Sentences with phrase «skill labor market»

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

His colleague at the ILO, Ekkehard Ernst, who heads the Employment Trends Unit at the ILO Research Department and was the main author of the report, agreed it was «imperative» that «active labor market policies be implemented more forcefully to address inactivity and skills mismatch.»

It's also important to note that the share of middle - income jobs has been declining, reflecting a polarized labor market that offers ever - bigger rewards to those with specialized knowledge and skills.

Thus, insisting on strong English skills as a condition of coming to America is likely to increase labor market competition and suppress wages.

The economy may be defined by a relentless cycle where technological change creates a labor market where only the highly - skilled and well - educated have secure employment.

Her view, as she articulated in a speech to the AFL - CIO labor union in February, is that the spike in unemployment that followed the Great Recession was largely the result of the economic downturn, and not of a skills mismatch problem in the labour market, as some have suggested.

In a tight labor market, it is imperative to be open to candidates from nontraditional backgrounds who may, for example, be new to the workforce, changing careers or taking on new roles, in order to determine whether they have transferable skills and desirable attributes.

The Washington - imposed economic policy of economic growth via mass - immigration shifts wealth from young people towards older people, it floods the market with foreign labor, spikes profits and Wall Street values by cutting salaries for manual and skilled labor offered by blue - collar and white - collar employees.

«We are in a labor market where more and more emphasis is placed on cognitive skills and education - based skills, the changing economy,» explains Harry Holzer, a labor economist who is a professor of public policy at Georgetown University.

New Evidence on How Skills Influence Human Capital Acquisition and Early Labor Market Return to Human Capital between Canada and the United States Steven F. Lehrer, Queen's University and NBER Michael Kottelenberg, Huron University College Lehrer and Kottelenberg analyze the roles played by cognitive and non-cognitive skills in educational attainment and early labor market outcomes using the Youth in Transition Survey from Canada and earlier results from a study of the National Longitudinal Survey of Youth in the United SSkills Influence Human Capital Acquisition and Early Labor Market Return to Human Capital between Canada and the United States Steven F. Lehrer, Queen's University and NBER Michael Kottelenberg, Huron University College Lehrer and Kottelenberg analyze the roles played by cognitive and non-cognitive skills in educational attainment and early labor market outcomes using the Youth in Transition Survey from Canada and earlier results from a study of the National Longitudinal Survey of Youth in the United StLabor Market Return to Human Capital between Canada and the United States Steven F. Lehrer, Queen's University and NBER Michael Kottelenberg, Huron University College Lehrer and Kottelenberg analyze the roles played by cognitive and non-cognitive skills in educational attainment and early labor market outcomes using the Youth in Transition Survey from Canada and earlier results from a study of the National Longitudinal Survey of Youth in the United SMarket Return to Human Capital between Canada and the United States Steven F. Lehrer, Queen's University and NBER Michael Kottelenberg, Huron University College Lehrer and Kottelenberg analyze the roles played by cognitive and non-cognitive skills in educational attainment and early labor market outcomes using the Youth in Transition Survey from Canada and earlier results from a study of the National Longitudinal Survey of Youth in the United Sskills in educational attainment and early labor market outcomes using the Youth in Transition Survey from Canada and earlier results from a study of the National Longitudinal Survey of Youth in the United Stlabor market outcomes using the Youth in Transition Survey from Canada and earlier results from a study of the National Longitudinal Survey of Youth in the United Smarket outcomes using the Youth in Transition Survey from Canada and earlier results from a study of the National Longitudinal Survey of Youth in the United States.

In the broadest terms, experts say, proximity to markets and skill clusters will matter more to business over time, and the nominal cost of an hour of labor will matter less.

Meanwhile, on the labor market front, greater utilization of technology in business has placed a premium on high - skilled workers who can navigate and innovate alongside that technology.

His research has considered agglomeration, industry clusters, labor market pooling, skills, private government, real estate development and real estate investment.

Five years into the recovery, the unemployment rate for the least - skilled American workers is still 8.5 percent and many workers who left the labor market during the Great Recession have been having trouble finding work even with an improving economy.

We should steer future immigration in the direction of higher - skills (where there appears to be a tighter labor market) and reduce future low - skill immigration.

The labor market will get worse eventually, and when it does, the least skilled are likely to be hit first, hardest, and longest.

The (relatively) tight labor market for low - skill workers reveals the pathologies not only of the American poor, but of an American elite who would gladly displace and replace low - skill American workers.

It could mean focusing on how reductions to future low - skill immigration also benefits our current population of foreign - born workers by restraining labor market competition in a sector of the economy where unemployment is high and wages have been stagnant.

The House Republicans rightly point out that the proposed increase in low - skill immigration will increase the labor market competition facing a group that already has an unemployment rate of over 10 % in order to reduce the labor costs of employers.

Labor's $ 30 million plan is a co-investment that the party says will assist the company to buy new equipment and up - skill workers to help expand its markets.

In order to gain a clearer picture of the labor market for cybersecurity professionals, Libicki and coauthors David Senty and Julia Pollak reviewed previous studies on the topic, examined the economics of particular kinds of skilled labor shortages, conducted interviews with managers and educators of cybersecurity professionals, and examined the kinds of skill sets required for these jobs.

What is original is applying it to a labor market that has long lacked efficient connections between scientists wanting work and enterprises needing their skills, whether for the short or long term.

Labor market data are «suggestive of surpluses» of scientists, with only «isolated shortages of skilled people in narrow fields or in specific technologies.»

Despite a longstanding dismal job market in academic science, however, departments continue to recruit graduate students and postdocs because they need skilled and inexpensive labor to do the work promised in professors» grant proposals.

Calls to attract the «best and brightest» from abroad seem less about securing unique talent than further saturating the market with redundant high - skilled labor, several speakers observed.

In addition, the project will utilize Infor Talent Science's software to match job seekers» abilities, skills, and interests to available positions in the local labor market.

There is a significant gap between success in school and employability skills because, notes Fadel, «current assessment systems do not reflect the demands of the labor market.»

As our labor market becomes more and more dependent on the skills of each and every member of society, we can no longer rely on the «talented tenth,» or even the «talented half» to continue our progress.

Social And Emotional Skills: Everybody Loves Them, But Still Can't Define Them (NPR) Marty West discusses noncognitive traits and habits and how we are trying to explain and measure student success educationally and in labor markets with skills not measured by standardized Skills: Everybody Loves Them, But Still Can't Define Them (NPR) Marty West discusses noncognitive traits and habits and how we are trying to explain and measure student success educationally and in labor markets with skills not measured by standardized skills not measured by standardized tests.

This threatens the state's ability to sustain the current economic boom and traps the workers themselves in jobs with little opportunity to advance, according to New Skills for a New Economy, a new study based on over two years of research conducted at the Harvard Graduate School of Education's National Center for Adult Literacy and Learning (NCSALL) and Northeastern University's Center for Labor Market Studies.

«It's expensive to educate people in a way that relies on more interaction,» says economist and Associate Professor David Deming, who recently published a paper, «The Growing Importance of Social Skills in the Labor Market.»

As observation, intuition, empirical research, and a quick examination of the Department of Labor's occupational employment statistics [vi] will demonstrate, success in life depends on hard skills: the individual's capabilities in subject matter and tasks that are valued in society and are passed on through formal and informal instruction, e.g., being able to write computer code, or service heating and air conditioning equipment, or cook gourmet meals, or understand market derivatives.

For women entering the labor market directly after graduation from high school in 1972, those with mastery of basic mathematical skills earned $ 0.78 per hour ($ 1,560 per year) more at age 24 than did those with weak math skills.

For males who entered the labor market directly after high school graduation in 1972, the difference between mastery of basic mathematical skills (fractions, decimals, and line graphs) and weak understanding of these concepts translated into an hourly wage differential at age 24 of $ 0.48 per hour (or $ 960 per year for year - round, full - time workers).

As Murnane explains, «Cognitive skills matter much more in today's labor market than in the labor market of the 1970s.

It may be that non-experimental estimates overstate the labor market returns to computer skills.

But the bottom tier of graduates — from lower - ranked schools and without good general skills that employers value (like communication and teamwork) and without specific task training that the labor market values — does not always share in these strong labor market rewards.

Porter's theory posits that for a cluster to thrive, there must be a healthy ecosystem of suppliers and buyers; a robust labor market; and competition and cooperation that allows for exchanges and development of knowledge, skills, relationships, and motivation.

Unfortunately, the same labor - market trends that have made math and science skills increasingly valuable to students may make it increasingly difficult to attract teachers with the talent and training necessary to address the challenge.

I think there is an interesting tension between specific and general skill formation in the labor market today, especially for those earning post-secondary credentials short of a BA.

Given the demand for software skills in the labor market, there's been a lot of fanfare in recent years around seeding opportunities to boost young people's computer science skills — the Hour of Code, the emergence of numerous coding boot camps, and edX's very popular Harvard MOOC, CS50, to name a few.

Rather than providing students skills that have real currency in today's labor market and preparing them for gainful employment, accountability provisions in the federal No Child Left Behind Act and Race to the Top funding program have focused on increasing short - term gains that measure success or failure of schools.

In other words, skill differences as measured by the international tests are clearly rewarded in the U.S. labor market, reinforcing the validity of the tests as a measure of individual skills and productivity.

Developing skills useful in the labor market and for economic growth requires rigorous training in high - quality schools.

In a new working paper that traces connections between earnings and skills over time, HGSE economist David Deming has found that the labor market is increasingly rewarding social skills — even over the kind of cognitive skills that we often think of as being particularly valuable in an era of big data and expanding technology.

There is now substantial evidence of the value of top teachers: They improve students» skills and thereby boost their students» labor market outcomes.

Schools don't yet have reliable measures for how to develop and assess so - called «noncognitive» skills like these, although a number of researchers and educators are working on approaches, reflecting a growing recognition of their importance not just on labor market outcomes but on educational attainment.

It includes not only a historical look at the origins of the network and how it expanded over time, but also a look at the movement it helped spark that is helping young people obtain important skills early on, as well as transition from school to the labor market fully prepared to be successful.

Strong impulse control, executive function, and social skills can lead to greater labor market and higher education success, better physical wellbeing and personal finance, and lower substance abuse.

The presumption behind having national standards (whether voluntary or coerced) is that having a clearer and more consistent statement of learning objectives across states would tend to lessen the problem of heterogeneous skills that students bring to the labor market.