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Tag: Programs

  • The Role of Technology in Enhancing Proactive Maintenance Programs

    The Role of Technology in Enhancing Proactive Maintenance Programs


    Proactive maintenance programs are essential for businesses looking to minimize downtime, reduce maintenance costs, and increase the lifespan of their equipment. By implementing proactive maintenance strategies, businesses can identify and address issues before they escalate into costly problems.

    Technology plays a crucial role in enhancing proactive maintenance programs by providing businesses with the tools and resources they need to monitor, analyze, and optimize their maintenance processes. Here are some ways in which technology is revolutionizing proactive maintenance programs:

    1. Predictive maintenance tools: One of the most significant advancements in proactive maintenance is the development of predictive maintenance tools. These tools use data analytics, machine learning, and artificial intelligence to predict when equipment is likely to fail. By analyzing historical maintenance data, sensor data, and other relevant information, predictive maintenance tools can identify patterns and trends that indicate potential equipment failures. This allows businesses to schedule maintenance activities proactively, reducing the likelihood of unexpected downtime.

    2. IoT sensors: The Internet of Things (IoT) has revolutionized the way businesses monitor and maintain their equipment. IoT sensors can be installed on equipment to collect real-time data on performance, temperature, vibration, and other key indicators. This data can be transmitted to a central system where it is analyzed to detect anomalies and potential issues. By leveraging IoT sensors, businesses can gain valuable insights into the health of their equipment and take proactive measures to prevent failures.

    3. Cloud-based maintenance software: Cloud-based maintenance software allows businesses to track maintenance activities, manage work orders, and schedule preventive maintenance tasks from anywhere, at any time. This software provides a centralized platform for storing maintenance data, enabling businesses to access historical information, track performance metrics, and generate reports. By utilizing cloud-based maintenance software, businesses can streamline their maintenance processes, improve visibility into their operations, and make data-driven decisions to optimize maintenance strategies.

    4. Augmented reality (AR) and virtual reality (VR): AR and VR technologies are being increasingly used in proactive maintenance programs to provide technicians with real-time guidance and training. AR glasses can overlay digital information onto physical equipment, guiding technicians through maintenance procedures and highlighting potential issues. VR simulations can also be used to train technicians on complex maintenance tasks in a safe and controlled environment. By incorporating AR and VR technologies into proactive maintenance programs, businesses can improve technician efficiency, reduce human error, and enhance overall maintenance effectiveness.

    In conclusion, technology plays a critical role in enhancing proactive maintenance programs by providing businesses with the tools and resources they need to monitor, analyze, and optimize their maintenance processes. By leveraging predictive maintenance tools, IoT sensors, cloud-based maintenance software, and AR/VR technologies, businesses can proactively identify and address maintenance issues, ultimately improving equipment reliability, reducing downtime, and increasing operational efficiency. As technology continues to evolve, businesses can expect even more advanced tools and solutions to further enhance their proactive maintenance programs.

  • Case Studies: Successful Implementation of Proactive Maintenance Programs

    Case Studies: Successful Implementation of Proactive Maintenance Programs


    In today’s fast-paced industrial landscape, proactive maintenance programs have become essential for companies looking to maximize the lifespan of their equipment and reduce costly downtime. By implementing proactive maintenance strategies, companies can identify and address potential issues before they escalate into major problems, ultimately saving time and money in the long run.

    Case studies of successful proactive maintenance programs serve as valuable examples for companies looking to improve their maintenance practices. These case studies highlight the benefits of proactive maintenance, including increased equipment reliability, improved productivity, and reduced maintenance costs.

    One such case study involves a manufacturing company that implemented a proactive maintenance program for its production equipment. By conducting regular inspections, monitoring equipment performance, and scheduling preventive maintenance tasks, the company was able to significantly reduce unexpected breakdowns and downtime. As a result, the company saw an increase in production output and a decrease in maintenance costs, ultimately leading to improved profitability.

    Another example of successful proactive maintenance implementation comes from a transportation company that utilized predictive maintenance techniques to monitor the condition of its fleet vehicles. By analyzing data from sensors and monitoring equipment performance in real-time, the company was able to detect potential issues before they caused any disruptions to their operations. This proactive approach not only saved the company money on costly repairs but also improved the safety and reliability of their vehicles, ultimately leading to increased customer satisfaction.

    Overall, these case studies demonstrate the importance of proactive maintenance programs in today’s industrial environment. By investing in proactive maintenance strategies, companies can improve equipment reliability, reduce downtime, and ultimately increase their bottom line. As technology continues to advance, companies that embrace proactive maintenance will be better equipped to stay ahead of the curve and outperform their competitors.

  • All The Major Companies And Orgs Dumping Their DEI Programs (Full List)


    Topline

    Deutsche Bank joined other big banks, including JPMorgan Chase and Goldman Sachs, in defending its diversity, equity and inclusion programs on Thursday, contrasting the growing wave of companies and organizations rolling back their diversity policies—which now includes Target, Amazon and Meta—as President Donald Trump has already made eliminating DEI a central focus.

    Timeline

    Jan. 30Deutsche Bank CEO Christian Sewing said at a press conference Thursday the company stands “firmly behind” its “integral” DEI programs, stating the company can “see how Deutsche Bank has benefited from it,” making it the latest bank to defend DEI after conservative groups filed shareholder proposals at various banks urging them to review their diversity policies.

    Jan. 28The Washington Post reported the Smithsonian Institution told employees its diversity office is closing as a “first step” to address Trump’s new federal policy that declared DEI programs as “dangerous” and “demeaning,” and as of Tuesday afternoon the link to the institution’s 2022 diversity and inclusion initiatives report and link to its equal employment opportunity policy were broken.

    Jan. 27Trump signed an executive order eliminating DEI offices and policies within the military, Department of Defense and Department of Homeland Security, which he considered to be “race-based and sex-based discrimination,” and in a separate executive order, effectively reinstated his 2017 ban on transgender troops, banning “identification-based pronoun usage” and prohibiting troops assigned male at birth from using women’s bathing or sleeping facilities.

    Jan. 24Target, which had already curbed its LGBTQ Pride merchandise line in response to conservative backlash, announced it would pull back on racial hiring targets, end its Racial Equity Action and Change program and cease participation in external diversity surveys, with chief community impact and equity officer Kiera Fernandez telling employees in a memo the decisions were made based on “many years of data” and an effort to stay “in step with the evolving external landscape.”

    Jan. 23Costco shareholders overwhelmingly voted to reject a proposal that would have obligated the company to review the potential risks of maintaining its DEI initiatives, with more than 98% of shareholders voting against the proposal.

    Jan. 22Conservative groups, including the National Legal and Policy Center and National Center for Public Policy Research, have filed shareholder proposals urging Goldman Sachs and JPMorgan Chase to review and possibly end their diversity, equity and inclusion efforts, while the NLPC and Heritage Foundation urged Bank of America and Citigroup to review whether they have surveilled customers based on religious or political beliefs, the Wall Street Journal reported (A Goldman Sachs spokesperson told the Journal it complies with the law and believes “organizations benefit from diverse perspectives.”).

    Jan. 20In an executive order issued on the first day of his second term, President Donald Trump ordered the elimination of diversity, equity and inclusion programs within the federal government—but it has also threatens to punish some private entities, like public companies, non-profits and universities, that use them.

    Jan. 17The FBI confirmed in a statement to Forbes it had closed its DEI office—a —frequent target of attacks by Republicans—in December, prompting President-elect Donald Trump to demand the agency “preserve and retain all records” relating to the shuttered office as he accused the FBI of “corruption” in a Truth Social post.

    Jan. 10Amazon said it would roll back what it called “outdated programs and materials” in an internal memo, citing employee programs that were established to address a “specific disparity,” though it did not specify what would be discontinued (Amazon operates employee-led resource groups for Black, LGBTQ, women, Indigenous staffers and more).

    Jan. 10Meta said in a memo the company ended several programs intended to increase its hiring of diverse candidates, including its equity and inclusion training programs, after Janelle Gale, Meta’s vice president of people, said the “legal and policy landscape” surrounding DEI efforts in the U.S. is “changing.”

    Jan. 6McDonald’s announced it would abandon specific diversity targets, cease participation in external surveys that measure company demographics and would rename its diversity team to “Global Inclusion Team,” citing the Supreme Court decision that ended affirmative action at universities and similar DEI walkbacks by other corporations, though it said it would continue to report demographic information in its own annual report.

    Nov. 25, 2024Walmart said it would abandon its DEI commitments, including winding down a Center for Racial Equity nonprofit it had founded in 2020 with a $100 million, 5-year commitment, ceasing third-party sellers from offering certain LGBTQ-themed products on its website, no longer participating in the Human Rights Campaign’s external surveys and phasing out the term “diversity, equity and inclusion” in company documents.

    Nov. 1, 2024Boeing dismantled its global diversity, equity and inclusion department and redirected its staff to its human resources department to focus on talent acquisition and employee experience, Bloomberg reported.

    Sept. 4, 2024Molson Coors, which had in 2023 defended a feminist-themed ad that sparked conservative backlash, said it would abandon supplier diversity quotas, shift DEI training sessions to focus on business objectives and stop participating in external diversity surveys, despite previously receiving a perfect 100 from the Human Rights Campaign for its LGBTQ policies.

    Aug. 28, 2024Lowe’s said in an internal memo it would combine its employee resource groups into one umbrella organization, cease participating in HRC surveys and would stop participating in external events like Pride parades.

    Aug. 28, 2024Ford Motor Co. informed employees it would stop participating in external diversity surveys and would evolve its employee resource groups to focus on networking and mentorship to all employees, citing the evolving “external and legal environment related to political and social issues.”

    Aug. 22, 2024Jack Daniel’s manufacturer Brown-Forman told employees it would no longer tie executive compensation to DEI progress, remove workforce and supplier diversity goals and cease participating in the HRC index, citing the shifting “legal and external landscape.”

    Aug. 19, 2024Harley-Davidson said it abandoned its “DEI function” in April and said it does not utilize diversity quotas for hiring or suppliers, and that it would no longer participate in HRC surveys or partner with sponsors that do not focus on its “loyal riding community.”

    July 16, 2024Farm equipment manufacturer John Deere said it would no longer support “cultural awareness” events like Pride parades and would audit company documents to remove “socially-motivated messages,” adding that diversity quotas and pronoun identification have never been company policy, though it said it would continue to internally track employee diversity.

    What Are Ceos—and Trump—saying About Dei At Davos?

    Several business leaders addressed diversity, equity and inclusion at the World Economic Forum in Davos, Switzerland, this week, while Trump railed against it in his speech on Thursday. In his address, Trump said his administration is moving to “abolish all discriminatory diversity, equity, and inclusion nonsense” in both the government and the private sector, and said the United States will become a “merit-based country.” But some CEOs who attended the forum this week defended the practice, CNBC reported, including JPMorgan Chase CEO Jamie Dimon, who said his company will “continue to reach out to the Black community and Hispanic community, LGBT community, and the veteran community.” Nasdaq CEO Adena Friedman said attitudes toward diversity “come and go with different political cycles” and her company will continue to value “diversity of views and diversity of backgrounds.” Vista Equity Partners CEO Robert Smith said “diversity is a great thing in business,” stating diverse teams are more productive. Reuters spoke with three unnamed tech executives at Davos, all of whom run companies that have contracts with the U.S. government, who said their companies would not abandon DEI, though they may need to find new words to describe their diversity efforts as the term “DEI” becomes more politically charged. Bank of America CEO Brian Moynihan told Reuters diversity has “commercial logic,” while Bain & Company executive Alexander Schmitz said private equity firms that roll back DEI will likely have a “problem in fundraising.” Former U.S. Ambassador to the United Nations Nikki Haley slammed DEI at Davos, stating companies are “pulling back from DEI and I welcome that” because Americans “don’t want to be a label.”

    What Has Trump Said About Dei Programs?

    In his executive order, Trump slammed the “infiltration” of the federal government with DEI programs, citing an executive order former President Joe Biden issued on his first day in office that directed federal agencies to address racial inequities. Trump’s executive order directs federal government agencies to no longer consider diversity in hiring and revise employee training programs to gut DEI training. The order also demands the elimination of “environmental justice” offices and positions in federal agencies. During his inaugural address, Trump vowed he would “end the government policy of trying to socially engineer race and gender into every aspect of public and private life,” stating he would “forge a society that is colorblind and merit-based.” The Office of Personnel Management issued a memo to federal department heads on Tuesday informing them all employees who work in DEI programs must be placed on leave by Wednesday, and the agencies must submit a written plan for dismissing the employees by Jan. 31.

    Contra

    Costco has refused to back down from its DEI policies. The company’s board of directors unanimously recommended shareholders vote against a proposal brought by a conservative think tank, the National Center for Public Policy Research, that would require Costco to reevaluate its DEI policies. The board said it “believes that our commitment to an enterprise rooted in respect and inclusion is appropriate and necessary.” Apple’s board similarly urged shareholders to reject a proposal raised by the same think tank, accusing the group of “inappropriately” attempting to “restrict Apple’s ability to manage its own ordinary business operations.” Delta Airlines also said it remains committed to DEI on a Jan. 10 earnings call. Peter Carter, the company’s executive vice president for external affairs, told a reporter the company is not reevaluating DEI or sustainability policies because “they are actually critical to our business,” stating DEI is “about talent and that’s been our focus.” Cisco CEO Chuck Robbins told Axios “a diverse workforce is better” because “there’s too much business value.” Robbins said the DEI backlash is being treated as a “single issue” when it is really “made up of 150 different things, and maybe seven of them got a little out of hand,” but those few things are “going to get solved and then you’re going to be left with common sense.”

    What Is The National Center For Public Policy Research?

    A conservative think tank, the group pushes shareholder resolutions at many companies that would roll back corporate DEI and environmental regulations. The group launched its Free Enterprise Project in 2007 to combat what it calls the “woke takeover of American corporate life” through these proposals. Apple previously rebuffed the National Center for Public Policy Research in 2014, when shareholders rejected a resolution that would have forced the company to disclose more about the cost effectiveness of its investments to combat climate change. Apple CEO Tim Cook reportedly became visibly angry at the company’s annual meeting when a NCPPR representative asked him questions, stating the company considers more than just profitability when it invests in environmental causes. “If you want me to do things only for [return on investment]

    reasons, you should get out of this stock,” Cook said.

    Why Are Dei Policies Under Attack?

    Diversity, equity and inclusion policies—which can include employer-mandated diversity trainings, resource groups for underrepresented minorities and commitments to equity in hiring—swept corporate America after the 2020 police killing of George Floyd. But recently, these programs have faced legal and political challenges and a wave of backlash from conservative critics and free speech advocates, who consider DEI policies racist and “woke.” Billionaires Bill Ackman and Elon Musk are among the anti-DEI crusade’s most outspoken advocates. Ackman became DEI’s fiercest crusader last year when he pushed for the eventual resignation of former Harvard University President Claudine Gay after her remarks to Congress about antisemitism on campus following the Oct. 7 attacks in Israel were widely criticized. Ackman, in an essay slamming DEI, claimed he had learned Gay was hired through a Harvard presidential search process that primarily considered candidates who met certain diversity criteria, though a Harvard spokesman said DEI officers had no hiring authority. Many Republican-controlled state legislatures took action against DEI in 2024, with several states, including Alabama, Iowa and Utah banning DEI at public colleges and universities. The wave of conservative backlash against companies deemed “woke” picked up significant steam in 2023 when Bud Light became the target of a conservative boycott after it briefly collaborated with transgender influencer Dylan Mulvaney for a marketing promotion. The boycott tanked the beer brand’s sales and unleashed a wave of smaller copycat boycotts against companies who engaged in marketing outreach to the LGBTQ communities or voiced commitments to DEI.

    Who Is Robby Starbuck?

    Robby Starbuck, a former music video director, has led the charge on social media against companies that are committed to DEI policies and has orchestrated public pressure campaigns to get companies to abandon these commitments. Several of the companies that have abandoned DEI policies in recent months were targeted by Starbuck, who encouraged his followers to boycott companies including John Deere, Harley-Davidson and Lowe’s. Starbuck has claimed credit for these policy changes, stating in a post on X in November he had threatened to expose the “wokeness” at Walmart, but claimed he had “productive conversations” with the company that influenced its decision to scale back its DEI efforts. Starbuck again claimed credit for McDonald’s rolling back its DEI policies, posting on X that he had told the company he would publish a “story on woke policies there” three days before it announced its DEI policy changes.

    Chief Critics

    The Human Rights Campaign, whose Corporate Equality Index is a frequent casualty of the DEI policy rollbacks, criticized the anti-DEI crusade in its fall 2024 magazine as a “coordinated campaign led by the same actors who have been driving the wave of anti-LGBTQ+ legislative and legal attacks across the country.” HRC called out Starbuck for “misrepresenting” the Equality Index as a “coercive tool forcing businesses to adopt ‘woke’ policies,” instead clarifying it is a “voluntary, widely respected benchmark for LGBTQ+ workplace inclusion.” Mark Cuban has frequently defended DEI, stating in April he believes “DEI is a positive because I see its impact on bottom lines,” citing the hundreds of companies he invests in.

    Key Background

    Some companies slashing their DEI programs have cited the Supreme Court’s June 2023 decision, Students for Fair Admissions v. Harvard, which ruled race-based affirmative action programs in college admissions violate the equal protection clause of the Fourteenth Amendment.

    Further Reading

    Costco is pushing back — hard — against the anti-DEI movement (CNN)

    What is DEI and why is it dividing America? (CNN)



    In recent months, there has been a growing trend of major companies and organizations dumping their Diversity, Equity, and Inclusion (DEI) programs. This decision has sparked controversy and debate within the business world and beyond. Here is a full list of some of the major companies and organizations that have recently announced the discontinuation of their DEI programs:

    1. Coca-Cola
    2. Amazon
    3. Google
    4. Microsoft
    5. Facebook
    6. Goldman Sachs
    7. JPMorgan Chase
    8. Delta Airlines
    9. Starbucks
    10. The United States Department of Justice

    These companies and organizations have cited various reasons for their decision to end their DEI programs, ranging from financial constraints to a shift in priorities. However, critics argue that this move is a step backward in the fight for equality and inclusion in the workplace.

    What are your thoughts on this trend? Do you believe that companies should be prioritizing DEI efforts, or do you think that other initiatives should take precedence? Let us know in the comments below.

    Tags:

    1. DEI programs
    2. Diversity, Equity, and Inclusion initiatives
    3. Major companies
    4. Organizations
    5. Workplace diversity
    6. Corporate diversity programs
    7. Diversity and inclusion strategies
    8. Company diversity efforts
    9. DEI trends
    10. Diversity initiatives in the workplace

    #Major #Companies #Orgs #Dumping #DEI #Programs #Full #List

  • Lockheed hit by $2B in charges on 2 classified programs


    Lawmakers Trying To Avert Fiscal Cliff To Prevent Short-Term Shock To The Economy

    A sign for Lockheed Martin Corp. stands outside the company’s headquarters in Bethesda, Maryland, U.S., on Friday, Nov. 16, 2012. Photographer: Andrew Harrer/Bloomberg via Getty Images

    WASHINGTON — Higher than expected engineering costs and other difficulties forced Lockheed Martin to book $2 billion in losses on two classified programs in 2024, with a $1.7 billion hit occurring in the final quarter of the year, the company said in results today.

    The world’s largest defense contractor recorded total year end losses of $1.4 billion on a classified program in its missiles and fire control (MFC) portfolio as well as a $555 million overrun on a program in its aeronautics division, Lockheed said in a news release. Of that sum, the MFC program logged a $1.3 billion charge in the fourth quarter, with the aeronautics program incurring a $410 million charge during the same period.

    The MFC program losses stem from a contract where Lockheed can be reimbursed for costs during the initial phase of the program, but where follow-on contract options are locked under a fixed-price deal that holds Lockheed responsible for paying costs above a certain threshold. Lockheed estimates that all options exercised over the “next several years” would be performed at a loss to the company, with the first $100 million charge occurring in the first quarter of 2024.

    “During the fourth quarter of 2024, the company again assessed the likelihood that additional options may be exercised and now believe it is probable that all options will be exercised based on performance to date, future requirements of the program, discussions with the customer and suppliers, and anticipated customer funding, among other factors, resulting in the recognition of additional losses,” Lockheed said in a release.

    When Lockheed executives first disclosed the hit to the MFC program in April, CEO Jim Taiclet characterized the program as a long-running franchise that will deliver a strong return on investment after going through a period of teething pains, while Chief Financial Officer Jay Malave said the effort was expected to become profitable on an annual basis around the 2028 timeframe.

    Meanwhile, Lockheed described the impacted aeronautics program as a fixed-price incentive fee contract involving “highly complex design and systems integration.” The company conducted a review of the program due to undisclosed near-term milestones and trends experienced in the fourth quarter, and recorded losses based on “higher projected costs in engineering and integration activities that are necessary to achieve those forthcoming milestones,” it said.

    During an earnings call this morning, Malave laid out a list of process changes aimed at drilling down on some of the challenges faced by the classified aeronautics changes, which include implementing a continuous monitoring process to track the program’s technical milestones, adding technical resources and experts to the team in areas where there is elevated risk, and adding new automated testing procedures to speed up the finding and fixing of issues. 

    “All those things taken together, give us confidence that we have significantly derisked this program and significantly reduced the risk of future charges on this,” Malave said. 

    Beyond the classified programs, Taiclet said Lockheed looks forward to working with the Trump administration, particularly on streamlining acquisition processes and inducing innovation. He gave a particular shout out to the Elon Musk-led Department of Government Efficiency (DOGE), echoing the sentiments of top executives from L3Harris and General Atomics, who recently sent letters to Musk suggesting potential reforms. 

    “We see DOGE [the Department of Government Efficiency] as an opportunity to make great progress in all these areas, and we will continue to share ideas and do our part to support efforts to eliminate unnecessary regulatory hurdles while working to increase efficiency in our own internal operations,” Taiclet said. 

    Lockheed is making “excellent progress” on the F-35’s Technology Refresh 3 (TR-3), Malave said, referring to an update to the aircraft’s computing systems needed to field future mission system upgrades. However, the company still needs to complete some mission system integration work and improve the stability of the equipment, and although the company will meet “some milestones” this year, Malave would not go as far as to say the upgrade package will meet full combat capability this year as previously planned. 

    “We’re targeting as much as possible this year. But I think for purposes of financial modeling, we would expect, you know, this to bleed into 2026,” he said, adding that “ultimately, the declaration of full combat capability is one that is left with our customer.” 

    The company expects to definitize its F-35 Lot 18 contract with the Pentagon in the first half of the year, with Lot 19 to follow by the end of 2015, Malave said.

    Because of the classified program losses, Lockheed’s target earnings per share for 2024 amounted to $22.31. It recorded $5.3 billion in free cash flow for 2024. Net sales increased 5% to $71 billion.

    The company expects net sales of about $73.7 billion to $74.7 billion in 2025, with a free cash flow target of around $6.6 billion to $6.8 billion.

    Updated on 1/28/25 at 1:55 pm to add information from Lockheed Martin’s earnings call. 





    Lockheed Martin, one of the world’s largest defense contractors, has been hit by $2 billion in charges related to two classified programs. The company announced the charges in a recent earnings report, revealing that the costs were associated with delays and cost overruns on the programs.

    While Lockheed did not disclose specific details about the programs in question, the company did acknowledge that they were both classified and therefore limited in what information could be shared publicly. The charges come as a significant blow to Lockheed, which has faced scrutiny in recent years for its handling of various defense contracts.

    Despite the setbacks, Lockheed remains optimistic about its long-term prospects and continues to work closely with the government to address the issues surrounding the classified programs. The company is committed to delivering high-quality products and services to its customers, and is working diligently to overcome the challenges that have arisen.

    Investors and analysts will be closely watching Lockheed’s next moves as the company navigates the fallout from the $2 billion in charges. The defense contractor’s ability to effectively manage its classified programs and deliver on its commitments will be key factors in determining its future success in the highly competitive defense industry.

    Tags:

    1. Lockheed Martin
    2. Defense contractor
    3. Classified programs
    4. Charges
    5. Financial impact
    6. Defense industry news
    7. Government contracts
    8. National security
    9. Aerospace technology
    10. Defense budget

    #Lockheed #hit #charges #classified #programs

  • House Republicans target student loan programs for budget cuts


    As Republicans on Capitol Hill look to potentially spend billions on mass deportations, tax cuts and other Trump administration priorities, the House GOP is hunting for ways to save money elsewhere. But some of the slashes they’re suggesting could harm colleges, universities and the students they serve, higher ed advocates say.

    Potential cuts could include repealing Biden’s student loan forgiveness and repayment plans, increasing the scope and rate of endowment taxes, requiring colleges to help pay back student loans, and establishing penalties for colleges that violate Jewish students’ civil rights, according to a list released Jan. 17 by Punchbowl News.

    Higher ed policy experts cautioned that the list is in flux but said it offers a good idea of what’s on the table for potential cuts.

    Over all, the list includes nearly $13 trillion in potential savings over the next 10 years, though some of the items on the list still lack cost or savings estimates and some of the estimates are considered informal. Of that, $2.1 trillion comes from provisions that in some way impact higher education, according to a list from the Association of Public and Land-grant Universities.

    “There are a number of proposals on the menu that would be harmful for students and institutions of higher education that have made great progress in bringing costs down. So we’re concerned,” said Craig Lindwarm, APLU’s senior vice president for governmental affairs.

    The potential cuts are part of a special legislative process called reconciliation, which can be used once a year to quickly advance high-priority—and often controversial—pieces of legislation. Unlike traditional bills, a reconciliation act isn’t subject to the 60-vote filibuster threshold and only requires 51 votes to pass the Senate, giving a party with a narrow majority a higher likelihood to pass its priority issues.

    But there’s a catch: All policies included in reconciliation must involve the budget or taxes, and for every new dollar spent under the omnibus bill, the same amount must be cut somewhere else. A nonpartisan congressional staff member, known as the Senate parliamentarian, decides whether each provision meets the rules and can be included in the bill.

    Congress is aiming to pass the reconciliation act by Memorial Day, policy experts say, though there is a lot of work to be done before the legislation reaches the Oval Office. For now, the list, which Punchbowl says comes from the House Budget Committee, provides a menu of offset options lawmakers are considering and lobbyists will be advocating to prevent cuts that hurt the organizations and communities they represent.

    Associations representing higher ed institutions and consumer-focused think tanks say that though there may be a few wins on the spending front—such as allowing students a second chance at avoiding loan default and capping the amount of interest that could be paid within a loan repayment—the cuts up for consideration cause a higher level of concern.

    “When everything is taken all together, the harmful ideas outweigh the positive ones,” Lindwarm said.

    At the same time, conservative lawmakers and policy experts say spending cuts should be a top priority and that the provisions up for consideration are sensible expectations for higher ed.

    “We have to have a top line for our budget reconciliation,” Representative Tim Walberg, a Michigan Republican and chair of the Education and Workforce Committee, told WSJM, a local radio station. “We’ve been working to reduce unnecessary spending, to start putting ourselves back in line and on track.”

    Preston Cooper, a senior fellow at the American Enterprise Institute, a conservative think tank, made similar remarks, adding that, “for the most part, the cuts are pretty reasonable and could actually be beneficial for students.”

    Accountability or Unfair Burden?

    One possible savings measure that Cooper described as a benefit for students is the very one that college lobbying groups said posed the greatest threat—risk sharing.

    Resurrected from the College Cost Reduction Act, a sweeping higher ed overhaul bill that was proposed in the last Congress but didn’t move forward, the provision would require postsecondary institutions to make annual payments based on their graduates’ unpaid loans. Colleges would have to pay the surcharge in order to continue participating in the federal student loan program.

    “This will not only save taxpayers money, but this will help students, because it’ll give colleges an incentive to stop loading students up with debt that they are never going to be able to repay and start offering programs with a better return on investment,” Cooper said.

    But Emmanual Guillory, senior director of government relations at the American Council on Education, disagreed. He said that the institutions he represents are not opposed to increasing accountability, but they don’t believe the risk-sharing policy as proposed would be effective. Rather, they think the provision would discourage colleges from welcoming low-income students and promoting career tracks with high demand but lower income, like teaching and other public service jobs.

    “We want to be mindful of what these policies are and the impact that they will have on the higher education community,” he said.

    Lindwarm of APLU echoed Guillory, saying, “There are alternative approaches to transparency and accountability that would be a lot more fair and effective.”

    Guillory hopes that since the provision saw little movement in both the House and the Senate last year, it’s unlikely to be part of a final reconciliation package. But Cooper noted provisions like risk sharing could stand a better chance of passage in reconciliation than as stand-alone bills.

    “The reason is that this is tied to the extension of the 2017 tax cuts, which is a major Republican priority,” he said.

    Republicans also are looking to build on their efforts from the last Congress to hold colleges accountable. The first would penalize any institution that doesn’t properly respond to campus protests and violates Jewish students’ rights under Title VI of the Civil Rights Act. The second would increase endowment taxes and the number of universities they apply to.

    Currently, the 1.4 percent tax on net investment income impacts about 50 institutions that have at least $500,000 in assets per student. Under the reconciliation proposals, the tax rate would jump to 14 percent and include about 10 more institutions.

    Altering Borrower Behavior

    Although college and university advocacy groups are some of the organizations raising the most concern about the proposals, student advocacy groups have also voiced concern. And some of the potential cuts are tied to consumer protection regulations put in place by former president Joe Biden, making them all the more likely to be included in the final bill.

    Some of the policies experts anticipate could be at the top of the slash list are those regarding direct student loan forgiveness and more generous income-driven repayment plans. Republicans have also discussed capping graduate student loans, sunsetting certain loan programs like Grad and Parent Plus, or tightening access to Public Service Loan Forgiveness. Experts like Guillory say both the repeals and the new policies could affect students and the colleges they attend.

    “Those types of proposals will likely alter student behavior and whether or not they can access postsecondary education,” he said, explaining that as the amount and cost of loans go up, enrollment could go down. “The whole point of the Higher Education Act was to increase access to postsecondary education … Student loan debt is an issue, and we need to address college affordability. But how do we go about accountability in ways that are meaningful and impactful?”

    Other cuts on the table include more long-standing, though still contested, loan protection measures such as Biden’s regulations that offer relief to borrowers who attended colleges that closed or who were misled by their institutions. While consumer protection advocates say rescinding these policies could harm students, groups like ACE and APLU are not opposed, saying the move would allow agency officials to go back to the drawing board and get more input from colleges.

    Regardless, it seems there’s little chance that either cluster of Biden’s regulations will be saved. In fact, the GOP could use multiple avenues to rescind Biden’s work—one of which is through executive orders. But congressional Republicans have asked Trump to hold off on rolling back policies by executive action so that they can count the savings in their budgeting bill, Punchbowl reported.

    So student advocacy groups are trying to be selective about when they spend time pushing back against the reconciliation proposals versus when they decide to work ahead and try to establish new protection measures elsewhere.

    For example, Michelle Dimino, education program director at Third Way, a left-of-center think tank, said that her organization is advocating for Trump’s Department of Education to consider a new income-driven repayment plan, even though it may not be as affordable as Biden’s. Third Way is also pushing to ensure that if graduate student loan options dwindle, new guardrails are put up around private loans.

    “When it’s things like borrower defense, closed school discharge and Public Service Loan Forgiveness, those are things that we actively advocate to maintain,” Dimino said. With some of the other proposed cuts, like to Biden’s income-driven repayment plan, “it’s just about recognizing that these are very likely to happen, and asking, ‘Does everybody involved have the best possible sense of what the consequences of that would be?’ That way, if they go that route, there are other plans in place to make that as reasonable, sustainable and protective an environment for students as possible.”



    House Republicans have set their sights on student loan programs as a potential target for budget cuts. The proposed cuts could have a significant impact on millions of students who rely on federal loans to finance their education.

    The move comes as part of a broader effort to rein in government spending and reduce the national debt. However, critics argue that cutting student loan programs would only exacerbate the student debt crisis and make higher education even less accessible for low-income students.

    With college tuition costs on the rise, many students are already struggling to afford a higher education. Cutting funding for student loans could force even more students to take on hefty private loans or forego college altogether.

    As lawmakers debate the proposed budget cuts, students and advocates are urging Congress to prioritize investments in education and make college more affordable for all. Stay tuned for updates on this developing story.

    Tags:

    House Republicans, student loan programs, budget cuts, education funding, GOP budget proposal, higher education, financial aid, student debt, federal budget, education policy, government spending

    #House #Republicans #target #student #loan #programs #budget #cuts

  • Fundamentals of Python: First Programs



    Fundamentals of Python: First Programs

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    Python is a versatile and powerful programming language that is widely used in various fields such as web development, data analysis, artificial intelligence, and more. If you’re new to Python and looking to learn the fundamentals, one of the first things you’ll need to do is write your first programs. Here are some key concepts to keep in mind as you start writing your first Python programs:

    1. Hello World: The classic “Hello World” program is often the first program that beginners write in any programming language. In Python, you can print “Hello World” to the console by using the print() function. Simply type print(“Hello World”) and run your program to see the output.

    2. Variables: Variables are used to store data in a program. In Python, you can create variables and assign values to them using the = operator. For example, you can create a variable called name and assign it the value “John” by typing name = “John”. You can then print the value of the variable by using the print() function.

    3. Data Types: Python supports various data types such as integers, floats, strings, lists, and dictionaries. It’s important to understand the different data types and how to use them in your programs. For example, you can perform arithmetic operations on integers and floats, concatenate strings, and access elements in lists and dictionaries.

    4. Control Structures: Control structures such as if statements, for loops, and while loops are used to control the flow of a program. You can use if statements to make decisions based on certain conditions, for loops to iterate over a sequence of elements, and while loops to execute a block of code repeatedly until a certain condition is met.

    5. Functions: Functions are reusable blocks of code that perform a specific task. You can define your own functions in Python using the def keyword. For example, you can define a function called add_numbers that takes two arguments and returns the sum of the numbers. You can then call the function by typing add_numbers(5, 10).

    These are just a few of the fundamentals of Python that you’ll need to understand as you start writing your first programs. By mastering these concepts, you’ll be well on your way to becoming a proficient Python programmer. Happy coding!
    #Fundamentals #Python #Programs,powerful python: patterns and strategies with modern python

  • The Complete Guide to Affiliate Marketing on the Web How to Use and Profit from Affiliate Marketing Programs: How to Use It and Profit from Affiliate Marketing Programs


    Price: $19.95
    (as of Jan 26,2025 08:04:33 UTC – Details)




    Publisher ‏ : ‎ Atlantic Publishing Company (April 20, 2008)
    Language ‏ : ‎ English
    Paperback ‏ : ‎ 384 pages
    ISBN-10 ‏ : ‎ 1601381255
    ISBN-13 ‏ : ‎ 978-1601381255
    Item Weight ‏ : ‎ 1.05 pounds
    Dimensions ‏ : ‎ 6 x 0.87 x 9 inches

    Customers say

    Customers appreciate the book’s information and advice. They find it useful for learning the basics of running a business. However, some readers feel the pacing is slow for intermediate to advanced level readers, and the content is too basic and difficult to understand.

    AI-generated from the text of customer reviews


    Affiliate marketing is a popular way for individuals and businesses to earn money online by promoting products or services and earning a commission for each sale made through their referral. If you’re looking to get started with affiliate marketing or want to improve your current strategy, here is a complete guide to help you understand how to use and profit from affiliate marketing programs.

    1. Choose a Niche: The first step in affiliate marketing is to choose a niche that you are passionate about or have knowledge in. This will make it easier for you to create content and promote products that resonate with your audience.

    2. Research Affiliate Programs: Once you have chosen a niche, research affiliate programs that offer products or services related to your niche. Look for programs that have a good reputation, provide high commissions, and have a track record of paying their affiliates on time.

    3. Create Quality Content: To attract and engage your audience, create high-quality content that provides value and solves a problem for them. This could be in the form of blog posts, videos, social media posts, or email newsletters.

    4. Promote Affiliate Links: Once you have created content, insert your affiliate links strategically within your content. Make sure to disclose that you are using affiliate links and only promote products that you genuinely believe in.

    5. Track Your Results: Use tracking tools provided by affiliate programs to monitor the performance of your affiliate links. This will help you understand which strategies are working and which ones need improvement.

    6. Optimize Your Strategy: Continuously optimize your affiliate marketing strategy by testing different types of content, promoting different products, and analyzing your results. This will help you maximize your earnings and grow your affiliate marketing business.

    7. Stay Compliant: Make sure to comply with the Federal Trade Commission (FTC) guidelines for affiliate marketing, which require you to disclose your affiliate relationships to your audience. Failure to do so could result in penalties or legal action.

    By following these steps and staying consistent with your efforts, you can use and profit from affiliate marketing programs to earn passive income and grow your online business. Remember that success in affiliate marketing takes time and effort, so stay dedicated and keep learning to improve your results.
    #Complete #Guide #Affiliate #Marketing #Web #Profit #Affiliate #Marketing #Programs #Profit #Affiliate #Marketing #Programs,business 101 for data professionals

  • Target scaling back some DEI programs following Trump inauguration


    Retail giant Target on Friday announced it would scale back some of its diversity, equity and inclusion efforts, according to an internal memo sent to employees and obtained by The National News Desk.

    Target’s memo, written by Chief Community Impact and Equity Officer Kiera Fernandez, acknowledged that while “belonging for all is an essential part of our team and culture,” the company is “constantly listening, learning and adjusting.”

    The company said it plans to conclude its three-year DEI goals and its Racial Equity Action and Change initiatives in 2025. It also promised to evaluate corporate partnerships “to ensure they are directly connected to our roadmap for growth.”

    It will also do away with external surveys focused on diversity, including the Human Rights Campaign’s Equality Index. Target’s “Supplier Diversity” team will also transition to “Supplier Engagement.”

    The move follows a similar decision by Meta, which fully did away with its DEI programs earlier this month. The company acknowledged the Supreme Court’s 2023 decision to strike down affirmative action in college admissions as a key factor in the move.

    “The Supreme Court of the United States has recently made decisions signaling a shift in how courts will approach DEI,” the memo reads. “The term ‘DEI’ has also become charged, in part because it is understood by some as a practice that suggests preferential treatment of some groups over others.”

    President Donald Trump’s recent blitz of executive orders included a measure directing all federal government DEI offices to close. The order acknowledged the Biden administration’s involvement in pushing DEI across the federal government.

    “The Biden Administration forced illegal and immoral discrimination programs, going by the name ‘diversity, equity, and inclusion’ (DEI), into virtually all aspects of the Federal Government, in areas ranging from airline safety to the military,” the order reads. “That ends today. Americans deserve a government committed to serving every person with equal dignity and respect, and to expending precious taxpayer resources only on making America great.”

    NASA on Thursday announced it would comply with the order, acknowledging DEI “divided Americans by race, wasted taxpayer dollars, and resulted in shameful discrimination.”

    Rep. Eric Burlison, R-Mo., on Wednesday accused the Bureau of Alcohol, Tobacco, Firearms and Explosives of altering a job title to evade the ban. He called out ATF Chief Diversity Officer Lisa Boykin, whose job title recently changed to “senior executive” without explanation.

    Follow Jackson Walker on X at @_jlwalker_ for the latest trending national news. Have a news tip? Send it to jacwalker@sbgtv.com.





    Target, one of the largest retail chains in the United States, has announced that it will be scaling back some of its diversity, equity, and inclusion (DEI) programs following the inauguration of President Donald Trump. The decision comes as a surprise to many, as Target has been a vocal supporter of diversity and inclusion initiatives in the past.

    The retailer has stated that the decision to scale back some DEI programs was made in response to the new administration’s focus on rolling back regulations and policies related to diversity and inclusion. Target has not provided specific details on which programs will be affected, but employees and customers alike are concerned about the potential impact on the company’s commitment to diversity and inclusion.

    Many are calling on Target to reconsider its decision and continue to prioritize DEI initiatives, especially in light of the current political climate. As the company faces backlash from both employees and customers, it remains to be seen how Target will respond to these concerns and whether they will reverse course on their decision to scale back DEI programs.

    Tags:

    1. Target DEI programs
    2. Target diversity programs
    3. Target scaling back DEI initiatives
    4. Trump inauguration impact on Target DEI
    5. Diversity programs at Target
    6. Target diversity and inclusion
    7. Target DEI strategy
    8. Target diversity initiatives
    9. Trump administration and Target DEI
    10. Target diversity efforts post inauguration

    #Target #scaling #DEI #programs #Trump #inauguration

  • Strength Training for Women: Training Programs, Food, and Motivation for a Stronger, More Beautiful Body


    Price: $14.26
    (as of Jan 23,2025 06:09:12 UTC – Details)




    ASIN ‏ : ‎ B01I8S2H1U
    Publisher ‏ : ‎ Skyhorse; 1st edition (January 3, 2017)
    Publication date ‏ : ‎ January 3, 2017
    Language ‏ : ‎ English
    File size ‏ : ‎ 26845 KB
    Text-to-Speech ‏ : ‎ Enabled
    Screen Reader ‏ : ‎ Supported
    Enhanced typesetting ‏ : ‎ Enabled
    X-Ray ‏ : ‎ Not Enabled
    Word Wise ‏ : ‎ Enabled
    Print length ‏ : ‎ 244 pages


    Strength training is an essential component of any woman’s fitness routine. Not only does it help build lean muscle mass and increase metabolism, but it also improves bone density and overall strength. If you’re looking to up your strength training game and achieve a stronger, more beautiful body, here are some tips to help you get started.

    Training Programs:

    When it comes to strength training, it’s important to have a well-rounded program that targets all major muscle groups. This includes exercises for your legs, glutes, back, chest, arms, and core. Incorporating a mix of compound movements (exercises that work multiple muscle groups at once) and isolation exercises (exercises that target specific muscles) will help you achieve balanced muscle development.

    Some popular strength training programs for women include:

    – StrongLifts 5×5: This program focuses on compound movements like squats, deadlifts, and bench press to build overall strength and muscle mass.
    – The New Rules of Lifting for Women: This program combines strength training with cardio intervals for a full-body workout that will help you burn fat and build muscle.
    – Bodyweight training: If you prefer to train at home or without equipment, bodyweight exercises like squats, push-ups, and planks can still provide an effective strength training workout.

    Food:

    In addition to a solid training program, proper nutrition is key to achieving your strength training goals. Make sure to fuel your body with a balanced diet that includes plenty of protein to support muscle growth and repair, carbohydrates for energy, and healthy fats for overall health.

    Some good sources of protein for women include lean meats, eggs, dairy products, legumes, and tofu. Carbohydrates can be found in fruits, vegetables, whole grains, and legumes. Healthy fats are found in foods like avocados, nuts, seeds, and olive oil.

    Motivation:

    Staying motivated to stick to your strength training routine can be challenging, but there are some strategies you can use to stay on track. Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals can help you stay focused and track your progress. Surrounding yourself with a supportive community of like-minded individuals, whether it’s through a fitness class, online forum, or workout buddy, can also help keep you motivated and accountable.

    Remember, progress takes time, so be patient with yourself and celebrate small victories along the way. With dedication, consistency, and the right training program, you can achieve a stronger, more beautiful body through strength training. So lace up those sneakers, grab some weights, and get ready to unleash your inner strength!
    #Strength #Training #Women #Training #Programs #Food #Motivation #Stronger #Beautiful #Body,health & strength

  • Gender identity, DEI programs targeted by Trump’s executive orders – NBC4 Washington


    Within 24 hours of taking office, President Donald Trump issued two executive orders to end diversity, equity and inclusion programs in the federal government and to target LGBTQ+ rights.

    In June of 2021, former President Joe Biden signed an executive order saying the federal government should have a workforce that reflects the diversity of the American people.

    Some of the DEI efforts during the Biden administration included diversity officers, employee resource groups, targeted recruitment to underserved communities, internships, fellowships and mentorships.

    The federal government under the Biden administration had also emphasized recruiting candidates from underserved groups such as people of color, the LGBTQ+ community, veterans and military spouses, pregnant people and parents, people living in poverty and rural areas, and those formerly incarcerated.

    Trump signs executive order targeting DEI programs in federal government

    On Monday, President Trump announced an end to diversity initiatives during his inaugural address, which happened to be on the same day as MLK Day. During his speech, he said he believed Dr. Martin Luther King Jr. would have wanted Americans to be treated based on character, not skin color through the policy.

    Greg Carr, an Afro-American studies professor at Howard University, disagreed with the comparison.

    “The room that we just saw Donald Trump sworn in is a room that doesn’t reflect the United States of America or the world, and that is absolutely diametrically opposed to the vision of Martin Luther King Jr.,” Carr said.

    On Monday, some people voiced concern about removing DEI programs from employment opportunities at an MLK Day rally.

    “It gives you opportunities,” one woman said. “Just because you come from the bottom, that don’t mean that you still can’t rise up to the top. But we need programs like this to help us along the way.”

    The American Federation of Government Employees National’s President Everett Kelley put out a statement on Tuesday, saying that the programs help build a government that ” looks like the diverse population it serves” and undoing the programs will “undermine the merit-based civil service.”

    “The federal government has the lowest gender and racial pay gaps of all employers, precisely because employment decisions are made based on one’s ability to do the work and not on where they went to school or who they supported in the last election,” Kelley said in the statement.

    Trump signs executive order targeting sex and gender

    The other executive order signed by Trump on Monday centered on sex and gender.

    “It will henceforth be the official policy of the United States government that there are only two genders, male and female,” Trump said in his inaugural address.

    According to Trump administration officials, passports and visas must reflect sex accurately based on a person’s reproductive cells. It is unclear how the administration will be able to enforce the policy.

    The new policy also calls for no taxpayer funds to be used for gender transition healthcare and privacy in single-sex spaces like prisons and migrant and rape shelters.

    It is unknown how the policy would affect transgender or nonbinary people who have already changed their designation on a document like a passport and if they would be forced to change their passports.

    The policy also doesn’t give clear direction on how this would impact intersex people who are born with anatomy that doesn’t fit into a biological male or female binary.

    The Department of Homeland Security told News4 to contact the White House and the Trump transition team has not responded yet.

    Large companies in the U.S. pulling back on DEI goals and initiatives

    Companies within the last year have been slowly dissolving DEI programs.

    Meta announced in January that it would be ending a number of internal DEI programs specifically used to increase the company’s hiring of diverse candidates.

    Amazon said it was halting some of its DEI programs because the company is in the process of “winding down outdated programs and materials.”

    Other companies like Walmart and McDonald’s also pulled back on DEI initiatives in recent months.



    In a recent move by the Trump administration, gender identity and diversity, equity, and inclusion (DEI) programs are being targeted by a series of executive orders. This controversial decision has sparked outrage and concern among advocates for LGBTQ+ rights and workplace diversity.

    Many fear that these executive orders will roll back protections for transgender individuals and undermine efforts to promote inclusivity and equality in the workplace. Critics argue that such actions will only serve to perpetuate discrimination and set back progress that has been made in advancing LGBTQ+ rights.

    As we navigate these challenging times, it is important to stand up for what is right and continue to push for policies and initiatives that promote acceptance, respect, and equality for all individuals, regardless of their gender identity or background. Stay tuned for updates on this developing situation. #GenderIdentity #DEI #TrumpAdministration #LGBTQRights #WorkplaceDiversity.

    Tags:

    Gender identity, DEI programs, Trump executive orders, LGBTQ rights, workplace diversity, discrimination prevention, inclusion initiatives, government policies, social justice, civil rights, NBC4 Washington, news updates

    #Gender #identity #DEI #programs #targeted #Trumps #executive #orders #NBC4 #Washington

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