August 8th, 2016
The number of software jobs in San Antonio may decline, according to a recent survey from Careerbuilder.
The U.S. economy is expected to add 7,232,517 jobs over the next five years — a 5 percent increase — but a new study from CareerBuilder and Emsi shows that workers in middle-wage jobs may not find as many opportunities.
High-wage and low-wage occupations are each projected to grow 5 percent from 2016 to 2021, but middle-wage jobs are only estimated to grow 3 percent. At the same time, 61 percent of the 173 occupations expected to lose jobs over the next five years are in the middle-wage category.
The following is a list of occupations that rank among the top for projected growth or declines in employment for each wage category from 2016 to 2021. Each of the growing occupations listed are those adding at least 50,000 jobs over the next five years.
Growing High-Wage Occupations
2016 – 2021
|2016 – 2021
|Software Developers, Applications
|Computer Systems Analysts
|Market Research Analysts and Marketing Specialists
Declining High-Wage Occupations
2016 – 2021
|2016 – 2021
|Postal Service Mail Carriers
|Reporters and Correspondents
|Real Estate Sales Agents
|First-Line Supervisors of Production and Operating
July 31st, 2016
It may be important to keep politics away from the workplace at San Antonio jobs, according to a recent Careerbuilder survey.
According to a new CareerBuilder survey, 3 in 10 employers (30 percent) and nearly 1 in 5 employees (17 percent) have argued with a co-worker over a particular candidate this election season, most often about presumptive Republican nominee Donald Trump.
Overall, 19 percent of employers have argued with a co-worker over Donald Trump vs. 17 percent over Hillary Clinton. While both male and female employers say they have debated with a co-worker over Trump most (22 percent of men, 16 percent of women), men are nearly twice as likely as women to say they’ve argued with a co-worker over Clinton (21 percent vs. 11 percent).
When it comes to employees, 13 percent have argued with a co-worker over Donald Trump and 8 percent have argued over Hillary Clinton. Male employees (20 percent) reported a higher incidence of arguing politics at work than female employees (15 percent). Comparing age groups, younger workers (ages 18-24) are the most likely to report engaging in heated political debates at work at 24 percent.
Workers are often urged to remain politically correct, but according to most, their workplaces are censoring them too much. Half of workers (50 percent) and nearly 6 in 10 employers (59 percent) believe the workplace has become too politically correct in America, and a third of employees (33 percent) are afraid to voice certain opinions because they feel they may not be considered politically correct.
More than half of workers (55 percent) describe their workplace or management (59 percent) as politically correct.
And although more than a fifth of workers (22 percent) say political correctness has made their business stronger, more than a third (34 percent) say it has hindered business, making people tiptoe around issues and afraid to speak their minds instead of addressing the issues head on.
While most workers choose to keep political debates outside of the workplace, those who like a little healthy debate should keep it at that – healthy. To avoid letting political talk turn sour, Haefner says managers should:
- Recognize there’s a thin line between freedom of expression and a potential source of conflict. Consider providing respect and dignity behavioral training to all employees and emphasize tolerance for different ideas, beliefs and needs.
- Ensure your harassment policies and harassment complaint system are posted and that employees are trained in the process. Similarly, make sure employees are aware of any guidelines that prohibit bringing campaign materials into the office.
- Create a culture of open dialogue and mutual respect, but if conversations do turn heated, encourage employees to walk away.
July 31st, 2016
Some new contracts will go to boost San Antonio labor jobs through the ApprenticeshipUSA initiative.
As part of the U.S. Department of Labor’s historic investments in the ApprenticeshipUSA initiative, the department’s Employment and Training Administration said announced it is seeking to award three to five contracts to workforce intermediaries, including community-based organizations; labor organizations; or workforce, industry and education organizations to develop national or regional “opportunity partnerships.”
The agency expects these partnerships to increase gender, racial, ethnic and other demographic diversity and inclusion in apprenticeships, among traditionally underrepresented populations. These contracts focus specifically on increasing apprenticeship opportunities for women, people of color, and people with disabilities.
This is the fourth installment of a $90 million funding strategy to grow and diversify apprenticeship announced in April 2016. They follow an unprecedented $175 million investment in apprenticeship announced by the Obama administration in September 2015. The ApprenticeshipUSA initiative’s goal is to double the number of Registered Apprenticeship programs nationwide.
“When it comes to expanding apprenticeships to help traditionally underrepresented populations share in the growth of our economy and blaze a trail to the middle class, we cannot take our foot off the pedal,” said U.S. Secretary of Labor Thomas E. Perez. “This project and $90 million in ApprenticeshipUSA investments demonstrate our commitment to continue to diversify our pool of apprentices and break down barriers to opportunity in this proven earn-while-you-learn model.”
The contracts intend to increase the number of opportunities for underrepresented populations to successfully prepare for, enter and complete Registered Apprenticeship programs. Specifically, contractors will:
- Identify, develop and disseminate tools and strategies that increase access, entry and retention in Registered Apprenticeships for underrepresented populations.
- Through partnerships and direct technical assistance to Registered Apprenticeship sponsors, help apprenticeship programs develop diversity and inclusion plans and implement strategies that increase the diversity of workers entering and completing Registered Apprenticeship programs successfully.
- Support the continued replication and scaling of successful diversity and inclusion practices.
July 8th, 2016
The number of transportation jobs in San Antonio has grown, according to a recent study from ADP.
Private sector employment increased by 172,000 jobs from May to June according to the June ADP National Employment Report.
Payrolls for businesses with 49 or fewer employees increased by 95,000 jobs in June, up from 84,000 in May.
Employment at companies with 50-499 employees increased by 52,000 jobs, down from last month’s 60,000.
Employment at large companies — those with 500 or more employees — increased by 25,000, up from May’s 23,000. Companies with 500-999 employees added 21,000 and companies with more than 1,000 employees added 4,000 this month.
Goods-producing employment was down by 36,000 jobs in June after an additional loss of 5,000 jobs in May. The construction industry lost 5,000 jobs, offsetting May’s gain of 9,000 jobs. Meanwhile, manufacturing lost 21,000 jobs after losing 3,000 the previous month.
Service-providing employment rose by 208,000 jobs in June, a stronger increase when compared to May’s 173,000 jobs. The ADP National Employment Report indicates that professional/business services contributed 51,000 jobs, up from May’s 47,000.
Trade/transportation/utilities grew by 55,000, nearly twice that of the 27,000 jobs added the previous month. Financial activities added 2,000, down from last month’s gain of 13,000 jobs.
July 7th, 2016
A recent Careerbuilder job forecast shows that companies are hiring for mobile technology jobs in San Antonio.
he U.S. hiring outlook for the next six months is expected to mirror the same period in 2015 — but paychecks will likely become a little bigger — according to CareerBuilder’s Midyear Job Forecast. More than half of employers will raise wages for current employees while 2 in 5 will offer higher starting salaries on job offers in the second half of the year.
Looking across all industries, 1 in 6 employers (16 percent) said they plan to hire more recruiters in the next six months to help bring new talent in the door. Some of the in-demand roles employers said they will be recruiting for in the second half of the year are those tied to:
- Cloud technology – 12 percent
- Mobile technology – 11 percent
- Social marketing – 11 percent
- Providing a good user experience – 11 percent
- Developing apps – 9 percent
- Wellness – 9 percent
- E-commerce – 9 percent
- Financial regulation – 9 percent
- Creating a digital strategy – 9 percent
- Managing and interpreting Big Data – 8 percent
- Cyber security – 8 percent
Among broader functional areas, employers will be hiring for:
- Customer Service – 29 percent
- Sales – 27 percent
- Information Technology – 25 percent
- Production – 20 percent
- Accounting/Finance – 13 percent
- Human Resources – 13 percent
- Clinical – 12 percent
- Business Development – 11 percent
- Marketing – 11 percent
- Research and Development – 11 percent
In addition to reporting the largest year-over-year gain for the percentage of employers expecting to add full-time, permanent staff, the West is also outpacing the other regions. The Northeast is the only region that reported a decline — though is still near the national average for hiring — while the Midwest continues to lag the national average. Hiring in the South will be akin to last year and match the national average.
- West – 53 percent hiring, up from 46 percent last year
- South – 50 percent hiring, on par with 49 percent last year
- Northeast – 49 percent hiring, down from 52 percent last year
- Midwest – 46 percent hiring, the same as last year
July 1st, 2016
The U.S. Department of Labor has made available contracts to boost San Antonio apprenticeship jobs.
The Department of Labor has announced the availability of up to 12 ApprenticeshipUSA Industry Intermediary Contracts to national organizations to start or scale apprenticeship programs that meet the occupational and skill needs of their industries.
The department will award both single and multi-industry contracts to national organizations – such as industry associations, joint labor management organizations, workforce groups, educational institutions, and consortia of organizations – that will provide financial and technical assistance to employers pursuing apprenticeship training.
The single-industry contracts will support the growth of apprenticeship programs in the healthcare, construction, transportation and logistics, energy, manufacturing, and information and communications technology sectors. The department will also award up to four multi-industry contracts to organizations to help employers from different sectors grow their apprenticeship programs and work together to create a pipeline of skilled workers.
“Apprenticeships are experiencing a modern renaissance in America because the earn-while-learn model is a win-win proposition for workers looking to punch their ticket to the middle-class and for employers looking to grow and thrive in our modern global economy,” said U.S. Secretary of Labor Thomas E. Perez. “We know that apprenticeship works for a variety of different industries, but this funding will help even more employers in even more industries adopt this proven workforce strategy and expand opportunities for American workers.”
The ApprenticeshipUSA Industry Intermediary Contracts are the third installment of a $90 million funding strategy to grow and diversify apprenticeship announced in April 2016. These investments build on historic, bipartisan congressional support and follow an unprecedented $175 million investment in apprenticeship announced by the Obama administration in September 2015.
June 6th, 2016
A round of grants are going to help veterans secure San Antonio jobs, among other locations.
The award of $36 million in Homeless Veterans’ Reintegration Program grants will help an estimated 17,000 veterans successfully transition to sustainable housing and good civilian jobs. The grants will fund a variety of services to assist homeless veterans in their return to the labor force including occupational, classroom and on-the-job training, as well as job search and placement assistance.
“Veterans homelessness is a moral outrage and it hurts the economy as well,” said the secretary in announcing the grants at the National Coalition for Homeless Veterans‘ annual conference today. “We know that America works best when we field a full team, and veterans are some of our most valuable players. When a lack of stable housing is keeping highly skilled veterans out of the workforce, we all lose out on their gifts and talents.”
Grants were awarded on a competitive basis to state and local workforce investment boards, local public agencies and nonprofit organizations, tribal governments, and faith-based and community organizations. HVRP is the only federal program focused exclusively on employment of homeless veterans. President Obama has proposed increasing funding for the HVRP program to $50 million in the Fiscal Year 2017 Budget.
Many HVRP grant recipients’ awards will also include funding to allow them to target specific at-risk veteran populations. The Incarcerated Veterans Transition Program provides funding for services to expedite the reintegration of incarcerated or recently incarcerated veterans who are at risk for homeless into the labor force. The Homeless Female Veterans and Veterans with Families Program provides funding for services to expedite the reintegration of homeless female veterans and veterans with families into the labor force.
Grantees in the HVRP program network coordinate their efforts with various local, state and federal social service providers.
June 6th, 2016
The number of healthcare jobs in San Antonio has grown, according to recent labor statistics.
The unemployment rate declined by 0.3 percentage point to 4.7 percent in May, and nonfarm payroll employment changed little (+38,000), the U.S. Bureau of Labor Statistics reported.
Health care added 46,000 jobs in May, with increases occurring in ambulatory health care services (+24,000), hospitals (+17,000), and nursing care facilities (+5,000).
Over the year, health care employment has increased by 487,000. In May, mining employment continued to decline (-10,000).
Since reaching a peak in September 2014, mining has lost 207,000 jobs. Support activities for mining accounted for three-fourths of the jobs lost during this period, including 6,000 in May.
Employment in information declined by 34,000 in May. About 35,000 workers in the telecommunications industry were on strike and not on company payrolls during the survey reference period. Within manufacturing, employment in durable goods declined by 18,000 in May, with job losses of 7,000 in machinery and 3,000 in furniture and related products.
Employment in professional and business services changed little in May (+10,000), after increasing by 55,000 in April. Within the industry, professional and technical services added 26,000 jobs in May, in line with average monthly gains over the prior 12 months.
Employment in temporary help services was little changed over the month (-21,000) but is down by 64,000 thus far this year.
Employment in other major industries, including construction, wholesale trade, retail trade, transportation and warehousing, financial activities, leisure and hospitality, and government, changed little over the month.
May 31st, 2016
A new rule about overtime pay is changing the way we look at San Antonio jobs.
The U.S. Department of Labor (DOL) finalized sweeping changes to the Fair Labor Standards Act (FLSA) overtime rules extending protections to 4.2 million U.S. workers.
The changes double the salary threshold for “white collar” exemptions from the current minimum of $455 per week, or $23,660 a year, to $913 per week, or $47,476 annually. The updated rules also increase the minimum salary of highly compensated employees from $100,000 per year to $134,004 per year and establish a mechanism for automatically updating the salary and compensation levels for exempt employees every three years.
The final rules, which will take effect on December 1, 2016, also allow employers to use nondiscretionary bonuses and incentive payments to satisfy up to 10 percent of the new standard salary level. They do not make any changes to the duties test for executive, administrative and professional employees.
Here are a few steps businesses should take now to further their compliance efforts:
1) Take Stock and Review Classifications. Employers should first ensure that they thoroughly understand their current employees’ compensation structure, classifications and the rules around the FLSA exempt versus nonexempt status. Any exempt employee who earns greater than the threshold amount ($47,476 under the new rules) may remain exempt from overtime pay if that person primarily performs executive, administrative or professional duties as described in the regulations. Those making less than the threshold should be carefully considered for reclassification. Also note that each state may enact regulations that differ from federal regulations. Businesses will be subject to whichever set of directives is more generous to employees.
2) Closely Manage and Monitor Employee Hours. To better understand the overtime being worked, monitor employee hours and use appropriate tools to help make educated scheduling decisions. One effective method is to implement an automated time and labor management system that continuously tracks hours worked, helps companies monitor when an employee nears the overtime threshold, and makes it easier to create more cost-effective schedules.
3) Compare the Costs of Pay Options. Weigh the costs of raising employees’ salaries to meet the exemption criteria against what it would cost to reclassify them as non-exempt and pay them overtime when they work more than 40 hours per week.
4) Consider the Impact on Internal Pay Equity. Beyond the costs of raising exempt employees’ salaries, consider the impact on internal pay equity. Internal equity means employees are paid fairly when compared with other employees within your company. If you substantially increase some employees’ pay, other employees may have questions about why their pay isn’t increasing.
May 8th, 2016
San Antonio job cuts may be increasing, according to a recent release from Challenger, Gray, & Christmas.
The pace of downsizing increased in April, as US-based employers announced workforce reductions totaling 65,141 during the month, according to the latest report released Thursday from global outplacement consultancy Challenger, Gray & Christmas, Inc.
The April figure represents a 35 percent increase over March, when employers announced 48,207 planned layoffs. Last month’s job cuts were 5.8 percent higher than the 61,582 recorded in April 2015.
Employers have announced a total of 250,061 planned job cuts through the first four months of 2016. That is up 24 percent from the 201,796 job cuts tracked during the same period a year ago. It is the highest January-April total since 2009, when the opening four months of the year saw 695,100 job cuts.
“We continue to see large scale layoffs in the energy sector, where low oil prices are driving down profits. However, we are also seeing heavy downsizing activity in other areas, such as computers and retail, where changing consumer trends are creating a lot of volatility,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.
The energy sector announced another 19,759 job cuts in April, bringing the year-to-date total to 72,660. That is up 26 percent from the 57,556 energy-sector job cuts announced in the first four months of 2015.
Computer firms announced 16,923 job cuts during the month; the highest total among all industries. That total includes 12,000 from chipmaker Intel, which is shifting away from the traditional desktop and laptop market and toward the mobile market.
To date, computer firms have announced 33,925 job cuts, up 262 percent from a year ago, when job cuts in the sector totaled just 9,368 through the first four months of the year.
“For all intents and purposes, the economy remains strong. The nation’s payrolls have experienced 66 consecutive months of net job gains, a trend that is likely to continue with the new report out Friday. The unemployment rate is at five percent, with a growing number of metropolitan areas at three percent or lower. Yet, job cuts are trending upward,” noted Challenger.