Retirement and Medical Benefits: Who Has Both?

[Excerpt] Employee compensation packages commonly include both wages and benefits. For decades, employee benefits have been used as part of the total compensation package to attract and retain highly qualified workers. Just as workers in various occupations receive different levels of pay, they also receive access to different types and combinations of employee benefits. This article uses March 2012 National Compensation Survey (NCS) data to examine private industry workers’ access to medical benefits, retirement benefits, and combinations of the two benefits, by major occupation group, wage category, part-time and full-time status, union and nonunion status, and establishment size. The study finds notable differences in the patterns of access to medical and retirement benefits—separately, and in combination—among the various worker groups

Situating graphs as workplace knowledge

We investigate the use and knowledge of graphs in the context of a large industrial factory. We are particularly interested in the question of "transparency", a question that has been extensively considered in the general literature on tool use, and more recently, by Michael Roth and his colleagues in the context of scientific work. Roth uses the notion of transparency to characterise instances of graph use by highly educated scientists in cases where the context was familiar: the scientists were able to read the situation "through" the graph. This paper explores the limits of the validity of the transparency metaphor. We present two vignettes of actual graph use by a factory worker, and contrast his actions and knowledge with that of a highly-qualified process engineer working on the same production line. We note that in neither case were the graphs transparent. We argue that a fuller account that describes a spectrum of transparency is needed, and we seek to achieve this by adopting some elements of a semiotic approach that enhance a strictly activity-theoretical view

The competitiveness versus the wealth of a country

Politicians world-wide frequently promise a better life for their citizens. We find that the probability that a country will increase its {\it per capita} GDP ({\it gdp}) rank within a decade follows an exponential distribution with decay constant $\lambda = 0.12$. We use the Corruption Perceptions Index (CPI) and the Global Competitiveness Index (GCI) and find that the distribution of change in CPI (GCI) rank follows exponential functions with approximately the same exponent as $\lambda$, suggesting that the dynamics of {\it gdp}, CPI, and GCI may share the same origin. Using the GCI, we develop a new measure, which we call relative competitiveness, to evaluate an economy's competitiveness relative to its {\it gdp}. For all European and EU countries during the 2008-2011 economic downturn we find that the drop in {\it gdp} in more competitive countries relative to {\it gdp} was substantially smaller than in relatively less competitive countries, which is valuable information for policymakers.Comment: 11 pages, 7 figures, accepted for publication in Nature Scientific Report

The Complex Relationship Between Education and Happiness: The Case of Highly Educated Individuals in Italy

The present work aims to explore whether there exists a systematic frustration in terms of income expectations among those who have obtained high level of education in Italy, and if this mismatch between expected and effective incomes negatively affects their perception of happiness. We adopt a reference-dependent preferences model combined with the concept of “illusory superiority bias” to analyse data on “happiness” in Italy, provided by the biennial survey conducted by the Bank of Italy on the Italian households’ incomes and wealth between 2004 and 2014. Our results show a positive effect produced by education on incomes. High educated workers have on average higher income than other people, and this difference is statistically significant controlling for working experience and other possible confounding factors. However, the disutility resulting from the frustration of expectations produces negative effects on perceived happiness. Even though highly educated people are actually able to find better job matching in comparison to less educated workers, they are also more likely to seeing their income expectations frustrated

Effective models of employment-based training

Evolving models of employment-based training (EBT) are responding to skill shortages and the need to develop technical skills at a level higher than a certificate III—the benchmark qualification level considered by many as the minimum for ensuring sustainable job outcomes (Stanwick 2004). This research explored a variety of current employment-based training models and proposed five enhancements for higher-level qualifications. These changes concentrate on maintaining a balance of learning experiences between educational institutions and the workplace. The project was based around case studies in process manufacturing and child care. Thirty-three individuals, representing employers, employees/apprentices, vocational education and training (VET) providers, industry bodies and training package developers were interviewed. The issues and views expressed by those interviewed from both industries were consistent with what was found in the literature review. Current models of employment-based training can usefully be grouped as: two forms of 'fast-tracking' options in a formal apprenticeship model, especially at certificate III level, to address immediate skills shortages. These are accelerated progression models (shorter durations linked to a truly competency-based approach) and intensive up-front training, followed by work-based learning to ensure immediate productivity of the learner in the workplace higher-level VET qualifications gained either through an apprenticeship or by undertaking a vocational course the design of new skill sets/qualifications at various levels of the Australian Qualifications Framework (AQF) alternative provisions for young people. Although these models continue to make a significant contribution to the skilling of the Australian workforce, their full potential is limited by certain persistent issues. These include inconsistent regulatory arrangements, non-compliance by employers and registered training organisations, poor audit processes, variations in the interpretation and practice of competency-based training, and wages and awards. These various factors mean poor completion rates and losses for individuals, employers, governments and other stakeholders. Recent changes in policy direction are attempting to address some of these issues and simultaneously increase interest and growth in the uptake of employment-based training. Any new models of employment-based training should address existing problems, as well as take into account the emerging needs of industry for skilled labour. The design of the models must also address an ageing workforce and allow flexible entry points for all age groups. Furthermore, future employment-based training models also need to keep pace with how work is organised in an environment characterised by increased competition, outsourcing, casualisation and an emphasis on specialisation and innovation. What is becoming apparent is the need for a compendium of models, rather than a 'one size fits all' approach

Allocation of Manpower

In this study, the heat recovery from exhaust gas at the ACE Power Embilipitiya (Pvt) Ltd (APE) in Sri Lanka was conceptually proposed and evaluated. APE has an installed capacity of 100 MW comprising 14 units of 7.5MW medium speed diesel engines fired with heavy fuel oil. There is only a minimum recovery of waste heat in the plant at the moment, only for fuel preheating, whereas waste heat recovery (WHR) boilers of 750kWth are equipped on eight engines. The larger portion of the waste heat is dumped into the environment without being used in any reasonable way. The objective of this work was to design a HRSG system for the remaining six engines to recover maximum possible heat from the exhaust gas and select a suitable steam turbine according to the heat demand capacity of the proposed HRSG, for generating additional power and thus converting the APE plant into a sort of a combined cycle. At the initial stage of the investigation, the amount of recoverable waste heat was estimated by evaluating the known parameters of the engines at fully loaded condition. The maximum theoretical waste heat recovery potential from the exhaust gas stream of one engine was calculated as 9807.87 MJ/h, equivalent to a heat rate of 2724.4 kW. The modelling and optimization of the proposed HRSG was done using the Engineering Equation Solver (EES) software, considering technical and practical limitations such as pinch point temperature difference, approach point temperature difference, terminal temperature difference and sulphur dew point in the stack. A commercially available steam turbine with a power output of 3.579 MW was selected as the optimum steam turbine for the desired conditions, utilising 12884.4 MJ/h of recovered waste energy amounting to 21.89% of the total available energy in the flue gas

Overeducation across British regions

This paper analyses levels of over-education and wage returns to education for males across eleven regions of the UK using Labour Force Survey data. Significant differences are found in the probability of being over-educated across regions; also, differences are found in the return to the ‘correct’ level of education in each region, in each case associated with flexibility of movement between and into particular regions, which determines the ease of job matching. Furthermore, evidence is found that, after controlling for the level of education acquired, there exists a premium to the ‘correct’ level of education, which varies across UK regions