A STUDY OF OWATIOIB EXCLUSIVE 0|" ACTUAL PAMIG OPERATIONS AVAILABLI TO ORAWATIB AND BTUDMB I. ma AREA SERVED BY 1'!!! YALE HIM sumo!» YALI. IIGIOAN h, In”. A. datum ‘ _ . a U r-“"" ,. l A PROM-fl gamut! to the Down-art of Education of Nubian M 0011050 in put-Md “Minuet of the "guru-unto of tho don-u Q, X. mom or ARTS 2:32) «:5 4‘5! W of Education '76 Y5? .3) ‘9‘: \1 W4 5£WEDJ{ A1 ("JP-L Ht ‘ ‘ n" 3H >©® “'3 Eu JC. ‘5‘ 3”" . W2?:.1—.22;£g » may...” Milne/KN STATE WVERSIW INSTRUCTIONAL MATERIALS CEN' COLLfiQt OF tUUCATnON m I ’ . L./ 5"”) - ‘ ‘ - r x 1 ‘, \ _. ._ ACKNOWLEDG Ell-TENTS this study In conducted undo: tho auction of tho following com-Luau Dr. L. .1. Into! - mum DI. lo ’0 .1111... O Member Mr. 8.3. Thom-nah" motor I . II. 111. TABLE OF OONTFI‘ITS mmwmxon OOOOOCOOOOOOOOOOOO...OOOOOOOOOOOOOCOOOOO... Th0 P"§l- ooooooooooooooooooooooooooooooooooooooooo M0... 0! tab. Study 00.000.000.60.00000000000000000 Daflnluono Of TOM. Ul.‘ oooooooooooooooo00.00.0000. PREPARATION POR.THE SURVEY oooooooooooooooooooooooooooo Propcrlng thO “annuity for tho Sumy oooooooooooooo Pomlotlon of tho Hm Sohodulo and Dlroouono for Oomplotlng It ooooooooooooooooooooooooooooooooooooooo 8.1”t138 “l. “flu" coo...oooooooooooooocoooooo Tm th. numerator! oooooooooooooooooooooooooooo ‘11.th 0f [knoll-hunt. oooooooooooooooooooooooOooo THE MEERATION AND PRESMATION coo-90.000000000000000 Pro-annual: of Data on Full-um. Job. .............. Explanation of Oooupntlonnl Grouping. ............... filling Roqulrcnonto for Young woo-ken ............... Enqulronlntl for Young Proton-lonnl Ind Hnnngorlnl lorkoro ............................................. Boqulromonto for Young Women Clerical lax-ken ....... Roqulromuntl to: Young Sulooworkorl ................. Requirement. for Young Mon Sorvlco Worker- .......... mogulromto for Young Mon Skill“ lot-ken .......... Raqulromonn for Young Mon Soul-skill“ Norton ..... Raqulrommtl for Young Woman Soul-skilled Workar- u. Raqulromonto for Young Mon Unoklllod Worker- ........ Indultrlu in th. III. A?“ ooooooooooooooooooooooooo Pm «autono- 10 388 5%3333 ii man: or comzms (oont.) Gupta!- m" Yam; Illd Adultlian gild— toner: W0“ eeeeeeooeeao Where Joha for Young Ion-ken are Pound .............. ............. IIIIII Qualification- “? Mtim 'él‘k’l‘. 0o e e eoeo e ea ee eee Qualiflc ation Requirement. for Potential Oooupationa . ooooo Other Conaideratlona mating the Employment of Youth ............................................... Yralta er Hahitahimiting‘the Ehploynent of Youth ... soul-ea. of Reeruitnent “‘17:”?99‘93” ............ IV. INAUGURATIGI OF THE SYSTEM OF PLACEMENT .o............. The Filing of Intonation Yonthe Placement Office .. Ilatehingthe Youth lith the Job._.._................... Perpetuation at the Plaeement Plan .................. v. 5mm“! mo concwsxons ............................... mum-y ....... Oeneluaiona ......................................... mmDIx o...........‘......'.....'.....'.......................... 'IBLIWWY OOOOOOOOOOOOOOOOO00.0.00...OOOOOOOOOOOOOOOOOIIOO'OOIO PM. 1+6 51 52 55 62 65 67 67 71 75 75 74 7a 98 iii Table l . ll. 111. V. ' . m.- 1111. 1):. X. XII. XIII. KY. 1711. LI ST OF TABLES Kinde of Pull-tine Johe for Young Men and Adult Men ... Kinde of Full-time Jehe for Young Ionen and Adult len- . ......OO’I‘WOOOOOOOOO.............OOOOOOOOOOOOO Ihat the Enployere of 9 Young Profeecional and Manage- “I1 “0*." ”‘01" When Hiring ooeeeeeeccceeeceeeeeee mat, the mloyero of 1‘ Young loncn Clerical Nor-ken ‘ ”1‘11" When Him eoeeeeeeeceeeeeeeceeceeccoeeeeeoooe 'Ihat the Enploycre of )0 Young saleeeorkere mm. m.“ H‘d" 0.0.0..........OCCODIOOIOOOO......OOOOOOCOO Ihat the upleyere of lo Young Men Service lorkore no- w" then Hiring ooooooooeoeoeeeeoooceeeeceeeeoooooooo Ihat the hpleyorc of lh Young Men milled wot-here he- at. M Hiring eoecoceoeceoeeeeeeceeceeeceeeeeceeoeo Ihat the mloyere of #9 Yong Ion Sui-milled let-k- ." “quit. m1“ “tuna 0.0.0....OCOCOOO0.000.000.0000. that the mployere of ll Yong lenen Semi-ekillcd 'QltflI RON" lhon HIM eeeeeeeeeeeecceeececeooooce Ihat the mployore of 61' Young uen Millet lorkere “QM" Ihon Hiring oooeoceooeeoeoecoeeeeoeoeceeocecece '11.” Young Men and Adlll‘l M“ I.“ ocoooeeooooeeeoeeeee “h." Young {lemon and ‘dfll‘ Women '0“ ooeeoeoecooeoeeo ml.” JOb. for Young '0‘." A" 'Otlld oeeeeeoeeeeceeee "11510“. FuhMOO. Of Reade Of Eotablinhznento eeeeee hotoro Gonoidered by 21 Eetabliehment Hoade in Eln- pleying. Promoting. and Retaining uployoee in con- “WOI. MO. “Co eeoeoeceeeeeoeecceeeeeeeceeeoe hetero Ooneidercd by 6 Botabliehment Roads in En- ploying. Promoting. and Retaining mployeee in Kann- footnring, Printing and Publiehing Inchotrioo oeeoeeeoo Faotoro Ooneidered by 7b Eotabliohmont Heado in th- ploying. Promoting. and Retaining haployeee in Whole- .“0 CM Retail Trade oeoeeeeeeeeceeoooeeeeeeeeoeeeeeeo Poe. 19 20 27 50 )2 56 58 40 1+1 47 1+8 49 55 57 iv table mu. ' XIX. n. _ LIST or TABLES (oont.) Paotoro Goneiderod by 51 Eetahliehment Hcade in a:- playing. Promoting. and Retaining Employeee in the SOPV1OO Induotrieo eeeeeeeooeeeeeoecccceeccceeeeeeee Undooirahle Yraito‘ or Habite for which Eatablioh- lent Headc would Not mploy. Retain. or Pronto Applicant! 0? Employoee eeeoeoeooeeeeeeeeeecoeieoooe Reomitnent Bouroeo of Neo Employeee Used or That . '0“16 8‘ UIOd by Botahliohnont HOId. oeeeooeeeeeeoec Page 59 61 65 CHAPTER I INTRODUCTION Mtheaio. The present program of the Yale High School doec not furniah ite graduatea. drop-cute, and in-achool etudenta with ade- QInto occupational information. The Problem atatencnt 9; _t_h_c. problem. The author. having observed that there oxiata a demand for people with cufficiont training of the type required to properly fill the occupational wacanciea other than actual farming operatione in the area acrwed by the Yale High School. and aloe. that there oxieto a lack of adequate occupational intonation from thio area available to eounoelora and high achool atudcnta. graduatca. and drop-cute. haa electedc firat. to contact employere to determine what joba are available to youth under age twenty-five and the qualificatione they require of their full time and part time youth employee” eeeond. to euggeat needed rcwieicna for the present high achool program with the finding” third. to interview in-achool otudento. graduatee. and drop- outo to obtain ouch intonation ae would be helpful in placing them on Joba for ahich they are heat fitted; and, fourth. to inaugurate . work- able eyetem of placement into the regular program. Elimitation 9; 9.9. problem. The otudy ia limited to thoee citiee and willagoa. incorporated and unincorporated, which are carved by the Yale Hiya School. It ie also limited to thoae etudenta in gradea nine to twelve. inolueiwo, and to thoee youth under twenty-five yeara of age who have graduated tron, plan to graduate from, or have dropped out ct high oehool. Purpoaea ct the Study The purpoeea ot thia atudy are: A. 0. To determine by memo ot a tirm cchedulc and pereonal inter Vie. by high cchool otudent enumeratora the following: l. 5. fl. 5. 6. 7. The kinda of joba that are moat important to the em- ployment of young men and adult mm and to tho omploy- ment of young women and adult women. The qualiticationa that employcra demand tron young corkera hired in varioua inductricc or tor warioua kinda ct joba. The induetriee that are moat important to the employ- nent of youth and adulto in the Yale Area. The induatriec where certain typce ot Joba are tound. The rccency ct hiring ct employed youth in the Yale Area. Hethoda uaed tor the recruitment ct new employcce by in- dtfltl‘]. The oecupationa that employore would add to their ea- tabliahmenta it they could obtain aatictactory employoee tor each. and the qualificationc for each ct theec occu- petionc on which youth would be employed. to aceemble the reaulto ot the abowe tindinga having a direct relationahip to the problem. to aummarizc the tindinga gained from thie atuw in a torn oaaily interpreted and uaed. ‘te euggeet needed rowiciona ot the present high achocl pragram ' in accordance with the tindingc. To inaugurate into the program a workable plan ct placement tor in-achool otudenta. graduatec. and drop-cute; placemcnte to be made on the bacie ot intonation gained from the tollowing eourcooc l. Quoctionnairee aubmittod directly to interoetod in-cchool otudonto. 2. Quootionnairoo oubmitted through high cchool otudonto to graduateo and drop-cute. 5. Firm ochedulo reaulto ac rcgardo occupational openingo and job qualificationo. Dcfinitiono of Termo erd m. An induotry ic a particular branch of work. trade. or activity with certain general characteriotico outticicntly defined to die- tinguid it from othor brancheo. (Bach eotablichmnt io olaooifiod with- in an induotrial grouping whether it be a grocery etore, doctor'o ottice. church. factory or any other type of cotablichment giving employment to one er’aoro individualo.) totablichmeg. An ectabliohncnt io an agency. organioation. in- otitution. pouch or group ct peroono ottcring producto and/or aervieco’ to the public. r..- oxamplo. . miniotor. . oervice club. . doctor. a factory, a grocery etore or a carpenter io an cotablichmont. m g; m. Yhooo termo may be defined co the vocation. or calling that oecupico or engagec the greater part at the time or attention of an individual or group of individualo for which come form of mention io received. (Exporto in the field hold that a Job may be defined oo a group of idutical poaitiona and an occupation ao a group of oimilar jobo.) m, m g invontogz. Thoce term may be generally defined co the collection of data relative to a particular problem at a particular locality during a cpecificd period of time. and the preoentation. analyoio. and interpretation et ouch data. (Inventory impliee periodic recountingo.) ggcoticnnain g; achodulg. A queetionnaire or a cchedule io a torn containing thoao itemo oo otated and arranged ac to reveal data oatiotactorily outfieient and ot ouch a nature ac to rcault in a colution ot the probl- for which the otudy wao begun. (Although thoao tormo are to be interpreted ao having the come meaning. it io recognized that the emotionnaire io oomctimea referred to ac a liet ct queotiono cent to an intonant and a ochodule ac a group ot itemo, objective in nature. which io completed by an cnumerator who vicito the informant. However. in popular ueagc co in thic otudy. no differentiation la made between the tee terno.) Mentor. 'rhe enmerator ic that individualwho interviewo the informant and obtaino. or attempta to obtain. from him the interaction called for in the ochodule. mm. m. informant ic um. individual (in thio otudy alwoyo the head or one of the heado of on cctabliahmnt) who anowero the qucotienc acted by the mentor and called for in the ochodule. CHAPTER II PREPARATION FOR THE SURVEY W :3: 2L". Icon: 2; m ages. Ac otated in the title of thio namiocript. the area to be eonoidcrcd a unit for thio otudy woe to be 'the area oerved by the Yale High School'. In other vordo. only thoao induotriea located in the towno or rural areac that cent their child- r- to the Yale High School were to be eonoidcrcd a part of the unit. It wao neceooary to give attention to another coneideration in do- tormining the ocope of the area. The territory that no aorviced by the City of Yale inootar ac retail trade wae concerned wac aloo eonoidcrcd ac no the Yale labor area. or that area that ouppliod Yale'o chief induetrial eonoorno with laborero. he took of determining the accpe of the area oerved by the Yale aid: School wao relatively aimple. All that no neceooary wao a checking of the addreooeo of all out of town otudento enrolled in gradeo nine to twelve. inclucive. for the preoent cchool year l9b0—‘4l and aloo for too yearo previouo. Thio prevented the omiooion of areac ordinarily oending youth to Yale High School but which were not roprooented during the precent year. The neoeooary information wao eacily obtained by checking cchool rocordo for thoao yearo and the proceca gave definite boundarieo and eao relatively free from error. In detenining the retail market area little could be done except to queotion oeveral of the leading retail dealoro in the town ac to the area they eonoidcrcd their trade area. It wao found that thio rooulting unit oorreopondod very well with the area oerved by the high cchool and carved to confirm the accuracy of the reaulto of that coneideration. The labor market area. or that territory that oupplied Yale with laberero for ito chief induotrial concerno. did not correopond exactly to the area reoulting from the above coneiderationo. It wac fond. for inoteneo. that the village of Peck, located ten mileo north of Yale. cup- plied the leading manufacturing concern with oeveral of ito laborero. Peck. however. maintained a twelve grade high cchool vhich oerved an‘area of ito own. It wac finally decided to abide by the reaulto of the firot two conciderationc and to dioregard the latter one. The reoulting unit includeo the town of Yale with ito 1500 inhabo itanto. located on State Highway M-l9 twenty-eight mileo northweot of Port Huron. and the villagec of helvin. rargo. Avoca. Roceburg. and Brockway and ootabliehmento in the area outoide ot theoe centerc. Thio unit, in the Central Thunb Area of Michigan, comprieec an approximate land area of l“ oquare mileo or about ninety-two thousand acrco and hac a total pep- ulction of come 7000 percono. more or loco. Ito outer limito are approx-6 inately fifteen mileo from Sanduoky on the north; eight mileo from Crooeell on the northcact) fifteen mileo from Lake Huron on the ...... eighteen mileo from Port Huron on the eoutheaot] nineteen mileo from Richmond on the couth and thirteen mileo from Imlay City on the oouthweot. (See accompanying In») Preparing the Community for the Survey the firot atop taken in preparation for the ourvey no that of the author'c contacting coveral community leadero and buoinoacmon interacted in youth probluno for the purpooe of explaining to them the plan and there- by cnlioting their ouppert. -... .‘v~_ . man... ~ » a - “—m-u “‘A-mo—Hm. ; , .W M‘. ...-4w“;- 0". -n..-....._.._...... —~.. “a“... ’--~- ".2 ~. THE YALE AREA ...i'.‘"\‘ / \\\ w’if ...-h” R“ 1"“. K ' 7 \. . ‘5. i” a u a o n ,/ \ / ‘7 .r' I a“ ,f' E t 'l E t- .- .. .. — can can. re— ——————— 1 ' "a 7 1 l ‘1‘ i 8 O 0 L L ' ‘\ E i sauousnyD ! s A l 1 L A o .. .... .. .. ..1 3 L. .. .. _. ...! ’ e no: “flung mm‘ ,1 f‘ b ”tuna 0 “on“! , , v r... ve-v . , .I . ' ; A K - ' FARO-ot/l i ‘\ c Bfiét's'wh‘ ”vet-fly,- ’ 013:?“ Q cane -W"' I ‘ ' ‘3 To 0 I. A I R POB‘I‘ g Hula Several buoineoamen known to be oomewhat okeptical and concen- ative in their thinking were contacted in order that the author might be- ccne acquainted with come of the objectionc he would moot likely meet vith. Yhio otep wao fortunately one in the right direction for through theoo diocuooiono the oupport of ceveral important poroono wao gained. lt wao quite ecocntial that the oupport of the ouperintendent and principal of the Yale Public Schoolo be gained before proceeding further. oinee the actual enumeration woe to be done by high cchool otudento. and. at timee. during odool houro. Thic wac accompliohed through oevcral dic- cuooiono with each of the adminiotratoro and finally by inviting the Co- ordinator of Comunity Relationc of the National Youth Adminiotraticn to call at the cchool and explain to the adminiotratoro the advantageo to be derived from ouch a curvcy. Thic man wao aloo aooociated with the Occupational Analyoio Center of the Michigan State anloyment Service which had begun caporimnt'ation upon the procedurec to be followed in conducting job ourveyo. A The plan vac oubmitted to the cchool board at one of ito regular monthly aoetingc by the Superintendnt of Sohoolo. the board ohowod con- oiderable intercot and promioed ito oupport. Before actually attempting the curvoy the author thought it neceooary that the oupport of the Yale Buaineoomcn'o Club be cnlioted. inacmuoh ac thio club io the largeot and moot active in Yale and lo primarily interacted in the welfare of youth. After explaining the plan to the prcoidcnt of the Club. the author wao invited to attend one of ito regular neetingo ac guect opcaker and wao given the privilege of inviting an outcide opoakcr who could cpeak authoritatively on the oubject of ourveyo. The epeakcr invited for thio occaoion ace the Coordinator of Community Relationa re- ferred to above and both he and the writer addressed the Club. after vhich the group voted unanimouoly to oupport the project. Present at thio. noct- ing were the nowopapor editor. ouperintendent of ochoolo, ouperintendent cf the largect nnutacturing induotry. and all but a few of the city'o leading buoineoomen. Juot before the clooe of the meeting, tentative copioo of the Occupational Qualificationo Inventory Schedule were oubmitted to all non- bore of the club with the request that each member add any part or porto that he felt ohould be included in a ourvey ot thio nature. They were ack- ed to return the ochoduleo with euggeetiono to the club procidcnt at the next regular meeting. Several valuable auggeotiono were obtained in thio manner. but more important than thio. the ourvey. in part at leact. became a product of the community. with the individualo whooe oupport waa eeecntial. actually contributing toward the formulation of the plan. The firot direct explanation of the nature and purpoce of the curvey to the gmeral public wao given in a non releaoe to the local newopaper. October it. l9lOO. (See Rowe Relcaoe Number . page to aid in the introduction of and the calling of the community on the general program. the 'odd job oervice' wao begun. All inn-cchool otudento from gradeo eeven to twelve were permitted to enroll ao applicanto for odd job opningo. It will be noted that mention of thio oervico had been node in the newa releaoe of October at. l9‘l0. Now the cecond newspaper releaoe one made further informing the community of thio oervioe. (Sec Howe Roleace Huber 2. page Enrolleeo were required to fill out a ton for thio 10 purpoce (See Fora A. page 78) and each onrollmnt tom when complete wao placed in a file and arranged alphabetically with the othero. Thie oer- vice had the quality of being aomething tangible and of bringing about imediato reaulto ac ocvoral calla eere cared for immediately and with ootiofaotion to the employero. Formulation of the Firm Schedule and Directionc for Completing It do hao been otated on the proceeding page; tentative copioo of the Occupational malificationc Inventory Schedule had by thio time been prepared and oubmitted to membera of the Yale'Buoinooamcn'o Club for criticion and ouggeotiono. Thio ochodule had been formulated in part from the ochodule uaed by the Economic Analyoio Unit of the Occupational Analyaio Center. Iichigan State uploymcnt Service. Detroit. Michigan. Hoot of the remainder of the ochodule contained itemo decigned to fit thio particular cchool and community. Itemo on cpecial training and experience or okillo coneidored in employing youth under twenty-five were arrived at through the author'o interviewing the tour teaohorc who had charge of the four departmento of vocational education in the Yale High SchOol. Theoe teacherc were aoked to liot all the cpecial okillo taught in their departmento which might aid youth in preparing for and obtaining jobo in the 2.1. Area. m. few remaining itemo were added by the author to further aid in the colution of the problem for which the ctudy wao bogm. The final ochodule which came to be known co the I'Occupational malificationa Inventory. form LA' (no page 79 ) contained. except for a few minor alterationo. hill 'itemoflli’altod on the tentative ochodule and in 11 addition thooe ouggeoted by memberc of the club. To make for caoe in exasperation the ochodule wao printed. Yhio wao done at a nominal coot at the local printing office and under the oupervioion of the local editor. The directiono for campleting ochodule itemo one through nine ad fourteen through twenty-three with a few minor revioiono were formulated from the I'Inotructiono to Enumeratoro' ac contained in ’A Honual for Conducting a Job Opportunitico Inventory'. y lhe directiono for completing all other itemo were prepared by the author. All di- rectiono for completing itemo were numbered concocutively to correspond with ochodule item numbero and thio complete act of directiono wao giva the name "ripe to Enumeratoro'. (Sec Porn lC. page 90) Selecting the Erunneretoro lith the oupport of tho employcro and other noceccary groupo oatiofactorily acoured the next atop become that of oocecting the ant- oratoro. which requireo care and familiarity with the available pcroonnel or the acoiatance of oomeono familiar with the group. generally a toadner. In thio particular instance the writer. having been a teacher in the cchool for more than three yearo. no in a good position to colect the enmcratorc from the group of volunteera. He obtained the advice of other teachero and the adminiotratoro whenever in doubt and woe thuo able to colect cnumeratoro capable of doing the work. The enumeratero, thirteen in all, ranged from the tenth to the tIelth gradeo. incluoive. and were otudento whooe academic otandingo were Wibbitto, Clark and Cthco. A Manual for Conducting a Job rtunitico Inventog. (Detroit. Vichigan State Employment Service. 1940) PP. 12 high. pereonal habito good. and cchool work otatuc ouch that they could afford to mice a few houro of cchool to do part of the enum- erating. it need be. It io not to be miounderotood here that thirteen otudento were all Iho volunteered their oervicoo ao onumeratoro. Approximately twenty anowered the call but oeveral were found unouited for come ...... or other before the enumeration began. The training oeocion for enumeratoro which will be explained in the next oeocion worked well to weed out thooe undeoirablee. Care woo taken. however. to prevent hard feelingo en the part ef’thooe volunteero who were found unouitcd for enumeration. Heat of thel'were diplomatically tranoterred to the work of interviewing grad- uateo3and drop-cute (which will be explained later). Yhio enumeration required little technical knowledge due to the oimplicity of the quee- ticnnaire being need for that purpoce. Training the Enumeratoro The problea immediately facing the writer'now wac that of train- ing thc'high cchool otudent onumeratoro who were to vioit the cotabliohp lento to be curveycd. the permiooion of the cchool administratoro obtained. forty-five ‘ minute training oocoiono were held during and after cchool for a period totaling nearly two weeko. Theae oeociono were begun with an explanation of the nature and purpoce of the ourvey after which each 'enumerator wao ' given a copy of “ripe to Enumeratoro' and an Occupational Qualifieationo Inventory Schedule. both of which he waa required to otudy before the 15 next meeting. the next oeocion conaioted chiefly of an oral quia given for the purpoce of learning at an early date of thooe who were neglecting to follow otudy procedurec. For the training aeaeiona that followed the group wac oupplied with copioo of the Occupational Qualificationa Inventory Schedule and the inotruoter. acting in the capacity of employer of a fictitioua fin- anewered the queotiono aokcd by the cnumoratorc. after which the reaulto were compared and the erroro corrected. Thia procedure waa repeated for aevoral training aoooiono until the number of erroro lode been-l negligible. following the formal training oeocion period. each enumerator waa accompanied by the writer to two eotablichmento where the enumeration proceoo wao oboervod. and the atudent wao then judged ready for the field work. Lioting of lotabliohmento During the time the training oeocion waa in progreoo a acmplote lilting of all ectabliohmento in the area wac made through the uae of the telephone directory which covered the entire area and. finally. by a lioting of omitted octabliahmento (thooe without telephonea) by the cnumoratoro who firat checked thooe already lioted for a given area and than made the rounda of their aooigned area and wrote in thooe not in- cluded in the firot liating. Part of thio lioting waa done by out-ef- ochool NYA clerical workera who had boon aaoigned to the curvey by in- tereotcd government officiala. 1h Studento living in each of the amallor towns in the area were aoked to check the establishmentc already listed and to add the omitted once. Generally one evening was all that was necessary for thooe in- dividualo to cover their respective towns for this listing. Establioh- lento miaoed by both processes were reported to the writer when the our- way waa in progreas and these eotabliahmenta were aacigned to onumeratoro ao were the cotabliahmento on the original liating. Eotabliohmento were liated on a form purposely made very simple. (Soc Porn 3. page 84) ’ 15 CHAPTER III THE ENLHxTERATION AND PRESENTATION lith the survey personnel trained for interviewing and other preparations complete. the actual enumeration was begun. Each enumerator was given a list of the establishmcnto he was to visit and a supply of Occupational Qualifications Inventory Schedules we‘ll in umber to the number of establishments he was assigned. He was also instructed not to cover any establishments to which he had not been assigned. This woe to prevent instances of two enmeratoro calling at the .... eotabliolmenta which migit n... ma . tendency to create one antagonism on the part of certain employers. Establishments that he discovered not covered in the original listing were to be reported to the writer who assigned such establishments to enumeratoro beat fitted to take the enumeration of them. numerator” in general. were assigned establishments selected to fit their personalities. capacities. desires. and (as nearly ao possible) their convenience. rather than assignment areas as is generally of necessity done in surveys of wider scape. The larger eotabliohmente and those pre- oenting cpecial enumeration problems were left to be later enumerated by the writer. Prior to the enuncration of establishments outside of the City of Yule. lottera were written directly to the owners and managers of catch- liehnenta explaining the nature and purpose of the survey (see Porn Letter l. page 89 . This procedure was necessary due to the fact that much of the publicity had gone little further than the city limits of Yale. 16 To further facilitate the enumeration of the establishments outside of Yale. a Yale High School student living in the town or village in which the enumeration,was to be done was asked to accompany each trained enumerator to each establishment. acting as an introducer of the enumeratcr to the informant. This plan worked very well as it had the effect of creating in the informant a certain amount of faith and trust in the enumeration process. eliminating much of the time-taking self-introduction and explanation so often necessary in instances of over-conservative or skeptical employers. Occasional news releases to the local newspaper kept the public informed of progress of’the survey from time to time. (See News Release number t. page 68) Presentation of Data on Full Time Jobs Statistical data for full and part time Jobs are presented separately in this chapter. since differences in the number of workers on these jobs and qualifications required present marked contrasts. It will also be noted from the data that follows that not all items included inkthe Occupational Qualifications Inventory. Form 1 A. have been given tabular presentation. The reason {Or this is obvious when we consider the fact that these items omitted in the presentation were orig- inally entered on the form.cnly for the purpose of aiding in the proper placement of youth on Jobs and would have littlesignificance when pre- sented statistically. For example. entries in items 8a. 8b. 8c. and 8d. which were of necessity taken by industry rather than by occupation. if given tabular presentation. would present a very confusing and misleading 17 picture since such entries do not represent an equal number of workers on each schedule. A good example of this is a manufacturing establishment which em- ploys more than 500 workers. Entries in item 8 for this industry would. if given tabular presentation. have no more weight than the entries in the same item for an establishment employing only one worker. yet to be statistieally accurate the entries for the manufacturing establishment should have more than five hundred times as much weight as the entries for the establishment employing only one worker. Those items given statistical presentation or consideration were entered on Form l A for the two-fold purpose of providing reliable data to be used in the counseling of youth in the area and to aid in the place- ment of youth on Jobs. In several instances certain data were not given in table form due to the limited number of cases presented. In such instances the more simificant data were presented in paragraph form. It is to be further noted that the information presented applies te the Yale Area specifically and cannot. without verification through ether such surveys of like nature. be said to apply to all communities generally. Fer this reason it should not be used in sounseling youth in other areas until such areas have proven that substantially the same conditions pre- vail there as prevail in the Yale Area. Likewise. it is net intended that all the information necessary for counseling youth in the Yale Area is to be found in this report. If the counseling process be conducted scientif- ically. the information contained in the following presentation will be used to supplement such national Job information as is generally available 18 to public service agencies. The local information needed includes such data as the kinds ef Jobs available in a community and the age. education. marital status. and work experience requirements for each of these kinds of jobs. These specific data which are quite likely to vary with given communities. when used to supplement the national job information which is sufficiently standardized to be applied to all communities form a dependable basis on which youth may be counseled. As a source of this national job information the writer recon-ends the use of the “Dictionary of Occupational Titles. Part l; and supplemental Job descriptions for each industry. y Valuable information may also be obtained from the United States Bureau of the Census reports. Additional information covering fewer kinds ef jobs but more complete insofar as the amount of descriptive material for each job is concerned may be obtained by teachers and counselors from the Division of Guidance and Placemat of the National Youth Administration for lLichigan. the Occupational Infer- ation and Guidance Service of the United States Office of Education. the National Vocational Guidance Association. and the Occupational Index. Ias.. of flew York University. When the inventory was taken it was found that there were l55 young men employed on full time and 15 on part time jobs; 5‘} young women on full time and 42 on part time jobs: 589 adult men on full time and l2 on part tile jobs) and 217 adult women on full time and 50 on part time jobs. The data on the following page shows the distribution of young .d adult mat and women by the kind of full time jobs in which they are ampleyed. y {Dictionary of Occupational Titles' (lashingtons U. 8. mm of Labor. 1959). U. S. mployment Service (Elnployment Service Division). Part I. 19 Table I KINDS 0? FULL TIL'E JOBS FOR YOUNG E-‘I-Jl‘.’ AID ADC..‘LI‘ 3.1511 Number Per Cent Jobs Young ken Adult Ken Young Hen Adult ten TOTAL 155 589 100.0 100.0 Professional and ' Managerial - 6 136 5.9 26.5 Clerical 1 15 .6 2.5 Sales 11 1) 7.1 2.2 Service 10 17 6.5 2.9 Skilled 14 150 9.0 25.5 Semi-skilled 49 82 51.6 15.9 Unskilled 61» 156 141. 5 26.5 Semi-skilled and unskilled jobs are more important to young men than to adult men. Seven out of every ten employed young men and only two out of every five employed adult men work in these two fields. Skilled. professional and managerial jobs are more important to adult men than to young men. One-half of the employed adult men and only one out of five employed young men work at these jobs. 20 Table II KINDS? 0? FULL TIME JOBS FOR YO! VG ”OVEN AND AD‘ELI' 1033?; Number Per Cent Jobs Young Women Adult demon Young domen Adult fiomen TOTAL 5d 217 100.0 100.0 Professional and Managerial 5 57 5.6 17.1 Clerical 14 6 25.9 2.8 Sales 19 9 55.2 h.l Service 4 8 7.h ' 5.7 Skilled 76 , 55.0 Semi-skilled 11 77 20.5 55.5 Sales and clerical jobs are more important to young women than to adult women. Three out of every five employed young women and only one out Of every ten employed adult women work in these two fields. Skilled. semi-skilled. professional and managerial jobs are more important to adult semen.than to young women. Nearly nine out of every ten employed adult women and only three out of every ten employed young women work in these three fields. 21 Explanation of Occupational Groupings he occupational groupings shown in Tables I and II on the pro- _ «oding pages are the results on the part of several governmental agcmsiec and departments to classify jobs as to skills required. These groupings are described as follows: 1/ Efessional. I"this group includes occupations that pre- nantly require a high degree of mental activity by the worker and are concerned with theoretical or practical as- pects of complex fields of human endeavor. Such occupations require for the proper performance of the work. either on- tensive and comprehensive academic study. or experimrce of such scope and character as to provide an equivalent back-- ground. or a combination of such education and experience. Typical professional occupations are those of doctor. law- yer. architect. mechanical engineer. chemist. physicist. as- tronomer. editor. actor. and musician. Of these. mechanical ngineer. architect. astronomer. and doctor are primarily concerned with the development of the practical applicatien of formal and well-organised fields of theoretical knowledge; whereas occupations. such as editor. actor. and librarian are concerned with activities that demand acquired abilities which may properly be considered of a professional character. but may not require the background of a formal field of know- ldfle - rofessi . Included in this group are occupations concerned with the theoretical or practical aspects of fields of endeavor that require rather extensive education or prac- tieal experience. or a combination of such education and em- porimce for the proper performance of the works such fields of endeavor. however. are less demanding with respect to back- groud or the need for initiative or judgment in dealing with complicated work situations than those fields which are con- sidered as 'profcssional'. These occupations are typically confined to relatively restricted fields of activity. many of them being concerned with the technical or mechanical details of the broader and possibly more theoretich fields of ca- deaver. ' Chiropodists. tree surgeons. draftsmen. aviators. laboratory yms.,n. p. 9 22 technicians. and fingerprint experts are typical semi- professional occupations. Managerial £51. foicig Qggupatiog. This group in. eludes occupations that are involved primarily with responsible policy-making. planning. supervising. co— ordinating. or guiding the work-activity of others. usually through intermediate supervisors. Typical of these occupations are managers or presidents of bus- iness enterprises. superintendents of construction pro- iects. and purchasing and advertising agents. Execu- tive secretaries. and treasurers. although not usually involved in extensive administrative or managerial du- ties. are nevertheless included because of their of- ficial capacities. In the Yale Area many adult workers are found in the managerial group because a large number of small establishmnts such as grocery stores. filling stations. and small restaurants are operated by one or twopeoplo. Onlyoyoungmsnandbyomgwomcnandnearlyl60adult ‘ mud to adult women are employed at professional and managerial occu- ”We 3. . y This group includes occupations concerned with preparation. transcribing. transferring. systematising. or preserving of written communications and records in offices. shops. and other places of work where such fulc- tione are performed. Other occupations. such as collectors. telegraph messengers. and mail carriers. although not strictly of this character are included because of their close relationship to these activities. nest of these occupations are performed by mental and men- ual processes but a few include in part or in whole the operation of such machines as bookkeeping machines and calculating machines. In the Yale Area the more typical clerical jobs are those of book- keepers. cashiers. stenographers. and typists. telephone operators. file clerks. messenger boys and ticket agents. About 15 young women and only 16 adult women are employed at clerical occupations. Only 1 young man and 15 adult mm are employed at this kind of work. c. ' Po 2§ fiales. y Included in this group are occupations concerned with the sale of commodities. investments. real estate. and services. and occupations that are very closely identified with sales transactions even though they do not involve actml participation in such transactions. These occupations vary considerably with respect to such factors as the techniques employed in effecting sales. the knowledge required of what is offered for sale. and the place of sale (sales establishments. establishment of a prospective customer. private homes. on streets. and in other places) but they all have in common the contact with prospective cus- tomers with the objective of effecting sales trans- actions. Typical of occupations engaged in actual sales are salesman. and huckstere. Typical of the occupations that are closely identified with sales transactions. but that may not actually participate in such trans- actions are demonstrators and shoppers. In short. it may be said that this group includes such Jobs as sales clerks and salespersone in stores. insurance salesmen. house-to- heuse salesman. auto salesmen. newsboys and peddlerc and that these Jobs are alike in that some article is sold by the worker. but the type of selling often differs. _s_‘______.alesc 335; work in stores and sell inexpensive articles like groceries. cigarettes. five and ten cent store merchandise. W work in stores and sell merchandise like furniture. rugs. or other expensive articles that require a good deal of selling skills 3“ cell merchandise outside a store. either from house-to-house or from store-to-etore. In the Yale Area some )0 young men and young women and nearly 25 adult men and women are employed at this kind of work. Emeatig Service. 3/ This group includes occupations concealed with the usual functions in the maintenance of households and their environs. the cooking of meals ¥1b1d."11' P0 33 _/ Ibide, II, p. 41 24 the care of children. and similar services that are performed in private homes. It does not include the occupations of repairman or tradesmen who my be callp ed into private homes to repair or service the house 0? 1‘8 equipment. garcons; Serving. y The personal service group in- cludes occupations concerned with performing services for persons that require predominanatly either direct contact or close association with the individual. Typical examples are barbers. waitresses. bootblacks. and practical nurses. A few. however. such as kitchen workers and acids in hotels. may have little or no con- tact with the recipient of the service. grotectigg Service. 3/ The protective service group includes those specifically concerned with the protec- tion or guarding of the country or its political units. of buildings and other property. and of individuals. The services perfomed by such workers range fro- the routine duties of a watchman who guards the property of some organisation. to the more complicated duties of a traffic policeman or detective. or to those of soldiers and sailors. ldi ggrvice Works £1 Portage. 2/ Included in th a group are niece ancous occupa ions that are con- ecrned cith cleaning the interior and equipment of buildings. offices. stores. and similar places. and with moving or carrying equipment. baggage. and other articles. Elevator operator although not strictly cf this character is included here because it is a type of building scvice rathu than a personal service. It is to boasted that the general grouping of 'service' occupations was given in Tables I and 11. Another group. “domestic service workers“. although described above. was not included in the Yale Area survey. Sons of the sore semen personal service jobs were found to be hotel cooks. kit- chen workers. waiters and waitresses. barbers and beauty operators. and theater ushers. The sore common protective and building service jobs were food to be deputy sheriffs and city employed fire narchalla and public and privately aqlcyed janitorc. hide. 11; ’e ‘2 1pm.. 7?, p. #9 I‘d-‘0. 1!. Po 5‘ 25 There are only 10 young men and nearly 20 adult men who work at advice jobs. Only k young women and 8 adult women work at these jobs. Of the 1‘ young workers. 12 are in personal service jobs. Skilled. y This group includes craft and manual occupations that require predominantly a thorough and comprehensive knowledge of processes involved in the work. the exercise of considerable indepen- dmt judgment. usually a high degree of manual den- tcity. and. in some instances. extensive responsi- bility for valuable product or equipment. Workers in these occupations usually become qualified by serving apprenticeships or extensive training par- 104‘s In the Yale Area the common skilled jobs include weavm's. leem fin- ere. foreman. and upholsterers in textile manufacturing plants; and car- pmters. painters and masons. mechanics and bakers. Only u young men and 130 adult men work at skilled jobs. There are no young women and a- but 75 adult women employed at this kind of work. Semi-skilled. 3/ on. group includes manual occu- pations that are characterised by one. or a com- bination of parts. of the following requirements: The exercise of manipulative ability of a high order. but limited to a fairly well defined work routine; major reliance. not so much upon the work- er's judgment or dexterity. but upon vigilance and alertness. in situations in which lapses in per- formanee would cause extensive damage to product or equipment) and the exercise of independent judg- ment to meet variables in the work situation. which is not based on wide knowledge of a work field and with the nature and extent of the Judgments limited either (a) by application over a relatively narrow task situation or (b) by having important decisions made by others. These occupations may require the pcformanoc of part of a craft or skilled occupation. but usually to a relatively limited extent. Semi-skilled jobs most common to the Isle Area include textile speclers. scutchcrs. severe in textile industries; drivers. filling station attendants and apprentice embahers. About 50 young men and 85 adult men rum. 1:. p. 59 lbid.. II. p. 115 26 work at cal-skilled jobs. Only ll young women and nearly 80 adult women are employed at this kind of work. Unskilled. y This group includes manual occu- pations that involve the performance of simple duties that may be learned within a short period of time and that require the exercise of little or no independent judgment. characteristically. such occupations do not require previous exper- ience in the specific occupation in question. al- thoufi a familiarity with the occupational en- vironment amt be necessary or very desirable. The occupations in the group vary from those in- volving a minim of physical exertion to those characterised by heavy physical work. In the Yale Area this group includes such jobs as. roving and filling carriers. trucker helpers. graders and brake hands in textile manufacturing plants; construction and general laborers in road build- ing. and mechanic helpers in automotive industries. About 70 young mat and nearly 160 adult men work at unskilled Jobs. Only 5 young so- . an and d adult women are employed at this kind of work. Hiring Requirements for Young workers The hiring requirements shown in the following tables are not neant to be the highest or the lowest requirements for either the best or poorest workr. rathm' the usual requirements for the average worker to do work of a quality that in the opinion of the employer is satis- factory. l'urthermorc. the data on requirements. as those on other portions of the study. are meant to present a picture of the situation as it on- istod during the winter and early spring 1910-19“ when the inventory was taken. guild" II. po a1 Table III WHAT THE unwraps 0F 9 YOUTIG PROFESSIONAL AND MANAGERIAL .VORKERS REQUIRE WHEN HIRING Requirements Specifications Number per Ocnt T675? 3 55.5 Desired Age 2l-22 1 11.1 _ . 25o: 5 55.5 )6%§5 2 22.1- 16 1 11.1 Hinimum Age 17 l ll.l 20 l 11.1 21 5 55.5 25 l ll.l Single 1 11.1 mum sum. 1‘ Iiarried o 0.0 No Preference 8 88.8 None 1 llel 8th Grade 0 0.0 Education Some High School 1 11.1 High School Graduation 4 MA Some College 0 0.0 College Graduation. 5 )5.) None 4 44.# Vocational Galeral Training 0 0.0 Training Specific Training 0 0.0 Apprenticeship 5 55.5 None 5 55.5 '0“ W Job 0 Dec Experience Fimilar Job 1 11.1 :‘ane Job 5 5).) ‘l/ Harital Status for occupation on which youth were employed was determined by industry within wrich the occupation was found. 28 Requirements for long Professional and Managerial lorkcrs The table above shows that nearly one-half of the young professional and managerial workers are required to have graduated from high school and one-third from college in order to qualify for these jobs. In more than one-half of the cases some form of apprenticeship is necessary. lork ox- pericnce is also required in almost one-half of the cases. Very few young workers under 21 years of age have any chance of be- coming empleyed on these jobs. however. only one employer expressed .any pref- erence as to the marital status of the youth employed. There are nine young workers in this group of professional and sen- agerial workers. Of these: 6 are young men: t are managers-cl in a trucking and whelcsale establishment. l in a retail grocery store. I in a dry-cleaning establishment. and l is a floor manager in a roller-skating risk: I is a teacher. and l is a veterinarian. Three are young women: I is a teacher. I is a variety store manager. and l is a manager cf a telephone company branch office. There are 195 adults employed as professional and managerial workers. Of these: 156 are men) 75 are managers of retail and wholesale establish- nsnte which include clothing. shoes. furniture. groceries and/or meats. dairy products. baked goods. gas and oil. autosebiles and accessories. hard- ware and/er farm implements. radios. feed. meals and/er liquors and/er beer; ll are' city government officials) 8 are managers in textile manufacturing: 5 in establishments manufacturing materials other than textiles; 5 ...): in contracting concerns and amusement places. 2 each in banks. post offices. and trucking .....m. and l ...): in pom. utilities. dry-cleaning. an up- holstery establishments. Of the professional men I! are school administrators 29 and teachers. 8 are clergyman. 6 are physicians. 5 are pharmacists. A are undertakers. 2 are attorneys. 2 are dentists. l is a publisher. 1 is an optometrist. and l is an engineer. Thirtybseven adult workers in this group are women. Of these: 18 are managers in retail and wholesale establishments. 2 in post offices. 1 each in a bank. a manufacturing plant. an amusement place. and a city government office. In the professional group 8 are teachers. 2 are regis- tered nurses. 1 a newspaper (social) editor. 1 a pharmacist. and l a librarian. Requirements for Young lemon Clerical Workers Table IV en.the following page shows that young women seeking clerical Jobs must have attended high school and 7 out of every 10 must have graduated in order to be hired. Employers prefer'young women clerical workers who are at least 18 years of age. although they will hire young women who are 16 or 17 for nearly one-half of the jobs. so young women need work experience for these Jobs. The employers of nearly one-third of the young women clerical work- ers require that they be unmarried. while the employers of the remaining 9‘workers have no preference as to the marital status of the youth. There are 1‘ young women in this group of clerical workers. of these! 5 are telephone Operators. 5 are bookkeepers and cashiers; 2 are post office clerks; 2 are stenographers and typistsy l is a general clerk in industry] and l is a dentist‘s assistant. The young man employed as a clerical worker is a checker in a gro- cery'store. Table IV mm THE mapmmas or 14 mum Home CLERICAL '.ORKERS REQUIRE mm: ammo y :- I Requirements Specifications Number Per Cent 18—25 ll 78.6 Desired Age )0~)h 2 14.) Any Age l Tel 16 5 55.7 17 l 7.1 Minimum Age 18 h 28.6 19 l 7.1 21 2 It.) Any Age 1 7.1 Single 5 5507 Marital Status g/'Married O 0.0 No Preference 9 6h.) flone O 0.0 8th Grade 0 0.0 Some High School I; 28.6 Education High School Graduation 10 71.h Some Gellege O 0.0 College Graduation 0 0.0 None 9 64.) Veoational General Training 2 15.) Training Specific Training 5 21.h Apprenticeship 0 0.0 None I“ lOOeO work Any Job 0 0.0 Experience Similar Job 0 0.0 Some JOb O 0.0 One young man is employed as a clerical worker. flarital status for occupation on.which youth were employed was determined by industry within which the occupation was found. 51 There are also 21 adults employed as clerical workers. Of these: 15 are men) 6 are city and rural mail carriers and post office clerks. 8 are bookkeepers. 5 are railroad agents and clerks. and 1 is a clerk in a ecunty garage. Six are women: 2 are bookkeepers. 2 are telephone op— erators. l is a clerk in a public utilities office. and l is a stem;- rapher in a manufacturing plant. Requirements for Young Salesworkers In Table V on the page following 1t will be noted that employers ef 5 out of every 5 of these young salssworkers want them to have at least a high school education. No preference as to marital status was the reaction of the employ- ers of nearly one-half of the young salesworkers. mployers of 5 out of every 5 salesworkers desire that these youth for whom consideration is given as applicants be within the age range of 18 to 20 years. inclusive. Furthermore. they will hire young pecple 18 years old in preference to those under 18 years. There are )0 young peOple employed at sales jobs. Of these: 11 are young sons 9 are sales clerks; l is a salesperson; and l is a sales- man. Nineteen are young womms 17 are salesolerks: and 2 are sales- persons. There are also 22 adults employed at sales jobs. Of these: 15 are men: 10 are salesmen; 2 are salesperson” and one is a salesolerk. Nine are women: 5 are salesolerkss 5 are salesperson" and l is a sales- woman. The fact that nearly 60% of all employed salesworkers are youth WHAT THE cameras r? 30 two SALssorz"°s gamma: Table V .‘.‘H F3! I! IQING 52 ======================================================================= Requirements Specifications Number Per Cent 18-20 18 60.0 21-22 5 16.7 Desired Age 25-29 2 6.7 50-)“ 2 6.7 40 end over 2 6.7 Unknown 1 505 16 7 2).) l7 5 10.0 l8 15 50.0 Minimum Age 20 2 6.7 21 1 5.5 22 1 5.) Unknown 1 5.) Single 12 00.0 Marital Married 2 6.7 Status l/' No Preference 18 46.7 Unknown 2 6e? ane 4 15-} 8th GP.d. 2 6e? Some Higi School 5 16.7 Education High ¢chool Graduation 18 60.0 Some College 0 0.0 College Graduation 0 0.0 Unknown 1 5.) N03. 25 85e) General Training 1 5.) Vocational Specific Training 5 10.0 Training Apprenticeship O 0.0 Unknown 1 5e} 18 60.0 um. I 3.) W “b 10 55.5 “0* Similar ’0b 0 0.0 Experience Same Job 1 5.5 Unknown 1/ Marital status for occupation on which youth were employed was determined by industry within which the occupation was found. 55 would seem to indicate that greater Opportunities for employment in this field are offered them than are offered adults. This contention may be further substantiated by the fact that employers of b out of every 5 of these youth will hire inexperienced young peeple who have had no special training. Requirements for Young Ken Service Workers In Table VI it may be seen.that employers of service workers place little stress on the requirements of education or vocational trains ing. Previous work experience is important for one-half of these jobs. Training and/or work experience is usually necessary only for such specific jobs as harbors and bartenders. Marital status is a negligible consideration in the employing of young men for this kind of Jobs. . In 3 out of every 10 cases employers prefer to hire service workp ers 22 years of age and under. Employers of 2 out of every 10 workers will hire youth 16 years of age and the employers of an equal number will employ youth 18 years of age. Employers of 5 out of every 10 workers will employ'young men who are 20 years of age and the employers of an equal number*will hire youth 21 years of age. There are 10 in the group of service workers. Of these: 5 are bartenders. 2 are kitchen workers in hotels and restaurants. 2 are barbers and beauticians. 2 are guards and watchmen. and l is a waiter. Of the h young women employed as service workers. 2 are beauticians. l is a maid (medical). and 1 is a waitress. There are also 25 adults employed as service workers. Of these: Table VI WHAT THE EMPLOYERS 0F 10 YOURS MEN SERVICE WORKER? REQUIRE 1mm HIRING _1/ * * Requirements Specifications Number Per Cent 18 2 20.0 21-22 1 10.0 Desired Age 50-5h 2 20.0 Unclassifiable 3/ ‘6 1.0.0 Unkmm 1 10.0 16 2 20.0 Minimum Age 18 2 20.0 20 5 50.0 21 5 50.0 a single 0 0.0 “dill “"11.“ 0 0.0 Status 2/ No Preference 7 70.0 Unknown 5 50.0 N011. 6 60e0 Some High School 2 20.0 Educatim High School Graduation 0 0.0 Some College 0 0.0 College Graduation 0 0.0 Trade School 1 10.0 None 8 BOeO Vocational General Training 0 0.0 Training Specific Training 2 20.0 Apprenticeship 0 0.0 None 5 50.0 “0* Any JOb 0 0.0 Experience Similar Job 1| 00.0 SID. JOb 1 IOeO y Tour young women are employed as service workers. ' This group includes the categories 18-55 and 21 or over. Marital status for occupation on which youth were employed was determined by industry within which the occupation was found. 55 17 are men; 6 are janitors. h are barbers. 5 are bartenders. 2 are watchuen. 1 is a waiter. and 1 is a ticket clerk. Eight are women. 8 are practical nurses. 2 are beauticians. l is a waitress. and 1 is . “1‘s Requirements for Young L'en Skilled Workers As is indicated in Table VII. high school education and some work experience are required of young men for employment on most of the skilled Jobs Open to them. Vocational training is important for fewer than one- half of those jobs. Although employers of nearly one-half of these youth will hire young men of 18 years. more than one-half of these young men are hired by employers who prefer to hire workers 20 years of age or older. Marital status is a negligible consideration as [a hiring require- ment for young men in this kind of jobs. There are 14 young men in this group of skilled workers. Of these: 6 are mechanics and repaimens 2 are carpenters and stone masons) l is a butcher; 1 is a baker; 1 is an upholsterer: l is a motion picture pre- Jeetienista l is a typesettch and 1 is a dresser tender in the textile industry. . There are also 226 adults employed as skilled workers. Of these: 150 are men) 75 are weavers in textile manufacturing. 17 are foreman of depart-ants in a textile manufacturing plant. 15 are mechanics and service- ma. 11 are dressers in textile manufacturing. 10 are loom-fixers in the textile industry. 5 are carpenters and masons. ‘0 are engineers. 5 are electricians. 5 are butchers and meatcutters. 2 are building contractors Table VII mm THE EL'PLOYFIRS or 14 YOUNG mm SKILLED mamas REQUIRE WHEN HIRING Requirements Specifications Number Per Cent 18-19 5 21.5 20-25 7 50.0 MM A30 26-29 1 7e]. 40 and over 1 7.1 Unknown 2 1h.2 18 6 “2.9 Minimal Age 20 b 28‘6 22 2 15.2 Single 6 0.0 larital Married 0 0.0 Status‘l/ No Preference 12 85.7 . A Unknown 2 14.2 None ' i Tei 8th Grade 0 0.0 Some High School 5 21.4 Education High School Graduation 8 57.1 - Some college 0 0.0 College Graduation 0 0.0 Unknown ' 2 15.2 None 7' 50.0 General Training 0 28.6 Vocational Specific Training 1 7.1 Training Apprenticeship 0 0.0 Unknown 2 15.2 NOD. 3:" 21e1d 'Ol'k W JOb O 0.0 marine. Similar Jab A 28e6 Same Job 5 55m? Ul’lkl'lO'll 2 1‘s: v marital status for occupation on which youth were employed was determined by industry within which the occupation was found. 56 57 and foreman. 2 are painters and interior decorators. 2 are plumbers. 2 are blacksmiths. and 1 is a welder. Seventy-six are women) 75 are weavers in the textile industry. 1 is a baker. l is a dressmaker. and 1 is a seamstress. Requirements for Young Men Semi-skilled Workers Table VIII indicates that employers place little restriction on their requirements for young men seeking semi-skilled jobs. In general they do not require vocational training. work experience. or high school graduation. However. employers of more than 5 out of every 5 of these young workers do require at least some high school work. Young men seeking semi-skilled jobs stand a better chance for em- ployment if they are 18 years old or over. In fact. employers of nearly 8 cut of every 5 of these young workers desire that the young workers they'hire for this kind of jobs be within the age range of 18—22 years. inclusive. Persons under 18 years have very little chance for these Jobs. There are 49 young men in this group of semi-skilled workers. Cf theses 27 are workers in the spinning department of a textile plant; I 10 are drivers: 7 are filling station attendants] 5 are apprentices in printing and other trades; l.is a bakery worker; and l is a welder. There are also 82 adult men employed as semi-skilled workers. Of theses 27 are truck drivers; in the textile industry 12 are spinners. 9 are mule-fixers. and 5 are firemen) 5 are gas station attendants; 5 are road equipment operators: 5 are sausage makers. 2 are perchers in the V weaving department of a textile plant; 2 are scutchers in a flax mill; 2 are yard men in lumber and coal establishments; 2 are dairy route.menI (VA 7 ,‘V—V—u" *1w__ 58 Table VIII wan ma EMPLOYERS or #9 row; rm son-SKILLED mamas; Rmuma 3mm HIRING y Requirements Specifications Number Per Cent 18-19 21 #2.? 18-22 18 56.7 Desired Age 25-28 1 2.0 25-29 h 8.2 Unclassifiable 3/ 5 10.2 16 5 6.1 18 59 79.6 Minimma Ag. 20 h 8e2 21 1 2.0 Unknown 2 Idol Single 0 0.0’ Marital Status 2/ Married 5 6.1 No Preference #6 95.9 None 5 10.2 8th Gl‘ld. “ 8.2 Education Some High School 52 65.5 High School Graduation 8 16.5 Some College 0 0.0 College Graduation 0 0.0 None #2 85.7 Vocational General Training 0 0.0 Training Specific Training 1 2.0 ‘ Apprenticeship 6 12.2 None 55 67.5 "01* . Any JOb 1 2.0 Experience Similar Job 8 16.5 Same .101) 7 lbs) ‘1/ Eleven young women are employed as semi-skilled workers. Inc- to (See This group includes the categories 18-h0. 20-50. and 20-55. 2/ Marital status for occupation on w ich youth were employed was determined by industry within.which the occupation was found. 59 2 are practical engineers and mechanics; 1 is a dairy plant man; 1 is a.mason's assistant; 1 is a deliveryman; 1 is a journeyman barber: 1 is an apprentice embalmer) and 1 is a laborer in a blacksmith shep. Requirements for Young Women Semi-skilled Workers As may be seen in Table IX. the employers of 10 out of the 11 young women semi-skilled workers require at least some high school and the employer of 1 young worker required high school graduation. but none of the employers required any work experience or vocational training. Employers of 10 of these 11 young workers prefer to hire youth within the age range of 18 to 19 years and none will employ youth under 18 years of age. 7 None of the employers expressed any preference as to the marital status of the youth they hire for these jobs. Of the 11 young women semi-skilled workers. 10 are burlers in the finishing department of a textile manufacturing plant and one is a finish- er mnd seamstress in a dry-cleaning establishment. Seventy-seven adult women are also employed as semi-skilled workers. Of’theses 22 are sewers in the finishing department. 20 are spoolers in the dressing department. 18 are spinners in the spinning department. 10 are burlers in the finishing department. and 6 are drawer-ins in the weaving department of a textile manufacturing plant: and one is a custom sewer. Requirements for Young Men Unskilled Workers The data for unskilled workers are given in Table X and represent the greatest number of employed youth workers in the area. Table I! WHAT run: WPLOYHRS OF 11 YOU"G 10m: SEH-SKILIED 0'2"?" REQUIRE 'HEN HIRING ;/ 1+0 Requirements Specifications Number' Per Cent Desired Age 18-19 10 90.9 21-22 1 9.1 Minimum Age 18 11 100.0 Single o 0.0 Marital status 3/ Married 0 0.0 No Preference 11 100.0 None 0 0.0 81.11 GNGO 0 Dec Some High School 10 90.9 Education High School Graduation 1 9.1 3011!. 0011.3. 0 OeO College Graduation 0 0.0 None 11 ‘ 100.0 Vocational General Training 0 0.0 Training Specific Training 0 0.0 “ Apprenticeship 0 0.0 None 11 100.0 York Any Job 0 0.0 Experience Similar’Job O 0.0 O 0.0 fame Job ‘1/ Party-nine young men are employed as semi-skilled workers. (See page 58) 3/ Marital status nor occupation on.which youth were employed was determined by industry within which the occupation was found. Table I WHAT THE EMPLOYERS or 61; YOUNG MEN UNFIKILL‘ID IJORKERS REQUIRE -.'.'Rm: HIRING y Requirements Specifications Number Per Cent 18-20 . 5 7.8 21-22 4 ' 6.5 Desired Age 22 ‘58 75.0 ' 25-29 5 7.8 55-59 1 1.6 Unclassifiable g/ I 1.6 16 2 5.1 - 17 l 1.6 Minimum Age 18 59 92.2 19 l 1.6 20 l 1.6 _ Single 0 0.0 Marital Status 5/ married 5 8.7 . Ne Preference 61 95.5 N00. 5 7e8 8th Grade 6 9.15 Some Riga School #9 76.6 Education High School Graduation 4 6.5 Some College 0 0.0 College Graduation 0 0.0 ‘ None 6) 98st. Vocational General Training 0 0.0 Training Specific Training 1 1.6 Apprenticeship 0 0.0 None 59 92.2 work Any .101) 5 he? Experience Similar Job 0 0.0 Same Job 2 5.1 é/ i'hree young wanen are employed as unskilled workers. J This group includes the age category 20-50. 5] :Iarital status for occupation on which youth were employed was determined by industry within which the occupation was found. 1+2 tits on the preceding table indicates that in nearly all cases an- ployers do not require vocational training or work experience for unskilled jobs. However. they do require some high school education. hployers of 3 out of every 10 young men on this kind of Jose desire that the youth they hire for these jobs be within the age range of 21 to 22' years. inclusive. Young men seeking unskilled jobs who are 18 years old stand a good chance since employers of 9 out of every 10 young men unskilled workers will hire young men who are 18 years old. but the employers of very few of these youth will hire young men under 18 years of age. The employcs of very few yomg men unskilled workers have any pref- erence as ts marital status. There are 64 young men in this group of unskilled workers. Of these: 51 are general laborers in textile plants. of which 50 are in the finishing. 8 in the carding. 6 in the dyeing. 5 in the dressing. 2 in the breaking. l in the picker. and one in the trucking «partnents: .9 are general laborers in the trade and service industries: 2 are construction laborerssl is a machine oilers and 1 is a grader. ‘ The three young women employed as unskilled workers are drop-wire girls in the weaving department of the textile manufacturing industry. There are also 160 adult workers in the unskilled group. Of these: 156 are men: 102 are laborers in the textile manufacturing industry. of which.52 are in the finishing. 28 in the carding. 14 in the dyeing. 9 in the picker. and 5 in the dressing departments). 17 are laborers in the county and state garages; 14 am laborers in grain elevators; 5 are contractors' laborers: 1 is a laborer in a lumber and coal establishmsnt: and 1 is a labor- er in a retail fans implement establishments 6 are roving carriers in the spin- 45 ling department. 5 are filling carriers in the weaving department. 0 are floormen in the weaving department. and h are brakehands in the breaking department of textile plants. Four are women: 5 are drop-wire girls in the weaving department of the textile industry. and 1 is a laborer in a grain elevator. Industries in the Yale Area.1/ when the canvass was taken there were some 160 establishments in the area. Of these six were service clubs employing no one. leaving 15‘ establishments giving employment to one or’more persons. These have been classified into the following broad groupings: Manufacturin . moi...” 12543. 3333;111:513, Service. and Q_t_h_e_:; Occupations (construction. trans- portation. communication. finance. insurance and real estate). Three smaller groups. Government Service (within service). figggggtggggb(within retail trade) mad Textile Manufacturigg'(within manufacturing) have in addition been select- ed from the large groups to be described. MANUFACTURING The process which distinguishes manufacturing from other kinds of industries is that raw materials such as cotton and wool. wheat and sugar are made into products which are sold to wholesalers. individual consumers. or other manufacturers. Cotton and wosl are woven into textiles which may be made into clothing: wheat becomes flour for bread. and sugar'may be used in making candy or as sugar on the table. There are six establishments in this group which employ nearly #50 adult workers and 100 young workers. These include: 2 textile manufacturing plants 1 vegetable and fruit cannery 1 sawmill and lumber company 1 printing and publishing house 1 machine and tool manufacturing plant y‘l'he industrial descriptions included here were taken with certain revisions from the “Industrial Classification Code' (Washington: Federal Security Agency). Social Security Board. Bureau of Employment Security. (Research and Statistics Division). Part II. TEXTILE This group includes establishments primarily an- MANUFACTURING: gaged in dyeing and finishing fabrics woven.whclly or in part from yarns spun on the woolen or worsted system. or in dyeing wool. top or yarns spun on the woolen and worsted systems. The two textile manufacturing plants in this area employ ever th adult workers and over-9O young workers. 3HOLESALE :ost establishments in this activity carry large TRADE: stocks of goods for resale in smaller quantities to retail businesses. Common establishments en- gaged in wholesale trade are lumber'yards. wholesale groceries. and gasoline bulk tank stations. There are seven establishments in this group which employ about 10 youth and more than 40 adults. These include: 5 hay and grain distributors 2 lumber and building material distributors 1 gas and oil distributor 1 egg and poultry distributor RETAIL Retail trade establishments are the usual familiar TRADE: stores where peeple buy things for their every day needs. Common retail establishments are grocery stores. clothing stores. drug stores. department stores. furniture stores. filling stations. automobile accessory stores. restaurants and taverns. There are 68 establishments in this group which employ nearly 150 adult workers and more than 50 young workers. These in- clude: 17 food stores 14 filling stations and garages 7 department. general and variety stores 6 eating and drinking places 6 clothing and shoe stores 5 drug stores 2 automotive stores 15 other retail stores RETAIL FOOD Dretail food stores include groceries. meat and STORES: fish markets. dairy products stores. egg and poul- try dealers and miscellaneous retail food stores such as bakeries and delicatessens. The 17 retail food stores in Yale employ almost 55 adult workers and nearly 50 young workers. 45 SEWVICB The businesses. agencies and organizations which INDUSTR 38: are grouped as service industries are distin- guished from establishments in the trade group by the fact that they sell or provide services rather than goods. Common services are provided by hotels. barber sheps. laundries. shoe repairmen. undertdsers. doctors. teachers. preachers. lawyers. and workers in public .g'flOlOle There are 52 establishments in this group which employ nearly 140 adult workers and 25 young workers. These include: 10 barber shops. beauty parlors. undertaking parlors and other personal services medical services churches governmmt agencies theatres. skating rinks. and other amuse- ments law firms hotel miscellaneous services 1 V000 NHN GOVERNEENT: The establishments in this group provide regular and relief services which are common to local governments and to agencies of the state or federal government. Courts. road commissions. public health units; police. fire. water supply: conserva- tion and public employment agencies: public works and relief agencies: coast guard and customs authority: and post offices are familiar kinds of govern. ment services. (Only the appointed administrative employees of government relief agencies. the National Youth Administration. and the Works Projects Administration are included in this report. Certified workers and enrollees are not included.) The 6 government agencies in the Yale area employ nearly 90 adult workers and only 5 young workers. ALL OTHER Included in this group are finance. insurance INDUSTRIWS: and real estate establishnents which enter con- tracts to provide money or financial assistance to customers who have need for such services: sell protection against risks; or deal in land prOperties. Also included are public utility businesses which provide best. light. power. and other essential services to both com- mercial establishments and private consumers. Construction concerns make up the remaining business. BUREAU OF EDUCATIONAL RESUPCH MICHICAN SYAi‘t ought,” EAST LANSJNG, MICHIGAN 46 There are 21 establishments in this group which employ nearly 60 adult workers and 15 young workers. These include: 6 road and building construction firms 6 banks and insurance firms h rai1road and trucking firms 2 telephone and telegraph companies 2 electric light companies 1 interior decorating concern lhere Young and Adult Men and Iomen.Work It Iill be noted in.Tables XI and XII that the greater'number of the young men and of the young and adult women employed in the area work in the textile manufacturing and retail trade industries. Government and other service ranks a close third as a source of em- ployment for adult women. Textile manufacturing also affords employment for the greater number of adult men but here retail trade does not rank second. Government and other service rank second as a source of employment for this group of workers and retail trade ranks third. Construction. transportation. communication and utilities and financial institutions which are grouped together under 'miscellaneous' in Tnbles XI Ind XII afford an important source of employment for adult men ranking fourth in importance in this respect. Due to the small number of youth employed in those industries other than manufacturing and retail trade it is difficult to determine the relative importance of each. but the data available seem to in- dicate that government and other service ranks third in importance in the employment of both young men and young women. More specific treatment of the above data follows Tables XI and XII. 47 Table XI "511373 YOUI‘IG i'ii‘v’ AND ADULT MVP} ORK Number Per Cent Industry Young Men Adult Men Young Men Adult Men roux. 15: 5‘39 . 100.0 100.0 Textile hsnufacturing 84 289 58.2 “9.1 Other Manufacturing 2 4 1.5 .7 Wholesale Trade 6 #1 5.9 7.0 Retail Trade 16 25 10.5 «.2 Other Trade ' 24 75 15.5 12.1» Government Service 5 52 1.9 8.8 Other Service 15 58 8.h . 9.8 Misce1lsneous 3/ 7 h? h.5 8.0 Includes construction: transportation. communication and utilities: and financial institutions. Most of the young men are employed in thtilc manufacturing and retail trade industries. Tagether 80 per cent or b out of eVery 5 of all the employed young men work in these two industries. LikeWise these establishments are i portant in the employment of adults. with the 110 adults employed in government and other srrvice. and the 98 em- ployed in retail trade. these two industries tOgether employ more than )5 percent of all adult men. whereas. textile manufacturing employs nearly oneahalf of all adult men. 48 Table XII ‘.’.'H:'3“TE YOUTL; 8'01"." AND ADULI‘ "603533 EOYK Number Per Cent Industry Young flamen Adult {omen Young fiomen Adult women TOTAL 56 217 100.0 100.0 Textile manufacturing 14 155 25.9 70.5 Other Manufacturing 2 .9 dholesale Trade 2 2 5.7 » .9 Retail Food 10 6 18.5 2.8 Other Detail 12 22 22.2 10.2 Government Service 2 k 5.7 1.8 Other'Service 7 25 15.0 10.6 Miscellaneous l/' 7 5 15.0 2.5 Includes construction: transportation. communication and utilities: and financial institutions. Host of the young women are employed in retail trade and textile manufacturing. Tagether 67 per cent or nearly 7 out of every 10 employed young women work in these industries. Retail trade is an important source of employment for adult women also. The textile manufacturing industry is an important source of employment for adult women since 70 per cent or 7 out of every 10 employed adult women work in the textile mills. 1+9 Table XIII NH CW‘I JOBS PO"? YOUNG WOTU‘RS ARE FOUND Jobs Workers Per Cent of Total Unskilled 67 52.1 Semi-skilled 60 28.7 Sales 50 14.8 Clerical 15 7.2 32111.4 14 ' 6.7 Service It 6.7 Professional «1 d Managerial 9 8.5 The table above shows that youth seeking jobs in the Yale Area may expect to find the greater Opportunities for employment in the un- skilled and semi-skilled groups within which are employed more than 6 out of every 10 young workers. Inasmuch as nearly 15 per cent of the jobs for youth in the Yale Area are found in the sales group. youth counselors there should be ex- pected to mention this group as a rather important source to those youth whose aptitudes and abilities have a tendency to point in this direction. The information on the following page gives a more detailed pic- ture of where jobs fbr'young workers are found. 50 SHERE JOBS FOR YOUNG WORKERS ARE FOUND UNSKILLED JOdS: 52 out of every 100 young workers are employed at unskilled jobs: of these: 26 work in textile manufacturing plants 8 work in wholesale and retail trade 1 works in government service 1 works in miscellaneous industries SEES-SKILLED JOBS : 29 out of every 100 young workers are employed at semi-skilled Jobs: of these: work in textile manufacturing plants work in wholesale and retail trade work in government and other services work in miscellaneous industries NVOxO SALES JOBS: lh out of every 100 young workers are employed at sales jobs: of these: 8 work in retail food stores 6 work in other retail stores CLERICAL JOBS: 7 out of every 100 young workers are employed at clerical Jobs: of these: 5 work in wholesale and retail trade 5 work in other services 1 works in textile manufacturing plants SKILLED JOBS: 7 out of every 100 young workers are employed at skilled jobs: of these: work in textile and other manufacturing plants work in retail trade works in other services works in miscellaneous industries FHNU SEWVICE: 7 out of every 100 young workers are employed at service jobs: of these: 5 work in retail trade 5 work in other services 1 works in textile manufacturing 51 PROPESPIONAL AND MP-EAE-FIAL .103?! # out of every 100 young workers are employed at professional and managerial jobs: of these: 2 work in service 1 works in retail trade 1 works in miscellaneous industries The Recency of Hiring of Youth More than one-half of the employed young workers were hired during the year April..19#0. through March. 1941. During thi- year 80 or 52% of the 155 employed young men were hired. During this same year 51 or 57%1of the 5k employed young we- men were hired. This means that at least 111 young workers were hired in the Yale Area during this year. Additional youth may have been hired during the same period for short-time. seasonal and fill-in Jobs which ended before April. 1941. the month the canvass was completed. How— ever. since at least 111 young workers were hired. the information from employers does show that some jobs were Open to qualified youth. Of the group of young workers hired. some may have left other jobs to accept new employment. some may have attained their first jobs. and part of them may have returned to old jobs after a lay-off. The above data brings to light both advantages and disadvantages in the employment of youth. On the one hand it may point to the fact that jobs for'youth are of a very temporary nature. or perhaps seasonal rather*than steady: on the other'hand it is quite evident that there is sufficient turn-over in employment to afford a rather continuous supply of Openings for youth seeking employment. 52 Qualifications for Part Time Workers rertyutwo or nearly 2125 of the employed youth in the Isle Area work at part-time Jobs. which means that Jobs of this kind should not be disregarded by the counselor in the Area when suggesting important sources of employment to youth. especially to those who are still in school and unable to become employed on full-time jobs or to those drop-outs who are lacking in education and/or work experience. In general. the requirements for part-time employment are much less stringent than those for full-time jobs. Employers of 2 cut of every 5 of these youth indicate work experience as their only requirement when hiring for part-time jobs. The employers of one-third of these youth require some high school but no work experience. and none of the employers indicated that they required both graduation from high school and work experience. The requirements of vocational training and marital status are of little con, sequence in any of the part-time jobs. Employers expressed very little preference as to age except that youth employed for these Jobs be under 25 years of age. A greater preportion of these jobs are open to youth under 18 years of age than are Open to youth under 18 years of age on full-time jobs. Most of the jobs for part-time youth workers are found in wholesale and retail establishments. The total of #2 adults employed on part-time jobs represents less than.5% of the total number of employed adults in the Yale Area and comp sequently is of little importance. Wholesale and retail trade gives em- ploymmt to well over one-half of'these workers. 55 Qualification Requirements for Potential Occupations This section deals wiph the requirements for those occupations open to youth that employers would add to their establishments if they could obtain satisfactory employees for each. It would perhaps be unsafe to rely too much on the results of this porticn of the study due to the fact that many of the responses might be little more than wishful thinking on the part of some of the employers. Nevertheless. it is the author's contention that there is value in this phase of the inventory as it may well serve to indicate the kinds of occu- pations in.which additional employment would be found in the event of a general pick-up in business. It has no value as a barometer to indicate whether business will increase or decline. however. It further serves to indicate the general lack of certain quali- fications of job candidates in the area in general. inasmuch as employers have been unable to secure employees of the type desired. The greater number of these potential occupations are found in the wholesale and retail trade industries in the sales. clerical. and unskilled occupational groups. High school graduation and vocational training are required for more than onedhalf of the Jobs in the sales and clerical groups which perhaps accounts in part for the employers' difficulties in securing satisfactory workers to fill them. Educational requirements are higher for these potential jobs in all occupational groups and in all industries than are those for the jobs on which youth are actually employed. A total of )4 youth workers would be needed to fill these potential job Openings in the Yale Area. Of this number 22 are for young men and 12 for young women. Other Considerations Affecting the Employment of Youth Religion. The data given in Table XIV on the following page clearly indicate the fact that religion is a negligible factor in employing work- ers in the Isle Area. Actually only twelve. or less than eight per cent of the total number of establishment heads who responded indicated any prefer- ence and of these all but two were in the service industries. The three who gave no response reacted in this manner because they felt that such a matter should not even be discussed. much less considered in employing. Counselors in the Area can safely tell any youth that. except for a very few establishments. his religion. whatever it may be. need not bar him from securing employment there. Factors gfecting the. employment 2; will it}. 2112 industries _l_!_l_ Lh; jugglggugg. Establishment heads in the construction. finance. insurance and real estate. and public utilities industries. as may be seen in Table XV. placed twice as much emphasis upon honesty as they placed upon the factors ambition and interest in.work which they ranked of secondary importance. Table XVI indicates that employers in the manufacturing. printing. and publishing industries place emphasis upon the following factors: ability to follow directions. honesty. alertness. dependability. interest in work. and common sense. Employers in the wholesale and retail trade industries. as may be seen in Table XVII. all regarded honesty as an important factor in employing. Nearly onedhalf of those responding placed emphasis upon neatness and nearly one—third emphasized courtesy. personality. and dependability. each. as im- portant factors. In the service industries more than four of every five establishment heads considered honesty an important factor in employing and more than three of every five place emphasis upon neatness as may be seen in Table XVIII. 55 Table XIV R-‘ILIGIOUS PR‘IF’T" WWI“ 0? HEAT?" "1" EL‘TfiQJLIEHI BITS A. Construction. Finance. etc. if Religion Number Per Cent Any Religion I 20 95.2 . AW Protestant l h.8 Catholic 0 0.0 Jfllflh O 0.0 8. Manufacturing. Printing. Publishing a --‘-~-.M Religion Number Per Cent Any Religion 6 100.0 Protestant 0 0.0 Tetholic O 0.0 Jewish 0 0.0 C. Rholssale and Retail Trade Religion Number Per Cent Any Religion 72 96.0 Protestant l 1.5 CathOIIG 0 000 Jewish 0 0.0 No Response 2 2.6 D. Service Religion Number Per Cent Any Religion 41 73.8 Protestant 9 17.; Catholic 1 1.9 Jewish 0 0.0 No Response 1 1.9 ‘A/ This group includes construction. finance.roa1 estate and insurance. and public utilities. ' mac. :.1.’.... _;-: r: ‘— - -- . ,7 . i Table xv Fncroas CO“SIDZPCD a! 21 arra LIvn arr FTATG In avatcy1"3, pas CTING. Ann RrrAIqua E“PLOY€ES Iv canarnuvrIor, FIFA’CB. pro. 3/ Factors Number Per Cent Honesty 17 81.0 Ambition 9 42.9 Interest in fork 9 42.9 Dependability 6 28.6 Personality 5 2§.8 Neatness 5 25.8 Courtesy 5 2§.8 Common Sense 5 2§.8 Alertness 4 19.0 Regularity h 19e0 Loyalty 5 1405 Adaptability 5 1A.; Ability to Follow Directions 5 l4.) Fechanical Ability 5 1402 “aliahility 2 9.5 Health 2 9.5 Efficiency 2 9-5 COOperaPion 2 9.5 Posture l 4.8 Training for Job 1 4.8 Degree of Improvement Shown ,0 0.0 Cthors _2/ a 58.1 ‘l/ This group includes construction. finance. insurance and real estate. and public utilities. This group includes accuracy and competency. knowledge of psychology. experience. strong physique. acbriety. persistence. equip- ment for carpentering. trucking experience. and high intelligence test rating. Table XVI FACTORS COI‘I‘“II‘7£"_ED BY 6 B”‘I’ABLI:?' "sf-231‘ Harris m ESL'PLC‘YII‘JL}. P 3.0”.0'I‘U'IG. AND REPAINII‘TG ELIPLOYrIE'IS I'L' MANUFACTURING. PRINTING AND PUBLI 'E‘IING INDUE TRI'CF‘. Factors Number Per Cent Ability to Follow Directions 6 100.0 Honesty 5 8).) alertness 4 66.7 Dependability 4 56-7. Interest in flork 4 66.? Carmen Sense 4 66.7 Neatness 5 50.0 Reliability 5 50.0 Petularity 5 50.0 Ambition 5 53.0 Yechanical Ability 5 50.0 COOperation 2 5505 Health 2 3505 Ehfiflciency 2 5505 Courtesy I 16.7 Personality 1 16.7 Adaptability 1 16.7 Degree of Improvement Shown 1 16.7 FOBLUTO O 000 Training for Job 0 0.0 Others 0 0.0 58 Table XVII morons comm-mp 7;! 7h =3 -rA3LIsm-.:ar-.'r HEADS IN armour-:3. momma, AND a MINING arteries IN .I-ICJLEiALB man RTJZ‘AIL maps. _/ Factors Number Per Cent Honesty 74 100.0 Neatness 55 47.5 Courtesy 24 52.4 Personality 25 51.1 Dependability 2) 51.1 Reliability 14 18.9 Efficiency 1) 17.6 Interest in work 12 16.2 Common Sense 10 , 15.5 [Ability to Follow Directions 9 12.2 Loyalty 8 10.8 COOperation 7 9.5 Regularity 7 9.5 Alertness 6 8.1 Adaptability 5 6.8 Training for Job 5 6.8 Mechanical Ability 4 5.5 Degree of Improvement Rhown 2 2.7 Posture l 1.4 Others 3/ 16 21.6 1 One employer failed to soaperate in giving this information. _/'This group includes ability to make change. ability to take orders without letting it hurt feelings. general good behavior. good lemory. sales ability. men who will make reports. willingness to give service. good reputation. and experience. Table XVIII FACTCQS CONSID1730 BY 51 E'TABLISVyifiT HEAES IE A‘?" R TAIT'IE'I’J FITPLOYS .S III I“ i SEWI‘J‘ W E a I; FLO 1‘ I a. YI :‘4 it,” It: , 9:; onus. ' 1 Factors Iumber Per Cent Honesty 44 86.5 Neatness 55 64.7 Dependability 21 41.2 Courtesy 19 57s} Ability to Follow Directions 19 57.5 Personality 18 5505 Interest in ork 18 55.5 Efficiency 14 27.5 Ambition 12 25.5 W011Cbl lity 11 21 e6 Common Sense 11 21.6 Training for Job 9 17.6 Alertness 8 15.7 ”efularity 8 15.7 Loyalty 7 1507 COOperation 6 11.8 Adaptability 6 11.8 POBtUI‘. 6 11 e8 Techanical AbiliQy 5 908 Degree of Improvement Shown l 2.0 Others .2] 19 5705 l/'0ne Employer failed to cosperate in giving this information. 3/ This group includes capauili'y. sobriety. refinement. good 59 character. temperance. experience, good moral haeits. standing and train- ing in school. sincerity. fastidiousnese. integrity. letter perfect. gon- cral fitness. patience. sillinjness to work. interact in church. careful- nees. Christian charactcr. and carefulnesa with preperty of others. 6O Traits or Habits Limiting the Employment of Youth Table XIX on the two following pages presents data on the relative effect of those more common undesirable traits or’habits in the employment. retention. and promotion of youth seeking or holding jobs in the Tale Area. Naturally. all employers prefer to hire youth who possess none of these un- desirable traits or habits; but many employers will tolerate same of these habits or traits in the youth if he possesses certain other essential qual- ifications. For instance. the habit of smoking would naturally be taboo in those industries where fire hazards exist. whereas. in certain other in- dustries it might be immaterial whether or not the youth possessed this habit. Likewise. slovenliness might be tolerated in those industries and on those Jobs where the youth does not meet the public] but would very likely not be tolerated on such jobs as those of counter clerk or nurse in which business or public health nigh be affected. As will be noted in this table. more than nine out of every ten em- ployers who responded when questioned concerning undesirable traits and habits will not tolerate drunkenness on the part of their employees. nearly seven out of every ten will not tolerate irregularity. more than six out of every ten will not tolerate ill-mannerliness and nearly one-half will not tolerate slovenliness. It will be further noted that drunkenness is taboo in all indus- tries but that employers in the service industries place slovenliness in second place whereas employers in wholesale and retail trade.(construction. finance. insurance and real estate. and public utilities) place ill-man- nerliness in second place. Table XIX UTIDESIRABLE TWAITQ OR HABITS FOR HICH EZ'TQBLIS‘EiW-TJ‘I’I‘ I) JAE." ROULD no'r ’Zr’PLOY. R mm, 0‘? moms-1‘3: APPLICAtm m EL'PLC-YETSS A. Construction. Finance. etc. l/ Traits or Habits Number Per Cent Drunkenness 20 95.2 Irregularity 15 61.9 Ill-mannerly 10 47.6 slovenliness ~ 7 5505 Smoking Habit 5 25.8 Others _2_/ 3 14-5 B. vanufecturing. Printing. Publishing Traits or Habits Number Per Cent Drunkenness 5 85.5 Irrefularity 5 85.5 Clovsnliness h 66.7 Ill-msnnerly 5 50.0 Fmoking Habit 2 95.5 Others 2/ 5 85.) C. Sholesale and Retail Trade Traits or Habits Number Per Cent Drunkenness 66 88.0 Illdmanncrly 55 69.5 Irregularity 50 66.7 "lovenliness 47 62.? Smoking Habit 18 24.0 (SUI-are 3/ 25 35.5 , No Response 4 5.5 62 UNUT"IRABLE TRAITS CR HAaIrn was "ICW £7TA3LISH.TTP szps .CULD nor supper. RsrAIn, on PRoxors AnPLIcasrr OR 339L013 s (Cont.) D. Service W Traits or Habits Number Per Cent Drunkenness 48 92.5 Slovenliness $6 6).2 Ill-mannerly 52 61.5 Irregularity 30 57.7 Smoking Habit 21 40.4 Others g/ 28 2;.3 No Response 1 1.9 l/ This group includes construction. finance. insurance and real estate. and pu lic utilities. g/ This group includes vulgarity. carelessness. and unreliability. y This group includes irresponsi...ility. dishonesty. general in- competence. inshility to follow directions. arfi untrustworthinsss. fl/ This group includes profanity. carelessness. lack of interest in work. dishonesty. irresponciuility. impudence. laziness. boisterousness. prone to exa'geration. and habits of driving recklessly. gambling. chew- ing gum. running around ni-hts. and flirtlnfi. g] This group includes dishonesty. bad character. untidiness. irre— sponsibility. inefficiency. decoitfulnsss. positivsnesa. carelessness. undependability. over solicitousness. unrelia ility. vulgarity.botraying of confidence. lackiwz in moral character. bcin; ill-tempered. uncivil. egotistic. too talkative. Door personality. tendency to sum. and habits of chewing and stayinm out nights. an! lack of interest. Sources of Recruitment for New Employees Data in Table XX on the two following pages show that nearly nine out of every ten establishment heads who responded when asked regarding their most frequent sources for the recruitment of new employees indicated that they obtained employees through voluntary applications and of these more than nine out of every ten further indicated that they required those applicants to apply by personal interview. This source was of foremost importance in all industries alike. No other source was used sufficiently to merit consideration. 65 Table XX RECRUITJENT SOURCTS OP N31 SFPLOYSYS UTED OR THAT wOULD BE 0530 MY ESTAiLISHNENT HEADS A. Construction. Finance. etc..L/ Source Number Per Cent Voluntary Application Personal Letter of Application Application Blanks Personal Interview Photozrsph References of Friends. Employees. etc. "Help hanted' Advertisement Michigan State Employment Cervice Business College. Trade School Private Employment Ajency Employers' Association Labor Union Testing Others‘g/ 01:3 ee 0? cac>c>arv)5;c>SR:r . O O O . so pa NOOOOOHNVOkHOLfi O UOOOOOODUIUONO \J‘ U00 e 8. Manufacturing. Printing. Publishing a_—4====I=El==E=EII=EE======================s======== Source . Number Per Cent Voluntary Application §_ 100.0 Personal Letter of Application 1 16.7 Application Blanks 0 0.0 Personal Interview 5 85.) PhotOgraph O 0.0 Employers' Association 1 16.7 "Help ?anted" Advertisement 1 16.7 Michigan State Employment Service 0 0.0 Business College. Trade School 0 0.0 Private mployment Agency 0 0.0 Labor Union 0 0.0 References of Friends. Employees. etc. 0 0.0 Testing 0 0.0 Others 2/ 1 16.7 Riccarnrrsrzrr comma. or 2:1? m'PLOY'ms uric“ on mn- ‘-:oux..n as uses mt WW aLIzuzrwizr-Ir HEAD? ( covr. ) C. Vholesale and Retail Trade Source Number Per Cent Voluntary Application 61’ @225 Personal Letter of Application 1 1.5 Application Blanks O 0.0 Personal Interview 66 88.0 PhotOgraph 0 0.0 References of Friends. Employees. etc. 12 16.0 "Help vented“ Advertisement 6 8.0 Testing 1 1.5 Michigan State Employment Service 0 0.0 Business College. Trade School 0 0.0 Private Employment Agency 0 0.0 Employers' Association 0 0.0 Labor Union 0 0.0 Others y 9 12.0 No Response 4 5.5 D. Service Source Number Per Cent Voluntary Application 5g. 25.1 Personal Letter of Application 2 5.8 Application Blanks l 1.9 Personal Interview e5h 65.4 PhotOgraph l 1.9 References of Friends. Employees. etc. 8 15.4 ”Help Wanted“ Advertisement # 7.7 Lichigsn State Employment Service 0 0.0 Business fbllege. Trade School 0 0.0 Private finployment Agency 0 0.0 Employers' Association 0 0.0 Labor Union 0 0.0 Testing 1 1.? Others 12 25.1 No Weaponse 7 15.5 1/ Includes also insurance and real estate. and public utilities. 3/ Includes local hiflh school. acquaintances. Pore Marquette Head- quarters Office. Michigan Association for Lineman. and Detroit Branch of Detroit Edison Office. Includes only waiting list. Includes acquaintances. window signs. school. and family members. fi/ Includes acquaintances. nursing school graduating lists. nursea‘ association. high school. and recommended list of college graduates. 65 CHAPTER 17 INAUGURATION OF THE SYSTEM OF PLACEMENT The first effort expended in the way of placing students on jobs. is a sense. was begun before the field work of the occupational survey was begun. This has been described on page 9 as the 'Odd Job Service. and served its purpose as an aid in preparing the camunity for the survey. The community was again reminded of the availibility of this service by the news release of December 12. 19M) (see page 89 ). At the time when enumerators were being selected for the field work as dessribed on page 11. large groups of high school students were being used to distribute copies of the mrolhunt Form for Graduates and Drop-outs. Porn u (see page 81 ) to the graduates and drop-outs from Yale High School. Since little ability was required on the part of the high school students acting in this capacity. except perhaps the occasional explaining of the purpose of the enroll-ant foras to the informants. no process of selecting students for the work was used. After lists of the Yale High School graduates and drop—outs for the five years prior. to 19“ had been made through the examination of school records in the Principal's office. the names were read in the home rooms of the four high school grades and the enrollment fem were distributed to those students who could contact certain of the graduates and dropoouts without going too far from their homes to do so. In a large number of cases the graduates and drop-outs were brothers and sisters of the in-school students who volunteered their ser- viees. Bach volunteer was given a number of enrollment fem equal to the num- ber of graduates and drop-outs he thought he would be able to contact. 66 To prevent the submitting of duplicate questionnaires to the infern- ants sash student volunteering his services was required to give the names of those graduates and drop-outs he expected to be able to contact and these sense were checked off the original list. rhoso individuals when the students were noble to contact after several attempts were reported to the writer who reread the names in the home rooms and assemblies in an effort to find stu- dents who could contact th-. The responsibility for returning the completed forms was placed upon the student volunteers. In instances where the intonation could not be ob- tained or the person sougit could not be round or otherwise contacted. the student was roquirod to return the blank onrellaont for-a with an explanation of the reason or reasons for his failing to got the desired information. Reference to this service to graduates and drop-outs had been made in love Release Enter 1 of October 2*. 19M) (see page 87). to further fe- silitate the enrollment of this group with the placement department. the news release of lovofler 7. 19% ad another on November 28. 19100 were ndo to the local newspaper (... page 88). Graduates and drop—outs whoa the student vol- unteers were uable to contact were thus informed of the service thread: these news releases and were asked to call at the school and enroll. The process of enrolling inoschool student job seekers was relatively simple. An Birollnont Fora for Mel Students. Fora 5A (see page 82) was prepared for the purpose and temporary office headquarters for place- aat work were established in the school where students could enroll. An IIA out-of-school youth was placed in charge of this office. Mention of this service to in-sohool students had already been made in the news release of October 2*. 1940. Occasional announcements were also node in the home rooms Ild assemblies of the big: school. 67 The Filing of Information for the Placement Office lhm the firm questionnaires and the enrollment forms for the in- schccl students and graduates and drop-outs began to come in. it became quite evident that the temporary office cctablichcd for enrolling in-echool stu- dents should be made a permanent one and that some method for filing the in- formation for office use be devised. the original (pectionnairoe and enroll. sent forms were too voluminous to be placed in a file and the intonation too detailed to be quickly grasped by anyone made rap—sible for utilising it as an aid in placing or attempting to place students on Jobs. To effect this difficulty arrirs anary can}... ll (see page 80) was devised on which could be written all the information pertinent to place- Ient of youth as was given on the fir- quoetionnairo (Occupational mun- cations Inventory. Pore 1A). A similar card was made for each of the enroll- mt ferns for graduates and drop-cute and in-school students (see Ferns 23 W ”a me 6)). Ithese forms were all placed in separate files in the placenllt office. These Pir- Susnsry Cards representing ostablishxacnte in which openings had been feud were all placed in an active file by themselves. Oarde represent- ing establishments in which probable future openings were noted were placed in the active file as soon as the date of the opening as indicated in it. nine of the card approached. when an opening was filled. the card represent- ing the firm in which the opening occurred was placed in the inactive file. latching the Youth With the Job The first stop in the procedure for selecting a suitable applicant or shall group of applicants for a particular job amounted to what might be torn- ed the 'proc‘cec of elimination". This involved. first the consideration“ of 68 certain definite facts as to the employer's requirements for the job as were recorded on the Firm Sumery Card which data. as has been explained were taken from the original firm questionnaire. Of these considerations. the first was that of determining by the notatius of 'timo' in itsn nine and ten of the Firm Stmary Card. whether the ‘job would require a full-time or a part-time worker. If it were to be a full-time Job. only those enrollecs in the graduate and drop-out file were considered. If it were to be a part-time job only. the enrollecs in the in- edteel file were given consideration unless those hours of work required by the .pleycr included school hours during the day. in which case only the arelleee in the graduate and drop-out file wishing part time work were con- sidered. Exception to this procedure was made for those graduates and drop- outs duo had specifically stated that they desired either full-time or part- time work. in which case this group was considered for all jobs. Now that the group or groups of possible applicants had been determined. the second step in the process of elimination was begun. If the employer call- ed for urriod applicants. all single applicante were eliminated. and vice vcsa. If he called for applicants of a particular religious preference. all those having other preferences were eliminated. Those applicants too ycmg to meet at least the minimum age requirements and unqualified to meet the ed- ucational and vocational training requirements for the job were not given fur- thc coneideration. And finally. those cards representing enrollecs msble to satisfy the requirements as to work experience and special training. when such requir-ents were indicated. were taken from the residual file. The resulting temporary residual file now contained the cards for these enrollecs who were able to satisfy the more definite requirements of the en- pleyer. The routine process described so far was easily performed by a high 69 school graduate employed as an NYA out-ef-school youth worker. The remaining considerations in the selection of suitable applicants for jobs involved the weighing of personal and other abstract factors rather than facts. Here opinion entered inxthe picture and consequently involved the calling in of other adults who by reason of their experience and knowledge of the youth were able to offer valuable advice. is msy be noted in items ten and eleven of the firm questionnaire. each employer’had been asked to check these factors he considered in employing. re- taining. and promoting employees. Also. each placement department enrellee. at the time of'enrollmsnt.'had been asked to underline the eight most necessary traits or characteristics that he thought he must possess in order to hold a job. All this information.was recorded on the office filo cards. However. even with this information from the employer and the enrellee. no fair conclusions could be arrived at by any one person in view of the danger of bias and inaccuracy in dealing with those abstract factors so important in placing youth on jobs. Accordingly. to bring in the judgments of those acquaint- sd.with the yeuthwhose cards remained in the residual file. a simple form.was devised. This form became known as the Teachers Recommend for Applicants. form 01 (see page 85 ). is may be noted. the form was so composed as to make pre- vision for a listing of the factors the employer considered in employing. re- taining and premoting employees and also for a listing of the undesirable habits or traits he would not tolerate in.his employees. This information was taken frem items four and five of the Firm Summary Card which had in turn been taken from items ten and eleven of the firm questionnaire. At the bottom of Form.Cl. provision was made for a listing of those enrollecs whose cerds remained in the residual file. The names of those teachers who were to be consulted for their opinions 70 as to which of the applicants were best fitted for the job in question were determined chiefly by the names of the teachers given by the applicants on their enrollment forms. Form cl was then presented to all teachers whose uses were listed thereon. and each teacher was asked to place a check in the column under his own name and in the line on which was written the name of the student he would recomend for the Job. Presentation of the form to the teachers was made by an MA cut-of-schoel youth worker. lhen the completed form was returned to the placement office. all those applicants who had received no recommends were eliminated and were given no further consideration for that particular job. Occasionally. when an un- usually large number of applicants still remained. further oliminatiens were made on the basis of reasons given for wanting a job such as need. etc.. reasons for quitting jobs held. reasons for leaving high school. and present employment status (see Forms 2A and 5A.). For each of the applicants receiving the greater number of recommend- “ions. a Recommend to Employer. Form 02 was made out(see page 86 ). It is to be noted that this form contained not only the names of the teachers ree- emmending the applicant. but also the names of the references given by the youth himself. This was included for the purpose of permitting the employer to make a check upon the youth considered for the job if he so desired. Each Recommend to Employer. Form 02 was signed by the writer and submitted by the NYA out-ofoschool youth worker to the employer. Each applicant was then notified of the recommend. supplied with a copy of Fern D. Advice in Applying for a Job or Position (see page 97 ). and advised to make application as nearly as possible in the manner given by the mplcyer as his most frequent source for the recruitment of new employees see celmn 9. Form lA. page 79 ). The final selection was then. of course. left to the employer. 71 Pcrpetuatien of the Placement Plan The supply of job openings for youth as asked for in columns twentyb six and teenty-seven of the fins questionnaire would soon become exhausted and the plae-ent department would have to discontinue operations unless some provision were made for keeping the department informed of openings from time to time. Altheuth the method to be explained here is very simple. it is also quite practical. It will be noted that item 8d of the firm questionnaire concerns it- self with the seasonality of the industry and more specifically with the month or months of highest employment. It is during these months that inquiries diould be made regarding openings. This can be doneoby telephone for those establishamlts se equipped or by letter for those not having telephones. For these establishments indicating no seasonality. occasional tele- phone calls should be made or letters sent in order that the departmcnt be kept infbrmed of any openings for youth from time to time. whatever the department receives notice of a new opening. a new Firm M Porn is to be made out since items eight through nineten consist of ' specific information for particular openings. not applicable to all open- ings. The only exception made to this plan would be for these establishments in which the employer indicated in item thirty—two of the firm questionnaire that he would not be interested in securing the services of the school place- ment department for any applicants under twenty-five. For such employers care should be taken that they receive no telephone calls or letters from the placement department pertaining to openings. If the department functions as it should some of them will undoubtedly change their minds and decide that 72 it is to their advantage to make use of this service. In this particular study only thirteen employers expressed any un- willingness to cooperate with the department in securing employees under twenty-five. and of these. four were willing to cooperate for openings in certain of the occupations in their establishments. is hiring requirements for all occupations in the various establish- ments are given on the firm questionnaire. the placement department is at all times supplied with the information for any opening that may occur. It is even. to a certain degree supplied with this information for occupations that establishment heads might wish to add to their establishments since this information had been called for in item fourteen of the firm questionnaire. If those data on qualifications are to be kept up to date. other occu- pational inventories will necessarily have to be taken every few years. Those inventories should. if conducted with any degree of success. become a part of the regular community program. Consequently. the preparation of the comm- unity for the actual taking of the inventory described on pages 6 through 10 will be made much simpler and a great deal of the publicity and other ground work will become unnecessary. 75 CHAPTER 7 SUTYL‘AR! AN D CONCLUSIONS Stmnary Semi-skilled and unskilled jobs are most important in the “employ- ment of young men in the Isle Area. Skilled. professional and managerial jobs are most important in the employment of adult men. Sales and clerical Jobs are most important in the employment of young woman while skilled. semi-skilled. professional and managerial jobs are most important to adult women. high school graduation is required for most of the Jobs for youth in the professional and managerial. clerical. sales. and skilled groups. Some high school is required for most of the workers in the semi-skilled and unskilled groups. Graduation from college is required for one-third of the jobs in the professional and managerial group only. Vocational training is important only for these youth seeking skilled Jobs and even here fewer than one-half of these Jobs have this requirement. lerk experience is important to youth seeking professional and managerial. service. and skilled jobs. The employers of about one-third of the young salccworkere also require some work experience. Herital statue is a negligible consideration for all groups except for about one-third of the clerical and two-fifths of the sales jobs. In these instances the employers preferred that the workers be unmarried. Here then two-fifths of the clerical. one-third of the sales. and one-fifth of the service Jobs are open to youth sixteen and seventeen years 74 of age. The employers of a majority of the youth working at sales. skilled. semi-skilled. and unskilled jobs indicated "eighteen“ as the minimum age at which they would employ. The employers of one-third of the youth in the professional and managerial group set the desired age of such employees at eighteen to twenty years. while another one-third set it at twentyofive to thirty-five years. (eat of the employers of clerical workers desired that these workers be be- tween the ages of eighteen to twenty-five years. while the employers of most of the salesworkers preferred the ages eighteen to twenty years. The em- plqyers of the greater number of the skilled workers set the preferred age at twenty to twentybfive years. of the semi-skilled at eighteen to nineteen years. and of the unskilled at twenty-two years. The greater number of the young men and of the young and adult women are employed in the textile manufacturing and retail trade industries. Tex- tile manufacturing and government and other service afford employm=nt for the greater number of adult men. More than one-fifth of the employed youth in the Yale Area work at part-time Jobs for which the qualifications are much less stringent than those for full-time workers. Of this number more than one-half work in grain elevators and other industries closely related to agriculture. Conclusions Curriculum revision. Inasmuch as retail trade gives employment to a large preportion of the youth in the Yale Area. the author suggests that a special course in retail selling be added to the curriculum of the Yale High school eithsr'in the department of history and economics or in the 75 “Rial department, dependin; upon the qualifications of the respective inltrusterc for teaching such a course. Furthermore. since a large number of workers or potential workers in the area will secure jobs in the textile manufacturing industry, both as youth and later as adults, it is advisable that a special course in textile study be added to the department of’home economics and be made available to boys and girls alflke. The present method of teaching textile study as a topic only incidental to one of the present courses in home economics. is the author believes, inadequate. The special stress placed upon honesty as a necessary qualification for workers cannot be overlooked. Althoudm any educators maintain that heneety “cannot be taught', it is the Iritsr's contention that if'the attsnp tin of both administrators and all teachers is called to this impertant qual- ification and constant stress is placed upon the practice of honesty within the school system, worthwhile results may be obtained. The report shows that a large proportion of the youth in the area who want Jobs may expect to work first at unskilled jobs doing ordinary manual labor. The importance of the realisation on the part of the youth of the Illa Area.that they must first accept jobs in the lower brackets of skill be- fore they may expect to secure the so called “more dignifieda jobs is essen- tial to their own welfare. It is the duty of each administrator and teacher to make this fact clear. Guidance organisation. The writer recommends that some form of guid- ance organisation be established in the Yale High School. for all purposes of this study the particular details of this organisation or the type of orb sanitation established is immaterial provided it places the responsibility 76 of direction upon one capable and interested individual within the school and involves the home room teachers, hiya school principal. superintendent. and several individuals within the community who are outside of the school and who are representative of the various industrial and other leading in- terests which affect the welfare of youth. It might be suggested that those individuals who are to represent youth interests within the conunity but outside of the school be selected on the basis of the degree to which they are representative of the leading manufacturing, trade. service, and other industries as well as of service clubs interested primarily in youth problems. This group may be formed in- to a comittee to act in an advisory capacity to the other members of the organisation. Probably this could be best accomplished by regular monthly meetings of the committee with the director of guidance. This will serve to keep the organisation constantly in touch with the commity and also aid in keeping avenues of employment in the commity open to youth. archase 3; materials. It is further recommended that a portion of the funds alloted for the purchase of library materials in the Tale High School be used for the purchase of a Dictionary of Occupational Titles. Part I. and accompaxwing supplemental Job information which may be obtained at a nominal cost from the Superintendent of Dost-lento. Washington. D. 0. (see page ). This is suggested as a minimum and if it is found that more puri- chases can be made the author advises the use of the sources given on page or other materials obtainable from the U. 8. Office of Education. y Such national job information .. described above when supplemented with the specific information found in this report and made available to all Yale High School graduates, drop-outs. and inn-school students forms a'depend- 200 Sources of Pamphlet Materials on Occupations“ (lashingtcn: U. 8. Office of Education. 1941) Federal Security Agency (Vocational Division, Occ- upational Information and Guidance Service) 77 able basis upon which to counsel youth. The methods used in conveying this occupational information to youth may vary. ‘ Continuation o_t:_ placement pl_a_n. The author suggests. .. a final reo- ousondation. that the plan of placement described in Chapter IV which has been proven practical and very effective through having been put in actual operation in the Tale High School for a trial period of nearly three months, be continued as a permanent part of the school program. I Those youth for whom jobs cannot be found may be referred temporarily to such agencies as the National Youth Administration or the Civilian Con- servation Corps. In this way such youth may receive training to qualify for jobs in the Area. All youth, regardless of their employment status or training and work experience should be urged to register with the Michigan State Employment Service which keeps an up-to-date record in an area many times larger than the area served by the Tale High School. 78 ”PENDIX (Torso and Questionnaires. a." Releases. Letters. and Directions) Forms and mostionnaires 2:? _a cm) :03 QUESTIONNAIRE ron m-scaoot APPLICANTS y Ice Age Class.“ loos of Par-t er (hardisa Address leidlt ldght Health mock Jobs You Are lining to Dec- loyo Girls like Leaves 2 Oars for Children Ilse tans Housewerk (general) lash windows Dish lashing Carry Out Ashes Sewing Core for Furnaces Lamdcring wash Oars Catering Paint Home Nursing work in Gardens Dry Cleaning m1 Snow Furniture Refinishing day Odd Job for Boys Any Odd Job for Girls Cheek Till You Iioh to Workl- ( 3.9". School 2 After School boninxs ( Saturdoyo 522:2: LL...“ «- (1:. 1m write in m. Following Space) Assign“ tot-(Name) Address fly. W m Cu the reverse side of the questionnaire the student is requested to write his daily study program. giving room numbers. in order that he may be easily located at any time during the day. am which 79 (Form 1A) r ‘ 10. Factors F “ * ' ‘ and r ______ 1. County 6. l\aturc of Industly 9. Most Frequent Source for Recruitment of New E111- Proniolting Employe‘ies n(Check onlyb those upon cwhich 11' Undesirable Traits 01. Habits for Which an Applicant ........................................... plo 'CQS Under Age 25, Ch Ck one spec1a emp 3515 15 plaCEd ) ' ' ' . 0 CI . 7. Type Of Product 01‘ Service __________________________________________ 3 ’_ ( e _ ) 0 Honesty 0 Dependability for a POSItlon Would Net Be Eniployed, or £01 thh __________________________________ a. its () 1. Voluntary Applica. () 4. Private Employment 0 Neatness 0 Interest in Work an employee WOUId “Qt be retalned ‘011 promoted 9 ‘ . - g .. . . 8 S «011‘ l't . 0 a. Peisonal Letter of A enc \) Loyalty 0 Regularity ‘f 1... Piefeicnce as to Mantal Status of Applicant. _ . , T :1 Address of Establishment ____________________ ' 0a" a 1 y” Applicant. () 5. Employers Asso 0 Couxtesy 0 Ability to Follow 0 1- Drun‘kenness 0 6- Others! SP9Cl y Males— Females— 13 Preference as to Religion of Apphcant. ATIONAL QUALIFICATIONS at Lowest Emp. 0 E ggggggglggtggggy 8 g- .Lfigcl’ll) W23; C1,, Adv 8 Reliability Directions (1 2. Smoking Habit a. .............................. 0 Single 0 SWIG 0 protestant 0 Jewish tion () Mechanical Abilit ' a ' I . INVENT d. Photogra h 8 R - m 1 . . . . _ Y - M .. () Cathohc () Any Religion CRY b. Month 01 Months ____________________________________________________ __ ()(X) LlIesiicd C(Vp) required 0 Ejbgéfréerclds’ Em () Personahty () 'lraining for Jo 0 3~ Slovenhness b- -------------------- ~ --------- O E_:;lled 0 M91116d , . l .. he Vb; t E 1 ’ () Co—operation () Degree of Improvement 0 4 Irre ularit c __ _ (l 1 er () Either OI'matlon is stljctly confidential. ‘ 4- lnioiniant ---------------------------------------------- _ ()2 M165 ta 9 mp 0Y- 013 Tea () Alertness - g Y - --------------------------- ad for StatlStlcal pmposcs only ‘ ~ ”'L' C” HighCSt me‘ ------- 0 3. Bus. eCVolClege, Trade 0 Othter, gspecify """"" 8 ggzfigabfllty 8 8€£113102p§§£38 () 5. Ill-mannered d. .............................. o. 1110 1 School. ........................................ 0 Posture ’ i """"""" e ........ l: a. Month 01 Months ...................................................... 0 Efficiency ________________________________________ 1?. Total num- Numb? of 17.N}111111ber of Age Requirements 21 Min. educa- 22. Vocatio 11 211123. Wo1k expei— 24. Past attempts 25-hDfigl'eet t0 2§~LVOP€ningS exit 27. Probable fu- Special Training, Experience or Skills Considered i1?) Employing 32.hEhxte11dt £0 nor noyv em- 1you2tl1 un or age yout undel age . U ‘ ‘ . tional rcquire- t 1 a i n i n g re— iencc re u1 rc— made- to employ W iC pas em— 15 mg at presen. 111‘9 openings ’outh Under 25 Re uired (a) Des1red ( W 1c 37011.8 ployed _1n each of 25 now em— 25 hired for 18' Mm. age fm 19mMost (19511“ 20' Age under ments. quirements. i ments (1 workers under ployed youth for youth under and dates for q ’ interested in co- 1 ‘ occupation. ployed in each each job during employment. a c age for em— 25. bcyo n_d 1. None 1. l\0ne 1. None age 25. under age 25 age 25 (lndi- YOUth under age 28 Comnicrcml 29- Indus. Arts 30. Indus. Agri. 31- Home Ecs operating 1th ‘4' A11 Occupations In Establishment. occupation. the last 12 1110. ployment. $333633), W111 2- 8 gr. grad. 2. Gen. train— 2- Any job 1. None met desire d cat SNO- ---------- ) 25- (Indicate Evork Sh th 1. Mechian. Dr. 1. Butcher Ani- 1. gfxttlile StUdY school pllacem’t _ . . and Who are ' 3. Some H. S. ing‘ s ecif ) 3. Shnila- ’0b 2. One qualifications. a. Before school No. .................. 3 y 01" and 2. Sheet Metal mals, fowls 2. 0 repall‘ department. (Ii11portant1)' include also those occupations employer now employ’d, 4. H. S. grad. 3. Spe(cipficf y 4. Same {13111 3, Several 1. Failed b. Afte1 school a. Before school 5 l‘ypmg . and solder wk. 2. Egg candling‘ 3- ClOtlL Alter 1. For all appli- 1V0uld add to his firm at present time 01' in near future 5. Some college Tiain (Sp fy) 4. Many 2. Partially met c. Saturdays b. Afte1 school .1. BOOkkeeplng 3. Electricity Seed testing, 4- Dry cleaning cants under 25 if he could obtain satisfactory employee for each 6- College grad. 4. A1p1entp’sl11p requirements (1. Full time c. Saturdays 4. Jr. Bus 4. umhing Otreat, gradlng 5' Meal serving 2- For some ap- ' ’7. College grad, 3. Fully met re— d. Summer 5 0017,11“?1‘~ law 5- Masonry 4. Cream test. plicants under work quirements e. Full time S BGCHEFI’ 1n 6. Caipentry 5 Other (sfy) 25Fyrs. 8. Bus. college ' Bug nghsh , 7. Painting and 3. or no ap- 9. Trade schooli 8- Othe1 (SfY) finishing plicants under . 8. 0': here (sfy) 25 yrs. MlFlMIF MIF MIF MIF MIF er- MlF M'F MIF M’Fl i i l MF A v J i i i i i l i I 1 mm...“ 4 1. 2. 5. lo. 5. 6. 8. 9. 11. 12. 15. 14. 15. 16. 17. 18. 19. FIRM satin-:1 1:: (Form 18) Employer (Informant) (/J.)_-__ _______ .----.. _7 -..-_ _' ‘_ __ _ ___. When Busy Season Emil-1r: ('3‘. __ __ .. _ 7 . , Source of Recruihzert c." 10.9 '33 ( ...) __ _ __ -- _ Factors Considered in. 3211..)53’1; {‘utn (iii) -. _ _ __ -. __ Undeairablo Traits (‘1‘ Habits far Zhirfiz {Tart-i. ill 1.013 lie Egp‘lcyezl (15) ~ ——-——-—— ----— iarital Status (123 :_ " " _:'. 7. 'E-feiiE TC i5r?:Z.EnEé—(i‘57 : : : : : : ' Openings in Occupations Existing at 31 eqerc- "TL-re (14 and lo) A1 _______________ I fJ-__ __ __ 1.1-40 ___________________ A2 ______________ I 10.- __I-'re__.________________:_ A§______. ____________ T €o._ __".‘in._ “Hm“ _. _._________ Openings in Occupations Existing in Near r1 ure (14 and 1y) Bl _______________ I ‘lOa_ ___ __ __Til"'l.3-- .... _ -_ _. __ ... -.. __ .. _ -‘ _ __ .— Date ____-_________ _______ 82 ______________ I ~10. Time _____________ _ ______ Date ___________________ B§__ _____________ N c.__ _ Time ___________________ Datefi_-_____"__ __ ___________ Minimum Age (18) A1—M__ __ __F__ _ _. $12—31: _E‘ . A'M. F . BI-M_ __ ___F__ __ _. BZ-LL _ ___F__ __ _. 35—h.“ F: __ _. Most Desirable Age (19) Al—M“ _ __F'___ __ _. _'._-‘ -i‘~__ _. "H _. __. Afi—IIL __ __F‘__ __ Bl-M__ __ __F'___ _ _. 82-M__ __ __F‘__ __ _. 85-- II__ .73: Age Under 25 Beyond 'hich ...aployfir ' ill N01; anlc‘} (20) Al—M_. _ _F_ __ H. A2-M_ __ __F__ _ _. A5-hi_ __ _F__ __ _. 312.1“ -_ __“_ _ _. BZ~-M_ __ My; __ _. B}“M_ __ _F__ _ ___o Iinimum Educational Requirements (21) Al~lL H “F“ __ _. 112-4.";~ _ ___F__ __ _. iii—LL _ _F__ _ _. Bl-M_ __ __F._ __ _. B2 1.: _ __ _1_‘ _ _. 735—11“ _ HF__ __ _. lork Experience Required (25) Al-M_ __ __'r“__ _ __. A2—l~;__ _ “F_ __ _. A}"’M_ __ __F_ __ __o Bl~M_ __ __F___ __ __0 82—16;_ __ “w_ __ __u- B)~I\I_ __ _F._. __ _o Special Training in Commercial {ork Required or Desired (28) A1 __________________ A2 __________________ A5 __________________ Bl __________________ 82 __________________ 85 ___________________ In Industrial Arts (29) A1 ________________ A 2 ________ _________ A 5______________________Bl_______________________ 82 _____________________________ In Industrial Agriculture (50) A1 _____________________ A2“ __ _ _______________ A __________________ Bl __________________ B 2 __________________ B} __________________ . In Home Economics (51) A1__ __ _ __ __ __ __ ________ __ _A2 _______ ._ __ __ ________ A 5_ _ __ __ _. ___________ B 1 _________ for mployses Under 25. (52) 111-11 ______ _ __r _________ 112—11 ________ F ________ 113-11 ________ r _________ B l-M _________ F ________ 32-11 ________ F‘ __________.______Bfi-M__ _______F__._.-- i 81 throllnont Por- i’or Greduetoo end Drop-cute (Porn 2A) Ilene Sex Age Addrooo lone o7 Peront or Guerdien Addreoo “fried Single widowed Sopereted Divorced Ember of Dependento Religiouo Preference Hoelth Do You Here e Sociel Security Number? A Cor Driver‘o Licence! Ihet lo Your Present Occupetiont Aro You Doing the Kind of work You Like? If Not. Uhet Kinrot work Would You Prefer? A Shot would Be Your Soo- ond Choice? Yoer You Left High Schoor lhy You Left Ooureo You Followed While in High School (underlineT College Preporetory. Gonerel. Agriculturel. Commerciel. Shop, Home Economioo. Other (opocity)_ Eduoetion (underline) High School-l. 2, 5, M Bueinoeo College-l. 2. 5. h Gonorel College work-l, 2. 5, M Tredo School- 1. 2. 5. ~. 0%., (.p.°1f’) Ilenoo of Yelo High School ‘l'eechore from Whom You Took Cleoeeo lhioh of the Following, in Your Oflnion Are the Eight Hoot Rooeoaery Treite or menoteriotice Thet You Muet Pooeooo in Order to Setiei’eotorily Hold e Job! (undorlino)- Neetneoo, Coeperetivenoeo. Loyelty. Courtooy. Roliebility. Ambition. Poreonelity. Honeoty, Alertneoo, Adeptebility. Hoolth. lfl’ioieloy. Dependebility. Mll. l'reining, Regularity. Pooturo. lhet Hebito. Treito, or Chereotoriotioo do You Think lould Render en Indi- viduel Unfit for the Type of Pooition You Wish to Hold? Bpoeifie Trulning end/or Experience (underlino with one lino thooe of the following in which you here had experience. with two linee thooe in whioh you here hed treining in oehool. with three linee thooe in which you here hed both treining in oohool end experience)a- Shorthend l, 2; Typing l. 23 Bookkeeping) Junior Bueineee Treining; Commerciel Lou Seoroteriel ruining; Buoineeo Englieh; Mechenicel Brewing: Sheet motel end Soldering; Electricity; Plumbing) Meeonry; Cerpentryy Peinting end Piniehings Butohoring of Aninelo end Fowl” Egg Oendlim Seed Teoting—Treeting-Greding; Green Tooting: Tox- tilo Study: Dry Cloenings Clothing Ropeir) Clothing Altoretion: Heel Serving. fir ‘— A“ ‘- ‘___A4 A - A A“ A _ A w—v w v" v ‘— ‘— Jobe You Here { Roeoon For ‘ Age when ‘ Hontho None end Addrooo of field Sinoe Quitting Eech Accepting Spent on Eech Employer. Leeving Hifll JObo “Oh JObo ECG}! JObo “filo Reforonoeo L Addroeo 1 Bueinooe. Title or Pooition — w— ‘—w w .— — '— w —— ‘v— y- — 82 knoll-out Fen for In-eohool students (For- 5A) lone Address Sex Age Height Weight Clsss lens of Perent or Guerdien Address Oocwstion of Peront or Guerdien Do You Hove e Job st Present? If So, Why Do You 'Ilish to Chengef None of Present Employer Address Rosson or Reesons for «Venting e Job Isles of Yelo [ngh School reschere fro- Uho- You Here Token or Are reking Olessosuo Oeeupetion You Tm to Put“. for Your Life's lork __ Religious Preference Ihioh «We Following. in Your Opinion. Are the Eigt lost Necessery TM“ or (hereoterietics Thet You Must Possess in Order to Setisfeotorily Hold s Job? (underline) Coeperetiveneee. lloetnoss. Loyelty, Courtesy. Roliebility. Ambition. Pereonelity. Honesty. Alertness. ideptebility. Heelth. Efficiency. Dopendebility, mill end ruining. Regulerity, Posture. Ihet Hebits, Treits or Qxerecterietics Do You Think lould Render en Indi- viduel Unfit for the Occupation You 'Nid: to Pursue for Your Life's lork?____ Specific freining end/or Experience (underline with one line those of the following in which you here hed experience, with two lines those in which you here hed treining in school, with three lines those in which you here hsd both treining in school end experience)» Shorthend l, 23 Typing l. 23 Bookkeeping; Junior Business rreinings Secreteriel 'rreining: Oo-ereiel Lew; Business English; lechenioel Drewing; anoot Hotel end Soldering: Electricity; Plubing) lesonry) Cerpontry; Peinting end Finishing: Butchoring of ininels end Fowl" Egg Oendling; Seed Tosting-Trosting-Creding; Creel Testing; Ten- tilo Study) Dry Cleening; Clothing Repeirs Clothing Altorstion: Heel Serving. Jobs You Hove Reescn for Quitting Months on None end Address of field Koch Job Job hployor Kind of Job You Prefer Tine You Iich to Work n.9,. you “a; u in Order of Proferuce e. Before School 3.51;; h. After School c. Ssturdsys d. Full Tins .e m, Summery Cord for Greduetes end Drop-outs (For-.28) lilo Address Age Sex Religion leritsl Stetus Dependents Hoelth Educetion Driver's License! Socisl Security Number! Yoer Loft High School Ihy Loft? High School Course Followed “Inc of Peront or'Guerdien Betisfied lith Present Occupetion? light Most Necessery Treits or (hersctoristios Speeiil Training end/or Experience Occupetion Preferred Address Undosireblo Ones Yeochors Prom.lhon Clesses Were Token Jobs Since ‘ Roeson for ‘ Age thnf v‘ Months ‘ VEQm. end Address High School Quitting Accepting lorkod of Employer References ‘ Address - v 1 Business, Title, or Position :‘ :_ "- - Y' M- - f: : _ J "MT: f ..h- f :: Summery Cord for Inpschcol Students (loan )8) Nhne Address Age Close Sex Height Height Religion Reno of Peront or Guerdien Address Job It Present? [by Rich to Chengeli leno of Present Employer Address lines of Toedhors Rbeson for lenting e.Job Speciel Yrsining end/or Experience Sight Most Noooesery Treite or anersctoristics A ‘ .— A Undosireblo Life’s Occupetion Desired Ones AA A- _ .... _- ‘A Jobs Held f Roeson for Quitting ‘ Months ' -_ u‘ ‘ _- ‘— A w" Nemo end Address of En- ployor "v wV—v - _ A—‘h _ '— w v w w— —' w—w Kind of Jobs Preferred in Order of Preference Time to Work e. Before School be After $011001 e. Seturdeys do M1 Time Go Simmer u AA 85 Ssteblishnent Listing Porn None of Estebliehmt Address 84 (Porn 3) 85 (Form Cl) Teachers Recommend for Applicants Employer __________ is in need of' an additional duplnyon for the pOSitiOI‘l Of__ _ _ _. __ __ _ __ _ _ irl (En-is, her) (1.112“) _ _- -‘ - w_ _‘ __ *o alzplQJ/(jr considers the followin factors in e plediag youthrfl '_._‘_ :plcy an" youth who has the following traits L t "O P—J D k: LD *1 l l I I I l I l l l rJ H 1'5 (W (+- O _——_-¢a—_—-——————~——_-c—n—— The follCWing applicants have fulfilled tec.nical requirements of this employer. i In consideration of the above named, and other, factors, which one of the following applicants is, in your opinion, best suited for the position? (Please place check after nane decided upon). ———————————— II—----¢—————-————-——-—-—-——-—-—-—-———"———-"-'-""""'"1 Applicants' Teachers flames Name ———————————— r——————————-———-—--—————~——-———-'_L-"-‘-'——'l ———————————— h—————_—————o——————-————o——h—-————b—--o—-—-4 ———————————— —-,—~—-—-~———-———’-——--——-———'——L—H_—’L_—-.fi q———a—-—-—-—no —————— H,_—_._-_——_L__—__._>__..——.—b—-——t———-—-—--—i ———————————— ‘FT_——_—__g_—l_-_._-.-L-——————L—u—n---w——-———--—— ———————————— fw———L—-————————>———_-_L—-'—’—‘—-"'—'—+ I l 1 1 ———————————— J ——————————————— w-———-HU—-—“‘_F—.——‘——‘ -——————--—————-———-"—-——L—_——_qk———1L——-wqm —_—————————o——.——-—-———w-———-~—Jfi-——_qr———d+ 86 (Form 02) ll, r. l. f. f ,1 .2 . f, r\ n .1 Cf ion it _r‘w on 1-1" ht e ’4 3pllC' P b A - TL.=.._ 2r f’ "7"} J _———_——~.-————, 11"; dices r J ,r in‘ e (£13 w 9., 1r. .+b 3 .—-_—_——_—.——_- a «(L .l l U; Cr _—_—. .o .0 —. ....— —— —-————-—--———-—-——-o——a-——-—— ,. ._ _. f. ‘ In: t "‘7 J _——.——_ 7'1 1 ;. posit he in t _ _ —- —_ — —_ -. _ — —-, — _I. — -— _ —_ a... ._. .— .— — — — —— —- _ — — — .— ... .— — —— .- —. —- _ _— -_ ...-— an—g —— Ls...\v c J 4 3 2r. JOb ;ASWIV”1l‘, -—_. _. —. ~ . w ._ . i -_ ....— ..-. .___.. ...... _ — ...- ..- — _ .... .— ....- _— _—. e—o g a jab .. .. .. . ‘ .-v. --.ll-i.. r .5 J ._.....__.._._____.....__._. __._...._.__._.__._.___.. .____...._ .— ..__.._.__._._..__.__ ___.....__._...__._..._._.’ 87 News Roleesos News Roloeso Number l ‘Thursdg, October :43, fl): Yele's Occu- pstionel Anelysie Propered by Lccel 'roechort Conscious of the feet thet leoel employers ers often uneble to obtein setisfectory employees whu needed, Yelo High School is now in the process of estebliehing e high school pleconent depertment. the services of which ero eveileblo to in-school otu— dento. greduetes. end drop-outs under 25 yoers of ego. In the pest the hiya school hes often been uneblo to supply employers with setisfeetory employees booeuee there existed no understending between the school end employer so to Just whet eech locel employer expected of his uployece in the wey of ego roquircnuts, education. personel hebite. etc. To solve this difficulty e very complete firs questionneire hes boon properod by e looel toechor end will be presented to eech employer in the City of Yelo end surronding towns end villages by high school Juniors end onion who will receive specisl treining for the work. A plecsment dopertmsnt enrollment form for in—school students hes else been properod end is now being presented to those students who ere interest- ed in obteining employment. This questionneiro esks ebout the jobs they hevo hold. the treining they hevo hed. references, type of Job eech prefers. etc. A plecement dopertment enrollment form for greduetes end drap-outo is now complete end sets such questions of the greduetes end drop-outs so: 'Ihet jobs hevo you held since loeving high school", 'Ihy did you loevo school", 'lhet speciel treining hevo you hedt'. end 'Ihet treits do you think on employee should possess in order to setisfeotorily hold the type of job you preferl'| Another shorter quostionneiro will be mode out to be presented to those students who ere interested in doing odd jobs ebout town. such or «ring for children. firing furnecos, mowing lewns, etc. This. when complete. will neke it possible for townspeople to cell the school for such help end a“ "Cflt'o A shoot entitled 'Advice in Applying for end Roteining s Job' hes been properod end will be given to eech epplioent. fine job is e big one, but, when complete. should prove of greet oorb vice to ell who employ or wish to employ young workers. A project similer to this hes been cerried out st St. Cleir. Doerborn. end severel other places. Reloese Numbo; 3 {October 21. 1230). School mployment Service is Now Reedy—Cell 200: Yelo High School is now reedy to offer one of the services to the sommity thet wes originellyplenned es s port of its breed pleeenent progrem. If ell townspeople who need boys to do such work so reking lewns. nowing lewns, pointing, working in gerdons, coring for furneces. or girls to do such work es coring for children, weshing dishes, generel housework. hone nursing, end other odd jobs will cell the high school-oRing ZOO—they will get results immedietely. These young workers ere sblo to work before school. efter school, evenings, end Seturdeys. More then seventy responsible young epplicents hevo enrolled for this kind of work. lo urge you to echo use of this service. 88 News gelee so Nmn____b__cr 1 (November 1, lac}. To Porner Students of Yelo High School Under 25 Yeers of Ages The school plecement dopertnont will oppreciets your filling out one of our Pleccmont Deportnont Enroll- nmt Poms for Greduetes end Drop-outs, thereby signing up with the de- Mo . lo ere neking every possible effort to obtein satisfactory Jobs for those who sign up. but we, of course. can msko no effort to help those who do not enroll with us. A we slreedy know of severel vecencies. but not enough students hevo urollod with us to fill them. You mey obtein enrollment forms by selling st the pleccnmt office (English room) of the high school, or by coking e student of Yelo High School to bring one of the forms to you. If you ere not interested in obteining e job, we would epprooieto your filling out one of the forms anywq es we wish to bring our records on greduetes up to dete. Your seepereting to this extent will neke our selling on you mnecossery end seve us time end inconvenience. Mai—25m (November 15.0 .1291. Occupetionel Survey: Yele's Oscupetio Survey Is now wel mder wey. At this writing. ton fins hevo boa surveyed end some twenty more will be contested in the noer future. These business. professional. end industriel men who hevo not el- reedy been informed of the purpose of the survey will hevo the nettor fully end oercfully expleined to them by the student onumoretors doing the survq'ing of their perticuler estebliehments. . The purpose of the survey is to ettempt to loern whet psrsonel. ego. oducetionel, end other quelificeticns employers of tho Yelo Ares expect of their employees. The infometion is ell kept et the Yelo High School end will be used to help students. greduetes. end drop-outs of Yelo High under 25 yeers of ego to obtein jobs for which they ere best fitted. It is nsent to be of very greet service to locsl uployors in obteining setisfectory uployoos when they ere needed. m moose Rumba: ; (Novembgg g. ml. Plecsment Deportnunt hoods Applicents—-Snroll st Once: Agein ell former students of Yelo High School ere noted to enroll with the school plecemsnt department. Those desiring to obtein Jobs might be interested in leerning that thirty ven- sencios hevo been located even though the survey in the city itself is only ebout helf completed. The dopertment is elso interested in enrolling those fonner stu- dents not interested in obteining Jobs, for the purpose of bringing its records on former students up to date. m M g (mambo; g. AM. To when It New Concern: The school pleccmsnt department now has four persons who hevo greduetod from high school wenting secretsriel positions) twenty-four in-school girls wenting clerking positions end seventeen in-school girls wenting pert-tine secreteriel positions; fifteen inoschool boys wenting clerking end one clericsl cork: thirty—nine in-school girls end thirty in-school boys went odd jobs. The odd jobs for girls consist of: core of children. generel housework, dish weshing. sewing. end msny others. for boys there ere such Jobs es shoveling snow, teking core of furnecos, pointing. ots. 89 there is else I seventeen yoer old boy enrolled in tho plecsment dopsrtnalt. e former footbell pleyor who cen do herd nenuel lebor. wishing to find e plese where he cen work for his room end boerd. A girl with one yoer end eight month's experience es s clerk end s high school greduetc, is eveileblo for work st the present time. She eon give severel good nemes es references. The plecement dopertment is very enxious to help those individuels. Therefore. if enyone hes e plese for one of these people. ploese phone 100— the Yelo High School plecemont dopertment. You will thereby be helping the boys end girls, the plecsmcnt depertmont. end yourself. News Roleeso Number 1 (Qggombor .13, la ). Plscomont Depertmont News: The plesement depertunnt is very enxious to meko essignments for inp school students on odd jobs. This perticuler pheso of plesemont- work hes not received the cells thet the depertnsnt feels it should. lould you kindly sell the school if you need enyonel mono 200. News Roleesg Humbeg g ( obru Q, . Notices Plesemont do- pertmsnt hes openings for sove girls. Al those interested. ploese phone 200 or come to the Yelo High School immedietoly. Letters Mommy. L_o_t_ter_ (numbo; l) rd.g Michigsn beer a lithin s few deys e student of the Yelo High School will sell et your osteblishmmt to eek you questions porteining to quslificetion ro- quiremcnts for young workers in your esteblishment. The purpose of this procedure is to escortein es noerly es possible smployers' requirements for young workers in the Yelo Arse. The infornetion is for locel use only end will be used right st the Yelo High School es en eid in propering students to meet the requirements of locel employers. end to essist the locel high school edministrstors end toechors in piecing stu- dents on Jobs for which they ere best fitted. The entire interview should teke not more then fifteen minutes of your time so the student who will visit you hes boon serofully treinod to do this kind of work. If you uploy no one we would st leest eppreoiete your opinion so to the requirements you would demend of young workers if you were to employ. For this rseson our studmts ere visiting ell osteblishmonts. lo sssuro you thet your cosperetion will be greetly eppreoieted. Yours truly, Directions Tips to Mentors y (Form 10) Alwsys ssh for the owner. proprietor. pertnor. eenegor. eto. of the fire] never for one of the employees. After introducing yourself to this heed of the firm end sxpleining the purpose of your visit end of the survey. eek for the offieiel none of the firm end write it efter 'Nene of lstebliehnnt'. sinoe you ere known es the 'museretor' in this ceso. write your none efter 'Emneretor' in the upper left hend corner of the shoot. lho dets followi refers to the dots on which you meko e survey of the fire. After Item 1 county) plece the uses of the county in which the osteblish- sent is locetod. end efter Item 2 (city) write the none of the city in which it is located. Item 5 (eddress of esteblishment) refers to city end stete end in some instences the street else. The informent (item t) is the none of the person to whom you ere telking end from whom you ers to get the informetion needed. Title (item 5) refers to the title of the interment es. 'Heneger'.'0wner'. ets. Item 6 (neture of industry) end Item 7 (type of product or service) ere enswered es follows: am a; Mflt m: 21: ...—1mm 2: anus. Automobi e retei ing Accessories Autonobile reteiling Used perts Rssteursnt ' Ileels Librery Public—generel Librery Rentel Insurence Generel insurenco lnsurence Life insurence Iodicel Priveto physioien service Building construction Privete homes Pool roan Pool end billierds For Item 5. eek the infoment if there ere rether consistent flus- tustions in his business eech seeson from yoer to yoer. If he enswers 'yes". esk him first how many he employs during his sleek soeson (ital 8e); next. eek for the nemes of the months thet ere sleekest (item 8b). If he should sey July. August. September. end October. write only July-oNovombor 1. Ask, in the some menner, for the highest employment (item be) end month or months (item 8d). If he seys there ere no fluctuetions in his business, omit col- an 8. If he employs no one. esk him if he experiences rether consistent fluetuetions in his veins of business from yoer to yoer end if he does. shower 8e end 8d only. A For Ite- 9 (east frequent source for recruitment of new employees mdor 25 yoers of ego) you ere to eek the informent which method or methods I/Direetions for Items‘l through 9 end ll through 25 were with son- tein revisions teken from “A Kennel for Conducting e Job Opportunities In- ventory' (Detroit: Hichigen stete Employment Service. 19%) Michigen Un- employment Oompensetion commission, p. M -e E 91 he uses most oft.) for cbteining new workers under 25 yoers of ego. end them. check these he enswers. If he employs no one under 25, esk him which souroo he would use if he were to employ. Item 10 (fosters considered in employing. reteining. end promoting upleyoes) is to be hendled in this menneru Ask the employer whet fecters he emphesises in employing. reteining. end promoting employees under 25 such so honesty, dependebility. etc.. end plece e check before those he ”I, sposifying in writing those he nemes thet ere not listed. If he on- ploys no one. esk him which feetcrs he would consider if he were to employ. for Item ll (undesireblo treits or hebits for which en epplicent for e position would not be employed, or for which en employee would not be reteined or promoted) esk the “player whet treits or hebits he would set tolerete in his employees under 25 yoers of ego such so dr-unkenness, etc.. .d then check those he nemes. specifying in writing those he nemes thet ere not listed. If he employs no one esk him which treits or hebits he would not tolerete in en employee if he were to hire someone. Per Item l1 (preference es to meritel stetus of epplicent) esk the .ploysr if he prefers thet these epplicents or employees be single or urried, esking for melee first end then femeles, using the cheek merk in eech cese. If he upleys no one. eek him whet'his preference would be if he For It- 13 (preference so to religion of epplicent) eek the employer if he hes eny preference es to the religion of his epplicents under 25. end if he does. check in the proper plece. If he employs no one under 25. esk him whet his preference would be if he were to employ. You hevo now reeched the section of the schedule in which the occu- petions in the es’oeblishnmnt. the number of employees. end the quelificetions for work ers to be recorded. The first stop in this procedure is to obtein from the interment e complete list of occupetions or Jobs represented in the esteblishmsnt. You ers to meke this list on e sepereto sheet of pepor for reesons which will become cloer letor. After you ere eertein thet the list is complete. write the name of the first job on the top line in Column it of the schedule. Then eecertein end enter ell of the informetion ebout thet job in eccordence with the instructions given below. lhen you hevo elltho dete for the first Job. then enter the none of the second Job on your list on the nest veoent line in column it of the schedule. end proceed cercfully ’ until the informetion for ell jobs hes been recorded. Then esk the upleyer if there ere eny occupetions he would edd to his esteblishment if he could obtein sctisfectory employees. end if he enswcre in the effirmetivo. esk him to name them for you end write eech one under Column lb es you did for ell other occupetions. 11:. one procedure es mentioned ebove is followed for these occupetions. except thet colums 15. 16. 17. end 25 ere omitted. mworke; estebliehments. Your procedure for esteblishments in which there is only one worker. es mey often be the cese with e physiciem. plunber. music teecher. etc.. is elmost exectly the seme es it is for other eeteblishmsnts. The only difference is thet in ceses where the one worker “chm—*1: - ' 92 is under 25. it is necessery to enter the nexus of the occupetion on e eeperete sheet before entering it on the schedule. Ihet gocgpetions m 1.3 b; included. In general, every occupetion represented in the esteblishment is to be covered. This moons thet you will be concerned with every Job from thet of the office-boy to owner. megor. or proprietor. The one exception to this rule is noted in the next peregreph. whet 222?":9” m 3.3 1o. egcluded. The one type of job not to be covered is: l thet held by family member: whose work is not sssultiel to the cperetion of the business, end who would not be repleced by other on- ployees if they were to loevo. Here it is necessery to make e cloer dis- tinction between femily workers. on the one hend, whose Jobs ere necessery end whose work would hevo to be performed by nec- employees if they left, end femily workers, on the other hend, who ere Just helping out for en indefinite period of time merely because they happen to be eround. Note. perticulerly, thet while the two types of femily workers ere quite comon, the distinction between them cennct be mode on the besis of whether they ere peid. boceuso either type mey or mey not be peid in the conventionel sense of the word. It is necessery, else. to beer cleerly in mind thet one occupetion or kind of job mey be held by both e reguler. peid worker end by e femily worker Just helping out for leek of somethi to do. In e restaurent. for exemple. there mey be (1) e hired weitress.n(2) e son or deughter whose plece would hevo to be filled by someone else if he or she left. end (5) e niece working now end then just to keep herself occupied. The presnoe of either 1 or 2 would nocessitete the recordingcf the occupetion: the presence of 5 elene. would sense the occupetion to be disregerded. ggossity 2! m entries specifig. All occupetions or job-titles must be es precisely descriptive of the work ectuelly done es it is possible to mske thus. The following list gives exemples of well chosen end poorly chosen titles. Note thet the examples of right entries ere very specific. Strive to ettein this in every title you enter. R1233 lrogg Singer husioien Dreftsmen—plumbing Dreftsmen QIipping clerk Clerk Legel stenOgrepher StenOgrepher Ilen'e clothing selesmen Selosmen Reel estete egents Agents Solemn-«drugs end spices Selesmen or peddlor Selesmen-oowocd end ice ' Selesmen Peteto buyer Buyer Kitchen meid Held 33 ggeetion 3h; informent. "Is now come to question 11:. lill you ploese give me the none of every reguler job which you hevo in your esteb- liehment. lo need informetion on every job from thet of the office boy up to end including yours. except those held by members of the femily who would 95 not be repleced if they stepped working or left. In listing the Jobs, we went nemos (or Job titles) thet tell exectly whet the employees do. lo ere interested in descriptive rether then pep/roll titles. Be sure to include. else. these occupetions the employer would edd to his esteblishment if he could obtein setisfectcry employees for some.“ Elumn 13 (totel number o ed i3 gech occupetion). After you hevo entered the first jobtitle in Column 1 . escortein how meny ere melee end how many ere femeles, end meke the corresponding entries in Column 15. If there ere u melee in the occupetion. enter e desh (-) in 'M". Column 15: if there ere no femeles enter e desh (-) in “I". Column 15. If there is only one worker. i.e.. e proprietor. e physicisn. e serpenter. etc.. enter e on..- bor l in either 'M' or 'P". depending on the see of the worker. Do not eek for this informetion for those occupetions the employer would edd to his firm if he could obtein setisfectory employees for seme. Enter deshoe only. Colum g (member 3; youth under 33 m g; _e_g_e_ no; employed i5 23% occupetion). If there ere no employees below 25 yoers of ege in the occu- petion. you will enter dashes (-) in 'M' end '1". Column 16, on the line on which thet occupetion is entered. You will enter e desh in 'H'. Column l6. if there ere no mele youth employed. Do not esk for this informetion if there ere no femele youth employed. just enter e desh in 'P' Column 16. You ere not to esk for this informetion for those occupetions the employer would edd to his firm if he could obtein setisfectory employees. Enter deshoe only. In one-worker ostebliehmsnte, escortein whether the worker is 25 yoers of ego or over. If he is. enter deshoe (...) in 'H" end '1'". Column 16. If the worker is under 25 yoers of ego. enter e l in 'H' or '1". depending on the sex of the worker. Do not esk for this informeticn for these occupetions the employer would edd to his firm if he could obtein setisfectory employees. miter deshoe only. ~ ' For some occupetions. the entry in Column 16 will be e desh. indieeting thet there ere no youth employed et the present time. When thet occurs. you ere to terminete your questions with regerd to thet perticuler occupetion end enter the title of the next job on your list on the succeeding line of Cohan lb. Explein to the interment thet, since this is e youth survey only, you ere not interested in the quelificetione for hiring older workers. Note thet in one-worker esteblishmuts where the worker is 25 or more yoers of ego. the interview will be tennineted et this point. Do not esk for this informetien et ell for those occupetions the mnplcyer would edd to his firm if he could obtein setisfsetefi uployoee. Enter deshoe only. Column l1 (number 9; youth hired £93; eech 12! durigg _t_h_g_ lest g mug; Ed 3113 m 52!. employed). Ask. “How meny workers under 25 yeers of ego who ers now employed on this job did you hire during the lest 12 months!“ This number is to include ell new workers (under 25) hired for the first time by this esteblichmsnt (during the lest yoer) end sny workers (under 25) lsid off before 12 months ego end rehired for this job since thet time. The umber of workers hired is not to include eny who mey heve been in the csteblishmcnt ell yoer but recently promoted. trensferred. or demoted to this Job. Enter the number of melee in 'M'. Column 17. end the number of femeles 94 in 'P'. Colt-n 17. Use deshes in 'l' end '1'". Column 17. who: no melee or false meeting the spooificetions were hired. ~ If there is only one worker in the esteblishmont end if he is under 25 yoers of ego. esk whether he sterted in business during the lest l2 months. If the enswor is 'yos'. enter e l in 'H' or 'P'. Column 17. depending on the sex of the individuel. If the enswor is 'no'. enter deshoe in 'K' end 'r'. Calm 17o You ere net to esk for eny of this informetion for those occupetions the npleyer would odd to his firm if he could obtein setisfectory employees. hter deshoe only. M (minimum mfg; may. Aeeertein end enter in these columns the egos below which the menegcment will not employ workers for this occupetion. meke e sepereto inquiry end entry for melo end femelo workers. If the fueles ere never employed in the occupetion enter e desh in '1") if no melee ere ever employed in the occupetion enter e desh is 'h'. 0019339 12 (most desireblg m 9; supplement). Ask the informent which he regerds es the most euiteblc hiring ego from the stendpeint of edjustment to the job. eoquisition of skill. end meximu output of work. It is the ego st which the menegcment feels the employee will best setisfy the conditions end dcmends of the pertiouler ob. Meke e sepereto inquiry regerding melee end femeles end enter the ego or desh if one or the other sex is not employed on the job) reported by the informert for eech sex. It is noted thet egos of 25 yoers or over ere eocepteble for Column 19. If the entry in 'Il' Column 19 is at yeers of ego or less esk 'lill you hire men workers 25 yeers of ego or over for this job!‘ If the enswor is 'yes'. enter e desh in 'M' Column 2:. If the enswor is “ne'. esk. “How old cen e young men be end still be hired for this Job" Inter in 'Ii'. Column 20. the ego give: by the infer-met. . _ A If no femele youth ere employed on this Job (indiceted by e ded: in '1". Column 16). proceed to the question on meritel stetus. If femele youth ere msployed end if the entry in '1'". Column 19. is not ever at yoers of ego. esk the some questions thet you used regerding meximum hiring ego for melee end meke the eppropriete entries. m 31 (animal: oducetigg W. Bey to the infoment. 'Tho next question refers to the emoux~.t of education your young workers should hevo in order to perform this job successfully. I'd like to reed you e list of poseible edueetionnl requirements end heve you select the one which fits your policy. l. No edueetionel requirements: 2. Eighth grede greduetion: 5. Some my: school. C. High school greduetion: 5. some college: 6. College grsduetion) 1. College greduets work. 8. Business college end 9. Trude sohoel.‘ Give for eech occupetion the, number indicating the edueetionel re- quirements or requirement in eech cese. If the employer stetes thet he requires some high school. enter e number 5 in the column end then esk him how meny yoers of high school is profereble: put the number of yoers of high school de- sired under I'yeers" in Column 21 opposite the number 5. The seme holds true 95 for numbers 5 end 7 else. Colman _2_2_ (vooetionel treining yoguiremente). This refers to the type of vooetionel trefming the menegcment feels e youth should hevo in order to perform e perticuler job successfully. Question the informent es fellows: “The next question refers to the type of vooetionel treining thet youth under 25 need in order to be hired for this job. Usuelly this vo- eetionel treining will hevo been obteined while the you wee fulfilling the edueetionel requiremmts you hevo told me ebout. lo hevo four possible more to the question. which I'd like to reed to you so you cen select the one which fits your policy. The first possible enswor is. of course. thet no vooetionel treining is required; you will supply eny necessery treining eftor the worker is on the job. The second enswor is 'Cenerel treining: by which we meen the type of treining thet would give the workers s generel beckground in the type of work to be done. An exemplo of this generel treining would be thet obteined in e commoroiel course in e hid: school or e generel business college. The third type of treining we hevo celled 'Specific treining.’ This is the type thet fits e worker for stepping into e .Job with very little edditionel treining from the employer. An ex- emplo of this would be en eceountent. The lest type of treining is 'Appron- tioeship treining” by which is meent e formelised 5. 5. or 5 yoer treining progrsm. such es would be required by plumbers or printers. An informent will sometimes stop the cnumoretor in the midst of the foregoing to our thet he requires one of the types of treining just mentioned or which he hes seen on the schedule he hes before him. In ceses where this interruption occurs eftor the item hes been oxpleined. record the proper en- try end do not explein the rest of the types of treining. If the informent stetes thet he requires eny of the types of treining before it is oxpleined to him. reed him the definition of thet perticuler type of treining to be sure thet both perties meen the some thing by it. m 31 (we; W mflrmnenpp). By work experience is meent experience on e Job obteined by the youth before being hired for the pertic- uler job in question; this experience mey hevo been obteined either while the youth wee in school or since leaving school. This requirement does not in- clude the type of experience received during e period of epprenticeehip. since thet fector is considered under the elessificetion of vooetionel treining re- quirements in Column 22. Soy to the informent. 'The question et hend refers to the kind of work experience -e young men must hevo in order to be hired for this Job. First. do you demend experience from new workers on this Job” If the enswor is 'no'. enter 1 in Column 2). If the enswor is 'yee' sey: 'Io hevo listed here three types of work experience. The first is experience on 'eny job' which meens thet you went workers to hevo hed some kind of work on- pcrienos regerdless of the job on which it wes obteined. The second is 'sim- iler Job“ which meens thet you would went workers to hevo hed experience on e job which is like this one. thet is. where the duties ere somewhet similer to those of this job. The third type is experience on e job identicel with this one-con which the prospective employee worked in e different piece. of course.' Column 2; (pest ettempte mede pp. employ workers undo; m 22). Ask the informent. 'Heve you mede meny. severel. one. or no pest ettempts to employ melo workers under ego 251' If he enswere 'none' write l eftor the occupetion for which the enswor wee given. 2 if one ettempt hed been mode. 5 if severel ettempts hed been mede. end h if meny ettempts hed been medo. Do likewise for 96 femeles. mlumn _2_§ (degree 33 which pep} employed youth under e e 35 g:- sired filificetions . Ask the informent. Do you feel thet-four pfieat .- ployed youth under 25 yoers of ego hevo felled to meet your requirements. pertielly met your requirements. or fully met your requirements?“ Record the umber corresponding to the answer given for both melee end femeles. Ask the question for eech occupetion except those the employer would edd to his esteblishment if he could obtein setisfectory employees for eech. Column _2_§_ enin s existing 23: prosenp .t_'_o_y youth 2251.91 pg: 25 . Ask the informent. Are there eny Openings existing et present for here give the meme of the occupetion to be considered)!“ If he enswers 'yes' drew e horieontel line through the column end esk if it would be e full- time job. end if so. write the letter 'e' under the line. If he should sey thet it would be e pert-time job. esk if he would expect such en employee to work before school. end/or eftor school. end/or Seturdeys. end/or owner end write the letters corresponding with his enswor under the line drown. For exemple. if he should say thet the employee would be expected to work eftor cchool end Seturdeyo. the letters 'b' end 'e' would be written under the line drewn. If the employer enswers thet there ere no openings existing et present. drew e desh (.) through Column 26. m (pygbeblp future opogngp 59.2 detcp). sweetly the some procedure is fo lowed for Column 27 es is followed for Column 26 except thet shove the herisontel line drown through the column. both the amber of prob- eblo future openings end detes ere written. unn gg (commroiel wag). Ask the informent. I'whet treining is eommers work such es shorthend. typing. or bookkeeping is required or de- sired of your uployees.‘ If he should enswor thet he requires bookkeeping. you will write 'e)‘ in the column. If he seys thet bookkeeping is desired. write 'b)” in the column. If he requires ehorthend. typing. end beehoeping. '71“ .dg a. 5.. in "1. column. etc. gluten £2 (industriel pm). The some procedure is followed here es wee followed for Column 28. Qlumn 2Q (induspgpl egyipultun). Follow the same procedure here so wee fo low ed for Colum 28. lemnn a (home economics). Follow the seme procedure es wes followed for Column . m2(mt ...:h'hi :22;deme school plecemenp department . Ask the informent. Would you be interested in coopereting with the school plecement department for ell epplicents under 25. for some epplicents under 25. or for no epplicents under 251' If he enewers thet he would be gled to notify the depertment every time he is in need of en employee under 25. write number 1 eftor the proper occupetion: if he seys he would be gled to notify the depertment when some vecenciee occur. write number 2 eftor the proper occupetion: end if he seys he would not be interested in notifying the dopertment of such veoenciee. write nmnbcr 3 eftor the proper occupetion. 97 Advice in Applying for . Job or Position y (re:- o) For personel interviews: l. Approech the employer with the thought in mind thet you must ereusc his interest. 2. wow the employer thet you ere definitely interested in the position. - 5. when telking with your employer. be neturel. eesy in menner. not gushing. Don't beg for the position. If you hevo no better roeson then just need for the money you might better not epply. b. Let the employer do the telking. but don't be efreid to eek intelligent questions. 5. Forget the celery. Bo willing to work without pey for e time if the eppleyer questions your ebility to do the work. Remember you ere young yet. The experience end e good recommendation ere generelly more velueble then the money ectuelly received. 6. Under ell conditions be honest with your employer. He knows you ere young end doesn't expect thet you cen do everything. 7. You should be eble to give the employer definite reesons why you think you ere eepeble of doing the work. ' , 8. Be careful of personel eppeerence. Avoid overdressing. It is es bed so unless dressing. Kodcet. businese-liko dress. oereful grooming. end little. if erg. jewelry eid in giving one the right impression. Avoid too much meke-up. ‘ 9. Look et the interviewer: not et the floor or ceiling. l0. sit up on the cheirl don't leen or slouch. ll. Report the outcome of your conference to the plecemont dopert- lfllto For epplicetion by letter: I. At the beginning of the letter. mention the feet thet you hevo been notified of the vecency by the Yelo High School Plecement Depertment. This should help you in getting the job. 2. licks your letter business-dike. correct in form. English. spell- ing. etc. , 5. In writing letter of epplicetion. be brief. No one likes to reed e long letter. N. Omit personel deteile such so height. weight. etc. 5. In filling out epplicetion blenks. do so in your own hendwriting. 6. If you type your letter. don‘t ereee. end evoid errors. Sign the letter in your own hendwriting. Generel fects to remuber: 1. Don't be efreid to esk the employer lots of questions ebout the jObe 2. Ask the uployer whet future the job hes for you. 5. Keep in mind thet elthcug: you might not get the position or job for which you ere epplying. it is importent thet you meke the best possible impression. fer the employer might possibly utilise your services for some other type of job. . Don't run down other epplicents for the job. Sey something in their fever if you cen: if not. sey nothing et ell. yItems included here were teken. with certein revisions. from c sim- iler list used by the Plecement Office. Depertment of Bducetion. Michigen Steto College. 98 Inumrurnr loll. howerd II. netehing Iouth end Jobs. 'A Study of Ooeupetionel Adjusteent'. Aserieen Omil on Edusstion. Ieshington D. 0.. 1950. Dell. asserd It. Youth 'l'ell i‘heir story. 'A study of the Conditions end Attitudes of Young People in Merylsnd Between the Ages of sixteen end Twentybfour. A Merylsnd Study Mode by the Alerioen loath commission.‘ Ieshingten D. 0.. Anerieen Gomeil en Edusetion. Bellow. 8. D. 'Pregrsn of Job finding end student Plecenent'. M WWW 1959' 656° lenstt. Kerry Best-en. Ph. D. 'Veestienel Edueetien Vs Jeb—treisisg.’ m M aisles 2' 85-86. m 19'». log-I lillics J. l'(luidsnee in Public Schools.' QE‘HEI 1h lOl-loe hove-leer 1955. ‘ . J. n. 'Oemse Alto il ' Ghoi ' l3 lfl-l Mia 19”. ling rsPups M.W I 76. Dyer nor-on D. 'stor Turn-over in ass-ills l957-1958.‘ may ”I .m. $0 215-221. Joinery IMs . Dacron. I. J. 'lnduetq leeks Aheed Iith Veestionel Edusstion'. ‘. 1. g. m a £21. Bulletin 15: 17-21. Pebrusry 19M. Gutterton. Perry De. 'lnsugursting s Plen of Guidenu for“ Reed City Bifl School." Unpublished Hester's Thesis. Depertesnt of Edueetion. llishigsn stete. College. 1955. Crooks. Mergerot. 'Our rive-Yesr student fellow-up Plen'. 3; W Eduoetig IggleOI DWI-M9. has 19'”. Dictionsry of Occupstionel Titles (leshingtone U. 8. Deportsent of Leber) U. s. hployeent Berviee. Ehpleysent Service Division. Perts I end 11. 1959. Duffsy. 3.. end Crissy. J. I. 'Evsluetive Attitudes es Relsted to Yose- tioml Interests end Aoedeuie Achiovuent'. 19m 2; m m Soeiel Psmoleg 55: 226-3”. April 1950. Dene-oer. 0. O. 'st to Orgenise end conduct Oeroer Conferencesfl Occu- m 183 165-168. December 1959.' Fresier. Perry 0. 'Out-of-Seheol tenth: aces Signifieent Pindingt'. School Review Me 568-”. W 19%. 22’ Geeeh. Iilbur J.. end Miller. Leonsrd u. 'Resklend county's Self Survey.' Cemetions 1M 555-911. section 2. Key 1956. BIBLIOGRAPHY (cont.) Hendville. Reynond. 'Filing Your Occupetionel Information". Occu- petions 18: 101-10“. November 1959. Hertwcll. Dickson. 'Businoss Asks the Public How It Hey Serve Best”. Netion's Business 281 26-28. 105-109. May 1940. Horn. Cerl u. "Where Do We Go From Here?“ Michigan Vocetionsl Outlook 2: lbs-1&7. June 1940. Industriel Clessificetion Code (Deshingtont Federel Security Agency) Sociel Security Boerd. Burcsu of Employment Security (Reseerch end Stetistics Division) Perts I end 11. 1959. Jeger. Herry A. 'Oecupetioncl Informstion end Guidence'. Michigen Vocetionel Outlook 1: 5-5. April 1959. Jochcn. A. E. 'Pectors Thet Influence Choice of I‘rsde". Industgel Arts end Vocstionel Educetion 29: 47-49. Pcbruery 1990. stincon. Gigi. 'Metion Pictures for Dissenineting Occupetionsl Informetion'. Edugetionsl Screen 190 189-190. 212-215. Key 19h0. Hens. P. D. ”Activity Pinsnces end Accounting-Lencing Eestern High Schoo1-Lensing. Michigan". A Problem Submitted to the Dcpertmcnt of Educction. Michigen Stetc College. August 1941. Munson. Joy 3. 'A Suggested Plcn of Guidsnce for the Lsnsing Public Secondsry Schools“. Unpublished Msster's Thesis. Depertment of Educetion. Michigan Stete College. 1990. Neumenn. Peter. 'An Employment Plen'. Michigen Vocetionel Outlook 2: 52. December 1959. Overholt. Clyde Eelter. 'A Study of the Vocetionel Interests of Boys end Girls in Six Townships of Inghem County. Michigan.' Unpublished Meetcr‘s Thesis. Hichigsn Stetc College of Agriculture and Applied Science. 1952. Reeves. Floyd fl. 'After the Youth Surveya—.Whetl' Occupetions 18: 245- 2’48. anuery lMe Smith. Stenley S. 'An Occupetionsl Study of the Greduetes of the Fordeon High School. Deerborn. Michigen'. Unpublished Mester's Thesis. Mich- igen Steto College. 1952. Teylor. Frcnk F. ”Portlcnd's 600 Dutch Uncles". Reader's Digest 57: 109- 111. July 1940s Tibbitts. Clerk md Others. _A_ Menuel £9; Conducting 3193 O ortunitie Invontog. (Detroit: Michigan Stste Enployment Service. 1975) II pp. 100 BIBLIOGRAPHY (cont.) |'200 Sources of Penphlot Msteriels on Oecupetions' (Inchingtont U. 8. Office of Educetion. 19151) rederel Security Agency (Voeetionsl Division. Cccupetionsl Infometion end Guidenee Service). Selkcr. Helen ll.. end Durost. leltsr N. 'Steticticel feblcs - Their Structure end Use'. Bursa: of Publieetions. Teechers College. Columbie University. 1956. . . Iright. Berbere n. 'A Follow-up of l95t Greduetes'. Occupetiog 15: t2- “5. 0015013.? 1956o . .1 ,\ Vfix '3? (z. ¢ / s9 h‘\:-:.-;;£AN SIATE Msnsm ' INSTRUCTIONAL MATERIALS CENTB COLLEGE OF EDUCATION