The number of job openings and searcher-to-job opening ratio in Texas for nurses, therapists, and physician assistants increased from 9,292 and 0.95, respectively, in April 2014 to 9,612 and 1.09, respectively, in May 2014.
Image Source: http://www.carrollhs.org/s/1253/index.aspx?pgid=877
The number of job openings in Texas for “derrick operators” and “roustabouts” decreased from 294 in April 2014 to 283 in May 2014, while the searcher-to-job opening ratio increased from 2.54 to 2.63 in the same span.
Image source: http://wonderfulengineering.com/what-is-petroleum-engineering/.
Texas May 2014
Total number of job openings and median searcher-to-job ratio across all MSAs (metropolitan statistical areas) for each major occupational group in Texas in May 2014.
| occupation | openings | s2jratio |
| Management, business, and financial occupations | 53053 | 0.8 |
| Professional and related occupations | 77452 | 0.8 |
| Installation, maintenance, and repair occupations | 16964 | 1.14 |
| Office and administrative support occupations | 51305 | 1.15 |
| Service occupations | 61732 | 1.51 |
| Sales and related occupations | 27126 | 1.79 |
| Transportation and material moving occupations | 18312 | 1.99 |
| Production occupations | 20093 | 2.72 |
| Farming, fishing, and forestry occupations | 872 | 3.61 |
| Construction and extraction occupations | 15892 | 4.46 |
Compared to May of last year, all of the main MSAs (metropolitan statistical areas) in Texas saw an annual increase in the number of job openings and decrease in the searcher-to-job opening ratio.
The number of job openings in Texas decreased from 361,597 in April 2014 to 342,800 in May 2014. The median number of job searchers per job opening across all MSAs (metropolitan statistical areas) and occupations in Texas was 1.12 in April 2014 and 1.29 in May 2014.
That is a central question in many wrongful employment termination lawsuits. The plaintiff’s back and front pay earnings claims revolve around the answer to this question. The length of an individual’s job search time depends on a number of factors. These factors include the individual’s work background, type of job, number of other qualified job searchers, and geographical area. The individual’s job search methods and efforts are also important factors.
In our work we study these types of job search factors in conjunction with the number of job searchers and employer demand for the relevant job position.
We have studied the labor market conditions for many job positions. In recent analyses we have studied the labor market for accountants, network computer administrators, and operations managers. The number of statewide job openings and searchers per job openings is shown in the table below. Searchers per job openings ratios that are less than 1.0 indicate that there are more job openings than job searchers for the particular job. Job searcher per job openings ratios greater than 1.0 indicate that there are more job searchers than job openings for the particular job..
Methodology
Number of job openings (Labor demand by employers): Based on the distribution of specific job openings in an industry, city and occupational classification. Data sources include U.S. Bureau of Labor Statistics databases: JOLT, CPS, and LAUS.
Number of job searchers (Labor supply by individuals): Based on geographical area(s) labor force, percentage of the labor force in each occupation, unemployment rate, and an unemployment rate adjustment factor associated with the occupation. Data sources include U.S. Bureau of Labor Statistics databases: JOLT, CPS, and LAUS.
Learn more read the article.
In order for a bonus to be considered discretionary, it should be at the sole discretion of the employer to award it, not an expectation by the employees. A discretionary bonus is a form of variable pay; the amount, requirements, timing and announcement of the bonus should not be disclosed in advance, as this may appear to be a motivator or incentive implying that meeting certain levels would guarantee a bonus or reward. In a discretionary bonus, the employer determines after the fact that there is a reason for awarding a bonus, such as reaching company and financial goals, or chooses to reward an individual employee after exceptional performance. A nondiscretionary bonus is the opposite of a discretionary one. The employer from the outset determines the standards that are required to receive a bonus based on meeting specific criteria. The employees expect to earn the bonus if they meet the standards. An employer’s incentive pay plan that provides additional compensation for exceeding performance or productivity goals is an example of how nondiscretionary bonuses are executed in the workplace.
|
Employment: ADP Sept. Employment Report
Prices: Consumer Price Index,Sept 2013
Earnings: US BLS monthly consumer survey
Most U.S. workers who lose their jobs are able to find replacement ones quickly according to U.S. Bureau of Labor Statistics data on unemployment duration. The overall percentage of workers finding new employment within in 4 weeks is over 25%. The current percentage is above Great Recession figures and us increasing. Some demographics are finding replacement employment even quicker.
Authors find that the “persistent increase in unemployment during the Great Recession can be accounted for by the unprecedented extensions of unemployment benefit eligibility”
Authors:
Marcus Hagedorny
Fatih Karahanz
Iourii Manovskiix
Kurt Mitman
