march 2014 business magazine

March 2014

Major Sponsors:

Saturday, May 17, 2014

109th ANNUAL EVENTpresents

WILLIEROBERTSON

CEO of the multimillion-dollar

sporting goods empireDuck Commander

and star of America’s #1 reality cable TV show ‘Duck Dynasty’

Erie Insurance Arena5:30 p.m. Member Cocktail Reception

7 p.m. Program BeginsTable Reservations: 800/815-2660

M A G A Z I N E

VOLUME XXVII, NUMBER 3 MARCH 2014Manufacturer & Business AssociationManufacturer & Business Association

Page 10

Major Sponsors:

Saturday, May 17, 2014

109th ANNUAL EVENTpresents

WILLIEROBERTSON

CEO of the multimillion-dollar

sporting goods empireDuck Commander

and star of America’s #1 reality cable TV show ‘Duck Dynasty’

Erie Insurance Arena5:30 p.m. Member Cocktail Reception

7 p.m. Program BeginsTable Reservations: 800/815-2660

10 10March 2014

EDITORIAL > 7 / Health Matters How an integrated approach to occupational safety and health protection with health promotion can help you create a healthier, high-performing work force. MICHAEL PARKINSON, M.D.

9 / Legal BriefLiability for libel on Twitter: Why you should be careful what you tweet! LISA SMITH PRESTA

15/ Aging & WellnessLearn to recognize the signs of caregiver stress and where to find support.DIANNE CUNNINGHAM

DEPARTMENTS > 4 / Business Buzz16 / HR Connection

18 / The Network 20 / HR Q&A24 / People Buzz

FEATURES >

3 / SpotlightShawn Keough-Hartz, president and CEO of Provider Resources, Inc., talks about her company and the lessons that she has learned over the past 28 years as a successful businesswoman in the health-care industry.

10 / 7th Annual WILD ConferenceOrganizers discuss plans for the 7th annual Women in Leadership Develop-ment (WILD) Conference, set for April 30 at the Ambassador Banquet & Conference Center in Erie, and how it is focused on helping business owners, entrepreneurs and other professionals in creating their leadership paths.

13 / On the HillRead what some of the area’s prominent women lawmakers believe are the top business issues for Pennsylvania in 2014.

23 / EventsSee exclusive photo coverage from the Assoc-iation’s recent briefings and special events.

< SPECIAL SECTION Training CatalogGet a sneak peek of the Association’s upcoming professional development and computer training courses in our quarterly Training Catalog.

13 23

Read on the Go!For the most current Business Magazine updates, visit our website, www.mbabizmag.com, fan us on Facebook and follow us on Twitter!

March 2014

VOL. XXVII, NO. 3 MARCH 2014

© Copyright 2014 by the Manufacturer & Business Association. All rights reserved. Reproduction or use of editorial, pictorial or advertisements created for use in the Business Magazine, in any manner, without written permission from the publisher, is prohibited. Unsolicited manuscripts cannot be returned unless accompanied by a properly addressed envelope bearing sufficient postage. The maga-zine accepts no responsibility for unsolicited manuscripts or artwork. The Business Magazine and Manufacturer & Business Association do not specifically endorse any of the products or practices described in the magazine. The Business Magazine is published monthly by the Manufacturer & Business Association, 2171 West 38th Street, Erie, Pa. 16508. Phone: 814/833-3200 or 800/815-2660.

Mission StatementThe Manufacturer & Business Association is dedicated to providing information and services to its members that will assist them in the pursuit of their business and community interests. – Board of Governors

Manufacturer & Business Association2171 West 38th Street Erie, Pa. 16508 814/833-3200 or 800/815-2660 www.mbausa.org

Manufacturer Joel Berdine& Business John ClineAssociation Board Dale Deistof Governors Bill Hilbert Jr. Mark Hanaway Donald Hester Timothy Hunter Paul Kenny J. Gordon Naughton Dennis Prischak Sue Sutto

Editor in Chief Ralph Pontillo [email protected]

Executive Editor John Krahe [email protected]

Managing Editor & Karen Torres Senior Writer [email protected]

Contributing Dianne Cunningham Writers Michael Parkinson, MD Lisa Smith Presta

Graphics/Photography McCarty Printing iStockphoto.com Casey Naylon

Advertising Sales Patty Welther 814/833-3200 [email protected]

Design, Production Printing Concepts Inc. & Printing [email protected]

ON THE COVER: Organizers explain how this year’s Women in Leadership Development (WILD) Conference, set for April 30 at the Ambassador Banquet & Conference Center in Erie, will provide more than 500 guests with access to networking and educational opportunities with a focus on Entrepreneurs/Women Business Owners; Executive Leadership; and Rising Leaders. For full story, see page 10.

SPOTLIGHT > Contact: Karen Torres

Why did you decide to found Provider Resources in 2003? Though we were operating a successful third-party health-care billing and management company and serving our provider clients in that capacity, I was driven to use our growing knowledge and reach within the health-care services community to turn PRI into a national-level company that would begin making a positive difference in the stewardship of the Medicare Trust Fund and state funds, in the integrity of clinical services provided and, ultimately, in outcomes to beneficiaries. I know that sounds somewhat presumptive but dedicated and knowledgeable subject matter experts, working collaboratively and at the proper levels in the federal health care space, can — and do — promote these kinds of changes.What challenges did you face? There were many challenges to this vision. We needed to provide services to our provider clients during a transition period while creating and implementing our new business plan. This plan included a significant change in our business model and further involved nationwide searches for strategic, key personnel. We also had to learn the many facets of federal contracting and how to successfully navigate the complex and extremely competitive federal contracting environment. As with all small businesses, capital is critical to business survival and we were no different than any other small business launching itself into a new venture.What opportunities did being a certified woman-owned small business present? PRI’s certification as a woman-owned business gave me the confidence to approach the federal government with our services. The government annually sets aside 5 percent of budgets for woman-owned businesses in contracted services. Without that knowledge and certification, I would not have envisioned the need for a company, such as mine, in that sector. Please provide a brief description of the services that PRI provides. PRI provides subject matter expertise to our federal health-care clients in the areas of public policy, program integrity, education and outreach, and health-care quality and disparities. These operational services are supported within our company by our media and graphics center and our IT infrastructure.How has the business evolved? PRI has grown exponentially, both in terms of revenue and employees. We currently have 168 employees, with about 40 percent being located in our Erie headquarters. The remainder, in keeping with our business model, are spread throughout Pennsylvania and 28 other states. We support a secure, virtual working environment, which has been critical to our attracting, hiring, and retaining many of our renowned health-care subject matter experts.What advice would you give women who are looking to go into business for themselves? My first piece of advice is to be passionate about your business and the services you plan to offer. Be diligent and be willing to listen to others criticize and tell you — in some cases, a very direct manner — that you will fail. Understand diversity and be willing to work through it and embrace it. Make sure you have the support you need to fulfill the challenges. If you don’t have the support, find it. Be resourceful. Be willing to learn from others; find a mentor. Believe and love what you do … It is crucial. (Thick skin doesn’t hurt!) For more information about PRI, visit provider-resources.com.

Shawn Keough-Hartz is the president and CEO of Provider Resources, Inc. (PRI), a certified woman-owned small business headquartered in Erie, Pennsylvania. Here, Keough-Hartz talks with the Business Magazine about her company and the lessons that she has learned over the past 28 years as a successful businesswoman in the health-care industry.

March 2014 > www.mbabizmag.com > 3

KNOX RECOGNIZED IN FOUR PRACTICE AREASKnox McLaughlin Gornall & Sennett, P.C. has been named a Tier 1 firm in the Pittsburgh Metropolitan region in four practice areas by U.S. News — Best Lawyers® “Best Law Firms” in 2014.

The firm received the Tier 1 ranking for Commercial Litigation, Information Technology Law, Medical Malpractice Law — Defendants and Workers’ Compensation Law — Employers. The firm also received a Tier 2 ranking in the Pittsburgh Metropolitan region for Public Finance Law, and a Tier 3 national ranking in Information Technology Law.

Firms included in the 2014 “Best Law Firms” list are recognized for professional excellence with persistently impressive ratings from clients and peers. To be eligible for a ranking, a firm must have a lawyer listed in The Best Lawyers in America©, which recognizes the top 4 percent of practicing attorneys in the United States.

For more information, visit www.kmgslaw.com.

PENN STATE ERIE STUDENT-MANAGED FUND POSTS PROFIT IN FIRST YEARThe Intrieri Family Student-Managed Fund at Penn State Erie, The Behrend College, posted a $27,000 profit in its first year — a better return than the S&P 500 earned over the same period.

The fund did even better against the S&P when adjusted for risk, said Hunter Holzhauer, assistant professor of finance and a member of the fund’s advisory board. His Portfolio Management and Analysis class selects the 50 stocks that are included.

The fund — the first of its kind at Penn State Behrend — began with a $100,000 gift from Vincent Intrieri, a 1984 graduate of the college and senior managing director of Icahn Capital Management.

Profits are reinvested and several faculty members, alumni and friends of the college — including Intrieri — already have added another $33,000 to the account.

For more information, visit www.psbehrend.psu.edu.

GALAXY FEDERAL CREDIT UNION EARNS 5-STAR SUPERIOR RATINGGalaxy Federal Credit Union, based in Franklin, Pennsylvania, recently announced that it has been awarded Bauer Financial, Inc.’s 5-Star Superior rating for 72 consecutive quarters.

The 5-Star rating is based on September 30, 2013 financial data, indicating that Galaxy is one of the strongest financial institutions in the nation as a dependable and financially sound credit union.

The credit union, which was founded in 1940, also earned the distinction of “Exceptional Performance Credit Union,” a designation reserved for those institutions that have earned 5-Stars for 10 consecutive years or longer.

Bauer Financial, the nation’s leading independent bank and credit union rating and research firm, has been reporting on and analyzing U.S. banks and credit unions since 1983.

For more information, visit www.galaxyfcu.com.

Business Buzz

CREATING PARTNERSHIPS

Career Street provides a vehicle foremployers to offer quality career exploration

opportunities to Erie County youth.

Through Career Street’s interactive and searchable website, businesses can post career education experiences such as hosting a company tour,

speaking to a classroom, or working in partnership with schools to provide job shadowing and internships. The opportunities you create will be seen by educators seeking business involvement. Career Street staff will facilitate connecting your opportunity with schools and students.

Working together through Career Street, we can help to ensure that students are better prepared for life after school and that businesses

can ultimately have access to talented, qualified workers.

Help us pave the way for a skilled and engaged workforce for years to come. Contact Us: careerstreeterie.org • [email protected] • 814.464.8600

Career Street enables employers to share information about their company as well as career education

opportunities by connecting with:• Schools, counselors and teachers

• Non-profits• Erie County youth

4 < www.mbabizmag.com < March 2014

MCCORMICK COFFEE FACTORY STORE OPENSMcCormick Coffee held a ribbon-cutting ceremony on November 21 at its new office, warehouse and retail center, the McCormick Coffee Factory Store, 1222 Linden Avenue in Millcreek Township.

In operation since 1989, McCormick Coffee provides hot beverage services and products for customers in Erie, Corry, Meadville, Warren, Bradford, Titusville, Oil City, and Franklin, Pennsylvania; Ashtabula, Ohio; and Jamestown, New York; and all points in between.

Metrobrand Services, LLC is the parent company of McCormick Coffee. It is 100-percent women owned and certified by the Women’s Business Enterprise National Council (WBENC).

For more information, visit www.mccormickcoffee.com.

FMC TECHNOLOGIES DONATES 3D-PRINTING EQUIPMENT FMC Technologies Measurement Solutions, an Erie-based manufacturer of precision

metering products for the oil and gas industry, has donated a 3D printer to the School of Engineering at Penn State Erie, The Behrend College.

The machine, which is valued at more than $40,000, will allow the college to expand its coursework and industry supported research in the growing field of additive manufacturing.

The gift of the machine enhances an existing partnership between Penn State Behrend and FMC Technologies, which in 2012 opened a $500,000 engineering design center in Erie. More than 20 Penn State Behrend engineering students are currently employed at the center, working on global subsea projects.

For more information, visit www.fmctechnologies.com.

SAINT VINCENT HOSPITAL SELECTED AS ACCOUNTABLE CARE ORGANIZATIONSaint Vincent Hospital in Erie has been selected as one of 123 new Accountable Care Organizations (ACOs) in Medicare, providing approximately 1.5 million more

Medicare beneficiaries with access to quality coordinated care across the United States.

Doctors, hospitals and health-care providers establish ACOs in order to work together to provide higher-quality coordinated care to their patients, while helping to slow health care-cost growth.

Saint Vincent is the only health-care organization in western Pennsylvania to be designated as an ACO.

The Saint Vincent ACO, known as Saint Vincent Healthcare Partners, will cover 8,000 Medicare patients in the tri-state area.

ACOs must meet quality standards to ensure that savings are achieved through improving care coordination and providing care that is appropriate, safe and timely. The Centers for Medicare & Medicaid Services (CMS) evaluates ACO quality performance using 33 quality measures on patient and caregiver experience of care, care coordination and patient safety, appropriate use of preventive health services, and improved care for at-risk populations.

For more information, visit www.saintvincenthealth.com.

DEPARTMENTS > Contact: Karen Torres


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Improving performance, optimizing efficiency and delivering value is what employers are always under pressure to do. What many employers do not realize is that an integrated approach to occupational safety and health protection with health promotion can play a major role in creating healthier, high-performing work forces.Because employers are visible leaders, they have a major influence on the health-care behaviors of their employees. It makes sense for employers to provide an integrated, incentivized strategy to address the core drivers of poor health, excessive medical costs and lost productivity.The Connection Employee health and company productivity are connected. Employers can have a major influence on the health and care behaviors of employees and their families. Total health management is increasingly being recognized as a business necessity, not merely a “nice to do.” The Steps to Take

1. Start by building a culture of health. This has been shown to be an important determinant of the health and competitiveness of any business. The work environment is not just the traditional physical workplace, but also attitudes, behaviors, policies, and even compensation schedules and promotion opportunities.

2. Utilize a health plan to create an infrastructure needed to sustain health, wellness and productivity. Through consultation, educational support, and the creation of a

“wellness committee” to create an in-house mechanism to initiate and sustain wellness efforts, health plans can help provide the infrastructure needed.

3. Recognize and reward healthy employee “champions.” This is a key leadership message, along with making it known that the employer wants to assist employees and their families achieve health goals.

Targeted Incentives By offering employees a health plan with appropriately designed and communicated incentives, employers have an evidence-based method to improve behavior change and increase employee engagement. Account-based consumer-directed plans with additional targeted incentives for health improvement and care management decisions increase employee engagement and produce health-care costs savings. The majority of the known causes of excessive health care and productivity costs — stress and mental health, absenteeism, short and long-term disability, workers’ compensation, occupationally-related illness and injuries — can be addressed by an employer using a comprehensive and integrated strategy supported by targeted tactics, programs and practices. We call it an Employer Health and Productivity Roadmap™. By improving the health status of employees (and their families), by assisting them to get involved in their medical care decisions with their doctors, and by directly targeting specific ineffective and

inefficient medical practices and delivery modalities, both the employer and the employee can improve health and produce savings. Characteristics of a Healthy Work Force

1. Healthy. Demonstrates optimal health status with minimal illnesses, diseases and injuries.

2. Productive. Functions to produce maximum personal and organizational goals.

3. Ready. Has the ability to respond to changing demands.

4. Resilient. Adjusts to setbacks, increased demands or unusual challenges.

To request a copy of the Employer Health and Productivity Roadmap™, email [email protected].

Follow the Roadmap to BetterEmployee Health, Productivity

Health MattersEDITORIAL > By Michael Parkinson, MD

Michael Parkinson, MD, MPH, FACPM, is senior medical director of Health and Productivity for UPMC Health Plan, which is part of the UPMC Insurance Services Division. The integrated partner companies of the UPMC Insurance Services Division, which offer a full range of insurance programs and products, also include UPMC WorkPartners, LifeSolutions, UPMC for You (Medical Assistance), UPMC for Life (Medicare), UPMC for Kids, Askesis Development Group, EBenefits Solutions, and Community Care Behavioral Health.


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Can you be liable for libel based on what you tweet on Twitter? Ask actress-singer Courtney Love, the first person to defend an allegedly defamatory tweet in a U.S. courtroom in the trial of Gordon & Holmes v. Love.*Not So Loved In 2010, Love accused her attorney of taking a bribe, tweeting, “I was #$@!*&% devestated [sic] when Rhonda J. Holmes esq. of san diego was bought off.” Love posted the tweet after Holmes declined to help Love bring a fraud case against those managing her late husband Kurt Cobain’s estate. Love sought dismissal of the case, arguing that her tweet was not defamatory because it should be considered opinion given the hyperbole and exaggeration associated with the Internet. The judge ruled this “No one takes Twitter seriously” defense invalid, and a jury will now determine how defamation should be applied in the context of such casual online communications. Twitter + Libel = “Twibel” Libel is the written form of defamation (slander is the spoken form) and arises when a false, published statement harms the reputation of another. It must be presented as a statement of objective fact, as opposed to an expression of personal opinion, and it must be “published,” which legally means that it is communicated to one or more persons. The level of malicious intent required depends on whether the victim is a public or private figure. Ultimately, the goal is to strike a balance between freedom of expression and protecting a person’s reputation. As a general rule, the Twitter user, not the social media site, is liable for any defamation. As third-party publishers, social media sites like Twitter are protected by the Communication Decency Act and are not liable for

defamatory content that people post using their sites. Twibel History in the United States Love’s case is not the first Twibel action in the United States. In fact, it’s not Love’s first Twibel action. In 2009, Love was sued for tweeting unflattering things about her fashion designer after a $4,000 business dispute. A week before trial, Love paid $430,000 to settle the case.In Illinois, landlord Horizon Realty sued its tenant for tweeting, “Who said sleeping in a moldy apartment was bad for you? Horizon realty thinks its [sic] okay.” In 2013, a court dismissed the case, ruling that the tweet was too vague to meet the legal standard for libel.In 2011, a physician sued a blogger in Oregon for $1 million over a tweet that read, “A little bit of research into @drdarm revealed a pretty nasty complaint filed against him for attempting to trade treatment for sex in 2001.” The parties settled before trial.Love’s Labour’s Lost Just as in a Shakespearean comedy, what can we learn from Love’s mistakes? Here are a few thoughts.

1. You are not immune from defamation laws just because you communicated on the Internet.

2. If you have a strong opinion, make sure it’s clear to everyone that you are only expressing your personal opinion.

3. Don’t repeat gossip on the Internet. If you are uncertain whether something’s true, don’t tweet that it is.

4. Legally, it’s much easier to target a public figure than a private one. Generally, if the person is a

public figure, you won’t be liable unless you knew you were lying or demonstrated a “reckless disregard” for the truth of what you said. (This is one reason why public figures so rarely sue for defamation, even when consistently attacked in the media.)

5. Yes, we have freedom of speech in the United States, but the First Amendment protects you only from government action based on what you say. There are all kinds of consequences to speech that have nothing to do with the government. Ask Courtney Love.

* After this article was written, the jury returned a verdict in favor of Love, finding it had not been proven that Love knew the statement was false. #Vindication? For more information about civil litigation matters, contact Lisa Smith Presta at MacDonald, Illig, Jones & Britton, LLP at 814/870-7656 or [email protected].

Legal BriefBe Careful What You Tweet! Liability for Libel on Twitter

EDITORIAL > By Lisa Smith Presta

Lisa Smith Presta is a senior partner in the law firm of MacDonald, Illig, Jones & Britton LLP, where she concentrates her practice in the areas of commercial litigation, employment litigation and professional liability defense. She regularly handles matters in federal court, state court and before administrative agencies, and has served as president of the Erie County Bar Association.


When Laurie Root talks about leadership and the importance of leadership develop-ment for women, she recalls her own profes-sional experience.

After graduating from Hollins University and working for the late Senator John Heinz, Root took a position in a woman-owned business and says it had a significant impact on shaping her career, something she didn’t realize until years later.

“My boss pushed me and gave me opportunities that pushed me as a professional,” says Root, of her former employer Judy German McArdle, president and founder of Federal Research Service, Inc. and FedJobs.com in the greater Washington, D.C. area. “She sur-rounded herself with people who were smart and motivated, and a testament of a true leader is having a team that is diverse and challenges you.”

Today, Root, a 2013 ATHENA Leadership Award winner, is the vice president of Investor Relations at United Way of Erie County and a member of the steering committee for the Women in Leadership Development (WILD) Conference, sponsored by the Gannon Small Business Development Center (SBDC).

Root has been actively involved in the planning and execution of the WILD Conference for the past three years and sees this year’s seventh annual conference on Wednesday, April 30, at the Ambassador Banquet & Conference Center in Erie as a unique opportunity for women leaders to come together. The confer-ence offers a day of networking and education, and what Root describes as a “platform for serious dialogue” for women leaders in northwest Pennsylvania.

“We need more women leaders at every level — both in the public and private sector,” Root explains. “We need to figure out what we are going to be in our next generation, and women business lead-ers have a big contribution. This is an opportunity, and we want to make more of a connection with the young rising leaders as well.”

A Growing Segment of the Work ForceIf it seems that there are more women in business today than ever before, that’s because there are. Statistics from the Bureau of Labor Statistics, U.S. Department of Labor, show that of the approximately 126 million working age women (16 years of age and older), an estimated 73 million were in the labor force. Be-

tween 2010 and 2020 the number of women in the labor force is expected to increase at a rate of 0.7 percent, compared to 0.6 percent for men.

According to the Small Business Administration, women-owned businesses are one of the fastest-growing segments of the small-business community, accounting for 30 percent of small busi-nesses today. In 1970, only 5 percent of small businesses were women-owned.

Of these small businesses, the National Women’s Business Council reports that women-owned businesses make up more than half (52 percent) of all businesses in health care and social assistance. The other top industries for women include: educational services (45.9 percent of all businesses are women-owned); administra-tion, support, waste management and remediation services (37 percent); retail trade (34.4 percent); and arts, entertainment and recreation (30.4 percent).

Root herself has extensive experience in the communications in-dustry, previously working as a vice president of education and development for the national association known as Women in Cable Telecommunications, located in Washington, D.C. There, she worked with experts in women’s leadership to develop train-ing programs focused on developing women leaders in the cable industry at every level, from rising leaders to the C-suite. When she returned to Erie, after living in the D.C. metro area for 30 years, she found there was a real need for more leadership development programs for women that would complement such programs as the well-established ATHENA Powerlink, a business-mentoring program designed to increase the growth and profitability of women-owned businesses.

“For example, mentoring is more of a ‘I’ll give you ideas and sug-gestions,’ type of role, but a sponsor is someone you meet and makes the commitment to actively seek out opportunities and promote you,” says Root. “Women typically don’t put up their hands and do that. Some-times you have to stand up and be recog-nized. It’s also about leaning in and taking a risk and being seen.”

Maggie Horne, chair of the WILD Steering Committee and now director of the Gannon SBDC, which founded the WILD Conference in 2008, agrees.

Laurie Root

Maggie Horne


2014 Keynote SpeakersGrace Killelea is a world-class speaker and consultant. After 35 years in human resources and talent development, Killelea retired from Comcast Cable Corporation, where she was the senior vice president of Talent for the Fortune 50 company headquartered in Philadelphia, and went on to launch Half The Sky Leadership. She works with

CEOs, executives, and professionals to achieve sustained business and personal success. She has delivered keynote addresses at such premier events as ESPN’s Women’s Leadership Conference, the 2012 Pennsylvania WILD Conference, and the WithIT Conference.

As director of Seton Hill University’s E-Magnify, where she has been employed for nearly 20 years, Jayne H. Huston is responsible for the strategic vision and administrative oversight of E-Magnify, a U.S. Small Business Administration (U.S. SBA) supported women’s business center serving start-up

and growing women-owned enterprises in a 27-county western Pennsylvania marketplace. Under Huston’s direction, E-Magnify provides resource support to women entrepreneurs through business counseling, education and training, and mentoring programs and services. In February 2013, Huston was among 25 recipients of the “BusinessWomen First Awards” presented by the Pittsburgh Business Times and was a 2011 Legacy Award winner at the WILD Conference in Erie.

Legacy Award For the past seven years, the WILD Conference has presented its prestigious Legacy Award to an experienced, professional business leader. The award recognizes an individual who mentors other women, supports her community and excels in her career. The winner is a trailblazer who has carved her own path to success and has supported other women along the way. She must demonstrate high standards in all that she does and serves as an example to others professionally and personally.

“Distance, logistics and finances are often barriers to letting wom-en in our area grow,” says Horne. “Being able to bring them the WILD Conference offers them even more opportunities.”

Focused on EmpowermentThe mission of the annual WILD conference is to empower women in business — whether they own a business, work in a business, or are thinking of starting up a business. Through a combination of lectures and interactive networking sessions, the WILD Conference allows women executives to explore pathways to achieve their pro-fessional goals.

“The WILD Conference has allowed me to have a clear focus on what challenges women have in the path of professional careers and has given me the chance to bring valid information and mentoring opportunities to other women having that same chal-lenge,” explains Horne. “I’ve been able to take advantage of those opportunities to learn and grow, as well as the attendees, and to meet some of these inspiring women and to continue to grow those relationships.”

Organizers say this year’s conference will provide more than 500 guests with access to networking opportunities; a silent auction that benefits a philanthropic outreach; and two inspiring speak-ers — past keynote speaker Grace Killelea, a seasoned human re-source expert who will focus her address on leadership, and Jayne Huston, a past WILD Legacy Award winner and director of Se-ton Hill’s E-Magnify program, which provides resource support to women entrepreneurs.

“We have such talented individuals in our own backyard that we can relate to,” explains Horne. “Grace and Jayne are definitely women that we can learn from.”

This year, the daylong event, titled, “Create Your Leadership Path,” also will take on a greater educational focus with breakout ses-sions in three tracks: Entrepreneurs/Women Business Owners; Ex-ecutive Leadership; and Rising Leaders.

Sessions will run in the morning and afternoon, with some being offered twice to allow more to attend “hot topic” programming. For example, JFS Wealth Advisors from Hermitage, Pennsylvania will lead a session for the Rising Leaders track to assist participants with their financial path to their career. For women business own-ers, the session will be focused more on the path to retirement.

Organizers say the 2014 WILD Conference has been strategically designed to help women at all levels in their careers on their lead-ership paths. Says Horne, “We are focusing on the professional de-velopment opportunities that launched and made WILD successful from the beginning.”

To register or learn more about the 2014 WILD Conference, visit http://wild.sbdcgannon.org.

Dr. Maureen Barber-Carey of the Barber National Institute in Erie was named the WILD Legacy Award winner in 2013.


Accredited by the American College of Radiology as a Breast Imaging Center of Excellence, Saint Vincent is the region’s most responsive provider of breast diagnostics, surgery and breast health advocacy.

From early detection through digital mammography to minimally invasive, on-site breast biopsies to skillful surgical care, you’ll find we’ve created the region’s most comprehensive, integrated continuum of breast health services. Giving you convenient access to the top women’s breast health experts—and most advanced technologies—in our community.

To learn even more about our specialized services or to schedule your routine mammogram online, simply visit SaintVincentHealth.com/WomensHealth or call the Saint Vincent Women’s Center at (814) 452-5879.

Trust your breast health to the experts.

SurgeonsDaniele Haupt, MD, FACS Kathleen M. Erb, MD, FACS Greater Erie Niagara Surgery2315 Myrtle Street, Suite 290Erie, PA 16502(814) 454-1142

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RadiologistsDavid Oppenheim, MD John Hill, MDMatthew Thomas, MD311 West 24 StreetErie, PA 16502(814) 452-5879

Welcome to Saint Vincent. Welcome to better care.


April MayProfessional Development

Certified Supervisory Skills Series Course II 5/13 and 5/20 Course II 5/8 and 5/15 Course IV 2/6 and 2/13 Course IV (Williamsport) 5/6 and 5/7 Course IV (Warren) 5/1 and 5/8 Course V 5/21 and 5/28 Course V (Williamsport) 5/20 and 5/21 Course V (Warren) 5/15 and 5/22

Food Safety Certification 5/19

HR Essential Certification Series: Terminations – Keeping It Legal 5/15 Effective Interviewing & Hiring Techniques (Kittanning, 8 – 10 a.m.) 5/21 Terminations – Keeping It Legal (Kittanning, 10:15 a.m. – 12:15 p.m.) 5/21 Employment Law – What HR Should Know (Kittanning, 1:30 – 3:30 p.m.) 5/21 Discrimination & Harassment in the Workplace (Kittanning, 9 – 11 a.m.) 5/22 Compensation & Benefits, (Kittanning, 12:30 – 3:30 p.m.) 5/22

Basics of Human Resources for Non-HR Professionals 5/1

ComputerExcel 2007/2010/2013 Level II 5/29

Access 2007/2010/2013 Level II (Two Days) 5/8 and 5/15

Professional DevelopmentCertified Supervisory Skills Series Course I 4/15 and 4/22 Course I 4/10 and 4/17 Course II (Williamsport) 4/15 and 4/16 Course III 4/2 and 4/9 Course III (Corry) 4/29 and 4/30 Course III (Warren) 4/10 and 4/17 Course IV 4/30 and 5/7 Course V (St. Marys) 4/1 and 4/2

Leadership for Team Leaders Course V 4/9


HR Essential Certification Series: Discrimination & Harassment in the Workplace (8 – 11 a.m.) 4/10 Effective Interviewing & Hiring Techniques (Titusville, 8 – 10 a.m.) 4/23 Terminations – Keeping It Legal (Titusville, 10:15 a.m. – 12:15 p.m.) 4/23 Employment Law – What HR Should Know (Titusville, 1:30 – 3:30 p.m.) 4/23 Discrimination & Harassment in the Workplace (Titusville, 9 – 11 a.m.) 4/24 Compensation & Benefits (Titusville, 12:30 – 3:30 p.m.) 4/24

ComputerAccess 2007/2010/2013 Level I 4/17 Excel 2007/2010/2013 Level I 4/24 Excel 2007/2010/2013 Level II 4/10

“Shorty after joining the Manufacturer & Business Association, I learned of the HR Essential Certification Series. Knowing that our company was growing and there were aspects of Human Resources with which I needed guidance, I signed up for the series. Our instructor was very familiar with both PA and federal laws. I enjoyed the fast-paced classes, which were packed with pertinent, up-to-date information and real-life scenarios from other local businesses. No matter what level of HR experience you have, you will find these classes very educational.”

— Tammy Ricci,Office Manager

Moody and Associates, Inc.

“Environmental Reclamation Services takes pride in the continued education of our employees. In seeking out a program that clearly defines the expectations we have for our supervisors, we looked no further than the Manufacturer & Business Association in Erie, Pa. Their leadership seminars identify and sharpen the skills necessary to produce qualified supervisors while fine-tuning the natural abilities our employees bring to the table.”

— Bridget Trojanowski,Human Resource Manager

Environmental Reclamation Services

JuneProfessional Development

Certified Supervisory Skills Series Course III 6/10 and 6/17 Course III 6/5 and 6/12


ComputerExcel 2007/2010/2013 Level I 6/19 Access 2007/2010/2013 Level I 6/12 Excel 2007/2010/2013 Level III 6/5

TrainingRegional Locations

All courses are held at the MBA Conference Center in Erie, unless otherwise noted.Bradford: Holiday Inn Express 30 Tarport Drive Extension

Corry: Higher Education Council 221 North Center Street

DuBois: Best Western 82 North Park Place

Erie: Manufacturer & Business Association Conference Center 2171 West 38th Street

Franklin: Franklin Industrial & Commercial Development Authority 191 Howard Sreet

Hermitage: LindenPointe 3182 Innovation Way

Kittanning: Armstrong Educational Trust 81 Glade Drive

Meadville: Holiday Inn Express 18240 Conneaut Lake Road

Mercer/Grove City: Hampton Inn, Grove City 4 Holiday Boulevard

St. Marys: Community Education Council of Elk and Cameron Counties 4 Erie Avenue, Suite 200

Titusville: Towne Square Conference Center 110 West Spring Street

Warren: Warren/Forest Higher Ed Council 589 Hospital Drive, Suite F

Williamsport: Genetti Hotel 200 W. Fourth Street

* Handicap access and parking available at all sites.

Onsite TrainingGet more flexibility and convenience with our onsite training options — one of the most cost-effective choices for group instruction.

• Flexible and convenient scheduling • Customized instruction • Eliminate travel expenses

Course RegistrationContact Terry Nunez at 814/833-3200, 800/815-2660 or [email protected] to register or for more information on upcoming courses. Online registration also is available at www.mbausa.org.

“After taking the HR Essential Certification Series at the MBA, I have found that all the information has become very useful in my everyday work environment. Our instructor did an excellent job presenting the information in a way that kept your attention and also taught you what you needed to know.”

— Dina Heile,Administrative Assistant

Intellectual Property Services

“Whether it is computer classes or professional development courses, the training provided by the Manufacturer & Business Association has allowed us to provide a cost-effective solution that is critical to our ability to stay competitive.”

— Joy Sherry, Human Resources Director

Ainsworth Pet Nutrition

“Investing in management education for both new and seasoned leaders has not only influenced corporate success, but has contributed to many successful career paths. The MBA-USA programs are high quality, accessible and affordable. That translates into great value.”

— Gary M. Maras, Chief Executive Officer

Medicor Associates Inc.

OntheHill DEPARTMENTS > Contact: Lori Joint

According to the National Foundation for Women Legislators, women are the greatest rising force in American politics today. Women currently hold 18 percent of the seats in the 113th Congress. There are 20 women serving in the U.S. Senate and 78 serving in the U.S. House of Representatives. There also are 73 women who hold statewide elective offices, including five state governorships. Among state legislators, women comprise 24.2 percent of all state legislators nationwide. In Pennsylvania, women make up 17.8 percent of the state legislature. Out of 253 possible seats, there are 45 seats filled by women — 37 in the House and eight in the Senate.According to state Senator Patricia Vance of the disparity, “One of the largest hurdles to female representation in our legislature is finding candidates and raising money to elect them.”However, “for the past several years,” notes state Repres-entative Michele Brooks, “the percentage of women in the Pennsylvania General Assembly has increased, which is positive news. We have a number of women from a wide range of backgrounds, which I believe lends itself to a greater perspective on all the different issues we face in Harrisburg. Our challenge is a good one in that we are continuing to expand the number of women in elected office and to serve as role models for future generations.”These women chair numerous committees, influence policy and understand the importance of building bipartisan coalitions to offer solutions for the nation’s most pressing concerns and ensure widespread change in both thought and policy.Here, several of these state lawmakers, including Senator Vance and Representative Brooks, explain what they believe are the top business issues for Pennsylvania in 2014.State Senator Patricia Vance, R-Cumberland/York A top business issue in the coming year will be pensions. This impacts not only the state budget, but also local government, especially school districts. An anticipated state budget shortfall due to costs drivers outstripping projected revenue growth by a more than 2-to-1 margin will make approving a balanced budget difficult.

State Representative Donna Oberlander, R-Clarion/Armstrong There are three major challenges facing all Pennsylvania employers that are virtually universal. First and foremost, the costs and uncertainty of ObamaCare; second, the unprecedented expansion and increased costs of job-killing regulations; and lastly, the difficulty of attracting and retaining a high-quality work force which, without question, can be directly linked to ObamaCare and ever-increasing government regulations. Despite these challenges, my commitment to advancing free market economic policies at the state level to keep Clarion and Armstrong counties and the rest of Pennsylvania Open for Business and Job Creation will remain the same in 2014.State Representative Kathy L. Rapp, R-Warren/Forest/McKean The top business issues I see as a legislator representing rural Pennsylvania and as a legislator in general are the burdensome regulations, including the permitting process and business taxes in Pennsylvania that stifle job creation. Workers’ compensation and medical costs are also on the increase for businesses. Pension reform, liquor privatization and a fiscally responsible budget for the state with no new taxes are legislative issues that I believe are critical for the General Assembly to address this year.State Representative Michele Brooks, R-Crawford/Mercer/Lawrence Working with our business community to enhance our jobs climate will continue to be a priority for me in 2014. Pennsylvania and our nation have a strong manufacturing heritage of producing goods used here at home and around the world. I believe in that history and its future. Eliminating regulatory burdens and removing obstacles like red tape and excessive bureaucracy that job creators face is a key focus for me. Recently, we made strides in eliminating the inheritance tax on family owned businesses, increasing the cap on net operating losses, and improving work-force development programs and initiatives; and I will continue to actively promote and support our manufacturers and businesses as we look ahead to the future.

Women Legislators List Top Business Issues for Pennsylvania in 2014


D E R E G U L AT E D N AT U R A L G A S

Provided courtesy of:

You’re at work. The phone rings. Caller ID shows it’s your mom. You sigh, shake your head and wish the call would just go away. You think, “I was just there. What does she need now? How am I possibly going to get my work done?”

Most caregivers have other important and pressing responsibilities, so the added responsibility of caring for a senior loved one is likely to cause both emotional and physical stress on the caregiver. In fact, according to a survey by Home Instead Senior Care, 31 percent of family caregivers admit they’d like more help.

Emotional SignsThe first step in dealing with caregiver stress is to recognize the emotional signs.

The emotional experiences involved with providing care can strain even the most capable person. The resulting feelings of anger, anxiety, sadness, isolation, exhaustion — and then guilt for having these feelings — can exact a heavy toll.

Take a look at the following list and see if any apply to you:

• Anxiety

• Depression

• Moodiness/mood swings

• Butterflies

• Irritability, easily frustrated, road rage

• Memory problems and lack of concentration

• Feeling out of control

• Increased substance abuse

• Phobias

• Argumentative

• Feeling of isolation

• Job dissatisfaction

Noticing the way stress affects you physically is sometimes easier than seeing how it is affecting you emotionally. You may want to think about how your spouse or children are reacting to you. If you’re grumpier than normal, they may let you know or may just avoid you altogether.

When you’re a caregiver, it’s easy to forget about your own needs. After all, you’re a caregiver not a me-giver. Right? Well, yes and no. As difficult as it might seem, you need to pay attention to yourself too. Why? A study by Elissa Epel, Ph.D., an associate professor and health psychologist from the University of California, San Francisco found that family caregivers experiencing extreme stress have been shown to age prematurely. This level of stress can take as much as 10 years off a caregiver’s life.

Physical SignsSo how do you know if caregiver stress is affecting you? Look for these common physical signs of caregiver stress:

• Disturbed sleep

• Back, shoulder or neck pain, muscle tension

• Headaches

• Stomach/digestive problems (upset or acid stomach, cramps, heartburn, gas, irritable bowel syndrome, constipation, diarrhea)

• Weight fluctuation (gain or loss)

• Loss of hair

• Fatigue

• High blood pressure, irregular heartbeat, palpitations

• Chest pain

• Perspiration

• Skin disorders (hives, eczema,

psoriasis, tics, itching)

• Periodontal disease, jaw pain

• Reproductive problems/infertility

• Weakened immune system suppression: more colds, flu, infections

• Sexual dysfunction/lack of libido

If you are experiencing some of the signs listed above, consider talking with a health-care professional who can help you to evaluate your situation. You are not alone. Getting support will help reduce caregiver stress, as well as reduce the associated risks of ongoing stress.

Remember, it is not selfish to focus on your own needs and desires when you are a family caregiver. On the contrary, it is important that you take initiative with your own physical and emotional care, or else it could make you less useful to the person for whom you are caring.

For more information about respite care, contact your Home Instead Senior Care office at 814/464-9200.

Dianne Cunningham and her husband Bob are owners and operators of Home Instead Senior Care, a licensed agency that helps seniors to “age in place” by providing ADL and IADL personal care services throughout Erie County. They are members of the Independent Council on Aging and the Alzheimer’s Association of Northwestern Pennsylvania Advisory Board, among other organizations.

Care For Yourself While Caring For Others

EDITORIAL > By Dianne Cunningham

Aging & Wellness


HR ConnectionSTUDY: GENDER-DIVERSE WORK FORCE CAN HELP IMPROVE FINANCIAL PERFORMANCENew research from Gallup, which con-sults with companies to help improve employees’ engagement on the job, offers further evidence that gender di-versity in the workplace is good for the bottom line.The study of more than 800 business units from two companies representing two different industries — retail and hospitality — found that gender-diverse business units have better financial outcomes than those dominated by one gender. Among the findings:

• Gender-diverse business units in the retail company have 14-percent higher average comparable reve-nue than less-diverse business units (5.24 percent vs. 4.58 percent).

• Gender-diverse business units in the hospitality company show 19-per-cent higher average quarterly net profit ($16,296 vs. $13,702) than less-diverse business units.

And if the gender-diverse business units are also highly engaged, financial performance improves dramatically. Re-tail units that are diverse and engaged have a 46-percent higher increase in comparable revenue. Similarly, diverse and engaged units in the hospitality company have a 58-percent higher net profit than single-gender and less-engaged units. For more information, visit businessjournal.gallup.com.

SURVEY: MAJORITY OF WOMEN ENTREPRENEURS OPTIMISTIC ABOUT BUSINESS SUCCESSNearly three fourths of U.S.-based women entrepreneurs are optimistic about their business, according to the

Cox Business Snapshot of Women Entrepreneurs survey.The Cox Business survey reveals a variety of factors are driving women to enter the entrepreneurial ranks, ranging from the opportunity to be their own boss (61 percent) to having more control of their “own destinies” (52 percent). At the same time, other women business owners chose entrepreneurship as a way to pursue their passion (47 per-cent); 32 percent to make more than they could by working for someone else and 28 percent to spend more time with family/children.Jill Campbell of Cox Communications said, “This survey reveals that women are enthusiastically taking control of their professional destinies and taking the entrepreneurial road to self-suffi-ciency, personal satisfaction and finan-cial success.”For more information, visit www.coxblue.com/SMBwomen.com.

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DEPARTMENTS > Contact: Stacey Bruce

Amid all the publicity and confusion about the government health exchanges, a few health-care coverage mandates went into effect on January 1, 2014. At least 10 of these changes should be reiterated.

Here’s what you should know:1. The Affordable Care Act (ACA) and its proposed rules state that, “Through at least 2014, Group Health Plans are prohibited from applying waiting periods longer than 90 days after the employee or dependent is eligible for coverage.”

2. There can be no annual dollar limits on essential health benefits after 2013.

3. There are out-of-pocket maximums on essential health benefits imposed on non-grandfathered plans. For 2014, these maximums are $6,350 for single coverage and $12,700 for family coverage. The limit does not have to count balance billing amounts for non-network providers and other out-of-network cost sharing. In ad-dition, if the employer’s coverage uses a separate benefit plan administrator for

prescription drug coverage and if the drug plan currently imposes a limit on out-of-pocket costs, the ACA limit will apply sep-arately to prescription drug costs, raising the total limit to $12,700 for individuals and $25,400 for families. If the drug plan does not currently have a limit on out-of-pocket costs, it will not have to impose one for 2014.

4. For plan years beginning on or after January 1, 2014, pre-existing condition exclusions are prohibited for all partici-pants and dependents.

5. Dependents up to age 26 must be extended coverage regardless of eligibility for other employer-sponsored coverage.

6. Plans are not allowed to discriminate on a claim based on who the provider of service is.

7. Non-grandfathered plans must cover an approved clinical trial — one that is conducted in relation to the prevention, diagnosis or treatment of cancer or other life-threatening disease or diagnosis.

8. Non-grandfathered plans must provide coverage without cost sharing for preventive treatments and services for adults and children.

9. Non-grandfathered plans also must provide extended preventive services with-out cost sharing for women.

10. For participation in wellness programs, the ACA allows for increased maximum reward (or penalty) of up to 30 percent of the cost of health coverage and up to 50 percent of the total cost of cover-age for tobacco cessation.

For more information, contact me at 814/833-3200, 800/815-2660 or [email protected].

Top 10 Recent Changes in Health-Care Coverage

Patty Smith is the director of Employee Benefit Services at the Manufacturer & Business Association.


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WHAT SHOULD A COMPANY DO WHEN AN EMPLOYEE ON INTER-MITTENT FAMILY AND MEDICAL LEAVE ACT (FMLA) IS NOT GET-TING THE JOB DONE IN A TIMELY MANNER AND ACCORDING TO PERFORMANCE STANDARDS? Designing and implementing an action plan to address productivity issues consistent with the letter and spirit of FMLA is challenging. Often, a first step, which is only the beginning, includes recognizing that the person who is taking FMLA because of his or her own “serious health condition” or caring for a family member, may not be physically, cognitively or emotionally able to perform in the same manner as before.Review the employee’s workload. Make adjustments to recognize that when an employee is working fewer hours, there is a high probability that the result is less productivity. But §825.203 of the FMLA regulations allows employers to ask the employee to make “(a) reasonable effort to schedule the treatment so as not to disrupt

unduly the employer’s operations.”Another option employers have when intermittent absences are unduly disruptive is to consider transferring the employee to an alternative position to better accommodate the employee’s absences. Section 825.204 of the regulations state: “(a) Transfer or reassignment. If an employee needs intermittent leave or leave on a reduced leave schedule … the employer may require the employee to transfer temporarily, during the period that the intermittent or reduced-leave schedule is required, to an available alternative position for which the employee is qualified and which better accommodates recurring periods of leave than does the employee’s regular position.”Medical recertification consistent with the provisions outlined in §825.308 is another option. Although the original medical certification may have been for intermittent leave to attend occasional medical appointments, or leave taken several days spread over a period of months, circumstances may have changed.

WHAT IF A PREGNANT WOMAN RUNS THROUGH ALL OF HER FMLA LEAVE BEFORE SHE HAS RECOV-ERED FROM PREGNANCY RELATED CONDITIONS? WHAT IF SHE HASN’T WORKED FOR A YEAR OR THE REQUISITE 1,250 HOURS WITHIN A YEAR? WHAT IF SHE DOESN’T WORK AT A LOCATION WITH 50 OR MORE EMPLOYEES?The employee still might be entitled to leave as a reasonable accommodation under the Americans with Disabilities Act (ADA) if she has pregnancy related impairments that rise to the level of a disability.Prior to the Americans with Disabilities Act Amendments Act (ADAAA), pregnancy related conditions may not have qualified as covered disabilities. Now a wide range of pregnancy related physical impairments may qualify as covered disabilities, since the bar for ADA disabilities has been lowered. Such ADA-qualifying disabilities may include high blood pressure, severe morning sickness, gestational diabetes, and preeclampsia, among others.

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Stacey Bruce, SPHR is the HR Services director at the Manufacturer & Business Association.

Contrary to popular opinion, delegation is not about handing off the least desirable tasks to a subordinate. Delegation is about finding ways for employees to grow, both personally and professionally, and does far more than just help get work done. It can be used as a leadership development tool.Delegation involves tapping into employees’ potential. One employee might have a particularly good mind for the technical aspect of the job, while another has a flair for the public relations side. Identify these high-potential employees and select them for further development. In contrast, a potentially promising employee might not be able to grasp certain fundamentals of the leadership position, or may be simply ill-equipped to take on such a role. But whether an employee rises to the occasion or not, these things are good to know, regardless of which way they turn.The following questions can help supervisors decide if they are ready to use delegation as a leadership tool:

• Are they receptive to employees’ ideas?• Are they prepared and willing to accept

that employees will make mistakes?

• Are they ready to share success with employees?

• Are they ready to exercise self-restraint and let employees operate independently?

If supervisors can answer yes to these questions, they are ready to begin delegating. The four steps are:

1. Plan the delegation.2. Assign the task(s).3. Determine if the employee is ready to

execute the task.4. Follow up with the employee.

There are five key activities to include:1. List the tasks that are appropriate

to delegate.2. Identify associates who are ready to

take on added responsibility.3. Determine the specific results expected.4. Determine how often to check in.5. Develop expectations for reporting

activity.To be successful, the delegation should set clear expectations and deliverables prior to allowing the employee to work on the

task. To gauge how well an employee has accomplished the task, the results should be specific, measurable, attainable, realistic and timely.Remember: Delegation will keep employees engaged and motivated because they are involved. An effective leader uses delegation to ensure that the organization operates at its fullest potential — instead of leaving potential undeveloped and untapped. For more information about leadership development tools for your work force, contact the Association at 814/833-3200 or 800/815-2660. You can also view our upcoming HR and training courses on www.mbausa.org.

Delegating Can Pave the Way for Leadership Development

DEPARTMENTS > Contact: Stacey Bruce

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Family Law Bankruptcy & Creditors’ Rights Tax Construction Insurance

EventsThe Manufacturer & Business Association strives to keep its members informed on the most current business and legislative issues affecting employers in the region. For more information about upcoming events, see the Association’s website, www.mbausa.org.

A panel of speakers from the Erie Regional Chamber and Growth Partnership, including President and CEO Barb Chaffee (shown here), were guest speakers at the Association’s January Eggs ‘n’ Issues briefing. The panel discussed the relaunch of Project Jobs, provided an update on Destination Erie and its growth partnership initiatives, and explained what the Chamber is doing to attract, retain and expand business in the region.

Congressmen Mike Kelly (R-3rd District) and Glenn Thompson (R-5th District) answer questions during the Association’s January legislative luncheon. Topics included health care and the Affordable Care Act, tax reform, the debt ceiling and budget deal, as well as the regulatory environment.

More than 100 guests filled the Founders Room for the Association’s recent legislative luncheon.

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People BuzzERIE BUSINESS CENTER ANNOUNCES NEW DIRECTOR IN ERIEMichelle Blount has been appointed director of Erie Business Center, Erie Campus. Her pri-mary responsibility will be to ensure growth, retention and opera-tional effectiveness.

A graduate of Edinboro University with a bachelor of science degree in busi-ness administration/accounting, Blount also will work with EBC’s New Castle team to build and implement strategic and tactical business plans to achieve measurable growth objectives.

Blount replaces Donna Perino, who re-tired after 17 years with the career train-ing institution, serving most recently as executive director of both the Erie and New Castle campuses.

QUALITY LIFE SERVICES APPOINTS CLINICAL SERVICES DIRECTORQuality Life Services, based in Butler, Penn-sylvania, has appointed Katie Wade as the director of Clinical Services over the nine communities under this company’s umbrella of care.

Wade’s new role will provide direc-tion and oversight of the informatics system of Point Click Care that Quality Life Services’ communities utilize to electronically capture all documenta-tion and medical care that is provided to their residents. She also is responsible for making sure that staff members are trained proficiently and abide with all clinical functions in compliance with state and national regulations.

With more than 40 years of experience, Quality Life Services owns and operates

senior living communities that span into six various counties that include Armstrong, Butler, Fayette, Lawrence, Mercer and Westmoreland. The par-ent company collectively provides a full range of health-care services for nearly 1,500 residents in western Pennsylvania that include independent living, per-sonal care, rehabilitation, memory care support and skilled nursing care.

LOESEL-SCHAAF INSURANCE NAMES WACHTER AS VICE PRESIDENTLoesel-Schaaf Insurance Agency, Inc., one of the largest independent multi-line insurance agencies in northwest Pennsylvania, has named Patrick Wachter as a principal and vice president.

Wachter earned his bachelor of science degree in finance from Penn State-Behrend and joined Loesel-Schaaf in


DEPARTMENTS > Contact: Karen Torres

2012 with seven years of experience in the insurance industry. His main focus is in commercial insurance, including workers’ compensation.

STEINER TO LEAD MARKETING EFFORTS FOR FIRST NATIONAL BANK First National Bank of Pennsylvania, a wholly owned subsidiary of F.N.B. Corporation, an-nounced the hiring of Richard J. Steiner as senior vice president and chief marketing officer for the company.

As chief marketing officer, he will be responsible for development and direc-tion of the bank’s strategic marketing initiatives across the four-state footprint, as well as for marketing initiatives of the other subsidiaries of F.N.B. Corporation.

Steiner, a Pittsburgh native, comes to First National Bank with over a decade

of extensive marketing experience at PNC in a variety of corporate and line-of-business marketing roles. He most recently served as director of business development at Reed Smith LLP, leading the marketing and business develop-ment activities of the firm’s global financial services practice.

A graduate of Carnegie Mellon Universi-ty, Steiner holds a bachelor of science in business administration. He is a member of the Community Leadership Board for the American Diabetes Association of Western Pennsylvania.

ERIE CLUB ANNOUNCES FIRST WOMAN PRESIDENT Lisa Smith Presta recently became president of the Erie Club, the first woman to hold the position in the Club’s 134-year history. Presta has

been a member of the Erie Club Board of Directors since 2008, served as vice president of the Board, and also chaired the House Committee. The Erie Club was incorporated in 1882 and evolved from two organizations, the Undine Boat Club and the McClane Light Guard. Today, the Erie Club is recognized as one of the finest private social clubs in northwestern Pennsylvania. Presta is a senior partner at the law firm of MacDonald, Illig, Jones & Britton LLP, where she concentrates her legal prac-tice in the areas of commercial litigation, employment disputes and professional liability litigation.

She earned her J.D. from the University of Pittsburgh School of Law, her mas-ter’s in education from the University of Pittsburgh, and her bachelor’s degree from the Pennsylvania State University in 1987.


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