viewed for job placement during the 4-week period had been discharged from service sometime during the past 2 years. Allowing 1 month as a reasonable period of time for the veteran to return to his community after discharge and attend to personal affairs before seeking employment, it would seem from Table I below that over one-half (58 percent) of the veterans interviewed during the 4-week period contacted the USES as their first step in obtaining employment. A large proportion of the remaining veterans evidently had drifted into other jobs, found them unsatisfactory, and then resorted to the USES for job placement.

Table I

* Classifications are derived from the major occupational groupings used in the 1940 Census by the U. S. Bureau of the Census.

** Less than 1⁄2 of 1 percent.

*** Veterans whose occupations were not reported are omitted from table.

Education. Educational attainment may be used as a rough index of the facility with which veterans may be placed in or trained for jobs. Table III shows the educational attainment of the veterans by years of school completed.

Table III

Study I showed that many servicemen suffering from emotional disorders reported to Red Cross field directors in the interview before discharge that they planned to rest for a month or two before seeking employment because they felt that further rest would be needed. A comparison of the lapse of time between discharge and employment interview of the 46 men reporting emotional disabilities with the total group of veterans shows that no significant differences exist. Fifty-seven percent of the men with emotional disabilities appeared at the USES within a month after discharge as compared to 58 percent for the total group of veterans studied. The lack of difference may be purely statistical, due to the failure of so many veterans to report emotional disabilities. On the other hand, USES interviewers have noticed that veterans with emotional disabilities exhibit great anxiety and impatience to be placed in a job with little delay.

Civilian Occupations.-As seen in Table II, operatives and kindred workers form the largest occupational grouping. Included in this category are truck drivers, apprentices, welders, brakemen, mine operatives, deliverymen, etc. Many will be placed without difficulty in war jobs, but others will require training. Farmers and farm laborers, for which there is a dire need, compose only 1 percent. Craftsmen, foremen, and related workers, who compose the second largest group, can probably be placed in essential activities with little difficulty. Placement without further training in essential war industry will be more difficult for veterans in the remaining occupational categories which constitute 532 percent of the total.

Sixty-five percent of all the veterans for whom education was reported had completed at least 1 year of high school. Of this number, 26 percent were high school graduates. Seven percent had completed at least 1 year of college, but only 22 percent were college graduates. Of the 28 percent with a grammar school education, 12 percent had completed less than 8 years of school.

Age, Sex, Race, and Marital Status.-The age distribution shown in Table IV shows no exceptional tendency to concentrate in any age group, it approximates the age distribution one would expect to find in the armed forces as a whole. Sixty-four percent of all the veterans whose ages were reported were under 30.

Among the 464 service dischargees there were only 14 women, all white. Since the number of women discharged is so small, no classification of the data by sex has been attempted.

Eighty-seven or 23 percent of the dischargees were Negro. The proportion of Negroes in the general population of Allegheny County was only 62 percent in the 1940 Census. The abnormally large proportion of Negro veterans found in the present study is probably due to the greater difficulty Negroes face in finding jobs without the aid of community resources. There is no evidence from this study that Negroes are being discharged from the armed forces in greater proportion than are white servicemen.

Fifty-five percent of the dischargees were single. while the remaining 45 percent were married. No further detailed information on marital status, such as divorce, separation, etc., was obtained.

Length of Service.-In Study I, an analysis of length of time spent in service by the veteran was used to obtain some indication of the seriousness of the veteran's disability prior to induction (except in the case of disabilities incurred in line of duty).

The results of Study II are on the whole similar. Forty-four percent of the veterans who reported length of service had served less than 1 year while 86 percent served less than 2 years. Table V presents a further break-down.

still further with the Federation of Social Agencies and other private, social, and Government agencies to determine the best means of servicing returning veterans. The Pittsburgh office is hopeful that its work will serve a useful purpose by setting the pattern for other WMC offices. If other offices have conducted or cooperated in similar studies, we would appreciate hearing about what they have done so that we can exchange ideas and perhaps improve our technique.

(Editor's Note: If your office has made similar surveys we shall be glad to publish them in the MANPOWER REVIEW.)

JOBS AND SOCIAL INSURANCE PROTECTION

THE SOCIAL SECURITY YEARBOOK, 1943. Annual Supplement to the Social Security Bulletin. Social Security Board. 166 pages. Purchasable from Superintendent of Documents, Washington 25, D. C. for 45 cents. For most industrial and commercial workers in the United States, a job is more than the weekly pay envelope, for their wages also carry protection against economic risks of unemployment, old age, and death. The 9 million nonagricultural placements made by the United States Employment Service offices in the 48 States and District of Columbia in 1943, therefore, gave job applicants a source of livelihood and a chance to help produce essential goods and services and also, in many instances, to acquire insurance protection under Federal old age and survivors insurance and State unemployment compensation laws. This protection, available to about three-fifths of the civilian labor force in 1943, will provide economic safeguards when reconversion means temporary lay-off for thousands of workers and voluntary or involuntary retirement for thousands of others.

Among the 143 tables in the SOCIAL SECURITY YEARBOOK for 1943 are detailed tables furnished by the War Manpower Commission on nonagricultural placements during the year for each State, month, industry division, occupational group, race, and sex-giving a cross-section of the activities of the USES in the second full year of war. The YEARBOOK continues the basic tables of earlier issues on workers with wage credits under Federal old-age and survivors insurance and State unemployment compensation laws; on beneficiaries and payments under these two programs; and on public assistance and other forms of public aid. This year, for the first time, the publication includes summary tables on the work history of persons with old-age and survivors insurance wage credits, showing the characteristics of those who have acquired or failed to acquire insured status under that

program.

Text covers the relation of programs under the Social Security Act to other public provisions for social security and related purposes and the extent to which risks of unemployment, disability, medical needs, old age, or death of the breadwinner were met during the year through public and private resources. Of particular interest to the USES is the discussion of wartime impacts on unemployment benefit decisions, showing changes in concepts of availability for work, voluntary leaving, and suitable work, particularly in relation to special groups, such as married women with domestic responsibilities, servicemen's wives who follow their husbands to training camps, commuters, and workers in essential occupations.

The Social Security Board has a limited supply of this and earlier yearbooks for distribution, on request, to administrative and research personnel in Federal and State agencies. Requests for these copies should be addressed to the Chief, Division of Publications and Review, Social Security Board, Washington 25, D. C.

Army Caravans
Help WMC

By GUY D. MC KINNEY

Regional Chief, Information Service,
Region IV

"FRIENDS. .. I speak for every fighting man overseas and every trained soldier waiting his call for embarkation.

"Here in this caravan are many soldiers who have service overseas. Some of them are heroes who have been decorated; many of them have been wounded. All of them know what it means to have plenty of firepower backing them up during an attack. We have come to this community to try our level best to show you on the home front how 'firepower' at the battlefront is often the difference between life and death.

"... You know and I know that it takes manpower and womanpower to produce firepower for the final drive to victory. Right now at Radford there is need for 1,400 men. Before the end of the year, the two ordnance plants at Radford and Dublin must recruit 4,000 men.

"Let me read you a list of names which I copied from your Honor Roll this morning. . . . You know these men. We are going overseas and we are going to do our job 'over there.' Will you do yours here? Speaking for them and for myself and the men in this caravan, I urge you go to the local United States Employment Service office and sign up for a war job. Take one of these 'firepower jobs.' And stay on that job so we may finish ours."

This was GI Joe speaking on the army caravan programs staged during October and November in Virginia, West Virginia, and North Carolina to help the War Manpower Commission recruit workers for ordnance plants at Radford, Virginia. Many such miniature army shows have been organized by the War Department Army Service Commands throughout the Nation to stimulate active interest in the WMC's imperative Nationwide, war-job recruiting drive.

Some of the caravans are small, consisting solely of a couple of trucks of equipment, a few weapons, and generally two war heroes. Others, such as that put on by the Third Service Command at Roanoke, Va., and subsequently in 16 other communities in Region IV, was a miniature Army, complete with American and captured enemy equipment. This caravan was distinguished from the less spectacular type as a "Firepower Caravan." It included a thirty-piece band, several truckloads of army weapons, German and Japanese infantry arms, a "booby trap" exhibit mounted on a trick, a 105 mm. howitzer, a 90 mm. antiaircraft gun, jeeps, six-wheeled prime movers, scout cars, the famous bazooka, the rocket gun which has been effective against Nazi tanks and Japanese pill boxes, the Garand rifle, fast firing carbines, land mines, and heavy artillery ammunition and bombs.

Sixty officers and men, many of them veterans of overseas service, traveled with the caravan, demonstrated the equipment, and put on army shows each evening. Designed to show how American fighting

equipment, especially artillery material, operates in action, the caravan was equipped to reproduce actual battle sounds. Spectators were given every opportu nity to handle and examine the equipment.

Manpower officials in Region IV have received a large number of inquiries about the caravans, how they are obtained and for details of operation. The information they pass on is something like this:

The first army caravan introduced in Region IV was a modest one appearing last August when the need to recruit workers for Ohio rubber companies was imperative. The War Department, buttressing WMC, sent into West Virginia a “duck," an amphibious jeep, and a shop truck loaded with army war materials and equipped with a loud speaker. Two wounded war heroes demonstrated the equipment and stressed the urgent need for war workers in plants making truck tires. A hiring representative of the rubber companies also accompanied the caravan. It visited community after community and although the equipment of this first caravan was meager compared with the large caravans operating in other parts of the country, the army equipment attracted attention and was persuasive in arousing workers and getting them into employment offices.

At about this same time, the commanding officer of two ordnance plants in Virginia and the WMC area director at Roanoke met to discuss employment conditions in the ordnance plants.

The plants had just received large new contracts for rocket and mortar powder and all types of explosives for heavy artillery. To meet new production schedules, prompt expansion of plant facilities and personnel was needed. The aggregate new manpower requirements during the balance of the calendar year was estimated at 7,000 (men and women).

Ordinarily the ordnance plants drew upon surrounding communities for workers, some commuting from distances as great as 70 miles. But to get 7,000 new workers meant extending the recruiting area beyond original confines. Recruitment had become unusually difficult because the belief was growing among war workers that the end of the war was in sight, and that it was about time to look around for jobs with a post-war future. The discharge of thousands during recent months because of cut-backs in production had contributed strongly to this point of view.

Thus two things were apparent: (1) that some of the new workers would have to come from other sections of Region IV; and (2) a new and novel idea was needed to reawaken local public interest in war jobs, and sell former workers on the idea of returning to the plants. With army caravans reported to be doing excellent recruitment aid work in St. Louis and Virginia, they seemed to provide the answer.

The upshot of the meeting was that the area director obtained approval from WMC State authorities and filed an application with the commanding officer at the plants for a caravan to take to the road in the Roanoke area. This was obtained at once and officers

of the Third Service Command were instructed to proceed immediately to organize the caravan at Camp Pickett.

A handbook had been compiled with full instructions regarding methods of publicizing the caravan and the WMC and the Radford Ordnance Plant issued a joint release on the caravan, its itinerary and purpose, and appealing to the public in southwest Virginia for its support.

Army Public Relations officers and the WMC information service representatives visited each city on the itinerary and helped civic officials in each community organize a committee to handle preparations for the caravan's arrival. They also arranged full publicity via newspapers and radio, leaving no angle of appeal unexploited.

Tuning in on your evening radio, you might have heard something like this:

". . . what news on the manpower front tonight? The biggest news I know of is the Firepower Caravan. It's been showing around the north central section of North Carolina -in Mount Airy, and Reidsville, and Hickory, Salisbury, Statesville, Spray, and High Point. . . . Thousands of people in that section of the State saw the show . . . and came away with a clearer idea of what our fighting men have to have. . . . They saw the big trucks roll into town, jeeps and wreckers, command cars and trucks with explosives and motorcycles. . . . And at night under the flood lights they saw a demonstration of booby traps. Jeeps careened around the field, towing field artillery pieces, maneuvering them into position with unbelievable speed.

...

"And climaxing the show came the sham battle. The flood lights went off and in the light of red flares and vari-colored smoke screens drifting across the field, the guns cut loose in a deafening demonstration of an actual battle.

"The whole thing adds up to a thrilling show-something to make you stop and think of what our boys are going through on the battlefronts. . . . Most of us will never come any closer to war than that sham battle and because it is remote from us, a lot of us have turned before the war is over to planning for ourselves in peacetime."

And then you heard something about essential war jobs-where you were needed. If you were in essential work, you were told to stay on your job. If not, you were instructed to go immediately to the USES office near you and let it direct you to a war job.

Or you might read these interesting facts about the star performers in your morning news:

"Band conductor Sgt. Callinicos was, former to his enlistment, one of the outstanding younger pianists of the Nation

who accompanied such distinguished artists as Lily Pons and Gladys Swarthout... in 1940 played a request performance at the White House. . . ."

Or,

"... Pvt. Liva, concert violinist, who was at 13 leader of an orchestra and later organized the Scranton Youth Symphony. Before his induction, he was a member of the 'Great Moments in Music' orchestra of CBS."

USES Manager Heads Town Committee

The town committee on arrangements, meeting in the USES office, with its manager as chairman, also had announcements proving that the caravan's arrival was an event: open house with this and that club as host . . . a concert in the high school by the army band . . reception committee of distinguished town officials ... representatives of various civic and business organizations having a hand in entertainment

After the first afternoon show, decision was made to hold shows only at night inasmuch as the afternoon crowd was composed mostly of children and older people who would not qualify for the ordnance jobs. Progressively larger crowds turned out each night for the three evening shows given at Roanoke. During the next 15 days, the caravan gave evening shows at Salem, Radford, Pulaski, Marion, and Wytheville in Virginia and Bluefield and Princeton in West Virginia. Later they spent 10 days in North Carolina. Parades were held on the day of arrival in each community and the equipment was kept on display at all times. The size of the crowds ranged from 3,000 to 6,000, a total of 85,000 persons seeing the shows.

The shows opened with the firing of the 105 mm. howitzer. Then the Master of Ceremonies climbed upon a truck platform and briefly announced the of the show. purpose

An Army sergeant, a former heavyweight champion next demonstrated how each weapon was used in the field. You heard GI Joe. A corporal demonstrated the danger of "booby traps." On the platform was a "set" of a furnished room in a house. After pointing out the various types of "booby traps" and explosives used in such traps, the corporal asked for a young woman volunteer to come up on the platform. As the young lady stepped on the steps leading up to the room, she touched off a "booby trap." Explosion followed explosion (the explosives being planted directly back of the demonstration truck) as the girl successively opened a door, opened a drawer in a desk, tried to open a window and then seated herself in a chair.

Following the "booby trap" demonstration, which was the hit of the show, the WMC area director talked briefly on the particular and general needs for war workers.

The Roanoke Caravan proved outstandingly successful and it proved the point that for these caravans to be effective they must have the sure-fire materials and talent to put on a good show. If they do, the "grapevine" between communities advertises the fact, and attendance is assured. The band leaders, the master of ceremonies, the war heroes, the noise of the guns all play a part. Manpower officials should be tied directly into the demonstrations. Local office managers should be ready to make good talks on the need for workers and they should have manpower recruiters working the community while caravans are in the vicinity. Signs calling attention to the fact that recruitment is by the WMC through local employment offices should be prominently displayed.

The Army spends money and devotes a great deal of attention to these shows because of the urgent need for workers in plants with which they have contracts. In Region IV, they cooperated wholeheartedly and effectively with manpower officials and the region found the caravans were really effective. One man(Continued on p. 14)

School for
Coal Miners

By RULON S. HOWELLS

Division of Training, WMC,
Salt Lake City, Utah

UNTIL TWO YEARS AGO, most men in the coal mining district of Carbon County, Utah, had learned how to mine coal the hard way over years of experience. The mines had not been pushed for maximum production, and enough men with coal mining experience were always available. Then overnight, Utah developed into a steel-producing center, and coal became a prime demand. It was not only needed, but needed immediately and in large quantities; and a lot more workers would be needed to bring the coal to the surface. Withdrawals for the armed services and more desirable jobs in other parts of the State, where living conditions were better, had attracted many of the coal miners from the Carbon County coal district, cutting down its labor supply severely.

Recruiting for experienced coal miners extended into many parts of the United States, but the mines still lacked a great many workers. The local United States Employment Service office referred every available man it could find-including farmers, teachers, clerks, and laborers, regardless of the lack of any previous mining experience.

Need for Training Program

Mine superintendents and their foremen soon found that the old, hard way, "by guess and by gosh" methods, was not getting results. The green worker had to be handled differently. Supervisors found they could not handle these men in the same rough way that they used to handle the experienced coal miners. They could not just take them down into a mine. shaft, turn out the lights, blow a whistle behind them and thus initiate them into the job. The going was too tough, and after a brief period they would pick up and leave and get other work with equal or more pay in a nearby town. Yet, expensive machinery had to be operated even if it had to be done by inexperienced workers, since the coal had to be mined. A training program was needed and the local War Manpower Commission and the State Department of Vocational Education tackled the job. The director of the local vocational center at Carbon Junior College in Price, himself an experienced coal miner, together with members of the State Department of Vocational Education and mine foremen, proceeded to break down job operations and write up clear, concise job descriptions.

Various phases of the different jobs were considered: in the Administrative Department a brief outline of duties was given for coal inspector, tipple

inspector, tester, fire boss, maintenance foreman, mine foreman, safety inspector, supply man, and superintendent; in the Construction and Maintenance Department, job descriptions were made up for brattice man, bonder, lamp man, mine electrician, pump man, track man, tipple mechanic, etc.; in the Extraction Department for coal loader, driller, loader operator, machine man, powder man, shot firer, etc.; in the Haulage Department for brakeman, cager, conveyor man, dispatcher, hoist operator, motorman, trapper, monitor operator, etc.; and in the Preparation and Shipping Department for car dropper, car trimmer, check weighman, coal crusher operator, jury man, screener, tipple operator, weighmaster, and others.

Each job was described in its simplest terms and its relationship to the other jobs clearly indicated. Operational steps and the key joints in the operation of any particular job were pointed out. Graphs were used to illustrate the right and wrong way of doing the job. Then the mine superintendent and a qualified miner were "loaned" to the State Department of Vocational Education, and put on its pay roll. These men became instructors and were given special training as job instructors and taught methods for instructing others and for conducting sessions and classes on the job in the various parts of the mines.

Five to eight new men would accompany the instructor down into the mine to learn the right way to do the job safely, quickly, and efficiently. Some mines trained a few men for specific types of work; others needed crews of workers who could learn how to do two or more jobs together in the safest and most efficient way.

Classes Held Underground

These "classes" and on-the-job training periods. were often conducted hundreds of feet below the surface of the earth, and included trainees who had never been underground before. Every short-cut to get the worker producing as quickly as possible was made. Instructors, too, were given refresher supplemental training so that they might constantly be on their toes to get the job done in the shortest time.

The trainees were told about privileges and facilities available to them as employees of the company. They were also informed as to the functions of the labor-management committees which render aid in many ways, such as helping to arrange for extra gasoline if the workers lived at a distance.

Supervisory training was handled under the direction of the Training-Within-Industry representative on Job Instructor Training and Job Methods Training and given to supervisors so that after the new men were trained on the job, and then turned over to foremen or sub-foremen, the supervisory training given to these foremen and sub-foremen would enable them to handle the men more capably. A special course, developed by the State Department of Vocational Education in "Problems of Handling People," has also been given to supervisors. This course is focused mainly on the "reprimand" and on "inducting (Continued on p. 14)