Selective placement for the handicapped : information for the placement of disabled applicants in competitive employment / War Manpower Commission, United States Employment Service.

Date:
1945
Catalogue details

Licence: Public Domain Mark

Credit: Selective placement for the handicapped : information for the placement of disabled applicants in competitive employment / War Manpower Commission, United States Employment Service. Source: Wellcome Collection.

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    first-hand observation and experience. He will learn from applicants and em- ployers what particular conditions ex:st in a given shop, what are the deviations in the way the work is performed. He will rely more heavily, however, on tech- nical aids developed by experts. Such aids are; 1. Physical Demands Studies The interviewer in the local office may make the physical demands studies himself to determine what jobs are suitable for his applicants. Even when composite physical demands studies are available, the interviewer will still need the technique (a) in order to evaluate activities or conditions that may be different in firms in his community and (b) in order to analyze a job even more closely than was done by the job ana- lyst. For example, the job analyst may note that a BENDER, HAND (III) fingers and handles paper box blanks to fold them along scored lines. The interviewer may have to analyze in more detail to see whether an ap- plicant who has lost the thumb on his right hand can still perform this opera- tion. As was indicated in the sections devoted to specific disabilities, in addi- tion to the general requirements of the job, consideration must be given in many cases to secondary but equally important physical] demands and con- ditions such as: number of flights of stairs to be climbed to reach the job location, hours of traveling needed to reach job, whether traveling is by con- gested means of transportation, type of neighborhood in which job is lo- eated and the like. 2. Other Aids a. Job Families A job family is a group of related occupations which require the same or similar abilities and knowledge of workers. At present there are three ally and designed to transfer workers on the basis of skills and abilities developed by previous work experi- ence: Industrial (“I” Series), Oc- cupational (“O” Series), and Army (“A” Series). | b. Job Descriptions These are issued nationally and then applied locally by job analysis studies. The newer releases include Specific sections on physical demands and working conditions. c. The Dictionary of Occupational Titles Part I of the Dictionary lists and defines jobs on the basis of the job analysis formula which explains what the worker does; how he does it; and what skills, knowledge, or abilities are involwed in doing it. The defini- tions in the Dictionary sometimes permit of fair deductions as to the probable physical demands of a job. d. Special Aids for Placing Military Personnel in Civilian Jobs These include Special Aids for Placing Navy Personnel in Civilian Jobs and Special Aids for Placing Army Personnel in Civilian Jobs. Under each Army or Navy occupa- tion (such as MOLDER, FIRST CLASS, CARPENTER’S' MATE, SECOND CLASS) are listed the re- lated civilian occupations, with notes on the training required, and, in addi- tion, the physical activities and work- ing conditions inherent in the jobs. e. Oral Trade Questions While these are used chiefly to gain an insight into an applicant’s knowl- edge of a job, the questions and an- swers developed for each job aid in broadening the interviewer’s knowl- edge of the occupation. f. Lists of Jobs Suitable for the Handicapped Releases have been issued from time to time which group jobs suit- able for persons with certain specific disabilities. Such releases are no longer being prepared because of the shortcomings of such lists, which have