Greenville Business Magazine 2010 June issue : Page 30
Back Row l-r: Emily Taylor, Greer High English teacher; Marvin Miller, Greer High TA in Special Education; Patty Troxel, Greer High Food Service Manager; Michael Keener, Greer High HVAC Control Technician; Bruce Mathis, Greer High Assistant Principal; Marion Waters, Greer High Principal; Gail Rimmer, Greer High Clerk. Second row l-r; John Tessier, Greer High Plant Emginerr; Alice Thompson, School District Bus Driver; front row, Dr. Phinnize J. Fisher, Greenville County Schools Superin- tendent Photo by Nill Silver Photography.
Greenville’s Hire Power
Brandy Woods Snow
Those of us who live, work and play in Greenville probably go through a normal day never pondering the largest employers in town. We rely on their products and services, yet never fully realize the depth of their influence in the county. They may employ a friend or family member or you. We see their names in our newspapers, telecasts and websites, and we’ve witnessed their stewardship and philanthropy, attending sponsored functions or working side by side their employees in charitable and civic roles. But rest assured, as a Greenville native, you know who they are, you’ve felt their presence, and you’ve seen their work. They aren’t just Greenville’s largest employers – they are local institutions with national presence. They fuel the economy, they ensure our quality of life, and they are preparing now for Greenville’s future.
Greenville Hospital System University Medical Center
With five medical campuses, two life centers, a convenient care facility and a plethora of physician practices under its umbrella, the Greenville Hospital System University Medical Center (GHS) significantly impacts employment and economic figures in Greenville and throughout the Upstate, providing jobs for 9,850 people and boasting a $1.4 Billion per year net revenue. Through its mission to “heal compassionately, teach innovatively, improve constantly,” the organization is taking healthcare to the next level – for patients and employees alike, says GHS President and CEO Michael Riordan.
Doug Dorman, vice president of Human Resources at GHS, says that despite a troubled economy and a few necessary layoffs along the way, the hospital system netted positive employment growth over the past year. “Though we faced approximately 50 layoffs due to the economy and a decrease in the volume of some practice areas, we did begin employing more physician practices as well as add new services, such as our MD360 Convenient Care. In total, we hired 1,571 people last year. That number, offset by layoffs, retirees, and normal departures, still garnered a net increase of 522 employees.”
Most notably affected by the economy was a decrease in the demand for services in several key areas. Dorman notes that many would-be patients simply put off medical attention if they had no health insurance. Decreases occurred in optional procedures like plastic surgery and knee and hip replacements, while the obstetrics and neonatal needs also decreased, as many couples opted to wait longer to expand their families in light of economic trepidation. GHS saw a significant slowdown in the turnover rate of nursing staff as many chose to postpone retirement. Dorman adds, however, GHS is still actively recruiting approximately 180 hospital positions at this time.
GHS employees are eligible for core benefits, including health, dental and retirement options. “With more than 14,000 people covered by our employee health insurance plans, GHS pays out more than $1 million every week on claims,” says Dorman. The hospital has taken an active role in assisting their employees maintain healthy lifestyles through weight loss, smoking cessation and exercise programs.
Employees can also take advantage of the hospital’s education reimbursement program, which pays up to $4,000 per year for employees to further their education in the pursuit of internal promotion. With both medical and educational focus areas, GHS offers employees a variety of career choices, from doctorates to research to management.
The hospital allows employees to transfer between statuses, from part-time to full-time and vice versa, for utmost flexibility in achieving work/life balance. “Working in an organization of this size, you can experience a different side of things and even move back and forth seamlessly. With our smaller community hospitals and our larger academic campuses, we offer employees a variety of settings in which to work and grow professionally,” says Dorman.
Employees are not the only beneficiaries of the GHS presence, as Greenville County has experienced tremendous economic impact due to their operations. In an October 2007 Clemson University Research Report “Contributions of the GHS to the Economies of Greenville County and the SC Upstate,” economic impact was explored for the private and public sectors, reported as follows:
Private Sector
•Impact mainly from payroll spending by GHS employees and through the procurement of materials, suppliers and services by GHS.
•Total direct spending for payroll purchases in Upstate region was $510.3 million
•Indirect impacts from direct spending results in a $761.1 million total income contribution
Public Sector
•Counting state income tax paid by GHS employees and other state and local taxes paid by supply chain businesses and their employees raises total state and local public revenue from GHS-related activities to over $57 million in the region and $44 million for GHS-related activities in Greenville alone
The report also noted that spending by GHS and employees resulted in 6,693 additional Upstate jobs with 5,400 of these as indirect jobs in Greenville County.
In order to maintain this economic momentum, GHS is actively preparing today for the development of tomorrow’s GHS staff. “It is critical that we connect with our academic partners, from the K-12, undergraduate, and graduate levels,” says Dr. Brenda Thames, vice president Academic Development. “GHS must address workforce shortages, retooling of the current workforce, and education of future generations.”
GHS critically examines healthcare models nationwide in order to establish goals that will align the hospital with national priorities. They are planning for the possibility of a four-year medical school and are focused on training the best and brightest and retaining them in the Upstate. Steeped in training with much more hands-on experience and interpersonal skills, students will be prepared to learn and practice to meet the growing demands of healthcare. A pharmacy program is also slated for 2011 and a CRNA program just opened, currently serving 6 students with plans to double in size by 2011. The GHS Medical Experience Academy has been established to provide high school seniors and eventually undergraduates an intense learning experience in healthcare careers. These first-hand learning environments are vital in ensuring the success of tomorrow’s medical professionals at GHS and beyond.
Greenville County School District
With 8,838 total employees, 4,864 of whom are teachers, Greenville County is the nation’s 51st largest school district. Employees work throughout the district in more than 100 schools, centers and offices, and their impact is apparent. Ninety-eight percent of teachers are “highly qualified” by the standards set forth in No Child Left Behind, and there are more National Board Certified teachers (562) than in 29 other states. GCSD teachers average 11.9 years experience with more than 60 percent earning a Master’s degree or higher.
The district has faced major hurdles during the past year and going forward into next year as funding has dropped in light of significant state budget cuts. Director of Communications Oby Lyles says that despite such challenges, the school district managed to retain most teachers. “Some of our classified personnel, including clerical and other support staff have lost jobs due to economic cutbacks but teachers have been able to move to other schools with vacant positions due to retirements.”
Ninety percent of the general fund budget pays for GCSD employees and the proposed 2010-11 budget will likely bring more challenges for the school system, including a total budget that is 13 percent less than 2008-09 while serving 1,543 additional students.
District employees receive state health, dental plans, and retirement pensions and other a la carte insurance options. GCSD promotes continuous professional development for all employees and provides courses and training through a summer academy and other offerings. All teachers are required to earn a minimum of 120 renewal credits every five years via college credit hours and professional development courses offered through the district.
GCSD counts employee jobs as one of the most critical ways they impact the Greenville County economy. “We have an estimated payroll of $362 million with a significant portion funneled back into the economy through the employees themselves,” says Lyles. “Additionally, the district purchases a significant portion of supplies locally from vendors right here in the Upstate.” The school system directly impacts the future of Greenville by providing the highest quality in public education, receiving notoriety, such as 13 National Blue Ribbon Schools, 20 Carolina First Palmetto’s Finest Schools, 50 Red Carpet Schools and eight Newsweek’s Best High Schools.
Despite any economic struggles, GCSD has established strategic goals going forward, including ensuring quality personnel in all positions. Recruiting events and constant communication with college deans help the district target graduates every December and May. GCSD’s infrastructure is a major draw for young teachers. “Our school designs are not “cookie-cutter” but site-based on student needs,” says Lyles. “Cutting-edge technology and up-to-date buildings are appealing to young educators and make each school in our district a great place to teach.”
Michelin North America
Michelin has its headquarters, R&D center, 3,300-acre test track and six major manufacturing plants in the Upstate and, as South Carolina’s largest manufacturer, employs nearly 8,000 people and has over 2,500 retirees in the state. The company’s core values are based on respect for the people who make, use and live with Michelin products and services. “Michelin’s goal is to engage its employees in meaningful and productive work that helps to improve road transport and build sustainable mobility for the future,” says Michael Fanning, vice president of Corporate Affairs.
Overall in 2009, Michelin North America hired 673 people, 249 of them in S.C. to fulfill positions open as a result of normal attrition and retirements. While 2009 was challenging economically, Michelin worked diligently to control costs and maintain employment. Michelin reported no layoffs, reductions in force or closures last year in S.C., though several plants did reduce hours to match decreasing demand.
“Approximately 50 percent of our workforce will be retirement-eligible in the next 5 years, and Michelin is excited about the opportunity to add new talent from variety of backgrounds going forward,” says Fanning. “Economically, we are cautiously optimistic for 2010 as demand in our plants return to normal levels.”
Michelin employees are offered competitive salaries and a full range of benefits, including participation in defined contribution pension plans as well as a separate 401k with employer-match and additional employer-only discretionary annual contributions. According to Fanning, Michelin also offers its employees one of the most progressive health insurance plans in the country. “The Choose Well, Live Well plan focuses on health management and wellness to improve overall health through lifestyle choices.” Michelin was one of 69 companies recognized nationally in 2009 by the National Business Group on Health as a “Best Employer for Healthy Lifestyles.”
Additionally, Michelin offers its employees a variety of online, project-based and classroom learning opportunities via its in-house training department and support programs to earn advanced degrees through accredited colleges and universities.
While Michelin measures its impact on the state level, its largest footprint is here in the Upstate. Each year, Michelin pays wages of more than $500 million to S.C. employees with another $200 million in benefits. Retirees receive nearly $80 million in annual payments. The company pays $24 million in withholding taxes with approximately $16 million in other S.C. taxes. The company purchases $500 million in goods and services annually from S.C. suppliers and has invested more than $2 billion in R&D and another $2.8 billion in capital expenditures in S.C. since 1990.
Incentive-wise, Michelin has entered into FILOT (fee-in-lieu-of-taxes) agreements with several counties in S.C.
Looking ahead, Michelin is actively recruiting throughout S.C., the Southeast and the nation. AARP has named Michelin one of the “Top 50 Employers for Employees Over 50” for their recruitment efforts in all points of career development. In 2009, they established the Michelin Development Upstate program to encourage entrepreneurs from disadvantaged or minority backgrounds to establish sound business ideas in the region. Also began in 2009, the Michelin Challenge Education program provides volunteers, tutors, and other support to public school partners. “With our ‘hometown’ focus, Michelin is encouraging job growth and economic development at every level,” says Fanning. GBM
4 Bon Secours St. Francis Health System 3,500 Employees
5 SC State Government3,347 Employees
6 General Electric Co. 3,200 Employees
7 Fluor Corporation2,100 Employees
8 US Government1,815 Employees
9 Bob Jones University1,795 Employees
10 Greenville County Government1,627 Employees
Previous Page Next Page
Publication List
