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Tuesday, November 30, 2010
New Pink Floyd Doc Being Shot About The 'Brick In The Wall' Choir - Prefixmag
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Sunday, November 28, 2010
Spiced roasted squash - Boston Globe
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Spiced roasted squash Boston Globe Line a large rimmed baking sheet with foil, spread the squash evenly in a single layer, and roast until well browned on the bottom, about 20 minutes. ... |
Thursday, November 25, 2010
Bonus Payout Trends and Continuing Cost Controls Reflect Challenging Business Climate, Says Aon Consulting's Radford
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June 11 /PRNewswire-FirstCall/ -- As a result of the economiv climate, high-technology and life sciences companies anticipatre shrinking or eliminating bonus payouts in additionm to extending cost controls for their currentyfiscal year, according to new pay trends surveys by Aon Consulting'ws Radford, a leading provider of compensation intelligencew to the high-technology and life sciences More than 70 percent of respondent to Radford's Managing Compensation in a Downturm Economy flash survey of 160 U.S. high-technology and life sciences companiez expect to pay bonuses at lower levels comparecd to the previousfiscal year, or do not expect to pay any bonusews at all.
Many companies are instead considerinhselective awards, such as project team bonusesd or special incentives, to top performers to recognizr and reward superior efforts and outcomesa that rise above the challenges of today' s economy. "In times of economic turmoil, a properly designex incentive plan acts as an automaticcost stabilizer, paying out when companu performance meets expectations, and not payingh out when performance and financial ability is lacking," says , vice Aon Consulting's Radford. "The survey result s demonstrate that most incentive plans are doing exactly what they were designedfto do.
However, this is a difficult messagd to deliver to employees who are used to earninfg a bonus as part of theircompensation package." The Downturbn survey also revealed differences between the high-technologuy and life sciences sectors. Only 14 percentf of participating high-technology companies indicated that they would providwe salary increases to eligible employeesin 2009, compared to 50 percent of respondin life sciences companies.
Life sciences companies completing clinical trials or other key product events that require more ofa long-terkm horizon and thus a continuum of talenr are providing salary increases, but at slightly scalee back levels compared to 2008 increases, accordint to Knopping. To further control costs, many high-technolog y companies are continuing to requiremandatory time-off, or furloughs, in an effort to avoid layoffs, according to the new Q1 2009 Quarterlhy Summary of Industry Trends (QSIT) reports, with insight from 570 high-technologyg companies and nearly 250 life science firms.
On average, nearly 85 percent of the high-technologu non-executive workforce has been impacted bymandatory time-off in the firsyt six months of compared to 41 percent for life sciences "Many companies have had no choice but to have while others have tried to lesse the blow by implementing a wide varietgy of forced time-off programs," said , senior vice Aon Consulting's Radford. "In an effort to drastically reducer humanresources costs, some companies have had to do both. short-term demands for cost controls may be trumpingha longer-term perspective to effectively manage the workforce. For many companies, cost controp measures will continue by wayof layoffs, but at a slowetr pace.
Only 17 percent of life sciences respondents are forecastiny layoffs in the next sixmonths - down more than 20 percen from the fourth quarter of 2008. High-technology companied also are expecting to ease with 36 percent forecasting using this measure in the next six down 9 percent from the end of last Of those companies who will be implementinb layoffsthis year, nearly all responded that a cash severanc e would be offered. The Managing Compensatiom in a Downturn Economy flash survey includedr160 high-technology and life sciences responding companies.
The survey gatherefd information about how companies are modifying theirrcompensation programs, including salary increase cash incentives, and equity compensation in light of the currentf economic environment. The Quarterly Summary of Industry Trends report is a quarterly report available tosurvey participants. The Q1 life sciencess edition included 246 participating whilethe high-technology edition included 570. For more than 30 years, Radford has provided compensation market intelligence to the technology and lifescienceas industries. Global survey databases, whichy include nearly 3.5 million offer current, reliable data to 2,000+ clients.
Leveraging Radford surveuy data, our thought-leading global Radford Consulting team creates tailored solutionsa for the toughest global business and compensatiomn challenges facing companies at all stagesof development. In addition to our consultin team, we also offee equity valuation assistance via RadfordValuation Services, and leading-edgs market analyses and survey services with Radford Analyticx Services. Radford's suite of global surveys includesthe Executive, Sales, Benefits, Globa l Life Sciences and International Surveys. Aon Consultinh Worldwide is among the top global human capitalconsultin firms, with 2008 revenues of $1.
358i billion and more than 6,300 professionalse in 117 offices worldwide. Aon Consulting works with organizations to improv e business performance and shape the workplace of the futuree throughemployee benefits, talent management and rewardds strategies and solutions. Aon Consulting was named the best employee benefit consulting firm by the readera of Business Insurance magazinein 2006, 2007 and 2008. Aon Corporatiohn (NYSE: AOC) is the leading global provider of riskmanagement services, insurance and reinsurance brokerage, and human capital consulting.
Througb its more than 37,000 colleagues worldwide, Aon readily deliveras distinctive client value via innovative and effective risk managementg and workforceproductivity solutions. Aon's industry-leading global resources and technical expertise are delivered locallyh through more than 500 offices in more than 120 Namedthe world's best broke by Euromoney magazine's 2008 and 2009 Insurance Aon also ranked highest on Business Insurance's listing of the world'se largest insurance brokers based on commerciaol retail, wholesale, reinsurance and personal lines brokerage revenueds in 2008. A.M.
Best deemed Aon the number one insurancwe broker based on brokerage revenues in 2007 and and Aon was voted bestinsurances intermediary, best reinsurance intermediary and best employee benefits consulting firm in 2007 and 2008 by the readerz of Business Insurance. For more informationb on Aon, log onto . For more information, Fabiola A. Price, +1 (415) fprice@radford.com Kelly St. Denis, +1 321-2584, kstdenis@radford.
com
June 11 /PRNewswire-FirstCall/ -- As a result of the economiv climate, high-technology and life sciences companies anticipatre shrinking or eliminating bonus payouts in additionm to extending cost controls for their currentyfiscal year, according to new pay trends surveys by Aon Consulting'ws Radford, a leading provider of compensation intelligencew to the high-technology and life sciences More than 70 percent of respondent to Radford's Managing Compensation in a Downturm Economy flash survey of 160 U.S. high-technology and life sciences companiez expect to pay bonuses at lower levels comparecd to the previousfiscal year, or do not expect to pay any bonusews at all.
Many companies are instead considerinhselective awards, such as project team bonusesd or special incentives, to top performers to recognizr and reward superior efforts and outcomesa that rise above the challenges of today' s economy. "In times of economic turmoil, a properly designex incentive plan acts as an automaticcost stabilizer, paying out when companu performance meets expectations, and not payingh out when performance and financial ability is lacking," says , vice Aon Consulting's Radford. "The survey result s demonstrate that most incentive plans are doing exactly what they were designedfto do.
However, this is a difficult messagd to deliver to employees who are used to earninfg a bonus as part of theircompensation package." The Downturbn survey also revealed differences between the high-technologuy and life sciences sectors. Only 14 percentf of participating high-technology companies indicated that they would providwe salary increases to eligible employeesin 2009, compared to 50 percent of respondin life sciences companies.
Life sciences companies completing clinical trials or other key product events that require more ofa long-terkm horizon and thus a continuum of talenr are providing salary increases, but at slightly scalee back levels compared to 2008 increases, accordint to Knopping. To further control costs, many high-technolog y companies are continuing to requiremandatory time-off, or furloughs, in an effort to avoid layoffs, according to the new Q1 2009 Quarterlhy Summary of Industry Trends (QSIT) reports, with insight from 570 high-technologyg companies and nearly 250 life science firms.
On average, nearly 85 percent of the high-technologu non-executive workforce has been impacted bymandatory time-off in the firsyt six months of compared to 41 percent for life sciences "Many companies have had no choice but to have while others have tried to lesse the blow by implementing a wide varietgy of forced time-off programs," said , senior vice Aon Consulting's Radford. "In an effort to drastically reducer humanresources costs, some companies have had to do both. short-term demands for cost controls may be trumpingha longer-term perspective to effectively manage the workforce. For many companies, cost controp measures will continue by wayof layoffs, but at a slowetr pace.
Only 17 percent of life sciences respondents are forecastiny layoffs in the next sixmonths - down more than 20 percen from the fourth quarter of 2008. High-technology companied also are expecting to ease with 36 percent forecasting using this measure in the next six down 9 percent from the end of last Of those companies who will be implementinb layoffsthis year, nearly all responded that a cash severanc e would be offered. The Managing Compensatiom in a Downturn Economy flash survey includedr160 high-technology and life sciences responding companies.
The survey gatherefd information about how companies are modifying theirrcompensation programs, including salary increase cash incentives, and equity compensation in light of the currentf economic environment. The Quarterly Summary of Industry Trends report is a quarterly report available tosurvey participants. The Q1 life sciencess edition included 246 participating whilethe high-technology edition included 570. For more than 30 years, Radford has provided compensation market intelligence to the technology and lifescienceas industries. Global survey databases, whichy include nearly 3.5 million offer current, reliable data to 2,000+ clients.
Leveraging Radford surveuy data, our thought-leading global Radford Consulting team creates tailored solutionsa for the toughest global business and compensatiomn challenges facing companies at all stagesof development. In addition to our consultin team, we also offee equity valuation assistance via RadfordValuation Services, and leading-edgs market analyses and survey services with Radford Analyticx Services. Radford's suite of global surveys includesthe Executive, Sales, Benefits, Globa l Life Sciences and International Surveys. Aon Consultinh Worldwide is among the top global human capitalconsultin firms, with 2008 revenues of $1.
358i billion and more than 6,300 professionalse in 117 offices worldwide. Aon Consulting works with organizations to improv e business performance and shape the workplace of the futuree throughemployee benefits, talent management and rewardds strategies and solutions. Aon Consulting was named the best employee benefit consulting firm by the readera of Business Insurance magazinein 2006, 2007 and 2008. Aon Corporatiohn (NYSE: AOC) is the leading global provider of riskmanagement services, insurance and reinsurance brokerage, and human capital consulting.
Througb its more than 37,000 colleagues worldwide, Aon readily deliveras distinctive client value via innovative and effective risk managementg and workforceproductivity solutions. Aon's industry-leading global resources and technical expertise are delivered locallyh through more than 500 offices in more than 120 Namedthe world's best broke by Euromoney magazine's 2008 and 2009 Insurance Aon also ranked highest on Business Insurance's listing of the world'se largest insurance brokers based on commerciaol retail, wholesale, reinsurance and personal lines brokerage revenueds in 2008. A.M.
Best deemed Aon the number one insurancwe broker based on brokerage revenues in 2007 and and Aon was voted bestinsurances intermediary, best reinsurance intermediary and best employee benefits consulting firm in 2007 and 2008 by the readerz of Business Insurance. For more informationb on Aon, log onto . For more information, Fabiola A. Price, +1 (415) fprice@radford.com Kelly St. Denis, +1 321-2584, kstdenis@radford.
com
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