ABSTRACT A SURVEY OF BUSINESS AND INDUSTRY NEEDS FOR VOCATIONAL-TECHNICAL PROGRAMS IN THE JASPER COUNTY JUNIOR COLLEGE by Harlan L. Heglar The need for this study has evolved from the chang- ing American occupational scene which in turn has resulted in the need for more occupational training at a higher level. It is in the interest of the general welfare of the American people to see that as many persons as possible are given an Opportunity to earn a socially acceptable liv- ing. The purpose of this study was to obtain selected occupational data and employer opinions concerning voca- tional-technical occupations in the Jasper County Junior College business and industry service area for which occu- pational training could be implemented at the community college level, and more Specifically at the Jasper County Junior College. From this information broad program recom- mendations were made. Harlan L. Heglar The data upon which this study was based were ob- tained from a questionnaire mailed to selected employers in the JaSper County Junior College business and industry service area. These employers were selected on the basis of having a total of five or more employees except that certain businesses (physicians, attorneys, accountants, dentists, and optometrists) were included regardless of size, and certain businesses (taverns, bars, barber and beauty shops, and farms) were excluded regardless of size. Specific information obtained from these employers included the total number of employees, the number of employees in selected occupations, the number of trainees, and the num- ber of replacements for each occupation during 1964. Gen- eral information concerning the employing firms as well as employer comments concerning the occupations reported were also obtained. Questionnaire returns produced a total of 14,430 employees or 79.7 percent of the estimated total employees covered by the survey. Three thousand and eighty-two, or 21.4 percent of these positions were listed by employers as having post-high school educational requirements below a baccalaureate degree. Of this total of 3,082 employees, 2 Harlan L. Heglar 2,069 were men and 1,013 were women. During 1964 the firms had an additional 316 persons being trained for replacements in these occupations. They also reported an annual replace— ment figure of 445 persons. Information received on the 3,082 skilled, semi- professional, and technical workers showed 1,156 to be in Industrial type occupations, 1,560 in Business type occupa- tions, 297 in Health type occupations, with the remaining few being in Agricultural Service and Public Service occu- pations. The reported occupations were placed in twenty—four groups, based on similar basic educational requirements. These twenty-four occupational groups were ranked from highest to lowest on: 1) number of employees, 2) number of replacements, and 3) number of replacements needed in excess of trainees available within the firms. The follow- ing groups ranked in the upper one-fourth in all three factors: 1. Accountants, business management, outside salesmen (except agriculture), real estate, insurance, fin- ance, retail management and buying, and sales manager. 2. General secretary, general office, and legal secre- tary. Harlan L. Heglar In addition, the following groups ranked in the upper one? fourth in two of the three factors: 1. Automotive technician. 2. Foreman--first line supervisor. 3. Architectural draftsman, civil and highway techni- cians, and engineering aide° 4. Machine design draftsman, drafting and design tech- nician, metallurgical technician, mechanical tech- nician, quality control technician, and industrial X-ray technician. 5. Nurses aide, and practical nurse. A majority of the respondents indicated a local shortage of trained persons in all of the occupational categories grouped above except the group including general secretary, general office, and legal secretary, where a majority indi- cated an adequate supply. Over 90 percent of the responses indicated the Jasper County Junior College could be of "some help” or "very valuable" help to them in meeting their need for new employees if occupational training programs were established in the college curriculum to prepare prospective employees in areas of greatest need. Conclusions drawn from the review of literature and the findings of the study include: 4 Harlan L. Heglar Societal and technological changes have a bearing on the proper kind and level of vocational-technical edu- cation needed to be made available for youth and adults in the Jasper County Junior College service area. Business and industry provide wide employment in the skilled, semi—professional, and technical occupations in the college business and industry service area. There is a concern on the part of employers concerning the lack of trained employees. The educational level or amount of training for a par- ticular occupation may vary among employers. A majority of the employers are willing to cooperate with the college to implement and operate vocational- technical programs. Based on the responses from employers, present voca— tional programs in the Jasper County Junior College need to be strengthened and a number of new programs should be added to the curriculum. A SURVEY OF BUSINESS AND INDUSTRY NEEDS FOR VOCATIONAL-TECHNICAL PROGRAMS IN THE JASPER COUNTY JUNIOR COLLEGE BY Harlan L. Heglar A THESIS Submitted to Michigan State University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY College of Education 1966 ACKNOWLEDGEMENTS The writer wishes to express his appreciation to the chairman of his guidance committee, Dr. Max. S. Smith, and to the guidance committee members, Dr. Max Raines, Dr. Raymond Garner, and Dr. John Useem for their encouragement, guidance and helpful criticism. The author is also indebted to Dr. Leon C. Billingsly, President, and the other administrative staff of Missouri Southern College, Joplin, Missouri, for their support in the collection of data for the study. Appreciation and thanks are also due the writer's wife, Alvorine, and two children, Larry and Connie, who have had patience and understanding through the entire graduate program. ii TABLE OF CONTENTS ACKNOWLEDGEMENTS. . . . . . . . . . . . . . . . LIST OF TABLES. . . . . . . . . . . . . . . . . . LIST OF APPENDICES. . . . . . . . . . . . Chapter I 0 THE PROBLEM O O O O O O O O O O O O O O O 0 Introduction. . . . . . . . . . . . . . Statement of Purpose. . . . . . . . . . Rationale . . . . . . . . . . . . . . . Definition of Terms Used. . . . . . . . Limitations and Scope of the Study. . Overview of the Study . . . . . . . . . II. TECHNOLOGICAL AND SOCIETAL CHANGES IN THE UNITED STATES AND THEIR EFFECTS ON THE COMMUNITY AND VOCATIONAL-TECHNICAL EDUCATION . . . . . . . . . . . . Introduction. . . . . . . . . . . . . . Changes in Technology and Society . . . Technological and Societal Changes as They Affect the Community . . . . . Technological and Societal Changes as They Affect Vocational-technical Education . . . . . . . . . . . . . . Summary . . . . . . . . . . . . . . . . III. REVIEW OF RELATED STUDIES . . . . . . . . Introduction. . . . . . . . . . . . . . National, State, and Local Occupational Surveys . . . . . . . . . . . . Summary . . . . . . . . . . . . . . . Page ii vii NI—‘U‘sPNH k’H 14 14 14 21 25 31 33 33 36 56 Table of Contents--continued. Chapter Page IV. DEMOGRAPHIC AND INDUSTRIAL CHARACTERISTICS OF THE AREA STUDIED . . . . . . . . . . . 58 Introduction. . . . . . . . . . . . . . . 58 Population Characteristics. . . . . . . . 59 Industry Characteristics. . . . . . . . . 66 Summary . . . . . . . . . . . . . . . . . 69 V. METHODOLOGY AND ANALYSIS OF RESULTS . . . . . 71 Introduction. . . . . . . . . . . . . . . 71 Construction and Validation of Survey Instrument. . . . . . . . . . . . . . . 72 Data Collection Procedures. . . . . . . . 77 Publicity for the Study . . . . . . . . . 80 Analyzing the Data. . . . . . . . . . . . 81 Questionnaire Returns . . . . . . . . . . 83 Estimate of the Total Number of Employees Included in the Survey Compared to Actual Returns. . . . . . . . . . . . . 84 Questionnaire Returns by Industrial Clas- sification and Employee Numbers . . . . 88 Position of Person Answering Questionnaire 93 Source of Employees . . . . . . . . . . . 95 Support for Advisory Committees . . . . . 97 Industrial Occupations Reported . . . . . 100 Business Occupations Reported . . . . . . 119 Health Occupations Reported . . . . . . . 136 Agricultural Service Occupations Reported 147 Public Service Occupations Reported . . . 150 Summary of Occupational Groupings . . . . 152 VI. SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS . . 160 Summary . . . . . . . . . . . . . . . . . 160 Conclusions . . . . . . . . . . . . . . . 174 Recommendations . . . . . . . . . . . . . 180 BIBLIOGRAPHY. . . . . . . . . . . . . . . . . . . . 185 APPENDICES. . . . . . . . . . . . . . . . . . . . . 190 iv Table 10. 11. LIST OF TABLES EMPLOYMENT IN THE UNITED STATES BY MAJOR OCCUPATIONAL GROUP, 1960 to 1976. . . . . POPULATION CHANGES FOR JASPER COUNTY, MIS- SOURI, AND THE UNITED STATES, 1940 to 1960. JASPER COUNTY POPULATION TRENDS, 1940 to 1960 POPULATION DISTRIBUTION BY AGE GROUP--JASPER COUNTY, 1940 to 1960. . . . . . . . . . . SELECTED SOCIAL AND ECONOMIC CHARACTERISTICS FOR JASPER COUNTY, MISSOURI, AND THE UNITED STATES. . . . . . . . . . . . . . . . . . EMPLOYEES BY MAJOR INDUSTRY GROUPING FOR JAS- PER COUNTY, MISSOURI, AND THE UNITED STATES ACTUAL QUESTIONNAIRE RETURNS COMPARED TO ESTIMATED POSSIBLE RETURNS BY INDUSTRY CLASSIFICATIONS . . . . . . . . . . . . . ACTUAL QUESTIONNAIRE RETURNS COMPARED TO ESTIMATED POSSIBLE RETURNS BY EMPLOYEE SIZE OF FIRM. . . . . . . . . . . . . POSITION IN FIRM OF PERSON ANSWERING THE QUESTIONNAIRE . . . . . . . . . . . . SOURCES OF OBTAINING SKILLED, SEMI-PROFES- SIONAL, AND TECHNICAL EMPLOYEES BY EMPLOYERS IN THE JASPER.COUNTY JUNIOR COLLEGE SERVICE AMA. C O O O O O O O O O O O O C O O 0 NUMBER AND PERCENTAGE OF RESPONDENTS WHO OFFERED TO SERVE ON THE JASPER COUNTY JUNIOR COLLEGE ADVISORY COMMITTEE . . V Page 18 6O 61 63 64 68 91 93 94 96 98 List of Tables—-continued. Table 12. 13. 14. 15. 16. 17. 18. ADVISORY COMMITTEE SUPPORT BY INDUSTRIAL CLASSIFICATIONS . . . . . . . . . . . . . SUMMARY OF OCCUPATIONAL FACTORS AND EMPLOYER OPINIONS--INDUSTRIAL OCCUPATIONS. . . . . SUMMARY OF OCCUPATIONAL FACTORS AND EMPLOYER OPINIONS--BUSINESS OCCUPATIONS. . . . . . SUMMARY OF OCCUPATIONAL FACTORS AND EMPLOYER OPINIONS--HEALTH, AGRICULTURAL SERVICE, AND PUBLIC SERVICE OCCUPATIONS. . . . . . THE RANKING OF TWENTY-FOUR OCCUPATIONAL GROUPS ACCORDING TO THREE SELECTED QUAN- TITY FACTORS. . . . . . . . . . . . . . . EMPLOYERS RATING OF PAST AND FUTURE GROWTH OF SELECTED OCCUPATIONAL GROUPS . . . . . EMPLOYERS OPINIONS ON THE LOCAL SUPPLY OF TRAINED WORKERS AND THE POTENTIAL VALUE OF VOCATIONAL-TECHNICAL PROGRAMS. . . . . vi Page 99 104 124 138 156 157 158 LIST OF APPENDICES Appendices Page A. LETTER TO EMPLOYERS. . . . . . . . . . . . . 191 B. BUSINESS AND INDUSTRY QUESTIONNAIRE. . . . . 192 C. FOLLOW-UP LETTER TO EMPLOYERS, #1. . . . . . 196 D. FOLLOW-UP LETTER TO EMPLOYERS, #2. . . . . . 197 E. DEFINITIONS OF OCCUPATIONS . . . . . . . . . 198 vii CHAPTER I THE PROBLEM Introduction The nature of work in America has shifted consid- erably over the past twenty years. These changes have re- quired more occupational training at a higher level. In the generation ahead the American peOple can be assured that most jobs are going to require still more highly skilled, better trained, and better educated persons than at present or in the past. We have long passed the time when most skills were passed on from father to son without a formal type of education. Today business, industry, and educational institutions provide most of the vocational training that is required for entering, up—grading, or re- training a person in an occupation. Occupational training by all of these institutions is going to increase in the future. A high degree of skill is now required in both agriculture and industry and the future belongs to those individuals who are equipped with these skills to begin 1 with, who are willing to advance in these skills, and who will add new skills. Even industries which have been slow to change in the past are finding it necessary to consider changes for the future. It is in the interest of the "general welfare” of the American people to see that as many persons as possible are given an Opportunity to earn a socially acceptable liv- ing. Barlow, in the National Society for the Study of Edu- cation Yearbook of 1965 indicated that new and improved programs of vocational education can be justified on: a) the right of each individual to a total education, b) the responsibility of society (through the public education sys- tem) to provide such instruction, and c) the effect of vo- cational education on the economic strength of the nation. Statement of Purpose The purpose of this study is to make broad recommen— dations to the Jasper County Junior College staff in the lMelvin L. Barlow, "The Challenge to Vocational Edu— cation," Chapter I in the Sixtyefourth Yearbook of the Na- tional Society for the Study of Education, Part I Vocational Education (Chicago: University of Chicago Press, 1965), p. 2. areas of need for occupational training prOgrams at the post- high school level in the College's business and industry service area based on primary occupational information ob- tained through employers and by employer Opinions concerning these occupations. The study is basically quantitative in that it is directed at an occupational count of persons within those occupations which, according to employers, require as prep- aration a post-high school education but below the level of a baccalaureate degree. Specifically the purposes are: 1. To Obtain from employers, information about each of the occupations including—— a. Number of employees. b. Number Of persons being trained by business and industry during 1964, c. Number of replacements required during 1964, d. Past (1960-1965) and future (1965-1970) employ- ment trends, e. Opinions of representatives of business and in— dustry relative to obtaining new employees from the vocational-technical programs of the Jasper County Junior College, and f. Potential vocational-technical advisory commit- tee support the college might receive from business and industry. 2. TO make broad curriculum recommendations based on the information obtained from the employers. Rationale A comprehensive community college should provide an up-to—date and adequate curriculum for the peOple of its community. It will be shown as part of this study that vo- cational—technical education is an important part of that curriculum. Also much data will be presented relating to employment trends, population trends, economic conditions, and industrial characteristics, which help establish the need for updating and providing adequate vocational- technical programs in the Jasper County Junior College. This information was Obtained from secondary sources. These secondary data are important for planning curriculums, but they are not the sole source. Primary data must also be obtained and utilized. The local vocational—technical administrator must harmonize the secondary data with primary data showing local vocational-technibal needs. Primary data includes: 1) occu- pations and families of occupations in which employment Op— portunities exist, 2) occupational trends, 3) the number of employees being trained within business and industry, 4) the number of employee replacements necessary, 5) the em- ployer's opinion as to the availability of trained employees, and 6) the support from employers for training programs. The source of primary data is the local community. This study, then, as pointed out in the statement of pur- poses, is an attempt to obtain this primary information and from it make recommendations about occupational areas in which vocational—technical programs are needed for the Jas— per County Junior College business and industry service area. Definition of Terms Used Vocational and Occupational Education These terms in their broadest sense encompass col- legiate level instruction leading to the professions, as well as occupational training which requires less than col— lege level instruction. This study is focused on that part of vocational or occupational education which provides occu- pational competencies normally Offered by the comprehensive community college. Vocational-technical This term is used here to include the community col— lege curriculum which prepares, retrains, or upgrades indi- viduals in a broad range of skilled, technical, and semipro- fessional occupations. Generally two years of study are re- quired to receive a degree in vocational—technical programs. However many non—degree programs are offered for upgrading and retraining persons and these may vary considerably as to length Of training time. We may refer here to the vocational— technical department of the community college, to the vocational-technical programs offered, or to vocational- technical occupations which include supervisory positions, sales positions, and others which the employers desire to be filled with persons having a post-high school educational background. The occupations listed on the study question- naire fall into this vocational—technical category. Semi-professional This term often refers to college—level education organized into curriculums which lead to an associate degree, and which are designed to prepare the student for entry into employment in one of several career fields reCOgnized as approaching professional status. Examples of occupations which are Often considered semi—professional are: regis— tered nurse, private secretary, architectural draftsman, medical technician, accountant, and engineering technician. Technical Education This term refers to one kind of semi—professional education. It is carried out at the college level, and 1) emphasizes work in mathematics and science and frequently, but not always, relates to engineering, 2) gives much at- tention to Specialized technical content, but also stresses skill in the use of tools and instruments, and 3) leads to occupational competence in the chosen field of specializa- tion. In the minds of many employers and others, the terms "technical education" and "semi—professional education" are used interchangeably. No distinction between the two is necessary for this study. Families or Groups of Occupations There is a tendency on the part of the community colleges to avoid extreme Specialization and to regard the vast spectrum of jobs in their vocational-technical offer- ings. Occupations for which much of the basic training is similar may be classed as families or groups of occupations. It is Often advantageous or necessary for a commun- ity college to consider occupations in this manner so that a combination of the factors of sufficient students, employ- ment opportunities, and finances are available to justify the establishment of a curriculum to meet the educational requirements of occupations. Community College Generally the community college is a two-year educa— tional institution designed to meet the post-high school educational needs of its local community but not offering a baccalaureate degree. Some of the curriculums may vary in length up or down from the two year requirements. Such programs are Often culminated with the presentation of a certificate to the student. The regular two year programs usually result in an associate degree for the student. Jasper County Junior College, the institution being considered in this study, belongs in the category of a com- munity college. Although the name "junior'l is part of the legal name Of the college, it is for all intensive purposes a community college and is considered as such in this study. Jasper County Junior College The Jasper County Junior College is a two year com- munity college Offering transfer and terminal education pro- grams. The College is located in Joplin, Missouri, and has been in existence since 1937. Up to 1964 it was under the jurisdiction of the JOplin school district and was called JOplin Junior College. In 1964 the Jasper County Junior College District was formed and the name of the college changed to Jasper County Junior College. The total enrollment, full and part-time, as Of October 1964 was 1,603. During that same year there were thirty-six full-time and two part-time faculty members. Shortly after the data for this study was obtained, the college name was again changed, this time to Missouri Southern College. However, since all data was gathered under the name Of Jasper County Junior College, this name will continue to be used throughout the study. Jasper County Junior College District The geographical area for taxing purposes of the Jasper County Junior College is called the Jasper County Junior College District. The district consists of all of JaSper County plus a few small parts of school districts 10 that extend outside the county. Due to the fact that the district closely coincides with Jasper County, most of the statistical data used in this study relates only to this county. An attempt to gather corresponding data for the small areas within the district but outside JaSper County was thought to be Of little consequence to the findings and recommendations of the study, and would have involved con- siderable time and expense in Obtaining the information. Jasper County Junior College Business and Industry Service Area Although the business and industry service area of the Jasper County Junior College is comprised mainly of the legal college district, the College has worked closely with several businesses outside, but close to the legal district. Therefore, the College business and industry service area is slightly larger than the legal boundaries of the district. It Should be noted that the business and industry service area used for this study does not include all the cities, counties, etc. from which the college students originate. It does, though, include approximately 90% of them. 11 Limitations and Scope of the Study The factors Of time, finance, and feasibility have necessitated limitations to this study. The study: 1. Concerns the training needs which might be met by a survey of business and industry. The study does not consider all the factors necessary in the considera- tion Of establishing vocational—technical curriculums at the community college level. For example, this study does not consider facilities, financing, or staffing of programs. Involves the collection of data within the Jasper County Junior College service area. Since the ques— tionnaire was Specifically designed and terms defined to meet the needs of this area it would probably need modification for use in another geographical area. Provides information as to the occupational groups in which instruction may be Offered, but no attempt is made to provide information that could be used for specific course content in any curriculum. 12 4. Is limited to post-high school vocational-technical occupations as determined by the employers answering the questionnaire. 5. Is limited to the areas of training which could be most effectively provided by a community college, specifically the Jasper County Junior College. For example, it was decided to eliminate any study of the number or need for barbers or beauticians in the service area because the college advisory committee believed that such occupations were being well pro- vided for through private schools in the area. Farms, as businesses, were also eliminated as it was be- lieved that farming occupations Should be another study. 6. Is limited to businesses which have five or more employees except for certain selected classifications. Overview of the Study The Jasper County Junior College, a comprehensive community college, is in a logical position to serve, and is obligated to provide, its service area with vocational- 13 technical programs. In order for the faculty and adminis— tration of the college to provide these programs, informa- tion is required from many sources. This study is a survey of business and industry within the Jasper County Junior College business and indus- try service area to obtain primary information concerning selected occupations common to the area. The importance Of the study lies in its value for program development within the college. This survey identifies the occupations in which em- ployers desire or require employees to have some type of post-high school education, but below the level of a bacca— laureate degree. Furthermore, it obtains the Opinions of the employers concerning selected factors about these occu- pations. From this information groups or families cdfoccupa- tions are recommended as a primary step in the implmentation and extension of vocational-technical programs in the Jasper County Junior College. CHAPTER II TECHNOLOGICAL AND SOCIETAL CHANGES IN THE UNITED STATES AND THEIR EFFECTS ON THE COMMUNITY AND VOCATIONAL-TECHNICAL EDUCATION Introduction The changes that have come about in technology and society in the past forty years have had and will continue to have a major effect on vocational-technical education. The Old patterns are proving to be inadequate. Changes of emphasis in methods and subject matter are being made in an effort to keep vocational-technical education in a position which allows adequate preparation of today's youth to fit today's technological fields of employment. Changes in Technoloqy and Society The explosion of scientific and technical knowledge has come about because of what Arnstein calls "modern man's 14 15 invention of invention, the systematic quest for new ways of doing things, for new products and ideas."1 This has caused business, industry, and government to invest huge sums of money in Research and Development (R and D). Galton illus- trated the trend by indicating that during the first 150 years as a nation the United States-—government and industry —-spent $18 billion for R & D. From 1950 to 1955 another $18 billion was spent, and during the fiscal year 1962 al— most $18 billion.2 These figures are presented to illustrate the vast increase in importance of R & D. At this rate of increase we may expect the expenditure to double or triple in the next ten to twenty years. The benefit to man of R & D can be Observed in every day life. We have a continuous rise in our standard of liv— ing from these "inventions" of modern man. Agricultural products have been improved and increased. Business proced- ures have progressed to a state of SOphistication where lGeorge Arnstein, "The Technological Context Of Vo- cational Education," Chapter III in the Sixty-Fourth Yearbook of the National Society for the Study Of Education, Part I Vocational Education (Chicago: University of Chicago Press, 1965): P. 40. 2Lawrence Galton, "Will Space Research Pay Off on Earth," New York Times Magazine, May 26, 1963, p. 29. l6 computors are solving complex problems once considered im- possible. Fewer man hours are required to do the same job than were required 15 to 20 years ago. The New York Times illustrates the technological changes with these observa- tions: In 1947, to produce 1,000 tons of steel, it took 14,700 man-hours; in 1962, it took only 10,900 man-hours. In 1947, to produce a typical automobile, we needed 310.5 man-hours; in 1962, the total came to just half, or 153.0 man-hours. In 1947, some 340 man-hours were needed to pro- duce 1,000 bushels of wheat, by 1962, this was reduced to 120 man-hours. Not only do we note a decrease in the number Of man— hours of labor needed to produce many products, but a similar decrease is seen in the number Of working hours required of the average American in order to buy these products. The net result has been a higher standard of living for the aver— age American. These technological changes bring an alarming sophis— tication and complexity to our country's occupations at a time when trends in the American labor force show that by 3John D. Pomfret, "Technological Change Has Played A Major Role in Recent Strikes," New York Times, July 14, 1963, p. E3. 17 1970 it will total over 100 million people. Eighty-seven million of these will be employed full-time. Of this 87 million people working full-time, 58 million are working now, 26 million will be young workers entering the labor force during this decade, and 3 million will be women enter- ing or re-entering the labor force. New methods, materials, and Opportunities along with automation and economic change will necessitate the training and retraining of many non- professional persons. This growth of the labor force will amount to an approximate 21 percent increase from 1960-1970 but this in— crease will not be uniform among various occupational groups. Professional, semi—professional, and technical workers will as a group increase 43 percent; manager, officials, and pro- prietors by 21 percent; clerical workers by 31 percent; sales workers 23 percent; employment in the service Occupations will increase 34 percent; but the unskilled workers will Show no increase at all. Farmers and farm workers as a group will actually decline by about 22 percent. 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E egg 19 Table 1 also projects the growth of the labor force to the year 1975. It should be noted that the rate of the change will decline after 1970. When viewing the change be- tween 1960 and 1975 there will still be a drastic increase in certain occupations. The largest increase is expected to remain in the professional and technical group which will increase 65 percent; next, is the service workers' group Which will increase 51 percent; clerical workers also show a significant increase while unskilled laborers and the farming occupations will stay the same or decrease, but at a slower rate than between 1960 and 1970. The common fear that "machines will replace man" is unjustified. Machines are inanimate Objects and are simply the tools available to man to use. Any technology includes the human element. An increase in the use of machines for business and industry may create a shift in job patterns and an increase in the level of education necessary to hold the job, but not an elimination of man as a worker. The technological impact has been so great that in 1961 a panel of consultants was appointed by the Secretary of Health, Education and Welfare to review the current Na- tional Vocation Education Acts and make recommendations con— cerning vocational education at all levels. 20 The panel studied vocational education at both the high school and post-high school levels. Concerning post- high school training the following statement is found in the summary of the report. Post-high school technical training is an espe- cially critical need, the Panel found. Estimates of the number of new technicians needed in every year of the present decade range from 67,800 to 200,000. Technician training is presently offered under a variety of auspices, public and private, with the federally reimbursed programs authorized for title VIII of the National Defense Education Act producing a major share of the graduates.5 Harris provides a summary of these and other societal and technological trends Which demand that higher education seek new directions. His statements were intended to give impetus to the development of the community-junior college in America. These trends are: 'The increasing complexity Of everyday life in an urban, industrialized society. 'The explosion of technical and scientific know- ledge which has characterized the past four decades. 'The alarming increase in sophistication and com— plexity of occupations at all levels. °The fact that in our society education stands between man and his jOb--that lack of education is a barrier between men and jobs. ‘The virtual disappearance of unskilled (common labor) jobs. Ibid., p. xvii. 21 'The impact Of automation and the flow process industries on production, on jobs, and on peOple. -The action and reaction within a free society which leaves no person content "to stay in his place." “The realization that knowledge is the key to a better life—~not just for the few, but for the many. °An awareness of the fact that if "only the educated are free," then all free must be edu- cated to the maximum of their capabilities. 'The needs of industry and business for semi- professional (middle level) manpower. 'A manpower shortage in professional, semi— professional, and technical categories; con- trasted with devastating unemployment in the unskilled and semi-skilled categories. -The realization that a "disaster gap" is Open- ing up between those of our citizens with ad— vanced education and those with little educa- tion. 'The urgent need for millions of citizens who can both think and do——and the gradual disap- pearance Of a bi-polar society in which an elite few did all of the thinking, and the rest did all the work.6 Technological and Societal Changes As They Affect the Community Communities are becoming increasingly alarmed over the problems of job placement of youth. These concerns 6Norman G. Harris, Technical Education in the Junior College/ New Programs for New Jobs (Washington: The Ameri- can Association of Junior Colleges, 1964), p. 20. 22 result from the changing industrial scene, the changing structure of the labor market, and the changing values within the community itself. If the youth can be absorbed into an expanding economy capable of absorbing them, then there is no problem in their training, but when the labor market requires particular skills, vocational training, oc— cupational guidance, and organized placement, then there are community problems.7 A worker's participation in the occupational world is much more successful and satisfying to himself and his community when he has been adequately prepared to enter the occupation. Since the occupational world or job market is vast and includes almost all conceivable types of training, his problems of Obtaining skills may be extremely complex. Brookover and Nosow recognize this same problem when they say: If the allocation of jobs in our society were indeed rational, guided by an "unseen hand": in a self—equilibrating market, we might have few problems concerning youth and their place- ment in the world of work. But job distribution 7Wilbur B. Brookover and Sigmund Nosow, "A Sociolog— ical Analysis Of Vocational Education in the United States,“ in Education for a Changing World of Work, Appendix III (Washington: U. S. Gov't. Printing Office, 1963), p. 24. 23 and the allocation of occupational roles is hardly a rational process. Not every available or necessary job is filled merely on request, or by pushing a button leading to an employment service. Vocational education has historically been concerned with individuals Of all ages but the young worker has had a greater difficulty in finding and holding a job than has the experienced worker.9 Several factors contribute to this dif- ficulty. Some of these are immaturity, age limits for cer- tain jobs, experience, lack Of identification with an indus— try, company shopping around for jobs and job changing, and lack of seniority; but the single most important reason for the failure of youth in getting a job is their lack of sal— able Skills. They may desire to work hard, but this no longer guarantees success unless a specific skill accom- panies this desire or willingness. 8Ibid., p. 22. 9U. S. Dept. of Labor, Bureau of Statistics, Labor Force, Employment, and Unemployment Statistics, 1947-61 (Washington: U. S. Government Printing Office, 1962), Table 12, p. 13. 0Norman C. Harris, "Community College Technical Ed- ucation," North Central Association Quarterly (Menasha, Wisc.: North Central Association of Colleges and Secondary Schools, 1962), XXXVI, No. 4, p. 328. 24 Brookover and Nosow question the value to the com— munity of individuals who have not been adequately trained for participation in the world of work. They ask: Are youths likely to participate in community affairs, meeting their obligations as citizens and as parents? On the other hand, are commun- ities with elaborate guidance and vocational education programs necessarily successful in providing their youth with fruitful adult roles in the larger community?11 These problems are ultimately based on the relationship be- tween the labor market, the schools, and the community. The labor market provides the jobs, the schools a training for work and living, and the community provides the norms for the allocation of jobs among the socially acceptable and "marginal" groups in the community. Within this framework there must be the freedom of occupational choice which has developed as an American ideal. Many of the federal acts have sought specifically to provide this occupational choice by alloting funds in the interest of the "general welfare” of the community and nation. llBrookover and Nosow, p. 22. 25 Technological and Societal Changes As They Affect Vocational-technical Education The relatively recent changes in technology and its resulting change in the composition of the labor force, the expectations and norms of communities toward the world of work, and the general welfare of the nation led to several implications for vocational-technical education in the United States. First, vocational-technical education has to be com- patible with the job expectations of the individual. The school should not offer programs which are socially unaccept- able and would degrade the prospective student. This accept- ability will vary with individuals. Brookover and Nosow state that an individual's job expectations are usually class oriented and the probability is high that a son will enter the occupational level of his father. However, they continue, the societal mobility of individual results in a lesser likelihood of their having accurate images of occupa— tions which are beyond those held by family, relatives, or friends. These factors place a great burden on the teacher and counselor for their need to thoroughly know and under- stand the student.12 2 1 Ibid., p. 47. 26 Second, the freedom of occupational choice, the de- clining proportion of workers in unskilled jobs, and the ex- pansion of education to include a greater proportion of the working classes has resulted in a need for curriculum changes. The curricula must be in harmony with the needs of life, which in turn have changed with technological advances. The students nor the sbhool can afford to Spend time or money on information and courses that do not fit today's needs. Also, liberal or general education is being recognized as a part of the vocational education curriculum, with this liberal education being presented in its relationship to a voca- tional goal. A third implication for education evolving from these societal and technological changes is the requirement of a high level of education based on courses which adapts the person to a number of jobs or gives him a base so that he may more easily prepare for a variety of jobs should the need arise. Skill in the basic subjects such as reading and math- ematics is an essential base to many of the vocational- technical curriculums. If the individual misses this basic material, he is handicapped throughout life in Obtaining 27 specific vocational training at the levels which would pro- vide him with mobility or advancement. Of a necessity, he will have to Obtain this basic material sometime before be- ing trained or retrained. Brookover and Nosow develop this further than many educators whey they say: The most valuable vocational training that can be provided in the elementary and secondary school for most youth is, therefore, in the basic education program which has not previ- Ously been identified as vocational education. This increase in the level of education needed by individuals to provide themselves with gainful employment poses problems for the educator in the area of these prere- quisites. These problems stem from the fact that the school is supposed to provide persons with a skill and yet the gen— eral education prerequisites and the changing occupational structure make it difficult to do this. However, it appears that students who are directed into specific vocational pro- grams early in the secondary school are deprived of many Op- portunities which might be Open to them had they delayed specific training and in place of it relied on basic educa— tion with occupational orientation. Again, the sociological implications are set forth by Brookover and Nosow when they say: l3Ibid., p. 37. 28 It seems likely, therefore, that both the needs Of the society and the occupational adjustment of individuals will be better served if specific vocational training is provided at the latest possible period in the educational career of the individual. If this statement could be assumed to include all types of occupations ranging from the unskilled to the pro- fessional, then of course this "latest possible period" would vary considerably among individuals depending on the type of program or curriculum they studied. The fourth and last implication to be discussed here involves the possibility that vocational education of the future will be continuous throughout the working years of most individuals. A large proportion Of the workers will change Occupations several times before they retire. This means that new programs must constantly be added, certain old ones deleted, and counseling services aimed toward an increasing number of adults must be involved. The need for adults to continue their education is emphasized by the Panel of Consultants. There is little doubt that most jobs in the generation ahead are going to require persons Who are much more skilled, better trained and l4Ibid., p. 42. 29 better educated than in the past. The total amount of vocational education provided by all institutions and agencies is undoubtedly going to increase. . . . This is true in Agriculture and Industry, where the workers going to be needed are those who have a high degree of skill, the capacity to keep their skills up to date, and the willingness to add new skills. The construction industry, which at times in the past has been relatively slow to change, is changing in many aspects. The person in the building trades who is most likely to hold his job in the future is the one who is highly skilled and who is continuously adding new skills to meet the shifting requirements of new jobs. The office worker who has the best chance of remaining employed is the one of high competence who keeps his skills up to date. The same is true in most other fields.15 The problems posed for education by these social and technological changes was recognized and studied by this Panel. A significant contribution to the understanding of the need for vocational education in the United States was made by this group. Their report had a direct bearing on the recent acts by Congress, such as the Manpower Develop- ment Act of 1962, the Vocational Education Act of 1963, and the Economic Opportunity Act of 1964. Among the Specific recommendations of this Panel are included the following: 15Harold F. Clark, "The Economic and Social Back- ground Of Vocational Education in the United States," in Education for a Changing World of Work, Appendix III (Wash- ington: U. S. Government Printing Office, 1963), p. 3. 30 Vocational education must be made available to all peOple who have the need, the desire, and the ability to benefit from such instruction. To achieve this objective, it is recommended that: 1. More high schools, junior colleges, and other post-high school institutions pro- vide training for occupational skills. Training programs be develOped for occupa- tions in which training is not now provided for which there are employment possibilities. More attention be given to the education of women for employment. Equal attention and equal Opportunities be given to all, regardless of race, age, sex or national origin. Area schools be develOped to provide curric- ulums for many occupations, not restricted to persons in a certain area of residence.1 Education for occupational competency should be carefully correlated with the possibility of employment. To accomplish this, it is recommended that: 1. Local, State, and Federal employment service reports and predictions be made available to all schools. All schools make available to State and Fed- eral employment agencies statistics Of en- rollments and completions of training prOgrams. Where the size and complexity of the commun— ity justifies such an activity, the schools should take the leadership in establishing and maintaining an employment service, and l6 . Report Of the Panel of Consultants on Vocational Education, p. 222. 31 local government. It should conduct sur- veys Of community employment, training, and youth population, as well as suggest policy and evaluate community activities to training and employment.17 One of the above recommendations suggests that the need for training programs should be studied. A common method of determining this need is through a study of the Opportunities in business and industry for various types of trained workers. §Emm2£x In this chapter an attempt has been made to present some of the technological and societal changes which have a bearing on the proper kind and level of vocational—technical education needed to be made available for youth and adults in the United States. These changes have come about so rapidly and will continue to do so, that problems are posed for the community and for education. Persons who have not been adequately prepared for the world of work are of less value to the com— munity than are those who have had adequate training. These l7Ibid. 32 occupationally prepared persons are better able to meet their Obligations as citizens and as parents. These changing technological and societal conditions have demanded that vocational-technical education provide a socially acceptable program, a freedom of occupational choice, a broad basic training so the individual may be retrained easily by educational institutions or business and industry, and a program which meets today's business and industrial needs. A part of meeting today's needs is the development of primary occupational information such as is done in this study conducted in the service area of the Jasper County Junior College. In Chapter III the writer will present a review of studies that are related to this study and which further illustrate the need for adding to and changing vocational- technical preparation programs. CHAPTER III REVIEW OF RELATED STUDIES Introduction In recent years numerous studies have been conducted involving occupational trends, numbers, and predictions. The U. S. Department of Labor, Bureau of Statistics, and the Na- tional Science Foundation have been quite active at the na- tional level in the conducting of such studies. To a lesser extent nationwide studies have been conducted by the Depart— ment Of Health, Education and Welfare. The state employment security commissions and universities frequently conduct statewide studies, while local area studies are often con— ducted by boards of education, chambers Of commerce, and branch Offices of employment security commissions, to name a few. Nationwide studies involve such subjects as careers in individual occupations, employment changes in industries, and education and training programs which lead to jobs in specific fields. These nationwide studies are generally 33 34 very broad and in most cases do not pinpoint employment trends or numbers in a particular geographic area. Statewide studies cover large areas geOgraphically, but are valuable for the state as a whole in determining occupational needs. A large amount of information on occu— pations and employment Opportunities is being published by state employment security agencies. Over 45 state agencies have published studies since 1957. Much of the data from these studies are used as occupational guides for employers \ employees, branches of government, and educational institu- tions. Included in many of these reports is information concerning future manpower supply, characteristics of the work force, changes in state and area economies, and the employment structure of industries. A local area study can be the most valuable single method of determing local conditions. This is not to infer that local studies are the only guides for curriculum plan- ning, but it does mean that they can be of primary import- ance. State and national trends can also be valuable in Counselor's Guide to Occupational and Other Man- power Information, an Annotated Bibliography of Selected Government Publications (Washington: U. S. Government Printing Office, Bulletin NO. 1421, November, 1964), p.12. 35 assessing vocational-technical program needs if they are used in relation to the local studies. Many local studies have been limited to a particular technical group or groups, whereas this study of the Jasper County Junior College business and industry service area has attempted to cover various levels and types of occupations as long as they were of a post-high school nature yet below what is normally considered professional or requiring a bac— calaureate degree. The writer was unable to locate recent studies which either gave a count or a prediction of need for Specific oc- cupations in the service area of the JaSper County Junior College. The JOplin, Missouri, office of the Missouri Em- ployment Security Commission, in 1963 conducted a limited study of certain occupations for use in developing Manpower DevelOpment Training Act prOgrams, but they did not wish to divulge the information when it was requested by the writer. Other unfruitful requests concerning studies of the City of Joplin and the Jasper County area were through contacts of the State Employment Security Commission, State Department of Education, University of Missouri, local chambers of com- merce, and local education institutions. 36 Reported here are examples of studies conducted at the national, state, and local levels. These studies appear to have varying relationships to this study through content and/or methodology. NationalL State, and Local Occupational Surveys A very encompassing study was conducted in 1962 by the Bureau of Labor Statistics of tha United States Depart— ment of Labor.2 The study was aimed at scientists and tech— nicians in industry and, therefore, excluded many occupations below the professional level. Considerable emphasis was placed on the extent and type Of work the person did as a technician, rather than the formal educational requirements of the position. Findings relative to technicians showed that approx— imately half of all technicians were employed in four major industry groups; industrial services, electrical equipment, machinery, and tranSportation equipment. 2 . U. S. Department of Labor, Bureau Of Labor Statis— tics, Employment of Scientific and Technical Personnel in Industry (Washington: U. S. Government Printing Office, Bulletin NO. 1418, June, 1964). 3Ibid., p. l. 37 As of January, 1962, there were 585,000 technicians in the United States according to the study. Of this number, 255,000 were engineering and physical science technicians; 213,000 were draftsmen; 17,000 were medical, agricultural, and biological technicians; and 101,000 were unclassified. A population sample of establishments was drawn for the study from compiled lists of firms reporting to state employment security agencies, supplemented by a list of in- terstate railroads and related companies. Questionnaires were mailed to this population sample, but in an effort to obtain a high percentage Of response, some of the largest establishments were visited to discuss special reporting problems. At least two, but in most cases three, mail or telephone followups were made of all nonre— spondents. Approximately 90% of the businesses in the sample supplied usable information.6 A problem common to many studies evolved here. This concerned the definition of the term "technician." The 4Ibid., p. 13. 5Ibid., p. 74. 6Ibid. 38 Bureau of Labor Statistics' Study includes the following statement in recognition of this problem. The definition of the term "technician" was es- pecially subject to variation in reSponse. There is as yet no general agreement as to the meaning of this term, which covers positions with a var— iety Of job titles differing among establishments. Consequently, the categories Of personnel included in the figures reported on this item probably varied somewhat among respondents in the current survey, and between the current survey and earlier ones.7 The National Science Foundation in 19598 and the Bureau of Labor Statistics in 19629 report studies in rela— tion to scientific and technical personnel in State govern- ment agencies. Both surveys were actually conducted by the Bureau of Statistics, with the 1959 survey being done for the National Science Foundation. A comparison of the two reports shows scientific and technical employment to have increased nearly 20 percent be- tween January 1959 and January 1962, averaging slightly over 7Ibid., p. 75. 8Employment Of Scientific and Technical Personnel in State Government Agencies, A report on a 1959 survey (Washington: U. S. Government Printing Office, 1961). U. S. Department of Labor, Bureau of Labor Statis— tics, Employment Of Scientific and Technical Personnel in State Government Agencies, 1962 (Washington: U. S. Govern- ment Printing Office, Bulletin NO. 1412, June 1964). 39 six percent per year. During this same period other compar— able state employment increased 7 percent or about 2.3 per— cent per year. The questionnaire used in the 1962 survey was based on the 1959 instrument and the population was the same. At the close of the 1962 survey 98 percent of the questionnaires had been returned. This high percentage of return was the result of two follow-up letters and numerous telegrams and telephone calls.11 A Significant study relating to employment opportun- ities and training needs for technicians in the State of Mis- souri was conducted by Prater in 1962.12 The study attempted to answer questions concerning employment Opportunities for technicians in Missouri from 1960 through 1970; training needs in selected industries; training opportunities com- pared with employment Opportunities; and provide implica— tions for programs needed in vocational—technical education in the State. lOIbid., p. 12. 11 Ibid., pp. 63—65. 12Robert L. Prater, Employment Opportunities and Traininngeeds for Technicians in the State of Missouri with Projections through 1970 (Columbia: University of Missouri, Doctoral Dissertation, 1962). 40 The future employment opportunities for technicians was determined by ascertaining what technical occupations were likely to provide employment Opportunities and then pro- jecting these through 1970. A total of 500 firms were sent information forms. After a followup letter and a second information form were sent to non-respondents, 30 percent of the questionnaires were returned and found usable.l3 The number of technicians employed in manufacturing and non-manufacturing industries in Missouri is expected to increase from 13,466 in 1960 to 22,129 by 1970, an increase Of approximately 65 percent. This growth in technical em- ployment is expected to be more than four times greater than the overall growth in employment for the ten year period. The transportation equipment group, which has the largest employment of the manufacturing industries is expected to have the highest increase in the estimated number of tech- nicians by 1970.14 Seventy percent of the employment Opportunities for technicians in industry is expected to come from six of the 13 Ibid., p. 13. 14Ibid., p. 61. 41 manufacturing industries. These six include the transporta- tion equipment industry with 4,142 Opportunities; ordnance and miscellaneous manufacturing, 494; fabricated metal prod— ucts, 723; electrical machinery, 709; chemical and allied products, 647; and machinery, except electrical, 636.15 The non-manufacturing groups provided less than 25 percent of the employment Opportunities with the highest per- cent increase in this group of employees coming from a mis- cellaneous business service category which includes data processing. The difficulty in obtaining technicians for industry was ascertained by asking employers if they had experienced difficulty in securing trained technicians. The technical occupations which were listed as being difficult to fill by ten or more employers were: drafting, production, sales, inspection, electronics, maintenance, instrumentation, and laboratory.1 The health field employment opportunities were also researched in the study. A prediction of 4,482 employment lsIbid., pp. 69-72. 16Ibid., p. 72. 17 Ibid., p. 78. 42 Opportunities was made for this field by 1970. Sixty-five percent of these Opportunities will become available because of normal employment and occupational growth. Thirty-five percent of them will become available because of normal sep- arations from the labor force.18 The total number of health service technicians entering the labor force during the 1960 will be 1,142 less than the expected employment Opportuni- ties. Prater made several conclusions relative to the pro- jected employment Opportunities and training needs for tech- nicians in Missouri up to 1970. The following six of these are presented: 1. Employment Opportunities for technicians in Missouri may be expected to continue at a high level throughout the decade. 2. In-service technical training is needed in most of Missouri's industries. Employers in these industries expect some of their in-service training needs to be provided by vocational-technical schools, area vo- cational schools and junior colleges. 3. Pre-employment training is not being pro- vided in many of the technical occupations found in Missouri industries. The imbalance between pre-employment technical training programs and the technical occupations found 18Ibid., p. 110. 19Ibid., p. 139. U) 43 in the State is sufficient to warrant con— siderable expansion of the technical cur- riculum in the public schools of the State. 4. Since a sizeable percentage of the employers in the state employ formally trained tech- nicians, it seems reasonable to conclude that graduates of technical programs will have little difficulty in finding jobs. 5. Industrial employers in the State employ a high percentage of their technical workers direct from technical schools. They also expect the schools to play a major role in retraining displaced workers for technical occupations. Therefore, vocational-technical educators and school administrators face a real challenge from industry to accept the responsibility of assuring an adequate supply of technically trained workers. 6. In view of the fact that there is expected to be a shortage of trained medical techni— cians, and since the training prescribed for many medical laboratory workers is of Shorter duration than the four years required for registered medical technologists, it is apparent that the imbalance between training Opportunities and employment Opportunities could be corrected, in part, by establishing some Of the prescribed short-term pre-employ-20 ment training programs in the public schools. Recommendations evolving from Prater's study include in part: 1. The junior colleges that are expected to be established in the state should devote a considerable portion of their facilities to the training of industrial and health service technicians. 2 . OIbid., pp. 173-5. 44 2. Inasmuch as the employment Opportunities for industrial technicians are expected to be more numerous than the training oppor— tunities, additional technical programs will need to be started each year during the decade and they will have to be started at a faster rate than during the past few years. 3. Inasmuch as a shortage of trained techni- cians can hamper the industrial growth and the welfare Of the State, as well as jeop- ardize our national defense, all interested groups should COOperate in develOping ade- quate vocational-technical education pro- grams.21 Another report of manpower over an entire state was conducted in 1962 by the Employment Security Commission of . 22 . . North Carolina. By ascertaining the number of employees in various technical and skilled occupations, a picture of the significant industrial and occupational changes in the state was Obtained. This study differed from many state surveys in that the results contained statistics by regions in addition to a report of the entire state. The regions were formed by dividing the state into six geographical subdivisions. 21Ibid., pp. 175-7. 22North Carolina's Opportunity, A Digest of the North Carolina Study Of Technical and Skilled Manpower (Raleigh: The Employment Security Commission of North Carolina, 1962). 45 The state scene in North Carolina appeared to follow closely the United States pattern in which the categories of common labor and farm workers are decreasing relative to the other occupations which require a higher level of education. The five technical occupations for which employers indicated they would need the most workers for expansion and replacement by 1966 were: chemist assistants, production planners, estimators (nonmanufacturing), cost technicians, industrial technicians, and mechanical draftsmen. Needs for skilled employees during the same period appeared to be in the occupations of: carpenters, electricians, machinists, sheet metal workers, knitting machine fixers, and uphols- terers.2 As might be expected, the rank by need of these tech- nical and skilled occupations varied within the geographical regions of the state. Shifts in importance of both industries and occupa— tions have prompted the Michigan Employment Security Commis— sion to become active in conducting occupational studies throughout the state. A pattern evolved from these studies and has been used extensively in occupational surveys. An 23Ibid., p. 5. 46 occupational survey conducted in Calhoun County, Michigan, in 1960 provides a good example.24 A questionnaire was designed which listed 84 occupa- tions that were likely to be in existence in Calhoun County. Employers were asked to give certain information about those occupations that existed in their businesses. The question- naire asked for current employment numbers, current appren- ticeship numbers, estimated number of employees two and five years hence, and the number of employees on training programs. Two hundred eighty-nine firms responded to the ques- tionnaire, but the report did not indicate the number of questionnaires mailed out. Reporting was summarized accord- ing to occupations, age, sex characteristics of employees, and industry Of employment. These reported figures were projected to represent all non-farm wage and salary employ— ment in the county. By multiplying the number Of employed workers by labor force separation rates, estimates of with- drawals from the labor force (replacement needs) were also calculated.25 The summary of the findings of the Calhoun County Study showed that 136 Of the 289 respondent employers 24Calhoun County Plans for the Future (Detroit: Michigan Employment Security Commission, 1960). 25Ibid., p. 56. 47 projected that they would need more employees by 1965, 13 employers said they would need less, and the remaining 140 could see no change. Small firms most often anticipated no change in their personnel requirements. Tables were given listing the occupations that would be in surplus of qualified workers, those that would remain constant, and those in which shortages would occur. The vocational-technical occupations on the list of shortages included bookkeepers, bricklayers, chefs, commercial artists, electricians, medical technicians, plumbers, secretaries, stenographers, sheet metal workers, and tool and die makers. The Michigan Employment Security Commission also con- ducted an extensive survey in 1962 of occupations in the De- troit MetrOpOlitan area (Wayne, Oakland, and Macomb coun- ties).27 The major purposes of this survey were (1) to de- termine prospective employer requirements in ”significant“ occupations, and (2) to provide a basis for the establish— ment of training programs under the Area RedevelOpment Act. The survey covered all occupations in which shortages of 26Ibid., pp. 12-31. 7Detroit MetrOpOlitan Area Survey of Traininngeeds, Mayor's Committee Report (Detroit: Michigan Employment Se- curity Commission, 1963). Ti i .6‘ .1. “§ 48 qualified personnel were anticipated regardless of the length Of the training period. Employers were asked to give their projections for occupations in which they believed there would be trouble Obtaining qualified workers, and to indicate the number of shortages that would probably occur. Questionnaires were mailed to approximately 8,000 employers in the Detroit Metropolitan Area. Questionnaires were returned by 2,285 firms (28.6%) and showed and employ- ment total of 575,000 or approximately 50 percent of the total non-farm wage and salary employment in the area. Of the firms reporting, 254 anticipated shortages in one or more occupations.28 Classification of the hard-to-fill jobs was accom— plished through use of the Dictionary of Occupational titles. Information was then coded on IBM cards for machine tabula- tion. Occupational data reported by the 254 firms were in— flated to determine the total manpower shortages in the po- sitions reported. Reporting of the results was done through charts showing the demand, supply, and shortage of workers in hard- to-fill Occupations, and through tables showing the indusufial 28Ibid., p. 2. 49 distribution of anticipated shortages in the hard—to—fill occupations. A summary of the data gathered shows that 11,100 man- power shortages would occur in 205 occupations with the fol— lowing breakdown: (a) 79 occupations in the professional, technical, and managerial group would have 7,800 manpower shortages, or 70 percent of all the shortages. (b) 85 skilled occupations would have 2,000 manpower shortages, or 18 percent Of all shortages. (c) 37 clerical and sales occupations would have 1,000 manpower shortages, or 9 percent of all the shortages. (d) 4 service occupations would have 400 manpower short- ages, Or 3 percent of the Shortages in all hard-to- fill occupations. A summary of the Specific occupations in which short- ages would occur in the Detroit Metropolitan Area shows that in the professional, technical, and managerial occupation group, the greatest need is for professionally trained 29Ibid., p. 3. 50 teachers and nurses, but the engineering technicians rated high, as did medical technicians. The hard-to-fill clerical and sales occupations are key-punch Operators, stenographers, and salesmen (especially in the sales of building and con— struction equipment supplies, and motor vehicles and suppliesk The service occupations indicated shortages in waiters, prac- tical nurses, hOSpital orderlies, and nurses aides. The skilled group of occupations had shortages in watch makers, tool makers, arc welders, milling machine Operators, lathe Operators, automobile mechanics, diesel mechanics, refriger— ation mechanics, pipe fitters, cabinet makers, tool grinders, and butchers.3 The Kansas City School District studied the supply and demand factors for technical workers in the Kansas City Metropolitan Area.31 Representatives of 480 firms were in- terviewed in an effort to determine the areas and extent of training needed for skilled and technical workers. An aver- age of 11.8 percent of technicians were found to be employed by firms who employed technicians in the Kansas City area. 30mm. , pp. 27—31. 31Skilled and Technical Workers in Greater Kansas City: A Survey of Supply and Demand Factors (Kansas City: Board of Education, 1958). 51 The occupations in which there were reported to be an immed- iate need for trained persons were radio, electronic, and television technicians, and mechanical engineering aides. These occupations plus draftsmen and metallurgical techni— cians were seen as being in short supply five years hence. Vermilion County, Illinois, was the scene of a local area study during 1963. One of the specific Objectives of the study was to find the number Of practicing technicians in various technologies in the county.33 This study, as do many local area studies, narrowed the SCOpe of inquiry to the highly technical occupations and did not consider other vocational-technical occupations of a post—high school nature. The basic design of the Vermilion County Study was directed toward future use of the information for curriculum development in the County. A secondary purpose, however, was to develop a pattern for future research efforts in technical education. The identification of the total population in the study was accomplished by going through lists of industries 32Ibid., pp. 21-31. 33Christy A. Murphy and others, Technician Need Study: Vermilion County, Illinois (Urbana: University of Illinois, May, 1964), p. l. 52 supplied by associations, banks, chambers of commerce, credit bureaus, the Illinois State Employment Service, city direc— tories, and telephone directories. Two instruments were develOped for use in the study. The first of these was a structured interview form for use with firms which were identified as employing technicians. The second was a questionnaire to be filled out by techni- cians located during the interview with the employers. Personal contacts were made wherever possible through- out the study. During the interview of firms, the technicians were identified and listed by name. In most instances the technicians were then gathered together in a group and given the questionnaire material with a short verbal explanation. The technicians were then asked to take the material home, read it over, fill out the questionnaire, and return it. Followup letters were mailed to non-respondents. At the completion of this phase of the study, 67 percent or 344 re- sponses were received from a total of 512 technicians con- tacted.36 34Ibid., p. 19. 35Ibid., p. 20. 36 Ibid., p. 22. 53 The firms interviewed not only indicated a need for technicians but many of them said that, in addition, a num- ber of professional engineers could be replaced by competent, well trained technicians if such technicians were available. Such a reaction prompted the following statement in the re- port. and It is quite possible that the current shortage Of engineers is only an apparent shortage, that many engineers work as technicians because tech— nicians are not available, and that the real shortage exists in the ranks of the technicians. Conclusions from this study evolved in general terms included among several, the following: 1. Vermilion County firms employing technicians expressed definite interest in technical education. The reactions of these employ— ing firms to the lack of technical education within Vermilion County were two courses of action: the majority of these firms were operating some sort of training program for employed technicians, and they were also hiring and bringing into Vermilion County technicians who had gained their training elsewhere. The most frequently encountered fields of technology within Vermilion County were in order Of their size; mechanical, electrical and electronic, and chemical. The employers expressed needs for individuals in each of these fields.38 37Ibid., p. 25. 38Ibidol pp. 71-2. 54 Specific curricular conclusions were not drawn from the study, but as mentioned earlier, the conclusions were intended as an aid in the development of curriculum. Kavieff, in 1962, reported a study of technicians for the automotive industry in the Detroit Metropolitan 39 . . . Area. This study was a doctoral dissertation and also a publication from the Detroit Board of Education. The reason for the study evolves from this statement in the introduction of the published report: Because of the expansion of the Detroit economy and the growing needs for specifically trained personnel, many local'industrialists as well as educators felt that a survey of the present la- bor supply and demand was urgently needed.40 Kavieff limited his study to the transportation equipment group of the durable goods manufacturing classi- fication from the Dictionary Of Occupations. An interview was conducted with industrial employers who were directly concerned in the hiring of technical personnel within the industry. 39Melvin C. Kavieff, Reggirements for Selected Occu- pations in the Automotive Manufacturing Industry with Impli— cations for Technical Education, A research study for the Detroit Board of Education (Detroit, The Board of Education of the School District of Detroit, 1962). 40Ibid., p. 1. 55 The range Of formal education which was placed on the automotive industry technicians classifications in this study was wider than has been found in many other studies. Technicians were reported on the basis of the requirement of: no high school graduation; comprehensive high school graduation; technical or vocational high school graduation; technical institute graduation; two-years college non— technical program; engineering college graduation; and, non—engineering college graduation. The study produced a count of 22,873 technicians employed in all automotive industries in the Detroit metro— politan area in 1960 and projected a total of 46,135 by 1970.42 The majority of the technicians reported were placed by employers in the group requiring a technical in— stitute graduation. The number placed in this category was 15,944 for the year 1960 with a projection of 32,410 by 1970.43 41Ibid., p. 52. 42Ibid., p. 50. 43 Ibid., pp. 82-85. 56 Summary Studies involving occupational surveys have been common at the national, state, and local levels. These studies have provided much practical information for use by federal, state, and local employment agencies, boards of education, and others interested in full employment and education for employment. The information has been used to determine occupational supply and demand, trends, predictions for the future, and for educational curriculum planning. From this literature it appears that: 1. Most occupational information is Obtained through employers rather than employees. 2. Most studies do not ask for employer predictions of need beyond a five year period. 3. The term "technician" is broad and the definition varies considerably between studies. 4. From all the studies reviewed, the greatest occupa- tional need is for those jobs in which a post-high school education is required. 57 5. A common purpose of many studies is to recommend areas in which to plan educational curriculums. In Chapter IV the writer will present demographic and industrial characteristics of the business and industry area served by the Jasper County Junior College. These facts are presented and analyzed so that the reader may become more familiar with the area covered in this study. CHAPTER IV DEMOGRAPHIC AND INDUSTRIAL CHARACTERISTICS OF THE AREA STUDIED Introduction By definition, the area covered in this study is comprised of the Jasper County Junior College business and industry service area. Out of the 683 businesses and in- dustries identified as the population for the study, only four had addresses outside Jasper County. Therefore, per- tinent statistics for Jasper County can be related to the college service area. In this chapter are presented characteristics of Jasper County which will aid in an understanding of the area covered by the study. Jasper County is in the southwest section Of the State of Missouri. It includes an area of 642 square miles with dimensions approximately 31 miles east and west by 21 miles north and south. The county is surrounded by Barton, Lawrence, and Newton counties on the north, east, and south- ern sides. The west side is bordered by the State Of Kansas. 58 59 Population Characteristics In 1960 nearly one-half of the county's pOpulation was concentrated in the City of JOplin, which reported 38,958 persons. Other incorporated towns with population over 1,000 are Carthage with 11,264; Webb City with 6,740; Carterville with 1,443; Sarcoxie with 1,056; and Carl Junction with 1,220.1 Table 2 presents population figures for Jasper County, the State of Missouri, and the United States during 1940, 1950, and 1960 along with the percentage changes dur- ing these decades. These figures Show that the percentage increase in population has not been as great for Jasper County or Missouri as it has been for the United States. Between 1940 and 1950 Jasper County increased .5 percent in population while during the same period the state in- creased 4.5 percent and the United States increased 14.6 percent. Between 1950 and 1960 the county lost .3 percent of its pOpulation while the state gained 9.3 percent and the nation gained 18.6 percent. 1U. S. Bureau of Census PC (1) 27 Mo. 1960 Tables 22 and 23. 6O TKEUIZ POPULATION CHANGES FOR JASPER COUNTY) MISSOURI, AND THE UNITED STATES, 1940 to 1960 JASPm COUNTY . MISSOURI UNITED STATES YEAR TOTAL PERCENT TOTAL PERCENT TOTAL PECENT POPULA- CHANGE POPULA- CHANGE POPULA - CHANGE TION FROM LAST TION FROM LAST TION mom LAST CENSUS CENSUS CENSUS 19ho 78,705 --- 3,78h.367 --- 131.95%.000 --- 1950 79,106 + .5; 3,95h,653 4 h.5$ 151,23h,ooo 4 1h.6$ 1960 78,863 - .31 u,320,77u 4 9.31 179,323,175 4 1816$ Source: U. 3. Census pUblicatiOn PC(1) 27c Mo. 1960; U. S. Census publica- tion PC(1) 18 U. S. 1960; and Missouri County Data (Jefferson City: Missouri Division of Commerce and Industrial Development, 1964). The population trends of Jasper County can be analyzed further through the figures presented in Table 3. The county's 1940 population of 78,705 was 2.07 percent Of the pOpulation of the State Of Missouri during that year. In 1950 this per— centage of the state's population had decreased to 1.83 per- cent even though the actual population Of the county had in- creased to 79,106. The 1960 population figures Show another decrease compared to the state. By 1960 the percentage dropped to 1.82 percent of the state's. The total population also dropped between 1950 and 1960 to 78,863. Births in the 61 county increased considerably between 1940 and 1950 with deaths Showing a slight decrease, but these factors were nearly Offset by a heavy out-migration of the population. Between 1950 and 1960 the birth rate decreased, the death rate essentially stayed the same, continued. during this period. TABLE JASPER COUNTY POPULATION 3 TRENDS--1940 to 1960 and the heavy out-migration This resulted in the slight loss of population 1940 1950 1960 Total Population 78,705 79,106 78,863 Percent Of State 2.07% 1.83% 1.82% Change from prior census +4,895 +401 -243 Births Since prior census 13,126 17,357 16,432 Deaths since prior census 10,943 10,348 10,347 Total migration change +2.712 -6,608 —6,328 Source: Missouri County Data (Jefferson City: Missouri Division of Commerce and Industrial Development, 1964). The heavy out-migration between 1940 and 1960 appears to be a major factor in the lack of a significant population increase for the 20 year period. Which segments of the 62 population are decreasing in relation to the total? In Table 4 it is shown that over the twenty year period from 1940 to 1960 three age groups lost in percentage of the total popula- tion of the county. These losses were in the 15 to 19 year old age group which dropped from 9.12 percent to 7.04 percent, the 20 to 29 year old age group from 17.64 percent down to 10.22 percent, and the 30 to 44 year old age group which dropped from 20.75 percent to 18.31 percent. The total per- centage of persons in these three groups was 46.51 percent in 1940 and 35.57 percent in 1960. This was a drop of nearly 11 percent during the period. The largest increase of any group occurred among persons 65 years and older which changed from 8.96 percent of total population in 1940 to 13.97 percent in 1960 for an increase of 5.01 percent. The result has been a heavy loss of those persons between the ages which make up a majority of the persons productively employed. Presented on Table 5 for purposes of comparison are selected social and economic characteristics for Jasper County, the State of Missouri, and the United States. The pOpulation per square mile for Jasper County is 123. This figure is considerably greater than the average of 63 per square mile for Missouri or the 50.5 per square mile for the United States. However, the percentage of 63 persons in urban residence is only slightly higher in the county than for either Missouri or the United States. Heav- ily populated rural areas account for this relationship. TABLE 4 POPULATION DISTRIBUTION BY AGE GROUPS JASPER COUNTY--1940 to 1960 Age 1940 1950 1960 Distri- , bution Number Percent Number Percent Number Percent Of Total of Total of Total Under 5 yrs 5,846 7.42 7,630 9.64 7,590 9.62 5 to 14 yrs 12,723 16.16 12,426 15.70 14,498 18.38 15 to 19 yrs 7,184 9.12 5,312 6.71 5,552 7.04 20 to 29 yrs 13,101 16.64 10,550 13.33 8,063 10.22 30 to 44 yrs 16,336 20.75 16,712 21.12 14,447 18.31 45 to 64 yrs 16,463 20.91 17,249 21.80 17,692 22.43 65 yrs &Over 7,052 8.96 9,227 11.66 11,021 13.97 Median Age 33.3 .0 Source: Missouri County Data (Jefferson City: Missouri Division of Commerce and Industrial DevelOpment, 1964). The percentage of persons in Jasper County over the age of 21 is 64 percent. \ This is over 2 percent greater than for Missouri and nearly 4 percent greater than for the United States. sons 65 years and Older. The difference becomes wider in the age group of per- The 14.4 percent of persons in Jas— per County in this age group is 2.7 percent more than for 64 Missouri and 5.2 percent greater than the United States. The net result is a higher median age of the population for Jas- per County. TABLE 5 SELECTED SOCIAL AND ECONOMIC CHARACTERISTICS FOR JASPER COUNTY, MISSOURI, AND THE UNITED STATES--1960 Jasper Missouri United County States Per square mile population 123.0 63.0 50.5 Urban residence 70.1% 66.6% 69.9% Age 21 years and over 64.0% 62.4% 60.3% Age 65 years and over 14.4% 11.7% 9.2% Median age in years 34 31.6 29.5 1959 median income per family $4,432 $5,127 $5,660 Families with income under $3,000 31.2% 27.0% 21.4% Families with income over $10,000 7.6% 11.8% 15.1% Unemployment 5.4% 4.1% 5.1% Median school years completed by persons 25 years and Older 10.0 9.6 10.6 Persons 25 years Old or more who completed less than 5 yrs. school 6.0% 7.1% 8.4% Persons 25 years old or more who completed high school or more 37.6% 36.6% 41.T% Note: This source presents a slightly higher percentage of persons 65 years and Older than does the information from the Missouri County Data shown on Table 4. Source: Table adapted from County and City Data Book, 1962, U. S. Bureau Of Census (Washington: Printing Office, 1962), PP- Government 2—11 and 204-211. The median family income in the county is lower than for either the state or the nation as shown On Table 5. The 65 1959 median income of $4,432 per family in the county was $695 less than the $5,127 median family income for Missouri and $1,228 less than the $5,660 median income of all families in the United States. The percentage of families with less than a $3,000 income per year is greater in the county than for Missouri or the United States. CorreSpondingly, the per- centage of families with income over $10,000 is less than Missouri or the United States. Unemployment in the county during 1960 was 1.3 per- cent higher than for Missouri, but only .3 percent higher than the national average of 5.1 percent. Through this same table is also shown the educational characteristics of persons 25 years and Older. In Jasper County the average number of years of school completed is 10.0. This figure is slightly higher than the state average but slightly lower than for the average person in the United States. The county is in a good position relative to Mis- souri and the United States concerning persons with less than 5 years of education. Jasper County has only 6 percent Of its adult population with less than 5 years of school While Missouri has 7.1 percent and the United States average is 8.4 percent. The percentage of adults in Jasper County 66 who have completed high school or more is 37.6 percent. This is only slightly higher than the 36.6 percent for Missouri, but nearly 3.5 percent lower than the 41.1 percent for the United States. Industry Characteristics A comparison of Jasper County with the state and the nation in major industry groups is presented on Table 6. Here is shown the number and percent of employees as presented in the Bureau of Census publication County Business Patterns. These figures for Jasper County, with certain explained modi- fications are used later in this study for the basic employ- ment numbers in analyzing the percentage of return on ques— tionnaires. It should be noted that this is an industry classification which basically includes only those employees covered in the U. S. Government Federal Insurance Contribu— tion Act reports. The percentage of employment in Jasper County by in- dustry grouping is surprisingly similar to the state and the nation. Manufacturing, the largest group, accounts for 38.1 percent of the employment in the county and is only slightly higher than the state which has 35.2 percent and the nation 67 which has 37.7 percent of the employment in this group. The transportation, communication, and public utilities group is also slightly higher in percentage of employees than for Mis— souri or the United States. This small lead may be due to the fact that the City of Joplin is the center for a large electric utility which serves a wide area beyond Jasper County. Employees are stationed in the county to administer and Operate the entire utility. A ranking of the industrial groupings by number of employees produces the following order for Jasper County: 1) manufacturing, 2) retail trade, 3) services, 4) whole- sale trade, 5) transportation, communication, and public utilities, 6) contract construction, 7) finance, insurance, and real estate, 8) mining, and 9) agricultural services, forestry, and fisheries. The State of Missouri and the United States follow this same ranking with one exception. In both Missouri and the United States the finance, insurance, and real estate grouping is slightly ahead of contract construc- tion. 68 TABLE 6 EMPLOYERS BY MAJOR INDUSTRY GROUPING FOR JASPER COUNTY, and 5A, U. S. Department of Commerce, MISSOURI, AND THE UNITED STATES Jasper County Missouri United States Number %. Number % Number % Agricultural Services, Forestry & 7 Fisheries 27 0.1%! 3,131 .3%) 130,448 .3% Mining 251 1.3% 7,259 .7% 622,125 1.4% Contract Construct'n 832 4.3% 51,240 4.8% 2,425,889 5.6% Manufacturing 7,393 38.1% 374,560 35.2% 16,413,787 37.7% Transportat'n, Communicat'n, & Public Utilities 1,634 8.4% 82,776 7.8% 3,010,632 6.9% Wholesale Trade 1,766 9.1% 97,187 9.1% 3,239,698 7.4% Retail Trade 3,688 19.0% 207,027 19.4% 8,045,023 18.5% Finance, In- surance, & Real Estate 804 4.1% 73,548 6.9% 2,723,335 6.3% Services 2,920 15.0% 162,280 15.2% 6,615,266 15.2% Unclassified 112 .6% 6,337 .6% 286,149 .7% Total 19,427 100.0% 1,065,345 100.0% 43,512,352 100.0% Source: County Business Patterns, First Quarter 1962, Part 1 Bureau of the Census (U. S. Government Printing Office, Washington, D. C., 1962). 69 Summary In this chapter have been presented selected demo— graphic and industry characteristics of Jasper County. This county is essentially the business and industry service area for the JaSper County Junior College and the area cov- ered by this study. Most Of the factors discussed have been presented in their relationship to the State of Missouri and to the United States. The following factors relative to Jasper County have been brought out in this chapter. 1. The county gained very little in total pOpulation between 1940 and 1960 and its relative position to Missouri and to the United States decreased. This lack of pOpulation increase was largely due to a heavy out-migration of persons during this period. 2. Between 1940 and 1960 the age groups between 20 and 44 years which make up a majority of persons produc- tively employed dropped from 46.51 percent to 35.57 percent for a loss of nearly 11 percent. CorreSpond— ingly the median age of the population increased slightly. 70 3. The median income per family in the county during 1960 was lower than for Missouri or the United States. 4. Unemployment during 1960 was 1.3 percent greater than for Missouri, but only .3 percent greater than for the nation. 5. The average and median educational attainments by adults in Jasper County is slightly greater than the state but slightly less than the nation. 6. Industrial groupings show manufacturing to have the largest group of employees in the county. Retail trade, services, and wholesale trade follow in that order. These groupings follow very closely the pat- terns of industrial groupings for the state and nation. In Chapter V the methodology of the study is pre- sented. Following this is an analysis of responses from those employers who reported employing persons who needed the vocational-technical training as specified on the ques- tionnaire. CHAPTER V METHODOLOGY AND ANALYSIS OF RESULTS Introduction Smith and Lipsett indicate a problem which is inher— ent in determining the demand for vocational-technical edu- cation. This problem 1ies in the fact that statistics refer to the past While education serves the future. Some indus- tries and occupations expand while others contract. But since most changes occur gradually, it can be expected that statistics will hold up for a reasonable length of time. Education, then, must be concerned with the long range plans if expensive equipment and facilities are going to be acquired. For the most part, it will have to consider short term educa- tion only as the investment warrants such action. The review of literature has shown that most numeri— cal occupational information is Obtained from employers. lLeo F. Smith and Laurence Lipsett, The Technical Institute (New York: McGraw-Hill, 1956), p. 114. 71 72 Many employers have the occupations categorized for their own or governmental purposes and often it is only a matter of transferring information from a record file to a ques- tionnaire. Also, within a firm, the name attached to a particular occupation is likely to be consistent as to the requirements Of the position. Another way of obtaining this occupational informa- tion is through the employees themselves. The disadvantages of this system are obvious for the study being conducted here. Obtaining information through employees is costly and time consuming because of the added number of contacts neces- sary. Also, less coordination between job titles is possible unless preliminary contacts and interviews have been made with the employers. Therefore a contact of employers was used for this study. Construction and Validation Of The Survey Instrument The writer desired to determine the following infor- mation from the businesses and industries surveyed in the Jasper County Junior College service area. A. The type of business activities engaged in by the responding firms. 73 The total number of employees in these firms, regard- less Of responsibility. The method by which these firms obtain their semi- professional, and technical employees, that is, those employees which the employer desired to have some post-high school training. The extent to which business and industry representa- tives would be willing to serve on vocational-technical advisory committees for the community college. The number of persons employed in jobs that require some type of post-high school education less than a baccalaureate degree. The occupations in which these persons are employed. The past and future growth of these occupations with- in the area. The employer's Opinion as to the adequacy of the present local supply of employees for these occupa- tions. 74 I. The employers' Opinions concerning whether or not certain programs in the Jasper County Junior College could be of help to them in securing new employees. Several of the studies reviewed in Chapter III were useful in Obtaining information on possible job titles. Of . . . . . 2 speCial value was a list of job titles formulated by Harris for use in his vocational-technical studies. The Dictionary of Occupational Titles3 were also a valuable source. Fre- quent discussions of the instrument in a graduate students' seminar were productive in question clarification as were suggestions from Michigan State University staff members. On recommendation of the writer's graduate guidance committee, the questionnaire items were reviewed in confer— ences with two persons representing manufacturers in the vi- cinity of Michigan State University. One of these individuals was Mr. R. L. Shong, Coordinator—Salaried Personnel, Oldsmo- bile Division, General Motors, Inc., and the other was Mr. John K. McEvoy, Supervisor of Education and Training, A. C. 2Norman C. Harris, Professor of Technical Education, The University Of Michigan, Ann Arbor, Michigan. 3U. S. Department of Labor, Bureau of Employment Security, Dictionary Of Occupational Titles (Washington, D. C.: Superintendent of Documents, 1949). 75 Sparkplug Company. These men gave valuable suggestions, es- pecially for the industrial type jobs listed on the question- naire. The next step was to validate the questionnaire in the Jasper County Junior College business and industry ser- vice area. It was decided to conduct this validation through an advisory committee, representing business and industry in the area. With the cooperation of the administrative staff of the Jasper County Junior College, eight persons were asked and accepted invitations to become members of this advisory committee. Membership included four educational and personnel directors representing manufacturing concerns, an optometrist, a medical doctor, a retail store manager, and the personnel manager of an electric utility. The vocational-technical director and the writer represented the College on this com— mittee. The President and the Dean of the College were also in attendance during the initial meeting of the committee. This committee suggested several minor changes in job listings. These changes resulted in easier understand- ing of job classifications in the particular geographical locality being studied. One major change was advocated by the committee. The original questionnaire asked for definite 76 employee numbers in connection with the past and future growth of occupations. The committee members believed that most firms (especially the larger manufacturers) would not desire to reveal (if they even had exact figures) the number of employee changes in the various post-high school occupa- tions. The committee did, though, believe that the three terms “decrease," "no change," and "increase," concerning past and future growth of occupations would be answered by the respondents. This change was made in the questionnaire (See questions concerning "past" and "future“ growth on pages 2 through 4 on questionnaire, Appendix B). After validating the questionnaire through the methods described above, it was then mailed to twenty-four firms in the population to check the reliability Of the answers. This was done before the general mailing occurred. These twenty- four firms were contacted by telephone and an appointed time was set for the questionnaire to be picked up. In a few cases where the pick-up time could not be arranged, the question- naire was mailed back. Each recipient Of the questionnaire was asked if he had any trouble in understanding the ques- tions or supplying the answers. One change in the question- naire was made as a result of this procedure. Question number six originally read as follows: 77 Please check the Space Opposite the description which best identifies the activities of your firm. If you do business in more than one area please mark 1, 2, 3, for your top three choices. Apparently the respondents had a tendency to read the ques- tion hurriedly because several of them merely placed a check mark beside the activity or activities of their firms and did not indicate the order of importance. This problem was eliminated by changing the sentence to read: Please mark in 1, 2, 3, order the Space Opposite the description which best identifies the activi- ties of your firm. Data Collection Procedures During the time that the questionnaire was being val- idated, the pOpulation to which questionnaires would be sent was identified. Telephone directories were used as a prime source of obtaining the names of businesses. A11 businesses listed in the white pages of the telephone directories for JaSper County were typed to form a list. All businesses were included in this first list, regardless of size or type. This list con- tained approximately 1,800 names. The population for the study was determined by the following criteria applied to the master list. 78 A. All businesses in Jasper County with five or more employees with the following eliminations: 1. Taverns and bars, regardless of size. 2. Barber shOps, beauty shops, barber schools, and beauty schools, regardless of size. 3. All farms, regardless Of size. B. Certain businesses included even if they had less than five employees. These were: medical doctors, attorneys, accountants, dentists, and Optometrists. C. Certain businesses outside but close to the legal service area of the college added to the list be- cause Of their close economic tie to the area. A total of seven people were asked to go through the list and pick out those firms which they believed to fit the criteria. Three of the seven persons reviewed the entire list and four persons reviewed areas in which they were most familiar. The reviewers were asked to include the name Of a firm on the study population list if there was a doubt as to whether or not it met the criteria. As a result of this de- cision, a few questionnaires were mailed out and returned 79 from firms which did not meet the criteria. This was not a problem, though, in the remainder of the study. Those names meeting the selection criteria were then typed as a separate list. This second list consisted of 683 firms and was used as the pOpulation for the study. On Friday, February 26th, 1965, the first mailing. went out. This mailing consisted of the following items: 1. Introductory and explanation letter (See Appendix A), 2. One copy of the questionnaire (See Appendix B), and 3. A self-addressed and stamped return envelope. The second mailing was done on March 12, 1965, and consisted of a follow-up letter to non—respondents asking for the return of the questionnaire (See Appendix C). On March 22, 1965, the following material was sent to the non-respondents. 1. Second follow—up letter (See Appendix D), 2. A copy of the original cover letter with explanation of the study, 3. A second copy of the questionnaire, and 4. A second self—addressed stamped envelope. 80 One week after the last mailing occurred, twenty non- responding firms were called by telephone to ascertain their reason for not responding. Several questionnaires were re- ceived from this group after the telephone contacts. The reasons for not responding were generally two: A. The employer had no employees to be included in the questionnaire so he neglected returning it. This occurred in Spite of the fact that the original cover letter included the following statement: "In the event that you have no employees who would need train- ing above the high school level, please complete page one only and return it in the enclosed envelope.“ B. Person who would fill out questionnaire was unavail- able. Publicity for the Study The writer believed that a successful occupational survey could be more nearly achieved if publicity were Ob- tained at critical times during the study. Therefore, sev— eral items for publicity were given to the newspapers in the area. Stories were also released to the television and radio 81 stations. These types of news media accounted for a total of six stories. In addition, the writer appeared before sev- eral civic groups and told of the survey. Other members Of the Jasper County Junior College administrative staff also told of the survey in their appearances before civic groups. Analyzing the Data The jobs reported by the businesses and industries in the Jasper County Junior College business and industy ser- vice area are discussed in this chapter according to the broad occupational areas of industrial, health, business, agricultural service, and public service occupations as used by Harris. Each broad occupational group contains the various occupations as listed on the questionnaire, plus a few which appeared as write-ins and seemed to be significant. Defini- tions for each of these occupations may be found in Appendix E. Within each broad category, many smaller groups or families of occupations are identified. This is done accord- ing to those that would normally have a similar set of courses during much of the training period. 4Norman C. Harris, Professor of Technical Educations, The University of Michigan, Ann Arbor, Michigan. 82 Items discussed and presented on tables concerning each significant occupation or group of occupations include: A. Total number of firms reporting the job, Total employees in the job, Number of women and number of men in each occupation, The total number of trainees during 1964 and the per- centage of this number in that occupation during that same year, The total number of replacements during 1964 and the percentage to the total number of employees, The growth of the occupation over the past five years, The expected growth of the occupation over the next five-year period of 1965 to 1970, The employer's Opinion as to the local supply Of workers trained for this occupation, and The opinion of the employers as to the help that the Jasper County Junior College might be to them in pre- paring new employees for the occupations reported. 83 It should be noted again that these classifications do not correspond to the categories used in the U. S. Census Classifications or the County Business Data Patterns publica— tions for industrial groupings. They are grouped here accord- ing to occupational similarities for educational purposes. AS an illustration, consider a general secretary. The sec- retarial occupation is listed on the questionnaire and in the analysis under "Business" occupations. This is done for training purposes and in actual practice a secretary would Obtain a job in one of the several industrial classifications listed, such as mining, contract construction, or manufactur- ing. Questionnaire Returns A total of 683 firms were identified and mailed questionnaires. Of this number 420 or 61.5 percent were re- turned within a thirty day period of the first mailing. Twenty-five responses out of the 420 were rendered unusable because they contained no information other than the respond- ent's name. Therefore, 395 or 57.8 percent of the question- naires were usable returns. 84 Estimate of the Total Number of Employees Included in the Survey Compared to Actual Returns A total Of 14,430 employees were reported through question number four of the questionnaire. This figure in- cludes all employees of these firms regardless of the type or extent of education required for the occupation. There- fore, only part of these employees were listed later in the questionnaire under the occupations requiring a post-high school education of the type possible in the vocational- technical programs of the community college. The writer has attempted to estimate the total num- ber of employees included in the survey. This figure would theoretically correspond to the number of employees which would have been reported on the questionnaires if 100% of them had been returned. The reason for doing this is so a comparison may be made between the number of employees reported on the returned questionnaires and the estimate of the total possible employ- ees. Two figures were found concerning the number of per- sons employed in JaSper County. These were: 85 1. U. S. Bureau Of Census 1960 listed 27,572 employees.5 2. County Business Patterns 1962 listed 19,450 employ- ees. The 1960 figures from the U. S. Bureau of Census Report presents the total of all workers regardless of type or length of time on the job and as reported by the workers themselves on the 1960 census returns. The County Business Patterns report represents em- ployment covered under the Federal Insurance Contributions Act for: 1. All covered wage and salary employment of nonfarm industrial and commercial employers, and of non- profit membership organizations under compulsory coverage; and 2. All employment of religious, charitable, educationaL and other nonprofit organizations covered under the 5 . U. S. Bureau of Census, U. S. Census of Population: 1960, General Social and Economic Characteristics, Missouri, Final Report PC (l)-27c (Washington: U. 8. Government Print- ing Office, 1962), p. 285. 6U. S. Bureau of Census, County Business Patterns, First Quarter 1962, Part 5A, West North Central (Iowa, Min— nesota, Missouri) (Washington: U. S. Government Printing Office, 1963), p. 206. 86 elective provisions of the Federal Insurance Con— tributions Act. Data from the following types of employment covered by the Social Security Program in whole or in part are ex- cluded from the basic tabulation in the 1962 edition of County Business Patterns: Farm workers, domestic workers, self-employed persons, members of the uniformed services of the United States, Federal civilian employees, and em- ployees of State and local governments. Also railroad em- ployment subject to the Railroad Retirement Act and the employment on oceanborne vessels is not included.7 The writer believes that the County Business Pat- terns figure Of 19,450 employees, applied here with certain modifications can be used as an estimate of the total popu- lation covered by this study. Reasons for this decision are: 1. Small businesses that are not included in social security provisions, in general, also are left out of the survey because Of the size criteria used to identify firms in which to send questionnaires. 7Ibid., p. 1. 87 The figures used in the County Business Patterns publication are from employer reports as are fig— ures given on the survey returns. In general the same areas are left out of the County Business Patterns (abbreviated C.B.P.) as were left out of the survey population. (Example: farm labor, self employed persons, etc.) The following are the calculations made in arriving at an estimated figure of the total pOpulation in the sur— vey. Add Delete Total employment figure presented by C.B.P. for Jasper County ....... 19,450 The C.B.P. shows 1,093 businesses with one to three employees. An average of two per business produces those not intended to be covered in the survey--2xl,093 ............... 2,186 The C.B.P. shows 337 businesses with four to eight employees. An average Of 5.5 employees per busi- ness equals 1,853 total employees in the category. One-fourth of this 1,853 is deleted because the survey covered those businesses with five or more employees-- l/4x1,853 ......................... 463 Medical Doctors, Accountants, and other small businesses which were 88 Add Delete surveyed yet had less than five employees ......................... 200 5. Estimate of those employees in bus— inesses outside of the County but within the Jasper County Junior College service area .............. 2,000 6. School employees included in C.B.P. but not in survey (estimate of those above four employees) ............. 500 7. Religious and charitable organiza— tions with above four employees... 275 8. Barber shops, beauty shops, with above four employees .............. 20 9. Liquor and certain eating establish— ments above four employees ........ 200 10. Governmental employees in municipal jobs .............................. 100 TOTALS ......... +21,750 -3,644 Estimate of total employees in survey population .......................... 18,106 Therefore, the 14,430 employees reported on the payrolls of the responding firms represent approximately 79.7% of the 18,106 employees estimated as the total population in the survey. 89 Questionnaire Returns by Industrial Classification and Employee Numbers The industrial classifications used by the County Business Patterns was adopted, with a few revisions, as a basis for the organization of firms in this study. The revisions were in (1) Agriculture, Forestry and Fishing, which was limited to Agricultural Services; (2) Govern- ment, which was considered as Public Service and included in the Services classification; and (3) Wholesale and Re- tail, which were combined. The broad classifications used for the summaries of this study evolve as: 1) Agricultural Services; 2) Mining; 3) Contract Construction; 4) Manu— facturing; 5) Transportation, Communication, and Public Utilities; 6) Wholesale and Retail Trade; 7) Finance, Insurance, and Real Estate; and 8) Services. It should be noted that these classifications were broken down fur- ther on the questionnaire (See Question six, Appendix B) to aid the respondents in filling out the form, but for summary and analysis purposes, they were grouped into the above eight classifications. Throughout the study it is important to understand this industry grouping on the one hand and occupational grouping on the other hand as both are referred to 90 throughout the study. The industry classification or group- ing describes where a man works, and the occupational classi- fication or grouping describes what he does. At present, then, we are interested in the industry classifications. In order to check the questionnaire returns to see if they were representative of all employer classifications and employee sizes, two tables were prepared. Table 7 pre- sents the total questionnaires estimated to have been mailed to firms in each industry classification compared with the actual number of questionnaires returned for each of the same classifications. The estimations on this table were formed by applying the same criteria to the County Business Patterns classifications as was applied to the business and industry list used for mailing out the questionnaires (See page 78). A limitation to these estimates lies in the fact that the CountyiBusiness Patterns information was published in 1962, while the study was conducted for the year 1964. It would be likely that during this period of two years some businesses would change size and/or industrial classi— fication. The highest rate of return as shown by this table was from the Finance, Insurance, and Real Estate classifica- tion with a 79.0 percent return. Also the Services classifi- cation with a 73.3 percent return was high. An excellent 91 response on the part of those businesses dealing in the Health type services increased the percentage for the Ser- vices classification. The lowest rate of return was Mining with 25 percent and Contract Construction with an approxi- mate 27.5 percent return. TABLE 7 ACTUAL QUESTIONNAIRE RETURNS COMPARED TO ESTIMATED POSSIBLE RETURNS BY INDUSTRY CLASSIFICATION Industry Actual Number Estimated Percent Classification Returns Possible Returns Returns Agricultural Services 3 7 42.9% Mining 1 4 25.0% Contract Construction 11 40 27.5% Manufacturing 60 95 63.2% Transportation, Communi— cation, and Public Utilities 25 38 65.8% Wholesale or Retail 114 257 44.4% Finance, Insurance, and Real Estate 49 62 79.0% Services 32 l 0 73.3% TOTALS.... 395 683 57.8% Table 8 shows a comparison of actual questionnaire returns with the estimated possible returns using the employee 92 size of firm as the standard. This comparison reveals that the businesses with more employees tended to return ques— tionnaires to a greater extent than did those businesses with fewer employees. An estimate of four businesses was made for the "500 employees or more” range. All four ques- tionnaires were returned from this group. The lowest per- centage of returns, 42 percent, was received from businesses employing from eight to nineteen persons. The businesses employing from one to three persons had an 83 percent return. The high reSponse in this one to three employee group is probably due to the fact that the small businesses were for the most part a select group (medical doctors, lawyers, accountants, dentists, and optometrists) and the interest was high on the part of the representatives of these busi- nesses. The one hundred to 249 employee group also had an 83 percent return. The high percentage of returns from the larger em- ployers accounts for the fact that a much greater number of employees was covered in the survey than would be indi— cated by the total percentage return of questionnaires, that is, there were 57.8 percent usable questionnaire re- turns but 79.7 percent coverage of total employees in the study population. 93 TABLE 8 ACTUAL QUESTIONNAIRE RETURNS COMPARED TO ESTIMATED POSSIBLE RETURNS BY EMPLOYER SIZE OF FIRM Number of Employees Number Number Estimated Percent in Firm Actual Possible Returns Returns Returns 1 to 3 100 120 83.3% 4 to 6 94 174 54.0% 8 to 19 84 200 42.0% 20 to 49 62 116 53.4% 50 to 99 25 36 69.4% 100 to 249 20 24 83.3% 250 to 499 6 9 66.7% 500 or more 4 4 100.0% Position of Person Answering Questionnaire Question number five on the questionnaire (See Ap- pendix B) asked the respondent to check his position within the firm. Table 9 presents the responses to this question. 94 TABLE 9 POSITION IN FIRM OF PERSON ANSWERING THE QUESTIONNAIRE Position Number Of Percent Responses Owner or Owner Manager 228 57.7% Manager 107 27.1% Personnel Manager 22 5.6% Educational Director 3 .8% Office Manager 9 2.3% Bookkeeper 6 1.5% Secretary 5 1.2% Other 9 2.3% NO response __6 _1y§% TOTALS 395 100 . 0% Most questionnaires were answered by top management persons within the firms. It may be assumed that these persons were in a position to know or have access to the information requested. Owners and owner managers, managers, personnel managers, and educational directors numbered 360 or 91.1 percent of the total questionnaires returned. Re- sponses listed in the "other" category were cashier, city clerk, design engineer, nurse, project director, and two comptrollers. 95 Source of Employees Receivers of the questionnaire were asked to liSt in order of importance three sources they used to Obtain skilled, semi—professional, or technical employees. Seven methods, plus an "other" column were listed. Three choices were asked for, but only two were analyzed because the num- ber of respondents who checked all three was very small. Of the 395 questionnaires returned and found usable, 368 made a first choice, while 246 made both a first and second choice, and only 136 made all three choices. The main source for obtaining employees by the firms responding in the Jasper County Junior College business and industry service area is through unsolicited applications. Table 10 shows that 36.2 percent of the respondents listed this as the most important source and 15.6 percent listed it as the second most important source. These two total 51.9 percent who use this method of obtaining employees as first or second in importance. Upgrading employees ranked second with 77 or 19.5 percent marking it as their most im- portant method of obtaining the type of employees listed on the questionnaire. 96 Schools and advertising for employees ran as poor thirds, while unions were insignificant, tom of both the first and second choices. TABLE 10 rating at the bot- SOURCES OF OBTAINING SKILLED, SEMI-PROFESSIONAL, AND‘ TECHNICAL EMPLOYEES BY EMPLOYERS IN THE JASPER COUNTY JUNIOR COLLEGE SERVICE AREA First Choice Second Choice Source Number Percent Number Percent of Firms of Firms Unsolicited applications 143 36.2% 62 15.7% Upgrading employees 77 19.5% 45 11.4% Advertising 30 7.6% 27 6.8% Schools 30 7.6% 25 6.3% Private employment agencies 27 6.8% 25 6.3% State employment Office 25 6.3% 39 9.9% Union 16 4.1% 5 1.3% Other 20 5.1% 18 4.6% NO answer _21, 6.8% 1_2 37.7% TOTALS 395 100.0% 395 100.0% 97 Support for Advisory Committees If the administration of the Jasper County Junior College should elect to implement new programs and streng- then present programs in the vocational-technical depart- ment of the college it would be advantageous to Obtain the COOperation of employers to serve on advisory committees for these programs. Advisory committees may be used effec- tively for checking the details of curriculum planning, selecting equipment, placing graduates, serving as a source of speakers and field trips, and providing program evalua— tion. In an effort to determine the advisory committee support that might be expected from employers, the follow- ing question was asked, “Would a representative of your firm be willing to serve on an advisory committee in the develOpment of vocational-technical programs of study in the Jasper County Junior College?" Slightly more than one-third of the respondents indicated a definite interest in serving on an advisory committee for the college as shown in Table 11. The ques— tionnaire did not ask for the name of the individual who would be this representative, and several respondents added 98 a statement indicating that the representative would not be the one who filled out the questionnaire. These were reasonable answers because the advisory committee repre- sentatives would have to be familiar with the program areas being considered by the college and firms should send the most qualified persons as representatives. TABLE 11 NUMBER AND PERCENTAGE OF RESPONDENTS WHO OFFERED TO SERVE ON JASPER COUNTY JUNIOR COLLEGE ADVISORY COMMITTEES Number ReSponse Responding Percent Yes 137 34.7% Undecided 132 33.4% NO 101 25.6% NO response 25 6.3% TOTAL 395 100.0% Another one-third indicated they were undecided. Several of these might be expected to answer affirmatively if the need for their help were to arise. Assuming those who did not respond would not be available for advisory committees, these combined with the “no" responses account for the remaining one-third. Which industrial classifications of firms appear to show the most interest in working with the college on vocational—technical progress? TO answer this question broadly, the 137 firms which answered "yes" to the advisory committee question were grouped in Table 12. TABLE 12 ADVISORY COMMITTEE SUPPORT BY INDUSTRIAL CLASSIFICATION ‘ —— Main Activity of Firm Total Returns Firms Ans- Percent in Category wering Yes Agricultural Services 3 1 33.3% Mining 1 O 0 Contract Construction 11 0 0 Manufacturing 60 22 36.7% TranSportation, Communi- cation & Public Util. 25 10 40.0% Wholesale and Retail 114 30 26.3% Finance, Insurance, and Real Estate 49 23 46.9% Services _3; 51 §§;§% TOTAL 395 137 -- In the industrial classifications of Mining and Con- tract Construction there was no indication of willingness 100 to make definite commitments for serving on advisory com— mittees. In the other classifications the range of “yes“ answers ran from 26.3 percent in Wholesale and Retail Trade to 46.9 percent in the Finance, Insurance, and Real Estate category. Except for the two classifications of Mining, and Contract Construction, and possibly Agricultural Ser- vices due to lack of numbers, advisory help seems assured in nearly any program the college finds it advisable to consider based on the occupations reported on the ques- tionnaire. Industrial Occupations Reported This is the first of the occupational classifica- tions which were listed on the questionnaire. AS stated previously, these occupational classifications (Industrial, Business, Health, Agricultural Service, and Public Service) were grouped according to what the employee does, while the industry classifications (Manufacturing, Wholesale, Retail, Services, etc.) were grouped according to where the employee worked. Table 13 shows a total of 1,156 employees were re- ported in this industrial occupation classification by 101 questionnaire respondents. Of this number, 1,131 were men and twenty—five were women. For the occupational classifi— cation as a whole, an additional 107 or slightly over 9 per— cent were being trained in one manner or another by the firms as employee replacements for these jobs. A slightly higher number, 129 or 11 percent, were replaced during 1964, thus there were only twenty-two trained employees who had to be brought in from outside the firms. This assumes that the trainees were always used first as replacements. Eight smaller groups or families of occupations are now discussed with the following occupations presented in each group. Group I-l ..... Air conditioning, refrigeration, and/or heating technician. Group I—2 ..... Automotive technician. Group I-3 ..... Chemical technician. Group I-4 ..... Foreman--first line supervisor. Group I-5 ..... Architectural draftsman, civil and high- way technician, and engineering aide. 102 Group I-6 ..... Machine design draftsman, drafting and design technician, metallurgical technician, quality control technician, and industrial X—ray technician. Group I-7 ..... Electrical technician, electronic technician, and instrumentation technician. Group I-8 ..... Miscellaneous other industrial jobs. For each of these groups is presented the number of firms reporting the various jobs; the number of employ- ees in this jobs, a breakdown between men and women, the number of company trainees, and the replacements required during 1964. Also presented are the present and past growth factors concerning the occupations, the availability of trained workers in the geographical area, and the Opinion Of the employers concerning the value to them for Obtaining new employees if these training programs were established in the Jasper County Junior College. Air Conditioning, Refrigeration angzor Heatinngechnician (Group I-l, Table 13) Nineteen firms reported a total of seventy-four air conditioning, refrigeration, and/or heating technicians. 103 All seventy-four of these employees were men. The same firms reported sixteen individuals in their companies who would be available for replacements when they were trained, and that only nine employees were replaced during 1964. The firms, then, are assuring a supply of trained techni- cians of this type by training present employees or bring- ing persons in with the intention of giving them the neces- sary training. Twelve firms reported that there has been no change over the past five years in the number of air conditioning, refrigeration, and/or heating technicians in their firms. Only one reported a decrease, while five reported an increase. For the future period of 1965 to 1970 the tendency was to report a slightly greater need than in the past. No firm expected a decrease. Eight in— dicated their need would stay the same, and ten stated that there would be an increase in need. The high number of em- ployees being trained in relation to the number of replace- ments as discussed above may partially be explained by the apparent Short supply of trained persons in the area. Twelve employers indicated that the supply was scarce, and only five denoted an adequate supply. 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Z 955 H o H o H H H H 2 H H o o o o o c o c n .umHmmm uuHHHo oHuuoEoudo cH OH H o H HH . mH : H ON N Hm.m H HH.N H oH a On Om .umHmmm ooHHuo Hoquoz o N o o N c H H c N m o Hm.MH a HH.HH H a o o w .umemm QUHuuo Hmucoa AI: “miHOkU monHHEHHUUO 5.1m: >>\M:m H :2 mo H w \H or H How a HH ..om.;io-HHcsa. cmH‘qooH :H HHsCU do scaH :H lei.¢: s): HHH..:Heru wmomcoem H:_HHuH:esx “:_HHH.:Hox .riHHu.;H.x % ___HHu,:st . HH:uoan mHH7:u H.r.as;HH mooH_HsLu b * HHrooxov . :0» .Ho * upHEjz i Horizz + HJ;.:2 H; nobisz mo mH:J¢.naocH;ou mm Ho mogHoHLEu muuHonfio uoszzz nugthazo Cu xi.Hc33 oHrH as m;:H .m.:H 3H.mmwM4 uoocHdom Hobgaz masszuH _ Ho .sx Ho sunfisz Ho usbzsz _ mcoHummsuuo ;:H=> no 1;:H1uH Ho ;l:H:M: . Hmmu i), . H “HHHHH_Hc.HH .HHHH;iHm HHcopiH _"__Hs_.;w 41%. H., ,HH.Ho,Hw _ t H H; ::HH:. LHQHCHLEM J m H 7 chcHHcaaooO monHxmm UHan; az< .mUH>xmm H<¢DHHDUon< .xhqogmzm 92¢ mmOHUm11ri Research Bulletin 746, July 1960); and Warren L. GI‘iffin, Agricultural Occupations Other than Farming in L’Iissouri (Jefferson City: State Department of Education, AEiricultural Education Section, 1964). 14. 179 numbers, training rates, and replacement rates are: I—2, automotive technician; I-4, foreman--first line supervisor; I-6, machine design draftsman, drafting and design technician, metallurgical technician, mech- anical technician, quality control technician, and in- dustrial X-ray technician; B—l, accountant, business management, outside salesman (except agriculture), real estate, insurance, finance, retail management and buying, and sales manager; B-2, general secretary, general office, and legal secretary; and H-3, nurses aide and practical nurse. Comments from employers, especially from those whose employees deal directly with the public, may lead to the following conclusion: In nearly all of these oc- cupations a student should have available a curriculum which includes communication skills and sciences, and which will provide a base from which he may be re- trained when and if the need arises. However, it was not the purpose of this study to make conclusions or recommendations concerning specific courses. 180 Recommendations The recommendations presented here are based on factual and opinion responses of employers in the business and industry service area of the Jasper County Junior Col- lege. Therefore, curriculum implementation should only be considered in light of the combination of these recommenda- tions with other factors such as finances, available facil- ities, staffing, and potential enrollment. It is recommended that: Advisory committees be used extensively by the Jasper County Junior College for curriculum plan- ning, securing financial support, and providing publicity. Furthermore, these advisory committees should be used to facilitate cooperation in occupa- tional training programs where employer facilities will be used. An extensive survey should be conducted in the Jasper County Junior College business and industry service area involving agriculturally related occu- pations, including farming and farm related busi- nesses to determine the extent to which the college should become involved in these types of programs. 181 The college make a special effort to publicize the programs of vocational-technical education since it appears that many employers have little knowledge of the possible programs available through a community college. An emphasis be placed on short term programs which may be phased in or out as the need arises. Groups or families of occupations which ranked in the upper one-fourth in at least two of the three factors of numbers of employees, number of replace— ments, and number of replacements in excess of trainees be given first priority for new curricu- lums. These groups are: Group B-l: Accountants, business management, outside salesmen (except agricul- tural), real estate, insurance, finance, retail management and buying, and sales manager. Group B-2: General secretary, general office, and legal secretary. Group I-2: Automotive technician. Group I-4: Foreman--first line supervisor. Group I-5: Architectural draftsman, civil and highway technician, and en- gineering aide. 182 Group I-6: Machine design draftsman, drafting and design technician, metallurgical technician, mechanical technician, quality control technician, and in- dustrial X-ray technician. Group H-3: Nurses aide and practical nurse. 6. A close look should be taken at those occupations in which trained persons appear to be in short supply in other areas of Missouri and the United States with the thought of implementing prOgrams which may serve the college service area but could only be justified if training could be done for a larger job market. Implications for the Use of Business and Industry Surveys as a Technigue for the Development of Technical Programs Under certain conditions the value of this type of survey may be very valuable to the administrative staff of any community college which is contemplating the expansion or implementation of vocational-technical programs. The following points are recommended by the writer as a result of his experiences in conducting this study of business and industry in the service area of the Jasper County Junior College. 1. The type of survey questionnaire as used in this study must be adapted to the geographical area in which it is to be used. 183 A. Job titles often mean something different from one part of the country to another. Therefore, the job titles and their definitions must be defined carefully and adapted to the area of use . B. The terms used within the questionnaire must be well defined so that employers and researcher are conversing in the same terms. For example, the term “vocational-technical" may vary in different areas. The type questionnaire used in this study does not obtain a wide range of information. For example, it ascertains the need for employees according to representatives of business and industry, but does not determine the feasibility of such occupational training in relation to finances, facilities, staff, or course content. Therefore, provisions for ob- taining this other information must also be provided. Before a survey of this type is conducted, a very careful check of available information should be made. Many times sufficient information is already 184 available through local or state agencies. In cases where this information is available much time can be saved in program implementation. Advisory committees may be called in and through these groups plan specific programs using existing information. However, the conducting of a survey such as has been done in this study can be a very useful tool in the legitimization process to gain support for vocational— technical programs. Much business and industry inter- est was obtained in the Jasper County Junior College business and industry service area through this study. It should be recognized that this type of survey has the limitation of giving a momentary picture of present employee needs and estimates of future employee needs but cannot take into account uncontrollable economic changes that may affect employment in the future. BIBLIOGRAPHY Arnstein, George. “The Technological Content of Vocational Education," Chapter III in The Sixty-fourth Yearbook of the National Society for the Study of Education, Part I Vocational Education. Chicago: University of Chicago Press, 1965. Board of Education of City of Kansas City. Skilled and Technical Workers in Greater Kansas City: A Survey of Supply and Demand Factors. Kansas City: Board of EducatiOn, 1958. Brandon, George L. Twin City Technicians. East Lansing: Michigan State University, College of Education, 1958. Brookover, Wilbur B. and Sigmund Nosow. A Sociological Analysis of Vocational Education in the United States. (Specially prepared for the Panel of Consultants on Vocational Education, U. 8. Depart- ment of Health, Education, and Welfare) Washing- ton: U. S. Government Printing Office, July, 1962. Burns, Richard L. Factors Governing the Establishment and Operation of Area Vocational-Technical Schools and Programs in the United States with Application to Missouri. Education Series 1964 #93. Columbia: University of Missouri, 1964. Carpenter, Earl T. Farming Opportunities in Missouri Pro— jected through 1975. Columbia: University of Missouri, 1961. Educational Policies Commission. Manpower and Education. Washington: National Education Association, 1956. Emerson, Lynn A. Technical Training in the United States (Prepared for the Panel of Consultants on Vocational 185 186 Education, U. S. Department of Health, Education and Welfare). Washington: U. S. Government Print- ing Office, June, 1962. Employment Security Commission of North Carolina. North Carolina's Opportunity. A digest of the North Carolina Study of Technical and Skilled Manpower. Raleigh: The Commission, 1962. Fawcett, Claude W. "Technological Change and Education," Journal Secondary Education, XXXVI, pp. 16-19. Burlingame: California Association of Secondary School Administrators, January, 1961. Florida, State Department of Education. A Handbook for Conducting Vocational Surveys. Bulletin #70H-7. Tallahassee: State Department of Education, March, 1964. Galton, Lawrence. "Will Space Research Pay Off on Earth,” New York Times Magazine, May 26, 1963, p. 29. Griffin, Warren L. Agricultural Occupations Other Than Farming in Missouri. Jefferson City: State De- partment of Education, Agricultural Education Sec- tion, 1964. Hall, George. Higher Education in Three Selected Areas of Missouri. Jefferson City: Missouri Commission on Higher Education, 1964. Harris, Norman C. "Community College Technical Education,” North Central Association_guarterly, XXXVI, No. 4. Menasha: North Central Association of Colleges and Secondary Schools, 1962. . Technical Education in the Junior Colleges[ New Programs for New Jobs. Washington: The American Association of Junior Colleges, 1964. Joplin Chamber of Commerce. Community Development Survey. Joplin: Joplin Chamber of Commerce, August, 1962. 187 Kavieff, Melvin C. Requirements for Selected Occupations in the Automotive Manufacturing Industry with Im- plications for Technical Education. Detroit: Board of Education, 1962. Michigan Employment Security Commission, Calhoun County Plans for the Future. Detroit: The Commission, 1960. . Detroit Metropolitan Area Survey of Training Needs, Mayor Committee Reporty 1963. Detroit: The Commission, 1963° Mid—Missouri Development Council and the University of Missouri. Final Report of an Industrial Survey. Columbia: College of Engineering, Engineering Ex- periment Station, March, 1961. Missouri, State of. Missouri County Data. Jefferson City: Division of Commerce and Industrial Development, State of Missouri, 1964. Missouri, State Board of Education. Manual of Operation for Vocational Education Programs in Missouri. Jefferson City: State Department of Education, January, 1965. Murphy, Cristy A. and others. Technicians Need Study: Vermillion County Illinois. Urbana: University of Illinois, May, 1964. National Science Foundation. The Long-Rapge Demand for Scientific and Technological Personnel: A Method- ological Study. Washington: U. S. Government Printing Office, 1961. Nosow, Sigmund and William H. Form (eds.) Man, Work and Society, A Reader in the Sociology of Occupations. New York: Basic Books, Inc., 1962. Ohio Bureau of Unemployment Compensation. Youngstown- Warren Area Skills Survey, 1960-1965.. Youngstown: Ohio Bureau of Unemployment Compensation, 1961. 188 Pasadena City Schools. Survey of Vocational-Technical Needs for the Pasadena-San Gabriel Valley Area. Pasadena: Pasadena City Schools, 1961. Pomfret, John D. "Technological Change Has Played a Major Role in Recent Strikes,“ New York Times, July 14, 1963, p. E3. Prater, Robert L. Employment Opportunities and Training Needs for Technicians in the State of Missouri with Projections Through 1970. Doctoral disserta- tion. Columbia: University of Missouri, 1962. Smith, Leo F. and Laurence Lipsett. The Technical Insti- tute. New York: McGraw-Hill, 1956. Stockton, Frank T. Scientists and Engineers in Greater Kansas City: A Survey of Demand and Supplnyactors. Kansas City: Missouri Division of Employment Secur- ity, 1957. U. S. Bureau of Census. County Business Patterns, First Quarter 1962, Part 5A, West North Central (Iowa, Minnesota, Missouri). Washington: U. S. Govern- ment Printing Office, 1962. . U. S. Census of Population: 1960. General Social and Economic Characteristics, Missouri Final Report PC(l)-27c., Washington: U. S. Gov- ernment Printing Office, 1962. U. S. Department of Health, Education and Welfare. Educa- tion for a Changing World of Work-—Report of the Panel of Consultants on Vocational Education. Washington: U. S. Government Printing Office, 1964. U. S. Department of Labor, Bureau of Employment Security. Dictionary of Occupational Titles. Washington: U. S. Government Printing Office, 1949. , Bureau of Labor Statistics. Employment of Scien- tific and Technical Personnel in Industry 1962, Bulletin No. 1418. Washington: Superintendent of Public Documents, June, 1964. 189 , Bureau of Labor Statistics. Employment of Scien- tific and Technical Personnel in State Government Agencies. Superintendent of Documents, Bulletin No. 1412. Washington: U. S. Government Printing Office, June, 1964. Labor Forcenymployment, , Bureau of Statistics. Washington: and Unemployment StatisticsL 1947-61. U. S. Government Printing Office, 1962. The Inter—Agency Study of Manpower Training Resourcesyyand Educational Wausau: Wisconsin 1960. Wisconsin, State of. Requirements, Needs for Marathon County. State Employment Service, . Counselors Guide to Occupational and Other Man- power Information, An Annotated Bibliography of Selected Government Publications, Bulletin No. 1421. Washington: U. S. Government Printing Office, November, 1964. . Employment of Scientific and Technical Personnel in State Government Agencies; A Report on a 1959 Survey. Washington: U. S. Government Printing Office, 1961. APPENDICES 191 APPENDIX A.--LETTER TO EMPLOYERS JASPER OOUNTI JUNIOR COLLEGE 310 West 8th Street Joplin, Missouri February 26, 1965 Dear Sirs: The Jasper County Junior College desires your help in a vocational-technical survey which includes the service area of the college. Our purpose is to determine the type of Jobs that exist in the area, so that we may consider expfinding our offering of courses to benefit area business and industry, either through upgrading present employees or by training new employees. We have tried to design the enclosed questionnaire so that it will neither require much investigation in finding answers nor require a great deal of your time. (The average time required to complete the questionnaire should be about 15 minutes.) Please read the directions carefully. Note that we are in- terested in Jobs that would require some type of training beyond high school today, regardless of the level of education that was required for the individual presently holding the Job. We are asking that you return the questionnaire by march 10, 1965. In the event that you have no employees who would need training above the high school level, please complete page one only and return it in the enclosed envelope. Your cooperation is greatly appreciated. Only summarized information will be published. Sincerely, JASPER COUNTY JUNIOR COLLEGE Harlan.L. Heglar Administrative Intern ‘7 James K. 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As yet, we have not received the completed questionnaire from you. Your answers are important in establishing the need for post-high school voca— tional-technical programs in the area. We hOpe that you will assist in the survey by completing the questionnaire promptly and returning it to us. Thank you. Sincerely, JASPER COUNTY JUNIOR COLLEGE WW Harlan L. Heglar Administrative Intern / ,W James K. Maupin Director, Evening Division HLHzcaS 197 APPENDIX D.-~FOLLOW~UP LETTER TO EMPLOYERS-#2 JASPER COUNTY JUNIOR WEDGE 310 west 8th Street Joplin, Missouri Mar ch 22, 1965 Dear Sirs: The response to the JaSper County Junior College Vbcational- Technical Survey has been most rewarding. However, there are still some questionnaires that have not been returned, and according to our records yours is one of these. We are therefore taking the liberty of sending you another copy of the questionnaire and cover letter in case you have mis- placed the first one. we hope that you will use a few minutes of your time to complete and return the questionnaire in the enclosed return envelope. Please read the directions carefully on both the cover letter and the questionnaire. If we can be of any help to you please feel free to call us at the college. Thank you again for your cooperation Sincerely, W W 22%.] Harlan L. Heglar Administrative Intern James K. Maupin ; Director, Evening Division HLfizcas Enclosures 198 APPENDIX E.--DEFINITIONS OF OCCUPATIONS Industrial Occupations Group I-l Air conditioning, refrigeration, and/or heating technician. Installs, maintains, and repairs equipment used in refrigeration, heating, and air conditioning systems in buildings and vehicles. May lay out a system for an Office, store, or other location and/or read blueprints for layout. Group I-2 Automotive technician. Perform repair and mainten- ance tasks such as overhauling engines of autos, trucks, etc. with skill in use of technical equip- ment. Group I-3 Chemical technician. Performs routine analytical work under supervision of a professional chemist. Furnishes test data, cleans lab equipment, maintains supply of chemicals. Group I-4 Foreman—-first line supervisor. Supervises assembly line workers usually engaged in several occupations. Must possess a detailed knowledge of process involved 199 Appendix E--continued. volved but not necessarily skilled in the jobs supervised. Group I-S Draftsman, Architectural. Sketches and details architectural and structural features of any class of buildings and like structures. Uses drawing instruments. Assists an architectural engineer. May make calculations concerning the strength, reliability, and cost of materials. Civil and highway techniciane—surveyor. Does level and transit work in surveying, makes and checks sur- veying and construction notes, tests soils and other materials, performs routine engineering design com- putations, makes construction drawings, or super- vises and inspects construction work. Engineering aide technician. Usually assists a professional engineer by performing specialized tasks under his general supervision. Group I—6 Machine design draftsman. Specializes in drawing of parts and assemblies of various types of machines 200 Appendix E--continued. and tools, using drawing instruments. Assists a mechanical engineer. May make calculations con- cerning the strength, reliability, and cost of materials. Drafting and design technician. Prepares clear and working drawings under the direction of a draftsman for general engineering or manufacturing purposes. Metallurgical technician. Assists metallurgist in examining and testing metal samples to determine their physical properties. Conducts routine exam- inations of metals and alloys. Mechanical technician. Assists mechanical engineer in the mechanical industrial process, or planning and operation of mechanical systems. May function as operators of power plants or heavy machinery, inspectors, maintenance or set-up men. Often work with engineers in eliminating production problems. Quality control technician. Checks and reports on quality of product produced through inspection and testing with quality as an objective. 201 Appendix E--continued. Industrial X-ray technician. Performs many of the same duties as a metallurgical technician but spe- cializes in the X-ray of metals. Group I-7 Electrical technician. Lays out, installs, tests, and maintains electrical equipment and wiring. Generally of a more specialized nature than simple wiring. Electronic technician. Tests, repairs, adjusts, assembles, etc., electronic and electrical equip- ment, prepares and interprets engineering drawings and sketches, and renders assistance to the elec— tronic engineer. Instrumentation technician. Assists in fabricat- ing, adjusting, testing, and repairing finely calibrated instruments. May specialize in elec- tronics, mechanics, or hydraulics. Works with engineers and scientists who use these instruments. 202 Appendix E-—continued. Business Occupations Group B-l Accountant. Skilled in the knowledge, science, and practice of accounting. Analyzes business records and prepares financial reports. Business Management. Persons operating small busi- nesses, or where business training is important to their position. Outside salesmen (except Agricultural). Solicits and sells various types of products. Contacts customers at their homes or place of business. Sets up and demonstrates products. Real estatepyinsurance, finance. Persons engaged in the specialized business of selling real estate, insurance, or working in banks, loan companies, etc., requiring a special training. Retail management and buying. Managing retail de- partments or responsible for buying products for departments. 203 Appendix E--continued. Sales Manager. Supervises salesmen, conducts sales meetings, and is responsible for the Operation of sales. Group B-2 General secretary. Assists an executive in the performance of minor duties. Makes appointments, interviews callers, writes routine correspondence. Higher level secretaries may help in preparation of manuscripts or general office supervision. General office. All around office procedure with no Specialization but proficient in typing corres— pondence and office procedures of invoicing, tele- phoning, and record keeping. Legal secretary. A secretary specializing in cor- reSpondence, records, and procedures common to legal offices. Group B-3 Business data processing. Conducts business appli- cations of data processing equipment and systems. Programs and Operates data processing equipment. 204 Appendix E--continued. Business machine Operator. Operates common business machines for record keeping or posting accounts, inventory control, etc. Group B-4 Advertising and/or commercial art. Does work of illustration, design, advertising layout, spot il— lustration, lettering, and art production. Merchandising and diSplay. Generally merchandises products within a store and/or sets up displays in connection with the job. Knows the products well. Group B-5 Food technology. Persons engaged in managing food establishments, food production supervisor, chefs, etc. Hotel—motel employees. Persons in the service as- pect of hotels, motels, and other similar operations. Group B-6 Printing. Performs duties in connection with Oper- ating or printing machinery requiring a high level of skill (not mimeographing). A very broad category. 205 Appendix E--continued. Health Occupations Group H-l Dental office assistant. Performs functions of chairside assistant and laboratory aide. May also perform duties including record keeping, making appointments and collecting accounts. Medical office assistant. Prepares patients for examination, treatment, and/or minor surgery, assists physician in performing his work. Oppometric office assistant. Performs functions of chairside assistant and laboratory aide. May also perform duties including records, making appointments, and collecting accounts. Group H-2 Dental hygienist. Cleans teeth, charts decays and disease for diagnosis by dentist, and performs other dental duties not reserved by law to dentists. May take and develop X-rays, mix compounds, prepare solutions and act as chairside assistant. 206 Appendix E—-continued. Group H-3 Practical nurse. Licensed as a practical nurse. Works under the supervision of a trained nurse or doctor. Usually performs duties as observing and recording symptoms and reactions of selected pa- tients; giving prescribed treatments and medica— tions; taking patients' temperatures, pulse, and blood pressure; and helping with personal hygiene tasks. In all their work they must refrain care- fully from performing nursing services that are beyond the scope of their training and skill. Nurses aide. Performs some of the same duties of a practical nurse such as personal hygiene tasks. Does not generally administer medicines, nor have as much responsibility as a practical nurse. Group H-4 Medical lab technician. Performs duties in a hos- pital or medical laboratory making laboratory an— alysis of urine, blood, infections, etc. Also prepares vaccines or slides. 207 Appendix E—-continued. Medical X-ray technician. Performs X—ray functions in medical offices, clinics, and hOSpitals, includ- ing preparing and placing patients in position for X—ray, keeps equipment in good working order, de- velOps X—rays, and operates X—ray. Group H-5 Medical secretary. Specializes in medical office duties including scheduling appointments, keeping medical records, purchasing supplies, collecting accounts, and maintaining the general appearance of the office. Dental secretary. Specializes in dental office duties including scheduling appointments, keeping dental records, purchasing supplies, collecting accounts, and maintaining the general appearance of the office. Group H-6 Optical technician. Performs duties of grinding lenses to prescription and assembling lenses into frames. 208 Appendix E--continued. Agricultural Service Occupations Group A-l Sales and service technician. Sells, sets up, demonstrates and adjusts agricultural machinery and equipment; sells and recommends use of prod- ucts for production of farm crops and animals. Group A—2 Landscape and nursery technician. Cultivates trees, shrubs, and flowers in nursery or lays sod and transplants trees, etc., for customers. Familiar with the application of fertilizers, sprays, etc. Group A-3 Veterinary assistant. Assists the veterinary in handling and caring for animals. May make calls with the veterinary but generally works in the veterinary clinic. Public Service Occupations Group P-l Law enforcement. Mainly police officers who help 209 Appendix E--continued. preserve law and order in cities and towns. May be on patrol or traffic duty. Group P-2 Fireman. Protect life and property from fire, principally as a full time fireman. Performs duties of fighting fires, carrying people to safety, or administering first aid. Also may help in fire prevention.