Fairchild Semiconductor International, Inc. is a semiconductor company based in South Portland, Maine. Founded in 1957, it was a pioneer in transistor and integrated circuit manufacturing. After it was bought by Schlumberger and sold to National Semiconductor, Fairchild was spun out as an independent company in 1997.
The company has locations in San Jose, California; West Jordan, Utah; Mountaintop, Pennsylvania; Bucheon, South Korea; Penang, Malaysia; Suzhou, China; and Cebu, Philippines; among others. A design center has been launched in Pune, India.
Fairchild Semiconductor (NYSE: FCS) has been named one of "The Top 100 Employers in Electronic Design" in a survey conducted by Electronics Design (ED) magazine. Fairchild placed 24 out of 100 total companies that lead in design influence, hiring patterns, rich patent and IP portfolios and substantial R&D budgets. Among the companies on the list that provide both analog power ICs and discrete solutions, Fairchild ranked the highest. The well-known publication based the survey on extensive market and media data as well as reader input that measured employee satisfaction.
"Fairchild is regarded as a leader in advanced power systems, and so considering the emphasis on energy efficiency in design these days, it is no surprise that Fairchild ranked highly in our Top 100," said Mark David, editor-in-chief of Electronic Design. In a May 10 article David noted that the top 25 companies provided "shrewd management and financial health" for their employees, which readers determined offers them more room for career growth and job stability. He also noted that despite employees' tending to have mounting pressure to deal more frequently with shrinking product cycles than the typical ED reader, they nevertheless "remain more positive about their organizations and say they are more focused on employee retention, compared to a couple of years ago."
"We're delighted to be named by Electronic Design as a top 100 electronics employer, especially this year when we're celebrating our venerable history in the electronics industry--as well as the successful company we are today," said Mark Thompson, Fairchild's president and CEO. "Being placed so high on the Top 100 list validates Fairchild's efforts of fostering an atmosphere where design innovation continues to flourish.
"We believe our employees' contributions, abilities and achievements are integral to Fairchild's success," continued Thompson. "We endeavor to build rewarding employment experiences for our employees. As an example, in the past two years we've located design teams in Silicon Valley, North Carolina and New Hampshire. These engineering design facilities were specifically chosen for their talent base, reinforcing our commitment to providing employees with rewarding careers and the resources they need to stay happy, healthy and productive."
Founded in 1957, Fairchild Semiconductor is credited as the company that established what later became known as Silicon Valley. Today Fairchild operates a design and management facility for its Functional Power Group in San Jose, California. This year the company will celebrate its "50/10" anniversary--50 years since the company's founding and 10 years since its reemergence as a publicly-traded company.
Keeping Business Skills Up-to-Date: Today’s workforce has to process more information in a shorter amount of time. Training managers feel the urgency to deliver knowledge and skills more rapidly and efficiently whenever and wherever needed. Just-in-time training becomes a critical element to add to the organizational training mix. At the same time, other modes of training, such as classroom, on-the-job, video, workbooks, etc., will continue to have important roles to play.
Improving Employee Performance and Retention: Business managers realize that corporations that offer ongoing education and training enjoy the benefits of a better-skilled workforce and a higher rate of employee retention. These benefits are increased even more when employees can see a direct correlation between various learning events and their career plans and success.
Cutting Training Cost: Organizations can no longer afford to use classroom training exclusively because of extensive travel and lodging expenses. Time spent away from the job traveling or sitting in a classroom also reduces per-employee productivity and revenue. And, employees increasingly favor training options that do not involve travel to reduce risk and time away from their families.
Increasing Flexibility: Globalization, competition, and labor shortages cause employees to work longer and harder. At the same time, today's job roles require employees to be more independent and to take on more responsibility. Modern training methods need to reflect these changes in lifestyle.
SyberWorks has helped organizations such as Beaumont Hospital, Boston Scientific, John Deere, Siemens, and Fairchild Semiconductor in industries spanning the healthcare, manufacturing, financial services, telecommunications/technology sectors, as well as government entities and small businesses meet these training challenges. The SyberWorks Learning Management System enables organizations to manage all types of training from classroom to e-Learning to mentored on-the-job experiences, and directly tie those varieties of learning events to the employee's current and planned skill sets.
SyberWorks Helps You Manage Your Learning and Training Needs:
Ease of use - Learners can access training any time and any place, and administrators can easily manage the full range of training options such as e-Learning and classroom. Secure access to the system is provided over the Web or intranet using a simple browser-based interface.
Economical - A single e-Learning course can be accessed by multiple learners. And while some companies' LMS tools require a huge initial investment, our system is scalable: start with a small pilot program and easily upgrade to a load-balanced, enterprise-wide system.
Exploration - Additional course information and resource tools are readily available. Employees can even explore different job roles and how their current and planned skill sets match those requirements. This is a strong motivator for learning.
Engagement - Learners can be captivated by creative approaches to learning and through collaborative communication. More and more, training managers are finding that blended approaches to learning utilizing classroom and e-Learning experiences often provide the best balance between effectiveness, timeliness, and expense.
Experience - Learners can be provided with a total learning experience including self-paced training, threaded discussions, synchronous online training, classroom training, etc.
Empowerment - Learners can choose the way in which they will best learn.
SOUTH PORTLAND, Maine--(BUSINESS WIRE)--Feb. 18, 2005--Fairchild Semiconductor (NYSE: FCS), the leading global supplier of power semiconductors, today announced that its Board of Directors has accelerated the vesting of certain unvested and "out-of-the-money" stock options previously awarded to employees and officers that have exercise prices per share of $19.50 or higher. As a result, options to purchase approximately 6 million shares of Fairchild stock became exercisable immediately. Based upon today's closing stock price of $16.15, none of these options have economic value at this time.
Options held by non-employee directors are excluded from the vesting acceleration. In addition, in order to prevent unintended personal benefits to executive officers, restrictions will be imposed on any shares received through the exercise of accelerated options held by those individuals. Those restrictions will prevent the sale of any shares received from the exercise of an accelerated option prior to the earlier of the original vesting date of the option or the individual's termination of employment.
“We believe the acceleration is in the best interest of stockholders as it will reduce the company's reported compensation expense in future periods in light of new accounting regulations that will take effect in the third quarter”
Under the recently revised Financial Accounting Standards Board Statement No. 123, "Share-Based Payment," Fairchild will apply the expense recognition provisions relating to stock options beginning in the third quarter of 2005. As a result of the acceleration, the company expects to reduce the stock option expense it otherwise would be required to record by approximately $10 million in 2005, $12 million in 2006, $4 million in 2007 and $1 million in 2008 on a pre-tax basis.
"We believe the acceleration is in the best interest of stockholders as it will reduce the company's reported compensation expense in future periods in light of new accounting regulations that will take effect in the third quarter," said Matt Towse, Fairchild's senior vice president and chief financial officer. "In addition, because the accelerated options are underwater, with exercise prices in excess of current market values, they may not be fully achieving their original objectives of incentive compensation and employee retention. We believe the acceleration may have a positive effect on employee morale and retention."
The Master of Science in Human Resources and Employment Relations (HRER) is a two–year, 37-credit program. It prepares students to (1) understand the roles employers, employees organizations, and public policy makers play in the employment relationship, (2) analyze systematically and understand the complex personal and organizational issues inherent in the employment relationship, (3) evaluate research results in the process of administering labor and human resource systems, (4) undertake advanced graduate or professional training, including law, beyond the master’s degree, and (5) work as practitioners in the field. Further, the program highlights the growing importance of diversity in the workforce and the globalization of public and private organizations.
The program includes 22 required credits; students choose either a thesis or research paper option. Students anticipating further postgraduate education should take the thesis option, and those who anticipate not being in residence for at least part of their studies should strongly consider it. Some of the most recent thesis titles have been:
Impact of Globalization on Employment Relations Policies: A Case Study within the Technology Sector
Empirical Analysis of Employment Arbitration Decisions
Challenge of Retaining Top Employees in Rural Communities: A Case Study within the Academic Sector
Make-up Time: A Study of Morning Grooming Time in the U.S.
The Department offers numerous learning opportunities for students to satisfy the 37-credit degree requirement. In addition to a variety of courses, the Department and University provide an enriched learning environment in numerous ways. The University Libraries system, ranked thirteenth nationally by the Association of Research Libraries, contains more than four million volumes and subscribes to major periodicals in our field. In the area of human resources and employment relationa, the Libraries system continually expands its holdings and has attracted valuable private collections as well, including papers from the United Steelworkers of America and the United Mine Workers of America, which are housed in Pattee Library on the University Park campus. It also has a major on-line reference system.
The company has locations in San Jose, California; West Jordan, Utah; Mountaintop, Pennsylvania; Bucheon, South Korea; Penang, Malaysia; Suzhou, China; and Cebu, Philippines; among others. A design center has been launched in Pune, India.
Fairchild Semiconductor (NYSE: FCS) has been named one of "The Top 100 Employers in Electronic Design" in a survey conducted by Electronics Design (ED) magazine. Fairchild placed 24 out of 100 total companies that lead in design influence, hiring patterns, rich patent and IP portfolios and substantial R&D budgets. Among the companies on the list that provide both analog power ICs and discrete solutions, Fairchild ranked the highest. The well-known publication based the survey on extensive market and media data as well as reader input that measured employee satisfaction.
"Fairchild is regarded as a leader in advanced power systems, and so considering the emphasis on energy efficiency in design these days, it is no surprise that Fairchild ranked highly in our Top 100," said Mark David, editor-in-chief of Electronic Design. In a May 10 article David noted that the top 25 companies provided "shrewd management and financial health" for their employees, which readers determined offers them more room for career growth and job stability. He also noted that despite employees' tending to have mounting pressure to deal more frequently with shrinking product cycles than the typical ED reader, they nevertheless "remain more positive about their organizations and say they are more focused on employee retention, compared to a couple of years ago."
"We're delighted to be named by Electronic Design as a top 100 electronics employer, especially this year when we're celebrating our venerable history in the electronics industry--as well as the successful company we are today," said Mark Thompson, Fairchild's president and CEO. "Being placed so high on the Top 100 list validates Fairchild's efforts of fostering an atmosphere where design innovation continues to flourish.
"We believe our employees' contributions, abilities and achievements are integral to Fairchild's success," continued Thompson. "We endeavor to build rewarding employment experiences for our employees. As an example, in the past two years we've located design teams in Silicon Valley, North Carolina and New Hampshire. These engineering design facilities were specifically chosen for their talent base, reinforcing our commitment to providing employees with rewarding careers and the resources they need to stay happy, healthy and productive."
Founded in 1957, Fairchild Semiconductor is credited as the company that established what later became known as Silicon Valley. Today Fairchild operates a design and management facility for its Functional Power Group in San Jose, California. This year the company will celebrate its "50/10" anniversary--50 years since the company's founding and 10 years since its reemergence as a publicly-traded company.
Keeping Business Skills Up-to-Date: Today’s workforce has to process more information in a shorter amount of time. Training managers feel the urgency to deliver knowledge and skills more rapidly and efficiently whenever and wherever needed. Just-in-time training becomes a critical element to add to the organizational training mix. At the same time, other modes of training, such as classroom, on-the-job, video, workbooks, etc., will continue to have important roles to play.
Improving Employee Performance and Retention: Business managers realize that corporations that offer ongoing education and training enjoy the benefits of a better-skilled workforce and a higher rate of employee retention. These benefits are increased even more when employees can see a direct correlation between various learning events and their career plans and success.
Cutting Training Cost: Organizations can no longer afford to use classroom training exclusively because of extensive travel and lodging expenses. Time spent away from the job traveling or sitting in a classroom also reduces per-employee productivity and revenue. And, employees increasingly favor training options that do not involve travel to reduce risk and time away from their families.
Increasing Flexibility: Globalization, competition, and labor shortages cause employees to work longer and harder. At the same time, today's job roles require employees to be more independent and to take on more responsibility. Modern training methods need to reflect these changes in lifestyle.
SyberWorks has helped organizations such as Beaumont Hospital, Boston Scientific, John Deere, Siemens, and Fairchild Semiconductor in industries spanning the healthcare, manufacturing, financial services, telecommunications/technology sectors, as well as government entities and small businesses meet these training challenges. The SyberWorks Learning Management System enables organizations to manage all types of training from classroom to e-Learning to mentored on-the-job experiences, and directly tie those varieties of learning events to the employee's current and planned skill sets.
SyberWorks Helps You Manage Your Learning and Training Needs:
Ease of use - Learners can access training any time and any place, and administrators can easily manage the full range of training options such as e-Learning and classroom. Secure access to the system is provided over the Web or intranet using a simple browser-based interface.
Economical - A single e-Learning course can be accessed by multiple learners. And while some companies' LMS tools require a huge initial investment, our system is scalable: start with a small pilot program and easily upgrade to a load-balanced, enterprise-wide system.
Exploration - Additional course information and resource tools are readily available. Employees can even explore different job roles and how their current and planned skill sets match those requirements. This is a strong motivator for learning.
Engagement - Learners can be captivated by creative approaches to learning and through collaborative communication. More and more, training managers are finding that blended approaches to learning utilizing classroom and e-Learning experiences often provide the best balance between effectiveness, timeliness, and expense.
Experience - Learners can be provided with a total learning experience including self-paced training, threaded discussions, synchronous online training, classroom training, etc.
Empowerment - Learners can choose the way in which they will best learn.
SOUTH PORTLAND, Maine--(BUSINESS WIRE)--Feb. 18, 2005--Fairchild Semiconductor (NYSE: FCS), the leading global supplier of power semiconductors, today announced that its Board of Directors has accelerated the vesting of certain unvested and "out-of-the-money" stock options previously awarded to employees and officers that have exercise prices per share of $19.50 or higher. As a result, options to purchase approximately 6 million shares of Fairchild stock became exercisable immediately. Based upon today's closing stock price of $16.15, none of these options have economic value at this time.
Options held by non-employee directors are excluded from the vesting acceleration. In addition, in order to prevent unintended personal benefits to executive officers, restrictions will be imposed on any shares received through the exercise of accelerated options held by those individuals. Those restrictions will prevent the sale of any shares received from the exercise of an accelerated option prior to the earlier of the original vesting date of the option or the individual's termination of employment.
“We believe the acceleration is in the best interest of stockholders as it will reduce the company's reported compensation expense in future periods in light of new accounting regulations that will take effect in the third quarter”
Under the recently revised Financial Accounting Standards Board Statement No. 123, "Share-Based Payment," Fairchild will apply the expense recognition provisions relating to stock options beginning in the third quarter of 2005. As a result of the acceleration, the company expects to reduce the stock option expense it otherwise would be required to record by approximately $10 million in 2005, $12 million in 2006, $4 million in 2007 and $1 million in 2008 on a pre-tax basis.
"We believe the acceleration is in the best interest of stockholders as it will reduce the company's reported compensation expense in future periods in light of new accounting regulations that will take effect in the third quarter," said Matt Towse, Fairchild's senior vice president and chief financial officer. "In addition, because the accelerated options are underwater, with exercise prices in excess of current market values, they may not be fully achieving their original objectives of incentive compensation and employee retention. We believe the acceleration may have a positive effect on employee morale and retention."
The Master of Science in Human Resources and Employment Relations (HRER) is a two–year, 37-credit program. It prepares students to (1) understand the roles employers, employees organizations, and public policy makers play in the employment relationship, (2) analyze systematically and understand the complex personal and organizational issues inherent in the employment relationship, (3) evaluate research results in the process of administering labor and human resource systems, (4) undertake advanced graduate or professional training, including law, beyond the master’s degree, and (5) work as practitioners in the field. Further, the program highlights the growing importance of diversity in the workforce and the globalization of public and private organizations.
The program includes 22 required credits; students choose either a thesis or research paper option. Students anticipating further postgraduate education should take the thesis option, and those who anticipate not being in residence for at least part of their studies should strongly consider it. Some of the most recent thesis titles have been:
Impact of Globalization on Employment Relations Policies: A Case Study within the Technology Sector
Empirical Analysis of Employment Arbitration Decisions
Challenge of Retaining Top Employees in Rural Communities: A Case Study within the Academic Sector
Make-up Time: A Study of Morning Grooming Time in the U.S.
The Department offers numerous learning opportunities for students to satisfy the 37-credit degree requirement. In addition to a variety of courses, the Department and University provide an enriched learning environment in numerous ways. The University Libraries system, ranked thirteenth nationally by the Association of Research Libraries, contains more than four million volumes and subscribes to major periodicals in our field. In the area of human resources and employment relationa, the Libraries system continually expands its holdings and has attracted valuable private collections as well, including papers from the United Steelworkers of America and the United Mine Workers of America, which are housed in Pattee Library on the University Park campus. It also has a major on-line reference system.