This dissertation has been microfilmed exactly as received 6 6-6236
BRUM, Herbert Duane, 1 9 2 4 - NON-FARM AGRICULTURAL EMPLOYMENT OPPORTUNITIES AND TRAINING NEEDS IN OHIO.
The Ohio State University, Ph.D., 1965 Agriculture, 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 design 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 service firms Meat packing plants Sausage and prepared meat products firms Fluid milk firms Canned fruit, preserves, vegetable firms Cereal preparation firms Manufacturers of prepared animal feed Manufacturers of food preparations Grease and tallow manufacturing firms
v Chapter Page
Publishing and printing firms Wood preserving firms Veneer and plywood plants Pharmaceutical preparations firms Manufacturers of farm machinery and equipment Manufacturers of metal stampings Natural gas and electricity transmission firms Wholesale fresh fruit and vegetable firms Retail hay, grain, and feed stores Hardware stores Farm equipment dealers Florist shops Grocery stores Eating places Dairy products stores Farm and garden supply stores Lumber 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 Distribution of Workers by Occupational Level and Area of Competency Animal science Insects, diseases, and controls Crop production Food processing Soil science Forestry Horticulture Agricultural engineering 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 Agricultural engineering 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, Publishing, 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 Fruits and Vegetables ...... 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 Sales 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 marketing agricultural products. One of the major aspects of progress in agriculture has been 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 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 work 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 farmers 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 industry, 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
culture 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 organizations 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 universities, 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, Building 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
commodities, 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 buildings, 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 technology 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 research and development, 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 feed manufacturing
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,nut 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 foods 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 goods 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, insurance 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 Soft Drink 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 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 National Banks, 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 bank classification also includes other credit 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$> of all workers having knowledge and skill in agri culture . An analysis of the background preferred for agricultural workers hy type of firm shows that certain firms have a stronger preference for a farm or rural background on the part of workers than do others. This detail on preference by firm is shown in Table 91 in the appendix. A summary of the background preferences indicated for selected firms that employ agricultural workers is shown in Table 8^4-« 118 TABLE 8^.--Background of workers preferred by kind of firm Number- of Workers Kind of Firm Farm Rural Urban No Preference Horticultural services - - - 11,359 Crushed and Broken Limestone 1^3 1^3 - - Hardware Stores 286 500 286 71 Farm Equipment Dealers 286 286 - - Grocery Stores with Fresh Meat 357 - - 1,1^3 Dairy Product Stores - k-29 - 570 Hay,Grain & Feed Stores 2,572 857 357 1 ,000 Farm and Garden Supply Stores 786 -- 571 Number of New Employees Needed Annually Including Replacements The respondents indicated how many new agricultural employees, including replacements, they anticipated needing within the next year. They responded by occupational level and by firm. The number of new employees they needed within the next year was interpreted in this study as an annual need. Table 85 shows the number of new employees, including replacements needed next year by occupational levels. 119 TABLE 85.— Annual number of new employees needed by occupational level Occupational Level Number Percent Professional 653 4.2 Technical 360 2.3 Proprietors and Managers 217 1.3 Clerical 293 1 .8 Sales 1,942 1 2 .0 Skilled workers 1,598 9.9 Semi-skilled 6,033 38.1 Service Workers 4,794 30.4 Total 15,890 1 0 0 .0 Table 85 indicates that of the 15,8 9 0 new agricultural employees needed annually, 38t of them are at the semi-skilled level. This is compared to about lfo of the new employees being needed at the technical level. Table 85 also shows that 68$> 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 Rural Sociology, 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, community 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 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 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, management, etc. Insects, diseases, pests, and controls Crop production 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 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, irrigation, buildings. Agricultural Economics including farm management, credit, marketing, agricultural policy, 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, security 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. Public Relations 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 Hospitals 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 Gasoline 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 Hotels 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 & construction 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 vehicle 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 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 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. 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