The balance, 72 persons, or 14 percent, are still engaged as students. They are following the same routine we have used from the beginning. Most of them board a bus in the ghetto area of Boston each morning, five days a week, and arrive at their training center on the same time schedule as that followed by several thousand other Raytheon employees who work in the same immediate area. They spend eight and one-half hours at the training center each day.

With respect to persons who voluntarily dropped out of one of the programs, the reasons are worth noting: Of 47 persons who terminated voluntarily under our current MA-4 Contract, 20, or 42 percent, left to take higher paying jobs. Eight returned home to care for their children. Six left for military service. Five left for illness or pregnancy, but two of these have returned to the Raytheon program, and one other is working for another company. Assorted personal reasons account for the remaining eight dropouts.

Out of this total experience, we have the following recommendations to offer to your subcommittee:

1. The JOBS 70 Entry Program should be modified to allow for a much larger percentage of time to be spent on special counseling. Currently the program states that only five percent of the total hours allowed for onthe-job training and job-related education, may be used for counseling. It is our belief that the biggest single factor in the success of the Raytheon program has been a very special type of counseling

-

and it

It has been our experience that the trainees' greatest help has come from a particular kind of dynamic group counseling, plus individual counseling, to enable them to understand the personal and social problems relating to their lives in their own community, and to the new lives they are about to assume in industry. The trainees must emerge with self-confidence and understanding to confront the largely new environment they are entering.

Our job training center, under the leadership of Mr. Herbert Fajors, its Director, has developed a program called Special Social Survival Techniques, SSST for short. After an individual evaluation of each trainee (performed by the Director when they first arrive), all of the trainees begin meeting as a group, including the staff, and the trainees are encouraged to communicate.

Completely frank and

open discussions of every aspect of their past, their present, and their future take place once the trainees are reached at their own intellectual and emotional level. The group and individuals evaluate themselves; individuals are evaluated by their peers; action is taken. In addition, individual counseling goes on all the time.

To accomplish this, of course, a strong, dedicated, intuitive, and positive-thinking staff is essential.

It should be noted that in Raytheon's case we are attempting to provide the trainees with relatively advanced skills such as drafting and secretarial. It has been our observation that when we increased the emphasis on "Survival Techniques," a marked improvement occurred in retention of the trainees after they had completed their training.

It is our recommendation that contractors be allowed to consume at least as much as 25 percent of the time for counseling, when trainees are learning drafting or secretarial skills. We will also volunteer the judgment that persons being trained for less technical occupations should perhaps be provided with an even larger percentage of "Survival" training because of

the shorter total training period.

2. The JOBS 70 Entry Program should be modified to allow companies to recover full costs when the training period in fact does not include any on-the-job work which is useful to the company. Our reason for this is that we believe higher-level types of jobs, such as drafting and secretarial, which should be an objective of this kind of program, require 100 percent of the initial time to be spent on training alone.

CONCLUSION

It is our belief that our Raytheon programs have been successful, and we wish to note that we have not sought or accepted any profit from them. As a result of the programs, 409 there are at least persons who are now useful members of the work force, and who are adding day by day to their dignity as citizens of the United States. The entire program has been a rewarding and heart-warming experience for our company. hope your subcommittee will give sympathetic consideration to the recommendations we have voiced here today, because we are convinced that they will improve the country's manpower and training program.

We

Mr. HENNEMUTH. We mention on the first page that we have been associated for roughly 3 years with the U.S. Labor Department in manpower and training activities. We have had both an MA-2and MA-4-contract and it is our belief that both of these programs have achieved the objectives of the Federal Manpower Training programs and also we are pleased that they have enabled us to extend employment opportunities into an area of our citizenry that we might not have reached as readily as we have other segments of the greater Boston employment market.

On page 2, sir, there are some figures here that I would like to try to emphasize because I think they tell our story best.

In the 26 months that we have been operating under Labor Department contracts, we have admitted 511 persons to our various training programs. Eighty-six percent have been from minority groups and 14 percent white; 49 percent have been males and 51 percent females. All of these people were certified as hard-core unemployed either by ABCD in Boston, which I suspect is known to you and your staff, or by the Massachusetts Division of Employment Security.

It is also worth noting, perhaps, that the educational level of our entering students ranged from third grade to the 1st year of college. Here is what our record looks like: Of the total of 511 persons admitted to the programs, 296 or 58 percent have completed their Raytheon training and are today actively employed either by Raytheon or by some other firm.

I think the jobs they are in are worth noting too. They are working as draftsmen, as secretaries, as clerk-typists, as keypunch operators, as cable makers, as computer operators, or in construction work.

Only five persons who have graduated from the program are now unemployed.

Going on, a total of 138 persons or 27 percent dropped out voluntarily or involuntarily from the two programs.

We think this is significant, that of those 138 dropouts, 113 are now gainfully employed in some occupation.

So that of the 511 whom we took in initially, we have a total of 409 who are now gainfully employed.

Senator NELSON. Did you take in the 500 at once or over a period of time?

Mr. HENNEMUTH. That is over a period of time, sir. We took in 50 to 70 at a time.

Senator NELSON. You have an ongoing program now?

Mr. HENNEMUTH. Yes, we do. We now have 72 persons as shown at the top of page 3, or 14 percent who are still engaged at students. These folks are using the same routine we have used from the beginning. Most of them board a bus in the ghetto area of Boston each morning, 5 days a week, and they arrive at their training center on the same time schedule as that followed by several thousand other Raytheon employees who work in the same immediate

area,

They do spend 812 hours at the training center each day. This was on purpose, by the way, during the training period, to attempt to