Posted on 08/16/2015 4:27:37 PM PDT by Isara
Because of you, it’s been another amazing week! We just wrapped up our #CruzCountry #CruzToVictory Bus Tour through seven southern states that will play a huge role in making Ted our Republican nominee for President in 2016:
Coming off of the recent Republican Presidential debate, the wind was at our backs. A recent NBC poll ran after the debate and released Sunday morning showed that Ted had jumped up to second place nationally:
But even I’ll admit, we were a little surprised at the receptions we received throughout the tour. From the debate stage in Ohio to South Carolina, Georgia, Alabama, Tennessee, Mississippi, Arkansas, and Oklahoma, at stop after stop, we had to move our events from inside to outside in fields and parking lots to accommodate the crowds of courageous conservatives that turned out to support Ted. Your showing of support was absolutely breathtaking — thank you:
The tour started in Mount Pleasant, South Carolina, on Friday, August 7th and concluded on Thursday evening in Tulsa, Oklahoma, where the atmosphere was absolutely electric. And the results were clear — the southern states that account for 356 of the 1,236 delegates needed to clinch the Republican nomination for President — the so-called “SEC” Primary states, are #CruzCountry. We look forward to continuing to build on our strong presence there to ensure we compete and win in the South!
One of the stops turned unusually personally along the way — I wanted to share the story with you. In Murfreesboro, Tennessee earlier this week, we had an unexpected and special guest — Pastor Gaylon Wiley. Many years ago, Pastor Wiley help lead Ted’s father, Rafael, to Jesus and baptized Ted when he was just eight years old. They hadn’t seen each other in years, and it was truly touching to witness the two of them reuniting. You can read about it here.
As a reminder, we are less than one week away from our Rally for Religious Liberty in Des Moines, Iowa that will have special appearances from the Newsboys as well as the Bontrager Family Singers. You won’t want to miss it — click here to RSVP to join us! If you or your church would like to host a viewing party, you may sign up for the live stream here.
Why doesn’t he take a stand one way or the other? Playing it safe? Is that what we need right now? He’s a candidate for President of the United States. In the next week I want to hear Cruz address THE WALL and all the other candidates too. The reason you guys are flip is because you don’t want this question asked or answered it would seem.
Another question Cruz needs to answer: Why does he want to secure the border before he’ll let us have a “conversation” about what happens to the illegals that are here?
Cruz needs to come out for 100 percent deportation NOW and a stop to all our current unsavory immigration policies if he plans to stay in the race.
Trump just changed the rule book again.
Cruz has a website. Why don’t you ask him?
That's a pretty lame sales pitch.
He’s your candidate. Why don’t you?
I’m not the one with the issue. You are, noob.
I love CRUZ!
But... Unless he can grab the crossover, he cannot win.
A pure constitutional conservative is the end game. Destruction of the UNIPARTY is first.
Cruz wants more skilled immigrants to take American jobs.
Cruz voted for TPP. Cruz voted for the Iran deal strategy
Both, in my opinion, are mistakes.
But he is very admirable, for sure.
GO TRUMP/GO CRUZ!!!
Immediately increase the H-1B cap by 500 percent from 65,000 to 325,000.
To truly fix our broken immigration system and take into account our nation’s economic needs, we must put more emphasis on increasing employment-based immigration. There is a current shortage of qualified high-skilled workers in the U.S., with an estimated 230,000 advanced-degree STEM jobs going unfilled by 2018.
Additionally, more H-1B workers mean more jobs for American workers – according to a study by the American Enterprise Institute, for every additional 100 H-1B workers, 183 jobs are created for U.S. citizens.
By Alan J. Kaplan
Evidence is mounting that American employers are facing a genuine, widespread and worsening gap between the skills they need and the skills the workforce possesses.
In a survey by the U.S. Chamber of Commerce, 53 percent of small-business leaders said they faced a “very or fairly major challenge in recruiting non-managerial employees.” Among last year’s Inc. 5000 CEOs, 76 percent said they were experiencing major problems recruiting qualified people.
Indicators suggest the recovering economy will exacerbate those problems. Job openings across America recently reached the highest level since 2001, and the ratio of job seekers to job openings dropped from 7:1 in 2009 to just 1.7:1 in early 2015. The Skills Gap Misery Index (SGMI) — an analysis of monthly job openings and monthly unemployment numbers — has suggested for five years that there is a serious disconnect between the skills of available workers and the skills required in job postings. What’s more, the U.S. Bureau of Labor Statistics now predicts the number of unfilled jobs in STEM (science, technology, engineering and math) fields will climb to a historic high of 1.2 million by 2018.
“We have been talking about this issue for 15 years, but we are just now hitting the pain points in the skills gap,” says Karen Clay Basile, senior director of learning at Tyco University. “Organizations are starting to actually experience the gap, and some are beginning to realize they have to engage in talent-development efforts that are much bigger and more ingrained in their
core operations.”
The world’s largest fire protection and security company, Tyco started to see across-the-board skill gaps, Basile says. So the Princeton, New Jersey-based company created its own university to heighten employee skills in four key areas: leadership and management, sales and sales management, growth and innovation, and change management.
Develop your own people
But recently, Tyco executives realized they needed to expand their training to include a fifth, crucial area — development of early career talent. “Baby boomers are starting to leave the workforce. Long-tenured, highly knowledgeable and highly skilled employees are retiring, and those departures are exposing gaps in the skills of the workforce,” Basile says.
Tyco realized it couldn’t expect to fill those gaps with highly experienced individuals. Instead, it would need to identify high-potential but less experienced people and create training sessions, mentorship programs, project-experience opportunities and other professional development offerings to accelerate their growth.
Several studies have warned that some employers are exacerbating their own skills-gap problems by doggedly searching for experienced individuals rather than hiring individuals with the right education, skills and potential, and developing those people.
Granted, not every company can afford to create its own university. But companies can ease skills gaps within their ranks by providing employees with increased professional development opportunities (an item that was cut in many budgets during the recession), beefing up mentoring programs and creating opportunities for up-and-coming talent to work on advanced projects.
Companies can further lessen the skills gap by supporting apprenticeship programs, partnerships with schools, and collective educational efforts by professional associations or business groups.
Collaborations among businesses, educators and other groups have the potential to address the country’s skills gaps. Here are a few examples of how American companies are effectively partnering with educators.
Talent pipeline management
In late 2014, the U.S. Chamber of Commerce Foundation presented a straightforward challenge (and potential solution) to American employers struggling with the skills gap: Start treating talent development the same way you handle supply chain management.
The Foundation unveiled a framework for easing the skills gap, entitled the “Talent Pipeline Management Initiative.” Stressing that “education and workforce systems in the United States are failing to keep pace with the changing needs of the economy and employers are struggling to find skilled workers,” the framework calls on employers to apply the same importance, rigor and skills used in supply-chain management to talent-pipeline management.
In particular, the framework suggests employers:
National collaboration
Since 2007, the National Fund for Workforce Solutions has fostered partnerships among employers, workers, industries, communities and philanthropies to close the skills gap. Specifically, the Fund advances and invests in innovative, evidence-based, employer-led training and credentialing programs.
The results have been impressive. A study of unemployed individuals who have earned more than 37,000 degrees and credentials in Fund-supported programs showed those individuals experienced significantly higher success rates in landing jobs, retaining jobs and earning better pay than individuals in other workforce development programs.
Partners in the schools
Realizing that business needs to take a greater role in educating America’s future workforce, Chevron and Lockheed Martin began investing millions in Project Lead the Way (PLTW) — a national nonprofit that supports STEM education in elementary, middle and high schools. The investment, company executives concurred, could help interest more children in STEM careers and eventually ease growing shortages of STEM workers in America.
The strengthened PLTW operations soon started to yield concrete, unanticipated benefits. In 2009, Toyota partnered with PLTW and some community colleges to find promising workers, provide industry-specific training and close its own skills gap. Together, the partners created the Advanced Manufacturing Technician (AMT) program — a two-year, work-study program that enables high-school graduates to earn associate degrees and get training at Toyota facilities. To date, nearly 90 percent of AMT graduates have gone on to fill skilled technician posts at Toyota. The company is so pleased with the results that it is currently expanding the AMT program throughout North America.
Alan J. Kaplan is founder and CEO of Kaplan Partners., a Philadelphia-based executive search and talent advisory firm. www.kaplanpartners.com. Contact him at alan@kaplanpartners.com.
They hate Ted Cruz. They hate him because he doesn't play their reindeer games. Ted has fought against the establishment with only a hand full of supporters in the senate and has done a brilliant job upsetting the status quo.
Two votes I've cast in my lifetime I'm most proud...Ronald Reagan and Ted Cruz. He is a constitutional conservative.
Don't be misled by all the naysayers whistling Dixie and trying to pervert Ted Cruz's message. He is the MOST conservative candidate, he understands the constitution, and he is a true statesman rather than a politician.
You talk like a cult member. lol
He's my number one choice. He went to DC and did not become one of the establishment types. He was a conservative when he was first elected and he is a conservative today.
To be fair, Cruz has never voted for the TPP. He voted for the TPA the first time through, then realized he was lied to, and voted against it the second time, after he’d convinced a bunch of people it should have been voted for.
Oops.
Ones that want to increase immigration visas and one who’s wife advocated for removing borders between the countries in North America?
Zot bait much?
Could you direct your anger at the regime which is in charge of the immigration, please?
We know there are now too many US-Citizen STEM graduates.
In light of that, why does Ted Cruz desire to hurt the US and import 500% more STEM graduates??
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