Tag Archives: 2009

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Cassidy Turley Completes 69,471 SF Lease for 1st United Door Technologies

Cassidy Turley announced it completed a lease for 69,471 square feet for 1st United Door Technologies, LLC at Geneva Industrial, 1016 W. Geneva Drive in Tempe. Senior Vice President Bruce Calfee and Vice President Josh Wyss, of Cassidy Turley’s Industrial Group, represented the Tenant while Executive Vice Presidents Steve Sayre and Pat Harlan represented the Landlord, CLPF Geneva Industrial, LP (Phoenix).
1st United Door Technologies is a Tempe, Arizona based garage door manufacturer. The company specializes in steel and wood doors for both commercial and residential use. Ownership is comprised of the former owners and senior management of Anozira Door Systems. Since 1982, 1st United Door Technologies has been serving Homebuilders across the Nation with unique and distinctive garage doors that enhance the beauty and value of the Builders homes. With over 150 years of door installation and manufacturing experience, the management team is known for providing innovative and quality products at very competitive prices. The new Geneva Industrial location is part of a company expansion.
Built in 1981, Geneva Industrial is a ±69,471 square-foot, industrial manufacturing building. The property is part of the South Tempe Industrial Corridor and is in close to the I-10 and US-60 Freeways. The building is currently 100 percent leased.

The Crowne Plaza San Marcos Resort

Colliers International Leasing Historic Speakeasy Space at Crowne Plaza San Marcos

The Crowne Plaza San Marcos Resort is bringing forward a portion of its historic property for commercial lease for the first time in more than 15 years.

The San Marcos Resort opened in 1913 to much fanfare and served as a playground for the rich and famous. With Arizona’s first grass golf course, it played host to the likes of Frank Lloyd Wright, Eerol Flynn and other luminaries. In the 1970s, the San Marcos transformed into a hip destination that attracted Hollywood elite.

“This is a rare opportunity for businesses looking to enter this market,” said Teri Killgore, downtown redevelopment manager at City of Chandler. “It doesn’t get much more unique than an historic speakeasy, or 7,000 square feet on the first floor, so I can’t wait to see what comes to fruition.”

The resort is currently undergoing a multi-million dollar renovation to its hotel and meeting space to create a modern property with nods to its historic roots. The work is expected to be completed this fall in time for the resort’s 100th anniversary.

The owner is open to subdivision of the space and is leasing 7,068 square feet of first floor space, as well as the 2,800 square foot historic speakeasy space located in the basement. The location is near the popular San Tan Brewery and surrounded by free parking and steady walk-by traffic.

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Metro North Corporate Park Signs 2 New Leases

Metro North Corporate Park recently signed the following two new Leases at their 13450 N. Black Canyon Highway facility in Phoenix, Arizona.

  • The State of Arizona signed a 30,000 s.f. five-year Lease and will be utilizing the space for its Department of Economic Security – Child Protective Services Division.  The space will be used primarily for administrative activities.
  • Peckham, Inc. (Lansing, Michigan) signed a 40,000 s.f. five-year Lease.  Peckham, Inc., a nonprofit vocational rehabilitation organization, provides job training opportunities for persons with significant disabilities and other barriers to employment.  Initially, Peckham plans to employ approximately 100 people and eventually they should have approximately 250 employees within the facility.

The Leases were negotiated by Cashen Realty Advisors, Inc.

Bernards & Construction

Construction Spending Rises 0.6 Percent in July

The nation’s builders were busy in July as construction spending increased 0.6 percent to $900.8 billion—the largest upswing in four years—according to the Sept. 3 report by the U.S. Commerce Department.

Nonresidential construction spending also rose 0.6 percent in July, but is down 0.8 percent compared to one year ago.

Private nonresidential construction spending grew 1.3 percent, only to be offset by a 0.2 percent decline in public nonresidential construction spending. On a year-over-year basis, private nonresidential construction is up 2 percent while public nonresidential construction spending has dipped 3.7 percent.

Eleven of 16 construction sectors posted monthly gains in spending. The largest gains were in lodging, up 5.8 percent; conservation and development, up 3.6 percent; manufacturing, up 3.3 percent; and transportation, up 2.4 percent. Six subsectors experienced higher spending on a year-over-year basis, including lodging, up 29.9 percent; commercial, up 1.6 percent; power, up 6.1 percent; sewage and waste disposal, up 3.8 percent; water supply, up 9.5 percent; and manufacturing, up 0.2 percent.

In contrast, spending in five nonresidential construction sectors declined in July, including educational, down 0.7 percent; religious, down 3.1 percent; public safety, down 8.1 percent; amusement and recreation, down 2.7 percent; and highway and street, down 1.1 percent. On a year-over-year basis, construction spending has softened in 10 subsectors. The largest losses occurred in religious, down 18.1 percent; public safety, down 14.1 percent; amusement and recreation, down 12.6 percent; and communication, down 12.5 percent.

Residential construction spending increased 0.5 percent for the month and is 16.8 percent higher than the same time last year.

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McDowell Sonoran Preserve to close early July

Fire danger prompts restrictions and increased patrols -

Scottsdale’s McDowell Sonoran Preserve will close at 3 p.m. on Thursday, July 4, to reduce the threat of wild fires during the Independence Day holiday. Summer temperatures dry out vegetation and create an extreme fire threat that can endanger lives, property and the Valley’s fragile desert. The availability and popularity of fireworks during the Fourth of July holiday increases that threat.

All trailheads into the 27,800-acre-acre preserve will have “closed” signs posted. Scottsdale police, staff and volunteer stewards will patrol the area to advise visitors about the closure and fire threat. Violating the closure is a Class 2 Misdemeanor punishable by up to four months in jail and a $750 fine.

The use of fireworks is prohibited in Scottsdale, but sales are permitted. Fireworks should not be used in Scottsdale – or anywhere near a natural desert environment.

“While the legislature mandated that firework sales are permitted throughout the state, our local ordinance prohibits the use of any type of consumer fireworks within city limits,” said Deputy Fire Chief Jim Ford. “Fireworks should not be used in Scottsdale – or anywhere near a natural desert environment.”

Scottsdale’s McDowell Sonoran Preserve encompasses the McDowell Mountains and large areas of the Sonoran Desert north of Dynamite Boulevard.

Visit www.scottsdaleaz.gov/fire.

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Kitchell Completes Phoenix Children’s Southwest Valley Center

 

Kitchell completed construction of the Phoenix Children’s Southwest Valley Center in Avondale, a new specialty and urgent care center serving West Valley communities and featuring Phoenix Children’s special brand of pediatric care.

The 35,3550 SF urgent and pediatric clinic is a precursor to long-term plans for a larger, more comprehensive facility that doubles the medical space and includes a 48-bed, full-service children’s hospital.

The $14.7M facility includes 27 patient rooms, two treatment rooms, x-ray, ultrasound, three infusion bays and on-site lab services. The Center complements children’s health care services already in the West Valley, with specialties include hematology/oncology, gastroenterology, neuro-psychology evaluations, testing, orthopedics/sports medicine, neurology, psychiatry, pulmonology, urology, dermatology, developmental pediatrics, endocrinology, diabetes education, special needs, ultrasound, radiology, fluoroscopy, lab, and rehabilitation services including occupational therapy, physical therapy, speech therapy and infusion services.

Located just north of Interstate 10 on Avondale Boulevard, the Phoenix Children’s – Southwest Valley Center received strong support from the West Valley communities including the mayors of Avondale, Tolleson, Litchfield Park, Goodyear and Buckeye.

The facility is the fourth Phoenix Children’s specialty and urgent care center. Others are located in East Mesa, Northwest Phoenix/Glendale and Scottsdale.

 

Rendering of the amphitheater at the Great Park at Eastmark.

Eastmark Grand Opening Set For June 1 With Full Day of Activities

 

The first new large-scale integrated community to launch in Metro Phoenix in 10 years will hold a grand opening from 10 a.m. to 5 p.m. on June 1 to showcase its first phase of residential homes and the first phase of the Eastmark Great Park.

Eastmark, located in the heart of the East Valley, is a new community focused on creating a connected life for its residents, employers and visitors.

To debut Eastmark to the public, DMB is planning a day of festivities that will include music throughout the parks system, family games and entertainment and activities for all ages to encourage the community to discover the lifestyle at Eastmark.

Tours of 14 new home models from seven homebuilders will be available to guests. Every home design in Eastmark features a new floorplan designed for this community.

Eastmark’s phase one builders are:

>> Maracay Homes

>> Mattamy Homes

>> Taylor Morrison

>> Woodside Homes

>> Ryland Homes

>> Standard Pacific Homes

>> Meritage Homes Corporation

At the grand opening, visitors will be able to explore The ‘Mark, Eastmark’s Visitors and Community Center; enjoy the first 10 acres of the Eastmark Great Park; 11 neighborhood parks, piazzas and plazas; and landscaped, tree-lined streets and parkways.

Trollies and pedicabs will take guests around the community to enjoy outdoor concerts, kite flying and other demonstrations, food trucks and refreshments throughout the day.

“Eastmark is one of the most thoughtfully designed communities in the country. In our planning, we’ve artfully blended residential areas, employment cores, recreation and commerce to complement each other,” said Dea McDonald, DMB’s Senior Vice President and Eastmark’s General Manager.

“Eastmark’s grand opening will give guests an opportunity to engage in ‘Life in Motion’ and enjoy fun, family-friendly activities and exciting looks at this community which is unlike anything else in Arizona.”

If you go 

WHAT: Eastmark’s Grand Opening – Life in Motion

WHEN: 10 a.m. to 5 p.m. on Saturday, June 1, 2013

WHERE: Ray and Ellsworth Roads in Mesa

COST: Admission is Free

 

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2009 HR Team Of The Year Finalists

American Express LogoCompany: American Express Service Center – Phoenix
Web: www.americanexpress.com

Company established: 1850 | No. of employees in AZ: 7,400
No. of employees in HR dept.: 17

The 17 professionals in the human resources department at American Express’ service center in Phoenix have had a busy year and met many challenges amidst difficult circumstances.

The team fulfills its responsibilities by following two philosophies. First, it approaches its work as a partner with the center’s 2,900 employees. Team members participate in business meetings, listen to customer calls with employees and keep in touch with everyone who works there. Second, it believes all team members are “in it together.” They share information, focus on the most important priorities and support each other as a cohesive group.

The year began with work force reductions at the center, but the human resources team was expected to ramp up in areas needing additional attention. As part of that effort, the team successfully convinced existing front-line employees to take a chance and move into different jobs, even as the recession ravaged the financial-services sector.

Significant attention also was devoted to leadership development within the center’s management ranks. The team developed a new team-new leader assimilation program that reduced the learning curve for new managers. Four team members who specialize in leadership development conducted focus groups to help managers understand the needs and expectations of the employees they lead.

In addition, American Express selected its Phoenix service center to pilot a global wellness strategy this year. More than 1,300 employees participated in a kick-off event and 90 percent of employees who took on a healthy-living challenge completed it. The HR team also hired a full-time wellness coach and nutritionist.


Arizona Public Service Co.Company: Arizona Public Service Co.
Web: www.aps.com

Company established: 1886 | No. of employees in AZ: 7,147
No. of employees in HR dept.: 85

To say that the human resources department at Arizona Public Service Co. (APS) is busy is a vast understatement. This team of 85 professionals has its hands full.

APS faces a staffing challenge at the Palo Verde Nuclear Generating Station west of Phoenix. As operator of North America’s largest nuclear power plant, APS must deal with the fact that the majority of the employees there will near retirement age at the end of this decade. Human resources has launched an intense 18-month program to train college engineering recruits on the operation of highly technical aspects of the plant. Also, existing Palo Verde engineers are being groomed as mentors for the college graduates.

Human resources overhauled APS’ leadership development programs, as well. Few succession plans were in place for key leaders, and many emerging leaders were not receiving the breadth and depth of assignments they needed to progress to the next level. All existing leaders are given values-based training and new leaders receive basic training in supervisory skills. And, for the first time, APS’ middle managers have a program that enhances their skill sets and gives them feedback from peers. In addition, human resources is developing an emerging-leaders program.

Another duty for human resources was modernizing the company’s compensation model. It also has revamped compensation philosophy, moving APS away from cost-of-living pay increases to a performance-based merit system. Starting in 2010, APS will have an incentive program impacting 95 percent of its work force that will be tied directly to performance of the company and its employees.


St. Joseph's Hospital and Medical CenterCompany: St. Joseph’s Hospital and Medical Center
Web: www.stjosephs-phx.org


Company established: 1895 | No. of employees in AZ: 5,000+
No. of employees in HR dept.: 26

The human resources team at St. Joseph’s Hospital and Medical Center played a significant role in helping the Phoenix hospital reach two milestones this year.

St. Joseph’s became the only hospital in Arizona to be recognized by BestCompaniesAZ as a best place to work for seven consecutive years. And for the first time, St. Joseph’s was named by Modern Healthcare as one of the industry’s top 100 best places to work nationally. BestCompaniesAZ administers best-places-to-work recognition programs in Arizona. Modern Healthcare is a national health care business news magazine.

Employee satisfaction may have something to do with St. Joseph’s open-door and two-way communication policies. Staff members have ample opportunities to ask questions and provide input. Each department holds daily employee meetings, with the hospital’s president hosting monthly employee forums. In addition, senior management conducts employee town halls throughout the year. To promote a work-life balance, the hospital offers telecommuting, flex hours, compressed work weeks, summer hours and job sharing.

The 25-member human resources team encourages diversity at St. Joseph’s. It partners with the Center for Transitional Rehab to integrate brain-injured patients into the hospital’s staff. The team partners with local and national job boards to reach out to ethnic groups and has developed programs to support a large Hispanic and Filipino work force. Disabled workers are encouraged to apply for employment or volunteer at the hospital.

Reaching out to the community, the human resources staff hosted five workshops this year to help the unemployed use alternative job-search tools such as Twitter and LinkedIn. gement, and employee relations. Its clients include startup companies and Fortune 50 firms.

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2009 HR Industry Leader Of The Year Finalists

Denise GredlerName: Denise Gredler
Title: President and Founder
Company: BestCompaniesAZ

Years with company: 8
Years in current position: 8
Company established: 2001
No. of employees in AZ: 2.5
www.bestcompaniesaz.com

Eight years ago, Denise Gredler had a vision that great places to work should be recognized for providing an environment in which employees thrive and grow.

Gredler founded BestCompaniesAZ and has realized her dream through an annual competition that fosters a competitive spirit in Arizona’s business community. Those companies that are recognized as best places to work are promoted on Gredler’s Web site and through the news media. Underlying all this effort is a desire by Gredler to help Arizona employers attract and retain talented employees.

The first competition attracted 100 applicants and 20 were selected as winners. Today, about 300 companies participate in the competition and 100 are recognized as outstanding places to work. 
But Gredler doesn’t stop there. She provides a mix of human resources, public relations, marketing, branding and award-consultation services to winning companies and those that aspire to win. She also sponsors a variety of programs, workshops and events to give employers cost-effective tools to improve the workplace and help them reap the benefits associated with being named an outstanding place to work. Gredler visits member-based organizations to promote the financial rewards and benefits of employee engagement and best-place-to-work programs.

Gredler also reaches out to job seekers. For example, she recently introduced the Arizona’s BEST Give Back Campaign, a program designed to help mid-level career professionals find employment. Gredler and her staff also conduct free weekly workshops for the unemployed. Job hunters can go to her Web site to identify and research Arizona’s best places to work.


Cindy JonesName: Cindy Jones
Title: Vice President of the Human Resources Division
Company: Synergy Seven

Years with company: 7.5
Years in current position: 7.5
Company established: 2002
No. of employees in AZ: 75
No. of employees in HR dept.: 6
www.synergyseven.com

As vice president of the human resources division at Synergy Seven, Cindy Jones draws upon a strong background and 20 years of experience to keep the firm at the forefront of human resources consulting.

Combining her skills as a behavioral analyst, trained mediator and human resources veteran, Jones has extensive experience in helping managers implement effective people practices that engage employees, while maintaining compliance with employment regulations. She is described as a results-oriented consultant and strategist with a proven track record of helping organizations manage the human side of their business.

Jones also leads Synergy Seven’s human resources consulting practice. She and her team of professionals shape the company’s services by combining results-oriented business practices with certified expertise in a variety of areas.

Jones is certified in senior professional human resources and is a certified professional behavioral analyst, certified attributes index analyst and certified professional values analyst. In addition, Jones serves on the board of a nonprofit charter school, leading their rewards and compensation committee. She is sought out by companies throughout Phoenix as a featured speaker on human resources regulations and trends.

All of Jones’ experience is brought to bear on her responsibilities at Synergy Seven, a certified woman-owned Phoenix firm that is a national provider of human resources consulting, technological contract and direct-hire staffing services. Synergy Seven provides expertise in training and development, regulatory compliance, benefits and compensation, administration and records, recruitment and selection, risk management, and employee relations. Its clients include startup companies and Fortune 50 firms.

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2009 Large Business HR Director Of The Year Finalists

Christine NicholsName: Christine Nichols
Title: Human Resource Manager
Company: Human Capital Strategies

Years with company: 1
Years in current position: 1
Company established: 2007
No. of employees in AZ: 980
No. of employees in HR dept.: 2
www.hcscando.com

Christine Nichols has a take-charge attitude that she applies to all her duties as human resource manager at Human Capital Strategies.

Nichols is thorough in establishing and implementing human resources programs such as employee orientation, and in providing proper training for employees so they can build value in the Mesa-based employment and human-services company. She also monitors staff efficiency by coaching employees on their assigned projects.

Known for her open-door policy, Nichols has established forthright communication that cultivates a sense of trust within the company and allows employees to participate in the firm’s growth. Each employee’s opinion is given respectful attention, and issues, concerns and ideas are appropriately addressed under Nichols’ leadership. In addition to encouraging employees to further their education and professional development through classes, Nichols also makes sure their responsibilities overlap into other departments, so they can carry out the duties of other staff members and are better candidates for promotion.

To encourage quality performance, employee accomplishments are recognized at biweekly staff meetings and quarterly team-building events.

Nichols’ department offers telecommuting and flex time for employees, especially when an illness strikes or the unexpected occurs in employees’ personal lives. These arrangements are particularly convenient for staff with children or elderly parents who need extra attention. Human Capital Strategies has found telecommuting and flex time highly beneficial; missed days are minimal and productivity is high. These arrangements also improve employee retention.

Diversity at Human Capital Strategies is based on the belief that quality people are not exclusive to a specific background.


Patti SorourName: Patti Sorour
Title: Director of Human Resources
Company: Westin Kierland Resort & Spa

Years with company: 1+
Years in current position: 1+
Company established: 2002
No. of employees in AZ: 1,000
No. of employees in HR dept.: 5
www.westin.com

Patti Sorour is putting her 25 years of human resources experience to good use at the Westin Kierland Resort & Spa. Using a variety of programs, including those for employee development, incentives and recognition, Sorour works to keep employee morale and retention at a high level.

As director of human resources, Sorour looks for ways to help the Scottsdale resort’s employees follow the Westin philosophy of living and working well. Her department has disseminated tips on how to stay healthy during the flu season. The resort’s “Live Well. Be Well.” electronic newsletter also provides suggestions for healthy eating and fitness.

Sorour helps maintain a strong level of internal communication for both management and staff through daily and monthly newsletters. Employees are recognized for their hard work and dedication on a daily, monthly and yearly basis. Management also receives similar recognition quarterly.

Through Westin Kierland University, employees participate in classes that not only help them on the job, but also in their everyday lives. Classes have been offered for CPR, retirement planning and behavioral interviewing. The Phoenix Police Department’s “Don’t Be A Victim” program also has been incorporated into the classes.

Under Sorour’s guidance, the resort offers a six-month employee development program in which staff members are schooled on operational and leadership skills through hands-on experience and shadowing department heads. The aim of the program is to help participants prepare for leadership positions.

To help promote diversity at Kierland, Sorour recruits seasonal employees from other countries who work in a variety of departments, including culinary, dining and recreation.

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2009 Mega Business HR Director Of The Year Honoree

Dale SpartzName: Dale A. Spartz, Ph.D.
Title: Vice President of Human Resources
Company: John C. Lincoln Health Network

Years with city: 9
Years in current position: 9
Year incorporated: 1927
Employees in AZ: 3,470
Employees in HR dept.: 15
www.jcl.com

Imagine it’s an ordinary day at your company and you wander over to the employee cafeteria for lunch. A member of senior management joins you for a bite and a little conversation. You know each other.

That’s the kind of environment Dale A. Spartz has fostered at John C. Lincoln Health Network in his role as vice president of human resources. JCL executives are encouraged to interact with employees in order to promote face-to-face communication. Executives also participate in team-building exercises, and the CEO holds regular meetings with employees. Potlucks, holiday lunches and volunteer opportunities keep employees engaged with one another and their managers.

Under Spartz’s leadership, a culture of excellence is promoted through a variety of awards that recognize length of service, special achievements, exceptional nursing care and physician dedication to patients, and teamwork. Diversity also is appreciated at Phoenix-based JCL. Spartz’s human resources team has extended employee benefits to domestic partners, regardless of gender; special fairs encourage employees to showcase their cultural backgrounds; and international recruitment of registered nurses is ongoing. Also, older nurses returning to work are supported through a nurse-refresher course.

Women are well represented throughout JCL’s employee ranks, including the executive team. The CEO is a woman, as are eight of 15 vice presidents.

Described as a caring man with a comforting personality, Spartz is credited with leading the way in ensuring a healthy home-work balance at JCL. Some employees telecommute, while others work flex schedules. Child care is available onsite, as is adult day care for elderly parents and spouses. A fitness and wellness center also is available to employees.

Recruitment and retention of qualified and caring professionals is key to surviving and thriving in the highly competitive health-care industry, and Spartz’s educational background demonstrates his qualifications in that area. He has a doctorate in organizational development, a Master of Science degree in industrial and organizational psychology, a Master of Arts in human resources management, a Bachelor of Science in management and a Bachelor of Arts in psychology. Spartz is credited with being particularly strong in recruiting and developing talent, whether among nurses, his own staff or among myriad specialized health care professionals.

JCL’s employee satisfaction ranks well above national averages, as measured by Charlotte, N.C.-based Morehead Associates, an employee and physician research firm for health care organizations. JCL’s high-satisfaction scores have been recognized by Morehead through its Galaxy Award. JCL’s dedication to human services has helped it reduce expenses associated with recruitment, training and turnover.

Spartz also has demonstrated his leadership through the creation of partnerships between JCL and nursing colleges. In fact, the partnerships are a human resources function. Through these partnerships, employees who are in nursing school work in jobs commensurate with their education and are eligible for promotions as their education progresses. Spartz established a 90-day check-in with the nurses’ supervisors that includes a ceremony and a cash award. JCL also offers a mentoring program under which established registered nurses help new RNs integrate into the nursing profession and the JCL culture.

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2009 Large Business HR Director Of The Year Honoree

Anna HaugenName: Anna Haugen
Title: Manager of Human Capital
Company: Direct Alliance Corporation

Years with city: 6
Years in current position: 4
Year incorporated: 1993
Employees in AZ: 650
Employees in HR dept.: 9
www.directalliance.com

At Tempe-based Direct Alliance Corporation, talent acquisition and retention are more than just important — they are a top priority.

Manager of Human Capital Anna Haugen and her staff are responsible for attracting new employees to Direct Alliance, and helping to craft a corporate culture in which staff members want to work. Under her leadership, Haugen’s team has filled more than 400 sales positions while holding attrition levels to half the industry norm. Direct Alliance is a provider of outsourced sales and marketing solutions for Fortune 500 companies.

Haugen relies on a variety of tools to recruit new employees — advertising, employee referrals, early-career college talent pools, internal and external networking, the Internet, and onsite and off-site job fairs. She also employs job-candidate assessment tools that evaluate skills critical to various roles within the company, as well as workplace behavior and motivation. Nearly three-quarters of job applicants pass the screening process, but only 18 percent are hired. Average employee tenure is three years, a direct result of hard work by Haugen and her team.

Leadership development is important to employee retention and it’s Haugen’s philosophy that this function should not stand alone. She integrates it into such talent-management practices as recruitment, selection, promotion and compensation. Working in concert with other departments, Haugen provides a variety of training and leadership-development programs that utilize real-time practices and real-life situations.

Numerous learning techniques are used to accommodate employees at all levels of the company and their learning styles, including classrooms, action-learning projects, rotational assignments and Web-based modules. Compensation is expanded beyond salary to include sales commissions, bonuses, retention bonuses, monetary and non-monetary sales contests, and incentive programs.
retention.

Employee relations also are important to Haugen. She believes strong employee relations can give staff members a feeling of ownership in the company. To Haugen, employee relations involve effective communication between managers and employees under fair and flexible rules that aim to get the job done efficiently and profitably. To that end, she helps develop programs that foster a productive and innovative culture, including a company Intranet to communicate information, e-mail, bulletin boards and posters, an open-door policy, resolution processes, and recognition programs.

Haugen supports diversity at Direct Alliance through strategies that include community relationships, diversity job fairs, an apprentice program with the W.P. Carey School of Business at Arizona State University, and advertising with ethnic associations and clubs, colleges and universities, AARP, the Arizona Department of Economic Security and Arizona Workforce Connection.

At Direct Alliance, a balanced life is expected and supported. Haugen and employees from other departments work together to make the work-life balance easier through telecommuting, flexible work schedules, a wellness program, an employee assistance program and a concierge service that offers discounts at local businesses such as restaurants, dry cleaners and gymnasiums. There also is an employee activity committee that coordinates such employee events as holiday parties, company contests and a holiday shopping boutique. Haugen believes that a healthy work-life balance requires a daily effort to make time for family, friends, the community, personal growth and self-care. She tries to lead by example.

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2009 Small Business HR Director Of The Year Finalists


Jerrie MartinezName: Jerrie Martinez-Palombo, M. Ed., SPHR
Title: Human Resource Manager
Company: Jaburg & Wilk P.C.

Years with company: 2
Years in current position: 2
Company established: 1984
Employees in AZ: 70
Employees in HR department: 2
www.jaburgwilk.com

Jaburg & Wilk P.C., has a significant investment in its employees. That’s why the law firm places a strong emphasis on mentoring and other techniques to help employees integrate into the company and remain on the job.

Human Resource Manager Jerrie Martinez is involved in the firm’s mentoring and law clerk programs, which are designed to help attorneys develop specific skills and enhance their work experience. Each new attorney hired at Jaburg & Wilk is placed in mentoring. Each mentoring pair works toward at least three goals, one of which is a balance between work and personal life. Mentors also help younger attorneys attain partnerships.

For support staff, Martinez established what the firm calls a “guide team” that was patterned after the formal attorney mentoring program. The team helps integrate new staff into the organization, provides a variety of resources and offers informal mentoring. In addition, Martinez was instrumental in establishing a customized, on-demand training program to help support staff with their professional development.

Jaburg & Wilk also believes in offering unusual activities so employees can have fun. Martinez spearheads Speed Chatting, which is much like speed dating. Employees spend five minutes getting to know each other before they move on to the next person. Last January, employees rode the light rail system to Downtown Tempe, where they participated in a scavenger hunt. Employees also pay $5 for the privilege of wearing jeans to work, and the employee of the month selects his or her favorite charity to receive the money. The firm matches the contribution.



Hopi SlaughterName: Hopi Slaughter
Title: Human Resources and Legal Assistant
Company: Rose Law Group pc

Years with company: 3
Years in current position: 3
Company established: 2005
Employees in AZ: 25
Employees in HR department: 1
www.roselawgroup.com

As Rose Law Group pc goes about its business of providing legal services, there is a concerted effort unfolding behind the scenes to make the Scottsdale firm a great place to work.

The company focuses on identifying internal problems before they mushroom into issues that might prompt employees to seek jobs elsewhere. Hopi Slaughter, human resources and legal assistant, is charged with making that happen. She is known for her open-door policy; any employee can talk to her about any topic. Also, partners who notice employee conflicts alert Slaughter and she intervenes.

Rose Law Group is committed to being a true family and Slaughter helps with numerous efforts that are undertaken to make that a reality. Celebrations out of the office are common when an attorney wins a large case or someone fulfills a major company goal. Awards are given for hours billed and bonuses are handed out for positive reviews.

Weekly newsletters and updates recognize employee accomplishments and hard work. Those successes also are discussed at weekly team meetings. Monthly get-togethers are held for team-building exercises and simply to have some down time. At monthly brown-bag lunches, an employee gives a presentation on a topic so that, over time, employees have a better understanding of what the law firm does as a business and the areas in which it specializes.

Employees also receive tuition reimbursement for approved classes, along with a flexible work schedule so they can attend the classes. They are encouraged to attend lectures and seminars on any topic, as well.

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2009 Medium Business HR Director Of The Year Honoree

Bruce GardnerName: Bruce Gardner
Title: Human Resources Director
Company: Town of Queen Creek

Years with city: 2.5
Years in current position: 2.5
Year incorporated: 1989
Employees in AZ: 230
Employees in HR department: 5
www.queencreek.org

Explosive growth was the norm not so long ago in Arizona, but there probably weren’t many people wondering about its impact on human resources departments at city halls around the state. Even after the recession took hold, cities and towns had to continue serving new residents and businesses, and they had to have staff to do that.

In 2008, the Town of Queen Creek created and absorbed two new departments for utilities and fire protection. Suddenly, Human Resources Director Bruce Gardner had to contend with more than 60 new employees, including 14 supervisors and managers. Gardner knew it was important to indoctrinate the new supervisory staff in the town’s leadership culture. To accomplish that goal, his department crafted in-house leadership training for those employees and 11 other prospective supervisors.

Topics covered in the supervisor training were comprehensive — communication, motivation and delegation, team building, equal employment opportunity, valuing and managing diversity, interviewing new hires, coaching and performance management, discipline and corrective actions, and leadership. In addition, several of the town’s department heads participate in Arizona State University’s certified public manager program.

Human resources also has created a progressive policy under which town employees take ownership of their training and professional development. Annually, each employee is responsible for writing a training-and-development outline. The town offers several options for accomplishing goals, including classes, seminars, conferences and town-sponsored training. All employees may take advantage of a customer-service initiative recently developed by Gardner that focuses on internal and external communication and teamwork.

In 2008, Gardner leveraged the power of technology to automate the town’s entire hiring and employment process. This has freed up his staff to devote more time to activities related to employee retention.

To improve the town’s competitiveness in the job market, Gardner recently implemented a middle-ground salary structure that allows the town to attract and retain exceptional talent without busting the budget.

Looking for a way to better balance the needs of its employees and its constituents, the town implemented a four-day work week. Extended hours Monday through Thursday offer more flexibility to those who need to conduct business with the town. Fridays off give employees extra hours to take care of personal business and have more family time.

With the health of the town’s employees in mind, Gardner is launching free wellness and fitness programs that offer biometric testing, health-related seminars and “lunch-and-learn” sessions with various agencies. When a new, full-service fitness center opened, an agreement was negotiated to offer reduced rates to the town’s employees and their families. The town also hosts a large-scale wellness fair that features health care providers, onsite medical testing and health-and-wellness vendors and speakers. Also, mobile onsite mammography services come to town hall annually.

With the four-day work week and a variety of wellness opportunities available to employees, the Town of Queen Creek has improved productivity, reduced absenteeism and increased utilization of preventive-health services.

hr_industry_leader

2009 HR Industry Leader Of The Year Honoree

Patrick BurkhartName: Patrick Burkhart
Title: Assistant Director
Company: Maricopa County Human Services Department/ Maricopa Workforce Connections

Years with city: 3.5
Years in current position: 2.5
Entity Established: 1998
Employees in AZ: 71
Employees in HR dept.: 4
www.maricopaworkforceconnection.com

Words such as “tirelessly” and “diligently” are used to describe the work ethic of Patrick Burkhart as he collaborates with Maricopa Workforce Connections (MWC) to help people find jobs and assist local businesses seeking qualified employees to hire.

Burkhart is assistant director of the Maricopa County Human Services Department, and MWC is a department division.

MWC offers comprehensive recruitment and talent-acquisition services to businesses, organizations and associations located in Maricopa County and outside the city of Phoenix. Its services are particularly important in today’s recessionary times, as it researches labor market trends and helps job seekers identify their transferable skills. MWC also helps individuals refine their employment search to ensure they are applying for the right jobs using appropriate information and job-hunting techniques. MWC is funded by a federal grant under the Workforce Investment Act of 1998, and offers its services for free to both businesses and people.

Building relationships is Burkhart’s forte. He establishes rapport with community partners, business leaders and others who may be beneficial to MWC’s clients. He oversees MWC operations and is always looking for opportunities to leverage support and improve efficiency. For example, Burkhart tapped the expertise of another agency to streamline MWC’s processes, reduce waste and alleviate staff stress caused by the increasing number of job-seeking clients requesting assistance at the county’s career centers.

Burkhart also took the initiative to bridge gaps between MWC and other work force development agencies in the region to form the Maricopa County Human Capital Collaborative. The collaborative applies for grant funding to enhance the efforts of local work force agencies and bring additional resources to the area.

Because MWC is federally funded and resources are directed to businesses and individuals, money is not available to pay for memberships in various organizations. Instead, Burkhart and his team work closely with chambers of commerce, the Greater Phoenix Economic Council, the Arizona State Council of the Society for Human Resource Management and the Governor’s Council On Workforce Policy at the Arizona Department of Commerce. Burkhart also works with dozens of public and private organizations that either provide services to the community or have a stake in MWC through positions on its youth council and board of directors.

MWC offers an array of business services, employer services, employed-worker training, on-the-job training, recruitment services, youth services and job fairs. MWC also informs businesses on an array of employment and training-related tax incentives. These incentives include state corporate income tax credits for the creation of new jobs at companies with less than 10 percent retail, a 40 to 60 percent reduction of property taxes for five years at small manufacturing companies, federal work opportunity tax credits and federal welfare-to-work tax credits.

MWC also offers assistance to companies that are downsizing and helps displaced employees with their transition to new employment. Services include information on unemployment insurance, career and job fairs, access to job postings, and workshops on job-search skills, resume writing, interviewing, personal finances and budgeting.

hr_director_sm_biz

2009 Small Business HR Director Of The Year Honoree

Camille McCalebName: Camille McCaleb
Title: Vice President of Human Resources and Operations
Company: Creative Business Resources

Years with company: 4
Years in current position: 4
Company established: 1997
Employees in AZ: 25
Employees in HR department: 3
www.cbri.com


Progressive companies know there’s more to filling job openings than simply interviewing people and hiring warm bodies. At Creative Business Resources, Camille McCaleb has taken the lead in ensuring that new hires are a good fit for both the job and this Phoenix-based human resources outsourcing company.

As vice president of human resources and operations, McCaleb brought personality profiling into the hiring process and became certified in personality testing so she can analyze the results. The profiles show the natural tendencies of recruits and how they likely will interact with other employees and clients on a personal and professional level. This insight gives the human resources department an indication of whether a prospective hire will be successful at the company. Taking the process one step further, all Creative Business Resources employees review one another’s profile results to help them relate to each other in times of success and failure.

McCaleb implements additional measures to help new employees succeed. Before they are allowed to interact with clients, new hires go through three months of training that gives them the knowledge they need to start client relationships. In addition, the entire staff participates in extensive customer-service training during which service expectations are communicated. Each department sets goals aimed at helping to achieve overall company objectives. Departmental goals are posted around the office.

Under McCaleb’s steady hand, Creative Business Resources has taken steps to make employees’ lives easier. Two years ago, McCaleb and other executives made the decision to open a second office in west Phoenix. This eased employees’ commutes and increased productivity. New technology helps employees work at home, also increasing productivity.

McCaleb is credited with doing an outstanding job in the areas of employee relations and recognition. Time is set aside at each department and company meeting to recognize employees for personal triumphs, professional successes, company anniversaries and birthdays. McCaleb leads this outreach to employees to make them feel special and to motivate them to do an even better job. The human resources and risk management departments also publish monthly newsletters that keep staff and clients informed about happenings at the company and in its industry.

Employee achievements also are recognized with gift cards and spa days. Bonuses are handed out based on company profit for the year and successful job performance. The company also helps employees with a Christmas savings club. Employees who put $1,000 into the club receive $250 from the company in time for holiday shopping and travel. Thanksgiving and Christmas bonuses are given to all employees, as well.

Diversity is a key pillar of the business model at Creative Business Resources and McCaleb works diligently to blend this concept into the corporate culture and the manner in which the company conducts business with clients. To lead the way, the human resources and risk management departments are bilingual.

McCaleb also encourages employees to be active in the community. Employees volunteer for Project C.U.R.E, the Phoenix Rescue Mission and Special Olympics on a regular basis. In addition, Creative Business Resources gives employees a paid day off to volunteer.

hr_team

2009 HR Team Of The Year Honoree


Phoenix Suns LogoCompany: Phoenix Suns
Web: www.suns.com

Company Established: 1968
Employees in AZ: 200
Employees in HR department: 6

The Phoenix Suns human resources department is known not only as the “go-to” place for a wealth of information, but also as a warm and welcoming office for all employees who walk through the door.

Six people comprise the Suns’ human resources team. Peter Wong is vice president of human resources and Karen Rausch is human resources director. Wong is an adjunct faculty member at Scottsdale Community College and a member of the Corporate Leadership Council and the Sports Network. He is also a board member of the Sports & Entertainment Human Resource Forum and sits on the diversity committee of the Women’s Sports Foundation. Rausch is a member of the Valley of the Sun Human Resource Association and chairs the National Basketball Association’s compensation committee.

The Suns human resources team works in a male-dominated industry, yet its own ranks are half women. It sets an example for the company’s commitment to diversity in another way — half its employees are minorities. In fact, companywide, 38 percent of the people who work for the Suns are women and 37 percent are minorities. Human resources strives for a diverse mix of job candidates by developing outreach programs with Goodwill, Job Corps and the Arizona State University career center.

The Suns’ human resources team has made its mark in a number of ways. It established a leadership group for women in management positions. This year, the leadership group hosted a reception with “Good Morning America” anchor Robin Roberts, who shared professional and personal experiences as a working woman. Katie Pushor, former president and CEO of the Greater Phoenix Chamber of Commerce, recently spoke to the group about leading employee teams.

The human resources team also sponsors a leadership committee, a monthly discussion group that includes the CEO, executive management, managers and supervisors throughout the Suns organization. Coordination of the agenda is rotated among members. Each member has an opportunity to prepare presentations and arrange speakers from the Phoenix business community. Suns players and coaches also speak to the group. The leadership committee provides managers with information about the company and discusses trends and opportunities within the sports industry.

Employee recognition involves a number of programs organized by human resources. The department conducts all-employee meetings in which Suns owners and executives provide business updates and presentations are given by players, industry specialists and sports personalities. There also are service awards and a program for employee of the month.

hr_director_mega_biz

2009 Mega Business HR Director Of The Year Finalists

Brian BoylanName: Brian Boylan
Title: Senior Vice President of Human Resources
Company: JDA Software

Years with company: 4
Years in current position: 2.5
Company established: 1985
No. of employees in AZ: 360
No. of employees in HR department: 12
www.jda.com

Someone must be doing the right thing when a company’s own employees are its most effective tool for recruiting new talent. At JDA Software, that someone is Brian Boylan, senior vice president of human resources.

Boylan is praised for helping establish a culture at the Scottsdale-based technology company that allows employees to succeed professionally and earn recognition for their accomplishments through extensive award programs. Although JDA uses recruitment and assessment tools, ultimately job candidates who interview are impressed by JDA’s culture and the collaboration among its staff members. Employees feed the candidate pipeline by offering referrals for openings.
JDA’s culture is in part created by a performance-management program strongly supported by Boylan. The program emphasizes continuous learning plans, 20 hours of professional development annually and 360-degree reviews centered on leadership skills. Boylan also developed an emerging-leaders program that brings potential company leaders together for development and pairs them with senior-executive mentors.

Boylan and his staff understand that well-rounded employees need balance in their lives. Employees may work from home to take care of personal matters. The human resources department also offers FranklinCovey’s Seven Habits of Highly Effective People seminar to give employees the tools they need to find a balance between work and home. Onsite, JDA provides a wellness program, yoga and a Nintendo Wii game room.

Diversity is another hallmark of JDA’s culture. As a global company, JDA has a presence in many countries with varied cultures, all of which are reflected in the company’s workplace.


Tina HuffName: Tina Huff
Title: Executive Director of Human Resources and Organizational Development
Company: Pro’s Ranch Markets

Years with company: 3
Years in current position: 3
Company established: 1992
No. of employees in AZ: 1,945
No. of employees in HR department: 24
www.prosranch.com

As a growing upscale Hispanic grocery-store chain, Pro’s Ranch Markets takes extra steps to create diversity within its employee ranks and Tina Huff is deeply involved.

As executive director of human resources and organizational development for the Ontario, Calif.-based company, Huff works out of the regional office in Phoenix. Her department coordinates with several nonprofit agencies to provide work opportunities for refugees the organizations resettle in the United States. Huff’s department also offers jobs to Central and South American college students who work summers in the U.S. on visas. Onsite English-as-a-second-language classes are offered through Scottsdale Community College.

With more than 20 years of human resources management experience in several industries, Huff has a variety of responsibilities with Pro’s Ranch. This year, she directed development of the Ranchie Steps Program, which provides job-training modules and establishes compensation structures for each department companywide. This program shows how employees can grow professionally within Pro’s Ranch. In Arizona this year, Huff rolled out a retail management certificate program, tuition assistance, an apprenticeship training program for bakers and the ESL classes.

Pro’s Markets has been growing the past few years, opening two new stores in Arizona and expanding into Texas and New Mexico. Huff worked with the company’s operations and advertising departments to craft a plan for bringing in new staff. An internal talent assessment offers new employment opportunities for existing employees. Job candidates are recruited from local nonprofit and employment associations and through job fairs that attract as many as 5,000 people.

Wist Office Products - Best of the Best 2009 presented by Ranking Arizona

Best of the Best Awards 2009: Business Services

Business Services Honoree: Office: Supply Companies

Wist Office Products


Wist Office Products - Best of the Best Awards 2009 presented by Ranking Arizona

Photograph by Duane Darling


Wist Office Products has been providing superior service and the highest-quality products to Arizona businesses since 1955. The office supply industry has changed significantly since that time, and through the changes, Wist has emphasized keeping the focus on the customer. It strives to be a solution provider for its customers. As the largest independent office supplier in the Southwest, Wist has been a leader in developing the technology needed to efficiently manage inventory, as well as process and track orders. It has also incorporated various green product lines featuring both supplies and furniture. Many companies are looking for environmentally safe products, which is why Wist incorporated them.

The Wist name has been synonymous with the office product industry in Arizona, when founder Martin Wist started the business in 1922. The present company has been active since 1955. As a locally owned business, Wist is positioned to meet customers’ needs, as well as directly support the local economy.

107 W. Julie Drive, Tempe
480-921-2900
www.wist.com

Year Est: 1955 AZ Staff: 57
Principal(s): Ileene Wist,
Robert Wist, Ian Wist


Business Services Finalist: Employment: Temporary Large

Corporate Job Bank Personnel Services

In a time when technology has replaced the personal touch, Corporate Job Bank Personnel Services continues to grow and is dedicated to finding a job for every person who walks through its doors. They understand the value in creating a lasting relationship, not only with their clients, but with all candidates as they change and grow in their careers. Corporate Job Bank Personnel’s core competencies are in mortgage and banking, accounting and finance, call centers, office and clerical staff, municipalities, IT, distribution and warehousing.

1955 E. Broadway Road, Tempe
480-966-0709
www.corporatejobbank.com


Business Services Finalist: Employment: Leasing/PEOs

Diversified Human Resources Inc.

The perennial market leader in Arizona and one of the premier PEOs in the U.S., Diversified Human Resources (DHR) helps simplify client businesses by handling much of the administrative functions and paperwork associated with having employees. Services include human resources administration, payroll processing and management, employee benefits planning and administration, and workers’ compensation services for many industries within the business community. The key to DHR’s success is an intense focus on service and the ability to tailor programs specifically for each client.

3020 E. Camelback Road, #213, Phoenix
480-941-5588
www.dhr.net


Best of the Best Awards 2009 presented by Ranking Arizona

Pulte Homes - Best of the Best 2009 presented by Ranking Arizona

Best of the Best Awards 2009: Real Estate Residential

Real Estate Residential Honoree: Homebuilders: 12 developments or more

Pulte Homes and the Communities of Del Webb

Pulte Homes and the Communities of Del Webb - Best of the Best Awards 2009 presented by Ranking Arizona

Photograph by Duane Darling

Building on a reputation of quality home construction and commitment to superior customer satisfaction, Pulte Homes and the Communities of Del Webb provides customers a home buying, building and living experience second to none. With more than 90 years of combined experience, Pulte Homes is positioned for success in Arizona with neighborhoods such as Anthem Parkside and Anthem at Merrill Ranch, Bella Via, Stetson Valley, Festival Foothills, Cabrillo Point, Red Rock and Vista at Fireside at Norterra. The company’s Del Webb communities, such as Sun City Anthem at Merrill Ranch, Sun City Festival, Fireside at Norterra and Fireside at Desert Ridge, Solera at Johnson Ranch and Sonora, are known for their unparalleled amenities and programs for residents.

Pulte’s Arizona presence includes two Phoenix divisions and one in Tucson, as well as the Pulte Building Systems Division in Tolleson.

16767 N. Perimeter Drive, Scottsdale
480-391-6000
www.pulte.com

Year Est: 1956
Developments: 89
Principal(s): John Chadwick
Price Range: $100Ks – $800K+


Real Estate Residential Finalist: Architects: Residential

Carson Poetzl Inc.

Carson Poetzl Inc. is a fullservice architectural firm with a rich history and focus dedicated to high-end custom residential architecture. It approaches the highest level of design and service by closely working with builders, interior designers, landscape architects and engineers. It offers a wide range of talents that are represented in designing styles ranging form cutting-edge contemporary to historically accurate. It tailors each project around the clients’ needs and desires, while working to create a blended harmony between the architecture and its surroundings.

7522 E. McDonald Dr., #G, Scottsdale
480-905-1712
www.carsonpoetzl.com


Real Estate Residential Finalist: Nurseries: Plants/Trees

Moon Valley Nursery Inc.

An Arizona native, Les Blake started Moon Valley Nurseries in 1995. Realizing a demand for affordable planting services, Blake implemented the “You Buy It and We Plant It” strategy for marketing trees and plants. The strategy was an instant success. As the volume of sales increased, so did the demand for quality trees. Blake expanded the growing operations to maintain the supply needed to keep up with increasing sales. This promoted a higher level of quality control and increased cost effectiveness. Moon Valley Nurseries has nine Arizona locations, serving all cities in the Valley.

18047 N. Tatum Blvd., Phoenix
602-493-0403
www.moonvalleynurseries.com


Best of the Best Awards 2009 presented by Ranking Arizona

AJ’s Fine Foods Best of the Best 2009 presented by Ranking Arizona

Best of the Best Awards 2009: Entertainment

Entertainment Honoree: Wine Specialty Shops

AJ’s Fine Foods

AJ's Fine Foods - Best of the Best Awards 2009 presented by Ranking Arizona

Photograph by Duane Darling

AJ’s Fine Foods provides an unparalleled shopping experience that delights the senses. As Arizona’s leading gourmet and specialty store, AJ’s offers the highest level of customer service and attention to detail. AJ’s Cellar Masters are on hand in every location to recommend new varietal experiences and to suggest the perfect wine to pair with a steak or fish dinner. Every year during the Summer Wine Spectacular, Cellar Masters personally taste, evaluate and rank more than 200 wines from around the world to bring only the best to AJ’s.

Owned and operated by Bashas’ Family of Stores, AJ’s operates 14 stores in Arizona. AJ’s has been voted Best Place to Work by its members three years in a row. For more information, visit www.ajsfinefoods.com.

22402 S. Basha Road, Chandler
480-895-9350
www.ajsfinefoods.com

Year Est: 1985 
Wine Tasting: At Desig. Locations
Principal(s): Bashas’ Family of Stores


Entertainment Finalist: Restaurants: Southwest/Eclectic

LON’s at the Hermosa

Built in the 1930s by cowboy artist Lon Megargee, LON’S at the Hermosa has a rich history and melds artful American cuisine and spectacular views to create a truly unique dining experience. LON’s diners can enjoy awardwinning, artful American cuisine on a romantic patio or by one of the glowing fireplaces. In addition to the warm ambience, LON’s is the proud recipient of the AAA Four-Diamond award. The menu at LON’s offers a memorable culinary experience, which captures spirit, creativity and warmth using bold flavors and compelling combinations that reflect a contemporary take on a multitude of foods originating in the Western Hemisphere.

5532 N. Palo Cristi Road, Paradise Valley
602-955-7878
www.lons.com


Entertainment Finalist: Restaurants: International

T. Cook’s at Royal Palms

Under the direction of Executive Chef Lee Hillson, Royal Palms Resort and Spa features the awardwinning T. Cook’s restaurant — serving breakfast, lunch, dinner and Sunday brunch. Located in the original 1929 mansion of the Royal Palms, it creates a residential dining experience that’s comfortable yet elegant. Enveloped by palm trees, citrus, flowers and fountains, T. Cook’s is a true oasis in the desert. Receiving the highest ratings from both national food critics and locals for its select seasonal dishes, the menus feature a wide variety of creative dishes from the Mediterranean and exotic surrounding regions.

5200 E. Camelback Road, Phoenix
602-808-0766
www.royalpalmsresortandspa.com


Best of the Best Awards 2009 presented by Ranking Arizona

KPNX TV, Channel 12 - Best of the Best Awards 2009 presented by Ranking Arizona

Best of the Best Awards 2009: Advertising, Marketing & Media

Advertising, Marketing & Media Honoree: Television Stations

KPNX-TV, Channel 12

KPNX TV, Channel 12 - Best of the Best Awards 2009 presented by Ranking ArizonaChannel 12 is Arizona’s leading source for local news on television, online with top-viewed Web site azcentral.com, and on-the-go with text and video available on cell phones. With the combined resources of NBC News, The Arizona Republic and USA Today, 12 News is consistently the first choice for information whenever a major story breaks. Channel 12 is one of the top-performing NBC affiliates in the country, with ratings that frequently exceed the network’s national average.

With a long history as the leader in innovation, Channel 12 was the first to deliver a local newscast in high-definition. The power of the 12 News brand comes from combining the market’s most professional and trusted news team with an approach to reporting that’s clear and to the point. Channel 12 also serves the community with its consumer protection program, “Call 12 for Action,” its education initiative, “School Solutions,” and its awardwinning breast-health awareness campaign, “Buddy Check 12.” Whenever and wherever consumers want quality news and information, 12 News is uniquely positioned to meet their needs.

1101 N. Central Ave., Phoenix
602-257-1212
www.azcentral.com

Year Est: 1953
Weekly Audience: 1.1M
Principal(s): John Misner


Advertising, Marketing & Media Finalist: Radio Stations

News Talk 92.3 KTAR

KTAR is Arizona’s news, talk and sports leader. In its 87th year, KTAR has the unique distinction of being the state’s first broadcast company and now has a wider reach than any radio station, television station or newspaper in Arizona. More than half a million people each week tune into KTAR for breaking news alerts, talk shows, traffic reports, weather bulletins or game broadcasts. Its award-winning news and 14 hours of local talk shows are heard each day on 92.3 FM. Sports talk shows and game broadcasts are on 620 AM. The company’s Web site, KTAR.com, was voted the state’s No. 1 breaking news Web site.

5300 N. Central Ave., Phoenix
602-274-6200
www.ktar.com


Advertising, Marketing & Media Finalist: Commercial Printers

Prisma Graphic Corp.

To compete as a traditional commercial printer in today’s economic climate and evolving market takes vision. For Prisma Graphic, that vision has been to provide unmatched customer service, consider every client a partner and offer economical marketing solutions beyond ink on paper. The staff views every project as an opportunity to further the success of their clients’ image, initiatives and marketing efforts. From their 82,000-square-foot facility in Phoenix, they provide heatset web, sheetfed, variable data printing, full bindery, fulfillment services and complete direct mailing.

2937 E. Broadway Road, Phoenix
602-243-5777
www.prismagraphic.com


Best of the Best Awards 2009 presented by Ranking Arizona

The Go Daddy Group Inc. - Best of the Best Awards 2009 presented by Ranking Arizona

Best of the Best Awards 2009: Manufacturing & Technology

Manufacturing & Technology Honoree: Software Companies

The Go Daddy Group Inc.

The Go Daddy Group Inc. - Best of the Best Awards 2009 presented by Ranking ArizonaGoDaddy.com is the quintessential American success story — take a good idea, serve customers with low-priced products, innovate related products, mix in marketing “magic” and relentlessly improve en route to industry dominance. In 2000, Bob Parsons opened GoDaddy.com as a domain registrar. Why? He recognized customers were being under-served and over-charged for Web site address names. GoDaddy.com is now the world’s largest registrar — more than three times the size of its closest competitor. GoDaddy.com serves more than 6 million customers and employs more than 2,000 people, without offshoring. While you may have heard about GoDaddy.com’s Super Bowl advertising magic, it’s the less publicized stories that impress. The company routinely testifies before Congress on issues related to protecting children, keeping the Internet safe and reducing spam.

The company donates to the community and rewards its employees with prizes such as cars and cash.

14455 N. Hayden Road, #219, Scottsdale
480-505-8800
www.GoDaddy.com

Year Est: 1997
AZ Staff: 2,028
Principal(s): Bob Parsons


Manufacturing & Technology Finalist: Internet Service Providers

Cox Communications Inc.

Cox Communications is the third-largest cable provider and a multiservice broadband communications company serving more than 3 million residential and business product subscribers in Arizona. Cox’s 15,000 – mile hybrid fiber coaxial cable network throughout Phoenix and Southern Arizona provides homes and businesses with digital television, high-speed Internet, home networking, high-definition television and telephone service. In the last five years, Cox has topped 11 J.D. Power and Associates’ studies of customer satisfaction in a variety of categories.

1550 W. Deer Valley Road, Phoenix
623-594-1000
www.cox.com


Manufacturing & Technology Finalist: Wireless Communications

Verizon Wireless

“It’s the Network” isn’t just an advertising slogan — it’s Verizon’s foundation. Since 2000, Verizon has invested nearly $700 million in its wireless network in Arizona, and nearly $45 billion nationally to increase coverage, capacity and to add services. The leader in customer loyalty, Verizon Wireless has the nation’s largest 3G network, a reputation for reliability and an ongoing commitment to providing the best possible wireless experience. The company employs more than 2,200 wireless experts in Arizona who stand behind Verizon’s network every day.

77155 W. Detroit St., Chandler
480-763-6300
www.verizonwireless.com


Best of the Best Awards 2009 presented by Ranking Arizona

CB Richard Ellis - Best of the Best Awards 2009 presented by Ranking Arizona

Best of the Best Awards 2009: Real Estate Commercial

Real Estate Commercial Honoree: Brokerage Firms: 25 brokers or more

CB Richard Ellis

CB Richard Ellis - Best of the Best Awards 2009 presented by Ranking Arizona

Photograph by Duane Darling

CB Richard Ellis has been serving clients in Arizona for more than 55 years, becoming a dominant player in the state’s commercial real estate market. From leasing, acquisitions and sales, marketing and consulting, it has earned a reputation as a respected leader in the business community through its ability to track market trends and build relationships. Whether marketing a portfolio of properties or negotiating a complex lease agreement, CBRE brokerage professionals — more than 100 statewide — offer the most integrated array of commercial real estate services. Their approach is strategic rather than merely transactional.

That is, CBRE’s professionals can assess a client’s entire real estate portfolio requirements on a company-wide scale, delivering results and surpassing expectations.

2415 E. Camelback Road, Phoenix
602-735-5555
www.cbre.com/phoenix

Year Est: 1952 Brokers: 103
Principal(s): Craig Henig
(Arizona/Phoenix), Tim Prouty (Tucson)


Real Estate Commercial Finalist: Architectural Firms: 10 architects or more

SmithGroup

SmithGroup Inc. is one of the largest architecture, engineering, interiors and planning firms in the United States. With 10 offices and a staff of 800, Smith- Group specializes in the health, education, science and technology, office workplace, high tech and urban/campus planning markets. SmithGroup’s Phoenix office is well-known for its innovative design of the Arizona Biomedical Collaborative; the award-winning Apollo Riverpoint Center; and the recently completed Norton School of Family and Consumer Science at the University of Arizona.

455 N. 3rd St., #250, Phoenix
602-265-2200
www.smithgroup.com


Real Estate Commercial Finalist: Contractors: General, 120 staff or more

The Weitz Company

Since entering the Phoenix market in 1978, the Southwest Business Unit of The Weitz Company has built a solid reputation based on excellent service, quality work and long-term relationships. Weitz attributes its success to the company’s core values: honesty and integrity, respect for people, performance with absolute reliability, long-term perspective, and nurturing personal growth. In 2007, Weitz expanded its Arizona market by opening an office in Tucson based on its reputation for quality and service to clients.

5555 E. Van Buren St., #155, Phoenix
602-225-0225
www.weitz.com


Best of the Best Awards 2009 presented by Ranking Arizona