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WHITE COLLAR PROGRAMS

Less education was the difference mentioned most often in White

Collar programs. Differences in attitudes, especially a lack of selfconfidence or motivation,were also noted frequently. A lack of experience and skills, lower reading or math levels, lower test scores, less stable employment records and more personal problems than regular employees were also mentioned in White Collar programs.

Four White Collar programs (all retail firms) noted little or no difference between MA trainees, and employees were hired through

regular procedures.

BLUE COLLAR PROGRAMS

In Blue Collar programs, differences in attitude, lower educational

level, lack of experience or skills and poor employment records were mentioned about equally. Seven of the Blue Collar programs (primarily in the "Light" category) noted no significant differences between trainees and those they ordinarily hire for similar jobs.

The fact that 11 programs noted no significant differences between trainees and regular employees does not mean that their trainees were less disadvantaged than those in other programs. For the most part, these programs were in companies whose regular work force is drawn from the disadvantaged population.

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CHARACTERISTICS of PROGRAMS

WAGES DURING and AFTER TRAINING

Over 90% of the trainees were paid less than $2.20/hr. at the
beginning of their training programs, with $1.95 the median training wage.

By the end of their training programs, one in five trainees could
look forward to earning $2.60/hr. or more, two in five to jobs paying from
$2.20 to $2.59, while 27% would be earning between $2.00 and $2.19.
One in seven (14%) of the trainees were in jobs that paid less than $2.00/hr..
even after training.

TRAINING and POST-TRAINING WAGES
ALL PROGRAMS (7,369 Trainees)

Training Wages ($/Hr.)

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WAGES and TRAINEE CHARACTERISTICS

In general, the lower the post-training wage level, the higher the proportion of Spanish-speaking and of Women trainees. As a result, in the programs with average post-training wages of $2.40/hr. or more, only 22% of the jobs were held by Spanish-speaking trainees and 41% by Women.

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A number of factors may have contributed to this pattern of employment.
The best paying jobs were maintenance positions with the Airlines

and a variety of "Heavy" Blue Collar jobs which were unsuitable for women
because of the heavy work involved. The relatively low proportion of
Puerto Ricans in these programs may have been due to language requirements,
but their distance from large Puerto Rican neighborhoods may also have been

a factor.

On the other hand, the lowest paying jobs were for assemblers, inspectors, etc. in light manufacturing companies, which are ordinarily filled by Black and Puerto Rican women.

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WHITE COLLAR PROGRAMS

The majority of the lower-wage White Collar jobs (those with post-
training wages of $2.19 and below) were in Retail programs. Retail wages
increased, on the average, $.15/hr., while trainees in Banking, Insurance
and other White Collar programs earned, on the average, $.45/hr. more
by the end of their training programs.

The post-training wage for White Collar trainees (other than Retail)

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BLUE COLLAR PROGRAMS

In general, the lower the training wage for Blue Collar jobs, the
smaller the wage increase received after training. The result is a three-
peaked pattern with Utilities, Air Transportation, and 'Heavy" Blue Collar
jobs making up the moderate and high wage categories, while "Light" Blue
Collar programs contributed most of the low wage (below $2.00/hr.) joba,

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