Shutdown Delays USMCA Trade Agreement and Release of January WASDE Report SHARE Facebook Twitter Facebook Twitter SHARE Home Indiana Agriculture News Shutdown Delays USMCA Trade Agreement and Release of January WASDE Report The government shutdown could stall progress on President Trump’s North American Free Trade Agreement replacement, the U.S.-Mexico-Canada Agreement. Analysis of the agreement has stopped during the shutdown as the U.S. International Trade Commission, responsible for examining the trade agreement, remains at a standstill. If continued, Politico reports the shutdown could delay release of the report on the economic impact of the new agreement.The Trade Commission is required to submit the report, which many lawmakers will use to craft their positions on the deal, by March 15th. USMCA was signed by Trump and his counterparts on November 30th, last year. Trump followed a day later with notification that he would withdraw the current NAFTA if lawmakers didn’t move to approve USMCA quickly.The government shutdown, ending soon or not, is likely to delay the January World Agriculture Supply and Demand report as well. Scheduled for next Friday, January 12th, the World Agricultural Outlook Board needs a full week to release the report, once the government opens. Farm Journal’s AgWeb reports that while most of the information was gathered before the shutdown, analysis of the data remains.Even if lawmakers were to end the shutdown quickly, the delays are still likely at this point. However, reaching a budget agreement appears to be a tough battle with Democrats taking leadership of the House of Representatives and Republicans rejecting a spending plan by House Democrats before the new Congress began Thursday. Traders worry a prolonged shutdown could end with an excess of data flooding the market, including Department of Agriculture WASDE numbers, export sales data, and updates from the Commodity Futures Trading Commission.Click below to listen to the HAT Morning Edition podcast where market analyst David Kohli talks about the potential impact a delayed WASDE report could bring to the markets.Source: NAFB News Service Previous articleMore Challenges Ahead for Dairy Producers in 2019 on the HAT Thursday Morning EditionNext articleChina Purchasing More U.S. Soy NAFB News Service By NAFB News Service – Jan 3, 2019
Mono has unveiled an Integrated Deck Loader designed to take the strain out of manually loading each oven deck. The new equipment is “ideal for artisan bakers”, according to the company, as it is designed to load products directly onto the oven sole, reducing manual handling of the dough. This alleviates undue stress on the final product and helps to ensure even heat distribution, which Mono said is perfect for traditional oven-bottom bread.The loader also reduces the risk of bakers burning themselves on hot oven components, according to the supplier, which added that the loader can increase productivity, save time between bakes and reduce energy from heat loss during door-open times on loading.Earlier this month Mono launched a new oven range, following consultation with bakeries.
If you’re a sports fan like me, it’s interesting to see how players can struggle with one team, get traded to another, and all of a sudden blossom into a superstar. That process is especially maddening if a player started with your team and blossoms while playing for your rival! Often, the explanation for this occurrence is that he/she was a better “fit” with the new team.When thinking about it further, that player could’ve been a better fit with the new team’s coaching, system/style of play, or structure and discipline – in other words, they fit better with the culture. Additionally, the reference to fit could also apply to his/her new teammates or maybe a slight change in positioning – in other words, they fit better into a new role.Both of these issues – culture and role – are vital to your credit union’s ability to attract and retain the best talent … to produce your version of “superstars”!Before any long-term success can be attained, you need to do two things:Clearly define your desired culture. And be specific about the qualities you will demand in future employees who will perform within your culture.Identify the desired competencies for each role. Again, specificity is important but so is prioritization. Don’t create a list of 20 competencies; create a list of the most critical one or two.Consider the following retail examples and how they may apply to your organization:For their retail stores, Nike hires people who are passionate about sports. They may not be great athletes themselves, but they love sports, both as a player and fan. Are your employees passionate about working at the credit union and serving your members?Apple knows that most customers come into their stores with a tech problem – either their current tech isn’t working and/or they need new, better tech. As a result, the number one quality they look for in a retail associate is empathy. Your employees are tasked with solving member’s financial problems, too … is empathy the number one quality possessed by each employee?Regardless of the position, Disney says their candidates must immediately demonstrate friendliness in the interview process. If a candidate doesn’t freely and obviously smile, make eye contact, be genuinely warm, etc. they will not advance to a second interview (regardless of how much experience they have). Do your employees immediately and obviously demonstrate friendliness?Unlike other restaurants, Chick-fil-a does not look for previous experience in their recruiting process. In fact, they would prefer to hire someone who has never worked in fast-food before. They don’t want to break old habits; they want to shape new ones. How important is previous credit union or banking experience in your selection process?As each of these companies has done, your credit union should identify what’s most important to you and your culture. Then, once you’ve identified it, don’t waver from it – don’t give in to the temptation to hire someone who looks/sounds good but isn’t passionate or empathetic or obviously friendly. As an old boss used to tell me, “Your biggest fear will be an empty chair. But don’t make hiring decisions out of fear.” You only get one chance to fill that empty chair; make sure you do it right the first time by sticking to what you said is most important to your culture and organization.The retail examples above focus on the need for a strong culture fit; now let’s talk about the equally important need for position or role fit. In the sports analogy mentioned in the first paragraph, the new team wants to acquire a player who possesses the talents, skills, and competencies that are appropriate for the game plan they want to deploy – not what the other team(s) deploy. What game plan is your credit union looking to deploy?During a recent culture assessment with a client, we received the three following responses to survey questions:I enjoy the sales aspect of my job – 74% of member facing staff and 75% of branch managers could not agree with thisI enjoy the service aspect of my job – 89% of frontline staff agreed with thisI’m motivated by offering the right products and services to members – only 43% agreed with thisThink about the impact of this dynamic and how it would impact your credit union’s ability to execute your game plan. Largely, they have employees who do not like offering or selling products to members. Well, if their “game plan” is to become the PFI for their members, they have people who don’t fit. Conversely, if their game plan is be all about service, they may have the right people fit. At best, the wrong people-fit will restrict your ability to succeed; at worst, it will sabotage all other efforts to become top-of-wallet with your membership.There are various ways to address this issue of “fit” and there are multiple layers to it but here are four quick recommendations as you think about the culture you need to create for optimal success in 2021:Defining your culture fit and role fit is not something defined and executed by the HR exec only. This must be a collaborative process that is strategic in nature (especially the culture piece of it) and needs to be decided and supported by the entire executive/leadership team.When determining the role fit, be sure to recognize the various sales and service roles within your credit union and accept the fact that the primary talents, skills, and competencies are likely distinctly different for each role. (The top quality for a Call Center Rep is different than a Universal Banker, for instance.)Make the future process of recruiting and selection of talent a highly collaborative one. Yes, it is ultimately HR’s responsibility but everyone needs to play a role in making sure you get the right people for your culture and they get into the most appropriate roles.Referring back to the empty-chair metaphor above, be patient in your recruiting and selection process but also be proactive – seek out talent even when you don’t have an immediate need and when you do find the right fit, act swiftly to hire that person.It can be very challenging for most organizations to work through this process of defining your culture and role fits. Politics often get in the way; loud voices influence the final decision; execs can get distracted by chasing purple squirrels. If you need an outside, unbiased facilitator to keep you focused and lead you to a successful completion of this critical process, we can help. Please reach out to www.fi-strategies.com/contact-us. 2SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Paul Robert Paul Robert has been helping financial institutions drive their retail growth strategies for over 20 years. Paul is the Chief Executive Officer for FI Strategies, LLC, a private consulting company … Web: fi-strategies.com Details
According to Hibiscus, the GUA‐P1 side‐track project is an opportunity to re‐enter the existing GUA‐P1 wellbore and potentially drain additional volumes of hydrocarbons. The drilling of the GUA‐P1 side‐track well is estimated to start by the first half of calendar year 2019.Hibiscus Petroleum’s Managing Director, Dr Kenneth Pereira, said, “The GUA‐P1 side‐track project follows the successful drilling of the GUA‐P2 side‐track project which was completed in the third quarter of 2018 and has since contributed to enhanced production in the Anasuria Cluster. The GUA‐ P1 side‐track project will be funded from internally generated funds and is part of a series of production enhancement projects which are targeted to increase net production to 5,000 barrels of oil per day by FY2020.”The Anasuria Cluster consists of the Teal, Teal South, Guillemot and Cook fields which produce to the Anasuria floating, production, storage and offloading vessel. The Anasuria Cluster is located offshore in the United Kingdom sector of North Sea. Hibiscus Petroleum’s wholly‐owned subsidiary, Anasuria Hibiscus UK Limited, holds 50% joint‐operating interests in the Teal, Teal South and Guillemot fields, as well as 19.3% non‐operating interest in the Cook field. Hibiscus Petroleum’s jointly‐controlled operating company, Anasuria Operating Company (AOC), is on track to execute the Guillemot A GUA‐P1 side‐track well, a planned production enhancement project at the Anasuria Cluster concession in the UK North Sea.AOC was incorporated as a private limited company in England and Wales on July 22, 2015.AOC is the joint operating company held equally by Ping Petroleum UK Limited (wholly owned by Ping Petroleum) and Anasuria Hibiscus UK Limited (wholly owned by Hibiscus Petroleum Berhad) to be the operator of the Anasuria Cluster.Hibiscus said on Monday that the side-track well is targeted to unlock approximately 1.7 million barrels of oil from its current net 2P (proven and probable) oil reserves.AOC has, on February 28, 2019, signed a rig sharing agreement with Ping Petroleum, whereby AOC will assume the services of the Stena Spey semi‐submersible offshore drilling unit, for a minimum duration of 45 days, to drill the GUA‐P1 side‐track well.The Stena Spey drilling rig – which is owned and operated by Stena Spey Services Limited, a subsidiary of Stena Drilling Limited – was chosen for several reasons including certainty of the rig’s delivery schedule and strong past operating performance in the UK North Sea.In addition, as AOC’s appointed well operator, Petrofac will be responsible for drilling the GUA‐P1 side‐track project and for all the existing wells in the Teal, Teal South and Guillemot A fields. Petrofac is also installation duty holder on the Anasuria FPSO, minimizing the number of interfaces to be managed during drilling. Drilling to start in 1H 2019
DID YOU KNOW: The stout Yale defense has held opposing offenses to a field goal percentage of 38.6 percent, the 16th-best mark in the country. Columbia has allowed opponents to shoot 44.3 percent from the field through 25 games (ranked 253rd).___For more AP college basketball coverage: https://apnews.com/Collegebasketball and http://twitter.com/AP_Top25___This was generated by Automated Insights, http://www.automatedinsights.com/ap, using data from STATS LLC, https://www.stats.com Share This StoryFacebookTwitteremailPrintLinkedinRedditYale (19-6, 7-2) vs. Columbia (6-19, 1-8)Francis S. Levien Gymnasium, New York; Saturday, 7 p.m. ESTBOTTOM LINE: Yale looks for its sixth straight win over Columbia at Francis S. Levien Gymnasium. Columbia’s last win at home against the Bulldogs came on Feb. 23, 2014. Yale looks for road win vs Columbia February 22, 2020 LEADING THE CHARGE: Columbia’s Mike Smith has averaged 21.6 points, four rebounds and 4.6 assists while Jake Killingsworth has put up 7.8 points and 5.4 rebounds. For the Bulldogs, Paul Atkinson has averaged 17.4 points and 7.6 rebounds while Jordan Bruner has put up 11.7 points and 9.2 rebounds.RAMPING IT UP: The Bulldogs have scored 73.2 points per game across nine conference games, an improvement from the 72.6 per game they managed against non-conference competition.FACILITATING THE OFFENSE: Smith has either made or assisted on 59 percent of all Columbia field goals over the last three games. The senior guard has 34 field goals and 11 assists in those games.SLIPPING AT 65: Columbia is 0-17 this year when it allows 65 points or more and 6-2 when holding opponents to fewer than 65.LONG-RANGE THREAT: Yale’s Azar Swain has attempted 206 3-pointers and connected on 37.9 percent of them, and is 20 for 43 over his past five games. Associated Press