Training Archives - Material Handling Wholesaler

SuperCorrExpo® 2024 comes to a close, exceeding expectations

Thu, 26 Sep 2024 17:20:23 +0000

The event succeeds in welcoming the future of the corrugated industry SuperCorrExpo® 2024, one of the most highly anticipated events in the corrugated industry, wrapped up its successful five-day run. From September 8th-12th at the Orange County Convention Center in Orlando, Florida, the event brought together industry leaders, innovators and professionals from across the globe. The event attracted 3,964 attendees, with hundreds of box plant representatives in attendance, all eager to explore the latest technologies, solutions and trends shaping the future of the corrugated industry. SuperCorrExpo® also hosted 276 exhibitors, showcasing groundbreaking innovations in automation, robotics, digital printing, sustainability and more. Exhibitors and attendees alike left the event feeling inspired and energized, highlighting the invaluable connections they formed and deepened: “At SuperCorrExpo®, we are really able to focus down on the machines without the distractions of the factory environment.” –Danny Lopez, Vice President, New Machinery Sales at Haire “As a smaller, growing company, SuperCorrExpo® has been an amazing opportunity to connect with potential strategic partners.” –Brian Zernia, Account Executive at Dynamic Dies, Inc. “SuperCorrExpo® delivers a showcase of technology and advancements in a friendly environment, where catching up with industry friends and discussing business live in person are paramount.” –Brett Kirkpatrick, Director of Trade Business at The BoxMaker. Throughout the event, attendees had the opportunity to engage in insightful sessions covering key topics like artificial intelligence (AI), sustainability and digital transformation, as well as participate in hands-on demonstrations of the latest machinery and software solutions. The show floor was buzzing with activity as participants explored innovations that aim to drive the future of corrugated packaging. SuperCorrExpo® continues to be a hub for industry professionals to connect, collaborate and discover new opportunities that propel their businesses forward. Plans for SuperCorrExpo® 2028 are already underway, promising an even bigger and better experience for the global corrugated packaging community.

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Orchestrating the Future: PepsiCo/FLNA’s Warehouse Transformation with AutoScheduler.AI’s AutoPilot

Thu, 05 Sep 2024 16:01:37 +0000

Free Online Webinar at 2:00 PM ET on Thursday, September 12, 2024 AutoScheduler.AI has announced the company is sponsoring a webinar hosted by DC Velocity magazine to discuss PepsiCo/FLNA’s (Frito Lay North America) warehouse transformation using AutoScheduler.AI’s AutoPilot. Keith Moore, CEO of AutoScheduler.AI, and Peter Hanna, a leader at PepsiCo, will share how AutoPilot is revolutionizing operations at PepsiCo/FLNA. Faced with rising demand, shrinking margins, and complex operations, PepsiCo turned to AutoScheduler.AI’s cloud-based AutoPilot platform to optimize warehouse operations and improve efficiency, including a 30% increase in product picks per hour. “PepsiCo has been focused on driving value for customers through innovative supply chain processes that improve fulfillment times, reduce operating costs, and maximize productivity,” says Keith Moore, CEO of AutoScheduler.AI. “Our AI algorithms can prioritize customer orders based on predefined rules and criteria while considering warehouse constraints, which helps to improve customer satisfaction and overall profitability.” At the free webinar on September 12, 2024, at 2:00 PM ET, attendees will: Learn how AutoPilot unifies data across systems for better visibility. Discover how advanced algorithms maximize productivity and minimize costs. See how AutoPilot provides comprehensive, real-time insights for informed decision-making. Hear about the impressive gains at PepsiCo/FLNA, including a 30% increase in picks per hour. AutoScheduler.AI AutoPilot smooths warehouse operations by orchestrating and planning all activities in real-time on top of an existing WMS. It considers space, time, labor, dock doors, and more constraints to ensure that orders are fulfilled on time and in full. Clients gain efficiencies and value in their supply chains through optimized labor, schedules, touches, and inventory. Register here

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ASSP recruiting presenters for Safety 2025 in Orlando

Tue, 20 Aug 2024 13:19:31 +0000

The American Society of Safety Professionals (ASSP) is seeking a diverse group of occupational safety and health professionals to present at the Safety 2025 Professional Development Conference and Exposition in Orlando. The submission deadline is Sept. 11. Safety 2025 – scheduled for July 22-24 at the Orange County Convention Center – will be attended by more than 6,000 occupational safety and health professionals looking for solutions to today’s workplace safety challenges. Industry experts share best practices that can help protect workers and enhance business operations in every industry worldwide. ASSP’s call for presenters involves one-hour concurrent sessions that focus on business and leadership skills, fall protection, risk assessment and management, prevention through design, standards, emergency action plans and many other topics. Prospective speakers must identify emerging issues, develop strategies for overcoming safety challenges and aim to expand attendee knowledge and professional skills. “It’s a terrific opportunity for safety and health experts to contribute to the development of their colleagues while advancing our industry,” said ASSP President Pam Walaski, CSP, FASSP, who has been a conference speaker every year since 2005. “Being a safety presenter is truly a rewarding experience.” ASSP members serving on the Society’s Conference Planning Committee will evaluate all speaker proposals against the following criteria: Degree to which the session meets ASSP’s education objectives. Interest and need for the topic within the occupational safety and health profession. Speaker’s presentation skills and experience. Interested presenters must submit a separate application for each session, with a maximum of two proposals. Please direct questions to ASSP’s professional development team at PDCspeaker@assp.org. Session proposals for Safety 2025 must be submitted online by Sept. 11. ASSP will notify successful applicants through email by the end of February.

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Safety 2024 in Denver will feature Society’s largest ever expo

Fri, 31 May 2024 15:31:17 +0000

The American Society of Safety Professionals (ASSP) continues its planning for this summer’s Safety 2024 Professional Development Conference and Expo, which will feature a dynamic expo that is expected to be the Society’s largest ever. ASSP’s signature workplace safety education event will take place at the Colorado Convention Center in Denver from Aug. 7-9. “Our expo is so engaging and illuminating that some safety and health professionals just come to the conference for that,” said ASSP President Jim Thornton, CSP, CIH, FASSP, FAIHA. “It’s a remarkable space that showcases the latest personal protective equipment, product innovations and professional services that can advance occupational safety and health.” ASSP’s largest expo to date was at Safety 2019 in New Orleans that involved more than 600 vendors and covered nearly 120,000 square feet. Safety 2024 is already approaching those record numbers with more than two months of preparation remaining. The largest Safety 2024 exhibitors by floor space are Ergodyne, ERGOMAT, Milwaukee Tool, SureWerx, Bulwark Protection, Applications International Corporation, GlenGuard and Protective Industrial Products. Other prominent exhibitors include Airgas, Grainger, Red Wing Brands of America, Superior Glove and VelocityEHS. The expo floor will include an expanded ASSP Career Advancement Center that has something for all attendees, not just those looking for a new position. There also will be a “Leaders in Safety Tech” area where exhibitors on the forefront of safety innovation demonstrate their advancements. Three locations on the expo floor will feature fast-paced “flash sessions” that tackle safety challenges with research, best practices and audience participation. “Our interactive expo has always been a key element of the overall in-person experience,” Thornton said. “I truly believe it’s a can’t-miss opportunity for anyone whose responsibilities include worker safety and health.” Thousands of safety and health professionals from around the world look to ASSP’s annual conference – now in its 63rd year – to advance their careers and take advantage of networking opportunities that can help elevate safety at their companies. Attendees will also be inspired, entertained and informed by popular general sessions. Safety professionals can register online and earn 1.5 continuing education units (CEUs) for career advancement. Groups from the same company can save even more on registration by contacting ASSP’s Nancy O’Toole at 847.768.3466

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AutoScheduler to present at CSCMP Edge 2022

Wed, 24 Aug 2022 17:28:09 +0000

AutoScheduler.AI, an innovative Warehouse Management System (WMS) accelerator, announces it will be presenting and exhibiting at the annual CSCMP Conference in September 2022. Keith Moore, CEO of AutoScheduler will present with Ron Sweet, Customer Supply Chain Senior Manager, Kimberly-Clark, “Smarter & Faster: Your WMS on Steroids with Decision Support,” in September 19, 2022, from 4:00 – 5:00 PM. At CSCMP, AutoScheduler’s Smarter & Faster: Your WMS on Steroids with Decision Support will cover real-world examples of how WMS decision support systems can optimize warehouse operations and help the WMS make better decisions. Attendees to the presentation will learn: What a WMS is good at doing and what it is not How constraints and schedules complicate warehouse planning Activities that are improved within the warehouse What is the perfect operational plan “Many distribution sites and warehouses struggle to manage and plan their labor requirements while maximizing capacity and maintaining high fill rates,” said Keith Moore, CEO of AutoScheduler.AI. “Our solution helps a Warehouse Management System (WMS) work smarter and faster by using AI and optimization to create perfect operational plans.” As CEO of AutoScheduler.AI, Keith Moore focuses on bringing the future of technology into warehousing. He works with the top 10 Consumer Goods, Beverages, and Distribution companies to drive efficiencies and create value. Ron Sweet has held a wide array of Supply Chain roles, including site manager for two large Distribution Centers, private fleet manager, and manager for production planning and deployment teams. He also led implementations of SAP Sales & Distribution, Demand Planning, Production Planning, and Deployment. Ron worked with Tom Moore, Founder of AutoScheduler, on the application design and implementation of the Supply Chain Innovation they’ll be presenting at the CSCMP EDGE conference this year. CSCMP Edge 2022 will be held September 18 – 21, 2022, at the Gaylord Opryland Resort and Convention Center in Nashville, TN. In Booth #412, AutoScheduler will showcase its intelligent warehouse resource planning and optimization platform. To request a meeting with AutoScheduler at the show, email sales@autoscheduler.ai.

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ARA forecasts 3.5 percent increase for the rental equipment industry

Tue, 24 Aug 2021 23:47:52 +0000

The outlook for equipment rental revenue, comprised of the construction/industrial and general tool segments, has improved over the last quarter. The updated second-quarter forecast released by the American Rental Association (ARA) now calls for equipment rental revenue to exceed $47.8 billion in 2021, nearly a 3.5 percent increase over 2020 and greater than last quarter’s forecast that called for a 3.1 percent increase this year. Overall, the ARA forecast calls for a 9.68 percent increase in revenue in 2022 to reach nearly $52.5 billion, surpassing the equipment rental industry’s previous peak revenue of nearly $51 billion in 2019. Growth is expected to be 3.9 percent in 2023, 2.4 percent in 2024, and 3.5 percent in 2025 to total $57.7 billion. The revenue increases are fueled by the expected strong demand for construction and industrial equipment rental, particularly in 2022, when the segment’s revenues are expected to jump 11.9 percent to $38.9 billion, surpassing the record $37.7 billion in revenue set in 2019. Also, with the likely passage of the Infrastructure Investment and Jobs Act of 2021 (IIJA) by the U.S. Congress, the future forecast for equipment rental revenue in 2022 and beyond could be even more robust. “Once final passage occurs, we will have more specific analysis built into future forecasts, but at first glance, it looks like the IIJA could increase rental revenues by about $8 billion over the eight-year spending program the IIJA authorizes,” says John McClelland, ARA vice president for government affairs and chief economist. “That would roughly amount to an increase in rental revenues for construction and industrial equipment of 7.8 percent over the current forecast. While we need details on how and when the money will be spent to provide a more complete forecast on the IIJA’s impact on the equipment and event rental industry, early analysis is quite positive,” McClelland says. Scott Hazelton, director, economics and country risk, IHS Markit, says the timing of the infrastructure spending remains unclear, making it difficult to assess the rental forecast implications over time, but that the company, which provides data and analysis for the ARA Rentalytics forecasting service, expects to start incorporating the details into the next quarterly rental revenue forecast update. For now, Hazelton says the outlook this quarter is more positive than the first quarter because the forecast for nonresidential construction has improved and the American Institute of Architects billings index has moved into positive territory. “When that index indicates expansion for three consecutive months, there is a high likelihood that nonresidential construction will pick up 12 to 18 months later. While this only moves the nonresidential forecast from roughly flat to modest growth, it is enough to move rental equipment demand up,” Hazelton says. In addition, he says some of the $350 billion in undesignated funds to state and municipal governments in the American Rescue Plan is expected to be used for construction projects, which also translates into more demand for equipment rental. Perhaps the most interesting figures included in the forecast concern the outlook for investment. According to ARA Rentalytics, those in the construction and industrial segment are expected to increase investment this year by 48.1 percent to $7.2 billion and another 40 percent in 2022 to reach nearly $10.1 billion, surpassing the peak industry investment in equipment of $9.95 billion in 2019. “Investment in new equipment dropped precipitously — 51 percent — in 2020 and is now expected to rebound by 48 percent in 2021 and 40 percent in 2022. This forecast is supported by our analysis of industry metrics that show increases in physical utilization, fleet age, and fleet turnover,” McClelland says. “These measures suggest that there has been defleeting and aging of the fleet during the pandemic as a reaction to the resulting economic downturn. With the economy now in recovery, demand for rental equipment is increasing. With physical utilization already high, rental companies much make significant investments in the new fleet to meet that demand,” he says. In addition, investment in general tool equipment is expected to increase by 19.5 percent this year to reach $3.31 billion and then grow another 22. 1 percent in 2022 to teach $4.04 billion.

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Warehouse Safety Focus of IWLA Fall Event in Atlanta

Fri, 16 Jul 2021 14:50:37 +0000

As the only trade association focused on the third-party warehouse logistics industry, the International Warehouse Logistics Association created the IWLA Warehouse Safety & Risk Conference. This annual event, coming to Atlanta, Georgia on September 8th and 9th, highlights how warehouse operators can keep employees – and the materials they handle – safe. The IWLA Safety & Risk Conference focuses on risk control and safety, best practices, strategies to minimize on-the-job risks, and how these actions improve a warehouse’s bottom-line: Securing Your Facility Keeping Employees and Your Warehouse Safe Understanding Legalized Marijuana Forklift & Truck Inspections & Safety Working with OSHA Deescalating Dangerous Situations Unraveling Transportation Challenges The course is open to any interested warehousing professionals – although most attendees are safety officers or operations managers in their companies. Individuals from IWLA-member companies receive reduced or free tuition. Registration for the IWLA Safety & Risk Conference is open at https://www.IWLA.com/.

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Port of Long Beach exempts Natural Gas Vehicles from Clean Truck Fund Rate

Tue, 25 May 2021 21:52:05 +0000

Low-NOx trucks seen as a bridge to zero-emissions operations The Long Beach Board of Harbor Commissioners on Monday voted 4-1 to approve an exemption from the Clean Truck Fund Rate for the cleanest natural gas-powered trucks, as a transitional step to a future when zero-emissions cargo trucks are widely available. Natural gas trucks are lower emitters of nitrogen oxides, a building block of smog, and provide a step toward cleaner air as the Port strives for the goals of the San Pedro Bay Ports Clean Air Action Plan. In considering a rate to encourage the trucking industry to invest in cleaner vehicles and reach zero emissions for cargo trucking by 2035, the Port of Long Beach and Port of Los Angeles has set a rate of $10 per twenty-foot equivalent unit – a standard measure for one 20-foot-long cargo container. The Ports have not yet implemented that rate, but are working on a system with a third-party vendor that will collect the rate for the ports. Zero-emissions trucks had already been determined to be exempt from the future rate. Monday’s action by Long Beach is designed to encourage the industry to make an interim step while zero-emissions technology catches up. “These trucks will emit 90% fewer nitrogen oxides than equivalent vehicles today,” said Port of Long Beach Executive Director Mario Cordero. “The question we were asking ourselves was do we reduce emissions now or do we wait for tomorrow? For our community, and our commitment to the Clean Air Action Plan, the answer is now.” “The Port of Long Beach is the Green Port, a trailblazer in sustainable goods movement,” said Commission president Frank Colonna. “We remain confident that we can encourage the use of cleaner natural gas trucks now, and also nurture the technology that will allow us to meet our goal of a zero-emissions drayage truck fleet by 2035. To get there, we must start the journey.” The low nitrogen oxides exemption will apply to trucks picking up or dropping offloaded containers at the Port of Long Beach that use natural gas engines meeting the 0.02 grams of nitrogen oxides per brake horsepower-hour standard. The vehicles must be purchased and registered in the Port Drayage Truck Registry by Dec. 31, 2022. Phasing out older, more polluting trucks has been key to clean air gains the San Pedro Bay ports have made since the original Clean Truck Program was launched in 2008. Diesel emissions from trucks have been cut by as much as 97% compared to 2005 levels. Trucks remain the port’s largest source of greenhouse gas emissions and the second-highest source of nitrogen oxides, a contributor to regional smog formation. The Clean Air Action Plan (CAAP) has established a goal of zero-emissions trucks by 2035. A key component of the overall strategy to transition to a zero-emissions truck fleet is an updated Clean Truck Program incentivizing the development and adoption of new technology. The Clean Truck Fund rate is expected to generate $80 million in the first year. Updated in 2017, the CAAP contains a comprehensive strategy to accelerate progress toward a zero-emissions future while protecting and strengthening the ports’ competitive position in the global economy. Since 2005, port-related air pollution emissions in San Pedro Bay have dropped 87% for diesel particulate matter, 58% for nitrogen oxides and 97% for sulfur oxides. Targets for reducing greenhouse gases (GHGs) from port-related sources were introduced as part of the 2017 CAAP Update. The document calls for the ports to reduce GHGs to 40% below 1990 levels by 2030 and 80% below 1990 levels by 2050. The CAAP was originally approved in 2006.

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U.S. Rail Traffic for the week ending March 20, 2021

Thu, 25 Mar 2021 18:10:36 +0000

The Association of American Railroads (AAR) has reported U.S. rail traffic for the week ending March 20, 2021. Comparisons of the current week with the same week in 2020 are inflated because of the widespread economy-wide shutdowns — and a subsequent large reduction in rail volumes — last year at this time. For this week, total U.S. weekly rail traffic was 513,325 carloads and intermodal units, up 11.6 percent compared with the same week last year. Total carloads for the week ending March 20 were 230,605 carloads, up 2.9 percent compared with the same week in 2020, while U.S. weekly intermodal volume was 282,720 containers and trailers, up 19.8 percent compared to 2020. Five of the 10 carload commodity groups posted an increase compared with the same week in 2020. They included grain, up 6,332 carloads, to 27,332; coal, up 3,670 carloads, to 59,816; and metallic ores and metals, up 1,977 carloads, to 20,567. Commodity groups that posted decreases compared with the same week in 2020 included chemicals, down 2,960 carloads, to 31,540; nonmetallic minerals, down 1,497 carloads, to 29,177; and motor vehicles and parts, down 952 carloads, to 14,927. For the first 11 weeks of 2021, U.S. railroads reported a cumulative volume of 2,448,722 carloads, down 4.3 percent from the same point last year; and 3,044,628 intermodal units, up 10.7 percent from last year. Total combined U.S. traffic for the first 11 weeks of 2021 was 5,493,350 carloads and intermodal units, an increase of 3.5 percent compared to last year. North American rail volume for the week ending March 20, 2021, on 12 reporting U.S., Canadian and Mexican railroads totaled 332,173 carloads, up 0.7 percent compared with the same week last year, and 371,385 intermodal units, up 18.8 percent compared with last year. Total combined weekly rail traffic in North America was 703,558 carloads and intermodal units, up 9.5 percent. North American rail volume for the first 11 weeks of 2021 was 7,553,569 carloads and intermodal units, up 3.4 percent compared with 2020. Canadian railroads reported 81,088 carloads for the week, down 3.6 percent, and 73,409 intermodal units, up 20.4 percent compared with the same week in 2020. For the first 11 weeks of 2021, Canadian railroads reported a cumulative rail traffic volume of 1,655,256 carloads, containers, and trailers, up 5.7 percent. Mexican railroads reported 20,480 carloads for the week, down 5.6 percent compared with the same week last year, and 15,256 intermodal units, down 2.9 percent. Cumulative volume on Mexican railroads for the first 11 weeks of 2021 was 404,963 carloads and intermodal containers and trailers, down 5.7 percent from the same point last year. To view the weekly rail charts, click here.

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Reddaway Driving Academy provides Driver Training Apprenticeships

Mon, 29 Jul 2019 15:15:00 +0000

Reddaway, an industry-leading less-than-truckload (LTL) service provider in the western United States and Canada, is proud to announce the Reddaway Truck Driving Apprenticeship. The apprenticeship is a one-year training program where interested individuals can earn a Class A license and driving experience while being paid a wage that includes benefits. After students successfully complete the apprenticeship, they have a job at Reddaway as a professional truck driver. As the nation struggles with a severe truck driver shortage, trucking companies are trying different tactics to attract drivers. Some have driving schools, but Reddaway takes training to a higher level with this apprenticeship. As Reddaway’s initial data confirms, successful completion of the training program leads to safer drivers (accidents for drivers with less than one year of experience are down 30%). Reddaway’s apprenticeship program is open to Class A holders with less than one year of experience or no experience and individuals interested in a career as a professional truck driver. “Our driver training program is open to anyone looking for a career in trucking,” said Bob Stone, president of Reddaway. “The goal is to produce safe, quality drivers and address the driver shortage. The program takes place in three sections over a one-year period. There are four weeks within a dedicated school environment. Then three weeks with a trainer in a live environment and follow-up through one year. Reddaway currently has just over 70 certified driver trainers. Apprentices are trained in Reddaway’s safety first culture.” “We expect to train over 180 drivers this year at the Reddaway Driving Academy. The initial four weeks of training are held at one of our four school locations: Los Angeles, California; Medford, Oregon; Portland, Oregonor Salt Lake City, Utah. This is so apprentices can focus solely on learning,” said Jared Smith, Reddaway Sr. Director of Human Resources. “A designated area gives apprentices a safe open space to practice and enhance their skills. Remaining training occurs at Reddaway terminals throughout our network. During the initial four weeks of training, apprentices attend classes, practice their driving on the skills development course, and receive on-the-road training. Apprentices are paid and meals are provided during the four-week training. Instructors work one-on-one with apprentices to personalize a learning plan to ensure their success. Find out more.” Reddaway also received a grant of $40,000 from FASTPORT to support the apprenticeship program. FASTPORT is a veteran employment software company with a mission to connect veterans to career opportunities. Looking to switch careers? Leaving the military? Just entering the job market? Looking for good pay and benefits? Looking to earn a commercial driver’s license (CDL)? Are you a dockworker who would like to drive? The Reddaway Truck Driving Apprenticeship is the place for you. As a Military Friendly Employer, Reddaway welcomes veterans into the apprenticeship as well. Reddaway expects VA approval for its apprenticeship, allowing veterans to receive GI Bill benefits while enrolled. If you are interested and 21 years old or older, apply at reddaway.com/careers or call 1-866-582-1320.

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More thoughts on the future

Thu, 20 Jun 2019 05:00:38 +0000

I recently attended the 10th Annual DuPage County Regional Business Outlook in Oak Brook, Illinois, with the keynote speaker being Howard Tullman who is the Executive Director of the Ed Kaplan Family Institute for Innovation and Tech Entrepreneurship at the Illinois Institute of Technology. I listened to Howard’s presentation last year and found it fascinating and was glad he returned this year. As you can guess Howard went through about 60 power point slides expressing what he envisions for the business environment in the not too distant future. It was hard to keep up but very believable in terms of how technology and robots will change how we do business. Mr. Tullman’s main theme focused on the implications and risks businesses face as consumers (of all types) shift to “utility value” and “usership” as opposed to “possession” and “ownership”. I must tell you I felt quite vindicated after his presentation, especially since I recently expressed my opinions how the material handling industry will change as a result of this process. If you recall (and I hope you do), I suggested this utility value approach will impact the way you do business in the future, especially in terms of the lease transactions currently in use. In other words, long-term rental contacts with maintenance are very close to being a quasi-fixed payment obligation like a purchase with a maintenance contract. Where I see the market moving is towards flexible payment programs based on use with 100% of the ownership and operating costs remaining with the dealer, except for a usage charge paid by the customer that could change from month to month. To back up this theory Mr. Tullman presented two or three slides explaining how three major auto OEM’s are developing programs to provide the utility value of an auto for an hourly charge. No ownership, no fixed monthly payment, only a usage charge. Ever since this presentation I have been running around trying to get more information on these programs and will get them to you when I find more information with financial examples. Many leaders in our industry have repeatedly mentioned how we need to follow the auto industry because they seem to lead with new ideas, and maybe this is another example backing up that premise. If you come across any data related to this new type of financing, please share it with me. On to another exciting topic for you to review and participate in. September 19th, in Chicago, right next to O’Hare ….a one-day super conference geared to improve aftermarket performance as well as other financial topics covering exit strategies, the many revenue recognition areas related to the material handling industry, suggestions how the new lease rules will impact your business as well as your customers, an update on the new tax bill, how Wayfair could impact your multi state transactions, how ESOP’s put more cash in your pockets and more. I like to think this is a two or two-and-a-half-day program condensed into one day, proving attendees with a list of important topics to deal with before they become major problems. Dave Biaochhi is providing two sessions to improve aftermarket results, including a special program for parts planning and vendor management. Then we have a Rapid-Fire Learning program which will highlight what you need to know and what you need to follow up on, without going into the weeds. A panel of experts will be present throughout the session and will jump in to answer your questions or make comments when necessary. It is going to be a hell of a program. I suggest you stay the second night (if you need to) to take in the entire event and converse with the experts who will be available to meet with you to discuss individual problems. The Conference is very cost effective and does not require a car for transportation. So please be sure to examine the program outline when you receive it. And we welcome your input regarding topics or issues you would like to hear about. For all the details you can view the details in this issue and/or go to www.dealer-conference.com for more detailed information and to reserve your seat that I’m sure will be a packed house. Don’t wait until it’s sold-out. Seating is very limited. One last item. I purchased a copy of Walter McDonalds new book….25 Profit Building Tools for Machinery Dealers….and it is a good read. Get it on Amazon. Garry Bartecki is a CPA MBA with GB Financial Services LLC. E-mail editorial@mhwmag.com to contact Garry.

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Bridge the Gap: Creating an effective Employee Development Approach

Thu, 20 Jun 2019 05:00:14 +0000

Growth and development aren’t always the top priorities of a business, but it could be just what they need. An employee development plan is beneficial for both employees and their employers. Before you implement a plan, you need to discover what skill gaps your workplace has. Use these five ways to help determine where those gaps lie. How to pinpoint skill gaps Before we jump into how we determine where skill gaps are, we need to set a basic understanding of what they are. While there is no fixed definition, they are deficiencies in performance caused by a lack of skills or development opportunities in the workplace. Having an employee development approach will help you bridge the gap. In order to determine these skill gaps, you have to take a closer look at the performance of your employees. This requires data on where they are excelling and what areas require some improvement. One significant way to discover these strengths is by utilizing an employee assessment. For example, the Caliper Profile is an employee- and applicant-assessment instrument that accurately measures an individual’s job performance potential. However, there are multiple other ways to gather employee data. By layering these factors, you can get an even more accurate view of your employees’ performances. Here are five helpful ways to collect information on your team: Employee Assessments – By using assessments, you can get insight on your employees, and often get actionable items for development. Key Performance Indicators (KPIs) – KPIs are one of the best sources to use to identify skill gaps. Also, they help determine career progression, compensation, rewards, benefits, and retention. 360-Degree Reviews – 360-Degree reviews provide peer and self-feedback. From this feedback, you can gather qualitative data to use in the development stage. And when you embed the insights of an employee assessment, like the Caliper Profile, into 360s, you get an even deeper look into performance and potential. Observations – As simple as this sounds, observing your team can give you insight on how different factors come into play when there are apparent skill gaps. Benchmarking – Benchmarking builds off of observations. You can identify skill gaps in the workplace by benchmarking the performance of the organization’s top performers. This sets a point of reference on what skills are needed for success in the workplace. Employee development approach Now that you know how to identify skill gaps, let’s pivot into how we can use this data to build an employee development approach. As a manager, you want to be able to set your team up with the skills they need to be confident in their jobs so you can shift your focus to your other duties. To start a practical approach, you first need to work on yourself. Before you can develop your team, you need to build yourself. Once you’ve sharpened your development skill, you need to build a basis of trust with your team. If you already have this, great, skip onto the next step! If not, this is important to ensure you and your teammates have trust so they don’t think you’re highlighting their weaknesses. Now, you’re ready to use the data you’ve gathered on skill gaps in your workplace to begin creating learning opportunities. Coach your teams by delegating assignments in areas where your employees need development, introducing other members who excel in those areas, and turning meetings into learning opportunities. Most likely, they will not succeed their first time around and may need additional help, but this creates a learning experience. Another way you can develop your teams’ skills is by setting them up in a development platform or by using development tools. Caliper Precision Series aids your team in their specific areas of development through a self-paced, technology-hosted learning experience. This allows your team to work on developing their skills on their own time and schedule. So, in short, here’s how to establish a developmental approach: Determine where skill gaps lie. Develop yourself before you work on your team. Form a basis of trust with your team. Create learning opportunities. Set your team up in a developmental program. Repeat as needed. Ready to develop your employees, but don’t know where to start? Give us a call at Caliper and let’s discuss your situation. About Caliper – For nearly half a century, Caliper has been helping companies achieve peak performance by advising them on hiring the right people, managing individuals most effectively and developing productive teams. The accuracy, objectivity and depth of our consulting approach enable us to provide solutions that work for over 25,000 companies. To find out more about how Caliper can help you identify and develop people who can lead your organization to peak performance, please visit us at www.calipercorp.com or call them at 609-524-1200. Email editorial@mhwmag.com to contact Caliper.

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Why Managing Remotely is so Tough—and Eight Ways to Make It Easier

Mon, 08 Apr 2019 05:00:11 +0000

Managing remote teams is a whole different ballgame. Yet in the age of flex work, satellite offices, and telecommuting, mastering this skill set is no longer optional. David Deacon shares some best practices that help self-determined managers connect with employees at a distance Managing remotely has quickly become the norm in today’s work world. And yet, it’s not easy. With more employees working remotely or on flex schedules, it can be tough to create the kind of connection you need to help people do their best work. You can’t pick up on non-verbal cues. You can’t tell if they’re having a good or bad day. You can’t have those quick, informal interactions needed to form comfortable, cooperative relationships. This is why you must be intentional about projecting to your remote workers the kind of environment and team culture you want, says David Deacon. “You must ask more, listen better, clarify more, explore challenges together, and engage on personal stuff in addition to work stuff,” says Deacon, author of The Self-Determined Manager: A Manifesto for Exceptional People Managers (Motivational Press, Inc., January 2019, ISBN: 978-1-62865-582-7, $19.95, www.selfdeterminedmanager.com). “The best managers are able to do these things in a way that builds loyalty and connections that endure the ups and downs of corporate life.” Deacon says the best managers seek to intentionally shape work environments. He describes managers who excel at creating the best environments, where people thrive and great work gets done, as “self-determined managers.” This is challenging and relentless work even when everyone works in close quarters. So, when distance is a factor, a great manager must push even harder to build a positive culture and get the most out of their team. Here are eight things the best managers do to successfully lead remote teams: They keep in touch. Great managers connect with their people by email, Skype, or phone conversations. This isn’t an occasional event either; it’s a regular and predictable conversation that they look forward to. They focus on more than tasks. The best managers know they need to show that they worry about everyone’s successes and challenges. It’s not only about the project or job at hand. They talk about personal stuff and professional stuff. Being remote doesn’t mean treating people like distant relatives. Good managers master the art of chatting and also take time to discuss and share information about what’s going on. They even talk about themselves a little. They know that managing well is personal, and they don’t forget this just because their team member isn’t in the room with them that day. They listen more carefully. The greatest managers listen more when they are talking with people who aren’t in the room with them. They are more attentive, more alert for signs and clues, and more conscious of the need to understand what is really going on. They get really clear about what they need done. They know the goals their employee needs to achieve and what standards need to be met. They know it’s harder to course correct along the way when everyone is remote and that less time together requires more clarity up front. They ask more questions too. Great managers ask questions about context, about things that get in the way, about local relationships, and about resources. They make fewer assumptions that they know how things are or what would be best, so they inquire more and assume less. They do more coaching. They do so not because remote employees need more coaching than other team members, but because there is a ton of value in exploring alternatives and options, and that’s what coaching is. As a result, a large part of the conversation is the manager and the remote worker together coming up with great solutions given the environment the employee is working in—talking about priorities, and resources, and opportunities, and possible pitfalls, and choices. “Bad managers do the opposite of these things,” adds Deacon. “They listen less, not more. They make assumptions and do not offer help. They gather information they need but do not share. They give tasks without offering support. They take little interest in the person on the other end of the line. And they do not look forward to the conversation but see it as a chore.” To steer clear of these mistakes, grab a post-it and write out the following checklist. Refer to it before you connect with your remote team. When you’ve covered all five of these items, you’ll have had a really good call with them. Inquire more, much more Get really clear about goals and standards Explore options together Share—personal and professional Support well by assuming less “It takes a conscious effort to avoid the pitfalls of managing remotely,” he concludes. “You can get the best out of your remote workforce by showing up for your team and projecting a supportive environment to them. Anything less and you’re missing a valuable opportunity to get the very best from your people.” About the Author: David Deacon is the author of The Self-Determined Manager: A Manifesto for Exceptional People Managers. He has been a human resources professional for over thirty years and passionate about how managers manage for almost as long. He has worked for a variety of the world’s leading companies, including Credit Suisse and MasterCard, and has lived and worked in the US, the UK, and Asia. A thought leader in the fields of learning and development, talent management, and leadership development, Deacon has influenced leaders and teams around the world and created better-managed companies as a result. Recognized by the Best Practice Institute as a “Best Organizational Practitioner” in 2014, he continues to drive impact through leading world-class talent management approaches in the companies where he works.

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Women in Trucking

Tue, 19 Mar 2019 19:47:40 +0000

With almost 60,000 positions available, the trucking industry is facing a driver shortage. Currently women make up only 7% of the drivers so there is an obvious opportunity. That is why the Women in Trucking Association, with over 4,000 members, is actively working to encourage the employment of women in the industry and address the obstacles that stand in their way. Click here for the video

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ULG Companies launches ULG Conveyor Resources

Wed, 13 Feb 2019 16:07:35 +0000

ULG Conveyor Resources was created to meet an increasing demand from ULG clients for specialized support of conveyor system installations ULG Companies, LLC has launched ULG Conveyor Resources, a new Division of ULG Skilled Trades serving clients across the continental United States. ULG Conveyor Resources was created to meet an increasing demand from ULG clients for specialized support of conveyor system installations. According to the Motion Control & Motor Association, the global conveyor market will reach $12.3 billion by 2022, up from $8.2 billion in 2016. “We have seen a sharp increase in demand for installation of conveyor systems, especially ‘smart’ or ‘connected’ systems that monitor real-time data and automate changes to reduce downtime,” said Gary Hentschel, CEO of ULG Companies, LLC. “These types of conveyor systems are sophisticated and require specialized teams of installation tradespeople to get them up and running properly. We have a depth of expertise in conveyor systems and created ULG Conveyor Resources to focus on this area of growth that is important to our clients.” ULG serves clients in manufacturing, materials handling, processing and logistics who need to source highly skilled trades professionals who can help them realize the ROI on advanced and connected conveyor systems. ULG Conveyor Resources teams include, but are not limited to, these experienced professionals: Automation Foreman/Leadman Conveyor Installation Helpers Conveyor Millwrights Control Wiring Electricians Installation Electricians Structural Welders ULG Conveyor Resources teams are subject to the stringent hiring process used with ULG Skilled Trades. All ULG employees must pass background checks, in-depth interviews by ULG recruiters, verification of references and certifications, and pre-employment drug screenings. ULG Conveyor Resources is designed to meet the increased demand for conveyor systems through the deployment of teams of skilled trades specialists who have experience with installation and implementation of smart, automated and variable motion conveyors.

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PTDA Foundation Vanguard campaign propels PT WORK Force Initiative

Tue, 05 Feb 2019 21:05:35 +0000

In 2018, the PTDA Foundation launched PT WORK Force℠—an initiative to specifically support the power transmission/motion control (PT/MC) industry with Work force Outreach, Research and Knowledge. The initiative’s work is resonating strongly with contributors who are increasing their financial support in 2019 to develop tools needed by PT/MC employers to compete in today’s workforce recruitment arena. In just two months’ time, 58 organizations and individuals have funded the PTDA Foundation’s Vanguard Campaign, making contributions of over $137,000 to kick-off the 2019 Fund Drive. These organizations are “in the vanguard”—leading the fundraising charge. By contributing to the PTDA Foundation as part of the Vanguard Campaign, these companies are taking a leading role in the movement to develop the support PT/MC distributors need to find, connect with and recruit for key positions in the PT/MC industry. The PTDA Foundation’s 2019 Fund Drive is now in progress; more companies and individuals are contributing every day to support the effort. “We’re extremely pleased with the great response from our distributor and manufacturer members to the PTDA Foundation Vanguard Campaign. Thanks to past contributions we already have a strong and growing resource center of recruitment and retention tools. The funds raised in 2019 will continue to support our efforts to help PT/MC employers with one of their biggest challenges – attracting and retaining quality employees,” said Brian Short, global strategic account manager at Regal Beloit America, Inc. and president of the PTDA Foundation. 2018 PTDA Foundation Vanguard Contributors Partner Contributors ($15,000+) Allied Bearing & Supply, Inc. Motion Industries & Motion Canada Investor Contributors ($10,000 – $14,999) BDI Americas (USA & Canada) Stakeholder Contributors ($5,000 – $9,999) ABB Motors and Mechanical Inc. Bishop-Wisecarver Gates Corporation Midpoint Bearing WEG Electric Corp. Benefactor Contributors ($2,500 – $4,999) Altra Industrial Motion B&D Industrial Bando USA, Inc. Bearing Service Inc. Diamond Chain Company Flexco Garlock Sealing Technologies Alan Haveson* Houston Bearing & Supply Co., Inc. IBT Industrial Solutions Master Power Transmission, Inc. NTN Bearing Corp. of America OTP Industrial Solutions (in honor of David Derrow) Ringfeder Power Transmission USA Corporation SENQCIA MAXCO, Ltd. U.S. Tsubaki Power Transmission LLC (UST) W.C. DuComb Co., Inc. Leadership Contributors ($1,000 – $2,499) Bearing Engineering Co. Bison Gear & Engineering Corp. Daido Corporation of America Dichtomatik Americas Isostatic Industries Inc. Pamela and Mark Kan* The Rowland Company San Antonio Belting & Pulley Company, Inc. SKF Canada Limited Bill Stevens* (in memory of Tim Breen) Transply, Inc. Webster Industries, Inc. Sponsor Contributors ($500 – $999) Bearing Service Company of Pennsylvania Paul Dent* Tom Dielschneider* J/E Bearing and Machine Ltd. Overly Hautz Motor Base Co. Peer Chain Company Stafford Manufacturing Corp. Torque Drives Inc.. Colleague Contributors ($250 – $499) The Adam-Hill Co. (in memory of Patricia Forbush) Bob Callahan* Sue and John Masek* (in honor of Mary Sue Lyon and in memory of Terry Hutton) Bill Moore* MPT Drives, Inc. Keith and Sharon Nowak* P.T. International The Ralphs-Pugh Company, Inc. Barbara J. Ross* (in loving memory of Gordon Ross) Brian and Karen Short* Whittet-Higgins Company Associate Contributors (Up to $249) Mike McLain* Scott and Lisa Taylor* * Heritage Society Leader Gift The PTDA Foundation Fund Drive is underway with a goal of raising $250,000 in 2019. To join these contributors, donate online at ptda.org/FoundationGive or download a pledge form at ptda.org/FoundationSupport. The PTDA Foundation, whose work is funded solely by donations, was founded in 1982 to champion education, outreach and research initiatives relevant to the power transmission/motion control (PT/MC) industry that enhance the knowledge and/or professionalism and productivity for industry stakeholders. The Foundation is a not-for-profit, tax-exempt 501(c)(3) corporation; contributions are tax deductible to the full amount allowed by law.

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Automate 2019 announces Conference Sessions, Certifications Opportunities

Wed, 30 Jan 2019 14:19:35 +0000

Sessions support manufacturers, integrators and those seeking professional certifications to learn how to solve real-world challenges that make them more competitive Automate 2019 today announced a record number of conference sessions geared to ensuring attendees are up to date on the latest advances in automation. Focused on the theme of Win the Future, the 110+ conference sessions will explore how automation secures a company’s success in a technologically fast-paced world where artificial intelligence (AI), Industrial Internet of Things (IIoT), smart manufacturing, collaborative robots (cobots), machine vision and other innovations are rapidly shifting the dynamic of today’s manufacturing. As well, industry professionals can earn their vision and motion control certifications by participating in three tracks devoted to those fundamentals. Sessions at Automate 2019 Show and Conference at Chicago’s McCormick Place April 8–11 include: • The ROI of Automation • Choosing a System Integrator • Safety Implications of Collaborative Applications • The Latest Advances in 3D Vision • Making Industrial Robots Truly Collaborative • Cloud Robotics and Automation • Improving the Accuracy of Your Industrial Robot • How to Develop Human Motion in Machines • Collaborative Robots User Applications • How Autonomous Mobile Robots Support a Lean Approach to Business Operations • Motion Control for Robotic Bin Picking “Whether in the conference sessions or on the show floor, Automate brings together the people, players and technologies that are critical to advancing automation, including integrators tasked with helping manufacturers navigate the world of automation projects,” said Jeff Burnstein, president of the Association for Advancing Automation (A3), the show organizer. “As companies across all industries struggle to fill jobs now and into the next decade, the pressure to embrace automation has increased. Automate provides the guidance they need to better automate their workflow and implement modern efficiencies.” Become certified in Vision or Motion Control Automate includes tracks with courses specifically designed to help attendees attain the Certified Vision Professional certifications (both basic and advanced) offered by AIA – Advancing Vision + Imaging or the Certified Motion Control Professional-Basic certification offered by the Motion Control and Motor Association (MCMA). Attendees can take the course tracks and then take the written exams, or they can take the classes as part of their overall conference experience without taking the exams.

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Hytrol gifts laboratory to Arkansas State

Fri, 25 Jan 2019 14:22:39 +0000

Officials for Arkansas State University and Hytrol Conveyor Company were on hand Tuesday for the opening of the Hytrol Materials Handling Laboratory on the A-State campus. The laboratory, located in Room 130U of the Arkansas Biosciences Institute, was made possible thanks to a gift from Hytrol that equipped the facility with a fully-functional conveyor system, along with accompanying instrumentation and controls. The lab is the first of its kind in the College of Engineering and Computer Science, and will be used by students taking courses in the engineering curriculum. The conveyor system is a working version of one of Hytrol’s most popular models and one that is currently used by industrial giants such as Amazon, FedEx and Walmart. “Last month, Arkansas State was reclassified by the Carnegie Foundation as a doctoral university with high research activity – a R-2 university in academic jargon,” Dr. Kelly Damphousse, chancellor of Arkansas State University said after thanking Hytrol for their partnership. “This makes A-State one of 261 universities out of the 4,415 that Carnegie classifies that are either R-1 or R-2 national research institutions.” “The Hytrol Materials Handling Lab joins several other dedicated spaces where our students and faculty collaborate on teaching and research,” Damphousse continued. “These types of hands-on teaching tools bring the real world into our classrooms. This collaboration is a great illustration of how A-State fulfills our R-2 designation.” Practical experience is key to learning in engineering, and A-State students using the equipment will gain hands-on experience in the intricacies of control systems, PLC logic and programming. Having access to the lab will give Arkansas State students a tremendous opportunity to learn about these systems, which in turn will lead to internships and employment in the field of material handling. “We are excited to add another chapter in our ongoing journey with A-State,” said David Peacock, president of Hytrol. “Where it leads us is up to us. It is our desire for it to open doors for the students of today and tomorrow, to a bright future together where we move the world forward.” “Our vision is to connect future generations of people, products and solutions by pushing the limits of what is possible in material handling,” Peacock added. “This lab gives Hytrol that connection to the young men and women of A-State who are seeking to make that difference.” The gift is the latest in a long-standing partnership between Arkansas State University and Hytrol Conveyor Company. In 2015, Hytol established a $200,000 endowment for scholarships in the College of Engineering and Computer Science. A-State students enjoy a long history of internships at Hytrol, and many graduates have been employed by Hytrol, the market leader in material handling systems. “What you have done is not just a great deed for Arkansas State, but for our community,” said Collin McCrary, a senior engineering major from Harrisburg, and the current recipient of the Hytrol Scholarship for Engineering. “Our students are very excited to be able to use these labs for things that we learn in controls, PLC and robotics.” “Paige Carswell, the manager of marketing at Hytrol, did a wonderful job with the graphics and presentation,” Dr. Timothy Burcham, dean of the College of Engineering and Computer Science explained when describing the new facility. “If you go visit the Hytrol facility, you are going to see the same theme at their new research and development center and throughout their facility. It really brings the Hytrol look and feel to the Arkansas State campus, and we couldn’t be more delighted.”

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DHL Supply Chain addresses talent gap through new approaches to hiring and retention

Thu, 24 Jan 2019 14:00:06 +0000

Increased automation and focused recruiting results in more qualified candidates despite historically low national unemployment rate DHL Supply Chain, the Americas leader in contract logistics and part of Deutsche Post DHL Group, is implementing innovative processes to improve the hiring and retention of warehouse workers across the company’s network, and the effort is yielding impressive results, including approximately 445 daily applications and nearly 32,000 fewer hours spent on administrative hiring tasks this year. These early statistics serve as positive proof that DHL is directly addressing the skills gap that continues to loom large over the supply chain industry at all levels. The Bureau of Labor Statistics’ October announcement that the unemployment rate had reached a near-50-year low put even more pressure on an already tight labor market going into the busy and competitive labor-hiring period over the fourth quarter holiday season. DHL Supply Chain’s successful workforce retention processes created benefits for supply chain partners throughout this period and into 2019. Keeping DHL at the forefront of supply chain excellence, the company launched a broad hiring and retention initiative that leverages increased process automation for its hourly workers, establishes a network of regional recruiting centers and provides more scheduling flexibility for hourly workers. The program provides visibility into roles across the country and leans heavily into applicants’ desire for a quick and easy hiring process, which starts with the new social recruiting site, www.WorkforDHL.com. It is currently available in the U.S., and will launch in Canada during the first quarter of 2019. “Our customers rely on us to provide talent that consistently meets their needs; and to accomplish that, we apply the same level of operational excellence to talent acquisition and retention as we do in developing supply chain solutions for our customers,” said Tim Sprosty, Senior Vice President of Human Resources at DHL Supply Chain. “Using a combination of innovative thinking and disciplined execution to attract and retain the people our business depends on is resulting in significant benefits.” A number of initiatives boosting DHL’s innovative hiring and retention processes have improved the quantity and quality of applicants, and reduced the applicant-to-hire timeframe: An integrated hourly recruiting and onboarding system automates every step of the recruiting process, from online applications at www.WorkforDHL.comto pre-hire testing to onboarding. In less than one year, the system has already generated more than 52,000 applications, resulting in more than 5,000 newly hired hourly workers to meet the company’s growing labor needs. Centralized recruiting centers create recruiting support for sites across the United States. The company invested in seven regional recruiting centers across the country, each using the same systems, processes and tools, with dedicated recruiting resources for high-quality hiring. Once on the job, new applicants benefit from enhanced orientation and training, and increased scheduling flexibility. In select markets, this includes the ability to use a mobile app to select shifts that best fit an employee’s schedule. “The talent gap is one of the most significant issues facing our industry, and we want to be at the forefront of the solution,” said Sprosty. “We believe the supply chain industry offers a wealth of opportunity to the right applicants, and our goal is to drive that message, and ensure it is easy for qualified applicants to enter the industry and rewarding for them to stay.”

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Equipment Leasing and Finance Industry confidence eases further in January

Tue, 22 Jan 2019 12:00:46 +0000

Overall, leadership confidence in the equipment finance market fell to 53.4, a decrease from the December index of 55.5 Confidence in the equipment finance market eased further in January, according to the Equipment Leasing & Finance Foundation’s January 2019 Monthly Confidence Index for the Equipment Finance Industry (MCI-EFI). Designed to collect leadership data, the index reports a qualitative assessment of both the prevailing business conditions and expectations for the future as reported by key executives from the $1 trillion equipment finance sector. Overall, confidence in the equipment finance market eased in January to 53.4, a decrease from the December index of 55.5. When asked about the outlook for the future, MCI-EFI survey respondent Valerie Hayes Jester, President, Brandywine Capital Associates, stated, “Businesses seem more cautious to continue expansion until the environment in Washington and the stock market becomes more stable. The government shutdown continues to emphasize the incredible polarization that exists in our government. This type of environment makes it difficult to consider investment in equipment.” Still, the market fundamentals continue to be solid. “Fundamentally, business and the economy remain strong,” said Harry Kaplun, President, Specialty Finance, Frost Bank. “Areas of concern in the future like foreign trade, interest rates, and government spending cast a cloud that brings caution to expansion plans.” Thomas Jaschik, President, BB&T Equipment Finance, believes economic conditions in 2019 will be less favorable than 2018. “As such, I expect the equipment finance industry to continue its growth, although at a lesser pace than the prior two years,” he said. “Excess market liquidity will continue to adversely impact margins and will have a long-term impact on industry profitability. Creativity and efficiency will be key to future success.” January 2019 Survey Results The overall MCI-EFI is 53.4, a decrease from 55.5 in December. When asked to assess their business conditions over the next four months, 10% of executives responding said they believe business conditions will improve over the next four months, a decrease from 13.8% in December. 70% of respondents believe business conditions will remain the same over the next four months, an increase from 65.5% the previous month. 20% believe business conditions will worsen, down slightly from 20.7% who believed so the previous month. 3.3% of survey respondents believe demand for leases and loans to fund capital expenditures (capex) will increase over the next four months, a slight decrease from 3.5% in December. 80% believe demand will “remain the same” during the same four-month time period, an increase from 79.3% the previous month. 16.7% believe demand will decline, down from 17.2% who believed so in December. 21.4% of the respondents expect more access to capital to fund equipment acquisitions over the next four months, up from 17.2% in December. 78.6% of executives indicate they expect the “same” access to capital to fund business, an increase from 75.9% last month. None expect “less” access to capital, down from 6.9% last month. When asked, 33.3% of the executives report they expect to hire more employees over the next four months, a decrease from 44.8% in December. 53.3% expect no change in headcount over the next four months, an increase from 44.8% last month. 13.3% expect to hire fewer employees, up from 10.3% last month. 36.7% of the leadership evaluate the current U.S. economy as “excellent,” a decrease from 41.4% in December. 63.3% of the leadership evaluate the current U.S. economy as “fair,” an increase from 58.6% last month. None evaluate it as “poor,” unchanged from last month. 10% of the survey respondents believe that U.S. economic conditions will get “better” over the next six months, down slightly from 10.7% in December. 50% of survey respondents indicate they believe the U.S. economy will “stay the same” over the next six months, a decrease from 53.6% the previous month. 40% believe economic conditions in the U.S. will worsen over the next six months, an increase from 35.7% in December. In January, 26.7% of respondents indicate they believe their company will increase spending on business development activities during the next six months, a decrease from 42.9% last month. 73.3% believe there will be “no change” in business development spending, an increase from 57.1% in December. None believe there will be a decrease in spending, unchanged from last month.

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