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Coronavirus

Trial by Fire

STCC respiratory-care students

STCC respiratory-care students Stefani Glukhova and Max La work at Baystate Medical Center.

Tallon Tomasi used to punch the same clock everyone else does when starting her shift as an LPN at the Leavitt Family Jewish Home in Longmeadow.

Not anymore. Because she works in a COVID-positive unit at the skilled-nursing facility, she enters by a different way than those in the negative units.

“Now, when we come in, we do this check-in system where we wash our hands, get our temperatures taken, we’re asked about symptoms related to COVID, about recent travels, recent exposure to people who have traveled. Then we get our gear, we wash our hands, and go to work.”

As a nursing student at Holyoke Community College, Tomasi is just beginning her healthcare career, and doing so right on the front lines of a global pandemic the likes of which haven’t been seen in more than a century.

Some aspects of it are tough to bear.

“The thing that’s very hard is not having family members being able to come in and see their loved ones as we are going through this difficult time,” she told BusinessWest. “Some of our patients have dementia, and not being able to see their families, it is challenging.”

“The thing that’s very hard is not having family members being able to come in and see their loved ones as we are going through this difficult time. Some of our patients have dementia, and not being able to see their families, it is challenging.”

That said, “I think our facility has done a good job,” she went on. “We do phone calls with family, and we do FaceTime, so I think that helps a little bit. But not being able to physically touch loved ones is hard for some of the patients and their family members.”

Tomasi paused to consider what else has been challenging about working in healthcare during the time of COVID-19.

“Everyone is so fearful of not knowing what’s going to happen,” she finally said. “That’s a big problem. We are not fully aware of how this thing will go, how to treat it, so the new big problem is fear — fear of the unknown. We don’t know everything about it, there’s anxiety around it, and I sometimes get scared because I know that I have the ability to spread it. But you know what has to be done — you have to help.”

With graduation — such as it is this year — just around the corner, many more nurses and other healthcare professionals are getting ready to transition from college into full-time work, but they’re facing an uncertain job market when so much of the sector’s energy is tied up in simply containing the pandemic.

“I checked in with some of our soon-to-be-graduates, and as far as the job market goes, I would say it’s pretty much up in the air and confusing,” said Kathleen Scoble, dean of the School of Nursing at Elms College.

On one hand, she noted, Hartford Hospital and St. Francis Hospital just down I-91 have responded “pretty expeditiously” to graduating seniors, several of whom landed positions right away. On the other hand, Baystate Medical Center has informed applicants that its new-graduate nursing program, traditionally a very popular landing spot for Elms grads, has been postponed.

Brooke Hallowell

Brooke Hallowell

“We have mechanisms to do more triage and problem solving with patients before they come to a place where they’re exposing themselves to others.”

But the need is great, she added, and Elms President Harry Dumay agreed, adding, “I’m proud of being part of this sector and proud of not only our institution, but all students and graduates on the front lines during these difficult times.”

Even if, as we’ll see, it can be a little challenging getting to those front lines.

Field Work

For Springfield Technical Community College, which boasts the largest health-simulation center in the Northeast, students not having access to campus means not being able to use those tools in their training, President John Cook said.

“That does hinder the potential of our students to finish, graduate, and work in these fields, which, if they weren’t in demand before, are certainly in demand now.”

That’s a major factor in nursing right now, Scoble said.

“If you ask students what our major responsibility is, it’s preparing them for licensure; it’s our primary responsibility as a program, to make sure they meet all their graduation requirements. And that has been a keen challenge the last semester; all of our clinical learning experiences were canceled — understandably.”

Carol Leary, president of Bay Path College, also noted that nursing students have had their clinicals put off — and there’s only so much that can be accomplished online.

“For me, that is a concern because many of them need to sit for their licensing exams before they can begin to work,” she said. “The accrediting bodies are trying to work with all the programs across the country to figure out how students can sit for exams.”

Scoble noted that only one testing site is open in the entire state where nursing students can take their licensing exam, known as the NCLEX, and that site is following CDC requirements for social distancing. “So you can imagine, with thousands of nursing graduates in the state, how long it will take for them to test the class of 2020. But they’re trying to open as many sites as they can.”

In Gov. Charlie Baker’s guidance when shuttering the Massachusetts economy in March, language was included allowing new nurses to practice without a license, if supervised by a professional nurse of equal or higher education.

“It’s really up to the employers how they would receive a new graduate who is not licensed, how they would recruit and receive them,” Scoble said. “We would provide any supporting documentation they would require.

“I checked in with some of our soon-to-be-graduates, and as far as the job market goes, I would say it’s pretty much up in the air and confusing.”

In the past, she explained, a typical student would agree to a position in early spring, then take the exam in June and start work around July.

“All that is unknown right now. Students would say the only thing they can control is finishing the program and preparing for NCLEX. We’re stressing to our soon-to-be-graduates to prepare for the NCLEX — and continue to prepare — until they have the opportunity to sit for the exam.”

In a similar situation, three respiratory-care students from STCC recently began working at Baystate Medical Center after applying for and receiving limited permit licenses, said Esther Perrelli Brookes, director and department chair of the Respiratory Care program. Eight other students have applied for limited permit licenses so they can work in the field.

“Students chose to study respiratory care because they want to help people. They want to make a difference,” Perrelli Brookes said. “I’m extremely proud of my students who are stepping up during this unprecedented health crisis. I’ve had many students reach out to say they want to find out what they can do now. I’ve been helping them get their limited permit licenses.”

“I was one of the first in my class to do it,” student Max La said. “It’s a good learning experience because other respiratory therapists are there and you can learn from them.”

The limited permit license means he can perform certain tasks, but not everything a fully licensed respiratory care therapist would do. “We can’t touch the ventilators,” he said, referring to the devices that some seriously ill COVID-19 patients use in hospitals.

At Baystate, La does not work with COVID-19 patients, but must wear a gown, mask, and other personal protective equipment (PPE), and he said Baystate takes precautions to protect him and others from contracting the coronavirus. “There’s always concern, but Baystate has a good policy. Everyone has masks, and they do temperature checks when everyone is walking in.”

STCC’s respiratory care program trains students skills in treatment, management, diagnosis and care of patients with breathing problems associated with diseases such as COVID-19.

According to the U.S. Bureau of Labor Statistics, respiratory therapists will continue to be in high demand at hospitals and medical facilities, with job growth of 21% projected between 2018 and 2028 — and that was before COVID-19 wrought what is essentially a respiratory crisis around the globe.

Seeds of Change

Demand should remain high in many health fields, said Brooke Hallowell, dean of the School of Health Sciences at Springfield College, though it may be uneven in the short term. Take physical and occupational therapists — in emergency-care settings, they’re playing an important role in patient care. But those who work with post-surgical patients for, say, joint replacement may find work more intermittent as many elective procedures are being postponed.

One area of growth is in the realm of telehealth, she added. “All of our health professionals are going through a rapid transition in terms of telehealth access, and Medicare and insurance companies are adjusting their policies related to telehealth, and reimbursement for telehealth visits is being revamped.”

These efforts are intended to reduce the spread of COVID-19, but the lessons being learned may be long-term, Hallowell noted.

“Instead of waiting in a room full of sick people to be seen at the doctor’s office, we have mechanisms to do more triage and problem solving with patients before they come to a place where they’re exposing themselves to others. I think this is here to stay … how we carry out our practices will be changing in big ways.”

Interest in some health programs may shift as well, she added. For example, cardiopulmonary rehabilitation, a specialty within physical therapy, is getting more attention for the vital role it plays in COVID-19 treatment. And Springfield College is probably launching its new undergraduate program in public health this fall at the right time, too.

“We expect that will be a popular major, as people become more aware of what public health and epidemiology are,” Hallowell said. “That’s good timing for us.”

Christina Royal, president of Holyoke Community College, told BusinessWest that a great deal of first responders, nurses, and other healthcare workers have taken classes at community colleges like HCC at some point.

“When I think about our role in ensuring that we have the workforce talent we need in healthcare, which is the primary sector in Western Mass., I think it’s important that we continue to think about the kind of training we’re doing and how to continue to support this community.”

Scoble doesn’t foresee a time when nursing is not an in-demand profession.

“I’m not sure what we’re going to experience over the next few months,” she said. “A lot has to do with how we come back as a country, as a state, and as a community, but I have no doubt that every single one of my graduates will land a position at some point. If this was a normal period of time, a normal spring, many of the graduates would be on the fringe of accepting a position. They would have had interviews and been called back. Right now, a lot of that is at a standstill.”

When they do land jobs, Scoble added, “they’ll have the knowledge and skills and competencies, but lack a great deal of experience. So my number-one concern is, will they enter a work environment where they have the kinds of orientation and support they need? It’s definitely a concern.”

Stefani Glukhova, one of STCC’s respiratory-care students who started working at Baystate in March, may put some of those concerns to bed.

“All the staff here are very kind and generous and are always willing to help you,” she said. “As it gets busier at the hospital with fighting COVID-19, the registered respiratory therapists work around the clock to help fight the virus. My fellow classmates and I do our very best to be available and help out with treatments, floor therapies such as chest physical therapy, and much more.

“This is an amazing learning experience that I would recommend,” she concluded — even if it comes during a pandemic that no one would ever recommend.

Joseph Bednar can be reached at [email protected]

Technology

Into the Breach

Cybersecurity experts say there’s still plenty of misunderstanding when it comes to the reality of data threats. For example, it’s not just big companies being attacked — these days, everyone is a target, and data thieves are becoming more subtle and savvy with their methods. That means companies need to be more vigilant — but it also means career opportunities abound in a field that desperately needs more young talent.

Everyone knows what cybersecurity is. Fewer know what people who work in the field actually do — and how much they earn.

And that’s a problem, Tom Loper said, when it comes to drawing young talent into a field that desperately needs it — and will need it for many years to come, as the breadth and complexity of data threats continue to evolve.

“That’s why we need to start with the high-school students,” said Loper, associate provost and dean of the School of Science and Management at Bay Path University. “They don’t really understand cybersecurity, and that’s a big problem because we have this incredible shortage of folks qualified to work in cybersecurity.”

Bay Path is doing its part, he said, not only with two undergraduate programs in the field and a graduate program in cybersecurity management, but by actively promoting those tracks to incoming students with undecided majors.

“We allow them to take cyber courses that first semester just to try it out, and the whole faculty is steering them toward it because the pay is so good in this field. Most of the ones who take it, believe it or not, they stay in that field,” he said, noting that about 90 students are currently enrolled in the three programs. “That’s a pretty good number for a small school like this. Now, we’re trying to get more high-school students to understand.”

“Companies are becoming more savvy. They’re asking, ‘how protected am I?’ The word’s getting out there, but unfortunately, it’s getting out because someone hears that a friend or another company got attacked.”

Loper said Bay Path’s programs are tailored specifically to the requirements of various cybersecurity careers, so students can get entry-level jobs immediately and go on to earn whatever further industry certifications they may need. “We have graduates making $60,000 to $80,000 coming out of school with these degrees. And if they get some experience before graduation, they’re worth even more.”

Tom Loper said cybersecurity is a complex challenge best tackled from a region-wide, ‘ecosystem’ perspective.

To that end, Bay Path recently won a grant from the Mass Cyber Center at MassTech to support internship and workforce experiences for students. That’s just one aspect, he said, of the way the region can build a cybersecurity hub from what he calls an “ecosystem perspective,” one that encompasses high-school and college students, workforce-development programs, government agencies, and business sectors where cybersecurity is important. These days, that’s most of them.

“Companies are becoming more savvy,” said Mark Jardim, lead engineer at CMD Technology Group in East Longmeadow. “They’re asking, ‘how protected am I?’ The word’s getting out there, but unfortunately, it’s getting out because someone hears that a friend or another company got attacked. But they are calling us and saying, ‘how can we be more protected?’”

Chris Rivers, vice president of Phillips Insurance in Chicopee, agreed that more companies are coming around to the threat potential.

“It sometimes depends on whether they’ve had an incident or a near miss,” he said, adding that, while people may hear news reports about data breaches at large companies, no business of any size is totally immune.

In fact, “smaller businesses tend to have less security, and sometimes it’s easier for hackers to get in there, taking credit-card information or any type of information, really. Think of a law office, and the risk of private information being taken and used against clients.

“Things we’ve preached over the years still hold true — they just keep changing the vector of attack. And the damage to smaller companies is more significant because they often don’t have the resources to deal with it, and it’s painful.”

“If you have a breach and data is stolen,” Rivers added, “it can get pretty costly.”

Data security has become a primary form of business insurance at all commercial agencies, but a policy to recover damages, even a comprehensive one, isn’t enough; the long-term brand damage, Rivers noted, is much harder to quantify. “Once your reputation is gone, it’s gone.”

The fact that businesses are catching on to this reality, combined with high-tech advances that will making defending against cybercrime more challenging, has created significant opportunities in what promises to be one of the most important career fields over the next decade.

Human Nature

Charlie Christianson, president of CMD and its sister company, Peritus Security, said data breaches cost companies $11.5 billion in 2019. And the threats come in many forms.

“Things we’ve preached over the years still hold true — they just keep changing the vector of attack,” he told BusinessWest. “And the damage to smaller companies is more significant because they often don’t have the resources to deal with it, and it’s painful.”

The human element to data breaches is still prominent, as e-mail phishing schemes remain the number-one way cybercriminals gain access to networks. These often arrive with URLs that are very close to a legitimate address. More importantly, phishers are ever-honing their ability to replicate the tone, language, and content of the supposed sender.

“They look incredibly realistic,” Christianson said. “A week doesn’t go by where we don’t get one and say, ‘wow, this looks good.’ For people who don’t live it every day, it can be very easy to fall into the trap. The trick is to just stop and think about it before you click on it.”

These attacks are more specific and targeted in the past, he went on, but they’re not the only way data thieves are getting in. Another is through employees’ personal devices, which don’t typically boast the security features of a large corporate system.

“Devices are hit and used to launch an attack, or they’re infected and brought into a secure environment. What’s on that device can get into the corporate network and spread,” he explained, which is why many companies have tightened up their BYOD (bring your own device) policies.

“That’s slowing down as businesses are becoming aware of the risk,” Jardim added. “We’re actually seeing a trend of slowing down the bring-your-own-device idea in the workforce; companies are saying, ‘maybe we shouldn’t do that because attackers are using those vulnerabilities.’”

The trend known as the internet of things, or IoT, poses new threats as well, Christianson said.

“When people think about securing their network, they think about their computers, their servers, their tablets, things like that. But they don’t think about the SimpliSafe security system or the time clock that hangs on the wall or the voice-over-IP phone system they use every day. You have all these devices that aren’t being maintained — they just let them run.”

He knows of one company that was attacked through its security-camera system, and said segmenting networks is one way to minimize such a threat. “That shouldn’t be on same network as your finances.”

The defenses against breach attempts are myriad, from password portals and multi-factor verification of online accounts to geoblocking traffic coming from overseas.

“A lot can be done with training,” Christianson said. “The most important thing you have in your business is your people, and educating people how to act and what to do when they see something — to make your staff savvy — is one of the most beneficial things you can do.”

Mark Jardim (left) and Charlie Christianson say cybercrime is constantly evolving, and so must the strategies businesses employ to prevent it.

It’s definitely a challenge, Jardim added. “We have to protect every single door and window, we have to be right 100% of the time, and a hacker just needs to find one vulnerability.”

Cultivating an Ecosystem

That list of threats and defenses — which only skims the surface — drives home the need for a more robust cybersecurity workforce, Loper said.

“We believe you have to take a regional approach to cybersecurity,” he noted. “We don’t believe you can just think of yourself as island unto yourself. Whether you’re a big organization or a small organization, you’re part of the supply chain, and there are opportunities for breaches. Everyone is connected.”

Boosting workforce-development programs is one spoke on the wheel. “It needs more attention. At one point, we didn’t have enough tool and die makers. The Commonwealth got behind it, and now we have enough. Something like that is going to happen in the high schools, and across this region, where we’re retraining people to work in this space just because there are so many opportunities.”

“The most important thing you have in your business is your people, and educating people how to act and what to do when they see something — to make your staff savvy — is one of the most beneficial things you can do.”

One plan is to develop a ‘cyber range,’ which is a simulated IT environment that emulates the IT structure of businesses, Loper explained. “We can bring people into the cyber range and help them deal with threats to a simulated environment.”

All these strategies are running headlong into the rise, in the very near future, of 5G wireless connectivity, which will dramatically increase data speed — and perhaps security threats as well.

“The threat we have now is going to go on steroids with 5G and with IoT,” Loper said. “The opportunties for business development will be greater than ever, and the opportunities for penetration will be greater than ever as well. It’s amazing what’s happening with 5G — it’s mostly good, but pretty darn challenging.”

Those threats provide business for commercial insurers, and that coverage is important, Rivers said, but businesses have to think about their own common-sense defenses as well.

“As we do renewals or reach out to clients, we try to bring out what policies are available to them to protect them from different things,” he noted. “It’s easy for us to recommend everything, but there’s a cost, so we try to inform them what’s out there so they can make decisions — ‘do I want this? Do I want that?’”

Rivers cited a statistic from Philadelphia Insurance Companies, which reports that the average cost of a data breach is $204 per lost record, with more than half of such costs attributable to lost customers and the associated public-relations expenses to rebuild an organization’s reputation.

“It’s one thing to take the data out, but when your brand is affected because you’ve had this incredible breach, that’s something else,” Loper added. “Your brand is what people think it is; it’s not what you think it is, like in the old days. Now, just look on social media, and that tells you what your brand is. Cybersecurity is one of those things that, if not done properly, can undermine your brand so quickly.”

In the end, Jardim said, the idea is to minimize risk.

“I always joke, the most secure machine is one that’s shut off in a locked room, but you have to find a balance,” he said — one that employs measures from simple common sense to choosing the right firewall.

“We see clients who have $5 million businesses buying a $100 firewall from Staples. You’re not going to protect your infrastructrure with that. You need the right equipment for your size. You need professional stuff for your business — you can’t use the same equipment you buy for your house for your business.”

“Well, you can,” Christianson added quickly, noting just one more way people might take a limited view of cybersecurity threats — and come to regret it.

Joseph Bednar can be reached at [email protected]

Construction

Hot Opportunity

From left, Gloryvee Diaz, internship coordinator at STCC; Elliot Levy, senior director of Workforce Development; and Barbara Washburn, interim dean of the School of STEM, stand in front of the asphalt lab with industry partners.

Springfield Technical Community College (STCC) plans to open a mobile lab on campus to meet a demand in the construction industry for trained asphalt technicians and inspectors.

Students will train in the mobile lab as they pursue certification as hot-mix asphalt plant technicians and hot-mix asphalt paving inspectors. The jet-black lab, which resembles a boxcar without wheels, is located next to a civil engineering technology classroom on the STCC campus.

The college plans to offer courses in 2020. The program is designed for students without prior asphalt training.

STCC will be the only community college in the state with asphalt certification training, said Jim Reger, executive director of the Massachusetts Aggregate and Asphalt Paving Assoc. (MAAPA), which provided funding for the mobile lab. The training is made possible through collaborative efforts with the Massachusetts Department of Transportation (MassDOT), MAAPA, and the NorthEast Transportation Technician Certification Program (NETTCP).

“There is a tremendous need for asphalt technicians,” Reger said. MAAPA represents owners and operators of hot-mix batching plants and quarries in Massachusetts.

Reger explained that new specifications from MassDOT will require more licensed technicians and inspectors who will be in demand for jobs working in the field or at asphalt-production facilities.

Janet Callahan, president of Palmer Paving Inc., initiated the idea of an Asphalt Academy while serving as chairwoman of MAAPA. She echoes Reger’s sentiments that the industry needs trained technicians and inspectors. Asphalt training has been available only in Eastern Mass.

“We really wanted to establish something for people in the western or central part of the state. This is critical for our industry,” Callahan said. “There are not enough inspectors in the market right now. As a business owner, I know how difficult it is to fill these positions.”

Students who enroll in the program will be able to choose between two courses, which will be taught by NETTCP instructors: hot-mix asphalt plant technician certification, which is for individuals responsible for the sampling and testing of hot-mix asphalt at a production facility, or hot-mix asphalt paving inspector, which is for those responsible for inspecting, sampling, and testing hot mix in the field.

Also in development is a 420-hour asphalt pre-apprenticeship program designed to introduce people to the asphalt industry. The program would align with MAAPA’s 2,000-hour asphalt apprenticeship program and would offer advanced certification.

For more information about the program, including prerequisites needed to enroll, visit www.stcc.edu/wdc/asphalt-academy or contact the Workforce Development Center at (413) 755-4225 or [email protected].

Education

Breaking Down Stereotypes

A mom of two young children, Alysha Putnam strives to be a mentor for women of all ages in the PVWIS.

Science, technology, engineering, and math (STEM) jobs have historically been labeled careers for men. Those stereotypes, along with unfair treatment of women in STEM, have dissuaded many from beginning or furthering such careers. Luckily, women in STEM are becoming less of an exception, and thanks to the hard work and dedication of many colleges and organizations, women now have more resources than ever to follow their STEM dreams.

Wearing many hats is a common theme for women in STEM (science, technology, engineering, and mathematics) fields.

Parent, teacher, student, and scientist are only a few that Alysha Putnam can name off the top of her head.

When speaking about her journey, she recalls it was a bumpy road, and says several female mentors helped her become the successful woman she is today.

“It was because of various key people — particularly women, actually — who believed in me despite the life challenges that I was going through, that I was able to be successful despite all the chaos,” she said.

One of these women was her master’s adviser, Paulette Peckol, who, as Putnam recalls, was very accepting of the fact that she had two young children and was flexible with her schedule.

Now, as a teaching and research assistant at UMass Amherst in the organismic and evolutionary biology Ph.D. program, she teaches classes while pursuing her research-focused doctoral degree. Throughout this journey through education, Putnam said, she has developed a strong passion for giving back in the same way she was supported.

Unfortunately, women in STEM, including moms like Putnam, have historically faced backlash, oftentimes driving them away from pursuing a career in these fields or even discouraging them from continuing to climb the ladder once they are established. But Putnam and other women in Western Mass. are using their own personal experiences to try to improve the lives of other women who are hoping to make it in these fields.

That’s why Putnam wears yet another hat: co-founder of Pioneer Valley Women in STEM (PVWIS). She and fellow co-founders Melissa Paciulli, Beth McGinnis-Cavanaugh, and Michelle Rame dedicate much of their time to being a support system and connector to women either already in STEM fields or pursuing such a career. Putnam is an alumna of Holyoke Community College (HCC), Paciulli serves as the director of the STEM Starter Academy at HCC, and Rame is an HCC graduate and current engineering student at Western New England University.

One of their biggest goals is to squash many of the stereotypes that surround both women in STEM, at community colleges specifically. 

“Stereotypes in STEM as a whole exist,” Paciulli said. “I think it’s important to really recognize that all people belong in STEM — people of all abilities and all races and all sexual orientations. We at PVWIS really believe in inclusivity, and through the community colleges we can provide access to a wide, diverse population for STEM, and we can really tackle that issue of diversity in STEM through our work within the region and within the community colleges.”

And they are not the only women in the area making it their goal to help women pursue and excel in these fields.

Gina Semprebon, founding director for the Center for Excellence in Women in STEM (CEWS) at Bay Path University, notes that her own experiences inspired her to start this program to help women pursuing STEM careers.

“I had a really hard time trying to break into the STEM field when I did,” she said. “It was so clear, even as a student for my graduate work, that there was bias. The males were breezing through, and the few women that were in there were not getting the help or support they needed, or were actually being thwarted.”

Fortunately, programs like PVWIS and CEWS are providing access to resources and educational opportunities for these women to follow their passion and climb the STEM ladder.

Turning Experience Into Expertise

When Susanna Swanker walked into the first day of her college internship, the women’s restroom had to be cleaned out for her because it was being used for storage.

Susanne Swanker

At S.I. Group (formerly Schenectady International), she was a chemist working on a pilot project. Aside from the secretary (whom Swanker bonded with very well), she was the only woman in her area. She remembers going to work in a hardhat and jeans while her other friends in accounting or social-services positions were getting dressed in business professional attire.

“It’s a different field, so you have to be willing to do those things,” she said. “I think sometimes maybe that’s a little off-putting or it’s not so attractive for people. But if you love the work, and I think that’s maybe where the challenge is, you get past that.”

Now dean of the School of Business, Arts, and Sciences at American International College, she is working toward refining STEM programs at the university to better fit students’ interests.

Being the only woman in a STEM room is not limited to the workplace. McGinnis-Cavanaugh said it is not unusual for her to be the only woman in the room while she is teaching engineering courses at Springfield Technical Community College.

While the percentage of female faculty in STEM programs at STCC is healthy, she said, the female student population is not so great.

Melissa Paciulli says the events hosted by the PVWIS are intended to make connections and build relationships among fellow STEM women.

Being a woman who went to community college and experienced many of the same struggles her students now face is one of the main reasons why she co-founded PVWIS and continues to teach at STCC.

“I see myself in my students,” she said. “I don’t care what anybody says — community colleges still have that stigma attached to them. ‘Oh, you go to a community college, you couldn’t get into a real college,’ that type of thing. That really bothers me because I went to a community college, so that resonates with me in a big way.”

These stigmas, she said, are an issue of equity in the community-college world, and the everyday issues women in STEM often face come back to one word: access.

Beth McGinnis-Cavanaugh

“There should be no difference between the opportunities that men and women have,” McGinnis-Cavanaugh argued. “We kept coming around to the same thing, that our students needed access. That was the word that we kept coming back to. We were trying to think of ways that we could expose them to professional women, to professional situations and professional networks.”

Bay Path’s Leadership Exploration Analysis Development program has similar goals. This 100% online initiative under the CEWS umbrella provides a certificate to early- to mid-career women in STEM fields, giving them the leadership skills they need to advance in their career.

Michele Heyward, founder of PositiveHire and CEO of Heyward Business Consulting, acts as an industry expert for the program, and says this certificate provides women with the tools they need to continue to move up the ladder in their career.

 

From left: Gina Semprebon, Michele Heyward, and Caron Hobin.

“Men are generally promoted based on potential, while women and people of color are promoted based on the proof that they know what they’re doing,” she said. “It is truly essential to have programs like this that are in place, active and engaging for students who are generally going to go out into a workplace where they may be the only one.”

Caron Hobin, vice president of Bay Path, partnered with Semprebon on CEWS and says stereotypes and stigmas faced by women in STEM made it a no-brainer to kick-start the program in 2013.

“I was moved by the statistics that would scream loud and clear that women were just not advancing at the same level as men,” she said. “You’re surrounded by really sharp women, and you look around and say, ‘why is this?’”

Toward a More Equal Future

The statistics speak for themselves.

According to Million Women Mentors, 75% of STEM workers are male. In addition, only three out of 12 women who graduate with a bachelor’s degree in a STEM field still work in a STEM career 10 years after graduation.

That is why programs and organizations like CEWS and PVWIS exist, and these stigmas are slowly being squashed.

“We see ourselves as being the connecting point of all these different women across the Valley and bringing them together to support each other, to share knowledge, to encourage, to uplift, to make connections, to empower,” Putnam said. “As we interact with our community-college students here in Western Mass., we are seeing incredible women of all ages coming through the community-college system who are very capable and smart and just need the support and encouragement to say, ‘yes, you can do it.’”

Kayla Ebner can be reached at [email protected]

Features

Time to ‘Level Up’

“To gain enough points in a computer game to enable a player or character to go up to a higher level.”

That’s one of the dictionary definitions of the term ‘level up,’ a verb that is becoming increasingly popular with Millennials and savvy employers in tune with what this generation is seeking in life and in a career.

Another definition is to “increase one’s stature in life.”

It is with both of those definitions in mind that BusinessWest chose “Level Up” as the title of a special publication it will be printing later this year, a publication devoted to informing young people across this region about job opportunities that exist in manufacturing and the trades — fields they may not be thinking about for various reasons but should be — and the skills one must possess to earn such a job.

This interactive publication and flipbook are being created in response to what is inarguably the most pressing economic-development issue in this region — creating a workforce that is large enough and skilled enough to meet the demands of employers in an economy that is increasingly driven by technology.

At present, employers in virtually every sector of the economy are facing a very stern challenge when it comes to recruiting and retaining talent. Meanwhile, Baby Boomers are retiring in ever-greater numbers, exacerbating this challenge, especially for manufacturers and the trades.

“Companies of all sizes and across all sectors say they’re having trouble finding good help — it’s their biggest concern,” said Kate Campiti, associate publisher of BusinessWest. “And with good reason; when business owners and managers say their employees are their best asset, that’s not a cliché; that’s a fact.”

In manufacturing, and within the trades, the problem is compounded by a general lack of information — or misinformation — about these fields, Campiti went on, adding that the perception is that sectors are dying when, in fact, they are thriving.

“Many of the parents of young people today remember when manufacturing jobs started leaving this area and venerable employers closed or downsized,” said Campiti. “Many are not aware of the many thriving companies in this region doing very exciting things.”

“Level Up” is being produced to generate such awareness, she said, adding that the profiles printed in this special publication will essentially tell a company’s story — from its history to its product line to current job opportunities — and let young people (and their parents) understand how they can become part of that history.

The magazine will be distributed to trade and technical high schools, middle schools, guidance counselors, community colleges, state college career-counseling offices, regional workforce-development groups, area manufacturers, non-manufacturing employers, and BusinessWest subscribers.

The stories inside should provide ample inspiration for young people to learn about the opportunities now presenting themselves across the region, and to level up — as in gaining enough points to move up a level when it comes to the job market, or ‘increase one’s stature in life.’

For young people, the publication represents an opportunity to learn; for those in manufacturing and the trades, it’s an opportunity to build awareness and reach out to your workforce of tomorrow.

Companies interested in being profiled and thus put under a bright, regional spotlight can call (413) 781-8600.

Workforce Development

The Heat Is On

Springfield Operations Manager Meagan Greene

The culinary world is a notoriously challenging place to forge a career, and turnover at the entry level is often high, a problem that constantly challenges restaurants, hotels, colleges, and a host of other food-service companies. Enter Snapchef, which has built a regional reputation for training those workers and matching them with workforce needs to help them get a foot in the door — and then, hopefully, kick it in.

It’s called ‘backfilling.’

That’s a concept businesses in many area industries — from financial services to marketing, from security to hospitality — have been thinking about as MGM Springfield has ramped up its efforts to hire some 3,000 people for its August opening.

Backfilling, simply put, it’s the replacement of an employee who moves on to a different opportunity, and MGM has undoubtedly caused a wave of that phenomenon locally. Because of the casino’s food-service operations, area restaurants, hotels, and other facilities that prepare and serve food have been doing quite a bit of backfilling as well.

If they can find adequate replacements, that is. That’s where Snapchef, a regional food-service training company that opened up shop in Springfield last year, can play a key role.

CEO Todd Snopkowski, who founded Snapchef 16 years ago, said the business model has proven successful in its other four locations — Boston, Dorchester, Worcester, and Providence, R.I. — and has found fertile ground in the City of Homes, where the need for restaurant workers has been on the rise.

“We train folks that are looking to make a career change,” he told BusinessWest. “And, being a staffing company, we don’t only train, we also match folks looking for work in the industry with jobs that are available. If they don’t have the skills to do a job, we actually train them, whether it be dishwashing, cooking, cheffing, you name it. We cover those bases and give them a foothold in the industry.”

As the largest culinary training and staffing company in New England, Snapchef essentially trains and provides staffing help to area food-service establishments. Clients range from large colleges and universities and hospitals to food-service corporations; from hotels and corporate cafeterias to hotels and restaurants.

We train folks that are looking to make a career change,” he told BusinessWest. “And, being a staffing company, we don’t only train, we also match folks looking for work in the industry with jobs that are available. If they don’t have the skills to do a job, we actually train them, whether it be dishwashing, cooking, cheffing, you name it. We cover those bases and give them a foothold in the industry.”

“If they come to me with little or no skills or just want to brush up, we guide individuals in that track,” said Meagan Greene, operations manager in Springfield, noting that Snapchef’s 13-week courses include fast-track culinary training, ServSafe food handling, and workplace safety, among other offerings.

“When the finish the apprentice program, we try to find them full-time jobs, where they can utilize their skills in the workforce,” she went on, noting that all of that is free. The training programs are grant-funded, while Snapchef’s partner employers pay for the hours the employee works, while SnapChef pays the employee directly, with pay depending on the position.

This isn’t culinary school, Greene stressed, but a place to learn enough to get into the culinary world, and advance career-wise from there — an idea Greene called “earning and learning.”

“We go over soups, stocks, sauces, emulsions, salad bar, deli prep. Sometimes, people will go out into the field, come back, and say, ‘hey, Meagan, I did this today at work; is there a better way to do it?’ We also do a little bit of baking, which isn’t our specialty, but you’ll learn how to make pies, quick breads, muffins, and danishes.”

The need for culinary workers, especially at the entry level, is constant, Greene noted, sometimes year-round and sometimes seasonally — for example, colleges need help between September and May, while Six Flags requires a wave of help between April and October.

“For some of the colleges, this will be their second school year with us, so they may buy out some of our employees because they liked them last year,” she told BusinessWest. “It’s kind of bittersweet for us, because the people who get bought out or move forward or find their own job — those are your keepers. Those are the ones who show up for work every day, people who are clean and on time and ready to rock. I’m like, ‘noooo!’ But it’s nice to see somebody move forward.”

Moving forward, after all, is what it’s all about once that foot is in the door.

Slow Burn

Snopkowski has grown Snapchef from its original home Dorchester into a regional force that has trained thousands of workers for potentially rewarding careers in what is, admittedly, a tough field to master, and one where good help is valuable.

Clients have ranged from individual restaurants and caterers to Foxwoods Resort Casino and Gillette Stadium, as well as large food-service corporations like Aramark, Sodexo, and the Compass Group.

Snapchef CEO Todd Snopkowski

Snapchef CEO Todd Snopkowski

“With my background, being a corporate chef, I saw the need for an organization like Snapchef 25 years ago. And I think there’s a huge opportunity down the road for even more expansion,” said, noting that MGM Springfield itself poses significant opportunity. “We’re supporting them, and for businesses suffering the loss of people taking these awesome jobs MGM has to offer, we’re there to make sure we backfill the vacancies.”

Snapchef’s growth has led to a number of accolades for Snopkowski, including the 2015 SBA Small Business Person of the Year award for Massachusetts, and the 2016 Citizens Bank Good Citizens Award. And it has inspired people like Greene, who see the value in training the next generation of food-service workers.

She works with the state Department of Labor and the Regional Employment Board of Hampden County to create apprenticeship models, teaching participants everything from basic knife skills to how to conduct themselves in a kitchen. She also helps them append their résumés based on what they’ve learned.

After studying culinary arts at a vocational high school and earning three degrees from Johnson & Wales University, she became a sous chef at Sturbridge Host Hotel, not far from her home in Warren. She loved the job — and the commute — but traded it in for an opportunity to work for Snapchef.

“To be honest, I’m never bored. I’m always doing something different,” she said, and that’s true of many of her trainees, who typically begin with temporary placements, which often become permanent. But not all are seeking a permanent gig, she added; some love the variety of ever-changing assignments.

“Some people love it because it’s a lifestyle for them,” she said. “They want to work over here, then they come back to me and say, ‘hey, Meagan, I wasn’t really liking that spot; I don’t want to go back there. I didn’t like the size of the kitchen. It was too big for me; I’m used to working in a smaller kitchen.’” I’ll say, ‘OK, I’ll try not to send you back there.’ And it’s a two-way street; clients can say, ‘I don’t want Joe Smith back.’”

Because the training is free, Snapchef offers an attractive opportunity for people who want to get a food in the door in food service.

Finishing Touches

As a company that fills a needed gap — as culinary schools aren’t typically training for entry-level positions — Snopkowski said Snapchef has made significant inroads in Western Mass. over the past year, especially working with FutureWorks Career Center to identify individuals looking to shift into the world of food service.

“Our employees don’t have to pay for transition training and all those attributes that are needed to get a foothold in the business,” he told BusinessWest. “It’s good to see that MGM recognizes it, the colleges as well.”

Speaking of financial perks, Snapchef-trained employees may access round-trip transportation from the Springfield office to their job sites across the region, for only $3 per day, Greene said. “It’s cheaper than Uber, cheaper than Lyft, and better than having your mom come pick you up and drop you off. If you live in the city and are used to taking the bus everywhere, you don’t have to worry about how to get to work.”

As for Greene, she continues to enjoy the variety of her work — a pickling enthusiast, she taught a recent class how to pickle vegetables, and they prepared 300 jars worth — as well as the success stories that arise from it, like a man trained by Snapchef who went on to further his education at Holyoke Community College and is now opening a restaurant with his daughter.

“I’ve had the opportunity to see people progress in a short period of time,” she said. “It’s nice to see someone grow so fast. I love that.”

Snopkowski has seen plenty such stories unfold in the 16 years his company has been training people for a new, challenging career, and then helping them build a foothold in the industry.

“We’ve only been able to scratch the surface; there are so many other opportunities out there,” he said. “The future is bright in culinary.”

Joseph Bednar can be reached at [email protected]

People on the Move
Tracy Sicbaldi

Tracy Sicbaldi

PeoplesBank announced the appointment of Tracy Sicbaldi as assistant vice president, Commercial and Institutional Banking. She has more than 35 years of financial-services and banking experience. In her new position, she will identify, develop, and manage new municipal, commercial, and institutional deposit relationships. Sicbaldi is the former treasurer of the towns of Hampden and Monson. She is a member of the Massachusetts Collectors and Treasurers Assoc., the Hampden County Collectors and Treasurers Assoc., the Hampshire and Franklin Collectors and Treasurers Assoc., and the Worcester County Collectors and Treasurers Assoc. She is a former member of the Eastern Mass Treasurers and Collectors Assoc. and attended all educational state and county municipal meetings. Her professional volunteer service includes serving as treasurer, vice president, and president of the Professional Women’s Chamber; the finance chair of the Rays of Hope steering committee; and a past board member of the Affiliated Chambers of Commerce of Greater Springfield (ACCGS) and the YWCA of Western Massachusetts.

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Jeanne Woods

Jeanne Woods

Florence Bank promoted Jeanne Woods to the position of assistant vice president and branch manager for the bank’s Amherst location. Woods joined Florence Bank in 2001 and previously served as assistant branch manager of the Amherst office. She is a development committee member for the Amherst Survival Center. “We are thrilled to announce the promotion of Jeanne Woods,” said Florence Bank President and CEO John Heaps Jr. “She is a dedicated and valued employee who consistently delivers great results. She has been an asset to the bank for many years, and I look forward to watching her progress even further in the years to come.”

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Lynn Ostrowski-Ireland

Viability Inc. announced that Lynn Ostrowski-Ireland has been appointed chief operating officer, a new position within Viability, reporting directly to President and CEO Dick Venne. As COO, Ostrowski-Ireland will be responsible for overseeing the operation of Viability’s programs and services across the 36 locations in five states in which it currently operates. Ostrowski-Ireland is the former executive director of the National Aetna Foundation, where she led strategic grants and programs and enterprise-wide corporate social-responsibility strategy and reporting. She also held numerous leadership positions at Health New England, including director of Marketing, Communications and Brand, director of Community Relations and Health Programs, and director of Corporate Responsibility & Government Affairs. She is recognized for her expertise in population health and addressing social determinants of health, and has addressed national audiences on many public-health topics, most recently keynoting at the National Cancer Foundation and the National Oncology Nurses Congress. Ostrowski-Ireland has achieved several certificates of advanced study from Harvard Business School of Executive Education as well as Johns Hopkins University. She holds a bachelor’s degree and a master’s degree from Springfield College, and a Ph.D. from Capella University. She was honored at the 2017 Bay Path University Women’s Leadership Conference and inducted into the Bay Path University Women’s Leadership Hall of Fame.

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The board of directors of the Ludlow Community Center/Randall Boys & Girls Club announced that Mechilia “Chile” Salazar has accepted the role of president and CEO of the center. Salazar previously served as executive director of the Boys and Girls Club of Middlesex County in Somerville. Her experience also includes positions as chief Development officer of the Base in Roxbury and Room to Grow in Boston. “I am excited to join such a committed group of leaders at the Randall Boys & Girls Club and build on the best of the team and organization,” she said. “I look forward to working relentlessly to ensure that the club continues to be a positive place where every young person feels loved, knows that they matter, and has access to the resources and opportunities to succeed. I am excited about harnessing the strength of this tight-knit community that has helped make the culture in and outside the club great.”

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Chris Palames

Disability-rights activist Chris Palames is the recipient of this year’s Distinguished Service Award from Holyoke Community College. Palames is the founder of the Stavros Center for Independent Living in Amherst, executive director of Independent Living Resources in Florence, and a retired consultant for the Massachusetts Division of Capital and Asset Management, which manages construction projects for publicly owned facilities in the state. He has served on the Northampton Commission on Disability and the Massachusetts Disability Policy Consortium, and frequently advises the staff in HCC’s Office for Students with Disabilities and Deaf Services. HCC President Christina Royal presented the Distinguished Service Award to Palames at HCC’s 71st commencement ceremony at the MassMutual Center in Springfield on June 2. Palames began his life as an activist as a freshman at Wesleyan University in the 1960s, demonstrating for civil rights on the White House lawn. A spinal-cord injury left him a quadriplegic, but, after a year recuperating, he was back, protesting the Vietnam War and completing his bachelor’s degree in psychology.

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Dr. Mark Keroack, president and CEO of Baystate Health, is the 78th chair of the Massachusetts Health & Hospital Assoc. board of trustees. He succeeds Kate Walsh, president and CEO of Boston Medical Center. In his inaugural address, Keroack discussed his deep interest in the major policy proposals and other efforts now underway to advance healthcare both statewide and nationally. He also acknowledged that many of these endeavors are currently overshadowed by disruptive challenges buffeting hospitals, health systems, and other care providers. “We must reconnect with our core purpose, to remind both our team members and our communities of who we are and what we have always been,” he said. “We need to remind ourselves of our history of being there for our communities for generations, reliably serving all those who need our help, innovating, and caring for the person and not just the disease. And as we step up, as we find our voice, I believe we will learn something about ourselves and what we share in common.”

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Brooke Hallowell, dean of the Springfield College School of Health Sciences and Rehabilitation Studies, was one of 14 signatories for international associations that founded the initiative of the Global Rehabilitation Alliance (GRA), which gathered for the first time on May 22 at the World Health Assembly hosted by the World Health Organization (WHO) in Geneva. Hallowell will continue to serve as a founding representative to the Global Rehabilitation Alliance for the next three years. The alliance will be a platform for united advocacy and awareness-raising to strengthen rehabilitation in health and social systems around the world. Many organizations serve this goal through working to improve accessibility to services, quality of care, the building of rehabilitation workforce capacity, and strengthening of data collection. The Global Rehabilitation Alliance will aim to further these efforts through raising the profile of rehabilitation and strengthening networks and partnerships. Hallowell has a global reputation in collaborative development of rehabilitation services and frameworks, especially in under-resourced regions. Most recently, she held adjunct faculty appointments and visiting professorships at universities in Korea, Malaysia, and Honduras. She is involved in current research, educational, and clinical program collaboration in Malaysia, Cambodia, China, India, Japan, Vietnam, Russia, and Honduras.