APA-CPP information - Certified Payroll Professional Updated: 2024
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Exam Code: APA-CPP Certified Payroll Professional information January 2024 by Killexams.com team
APA-CPP Certified Payroll Professional
Employers that wish to keep payroll in-house and at a high level of professionalism may wish to require payroll staff to become Certified Payroll Professionals (CPP). This certification can help to ensure that payroll staff members have advanced knowledge of payroll, payroll software, and applicable payroll legislation.
The payroll professional has been practicing for at least a total of three (3) years out of the five (5) years preceding the date of the examination application. The practice of payroll is defined as direct or related involvement in at least one of the following:
Payroll Production, Payroll Reporting, Payroll Accounting, Payroll Systems, and Payroll Taxation
Before a candidate takes the CPP examination, the payroll professional has been employed in the practice of payroll as defined in Criteria 1 for at least the last 24 months, and has completed within the last 24 months, ALL of the courses within ONE of the following three options offered by the APA:
Payroll Practice Essentials and Intermediate Payroll Concepts and Advanced Payroll Concepts and Strategic Payroll Practices
Foundations of Payroll Certificate Program and The Payroll Administration Certificate Program
Before a candidate takes the CPP examination, the payroll professional has been employed in the practice of payroll as defined in Criteria 1, for at least the last 18 months, has obtained the FPC designation, and has completed within the last 18 months, ALL of the courses within AT LEAST ONE of the following three options offered by the APA:
High-level calculations to ensure payroll accuracy
• Complex laws and regulations
• Complicated issues such as benefits, third-party sick pay, and involuntary deductions
• Federal taxation, withholding, and reporting
Core payroll concepts
Payroll process and systems
|Certified Payroll Professional
APA Professional information
Other APA examsAPA-CPP Certified Payroll Professional
AICP American Institute of Certified Planners
APA-CPP-Remote CPP-Remote Certified Payroll Professional
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Certified Payroll Professional
Which of the following agencies would most likely enforce rules governing the
number of days following the close of the payroll period that employees must be
A. Social Security Administration
B. State labor department
C. State workers' compensation board
D. Internal Revenue Service
The term used to describe the breaking away from traditional theories and
A. Doctrinaire approach
B. Cognitive deviation
C. Pygmalion effect
D. Paradigm shift
The entry to record a salary advance to an employee is:
A. Debit salary expense, credit cash
B. Debit salary expense, credit wages payable
C. Debit accounts receivable, credit cash
D. Debit cash, credit accounts receivable
The entry to record an employee's repayment of a salary advance is (salary
advance is deducted on a pretax basis from regular wages):
A. Debit salary expense, credit wages payable
B. Debit cash, credit salary expense
C. Debit salary expense, credit accounts receivable
D. Debit accounts receivable, credit cash
Which of the following would not be included in the job description of a payroll
A. Sorting checks and deposit statements for distribution
B. Calculating bonus and severance pay
C. Crafting policy for employee benefits
D. Entering direct deposit information
For IRS purposes, the payroll register should be retained for a period of not less
than how many years?
A statutory employee's pay is subject to which of the following taxes?
A. Federal income tax, Social Security, and Medicare
C. Social Security, Medicare and FUTA
D. Federal income tax
Form 5500 reporting would be required for which of the following stock plans?
A. Restricted stock
B. ESOP (employee stock ownership plan)
C. ISO (incentive stock option)
D. NSO (nonincentive stock option)
A cross-functional work team is an important element of:
A. Claim of right
B. Business process reengineering
C. Management by objective
Which of the following is an example of a system edit?
A. The payroll specialist re-enters an employee's ZIP code
B. An on-line message alerts the user that a 401(k) deduction percent higher than
the company allows was entered.
C. The system has an on-line report writer
D. A special panel or screen is used to input corrections
In 2009, an on-line payroll system alerts the payroll specialist entering data that
an employee has a birthdate fo 1996 or after. What might this indicate?
A. Employee may have been hired in violation of child labor laws
B. A special Form W-4 is required each year for that employee
C. Employee is exempt from federal income tax
D. The employer may be able to suspend deductions of Social Security and
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11 analysts have expressed a variety of opinions on APA (NASDAQ:APA) over the past quarter, offering a diverse set of opinions from bullish to bearish.
In the table below, you'll find a summary of their accurate ratings, revealing the shifting sentiments over the past 30 days and comparing them to the previous months.
In the assessment of 12-month price targets, analysts unveil insights for APA, presenting an average target of $45.64, a high estimate of $53.00, and a low estimate of $37.00. Observing a downward trend, the current average is 11.38% lower than the prior average price target of $51.50.
Deciphering Analyst Ratings: An In-Depth Analysis
In examining accurate analyst actions, we gain insights into how financial experts perceive APA. The following summary outlines key analysts, their accurate evaluations, and adjustments to ratings and price targets.
To gain a panoramic view of APA's market performance, explore these analyst evaluations alongside essential financial indicators. Stay informed and make judicious decisions using our Ratings Table.
Stay up to date on APA analyst ratings.
All You Need to Know About APA
Based in Houston, APA is an independent exploration and production company. It operates primarily in the U.S., Egypt, the North Sea, and Suriname. At year-end 2022, proved reserves totaled 890 million barrels of oil equivalent, with net reported production of 400 thousand boe/day that year (64% of which was oil and natural gas liquids, with the remainder natural gas).
Financial Milestones: APA's Journey
Market Capitalization: Indicating a reduced size compared to industry averages, the company's market capitalization poses unique challenges.
Decline in Revenue: Over the 3 months period, APA faced challenges, resulting in a decline of approximately -20.06% in revenue growth as of 30 September, 2023. This signifies a reduction in the company's top-line earnings. In comparison to its industry peers, the company stands out with a growth rate higher than the average among peers in the Energy sector.
Net Margin: The company's net margin is a standout performer, exceeding industry averages. With an impressive net margin of 19.89%, the company showcases strong profitability and effective cost control.
Return on Equity (ROE): The company's ROE is a standout performer, exceeding industry averages. With an impressive ROE of 51.37%, the company showcases effective utilization of equity capital.
Return on Assets (ROA): APA's ROA stands out, surpassing industry averages. With an impressive ROA of 3.43%, the company demonstrates effective utilization of assets and strong financial performance.
Debt Management: With a high debt-to-equity ratio of 5.28, APA faces challenges in effectively managing its debt levels, indicating potential financial strain.
The Basics of Analyst Ratings
Experts in banking and financial systems, analysts specialize in reporting for specific stocks or defined sectors. Their comprehensive research involves attending company conference calls and meetings, analyzing financial statements, and engaging with insiders to generate what are known as analyst ratings for stocks. Typically, analysts assess and rate each stock once per quarter.
Analysts may enhance their evaluations by incorporating forecasts for metrics like growth estimates, earnings, and revenue, delivering additional guidance to investors. It is vital to acknowledge that, although experts in stocks and sectors, analysts are human and express their opinions when providing insights.
This article was generated by Benzinga's automated content engine and reviewed by an editor.
With the growing use of digital technology in practice, mental health professionals (MHPs) need to navigate the complexities of client privacy and technology when considering whether and how to gather information about clients electronically. Respecting client privacy and confidentiality helps MHPs build trusting work relationships with clients (Barsky, 2023).
The codes of ethics of the American Psychological Association (APA, section 4), the National Association of Social Workers (NASW, Standard 1.07), and the American Counseling Association (Section B) each instruct their members to inform clients about the nature and extent of confidentiality, including exceptions when they may be authorized (legally or ethically) to share client confidentiality with others.
Respecting client privacy also entails the MHP’s responsibility to refrain from soliciting personal information from the client unless that information is relevant to the objectives of their work. But is it ethical for MHPs to conduct electronic searches of their clients to gather information about them? This article explores the ethical principles of privacy, informed consent, fairness, and integrity as they pertain to conducting electronic searches for personal information about clients.
Reasons for Electronic Information Gathering
MHPs may have a variety of reasons for collecting client information from electronic sources, such as online databases, the internet, social media, and artificial intelligence programs. First, gathering information electronically may be an efficient way to gather information and to corroborate information that the client has previously provided the MHP. Consider an MHP who needs to gather information about a client’s criminal history. There are various online sources for conducting criminal background checks, including those of state law enforcement agencies.
Another possible reason to conduct electronic searches is safety. Consider MHPs who have home offices and want to ensure that potential clients who come to their homes will not pose safety issues to themselves or their family members. Accordingly, as part of the intake process, they use Bing, Google, or another search engine to search for information about the client. Or, alternatively, they ask an artificial intelligence program to develop a risk assessment for a client based on information that can be found on the internet. They could then use this information to determine whether it would be safe to see the client, whether they should take any safety precautions before meeting with the client, or whether they should refer the client to another practitioner or program that could better serve the client.
Ethical Considerations in Gathering Client Information Electronically
The act of searching for client information electronically is not inherently unethical. In fact, it may be ethically and clinically beneficial to search for client information electronically (Apgar & Cadmus, 2023). Still, it is important to consider four ethical concerns: client privacy, informed consent, integrity, and fairness. Although these ethical concerns apply whether we are gathering information electronically or otherwise, the following analysis focuses on situations in which MHPs are considering electronic searches.
The principle of privacy suggests that individuals have a right to control access to their personal information (ACA, s.B1b; NASW, s.1.07[a]). As noted earlier, MHPs should not gather private information from clients unless there is a valid professional reason for doing so. Assume that I am personally curious about a client’s neighborhood, what political party they are affiliated with, or whether they might be LGBTQ+. Assume also that these items are not particularly relevant to the work that we are doing together. I’m just curious. Although it may be easy to conduct an electronic search to gather such information about my client, I should honor the client’s right to privacy and refrain from conducting the search. Even when clients use “public” settings on their Facebook, Instagram, TikTok, or other social media accounts, they may perceive my curiosity searches as invading their privacy.
The principle of informed consent suggests that we should obtain permission from clients before providing services (ACA, s.A2b; APA, s.9.03[a]; NASW, s.1.03[i] and 1.07[q]). Providing services includes conducting assessments and gathering information. Thus, before gathering information electronically, we should inform clients about the purpose of gathering information, explain how we plan to gather information, and then ask permission to gather information in this manner. Thus, if you needed to gather information about a client’s mental health background from the client’s social media or other online sources, you would need to discuss why you plan to seek information from this source, including how this information relates to the services you are providing. The client may ask questions about the source of information and how you intend to use the information. This discussion affords the client the opportunity to accept or reject your proposed manner of gathering information. The client may also offer alternate methods for gathering information.
In terms of integrity and fairness, one of the primary risks of conducting online searches is that the information found may be inaccurate or unreliable. Someone may have posted disinformation about your client, or the online information could be incomplete or unclear. Sources that look like they are about your client may be about someone with a similar name or other identifying information. The search engines or artificial intelligence programs that you use to gather information may offer skewed or fabricated information. Further, they may not identify the original sources of the information.
Although some online sources of information are reliable, the principles of fairness suggest that clients should have an opportunity to verify, challenge, or rebut information that you find online. Assume that you find an online news article that suggests your client has been charged with several gun-related offenses. If you refuse to provide service to this client based on this online information alone, you may be rejecting the client based on false, biased, dated, or incomplete information.
Guidance for Conducting Online Searches Ethically
Although the ethical codes of the mental health professions do not categorically prohibit the use of online searches for client information, they do provide guidance on whether and how online searches may be conducted ethically:
The Internet, social media, and artificial intelligence offer large amounts of data that we can gather in a relatively efficient manner. When this data includes personal information about our clients, we should ensure that gathering client information electronically is done so in accordance with our profession’s ethical principles.
As MHPs, we would not follow clients around the local mall, snoop through their garbage bins, or peer into their house windows without their consent. Accordingly, we should not peer into clients’ online information lives unless we have their prior consent. When we do gather information electronically, we should also take appropriate steps to ensure that the information is accurate. Ethically, the bottom line is respect for the dignity and worth of the people we serve, including their rights to privacy, informed consent, integrity, and fairness.
Note: The material in this article is for general information only. For current legal information or advice particular to your situation, please consult with an attorney in your jurisdiction.
Treating Schizophrenia in the Acute Phase
The acute phase of schizophrenia is the florid psychotic phase, during which the patient exhibits acute symptoms--for example, severe delusions and/or hallucinations (positive symptoms), disorganized thinking and speech, more profound negative, withdrawal symptoms like flattened affect, reduced productivity (alogia), and decreased initiation of goal-directed behavior (avolition). The acute phase may be preceded by a prodromal phase, characterized by social withdrawal, deterioration in hygiene and grooming, unusual behavior, and/or angry outbursts during a period of several days or weeks before the acute phase.
According to the APA Guideline, the goal of treatment during the acute phase is to "prevent harm, control disturbed behavior, suppress symptoms, effect a rapid return to the best level of functioning, develop an alliance with the patient and family, formulate short- and long-term treatment goals, and connect the patient with appropriate maintenance and follow-up care in the community."
Asia Society’s “APA Drivers for Diversity” is a fresh and new biennial initiative designed to recognize outstanding members of the Asian Pacific American (APA) community who serve as role models in their development of APA talent in the workplace. These amazing individuals – whether they be CEOs, middle management, entry-level professionals, or Employee Resource Group (ERG) leaders – will be recognized together in both a profiles report sharing their individual contributions and impacts, and at an in-person networking reception and Awards ceremony the evening of Wednesday, May 11, 2022 at Asia Society New York.
The Awards ceremony will coincide with Asian Pacific American Heritage Month and conclude Asia Society’s 2022 Global Talent and Diversity Virtual Symposium which will take place earlier that day. At the Awards ceremony, those selected for inclusion in this group will be considered to receive individual awards in several categories celebrating and sharing their important roles to strengthen diversity, equity, and inclusion on behalf of the APA community at their companies and as a contributor to the broader global business community.
Purpose and What Makes 'APA Drivers for Diversity' Different
Media has exposed an increase in anti-Asian sentiment taking place across the U.S. This requires both the public and companies to come together to recognize and celebrate the immeasurable contributions made by APA professionals in the workplace who support diversity, equity, and inclusion.
Asia Society, through the efforts of its Global Talent and Diversity Council, continues to raise visibility on the important role APA talent plays in the global workforce and to explore best practices and innovative approaches to the attraction, retention, and development of APA talent. This initiative supports that mission by bringing together the APA community and our allies to recognize the contributions of individuals who inspire others to make impactful contributions at their companies in an effort to build a more just and equitable society for all.
Unlike some events that may limit recognition to senior leadership at companies, nominations for the “APA Drivers for Diversity” are open to any APA employee who has demonstrated a commitment through their actions to support the inclusion of the APA community at their respective company.
Want to share this page on social media? Be sure to include our hashtag #APADriversForDiversity!
The influence of artificial intelligence stands to make an even bigger impact this year in areas including hiring bias, inclusivity, regulation and more.
As much as 2023 marked a turning point for artificial intelligence, AI is poised to make an even bigger impact in 2024. Yet this time, workers are ready.
Now that generative AI has been on employees' radars for more than a year, they're not only better positioned to understand its place in the contemporary work landscape, but also equipped to embrace the changes and possibility that comes with it.
It's time to put that advantage to use. To get ahead, workers should know what's coming in the AI space, including these five trends that are poised to impact the year.
1. AI will encourage widespread inclusivity
Artificial intelligence is likely to become a powerful tool for workers with disabilities – and those advances could drive change for all people.
First, many machine-learning tools developed to benefit disabled workers could become increasingly available, believes Victor Santiago Pineda, director of the Inclusive Cities Lab at UC Berkeley, US. Think, for instance, algorithm-based speech-to-text and text-to-speech tools that provide additional information to visually- and hearing-impaired users, respectively.
"AI-powered assistive technologies have the potential to break down barriers and empower individuals with disabilities, fostering a sense of independence and inclusion," he says.
He believes the mainstream adoption of tools meant to assist disabled people can also benefit everyone. For example, as large language models continue to refine real-time, multilingual closed captioning, all people will have access to a wider and more diverse range of information.
2. AI will make hiring – and layoff – processes more equitable
Human-resource professionals are already prepared to use artificial intelligence in the hiring process to create a more equitable hiring landscape, but the current technology is far from perfect. In response, academics and industry experts are working to reduce algorithmic bias on electronic hiring platforms and other HR tools through AI.
Some experts are already prioritising these goals. The Hire Aspirations Institute, led by Cynthia Dwork, professor of computer science at the Harvard John A Paulson School of Engineering and Applied Sciences, is focused on identifying bias in screening tools and the professionals who use them.
Beyond the hiring process, some companies, including the global consultancy firm Deloitte, are using artificial intelligence technology to retain talent. The firm is currently experimenting with using AI data to more effectively reallocate budgets, move workers to more in-demand positions and, in turn, stave off layoffs. This could particularly help marginalised groups, who are often the targets of corporate cuts.
However, many experts and HR professionals agree that although AI development will be helpful in creating a more diverse candidate funnel, it may not be able to solve all issues, including human bias in hiring. However, a heightened awareness of hiring inequity may help HR professionals understand their own implicit judgements and how to move past them.
3. Workplaces will use AI to centre diversity in hiring and training
Beyond levelling the playing field for applications, evolving AI tools may also help to ensure traditionally marginalised people are not starting a new job on the back foot.
To begin, the development of AI may push regulators to increasingly focus on funding worker inclusion practices in the public and private sectors. In its accurate Strategic Enforcement Plan (SEP), the US Equal Employment Opportunity Commission prioritised overcoming workplace discrimination in an increasingly AI assisted world. In the EU, the newly passed AI act requires that HR data and processes at firms must meet established standards for workers' rights, or face corporate fines.
Investment in inclusive technology such as language-learning models designed by diverse teams, for instance, stands to help employers create personalised educational programs tailored to a wide set of employee experiences. This has the potential to help workers from all backgrounds get the same start.
Importantly, these kinds of changes stand to impact how hiring platforms are designed. Addressing bias in the development of algorithms can head off exclusionary practices from the start of the hiring process, instead of working to make up for mistakes and blind spots after they show themselves. Experts say this could make a real difference, as they point to the importance of creating inclusive teams at the development stage of AI technology to help all workers have an equal chance to advance.
4. Employees want to work with AI, and employers will invest in upskilling
While some experts say concerns about AI replacing some roles are valid, they also have simultaneously predicted that it won't eliminate all human jobs. Instead, workers will evolve to co-exist with this emerging technology, and the employees who are willing to learn and adapt to AI will see the greatest benefits.
For many, this will require re-training in specific areas and employer-sponsored learning opportunities. A 2023 survey conducted by Jobs for the Future's Center for Artificial Intelligence & the Future of Work (JFF) showed the majority of respondents believe they will need new skills to compete in an AI-driven workforce. Younger workers are particularly feeling the pressure: 66% of Gen Z and millennial respondents said they felt the need to hone and update their skillsets to maintain a competitive edge.
Companies may increasingly rise to the occasion, offering better resources for upskilling, through programmes such as in-office workshops, partnerships with academic institutions, mentoring schemes and trials that expose workers to multiple parts of the business. Experts at the JFF report that companies that invest stand to drive employee success and also have a business edge in the wider competitive landscape.
5. AI regulation will continue to struggle to keep pace with the technology
AI will come with benefits, but implementation of these advancements won't necessarily be smooth sailing.
As AI has come into mainstream usage, some technology leaders are calling for a push to define its boundaries. Regulators are tasked with expanding the technology, while also protecting the rights – and occupations – of a diverse human workforce. In the meantime, as AI becomes commonplace in many industries, experts say that a successful framework for regulation will require global collaboration from corporations, governments and academic researchers.
As the rapid advances in AI technology threaten to outpace efforts to create a flexible and comprehensive framework for its use, workers may be left concerned about job protections, privacy in the workplace and industry shifts. These concerns have real-life consequences – according to the American Psychological Association's 2023 Workplace in America survey, respondents who were worried about AI affecting their jobs reported greater amounts of stress, anxiety and professional burnout, than those who embraced the technology.
The biggest takeaway: AI in the workplace is here to stay. Across nearly all facets of the workplace, employees will see a rapid evolution in how the tech affects their professional lives in the year to come, and businesses will have to adapt as swiftly as their workers.
With so much information bombarding our consciousness practically every minute of the day, it's difficult to filter what information to supply weight to and what to dismiss. Even more difficult is detecting whether or not that information is reliable.
According to a series of new reports by the American Psychological Association (APA) (2023a, 2023b, 2023c), when we receive new information, our focus isn't typically on assessing its accuracy, but rather on understanding it, then deciding what we're going to do with it. And what we decide depends a great deal on whether we perceive the information as plausible using a variety of contextual clues and underlying biases, which unfortunately tend to propagate the spread of misinformation.
For example, research has shown that we're more inclined to believe misinformation when:
The APA also notes that "susceptibility to misinformation shows individual differences based on experience" (2023a). Individual factors that appear to reduce susceptibility include educational attainment, analytical reasoning skills, and numeracy skills. Anxiety, on the other hand, tends to increase susceptibility. Finally, although older adults appear to be more adept at identifying misinformation than younger adults, they're also more prone to see and share it on social media (2023a).
Although these effects were found to be modest and more research is needed, current findings support the use of four interventions found to be useful in countering misinformation (APA, 2023b).
The APA reports that when these interventions are repeated over time or when they're used in combination, their effectiveness is enhanced.
In addition to these tools, and in light of the ongoing risk of misinformation to public health and well-being, the APA also published a consensus statement intended to advise the media, scientists, and policy-makers about misinformation and how to combat it from a psychological perspective (APA, 2023c). (For the full report, see Using Psychological Science to Understand and Fight Health Misinformation: An APA Consensus Statement.)
However, combating misinformation is not solely the responsibility of news organizations, professionals, and political leaders. As individuals, we too need to take ownership of the role we play in believing and disseminating false information. This requires that we recognize our own cognitive biases and incorporate strategies into our "information consumption" habits to effectively counter them.
Cognitive biases are human tendencies "that skew or distort decision-making processes in ways that may make their outcomes inaccurate or suboptimal" (Korteling, Gerritsma, and Toet, 2021). Cognitive biases come in many forms, but some of the most common types related to the belief and spread of misinformation include:
Fortunately, there are several strategies we can use to combat these biases and more effectively defend ourselves against misinformation, all of which involve conscious effort, thoughtful reflection, and a healthy dose of skepticism when presented with new information.
By committing to regularly practicing these strategies, we can effectively train our brain to be intelligent and savvy consumers of reliable information and counteract tendencies to accept misinformation as fact before its proven to be so. Although we're all vulnerable to misinformation, awareness, knowledge, and concerted effort can go a long way in remediating the negative, wide-ranging, and often harmful impact of misinformation in our lives and social circles.
APA Corporation (NASDAQ: APA)’s stock price has plunge by 3.70relation to previous closing price of 35.96. Nevertheless, the company has seen a 4.63% surge in its stock price over the last five trading sessions. Finbold reported 2023-12-26 that With the possibility of an interest rate cut by the FED and fairly optimistic targets for the S&P 500 index by the largest analytical groups, investors might be looking for the best opportunities in the stock market for the upcoming 2024.
Is It Worth Investing in APA Corporation (NASDAQ: APA) Right Now?
APA Corporation (NASDAQ: APA) has a price-to-earnings ratio of 7.65x that is above its average ratio. Additionally, the 36-month beta value for APA is 3.32. There are mixed opinions on the stock, with 12 analysts rating it as a “buy,” 2 rating it as “overweight,” 12 rating it as “hold,” and 2 rating it as “sell.”
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The public float for APA is 305.24M and currently, short sellers hold a 3.47% ratio of that float. The average trading volume of APA on December 27, 2023 was 3.83M shares.
APA’s Market Performance
APA’s stock has seen a 4.63% increase for the week, with a 1.11% rise in the past month and a -9.16% fall in the past quarter. The volatility ratio for the week is 2.12%, and the volatility levels for the past 30 days are at 2.36% for APA Corporation The simple moving average for the past 20 days is 5.33% for APA’s stock, with a -1.08% simple moving average for the past 200 days.
Analysts’ Opinion of APA
Many brokerage firms have already submitted their reports for APA stocks, with Citigroup repeating the rating for APA by listing it as a “Neutral.” The predicted price for APA in the upcoming period, according to Citigroup is $37 based on the research report published on November 22, 2023 of the current year 2023.
APA Trading at -1.01% from the 50-Day Moving Average
After a stumble in the market that brought APA to its low price for the period of the last 52 weeks, the company was unable to rebound, for now settling with -22.54% of loss for the given period.
Volatility was left at 2.36%, however, over the last 30 days, the volatility rate increased by 2.12%, as shares surge +2.61% for the moving average over the last 20 days. Over the last 50 days, in opposition, the stock is trading -9.60% lower at present.
During the last 5 trading sessions, APA rose by +4.63%, which changed the moving average for the period of 200-days by +3.73% in comparison to the 20-day moving average, which settled at $35.45. In addition, APA Corporation saw -20.12% in overturn over a single year, with a tendency to cut further losses.
Stock Fundamentals for APA
Current profitability levels for the company are sitting at:
The net margin for APA Corporation stands at +33.17. The total capital return value is set at 68.43, while invested capital returns managed to touch 61.96. Equity return is now at value 181.76, with 11.22 for asset returns.
Based on APA Corporation (APA), the company’s capital structure generated 1,360.05 points at debt to equity in total, while total debt to capital is 93.15. Total debt to assets is 43.76, with long-term debt to equity ratio resting at 1,320.09. Finally, the long-term debt to capital ratio is 90.41.
When we switch over and look at the enterprise to sales, we see a ratio of 1.93, with the company’s debt to enterprise value settled at 0.26. The receivables turnover for the company is 7.74 and the total asset turnover is 0.84. The liquidity ratio also appears to be rather interesting for investors as it stands at 0.93.
In conclusion, APA Corporation (APA) has seen mixed performance in accurate times. Analysts have a bearish opinion on the stock, with some rating it as a “sell” and others rating it as a “hold”. It’s important to note that the stock is currently trading at a significant distance from its 50-day moving average and its 52-week high.
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