the Mobility of Tool and Die Makers 1940-1951
a Survey of the Work Experience, Training, and Personal Characteristics of the Workers in a Critical Occupation
Bulletin No. 1120
UNITED STATES DEPARTMENT OF LABOR M a u r i c e J. T o b i n , Secretary BUREAU OP LABOR STATISTICS E w a n C l a g u e . Commissioner
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis i Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis THE MOBILITY OF TOOL AND DIE MAKERS
1940 - 1951
A Survey off the Work Experience, Training, and Personal Characteristics of Workers in a Critical Occupation
Bulletin No. 112 0 UNITED STATES DEPARTMENT OF LABOR Maarice J. Tobin, Secretary BUREAU OF LABOR STATISTICS Ewan Clague, Commissioner
Digitized forFor FRASER sale by the Superintendent of Documents, U. S. Government Printing Office, Washington 25, D. C. Price 35 cents http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Letter of Transmittal
United States Department of Labor, Bureau of Labor Statistics, Washington, D. C., November 14, 1952.
The Secretary of Labor:
I have the honor to transmit herewith a report on the mobility of tool and die makers. This report is the first of a series of pilot studies covering the work experience, mobility, training, and personal characteristics of workers in occupations vital in defense mobilization. It evaluates the findings of the study in terms of their significance for manpower planning in a mobilization period.
The study was financed by the Department of the Air Force. It is one of the industrial manpower research studies sponsored by the Air Force under Project SCOOP (Scientific Computation of Optimum Programs) to determine the manpower feasibility of military programs. The research findings are the exclusive responsibility of the Bureau of Labor Statistics and are not necessarily concurred in by the Air Force.
The study was conducted in the Bureau's Division of Manpower and Employment Statistics under the supervision of Eichard H. Lewis. The report was prepared by Sol Swerdloff and Abraham Bluestone with the assistance of Chester F. Schimmel. The Bureau wishes to acknowledge the generous assistance and cooperation received in connection with this study from officials of other government agencies, trade associations, labor unions, and the more than 300 industrial firms from whose pay rolls the workers interviewed were selected. The Bureau wishes to ex press its deep appreciation to the more than 1,700 tool and die makers who gave their time and cooperation in furnishing the essential data from which this report was prepared.
Ewan Clague, Commissioner
Hon. Maurice J. Tobin Secretary of L- - r.
Digitized for FRASER ii http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis CONTENTS
Introduction...... 1
Summary of findings ...... 4 Mobility ...... 4 Training...... 9 Personal characteristics ...... 9
Some manpower implications of the study ...... 11
Description and methodology of the s t u d y ...... 15
Findings ...... 22 The work of the tool and die m a k e r ...... 22 Personal characteristics ...... 22 Factors affecting occupational choice ...... 24 Training...... 27 Mobility ...... 31 Movement in and out of the occupation...... 32 Movement between employers ...... 33 Movement between industries ...... 39 Movement from one geographic area to another ...... 39 Reasons for changing jobs ...... k2
Appendixes ...... 44 A. Definitions used in this s t u d y ...... 44 Job description...... Ml Job changes per month in the labor force after qualifying as tool and die ma k e r ...... Ml Job changes per man-year worked at given ages ...... 45 B. Statistical test of significance ...... b6 C. Calculation of estimated separation of tool and die makers because of death and retirement, 1951-1961 ...... 47 D. Questionnaires used in the survey ...... 48 Individual worker interview questionnaire ...... 48 Establishment information questionnaire ...... 52 E. Tables ...... 55
TEXT TABLES
1. Educational level of tool and die makers, by age, February-March 1 9 5 1 ...... 24 2. Nativity of tool and die makers, by age, February-March 1951 •••• 26
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Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis 3- Length of apprenticeship of tool and die makers ...... 27 k. Distribution of tool and die makers, by number of job changes, 19^-0 -1 9 5 1 ...... 32
Job changes of tool and die makers, by: 5- Type of job changes, 19^0-1951...... 33 6. Age, February-March 1 9 5 1 ...... 35 7* Age at time of change, 19^-0-1951...... 36 8. Educational level, February-March 1 9 5 1 ...... 38 9* Industry of employment, February-March 19 5 1 ...... 38
10. Number of industries in vhich tool and die makers were previously employed, by industry of employment, February-March 1 9 5 1 ...... 1+0 11. Job changes of tool and die makers, by nature of change and reason for voluntary changes, selected periods, 19^0 -1 9 5 1 ...... to
APPENDIX TABLES
E-l. Distribution of tool and die makers in the sample, by industry, February-March 1 9 5 1 ...... 55 E-2. Number of workers and plants from which sample of tool and die makers was taken, February-March 1 9 5 1 ...... 55 E-3. Age of tool and die makers, by industry, February-March 1951 ••• 56 E -k. Marital and veteran status, and dependents of tool and die makers, February-March 1 9 5 1 ...... 57 E-5. Educational level of tool said die makers, by method of qualification ...... 57 E-6. Nativity of tool and die makers, by city of employment, February-March 1951 ...... 58 E-7- Nativity of tool and die makers, by industry, February-March 1 9 5 1 ...... 58 E-8. Members of family who worked in the occupation, by age of tool and die makers, February-March 1 9 5 1 ...... 59 E-9. Years of experience as tool and die makers, by industry, February-March 1 9 5 1 ...... 60 E-10. Years of experience in the occupation, by method of qualification, February-March 1 9 5 1 ...... 6l E-ll. Work level of tool and die makers, by method of qualification, February-March 1 9 5 1 ...... 6l E-12. Occupations other than tool and die making in which qualified tool and die makers worked, 19^-0-1951...... 62 E-13. Number of job changes of tool and die makers, by nature and time of change, 19^0-1951...... 62 E-lto Number of job changes of tool and die makers by exposure to the labor force, 19^-0-1951...... 63
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Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis E-15. Number of tool and die makers changing jobs, by city of employment, February-March 1951 ...... 63 E-l6. Number of job changes of tool and die makers by marital status at time of change, 19^-0-1951...... 6k E-1 7 . Job changes involving changes in geographic area, by marital status at time of change, 19kO-1951...... 6k E-l8. Percent distribution of tool and die makers, by city of employment and geographic area of previous employment, February-March 1 9 5 1 ...... 65
CHARTS
1. More than half the workers did not change jobs ...... k 2. Mobility of tool and die makers was affected by age and education...... 5 3- Automobile workers showed greatest degree of employer attachment ...... 6 k. Economic betterment was the main reason given by tool and die makers for changing jobs, 19kO-1951 ...... 8 5 . Tool and die making jobs are concentrated in the industrial centers of the midwest and northeast ...... 16 6. Estimated employment of tool and die makers by industry, 1 9 5 1 ••• 17 7* Tool and die makers are an older group than the male labor force as a whole ...... 23 8. Why workers entered tool and die ma k i n g ...... 25 9. Motor vehicles industry has highest proportion of apprentice-trained tool and die makers ...... 28 10. Aircraft industry trained smallest proportion of tool and die makers through apprenticeship ...... 29 11. Bate of job changes of tool and die makers highest in postwar period ...... 3k
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Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis THE MOBILITY OF TOOL AND DIE MAKERS
INTRODUCTION
For effective mobilization manpower Statistics has undertaken a series of planning it is essential to have a pilot studies covering the work ex broad knowledge of the Nation's re perience, training, personal charac sources in critical key occupations# teristics, and occupational, indus When related to estimates of the man trial, and geographic mobility of power requirements in these occupations workers in occupations vital to de under mobilization conditions, such in fense mobilization. Funds have been formation can aid in determining how provided by the Department of the Air many new workers must be trained and Force# Another basic objective was the possible sources of recruitment of the exploration of the problems con these trainees# Manpower policies de nected with such surveys and the de signed to provide for a flow of workers velopment of methods which can be with scarce skills into the essential applied to similar research on other activities where they are most urgent occupations# This report presents ly needed should be based on knowledge the results of the first of these of the pattern of movement of workers studies,the mobility of tool and die from job to job# Plans for setting up makers* Future reports will cover training programs can be guided by data foundry molders and coremakers, and on how the workers in the occupation electronic technicians# The Bureau qualified for their jobs# Possibilities of Labor Statistics recently made a of augmenting the available supply of study of the occupational mobility of fully qualified workers can be gaged by scientists, with funds provided by the extent to which workers with par the Office of Naval Research 1/ tial or related skills have been able to enter the occupation in the past# The survey of work experience and A thorough understanding of the nature training of tool and die makers was of our resources in key technical and designed to provide specific answers skilled occupations and the balancing of to questions concerned with the pro these requirements against the require vision of an adequate number of these ments for defense production and workers in mobilization and the most essential civilian activities are also effective utilization of the avail vital in setting up policies governing able supply# To what extent do tool Selective Service deferments or reserve and die makers move from job to job call-ups of workers in these occupa and how freely do they transfer be tions# tween industries? What is the pat tern of their movement from city to To provide information on these and city and what are their reasons, for other points related to the measurement making such geographic shifts in and utilization of the Nation's occupa employment? Do young men make more tional resources, the Bureau of Labor job changes than older workers and
y Occupational Mobility of Scientists, (Preliminary Report), U. S. De partment of Labor, Bureau of Labor Statistics, April 1952®
1 Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis what kinds of changes do they make? Do make the cutting tools used on single men change jobs more often than machine tools to do the actual cut married workers? Does the kind of ting or chipping away of metal, and training the individual receives affect the jigs,fixtures, and other acces his willingness and ability to make job sories which hold the work while it changes? How many of the tool and die is being machined* They also make makers were trained by apprenticeship? gages and other measuring devices How did those without apprenticeship needed for precision work. Some qualify for the trade and how long did make dies used in forging, stamping, it take them? What is the age distri and pressing, and the metal molds bution of presently employed tool and used in die casting and plastic die makers and what are the probable molding* The precision which the losses due to death and retirement in work demands requires a high degree the next 5 or 10 years? These of skill which is obtained by long questions illustrate the types of in training or experience, usually re formation which are provided by the quiring four years or more* Quali survey and are presented in this report* fied tool and die makers are at the top of the occupational ladder among The present study is based pri skilled craftsmen, and are among the marily on the analysis of 11-year work highest paid workers in the metal histories (lSAO-5 1 ) obtained by per working field* sonal interviews in the spring of 1951 with more than 1,70 0 tool and die The estimated 100,000 tool and makers. In addition to providing a de die makers employed in this country tailed record of his work experience, in early 1952 had jobs in some 9,000 each worker explained how he learned different plants in almost all metal the trade, answered a number of spe working industries. The largest cific questions on his personal history, single employer of tool and die and gave his opinion of the occupation. makers was the automobile industry, The names and addresses of tool and die accounting for more than 17 percent makers to be interviewed were selected of all workers in this occupation. from the payrolls of more than 3,00 Tool and die jobbing shops, which metalworking plants located in seven are usually small and which make large metalworking centers* These tools, dies, jigs, and fixtures, and plants were so chosen that the selec other machine tool accessories for tion of workers would reflect as far as other companies on individual' order, possible the national distribution of employ nearly as many tool and die tool and die maker employment among in makers as does the automobile in dustries* The selected tool and die dustry. Many tool and die makers makers were then interviewed in their work in other machinery plants, in homes by field representatives of the cluding plants making farm machinery Bureau of Labor S tatistics using a and tractors, machine tools, and in questionnaire form especially designed dustrial machinery and equipment. for the survey* In addition to data Other large groups are employed in obtained from the individual workers, plants making electrical machinery another questionnaire was filled out and equipment, and fabricated metal for each plant providing information products, such as hardware and metal on the personnel and training policies stampings. During the present mo of the firm* bilization period, as in World War II, the aircraft industry and Gov Tool and die making was selected as ernment ordnance plants are employ the first occupation to be studied be ing increasing numbers of these cause of its vital importance in a mo workers. bilization economy* Tool and die makers are highly skilled craftsmen who Geographically, the majority
Digitized for FRASER http://fraser.stlouisfed.org/ 2 Federal Reserve Bank of St. Louis of the tool and die makers are employed makers. Other States ranking high in the five Midwestern States of Michi in the employment of these craftsmen gan, Ohio, Indiana, Illin o is, and Wis are New York, Pennsylvania, Con consin. Michigan alone employs one- necticut, New Jersey, Massachu fourth of the Nation's tool and die setts, and California.
Digitized for FRASER http://fraser.stlouisfed.org/234998 0 — 53------2 3 Federal Reserve Bank of St. Louis SUMMARY OF THE FINDINGS
Mobility
The analysis of the mobility war reconversion and prosperity: of the workers included in the sur a time of favorable employment vey was based on their work opportunities for tool and die histories during the period 19k0- makers. Interpretation of the re 1951- These 11 years included sults presented should be made with successive periods of tooling-up this background in mind. and wartime production and of post
Chart 1. More Than Half the Workers Did Not Change Jobs PERCENTAGE OF WORKERS MAKING SPECIFIED NUMBER OF EMPLOYER CHANGES, 1940-1951
Number of Percent of All Tool and Die Makers Percent of All Job Changes Job Changes
None
UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Chart 2. Mobility of Tool and Die Makers Was Affected by Age and Education
Job Changes Per Man-Year Averaae Number of Job Changes W orked, 1940-1951 Made During the Period, 1940-1951
UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS
MOVEMENT BETWEEN MOVEMENT IN AND OUT OF THE OCCUPATION EMPLOYERS
These workers did not move in Although few of the tool and die or out of the occupation very fre makers had worked in other occupa quently. During this 11-year period tions after qualifying in this trade, more than 90 percent of the men many of them had worked for more than worked only as tool and die makers one employer. The 733 workers who after qualifying in the trade. Half changed jobs (42 . 8 percent of the of those who did work in other occupa total in the survey) averaged nearly tions were employed in related three employer shifts each, but among machine shop jobs. these tool and die makers there were considerable differences in the amount
Digitized for FRASER http://fraser.stlouisfed.org/ 5 Federal Reserve Bank of St. Louis Chart 3. Automobile Workers Showed Greatest Degree of Employer Attachment
PERCENT OF TOOL AND DIE MAKERS IN SELECTED INDUSTRIES WHO DID NOT CHANGE JOBS
PERCENT OF WORKERS Industry of Employment 20 40 60 80 100 Feb.-Mar. 1951 T ALL INDUSTRIES
Motor vehicles m m / m ,'7 / / / / A //// Machinery (except / / / machine tool accessories) v^ % y y // y /x
Fabricated metal products M b y / / / / / / v / y / y / / / / / / y < /// / a
Electrical machinery
T7777777 Aircraft yy/'V /y'/yy^ // // '-y/y'///^y ?///////yyyyy////// Machine tool accessories 'y y y y y .yyyy/yyyy, All other industries y / y y V//////M M l
UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS
of movement. More than half of them makers who changed Jobs had been laid had changed Jobs only once or twice. off; in the next 5-1/2 years the On the other hand, 229 workers changed number of lay-offs had increased employers four or more times, and four times and constituted two- made nearly three-fifths of all the fifths of all Job changes. employer shifts. The amount of movement between About two-thirds of the move employers was affected by such fac ment between employers occurred in the tors as age, education, and length second half of the 11 years, a period of time in the labor force during of reconversion and postwar civilian this period. It also varied by the production. Most of the increase in industry and city of employment. On the amount of movement during the the other hand, some other character latter period was due to a sharp istic s of these tool and die makers rise in the number of lay-offs. Dur did not appear to affect their pro ing the first half of the period, the pensity to change Jobs. Married prewar and wartime years, about one workers changed employers about as out of five of the tool and die readily as single workers. Tool
Digitized for FRASER http://fraser.stlouisfed.org/ 6 Federal Reserve Bank of St. Louis and die makers trained by apprentice and machinery industries had fewer ship and those qualifying by other mobile workers. methods had the same rate of move ment. Likewise, the foreign-bom The percentage of tool and die tool and die makers shifted pro makers who had changed employers portionately as much as did those was similar among the cities surveyed bom in this country. with the exceptions of Hartford and Los Angeles, both wartime air Younger workers were more mobile craft manufacturing centers, where than the older workers. A higher more than half the workers had changed proportion had worked for two or more employers at least once as com employers, and those who had changed pared with an average of hi percent jobs made many more changes. Workers for the other five cities. Among changed jobs more than twice as often the workers who had changed employ when they were under the age of ers, the average number of changes as they did after they were years varied from a high of 3.6 each for of age or over. the workers in Los Angeles to a low of 2.2 each for the workers in A grouping of tool and die makers Hartford. by the number of months they were in the labor force in the period covered As part of their work histories, by the survey showed differences the tool and die makers also gave in mobility. Workers with fewer their reasons for changing jobs. Two months in the labor force after out of three of the changes of em qualifying as tool and die makers ployer were made voluntarily; of the made proportionately more moves in 733 workers who made employer shifts, relation to the length of their work 605 ( 82.5 percent) had made at least experience. While age differences one voluntary move. The reason re were an important factor, there were ported for more than half of the differences even for workers in the voluntary shifts was to obtain better same age group. jobs, either in terms of pay or potentiality for advancement. The There was a direct relationship desire to improve working conditions between educational level and amount or better job location prompted of job changing. Tool and die makers another large group of voluntary with the fewest years of schooling shifts Most of the remainder of the were least mobile, and the average changes were made for various personal number of changes of eajployer per reasons not apparently connected with worker increased as the educational the job. Unmarried men moved more level rose. This was not completely often for better pay than did married a result of the fact that the younger men who appeared to have been more men went to school longer; even within concerned with promotional opportuni each age group, the tool and die ties and improved working conditions. makers with more schooling made more Between workers in various age groups, job changes. there were no apparent marked differ ences in reasons for changing jobs, and those trained by apprenticeship The rate of job movement varied and those trained otherwise gave according to the industry in which similar reasons for changes of employ the tool and die makers were employed er. The reasons given for job changes at the time of the survey. Rela which also involved changes in industry, tively more workers in the aircraft were substantially the same as for and machine tool accessories indus all employer changes. On the other tries had changed jobs than the hand, personal reasons not connected average, whereas the motor vehicles with jobs were given more often than
Digitized for FRASER 7 http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Chart 4. Economic Betterment Was the Main Reason Given by Tool and Die Makers for Changing Jobs, 1940-1951
PERCENT OF ALL VOLUNTARY JOB CHANGES REASONS GIVEN FOR CHANGING JOBS 100 ▼
More pay, promotional opportunities etc.
Wdrking conditions
Location of iob
Return to former employer
Differences with foreman
All other reasons
UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS
any other reason for job changes all, about one-third of the tool vhich also involved moving from one and die makers worked in more than geographic area to another. one industry during the 11-year period covered by the survey. As was true of employer shifts, a small number of workers did the bulk MOVEMENT BETWEEN INDUSTRIES of shifting between industries. It is usually assumed that a compre An important conclusion obtained hensively trained worker, especially from analysis of the work histories one apprentice trained, has greater was that those tool and die makers ability to move from one industry to . who changed employers had no strong another than does one who has learned industry attachments and that they his trade without apprenticeship. were able to cross industry lines The survey showed, however, that freely. When a worker changed em nonapprenticed tool and die makers ployers there was a better than crossed Industry lines as frequently even chance that his new emplqyer as those who were trained by that was in a different industry. In method.
Digitized for FRASER 8 http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis MOVEMENT BETWEEN GEOGRAPHIC About one-third of the tool and die makers in the survey had AREAS not served an apprenticeship. How ever, nearly half of the tool and die makers who entered this trade The number of tool and die mak during the war years were not ers who moved from one area to apprenticed. Most of the men who another was small; less than 9 per did not serve apprenticeships cent of these craftsmen had changed "picked up" the trade while working their city 2/ of employment during in tool rooms or machine shops, the 11-year period- Of those who usually as machine tool operators; had changed cities, 86 percent had only about one-fifth of this group Biade only one or two such moves, learned the trade through some more although some workers had made as or less formal on-the-job training many as six. As might be expected, other than apprenticeship. In most Los Angeles had the highest p e rc e n t- cases, those tool and die makers not age of tool and die makers who had apprenticed reported a longer time worked in other areas. Although to learn the trade than those who married tool and die makers changed qualified through apprenticeship. jobs about as frequently as single workers, they moved much less often In the past, the United States from one geographic area to another. has been able to count on immigra tion of workers trained in their craft in the Old World. She can no longer do this. Foreign-bom tool Training and die makers (most of whom were trained abroad) are a diminishing source of new workers in this s k ille d Two out of three of the tool and occupation. Nearly half of the die makers entered the trade via the tool and die makers in the survey apprenticeship route. The propor who were k-5 years of age or older tion of tool and die makers with were foreign-bora, but less than apprenticeship training differed 10 percent of those under k-5 were among the employing industries. born in other countries. More than four-fifths of those em ployed in the motor vehicles industry at the time of the survey had served apprenticeships as compared with only Personal Characteristics about one-third in the aircraft industry. The proportion of those trained by apprenticeship was gen The median age of the tool and erally the same for all age groups. die makers in the survey was kk. One exception was in the age group Less than 1 percent were below the that entered the labor market dur age of 25 and about 5 percent were ing the depression of the early 65 years of age or older. About 1930's in which group a somewhat one-fourth of the workers were in lower percentage served apprentice each of the age groups 25-3^> 35~^k> ships. The apprenticeship period and k-5~5k. The workess in the machine generally lasted 4 years, three- tool accessories and electrical fifths of the tool and die makers reporting this duration of training.
2/ Standard Census Metropolitan Area. See p.19 for further discussion. jJ See pp. 29-30 for a discussion of qualification period for men who die. not serve an apprenticeship.
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis 9 machinery industries vere somewhat Relevant to the possible effect younger than the average tool and die of military service calls on the maker, whereas those in the motor ve members of the craft are the follow hicles and nonelectrical machinery ing facts: of all the tool and die industries vere somewhat older. makers interviewed, 91 percent were married; 65.9 percent had dependents Somewhat more than two-fifths of other than wives, and about IT per the tool and die makers vere high cent were veterans of World War II. school graduates and 6 percent had some academic training beyond high Slightly less than a third of the school. On the other hand, nearly workers reported that other members 29 percent of these workers had eight, of their families were in the tool and or fewer years of schooling. The die making trade- Somewhat more than younger tool and die makers had more 10 percent’ of the men interviewed schooling than the older men; the reported that their fathers bad been proportion finishing high school was tool and die makers, and about 15 per twice as high for those under ^5 as cent that their brothers worked in for those H5 years or older. the occupati«n.
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis 10 SOME MANPOWER IMPLICATIONS OF THE STUDY
Tool and die makers are of key estimate for the next 10 years is importance in mobilization production 23,000 replacements. In addition to because they make the tools, dies, these losses, an unknown number of jigs, and fixtures essential to large- workers leave the occupation each year scale metalworking activity. They are for other fields of work, thus increas needed in the first stages of any de ing the replacement requirements. fense production program because of their vital importance in the task*of If Selective Service deferment tooling-up for volume production of policies in the mobilization period aircraft, tanks, and other military are similar to those of World War II, items. These workers were in short the tool and die maker occupation supply during the tooling-up stages will not be particularly vulnerable to of World War II and there have been losses to the Armed Forces. The age serious shortages of them in the current distribution of the workers in the mobilization period. Tool and die trade is such that a relatively smaller making is on the Department of proportion are in the age groups sub Labor's List of Critical Occupations. ject to Selective Service calls than Therefore, the problems of the tool in the male population as a whole. A and die makers' training, recruit very high percentage of the tool and ment, mobility, and obligations#for die makers in the survey were married military service are important to and most of them had dependent children. Industry and to the responsible ^Gnly about 1 percent of the workers Government agencies. interviewed were nonveterans, 26 years of age or younger, and without depend One of the most important elements ent children^/ In addition to'defer in determining the number of tool and ments because of age and dependency die makers who must be trained is an status, it is likely that many tool estimate of the number of -tool and die and die makers will receive occupation makers who will be needed to replace al deferments because of the key those leaving the labor fo^ce because importance of their work. The ex of death or retirement. The data ob perience of World War II points to tained from the survey, on the age dis relatively small losses of tool and tribution of tool and die makers, can die makers to the Armed Forces. be used to make such estimates. By applying specific death and retirement A major aspect of manpower rates k/ to each age group in the tool planning is to insure a sufficient and die maker labor force, it is esti number of workers to be trained in mated that nearly workers will 11,000 key occupations to meet mobilization be needed to replace those tool and die ^requirements, including the expan makers who can be expected to die or 's ion of employment and to provide for retire in the next 5 years. A similar
kj Tables of Working Life, U. S. Department of Labor, Bureau of Labor Statistics Bulletin 1001. See Appendix C, p. ^ 7 .
Digitized for FRASER http://fraser.stlouisfed.org/234998 0 — 53 3 11 Federal Reserve Bank of St. Louis replacement losses. After require experience. Assuming that there ments have been balanced against the will be a continuous flow of work prospective supply of workers, special ers into the occupation who have training programs must be set up to qualified by means other than •provide the additional skilled workers apprenticeship, this will repre needed. Survey data on how tool end sent a substantial contribution die makers qualified for the occupa to the meeting of mobilization re tion can guide the establishment of quirements. effective training programs. A major finding of the study was that two- Because the informal method thirds of the tool and die makers of qualification is important in qualified through apprenticeship. meeting manpower requirements, Training authorities agree that, in more attention should be given to general, apprenticeship programs offer it and to insuring that the work the best way of learning the trade. ers who are gradually learning The survey results showed that the the trade through this process are men who served apprenticeships learned given maximum opportunity to im the trade at earlier ages and they prove their skills as soon as required fewer years to qualify than possible. This informal on-the- did those workers who qualified by job training is an important source other means. As a result, apprentice of new workers, especially when ship-trained tool and die makers have mobilization is actually under way. longer working lives in the occupa During World War II many employers tion. filled their tool and die maker needs without expanding apprentice The expansion of apprenticeship ship programs. Half the workers training programs is, therefore, included In the survey who had essential in setting up any long-range qualified in the trade during the programs to provide for additional war years had not served apprentice tool end die makers who will be needed ships . Some tool and die making in tooling up for mobilization produc requirements were met by upgrad tion.. Because of the long training ing partially trained men and by period required for the tool and die intensively training inexperienc maker apprenticeship, it is important ed workers. Men with machine that mobilization requirements be shop or tool room experience, established well in advance and that usually as machine tool operators, the expansion of training activities were the men most usually upgraded not be delayed until full mobiliza or selected for training. Instead tion Ja Imminent or in effect. of utilizing only fully qualified tool and die makers, many plants In addition to insuring that "broke down" the job and used avail effective tapprenticeship training able journeymen as supervisors. programs are set up and carried through to provide for the necessary Many of the men who entered flow of workers qualifying by this tool and die making work during means, it is also important to con the war never reached the level of sider the large proportion who fully qualified tool and die makers customarily enter the occupation because they were not given the without serving an apprenticeship. opportunity to learn all parts of In past periods, a significant the job. Many were not able to part of the training requirements hold jobs in tool and die making has been met by workers entering work after the war when the short the trade through these more in age of tool and die makers became formal methods, e.g., by picking less acute. They were still out up the trade through machine shop side the occupation when the survey
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis 12 was made in early 1951 and there tries in such a way that the essen fore were outside the scope of tial activities are adequately the study. staffed by workers with the re quired skills. This can be An estimate of present train accomplished, in part, by direct ing levels can be derived from a ing the movement of workers from special survey made by the Bureau job to job 'so that they move to of Labor Statistics in April 1952. the plants where they are most It was found that there were about urgently needed for mobilization 9 apprentices for every 100 journey production. men tool and die makers employed in the metalworking industries. Not The amount of such movement all these apprentices will finish needed depends upon the way in their training and enter the occupa which defense production is organi tion. If apprenticeship training zed. To expand production in World continues at these levels, the War II, most metalworking plants number of workers trained will not converted their facilities to a be sufficient to offset losses to war footing and thus were able to the occupation. However, since it use their existing force of tool was found that about one of every and die makers on defense work three tool and die makers interviewed without any change in employer had not been apprenticed, considera being involved. The extent to which tion must also be given to workers this factor would operate in future entering the trade without such mobilization periods depends partly training. If this ratio continues upon how much of the military and apprentice training remains at production will be carried on in its present levels, the total new plants rather than in existing number of new entrants to the plants converted to war production. occupation would be enough to re In the present mobilization period place the tool and die makers- who there has been, as yet, only a leave the labor force or the occu relatively limited amount of defense pation. However, it would not conversion, and much of the mili provide enough new entrants to tary output is being produced either meet present shortages end allow in new plants or in reopened World for future growth. War II plants.
Another important implication A large proportion— more them derived from the survey is that the two-fifths— of the workers did change Nation can no longer, as in the past, jobs in the period covered by the count on the immigration of trained survey and some changed jobs several workers from other countries. Foreign- times. It was concluded that work born and -trained tool and die makers ers were able to move freely from are a diminishing source of new industry to industry. This is workers in this skilled occupation, significant from the manpower point and the prospective flow of immi of view, because it means that de grants under present conditions fense plants located in metalworking indicates that there can be no centers have a potential pool of dependence on this source in the experienced workers from which they future. may be able to recruit additional tool and die makers. The survey One of the main problems facing also indicated workers’ reasons for manpower authorities in a mobiliza changing jobs. Better pay, promo tion period is the distribution of tional opportunities, and improved the available supply of experienced working conditions were the most workers among the employing indus frequently mentioned reasons. This
Digitized for FRASER http://fraser.stlouisfed.org/ 13 Federal Reserve Bank of St. Louis throws considerable light on the craft plants, employers Were able motivations and inducements which to secure only a small percentage may facilitate such transfers, if of qualified tool and die makers desirable, for the most effective from other areas, and had to rely utilization of the tool and die mainly on training their own maker labor force. workers as quickly as possible or on breaking down the jobs. Only a limited number of workers A large proportion of the small moved from one geographic area to number of workers who did make another in the 11-year period covered changes in location gave personal t>y the survey. This has several considerations, rather than factors important implications for manpower directly connected with their jobs, planning and policy formulation. as the reason for changing the For example, the location of new city of their employment. This defense plants in areas without indicates that the inducements, concentration of metalworking plants such as better pay, which lead may be affected by the problem of workers to move from one employer drawing experienced tool and die to another in the same area, were makers from other areas. Experience not as effective in getting workers of the aircraft plants in Los to shift to other sections of the Angeles during World War II country. Study should be given, illustrates this point. When therefore, to the problems involved increasing numbers of tool and in staffing new defense plants die makers were needed in Los outside of the established metal Angeles, particularly in air working centers.
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis DESCRIPTION AND METHODOLOGY OF THE SURVEY
The basic objectives of this study- under the sponsorship of the United are to provide data needed for manpower States Department of the Air Force. The planning and to develop techniques for objectives of this project were similar the measurement and evaluation of mo to the objectives of this study of tool bility as it affects manpower require and die makers and the studies were ments in a mobilization period. A num made specifically to obtain information ber of other studies of mobility have for manpower planning. In these sur been made in the last two decades, but veys, samples were taken in each of the by and large they have had different six cities of the labor force,including emphases and approaches. Most of these workers in all occupational groups. Of studies dealt with a cross section sam all the individuals included in the ple of the labor force drawn from a six-city sample, 2,578 who were skilled particular local area or a number of workers at any time during the period different localities. Thus, they in 19^0-51 were selected and their work cluded workers in a wide variety of oc histories were separately analyzed. 8/ cupations and skill levels. A few The results of the six-city study can studies 2/ have analyzed the mobility be related more closely to the findings of workers in individual occupations. of the Bureau of Labor Statistics mo In general, these studies emphasized bility studies than any of the other the relationship between mobility and mobility studies which have been unemployment and reemployment. Other mentioned. authors have studied mobility of workers in relation to wage theory. 6/ At the same time this survey of tool and die makers was being made, the SCOPE OF SURVEY United States Bureau of the Census and six university research centers began a This report on the mobility of study of mobility in six cities,2/ also tool and die makers is based on infor-
'2J For example, The Mobility of Weavers in Three Textile Centers, Gladys L. Palmer, Quarterly Journal of Economics, May 19^1, vol. LV, pp. ^60-^87j Ten Years of Work Experience of Philadelphia Machinists, September 1938, and Ten Years of Work Experience of Philadelphia Weavers and Loom Fixers, July 1938, Work Progress Administration, National Besearch Project and Industrial Besearch Department, University of Pennsylvania. 6/ For example, the Structure of Labor Markets, by Lloyd G. Beynolds. New York, Harper and Brothers, 1951* jJ The Mobility of Workers in Six Cities, 19^0-19^9* Survey of Occupational Mobility conducted by cooperating university research centers and the Social Science Besearch Council for the U. S. Department of the Air Force and the U.S. Bureau of the Census. 8/ Patterns of Mobility of Skilled Workers and Factors Affecting Their Occupational Choice, Six Cities, 19^0-1951, Industrial Belations Section, Massachusetts Institute of Technology, Cambridge, Mass., February 1, 1952.
Digitized for FRASER 15 http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis ration obtained from 1,712 journeyman tool and die makers. These workers were selected from the payrolls of 315 metalworking plants. At the time of THE SAMPLE the survey, the spring of 1951, these plants employed 13,500 of the estimated Selection of individual plants and 100,000 tool and die makers in the of the sampling ratio within each plant country. For budgetary reasons, the was fixed so as to obtain a sample of survey was limited to a few localities. tool and die makers whose industry The plants in the sample were located attachment at the time of the survey in seven cities containing large con would be similar to the national dis- centrations of metalworking industries. tribution of employment in the occupa Four of the seven were in the Midwest tion by industry. (See Appendix tables (Chicago, Cincinnati, Cleveland, and E-l and E-2, pp. 55 for industrial dis Detroit) where the greatest concentra tribution of the 1,712 tool and die tions of these industries are found. makers and for employment in the plants To give some representation to the from which the sample was drawn.) The other regions, the remaining cities sample was not, however, designed to selected for study were Hartford, give a representative geographic distri Philadelphia, and Los Angeles. bution of tool and die makers or even
Digitized for FRASER http://fraser.stlouisfed.org/ 16 Federal Reserve Bank of St. Louis Chart 6. Estimated Employment of Tool and Die Makers By Industry, 1951
Number of Tool and Die Makers 0 5,000 10,000 15,000 20,000 1 ------1------1------1---
MOTOR VEHICLES AND EQUIPMENT
MACHINE TOOL ACCESSORIES
MACHINERY ( Except Machine Tool Accessories )
FABRICATED METAL PRODUCTS
ELECTRICAL MACHINERY AND EQUIPMENT
UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS
necessarily to represent the industrial working plants. The field agents checked distribution of tool and die makers the employers' job descriptions for these within the seven cities covered. All of workers against standard job descrip the tool and die makers included in the tions and their wage rates against the survey were male. The sample was drawn "going" wage for tool and die makers in from journeyman tool and die makers, in that area. When each individual was cluding those working as foremen or lead- interviewed, he gave his current job men. It included persons working as duties. This method of sample selection tool makers, die makers, combination tool and screening permitted the elimination and die makers, gage makers, and ‘jig and of apprentices, trainees, and other fixture builders. Apprentices and other persons who were not qualified tool and trainees were excluded. (See appendix A, die makers, but whose names might have p. bb for the job description used in been inadvertently obtained from the em collecting the data). ployers' payroll. It insured a more precise occupational classification than The sample was selected in such a is possible in a household enumeration way that only qualified workers in this survey, in which the occupational classi occupation were included. The names of fication is made on the basis of state tool and die makers were obtained by ments of individual workers or members field agents of the Bureau of Labor of the household and can be verified Statistics from payroll records of metal only indirectly.
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis 17 from employer to employer, job changes DATA COLLECTION METHODS from industry to industry, and movement from one geographical area to another. Because this was a study of one skilled Each tool and die maker was inter occupation, the work history of the viewed in his home by a Bureau field individuals before they qualified as agent who used a specially designed tool and die makers was not considered questionnaire. 9/ Every worker re in the measurement of mobility. ported his complete work history from January 19k0 through January 1951. In Occupational movement was defined cluded in the work history was the as a shift from one job classification reason for changing Jobs. A complete to another; that is, from tool and record of training also was obtained die maxing to some other occupation or for each worker, including the method, .vice versa, regardless of whether car length, industry, and location of his not a change of employer was involved. training. The schedule also included questions relating to entry into the Employer changes were defined as a occupation and influences leading to job transfer from one establishment to the selection of the trade. Data ob another. When a worker left his job tained on personal, characteristics of to enter military service, it was not the worker included age, marital status, considered a change or 'move; if he re number of dependents, and place of turned to the same job immediately birth. Finally, the worker was asked after his military service. for his opinion of the trade as a career for young persons. In general, movement from one broad industry group to another (i.e*, At the same time that the names of 2-digit group in the Standard Indus individual workers were obtained from trial Classification system) was con the employers, a special questionnaire sidered an industry shift. There were was prepared for each of the 315 plants exceptions to this, however. The ma from which the sample was taken. This chine tool accessories industry was questionnaire called for data on considered separate from the machinery personnel and training practices, both industry group because the tool and die in 1951 and during World War II, and jobbing shops, which form a major part for facts on production methods and job of the machine tool accessories indus organization as they affected tool and try, employ many tool and die makers die maker employment and utilization. and have a somewhat different method of These data provided background informa operation. Similarly, the aircraft and tion with which to evaluate and assess the automobile industries were con the training experience and work sidered separate from the remainder of histories of the individual workers, the transportation equipment group. A and permitted some checks on the tabulation of job changes involving accuracy of worker responses. changes in industry using a k-digit SIC system breakdown was made to determine whether any great amount of inter-industry movement had been elim DEFINITIONS (See also inated by the broad classification Appendix A) explained above. It was found that the k-digit system resulted in a gain of only a few percent in the number of Four types of mobility were industry changes made. It was felt measured in this study: movement in that this small gain in detail did not and out of tool and die making, shifts justify the unwieldly number of indus- 2/ See Appendix D, pp. k8-51 for a copy of the questionnaire form.
Digitized for FRASER http://fraser.stlouisfed.org/ 18 Federal Reserve Bank of St. Louis tries it would have been necessary to the mobility behavior characteristic deal with. of particular ages, nor did it recognize that certain "ages" were Geographic moves were defined as not in the labor force as many years change of employment from one city as others. A second technique was (standard census metropolitan area) to therefore devised. This consisted of another. Bureau of the Census standard grouping the job movements, not by metropolitan areas were selected the age of each worker in 1951# but by because it was believed that they the ages at which the moves were made. correspond roughly to the local labor It was thus determined that more move markets the area within which it is , ment occurred at some ages than at customary for workers to commute to others. To allow for the unequal
plants located in the central city or representation of ages in the labor its suburbs. force during the 11 years, the number of job moves made at each age was re lated to the number of years worked at that age. Thus, the mobility MEASURING MOBILITY behavior of workers at specified agesy with potential for movement considered The mobility 'of the workers in the was obtained. 11/ survey was measured in two ways: the proportion of the men interviewed who Manpower planning requires infor made any moves, and the average mation not only on the amount of move number of job changes made per worker. ment and factors affecting it, but also The interpretation, of worker mobility, on the range of movement. It is impor .however, requires a more precise tant to determine in what other occupa frame of reference than is obtained tions, industries, and areas the by these standards alone. Rate of individuals had worked before the jobs movement must be measured against they held at the time of the survey, potential for movement; that is, the and whether there was any pattern of number.of moves as related to ex movement. For example, did tool and posure to the labor force during the die makers move only between particular period of the survey. Thus, three job industries or were they able to move changes made by a worker who was in freely between industries? This was the labor force the entire 11-year determined by comparing the worker's period would show much less mobility location or industry at the time of the than three job changes for a person survey with other areas and industries who was in the labor force only two in which he worked or received training. years. 10/ Essential in a study of mobility In relating age to mobility two which is primarily concerned with ob measurements were used. First, the taining information for manpower workers were grouped by their ages at planning is a consideration of worker the time of the survey and differences motivation for changing jobs. Inasmuch were observed in the average number of as manpower policy in past mobilization job changes per person for each group. periods has been predicated on the It was felt that this technique was absence of compulsory manpower controls, inadequate. Inasmuch as this survey getting workers to the most necessary covered an 11-year period, a grouping jobs can be done only by offering in by ages attained in 1951 indicated ducements to workers to change jobs. the experience of each age group over Thus, on the questionnaire, each tool that time span but did not describe and die maker was asked to give his
10/ For explanation, see Appendix A, p. bk. 11/ For explanation, see Appendix A, p. b$.
Digitized for FRASER 234998 0 — 53------4 IQ http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis reason for changing jobs (see question safety devices, kind of equipment in naire, question 20, appendix D, p. 50), the plant, etc.), or because of ob jectionable or undesirable hours of employment. (A number of persons moved because they wanted to work on CLASSIFYING REASONS FOR different shifts.) Another category was "location of the job" which in CHANGING JOBS cluded job changes made because the plant was too far from home or The reasons given by the tool and because of transportation difficulties. die makers were divided into two broad A number of tool and die makers re groups: job changes made as a result ported "differences with foremen" as of the worker's individual choice their reason for changing jobs. The (voluntary shifts), and job changes miscellaneous group, "other reasons," made as a result of factors over which included all vague replies such as the worker had no control (involuntary "fed up," "just quit," "wanted a shifts). There were two principal change," "tired of working there," groups of involuntary reasons: loss of as well as a variety of other spe job due to lay-off because of lack of cific explanations too scattered to work, shut-down of the firm,etc; and be classified separately. These in loss of job due to discharge because cluded such reasons as "wanted to of unsatisfactory work performance or enter defense work," "to visit for disciplinary reasons. The few friends in Chicago," "to help in cases where workers reported they left family business," and others. their jobs because their health did not permit them to remain in their positions were also included in the group of involuntary reasons. LIMITATIONS OF DATA
Reasons given for changing jobs One of the problems in studies voluntarily were classified according based on interviews is the accuracy to the worker's motivation* One of responses made by individuals.Re classification was "better pay," This search on the reliability of worker group included job changes to obtain response indicates that work his higher base wage rates and those made tories obtained by personal interview to obtain higher take-home pay because are, by and large, reliable. 12/ In of longer workweek. Many workers moved addition, the questionnaire used in from one employer to another to get this survey afforded the opportunity "better jobs," This term included to make some internal checks of con moves made to gain experience, promo sistency of the workers' answers. tion, or the opportunity for promotion. For instance, the date of birth and The first two categories are closely the year in which schooling was com related, because promotion may include pleted were checked against the year a raise in pay, "Working conditions" of first job. Answers given to the was the third principal group of reasons questions on training were compared for shifting. Under this heading were with the information reported for the placed job changes which were made work history. because of the physical surroundings of the job (lighting, ventiliation, An indirect check on the repre-
12/ See, for example, the Reliability of Response in Labor Market In quires, by Gladys L. Palmer. Technical Paper No. 22. U. S. Bureau of the Budget, Division of Statistical Standards, July 19^2; and Validity of Work Histories Obtained by Interviews, by Elizabeth Keating and C. Harold Stone. Industrial Relations Center, University of Minnesota.
Digitized for FRASER http://fraser.stlouisfed.org/ 20 Federal Reserve Bank of St. Louis sentative nature of the sample was trade were working in other occupations made by comparing the age distribution in February-March 1951* Tool and die of the sample with information ob 'makers had been in short supply for tained from the employer questionnaire the entire period following the out (see appendix D, pp. 52-5^ for copy of break of Korean hostilities* Em questionnaire). The 315 metalworking ployers had been intensively re plants reported the number of tool and cruiting these skilled workers, and die makers they employed who were 55 newspapers in metalworking centers years of age or older. The proportion carried large "help wanted" ads for of the sample 55 years or older and these workers. The United States Em the proportion of the 13*500 tool and ployment Service reported about 1 , 0 0 0 ‘die makers as reported by the employees clearance orders in March 1951. Any were similar. journeyman, who in I95O-51 was working at a lower-skilled occupation in the The tabulations on which the metalworking field or who was working findings were based were tested for outside the metalworking trades, could statistical significance. 13/ easily have obtained a tool and die Although the sample of 1 , 7 1 2 tool and making job. It would seem, therefore, die makers represents one of the that those men who, in early 1951, were largest numbers of workers in a single still not in tool and die maklmg had occupation ever studied so intensively either left the occupation permanently and consequently offers an opportunity for other work or were not able to for detailed analysis, some of the .meet the requirements of employers, tabulations resulted in very small even though these requirements had groupings. No conclusions were based already been lowered because of the on cells where the number of workers shortage of skilled workers. This was was very small lk/ even though the probably the case with some men who had differences may have appeared to be had experience in the occupation during statistically significant. the war when jobs were broken down. Although persistent shortages of Aside from the statistical limita qualified workers may eventually lead tions of the data, it should be noted employers to hire and retrain some of that the conclusions offered are re these men, it does not seem justified stricted in their significance because at the present time to consider them the survey covered only tool and die members of this skilled occupation. In makers employed in this occupation at addition, there is no reason to believe the time of the survey. Those tool that any great number of experienced and,die makers working outside the tool and die makers who had advanced to occupation for any reason and those higher rated jobs (such as tool unemployed or temporarily out of the designer) would return to the trade in labor force could not have been in the future. It should also be noted cluded in the sample. If the work that the definition of the occupation experience or personal characteristics •used in this study included workers in of these workers should be signif the lower supervisory levels— leadmen icantly different from those tool and and foremen. When the above circum die makers in the survey, then their stances are considered, it seems exclusion may alter the conclusions of certain that few tool and die makers the survey. However, it is unlikely were missed because of the sampling that any great number of fully methods used in the survey. qualified tool and die makers who might be expected to return to the
12/ Chi-square test of significance. See appendix B, p.lj.6. i V In general, a lower limit of 50 cases in a cell was set.
Digitized for FRASER http://fraser.stlouisfed.org/ 21 Federal Reserve Bank of St. Louis FINDINGS
The Work of the Tool and Die Makers
The tool and die maker makes tools, tions. He sets up and operates the dies, jigs, and fixtures by machiniqg various machine tools needed in the ma the metal with various machine tools chining operations and selects the and by using hand tools and measuring appropriate cutting tools. After the instruments. The "all-round man" is machining operations, he chips, files, able to plan and carry through all and shapes the surfaces of the machined operations concerned with turning out parts by hand, finishing them to very a finished product. He must have *a close tolerances, and fits and sound knowledge of the working prop assembles the finished parts. He in e r tie s of metals. He works from spects and checks the work for con blueprints, rough sketches, or even formity with original specifications oral instructions. In some plants and, whenever necessary, makes altera tool and die makers do some of the tions. Tool and die making is pre actual tool or die designing. cision work. Persons in this trade must have a great deal of mechanical In the making of a product, the ability and a liking for painstaking tool and die maker plans the sequence work* No great physical strength, how of the cutting and finishing opera ever, is needed.
Personal Characteristics
Tool and die makers are sanewhat Slightly less than 20 percent were older than the male civilian labor between the ages of 55 and 64, and force as a whole. (Chart 7) The about 5 percent were 65 years or median age of the tool and die makers older. About one-quarter of the interviewed was 44. This is about the workers were in each of the age groups same median age as for all craftsmen, 25-34, 35-^, and 45-54. Six persons foremen, and kindred workers in the who were JO years or older were in six-city mobility study. 13/ Because cluded in the survey. The machine this occupation requires a long tool accessories and electrical ma training period and because many of the chinery industries were found to have workers who have entered the occupa somewhat younger than average tool and tion in the last few years were die makers, whereas those employed in veterans and therefore older than the the motor vehicles and nonelectrical usual apprentices, only a small number machinery industries were somewhat of tool and die makers were below the older (Table E -3 ). age of 25 (less than 1 percent).
15/ The Mobility of Workers in Six Cities, oj^ cit., p. 8.
Digitized for FRASER http://fraser.stlouisfed.org/ 22 Federal Reserve Bank of St. Louis Chart 7. Tool and Die Makers Are an Older Group Than the Male Labor Force as a Whole
PERCENT OF WORKERS IN EACH AGE GROUP U. S. Male Labor Force
Tool and Die Makers
14-19 20-24 25-34 35-44 45-54 55-64 65 and Over AGE GROUPS
Source: Information on U. S. male labor force UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS from U. S. Bureau of the Census.
About nine-tenths of the tool and There was a wide range of die makers were married and 7 out of educational attainment among these 10 had dependents other than their workers. About two-fifths of them wives (table E-1*). The percent of had completed high school (table 1). tool and die makers who were veterans Six percent had some additional was considerably smaller than of all academic training beyond high males in the United States*. Of school, whereas a total of about 29 these workers, 17*^ percent re percent of all the tool and die ported themselves as veterans of makers in the survey had eight or World War II, compared with about fewer years of schooling. The one-third of the employed male per younger workers had more schooling sons in the United States who are than the older men. The percentage veterans. Not only was the percen of tool and makers who had completed tage of the workers in the survey high school was twice as high for those who served in the armed forces under b5 as for those ^5 years or small, but half of them became tool older. There were no important and die makers after they returned differences in the educational back from military service. ground of those tool and die makers who had served apprenticeships and those who had not (table E-5)• Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis 23 Table 1— Educational Level of tool and die makers,by age, February-March 1951
Highest school grade completed Total edu Age 9th through 3 CVJ3 Some cation group college not re 5-8 1-4 edu ported Total 9 10 11 12 cation
Total workers... 22 490 1,088 117 202 166 603 100 12 Total percent.•• 1.3 28.6 63.5 6#8 11.8 9.7 35.2 5.9 .7
Percent
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