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Author Archives: Greater Cedar Valley Alliance & Chamber

Greater Cedar Valley Alliance & Chamber Elects Leadership

The CEO of one of the largest locally owned firms was elected to lead the Greater Cedar Valley Alliance & Chamber during its annual meeting held July 16 at the Park Place Event Center.

Tom Penaluna, CEO of The CBE Companies will chair the regional economic and community development organization through its 2014 fiscal year. Penaluna has been a board member of the Alliance & Chamber since 2008, and also was a board member of its predecessor organizations. He completed a term as chair of the affiliated Waterloo Industrial Development Association, and most recently served as vice chair of the Alliance & Chamber. Tom has asserted his leadership in the critical business – education transformation discussion by championing the Leader Valley and Leader in Me initiatives of the Alliance & Chamber. Penaluna also serves on the board of the Iowa Partnership for Economic Progress.

Other officers elected to leading the organization with Penaluna are: Vice Chair -Steve Tscherter, CEO, Lincoln Savings Bank; Treasurer-David Braton, Publisher, The Courier; and Past Chair, Kris Hansen, CEO, Western Home Communities. Steve Dust is president & CEO of the Alliance & Chamber.

The officers are joined by Rich Czarnecki, John Deere Global Director – Large Tractors; TechWorks Campus chair and former mayor Tim Hurley; and Chamber Council Chair Stacy Bentley, President – Community National Bank to form the Alliance & Chamber’s Executive Committee.

Kate Washut, partner, Far Reach, and Steen Hansen, CEO, Bossard North America were elected to the group which represents a broad spectrum of region-wide business, institutional, and local government interests. Sue Armbrecht, President – MidWestOne Bank Cedar Valley, and Chris Fereday, President – PDCM Insurance were re-elected to the board.

Washut and Hansen take the seats formerly occupied by retiring board members Dee Vandeventer, ME&V, and local attorney Hugh Field, partner in the Beecher Law Firm. “Dee and Hugh have been a part of the Alliance &Chamber leadership since its creation. The progress we’ve made in creating and delivering on the vision of a more vital, Cedar Valley economy is due in large part to the persistence and vision of business and civic leaders like Dee and Hugh,” said Dust.

Dust continues, ”Steen and Kate join others on our board who represent yet the next generation of leadership in our economy – businesses that located or started – but intending to grow – in the Cedar Valley of Iowa. They are the voices who need to chart the path for our economy moving forward,” concludes Dust.

Tech Shop Operations Match Cedar Valley Heritage and Future in “Making”

Many Cedar Valley regional business and institutional leaders are involved in creating a Cedar Valley Tech Shop location. The Alliance & Chamber in partnership with Cedar Valley’s McElroy Trust, is collaborating with San Francisco-based TechShop to establish one of its nationally known, membership based industrial workshops here (look at www.techshop.ws).

The project includes a 15,000 to 17,000 square foot industrial workshop that provides an array of machinery and equipment to design and make just about anything anyone would want to try to make. The equipment includes everything from the CAD stations and small format 3D printer equipment, to hand tools, to highly sophisticated water jet cutting equipment, and applicable to the spectrum of materials, including cloth and fabrics. Importantly, it delivers a long menu of specific machine and “how to” training courses, on-site, to make anyone, a “maker.”

A key element of TechShop success is community engagement and outreach. The Cedar Valley presents an opportunity to engage students, and adults of all interests with a hands-on shop environment to learn about and do manufacturing. In the Cedar Valley, our “hook” is our deep heritage and sophistication in manufacturing in the economy and our emphasis on STEM education at all levels, including the STEM emphasis of UNI’s teacher education programming, and the Iowa STEM Initiative programming.

We are currently working with the for-profit firm to secure the facilities and required partnerships. Contact Steve Dust or Cary Darrah regarding Tech Shop.

Iowa Community Colleges Team Up To Improve Advanced Manufacturing Workforce


WATERLOO—A new campaign to promote careers and educational pathways in advanced manufacturing has been launched in Iowa.  Hawkeye Community College, along with the other Iowa community colleges, has teamed up to improve the state’s manufacturing workforce with the assistance of the Iowa-Advanced Manufacturing (I-AM) Consortium and Iowa Association of Business and Industry (ABI).

The “Elevate Advanced Manufacturing” campaign will begin by addressing the current public perception of manufacturing and educating Iowans on the opportunities that exist within this industry.

“When you ask the average Iowan about advanced manufacturing, they think of an outdated image – a dirty, unsafe work environment,” says Mike Ralston, President of ABI. “That simply is not the case. Iowa has strong, innovative companies that make cutting-edge products and are well-regarded as leaders in their industry,” says Ralston.

Computer savvy employees, a highly skilled and compensated workforce, and innovative products are the reality of the term, “advanced manufacturing”.  This industry relies on skills and creativity to produce highly-specified and complex products.  The website, www.elevateiowa.com, has been launched to support this campaign with the use of video testimonials, self-assessment career guides, job search tools, and training information.

By 2018, there will be a shortage of 6,672 skilled workers in the advanced manufacturing sector*. These available positions offer attractive pay and benefits packages. According to the Bureau of Economic Analysis in 2011, the average manufacturing worker made $77,060 annually, including pay and benefits, while the average worker in other industries earned $60,168.

“Iowa’s 15 community colleges offer a broad range of training opportunities within advanced manufacturing,” says Stephanie Ferraro, Project Manager of the I-AM Consortium. “With funding from the U. S. Department of Labor, the I-AM Consortium is building capacity in programs across the state. Colleges are redesigning and developing industry-influenced curriculum, embedding industry credentials into educational pathways, and purchasing state-of-the-art equipment to replicate the technology-rich work environment found in Iowa’s manufacturing sector. Now is the ideal time for those considering careers in manufacturing to begin training at their local community college.”

Manufacturing contributes the largest share of Iowa’s gross domestic product (GDP) at an annual level of $27.6 billion, more than 18 percent of the state’s economy. As of March 2012, Iowa’s manufacturing firms supplied 215,600 jobs to Iowans, representing 14% of the state’s total employment – and that number is growing.

In order to make a lasting impact on the state of Iowa’s economy – industry, government, and education have combined efforts. Key players include ABI, the I-AM Consortium, a collaboration of all 15 Iowa community colleges, and various programs throughout the State of Iowa including the Governor’s STEM initiative, Iowa Workforce Development’s online Job Bank, and more. Each party has a common goal: to elevate the perception of advanced manufacturing and to arm Iowans with the skills they need to engage in Iowa’s workforce.

Elevate Advanced Manufacturing’s message and efforts are in action throughout the state, including:

  • The Elevate campaign website will feature video testimonials, a self-assessment for potential career pathways, career search tools (powered by Iowa Workforce Development), information on training opportunities (at Iowa’s 15 community colleges), and ways for industry to get involved. Visit: www.elevateiowa.com
  • Educational opportunities and curriculum integration with K-12 schools involving advanced manufacturing tours, speakers, and demonstrations.
  • Statewide media campaign using testimonials from skilled employees and manufacturers in Iowa.
  • Statewide events including exhibits at the Iowa State Fair with the American Welding Society booth, Iowa Speedway (Sept.7-8), Girls Scouts of Iowa Annual Conference, and more.

The Iowa Advanced Manufacturing Consortium (I-AM) is an Iowa community college initiative to elevate advanced manufacturing, funded through a $13 million grant from the U.S. Department of Labor’s Trade Adjustment Assistance Community College and Career Training (TAACCCT) Grant Program.  The Iowa Association of Business and Industry (ABI) has been the voice of Iowa business since 1903, and its mission is to collectively provide value to business and industry on issues impacting Iowa employers. ABI is currently comprised of over 1,400 Iowa businesses of all types and sizes employing more than 300,000 Iowans.

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Greater Cedar Valley Alliance & Chamber Announces New Roles, Promotions

“It helps a very talented professional team do our jobs more effectively and increase the competitive stance of the Cedar Valley in a global economy.” This is how Steve Dust,  CEO of the Greater Cedar Valley Alliance & Chamber describes his motivation for announcing recent promotions within that economic and community development corporation.

The announcement describes a realignment of existing staff. No new hires were made, and no compensation adjustments were included in the process, Dust emphasizes. “We did this to operate more efficiently as a combined economic development, redevelopment, and community development organization, he says.  Team members who do similar things are grouped by related functions, yet it allows us to remain flexible to very quickly attack any opportunity or issue in our economic area.”

In the new alignment, Dust is supported by four vice presidents, including Lisa Skubal, CEcD, who was named Vice President of Economic Development. Lisa oversees all business expansion and recruitment programs, marketing and project management, talent recruitment and retention, and business and economic information gathering. “Lisa enjoys a statewide reputation as one of the best in our field. Her professional growth has given her the skills to lead the team that helps wealth creating businesses and institutions locate and expand in the Cedar Valley of Iowa,” explained Dust.

Dust also named Cary Darrah as Vice President of Community Development. “Cary was brought into the Alliance & Chamber structure to manage the TechWorks Campus redevelopment, in large part because of the marvelous job she did in Cedar Falls Main Street organization, said Dust. “She has the Campus on a good trajectory with The Green @ TechWorks project getting underway in Tech II, and several good manufacturing technology-related opportunities exploring space commitments in Tech I. As I looked at the skills necessary to deal with our Competitiveness and Amenities work, which includes things like networking and events, local issues management, improving our infrastructure for business growth, and Leader Valley educational programs, it matched up nicely with Cary’s organizational skills and interests,” concluded Dust.

“In many regards, the Alliance & Chamber is a growing, entrepreneurial small business,” explains Dust. “We’re growth-oriented, and focused on doing what’s expected of us by our customers and clients, our investor-members, and this team faces the same kind of challenges our investor-members do in handling all the human resources, IT, facilities, and administrative tasks, and holding each other accountable for the wise use of our talents and resources. We take this very seriously, and to oversee the administrative components of the Alliance & Chamber, we have elevated Sandi Sommerfelt to Vice President of Operations. Sandi was in a similar VP role at another business, and she’s demonstrated that she can effectively lead and keep us well organized.”

At the same time, the CFO role held by Sue Hansen, CPA, becomes a part-time position. “Sue has worked very hard to bring us to an even higher level of management reporting and compliance with changing requirements. Sue will remain focused on our financial reporting and major HR issues, where she also has deep experience and knowledge, while having more time for family pursuits and personal interests.” said Dust.

“As we looked at the goals we expect to accomplish for  the Cedar Valley business community and economic area this fiscal year (which began on July 1), and the number of complex and sometimes new challenges we’ll face, it became obvious to the senior team a realignment was necessary to get it all done effectively. It also permits me to spend more time on strategic business development, regional issues, and investor relationships.  We’ll still be stretched, but this arrangement of duties and leadership will help relieve that challenge”, claimed Dust.

Dust concludes, “I think the most important thing to communicate to our investor-members, the business community in general, and all of the partners we rely on in accomplishing our work is that there is a team of highly talented, motivated and enthusiastic economic and community development professionals working every day in the Alliance & Chamber to increase wealth and economic vitality in the Cedar Valley economic area.”

The Greater Cedar Valley Alliance & Chamber is a private, not-for-profit corporation whose investors include businesses, institutions, local governments and professionals dedicated to continuously improving the economic environment and quality of life in the Cedar Valley.  The Alliance & Chamber works to increase wealth and economic vitality through collaborative economic and community development throughout the Cedar Valley economic area.

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Hawkeye’s Agriculture Programs Win Coveted Awards

WATERLOO–At the recent Iowa Association of Agricultural Educators (IAAE) Conference, Hawkeye Community College’s Agriculture Business Management program was awarded the 2013 Outstanding Post-Secondary Ag Education Program.  This award recognizes post-secondary agricultural education programs for their overall success, growth, and motivation.  The college was also awarded an Ideas Unlimited Award in the Continuing Education division for the new Brazil Study Abroad course for Ag Instructors.

Most careers in modern agriculture and related sciences are “hi-tech”, requiring postsecondary education.  Hawkeye’s Ag Business program will now move on to the regional level for further consideration, and then potentially to the national level.

Hawkeye’s programs have educators who are innovators and catalysts for student success in agricultural careers.  Hawkeye’s Agriculture instructors have been described as enthusiastic, motivating, and inspiring.  The IAAE’s vision is to be the premier professional organization for advancing agricultural education.

Hawkeye has long been a leader in agriculture education in Iowa for many years on the postsecondary level.  The college’s Agriculture Business Management program embodies the ideals of the agricultural teaching profession through instructional methods and has become a national leader.  This specialized program is experiencing record enrollment, with students going straight to the workforce or transferring onto four-year programs after completing Hawkeye’s program.  For more information, visit the college website at www.hawkeyecollege.edu.

Action Items for the Patient Protection and Affordable Care Act

Merit Resources is providing a list of action items to consider as you implement the different requirements of The Patient Protection and Affordable Care Act (or PPACA) for your business.
This checklist and subsequent timeline, may help you make sure that your business is keeping compliant with the Patient Protection and Affordable Care Act.  Learn more in this  article provided by Merit Resources.

As the Patient Protection and Affordable Care Act moves forward, the final regulations released this month regarding wellness programs are the “carrot and stick” that most employers have been looking for.

Already, more than 80 percent of the nation’s large employers are moving to penalties or rewards to put their employees on a path to better health, according to a recent survey the Midwest Business Group on Health. Under the Affordable Care Act, employers are allowed to increase the incentives they provide to workers in order to get them into a wellness program.

http://www.mbgh.org/Home/

The final Obamacare wellness rules have been released, at least as they pertain to further reducing employees’ health plan premiums for enrolling in a wellness plan.  They’re not too different from the rules proposed last November, though they have more clearly delineated between participatory and health-contingent wellness programs.  Regarding the premium reduction incentives, the rules apply for health plans, grandfathered and non-grandfathered, beginning or renewing on or after January 1, 2014.

(To download a free Health Care Reform Timeline PPACA checklist on what your business needs to know RIGHT NOW, click here.)

 

Under the 2006 the Health Insurance Portability and Accountability Act (HIPAA) rules, effective January 1, 2007, participatory wellness programs complied with the HIPAA nondiscrimination requirements as long as the participant does not have to satisfy any additional standards and participation in the program is made available to all similarly situated individuals, regardless of health status.  Regarding health-contingent wellness plans, there were five specific requirements for rewarding individuals for satisfying standard(s) related to health related factors.

  1. The total reward for all the plan’s wellness programs requiring satisfaction of a standard related to a health factor must not exceed 20% of the cost of employee-only coverage under the plan. If dependents may participate in the wellness program, the reward must not exceed 20% of the cost of the coverage in which an employee and any dependents are enrolled.
  2. The program must be reasonably designed to promote health and prevent disease.
  3. The program must give individuals eligible to participate the opportunity to qualify for the reward at least once per year.
  4. The reward must be available to all similarly situated individuals. The program must allow a reasonable alternative standard (or waiver of initial standard) for obtaining the reward to any individual for whom it is unreasonably difficult due to a medical condition, or medically inadvisable, to satisfy the initial standard.
  5. The plan must disclose in all materials describing the terms of the program the availability of a reasonable alternative standard (or the possibility of a waiver of the initial standard).

Further, for offering a premium differential between smokers and non-smokers, the rules added any such wellness plan would be providing an acceptable alternative to smokers who found it unreasonably difficult to quit by rewarding them for such things as trying a nicotine patch or attending a smoking cessation program. So you could say that you can breathe easy. 🙂

Activity-Only vs. Outcome-Based Programs

Under the “new” rules, the regulations further delineate health-contingent programs into two categories; activity-only and outcome-based programs.  As one might conclude, the activity-only programs would not require an individual to satisfy any specific outcome, but provides a reward simply for performing or completing activities related to a health factor.  Examples include exercise programs or participating in a health risk assessment, without requiring further action.  Outcome-came based programs, as one might guess, requires individuals to attain and/or maintain a specific health outcome, such as not smoking or achieving specific results in biometric screenings to qualify for a reward.

As before, participatory wellness plans do not have additional requirements to providing rewards to employees.  However, there continues to be an evolved version of the five specific requirements when rewarding individuals based upon health-contingent wellness plans, whether their activity-based or outcome-based programs.

  1. Eligible individuals must be given an opportunity to qualify for the reward at least once per year.
  2. Absent a program designed to reduce or prevent tobacco use, the reward may not exceed 30% of the total cost of employee-only.  If dependents are permitted to participate, the reward can be calculated on the basis of 30% of the cost of coverage in which the employee and any dependents are enrolled. In the case of solely offering a program designed to reduce or prevent tobacco use, the maximum reward amount is 50% of the total cost of coverage.  In instances where there are both a specific-outcome based program and a smoking cessation program, the total reward cannot exceed the 50% threshold.
  3. The program must be reasonably designed to promote health or prevent disease.
  4. For an activity-based wellness program, the full reward must be available to all individuals who are similarly situated.  In instances where it is either unreasonable due to a medical condition or medically inadvisable to attempt to participate in a required activity an otherwise reasonable alternative must be provided to attain the reward.  An employer may require verification from a physician the unreasonableness or that it would be medically inadvisable for the employee to attempt to satisfy regular participatory requirements.

For an outcome-based wellness program, the full reward must be available to anyone who does not meet the standard based on the initial screening measurement. An employer cannot have the alternative standard requirement to meet a different level of the same standard without additional time to comply.  If the employee’s physician joins in the request for an alternative standard, the physician may be involved in setting and adjusting a second alternative standard, as may medical necessity may require.

An alternative standard is not reasonable under either type of program unless the time commitment required to satisfy the standard is reasonable. If the alternative standard requires completion of an educational or diet program, the employer must assist the individual in finding the program, and the individual cannot be required to pay for the cost of the program. The alternative standard must accommodate the recommendations of an employee’s physician as to medical appropriateness.

The terms of the wellness plan must include the availability of a reasonable alternative standard to qualify for the reward and must be disclosed in all materials describing the terms of the wellness program. For an outcome-based wellness program, a similar statement must be included in a notice that the individual did not satisfy the standard. “Model” language is provide in the final rule.

 

 

Craig Ritland Landscape Architects Now RITLAND+KUIPER Landscape Architects.

Announcement of Company Name Change 

Craig Ritland Landscape Architects is now RITLAND+KUIPER Landscape Architects.

Mark Kuiper, who began working for the firm in 2003, has been named a principal in the firm. With over 14 years of experience in projects around the country, Mark has been involved in a diverse array of landscape developments including transportation improvements, educational facilities, corporate campuses, and athletic facilities.  He provides a comprehensive range of design and construction management services to our clients.  His background in civil engineering and diverse experience gives him the ability to apply a wide variety of technologies in the industry, including irrigation systems, sports fields, and storm water systems.  His interest in water quality and sustainable design led him to become accredited as a Leadership in Energy and Environmental Design (LEED) professional.

The company will continue to operate in its current location in the historic Black’s Building in downtown Waterloo and  mail and phone contacts will remain un-changed.  They will be launching a new website soon at www.ritlandkuiper.com.

Veridian’s Angela Weekley Among Recipients of Governor’s 2013 Volunteer Awards

 

 

Waterloo, Iowa: Angela Weekley, Community Inclusion Manager for Veridian Credit Union, was among the recipients to receive a 2013 Governor’s Volunteer Award from Governor Branstad during a special recognition ceremony June 25th in Cedar Falls.

The Governor’s Volunteer Awards program was created in 1982 as a small program only available to state government agencies. The awards now provide all Iowa nonprofit, charitable and government organizations with a way to honor volunteers with state-level recognition.

“Volunteerism is an important part of the state’s future and well-being,” said Governor Branstad. “I am honored to have the opportunity to recognize the people of our great state who continue the tradition of neighbor-helping-neighbor and work tirelessly to improve their communities.”

Weekley’s award was derived from the Individual Award category for her work mentoring in Waterloo schools for TeamMates. The goal of TeamMate’s mentoring program is to see youth graduate from high school and pursue post-secondary education

Veridian Credit Union, founded in 1934 in Waterloo, Iowa, is a not-for-profit financial cooperative owned by its members. The credit union offers a full range of consumer financial services and employs more than 560 Iowans throughout 26 branches, including 13 in the Cedar Valley. For more information, visit www.veridiancu.org or call (800) 235-3228.

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Lisa Rivera Skubal among members of Cedar Falls Community Main Street Board of Directors

Community Main Street Announces 2013-2014 Board

CEDAR FALLS, IOWA, June 19, 2013 – Cedar Falls Community Main Street has announced new Board of Directors members and the Executive Committee for 2013-2014.

Dawn Wilson and Pam Taylor are new members to the Community Main Street Board of Directors. Wilson and Taylor will serve on the board beginning July 1. On the 2013-2014 Executive Committee Ann Remmert will serve as President, Pam Taylor as President-Elect, Dave Deaver as Treasurer, Brent Johnson as Secretary, and Gretchen Behm as Past-President.

Additional board members are: Dave Schachterle, Ty Kimble, Sheryl McGovern, Julie Brunscheon, Lisa Rivera Skubal, Lea Ann Saul, Jodi Landau, Gregg Humble, Brandon Gray, and Ron Gaines. Liaison members are: John Miller, Jeff Sitzmann, Patrick Gibbs, Jane Messingham, Kim Manning, and Karen Smith.

The Community Main Street Board of Directors has the ultimate responsibility for the Main Street program. Their responsibilities are to educate, build consensus, stimulate the downtown economy through action, focus activity on the downtown, and maximize volunteer participation in the revitalization process. The board serves as a private sector advocate of downtown revitalization by promoting community involvement, acceptance, and commitment to the revitalization effort.

About Cedar Falls Community Main Street

Cedar Falls Community Main Street, Inc. is a volunteer, non-profit organization established in 1987. It is established to foster economic vitality while preserving and promoting the historic image and character of downtown Cedar Falls. Through the integration of business improvement, design, organization and development, and promotion into a practical management strategy, it creates a change in the downtown’s economic base. For more information, visit www.communitymainstreet.org or call (319) 277-0213.

 

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