FEDERAL AGENCY: MANPOWER ADMINISTRATION, DEPART

MENT OF LABOR AUTHORIZATION: immigration and Nationality Act of 1952; Public

Law 89-236. OBJECTIVES: To protect jobs of American workers by assuring that

the immigration of nonagricultural workers will not adversely

affect their wages and working conditions. TYPES OF ASSISTANCE: Provision of Specialized Services. USES AND USE RESTRICTIONS: Aliens who seeks to immigrate to

the United States for employment shall be excluded from admission unless the Secretary of Labor determines and certifies to the Secretary of State and to the Attorney General that there are not sufficient U.S. workers available for the employment and that the employment of such aliens will not adversely affect the wages and working conditions of U.S. workers similarly employed; and render advisory opinions to the Attorney General on petitions to accord third and sixth preference status to aliens seeking employment as immigrants; and render advisory opinions to the Attorney General on applications for alien employment for

temporary work under section 101(a) (15) (H) (ü) of the act. ELIGIBILITY REQUIREMENTS: Applicant Eligibility: (1) Any employer who is unable to find

qualified workers to meet his needs is eligible to file an application for alien employment certification and (2) any alien of advanced education and experience who wishes to enter the United States for employment as a professional, scientific or artistic worker is

ble to file an application for alien employment certification. Beneficiary Eligibility: (1) American nonagricultural workers; (2)

any alien who wishes to enter the United States for employment and is qualified for certification as a professional, scientist, artist or other occupation listed on Schedule A, precertification list of the Department of Labor, or any alien in certain skilled occupations certified on the basis of a job offer are eligible to

apply for a labor certification. Credentials/Documentation: Those seeking eligibility under Schedule

A must document their qualifications as a member of a profession or as being outstanding in the arts or sciences. Those king a labor certification as skilled workers must have a job offer certified by the Department of Labor set forth in detail in Part 60,

Title 29, Code of Federal Regulations.
APPLICATION AND AWARD PROCESS:

Preapplication Coordination: None.
Application Procedure: Employers contact the appropriate local

office of the state employment security system and aliens contact
a U.S. Consul abroad or the Immigration and Naturalization

Service in the United States.
Award Procedure: None.
Deadlines: None.
Range of Approval/Disapproval Time: 2 to 4 weeks.
Appeals: The procedure for appeals is explained in Title 29, code of

Federal Regulations; Part 60.4 (C, D, E).
Renewals: Not applicable.
ASSISTANCE CONSIDERATIONS:

Formula and Matching Requirements: Not applicable.

Length and Time Phasing of Assistance: Not applicable.
POST ASSISTANCE REQUIREMENTS:

Reports: Not applicable.
Audits: Not applicable.

Records: Not applicable.
FINANCIAL INFORMATION:

Account Identification: 12-05-0172-0-1-604.
Obligations: Not separately identifiable.

Range and Average of Financial Assistance: Not applicable. PROGRAM ACCOMPLISHMENTS: The Department of Labor issued

approximately 100,000 certifications in the past year. REGULATIONS, GUIDELINES, AND LITERATURE: References in

the Code of Federal Regulations: For permanent employment; Title 29, CFR Part 60; for temporary employment; Title 20, CFR

Part 602.10. INFORMATION CONTACTS: Regional or Local Office: Contact the local office of the state

employment service. Headquarters Office: Director, Program Service Staff, U.S. Training

and Employment Service, Manpower Administration, Department

of Labor, Washington, D.C. 20210. Telephone: (202) 961-3013. RELATED PROGRAMS: 17.202, Certification of Foreign Workers for

Agricultural and Logging Employment.

FEDERAL AGENCY: MANPOWER ADMINISTRATION, DEPART

MENT OF LABOR AUTHORIZATION: Economic Opportunity Act of 1964, as amended,

section 123(a)5. OBJECTIVES: Concentrated employment programs are established by

priority in urban neighborhoods or rural areas having serious problems of unemployment and subemployment. They coordinate and concentrate Federal manpower efforts to attack the total employment problems of the hardest hit of the disadvantaged in a

way that will make a significant impact in the area. TYPES OF ASSISTANCE: Project Grants; Advisory Services and

Counseling USES AND USE RESTRICTIONS: The Concentrated Employment

Program (CEP) is a system of packaging and delivering manpower services. Working through a single contract with a single sponsor (usually a Community Action Agency), the Manpower Administration provides a flexible package of manpower programs, including outreach and recruitment; orientation; counseling and job coaching; basic education; various medical day care, and other supportive services; work experience or vocational training under a variety of individual manpower programs; job development and placement; and individualized followup after placement. Manpower employability and training services are provided only to disadvantaged residents of the locally defined

CEP target area. ELIGIBILITY REQUIREMENTS:

Applicant Eligibility: No new projects are being funded. See

beneficiary eligibility. Existing annual contracts are being renewed

where appropriate. Beneficiary Eligibility: Residents of the CEP Target Area who are

disadvantaged. For manpower program purposes, a disadvantaged individual is one who is poor and does not have suitable employment and who is either (1) a school dropout, (2) under 22 years, (3) 45 years or older, (4) handicapped, or (5) one who has

some other obstacle to employment. Credentials/Documentation: Not applicable. APPLICATION AND AWARD PROCESS:

Preapplication Coordination: Not applicable.
Application Procedure: No new applications being accepted at this

time. Award Procedure: Notification of award must be made to the

designated State Central Information Reception Agency (SF 240). Deadlines: Not applicable. Range of Approval/Disapproval Time: Not applicable. Appeals: Not applicable.

Renewals: There are renewable annual contracts for program years
ASSISTANCE CONSIDERATIONS:
Formula and Matching Requirements: 10 percent local matching

funds are required.
Length and Time Phasing of Assistance: Variable.
POST ASSISTANCE REQUIREMENTS:
Reports: Monthly.

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FEDERAL AGENCY: MANPOWER ADMINISTRATION, DEPART

MENT OF LABOR
AUTHORIZATION: Wagner-Peyser Act of 1933, Public Law 73-30, 42

U.S.C. 501-503; 29 U.S.C. 49-49n, 5 U.S.C. 616, 29 U.S.C. 31, 20
U.S.C. 107; Service Readjustment Act of 1944, 38 U.S.C. 41,

Public Law 89-358. | OBJECTIVES: To place persons in employment by providing services

to individuals in need of preparation and placement in jobs and to

employers seeking qualified individuals to fill job openings. TYPES OF ASSISTANCE: Project Grants; Advisory Services and

Counseling; Provision of Specialized Services. USES AND USE RESTRICTIONS: Through Federal grants states

operate over 2,300 local offices of state employment services which serve those seeking or needing employment and those providing it. General services include interviewing, testing, counseling, and referral to placement or to appropriate training or other services involved in readying individuals for employment. Specialized services include:

1. Human Resources Development - Service to the Disadvantaged. Special efforts are directed at locating disadvantaged, poor, and unemployed persons handicapped by race, age, lack of education, or physical or mental disabilities and assisting them in preparation for the job market. Services included intensive testing, counseling, referral to training and other social services, job development, job placement, and followup.

2. Early Warning of Mass Layoff. Local offices, acting on evidence or information of pending mass layoffs of substantial numbers of workers in an area, try to determine the number and skills of those to be laid off. Assessments are made of reemployment prospects, interviews of prospective layoffs are arranged and plans are developed for placement, training or introduction of new industries to hire those laid off. “Mass layoffs” may be defined as from 100 layoffs in areas of under 20,000 in population to 500 layoffs in larger areas.

3. Job Market Information. Provides information by industry on employment conditions and outlook for states and local areas; the nature of local and/or statewide shortage and sus workers in specific occupations; employability problems of unemployed workers and programs aimed at resolving these problems; the job market situation in particular industries; and occupational projections. Primary research sets up criteria to analyze worker skills and talents, and to identify, define, and code job functions for data collection and analysis. Occupational releases are developed for selected occupations showing nature of work, working conditions, entry requirements, outlook, and method of entry.

4. Defense Manpower Policy No. 4. Through this activity employers in areas found to have concentrated persistent and substantial unemployment may be certified for special consideration in the award of contracts to supply goods to the Federal Government.

5. Services to Older Workers. Services to older workers, age 45 and over, include specialized job counseling, job development, referral to training or necessary health and social services and job placement. A limited number of local offices have older worker service units to intensify, individualize, and personalize services to this age group

6. Service to Youth. The Employment Service maintains a year-round program of services to youth, including counseling, testing, referral to training and other agencies, job development, and placement. These services are provided through local ES offices and, in some metropolitan areas, through YOC's. The services to youth program is designed to provide employment services to youth, between 14 ané 22, who are recent high school dropouts or other youth entering the labor market. Among the significant components or activities included in the ES youth program are: 1) The Summer Employment Program which is designed to give a priority of service to disadvantaged youth and to enable them to return to school. 2) The Cooperative ES-School program represents one of the important means by which the ES

reaches out to new job market entrants to assist them in the crucial period when they make the transition from school to work. 3) The ES provides recruitment screening and referral to manpower training programs.

7. Services to the Handicapped. Includes special employment counseling services and placement assistance to physically and mentally handicapped persons seeking work in cooperation with other community agencies in serving the handicapped. Counselors use special placement techniques to help match the physical demands of a job to the capacities of a worker.

Special job development is provided the worker through contact with employers. Special information activities and promotional and educational activities are directed toward employers and labor organizations to improve employment opportunities for the handicapped.

8. Special Services to Inmates of Correctional Institutions. Special services are provided to inmates and former inmates of correctional institutions in cooperation with Federal, state, and local correctional institutions and probation officers by making available its placement, employment counseling, and testing services to assist in the placement and job adjustment of inmates who are currently being released from correctional institutions. Local office assistance can be arranged to include group orientation, testing, and counseling before, during and after incarceration, as well as job market information, job development, and placement assistance. Correctional authorities are also given technical assistance in planning training programs.

9. Services to Selective Service Rejectees. Interviews are conducted by state employment service representatives at Armed Forces examining and entrance stations of young men rejected for military service for the purpose of providing assistance in finding suitable employment. After identification of the assistance needed by the young men, interviews refer them to the local office of the state employment service for special employment services or to cooperating agencies for remedial education, skills development, medical, welfare, rehabilitation, or other needed services.

10. Services to Veterans. By law and regulation, state employment service local offices provide priority in prereferral, selection, and referral services to veterans seeking employment assistance, with preferential treatment for the disabled. Each state employment service agency is assigned a Federal Veterans Employment Representative, and local employment service offices designate a staff member with the responsibility for serving veterans and insuring that the intent of laws covering veterans' priority and preferential treatment in services is effectively carried out. In addition, visits are made to military bases and veterans hospitals to explain the services available and to provide assistance to disabled veterans and servicemen.

11. Apprenticeship Information. Apprenticeship information centers are located in state employment service local offices for the purpose of providing central and easily accessible sources of information, guidance, and counseling concerning apprenticeship opportunities, requirements and enrollment in labor market areas where the apprenticeable trades are located.

12. Rural Services. In rural and farming regions several services are provided peculiar to those areas and industries. Guidance for these services is provided to state employment services by the Farm Labor and Rural Manpower Service of the Manpower Administration which in turn provides: state employment service offices, (1) recruit and place year-round workers in farm and wood related industries, (2) help farmers meet critical, seasonal labor needs by "day-haul” of high school and college youth, normally nonfarm work force, reservation Indians, and Puerto Ricans, (3) recruit and arrange for the movement of migratory farm workers from supply to demand areas, (4) and determine the need for training in farm and wood related industry skills. Ottuma, or a rea-organization, concept approach to providing manpower services to rural areas.

Employment security agencies in 11 states have reorganized their local office structure in certain rural areas to better provide

uses of

manpower services'to a functional economic area, rather than a limited geographical area as was formerly the case. Specialized services are now centered in an area office, usually in the “hub” city of the area, and other offices serve as “satellite" or "feeder" offices to the area office. An area manager is responsible for all ES activities in the designated area, and tie-ins with job banks are being initiated.

13. Mobile Employment Services to Smaller Communities and Rural Areas. Mobile employment service teams are sent by the state employment service to serve rural areas by interviewing, job counseling and testing, selection and referral to training programs, concerted job development efforts, dissemination of job market information, job placement, and followup service. To help the community attract new industry to an area, the mobile team compiles and publishes a comprehensive manpower resource report on each area served, profiling its available and potential skills, detailed information on the area's economy and its institutional components. The team assists communities to recognize and overcome existing economic imbalances and employment problems by encouraging coordinated local planning efforts which determine the need for training and retraining programs and projects possible under Federal, state, and local

legislation.
ELIGIBILITY REQUIREMENTS:

Applicant Eligibility: State employment security agencies.
Beneficiary Eligibility: All employers, those in need of employment,

community groups, employer organizations, educational or
training institutions are eligible. Emphasis is placed on the
disadvantaged and those providing employment for the

disadvantaged. Credentials/Documentation: Some services do require certain

credentials such as licenses for placement in positions requiring it,

but ordinarily no documentation or credentials are required. APPLICATION AND AWARD PROCESS:

Preapplication Coordination: None.
Application Procedure: Contact the nearest local office of the state

employment service. Award Procedure: State Information Reception Agencies are notified

via standard form 240.
Deadlines: Not applicable.
Range of Approval/Disapproval Time: Not applicable.
Appeals: Not applicable.

Renewals: Not applicable.
ASSISTANCE CONSIDERATIONS:

Formula and Matching Requirements: Not applicable.
Length and Time Phasing of Assistance: Length, funded annually;

Time, nds are apportioned quarterly.
POST ASSISTANCE REQUIREMENTS:

Reports: Monthly reporting under Manpower Administration

procedure is required. Audits: Standard Federal audits are applicable.

Records: Standard records for audits are required.
FINANCIAL INFORMATION:

Account Identification: 12-05-8042-0-7-999.
Obligations: (Grants) FY 70 $348,000,000; FY 71 est

$374,000,000; and FY 72 est $395,000,000. Range and Average of Financial Assistance: Dependent upon state

requests. PROGRAM ACCOMPLISHMENTS: During fiscal year 1970, the

Employment Service took 9,957,100 new applications, 1,640,300 of which were from disadvantaged applicants. Over 4,600,000 nonfarm placements and 4,540,300 farm placements were made. Of those placed in nonfarm jobs, 964,400 were disadvantaged. Nine hundred and seventy thousand veterans were placed in nonfarm jobs.

It is anticipated that in fiscal year 1971 there will be

10,100,000 new applications and 326,700 nonfarm placements. REGULATIONS, GUIDELINES, AND LITERATURE: Following are

available from State Employment Security Agencies; “Manpower Programs for Senior Citizens,”; “Ability Is Ageless"; "Mr Employer, Help Is Here”; “Area Trends in Employment and Unemployment”. State and Labor Area Newsletters, Directory of Important Labor Areas, Industry Manpower Surveys, Occupational Guides for Selected Occupations.

The following are available from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402: “Dictionary of Occupational Titles,” $9.25; “Job Guide for Young Workers 1969-70 Edition,” $1.50; “Industries and Jobs Brought to Rural Areas Through Smaller Communities Program," 0-232-800; “Seven Services - How the Employment Service Helps the Handicapped,” $0.15; and “Interviewing Guides for Specific

Disabilities” (cost varies with individual guide). INFORMATION CONTACTS: Regional or Local Office: Contact the nearest office of State

Employment Security Office. Headquarters Office: Director, Program Service Staff; U.S. Training

and Employment Service, Manpower Administration, U.S. Department of Labor Washington, D.C. 20210, Telephone: (202)

961-3013. RELATED PROGRAMS: 17.210, Job Bank; 13.730, Rehabilitation

Services Projects - Project with Industry; 27.001, Federal Civil
Service Employment; 27.002, Federal Employment Assistance for
Veterans; 27.003, Federal Employment for Disadvantaged Youth -
Part-Time; 27.004, Federal Employment for Disadvantaged
Youth - Summer; 27.005, Federal Em oyment for the
Handicapped; 53.001, Handicapped Employment Promotion.

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