Collective Impact Spring 2015

G R E A T E R G R E E N B A Y C H A M B E R

SPRING 2015

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in every issue02 EMERGING TRENDS

18 WORKFORCE DEVELOPMENT

22 ECONOMIC DEVELOPMENT

24 MEMBER ANNIVERSARIES

32 SNAPSHOTS

SPRING 2015 | ISSUE #9Contents.

aDVerTisers

00 Prevea 360 31Austin Straubel27 Better Business Bureau24 The Corporate Conference Center at nor theast Wisconsin Technical College15 robinson Heating and Cooling31 Express Employment Professionals 29 Element 13 WPS Foundation25 The Aquatic Center at CP 21 YMCA27 revitalize 02 First Merit Bank21 American Transmission Company13 Keller 09 KI 28 First Business30 Camp Away from Home19 national railroad MuseumBACK COVER Cellcom

PresiDenT Laurie radke eDiTor Lori Kaye Lodes graPHiC Designer Dana Jacobson

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PUBLISHED BY THE GrEATEr GrEEn BAY CHAMBEr For CHAMBEr MEMBErS

vISIT THE GrEATEr GrEEn BAY CHAMBEr AT: TiTleToWn.org

features04 WHY WORKFORCE DEVELOPMENT IS IN THE CHAMBER'S WHEELHOUSE

The demand for connectivity anytime, anywhere is continuing to rise. The good news is business-es can benefi t from the effi ciencies of a connected workforce and connected machines. Mobile solutions are available to help businesses take their connectivity to the next level.

Whether it’s mass transit Wi-fi, service fl eet database access or real-time connectivity, in-vehicle network solutions are changing how and where business is done. With mobile Internet connec-tions, service providers can save time by handling tasks like data input or billing away from the offi ce while also saving money through these operational effi ciencies.

Machine-to-machine (M2M) communications have revolutionized the way many companies oper-ate, dramatically reducing costs and improving accuracy by automating communications between central systems and remote devices, eliminating the need for people to intervene. from auto-mated transactions at DvD kiosks to remote energy-meter reading, success with M2M depends on easy low-cost installation and reliable day-to-day operations. Mobile Internet modems allow businesses to easily set up an M2M network anywhere and to keep it running day in and day out, with little or no effort.

no wired connection can deliver 100 percent uptime, so the question isn’t whether your busi-ness will lose connectivity to the Internet, but how to protect your business from loss and disruption when it does happen. Mobile Internet connections are a cost-effective way to bridge the gap with 3g/4g mobile broadband failover. These solutions can automatically detect access issues with wired line connections and provide connectivity to avoid service interruptions. This means nonstop access for your business.

A fast, reliable connection is not just for employee desktops anymore. Mobile Internet connec-tions open the door for a variety of business applications that can save time, money and prevent downtime.

* Christopher Lukes, Brown County sales manager, Cellcom, 920.619.8800, [email protected]

emerging trends

NEXT GENERATION

CONNECTIVITYfor businesses

collective impact | SPRING 152

* eric Haas, president/CeO, ArMs (Automated records Management systems Inc.), 920.339.0135,[email protected]

SECURE?Human resource data. Medical information. Personal and fi nancial data. Every business has information that needs to be secure. Confi dentiality in the workplace is an issue for many businesses regardless of size or industry. Are you confi dent that what you’re doing to protect this information is enough?

If confi dential information falls into the wrong hands, you might fi nd yourself facing legal issues, experiencing fi nancial losses, having to recover from a tarnished reputation — and it could put you at risk for business identity theft.

By maintaining confi dentiality standards in the workplace, an organization not only protects itself from legal headaches, but improves employee productivity by providing them with a secure and safe work environment.

s e n s i t i v e i n f o r m a t i o n

HOW SHOULD YOU MAINTAIN CONFIDENTIALITY IN YOUR WORKPLACE?

CONDUCT BACKGROUND CHECKS Complete background checks for all employees before hiring.

SECURE DATA lock fi les and limit access with keys and passwords. Change passwords frequently and install fi rewalls and virus pro-tection. Consider converting hard copy fi les to an electronic format and then housing the fi les on a secure password-protected website.

LIMIT ACCESS Be extremely selective when giving out keys or passwords.

CREATE A SOCIAL MEDIA POLICY Every business should be aware that electronic records are held to the same retention standards as traditional records. online content, including social media, may be requested in court cases or audit situations. All companies should integrate a social media policy into their current records management policy.

SECURELY DESTROY SENSITIVE INFORMATION By seeking out a certifi ed third-party fi rm to destroy your documents you will be provided with a third-party audit trail and will receive a certifi cate of destruction.

RAISE AWARENESSDevelop policies and procedures that staff must follow when handling sensitive information and clearly communicate these policies to ensure compliance.

Is your

SPRING 15 | collective impact 3

In late february, I attended the Site Selector guild’s annual international conference of site selectors that attracted global organizations.

They all came together to talk economic devel-opment from a site selector’s perspective.

What was enlightening for many attend-ees, but no surprise to those of us from the Greater Green Bay area who attended, is that workforce development is as much a part of economic development as activities typically tagged as “economic development.” This “eco-nomic development” conference for site selec-tors (individuals who provide location strategy for corporations in every industry and sector) hosted sessions on topics such as talent devel-opment – which many people would defi ne as strictly workforce development.

But as we as a Chamber have stated many times, the lines between economic development and workforce development are blurred. We here at the Chamber have Partners in Education focused on workforce development and Advance focused on economic development: but the efforts to-ward those two areas of development are not exclusive to certain people, programs or areas. And the Chamber is defi nitely in both the eco-nomic and workforce development “business.”

If we take a step back and think about it, we at the Chamber are here for business. our mis-sion is to strengthen member businesses, much

of which occurs in these two areas and results in an improved quality of life in the community and region. What was confi rmed, in mingling with representatives from global organizations at the conference, is that we are defi nitely “on the ball” here. our community should be proud of the 23-year history of Partners in Education bringing together educators and business rep-resentatives to talk about tough issues like the skills gap. our community should be proud of our cradle-to-career initiative, Achieve Brown County, for which we served as a founding part-ner and convener.

Both these undertakings refl ect a great deal of foresight. right now, there are about 44 emerg-ing cradle-to-career initiatives across the Unit-ed States, and 15 that have progressed to the stage Achieve Brown County is in with regard to outcome goal-setting, community vestment, etc. That initiative is a testament that we know that workforce development is crucial, and when push comes to shove, we are willing to work on solutions.

The reality is that there are many chambers of commerce out there who are leading economic development but haven’t even entered the realm of workforce development. our next steps in the greater green Bay area include helping all busi-nesses in the Greater Green Bay area understand and promote our community’s profi le — includ-ing Partners in Education and Achieve Brown County — that give us a distinct advantage.

lAUrIE rADKEpresident,Greater Green Bay Chamber

Why workforce development is in the Chamber’s wheelhouse

WorKforCE fEATUrES


BolSTErIng CHAMBEr’S WorKforCE DEvEloPMEnT

The right efforts also need the right people executing them, and Chamber Director of leadership and Education Tom lyga believes the two newest additions to his staff are setting up the Chamber’s workforce development programs for success.

David Schultz, Youth Apprenticeship manager, and Ashley Knutson, youth development manager, join Current young professionals manager Brian Johnson in bringing the Chamber’s workforce development programs and offerings to life. Schultz joined the Chamber in January; Knutson in December.

Together, Schultz and Knutson — through their respective programming that’s highlighted in articles to follow — will work collaboratively to bolster student knowledge of what’s available from a career standpoint as well as help to develop the skill sets — including soft skills — needed to increase their employability.

These efforts will become all the more important to the school districts that participate in Partners in Education as the Department of Public Instruction’s “Every Child A graduate” agenda for 2017.

“for Ashley, it’s about working with students on what life could look like post-secondary education and for David, creating

some actual career planning through the Youth Apprenticeship program,” says lyga.

“Communication between the two is integral, and it’s heartening to see how collaboratively they’re working in helping our Partners in Education branch of the Chamber evolve and be as student-centric in the sense of helping every student be successful, no matter what that means.”

What workforce development is

The greater green Bay Chamber’s workforce development efforts include strengthening our community through our leadership programs, post-secondary options development in area’s youth, a benchmark young professional engagement program and market-priority employability skills enhancement to help meet the needs of our businesses and the Greater green Bay area as a whole.


Ashley Knutson joined the greater green Bay Chamber in De-cember as the youth development manager. Prior to accepting this role, Knutson spent nearly 10 years teaching at the high school level in the western part of the state. The Wisconsin rapids native also coached soccer at viterbo University for four years — a sport she still plays.

When seeking to fi ll the youth development manager role, the Chamber sought someone who understood high school and col-lege students. Knutson fi t the requirements; she packed her bags for Green Bay.

Knutson devotes her days to preparing students for the future with career planning and workforce readiness programs. She is responsible for a handful of local initiatives, including the Brown County Teen leadership program, an elementary school Careers on Wheels program and some new programs in development.

She is exploring ways for the Chamber to support schools as they prepare for academic and career planning, a compre-hensive process to help students make and achieve goals for post-secondary education and careers, which will be a state re-quirement in 2017. Knutson is developing an employability skills training program for area youth.

She believes a key component to workforce development is giv-ing students opportunities to go into the workplace and see pos-sible careers up close. As youth development manager, her role is to be the connection point between schools and businesses. The hope is youth fi nd a tie to the community and come back to the area after completing their education.

“our goal for many of these programs is to not only develop the workforce and the skills of the future workforce but to give area youth information about the community. When they fi nish their education they can make an impact on the community by working here,” says Knutson. “We try to help students identify the areas of need, and hopefully they can take that information, use the skills they’ve developed and give back.”

CHAMBEr WElCoMES nEW YoUTH DEvEloPMEnT MAnAgEr

BY JEnnIfEr HogElAnD

“We are looking at how schools can help provide students the skills they need, from communication to problem-solving,”

— Ashley Knutson, youth development manager, Greater Green Bay Chamber


Ashley Knutson, the greater Green Bay Chamber’s youth development manager, is part of Achieve Brown County’s (ABC) third outcome team. Her team is tasked with engaging youth in education, training and employment pathways.

“our outcome team is focused on helping students become career ready after high school or college, making sure students are enrolled in post-secondary education or enlisted in the military within one year of high school graduation,” says Knutson.

PIE consists of a network of businesses, participating Partners in Education schools, post-secondary institutions and community organizations committed to assisting students develop the skills needed to transition from school to an eventual career. Knutson suggests collectively members of PIE can implement a strategy to fi ll the gaps in workplace readiness identifi ed by ABC.

“Working together we can have a greater impact than having many organizations working on their own initiatives and potentially overlapping,” adds Knutson. “With a focused effort, we’ll reach more students and be more effective.”

In 2013, Wisconsin passed a law stating every school district must provide academic and career planning (ACP) services to students in grades 6-12 beginning in the 2017-2018 school year. This plan takes a comprehensive approach to engaging students in self-awareness and setting goals for post-secondary education and careers.

Ashley Knutson, youth development manager for the Greater Green Bay Chamber, recently met with the Bay Area Workforce Development and the Department of Public Instruction to understand the requirements of ACP and identify ways the Chamber can support the school districts in their efforts to comply.

“I’ve been out meeting many of the high school guidance counselors and staff of our Partners in Education schools to get an idea where they are in terms of college and career readiness. We can then look at areas where we can offer assistance,” says Knutson.

The initiative includes incorporating career exploration and planning into the school curriculum. To introduce possible careers, teachers might try to bring in guest speakers or tour local businesses. Knutson says here is where

the Chamber can be the greatest asset.

As a member organization, the greater Green Bay Chamber has connections to businesses that most teachers and schools do not. Knutson explains her role is to make those connections and bridge the gaps between the business community and schools.

This month, the Chamber will be bringing educators to Schreiber foods for a panel discussion. “We are going to identify a few career areas that Schreiber foods has that will connect with our schools,” says Knutson.

Professionals will speak to educators about their career — their background, education needed and salary level — so teachers know the types of careers available to students. Knutson explains the schools may not be aware of the different opportunities, including high-level industry positions, available in the community.

“Many of the careers that exist here in greater green Bay aren’t public knowledge,” adds Knutson. “To know that a local company like Schreiber foods has top-level scientists or other positions that many assume are only available in major cities is one area I can focus my efforts.”

oUTCoMES TEAM foCUSES on EngAgIng YoUTH

Academic and career planning establishes college and career readiness guidelines

7SPRING 15 | collective impact

In late January 2015, David Schultz became the new Youth Apprenticeship program manager for the Chamber. Schultz earned his bachelor’s degree from University of Wisconsin – Eau Claire and taught high school students in Arizona for nearly 10 years. While the Madison native flourished in his roles as both educator and coach, he missed the Midwest.

“I moved back because I believe in the culture and the people in the Midwest, and I wanted to be closer to family,” says Schultz. “I was searching for a job where I could work more closely with the community and with the schools — the Youth Apprenticeship opportunity fit my professional aspirations perfectly.”

The Youth Apprenticeship is a two-year program for students that combines education — high school and college instruction — and paid on-the-job training. Students benefit from hands-on

experience. Participating businesses not only gain an eager employee, but they plan a role in developing the future workforce.

The Chamber intentionally sought a program manager with a background rooted in education. Schultz draws on his experience as he works to connect students, schools and businesses.

“While my skill set is deep in education, there are a lot of skills that will translate to talking to the community and area businesses,” he adds.

Schultz is responsible for managing every aspect of the Youth Apprenticeship program, including recruiting businesses into the apprenticeship, matching students with businesses, educating high school counselors on the program and communicating with Northeast Wisconsin Technical College on the apprenticeship class needs.

“I have anywhere from three to six meetings a day. I’m getting out there, spreading the word about the Youth Apprenticeship program and making sure schools and businesses know what my face looks like and I know who they are,” says Schultz.

Schultz recently met with the Department of Workforce Development to understand the apprenticeship requirements and the process to get students certified in the program. He’s excited to bring new energy to the program that was established locally more than 20 years ago.

“I want to increase our numbers in the program, both in terms of students placed in jobs and the overall business interaction with youth,” says Schultz. “There is a big unknown between what schools do and what businesses do. This is a good program to bridge that understanding.”


nEW YoUTH APPrEnTICESHIP ProgrAM MAnAgEr BrIngS EDUCATIonAl ExPErIEnCE


Part of the Chamber’s mission is to strengthen member businesses through enhancing workforce development. The Youth Apprenticeship program brings students and businesses together in hopes of educating youth and bridging employment gaps critical for the community to continue to thrive.

“Youth apprentice-type programs play a signifi cant role in a community’s workforce development,” says David Schultz, Youth Apprenticeship manager for the Chamber. “Kids need education, but the program gives them the training and soft skills needed to prepare them for the future.”

He explains the days of a high school graduate going to college and then fi guring out what he or she wants to do is over. The earlier students start exploring the in-demand career opportunities, the more capable and more attractive they will be to future employers.

“There are gaps in a lot of industries, and we need to start preparing individuals for these. otherwise they will leave to fi nd work in other communities,” adds Schultz.

While Schultz has only been in his role since the start of the year, he can’t help but look forward to the future of the program. He imagines a program through which all students are placed and stronger business relationships are formed.

“In fi ve years, I would like to have all interested students placed in the program. I also want to have a pipeline where I can communicate with kids and the community to say, ‘look at what these kids did in 2015, and look at them today,’” adds Schultz.

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YoUTH APPrEnTICESHIP ProgrAM MAnAgEr WorKS To BrIDgE gAPS


Current Young Professionals knows that sometimes, young pro-fessionals can feel disenfranchised, especially if they’re new to a community or the youngest at their company.

That’s why it offers get-togethers, educational programs, exposure to seasoned professionals and, most of all, opportunities to meet other young professionals, all while mixing fun with career development.

Current’s four pillars are:

Attracting young professionals to the area; Engaging them with the community; Developing them as leaders; and Retaining them.

“That social connectivity is really important when you think about attracting and retaining young talent,” says Current Program Manager Brian Johnson. “What I always say is, ‘nobody wants to be a part of a community where they don’t have friends.’”

Programs take the form of monthly lunch ‘n learns, quarterly workshops presented in conjunction with the UWgB Small Business Development Center, monthly After 5 social events and Discover activities that showcase local venues.

“We’re bringing in high-caliber speakers on topics of interest to young professionals that deliver value both to the individual as well as to the employer,” Johnson says.

Previous lunch ‘n learn guests have included Mike Haddad, CEo of Schreiber foods; Craig Dickman, CEo of Breakthrough®fuel; Craig Culver, CEo and co-founder of Culver’s frozen Custard and ButterBurgers; and Mark Skogen of festival foods.

“They all speak on topics like inspirational leadership, driving an innovative company, different topics that have that broad ap-peal and relevance to our membership,” Johnson says. “It’s giving young professionals the tools they need to be successful in their everyday positions.”

BY lEE MArIE rEInSCH

Current Young Professionals

voidfills A BrIAn JoHnSon (rIgHT), Current YoUng ProfESSIonAlS ProgrAM

MAnAgEr, AnD KATIE BrAUn, Current STEErIng CoMMITTEE CHAIr, PICTUrED WITH CrAIg CUlvEr AT Current’s lEADErS lUnCHEon.


Current Program Manager Brian Johnson says it’s designed to showcase interesting experiences and opportunities for young professionals within the community.

YP Week originated in Milwaukee, with a group called nEWaukee, which has hosted it for the last several years. last year’s nEWaukee YP Week offered more than 30 activities for young professionals, ranging from early-morning yoga to a lock-in at the Milwaukee Public Museum.

The nEWaukee model is the template for events in other locations. “In the case of great-

er green Bay, we’re probably going to be doing upwards of three events per day, probably 21 to 25 events in that one week,” Johnson says.

Johnson serves on a steering committee formed by the Wisconsin Economic Development Au-thority that was established to come up with ways the state can do a better job of attracting and retaining young talent.

“We’re doing a number of things to address that, and this is the second thing coming out of that,” Johnson says.

The fi rst was in october at a statewide YP conference when communities were asked to participate in YP Week. green Bay, Madison and Milwaukee committed to do this. other groups have signed on, including Appleton, Wausau, Kenosha and racine.

“The idea is to create these unique experi-ences and opportunities in your community, and we can cross-promote communities to encourage people to discover what Wisconsin has to offer,” Johnson says.

Green Bay’s Current YP will host lead-erfest 2015 this September. If you’re unfamiliar with it, leaderfest is a daylong YP event with speakers and breakout sessions. In its ninth year this year, it rotates among all of the YP groups in Northeast Wisconsin.

“We bring in a high-quality keynote speaker, someone who can tie in a nice message throughout,” Current Program Manager Brian Johnson says.

Last year, Fond du Lac hosted Leaderfest, with speakers ranging from Craig Culver from Culver’s restaurants to a former head of training for Disney’s corporate headquarters.

regional YP groups co-promote this to their members, Johnson says, providing a double benefi t.

“The idea is to promote that regional collaboration to not only execute that event but in terms of participation,” Johnson says. “We’re fostering that regional networking.”

The other communities participating include Appleton, oshkosh, fond du lac, Sheboygan and Manitowoc.

A major event: YP Week, from April 11 to 18.

one of the Discover activities was the near Water Series at the Meyer Theatre.

“It’s a unique music scene, and we want to make sure our members know that that event is here,” Johnson says. “The last thing we want to do is to lose young talent because they didn’t know that the amenities that they were looking for existed here.”

What started out monthly with a dozen people has morphed into four events per month with a membership of 1,700. Everything is entirely voluntary: no one takes attendance.

“our goal with these events is that, when they’re making those long-term decisions about where to stay, and ‘Do I stay or do I go,’ we’re giving them all the information they need about their community to make an educated decision. It’s not just a knee-jerk rash decision they made because the experiences they had here were limited in scope,” says Johnson.

11SPRING 15 | collective impact

As job demand continues to exceed the supply of talent in some industries, Northeast Wisconsin is forced to look more closely at ways to close the gaps. Jim golembeski, ex-ecutive director of the Bay Area Workforce Development Board in green Bay, explains if workers aren’t able to fi ll job demands, the area will suffer.

“The interesting thing about the demand side is if we don’t meet the demand, it goes else-where,” says golembeski. “To keep a strong economy in Northeast Wisconsin, we need to help match employees up with employers’ needs.”

recognizing a need to analyze the state’s workforce, a BE BolD 2 study was prepared by Manpowergroup in 2012. The summary outlined the current and future supply and demand outlook and defi ned skill cluster gaps. golembeski explains the focus of work-force development has since shifted from occupational titles to skill sets.

“The skill sets can move across occupational areas,” he adds. “Instead of talking about being

an accountant or a dairy work-er, what we are looking at is, ‘Do you have skills related to software development and IT systems?’ because all our oc-cupational areas need that.”

Data from the BE BolD 2 study suggests the larg-est employment shortfalls in Wisconsin are in the areas of systems and network software development, accounting and fi nancial analysis, nursing and health related professions, me-chanical engineering and metal manufacturing—and the defi cit is expected to grow.

The study suggests there will not be enough workers for Wisconsin to be competitive. A shortfall of 780 to 2,100 workers existed in the skill clusters in 2012, and that shortfall is expected in most cases to more than triple for each cluster by 2016. By 2021, the fi ve skill set areas are each expected to be short 7,800 to 13,300 workers.

golembeski explains one way to help match the supply side with the demand side is to reconsid-er the way schools and parents approach career planning.

He estimates today 70 percent of high school students have no idea “what’s next” when they walk off the auditorium stage with a diploma in hand. golem-beski says, “Somehow we have to match the skill clusters and shortfalls with that 70 percent, which is the biggest single chal-lenge we have today.”

golembeski explains many of these students go off to four-year universities, change their major several times, drop out of school with debt or gradu-ate in a fi eld with no demand. To meet Northeast Wiscon-sin’s future job needs, students, parents and the community need to change the way they think about careers.

“

MeeTing JoB DeManD reQuires a

“The most important thing we need to do is match the supply with demand,” says golembeski. “But, people don’t like the idea of talking to eighth graders about what they are going to be when they graduate. We need to change that culture.”

shift in thinking.



from the end of World War II to the turn of the century, the U.S. enjoyed a strong economy. Jim golembeski, executive director of the Bay Area Workforce Development Board, ex-plains at the beginning of the 21st century there became a need to not only compete with the rest of the world but to start fi lling employment skills gaps.

“The fact that we are living in the new economy means we have to be more globally competitive and we cannot waste our re-sources anymore — through the ’70s, ’80s and ’90s, our economy was largely driven by high-wage, low-skill jobs,” says golembeski.

When baby boomers entered the workforce around the 1970s, there were more workers than jobs to fi ll. now as retirees move out, that is no longer true. Meeting the growing employment shortfalls is expected to be increasingly diffi cult as this group, the silver tsunami, exit the workforce.

“Baby boomers learned the skills they needed along the way. now we have to match the supply side coming up behind us with the demand side,” adds golembeski.

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In 2006, Paul rauscher, owner of EMT In-ternational Inc., was concerned about his future workforce. Many of his longtime employees were approaching retirement, and a pipeline of talent didn’t exist.

Rauscher reached out to Northeast Wiscon-sin Technical College, realizing the industry needed to change its image if young adults were to consider a career in manufacturing.

The result was the creation of the nEW Manufacturing Alliance.

The nEW Manufacturing Alliance consists of nearly 100 manufacturers that work with educational institutions and work-force development boards as well local and state organizations to promote manu-

facturing in Northeast Wisconsin. The success of the nEW Manufacturing Alli-ance spurred the founding of the greater green Bay Healthcare Alliance.

“We saw that by bringing industry together with education, economic development and the workforce board, the impact on the

region was so much more signifi cant than if everyone worked in their little silos,” says Ann franz, alliance director. “That discovery made us look closely at the industry sectors important to our region that not only have a large number of employees but that pay well.”

The alliances formulate strategic plans to address workforce issues. franz explains it isn’t about completing one campaign or one program. She says, “It’s keeping the groups together and the action plans going.”

Just under a year ago, franz began meeting with a group

of educators, members of the insurance industry and community organizations to address shortages in the insurance realm. She explains this industry fi ts the alliance criteria of having a large number of employ-ees as well as good-paying jobs. The group is focused on reaching students, young adults and adult career seekers.

AlliANCEs idENTifY NEEd foR oRGANiZATioNs ANd EdUCAToRs To WoRK ToGETHER

Our goal is to bring the sectors together so they can be more strategic in their workforce planning. ““

ANN FRANZ

The Greater Green Bay Healthcare Alliance is reaching high school students and young adults by organizing an annual employment expo and career exploration opportunities.

last year, the Healthcare Alli-ance held its fi rst employment exhibition, inviting two- and four-year college graduates and alumni from area colleges to listen to an hourlong employer panel and then meet with healthcare representatives at

a job fair. Ann franz, greater green Bay Healthcare Alliance director, says, “This way health-care organizations don’t have to attend all of the college’s career expos — it is one and done.”

A subcommittee of the alliance developed a program to offer a series of group career explora-tion opportunities. High school students and young adults, ages 14 – 21, are given an in-depth look at a variety of healthcare careers. Examples include

medical laboratory technician, medical assistant, rehabilitation services and more.

“Because hospitals have time constraints and there are privacy issues, the Healthcare Alliance created a career exploration program for students to have a more hands-on exploration experi-ence,” says franz. “They enjoy hearing from healthcare professionals — it’s fun for the students.”

HEAlTHCARE AlliANCE HosTs CAREER EXPloRATioN ANd EXPo


14 collective impact | SPRING 15

With healthcare recognized as an impor-tant career sector in the area, education, healthcare and community organizations came together to form the Greater green Bay Healthcare Alliance. This alli-ance targets students, young adults and adult career seekers and introduces them to careers in healthcare.

The Healthcare Alliance recently stream-lined the process for students to apply to clinicals. These supervised work sessions take place in real healthcare settings and are a required component of patient care training. Ann franz, greater green Bay Healthcare Alliance director, explains students rotate through a variety of de-partments and often several healthcare organizations. But, before being allowed to participate in clinicals, the proper pa-perwork needs to be complete.

“In the past, students would have to fi ll out forms for every single healthcare organiza-tion they went to. one of the fi rst work products of the alliance’s critical subcom-mittee was developing the various forms that everyone approved,” says franz.

With one affi liation form, one back-ground form, one clinical placement form, the clinical process was made eas-ier for students. “It’s now like one-stop shopping,” adds franz.

She reveals in addition to settling on the clinical paperwork needed, area healthcare organizations have agreed on the same participation requirements.By identifying effi ciencies, the greater green Bay Healthcare Alliance is moving a step forward in their mission to grow the healthcare workforce.

HEAlTHCARE AlliANCE sTREAMliNEs CliNiCAl PRoCEss

one subcommittee is developing a game to educate K-12 students on the insurance industry. A post-secondary subcommittee is exploring opportunities to introduce students to insurance-related careers. franz reveals they are looking outside the box with several strategies, including con-necting psychology grads and nurses with opportunities in the insurance industry.

“The insurance group is just starting to take shape. our goal is to bring the sectors together so they can be more strategic in their workforce planning,” adds franz.

She says the key to any alliance’s success is bringing everyone together and getting the group to see the whole picture.

“These alliances are developing relation-ships with all the different entities that play a role in workforce development,” says franz. “Academia and economic development are important partners, but it’s critical that indus-try is at the table. If industry doesn’t want to be engaged, the alliance isn’t going to work.


“You can support a family on this,” says lori Peacock, career and techni-cal education partnerships and pro-gram coordinator for the Green Bay Area Public School System. “There’s money to be made here.”

But you wouldn’t know it from the U.S. Bureau of labor Statistics, which lists median income for auto techni-cians at $36,000.

The numbers don’t refl ect skill levels be-tween, say, the quick tire-change guy and the BMW specialist; both are technicians, says rich Sawyer, automotive instructor with green Bay East High School.

“one of them is making $12 an hour, and one of them is making $100,000 a year,” Sawyer says. “The numbers don’t make it look like as much of a lucrative career as it can be. There are techni-cians in green Bay making six fi gures.”

A few years ago, East expanded its one-year automotive class to three years, added college credits and national Auto-motive Technician Education Foundation (nATEf) certifi cation eligibility to the mix, and named it City Stadium Automotive.now demand is so great — 250 per-cent over fi ve years — its outgrown its automotive classroom. So it’s partner-ing with local auto dealers to expand,

knocking down a wall and adding two bays to the existing three. More bays mean more hands-on experience for ev-ery student, room for more equipment and larger projects, Sawyer says.

Schools haven’t focused on skilled-labor jobs in recent decades because comput-ers stole the spotlight. “Ten years ago, it was believed that everything should be done on the computer, and engineering was focused on, but not the hands-on technician-level trades,” he says. “now we have a really big shortage in anyone that knows how to use a tool, across the board — welders, machinists, carpen-ters, electricians. All these companies are

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Mechanics and other skilled blue-collar jobs are just now getting the respect they deserve. These jobs take skill, are in demand and can pay well.

Students enrolled in automotive classes at green Bay East High School have the chance to work toward nATEf certifi cation and it carries clout.

“They’re the top of the pyramid in the automobile world,” says teacher rich Sawyer. “They’re the institution that sets the standards for techni-cian training and certifi cation. Even the technical college programs for working technicians follow nATEf guidelines.”

The competency-based program requires 540 hours of instruction with specifi c guidelines and checklists as to equipment used and curricular points to learn. But it’s pretty much a passport to the rest of the country.

“Students who complete the maintenance and light repair program can go anywhere in the country and an employer or technical school understands what that certifi cation means and what students should be able to do,” Sawyer says.

WHAT IS NATEF certification?NATEF certification?

16 collective impact | SPRING 15

competing for that same group of students …. That’s a limited group of kids.”

He says partnering with businesses in cus-tomized education programs like City Sta-dium Automotive enables them to tie in what the industry needs students to learn.

“our community really supports education,” says Peacock. “So when we go out into the commu-nity and say, ‘This is what we would like to do,’ people are very, very willing to help us.”

PiCTureD CenTer: rICH SAWYEr, AUToMoTIvE InSTrUCTor AT grEEn BAY EAST HIgH SCHool BoTToM: STUDEnTS WorKIng on A CAr In CITY STADIUM AUToMoTIvE, loCATED In grEEn BAY EAST HIgH SCHool.

PiCTureD ToP: lorI PEACoCK, CArEEr AnD TECHnICAl EDUCA-TIon PArTnErSHIPS AnD ProgrAM CoorDInATor for THE grEEn BAY ArEA PUBlIC SCHool SYSTEM, PICTUrED In EAST HIgH SCHool’S CITY STADIUM AUToMoTIvE WITH rEnDErIngS of fUTUrE ExPAnSIon.

With nATEf certifi cation, a student is ready for a lube technician job, doing things like oil changes and tire rotations. So they can work in the fi eld or enroll in technical school to continue, or both.

“We have students who are working at major dealer-ships when they’re seniors,” Sawyer says.

Most technical colleges offer advanced standing (meaning students can test out), dual credits or a tuition break if students have that maintenance

and light repair background, accord-ing to Sawyer.

Taking automotive classes for three years has another plus: col-lege credit. not only does it not cost students, it saves money down the line. “Any credits they earn in high school they can transfer to technical college,” Sawyer says.

Automotive courses are still overwhelmingly male, but Sawyer encourages girls to enter be-cause they have something valuable to add.

“Based on the average, the girls do better than aver-age,” teacher rich Sawyer says. “This has been such a male-dominated fi eld for so long, and it still has the stigma of being the greasy, dirty, sweaty mechanic, and that’s just not what it is anymore.”

out of 120 students in the program, only three are girls. But they boost the level of discourse, Sawyer says.

“What happens is the guys come into this pro-gram, and society tells guys we should know how to fi x cars already because we’re guys. And (society) tells girls, ‘You shouldn’t know how to

fi x this because you’re a girl.’ So the girls come into this with the attitude that, ‘I’m going to learn this’ and the boys are scared to ask questions be-cause they feel like they should already know it,” Sawyer says.

The girls’ success tends to spur the boys to kick it into a different gear, too, Sawyer says.

He tells his female students that the fi eld is so male dominated that they can write their own ticket, because so many companies are looking for females and minorities.

“They can go almost anywhere and have a job almost instantly,” Sawyer says. “It’s wide open for them.”

Girls fare well hereGirls fare well here


workforce development

here is no question that workforce development will be one of the larg-est obstacles facing the public and private sectors in northeastern Wisconsin. for any organization to

be successful or grow, it needs qualifi ed people.

That’s something even the folks in Madison get, and that’s why the legislature invested in workforce development programs last ses-sion to help ensure those who don’t have a job receive job training for high demand careers. locally, Achieve Brown County, the Chamber’s Youth Apprenticeship program, nWTC and school districts are engaging youth early in high demand areas, and even adapting school cur-riculums to meet future jobs.

As a community leader, it’s frustrating to talk with businesses that look for skilled employees and can’t fi nd them, then meeting area residents who desperately want jobs but don’t have the right skills. This mismatch is just as troubling when you learn a company is unable to expand due to unqualifi ed applicants.

Unfortunately, baby boomer retirements will only exacerbate this issue if local governments and businesses do nothing to prepare. Succes-sion planning is now key for the survival of any organization, and something I’ve personally championed at Brown County.

The hiring of Health Department Director Chua xiong is a great example of succession planning that helped capture Judy friederichs’ 33 years of institutional knowledge. While succession planning is about ensuring job docu-mentation for a smooth transition, it is also about developing leaders by allowing employees opportunities to grow within the organization.

Chua started with Brown County in 2002 and advanced through the ranks of the health department. She developed key relationships with community partners and coalitions, and invested in herself by seeking professional and education opportunities like earning a master of science degree in nursing. Her journey to the top spot was not easy — coming to the United States from laos as a child and dealing with traditional norms that shunned women’s work and college education brought many personal challenges.

However, when the time came to hire a new health director, there was no question she was the best fi t for the job during the county’s in-terview panels. The community now has one of the best health directors who was also recog-nized by the state Department of Health as the fi rst Hmong health director in Wisconsin.

TACKLINGof workforce development

theCHALLENGES

T

* troy streckenbach, Brown County executive, [email protected]


am very much in demand these days for my presen-tation on the millennial generation as they enter the workforce. But even

with that I was surprised at some of the information I learned recently about this different and wonderful generation.

Seth Mattison is a young man who is an expert on national workforce trends, and we were pleased to bring him in to speak at the 4th annual Manufacturing first conference last fall at the KI Con-vention Center.

one of the gems he shared during his presentation was that, from a millennial perspective, calling him on the phone is considered rude! He said: “It means that you think that whatever you are calling about is more important than what I am doing at that moment.” In my baby boomer mind, personal contact is always appreciated, but apparently in this new world, smartPHonES are not supposed to be used as PHonES!

The other takeaway from Seth’s presentation was captured in two diagrams that explain a lot. The way that older generations view the world of work (and practically everything else) is pictured in diagram one.

This simple organizational chart embod-ies the assumptions and expectations baby boomers and even gen xers have of work and what is supposed to happen there ev-ery day. There are clear levels of authority that are vertically integrated. But millennials view the world like shown in diagram two.

Their expectations and assumptions, based on social media technology, are obviously very different. Everyone is con-nected and information fl ows freely, not just vertically. This carries over into the work environment. Whom do you think is going to prevail here?

Would you befriend your boss on face-book? How about your boss’s boss?

I 1. 2.

Jim Golembeski, executive director, Bay Area Workforce Development Board, [email protected]

*

WHEN is A PHoNE

All Aboard!2285 S. Broadway n Green Bay, WI n 54304Mon. - Fri. 9a.m. - 5p.m. n Sun. 11a.m. - 5p.m.920.437.7623 n www.nationalrrmuseum.org

noT A PHonE?


workforce development

Dr. Jeff rafn, president, northeast Wisconsin technical [email protected]

*

nWTC InTroDUCES nEW CArEEr ProgrAMS MuCH-APPreCIAteD HAnDs-On trAInInG

ortheast Wisconsin Technical Col-lege (nWTC) is leading the Way: building the future workforce, de-veloping future business leaders and ensuring a strong quality of

life in northeast Wisconsin.

The college is nationally recognized for its student success initiatives by the American Association of Community Colleges and is nationally designated as a leader College by the Achieving the Dream initiative. These are major accomplishments in which all of us should take pride.

Without a doubt, our greatest reward for all of our efforts is the success of our students. The college’s graduates start at higher salaries than the national median wage. ninety-three percent of nWTC graduates are employed with 97 per-cent of those jobs in Wisconsin.

The 2014-2015 school year has brought new career programs in IT-software development, manufacturing operations management, con-struction technology, mechanical systems, structural systems, fi re medic, fi re science and therapeutic massage. Students have fi lled the expanded health and wellness facility.

All this progress is driven by changes in the workforce. Today’s economy is more high-tech than ever. The number of family-supporting jobs available to students with only a high school diploma continues to shrink. By 2018, 57 percent of jobs will require post-secondary technical education.

The need for skilled people in commercial construction; transportation; energy produc-tion, distribution and management; rural health care and wellness; manufacturing; information technology; digital media; and public safety will continue to rise. Employers are also increas-ingly concerned with the lack of technically trained individuals as baby boomers retire.

Ask any nWTC student what he or she loves about the college, and one of the top respons-es is “hands-on” work and training. Technical education keeps our state’s economy strong.

northeast Wisconsin’s economy depends on 21st century skills. northeast Wisconsin

Technical College is leading the way.

N


Electricity powers our world. Each day, light switches

are flipped, computers are powered up and factories hum with

activity. Electricity enables automation, convenience, productivity

and opportunity.

At American Transmission Co., we’re hard at work keeping the

lights on and planning today for how the electric grid of our

future will deliver reliable, affordable and environmentally

responsible power.

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Read more at www.atcllc.com/PowerForward

Workplace Wellness does more than provide membership cards. We create a partnership in well-being and provide a plan that offers a healthier workplace environment.

The Y will generate a wellness program tailored to your company’s specific needs, increase employee productivity, reduce absenteeism, and help lower insurance claims by designing on-site programming that can include:

Membership Match Incentive Employee Education Fitness Assessments On-Site Group Fitness Classes Wellness Coaching Personal Training On-Site Wellness Activities

GOOD HEALTH IS GOOD BUSINESSYmcA Workplace Wellness Program

GrEEN BAY YmcA www.greenbayymca.org 920 436 9622

cONTAcT JAmIE to learn about

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rowth and economic development. That is Austin Straubel International Air-

port’s (grB) approach to 2015. grB is an economic driver in our community, contributing more than $111 million annually to the north-east Wisconsin economy. In 2014, grB saw a 2.9 percent growth in passenger traf-fi c, which is refl ective of an improving economy as well as additional passenger seat capacity offered by Delta, American and United Airlines.

In July, grB will open a new, $4.3 million stand-alone In-ternational Arrivals facility that will process international arrivals including private and corporate aircraft. With more than 400 international fl ights annually clearing customs at

grB, the new terminal will become a permanent facility for U.S. Customs and Border Protection (USCBP) person-nel. When grB is able to secure additional customs staffi ng, the new facility can be expanded and used as a full-service federal Inspection Station for commercial inter-national operations.

While growth and economic development are a focus, we’re also looking to enhance the traveler experience. To make sure our passen-gers’ electronic devices are charged up and ready to go, we’ve installed new charging stations in both the A and B concourses. As you can imag-ine, they’re extremely popular, especially among those travel-ing on early morning fl ights.

Working with The Art garage, we’ve also recently unveiled a new piece of community art-work called “Creativity Soars.” Located in the Grand Lobby of grB, the project is a fl oor-to-ceiling mobile featuring several hundred paper air-planes colorfully decorated by community members. It is beautiful, creative and eye-catching. If you haven’t seen it, stop by to check it out.

finally, we always want to en-courage area businesses and residents to use our airport so it stays economically strong and competitive. We thank you for your business. fly grB!

economic development

* tom Miller, airport director, Austin straubel International Airport, [email protected]

G

“CHARGED UP”Airport is

on MAnY lEvElS


he labor market of Greater Green Bay has improved signifi cantly over the last several

years as the region fi rst weath-ered a recession and has since recovered. The recovery that has occurred since 2010 is re-markable in its scale and is the product of many of the factors that I have discussed in previ-ous articles. The region has been tremendously success-ful in retaining and growing its base of highly skilled, family-supporting jobs in a number of major industry sectors while increasing opportunities for new growth. This has allowed sectors that have lagged be-hind, such as construction and fi nancial activities, to rebound in a more measured fashion in response to a recovering housing market.

The green Bay area job mar-ket has responded to this recovery in a number of in-teresting ways. The region’s unemployment rate has de-creased by 2.3 percentage points since 2010, to a recent low of 4.6 percent in Decem-ber. This marks a return to unemployment rates observed before the last recession. This suggests more of the region’s residents are actively employed, and the pool of la-bor available to prospective employers has decreased. Wages have also responded favorably and have increased by an average of 2.5 per-cent over the past year. Payrolls have improved both

as employers fi ll higher-skilled positions and recognize greater competition for that skilled talent.

A review of current job openings suggests there is a high level of competition for talent in a number of occupational areas, with the greatest demands being experienced in the transportation and healthcare sectors. The demand for tractor-trailer truck drivers and registered nurses are felt throughout the state. As the number of available job seekers remains relatively stable over the course of the next several years, employers will have to

develop more innovative ways to connect with the talent they need to support operations and fuel growth.

The Wisconsin Department of Workforce Development certainly recognizes the chal-lenges many employers cur-rently face in identifying and attracting talent. We have been actively developing a number of key enhancements to the job-matching services we provided over the last year and a half. This spring, the department will unveil many of these services in the new Job Center of Wisconsin web-site. We invite you to look for more news in the future.

Jeffrey sachse, acting chief economist, Wisconsin Department of Workforce Development, [email protected]

*

T

Heavy and Tractor-Trailer Truck Drivers

Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products

Customer Service Representatives

Retail Salespersons

Registered Nurses

Software Developers, Applications

Laborers and Freight, Stock and Material Movers, Hand

Secretaries and Administrative Assistants, Except Legal, Medical, and Executive

First-Line Supervisors of Retail Sales Workers

Maintenance and Repair Workers, General

Nursing Assistants

Light Truck or Delivery Services Drivers

Janitors and Cleaners, Except Maids and Housekeeping Cleaners

Combined Food Preparation and Serving Workers, Including Fast Food

Medical and Health Services Managers

Computer User Support Specialists

Physical Therapists

Accountants

First-Line Supervisors of Production and Operating Workers

First-Line Supervisors of Office and Administrative Support Workers

Human Resources Specialists

Bookkeeping, Accounting, and Auditing Clerks

Licensed Practical and Licensed Vocational Nurses

Office Clerks, General

Sales Managers

411

191

180

164

163

107

93

89

82

81

79

74

63

62

61

59

59

59

57

57

57

47

47

46

46

0 50 100 150 200 250 300 350 400 450

Ch-ch-ch-changes in the greater green Bay job market —Finding opportunities in challenges

Top in-demand occupations,

Greater Green Bay, March 2015


April44 YearsfothFounded in 1938 in Green Bay, Foth offers a tradition of personalized, client-centered service and smart solutions to a variety of government, industrial and commercial clients. The company’s 600-plus employee members deliver technical excellence to clients in three areas: infra-structure, environment and production solutions.

42 Yearsreeke-Marold Co. inc.Since 1896, the reeke-Marold Company has been at the forefront of the mechanical contracting industry in Northeast Wisconsin, fi rst as the G. F. reeke Company, and since 1961, as the reeke-Marold Company Inc.

33 Yearsgreen Bay seven-up Bottling Co. inc.Green Bay Seven-Up distributes beverages to a wide variety of accounts around northeast Wisconsin in Brown, Door, Kewaunee, Sha-wano, Menominee and oconto counties.

Moski CorporationKos Management is the present-day management company passed down for three generations of Kos Hatcheries and Moski Corporation, which uses Kos Management as their trade name. They are leaders in the apartment home industry in the Green Bay area.

29 YearsTweet/garot Mechanical inc.Tweet/Garot is a leader in process piping, mechanical engineering, HvAC, sheet metal and plate fabrication, industrial ventilation, plumb-ing and service. The company’s mission is to be an exemplary provider of mechanical contracting and engineering services, placing the safety and needs of customers and employees fi rst.

26 YearsThe Mail HausThe Mail Haus is dedicated to providing timely, cost-effective solutions to mailing, printing and fulfi llment needs. Its team of experts is eager to serve as companies’ right hand in achieving business goals. The com-pany possesses years of experience and knows the mailing industry inside and out, providing expertise that leads to savings and accuracy for companies’ mailing and fulfi llment needs.

April 25-plus year anniversaries

member anniversaries — April

QUESTIONS? Call 920-920-498-6373

VISIT OUR WEBSITE https://corporatetraining.nwtc.edu TO REGISTER https://corporatetraining.nwtc.edu/seminars

The Bottom Line is- You need us to improve your Bottom Line!

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19 YearsCumulus Broadcasting Inc.AmericInn of Green Bay West

18 YearsEtters InternationalSEEK Careers/Staffing

17 YearsBar Stools DirectThe School That Comes To You

16 YearsFast SignsExsell Inc.

15 YearsWisconsin Council on Problem Gambling

14 YearsAirport Wingate by WyndhamAmerican Transmission Co. LLCHorizon Community Credit Union

13 YearsMackinaws

12 YearsCelebration ChurchSign Solutions LLC

10 YearsAmericInn Lodge & SuitesP.M. ProductionsTravel Leaders

YoU’vE BEEn A CHAMBEr MEMBEr SInCE 1882. WHY? Sanimax traces its his-tory to the Green Bay Soap Company, which

became a charter member of the Chamber 133 years ago. Throughout the years, the relationship between the Cham-ber and what is now Sanimax has grown just as our two organizations and the communities around us have grown. The Chamber continues to provide excellent leadership programs, networking opportunities, and leadership and support for the business community.

WHAT’S YoUr MoST MEMorABLE ExPErIEnCE WITH THE CHAMBEr? For me that’s easy – it is play-ing a role in the Chamber’s Golden Apple Awards program that honors many of the outstanding teachers in the Green Bay area. The children of the community are our most important resource. Investing in our chil-dren is an investment in our future. It is crucial to be able to recognize those exceptional educators who play a vital role in developing the minds of our future leaders.

WHAT’S THE BIGGEST BEnEFIT YoU rECEIvE BY BEInG A CHAMBEr MEMBEr? The Chamber helps to support business growth through its many programs and initiatives. As a longtime member of the business com-munity, Sanimax appreciates the forward thinking and proactive approach the Chamber takes in positioning our community for future challenges.

Q.

SAnIMAxMember since June 30, 1882Donn Johnson, Sanimax general manager

April 10-24 year anniversaries

Open to the PublicNo Membership Required

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MayMay 25-plus year anniversaries

member anniversaries — May

42 Yearsanser servicesAnSer Services uses state-of-the-art computer relationship management systems to provide customers with the best call answer services available and employs a full-time information services staff to administer its networks and databases.

Camera Corner Connecting PointSince its founding in 1953, Camera Corner Connecting Point has provided high quality camera and computer work. The fi rm offers quality products, business solutions, IT services and education.

DuBois formalwearWith 55-plus years of experience in the tuxedo industry, DuBois Formal-wear is the number one retailer in the industry.

36 Yearsgreater green Bay Convention & Visitors BureauThe Greater Green Bay Convention & visitors Bureau works to secure con-ventions and large sporting events for Brown County. The CvB creates guides, maps and online travel information for family travelers year-round. Because of the organization’s efforts, Brown County welcomes more than 5.2 million visi-tors a year, with an economic impact exceeding $558 million annually.

35 YearsBay lakes Commercial real estate llCBay Lakes Commercial real Estate LLC has been providing real estate services for more than 35 years to northeast Wisconsin. Bay Lakes Commercial has a proven track record in offi ce, industrial, retail, land and investment transactions.

Pioneer Metal finishingFounded in 1945, Pioneer Metal Finishing (PMF) offers a wide array of metal fi nishing services with locations across the United States and Mexico, including anodizing and electroless nickel; paint and powder coating; and chromate, tin, zinc and precious metal platings.

34 YearsCapital Credit unionPioneer Credit Union was the fi rst credit union in the Green Bay area, holding its fi rst organizational meeting on Oct. 22, 1927. In July 2014, Capital and Pio-neer Credit Unions formed a partnership to become the “new” Capital Credit Union, “doing the right thing.” Capital now has more than 90,000 members.

northeast asphalt inc.northeast Asphalt Inc. (nEA), a professional asphalt production and con-struction services company, has served the needs of its customers since 1979. Headquartered in Appleton, NEA is a leader in producing and pro-viding asphalt pavement services and products in about 30 counties of northeastern, north Central and northern Wisconsin.

33 Yearsfamily services of northeast WisconsinFamily Services of Northeast Wisconsin is a nonprofi t, human services agency that protects, heals and cares for the children and families of northeast Wisconsin. The agency provides 30-plus programs to sup-port the people of our communities during challenges and transitions in their lives.

fox Communities Credit unionWhen its fi rst location opened in 1937, the credit union was known as Combined Locks Credit Union. In 1987, it became Fox Communities Credit Union. Today, Fox Communities has more than $1 billion in assets, 15 locations serving nine counties and more than 300 employees serv-ing 73,000-plus members.

32 YearsBosse’s news & TobaccoBosse’s is one of the oldest and largest newsstands and tobacco shops in the state. Bosse’s was established in 1898, and today offers one of the best selections of magazines and cigars.

30 YearsManorCare Health services - eastManorCare provides individualized post-hospital skilled nursing care in a comfortable environment. Its clinical and therapy teams are experienced in providing specialized care focused on each individual’s needs, interests and abilities.

29 YearsPepsi Cola Bottling Co. of northeast Wi inc.Pepsi Cola Bottling Company of n.E.W. has been family owned and operated since 1930. The company has grown to 90 employees and 40 delivery trucks. The success of the company is attributed to Peter Herber Sr.’s visionary leadership and excellent management practices.

28 Yearsadvanced DisposalAs a full-service environmental services company, Advanced Disposal pro-vides collection, transfer, disposal and recycling operations to more than 250,000 commercial customers and 2.4 million residential customers throughout the nation and the Bahamas.

25 Yearsnavigator Planning groupnavigator Planning Group works with people to reach their personal and business fi nancial objectives and has a little fun building relationships along the way. The fi rm has a passion for what is possible, and provides fi nancial advice to help build, grow and preserve assets.


May May 10-24 year anniversaries

24 YearsKI

22 YearsIdealair Heating & Cooling Inc.

20 YearsFaith Technologies Inc.Smet Construction ServicesBMo Private Bank

19 YearsPMI Entertainment GroupCare-Free Travel ServicePeterson, Berk & Cross S.C.Animal Hospital of De Pere

17 Yearsrandstad

16 YearsAmerican Foundation of Counseling Servicesneville Public Museum Foundation

15 YearsneighborWorks Green Bay

14 YearsBiltmore Leasing CorporationAdvantage Leasing Corporationnational Packaging Services Corp.

13 YearsHJ Martin and Son Inc.

12 YearsWinona Foods Inc.Hilgenberg realty LLC

11 YearsComfort Control Systems Inc.The H.S. Group Inc.Big Brothers Big Sisters northeast WisconsinCASA of Brown County Inc.

Revitalize Anti-Aging Medicine is a personalized

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AJS proves in many ways our responsibility, reliability and ability to meet the customers’ expectations. The BBB recognizes worthy businesses, which creates an environment that our customers feel safe with us being in their personal spaces when they are not there. Having a BBB accreditation and earning our positive reviews have grown our business to new heights. ”


74 Yearsaon risk servicesAon is the leading global provider of risk man-agement, insurance and reinsurance brokerage, and human resources solutions and outsourcing services.

43 YearsThe Konop CompaniesThe Konop Companies is a family-owned, locally operated organization and has grown to be one of the largest independently owned vending and food service companies in Wisconsin.

42 Yearsamerhart ltd.Established in 1977, Green Bay is Amerhart’s largest branch, distributing wholesale lumber and building materials in Wisconsin and Upper Michigan. With an 18-acre campus and more than 200,000 square feet of inside storage, the facility holds the company’s largest inventory and employs more than 90 people.

aT&TAT&T is bringing it all together — helping people mobilize their worlds — with advanced mobile services, next-generation Tv and high-speed In-ternet services, and smart solutions for businesses.

Bassett MechanicalBassett Mechanical provides custom-built me-chanical contracting, metals manufacturing, and maintenance service solutions to customers throughout the United States and the world. Bay Towel inc.Bay Towel is one of the largest and most success-ful independent linen and uniform rental compa-nies in the state.

feld PropertiesFeld Properties is a name associated with real es-tate in the Green Bay area for more than 40 years. The company offers professionally maintained offi ce suites in 10 prime locations in Allouez, Ashwauben-on, the I-43 Business Park and downtown Green Bay.

reinhold sign service inc.Since 1954, reinhold Signs has been Green Bay's leading source for commercial signage, vehicle graphics and large-format digital printing.

schreiber foods inc.Schreiber Foods has grown from a single production facility in Green Bay, Wis., to a $5 billion global enterprise and the world’s largest employee-owned dairy company.

ultra Plating CorporationFor more than 35 years, ULTrA has set the standard for quality in industrial metal fi nish-ing. The company’s experience, knowledge and standards for excellence combined with its inno-vative processes and fi nishing techniques make it uniquely qualifi ed to meet companies’ metal fi nishing needs.

June 25-plus year anniversaries

member anniversaries — June

June

Y O U R S U C C E S S C O M E S F I R S T.

Member FDIC

Our people

KNOW BUSINESS.

There’s a difference between bankers who “do” business banking and bankers who know business. At First Business we’ve built a team whose expertise extends to specific types of businesses and the unique challenges they face. We know why businesses succeed—and what makes them fail. What we’ve learned working with hundreds of successful businesses can help your business thrive.

Visit firstbusiness.com or call us today. Fox Cities: 920-734-1800Oshkosh: 920-231-2400Green Bay: 920-435-5442Manitowoc/Sheboygan: 920-450-0454

That’s why they’re our people.

BUSINESS BANKING | PRIVATE WEALTH | SPECIALTY FINANCE

(L-R) Mickey Noone, CTP, President Northeast RegionTim Beno, CTP, Market President - Green BayChad Van Handel, Vice PresidentFirst Business Bank


WBaY-TV 2Action 2 news, Coverage You Can Count on, is a major news source for northeast Wisconsin, providing the latest news, weather and en-tertainment for the community.

Wells fargoWells Fargo is dedicated to providing extensive and diversified fi-nancial services to customers. Being one of the largest banks in the nation, Wells Fargo continues to build strong relationships with all its customers. WfrV-TV/Channel 5WFRV-TV is a CBS-affiliated television station owned by the Nex-star Broadcasting Group. WFrv’s studios are located on East Mason Street in Green Bay. In 2012, WFrv was rebranded as Local 5.

WPs Health insuranceFounded in 1946, WPS is Wisconsin’s leading not-for-profit health insurer, offering affordable individual health insurance, family health insurance, high-deductible health plans and short-term health insur-ance, as well as flexible and affordable group plans and cost-effective benefit plan administration for businesses.

36 YearsBroadway automotiveBroadway Automotive is a family owned and operated automotive group that has served the Green Bay area since 1917. Its Ashland Avenue location carries a full line of Chevrolet, volkswagen and Saab vehicles as well as a massive selection of used cars and trucks.

35 YearsHansen foods llCHansen’s has been a Green Bay institution since 1912 when the first home delivery of milk began. In 1975, Hansen’s entered the fundrais-ing business due to the great demand for homemade pizza products. Hansen’s products are now available in more than 26 states.

robinson Metal inc.robinson Metal is one of the Midwest’s premier metal fabricators and machine shops. Its fabricators and machinists specialize in stain-less steel but are equally skilled in working with aluminum, carbon steel and polycarbonates.

34 YearsBelmark inc.Belmark has built a reputation for quick turnaround times, consistent quality and the ability to bring packaging and labeling solutions to its customers. Its advanced production facilities allow them to offer a diverse set of capabilities to a variety of industries.

Cleaning systems inc.Founded in 1976, Cleaning Systems Inc. (CSI) is a leader in the man-ufacture of cleaning and protection products for the transportation industry. CSI is composed of three divisions: Lustra™ Professional Car Care Products, DynaEdge® Transportation Cleaning Solutions and SAS™ Solution Application Systems.

33 YearsJohnson insurance services llCJohnson Bank and Johnson Insurance are a part of Johnson Financial Group, a privately held, full-service financial services company, based in racine, Wis., offering expertise in banking, wealth and insurance. Advertising Marketing Strategy Web Public Relations

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member anniversaries — June

32 YearsBrown County united WayFounded in 1925, the Brown County United Way is the single-largest fundraising organization in the county, helping to support 45 local pro-grams and driving a community change model that coordinates staff and hundreds of volun-teers to direct funding and organize long-term community-building partnerships.

30 Yearsindependent Printing Company inc.Independent Printing fi rst opened its doors in 1935. Today, it is a highly respected, award-winning print and communications fi rm with a team of more than 300 skilled, responsive individuals.

29 YearsCalwis Company inc.The Calwis Company, established in 1945, is a manufacturing and innovation company focused on screen printing, chemical fi lling and dry powder fi lling.

28 YearsBe’s Coffee & Vending serviceBE’s Coffee & vending Service is a locally owned and operated business that’s been in business since 1980 and has more than 600 customers.

realtors association of n.e. WisconsinThe rEALTorS® Association of northeast Wisconsin (rAnW) is a trade association pro-viding services to the real estate community in northeast Wisconsin, with membership of more than 2,400 professionals.

West shore of green Bay llCWest Shore of Green Bay provides spacious one- and two-bedroom apartment homes lo-cated downtown on the Fox river.

27 YearsBay oral surgery & implant CenterBay oral Surgery & Implant Center practices a full scope of oral and maxillofacial surgery with expertise ranging from corrective jaw surgery to wisdom tooth removal.

godfrey & Kahn s.C.Godfrey & Kahn provides high-level service and creative legal solutions to its clients. God-frey & Kahn opened its second offi ce in Green Bay in 1985 to establish a presence near sev-eral key clients.

riverside Ballroom inc.riverside Ballroom assists in planning weddings, anniversaries, company parties or any other special event. riverside has space that can ac-commodate 50 to 1,200 people. It prides itself on providing exceptional service and food.

uphill & uphill s.C.Uphill & Uphill S.C. is committed to providing close, personal attention to both individuals and business clients. It takes pride in giving customers the personal assistance that comes from years of advanced training, technical experience and fi nancial acumen.

26 YearsBerners-schober associates inc.Berners-Schober is a full-service architectural, en-gineering and interior design fi rm that has been in operation continuously since 1898. Its experience covers medical, educational, municipal, recreation-al, religious and commercial facilities.

The Cottage at Fountain Lake is near Waupaca, Wisconsin (the Chain of Lakes Country) on a large wooded, beautifully landscaped site. It offers the convenience and amenities of a fine vacation home. It’s spacious interior provides roomy comfort for family and guests. It welcomes you with many upscale features created to make you feel right at home. Check out our website for more information about staying at this cottage.

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24 YearsPension Consultants Co. Inc.

23 YearsClarity Care

22 YearsFirstMeritAirport Settle Inn Inc.

21 Yearsnew Community Shelter Inc.

20 YearsBoys & Girls Club of Green BayToonen Companies Inc.

19 YearsJunior Achievement of WI Inc. - Brown County District

18 YearsMcDermid Accounting & Consulting LLCTicket King

17 YearsGreater Green Bay Community Foundation Inc.The Eyecare Place

16 YearsWisconsin Bank & Trust

15 Yearsnewmark Grubb Pfefferle

14 YearsITT Technical InstituteState Farm Insurance, Mary Kay orr, Agent

12 YearsInfi nity Technology Inc.Somerville Inc.Pinnacle Consulting Group LLC

11 YearsBay Title & Abstract Inc.Bay verte Machinery Inc.

10 YearsCollege of Menominee nation

June 10-24 year anniversaries

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Chamber snapshots

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Find us on Facebook!WWW.fACEBooK.CoM/GREATER GREEN BAY CHAMBER

Who’s who.A couple hundred people turned out to hear Shopko CEo Peter McMahon ad-

dress “A CEo’s Perspective on Change” at the March 18 Current lunch n’ learn. Attendees included (from left) James Montie, forward Service Corporation; Kate Parsons, Shopko; and Hayley giesfeldt, Shopko.

Jessica Diedrich of the Greater Green Bay Convention and Visitors Bureau

(left), one the future 15 recipients at Current’s future 15 and Young Professional Awards host-ed feb. 24, poses with Emcee Emily Deem of WlUK-Tv/WCWf-Tv CW 14.

leadership green Bay’s inclusive leader-ship session day featured a panel discussion

led by (left to right): Tameika Hughes, freedom House Ministries; Michael Troyer, Strategic Man-agement Associates; Wa Yia Thao, Northeast Wisconsin Technical College; and Dr. Kamaljit Paul, valley neuro/Microneurosurgery, S.C.

leadership green Bay’s small group project Team 5 organized february’s

session day collection of items to benefi t the green Bay Area Public School District's McK-inney-vento Program for homeless students. Pictured (from left): Scott gruber, Elizabeth Webb, Eric Sponholtz, Sara Mead, Eric gerarden, Jeryl fleck, Krystle Smits and Kristy Wiernasz.

lakeland College hosted a ribbon cutting to celebrate its new green Bay location

on Development Drive in Bellevue.

Chamber Ambassador Jacque Wilson, A Bet-ter You, is pictured with Ingrid Parker-Hill of

the girl Scouts of northwestern great lakes Inc., at the 2015 Business Showcase on March 3.

Michelle Hansen, Shopko foundation, pres-ents a golden Apple Award to Beth ruh at

forest glen Elementary on March 5.

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Greater G

reen Bay Chamber

300 N. Broadw

ay, Ste. 3AG

reen Bay, WI 54303

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FAST NATIONWIDE CONNECTIONS

1.800.236.0055 www.cellcom.com Any Retail Locationfacebook.com/cellcom

4G LTE service available in select markets. Compatible device and data plan required. Average download speeds while on the 4G LTE network are 5-12 mbps.

CollectiveImpact_3_6_2014.indd 1 12/3/2014 11:06:34 AM

Documents

Collective Impact Spring 2015