Two of our Human Resources stars – Sherri Reese, Ph.D., Director of Talent, and Amy Holda, an MLRHR, Interim Director of Employee Relations – are embarking upon an extraordinary leadership adventure.
Sherri and Amy have secured spots in the esteemed TIAA Emerging Leaders Network Program and are thrilled to receive such high praise and nomination from HR leadership. This career-defining journey was carefully curated by Chief Human Resources Officers from some of TIAA’s largest institutional partners; here, only the cream of talent prepares themselves to embark upon new horizons and larger roles.
Sherri and Amy, among a cohort of peers from institutions nationwide, will be expanding their professional networks while diving deep into HR’s latest offerings and perfecting their leadership acumen. MSU has made waves in HR leadership. Their success stands as evidence that our university remains dedicated to thought leadership and strategic partnership in HR; not just on an internal level but regionally and nationally too.
Let’s show our support for Sherri and Amy by offering Spartan cheers. Please join me in honoring their incredible achievement.
Sherri and Amy: Here’s to all of us, MSU, and reaching new heights together!
With Spartan Pride, Christina
Christina K. Brogdon, PHR (she/her/hers) Vice President and Chief Human Resources Officer Michigan State University
Do you know an MSU employee pursuing a post-baccalaureate degree who deserves recognition for going above and beyond in their work and studies? Show appreciation for your coworkers and their outstanding work by nominating them for the 2024 Ruth Jameyson âAbove and Beyondâ Award! MSU is seeking nominations for this award and will accept nominations through January 19, 2024.
This annual award recognizes a support staff member who most closely exemplifies the contributions, personal characteristics, and commitment to MSU demonstrated by Ms. Jameyson, going âabove and beyondâ in supporting the mission of MSU. In recognition of Ms. Jameysonâs pursuit of a graduate degree, while working at MSU, the award recipient must be pursuing a graduate degree at MSU or elsewhere concurrent with their employment at MSU. A stipend of $2,500 will accompany the award and may be used as determined appropriate by the recipient.
Last yearâs Ruth Jameyson Award winner, Sarah Ellis, is the Admissions and Academic Services Manager for the Eli Broad College of Business MBA Program. At the time of the award, she was pursuing a Master of Science in Customer Experience Management from Michigan State University. Learn more about the 2023 Ruth Jameyson Award Winner and what her colleagues had to say.
Any university community member (colleague, administrator, faculty, support staff, or student) may submit a nomination. A nominee must be a regular, active employee with at least five years of service to MSU in a support staff position.
To learn more about the nomination process, and find the nomination form, visit the MSU HR website. The deadline for nominations is January 19, 2024.
This article was originally written by Sharri Margraves, EdD, SHRM-SCP, Director of Organization and Professional Development, and published in the CUPA-HR(College and University Professional Association for Human Resources) Magazine, Higher Ed HR Magazine in September 2023.
Few would debate that recognizing employees is a cornerstone of positive management practices and an essential element of engagement and retention. During the pandemic, we were reminded just how important our employees are to the fabric of what we do and how we deliver our services, yet these same employees often go unnoticed or without recognition. While academic colleagues have a long tradition of acknowledging performance through well-established honors, prizes and awards, other departments and campus units can increase their recognition efforts.
Several studies have repeatedly pointed to the critical role of recognition in employee engagement and retention. The CUPA-HR 2023 Higher Education Employee Retention Surveyindicates that only 53% of respondents received recognition in the form of a pay increase, and only 59% received regular verbal recognition for their work. If employers considered institutional or professional recognition as a ânice to haveâ before the pandemic, there should be no doubt about the indispensability of recognition in todayâs workplace.
Recognition can be uneven between units, colleges, and institutions. Generational differences can also cause anxiety, with leaders wondering how to recognize their staff and teams without being mocked on social media. Outreach to Generation Z and millennials is critical, however, as a Society for Human Resource Management 2019 survey indicated that 76% of Gen Z and millennial employees believe that they are âseldom to neverâ eligible to receive employee rewards. Meanwhile, a 2022 Gallup-Workhuman study found that 81% of leaders say ârecognition is not a major strategic priorityâ and 73% of leaders report that their organization âdoes not offer managers or leaders best-practices training for employee recognition.â
In 2022-23, I conducted a program review of the staff recognition programs at the 65 institutions associated with the American Research Universities-Human Resources Institute (ARU-HRI). I also conducted a group survey to get additional information on these universitiesâ perspectives. With 60% responding to the survey, here are the takeaways that may help you consider changes to your institutionâs recognition programs.
A Review of Recognition Programs
Legacy Programs. Formal recognition programs at the institutional level are often legacy programs established decades ago. These typically honor a former employee or benefactor or are designated as the chancellorâs or presidentâs award. Most legacy programs are anchored to institutional values and reward employees who go âabove and beyondâ regarding customer service and care.
Almost every ARU-HRI institution I reviewed had a program that honored just a select few employees. This can mean less than a one percent chance of an employee being selected for an award in a large institution. Those with solid programs had a formal ceremony with the chancellor, senior administrator or another designee presiding over the events. A few institutions also formally acknowledged all nominees. Even if they didnât win, their contributions were recognized formally by the senior leader.
Team Awards Tied to Strategic Initiatives. Approximately 48% of the survey respondents indicated that they have established new programs in the past five years. More recently established awards were often designated specifically to help drive strategic initiatives such as innovation or process improvement. When asked about their recognition program priorities, survey respondents said their second highest priority was creating or strengthening their recognition efforts tied to strategic goals (with inclusion-based recognition being the highest priority).
Often these awards are team-based, and some require cross-departmental collaboration. The University of Michigan has a bi-annual program that showcases the work via a poster session, and a team of both academics and staff selects the winners. Awards of this type can be inspiring because the work of these individuals and teams becomes âseenâ. Staff contributions are often appreciated in the general sense but undervalued with the actual impact and outcomes that help propel institutions forward.
Peer-to-Peer and On-the-Spot Recognition. During the pandemic, several institutions started peer-to-peer programs to allow the appreciation of colleagues to be recognized. Many use vendor support and can include simple cards and notes, and most were designed to be quick and âon the spot.â Some, but not all, also notify the immediate supervisor. At the University of Washington, these informal recognition notes are entered into drawings for additional appreciation with swag bags or other de minimis gifts.
Service Awards. Another aspect of this evaluation was a review of service awards for longevity at the institutional level. Many long-standing programs started decades ago when the workforce was relatively stable and stationary. These could be updated to reflect more recent trends, with awards for service starting earlier. In the cohort of 65 institutions studied, 57% started formal recognition at year five, with 22% not starting service recognition until year 15 or higher.
Designing a Successful Recognition Program: Key Considerations
The pandemic, followed by the âgreat resignation,â has impacted all aspects of our work. Yet most of us continue churning out the same recognition programs â many decades old â often without questioning their value, validating their impact or reviewing for bias. Here are some crucial factors to consider when evaluating and updating your recognition program.
Culture. Creating a culture of recognition starts with senior leadership and moves down and across the institution. When onboarding leaders at all levels, include specific points about recognition and provide toolkits and support for unit-level recognition. The University of Iowa includes recognition as part of their required training of all leaders across the institution. Combining awareness with concrete tools makes it easier for supervisors and co-workers to do the right thing.
Inclusion. Most of the institutions surveyed recognized the need to review their programs or establish new ones with a focus on being more inclusive when creating awards and selecting recipients. This includes providing training for selection committees about bias awareness when reviewing awardeesâ nomination forms and letters. As the top priority among all institutions surveyed, nearly 60% indicated that creating or strengthening inclusion efforts related to recognition is a priority.
Access and Awareness. The most successful programs have made it easier for employees to be nominated and reviewed with standardized forms; templates for cards, letters and certificates; and links to the appropriate policy or business manual. All institutions had groups conducting the reviews, making selections, and consolidating the different awards in one website, which helps convey the breadth of recognition and creates a positive, forward-facing impression. It makes it easier for employees and potential employees to understand how the organization values staff recognition.
Sharing staff recognition widely throughout the institution in various local media, social media and unit-level channels contributes to awareness. Some institutions focus on a traditional recognition week with both casual appreciation events and formal award ceremonies. At the University at Buffalo-SUNY, new supervisors are trained to write thank-you notes as part of their onboarding. Such high-touch actions are just as vital as the grand awards.
Eligibility. Are your formal programs available to all employee groups? Progressive institutions recognize part-time and contract employees as part of the campus fabric and acknowledge their work. Very few institutions have formal programs to recognize temporary or contract staff, even though they play a significant part of the workforce at our institutions. The University of South Carolina has codified by policy that temporary staff are eligible for recognition awards.
Non-Traditional Recognition. Forward-thinking organizations are aligning recognition of good work by creating a culture where the organization notes achievements broadly. Historically, the main form of recognition was only intradepartmental, with individual supervisors acknowledging and recognizing their immediate staff. One might consider opportunities to present effective, recognition-worthy programs to senior leaders or encourage employees to submit presentation proposals for conferences and then support the travel cost for those who present programs and results. Such accomplishments should be shared widely in newsletters and other media.
Team Recognition. Most institutions value collaboration and breaking down the âsilosâ between units. Showcase the work accomplishments of teams, inter- or intra-departmentally and between different work groups. More often, these are the newer awards an institution might implement to incentivize innovation and process improvement. One word of caution: Often, one group or another can dominate team lead improvements â think information technology and project managers â so think of ways to increase the visibility of contributions from other subject matter experts. Establish a protocol to include up-and-coming interested employees to participate in different team-based problem-solving.
Audit Your Programs
Consider the benefits of auditing institutional and unit-level recognition programs with the chart below. Being mindful of both the programâs current status and the changes you would like to see can help improve the benefits of recognition programs for employees. A cross-section of employees, administrators, and others can review and make improvement recommendations along with recommended priorities. Download a Self Audit of your Institutional Recognition Programs to rate your current status.
About the author: Sharri Margraves, EdD, SHRM-SCP, is the executive director of organization and professional development for Michigan State Universityâs HR department.
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 recipientsâ 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 MSUâs growth and development as the nationâs premier land grant institution.
Nominations are now open for the 2024 award and the nomination form and accompanying materials are due November 3, 2023. Selection criteria for 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. Nominees must be regular, active employees with at least five years of service in a support staff role at MSU or an approved affiliate of MSU. Please review the nomination form and the HR website for further details. Do not notify the nominee before or after submitting your nomination. The nomineeâs supervisor must approve the nomination. Approval includes ensuring the nominee meets eligibility requirements, is in good standing with a recent performance review and has not previously received the award. The nomination form, supervisor approval, and accompanying materials are due November 3, 2023. Contact MSU Human Resources with any questions at SolutionsCenter@hr.msu.edu.Â
This press release is being shared with permission from CUPA-HR.
Jake Lathrop, Consultant to the Vice President of Human Resources, has been selected as the next leader of the CUPA-HR Midwest Region Board of Directors. Jake will begin his term as Region Board Chair on July 1 and will serve in this role for one year before moving into the Past-Chair role. CUPA-HRâs Midwest region is one of four regions nationally and consists of twelve states and the respective state Chapter boards within.
Jake has served on CUPA-HRâs Midwest Region board for four years. Prior to that, he was on the CUPA-HR Michigan Chapter board for four years, where he also served as president. He has been a member of the associationâs Public Policy Committee and Learning and Professional Development Committee and was selected for the 2018-19 cohort of the Emerging CUPA-HR Leaders Program. Jake has presented at numerous state, region, and national conferences and virtual programs.
âIt is humbling to be selected for this role and an absolute honor to serve my higher ed colleagues in this capacity,â Lathrop shared. âI am especially honored to represent MSU throughout every CUPA-HR interaction, and to share with colleagues across the country the amazing work that Spartans do.â
Contact Information Jessica Thompson Marketing Coordinator â Communications and Marketing jcthompson@cupahr.org
The MSU Service and Retirement Recognition Award recognizes support staff employees celebrating a 15, 20, 25, 30, 35, 40, 45, 50, or 55th work anniversary or a retirement falling between January 1, 2022, and December 31, 2022.
On May 15, we recognized over 750 employees celebrating long-term work anniversaries and retirements during an awards ceremony at the Kellogg Center. Our universityâs development and growth have been, in large part, due to the contributions made by its staff members, particularly those who have chosen to remain in the service of the university. This occasion was dedicated to those who have served the university through the years of its greatest development. It is a tribute to those who have found satisfaction in helping others and creating an impact for a better world.
Teresa K. Woodruff, Interim MSU President, addresses award recipients during the ceremony.
Christina K. Brogdon, Vice President and Chief Human Resources Officer, addresses award recipients during the ceremony.
Scott Pohl from WKAR announced award recipient names during the ceremony.
Jody Knol from WKAR announced award recipient names during the ceremony.
(left to right) Scott Pohl, Teresa K. Woodruff, and Jody Knol.
Award recipients enjoying the reception after the ceremony.
Sparty joined the celebration and took photos with award recipients.
Award recipients enjoying the reception after the ceremony.
Award recipients enjoying the reception after the ceremony..
(left to right) Teresa K. Woodruff, Interim MSU President with Del Bracamontes, HR Executive Staff Assistant and organizer of this event.
Thank you to photographer Dane Robison for taking beautiful photos during the ceremony! All photo credits: Dane Robison/TimeFramePhoto
MSU Interim President, Teresa K. Woodruff, and Vice President and Chief Human Resources Officer, Christina K. Brogdon, acknowledged award recipients and expressed their gratitude during the ceremony. Please review this yearâs awards program and watch a recording of the event below.
Please note the recording of the ceremony portion of the event starts at 27:50.
The university thanks these awardees for their talent, passion, loyalty, and contribution to our shared purpose. If you see a colleagueâs name in this yearâs awards program, be sure to reach out and offer them congratulations!
We’d also like to give a special thank you and congratulations to HR’s own Del Bracamontes, who is the organizer of this event and also celebrating a 25-year work anniversary!
Congratulations to this yearâs winner of the Ruth Jameyson âAbove and Beyondâ Award, Sarah Ellis! This award honors a support staff employee who goes âabove and beyondâ in their job at MSU while pursuing a graduate degree concurrent with their employment. Sarah is the Admissions and Academic Services Manager for the Eli Broad College of Business MBA Program. She has been with MSU for 6 years and is currently pursuing a Master of Science in Customer Experience Management from Michigan State University.
Sarahâs leaders and colleagues have this to say about her:
âSarah is a talented, dedicated, and thoughtful team member, who consistently goes above and beyond to help students, colleagues, faculty, and staff both in her unit and across campus. She is known as a reliable, highly competent professional who is patient, kind, organized, and reliable. Sarah can always be counted on to do her job with effective excellence.â
âThere is no better example of Sarahâs âabove and beyondâ approach than the work she did to support our students, staff, and faculty during COVID. She coordinated multiple, diverse tasks while we were constantly shifting and adjusting our work as circumstances warranted. Sarah was a key ingredient to our ability to be successful.â
âSarah is ultimately responsible for elevating all our internal processes, and our outward-facing communications, events, and corporate relationshipsâbeyond the highest of MSUâs standards. Her time in the EMBA program has resulted in consistent climbs in our rankings and uncountable word-of-mouth referrals. I cannot imagine a more deserving leader at MSU than Sarah Ellis for this award, and I would love to see the recognition that all her long hours have contributed towards.â
Watch a video of Sarah finding out she won the Ruth Jameyson Award below or on YouTube:
The Awards Ceremony
Colleagues, friends, and family gathered to honor Sarah Ellis, Ruth Jameyson Award winner, and the Jack Breslin Award recipients.
(Left to Right) Melisa Woo, Christina K. Brogdon, Teresa K. Woodruff, Sarah Ellis, and Ray Gasser
Sarah Ellis (left) talking with Interim MSU President Teresa K. Woodruff during the reception.
Award table for Sarah Ellis with family photos.
The Jack Breslin and Ruth Jameyson Award Winners, (left to right) Kaye Bucher, Heather Lenartson-Kluge, Randy Klevickas, Coreena Spitzley, Sarah Ellis, James Lee Williams, and Megghan Seidel.
Thank you to photographer Dane Robison for taking beautiful photos during the ceremony! All photo credits: Dane Robison/TimeFramePhoto
On May 15, Sarah was honored at an awards ceremony at the Kellogg Center for the Ruth Jameyson and Jack Breslin award winners. MSU Interim President, Teresa K. Woodruff, Vice President and Chief Human Resources Officer, Christina K. Brogdon, Executive Vice President for Administration, Melissa Woo, and Award Selection Committee Chairman, Ray Gasser acknowledged Sarah’s hard work and expressed their gratitude during the ceremony. A recording of the event is available below or on YouTube:
About the Ruth Jameyson âAbove and Beyondâ Award
This annual award recognizes a support staff member who most closely exemplifies the contributions, personal characteristics, and commitment to MSU demonstrated by Ms. Jameyson, going âabove and beyondâ what is reasonably expected to support the mission of MSU. In recognition of Ms. Jameysonâs own pursuit of a graduate degree while working at MSU, the award recipient must be pursuing a graduate degree at MSU or elsewhere concurrent with their employment at MSU.
Ms. Ruth Jameyson, who died in 2007 at the age of 100 years, served as the secretary to MSU President Robert S. Shaw from 1938 to 1941 and secretary/administrative assistant to President John A. Hannah from 1941 to 1969. She served as both greeter and gatekeeper to the numerous students, faculty and staff seeking to meet Dr. Hannah, as well as dignitaries from around the globe. Ms. Jameyson accepted roles and responsibilities far beyond her formal job description. Having arrived in Lansing with a bachelorâs degree in mathematics from Coe College, Iowa, Ms. Jameyson pursued a masterâs degree in economics at MSU while working full-time.
This award has been created and funded by friends of Ruth Jameyson; Barbara Sawyer-Koch, MSU trustee emerita, and Donald F. Koch, MSU professor emeritus.
Thank you to Cheeney Media Concepts for all video recordings. All video credit: cmc2.tv
The Jack Breslin Distinguished Staff Award honors six MSU support staff members annually. Colleagues submit nominations of individuals who demonstrate the qualities of Jack Breslin, who served MSU as a student leader, honored athlete, top administrator, and steadfast advocate, personifying the âSpartan Spirit.â
Congratulations to this yearâs winners, Kaye Boucher, Randy Klevickas, Healther Lenartson-Kluge, Megghan Seidel, Coreena Spitzley, and James Williams! These recipients display excellence in their job performance, supportive attitude, and contributions to MSU. On May 15, they were honored at an awards ceremony at the Kellogg Center for both the Ruth Jameyson and Jack Breslin award winners.
Watch a recording of the event below or on YouTube:
You can learn more about each Jack Breslin award recipient below.
Kaye Boucher
Kaye Boucher is the Human Resources Manager in the College of Veterinary Medicine and has been in her role for ten years. She is known for her hard work, dedication, and outstanding interpersonal skills. Kaye facilitates and supports the HR decision-making process of the dean, department chairs, HR admins across the college, and supervisors. She is the college go-to for all personnel and supervisors facing challenges or needing advice due to her active listening skills, empathy, and conflict resolution. Here is what her colleagues had to say about her:
âMs. Boucher is a crucial member of the CVM leadership team, and a proactive, creative, and strategic leader in developing and championing the CVM human resources goals. She consistently displays a balance of tact, compassion, and firmness in addressing CVM teams. She is a selfless leader; someone who personally sacrifices for the well-being of others and for the whole of the college. She is thoughtful and strategic, and she understands and advocates for the values that each department and individual contributes to the college.â
âKaye is not afraid to tear down silos and identify opportunities for process improvements and efficiencies. She is frequently identifying long-standing tasks that could be done better and plays an active leadership role in effecting that change. This is most notable in her willingness to assess practices and processes that directly relate to her area that she may have even had a hand in developing, eagerly looking for ways to hone her craft and improve the situation for the good of the college and MSU.â
âKaye Boucher has been a keystone in the growth and success of the College of Veterinary Medicine, providing not just the best and latest HR information to our faculty, staff, and students, but she has done so in the most humane way, creating a culture of mutual support and compassion which we all strive to emulate.â
Randy Klevickas
Randy Klevickas is a Farm Manager in the Department of Forestry and has served MSU for nearly 45 years. His career as a Spartan began in 1977 with his first post at the Dunbar Forest Experiment Station in the eastern portion of Michigan’s Upper Peninsula. In 1981, Randy moved into a new role on south campus as the resident Farm Manager of the Tree Research Center where he continues to perform above and beyond what is expected. Randyâs colleagues had this to say about him:
âHis passion for mentoring MSU students and their ultimate success is resolute. Randy is a well-respected and trusted staff member, especially among forestry students. He is often looked to for professional advice and guidance related to the challenging landscape that the academic experience can create. His support keeps morale up and provides the insight needed to effectively manage difficult situations. Randy is a pillar of support among his colleagues across campus and MSU stations throughout the state.â
âRandy is an extremely self-conscious individual and takes an unrelenting personal pride and ownership in EVERY project that he undertakes, painstakingly exploring every minute detail, to ensure the efficiency, economics, and success of the project. He is an exemplary manager with a willingness and determination to support all things MSU, all things student experience, and all things Forestry; without hesitation or second guessing, Randy will jump right in and make things happen.â
âRandy has been selfless in supporting faculty, staff, grad students, and undergrads. Working behind the scenes, he has been a key contributor to the success of the MSU Forestry Department and allied departments such as Entomology and Horticulture. He truly embodies the notion of going âabove and beyond the call of dutyâ and would be an outstanding and worthy selection for the Breslin Distinguished Staff Award.â
Heather Lenartson-Kluge
Heather Lenartson-Kluge serves as Graduate Program Assistant and Assistant to the Chairperson in the Department of Entomology. She has served MSU for over 25 years and her duties include course scheduling, management of department-controlled classrooms, processing graduate admissions & assistantships, and support for faculty reappointment, promotion, and tenure. Here is what her colleagues had to say:
âHeather truly represents the âSpartans Willâ ethic. She facilitates a very large number of activities, processes, and essential functions for MSUâs Department of Entomology. She is often the face and voice of the department as she is a primary contact for all those who need information and assistance for all things insects!â
âHeather genuinely cares for the graduate students from application to graduation. I have witnessed her tenacity helping international students navigate the administrative maze that is the graduate school application. Her diplomacy facilitates the interaction among students, faculty and administration and the resolution of issues that arise in a studentâs procession through milestones. The students value her experience and, on several occasions, sought her help to resolve course credit and other issues. In addition, the faculty seek Ms Lenartson-Klugeâs advice and help in many graduate student matters.â
âHeather is the heart and soul of our department. She is often the first face students see when they apply and then enroll, and she shepherds them through the processes toward graduation. She is also the sounding board for countless faculty concerns, providing support and problem solving. I feel honored to have the opportunity to work with her and she richly deserves this honor.â
Megghan Seidel
Megghan Seidel is the Publication and Events Manager for MSU Extension. Megghanâs career at MSU began 19 years ago as an undergraduate in the College of Agriculture and Natural Resources (CANR). Megghan supports the College of Agriculture and Natural Resources, MSU Extension and AgBioResearch in the development, planning and execution of high-priority, educational events, conferences, and workshops. Her colleagues had this to say about her:
âHer teammates describe her as a ârockstar teammateâ who when assigned a task or commits to helping on a project she âdoes what is asked and more.â Megghan is always willing to jump in and help whenever anyone on the event services team or within CANR needs assistance. This can be something as small as sharing a contact name for a vendor, helping to find a location to host an event or stepping in to help a colleague successfully plan and manage their event.â
âMegghan is one of those people that makes everyone that she works with better. Megghan provides great support and inspiration to those with whom she works, and in turn they match her enthusiasm and professionalism. Megghan is a tremendous mentor for students. She is a great teacher and helps students learn how to do things with high standards and provides personal counsel as they discuss their life goals and objectives.â
In response to the Michigan Ag Credit Conference, it was said, âI owe a huge thanks to Megghan whose innovativeness, connections and expertise greatly contributed to the success of the conference. She was integral in rethinking the conference, envisioning how it would flow in the new space, understood the needs of our audience, and helped us secure excellent speakers. She works hard, gets things done on time, and is trustworthy. She is an asset to MSU!â
Coreena Spitzley
Coreena Spitzley is the Budget and Personnel Administrator for the Department of Microbiology and Molecular Genetics (MMG) and she has been with MSU 44 years. She manages all grant budgets for this research-intensive department and coordinates the department budgets derived from four colleges (Human Medicine, Osteopathic Medicine, Veterinary Medicine, Natural Sciences) and the AgBioResearch unit. In addition, Coreena supervises the MMG office staff and advises the chair directly on all financial and administrative matters pertinent to the department. Here is what her colleagues had to say:
âMs. Spitzley provides innovative solutions to problems, enhancing the effectiveness and efficiency of the department. Coreena has a central role in ensuring the department operates smoothly and efficiently. I am extremely impressed by the accomplishments of Coreena Spitzley and wholeheartedly believe she epitomizes the distinctions expected of the Jack Breslin Distinguished Staff Award winners.â
âMMG is certainly one of the luckiest departments when it comes to having a knowledgeable and top-notch business manager. Coreenaâs experience and commitment are invaluable and are recognized by everyone from deans, chairpersons, faculty, staff and students. She has proven to be an excellent mentor for new business managers in similar multi-administered units. From financial management and human resources to building management and more, she oversees it all with precision. As a supervisor, Coreena supports flexible work schedules and our career journeys. She is truly a role-model for us all in this aspect. Coreena has established an office atmosphere that is very comfortable, non-stressful and enjoyable.â
âIt is a privilege to work with Coreena Spitzley in the Department of Microbiology & Molecular Genetics, and a greater one to be able to support her nomination for the Jack Breslin Distinguished Staff Award. Among the many excellent staff members I have the great fortune of working with at MSU, there is none who brings a greater measure of Spartan Spirit to work than Coreena.â
James Lee Williams
James Williams is responsible for the maintenance repairs in Case Hall and has been with MSU for over 37 years. This includes resident requests such as plumbing, lighting, electrical, and lock related, as well as building repairs, monthly reports, and projects for partners. Partners James has worked directly with include culinary, operations, IPF, and James Madison College. Jamesâ colleagues had this to say about him:
âJames is a natural born, humble leader. He does not need the title and can recognize when to take the lead and when to step back and support someone else. He ensures all team members have a voice and an equal opportunity to develop professionally and personally at work. A continuous example of Jamesâ excellence at work can be seen in the resident responses from maintenance requests, of which 95% of are ranked as âexcellentâ for his work, which is the highest possible ranking.â
âJames is an extraordinarily successful maintenance worker because of his willingness to go above and beyond with any challenge that comes his way. James always goes that extra mile to make sure staff are fully trained and that our residents are delivered a âWOWâ experience! James is a collaborator and displays leadership skills by educating our student staff with knowledge in building maintenance. James is very efficient in any task he completes which leads to improvements with the overall functionality of Case Hall.â
âThe most noteworthy characteristic James brings to the Spartan team is his ability to create a sense of calm in highly stressful times such as move in, and he does so with ease! James will not shy away from a task even if it isnât within the scope of his job. He will see to it that the right person is well informed to follow through and make sure that you are taken care of.â
Thank you to Cheeney Media Concepts for all video recordings. All video credit: cmc2.tv
Do you work with an outstanding MSU employee performing clerical-technical duties? Acknowledge their hard work and dedication to MSU by nominating them for the Clerical-Technical (CT) Recognition Award! Nominations are now being accepted through Friday, August 11, 2023, at 5:00 p.m.
The winner of this annual award is selected based on the following criteria:
Respect of their peers and continuous diligence in attending to their daily responsibilities.
Concern for students, faculty, staff, and colleagues in their respective units, particularly (but not limited to) those assisting overseas U.S. students and faculty, international students, international faculty, etc.
Extraordinary and significant contributions to the community or public service.
Innovative thinking in facilitating unit tasks and responsibilities.
Individuals may be nominated by any member of the MSU community, and the recipient will be selected by the CT Recognition Award Selection Committee. The winner will be profiled in the HR Source monthly newsletter and will receive a monetary award of $1,000 from the endowment fund in recognition of their outstanding service.
This award is given by the Thomas and Concettina Gliozzo Endowment Fund. Charles Gliozzo is director emeritus of MSUâs Study Abroad program. Thomas and Concettina Gliozzo were immigrants who became U.S. citizens and valued the importance of education throughout their lives.
Collect a minimum of two support letters (maximum of five) by MSU colleagues. You may include additional information if it supports the applicantâs nomination.
Please Note: nominees must be part of the CT Union. Nominations are due by 5:00 p.m., Friday, August 11, 2023. Email the PDF nomination form with a minimum of two support letters to serviceawards@hr.msu.edu with the subject line: CT Recognition Award Selection Committee.
If you work at MSU, you know how important student employees are to the success of your department and the university. Do you know a student who consistently goes above and beyond in their work? Supervisors have the chance to recognize these exemplary Spartans by nominating them for the Student Employee of the Year award by February 10, 2023.
Currently registered in an MSU degree-granting program.
Employed on student employee payroll for a minimum of three months between June 1, 2022 and May 31, 2023.
Nominated by their supervisor. Only one student employee may be nominated per supervisor. Complete an online nomination form here. Note: Graduate assistants, residence hall staff and other student employees who do not fall under the jurisdiction of MSU Student Employment or the Student Employee Payroll may not be nominated for this award. They are eligible for other recognition programs.
All nominees will be honored with certificates. The MSU Student Employee winnerâs name is submitted for consideration for the State of Michigan competition. All nominees will be acknowledged at a reception on Tuesday, April 11, 2023 at Kellogg Hotel & Conference Center, Big Ten A. Learn more about the award on the Department of Student Life website.
