Dublin Core
Title
Box 15, Folder 13, Document 69
Text Item Type Metadata
Text
Succested FRrancwokk
MODERATOR'S REMARKS
(Following narration of slide presentaticn)
OPEN WITH INFORMAL, INTRODUCTORY REMARKS.
kok OF
Gentlemen, one of the main purposes of the presentation you've just seen
and heard is to stimulate our thinking about ways to get at this problem... to
exchange ideas about new approaches which can be tried, or are being tried, in your
plant, or Joe's warehouse, right here in Atlanta.
We are most concerned with what's happening in Atlanta, of course. Just
to give you an idea of the sort of “(programs and innovations we're talking about, let's
look around the country a minute to see Lew employers elsewhere have licked their
labor needs.
In Newark, there's a special school backed up by Prudential Insurance,
Standard Oil, Westinghouse, Western Electric, New Jersey Bell, Bamberger's, and
Public Service Electric and Gas. These firms go — and hire young people in
deoties of a hundred, then alternate them every other week between the plants and the
special school of small classes.
In Hartford, Aetna Life and Casualty goes in with the Urban Leagué on
stenasrephite training.
In Racine, the 5, I, Case Company has a program called ADULTS IN A HURRY.
This works by catching students who are ready to drop out of school and furnishing
part-time jobs to keep them going until they graduate. |
In Boston, the Raytheon Company has developed the talents of 1,500 handicapped
people.
Moderator -- Page 2
In Illinois, Illinois Bell provides a ciearing house for 326 Bell Corps
volunteers who spend off-duty time as slum leaders and tutors.
Those are just a few examples. Programs such as these have been
developed in Atlanta. With more thought and determination, more can be done.
How? Let's start right here, by acknowledging that the problem and the opportunity
exist, and that we have the will and the concern to begin.
First, let's talk about our individual experiences. What could be done --
what is being done in my company? Are my standards realistic? Dol have
difficulty in getting the hel p I need? |
How far are we reaching to get people to train? Is turnover a problem?
What are the causes of my turnover? Do our policies contribute to turnover, or
help reduce it?
Next, let's talk about these agencies. Do we call on them, and make use
of their services? Do we know what help we might get from each? Could we use
a service no agency seems to be offering?
Then, let's talk about what we can co together. How can we pool
information to find out the types of workers most needed > Irow can several of us
work together, or use 2 public agency, to recruit and train employees in special
or general skills? What would it cost, and could the funds be ohiained?
Those are just a few areas to talk about. We're interested in your own
experiences, but we're just as interested in the questions you might have, as well.
(AT THIS POINT, CALL ON ONE OR MORE IN AUDIENCE TO RELATE
LOCAL EXPERIENCES -- IF AVAILABLE -- OR ENTERTAIN QUESTIONS AND
COMMENTS OF THE GROUP. DIRECT QUESTIONS TO AVAILABLE RESOURCE
PEOPLE WHEN POSSIBLE OR USE AS BASIS FOR DISCUSSION AMONG GROUP.)
MODERATOR'S REMARKS
(Following narration of slide presentaticn)
OPEN WITH INFORMAL, INTRODUCTORY REMARKS.
kok OF
Gentlemen, one of the main purposes of the presentation you've just seen
and heard is to stimulate our thinking about ways to get at this problem... to
exchange ideas about new approaches which can be tried, or are being tried, in your
plant, or Joe's warehouse, right here in Atlanta.
We are most concerned with what's happening in Atlanta, of course. Just
to give you an idea of the sort of “(programs and innovations we're talking about, let's
look around the country a minute to see Lew employers elsewhere have licked their
labor needs.
In Newark, there's a special school backed up by Prudential Insurance,
Standard Oil, Westinghouse, Western Electric, New Jersey Bell, Bamberger's, and
Public Service Electric and Gas. These firms go — and hire young people in
deoties of a hundred, then alternate them every other week between the plants and the
special school of small classes.
In Hartford, Aetna Life and Casualty goes in with the Urban Leagué on
stenasrephite training.
In Racine, the 5, I, Case Company has a program called ADULTS IN A HURRY.
This works by catching students who are ready to drop out of school and furnishing
part-time jobs to keep them going until they graduate. |
In Boston, the Raytheon Company has developed the talents of 1,500 handicapped
people.
Moderator -- Page 2
In Illinois, Illinois Bell provides a ciearing house for 326 Bell Corps
volunteers who spend off-duty time as slum leaders and tutors.
Those are just a few examples. Programs such as these have been
developed in Atlanta. With more thought and determination, more can be done.
How? Let's start right here, by acknowledging that the problem and the opportunity
exist, and that we have the will and the concern to begin.
First, let's talk about our individual experiences. What could be done --
what is being done in my company? Are my standards realistic? Dol have
difficulty in getting the hel p I need? |
How far are we reaching to get people to train? Is turnover a problem?
What are the causes of my turnover? Do our policies contribute to turnover, or
help reduce it?
Next, let's talk about these agencies. Do we call on them, and make use
of their services? Do we know what help we might get from each? Could we use
a service no agency seems to be offering?
Then, let's talk about what we can co together. How can we pool
information to find out the types of workers most needed > Irow can several of us
work together, or use 2 public agency, to recruit and train employees in special
or general skills? What would it cost, and could the funds be ohiained?
Those are just a few areas to talk about. We're interested in your own
experiences, but we're just as interested in the questions you might have, as well.
(AT THIS POINT, CALL ON ONE OR MORE IN AUDIENCE TO RELATE
LOCAL EXPERIENCES -- IF AVAILABLE -- OR ENTERTAIN QUESTIONS AND
COMMENTS OF THE GROUP. DIRECT QUESTIONS TO AVAILABLE RESOURCE
PEOPLE WHEN POSSIBLE OR USE AS BASIS FOR DISCUSSION AMONG GROUP.)
Comments