Working@Duke February/March 2014 Issue by Working Duke

WORKING@DUKE  NEWS YOU CAN USE  Volume 9, Issue 1  February/March 2014

inside

Art of Self-Promotion Reduce Solo Commuting Creating Bonds Outside Class

The Future of Duke’s Workforce As Duke employees get older, a younger generation is filling the ranks

Editor’s Note Leanora Minai

A running team at Duke

hen he’s free on Saturdays, Dr. Joel Morgenlander runs with the “Old Dudes Running Club,” a group of friends who support and hold each other accountable for exercise. Recently, Morgenlander, interim chair for Duke’s Department of Neurology, found another way to decompress and maintain fitness: the new “Duke Endurance Team.” He proposed the idea of forming a Duke team to help staff and faculty train for the inaugural Rock ‘n’ Roll full or half marathon in Raleigh. With help from LIVE FOR LIFE, Duke’s employee wellness program, and Kevin Sowers, Duke University Hospital president, participation was off to a strong start in early January with at least 135 Duke Endurance Team members registered to run either the full or half marathon on April 13. Morgenlander suggested the team approach after a busy work year with the implementation of the health system’s unified digital records system and opening of the Duke Medicine Pavilion. “I worry about physician and staff wellness and how well people are taking care of themselves, particularly in these periods of stress,” said Morgenlander, whose goal is running two half marathons a year. “I thought it would be cool to have a Duke team and have something positive to get involved in.” Through LIVE FOR LIFE, which is spearheading the Duke Endurance Team, employees who join the team receive a race registration discount, free virtual and in-person coaching sessions and a Duke team T-shirt. Coming off a foot injury that sidelined my running for nearly a year, I joined the team and signed up for the half marathon. I appreciate the support, which began in January and includes bi-weekly track workouts with the team through March 8. We’re learning stretches to prevent injuries and drills to improve our running time. Jacqueline McMillan, LIVE FOR LIFE fitness program manager, said runners of all levels are invited to participate – even if they don’t run in April’s Rock ‘n’ Roll events. On race day, participants in the full or half marathon will run their own pace. “We’re not there every day training with you, but we’re still keeping you on task,” McMillan said. To join the Duke Endurance Team or to learn about other LIVE FOR LIFE programs, reach out to Jacqueline McMillan at (919) 681-0523. Thanks, Dr. Morgenlander and LIVE FOR LIFE – and go Duke Endurance Team!

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Contents

Cover: Duke’s Millennial Employees

In the past three years, Duke’s hiring of new employees between 18 and 33 years old has steadily risen while hiring of Gen X and Baby Boomer employees has dropped.

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Bonds Outside the Classroom

Several faculty and staff share their passion for racquetball, ice hockey and rowing by coaching student club sports at Duke.

Personal Accident Insurance

As one of Duke’s voluntary benefits, personal accident insurance provides financial assistance after a catastrophic accident.

11  Career Tools: Art of self-promotion 12  What we do with our DukeCards 14  How to make home renovation more affordable 15  Help reduce solo commuting to campus Cover Photo: A group of Duke’s Millennial-aged employees gather on West Campus. They’re holding signs reflecting the Millennial employee age range at Duke – 18 to 33 years old. 2012, 2011, 2009, 2008, 2007 Gold Medal, Internal Periodical Staff Writing and 2013 Silver; 2009, 2007 Bronze, Print Internal Audience Publications

This paper consists of 30% recycled postconsumer fiber. Please recycle after reading.

Briefly

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Free tax preparation assistance

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Explore the brain March 1 to 8 The Duke Institute for Brain Sciences presents the 6th annual Brain Awareness Week March 1 to 8. Part of an international effort to promote the progress and benefits of brain research, the event will feature information about human brains, neuroimaging, Alzheimer’s disease, brain origami and more. “This year, we’re excited to highlight Duke’s Brain & Society project teams. Brain Awareness Week is about connecting, informing and exciting – a bit like the brain itself,” said Craig Roberts, assistant director of education for Duke’s Institute for Brain Sciences. In addition to public talks during the week, events include a family-friendly Brain Awareness Week open house March 1 at the Levine Science Research Center on West Campus and hands-on science demos at Durham’s Museum of Life + Science on March 8. For more information, visit dibs.duke.edu/brainweek.

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New professional development classes Duke’s Learning and Organization Development office is offering four new courses for spring 2014 based on employee feedback and a needs assessment. The courses include: ■ Personality and Effective Communication, March 27 and 28 ($130) ■ Professional Branding, April 2 ($65) ■ Dimensions of Management for Successful Leaders, April 24 and 25 ($260) ■ Presentation Skills, May 14 ($130) “Our courses provide professional development from senior leadership levels to entry-level employees,” said Keisha Williams, director of Learning and Organization Development. “There is something for everyone’s development and growth.” To learn more, visit hr.duke.edu/training.

Duke employees with a household income of less than $51,000 per year may be eligible for tax preparation assistance at no charge through Duke Law School’s Volunteer Income Tax Assistance (VITA) program. Last year, Duke’s VITA program helped claim over $378,000 in refunds from federal taxes and nearly $67,000 in refunds from state taxes. “That money, along with the savings of over $100,000 in tax preparation fees these participants don’t have to pay, contributes to the stimulation of the local economy,” said Kim Burrucker, director of public interest and pro bono for Duke Law and administrative advisor for VITA. Here’s how to get help at Duke through VITA: ■ Full-service preparation: Employees with a household income of $51,000 or less can meet VITA volunteers at the Duke Credit Union, 2200 West Main St., from 11 a.m. to 5 p.m. most Fridays through April 4. Appointments will also be offered at the Law School from 5:30 p.m. to 7:30 p.m. on some weekdays. Visit sites.duke.edu/dukelawvita for dates, times and instructions. ■ Drop-off service: Employees eligible for full service preparation but unable to make an appointment can bring copies of tax documents to a VITA tax preparation site and return at a designated time to review the completed returns. For more information, visit sites.duke.edu/ dukelawvita or call (919) 613-8526.

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Presidential Award nominations due

Run/Walk Club begins in March

The deadline to nominate colleagues for a Presidential Award is Feb. 14. The award, one of the highest honors given to Duke staff and faculty, recognizes employees from five work categories who have made distinctive contributions to the university or health system in the past year. The work categories are: Clinical/Professional Non Managerial, Service/Maintenance, Managerial, Executive Leadership, and Clerical/Office Support. In addition, up to 25 Meritorious Award winners will be selected. Winners receive $1,000 for the Presidential Award and $100 for the Meritorious Award. All winners will be announced in April. Nomination forms are available at hr.duke.edu/ presidential.

Duke’s Run/Walk Club returns March 10 and all Duke employees and their dependents can join the club, which is sponsored by LIVE FOR LIFE, Duke’s employee wellness program. The 12-week program meets from 5:30 to 6:30 p.m. each Monday and Wednesday. Walkers and beginning runners meet at the East Campus wall on Broad Street; more advanced runners meet in front of Wallace Wade Stadium. At each location, participants gather according to fitness level and follow clearly laid out plans to improve fitness and lower stress. Sign up at hr.duke.edu/runwalk. “The best part about the Run/Walk Club is the ability to exercise with others who match your fitness levels,” said Katie MacEachern, LIVE FOR LIFE fitness specialist. “We create a social atmosphere where coaches and peers provide support and education every step of the way.” Participants will have access to special yoga and circuit training classes. The Run/ Walk Club runs through May 28.

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Cover Story

The Future of Duke’s Workforce A group of Millennial-aged employees gather outside Perkins and Bostock libraries on West Campus. Millennials comprise 23 percent of Duke’s workforce.

As Duke employees get older, a younger generation enters the ranks

new challenges come along all ike many workers the time. I envision being with his age, Jordan Hale Duke for the foreseeable future.” has found success in Hale’s commitment isn’t as changing positions early common these days for 18 to in his career to achieve goals 33-year olds known as like working with students and Generation Y, also called learning new skills to manage “Millennials.” According to the his department’s budget. U.S. Bureau of Labor Statistics, But at a time when many this age group spends about two 18 to 33-year olds have made years per job before moving on job-hopping almost an annual to another. Duke is working to exercise, Hale, 29, is bucking reverse this through learning the trend. He wants to reach his and professional development dream of becoming a senior-level opportunities as a third of the administrator with the skills he’s university workforce becomes learned from his past, present and future experiences at Duke. eligible to retire within five years. “I found it a blessing to be An outlook like Hale’s is Jordan Hale, left, meets with coworkers and students. Hale has enjoyed his ability able to move around because important for Duke, where 42 to grow professionally at Duke while helping current students. I know that doesn’t happen at percent of University and Health Duke too often,” said Hale, the director and assistant dean of New System employees are 49 or older. Millennials comprise 23 percent Student Programs who joined Duke in 2008. “The belief that folks of Duke’s faculty and staff, but that number is expected to grow. have in me to do a good job is something I don’t take lightly and By 2020, nearly half of the U.S. workforce will be Millennials.

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Zach White, assistant director of the Iron Dukes Annual Fund, works in his Cameron Indoor Stadium office. A former student, White said there’s nowhere he’d rather work than for his alma mater.

In the past three years, hires at Duke of Millennial-aged employees have steadily risen while hiring of new Generation X and Baby Boom employees has dropped. According to Duke Human Resources, 2,561 Millennials were hired in 2013, nearly 1,000 more than the next closest age group, Generation X. Millennials also represented the highest number of transfers in 2013, with 1,310 switching jobs within Duke. Kyle Cavanaugh, vice president for administration, said keeping Millennial generation employees within Duke will be important moving forward, as developing managerial skills and experience working with increasingly diverse faculty and staff are key. “For one of the first times in our country’s history, we have multiple generations in the workforce who have grown up with different technological and educational experiences,” he said. “Understanding those differences and openly discussing both organizational and individual expectations is of growing importance.” From free online classes at Lynda. com to in-class learning at the First-Time Supervisors Program or workshops with Learning and Organization Development, there are traditional resources at Duke to help attract and retain employees. However, Millennials may be separating themselves

in career paths by choosing jobs based on intrinsic needs such as happiness with location as much as a secure job with strong benefits and pay. “To me, I see Generation Y influencing their career by making lemonade out of lemons,” said Steve Dalton, senior associate director of the Career Management Center

at the Fuqua School of Business and author of “The 2-Hour Job Search.” “In our economy, they can’t necessarily control their pay or promotion schedule, but they can control the meaning of what they do.” In interacting with students, Dalton has found a strong connection to work often includes factors like finding an ideal place to live or a job that connects deeply with a person’s beliefs or values. The result, Dalton said, is that happiness is becoming a higher priority compared to previous generations. “Many want to work for a mission they believe in or be in a city they love,” Dalton said. “By identifying passions up-front, you stay happy, which makes it easier to learn on a job and get better at your job.” For Zach White, this is something he knows well. White, who graduated from Duke in 2010 with a degree in mathematics, spent three of his undergraduate years as a line monitor and head line monitor for Duke men’s basketball games, a position that coordinates with Duke Athletics and helps organize and run student activities and game day planning. While his parents moved around the East Coast – from Pennsylvania to Alabama and Kentucky – he found a new, permanent home at Duke and in >> continued on page 6

Generational Hiring at Duke 3,000 2,561

2,500 2,000

2,296

Millenials (born 1980-1995)

1,877 1,596

Gen X

(born 1965-1979)

1,500

1,688

1,687

1,000

762

741

674

Boomers

(born 1946-1964)

500 58

Veteran

(born pre-1946)

2011

2012

2013 Source: Duke Human Resources, University and Health System

During the past three years, hiring of Millennial-aged faculty and staff – ages 18 to 33 – has outpaced hiring of other cohorts. In 2013, nearly 1,000 more Millennials were hired than the next age group, Generation X.

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Chris Kennedy has worked with Duke Athletics since 1977.

Durham. When it came time to graduate, he said there was no place he’d rather be than at Duke, where he formed his identity. “I live, breathe and sleep Duke because I view Duke as my home,” said White, 25, assistant director of the Iron Dukes Annual Fund in Duke Athletics. “There are so many benefits about being here that can’t be replaced – whether it’s a chess match or a club badminton game, I’m going to cheer for Duke like crazy. These are feelings that bond me to the university I couldn’t find elsewhere.” His story isn’t uncommon. Athletics is among the departments at Duke that hire the most Millennial-aged employees, bringing in 63 staff members between 18 and 33 in the past three years. During the same timespan, 46 Millennial employees transferred within the department. Whereas Athletics was once small with employees handling a variety of roles within business operations, compliance, sports

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information and more, each of those areas is now its own entity. That’s allowed for younger employees like White to find a role and rise from within, rather than moving to a new job at a different school or employer. “We have a lot more mobility in collegiate athletics that didn’t exist even 20 years ago,” said Chris Kennedy, 64, senior deputy director of Athletics and a Duke employee since 1977. “I benefit from being around all the youthful energy of our students and staff.” That connection also exists in the world of academia, where Millennials at Duke comprise 5 percent of all faculty. They’ll fill a growing need with nearly a third of all faculty eligible to retire within the next five years. Jessi Streib is part of that effort. Streib, 29, began her first semester of teaching with Duke’s Department of Sociology this fall after earning a Ph.D. from the University of Michigan. While Streib may lack the tenure of her peers or age – faculty who teach in the department are as old as 94 – she sees her youth as a way to also excel. For example, Streib, an assistant professor, said her closeness in age with undergraduate and graduate students allows her to connect with them and their research. In the spring, she’ll work on a project with two undergraduate students to study how social class is portrayed in children’s books and movies.

It strikes me from time-to-time that the person I’m talking to has been doing the job I’m starting now for longer than I’ve been alive. I think it hits me in those moments that there’s a whole lot that I don’t know.” — Jessi Streib, assistant professor, Sociology

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Jessi Streib is among the younger faculty at Duke. While she believes her youth offers a unique perspective on interacting with students, she said there is plenty to learn from her faculty colleagues.

“Since I’m part of my students’ generation, this project will be neat to go back through the stories we were told as children, but with a much more analytic lens,” Streib said. When it comes to connecting with peers, Streib said a difference in age isn’t a problem because her colleagues share common bonds in research interests. She said she chose to come to Duke because of a supportive atmosphere for research and mentoring.

No matter the difference in age – young or old – Streib said every Duke employee can provide unique perspectives for the institution. “It strikes me from time to time that the person I’m talking to has been doing the job I’m starting now longer than I’ve been alive,” Streib said. “I think it hits me in those moments that there’s a whole lot that I don’t know.” ■ By Bryan Roth

35,573

Grand total, all employees

8,307

Millennial-aged employees (born 1980-1995)

Understanding Generational Differences ike many departments on campus, the Duke University Hospital Performance Services team represents a cross section of workplace generations. The 47-member department, which tracks and analyzes data to improve hospital care, includes Millennial-aged employees and their preceding Generation X, Bob Crouch Baby Boomer and Veteran generations. To understand differing values, attitudes and needs among generations, the team invited Duke’s Office for Institutional Equity (OIE) to its office retreat last May. “We wanted to learn how different generations prefer to communicate and how to take advantage of the diversity in our team,” said Jeff Harger, a senior director within Performance Services. OIE offers free educational workshops for departments on generational diversity, harassment prevention, overcoming bias and other topics supporting Duke’s commitment to a diverse workplace. Bob Crouch, assistant director for OIE, said the benefits of a well-functioning multi-

By the Numbers

6,734

generational team are flexibility, innovation and inclusiveness. The main sources of generational conflict in workplaces today involve perceived differences in work ethic and use of technology, he said. “Younger folks may inadvertently offend older generations when they say something like, ‘when are you going to learn to text?’ ” Crouch said. “Younger generations may feel slighted when older people joke that telecommuting is a way to goof off.” During the 90-minute workshop with the Performance Services team, Crouch led staff members through several exercises. They discussed common age-based stereotypes and shared values around issues such as workplace attire and face-to-face feedback. Harger said the exercises were a fun way to raise awareness of different viewpoints. “It gave us a chance to really hear each other and realize how you can’t rely on one-size fits all assumptions about why people do certain things,” he said. ■ By Marsha A. Green

Millennials hired from 2010 to 2013

302

Millennial-aged faculty members

Average years of service for Millennial-aged employees

Average age of Millennial hire in 2013

13,033

Gen X employees (born 1965-1979)

13,020

Baby Boomer employees (born 1946-1964)

44.82

Average age of all employees

7,286

Learn About Working with Generations n Duke’s Office for Institutional Equity offers free workshops about generational diversity. To learn more, contact Bob Crouch at robert.crouch@duke.edu. n The Duke Personal Assistance Service (PAS) provides resources on its website about “The Multigenerational Workplace.” Visit bit.ly/PASgenerations to learn more. n Duke’s university-wide Lynda.com license offers free access to video tutorials, including several on managing multiple generations. Access Lynda.com at bit.ly/onlinelyndatraining.

Duke employees hired from all other age groups from 2010 to 2013 Source: Duke Human Resources for Duke University and Duke University Health System, June 2013

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Creating Bonds Out Faculty and staff share passions

t 5:10 a.m. on a crisp fall morning, Jacques Bromberg’s alarm beeped in his apartment just north of Duke’s Campus. By 6 a.m., he was on the banks of Lake Michie in northern Durham County, climbing into a speedboat as 40 young men from the Duke club rowing team clambered into sleek racing shells and dipped their oars into the water. As they rowed, Bromberg motored alongside, offering instruction through a bullhorn. Every weekday during the academic year, Bromberg, a visiting assistant professor of classics, coaches the rowing team before heading to the classroom. He is one of several faculty and staff who coach one of 37 club sports at Duke. Each year, more than 1,000 students compete against other collegiate teams through student-run club teams, which are open to athletes at all levels. “For faculty or staff who get involved, it offers a chance to share a passion with students and create rich bonds outside the walls of academia,” said Mike Forbes, director of sport clubs for Duke’s Department of Recreation and Physical Education.

Mastering the lob-z serve On a Monday, six students stood in a racquetball court in Wilson Recreation Center as their coach, Farshid Guilak, planted his feet shoulder width apart and positioned his racquet to demonstrate the technique behind a lob-z serve.

“The secret is locking your elbow and shoulder to get control and using the twist of your body to get the power,” Guilak told the students. He hit a ball at an angle toward the back wall, where it ricocheted, hit the left wall and then sailed across the court to a garbage can lid serving as a target. After Guilak, professor of orthopaedic surgery and director of Duke’s Orthopaedic Bioengineering Laboratory, lobbed a few balls into the target, each student stepped up to mimic Guilak’s moves. They trust his instruction because they know his racquetball history: In 2009, he qualified for the U.S. Open Racquetball Tournament and was ranked 154th in the world on the pro tour. “He’s an awesome player,” said junior Tim Lerow, team captain. “We are really lucky to learn from him.” Guilak has been coaching the club racquetball team at Duke since 2007. He offers two hours of instruction every Monday night during the semester and travels with the team to as many MidAtlantic Collegiate Racquetball Conference tournaments as his schedule allows. To help players improve, Guilak sometimes brings in high-tech equipment from the laboratory. His radar gun has measured serve speeds of up to 140 miles per hour, and he has filmed players with a camera at 300 frames per second. “Watching your body move at that speed, you can see exactly how you are bending or twisting when you hit the ball,” Guilak said. Guilak said he appreciates the opportunity Duke offers to mentor players through sport. “If I just wanted to play racquetball, I could do that without coaching,” he said. “But I learned so much about leadership and self-confidence playing racquetball in college that I want to recreate that experience here at Duke.”

Staying connected to the game

Farshid Guilak, professor of orthopaedic surgery and director of Duke’s Orthopaedic Bioengineering Laboratory, demonstrates a correct stroke technique.

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Duke’s ice hockey team was down one goal against the University of Miami when the second period ended. As 11 Duke skaters headed to the locker room, the club team’s assistant coach, Bill Trofi, pulled the last $20 from his wallet to buy Gatorade for the players. When he returned to the locker room with nine bottles, the players broke into wide smiles. “It was like finding water in the desert,” said junior Scott Martin, captain of the Blue Devil hockey team. “He’s always doing things like that to help us out.” Trofi has been volunteering as assistant coach of the club hockey team since 2008. He balances family commitments and his full-time role as director of procurement for Duke University

tside the Classroom by coaching Duke’s club sports

Under the title “Rowers do more before 8 a.m. than most people do all day,” the syllabus contained goals, expectations and a calendar of important dates. It also included dates when rowers would be required to row 6,000 meters on stationary ergometers to test fitness levels. “I teach some of these kids, and I know how competitive they are,” Bromberg said. “My job in the classroom and as coach is to channel that energy.” During a recent gym practice, Bromberg circulated among the rowers on stationary machines. He commented on form, encouraged speed and recorded slow-motion video with his phone to post to the team website for later review. “The winter is when we learn to focus and fight through tired legs so that we can win races in the spring,” Bromberg said.

Bill Trofi, director of procurement for Duke University Hospital, goes over a play with members of the Blue Devil ice hockey team.

Hospital with a hockey schedule that can take eight to 20 hours each week. The team practices and plays at the Orange County Sportsplex in Hillsborough, where home games against other Atlantic Coast Collegiate Hockey League teams often start at 10:15 p.m. Trofi’s daughter, Jessie, who also works at Duke, usually accompanies her dad to games, helping with scoring and other logistics. Trofi enjoys being part of a program that offers students a break from academic stresses. He also appreciates the opportunity to lace up his skates and glide out on the ice to run drills or scrimmage with the team. “I’ve loved hockey since I was a kid in Rhode Island, and this is a great way to stay connected to the game,” he said. Martin, the team captain, said students respect Trofi for his support and dedication to the game. “He’s always there, at every game, every practice, talking to us and helping us out,” Martin said. “Coaches like Bill make sports worthwhile because they make it about the people, not just the game.”

‘He draws out the best in us’ Before the first day of rowing practice in September, Jacques Bromberg, the classics professor and rowing club coach, sent team members a 10-page syllabus, modeled after the syllabus he uses for teaching Greek history.

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Jacques Bromberg, visiting assistant professor of classics, reviews Michael Lee’s rowing form using slow motion video recorded on Bromberg’s phone.

This is Bromberg’s second year with the team, and he is hoping the spring of 2014 will be as successful as his first. In 2013, as assistant coach, he led the novice team (rowers in their first year of rowing for Duke) to a gold medal at the Southern Intercollegiate Rowing Association. “Coach Bromberg is the reason we won,” said Andrew Gauthier, a Duke sophomore who joined the club last year despite knowing nothing about rowing. “He’s incredibly dedicated, and he draws out the best in us.” ■

For more information about Duke club sports, visit bit.ly/dukeclubsports

By Marsha A. Green

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Accident Insurance for Less than $1 a Month Financial assistance in the event of death or major injury caused by an accident

eace of mind. That’s what Jane Walbrun purchased when she enrolled in Duke’s Personal Accident Insurance program 20 years ago. “It’s good to know that if I am permanently disabled in an accident, there will be a large lump sum of tax-free money coming my way to help with expenses,” said Walbrun, associate director of benefits for Duke’s health plans.

Accidents are the leading cause of death in the U.S. for people under 45. As one of Duke’s voluntary benefits, personal accident insurance provides financial assistance in the event of death, dismemberment or total disability as a result of an accident. Under the plan, varying levels of payment are offered if an accident causes death, permanent disability, loss of a limb, or loss of speech, hearing or vision. Death or injuries from illness, suicide, military service or natural causes are not covered. Currently, slightly more than 5,100 Duke staff and faculty Insurance Options at Duke Insurance protects you and your loved ones participate in the program, which from unexpected costs and financial hardship. Duke can be purchased to cover a spouse offers several different insurance options that can be or same-sex partner and children purchased at any time. Visit hr.duke.edu/benefits for under age 19 (or 23 if unmarried information on other insurance options, including: and a full-time student). ● Supplemental life insurance To enroll in the program, ● Short-term disability insurance employees purchase a minimum ● Long-term disability insurance of $50,000 of protection, which ● Home, auto, property and personal liability costs 90 cents per month. They insurance can increase the sum by buying

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additional coverage at 18 cents for every $10,000 of coverage, up to a limit of 10 times an annual salary (up to $750,000). Employees who want to cover a spouse, same-sex partner or dependents pay 30 cents per month for each $10,000 of coverage. Saundra Daniels, benefits plan manager for Duke, said how much insurance to purchase is a personal decision that depends on other insurance an individual carries and how financially vulnerable the individual or his or her family would be after an accident. “People often use this insurance as a way to purchase additional life insurance at a very low cost, because the price doesn’t increase with age,” Daniels said. Walbrun said she added the insurance to her financial planning because the cost was unbeatable. “I figured buying extra protection for my family for less than the cost of a trip to the movie theater each month was too good of a deal to turn down,” she said. By Marsha A. Green

Visit hr.duke.edu/personalaccident

Art of Self-Promotion

Tips for making your aptitudes and accomplishments more visible

Veronica Whitley, left, an office assistant at Duke Human Resources, greets John McClean, a Duke temporary services worker, in the Human Resources lobby.

eronica Whitley opened a Word document and typed accomplishments for the past month: “learned how to do background checks, registered for a Buy@Duke class, met all deadlines.” She saved the document and scheduled a reminder to repeat the exercise the next month. “Once I write down my accomplishments, they stay in the front of my mind and it is easier to bring them up in a conversation,” said Whitley, who has advanced in her career at Duke from lead food services worker to office staff assistant. According to Dorie Clark, author of “Reinventing You: Define Your Brand, Imagine Your Future,” articulating accomplishments in conversation is a critical skill in the subtle art of self-promotion. “It isn’t bragging,” said Clark, adjunct professor at Duke’s Fuqua School of Business. “Self-promotion is demonstrating to others what you are capable of so they can appreciate your leadership potential and involve you in new tasks, discussion or even new jobs.” Clark suggests the following actions for self-promotion. Prepare for a performance review. Whitley’s monthly list of accomplishments is a powerful tool during her annual review. “Performance reviews are often considered an administrative burden, but they are a great time to talk about successes that might otherwise have been forgotten with the sands of time,” Clark said. Volunteer to be visible. A leadership role in a committee or professional association can raise visibility and confidence, Clark said. “Even if the group is not related to your career ambitions,

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being in a key role allows you to be seen as a leader chosen by your peers,” she said. Acquire advocates. Clark recommends cultivating colleagues who can speak about your skills and accomplishments. One way is to eat lunch with colleagues to share expertise and interests. “At the end of a year, you can amass a network of people across the organization who can mention your name in conversations,” Clark said. Double check perceptions. Picking up pointers on how others perceive you can help in self-promotion. “Honest feedback can head a lot of problems off at the pass,” Clark said. Whitley, the office assistant, got surprising feedback when she and participants in a class sponsored by Duke’s Professional Development Institute recorded and listened to their voices. “It was excruciating,” Whitley said. “I realized I had to learn to pronounce words better, speak more slowly and use more formal language in the office than I do at home if I wanted to be taken more seriously.” Help others. Clark said helping others is the most effective way to promote your brand. “Everyone needs help in some way, even if it is just offering a listening ear or a new perspective,” Clark said. “If you can be helpful to those who are influential, that is an incredibly savvy career move.” By Marsha A. Green

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Behind the Swipe What we do with our DukeCard

In an average month, here’s how many times Duke community members swipe their DukeCards:

To check out library items 26,726 Duke community members can borrow books, DVDs, e-book readers and more from Duke University Libraries. Visit library.duke.edu for more information.

To enter a building 913,225

ith magnetic strips and sensors embedded in thin plastic, DukeCards are woven into the fabric of life at Duke University. In an average month, faculty, staff, students, alumni and other Duke affiliates swipe the identification cards about 2.1 million times to enter buildings, print copies, buy food, log work hours and more. Approximately 223,300 DukeCards are currently in circulation. “We partner with units all across Duke to provide a one-card solution to many daily transactions,” said Laurie Cousart, program director for DukeCard in the Office of Information Technology. “Carry a DukeCard, and you just might be able to empty your pockets of keys, cash and a few other items.”

Other Uses  Show to local businesses for PERQS, the Duke employee discount.  Registered bike commuters can use a DukeCard to access showers at Duke gyms before 9 a.m.

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uke has approximately 1,100 door readers requiring D a DukeCard for building entry, which means better security and fewer keys for employees and students to handle.

To pay for food 295,414 FLEX accounts allow Duke community members to store money on the DukeCard and spend it at campus eateries, Duke stores, and vending machines. Employees can sign up for FLEX at dukecard.duke.edu/manage.

To print and make copies 384,859 ePrint stations at Duke allow faculty, staff and students to print or copy with a DukeCard.

To track time and attendance 482,633 Several hundred badge readers across the University and Health System allow staff to use a DukeCard to sign in and out of work for payroll purposes. Compiled by Marsha A. Green

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For more information about DukeCard, visit dukecard.duke.edu

Shon Johnson, right, gets his blood pressure checked during a recent LIVE FOR LIFE HealthCheck, which is free for Duke employees.

Your Health Status in 20 Minutes or Less Roving nurses provide free assessments and health goal setting

he past two years have brought lots of changes to Shon Johnson’s life, thanks to the birth of his son, Shon Johnson II. While he and his wife, Gina, have gotten used to the routine of caring for their son every day, Johnson put off exercising on a regular basis and preparing breakfast or lunch for himself. “I gained about 30 pounds in the last couple years, so I want to get active again, play basketball two or three times a week and get into a workout routine so I can get back to where I need to be,” Johnson said. To get on track, Johnson visited with a group of roving nurses who perform HealthChecks, 20-minute, confidential health assessments offered through LIVE FOR LIFE, Duke’s employee wellness program. A HealthCheck includes readings of blood pressure, blood sugar and cholesterol levels. Nurses also calculate body mass index, a measure of obesity. The assessment is capped off with a one-on-one goal-setting session with a LIVE FOR LIFE nurse, all at no charge.

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During his HealthCheck in late 2013, Johnson learned that his blood pressure reading was higher than normal. With advice from a LIVE FOR LIFE nurse, he signed up for Duke’s Pathways to Change, a free, year-long health management program that pairs participants with coaches who guide them along a path to wellness. HealthChecks are part of an effort to make health and wellness a priority for faculty and staff in the easiest way possible, said Libby Gulley, LIVE FOR LIFE nurse manager. On a weekly basis, HealthChecks move across Duke, from academic buildings

Get a HealthCheck Faculty and staff can find HealthCheck events at hr.duke.edu/lflevents or schedule a visit at the LIVE FOR LIFE offices in the lower level of the Red Zone in Duke Clinics by calling (919) 684-3136, option 1.

Find LIVE FOR LIFE events at hr.duke.edu/lflevents

to Duke Hospital. Each year, nearly 100 mobile HealthChecks are provided for Duke employees. “Most of the time, our visits with employees are simply a way for them to get a basic idea of where their health stands, but it’s also easy to show them all the free health and wellness programs available,” Gulley said. “No matter what a person’s goals are, we can help employees achieve them.” For Howard Rhee, it’s a matter of getting an annual snapshot of his health. Rhee has received a free HealthCheck each of the past three years as a way to ensure he’s still in good health. He tries to exercise several times a week and avoids alcohol and sugary drinks, but appreciates the peace of mind from HealthCheck results. “It’s great to have the ease of access to something as useful as this, especially since it makes you pause and think about your health,” said Rhee, manager of Fuqua’s Center for Entrepreneurship and Innovation. “I just want to live a long life.” ■ By Bryan Roth

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PERQS employee discounts

Top to Bottom Home Savings

Employee discounts make home improvements more affordable

fter 20 years of raising her sons, it was time for Carlotta Dunagin to replace the faded beige carpets in her home. “Things were pretty threadbare,” said Dunagin, a referral specialist for Duke Medicine. Last year, she purchased new carpet for three bedrooms from Young’s Flooring and saved about $600 through PERQS, Duke’s employee discount program.

“I always ask businesses if they give a discount to Duke employees, but this was especially great because carpeting is a big investment,” Dunagin said. The average homeowner invests approximately $2,300 annually in home improvements, according to researchers at Harvard University’s Joint Center for Housing Studies. Consider these ways to save on home repairs using Duke employee discounts.

ROOF

Get 10% savings on roofing services. With an average roofing installation cost of $6,453, you could save $645.30.

PAINT

Brighten walls and lighten your wallet with 10% to 20% savings from 3 companies. With a typical cost of $1,964 to paint 3 rooms, you could save nearly $400.

BLINDS

FLOORS

4 companies offer savings of up to 35% on blinds and other window coverings to keep your windows well dressed.

Carpet looking threadbare? Save up to 20% on carpet, tile and hardwood floors from 2 companies.

KITCHEN

Save 35% on kitchen and bath fixtures from Wilkinson Supply Co. in Durham.

HEATING AND COOLING

Claim your comfort zone with savings of up to 20% on furnace and air conditioning service calls from 4 companies.

Compiled by Marsha A. Green

 Working@Duke

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For a full list of PERQS discounts, visit hr.duke.edu/discounts

Sustainable uke YO U R S O U RC E FO R G R E E N N E W S AT D U K E

Drivers Go It Alone

Duke hopes to cut solo commuting by 1,750 drivers in five years

ith three For Laura Alvis, out of four assistant controller for employees the Medical Center’s driving General Accounting and alone to work, Duke Financial Reporting, recently announced a joining a vanpool was an new goal of reducing easy choice to cut down overall drive-alone her commuting costs while rates by 5 percent over putting time back in her the next five years. day. Along with 11 other That means 1,750 employees, she pays $66 Duke employees will need a month to ride to work to switch to one of several from Mebane, taking her alternative transportation newfound time to catch options such as carpooling, up on emails, reading or public transit or bicycling. checking Facebook. Traffic on Highway 147 in Durham can easily get backed up come rush hour. A recent study “We’ve made a “My favorite part is found that for 75 percent of faculty and staff, they’re spending that time alone in their car. conscious effort in recent the fact I’m saving money, years to offer new alternative but it’s also nice to not have gas emissions in 2013, which is still above transportation options and enhance those to drive every day and be able to do other intended levels. in place,” said Alison Carpenter, manager of stuff,” Alvis said. “Riding to work becomes “One of the most important areas Duke’s transportation demand management more relaxed when you can sit back and do where we can reduce Duke’s carbon program. “We’ve seen several programs take what you want to do.” ■ footprint is by cutting down on emissions By Bryan Roth big steps forward, including more people related to transportation,” said Tavey Capps, utilizing public transit and vanpool.” Duke’s sustainability director. “However, it’s Currently, 75 percent of all University up to individuals to make this choice. Even and Health System employees drive alone using alternative transportation one day a to work, but that number has dropped from week can have a lasting impact on helping a high of 85 percent in 2004, when annual Duke become carbon neutral by 2024.” employee surveys began. Duke’s ultimate Duke has been working to make it Mode Employees goal is to reduce the drive alone rate to easier for employees to choose an alternative Drive Alone 26,250 45 percent by 2050 to reduce Duke’s carbon commute. emissions and help decrease demand for Carpool 2,800 With a free GoPass, all students and parking on campus. eligible employees can save on fuel and Bus 2,450 Last year, 8,750 of about 35,000 parking and receive free rides on public Telecommute 1,400 Duke employees were registered to use buses throughout Durham, Chapel Hill, Bike 1,050 an alternate commute to get to and from Raleigh and in between. Vapoolers see an campus. Employee commuting accounted Walk 700 average savings of nearly $174 per month in for 13 percent of Duke’s total green house fuel costs. Vanpool 38

How Duke’s Workforce Commutes

Source: Parking and Transportation Services

Find alternative transportation options at parking.duke.edu/alternative 15online  Working@ Duke

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WORKING@DUKE How To Reach Us Editor: Leanora Minai (919) 681-4533 leanora.minai@duke.edu Assistant Vice President: Paul S. Grantham (919) 681-4534 paul.grantham@duke.edu Graphic Design & Layout: Paul Figuerado (919) 684-2107 paul.figuerado@duke.edu Senior Writer: Marsha A. Green (919) 684-4639 marsha.green@duke.edu Senior Writer/Videographer: Bryan Roth (919) 681-9965 bryan.roth@duke.edu Photography: Duke University Photography and Marsha Green and Bryan Roth of Communication Services.

Working@Duke is published every other month by Duke’s Office of Communication Services. We invite your feedback and story ideas. Send email to working@duke.edu or call (919) 684-4345. Visit“Working@Duke” daily on Duke Today:

today.duke.edu/working This publication is available in alternative format on request. Please call (919) 684-4345.

dialogue@Duke “ What traits do you believe define your generation?”

‘‘ ‘‘ ‘‘

One could say my generation was part of the Baby Boomers who were taught by our experiences to be calloused and indifferent to the ills affecting America and the world. Yet, I feel my generation is more defined by inner fortitude. I see people my age that are hard working, tough-minded individuals who have learned to fight through obstacles in our path and have risen on countless occasions to achieve great personal success.” Jonathan Giles – Baby Boomer Director of development, Organization for Tropical Studies 26 years at Duke

My generation is the first to really embrace the Internet and the interconnectivity associated with living in this cyber-age. When I entered college in the mid-90s, I didn’t even have an e-mail address. When I graduated, I was using both the internet and e-mail every single day. As a result of ‘comingof-age’ during this time of rapid technological advancements, my generation tends to be more tech-savvy and is quick to embrace technology and change in general.” Adem Gusa – Generation X Assistant director of planning and design, Facilities Management Department 6 years at Duke

I think one of the traits that defines the Millennial generation is our desire for finding purpose and passion in the work we do. We know that we’ll never hold one single job for our whole life and will have to be nimble and adaptable. Yet, I think we expect more out of our work and are willing to forgo a traditional workplace for the sake of doing something we truly care about.” Emily Durham - Millennial Assistant director for programs, DukeEngage 3 years at Duke

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