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Houston Methodist reveals details of new $1.4B tower

A new 26-floor tower is expected to rise in the Texas Medical Center and deliver in 2027. Rendering courtesy of Houston Methodist

Construction has begun on a $1.4 billion hospital tower at the Texas Medical Center.

Houston Methodist’s 26-story Centennial Tower will be connected to the Paula and Joseph C. “Rusty” Walter III Tower, which opened in 2018. Among other things, the new tower will feature a larger emergency department and hundreds of patient beds. It’s scheduled to open in 2027.

“Together, the towers will add an impressive profile to the Texas Medical Center skyline,” says Dr. Marc Boom, president and CEO of Houston Methodist. “We are building this for our community, showing our commitment to the future of health care at Houston Methodist as we continue leading medicine for decades to come.”

The new tower will connect to the Paula and Joseph C. “Rusty” Walter III Tower, which opened in 2018. Rendering courtesy of Houston Methodist

Highlights of Centennial Tower include:

  • A new emergency department with 54 beds and additional suites.
  • Nearly 400 patient beds, including 175 new beds and 207 beds to replace those in Houston Methodist’s Main building. That building and the West Pavilion eventually will be torn down.
  • New space for transplant medicine, intermediate care, and surgical intensive care.
  • Nine operating rooms, including two new operating rooms.
  • A 14th-floor rooftop garden.

The adjacent Paula and Joseph C. “Rusty” Walter III Tower houses the Houston Methodist DeBakey Heart & Vascular Center and the Houston Methodist Neurological Institute.

Albany, New York-based design firm EYP is Centennial Tower’s architect, and Houston-based Vaughn Construction is the general contractor.

Centennial Tower’s 14th floor will feature an outdoor rooftop garden. Rendering courtesy of Houston Methodist

EYP recently filed for Chapter 11 bankruptcy protection. In connection with the voluntary bankruptcy filing, Tampa, Florida-based Ault Alliance has agreed to buy the majority of EYP’s assets (including customer contracts) for $67.7 million, plus the assumption of “significant” liabilities. Ault plans to retain EYP’s staff. If the deal goes through, EYP would operate under its current brand name.

“EYP is a good candidate to use the protections that a Chapter 11 process provides,” says Kefalari Maso, interim CEO of EYP. “Our business is as strong as it has ever been, and the advantages … are that it allows us to continue doing the work we love while quickly moving through a sale process that further strengthens our financial position, allowing us to shape a future that matches our success over the last few years.”

The tower's plans include a new emergency department with 54 beds and additional suites. Rendering courtesy of Houston Methodist

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Building Houston


After working with thousands of interns, Allie Danziger of Ampersand Professionals says she's now got a product to upskill and train new hires for employers. Photo courtesy of Ampersand

After seeing success with her internship training and matchmaking platform, Allie Danziger, founder and CEO of Ampersand Professionals, has expanded the concept to include a new hire training service that allows employers to better optimize the onboarding process and have a well-trained new staff member from day one.

In just over a year, Ampersand has worked with over 7,000 professionals through its original concept of upskilling and matching young professionals to internship programs. A few months ago, Danziger and her team expanded to include career development training for students first entering the workforce with the City of Houston's Hire Houston Youth program. Danziger says it was developing out the platform for this program that proved there was a need for this type of training.

"While we have focused on matching professionals with businesses for paid internships, we recognized a further gap with employers that have their own recruiting/talent acquisition teams, or just their own preferred way of bringing on entry-level talent, and didn’t have a need for our matching platform," Danziger tells InnovationMap. "But, they recognized the benefit of our proven training platform that pre-vets and de-risks their hires, and still wanted access to the training for their own hires."

The new program has evolved from training interns to new hires, so parts of the program that focuses on interviewing or applying for a job have been removed. Instead, the 8.5 hours of training focuses on networking, best practices for working with a manager and team, performance reviews, common software training, and more.

Danziger says usually new hires need the most experienced mentor or manager, but they don't usually get that support — especially when it comes to businesses that don't have their own built-out mentorship or training program.

"Ampersand’s new training product fills that gap — it gives employers of any size any easy solution to provide basic job readiness training to employees, access to our team of dedicated coaches, and a detailed report at the end of their training summarizing how their new hire did in the training and any trends recognized and tips for managing this employee based on what the platform uncovered," she says. "Businesses can also sign up for additional coaching sessions and customize training materials, as an add-on if interested."

The program costs the employer $100 per new employee, and checkout online takes less than a minute. Through both this program and the original internship program, Ampersand is constantly evolving its training content.

"These professionals are going through the same training experience that we have proven out over the last year, and we are constantly adding to based on data we see in the user experience," Danziger says.

Danziger recently joined the Houston Innovators Podcast discuss some of the benchmarks she's met with Ampersand, as well as the importance of investing in Gen Z hires. Listen to that episode below.

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