Saturday, November 21, 2009 
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Phil Blair is one of San Diego’s most visible and respected business leaders. During the last 30 years, he along with partner Mel Katz, have built Manpower Staffing of San Diego into the largest Manpower franchise in the U.S., with annual revenues that exceed $100 million. Manpower is San Diego’s fourth largest local for profit employer providing approximately 4,000 jobs daily through its six countywide branches.
Blair’s success is marked by not only talent and business acumen but also by an innate desire to contribute to the fabric of the entire community. This accessibility is evident in his relationships with employees, clients, charities, business and professional organizations, local/regional government and citizens groups.
Blair is the 2008 chair of the Greater San Diego Regional Chamber of Commerce, the largest on the West Coast and Chair of The United Way of San Diego. He sits on the Boards of the Lincoln Club of San Diego County, LEAD San Diego, SDSU College Advisory Board, the Holiday Bowl and is a Downtown Rotary Member. Blair formally served on the San Diego City Council to represent the 5th district and served four years as Commissioner to the Fair Political Practice Commission in Sacramento.
Blair is a 1971 graduate of Oklahoma State University with a bachelor’s degree in Business Administration. He and his wife Catherine reside in Del Mar. Their grown sons live in San Diego and Chicago.
Dana L. Gibson was appointed President of National University in July 2007. Previously, she was Vice President for Business and Finance at Southern Methodist University, and Vice Chancellor for Administration and Finance at the University of Colorado at Denver. She holds a Ph.D. from the University of Texas at Arlington.
Companies and organizations of all sizes are eligible to apply, including for-profits, notfor- profits, publics, and privates. Peak Performing Organizations will be evaluated in five areas (please see the attached application):
The fact that individuals can experience momentary periods of superior performance on demand suggests that each of us has the potential to perform beyond normal expectations. Commonly referred to as peak performance, this ability to function at a heightened level at will for extended periods of time has long fascinated sports psychologists, scientists and academicians.
A more recent application of this concept has been logically extended to entire organizations that are capable of achieving peak performance. These peak performing organizations have the ability to sustain long-term performance that maximizes the potential of the individuals in the company as well as the overall organization.
The characteristics of peak performing organizations are not currently captured by established recognition awards. While it is true that peak performing organizations are by definition grounded in ethics and integrity, to be a truly great place to work, sustained excellence involves having the ability to perform these functions at a superior level for extended periods of time.
Several models have been developed that explain the factors associated with peak performing organizations. Now, for the first time, these factors have been incorporated into the criteria for the National University Peak Performance Award.