ban same-sex marriage, Brinegar offers: “In Indiana Chamber of Commerce, at all my time around the Statehouse, which is [email protected] 33 years, I’ve never seen public sentiment on • Rep. Christina Hale – Indianapolis an issue change so rapidly.” Democrat wrapping up her second Weidenbener agrees and adds, “It’s hard “There are areas where I think we legislative session, at [email protected] to believe that shift won’t continue. It’s been could have improved and areas we • Lesley Weidenbener – editor of the so suddenly just in the past three years. Now StatehouseFile.com news bureau for it has just accelerated at an incredible pace. Even failed to do all we could have. But I Franklin College, at LWeidenbener@ one year from now, I think that gets harder think it (the session) was reasonably franklincollege.edu and harder to even raise that discussion.” good, especially once we got rid of • Sen. Tom Wyss – Fort Wayne Republican Wyss believes that those in their 20s, that elephant in the room.” who is retiring after 28 years, at 30s and 40s were finally heard from. “I said [email protected] to many of my colleagues that when I would – Sen. Tom Wyss go to the IPFW campus in Fort Wayne that I ‘The elephant in the room’ and would hear: ‘What are you doing this for? What have been negligible to most counties, so its impact does this have to do with government?’ ” arguably there wasn’t any need for replacement No question the first portion of the The panel doesn’t foresee the issue making legislative session was overtaken by the same- revenue talk.” it on the ballot in 2016, but does expect an Wyss, himself a former Allen County sex marriage discussions. So it’s only fitting attempt to be made again in the Legislature. we open with it here. official, can see both sides to some degree. “But my impression is that even among “They are saying, ‘Wait a minute, is the state Weidenbener says legislators didn’t even leadership, there is no mood for it,” Weidenbener want to talk to reporters during that time about going to push something back on us? Is this notes. “And it’s unlikely the courts are going going to cost us more?’ It’s hard for local anything – even their own bills – without to let it go all the way until then. I would be reassurance the topic would not be brought up. government to absorb.” surprised if the Supreme Court didn’t step In the end, Senate Bill 1 prevailed and “So when lawmakers are that tense about back in again before then.” an issue and that concerned, that is an provides counties with options to essentially Concludes Hale, “Pretty soon I think it enormous distraction and it does take away start phasing out the tax beginning in July will get to the point where legislators will from the other things that folks are trying to 2015. Local governments can elect to exempt understand that this should be a nonissue, and newly-acquired machinery and equipment let’s go on with creating jobs, making outright or do the same for small businesses education better – all those things.” with less than $20,000 in personal property. “What we ended up with is realistic, and Taxes and local government it’s going to be advantageous for some areas,” Business personal property tax and its Wyss asserts. “But it’s going to be a mixed possible phase-out also was a divisive issue in bag because we’re the rural-urban counties its own way; this time the debate centered on that we are. So some of the counties are money. Specifically, how to balance cutting going to be winners, and some of them are taxes on equipment and machinery while still going to think they’re losers.” providing for the local government services Hale has her own reservations: “I’m that citizens need. concerned about this legislation because It was the latter part – the replacement we’ve got such an eclectic mix of revenue for those services – that drove communities and what the unintended “Walking into this in the overwhelming mayors to descend on the Statehouse and consequences might be of setting our locals minority, I didn’t know quite what to triggered media coverage statewide. up to compete against each other.” Brinegar says that reaction wasn’t a shock expect. But frankly I’ve been able to Brinegar characterizes the new law as a because “the Governor’s initial proposal was a good initial step toward business personal accomplish some things I’m very 10-year phase-out of the tax without any property tax elimination and “it begins to proud of, but it wouldn’t have happened mention of replacement revenue. offer relief to Indiana businesses.” had I not had collaboration, “But in reality, not a single bill was filed He also makes a point to stress that the that did that. The Senate and House were two local options coupled with a provision to cooperation and friendship from the much more modest. The House bill was extend tax abatement from 10 to 20 years other side of the aisle.” optional from day one. The Senate bill was “have the potential to be meaningful tools in – Rep. Christina Hale talking about removing the tax for the attracting business investment and new jobs smallest of filers – the impact of which would to the state.”

May/June 2014 – BizVoice/Indiana Chamber 15 Corporate Tax Rate Reduction a Good Thing By Kevin Brinegar Corporate tax rates matter. They are relevant to the cost of doing business, how much a business can produce for what price, how much a business can pay its employees, and how and where a business operates. That’s why a few years ago legislative leaders and the business community began to seek action to reduce our state’s very high corporate tax, which thanks to Senate Bill 1 will be 4.9% by 2022 – second lowest in the country. The companies that pay Indiana’s corporate income tax are primarily large, which also means they employ a lot of Hoosiers. Moreover, that often means a national or international business. As a byproduct, businesses that operate facilities in multiple states and countries “Some (policies) are kicked to study have multiple options for where they can expand and invest. We should want them to have as few reasons as possible to choose anywhere other than Indiana. committees because someone A Tax Foundation study further stresses the importance of a low corporate tax rate. Its introduced a bill that they think they report found that on average, between 1970 and 2007, a dollar increase in the average need politically. And those don’t have state-local corporate tax rate caused a $2.50 dip in wages five years later (compared with a lot business being there.” lower-taxed states). Let’s examine the economic impact of the rate reduction in another way. Indiana’s – Lesley Weidenbener corporate income tax revenues were up 36% in the first fiscal year following the initial tax phase-down legislation in 2011. It is reasonable to expect the revenues to remain strong through the responsibly-tempered reductions outlined in Senate Bill 1. Assembly today, there are a lot of groups Good policy is what leads to long-term economic growth; it means something to employers within each caucus that have a lot of varying who have to make sound, forward-looking decisions. The latest corporate rate reduction opinions on what we should be doing or how meets this test and will, over time, serve to promote the prosperity of Indiana and its citizens. we should be doing things. It’s pretty difficult to put a complete package together.” One of the most important bills that Senate Bill 1 also reduces the corporate consequence or big concern to us that passed passed, per Brinegar, focuses on infrastructure. income tax rate from 6.5% to 4.9%. – taking over our objections.” House Bill 1104 challenges the Indiana Indiana from one of the highest rates in the Wyss is “pleased we got as much done as Department of Transportation (INDOT) to nation a few years ago to what would be the we did. Short sessions are tough sessions to do a comprehensive study of Indiana’s second lowest (see above story). try and accomplish an awful lot. highway and road financing, with the goal One aspect the panel was unanimous on “We passed a pre-K (preschool) pilot being to determine what alternative funding was the importance and value of the Blue this year. It’s not the full agreement, like mechanisms may make sense. Ribbon Commission that, beginning this some would have liked to have seen, but “There is recognition that our traditional summer, will examine the business personal we’re pretty nervous about the fiscal part funding sources of gasoline and diesel fuel property tax and local government financing. right now. We’re nervous about seeing how taxes are no longer going to be sufficient,” much money we really do have,” he shares. Brinegar says. “They are no longer a good Final tally “With the makeup of the General proxy for how far do people drive and how When looking at this session overall, much damage they do to roads because of the Brinegar and Wyss opt to grade it in the B to advent of hybrid vehicles and electric vehicles, B+ range. as well as other vehicles running on either Hale is a little less generous. “I’ll give us compressed or liquefied natural gas. a C. It reminds me of my son in school. He “In 2012, INDOT took in less revenue always used to dig himself a hole at the from gasoline and diesel fuel than it did 10 beginning of the semester, and then have to years earlier, and the cost of building and work twice as hard at the midway point to maintaining roads certainly hasn’t gone bring that grade up. down,” Brinegar quips. “And that’s what I think we did this Although Weidenbener recognizes the year. We started off behind, but we sure current desire to invest in things like roads climbed our way up.” and preschool “to bring us in line with other Brinegar agrees with that last part. states that are out there doing big things,” she “From the Chamber’s perspective of also offers a word of caution. promoting legislation to help grow jobs and “It wasn’t necessarily a high watermark “I think we are seeing Indiana go down grow our economy and things tied to our year for us, but it was the fourth a road that has a lot of risk. There may be long-term economic development action a time when lawmakers have to stop and plan, Indiana Vision 2025 – which is our consecutive session of strong positive figure out if the types of spending that they playbook or guidepost for at least the next outcomes from the Chamber’s want to do in the future match the types of decade-plus – we made some good progress perspective relative to our agenda.” revenue that they are putting in to make this session,” he begins. that happen.” “Also, there were no bills of any – Kevin Brinegar

16 BizVoice/Indiana Chamber – May/June 2014 To study or not to study The notion of studying policy matters is much needed, states In 2014, legislative leaders put forth a successful bill to streamline Hale, citing the diverse backgrounds of the legislators and time the interim study committee process by eliminating various groups and required to be knowledgeable on some issues. But she concedes the setting uniform policies for all to follow. How the measure practically success of the process often comes down to who’s in charge. impacts study committees remains to be seen. “Two key factors have to do with leadership on the committee In recent years, the number of study committees and proposed and is the chair of the committee disciplined enough to be strategic in topics have expanded greatly. Some panels are focused on specific goals their approach. Any opportunity we have to help the Legislature be and make substantial progress, while others are simply the fallback more strategic, thoughtful and informed, I think is an opportunity we result when a meaningful compromise on a bill can’t be reached. should avail ourselves of. However, at times, we’ve seen that unravel.” While Wyss admits that description can be true, he thinks study committees can serve a real purpose. Bolder in 2015? “Sometimes summer study committees are to delay the process Jumping ahead to next year, there was some sentiment on the on a particular issue. But overall, they give a little more vetting and panel that the Legislature needs to aim higher and look at the big discussion to issues that may be controversial. So they can have value.” picture. Interjects Weidenbener: “That’s the way they should work, and “We tend to fault toward the immediate and urgent. And that’s it’s the way they sometimes work. But too often they don’t work.” what session is all about,” Hale acknowledges. “But we don’t have the She notes that last year’s mass transit study committee was a good luxury of time to sit. … Household income continues to decline, as it example of one that benefitted the next year’s bill. Wyss also has for the past 10 years. Per capita income has been on the decline maintains the committee that studied the daycare issues plaguing the since the 1960s. And that’s not good enough.” state was instrumental in framing the 2014 legislation that passed. Brinegar concurs with the lack of assertiveness. “We have to be Part of the problem, as Weidenbener sees it, is the committee courageous at times on some issues. We don’t believe we are moving structure. fast enough or far enough. Those are the things we’re seeking to do “Meeting (only) four times and covering a set number of topics – next session – to accelerate the pace and be purposefully bold.” as many as eight – is inherently problematic,” she declares. Adds Hale, “I believe that Indiana Vision 2025 is a solid strategic “Many issues are kicked to summer committees because they need plan and we need to continue to make progress toward that, but that more work, but no more attention is given them during the study means we’ve going to have to be disciplined and focused, and really committee than during the session.’ concentrate on finding that focus. Wyss admits, “What happens a lot of times is that you don’t even “We’ve lost our way a little bit, but I’m optimistic we can find discuss some of the issues that were assigned.” that path.”

BUSINESS VOLUME INCREASING?

Our business loans help you grow.

Needs arise unexpectedly, plans change, or you may just need extra cash flow. A business line of credit has you covered.

CALL | 317.558.6299 or 800.382.5414 CLICK | www.forumcu.com VISIT | any FORUM branch

May/June 2014 – BizVoice/Indiana Chamber 17 FEATURE STORY

By Tom Schuman STRATEGIC FIT Sports Organizations at Home in Indy

The story of Indianapolis becoming known as the amateur sports capital is a well-documented journey that began more than 35 years ago. The leaders of four Olympic national governing bodies (NGBs oversee all aspects of their individual sports) are first-hand witnesses to the special qualities that still make the city a desired destination.

Getting to Know the Players • USA Synchro (www.usasynchro.org): • USA Diving (www.usadiving.org): Established 1977; in Indianapolis since 1983; four local staff Established in Indianapolis in 1981; 10 local staff members. The members. Nearly 6,000 members with an additional 10% growth organization has approximately 8,800 members. projected for this year.

• USA Gymnastics (www.usagym.org): • USA Track & Field (www.usatf.org): Established in 1963; in Indianapolis since 1983; 56 staff members. The Amateur Athletic Union governed the sport from 1878-1979. Nearly 160,000 members, including 3,000 businesses (gymnastics Became The Athletics Congress/TAC in 1979 and USA Track & clubs). Programs include artistic gymnastics, rhythmic gymnastics, Field in 1992. In Indianapolis since 1980; 50 local employees (others acrobatic gymnastics, and trampoline and tumbling. in New York and Atlanta offices). More than 120,000 members (65% youth); sanctions over 6,700 events each year.

18 BizVoice/Indiana Chamber – May/June 2014 Business of Sports

Indianapolis (previous page, top center) is home to the national governing bodies for athletes such as gymnast Sam Mikulak (USA Gymnastics photo/John Cheng), track star Alan Webb (USA Track & Field photo), diver David Boudia and the 2012 synchronized swimming U.S. National team.

“This city, not only has it benefitted from Olympic Games, has been involved with national “Olympic sports were the cornerstone of the sports effort that it put forward, but it has and international sporting events throughout Indiana’s sports movement when several contributed to a lot of great sports moments for his career. Asked what sets Indianapolis apart, national governing bodies chose Indianapolis our country,” says Steve Penny, president and he offers, “What makes a city special is when as their headquarters city,” says Indiana Sports CEO of USA Gymnastics. “We had our first you feel like you own the town. Indianapolis Corp. President Allison Melangton. “Today, female world champion (Kim Zmeskal) has done it with Final Fours and the Super Olympic sports remain a large piece of the crowned here in Indianapolis in 1991. That’s Bowl. They’re (NCAA, NFL) used to owning reputation Indiana has built as a sports leader. something people around the world remember the stadium and used to having a presence, “The national governing bodies here in for our sport. There is a tremendous amount but it’s another thing to own the city. You Indiana feature some of the nation’s top of knowledge, respect and admiration for can showcase sports here because you can own sports leaders. These influential individuals what Indianapolis has achieved on a national it. That’s not always the case in bigger cities.” bring great value to Olympic sports and to and global basis.” our community in general.” Linda Paul, in the same position with Indy landscape In addition to some of their leading events, USA Diving, is an Indianapolis native who has There are 39 Olympic sports with national the four NGBs bring board members, coaches, been part of the sports story through various governing bodies. Twenty-two are located in meetings and other gatherings to the city. community roles, including a stint at the Indiana Colorado Springs, Colo., home of the U.S. Approximately 1,600 track and field constituents Sports Corp. During the selection process for Olympic Committee. Indianapolis ranks second came to Indianapolis in December for the the 2016 Olympic Trials that were eventually with the four NGBs, with USA Track and organization’s annual meeting at the JW Marriott. awarded to Indianapolis, others on the committee USA Synchronized Swimming (USA Synchro) “The feedback we got was that it was wondered about the city’s persistent desire to joining gymnastics and diving in the same one of the best annual meetings they ever host the event. The direct question: “Why downtown building. Other sports-related attended for a number of reasons,” shares would this community go to such lengths?” organizations (NCAA, USA Football and USA Track CEO Max Siegel, an Indianapolis “Lindsey (Hendren, national events American College of Sports Medicine to name native who returned home in May 2012 after director and also an Indianapolis native) and I a few) are also headquartered in the city. 20-plus years in executive positions in various both looked at each other and said, ‘That’s The Indiana Sports Corp. shares the sports and entertainment industries. Siegel what we do here.’ following numbers since its formation in cites downtown logistics, the hotel facility “This is the fabric of our community; all 1979: host of more than 450 national and and reasonable costs among the factors that these things have woven together over time. international events, 17 Olympic Trials and made the event a big success. It’s really genuine; it’s not phony. Almost my world championships in basketball, swimming, Indianapolis, specifically the IUPUI whole career has been in this in some way, gymnastics and rowing. (In addition, natatorium, served as the training center for shape or form. It will be nice to see all that Indianapolis will host the NCAA Men’s Final USA Synchro leading up to the 2012 Olympics come together. We want to give Indianapolis Four for the seventh time in 2015 and Super and previous Olympic Trials have taken place and our state something to be proud of.” Bowl XLVI in 2012 resulted in a direct in the city. Kevin Warner, chief operations Penny, who has attended 10 of the past 13 economic impact of $176 million). officer, explains that the sport is divided

The Greensboro, North Carolina Coliseum Complex was the site of the 2014 AT&T American Cup (USA Gymnastics photo/John Cheng).

May/June 2014 – BizVoice/Indiana Chamber 19 20 BizVoice/Indiana Chamber – May/June 2014 The Indiana University Natatorium “wall,” with the names of Olympic qualifiers, serves as the backdrop for the 2008 U.S. Olympic trials (Peter H. Bick photo).

Hitting ‘The Wall’ a Good Thing David Boudia may have been born in Texas, but he grew up in Noblesville – with the Indiana University Natatorium being as close as one can get to a second home for the 2012 Olympic platform diving champion. “Six days a week for seven straight years at the Natatorium,” Boudia reflects. “2008 was probably the biggest home field advantage when the Olympic Trials were in Indianapolis. That was one of the most special competitions I had ever been in because it was local, because of family and friends being able to come. “And it was the iconic names of the Olympians on the back wall of the Natatorium. Every day growing up I went to practice and saw those names on the wall, and that’s part of the package of becoming an Olympian.” In 2016, the 4,700-seat IUPUI facility (in need of an estimated $17 million in upgrades) will host the Olympic Trials for the sixth time. Linda Paul, president and CEO of USA Diving, recalls the history. “Anybody in aquatics would tell you some of their best memories were made, records broken and dreams happened at the Natatorium,” Paul shares. “On the swimming side, it was considered one of the fastest pools in the world; it’s been a big part of the history of aquatics in the United States for a long time.” Regarding the famous wall, Paul notes that Olympic qualifiers “will not leave there until they see the artist paint that last letter. One thing we’re going to try and do (in 2016) is bring that wall to life.” She adds that a legacy project is also important for the organization in its hometown. Boudia says he has benefited from outstanding coaching throughout his career from John Wingfield (the 2008 Olympic coach) and Adam Soldati when he entered college at Purdue. It also didn’t hurt to have the national governing body and its national training center nearby. “It’s just easier access. Instead of knowing someone through email, you see them face-to-face and those are the people who support your sport. It’s been extremely helpful to know them by name and have a relationship with them,” he offers. The just-turned 25-year-old graduated in December 2013 with a communications degree. The relationships and the studies come in handy as he seeks sponsors and endorsement deals as a professional, while also speaking to different organizations. Just over a week after our mid-March conversation, he competed in a FINA Diving World Series event in Beijing – one of six events in a three-month span. “This will make or break me as I go into the 2016 Olympics. Diving went from something I liked to do as a hobby to doing it as my career,” he summarizes. “When I was younger, the dream was to become an Olympian. Now, if I’m not David Boudia is an 18-time national champion and 2012 practicing hard, not working as hard as I can, my family won’t eat.” Olympic gold medalist in the platform event (Hans Deryk photo).

May/June 2014 – BizVoice/Indiana Chamber 21 geographically into four zones, talent is starting to be more disbursed youth to master’s, the NGB leaders value the opportunity to work together. throughout the country from its previous stronghold in California and Paul notes that USA Synchro coaches have been helpful with the that, “We like to bring things to Indianapolis as often as we can.” synchronized aspects of diving. Warner says, “It’s good to have that teamwork and share some resources. It’s very beneficial being Plenty of partners together; instead of getting on the phone and calling, the person I need City and state businesses benefit from the presence of the NGBs, might just be walking by our office.” maybe none more than Sport Graphics and its longstanding partnerships Siegel, Penny and their USA swimming counterpart (in Colorado) with the Indiana Sports Corp., the NCAA and other entities. Penny and are teaming on a marketing and promotional platform leading up to Siegel identify additional business relationships for their organizations. the 2016 Summer Olympics in Brazil. USA Gymnastics has relied on City Securities and Faegre Baker “We’re calling ourselves the Trio to Rio,” Siegel shares with a Daniels for insurance and legal needs, respectively. The Three Sixty laugh. He values being able to talk to his Indianapolis colleagues about Group has focused on rebranding and advertising campaigns, with A-1 “best practices, growing memberships, grassroots. Not only is it Awards providing medals and trophies for events over the past 15 years. convenient, but we lean on each other quite a bit to continue to For USA Track, Matchbook is in charge of advertising and improve our organizations.” creating collateral material. Siegel terms it an example of a strong vendor/sponsor relationship, as is one with Hightech Signs in Fort Special occasions Wayne – which assists with event production throughout the country. The four NGBs have each called Indianapolis home for 30-plus An official partner of all four NGBs (and many other organizations) years. The chief executives grew up in the city (Paul and Siegel), is St. Vincent Sports Performance. All the NGB executives value the nearby (Warner is originally from Anderson, Indiana and has been medical expertise and assistance – both at home and on the road. back in Central Indiana for 12 years) or have now been here 15 years As executive director of St. Vincent Sports Performance, Ralph (Penny, who was promoted to his existing role and became the father Reiff has seen the organization grown from seven employees in 1999 of three daughters on the same day in 2005). to 92 today. They include trainers, strength and conditioning Penny believes it’s time to move past the amateur sports capital specialists, sports psychologists, a dietitian and more. label. “I’ve been all over rebranding this town as the sports capital of “The consistent thread (of collaborations with the four NGBs) is America. There is no city in America that galvanizes itself around sport that we are an access point for the athletes of each of those sports into the way Indianapolis does. They (other cities) may be able to do it a health care system,” he details, listing initial evaluations, procedures, every once in a while, but Indianapolis does it on a regular basis.” rehabilitation and interactions with coaches among the various The 2015 P&G Gymnastics Championships will take place at services. St. Vincent Sports Performance is on-site locally and beyond Bankers Life Fieldhouse in August. It is the fourth time Indianapolis for track, gymnastics and diving events. will host the event, but the first since 2005.The National Congress and “Having organizations such as the Olympic national governing Trade Show is an accompanying three-day showcase for the sport. bodies, it adds a group of individuals who make their living from “We want our P&G Championships to be a Super Bowl for this sport,” he adds. “The CEOs, communications, marketing people infuse city,” Penny continues. “Indianapolis is home. Anytime you’re basically your home community with people who have an understanding of the hosting people in your home, you want that to be the best. Let’s make global landscape of sports. It adds a richness to our sports community.” sure people leave here … saying that was the best championships ever. Reiff has been part of that community since the early days, managing the That’s the standard we have.” medical aspects of many national and international competitions. Of the Reiff and Siegel point out that other communities have recognized growing impact of the St. Vincent entity, he says, “One of our goals was the many benefits of hosting sports events. But Indianapolis has responded to make Indianapolis not just a destination for events, but teams and athletes well to the competition, according to Reiff. to make Indianapolis a destination for training. And we’ve done that.” For Siegel, part of the evaluation for site selection is infrastructure, as well as ensuring the best possible athlete and fan experiences. “But Team effort there’s no substitute for when the public and private sectors and the people While focused on their own sports and the levels of competition from who are passionate about it come together. It’s just a feeling like no other.”

The U.S. Age Group Championships (Riverside, Calif. was the site in 2013) are Albuquerque served as host for the 2014 USA Indoor Track & Field one of synchronized swimming’s major events (Khai Le photo). Championships (USA Track & Field photo).

22 BizVoice/Indiana Chamber – May/June 2014 WORKPLACE WELLNESSJOIN TODAY! is * WORKFORCE ENGAGEMENT

The Wellness Council of Indiana membership offers you: • Best practices and evidence-based wellness techniques • Analysis and recognition of your initiative • Indiana Employer’s Guide to Workplace Wellness • Access to wellness experts

For membership information, contact Laura Bliss at [email protected] Visit us online: www.wellnessindiana.org Premier Sponsors Champion Sponsor Trustee Sponsors Gregory and Appel Insurance Gibson Hillenbrand, Inc.

*Indiana Chamber members receive a discount on Wellness Council membership May/June 2014 – BizVoice/Indiana Chamber 23

WCI-BizVoiceAd.indd 1 4/10/14 12:50 PM The Top 3 finishers in each category: BUILDING Small Companies Large Companies (15-74 U.S. employees) (250-999 U.S. employees) 1. Hollingsworth & Zivitz, P.C. 1. Sikich LLP A WINNING 2. JA Benefits, LLC 2. Appirio 3. E-gineering, LLC 3. FORUM Credit Union

WORKPLACE Medium Companies Major Companies (75-249 U.S. employees) (1,000 or more U.S. employees) A record-tying 100 companies, including 27 1. Purdue Federal Credit Union 1. Microsoft Corporation 2. Elfcu 2. Edward Jones new honorees from last year, have been 3. Project Lead The Way 3. Ogletree Deakins selected as 2014 Best Places to Work in Indiana. The following 50-page section highlights these organizations and what makes them stand out favorably with their employees. An index of all the features is at the bottom of Page 26.

24 BizVoice/Indiana Chamber – May/June 2014 Best Places to Work in Indiana

Small Companies (15-74 employees) *9th year of the program

2013 Total Years Indiana U.S. Rank Rank Ranked* Company Headquarters Employees 1 1 4 Hollingsworth & Zivitz, P.C. Carmel 21 2 8 2 JA Benefits, LLC Bedford 17 3 2 4 E-gineering, LLC Indianapolis 37 4 6 2 Mainstreet Carmel 26 5 N/A 1 PolicyStat Carmel 25 6 28 4 Apex Benefits Indianapolis 40 7 N/A 1 Cushman & Wakefield / SUMMIT Indianapolis 42 8 9 3 Indiana CPA Society Indianapolis 20 9 N/A 1 Conner Insurance Indianapolis 31 10 11 2 Formstack Indianapolis 24 11 3 4 BlueSky Technology Partners Noblesville 47 12 N/A 2 Diverse Staffing Indianapolis 24 13 N/A 3 Network Solutions, Inc. Granger 47 14 17 2 Indigo BioSystems, Inc. Indianapolis 41 15 N/A 1 netlogx Indianapolis 46 16 24 2 Wilson Kehoe Winingham Indianapolis 23 17 19 3 Leaf Software Solutions Carmel 47 18 N/A 1 Inovateus Solar LLC South Bend 19 19 N/A 1 National Trade Supply, LLC Greenwood 43 20 N/A 1 IDSolutions Noblesville 53 21 22 4 Private Fleet Backhaul Anderson 16 22 N/A 1 Bierman ABA Autism Center Carmel 65 23 N/A 1 TinderBox Indianapolis 24 24 4 5 Indesign, LLC Indianapolis 70 25 10 3 Wessler Engineering Indianapolis 59 26 N/A 4 Cripe Architects + Engineers Indianapolis 34 27 15 2 Swagelok Indiana | Cincinnati Indianapolis 34 28 18 3 Courseload, Inc. Indianapolis 30 29 N/A 1 Indianapolis Indians Indianapolis 42 30 14 2 Oak Street Funding Carmel 59 31 16 4 FirstPerson Indianapolis 52 32 N/A 1 Catalyst Product Development, Inc. Indianapolis 26 33 27 3 One Click Ventures Greenwood 54 34 N/A 1 Iasta Carmel 50 35 31 4 Design Collaborative, Inc. Fort Wayne 38 36 7 4 Delivra, Inc. Indianapolis 28 37 N/A 1 Bassemiers Fireplace Patio and Spas Evansville 36 38 N/A 1 sgSolutions, Inc. West Terre Haute 50 39 N/A 2 Borshoff Indianapolis 56 40 29 2 Hanapin Marketing Bloomington 35 41 N/A 1 Diverse Tech Services, Inc. Greenwood 15

May/June 2014 – BizVoice/Indiana Chamber 25 Medium Companies (75-249 employees) *9th year of the program

2013 Total Years Indiana U.S. Rank Rank Ranked* Company Headquarters Employees 1 2 4 Purdue Federal Credit Union West Lafayette 201 2 7 5 Elfcu Indianapolis 145 3 3 2 Project Lead The Way Indianapolis 108 4 11 3 Community Bank Shares of Indiana, Inc. New Albany 210 5 5 (sm) 2 Moser Consulting Inc. Indianapolis 104 6 5 5 Software Engineering Professionals, Inc. Carmel 105 7 N/A 1 Apparatus Indianapolis 164 8 1 8 Somerset CPAs Indianapolis 160 9 10 3 Financial Center Indianapolis 161 10 22 2 Gibson South Bend 93 11 12 4 Allegient, LLC Indianapolis 139 12 23 (sm) 2 United Leasing Inc. Evansville 76 13 23 4 United Way of Central Indiana Indianapolis 104 14 17 6 MJ Insurance, Inc. Indianapolis 121 15 8 7 United Consulting Indianapolis 92 16 13 7 Schmidt Associates Indianapolis 85 17 25 2 Peoples Bank SB Munster 169 18 N/A 1 OurHealth Indianapolis 79 19 16 4 Visiting Nurse and Hospice of the Wabash Valley Terre Haute 82 20 4 6 HardingPoorman, Inc. Indianapolis 136 21 20 (sm) 2 MOBI Wireless Management Indianapolis 104

Taking teamwork to heart: Apparatus employees cycle for a cause, while staff at Project Lead The Way partner up for a cornhole tournament.

Features They’re number one ...... 28 Happy 5-0, MJ Insurance ...... 50 Long-term distinctions ...... 30 Best Practice: Training ...... 54 Small company profiles ...... 32, 36, 38, 40, 41 Large company profiles ...... 58, 60 Getting to Know: JA Benefits ...... 34 Getting to Know: Hall Render ...... 59 List Debut: PolicyStat ...... 39 Employer benchmark summary ...... 62 Winner columns ...... 41, 52, 62, 69 Best Practice: Retention ...... 64 Best Practice: Orientation ...... 42 Major company profiles ...... 68, 72 Medium company profiles ...... 46, 48, 56 Getting to Know: Aerotek ...... 70 Getting to Know: Community Bank Shares ...... 47 List Debut: Eaton Corporation ...... 71 List Debut: Apparatus ...... 49 Employee benchmark report ...... 74

26 BizVoice/Indiana Chamber – May/June 2014 Large Companies (250-999 employees) *9th year of the program

2013 Total Years Indiana U.S. Rank Rank Ranked* Company Headquarters Employees 1 1 2 Sikich LLP Indianapolis 557 2 2 2 Appirio Indianapolis 657 3 4 4 FORUM Credit Union Fishers 302 4 9 (med) 9 Katz, Sapper & Miller Indianapolis 276 5 3 8 Centier Bank Merrillville 691 6 6 7 Brotherhood Mutual Insurance Company Fort Wayne 338 7 N/A 1 Magna Powertrain Muncie 301 8 N/A 1 Hylant Indianapolis 618 9 9 3 Traylor Bros., Inc. Evansville 421 10 11 5 Duke Realty Indianapolis 792 11 7 7 Hall Render Killian Heath & Lyman, PC Indianapolis 345 12 10 7 Shiel Sexton Company, Inc. Indianapolis 290 13 24 (med) 7 Fusion Alliance Indianapolis 261 14 N/A 4 Monarch Beverage Indianapolis 650 15 15 8 Ash Brokerage Corporation Fort Wayne 328 16 13 6 Hancock Regional Hospital Greenfield 693 17 12 6 Blue & Co., LLC Carmel 319 18 17 4 Hosparus Inc. New Albany 471 19 8 2 Kendall Electric, Inc. Multiple locations 947 20 N/A 2 Draper Inc. Spiceland 507

Major Companies (1,000 or more employees) *9th year of the program

2013 Total Years Indiana U.S. Rank Rank Ranked* Company Headquarters Employees 1 1 5 Microsoft Corporation Indianapolis 59,032 2 2 9 Edward Jones Multiple locations 35,353 3 3 5 Ogletree, Deakins, Nash, Smoak & Stewart, P.C. Indianapolis 1,553 4 N/A 1 Eaton Corporation South Bend 25,000 5 12 8 ExactTarget, a salesforce.com company Indianapolis 1,496 6 10 8 Interactive Intelligence Indianapolis 1,299 7 13 6 RCI Carmel 1,335 8 4 8 Cassidy Turley Indianapolis 3,471 9 18 3 Aerotek Indianapolis 5,485 10 8 7 WestPoint Financial Group Indianapolis 6,700 11 15 4 WOW! Internet~Cable~Phone Evansville 3,373 12 14 6 Emmis Communications Corporation Indianapolis 1,023 13 21 4 Hendricks Regional Health Danville 1,422 14 16 3 Total Quality Logistics Indianapolis 2,321 15 6 5 Hilliard Lyons Multiple locations 1,038 16 9 4 Horseshoe Casino Hammond Hammond 56,375 17 19 6 Union Hospital, Inc. Terre Haute 2,100 18 N/A 7 Columbus Regional Health Columbus 1,584

May/June 2014 – BizVoice/Indiana Chamber 27 BEST OF THE BEST:

Small Companies What They’ve Said “I have a long commute to work. There has not been Rankings 2011: 13 one day that I’ve been here that I have dreaded coming 2012-2014: 1 to work. That says everything you need to know.”

What They’ve Said Medium Companies

“If you go to a place where you’re encouraged Rankings and applauded for taking good care of your 2011: 9 2012: 5 customers, I think that makes it a pretty 2013: 2 comfortable place to go to work every day.” 2014: 1

28 BizVoice/Indiana Chamber – May/June 2014 No. 1 Companies in 2014

What They’ve Said Large Companies “You don’t feel like a cog in a machine here. The day Rankings doesn’t seem as long … and there’s a large variety of 2013: 1 projects I take on.” 2014: 1

Major Companies What They’ve Said “When I think about why I wake up every day happy to Rankings 2010: 2 come to work, it’s definitely that work-life balance. For 2011-2014: 1 me, I intend to stay here as long as they will have me.”

May/June 2014 – BizVoice/Indiana Chamber 29 SUSTAINED EXCELLENCE Best Places to Work Pinnacle Criteria: Companies that finish first in their respective categories three or more times within a five-year span

Edward Jones (2006-2008) Hollingsworth & Zivitz, P.C. (2012-2014) Microsoft (2011-2014) Best Places to Work Hall of Fame Criteria: Companies that have made list six or more years in the nine-year history of the program

Ash Brokerage Corporation ExactTarget, a salesforce.com company RCI Blue & Co., LLC Fusion Alliance Schmidt Associates Brotherhood Mutual Insurance Co. Hall Render Killian Heath & Lyman, PC Shiel Sexton Company, Inc. Cassidy Turley Hancock Regional Hospital Somerset CPAs Centier Bank HardingPoorman, Inc. Union Hospital, Inc. Columbus Regional Health Interactive Intelligence United Consulting Edward Jones (all nine years) Katz, Sapper & Miller (all nine years) WestPoint Financial Group Emmis Communications Corporation MJ Insurance, Inc.

30 BizVoice/Indiana Chamber – May/June 2014 May/June 2014 – BizVoice/Indiana Chamber 31 Small Companies

1. Hollingsworth & Zivitz, P.C. 6. Apex Benefits City: Carmel City: Indianapolis Industry: legal Industry: health benefits consulting Web site: www.hzlegal.com Web site: www.apexbg.com Indiana/U.S. employees: 21/21 Indiana/U.S. employees: 40/40 For employees: emphasis placed on work-life For employees: open access to management; balance and family needs; paid time off for company president gives hand-written notes philanthropic activities; on-site fitness room; and cash spot bonuses; during the previous healthy snacks made available; champagne holiday party, the president gave employees toasts, parties and lunches for individual iPads as a thank you; family-friendly work successes. environment.

2. JA Benefits, LLC 7. Cushman & City: Bedford Wakefield/SUMMIT Industry: health care – employee benefits City: Indianapolis consulting Industry: real estate Web site: www.jabenefits.com Web site: www.SummitRealtyGroup.com Indiana/U.S. employees: 17/17 Indiana/U.S. employees: 42/42 For employees: paid gym and Sam’s Club For employees: free access to on-site fitness memberships; manicures and pedicures on facility with towel service and personal trainer; Administrative Assistant’s Day; holiday bonus monthly birthday celebrations; regular social includes cash rewards and overnight weekend events and parties; annual all-company retreat. retreat for employees and spouses. 8. Indiana CPA Society 3. E-gineering, LLC City: Indianapolis City: Indianapolis Industry: non-profit – membership Industry: technology – software consulting organization Web site: www.e-gineering.com Web site: www.incpas.org Indiana/U.S. employees: 37/37 Indiana/U.S. employees: 20/20 For employees: weekly and monthly lunch For employees: half-day Fridays and jeans gatherings for employees and families; food days during the summer; holiday luncheon and recreation provided throughout the with cash gifts and the afternoon off; break workday; family-first work environment; room stocked with free soft drinks, coffee and adoption assistance; dedicated video game snacks; paid training and tuition room for employees. reimbursement.

4. Mainstreet 9. Conner Insurance City: Carmel City: Indianapolis Industry: real estate – nursing home Industry: insurance (non-health care) developer Web site: www.connerins.com Web site: www.mainstreetcap.net Indiana/U.S. employees: 31/31 Indiana/U.S. employees: 26/26 For employees: free on-site personal For employees: unlimited vacation as long as training; monthly company lunch and game employees complete their work; quarterly day; week-long wellness competition; annual bonuses and long-term incentive plan based on picnic held at the owner’s farm to relax and company success; encourages four days or socialize; chair massages offered throughout more per year for charitable service; wellness the year. and tuition reimbursement. 10. Formstack 5. PolicyStat City: Indianapolis City: Carmel Industry: technology – data management Industry: software – health care Web site: www.formstack.com Web site: policystat.com Indiana/U.S. employees: 23/24 Indiana/U.S. employees: 20/25 For employees: free oil changes; stocked For employees: offers summer hours of Friday beer fridge; Friday lunches; free snacks; afternoons off; workplace has five styles of employees are given the tools needed for their standing desks, including a walking desk; provides jobs, such as software, conferences and part-time employment to children of employees training; “Formstack Fun” monthly afternoon during breaks from high school and college. of fun.

32 BizVoice/Indiana Chamber – May/June 2014 As the professional home of Indiana’s trusted business advisors, we’ve been enhancing our members’ success for nearly 100 years.

1915- Our staff serves Indiana CPA Society 2015 members with innovation, competence, integrity and compassion (our core values). We’re honored to be recognized as a “Best Place to Work in Indiana” for the third consecutive year.

May/June 2014 – BizVoice/Indiana Chamber 33 GETTING TO KNOW

By Charlee Beasor Employee benefits consulting firm JA Benefits has been on a “problem-solving mission from day one,” says founder and managing partner Doug Johnson.

JA Benefits LEADING BY EXAMPLE

“We’re a very flexible workforce, Company overview: Biggest challenge regarding very family-oriented. If your kids JA Benefits is an employee benefits consulting health care reform: firm, established in Bedford in 1988. “Helping people understand the vastness of have a program at school, we Eighteen employees serve clients across the the law (Affordable Care Act). This is going allow people to attend those Midwest, California, Texas, Colorado and to touch every individual in the country in events and do those things. Florida. some way; many people think, ‘I’m not a Because we’re a benefits firm, business owner, this doesn’t pertain to me.’ Milestone moments: It does pertain to everyone.” we feel an obligation and we • Named the 2012 Small Business of the Year understand the different programs in the Bloomington area by the Greater Secrets to success: that are out there – the best in Bloomington Chamber of Commerce JA Benefits established a relationship with a class programs for employees – • Second year in a row to be named to the worldwide actuarial firm 11 years ago, giving Best Places to Work in Indiana list the firm access to Fortune 500 tools. “That and we lead by example.” • Young partners stepping up and carrying relationship, along with the season and Doug Johnson more responsibility with the firm expertise of our people locally, has allowed Managing partner and founder us to grow and become a niche player to Wellness matters: clients of all sizes.” • Employees and their families have free Lunch and learn sessions take place throughout the year and team members access to over 10 health clinics throughout are provided with healthy lunch options. Indiana Greg Ransom, director of client services, • Full reimbursement for gym memberships presents updates on the Affordable Care • Company-wide wellness challenges with Act at a recent gathering. prizes for consistent participation

34 BizVoice/Indiana Chamber – May/June 2014 May/June 2014 – BizVoice/Indiana Chamber 35 Small Companies

11. BlueSky Technology Partners 16. Wilson Kehoe Winingham City: Noblesville City: Indianapolis Industry: technology – eCommerce Industry: legal consultancy Web site: www.wkw.com Web site: www.blueskytp.com Indiana/U.S. employees: 23/23 Indiana/U.S. employees: 47/47 For employees: yearly holiday bonuses; pay For employees: flexible work schedule; day is weekly on Thursdays; medical premiums customer and partner appreciation day at the paid 100% by employer; free snacks in the Indianapolis Motor Speedway; catered meals break room; office trick-or-treating and during employee lunch and learn sessions; holiday party; casual Fridays. fully-stocked snack and beverage bar; paid time off for volunteer activities. 17. Leaf Software Solutions City: Carmel 12. Diverse Staffing Industry: technology City: Indianapolis Web site: www.leafsoftwaresolutions.com Industry: staffing Indiana/U.S. employees: 47/47 Web site: www.diversestaffing.com For employees: encourages professional Indiana/U.S. employees: 24/24 development; company absorbs insurance rate For employees: monthly and quarterly increases; 12 vacation days; holiday bonus; reward programs; annual employee cruise or bumper pool; foosball table; on-site gym and trip; Friday afternoon bowling and cornhole shower room; free Starbucks coffee, sodas and tournaments; gym membership Friday morning breakfast. reimbursement; management makes breakfast for staff. 18. Inovateus Solar LLC City: South Bend 13. Network Solutions, Inc. Industry: solar energy solutions City: Granger Web site: www.inovateussolar.com Industry: technology Indiana/U.S. employees: 19/19 Web site: www.nsi1.com For employees: monthly chair massages; Indiana/U.S. employees: 46/47 Friday jeans days; “Dump Your Plump” three- For employees: paid time off for emergencies; month weight loss competition with buy-in Omaha Steak boxes and cash gifts sent to and cash prizes; annual company team-building employee homes at Christmas; employees with outing off-site; office hallways designed to look children provide school supply lists and like a courtyard. management shops and assembles gift packs for each child, with an ice cream social party. 19. National Trade Supply, LLC 14. Indigo BioSystems, Inc. City: Greenwood City: Indianapolis Industry: e-commerce retail Industry: technology – software Web site: www.ntsupply.com Web site: www.indigobio.com Indiana/U.S. employees: 43/43 Indiana/U.S. employees: 41/41 For employees: employee break room with For employees: unlimited paid time off; fully-stocked salad bar, coffee and soda; on-site monthly themed employee lunches; choice of pool, ping pong and basketball; holiday party; computer equipment; game room with big employee recognition programs; company-wide screen TV/Xbox and Friday night game nights; celebrations and meals. free drinks and snacks. 20. IDSolutions 15. netlogx City: Noblesville City: Indianapolis Industry: telecommunications Industry: IT consulting services Web site: www.e-idsolutions.com Web site: www.netlogx.com Indiana/U.S. employees: 42/53 Indiana/U.S. employees: 46/46 For employees: employees empowered to For employees: profit sharing; training make decisions; comprehensive wellness opportunities; wellness committee sponsors program; quarterly bonuses based on company “Fitbit” challenge to encourage exercise; performance; on-site exercise equipment; book club; holiday tree decorating contest; additional paid time off for volunteering, recognition for successful completion of training, jury duty and bereavement. projects with an etched glass award.

36 BizVoice/Indiana Chamber – May/June 2014 LOSING SLEEP?

Losing sleep because you’re looking to multiply your business exponentially or you’re facing closing your doors if you don’t update your current software?

Leaf Software Solutions is a boutique custom software shop serving the Midwest region since 1987. Leaf has built a solid foundation of trust through their partnerships with clients. When an o -the-shelf solution doesn’t meet your business needs, Leaf is able to provide direction, traction and peace of mind. Allowing you to sleep soundly, knowing that your business and future are in good hands.

The choice is simple. REST WELL. leafsoftwaresolutions.com May/June 2014 – BizVoice/Indiana Chamber 37 Small Companies

21. Private Fleet Backhaul 26. Cripe Architects + City: Anderson Engineers Industry: transportation – logistics PRIVATE FLEET BACKHAUL City: Indianapolis Web site: www.pfbh.com Private Fleet Dependability * Backhaul Pricing Industry: architecture and engineering design Indiana/U.S. employees: 16/16 services For employees: casual dress; company-wide Web site: www.cripe.biz events throughout the year; biweekly meeting Indiana/U.S. employees: 34/34 to express thoughts and ideas; on-site For employees: generously funded professional nutritionist and trainer once a week; work development; frequent free meals and snacks; events and gifts for employee weddings, community service award of $1,000 for staff to birthdays and family births; company-paid donate to charity of their choice; respite room Pandora online radio account. for power nap, deep thinking or quiet time; family milestones shared with staff. 22. Bierman ABA Autism Center City: Carmel 27. Swagelok Indiana | Industry: health care – provider Cincinnati Web site: www.biermanautismcenter.com City: Indianapolis Indiana/U.S. employees: 58/65 Industry: distribution For employees: monthly birthday celebrations Web site: www.swagelok.com/indiana and off-beat holiday parties; work culture Indiana/U.S. employees: 26/34 stimulates and challenges employees; selective For employees: flexible work week of 37.5 hiring and internal promotion; salaried staff hours, paid for 40; company-sponsored have no limit on vacation days; opportunities birthday celebrations; floating holiday days off for partial or full tuition reimbursement. given to all associates; company gives turkeys and hams to associates during the holidays. 23. TinderBox City: Indianapolis 28. Courseload, Inc. Industry: technology – sales solutions City: Indianapolis Web site: www.gettinderbox.com Industry: technology – education Indiana/U.S. employees: 24/24 Web site: www.courseload.com For employees: $150 monthly technology Indiana/U.S. employees: 30/30 stipend; flexible work hours; company- For employees: employees can work from sponsored employee recognition; casual dress home as needed and adjust hours; culture of code; company-sponsored intramural athletics; openness; generous time off; technology company-sponsored annual ski trip; regular personalization so employees can choose and team happy hours. maintain their own technology; there are no blocked web sites. 24. Indesign, LLC City: Indianapolis 29. Indianapolis Indians Industry: engineering services City: Indianapolis Web site: www.Indesign-LLC.com Industry: professional baseball Indiana/U.S. employees: 70/70 Web site: www.IndyIndians.com For employees: company-sponsored outing each Indiana/U.S. employees: 42/42 summer; annual themed anniversary party; team For employees: annual staff and family day at cook-outs; employees have the option to buy the ballpark; free gym memberships and on-site into the company after six months of employment; fitness and weight room; 401(k) matching paid time off for closing on a new home. program; recognition through “Game Day” employee of the month and year programs. 25. Wessler Engineering City: Indianapolis 30. Oak Street Funding Industry: engineering City: Carmel Web site: www.wesslerengineering.com Industry: insurance (non-health care) Indiana/U.S. employees: 59/59 Web site: www.oakstreetfunding.com For employees: emphasis on work-life Indiana/U.S. employees: 57/59 balance and family; all ideas are heard and For employees: affordable and quality benefits; considered; employees participate in Day of state-of-the-art technology; flex time and generous Giving; birthday treats; on-site workout paid time off; regular fruit and vegetable delivery facility; employer pays 100% of employee for all employees and regular catered lunches; medical premiums. company updates with employee incentives and rewards.

38 BizVoice/Indiana Chamber – May/June 2014 2014 NEWCOMER PolicyStat By Matt Ottinger Software Company’s Playbook Calls for Flexibility, Fun Steve Ehrlich is no stranger to the software building,” Ehrlich reveals. melt. (He was rooting hard for March 21 – sector in Central Indiana. Successful stints at Giving back is also a core value at the first day of spring). Software Artistry and Aprimo are on his resumé. PolicyStat. Employees receive separate paid He takes great pride, however, in guiding time off days to volunteer, and the staff A healthy culture the team at Carmel-based PolicyStat – a leader collectively volunteers – most notably at PolicyStat provides the opportunity to in health care policy and procedure management Timmy Global Health (an Indianapolis-based convert vacation/sick/bereavement time software. He’s seen the company emerge from non-profit that helps bring health care to into paid time off to give employees more when he joined in 2007 to what is now a underserved populations across the world). flexibility, which is a running theme in the profitable, growing company that could reach “Their mission is very in line with what company. 30 to 40 employees next year. we do,” Ehrlich points out. “What I needed when getting back into “If you think about the regulatory Additionally, the staff enjoys keeping a the workforce after taking a hiatus to raise my environment we live in now, especially in health fun-loving atmosphere. Ehrlich notes one kids was flexibility,” explains implementation care, everyone has a playbook they manage example of that this winter: a contest in consultant Eileen Sailor, who’s been with their business by – policies and procedures are which staffers tried to guess the exact day the PolicyStat just over four years. “That was primarily what make up that playbook,” Ehrlich largest snow mound in the parking lot would Continued on page 41 explains in describing the company mission. “When someone comes to audit, or survey, what’s going on, one of the first things they look at is the playbook,” he continues. “What are your policies? Do you follow them? … We help companies manage that playbook.” PolicyStat’s software allows customers to store their documents and information on the web, so it can be accessed with any device. This helps keep policies organized and managed – and streamlines reviews. Customers find it also increases transparency for their associates.

Going forward, giving back PolicyStat takes pride in helping its customers, but staff satisfaction remains a high priority as well. “(Making the Best Places to Work in Indiana list) is a great thing because it’s employee- driven,” Ehrlich beams. “What’s remarkable to me is we had 100% participation; everyone wanted to fill out the survey.” He contends that PolicyStat’s appeal to its workers stems from one basic concept: the Golden Rule. “We’re not a huge company, but what we’ve always focused on is treating the people the way we’d want to be treated,” he says. “We’ve tried to do things that we could afford that addressed what people would be looking for in an employer.” Encouraging well-being is a focus. A tour of the office reveals several team members, who choose to stand while working, with elevated desks. One office even features a desk connected to a treadmill. “We’re blessed to be in a (commercial) park with a fitness facility. We pay 50% of (employees’) membership dues for the facility. Mark Boxberger, vice president of client services, takes a stroll while working at his treadmill desk. We also have a mile-plus track around the Enhancing cohesion through group volunteering (for Indianapolis-based Timmy Global Health) is one park; it’s one of the reasons we chose this way PolicyStat builds strong morale.

May/June 2014 – BizVoice/Indiana Chamber 39 Small Companies

31. FirstPerson 36. Delivra, Inc. City: Indianapolis City: Indianapolis Industry: benefits consulting Industry: technology – digital marketing Web site: www.firstpersonadvisors.com Web site: www.delivra.com Indiana/U.S. employees: 52/52 Indiana/U.S. employees: 27/28 For employees: team events for holidays; For employees: free sodas, snacks, coffee free and concierge amenities, such as lunch and breakfast foods, free company lunches on pick-up, chair massages, dry cleaning and Fridays; casual work environment; regular more; the CEO gifts the company a week of social activities with prizes; “Caught Fred- vacation over the holidays. Handed” award for recognizing employees who go above and beyond; free gym memberships. 32. Catalyst Product Development, Inc. 37. Bassemiers Fireplace City: Indianapolis Patio and Spas Industry: services – product development City: Evansville consulting Industry: retail Web site: www.catalystpdg.com Web site: www.bassemiers.com Indiana/U.S. employees: 26/26 Indiana/U.S. employees: 36/36 For employees: summer lunch-time For employees: 4% match and 100% immediate cookouts, Thanksgiving pitch-in and holiday vesting in 401(k); casual dress code; flexible luncheons; donut/bagel Fridays periodically scheduling allows for trips to the doctor, children’s throughout the year; Indianapolis Indians baseball activities; paid holidays; paternity leave. game outings for employees and families. 38. sgSolutions, Inc. 33. One Click Ventures City: West Terre Haute City: Greenwood Industry: energy Industry: e-commerce Web site: www.wvpa.com Web site: www.oneclickventures.com Indiana/U.S. employees: 50/50 Indiana/U.S. employees: 54/54 For employees: Nine-hour workday with For employees: free breakfasts and snacks, every other Friday off; fundraisers hosted to and monthly catered lunches; on-site fitness help co-workers in times of need; emphasis on center for team members and families; on-site walking with pedometer-based health game room; no dress code; employee challenge; long-time employees are “roasted” appreciation day with catered breakfast and at their retirement receptions. lunch and on-site masseuse. 39. Borshoff 34. Iasta City: Indianapolis City: Carmel Industry: advertising/public relations/marketing Industry: software Web site: www.borshoff.biz Web site: www.iasta.com Indiana/U.S. employees: 56/56 Indiana/U.S. employees: 42/50 For employees: Parents can bring children six weeks For employees: quarterly beer Fridays; to six months old into the office to ease the annual Indians baseball game and holiday party; transition back into the workplace; employees have fantasy football league; executives donned super the opportunity to contribute to management and hero costumes for Relay for Life Foundation advancement of the company; new-hire orientation challenge; adoption assistance offered. with half-day boot camp at the 90-day mark.

35. Design Collaborative, Inc. 40. Hanapin Marketing City: Fort Wayne City: Bloomington Industry: architecture and engineering Industry: advertising/public relations/ Web site: www.designcollaborative.com marketing Indiana/U.S. employees: 38/38 Web site: www.hanapinmarketing.com For employees: establishment of core hours Indiana/U.S. employees: 35/35 to provide employees with flexibility for work- For employees: full-day monthly training; life balance; day-long Office Bonanza, which entire company gets a three-day weekend gives employees a voice in how to move the every quarter; flexible self-scheduling; company forward; TGI4:30 to encourage monthly town hall meetings to present goals, employees to gather together early on Fridays. revenue and profits; standing desk option offered to each team member.

40 BizVoice/Indiana Chamber – May/June 2014 BEST PLACES COLUMN

What are the ‘Secrets’ to Being a Best Place to Work in Indiana? By Cal Burleson, Vice President/General Manager, Indianapolis Indians

Our mission has always been to provide Indians plan that includes annual diversity training for all staff baseball at Victory Field as affordable and memorable members. We are proud to have a varied and fervent family fun. This family atmosphere extends to our staff, fan base and endeavor to see that in our staff as well. where through a variety of programs, activities and Highlighted by our annual staff trip – which has benefits we strive to build up and encourage growth in included stops in Pittsburgh, Chicago and Cincinnati in each of our employees. recent years – we also encourage camaraderie and We not only provide a variety of top-level benefits physical/mental refreshment through a variety of staff including our PIE (Profit Incentive Earnings) bonus activities and events throughout the year. These activities program, 401(k) match and quality health insurance can include everything from bringing families out to the coverage, but also promote growth through programs ballpark for a barbecue on a non-game day, celebrating such as our wellness initiative, diversity plan and staff staff birthdays or enjoying together one of many activity committees. downtown restaurants/attractions that the city of Our wellness initiative includes biannual health Indianapolis offers. screenings, staff exercise/walking groups and free Overall, we work hard to create amongst our staff fitness club memberships. We also incorporate various the same hard-working family atmosphere we strive to staff fitness challenges throughout the season to provide to our fans. We want each member of our staff promote overall health and wellness in a variety of to take pride in working for the Indians and the venue interactive staff activities. of Victory Field, serve our fans, our community and The Indians also work to continue to move toward each other, and continue to grow and be challenged a more diverse workplace by incorporating a diversity personally each season.

PolicyStat Continued from page 39 every bit as important to me as earning a salary. … As a full-time employee, I can work from home or in the office. It just helps me with work-life balance.” Sailor adds that PolicyStat features “a great balance between professionalism and fun.” She appreciates that management takes an active role in creating an enjoyable environment, pointing to staff picnics, Christmas dinners and quarterly gatherings to discuss the health of the company as strong benefits. Michigan native and software engineer Kyle Gibson moved to Indiana to work for PolicyStat two years ago. He relishes the decision and freedom the job allows. “I was able to work remotely for almost nine months after my son was born and help my wife take care of him,” he recalls. “The atmosphere is wonderful,” he adds. “Everyone here is generally in a good mood; they know what they’re doing and it’s close knit. I’ve never worked at a place like this before and I love coming Staff picnics, quarterly gatherings, Christmas dinners and other activities help PolicyStat’s team here. Even though I enjoyed helping out with my son, I bond and relax together in enjoyable environments. missed it (being at work).”

41. Diverse Tech Services, Inc. City: Indianapolis Employer Benchmark Summary Industry: technology management services Sixty-five percent of companies that made Web site: www.diversetechservices.com Indiana/U.S. employees: 15/15 the 2014 Best Places to Work list offer on- For employees: holiday party; free gym site personal development and/or stress memberships; Friday outdoor tailgate parties; profit sharing; paid IT certifications and management workshops, seminars or classes. training; paid trips to industry events and off- Of companies that did not make the list, 39% site seminars; employee recognition programs. have such offerings.

May/June 2014 – BizVoice/Indiana Chamber 41 FEATURE STORY

Kermit the Frog knew one thing was for sure: it wasn’t easy “bein’ green.” While the famous Muppet was singing about his literal color, we can FOCUS translate that to how new employees feel – it’s not easy being the new, inexperienced person in the organization.

ON If employees don’t get off to a great start, it doesn’t mean they won’t become long-term, valuable contributors. But the chance of a bad first impression is a risk that some companies refuse to risk as they focus on integrating new employees into the workplace and the company culture from the outset. BizVoice® spoke with four companies on the Best Places to Work FRESH in Indiana list that reflected on how their orientation programs help new employees become familiar and comfortable with new surroundings. Katz, Sapper & Miller (KSM), a CPA firm based in Indianapolis, is one of only two companies named to the Best Places list for each of the last nine years. Director of Human Resources Jim Nestor FACES explains that the company focuses on highlighting the fact associates made the right decision to join the KSM team. A two-day orientation and assistance from an ambassador for the first 90 days has made the company’s past orientation program a Companies success. Nestor is excited to announce a new 12-week onboarding initiative, called Career Compass, that began in May. “The intent is to really deepen a new employee’s understanding of Highlight New our culture, values, business and benefits,” he affirms. “We created a great first impression in the hiring process; now we want to create a lasting positive impression after 90 days, that they absolutely made Employee the right decision and can’t imagine being anywhere else.” Much to learn For Swagelok Indiana | Cincinnati, the need for an intense Experience orientation process is due to the sheer amount of products with which employees must become familiar. By Charlee Beasor

42 BizVoice/Indiana Chamber – May/June 2014 Best Places to Work in Indiana

Orientation takes on many forms at Hoosier companies. At Swagelok Indiana | Cincinnati (left), employees go through Swagelok University and new sales representatives can take up to 18 months to be fully engaged. MOBI Wireless in Indianapolis greets new employees with Coffee 101 on their first day. Union Hospital employees participate in a health care simulation center as part of their training.

Darin Brown is CFO of the company, located on the west side of The hiring process is critical to ensuring a proper fit in the Indianapolis. The sales and service center is one of 101 Swagelok distributors company, says Cecilia Hiland, recruiting specialist for MOBI Wireless throughout the world, which sells tube fittings, valves and components. Management in Indianapolis. “There’s a tremendous amount of product knowledge required, “We hire really smart people who have the attitude and the so it takes a long time for people to get up to speed. For a salesman to aptitude, but maybe not necessarily the skill set. It’s so important to be fully functional, it takes 18 months. For someone in the warehouse, let people know this is what’s important to us and what’s expected about six months,” he notes. and this is how we’re going to support you,” she outlines. Swagelok University is an online program that assists new Hiland runs the first day of orientation for new employees at the associates by providing education courses to learn about the products wireless mobility management company. and the company. “When I talk to people, it’s usually because we’re filling positions “We will set up a training plan for a new hire; you might have 25 and we’ve grown. Part of the reason why I handle the first day (of to 50 Swagelok University courses that take about a half hour to an orientation) is because I’m the first person they talk to … they have hour (each) and there is a test taken that they have to pass with 80%,” one face all the way through the first day,” she maintains. Brown says. “We also have a general onboarding process. They need to “We don’t want turnover. We want people who are going to be be able to do this in the business system, or go find this on the intranet.” happy here and fit. It is our onus to hire and train well.” A 90-day review process helps ensure that employees are on the right track. My generation “All our new hires have really done well. We’ve never had anybody Many of the new associates at KSM are starting their first jobs out leave in the 90-day period since I’ve been here, and it seems to be of college. The company also has an extensive internship program, which working very well. We have engaged, well-trained associates,” he adds. produces 80% to 85% of the first-year hires, Nestor shares. Interns go through a three-week orientation program to get them up to speed. Smart hiring decisions For associates that are new to the working world, the company Another field that requires all-encompassing job knowledge is health has a series of courses called “From College to Katz,” which is aimed at care. Union Hospital in Terre Haute gives all new hires a day-and-a- a successful transition from school to the workplace. half human resources orientation program before extensive training on Nestor explains how the influx of the Millennial generation (those the floor of the hospital, depending on each associate’s department. born in the early 1980s to the early 2000s) has changed the KSM Joanne Davignon, director of HR and staff development, asserts orientation process. that the orientation is important, but that’s not where the real “With Millennials, it does have a tendency to have a little more introduction to the hospital begins. planning, to have it laid out and kind of created somewhat customized to “Before they even come here, we set the tone with what’s expected, them. You have to adapt to that different generational need,” he says. our values and standards, and by the time they get to HR orientation, Davignon mentioned a similar undertaking at Union Hospital for it should be imbedded in them what’s expected of them,” she asserts. the Millennial workers.

May/June 2014 – BizVoice/Indiana Chamber 43 BEST PLACES Q&A

What is the key thing your organization does to begin the new employee experience successfully?

“New employees need to know from the “Centier begins the new employee very start how much we welcome them. experience by mailing a Welcome So on day one they are part of the Box to our new associate’s home. In team – their name is already on their the box is information on their new office door and their mailbox is labeled; position, Foundations program our receptionist greets them by name details, plus lots of Centier goodies when they arrive. There are so many to share with their family. Foundations things that have to happen on a first is three days: it includes our history, day, but nothing is more important than meeting two hours with our knowing your new teammates are as excited to have you president, lunch with a senior partner, a tour of all of our on board as you are to begin this journey. We go out of departments, time in our Client Service Center and it ends our way to make sure everyone experiences that feeling.” with a champagne toast. An onboarding program follows Richard Payonk, Plant Manager, sgSolutions, Inc. for a successful start. We then check-in with them at 30 and 90 days to ensure they are doing great.” Chrisanne Christ, Senior Vice President-Human “When an employee joins Somerset, Resource Development, Centier Bank there are no surprises. From the interview process to the offer acceptance, to pre-orientation, through the “Preparation is our key to success. orientation and beyond, we are in Before their first day, each constant communication with our new on-boarding employee receives a employees. New employees have welcome packet with needed details, met multiple co-workers at all levels. and the assurance that we want to On day one, beyond the basics we help. We send an email introducing have a dedicated trainer who spends time ensuring our new new employees to the entire staff, staff are trained specifically in the areas of their job function. and inviting them to join one of two New staff also are paired with a mentor who provides welcome lunches that will be held. ongoing information on Somerset’s corporate culture and Beginning their first day, our new employees meet with guidance on professional development to ensure high- various team members to help them gain a high view of performing tenure and develop a sense of belonging.” each department and needed practical training. New Donna Butler, HR Manager, Somerset CPAs employees conclude each orientation day by setting strategic goals with their manager and offering feedback to help us improve our process.” “At Conner Insurance, we welcome Joyce Newhall, Human Resource Manager, Network Solutions, Inc. new hires by immersing them in the company culture. Orientation and ‘welcome week’ is carefully prepared Employer Benchmark Summary so that, on anyone’s first day, they’re Seventy-one percent of companies that made the presented with a plan that allows 2014 Best Places to Work list offer productivity or them to begin making an impact time management workshops, seminars or classes. immediately. In hiring, we Of companies that did not make the list, 48% have specifically seek people who work such offerings. best when they’re expected to rise to the occasion – self- starters. We’ve found that this practice, combined with being surrounded by dozens of curious and talented people, allows our new folks to shine.” Ben Conner, CEO, Conner Insurance

44 BizVoice/Indiana Chamber – May/June 2014 “We’ve looked at the learning methods of the generational differences – added more Union Hospital begins the new employee orientation process feedback, changed our learning for them, even before employees walk in versus a seasoned nurse who may have years the door. The human more experience. We try to blend some of resources department sets the that learning,” she offers. tone with what’s expected, including the values and Cultural fit standards practiced at the New employees must navigate a new Terre Haute-based hospital. workplace with various rules and business practices, as well as the overall culture of a company. At MOBI Wireless, the first day of a new employees’ experience is called “Welcome to MOBI Day.” Hiland notes that the company’s set of values and expectations are explained to new employees that day, which kicks off with Coffee 101 in the company’s lodge – a fireplace, couches and a cappuccino machine make the space comforting for new hires. “You can ask anyone in the company Brown says the Swagelok Indiana | with our culture.” about anything. There are not a lot of closed Cincinnati hiring process includes several “You can’t teach values. We hire for doors here. We are cognizant of the fact that rounds of interviews, a personality test and a values and add on the training later,” he every person we bring on board affects each cultural test, called the Waterson Test, to concludes. other,” she mentions. determine how new employees would “mesh

RESOURCE: Darin Brown, Swagelok Indiana | Cincinnati, at www.swagelok.com/indiana | Joanne Davignon, Union Hospital, at www.myunionhospital.org Cecilia Hiland, MOBI Wireless Management, at mobiwm.com | Jim Nestor, Katz Sapper & Miller, at www.ksmcpa.com

Our workplace works! Every day, we strive to live and work by our operating principles of integrity, respect, communication, initiative, empowerment, recognition, accountability, and humor. To see these principles affirmed with this award is immensely gratifying and provides a baseline to ensure we continue to maintain our culture as the organization grows.

Project Management • Organizational Change Management • Information Management netlogx.com Business Process Engineering • Security Management • Procurement Support IV&V

May/June 2014 – BizVoice/Indiana Chamber 45 Medium Companies

1. Purdue Federal Credit Union 6. Software Engineering City: West Lafayette Professionals, Inc. Industry: financial – credit union City: Carmel Web site: www.purduefed.com Industry: technology – Indiana/U.S. employees: 201/201 software engineering For employees: positive feedback and Web site: www.sep.com recognition programs for upholding the Indiana/U.S. employees: 105/105 company’s core values; My Member Perks For employees: regular social events to involve pays back members for loyalty – employees families; year-round flex schedules and one receive the highest level of perks in the program; week paid time off at the end of December; lactation rooms at each business location. company trips to celebrate milestone anniversaries; free, fresh fruit delivered weekly. 2. Elfcu City: Indianapolis 7. Apparatus Industry: financial – credit union City: Indianapolis Web site: www.elfcu.org Industry: technology – IT solutions Indiana/U.S. employees: 145/145 Web site: www.apparatus.net For employees: 401(k) match and Indiana/U.S. employees: 164/164 contribution up to 9%; generous health savings For employees: free medical clinic for health account contribution; unlimited incentive pay plan participants and covered dependents; for sales staff; additional week of paid time off complimentary on-site fitness classes; free for the birth or adoption of a baby. on-site lunch on Mondays; virtual lab access and a 3D printer and scanner; monetary 3. Project Lead The Way bonuses for obtaining certifications. City: Indianapolis Industry: education – STEM curriculum 8. Somerset CPAs Web site: www.pltw.org City: Indianapolis Indiana/U.S. employees: 108/108 Industry: accounting, professional services For employees: ample paid time off and Web site: www.somersetcpas.com flexible schedules to promote work-life Indiana/U.S. employees: 160/160 balance; professional development For employees: Somersetland incentive board opportunities and Six Sigma training available; game; yoga classes and chair massages; fresh monthly lunches; breakfast with the CEO; fruit always available; wellness reimbursement, annual cornhole and bowling tournaments. weight loss challenge and wellness coaching; annual corporate Olympics with fun and 4. Community Bank competitive challenges and a cookout. Shares of Indiana, Inc. City: New Albany 9. Financial Center Industry: banking City: Indianapolis Web site: www.yourcommunitybank.com Industry: credit union Indiana/U.S. employees: 175/210 Web site: www.fcfcu.com For employees: friendly, encouraging work Indiana/U.S. employees: 161/161 environment; competitive pay and benefits; For employees: corporate university offers annual awards ceremony; wellness program career coaching and professional development with prizes and awards; holiday lunches and plans; paid time off for volunteer involvement; gift cards delivered by management to all corporate health improvement program; branches. wellness bucks reimbursement for expenses; themed team competitions. 5. Moser Consulting Inc. City: Indianapolis 10. Gibson Industry: technology – database solutions City: South Bend Web site: www.moserit.com Industry: insurance (non-health care) Indiana/U.S. employees: 65/104 Web site: www.gibsonins.com For employees: fully-stocked kitchen with Indiana/U.S. employees: 93/93 food and drinks; Christmas party with upscale For employees: quarterly bonus program; dinner and high-end gifts for employees; 100% employee-owned company; flex time to summer company picnic at Victory Field; gym balance work and personal life; kitchens membership fee reimbursement; lunches often stocked with free, healthy snacks; time offered provided. throughout the workday to volunteer.

46 BizVoice/Indiana Chamber – May/June 2014 GETTING TO KNOW

Boosting activity By Symone C. Skrzycki is the name of the game at an event for elementary school students.

Community Bank Shares WHERE POSITIVITY PAYS OFF “I’ve got great teammates here. Crunching numbers: Weathering the Great Recession: They’re fun to be with and we’re • Established in 1934 (as First Federal Savings During the economic downturn, a spirit of and Loan Association of New Albany) optimism prevailed. succeeding. We’re bringing in • Approximately 200 employees new business every day. Any • Operates two wholly-owned subsidiaries: “It’s like any cycle you go through from an time you’re growing and doing Your Community Bank (serves Clark and economic standpoint; we knew there would the right things, it’s fun.” Floyd counties in Southern Indiana and be ups and downs. We focused on the several branches in Kentucky) and The Scott positive. We’ve always tried to be an upbeat Kevin Cecil County State Bank (four locations) kind of place.” President and CEO Your Community Bank Three words that describe the You’re ‘Unbelievable’: company culture: Humorous videos. Creative crossword puzzles. • Positive Fun facts. These aren’t your average daily • Fun departmental meetings. Employees briefly • Service-oriented review one company service standard (there are 16, which focus on areas such as Lights, camera, action: remaining positive during all interactions with Employees walk the red carpet in formal customers) throughout the week. attire at the company’s annual Star Awards banquet. Inspired by the Oscars, the event Cecil enjoys spreading the message to staff honors individuals in categories such as best through the hit 1990s rock song “Unbelievable.” internal customer service, best manager and best new employee. “What I always tell them is, we want unbelievable Community Bank Shares’ annual STAR employees delivering unbelievable service to Awards recognize staff for their dedication. our unbelievable customers.”

May/June 2014 – BizVoice/Indiana Chamber 47 Medium Companies

11. Allegient, LLC 16. Schmidt Associates City: Indianapolis City: Indianapolis Industry: technology – IT consulting Industry: architecture and engineering Web site: www.allegient.com Web site: www.schmidt-arch.com Indiana/U.S. employees: 136/139 Indiana/U.S. employees: 85/85 For employees: company paid for employees For employees: support of continuing to enroll in music lessons and perform education and professional development; together for colleagues; Make A Wish award Schmidt Academy internal training program; given to outstanding employee to select a annual chili cook-off charity fundraiser; free child’s wish to grant on behalf of the company. wellness lunch and learn programs that feature outside speakers. 12. United Leasing Inc. City: Evansville 17. Peoples Bank SB Industry: financial services City: Munster Web site: www.unitedevv.com Industry: banking Indiana/U.S. employees: 76/76 Web site: www.ibankpeoples.com For employees: fitness facility and wellness Indiana/U.S. employees: 169/169 incentives, with on-site nurse advocate, For employees: Community First committee healthy weight and smoking cessation develops fundraising ideas and coordinates programs; employee luncheons; employee employee volunteers; annual employee acting troupe to recognize accomplishments recognition dinner and summer outing; and support initiatives. Peoples Employees Relief Fund assists employees who experience a personal crisis. 13. United Way of Central Indiana City: Indianapolis 18. OurHealth Industry: non-profit – health and human City: Indianapolis services Industry: health care – provider Web site: www.uwci.org Web site: www.ourhealth.org Indiana/U.S. employees: 104/104 Indiana/U.S. employees: 71/79 For employees: cook-offs and “Golden For employees: semi-annual company Ladle” challenge; annual picnic and holiday retreats; free access to health clinics; party; paid time off for volunteering; travel employees receive signed cards and gift cards insurance protection for trips at least 100 miles for birthdays and anniversaries; Friday team from home; flex time and telecommuting options. lunches; voluntary happy hour on Fridays.

14. MJ Insurance, Inc. 19. Visiting Nurse and City: Indianapolis Hospice of the Wabash Valley Industry: insurance (non-health care) City: Terre Haute Web site: www.mjinsurance.com Industry: health care – provider Indiana/U.S. employees: 106/121 Web site: www.myhospicevna.org For employees: summer hours-every other Indiana/U.S. employees: 82/82 Friday afternoon off; LePeep breakfast on-site For employees: allow for thinking “outside twice a year; “fitness fridge” stocked with the box”; employee involvement to learn the healthy items available at cost; 15 hours of day-to-day routine and workings of the volunteer service time for associates to serve business; “Way to Go” bonus points to cash in others; crisis paid time off bank. for prizes; catered breakfast and lunches; chair massages. 15. United Consulting City: Indianapolis 20. HardingPoorman, Inc. Industry: engineering design City: Indianapolis Web site: www.ucindy.com Industry: publishing/printing Indiana/U.S. employees: 92/92 Web site: www.hardingpoorman.com For employees: four-and-a-half-day workweek; Indiana/U.S. employees: 136/136 summer company picnic and Christmas dinner; For employees: six bonus opportunities per annual profit sharing plan contributions; health year; family-friendly social events; regular all- and fitness day with employee T-shirt walk and staff meetings; free, on-site personal fitness healthy lunch; employee appreciation gift of trainer and gym memberships; fun gumball $250 Visa gift card. machine with winning gumballs earning a $10 gas card.

48 BizVoice/Indiana Chamber – May/June 2014 2014 NEWCOMER Apparatus By Matt Ottinger Talented People Building Technology, Relationships Delivering information technology solutions is the name of the game super nerdy, glasses up on the nose; that’s not the culture here,” clarifies at Indianapolis-based Apparatus. It achieves that mission, company leaders Matt Vest, technology analyst. “We have a lot of active, athletic say, by putting a great emphasis on finding the right people to walk its hallways. people, and we hang out a lot outside of work together. For example, “Our belief is that people want to work with great people,” this morning a couple of us ran to the Natatorium and swam.” explains Aman Brar, company president. “Above all the perks and Staff also has access to electric-assisted bicycles, thus allowing niceties that we have in the office, the number one critical ingredient them to venture the 14 city blocks to downtown proper without is that if you believe you work with the best in the business, it makes it breaking too much of a sweat. Should they require it, however, there very hard to want to go somewhere else.” are locker rooms with showers at the facility. Since its beginnings (the company was founded by CEO Kelly And if employees become ill or need health guidance, Apparatus Pfledderer in 1999), Apparatus has grown to a staff size approaching strives to take care of its team members. 175 – all while rising to the occasion of giving the top minds in “We also introduced a clinic that’s free to our employees,” Lavin technology a workplace unlike many others. says, noting the off-site facility is located very close to the office, and “Our philosophy has always been that we want to enable a culture, there is another location on the north side of the city. “You get a rather than create a culture,” articulates Kelly Lavin, vice president of wellness coach for free – and if you’re sick, you can go in and get an talent management. “We want to create space for people to bring their antibiotic for free. It allows them to not worry about being sick or unique perspectives and talents, including what makes you a unique having to access medical care.” person, and help link you with other people with that interest area.” While Apparatus staffers are treated to Fitbits and other fitness She adds that the company uses Yammer – a private social tools and accessories – as well as catered, well-rounded, locally- network platform for internal use in businesses – to help staffers find sourced staff lunches on Mondays – wellness encompasses much more others who share their passions. than physical health at the company. “Whether it’s craft brewing or playing video games, there are a “We have a branded wellness program called ‘Reboot,’ ” Lavin adds. lot of people that work within these walls with awesome talents and “It’s not just about rebooting from a fitness perspective, but from a interests, and we just try to create space for that,” Lavin offers. holistic perspective – reboot your finances, reboot your creativity.”

Gym dandy People – the greatest benefit One amenity that Apparatus employees enjoy is an on-site Above all, Brar reiterates that it’s the people – not the things – that gymnasium – featuring a full basketball court. In addition to fulfilling make Apparatus worthy of being on the Best Places to Work in Indiana their hoop dreams, the gym also allows workers to gather for free yoga, list. Although maintaining such a high level of talent is a challenge, he Pilates and other classes – or to provide a sanctuary from the office. admits, it’s one the company accepts and overcomes. “Our conversations while playing H-O-R-S-E are vastly different “Pulling that off is very challenging because you have to have an than when we’re behind a computer or talking to customers,” relays awesome talent and acquisition strategy and pull the kind of people you Ryan Hahaj, business development manager. “You get a personal aspect want. In our case, that’s brilliant people with enormous grit – two things and learn about people in a way you wouldn’t have (in a different venue).” tough to find in combination,” he concludes. “But that’s thousands of Fitness is a general theme at Apparatus – one that some argue times more valuable than the lunch that we’re catering today, so you defies the general perception of the average IT associate. can never lose sight of that. It’s important to keep the focus on the “You have your stereotypes of IT folks as being in the basement, people, not the coffee machine.”

Catered weekly lunches and activities in its on-site gymnasium allow Apparatus staff to come together in unconventional ways.

May/June 2014 – BizVoice/Indiana Chamber 49

Best Places to Work in Indiana

“It was a great opportunity for me to work and learn from my dad. I didn’t report to him directly at first, but he and I had an upfront contract with each other. Business is business and family is family. We run MJ like a business. It works really well that way. We never have had any type of major disagreement, although there is healthy debate on some issues.” Two of the key factors for success over the years: financial discipline and investing in people. “We never had any bank debt,” Michael M. Bill confirms. “All acquisitions were done out of working capital or net worth. We remained very independent and Michael has embraced that. “What differentiates us?” he continues. “The CEO of MJ to this day has monthly meetings on accounts receivables. I started that when I was 27. You won’t see that in many companies. We never outgrew our resources. We always had capacity to grow and that meant hiring new people.” Michael H. Bill relates that the biggest change has been going from a transactional organization to one that is much more consultative. That includes understanding what clients want beyond just their insurance needs. As a result, investments in training and development have increased, and will continue to do so. MJ has clients in every state and 16 different countries. It has posted a profit in each of its 50 years. Of the now approximately 130 employees, a third (43) have been with the company more than a decade. Fourteen have been part of the team at least 20 years and 10 have 30-plus years of experience. “We spend a lot of time in the hiring process. We make sure we’ve got a good strong cultural strategic fit,” Michael H. Bill notes. “As our people grow and develop technically, that’s not all we want from them. We want them to develop as leaders. If hiring someone for an advisory or consultancy role, a quick hire would probably be three months. We might talk to somebody more on average four to six months, even up to a year.”

Talented team President and chief operating officer Jon Loftin fits that description. He was finishing his master’s in business administration with the intention of leaving the insurance business when a new position opened at MJ. Over a period of six months, he met with all the company leaders and says, “The more I talked, the more I was saying this is exactly why I got my MBA, to be in more of an entrepreneurial spot.” In the insurance world, Loftin notes there is always an opportunity to move to another broker, carrier or other entity in search of that extra dollar. “It’s an industry that’s always hiring. We had a recent situation in which someone left and was gone just over a year,” he explains, “before they came back and said, ‘You know what, I’m here forever. The grass is not always greener on the other side. I miss the culture.’ Others have said the biggest mistake they ever made is leaving MJ.” The investment in people is summarized by the company purpose of “inspiring success, fulfillment and well-being” of each person it serves. That starts with employees and families, and extends to business partners, clients and the community. MJ University offers resources and guidance to help individuals thrive. In the past year, the effort has been extended to encourage all team members to chart their life plan. “It’s working in order to live, not living in order to work. That mindset is readily apparent here,” Loftin confirms. Specific company initiatives that help grow that company culture include offering 15 hours of volunteer service time for associates to use in giving back to the community, recognizing all employee anniversaries, Team members at MJ Insurance specialize in a variety of service lines giving special “making a difference” awards and empowering a Culture including construction, energy, transportation, real estate, manufacturing, Committee to plan and execute various activities throughout the year. sororities and mining. A number of awards have been earned for their business and community efforts.

May/June 2014 – BizVoice/Indiana Chamber 51 BEST PLACES COLUMN

What are the ‘Secrets’ to Being a Best Place to Work in Indiana? By Ben Evans, CEO, OurHealth

In thinking about the question posed, it became from the top down. From our board, to the executive very clear to me that there really are not any “secrets.” I team and all team members, we take the lead from believe a successful workplace comes with developing those that mentor and lead us. If that foundation isn’t three things: solid, the execution doesn’t really matter. • A clear purpose Finally, execution is all of the little things we do to • Building the foundation build teamwork and create a happy work environment. • Executing As employers, we tend to focus on the things that we From there, ultimately it comes down to creating a do within and for the organization. Social events, happy workplace, and the question we ask our team recognitions for those that excelled, providing members regularly is, “Are you happy?” We believe that opportunity for career growth and tools to live healthier happy people are more productive and healthier. Most lives are examples. importantly, because happiness is contagious, if we have But in reality, the most important thing we can do happy employees, that energy is going to spread both as employers is to allow our employees an opportunity internally and externally to the customers we serve. to disconnect from work. In a day of technology and Developing happiness at the workplace starts with rapid availability of communication, we need to setting a clear purpose. We, as an organization, have to encourage employees to shut it off every once in a answer the “Why” questions. Why are we here? Why are while. Simple things like leaving the phone in the car we doing this? In answering those questions, we have when you get home and spending time with family and developed a clear purpose that allows us to establish friends re-energizes employees when they are at work. well-defined priorities and goals. These lead us to an What you get in the end are happier, healthier and ability to create measureable improvement as a team. A ultimately more productive employees. clear purpose creates alignment across the entire team. In the end, the most important component of a As a next step, we had to build the foundation. As workplace is not the office, or the coffee bar or the cliché as it sounds (and is), the foundation is laid out lunch brought in every Friday; it’s the people.

MJ Insurance Continued from page 51 Individual players Planning the next round Joe Perkins, a partner in employee benefits, is celebrating 30 While MJ will take time to celebrate its 50 years of achievement, years with MJ – his second job out of college. While he senses other all eyes are also looking forward. companies are focused on writing more business and making more Michael H. Bill contends that by being closely held and professionally money, he’s seen MJ maintain that family atmosphere despite its managed but with a diverse ownership (bringing in other key principals), growth and become even more of a purpose-driven organization. “We’re playing for the long term. We’re a generation two company “It’s ‘what’s your why? – what really drives you?’ One of the things now, probably in the third inning of generation two. We’re going to I’ve gotten tremendous gratification from is I really enjoy the coaching ensure that we will be a generation three company.” aspect of the business,” he confides, adding that he had an excellent mentor The two Bills started talking in 1994 and came up with a formal when he started. “I’ve done mentoring with three or four younger succession plan two years later. producers, and that’s really what my passion is. I don’t know if I would Michael M. Bill puts it bluntly: “If you ask what my greatest have found that if we hadn’t taken the time to ask ‘what’s your why.’ ” professional accomplishment is, it was transferring from generation Sarah Hanson, a claims coordinator in the commercial lines number one to generation number two without any debt whatsoever department, has five years with the company. She uses her company- and a strong balance sheet. That is why MJ made the successful transition allotted volunteer time (and more) at the Dayspring Center (providing and that same (plan) is in place today to go to generation three.” assistance to homeless families) in downtown Indianapolis, knowing The team is on board. Loftin recognizes the significance of the that her team is there to support her. In addition to helping plan 50-year mark and the ranking as a top 80 broker in the country, but activities as current chair of the Culture Committee, she has taken offers, “We’re looking forward to the next 50 years.” advantage of the resource library, lunch and learn sessions, wellness Hanson, when asked if she was surprised at all by the longevity of activities and more. her colleagues, responded: “Not at all. I think we have the best people. “I’ve actually had employees come to me and say this is life I’m so excited to come to work every day because I get to work with changing. They wish they could have done this in their 20s and 30s,” really intelligent people. Not only do I get to work with them, but I she discloses. “It’s setting down a path of personal development – get to learn from them. I’m hoping I can stay here and celebrate our finding your purpose in life, what legacy you want to leave for 75th anniversary.” yourself. I’ve seen a change in numerous people here, wanting to live that purpose and not just go day-to-day with the grind.”

52 BizVoice/Indiana Chamber – May/June 2014 We are responsive. We are caring. We are advocates. . Top 5 Reasons to Love Your Job Again...by Joining Blue! Increased career opportunities for our employees due to rapid firm growth Challenging work that elevates your industry and technical expertise True team atmosphere and strong, forward-focused leadership at all levels Firm sponsored leading-edge professional training and development Competitive compensation and benefits along with a highly desired work-life balance

We are caring. We are responsive. We are advocates. This value statement applies to clients and employees because no one wants to see you succeed more than we do. And it shows. Thanks to our employees for naming us a Best Places to Work in Indiana for the sixth consecutive year. Learn More About Careers at Blue Bloomington, Carmel, Columbus, Indianapolis, Seymour

(Also serving Columbus, Ohio and Lexington & Louisville, Kentucky)

800-717-BLUE blueandco.com

May/June 2014 – BizVoice/Indiana Chamber 53 FEATURE STORY “An investment in knowledge pays the best interest.” – Benjamin Franklin

STOKING By Symone C. Skrzycki THE FIRE

Employee Training Ever sit by a campfire and watch the flames slowly burn out until someone takes the initiative to Boosts Loyalty, Results add more wood to the fire?

Employees from Inovateus Solar install a 27-kilowat solar system on top of Valparaiso University’s engineering building to help it achieve Leadership in Energy & Environmental Design (LEED) status.

54 BizVoice/Indiana Chamber – May/June 2014 Best Places to Work in Indiana

Mentoring is part of the culture at WestPoint Financial (top left). Training, says partner Jack Hettiger (left), is all about people. Knowledge comes in many forms at Financial Center – as do unique (and entertaining) learning opportunities. On-site crane awareness training helps Shiel Sexton employees hone their skills.

Businesses can help prevent employee Training potential future employees is Peer pupils burn-out and reignite their passion for also a priority. For the past two years, the Mentoring is deeply woven into the learning by providing training opportunities. company has hosted interns from the culture at WestPoint, a comprehensive Investing in growth and development can University of Notre Dame. financial services firm. Approximately 70 help organizations strengthen their workforce “We give them real work to do,” emphasizes employees work at its Indianapolis office and boost their bottom lines. vice president of operations Joe Jancauskas. (Fort Wayne is home to another Indiana Learn how Inovateus Solar, Shiel Sexton, “We have them doing hands-on work with location). Financial Center and WestPoint Financial solar panels and wiring and tests down in our WestPoint offers a variety of educational Group – all 2014 Best Places to Work in Indiana parking lot so they can see how things work.” outlets such as online courses and honorees – keep the fires burning by providing Shiel Sexton, a construction management membership in industry associations. In engaging and valuable employee training. company headquartered in Indianapolis, also addition, it holds several interactive sessions requires highly-specialized skills. Aspiring each week. Staff members receive 120 hours Getting their hands dirty foremen/superintendents can gain real- of training (on average) annually. South Bend-based Inovateus Solar, a full- world, “in the trenches” experience through “One thing that separates us from others service solar energy installation company, the organization’s site leadership program. in the industry is that our training is all done encourages its electrical engineers and solar Over the course of approximately two through our most successful advisors,” designers to earn North American Board of years, employees participate in 36 classes that explains partner Jack Hettiger. “We combine Certified Energy Practitioners (NABCEP) focus on technical and soft skills. Among topics the experienced advisors with newer advisors certification. Applicants complete 40 hours of are business writing, steel erection, fire so everyone is getting a feel for what needs to training, which blends classroom work with protection, site utilities, and concrete and be done or how we can help them.” hands-on projects. foundations. Financial Center is a member-owned, Inovateus covers training costs for the “Employees are hungry to learn,” asserts federally-chartered credit union serving certification, which is valid for three years. vice president Kevin Potter. “I think what people Central Indiana. It has eight public branches Three people at the company have earned the are looking for is opportunity and and two student-run locations: J. Everett designation. environment, and the last thing they’re Light Career Center (at North Central High “It’s a tough certification to get. A lot of looking for is compensation. School) and Arsenal Technical High School. solar companies don’t have anyone with that “If we can provide the opportunity for Kyhle Porter, a personal banker whose certification. To have three people on our them to learn new skills and to move up and career has grown since he started working team (out of a total of 25 employees) with take another position, there’s a career path. with the organization two years ago, says he that certification is a big deal,” comments You know the next rung of the ladder and learns something new from colleagues every president T.J. Kanczuzewski. what you need to get there.” day, and adds that the organization’s focus on

May/June 2014 – BizVoice/Indiana Chamber 55 BEST PLACES Q&A

How has your career advanced based on training you have received from your organization?

“As a recent graduate of Cripe’s “My investment of time in the firm’s Kelley School of Business Executive Building Leaders program has been Leadership Program and key energy the best investment I’ve made in my management certification training as career. The program isn’t just about CEM and CMVP, I understand firsthand the projects; it’s about learning about the value and impact of a firm the firm, learning about me and how investing in its people. This combination I can use my talents to make an of strategic operational and technical impact in the firm. The program training gave me the foundation to challenged me to purposefully think frame a service offering around new skills, bringing about my leadership philosophy and receive feedback significant, immediate value to our clients while at the from my peers and supervisors on how I am doing in this same time providing me with meaningful leadership and regard. The result is I purposefully think daily about the career advancement opportunities. Cripe’s commitment to leader I want to be, and the actions I must take to do so.” professional development allows me and my colleagues to Sara C. Jacobi, Director, Blue & Co., LLC grow our career and fulfill our passions.” Frank Hindes, Senior Architectural Designer Cripe Architects + Engineers “Continuous education is a key component of any successful consultant, and Allegient has continually embraced “One of the greatest benefits of and encouraged this concept. Having being a member of the IDSolutions been provided multiple training family is the importance IDSolutions opportunities throughout my employment, places on their employees’ education such as on-site and online training, and training. IDSolutions has certifications and national conferences, provided me the opportunity to I have continued to improve both my significantly grow my knowledge of technical and non-technical skills year after year. Through project management and leadership this education, I have been promoted twice at Allegient, through both long- and short-term first moving to a delivery advisor role that focused on development programs. These programs have allowed me technical acumen and mentorship, and secondly to my to obtain and maintain multiple highly respected professional current role of delivery manager, where I oversee and credentials. IDSolutions’ commitment to a culture focused lead a team of other consultants. By taking advantage of on employee growth has given me the skills and confidence the educational opportunities that Allegient has offered, I to become a valued leader in the organization.” have been able to experience tremendous growth, both Tony Kaufman, Project Manager Lead, IDSolutions, Inc. professionally and personally.” Matt Jimison, Delivery Manager, Allegient

Medium Companies “I am fortunate to work for a company 21. MOBI Wireless Management that makes a significant investment in City: Indianapolis Industry: technology – managed mobility employee development. I began my services career at WOW! as a broadband Web site: www.mobiwm.com supervisor. Tuition reimbursement, Indiana/U.S. employees: 100/104 workshops, job shadowing and For employees: relaxed atmosphere with “jeans wear” all week; espresso machine and mentoring have helped me develop at-cost vending machines; employee appreciation the skills needed to take the next step week with treats; collaborative work areas; into operational management.” in-house gym room open to employees 24/7. Matt DeMuro, System Manager, WOW! Internet, Cable and Phone

56 BizVoice/Indiana Chamber – May/June 2014 training is one of the reasons he isn’t interested in seeking employment “It may be months before the next opportunity presents itself, but elsewhere. then ‘bam!’ it’s there. We want them to be ready.” “Financial Center constantly encourages my growth and development Hettiger of WestPoint takes pride in seeing careers flourish. by encouraging me to participate in training and making training “From the advisor perspective, where we have younger advisors available so I can do my job better,” he remarks. that are now on their fourth or fifth year (of experience) and are now Shiel Sexton’s Potter seconds that. leaders in our organization – whether that’s sales leaders, leaders in “Providing training opportunities is necessary to attract and retain training, doing joint work in mentoring younger advisors – we’ve had top employee talent,” he declares. “(At Shiel Sexton), I have all these some huge strides in that area,” he relays. experts who are building things. To bring that expertise to market, it requires vast amounts of training, education and experience.” Risk versus reward Despite potential benefits, some businesses deliver few, if any, That’s a ‘rap’ growth and development opportunities. What may be holding them Make it fun. That’s a big part of the philosophy at Financial back? Center when it comes to employee growth and development. “Training can be a complicated topic,” Kanczuzewski reflects. “I Raps, role playing and humorous skits come with the territory think most companies want to give their employees as much training as during regulatory training at all-staff meetings. Last year, Porter possible, but it can be challenging to put a training program together provided a unique overview of Regulation E, which deals with opting for the various skill sets you have within your team. Also, company in for overdraft protection on a checking account. budgets dictate how much training you can afford.” “I incorporated fun into it and got a lot of involvement from the But he emphasizes that as employees grow their skills, the audience,” he recalls. “(Understanding that regulation) is very company becomes even stronger. important for us because of some of the products we offer with Jancauskas adds, “We haven’t been shy about paying for training overdraft protection.” and haven’t been shy about equipment that we need. At Inovateus, to Senior vice president Jo Kiel emphasizes that training not only do our jobs well we need the training and the tools. helps employees do their current jobs more effectively, but also helps “We have kind of a training culture – no one here hoards prepare them for advancement. knowledge.”

RESOURCES: T.J. Kanczuzewski and Joe Jancauskas, Inovateus Solar, at www.inovateussolar.com | Kevin Potter, Shiel Sexton, at www.shielsexton.com | Jo Kiel and Kyhle Porter, Financial Center, at www.fcfcu.com | Jack Hettiger, WestPoint Financial Group, at www.westpointfinancialgroup.com

May/June 2014 – BizVoice/Indiana Chamber 57 Large Companies

1. Sikich LLP 6. Brotherhood Mutual City: Indianapolis Insurance Company Industry: managed services City: Fort Wayne Web site: www.sikich.com Industry: insurance (non-health care) Indiana/U.S. employees: 29/557 Web site: www.brotherhoodmutual.com For employees: career development Indiana/U.S. employees: 322/338 opportunities; elite client experiences and For employees: employee profit-sharing engagements; access to firm leadership; online program; wellness program with walking path, suggestion box; Sikich University training fitness center and on-site wellness coach; annual program; team luncheons and dinners. Thanksgiving banquet and employee recognition event; flex Fridays; weekly chapel service, 2. Appirio organized and facilitated by employee volunteers. City: Indianapolis Industry: technology consulting 7. Magna Powertrain Web site: www.appirio.com City: Muncie Indiana/U.S. employees: 81/657 Industry: manufacturing For employees: new laptop every two years with Web site: www.magna.com choice of a PC or Mac; paid volunteer time off; Indiana/U.S. employees: 301/301 Appirio Gamification Engine for real-time For employees: over 20 annual family and recognition across the company; company-wide employee events; monthly meetings with all board for team members to share and vote on employees; annual car show and poker run; ideas through Salesforce.com. employee of the month earns up-front parking space, T-shirt and $25 Visa gift card; ability to 3. FORUM Credit Union participate in Polar Plunge for Special Olympics. City: Fishers Industry: banking – credit union 8. Hylant Web site: www.forumcu.com City: Indianapolis Indiana/U.S. employees: 302/302 Industry: insurance (non-health care) For employees: annual day of celebration to Web site: www.hylant.com recognize individual and departmental Indiana/U.S. employees: 103/618 achievements; provides training and opportunities For employees: annual summer outing and holiday for advancement; ping pong tables with ongoing party; quarterly “Best At What We Do” Awards with tournaments in employee lounge; free on-site $100 prize; monthly culture connection events; fitness center. healthy Thanksgiving pitch-in; heads or tails game to kick off meetings – the one left standing wins a 4. Katz, Sapper & Miller cash prize. City: Indianapolis Industry: accounting 9. Traylor Bros. Inc. Web site: www.ksmcpa.com City: Evansville Indiana/U.S. employees: 276/276 Industry: construction For employees: wellness program includes Web site: www.traylor.com on-site wellness coach, wellness allowance, Indiana/U.S. employees: 80/421 stocked kitchens and more; firm-wide events; For employees: medical benefits paid 100% for KSM Halloween Fest for employees and families; employee; Christmas bonus; unlimited training “New Client Commission” and “Employee opportunities; community volunteer program of Referral” programs. 24 hours per year paid time off; adoption assistance up to $10,000 annually; paid maternity and paternity leave. 5. Centier Bank City: Merrillville 10. Duke Realty Industry: banking City: Indianapolis Web site: www.centier.com Industry: real estate Indiana/U.S. employees: 691/691 Web site: www.dukerealty.com For employees: family is a top priority with Indiana/U.S. employees: 361/792 flexible scheduling and working with unexpected For employees: office closes early before holidays; family needs; two free health clinics open to all; all-associate summer events; $3,000 forgivable C.A.R.E. internal program helps support fellow loan to Duke Realty associates who are first-time associates in need, with $47,000 paid out to 68 homebuyers; eight $4,000 scholarships given associates in 2013. annually to associates’ children; personalized baby blankets for newborns.

58 BizVoice/Indiana Chamber – May/June 2014 GETTING TO KNOW

Employees spread By Symone C. Skrzycki cheer to four families in need through the St.Vincent Hope for the Holidays program.

Hall Render MAKING A WINNING CASE FOR WELLNESS “I’ve always viewed the firm as Firm snapshot: Giving back: my professional family, second • Provides health care organizations with full- Employees have volunteered their time and service legal representation talents to Habitat for Humanity, soup only to my family at home. There • Approximately 350 total employees kitchens, charitable walks/runs and others to are great opportunities (for • Offices in Indiana, Michigan, Wisconsin, make a difference. employees) to infuse the two. Kentucky and Washington, D.C. When we do that, everybody Rising to the challenge: Major clients: The Indiana Sports Corp. Corporate Challenge has a much better appreciation St.Vincent Health, Hendricks Regional is a two-day event that features a fitness walk, for each other and what value Health, Hancock Regional Hospital and distance runs and activities revolving around they bring to the table.” Union Hospital. football, golf, soccer, cycling and more. John Ryan Priority for fun: In 2013, Hall Render earned first place in the President and managing partner The firm celebrates summer with staff outings legal division (for the seventh consecutive to the Indianapolis Zoo, Victory Field, the year) and took the top spot in a competition Indianapolis Motor Speedway and other venues. based on company size (its sixth consecutive This year, roller coasters and water slides will win in that category). be part of the fun at King’s Island. “We’re a very healthy, competitive bunch here.” Victory! The Hall Render team struts its “It’s a family event. It helps give a sense of stuff at the Indiana Sports Corp.’s camaraderie not just for our employees, but Corporate Challenge. also beyond.”

May/June 2014 – BizVoice/Indiana Chamber 59 Large Companies

11. Hall Render Killian 16. Hancock Regional Hospital Health & Lyman, PC City: Greenfield City: Indianapolis Industry: health care – provider Industry: legal Web site: www.hancockregional.org Web site: www.hallrender.com Indiana/U.S. employees: 693/693 Indiana/U.S. employees: 228/345 For employees: Christmas celebrations with For employees: flexible work schedules to holiday meal and movie, gift cards for all promote work-life balance; free healthy breakfast associates, decorating contests and Christmas tea; on Fridays; generous health savings account “Roll Out the Red Carpet for New Hires” contribution; yearly firm-sponsored wellness event; orientation program; all or part of an employees’ random free fruit and veggie days. childcare is paid.

12. Shiel Sexton Company, Inc. 17. Blue & Co., LLC City: Indianapolis City: Carmel Industry: construction Industry: accounting Web site: www.sheilsexton.com Web site: www.blueandco.com Indiana/U.S. employees: 275/290 Indiana/U.S. employees: 185/319 For employees: game night for employees and For employees: open communication of the spouses; half-off memberships to the Indianapolis firm’s strategic vision and progress; training and Zoo and Indianapolis Children’s Museum; free development opportunities to develop technical Indiana State Fair tickets; cooking competitions; skills and management capabilities; cash bonus for bell ringer activities, such as cornhole passing CPA exam. tournaments, kickball and more. 18. Hosparus Inc. 13. Fusion Alliance City: New Albany City: Indianapolis Industry: health care – provider Industry: technology consulting Web site: www.hosparus.org Web site: www.fusionalliance.com Indiana/U.S. employees: 45/471 Indiana/U.S. employees: 223/261 For employees: freshly-popped popcorn on For employees: “Big Deal” awards and casino Friday afternoons; employee service award night annual recognition event; “High Five” awards program; free catered Thanksgiving meal; peer recognition program; health and wellness fair; employer-sponsored Weight Watchers at Work; leadership lunches with the CEO and COO; Wacky Wednesdays during March Madness. quarterly company meetings; opportunities for community involvement. 19. Kendall Electric, Inc. City: Multiple locations 14. Monarch Beverage Industry: distribution City: Indianapolis Web site: www.kendallelectric.com Industry: transportation/sales Indiana/U.S. employees: 65/947 Web site: www.monarch-beverage.com For employees: 100% employee stock Indiana/U.S. employees: 650/650 ownership program; discretionary charitable For employees: on-site health clinic; beer and donation program; tuition reimbursement; wine at cost; gift card, turkey, ham, wine and beer scholarships awarded to employee dependents; given for Thanksgiving and Christmas; fitness pot-luck luncheons and chili cook-off competitions; reimbursement; free fruit; employee appreciation sports outings for employees and families. programs. 20. Draper Inc. 15. Ash Brokerage City: Spiceland Corporation Industry: manufacturing City: Fort Wayne Web site: www.draperinc.com Industry: insurance brokerage Indiana/U.S. employees: 493/507 Web site: www.ashbrokerage.com For employees: profit sharing; on-site medical Indiana/U.S. employees: 237/328 clinic; wellness park; “Walk to Hawaii” wellness For employees: Friday morning all-staff meetings challenge; annual service award employee hosted by the CEO; year-round activities promote luncheon with awards starting at five years of team-building skills and a shared purpose; flexible employment. schedule; Ash Brokerage Memorial Scholarship to honor memory of employees’ children who have passed away.

60 BizVoice/Indiana Chamber – May/June 2014 CELEBRATE Life

Honored to be named One of The Best! For more than 35 years our employees have provided care, comfort and counseling for people facing life-limiting illnesses.

Congratulations to our team members for delivering the best care to our patients and families at one of the best places to work in Indiana.

800-264-0521 | www.hosparus.org

HosparusMay/June 2014 is a non-profit– BizVoice/Indiana hospice Chamber care provider serving more than 6,000 patients and families annually in Kentucky & Southern Indiana. 61 BEST PLACES COLUMN

What are the ‘Secrets’ to Being a Best Place to Work in Indiana? By David Norris, President, Hylant

Being a Best Place to Work starts with the people team for their ongoing commitment to our clients and and it takes effort and commitment from everyone firm. It was also a chance to gain followership in terms within the organization. Hylant is in the industry of of the vision for the future and to offer insight from protecting assets – both people and property. Our leaders in other industries. industry has never been more demanding and the The event was only the beginning in terms of complexity, challenges and opportunities will continue enhancing our internal communication and engagement to grow. with employees. We have installed interactive digital In order to position our clients to win, our firm monitors to serve as employee communication bulletin and people have to be focused on understanding the boards, which promote business development, team challenges and turning those challenges into information and spotlight our associates. On a weekly opportunities. They also need to feel wildly successful basis, activities are hosted to bring team members at work and at home. We strive to help our people find together in a social setting to share and develop both the balance between excelling at work and never personally and professionally. missing a school play, soccer game, volunteer Leadership is not a top down initiative at Hylant. opportunity, muffins with mom or donuts with dad. We encourage ongoing feedback and input on ways our As we continue to build our culture, the following team and company can reach the next level of success. three cornerstones are essential to making Hylant a The ultimate goal of our efforts is to ensure our team great place to work: transparent communication, has the tools, resources and development opportunities engagement and leadership. Our office kicked off the that allow them to deliver to clients, impact our year with a “rolling out the red carpet” celebration for community and, most importantly, go home to what employees. This event was an opportunity to thank our really matters with a grateful, positive spirit.

Employer Benchmark Summary Select Questions Small Medium Large Major companies companies companies companies on list on list on list on list Premium cost company pays for employee medical coverage Employer pays 100% 32% 10% 10% 11% Employer pays 75%-99% 44% 71% 75% 61% Employer pays 50%-74% 22% 19% 15% 28% Premium cost company pays for dependent medical coverage Employer pays 100% 5% 5% 5% 6% Employer pays 75%-99% 24% 48% 65% 44% Employer pays 50%-74% 37% 38% 25% 39% Promoting healthy work-life balance No/minimum overtime 66% 48% 35% 61% Meetings/staff events limited to work hours 71% 62% 50% 61% Productivity/time management seminars/classes 61% 71% 75% 89% Paid time off for community service/volunteer work 80% 76% 75% 67% Flexible hours/compressed workweek as standard practice 63% 43% 65% 59% Telecommuting as standard practice 66% 38% 70% 67% Bonus to employees who refer new hires 51% 67% 60% 89% Average years CEO has been in office 14.0 13.1 16.3 9.8

Source: Best Companies Group

62 BizVoice/Indiana Chamber – May/June 2014 SOME OF THE BIGGEST BRIGHTEST COMPANIES IN AND BEST THE WORLD...

...RELY ON US FOR THEIR BUSINESS COMMUNICATIONS NEEDS. Among our more than 5,000 customers are some of the most well respected companies in the world. Stars in their respective industries. They work every day to deliver the best possible service to their customers. And they’ve learned how to use technology to their advantage. To find out how these outstanding companies are using innovation to deliver great customer experiences, visit www.inin.com/TheIntelligent.

May/June 2014 – BizVoice/Indiana Chamber 63 FEATURE STORY

By Matt Ottinger

In order to grow, a company must BUILDING ON THE build upon the team members already in place. Nothing novel there. Just basic arithmetic. Cultivating a culture that retains talent, however, remains a primary focus for four companies that earned 2014 Best Places to Work in Indiana rankings.

Most employers report a similar theme BASECompanies Strive to Hold On to Top Talent when it comes to keeping employees engaged and on board. “Respect is a core value of the company,” relays Michelle Straumins, chief financial officer at National Trade Supply in Greenwood. “We focus on the fun environment here, with no drama. We want everyone to come into work and be happy that they’re here. As soon as someone starts dreading coming in, we need to assess it and find out what the root cause is. That’s not what we want.” For some, employee desires pertain directly to their fields. Wayne Schmidt, CEO of Schmidt Associates in Indianapolis, explains architects and designers require the latest tools at their fingertips. “A big (component of retention) for us is being on the cutting edge of technology,” offers Schmidt, who founded the company on Independence Day 1976 and has seen it grow from a one-man operation to nearly 90 staffers. Now his staff has the independence to operate at the penthouse level when it comes to tools of the trade. “Everything we do is 3D and 4D; they don’t want to work somewhere that doesn’t have the latest in technology, and we do.” For others, priorities may vary between regions. Ash Brokerage is based in Fort Wayne, but has locations throughout the country. “When you get out on the East Coast, employees are definitely looking for flexibility because of the time it takes to get into work – because they often use other transportation like trains,” relays Cara Bauer, human resource manager.

You’ve got a friend Many organizations take the approach that employees tend to be more faithful when the employer helps them achieve their professional goals along the way. “Many of the academic institutions don’t offer a degree in this area of retirement planning,” Schmidt Associates (top) and Ash Brokerage are among organizations that give their employees access Bauer expands. “As a result, developing an to the top technology, as well as flexibility, as part of their ongoing retention efforts. interest in our business among eager talent out

64 BizVoice/Indiana Chamber – May/June 2014 Best Places to Work in Indiana

based Interactive Intelligence, says his company targets top employees and brings them into an emerging leaders program to aid their professional development and enhance management skills. “They’re nominated by their managers (for entry into the program),” Wright says. “These are people we look at for a talent pipeline down the road who have a desire to go into management. We have classes to show them what it’s like on the management side. That way we can promote from within for many key positions.” He adds that the creation of the program was based on feedback from staff, indicating a collective desire that hiring managers look internally to fill positions when possible. Interns are also groomed and developed to ultimately play important future roles in the organization. “In our summer class of 2013 alone, 90% of our graduating seniors stayed on board with us,” Wright quantifies, noting the Indianapolis office has over 100 interns each year. “We have days you can bring your family to learn about the company and open houses. We also have team leaders speak, so they’re not just doing the work but learning about the company as well.” Schmidt Associates Principal Anna Marie Burrell and CEO Wayne Schmidt have enjoyed a mentor/Sherpa relationship ever since Burrell joined the staff. Oh, won’t you stay? One retention trend in the human resources field now is the of college has historically been a challenge. We’ve worked to combat that concept of stay interviews. Instead of waiting until employees decide through the development of different onboard initiatives and have to leave and perform an exit interview, these meetings allow for a experienced success as of late. candid discussion of what’s right or wrong about the company. It’s a “Providing clear career pathing and development opportunities is practice that’s currently being piloted at Interactive Intelligence. imperative to retaining our top talent,” she adds. “We focus on creating “With stay interviews, our leaders can meet with their ‘high a flexible, yet productive environment – one where employees want potentials’ and ask them how they feel about the organization, what to invest time and energy. In turn, that helps retention in the long term.” challenges they’re facing, how we can help them be more effective – Schmidt Associates offers its own branded educational program and if someone called them about a job today, would they listen?” called Schmidt Academy, which offers continuing education courses in Wright reveals. “We’re asking those questions and going after our key the field. Additionally, the company provides new hires with a mentor talent to find out about those things ahead of the game.” and “Sherpa” to help them acclimate. Wright relays that Interactive Intelligence doesn’t often lose “A mentor is someone at a partner level; they have a list of books and an employees to larger software companies. orientation program that takes about three months to go through – (take “We have less than 10% (voluntary and involuntary) turnover. the mentee) out to a job site, have conversations internally; it’s a long With our tremendous growth, that’s pretty good,” he surmises. “Once list and about seven or eight books they’re expected to read and discuss.” we get them on board and get them in, we’ve got good retention after He adds that the Sherpa is an “instant friend” to help guide staffers that first 18 months or so. That first 18 months is critical.” through the office and the day-to-day routine. The company has nearly 1,000 people in Indianapolis, but now Larry Wright, global human resources director at Indianapolis- has a presence in over 20 countries.

Interactive Intelligence keeps workers engaged with sports competitions and other activities. Helping workers bond and have fun has helped the company maintain a high retention rate despite substantial growth in recent years.

May/June 2014 – BizVoice/Indiana Chamber 65 BEST PLACES Q&A

What is the best thing your organization does to help retain team members?

“Gibson is committed to engaging “A large part of what Catalyst does employees for the long haul. We strive to retain its team members is to to connect in ways that are meaningful recognize employee efforts, create a beyond our day-to-day ‘job.’ We positive workplace and inspire employees accomplish this with many initiatives: to be empowered. Along with the our Quality of Life committee that works fun, family style holiday/appreciation to find ways to encourage healthful luncheons and community involvement living among all employees and their projects, Catalyst fosters an environment families; our GibGab group of young that allows open communication amongst professionals that organizes social events; or our Gibson all employees. This allows associates to make their own choices GIVE initiative which encourages community involvement without needing to involve upper levels of management for and philanthropy. Ultimately, Gibson wants all of us to feel every decision pertaining to their project. Designers, like we can have a lasting, fulfilling career here.” engineers and manufacturing personnel are able to utilize Diane Davidson, Senior Client Manager, Gibson one another for ideas and expertise to come up with creative solutions that result in success for our clients.” Jason Andrews, General Manager, “There are a lot of things we do at Catalyst Product Development, Inc. our offices that you don’t see at other offices – themed parties, team celebrations, crazy competitions. We “Go to our web site and look up Our work hard to make the work Team. Everyone in our company is environment an enjoyable place to there – everyone has a bio – and come every day. But the things that we’re listed in alphabetical order, not truly help us retain our best by title. That illustrates our mindset – employees are the initiatives that every individual is important. Our help our employees grow their business – training, key approach to retention is being technology and an unlimited compensation model. After intentional when adding to the team all, they’ve joined TQL to build a successful business – to find the right person who can career for themselves. A career that will give them the help us up our game and who is also a natural fit to the financial ability to support their other life goals.” collective group. We thrive on idea flow, freely-given Kerry Byrne, Executive Vice President, kudos, random competitions, pop-up parties and good- Total Quality Logistics natured razzing. We genuinely like working together – so we take care to protect a culture that works well for us.” Susie Viehmann, Senior Vice President Marketing & “Communications. We have an annual Communications, Cushman & Wakefield / SUMMIT employee meeting in March to tell our employees how we did in the year preceding and how we hope to “We let them know they are respected do in the year to come. That meeting and appreciated. They know the is followed by a series of employee customer is number one and they are luncheons where we update the staff our number one customers.” Bassemier, on our progress during the year, as who founded the company 46 years well as any new developments in the ago, adds, “Our newest retail company and the marketplace. We also post monthly salesperson has been with us over updates on the company bulletin boards. All managers’ 19 years. We’re on track for 2014 doors are open and we encourage all employees to stop to be our biggest and best year.” in whenever they have a question or concern.” John Bassemier, Founder and Chairman of the Board, Bassemiers Fireplace Patio and Spas John Pidgeon, President, Draper, Inc.

66 BizVoice/Indiana Chamber – May/June 2014 give them enough time to do so) 4. We will act with integrity 5. We will be intentional about the future (by setting goals and achieving them)

Workin’ for a livin’ Allowing employees to prioritize their lives in a healthy way, and providing a more relaxed culture, is a popular approach among the Best Places to Work. “Our owner has an understanding of the work-life balance,” Straumins reports. “He’s always told me that family comes first. As a manager, that’s what I try to make sure my employees understand. In fact, this morning, my administrative assistant was up at 2 a.m. with a sick baby – so she won’t be in until Ash Brokerage employees receive in-service training throughout the year on a variety of topics to keep later this morning.” them informed about developments in the industry. Straumins believes that approach is what helps National Trade Supply maintain a “We actually see a little stronger retention Schmidt adds that building trust in the desirable experience. internationally,” Wright states. “But we try to beginning is critical for long-term rapport “We don’t have a problem with take our corporate culture into every country. with staff. He outlines five promises he makes turnover. Usually when people are here, A lot of the offices are set up like Indianapolis. when he meets new hires: they’re here to stay,” she remarks over the I was just in Brazil and felt like I was walking 1. We will meet payroll sound of a dog barking in the background. into an Indianapolis office. But we do factor 2. We will obtain the right projects “Oh yeah, and we allow dogs in the office.” in their country’s culture as well.” 3. We will allow staff to do good work (and

RESOURCES: Cara Bauer, Ash Brokerage, at www.ashbrokerage.com | Wayne Schmidt, Schmidt Associates, at www.schmidt-arch.com | Michelle Straumins, National Trade Supply, at www.ntsupply.com | Larry Wright, Interactive Intelligence, at www.inin.com

July/August Share your story Agriculture • 67 national and state awards Indiana Vision 2025: Dynamic and Creative Culture • 15,000 influential business recipients • Interactive edition offers additional September/October online visibility Indiana Companies to Watch • Special advertising discounts Election Preview

November/December Annual Award Winners

2014 EDITORIAL CALENDAR Chamber Member Recognition

Contact Jim Wagner: (317) 264-6876 | [email protected] WWW.BIZVOICEMAGAZINE.COM

May/JuneBV-2014-Half-Ad.indd 2014 – BizVoice/Indiana 1 Chamber 4/18/14 8:30 AM67 Major Companies

1. Microsoft Corporation 6. Interactive Intelligence City: Indianapolis City: Indianapolis Industry: technology solutions Industry: telecommunications Web site: www.microsoft.com Web site: www.inin.com Indiana/U.S. employees: 45/59,032 Indiana/U.S. employees: 942/1,299 For employees: flexible work schedule with For employees: relaxed and innovative work the ability to work from any location; up to environment; employee amenities include $800 per year fitness reimbursement; partner Interactive Café for lunch and breakfast, free charity challenge; employer pays 100% of on-site health clinic, game room, fitness center medical premium for employees; discounted and rock wall; casual dress code; Summer software; discounts on childcare. Olympics and annual pool party.

2. Edward Jones 7. RCI City: Statewide City: Carmel Industry: financial services Industry: travel/hospitality Web site: www.edwardjones.com Web site: www.rci.com Indiana/U.S. employees: 994/35,353 Indiana/U.S. employees: 990/1,335 For employees: any associate in good standing For employees: free resort vacations with with three years of service can be offered $350 travel allowance; compressed workweek partnership in the company; financial advisors and flexible schedule options; meditation room; run their own businesses with no financial chair massage therapists; company-sponsored investment but with firm support; ability to earn associate business groups to support associate all-expense-paid trips to exotic destinations. interests and culture; on-site nurse practitioner.

3. Ogletree, Deakins, Nash, 8. Cassidy Turley Smoak & Stewart City: Indianapolis City: Indianapolis Industry: real estate Industry: legal Web site: www.cassidyturley.com Web site: www.ogletreedeakins.com Indiana/U.S. employees: 200/3,471 Indiana/U.S. employees: 54/1,553 For employees: office closes early the day For employees: weekly casual Fridays; chair before company holidays, celebrated with jeans massages every two weeks; annual holiday party days and pizza party or fun activity; annual at the Conrad with twisted gift exchange and holiday party for employees and spouses; children’s party where the company chairman plays complimentary coffee bar; employees can Santa; free parking in Chase garage; employer request box tickets for any Indianapolis Indians pays 100% of employee medical premiums. home game.

4. Eaton Corporation 9. Aerotek City: South Bend City: Indianapolis Industry: manufacturing Industry: staffing Web site: www.eaton.com Web site: www.aerotek.com Indiana/U.S. employees: 106/25,000 Indiana/U.S. employees: 89/5,485 For employees: incentive programs for safety, For employees: promotions come from quality, new ideas and perfect attendance; staff cooks within; extensive training opportunities; for all shifts on quarterly basis; tuition assistance; performance-based bonuses; commitment to safety and health reimbursement up to $300; two diversity and inclusion; community outreach employees annually recognized for innovation. events; employees receive discounts at local gyms; team outings during work hours. 5. ExactTarget, a salesforce.com company 10. WestPoint Financial Group City: Indianapolis City: Indianapolis Industry: technology Industry: financial services Web site: www.exacttarget.com Web site: www.westpointfinancialgroup.com Indiana/U.S. employees: 1,101/1,496 Indiana/U.S. employees: 132/6,700 For employees: leadership and professional For employees: annual awards gala spotlights development programs available, including the leaders and rising leaders; client appreciation Women’s Innovation Network and tuition events; family events and birthday cards for reimbursement; free breakfast, snacks and soft drinks; associates’ children sent to the home; open collaborative work spaces; flexible hours; impromptu happy hours; inspirational speakers on-site gym; on-site massage therapists weekly. at firm meetings.

68 BizVoice/Indiana Chamber – May/June 2014 BEST PLACES COLUMN

What are the ‘Secrets’ to Being a Best Place to Work in Indiana? By Jim Bickel, President and CEO, Columbus Regional Health

I have been very fortunate to spend the past 23 has been asked numerous times about a decision made years of my career with Columbus Regional Health, in the summer of 2008 – a decision to keep every with the past seven years as president and chief member of our workforce on the payroll at a time when executive officer. I spent the first decade of my career our hospital was closed due to a devastating flood. in manufacturing, but knew in my heart that I wanted My answer has and will always be, “Yes.” This was to be in the service sector. the hardest, yet at the same time the easiest leadership While I did not specifically target health care, the decision I ever made. It was easy because it aligned with work, the culture and the genuine sense of caring and our commitment to value our workforce. It was hard compassion at Columbus Regional Health quickly because of the great uncertainty of the flood’s long- convinced me I was where I wanted to be. term impact. Thanks to the hard work, commitment At the core of Columbus Regional Health is our and tenacity of our workforce, we reopened after five commitment to valuing our workforce. Every member months despite projections it might take over a year of our workforce – employees, physicians and before the facility was ready for our patients. volunteers – plays an important role in making a Our top priority at Columbus Regional Health is difference for patients who put their trust in our hands providing the highest quality and safest care for our patients. each and every day. Valuing the workforce is not only In order to accomplish this goal, it begins with a workforce an organizational philosophy, but also my personal that is well-trained, aligned and engaged around our leadership value and commitment. These are not just mission, vision and values. Health care is undergoing words on paper to list alongside a company mission significant change with many obstacles and uncertainty. statement, but in fact a core value that guides nearly all We must be prepared to seize the opportunities of our strategic decisions in some way. amidst this change in order to make health care better This culture of valuing the workforce cannot be for all. Columbus Regional Health can only successfully established overnight, is built over time and reinforced navigate the changing health care environment by having in both good and bad times. “Would you do it again?” a workforce that is driven to give our patients the very best.

YOU ONCE DREAMED OF BECOMING A HERO. It’s never too late to bring your dreams to life. As a financial services professional at WestPoint Financial Group, a general YOU STILL CAN. agency of MassMutual, you’ll have the power to help people in need – and make a real and lasting difference in their lives.

To learn more, contact us today. No cape required.

WestPoint Financial Group 900 East 96th Street, Suite 300 Indianapolis, IN 46240 317-469-9999 www.westpointfinancialgroup.com

LIFE INSURANCE + RETIREMENT/401(K) PLAN SERVICES + DISABILITY INCOME INSURANCE + LONG TERM CARE INSURANCE + ANNUITIES

MassMutual Financial Group refers to Massachusetts Mutual Life Insurance Co. (MassMutual), its affiliated companies and sales representatives. Financial Services Representatives are independent contractors and are not employees of MassMutual, its subsidiaries, or of General Agents with whom they contract. Insurance products issued by MassMutual (Springfield, MA 01111) and its subsidiaries, C.M. Life Insurance Co. and MML Bay State Life Insurance Co. (Enfield, CT 06082). CRN201504-171289

May/June 2014 – BizVoice/Indiana Chamber 69 GETTING TO KNOW

By Charlee Beasor

Events such as the corporate challenge and community Aerotek involvement activities highlight the team atmosphere at Aerotek. STAFFING THE WORLD

“The people here within Aerotek East Coast beginnings: Three things employees enjoy The professional recruiting and staffing service about working at Aerotek: are so heavily focused on customer was established in 1983 in Hanover, Md. The • People – team-oriented staff with a service and, more importantly, company initially placed engineers in the defense common goal, providing support to one delivering on the promises we and contracting industries. Today, Aerotek another and to clients and contractors make to our people, the clients employs almost 5,500 worldwide and focuses • Environment – staff members have the on contract-to-hire positions for long-term chance to create their own success and we service and the large population employees. impact financial gains through a of contract workforce we employ performance-based model and incentives Vital statistics: every week.” • Promotion – Tolle started with Aerotek • 91 people are employed in Indiana in four almost 12 years ago as a recruiter and is Tim Tolle offices in Indianapolis, Evansville and Fort now in management. “That promotion Indiana director of Wayne. A fifth office opened in South Bend opportunity has happened for me three business operations in April. There are 220 offices across the times; that opportunity exists for every country employee we bring into the company.” • Company revenue in 2013 was $5.3 billion; it is the largest staffing company in the Indiana focus: country based on revenue generated “Our main opportunity has to do with the Community impact: fact that in the state of Indiana, there is a shortage for skilled labor, a major war for Aerotek launched the Office of Diversity & Aerotek concentrates on promoting from talent for highly-skilled employees … I Inclusion in 2011 to drive the company’s within the company: “95% of our believe our organization can have a major commitment to finding the best talent from organization has been built from within,” impact on those results going forward.” says Tim Tolle, Indiana director of all walks of life. Tolle also notes Aerotek’s business operations. charitable involvement in Indiana.

70 BizVoice/Indiana Chamber – May/June 2014 2014 NEWCOMER Eaton Corporation By Rebecca Patrick Breaking the Mold Precious few manufacturing companies have ever made the Best Places to Work in Indiana list (a lack of applicants being the primary reason). For first-time honoree Eaton Corporation, it’s just another instance of bucking the stereotype. The South Bend facility, which has 115 teammates – not employees, as management is quick to tell you – does forgings for heavy-duty assembly plants and the automotive market. The Hoosier operation is infused with policies from corporate (in Cleveland) mixed with a distinctive local imprint.

Setting the tone Eaton operates under five basic concepts: always safety, trust, communication, mutual respect and involvement. “These are the expectations of everyone in the plant. It helps keep us harmonized and focused, but also allows for flexibility when needed,” explains HR generalist Peggy Johnson, who has been with the company 24 years. Developmental coach Dave Keesler says that flexibility and belief system is appreciated and recognized as “unique” for a manufacturer. “We don’t necessarily track teammates by a time clock. There is a trust and belief that you are here when you are supposed to be here Teammates are involved in the interview process and have been trained in and you are doing your job. You don’t have to have anyone over your assessment and selection, shares Peggy Johnson. back cracking a whip.” Plant manager David Larkins pushes back on having a top-down Career path you choose management style. Instead, he calls the Eaton way a “bottom-up Two of the employees we spoke with – Stoops and Keesler – approach. That’s absolutely critical. Having teammates in the facility have worked their way up to their current roles at Eaton. That type of come up with innovative ideas and provide them with a platform to progression is encouraged. innovate has made us successful.” “The idea for every teammate that comes through the door is you This inclusiveness also extends to key decision-making. continue to develop yourself,” Keesler offers. “You have set skill “We’ll shut down and sit around (discussing it). If it’s a critical blocks for each position. Once those are reached, you can look to the decision, they involve everyone,” relays Josh Stoops, a developmental next set and position.” coach. “It’s not, ‘This is what you’re going to do; deal with it.’ They Adds Russ Basham, a technical support specialist and 19-year make sure everyone is on board.” Eaton veteran: “It’s not the type of place where you are going to spend your whole life screwing this screw into this hole on everything that comes down the assembly line. There are a lot of opportunities for advancement.” A large part of that ability to progress professionally is tied to a generous tuition assistance program – $5,250 per year for undergraduate coursework and $7,500 annually for graduate studies. “That opportunity is open for everybody. I think anyone who wants to take advantage of it does,” Johnson notes. “It’s one of my favorite things (about Eaton). Just last year I received my bachelor’s degree. That was a major accomplishment for me.” HR manager Jordan Musselman, who has also worked at three other Eaton facilities, shares, “Eaton has given me opportunities to grow and better myself. There is no reason I would go work anywhere else. I’m also not going to find better people to work with.”

Compassion and passion Giving back to the community is another welcome Among Eaton’s appreciation programs: monthly recognition for having the best ideas that Continued on page 74 reduce cost.

May/June 2014 – BizVoice/Indiana Chamber 71 Major Companies

11. WOW! Internet~ 15. Hilliard Lyons Cable~Phone City: Multiple locations City: Evansville Industry: financial services Industry: telecommunications Web site: www.hilliard.com Web site: www.wowway.com Indiana/U.S. employees: 133/1,038 Indiana/U.S. employees: 139/3,373 For employees: annual fun events; popcorn For employees: employee appreciation Wednesdays to promote networking within summer event; free tickets for various local the firm; all-employee events; food events, events; employees can earn commission for such as ice cream, employee appreciation products and services sold to customers with lunches and holiday breakfasts with executives; the chance to win prizes; employees selected to Steel-toe Pump program, a women’s be featured in company advertising campaigns. mentoring webinar series.

12. Emmis Communications Corporation 16. Horseshoe Casino City: Indianapolis Hammond Industry: media – radio/publishing/digital City: Hammond Web site: www.emmis.com Industry: gaming/entertainment Indiana/U.S. employees: 263/1,023 Web site: www.caesars.com For employees: no set number of sick or Indiana/U.S. employees: 2,016/56,375 personal days; company guided by 11 For employees: engagement and community commandments; relationships with the city’s outreach programs for the whole family; service sports and entertainment outlets give incentives program to cash in credits for merchandise, employees access to unique and fun activities; gift cards and trips; employee assistance fund; employees receive their birthdays off of work. farmer’s markets; chair massages; financial planning; perfect attendance award. 13. Hendricks Regional Health City: Danville 17. Union Hospital, Inc. Industry: health care – provider City: Terre Haute Web site: www.hendricks.org Industry: health care – provider Indiana/U.S. employees: 1,422/1,422 Web site: www.myunionhospital.org For employees: all full-time associates Indiana/U.S. employees: 2,100/2,100 receive $800 holiday bonus, pro-rated for For employees: supportive environment part-time staff; holiday party held at regularly provides fundraisers and raffles for Indianapolis Motor Speedway; annual Christmas co-workers in need; flexible schedules, shortened nursing tea; free casual days in December; free weeks and ability to work from home; quarterly Dave Ramsey Financial Peace University “Welcome to Work Days” with gifts to all classes; on-site fitness center. employees; on-site child care center.

14. Total Quality Logistics 18. Columbus Regional Health City: Indianapolis City: Columbus Industry: transportation – third-party logistics Industry: health care – provider Web site: www.tql.com Web site: www.crh.org Indiana/U.S. employees: 92/2,321 Indiana/U.S. employees: 1,584/1,584 For employees: massages; cornhole For employees: free concierge service; annual tournaments; holiday parties; Biggest Loser employee picnic; on-site chair massages; on-site competition; Movember fundraising for prostate exercise room; “Healthy Me” bike rides every cancer; five years of service anniversary Tuesday evening; adoption assistance; spouses program; employees highlighted in CEO’s daily encouraged to participate in employee wellness email for great performance or service. programs.

72 BizVoice/Indiana Chamber – May/June 2014 TO OUR TEAM FOR BEING INDISPENSABLE

At Hendricks Regional Health, we are proud to have been named one of the Best Places to Work in Indiana in 2010, 2011, 2013 and 2014. Our organization takes the commitment to be an indispensable employer to our associates very seriously. We value each and every caring, talented team member as the foundation of our success, and we want to thank them for their dedication to patients and our community.

The individuals highlighted here were recognized over the past year as Service Excellence Award winners. They exemplify our Treat People Better philosophy of providing extraordinary care to patients and visitors. Learn more about our high-quality, low-cost health services and culture of indispensability at HENDRICKS.ORG.

May/June 2014 – BizVoice/Indiana Chamber 73 Eaton Continued from page 71 practice at Eaton – one you can tell the teammates are proud of and helps further cement their camaraderie. Eaton teammates – all by themselves – donated more than $20,000 last year to the United Way. They also took advantage of a funding opportunity from corporate for projects a plant “deems very necessary in your community that will improve it,” Larkins describes. The result was $20,000 to construct a playground for children at the South Bend Center for the Homeless. And it wasn’t just the monetary assistance; Eaton personnel helped build it. This caring quality ties into what Larkins asks of his staff in the workplace. “We need to make sure that we have compassion for our people … that we are always making sure the people inside and outside the facility are taken care of. If someone is struggling, the first thing they should ask is, ‘Is everything OK?’ ” he asserts. Larkins also asks everyone in the facility “to have a passion for what they do.” That push resonates loud and clear, according to Stoops. “When everyone around you is pushing 100% to be the best, it In addition to more traditional benefits, a large meal is provided for all shifts brings the best out in you.” each quarter.

Best Places to Work Employee Benchmark Report Categories Percentage of Positive Responses* Small: on list/ Medium: on list/ Large: on list/ Major: on list/ not on list not on list not on list not on list Leadership and Planning 94/81 92/78 92/76 90/77 Corporate Culture/Communications 93/81 91/78 90/76 90/77 Role Satisfaction 94/85 93/84 92/83 92/84 Work Environment 95/88 92/85 93/85 93/87 Relationship With Supervisor 95/87 93/87 91/85 91/86 Training/Development 90/76 87/75 86/73 87/77 Pay/Benefits 89/76 87/80 89/75 87/78 Overall Employee Engagement 95/85 94/86 94/84 93/86 Satisfaction with employer 96/87 96/86 96/86 95/88 Willingness to give extra effort 99/92 97/94 96/92 95/92 Continue with company at least two more years 93/82 92/85 93/86 93/87 Recommend company’s products/services 97/89 97/92 96/86 95/89 Recommend employment at company 95/82 94/83 94/83 93/85

*Averages; reflect percentages that answered “agree somewhat” and “agree strongly” with individual questions in these categories

Source: Best Companies Group

74 BizVoice/Indiana Chamber – May/June 2014 CORPORATE COUNCIL FOR THE ENVIRONMENT

CORPORATE PROTECTORS ($5,000 - $9,999 annually)

Clean water

CORPORATE CONSERVATORS ($2,500 - $4,999 annually) The Nature Conservancy is AEP Indiana Michigan Power Indianapolis Power & Light Co. the world's leading conservation Barnes & Thornburg Johnson Ventures, Inc. Citizens Energy Group NIPSCO organization, protecting the lands Cummins Inc. Samtec and waters on which all life depends. Duke Realty Corporation Wild Birds Unlimited Enbridge Inc.

CORPORATE ASSOCIATES ($1,000 - $2,499 annually) Healthy forests Alcoa, Warrick Operations Halderman Farm Management and Real DeFur Voran LLP Estate Services Don R. Fruchey, Inc. Hoosier Energy Rural Electric Coop. EcoLogic Lake City Bank F.A. Wilhelm Construction Co. Muncie Power Products The Corporate Council for the Faegre Baker Daniels The National Bank of Indianapolis Environment is a group of corporate First Merchants Corporation Optronics International Flanner and Buchanan Peine Engineering Company citizens who share this vision. Franklin Electric Peoples Bank Goelzer Investment Management Phillips Financial Services Heritage Financial Group

MEDIA SPONSORS BizVoice Magazine Evansville Courier & Press Good business Business People Magazine Indianapolis Business Journal Evansville Business Journal Northern Indiana LAKES Magazine Evansville Business Magazine Northwest Indiana Business Quarterly For more information, contact Angela Hughes at [email protected].

May/June 2014 – BizVoice/Indiana Chamber www.nature.org/indiana 75 FEATURE STORY COSTLY CONCERNS Electricity Prices Predicted to Increase By Charlee Beasor

Energy costs are a part of every budget, whether it’s a family financial plan or an industrial one. In the early 2000s, Indiana boasted the fifth lowest electricity prices nationally. Today, Indiana is in the middle of the pack at 27th.

A recent projection from the State Utility We are coming out of a very severe recession nobody would buy it. You could not afford to Forecasting Group (SUFG) predicts Indiana’s and the baseline for what we expect to see in operate, not just us, not just foundries, but electricity price tag will rise 32% over the terms of electricity (demand) is lower than it there are a number of different businesses next 20 years. Additionally, the forecast was in the recession,” Gotham acknowledges. that are affected.” points to almost stagnant growth in demand – As for increasing prices, the SUFG report less than 1% in that timeframe. identifies three factors: “costs associated with Economic development impact The SUFG releases long-range forecasts meeting environmental rules, cost associated Jennifer Terry, director with Lewis & of electricity usage, prices and resource needs with recent plant construction and costs Kappes law firm, points to increasing prices every two years for the Indiana Utility Regulatory associated with extending the life of existing as an economic development issue. Terry Commission. generating facilities.” handles government relations for Indiana “Each time we do a forecast, at least the Gotham highlights the regulations from Industrial Energy Consumers, Inc. (INDIEC), last four to six years, each one is a little bit more the U.S. Environmental Protection Agency an organization that represents some of the gloomy,” SUFG Director Doug Gotham explains. (EPA) and the impact on coal-heavy Indiana. state’s largest manufacturers. The 2011 forecast, for example, showed “The biggest one of those is the Mercury “Many of these companies have facilities a 20% increase in prices over time. Go back to Air Toxic standards that EPA put out. In globally and also throughout the United States. the 2003 report, however, and the projection order to meet that, it especially hits the coal- When they have an opportunity to expand a was for prices to remain steady over the rest fired plants. Most of the plants have to install production line or to bring a new product, they of the decade and then even fall slightly a significant amount of retrofits of pollution have to compete with some of their other through the duration of the forecast. control devices or shut down,” he continues. facilities in the states or globally,” Terry contends. Economic factors play a large part in the “The ones that get shut down eventually “Indiana has a very strong manufacturing predictions. need some type of (energy) sources to replace base. It’s not going to shutter up overnight, “The focus isn’t on the short term,” Gotham those. Buying power off the market, spending but the more opportunities that are lost is an notes. “The longer term tends to average out some more on energy efficiency or constructing indication of the overall health of the manufacturing of the shorter-term economic cycles. The additional plants, all of that costs money. economy, which is very important in Indiana.” forecast a year from now could be (impacted You’re either going to pay for it in terms of Rising prices also keep Hoosier businesses by) an unusual weather pattern. This year, retrofits in existing plants or replacing the from being able to remain competitive in the the winter would affect forecast accuracy in resources that are being retired.” global market. the short term, as with economic upturns or Greg Loving, senior vice president and “For our folks, the costs of energy range downturns,” he relays. general manager of Rochester Metal Products anywhere from 10% to over 50% of the total Corp., also points to the federal regulations production costs. … The way they price their Centers on efficiency, regulations as a major factor behind higher costs. The goods, electricity is part of their input costs, The SUFG report points to a few reasons company is a ductile and grey iron castings but they don’t necessarily have a way of easily for high prices and low demand (primarily foundry with over 340 employees. passing on the increases in electricity costs in increased energy efficiency) in the coming years. “They’re going to run us out of business their finished product, particularly if they “People are paying more attention to energy just by regulating not just energy usage, but compete globally,” Terry asserts. efficient options. Any kind of longer term, regulations in general. It comes to the point What can companies do to work around relatively deep downturn in the economy, there’s you can’t charge so much for the product you high energy costs? Two possibilities: Policy an effect going forward in electricity demand. make (to make up for the difference) because reforms at the state level or investing capital

76 BizVoice/Indiana Chamber – May/June 2014 Indiana Vision 2025 in internal generation. percent into people’s budgets at home.” “Some of the largest manufacturing customers already have some of their own electric generation and as the cost of electricity increases, A small measure folks are considering making new investments to generate their own Loving recently testified before the Indiana House of Representatives electricity,” she describes. and a colleague did the same in the Senate on Senate Bill 340, which will eliminate the Energizing Indiana program in December. Not just the big guys “That’s 2.6% of our (energy) bill that goes toward energy efficiency Small, energy-intensive companies also feel the pinch of increasing prices. adjustment that we have no way of getting out as much as we put in. “The energy cost: we’ve seen since ’05, it’s gone up 67 cents per We changed some lighting … but the rebate we get for it is just a kilowatt already,” Loving offers. “When you use as much (energy) as drop in the bucket. Not to mention that to opt out, we could take that we do, that makes a large impact.” money and use it for something worthwhile to make ourselves energy The state has lost its competitive edge, he adds. efficient. Lighting fixtures are just a small savings for us,” he explains. “Back even 10 to 15 years ago, we had an advantage with the INDIEC supported SB 340 as a short-term relief measure, Terry power cost, but in that time, we’ve lost that advantage and there are mentions. foundries in a number of different states that have much lower energy “The cost of the demand-side management programs are about 1-3% costs, electric costs, than what Indiana does,” Loving says. of a large manufacturers’ bill; having that come off the bill certainly All Hoosiers will see the results of higher prices, he indicates. helps, but it’s not of the scale that’s going to cause Indiana to go from “We’re just talking about businesses, but all of our people have to live 27th to 15th (in national rankings) all of a sudden. But it’s a helpful and turn their lights on as well. This is going to be a larger and larger first step in trying to control electricity costs,” she explains. The program wasn’t an effective way for INDIEC members to participate in energy efficiency, as most already had “mature” programs Indiana Vision 2025: in place, Terry adds. SUPERIOR INFRASTRUCTURE GOALS Another possibility in lowering costs is to drop energy loads during • Create and implement a plan to position Indiana as a net peak times, with a credit from the utility company for companies that exporter of energy. participate. Loving mentions the foundry had done that previously. • Diversify Indiana’s energy mix with an emphasis on clean coal, “We would have a reduction in our rate if we ran in the off-peak nuclear power and renewables. hours, the second and third shift. We run three shifts. We would have • Identify and implement workable energy conservation strategies. to offload enough work to run during the times we could and the price • Develop and implement a strategic water resource plan that of the energy was more reasonable,” he recalls. ensures adequate fresh water for citizens and business. Whatever the solution, Terry observes that time is wasting. • Develop and implement new fiscal systems to support the array of “Prices at the current level are already affecting some of these infrastructure projects critical to economic growth. economic development decisions. I’m concerned (that) unless we try • Aggressively build out the state’s advanced telecommunications networks. to do something to try to bring costs down now, there will be a pretty big ripple effect in industrial demand,” she concludes.

Indiana Electricity Requirements in Gigawatt hour (GWh) Historical, Current and Previous Forecasts 150,000

■ 2009 forecast ■ 2011 forecast ■ Current forecast (2013)

120,000 GWh

90,000

History Forecast 60,000

1995 2000 2005 2010 2015 2020 2025 2031

RESOURCES: Doug Gotham, State Utility Forecasting Group, at www.purdue.edu/discoverypark/energy/SUFG | Greg Loving, Rochester Metal Products, at www.rochestermetals.com | Jennifer Terry, Lewis & Kappes, at www.indiec.com

May/June 2014 – BizVoice/Indiana Chamber 77 Indiana Vision 2025-Energy By Charlee Beasor Flying High With Solar Power

A 75-acre solar farm on the grounds of the Indianapolis International Airport might not look too impressive from the air, but it is the largest airport-based facility of its kind in the country. With a pending expansion, it could become the biggest in the world. The IND Solar Farm was commissioned in October 2013. Here are some quick facts: • Phase I of the farm includes 44,128 solar panels • It produces 12.5 megawatts of energy annually, which is enough to power about 1,800 average-sized homes in Marion County • The total amount of carbon dioxide avoided is equal to 3,165 barrels of oil consumed The power from the solar farm heads to the Indianapolis Power & Light (IPL) grid for the 15 years of the public-private partnership agreement, according to Alexa Amatulli, The 75-acre solar farm on the grounds of the Indianapolis International Airport is the largest airport- marketing and project coordinator for project based solar farm in the country. partner Telamon Corporation. “The power produced feeds into the IPL Phase I of the privately-funded farm cost airport, and in Hamilton County, there was grid and it’s distributed out to local homes in $35-40 million, according to Amatulli. an IBJ (Indianapolis Business Journal) article that Marion County,” she explains. “The airport During the construction of Phase I, 125 came out about how Hamilton County is could even indirectly use some of the power temporary jobs were created, Amatulli notes. actually considering putting solar on all public that’s created.” If Phase II is approved in the coming months, buildings, courthouses, jails, etc.,” she indicates. The IND Solar Farm partnership includes construction will start in the summer and be “A lot of people don’t associate solar the Indianapolis Airport Authority, the city of completed “about four to five months from with Indiana, but this project at the airport Indianapolis, General Energy Solutions USA, then … we just want to get Phase II approved shows that it works everywhere – not just in Telamon Corporation, Johnson Melloh and then think about the possibility of California and Arizona. I absolutely think a Solutions, CENERGY Power and IPL. expanding. The airport has a lot of free land, lot of people are taking an interest and seeing Telamon and Johnson Melloh developed so that’s definitely a possibility.” how they can implement it into their properties.” the project, and General Energy Solutions The Indianapolis project is spurring solar Amatulli also mentions that Telamon will USA, a Taiwanese-based company, purchased interest in other areas of the state as well. be placing an educational kiosk in the airport the solar farm from the two developers. That “There was an article released in Fort terminal for visitors to learn more about the company runs the day-to-day operations. Wayne about potentially looking at it in their solar farm.

The IND Solar Farm produces 12.5 megawatts of energy annually, or enough to power 1,800 average-sized homes in Marion County.

RESOURCES: Alexa Amatulli, Telamon Corporation, at www.telamon.com | IND Solar Farm at www.INDSolarFarm.com

78 BizVoice/Indiana Chamber – May/June 2014 Indiana Vision 2025

Senator Continuing the Nuclear Conversation

The Scout motto is “Be Prepared.” It’s what Indiana should do as a state in regard to future energy needs, says Sen. Jim Merritt (R-Indianapolis), chairman of the Senate Utilities Committee. Merritt suggests the best way to do that is to consider all possibilities for Indiana’s energy landscape, including nuclear power. The ingredients for needing a nuclear plant in the future are utilities getting on board, and the Indiana economy requiring a large base load of power, he contends. “One of my assignments as chairman (of the utilities committee) is to inform the world that nuclear is much safer,” he shares. “If we don’t have a new steel plant or something that has a large base load, there’s no reason to go – other than the war on coal.” Merritt submitted Senate Bill 302 in the recent legislative session that would have provided financial incentives for utilities to build nuclear As chairman of the Senate Utilities Committee, Sen. Jim Merritt (R-Indianapolis) power plants or small modular nuclear reactors (which are housed works to keep the conversation going at the Statehouse about the potential underground). He withdrew the bill as no large utilities showed interest. of nuclear power in Indiana. “I want it fresh in people’s minds. If it gets stale, it goes away,” he asserts. not power a base load,” Merritt contends. It comes back to having enough clean energy resources for Indiana’s While Merritt supports coal power, he understands the reality of demand, given the U.S. Environmental Protection Agency’s proclivity the situation and the need to find an alternative. for pushing federal air standards that come down hard on coal. “I’ll file this bill until my day is finished as the chairman of the utilities “With the federal government having its position against coal, our committee … nuclear power will continue to be safer and continue to choices for reliable clean energy power are more remote. There’s just be easier, if you will, with the smaller modular plants, and our economy not really a whole lot of reliability with the other choices. That’s not will continue to grow and that base load will appear,” Merritt to say wind and solar and bio aren’t other possibilities, but they could concludes. “We need something other than coal to power Indiana.”

RESOURCE: Senator Jim Merritt at www.in.gov/legislative

simply brilliant.

developers of the IND Solar Farm. innovative solar & energy efficiency solutions.

www.indsolarfarm.com

May/June 2014 – BizVoice/Indiana Chamber 79 Indiana Vision 2025

Making the Roadway Connections By Symone C. Skrzycki Port to River Ridge Dubois County to I-69 It’s been a long time coming. A Southwest Indiana coalition striving to build For more than 40 years, the goal has been to enhance travel between Indiana and an interstate connecting the region to more economic Kentucky in the Jeffersonville-Louisville area. The Ohio River Bridges Project, which opportunities is making progress, but there is still a involves construction of two bridges – East End Crossing and Downtown Crossing – long road ahead. will provide greater access and a variety of economic opportunities. Dubois County boasts one of the state’s lowest A related initiative that’s crucially important, but hasn’t received as much attention, unemployment rates (4.9% in February) and leading is a new transportation corridor (including road and rail) that will connect two of the region’s manufacturing companies in Jasper and Huntingburg. economic engines: the Port of Indiana-Jeffersonville and River Ridge Commerce Center. Hank Menke, who is heading the Midstate Corridor Located a mile apart, both offer strategic advantages, but there is no direct project, says that constructing a new roadway that would transportation connection between them. The Port spans approximately 1,000 acres connect to Interstate 69 could leverage those strengths. and is home to 28 companies – the majority of which are involved in steel processing. “I-69 has plugged Evansville into Indianapolis, It offers outstanding road, rail and water capabilities, but lacks land mass (individual which is wonderful. But in some cases, it kind of industrial sites cap out at 140 acres). isolated Dubois and Spencer counties because it went By contrast, River Ridge, a former Indiana army ammunition plant, stretches pretty far west. I’m trying to get a road connection 6,000 acres. Only 400 acres have been redeveloped. and utilize I-69,” he explains. The transportation corridor will connect the two. Approval to proceed with the Menke serves on the Blue Ribbon Panel on road has been achieved; funding efforts remain underway for the rail component. Transportation Infrastructure, a statewide group “I honestly can think of no other area in the Midwest or in the region that offers appointed by Gov. Pence that focuses on critical the economic potential in attracting investment and building business than does this transportation issues. economic zone,” declares Scott Stewart, director of the Port of Indiana-Jeffersonville. “I understand it’s a big dream, but the Governor Currently, those trying to reach the Port from the south and east must drive 20 wants us to think out of the box.” miles out of their way through downtown Louisville and Jeffersonville to travel a half- A fully-developed Midstate Corridor ultimately mile across the Ohio River. The East End Crossing, which will stand less than a mile could go from Nashville, Tenn. to Grand Rapids, from the Port, will complete a loop around the Louisville metro area and dramatically Mich. It would utilize portions of I-69 and I-65, trim their commute. while providing links that currently don’t exist and The goal is to finalize funding and open the transportation corridor – including connecting many smaller communities to the road and rail – to coincide with the East End bridge’s debut in 2016. The Downtown interstates. The more immediate goal, however, is Crossing doesn’t directly tie into the Port/River Ridge connection, but is expected to for the road to serve as a connector to I-69 starting in open at the same time. Washington (Daviess County). “The bridges project tops off the multi-modal advantages of this port,” Stewart notes. “I look at 69 and 65 as main arteries, and I look “The combined assets here, enabled by the transportation corridor link (road and rail), at what we need now are capillaries,” Menke asserts. is what changes the game. The ability to reach the water, the ability to have common rail “We need to get plugged into those main arteries.” service and the ability to connect – particularly those steel processors at the port, but also Menke, who is CEO of furniture company OFS future manufacturers at River Ridge – creates a significant competitive advantage for Indiana.” Brands in Huntingburg, describes how one priority related to the project – upgrading U.S. 231 (a four- lane highway south of Interstate 64 but a two-lane road north) – hits home. “We have a trucking company that supports our business. We refuse to send them down (north on) 231 (instead, they travel to Indianapolis via Interstate 65). “It’s dangerous,” he emphasizes. “The savings for us to go north to Indianapolis (using the new roadway) would be a quarter of a million a year.” Alan Johnson, dean of Vincennes University’s Jasper campus and chair of the Dubois Strong economic development group, echoes that sentiment. “The people who are shipping product see this (Midstate Corridor) as critical to keeping these communities growing and thriving,” he asserts. Menke concludes, “Indiana is in an unbelievable position for growth. I think the state could be a powerhouse Steel coils produced at the Port of Indiana-Jeffersonville are loaded onto a truck for transport. in terms of logistics, and what we lack is roads. I A proposed road/rail corridor between the Port and nearby River Ridge Commerce Center want to get this dynamo Dubois County plugged in.” would provide additional transportation and economic opportunities. RESOURCES: Hank Menke, OFS Brands, at RESOURCE: Scott Stewart, Port of Indiana-Jeffersonville, at www.portsofindiana.com | www.ofsbrands.com | Alan Johnson, Vincennes River Ridge Commerce Center at www.riverridgecc.com University Jasper campus, at www.vinu.edu/jasper

80 BizVoice/Indiana Chamber – May/June 2014 Indiana Vision 2025

Cashing In on Commuter Rail Delivering Fresher Vanessa starts her day like many Hoosiers: a few sips of coffee, a quick glance at the Food Faster news and she’s off to work. She takes the South Shore train line in Northwest Indiana to her job in Chicago, but that’s after a long drive to the train station. She longs for a quicker, Build it and they will come. easier way for the first part of that commute. That philosophy is driving efforts to launch a “Even though Indiana has an advantage (in attracting businesses and residents) with direct rail connection from northern Indiana to lower tax rates and a lower cost of living, we lack commuter connectivity to the Chicago Tampa, Fla. that would carry produce, dairy and market,” asserts Dave Wellman, communications director for the Northwest Indiana other perishable goods in refrigerated cars. Dubbed Regional Development Authority (RDA). the Green Express, it can play an important role Although Vanessa (described in the above scenario) is fictional, her experience is in revitalizing a portion of the state’s economy. familiar to many of the 10,000-plus people who live in Indiana, but work in Chicago. A A CSX transportation line will connect the proposed eight-mile extension of the South Shore line, which currently runs from South INland Logistics Port at Kingsbury (ILP-K) with Bend to Chicago, could shorten their commutes, connect them to high-paying jobs and the Port of Tampa (Florida’s largest and most attract new businesses to Indiana. diversified). From there, products can be shipped “When companies are saying, ‘Where can we expand from downtown Chicago?’ to and from international destinations. they’re looking at where their employees live, which (in many cases) is in all of the other Located near LaPorte and approximately 45 suburbs of Chicago – not here,” Wellman remarks. miles southeast of Chicago, ILP-K is an intermodal facility in the more than 2,000-acre Kingsbury Industrial Park. It provides rail and truck access to the Upper Midwest Consumption Zone, which can reach 41 million people in one day’s drive. “We’re talking about approximately 40 train cars refrigerated with produce getting back and forth between the Port of Tampa and Kingsbury in 56 hours, which is a shorter timeframe than (what’s possible) on a truck,” explains Matt Reardon, executive director of the LaPorte County Economic Development office. “There’s a huge economic benefit to the person selling the produce, the person buying the produce and the consumer, because you’ll get a better, fresher product at the end of it.” The Green Express would also increase opportunities for partnerships with farmers and If full funding is secured for extension of the South Shore line in Northwest Indiana, additional growers in Mexico, Central America and South trains could begin running as early as 2022. America. “To be able to get the products and produce The long-debated initiative – known as the West Lake Corridor extension – would start from (countries such as) Chile and Peru and in Hammond and run south to Dyer. It would cost approximately $571 million. The hope Guatemala all the way up to Tampa can be a huge is that further expansion would eventually encompass Lowell and Valparaiso (in Porter County). advantage,” Reardon stresses. In 2013, 373 new and expanding companies in Chicago created 10,000 jobs and In addition, he hopes to attract manufacturers generated $2.8 billion in investment. In addition, people employed in Chicago are paid to ILP-K, where they would process imported 39% more (on average) than those with similar positions in Northwest Indiana. goods in what he envisions as a food park. “People riding the existing South Shore line bring just under $250 million a year (their “If I (sell pineapples), we chop the pineapple. aggregate salary) back to Northwest Indiana to spend,” Wellman observes. “We’re projecting We package it. That creates additional jobs – that once the West Lake Corridor gets going in a decade, we’d have approximately $150 whether it’s pineapples or avocadoes or any other million more.” produce,” he contends. “We’re prepared and He says the extension can help to “reverse a lot of the trends in Northwest Indiana have the land available to attract the that are going in the wrong direction.” Among them is an aging population (the extension manufacturers to do it there.” aims to attract young people to live in Lake County), a declining population and shrinking Reardon says the project, in development for median household incomes (dropping 9.6% and 15.25%, respectively, since 1970). a number of years, is nearing the final planning stages. “There’s absolutely no reason for that, given the economic engine we have right next “This is a fairly complicated transaction. You door,” Wellman asserts. have railroads involved and multi-national shipping The RDA will contribute $8 million ($4 million annually was directed to the organization companies. I wish I could say it’s easy, but it’s not. by the state after a Lake County tax loophole was closed during the 2014 legislative session) But at the end of it, it will certainly be worth it.” per year to help fund construction. As of April 1, county government and several communities (using portions of their County Economic Development Income Tax funds) had pledged RESOURCE: Matt Reardon, LaPorte County Economic support and brought officials closer to realizing an $8 million match. More communities Development, at www.laportecounty.org were expected to make commitments as BizVoice® went to press.

RESOURCE: Dave Wellman, Northwest Indiana Regional Development Authority, at www.in.gov/rda By Symone C. Skrzycki

May/June 2014 – BizVoice/Indiana Chamber 81 QUICK HITS

Emphasizing the Infrastructure By Tom Schuman

Small Town, Big Broadband Pipe “U.S. Struggles to Keep Pace in Delivering Broadband Service” was the headline on a story Griffin The New York Times published at the end of 2013. A variety of studies and technology experts have warned that the country is “falling dangerously behind” in offering high-speed, affordable broadband. In Indiana, companies have made significant investments since telecommunications reform legislation passed in 2006. The challenge, however, is a local one. Each individual community requires access to the fiber-optic networks that offer companies and citizens the opportunity to benefit. Expanding rural service is often a challenge. Smithville Communications met that one head-on earlier this year by including the Posey County community of Griffin (population of 172 in the 2010 Census) in its $90 million initiative to replace all copper-based “twisted-pair” platforms in its service areas. Darby McCarty, Smithville president and CEO, states, “The Griffin area now has ‘Google-quality’ gigabit Internet capacity (Google has implemented similar initiatives in Austin, Texas; Kansas City and Provo, Utah). This high- speed connectivity provides all kinds of opportunities for small business expansion and quality of life issues for the Griffin area.” In a study of the largest economies worldwide, doubling a country’s broadband speed consistently resulted in an increase in gross domestic product. Despite its small size, Griffin’s location near Interstate 64 “could result ultimately in new economic development opportunities for the region,” McCarty contends.

RESOURCE: Smithville at www.smithville.net

Protecting Our Water Adding to the Fuel Mix Stories of state and local water woes around the country continue to “spring” up on One year ago BizVoice® reported on a growing a more frequent basis. One of the goals of Indiana Vision 2025 – and an Indiana Chamber number of companies making the switch to statewide water resource study that is nearing completion – is to keep Indiana out of compressed natural gas (CNG) to meet their those “dry” headlines. transportation needs. Earlier this year, that effort Bad puns aside, here’s why the issue is so important: became easier with CountryMark announcing plans • Indiana’s economy (now and in the future) depends on an affordable, dependable and to add CNG to its lineup safe water supply of American-made • The drought of 2012 revealed that demand can, on a local basis, exceed supplies transportation fuels. • A lack of monitoring wells does not currently provide enough information on water In a press release, available in aquifiers CountryMark President Water supplies are not evenly distributed throughout the state and there has been a and CEO Charlie Smith, lack of coordinated planning among the many providers and sources. Those leading the study said, “Our mission is to indicate that growth in Central and Southern Indiana could be stifled by a lack of such planning. produce and supply market leading energy products The Indiana Chamber Foundation commissioned the study. It is being conducted by and services. As we look at future Midwestern Jack Wittman, Ph.D., a leading groundwater scientist and hydrogeologist for more than 30 transportation fuel needs, we feel confident it will years, with a task force engaged in guiding the progress. Results and recommendations include CNG, and we and our branded dealers are for next steps are expected to be released this summer. excited about building the CNG infrastructure needed to bring this reliable and domestically produced fuel to the marketplace in the most convenient and cost-effective manner possible.” The Indianapolis-headquartered company has more than 180 fuel delivery routes and 100-plus CountryMark branded fuel stations in Indiana and surrounding states. In addition to the distribution channels, it will work directly with customers. “Our teams are being trained to provide a high level of multi-fuel knowledge that will help bus and truck fleets analyze their transportation fuel options and make the best possible fueling decision to reach their fleet goals,” offers Jon Lantz, CountryMark’s vice president of marketing. Task force members receive an update on the water resources study at the April meeting. RESOURCE: CountryMark at www.countrymark.com RESOURCE: Indiana Vision 2025 at www.indianachamber.com/2025

82 BizVoice/Indiana Chamber – May/June 2014 Advance Your Business With a High-speed Enterprise Partner

Rock solid and reliable gigabit-capable fiber service.

Smithville Telecom delivers cost-effective Big Pipe data solutions to small businesses and large enterprise operations alike. Our focus on 21st century fiber-optics connectivity ensures that your company stays up and running 24/7 at the fastest speeds available, including reliable real-time speeds of 1–10 gigabit service.

There’s only one strategic solution: Smithville Telecom

TAP IndIAnA’s BEsT PlATform for gIgABIT-cAPABlE fIBEr sErvIcE. Fiber-based internet connectivity Digital voice (including 1-10 gigabit service) Commercial iPTv Point-to-point secure connectivity Dark fiber Fiber ring development Construction services Cloud services Web hosting high quality medical imaging iT consulting Telemedicine Real-time secure managed services videoconferencing

SmithvilleMay/June 2014 Telecom – BizVoice/Indiana is aChamber subsidiary of Smithville Communications. SmiThville.ne83T REVISITED

Crank It to 11! By Matt Ottinger Sweetwater Sound in Harmony With Customers

Music and audio equipment dealer Sweetwater Sound, Inc., based Same tempo in Fort Wayne, continues to strike a chord with its customers. When asked how technology has changed recently, Surack explains The company broke ground on an expansion in November 2012 – there have been many developments in the world of audio equipment. in a ceremony attended by then-Gov. Mitch Daniels. That new space “It’s not one big thing, but lots of things,” he quantifies. is now set to be put to good use. “Computers have gotten more powerful and what used to cost To say Sweetwater has come a long way since president/founder hundreds of thousands or millions when I started, today you can get Chuck Surack launched the business out of his Volkswagen bus 35 years for virtually free on your computer.” ago would be an understatement (BizVoice® first profiled the organization He contends the popularity of in-home studios have allowed in March-April 2008). The company has now served nearly two million musicians to more effectively do their own recordings, although it customers. It boasts a staff of 660 – and is about to add 132,000 gives Sweetwater the opportunity to sell microphones, headphones, square feet to its existing 180,000 square feet. speakers and other accessories. “We’ve been growing like crazy,” Surack states. “We moved into our current building in 2006, and we had just over 200 employees. Raising the volume Then there was the recession and everything else, so to be approaching Another change for Sweetwater is that, like most businesses, it 700 (workers) is unbelievable.” now has a presence on social media. “You can’t be in business today and not have a strong social presence,” Banging the talent drum Surack believes. “It’s growing for us; we have 160,000 followers on As the business has become more well known, it’s been easier to Facebook, which generates over $1 million every year. And we have entice bright minds from all over the country and bring them to Allen over 2,100 different videos on YouTube and 300 million views.” County. He adds that YouTube gives Sweetwater a venue to post training “Attracting talent is easier on a couple levels,” Surack asserts. “We videos to help customers use their equipment. have the credibility today. It used to be that they’d say, ‘Fort Wayne, And though its size has expanded, Sweetwater remains focused on where’s that?’ But now if they’re in the music industry at all, they its core market of music and audio equipment. probably know.” “We’ve continued in this market and drive hard; 82% of our Sweetwater is also reaping the rewards of its own efforts, having phone calls are outgoing, where we drive the business,” Surack helped start music technology programs at the University of St. Francis explains. “We don’t wait for our phone to ring.” and Indiana University-Purdue University Fort Wayne. When asked how Sweetwater has been able to gain such a loyal “They’ve been around long enough now that we’re getting first- customer base, Surack says that the buyer/seller relationship should be and second-year graduates from those programs,” he relays, adding about much more than price – a concept that gives his organization an that Ball State and Indiana universities also have noteworthy campus edge on the competition. music initiatives. “Virtually all of my competitors are only selling on price,” he “Because products are more readily accessible, and television has surmises. “There’s a race to the bottom on price. The problem is gone to stereo and high definition … there’s a bigger need than ever customers will also come and go on price. In our case, we need to be for people to understand how to create good, quality content,” Surack competitive on price, but our strength is customer service. offers. “Therefore, lots of recording schools around the country are “Customers see we’re not looking to make money off one quick doing well at developing and graduating students to go work at sale, but we want to build that relationship. They feel like they’re Sweetwater, Disney, Google, Microsoft or Apple.” buying from a friend. It’s an old-fashioned approach on relationships, coupled with new technology, and it works for us,” he concludes.

Sweetwater Sound has erected a new warehousing facility on its campus as part of a recent 132,000-square-foot expansion. The space and growth it represents are music to the ears of president/founder Chuck Surack.

RESOURCE: Chuck Surack, Sweetwater Sound, at www.sweetwater.com

84 BizVoice/Indiana Chamber – May/June 2014 Coverage as unique as the employees who need it

Anthem Blue Cross and Blue Shield’s Healthy Support plans are a whole new way to think about health care coverage.

Everyone wants something different from their health care plan. Yet, they all want value and affordability — as well as to be in control and make their own choices. That’s why we created Anthem Healthy Support.

Some employees may not be getting a lot of value from their plan because, fortunately, they don’t have to use it often. Healthy Support provides essential medical and pharmacy coverage, as well as coverage for vision care. It also gives rewards and even reimburses Get your quote started now employees for healthy actions. Some of the unique features include: in less than three minutes.  Up to $400 reimbursement for gym memberships per year.  A fi fty dollar reward for verifying that member is tobacco free. 877-445-9122  Rewards for making and logging healthy behaviors.  Free, live wellness webinars with respected health professionals.  Generic and select brand pharmacy benefi ts.  Member outreach to remind and encourage them to take advantage of their benefi ts. We don’t want to see anyone leaving money on the table.

Anthem Blue Cross and Blue Shield is the trade name of Anthem Insurance Companies, Inc. Independent licensee of the Blue Cross and Blue Shield Association. ANTHEM is a registered trademark of Anthem Insurance Companies, Inc. The Blue Cross and Blue Shield names and symbols are registered marks of the Blue Cross and Blue Shield Association. 44749INEENABS 04/14 May/June 2014 – BizVoice/Indiana Chamber 85 Workplace Wellness GOING BEYOND THE BASICS Paying Close Attention to Prevention Hillenbrand, Inc. has By Charlee Beasor invested in health and wellness centers, as well as an acute care clinic and occupational therapy, to keep employees healthy.

A triple heart bypass. Pre-diabetes Batesville’s Hillenbrand, Inc. (home to Batesville Casket Company), has gone all-in on indicators. A pattern of high workplace wellness with health and wellness centers, acute care services and occupational medicine. “Where we are now is more preventative – we look at options and opportunities in wellness, blood pressure. not just getting you well, but getting you well and taking you one step further. Coaching that actually hands you your plan of action that is independent of anybody else’s plan of action, Usually these are chilling signs reviewed monthly,” exclaims Lisa Werner, RN, health and wellness specialist at Hillenbrand. that illustrate how dangerous it One of those success stories at Hillenbrand was a man who had become comfortable with an on-site physician through just having the doctor sit and get to know him. He had come in is to live an unhealthy lifestyle. complaining of flu-like symptoms, saying he wasn’t feeling well. The doctor ordered a stress test In Indiana, we are well aware and the man had a triple bypass three days later. of the dangers of our choices, “What started out as a return on investment has become a cost avoidance,” Werner shares. resulting in high percentages of There’s a difference obesity, diabetes, cancer and Health and wellness centers (sometimes called on-site clinics) with a coaching component are blood pressure challenges. a growing trend in workplace wellness. It may not be the right fit for every organization, depending on several factors. If, for instance, the majority of health costs are coming from remote workers But there are also happy stories or spouses and dependents, an on-site situation for employees might not achieve the desired results. Jamie Curts, vice president of business development for Spectrum Health Systems, points to – health issues that were caught a tailored approach for wellness, no matter if an organization has an on-site clinic. The and corrected or managed independent health management company provides health and wellness services to clients in through preventative on-site Indiana and across the country. “Groups that I’ve seen that have very high amounts of overweight employees, most of those wellness centers and coaching individuals are not going to change their weight through an online program; can we do something at companies around the state. more personal (for them)?” Curts contends. Marrying wellness programs with an on-site clinic focused on preventative health can make an impact in the right situation, says Kristin Vargo, senior general manager of QuadMed (formerly Novia CareClinics). “I think the key there is integration. So often, employers are doing some sort of stand-alone wellness program with biometric screenings, health risk assessments, and then they have a freestanding clinic over there where people need to go when they have the flu,” she explains.

86 BizVoice/Indiana Chamber – May/June 2014 “It goes back to treating the whole patient. Our patient is your “From an efficiency perspective, when we were looking at our employee. Are we just in diagnosis mode and just treating the symptom? own health care efforts, we know it can be done better than the way Or not really looking at digging deep and (finding out) what’s going it’s done,” offers Chris Lowery, director of public policy and on with the entire patient.” engagement for Hillenbrand. “Lean is about taking waste out of something. The premise of that is, with health care, it becomes more Starts from the top of an honoring of the individual.” Mark Anderson realized in 2011 that he was unhealthy. As the Someone who has to sit in a doctor’s office for over two hours to director of human resources for TASUS Corporation, a plastic injection spend 10 minutes with a doctor is losing precious time in their day. molder in Bloomington, he was trying to teach and coach other “We decided to flip the model on its head,” Lowery explains. “We employees about the benefits of health and wellness – without success. have 20- and 40-minute segments for individuals to have appointments. “I didn’t have much credibility. My heart was in the right place, Doctors don’t rush through. … We wanted the experience to be really but I finally woke up. If I’m going to talk it, I’ve got to live it. Every good for people, to have good relationships with their medical provider.” company needs that at the top of the organization – leadership that will model what they hope people will do,” Anderson states. An alternative to physician shortage? A camping trip with his sons that resulted in major back problems With the convenience of an on-site clinic, does that encourage drove him to lose weight and focus on good health. He went from 305 employees to discontinue seeing their own primary care physician? pounds to 205 and has kept the weight off for three years. “We never encourage replacing a primary care physician. We ask “I haven’t felt this good since I was 18 years old. It’s gratifying. I you to continue that. I would be interested to poll an employer and see now that I have employees who come up to me all the time who talk ask 100% of the population to name your primary care physician. Can to me about health and wellness. Before, that didn’t happen,” he explains. you name one?” Vargo asks. The top-down support for health and wellness programming is of “We’re targeting that population that doesn’t have a named primary the utmost importance, Vargo adds. care provider, which are in a mass shortage now. We’re over 45,000 “The reason a clinic would fail is there’s not encouragement and physicians short in the nation. We’re not asking you to not have a it’s not embedded in the culture from the top. (You need to) see the relationship outside of our setting, but access issues are going to CEO wanting to use the clinic and accessing it and having support become so real.” from middle management saying, ‘This is a part of our program now, Curts gives the example of one clinic setting in which the employees we encourage you to use it,’ ” she says. are incentivized to continue seeing their primary physician. “An TASUS doesn’t have an on-site health and wellness clinic, but the incentive gets the people in the door, it gets us to meet them and company offers on-site fitness classes and is looking into defraying the know them. It doesn’t happen overnight; they’re untrusting. But once costs for gym memberships for its employees. The on-site wellness you’re there, the results will come.” programming with low- or no-cost pieces has made a big difference in But targeting those people who have given up hope and are not the health of employees. And getting the families involved is so seeing any physician is vital. Curts relays the story told to her by a important, Anderson contends. nurse practitioner about a young diabetic man who had passed the “If they leave (work) and go home and the environment they go into point of caring about his health. isn’t conducive (to good health) … we try as much as possible to reach “He had given up all hope, he was not going to take his the family whenever possible and have them get involved,” he notes. medication, not see the doctor. He fell out of compliance with the (on-site) program and the nurse practitioner was determined not to let Making health care more efficient him give up. So she continued to call him, continued to talk with him. As a manufacturing company, a focus on efficiency and lean It finally flipped his switch. He finally got back on track,” she says. practices translates to the health and wellness offerings at Hillenbrand.

Mark Anderson, director of human resources for Bloomington’s TASUS Corporation, realized in 2011 that he needed to change his lifestyle – not only for personal health reasons, but also for legitimacy in explaining the benefits of good health and wellness to employees. Anderson lost 100 pounds and has kept it off for three years, as shown in these “before” and “after” photos with his family.

RESOURCES: Mark Anderson, TASUS Corporation, at www.tasus.com | Jamie Curts, Spectrum Health Systems, at www.spectrumhs.com | Chris Lowery and Lisa Werner, Hillenbrand, at www.hillenbrand.com | Kristin Vargo, QuadMed, at www.quadmedical.com

May/June 2014 – BizVoice/Indiana Chamber 87 IS YOUR DENTAL PLAN OVERDUE FOR A CHECKUP?

Delta Dental is the most experienced dental benefits administrator in Indiana and has been serving top employers in the state for decades.

When you choose Delta Dental of Indiana, you receive:

9 BETTER ACCESS TO DENTISTS Delta Dental offers TWO of the nation’s largest networks with four out of five dentists participating nationwide. Your employees won’t have trouble staying in network.

9 BETTER LOCAL SERVICE AND SUPPORT Indiana-based account management is available to answer questions when they arise. Our world-class customer service is based nearby in Michigan—not overseas.

9 BETTER INNOVATION IN EVIDENCE-BASED PLAN DESIGNS For more than half a century, Delta Dental has used science to improve oral health care. We take decades of scientific data and put it directly to work for you resulting in quality, up-to-date dental care at an affordable price. Delta Dental is the expert in dental benefits.

9 BETTER OVERALL VALUE Our large networks, processing policies and fee determinations provide large savings for clients and members. We also educate members about the benefits of preventive dental care and choosing in-network dentists to further increase savings.

Schedule your dental plan checkup today to make sure you’re getting the most out of your company’s dental plan. At Delta Dental, we do dental...better!

Visit www.deltadentalin.com/checkup to see how we can do dental better for you! 88 BizVoice/Indiana Chamber – May/June 2014 In the month of March, the winning team was INDY.

More than 200,000 sports fans and tourists visited Indianapolis in March, generating more than $40 million dollars of economic impact as Indiana Sports Corp hosted the Big Ten Men’s & Women’s Basketball Tournaments, NCAA Division III Swimming & Diving Championships and the NCAA Men’s Basketball Midwest Regional.

For over 30 years, Indiana Sports Corp has focused on securing major sporting events that create positive impact, enhance vibrancy in the community, drive economic impact and media exposure, build civic pride, and provide opportunities for youth. We can’t win without a great team—tremendous teammates including our patrons, members, sponsors, volunteers, committee members, venues, and community partners. And the big events keep coming!

2014 Big Ten Football Championship Game…2015 NCAA Men’s Final Four…2015 P&G Gymnastics Championships…2016 Big Ten Basketball Tournaments…2016 NCAA Women’s Final Four…2016 U.S. Olympic Team Trials – Diving INDIANA - WHERE CHAMPIONS ARE CROWNED

To learn how you or your company can join as a Member, check out www.IndianaSportsCorp.org or call ISC at 317-237-5000. Global fact finding? Map out greater global reach from River Ridge.

Land and Location: Other assets include the Louis- and 138kv power service provided ville International Airport and UPS by Duke Energy with 7,000 linear 6,000 prime acres zoned to meet Worldport, the largest automated feet already installed. Three tele- every need, from global head- package facility in the world. com providers keep data flowing. quarters to heavy industrial. Locat- ed at the Crossroads of America, in Jeffersonville, Indiana and the Infrastructure: Labor and Training: Louisville, KY metro market. I-265 High-volume water supply (80 to A right-to-work labor force deploy- East End Bridge puts downtown 100 million gallons per day), a new ing cutting-edge skills supported Louisville just minutes away. water treatment facility with a two by two local training providers and million gallon per day capacity, the Indiana Skills Enhancement Global Logistics: Fund. World-class educational and R&D resources include the Univer- A logistical network of four Inter- sity of Louisville, Purdue University state highways: I-64, I-65, I-71 and and Indiana University. I-265. Plus railway connections to the Ports of Indiana on the Ohio River, offering 12-month barge For further fact-finding, access to international markets. contact us at 812.285.8979

River Ridge Commerce Center . 6200 E. Highway 62 . Suite 600 . Jeffersonville, IN 47130 P: 812.285.8979 . F: 812.285.8983 . E: [email protected] www.riverridgecc.com