Coping with Chronic Uncertainty

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Written by Jon Novello LMSW, ACSW, a Counselor with MSU’s Employee Assistance Program

Uncertainty. Along with pods, social distancing, and “you’re on mute,” uncertainty has become one of the buzzwords of this global pandemic. That’s for a good reason. We are living in a state of chronic and ongoing uncertainty. The reality of COVID-19 and our ongoing, evolving response to it continues to impact the everyday lives of every human on the planet. Many of us feel out of control in a world where our future is unclear and unpredictable.  

And we really don’t like to feel out of control. We find uncertainty hard to cope with even in the best of times. According to Dr. Christine Carter, a Senior Fellow at the Greater Good Science Center and author of The New Adolescence: Raising Happy and Successful Teens in an Age of Anxiety and Distraction, humans “crave information about the future in the same way we crave food, sex, and other primary rewards. Our brains perceive ambiguity as a threat, and they try to protect us by diminishing our ability to focus on anything other than creating certainty.”  

Think about that: our brains perceive ambiguity as a threat. When faced with a situation where we can’t know what will happen next or how things will turn out, we feel threatened, afraid of the unknown future. To deal with this fear, we begin to seek out more certainty to convince ourselves that things will be ok. We look for answers, information, reassurance from some external force that can tell us that things will work out so that we can feel better. 

That’s what many of us are looking for right now: an answer to make us feel better about the pandemic. An example of this is how frustrated many people feel about the science of COVID-19. To satisfy our feelings of insecurity in so much uncertainty, we want science to be clear and definitive — to tell us how long this will last, what we need to do to keep ourselves and our loved ones safe, and when exactly a vaccine will be available so that things can “go back to normal.” But science is ever- evolving, and new information gained sometimes means that we have to adjust our understanding of reality. If we look for definitive answers when we are still researching the problem, we may end up feeling overwhelmed and hopeless.  

As Dr. Carter points out, “sometimes — maybe always — it’s more effective not to attempt to create certainty.” Seeking more certainty when we are surrounded by so much unknown leads us to constantly try to control that which we can’t control, which results in more anxiety, not less. Instead, what tends to help us get through moments like this is learning to live with ambiguity. 

To that end, here are six strategies to help you navigate a world that is so uncertain. 

  1. Make your health a priority. Invest in your wellbeing right now. It’s easy to focus our attention and care on other people, especially those of us who are caregivers and fixers. But, that attention to others still costs us, in energy and resources. If we aren’t taking care of ourselves, then we run out of juice at some point, and that can lead to more intense feelings of anxiety and depression. 

    Make sure that you’re getting enough sleep (or at least rest). Eat well to nourish your body. Spend time with your friends in creative ways. Play, read, listen, dance, sing, run, hug, love. These things fill us up and rejuvenate us, but they are easy to neglect.
     
  2. Exhibit compassion, patience, and grace. Many people are struggling right now, and that emotional toll can sometimes play out in how they interact with you. You may notice that some of your coworkers have shorter fuses than they might typically have. An employee at a local business you like may not be as attentive to you while providing you service. This is normal during a time like this.

    It is important to try to interact with others from a position of empathy and curiosity. If someone is having a hard time, rather than complain about them, try to wonder what might be going on in their lives that is making it hard for them to be pleasant. That doesn’t mean that you have to tolerate bad behavior. There are times when we need to set clear limits with others. But we can do that from a position of compassion and grace. 
      
  3. Explore the concept of acceptance. This can be tricky. This doesn’t mean to simply resign yourself to the bad stuff. Rather, acceptance allows us to look at the world as it is, rather than as we wish it would be. When we focus on what we’d rather see, we observe the world from a state of resistance, where our attention stays solely on what’s wrong and why it shouldn’t be this way. It might be easy for me to spend hours dwelling on why people aren’t wearing masks properly in downtown East Lansing. While I might be able to come up with countless reasons that prove that my thoughts are correct, this doesn’t do anything to change those people’s behavior, nor does it stop the spread of COVID-19. Rather, it keeps me in a position of anger and hopelessness, which affects only me. 

    Acceptance, on the other hand, allows me to approach the problem from a place of openness, curiosity, and creativity. Given that people are not wearing masks, and given that I am concerned about the spread of this disease, what can I do about it at this moment? Acceptance points our attention in a specific direction, toward what is possible, rather than what is not working.
     
  4. Notice what you can control, and work to accept what you can’t. Here’s something that we know to be true: we tend to do worse psychologically when we focus our attention on things that we can’t control; and we tend to do better when our attention is focused on things we can control. That seems like an easy concept to understand, but it’s hard to do sometimes. Dwelling on those things that are out of our control can be so compelling. But it can lead us to feeling overwhelmed and out of control. Plus, the reality is that we have no control over most of the world around us. 

    When we focus on what we can control, it allows us to feel more in control. I can’t control who wears masks and who doesn’t, but I can control what I choose to do when I walk downtown. I can’t control whether someone is snippy with me at work, but I can control how I respond to that person. I can’t control whether people share the same political view as me, but I can control how I show up and whether I vote. I can’t directly control whether oppression or injustice is happening, but I can control how I stand up to it. We can control how much we are doing to take care of our minds, spirits, and bodies.
     
  5. Be more present. “The opposite of uncertainty is not certainty; it’s presence.” When we try to create more certainty, we try to control the future. We are trying to make things work out in the way that we’d prefer. But, again, we typically have so little control of most things that it can lead to feelings of anxiety and frustration. Rather than trying to seek more certainty, we could instead focus on the present, which is the only place where we have control. 

    Remember that we do better when we feel in control. When your brain slips into imagining a scary and unknown future, bring your attention to your breath. From there, check in with yourself, asking what you need right now to feel ok. What is happening right now? What is possible right now? What do I need right now?
     
  6. If you need help with any of this, get help. If you are struggling and wondering if you need assistance, reach out and ask for help. There are plenty of resources available to you. As an MSU employee, you have access to six sessions of free, confidential counseling through the Employee Assistance Program (EAP). For people that need more than six visits, the EAP will be able to provide you with referrals to local therapists that are in- network with your insurance plan. In addition, there are many other resources available through MSU, and in the larger community. Feel free to look over this guide for more information about what resources are available to you. 

If you would like to learn more about EAP services or would like to get in touch with a member of the team, please call 517.355.4506, send an email to eap@msu.edu or visit eap.msu.edu.

Sources

Carter, C. (2020). The New Adolescence: Raising Happy and Successful Teens in an Age of Anxiety and Distraction. Dallas, TX: BenBella Books.

MSU Resources to Help you in the Fight Against Breast Cancer

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Written by MSU Health Care and updated on October 10, 2022

Do you know about the services available at MSU to help in the fight against breast cancer? Breast Cancer Awareness Month is a great time to familiarize yourself with the resources available at MSU and the greater Lansing area. MSU Health Care offers access to specialists in high-risk assessment, genetics, imaging, surgery, treatment centers, and therapy to help at every stage of the fight.

MSU Health Care providers include an experienced team of board-certified or board-eligible radiologists, oncologists, and surgeons specializing in breast cancer and breast diseases. Further, our doctorate nurse practitioners assess high-risk breast conditions and provide genetic testing, social workers, and other support services. Through these clinicians, you and your family have access to personalized treatment based on the latest clinical and research data available, research through the Big 10 Cancer Research Consortium, and exceptional surgical reconstruction options.

In addition, the MSU Health Care at McLaren Greater Lansing Breast Imaging Center, located on the third floor of the McLaren Greater Lansing Outpatient Care Center is mid-Michigan’s leading provider of high-quality diagnostic imaging services, including:

  • 3D and 2D Mammography
  • Diagnostic Ultrasound with elastography
  • Bone Density tests
  • Breast Biopsies

While prevention is the first step in the fight against breast cancer, the next step after diagnosis is to ensure you have access to the best resources possible. The Karmanos Cancer Institute at McLaren Greater Lansing provides everything from chemotherapy education and clinical trials to advanced radiation therapy. The oncologists with Karmanos Cancer Institute at McLaren Greater Lansing specialize in cancer therapeutics. They work closely with other health professionals, including surgical oncologists, radiation oncologists, and pathologists, to design personalized treatment plans based on the most recent clinical and research data.

MSU Health Care Surgery is another resource for you, with the area’s only fellowship-trained, board-certified or board-eligible surgeons and advanced practice provider team specializing in breast surgical oncology. The MSU Health Care Surgery team utilizes state-of-the-art skills and techniques to provide a wide range of services. These services include genetic counseling and testing, breast cancer high-risk assessment, and the management of breast cancer with surgical and non-surgical options.

And with any care plan, comprehensive rehabilitation is essential to your follow-up care. MSU Health Care Physical & Occupational Therapy offers everything from post-mastectomy and lumpectomy rehab to exercises, bandaging, garment recommendations, and proper skin care.

Wherever you or your loved one find yourself in the fight against breast cancer, whether prevention, in the middle of your care plan or therapy, your partners at MSU Health Care are here to support you at every stage. Call 517-975-2695 to schedule your mammogram or 844-678-7883 to connect with any of the MSU Health Care services.

Who will work together in the fight against breast cancer? SPARTANS WILL.

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Workforce Planning during the Pandemic and Beyond

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Written by Jennie Yelvington, MSW, ACSW, Program Manager, MSU HR Organization & Professional Development

While it was true before the pandemic, it is now abundantly clear that we need to examine the way we do work, the structures that support it, and the skills needed to be successful. It is not uncommon for structures and processes to stay the same for many years, even though the work has expanded or changed. This generally results in high performers picking up additional work, ineffective workflows, and dropped balls due to inadequate expectations or skills. It also contributes to burn out and low morale as some are overworked, others appear to contribute very little, and new employees are often disappointed as the work they are doing does not match their promised job descriptions. This situation calls on leaders to ask the questions: What has changed in the last several years? What does the work entail today? Do our current roles and structure support that work now and into the future?

Here are some points to keep in mind as you evaluate your organization:

  • Start with mission, vision and strategic plans as the foundation for your work. Examining the priorities for your area of work, your department or college, and the university at large helps to ensure alignment and that you are building something sustainable.
  • Consider changes that have occurred. Has the department or college grown or the work shifted? Is there new technology being utilized and/or new data collection? Is there a new leader in place with new expectations? Do you have a role in new university or college initiatives that would impact workloads or work needed? Have positions and practices changed to meet that need or does it just keep getting cobbled on to the existing structure?
  • Review current work. What work is being done today, by whom, and what are the pain points?  Have position descriptions been updated to reflect actual responsibilities? Are responsibilities grouped in a way that makes sense? Do some people have incredible workloads while others carry very little? Does the work being done align with the stated priorities? What work can be done remotely and what requires employees to be onsite? Are there glaring inefficiencies and risks with the current structure and assignment of duties? Include your people in the effort, as they will likely be a wealth of information about what is working well and where the gaps are. Engaging a cross-functional team for the analysis can help to ensure that you are getting a systemic view with reduced bias.
  • Consider upcoming changes. Identify any anticipated variables that could change the work that is needed in the future. Where are opportunities to innovate? Will new technology be adapted in the next couple of years? Is there a new executive coming in who may have new priorities that you need to be prepared for? Has a new, large research grant been awarded that will need to be maintained and accounted for? How will these changes impact the day-to-day work?
  • Analyze possible changes to workflow, structure and positions. Work with MSU HR to review what positions and structures make sense going forward, rather than just filling open positions. Design your structure, not only for efficiency, but for resilience and responsiveness. For example, one college identified that they increased their number of events by 300% in the past few years. No one was clearly identified to manage that new work and so several staff just picked up pieces of it, which took them away from their other priorities. When a position opened, they decided to repurpose the role to a new Event Planner position that would meet their needs. The people who had previously been doing parts of the work could then serve as back up for that role.
  • Evaluate skill gaps that will be barriers to moving forward. Organizations “also face a learning curve as managers figure out how to lead their teams virtually as they build social capital and how to maintain cohesion without the benefit of informal coffee, lunch, or corridor chats. As companies contemplate returning to the workplace, a new set of skills is also likely to emerge for the transition“ (McKinsey, 2020). You can utilize this list of questions as you develop learning plans for each of your staff. Remember, you make these workforce plans based on the work that needs to be done, not on what tasks people prefer to complete. It’s great when those two things align, but ultimately the work needs to get done. Create a plan to help individuals and teams strengthen their behavioral and technical skill sets, establish clear expectations, and hold people accountable. Building new skills not only helps the unit but the individual strengthens their career prospects as well.
  • Communicate often. Make sure you are keeping people updated as changes are made, explaining why they were needed and the gains you hope to achieve. Check in frequently to see how individuals and teams are doing with the changes, looking for any tweaks that would be helpful or additional support needed.
  • Adjust any practices, processes or policies that will be impacted by the new structure. Workflows may be different after staffing changes. Not only should that be clarified within your area, but with other stakeholders or customers who may need that information. Will forms be submitted to someone new, is there a process change that others will need to abide by? Does it affect any project plans? While doing that analysis it is also a great time to document and improve processes as you go. Look at this systemically to avoid items falling through the cracks.

As flexible work arrangements, remote learning and tight budgets continue to impact how work is done, it is up to leaders to create plans to address those needs in ways that are thoughtful, adaptive, and allow employees to be responsive to changing situations. “Gartner research shows many employees want to be responsive, and believe they know how to be, but a huge amount of work ‘friction’ stands in the way.”  They define “friction” as misaligned work design, overwhelmed teams, trapped resources and rigid processes.  Gartner found that “two-thirds of employees are hacking their work to get around these obstacles, and that’s costing organizations time, money and energy” (Wiles, 2020). Together with your team, you can set a path so that all can be more effective and adaptive going forward.

Sources:

McKinsey & Co. (2020, May 7). To Emerge Stronger from the Covid-19 Crisis, Companies Should Start Reskilling Their Workforces Now. Retrieved September 30, 2020 from https://www.mckinsey.com/business-functions/organization/our-insights/to-emerge-stronger-from-the-covid-19-crisis-companies-should-start-reskilling-their-workforces-now.

Wiles, J. (2020, September 23). Design Work to Help Employees be Responsive. Retrieved September 30, 2020 from https://www.gartner.com/smarterwithgartner/design-work-to-help-employees-be-responsive/.

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2021 Jack Breslin Distinguished Staff Award Call for Nominations!

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Remarkable, dedicated and hardworking are just some of the words used to describe the Jack Breslin Distinguished Staff Award Recipients. The Jack Breslin Distinguished Staff Award is presented annually to six university support staff members, hand-selected by the Selection Committee from nominations received by the recipients’ colleagues.

The award is named in honor of Jack Breslin, who served Michigan State University as a student leader, honored athlete, top administrator and steadfast advocate. His strong and innovative leadership played a pivotal role in MSU’s growth and development as the nation’s premier land grant institution.

One of the 2020 award winners, Shannon Davis, had this to say about receiving the award:

“I am humbled and incredibly honored to receive this award. I absolutely love what I do and am lucky to have found my calling in Human Resources and training.  It is extremely rewarding to lead the Human Resources operations in the College of Social Science. It is my goal to minimize the complexity and maximize the efficiency of the HR process so faculty and staff may focus on what is important – shaping the hearts and minds of our students and maintaining high productivity in world changing research. To be recognized for what I do and my small part of this effort is truly the highlight of my career.”

Nominations are now open for the 2021 award. Criteria for selection of recipients include overall excellence in job performance, supportive attitude and contributions to the unit or university that lead to improved efficiency or effectiveness, and valuable service to the university.  Review the nomination form for further details. The nomination form and accompanying materials are due October 3o, 2020. Contact MSU Human Resources with any questions at 517-353-4434.

Strategic Thinking in Turbulent Times

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Written by Jennie Yelvington, MSW, ACSW, Program Manager, MSU HR Organization & Professional Development 

Strategic thinking has always been an important leadership skill, but as we make our way through the pandemic, it is a must. â€œA danger for many organizations is that in the rush to get back to business, managers will reinforce yesterday’s way of doing business when the world around them has changed. The challenge therefore for managers is to develop a clear view of what they need to change, why, and when” (Healey, May 2020). The temptation when stress and uncertainty are high is to grasp on to what you know. If instead you can embrace the unknown and expand your thinking, you’ll be further ahead.  

Fortunately, our brains are designed to help us with this. In normal times our brains work on default mode, with our routines and ways of doing work flowing without much conscious thought on our part. In times of upheaval, it is a different story. When your brain can’t make sense of the environment “it scours our surroundings, trying to connect the dots between ideas that were right in front of us all along, but that we just never noticed before” (Tasler, May 2020). It is precisely in these disorienting periods of fear, frustration, and loneliness that we can see everything with new eyes, lending itself to new opportunities.  

From Crisis to Strategy 

“Turning attention to the short term is no doubt essential to survival as we work our way through this crisis. However, at some point soon leaders need to turn their attention to the future state. Leaders need to actively start to assess the external environmental forces at work today that will shape their industry structural ecosystem tomorrow” (Hodes, May 2020). 

Here are some big picture questions to consider ensuring you have the right business model and capabilities for the post-pandemic era:  

  • How will higher education change? 
  • Will new funding sources be needed? 
  • Will customers and stakeholders require new or different ways to connect? 
  • What level of working remotely will be the new normal? 
  • How much faster will some segments of the university grow while others struggle? 
  • What do we as an organization do particularly well, and how can we deploy that capability to serve unmet needs?   
  • What existing or new technologies will be critical? 

As you ask yourself these questions, be sure to invite your colleagues into the conversation. Getting diverse viewpoints, experiences and perspectives strengthens the opportunity for creativity and ingenuity. The strategic choices we make today will be incredibly important as we emerge from this crisis so “take time to look across the internal boundaries of your organization and talk to colleagues who are in close contact with customers, suppliers, and emerging technologies. Now is the time to widen your information channels” (Healy, May 2020). 

Here are some additional tips to consider as you move forward: 

1) Upskilling may be needed. For a workforce to be agile, they need to possess the right skills and be empowered to utilize them. Strategic employee development is more important than ever, and that includes not only classes, but experiential opportunities that let employees spread their wings, test their skills, and make decisions. As a formal leader, you need to make sure that those granted decision-making authority have business acumen and understand the organization enough to make wise decisions, and have the needed leadership skills to bring ideas forward effectively. 

2) Reassess business priorities, given the new world. Look at your goals from last year. What worked well? What is no longer applicable? What have we learned? What will continue to be important going forward? What new priorities do we have given the situation and its impact? 

3) Don’t stay stuck on what was. Learn from the past and put energy into your vision of a different future.(Nevins, August 2020). 

  • What opportunities might exist in the industry? 
  • Based on what we know now, why have past strategies worked—not worked?  And can we re-frame how we think about the future based on those insights? 
  • What strategies have not been tried?  Why not? 
  • What do we as an organization do particularly well, and how can we deploy that capability to serve unmet needs?  (Especially if that skill or capability is hard for others to copy.) 

4) Think differently. Instead of thinking logically, practice thinking analogically, drawing lessons from one setting, and applying them to another. Going with the tried and true methods may not get you where we need to go now. Increased collaboration and thoughtful risk-taking may be in order.  

There is no doubt that this is a time of incredible challenge, while also one of tremendous opportunity. In order to be able to think strategically to effectively meet these challenges, it is imperative to assure that you are taking good care of yourself. These are not normal times, and it is easy to feel overwhelmed and off-center. Keep doing the things that you know can help you to be at your best: getting enough sleep and exercise, eating healthy food, connecting with friends and loved ones, all can help us to access the stamina and creativity needed as we move forward. None of us will be perfect, but together we can meet the needs of today while building an exciting future for MSU. 

Sources: 

Healy, M. (2020, May 28). Strategic Thinking in a Crisis. Retrieved September 16, 2020 from  

https://www.forbes.com/sites/alliancembs/2020/05/28/strategic-thinking-in-a-crisis/#17ce3a4e6be5

Hodes, B. (2020, May 8). Strategic Thinking for a Post-pandemic Era. Retrieved September 16, 2020 from  

https://cmiteamwork.com/blog/guest-blog-strategic-thinking-for-a-post-pandemic-era/

Nevins, M. (2020, August 12). It’s Time to Re-Set Your Strategic Thinking Post-Covid. Retrieved September 16, 2020 from https://www.forbes.com/sites/hillennevins/2020/08/12/its-time-to-re-set-your-strategic-thinking-post-covid/#23f3263f3801 

Project Management Institute. (2020, August 31). Change Makers Step Up During the Pandemic. Retrieved September 16, 2020 from 

https://www.reuters.com/sponsored/article/change-makers-step-up

Tasler, N. (2020, May 5). Is the Pandemic Making You Smarter? Retrieved September 16, 2020 from 

https://www.psychologytoday.com/us/blog/strategic-thinking/202005/is-the-pandemic-making-you-smarter

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Reminder: enroll in, change or cancel voluntary vision, legal and critical illness insurance during Open Enrollment

Published on by Megan MacGregorLeave a comment

The MSU Benefits Open Enrollment period in October is an opportunity for you to review your benefit options and make any changes necessary for the upcoming plan year. While you may be aware you need to review your health and dental benefits, some voluntary benefits also only allow you to enroll in, change or cancel during Open Enrollment. These include VSP vision insurance, ARAG legal insurance, and MetLife critical illness insurance.

If you’re interested in enrolling in these benefits, need to make changes (like adding a dependent or switching to a different plan) or cancel your enrollment for the 2022 plan year, you must do so in October. If you’re currently enrolled in one of these voluntary benefit options and you do not make any changes, your enrollment will continue in 2022 with the exact same coverage.

How to Learn More, Enroll in, Change or Cancel Voluntary Benefits

Find a brief description of these voluntary benefits below. You can enroll in, change or cancel these optional benefits via the voluntary benefits portal at MSUBenefitsPlus.com. For additional information on these voluntary benefits, please review the appropriate Open Enrollment guide: Support Staff Open Enrollment Guide or Faculty/Academic Staff Open Enrollment Guide.

VSP Vision Insurance: Vision insurance can help with the cost of glasses and contact lenses for you and your family. VSP offers two plan options: the standard coverage plan or a premium coverage plan with an additional enhanced eyewear option of your choice. You can view a plan summary sheet with basic information about the two plan coverage options and rates in the voluntary benefits portal.

MetLife Critical Illness Insurance: Critical illness insurance gives you extra cash in the event you or covered family members experience a covered illness (view the plan summary on the HR website for a list of covered illnesses). This money can be used to offset unexpected medical expenses or for any other use you wish. You can view a plan summary sheet with basic information about the plan coverage and rates in the voluntary benefits portal.

ARAG Legal Insurance: Legal insurance gives you access to legal assistance in a wide variety of situations when you need it without worrying about the costs. The legal plan offers expanded and/or enhanced benefits, such as insurance claims, divorce, home equity loans, refinancing and elder law. ARAGÂź legal insurance excludes most pre-existing legal issues and business-related matters. You can view a plan summary sheet with basic information about the two plan coverage options and rates in the voluntary benefits portal.

Questions? You can learn more about, enroll in, change or cancel voluntary benefits in the voluntary benefits portal at MSUBenefitsPlus.com. Learn about all your benefits options on the Open Enrollment HR website page. If you have questions, consider participating in the Virtual MSU Benefits Fair or an HR Site Lab. Additionally, the HR Solutions Center is available for questions at SolutionsCenter@hr.msu.edu or 517-353-4434. Please note there are no walk-ins to the HR building at this time.

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Happy National Online Learning Day!

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September 15 is National Online Learning Day! Online learning provides convenience, flexibility, and personalization for all learners. Did you know MSU offers a variety of online learning opportunities for all faculty and staff? With MSU employees completing their learning and development from a variety of work locations, easy access to these resources is more valuable than ever.

Live, Online Courses

Whether you’re looking to learn skills to advance your career, feel more confident with applications like Zoom, or hope to develop strategies to better nurture your health, MSU has online learning opportunities available.

Organization and Professional Development Classes: A wide variety of courses are available for registration in EBS around topics including Leadership, Communications and Customer Service.

IT Training Classes: Take advantage of free sessions designed to help you successfully utilize critical digital applications like Zoom, Microsoft Teams, OneNote, and OneDrive. Multiple classes are offered, including an overview of Spartan (Microsoft) 365 products and sessions dedicated specifically to individual applications.

Health4U Classes: Open to MSU faculty, staff, and their spouses/partners, Health4U offers a wide variety of courses to support your health and well-being. Programs starting soon include ERGO 100: Intro to Ergonomics, Increasing Your Psychological Flexibility, Recognizing Burnout and Mapping Your Stress Response and more.

elevateU Resources

Get 24/7 access to self-paced online resources including books, videos, courses, and more via elevateU. 

Access elevateU here or log into EBS and look for the “elevateU” tile under the “My Career & Training” tab. You can access elevateU from your computer or through the Skillsoft Learning App for Android and iOS devices.  

There are programs that cover leadership, IT & desktop, business, finance, human resources, change management, project management, interpersonal skills and so much more. Resources are available in a variety of formats: 

  • Video-based and interactive courses 
  • Videos 
  • Books 
  • Resources to prepare for various professional certifications 

Watch the following video for a general overview of the resources available to you and how to access them:

Need help navigating elevateU? Click here for an additional video on how to use the search function and navigate through the resources available. 

Utilize the resources as reference tools to help answer your day-to-day job questions or as part of your ongoing personal and professional development. Many of the courses are even approved for Continuing Education credits! Remember, all elevateU courses are available to current staff and faculty at no charge.  

Happy National Online Learning Day!

Convenient Care: Take Advantage of These Great MSU Health Care Services

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Written by Rebecca Himmelstein, MSU Health Care

The availability of health resources that are close to home matters now more than ever. MSU Health Care has extra safety measures in place to help keep every Spartan healthy, and MSU employees can take advantage of many options from the safety of their own home.

New Pharmacy Location

This September, MSU Health Care is excited to announce their new pharmacy location opening on the first floor of the Eyde Building. MSU patients, faculty, staff, students and retirees will soon be able to fulfill their pharmaceutical needs in the new pharmacy location at 4660 South Hagadorn Road in East Lansing. This space is larger, allowing for upgraded features and expanded over-the-counter products and common vaccinations available by appointment. Free delivery is also available for patients within 30 miles.

To learn more about the new pharmacy, visit MSU Health Care’s website.

Flu Vaccinations

MSU Health Care Pharmacies are now administering flu shots for the 2021 season. Two types of vaccinations will be available: the standard flu vaccine and the high dose flu vaccine for individuals ages 65+. A valid insurance card is required at the time of the visit. Patients can receive a flu shot in the pharmacy or at one of several drive-thru vaccine events.

To receive a flu vaccine at the pharmacy, patients must be 18 or older and complete a screening form. In-pharmacy vaccines are by appointment only. Customers should call the pharmacy at (517) 353-4930 to set up an appointment.

MSU Health Care Pharmacies will also be hosting several drive-thru flu vaccine events this fall located at the MSU Pavilion on Farm Lane. No appointment is necessary for the drive-thru events, and flu vaccines are covered under most insurance plans.

The drive-thru events are scheduled as follows:

  • September 23–24, 8am to 4:30pm
  • October 14–15, 8am to 4:30pm

For more information about the drive-thru events and to download the vaccine consent form, visit MSU Health Care’s Pharmacy site.

Diagnostic Imaging

Did you know MSU Imaging Services offers state-of-the-art diagnostic imaging right on MSU’s campus? Patients can have all of their imaging needs taken care of in one location with easy and convenient parking. Their expert team of care providers offer quick and accurate results with many appointments available within 48 hours. All patients are welcome to utilize the following services:

  • MRI
  • CT
  • PET
  • X-ray
  • Ultrasound

For more information and to schedule an appointment, visit MSU Health Care’s Imaging page.

Telehealth Visits

If you’re still hesitant to see your provider in-person for appointments, many MSU Health Care clinics are offering telehealth visits for new and current patients. MSU providers are trained to address your health concerns through a virtual visit from children’s sick visits to neurological MS care. Ask your provider if a telehealth visit is right for you.

Visit MSU Health Care’s Telehealth page to learn more about how a virtual visit could work for you and your family.

As MSU continues to function primarily remotely, the availability of health resources close to home such as flu shots, imaging services and telehealth visits matters now more than ever. For more information on any of the services mentioned above, reach out to MSU Health Care at (517) 353-1855 or visit healthteam.msu.edu.

Increase to Benefit Level for Optional, Employee-Paid Life and Accidental Death and Dismemberment Insurance

Published on by Megan MacGregorLeave a comment

Effective for the 2021 plan year, the benefit level for optional, employee-paid life insurance and accidental death and dismemberment (AD&D) insurance will increase to 1 – 10 times your annual salary (previously, it was available from 1 – 8 times your annual salary). There are also various levels of coverage available for your spouse/other eligible individual (OEI) or dependents.

Please Note: these changes are applicable to optional, employee-paid life and AD&D insurance only. MSU offers you several different types of life/accident insurance plans, which you can learn more about on the HR website.

MSU benefits-eligible employees can enroll in, change or cancel these optional benefits for the 2021 plan year during Open Enrollment in October. Use the following information to help you decide if these benefits are right for you and your family. You’ll also find information to help you calculate your monthly costs if you decide to enroll in one or both options.

Optional, Employee-Paid Life Insurance

Life insurance can provide a lump-sum payment to beneficiaries upon the insured’s death. Optional, employee-paid life insurance is available to all regular full- and part-time (50% or more) employees, as well as to your spouse/OEI and dependent children. There are various levels of coverage, and the cost of the plan varies according to the plan selected.

How to Calculate Your Monthly Cost: find formulas for how to calculate your monthly costs in this year’s Open Enrollment guides. Be sure to reference the appropriate guide: Support Staff Open Enrollment Guide or Faculty/Academic Staff Open Enrollment Guide.

Optional, Employee-Paid AD&D Insurance

AD&D insurance provides various amounts of coverage for accidental death or dismemberment or loss of sight, whether during business or pleasure. Optional family coverage is also offered. This is available to all regular full- and part-time (50% or more) employees, as well as to your spouse/OEI and dependent children. Benefit levels vary by type of insurance selected and the extent of the injury.

How to Calculate Your Monthly Cost: find formulas for how to calculate your monthly costs in this year’s Open Enrollment guides. Be sure to reference the appropriate guide: Support Staff Open Enrollment Guide or Faculty/Academic Staff Open Enrollment Guide.

Questions? You can learn more about your life/accident insurance options on the HR website or contact the HR Solutions Center at SolutionsCenter@hr.msu.edu or 517-353-4434.