On the industry experience premium and labor mobility

[cat] Hi ha evidència que l'experiència es remunera diferentment segons la indústria. Proposem un model teòric que explica aquestes diferències. Suposem que la mobilitat de treballadors aporta coneixement extern a l'empresa i això augmenta la seva productivitat. Els resultats mostren que l'experiència és millor remunerada en les indústries amb costos de mobilitat baixos, amb molt aprenentatge (learning-by-doing) i alt nivell tecnològic. A més, trobem una relació en forma de U entre la remuneració de l'experiència i el nivell d'absorció de coneixement extern, la substitutibilitat entre diferents tipus de treballadors i la varietat de coneixement dins la indústria. Els resultats són consistents amb l'evidència que les indústries intensives en I and D remuneren millor l'experiència.

Iowa Workforce Development Annual Report Fiscal Year 2012

Iowa ended its third year of a moderate economic recovery as fiscal year 2012 came to a close. Though many of the fundamentals in the state’s economy reflected strength during the year, employment had not returned to its pre-recession level, and job growth remained tepid. Furthermore, there was a distinct dichotomy in where hiring occurred. Most of the state’s job growth was concentrated in the goods-producing industries of construction and manufacturing, while the service-providing industries showed little momentum except for healthcare. Within the manufacturing sector, machinery products was one of the state’s fastest-growing subsectors in 2011, accounting for the creation of several thousand higher-paying jobs. The state’s nonfarm employment advanced by 12,200 in FY 2012 led primarily by growth in manufacturing and construction, which were up 9,900 and 3,800, respectively. Healthcare was the strongest of the service-providing industries with an annual gain of 2,600 jobs, while government continued to be the biggest drag on the statewide economy. Although all three levels of government employment dropped from one year ago, state government lost the most jobs at 1,900.

Iowa Workforce Development Annual Report Fiscal Year 2013

The past fiscal year brought some improvements in the Iowa economy that should position the state for stronger hiring in the year ahead. The housing market is on solid footing, and hiring is broader in scope, including a number of the service-providing industries that had been on hold for some time. State and local government fiscal conditions have also stabilized due to a rise in tax revenues. This means that government cutbacks will be less of a drag on overall job growth. During FY 2013, Iowa’s non-farm jobs advanced by 19,200 (+1.3 percent) compared to 23,000 (+1.6 percent) for the prior fiscal year. Although manufacturing continued to post the largest over the year job gain at close to 5,600, job growth shifted away from manufacturing to the service providing industries by mid-year. Annual job gains of 2,000 or more were reflected in professional and business services, education and health, leisure and hospitality, retail trade and financial activities. Statewide non-farm employment averaged 1,517,700 in FY 2013, the highest level achieved since the record of 1,524,800 in FY 2008.

Feasibility of Using Automated Distress Data in the County Need Study, TR-418, 1998

The purpose of this project was to determine the feasibility of using pavement condition data collected for the Iowa Pavement Management Program (IPMP) as input to the Iowa Quadrennial Need Study. The need study, conducted by the Iowa Department of Transportation (Iowa DOT) every four years, currently uses manually collected highway infrastructure condition data (roughness, rutting, cracking, etc.). Because of the Iowa DOT's 10-year data collection cycles, condition data for a given highway segment may be up to 10 years old. In some cases, the need study process has resulted in wide fluctuations in funding allocated to individual Iowa counties from one study to the next. This volatility in funding levels makes it difficult for county engineers to plan and program road maintenance and improvements. One possible remedy is to input more current and less subjective infrastructure condition data. The IPMP was initially developed to satisfy the Intermodal Surface Transportation Efficiency Act (ISTEA) requirement that federal-aid-eligible highways be managed through a pavement management system. Currently all metropolitan planning organizations (MPOs) in Iowa and 15 of Iowa's 18 RPAs participate in the IPMP. The core of this program is a statewide data base of pavement condition and construction history information. The pavement data are collected by machine in two-year cycles. Using pilot areas, researchers examined the implications of using the automated data collected for the IPMP as input to the need study computer program, HWYNEEDS. The results show that using the IPMP automated data in HWYNEEDS is feasible and beneficial, resulting in less volatility in the level of total need between successive quadrennial need studies. In other words, the more current the data, the smaller the shift in total need.

Production of Asphalt Rubber Concrete by the Dry Process, HR-1062, 1994

Disposal of used tires has been a problem throughout the United States. The 1991 Intermodal Surface Transportation Efficiency Act (ISTEA) requires the use of recycled rubber in asphalt concrete starting in FY94. A moratorium has delayed this requirement until FY95. The Iowa DOT has researched six projects using crumb rubber modifier in asphalt concrete using the wet process. This process involves using a blender-reactor to blend the asphalt cement and crumb rubber. Using the wet process the asphalt cement has to reach a hotter temperature, than is normally required, for reaction to occur. The wet process is also much more expensive than conventional asphalt. This research deals with using a dry process to incorporate crumb rubber into the asphalt concrete mix. The project was constructed by Western Engineering of Harlan, Iowa, on IA 37 between Earling, Iowa and US 59. It was completed in September 1993. Western Engineering used a double drum mixer to produce the crumb rubber modified asphalt concrete by the dry process. The production and construction went well with minor difficulty and the dry process is a less expensive procedure for producing crumb rubber modified asphalt concrete.

State of Iowa 2001 Annual Report of the Superintendent of Banking, November 30, 2001

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2002 Annual Report of the Superintendent of Banking, June 30, 2002

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2003 Annual Report of the Superintendent of Banking, June 30, 2003

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2004 Annual Report of the Superintendent of Banking, June 30, 2004

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2005 Annual Report of the Superintendent of Banking, June 30, 2005

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2006 Annual Report of the Superintendent of Banking, June 30, 2006

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2007 Annual Report of the Superintendent of Banking, June 30, 2007

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2008 Annual Report of the Superintendent of Banking, June 30, 2008

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2009 Annual Report of the Superintendent of Banking, June 30, 2009

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.

State of Iowa 2010 Annual Report of the Superintendent of Banking, June 30, 2010

To facilitate equity and maximize the use of available human resources, all policies, practices, and procedures of the Division of Banking are designed to ensure that recruitment, hiring selection, promotions, transfers, compensation, benefits, and training will be administered in a fair and nondiscriminatory manner.