Author: MSU Human Resources

(left to right) Murtaza Lokhandwala, HR IT Assistant Director, Donna Donovan, HR Associate Vice President, Dana Bridges, BI Manager, Rajitha Mawilmada, Information Technologist.

Human Resources Represented at the Inclusive Excellence Awards

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We are proud to have MSU Human Resources (MSU HR) and the work of our outstanding staff presented at this year’s Inclusive Excellence Awards, hosted by the Office for Inclusive Excellence and Impact. The Inclusive Excellence Awards recognize the exceptional and innovative contributions of students, staff and faculty in advancing inclusive excellence in areas like teaching, research, programming, service, community outreach, and organizational change.

Nichole Ovenhouse, Educational Program Coordinator for MSU HR’s Organization and Professional Development team, was recognized as a partner within the Education Team, which was instrumental in ensuring access, sense of belonging, and dialogue as an essential part of MSU’s campus community.

Here’s what Nichole had to say about her work:

“It truly was an honor to be recognized as a campus partner of the Education Team at the Inclusive Excellence Awards.

I believe my role, and our department’s role within HR, has been to help provide a safe and inclusive space for individuals to attend our programs. Specifically related to this award though, my work has been to provide support and strategic partnership with the Office for Inclusive Excellence and Impact. By combining our program management infrastructure, registration system, and marketing, with OIEI content, I have been able to help elevate and make available to employees the Implicit Bias Series as well as one offering of MSU Dialogues.

This recognition only further proves how important this work is, and our hope is to continue to create and support programs that continue to bring this content to individuals across campus.”

MSU HR’s Business Intelligence and Data Analytics Team, represented at the event by Dana Bridges, BI Manager, and Rajitha Mawilmada, Information Technologist, was recognized as a partner within the Equal Opportunity Team, which ensures equal employment opportunity; identifies additional resources to support institutional compliance; and monitors human resources and personnel activities for compliance with MSU policies.

Here’s what Dana had to say about her team’s work and being recognized:

“IEI recognized the BI & Data Analytics team for our work in developing and enhancing HR reports and dashboards that support compliance efforts and inform talent planning. This work helps enable more comprehensive analysis and data-informed workforce planning aligned with the MSU 2030 Strategic Plan, particularly the Access, Opportunity & Excellence priority.

It was really meaningful being recognized. Our job is to deliver accurate and useful data and analytics, but we don’t always get to see how it’s applied in practice. Being at the event provided a valuable reminder of how our work contributes to broader institutional goals and supports our campus community.

This experience made me even more excited about the direction we’re heading. There are many opportunities to continue growing our analytics capabilities in ways that better support our campus partners. I’m especially interested in continuing to build relationships, understanding different perspectives and needs, and using that to shape reporting that’s useful and actionable. This recognition reinforced that our work is making a difference and motivates me to keep growing.”

These teams and individuals were recognized at the reception on April 3. Enjoy these photos that captured the moment:

  • Group photo of the award winners, including HR's Dana Bridges.
    Group photo of the award winners, including HR’s Dana Bridges.
  • Dana Bridges, BI Manager, Rajitha Mawilmada, Information Technologist.
    (left) Dana Bridges, BI Manager and Rajitha Mawilmada, Information Technologist.
  • (left to right) Murtaza Lokhandwala, HR IT Assistant Director, Donna Donovan, HR Associate Vice President, Dana Bridges, BI Manager, Rajitha Mawilmada, Information Technologist.
    (left to right) Murtaza Lokhandwala, HR IT Assistant Director, Donna Donovan, HR Associate Vice President, Dana Bridges, BI Manager, Rajitha Mawilmada, Information Technologist.
  • Sparty mascot sitting on the awards stage with the event speakers.
    Sparty sitting on the awards stage with the event speakers.
  • MSU President Kevin M. Guskiewicz speaking during the ceremony.
    MSU President Kevin M. Guskiewicz speaking during the ceremony.
  • MSU Provost Laura Lee McIntyre speaking during the ceremony.
    MSU Provost Laura Lee McIntyre speaking during the ceremony.
  • MSU Vice President and Chief Inclusion Officer Jabbar R. Bennett speaking during the ceremony.
    MSU Vice President and Chief Inclusion Officer Jabbar R. Bennett speaking during the ceremony.
A desktop displaying items associated with financial planning, including a notebook, calculator, pen, coffee, piggy bank, clock, and calendar.

Guidance from Fidelity and TIAA: Financial Goals to Strengthen Your Future

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As a benefits-eligible employee, you may know about the generous retirement savings programs and resources MSU offers to help set you up for a successful retirement. However, MSU’s retirement plan vendors, Fidelity and TIAA, can help you with more than just retirement planning. Whatever your financial goals – such as funding a big purchase, paying down debt, or creating a sustainable budget – Fidelity and TIAA can help you create a plan to achieve them. 

Fidelity and TIAA are financial professionals who can provide strategies and advice to help you take charge of your finances. Review the goals below and then contact your vendor using the following information. 

  1. Create a Budget: Many people only have a vague understanding of their spending habits or financial situation. Between trying to comprehend financial jargon, figuring out your goals, and understanding how to balance debt, saving, and investing, it’s no wonder people often bury their heads in the sand. Luckily, Fidelity and TIAA have tools, resources, and advice to help us make a plan and stay on track. Learn More: 
  2. Build an Emergency Fund: Setting aside money for an emergency – such as unemployment, surprise medical or vet bills, or unplanned home repairs – is a key element of basic financial planning and often the first step advisors will recommend. According to TIAA, “you should aim to have enough to cover 6 months of expenses in a readily accessible account.” (TIAA, 2026). These living expenses include the things you absolutely must pay for each month, such as food, housing, utilities, child care, health care, transportation, debt payments, or similar. 

    The latest report released by the Federal Reserve found that 37% of adults would not be able to afford a $400 emergency expense (2025, Federal Reserve), which means they would have to use credit cards, personal loans, early retirement withdrawals, or ask family/friends for assistance. Saving towards an emergency fund – even if it’s only a small amount each month – can help you build a safety net to keep you out of debt. Learn more: 
  3. Pay Down Debt: The average American owes more than $105,000 in debt across mortgage loans, home equity lines of credit, student loans, auto loans, credit cards, and personal loans (Fidelity, 2025). While having debt isn’t necessarily bad – a mortgage loan, for instance, can help you build wealth and eventually own a home – having too much debt or high-interest debt can lead to financial stress. Fidelity clarifies, “Good debt is generally considered any debt that may help you increase your net worth or generate future income. Importantly, it typically has a low interest or annual percentage rate (APR), which experts say is normally under 6%” (Fidelity, 2025). 

    TIAA and Fidelity offer actionable steps to help you move in the right direction. Review the resources below for advice on managing debt and contact your vendor directly to receive personal financial advice. Learn more: 
  4. Maximize Your Retirement Investment: Most benefit-eligible employees1 are enrolled in the 403(b) Base Retirement Program, which consists of a 5% employee contribution of your eligible compensation and a generous university matching contribution of 10%. That’s an immediate two-for-one match of your investment for a total contribution of 15%. While this provides a great foundation for your retirement savings, you may eventually want to consider additional options. It’s important to note that the IRS places limits on how much employees can contribute to their retirement savings accounts each year. However, many people may discover there is a lot of room before their current contributions reach that limit. Fidelity and TIAA can help you determine what your retirement contributions should be to help you reach your personal retirement goals – whether that date is 30 years in the future or just around the corner. Learn more: 
  5. Plan Your Estate: According to TIAA, “More than two-thirds of Americans don’t have a will. If you die without one, state law determines how your assets are distributed.” (TIAA, 2026). Despite the challenging nature of the topic, creating a solid plan can give you and your family peace of mind and the confidence that your wishes will be carried out as desired. Learn more: 

Questions? We encourage you to reach out to Fidelity â€Ż(800-642-7131) or TIAA â€Ż(800-732-8353) with your financial or retirement planning questions. 

1 Certain types of employees are excluded from participating in the 403(b) Retirement Plan. Please see the 403(b) Base Retirement Program Eligibility Chart for more details.  

Sources: 

Building an Emergency Fund. TIAA. (n.d.). https://www.tiaa.org/public/learn/financial-education/building-an-emergency-fund

Good debt vs bad debt. Fidelity. (2025, October 116). https://www.fidelity.com/learning-center/smart-money/good-debt-vs-bad-debt 

How to make a financial plan. Fidelity. (2024, February 21). https://www.fidelity.com/learning-center/wealth-management-insights/how-to-make-a-financial-plan-video 

Report on the economic well-being of U.S. households in 2024 – May 2025. Board of Governors of the Federal Reserve System. (2025, May). https://www.federalreserve.gov/publications/2025-economic-well-being-of-us-households-in-2024-executive-summary.htm   

Tips for managing and reducing your debt. TIAA. (n.d.). https://www.tiaa.org/public/learn/personal-finance-101/debt-consolidation 

Top Estate Planning Pitfalls and How to Avoid Them. TIAA. (n.d.). https://www.tiaa.org/public/invest/services/wealth-management/perspectives/estate-planning-pitfalls  

Mother’s Day Deals and Discounts

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This Mother’s Day (May 10), show the special person in your life that you appreciate them with a thoughtful gift or experience – whether that’s your mom, mother to your kiddos, stepmom, mother-in-law, or anyone in your life who fills such a role.

MSU benefits-eligible employees can access many discounts and savings through MSU Benefits Plus. To access all the discounts, visit MSU Benefits Plus and sign up for a free account using your MSU email address.

Gifts and Flowers

  • From You Flowers: Enjoy 25% off a wide selection of bouquets, plants, gourmet gifts and more.
  • 1-800-Flowers: Enjoy up to 30% off their seasonal collections and 20% sitewide with code CSTREAM.
  • Chatbooks: Turn digital photos into high-quality photo books and keepsakes. Take 25% off everything on the site with code CORE25.
  • Wonderbly Personalized Books and Gifts: Create a personalized book for Mother’s Day or a variety of other occasions or people. Use code CORE25 at checkout for 25% off two or more books.

Food and Drinks

  • Jody’s Gourmet Popcorn: Customize your popcorn and get $15 toward your choice of gourmet flavor, box/tin, and a personalized note—delivered straight to your door!
  • Gearharts Fine Chocolate: Enjoy 15% off your order with code CORESTREAM15
  • Shari’s Berries: Save 15% on chocolate-covered strawberries and treats with code CSTREAM
  • OLIPOP: Stock up on prebiotic soda in classic flavors and save 20% with code CORESTREAM20

Experiences

  • W. K. Kellogg Bird Sanctuary: Celebrate the nurturing power of nature on Mother’s Day with a rejuvenating walk at the Sanctuary! Moms are invited to enjoy free admission.
  • Wharton Center: MSU employees enjoy 10-15% discounts on select performances and discounts are offered to subscribers.
  • Tiqets: Save over 40% on Unbeatable Deals worldwide with access to top attractions, museums, zoos, and aquariums.
  • Royal Caribbean Cruises: Enjoy up to 60% second guest fare and more.

Find these discounts and many more by visiting the MSU Benefits Plus website. For questions, please get in touch with the MSU Benefits Plus customer care team at 888-758-7575. 

A red ship made out of paper leading other ships in a new direction.

Because we’ve always done it that way.

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Written by Sharri Margraves, EdD, SHRM-SCP, Director of HR Organization and Professional Development.

I really disliked some parts of being a supervisor in a new land. It’s hard—harder than most people admit. You inherit systems you didn’t design, relationships you didn’t form, and histories you don’t yet understand. You’re expected to bring fresh thinking and respect what already exists. No leader is hired to keep things the same. That tension shows up quickly in one familiar phrase: “Because we’ve always done it that way.” It’s frustrating when change needs to happen and it feels like inertia will never give way to momentum.

For many leaders, especially those new to an organization, this phrase can feel like a wall—talk to the hand. It can feel bad—an excuse, a form of resistance, or even a challenge to authority. Too often, it gets repeated outside the room as shorthand for “they don’t want to change.” When that happens, the phrase stops being a catchphrase to connect with others and starts casting staff in a negative light among peers, colleagues, and senior leaders.

Here’s the reframe: Because we’ve always done it that way (BWADITW) is a valid answer. It just isn’t a complete conversation.

“We’ve Always Done It That Way” Deserves Respect

When someone says “BWADITW,” they are often communicating more than just a habit and not just trying to get you to “leave well enough alone.” They may be signaling:

  • Historical constraints you haven’t seen yet
  • Past attempts at change that failed—or succeeded
  • Risk management in a regulated or high-stakes environment
  • Efficiency learned the hard way
  • Institutional memory that protects quality, safety, or trust
  • Contract or laws that must be followed

BWADITW usually reflects experience, not defiance.

Organizations don’t survive by accident. If something has been done the same way for a long time, it likely solved a real problem at some point. Generally, the leaders who came before you did the best they could with the situation and resources at hand. Treating BWADITW as dismissive—or reporting it as obstruction—erodes trust and undervalues the people who carried the organization forward before you arrived.

Strong leaders don’t shut this down; they lean in.

The Missed Opportunity: Not Asking the Next Questions

The gap of frustration isn’t that someone said, “Because we’ve always done it that way.”
The gap is stopping there. When leaders don’t ask follow-up questions, three things happen:

  1. Staff may feel dismissed and become less likely to share insights.
  2. Leaders miss operational intelligence that could accelerate improvement.
  3. Narratives form that position staff as resistant rather than knowledgeable.

BWADITW should be treated as an open door, not a closed one.

The Questions That Elevate Everyone

Here are a few simple, powerful follow-ups that increase collaboration and effectiveness:

  • Does this still work well today?
    Signals respect for the past while opening space for evaluation.
  • What works best about the current approach?
    Identifies strengths worth preserving.
  • Where does this process struggle?
    Invites honesty without blame.
  • If you could change one thing, what would it be?
    Empowers staff as contributors, not critics.
  • What do you think our stakeholders would value most here?
    Re-centers the conversation on purpose and impact.
  • What constraints should I understand before we consider changes?
    Demonstrates humility and systems thinking.

These questions do two things at once: They validate the work of those who have been there—and they create momentum for thoughtful improvement.

Quick Tips for Leaders When You Hear BWADITW

  • Pause your reaction. Annoyance is a signal to get curious.
  • Assume positive intent. Most people want the organization to succeed.
  • Document what you learn. Institutional knowledge is an asset.
  • Separate “always done” from “must be done.” Not everything old is sacred—but not everything new is better.
  • Share credit. When improvements happen, name the people whose insight made them possible.
  • Model how you talk about staff. How you describe these moments to others sets cultural norms.
  • Change causes people to be fearful—what if you eliminate their job?
  • Trust must be built over time. Building respectful cultures will help you get there faster.

Moving Forward Together

Honoring experience and driving change are not opposites. The most effective leaders do both—simultaneously. They recognize that progress doesn’t come from dismissing the past, but from building on it with intention. Remember the adage, slow is fast and small is big when thinking about improvements, aka “change”.

When leaders elevate their skill in these moments, they send a clear message:

  • Experience matters
  • Voices matter
  • Improvement is a shared responsibility

BWADITW isn’t the end of the conversation. For skilled leaders, it’s the beginning of a better one. Remember that all improvements involve change, but not all change causes improvement.

Spartan scenes: Sailboat, Sparty, Tennis Ball

Get Active this Spring: Fitness Resources for MSU Employees

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Warmer weather on the horizon means more opportunities to get outside and get active! If you need some ideas to encourage you and your family get active this spring, the following resources and opportunities are available for MSU employees:

In-person Opportunities

  • Biking: One of the easiest ways to add exercise to your daily routine is to attach it to an activity or habit you perform already, such as your commute to work. MSU Bikes provides support with commuter resources to help you bike to work with confidence, including a 1-on-1 Bike Commuter Assistance service which helps you find the safest, lowest-stress route to and from campus to your neighborhood. MSU Bikes also rents bikes to departments for staff to use during the work day with their Department Fleet Services. Bikes are a great way to get around campus for meetings, lunches, errands, or a nice break! Save the hassle of traffic, offer a healthy alternative for your staff breaks/on-campus transportation, and avoid problems finding car parking by adding a bike to your department transportation fleet. If you’re working remotely, find several Greater Lansing area biking groups to join instead. The MSU Bikes Service Center also offers new and used bikes, rentals (long and short term), as well as a repair service.
  • Sailing, Stand-Up Paddleboarding, and Kayaking: The MSU Sailing Center is located on Lake Lansing in Haslett just east of campus. The Sailing Center strives to provide a safe, supportive, and welcoming learning environment for all participants. Consider participating in one of their many programs, including a learn-to-sail course, paddle sports, group outings, and private lessons. MSU employees can receive a discounted rate for membership.
  • Midday Movement Series: On the third Wednesday of each month, stop by the MSU Library for a variety of classes to help get you moving this spring! From 12:10 to 12:50 p.m., get your move on and bring athletic shoes, water, and a towel. Register here to save your spot.
  • Tennis: At the MSU Tennis Center you can book a court for singles or doubles or participate in one of their adult instructional classes or drill sessions. There’s something for everyone with classes geared toward both beginners and pro-level players.
  • Golf: MSU Forest Akers offers teaching programs for golfers of all ages and abilities, including adult group classes (currently full but waitlist available) or private instruction, and a casual golf league for all skill levels (league is full but fill out the form to sub). MSU employees can also access the golf range and courses at discounted rates.
  • MSU Recreational Sports and Fitness Services: MSU faculty and staff can purchase a membership to access the many services provided at MSU Recreational Sports and Fitness, including swimming, group fitness classes, and much more.

Virtual Opportunities

  • MSU Benefits Plus offers a bunch of fitness and wellness discounts, including gym memberships and personal training. After you log in to MSU Benefits Plus, select Deals from the top navigation, then Gyms and Health Clubs to see all current offerings.
  • Sign up for virtual chair yoga, midday movement series, and Desk Decompress through the Move More @ Work programs provided by University Health and Wellbeing.

Articles and Resources to Increase Motivation:

University Health and Wellbeing offers current, evidence-informed information employees can use to further their understanding of fitness. Topics covered include Benefits to Being Physically Active and Ways to Move More During the Workday.

Job of the Week: Farm Assistant Manager

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This week’s featured job is a Farm Assistant Manager for the Campus Livestock Centers with the College of Agriculture and Natural Resources (job posting 1114608). This might be the role for you if you are interested in assisting in managing daily operations at the brand new state-of-the-art dairy research facility!

The Dairy Cattle Teaching and Research Center and MSU dairy herd support teaching, extension, and research. The Center provides learning opportunities for Animal Science and Veterinary Medicine students and regularly hosts dairy management programs. Research covers nutrition, physiology, breeding, and management, and the Dairy is MAEAP verified in Livestock and Farmstead Systems.

In this position, you will assist in oversight of daily operations at the MSU Dairy Cattle Teaching and Research Center to ensure the teaching, research and outreach missions are accomplished. You’ll manage the breeding program and oversee milking, feeding and treatment of dairy cattle. Additionally, you will be responsible for the hiring, training, supervision and evaluation of full-time, temporary, on-call, and student employees. Find a complete list of responsibilities in the job posting.

This position requires a bachelor’s degree in animal science or agriculture, at least one year of experience supervising employees in farm work or production, computer use and knowledge of farm equipment. Desired qualifications include specialized skills in dairy herd management, excellent communication skills, and experience in training for proactive health care and biosecurity programs. Find a complete list of required and desired qualifications in the job posting.

Learn more about the Dairy Cattle Teaching and Research Center. To learn more or apply for this position, please visit the MSU Careers website. Applications require a cover letter and resume and should be submitted by March 17.

a group of three colleagues working together.

Fostering Excellence: Continuous Learning and Educational Assistance for MSU Support Staff

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Written by Sharri Margraves, EdD, SHRM-SCP, Director of HR Organization and Professional Development

Michigan State University stands as a beacon of educational excellence, not only for its students but also for its dedicated support staff. At the heart of MSU’s commitment to fostering a culture of growth and development is the twin approach of continuous learning and educational assistance benefits tailored for support staff.

Continuous learning is a cornerstone of personal and professional development, and MSU recognizes its transformative power. For support staff, engaging in ongoing education and using it on the job brings many benefits to the individual and helps create a dynamic and adaptable workforce that contributes significantly to the university’s success.

  • Career Development: Continuous learning helps open doors to career advancement opportunities. MSU support staff have access to many professional development opportunities, from workshops to specialized training sessions, allowing us to enhance our skills in preparation for future positions. According to Gallup, 41% of employees consider career development a very important aspect of job satisfaction.
  • Enhanced Job Performance: Staying current with industry trends and best practices is essential for optimal job performance. MSU’s commitment to continuous learning ensures that staff are equipped with the latest knowledge and skills, directly impacting their ability to excel in their roles and contribute to the university’s operational excellence. Individuals can chart their path using educational assistance or elevateU, the free on-demand source for technical and essential skill development and certification prep.
  • Increased Engagement: 70% of the variance in team engagement is determined solely by the manager, according to Gallup. Continuous learning fosters a sense of achievement and personal satisfaction with a person’s job, and while resources are always slim—supporting continuous learning is essential for supervisors. Staff who feel supported in their educational pursuits are more likely to experience higher engagement, leading to a positive work environment and a deepened commitment to MSU’s mission. Gallup finds that engaged employees have 78% less absenteeism, 63% less safety accidents, and a 10% increase in customer loyalty.
  • Adaptability to Change: Adaptability is a key attribute in the ever-evolving professional landscape. Continuous learning instills resilience and the ability to navigate change effectively. Those empowered to participate in ongoing education will be well-positioned to embrace new challenges and contribute to the university’s culture of innovation.

Educational Assistance Programs at MSU

MSU exemplifies its commitment to the educational journey of support staff through robust educational assistance programs designed to remove financial barriers to learning. Educational assistance benefits and eligibility are governed by an employee’s respective collective bargaining unit agreement. Non-union employees and Academic Specialists also have educational benefits available to them.

Educational assistance benefits are available to help achieve educational and career development goals. There are two different aspects of educational assistance: non-credit courses and credit courses.

  • Non-Credit Courses: Eligible employees can take programs offered by HR’s Organization and Professional Development or IT Services, non-credit programs, seminars, and conferences. Most staff employee groups have $800 or $900 available annually for non-credit programs. APA members can utilize this amount to pay for credit classes.
  • Credit courses: Eligible employees can take courses at MSU or a non-MSU accredited institution, provided it is located in the state of Michigan. MSU courses are eligible for and processed as a tuition waiver, while non-MSU courses are processed as a reimbursement. Institutions that are considered to be primarily online only (such as the University of Phoenix) or institutions that are not Michigan-based are ineligible.

Please review the Educational Assistance webpages and Educational Assistance Eligibility by Employee Group summary for more details about Educational Assistance programs, eligibility, and the available benefit coverage. For questions, contact the HR Solutions Center at SolutionsCenter@hr.msu.edu or 517-353-4434.

References

Gallup. (2024, November 18), “How to improve employee engagement in the workplace.” Gallup.com. https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx

Juyumaya, J., Torres-Ochoa, C. and Rojas, G. (2024), “Boosting job performance: the impact of autonomy, engagement and age”, Revista de GestĂŁo, Vol. 31 No. 4, pp. 397-414. https://doi.org/10.1108/REGE-09-2023-0108

A women using her tablet.

Your Benefits: New Plan Year Checklist

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For benefits-eligible employees, the start of a new plan year is a great time to review all the MSU benefit options available to make sure you’re fully utilizing them throughout the year. The following list of tips and resources to consider will help you get the most out of your employee benefits:  

  1. Learn About Your New Caregiving Benefit: We recently implemented Cariloop, a new benefit that can assist with caregiving in all its many forms, whether that’s caring for children, a spouse, aging parents, and more. This benefit includes professional coaching (30 days of annual continuous support with the option to extend), caregiving tools, a trusted network of providers, and access to UrbanSitter.
  2. Schedule Wellness Check-ups: If you’re enrolled in an MSU health, dental, and/or vision plan, you’ve just entered a new plan year. Even though an annual check-up is usually recommended by doctors, many people miss out each year because they forget to schedule an appointment. Set your family up for success by scheduling an annual or wellness check-up now.  
  3. Prepare for Illness: Teladoc is an online medical care service that gives you 24/7 access to a health care professional via the web, phone, or mobile app in minutes. A doctor can even write you a prescription if necessary. Enroll in Teladoc now so you’re prepared when illness strikes.  Available to employees and their dependents who are enrolled in an MSU health plan.  
  4. Review Your Retirement Contributions: The IRS sets new retirement contribution limits each year, and SECURE Act 2.0 requirements have started, and the new Roth option is now available. Make sure you’re saving as much as you can by reviewing the 2026 IRS retirement contribution limits and SECURE Act 2.0 requirements and adjusting contributions if needed.  
  5. Note Flexible Spending Account (FSA) Deadlines: If you’re enrolled in an FSA for the 2025 and/or 2026 plan year, please note important deadlines and resources for utilizing your FSA funds.  
  6. Use Educational Assistance Funds: Support staff and academic specialist employees have access to educational assistance funds to use towards professional development opportunities. These funds reset each fall, so make sure you don’t miss out. If you’re looking for learning opportunities, we recommend checking out courses offered by HR’s Organization and Professional Development department.  
  7. Note Mental Health Resources: The MSU community offers a variety of mental health resources to employees and their dependents, along with the recently introduced free access to the Calm Health app.
  8. Schedule Vacation/Personal Paid Time Off (PTO): Taking time to rest and reset is important to maintain mental health. Make sure you’re using all your PTO by planning for the future and scheduling your time off in advance.  
  9. Utilize Employee Discounts: Visit the MSU Benefits Plus website for deals and discounts on everything from travel and experiences to electronics and toys.
  10. Review Voluntary Benefit Options: You may enroll in, change, or cancel auto, home, and pet insurance benefits at any time through the MSU Benefits Plus website.  Accident, critical illness, legal, and vision insurance only allow benefit changes during Open Enrollment in October.  
  11. Register for a Free Diabetes Management Program: If you or a dependent are living with diabetes, Livongo by Teladoc Health can help by providing free necessary medical supplies and optional coaching.  Employees or dependents enrolled in Medicare are not eligible (a similar program is available through Medicare).  
  12. Get a Second Medical Opinion: If you are facing a serious medical diagnosis, Teladoc Medical Experts can review your case and offer a second medical opinion from leading health care specialists. Coaching and online educational tools are also available.  Employees with mandated insurance under the Affordable Care Act are not eligible.  

We hope this list will help keep you on track as you plan how you and your family will use your employee benefits this year. You can learn more about all these benefit options on the HR website.

Retirement Planning: 2026 IRS Retirement Plan Contribution Limits 

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It’s important that you continue to monitor and adjust how much you’re saving if you want to have a comfortable retirement, whether that’s around the corner or 30+ years from now. The IRS places limits on how much employees can contribute to a retirement plan each year and recently announced the retirement plan limits for 2026.  

In addition to new contribution limits, requirements in SECURE 2.0 Act begin, and the new after-tax Roth option is now available. You can learn more on the After-Tax Roth and SECURE 2.0 Act HR webpage or the recent Q&A with HR’s retirement expert, Dan, about the SECURE Act 2.0 requirements and new Roth option.  

Review the 2026 IRS retirement contribution limits below: 

  • The contribution limits for the 403(b) Supplemental (either pre-tax and/or after-tax Roth) and the 457(b) Deferred Compensation (either pre-tax and/or after-tax Roth) accounts are $24,500 each.  
    • The combined contribution limit for the 403(b) Supplemental (combined pre-tax and after-tax Roth) options cannot exceed $24,500, and is reduced by any Voluntary 403(b) Base employee contributions. 
    • The contribution limit for the 457(b) Deferred Comp. (combined pre-tax and after-tax Roth) is separate from the 403(b) plans, so you may contribute $24,500 to both the 457(b) and 403(b) plans. 
  • Individuals aged 50-59 or 64+ can contribute an additional $8,000 catch-up contribution separately to both the 403(b) Supplemental and the 457(b) Deferred Compensation accounts (and they can be pre-tax or after-tax Roth).  
    • Those who earned more than $150,000 in 2025 must make the 2026 catch-up contributions as after-tax Roth per the federal SECURE 2.0 Act.  
  • Individuals aged 60-63 can contribute an additional $11,250 catch-up contribution separately to the 403(b) Supplemental and the 457(b) Deferred Compensation accounts (and they can be pre-tax or after-tax Roth).  
    • Those who earned more than $150,000 in 2025 must make the 2026 catch-up contributions as after-tax Roth per the federal SECURE 2.0 Act. 
  • Since contributions to the 403(b) Base Retirement Program can only be 5%, the limit is 5% of their eligible pay up to the IRS salary limit. 

The following chart also shares the 2026 IRS retirement plan contribution limits and the SECURE 2.0 Act requirements. 

2026 IRS Retirement Plan Contribution Limits
Retirement PlanEligibility Criteria1Standard Contribution LimitCatch-up Contribution LimitTotal Contribution Limit for 2026
403(b) Supplemental
(contributions can be pre-tax or after-tax Roth unless noted otherwise. The standard contribution amount is reduced by any Voluntary 403(b) Base employee contribution)		Under 50Earned less than $150,000$24,500N/A$24,500
Earned more than $150,000
Age 50-59Earned less than $150,000$24,500$8,000$32,500
Earned more than $150,000You must make your catch-up contributions (up to $8,000) as after-tax Roth.$32,500
Age 60-63Earned less than $150,000$24,500$11,250$35,750
Earned more than $150,000You must make your catch-up contributions (up to $11,250) as after-tax Roth.$35,750
Age 64+Earned less than $150,000$24,500$8,000$32,500
Earned more than $150,000You must make your catch-up contributions (up to $8,000) as after-tax Roth.$32,500
457(b) Deferred Compensation
(contributions can be pre-tax or after-tax Roth unless noted otherwise)		Under 50Earned less than $150,000$24,500N/A$24,500
Earned more than $150,000
Age 50-59Earned less than $150,000$24,500$8,000$32,500
Earned more than $150,000You must make your catch-up contributions (up to $11,250) as after-tax Roth.$32,500
Age 60-63Earned less than $150,000$24,500$11,250$35,750
Earned more than $150,000You must make your catch-up contributions (up to $11,250) as after-tax Roth.$35,750
Age 64+Earned less than $150,000$24,500$8,000$32,500
Earned more than $150,000You must make your catch-up contributions (up to $8,000) as after-tax Roth. $32,500
Notes:
1. Your age in the chart above is based on the age you will be on December 31, 2026. The $150,000 limit is based on your MSU 2025 W-2 Form Box 3 Social Security wages. There are other IRS limits that may reduce the amounts of the Standard Contribution Limit. 

How to Adjust Your Savings 

If you want to save as much as possible for your retirement, a tool in the EBS Portal called the Max Savings Contributions Calculator is available to assist you. This tool automatically displays the remaining amount of retirement contributions you have available before reaching one of the limits, and the equivalent percentage of your pay to help you spread that out for the year.  

To access this tool:  

  1. Login to the EBS Portal with your MSU NetID and password.  
  2. Click the My Benefits tab at the top.  
  3. Click the Benefit/Retirement tile.  
  4. Select Enroll/Change my Retirement/Health Savings Account Options in the drop-down menu and then click Next in the bottom right.  
  5. Navigate in the bar graph to the Savings Plans screen by clicking Next in the bottom right.  
  6. The Max Savings Contributions Calculator screen will display. This display will automatically show the remaining amount of retirement contributions you have available (if any) before reaching the IRS limit.  
  7. You can adjust the percentage of your contributions to any retirement plans you participate in by clicking on the pencil icon and then choosing Select to make the change.  
  8. If you want to enroll in a new plan account type (including new after-tax Roth options), begin by clicking on the paper icon next to the plan type and vendor of your choosing, and then enter the percentage of your new contribution and choose Select to enroll.  
  9. Make sure to click on Save in the bottom right to complete and save any changes/enrollments.  

If you are an academic year faculty or academic staff employee, or a Voluntary 403(b) Base participant aged 50 and over, contact the HR Solutions Center at 517-353-4434 or SolutionsCenter@hr.msu.edu for further assistance in calculating your maximum contribution percentage.  

Learn More About MSU’s Retirement Plans  

The â€ŻHR website  also contains a wealth of information about the different types of retirement plans offered, retirement investment vendors, and planning tools available.  You can learn more on the After-Tax Roth and SECURE 2.0 Act HR webpage or the recent Q&A with HR’s retirement expert, Dan, about the SECURE Act 2.0 requirements and new Roth option.