FINDING WORK

Grey River Argus, 9 May 1936, Page 10

FINDING WORK

The Government Plans Following inire the details of the scheme under which the (liovernmen’. is endeavouring 'to promote employment :— VOCATIONAL ANALYSIS AND SUBSEQUENT PLACEMENT OF UNEMPLOYED. It is desired to make a material advance in our efforts to secure placement of registered unemployed, including those who are registered but not actually in receipt of relief, and, in particular, sedentary workers who, unaided, would experience unusual difficulty in securing placement. In pursuance of this policy, the following feature's will require special attention. .1. Local control and organisation; 2. Psychological aspect; 3. Registration, examination, and detailed record of each man’s present personality, mentality, general health, etc., and apparent suitability for a .specific sub-division or sub-divisions of a particular trade or industry; 4. Creation and retention of goodwill. co-operation and confidence on the part of employers; 5. Personal contact with employers and employing organisations, and with workers; C>. Notification and filling of vacancies; 7. Prompt attention to advertised or known vacancies; S. Employment eertifieates; 9. Assessment of “ability”; 19. Mobility of labour; 11. Suggestions for improvements of methods. I. Local Control and Organisation: The Certifying Officer will be responsible for the efficient conduct of placement operations, but the actual work will be carried out by an officer under his direction and control. This must be read as that the Certifying Officer must take a really live interest, in the work, and keep in constant touch with methods, their application and their results. There must, therefore, be frequent consultation between the Certifying Officer and the Placement Officer. The Certifying Officer should select, either from the ranks of Bureau workers, or registered unemployed, a man who has—(a) had previous dealings with large numbers of men; (b) a good general knowledge of sub-divisions for trades, commerce, ot e.; (e) personality, address and appearance procuring opportunity of discussion with executives of large firms, etc., and other employers; (d) tact, energy, enthusiasm, the ability to sympathetically deal with ami guide men to consideration and aceeptanco of what appears to fie their most, suitable avenue of employment, and sufficient clerical ability to supervise office records.

T’he name, status, pay. experience etc., of tlh' projmsed appointee shall be submitted to this office for pr.or approval. If a really suitable man is not available a, sceond-rat-i> man should not be nominated, puf 'the fact reported here. An assistant should be detailed so that employers’ inquiries will receive attention during tho temporary absence of the Placement Officer. 2. Psychological Aspect:

They must not- sit jn (heir officers and hopefully await calls from employers but must get out among the business houses, factory, mill and construction offices and search for and obtain opportunities for the placement of registered men. They must do even more than this—they should where at ■all possible*, endeavour to persuade- employers to engage now a man whom he realises or tilings will be required when business looks tip a bit." In the submission of applicants for employment, due consideration should be paid to the type of employer and to the nature of his business. For instance, when l the individual is required as a unit- to work in close co-ordina-tion ’will) a number of others, (e.g. the "chain" system'), it would bo idle to submit any but experienced and competent men. On the other hand, soim< employers mav prefer to sacrifice "experience'-’ to some extent- in favour of an applicant who has a pleasing personality, and is promising and intelligent.

The Placement Officer should be careful to implant in the minds of applicants during the in'tial interv'ew that his sole desire is to help tin m along the way of misfortune to a brighter future in permanent or sem’ipertmineinl employment. He must, at all times bo patient and tactful, realising (ha.l wlrle he himself knows details of the employment position, each relief worker doos not, but is anxious to obtain a.s much information as possible.

1,1 is difficult to particularise regarding the psychological aspect, but the above indications will provide the basis for thought on tho part of locai adin'lnist ratoi's.

3. Registration and Examination: A't 'time of registration, each applicant should be required to visit the placement Officer, who will ecord the necessary particulars of the applicant’s position,' qualifications, etc., on card E.P.234. This is designed to afford <i complete pun-picture of the applicant" industrial fitness. Place of birth is included for .statistical purposes, while refi rence to dependants is to indicate •priority of placement where other conit ions are equal. If the- applicant is able to furnish information not provided for on the form, but having a bearing upon his ability or unsuitability lor work, such should be recorded. Cards should be kept in alphabetical order within each occupation and withdrawn to a “ Suspense Register’ ’ upon placement or when the applicant has not reported for. say. two weeks. All testimonials and statements of past e?.]>erie'Tiee .(since, say, 1920), should be verified bv reference to the signatories or employers who should be communicated with by form E.P.235, which is self-explanatory. An addressed envelope (postage collect) for reply purposes should be forwarded with the inquiry. Return postage, will be paid periodically by voucher. Bureau telephone number should be inserted before. <1 estml ch', This verification of t est i nurnial.s is necessary, as it has Impf.e.ned that employers have dismissed men ‘‘or dishonest praeUee but given them a good testimonial in order to assist them in obtaining other employment.

Owing to influences of Hie economic depression, many men will have been displaced from their then normal em-

ployment and been compelled to engage in some different form of work. Actually they may have become more efficient in their ‘ ‘ adopted ’> occupation than in their origimal position. In such cases, they should be induced to realise that their "normal" occupation should Im regarded as that- for which they are best suited, even though their natural preference is for Ih(< alteranti.ve. For instance, a |<redeprossion effiicient carpenter may have* subsequently acquired some d<'gree of skill as a motor-lorry driver; he should be shown that h : s own interests ar« best served hy regain’ng his skill ami seeking employment as a carpenter, even if only because the latter arc. in greater demand. The final result of such discussion should bo recorded as the normal "trade" though the alternative may be recorded as a reference of secondary value. (Tn such cases the applicant’s .name should be recorded on a "general" card within the alternative occupational group.

Determination of tho sub-division of a trade or occupation is very important. otherwise, misunderstanding involving loss of placement may occur. A di's'gnat ion such as " t inilier worker" ..is of very little value, as that designation envoi's 47 categories, including stokers, blacksmiths, carnoiitors, engine-drivers, rite. It is obvious also that the categories here mentioned are insuffie’ent in themselves, as a carpenter mav be eom'pcte.’it in one class of work but not in others. Each anplieant should, therefore, bo questioned in order to ascertain hi< exact classification and the nature of work in which ho has had nxporioneo.

4. Co-operation of Employers: It is of vital importance that we should secure and retain the goodwill and co-operat ion of each and every employer with a view to leading him to immediately associate “man required ’’ with “Government Employment IB.urean, ’■' and to afford the Bureau the first opportunity of submitting candidates for 4he vacant position. Wo must, therefore, always have his goodwill and confidence, and this can be attained only by arranging for several men to promptly report for selection and by paying careful attention 'to any special conditions or qualifications stipulated. The greatest care must be, exercised to avoid over-rating <anv man’s ability or other quality; any form'of misrepresentation is likely to be fatal to sueeossful placements.

'l'he keynote of success will be “Service to Employers’’ as .such w'll benefit workers as a natural consequence.

The, treatment of men who have unfortunate antecedent history is most difficult and delicate. Generally. men with a. past record of dishonesty should not be reeom'inend('<d for a position of ’trust; discussion with individual emplovers will, however, disclose their attitude in this direction, ami every resultant opportunity should bc> availed of to rehabilitate the candidate who is anxious to redeem the past; it must, however, always bo home in mind that misrepresent at ion cannot. Im excused, even if a resultant placement appears certain. 5 Contact: To ensure earliest application of this plan, vocational interviews should commence with those men belonging to categories employed by the largest trade concerns operating in your district. . The verification of testimonials and statements should be concentrated upon with the object of enabling preparation and despatch of the first trade list (and circular E.P.240). As •earlier opportunity offers, or im’mediately upon completion of the above list, the next largest groups should he undertaken, and that course followed until all present applicants haw been dealt with. Issue should be withhold until a reasonable number of verified men are available. When registered men hax< been completely checked up. a further issue of this form should be made. The

.Bureau telepho-ne number should be inserted before* issue. Post-registration contact with the candidate is a matter for earnest e.onsiderirtion. .It is necessary that no delay occur in presenting men for si'leet’.on. Under present conditions, ;t ■would be necessary to get in touch with tlii' candidate by mail or m'essengor. hut it should be possible to improve upon this by suggesting to inch worker that while not actually working, he would be studying h.s own interests by .frequemtly reporting to ascertain whether any suitable position is available. Details of vacancies can also be recorded on a notice-board and applications therefor be invited. Contact -with employers may be made by personal visit, correspondence Or telephone —the personal contact is most valuable but should not be overdone lest undue call upon employers’ lime results. The initial approach should be by circular E.P.240, which is to be accompanied by a list of oc cupat’ons, etc. This list should contain only the* numbers of men in each trade whose references have been satisfaciorily verified. The Placement Oftieor should ncriodically approach all employers, trade association representatives. etc., in :t personal or l eh'phonie canvass lor employment opportunit v, pointing out that the mere fact 'that a man has registered as unemployed does not sign■,!‘v ineompcf•'•ncy, but re,ally lack of financial resources to tide him over a period of temporary unemployment, and enlisting their sympathy and support. 6 Notification and Filling of Vacancies Inquiries for labour should at once lifi recorded on form’ 1-1.P.235, part ■eular care b dug exercised to obtain sufficient d< tails to determine exactly the class of labour required. This noeesmty will be apparent when it is realised that, a- motor-car bodv upholsterer is unsuitable for furniture upholstery: that “d/river” may relate to driver of «. horse, tram omnibus, lorrv, motor-car. locomotive, stationary engim. etc.; that an architect may be required for ordinary dwellings, .for erection of groups of small shops, tor large earthquake resisting, re nforeed cone.iy .buildings, for naval work c*‘.e. Tt is most important to obtain suftie’ently full details to enable selection of the type of labour required. The information provided at the* foot of form E.P.238 (w’th name of employer') should bo transferred to the worker’s individual cards (E.P.234) in order to have a, complete history of the I )**nart merit ! s efforts to place such men, T'orm L.P.239 is self-explanatory. ■Reference to selection or failure to report should be endorsed on <*aeh relative worker's card (E.P.231).

7. Advertised Vacancies: (Fonn E.P. 2.76): ' This form is for use in replying to advertisements which in inanv eases bear onlv a noni-di'-plume, number, etc. Whore the name of th.' advertiser is published. he should be requested bv telephone to afford von on opportune of submitting applicants: prompt action in securing contact between applicant and prospective employer is then called for. Bureau telephone number should be inserted before issue. 8. Employment Certificates: (E.P.237): Once an applicant’s testimonial and statements have been investigated and verified as satisfactory (but not before this), an “Employment Certificate*’’ mav be issued to him and his own effort's to obtain employment thus facilitated. As this certificate will be looked upon a s almost a guarantee of integrity and ability, it should not be issued lightly or in eases of men with past record of dishonesty, as it is undesirable that such certificates should be qualified ami their issue,. without any oualilieation in such eases would be eon sider e d misropresen t a t io n. These certificates will in time be held to re-

present a certain standard in the eyes ( of employers, and it ts especially important that llie standard shall be one which will afford registered men first, preference. As the form will indicate, certificates are issued only for one month, but may be renewed for a further month. After'this period, a frosh form should be issued and the old form j carefully destroyed. The form should be issued without any alteration so that anv manipulation will he regarded with suspicion by all concerned. Those certificates should be typed or neatly written and issued with a complete absence of any alterations. Bureau telephone number should be inserted. Certificates may not on any account ( lie ’bstied unless satisfactory replies to inquiries have been received. Whore a second certificate is issued, the original should be collected ami dost roved, illn eases of past record of dishonesty a certificate will not be issued, though endeavours will be made to secure'' placeim nfs (see preceding clause of C'.reular), 9. Asasssiutnt of “Ability”: z It. is very dillicult to assess a man’s actual industrial ability although some indicat io.n can be obtain",! from verified testimonials and inquiries from previous employers. An additional, guide may be obtained by ascertaining the reason why a nominated .man fails to secure placement. In fainness •to the man. however, this latter ind’ention should he regarded only as a “guide” and not as one of fact. 10. Mobility !tof Labour: \Vher ( . at all possible, applicants should be induced to hold themselves in readiness to accept work :-.t a distance from their homes, as o'henv'se they may lose an opportunity of placement. It can be pointed out that competition for positions outside thew homes area will not be so keen, and therefore thoir chances will be enhanced if they are known to be available I hereto r. Opportunity should not be lost of securing compel en t labour from neigh- i bouring Bureaux -where a suitable man is not locally available, and in preparation therefore Certifying Officers should enlist the co-operation of neighbouring Certifying Officers. When an applicant is unable to finance transport to an offered position, outside his home area. Certifying Officers mav issue a transport order, the cost of which will be repayable in one sum or by reasonable instalments (according to the circumstances of the applicant and the wages to be received). 11. Improvement' of Existing Methods; Experience will probably suggest Improvements offering better results in the way of placements, and all officers p are mv'ited to submit such suggestions to the Certifying Officer. who will in eviry ease transmit to this office for consideration any suggestions which appear to possess merit. Supplies of forms will be forwarded as soon as available. This scheme is not restricted to relief workers —unemployed men may register for placement but not for relief, and these will not bo called upon to complete the ordinary relief forms. It is not desired that the placement S”ction should establish a separate filing svstem for correspondence -—oniee testimonials and statements have been verified, the correspondence should he attached to the Bureau personalia. As all available information will bv then have been entered on the I Employment Index Card, further reference to the persona! file should be generally unnecessary.