Mr. RUTTENBERG. I think, Mr. Chairman, looking just at the program from the beginning, as I recall in fiscal year 1965 we had only somewhere near 53,000 on-the-job trainees. In fiscal year 1966 we are doubling that to 100,000. Mr. FOGARTY. Then you are going to fall off in 1967? Mr. RUTTENBERG. To 125,000. I think the problem of moving so rapidly in fiscal year 1966-although I must say through January we have 41,000 of our goal of 100,000 in on-the-job training for the current fiscal year, so I think the Bureau of Apprenticeship and Training in on-the-job training has done a good job up to this point. AGREEMENTS WITH STATE APPRENTICESHIP AGENCIES Mr. FOGARTY. What is involved in the agreement you have with some State apprenticship agencies with regard to inservice training? Mr. RUTTENBERG. Our arrangements with State apprenticeship agencies provide for reimbursing the agency for trainees for which they are able to successfully develop projects with employers. We reimburse them up to a maximum not to exceed $70 per trainee. They are reimbursed for developing the OJT contract, for promoting it, for finding the employee who is willing to have on-the-job training program. It other words, it reimburses the State agencies for its personnel which it is using to promote the contract. That is a maximum of $70 per trainee. SALARIES AND EXPENSES, OFFICE OF MANPOWER ADMINISTRATOR Mr. FOGARTY. Under "Salaries and expenses," the request is $39,162,000, an increase of $3,783,200 over the amount estimated to be available for 1966, and an increase of 63 positions. NEW POSITIONS REQUESTED Will you give us a breakdown for the record of all these positions and job titles? Mr. RUTTENBERG. We can furnish that for the record, sir. (The information follows:) OFFICE OF THE MANPOWER ADMINISTRATOR DESCRIPTION OF DUTIES OF NEW POSITIONS FOR 1967 Activity 2. Planning, research, and evaluation Six of the twenty-seven new positions in this activity are needed in the Research Office. These positions are: The functions of these new jobs will be to provide planning for the expanded research program, to review contract and grant proposals, and to monitor and evaluate these research programs and make the findings available to the public and to interested groups both within and outside the Federal Government. Ten of the positions are for program planning and policy formulation. These include: GS-13 Manpower development specialist---. Clerk-stenographer_-_. 1423 Total____. 10 These positions will be involved in the appraisal and analysis of manpower programs and the preparation of staff studies and planning papers on these programs. They will participate in the development of data for planning and policy formulation in a number of specific program areas such as achieving improved coordination of manpower related programs, especially those in the antipoverty and health service fields; translating the findings of program experimentation and manpower research into program applications for strengthening and expanding manpower services; and other similar projects. The remaining 11 positions will be utilized for program evaluation and analysis. These positions are: The incumbents of these positions will participate in the evaluation of the overall manpower programs of the Manpower Administration. Further, they will be involved in the development of analytical studies and reports needed for planning and control by the Manpower Administration. Particular emphasis will be placed on the development of valid statistical measures of manpower programs. The statistical and financial data collected in connection with the administrative requirements of the program will be adapted for program evaluation purposes, Activity 3. Financial and management services The new positions requested for increased contracting and auditing services related to expansion of on-the-job training and research programs are the following: The 1967 program provides for a substantial increase in the on-the-job training program, and the research program. In each instance, these programs are operated by means of contracts and/or grants between the Federal Government and a wide variety of organizations-private employers, labor organizations and individuals. Each contract must be carefully and completely processed to insure the proper expenditure of Federal funds. The Office of Financial and Management Services provides contracting services in the negotiation, review and processing of contracts and grants. The Office also processes obligating documents and payments, reconciles audit reports and provides audit services to the program. In 1967, the on-the-job training program is projected to increase from a level of 100,000 trainees to a level of 125,000 trainees, a 25-percent program increase. The contractual and grant reserach program is estimated to increase by approximately 70 percent. In both of these programs, the workload in contracting and auditing services is directly related to the program workload. The new positions requested to provide expanded financial program data are the following: GS-12 Auditor. 1 1 1 Total_ 3 With the 2-year obligational authority provided for the MDTA program, the financial reporting and control of individual training projects occurs over a period of 2 years for obligational purposes and more than 2 years for purposes of actual expenditures. Financial information regarding obligation and expenditures of funds for each project must be collected and prepared for machine processing and analysis. Information must also be provided for all congressional and departmental reports on the status of the MDTA program. Currently financial information must be maintained separately on programs for fiscal years 1964, 1965, and 1966 which total close to $1 billion. The cumulative workload created by maintaining basic program financial information requires additional staff. The new positions requested for implementation of cost reduction and management improvement programs are the following: The President has called upon all agencies and departments in the Federal Government to increase efforts in the establishment and execution of cost reduction and management improvement programs. The Manpower Administration is actively participating in this program by providing for improved management procedures and policies. Emphasis will be placed upon improving the budgeting process by developing work measurement techniques and evaluating results against the budgeted program plans. Activity 4. Executive direction Eight positions will be required to assist the Manpower Administrator carry out his responsibilities under title VI of the Civil Rights Act of 1964. These positions are as follows: GS-16 Special assistant to the Manpower Administrator. 1 1 1 1 1 3 8 The incumbents of these positions will be responsible for establishing procedures for investigating complaints of discrimination prohibited by the act, of insuring that bureaus require all recipients of Federal funds to file compliance reports and for providing information and assistance to agencies within the Department of Labor as well as other Federal agencies in meeting the requirements of the act. The other six positions requested for this activity are needed to provide program integration for the Manpower Administration in the major metropolitan These positions are as follows: areas. The primary purpose of these positions is to plan, integrate, and expedite manpower activities that will increase the impact of the variety of training programs and resources in helping to resolve the employment and related problems in these major metropolitan areas. Activity 5. Trade adjustment activities The eight positions requested for this activity are as follows: GS-16 Assistant Manpower Administrator___. GS-15 Executive secretary GS-14 Labor economist. The basic functions of this staff will be provide secretariat staff services to the President's Automotive Act Adjustment Assistance Board and to provide for program direction and coordination of the Department of Labor's responsibilities for the determination of worker eligibility to receive adjustment allowances under the act. NEW RESEARCH PROGRAMS Mr. FOGARTY. The major part of the increase is $2,790,000 for research, which raises the funding level from $3,800,000 to $6,590,000, which means a sizable increase percentagewise, doesn't it? Mr. RUTTENBERG. That is right, sir. Mr. FOGARTY. Why do you consider this so much more important than the training programs? Mr. RUTTENBERG. We don't consider this much more important than the training programs. Mr. FOGARTY. The figures show that. Mr. RUTTENBERG. Yes, but these are new programs that have not been in being and are developing as we go along. Mr. FOGARTY. Give us a couple of examples of some worthwhile research programs. Mr. RUTTENBERG. I would be glad to. May I ask Dr. Aller to speak to that? Dr. ALLER. The regular research, the contract research stays the same. The changes go to, first, what we call the small grant program. Those have a ceiling of $10,000 each. They are used for supporting the research phase of a doctoral candidate in the general manpower field, and secondly, for supporting innovative research by academic personnel around the country. Out of those come new suggestions for methodology, proposals for research projects that might subsequently be handled under the contractual research. About half of the grants are for the new doctoral candidates and half go to faculty members. Mr. FOGARTY. Supply for the record two or three more examples. Dr. ALLER. Yes, sir. I have, which I could provide here, a list of the small grants that we have given so far this year. Mr. FOGARTY. Put them in the record. (The list referred to follows:) 59-316-66-pt. 1--16 Manpower Administration fiscal year 1966 research funds for small grants as of Dec. 31, 1965 National Opinion Research Council, University of Chicago: Followup University of Missouri: Job opportunities and job discrimination....... Yale University: Effects of education on income-a case study. Bureau of Social Science Research, Washington, D.C.: Occupational University of Wisconsin: Related vocational instruction of apprentice- Total__ $10, 000 6, 648 12, 372 1, 560 6, 407 3, 500 10, 872 6, 960 5, 000 8, 300 71, 619 MASTER PLAN FOR FUTURE RESEARCH Mr. FOGARTY. What is the master plan for future research which you talk about on page 18? Dr. ALLER. The master plan involves these elements: first of all, the priorities and allocations between the three kinds of programs, and the decision to try to expand the small grant program and the institutional support program. That is the major element. The second element of the master plan is to focus on those kinds of research areas we thought were most important. Let me say this: that in discussing the whole plan with the External Research Advisory Committee, their conclusion was that we ought to be aiming at a total research budget of $15 to $20 million. So that they viewed this as a very modest kind of program, and the strategy, or the plan, that we are presently operating on is simply one of picking out the most important areas where research is needed, ranking them in terms of priority, not using money on the lowest priority activities. They are good, but they simply are not things that we could support with this modest request. FINANCIAL AND MANAGEMENT SERVICES Mr. FOGARTY. You have an increase of $275,400 and 16 jobs for the activity, "Financial and management services." Why are they necessary? Mr. RUTTENBERG. That is directly related to the expansion of the number of on-the-job contracts in terms of expansion of OJT trainees from 100,000 in 1966 to 125,000 in 1967. As you know, on-the-job programs are operated through contracts, and therefore the contract officers and auditors become that much more important, and they have to audit the contracts. The percentage increase in the number of onthe-job trainees is 25 percent, and the increase, therefore, in the amount of staff which is needed to contract is approximately the same. |