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This dissertation has been microfilmed exactly as received 6 6-6236

BRUM, Herbert Duane, 1 9 2 4 - NON- AGRICULTURAL EMPLOYMENT OPPORTUNITIES AND TRAINING NEEDS IN OHIO.

The Ohio State , Ph.D., 1965 , general

University Microfilms, Inc., Ann Arbor, Michigan NON-FARM AGRICULTURAL EMPLOYMENT OPPORTUNITIES AND TRAINING NEEDS IN OHIO

DISSERTATION

Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in the Graduate School of The Ohio State University

Herbert Duane Brum, B.S., M.S.

**********

The Ohio State University 1965

Approved by

'*-£{/ jr. C (J Adviser Department of Agricultural Education ACKNOWLEDGMENTS

The writer wishes to express his sincere appreciation and thanks to those persons whose assistance has contributed to this

study:

To Dr. Ralph E. Bender, his major adviser, for his personal

interest in the writer's graduate program and his interest, advice

and counsel in the conduct of this study.

To Dr. Robert E. Taylor, Dr. Earl W. Anderson, Dr. William

Fred Staub, and Dr. Ralph J. Woodin who have served on the

writer's graduation committee and have given generously of their

time in helping the writer's graduate program to be of maximum

benefit to him.

To Dr. Francis B. McCormick, Dr. D. Ransome Whitney, Dr.

Francis E. Walker, Dr. David I. Padberg, and Mr. James R. Kendall

for their counsel concerning the and treatment of the data

for this study.

To the Directors of the Ohio Department of Taxation, Ohio

Department of Industrial Relations, Ohio Department of Personnel,

to the Superintendent of Public Instruction, Ohio Department of

Education, and to the members of the Advisory Committee for pro­

viding information and also encouragement to the writer.

To Dr. Byrl R. Shoemaker and Mr. Warren G. Weiler for their

assistance and guidance. To the writer's secretary, Mrs. Zena Deamer, who gave encourage­ ment to the writer and also much time in preparation of the manuscript.

And finally, to his wife, Genevieve, who worked hard and made many personal sacrifices during the period covered in this graduate program in addition to giving encouragement, assistance and sympathy to the writer, and to his sons, Roger, Mark and Michael, and his daughter, Karla, for their cooperation.

iii VITA

April 30, 1924 Born - Marietta, Ohio

19^-2-19^5 . . United States Army

19^7 .... B.S., The Ohio State University Columbus, Ohio

19^7-1957 .... Teacher of Vocational Agriculture Frankfort, Ohio

i960 .... M.S., The Ohio State University Columbus, Ohio

1957-1965 .... Assistant Supervisor Vocational Agriculture Ohio Department of Education Columbus, Ohio

FIELDS OF STUDY

Major Field: Agricultural Education

Studies in Agricultural Education. Professors Ralph E. Bender, Ralph J. Woodin, Robert E. Taylor

Studies in Educational Administration. Professor William Frederick Staub

Studies in Higher Education. Professor Earl W. Anderson

Studies in Research and Evaluation. Professor Ralph J. Woodin

iv CONTENTS

Page

ACKNOWLEDGMENTS o . ii

VITA . iv

TABLES viii

Chapter I. NATURE OF THE STUDY ...... 1

Need for the Study Purpose of the Study General Procedure More Specific Procedures Identifying the universe Selecting the sample The final sample and projection procedure Basic Assumptions Scope of the Study Limitations of the Study Definitions of Terms

II. AN OVERVIEW OF FINDINGS COMPARED BY AGRICULTURE, INDUSTRIAL, AND BUSINESS COMPETENCY GROUPS . . , 18

Overview of Findings in Ail Major Competency Areas Number of New Employees Needed Annually Workers by Occupational Categories Comparison of Wages for Occupational Categories Years of Schooling Necessary Kind of Background Preferred Comparison of Workers by Competency Group and Occupational Level Horticultural firms packing plants Sausage and prepared meat products firms Fluid milk firms Canned , preserves, firms preparation firms Manufacturers of prepared animal feed Manufacturers of preparations Grease and tallow firms

v Chapter Page

Publishing and firms Wood preserving firms Veneer and plywood plants Pharmaceutical preparations firms Manufacturers of farm machinery and equipment Manufacturers of metal stampings and electricity transmission firms Wholesale fresh fruit and vegetable firms hay, , and feed stores Hardware stores Farm equipment dealers Florist shops Grocery stores Eating places products stores Farm and garden supply stores yards Fruit stores and vegetable markets Miscellaneous retail stores Health and allied services Summary of Chapter II

III. AN ANALYSIS OF NON-FARM AGRICULTURAL EMPLOYMENT AND TRAINING NEEDS ...... 69

Non-farm Agricultural Workers by Occupational Groups Non-farm Agricultural Workers Compared by Areas of Agricultural Competency of Workers by Occupational Level and Area of Competency Animal science Insects, diseases, and controls Crop production Food processing Soil science Horticulture Agricultural Agricultural economics Kinds of Firms Employing Agricultural Workers Agricultural Competencies Needed by Workers in Various Firms Animal science Insects, diseases, and controls Crop production Food processing Soil science Forestry Horticulture Agricultural economics Chapter Page

Competency Patterns Weeded by Workers in Selected Types of Firms Horticultural service firms Hay, grain and feed stores Florist shops Hardware stores Food preparations manufacturers Farm and garden supply stores Retail farm equipment stores Competency pattern in horticultural service firms for technician level Level of Education Weeded Educational Level by Groups of Firms Agricultural produce processing group Agricultural supply Horticultural service Agricultural service Wages Earned by Agricultural Workers Professional Technical Proprietors and managers Clerical Skilled Semi-skilled Service Background Preferred for Workers Number of Wew Employees Weeded Annually Including Replacements Summary of Chapter III

IV. SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS .... 125

Specific Objectives Procedures of the Study Assumptions of the Study Limitations of the Study Summary of Findings Number of new employees needed annually Wages earned Level of education needed Kind of background preferred Comparison of workers by major competency groups Non-farm agricultural workers by occupational groups Agricultural workers compared by areas of competency Distribution of agricultural workers by occupational level and area of competency Agricultural competencies needed by workers in various types of firms Competency patterns of workers in selected types of firms Conclusions Re c omme ndat i ons Implications for program development APPENDIXES ...... ibb

BIBLIOGRAPHY 162 TABLES

Table Page

1. Number and Percent of Ohio Non-farm Employees by Competency Group ...... 21

2. Comparison of Percent of Workers by Occupational Categories in Competency Groups...... 22

3. Yearly Number of Employees Needed by Competency Groups 23

1+. Annual New Employees Needed by Percent . . . 25

5. Percent of Workers in Occupational Categories by Competency Groups ...... 26

6 . Comparison of Workers Earning One Hundred or more Dollars per Week ...... :. . . . 28

7. Comparison of Workers Earning $79-^0 per Week . 29

8. Average Number of Years of Schooling Necessary for Non-farm Agricultural Workers by Occupational Category ...... 32

9. Schooling Necessary by Competency Group and Occupational Category ...... 33

10. A Comparison of Workers by Major Competency Group in Terms of Background Preferred ...... 36

11. A Comparison of Workers by Major Competency Group and Occupational Level for Horticultural Service Firms ...... 33

12. A comparison of .Workers by Major Competency Group and Occupational Level for Meat Packing Plants . 39

13. A Comparison of Workers by Major Competency Group and Occupational Level for Sausage and Other Prepared Meat Product Firms ...... ^+0

1^. A Comparison of Workers by Major Competency Group and Occupational Level for Fluid Milk Firms. . . ^1

viii Table Page

15. A Comparison of Workers by Major Competency Group and Occupational Level for Canned Fruit, Vegetable, Preserve, Jam and Jelly Firms ...... 42

16 . A Comparison of Workers by Major Competency Group and Occupational Level for Cereal Preparation Firms 43

17. A Comparison of Workers by Major Competency Group and Occupational Level for Manufacturers of Prepared Feeds for Animals ...... 44

18. A Comparison of Workers by Competency Group and Occupational Level for the Food Preparation Firms • 45

19. A Comparison of Workers by Competency Group and Occupational Level for Grease and Tallow Manufacturing Firms ...... 46

20. A Comparison of Workers by Competency Group and Occupational Level for Newspaper, , and Printing Firms ...... 47

21. A Comparison of Workers by Competency Group and Occupational Level for Wood Preserving Firms . . . 48

22. A Comparison of Workers by Major Competency Group and Occupational Level for Veneer and Plywood Plants 49

2 3 . A Comparison of Workers by Competency Group and Occupational Level for Pharmaceutical Preparations Firms ...... 50

24,. A Comparison of Workers by Competency Group and Occupational Level for Manufacturers of Farm Machinery and Equipment...... 51

2 5 . A Comparison of Workers by Competency Group and Occupational Level for Manufacturers of’ Metal Stampings ...... 52

26. A Comparison of Workers by Competency Group and Occupational Level for Natural Gas and Electricity Transmission Firms ...... 53

2 7. A Comparison of Workers by Competency Group and Occupational Level in Wholesale Trade of Fresh and ...... 54 28. A Comparison of Workers by Competency Group and Occupational Level for Retail Hay, Grain and Feed Stores 55

ix Table Page

2 9. A Comparison of Workers by Competency Group and Occupational Level for Retail Hay, Grain and Feed Stores . . 56

30. A Comparison of Workers by Competency Group and Occupational Level for Farm Equipment Dealers . . . 57

31. A Comparison of Workers by Competency Group and Occupational Level for Florist Shops 58

32. A Comparison of Workers by Competency Group and Occupational Level for Grocery Stores . 59

33. A Comparison of Workers by Competency Group and Occupational Level for Eating Places ...... 60

34. A Comparison of Workers by Competency Group and Occupational Level for Dairy Products Stores .... 6l

35• A Comparison of Workers by Competency Group and Occupational Level for Farm and Garden Supply Stores 62

3 6. A Comparison of Workers by Competency Group and Occupational Level for Lumber Yards ...... 63

37* A Comparison of Workers by Competency Group and Occupational Level for Fruit Stores and Vegetable Markets ...... 6k

3 8. A Comparison of Workers by Competency Group and Occupational Level for Miscellaneous RetailStores . 65

39. A Comparison of Workers by Competency Group and Occupational Level for Health and Allied Services . , 66

40. Number of Non-farm Agricultural Workers by Occupational Level ...... 69

lj-1. Percent of Non-farm Agricultural Workers by Competency Areas ...... 71

k2. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Animal Science Area ...... 73

^3« Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Insects Area ...... 7^

x Table PaSe

44. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Crop Production Area ...... 75

45. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Food Processing Area ...... 76

46. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Soil Science Area ...... 77

47. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Forestry Area ...... 78

48. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Horticulture Area ...... 79

49. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Agricultural Engineering A r e a ...... 80

50. Distribution of Non-farm Agricultural Workers by Occupational Levels Requiring Competencies in the Agricultural Economics Area ...... 8l

51. Percentage of Workers Needing Competency in Animal Science by Type of F i r m ...... 83

52. Percentage of Workers Needing Competency in Insects, Diseases, and Controls by Type of Firm . 84

53. Percentage of Workers Needing Competency in Crop Production by Type of Firm ...... 85

54. Percentage of Workers Needing Competency in Food Processing by Type of Firm ...... 86

55. Percentage of Workers Needing Competency in Soil Science by Type of F i r m ...... 88

56 . Percentage of Workers Needing Competency in Forestry by Type of Firm ...... 89

57* Percentage of Workers Needing Competency in Agricultural Engineering by Type of Firm .... 9°

xi Table Page

5 8. Percentage of Workers Needing Competency in Horticulture by Type of Firm ...... 91

59. Percentage of Workers Needing Competency in Agri­ cultural Economics by Type of Firm ...... 92

6 0. Areas of Agricultural Competency Needed by Workers in Horticultural Service Firms ...... 9k

61. Areas of Agricultural Competency Needed by Workers in Hay, Grain, and Feed Stores ...... 95

62. Areas of Agricultural Competency Needed by Workers in Florists Shops ...... 96

6 3. Areas of Agricultural Competency Needed by Workers in Hardware Stores ...... 97

6k. Areas of Agricultural Competency Needed by Workers in Manufacturers of Food Preparation Firms . . . 98

6 5 . Areas of Agricultural Competency Needed by Workers in Farm and Garden Supply Stores ...... 99

66. Areas of Agricultural Competency Needed by Workers in Retail Farm Equipment Stores ...... 99

6 7. Areas of Agricultural Competency Needed by Workers in Horticultural Service Firms at the Technician Level ...... 100

68. Education Necessary for Agricultural Workers by Occupational Level ...... 101

6 9. Education of Workers in Agricultural Employment Areas ...... 103

70. Education of Workers in Agricultural Produce Processing Firms ...... 10k

71. Education of Workers in Agricultural Supply Firms 106

72. Education of Workers in Horticultural Service Firms 107

73. Education of Workers in Agricultural Service Firms 108

7k. Comparison of the Weekly Wages for Agricultural Professional Workers ...... 109

xii Table Page

75. Comparison of Weekly Wages for Agricultural Technical Workers ...... 110

76 . Comparison of Weekly Wages for Agricultural Proprietors and Managers ...... H I

77. Comparison of Weekly Wages for Agricultural Clerical Workers ...... 112

78. Comparison of Weekly Wages for Agricultural Workers ...... 112

79. Comparison of Weekly Wages for Agricultural Skilled Workers ...... 113

80. Comparison of Weekly Wages for Agricultural Semi­ skilled Workers ...... 11^ 81. Comparison of Weekly Wages for Agricultural Service Workers ...... 115

82. Background Preferred for Agricultural Workers by Occupational Level ...... Il6 8 3. Background Preferred for all Agricultural Workers 117

8it-. Background of Workers Preferred by Kind of Firm . 118

8 5. Annual Number of New Employees Needed by Occupational Level ...... 119

86. Annual Turnover of Agricultural Employees by Occupational Level...... 120

8 7. Annual Number of New Employees Including Replacements . . 121

88. Total Number of Employees Needing at least One of. Agricultural Areas of Competency ...... 1^7 8 9. Number of Employees and Kinds of Firms with Employees Needing Agricultural Competency . . . 1^9

90. Number of Non-farm Agricultural Workers and Education Needed ...... 156

91. Background Preferred for Agricultural Workers by Firms ...... 158

2?iii CHAPTER I

THE NATURE OF THE STUDY

Economic and technological progress has made its impact upon the structure of agriculture in the United States. Inherent within the nature of agricultural progress are changes which have altered the tasks performed in producing, processing, and agricultural products. One of the major aspects of progress in agriculture has been increased specialization of and the transfer of jobs formerly performed on farms to off-farm firms. This has brought about the need for greatly increased numbers of people needed to service the production phase of agriculture. These people may fall into occupational groups such as professional, technical, proprietors, and managers, clerical and sales workers, skilled workers, semi-skilled workers, and service workers.

Quite often leaders in the field of agriculture have fostered the idea that anyone working with an agricultural product is an agricultural worker, and therefore, needs an education in agriculture. This may be incorrect in that the worker may have very little need for agricultural knowledge, skill, or ability even though his job involves the handling of an agricultural product. This serves to emphasize the growing interest in identifying those jobs in the vast world of that require agricultural competencies on the part of the workers.

1 2

The downward trend in the number of people actually engaged in the production phase of agriculture during the past several years has

caused many to question the need for agricultural education as a part

of public education. Since the decrease in the number of has

been accompanied by an apparent increase in the number of persons

engaged in non-farm agricultural jobs, the question of the number

employed in the non-farm phase has been seriously debated.

Need for the Study

In the early 1 9 6 0's, a need for studying the employment potential

and identifying training needs in non-farm jobs was expressed. This

was set forth in a U.S. Office of Education publication devoted to the

analysis of projected changes in the objectives of vocational education.

It was stated that - -

Due to the large scope of the agricultural , and the great volume of products to be marketed, and the enormous quantity of equipment and materials needed by farmers, there are many new industries and new occupations that serve farmers and are dependent on farming. -- Persons who enter one of these occupations may need several kinds of vocational instruction. They need to have practical training in the field of agriculture and be well qualified in the field of distribution. Some may need skills in trades and industries or in office occupations. Vocational training must be expanded to educate for non-farming occupations. 1

Additional implications concerning the need for more clearly

identifying those jobs in the area of non-farm agriculture was printed

in a publication entitled, "Manpower in Farming and Related Occupations."

Jfocational Education in the Next Decade, Proposals for Discussion, U.S. Department of Health, Education, and Welfare, January 4, I96I. 3

This publication indicates that one of the major aspects of change in agriculture is the transfer of more jobs formerly performed on farms to non-farm businesses and firms. This change was brought about by the fact that as agriculture became more specialized, farmers turned to non-farm areas of the economy for chemicals, equipment and other supplies. The report also points out that "only rough estimates are possible of the extent to which farm background and training are of value in non-farm agri-business jobs. The occupations usually classi­ fied as related to agriculture in vocational studies account for a small fraction of non-farm agri-business jobs.'

Non-farm agricultural job opportunities and characteristics are being studied in other states. A report by Glenn Z. Stevens dealing with studies of non-farm agricultural occupations in twenty-five states

reveals a universal concern relative to determining --

1) the number of job opportunities in non-farm agriculture; 2) identification of non-farm agriculture jobs on the basis of agricultural competency required by the workers; 3) educational requirements needed by employees in non-farm agricultural jobs; *0 opportunities for employment; 5) occupational groupings of the employees, and 6) job titles identified as being agricultural.

Education for a changing World of Work, Manpower in Farming and Related Occupations, U.S. Office of Education, C.E. Bishop and O.S. Tolley.

3 Glenn Z. Stevens, Promising Research Directions in Off-farm Agricultural Occupations, a Report to the National Seminar on Program Development and Research in Agricultural Education, August 9-13,1965* The Ohio State University. The need for more information on non-farm agricultural jobs has been given emphasis by the national center for advanced study and research in agricultural education. The national center, through the cooperation of the U. S. Office of Education, has sponsored a project to coordinate and provide assistance to states in terms of initiating and completing studies on this problem. The urgent need to more clearly define the nature of agricultural occupations other than farming is emphasized by the uncertainty concerning the number of persons employed in this area. Figures such as 37$ or hOfy of the work forces being employed in agriculture have been used.*1" These figures, however, com­ prise a great many jobs that require a multiplicity of occupational

competencies. Perhaps in many cases a knowledge or awareness of agri­

is important in order for the worker to competently hold the

job. However, it may not be important that he have specific agricultural

competencies in terms of skills, abilities, and knowledge relative to technical agriculture. Certainly no one doubts the fact that agricul­

ture today is much more comprehensive than it. was twenty years ago.

Much more is involved in agriculture than the production of food and

fiber which we commonly think of as farming. Most of the agricultural

service and business job aspects in the agricultural industry have

evolved fairly recently. This points up a distinct need to be able to

identify those jobs where knowledge and skill in agriculture is essential

for the person to successfully hold the position.

Agricultural Extension Service, The Ohio State University, Ohio1s Agriculture, Bulletin ^07, November, 1962. If vocational agriculture is to be better able to meet the educational needs of all persons employed in the agricultural industry, it is imperative that it be able to produce carefully validated informa­ tion concerning the non-farm employment opportunities for which agricultural competencies are essential. This information could be used as a basis for projecting future needs in terms of specific educational program in agriculture. The identification of specific agricultural competencies and training needs is becoming more important due to the fact that not more than 8$> of the available jobs will be of the unskilled variety in the future.

At the present time existing census information does not clearly delineate the jobs in agriculture other than commercial farmers.

Although census classifications list areas dealing with agricultural products, the availability of job competency information necessary for identification of a job as agriculture is not available.

Purpose of the Study

The major pupose of this study is to identify the number of non­ farm jobs in Ohio where various levels of knowledge, skill, and ability in agriculture is a necessary employee qualification. Some specific objectives are to --

1) determine the kinds of non-farm jobs that require agricultural competency; 2) determine the number of people employed in non-farm jobs, requiring competency in agriculture; 3) determine number of jobs requiring specific areas of agricultural competency; determine the number of non-farm agricultural jobs by occupational groups; 5 ) determine further employment opportunities in non-farm agricultural jobs, and 6) identify job characteristics such as salary, background preferred, and educational level necessary. General Procedure

The study was conducted by the writer with the encouragement and assistance of the State Department of Education, Vocational Division,

Vocational Agriculture Service, in cooperation with the Department of Agricultural Education, the College of Agriculture, and the Ohio

Agricultural Experiment Station, and other State agencies. Each of the cooperating agencies volunteered the use of their personnel to advise in designing and conducting this research project.

The information concerning studies of this nature being conducted or having been completed in other states was secured and reviewed as a basis upon which to prpject the design for this study. As further meet­ ings were held with various committees and advising agencies concerning the design of the study, a method was devised and agreed upon.

A committee of persons from the Department of Agricultural Educa­ tion, Agricultural Economics and Sociology, and the United States

Department of Agriculture, met to discuss and refine the design possi­ bilities relative to the study.

The committee was very much interested in the possibilities inherent in the study. They agreed with the basic proposals for implementing the project. As a result of the advice of this committee, it was decided to conduct the study by using a mailed questionnaire of a comprehensive type with a massive sampling. The research and design advisers agreed that a questionnaire could be designed to elicit responses which would meet the objectives of the study. A comprehensive questionnaire was designed which included —

1) the kinds of jobs broadly classified by occupational groups, 2) a broad listing of areas of competencies needed.

It was decided to secure a sampling from a universe consisting of all jobs other than those on-the-farm as designed by the census.

In securing the universe, it was agreed to start with the Directory of

Manufacturers and work through the Division of Taxation and Sales Tax

Returns in addition to other sources. In developing the sampling, it was agreed that a pre-determined number of firms or regardless of whether or not they were considered to be agricultural

or non-agricultural would be included. These then could be compared

relative to agricultural job opportunities. The questionnaire was

structured so that the respondent would not be able to identify kinds

of programs or special interests. This was done to help eliminate bias.

The questionnaire was sent out under a covering letter from the State

Department of Education, signed by Dr. Holt, State Superintendent of

Public Instruction.

The committee advising the writer felt that this procedure would

enable the collection of reliable and unbiased data. It was also felt

that if data processing techniques were employed, the sampling could

be broad enough to give us accuracy within 5°/> of the actual situation.

It was indicated by advising statisticians that the use of the mailed

questionnaire method might tend to give us a more valid set of data

than the personal interview. The services of research specialists from

the U. S. D. A. and the Department of Agricultural Economics and Sociology were available for assistance in developing the sample and the questionnaire.

More Specific Procedures

Identifying the universe

As a result of consultation with representative members of the

cooperating agencies involved in the study, it was agreed that the first

step was to identify and develop the universe. In the process of

developing a universe, contacts were made with the Department of Indus­

trial Relations, Bureau of Unemployment Compensation, the State Chamber

of Commerce, and the Department of Taxation. The first section of the

universe was secured from the Department of Industrial Relations.

This was in the form of a listing of all the manufacturers in Ohio.

There were approximately 1^,000 different manufacturers listed by

industry and by number of employees in Ohio. In contacting the Sales

Tax Division, it was found that it would be possible to secure a popula­

tion from their files which would include about 200,000 retailers in

Ohio. After further consultation with our sampling expert, Dr. Walker,

it was decided to select only those retailers who paid a sales tax of

$^00 or more annually since these would include most of the multiple

employee businesses. Therefore, there were about 70,000 retailers in

this category. The Sales Tax Division was set up so that they could

automatically pull any kind of sampling which might be decided upon.

These two areas made up the largest part of the universe. The parts

that are not accounted for include governmental agencies, municipalities,

colleges, and , and some areas of personal service. In further investigation it was found that these additional services

could be added by going to the yellow pages of the telephone

directories.

A contact was made with a person from the Ohio Bell Telephone

Company. This person developed a list of all the phone exchanges in

Ohio. It was agreed that any of the directories which might be selected

could be secured through his efforts.

The universe consists of three parts, the first part being the

directory of Ohio manufacturers; the second part, a list of all those

who pay sales tax; and the third part, which is a supplementary part,

consists of the classified directories of all the phone exchanges in

Ohio.

Selecting the sample

Through the cooperation of the Ohio Industrial Commission, it

was possible to secure a directory of Ohio Manufacturers by Industry

for 1962. The listing of manufacturers which was stratified by pro­

duction areas and which contained a specific listing of names

alphabetically arranged within each of these areas was used. The

sampling was made by taking every tenth listing provided that the manu­

facturer employed five or more persons. Care was taken so that a

respondent was secured from every production area even though there

may have been less than ten manufacturerswithin the production area.

This sample, following the above procedure, gave a total of nine hundred

and seventy-five respondents. In checking with Mr. Williams, head of the Sales Tax Division of the State of Ohio, it was discovered that through an arrangement between the Departments of State, their files would be available for our use. The necessary communication with the Commissioner of the

Department of Taxation was made permitting the use of data processing equipment to pull the sample. In checking with the Sales Tax Division, it was discovered that there were 191,9^6 valid vendors licenses in

Ohio and those vendors who paid sales tax of less than $400 a year were usually one or two employee firms. Therefore, it was decided to exclude all vendors who paid less than $400 in sales tax a year. This made it possible to reduce the population in this area to 6 7,500 .

These business establishments were grouped by product areas and by counties. The county stratification was as follows:

1. Apparel Group

2. Automotive Group

3. Drug and Proprietary Stores

k. Eating and Drinking Places

5. Food Group

6. Furniture and Fixture Group

7. General Merchandise Group

8 * Hardware, Machinery, Farm Equipment, etc

9. Landscaping and Floral Group

10. Paper and Publishing Group

li. Lumber, and Contractors Group

12. Professional Trades Equipment Group

13- Specialty Stores Group

l b . Miscellaneous Group 11

In analyzing the available information with Francis Walker, sampling consultant, it was decided to have the Sales Tax Division pull every 9th vendor from their files utilizing only the ones who paid more than $400 sales tax per year. Special permission was secured so they could provide the name and address of each of these firms.

In order to secure respondents from areas not covered by either the Directory of Ohio Manufacturers or the Sales Tax Division, it was decided to check with the telephone companies concerning the possibility of securing their classified sections. E. 0. Bolender, a consultant for the project, contacted C. J. Copeland of the Ohio Bell Telephone

Company, who in turn furnished a complete list of all the published directories in the State of Ohio. These exchanges included other phone companies in addition to Ohio Bell. In reviewing the list with the sampling consultant, it was decided to select l6 different exchanges and secure the yellow page directories from those as a sample. This selection included a sampling from cities— three, for example, with a population of 50,0 0 0 to 500 ,0 0 0 ; from about 2 5 ,0 0 0 to 50 ,0 0 0 ; 10,000 to

2 5 ,0 0 0 ; and rural areas or directories serving less than 10,000.

The yellow pages were utilized to supplement the two major areas of the universe. The respondents from this source included governmental and municipal agencies, and some personal services businesses.

After consulting with the Personnel Director at The Ohio State

University, it was readily assumed that universities and colleges offered many opportunities for employment such as maintenance men, groundskeepers, and like personnel. Therefore, colleges and universities 12 were included in the group of respondents which numbered forty-seven at the time of this study.

It was found that by working with the State Department of Personnel and agencies of the Federal Government, accurate information concerning jobs requiring agricultural competency could be secured. Therefore, these areas would not be sampled since the actual totals could be secured and set into the study.

The final sample and projection procedure

The sample was selected and refined. It contained a total of 7*8^7 different respondent firms, agencies or organizations. The breakdown of the sample with regard to areas was: Directory of Manufacturers,

975 respondents; Department of Taxation (Sales Tax Division) 6,750 respondent firms; colleges and universities, V7; and 75 from the Yellow

Pages of selected telephone directories.

As the questionnaires were completed and returned, they were edited and the information stored on data processing cards. A total of 50,000 cards were used to handle the data. Therefore, the percent return was low due to the nature of the respondent group. Follow-up requests were sent to. 1,000 respondents. They were sent to respondents by areas of the sample as a means of keeping the returns in proportion to the original sample selection. An additional 200 returns were received.

Since the study returns were keyed to the Standard Industrial

Code Index, it was logical to project the sample to state totals on the basis of census data. The use of census data as a projection base 13 was compared with projections arrived at by expanding the sample.

The writer and his advisers felt that the use of census data as a base for projection would be more accurate.

The projection formula was as follows:

number needing Humber of Employees Needing Competency (sample) = competency Ohio Total number employees in sample Total non-farm workers in Ohio (census)

Basic Assumptions of Study

It was assumed that —

1) employers were capable of providing reliable information concerning (a) competency needed by employees, (b) level of education necessary for satisfactory employee performance, (c) wages received by employees, (d) background preferred for employees, (e) number of new employees including replacements and participated within the year;

2) the questionnaire method would elicit a valid working set of information;

3) the respondents could accurately complete the questionnaire for all their employees ;

k) the area of competency included under Section II of the questionnaire would accurately represent those needed by a person considered as an agricultural worker;

5) the occupational areas as defined on the questionnaire included all of the workers involved in the study;

6) respondents would follow directions and accurately complete the instrument, and

7) the sample accurately represented the universe.

Scope of the Study

This study included an analysis of the employment opportunities

and training needs for workers in Ohio exclusive of those employed in Ill- farming as delineated by the census of agriculture. Emphasis was placed upon identifying and analyzing those jobs, agriculture in nature, determined on the basis of need for knowledge, skill, and ability in agriculture. The study elicited responses from 7*8^7 employers concern­ ing their opinions of areas of competency, background, and educational level of their employees. A total of 1,001 usable returns were received, edited and processed. The study encompassed a representative sampling of the total number of employees in Ohio other than farmers. There was no stratification relative to geographical or socio-economic areas of the state.

Limitations of the Study

This study was limited to --

1. An analysis of the opinions of a sampling of all non-farm employers in Ohio concerning employment opportunities, workers competency, and training needs.

2. An analysis of respondent groups as classified in the Index of

Standard Industrial Classification as used in the census.

3. An analysis of occupational opportunities and competencies by occupational groups. No attempt was made to determine specific job titles.

i|-. An analysis of the 1,001 usable returns received from the 7>8^7 firms in the respondent groups. 15

Definitions and Terms

Agricultural competencies The knowledge, skills, and abilities

relative to the aspects of agriculture

necessary for effective performance.

Off-the-farm jobs All jobs other than those covered

under the "Census of Agriculture"

in actual productions of food and

fiber..

Agricultural worker competency The specific area of agricultural

competency needed by a worker for

satisfactory job performance.

Competency pattern The areas of agricultural competency

needed by workers for satisfactory

job performance expressed in terms

of percentage.

Professional Occupations which require extensive

academic background, or a combina­

tion of education and experience

and a high degree of mental activity.

Technical Occupations which require post-high school training (2 years) and carry

out details of projects conceived by professional and engineering workers

plus the "know how" of skilled

craftsmen and operational personnel. 16

Proprietors and managers Occupations that involve policy-making,

planning, supervising, guiding work

activity of others, usually through

intermediate supervisors.

Clerical Occupations concerned with preparing,

transcribing, transferring, filing,

and preserving written communications

and records.

Sales Occupations concerned with sale of

, investments, real estate,

and services, and occupations closely

identified with, though not involved

in, actual sales transactions.

Skilled workers Persons employed in craft and manual

occupations requiring thorough

knowledge of processes involved in the

work, exercise of independent judgment,

usually a high degree of manual

dexterity, responsibility for valuable

product or equipment usually qualified

by apprenticeship for extensive training.

Semi-skilled workers Those engaged in manual occupations

requiring dexterity but limited to well

defined work routine; important decisions

made by others. Service workers Persons concerned with performing

services for others, and maintenance

of , grounds, and equipment,

(but not concerned with adjustment or

repairs), stock handling, deliveries, 18

CHAPTER II

AN OVERVIEW OF FINDINGS COMPARED BY AGRICULTURE, INDUSTRIAL, AND BUSINESS COMPETENCY GROUPS

The purpose of this chapter is to compare all Ohio non-farm workers with regard to the three major groups of competencies used in the study. These major groups are agricultural, industrial, and business and service. Workers are compared according to their level of occupational competency rather than by specific job title. A rapidly advancing accompanied by higher levels of competency needed by workers seems to indicate a need for training aimed at occupational levels and clusters of jobs rather than specific job titles. This is borne out by the related literature which is reviewed in the following paragraphs.

One of the most difficult jobs in utilization of manpower is the matching of workers with knowledge and skills needed by various types of jobs. Historically, the young worker has had difficulty in finding and holding a job. Perhaps most young workers who are fresh from high school have not been equipped with the knowledge and skill demanded by the job market. The rapidly increasing growth of science and technology has put industrial and agricultural processes under pressure to keep up. This has been accompanied by an increasing demand for

scientists, engineers, technicians, and skilled workers. The National

Science Foundation in a recent report has shown that the demand for 19 scientists and engineers expanded 65 $ in 1960.5 An additional indication of need on the part of workers for higher level competencies in order to successfully hold jobs is pointed out by a Census Bureau Report. This report finds that the use of tech­ nicians has grown by 36$.^ A National Science Foundation publication indicates that an estimated need for scientists and engineers will rise by 79$ from 1960-1970* The same report indicates that 87$ more technicians will be needed in that same time span.7 In further support on additional need for competent personnel, the U. S. Labor Department predicts that although the Habor force of the United States will expand by 20$, the demand for fresh technical workers will rise by twice as Q much, or by 40$.

A recent paper published by the Ohio Bureau of Unemployment

Compensation pointed out the concern of the manpower and employment trends in Ohio. This report indicated that there had been a significant drop in workers in Ohio over a ten year period from 1953 to 1963. This job shrinkage has been concentrated in the manufacturing areas.9 In analyzing the reason for the decrease in the number of non- agricultural workers in Ohio over the past ten years, a paper delivered

^National Science Foundation, Investing in Scientific Progress 1961-1970, 1961, pp. 14-15. g U.S. Bureau of' the Census, United States Population i960-United States Summary: General, Social, and Economics Characteristics pci 1962, pp. 218-9. 7 National Science Foundation, The Long Range Demand for Scientific Personnel, NSF 6165, pp. 44-45. 8 , U.S. Department of Labor,Manpower Challenge of the 1960's,pp. 5 and 11. 9 Ohio Bureau of Unemployment Compensation, Manpower &r Employment Trends in Ohio, page 5* 20 by E. T. Weiler of Purdue University in 19&2, points out some significant reasons.This paper indicates that one of the reasons for the reduction in employment in the midwest is due to the general lack of needed com­ petencies of workers, described in the paper as lack of "Objectives and Goals." The relative neglect of the midwest in the allocation of

Federal funds for , space and defense procure­ ment in addition to the attraction of newer industries apparently can be attributed to the lack of the higher levels of skill and technical competencies needed. The emphasis should be placed on the developing of workers and the knowledge and skills needed by business and industry.

In considering the problem of manpower utilization, it must be recognized that a vast number of jobs are being erased each year by changing tech­ nology. A recent government report indicates that 1,250,000 jobs are displaced each year by automation and technological change.’*''*' Since

job titles and job descriptions are constantly being upgraded, educa­

tional programs based solely on outdated job descriptions would be of

little value in helping to train people to meet employer needs. Most

present vocational technical education curricula have been developed on

the basis of preparing for a specific occupation. The course of study

has been outlined on the basis of function, skill, and need. Very few

attempts, however, have been made to classify jobs into groups requiring

similar types of competencies. This study looks at workers on the basis

10 Weiler, E. T., Why has the Midwest Lost its Industrial Momentum (unpublished paper). 11 Manpower Report of the President and a Report on Manpower Requirements Resources Utilization Training, Washington, D.C., United States Government Printing Office, 1953T- 20^ pages. 21 of competencies required in the opinion of their employer by various kinds of occupational levels and type of firm as delineated in the

Standard Industrial Code used by the Census.

Overview of Findings All Major Competency Areas

It will be noted in Table 1 that of all the workers employed in the category classes as non-agricultural employees in Ohio, 5.3$ are employed who need agricultural competencies. This 5.3$ is in addition to the number employed as farm operators which are not included as a part of this study. It is further noted that of the total number of non- agricultural employees in Ohio, 32.2$ need industrial type competencies whereas 2 7 .7$ need business and service competencies.

TABLE 1.--Number and percent of Ohio non-farm employees by competency groups

Competency Groups Number * Percent Industrial 997,276 32.2 Business and Service 860,401 27.7 Agricultural 165,262 5.3 Other 1 ,0 81,261 34.8 Total 3,104,200

* No. in sample needing competency = No. in Ohio______Total employees in study (sample) Total non-farm workers in Ohio A recent study of off-farm agricultural occupations in Delaware indicated that about three percent of the non-farm workers needed know­ ledge and skill in agriculture.^

Ralph P. Barwick, Identification of Off-farm Agricultural Occupations, Agricultural Education Publication, No. 3, University of Delaware, p. 6 . 22

It is also significant to note that of all the workers except farmers and farm-workers in Ohio, 34.8$> were listed as needing com­ petencies other than any of those included as a part of this study instrument.

A comparison of the employees needing competencies in the three major groups, industrial, business and service, and agricultural is shown in Table 2. The employees are compared by occupational categories within each major competency group.

TABLE 2.--Comparison of percent of workers by occupational categories in competency groups

Percent Competency Groups Business Occupational Categories Industrial & Service Agriculture

Professional 8 .2 5 9.7 30.4

Technical k.lk 6 .8 i.7

Proprietors and Managers 5.61 1 3 .6 5.9

Clerical 3.5 23.8 2.7

Sales 6 .0 23.3 8.4

Skilled Workers 27.5 5.2 1 1 .6

Semi-skilled Workers 29.5 8 .6 1 0 .6

Service Workers 15.5 9.0 2 8 .7

In the industrial competency group a higher percentage of the

number of people employed are required at the skilled, semi-skilled,

and service worker level in comparison to the business and service

competency group. It may also be noted that the agricultural workers

are needed in larger proportions at the professional and at the skilled, semi-skilled and service worker levels than at the technical through sales categories. This can he interpreted to mean that a higher per­ centage of workers needing agricultural knowledge are employed at the skilled, service and professional worker levels than at the technical, proprietor, manager, clerical, and sales levels. This order is reversed in the industrial competency group.

Number of New Employees Needed Annually

The number of new employees including replacements needed in each of the occupational areas for next year is reported-in Table 3»

TABEE 3 .— Yearly number of employees needed by competency groups

Business Occupational Categories Industrial & Service Agricultural.

Professional 6,831 4,534 653

Technical l4,4l0 7,079 360

Proprietors and Managers 3,149 4,138 217

Clerical 4,775 20 ,828 293

Sales 14,295 28,103 1,942

Skilled Workers 3 M 7 0 6,075 1,598

Semi-skilled Workers 55,935 19,479 6,033

Service Workers 23,197 7,993 4,794

Total 157,062 98,229 15,890

It may be noted that 1 5 ,8 9 0 new employees are needed who have knowledge and skill in agriculture each year. Of these new employees

653 are needed at the professional level as compared to 4,794 2k service worker level. Larger numbers of employees are needed at the

sales and skilled, semi-skilled and service worker levels than at the

proprietor and manager, technical and professional levels. It will be

pointed out later in this study that the occupational level is directly

related to the number of years of schooling.

An analysis of the yearly number of new employees needed who

have industrial type competencies revealed that the largest numbers are

at the skilled and semi-skilled worker category. It is also interest­

ing to note that they have a much larger number of workers needed at

the technical category than in the agricultural competency area.

A review of the number of employees needing competencies in the

business and service group indicates that they are spread over the

occupational categories with their high point being at the clerical

and sales level. Almost 50$ of all the new employees needed in the

business and service competency group are needed at the clerical and

sales occupational categories. Perhaps this is to be expected since

competencies in that group relate more directly to those particular

categories.

In reviewing all three competency groups relating to yearly number

of new employees needed it should be pointed out that there is a noticeable

difference in the percent of employees needed at the professional level.

For example: almost 30$ of all the employees needed each year who must

have agricultural competencies are at the professional level as compared

to 9$ in the business and service area and 8$ in the industrial area.

A summary of the number of new employees including replacements

needed in each of the major competency areas involved in the study as reported in Table k reveals that the percent of change at all occupa­ tional levels in agriculture is This is much lower than the

15.7$ change of workers in the industrial competency area. Of the three major competency areas, it is significant to note that those workers needing agricultural competencies have a lower rate of change than in either of the other two areas.

Table 4,— Annual new employees (including replacements) needed by percent (of present employees)

Competency Groups Percent

Agriculture 9.6

Business and Service 11.5

Industry 15.7

Workers by Occupational Categories

A comparison of the workers in each of the major competency groups by occupational category, as reported in Table 5, indicates that there

is a wide range of difference between the three areas. 2 6

TABLE 5.--Percent of workers in occupational categories by Competency group

Percent N Business Occupational Categories Agriculture & Service Industry

Professional 397,262 2 2 .9 38.1 39.0

Technical 206,650 2.7 5 6 .8 40.4

Proprietary and Managerial 183,399 5.2 63.7 3 1 .0

Clerical 458,190 1.8 83.1 15.1

Sales 660,697 5.° 21.7 73.3

Skilled 500,242 5. 6 13.3 8 1 .1

Semi-skilled 536,384 4.5 19.2 76.3

Service 391,584 1 6 .8 2 7 .8 55.4

Of all the workers classified at the service category, 16$ needed some competency in agriculture as compared to more than 50 $ needing competencies in the industrial area«

In the semi-skilled level of work 76$ of all the workers needed some competency in the industrial area, in the opinion of their employer, whereas only 4$ needed competencies in agriculture, and 19$ in business and service areas.

In looking at the skilled worker category, the industrial area again comprises more than 8l$.of the workers in that competency group, with the low at the 5 $ level in agricultural competency.

As might be expected in looking at the sales category, workers needing competencies in the business and service area comprised more 27 than 70$, with 21$ falling in the industrial group and 5$ in the agri­ cultural group.

Again in the clerical category, business and service competency group comprises most of the employees need; for example, as shown in

Table 5, 83$ of all the employees at the clerical category need com­ petencies in the business and service group whereas only 1.8$ in this category need agricultural competencies.

In the Proprietary and Managerial occupational category, the greatest percentage, 6 3.7$ of the workers need competencies classified in the business and service group as compared to 31$ in the industrial group and 5$ in the agricultural competency group.

In looking at the number of workers in the occupational category classified as technical, it should be noted that here both the business and service groups and the industrial group have the largest percentage of employees needing competency at this category. Only 2.7$ of the workers classified in the technical category need competencies in agriculture. This low percentage in agriculture may be explained by the fact that the technician category is very new relative to agricultural

competencies.

Of all the workers in the professional category 22$ of them need

competency in agriculture as compared to 38$ needing competencies in the industrial areas and 39$ i-n "the business and service areas. The large number in the agricultural competency group is noteworthy in view

of the fact that the percentages are rather low in the other occupational

categories• 28

Comparison of Wages for Occupational Categories

In comparing the wages received by the workers needing competencies in each of the three major competency groups, it will be noted in Table

6 that there is a difference in the percent of workers receiving wages of $100 or more per week between the three groups.

TABLE 6 .— Comparison of workers earning one hundred or more dollars per week

Percent N Occupational Category Business Agriculture & Service Industry

Professional 121*,8I+9 6 0 .0 92.1 9*+.0

Technical 139,122 3 0 .8 8 5 .O 63 .0

Proprietary and Managerial 162,11+3 8 0 .0 89.5 90.3

Clerical 36,11+3 31+.1+ 13.1 ' 20.5

Sales 133,060 53.2 ' 1+9.8 56.0

Skilled 29l+,282 55.6 7*+.0 75.2

Semi-skilled 11+9,1+82 2 6 .3 20.5 33.8

Service 25,707 *+.3 7.5 11.7

Ninety-four percent of the professional workers needing competencies in the industrial area received more than $100 per week whereas only

60$ of those workers needing competencies in the agricultural area received $100 or more dollars per week.

When the workers at the technician level are compared by wage, it is noted that 63$ of the workers needing competencies in the industrial area received one hundred or more dollars per week, whereas only

one-half that number, or 30$, received one hundred or more dollars per week in the agricultural competency area.

TABLE 7•--Comparison of workers earning $79 - 40 per week

Percent N ______Occupational Category Business ______Agriculture & Service Industry

Professional 4 ,0 7 1 1.2 5.2 1.0

Technical 34,915 14.5 0.9 21.9

Proprietary and Managerial 5,357 10.0 2.8 2 .7

Clerical 134,365 42.6 59-9 5 2 .1

Sales 84,333 27.9 3 2 .8 3 1 .2

Skilled 26,551 7.6 1 2 .0 6.3

Semi-skilled 106,510 51.3 27.5 2 0 .5

Service 143,113 2 6 .2 49.5 63.5

As reported in Table 7 it may be seen that of the workers at the

technician level who need competencies in the industrial group 21$ earn

less than $80 a week as compared to only l4$ earning less than this

amount in the agricultural competency group.

In the occupational category described as managers and pro­

prietors, a larger proportion of the workers receive more than $100

per week in the business and service and industrial competency areas

than in the agricultural area. However, the percent of workers receiving

eighty or less dollars per week is greatest in the agricultural competency 30 group. This can be interpreted to mean that people working as managers and proprietors of businesses and firms which need workers with com­ petencies in agriculture generally receive less salary in terms of wages per week than those who are managers and proprietors in the business, service, and industrial type firms.

The sales workers who need competency in agriculture generally are at a higher wage level than those in the business and service competency areas. However, this is a very slight difference in terms of percent of workers. In the sales worker group, as in the prior ones, those workers who have industrial competencies generally receive a higher wage per week than in the other two areas. A distinct difference is observed in the low wage per week table where it is noted that in each of the major competency areas almost a third of the workers at this level receive less than $80 per week.

The workers classified as clerical who need competencies in each of the three major areas show a distinct trend toward a reduction in wages per week. For example: approximately 50$ of all the workers in this category regardless of the competency group earn less than $80 per week. An interesting point in regard to clerical workers relates to the agricultural competency area. In this occupational category, almost

35$ of the workers earn one hundred or more dollars per week when they have competencies in agriculture as compared to only 13$ in the business and service areas and 20$ in the industrial area. This could be inter­ preted to mean that workers classified as clerical workers working in firms requiring a competency in technical agriculture as a part of their 31 background, usually earn more per week than do those clerical workers in the business and industrial type of firm.

Those workers classed as skilled in the agricultural competency area generally earn less in terms of wages per week than do those workers in the business and service and industrial competency areas.

Only 50$ of workers with agricultural competency earn more than $100 per week whereas 75$ of the workers with industrial or business and service

competencies earn more than $100 per week.

In the semi-skilled group, better than 50$ of the workers with agricultural competencies earn less than $80 a week whereas only 27$

of the workers with business and service competencies or 20$ of those with industrial competencies earn less than $80 per week. This can be

interpreted to mean that in the semi-skilled occupational category

those who have agricultural competencies as a part of their job quali­

fications, generally earn less than those with business and service or

industrial competencies.

When the weekly wage of service workers is compared by competency

groups, it is noted that a much higher percentage of the workers with

industrial competencies receive less than $80 per week than either of

the other two groups. It should also be noted that only 26$ of the

workers at this level who have competency in agriculture receive less

than $80 per week whereas 70$ of them receive between $100 and $80 per

week. It is also shown that a larger proportion of the service workers

in the industrial competency group received $100 or more dollars per

week. 32

Years of Schooling Necessary

Respondents were asked to react in terms of the number of years of education necessary for satisfactory employee performance on the job. The respondents had an opportunity to indicate at what level of education they felt their employees should be in order to satisfactorily perform jobs in the competency areas indicated. These levels of educa­ tion range from high school through the advanced degree.

In general, the number of years of schooling ranges from twelve years for the service, semi-skilled, and skilled workers classifications to approximately 17 years for the professional level. There were interesting differences in the number of years of schooling when com­ pared between the major competency groupings.

TABLE 8.--Average number of years of schooling necessary for non-farm agricultural workers by occupational category Average Number of Occupational Categories Years of Schooling

Professional 16.8

Technical 13.5

Proprietary and Managerial 13.9

Clerical 12.5

Sales 12.6

Skilled Workers 12.3

Semi-skilled Workers 12.0

Service Workers 12.0

Table 8 shows that the number of years of schooling necessary for satisfactory performance in businesses requiring competencies in agriculture range from exactly 12 years at the service and semi­

skilled level to l6.8 years at the professional level. The respondents

felt technicians with agricultural competencies needed 1 3 .5 years of

schooling in order to be effective in their jobs. This is in comparison

to the 14 years of schooling required to properly train technicians in

presently instituted technician level programs. Another interesting

point to be seen in Table 8 is the fact that those in proprietor or

managerial positions need more schooling than those in the technician

positions.

TABLE 9.— Schooling necessary by competency group and occupational category

Years of Schooling Occupational Categories Business Industrial Agriculture 8s Service

Professional 16.7 1 6 .8 1 6 .0

Technical 14.6 13.5 15.9

Proprietary and Managerial 14.2 13.9 15.7

Clerical 13.1 12.5 12.8

Sales 14.8 12.6 i4.3

Skilled Workers 1 2 .9 12 .3 1 2 .9

Semi-skilled Workers 1 2 .2 1 2 .0 13.5

Service Workers 1 2 .6 1 2 .0 13.1

The average number of years of schooling necessary for satisfactory

performance of workers needing competencies range from 1 2 .6 years at

service worker category to 1 6 .7 years at the professional level as reported in Table 9* Almost 15 years of schooling was indicated as being necessary for persons working in the sales categories who needed to have industrial competencies. In the case of workers with industrial competencies the technician was found to need l k ,6 years of schooling

or almost three years beyond high school as compared to only 13.5 years in the agricultural group. In general, the respondents indicated that people needing competencies in the industrial areas should have

slightly more years of schooling than those needing competencies in the

agricultural group except in the professional category.

The average number of years of schooling necessary for workers

with competencies in the business and service area was found to range

from 13.5 at the service level, to 16 at the professional level. In

this competency area it was felt that all workers should have more than

a high school education to successfully perform their jobs. It should

also be noted that almost 16 years of schooling was suggested for the

technician level job in this category. This is as compared to the 14

and 1 3 .5 years of schooling necessary in the industrial and agricultural

competency groups respectively.

When comparing all three major competency groups relative to number

of years of schooling required by occupational categories specific

differences were noted. The number of years schooling required for the

skilled, semi-skilled, and service worker categories were slightly lower

for those workers needing agricultural competencies than for the workers

in either of the other two groupings. However, the number of years

schooling required for the professionals needing competency in agriculture

was higher than in either of the other two groupings. In all cases, 35 however, no employee is needed having an educational level of less than 12 years of schooling. It is.apparent that in the industrial group­

ing of competencies, workers in the skilled, sales, clerical, proprietor

and managerial, technical and professional levels all needed at least

one or more years of schooling, beyond high school in order to success­

fully perform their jobs. In the business and service grouping,

however, people in all categories needed more than a high school

education in order to be successful in their job, whereas in the agri­

cultural grouping a high school education was sufficient for the skilled,

semi-skilled, and service worker categories.

Kind of Background Preferred

The respondents were asked to indicate what kind of background

they felt their employees should have. They responded in terms of

whether or not they felt their employees should have a rural background,

an urban or city background, farm background, or no preference. The

responses relative to background preferred were made in terms of the

employees who were listed as needing competency in certain specific

areas. In other words, the respondent indicated the background preferred

for a particular employee who had knowledge and skill in a certain

area. TABLE 10.— A comparison of workers by major competency group in terms of background preferred

Percent of Workers by Competency Group Background Preferred Business Industry Agriculture & Service

Rural (25 OO pop.) 5.6 2 .2 3.5

Urban or City 1 2 .2 2.9 9*6

Farm 3.7 6.5 1 '1

No Preference 78.5 88.4 . 8 5 .2

In Table 10, a comparison of workers by major competency group in terms of background preferred is made. In the agricultural competency area for example, 88/o of the employees who needed competencies in agriculture need not have any particular background in the opinion of the employer. In the industrial competency group, the respondent felt that 7 8.5 $ of all the employees needing competencies in that area need not have any particular background relative to job competency. Approxi­ mately the same thing is shown in the business and service competency group. In this case no preference in terms of background was indicated for 8 5.2/0 of the workers in that competency grouping.

The number of employees in the industrial area and in the business and service area who the respondent felt should have an urban or city background was greater than in the agricultural area. The table shows further that there was a higher percent of employees needing a rural background in the industrial competency, and business and service com­ petency areas than in the agricultural area. In general, Table 10 can 37 be interpreted to mean that there is no preference in terms of the kind of background needed by workers in the non-agricultural employment category. This relates to all three competency group areas.

Comparison of Workers by Competency Group and Occupational Level

Workers who need competencies in each of the three major competency groupings are compared by occupational category and by type of business or firm in which they were employed. The percentage of the workers in a particular firm who need competencies of the agricultural type was compared with the same percentage of workers in that firm who need competencies in the industrial or business and service groupings. This was done as shown by the following tables in each of a number of selected firm types as categorized in the Standard Industrial Code.

Workers needing one or more agricultural competency were identified in 57 different types of firms. The tables which follow pertain to selected types of firms. These were selected because they employed many workers where a high percentage of their employees needed knowledge and skill in agriculture. They are reported in the order in which they are listed in the Standard Industrial Code Index.

Horticultural service firms

In the horticultural service firms of Ohio shown in Table 11 the percent of workers at each occupational level are compared relative to the competencies needed by the three groups. For example, it is shown that of all those workers in the horticulture service firms who are classi­ fied as professional workers, 33.3$ of them need competencies in agriculture,

42$ in the business and service area, and 2 3 .8$ in the industrial area. This is compared to the proprietor and managerial worker where a third of them need competency in agriculture, a third in business and service area, and a third in the industrial area. At the service level almost 100$ of the.workers in horticultural service firms need agricultural competencies only. In the semi-skilled area, too, there is a half and half division between competencies needed; half of them being in agriculture and half in the industrial area.

TABLE 11.--A comparison of workers by major competency group and occupational level for horticultural service firms Percent of Workers by Competency Group Projected business Occupational Level N Industry agriculture & Service

Professional 61+3 2 3 .8 33.3 1+2.9

Technical 1+29 8.1+ 1+1 .6 50.0

Proprietary and Managerial l*+3 33.3 33.3 33.3

Clerical 1+29 -- 1 00.0

Sales 0 -- -

Skilled 3,358 1.3 63.9 31+.8

Semi-skilled 2 ,8 5 8 51.6 1+8.1+ -

Service 5 ,286 1 .1+ 9 8 .6 -

Total 13,1^6

Meat packing plants

Of those people who work in the meat packing plants of Ohio as shown in Table 12, none were indicated as having a need for industrial type 39 competencies. However, when the proprietor and managerial level is analyzed, it is noted that 50 $ of them need agricultural competencies and 50 $ of them need competencies in the business and service area.

In the service worker category, however, it should be pointed out that 100$ of all the service worker type employees in the meat packing plants need competencies in agriculture.

TABLE 12.— A comparison of workers by major competency group and occupational level for meat packing plants

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture 85 Service

Professional 71 - 1 0 0 .0

Technical -- -

Proprietary and Managerial 429 5 0 .0 5 0 .0

Clerical 500 - 100.0

Sales 1,429 50 .0 5 0 .0

Skilled 2l4 100.0 -

Semi-skilled - 0 -

Service 71 100.0 -

Total. 2 ,7 1 4

Sausage and prepared meat product firms

It is noted in Table 13 that of all the workers in the sausage, and other prepared meat product firms at the professional level, 40$ of the employees need industrial competencies as compared to only 20$ i+o of tham at that level needing competencies in business and service.

It is also noted that 1*0$ of the professional employees need competencies in agriculture. It is interesting to note that in this type of firm, there are no technicians needed. In the proprietor and managerial, clerical, and sales classes, the proportion of workers needing competencies in each of the three groups is approximately the same. However, in the skilled worker class, very few need competencies in the business and service area. In the semi-skilled worker areas, in these types of firms, half of the workers need industrial type competencies and half need agri­ cultural competencies.

TABLE 13.--A comparison of workers by major competency group and occupational level for sausage and other prepared meat product firms

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional lV3 1*0 .0 1*0 .0 20.0

Technical

Proprietary and Managerial 71 35.7 35.7 28.6

Clerical 357 30.8 30.8 38.1*

Sales 357 33.3 33.3 33.3

Skilled 61*3 1*2.8 1*2.8 ll*.l*

Semi-skilled 1,61*3 50.0 50.0

Service

Total 3,211* 41

Fluid milk firms

In the fluid milk firms of Ohio shown in Table 14, 100$ of all

those people classed as technicians need competency in business and

service areas whereas none of the technicians need agricultural or

industrial competencies. This same situation is true at the clerical

and sales occupational level. However, at the professional level 16$

of the workers need competencies in the industrial area, 80$ of them

in the agricultural area and only 3$ in the business and service area.

In the skilled level, 16 .6$ need industrial type competencies whereas

83.4$ of the workers need agricultural competencies. In this type of

firm, therefore, the largest number of people needing competency in

agriculture are employed at the skilled and professional levels.

TABLE 14.--A comparison of workers by major competency group and occupational level for fluid milk firms

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 1 ,7 8 6 1 6 .1 8 0 .6 3.3

Technical 71 - 100.0

Proprietary and

Managerial - - -

Clerical 786 - 100.0

Sales 714 - 100.0

Skilled 1,429 1 6 .6 83.4 -

Semi-skilled ---

Service - - -

Total 4,786 k2

Canned fruit, preserve, vegetable firms

In Table 15 the competencies needed by workers in the canned fruit, vegetables, preserve, jam and jelly firms of Ohio, show up as being

entirely in the agricultural competency areas. It is interesting to

note that none of the people at any level except skilled and service,

need competencies in the industrial or business and service areas.

TABLE 15.— A comparison of workers by major competency group and occupational level for canned fruit, vegetable, preserve, jam and jelly firms

Percent Workers by Competency Group Projected Business Occupational Level N ■ Industry Agriculture & Service

Professional 71 - 100.0

Technical 71 - 100.0

Proprietary and Managerial 71 - 100.0

Clerical 71 - 100.0

Sales -

Skilled -

Semi-skilled 286 - 100.0

Total 570

Cereal preparation firms

In Table 16, which deals with the competencies of workers in the

cereal preparation firms, a similar phenomenon is observed. It is noted

here, as in Table 15, that all the workers at all levels except technical

need competencies in agriculture. TABLE l6.— A comparison of workers by major competency group and occupational level for cereal preparation firms

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 71 - loo.o -

Technical - - - -

Proprietary and Managerial 143 - 100.0 -

Clerical 143 - 100.0 -

Sales 71 - 100.0 -

Skilled 143 - 100.0 -

Semi-skilled 357 - 100.0 -

Service 143 - 100.0 -

Total 1,071

Manufacturers of prepared animal feed

In the firms manufacturing feed for animals, it is revealed in

Table 17 that only those workers at the professional level need competency

in agriculture, whereas all workers need competencies in the business and

service areas. It is also noted that of the workers at the professional

level half of them need competencies in agriculture and half in the business and service competency group. TABLE 17.— A comparison of Workers by major competency group and occupational level for firms for the mfg. prepared feeds for animals and fowls

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture 8c Service

Professional 71 - 5 0 .0 5 0 .0

Technical 71 -- -

Proprietary and Managerial 1 ^3 -- 1 0 0 . 0

Clerical 1 ^3 -- 1 00.0

Sales 71 - - -

Skilled 71 - - -

Semi-skilled 1*29 -— 1 0 0 . 0

Service 71 -- -

Total 1 ,0 7 0

Manufacturers of food preparations

As indicated in Table 18, of the workers at the professional level

in the food preparation firms not elsewhere classified, i+3$ need to have

competencies in the industrial area, 28:.5$ in agriculture, and 28.5$

in business and service. At the technical level 25 $ need competencies

in the industrial area, whereas 50 $ need competencies in agriculture,

and 25 $ need competencies in the business and service. At the semi­

skilled level, it is interesting to note that 60$ of the workers need

industrial type competencies but 40$ of the workers in this level need competencies in agriculture. However, at the service worker level in this kind of firm, 100$ need only industrial type competencies.

TABLE 18.— A comparison of workers'by competency group and occupational level for the food preparation firms

Percent Workers by Competency Group Projected Business Occupational Level H Industry Agriculture & Service

Professional 500 43.0 28.5 2 8 .5

Technical 286 2 5 .0 5 0 .0 2 5 .0

Proprietary and Managerial 1,000 8.5 5 0 .0 M . 5

Clerical 1,786 - - 1 0 0 .0

Sales 3,929 - - 1 0 0 .0

Skilled 6,715 35.5 4.0 6 0 .5

Semi-skilled 2i)-,630 6 0 .0 40.0 -

Service 786 1 0 0 .0 --

Total 39,632

Grease and tallow manufacturing firms

In the grease and tallow manufacturing firms as shown in Table 1 9, the number of employees at the professional, technical, proprietor and managerial levels need competencies in the areas of agriculture, industry, and business and service to the same degree. It is interesting to note, however, that 50 $ of all the( clerical level workers in these kinds of firms need knowledge and skill in agriculture as a part of their job qualifications. This also is true in the skilled and semi-skilled worker levels. TABLE 19.— A comparison of workers by major competency group and occupational level for grease and tallow manufacturing firms . Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 1^3 33.3 33.3 33.3

Technical lk-3 33.3 33.3 33.3

Proprietary and Managerial ll*3 33.3 33.3 33.3

Clerical - - 50.0 5 0 .0

Sales - -- -

Skilled 11*3 50 .0 50.0 -

Semi-skilled 357 5 0 .0 5 0 .0 -

Service - - --

Total 929

Publishing and printing firms

Table 20, dealing with the newspaper firms including publishing and printing firms, shows that only at the professional level is there a need for workers with competency in agriculture. At this level 5.3$ of them needed one or more agricultural competency. ^7

TABLE 20.— A comparison of workers by major competency group and occupational level for newspaper firms— publishing and printing

Percent Workers by Competency Group Projected Business Occupational Level - . N Industry Agriculture & Service

Professional 9,930 69.I+ 5.3 25.3

Technical 1 , 1^3 8 0 .0 - 2 0 .0

Proprietary and Managerial 1 ,5 0 0 13.6 - 86.1+

Clerical 2 , 61+3 - - 1 0 0 .0

Sales *4-, 61+3 30.9 - 6 9 .I

Skilled 2 1 ,2 1 5 9 8 .6 - 1.1+

Semi-skilled 8,501 97.3 - 2 .7

Service 1,1+29 93.3 - 6.7

Total ' 51 , 001+

Wood preserving firms

Table 21 indicates that 33-3$ of the professional workers in the wood preserving firms need competencies in each of the three areas.

It is interesting to note also that at the proprietor and managerial level, 25 $ need competencies in the area of agriculture, 25 $ in indus­ trial, and 50 $ in business and service. kQ

TABLE 21.— A comparison of workers by major competency group and occupational level for wood preserving firms

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 71 33.3 33.3 33.3

Technical - - - -

Proprietary and Managerial 21k 2 5 .0 25.0 5 0 .0

Clerical lk3 ■ - - 1 0 0 .0

Sales - - --

Skilled 500 1 0 0 .0 - -

Semi-skilled 357 -- -

Service 1 ,0 7 2 . - --

Total 2,357

Veneer and plywood plants

In the veneer and plywood plants, 50$ of the employees at the professional level need knowledge and skill in agriculture, whereas the remaining 50 $ need competencies in the business and service area.

However, at the skilled level 66. 7$ o f the workers need agricultural competencies compared to 3 3 .3$ needing industrial competencies. TABLE 22.— A comparison of workers by major competency group and occupational level for veneer and plywood plants

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 71 - 5 0 .0 50 .0

Technical --- -

Proprietary and

Managerial --- -

Clerical - -- -

Sales -- --

Skilled 214 33.3 6 6 .7 -

Semi-skilled 71 . - 100.0 -

Service - -- -

Total 356

Pharmaceutical preparations firms

Of the pharmaceutical preparations firms in Ohio, Table 23 shows that none of the employees need competency in the area of agriculture.

This was surprising since these firms make extensive use of animals in their research and development programs. 50

TABLE 23.--A comparison of workers by major competency group and occupational level for pharmaceutical preparation firms

Percent W orkersbyC ompetency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 1*1-3 100.0 - -

Technical 71 1 0 0 .0 - -

Proprietary and Managerial 357 - - 100.0

Clerical l,k29 -- 1 00.0

Sales i,6k3 -- 1 00.0

Skilled 1,1^3 33.3 - 6 6 .7

Semi-skilled 572 -- 100.0

Service 3,929 - - 100.0

Total 9,287

Manufacturers of farm machinery and equipment

The manufacturers of farm machinery and equipment firms shown in

Table 2k reflect 33.3$ of all the people employed at the technician level need competency in agriculture, whereas 6 6.7$ of these people need industrial competencies. However, at the proprietor and managerial level 20$ need competency in agriculture as compared to 40$ in business and service, and !+0$ in industry; also, at the sales level 25 $ of the employees need competency in agriculture. 51

TABLE 24.— A comparison of workers by major competency group and occupational level for mfg. farm machinery and equipment firms

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional - - - -

Technical 143 6 6 .7 33.3 - •

Proprietary and Managerial 286 40.0 2 0 .0 4o.o

Clerical 357 - - 1 00.0

Sales 214 25.0 2 5 .0 40.0

Skilled 286 1 00.0 - -

Semi-skilled 2 ,5 0 0 1 0 0 .0 - -

Service 143 1 00.0

Total 3,929

Manufacturers of metal stampings

It is interesting to note in Table 25, dealing with the manufacturers

of metal stampings firms in Ohio, that three occupational levels need workers who have competencies in agriculture. These levels are the

proprietor and managerial, clerical, sales and skilled levels. The

percentages in each of these levels is 5 $ or less. 52

TABLE 25.— A. comparison of workers by major competency group and occupational level for mfg. metal stampings

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 500 5*+.5 - ' *1-5.5

Technical 1,929 71.7 - 2 8 .3

Proprietary and 929 *+0 .9 *+.6 5*+.5 Managerial

Clerical 1,1*1-3 38.5 3.9 57.6

Sales 71*+ *+5.0 5.0 5 0 .0

Skilled *+,6*+3 8 1 .3 2.5 1 6 .2

Semi-skilled 8 ,5 0 1 95.0 - 5.0

Service l,l*+3 1 0 0 .0 - -

Total 19,502

Natural gas and electricity transmission firms

In the natural gas and electricity transmission and distribution firms of Ohio, shown in Table 26, 33$ of the workers at the professional level need competency in each of the three major groups. However, at the technical level 50 $ of the workers need competencies in agriculture and 50$ in business and service. It is interesting to note that at all occupational levels except sales, agricultural competencies are needed by at least 33$ of all the workers. 53

TABLE 26.— A. comparison of workers by major competency group and occupational level for natural gas and electricity transmission and distribution

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 71 33.3 33.3 33.3

Technical - - 5 0 .0 50-.0

Proprietary and Managerial 61*3 33.3 33.3 33.3

Clerical 786 33.3 33.3 33.3

Sales. - - --

Skilled 572 33.3 33.3 33.3

Semi-skilled 1,1^3 33.3 33.3 33.3

Service l,2lk 33.3 33.3 33.3

Total l*,l*29

Wholesale fresh fruit and vegetable firms

In Table 2 7, which deals with the wholesale fresh fruit and vegetable

firms in Ohio, it is noted that one-third of all the workers employed at

the proprietor or managerial level need knowledge and skill in agricul­

ture; also, 33«3$ of the workers at the skilled level need competency

in this area. However, at the service worker level 50$ of the workers

fall in the agricultural competency group and 50 $ in the industrial

group. 5^

TABLE 27.— A comparison of workers by major competency group and occupational level in wholesale trade of fresh fruits and vegetables

Percent Workers by Competency Group Projected Business Occupational Level t N Industry Agriculture & Service

Professional -- - -

Technical -- --

Proprietary and Managerial 71 33.3 33*3 33.3

Clerical 71 5 0 .0 - 5 0 .0

Sales - - --

Skilled 71 33.3 33.3 33.3

Semi-skilled - - --

Service 857 5 0 .0 5 0 .0 -

Total 1 ,0 7 0

Retail hay, grain and feed stores

Table 28 indicates that most all of those persons who work in the retail hay, grain, and feed stores of Ohio need competency in both the agriculture and business and service areas. Only 10% of the semi-skilled workers need any competencies classified as industrial.

It is interesting to note the proportion of workers needing agricultural competency as compared to those needing business and service type com­ petencies., For example, at the proprietor and managerial level, 64.7% need competencies in agricultural, whereas 3 5 *3% are needed in the business and service area. There was an even higher proportion of the workers needing competency in agriculture at the skilled level. 55

TABLE 28.— A comparison of workers by major competency group and occupational level for retail hay, grain, and feed stores

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 71 -- 1 0 0 .0

Technical 71 - 33.3 66.7

Proprietary and Managerial 929 - 64.7 35.3

Clerical 786 - 37.5 6 2 .5

Sales 929 - 57.2 42.8

Skilled 1 ,0 7 2 - 71.5 2 8 .5

Semi-skilled 2 ,0 0 0 1 0 .0 55.0 35.0

Service 1 ,0 0 0 - 46.1 53.9

Total 6 ,8 5 8

Hardware stores

Table 29 shows that in the hardware stores a third of the people need competency in agriculture and a third each need competencies in the business and service and industrial groupings. It should be pointed out that in this type firm there sire three levels of occupations in which workers need competencies in agriculture. These levels are the professional, proprietor and managerial, and clerical. 56

TABLE 29.— A comparison of workers by major competency group and occupational level for hardware stores

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 71 33.3 33.3 33.3

Technical - - ' - -

Proprietary and Managerial 1,357 5 0 .0 5 .0 55.0

Clerical 572 1 8 .2 5*+.6 2 7 .2

Sales 2,1^3 53.1 - k6.9

Skilled 357 1 0 0 .0 - -

Semi-skilled 429 1 0 0 .0 - -

Service 2lk 1 0 0 .0 --

Total 5,1*1-3

Farm equipment dealers

Of the workers in the farm equipment dealerships Table 30 shows that 100$ of all workers in sales need some competency in agriculture, whereas none of them need competencies in the business and service or industrial areas. It is also interesting to note that all of the semi-skilled people working in these firms needed only competencies in the industrial areas whereas in the proprietor and managerial group and clerical group only business and service type competencies were needed. 57

TABLE 30.— A comparison of workers by major competency group and occupational level for farm equipment dealers

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agricultural & Service

Professional - -- -

Technical - -- -

Proprietary and Managerial 286 - - 100.0

Clerical 1^3 -- 100.0

Sales 286 - - -

Skilled 71 -- -

Semi-skilled 500 1 0 0 .0 - -

Service - - --

Total 1 ,2 8 6

Florist shops

Table 31 reveals that 75$ of all the employees at the professional level who work in the florist shops need to have competency in agri­

culture. It will also be noted that all levels of employment in the

florist shops require some degree of competency in agriculture whereas

only two levels require competency in the industrial area. 58

TABLE 31*— A comparison of workers by major competency group and occupational level for florist shops

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 286 - 75.0 2 5 .0

Technical 71 33.3 33.3 33.3

Proprietary and Managerial 643 14.3 57.1 2 8 .6

Clerical 357 - 75.0 25 .O

Sales 1 ,0 0 0 - 84.6 15.4

Skilled 71 - 1 00.0 -

Semi-skilled 500 - 1 0 0 .0 -

Service 286 - 33.3 6 6 .7

Total 3,214

Grocery stores

Table 32 indicates that in the grocery stores, one-fourth of the persons employed at the professional level need to have competency in agriculture as compared to one-half in the business and service area. All occupational levels except the technical level required people with competency in agriculture, industry, and business and

service. It will further be noted that the highest percentage of workers needed competencies in the industrial area. This may be due

to the fact that in this study meat-cutting was classified as an

industrial skill. 59

TABLE 32.— A comparison of workers by major competency group and occupational level for grocery stores (with fresh meat)

Percent Workers by Competency Group Projected Business Occupational Level H Industry Agriculture & Service

Professional 71 2 5 .0 25.0 5 0 .0

Technical -- -

Proprietary and Managerial 2 ,0 0 0 48.8 17.9 33.3

Clerical 929 5 2 .6 5.3 42.1

Sales M 1 5 6 9.O 2 0 .6 10.4

Skilled 1 ,0 0 0 40.5 37.9 2 1 .6

Semi-skilled 1 ,572 8 0 .0 11.4 8 .6

Service 5,430 7 8 .2 5.2 1 6 .6

Total 1 5 ,217

Eating places Table 33 indicates that the greatest percent of employees needing competency in agriculture in the eating places of Ohio were classified at the technical level. It is shown that 55*8% of the technician level workers needed competency in agriculture, whereas 7 7.6% of the semi-skilled workers needed competency in the industrial category. Later in the study it will be shown that the competencies in agriculture which are listed relate to the food processing area. Therefore, food processing is one of the agricultural competencies needed by 55 % of the technician level workers employed in the eating places of Ohio. It should also be noted that 30% of the clerical workers need an understanding of food processing. 60

TABLE 33.— A comparison of workers by major competency group and occupational level for eating places

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 2,072 40.0 2 0 .0 40.0

Technical 2 ,0 0 0 2 5 .6 55.8 1 8 .6

Proprietary and Managerial 9,644 55.6 3.4 41.0

Clerical 3,500 32.2 3 0 .6 37.2

Sales 27,504 1 9 .1 . 1 0 .5 70.4

Skilled 9,644 8 3 .6 16.4 -

Semi-skilled 23,931 77.6 1 0 .9 11.5

Service 31,718 8 7 .0 11.4 1 .6

Total 110,013.

Dairy products stores

Table 34 indicates that 79«2$ of all the skilled workers in the dairy products stores need to have competency in agriculture, whereas

95$ of the semi-skilled workers need competencies in this area. However, it must also be pointed out that 100$ of the people classified as service workers in the dairy products stores need competencies only in the industrial category. 6i

TABLE 3^.— A comparison of workers by major competency group and occupational level for dairy products stores

Percent

Projected Business Occupational Level N Industry Agriculture & Service

Professional -- - -

Technical 71 50 .0 5 0 .0 -

Proprietary and Managerial 6.7 - 33.3

Clerical 1,072 6 0 .0 3 0 .0 1 0 .0

Sales b,k29 75.5 13 A ll.l

Skilled 1 ,000 2 0 .8 79.2 -

Semi-skilled 786 7.7 92.3 -

Service - 100.0 - -

Total 7,786

Farm and garden supply stores

In Table 35 dealing with farm and garden supply stores, it is noted that 3 3 .3$ of the employees at the professional level need competency in agriculture and the business and service, and industrial areas respectively. This same proportion is shown for the occupational levels of technical, proprietor and managerial as well as the sales level.

Table 35 also indicates that 7^.6$ of the employees at the semi-skilled level need competencies classified as agricultural. 62

TABLE 35.— A comparison of workers by major competency group and occupational level for farm and garden supply stores, NEC

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 143 33.3 33.3 33.3

Technical 71 33.3 33.3 33.3

Proprietary and Managerial 143 33.3 33.3 33.3

Clerical 143 2 5 .0 2 5 .0 5 0 .0

Sales 143 33.3 33.3 33.3

Skilled - -- -

Semi-skilled 786 21.4 7 8 .6 -

Service - -- -

Total 1 ,4 2 9

Lumber yards

Table 36 indicates that only three occupational levels required workers needing competency in agriculture. These levels are pro­ fessional, technical, and skilled. It should be pointed out that

33.3$ of the people classified as professional workers in the lumber yards need competency in agriculture. 2 7.2$ classified as proprietor and managerial persons and 1 8.7$ classified as skilled workers need competency in agriculture. In all levels, however, worker competencies were needed in the industrial and business and service areas. 63

TABLE 36.--A comparison of workers by major competency group and occupational level for lumber yards

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional 71 33.3 33.3 33.3

Technical 71 50.0 - 5 0 .0

Proprietary and Managerial 572 36.4 27.2 36.4

Clerical 500 1 6 .7 - 83.3

Sales 1,143 40.9 - 59.1

Skilled 1 ,0 0 0 56.3 1 8 .7 2 5 .O

Semi-skilled 1,214 1 6 .7 - 83.3

Service 1,572 75.0 - 2 5 .O

Total 6,143

Fruit stores and vegetable markets

Table 37 indicates that only workers classified in the sales category are employed in the fruit and vegetable markets. However, 33-3% of the workers employed in these firms need competencies in each of the

competency groups. 6k

TABLE 3T»— A comparison of workers by major competency group and occupational level for fruit stores and vegetable markets

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture ^Service

Professional - - - -

Technical - - - -

Proprietary and

Managerial - ---

Clerical - -- -

Sales 572 33.3 33.3 33.3

Skilled - -- -

Semi-skilled - -- -

Service - -- -

Total 572

Miscellaneous retail stores

Table 38 deals with the miscellaneous retail stores not elsewhere classified. It may be noted that the levels of occupational employment needing competency in agriculture are as follows: Proprietor and managerial, sales, skilled and semi-skilled. The highest proportion of workers needing competency in agriculture that work in these stores fall in the semi-skilled and skilled groups. 65

TABLE 38.— A comparison of workers by major competency group and occupational level for miscellaneous retail stores, NEC

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture & Service

Professional - -- -

Technical - - - -

Proprietary and Managerial 1,500 4o .o 1 0 .0 5 0 .0

Clerical 2,572 -- 1 0 0 .0

Sales 6,143 6 .9 3 .4 8 9 .7

Skilled 2l4 40.0 2 0 .0 4o .o

Semi-skilled 21k 5 0 .0 2 5 .0 2 5 .0

Service 786 1 00,0 - -

Total 11,429

Health and allied services

In the health services as shown in Table 39, only two occupational

levels contain workers needing competency in agriculture. These are

the skilled and semi-skilled levels. It will be noted,that 25 $ of

all the workers employed at the semi-skilled level in the health and

allied service firms need some degree of competency in agriculture in

order to hold their job. 66

TABLE 39.— A comparison of workers by major competency group and occupational level for health and allied service, NEC

Percent Workers by Competency Group Projected Business Occupational Level N Industry Agriculture 8s Service

Professional lj*+29 5 0 .0 - 5 0 .0

Technical 6*1-3 53.0 - 1+7.0

Proprietary and Managerial 286 33.3 - 6 6 .7

Clerical 71*+ 2 0 .0 - 8 0 .0

Sales

Skilled 572 90.0 9.1

Semi-skilled *+29 75.0 25.0

Service 71^- 100.0

Total *+,787 67

Summary of Chapter II

This chapter dealt with an overview of the findings of the study relative to all competency areas. These findings have been presented in terms of basic competency groups required in the opinion of the employers in order for their employees to successfully perform the jobs for which they are hired. The groupings of competencies are com­ pared relative to the kinds of firms listed as a part of the Standard

Industrial Code. This code is the means of classification used by the census.

Three major groupings of competencies were used. These were the industrial, agricultural, and the business and service groups. These were arrived at by consulting with advisory committees in each of the areas during the instrument formulation process. None of these groups were labeled as industrial, business and service, or agricultural in the instrument used with the respondents. However, for the sake of reporting and interpreting the data of the study, these titles are used throughout.

A comparison of the number of employees that need competencies in each of the three major groupings was made showing that the largest numbers were in the industrial and business and service areas,whereas a smaller, but very important, number were in the agriculture group.

It was found that 5*3$ of all non-farm workers needed knowledge and skill in agriculture in the opinion of their employers. A much higher percentage of these workers needed competencies in the industrial and business and service groups. The findings indicated that 32.2$ of the 68

•workers need industrial-, and 37*7 1° business and service competencies.

The information in comparing employees needing competencies in each of

the three groups was presented first in terms of the overall number

of employees needed and then in terms of the number of new employees

needed annually. Fifteen thousand eight hundred ninety (1 5 ,89 0)

employees were needed annually who have knowledge and skill in agri­

culture .

The data on the educational level necessary for satisfactory

performance indicates that workers should have at least a high school

education in order to be employed. This was the case in all competency

areas. A comparison of wages between the three groups indicates that

those needing agricultural competencies compare favorably in terms of

wages earned with workers in the other two groups.

A comparison of workers between the three groupings was made

relative to the background preferred by employers. In all areas it

was noted that employers do not particularly care what residence back­

ground the worker has provided he is able to perform his job and possesses

the needed knowledge, skill and ability.

The final portion of this chapter dealt with a comparison of the

workers in different firms in terms of the percentage needing com­

petencies in each of the three groups. It was interesting to note that

in most all firms, workers need combinations of competencies found in

the three major groupings of agriculture, industrial, and business

and service. 69

CHAPTER III

AN ANALYSIS OF NON-FARM AGRICULTURAL EMPLOYMENT AND TRAINING NEEDS

The data presented in this'chapter deals exclusively with the identifi­ cation and description of those workers needing knowledge and skill in agriculture in order to be successfully employed in non-farm jobs. These workers are referred to throughout the study as non-farm agricultural workers.

Non-farm Agricultural Workers by Occupational Groups

The projected total number of non-farm agricultural workers in Ohio is 165 ,2 6 2. These are shown by occupational groups in Table 40.

TABLE 40.--Number of non-farm agricultural workers by occupational level

Occupational Group Number Percentage

Professional 50,240 30 .4

Technical 2 ,8 0 9 1.7

Proprietors and Managers 9,751 5.9

Clerical 4,462 2 .7

Sales 13,882 8.4

Skilled Workers 19,170 11.6

Semi-skilled Workers 17,518 10.6

Service Workers 47,^30 28.7

Total 165,262 100.0 70

It is noted in Table kO that 30$ of all non-farm agricultural workers are employed at the professional worker level. This is approximately the same as the 28$ working at the service worker level.

It may be also observed that about 50$ of all the workers are at the skilled, semi-skilled and service levels. The largest portion of the remaining 50 $ were classified as professional.

Non-farm Agricultural Workers Compared by Areas of Agricultural Competency

The respondents indicated for each of their employees the various areas of agricultural competency considered essential for success.

Many times a single employee would be listed as needing more than one of the competency areas. In Table it-l the total number of different workers needing competency in each of the areas is compared with the total number of workers needing at least one competency (1 6 5 ,26 2) in order to arrive at the percent needing any one specific area of competency. 71

TABLE kl. ---Percent of non-farm agricultural workers by competency areas

Major areas of competency Number Percentage

Food Processing k9,372 29.9

Horticulture 3 3 ,206 19.9

Pests, Diseases and Controls 7 ,3 3 0 k.k

Animal Science 5,323 3.i

Soil Science k,7l0 2 .6

Corn Production k,k32 2 .7

Forestry 2,713 l.k

Agricultural Engineering 2,k71 0.9

Agricultural Economics l,8k7 i.3

Other Competencies 89,399 53.3

It is noted in Table kl that of the 165,262 non-farm agricultural workers in Ohio k9,372 of them needed competency in the area of food processing. This comprised almost 30$ of all workers. The second greatest need was in the area of horticulture. In this case approxi­ mately 20$ of the workers need,among other competencies, one in the area of horticulture including ornamental as well as vegetable production. A similar study completed in New York found that food processing and horticulture were important areas of competency needed by non-farm agricultural workers. This study covered only 260 school districts offering vocational agriculture. It did not include the 13 major urban areas.

It diould be pointed out that those areas of agricultural competency needed least by non-farm agricultural workers were agriculture engineer­ ing and agricultural economics. Only one percent of the workers needed knowledge and skill in the area of agricultural engineering as essential for successful employment.

Distribution of Workers by Occupational Level and Area of Competency

The following tables deal specifically with each agricultural com­

petency showing the number of workers needing the area of competency

in each of the eight occupational levels.

Animal science

Table k-2 shows that clerical workers have the least need of competency

in the animal science area.

13 Harold R. Cushman, and others, Off-farm Agricultural Occupations in New York State, New York State College of Agriculture, P. 57. 73

TABLE 42.--Distribution of non-farm agricultural workers by occupational levels requiring competencies in the Animal Science area

Occupational Level Number Percentage

Professional 436 8 .2

Technical 152 3.0

Proprietors and Managers 799 1 5 .0

Clerical 145 2.7

Sales 653 12.3

Skilled Workers 1,048 19.2

Semi-skilled Workers 1,429 26.9

Service Workers 661 12.4

Total 5,323

It is interesting to note that 30$ of the semi-skilled workers need this competency, whereas only 3 .7$ of the technical group need it. It may be noted that about 80$ of the workers needing the competency fall in the proprietor and managers, sales, skilled, semi­ skilled and service worker categories.

Insects, diseases and controls

A higher number of workers, 7>330 as shown in Table 43, need competency in the areas of insects, diseases, pests, and controls than in the animal science area. Ik

TABLE J+3»— Distribution of non -farm agricultural workers by occupational levels requiring competencies in the Insects area

Occupational Level Number Percent

Professional ^37 6 .0

Technical 319 k.k

Proprietors and Managers 799 1 0 .9

Clerical 217 2 .8

Sales 1,017 1 3 .9

Skilled Workers 2,725 3 7 .2

Semi-skilled Workers 1,380 1 8 .8 ,

Service Workers ^36 6 .0

Total 7,330

It is revealed that 37$ of "the skilled agricultural workers need knowledge and skill in the insects and disease competency area. It should be ppinted out that about 1 Wjo of all sales employees also need this area of competency. As in the previous table, the least need is in the clerical category.

Crop production

It is interesting to note in Table Ml- that the greatest number of workers needing this area of competency is in the proprietor and manager category. 75

TABLE ^.--Distribution of non-farm agricultural workers by occupational levels requiring competencies in the Crop Production area

Occupational Level Number Percent

Professional ^38 9.9

Technical 1^5 3.^

Proprietors and Managers 1,085 2k. 6

Clerical 1^5

Sales 9bk 2 1 .1

Semi-skilled Workers 9kk 2 1 .1

Skilled Workers 368 8 .3

Service Workers 363 8 .2

Total M 3 2

It should be pointed out that fully two-thircb of all workers need­ ing this area of competency are in the semi-skilled, sales and proprietor and manager categories. 76

Food processing

The largest group of workers needing knowledge in the area of food processing are classed as service workers, as shown in Table ^5.

TABLE ^5.— Distribution of non-farm agricultural workers by occupational levels requiring competencies in the Food processing area

Occupational Level Number Percent

Professional 3,^12 6.9

Technical 1 ,3 0 9 2.7

Proprietors and Managers M l 5 9.6

Clerical 1,888 3.8

Sales 5,736 11.6

Skilled Workers 1 0 ,8 1 9 21.9

Semi-skilled Workers 9,367 1 8 .9

Service Workers 1 2 ,1 2 6 2 k .6

Total ^9,372

Approximately two-thirds of all the workers needing this area of competency were in the skilled, semi-skilled or service worker categories. Soil science

The Soil Science area is unique in that it is the only one required by such a high percentage of the professional workers.

Table k6 indicates that 22$> of them need competency in this area.

TABLE k6,— Distribution of non-farm agricultural workers by occupational levels requiring competencies in the Soil Science area

Occupational Level Number Percent

Professional 1 ,01*8 2 2 .0

Technical 217 1*.6

Proprietors and Managers 799 17.0

Clerical 11*5 3.1

Sales 99k 2 1 .1

Skilled Workers 781 17.0

Semi-skilled Workers 1*36 9.°

Service Workers 290 6 .2

Total 1*,710

Only 15io of the semi-skilled and service workers need knowledge in this area. However, almost 60$ of the proprietor and manager, sales and skilled workers must have this area of competency. 78

Forestry

As shown in Table k"J, 28$ of the workers needing knowledge in the forestry area were in the professional category.

TABLE V7.— Distribution of non-farm agricultural workers by occupational levels requiring competencies in the forestry area

Occupational Level Number Percent

Professional 763 2 8 .1

Technical 139 5.2

Proprietors and Managers ^36 1 6 .1

Clerical 0 0 .0

Sales 1^5 5.3

Skilled Workers 796 29.3

Semi-skilled Workers k3b 1 6.O

Service Workers 0 0 .0

Total 2,713

There were not any workers listed in either the clerical or service areas. About 90$ of all workers in this competency area were in the four'categories of professional, proprietor, skilled and semi­ skilled. 79

Horticulture

One of the most needed areas of competency for non-farm agri­ cultural workers was in the area of horticulture.

TABLE 48.— Distribution of non-farm agricultural workers by occupational levels requiring competencies in the horticulture area

Occupational Level Number Percent

Professional 739 2.2

Technical 466 1.4

Proprietors and Managers 508 1.5

Clerical 145 0.4

Sales 363 1.1

Skilled Workers 3,890 11.7

Semi-skilled Workers 3,472 10.5

Service Workers 23,623 71.1

Total 33,206

Table 48 shows that 71$ of the workers needing knowledge in the

area of horticulture are in the service worker category. There are

95$ of them in the three categories of skilled, semi-skilled and

service. This can be interpreted to mean that those workers needing horticultural skill are usually employed in the three lower occupational levels. 80

Agricultural engineering

Table 49 indicates that more than 40$> of the workers needing com­

petency in the area of agricultural engineering are considered to be in

the proprietor and manager category.

TABLE 49.--Distribution of non-farm agricultural workers by occupational levels requiring competencies in the agricultural engineering area

Occupational Level Number Percent

Professional 145 5.9

Technical 35 1.4

Proprietors and Managers 1,085 43.9

Clerical 436 1 7 .6

Sales 436 17.6

Skilled Workers 252 1 0 .2

Semi-skilled Workers 83 3rk Service Workers 0 0 .0

Total 2,472

Very few workers in this competency group fall below the skilled ,

worker level. There were only of those needing this area of com­

petency at the semi-skilled level and none classified as service

workers. Table i+9 also reveals that only 5.9$ of those workers required

to have competency in this area were at the professional level. Agricultural economics

Table 50 shows that more than 50$> of the workers needing com­ petencies in agricultural economics were at the professional, technical or proprietor and manager level.

TABLE 50.— Distribution of non-farm agricultural workers by occupational levels requiring competencies in the agricultural economics area

Occupational Level Number Percent

Professional 1^5 7.8

Technical 217 11.7

Proprietors and Managers • 653 35.^

Clerical 0 0 .0

Sales 363 19.7

Skilled Workers 73 3.9

Semi-skilled Workers 356 19.3

Service Workers 2 .2

Total i,8k7

There were no workers at the clerical level needing any competency

in agricultural economics.

Kinds of Firms Employing Agricultural Workers

There were fifty-seven different classifications of firms identi­

fied as employing persons required to have competency in agriculture. 8 2

The number of agricultural employees were identified for each type of firm. This information is included in Table 88 in the appendix.

A study of employment opportunities in off-farm agricultural occupations in Alabama identified only 18 types of firms as agricul­ tural; however, this study was limited to a study of firms that existed ll primarily for the purpose of providing supplies and services to farmers.

This table shows that the largest numbers of agricultural non-farm

workers (11,501 and 1 3 *85 8) are employed in the horticultural service

firms and in the food handling group including eating places. The meat

packing plants, hay, grain and food stores, fluid milk firms, and farm

and garden supply, and farm machinery and equipment stores were important

groups in terms of numbers of agricultural employees.

A complete listing of firms showing the distribution of agricultural

workers by competency areas for each firm is shown in Table 89 in the

appendix.

Agricultural Competencies Heeded by Workers in Various Firms

This is an analysis of the kinds of agricultural competency areas

needed by workers. The following series of tables, one for each of the

major areas of competency, shows the kinds of firms that employ workers

required to have knowledge and skill in that area.

1^ Richard A. Baker, A Study of Employment Opportunities in Off-farm Agricultural Occupations in Alabama, School of Education, Auburn University, p. 8 3. Animal science

Table 51 shows that there were nine kinds of employing groups

that need workers with animal science competency.

TABLE 51.— Percentage of workers needing competency in animal science by type of firm

Type of Firm Percentage

Hay, grain and feed 71.0

Educational Services 10.0

Wholesale farm products 6.0

Health and allied services ^.5

Newspapers 3.2

Miscellaneous retail stores 3.2

Riding academies .5

Non-classifiable establishments .5

Prepared feeds for animals and fowls .h

Total 1 0 0 .0

It may be noted that 71$ of all agricultural workers in hay, grain

and feed stores- need competency in this area. Only one-half of one

percent of the agricultural employees in the prepared

firms need competency in this area. 8i+

Insects, diseases and controls

Thirteen different types of firms employ agricultural workers need­ ing competency in the area of insects, diseases and controls, as shown in Table 52.

TABLE 52.— Percentage of workers needing competency in insects, diseases, and controls by type of firm

Type of firm Percentage

Horticultural services 39.0

Hay, grain and feed stores 3 8 .0

Hardware 1 0 .0

Wholesale fresh fruit and vegetables 2 .0

Florists 2 .0

Miscellaneous retail stores 2 .0

Food preparations, NEC 1 .0

Newspapers 1 .0

Wholesale farm products 1 .0

Building materials dealers 1 .0

Drug stores with fountain 1 .0

Educational services 1 .0

Health and allied services 1 .0

Total 1 0 0 .0

It is revealed that 39$ of the workers in the horticultural service firms and 38$ of thqm in the hay, grain and feed stores are required to have some competency in this area. Crop Production

Table 53 shows that workers in horticultural service firms were not included as needing knowledge in the area of crop production.

TABLE 53.--Percentage of workers needing competency in crop production by type of firm

Type of firm Percentage

Hay, grain and feed stores 1K).0

Educational services 13.0

Retail farm equipment dealers 6 .0

Government and non-classifiable 7.°

Health and allied services 5.0

Riding academies 5.°

Florists 5.0

Hardware stores 5.0

Wholesale farm products 5.0

Newspapers 3.°

Farm machinery and equipment 3.0

Wholesale fresh fruits and vegetables 3.0 Total 1 0 0 .0

It should be pointed out that ^0$ of the agricultural workers in hay, grain and feed stores were required to have competency in crop production; however, only yjo of those working in farm machinery and equipment firms need this competency area. 8 6

Food processing

There was a wide range of firms employing workers required to have

competency in the area of food processing, as shown in Table 54.

TABLE 54.--Percentage of workers needing competency in food processing by type of firm

Type of firm______Percentage

Eating places 2 9.0

Meat-packing plants 15.5

Hospitals 15.4

Fluid Milk Firms 7.0

Dairy Products Stores 7.0

Grocery stores 6.0

Sausages and other prepared meat products 4.0

Mfg. food preparations 4.0

Mfg. biscuits, crackers and pretzels 4.0

Retail food stores, NEC 2.0

Wholesale fresh fruit and vegetables 2.0

Mfg. canned fruits and vegetables 1.0

Educational services 1.0

Retail candy, and confectionary stores 0.6 Retail farm equipment 0.6

Hay, grain and feed stores 0.4

Mfg. canned and bottled soft drinks 0.3

Newspapers - Publishing and printing 0.2 Those firms handling and processing employed the largest percentage of workers needing competency in this area. Twenty-nine percent of the agricultural workers in the eating places of Ohio were required to have this area of competency. It should be pointed out that this is not 29$ of all workers in the eating places, but 29$

of those workers whose employers indicated that they must have knowledge

and skill in agriculture in order to successfully perform their job.

There were a total of eighteen different manufacturing, wholesale,

retail, and service firms employing agricultural workers needing

competency in this area. Soil science

Knowledge and skill in the area of soil science was required of

27$ of the agricultural workers employed in hay, grain and feed stores as shown in Table 55.

TABLE 55.— Percentage of workers needing competency in soil science by type of firm

Type of firm Percentage

Hay, grain and feed stores 2 7 .0

Retail hardware stores 1 8 .0

Horticultural services 2 2 .0

Farm equipment dealers 6.7

Farm and garden supply stores 6.7

Educational services 6.7

Amusement and recreational services 5.0

Florists 3.2

Mfg. Prepared feeds for animals 1 .6

Newspapers, publishing, and printing 1 .6

Wholesale fresh fruit and vegetables 1.5

It may also be noted that 18$ of the agricultural workers in the retail hardware stores need competency in the area of soil science. Forestry

There are eleven different kinds of firms that employ agricultural workers needing knowledge in the area of forestry as shown in Table 56 .

TABLE 5 6 .— Percentage of workers needing competency in forestry ty type of firm

Type of firm Percentage

Horticultural services 28.0

Lumber yards 22.0

Veneer and plywood plants 12.5

Hardware stores 9.^

Wood preserving, mfg. 6.2

Newspapers, publishing and printing 6.2

Mfg. nailed and lock corner wooden boxes 3.2

Mfg. food preparations 3.2

Public utilities 3 .1

Educational services 3.1

Sporting stores 3.1

Table 56 reveals that most of the firms listed handle wood and

wood products. For example, 22$ of the workers in lumber yards need

competency to some degree in the forestry area. It is interesting to

note the need for this area on the part of employees in firms that manu­

facture cartons and packing boxes. 90

Agricultural engineering

Table 57 indicates that only 19$ of the agricultural workers in

farm machinery manufacturing firms are required to have competencies

in the area of agricultural engineering.

TABLE 57•— Percentage of workers needing competency in agricultural engineering by type of firm

Type of firm Percentage

Mfg. farm machinery and equipment 1 9 .0

Hay, grain and feed stores 19.0

Hardware stores 19.0

Farm and garden supply stores 19.0

Amusement and recreational services 9.6

Horticultural services 9.6

Wholesale farm products 4.8

It may be noted, however, that as high a percentage of workers in

the hardware, farm and garden supply, and hay, grain and feed stores

need competency in this area as in the Farm Machinery Manufacturing

firms. It is of further interest to note that farm machinery dealerships

were not included as needing workers with competency in this area. 91

Horticulture

Table 58 indicates that 58$ of the agricultural workers in the

educational services group are required to have competency in the area

of horticulture. It is surprising that a fewer number of workers are

required to have this competency in the horticultural service group

than in educational services.

TABLE 5 8.--Percentage of workers needing competency in horticulture by type of firm

Type of firm Percentage

Educational services 5 8 .0

Horticultural services 33.0

Farm and garden supply stores 2 .8

Florists 2.7

Non-classifiable establishments 1 .1

Hardware stores 0.7

Amusement and recreational services 0.7

Wholesale fresh fruit and vegetables 0.4

Riding academies 0.4

Hay, grain and feed stores 0 .2

A few workers needing this area of competency are included in such

service firms as riding academies and amusement and recreational

services. Agricultural economics

Table 59 indicates that 1*0$ of the agricultural workers in the retail hay, grain and feed stores need competency in the area of agricultural economics.

TABLE 5 9 .--Percentage of workers needing competency in agricultural economics by type of firm

Type of firm Percentage

Retail hay, grain and feed stores 1*0 .0

Non-classifiable establishments 1 6 .7

Hardware stores 13.3

Farm equipment dealers 13.3 ! Educational services 6.7

Finance, and real estate 3.3

Wholesale fresh fruit and vegetables 3.3

Wholesale farm products 3.3

Only 3.3% of the agricultural workers employed in finance, insurance

and real estate firms need competency in the area of agricultural

economics. In referring to Table 89 in the appendix it may be noted

that this is the only area of agricultural competency required by

workers in this type of firm. 93

Competency Patterns Weeded by Workers in Selected Types of Firms

Respondents indicated the area of competency needed by workers in their firms. They gave this response in terms of each occupational

category and relative to the total number of workers employed in the

firm for that category.

It will be noted in reviewing the questionnaire included in the

appendix that the total number of workers needing at least one area of

agricultural competency was determined. This was secured by asking the

respondent to indicate the total number of his employees by occupational

group required to have at least one of the areas of competency.

In completing the instrument quite often a respondent indicated

that a worker would need more than one area of competency. The com­

puter was used to reveal the total number of worker competencies needed

in each area for the workers in each type of firm employing agricultural

workers.

The following tables show the pattern of worker competencies

needed by agricultural workers in selected types of firms. These firms

were selected because they employed large numbers of agricultural

workers. This pattern is depicted in terms of the percent of worker

competencies needed in each area for those employed in the firm. It

should be emphasized that the total number in these tables is the

total number of worker competencies needed, not the total number of

different workers. 94

Horticultural service firms

In Table 60, for example, the worker competency pattern, expressed

in terms of percentage, shows that for workers in the horticultural

service firms 65 $ of their agricultural competency need falls in the area of horticulture, with 18$ in the area of insects, diseases and

controls. These two areas of competency comprise 83$ of those areas

needed for satisfactory job performance in the opinion of their employers.

TABLE 6 0.--Areas of agricultural competency needed by workers in horticultural service firms

Workers Competency Competency Areas Number Percent

Horticulture 1 0 ,2 1 6 65.3

Insects and controls 2 ,8 5 8 1 8 .3

Soil science 929 5.9

Other competencies 857 5.5

Forestry 643 4,1.

Agricultural Engineering 143 0.9

Total 15,646

It might be interpreted from the data in Table 60 that workers in

horticultural service firms need a pattern of agricultural competencies

in the proportions indicated. 95

Hay, grain and feed stores

In Table 6l dealing with hay, grain and feed stores, it is shown that of the total number of worker competencies needed 31$ were in the area of animal science.

TABLE 6l.— Areas of agricultural competency needed by workers in hay, grain and feed, retail

Workers Competencies Competency Areas Number Percent

Animal Science 3,500 31.2

Insects, Diseases and Controls 2,787 2k .8

Crop Production 1 ,7 8 6 15.0

Soil Science 1,1^3 1 0 .2

Agricultural Economics 857 7.6

Other competencies 572 5-1

Agricultural Engineering 286 2 .5

Food processing 2 ik i.9

Horticulture 71 0 .6

Total 11,216

Eighty percent of all worker competencies needed were in the four

areas of Animal Science, Insects, Diseases and Controls, Crop Production,

and Soil Science. However, the total competency pattern includes all

areas except forestry. Apparently, agricultural workers in these firms

need a wide range of agricultural knowledge and skill. Florist shops

It is interesting to note in Table 62 that the worker competency pattern for workers in the retail florists firms indicate that 53 $ of the needed worker competencies are in the other category. Apparently, agricultural competencies other than the nine listed in the study are needed for workers in this type firm.

TABLE 62.— Areas of agricultural competency needed by workers in florists, retail

Worker Competencies Competency Areas Number Percent

Horticulture 857 29.3

Crop Production 21k 7.4

Soil Science lk3 4.9

Insects, Diseases and Controls lk3 ^.9

Other Competencies 1,572 53.7

Total 2 ,9 2 9

However, 29$ of all worker competencies needed by workers in these firms were in the area of horticulture. Only 5$ were in each of the areas of soil science, and insects, diseases and controls. Hardware stores

Table 63 shows the proportion by percent of worker competencies needed by agricultural employees in the retail hardware stores.

TABLE 6 3.--Areas of agricultural competency needed by workers in hardware stores

Worker Competencies Competency Areas Number Percent

Insects, Diseases and Controls 786 2 8 .2

Roil Science 786 2 8 .2

Agricultural Engineering 286 10.3

Agricultural Economics 286 10.3

Crop Production 21k 7.7

Forestry 21k 7.7

Horticulture 21k 7.7

Total 2,786

It is indicated that almost 6o$> of all worker competencies needed by agricultural workers in hardware stores are in the areas of insects, diseases and controls and soil science. Food preparations manufacturers

Table 6k deals with the food preparation manufacturing firms.

TABLE 6k .— Areas of agricultural competency needed by workers in food preparations, manufacturing

Worker Competencies Competency Areas Number Percent

Food processing 2,143 . 8 6 .7

Other competencies 2l4 8.5

Insects, Diseases and Controls 71 2 .8

Forestry 71 2 .8

Total 2,499

In this type of firm 86fo of all needed worker competencies are in the area of food processing. Eight percent of those competencies needed were unidentified.

Farm and garden supply stores

In the retail farm and garden supply stores as shown in Table 65 workers need agricultural competency in only three areas. Seventy percent of the total number of worker competencies needed are in the area of horticulture with the remaining 30fo divided evenly between soil science and agricultural engineering. 99

TABLE 65.— Areas of agricultural competency needed by workers in farm and garden supply, retail

Worker Competencies Competency Areas Number Percent

Horticulture 1,357 70.4

Soil Science 286 14.8

Agricultural Engineering 286 14.8

Total 1,929

Retail farm equipment stores

It is surprising to note in Table 66 that agricultural engineering is not included as one of the areas of competency needed by workers in retail farm equipment stores.

TABLE 6 6.--Areas of agricultural competency needed by workers in retail farm equipment stores

Worker Competencies Competency Areas Number Percent

Crop Production 286 25.0

Food Processing 286 25.0

Soil Science 286 25.0

Agricultural Economics 286 2 5 .0

Total l,lkk

The worker competency pattern for agricultural employees in retail farm equipment firms is evenly distributed among four areas. Twenty-five 1 0 0

percent of all worker competencies are needed in each of the areas

of crop production, food processing, soil science, and agricultural

economics.

Competency pattern in horticultural firms for technician level

Table 67 is an example showing how the worker competency pattern

can be presented by occupational level for each of the firms employing

agricultural workers.

TABLE 6 7.--Areas of agricultural competency needed by workers in horticultural service firms at technician level

Competency Areas Percent

Horticulture 27.2

Insects, diseases and controls 1 8 .2

Soil Science 1 8 .2

Agricultural engineering 1 8 .2

Other competencies 1 8 .2

Table 67 deals with the agricultural competency pattern needed by

workers employed at the technician level in the horticultural service

firms. It may be noted that 2 7 of the worker competencies needed by

technicians in this area are in horticulture. This is much lower than

for all agricultural workers in these firms. Sixty-five percent of all

workers need horticultural competencies. 1 0 1

Level of Education Needed

The respondents indicated the level of education they believed to be necessary for workers to satisfactorily perform their jobs. They made this response for workers in each of the eight occupational levels.

A summary of the education necessary by occupational levels is shown in Table 6 8.

TABLE 6 8.--Education necessary for agricultural workers by occupational level ______Percentage of Workers Post High High H S Advanced Shool plus Voca- Includ. High Occupational Level Degree College Technical Taional Voc School

Professional te.5 54.3 2.5 0.3 0.3 0 .2

Technical - 9.3 34.9 46.5 - 9.3

Proprietors and Managers 1 .0 30.4 31.4 2.9 2.9 31.4

Clerical - 1 .6 1 8 .0 3.4 1 8 .0 59.0

Sales - 6 .6 1 2 .1 4.7 6 .6 7 0 .0

Skilled Workers - 0 .8 19.0 1.4 1 0 .2 6 8 .6

Semi-skilled Workers --- 0.6 20.6 78.8

Service Workers - 0 .2 -- 73.3 2 6 .5

Table 68 reveals that at the professional level about 97$ of the

agricultural workers need a college degree to satisfactorily perform

their job. This is completely reversed at the service worker level where

99 percent of those agricultural workers need no more than a high school

education. However, it should be noted that 73$ of the service workers need

vocational education as a part of their high school program. 102

The technical level workers are shown in Table 68 as needing an education level of post high school and technical school. Eighty- percent of them needed post high school including technical levels of education.

It may be noted that 6l$ of the agricultural workers at the proprietor and manager level needed two to four years of formal educa­ tion beyond high school. In the comparing proprietors and managers with the professional level it is noted that 66$ of them need education beyond high school as compared to 99$ f°r the professional group.

Table 68 also reveals that no more than 25$ of the workers needed education beyond high school for the clerical, sales, skilled, semi­ skilled, and service worker levels.

Levels of education needed by agricultural workers in each of the

57 different firms or agencies employing them is shown in Table 90 in I the appendix.

Education Level by Groups of Firms

A summary of education needed by selected firms and groups of

firms follows. Firms were selected and grouped according to the function they performed. These groups are Agricultural Produce Processing,

Agricultural Supply, Horticultural Services, and Agricultural Services.

The selected firms included in each group are shown in succeeding tables. 103

Table 69 shows the percent of workers needing various levels of

education by the major groups labeled as employment areas.

TABLE 6 9.--Education of workers in agricultural employment areas (based on total number of workers by employment areas)

Levels of Education by Percentage

Agricultural Employment Areas CQ • 03 rH 03 0 rH O G w . W 5 rG ca CD Xt > bO ca bO O > 5 (0 CD bD 0 G bD T j CD CD CD > 0) G pq -H 0 CD •rl < O p q E-t p q O > O w

Agricultural Produce Processing 0 .6 5.3 1 8 .3 0 .8 7.8 6 7 .2

Agricultural Supply - 13.3 1 6 .2 0.9 2 2 .9 46.7

Horticultural Services - 1 2 .8 13.8 1 .8 3.7 6 7 .9

Agricultural Services 15.4 38.5 - 46.1

Table 69 shows that 75$ of the agricultural workers in the produce processing area needed a high school education in order to satisfactorily perform their job. This is compared to 46$ for the agricultural services area. It was found that 54$ of the workers in the agricultural service area needed formal education beyond high school. Thirty-eight percent need two years beyond high school and 15 $ need a bachelor’s degree for

satisfactory performance,

It is also interesting to note in Table 69 that the required agricul­ tural knowledge and skill can be provided at high school level for about

70$ of all the agricultural workers in all areas except in agricultural

services. 104

Agricultural produce processing group

Those firms included in the agricultural produce processing area are shown in Table 70*

TABLE 70.--Education of workers in agricultural produce processing firms (based on total number of workers by firms)

Levels of Education ______by Percentage Kinds of Firms • 1—1 ra co CQ 1—! O CQ • ^ 3 «

U U W b w - P C3 O 03 CD •H O H O ) (1) -ti »> . i S3 -p A-Jt—i r H , r\ ,S3 <3 U b O O f>a <13 r-s b O V (3 OJ je

Degree 0 pq Advanced pq « Es pq w >

Meat Packing Plants - 4.5 0 .9 6.4 88.2

Prepared Meat Products Firms - 7.2 17.8 - - 75.0

Fluid Milk Firms - 100.0 - - -

Canned Fruit,Vegetable, Preserves - 11.1 - 22.2 11.1 55.6

Cereal Preparations - 20.0 33.3 - - 46.7

Bottled & Canned Firms - 100.0 - - -

Food Preparations, NEC - 23.3 - -- 76.7

Prepared Feeds for Animal and Fowl - 100.0 - - - -

Farm Products, Immediate Consumption, NEC - --- 100.0

Wholesale Fresh Fruits and Vegetables - 33.3 - - - 6 6 .7

Grocery Stores with Fresh Meat - - - 40.0 6 0 .0

Eating Places 2.4 1.2 2.4 - 14.3 79.7 Dairy Products Stores - 14.3 7.1 - 42.9 35.7 Food Stores, NEC - 9.1 9.1 - - 8 1 .8 105

In this group 100$ of the agricultural workers in the fluid milk and bottled and canned soft drink firms are required to have a technical education,of two years beyond high school. About 95$ of the agricultural workers in meat packing plants need only a high school education. The employers in the manufacturing of prepared feeds indicated that 100$ of their employees needing agricultural knowledge should possess a college degree.

Agricultural supply group

Eight firms were selected as basically agricultural supply firms as shown in Table 71* 1 0 6

TABLE 71• Education of workers in agricultural supply firms (based on total number of workers by firms)

Level of Education by Percentage Kinds of Firms

One Year One Bachelor's Advanced Degree Degree Years Two High with High Beyond H H S Beyond S H Beyond Vocational General school High

Farm Machinery and Equipment - 33.3 6 6 .7

Retail Hay,Grain & Feed - 5.1 1 2 .1 kl.k lH.^

Hardware Stores - 7.6 38.5 53.9

Building Materials Dealers - - 100.0 -

Farm and Garden Supply Stores - 36.9 5.2 57.9

Lumber Yards - 33.^ l6 .6 50.0

Automotive Tire and Accessory Dealers -- 100 .0 -

Farm Equipment Dealers - - - 1 00.0

It is indicated in Table 71 that 100$ of the agricultural workers in the farm equipment manufacturing group needed an educational level of at least two years of college or equivalent, whereas none of the workers in farm equipment dealerships needed more than a high school education. It is also shown that all the agricultural workers in building materials firms need a technician or two years beyond high school level of education. More than one-third of the workers in the farm machinery manufacturing, farm and garden supply stores and lumber yards need a bachelor's degree for satisfactory job performance. 107

Horticultural service group

The horticultural service group includes five types of firms. It should be pointed out in Table 72 that the funeral service group also includes cemeteries and memorial gardens.

TABLE 72.--Education of workers in horticultural service firms (based on total number of workers by firms)

Level of Education by Percentage Kinds of Firms CQ cn ca I— I o — CQ P aJ o T i Pc Pi w b w P O 3 CJ p Pi cd Pi A Pi O o A c5 bll 0 bll 0 3 bO o CS bO r i 0) ctf (!) (!) C (D •H O < P pq p IS P O pq w >

Horticultural Semice Firms 1+0.0 2 5 .0 - - 35.0

Wood Preserving Plants 5 0 .0 - 5 0 .0

Ntl.Gas Transmission and Distribution 6.3 7.8 3.1 - 8 2 .8

Florists 5 .8 17.7 - - 76.5

Funeral Services (Cemeteries) 5 0 .0 - 5 0 .0

Table 72 reveals that more than three-fourths of the workers need­

ing competency in agriculture in the florist and natural gas transmission

firms needed only a high school education. However, it is interesting

to note that all agricultural workers at the high school level in the

funeral services including cemeteries firms needed high school programs

which included vocational education. More than 1+0$ of all the workers

in the horticultural service firms and wood preserving plants needed

a bachelor's degree for satisfactory job performance. 108

Agricultural service group

Table 73 deals with those firms or agencies in the agricultural service area.

TABLE 73•--Education of workers in agricultural service firms (based on total number of workers by firms)

Level of Education by Percentage Kinds of Firms i—i M CQ CQ H O CQ~ ^ ® O t} ^ t n b w rQ aj £ -H aS CO g a s aj asas b 0to Uo 60W) Of>so t»» »0) > » MO flbO o US

National , FRS (incl.Insurance and Real Estate) - - 100.0 -

Riding Academies and Recreation - - 25.0 - - 75.0

Accounting, Auditing, Bookkeeping - 28.6 28.6 - - 1+2.8

Table 73 indicates that 100$ of all agricultural workers in the national banks need education of at least two years beyond high school.

It should be pointed out that the national classification also includes other agencies and insurance and real estate groups.

In the case of riding academies, including other recreational firms, such as camps, 75 $ of the agricultural workers need only a high school education. However, 57$ of the agricultural workers in the accounting, auditing and bookkeeping firms need two years of education beyond high school for satisfactory job performance. 109

Wages Earned by Agricultural Workers

Respondents indicated the weekly wage level for those workers needing competency in agriculture. They indicated the wage schedule in terms of three categories. These wage levels were indicated for each of the eight occupational levels of workers and for each of the firms employing agricultural workers. The following tables consolidate and present this information relative to the occupational level for selected types of firms.

Professional workers

Table 7^ shows that all agricultural workers at the professional level earned more than one hundred dollars per week in all firms except florist shops.

TABLE 7^.--Comparison of the weekly wages for agricultural professional workers

Weekly Wage Percent $100- $ 99 - $ 79 Type of Firms plus 80 40

Horticultural Services 10 0 . -

Newspapers-Publishing and Printing 1 0 0 . -

Food Preparations, NEC 100. -

Hardware Stores 1 0 0 . -

Florist Shops 3 3 .3 6 6 .7 -

Farm and Garden Supply Store 1 0 0 . -

Colleges, Universities and Professional Schools 1 0 0 . -

Table 7^+ shows that two-thirds of the professional agricultural workers in florist shops earn between eighty and one hundred dollars per week. 1 1 0

Technical workers

The weekly wage received by agricultural workers at the technical

level is shown in Table 75.

TABLE 7 5 .— Comparison of the weekly wage for agricultural technical workers

Weekly Wage Percent $100 $99 - $ 79- Type of Firm plus 80 40

Horticultural Services 6o . 1*0 . -

Food Preparations, NEC 50. 50. -

Retail Hay, Grain and Feed Stores 1 0 0 . - -

Florist Shops 1 0 0 . --

Farm and Garden Supply Stores 1 0 0 . - -

Colleges, Universities and Professional Schools - 1 0 0 . -

A lower percent of workers in the horticultural service, food

preparations, and colleges and universities groups earn one hundred or

more dollars per week than in the other types of firms. It will be

noted here, as in the professional category, that there were no

workers earning less than eighty dollars per week. Ill

Proprietors and managers

Table 76 indicates the weekly wages earned by firms for workers

in the proprietor and manager category

TABLE 7 6.— Comparison of the weekly wage for agricultural proprietors and managers

Weekly wage percent $100 $ 99- T 79- Type of Firm plus 80 ko

Food Preparations, NEC 83.5 1 6 .5 -

Wholesale Farm Products, .NEC - 1 0 0 .0 -

Wholesale Fresh Fruit

and Vegetables 100. - -

Retail Hay, Grain and Feed Stores 63.5 3 6 .5 -

Hardware Stores - 5°. 5 0 .0

Florist Shops ■- 1 0 0 .-

Colleges, Universities and

Professional Schools 100. - -

Farm and Garden Supply Stores 100.- -

Riding Academies 100.

It may be noted that 50$ of the workers in hardware stores earn

less than eighty dollars per week. The wholesale fresh fruit, farm and

garden supply, riding academies, and college and university groups

provide higher wage levels for these workers than the other type of

firms. 112

Clerical workers

The weekly wage range received by clerical workers needing

agricultural competency is shown in Table 77*

TABLE 77.--Comparison of the weekly wage for agricultural clerical workers

Weekly Wage Percent $100 $ 99 - $79- Type of Firm plus 80 ko

Retail Hay, Grain and Feed Stores _ 33.3 6 6 .7

Retail Hardware Stores - - 1 0 0 .

Florist Shops - - 1 0 0 .

Farm and Garden Supply Stores - 1 0 0 .

All firms pay agricultural clerical workers less than eighty dollars

per week except the retail hay, grain and feed stores. In these firms

3 3 .3$ of the clerical workers received between eighty and one hundred

dollars per week.

Sales workers

Agricultural sales workers, shown in Table 78* earn weekly wages

in all categories.

TABLE 7 8. Comparison of the Weekly wage for agricultural sales workers

Weekly Wage Percent $100 $ 99- $ 79 - Type of Firm Plus 80 ko Retail Hay,Grain and Feed Stores 37.5 62.5 Retail Hardware Stores 1 0 . 1 0 . 8 0; Florist Shops - 100 i Farm Equipment Dealers 50 i 2 5 . 25.

Farm & Garden Supply Stores 1 0 0 . - - 113

Table 78 reveals that 80$ or more of the sales workers in hard­ ware stores and florist shops earn less than eighty dollars per week, whereas 50 to 100 percent of the workers at this level earn one hundred or more dollars per week in the farm equipment dealerships and farm and garden supply stores.

Skilled workers

The weekly wage of agricultural workers at the skilled level is compared in Table 79*

TABLE 79*--Comparison of the weekly wage for agricultural skilled workers

Weekly Wage Percent $100 $ 99- $79- Type of Firm plus 80 40

Horticultural Services 45.6 54.4 -

Food Preparations - 100. -

Wholesale Farm Products, KEG - - 1 0 0 .

Wholesale Fresh Fruit and Vegetables 50 5 0 . -

Retail, Hay, Grain and Feed Stores - 9 0. 1 0 .

Florist Shops - - 1 0 0 .

Colleges, Universities and Professional Schools - - 1 0 0 .

Table 79 shows that about 50 percent of the skilled workers in the horticultural service and wholesale fruit and vegetable firms earn one hundred or more dollars per week. However, the greater percentage of the agricultural workers at this level earn between 40 and 80 dollars per week. 114

Semi-skilled workers

In Table 80 the semi-skilled agricultural workers weekly wages are compared by types of firms.

TABLE 80.--Comparison of the weekly wage for agricultural semi-skilled workers

Weekly Wage Percent $100 $ 99- $ 79- Type of Firm Plus 80 4-0

Horticultural Services 31.3 5 8 .6 10.3

Food Preparations, NEC - - 1 0 0 .

Retail Hay, Grain & Feed Stores 12.5 75. 12.5

Florist Shops - - 1 0 0 .

Farm and Garden Supply Stores 18.2 27.2 54.6

Colleges, Universities and

Professional Schools - - 1 0 0 .

Riding Academies -- 1 0 0 .

Table 80 reveals that three types of firms, namely, horticultural service, hay, grain and feed stores, and farm and garden supply stores pay a higher weekly wage to some of these workers than do the remain­ ing type firms. However, a large proportion of the semi-skilled agricultural workers receive less than eighty dollars per week. 115

Service workers

It is interesting to note in Table 8l that 96$ of the service workers in horticultural firms receive between eighty and one hundred dollars per week. It should be pointed out that all firms except wholesale farm products pay their employees classed as service workers more than eighty dollars per week. In the case of hay, grain and feed stores, Table 8l shows that only 50$ of the service workers earn one hundred or more dollars per week.

TABLE 8l,--Comparison of the weekly wage for agricultural service workers

Weekly Wage Percent $100 $ 99- $79- Type of Firm Plus 80 40

Horticultural Services - 96.5 3.5

Wholesale Farm Products, NEC - - 10 0 .

Retail Hay, Grain and Feed Stores 5 0 .0 16.5 '33.:

Florist Shops - 1 0 0 . -

Colleges, Universities and “ 91.8 8.2 Professional Schools

Background Preferred for Workers

The employers were asked to indicate the background preferred for the workers in their firms required to have at least one area of agri­

cultural competency. The respondents indicated the preferred background

for all their agricultural employees by occupational levels. Background

was expressed in terms of farm, rural (under 2 ,5 0 0 population), urban

or city, or no preference. li6

Table 82 gives an overview of the background preference by percentage for the workers at each of the eight occupational levels.

TABLE 82.--Background preferred for agricultural workers by occupational level

Background Preferred Percent Occupational Level Farm Rural Urban No Preference

Professional 1 .2 0 .2 1 .1 97.5

Technical 9.^ - - 9 0 .6

Proprietors & Managers 2 5 .0 9.5 8.3 57.2

Clerical 1 0 .0 6 .0 1 .0 8 3 .0

Sales 2 0 .0 3-5.3 17 Vf.3

Skilled Workers 10.3 0.7 7.5 81.5

Semi-skilled Workers 23.3 5.2 2.9 6 8 .6

Service Workers 1.9 0 .8 0.5 9 6 .8

It may be noted in Table 82 that employers felt that 25$ of the agricultural proprietors and managers should have a farm background, whereas only 1 .2$ of the professional workers needed this type back­ ground. The greatest need for a farm background appeared in the proprietor and manager, sales, and semi-skilled worker levels.

Table 82 also shows that for more than 90$ of the workers at the professional, technical and service levels no preference was indicated as far as a specific type of background was concerned. For those workers at the proprietor and manager and sales level only 35 $ needed a rural or farm background. 117

The background preferred for all non-farm agricultural workers in Ohio is shown in Table 8 3.

TABLE 8 3.--Background preferred for all agricultural workers

Background Preferred Percent

Farm 6.5

Rural 2 .2

Urban, or city 2.9

No preference 8 8.ip

Table 83 reveals that the respondents indicated no background preference for 88$> of all workers having knowledge and skill in agri­ culture .

An analysis of the background preferred for agricultural workers hy type of firm shows that certain firms have a stronger preference for a farm or rural background on the part of workers than do others. This detail on preference by firm is shown in Table 91 in the appendix.

A summary of the background preferences indicated for selected firms that employ agricultural workers is shown in Table 8^4-« 118

TABLE 8^.--Background of workers preferred by kind of firm

Number- of Workers

Kind of Firm Farm Rural Urban No Preference

Horticultural services - - - 11,359

Crushed and Broken 1^3 1^3 - -

Hardware Stores 286 500 286 71

Farm Equipment Dealers 286 286 - -

Grocery Stores with Fresh Meat 357 - - 1,1^3

Dairy Product Stores - k-29 - 570

Hay,Grain & Feed Stores 2,572 857 357 1 ,000

Farm and Garden Supply Stores 786 -- 571

Number of New Employees Needed Annually Including Replacements

The respondents indicated how many new agricultural employees, including replacements, they anticipated needing within the next year.

They responded by occupational level and by firm. The number of new employees they needed within the next year was interpreted in this study as an annual need.

Table 85 shows the number of new employees, including replacements needed next year by occupational levels. 119

TABLE 85.— Annual number of new employees needed by occupational level

Occupational Level Number Percent

Professional 653 4.2

Technical 360 2.3

Proprietors and Managers 217 1.3

Clerical 293 1 .8

Sales 1,942 1 2 .0

Skilled workers 1,598 9.9

Semi-skilled 6,033 38.1

Service Workers 4,794 30.4

Total 15,890 1 0 0 .0

Table 85 indicates that of the 15,8 9 0 new agricultural employees needed annually, 38t of them are at the semi-skilled level. This is compared to about lfo of the new employees being needed at the technical level. Table 85 also shows that 68$> of all new employees needed are at the semi-skilled and service workers levels.

The rate of turnover for agricultural employees at each occupational level expressed in terms of percentage is shown in Table 86. 1 20

TABLE 86.— Annual turnover of agricultural employees by occupational level

Total New Percent Occupational Level N Employees Turnover

Professional 50 ,2k0 653 1.3

Technical 2 ,8 0 9 360 1 2 .8

Proprietors and Managers 9,751 217 2 .2

Clerical k,462 293 6 .6

Sales 13,882 1,942 14.0

Skilled 19,170 1,598 8 .3

Semi-skilled 17,518 6,033 34.4

Service 47,430 4,794 1 0 .1

Total 165,262 15,890 9.6

Table 86 indicates that 34% of the semi-skilled agricultural employees are either new or replacements annually. This is the highest rate of turnover of any of the occupational levels. As might be expected, the lowest percent turnover occurs at the professional level. The 12%

new employees including replacements each year at the technical level

could reflect an increasing need for persons trained in agriculture at the technician level.

Table 86 shows that the overall percent of new agricultural employees each year is 9*6%. This includes employee replacements as well as new employees. This can be interpreted to mean that 9*6%, or a total of

15,890 agriculturally competent workers are needed in Ohio by non-farm

employers each year. 1 2 1 A comparison of the number of new employees including replacements needed annually by selected kinds of firms is shown in Table 8 7.

TABLE 8 7.— Annual number of new employees including replacements

Number new Kind of firm Employees

Health and Allied Services 2 ,1 3 0

Eating Places 1,846

Educational Services 640

Transportation, Communication and Public Utilities 511

Food Preparations 438

Dairy Products Stores 366

Manufacturers of Prepared Meat Products 365 Hay, Grain and Feed Stores 284

Farm and Garden Supply Stores 283

Horticultural Services 215

Grocery Stores, with Fresh Meat 213

Hardware Stores,(Including Machinery) 144

Riding Academies - Recreational 142

Newspaper - Publishing and Printing l 4o

Finance, Insurance and Real Estate 72

It may be noted in Table 87 that the greatest number of new

employees needed are in kinds of firms whose primary function is in

providing services. For example, 1,846 new agriculturally competent 122 persons are needed in the eating places annually. These persons, as noted earlier in the study, are those needing competency in the area of food processing, including the handling and preservation of meat, milk, fruit and vegetables. It is interesting to note that 511 new agricultural employees are needed each year in the transportation, communications and public utilities type firms. These firms include power transmission, railroads, natural gas transmission. It may be noted in Table 89 in the appendix that one of the major areas of agricultural competency needed by this kind of worker is in the area of forestry.

In the food preparation manufacturing firms ^38 new workers are needed each year. These employees, as noted in Table 89 in the appendix, need agricultural competencies primarily in the area of food processing. The

same competency need applies to the 366 and 365 new employees needed by the dairy products stores and manufacturers of prepared meat products.

The 2 Q k new employees in the hay, grain and feed stores have a wide

range of essential agricultural competencies. It may be noted in Table 89

in the appendix that they are required to have competency in all areas

except forestry.

In the case of the 283 new employees needed in the farm and garden

supply stores, it was revealed that their agricultural competency needs

included only soil science, horticulture and agricultural engineering.

The 215 new workers needed in the horticultural services firms have about

the same requirements in regard to agricultural competency except for an additional need in the area of insects, diseases and controls. Table 87 also reveals that a total of 1,935 new employees are needed

annually in the following kinds of firms: educational services, transporta­

tion, communications, and public utilities, farm and garden supply stores, 123 horticultural services, hardware stores and riding academies including recreational services. In referring to Table 89 in the appendix it may be observed that horticulture and forestry are the primary areas of competency required of agricultural workers in this group.

Summary of Chapter III

This chapter has dealt specifically with the identification, descrip­ tion and analysis of those workers required to have knowledge and skill in

agriculture for successful job performance. These workers are those employed

in non-farm jobs,

A total of 165,262 non-farm agricultural workers were identified.

These were employed at all occupational levels. About 50$ of the agricul­

tural workers were employed at the skilled, semi-skilled, or service

worker levels.

Agricultural workers were compared by areas of agricultural competency

their employers considered necessary for satisfactory performance. The

greatest worker competency need was in the area of food processing with

horticulture in second place, A distribution of agricultural workers by

percent was made by occupational level for each of the major areas of

competency.

There were 57 different kinds of non-farm firms and agencies employing

agricultural workers. The various types of firms were grouped in terms of the firms employing workers needing each of the areas of agricultural com­

petency.

The agricultural competency patterns needed by workers were analyzed

in terms of selected types of firms. There were wide differences in the

kind of agricultural competency patterns needed by workers in different

kinds of firms. 12^

The educational level necessary for agricultural workers, in the opinion of their employers, was analyzed. Types of firms were grouped into the four agricultural employment areas of produce processing, agri­ cultural supply, horticultural services, and agricultural services. It was shown that 30$ of all the agricultural workers in all areas except agricultural services needed formal education of at least one year or more beyond high school. In the agricultural services area 53$ of the workers needed an educational level beyond high school.

The weekly wages earned by agricultural workers was compared for selected kinds of firms by occupational level. It was noted that at least

80$ of the sales workers in the hardware stores and florist shops earned wages in the low bracket. Service workers generally receive wages in the low bracket except for those employed in the retail hay, grain and feed stores. Of these workers 50$ receive wages in the highest bracket.

An analysis was made of the kind of background preferred for agri­ cultural workers. Although no background preference was indicated for 88$ of all agricultural workers, a farm background was preferred by certain types of firms. A large proportion of workers in the hay, grain and feed, farm equipment and farm and garden supply stores need a farm background.

The data show that 15,8 9 0 new non-farm agricultural employees were needed each year. This includes replacements as well as new workers. There were 1,230 of these needed at the professional, technical, and proprietor and managerial levels. The rate of turnover for all agri­ cultural employees was 9*6$. The highest turnover rate was in the sales, semi-skilled and service worker levels. The annual number of new employees needed were identified by selected kinds of firms. 125

CHAPTER IV

SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS

The general purpose of this research was to identify the number of non-farm jobs in Ohio requiring various levels of knowledge, skill and ability in agriculture as a necesBary employee qualification.

Economic and technological progress has made its impact upon the structure of agriculture in the United States. One of the major aspects o:f progress in agriculture has been the increased specialization of farms and the transfer of jobs formerly performed on farms to off-farm firms.

This has brought about the need for greatly increased numbers of people to service the production phase of agriculture. In order for agricultural education to better meet the educational needs of all persons employed in the agricultural industry, it is imperative that more is learned concerning the non-farm agricultural employment opportunities and training needs in Ohio. Specific information regard­ ing non-farm jobs requiring agricultural competency on the part of the worker is needed as a means for developing effective educational programs.

Specific Objectives

The major objectives of this study were to - -

1. Identify the kinds of non-farm jobs that require agricultural competency;

2. Determine the number of people employed in non-farm jobs requiring competency in agriculture;

3. Determine the specific areas of agricultural competency required of workers in various types of firms; 126

4. Determine the number of non-farm agricultural workers by occupational groups;

5. Identify further employment opportunities in non-farm agricultural jobs;

6 . Identify such non-farm agricultural job characteristics as salary received, background preferred, and educational level necessary.

Procedures of the Study

This study was conducted with the cooperation and assistance of

The Ohio State Department of Education, Department of Agricultural

Economics and , The Ohio State University, the Agricul­

tural Extension Service, the Ohio Research and Development Center, and

the United States Department of Agriculture. Other state agencies assist­

ing in the study were: the Ohio Department of Taxation, Department of

Industrial Relations, and the Department of Personnel.

The universe for this study included all non-farm workers in Ohio.

It was developed by using the files of the State Division of Taxation,

plus a listing of all Ohio manufacturers. These were supplemented by

listings of personnel in State and Federal Civil Service, colleges and

universities, and the yellow pages of Ohio telephone directories.

After the universe was developed a sample was prepared. The Depart­

ment of Taxation, Sales Tax Division, using their data processing

equipment, selected every ninth (9th) vendor from their files who paid

$^00 or more sales tax per year. This provided 6,750 different respondent

firms, agencies or organizations.

Another part of the sample was selected from the Ohio Directory of

Manufacturers by Industry for 1962. A sample was selected by taking 127 every tenth (lOth) listing provided that the manufacturer employed five or more persons. Care was taken to secure manufacturers from every production area even though there may have been less than ten manufac­ turers within that area. A total of 975 respondents was secured from this source.

The yellow pages of phone directories were used to supplement the sample for areas not covered by the other sources. Sixteen directories were selected on a population stratification basis. This provided an additional 75 respondents. Contacts with the State Department of

Personnel and agencies of the Federal Government provided the actual number of employees required to have agricultural competency. This total of 2 ,8 3 7 workers was set into the study.

A comprehensive questionnaire was developed and pre-tested with ten selected firms prior to being mailed to the 7 >8V7 respondents in the sample. It was mailed with a covering letter by the State Superin­ tendent of Public Instruction and was returned to his office. The return address was coded so that the returned questionnaire could be forwarded directly to the writer. The questionnaire was disguised so that all non-farm employees could be included from any firm regardless of type.

Therefore, specific areas of competency required were secured by

industrial, and business and service as well as agricultural groupings.

The returned questionnaires were keyed to the Standard Industrial

Code Index used by the Bureau of the Census in reporting census data.

This permitted the use of census data for Ohio as a projection base

rather than arriving at them by expanding the sample. There were 1,001 128 questionnaires returned. Follow-up requests were sent to 1000 respon­ dents as a means of keeping the returns in proportion to the original sample selection. All data were stored on 50,000 data processing cards.

The returns covered a total of 1+3,^53 different employees.

Assumptions of the Study

It was assumed that --

1. Employers were capable of providing reliable information covering

a) Competencies needed by employees; b) Level of education necessary for satisfactory employee performance; c) Wages received by employees; d) Background preferred for employees; e) Number of new employees including replacements needed.

2. The questionnaire would elicit valid information.

3. The respondents would accurately complete the questionnaire for all their employees.

iw The areas of competency included under Section II of the questionnaire would accurately represent those needed by a person considered as an agricultural worker.

5. The sample accurately represented the universe.

Limitations of the Study

This study was confined to an analysis of the opinions of a sampling of all non-farm employers in Ohio concerning employment opportunities, worker competencies, and training needs. It was also confined to an analysis of respondent groups as classified in the Standard Industrial

Code Index. It was further limited to an analysis of occupational oppor­ tunities and competencies by occupational groups. No attempt was made to determine job titles. 129

Summary of Findings

There were 3,10^,200 employees other than farmers working in Ohio at the time this study was completed. Those workers needing agricultural competencies accounted for 16 5 ,262, or 5*3 percent of this group. About one-third, or 32 percent, were required to have industrial type com­ petencies, and 28 percent needed competencies in the business and service grouping. The remaining third needed competencies other than those included in the instrument.

Number of new employees needed annually

This study revealed that 15,890 new employees, including replacements, were needed who have knowledge and skill in agriculture each year. These were in addition to farmers.' There were 1,230 of these at the professional, technical and proprietory and manager levels. The remaining 14,660 were at the clerical, sales, skilled, semi-skilled, and service worker levels.

There were 157,062 new employees including replacements needed who have industrial type competencies. The largest number of these were at the skilled and semi-skilled levels.

The study also showed that 9 8 ,2 2 9 employees having competencies included in the business and service grouping were needed annually.

It was further revealed that the annual rate of change for non-farm agricultural workers was 9*8 percent as compared to 1 1 .5 percent in business and service, and 1 5 .7 percent in the industrial group.

An analysis of the number of new non-farm agricultural workers needed annually was made for each of the various types of firms. Those needed by some of the more common kinds of firms show that 511 were 130 needed by the transportation, communications and public utilities type firms, 28k in the retail hay, grain and feed stores, and 283 in the farm and garden supply stores.

Wages earned

The study determined wages earned by workers on the basis of three

'l categories. They were: those earning $100 or more per week, $99 to $80

and $79 to $^0 per week. In comparing wages received by workers in the

industrial, agricultural, and business and service groups it was found

that a higher percent of the skilled and service workers in the industrial

and business groups received $100 or more per week than those in the

agricultural group. However, a higher percentage of the clerical and

sales workers in the agricultural group received $100 or more per week

than did those in the other areas.

The percent of non-farm agricultural workers receiving wages in each

of the three categories was determined and compared by type of firm and

occupational level. For example, all the agricultural workers at the

professional level except those in florist shops were in the $100 or

more per week category. Agricultural sales workers were spread across

all three categories and the semi-skilled and service workers fell

primarily in $79-$^0 per week bracket.

Level of education needed

The study found that in all major competency groups, industrial,

agricultural and business and service, the number of years of schooling

necessary for satisfactory performance ranged from a minimum of 12 years

to a maximum of approximately 17 years at the professional level. 131

The level of education necessary for agricultural workers was compared by occupational level and type of firm. It was found that

100 percent of the agricultural workers employed in the fluid milk firm needed an educational level two years beyond high school, whereas 83$ of the workers in the retail hay, grain and feed stores needed only a high school education. However, of the workers in the' farm and garden supply stores needed an education of at least two years beyond high school.

Kind of background preferred

Employers indicated no background preference of farming, urban or rural for 88 percent of the agricultural workers. There was 78 percent of those in the industrial, and 85 percent in the business and service groups where no preference was indicated in terms of background preferred.

It was found that 6.5 percent of the agricultural workers needed a farm background as compared to 3»7 percent needing this kind of background in the industrial group, and 1 .7 percent in the business and service area.

In the case of non-farm agricultural workers it was found that

25 percent of those workers at the proprietor and managerial level, and

20 percent of the sales workers needed a farm background. An analysis of the background preferred for agricultural workers by type of firm indicated that certain types of firms have a stronger preference for a farm or rural background than others. All the agricultural workers in the farm equipment dealers, farm and garden supply stores and crushed and broken limestone firms need a farm or rural background. It was found 132 that of the h ,786 agricultural workers in the hay, grain and feed stores, 3 j^+29 needed a farm or rural background.

Comparison of workers by major competency groups

The study revealed 57 different types of firms that employ workers required to have some competency in agriculture. Almost all of the firms employing agricultural workers also employed workers needing competency in the industrial and business and service area. There were some notable exceptions to this in some firms. It was interesting to note that all the skilled workers in meat packing plants need com­ petency in the area of agriculture as do all the levels of workers in the canned fruit, vegetable, preserve, jam and jelly firms. However, in the horticultural service firms a higher percentage of the service, semi-skilled, and skilled workers needed agricultural competency than did those at the professional and technical level. More than 75 percent of the workers in florist shops also needed agricultural competency.

Non-farm agricultural workers by occupational groups

Of the 165,262 workers needing knowledge and skill in agriculture

50 percent were in skilled, semi-skilled, and service worker groups, whereas 32 percent were in the professional and technical groups. The smallest portion, or 17 percent, were in the proprietors,clerical, and sales groups.

Agricultural workers compared by areas of agricultural competency

Of the total number of non-farm agricultural workers in Ohio, ^9*372 needed competency in the area of food processing, 33>206 in horticulture, 133 and 7,330 in pests, diseases, and controls. The areas of competency with the lowest numbers of workers were agricultural economics with

1,847 and agricultural engineering with 2,471.

It was found that 30 percent of the agricultural workers needed competency in food processing and 20 percent in the area of horticulture.

Distribution of agricultural workers by occupational level and area of competency

The study revealed the proportion of agricultural workers needing

specific areas of competency for each occupational level. Forty-six

percent of workers needing competency in the area of animal science were

at the skilled and semi-skilled worker levels. Fifteen percent were

at the proprietor and manager level.

On the area of insects, diseases and controls, 56 percent of these

workers needing this competency were at the skilled and semi-skilled

levels, whereas 11 percent were at the proprietor and manager level.

The highest percentage of workers needing competency in the area

of crop production was at the proprietors and sales levels. They comprised

about 50 percent of the workers.

In the area of food processing 65 percent of the workers needing

, this competency area were at the skilled, semi-skilled and service worker

levels. There were 12 percent at the sales level.

In the case of soil science 43 percent of workers needing the area

of agricultural competency were at professional, technical and proprietors

levels, whereas only 26 percent were at the skilled and semi-skilled levels. IS1*-

The forestry area was quite similar in that approximately 50 percent of the workers needing this competency area were at the proprietors, technical and professional levels also.

It was found that for those agricultural workers needing competency in the area of horticulture, 71 percent were at the service level. There were 93 percent at the skilled, semi-skilled and service worker levels.

In the case of agricultural engineering, 78 percent of the workers needing competencies in this area were at the proprietors, clerical and sales levels. As for the area of agricultural economics 67 percent of those needing this area of competency were at the technical, proprietors

and sales levels.

Agricultural competencies needed by workers in various types of firms

An analysis was made for each of the major areas of agricultural

competency in terms of the kinds of firm employing workers needing

competency in the various areas.

In the animal science competency area it was revealed that 71 percent

of the agricultural workers in the hay, grain and feed stores needed

knowledge and skill in this area. In the area of insects, diseases and

controls 39 percent of agricultural workers in the horticultural service

firms, 38 percent in the hay, grain and feed, and 10 percent in the hard­

ware stores needed such competency.

The two types of firms employing the greatest number of workers

needing competency in the area of crop production were hay, grain and

feed stores, k O percent and educational services, 13 percent. 135

It was found that of the agricultural workers in the eating places of Ohio, 29 percent needed competency in the area of food processing.

There-was a total of 18 different types of firms employing agricultural workers required to have knowledge and skill in this area. These included meat packing plants, fluid milk firms, dairy stores, grocery stores, and manufacturers of food products. Those firms handling and processing foods employed the largest percent of workers needing competency in this area.

In the area of soil science it was found that 27 percent of the agricultural workers in hay, grain and feed stores needed competency in this area. It was further found that 22 percent of the agricultural workers in the horticultural service firms and 18 percent in the hardware stores needed knowledge and skill in this area.

The kinds of firms employing agricultural workers needing competency

in forestry were the horticultural services, lumber yards, and veneer and plywood plants. It was found that 28 percent of those in the-horti­

cultural service firms needed this competency, whereas there were 22

percent in the lumber yards and 12 percent in the veneer and plywood

plants.

It was revealed that 19 percent of the agricultural workers in each

of four different types of firms needed knowledge and skill in the area

of agricultural engineering. These were manufacturers of farm machinery

and equipment, hay, grain and feed stores, hardware stores, and farm

and garden supply stores.

The need for competency in the area of horticulture was found in

ten different kinds of firms or agencies. It was found that 33 percent 136 of the agricultural workers in the horticultural service firms needed competency in this area. Others were farm and garden supply stores, florists, amusement and recreational services.

In the area of agricultural-economics, it was found that 40 percent of the agricultural workers in the hay, grain and feed stores need this area of competency. It is also needed by 13 percent of the agricultural workers in the hardware stores and farm equipment dealerships.

Competency patterns of agricultural workers in selected types of firms

The study indicated the areas of agricultural competency which respondents felt were necessary for satisfactory performance on the part of their employees. The total number of workers needing competency in each area was determined for each of the more common types of firms that employ workers needing knowledge and skill in agriculture. A pattern of agricultural worker competencies was depicted in terms of percentage for selected firms.

The study revealed that for the 11,501 agricultural workers in the horticultural service firms, 1 5 ,6^+6 agricultural worker competencies were needed; 65 percent were in the competency area of horticulture and

18 percent in the area of insects, diseases and controls.

A total of 11,216 worker competencies were needed by the k,286 agricultural workers in the retail hay, grain and feed stores. It was found that 8l percent of all worker competencies needed were in four areas. These were animal science 31 percent; insects, diseases and controls, 25 percent; crop production, 15 percent; and soil science, 137

10 percent. It was also found that about 8 percent of the worker competencies needed in this area were in agricultural economics.

The study indicated a need for 2,929 agricultural worker com­ petencies on the part of the 2 ,2 1 5 agricultural workers in the retail florist firms. Twenty-nine percent of these competencies were in the area of horticulture, 7 percent in crop production, and 5 percent each in soil science and insects, diseases and controls. However, in these firms 5 *+ percent of the worker competencies needed were listed as

"other".

Four competency areas comprised "]6 percent of the total worker competencies required of the 572 agricultural workers in the hardware stores. There were about 60 percent in the areas of insects, diseases and soil science, and 21 percent in the areas of agricultural engineering

and economics.

There was a total of 2,^99 agricultural worker competencies required by the 2 ,2 1 5 agricultural employees in the manufacturing of food prepara­ tions firms; 87 percent of these were in the area of food processing.

There was 3 percent in each of the areas of insects, diseases, and

controls and forestry.

In the farm and garden supply stores 70 percent of the agricultural

worker competencies needed were in the area of horticulture. The remain­

ing 30 percent was divided evenly between soil science and agricultural

engineering.

The worker competency pattern for the agricultural employees in

the retail farm equipment firms was evenly distributed among four areas. 138

Twenty-five percent of all worker competencies were needed in each of the areas of crop production, food processing, soil science, and agri­ cultural economics.

Agricultural worker competency patterns were developed for selected occupational levels by firms. One of these was for the technician level in the horticultural service firms. It was found that 27 percent of the agricultural worker competencies needed at this level were in the area of horticulture. The remaining 73 percent were evenly distributed among the areas of soil science, insects, diseases and controls, agri­ cultural engineering and other.

Conclusions

The findings of this study warrant the following conclusions:

1. There were 57 different kinds of firms or agencies as classified by the Industrial Code used for the census with non-farm jobs requiring agricultural competency.

2. A total of 165,262 non-farm employees in Ohio were required to have at least one area of agricultural competency for satisfactory job performance. This represented 5*31° of the 3*104,200 Ohio non-farm workers at the time the study was completed.

3. Agricultural workers in different kinds of firms need different patterns of agricultural worker competencies. The competency patterns seemed to be in relation to the kinds of products and/or service provided.

4. The area of agricultural competency needed by the greatest number of non-farm agricultural workers in Ohio was in the areas of food processing. There were 49,372 workers required to have knowledge and 139 skill in this area. The second highest was in horticulture with 33,206 workers.'' The area needed by the fewest number of workers was agricul­ tural economics.

5. Thirty-eight percent of all non-farm agricultural workers were employed at the professional, technical or proprietors and managers levels.

The remaining 62 percent were at the clerical, sales, skilled, semi-skilled or service level. Thirty-one percent were at the professional and technical level. Only about 2 percent of these were reported at the technical level.

6 . There were 15,890 new agricultural workers, including replace­ ments, needed in Ohio for next year. Almost 90 percent of these were needed at the sales, skilled, semi-skilled and service worker levels. Six percent were needed at the professional and technical levels.

7. The average annual rate of turnover for non-farm agricultural workers was found to be 9*6 percent. The rate of turnover was highest for semi-skilled workers, 3^ percent, and lowest for professional workers,

1 .3 percent.

8. There is a need for 360 new agricultural employees, including replacements, at the technician level annually.

9. There were 653 new professional level workers needed annually.

These workers needed at least one area of agricultural competency for

satisfactory job performance.

10. Two-thirds of all the new agricultural workers needed annually were at the sales, skilled, semi-skilled or service levels of employment.

11. All non-farm agricultural workers needed at least 12 years of

schooling. Those at the proprietor and managerial and technician levels

needed two years of schooling beyond high school. lUO

12. The necessary levels of education for industrial, and business

and service workers were slightly higher than for those in agriculture.

This was for all occupational levels except professional.

13. In general, non-farm agricultural workers at all occupational

levels earned as much or more than their counterparts in the industrial

or business and service groups.

1^. The lowest average weekly wage was received by those agricul­

tural workers classified as clerical. Those groups receiving the highest

weekly wages were professional, technical, and proprietors and managers.

15. One-third of the non-farm agricultural workers needed an educa­

tional level of one or more years beyond high school for satisfactory

job performance.

16 . Employers had no farm, rural, or urban background preference

concerning 88 percent of the non-farm agricultural workers. However, in

the case of farm equipment dealers, hardware stores, hay, grain and feed

stores, and farm and garden supply stores, a farm or rural background

was preferred.

Recommendations

In view of the findings of this study and the experience of the

writer it is recommended that:

1. The findings of this study should be used by vocational agricul­

ture supervisors and teacher educators in projecting programs of agricultural

education at the high school, post high school and higher education levels.

2. A resume of this study ohould be made available to persons

involved in educating persons for positions as non-farm agricultural

workers. 3. Additional research is needed to help develop the curricula for courses designed to provide non-farm agricultural workers with the needed competencies.

Further study should be made of the kinds of jobs and types of firms employing non-farm agricultural workers so as to more clearly identify specific jobs and clusters of jobs.

Implications for program development

An analysis of the findings of this study coupled with the experience of the writer was the basis for proposing the following program implica­ tions :

1. New programs at the high school level should be designed to provide students with agricultural competency in the areas of horticul­ ture and food processing. These should be developed within the framework

of a comprehensive educational program so as to provide students with the multiplicity of competencies needed by non-farm agricultural workers.

2. Programs for the preparation of agricultural workers at the high school level should permit students to secure the needed competencies

in the business and service and industrial areas.

3. It may be necessary to group areas of agricultural competency

so that they are covered in one course. A logical grouping for a high

school level course would include horticulture, food processing, and

forestry.

Service workers often need competencies in the business and

service, industrial, as well as agricultural areas; a student's program

should permit him time to secure courses in several areas. Ik2

5. Programs of instruction in agriculture should he primarily concerned with providing students the needed knowledge, skill and ability

in technical agriculture. Other areas of the school program should be relied on to provide the needed skills in such things as communications,

sales, accounting, advertising and financing.

6 . Post high school programs should be developed in the areas of horticulture, food processing, forestry, and agricultural business, includ­

ing agricultural equipment and mechanics. These programs should be two

years in length. They should be offered as a part of technical institutes,

colleges, or university branches. In addition to securing

the needed agricultural knowledge and skill students should be able to

utilize other curricular areas as a means of rounding out a program lead­

ing to an associate degree.

7. The two-year post high school programs should be kept in accord

with the needs of agricultural industry by the use of advisory committees.

Close articulation should be maintained with institutions of higher educa­

tion so as to enable students to transfer without undue loss of credit.

8. In preparing teachers attention should be given to depth of

preparation in specialized areas of technical agriculture. Teachers

should also have some experience in non-farm agricultural jobs related

to their instructional program prior to certification,

9. In order to enhance the development of educational programs for

non-farm agricultural workers supervisory responsibilities should be

assigned more on the basis of program areas rather than along geographical

lines. 10. An organizational framework of research and evaluation should be developed for continuous study relative to appraising the educational needs of non-farm agricultural workers in Ohio. APPENDIXES State of Ohio DEPARTMENT OF EDUCATION Columbus 15

July S, i9t,3

Gentlemen:

The public schools and colleges in Ohio request your help in p viding information on employment skills and knowledge essential ", workers you employ. This information will assist the educational agencies to better prepare their graduates for employment.

The enclosed questionnaire, designed to secure information on experience, knowledge and skills needed by workers in your business being submitted to 8,000 Ohio firms. The results of the survey wil made available to guidance counsellors and those charged with plann courses of study in our schools and colleges. This study is a v,i n effort of the Ohio Department of Education and The Ohio State Unlve

The experience, abilities, knowledge and skills required cf wo are grouped under the term, "areas of competencies." Since the stu will include a representative sample of many kinds cf businesses an industry, the competencies sought in workers will vary widely fros?; business to business. This study has grouped workers into eight br areas, ranging from professional through semi-skilled workers.

The information secured from this questionnaire will be tabula but your firm name will not be used in connection with the data you mit. The information you provide us will be combined with that sec from groups of like businesses. When completed, the summary report be available upon request.

If at all possible, we would appreciate your completing and re ing the questionnaire within ten days.

Sincerely yours,

E. E. HOLT Superintendent f PubU Instruction EEH j c lk$

State of Ohio DEPARTMENT OF EDUCATION Columbus 15

July 8, 1963

Gentlemen:

The public schools and colleges in Ohio request your help in pro­ viding information on employment skills and knowledge essential to the workers you employ. This information will assist the educational agencies to better prepare their graduates for employment. ^

The enclosed questionnaire, designed to secure information on the experience, knowledge and skills needed by workers in your business, is being submitted to 8,000 Ohio firms. The results of the survey will be made available to guidance counsellors and those charged with planning courses of study in our schools and colleges. This study is a joint effort of the Ohio Department of Education and The Ohio State University.

The experience, abilities, knowledge and skills required of workers are grouped under the term, "areas of competencies." Since the study will include a representative sample of many kinds of businesses and industry, the competencies sought in workers will vary widely from business to business. This study has grouped workers into eight broad areas, ranging from professional through semi-skilled workers.

The information secured from this questionnaire will be tabulated, but your firm name will not be used in connection with the data you sub­ mit. The information you provide us will be combined with that secured from groups of like businesses. When completed, the summary report will be available upon request.

If at all possible, we would appreciate your completing and return­ ing the questionnaire within ten days.

Sincerely yours,

E. E. HOLT Superintendent of Public Instruction EEH jc EMPLOYMENT OPPORTUNITIES AND NEEDED COMPETENCIES FOR WORKERS IN OHIO

Finn Name — Address

Principal products and/or services - ______

Name of Person making rep o rt ______Tit)? Date this report prepared

The purpose of this study is to better train people for employment in Ohio. You will note that the occupations are in groups, numbered 1 through 8. These 8 groups were developed and defined by a national advisory committee on vocational education. There are 3 sections. Qualifications of employees may appear in any or all of the 3 sections. To save time: it is suggested that you list under each of the occupational groups (1-8) total number of employees in each group. Then taking one group at a time check through all 3 sections, entering ONLY the number of employees required to have the competencies listed. Definitions of the 8 occupational groups are as follows:

1. Professional: Occupations which require extensive academ­ ic background or a combination of education and experience and a high degree of mental activity.

2. Technical: Occupations which require post-high school training (2 years) and carry out details of projects conceived by professional and engi­ neering workers plus the "know-how" of skilled craftsmen and operational personnel.

3. Proprietors & Managers: Occupations that involve policy-making, plan­ ning, supervising, guiding work activity of others, usually through intermediate super­ visors.

4. Clerical: Occupations concerned with preparing, tran­ scribing, transferring, filing, and preserving written communications and records.

5. Sales: Occupations concerned with sale of commod­ ities, investments, real estate, and services, and occupations closely identified with, though not involved in, actual sales transac­ tions. I S- 6. Skilled Workers: Includes craft and manual occupations requir­ ing thorough knowledge of processes involved in the work, exercise of independent judgment, usually a high degree of manual dexterity, responsibility for valuable product ot equip­ ment usually qualified by apprenticeship or extensive training. _ .______The purpose of this study is to better train people for employment in Ohio. You will note that the occupations are in groups, numbered 1 through 8. These 8 groups were developed and defined by a national advisory committee on vocational education. There are 3 sections. Qualifications of employees may appear in any or all of the 3 sections. To sove time: it is suggested that you list under each of the occupational groups (1-8) total number of employees in each group. Then taking one group at a time check through all 3 sections, entering ONLY the number of employees required to have the competencies listed. Definitions of the 8 occupational groups are as follows:

1. Professional: Occupations which require extensive academ­ ic background or a combination of education and experience and a high degree of mental activity.

2. Technical: Occupations which require post-high school training (2 years) and carry out details of projects conceived by professional and engi­ neering workers plus the "know-how" of skilled craftsmen and operational personnel.

3. Proprietors & Managers: Occupations that involve policy-making, plan­ ning, supervising, guiding work activity of others, usually through intermediate super­ visors.

4. Clerical: Occupations concerned with preparing, tran­ scribing, transferring, filing, and preserving written communications and records.

5. Sales: Occupations concerned with sale of commod­ ities, investments, real estate, and services, and occupations closely identified with, though not involved in, actual sales transac­ tions.

6. Skilled Workers: Includes craft and manual occupations requir­ ing thorough knowledge of processes involved in the work, exercise of independent judgment, usually a high degree of manual dexterity, responsibility for valuable product or equip­ ment usually qualified by apprenticeship or extensive training.

7. Semi-Skilled Workers: Includes manual occupations requiring dexter­ ity but limited to well-defined work routine; important decisions made by others

8. Service Workers: Occupations concerned with performing ser­ vices for others, and maintenance of buildings, grounds, and equipment, (but not concerned with adjustment or repairs) stock handling, deliveries, etc. 1. 2. 3. 4. 5. 6. 7. 8. Semi- Professional Technical Proprietors Clerical Sales Skilled Skilled Service & Managers Workers Workers Workers

Total No. Total No. Total No. Total No. Total No. Total No. Total No. Total No. Employed Employed Employed Employed Employed Employed Employed Employed

This section (1) to be answered for present employees. Opposite each major competency enter number of employees required to have this competency for success in your firm. S E C T I O N I

1. 2. 3. 4. 5. 6. 7. 8. Semi- Professional Technical Proprietors Clerical Sales Skilled Skilled Service & Managers Workers Workers Workers Areas of competencies No. re­ No. re­ No. re­ No. re­ No. re­ No. re­ No. re­ No. re­ quired quired quired quired quired quired quired quired to have to have to have to have to have to have to have to have

Chemical Engineering Mechanical Engineering Electrical Engineering Metallurgical Engineering Physical Scientists - atomic energy, radiation, electronics, etc. Industrial Engineering *******************************

Auto mechanics Carpentry & Chemical technology Drafting & reading drawings Electrical wiring, appliances and technology Food service Machinist Mechanical technology & pipe fitting Printing Sheet metal working Welding, combination Other competencies SECTION I (A) Of the total number of different employees how many require at least one of the competencies listed in Section 1, above? THE FOLLOWING ITEMS APPLY TO SECTION I (A) TOTALS ONLY

Level of education necessary for satisfactory performance: Advanced Degree (M.S. or Ph.D.) College (Bachelor's degree) ******************************

High School plus Technical School (2 yrs. beyond H.S.) Post-High School Voc. (1 yr. beyond H.S. _ High School includ. Voc. (12 yrs,) Professional Technical Proprietors C lerical M ie s------& Managers Workers Workers Workers Areas of competencies No. re­ No. re­ No. re­ No. re­ No. re­ No. re­ No. re­ No. re­ quired quired quired quired quired quired quired quired to have to have to have to have to have to have to have to have

Chemical Engineering Mechanical Engineering Civil Engineering Electrical Engineering Metallurgical Engineering Physical Scientists - atomic energy, radiation, electronics, etc. Industrial Engineering

Auto mechanics Carpentry & Woodworking Chemical technology Drafting & reading drawings Electrical wiring, appliances and technology Food service Machinist Mechanical technology Plumbing & pipe fitting Printing Sheet metal working Welding, combination Other competencies SECTION I (A) Of the total number of different employees how many reguire at least one of the competencies listed in Section 1, above? THE FOLLOWING ITEMS APPLY TO SECTION I (A) TOTALS ONLY

Level of education necessary for satisfactory performance: Advanced Degree (M.S. or Ph.D.) College (Bachelor's degree) *+****************************

High School plus Technical School (2 yrs. beyond H.S.) Post-High School Voc. (1 yr. beyond H.S. High School includ. Voc. (12 yrs,) High School (general 12 yrs,)

Wage schedule per week: $40-$79 S80-S99 $100 plus Maximum (old employees) Background preferred: Farm Rural (-2500 pop.) Urban or City No preference No. of new employees (includ­ ing replacements) anticipated within the next year. - -2- , This section (2) to be answered for present employees. Opposite each major competency enter number of employees required to have this competency for success in your firm. S E C T I O N II

1. 2. 3. 4. 5. 6. 7. 8. Semi- Professional Technical Proprietors Clerical Sales Skilled Skilled Service Areas d Competencies & Managers Workers Workers Workers No. re­ No. re­ No. re­ ' No. re­ No. re­ No. re­ No. re­ No. re­ quired quired quired quired quired quired quired quired to have to have to have to have to have to have to have to have Animal Science including feeds & feeding, beeding, , etc. Insects, diseases, pests, and controls Crop production including plant breeding, management, weed con­ trol, etc. Food processing including dairy prod­ ucts, , , fruits, vege­ tables Soil Science including bacteriology, classification, erosion control, fertilization, etc. Forestry including propagation, management, timber marketing, etc. Horticultnre including fruits, vegetables landscaping, nursery production, maintaining parks and recreation areas Agricultud Engineering including farm power, machinery, drainage, , buildings. Agricultural Economics including farm management, credit, marketing, , etc. Other competencies

SECTION II (A) Of the total somber of different employees how many require at least am af the competencies listed in Section II above?

THE FOLLOWING ITEMS APPLY TO SECTION II (A) TOTALS ONLY

Level of education necessary for satisfactay performance: Advanced Degree (M.S. or Ph.D.) College (Bachelor's degree)

High School plus Technical School (2 yrs. beyond H.S.) Post-High School Voc. (1 yr. beyond H.S.) High School includ. Voc. (12 yrs.)______High School (general 12 yrs.) Wage schedule per week: $40-879 ______$80-399 ______$100 plus Maximum (old employees) breeding, management, weed con­ trol, etc. Food processing including dairy prod­ ucts, meats, cereals, fruits, vege­ tables Soil Science including bacteriology, classification, erosion control, fertilization, etc. Forestry indnding propagation, management, timber marketing, etc. Horticulture including fruits, vegetables landscaping, nursery production, maintaining parks and recreation area: Agricultural Engineering including farm power, machinery, drainage, irrigation buildings. Agricultural Economics including farm management, credit, marketing, agricultmal policy, etc. Other competencies

SECTION II (A) Of the total member of different employees bow many require at least saw of the competencies listed in Section II above?

THE FOLLOWING ITEMS APPLY TO SECTION II (A) TOTALS ONLY

Level af education necessary for satisfactory performance: Advanced Degree (M.S. or Ph.D.) College (Bachelor's degree) *******************************

High School plus Technical School (2 yrs. beyond H.S.) Post-High School Voc. (1 yr. beyond H.S.) High School includ. Voc. (12 yrs.) High School (general 12 yrs.) Wage schedule p a week: S40-S79 $80499 $100 plus Maximum (old employees)

Background preferred: Farm Rural (-2500 pap.) Urban or City No preference No. of new employees (includ­ ing replacements) anticipated the nest year.

-3- , This section (2} to be answered for present employees. Opposite each major competency enter number of employees required to have this competency for success in your firm. S E C T I O N I)

1. 2. 3. 4. 5. 6. 7. 8. Semi- Professional Technical Proprietors Clerical Sales Skilled Skilled Service Areas of Competencies & Managers Workers Workers Workers No. re­ No. re­ No. re­ ' No. re­ No. re­ No. re­ No. re­ No. re­ quired quired quired quired quired quired quired quired to have to have to have to have to have to have to have to have Animal Science including feeds & feeding, bleeding, management, etc. Insects, diseases, pests, and controls Crop prodnction including plant breeding, management, weed con­ trol, etc. Food processing including dairy prod­ ucts, meats, cereals, fruits, vege­ tables Soil Science including bacteriology, classification, erosion control, fertilization, etc. Forestry indnding propogation, management, timber marketing, etc. Horticulture including fruits, vegetables, landscaping, nursery production, maintaining parks and recreation areas Agricultmd Engineering including farm power, machinery, drainage, irrigation, ■ buildings. Agricultural Economics including farm management, credit, marketing, agricultural policy, etc. Other competencies

SECTION n (A) Of the total member of different employees bow many require at least eat af the competencies listed in Section II above?

THE FOLLOWING ITEMS APPLY TO SECTION II (A) TOTALS ONLY

Level af education necessary for satisfactory performance: Advanced Degree (M.S. or Ph.D.) College (Bachelor's degree)

High School plus Technical School (2 yrs. beyond H.S.) Post-High School Voc. (1 yr. beyond H.S. High School indud. Voc. (12 yrs.) High School (general 12 yrs.) Wage schedule per week: $40-379 $80-399 $100 pins

Maximum (old employees) 1 ..... hank loans, sales Labor Relations Management analytical thinker, combining resources, decision making, planning, selecting personnel Marketing information & analysis on foods and fiber, industrial products, household products, etc. Office Procedure Pricing foods & fiber, industrial products, household products, government regulation, labor, etc. Sales promotion, selling and analysis Supervision Other competencies

SECTION in (A) Of the total number of different employees, how many require at least one of the competencies listed in Section III above?

THE FOLLOWING ITEMS APPLY TO SECTION III (A) TOTALS ONLY

Level of education necessary for satisfactory performance: Advanced Degree (M.S. or Ph.D.) College (Bachelor's degree) *******************************

High School plus Technical School (2 yrs. beyond H.S.) Post-High School Voc. (1 yr. beyond H.S.) High School includ. Voc. (12 yrs.) Hiqh School (general 12 yrs.) Wage schedule per week: $40-579 580-599 $100 plus Maximum (old employees)

Background preferred: Farm Rural (-2500 pop.) Urban or City No preference ■ No. of new employees (including replacements) anticipated the next year.

-4- TABLE 88.— Total Number of Employees Needing at Least One of the Agricultural Competencies

Kind of Firm Number

Eating Places 13,858 Horticultural Services 11,501 7,287 Meat Packing Plants 5,715

Natural Gas Transmission and Distribution 4,572 Hay, Grain and Feed Stores 4,286 Grocery Stores, with Fresh Meat 3,358 Non-classifiable Establishments 3 ,286

Fluid Milk Firms 3,215 Dairy Products Stores 3,143 Florists 2 ,2 1 5 Food Preparations 2,215

Sausages and Prepared Meat Firms 2 ,0 0 0 Biscuit, Cracker and Pretzel Firms 1,929 Farm and Garden Supply Stores 1,357 Service Stations 1,143

Cereal Preparations 1 ,072- Food Stores 1,072 Grease and Tallow 1,072 Fresh Fruits and Vegetables 1 ,0 0 0

Drug Stores with Fountain 1,000 Year-Round 857 Women's Ready-to-Wear Stores 714 Wood Preserving 643

Canned Fruits, Vegetables, Preserves 572 Hardware Stores 572 Newspapers: Publishing and Printing 572 Fruit Stores and Vegetable Markets 572

Accounting, Auditing, Bookkeeping Services 500 Automotive Top and Body Repair 500 Lumber Yards 500 Miscellaneous Retail Stores 429

National Banks 357 Machinery, Equipment and Supplies 357 Men's and Boys' Furnishing Stores 357 Camera and Photographic Supply Stores 357 Kind of Firm Number

Metal Stampings 357 Farm Machinery and Equipment 286 Veneer and Plywood Plants 286 Retail Electrical Apparatus and Equipment 286

Candy, Nut and Confectionary Stores 286 Custom Tailors 286 Riding Academies 286 Typesetting 214

Farm Products— goods for immediate consumption 21^4- Amusement and Recreational Services 214 Health and Allied Services 214 Advertising Agencies 2l4

Bottled and Canned Soft Drink Firms 1^+3 Furniture and Home Furnishings 143 Bicycle Shops 1^3 Government 1^4-3

Prepared Feeds for Animals and Fowls 71 Nailed and Lock Corner Wooden Boxes 71 Building Materials Dealers 71 Sporting Goods Stores 71 Automotive Tire, Battery and Accessory Dealers 71

Total 83,724 1^9

TABLE 8 9.— Number of employees and kinds of firms with employees needing agricultural competency

G O tao

AGRICULTURAL SERVICES:

Horticultural services 2 ,8 5 8 929

MANUFACTURING:

Meat packing plants 7*358

Sausages and other prepared meat products 2 ,0 7 2

Fluid milk 3*215

Canned fruits, vegetables, preserves,jams & jellies 572

Cereal preparations 1*072

Biscuits,crackers, pretzels 1*929

Bottled & canned soft drinks 1^3

Food preparations 71 2,1^3

Prepared feeds for animals and fowls 71 71

Newspapers--publishing and printing 1^3 71 1^3 71 1^+3

Farm machinery and equipment 1^3 WHOLESALE: Farm products--goods for immediate consumption 286 71 2 lk Fresh fruits & vegetables lk3 1^3 1,000 71 150

TABLE 89.--continued

CQ g b D i— 1 0 G

RETAIL TRADE:

Hay,grain & feed stores _ 3 ,500 . 2 ,7 8 6 1 ,7 8 6 21k 1,1^3

Hardware stores 786 21^ 786

Florists 1^3 21^ 1^3

Buildings materials dealers 71 71

Drug stores with fountain 71

Farm equipment dealers 286 28 6 286

Grocery Stores, with fresh meat 2,715

Eating Places ' 13,^30

Dairy products stores 3,1^3

Candy,nut & confectionary stores 286

Food stores 1 ,0 7 2

Farm & garden supply stores 286

Miscellaneous retail stores 1I4.3 2^.3

SERVICES:

Colleges,universities & professional schools 500 71 500 500 286 Riding academies 71 21k 151

TABLE 89«--continued

£3 bO CQ O S3

E CO

SERVICES:

Amusement & recreational services 2lk

Hospitals 7>358

Health & allied services 2lb 71 21^

GOVERNMEMT: 71

NON-CLASSIFIABLE ESTABLISHMENTS 71 2lk

Column totals 5 ,001 7 ,1^ k,k29 M3,578 4 ,2 8 6 TABLE 89.— continued

(U 1— 1 r—1 ra G cO taO G 0 3 G G G •ri P 3 -H 3 ra O r S H P G P 0 G H 3 rH (D rH *H

AGRICULTURAL SERVICES:

Horticultural services 6k3 10,2l6 1^3 857

MANUFACTURING:

Food preparations 71 21k

Prepared feeds for animals and fowls

Newspapers— publishing & printing 1^3

Farm machinery & equipment 286

Veneer & plywood plants 286

Wood preserving IA3

Nailed & lock corner wooden boxes 71

Pharmaceutical preparations 3>

Typesetting

Metal stampings

TRANSPORTATION, COMMUNICATION AND OTHER PUBLIC UTILITIES:

Natural gas transmission and distribution 71

WHOLESALE TRADE: Farm products— goods for immediate consumption,NEC 71 71 Fresh fruits & vegetables 1^3 71 153

TABLE 89.— continued

O 1— H1 rH (Q 3 3 3 tad bO 3 Cti 0 3 3 3 3 3 3 3 -h . p 3 -H- h 3a m CQ o h P + 3 ; 3 3 p P o O a P 0 r-i 'ri Kind of Firm £P 5? O 33 ?!00 3d3 0ti a +0 « ra -H 0O 33 00O O 30 0 P *ri•ri *H -ri *H 3 0 Qj h ^ 33 bObp 303 O ,3 0 O O bObO 3 bQbO OO PO P«H W < H

WHOLESALE TRADE:

Professional equipment & supplies 2,172

Machinery, equipment & supplies 357

Electrical apparatus &, equip­ ment, wiring supplies & materials 286

Furniture & home furnishings 1^3

RETAIL TRADE:

Hay, grain & feed stores 71 286 857 572

Hardware stores 214 21b 286 286

Florists 857 1,572

Drug stores with fountain 929

Farm equipment dealers 286

Grocery stores with fresh meat 6^+3

Eating places 71 357

Dairy products stores

Farm & garden supply stores 1,357 286

Lumber yards 500

Sporting goods stores 71

Automotive tire, battery & accessory dealers 71

Men1s & boys 1 furnishing stores 572 TABLE 89.— continued

CD r~1 I— 1 t o M 3 bO a5 a h rH --Pp m M - p o s M 3 H

RETAIL TRADE:

Women's ready-to-wear stores 500

Custom tailors 286

Bicycle shops 2lh

Camera & photographic supply stores 286

Gasoline service stations 1>357

Variety stores 1^3

Motor dealers (used cars only) 1^3

Fruit stores & vegetable markets 572

Heating & plumbing equipment dealers 6^3

Miscellaneous retail stores 500

FINANCE,INSURANCE & REAL ESTATE:

National banks, 71 357

SERVICES:

Colleges,universities & professional schools 71 18,717 1^3 13>502

Riding academies 1^3 1^+3 Amusement & recreational services 21^ TABLE 89 «— continued

0 1—1 rH in p 05 bO 05

SERVICES:

Auto courts,tourist camps, cabin camps & trailer parks 286

Year-round hotels 1 ,2 8 6

Health and allied services 2 ,5 0 0

Accounting,auditing and bookkeeping 500

Advertising agencies 214

Automotive top & body repair

GOVERNMENT:

NON-CLASSIFIABLE ESTABLISHMENTS 357 357 2,643

Column totals 2,215 32,433 1 ,5 0 0 2 ,1 4 3 44,5 0 6 156

TABLE 90.--Number of Non-farm Agricultural Workers and Education Needed

Level of Education

• r H CQ CQ CQ r H O — m • • cd O P P h W 03 w - p a ,£3 Kind of Firm ^ O a 3 a ) • H O 1— I O b O 0 b O O > 5 0) b O 0 a b O 0 w

Horticultural Service Firms 572 357 500 Meat Packing Plants 357 71 500 6 ,9 2 9 Prepared Meat Products Firms 1^3 357 1 ,5 0 0 Fluid Milk Firms 3,215 Canned Fruit,Vegetable, Preserves 71 1^3 71 357

Cereal Preparations 2lk 357 500 Bottled & Canned Soft Drink Firms 1^3 Food Preparations 500 1,61+5 Prepared Feeds for Animal and Fowl 71 Newspapers— Publishing and Printing 572

Locomotives & Parts 1,1^3 1,000 Faria Machinery & Equipment 71 ll+3 Veneer & Plywood Plants 71 11+3 Wood Preserving Plants 71 71 Nailed & Lock Corner Wooden Boxes 71

Natl Gas Transmission & Distribution 286 357 ll+3 3,7^6 Farm Products, Immediate Consumption 71 Wholesale Fresh Fruits & Vegetables 71 1^-3 Furniture & Home Furnishings ll+3 Retail Hay, Grain & Feed Stores 2lk 500 1,71*+ 1,71*+ Furniture Stores 7ll+ ll+3 ll+3 71 Hardware Stores 71 357 500 Florists 71 21^ 929 Building Materials Dealers 71 Drug Stores with Fountain 357 1^3 157

TABLE 90•— Continued

Level of Education

& H- 0 Hj *1 B H- H One Year One High High with Vocational General High School Two Years Two Degree Bachelor's Degree H.S,, Beyond Advanced 1 i I H.S. Beyond i

Farm Equipment Dealers a86 Grocery Stores with Fresh Meat 143 357 Eating Places 143 71 143 857 4,786 Dairy Products Stores 143 71 429 357 Food Stores 71 71 643

Farm & Garden Supply Stores 500 71 786 Lumber Yards 143 71 ' 214 Sporting Goods Stores 71 Automotive Tire & Accessory Dealers 71 Women’s Ready-to-Wear Stores 214

Bicycle Shops 71 71 Gasoline Service Stations 286 143 Variety Stores 143 Miscellaneous Retail Stores 71 71 143 National Banks 143

Riding Academies 71 214 Year-Round Hotels 143 Hospitals ' ■ 500 1,000 Accounting, Auditing, Bookkeeping 143 143 214 Funeral Service 143 143 TABLE 91•— Backgrounds preferred for agricultural workers by firms

Number in Ohio

Q) CJ Kind of Firm § Cl 5 ( S O s o ,q - p Ci i r \ m O Cl Cl Cl -H = S O J cd a P-I S O U PC?' — |x t

Horticultural services 11,359

Crushed & broken Limestone 143 143

Meat packing plants 7,359 356

Sausages & other prepared meat products 427 214

Fluid milk

Canned fruits,vegetables, preserves, jams & jellies

Prepared feed for animals and fowls 71

Cereal preparations 786 143

Mfg.food preparations,NEC 929

Veneer & plywood plants 71

Wood preserving 71

Pharmaceutical preparations

Newspapers: publishing & printing

Nailed & lock corner wooden boxes

Concrete products,except block and brick

Metal stampings

Mfg. biscuit,crackers and pretzels TABLE 91•— Continued

Number in Ohio

o o S3 Kind of Firm u (I) S3 H O td >3 ed O S d) , 0 + 5 LT\ O O ^ Sh Sh -H 3 W to SPh 3 O U 03 ^ P+

Bottled & canned soft ^drinks

Farm machinery & equipment 71 1^3

Locomotives & parts

Natural gas transmission 8c distribution ^->572

Paints & varnishes,wholesale

Fresh fruits & vegetables 71 71

Wholesale farm products 71 71

Electrical apparatus & equipment

Plumbing 8c heating equipment 8c supplies 857

Wholesale furniture 8c home ' furnishings 1^3

Lumber yards 285 71

Heating 8c plumbing equipment dealers 6k2

Building materials dealers 71

Hardware stores 71 286 500

Farm equipment dealers - 286

Variety stores 2lk

Drygoods 8c general merchandise stores 286 l6o

TABLE 91«--Continued

Number in Ohio

O(D Kind of Firm ,a ■ p ^ IT\ Sh 2. k* ■ i d ^ •H 3 cvi aS Sft Co o CJ « — p>4

Grocery stores with fresh meat 1,1^3 357

Dairy products stores 570 1*29

Food stores 929

Gasoline service stations 6 ^ 3 286

Tire, battery & accessory dealers (automotive) 71

Men's & boys' furnishings stores ..

Women's reafy-to-wear stores li*3

Custom tailors 1*29

Family shoe stores 71 3A3

Household appliance stores

Retail furniture stores 357 357

Eating places 2 ,711* 2 ,0 7 1 71^

Bicycle shops 1^3

Drug stores with fountain 500 71

Sporting goods stores

Hay, grain & feed stores 1 ,0 0 0 357 857 2 ,5 7 2

Farm & garden supply stores 571 786

Florists 500 286 1I+3 l6l

TABLE 91.— Continued

Humber in Ohio

Kind of Firm y G G Lf\ 'H G >a G CM S (U ,Q -p 3 ------p a2. B*pH p oh o,H w [x*03

Camera & photographic supply stores 357

Miscellaneous retail stores li+3

National banks, members of 143

Year-round hotels 857

Auto courts, tourist camps, cabin camps & trailer parks

Funeral service l43

Accounting, auditing and bookkeeping services 500

Hospitals 7>358

Top and body automotive repair 571

Riding academies 286

Amusement & recreational services 214

Health & allied services

Colleges,universities & professional schools 69,723 786

Government

Non-classifiable establishments 71 571 162

BIBLIOGRAPHY

Public Documents

Georgia Department of Labor. Georgia Skill Study. Employment Security Agency. May 15, 196*3 •

Ohio Department of Industrial Relations. Ohio Directory of Manufacturers. Ohio Industrial Commission. 1 9 6 2»

U. S. Bureau of the Budget, Standard Industrial Classification Manual, U. S. Government Printing Office, 195?•

U. S. Department of Commerce, 195*8 Census of Business, Selected Services, Ohio, Bureau of Census, Washington, D. C,

U. S. Department of Commerce, 1958 Census of Business, Wholesale Trade, Ohio, Bureau of Census, Washington, D. C.

U. S. Department of Commerce, 1958 Census of Business, Retail Trade, Ohio, Bureau of Census, Washington, D C .

U. S. Department of Commerce, 1958 Census of Manufacturers, Ohio, Bureau of Census, Washington, D. C.

U. S. Department of Health, Education, and Welfare. Education for a Changing World of Work. Report of the Panel of Consultants on Vocational Education. Office of Education. Washington: U. S. Government Printing Office, 1963.

U. S. Department of Health, Education and Welfare. . Manpower in Farming and Related Occupations. A report made for the Panel of Consultants on Vocational Education. Office of Education. Washington: U. S. Government Printing Office, 1963.

U. S. Department of Health, Education and Welfare. Vocational Education in the Hext Decade. January 1961.

U. S. Department of Health, Education, and Welfare. Summaries of Studies in Agricultural Education. Vocational Division Bulletin Wo. 180 and the I5 supplements to date, Office of Education. Washington: U. S. Government Printing Office, 1935 to present.

U. S. Department of Health, Education, and Welfare. Summary of Report of Consulting Committee on Vocational-Technical Training. Washington: U. S. Government Printing Office, 19^4. 163

U. S. Department of Health, Education, and Welfare. Vocational- Technical Education for American Industry. Circular No. 530; Office of Education. Washington: U. S. Government Printing Office, 1958.

U. S. Department of Labor. Manpower, Challenge of the i9 6 0's. Washington: U. S. Government Printing Office, 1961.

Reports

Baker, Richard A. A Study of Employment Opportunities in Off-farm Agricultural Occupations in Alabama. Montgomery: Alabama State Department of Education, 1965.

Barwick, Ralph P. Identification of Off-farm Agricultural Occupations. A Preliminary Report of the Delaware Study of Agricultural Occupations other than Farming. Newark: University of Delaware, 1965*

Clark, Raymond M. Training for Off-farm Agricultural Occupations. Report of an Experimental Program in Vocational Education 1962-6 3. East Lansing: Michigan State University, 1963.

Cushman, Harold R., Christensen, Virgil E., and Brice, Gary R. A Study of Off-farm Agricultural Occupations in New York State. Ithaca: New York State College of Agriculture, 1965.

Dillon, Roy D. Comparison of Certain Abilities Needed by Workers in Licensed Nurseries and Licensed Ornamental Horticulture Businesses. Morehead, Kentucky: Morehead State College, T 965I .

Griffin, Warren L. The Nature of Agricultural Occupations other than Farming, in Saline County, Missouri. Columbia: University of Missouri, 1964.

Long, Gilbert A. A Study of Vocational Opportunities and Training Needs for a Rural Community of Northeastern Washington. Olympia, Washington: The State Board for Vocational Education, 1964.

Phipps, Lloyd J ., and others. Technicians and Other Workers who Need Technical Knowledge. Preliminary Report No. 1. Urbana: College of Education, University of Illinois, 1964.

Robinson, Norman N. Competencies in Farm Machinery Maintenance Needed by Farmers. Ames, Iowa: Iowa State University, 1964.

Stevens, Glenn Z. Promising Research Directions in Off-farm Agricultural Occupations. A report to the National Seminar on Program Development and Research in Agricultural Education, The Ohio State University, August 9 to 13; 1965* l6k

Thompson, 0. E., and Sutherland, S. S. The Training Required by Workers in Agricultural Business and Industry in California, Sacramento: California State Department of Education, 1957*

The Center for Research and Leadership Development in Vocational and Technical Education. Summary of Research Findings in Off-farm Agricultural Occupations. Columbus, Ohio: The Ohio State University, 19^5.

Unpublished Material

Gardner, Harrison. "Determining Competencies for Initial Employment in the Dairy Farm Equipment Business." Unpublished Ph.D. dissertation, Michigan State University, I96U.

Kahler, Alan. "Present and Future Manpower Needs in Retail Farm Machinery Distribution in Iowa." Unpublished study, Iowa State University, I96J+. .

Loh, Fred Van. "Competencies in Agriculture needed by Males Employed in Retail Distribution." Unpublished Master's thesis, Department of Education, Iowa State University, 196^.

Mabon, Elwood. "Competencies in Agriculture needed by Males Employed in Country Elevator Grain Marketing." Unpublished Master's thesis, Department of Education, Iowa State University, 196^.