\o State Board of Education EDUCATIONAL BULLETIN Educational Bulletin No. 21 Indiana Survey Series No. 6 REPORT OF THE INDIANAPOLIS, INDIANA, SURVEY FOR VOCATIONAL EDUCATION VOLUME Charles H. Winsloiv, Director of Vocational esearch APR t-n , with which a temperature of 6,300 degrees F. is possible. Filling rods of the same material as the two parts, are used. Acetylene or autogenous welding is a comparatively new method, with a very wide range of uses, and is particularly valuable in repair work. Its greatest use in the auto industry, probably, is in the building up and repair of broken castings of engine parts, crank cases, cylinder blocks, and of the transmission and differ- ential gear housings. The strength of the welded joint equals or exceeds that of the rest of the part. The outfit usually consists of two tanks one of oxygen, the other of dissolved acetylene gas under pressure mounted in a truck or carrier with the welding torch and necessary connections and gauges to control the gases for the proper flame. Since the outfit is portable, its use is general for repair jobs, which can be made anywhere without the expense of shipment of the parts. The requirements of acetylene welding are a knowledge of the welding outfit, of the care of the gas tanks, of the care of the torch to prevent heating, of plugging the welding tips, and of their adjustment for the kind of work. It is possible to learn the operation on simple work in iron and steel in a few hours. Welding aluminum, which has a low melting point of about 1,200 degrees, requires more skill than welding in iron. The high conductivity of aluminum, and the fact that it has the greatest expansion range of all metals requires care to avoid strains or breaks. Welding of irregular shaped parts, such as cylinder 22 INDIANAPOLIS VOCATIONAL SURVEY blocks and crank cases, demands a knowledge of preheating and reheating to prevent irregular shrinkage on cooling. The intense brilliancy of the flame demands colored glasses to protect the workers' eyes. Otherwise there seems to be no danger to the health or strength of the worker. The relatively high wages paid, considering the time required to acquire the necessary skill, makes the job an attractive one to young men in the industry. The number of plants using these putfits is in- creasing rapidly. The supply of operators is small, and skilled welders are hard to find, although six month's experience, with proper instruction, will give a worker all the skill required for general repair work. Repair plants are continually training men in order to get the required skill for the more difficult work. Assembling. Under the term assembling may, be gathered countless minor operations in automobile construction which are kindred in their purpose, rather than in the operations per- formed. In a factory where the assembling is done enroute or on the endless chain system, each man or pair of men adds a particular part as the car proceeds until the finished whole runs off the final platform under its own power, while in the factory which makes most of its own parts, some assembling is done by units, or departments. Assemblers are usually classified according to the part of the automobile on which they work as axle, body, chassis, final, motor, steering gear, ignition, starting and lighting systems, and transmission assemblers. With the assembling operations should be mentioned bearing-scraping, soldering, wiring car, and benchwork. Different combinations of these occupations are made in different factories, and the time required to learn differs greatly with the kind of work done. While a discussion of the assembling of the two to four thousand parts of a machine would involve an endless repetition of the words "is then attached," there are several assembling processes which deserve special mention. Among these is bearing-scraping. When the bronze bearing is machined and lined with babbitt, it is not truly cylindrical. To insure as perfect a fit as possible, it is bolted tightly in place on the shaft. The shaft is turned and the high places in the bearing are noted by their brightness. The bearing-scraper carefully scrapes off a little metal from these high spots, repeats the testing operation, and again scrapes the high places until the inside of the finished bearing becomes thickly FINDINGS AS TO INDUSTRIES 23 speckled. In the trade such a bearing is designated a" fly-speck" bearing. The very slight irregularities in the surface of the bearing are an advantage in that they allow a more perfect lubri- cation and lessen the tendency to stick. Another point worth mentioning is the balancing and testing of the bearing parts of the crankshaft. The shaft is balanced on roller bearings, an indexing needle is set against one of the crank- case bearing parts, the shaft is revolved rapidly, first in one direc- tion and then the other, and the lack of balance is measured by the centrifugal action of the heavier side. When this action has been noted, the skilled operator knows the location of the weight and almost the amount to be removed. That the variation allowed is so very small shows the delicacy of the adjustment of the modern motor. Although the connecting rods of a certain model are as nearly as possible of the same weight, the number necessary for a car are sorted out by weight. The assembler further sorts them into pairs, so that those which are attached opposite to each other will balance exactly. The flywheel, too, is balanced in two planes, horizontal and vertical, so that there may be no twist or vibration in its motion. Assemblers of the ordinary type can be trained in a day or two to follow a certain routine of operations, for very little judg- ment and few tools are required. Those who show especial fitness are promoted to more complicated processes, or to work requiring fine adjustments, and the rate of wage increases cor- respondingly. Motor building is assembling of the highest type, although this occupation embraces many minor operations which can be safely entrusted to ordinary assemblers. The requirements are strength and dexterity in handling tools, a knowledge of thread systems, of fits and finishes, and on bench tools. If the notion prevailing in some establishments is a true one, the schools can do little for assemblers except to leave them alone. The foremen declare they can make greater production with men who know nothing of the uses of the parts, but who having been taught to assemble one or two of them, continue in one simple line of work, year in year out. Under this system assembling becomes a sort of "blind alley" employment, with little oppor- tunity for advancement. Most of the establishments, however, feel that the greater the knowledge of machines and materials, the longer the practice 24 INDIANAPOLIS VOCATIONAL SURVEY in building automobiles and motors, the more efficient the man becomes and that, although the rate of wage paid is necessarily higher, the grade of work performed corresponds. Bench and sub-assembling. The work in this department is practically all bench work, and consists in filing, scraping, reaming, bending, riveting, soldering, laying out, and in some cases assembl- ing such small and minor parts as the cut-out lever and the brake. The workman gets the experience of working with different metals such as brass, aluminum, iron and alloys. The work is small and light and is suited to boys whose strength is limited, and to men whose age has made it necessary for them to seek a less strenuous occupation. In one week, the workman, if at all mechanically inclined, should be able to do any other jobs that come to this department. It is not necessary to be able to read blueprints, but the workmen should be able to handle such simple machinist's hand tools as the hammer, cold chisel, scraper, and file. All the skill necessary can be acquired on the job. The foreman gives what instructions the workmen need. Both day and piecework is done in the department. It is the duty of the foreman to determine the efficiency of the workmen, and the rate of wage they receive. Electricians. There are few operations in the industry for which anything further than the most elementary knowledge of electricity and electrical equipment is required. Most of the work consists in cutting wires, soldering, taping joints, and assembling of parts of electrical equipment. These operations require no knowledge of the use of the parts assembled. One assembler said that he had been putting together the parts of dynamos for several months, but could not understand how the things generated current. When a simple dynamo was explained to him, he said, "Is that all there is to it? I could have found that out long ago if I had asked, but I thought it a complicated process." Some of the men attend to the inside wiring of the plant, the lighting, the power machinery, and the motor dynamos used in testing motors; but this work is generally done under direct supervision of foremen, and little technical skill is required. In the testing departments and repair shops, there are men who understand the electrical equipment of a motor car, and can make minor adjustments and repairs, but a system that needs much over- hauling is sent to makers, who assume the responsibility. The men in the electrical department usually get the training necessary in the industry from the foreman or other workmen. FINDINGS AS TO INDUSTRIES 25 They receive wages of from 22^ to 30 cents per hour and can acquire common skill in from six to eight months. Body building. The building of an automobile body involves operations performed in the woodworking, machine shop, and sheet metal departments. These departments build the body complete, ready for trimming and painting. The design or outline for the first body comes from the designing or engineering department. This outline is taken by the draftsman in the "sample room," and a full size layout made. From this layout the workmen in the "sample room" build by hand the first body of the new design using such construction as they deem most expeditious and econom- ical, and best calculated to make the body resilient. When the first body has been approved or modified, a second body with indicated changes incorporated is built in such a way that it can be taken down, and the parts or members used as a guide for making forms for the production of the irregularly shaped pieces in large quantities on the woodworking machines. The men in the sample room are highly skilled mechanics. They range in age from thirty-five to fifty-five years and re- ceive a wage of from 40 cents to 65 cents per hour. Few changes occur in the department and when it is necessary to take on more men, they are hired either from the carriage building trade or from the sample body-building departments of other firms. The workmen must have a knowledge of the properties of wood, the strength and shrinkage of materials, bracing, and pattern- making. They must understand the possibilities of light and strong construction in wood and iron combinations, and must be familiar with the working of sheet metals to determine expan- sion, shrinkage, and location of joints. The side panels, doors, and seat panels are assembled in the glue room before they go to the body builders. This facilitates assembling the frame of the body. The workers are usually beginners, ranging in age from eighteen to twenty-five years, and receiving a wage of from 25 cents to 35 cents per hour. Glu- ing together the small pieces is not difficult, since the pieces are light and are easily handled. The men are promoted from this department to body building, or to the sample room. The body builders assemble parts of the body, both wood and iron, fitting and gluing cross members of the frame to the sides; attaching angle iron, braces, rods, and top, and wind shield supports; and shaping the wood at the edges and joints ready for the sheet metal to be put in place. Some automobile bodies are 26 INDIANAPOLIS VOCATIONAL SURVEY built in three sections- back seat, front seat and cowl while the single-piece body is built on its own frame of sills. The men build up the different members of the body as in the case of the three section body on a frame called a "buck," corresponding to the car frame. Whether it be a three-section or a one-piece body, all the pieces necessary are taken from the storage racks and piled by the trucker under the "buck" or frame. The assembling of these pieces requires from six to ten hours, depend- ing upon the speed of the workman. The workmen range in age from twenty-three to fifty years. The rate of wage ranges from 25 cents to 40 cents per hour. Door fitting is the next operation and consists in fitting and hanging the doors. The work requires about the same type of trade knowledge as body building, but it is essential that men have a high degree of skill and be able to make good fits. Paneling is the last operation in body building and consists in covering the wood frames with sheet metal. In the sheet metal department the metal has previously been shaped in large cast iron forms to fit over the frames. The workmen, after placing the sheet metal covering over the frame, bend the edges over the wood and fasten it in place. This requires some skill, especially in covering door frames. It is then necessary to solder some of the joints and other places over the body, and to file and scrape them in order to obtain a smooth surface for painting. The workmen perform operations similar to the work of a tinner or sheet metal worker, yet it is claimed that a man from the tin shop is usually a poor recruit to the trade. The tools used are those necessary for cutting, punching, bending, scraping and soldering sheet metal. The ages of the workers range from twenty-three to thirty-five years, and the wages from 20 cents to 30 cents per hour. Upfitting. Upfitters in the automobile industry are often recruited from the cabinet-making trade. The tools used are the same, the materials are almost the same, and the fits and finishes required are the same. To the knowledge required for cabinet-making may be added in some factories an elementary knowledge of electricity and of such electrical equipment as switches and wiring, and of the use of the accessories on the dash of the automobile. In this department the cover board, braces, and sills are fitted to the cowl, the instrument board assembled and fitted, the door FINDINGS AS TO INDUSTRIES 27 locks set in, and the metal panels put on the doors which have been trimmed. The skill required is chiefly, but by no means entirely, manip- ulative. Modification of courses prepared for cabinet-makers would provide training suitable for automobile upfitters. Top and trim drafting and cutting. These operations are discussed together because the same man generally performs both. The work of the draftsman is to draw full-sized patterns for tops and trim, receiving his dimensions from blueprints or from measurement taken from the machine. The skill required is both technical and manipulative, technical in knowledge of drafting, styles and methods of assembling and manipulative in use of tools and patterns. The cutter follows the draftsman, laying out the patterns on the material and cutting them to shape with an electric or hand cutter. With the electric cutter, about thirty-five thicknesses of material may be cut in one layout. The cutter needs little but manipulative skill, and can acquire this in from one to three months, while the draftsman requires a year or more of experience. Trimming. The door trimmer tacks to the door frames the leather covers and pockets as they have been assembled in the cutting and sewing rooms. He must be careful to get the material stretched tightly and evenly, but the task requires very little skill and does not commonly lead to promotion to other lines of work. Cushion making is classified as high-grade trimming. The springs for the cushion are made up to size. The cushion maker covers them with a double thickness of muslin, and places over this a padding of hair and cotton, and the leather covering which has been creased and lined. Between the lining and the leather are thrust pads of hair covered with felted cotton. The leather is then tacked in position and the corners hidden by a binding made by folding a strip of leather, so that no raw edges show. The trimmer covers the trim frames or back and body springs with muslin as above, placing over this a layer of hair and cotton. He then places over this the leather, and tacks it in small pleats at the lower edge, carrying the pleats to the top of the frame or seat, and stuffing each with the required amount of hair. Joints are covered with a metal moulding covered with leather, or a simple binding is tacked in. 28 INDIANAPOLIS VOCATIONAL SURVEY Trimming in some shops is subdivided into minor occupations such as back-stuffinp, back-hanging, and upfitting. Top making. After the bows have been covered with cloth and set in the metal sockets, the top man sets it up on his "buck" which is a frame to hold the top in the same position it will have when set on the body. He upfits the top with curtain buttons, clasps, straps, hooks, wires, and aprons, for the curtains. He then stretches along the sides of the bows at the edge of the top, a strip of top material which has been lined by the sewing depart- ment. He cuts this at all bows and tacks the overlap so that the material is stretched tightly throughout. In the better grade of tops, he then pads the edge with hair or felted cotton, and turns over this one side of the lining and quilts or pastes it down. He then runs from the front to the back a strip of heavy tape and a double thickness of muslin to add strength. After this has been tacked carefully, he places in position the "deck" or top proper, and fastens it by mouldings or upholstery tacks. At the same time he tacks in place the back curtain so that the joint of the top and curtain may be covered by one binding or with gimp. Both trimming and top making are occupations requiring a high degree of skill, and many of the workers come into the automobile industry in these employments from other uphol- stery jobs, from the carriage trim shops. An alert man may in some cases learn to do satisfactorily one style of work in one year, but three to four years is given as the usual time required to master the trade. Several foremen recommend a vocational course for uphol- sterers, since the supply of skilled men is far from being equal to the present demand, and seems to be diminishing each year. Painting. Automobile painting, as a branch of a skilled trade, has not yet reached a point where all the manufacturers use the same method of application. In some establishments the airbrush is not used at all; in other it is used in chassis paint- ing but not on bodies; in others it is used for priming coats on both ; while in others all coats of color and varnish are allied with the airbrush. The trade is sub-divided into sand blasters, dippers, sprayers, primers, sanders, glazers, motor-painters, rough-stuff men, rough-stuff rubbers, color men, color varnishers, varnish rubbers, enamelers, varnish finishers, stripers, and touch- up men. The minor operations, such as sand blasting, priming, rough- stuff work, dipping, motor painting, sanding, rough-stuff rubbing, FINDINGS AS TO INDUSTRIES 29 glazing and sanding can be well done by men with a few day's experience, if they are able to understand directions. The best of these men can acquire sufficient skill for varnish rubbing in one to six months. Color men and color varnishers require two to three years, and finishers and stripers require four years to acquire full technical knowledge and skill. These men may be either trained in the department and promoted, or brought in as skilled artisans from other shops. The finishers in particular must have a knowl- edge of varnishes, and of correct temperature and light for dry- ing to give the best results. In all metal painting, the first care is to free the surface from rust and oxidation, and the ony sure method by which this can be done is by sand blasting. After subjection to the sand blast the surface is dusted and primed, and the rough places and depressions filled with putty. Two or more coats of filler or rough stuff are applied, and rubbed smooth with emery cloth or other abrasives. The surface. is then reglazed and sanded, and coats of color varnish are applied, baked and rubbed. Be- fore the final finish coat is applied, the body is sent to the trim shop for the upholstery. It is then given a final rub, touched up, and striped, and sent into the finishers who give it the re- quired coats of finish varnish, and the final rub. As regards health of the worker, automobile painting is not nearly so dangerous as other branches of the painter's trade. The sand blasters are provided with protective helmets or hoods. The rough-stuff coats are the only ones which are sanded, and this is usually done in a special room provided with good ventilation, so that the workers are as well protected from the dust as is possible. The filling and the color coats contain lead, but as these are rubbed wet, there is no dust. In spraying, however, the exhaust fan can not collect all the particles of color, and some are inhaled by the worker. The painter should have a good knowledge of the hygiene of his trade of the physiological effects of lead sulphate and car- bonate when mixed with linseed oil, turpentine, petroleum spirits, benzol, and alcohol, and of the methods of combating and pre- venting these injurious effects. Under present conditions of specialization, an apprentice has little opportunity to get a thorough knowledge of his trade in the shop. Inspection. One of the outgrowths of modern large scale 30 INDIANAPOLIS VOCATIONAL SURVEY production is the department of inspection. The conditions under which the work is done require a large number of tests and inspections. Many of the machine operators and workers are untrained men who have no knowledge of the requirements of the piece on which they are working. Some of them can scarcely speak English. Although these men become very skillful in machine operation and are able to command good wages, they have little knowledge of mechanical requirements, and some of them can not set up their own machines without assistance. To insure that each man working under the piece wage, premium, or bonus system, has done his duty by each piece so that it will be ready for the next operation or for its place in a high-grade mechanism, a rigid inspection is necessary. The inspector must be a judge of raw materials, of machine work, and of semi-finished and finished products. He must be diplomatic enough to get the right kind of work without offending the workers with whom he deals. He should be able, if necessary, to take a machine and show the operator how to turn out the work to accomplish the desired result. His knowledge must cover the standard testing devices and their use, and the special devices used in his plant to test strength of materials and other qualities essential to the perfection of the product. Motor testing. However carefully it is built the grueling conditions under which the automobile motor must run, make necessary a rigid testing before the motor is set in place on the chassis. Instead of running the motor on the "block," the present practice is to connect it with an electric motor which drives it until it runs smoothly. It is then run under its own power, driving the motor as a dynamo, until it generates a certain amount of current. Finally it is set on the chassis, and a further dyna- mometer test is given it by setting heavy pulleys on the back axle, and belting these to the generator. The amount of current generated is again the determining factor of its satisfactory con- dition. The motor testing room is not a pleasant place in which to work. It is filled with the rattle of motors finding themselves, with the fumes and smoke of gasoline and oil, and with the reek of hot metal and paint. The tester must make accurate adjustments amid this noise FINDINGS AS TO INDUSTRIES 31 and confusion, be strong enough to move motors when necessary, and be alert for unusual noises, which indicate incorrect working. The motor tester must have an intimate knowledge of motors, motor assembling and motor repair and a general knowledge of electrical motors and generators. Testers come from the motor-building department, or are trained as helpers in the testing department itself. They need technical training but can acquire the manipulative skill more quickly in the industry than in any other place. Road testing. Dynamometer tests have reduced the amount of road testing, but have not entirely supplanted it, since in no other way than by a road test can the final adjustments of working parts made under the actual conditions of driving be met. The road tester's work is dirty and nerve racking, but is out in the open air, so that he is not bothered with fumes and ?inoke. He must be alert, observing, and able to make adjustments in any or all parts of the motor, ignition and lighting systems, transmission, differential, brakes, pumps, steering gear, throttles, and clutch. Women in the industry. In the making of automobiles, very few women workers are engaged. A few are at work in the foun- dries (see Foundry Report) but the majority are sewing machine operators. When they enter the industry, they usually find places as bench girls, assembling parts of tops and trims until they learn the correct way to assemble the different parts. They are then promoted to machine operation. Most of the sewers are trained in the industry, since (although the amount of wages earned by the operator runs from $15 to &25 per week) girls who have been operating machines in other industries are not able to take up work in the automobile industry without special training. The low-speed machines, heavy materials, different adjustments of tension, and special kinds of scams create special conditions requiring special training. The skill required is manipulative and can be acquired in from two to three months. Most of the establishments are very considerate of their sewers, who usually work in well-lighted, well-ventilated rooms, but the work requires strong healthy bodies, and steady nerves for success. There is very little train- ing which the school can give to aid in this work, beyond a knowl- edge of running power machines, threads and tensions. Service and repair. Each of the eight automobile factories 32 INDIANAPOLIS VOCATIONAL SURVEY in Indianapolis and the sales agencies maintain service and repair stations. In addition to these, there are probably two hundred garages employing about 800 men, making a total of approxi- mately 900 men employed in service and repair work. The men are supposed to be all-around mechanics able to work on all parts of any car. The fact is, however, that few 9f the men know all the parts of any car, and most garage mechanics are only semi-skilled. Due to the growth of the automobile industry the demand for skilled mechanics in this line is so much greater than the supply that practically any person v:th a little automobile knowledge is employed by the repair and service stations. Some of the best service stations have their work and men with wide experience in their own factc.^ a,i~ pu, in charge of the repairs on the different parts. In one factory service department the Survey found a storekeeper, helpers, axle men, motormen, assistant foreman, foreman and inspector, besides sweepers, washers and part-time help from the uphol- stery department of the factory. The plan of repair work in this department is as follows : The car is tested, inspected and reported on by the inspector, who is the most highly-skilled man in the department. He v amines the machine thoroughly, notices the worn parts and makes a list of all parts to be repaired or renewed and computes the time required for the work, listing each part and each o^, tion. This list in the form of a bill is submitted to the owner for his approval with the price given on a flat basis. The job is then turned over to the men who are expected to do the work within the time listed for each operation and in the sequence listed. The inspector must be an expert and must have a complete knowledge of the operations required not only to determine the repairs and adjustments needed, but, as well, the proper time to allot to each. The time standards for each operation are deter- mined by experiment, and accumulated shop knowledge. The experience of this station shows that a flat price with each itei. listed is more satisfactory to the owner than any other estimate The repairs on any car are divided into three grades : (1) First- class condition, which is the equivalent of a new car, including painting; (2) good running condition, which usually means over- hauling of the mechanical parts; and (3) overhauling specific parts such as motor or rear axles. The only guide the inspector has for the amount of the work to be done is the classification FINDINGS AS TO INDUSTRIES by the owner L, one of these grades. The work of painting and upholstering is done by men assigned by the paint and up- holstering department of the factory. They are skilled men not re^-^rly : ->ployed in the service department, and work there only during the busier seasons. The rate of wages in these service stations ranges from 12^c for storekeepers to 40c for skilled mechanics. The service and repair stations offer great opportunities for boys and young men of mechanical skill or training on account of the great t variety of work done on all classes and types of auto- mobiles. The schools are in a favorable position to teach car repair ^e knowledge and training can be obtained on old , I1V ,,.., , ir on the later models. The old cars can be borrowed or bought outright for a small sum. They can be repeatedly torn down, and rebuilt without loss or damage, and custom work can be given the boys after they have a little experience. Automobile parts and accessories. Of the six thousand men in the industry, about one-fourth are working in the smaller plants making parts and accessories such as motors, axles, wheels, bodies, fenders, hoods, radiators and shells, shock absorbers, lamps, horns, fans, tools and machine parts, ignition and starting systems, carburetors, oil pans, dust reflectors, tops, trim, seat covers, castings of aluminum, brass, iron and steel, and drop- -T&jPS 8 - But five of these plants employ more than 100 men, and most of them employ fewer than twenty-five, so that the large scale production of the factory does not prevail. More skill is, however, demanded of the men individually in these shops than in the larger factories, because of the greater variety of work, and the lack of engineering departments and of foremen. There is, in the small shop, moreover, a better opportunity for the apprentice to learn the trade. He may have the personal attention of the employer, and he is associated with skilled men. There is a greater variety > problems to be solved in the shop, there is some designing of tools and jigs; and in general the responsibility resting upon the individual worker is greater. While many of the employers state that they do not like to have boys in their shops, they seem ready to co-operate in any scheme of education for the good of their men now or in the future. The rate of wages in the smaller plants is the same as in the larger plants, but the average wage is probably a little higher on 34 INDIANAPOLIS VOCATIONAL SURVEY account of the large number of experienced men employed. The range of ages is wider because a number of older men are employed. Occupation analyses charts. Rather than burden the Report with a description of the work done in each occupation and the requirements and qualifications of the worker, it was deemed better to analyze and chart the several occupations and require- ments of each. In making these charts (which have been included in Part II, giving a summary of the Survey Findings as to in- dustries), the all-around workman rather than the specialist is kept in mind. It was believed that the material in these charts would be valuable in arranging vocational and apprenticeship courses and that it could be used by the wage-earner in checking up his own qualifications in preparing himself for promotion, either by school courses or by home study. These charts do not represent the opinion of any one man or group of men, but have been gathered from the industry by obser- vation and inquiry. They were submitted to men from the several plants for criticism and comment and this material brought to- gether and tabulated in final form was again checked for possible omissions. An attempt was made, also, to cover a trade entirely as well as the part within the industry. II. MACHINE-SHOP WORK, BLACKSMITHING, BOILER-MAKING AND DROP-FORGING.* Scope of the Survey. The material presented in this section is supplementary to the material presented in other sections of this Report for the automobile industry and for foundries; and to the material presented in the Surveys of Evansville, Indiana, Richmond, Virginia, and Minneapolis, Minnesota. A total of fifty-six Indianapolis shops were scheduled, em- ploying approximately 3, 000 workers. The results of the Survey have been reduced to tabular form in the detailed occupational charts.** In view of the full descriptive treatment of the machin- ist trade and of the metal working occupations given elsewhere, "Including engine and car repair, but not auto factories and shops making auto parts or accessories exclusively or as the major part of their output and foundries are treated in a separate section. For description of machines and operations, see Evans- ville Report ; for discussion of car shops, see Richmond Survey ; for discussion of machine and boiler shops, see Minneapolis Survey. **See Appendix A. Vol. I, pp 230-245. FINDINGS AS TO INDUSTRIES 35 the following statement is confined to a brief summary of condi- tions prevailing: in Indianapolis shops. These conditions it may be noted do not vary greatly from conditions observed in other communities. Specialization. The degree of specilization is largely deter- mined by the volume of output. Generally it is true that from the standpoint of the individual worker, employment in the small shop requires a greater diversity of skill than does employment in the larger establishments. In the small shops there is a greater variety of work per man, and in them the proportion of journey- men machinists is greater. The worker is usually under the necessity of setting up, as well as operating the several ma- chines. In the large shops which makes use of special machines, tools, jigs, and fixtures, operations are supervised by the tool makers, set-up men, and inspectors, and the division of labor 'carried to such an extreme that the machine operators work is monotonous, and requires comparatively little trade skill. Classes of workers in machine shops. The workers in the thirty-three machine shops surveyed are classified by the character of their employment in Table 1, which gives also the range of average wages paid in the several shops. There may be a slight duplication of numbers in this table and that of the automobile industry, but every effort has been made to avoid this. 36 INDIANAPOLIS VOCATIONAL SURVEY Table 1 Number of Workers Classified by Occupation and Range of Wages Per Hour in Thirty-three Machine Shops. CLASS OF WORKERS Workers in machine shops Number Wage per hour (cents) Total 2,151 Apprentices 99 Airbrakes 19 Assemblers 122 Automatic machines Operators 154 Set-up men 18 Bench and floor 282 Boring mill operators 14 Brass finishers 4 Drilling machine operators 163 Grinders 67 Handy men 162 Helpers 138 Lathe operators 220 Machinists 307 Milling machine operators 86 Planer operators 18 Polishers 18 Punch press operators 67 Shaper operators 13 Tool makers . . 180 8-20 36-38 30-37* 31-32* 27*-37* 20-42 35-42 35 12*-42 20-37* 20-28 20-24 23^2 27*-50 22*-40 31-40 32 20 37*-42 34-50 The 307 machinists shown in the table are generally skilled men who can set up and operate any of the machines ordinarily found in a machine shop. They have usually served an appren- ticeship, or have acquired knowledge of the several machines and of their operation by practical experience working in various shops. It has been difficult, however, in some cases to differentiate in the classification of workers between a machinist operating a machine and a machine operator who may be for the time being FINDINGS AS TO INDUSTRIES 37 doing the same sort of work, when both workers declare themselves to be machinists. The machinists operating the machine is able to set up his machine, sharpen his own tools for a particular job, read his specifications from the blueprints, and gauge his own work, while the machine operator may not be able to do any of these things. The tool makers employment involves benchwork as well as machine operation and these workers are generally more skilled than those classified as machinists. The tool maker devises and makes tools, jigs and fixtures, by the use of which output is in- creased, processes simplified, and cost of production reduced. A wide range of technical knowledge of materials, of standard and special tools and machines is required. In the shops using automatic or semi-automatic machinery, one set-up man superintends each battery of three or four machines. In shops where machine operators are required to tend the ma- chines, set-up men help the operators set up their machines and give them specific directions for the work in hand. Set-up men are usually skilled machinists, who have made a special study of automatic machinery. Two types of machine operators may be distinguished; (1) Those who know the operation of one or two machines; and (2) skilled machinists, who have made a special study of one partic- ular machine. Practically all of the operators shown in Table 1 are of the first type. Advancement for the machine operators takes the form generally of an increase of wage or in promotion to a more difficult machine. The handy man works wherever he is needed. Though he works at various machines, he is not an "operator." His posi- tion, however, is higher than that of a helper, who merely assists the other men. Apprenticeship. The apprenticeship system is followed in eleven shops, the required period of apprenticeship being almost uniformly four years, although in some of the shops the time re- quirement is not enforced strictly. One shop conducts a school for apprentices. No boy is allowed to enter until he has completed the eighth grade at school, can pass a satisfactory examination, and has reached the age of seven- teen. The period of service is four years and the rate of wage is ten cents per hour the first year, twelve cents the second year, and a two-cent increase per hour each six months thereafter until the course is completed. 61209 38 INDIANAPOLIS VOCATIONAL SURVEY The instruction is divided between shop and technical work. In the shop the boy learns to operate all of the machines and to use the various tools. At times he is allowed to increase his earnings by piecework. His technical instruction is received in the shop school which he attends four hours per week. The major part of this time is devoted to mechanical drawing; making reading, and using blueprints; decimal fractions; square root; mensuration and the application of geometrical principles; elementary physics; and the technical facts concerning the work of that particular shop. Most of the graduates of this course remain after their training is completed, though some go to responsible positions in other shops. The management of the school presents suggestions for the organization of part-time classes for apprentices. The shop school, however, has certain advantages, in that the boys work under the continuous supervision of their shop instructors. Wages. The rate of wages shown on the tabulation does not in all cases state the amount of earnings, since the rate is much modified by piecework or premium systems. Promotion. No regular plan of promotion exists in most machine shops. Good mechanics are rare and the man who shows an interest in his work and has ability is sure of promotion. In the larger shops, the men are given opportunities to try various kinds of work until they find that for which they are best fitted. The employers have begun to take account of the money loss involved in continual "hiring and firing" of men and are making effort to get good men and to keep them. Changing requirements. It must be admitted that in many lines the degree of skill demanded of workers seems to be de- creasing. Under modern conditions of organization much of the work can be done by men recruited from outside the trade, and trained on the job to do some particular operation. Em- ployers, however, are using greater care in selecting the employees, partly to avoid the instability of the less skilled labor and insure a continuous output, but chiefly to avoid liability under the work- man's compensation laws. The man of limited training in the operation of machines and no knowledge of the technical side of the work is apt to become careless and endanger not only him- self, but those around him. Occupations of workers in blacksmith, boiler-making and drop- forge shops. The 962 workers in twenty-three blacksmith, boiler-making and drop-forge shops scheduled by the Survey, FINDINGS AS TO INDUSTRIES 39 are classified in Table 2, by occupation. Approximately one- third of these workers are classified as helpers. The number of workers reported from the blacksmith shops is 356; from the boiler- making shops, 327; and from the drop-forge shops, 279. Table 2 Number of Workers in Blacksmith Shops, Boiler Shops and Drop-forge Shops, Classified by Occupations. CLASS OF WORKER Number of workers Total Black- smith shops Boiler- making shops Drop- forge shops Total : 962 29 126 109 18 88 27 5 16 7 88 352 356 12 120 327 14 279 3 6 Apprentice . Blacksmith Boilermaker 109 Diesinker . 18 88 7 Drophainmer man Foreman .... 11 5 9 Furnace man . ... Grinder 16 Hammer boy 7 Heaters 88 14 Helpers 144 194 87 107 1 Skilled Unskilled Laborer 12 23 15 8 7 14 10 8 11 Machinist 23 Machine operator . . 15 Pickler . . 8 Spring maker 7 14 10 Steamhammer man Tool dresser . ... Tool maker . .... 8 Blacksmithing . The supply of skilled and experienced black- smiths is limited, and men who can qualify as experienced workers in this trade may expect to be advanced rapidly to positions of 40 INDIANAPOLIS VOCATIONAL SURVEY responsibility. The development of the heat-treating depart- ments has, however, somewhat lessened the demand for black- smiths since a technically trained skilled heat treater can oversee and regulate a great amount of work, done by formulae adapted to the use of precision instruments. In some repair shops, where the work is very simple, it is done by the "handy men" who were formerly blacksmiths' helpers. These men, however, as helpers, had little opportunity to learn the scientific principles of black- smithing, and many of them could not forge the tools with which they work. Few apprentices are found in the blacksmith shops, the em- ployers prefering to employ "helpers" and to train them as black- smiths. It seems improbable that any arrangement can be made with blacksmiths to attend part-time classes. Such workers might, however, enter courses for instruction relating to heat treatment of steel, methods of welding, and characteristics of steels, irons and coals. The working force in the blacksmithing department of the railroad shop embraces blacksmiths, hammer men, tool dressers, spring makers, and machine men. In this department are forged the links, eccentrics, rocker arms, tumbling shafts, spring hangers, and other parts and equipment for engines and coaches. The blacksmith finishes the work roughed out by the steamhammer men, and when work leaves his hands, it is ready for the machine shop. Many men can do forging, but few can take the blueprint of the motion work of a locomotive and turn out the product according to specifications in a workmanlike manner. Blacksmithing in railroad car shops.* The foreman in a railroad shop must be a thorough mechanic with years of exper- ience and with executive ability in handling men and in system- atizing his work. His duties and responsibilities are very considerable. He orders all materials, and is responsible for their economic use. He devises all jigs, forms and tools to simplify the work and increase the output. He hires all the blacksmiths and helpers and other men in his department, regulates their pay, and is held responsible by the master mechanic for the output and the expense of his department. The hammer man usually has a crew of six workers: One furnace man, one heater, three helpers on the porter bar, and one hammer *For a detailed account of heat treatment of metals see automobile Industry pp, 15 to 10. FINDINGS AS TO INDUSTRIES 41 boy. The crew is generally paid by the ton $5.50 for shingling, $7.00 for straight flat work, and $9.00 for formed forgings. The hammer man gets forty per cent of the gross earnings and the balance is divided among the helpers, heaters, furnace men, and hammer boy. The hammer man averages $7.00 to $12.00 per day of nine hours, although his flat rate is but forty to fifty cents per hour. His work calls for high grade of skill, good judgment and strength. He forges engine frames, truck frames, equalizers, mud rings and side rods, and blocks out all the heavy pieces of machinery used on locomotives and coaches. The tool dresser must be a man of more than ordinary intelli- gence and adaptibility. He makes, tempers, and repairs the tools used in the different departments of the railroad shop. His knowledge must cover the chemical properties of steel, tempering, casehardening and the choice of steels for different purposes. Very often the most intricate parts come to him to be tempered. He must study their shape and size so that he will not spring or break them. When called upon to make a number of tools, he must know their use in order that he may select a steel which ha,s the proper amount of carbon. After the tool has been forged, it is hardened and tempered. These are separate and distinct operations. To harden a piece of steel, it is first heated to a dark red, and then quenched in water or other bath. In the process of tempering the steel, a piece be- comes a light straw color, a dark straw, brown, purple, bronze or pigeon blue, each color representing a different stage of the harden- ing process. The metal is reheated and plunged into the bath until it attains the color which shows the desired degree of hardness. If on trial the tool proves too hard or too soft, the process is re- peated. Casehardening carbonizes the outside of the wearing surface to the depth of y ff to | inch and leaves the inside soft. The process can be applied only to wrought iron or mild steel. Good results can be obtained by any one of the three methods, characterized by the use of crude potash, cyanide of porassium, and animal carbon respectively. The most common process is that using cyanide. By this method, the piece is heated, the cyanide applied and allowed to fuse into the metal, and the piece is plunged into water or brine. When a great many pieces are to be casehardened, it is best to use animal carbon, that is, pieces of leather, bone, hoofs, and a small amount of charcoal. The pieces of metal are packed in cast-iron boxes with plenty of carbon, the boxes 42 INDIANAPOLIS VOCATIONAL SURVEY luted with fireclay and put into a furnace where they are brought to a good red heat and kept at that point for about five hours. The boxes are then taken from the furnace, the pieces removed and cooled in water or brine. This is called the cementation process and is very effective. In making springs for engines and coaches, a special steel with about 1% per cent carbon is used. The blanks are cut one and one-half inches short to allow each end to be drawn our three-fourths of an inch. The spring maker puts the teat in the center, trims the ends square, and heats the first leaf, bends it to form and hardens and toughens it by quenching it in fish oil. He then takes the next leaf, heats it, fits it to the first, runs them through rollers to insure a perfect fit, puts them on a saddle, bears down on each until he has the proper set in the hot leaf and hardens it. Each leaf is tempered by fitting the next one to it. This pro- cess is repeated until all the leaves have been fitted, set and hardened. The "set" put upon each leaf is to insure the resiliency of the finished spring. The spring is then assembled, the teat on each one fitting into the cavity of the one above, with the leaves in perfect alignment. The leaves are held by a clamp while the band is heated and put on, pressed tight, cooled and shrunk, the spring is then submitted to pressure and the deflection noted. It is then released and if it is not broken under the pressure and resumes its original shape, it is ready for use. After the spring maker learns to perform these different operations, the work is largely a matter of routine and does not require a great amount of mechanical skill. In a modern blacksmith shop there are a number of machines for doing work, including bolt headers, power presses, and bull- dozers. These machines call for manipulative rather than mechanical skill. The operators are generally men promoted from the position of blacksmith helpers. There is one operator and one helper at each machine. In these machines are made bolts of all kinds for engines and cars, -side steps, hand holds and equalizers for freight trucks, engines, and coaches. The opera- tion consists in getting the piece hot and pressing it into shape with a set of tools made for the purpose. The helper is the blacksmith's assistant. He strikes with the sledge, builds the fire and cleans it, grinds the tools, brings the coal in, fills the slack tub, keeps the place around the forge clean and makes himself generally useful. A good helper has an op- FINDINGS AS TO INDUSTRIES 43 portunity to pick up much of the smith's knowledge. He belongs to the ranks of skilled labor. It is the duty of the laborers to keep the shop clean, pick up all the scrap and carry it to the scrap-heap. They are promoted to the position of helper as opportunity presents itself. To enter upon apprenticeship, boys must have completed the eighth grade in school and be able to pass an examination. They are required to attend school at the shop four hours per week. In this school, they receive instruction in mechanical drawing and mathematics. The term of apprenticeship is four years. Boiler-making. In a modern boiler shop, the riveting, chipping, calking, putting and riveting stay bolts, and the lifting of heavy weights and boilers is almost all of it done by compressed air. The hand hammer is rarely used, although all boilermakers must know how to chip, rivet and calk by hand as well by compressed air. The most important men in the shop are those who lay out the sheets for the fire box, the crown sheets, and flue sheets. These are flanged, and drilled or punched in the proper places, so that when the boiler is assembled the parts may be riveted together. The boilermaker who goes out on repair jobs must be resource- ful, since he is often called upon to make repairs in the most difficult places. Sometimes, for example, he must repair a leaky flue, or put in a patch where he can not use the hand hammer. Under such circumstances he cuts out the piece with an oxy- acetylene flame and welds the patch on. Oxy-acetylene welding is used very extensively in joining broken parts of boilers or engines, welding locomotive frames and other parts of wrought iron, cast iron or steel. The welder must know the proper fluxes, the proper temperatures for preheating and reheating, the methods of scarfing, and the allowances to be made for expansion, contraction, and shrinkage. There are few young men entering the trade of boiler-making. The helpers who show any ability are promoted from one job to another until they become good mechanics. Drop-forging. The operation of drop-forging consists in stamping out a piece of iron or steel under a steam hammer or a hammer driven by a friction belt." The operator regulates the process with his foot, making the hammer strike lightly or heavily according to the weight put on the lever which is attached to the machine for that purpose. There is one operator and one assistant to each hammer. The material is got out of the raw stock to the exact length de- 44 INDIANAPOLIS VOCATIONAL SURVEY sired. The assistant puts from ten to thirty pieces into the fur- nace where they remain until they reach a white heat. The opera- tor then places one of the pieces on the bottom die and brings the hammer down with a hard blow. It takes from four to eight such blows to stamp out exact duplicates of the impression. The operator then puts the piece under the trimmer and cuts off the flash or surplus stock, after which the piece is put again under the hammer and straightened with one light blow. If the pieces are irregular in shape and have projections or arms, they are placed in the annealing furnace to relieve any unequal strain put into them by forging, and to allow the molecules of steel to re- arrange themselves. The piece is then taken to the grinding room, where the rough or ragged edges are ground off, and the finished piece inspected. The next process is that of the pickling room where the piece is boiled in a vat containing a compound to remove the oxide. This bath turns the product a dark color and puts a bright finish on it. The piece is now ready for ship- ment. None of the operations require much mechanical skill, but the hammer man's work' is hard, hot and dirty. Twenty- five percent of this work is done by negroes. Hammer men are recruited from assistants. A break-down man "roughs out the work" for pieces such as steering knuckles, front axles, and crank arms. He selects a piece of stock large enough for the largest part of the forging. Such parts as are required to be small he reduces. He does this that there may not be waste in flash or surplus stock when the hammer man finishes his work of trimming off. Any drophammer man can take the break-down hammer and do the work, as it is not a separate branch of the industry. The most highly-skilled mechanic in the drop-forge industry is the diesinker, who must have special trade training. He works from drawings and specifications, and great care is necessary in allowing for the contraction and shrinkage of the initial die ac- cording to the size of the piece. His work may not vary apprec- iably from specified dimensions. The steel with which he works comes to him in blocks, and is said to toughen under the work. The diemaker's task is to forge a pair of dies, and a trimmer to do the required work in the most simple and economical manner. He takes two blocks of steel, lays off one-half of the dies on each, marking the lines with a fine scriber. He then mills, planes, and drills these pieces. After he has done all he can on the machines, he takes the dies to his bench and files, chips, and scrapes them FINDINGS AS TO INDUSTRIES 45 until they are finished. He takes an impression of the dies by running them full of molten lead. When this is cold here moves it, notes the shrinkage and draft, determines whether the piece conforms exactly with the specifications of the drawing. He then makes any required number of exact duplicates. The trimmer is made with the same outline as the outside of the die so that it will trim off all the flash or wastage. A pair of dies will make from 10,000 to 25,000 pieces of work. III. FOUNDRY INDUSTRY. Scope of the Survey. Foundry work is that branch of the metal products industry which deals with melting metals and pouring them into sand molds, in order to make castings of all descrip- tions. Indianapolis has thirty-two plants that come under the above definition, all but two of which were visited. Foundry work constitutes one of the city's leading indus- tries. There are fifteen jobbing shops doing a general line of casting. Of these eleven make iron castings; four make brass, aluminum, bronze, manganese, and other trade-alloy castings. Fourteen foundries are parts or units of factories and make cast- ings only for their own factory consumption. Of these, eight, including three stove foundries, make iron, and six brass, alumi- num and trade-alloy castings. These are also two malleable- iron foundries, and one steel foundry. The Survey was made during the summer months, the slack season in this industry, when the plants were running at about two-thirds normal capacity, with 3,417 people employed. The male employees may be divided as follows : 1,672 skilled and semi- skilled, 1,551 unskilled and forty-eight apprentices. Women in the industry. The 3,417 workers include 146 women. Of these, sixty-eight are skilled or semi-skilled and are classed as core makers, while seventy-eight are unskilled. Most of the latter sort or inspect castings. The local foundrymen find women like this kind of work and predict that more will be employed in the future. The work required of the woman is not hard and the rate of wage is an inducement for them to enter the industry. Colored and foreign workers. Foundrymen agree that the old apprenticeship system will no longer meet the demands for skilled labor and do not encourage young men to take up the moulder's trade. "The American boys want higher wages, and do jiot care to work at such hard, hot, and dirty work." Foundrymen' do not know where they are to obtain moulders in the future, 46 INDIANAPOLIS VOCATIONAL SURVEY and even at the present time the demand for them in Indianapolis exceeds the supply by about twenty per cent. Foundry men are trying to overcome this shortage: (1) By the employing of negroes and foreigners; and (2) by the installation of squeezers, moulding: machines and other devices which do not demand skilled workers. The foundries, as a rule, are fairly modern. The wages paid the men in this city compare favorably with the wage paid for similar work in other cities. The following descriptive text does not contain an analysis of the operations necessary to make a mold or a core, for this work is the same the country over, and the Richmond and Minneapolis Surveys may be referred to for that information. However, neither of these surveys have gone into detail regarding: the division of labor in the foundry, or the materials used for the operation of a cupola. Brass, bronze, and trade alloys. Common alloys in use in the foundry for casting various machine parts are made from combina- tions of copper, tin and zinc, and are called brass or bronze. Although the term brass is held by some authorities to cover any of these combinations the general classification accepts brass as an alloy of copper and zinc, and bronze as an alloy of copper and tin. The best way to get an understanding of these alloys is to discuss the separate metals. Copper has a red color, is hard, ductile, very tough, does not rust, is one of the best conductors of heat and electricity, and melts about 1,900 degrees F. It is difficult to make castings of pure copper. Tin is a white lustrous metal, very malleable, but lacks tenac- ity, and melts at about 450 F. Tin can be cast unalloyed, but the expense of the metal prohibits its extensive use. Zinc has a bluish white color, is hard though weak and brittle, shrinks but little in cooling, and melts at about 700 degrees F. Zinc may be added to copper in a very wide range of propor- tions, the alloy increasing in hardness and losing ductility with the increase in the proportion of zinc. The color changes from the red of the copper to a full yellow when one-third zinc is used. Further additions of zinc change the color to red, yellow, violet or gray. The alloys are serviceable up to forty or fifty per cent of zinc. Tin, if added to copper will give a harder or tougher alloy. Lead also is used in brass and bronze alloys, causing them to run more readily in pouring, and producing a softer metal. The whole subject of alloys can be treated only in a general way FINDINGS AS TO INDUSTRIES 47 for almost every factory or foundry has its own trade alloy which it calls a brass or a bronze. Molds for brass, bronze or similar trade alloys are made the same as for iron, except that a finer sand is used. The mold must be vented more thoroughly and gated a little differently. Brass is melted in a crucible set in a coke, gas, oil or electric furnace. The furnace should be equipped with a temperature gauge, because brass must be poured at a certain temperature. It is a difficult metal to handle in pouring and the loss in brass castings runs higher than in either iron or aluminum. Indianapolis has ten foundries that do brass, bronze and alloy castings, their main output consisting of auto parts, carburetors, bearings, lock boxes, doors and frames, locks, draw pulls, rings, and miscellaneous engine and machine parts. Aluminum. Aluminum is a silver- white, soft and remarkably light metal. It is very useful, due to the fact that its lightness is combined with great strength. It has a tensile strength of 15,000 Ibs. per square inch and compression strength of 12,000 Ibs. per square inch. In the United States the largest and richest mines are found in Western Missouri and Central Kansas. The ore is mined and sent to East St. Louis where it goes through the first step in refining. From there it is sent to Niagara Falls where (because of the cheap hydro-electric power available) large electrical refining furnaces are situated. There aluminum is completely refined and made ready to be cast in pigs or rolled in sheets. The methods employed in making molds from aluminum castings are the same as for brass. In fact, almost every foundry doing brass casting does aluminum casting. The metal is melted in a crucible and set in either a coke, gas, oil or electric furnace. It melts at about 1,300 degrees F. and is a very easy metal to handle in pouring as it flows freely. Indianapolis has ten foun- dries that do aluminum casting. Their main output consists of auto parts principally crank cases, cylinders, pistons, transmis- sion cases and many smaller parts. Iron. Iron is the most plentiful and most useful of all the metals and has done more than any other material towards pro- viding or making possible our present-day achievements. Large and widely separated areas in the United States produce our iron supply, but, due to the plentifulness of this supply, the iron can not be reduced from the ore at a profit unless the ore contains over 48 INDIANAPOLIS VOCATIONAL SURVEY fifty-five per cent iron. Michigan, Wisconsin, Pennsylvania, and Alabama are at present producing the major portion of our iron supply. When iron ore is charged in a blast furnace, mixed with lime- stone as a flux, and melted down with either charcoal, coke or anthracite coal as fuel, the resulting metal is what is commercially known as pig iron. Pig iron is used in foundries for the manu- facture of iron castings by simply remelting it in a cupola and with- out materially changing its chemical composition. The pig iron or foundry iron is really an alloy for it contains five principle elements besides the iron that affects its physical properties. These elements are carbon, silican, sulphur, phos- phorus, and manganese, and as the relative amounts are varied in their combination, the properties of the pig iron hardness, toughness, strength are either increased or decreased. The following is an approximate analysis of grey foundry pig iron : Carbon, 3.5%, silicon, 2.5%, sulphur, .1%, phosphorous, .8%, manganese, 1.3%, iron, 91.8%. The tabulation shows nineteen plants doing this type of work; three are stove foundries, turning out stove plate, and stove and furnace castings. The out- put of the other sixteen foundries consists of sash weights, sewer tops, manholes, catch basins, castings for steam and gas engines, engine and machine lathes, sawmills, auto parts, cylinders, flour- mill machinery, band mills, circular mills, tire molds, building posts, stair plates, weighing machines, asphalt plants, car and locomotive parts, marine engines, Diesel engines, Knight motors, and a general line of machine castings. Malleable castings. Malleable castings (sometimes called "malleable iron") are produced by converting the combined carbon of white cast iron into an amorphorous uncombined condition, by the heating of the white cast iron to a temperature of about 1,600 degrees. If the castings are overheated, they are softened and deformed and are said to "fall." The castings are made in the usual way except that white in- stead of grey pig iron is used. The castings are then packed into retorts or annealing cases and surrounded with oxide of iron either hematite ore or mill scrap. The cases, when sealed, are placed in an annealing furnace and the entire mass heated to about 1,600 degrees. This temperature is maintained for about seven days, after which the castings are removed. The chief advantages of malleable castings are that they have a certain amount of spring and give. This makes them more FINDINGS AS TO INDUSTRIES 49 adaptable to a large number of uses or purposes than gray iron castings. Indianapolis has two large malleable foundries which daily pour an average of 170 tons of metal. They are the two largest in the city and give employment to over 1,300 people in addition to their office and clerical forces. The chief output of these foundries is stove plate, auto parts, railroad equipment, links for belts, chains, conveyors, and buckets for conveyors. Steel castings. Steel casting is still in its experimental stage and the processes are being changed from year to year. At present, the casting is done directly from the ladle containing the molten steel. This steel is usually melted either in an open- hearth or an electric furnace, although small Bessemer converters are sometimes used. The raw meterial ordinarily employed for steel castings are steel scrap, pig iron and some iron ore. The bulk of the charge is scrap steel, the proportion of pig iron being about one-sixth. These proportions are for the "acid steel." The pro- portion of ore required depends upon the character of the other ingredients. Steel castings are heated to temperatures varying between 1,200 and- 1,600 degrees F., according to the composi- tion of the metal; subjected to this heat for several days (depend- ing upon the size of the castings), and then allowed to cool gradually without exposure to the air. One foundry in Indianapolis makes steel castings, using the electric furnace method. The main output of this concern is auto parts, farm machinery parts, and a line of general jobbing castings. The metal is melted in the electric furnace and heated to about 2,800 degrees F., then the entire furnace is tilted and the contents poured into a large ten ton ladle. An average of seven tons are melted per heat, two heats per day. The first heat requires six hours, and the second four and one-half hours to melt the metal. The ladle is conveyed about the foundry by means of a crane and the metal is tapped from the bottom and runs directly into the molds which are poured in gangs that is, a number of small molds are stacked together and cross-gated so that they can all be poured from one pouring basin. Steel castings differ from cast iron castings in the general way that steel differs from iron. They are malleable, tougher and stronger. The shrinkage is double that of cast iron, so special patterns must be used. When melted, the metal is more sluggish than cast iron and on account of the absence of graphitic carbon, 50 INDIANAPOLIS VOCATIONAL SURVEY it does not expand at the moment of solidifying, therefore not taking as sharp an impression. Materials and Processes. Moulding sand. Sand to be used in making a mold must have certain properties. Moulding sand must withstand the heat of the molten pig iron without softening or fusing; must have co- herency to hold against the pressure of the fluid metal; must be close enough to contain the liquid metal and at the same time be sufficiently open or porous to permit the escape of gases which are liberated from the molten metal during solidification. Moulding sand is made up chiefly of silica, which gives it the property to withstand the heat, and clay which gives it the neces- sary coherency. The sand is graded according to its granular make-up; the coarser sand is used for floor work, the medium sand for bench- work, and the fine sand for work involving a fine detail, such as in brass and aluminum work. Moulding sand is said to be sharp when its grains are angular, dull when the grains are round, strong when the clay it lends sufficient bond for it to retain any shape that may be required of it, and weak when the bond is not sufficient to hold it together. Core sand. The core is often almost entirely surrounded by metal, so that it must be quite refractory and have little clay bond. The clay would make the sand cake, choking the vent and render it difficult to remove from a cavity when the casting is being cleaned. Core sand, therefore, has a higher percent of silica and a lower per cent of clay or aluminum than moulding sand. Core sand is better known as free sand. There are two general kinds in use, river sand and beach sand. Fire- Moulding Core Constituents clay sand sand Silica 98.0 86.0 .94.3 Alumina (clay) 1.5 8.5 2.0 Other ingredients .... .5 "> . "> 3.7 Total 100.0 100.0 100.0 Core making. Core making deals with the construction of separate shapes in sand which form in the castings openings, cavities or pockets that can not be produced by the regular mould- ing sand. FINDINGS AS TO INDUSTRIES 51 Cores are made from a mixture of core sand, moulding sand and a binder, an organic matter which holds the sand together before the core is baked and causes it to bake into a firm or solid form. Flour, rosin, linseed oil, glue and patented core compounds are most commonly used. The proportions are altered to meet the requirements of the particular type of core desired. When the sand has been properly prepared it is rammed into the core-box and vented, placed on a core plant, the box removed and the core put into the core oven where it is baked until it is hard or firm. The whole detail of making cores is so different from that of moulding, that core making is a distinct trade, a trade, however, that is generally considered a stepping stone to that of moulding. Boys usually begin to serve their time in the core shops. Melting. The subject of melting the metal which is to be poured into molds is one of the most important considerations in the foundry. It is also one which has received much attention in the iron foundry in the last few years in an endeavor to get away from the old rule-of-thumb methods and to arrive at something near precission in resulting metal that is already attained in the brass shops or the steel foundry. The heat for all melting is obtained from practically the same two chemical elements namely, carbon and oxygen, carbon com- ing from the fuel, be it coal, coke, oil, or gas; and oxygen coming from the air of the blast. The design of the furnace, the kind of fuel used, and the applica- tion of the blast, vary in accordance with the peculiar properties of the different metals and the degree of heat required to melt them. Both anthracite coal and coke are used in the cupola. Coal will carry a heavier load than coke, but it requires greater blast pressure and will not melt the load as rapidly as coke will. For foundry use, this should be what is known as seventy-three-hour coke, and as free as possible from dust and cinders. It is made up of a sponge-like "coke" structure which is almost pure fixed carbon and an open "cellular" structure which makes it especially valuable as a furnace fuel, because it is so readily penetrated by the blast. Foundry iron is melted in direct contact with the fuel in a cupola furnace. The name was derived from the resemblance of the furnace to the cupola formerly very common on the top of dwelling houses. The cupola consists of a circular shell of boiler plate lined with 52 INDIANAPOLIS VOCATIONAL SURVEY a double thickness of firebrick, and resting on a square bedplate with a central opening the size of the inside of the lining. This bottom is supported some three and one-half feet above a solidf ound- ation on four cast-iron legs. The bottom opening may be closed by cast-iron doors, which swing up into position and are held by an upright iron bar placed centrally under them. These doors, protected by a sandbed, support the iron which has been melted. The legs curve outward and the doors are hinged as far back as possible to protect them as much as can be from the heat of this "drop." Several feet above the bottom there is a door in the side of the stack, through which the stock is charged into the furnace. At one side, level with the bottom, is the breast opening through which the fire is lighted and in which the tap-hole is formed for drawing off the melted metal. The spout, protected by a fire- sand mixture, projects in front of the breast and guides the metal into the ladles. Oblong openings, called tuyeres, are placed about twelve inches above the bed, and connect with an air-tight wind- box which surrounds the outside of the stack near the base. The tuyeres direct the blast into the fuel, increasing the heat sufficiently to melt the charge. Opposite each tuyere is an air- tight sliding gate with a peephole. This allows the melter to look directly into the furnace. In the larger cupolas a second set of tuyeres is arranged about ten incles above the main ones. They are used when long heats are run off to make up for loss of wind when the main tuyeres' are partially cholced by slag. On cupolas over thirty-six incles in diameter a slag-hole is provided. This is similar to the tap-hole and is placed opposite the spout and about two inches lower than the main tuyeres. In lining the stack, the layer next the shell is usually made of boiler-arch brick about the size of regular firebrick. These are set on end, and should be fitted as tightly together as possible, and laid in a thin fire cement, made of very refractory fireclay and fine, sharp silica sand. The object is to fill every crevice with a highly refractory material. Specially made curved firebrick can be purchased for the inside lining, although some foundrymen use the hard brick for this lining as well. The lining burns out most quickly about twenty-two inches above the tuyeres at the melting zone. The angle shelves riveted to the shell allow this section of the lining to be renewed without disturbing the rest of the stack. The height of the tuyeres above the bed varies with the class of work to be poured. Where the metal is tapped and kept run- FINDINGS AS TO INDUSTRIES 53 ning continuously and is taken away by hand ladles, as in stove- plate work, the tuyeres are only eight or ten inches above the bed ; while in shops where several tons of metal may be required to fill one mold, the tuyeres are as much as eighteen inches above the bed. The height of the spout above the moulding floor also varies in the same way; for hand-ladle work it may be but eighteen inches from the floor, while a height of five or six feet may be required to serve the largest crane ladles. Blast for the cupola is furnished either by a fan blower or a pressure blower. The cupola should have blast-gauge attached to the windbox to measure the pressure of air which enters the tuyeres. Operating the cupola. The following routine must be pursued each time a heat is run off in the cupola. Clear away dump from former heat. Chip out the inside of furnace with special hand-pick, removing the lumps of slag which collect about the lower part of the cupola walls, especially above the tuyeres. Where the slag coating is comparatively smooth, it is not touched, as that is the best coating possible for the lining. Daub up with a mixture of fire sand held together with about one-fourth fire clay, and wet with clay wash to a consistency of thick mortar. Smear the surface to be repaired with clay wash; then, using the hands, plaster the daubing mixture into the broken spots in the lining, being careful to rub it in well, especially about the tuyeres. Swing up bottom doors and support by prop. Build bottom first, cover doors with a one-inch layer of gang- way sand or fine cinders; then ram in burnt sand tempered about .the same as for molds. This must be rammed evenly all over the bottom, making it especially firm around the edges. Build the bottom higher at sides and back so that metal will flow toward spout. The cupola bottom should be able to vent so that it will dry out quickly, and not cause the metal to "boil" before the furnace is tapped. It should be strong enough to hold its surface during the heat, but break and drop at once when the bottom doors are dropped. Too much pitch causes excess of pressure on the bott, making trouble in botting up; with too little pitch, the metal will not drain well, causing a tendency to chill at the tap-hole. A little daubing mixture should be worked into the sand bottom, just inside the tap-hole, to prevent breaking at this point when the tapping bar is forced through. 54 INDIANAPOLIS VOCATIONAL SURVEY Lay the fire with shavings, just inside the breast, then with fine kindling, then with enough large kindling to make sure of light- ing a layer of coke sufficient to form the bed. When the gases from the lower part of the bed burn up through, showing that the fuel is well-lighted level up the bed with additional coke, and put on the first charge of iron. Follow this with alternate charges of fuel and iron to the level of the charging door. Form tap-hole lay a bar of round iron in the spout, projecting in through the breast opening; fill in breast around bar with" a strong, loamy moulding sand rammed hard. Recess this in well to leave actual tap-hole as short as possible. Put on blast when ready for the metal, and leave tap-hole open. Bott up when the metal begins to run freely. Tap when sufficient metal has collected to supply first ladles. When all the iron has been melted, drop the bottom by pull- ing away the bar that supports the bottom doors, throw water on the dump, by bucket or hose, to deaden the heat, and leave it to cool. Pouring. As the metal flows from the spout of a cupola it is caught in the ladles of which there are three main types. A hand ladle is a small cast-iron or pressed-steel shell, lined with fireclay and equipped with a one-man shank. Bull ladles are made of pressed steel, lined with fireclay and equipped with a two-man shank. The larger crane ladles are made in like manner but are carried about the foundry by means of a crane. The metal is carried to the molds in these ladles. Before pouring, the slag which floats on top of the metal should be pushed away from the mouth of the ladle by a skimming rod. The metal is now ready to be poured into the mold and much skilll is re- quired. The moulder must know the character of the work and judge whether it must be poured fast or slow. Care should also be exercised to keep the stream steady from start to finish. Analysis of Occupations. The superintendent is responsible for the operation of the foundry as a whole. He should be well educated, have the respect of his men, and also have their interest at heart. He hires the men and oversees the purchase of materials and supplies, having under him clerks and assistants who look after the details of his work. Some of the things to which he gives his personal attention (the receipt of the more important patterns, their cost of produc- FINDINGS AS TO INDUSTRIES 55 tion, how they shall be moulded, on what floor they shall be poured and what mixture shall be used) he does in consultation with his foreman. The foreman or his assistants must be in the shop a sufficient time before work begins each day to see that each moulder has work laid out for him, and must keep the men supplied with work throughout the day. He estimates the amount of the charge for the day and directs the cupola man as to mixtures. He must be alert and able to suggest to the moulders ways or means of im- proving their .work, by the saving of time, labor and material. He should have at least a grade-school education, supplemented with theory and practical knowledge concerning the foundry and the materials used. He must have the respect of his men, proper authority and control over them, be interested in their welfare and make the shop conditions as agreeable as possible. The foremen of the core and cleaning rooms are, in most cases, under the direction of the general foreman, and their work is planned to co-operate with the work of the moulders. They have direct charge over their respective departments, regulating the men and their output. It is also the duty of the foreman in each department to plan the work and give instruction to the apprentices. The cupola tenders and their helpers keep the cupola, ladles and other cupola equipment in good repair, weigh out the charge and manage the cupola during the pouring of the metal. In brass foundries the furnace tenders and their helpers do about the same work as that done by the cupola tenders and their helpers in the iron foundries. The cupola tender may be classed as a skilled workman, for his work involves a knowledge of fireclay, of the melting power of coke, of ladle lining, of cupola lining and of re- pairing. The moulder bench, floor and machine should give his entire time to making up molds. On floor and machine work he is usually given a helper who carries flasks, cores, chaplets, etc., and does the heavier work of handling the sand. When the molds are poured and his flasks stripped off the moulder's work is done. The moulders and helpers should be strong, healthy, able- bodied men who can stand the heat and dirt. They do not need much education but must be ingenious and nimble. Most of the floor moulders are skilled workmen who have spent several years in learning their trade. The bench and machine moulders 56 INDIANAPOLIS VOCATIONAL SURVEY are mostly semi-skilled workmen who turn out the same piece of work day after day and acquire some skill through repetition. The cranemen operate the cranes which are usually electrically equipped. The crane (a time and labor-saving device) is used in lifting and hauling the larger flasks, molds, castings, ladles, etc., about the foundry. The cranemen do not require much training and their work can not be classed as skilled labor. The flask carpenters build new flasks and rebuild the burnt flasks. They are also required to alter the flasks so as to accommo- date special jobs. This work does not require any .education and the manipulation is limited to the handling of a saw, hammer, square and rule. The core maker's work deals with the construction of separate shapes in sand, which form in the castings cavities or pockets that can not be produced by the regular moulding sand. The core maker is a skilled workman and it requires several years to become an all-around core maker. The requirements of the core makers and their helpers are practically the same as the moulders. The sand blast operator cleans castings by means of a sand- blast outfit which consists of a sand drum, air compressor, hose and nozzle. The sand under air pressure is forced or directed over the castings. This work does not require any skill and a common laborer can do it. The objection to it is that it is a very dirty job. The chippers, grinders and tumbling-mill men receive the castings as they are taken from the molds and clean them up by removing the sprues, runners, sand, etc., or in other words they prepare the castings for the market. These workmen are unskill- ed and their work does not require any education, but they should be strong, healthy individuals who do not mind hard and dirty work. The helpers and laborers are the handy men around the foundry assisting wherever necessary in shifting flasks, cutting and clean- ing the floor and helping to pour the metal. This work is usually done by negroes. The only requirements are that the worker be strong and active and not afraid to do hard, hot and dirty work. IV. SHEET METAL INDUSTRY. Sheet-metal working is one of the important local industries, not only on account of the number of men employed, but also because it is intimately essential to other industries. FINDINGS AS TO INDUSTRIES 57 The old-time tinner who merely put on gutters and down spouts, and did a little soldering work by way of repairing tin vessels, has been superseded .by the professional sheet-metal worker. The new trade-name covers a larger scope of work than the old. To day sheet-metal work is complicated and scientific, and offers the skilled workmen as great possibilities as any other of the community recognized trades. The extent of the sheet- metal worker's field of activities may be indicated by quoting his own claims to juridsiction. The workers in this industry claim jurisdiction over the following work. All metal roofing; the manufacturing, erection, and finishing of metal cornices, metal skylights, metal furniture, metal lockers, hollow metal doors and trim, metal sash and frames, and metal ceilings and sidings (both exterior and interior); all sheet-metal work in connection with range work, metal jobbing; assortment work; coppersmithing; all floor domes for concrete floor construction; and in general, the working of all sheet metal of ten gauge and lighter (a gauge which does not apply to copper- smiths, who have jurisdiction over copper of any and all gauges). In addition to this work, and by agreement with other trades, such as the bridge and structural iron workers, and the painters, the sheet-metal worker is alloted the following work: "The setting of all brackets with majority made of lighter than one and one-quarter-inch angle; channel or T-iron, and all band iron brackets, lighter than one-quarter inch thick, including stiffner for cornice." It is further provided as follows: "Pent houses, skylights, lightwells, and courts, when sided with corrugated sheets and attached to iron frame and let to sheet-metal con- tractors, shall be erected by sheet-metal workers. This also includes skylight glass setting. All sheet metal when attached to wood frames belong to the sheet-metal worker." The working materials are suggested in the above paragraph, but a few words might be added in explaining the term "sheet metals. " This term includes all sheet metals such as sheet iron, brass, copper, aluminum, zinc, tin, galvanized iron, and all alloys that may be rolled into sheets of ten gauge or under. There are in Indianapolis over two hundred establishments that do sheet-metal work. Exclusive of the owners and office forces, these establishments give employment to approximately 1,800 people, who may be classified as journeyman sheet-metal workers, apprentices, semi-skilled workers in sheet metal, and helpers. In general, the work done in ttie Indianapolis shops may be 58 classified as inside jobbing and assortment work, outside jobbing, furnace work, and automobile sheet-metal work, individual shops specializing along one or more of these lines. Inside jobbing and assortment work. This work includes the making and reparing of tin vessels, miners' candles, cups and lunch buckets, fishing buckets, wash boilers, stove pipes, elbows and sheet-iron stoves and ranges, steam tables, back bars, boilers, metal cabinets, coverings for machines, table covers, tanks of all sorts, musical instruments, metal office furniture, kitchen and school furniture, etc. Outside jobbing. This includes the making, erecting and repairing of cornice work, roofing, guttering, downspouting, metal ceilings and walls, skylights, metal window frames, building trim, marque work, etc. Furnace work includes the installation and repairing of fur- naces and the necessary piping, the solution of heating and ven- tilating problems, and exhaust and blowpipe work. Automobile sheet-metal work. Another division that must be taken into consideration is the automobile sheet-metal work, which includes the making of auto bodies, fenders, running boards, hoods, reflectors, radiator shells, radiators, tanks, tool boxes, oil pan cover caps, cowls, lamps, dust shields, tire carriers, fans and horns. Slack season. A part of the work of the sheet-metal industry depends upon building and construction work. Since this latter work is limited to the warmer months, the sheet-metal trades have a slack season during the winter. The inside work, how- ever, is constant throughout the year. A shortage of skilled mechanics is found in this trade as in other skilled trades. The journeymen sheet-metal workers are the skilled. men who have served their time and are capable of doing all classes or kinds of work. Out of the approximately 1,800 people employed, only about 265 are classified as journeymen. The union wage scale, or a higher scale, is paid in most of the shops, the minimum rate paid being 55 cents per hour for an eight hour day, and forty-four-hour week, with time and a half overtime, and double time for Sundays and holidays. The maximum rate runs as high as 80 cents per hour. The "workers in sheet metal" are men who have mastered a few operations or machines and do special work. They make up the bulk of the workers in the sheet-metal industry and are classified as semi-skilled workers. These men who do not gener- FINDINGS AS TO INDUSTRIES 59 ally become skilled journeymen, are found for the most part in shops or factories that manufacture special lines of product, such as auto bodies, fenders, hoods, metal cabinets, and metal furniture. They are paid by the piece. The helper is a common laborer or handy man, who has acquired little knowledge of the work, and receives 20 to 25 cents per hour for his services. Apprentices. Most of the local shops have apprentices. The union allows one apprentice for every three journeymen. The age of the apprentice ranges from sixteen to twenty years. He is not bound to the employer in any way, nor is the shop obligated to train him along any set course. Whatever knowl- edge he gains, he gets because he is keen and alert enough to pick it up. When he starts in as a helper, he notifies his employer that he intends to become an apprentice. After two-years ser- vice as a helper he is given an apprentice's card, receiving credit for his time as a helper, his pay depending upon the arrangement he has made with his employer. During the third and fourth years, his pay is a definite amount, being in the third year one- half the pay of a journeyman, and in the fourth, two-thirds the pay of a journeyman. Women. Five women were found in one shop that does assortment work. They solder seams and attachments on small tin vessels. Apparently the women like this work, as the plant has a large waiting list for these jobs. The women work ten hours a day and five hours on Saturday. The beginning wage is $6 per week with a maximum of $12 per week, depending upon the ability of the worker and length of employment. Requirements. The trade does not demand any peculiar or particular physical qualities, and any able-bodied active man is physically fit for the trade. He should also be mechanically inclined, have imaginative and inventive ability, and be a careful and accurate worker. Success also demands a knowledge of mechanical drawing, blueprint reading, shop mathematics, pattern cutting, and a knowledge of tools and materials. The sheet-metal worker must be a skillful mechanic and have a good education. Recommendations. Since an education is essential to success, the public schools should make such available for the worker. Indianapolis is the only city of its size in the United States that does not have a course of sheet-metal work in its school curriculum. There is needed a course in elementary mechanical drawing for 60 INDIANAPOLIS VOCATIONAL SURVEY apprentices; one in sheet-metal drawing for journeymen; lectureb for all interested in sheet metal; instruction as to the physical and chemical properties of various metals; and a course in math- ematics as applied to problems of this trade. The equipment necessary to establish a course in sheet-metal work for a class of twenty students is approximately : 4 full sets of hand and bench tools $140.00 1 No. 4 O. K. 8 ft. steel brake, 18 guage. . 110.00 1 No. 179 A squaring sheat, 20 gauge .... 53.00 1 No. 253 slitting shear, 3-32 and lighter.. 12.00 1 No. 28 circular shear, 20 gauge 42 . 50 1 No. 63 bar folder, 22 gauge 42 . 50 1 No. 1 folding machine, 22 gauge 14.75 1 No. 372 forming machine 25 . 50 1 No. 110 grooving machine, 22 gauge. ... 21.25 1 No. 541 turning machine, 22 gauge 12.75 1 No. 525 wiring machine, 22 gauge 14.75 1 No. 575 burring machine, 2 gauge 11 .25 1 No. 586 beading and crimping machine 20gauge 14.75 1 No. 910 hollow mandrel 5.80 1 No. 961 solid mandrel 5.30 1 No. 941 harchet stake 5 . 30 1 No. 936 square stake 4 . 75 1 No. 561 setting down machine 3.70 1 No. 697 shear and punch 15.75 Total 555.60 V. THE WOODWORKING INDUSTRY. Importance of the industry. The following table gives the number of employees in the woodworking industries as returned at the census' of 1904 and 1909, and the number classified by the Survey. It will be understood that the census figures are not entirely comparable with those of the Survey, but the table indicates the woodworking industries constitute an important group of industries in the city. FINDINGS AS TO INDUSTRIES 61 Employees in Woodworking Industries. WOODWORKING INDUSTRIES Number of employees. Census 1904 Census 1909 Survey 1916 Total 4,012 76 1,629 1 ; 303 21 983 3,594 40 1,635 920 21 978 3,980 40 1,485 675 170 422 193 30 35 70 330 65 200 225 40 Cooperage and wooden goods Furniture and refrigerators . Carriages and wagons .... Wooden patternmakers Lumber yard and timber products Auto factories Caskets Trucks and money drawers . Flooring Boxes ... Bent wood Car repairing Veneers Excelsior It is not necessary in this study to analyze in detail the forty or fifty occupations of the woodworking industry, since this has been done in the Evansville Survey. Of the 105 woodworking plants in Indianapolis, sixty-five were visited in making the Survey. Of the 105, eleven are lumber yards where the different kinds of lumber used in the building trades are handled and sold. There are three car repair shops, the remaining ninety-one plants are devoted entirely to the production of articles made of wood, and in some instances are departments in other industries for the production of the wood parts of their output, such as handles for saws, or frames for autos. Products. The chief products of these establishments are lumber; household, office and store furniture; household utilities; caskets; trucks and money drawers; auto tops, bodies, and frames; hardwood flooring; boxes; bent wood products; wagons; cooper- age; mouldings; veneers; handles; excelsior; and patterns. There is but one factory for the production of lumber from the log. 62 INDIANAPOLIS VOCATIONAL SURVEY This factory makes hardwood lumber; mahogany, oak, walnut, and Circassian walnut, for decorative purposes, but its chief product is veneer. The care and drying of lumber, and the preparation of stock are the basic operations in the manufacture of wood products, except in the production of excelsior, cooperage products, and veneers. The operations, machines used, and the requirements of the operators in the general woodworking industries have been fully treated in the Report of the Evansville Survey. General occupational characteristics. The workers in these industries may be divided into three general classes, i. e., machine operators, assemblers, and finishers. Those in the first class cut and mill stock to size and shape, bore holes, cut mortises and tenons, and sand and prepare parts for assembling. They are not required to handle very heavy material and average strength and health are adequate physical requirements. There is little danger of injury in working with the machines, and this is constantly lessening with the installation of guards and safety devices. The wages average about 27^ cents per hour in the furniture factories, and 32}/ cents per hour in planing mills and miscellaneous factories. In the second class are the assemblers, who are commonly referred to as "bench hands" or "cabinetmakers." These men are nearly all above middle age, and have a specific knowledge of woodworking machines and their operation, acquired through years of experience. They do work which may require little physical exertion, but which does generally require skill and accuracy. The worker uses many hand tools and his manipula- tive skill largely determines his rating as a worker. A general knowledge of the details of construction of the product of his factory is necessary, and he must be able to read drawings. He gets the training which makes him a bench man rather than a machine operator through experience and through native intel- ligence and personal initiative, since no apprenticeship system for such workers exists in the shops. Finishers, who constitute the third class, include upholsterers, trimmers, upfitters, and finishers in the generally accepted sense of the word. The work is light, requiring speed rather than strength. Modern methods tend to eliminate the unhealthful conditions of this work. In all branches of finishing work, manipu- lative skill is the dominating factory, whether it be upholstering, FINDINGS AS TO INDUSTRIES 63 upfitting, varnishing or rubbing. This is acquired, however, in a few weeks on the job under the coaching of the foreman, Young men and boys about eighteen years of age do quite as well as older men. The workers in this class are employed largely in the furniture factories, and in cabinet-making. In no branch of the woodworking industry in Indianapolis is there any apprenticeship system, except in one large factory in patternmaking. The workers are selected according to their apparent worth, and stated qualifications, and are first tried out. They advance as they indicate ability, and move about from shop to shop, gaining experience, and finally settle down as machine operators or bench men in either auto factories or planing mills. Bench men can be readily trained out of machine operators through part-time courses in the fundamentals of cabinet-making, in certain branches of mathematics, and in the making and read- ing of drawings. In some shops, a few branch men are taking correspondence school courses in drawing because of its value in their work. Bench men who fill requirements in drawing may broaden their knowledge by lecture courses in design, de- tails of construction and finish.. The machine operator makes a mistake in confining himself to the operation of one or two machines. The same physical and mental qualifications fit one to operate practically all wood- working machines, and a thorough lecture course and some shop practice would train him for general machine operation. If a part-time system of instruction could be organized in co-operation with the factories, the industry would be supplied with more progressive, younger, and better trained men than it is now employing. This would raise the standard of workmanship, and would provide a basis for the selection of foremen, super- intendents, and designers, and men for various lines of skilled work. In some shops, the employer requires of all men employed that they shall be able to interpret drawings, and in one of the larger factories night classes in drawing are conducted. Casket making. In the local branch of this industry about thirty men and women are engaged. The factory has its own stock of lumber and drying kiln. (For occupational analyses, see Report of the Evansville Survey.) Car repairing. There are no factories in Indianapolis for the manufacture of cars, but there are shops in which cars are re- paired. The qualifications of workers are similar to those of 64 INDIANAPOLIS VOCATIONAL SURVEY carpenters and the workers are often referred to as car carpenters. A competent carpenter needs very little coaching to become a car carpenter. There are about 200 of these workers and the average wage is 32 cents per hour. Box making. The box factories make various kinds of wood boxes, nailed, dovetailed, and wire-bound boxes being the prin- cipal products. The industry employs about 330 workers. Their rate of wage in the mill department where the stock is resawn and cut is 30 cents per hour. In the assembling departments, where the boxes are nailed by machines or glued together, the operators work on the piecework plan, and at this work, the men earn from $16.00 to $18.00 per week. Trucks and money drawers. There is one factory devoted to the production of factory trucks and money drawers, with thirty- five employees. The process of getting out the stock by the use of general woodworking machines is the first operation. The assembling process is done by semi-skilled workmen and requires only knowledge of how to bolt and nail trucks together, and glue up the parts to make an assembled money drawer. These parts come through in standard sizes. Aside from the mill end of the factory, there is nothing in the occupation to interest a skilled workman, the men being of the type who know nothing about operating machines, and need know nothing. Their rate of wages ranges from 17^ cents to 27^2 cents per hour. The machine operators average 30 cents per hour. Flooring. In manufacture of hardwood and parquetry floors, the machines used are planers and cut-off, and rip saws. The cutting must be done accurately, but this is taken care of by the set of the machines. The stock is put through the dry kiln, planed, and sawed to definite thickness and width. It is then separated into the different grades which the factory is producing. This grading process requires a knowledge of the points which determine the grade. The graded stock is tied in bundles, and goes into the stock room. In the department where the fancy flooring is built up, the same men often get out the stock and make up the flooring. A limited amount of skill is required to fit the pieces together nicely, and to mount them with glue on a backing. Selection of woods with some thought of color and grain is involved. No particular qualifications can be specified for a worker in a flooring factory. The men are trained as needed. A very little coaching makes them proficient. There are three factories FINDINGS AS TO INDUSTRIES 65 employing about seventy workers. The wages average 25c per hour for machine operators, and for the men who do fancy flooring work 30c per hour. Pattern-making. Four shops devote their efforts entirely to the production of patterns for the jobbing trade, and a number of pattern shops are located within factories where castings are made as a part of the factory's manufactured product. The patternmaker's trade is one which demands a knowledge of foundry and machine shop practice, and ability to read compli- cated blueprints. It involves the use of mathematics, geometry, and some knowledge of finishing wood. The trade is learned through the apprenticeship system, and in the case of one factory where about twenty-eight men are employed as patternmakers, systematic training is given. The usual apprenticeship require- ment is five years' service in pattern shops. Approximately 170 patternmakers are employed in the woodworking plants. In planning a pattern the workman must consider the number of parts in a mold necessary to produce the casting, the character of the cores, if any, the shrinkage of the metal, the proper method of anchoring cores, and the probable number of times the pattern will be used. He must know also in what manner, or by what machines in the machine shop, the finished surfaces on the casting will be milled or bored, and how to make all allowances in the pattern so that the rough casting will produce the finished article of which he has the blueprint. He works in wood, generally sugar pine, cherry or mahogany, and uses the tools of the cabinetmaker, in addition to special gouges, routers and wood rasps, he may be able to do wood turning. He has at his disposal, also, a band saw, small jointer, planer, wood trimmer, and drill press. The rate of wage in this branch of work is 55c per hour for journeymen patternmakers, and for apprentice 8c per hour in the first quarter, 12c in the second, 16c in the third, 20c in the fourth, and thereafter a rate varying according to individual efficiency. Excelsior. But one factory is engaged in the manufacture of excelsior. This factory employs about forty men. Little skill is required except on the part of men operating and setting up machines. In the case of these men, the requisite skill is acquired through coaching and practice. The majority of the men employed are colored. Of the different types of machines used for the making of 66475 66 INDIANAPOLIS VOCATIONAL SURVEY excelsior, the vertical type, the cutters travel up and down, making about 250 strokes per minute, while in the horizontal types they travel horizontally, the excelsior dropping beneath the cutters. The wood is scored by a series of blades similar to the end of knife blades, and a cut is then taken by a blade similar to a plane blade, set in the same block immediately back of the scoring. The block of wood bass, white, cotton, or some other soft wood is held in position vertically, in case of vertical type, by two corrugated rollers, one on each end, and the tension is applied by a strong spring. These corrugated rollers, by a gear device from the shaft above, feed the wood up to the thick- ness of a cut after each stroke of the blade. The excelsior drops down on a belt conveyor, and is carried to the press where it is baled. A row of about fifteen cutters is operated from one shaft in a gang. The operators readjust the blocks of wood in the grips to get the best results. They do piecework, receiving so much per truck load of the stock, which resembles ordinary stovewood in size. The blade sharpeners and adjusters care for and set up the machines. The operators and grinders earn from $18 to $20 per week. The common laborers are paid 20c per hour. Bent wood. There are very few workers in Indianapolis in this branch of the woodworking industry. But one factory is devoted entirely to the production of bent-wood products. Some bent-wood work is done in two other factories in connection with the manufacture of the product, but the number of workers actually operating the bending or forming devices constitutes a very small percentage of the total number of employees in these factories. The first step is getting out the stock from the rough. This involves the usual planing mill processes of cutting and planing stock. It is then put in the steaming vats where it remains until soaked through, after which it is taken to the bending devices and forced into the desired shapes. A number of different de- vices are used, depending upon the size of stock and shape to be produced. Sometimes much pressure is required to force the stock into shape. In all cases the wood is held firmly in shape while being baked dry, forms and jigs of different types being used for this purpose. After the wood is thoroughly baked it is removed from the forms which hold it, and it goes to the sanders, where it is finished to size. The product is then ready for crating, as no finishing is FINDINGS AS TO INDUSTRIES 67 done at the bending plant. Hickory, ash, and sometimes walnut are the woods commonly used as stock. The product is wagon and buggy shafts, bows for buggy tops, and braces for shafts. The qualifications for efficiency are those specified for machine operators in planing mills, and a knowledge of texture and grain of wood on the part of the men sawing and actually bending the wood into shape. The men earn about $18.00 per week. New men are trained in a few days by the usual process of foremen coaching. There are approximately sixty-five men in the city working at this trade. Auto construction. In the automobile industry some 200 woodworkers are employed. Their work is not materially different from that of the general mill and bench hand. The same kind of machines are used in the planing mill department, and bench men do the assembling under a piece- wage system. A man with little general knowledge of the woodworking trades can, through a high degree of manipulative skill, earn $6 or $7 per day hanging auto doors, and building up body frames. The real cutting .and shaping work has been done in the machine department, and comparatively little knowledge of general woodworking processes is required. The work is highly specialized, and in many cases the men have not had the usual trade training. They come from factories where woodworking is done under a lower wage scale, and especially from the furniture factories, where the bench work is similar to that involved in auto construction. This accounts to a degree for the scarcity of good woodworkers in the furniture factories. The number of high-class woodworkers available is not equal to the demand, and, because the auto manufacturers pay higher wages, they continue to get the good men from the other industries. The wages paid the machine operators and yard men average 35c and 20c respectively. There is no fixed apprentice system, but the employers try to hold good men by promotion. Veneers. There are six factories located in Indianapolis which make veneers by the different processes of slicing and saw- ing. About 225 men, chiefly unskilled workers are employed in this branch of the woodworking industry. The stock to. be cut into veneer is prepared by soaking in steaming hot water until it is saturated. This prevents the splitting and cracking of the veneer in handling, and greatly facilitates the action of the blades and saws in cutting. The operators of the machines both the rotary and the vertically 68 INDIANAPOLIS VOCATIONAL SURVEY operated carriage type of machine have two helpers, who assist in getting stock into the machine, in making all adjustments, and in removing the remnant of stock after all the veneer which can be got out of it has been cut. The stock is usually handled in the form of short logs, halved logs, butts of trees, or heavy planks. A power hoist and trolley system is used to convey them from the vats to the machine. The helpers also take the sheets of veneer from the machines as cut, and stack them ready to go to the dryer. Drying involves the use of a large drying oven or room, which is heated by steam coils, from which the air is expelled by fans in order to carry off the excess moisture. The veneer is fed through the oven at one end, one sheet at a time, and is dry a few minutes later when it reaches the other end. The oven is fed and emptied by helpers and is kept at the proper temperature by an operator who also assists in the feeding of the machine. After samples have been taken from each side, and from the center of the log, the veneer is taken to the stockroom and stacked and numbered. In t,he cases of sliced veneer, which process is used in the production of figured and decorative veneer, the stock in the stockroom conforms exactly to the original block from which it was cut, the veneer having been handled in such a way that each sheet lies face to face with the sheet cut next to it. So carefully is the cutting and handling done that, stacked in the storeroom, the veneer makes up into perfect logs. Veneer is sold by the square foot in logs. It is usually cut about one twenty-eighth inch thick, except when a rare figure is found in the stock, Then it is cut one-thirtieth or one thirty- second inch thick, to get a greater number of sheets of figured material. Only the machine operators and saw and blade grinders, who constitute but a small percentage of the total number of employees, are skilled men. Most of the employees are common laborers, or young men working as off-bearers. In grading veneer, some knowledge of the qualities of veneer is necessary but manipulative skill is the chief requisite. The men come and go, as laborers or unskilled workers, and are paid about 22c per hour. The operators on the cutting machine average 32^c per hour. Cooperage. In Indianapolis there are four factories making barrels, firkins, kegs, or some form of cooperage products. One of these is in connection with a packing house, where the most FINDINGS AS TO INDUSTRIES 69 modern machines for the purpose have been installed. In three factories where only barrels and kegs are made, the hand process is used, one factory having exclusive right in this territory to a heading machine. About forty men are employed in this line of work. Wages average 35c per hour. Some manipulative skill is required, but any ordinary workman can acquire this skill in the course of a few days. In making barrels, four distinct processes are followed and as many machines are used, with one man at each machine. The machines are set close together, so that handling barrels by others than the operators is unnecessary. The first process is called "raising" the barrel. There is an iron hoop of the proper size supported from the floor, inside which the staves are stood in barrel form. A temporary iron hoop is placed around the staves to hold them in the position into which they have been drawn at top and bottom by a cable circling the staves and running around a windlass or drum. The cable is released when the iron hoops have been made fast by their pressure, and the barrel is then set in the heater over a coke-blast fire, which bakes the staves in the bent position. The barrel stays in the oven as long as it takes to raise another barrel, which process requires only forty seconds. It is taken from the oven, and permanent wire hoops take the place of the iron bands, which are then removed. The machine for placing the wire hoops is constructed on the principle of an arbor press, with two curved members to engage and force the hoops down. After the hoops are in place, the barrel is put in the "crozier, " a machine which revolves the barrel, as in a lathe, evens up both ends, and at the same time cuts the rabbit around on the inside, where the head is to fit. The heading operation is the last step in the process, and is done by a machine which picks up, by suction, a complete head in pieces and holds it in place while the wire and wooden hoops are forced down over the end of the barrel. A separate operation is necessary for each end of the barrel. The stock comes to the factory cut and tied in bundles, no cutting being done excepting to cut the rabbit where the head fits the barrels. 70 INDIANAPOLIS VOCATIONAL SURVEY VI. TELEPHONE INDUSTRY. Importance of the industry. Indianapolis and Marion County are provided with telephone service by two companies, the Cen- tral Union Telephone Company, one of the Bell enterprises, and the Indianapolis Telephone Company, sometimes known as the Independent. Both of these companies furnish local and toll service, the latter being confined to company toll lines within a radius of about 100 miles. For traffic beyond this distance the lines of the American Telephone and Telegraph Company are used, as this is considered long-distance business. These companies serve 64,000 local subscribers who make 455,000 local calls daily. In addition, they handle 12,000 out- going, incoming, and through toll and long distance calls. To care for this traffic, these companies maintain twenty city and suburban exchanges with three long-distance boards. In Indian- apolis and Marion County are 28,000 miles in underground cables. The underground plants require 400 miles of cable duct placed in fifty-four miles of subway. It is through their traffic departments that the telephone companies come most directly in contact with the public, and they have in their employ between 900 and 1,000 girls for handling local and long-distance calls. Occupations. The industry is characterized by rapid growth as regards number of workers employed and amount of equipment. The workers found by the Survey are classified in Table 1, accord- ing to department and occupation, and for each occupational group, the rate of wages and the age of workers is indicated, and the average time required to learn the occupation. FINDINGS AS TO INDUSTRIES 71 Table 1 Number, Rate of Wages and Age of Telephone Employees Classified by Occupation, and Average Time Required to Learn Occupation. OCCUPATION Employees in telephone industry No. Rate of wages Age Aver- age time to learn Total 2,022 1 492 Operators, total Chief operators 12 75 518 206 55 4 86 28 508 279 36 123 120 78 24 28 26 79 26 25 24 4 79 22 44 3 10 15 $50-90 mo. $9-13. 50 wk. $5-9.50 wk. $5-9.50 wk. $5-12 wk. $10-12 wk. 30-45 23-40 16-35 16-35 16-30 20-30 3yrs. lyr. 5 wks. 2 mos. 6 mos. lyr. Supervisor "A" operator "B" operator Auxiliary operator Observer Toll operator Pay station attendants $5-8.00 wk. No scale. 18-25 16-25 8 wks. 6 mos. P. B. X. operators Line department, total Construction or line foreman. Lineman $3. 50-4 da. $2.25-3 da. $2.00 da. 28-40 20-40 18-45 4 yrs. 2yrs. 1 mo. Groundman Cable department, total Cableman $3.25-4da. $2.00 da. $2-2.50 da. 30-40 18-35 22-38 3 yrs. 6 mos. 2 mos. Cable helpers Supply man Installation department, total. . . . Equipment installer $25-100 mo. $50-100 mo. $45-55 mo. $75.00 mo. 15-35 22-35 22-40 30-45 2 yrs. 5 yrs. 2 mos. 3 yrs. Wire chief or inspector Installer Installer, P. B. X Switchboard men, total Switchboard repairman. $55-80 mo. $25-75 mo. $65-90 mo. $40-55 mo. $50-85 mo. 18-35 18-38 25-35 17-25 18-35 3 yrs. 3 yrs. lyr. 1 mo. 3 mo. Outside repairman Cut-over wire chief . . Frame man Cable record chiefs 72 INDIANAPOLIS VOCATIONAL SURVEY A complex organization has developed as essential for the conduct of the telephone industry, and the degree of special- ization characterizing the employments of the industry will be evident in the following descriptive account of occupations and processes. To the layman the telephone organization seems to consist chiefly in the operating force known to him as "central," and he may not realize how may employees, other than operators, are necessary for the maintenance of the service. It will be apparent from the following account, however, that the telephone organi- zation in Indianapolis, as elsewhere, offers many lines of employ- ment for which a much higher rate of wage is available than is paid in the traffic department. Operators. The operators who handle local and long-distance calls are classified as local, toll, and auxiliary operators. These classes are in turn sub-divided as follows: Local Toll Auxiliary "A" operator Recording Number clerks Line Time operators "B" operator Through Monitors Ring down Etc. The operators begin work at a minimum age of sixteen years and are paid $5 to $9.50 per week, depending on the length of service. In some respects the demands on the girls are very exacting. They should have good hearing, a clear and pleasing voice, good eyesight, be free from throat troubles and at least five feet, four inches tall. For long-distance work they should have special ability in spelling names, and must be able to write rapidly and legibly. Girls who have unusual ability to remember numbers and names are given special work as number clerks, or multiple mark- ing operators, or fill other positions incidental to switchboard operating. Seventy per cent of the girls had had only a common school education, and about twenty-eight per cent of them have not even completed the eighth-grade work. " A " operator. The telephone operator acts as a "go between " for two telephone conversationalists. It is her duty to connect the calling party with a called party, and to make the disconnec- tion at the end of the conversation. The telephone switchboard has an arrangement of small electric lights mounted in front, each representing a telephone FINDINGS AS TO INDUSTRIES 73 line, and it is by the action of these lights and their attachments that the operator is guided. When a party removes his receiver to make a call, a small lamp, close to his "jack lights," lights up. This calls for a sequence of operations necessary to complete the call. The operator inserts one end of a cord, called the answering plug into the answering jack, putting her into communication with the calling telephone. She pulls back her talking key and asks "Number, please." When she learns the number desired, she puts the other end of the cord, or calling plug, into the "jack" bearing that number. In up-to-date exchanges, it is not necessary for the operator to ring the called subscriber, as this is done auto- matically. In order that the operator may know at all times whether either or both parties have finished their conversation, a set of lights known as supervisory lamps are connected with each plug in such a way that the corresponding lamp will light, as long as the receiver is not off the hook. If both supervisory lamps light, it is an indication that both parties have hung up and that disconnection can be made. This operator who handles calls originating and terminating within the exchange itself, is known as the "A" operator. "B" operator. In case a call is to be sent from one exchange to another as, for example, from Main to Woodruff, the call may be handled by two operators, since it is a physical impossibility to construct a switchboard of such size that one operator could reach more than eight to ten thousand multiple "jacks" from one position. The call comes to the "A" operator in the usual way. As soon as she hears the number on the Woodruff exchange list, she pushes a button which instantly puts her in talking connec- tion with a special operator called the "B" operator in the Wood- ruff exchange. The "B" operator assigns a trunk number into which the "A" operator places the calling end of her cord. The trunk is a special circuit connecting the two exchanges. The "B" operator then completes the connection by connecting her end of the assigned trunk with the called party's "jack. " The ringing is done automatically. This kind of a call is likewise supervised by small lamps connected with the cords in such a way that both operators know when a disconnection is to be made. The sole duty of the "B" operator is to assign trunks and to take down connections. No calls originate with her and she is entirely under the command of the other operator. This does 74 INDIANAPOLIS VOCATIONAL SURVEY not mean that better girls are assigned to this work, though it is more difficult and more exacting. Toll operators. In this department are found four classes of operators. The first type is called a "recording operator" who makes out the proper ticket and passes it on to the line operator. The recording operator's duties cease after she records the calling party's number and informs him that he will be called as soon as his party can be located. The "line operator" is concerned with the routine of locating the party at the distant point and calling back through the local "B" operator to connect the calling party at the proper time. In case of messenger service, appointments, or fees to be collected, the line operator passes the ticket to the distance oper- ator. For ordinary routine calls a single ticket is required, and then only to relay a call from a foreign office to a foreign office, and to disconnect the lines after the conversation. A number of "through operators" in different exchanges may be concerned with a single call requiring a devious routing. The last type of operators, called "ring down operators," devote their time to setting up local connections for parties called from a foreign office. Auxiliary operators. This operating force is made up of a number of miscellaneous operators whose individual duties are somewhat varied, as they handle certain calls and do some clerical work incidental to the company's business. The multiple mark- ing operators handle calls for parties whose telephones have been removed or who are on a vacation together with other irregular- ities which occur. Time and work-order girls handle requests for repairs, and change of location. Messengers are. girls too young for switchboard service, who act as messengers between the various departments of the company. Official P B X operators are those girls who handle the calls for the telephone company itself. Chief operators and supervisors. The work of all classes of operators in the various exchanges is in charge of chief operators and supervisors. The supervisors of experience and executive ability have direct supervision over a group of operators, while the chief operator is in charge of an entire exchange. Night and evening chief operators have duties somewhat similar to the day chief operators with a much reduced working force. Supervisors are paid $9 to $13.50 per week and chief operators $50 to $90 per month. These workers must know the demands FINDINGS AS TO INDUSTRIES 75 of business for good service, must have tact, initiative, patience and be able to handle all conditions and emergencies which arise. Pay station attendants. These girls are the only operators of the company who come in direct contact with the public, as they are in charge of the public pay stations in hotel lobbies and rail- way stations, where both local and toll calls are handled. This class of traffic comes so directly in contact with the exacting demands of the traveling public that only girls of special ability with a knowledge of toll operating are selected. The duties re- quire on the part of the operator tact, courtesy, business intelli- gence, poise, and ability to handle emergencies. The job is attractive to a great many girls, but in the scheme of telephone promotion they have no future for they can hardly hope to be promoted to positions as supervisors or chiefs. P B X operators. Private branch exchange (P B X) operators are girls in charge of the operation of exchanges in factories, business .houses, hotels, and telephone companies. Most of them are girls taken from a clerical or minor position in the establishment that has the exchange. These girls handle the bulk of commercial or trade traffic, but they are not employees of the telephone company. They are neither amenable to its rules nor subject to the discipline of regular operators. They are hired, discharged, or promoted by the firm that pays for the rental of the board they operate. The firm ordinarily regards as of prime importance ability to under- stand the details of the business in dealing with customers, and, as of secondary importance, ability to operate the board. Fre- quently the operator at a small board does clerical work or book- keeping part of the time. If she is inefficient as an operator the pay station supervisor gives her instructions but can go no further. The operation of the board is fundamentally local traffic of the "B"type, but frequently there is a sufficient number of long-distance calls to make it necessary that the operator know the routine of handling this class of telephone business. Traffic observers. The observer of local and toll traffic holds a unique position in relation to the quality of the operating ser- vice that the public receives. The observer works at a small board so wired that she can get a complete record of the call she is studying without the operator who handles the call being aware of the observer's activities. Different lines are connected with the observer's board each day, and it is the observer's duty to make a complete record of the amount of time required for an 76 INDIANAPOLIS VOCATIONAL SURVEY operator to handle the call, and of such irregularities as may occur on the lines during the day. These facts are reported to the supervisors in order that the mistakes may be corrected and the service otherwise improved. It is a matter of part record that through this medium, many sources of complaints made by the public are known to the company, and the machinery set in motion for their correction many hours before the public arrives at the desk with its grievance. Term of service, age, and schooling of operators. A classifi- cation of the employees of one company according to months of service with the company is given in Table 2. A very large pro- portion of the employees have been in the service of the company less than one year, and only nineteen of the 888 reporting term of service have been employed six years or longer. If the average length of service is computed by multiplying the number of operators by the respective number of months in service and dividing by the number of operators, it is found to be between seventeen and eighteen months. FINDINGS AS TO INDUSTRIES Table 2 Months Service of 896 Telephone Operators. 77 MONTHS SERVICE Number of employees MONTHS SERVICE Number of employees MONTHS SERVICE Number of employees Total 913 32 4 63 2 57 33 3 64 2 1 67 34 6 65 5 2 95 35 4 66 5 3 72 28 4 67 2 4 40 37 10 68 2 5 22 38 4 69 1 6 32 39 4 70 3 7 30 40 8 71 3 8 15 41 4 72 4 9 16 42 2 73 2 10 16 43 4 74 2 11 19 44 75 2 12 22 45 3 76 13 30 46 1 77 1 14 17 47 '. ... 3 80 1 15 6 48 ... 4 82 2 16... 8 49 8 83 2 17 14 50 5 84 1 18 8 51 3 87 1 19 11 52 7 90 1 20 7 53 4 No report .... 8 21 5 54 12 22 14 55 3 23 17 56 3 24 21 57 . .... 25 14 58 6 26 19 59 4 27 4 60 1 28 6 61 2 29 6 62 3 30 2 31 3 In Table 3 these operators are classified by age, and more than one-half of the 913 employees were under twenty-one years of age. A further classification distinguishing the workers as graduates of Indianapolis schools, and as graduates of other schools, developed the fact that a large majority of the younger workers are graduates of Indianapolis schools while of the older employees, about equal numbers are graduates of the city and of outside schools. 78 INDIANAPOLIS VOCATIONAL SURVEY Table 3 Age of 896 Telephone Operators. AGE Number of Operators Total Graduates of Indian- apolis schools Other schools Total 913 61 108 135 122 103 98 52 46 23 22 23 19 14 10 7 13 10 4 1 2 5 2 1 1 1 2 16 years 56 91 102 89 66 64 36 25 16 11 12 8 7 3 5 17 33 33 37 34 16 21 7 11 11 11 7 7 7 8 4 1 1 2 2 1 1 17 years 18 years 19 years 20 years 21 years 22 years 23 years , 24 years 25 years 26 years 27 years 28 years 29 years 30 years 31 years 5 6 3 32 years 33 years 34 years 35 years 36 years . .* 3 1 37 years 38 years 39 years 1 1 40 years 41 years 2 42 years 43 years 44 years 1 1 45 years 46 years 1 2 1 1 47 years 1 48 years .... .... 49 years .... 50 years 2 2 1 2 1 1 1 2 1 2 1 53 years 54 years 57 years 58 years FINDINGS AS TO INDUSTRIES 79 From Tables 2 and 3 it is apparent that in many cases more frequently it would appear in the case of girls from the city girls take up telephone work as temporary employment to get spending money for a few months, or until they can find some more profitable employment. In Table 4 these' operators are classified according to grade completed in Indianapolis or in outside schools. The relatively high number who have not completed the eighth grade demands serious attention. Table 4 Grades Completed by 896 Telephone Operators. GRADE COMPLETED Telephone operators Total Graduates of Indian- apolis schools. Outside Schools. Total . . 896 Public schools .... Grade 7 or lower 212 220 119 73 16 34 106 12 5 140 221 83 42 12 13 98 10 72 99 36 31 4 21 7 2 5 Grade 8 First year high school Second year high school Third year high school Fourth year high school Parochial schools: Grade 8 or lower 1 to 4 years high school College: Some academic work The plant department. It is the particular function of the plant department of all telephone companies to attend to the construction, maintenance and repair of the entire equipment, including telephones, lines, and switchboards. For convenience of execution, the operations are carried out by five sub- departments, namely, line construction, cable maintenance, repair, installation, and cable report. Line construction underground. In the present day it is abso- utely essential to pi a ce all telephone cables underground in the 80 INDIANAPOLIS VOCATIONAL SURVEY business districts of large cities, and even in many parts of the residential sections. The cables are placed in ducts or tile several feet beneath the surface of the street. The connections are made at the manholes, which are usually located at street intersections. The trenches are dug and the ducts placed by common laborers. These subways contain thousands of miles of telephone wire, and represent a large outlay of money. Lineman. It is the duty of the lineman to be able to perform any of the processes required in the construction of pole lines for telephone, telegraph, power, and signal purposes. A lineman should be able to lay out pole line, put on cross arms, string and tie wire, and do all sorts of pole and cable guying. Much of the layout work is cared for by the engineer, but it is often necessary to make changes that call for the mechanical ability of a lineman. A lineman seldom works long in one locality. His shifting from place to place usually makes of him a workman who is quick to size up a situation. He must always be on the lookout for danger from decayed poles, and from high-tension lines down. Splicing or connecting line wires together requires consider- able care to prevent "burning" or twisting the wires to the break- ing point. Many of the connections made on the smaller sizes of line wires are made with "sleeves," double tubes into which the wires are pushed and twisted with pliers. , Joints made without sleeves are usually soldered in order to prevent rust and corrosion from increasing the electrical resistance of the connection. "Tieing in" is the process of fastening each wire to the glass insulator on the cross arm with short cuts of wire. Guying consists in running heavy steel wires from the poles to the anchors in order to keep the poles upright. Guying pole line corners, double turns, and terminals is necessary to secure sufficient rigidity so as to keep the poles in proper alignment when the wires or cable messengers are pulled into place. Some of these guys are pulled up with heavy block and tackle, to put tremendous tension on the wires and guys. Excellent judgment is required to determine the proper tension under extreme changes in temperature. Groundmen. Groundmen act as helpers to linemen. This work is considered manual labor, but if the worker is willing to adapt himself to conditions there is an excellent opportunity offered to learn the work. In addition to helping linemen, these workers dig holes, set poles, put up cable, roof and "gain" poles. Wages at present are $2.00 per day of nine hours. For this work, able- FINDINGS AS TO INDUSTRIES 81 bodied men, with ability to learn a few mechanical details are needed. Overhead and underground cable. In order to avoid having a large number of wires placed on poles, city telephone wires are usually made up in the form of cables surrounded with lead sheathing. These wires are insulated from each other by loose dry paper and twisted together in pairs, each pair representing an individual telephone line. White paper is placed on one wire on each pair, red on the other, making it easily possible to distinguish between wires. Splicing cable. Connecting the individual pairs of one length of cable with those of another is called splicing, and involves many operations. The cable ends are always sealed to keep out moisture, and when "opening" a splice the cable man first re- moves the necessary length of sheath from each cable end. A lead sleeve, later used to close the joint, is slipped on one end and pushed back out of the way. Dry muslin tape or cotton string is carefully forced out between the cable wires and the lead sheathing at the cut. This process is called "butting," and its purpose is to insure perfect insulation between the pairs and the grounded cable sheath. The cable is then "boiled out" to remove all traces of moisture, by pouring hot paraffin over the loose pairs. To "splice," the paper insulation is removed from each wire, wires of like colors connected, and each connection covered with an insulating tube. The lead sleeve is put into place and sealed water-tight by "wiping the joint" at each end with hot solder. In addition to the work enumerated above, the cable splicer is responsible for "dead ending" at the office switchboard, and for connecting with the outlet and cable boxes on poles and in man- holes. The cables are brought up and connected with cable boxes, "can tops," or main frames in order that connections may be made with the overhead line wires, subscribers' drops, or with the office switchboard. At these places each pair is fused and protected from lightning. The cable splicer connects and puts to work all serial and underground connections, both with the switchboard and the overhead line wires. Testing. Before a cable is put into use, it is "tested," A battery and telephone receiver, or a tone test is used to test through from one end of the cable to the other in order that pairs may be properly numbered at each place. To splice and test "live" cables without causing interruption of service is one of the most important jobs of a cableman. It 66476 82 INDIANAPOLIS VOCATIONAL SURVEY is necessary to test for "grounded pairs," "opens," "shorts" and "split-pairs." The worker enters the trade as a helper at approximately eighteen to twenty years of age and becomes a journeyman as soon as he is able to do the work satisfactorily. Employment is affected but very little by season changes, and hence is a profitable field for a limited number of men. Repair department. This department is of importance because it is the policy of the company to make this, for the young begin- ner, a point of entrance into the varied telephone trades. Roughly, the workers may be divided into four groups; wire chiefs and testers; switchboard repairmen; line and instrument repairmen; and equipment installers. The repair department has for its field the assembly of frames, racks and cables, and other minor central office accessories; the clearing of troubles in central equip- ment, P B X and subscribers ' instruments, and in cases of minor complaints, on both toll and local lines. The department is under the direct supervision of the district wire chief. Wire chiefs and testers. The wire chief 's division may include the following workers: Toll chief; testers; night wire chiefs; and switchboard inspector. This work is fundamentally directive and inspective, and consists in testing for the location of troubles on toll, and local lines, switchboards, cables, cords, and instru- ments, and in repairing and testing after the work is completed. The matter of making installation changes without inter- ruption to service is important, and requires that a part of the work be done at night. The work is done almost wholly indoors, and requires men who understand at least the elementary principles of electrical practice, and who either know or are able to learn all the functions of the switchboard and its accessories. From six to ten years of experience is required for the development of a good wire chief. Switchboard repairmen. Switchboard equipment is very in- tricate, and its various parts are so small and delicate that technical troubles command the entire attention of a number of switchboard repairmen and testers to keep the communicating apparatus in operating condition. There are three different exchange types of board to care for, namely: The "A" board, and the auxiliary board used to com- plete calls between two exchanges; the toll board; where long- distance calls are handled; and the board in private branch exchanges; and public pay stations. At times the switchboard FINDINGS AS TO INDUSTRIES 83 repairman attends to the ringing motor-generator charging sets, and storage batteries which supply the telephones and switch- board with power. Switchboard repairmen rank next to cablemen as the skilled mechanics of the telephone industry. Their work ranges from the adjusting of relays and the connecting of a simple type of P B X board, to the installation of a section to a multiple switchboard. They have been characterized as the "likely chaps of the industry. " For switchboard repair work men of exceptional ability who have received their training in the various repair departments, are selected. These men must be especially trained and the training can be acquired only on the job. The demand is small. The workers are generally young fellows under twenty-five years of age. For rapid advancement they should have a practical knowledge of electricity, of the use of electrical instruments, of the principles of telephone engineering, and of circuit reading. In fact they need a much broader technical training than that required of the average telephone worker. Line and instrument repairmen. The line and instrument repairmen or "trouble shooters" must locate troubles that occur on telephone lines, or in the subscriber's instrument. A large number of the troubles that occur might be called stock troubles, since they originate at the switchboard or in the subscriber's instrument. The repairman becomes very familiar with shorts, crosses, grounds, opens, etc., and when the wires in cables, he knows almost at once where to find the trouble. Most troubles are merely matters of adjustment. Such troubles as lines going down, or wet cables, are reported to the linemen or cablemen for repair. The repairman is usually one who has had experience as a lineman and has had the interest and ability to master the tech- nicalities of the industry. He must become very familiar with the line and cable distributions of the plant, with the circuits of the subscribers' instruments, and must have a general working knowledge of the plant layout in his district. Equipment installers. These workers assemble the equipment. Among them are the apprentices of the telephone industry. The beginner here has an opportunity of becoming eventually a wire chief. From this division also linemen and cablemen are re- cruited. Boys not younger than sixteen to eighteen are preferred, 84 INDIANAPOLIS VOCATIONAL SURVEY with some electrical training. They start at cutting and forming and finally assemble frames and racks. Their work, after an experience of about two years, may take them to the actual installation of central office equipment. Instrument installers. Every day in the year hundreds of phones are installed or removed from residences or places of business. Caring for this business is entrusted to the instrument installer. The work is not very complicated and the simpler jobs can be learned by beginners in a few days. The work is graded in such a way that excellent opportunity is offered for a young fellow to work up through the department to other lines of work such as switchboard repairing and testing. P B X installers. For those who like the installation work the higher position of P B X installer is open. As the name implies, it consists in the installation of complete private branch exchanges in factories, store and public buildings, and elsewhere. This work includes running all necessary wires and cables, setting the switchboard, connecting instruments and switchboard, and running a final test on the installation. Cut-over wire chiefs and helpers. These men attend to the numerous changes in switchboards and frames when the sub- scriber demands that his old number be retained. This is accom- plished on the jumper frame, the change being made between the terminals of the cable pair and the terminals on the switchboard. Assignment men and clerks. The problem of making definite records of every circuit in the entire telephone "layout," so that the actual position of all telephone faults can be quickly and accurately determined even though the circuit in question may run in a very devious manner, is the particular duty of this group of workers. VII. HEAT, LIGHT AND POWER GENERATION. There are at present two heat, light, and power companies, in Indianapolis. They supply electricity for lighting and heating purposes, and for running not only small utility motor specialties but also for furnishing the motor drive in large factories. Their average output, which varies according to season, is approximately 350,000 kilowatt hours daily. A reserve capacity makes more than a million kilowatt hours possible. The two companies supply approximately 52,000 customers in Indianapolis and Marion County. The power is derived from five steam-driven plants, and reconverted for use by ten substations. It is conducted by means FINDINGS AS TO INDUSTRIES 85 of an exceedingly complex overhead and underground distributing system, and involves the use of hundreds of tons of "copper." The two companies employ approximately 600 workers, 520 of whom are engaged in the industrial side of power production and distribution. They are organized into the following depart- ments: Auditing; engineering; power; overhead; underground; heating; building construction; meter and sales. Since the ob- ject of this study has been to emphasize the productive side of the industry, the auditing and engineering departments are not con- sidered here. Power department. This department supplies the current to the customers throughout the city and maintains the continuity of service during electric storms, high winds and at all other times. Under normal conditions the workmen have little to do. During heavy loads, electric storms and emergencies, each man must know the proper sequence of his duties in order that the service may be absolutely continuous. The occupations in the power department are analagous to the occupations in the same depart- ment of the Indianapolis Traction and Terminal Company. Overhead department. The line department constructs and maintains all overhead circuits and service connections. The detailed occupations are very similar to those of the railway line department relative to the high voltage mains handled. They, however, compare in detail with the actual operations involved in stringing circuits, and making service connections as performed by the line department of the telephone companies. In other words, the manipulative operations of a light and power lineman strike a good average between railway and telephone lineman. Underground department. All circuits in congested business districts are laid in underground conduits, as in the case of under- ground telephone construction. The essential contrast, however, in the two types is found in greatly increased insulation for the power wires and cables, and a larger number of circuits in case of the telephone network. Otherwise most of the work is quite similar to that already described under telephone construction. However, the required manipulative skill involved in handling power circuits is somewhat less than that concerned with telephone cables containing hundreds of pairs of wires, all of which must be kept electrically separate. Heating department. An important phase of the heat, light and power industry, is the operation of an extensive system of steam 86 INDIANAPOLIS VOCATIONAL SURVEY and hot water heating. Approximately fifty miles of steam lines serve 650 customers in the business district, and sixteen miles of hot water lines supply over 500 residences. The workers necessary to maintain the layout of lines and the building of extensions are usually transients, being hired in the fall and laid off in the spring. A few steamfitters and a number of helpers make all the repairs necessary to keep the lines in operating condition. Meter department. It is the function of the meter department to install, read, repair and adjust watt-hour meters which are placed on the customer's premises to measure and record the power consumption from month to month. There are two general types of meters, viz., direct current and alternating current. Each type operates on much the same electrical principle as direct and alternating current motors and in order to have a thorough knowl- edge of meter operation it is well for the meter man to have a work- ing knowledge of the above types of motors. In order to avoid complaints from consumers and to assure the power producer of proper returns, it is necesary that the meters be kept in accurate operating condition, that they run at the proper speed for all variations in load, that bearing friction is overcome, and that the instruments start and stop instantly. The workers who install the watt-hour meters on the consumer's premises before the power is turned on are called "installers." They connect the meter with the house and line circuit, making the final connections for service. They spend a part of their time each month taking the meter readings on which the monthly bills are based. When a customer is not satisfied as to the amount of power consumed, the meter tester is sent to make a test with a standard instrument. The standard instrument is connected with the subscriber's circuit and compared with the local meter readings. If the customer's meter is out of adjustment, it is taken to the repair shop where all repairs and adjustments are made. Here the meter is again connected with a standard instrument and adjustments are undertaken until accuracy is obtained. This work must be in the hands of men with considerable technical knowledge and experience. Sales department. The sales department of the company's activities is a most important one. Since public utility regula- tion has become a matter of government statute, it is impossible to make an increase or a reduction in rates for lighting service. The basis upon which new lighting business is promoted depends FINDINGS AS TO INDUSTRIES 87 upon the ability of either company to furnish reliable and efficient service. Hence the solicitor performs a most important economic and financial function for the company which he serves. A knowl- edge of the company's business, its history, and its ability to furnish service in various localities, is absolutely necessary for success. A solicitor who is seeking new power business must also understand the application and comparative advantages of motor drive, both large and small-unit, and be able to promote the adop- tion of this type of service. At the present time the two companies have in this department 36 men earning salaries from $60 to $100 per month. VIII. TRANSPORTATION. As a center of interurban electric railway traffic Indianapolis occupies an exceptional position among the large cities of the country. The interurban net, extending rapidly in recent years throughout the State, has made directly tributory to the city a very large area, and the city's responsibility and interest in hand- ling the interurban service efficiently has become each year more apparent. The prosperity of the State as well as of the city is largely conditioned upon the development of efficiency in this service. Four systems of interurban lines radiate in twelve directions to all parts of the State. These systems operating 689 cars in and out of the city carried, 6,629,000 passengers during the year 1915, or an average of over 18,000 per day. The freight traffic of these lines in the same year amounted to 25,511 carloads. There is no natural limit to the future increase of this traffic. Its growth will be dependent upon the efficiency and capacity of the carriers themselves. No community, therefore, has a more obvious interest in providing for the development of full efficiency in this line of enterprise than has Indianapolis. The city system of street railways is owned by the Indianapolis Traction and Terminal Company, which operates 290 regular and 68 tripper cars daily over 170 miles of street railway. This company employs approximately 1,400 workers, of whom 1,350 are engaged in operation, maintenance, and construction work. The company is organized in eight departments, namely: The legal; the auditing; the purchasing; the transportation ; the mechan- ical; the track; the overhead; and the power department. The Survey Report embraces a detailed analysis of the five departments which are engaged in operation, construction and maintenance of the city system. 88 INDIANAPOLIS VOCATIONAL SURVEY The Transportation Department. Functions and occupations. The transportation department operates cars, makes schedules to meet traffic demands, and re- routes cars to relieve congestion and to promote convenience. The occupations in a descending scale of importance are those of the following employees: Superintendent, and assistant superintendent; division inspector; instructor; motorman and conductor; station foreman; assistant station foreman; car shifter; and car-shifter helper. Superintendent. The superintendent and his assistant employ the platform men, make promotions and make recommendations to the management relating to wage scales, social betterment, and other matters pertaining to the department. Division inspector. The division inspector has charge of the cars and crews while on the road. It is his specific duty to hold men to the observance of rules; to check up the efficiency of motor- men in handling cars and car equipment; to keep cars on their scheduled time throughout the entire length of their routes; to check up conductors on fare collections as regards, for example : Using proper methods of collection; missing fares; ringing up a cash fare for a ticket; neglecting to ring fares; to assist the crews in handling large crowds; and, in case of accidents to assist as the occasion may demand, as, for example: In obtaining witnesses or calling for assistance from the police or from hospitals. The men who do this work have generally been promoted from the rank and file of the train service, and they have, therefore, a com- plete knowledge of car operation. This sort of experience is necessary in order that the inspector may be thoroughly familiar with the city track layout, with the practical methods of handling large crowds, and with the proper procedure in various emergency cases. The inspector must be a man of mature judgment, tactful in handling disputes with passengers, and thoroughly informed as regards the utilization and the defects of car equipment. The skill required is, however, technical rather than manipulative. Instructor. Instructors of both motormen and- conductors have charge of "breaking in" new men to their respective duties. The instructor assigns the student to a motorman or conductor who teaches him the essentials of operation, runs trial trips with him, and tests him on the book of rules. Instructors also act as inspectors when occasion arises. The men who hold these positions have been promoted from the ranks, and have been FINDINGS AS TO INDUSTRIES 89 chosrn particularly for their ability in handling inexperienced men. Patience, tact, and the ability to reduce car operations to lowest terms constitute qualifications for efficiency. Station foreman. The station foreman has charge of dispatch- ing cars on their runs each morning, attending to the extra list, assigning extra men to vacant runs, and providing crews for special and for extra cars. These men are promoted from the train service. They must be familiar with all phases of car opera- tion, and be experienced in dealing with the emergencies arising therefrom. In dealing with car men, it is imperative that absolute impartiality be shown. Runs are assigned by a rotating extra list, the man at the top of the list being assigned the first run out of the barn. The station foreman must give the men a square deal, be tactful, and strive in all cases to maintain good fellowship among the men. The men in this division of the service range from 30 to 50 years of age. Conductor. Upon the continuous vigilance of the conductor in collecting fares depends largely the financial success or failure of the company. Statistics show that thousands use transfers unlawfully, "stall" fares, and enjoy free rides. There are also always some conductors who "knock-down" a certain number of fares each day. These abuses make it very necessary for the company to take strict measures in checking up the men both publicly and privately. Collection of fares includes taking up fares and registering them on the fare register as cash, ticket and transfer; making change; keeping trip sheets and trip envelopes; and punching transfers. The conductor is responsible for the starting and stopping signals, for backing the car, for handling the crowds, for assisting aged and infirm persons, and for calling the streets. He must also be ready with information concerning points of public interest, such as parks, theatres, depots and large stores. He is held abso- lutely responsible for the proper flagging at railroad crossings, and is drilled by the claim agent in obtaining favorable witnesses in case of accident. During the course of any working day, a number of articles are left on the cars. The company maintains a lost article department to look after such articles which the conductor turns over daily. In addition to the regular duties of operating the car, the con- ductor attends to the trolley and the lights. He reports defects 90 INDIANAPOLIS VOCATIONAL SURVEY in seats, ventilators, handrails, grab handles, steps and windows, since all of these items affect the safe handling of passengers. Most of the conductors come from small towns or country districts. Enough common school education is essential to insure accuracy in making reports. Since it is through its conductors principally that the company comes in contact with the public the personality and deportment of the conductor are highly im- portant. The work is largely manipulative in character and can be learned in a week or ten days, although it takes from six months to a year to become fully efficient. The applicant must be at least 21 years of age and not over 45 years. Motor man. The primary duty of the motor man is to attend to the mechanical operation of the car in such a way as to secure the safety and convenience of the passengers. His first duty is to run the car according to schedule over a particular routing, and to observe the necessary stops and slow-downs. A good motorman knows exactly where he should be at any moment, and is careful to arrive at that place with approximately one-half minute's clearance. In running a car according to schedule, it is considered very bad practice to run a few minutes ahead of time. This decreases the time interval with reference to the car ahead, and increases the interval for the car behind, which may fail to make time on account of the increased number of passengers to be picked up. Such a procedure wastes power, creates dissatis- faction among the passengers, and increases the liability of acci- dent. On the other hand, it is equally serious to be late and attempt to regain the lost time. The man running ahead of schedule has a tendency to get more ahead, and the man running behind to lose more time until finally the inspector has to step in and put the men back on their schedules. Motormen, as well as conductors, should be familiar with the streets and points of public interest on their line. They must especially locate all danger points, such as railroad crossings, switches, turn-outs, and track ends at terminals by fixed markers which can be seen even more readily than the point of danger itself. At many points along double track routes the vehicle space to the right of the car is nearly always insufficient for two conveyances to clear the passing car at the same time. The motor- man must judge accurately therefore with his eye, to know the exact point to slow down to avoid this type of interference. In case of accident, the duties of the motorman and conductor are FINDINGS AS TO INDUSTRIES 91 common. They consist in clearing away the accident, and in calling physicians, the ambulance, the police, and the company's claim agent, as the case may require. The secondary duties of the motorman deal with the care and operation of the car and its equipment. He must be familiar with the series, transition, and multiple points of the controller and the resultant action. He must understand the handling of the hand and the airbrake, and have a general knowledge of their working parts and adjustments. Standard American electrical railway practice shows that there is an increasing demand for motormen who study their job in detail. The efficient man figures out in advance just what should be done and in what order, should certain emergencies arise. For example, an automobile rushes toward the street intersection only to find the way obstructed by a passing car. The motorman has little or no time to decide what course to pursue. He throws on full power and manages to pass the intersection point first. Again, the motorman sees boys playing at baseball along the tracks. As he approaches, the boy at the bat is striking the ball and another in attempting to catch the ball forgets the car for the moment and runs immediately in front of it. Obviously the motorman should approach the players at a greatly reduced speed. The motorman must know what course to pursue should one or more motors give out. Very often an intelligent man can save a car "pull-in" to the barn by straighten- ing a bent controller finger, an operation which takes not more than two minutes to perform. It is common knowledge that most of the motormen, probably as high as ninety or nintey-five per cent of them, come from rural communities. The farmer boy who is used to working long hours is better adapted to the work than any other class of worker. The skill required is largely manipulative, but requires the keen eye, the good hearing, and the robust physique of just such a man as can be developed in the outdoor atmosphere of the country. A little mechanical knowledge backed up with good judgment, alertness, and carefulness are the essential requirements, which can be learned in from two to three weeks, although it takes a year to become efficient. The applicant must be at least 25 years of age. Assistant station foreman. The day and night station foremen are assisted in making car assignments and in keeping of the extra list by assistant station foremen, who take charge in case of the absence of the foreman. These men are chosen at random since 92 INDIANAPOLIS VOCATIONAL SURVEY the position pays less than the train service. Sometimes a train- man who dislikes outdoor work is assigned to this position since it is a steady indoor job with regular hours. Car shifter and car-shifter helper. These workers place cars in the barns according to route assignment, take register readings in and out, replace inspection cars from tripper to regular runs and perform other miscellaneous work. The men holding these jobs are pensioners or men unable to perform the strenuous opera- tions of the car service. The Mechanical Department. Functions and occupations. The mechanical department cares for the repair and rebuilding of old cars, and in some cases builds such miscellaneous units as freight trailers. This department maintains 448 city cars as well as a number of interurban units belonging to the Terre Haute, Indianapolis and Eastern Traction Company. The occupations in this department in a descending scale of importance are those of the following employees : Master mechanic ; assistant master mechanic; foreman of general shop; foreman of carpenter shop; foreman of paint shop; chief car inspector; black- smith; machinist; patternmaker; carpenter; painter; armature winder; tinsmith; pipefitter; wireman; pitman; brake repairman; controllerman; car inspector; pitman helper; blacksmith helper; car shifter; car cleaner; car washer; car sweeper; and laborer. Master mechanic. The master mechanic and his assistant employ the men in the shops, rnake promotions, and look after the working conditions and educational betterment of the men. Foreman of the general shop. This foreman supervises the electrical and mechanical repair of the car equipment, including control, motors, trucks, and wiring. Blacksmith and blacksmith helper. The blacksmith and his helper perform all sorts of forging and welding operations on the mechanical parts of car bodies and trucks. They straighten bent parts, and forge and temper hand and lathe tools. Machine operator and helper. Turning, boring, milling, drilling, planing, and other miscellaneous mechanical operations connected with the repair and renewal of trucks, motors, car bodies, and other parts peculiar to electric railway rolling stock constitute the work of machine operators and helpers. This work embraces the boring and turning of car wheels and axles, the boring of axle gears, the FINDINGS AS TO INDUSTRIES 93 mounting and dismounting of wheels and gears on axles, the re- boring of compressor cylinders, the fitting of pistons and rings, the turning, grinding and slotting of commutators, the turning and fitting of armature shafts, the boring and fitting of bearings, the drilling and planing of truck parts, the repairing of motor brush holders, and the drillings and fitting necessary on the assembling of couplers, fenders, bolsters, and metal parts of car bodies. The work is specialized, although some men do a variety of work. The men come from general shops as a rule, although some start in as helpers. A number of men in the present employ of the company have been with the company from five to twenty years. Practically all of the employees are between thirty and fifty years of age. The physical and mental requirements of the job are about the same, or possibly a trifle less than those specified for general machinists. Little, if any, special training is necessary after the workman has entered the industry, since the operations can be learned on the job. Armature winder and helper. The work of armature winders and helpers includes making coils for armatures and field, and the stripping, winding, tanding, and repairing of armatures. Armature coils are wound from double cotton covered magnet wire on suitable forms by means of special coil winding machines. The coil is then clipped together with lead clips and dipped in an air-drying insulating varnish. After the varnish sets, the lead clips are removed and the coil is insulated with paper and other sheet materials. Cotton sleeving is placed on the leads, the con- necting ends are stripped and tinned, and lastly the coils are taped and inspected. The ceil is then dipped in insulating varnish, after having been heated by way of preparation, and is finally baked in an oven from six to eight hours at 212 degrees. The process of field-coil winding consists in winding magnet wire or copper ribbon on suitable forms on a special winding machine, and adding sheet insulation between the layers. Coil terminals or leads are then attached and the whole is taped up and the coil impregnated with oil proof, air-drying, insulating varnish by the vacuum pre-heating process. Armature stripping of defective windings is done as the first step in rewinding. The bands and hoods are first removed and then the leads are disconnected from the commutator, after which the coils are stripped from the slots and scraped for old copper. Finally the core is cleaned and reinsulated, and the slot lamina- tions are straightened and repaired. 94 INDIANAPOLIS VOCATIONAL SURVEY The process of armature winding consists in laying the coils in the proper slots, reinforcing the slot insulation, soldering the leads to the commutator, and testing for shorts and grounds. The banding of armatures is done in a special banding lathe. Insulating fibre strips are first applied; the dust hoods and string bands are then put on; and lastly the strength steel bands are wound on, clipped down, and soldered into place. After this process is complete the armature is turned over to a machinist for commutator turning, slotting and varnishing. The various processes above described are generally entrusted to men who have specialized along certain lines. The more simple operations of coil making, stripping, and banding are done by young men 20 to 25 years of age, while the winding and repairing of armatures is taken care of by older and more experienced men. The workers must be physically sound as they must stand on their feet in one position much of the time. The trade "tricks" used in manufacturing plants for making armatures and windings are of great value to the worker. The skill required is both manip- ulative and technical, and cannot be acquired in less than from two to four years of training. Tinsmith. Repair and construction work on the sheet-metal parts of cars and buildings is entrusted to the tinsmith. Such work includes among other services, the putting of metal sheathing on car body sides, the installing of hot air heater ducts, and the lining of sand boxes and heater smoke jackets. Owing to the diversity of the work, men of good judgment who have a varied knowledge of the different car parts are required. A good phy- sique is essential, since considerable lifting is involved in the work. Ability to read blueprints and to draft sheet-metal patterns, also, is of practical value. Pipefitter and helper. These workers install and repair hot water heaters, and the piping and hand railings in cars. They care also for steam, water, gas, and air piping in the shop buildings. The work demands men of good health, with a thorough knowledge of pipefitting. They must be able to read blueprints and should have a general knowledge of all car parts. The skill is equally manipulative and technical. Welder. Numerous repairs on the metal parts of the trucks, motors, and axles are made by the welders. The oxy-acetylene welding and cutting process is used, . and by this process many metal parts of the cars are reclaimed and repaired, instead of being consigned to the scrap heap. Some skill is necessary in aligning FINDINGS AS TO INDUSTRIES 95 the broken number so that it will be in the proper place after the welding is done. A special annealing and casehardening furnace is operated. The worker is required to be an all-around handy man, and to have some technical knowledge of metals. The skill is in other respects largely manipulative. Wireman and helper. All types of equipment and cars are wired by these workers, who must be able to interpret and execute the circuit diagrams of any ordinary jobs of wiring, such as those relating to wiring for lights, headlights, lightning arresters, motors, electric heaters, rheostat and multiple unit controls. They must know how to run circuits, and how to run wires through inacces- sible places doing the work economically, without back-tracking, and conforming in every case to the standard underwriters' rules. The work involves, also, a study of associated employments and operations. The wireman in mounting a switch, for example, must know its exact use, who is to use it, and when it will be used, in order that he may pick out the best location for it. His technical knowledge should be sufficient to enable him to deal intelligently with problems that arise in the installation of headlights, tail lights, sign lights, signal lights, snap lights, knife switches, circuit breakers, line switch fuses (both link, ribbon, and cartridge), pump governor relays, light sockets, and locks. Although the construction and repair work is varied in character, the skill demanded is largely picked up on the job, the wireman starting in as a helper. It takes from two to three years to master the varied duties of the position. Pitman and helper. The pitman attend to the jacking up of car bodies and to the removal of trucks, motors, motor armatures, and other motor parts. Defective and worn-out parts are removed and conveyed to and from the repair division, and new parts are substituted for the worn as needed. The necessary shifting of cars to and from the general shop division also is handled by these men. The work involves heavy lifting, but requires little accurate manipulative skill. The workmen have opportunity to discover defects in trucks, wheel and motors, which can be discovered only in the pit, hence the alert pitman renders valuable service to the company in forseeing and prevents service "break-downs" and accidents. Brake repairman. Overhauling and repairing of airbrake equipment is the principal employment of the brake repairman. He is, however, often called upon to handle trouble with the hand 96 INDIANAPOLIS VOCATIONAL SURVEY brake rigging, although this is largely managed by the car in- spector and the pitmen. The airbrake work includes removal, repair and installation of compressors, governors, brake cylinders, motorman's brake valves, triple valves, feed valves, and safety valves. The brake repairman tests, recalibrates, and installs air gauges, and does some air piping, and some repair work on air piping. The worker needs to know the purpose of each valve and of each valve part, in order to determine intelligently just what shall be done when certain symptoms develop. Airbrake trouble is exceedingly elusive in its character, and long experience in operating and repairing the equipment is needed to analyze brake trouble from the information on a motorman's report. It requires from two to three years to become efficient at this job. Controller man. The controller men take care of the repairing and general overhauling of platform and switch controllers, of car circuit breakers, and of the storage batteries used in the electro- pneumatic multiple control systems. They oil bearings, grease segments, file rough fingers and segments, and replace worn con- troller handles. A general overhauling is given the cars each fall and spring when the summer car bodies are taken out or put in service. At these times, the controller is gone over thoroughly, controller and reverse drums are inspected and repaired, wiring is checked for insulation defects, new segments and fingers put in, and the interior surfaced with air-drying insulating varnish. Carpenter shop foreman. This foreman supervises the repair- ing, renewing, and general overhauling of all wooden and metal parts of car bodies, and of the interior and exterior finishing. He must be a good executive and an accurate workman. Patternmaker. The wooden and metal patterns used in cast- ing repair parts, parts in newly designed equipment, seat castings, ventilator accessories, and the like are made and repaired by pat- tern makers. This work includes a wide range of detail. Upon occasion the patternmaker has charge of the maintenance and repair of fare registers. A high degree of skill and special initiative is necessary to handle the work. It takes a patternmaker several months to get in line with the special features of the railway requirements. Carpenter and helper. The carpenter's work embraces all kinds of woodworking, such as repairing roofs, floors, platforms, car bodies, windows, seats, grab handles, railings, curtains, straps, steps, signs, sanders, doors, fenders, corner posts, window posts, FINDINGS AS TO INDUSTRIES 97 floor beams, and roof arches. Certain men specialize on certain parts, a much higher degree of skill being required for framing and joinery than for ordinary repairing. Others are detailed to handle, at the barns, routine repairs to curtains, seats, grab handles, brok- en windows, steps, doors, and various fixtures, thus eliminating the necessity of sending this type of defective car to the shops. Carpenters are used also in the general maintenance work of the car shops and other buildings. A coach carpenter performs a highly specialized line of work, and while the men in this work do not average as high a wage-rate per hour as is paid in the building trades, still the work is steady and the total annual wage is in most cases greater than that of the average carpenter in the building trades. This explains why so many of the men stay permanently with the railway shop, thus reducing the annual turn-over of help. Woodworking machine operator. These workers operate and have charge of the various power machines in the carpenter shop, such as planers, jointers, saws rip, cross, band and jig mortisers, drill presses, and shapers. Practically all of the lumber used in car building has to go through some process involving the use of one or more of these machines. Thousands of feet of moulding, beading, tongue and grooving, planing, and sawing are put out each year in the regular repair and maintenance of the cars. The work involves both light and heavy labor, and the setting of the machines for the finer classes of work requires a rather high degree of skill. Woodworking is highly specialized, and several months are required to master the special operations. Paint shop foreman. The paint shop foreman is in active charge of the car painting. He looks after all of the details of the work from preparing the surface down to the actual finishing, and hence must have had actual experience in all phases of the work and should have had a general experience with different companies so as to know the various trade methods used elsewhere. Painter. The work of the painter in this industry includes priming, surfacing, and applying color and varnish coats to both wood and metal surfaces and on the interior and exterior surfaces of the cars. Specialization obtains to a considerable degree. The rougher work of priming and surfacing, and of painting trucks, floors, and roofs is handled by the less experienced workmen, while such detail work as repainting and revarnishing window sashes and car signs, striping, lettering, and ornamentation is handled by skilled workmen. A mixer mixes and distributes all painting 66477 98 INDIANAPOLIS VOCATIONAL SURVEY materials, and is responsible for their working consistency. The nature of car painting is such that quite often, the more highly skilled men may have to do some of the rough work, but this happens seldom and is only done to keep the men busy. Car cleaner. Car cleaners prepare the wooden and metal surfaces for the painters. The old paint and varnish are removed by a liquid solvent consisting mainly of benzol a coal tar product and called in the trade "paint and varnish remover." The solvent is applied thoroughly with a brush, and allowed to stand a few minutes. The paint and varnish can then be scraped and rubbed off very easily. The surface is cleaned and freed from any dirt or paint particles by washing down with benzine or gasoline. The entire process requires little skill and no previous training. The new workers are picked from common laborers. Chief and head car inspectors. The chief and head car inspect- ors have charge of the routine of light inspection and repair of cars. This work is done at four special barns according to a ro- tating weekly schedule. The position calls for executive and organizing ability, and for highly-developed and special skill in detecting defects. It is held by men promoted from the position of car inspector. Car inspector. This position is one of considerable responsi- bility, involving a wide range of duties. The car inspector must know the function of every part of the car, and have a working knowledge of it. He has also to differentiate between light and heavy repairs, since the latter are taken care of by the general shop. The work in detail consists in the systematic inspection and light repair of all parts of the car equipment, including motors, control, air and hand brake equipment, and rigging, steps, running boards, grab handles, floors, windows, seats, fenders, couplers, registers and appliances, signal bells, lights, signs, heaters, switches and trolleys. The repair work is limited to such facilities as are provided by the barn, and consists mainly in the replacement of brake shoes, brake gear parts, bolts and journal bearings of trucks, brushes, brush holds, frame leads of motors, segments, contact fingers, blow-out coils and other parts of controllers and circuit breakers; minor repairs to the motor driven air compressors, governors, and motorman's brake valves; the renewal of parts of the trolley bases; the installation of new poles, harps, and wheels; minor repairs to fenders, couplers, seats, register appliances and heaters; the replacement of broken glass in doors and windows; and the lubrication of truck, motor and compressor bearings. FINDINGS AS TO INDUSTRIES 99 The numerous operations are sub-divided among the men, certain groups specializing on one set of operations and other groups on other operations. A rotating inspection schedule is in effect, so that every service car is inspected on a certain assigned day each week, most of the work being done during the day. This rotating schedule is carried out most economically by placing the inspection cars for any one day on the "tripper" or "pull-in" runs. These runs come in to the barn about 8 or 9 a. m. and do not go out again until late in the afternoon, thus allowing plenty of time to go over the car and its equipment. The night inspection force is very small and is concerned chiefly with the lubricating operations mentioned above. Each barn carries a stock of repair parts for renewals and all defective pieces are sent to the shops for repair. At all the barns, emergency relief cars are held in readiness for instant service in case of derailments, split switches, collisions, and other accidents involving the disabling of cars. These relief cars are equipped with jacks, ropes, blocks and replacers, and are manned by two car inspectors when a call comes in for assistance. The car inspector holds a place of great importance in the company's organization. It is through the alertness, carefulness, and good judgment of efficient men that the shop repair work is greatly reduced and accidents prevented. For example, the car inspector tests the clearance (dalled air gap) betwee a motor ar ature and field. The clearance gradually gets less on the under s de o the armature due to wear in the bearings and if the bearing is not renewed at the right time, the armature core 'and winding will stirke the pole pieces and be badly damaged. On the other hand, a renewal of a bearing before it is necessary increases the operating cost. Thus it is seen that the inspector must know the danger point in wear for the various car parts in his charge, and this in the face of adverse criticisms which are often made by the motormen and conductors. The work is both technical and manipulative, although a high degree of manipulative skill is not required, since heavy repair work is not done. From one to five years' experience is required for the development of full efficiency. Car shifter and helper. Car shifters and helpers attend to the shop cars only. Shop cars include such as have defects for which no provision for repair has been made at the various barns. The car shifters take such cars to the shops from the various barns, and return other cars which have been overhauled and repaired. 100 INDIANAPOLIS VOCATIONAL SURVEY These men have generally been promoted from the ranks of the car washers. The car shifter acts as motorman and the helper as conductor or trolley tender on all trips. Only three or four months are necessary to learn to do this work. Car cleaners. Car cleaning includes sweeping and mopping floors; cleaning seats, window sill caps, hand straps, and glass in windows and doors; and washing of the outside of car bodies. This work is done on a regular weekly schedule. Ordinary labor- ers handle the work. It can be learned in two or three days. The rate of labor turn-over in this department is more than 100 per cent annually. However, there is an opportunity for the handy man to work up to car shifter and thence to car inspector. Laborer. Rough lumber is carried by laborers to and from the storage sheds, the drykiln, and the shops. Laborers care for the oil house, their duties including the saturation and drainage of packing waste and the filling of oil tanks and cans. They attend to the sweeping of the shop and dispose of rubbish, sorting scrap materials and the like. The Track Department. Functions and occupations. The track department maintains and rebuilds the track, and constructs extensions. The employees in this division classified according to occupa- tion are the following: Chief engineer; superintendent; general foreman of the machine and tool department; superintendent of paving; supervisor of construction; trainmaster; general foreman of maintenance; foreman; bonding foreman; blacksmith; hoisting engineers; motorman; welders; switch repairmen; cranemen; yard clerks; grinder; and laborers. The chief engineer and the superintendent. The engineer and the superintendent study track layouts, make track extensions, install special work, and maintain all tracks and turnouts. The employment of men is left largely to the foremen. General foreman of the machine and tool department. This fore- man handles the shop repair of various tools, track grinders, welders, hoisting engines, steam shovels, and tractors. He has to qualify as a first-class steam engineer. Blacksmith and helper. The blacksmith sharpens and repairs track tools, and welds broken parts. The qualifications for this work are essentially the same as for blacksmithing in the shop department. FINDINGS AS TO INDUSTRIES 101 Hoisting engineer and craneman. The hoists, electric shovels, crane, buckets and gravel boat at the company's gravel pit and at points where construction work is in progress are handled by the hoisting engineers and cranemen. The work involves a knowledge of steam engines and boilers, and some skill in their operation. Hence several years are required to learn the occupation in its many details. Superintendent of paving and paving foreman. These men have charge of all paving between rails and an 18 inch strip on the outside of the rails. They must understand the qualities of various ma- terials, such as brick, sand, gravel, cement, and asphalt, and be thoroughly conversant with the various processes used in making foundations, and in the laying of pavement. Paver and laborer. Under direction of the foreman, the pavers lay the brick, the laborers bring up materials as needed. The entire set of operations is very simple and can be learned in a few hours. For workmen who show exceptional capacity at the work, there is opportunity for promotion to the position of foreman. Supervisor of construction. Active charge of building new track and of making renewals is entrusted to the supervisor of construction. Foreman. Foremen have in charge the respective section gangs, and direct the hauling, the unloading, and the disposal of materials used in track work. They must be familiar with methods of roadbed construction under various conditions; with the char- acteristics of different kinds of soil and ballasts, must be able to direct the work of paving, and the placing of ties, fish plates, angles guard rails, tie rods and bonding. Track man. The manual labor involved in grading, disposal of ballasts, placing of ties, rails, gauging a-nd spiking, tamping, and concreting around ties, surfacing, lining up and straightening of track, bending rails is performed by the track men. The prime requisite for this work is physical strength, especially a strong back. After several years of general track experience, an efficient track man may be promoted to the position of foreman. Trainmaster. The trainmaster supervises and the motormen and trolleymen operate the work cars and trains to and from the store yards and localities where track work is being done. The work involves a knowledge of car operation such as is required by motormen and conductors, except that the work trains do not handle passengers. The same rules of safety, and the same methods of handlingthe equipment are in force. The motormen are general ly 102 INDIANAPOLIS VOCATIONAL SURVEY transferred from the operating department, but the trolleymen are common laborers. General foreman of maintenance. This foreman is in charge of track repairs, and renewals. Track foreman and laborer. These employees have essentially the same duties as the construction foremen and laborers. Machine welder and helper. The machine welders and helpers operate the electric welding machines in making repairs to low joints, switch points, work-frogs, and crossings. The process is a simple one, and is dependent upon the fact that the running rails are brought in to the circuit. Current is taken from the trolley, run through a rheostat'c res stance to reduce its intensity, and from this to the electrode of the operator. This electrode is held in an insulated handle, and is co'mposed of the particular kind of iron to be used in building up the worn part. Men learn to do this work in a comparatively short time. They are usually taken from the ranks of the laborers who have had several months or a year of general experience. Machine grinder. This workman operates a track grinder for surfacing down high spots raised by the electric welding process. The grinding is done automatically by electric motor power, the current being taken from the trolley. It is done largely at ight to avoid interference from traffic. Owing to its extreme simplicity the work can be performed by an ordinary track laborer. Switch repairman. Inspection of and repairs to switches, fastening in hard centers to special cross-overs and other similar work is entrusted to the switch repairmen, who generally work singly and have their own horses and wagons for hauling materials. These men also are promoted from among the ordinary track laborers. Curve cleaner. Curve cleaners sweep out flangways with special fiber brooms and grease curves. The work is light and no skill is necessary. Night watchmen. These workmen place red lights on excava- tions at night, and fill and trim the lamps each day. The work is easy and requires no skill. Yard and store clerks. Yard and store clerks check in and out all track and roadway materials. It is through the reports of these men concerning the distribution of materials that charges can be made to maintenance and construction.. The work re- quires only a common-school education sufficient to enable the men to make the necessary reports and to fill requisitions intelli- gently. Some of the laborers in this department are colored. FINDINGS AS TO INDUSTRIES 103 The Overhead Department. Functions and occupations. This department deals with the maintenance and construction of trolley feeders, high tension distributing lines, and rail bonding. The occupations in a descending scale of importance are those of the following employees: Superintendent; construction fore- men; bonding foremen; linemen; groundmen; drivers; storekeeper. Superintendent. The superintendent employs the men and makes promotions. Line foreman. These foremen are responsible for their re- spective gangs, wagons, and auto trucks; and for the proper dis- posal of poles, cable, trolley wire, and other materials used. They are required to lay out the trolley and feeder system accord- ing to blueprints furnished by the engineering department. They must be familiar with safety rules; must have a practical knowl- edge of simple electric circuits, of high and low voltage, of light- ning arrester protection, and of ground wiring. Besides this elementary technical knowledge, the line foreman must have a practical experience which will enable him to direct the work of pole digging, designating the proper depth of hole for soil. Upon him rests the responsibility, also, for the proper disposal of cross- arms, the arrangement of branch circuits, and the string of wires. Finally he must be familiar with the underwriter's code as it affects street railway work. The job is always filled from among the linemen, in order to get men familiar with the local lay-out. Lineman. The linemen follow the specified instructions of the foremen in carrying out the line construction operations as noted above. Emergency linemen handle trouble out on the line, repairing in case of trolley breaks, grounds, and short-circuits, and resetting poles over-turned during sleet or electrical storms. Groundman. These workmen attend to the disposition of poles, trolley wire, feeder cables, cross-arms, brackets, insulators, and all other line materials. They dig holes, carry tools, and assist the linemen in other ways. Their work is considered com- mon unskilled labor. Driver. The drivers take care of their respective emergency auto trucks or construction wagons and horses as the case may be. One to three weeks is sufficient to learn to do the work required of them. Bonding man and helper. These men drill and punch holes in rails for bonds, and install the bonds. They also test joints for defective bonds. The work requires a great deal of care to se- 104 INDIANAPOLIS VOCATIONAL SURVEY cure perfect contacts, thus preventing electrolysis of water and gas 1 pipes in the vicinity. Storekeeper and helper. The storekeeper takes care of all line materials, checking the same in and out, so that an accurate cost record may be kept. The Power Department. Functions and occupations. The power department generates the electrical power necessary for driving the street and interurban cars inside the city limits. The company has two plants on White river, one at W. Washington street near the car barns and repair shops, and the other at W. 10th street. At W. Washington the equipment consists of two 1,500 kilowatts alternating current turbogenerators and their rotary converters and several smaller direct current units driven by reciprocating engines, making a total of 8,900 kilowatts possible. This plant is used chiefly as an auxiliary power station to help carry the load during the busiest hours of the day. The equipment at W. 10th street consists of two 10,000 kilowatts, 13,000 volt alternating turbogenerators, the voltage being reduced to the three rotary converters, where it is converted from alternating current into direct current for distribution to the trolleys. This plant carries most of the load and is kept in constant operation. The occupations in this division in a descending scale of importance are those of the following employees: Chief engineer; operating engineers; electrical repairmen; repair machinist; turbinemen; water tenders; oilers; firemen; boiler washer; and cranemen. Chief engineer. The chief engineer is in charge of the two power stations and their equipment, and of the men employed in the operation of this equipment. His duties are largely technical, and embrace an analysis of the loading of units upon which to base recommendations for increasing the capacity of the plants. He must be an expert in the handling of equipment and efficient in managing men. Chief operating engineer. This engineer supervises the plant and its operation, and employs all of the men under his charge. He starts and stops the engines, generators, condensers, and all other equipment. He supervises all repairs on reciprocating engines, turbines, condensers, air compressors, and all other electrical equipment. This position requires men of considerable FINDINGS AS TO INDUSTRIES 105 executive ability, with training in the operation of boilers, stokers, turbines, reciprocating engines, condensers, air compressors, dynamo, motors, and switchboards. They must have a detailed knowledge of plant operation, which is best acquired by working on all the jobs about the plant. Turbineman. The work of this employee consists principally in starting, stopping, caring for, and making minor repairs on the turbogenerators, and involving practically the same service as that required of the engineer. For this position men are usually developed through experience in other lines of power-station work, and only men who are alert and have ability to master plant details become eligible for this job. Water tender. The water tender is in full charge of the boiler room, reporting directly to the engineer. His immediate duties are- to keep the boilers properly filled with water, and the fires in good shape. To him is entrusted the general direction of boiler- room operation. His work requires a knowledge of boiler con- struction, of the operation of pumps and stokers, of the qualities of coal and water, and of the methods of insuring safety on boiler room operation. He has usually come into his job by promotion after service as either an oiler or a fireman. Switchboard operator. These workers operate the electrical switchboard, watching the development of the load at all times and distributing it as occasion demands. They must see that the voltage is properly maintained by the manipulation of switches and rheostats. They reset "blown-out" circuit breakers, and keep a record of load conditions at stated intervals. This work must be in the charge of a man who understands the operative principles of motors, generators, and steam engines. He must be able to read and interpret meters, and to handle emergencies in the case of overloads and electric storms. Although he can learn the manipulation of the switchboard apparatus in a few months, he should be a student of electrical problems. Electrical repairman. This worker makes all repairs to the electrical equipment of the power plant and buildings. He must be able to locate trouble, to replace burnt and broken armature coils in generators, and to repair the switchboard apparatus and all kinds of electrical circuits in and about the plant. He should have had a wide experience in electrical work along repair lines, should have a practical knowledge of light and power circuits, including their installation, and should have had some switch- board experience since men in this position are often called in to 106 INDIANAPOLIS VOCATIONAL SURVEY operate the switchboard during the absence of the switchboard operators. Repair machinist. The repair machinist does such repairing as may be required. He must be experienced in the work of dis- mantling and assembling turbines, engines, generators, rotary converters, pumps, and other station equipment. This position requires a very high degree of skill and experience. Oiler. The duties of the oiler embrace the proper oiling of engines, generators, driving shaft bearings, and auxiliary equip- ment; the wiping and polishing of various parts of engines, and any other work assigned to him from time to time by the engineer or the turbine man. He should know something of the qualities of the different kinds of oils, greases, and other lubricants. Such information and experience as is required can be acquired on the job in four or five months. Fireman. The duty of the fireman is to keep the fires in proper condition, but he may be directed to do other work. He watches and operates the stokers by the water tender. An ordinary degree of intelligence and a good physique is required. Practical effi- ciency can be acquired only by working on the job for a period of approximately six months. The fireman is usually promoted from the position or of power-house laborer. Boiler washer. This worker cleans the flues and drums with boiler compound, removing all rust and scale. Such work as valve packing and minor steam pipe repairs are also handled by this man. Men for this line of work are usually selected from the plant laborers and learn to do the work in from two to three months. Craneman. The craneman operates the overhead traveling crane in the power house and assists in overhauling the power apparatus. This work can be mastered in four or five weeks, but a man to fill this position efficiently must be alert, and at all times extremely careful. Power-station laborer. Power-house laborers may be put at any one of several unskilled jobs by the direction of the engineer, and may be shifted from one to another of these jobs as necessity requires, although when put to one line of work they are usually kept at it till promoted. These workers handle and crush coal; remove ashes; run the freight elevators; act as janitors and watch- men; wash boilers; assist in moving machines, and in other work as called upon by the various power-house employees and fore- men. They are hired at the shop door with no questions asked. Summary. A study of the platform employees of the trans- FINDINGS AS TO INDUSTRIES 107 portation department seems to indicate a lack of general knowl- edge, together with little or no knowledge of the technical features of car operation. Much could be done in the way of teaching motormen how to handle a controller so as to avoid excessive power consumption, the burning of contacts, and jerky starts, and how to operate the brakes so as to economize air, and at the same time insure smoother stops. Standard airbrake practice as laid down in the Westinghouse Airbrake Company's book of instructions is not generally observed. The much needed instruc- tion along these lines could be given in the company's shops, on the cars in service, and in a special school car. The wage scale per hour in a majority of cases is lower than for the same class of work in other industries, but the steadiness of employment and the nature of the work in some degree offsets this, as is attested by the fact that many of the employees have had a long term of service with the company. The working conditions are good. Both power-house plants are specially equipped for the comfort and the health of the men. All car barns and repair shops are provided with individual lockers for the workers, wash stands, and lavatories. A systematic campaign for "safety first" was in evidence in all shops, and placards of warning against mechanical hazards are freely used. While the electrical railway industry is comparatively young, its development has been sufficient to make clear certain specific needs in the way of vocational training. The employees in the power house, shops, track and overhead departments need to know more about electricity, and about the operation and repair of electrical machines. Along these lines contact with the public school curriculum can be established. As yet no requirements for entrance into the several occupations and trades are enforced, and under present conditions it would seem that in so far as the school is to serve, it must be through some scheme of evening school extension work. IX. THE BUILDING TRADES. In the twelve months ending October 30, 1916, 6,823 building permits were issued in Indianapolis, representing an aggregate value of building under permits amounting to $9,435,518. The number of permits issued in the calendar year 1915 was 6,177, representing an aggregate value of $7,083,642. These figures indicate a marked increase in the amount of building construction in the past year. 108 INDIANAPOLIS VOCATIONAL SURVEY As in the survey of other industrial activities of the city, productive processes have been analyzed in the survey of the building trades primarily as industrial processes, the occupational analyses written from the point of view of the individual worker being restricted to such analyses as are required to make the Survey Report complete as a basis for instituting vocational work in the schools. Emphasis has accordingly been placed upon the methods and practice ' of modern building construction. The Indianapolis Survey is, therefore, largely supplementary to other surveys in Indiana, and in other states, which have been generally restricted to trade or occupational analyses. An analysis is given of the operation involved in the con- struction of a building from the initial work of clearing the site to the final processes of interior trimming, painting, and decorating. These processes include the following: For all buildings the initial processes are preparation of the site; establishing boundary lines and the base level; assembling and placing of offices, machines, tools, and materials; excavation and sheet piling. Concrete work includes concrete mixing and pouring; rein- forcing; underpinning; form building for walls, columns, beams, floors and arches, and construction of these parts; footing; laying hollow tile flooring; locating openings for pipes; building runways and trestling; terra cotta tile arch work; ribbed core construction; constructing ceilings and roofs; special concrete work; and form wrecking. Structural steel building processes include fabricating bridge and building steel, from plates, angles, channels, and I-bcams, by columns, floor beams, stairways, fire escapes, grills, railings, doors, and ornamental work. Other building processes include stair building; constructing walls of stone, brick and terra cotta; setting stone trimmings such as window caps and sills, belt courses, bases for columns, columns, corners, and panels, erecting inside walls; wainscoting and paneling in wood and marble; setting doors, window frames, grounds, and metal corners; lathing; plastering; plumbing; instal- ing heating and ventilating systems; laying wood, mosaic, and marble floors; stairway finishing; installing elevators; electric wiring; interior trimming; painting and decorating; and inspect- ing. fr This account of the operations involved in the construction of a building is supplemented by occupational analyses, and state- FINDINGS AS TO INDUSTRIES 109 ments of the duties and jurisdiction of the several building trades, including special lines of woodworking; electrical work; painting and decorating; plumbing; steamfitting; sheet-metal working; elevator construction; structural and ornamental iron work; bricklaying; and cement finishing. One of several interesting and important facts revealed by the Survey is that building construction is fast getting away from unscientific methods and is rapidly approaching a science. This is due largely to business competition, the time factor in erection, the general increase in cost of building materials and labor; and the demand for buildings equipped with modern conveniences and appurtenances. Notwithstanding this tendency to adopt modern methods, however, the workers have not as yet been confronted with the extreme specialization which characterizes the building trades in rriany other large cities. The definite jurisdiction maintained by the several trades, however, tends toward specialization in Indianapolis, as in other cities. While large modern buildings are being erected in large num- bers, there is a noticeable tendency in some districts towards poor and cheap construction in the small one-story business rooms and offices, and residences built to rent. Many of the old standard materials are being supplanted by imitations, the scarcity of some materials and the high cost of others having created a demand for substitutes. The architecture of buildings and methos of erection have been and are constantly changing with the introduction of new materials and equipment, and the work of the employees neces- sarily changes coincidently. This changing and adjusting to meet new conditions is bound to continue in the future. In order to cope successfully with the conditions and problems that are sure to confront those engaged in the building industry, a broad knowl- edge of general building construction will be required. The building trades are generally interested in the proposal to establish evening-school courses where their adult workers may receive training in the mathematical and technical requirements of their trade, and in any general knowledge that is of importance to their work. At the same time, all the trades are anxious for their apprentices to have opportunities for greater variety in their practical experience than they are receiving at the present time. All agree that so far as the industry is concerned, little or no opportunity is given to young workers to learn the mathematics and technique of their work. 110 INDIANAPOLIS VOCATIONAL SURVEY It is apparent that more attention must be paid to the training of apprentices in order that the industry in the future may be supplied with trained workers. The contractors have been and are, however, indifferent to establishment of a regularly inden- tured apprenticeship. As one consequence of this indifference, the unions have in the past discouraged the placing of apprentices in the trades. Contractors charge the apprentices with insta- bility and inefficiency, while the unions on the other hand contend that these characteristics are due largely to the indifference of the contractors, in that they do not give the apprentices opportunities to do the varieties of work that come under the jurisdiction of their craft. The unions realize that many of their apprentices, when they are able to command a reasonable rate of wage, become self-satisfied and apparently see no reason why they should attempt to learn anything more or become more efficient. It is important to note that while the total workers in the building trades number 6,847, the apprentices number only 226. There are no trade agreements in the building trades relative to appren- tices, except in one instance. The Master Plumbers and Plumbers Union have a "Joint Board of Control," which controls their apprenticeships. Although this sort of scheme serves its purpose, both parties concerned are working for a more effective arrange- ment, whereby an educational agreement may be introduced in the interest of compulsory school attendance of apprentices. A declaration of principles and policies regarding vocational education and the future training of apprentices, as well as journey- men, is embodied in the action of the building trades council at a meeting held October 21, 1916, in the city of Indianapolis. It is apparent from this declaration that the building trades unions strongly endorse regularly indentured apprentices and vocational training for all of their men. This declaration is a result of the work of the Survey. At first these men were indifferent, but when they understood the real meaning of vocational education, and realized the purpose of the vocational survey, they responded with their earnest co-operation. The declaration reads as follows: General Outline of Plan for Vocational Education in the Building Trades. 1. Tndentureship: We believe, in order for apprentices in the building lines to get the proper vocational training, it is necessary for them to be indentured with reliable employers and that there should be a co-operative understanding between the several organizations in the building trades and FINDINGS AS TO INDUSTRIES 111 the contractors and would recommend that such an arrangement be entered into. 2. Term of years: That apprentices be indentured for a term of four years. 3. Schooling: That arrangements be made for apprentices to attend public school in the day time for three months in each year during the dull season and would recommend the months of January, February, and March. 4. Education: This is to consist of the proper vocational training applicable to the trade the apprentice elects to learn, also the practical training in this trade. 5. Evening school: That evening school be established for journeymen who desire to obtain vocational training in their respective trades, such as general arithmetic, freehand drawing, architecture, design, mechanics, heat, chemistry, plane geometry, circles, volumes, etc. 6. Apprentice applicants: An applicant for apprenticeship in any trade who has attended vocational school, or who has worked at a trade prior to making application for apprenticeship with some employer shall be given credit on his apprenticeship for the time worked or the vocational training obtained, providing satisfactory proof is given of such vocational training or work done, subject to examination. Approved in regular meeting of Building Trades Council of Marion County and vicinity, October 21, 1916. Signed, OSCAR H. FRICK, Secretary Pro-tern. More than thirty conferences have been held with the different building trades, the Building Contractor's Association, and con- tractors not in this association. It is apparent that the industry is well-organized both as regards the employers and the employees. There is a keen line of demarcation as between those engaged in the different lines of building construction. There is also a decided cleavage between those engaged as workers in the different branch- es of the building trades. This is due to the very definite juris- diction among the trade union organizations. It is estimated that 135 out of 1,672 building contractors do sixty per cent of the contracting business in Indianapolis. Of this number 120 are members of the Builder's Contractors' Association. These men do practically all of the modern fireproof building. All of the large buildings, such as office buildings, hotels, theatres, stores, garages, factories, ware and storage houses are built by seventeen contracting firms. There are 145 plumbing contractors in the city. Sixty of this number do, by far, the greater part of the plumbing business. These men are prepared and competent to do good, first-class work, but are in many cases prevented from doing so on account of the demand for cheap work. Eighty per 112 INDIANAPOLIS VOCATIONAL SURVEY cent of the carpenter work that is done down town or in the mile square is done by seventeen general contractors. Yet there are 505 carpenter contractors in the city. In any branch of the contracting business the greater amount of work is being done by only a few contractors. In many cases one man will contract a job and do all the work himself. It is very noticeable that a great many of the contractors who contract only small jobs are not well informed concerning modern building methods, practices and materials. As a result there is a tendency toward cheap, faulty and unsanitary work. On the other hand, there are contractors that are incompetent to do contracting business, which is often found to be the cause of poor and unsatisfactory work. The lack of rigid laws concerning the erection and inspection of buildings, and in some instances concerning the workmen, is largely re- sponsible for the unsanitary and unsafe conditions that exist among certain classes of building industry. The greater number of workmen in the building trades have had no schooling beyond the sixth grade, a few have not had that much. However, many of the younger workers have completed the eighth grade, and a very few have gone to high school. The number who have had any technical, purposeful or definite training is very small. Some have had a small amount of training in schools in foreign countries, others have taken correspondence courses. A few attended evening school courses that were given previous to the Survey. But as a whole, no attention has been given toward developing and broadening the knowledge of the workers. Status of building conditions. Referring to the Table No. 1, it is important to note that a great part of the total amount ex- pended is for modern buildings (note first four columns of table). A large per cent of the alterations and repairs have been the remod- eling of old storerooms, factories and residences into modern up-to-date buildings. More residences of the modern type are being built each year. During the last year a large number of old houses have been remodeled into modern up-to-date residences, flats or apartment houses. FINDINGS AS TO INDUSTRIES 113 E 111 I s ! .S3 3 a ' c S ft s s a 3 a a s a a CO O O * CO CO i- i-< 10 o I-H ; 6.1 .2 17.1 2.4 .6 3.2 .4 139 123 16 57 16 1 7 292 271 21 68 20 6 15 347 324 23 38 12 11 30 6 3 1 1 10 10 31 14 10 27 18 19 1 89 7 3 h 5 Li 306 292 14 27 4 10 8 2 1 Apprentices Composing department Hand compositor Journeymen .... Make-up and stone- men Linotype operators Journeymen Apprentices Linotype machinists Monotype operators Monotype machinists Proofreaders 1 2 1 3 3 27 27 10 23 45 4 8 6 23 4 3 37 18 42 2 62 14 2 29 4 Copyholders Pressroom Cylinder pressmen Job pressmen 1 31 1 9 12 1 Assistant pressmen. .... Cylinder pressfeeder Job pressfeeders Bindery room Bookbinder) Journeymen Bindery workers . 34 5 1 Other departments KriKravers Lithographers Apprentices FINDINGS AS TO INDUSTRIES 189 and advertising work of the daily and weekly press, while the book and job work includes the various lines of magazine, period- ical, commercial, and general printing. There are four news- paper plants in the city employing 297 workmen and ninety-six book and job shops employing 1,084 workmen. The occupations are varied, there being eleven unions directly connected with the printing trade. Table 2. Employers in book and job shops classified by trade and size of shop. Of the ninety-six book and job shops surveyed, fifty-two, or more than one-half are shops employing from one to five workers; thirty employ six to twenty workers ten employ twenty-one to fifty workers; and four employ more than fifty workers. It will be noted that the proportion of small shops among the establishments surveyed is very large, and, if allow- ance be made for the small shops not surveyed, the proportion is greater than appears in the Survey returns. Table 3 Book and Job Shops and Employees Classified by Size of Shop. SIZE OF SHOP X BOOK AND JOB SHOPS Number of shops Number of employees Percentage Distribution Average number of em- ployees per shop. Shops Employees Total 96 52 30 10 4 1,084 139 292 347 306 100.00 54.16 31.25 10.43 4.16 100.00 12.82 26.94 32.01 28.23 11 3 2.7 9.7 34.7 76.5 1-5 employees 6-20 employees 21-50 employees Over 50 employees Table 3. Book and job shops and employees classified by size of shop. It is the opinion of the Survey that considerable expansion of trade is possible in the plants already established. Few of these produce maximum output and many of them are not well-equipped. There is a lack of proper business and ac- counting methods in the trade. Accurate cost and estimating systems are in use in only a few plants. There is not sufficient encouragement on the part of employers to improve the ability and encourage the progress of the man. Conditions in the trade. Amicable relations exist for the most 190 INDIANAPOLIS VOCATIONAL SURVEY part between the employing and labor interests in the trade. There is a growing realization that active co-operation on the part of both is necessary for the proper advancement and monetary returns in the industry as well as for increasing the volume of business. There is also a well-defined disposition to accept any aid the schools may be able to extend. Occupational analyses. Occupational analyses for the print- ing trades have been made in the Report of the Evansville Survey, and in the Richmond, Virginia, and Minneapolis Surveys. These analyses apply to the trades as practiced in Indianapolis. Production of printing. Printing is in itself a complex industry. No matter how large the plant, it is, in effect, a combination of small units or production centers, each producing a clearly de- fined product more or less complete in itself, as an integral part of the whole. Such being the case the details of manufacturing carry more risk and possibility of error than almost any other line of work, and should, therefore, provide a larger margin of profit. It is a fact that printing is a profitable business. If it were not so, it could not stand the loss and inefficiency which character- izes its operation and exist as an industry. Some of our greatest manufacturing concerns have grown wealthy from the sale of equipment of printing plants, and a number of these have paid millions of dollars in dividends, while the printer himself has often remained in ordinary if not limited circumstances. Added to this is the condition attending a special order in- dustry. The manufacturer of soap, for example, can sjbore his product against future demand, maintaining the output with some degree of uniformity. A printer, however, combines the functions of an originator, a manufacturer, and a retailer, in that he must secure his special order, and then design, manufacture, and deliver it. This product when manufactured is practically valueless except to the one purchaser. The further fact is patent that printing must appeal psychologi- cally and requires in the highest degree sales-promotion service. As an industry it is quite safe to say that printing has given the most and received the least. Organization of the business. The organization of a modern printing plant is a study in industrial efficiency. The general operation is vested in proprietor and general management, which in turn subdivides into three divisions, sales, manufacture, and accounting. 191 The sales division comprises all the activities in connection with the promotion of service and the disposal of product. Sales- manship is essential to printing not only for supplying the normal demand but for creating new business. The tendency of the best plants is to devote their energies to creative service and to the extension of the use of printed matter, with its equivalent return to the customer, rather than to competition on sharply defined lines of existing business. The factory end is divided into departments or production centers based on uniformity of equipment, product, wages, and operation. Thus all parts of the work relating to setting type are carried on in the composing room, those connected with make- ready and printing in the pressroom, while the operations relating to folding and binding of books are confined to the bindery. Type of men in industry. The various occupations require for the most part a high degree of intelligence and considerable manipulative skill. The trade is in itself a great educator. For instance, the nature of his daily vocation, if not his choice, requires a compositor to be well-read. Printers, as a class, have greatly improved in sobriety, industry, and capacity in the last decade. The rules of the trade have grown more rigid. The tramp printer exists to-day only in tradi- tion. In his place are keen, alert, skillful craftsmen. They are perhaps not better masters of the fundamental processes of the trade than their predecessors were, but they are versed in the opera- N tion of intricate machinery which would have been at one time the admiration and bewilderment of the former generation. The trade is fast becoming one of mechanical precision. Very few of its branches which formerly required hand labor have es- caped the introduction of labor-saving machinery, much of which requires considerable skill in its operation. Training the workmen. The training of workmen for the in- dustry is a serious and comprehensive problem. The old methods of training prove as insufficient in the present day as the old methods of manufacturing. Printing can not be taught in the printing office alone. Nor can any form of school, no matter how elaborately organized, turn out the printers. The printer of the future must be the product of the best that both the shop and school can give. Working conditions. Working conditions in most plants visited are found to be fairly good. Protective devices have been generally installed on all types of machines and there is some 192 INDIANAPOLIS VOCATIONAL SURVEY effort in most plants to guard against accidents. The conditions of light and ventilation are not very good and in many cases the shops lack thorough cleanliness, fresh paint, clean windows, and the removal of rubbish. Rules to make the plant clean and keep it clean will remedy these conditions. The health of workers in the trade should be made a definite part of the trade instruction. Common deficiences of workmen. The most general factor of inefficiency among printers as in other trades is a lack of education. This is observable when an ordinary journeyman undertakes to fill an executive position. Not only do printers as a class need better education in English, mathematics, art, etc., but also in bookkeeping, estimating, costaccounting, chemical analysis of paper, ink, etc. together with the knowledge of the functions of management and plant operation. The shop affords little oppor- tunity for development along this line except at the expenditure of considerable time and money necessary to compensate for errors of judgment and mistakes in production. High grade executives were perhaps never more in demand than they are at this time. The schools afford opportunity for mastering this applied academic work and ambitious men should be encouraged to take it up. The printer too often is a sort of ostrich of com- merce holding his head in a sand pile of error and imagining that his whole industrial body is adequately protected. The chances he is prone to take in a business way excite admiration of his nerve but disparage his judgment. Qualifications for positions. There are a great number of different positions in printing, but the general qualifications are much the same, differentiated, of course, in regard to the special nature of the operation. As a general proposition any man employed in printing should have a good general education, specialized as far as possible, be of alert mental capacity and quick and receptive. Printing in any of its branches requires an unusual amount of thought. Physical strength is not primary except in a few instances, but the ability to think is absolutely essential. Good eyesight, good health, and artistic sense, and a receptivity for small manipulative differences are important requisites. The qualifications of men for different branches of the industry are well known in the trade and have been thoroughly covered by the Minneapolis Survey. Entering the trade. Beginners at the trade are required to serve an apprenticeship, usually of five years, which may or may not be in connection with school training. It will be noted FINDINGS AS TO INDUSTRIES 193 that these provide regulations for the advancement of the appren- tice and the scale of wages for his remuneration. A certain aptitude and progress is a necessary requisite for all boys entering the trade. The purpose of the Indianapolis Survey of the printing industry has been primarily to develop the possibilities of co-operation be- tween the public schools and the trades. In the printing trades, the apprenticeship system as it is practiced in Indianapolis shops is primarily a means of regulating entrance to the trades, and in the opinion of many men in the trades, it has comparatively little value as a means of developing trade skill. The apprentice serves his time, occupied for five years, if he is keen and persistent, in picking up and digging out scraps of trade knowledge. He may be kept indefinitely on any one line of unskilled work at which he can make his wage. He may drift about from shop to shop, sometimes acquiring in this way a semblance of trade training, and sometimes drifting entirely out of the industry. Master printers as well as journeymen recognize the failure in practice of the apprenticeship system as regards shop training and are generally willing to concede that the apprentice can acquire trade knowledge and skill more rapidly and surely in school than he can in the shop, at least, for two or three years of his apprenticeship period provided always that the school is properly equipped, and the instruction given by men acquainted practically with the trade. In a newspaper office the apprentice "chases" proof for a year, and then advances to the proof press for a year, and so he may come to the end of the second year of his apprenticeship without having acquired any knowledge of type cases, or any skill in setting type, or in machine operation. In this period he picks up some informa- tion about the methods of getting out a newspaper. The work that he does is essential to the work of the newspaper office, but it is not essential to the trade training of the apprentice after a brief experience of it, and the boy is not advancing in his trade as rapidly as he might do under conditions which gave him an opportunity to exercise, to the full extent possible, his natural capacities and aptitudes. This failure of the shop to provide opportunity for the appren- tice during the first years of his service to advance in his trade, is the opportunity of the schools. By being taken out of the shop 664713 194 INDIANAPOLIS VOCATIONAL SURVEY for these first years, the apprentice loses -nothing in the way of trade training that is of any value and, if the schools are efficient, these years may be made the most profitable years of the ap- prenticeship period. It must be borne in mind that some serious limitations are imposed upon the apprentice in the shop by the maintenance of trade jurisdictions, and it would seem to the advantage of the trades that these jurisdiction limitations should be removed insofar as they interfere with the strict maintenance of jurisdic- tions in the trades generally. To sum up briefly, the opinion of the trades as regards the apprenticeship system now in operation, the Survey finds that men in the trades generally feel that the apprentice does not get the training to which he is fairly entitled; his time and his employer's time and money are wasted, and his training, such as he gets, is accidental. The apprenticeship is regarded as being of little value to either the boys or the master printers, and one progressive printer declared that a boy could not "get an idea of the printing trades by apprentice training." A first step in remedying this situation is obvious, and lies in the perfection of an agreement in the trades under which master printers and journeymen can exploit the' opportunities provided by the local school of printing. It has been ascertained by the Survey that the master printers and the unions both favor an arrangement by which the technical instruction of the school of printing shall be incorporated into the regular apprenticeship training. Prevocational work. Prevocational work in the city of In- dianapolis is carried on in ten printing centers on a time basis of about two hours per week. The scope of this work is prevocational only, and while undoubtedly useful there is considerable field for its improvement. The centers are seriously handicapped by lack of sufficient equipment and the poor quality of materials. This naturally limits the best results in instruction. Vocational instruction in the trade. Vocational instruction for the printing trade should be in very close co-operation with the trade itself. The various boards provided by law should be in active charge of the direct instruction work, both in prepara- tion of outlines, scope of instruction and thoroughness of teach- ing. The board should keep in constant touch with the progress of each student-apprentice and his development. It is manifestly impossible for a school to turn out a journeyman printer. The FINDINGS AS TO INDUSTRIES 195 school can acquaint the student with all the theoretical information necessary in the trade and much of the shop practice, as well as affording practical experience on standard machines and processes; but while it is thus possible to give advanced technical training in the school, the shop must develop maturity of judgment arid productive experien.ee under commercial conditions. There are four indispensable requisites to the proper teaching of printing. First, definite aims, scope of instruction, and provisions for students in the trade to the end that only the proper number are educated and that these receive the best instruction possible to give them. Second, standardized courses of study, outlines of instruction, systems of operation and methods of teaching. Third, properly trained instructors who are practical mechanics in the trade. Fourth, adequate mechanical equipment. Too many classes of printing are started with practically no attention paid to these four important details. As a result, the work is far from satisfactory. Practical teachers are absolutely necessary. It is impossible for any man to teach what he does not know, and no man can teach the printing trade except the printer. So far as equipment is concerned, elementary opera- tions may be taught to a large group with a small amount of equipment and under one instructor, but real trade training re- quires small classes and much expensive machinery. It costs money to furnish real technical education that is to be in any sense beneficial. Organization of classes. The first consideration in promoting a printing class is the question of whether such a class is needed in the community at all. The next is how many boys are normally required by the trade each year. It should not be the endeavor of a school to train more men than the industry can absorb. Other communities should not be depended upon to take up the surplus, as they have, or should have, the means of caring for their home requirements. It is of prime importance that a decision be reached in each locality where vocational printing is introduced by means of conferences with all trade interests as to the aim and scope of instruction. This having been decided upon, the school should be organized to furnish it with the least expenditure of time and money. 196 INDIANAPOLIS VOCATIONAL SURVEY What should be taught. The first duty of the schools is to teach those things which, although very essential in the trade, can not be taught in the shop. This should include English, mathematics, and art. Wherever the time available permits, the other subjects that should be taught are civics, physics, chemistry and hygiene. The application of all academic subjects should be practical and direct. The test is: Will this benefit the men in the trade? English. In the English course a boy should be taught to write a good legible hand, to spell, to punctuate, the proper use of capitals, small capitals, italic, division of words. The proof- reader's marks and rules for reading proof, the editing of copy, how to write a good English sentence and state ideas intelligently. He should be taught to write a good business letter and how to prepare copy for publication. Mathematics. The making of legible figures, simple addition, subtraction, multiplication, division, and use of decimals, the point system, computing composition, figuring amounts of paper, elementary estimating, bookkeeping, and cost system work. Art. All work in art should include some mechanical free- hand drawing, lettering, principles of design, proper use of decora- tion, margins, color harmony; all of which should- be based on practical printing problems. Civics. The civics course should cover in a general way the duty of the boy to himself, fellow-workmen, his employer, and to the State. His duties as a citizen, an understanding of the rights and functions of government, etc. Physics and chemistry. These may be made joint or separate courses, to include analysis of paper, ink, and other materials used in printing. Action of light and color, details of mechanical movements, applications of energy, static electricity, humidity, and other conditions involving plant operation. Hygiene. The desirability of educating the workmen to the importance of caring for their health, making the best use of their energies, and preventing accident can not be too strongly empha- sized. Simple rules of health and accident prevention should be taught directly and thoroughly. Instructors. The first thing that must be impressed upon school boards is that they must secure the services of high-class men. They must pay them what they are worth. A first-class craftsman should not be asked to work for less in the school than he can draw down in the trade. The qualifications for a good instructor of printing are exact- FINDINGS AS TO INDUSTRIES 197 ing. He should be a good practical workman and in good stand- ing with the trade. He should be studious, loyal, patient, ener- getic, and able to get along well with his students. He should not be a fanatic on any subject, have good moral habits, and live within his means. Mechanical equipment. If we were called upon to designate the greatest fault in the average school work applied to a trade we should say it was in the endeavor to accomplish too much with the means available. Thoroughness can never be overdone. As we have previously mentioned, teaching printing requires expensive equipment, that is, if it is to be taught as a trade and not merely as a cultural study. A machine like the linotype should never have more than two students working at a time, one as machinist, the other as operator; on press, one boy at a time. All equipment should be of the best and latest type. Any attempt to teach from a bunch of antiquated junk is a predetermined failure. The equipment should be kept in good condition. Setting type out of "hell-box" by "moon-light" would be a recrea- tion compared with any attempt at composition from cases in such a training school. The boys should be taught the value of equipment, the importance of keeping it in proper condition and the way to use it correctly. To accomplish this requires practical knowledge and indefatigable energy on the part of the instructor. Vocational school abuses. Every effort should be made to discourage the commercialization of trade schools. By this, we mean the placing of production above instruction or the entering of the competitive field by what amounts to a subsidized condi- tion of manufacture. A certain amount of practice on "live" work, as it is called, is not only desirable but essential to the proper training of students, but this output should be restricted to the needs of the school as instruction problems and not held for ulterior reasons. Some school boards figure that by establishing classes in printing they are providing cheap means for secur- ing printing for the schools. A number go so far as to require the instructor to produce work equivalent in value to his salary. There are enough printing shops in operation and if the school can do no more than produce printing there is no excuse whatever for its existence. It stands to reason that if the boy has progressed, say to the point of making-ready half-tones, and the school is hand- ling "live" work and the rack is full of bookwork forms, the boy can not get any half-tone make-ready. 198 INDIANAPOLIS VOCATIONAL SURVEY Another very detrimental condition prevailing in the generality of printing classes is the very poor quality of work. A good stand- ard should be insisted upon, in fact, no job set up by the students should be finally passed until it is of sufficient excellence to equal good commercial standards. Poor workmanship in the schools should not be tolerated for a minute. The problem for a school is to insist, first on quality, and secondly on quantity. One of the scarcest things in printing is a good, fast workman. XII. GARMENT-MAKING INDUSTRIES. In a report of the industries of Indianapolis published in 1889, under the auspices of the Board of Trade, four garment factories are described. One of these manufactured model pantaloons, shirts and vests. In this establishment "125 hands" were em- ployed, while a large force was kept at the reformatory where thirty-five machines were operated. A second factory employing five to ten workers made regalia and lodge goods. A third, with a force of from "350 to 400 hands" made overall pants, shirts, hunting suits, boy's shirts and waists and duck clothing. The fourth factory manufactured overalls, shirts, drawers, and fine dress suits to order. The employed force number from "40 to 50 hands." To-day, in the city of Indianapolis, almost six times the number or nearly 3,000 people are employed in the. garment trades, and the lines of demarcation for types of garments are much more carefully drawn. Some of these industries manufacture men's garments exclusively, some manufacture women's garments exclusively, and others manufacture garments for men and women, or children. The factories in which garments for men and women or children are made employ more than all the other garment industries together, the number being almost double that of em- ployees in the men's garment industries and nearly seven times that of employees in the women's garment industries. Over 2,300 of the total number employed in all garment trades, or eight per cent, are girls and women, while approximately 600 or twenty per cent are men and boys. The numbers herein quoted represent the medium numbers employed during the year unless otherwise stated. The census of manufactures for Indianapolis in 1914 shows a total of 1,839 employed in all clothing manufactures, 1,417 women, 417 men, and five children. A comparison of these figures with FINDINGS AS TO INDUSTRIES 199 those of 1889 and those of the present time shows a decided in- crease in the business of garment manufacturing in Indianapolis since 1914. It also shows an increase since 1914 in the number of women employees as compared with men. Four factories make men's garments exclusively. One of these factories alone employs approximately 900 of the total 964 workers in men's garments exclusively, and these workers are nearly evenly divided between the two sexes, there being about 100 more women than men employed. In all the other garment trades surveyed, the number of women workers greatly exceeds that of men. One of the four factories making men's garments exclusively is an overall factory, manufacturing only stock for the trade, consisting of overalls, work shirts, coats and pants and butchers' aprons. In this factory the work is reported as fairly steady the year round. In the other three factories, custom tailoring is a large part of the work, one of the factories producing no stock for the trade. One of these three factories makes overcoats, coats, vests and pants. One makes shirts to order, and the third makes shirts, nightshirts, pajamas, neckwear, bathrobes, and underwear. In the first one of the last three mentioned factories, December, part of January and July show the least business with an increase during the other months until the maximum is reached in March and October. In the last two factories the busy seasons are from the middle of January to the middle of June, the dull season starting then and continuing through August, when business is on the up-grade again. Six factories produce women's garments only. These facto- ries employ thirty-three men and 236 women. One factory alone employs more than fifty per cent of the total number of workers. A comparative summary furnished by the United States Department of Labor for 1904, 1909 and 1914, together with the above figures shows the following changes in the number of em- ployees in the women's clothing industry since 1904. Industry. Year Number of Wage-Earners Women's clothing 1917 269 Women's clothing 1914 384 Women's clothing 1909 462 Women's clothing 1904 491 200 INDIANAPOLIS VOCATIONAL SURVEY These statistics indicate that the women's clothing industry is decreasing at least in Indianapolis. One firm that formerly made waists, skirts and dresses of all materials, has, within the last two years, reduced its manufacturing entirely to the making of women's work aprons and dresses. The reason given for this change was that women's fashions change so frequently it is difficult to make anything in advance of the season, while the fluctuations in prices of fabrics makes it impossible to predict what the selling price will be a few weeks or months in the future. The proportion of women to men workers (seven to one) in the factories producing women's garments exclusively, is much greater than the proportion producing men's garments exclusively (ap- proximately ten to seven). One of the six factories producing women's garments exclu- sively, makes waists, dresses, middy blouses and summer skirts with a special line for stout women. Four others make skirts and dresses while the sixth makes only work aprons and dresses. Only one of these factories reported the manufacture of women's coats in season. The six factories do no custom work, the entire output con- sisting of stock for the trade. Their dull seasons are the latter part of December and the first part of January, and again the latter part of July and the first of August. These data show that the dull seasons for the two lines of work very nearly coincide, a situation that has not always existed since it has not been uncommon for workers in the dull season in the women's garment trades to find employment in men's garment trades when the busy season is on. Since little if any custom work is done in the women's garment industries, and practically no suit and coat work, employment is somewhat steadier than in the men's garment trades. Seven factories produce garments for men and women or chil- dren. While one of the factories producing men's garments exclusively employs a force that greatly exceeds the number of employees in any one of these seven factories, yet the sum total of employees in the seven exceeds the combined numbers in all the other garment factories. No custom work is carried on in these factories, the entire output being stock for the trade, which is all made from cotton ma- terials and, with the exception of one factory, where pajamas, nightshirts, and petticoats are made, consists of work clothes. Three of the seven factories are overall factories producing overalls, FINDINGS AS TO INDUSTRIES 201 work coats, pants, jackets and shirts. They also manufacture either boys' work pants (brownies) or a line of women's work aprons. One is a glove factory where the output is work gloves for men, women and children. Two make work uniforms for automobile manufacture and garage employees, house and public building porters, nurses, internes in hospital, and maids in private households. Butchers' frocks, cooks' jackets and aprons, barbers' coats, waiters' and butchers' jackets, waitress's dresses and aprons, and dentists' operating coats are also made in the two factories. One factory produces aprons, bonnets, petticoats and bloomers, pajamas, nightgowns and nightshirts*. In all these garment industries the kinds of work may be distin- guished as hand work and power machine work. Designers, patternmakers, markers, cutters, and pressers are among the employees that do not operate power machines. Designers draft patterns and make sample garments, or direct the drafting of patterns and making of sample garments; they must be able to forecast the styles for the season and understand color combinations and lines. They must be versatile in modi- fying garments to produce a variety of models on the same general lines. Sometimes as many as fifty or a hundred models of dresses in the same materials and on the same general lines are carried by the agents of one house. The same is true of aprons, waists and skirts. Some designers have been successful dressmakers, and later turned their attention wholly to the line of designing. Some are with the trade as inspectors or in other positions and show artistic ability that suggests their fitness for the business of designing. One woman designer had developed in that way and has planned to spend the coming summer in a school of design in New York to become more proficient in the work. Still other designers have had special training for the work. Cutters and also markers must know how to adjust the pattern to the various materials to cut most "economically. They must know how to match the goods and to cut carefully to the marking. In one factory bushelers are employed to repair errors in cutting or making and one woman is paid a wage of $35.00 a week to repair goods when an error has been made in cutting. So skillful was she in this work that it was impossible to tell where the repair had been made. This woman had learned her trade in eastern mills. Because of the handling of heavy goods, heavy shears, and cutting machines, men are employed as cutters. Boys employed 202 INDIANAPOLIS VOCATIONAL SURVEY as errand boys and about the cutting room often serve an appren- ticeship in the cutting trade. Pressers are usually men, especially where very heavy irons are handled. This work requires great care as the fabric is easily marred if the heat of the iron is too great or it remains too long a time on the garment. Skill is placing the parts of garments to be pressed is essential. In the factories that do a custom business, such hand work as making buttonholes, sewing on buttons, making lapels, collars, cuffs, padding shoulders of coats, basting in sleeves, hemming bottoms of pants, putting in lining and embroidering monograms on shirts is done. The power-machine operators do such work as seaming, felling, serging, hemming, hemstitching, buttonhole making, sewing on buttons, sewing in sleeves and embroidering. The first requisite in operating a power machine is that of knowing how to start and stop the machine. With this knowledge acquired and that of threading the machine and guiding the goods while sewing, the essentials in becoming an operator have been gained. The simplest operation on the power machine is that of sewing straight seams, while the process of felling is one of the most difficult. In two or three of the factories the operator's work consists of making an entire skirt or dress except the finishing, but in all others the "section plan" of minutely subdividing the work into numerous steps and assigning one to each operator, is used. An illustration of this in the women's garment industries is shown by the following subdivisions of work among the various employees : 1. Seaming skirt. 2. Making sleeves. 3. Making body of waist and collar. 4. Putting in sleeves. 5. Hemstitching. 6. Sewing. 7. Putting on lace. 8. Embroidering. 9. Fagotting. 10. Sewing on buttons. 11. Making buttonholes. 12. Putting on fasteners. 13. Making buttons. FINDINGS AS TO INDUSTRIES 203 14. Putting on girdle. 15. Inspecting. 16. Folding and packing. In the men's garment industry it is shown by the following in coat making. 1. Piecing up the under-arm seam and making the cash pocket. 2. Sewing around the flaps and welts. 3. Stitching around flaps and welts. 4. Sewing on flaps and welts. 5. Completing the lower pocket. 6. Tacking in vest pocket. 7. Sewing around and trimming pocket. 8. Joining coat. 9. Basting around canvas. 10. Basting in canvas. 1 1 . Tacking pockets. 12. Putting on bridle. 13. Padding lapel. 14. Front pressing. 15. Shaping. 16. Trimming off canvas. 17. Putting in lining. 18. Basting on facing. Section work not so detailed is illustrated in the making of overalls where one girl makes one side of the garment, a second girl the other side, while a third girl stitches the two sides together and finishes the garment, or in the making of khaki pants, where one girl makes the front of the garment, another the back, and a third girl stitches the two parts together, hems and finishes the garment. Cleaning, trimming, folding, running errands, and examining are among the tasks to which inexperienced and untrained workers are often assigned first. Wages are paid on a time basis or piece basis. Designers, cutters, and usually pressers are paid on a time basis; machine operators and the workers who sew on buttons, make button- holes and finish are paid on a piece basis, which range from $8.00 to $15.00 and may reach even $25.00 or $30.00 per week; the 204 INDIANAPOLIS VOCATIONAL SURVEY inexperienced workers such as cleaners and errand boys and girls are paid a beginning weekly wage of from $3.50 to $8.00 per week. This at times pays as much as $10.00, according to their ability to turn out work. Often beginners are started at once on the power machine and when this is done they may be paid a regu- lar wage of $4.00 or $5.00 while being tried out, after which the wage is put on a piece basis if they continue the work. In one or two factories, however, beginners are put on the power machine and are started at once on a piece basis and the wages may run as low as $2.00 for the first week. One small factory making women's garments pays all wages on a time basis, no employee receiving less than $7.00 per week. The manager stated that he took only experienced help and that no worker was worth anything to him who could not earn at least $7.00 per week. Speed in turning out work is the basis for raising wages which, of course, when paid on a piece basis advance automatically with the increase of the worker's speed. One woman who had been in a factory just one year and was paid 2c a dozen for pressing shirts was receiving $17.50 per week. Another employed in folding shirts at 3c to 5c a dozen was re- ceiving a weekly wage at the end of five years. In one factory the superintendent reported that he had changed the wage from a piece basis to that of a time basis and was assured by the results that it was a good thing. He took a group of workers among whom had been sectioned the operations in making one garment, ascertained the average weekly wage of each on the piece basis, recommended to the workers that :r2.00 be added to that sum and a regular weekly wage thus established. The em- ployees accepted the proposition and the assignment of the work was then made by putting the worker with the lowest weekly wage on the least difficult operation, the one whose wage was next to the lowest on the next least difficult operation, etc. This afforded opportunity for advancement from one operation to another and a corresponding increase in wages. In many of the shops a bonus system has been established, which means an addition of some money to the regular wage, for special proficiency or other commendable features. In one factory at the end of every week each employee received, in addition to his week's earnings, ten per cent of the same. Of course, the greater the earnings for the week, the greater the bonus, which is an incentive to greater speed, punctuality and less ab- FINDINGS AS TO INDUSTRIES 205 sence. In the factory referred to above, where time work has been substituted! for piecework, a schedule of a week's work is fixed and apportioned daily, and each worker who does more than the fixed schedule is paid for the extra work. In another factory the manager said it was the intention of the company to give some stock at the beginning of the year, 1917, to all workers who had been with the factory a certain number of years. The hours per week vary from forty-five to fifty-four. Six factories have from forty-five to forty-nine hours per week, four have fifty-two hours per week, and two have fifty-four hours per week. Six factories begin work at 8:00 a. m.; two begin at 7:30; and one at 7:15. The factory day closes at 5:00 p. m. in three factories, and at 6:00 in three factories. In the others it closes at 5:30 or 5:45. Seven factories close at noon Saturday, one at 1 :00 p. m., and two at 4:00 p. m. Four factories report an hour at noon for employees, one reports three-fourths hour and two report one-half hour. The longest week is fifty-four' hours: This is in a factory where work begins at 7:15 a. m. and closes at 5:30, with one-half hour at noon. This factory closes at 12:30 on Saturdays. The shortest week is forty-five and one-quarter hours. This is in a factory that opens at 8:00 a. m. and closes at 5:00 p. m. with three-fourths hour at noon, closing at noon on Saturday. The labor turnover has never been definitely worked out by these factories, though it is generally conceded to be large. One factory manager stated that in the dull season they did not employ more than fifty per cent of the number employed in the busy season. Another estimated it at less than fifty per cent. One foreman said that not more than one out of six attempting the work made good. On the other hand there are workers who remain in the same factories for years. In the older factories, employees are found who have been there from fifteen to twenty- five years. Such an employee is usually holding a responsible position, such as that of superintendent, foreman or forewoman. When business is slack, instead of laying-off workers, the factory usually keeps as many as possible, dividing up the work so that all have something to do. This, of course, means fewer pieces of work for each one and consequently less remuneration. Only one factory has made a conscious effort at dovetailing to reduce the labor turnover. This is a men's garment factory with the bulk of business custom tailoring. A special line of stock for the trade has been introduced which can be made up by the 206 INDIANAPOLIS VOCATIONAL SURVEY workers during the dull season in other lines. While many other industries carry on more than one line of manufacturing, it is not done to save the labor turnover but to utilize the entire plant, and entirely different sets of employees are used on the different lines of goods. Taking these factories as a whole the great majority of employ- ees are American. Occasionally, expert workers who learned the trade in Europe are found, but on the whole the workers are not foreigners. The small towns about Indianapolis and the city itself furnish them. Cards of admission recording the training of the worker and his special qualifications are not filed, so it is impossible to com- pare the ability of workers according to previous training and experience. They make application for work and in most factor- ies are hired after a brief interview with the manager or foreman. If power-machine operators are needed, the beginners may be put at once on the machines where they are instructed by the foreman or one of the employees who is taken from her work and paid on a time basis for that purpose. While in all factories dismissal originates with the foreman or forewoman, such dismissal is rarely final until the manager has passed upon the case. When beginners are paid on a piece basis they automatically drop out if inefficient, because they are soon discouraged by the meager returns. All factories report that a fair trial of from one to three weeks is allowed all new employees. The value of having some one person in a factory to look after the "hiring and firing" is becoming more and more apparent. One factory is gradually turning over this important phase of the work to one person and it is highly satisfactory. While there is a difference in the character of the operations in these factories, and the remuneration varies with the work, yet there is little advancement except through increased speed which of course, raises the wage. Workers often prefer to continue the same operation rather than attempt to learn a new one although it may pay a higher wage. Sometimes a worker who is especially proficient may become a forewoman, but such a position requires qualifications in addition to those of speed in a single operation. In all factory work the employer is growing more and more to realize that what affects the employee affects the business. Buildings are better lighted, heated and ventilated and special provisions made for the recreation of employees. Fewer children are found in these factories every year, due to compulsory educa- FINDINGS AS TO INDUSTRIES 207 tion laws, child labor laws and a feeling on the part of the em- ployer that his best interests are conserved by adult labor. Only 94 of the 2,964 employees in the garment trades are reported as under 18 years of age. Beginners who know how to sew by hand and on the foot power machine, who know the parts of a garment and their relation to each other are more apt to be successful in the work. The pro- nounced weaknesses of employees are the tendencies to drift from one factory to another, to be late or absent themselves altogether from work, and to let the desire to acquire speed surpass the desire to do the work well. Number of Employees, Classified by Character of Establishment, Age and Sex NUMBER OF EMPLOYEES CHARACTER Both Sexes Male Female of ESTABLISHMENT Age. Age. Age. 18 yrs. 18 yrs. 18 yrs. Total 14-17 and over Total 14-17 and over Total 14-17 and over Total 2,964 94 2,870 595 14 581 2,369 80 2,289 964 18 946 405 9 396 559 9 550 Women's garments 269 6 263 33 33 236 6 230 Men's and women's or children's garments.. . . 1,731 70 1,661 157 5 152 1,574 65 1,509 XIII. THE CANNING INDUSTRY. The magnitude of the canning industry in whole is shown in the follorring statement of output of canned goods for 1914. Fruits, vegetables and canned soups . Salmon, estimated Milk, estimated Meats, estimated Sardines, estimated Shrimp, oysters, and other sea food . the country as a the value of the Value of Output $158,015,893.00 30,000,000 00 60,000,000 00 15,000,000.00 6,000,000.00 3,000,000.00 Total $272,015,893.00 208 INDIANAPOLIS VOCATIONAL SURVEY This industry is one of the leading industries of the State. The value of the output in 1914 was K>8,758,343, and the number of workers employed 3,952. Indiana ranks sixth among the states in the value of output and in numbers employed, ranking third in value of output of tomatoes. The work is highly seasonal, and the character of the industry is such that the skilled and more remunerative positions are few. Vacancies in these positions are frequently filled from the outside, rather than by promotion. A few men, only, advance to foreman- ship and to managerial positions. Canning is a process of preserving carefully prepared and selected food products in glass or tin containers by the application of heat sufficient to sterilize them. Commercial canning begins with contracts made with produce growers, and the delivery of the raw product at the factory. A good quality of canned goods presupposes a careful harvesting of the raw product, followed by immediate delivery at a canning factory. A delay in delivery will seriously affect the flavor of any fruit or vegetable which lies in bulk for any considerable period of time. When the raw product arrives at the factory, the foreman examines it and sees that it is unloaded properly. Tomatoes and corn are weighed on the wagons. The tomatoes are then stacked or poured into a belt conveyor which passes to the washers. Corn is put into bins or fed to machine huskers. Peas are fed into viners. Fruit is carried to hand or machine peelers. The raw material is graded first according to its condition on arrival, and second according to its size and quality. The quality of peas is determined by floating them in a weak solution of brine; the older ones sink while the tender ones float. Various devices are used for grading according to size. Sometimes the product is sent through a series of revolving cylinders, or moving screens, which are covered with graduated sizes of mesh wire. Tapering rollers are also used for separating the various sizes of fruits. If the product is soft or green it is graded by hand. Skill is required in grading for quality, and the foreman, who is generally the weigher in the small establishment, gains this through experience. Preparation for canning. Apples and pears are peeled and cored; berries are stemmed and sorted; corn is husked; tomatoes are scalded, pared and have stem end removed; peas are shelled; peaches are pared and stoned; beets and other vegetables are FINDINGS AS TO INDUSTRIES 209 peeled or scraped. Women and girls are usually employed for this work. The cleansing of the product is one of the important operations in the canning industry. Soaking and spraying are the two meth- ods commonly used, the entire process being performed by elab- orate machines. Peas and some fruits are run through revolving screen cylinders into which streams of water are running. Belt machines convey some products through sprays of water. Ber- ries are usually immersed to soak off the dust and dirt. Peeled fruits are kept under water until canned. Tomatoes are passed through tanks of water on conveyor belts. The cans are also run through the washing machines before being used. No skill is required to operate these machines. The attendants have only to watch the water supply and to keep the work moving. . Most vegetables and some fruits require blanching. The process consists in dropping vegetables into boiling water for a few minutes for the purpose of softening them. Dipping peaches in hot water keeps them a uniform color. This process is done by machines of such a nature that unskilled workers easily manipulate them. Filling consists in putting the prepared raw product into cans, by hand or by automatic machinery. Most tomatoes are forced into cans by a plunger machine. Extra fine ones are put in by hand. Corn is heated in a tank, seasoned with sugar and salt and canned while hot. Some fruits are packed by machine but the select stock is always put into cans by hand. All cans must be filled to standard weight. Water, syrup, brine or sauces are added after cans are filled. Processing is equivalent to sterilizing. Each product is heated to a certain temperature which is maintained for the time neces- sary for sterilizing. The period demanded for this process differs for the various products. A control of temperature and of time is made possible by timing devices and by recording thermometers. Most products require only sterilizing for preservation. Expert chefs are usually employed to supervise the work. In many small establishments no attention is given to exhaust- ing, but this process is one of the essential operations in a large factory. Exhausting consists in slowly heating the contents of the can before capping in order to expel the air. This insures the proper collapse of the can. Products that are put into cans hot must not, necessarily, be exhausted, although before sealing they are usually sent through a trough containing hot water. There are seieral steps in the process of sealing a container. A 664714 210 INDIANAPOLIS VOCATIONAL SURVEY cap is placed upon the can, which then passes through the cap soldering machine to the tipper, where it is finally completely sealed. One machine operator can now do the work which form- erly required three hand workers. In most small plants the cans are closed by double seamer machines at the rate of forty to seventy-five per minute. The edge of the top and the flange of the can are turned under with great force, making a perfect airtight closure. Formerly a leak testing trough was used, but this has been abandoned on account of the small per cent of leaks. The double seamer operator is a skilled worker and has in many instances obtained his training in the school of the double seamer company. After processing, the product should be cooled at once, either by immersing the cans in tanks of cold water or by spraying them. Rapid cooling preserves quality and gives a uniform color. In small plants, where the canned goods are cooled in open sheds or out-of-doors, the inside cools long after the rest. Consequently the output is not of a uniform quality. After product is canned, and the can is bright and free from rust, it may be labeled and boxed. The labeling is usually done by girls, either by hand or machine. Hand labeled cans are much neater, as the machines for this work are as yet cumbersome and faulty. Speed and accuracy, but no training, is required by the labelers. The labeling and boxing is usually done in the slack season. This affords all-year positions to a few workers. Men are usuarlly employed to do the boxing as the work requires considerable strength. Most of the employees in the canning industry are semi-skilled or unskilled workers. No requirements are necessary to secure a job, for the establishment is usually glad to employ all who apply during the busy season. It is often very difficult to secure an adequate number of employees. Most of the workers live near the plant. The women workers are often the housewives from the vicinity. During the summer months, many school girls are employed. The men who hold the better positions have continuous employment. Those taken on during the rush season are often "loafers," "tramps," and "drifters," as most of the work requires little except strength and endurance, and can be learned in a very short time. In many of the plants machines are supplanting the hand workers. The sealing process is now done entirely by machines. The installation and use of these machines calls for expert machin- FINDINGS AS TO INDUSTRIES 211 ists, who need to know how to repair and adjust the machines. Their knowledge of the process of canning is a minor matter. There is one marked instance where machines can not be used, that is in peeling tomatoes. Many of the products require skilled men in charge of the cook- ing departments. This is true when a certain flavor and an ac- curate condition of the products are demanded. This is cared for by a foreman employed in each department. He gives the neces- sary instructions to the workers. He must have a knowledge of the processes of canning, of the preparation of materials and of the general operation of the plant. Young men who are ambitious and energetic rarely enter the canning industry, because there is little chance for promotion. In some of the larger plants fore- men sometimes work into higher executive positions or get into the selling end of "the game" on account of their intimate knowl- edge of the product. The managers and foremen, particularly in the smaller plants, are often stockholders. The superintendent or general manager of the establishment is usually the owner or a principal stockholder. The foreman or manager has the actual trade experience and a knowledge of its problems which cannot be acquired without years of experience in the business. Wages. Some of the establishments observe an eight-hour day, but most of them work ten hours, and in the rush season twelve to sixteen hours. The season is short and the workers are glad to get in as much time as possible as they are paid by the hour. The rate and wage deperid upon skill and speed. The women and girls usually receive 4|c per bucket for peeling toma- toes. A good peeler can make from $1.00 to $2.00 per day. Men at the filling machines receive from 20c to 30c per hour. Those who tend the machines for blanching the raw product make from 15c to 25c per hour. Boys or girls tend the cans through the exhausting process. They need only to keep the cans moving. Their wage is from 12c to 17|c per hour. Canning is almost wholly a seasonal industry, the major work being done in August, September and October. During these three months the number of employees exceeds the employees of the remaining nine months by seventy-five per cent of the whole number employed. Some canning factories, however, are now putting up a variety of products and run the entire year, increasing their working force about twenty per cent during the fall season. In comparison with the magnitude of the canning industry, the outlook for the worker is limited in the extreme. Although men and 212 INDIANAPOLIS VOCATIONAL SURVEY girls constitute fifty per cent to seventy-five per cent of the total number of employees, there is no future in the industry for them because their work is unpleasant, poorly paid, and offers but seasonal employment. No training is necessary and the little skill required can be obtained on the job. The foreman and the managers are usually men who have grown up in the business. The men at the machines have learned their trade elsewhere. These conditions in the canning industry are, no doubt, due to the character of the industry itself, which does not attract men and women who can obtain positions elsewhere. XIV. SCHOOL AND HOME GARDENING. Interest in gardening has grown steadily in Indianapolis. The schools, the Vacant Lot Cultivation Committee, the Chamber of Commerce, and many clubs and organizations have helped to make the interest general and widespread. Experiments with vacant-lot gardening, with school gardens, and with children's home gardens have been tried with varying degrees of success. In every instance the work has aroused neighborhood interest, and has met with encouragement. Indianapolis is located in a good gardening section. There are more than 400 truck farmers, within or near the city limits. They sell their produce to grocers, commission men, stand owners at the city market, hotels, and special customers. The county court records show that in 1914 there were 2,247 acres of vacant tracts of land within the limits of the section bounded by 38th street, Southern avenue, Emerson avenue, and Belmont avenue. This estimate does not include individual lots or backyards. Before 1908 there were sporadic attempts to interest children in school and home gardens. These gardens were usually felt to be helpful, but they had no permanency. All the time and effort were given voluntarily on the teacher's part and in no case did any teacher receive pay for her time and labor. There were practically no funds available for furthering the work. However, keen interest in the work was aroused in 1908-09 and a number of experiments were tried. The work was encouraged and directed by the head of the biology department at Shortridge High School, who devoted part of her time to grade-school work. The following accounts of school gardens are given to illustrate the different types of school gardens that have resulted from the experiments. FINDINGS AS TO INDUSTRIES 213 The George A. Meritt School cultivates a vacant lot nearby. The refuse is carted away, the ground is plowed, fertilizer is used, and the beds are made. The work each year is utilized in connec- tion with many school activities, namely, nature study, art lessons, civic work, composition, arithmetic problems, and manual training. The work is co-operative; the products are sold or given to the needy. The garden is cared for during vacation by a neighbor who shares in the product. The McCoy School backyard gardens. The principal of the McCoy School has developed a type of gardening that has proved its value in a section where colored people live a backyard garden. The pupils of one room took entire charge. The boys cleaned the yard, whitewashed the fence, spaded the yard, and made the beds. The seeds were planted by small squads of chil- dren who worked there before or after school. At the end of the school year, the garden was given to the tenant of the place. Twelve such gardens were made during the year and the whole neighborhood showed the effect of it. The children learned lessons of order and cleanliness. A formal garden. An experiment in landscape gardening was carried out by the principal and pupils of School No. 10. The civics class obtained a vacant lot for a flower garden. The older boys put up a fence and made a gate at the alley entrance. After the ground was plowed, the garden was measured by the children, the area of the entire plot computed, and individual plots assigned to the various classes. A garden design was obtained, the boys laid out the beds and did the spading. Seedling plants that had been grown in the schoolrooms were set out. The boys made a sun dial and two garden seats and put them in place. A formal garden resulted. The Washington School garden. The garden at the Washington School has proved profitable because only plants which matured early were grown. Greens, radishes, onions, and lettuce found ready purchasers. The sales usually netted from $25.00 to $30.00 for the school fund. The past year, the children who attended the vacation school planted corn and beans, so that a late crop might be available about September fifteenth. Under the direc- tion of a teacher, gardens and hotbeds were made. Cabbage and tomato plants were sold to the pupils for a penny a dozen. Twenty- one hotbeds have been made in the neighborhood as a result of those made at the school. The influence of the school gardening is easily traced in home gardens of the children. 214 INDIANAPOLIS VOCATIONAL SURVEY School No. 26 (Colored) . School gardening here has resulted in an improvement in the entire neighborhood. The community is divided into small sections, each of which has an improve- ment club with a woman leader known as the captain. A blue- print map of the district has been made. Meetings are held at the various homes in the twenty-one sections. Each member is asked to have either a home garden or one on a nearby vacant lot. At the close of the summer school there is an exhibition of vegetables and flowers from these gardens. The products supply the home tables, and the surplus is either canned for winter use or is sold. The crops are corn, tomatoes, potatoes, cabbage, beans, lettuce, radishes, onions, and beets. The following report of the school garden at School No. 26 is given in detail. The latter part of April sixteen children cleared the lot ob- tained, each child furnishing his own garden tools. The Charity Organization had the plowing done, and provided seeds for plant- ing. Size: Six 12? feet. The garden was divided into sixteen sections, each child having one row of the following vegetables: Lettuce, radishes, beets, onions, beans. Seeds used: 32 small packages of lettuce. 32 small packages of beets. 32 small packages of radishes. 5 quart onions. 5 quart beans. Produce of gardens, based on reports of children who had sections: Beans 6 bushels Onions 48 dozen Radishes 32 dozen Beets 40 dozen Lettuce 6 bushels Sales made: Beans $2.95 Lettuce 85 Radishes 55 Onions 45 Total.. . $4.80 FINDINGS AS TO INDUSTRIES 215 A second crop was planted, including bunch beans, radishes, peppers, cucumbers and corn. The work has given the children a working knowledge of what can be produced upon a small space, has furnished fresh food for their tables, and has given them healthful employment in the open air. Window-box gardening, has been carried on successfully at many schools where lack of space prevented outdoor work. Nasturtiums, dwarf peas, and morning glories grew well. The germination of many seeds was watched and the seedling plants were given to the children to be planted at home. Bulb culture. Some schools have made a study of bulbs, growing them in boxes for the winter months or in outdoor beds for the spring. The Morton School set out 1,300 bulbs, tulips, hyacinths, daffodils, and crocuses for this year. The Franklin School makes a special display of daffodils and hyacinths during February and March. Decorations of school grounds. Correct planting on school grounds gives an idea of how homes can be made attractive. The children help put in hedges and vines, they makes beds for bulbs, and plant goldenglow, hydrangea, and barberry. The William A. Bell School and School No. 45 offer good examples of correct planting. Home gardens made by pupils. In 1908 there were about 1,000 gardens made and cared for by school children at home. In 1914 there were 1,700 gardens reported, 1,042 of which were visited by the supervisor employed by the Vacant Lot Cultivation Committee. In 1915 there were 14,928 home gardens and 10,042 children had supplied their home tables with vegetables by the end of the first week in June. In 1916 there were 16,982 such home gardens reported. On May 29th, 8,390 of the children reported that some of their vegetables were ready to be used. In order to interest the pupils in this work many teachers suggest, early in the spring, that a week be devoted to cleaning up yards and getting rid of the trash. Garden plans are made and a lesson on soils is given, with simple directions for enriching the soil. Special garden suggestions are sent to each building by the director of nature study. Children are taught that each plant has its insect enemies. Seed distribution (1916}. Children, this year, ordered 23,947 penny packages of seeds through the schools; each child re- ceived a package of government seeds; and some parent-teacher associations and the charity organizations provided others. The 216 flowers and vegetables that have proved most popular with the children for their home gardens are asters, candytuft, Chinese pinks, cosmos, coxcomb, four-o'clocks, marigolds, morning glory, nasturtiums, pansies, petunias, phlox, poppies, sunflowers, sweet peas, asparagus, beans, beets, cabbage, carrots, corn, cucumbers, lettuce, onions, parsley, peas, potatoes, radishes, squashes and tomatoes. Arbor Day planting. Arbor and Bird Day is observed exten- sively by the schools because it affords an opportunity to urge every child to plant something and thus realize what can be done for the community in this way. From time to time gifts of shade trees, fruit trees, tomato plants, bulbs and seeds are received. In 1915, sixty thousand tomato plants, thirty-three thousand packages of seed and many bulbs were given. In 1908, there were less than half a dozen schools doing any work in gardening; 1916, there are twenty-nine schools where flowers or vegetables, or both, are grown. Vacant-lot cultivation. The committee on vacant lot culti- vation was organized in 1899 by the Charity Organization Society. The purpose of this committee has been to help the poor to help themselves. A supervisor is employed to inspect the gardens once or twice a month. There has been no interruption in the work, due to the fact that the same officers have given their services year after year. Expenses and financial support. The first year the experiment cost the society $314.98. Sixty-four lots were cultivated and the value of the total products was about $500.00. Funds for the work are provided entirely by voluntary contribution. The amount given is approximately $500.00 a year. The unused land is loaned to the committee by the owners and by real estate companies with- out cost. The number of vacant lots cultivated in 1908 was ninety-two and the number of kitchen gardens 126. The report for 1916 gives 146 vacant lots under cultivation and 382 kitchen gardens and 408 flower gardens. There is a decrease in the number of vacant lots over the year just preceding, but this is due to the fact that the schools have been encouraging this work and the parent-teachers' organizations in some sections of the city have taken charge of it, so the reports come to the schools instead of to this committee. The kitchen gardens, in 1912, were valued at $2,518.35 and in 1915, at $3,000.00 Reports also show a continual increase of production in proper- FINDINGS AS TO INDUSTRIES 217 tion to expenditures, the ratio varying from $3.50 to $5.00 for each dollar expended. The theory of the vacant lots plan is that the beneficiaries are a class of people who if not helped in this way would fall back on some charitable agency. While acquiring health and strength in outdoor work these gardeners receive valuable training and experience. More than half the number who cultivated vacant lots in 1916 are colored people. Foreigners in certain districts show a desire for flowers but are unable to do much with vegetables because of the crowded quarters in which they live. These congested districts need gardens but at present there seems no way to provide them. Social settlements and missions. A number of social settle- ments and missions have been aided by this committee in neighborhood work. The Christamore College Settlement, the Harley Gibbs Settlement, The Cosmopolitan Mission, and the Flanner Guild have been given vegetable and flower seeds, lime for whitewashing, and had lots plowed. Fifty families, most of whom could not speak English, were given packages of seeds. The Boys' Club has distributed about 300 packages of seeds. Cost. The proper maintenance of a small garden runs from $25 to $30 a season. This is expended for preparation of ground, tools, fencing, seeds and plants. A garden supervisor is paid from $1,200 to $2, 000 for eight or ten months' service. A garden laborer usually receives $60 a month. Assistants are paid from $65 to $75 a month. A garden teacher usually receives from $100 to $150 a month. The season extends from April to October. The work has been recognized as of great value by the Park Board because it aids in making the city more attractive, and by the Board of Public Health because of better sanitation resulting from the cleaning up. The former has aided the cause by giving directions for planting and by gifts of plants. The county agent and the Department of Agriculture at Purdue should give valuable assistance. The work of the high schools. Shortridge offers a one-year course of ten periods per week in both botany and zoology. The work is scientific and practical. In botany, common flowers and trees are studied; also modes of propagation, budding, graft- ing and cutting. About three-fourths of those in the classes have home gardens. Proper methods of planting are discussed and demonstrated. Emphasis is placed on the uses of plants. 218 INDIANAPOLIS VOCATIONAL SURVEY The zoology course lays special stress on the economic value of insects and birds. The Emmerich Manual Training High School offers a one-year course in botany of ten periods per week. Pupils desiring courses in agriculture are sent to the Technical High School. Technical High School has a course in botany, in gardening, in vocational agriculture, and in home gardening, offered during the spring and summer months. Six boys, 16 or 17 years of age, are taking the all-year vocational agriculture course. Each boy has a strip of land sixty-one feet wide and 362 feet long. Of the 100 pupils enrolled for the garden- ing courses at the school, the number dropped to less than fifty, with about twenty-five usually present at class meeting. There were twenty gardens at the school. A few pupils cultivated home gardens. The work begins in March for this course. The school has the ground plowed and furnishes the seed. The students must give one-fourth the profit from their sales to the school, retaining three-fourths for themselves. Each plot of ground cultivated is one-tenth of an acre and should yield the high-school student from $5.00 to $20.00 for returns. PART II. STUDY OF HOUSEKEEPING. I. INTRODUCTION. Importance of the study. Housekeeping is the one universal industry and likewise the oldest. Whether the home plant be large or small, rich or poor, its success or failure depends in a large measure upon the manager in charge. The men and women in any other industry work under the direction of a superintendent or foreman. The housewife, on the contrary, is in entire control of her plant, is superintendent and worker combined, besides fulfilling her duties as wife and mother. Her tasks are infinite and the reward of her labor not represented by the pay envelope. Hence is due largely the fact that the home has not been reckoned with as a competing industry. It is becoming to be recognized in both commerce and industry that the health, happiness, and harmony of the workers in industry are dependent in great measure upon the standard of living and comfort maintained in the home, not the false standard of "keep- ing up appearances" but a standard established by the serious thought and planning of the wage-earner and the housewife, the disburser of the wage, as to the manner in which they can secure to themselves and their family, by the wise expenditure of their money, this health, harmony and happiness, which are the products of the efficient home. Certain industries are taking the above factors into consideration in the employment of their workers, and are in some cases providing training for the wife and daughters in the homes to increase their ability in carrying on the business of the home by teaching them how to budget their expenditures, how to select and purchase proper foods, how to run the machinery of the home, by good management to avoid loss of energy in brain and muscle, how to rear children and care for them. Even a casual survey of recent literature pertaining to the home reveals the fact that the problems of the housewife are beginning to receive the serious thought of the efficiency expert, and that the "new housekeeping" has become an established fact. With the (219, 220 INDIANAPOLIS VOCATIONAL SURVEY application of scientific principles to the study of foods and nutrition and their relation to the health of the individual, with the introduction of scientific methods of operating the factory plant for conserving the energy of the workers, and with the development of new problems growing out of the .demands put upon the home by the increasing complexity of modern life, there has sprung up, everywhere, a keen interest in the home which touches every human life. Upon the administration of the home in such a way as to em- phasize its purposes and ideals depends to a great extent the skill and training of the men and women of the next generation, as also the economic future of the country whether there shall be here a race that robs the country of its natural resources or by the labor of its hand increases the value of those products many fold. Value of the study. The value of the study of local housekeep- ing conditions should be threefold: (1) To awaken the interest of the housewife in the home as a business enterprise and a trade; (2) to suggest through the presentation of what is already being done in homes, ways and means to increase its efficiency; (3^ to attempt to interest the girl or woman thrown on her own resources in housekeeping as an occupation that compares favorably with other trades. Purpose of the Survey. In making a study of the home it was decided to carry it on from four points of view: (1) The effi- ciency of the present home without regard to the presence or absence of employees; (2) the home in which there are employ- ees, from the standpoint of the employer; (3) the home without a helper, unless a casual one; (4) the employee, her status in the home, her qualifications and her opportunites. In order to obtain the information necessary to carry on the study four questionnaires were prepared and the information obtained by field-workers through personal interview. To supplement this data, a study was made (1) of the individual advertisements of employers and employees; (2) of the various private and public employment bureaus for domestic workers in the home; (3) of the public, semi-public and private courses of instruction available for housekeepers; (4) of the books in the public library of the city relating to various phases of housekeeping; and (5) of organiza- tions studying topics relative to the home. Method of the Survey. In securing data an effort was made to cover as wide a range of territory as possible, and to enlist the co- STUDY OF HOUSEKEEPING 221 operation of housewives who would give information frankly and fully. To this end representatives of the Survey, at the invita- tion of the President of the Federation of the Parent-Teacher Associations, appeared before approximately thirty parent- teacher associations located in every part of the city. Likewise, an equal number of clubs, notably, many affiliated with the Local Council of Women, the Woman's Department Club, the Jewish Council of Women and others invited the Survey to present its plans at their meetings and aided materially py checking up at their meetings the "household measurements" questionnaire, and signifying, through cares prepared for the purpose ; their desire to co-operate by inviting the field-workers to their homes. In this way data were secured from white and colored families alike and from families in every status of society. The questionnaires. When an industry has been studied several times, the organization of suitable schedules for the study of a new situation is not difficult, because the several units have been tried and the kind of information elicited by each is well established. In making the housekeeping survey the director was confronted by a new situation with little or no material to adapt. In preparing the schedules he was assisted by a com- mittee of housewives, the director of vocational education for Indiana, the special agent in charge of domestic science, exten- sion workers from Purdue University and several prominent local men and women. In the Survey of the present efficiency of the home, questions are asked regarding the duties of the housewife, her training for her job, her methods of purchasing and preparing food, her plans for her daily work, the participation of the other members of the family, the sanitary conditions of the home, her knowledge of foods and household accounting, and her interest in books, maga- zines, and courses of study relating to her problems. The study of the employed worker in the home includes an investigation of the preference for employees, white or colored, trained or untrained, methods of obtaining, accommodations or privileges allowed, encouragement to be given in taking courses to increase efficiency, the kind of position open, the work required, the training of the employee, shortcomings, requirements, and some general facts relative to employee that might aid in establishing her social and economic status. In the study of the home without employees the economic status of the families is determined somewhat by the occupation of the 222 INDIANAPOLIS VOCATIONAL SURVEY wage-earner, ownership of property, and sources of supplementary income. The duties of the housewife and the participation of the children or other members of the family are taken up. The Survey also ascertains the training of the housewife previous to the management of the home and since she has taken charge; the particular phases in which she feels the need of preparation, and her desires as'to short courses on problems of the home. To show the attitude of the home toward the training of children two questions were asked: (1) As to the training in school and (2) as to the training at home. In the study of the employee in the home in which the data were secured from the employee, the duties, conditions of employ- ment, hours of recreation, etc., are considered to ascertain the possible standardization of these factors. The questions likewise dealt with nationality and color, length of employment and posi- tions held. In the general information asked for is included the following: The training for household service before or after accepting the position; the need of better preparation and the willingness to take such courses if arrangements are made and the proper eco- nomic reward offered; the liking for the kind of work done and the opportunities for relaxation offered; the reason for entering the occupation; and the desire to take up a different one. Extent of the study. More than 2,500 homes are concerned in the study, and 2,662 individual schedules of the four types were tabulated 1,000 "household measurements," 302 Schedules I, 1,110 Schedules II, and 250 Schedules III. As additional evidence of the extent of the Survey a list of the occupations of the heads of the families for which individual schedules were tabulated is given. Occupation of Wage-Earners. Accountant Adjuster Advertising man Army officer Attorney Baker Banker Barber Blacksmith Bookkeeper Brakeman Brewer Broker Brick contractor Broom manufacturer Butcher Buyer Cabinetmaker Carpenter Casket maker Chef Chemist Coal merchant Conductor (R. R.) Cook Cooperage manager Custodian Dentist Designer Draftsman Druggist Editor Electrician 223 Engineer Fireman Grocer Hotel employee Inspector Judge Librarian Machinist Merchant tailor Motorman Passenger agent Physician Price clerk Purchasing agent Switchman Stock salesman Teacher Ticket agent Veterinary Farmer Gardener Harness maker Houseman Insurance Laborer Lineman Manufacturer Meter repairer Nurse Patrolman Post office employee Printer Real estate dealer Shipping clerk Stonemason Teamster Traveling salesman Wagon builder Foreman Gauger Health officer House mover Janitor Lawyer Lumber dealer- Merchant Minister Painter Plumber President foundry Pr-oduce business Salesmanager Stenographer Secretary,SenatorU.S. Telegraph operator Truant officer Woodworker II. HOUSEHOLD MEASUREMENTS. The household measurements study attempts to approach the problems of housekeeping from the viewpoint of the efficiency expert, whose duty it is to get the best possible results from the industry under his direction with the least confusion and with the least expenditure of money, brains and energy. The questions, which call for positive or negative information, were presented in such a way as to call forth a quick reaction on the part of those answering. They deal with the business side of housekeeping, food values, sanitation and the special training of the housewife. The questions, twenty in number, were put to groups of women representing approximately fifty clubs and organizations. One thousand questionnaires form the basis of the tabulation. Housekeeping as a business. Question 1, 11 and 12 pertain to the financial side of the business of housekeeping. The questions are as follows: 1. Do you regard housekeeping as a business proposition? 11. Do you budget your expenditures? 12. Do you have any system of keeping household accounts? Of 1,000 women answering the questionnaire, 953 look upon housekeeping as a business proposition and forty-seven do not; 587 budget their expenditures while 413 do not. Of those who budget their expenditures, 463 keep household accounts while 224 INDIANAPOLIS VOCATIONAL SURVEY 124 do not. It is to be noted, however, that of 413 women who do not budget their household expenditures, 147 keep household accounts while 266 do not. Of the 1,000 women tabulated, 610 keep household accounts while 390 do not. The standard of the housewife's skill up to the past fifty years has been productivity. The housewife, with her daughters or helpers, was the only middleman between producer and con- sumer. Together they washed, cooked, knitted, weeded in the garden, picked the geese, dipped the candles in the spring, and made soap and sausages in the autumn. *The following extract from the diary of an eighteenth century housewife is fairly typical of what her duties were before the manufacturer took the province of producer out of her hands. 'Fixed gown for Prude; mend mother's riding hood; spun short thread; carded tow; worked on cheese basket; hatcheled flax with Hannah, we did fifty-one pounds apiece; pleated and ironed; read a sermon of Doldridge's; spooled a piece; milked the cows; spun linen, did fifty knots; set a red dye; had two scholars from Mrs. Taylor's; I carded two pounds of whole wool and felt nationly ; spun harness twine; scoured the pewter." The housewife's efficiency to-day is measured by the degree of intelligence manifested in the disbursement of the family income when she supplies the demands of her household in respect to proper food, drink and clothing. It is a hopeful sign that so many women do regard housekeeping as a business proposition and are looking out for the careful expenditure of household moneys. Ten years ago one heard little or nothing of budgeting house- hold expenditures or of keeping household accounts, and the expressions: scientific management of the home, and household efficiency were foreign to the layman's ear. It is now generally believed that the systematic budget is the present-day solution of the housekeeping problem and that keeping household accounts is its handmaiden. That so many women, as noted above, budget their expenditures and keep household accounts leads to the con- clusion that the progress of scientific management has been rapid, and that certain business methods do obtain in this least organized of industries. As the Survey goes to press a leading citizen calls attention to the fact that until he had taken into thoughtful consideration, the points brought out in the household measurements question- Bruere Increasing home efficiency. STUDY OF HOUSEKEEPING 225 naire, he had never considered the financing of a home a business proposition. Now he has inaugurated a system of budgeting and accounting for all money that goes into the home plant. Scientific methods of purchasing supplies. Questions 3, 4 and 5 pertain to the demands of modern household consumption. 3. Are you attempting to meet the increasing cost of living by scien- tific methods of purchasing supplies? 4. Do you examine per- sonally the purchases made of the butcher, grocer, and iceman, etc., with reference to getting full value? 5. Do you keep in mind nutritive food values when you plan your meals ? Of the 1,000 women scheduled, 839 use scientific methods in purchasing supplies, and 161 do not. Of the 839 using scientific methods, 686 examine their purchases personally, 153 do not. Of the 161 not using scientific methods, ninety-seven do examine their purchases personally, while sixty-four do not. The total number who examine purchases personally is 783, and of those who do not, 217. Eight hundred twenty-two keep in mind nutri- tive food values when planning meals and 178 do not. That 839 women claim the practice of scientific methods in purchasing supplies may mean that the home is feeling the econ- omic pressure of the time. A more generous and perhaps more constructive view is that women are learning that such thrift as is shown in substituting a cheaper cut of meat for the more expensive is not meanness, but good management, and that if 783 housewives personally examine their purchases and check them up as to weight and measure to reduce leakages, the inspector of weights has a good ally in the housewife. The following item taken from a local newspaper appeared during December, 1916. "Shortage of coal, vegetables and other commodities, which has a tendency to keep peddlers from the streets, made itself felt last month in the small amount of work done by the depart- ment of the City Sealer of Weights and Measures, according to the monthly report issued by Herman F. Adam, city sealer, yesterday. The city sealer said further: 'The high cost of living has made the housewife take notice and we find they scrutinize the weight and measure of their purchase, which naturally makes less work for our department. The inspection last month was mostly heavy work, etc." Women are beginning to realize that their kitchen can not be efficient without a pair of scales. One housekeeper found on weigh- ing her packages that in one week through short weight she had lost 16 cents, which means $8.32 a year. The question is often 6647 15 226 INDIANAPOLIS VOCATIONAL SURVEY asked in this city why the State law is not enforced in regard to selling potatoes, apples, cabbage, etc., by weight. It would be interesting in this connection to learn what number of the women scheduled are acquainted with the State and municipal weights and measures laws and of equal interest to be able to estimate the savings that would result from the practice of weighing all food that comes into the house. A noted food expert and cook, in conference, said that she never needs to buy lard or its sub- stitutes, because every particle of fat from meat brought into the house is utilized. The housewife should know what makes the city garbage contracts so valuable. The value of raw garbage is due to the amount of grease extracted from it. The value of a ton of the raw article is estimated at approximately $5, the grease being worth $3, and the fertilizer ingredients $2. Balanced menu. It is significant that 822 women keep in mind nutritive food values in planning meals. Hastily thought out menus are expensive. The modern progressive housewife expends in serious thought of what will satisfy the family in variety and flavor; of what quantity and quality to buy and in wise marketing the energy that her sister housewife of the eighteenth century spent in production. The present generation of housewives have had almost no technical school training in food values. The knowledge of such values must be gained from every current available source, domestic science clubs, magazines, newspapers and lectures on household arts. Health depends upon the balanced menu and the health of the family group is the final test of the housewife's efficiency. It is possible to cut down drug- gist and doctor bills by applying some dietetic wisdom to the use of the ordinary food materials. Rival experiments, so popular at the present time, to deter- mine on how small an expenditure of money the health of the family may be maintained have doubtful value to the housewife whose ideal is the well-ordered home. Not how cheaply she can provide healthful food for her family, but how wisely and eco- nomically she is able to disburse the funds at her disposal to secure and preserve their health, and, likewise, their contentment and happiness should be the aim of her efforts. Interest in sanitation. Questions 13 and 14 relate to sanita- tion. 13. Do you keep a close watch over the sanitary conditions in your home? 14. Do you insist upon having ivindows in sleep- ing rooms open at night? Closely allied to the consideration of nutritive food values for STUDY OF HOUSEKEEPING 227 the promotion and conservation are the problems of sanitation and personal hygiene. Of the 1,000 women answering questions 13 and 14 of the questionnaire, 962 do keep a close watch over the sanitary conditions, see to it that the plumbing is perfect and are willing to co-operate with the city authorities in securing a cleaner, more sanitary city. Only thirty-eight profess either indifference, ignorance, or delegation of duty. Nine hundred thirty-nine see to it that sleeping-room windows are open at night and this act leads to the assumption that they insist in the family group upon cleanliness of body, hair and teeth, and cleanliness of clothing and the home. New York city in December of 1916 celebrated "open window week" and according to a statement issued by the city health department's bureau of vital statistics 825,497,861,423,772 disease germs met death from exposure to fresh air." The bureau estimated that "4,752,322 windows in the greater city were kept open as a result of the movement and that 120,000 colds were prevented in the twenty-four hours preceding the publication of the figures." Conservation of energy. Questions 6, 7, 8, 9, and 10 relate to the conservation of energy on the part of the housewife. 6. Have you a fixed plan for your daily work? 7. Are kitchen and pantry arranged to save steps'! 8. Have you the advantage of a home equipped with labor-saving devices? 9. Has each member of your family definite participation in household duties? 10. Have you so systematized your duties that you have a period of rest or recrea- tion both morning and afternoon? Energy may be conserved by having a fixed plan for the daily routine, by living in a house whose kitchen, pantry, cupboards and dining room are arranged to save steps by the employment of labor-saving devices, by the participation of members of the family in household duties and by systematizing duties in such a way that there are periods of rest and relaxation. It is evident that women, as yet, have not awakened to the importance of a daily routine of work. Efficiency applied to house work would mean that there is a definite regular time for each task, so that each task is done at a certain time in relation to other tasks. Two hundred seventy-two women as yet do not seek to conserve their energy through a daily plan, while 728 do. Inquiry likewise into the systematization of duties disclosed the fact that only 548 women have a working schedule arranged for a rest period. The other 452 find no time during the day for physical relaxation. Whether this is due to lack of system and 228 INDIANAPOLIS VOCATIONAL SURVEY education, or to actual time requirements of the work, could not well be determined by so general a query. It would seem, in sched- uling the operations of housekeeping, that an attempt has been made at division of labor, for it was learned that in 653 families, individual members have separate tasks assigned, against 347 families wherein the house wife' does not share responsibility. Labor-saving devices are in 709 homes. This is not necessarily expensive equipment, but often simple tools that prevent un- necessary motions and thus save time and energy. The 291 women whose homes are not equipped with labor-saving devices claim probably that they can not afford to expend the money necessary for their purchase. The conservatism of women in their attitude toward labor- saving devices in the home seems to be giving way before the at- tempt made through the manufacturers of labor-saving devices to assist the housewife in the solution of the problem of replacing the helper in the home. Housewives are beginning to regard labor-saving devices as a good substitute for servants. It is obvious that proper estimates of values should form the rudiments of education. It is perhaps surprising to note that 710 women out of the 1,000 scheduled have kitchen and pantry arranged to save steps, and find it therefore possible to establish a definite "routing" system between them. It is more than probable that the majority of women are not altogether familiar with the best type of the efficiently arranged kitchen. The time is not far distant when a specialist with a scientific knowledge of household engineering will be called into consultation when the new house is planned or the old one remodeled. If the energy of a woman in the home has economic value there must be effected a closer articulation between t' e plumber's plans and the housewife's needs. The kitchen sink will then not be too low for the worker, and the elec- trician will plan the lighting to aid the operations she performs. Care of children. Questions 15 and 19 pertain to the care and rearing of children. 15. Are you interested in the care and earing of children? 19. Do you subscribe to or read any magazines de- voted to the problems of housekeeping and caring for children? The efficiency of the home is judged not only by the health of the family group, the happiness and harmony prevailing, but al^o by the presence of children. Eight hundred sixty-five women expressed themselves as having a special interest in child prob- STUDY OF HOUSEKEEPING 229 lems, while 135 do not. Likewise, 700 subscribe to or read maga- zines on housekeeping and care of children, while 300 do not. Training of housewife. Data concerning the training, education and information of the housewife as brought out in questions 2, 16, 18, 17, and 20 are of exceeding interest and importance. 2. Have you had the advantage of any special preparation for house- keeping? 16. Have you read any books on household management? 17. Do you belong to any local domestic science club or organiza- tion? 18. Do you devote a part of your spare time to self-improvement along the line of housekeeping? Are you interested in lectures and courses in household management for mothers, daughters and employees in the home? That the majority of women are seeking to learn their business through the various channels open to them is indicated by their answers. That the magazines devoted exclusively to women's work and responsibilities in the homes have fostered this new interest is evident from a casual survey of a magazine number of ten years ago and one of the present. The interest indeed has encouraged the launching of new magazines devoted to economics, cookery, and household management and many splendid books have been written. In answering the question pertaining to special preparation for housekeeping the privilege was granted the women to consider home training received as the equivalent of any technical school training. The majority of women who are keeping house to-day completed school before domestic science became a common item in the school curriculum. The point is that the women have had little opportunity for special training in housekeeping. Their lawyer, doctor, teacher, brothers and husbands have had facilities to receive training for their professions. To make provisions for the adequate training of housewives of this country would require at least 20,000 schools of domestic science. There are less than fifty schools where household management is taught. Prevoca- tional training in household arts, though valuable in its place, in no more included in this estimate than that elementary physi- ology and hygiene in the schools are a part of the professional training of a physician. Of the 1,000 women answering, 410 have entered their life profession with no training. Five hundred eighty-seven have read books on household management; 728 devote some time to self-improvement; 836 are interested in lectures and courses in household management. Of 1,000 women, only 123 belong to a domestic science club or 230 INDIANAPOLIS VOCATIONAL SURVEY to a club which takes up home problems for discussion. The Woman's Department Club has a home and education division devoted to a study of home problems. The members of one pri- vate domestic school maintains a club for the general discussion of housekeeping problems. An examination made of the programs of fifty-one women's clubs of the city for the three years, 1913-16, shows that out of 2,681 topics discussed, only eighty-five could be construed as having any bearing on housekeeping problems. The city needs a strong home economics organization with a nominal membership fee, and democratic enough to admit to membership any one, rich or poor, who is working on the problem of a properly managed home. This club might be pledged to co- operate with State and city authorities in the enforcement of the regulations pertaining to weights and measures and standards in regard to foods. The task of the club would be not so much to institute a fight against the high prices of foodstuffs as to learn to buy and use economically the foodstuffs and other home consumption materials that the housewife must buy. There are many channels to-day open to the woman who wishes to attack her home problems from the business standpoint. Cer- tain commercial interests seek, through education by free lectures and demonstrations, to advertise their products. A local bank employed a woman recently who has done much in making pro- paganda for the budgeting of household expenditures to give a series of lectures on budgeting, food, clothing, economical buying, etc. Other institutions such as saving banks and insurance companies, whose interest the teaching of household economy would advance, might find a similar course eminently practical and productive. The fact is often overlooked that the United States Government has put out many bulletins dealing with the problems of the home and continues to put them out. These bulletins may be had for the asking. The leading agriculture schools likewise put out many bulletins which may be had for a very nominal sum. Courses in household management might be offered by the extension department of the State University for they would attract many women. Much has been done in the public schools during the past fifteen years in the teaching of domestic arts. Processes have been taught how to cook, how to sew, how to make a hat, how to launder a dress, and the like, but if the schools are to train the girl STUDY OF HOUSEKEEPING 231 for the business of housekeeping, these girls must be taught the wise disbursement of income. III. HOUSEKEEPING IN THE HOME WITH NO REGULAR EMPLOYEE. This portion of the Survey concerns the housewife whose in- come does not warrant her having a regularly employed helper, or even an occasional one, and the housewife who from choice does her own work. The problems of these housewives are of more vital concern to women in general than the problems of the housewives whose means can buy service. Their need is great for an intelligent attitude toward household tasks and house- hold management if the purpose of the home is fulfilled to turn out socially efficient people. Aim. The Survey attempts to approach the problem from two viewpoints : (1) The attempts made by housewives to system- atize their tasks and household processes by following a daily and weekly routine; (2) the training of the housewife for her trade and her attitude of mind toward training in vocational or other classes. Scope. The scope of the Survey is shown in the fact that 1,110 schedules bearing on these questions were tabulated. A list showing the range of occupations of the heads of the families has already been given. The homes visited are located in all sections of the city and include humble and even dependent homes, homes of colored people, homes of the average middle-class family, thrifty and otherwise, and homes of means. Status of homes. The financial status of the families is shown by the number of those who own their own property, and have a supplementary income. Homes are rented by 593 families, 517 own their own homes. Three hundred families reporting do not mention supplementary income, 288 have none, while 512 add to their- family resources in various ways: Wife and children working, rooms or boarders, rental property, gardens, chickens, interest on investments, etc. The average number in family of 564 families reporting is five, there being 744 children of school age belonging to these families in school, eighty at work, and sixty- two in school and at work. In 201 families there was an employed worker who came once a week, in most instances to do the laundry, while in 363 families the work was done by the housewife and members of her family. 232 INDIANAPOLIS VOCATIONAL SURVEY Extent and kind of work done. In the study of housekeeping as an industry, it must be borne in mind that the element of home- making, which is an art, and not an industry, is not taken into account, emphasis being placed upon the work actually done by by the housewife and her helpers, whether employees or members of the family. An attempt to present a composite list of tasks performed in a thousand and more families of the merely mechan- ical movement, mechanical because become a habit, of preparing three meals a day, washing dishes three times a day, dusting and sweeping the rooms and chambers, porches and walks, making the beds and airing linen, bathing babies and putting them to bed, scrubbing and mopping, darning and mending, binding up the stubbed toe and helping with lessons, would lead nowhere, for each new housewife would present a new duty. But the point is this. Out of chaos order must be brought. Housekeeping is bound by tradition as no other occupation is. Instinct, it has been believed, guides the home-making housewife as instinct guides the bird to build its nest. That instinct has been allowed to guide the housekeeping in many Indianapolis homes, and, that instinct as a guide has proved a failure is evident from the information on many of the schedules. Some of the housewives, it is true, seem content to laugh off the chaotic con- ditions prevailing in their homes. It is, however, a most hopeful sign that the majority of schedules give information that leads one to believe that there is a well-defined movement toward method and system as applied to household tasks in carrying out both the daily and weekly routine. It has developed from the schedules that in families where there is a division of the work the better system prevails. A housewife in the average family of five can not do all the work of the home and be regarded otherwise than as a household drudge who neglects her duties as wife and mother. Many of the sched- ules show that while the housewife is the manager and directs the work, each child has its appointed tasks as well as the head of the house. Two schedules are presented to show the nature of many others secured. No effort was made to select the best. The family for which the first schedule is given consists of a mother, father, and a child one-year old. The mother is a college graduate, and though she regrets that she had no domestic science in the schools, through reading and observation she has become a good manager. STUDY OF HOUSEKEEPING 233 SCHEDULE 1. Dress and feed baby. Prepare breakfast. Wash dishes. Fix baby bottles for twenty-four hours. Do baby's washing. Care for dining and living rooms (on Friday special cleaning). Iron every two weeks, several hours each day. Feed baby at ten o'clock. Do upstairs work, taking baby along. 10:30 to 11:15, rest and recreation; practice on piano. Baby plays in kiddie koop. Bathe baby at 11:15 and put her to bed. Prepare lunch for self and husband. Wash dishes. Dress and feed baby. Dress for afternoon. 2:30 to 5:30, rest and recreation; sew; make calls; do fancy work; attend club. 5:30 give baby her supper and put her to bed. Get dinner, wash dishes, and start breakfast. Read and visit until bedtime. Another interesting schedule is the following: The family numbers six, the two daughters are in high school, and the boy in the grades. As in the case of the housewife reporting the other schedule, there is financial necessity for careful management SCHEDULE 2. Get up 6:15. Has breakfast for six at 6:45. Serves breakfast to blind mother in bed. Washes dishes. Straightens up downstairs. Works in yard and garden in summer, or sews. Makes all clothes for self, daughters and son. Makes all suits, coats, and hats. Gets lunch for three. Washes dishes. Rests, lying down and napping one-half hour per day. Dresses for afternoon. 234 INDIANAPOLIS VOCATIONAL SURVEY Does hand sewing or crocheting. Goes to grocery at four o'clock. Gets dinner ready for 6:30. Takes walk every evening after dinner. Reads, crochets, or visits. Each day has its special duties. A laundress comes on Thursday, the mother and daughters iron on Friday. Has an allowance for groceries, gas, light, laundry, water, and is able to save out of the allowance. At the conclusion of this particular study will be found a table showing what children are doing to help their mothers in the home. It is only to be regretted that more mothers do not recognize the vocational value of the training that children might receive in the home, even if quarreling over dishwashing, as one mother put it, was the reason why she abandoned any plan of having the children help. Systematization, these housewives are showing, must be the keynote of the efficient home of the future. The modern homes are conveniently arranged, women are having man-planned kitchen equipment, sinks, tables, lights, etc., arranged to fit their conveniences, labor-saving devices are making tasks less physically exacting, the laundry is being sent more and more out of the house, as laundries improve their methods of guarding against loss and wear and tear in garments. System often fails in families because of the numerous inter- ruptions common in all, due to telephone, peddlers, agents, and sometimes to inconsiderate neighbors who make a practice of "running in" at all hours. There is a danger in the home in over- systematization, such as in not found in the shop or factory. That is, to make the system so iron-bound that it masters the maker instead of serving her, and defeats the purpose of the well- ordered home in contributing to the efficiency, happiness and contentment of the family. Training of wife for duties prior to and during management of home. The answer to the questions which dealt with this phrase of the study emphasize the need for better opportunities for train- ing in the problems of housekeeping. More than three-fifths stated that they had received little or no training in the duties of housekeeping before they assumed the management of the home, about one-fifth had been trained to a certain extent by their STUDY OF HOUSEKEEPING 235 mothers, and the other one-fifth were trained in domestic service and special schools. After assuming management of the home more than one-fourth had tried to makeup for the lack of prior training by read- ing magazines and books and attending lectures on related sub- jects, one-half had attended vocational courses in night or day schools, and others had taken advantage of other opportunities to gain the necessary knowledge. Need of better preparation. The women of the homes visited during the Survey were practically unanimous in declaring the need of better training and a majority of them stated the subject or subjects in which they most needed it. Cooking, dietetics and balanced menus; sewing; household management; budget- ing; household accounting; care of the diet for children were mentioned in the order named. In the study of the employed worker in the home, attention was called to the great interest manifested by both employer and the employee in cooking and the related subjects. Schedule II further developed the fact that the matter of budgeting the expenditure of the income is beginning to vitally interest the house- wives. From comments in the schedules it is clearly evident that the housewives are seeking information as to the apportion- ment of income. Much interest was manifested in the lectures given by a lecturer whose business is making propanganda for the introduction of a budgeting sj^stem, but the criticism was heard repeatedly in some districts of the city that her entire lecture dealt with an income far above that of any in her audience and so lost in helpfulness. Interest in short courses. Two hundred one housewives said that they would attend short courses if such could be arranged in their vicinity. This seems to show the interest taken in proper preparation for work in the home, and the desire for greater efficiency on the part of those who have the work to do. Training of girls in school. The 253 mothers reporting chil- dren in school state that 140 of their girls are taking sewing and 108 cooking. Although much of this is required in the grade schools the interest in the work is very good. As the. work grows more and more practical, and the value of such luncheons as have been recently given in the schools here is realized, the children calculated not only the outlay in money, but the value of the food in terms of nutrition, and the knowledge carried into the homes 236 INDIANAPOLIS VOCATIONAL SURVEY of the children, mothers will welcome this training for housekeep- ing. Training of children in home. In the majority of the 253 homes reporting children both boys and girls receive training in house- hold duties or have specified tasks to do about the house. The boys help with housework, wash dishes, care for own rooms, carry fuel, help wash and even to cook and sew, and the girls are trained to cook, sew, wash dishes, do general housework, care for room, help with laundry, mend, dust, and care for children. The home duties of school children. Schedules were given to representative locality groups of fourth, fifth, sixth, seventh and eighth-grade pupils, and who were asked to write, on the back of the questionnaire, their share in the work of the home. No definite questions were asked and no directions as to the listing of activities were given to children. The information was given without any attempt being made to guide them in their answers. There were 600 questionnaires filled out. The information thus secured was charted, and the duties classified by grades in school, and boys and girls. The list is accumulative, the fourth-grade activities being supplemented by the additional duties taken on by the children in the succeeding grades. It is noticeable that certain duties are general for children of certain ages in all localities. Yet there are many instances where girls nine years' old are the little mothers in their homes and in- vested with responsibility of housekeeping, caring for younger children, and buying and preparing the meals. Cases of this kind, although exceptions to the general rule, are very frequent in some localities. The parents are workers away from home and thus, very easily, the care of the home falls on the oldest child. In sections boys share alike with the girls in home duties and clean, market, cook, mend, darn, and launder for the family and care for the younger children. As boys reach the fifth year in school, they do not assume the variety of home duties that the girls do. This is possibly due to the fact that in this grade boys take newspaper routes, sell extras, or do other work which allows them less time at home before and after school hours. STUDY OF HOUSEKEEPING 237 Present Home Duties of School Pupils (as Shown by the Voluntary Returns on 600 Schedules). Bois (287). GIRLS (313). FOURTH GRADE. Bring in fuel, empty ashes. Wash and dry dishes. Run errands. Set table. Wash and dry dishes. Make own bed. Care of yard and garden. Take care of baby. Bring in water. Go errands. Tending chickens. Mop floors. Play with younger children. Keep own room tidy. Make own bed. Sweep and dust. Help with cooking. Sew buttons on clothes. Darn stockings. Help wash clothes. Comb own hair. Take care of pets. FIFTH GRADE ADDITIONAL DUTIES. Sweep and dust. Feed chickens; gather eggs. Beat rugs. Sweep and scrub porch. Set table. Get breakfast and supper. Clean walks and porches. Take own bath. Iron clothes. Bring in fuel. Wash own hair. SIXTH GRADE ADDITIONAL DUTIES. Help clean house. Clean own room. Shovel snow. Wash windows. Wash windows Scrub porches. Dress little brother. Mop kitchen. Sew buttons on own clothes. Hem towels. Help prepare meals. Rake the yard. 2.;s INDIANAPOLIS VOCATIONAL SURVEY SEVENTH GRADE ADDITIONAL DUTIES. Put up clothesline. Cook. Set tubs. Sprinkle lawn. Look after furnace. Buy own clothes. Cook. Marketing. Clean own room. Polish floors. Help with laundry. Dress younger children. Blacken stove. Cut grass. Scrub floors. EIGHTH GRADE ADDITIONAL DUTIES. Go to market on Saturday. Help with Saturday cleaning. Clean kitchen. Help with sewing. Shine shoes of family. Make own aprons and common Clean bathroom, pantry and sink. clothes. Help with laundry. Bake bread and rolls. Press father's and brother's suits. IV. THE EMPLOYED WORKER IN THE HOME. The material used in the following report was secured from 250 Schedules III by personal interview with the employee. It, in a measure, checks up the information received from the em- ployer on Schedule I. Nationality of the employee. The nationality of the worker was given in 245 cases. Of these 123 were white workers and 122 colored. Of the white workers, fifty-five were American, thirty- five German, fourteen Irish, ten English, with Austria, Holland, Sweden, Norway and Hungary represented by one or two each. Duration of employment. Supporting the statement elsewhere in the Report that the workers do not change occupations often, the tabulation of duration of employment gives some remarkable figures. Fifteen of the 251 schedules affording information show an employment of less than one year; forty-five more than one year and less than four years; ninety-nine from four to ten years inclusive; and ninety-two more than eleven years. The average length of service is slightly more than ten years. This is a wonder- ful record, especially if considered from the standpoint of the popular idea of the employed worker in the home. STUDY OF HOUSEKEEPING 239 Number of positions held. The stability of service is again brought out by the number of positions held. Considering the average duration of service given in the preceding paragraph, and the fact that 145 of the 198 reporting on this question have had five or fewer places, 105 of these three or fewer, the question of the stability of household employees is much more easily settled than the newspaper cartoons and magazine jokes would have people believe. The matter is rather one of sufficient economic reward, of proper treatment in the home, and of right understanding between employer and employee. The number of those who have had six or more positions is modified somewhat because the employees were day workers and would probably have relatively more positions than resident workers: Age on entering occupation. One hundred and forty-six white and colored employees entered upon household service at the age of eighteen or below, while eighty-four entered it at nineteen and above. It is evident that the greater part of the training was obtained on the job, and the first two or three years served as a sort of apprenticeship for the work. Training for housekeeping. The returns on the 250 schedules show that more than one-third had no training before accepting positions; about one-fifth had training in school, and the rest received whatever training they had at home. The age of many on entering the occupation shows that they had had no time for training since entering the work, but twenty-three of the 250 have taken school training along the lines of their daily work. Need of further training. The statement that less than one- fifth of the workers had taken any school training since entering the occupation does not show that the majority of the workers do not feel the need of such courses. Over one-half of them state that they need further training in cooking and sewing, meal planning, food values, and marketing, and would take advan- tage of such courses of opportunity were given. Household management, sewing and cleaning are mentioned by a sufficient number to make the suggestions valuable. Opportunity to take those courses was the topic of the next question, "If your employer would allow you two hours per week and regular time off, would you take courses in part-time schools and prepare yourself for promotion and higher wage?" One hundred forty-seven stated that they would. Liking for their work. The information obtained bears out the statement in the study of the same , question on Schedule I, 240 INDIANAPOLIS VOCATIONAL SURVEY where seventy-five per cent of the employees express themselves as liking their work and not desiring a change. Of 239 replying on Schedule III, 220 express a liking for this work, while nineteen do not. Opportunity for establishing vocational courses. As shown in the study of the employed worker in the home from the view- point of the employer, employers are ready to encourage the workers to take such courses by allowing time off, and in some instances paying carfare and extra wage for increased efficiency. Since the employees are practically unanimous in their desire to take courses, and the employers almost as unanimous in their willingness to encourage them, it would seem that an effort to get these courses under way would be well worth while. Is training for this work worth while 1 ? If the workers in any occupation have no lasting interest in the occupation, or intend to change it for some other utterly foreign to their training, any effort at vocational education would be misplaced and should not be considered. The popular opinion may be that this is true of wage-earning occupations in the home, but the tabulations in this study show that the majority of workers have entered the work with the purpose of continuing in it, and the answers to the questions in Schedule III show that 220 of the 239 reporting like their work and do not propose to change. V. THE EMPLOYED WORKER IN THE HOME FROM THE POINT OF VIEW OF THE EMOLOYER. An attempt has been made to approach the problem from five different viewpoints. (1) General facts relative to the employer's home. (2) Special facts relative to worker and job. (3) Re- quirements of the position. (4) The training of the employee. (5) General facts relative to employee. Information on 302 schedules was given concerning 322 em- ployed workers. The data secured was in the main to the point and revealed the fact that housewives are giving intelligent thought to the management of their homes, and that the undefined and uncertain relation existing traditionally between employer and employee is yielding to the better understanding of what should constitute service in the home, and to the gradual standard- ization of hours off, wage, accommodations and privileges. Facts relative to the employer's home. The financial status of the employer may not be without its influence on the problem of STUDY OP HOUSEKEEPING 241 the employed worker in the home. It requires only a most casual consideration of certain ideal budgets put out by expert budgeters, and a comparison of the budget as it takes shape in practice, to show that the presence of a regular helper in the home is dependent upon a rather generous income. If the ideal budget apportioned for $2,500 allows $375 for operating expenses, that is, wages for helpers, fuel, light, water, household equipment, etc." when all but wages is deducted, the sum left for securing domestic service is limited. The occupation of the head of the house in the case of the 302 families scheduled would lead to the con- clusion that the homes under consideration have an income on a scale large enough so that, if the average income could be obtained, the information might be useful in determining the question. On what income, barring absolute necessity, as is met with in sickness or some unusual condition, when sacrifices have to be made, a family is justified in having an employed worker in the home? The occupation of the head of the house, as per schedules, embraces business men, bankers, merchants, manufacturers, real estate men, salesmen, insurance and professional men, surgeons, physicians, dentists, lawyers, etc. It is clearly evident that in the large majority of the 302 families, there was an em- ployee in the home because a certain standard of living was to be maintained in harmony with the procession or occupation of the head of the house, or that the mistress sought for herself leisure for a wider range of activities as expressed in social, philanthropic, religious, educational and family life, or that she was self-confessedly inefficient in many lines of household duties. The average number belonging to these families is small. For 286 of the 302 families answering the average number in the family is four. There were only four invalids and in few cases were there very young children though 312 children under 18 are reported for the entire group. In three families there were six children in each; in three, five children in each. The point is that, in very few instances, if the family income could not have warranted it, would there have been the necessity for the employed worker, which in a sense places the household employee among the luxuries. Preference for white or colored employees. The preference for white or colored help seems almost equally divided and the reasons given in the main equally applicable to either white or colored worker. The white worker is more often desired because she is on the whole more intelligent and manifests the qualities that 664716 242 INDIANAPOLIS VOCATIONAL SURVEY should go with intelligence. She is "more reliable," "cleaner," "more trustworthy," and oftentimes more desirable because of the place she is to occupy in the family life and for the association with the smaller children. The colored worker is preferred for qualities that manifest themselves in temperament. She is "willing to take orders," "does not resent suggestions, "" can be commended," "has more the attitude of the servant," "is brought up to work and does not expect more privileges than the position warrants." The social problem is also mentioned as a considera- tion which, in the case of the colored worker, solves itself, though in the case of the white worker it is not apparent from the replies that a social problem is involved, some splendid mistresses telling how they work side by side with their helpers. Of 287 em- ployees, 114 are resident white workers, sixty-seven are resident colored workers, twenty-two are day or special white workers, and eighty-four day or special colored workers. Preference for trained or untrained employees. Much more certainty obtains as to the preference for a trained worker. Two hundred and five employers prefer trained workers. Their reasons are sound and offer the best argument for the training of workers for the home. "I pay high wages and want skilled help. " " I consider my time too valuable to pay out money and teach them too." "I pay for efficient service." "Experience gives better service." "An untrained servant demands too much attention." "Experienced servants know what to do and there is no time wasted . ' ' "The untrained have no background. " In a number of cases the mistress frankly acknowledges her inability to train her helpers. The chief argument for the untrained beginner is that "she can be trained to do my way," and one mistress sagely remarks "when mentally able to grasp training, I find the untrained more willing and sure." Incompetency on the part of the employee needs to give place to efficiency as the employer herself arrives at a fuller understand- ing of all branches of household duties. Many women are still bound by housekeeping traditions. This fact is likewise true of the employed worker. Efficiency in the mistress commands the respect of her employee. Methods of securing employees. The chief mediums through which the employers secure workers are, in the order of their importance as noted from the schedules, the newspaper advertise- ment; recommendation of friends; the employment agency; and in personal inquiry among former employees and others. Since STUDY OF HOUSEKEEPING 243 approximately fifty per cent of the workers are obtained through newspaper advertisements and employment agencies, the two media to which the public has easy access, there is given elsewhere in this Report a brief study of the advertisements for household employees for one year, and also of the employment agencies in Indianapolis. Wages paid not governed by special privileges. Insofar as special privileges do not enter into the wages paid in household service, the work of the household employees approach importance as a wage-earning occupation. The prevailing wage ranges from $5.00 to $7.00 per week. One hundred and three employers were quite emphatic in their assertion that they did not allow the matter of privileges to enter into the wage paid, and made no deduction for accommodations in the home. "I never allow special considerations to employee to lessen wages." "Good room, board same as family, and free time when work is finished, but do not consider that in wages," "I never deduct for special privileges, so in turn any favor I ask is done willingly." "No privileges enter into the wage, a strictly monetary agreement," are a few of the expressions used which show the attitude of the employer. On the other hand one employer says, "I take for granted that the comfortable room and the good food they have would cost at least $5.00 if they had to board-out." The privileges and special accommodations allowed are not insignificant. The former is more fully treated under time off for recreation. The resident workers in the homes have, among the accommodations mentioned in individual cases, comfortable rooms well furnished, provisions made for entertaining guests, extra pay for extra services, use of sewing machine, reading matter, extra help in cleaning, free. time when work is finished, a week's vacation with pay. Phases of position that make it in any way unusual. The em- ployees in no two homes have exactly the same tasks nor work under similar conditions. The fact that their duties are not standardized and scheduled lies at the basis of the seeihing unpopu- larity of household service. Housewives, in recognition of this fact, realizing that the efficiency of their workers demands consideration when hours are unusual or work heavy, seek under these unusual conditions to recompense them in some way. This is more often done by extra wages, by extra time off, by gifts and by assistance rendered by the employer or by an additional worker. Many housewives referred to their modern well-arranged and well- 244 INDIANAPOLIS VOCATIONAL SURVEY equipped homes as being a great factor in favor of the worker's efficiency and contentment as a worker. It is interesting to note the attitude of the employee toward the modern electrical labor- saving devices as expressed by their employers. "As a rule they prefer the old way" is one reply. The reason lies in the training. It is generally noted that women in the home are the most con- servative of all persons in adopting up-to-date equipment. It is easy to understand that employees need training in order to grasp the advantages derived from their use. The following quotations are not untypical of what women are doing to offset unusual conditions that arise. "Systematic arrangement of work and division of labor. Mutual helpfulness and consideration on both sides." "No children in home, few guests, additional help employed when needed. Extra pay given for extra services." "Allowed to go as soon as work planned is done. " " Number of hours of employ- ment the greatest attraction for the worker in my home. A large increase in wages no temptation." "Bonus system offered, but not taken advantage of through lack of ambition and ability." "Advise her about her clothes." Courses desired by employers for themselves and for their em- ployees. The schedules reveal the same need and desire for additional training as was shown on the "household measure- ments" questionnaire. Two hundred and sixty-two employers suggest courses for themselves; 138 suggest courses for their employees. The emphasis in both groups of suggested courses is placed upon cooking and the attendant courses; the balanced menu, food values and marketing. That the employer is begin- ning to attach much importance to the proper preparation of the proper sort of food for her family is evident when 135 employers out of 302 desire courses in cooking for them. There is also manifest a keen interest in budgeting and household management, the latter for both employer and employee, budgeting on which depends the wise disbursement of income, management on which depends the wise expenditure of energy and strength. Encouragement to employees to take courses. Courses for train- ing in household arts desired for 363 employers and employees indicate the need for such training and point the way to the kind of vocational classes that will tend to increase efficiency. How seriously employers are regarding this one aid to the solution of household problems is evident when 210 employers declare their willingness to encourage their employees to take school courses. STUDY OF HOUSEKEEPING 245 Seventy-four employers are ready to .increase their employees wage for increased efficiency. One hundred nineteen others will give time off to attend classes, a number are even ready to pay tuition and carfare, and grant freedom to employee to practice what she learns in the home. Specific Facts Relative to Worker and Job. Position, day, resident or special. On Table 1 the workers are classified as resident, special and day-workers, by kind of work and by color. The relatively equal numbers of white and colored employees is interesting. The preference in the case of resident workers seems to be in favor of the white worker. The day and special worker is generally colored. The table indicates that in the majority of homes the laundry work is included in the service expected, though it is clearly evident from the schedules them- selves that extra help is secured to assist with the laundry. In the case of day-workers, provision is generally made for carfare and meals are given. Table 1. Two Hundred Ninety-Seven Workers Classified by Resi- dence. Special and Day by Kind of Work and by Color. Workers Of All Types Resident Day and Special DUTIES Total White Col- Total White Col- Total White Col- ored ored ored Total 297 132 165 186 110 76 110 22 89 General housework with laundry . . . 160 88 72 115 82 33 45 6 39 General housework, not including laundry . . 92 29 63 55 20 35 37 9 28 Cook. . . . 11 7 4 9 6 3 2 1 1 Cleaning and care of house 11 6 5 2 1 1 9 5 4 Nurse 2 1 1 2 1 1 Laundry 14 14 14 14 Seamstress 1 1 1 1 Chauffeur 3 3 2 2 1 1 Houseman 3 3 1 1 2 2 246 INDIANAPOLIS VOCATIONAL SURVEY What does the worker do? In the modern factory or shop the duties of the workman are so standardized that the day's work is accomplished without loss of time or waste of energy. An efficiency expert has prepared a schedule of work that can be carried out like clockwork. When the whistle blows the worker lays aside his tools, rolls down his sleeves, puts on coat and hat and leaves his place of work to begin his leisure with the belief that the work could not have been better done by anyone. In the home the houseworker, whether mother or employed worker, faces not only an appalling number of tasks to be performed but also the insistency of "do this" and "do that" from those whom she serves. There can not be perfect standardization in the home where one pair of hands does all the work without the best possible thought in "dovetailing" work in between the demands on time made by others. Yet, standardization must form the basis of the solution of the difficulties besetting the housekeeper, if she her- self is to work efficiently, or if she is to be able to keep her em- ployees contented and efficient. Industry is beginning to recognize that it is not fair to any worker to keep him on a job that does not offer him an opportunity to increase his efficiency. The housewife who has not seized in her home the opportunity to exercise her power of organization and standardization has not been alive to her possibilities as a home maker, and if she has not given for her employees this same thought to put them in a position to grow constantly in efficiency, she is side-stepping the issue that should make of the home plant a model industry in minature. The duties of the employee in the home seem, in the minds of many employers, limited to housework with laundry or house- work without laundry. The indefiniteness of the term "house- work" precludes any positive statement of the factors that constitute it. It may mean any combination of the following tasks or it may mean all of them: Cooking three meals a day with its attendant duties; cleaning the living room and dining rooms daily; caring for the silver and the furnace; canning and preserving; dusting; washing dishes; tending baby, day or night; planning meals; purchasing food; baking bread; answering telephone or doorbell; making beds and sweeping, etc. This list of duties was taken from the schedules under consideration as they occurred, no one schedule of course naming all as tasks required. A most hopeful fact, however, presented by the 302 schedules, is that there is being made a consistent attempt by many to arrange STUDY OF HOUSEKEEPING 247 a schedule of duties for the daily routine and for the weekly routine and for time off. Where there was a well-defined under- standing as to the work done in the home, there was usually the comment made, in considering the question of special phases of the work that make the position unusual, that the place was an easy one. It was further noted that the employee had been in the position from two to five years and longer. As indicative of what the employed worker does in individual homes, the following statements are given as they appeared on the schedules: (1) All cooking and baking; serving all meals; answer doorbell and telephone; order from grocery and meat shop; help with children; care for them when mistress is away; employee a fine cook; in the position two years. (2) Does cooking; ordering provisions; sweeping; cares for children; waits on table; dusts; washes and irons. This for a family of four, two children, 5 to 9 years of age. Has been in position four years. Colored. (3) Sweeps; dusts, keeps porches clean; shakes down furnace every morning; washes windows; bakes bread once each week; does regular routine of daily work of preparing and cooking meals; and dishwashing. Two years in position. White. (4) Washing; ironing; sweeping; bakes bread and cake; cans fruit; cooks meals (except Sunday); does dishes; part of household mending; plans many meals; looks after youngest child and aged grandmother. Has been three years in position, has every evening off and from 1:00 p. m. on Saturday to 9:00 a. m. Monday. Some employers are realizing the advantages to be gained from planning with their employee and working with her. Noth- ing so encourages an employee as to see her employer ready to share any task she may have to do. Quite an ideal condition prevails in the home represented by schedule. (5) We work together, side by side in all the tasks to be done, although she can do any part of the work. I am strong and love to do housework, so prefer to work with her. She serves our meals very simply, but nicely. She does all the weekly cleaning, but for heavy cleaning I have extra help. This employee has been in her posi- tion five years, has splendid living accommodations and a weekly wage of $6.50. Phases of job best and least prepared to do. The emphasis in the discussion of the work of the household employee seems placed upon cooking. The waste in the home generally comes from the kitchen and housekeepers are beginning to realize this vitally. Cooking is desired as a course by 120 employers and employees. 248 INDIANAPOLIS VOCATIONAL SURVEY Sixty-six employers complain that their employee is least able to do cooking. Of 289 answering the first part of the question, 117 are best prepared to do cooking, and 101 housework. The modern housewife is looking well to her kitchen and the question might be raised whether the younger housekeeper who has her helpers is not giving her own time, especially to the preparation of food and leaving what is generally designated as housework to her assistant. Requirements Mental, Physical and Personal. That the employee in the home is no longer the household drudge with uncertain requirements is evident. Her employer is demanding certain qualities with such insistency that it can be said that they are standard. Cleanliness, neatness, orderliness, cheerfulness, amiability, love of children, good appearance, initiative to carry out orders and to meet emergencies, freedom from disease, health and strength are desired. It seems worth while to quote directly a few employers. (1) I can have no one with habitual coughs and sore throat. The maid is requested to bathe daily and change her clothes daily. I provide her under- wear. (2) A sense of order and system, alertness, power of concentration, adaptability, health and strength. (3) Perception keen enough to see things to be done without being told every- thing and just how to do it. (4) Ability to follow directions, go ahead, meet emergencies, dependability, strength, health, neat- ness, and cleanliness. (5) Aptness, good memory, reasonable health and unimpaired faculties. Neatness and cleanliness, honesty, soft voice and a reasonably good disposition. It is a conclusion easily arrived at that as the interest in household problems is genuinely aroused and* the housewife gives serious thought to her function in the home and sets higher standards for herself, she is looking for higher qualifications in those who work with her. Training of Employee. Training prior to present position and training in present posi- tion. Tables 22 and 23 visualize for the reader quite plainly the training the employee received before entering the occupation and the special training received after entering the present position in school and from her employer. The best argument for a house- keeping school lies in the fact that only twenty-two out of 257 STUDY OF HOUSEKEEPING 249 received any special preparation for their work before entering upon it. Some received training in their homes as helpers to their mothers, and some were trained later by their employer. That there is a demand for such training is further evident from the fact that 139 are receiving instruction from their present employer, who is obliged, under the existing lack of agencies to prepare the worker for the job, to train her for her duties. Shortcomings of employees. In discussing the phases of the job for which workers are best prepared, cooking is mentioned in about one-half the instances with housework a close second, and laundry work mentioned third. The fact that cooking is most emphasized is again indicative of the trend toward a demand for greater culinary skill. General housekeeping may be learned on the job and the requirements will probably differ with each position held. General Facts Relative to Employees. Obtaining employment. The employee in the home secures her positions largely through friends and advertising in the news- papers. The employment agencies do not seem to be instrumental in placing workers in homes. The interest manifested, however, in the Federal Free Employment Agency since its establishment a few months ago, may, however, become an instrument for plac- ing workers as well as an instrument for encouraging and securing training for the worker. Status of workers and economic conditions. In the study of economic conditions of the employed worker, the tabulation of 302 employees show that 182 are single, ninety-one married, twenty-seven widowed and two do not reply. This tabulation has perhaps little value except that it might indicate that the married woman and the widow with the experience obtained in her own home finds employment for which she is best fitted in domestic service. Necessity is the reason given by the largest group for entering household service, but since it is necessity that leads most people into wage-earning, other reasons given are more to the point. Special training is assigned as the reason by fifty-nine workers, aptitude and liking by sixty-two and recommendation of home folks and friends by eighteen. That these are the real reasons is borne out by the question of change of occupation to which ap- proximately seventy-five per cent of those answering replied that 250 INDIANAPOLIS VOCATIONAL SURVEY they had no desire to change. One hundred ten say they like the work; find it profitable and pleasant; are too old to change; or are unfitted for any other occupation. Fifty do desire a change to teach school; to work in a store; to have shorter hours; lighter work and Sundays. It seems that housework as an occupation needs no defense. As increasing numbers of young women in special schools and colleges are majoring in housekeeping subjects and are bringing their knowledge as well as the work of their hands to the solution of housekeeping problems in their own homes, the employed worker in the home, under the stimulus received from the trained employer, will assume her proper status among the wage-earners of all occupations. Approximately one-half the household employees scheduled have come from other places, quite often the small town. They have come for better wages, for a change, with relatives, looking for work, with employer and to go to school. In many cases it is evident the experience in wage-earning occupations had been limited to household work. The young woman who comes to the city without family or relatives is not economically able to afford to take the small wage usually offered beginners in other occupa- tions, and pay room rent and board, and so accepts a position in a home where she can get a better wage for housework than in the home town. Wage-earners whose parents live in the city usually seek such work, it is true, which permits them to remain at home at night and gives them somewhat more leisure. Time off. Among the things mentioned in the popular cry against doing wage-earning housework is the little time allowed for recreation and self-improvement. This is a matter for adjustment, and it seems from the attitude of the employers whose homes were visited that the difficulty of remedying the trouble would not be great. Eighty-three per cent of the employees who answered this question have two or more afternoons per week to themselves, besides in some cases time for rest each day and every other Sunday. This approximates a standardization. To the matter of time-allowance is closely linked the use of this time. The replies show that it is used in getting fresh air or outdoor exercises, reading, music, sewing, shopping, at church, Y. W. C. A. or school. The tables show quite clearly that little of the time is spent to ill advantage. STUDY OF HOUSEKEEPING 251 VI. SPECIAL AGENCIES CONCERNED WITH THE PROBLEMS OF HOUSEKEEPING. The library. Chief among the agencies which have to do with the further training of the women already at work in the occupa- tions of the home, and which bring new solutions of problems new and old before this group of workers, is the library. Although the list of books on subjects relative to housekeeping in the Indianapolis Library is not long, much valuable information is contained in them. The problem of getting them into the homes is the greatest difficulty. Several methods might be pursued but unless more publicity and easier access to the books through neighborhood distributing centers is possible, the range of the library is limited. When the library occupies its permanent home in the beautiful structure which is nearing completion, it is planned to enlarge its usefulness in all department^. No doubt the department of home economics will receive its due share of attention and all the best books and periodicals on home-keeping problems will be made available as rapidly as they appear. Colleges and universities. The public needs to realize, in a much larger way, the fact that within the last ten years the col- leges and universities have raised the standard of the various phases of training for household efficiency until at the present time hundreds of young women are being graduated in these courses and going out as lecturers and teachers of household economics, or marrying, taking their scientific knowledge into their own homes. These young women have done much to make people realize the honor and dignity of household work. The interest in the problems concerning the home has grown so rapidly that many special and private agencies have been stimu- lated to use their natural outlets to commercialize this interest as it were, while at the same time they impart much helpful in- formation. Influence of newspaper. Magazines devoted to woman's work in the home reach but a small per cent of the home-makers. The daily papers, however, go into most homes, and in propor- tion as the articles and recipes they publish pertaining to the home are timely and seasonal, they are valuable in helping the housewife with her problems. The influence of a daily short story showing how housewives must seek to accommodate the income in wages to the increased expenditure for food, by learning 252 INDIANAPOLIS VOCATIONAL SURVEY how to substitute foods of equal nutritive value for those which economic conditions make prohibitive, can not fail to work. The newspaper is able to do very effective work through the publication of articles that appear from time to time discussing such topics as: "Health and happiness;" "food and economic conditions;"- "practical suggestions for home furnishings; "interesting facts from science and life;" "suggestions on hygienic dress for women and children." Through the columns of the daily papers the housewife may acquaint herself with the Indian- apolis produce quotations, which are corrected daily by the Board of Trade. Knowing the quotations on eggs, poultry, butter, cream, cheese, vegetables, fruits, etc., she is better pre- pared to budget her expenditures intelligently for such com- modities. Gas company. A local gas company sends out a demonstrator to instruct the housewife in the use of her range. This demon- strator makes suggestions for cooking with gas. She shows the housewife how to operate the stove and explains the danger of explosion. She also shows the housewife how to remove the burners and keep them free from grease, dust and dirt. Free literature on the heating and lighting of homes and receipes for cookery are conveniently placed in the company's office. Electrical company. The electrical companies distribute cir- culars and pamphlets relative to electrical equipment for the home. Demonstrators are sent out to instruct purchasers in the use of electrical appliances. Model rooms in the establishments very effectively exhibit proper lighting effects and the advantages of electrical heating and labor-saving devices. Department stores. Department stores, through their demon- strations and displays, make another appeal for the attention and instruction of the housewife. A food exhibit will not only show the preparation and serving of food, but, by means of lectures, circulars or pamphlets give the housewife a very clear conception of the possibilities and various uses of the food demonstrated. Model rooms are open to inspection and persons in charge are pleased to discuss the furnishings and make suggestions regard- ing the use of articles in different settings, etc. Free classes in sewing, crocheting, decorating, etc., are open to the public. Lectures on "thrift," "budgeting," "dress," "food and feeding," are open to store patrons and the general public from time to time. Model kitchens are fitted up with gas and electrical equipment. The chef in charge many times actually prepares foods as he explains the use of the equipment exhibited. STUDY OF HOUSEKEEPING 253 Insurance company. An insurance company publishes a free magazine containing such articles as "school children and their needs," "Johnnie's shoes" (calling attention to the possibility of contracting colds from wet shoes), "just flies" (pointing out the danger of the fly as a transmitter of disease). Booklets and circulars are distributed in the office. A booklet on "milk" tells all about milk and gives standards of health for cattle and employees, standards for clean barns and clean food for cattle, standards for clean handling, standards for pasteurization and prompt delivery, standard grading and labeling, standard chemi- cal tests, standard bacterial tests. In connection with this company a visiting-nurse service is maintained. Its primary object is to care for its policyholders ill enough to require the attendance of a physician and to restore them to health and working efficiency. Incidentally the nurse nstructs the policyholder in the principles of sanitation and hygiene. The visiting nurse remains in the home from fifteen minutes to an hour, or long enough to carry out the treatment prescribed by the physician. A booklet on "the child " gives brief but definite information about the child from the period of incubation to the third year of its growth. A chapter, "prepara- tion for the baby," suggests the proper care of the mother, the cleanliness of the home in which the baby is to live, and advises as to the sunshine, fresh air, work, exercise, rest and dress which expectant mothers should have. Optional lists of baby's and mother's needs are given. Another chapter outlines the attention and care to be given baby's growth, eyes, ears and nose, sleep, bath, clothing, exercise and feeding. Feeding tables showing the hours for feeding, nursing or bottle-fed babies and the prepara- tion of baby's food are treated in the same chapter. In the chapter "the runabout baby," or the baby from one to two and a half years, the baby's general needs, diet, and food preparation are outlined. Directions for living and sleeping in the open air are given in another booklet distributed by the insurance company. These directions are published to help persons carry out the open- air treatment for tuberculosis in their own homes. Many families are unable to make any great change in their mode of living and can not afford to fit up porches and buy extra bedding or warmer clothing. A number of suggestions given in the booklet are very simple and inexpensive and will help those who would like to use what they have at hand in making an outfit for outdoor life. 254 INDIANAPOLIS VOCATIONAL SURVEY VII. ADVERTISEMENTS OF EMPLOYERS AND EMPLOYEES. A study of advertisements was made in the columns of two leading newspapers to ascertain facts relative to the character- istics, frequency and advantages of advertisement for help and situations in personal and domestic service. Type days for each of the fifty-two weeks of the year December, 1915, to December, 1916 were taken; the ads counted and classified. It was found that during April and October the demand for workers was greater than in other months of the year. The greatest demand for help was made in April, the time when employers who spend the summer away from the city are in most need of employees to take with them or to look after their city homes during family absence. At this time the requests for situations were fewer than at other times. During the months of July, August and September the demand for workers and requests for situations were fewer. During October the number of requests for help and applications for work tended markedly toward an increase and in November, December and January the number of situations wanted and help wanted fell off. Tabulation of the results of the advertisement investigation brought to notice the very small proportion of male domestic and personal-service workers in demand. About six per cent of the requests for workers were for male employees, while about ten per cent of the applications for work were from men. On the other hand ninety per cent of situations wanted were from females and ninety-four per cent of the requests were for female help. STUDY OF HOUSEKEEPING 255 Table 1. Advertisements in Daily Papers, "Help Wanted" and "Situation Wanted," From December, 1915, to December, 1916, Classified by Sex and Month of Appearance. DATE Situation Wanted Help Wanted Total Male Female Total Male Female Total 1,846 171 185 151 141 194 140 140 145 78 93 226 182 184 11 17 12 26 29 13 27 9 4 9 11 16 1,662 160 168 139 115 165 127 113 136 74 84 215 166 2,907 182 303 214 232 403 278 247 268 120 109 323 228 170 16 22 6 22 24 15 20 6 2 9 16 12 2,737 166 281 208 210 379 163 227 262 118 100 307 216 December . January February March April May June July August September October November Types of advertisements. Brevity seemed to be the first thought of the usual advertiser and in most cases the character of work, hours of service and wage offered were deferred until answer by personal interview or telephone call could be arranged. The following quotations are examples of the usual requests for help: "Girls at once for housework;" " Houseman, first class;" "House- keeper for widower's home;" "Cook, catholic, white, wages $5;" "Cook, fry, white $45." The usual requests for situations are as follows: "Day work for German woman;" "Educated young French lady wants position;" "Small washings to bring home;" "General housework Phone ;" "Experienced lady wants to do shopping for other people. Address;" "Cook, competent, $7 per week. Call ;" "Houseman;" Short-order cook, experienced." The above applications for employees and employment make it necessary to examine many persons before the right party is secured. However, the descriptive or unusual advertisement is occasionally found and the quotations following bear evidence of the possible advantages of good advertising: "Girl, white, experienced, for general housework; family three adults; good home for right party;" "Housegirl for day work; prefer someone living on Ben Hur line as place is at Speedway; no washing; 256 INDIANAPOLIS VOCATIONAL SURVEY three in family; good wages, and will pay carfare;" "Cook with excellent city reference, must go home nights; wages $6. Must be able to go north with family for summer;" "Child's, nurse, native French, can speak some English; experienced; settled, can give good references;" "Cooking or general; no laundry; plain cook; will look after children at night;" "Housekeeper, middle- aged, refined, Christian widow, with little girl. Bachelor or widower's home preferred. At head of house twenty-five years. All home comforts a consideration in salary. Best references given and required;" "Washings to bring home; linens and laces a specialty, soft water used." Findings from the Survey show that the newspaper advertise- ment is the chief means of securing help and situations in personal and domestic service. Thus it seems worth while to change the wording of advertisements from the brief statement which so often makes the examination of many applicants necessary to the descriptive statement which will give the qualifications and re- quirements of the worker for the particular job. It is the opinion of the persons interviewed on this matter that the results obtained from a descriptive advertisement more than pay for the extra time and expense. VIII. EMPLOYMENT BUREAUS FOR HOUSEHOLD EMPLOYEES. By legal enactment there exist in Indianapolis four distinct classes of employment agencies: The licensed agency, the Free Public Employment Bureau, the permit-agency and the private employment agency. Legal provisions. The following excerpts from the law creat- ing employment bureaus relate to organization, fees and reports to the chief of the bureau of statistics. Licensed agency. "No person, firm, or corporation shall in this State open, operate or maintain an employment agency without first obtaining a license for the same from the chief of the bureau of statistics. A fee of twenty-five dollars ($25.00) shall be paid annually for each license. Every licensed agency shall keep a register of all persons applying for employment, together with their names, address, age, nativity, sex, color, trade, occupa- tion or profession; also names and addresses of persons, firms and corporations to whom applicant has been referred and the posi- tions which have been secured for such applicants. Such agency shall also keep a register of every person, firm or corporation applying for help or servants, the names of all persons referred STUDY OF HOUSEKEEPING 257 to them and the results. All of this information shall be reported on the first day of each month to the chief of the bureau of statistics." "Where a registration fee is charged for filing or receiving applications for employment, said fee shall in no case exceed ten per cent (10%) of the first month's wages or portion thereof. " The Federal Free Employment Bureau. "All fees received by said chief of the bureau of statistics under this act shall be held by said chief and shall constitute a fund for the carrying out of the provisions of this act, and to maintain a free public employment bureau in the office of the said chief of the bureau of statistics." Permit. "Regularly established education institutions, re- ligious, labor, charitable and benevolent organizations and depart- ments or bureaus maintained by persons, firms or corporations or associations, for the purpose of obtaining help for themselves or employment for their members, for which no fee or compensa- tion is charged or received, directly or indirectly, shall be exempt from the payment of a license fee, but all such persons, firms or corporations, departments and associations shall, before being authorized to conduct such employment agency or department, secure a permit from the chief of the bureau of statistics by filing with him an application giving such information as he may require." Private employment agency. "Private employment agency" is defined and interpreted to mean any person, firm or corpora- tion who shall furnish employment or help, or who shall display any employment card, sign, bulletin or other advertisement or who, through any card, sign, circular, pamphlet or other medium or advertisement shall offer employment or help." 664717 258 INDIANAPOLIS VOCATIONAL SURVEY Table 2 Under the Above Enactments the Following Classified List of Employment Agencies Has Been Made: Name of Agency Classification Positions Secured for Workers Registration Reports Filed in 1916 Harry Clift Ie Labor Agency Licensed .... General and special house- For 9 months in office of work bureau of statistics. No yearly report. Worrell's Licensed Hotel work, rarely home work Informal. . . Complete for 1 year. work Informal. . . 3 months. Indiana Free Employ- Free House workers Formal . . . See biennial report, Dept. ment Bureau of Statistics. Free All kinds of employment U. S. Dept. of Labor ment Agency open to women Immigration service. Planner Guild Permit Laundress, cook, general Formal housework . . . Permit zation open to women Y W C A. (City) Permit All employments open to Formal Y. W. C. A. (Colored) Permit All employments open to Formal women . Formal Girls, Clermont .... women dustrial Home Mrs Beard Private All kinds of housework Informal. . . Private STUDY OF HOUSEKEEPING 259 It is clearly evident from the accompanying table that the law applying to the licensed agency relating to reporting information about applicants on the first of each month is not enforced. This fact has made it impossible to get otherwise useful data from them. Method of application. There are in Indianapolis five licensed, two free, six permit and two private agencies. The free employ- ment agencies and the charitable and religious organizations or permit-agencies require formal application cards to be filed for "positions wanted" and "help wanted." The other agencies have no formal method of registration, merely recording name, address, age, nativity, sex, color, position secured and wages in a ledger from which the monthly reports should be issued and sent to the bureau of statistics. Placement of workers. The licensed agencies complain that since the law requiring an initial registration fee of $2.00 from applicant has been changed to ten per cent of the first month's wages or portion thereof the profits are much reduced because the majority of workers remain in a position less than a month. The agencies placing help by permit keep informed through visiting nurses about the environment and life of the workers and the homes where they are placed, and hence are able to place their applicants to better advantage. The licensed agencies depend upon advertisements in the newspapers for placing help. Many of the bureaus require references but do not follow them up and too often recommendations are made on initial acquaint- ance. Those that have been in business for many years depend on the reputation established with employer and employee. They, however, keep no systematic records and depend almost entirely on memory for important details concerning the place- ment of their applicants. One employment agency was found which was unique in its management. It is a combined emplojnnent agency, school and a home. Girls are trained for domestic service on condition that they use such training in making their living. The manager visits the homes and becomes familiar with the surroundings before she places girls in them. The Federal Free Employment Bureau, recently established, can do much by co-operation with employers to standardize requirements as to wages, hours of employment and other condi- tions which will have much to do with the future status of wage- earners in the home. Because of its peculiar position as a Federal 260 INDIANAPOLIS VOCATIONAL SURVEY department, it may carry out measures which local organiza- tions can not, although they may do much to assist in the work. From the Survey, it appears that there is a very definite problem to be worked out through organizations of this sort, to afford workers in housekeeping occupations opportunity to secure general training for their work and a sufficient economic reward for their added efficiency. One of the agencies placing help by permit has a rule that applicants must follow-up positions recommended and failing to do so they are excluded from assistance by the agency for thirty days. Other agencies merely require that the applicant report whether or not the position was secured. Relation of employer and employee. The attitude of the majority of the local employment agencies towards housekeeping problems was clearly critical of the employer, whom they feel needs education more than the worker. Four agencies complained that the workers are underfed. One agency refuses to place women workers because they are always changing and complain- ing. Another recognized the advantage to the worker if she were trained and expressed a willingness to co-operate with any move- ment to train workers. Still another had no faith in any educa- tional system, criticised the teaching of home making in the public schools and deplored on the whole the restless spirit of women who are occupying positions as managers of households. Among some of the disadvantages of domestic service given, to the managers of the agencies by applicants were irregular hours, lack of understanding regarding work to be done, in- adequately equipped kitchens, unattractive accommodations, and lack of sociability of mistress. It is interesting in this con- nection to compare these Findings with the Findings in the case of 250 employed workers in the home printed elsewhere in this Report. It is clearly obvious that rarely the best workers apply to the agencies for positions. They are usually the unstable, those who remain, as one licensed agency claimed, in a position so short a time that the "ten per cent of a month's wages, or part thereof," affect their profits seriously. All bureaus insist that a better understanding on the part of the employer and employees regarding hours for work and tasks required will materially improve the relation existing between employer and employee. STUDY OF HOUSEKEEPING 261 VIII. PUBLIC, SEMI-PUBLIC AND PRIVATE INSTITUTIONS OFFERING COURSES IN HOME MAKING. Manual Training High School. A class in the fundamentals of home planning was conducted in 1915-1916 at the Manual Training High School. This course was based upon the funda- mental principles which govern the economic and artistic furnish- ing of a home. The problem was how to obtain the greatest amount of convenience, comfort and beauty at the least amount of actual expenditure. The course included the study of such problems as: (1) What principles govern good taste in the selec- tion of wall paper and draperies; what constitutes good construc- tion and design in furniture; how to choose floor coverings, pictures, pottery, china, kitchen utensils, etc., in short, all furnish- ings of the house from the economic and artistic basis; (2) how to arrange these furnishings within a given space in a home so as to gain the greatest amount of beauty and convenience; and (3) how to obtain harmonious color in a room. In order that there could be a practical demonstration of these principles, the work was based upon a specific problem of the dec- orating and furnishing of a workingman's home of four rooms. A well-known, influential business man of this city, who is interested in art and education, and especially in home planning, built new houses of four rooms. He also granted the class the opportunity to choose the wall paper and the color of the wood stain to be used in the house. A reliable furniture house gave the class the privilege of choosing from its stock all the furniture and rugs which were needed in furnishing this house modestly and in good taste, and loaned everything desired. One of the best department stores loaned the class everything needed in the way of china, kitchen utensils, brooms, tubs, buckets, etc. The entire scheme of furnishing was thoroughly thought out and planned before any attempt was made to put it into execution. The course was conducted with the object of giving the students not only the practical experience of furnishing a home, but also an insight into and a working knowledge of fundamentals that are of permanent value in every walk of life. Before the problem of furnishing the house could be definitely solved, the question of division of salary necessary for mainte- nance of the property was considered, as was the practical and economic function of the woman in the house, that is, the need of an intelligent consumer. A study was also made of costs and values, of the relation of income to expenditure, and of what 262 INDIANAPOLIS VOCATIONAL SURVEY economy includes, its sources and the sources of its waste. Each member of the class worked out the actual living expenses for one year for a family of four with a $600 salary, and made an itemized account of foot! for the family for one year and the necessary expenditure for clothing for each member of the family for the year. The student based her information upon actual experience of some one living on that salary. Some whose income for one month correspond to this man's salary for one year gained their information by making excursions to neighborhood grocers and butchers to learn from them how much and what the average family purchased daily; and what were the cheapest cuts of meat and how much the average family requires in a year. One of the most thoughtful accounts of expenditures for food and clothing came from a woman who said, "I have saved money on $600 a year." Her food account showed an excellent variety in food and was well-balanced from the standpoint of nutrition and economy. She knew the value of her garden. The accounts of maintenance, food, clothing were on exhibition with the house. The amount of money that was to be expended upon all furnishing was carefully estimated to be $150, an indebtedness which any reliable store would carry under the given circum- stances. This did not include draperies, table or bed linens. The house was on exhibition to the public for a few days and was visited by over one thousand persons. Public school courses. The detail of the other courses offered in the Manual Training High School and the other public schools of the city are given in the school report, and need no further discussion here. The course in home planning was discussed under this head because of its peculiar adaptation to the problems of the home with the smaller income, in contrast to some of the efforts of this kind which were discussed with the field workers in their visits to the homes. The Girls' Industrial School. This school has taken the lead in providing a type of training that had, at the date of its organiza- tion in 1889, not been touched upon by the public schools. Its aim has been to provide free instruction in sewing for girls from six to fourteen years of age who are unable to pay for such instruc- tion. With the introduction of sewing into the public schools its importance and influence has not declined. Tomlinson Hall, where the school has been held since its organization, having become too limited in its accommodations, branches of the school have been organized at the Fairview Settlement, the STUDY OF HOUSEKEEPING 263 Herman Lauter Memorial Building, the Boys' Club and at Bethany Center. The classes meet on Saturday from 10:00 to 12:00 a. m. from October to June. There is an endowment for furnishing materials and equipment and the teachers give their services free. Between 800 and 900 girls are in attendance per year. Each teacher is given a group of six and assumes the responsibility of making personal visits to the homes where she often directs the mother as to better methods of living. Teachers' College. This college has been instrumental in bring- ing instruction in housekeeping into the homes of the poorer class of people through the free kindergarten centers. The free kindergartens are supported by public money but are under the supervision of the director of the college. This work began as early as 1887. When household arts, however, was introduced into the public schools, the efforts put forth in these centers were diverted to other fields. Since it later appeared to the director of the kindergartens that the schools did not seem to reach the homes where there was the greatest need of improvement in home conditions, the former line of work was resumed. Free instruction is provided in separate classes at certain centers for working girls and mothers. The mothers are brought to the college six times during the year where they are given talks and demonstrations relating to home life. The Planner Guild. This school, which is maintained by the Christian church, offers free instruction in sewing and cooking to colored girls from six to fourteen years of age. The industrial work is done under the supervision of the director of the Girls' Industrial School, but the work is not accredited, since the equip- ment is very meager. Private instruction in home making. Two private schools offer instruction in cooking and planning meals. The schools are held in private kitchens which have been equipped to meet the newest laboratory requirements. At the Teachers' College instruction in household economics prepares for a State certificate. The course includes instruction in cooking and sewing, each covering a period of two years. Short courses of six and twelve weeks are also given. For housekeepers the college offers courses in cooking and marketing and for young society women a course in costume design. 264 INDIANAPOLIS VOCATIONAL SURVEY IX. HOME PLANNING. A Study in Budgeting. FAMILY OF FOUR INCOME OF $600. /. Furnishing home (not including curtains, bed and table linens and sewing machine.) LIVING ROOM. Couch and pad $10.00 Fumed oak rocker 8 . 50 Willow arm chair (stained by the father) 3 . 65 Willow rocker 4.45 Cane seated dining room chair 1 . 35 Table 9.90 Rag rug (7' x 10') 8.00 Small rug (25" x 50") 90 Total $46.75 BED ROOM. Child's crib $ 7.65 Mattress and springs 3 . 00 White iron bed 4.00 Springs 4 . 50 Mattress 4 . 25 Dresser (Kayser grey) 13 . 50 Chair 1.35 1 rag rug (30" x 60") 1 .50 Total $39.75 DINING ROOM. Drop-leaf dining table $3.85 Four cane seated chairs 5 . 40 Rag rug (6' x 9') 7.00 Rug between doors (25" x 50") ' 90 Total $17. 15 KITCHEN. Stove with reservoir $23 . 00 Cabinet table 7.50 Chair 75 Ladder stool . . .95 STUDY OF HOUSEKEEPING 265 A Study in Budgeting Continued. Kitchen utensils $12.43 Teakettle $ .25 Iron skillet 29 Four stewpans 25 Large kettle 25 Steamer and pan (baking) - 25 Coffeepot 29 15 piece cooking set 1 . 25 Breadpans (3 loaves) 29 2 piepans 14 Kitchen spoons 15 9-piece knife set 79 Potato masher 10 Rollingpin 15 Dishpan 25 1 copper-bottomed washboiler 1 .00 Tub 65 Washboard 35 A set of irons 79 Scrubbing brush 10 Broom 50 Mop 25 Bucket 25 Dishes 6 cups and caucers 72 6 dinner plates 90 6 tea plates 72 Platter 25 Tureen 75 Side dish 25 6 glasses 25 Total. . $44.63 Total expenditures $148.28 II. Accessories. LIVING ROOM. Curtains $0.98 7 yards India linen @ 9c $0.63 3 ^2 yards orange calico @ lOc 35 Couch cover 1 . 50 Table cover (made by the mother) DINING ROOM. Curtains $.88 7 yards India linen @ 9c $0 . 63 3 % yards blue calico @ 7c 25 266 INDIANAPOLIS VOCATIONAL SURVEY A Study in Budgeting Continued. KITCHEN. Sash curtains for kitchen and pantry $0 . 29 2 yards cheese cloth @ 7J^c $0. 15 2 yards blue chambray for pantry shelf 14 BEDROOM. Curtains $0.57 3% yards India linen @ 9c $0.32 3}4 yards rose calico @ 7c 25 Home made washstand . . .50 Total $4.72 ///. Articles brought from the mother's former home. (Approximate values). Sewing machine (bought before marriage for the purpose of making wedding garments) $30 . 00 Bedding Gift of 4 feather piUows 5.00 4 sheets @ 60c 2.40 4 small sheets for crib (made by mother) 60 2 pair cotton blankets 2 . 00 1 pair baby blankets 1 . 25 2 comforters (made by mother) 2 . 17 6 Ib. of cotton @ 12^c $0.75 28 yds of calico @ 4c 1 . 12 Yarn for tying 30 5 pillow cases 66 3 pillow cases for crib 21 Spread 1 . 50 Spread for crib Dresser scarf 25 6 towels @ 15c 90 Table linen 3 1 H yds. white mercerized cotton @ 39c 1 . 76 12 napkins @ 8$c 1 .00 Kitchen linen 6 hand towels 75 6 tea towels 75 IV. Class problem. How can this $1,250 investment be maintained on $600.00 salary? What are the actual living expenses for one year for a family of four with a $600 salary? Itemized accounts were prepared of the following: 1. Actual living expenses. 2. Food. 3. Clothing. STUDY OF HOUSEKEEPING 267 A Study in Budgeting Continued. a. Yearly budget. Income $600.00 Food 200.00 (According to an estimate of Russell Sage Foundation Report, $290.00 would be spent for food.) Cheapest cuts of meat 9-12 3^c Average American eats 172 Ibs. a year. 4 persons 688 Ibs. @ lOc 68.00 Fuel 25.00 (Estimate by stove company.) Payment on property 180 . 00 Taxes 13.00 Insurance on property 1 . 50 Payment on furniture 78 . 00 Clothing 50.00 Light 6.00 Miscellaneous . . 46 . 50 Total $600.00 b. Yearly budget. Food $196.99 Clothing 97.08 Payment on house 96 . 00 Fuel (10 tons, summer prices) 30.00 Taxes 14.00 Insurance (adults @ 25c; children @ lOc) 36.40 Fire insurance 4 . 80 Carfare (father works near home) 3 . 00 Furniture @ $1.50 per week 78.00 Pleasures 5 . 00 Sundries . . 5 . 00 Total $572.27 Balance.. 27.73 Grand total $600.00 c. Yearly budget. Payment on house $ 96 . 00 Food (groceries and meat) 200 . 00 Clothing (man, $30; boy, $15; woman, $30; girl, $15) 90.00 Coal, 10 tons @ $3.50, summer price 35.00 Electricity 6.00 Taxes 12.00 Poll tax.. 2.00 268 INDIANAPOLIS VOCATIONAL SURVEY A Study in Budgeting Continued. Payment on furniture $78 . 00 Daily newspaper 5 .00 Insurance (adults @ lOc; chidren @ 5c) 15 . 60 Chickens (12 hens @ 75c; 1 rooster @ $1) 10.00 Garden seed 3 . 00 Hoe, rake, spade, hatchet, hammer and saw (second hand) 3 . 40 Books 10.00 Benevolence 3 . 00 Carfare 15.00 Incidentals (doctor, medicine, wire for poultry).. 16.00 Total $600.00 Itemized food accounts, a. Meat, 1 or 2 Ibs. @ lOc or 15c a lb., 4 days a week.$ 62.00 Lard, 12 Ibs. @ lie lb 1 .32 Butter, \Yi Ibs. per week @ 25c a lb 19.50 Bread, 2 loaves per day 36 . 50 Vegetables, potatoes, corn, tomatoes, onions 35.00 Milk, 1 pint per day @ 4c a pint 14 . 60 Sugar @ 7c lb. about 4 or 5 Ibs. a month 4 . 00 Cereals, corn meal, 3J^ Ibs. lOc, oatmeal, mush and rice 6 . 00 Flour, 10 Ibs. for 40c for 2 or 3 weeks 8.00 Canned food, cream, corn, tomatoes 4 . 00 Salt, 4 sacks @ 5c 20 4 baking powder @ 15c .60 2 soda 20 Beans, 10 lb. @ 6c a lb 60 Prunes, 10 lb. @ lOc a lb 1 .00 Spices and extracts 1 . 00 Molasses .50 Vinegar, 2 gallons .50 Eggs 5.00 Fruit, bananas 5c a doz., apples and fruit in season . 4 . 00 Soap for laundry, 52 bars @ 5c 2 . 60 Starch @ 5c per pound, 8 Ibs .40 Bluing 10 Matches 30 Washing powder @ 5c per box, 30 boxes 1 . 50 Ivory soap 1 . 50 Coffee @ 15c per lb., 40 Ibs 6.00 Total $216.92 STUDY OF HOUSEKEEPING 269 A Study in Budgeting Continued. Itemized food account, b. Flour, 24 J^ Ibs. every 2 weeks @ 70c, bake twice a week. .$ 18.20 Yeast Foam. 11 pkg. @ 5c .55 Baking powder, 3 Ibs 1 . 20 Baking soda, 1 Ib .10 Meal, 50 Ibs. @ 2c Ib 1 .00 Breakfast bacon, 2 ^ Ibs. every 2 weeks, ham, other smoked meats 13.00 Steak, 25o a week 13 .00 Roast, 40c every two weeks 10 . 40 Chops, 20c a week 10 .40 Boiling beef for soup, 7c a week 3 . 64 Lard, 25c a week 13.00 Sugar, 5c Ib., 2 Ibs. a week 7 . 80 Sugar for canning, 5c Ib 2 . 75 Butter, IY 2 Ib. per week @ 30c 23.40 Milk, 4 qts. a week @ 8c 16.64 Coffee, 1 Ib. every 2 weeks @ 25c 6.50 Tea 60c Ib 5 . 20 Potatoes, 2 bushels @ 60c 1 .20 Potatoes for planting in garden @ 60c .60 Sweet potatoes @ 35c peck .70 Sweet potato plants @ 30c per 100 1 . 60 Lettuce seed .10 Radish seed, tops for greens 10 Mustard and kale seed for greens .10 Onion sets, 2 qts. (25c) . CO Green beans for garden .25 Canned from garden. Peppers and mangoes plants @ lOc per dozen .20 Pickles for winter seasoning. Tomato plants @ lOc per dozen .10 Canned from garden. Pickles. Cabbage plants 2J^ dozen @ lOe per dozen .25 Cabbage by head 1 . 00 Beet seed (use top for greens pickles for winter) .05 Rhubarb roots (pie, sauce for canning .10 Sweet corn seed .10 1 dozen large chickens 20 . 80 (Chickens for table, eggs for table and sale) Fish 1 .00 Oysters @ 25c qt 1 .00 Rice @ l-3clb 1.00 Spaghetti .50 Syrup @ lOc can 1 .20 Vinegar (table use and canning) @ 25c gal 1 . 50 Breakfast food (oatmeal, cream of wheat and flakes, etc.) . . 1 .00 270 INDIANAPOLIS VOCATIONAL SURVEY A Study in Budgeting Continued. Salt @ 3c sack $0.36 Pepper @ 5c box .15 Small fruits in season (eaten with cream or milk, pies, jam and preserves) Apples @ 25c pk 6.50 Crab apples (marmalade and jelly) .25 Peaches (canning, preserves), 1 bu 1 .50 Pears (canning, preserves) .35 Peas, 1 doz. cans for winter .90 Corn, 1 doz. cans for winter .90 Dried fruits, apricots, peaches, apples and prunes .75 Total $193.39 V. Clothing for family (father, mother, boy 9, and girl 7 years.) Father Suit $15.00 4 suits of underwear, winter and summer ........ 4 . 00 1 hat 2.50 2 caps 1.00 2 work shirts 6 yds. @ 15c 90 2 shirts 75c 1 .50 Work shoes 1 . 50 Best shoes 3 . 50 Working pants 1 . 50 Overalls 75 Socks (for work, 3 pair) .25 Best socks, 2 pair ."50 Overcoat (left over from last year) Total $32.90 Mother Suit $10.00 4 union suits @ 75 3 .00 3 house dresses, 18 yds. gingham @ lOc 1 . 80 Underwear (mother and daughter) 1 bolt muslin @ lOc 1.20 Shirtwaists, 8 yds. white material @ 12J^c 1.00 Everyday shoes 1 . 5O Best shoes 3.00 Outing flannel (mother and daughter) @ lOc 1 .00 Apron gingham 10 yds. 7c .70 Hats 6.00 Hose, 3 pairs @ 25c 75 Winter coat (left over from last year) Total.. . $29.95 STUDY OF HOUSEKEEPING 271 A Study in Budgeting Continued. Boy of 9 years Suit and extra pair of pants from father's old suit. Underwear also cut down. Overcoat 4 . 50 Shoes, 3 pairs @ $2.00 6.00 Khaki cloth (play pants 15c yd.) .90 2 hats 2.00 1 cap .50 Hose, 3 pairs @ 25c .75 10 yds. waisting (3 colored, 2 white) @ 15c 1 .50 Total , $16. 15 Girl of 7 years Mother's old dress made over for girl. Underwear cut down. 5 yds. goods (2*4 plaid, 2> plain blue) @ 25c. . . . $1.25 Coat 4.50 3 pairs of shoes @ $2.00 6.00 2 hats one @ $1.25; one @ $1.50; one cap @ 50c. 3.25 Hose, 2 pair black @ 25c ; 2 pair white @ 19c .88 3 dresses, 8 yds. gingham @ 12 ^c 1 .00 2 yds. hair ribbon @ lOc 20 Gloves for all .. 1.50 Total $18.58 Courses in Housekeeping and Kindred Subjects in Semi- Public and Private Schools. 1. Courses in Schools in Which No Tuition Charge is Made. 1. Girls' Industrial School. a. Departments. (1) Primary. Child is taught to hold and handle a needle, to wear a thimble, and to do first, darning on burlap; second, all common sewing stitches on muslin models. (2) Intermediate. Hand work is required according to grade made in primary department, samplers, sewing apron, flannel petticoat and gown, muslin drawers, large white apron, and a gingham dress. (3) Dressmaking department. Any girl who makes a grade of ninety-five per cent on her gingham dress is promoted to the dressmaking department, where, in her junior year, she is taught to use the sewing machine, and the use of a pattern. In the senior year she cuts and makes a dress to be worn by herself at the graduation exercises. 272 INDIANAPOLIS VOCATIONAL SURVEY b. Supervision and rules. One teacher has charge of six girls. The services of all teachers and officers is voluntary. After a garment is finished and graded the maker may take it home on the payment of 5 cents. For the gingham dress, however, she pays 15 cents.. This does not cover expense of materials, but removes the stigma of charity. Other rules relating to uniformity of requirements in work to be done are found in the printed booklet. c. Branches of Girls' Industrial School. (1) Fairview Settlement. (2) Herman Lauter Memorial Building. (3) Boys' Club. (4) Bethany Center. d. Classes. (1) Sewing 10-12 every Saturday a. m. from October to May. Enrollment sixty to seventy girls. Equipment Large room and small room; small chairs; gingham aprons furnished free by schools to wear during sewing hours. All materials for sewing furnished by the school. (2) Mothers' meetings. 2. Teachers' College. a. Courses for home makers and girls at the free kindergarten centers under supervision of college. (1) Kindergarten No. 20. Enrollment twenty working girls. Instruction Five groups of four. At each lesson 'the girls work in a different group. The group divisions are kitchen, dining room, cleaning and sewing. Equipment Four rooms furnished very simply above a business block. (2) Kindergarten No. 15. Enrollment nine to eighteen mothers. Instruction given through demonstration by student-teacher. (3) Kindergarten No. 7. Enrollment six mothers. Director gives talks, but mothers desire instruction in cooking. (4) Kindergarten No. 30. Mothers assist in preparing simple noon lunch and children are taught simple serving and proper habits of eating. b. Courses in home making conducted at the college. (1) Mothers' meetings and councils. The mothers from the various kindergarten districts come to the Teachers' College six times during the year. The instructor in the household economics department of the college gives talks and demonstrations on subjects relat- STUDY OP HOUSEKEEPING 273 ing to home life. Often some mother brings a recipe, the food is prepared in her presence, and the value of this particular food in the daily ration carefully discussed. Problems relating to training of children are also carefully considered. 3. Planner Guild (colored children). Maintained as a mission by the Christian Church. Industrial work done under supervision of Mrs. Buehl, but not a branch of the Girls' Industrial School. a. Instruction. (1) One class per week alternating sewing and cooking. b. Requirements. (1) These classes are open to anyone from 6 to 14 years of age. All materials are furnished free of charge. c. Equipment. (1) Six tables, two gas burners, and very meager kitchen equip- ment. Twenty or more often use this equipment ia one lesson. (2) The equipment for sewing consisted of a large room, chairs. one or two tables, materials for work. About forty per week are enrolled. II. Courses in Schools in Which Tuition is Charged. 1. School of Domestic Science. Director, Mrs. W. J. Marks. a. Entrance requirements. None. Open to housekeepers. b. Courses offered. (1) Plain cooking thirty lessons weekly, 9:00-12:00 o'clock. Enrollment forty. (2) Planning of meals and table service fifteen lessons. E nrollment six. (3) Household management of home efficiency ten lessons. Enrollment probably sixteen. c. Equipment. Laboratory equipped for ten in a private home. Kitchen and dining room of home. 2. School Domestic Science. Director, Miss Hazen Hibben. a. Entrance requirements. None. b. Courses offered. (1) Plain cooking thirty to forty lessons. Three hours per week. Enrollment ten. c. Equipment. Laboratory equipped for teaching.^domescic science. Located in private home. Kitchen and dining room of home are also used. 664718 274 INDIANAPOLIS VOCATIONAL SURVEY 3. Teachers' College. a. Courses offered. Diploma prepares for State certificate. (1) Cooking two years. Short terms of six and twelve weeks. Lectures on foods and dietetic principles. Chemistry, both general and household. Housewifery, serving of meals, etc. Practice. Method. (2) Sewing short terms of six and twelve weeks. Two years. Practice in hand and machine sewing; application of stitches to undergarments and simple dresses. Use of commercial patterns; knitting, crocheting, darning and simple em- broidery; discussion of textile and materials, how made, sources of fibres, spinning, weaving, dyeing, finishing. (The diploma course for domestic science and domestic art combined is three years in length.) b. Cooking and marketing for housekeepers. c. Costume design for young women. X. BIBLIOGRAPHY. The following books treating of the various phases of home economics are on the shelves of the public library: Books on Domestic Science and Household Economy. * Barker Wanted a young woman to do housework ; business prin- ciples applied to housework. 1915. Baxter Housekeeper's handy book. 1913. Bookman .Family expense account; including problems of invest- ment and expenditure. 1914. Brown Health in home and town. 1912. Bruers Increasing home efficiency. 1912. Buchanan Household bacteriology, for students in domestic science. 1913. Campbell Test book of domestic science. 1913. Carleton One way out. 1911. Child Efficient kitchen; definite directions for the planning, arranging and equipping of the modern labor-saving kitchen. 1914. Flagg Handbook of home economics. 1913. Foster Housekeeping for little girls. 1912. Frazer First-aid to the servantless. 1913. Frederick New housekeeping; efficient studies in home management. Oilman Housekeeping. 1911. Harland, ed Home making (In young folks library: Vocations, ed. by W. D. Hyde and others). 1911. Home economics and education. (In abridged agricul- tural records. 1912. v. 7, pp. 534, 673). STUDY OF HOUSEKEEPING 275 Hopkins, ed Domestic engineering; simple tests for food purity; re- frigerating machines for the home (In his Book of Progress. 1915 v. 3, pp. 91-110). Kinne and Cooley.Foods and household management; a textbook of the household arts. 1914. Shelter and clothing; a textbook of the household arts. 1914. Krout Platters and pipkins. 1910. MacLeod Housekeeper's handbook of cleaning. 1915. Morris Household science and arts. 1913. Morse Household discoveries; an encyclopedia of practical re- cipes and processes, new ed. rev. and enl. 1914. Richardson Adventures in thrift. 1916. Talbot Household management (In woman-citizen's library. 1913. v. 12, pp. 3008-3082) . Trowbridge Home school. 1913. Van de Water. . . . From kitchen to garret. 1910. Books on Cookery. Barroll Around the world cook book. 1913. Benton Easy meals. 1913. Benton Fun of cooking. 1915. Caro Restricted die made palatable. 1911. Condit and Long. . How to cook and why. 1914. Congreve One maid book of cookery. 1913. Curtis Mrs. Curtis' Cook Book (In Morse, household discov- eries. 1914. pp. 782.1145). Davis Table for two; good things to eat. 1913. Fales & Northden.Party book. 1912. Farmer Boston cooking-school cook work. 1912. Farmer Catering for special occasions. 1911. Farmer New book of cookery. 1912. Finck Food and flavor. 1913. Forster & Weighley Foods and sanitation. 1914. Gienandt Twentieth century book for the progressive baker, con- fectioner, and ice cream maker. 1912. Gillmore Meatless cookery. 1914. Gurney Things mother used to make. 1914. Harbison Low-cost recipes. 1914. Hill American cook book. 1914. Johnson Domestic science ; a textbook in cooking and syllabus in sewing. 1912. Kaine Culinary herbs; then* cultivation, harvesting, curing and uses. 1912. Kirkland Modern confectioner and caterer. 1913. Maury & Tachan . Penny lunch; its equipment, menus and mangement. 1915. Metcalf Student's manual in household arts; food and cookery. 1915. 276 INDIANAPOLIS VOCATIONAL SURVEY Nesbitt Low-cost cooking; a manual of cooking, diet, home man- agement and care of children. 1915. Pretlow Small family cookbook. 1915. Reed Everyday dinners. 1911. Robison and Hammel, Lessons in cooking through preparations of meals. 1913. Smedley Institution recipes for use in colleges, hospitals, and other institutions. 1912. Thompson Eat and grow thin. 1914. White Study of foods. 1914. Wright New England cookbook. 1912. Books on Diet and Dieties. Brewster Nutrition of a household. Bryce Modern theories of diet and their bearing on practical dietetics. 1912. Carrington Natural food of man. 1912. Conley Nutrition and diet; a textbook for secondary schools. 1913. Gibbs Food for the invalid. 1912. Hill Cookbook for nurses. 1911. Hogan Diet for children. 1916. Hutchinson Food and the principles of dietetics. 1911. Jordan Principles of human nutrition; a study in practical dietetics. 1912. Leppel Brainy diet for the health and foods and their effects. 1910. Locke Food values; practical tables for use in private and public institutions. 1914. Rorer Mrs. Rorer's diet for the sick. 1914. Sanf ord Milk diet as remedy for chronic disease. 1916. Wiley Not by bread alone; the principles of human nutrition. 1915. Books on Food. Bailey Chemistry and use of food products. 1914. Finck Food and flavor; a gastronomic guide to health and good living. 1913. Greer Food, what it is and does. 1915. Harris Health on the farm. 1911. McCain Starving America. 1912. Sherman Food products. 1914. Ward, comp Grocer's encyclopedia. 1911. Wardall and White, Study of foods. 1914. Lusk Fundamental basis of nutrition. 1915. Matteson and New- lands Laboratory manual of foods and cookery. 1916. Miscellaneous . Allen Table service. 1915. Wetenhall Practical laundry work for home and school. 1915. STUDY OF HOUSEKEEPING 277 XI. TABLES FROM HOUSEHOLD MEASUREMENTS. Table 1 Housekeeping a Business Proposition, Budgeting House- hold Expenditures and Keeping Household Accounts. INQUIRY Housekeepers Total 1 ,000 Number who regard housekeeping as a business proposition . . 953 Who do not 47 Number who budget their expenditures 587 Who keep household accounts " 463 Who do not 124 Number who do not budget expenditures 413 Who keep household accounts 147 Who do not 266 Number who keep household accounts 610 Who do not 390 Table 2 Special Preparation for Housework and Plan of Daily Work. INQUIRY Housekeepers Total 1 ,000 Number who have had special preparation for housework . . . 530 Who have not 470 Number who have a fixed plan of daily work 728 Who do not.. 272 278 INDIANAPOLIS VOCATIONAL SURVEY Table 3 Scientific Methods and Personal Examination of Purchases. INQUIRY Housekeepers Total 1 ,000 Number who use scientific methods in purchasing supplies . . 839 Examine purchases personally 686 Do not examine purchases personally . . . 153 Number who do not use scientific methods 161 Examine purchases personally 97 Do not examine purchases personally 64 Number who examine purchases personally 783 Number who do not examine purchases personally 217 Table 4 Planning Meals for Nutritive Values. INQUIRY Housekeepers Total 1 ,000 Number who keep in mind nutritive food values 822 Who do not keep in mind nutritive food values 178 Table 5 Convenient Arrangement of Kitchen and Pantry, and Equipment of Labor-Saving Devices. INQUIRY Housekeepers Total 1 ,000 Number whose kitchen and pantry are arranged to save steps 710 Whose kitchen and pantry are not 290 Number whose home is equipped with labor-saving devices . . 709 Whose home is not. . 291 STUDY OF HOUSEKEEPING 279 Table 6 Systematization of Duties for Rest Period and Assign- ment of Household Duties to Each Member of the Family. INQUIRY Housekeepers Total 1,000 Number who have systematized duties for rest period 548 Each member of family has definite duties 379 Each member of family has not definite duties 169 Number who have not systematized duties for rest period . . 452 Each member of family has definite duties 274 Each member of family has not definite duties 178 Number whose family have separate duties 653 Number whose family does not have separate duties 347 Table 7 Keep Watch on Sanitary Conditions and Keep Sleeping Room Windows Open at Night. INQUIRY Housekeepers Total 1 ,000 Number who keep close watch on sanitary conditions 962 Keep sleeping room windows open at night 939 Do not keep sleeping room windows open at night 23 Number who do not keep close watch on sanitary conditions . 38 Keep sleeping room windows open at night 14 Do not keep sleeping room windows open at night 24 Number who keep sleeping room windows open at night .... Number who do not keep sleeping room windows open at night. 953 47 280 INDIANAPOLIS VOCATIONAL SURVEY Table 8 Interest in Child Problems. INQUIRY Housekeeping Total 1,000 Number who have special interest in child problems 865 Who do not have special interest in child problems 135 Table 9 Self-Improvement Activities of Housekeepers. INQUIRY Housekeepers Total 1 ,000 Number who have read books on household management . . . 587 Number who have not read books on household management. 413 Number who subscribe to or read magazines on housekeeping and rearing of children 700 Number who do not subscribe to or read magazines onhouse- keeping and rearing of children 300 Number interested in lectures and courses in household management 838 Number not interested in lectures and courses in household management . 162 Number who belong to local domestic science clubs 123 Number who do not belong to local domestic science clubs. . 877 Number who devote some time to self -improvement 728 Number who do not devote some time to self-improvement . . 272 XII. TABULATIONS FROM SCHEDULE I. Question 2. Do you prefer white or colored help? Why? Number of schedules 302 No answer 2 No preference 26 Prefer white help 141 Reliable 29 Must live as a member of family 22 Cleaner than colored 15 No reason given 14 M ore honest . . 12 STUDY OF HOUSEKEEPING 281 TABULATIONS FROM SCHEDULE I Continued. Have never had any other help 12 Personal feeling 11 Because of children in home 7 Better workers 7 More intelligent 6 Appreciative and agreeable 4 Prefer colored help 133 More adaptable 35 Better service 26 No reason given 20 No social complications 17 Have had no white help 13 More reliable 11 More appreciative 10 Personal feeling 7 Better with children 3 Better fitted for work 2 Question 3. Do you prefer untrained beginners? Why? Number of schedules 302 Not answering 20 Answering yes 77 Train to suit employer 42 More teachable 11 No reason 10 Not as independent as trained workers 4 Answering no 205 No reason 69 No time to train 43 Preference 31 Mistress incompetent 16 Tired of training workers 15 Willing to pay for trained help 15 Beginners incompetent and unsteady 10 Take directions more readily 6 Question 4. How have you obtained employees? Number of schedules 302 Number not answering 19 Number of methods given 283 Newspaper advertisement 92 Recommendation of friends. . ... 72 282 INDIANAPOLIS VOCATIONAL SURVEY TABULATIONS FROM SCHEDULE I Continued. Employment agency 38 Personal inquiry 30 Through former servants 29 Imported from South 5 Convent 5 Girls' Industrial School 5 Y. W. C. A. and Church Aid Association 4 Imported from Germany 3 Question 6. State, if you will, any special phase which make pres- ent position unusual in character, adding any explanatory in- formation. Number of schedules 302 Not answering 117 Special phases in the home 185 No special phases 79 Labor-saving devices 40 Extra wages 23 Personal interest 21 Unusual accommodations (private sitting room and bath) 10 Clothing (gifts) 6 Extra time 6 Question 8. If courses in the business of housekeeping were made available, what courses would you prefer? (a) For yourself? (b) For your employee? (a) Number of schedules '. 302 Not interested 40 Number suggesting courses 262 Courses suggested, with number desiring each 228 Cooking, menu planning, and food values 83 Household management 42 Budgeting 22 Sewing and millinery 22 Marketing 17 Chemistry of food 10 " Economics 9 House bacteriology and hygiene 7 Interior decorating 5 Serving 4 Laundry 2 Care of children 2 Nursing 2 China painting 1 STUDY OF HOUSEKEEPING 283 TABULATIONS FROM SCHEDULE I Continued. (b) Number of schedules 302 Not answering 164 Number desiring courses for employees 138 Courses suggested, with number suggesting each. Cooking ! . . 135 General housework 37 Serving 32 Household management 28 Economics 12 Sewing and milh'nery 11 Sanitation f 10 Marketing 8 Laundry 8 Academic courses 5 Care of children 3 Budgeting 11 Care of old people 1 Personal hygiene 1 Question 9. What encouragement should be given an employee to take such courses to increase her efficiency? Number of schedules 302 Numbers not answering 86 Encouragement suggested, with number suggesting each. Time off to attend classes 119 Increase wage for efficiency 74 Pay tuition for instruction 7 No encouragement 6 Pay carfare and time off 5 More freedom and responsibility to practice in home 3 Question 11. Married, single or widowed? Number of schedules 302 Single 182 Married 91 Widowed 27 Not replying 2 Question 14. Phases of job best prepared to do. Number of schedules 302 Number not answering 13 284 INDIANAPOLIS VOCATIONAL SURVEY TABULATIONS FROM SCHEDULE I Continued. Number answering query : 289 Cooking 117 Housework 101 Laundry 31 Caring for children 10 Table service 10 Canning 2 Care for aged 2 Marketing 2 Serving 2 Qtiestion 15. Phases of job least prepared to do. Number of schedules 302 Number not answering 120 Number answering question 182 Cooking 66 Cleaning 39 System and management 19 Laundry 18 Planning meals 17 Table service 15 General housework 9 Sewing 7 Dusting Care of children 4 Marketing 3 To give polite service 2 Question 22. Special training prior to present position. Number of schedules 302 Number not answering 4o| Number answering 25 No training 1 10 Training from previous employers 85 Training in own home 40 1 n grade and high school 11 Special schools 8 Vocational schools of Germany 3 Question 23. Special training received after entering present posi- tion. Number of schedules 302 Number not answering 147 STUDY OP HOUSEKEEPING 285 TABULATIONS FROM SCHEDULE I Continued. Number answering . . . .- 155 a. From mistress General instruction . 120 Cooking and serving . . 69 None needed 16 Use of modern equipment 6 Care of children 4 Laundering 4 b. Other instruction , Special schools or extension work 7 Question 24. Shortcomings which you feel may be overcome in whole or in part if part-time or evening classes were available. Number of schedules 302 Number not answering 179 Number answering 123 Cooking 38 Lack of system in performing duties 30 General inefficiency 27 Carelessness, inaccuracy 18 Unclean and untidy appearance 13 Inability to talk well. 8 Home nursing 1 Question 25. How have you obtained employment? Number of schedules 302 Number not answering 22 Number answering query 280 Through friends 108 Advertisements 96 References : 49 Employment agency 22 Personal inquiry 17 Question 26. Why did you enter upon this occupation? Number of schedules 302 Necessity 101 Aptitude and liking 62 Training 59 No answer or no reason given 58 Advice of mother and friends . . 18 286 INDIANAPOLIS VOCATIONAL SURVEY TABULATIONS FROM SCHEDULE I Continued. Question 27. Have you any desire to enter another occupation? Why? Number of schedules 302 Not answering 150 Negative answer 1 10 Unfitted for anything else. Like the work I am doing. Too old to change. More profitable and pleasant. Affirmative answer 50 Want chance to advance. No social position. Do not like work but nothing else to do. Want to teach school. Want to go to college. Friends work in stores. Would like to have shorter hours, lighter work and Sundays. Question 28. If foreign to city, give reasons for coming here. Number of schedules 302 Number not answering 188 Number answering 1 14 Better wages 40 Relatives 28 For change 22 For work 12 Came with employer 7 For schooling 5 Question 29. Time belonging to employee. Number of schedules 302 Number not reporting or answer indefinite 152 Number reporting 150 One-half day per week 19 Two half days per week 112 Three half days per week 13 Two hours each afternoon 6 Question 30. Where and how is free time spent? Number of schedules 302 Number answering query 93 STUDY OF HOUSEKEEPING 287 TABULATIONS FROM SCHEDULE I Continued. At home or with relatives 86 Church, Y. W. C. A. or Y. M. C. A 82 Socially 77 Study or reading 20 Shopping and down town 16 Lodge .' 12 Sewing 10 Music 6 Question 31. Organizations with which employee is affiliated. Number of schedules 302 Not answering 205 Number answering que:y 97 Church 95 Lodge 28 Social clubs 16 Y. W. C. A 8 Suffrage League 2 Y. M. C. A.. 1 XIII. TABULATIONS FROM SCHEDULE II. Question 9. Do you rent or own your own home? Number of schedules 1,110 Rent 593 Own. 517 Question 11. Sources of supplementary income? Number of schedules 1,110 No reply 310 No supplementary income 288 Total having supplementary income 512 Source not stated 8 Wife or children working 216 Roomers or boarders or both 90 Rental property 88 Garden, chickens or cow, etc 65 Assistance of family or friends 22 Securities, stock or interest 16 Pension 5 Alimony 1 Magazine articles 1 288 INDIANAPOLIS VOCATIONAL SURVEY TABULATIONS FROM SCHEDULE II Continued. Question 15. Training of housewife previous to management of the home. Number of schedules 510 In domestic service 55 No training 310 By mother 116 In schools 29 Question 16. Training of housewife during management of the home. Number of schedules 510 Number answering 154 Number of methods given 229 Experience in own home 86 Lectures, magazines 58 Special schools or extension work 41 Night school courses 35 Domestic science club 9 Question 17. In what particular phases in the management of your home do you feel the need of better preparation? Number of schedules 510 Number not answering 139 Number answering question 371 Cooking 124 Sewing '76 Budgeting and household accounts 39 Household management 36 Care of children 13 Millinery 10 Home nursing 7 House sanitation 7 Diet for children 5 Interior decoration 1 Academic 3 Basketry 1 China painting. 2 No particular phase 47 Question 18. Would you attend short courses? Number of schedules 510 Number not answering 177 STUDY OF HOUSEKEEPING 289 TABULATIONS FROM SCHEDULE II Continued. Number answering question 333 Yes 201 No - 91 Doubtful 41 Question 19. Training of children in school. Number of schedules 510 Persons with no children or none of school age 257 Number answering question 253 Boys Shop training 17 Cooking 7 Girls- Sewing 140 Cooking 108 Millinery 5 Question 20. Training of children in home. Number of schedules 510 Number of children not reporting 257 Number of children to report 253 Boys Bring fuel, empty ashes 38 Help with housework and errands 30 Wash dishes 16 Care for own room 10 Care of children 4 Help father 4 Make fires 4 Sewing on buttons 2 Cook 2 Scrub 1 Girls- Help with housework 87 Cook 75 Sew 56 Wash dishes 41 Keep rooms tidy 20 Take care of own room 17 Help with laundry 16 Mending 10 Care of children 5 664719 290 INDIANAPOLIS VOCATIONAL SURVEY XIII. TABULATIONS FROM SCHEDULE III. Question 1. Nationality? Total number of schedules 250 No answer 5 Total White Colored American 177 55 122 German 35 35 Irish 14 14 English 10 10 Austrian 2 2 Hollander 2 2 Swede 2 2 Norwegian 1 1 Hungarian 1 1 Canadian 1 1 Total.. . 245 123 122 Question 2. How long have you been employed in personal or domestic service? Total number of schedules 250 No answer .1 Total White Colored Less than one year 15 9 6 One year 10 5 5 Two years 22 18 4 Three years 13 9 4 Four years 13 10 3 Five years 17 9 8 Six years 19 9 10 Seven years 14 7 7 Eight years 14 6 8 Nine years 4 2 2 Ten years 18 7 11 *Eleven years or more 92 37 55 Total.. . 251 128 123 Question 3. At what age did you enter upon this occupation? Total number of schedules . . 250 *32 9 white and 23 colored report over 25 years of service. STUDY OF HOUSEKEEPING 291 TABULATIONS FROM SCHEDULE III Continued. Total White Colored Below fifteen years 35 16 19 15 years 22 11 11 16 years 34 19 15 17 years 22 15 7 18 years 33 12 21 19 years 6 3 3 20 years 23 14 9 21-25 years 19 13 6 Over 25 : 36 29 7 Total 18 and below 146 63 73 Total 19 and above 84 59 25 Question 4. How many positions have you held? Total number of schedules 250 Not reporting. 52 Total White Colored One position 27 22 5 Two positions 39 30 9 Three positions 39 20 19 Four positions 22 11 11 Five positions < 18 10 8 Six positions 12 8 4 Seven positions 9 4 5 Eight positions 7 5 . 2 Nine positions rf 2 1 1 Ten or more positions 23 7 16 Total ....198 118 80 Question 12. Did you have any training for domestic service before you entered this field of employment? At home or in school? Total number of schedules 250 Yes No At home 135 In school 17 In school and at home 10 No training 88 Total 162- 88 Question 13. Have you had any school training along these lines since that time? Total Yes No Total 250 23 227 Question 14. In what particular part of your work do you feel the need of better preparation? Total number of schedules 250 Number not answering 30 292 INDIANAPOLIS VOCATIONAL SURVEY TABULATIONS FROM SCHEDULE III Continued. Number answering 220 Cooking and serving 145 Household management 27 Sewing 20 Cleaning ., 13 Academic knowledge 11 Nursing 9 Budgeting and accounting 8 None for present job 8 Marketing 6 Care of children 4 Laundering 3 Butler's training 1 Question 15. If your employer would allow you two hours per week and your regular time off, would you take courses in part-time schools and thereby prepare yourself for promotion and a higher wage? Number of schedules 250 Yes. 147 No 70 No answer 27 Doubtful 6 Question 16. Do you like the kind of work you are doing? Number of schedules 250 Not reporting 11 Total White Colored Yes 220 119 101 No 19 7 12 Total 239 126 113 Question 17. How do you spend your free time? Number of schedules 250 Number not answering 156 Number answering 194 Home 94 Calling on friends 78 Church, Y. W. C. A 73 Reading 54 Theatre and picture shows 54 Socials and other recreation 42 School and music study 22 Fancywork 14 Care of children 2 Hairdressing 1 STUDY OF HOUSEKEEPING 293 XIV. QUESTIONNAIRES. 1. Do you regard housekeeping as a business proposition? Answer yes or no. 1 2. Have you had the advantage of any special preparation for it? . . . 3. Are you attempting to meet the increasing cost of living by scien- tific methods of purchasing supplies? 2 3 4. Do you examine personally the purchases made of the butcher, grocer, ice man, etc., with reference to getting full value? 4 5. Do you keep in mind nutritive food values, when you plan your meals? 5 6. Have you a fixed plan for your daily work? 6 7. Are your kitchen and pantry arranged to save steps? 7 8. Have you the advantage of a home equipped with labor-saving devices? 8 9. Has each member of your family definite participation in house- hold duties? 9 10. Have you so systematized your duties that you have a period of rest or recreation both morning and afternoon? 10 11. Do you apportion or budget your expenditures? 11 12. Do you have any system of keeping household accounts? 12 13. Do you keep a close watch over the sanitary conditions in your home? 13 14. Do you insist upon having windows in sleeping rooms open at night? 14 15. Have you a special interest in the problems that concern the care and rearing of children? 15 16. Have you read any books on household management? 16 17. Do you belong to any local domestic science club or organization?. . 18. Do you devote a part of your spare time to self-improvement along the lines of housekeeping? 17 18 19. Do you subscribe to or read any magazines devoted to the prob- lems of housekeeping and caring for children? 19 20. Are you interested in lectures and courses in household manage- ment for mothers, daughters, and employees in the home? 20 294 INDIANAPOLIS VOCATIONAL SURVEY XV. SCHEDULE I. Employed Worker in the Home. GENERAL FACTS RELATIVE TO EMPLOYER'S HOME. 1. Occupation of head of house 2. Do you prefer white or colored employees? Why? 3. Do you prefer beginners with no training? Why? 4. How have you obtained employees? 5. To what extent do you allow special provisions relative to accomodation or privileges to enter into the wages paid? 6. State, if you will, any special phases which make present position unusual in character, adding any explanatory information in place (i. e. : recog- nition of extra services, labor-saving devices) 7. Number in family list members, giving after each the approximate age under 18. Check those who for physical reasons demand more than ordinary attention 8. If courses in the business of housekeeping were made available, what courses would you prefer? a. For yourself? , b. For your employee? 9. What encouragement should be given an employee to take such courses to increase her efficiency? SPECIFIC FACTS RELATIVE TO WORKER AND JOB. 10. Position day, resident or special worker? If day worker, what provision made for carfare and meals? 11. (a) Nationality (b) Age. (o) Married or single 12. Length of service in present position 13". What does the worker do? 14. Phases of job best prepared to do 15. Phases of job least prepared to do REQUIREMENTS. 16. Mental 17. Physical 18. Personal 19. General knowledge about the job 20. Special knowledge about the job and skill in its execution . 21. Educational. . TRAINING OF EMPLOYEE. 22. Special training of worker prior to present position 23. Special training received after entering present position a. From mistress b. Other instruction 24. Shortcomings which you feel may be overcome in whole or in part, if part-time or evening classes are available STUDY OF HOUSEKEEPING 295 GENERAL FACTS RELATIVE TO EMPLOYEES 25. How do you obtain employment? 26. Why did you enter upon this occupation? 27. Have you any desire to enter another occupation? Why? 28. If foreign to city, give reasons for coming here 29. Hours of each week belonging to employee 30. Where and how is free time spent? 31. Organizations with which employee is affiliated 32. List members of employee's family, giving approximate age. Check those who are physically incapacitated and underscore names of those who are wage-earners XVI. SCHEDULE II. Housewife. EXTENT AND KIND OF WORK DONE BY. Family 1. Number in household 2. Children of school age: . In school At work In school and at work Housing 3. Condition: Inside Outside 4. Number of rooms 5. Heat 6. Ventilation 7. Water supply 8. Play space 9. Rent or own . 10. Occupation of wage-earners. 11. Source of supplementary income Extent and kind of work done by 12. Housewife 13. Children or other members of family 14. Paid helpers Training of housewife 15. Previous to management of the home 16. During management of the home 17. In what particular phases in the management of your home do you feel the need of_better preparation? 18. Would you attend short courses? 296 INDIANAPOLIS VOCATIONAL SURVEY Training of children 19. In school 20. At home Remarks . . XVII. SCHEDULE III. Questions to be Asked of Employee in Personal and Domestic Service. 1. Nationality? 2. How long have you been employed in personal or domestic service? . 3. At what age did you enter upon this occupation? . 4. How many positions have you held? 5. What do you as a worker do? REQUIREMENTS. 6. Mental 7. Physical 8. Personal 9. General knowledge about the job 10. Special knowledge about the job and skill in its execution . 11. Educational. GENERAL INFORMATION. 12. Did you have any training for domestic or personal service before you entered this field of employment? At home or in school? 13. Have you had any school training along these lines since that time? 14. In what particular part of your work do you feel the need of better preparation? 15. If your employer would allow you two hours per week and your regular time off, would you take courses in part-time schools and thereby pre- pare yourself for promotion and a higher wage? 16. Do you like the kind of work you are doing? 17. How do you spend your free time? HOUSEKEEPING ANALYSES 297 XVIII. HOUSEKEEPING ANALYSES. THE "DOMESTIC ENGINEER." DUTIES. EQUIPMENT. Establish system of daily routine. Standardize housekeeping processes. Select with intelligent consideration of both economy and sanitary condi- tions the commercial product used by the family. Wherever possible, inspect processes of manufacture, contributing to busi- ness of housekeeping. Watch daily market reports and consider causes of price of fluctuations. Make the family budget. Direct the expenditure for food, clothing and housing. Physical qualities. Freedom from chronic diseases. Average height (e. g., kitchen sinks are placed for women whose height is 5 feet, 3 inches. Average weight. All house furnishing adequate to main- tain the standard of living held by the family. All possible modern devices for saving steps, labor, time and money. Mental qualities. Orderly. Systematic. Cheerful. Tactful. Patient. Calm. Initiative. 298 INDIANAPOLIS VOCATIONAL SURVEY THE "DOMESTIC ENGINEER." SPECIAL KNOWLEDGE. SCHOOL SUGGESTIONS. How to apply principle of efficiency and scientific management. Acquaintance with commercial processes in the manufacture of food, clothing, house furnishing; with procedure in the commercial laundry, dairy, etc.; with elements entering into the cost of manufacture and distribution. Elements of sanitation, plumbing, elec- tric wiring, ventilation, heating. Relative values in food, clothing, house furnishings. Common adulterations. , Laws regulating weights and measures. Laws regulating cold storage. Laws regulating domestic service and employment. How to detect first symptoms of com- mon diseases. "First aid." Stress general economic function as distributor of wealth. Teach relative value of food, clothing, house furnishings. Study work of the Bureau of Markets in the U. S. Department of Agricul- ture: Dairy interest. Pure foods. Government inspection of Meats. Crops. Inspect commercial processes contribut- ing to business of housekeeping. Require home laboratory work or domestic service credit. Study production and distribution. Study problems affecting child welfare. Emphasize simplicity in standard of living. HOUSEKEEPING ANALYSES 299 THE "DOMESTIC ENGINEER." DUTIES. GENERAL KNOWLEDGE. Share responsibilities of wage-earner. Plan, prepare and serve meals. Market intelligently. Keep household accounts. Care of kitchen, dining room, living rooms, chambers, bathroom and their furnishings; care of porches, walks, etc. Purchase table and bed linens and see to their care, repair, etc. Laundry work. Provide for family health, happiness and comfort. Care and rearing of children and en- tertain guests. Construction of the house. Appliances for heatiag and lighting. Sanitary aspects of plumbing. Needs of family and household. Systematic organization of work. Plain cooking. How and where to buy supplies. Cleaning and care of house and its furnishings. Knowledge of values relative and absolute. How to wash and iron. How to fold and put away clothing. Care and rearing of children. SPECIFIC KNOWLEDGE. House construction and sanitation. Standards of living compatible with family income. Daily and weekly routine of work of household. Application of heat to foodstuffs. Knowledge of manipulation of apparatus as fireless cooker, ranges, vacuum cleaner, washer, etc. Principles underlying construction of menus, i. e.: the composition and nutritive value of foods and their place in the diet in health and in sickness. General order for cleaning all rooms. Effects and methods of application of cleaning agents on silver, brass, wood- work, etc. Care of refrigerator and other compart- ments where food is kept. Use of disinfectants and deodorizers. Knowledge of the wear and tear of ma- terials used for table linen, clothing, drapery and curtain materials, floor coverings, etc. Best methods for laundering articles of wearing apparel, house trimmings, bed covers, etc. Social customs and how they are to be observed by family. Details which make for health. 300 INDIANAPOLIS VOCATIONAL SURVEY REQUIREMENTS. MENTAL. EDUCATIONAL. Self-control, alertness, activity, fore- thought, good judgment and reason- ing powers, keen perception. Physical: Health, vigor, food, eyesight and hearing; ability to carry out daily routine without noticeable fatigue. Elementary education, knowledge of business methods; knowledge of house sanitation. Domestic science and art. Household management. Capable understanding problems of child care. Personal : Self-poised, neat and clean, orderly, energetic, gentle, sympathetic, patient, tactful, cordial, hospitable, capable of adaptability of means to an end. HOUSEKEEPING ANALYSES 301 UNIFORM KNOWLEDGE. GENERAL KNOWLEDGE, HOUSEHOLD DUTIES, HYGIENE. Selection of home: Size and style of house. Situation and foundation. Closets. Kitchen and pantry arranged for convenience. Finish. Chimney and furnace pipes. Plumbing. Drainage. Study of food values and their relation to health. Curative properties of food, fruits, vegetables and meats. Value of thorough mastication of food. Purchasing of food supplies. Going to market, buying at grocery, by phone from peddlers. Knowledge of muscular system of amimals, game, poultry. Care and purchase of general supplies. Buying milk, butter and eggs. Preparation of food. Serving of meals. Washing dishes. Care of utensils : Tableware. Tinware. Woodenware. Teakettle. Teapots and coffeepot. Refrigerator. Sink, etc. Care of silver, china, glass, copper and brasses. Care of plumbing. Care for fuel, kinds. Care of heating stoves, range, grate, furnace. Care for lighting appliances oil lamps, gas, etc. Care of carpets: To keep from turning at the corners. To sweep a carpet. To clean any rug. To return color to a carpet. To scrub a carpet. Use and care of matting. Care of linoleum and oilcloth. Cleaning bathroom: Pipe, bathtub, bowls, sponges, taps and trimmings. Washing windows. 302 INDIANAPOLIS VOCATIONAL SURVEY UNIFORM KNOWLEDGE. GENERAL KNOWLEDGE, HOUSEHOLD DUTIES. HYGIENE. Laundry work: Soaking clothes. Taking out ink stains. Washing flannels. Washing gingham and calicoes. Washing with various chemical aids, kerosene, etc. Rinsing, bluing, starching, sprinkling, rolling tightly. Ironing, folding: Board, blanket irons. Washing blankets and comfortables. Exterminiation of household pests: Flies, moths, silver and buffalo; fleas; ants, red and black; book worms; roaches; mosquitos; rats and mice; bedbugs. First aid: Burns and scalds, frost bites; snake and poisonous bites; crushed fingers and toes; sprains; choking child; sunburn; earache; care of eyes, teeth and feet; wasp, bee and hornet stings, hives; prickly heat, etc. Nursing the sick : Suitable room. Furnishing room. Light, air, ventilation. Cleaning of room. Flowers. Extra blankets. Visitors. Value of cheerfulness. Personal hygiene: Breathing exercises. Helpful gymnastics. Bathing. Proper sleeping room conditions. Proper amount of sleep. Remedies for insomnia, nightmare, snoring. Use of ordinary tools. Mending, darning, patching, making over. Canning fruit, making jelly and pre- serves. New labor-saving devices. HOUSEKEEPING ANALYSES 303 EDUCATIONAL REQUIREMENTS. GENERAL KNOWLEDGE, HOUSEHOLD DUTIES, HYGIENE. Cooking and serving of meals. History of foods, preparation and manufacture. Chemistry of foods and dietetics. Physiology and hygiene. Bacteriology and biology. Economics and sociology. Household physics. Laundering. Home nursing and invalid cookery. Budgeting expenditure and keeping household accounts. Household sanitation and decoration. Training in efficiency to work out schedules for simplifying housework. Knowledge of textiles. Sewing, dressmaking, millinery. Repairing, making over and renovating clothing. Bacteriology and biology. 304 INDIANAPOLIS VOCATIONAL SURVEY THE HOUSEHOLD EMPLOYEE. DUTIES. GENERAL KNOWLEDGE. Planning, preparation and serving of meals. Care of kitchen, dining room, pantries, cellar, living rooms, chambers and bathroom and their furnishings; sweeping, scrubbing porches and walks: sprinkling, etc. Attendance at door and telephone. Laundry work. Systematic organization of work of household. How to plan, prepare and serve meals. Cleaning and general care of kitchen, dining room, chambers, living room, etc. Care of furniture, silver, brasses, wood- work, etc. How to wash and iron. Social customs of positions. How to help with children. SPECIFIC KNOWLEDGE. Daily and weekly routine of work of household. Application of heat to foodstuffs. Knowledge of manipulation of ap- paratus as: Fireless cooker, ranges, vacuum cleaner, washer, etc. Principles underlying construction of menus, i. e., the composition and nutritive value of foods and their place in the diet in health and in sickness. Effects and methods of application of cleaning agents on silver, brass, wood- work, etc. Care of refrigerator and other com- partments where food is kept. Use of disinfectants and deodorizers. General order for cleaning all rooms. Best methods for laundering of clothes, table and bed linens, drawn work, embroidery, etc. HOUSEKEEPING ANALYSES 305 THE HOUSEHOLD EMPLOYEE. MENTAL REQUIREMENTS. PERSONAL REQUIREMENTS. Quickness o f perception; good reason- ing powers and judgment; ability to take suggestions and criticisms ; alert- ness, self-control; intuition. Thoroughness; power of concentra- tion; adaptability. Physical : Robust health, strong, good physique, able to perform usual tasks of every day; good eyesight; good hearing; free from contagious 'disease. Clean, neat, orderly. Self-respecting; dependable, deliberate ; self-poised ; quiet, unobtrusive manner; quick and light of foot; energetic; initiative; kind; gentle; amiable; punctual; conscientious ; patient ; respectful ; honest. Educational : Read and write; understand simple mathematical processes. Should understand business methods. Course in cooking. Course in serving at formal and in- formal entertainments. Course in laundry work, i. e. : prin- ciples of washing and ironing. 664720 306 INDIANAPOLIS VOCATIONAL SURVEY THE HOME LAUNDRESS. OPERATIONS. APPURTENANCES AND UTENSILS. Setting tubs and wringer. Putting clothes to soak. Taking out stains. Sorting clothes. Washing flannels. Treating ginghams, calicoes, colored cottons and linens to prevent fading Scalding clothes. Rinsing. Bluing. Making starch. Starching clothes. Caring for line and clothespins. Caring especially for drying colored clothes. Removed dried clothes from line. Sprinkling and rolling tightly for ironing. Ironing. Folding clothes. Putting clothes away. Tubs, stationary or portable. Wringer. Washing machine: Electric. Water power. Gasoline motor. Hand. Washboard. Bench. Clothesline and clothespins. Clothes baskets. Boiler. Saucepan and wooden spoon for starch- making. Dipper. Stove. Rubber apron. Ironing board. Irons: Electric, gasoline, acetylene or sad. Trivet. Clothes horse. Soap. Washing chemicals: Sal soda, ammonia, javelle water, borax, kerosene, etc. Mangle. Dryer. HOUSEKEEPING ANALYSES 307 THE. HOME LAUNDRESS. SPECIAL KNOWLEDGE. REQUIREMENTS. General: Sequence of processes connected with laundry operations. Caring for health when going over- heated from laundry to open air. Technical : Chemical reaction of washing powders and fluids on soiled colored cottons or woolen fabrics. Nature of textiles and fabrics. Practical chemistry involved in the handling of waters, soaps, bleach- ers, stains and adulterations in cloth. Physical : Good health and a good constitu- tion. Mental and personal: Conscientious. Orderly and systematic. Neat and clean. Educational: Course in laundry in technical school. Reading bulletins and books and articles in household magazines on how to do laundry work. Making a study of how to so system- atize the laundry work that the least degree of energy is expended. /308 INDIANAPOLIS VOCATIONAL SURVEY STANDARD PRACTICE IN DISHWASHING. APPURTENANCES AND UTENSILS. PROCESSES. Dishpan. Rinsing pan. Draining pan and basket. Dish cloth." Dry dish towels. Boiling water. Soap Wasliing soda. Soap shaver. Plate scraper. Sink with a draining board on the left, and one on the right. Mop. Combination wire bristle brush. Put pots and pans and cooking utensils that need it to soak. This should be done before the meal is served. Clear the dining table. Scrape and stack the dishes. Set out rinsing and draining pan basket. Fill dishpan half full of hot soapy water. Fill rinsing pan three-quarters full of very hot water. Put basket in rinsing pan. Wash glasses and glass dishes. Place in draining pan. Put silver to soak in dishpan. Lift basket into draining pan. Dry glassware and set aside. Return basket to rinsing pan. Wash, rinse and dry in similar manner: Silver. Small china pieces. Rest of china. Crockery Pots and pans. Scour steel knives and forks. Put dishes away. Empty dishpan. Use rinsing water to wash pan and lunch basket. Scrub the table sink. Wash the towels and dishcloth in hot water at least once a day. Rinse and hang to dry in open air. Polish or rub off the stove. HOUSEKEEPING ANALYSES 309 CLEANING A GAS STOVE. APPARATUS. PROCESSES. Stove apron. Some old newspapers. Wire sink-brush. Monkey wrench. Whisk broom. Dustpan. Dishpan. Hot soap suds. Sink towel. Several pieces of old cloth. Soap. Washing soda. Separator oil. Put on apron and spread papers on table. Turn off gas at main supply pipe, using the monkey wrench. Fill dishpan with strong, hot soap suds, put dripping pan and rack and any removable nickle pieces from the stove to soak in the hot suds. Put top grates and all movable pieces to soak in hot soda water. Brush out the ovens and all parts of the stove frame. Wet one of the old cloths in hot water, rub soap on it and wash off the stove. Dry with an old cloth. Oil the black parts with separator oil and polish thoroughly with a piece of old dry cloth. Put fresh hot water on the pieces that have been removed from the stove. Scrub with wire brush. Dry, put on table, oil and polish and return to stove. Scrub nickle piece thoroughly. Dry, polish and return to place. Scrub, rinse and dry the tray. Burn all old cloths. 310 INDIANAPOLIS VOCATIONAL SURVEY CLEANING A ROOM. APPURTENANCES AND APPARATUS. PROCESSES. Cheesecloth dust cloth. Damp flanelette dust cloth. Dustless mop. Broom. Carpet sweeper or electric sweeper. Whisk broom. Furniture polish. Wax for floors. Stepladder. Air the room. Dust nicknacks, remove to place of safety and cover. Clean the grate, registers or steam- pipes. Clean stove, blacken and polish. Remove the less heavy pieces of furni- ture. Cover open bookcases. Clean with carpet sweeper all small rugs, hang in the open air. Sweep the carpet with the sweeper. The mop may be dampened if the floor is not waxed. Wax the floor. Move heavy furniture so that no dust be left under it. Polish woodwork or floors with kerosene or some floor preparation. Clean woodwork. Wipe with damp cloth. Dry immediately. Polish. Use stepladder for high places. Take dust out of all corners. Dust and polish furniture. Return to proper places. Dust window glass and window ledges. Wipe up the dust. Be careful not to scatter. Wipe fingermarks from electric light button plates. Arrange window shades before leaving the room. Care for cleaning apparatus. Empty and dust carpet sweeper. Put away mop. Wash If necessary. Wash duster. PART III. A STUDY OF APPRENTICESHIPS, TRADE UNION REGULATIONS AND TYPES OF EDU- CATIONAL AGREEMENTS. 1. PRESENT CONDITIONS. Progress is ever accompanied by the discarding of old methods of industry or by their modification to meet new conditions. Although the present system of apprenticeship is unlike the old, still it has not undergone a change sufficient to solve the question of supplying an adequate number of journeymen to care for the skilled trades. Both employers and employees agree that the system is not equal to the demands put upon it. Because it worked satisfactorily in the past, is no reason why it will succeed to-day. In any of the skilled trades, a worker must be trained care- fully for many years before he may become a master workman. In the time of guilds a boy was indentured by his parents or guardians to a master of the desired craft. The said boy became a member of the family of his teacher and received his teaching and board in return for his services. To-day he remains with his parents or guardians, receiving a wage in return for his services, a wage which increases as his skill in his art grows. A finished apprentice or journeyman in any given trade implies a man proficient in every line of his work. In modern times, the trend has been toward specialization, i. e., there has been a tendency for men to learn only a part of a given trade. The reason for this is apparent. For one thing, the immediate wage is always higher and that is sure to appeal to the average boy. Again, with the great demand for labor, employers encourage specialization as a short cut to obtain efficient service. By this method an employee becomes a part of his machine an auto- maton. He learns the how of his duty but not the why of it. Just as a machine will produce one product, so do these specialists. In case a new machine, one which can do this work better, is (311) 312 INDIANAPOLIS VOCATIONAL SURVEY invented, the old machinery is supplanted. It follows that many machine hands are of no more value to their factory than the discarded machinery. They have done one thing so long that it is difficult for them to learn something new. They have no comprehension of the product as .a whole, and their long period of service at monotonous machine work has not tended to make them quick to take up a new line of work. In the making of an intricate piece of machinery, they have no idea of the mean- ing or ultimate use of the part on which they are working. If these workers, before specializing, had passed through a thorough system of apprenticeship, their knowledge of the business as a whole would have made it easy for them to adapt themselves to new conditions as they arise. A workman who has not a comprehensive view of the part which his duty plays in the output of his concern will, on the face of it, have but one interest in his work, i. e. the amount of earnings it will return to him in a given time. Such an employee will, consequently, be more interested in the quality than in the quan- ity of that which he is producing and an inferior product will be produced. It has been stated that both employers and employees realize that this condition prevails. However, the employers as a whole have not done as much in the past to remedy it as have the trade unions. An employer who has guaranteed a certain output by a given date is more interested in the filling of that contract than he is in the training of skilled labor. For this reason, he has acquired the habit of "picking up" his journeymen. If he is able to obtain a sufficient number of efficient employees without training them, why should he take the time of his skilled men to train others? This has been, and is, the attitude of a large per cent of manufacturers. It is not strange then that in times when a factory is compelled to take on a lot of new men, many who are but semi-skilled are employed. That a semi-skilled man is as valuable on a machine as a skilled worker is a fallacy that many factory owners are discovering. He may turn out almost as much work, but supervision soon brings to light the fact that the product is always inferior and that the wear on the machines is greater. Many employers recognize the fact that their negli- gence in the training of apprencties is going to materially affect the number of journeymen of to-morrow; still, it is not surprising that they leave to the manufacturers who follow them the solving of this problem. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 313 The above attitude is that of many employers. However, that some of them are waking up to the gravity of the situation is seen by the fact that in 1916 the National Founders' Association of Manufacturers, the National Metal Trades Association, the National Typothetae and Franklin Clubs of America, and the National Machine Tool Builders' Association met in a joint convention because they were alive to the fact that some plans for the training of apprentices must be perfected unless they expected the product of their individual plants to deteriorate. Many manufacturers have hitherto realized this condition but one employer can not remedy it. The fact has been recognized that if one or even a few of them establish a system of appren- ticeship, and the bulk of the smaller establishments do not, it is evident that after a man has been trained to be of value to his employer, other employers will engage him; i. e., an employer would be spending his nomey training a skilled man for the use of his competitors in business. For a long time the trades unions have realized that a great part of their strength lay in the superior skill of their journeymen. They know that the relation between the employer and the employees rests on a purely business basis the former being willing to pay well for efficient labor. This last, the journeymen have prepared themselves to sell. They know that an employer will have a little difficulty in purchasing general labor and that it is efficiency that will command the greatest return. However, journeymen are also aware that there are many difficulties in the path of apprentices difficulties which make it hard for those in training to become the efficient laborers which the skilled trades demand and for whom the employers are more than willing to pay. Many journeymen have learned through bitter experience things which should have been taught them during their apprenticeship period. Therefore, in those trades whose employees have the strongest organization, there are found the most complete trade agree- ments for training of apprentices. Some of the best organized trades (the unions of printers, boilermakers, bricklayers, masons, marble setters, and elec- trical workers) are so cognizant of this condition, that, realizing the lowering of the standard in skill of their members, they have tried by trade agreements to make it impossible for such a con- dition to continue in their crafts. In many cases the period of time to be spent at any one kind of work, or on any one duty, is clearly specified. In some, the apprentice is required to pass 314 INDIANAPOLIS VOCATIONAL SURVEY examinations at certain intervals. In others, there is compul- sory attendance at certain classes. Again, apprentices must pass a probation period and, in case they show no aptitude for their work, they may either leave of their own accord or they may be asked to leave. The trades unions have, furthermore, by agreements, limited the number of apprentices in their own crafts. This is expected to prevent the overcrowding of an industry, thus making it possible to keep the wages of journeymen at a standard rate and high enough to attract enterprising young men. It might be supposed that, because trade organizations by trade agreements control the number of apprentices in the given trades, enterprfsing young men are being kept out of the various lines of industry. A study of Table I will bring to light the fact that employers in the crafts shown in the table have not taken up their full quota of apprentices. Out of the 40,557 employees tabulated in this Survey, there were reported but 533 apprentices. Looking at it another way, for every 1,000 workmen in these industries, there are but thirteen who are being trained to become journeymen in the skilled trades. (Just what number the full quota of ap- prentices would be, based on the data furnished, can only be made approximately. Still, a rough estimate seems to point out that these 533 apprentices comprise not more than twenty-three per- cent of the number a full quota would permit.) Training, Cost of Training, and Reasons for Turnover. 1. Many employers regard apprentices as an economic invest- ment rather than as persons to be educated. Would-be appren- tices know this and hesitate to take this means of learning a craft. 2. Some few journeymen fear that the training of appren- tices implies future journeymen who may supplant them, and as a result make conditions, as difficult as possible for the appren- tice. A boy contemplating the entering of a given industry will hear more about these few than about the great majority who conscientiously will help him as far as conditions may permit. 3. Juvenile employments attract children because the immediate wage is fair, the duties are not arduous, and no terms of inden- tures accompany them. 4. Leaving the industry. Conditions in factories are often such that an apprentice becomes discouraged and leaves the industry. 5. Conditions tend to send apprentices elsewhere. Those per sons having charge of the early training of boys fail to teach APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 315 them that life is not always pleasant and easy. Therefore, the hard work required of an apprentice, and the heat, noise or other unpleasant features of a factory or shop tend to send apprentices elsewhere. 6. Do not care to try again in another industry. Sometimes a boy endeavors to learn a trade for which he has no adaptation. There may follow a discouragement so acute that he will not care to try again in another industry. The cost of turnover. The above reveals most emphatically that a large labor "turnover" is found to exist in establishments where no system of training is provided. A definite knowledge of costs will show where the greatest em- phasis ought to be placed in efforts to reduce the "turnover." More- over, it will act as a guide in accurately deciding how much to spend on apprentice instruction and improved employment methods, and especially to give knowledge of an employee's increasing usefulness to an establishment as a basis for making wage increases for long service. There Are Two Ways in Which This Tremendous Turnover Can Be Reduced. If Indianapolis employers will undertake to immediately engage apprentices through an indenture system, take up the full quota or ratio as is shown by the agreements between them- selves and the unions, the first step will be accomplished. Em- ployers agree that the greatest fault of the youth in business is his instability. It is perfectly obvious that the aforesaid system of indenture will tend to stabilize the labor force. A boy will seriously think over the occupation he wished to enter because he will know that an indentureship will eliminate his learning it at will. This great turnover of labor may be reduced in a second way, i. e., by means of trade and educational agreements made between the major industries of Indianapolis and the city schools. The aforesaid recommendations must guarantee to prospective appren- tices that after completing two years' industrial training in .the schools, they will receive a wage equivalent to that of an advanced apprentice of the third-year type. It is needless to say that with the indenture system in vogue, and with the majority of the industries recognizing the worth of trade and educational agreements, the industrial situation in Indianapolis will be materially changed within the next five years. 316 INDIANAPOLIS VOCATIONAL SURVEY Variables in the Cost of Turnover. (1) Cost varies by classes of skill of employees hired. a. Highly skilled, all-around machinists or master workmen. a. Require little instruction. b. Are easy on machines. c. Are economical with supplies. d. Soon reach normal output. e< Scrap minimum of product. b. Semi-skilled men "operatives" who have operated some one or two machines just long enough to make production on those machines. a. Require instruction on new jobs. b. Are harder on machines. c. Careless with supplies. d. Do not soon reach normal output. e. Have high scrap average. c. Unskilled operatives. a . Require still more instruction. b. Deadly on machines. c. Wasteful of supplies. d. May never reach normal output. e. Scrap' as much as they produce. d . Laborers. a. Require little instruction and get less. b. Don't use machines. c. Can't waste many supplies. d. Have short learning periods. e. No scrap. (2) Cost results will vary according to completeness of analysis. ANALYSIS MUST CONSIDER THE FOLLOWING ITEMS: a. Cost of hiring, the only item which has a tendency to go up with the reduction of turnover, because it is the only factor on a "production" basis. b. Cost of apprentice instruction. c. Cost of added wear and tear on equipment operated by green hands. d. Cost of reduced production on machines operated by green hands when payment is not strictly proportional to output. e. Cost of increased plant necessary to make up production lost on mach- ines operated by green hands. f. Cost of scrap over and above the amount normal for experienced men. g. Cost of waste over and above the amount normal for experienced men. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 317 In none of the trade agreements studied could a boy become an apprentice until he had at least reached the age of sixteen. A large per cent of apprentices are boys who have left school one or two years prior to the age required for apprentices. According to the laws of the State of Indiana these children must become permit-workers. A reading of the occupations of the permit- workers will soon make it evident that a year or two in one or more of these juvenile occupations will be more apt to unfit than to prepare a boy to become an apprentice. In other words, the quality of an apprentice depends in a large measure on the way in which the years just prior to his apprenticeship are passed. The system as it exists to-day does not include the technical train- ing often essential for an intelligent comprehension of all phases of an industry. In such industries as the automobile business, metal trades, and cabinet-making, the ability to make, read and execute a blueprint is a requisite to the making of an all-around journeyman. This art can not be taught in a shop where work is in progress. There is necessary, also, a knowledge of such subjects as mechanical drawing, mensuration, simple problems in physics; a minor knowledge of chemistry, the fundamental processes in arithmetic and a thorough knowledge of physiology and hygiene. These subjects may all be taught in classes part-time, dull-season, or evening. On the other hand, such crafts as the above mentioned can not be taught entirely in the classroom any more than can a finished journeyman be produced by shop work only. It is apparent that these two phases of the training must go hand in hand. Both employer and employee understand the necessity for such instruction. It has already been stated that some labor organ- izations demand compulsory attendance at evening classes. The Pattern Makers League of North America compels the appren- tice to be registered in a technical training school. The Typographical Union No. 1, requires its apprentices to take the International Typographical Union course in printing. Inter- national Holders endeavor to have their apprentices take a course in a technical school "in order to obtain as thorough a knowledge of the trade as possible. ' ' Employers have instituted lecture courses for employees and are requiring their attendance. All of which goes to show that the need of technical instruction in classes is becoming felt by both parties concerned in the apprenticeship system. 318 INDIANAPOLIS VOCATIONAL SURVEY Just what part the schools may play in the training of appren- tices is a part of the work of this Survey. It is plain that work in the shops and technical training are both essential to the education of an apprentice. It is also agreed that the shop training for any given industry is obtained better in the shops of the factories themselves than in school shops. Therefore, trade agreements must be made by which apprentices are compelled to attend the schools; second, employers should specify their willingness to allow the apprentices time to attend such classes; third, specified courses of instruction must be decided upon; fourth, the time at which the classes are to meet. Vocational Education Can Assist in the Training of Apprentices in: 1. Evening classes formed especially to give instruction to men who have been in an industry some time. 2. Part-time classes. Apprentices lose no pay for time spent in these classes and are taught technicalities about their craft, which they can not obtain in the shop. 3. Dull-season classes. The attendance at these should be required of all apprentices whose trade has seasonal activities. 4. Prevocational work of one or more years prior to a boy's entering a given industry. It is believed that schools for prevocational training would solve the question of the boy fourteen to sixteen years of age. It is shown in another part of this Survey under data about families of permit- workers that a large per cent of them leave school for reasons other than economic pressure. If these children were made to realize that by remaining in school until they were 16 they were able to re- ceive a part of an apprenticeship training in the classroom, many of them would remain. Journeymen in the various trades realize of what great value technical training would have been to them, and have signified their willingness on one condition to revise their rules concerning appren- tices to include technical training in the schools, i. e., that there will be trained no more apprentices than the various industries are able to assimilate. The building trades, employing 16.9 per cent of all people cov- ered by this Survey and having in training 42.4 per cent of appren- tices reported, heartily endorse vocational training as a means of assisting in the training of apprentices. The Building Trades Council has written a formal declaration of its principles and APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 319 politics regarding vocational education, the training of appren- tices and journeymen. It reads as follows: Indianapolis, Indiana, October 21, 1916. GENERAL OUTLINE OF PLAN FOR VOCATIONAL EDUCATION IN THE BUILDING TRADES. 1. Indentureship: We believe, in order for apprentices in the building line to get the proper vocational training, it is necessary for them to be indentured with reliable employers and that there should be a co- operative understanding between the several organizations in the building trades and the contractors and would recommend that such an arrangement be entered into. 2 . Term of years : That apprentices be indentured for a term of four years. 3. Schooling: That arrangements be made for apprentices to attend public school in the day time for three months in each year during the dull season and would recommend the months of January, February, and March. 4 . Education : This is to consist of the proper vocational training applicable to the trade the apprentice elects to learn, also the practical training in this trade. 5. Evening schools: That evening schools be established for journeymen who desire to obtain vocational training in their respective trades, such as general arithmetic, freehand drawing, architecture, design, mechanics, heat chemistry, plane geometry, circles, volumes, etc. 6. Apprentice applicants: An applicant for apprenticeship in any trade who has attended vocational school, or who has worked at a trade prior to making application for apprenticeship with some employer, shall be given credit on his apprenticeship for the time worked, or the vocational training obtained, providing satisfactory proof is given of such vocational . training or work done, subject to examination. Approved in regular meeting of Building Trades Council of Marion County and vicinity, October 21, 1916. Signed OSCAR H. FRICK, Secretary Pro-tern. The Allied Printing Trades Council have adopted a resolution urging all members of the allied trades to endeavor to formulate a plan with their employers, a plan by which their members may receive the benefit of vocational education as proposed by the Survey. They have pledged themselves to lend all possible assistance to the movement. A printing trade agreement, showing in detail what part of the apprenticeship training might be acquired to advantage in the public school has been offered by the Typographical Union. It has merely been "accepted as a tentative plan for basis of action" because it is only in a formative state and can not become effective until it receives the co-operation of all concerned. 320 INDIANAPOLIS VOCATIONAL SURVEY The Metal Trades Association are in favor of a plan by which the school may assist in the training of the youth of the city, the subjects taught to be decided upon by members of their own industry and then recommended to the Board of School Commis- sioners. Unless by trade agreement, employers agree to give preference to boys who have attended prevocational classes, and unless such boys, because of their technical training and of the diminishing of their period of apprenticeship are able to command a higher wage, prevocational work may not appeal to boys as a means of entering an industry. There is disinclination on the part of many employers regarding these recommendations offered by the trade unions, endorsing Voca- tional Education, because : 1. An apprentice who has had prevocational work in a craft must command a higher salary. 2. An employer of the type who considers the present appren- ticeship system as an instrument for furnishing him with cheap labor, will not care to see the period of apprenticeship shortened. 3. The idea of paying a boy part of his wages for a period spent in school does not appeal to many employers because: a . It diminishes for a part of a day the working force of a factory or shop. b. It seems an economic loss; they will not see that it will eventually work toward the mutual benefit of employer and employee. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 321 Table 1 Number of Apprentices in Establishments Surveyed. INDUSTRIES NUMBER OF EMPLOYEES IN Total Male Female Apprentices Number Age of Admit- tance Period of Service Quota of One Appren- tice to Number of Journey- men Total 33,842* 600 1,400 2,022 2,964 3,980 6,318 2,151 356 S'7 29,628 600 1,400 530 666 3,980 6,198 2,151 356 327 4,214 533 Street car service Telephone. . 1,492 2,298 Garment industry Woodworking . . . Automobile 120 Metal trades: Machine shops 99 12 14 3 16 16-21 16-21 4 4 4 5 5 5 Blacksmiths. . . Boilermakers Drop-forging .... 279 3,417 1,800 378 2,263 150 372 48 34 563 23 1,007 337 327 325 398 79 212 37 19 193 82 308 40 132 13 3 2 35 279 3,271 1,800 378 2,263 150 372 48 34 563 23 1,007 337 327 325 398 79 212 37 19 193 82 307 40 128 13 3 2 31 Foundries . . 146 Sheet metal 75 25 28 4 4 4 3 2 3 Building trades: Bricklayers 15-21 17-22 Carpenters Cement finishers .... Electrical workers 30 1 16-21 18-21 3 4- IH 10 Elevator constructors Hoisting engineers . . . Marble setters Painters and decorators 7 7 9 50 25 20 16-21 16-21 18-21 16-21 18-21 16-21 20-21 16-18 3 4 4 5 4 4 4 4 5 1 2 3 3 1 1 5 Paperhangers Plasterers Plumbers . Sheet-metal workers Sign painters Steamfitters. . . . Stonecutters 2 Structural steel 17 5 66 18-25 3 4-7 Printing trades: Hand compositors 1 16-21 16-21 16-21 16-21 16-21 16-21 16.21 5 5 5 5 5 5 5 3 3 3 3 3 3 3 Make-up and stonemen Linotype operators. . . 4 8 3 Linotype machinists . . Monotype operators Monotype machinists Proofreaders 4 *This table does not include the home-workers, employees in the retail stores, nor in the canning industry. 664721 322 INDIANAPOLIS VOCATIONAL SURVEY Table 1 Number of Apprentices in Establishments Surveyed Continued. INDUSTRIES NUMBER OF EMPLOYEES IN Total Male Female Apprentices Number Age of Admit- tance Period of Service Quota of One Appren- tice to Number of Journey- men Printing trades Continued. Copyholders 29 27 33 82 76 16 24 96 93 69 185 51 39 28 17 27 33 82 76 16 24 93 71 69 74 50 39 28 12 Stereotypers 3 6 5 5 5 4 4 4 17-21 17-22 17-20 Job pressmen Web press helpers 17 4 4 4 5 5 5 5 5 Cylinder pressfeeders 3 22 Job pressfeeders 3 16-21 16 16-22 16-21 16-21 5 4 5 5 4 111 1 Engravers 8 5 2 Lithographers Trade and Educational Agreements. That Indianapolis is becoming alive to the need for vocational education as a part of the training of apprentices is apparent by the fact that thirty-six trade agreements have been made as a result of this Survey. 1. A two-year part-time agreement for instruction in salesmanship. 2. A continuation-school agreement for instruction in salesmanship. 3. Agreement for a two-year day course in woodworking. 4. A three-year compulsory evening continuation-school agreement for plumber apprentices. There are now being negotiated five other trade agreements for two-year prevocational work. These courses embrace machine shop practice, pattern-making, sheet-metal work, moulding, and woodworking in the metal trades. These agreements are similar to those mentioned above. They agree on a stated minimum wage in excess of the amount per hour now paid apprentices in the third year of their training. Moreover the establishments APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 323 signing them have guaranteed to take a stated number of boys at the expiration of their school training. The 533 now in training in Indianapolis does not mean a like number of skilled workmen being made ready for the industries of this city. Under "Economic Facts Concerning Indianapolis" Vol. 1 (Part II, pp. 25-30), it is shown that many journeymen are following the call to other cities where wages are higher. Consequently the appallingly small number of apprentices in the automobile factories, machine shops, building trades, foundries, and printing trades, does not imply even a like number of journey- men for business here. // Indianapolis produces but a very in- adequate number of skilled workmen, and then allows them to leave the city, the situation is more than serious. Number of apprentices in establishments surveyed. In Table 1 there are recorded all workers covered by this Survey, except those found in the canning industry, in the retail stores, and the home workers. In those industries in which apprentices are trained, an effort has been made to show the total number employed in the given trade, the number of apprentices in training, together with the age at which they are admitted, their period of service and the number allowed in each trade as based on the number of journeymen. In industries where the duties are learned easily, no data as to apprentices is specified, as the new worker easily learns through experience. In most cases the data relates to male employees, although there are in the printing trades, rules regulating the apprenticeship of bindery girls. In the metal trades, of every 1,000 workers twenty-four are serving an appren- ticeship; in the building trades, in every 1,000 employees, thirty-three are apprentices ; in the printing trades there are seventy-five apprentices in every 1,000 workers. Agreement Between School Committee and the Steam- fitting Trade. Agreement between the school committee of the city of Indian- apolis and certain establishments, and helpers in the steam- fitting trade. , To the end that there may be produced in the city of Indianapolis a high type of workers in the trade and a more efficient citizenship. There is hereby organized a course of instruction for helpers in steamfitting whereby helpers may pursue trade courses under proper agreements between the school committees of the city of 324 INDIANAPOLIS VOCATIONAL SURVEY Indianapolis and such employers, and helpers for vocational education. It is mutually agreed by and between the school city of Indian- apolis, in the State of Indiana, party of the first part; and and his helpers, party of the second part, as follows: 1. The party of the first part agrees: a . To establish free evening classes for helpers in steamfitting. b. Classes will begin in October and continue through the month of May next succeeding. c. The course will be offered as long as an average attendance of not less than fifteen persons is maintained. d. Upon a successful completion of the course a certificate shall be issued to the student signed by the proper school authorities setting forth time spent in the school and the kind and grade of work done. e. The school committee shall cancel this agreement at the end of any year if it shall appear that said party of the second part has not been endeavoring in good faith to carry out the part of the agree- ment to afford helpers assigned the largest possible opportunities for learning as a whole the trade or occupation which is represented by the work of the concern. 2. The party of the second part agrees: a. To place all the helpers now employed by them at the disposal of the school committee for instruction in the theory and practice of steamfitting. b. To guarantee to the helpers steady employment at the customary regular rate of wages during the time he is a helper, and an oppor- tunity to learn the trade as a whole under proper supervision, thus assuring the helper the largest possible facilities for becoming a competent workman in the trade carried on by said party of the second part. c. To pay helper 33f cents per hour for all work actually performed by him in the establishment during the time he is a helper. It is mutually agreed: a. That the helper must faithfully obey the rules of the employer and perform such work, attend such school, and study such lesson as may, from time to time, during the existence of this agreement be assigned him by his employer, or by the school authorities of the city of Indianapolis. b. That the helper will devote so many hours per week as may, from time to time, be deemed necessary, not exceeding six hours each week, to study at such school and during such hours as may be designated. c. That the helper must conform in every respect to the rules governing the school which he attends. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 325 It is further mutually agreed: That practical teachers, experienced in the trades, are to be in charge of all work directly related to the trades. The instruction to be chiefly technical with enough practical work to illustrate methods required in the occupation That an advisory committee of six members be appointed; three of whom are to be employers; and three others actually engaged as employees. The principal of the vocational school shall be a member ex-officio of the committee. That the school authorities, aided by the advice and recommendations of the advisory committee; standardize the entrance requirements, the equipment, the course of study, the methods of instruction, the testing of pupils while in school, and further advise in recommendations for graduation. Attendance cards shall be issued to the employers of the helpers at the end of each month. Each employer guarantees to check up the attendance cards and if it is found that the helper is not attending regularly, he shall take such disciplinary measures as are deemed expedient to insure regular attendance of helpers thereafter. The cards to be signed by the employer and returned to the director of the school with such comment as he may wish to make concerning helpers attendance and deportment. Signed in duplicate, this day of 19 Master steamfitter. School representative. Agreement Between School Committee and the Plumbing Trade. Agreement between the school committee of the city of Indianapolis, and certain establishments, and apprentices in the plumbing trade. To the end that there may be produced in the city of Indianapolis a high type of workers in the trade and a more efficient citizenship. There is hereby organized a course of instruction for appren- tices in plumbing, whereby apprentices may pursue trade courses under proper agreements between the school committees of the city of Indianapolis and such employers and apprentices for vocational education. It is mutually agreed by and between the school city of Indi- anapolis, in the State of Indiana, party of the first part; and and his appren- tices, party of the second part, as follows : 1 . The party of the first part agrees : a . To establish free evening classes for apprentices in plumbing. b. Classes will begin in October and continue through the month of May next succeeding. c. The course will be offered as long as an average attendance of not less than fifteen persons is maintained. 326 INDIANAPOLIS VOCATIONAL SURVEY d. Upon a successful completion of the course a certificate shall be issued to the student signed by the proper school authorities setting forth time spent in the school and the kind and grade of work done. e. The school committee shall cancel this agreement at the end of any year, if it shall appear that said party of the second part has not been endeavoring in good faith to carry out the part of the agreement to afford apprentices assigned the largest possible opportunities for learning as a whole the trade or occupation which is represented by the work of the concern. 2. The party of the second part agrees: a. To place all the apprentices now employed by them at the disposal of the school committee for instruction in the theory and practice of plumbing. b. To guarantee to the apprentice steady employment at the customary regular increase in wages during his term of apprenticeship, and an opportunity to learn the trade as a whole under proper supervision, thus assuring the apprentice the largest possible facilities for be- coming a competent workman in the trade carried on by said party of the second part. c. To pay apprentice for all work actually performed by him in the establishment during his term of apprenticeship, wages as follows: For the first half year, at the rate of $4.00 per week. For the second half year, at the rate of $4.50 per week. For the third half year, at the rate of $5.00 per week. For the fourth half year, at the rate of $5.50 per week. For the fifth half year, at the rate of $6.00 per week. For the sixth half year, at the rate of $6.50 per week and not less than 35 cents per hour for the succeeding two years. Such payments shall be made at establishment's regular periods for payroll payments. 3. It is mutually agreed: a. That the apprentice must faithfully obey the rules of the employer and perform such work, attend such school, and study such lesson as may, from time to time, during the existence of this agreement be assigned him by his employer, or by the school authorities of the city of Indianapolis. b. That the apprentice will devote so many hours per week as may, from time to time, be deemed necessary, not exceeding six hours each week, to study at such school and during such hours as may be designated. c. That the apprentice must conform in every respect to the rules governing the school which he attends. It is further mutually agreed: That practical teachers, experienced in the trades, are to be in charge of all work directly related to the trades. The instruction to be chiefly APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 327 technical with enough practical work to illustrate methods required in the occupation. That an advisory committee of six members be appointed; three of whom are to be employers; and three others actually engaged as employees. The principal of the vocational school shall be a member ex-officio of the com- mittee. That the school authorities, aided by the advice and recommendations of the advisory committee, standardize the entrance requirements, the equipment, the course of study, the methods of instruction, the testing of pupils while in school and further advise in recommendations for graduation. Attendance cards shall be issued to the employers of the apprentices at the end of each month. Each employer guarantees to check up the attendance cards, and if it is found that the apprentice is not attending regularly, he shall take such disciplinary measures as are deemed expedient to insure regular attendance of apprentices thereafter. The cards to be signed by the employer and returned to the director of the school with such comment as he may wish to make concerning apprentice's attendance and deportment. Signed in duplicate, this day of 19 .. Master plumber. School representative. Contract Agreement Between School Committee of the City of Indianapolis and the Central Union Telephone Company. To the end that there may be produced in the city of Indianapolis a higher type of workers in the trades and industries, and a more efficient citizenship. There is hereby organized a course of instruction whereby telephone operators may pursue courses of study agreed upon between the school committee of the city of Indianapolis, and the advisory committee of six, as herein described. In order to insure more training to young people who desire to become efficient telephone operators the following agreement is made for the city of Indianapolis. a . That a two-years course of training for telephone operators be insti- tuted and continued in the Indianapolis schools. b. That the first three months of the pupil's career in these classes be used as a probation period for the purpose of testing the pupil's interest and fitness for the work. c. That the remainder of the two school years be given to the further training in subjects agreed upon by the committee. d. That an advisory committee of six members be appointed; three of whom are to be employers; and three others actually engaged as operators. The principal of the vocational school shall be a member ex-officio of the committee. 328 INDIANAPOLIS VOCATIONAL SURVEY e. That the school authorities, by the advice and recommendations of this committee, standardize the entrance requirements, the equip- ment, the courses of study, the methods of instruction, the testing of pupils, and so forth while in the schools. f. That these new employees be paid an initial wage of not less than a day upon entering the industry. g. That the company agrees that they will use the pupils coming out of this two-year period of training as a source of supply in employing new workers until such supply has been exhausted. h. That the understanding shall be subject to change and ratification at the close of each school year. i. That the practical training be given in the plant of the telephone company according to an agreement worked out between the ad- visory and school committees. For this work the pupil will be given a credit on school work not exceeding one credit a semester and will be paid by the telephone company at the following rates : For the months cents per hour. For the 2nd months cents per hour. For the 3rd months cents per hour. For the 4th months cents per hour. For the 5th months cents per hour. With the usual additional pay for nights shifts and Sunday and holiday overtime. That in case pupils concerned by these agreements are employed by the telephone company for periods not mentioned in their prac- tice time their rate of pay shall be determined by their seniority found by counting part-time practice work on a full-time basis and their rate for the next practice period shall correspondingly be increased. We hereby approve of the above understanding and agree to carry it out so far as we are concerned. Signed Name of firm. Signed School representative. Trade -Education Agreement in Salesmanship. An agreement between the school city of Indianapolis and certain mercantile establishments and their employees, in order to insure to young people who wish to become efficient sales- people proper training, after-employment and successful careers in business. There is hereby organized a course of instruction in Sales- manship whereby pupils may pursue courses under proper agreement between the school city of Indianapolis and such establishments as may enter into this plan for the promotion of vocational education. APPKENTICESHIPS; UNION REGULATIONS; AGREEMENTS 329 It is mutually agreed by and between the school city of In- dianapolis in the State of Indiana, party of the first part, and party of the second part, as follows : a. That a two-years course of training in salesmanship be instituted and continued in the Indianapolis schools, the school year to comprehend ten months of training. b. That the first three months of the pupil's career in these classes be considered a probation period for the purpose of testing the pupil's interest and fitness for the work. c. That the remainder of the full two-years period be given to the further training of the pupils selected. d. That an advisory committee of six citizens of Indianapolis be ap- pointed by the Board of Education, three of whom shall be employers and three employees engaged in merchandising. The employers on the committee to be appointed from a list of not fewer than ten approved merchants furnished by the Merchant's Association of the city. The superintendent of schools and the principals of the schools in which courses in salesmanship are given shall be members ex-officio of the committee. e. That the school authorities by the advice and recommendations of this committee standardize the entrance requirements, the equip- ment, the courses of study, the methods of instruction, the quali- fications of the teacher, the testing of pupils while in school, and supervise the placement of the pupils in the stores after graduation. f. That upon completion of the two-years training, the pupils be placed in the stores of the city that are parties to the understanding, accord- ing to a plan worked out by the authorities and the advisory com- mittee. g. That the diploma of the school shall be withheld until proof of one year's satisfactory service can be given. h. That these new employees be paid an initial wage of not less than $8 per week upon entering the industry. i. That with the assistance of the advisory committee the work of the pupil, including the instruction which he is to receive after entering the store, be outlined and carried out by the store which is party to this understanding. j. That the stores which are parties to this understanding agree that they will use the pupils coming out of this two-year period of train- ing as their source of supply in employing new workers until such supply has been exhausted, k. That the understanding be subject to change and ratification at the close of each school year. We hereby approve of the above understanding and agree to carry it out. Signed in duplicate this tenth day of November, 1916. Signed Name of proprietor of firm. Signed School representative. 330 INDIANAPOLIS VOCATIONAL SURVEY Part-Time Trade Extension School Agreement in Salesmanship. An agreement between the school city of Indianapolis and certain mercantile establishments and their employees, to the end that there may be produced in the city of Indianapolis a higher type of salespeople and more efficient citizenship. There is hereby organized a course of instruction in salesman- ship whereby employees of the stores may pursue courses under proper agreements between the school city of Indianapolis and the establishment and such employees as may enter into this plan for the promotion of vocational education. It is mutually agreed by and between the school city of In- dianapolis, in the State of Indiana, party of the first part, and party of the second part, and certain of their employees, as follows: 1. The party of the first part agrees: (a) To establish free part-time classes in salesmanship at the store for the employees. (b) That classes will begin in January and continue through the month of June next succeeding. (c) That these classes shall be held from 8:30 to 10:00 on Tuesdays, Wednesdays, and Thursdays. (d) That the course will.be offered as long as an average attendance of not fewer than fifteen persons is maintained. (e) That upon successful completion of the course, a certificate shall be issued to the student, signed by the proper school authorities, setting forth time spent in the school and the kind and grade of work done. (f) That the school committee shall cancel this agreement at the end of any year if it shall appear that said party of the second part has not been endeavoring in good faith to carry out his part of the agreement to afford the students assigned the largest possible opportunity for learning the occupation represented by the work of the concern. 2. The party of the second part agrees : (a) To place their employees at the disposal of the school committee for instruction in salesmanship. 3. The employee attending such classes agrees: (a) To obey faithfully the rules of the employer and to perform such work, attend such store school and study such lessons as may, during the existence of this agreement, be assigned to him by his employer, or by the school authorities of the city of Indian- apolis. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 331 (b) To devote as many hours per week as may, from time to time, be deemed necessary, not exceeding six hours each week, to study at such school and during such hours as may be designated. (c) To conform in every respect to the rules governing the school in which he attends. It is further mutually agreed: That practical teachers, experienced in the profession of teaching, are to be in charge of all work directly related to the trade. That the instruc- tion be chiefly technical, with enough practical work to illustrate the methods required in the occupation. That an advisory committee of six members be appointed, three or whom are to be employers and three others actually engaged as employees, to act with the school authorities in carrying out the provisions of this agreement. That the school authorities, aided by the advice and recommendations of the advisory committee, standardize the entrance requirements, the equipment, the course of study, the methods of instruction, the testing of pupils while in school, and further advise in recommendations for graduation. That attendance cards shall be issued to the employers and students at the end of each week. Each employer agrees to check up the attendance cards and if it is found that the employee is not attending regularly, he (employer) shall take such disciplinary measures as are deemed expedient to insure regular attendance, the cards to be signed by the employer and re- turned to the director of the school. We hereby approve the above understanding and agree to carry it out. Signed in duplicate this tenth day of November, 1916. Signed Name of proprietor of firm. Signed School representative. Agreement Between School Committee and the Woodworking Industry. VOCATIONAL SCHOOL AGREEMENT. An agreement between the school city of Indianapolis, and certain establishments or associations. To. the end that there may be produced in the city of In- dianapolis a higher type of workers in the trades and industries, and a more efficient citizenship. In order to insure young people who wish to become efficient woodworkers proper training for the work, and a successful career in the work, the following agreement is made for the city of Indianapolis. It is mutually agreed by and between the school city of In- 332 INDIANAPOLIS VOCATIONAL SURVEY dianapolis, in the State of Indiana, party of the first; and , party of the second part, as follows: 1 . The party of the first part agrees : a. To establish a two-years course of training for to be instituted , and continued in school. b. To provide equipment and teachers to carry out the purpose of this agreement. c. By the advice and recommendation of the committee from the industry, to standardize the entrance requirements, the equip- ment, the course pf study, the qualifications of teachers, the methods of instruction, the testing of pupils, and the placement of the pupils in the factories. d. To establish continuation classes containing not less than pupils for establishments desiring this service. 2. The party of the second part agrees: a. That the shops which are parties to this understanding will use the pupils coming out of this two-year period of training as the shop's source of supply in employing new workers until such supply has been exhausted. b. That they will carry out the course of instruction that is drawn up and charted by school authorities and the advisory committee for further training of the pupil during his first year in the industry. c. To pay these new employees an initial wage of not less than a day. 3. It is mutually agreed: a. That the first three months of the pupil's career in these classes be used as a probation period for the purpose of testing the pupil's interest and fitness for the work. b. That the remainder of the full two-year period, consisting of two terms of ten months each be given to the further training in of the pupils selected. c. That practical teachers, experienced in the trades, are to be in charge of all work directly related to the trades. d. That upon completion of the years of training the pupils so desiring be placed in the plants of the city according to a plan worked out by the authorities and the advisory committee. e. That these pupils be placed in the factories on probation for one year, the diploma of the school being withheld until proof of satisfactory work is furnished at the close of that year, if the work is satisfactory. f. That there be appointed an advisory committee of six members; three of whom shall be employers, and three employees actually APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 333 engaged in occupations. The prin- cipal of the vocational school shall be a member ex-officio of the committee. g. That this agreement shall be subject to change and ratification at the close of each school year. Signed in duplicate this day of , 1916. Signed Name of firm and representative. Signed School representative. Tentative Plan for a Printing Trade Agreement. An agreement between the school city of Indianapolis and cer- tain printing establishments and their employees for the purpose of giving apprentices a more thorough knowledge of the printing trade. There is hereby organized a course of instruction in printing whereby employees may pursue courses under proper agreements between the school city of Indianapolis and such printing es- tablishments as may enter into this plan for promotion of vocational education. It is hereby mutually agreed by and between the school city of Indianapolis, party of the first part, and party of the second part, as follows: a. That a two-year course of training in the art of printing based on two-years credit of high school be instituted and continued at the Technical High School in the city of Indianapolis. b. That the first three months be used as a probation period for the pur- pose of testing the pupil's interest and fitness for the work (Should be so interpreted that if obviously unfit the boy may be dropped at the end of three months, but at each mid-year or final the boy may be dropped if he fails to pass the examination). c. That the remainder of the full two years period, consisting of two terms of ten months each, be given to the further training in printing of the pupils selected. d. An advisory board of seven shall be appointed by the school board comprised of three employers, and three employees actually engaged in the printing business, and the superintendent of schools or some person appointed by him. e. That the school authorities, by the advice and recommendation of this committee, prescribe the entrance requirements, the equipment, course of study, the methods of instruction, and the testing of pupils while in the Technical High School. f. That upon completion of the two-years training, pupils, so far as possible, be placed in printing offices of the parties to this under- standing, according to recommendations of the advisory committee, said committee to have supervisory powers over the pupil during his entire apprenticeship 334 INDIANAPOLIS VOCATIONAL SURVEY g. That arrangements be made whereby apprentices now working at the trade may be provided instruction, whereby employers will per- mit them time off during the week to attend the Technical High School without loss of pay. The number of days and hours to be agreed upon by the advisory committee. It is further guaranteed on the part of all parties subscribing to this agreement that prefer- ence in employment as regularly indentured apprentices will be given to boys who receive the school training. The number of boys entered on a registered list shall be based on the number normally employed in the trade, and subject to such tests and examinations as may be approved by the advisory committee. It is further understood that no effort will be encouraged to take these boys into the trade, nor to give them employment except during vacations or unoccupied time until they have completed their work in the school, and in no case will they be allowed to assist an em- ployer during their two-year course when a journeyman is available for the work. h. That employers.^parties to this understanding, agree to give pupils coming out of this two-year period of training the preference when employing new apprentices until such supply is exhausted, i. The school authorities will give a diploma to each apprentice on the completion of his full period of apprenticeship. We hereby approve of the above understanding and agree to carry it out as far as we are concerned. Signed Name of proprietor of firm. Signed School representative. II. ATTITUDE OF EMPLOYERS TOWARD APPRENTICESHIP AND VOCATIONAL EDUCATION. Like employers in other parts of the country, those of Indian- apolis are awakening to the demand for skilled labor. They realize that certain definite steps must be taken at once and in the right way. In the metal trades, the building trades and the printing trades all admit that the securing of the all-around journeyman is next to impossible. They want the craftsman who can go forward on his own initiative, one who can do things and obtain results. But such men are hard to find and but very few are being trained, consequently, the employers are facing a real problem and yet no definite action has been taken. In the past and even to-day employers endeavor to get jour- neymen that other employers have trained and because of the scarcity of such men they face the task of doing something to retain their own skilled workmen. But what has caused this condition in which the all-around man is no longer available and APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 335 why it is that this difficulty has never been faced by the American employers until within the last few years? Foremost among the reasons is the division of labor and the extreme specialization that everywhere supplemented it. The idea of this division of labor swept the country. Moreover, the invention of labor- saving machines have added to this condition. The results of this lack of training are widely known and the reaction has sent its spell and complaint into every industry. That attention is being given is evident, as there has been several associations organized among the employers to try and meet the emergency of the times. Foremost among them is the "Confer- ence Board on Training Apprentices" composed of six large manufacturing associations whose members normally employ over five millions of people. The committee has been studying the question of apprenticeships .in their various industries and they have issued their first report in which they sounded the first note and urged all their members to rally to the needs of the times. "Representatives of various industries aver, as a result of individual and collective investigations, that the conditions among the metal trades, textile industries, printing trades and manufacturing industries generally are strik- ingly similar. With few notable exceptions no regular system of apprentice- ship is employed, no particular rules are followed in hiring and retaining apprentice-workers and no organized system for their promotion in work or increase in pay is in vogue. Applicants are usually hired by the foreman for their own departments and the only training given these apprentice- workers is that which journeymen give from time to time as convenience may permit or necessity require." This states the question very clear, and it comes as the col- lective opinion of six of our largest manufacturing associations and their opinion is one to be well considered. It seems to prove that the employers as a whole care nothing for apprentices and are unwilling to assume the responsibility of training them. They prefer the skilled workmen that the other men have trained. Because of the ease with which they could procure such workmen in the past and with the rapid increase of productive machinery, the American employer has been more or less spoiled. But that day has passed and now they must face facts and face them squarely, for competition has grown so keen that it is up to them- selves to act as a matter of self-preservation. Hard though it may be, employers as a whole have awakened to their needs and we now find several of their associations striving to relieve them- 336 INDIANAPOLIS VOCATIONAL SURVEY selves. Here again we can quote from the report of the "Confer- ence Board on Training Apprentices." "This awakening is directly due to the fact that, because of the sharp and increasing competition in the manufacture and production of almost all kinds of articles, manufacturers have been obliged to study closely the efficiency and productiveness of their plants, and in doing so have invar- iably discovered that the greater number of their skilled and semi-skilled are not as "skilled" nor even as "semi-skilled" as the conditions of to-day require. These employers have heretofore rested content in the belief that, when their factories and shops were equipped with the best and most modern labor- saving machinery, their labor requirements became of secondary considera- tion." They realize the mistake of specialization and are drawing away from it because it was a losing proposition for them. It is no marvelous revelation to the employers when they are told of their responsibility in the training of apprentices. They are alive to the question, but invariably the majority of them refuse to meet the emergency. In spite of all warning they persist in stick- ing to the old method of securing the ready-made man, even though it is inconvenient and expensive. Whether this is due to the habit of indifference, lack of interest, or laziness or other- wise, the employers remain inactive, and those of one industry can not be blamed more than those of another for they all are more or less guilty of this industrial crime. On the other hand, employers offer different reasqns why they still refuse to become interested in the educational problem of the workers. Among them are the "limitation imposed by unions" and in addition "their own business absorbs all their time." Employers aver that to take an interest in the apprenticeship question would be useless as the "limitations imposed by the labor organizations would make it next to impossible" to show progress. Even after they had given their hearty co-operation, they state, "the unions would step in and try to dominate the situation by dictating just what the employers should do." "A plan might be adopted at great expense to train boys, but the unions would shatter all attempts with outrageous demands, thus killing the good work." Be this as it may, nevertheless, it was found after a study of local conditions (and it is believed that the same may hold true nationally) that the employers did not use twenty-five per cent of the apprentices allowed them by the supposedly- stringent union regulations. In spite of these facts, several of the employers persistently APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 337 maintain that as a matter of principle they should regulate the number of apprentices they should take into their services. On the face of it one would believe that there could not be too many apprentices because of the large number of men required to main- tain our growing industries, but on a second thought many new phases of the subject present themselves. For example, there should be no more apprentices taken on for instruction than the trade in a certain locality could assimilate. Unless all industrial conditions are fairly ascertained and the educational activities regulated according to trade conditions, all vocational education will defeat its very purpose. It is generally admitted that there must be a limitation in the matter of apprentice training, whether this limitation is imposed by labor unions or any other organiza- tions it must not be a selfish limitation. Again, some employers state that they are "too busy with their own work to even supervise the training of apprentices." This may seem so when viewing the question from the surface, but it takes on another aspect when we consider the many phases of the employers obligation to the apprentice. Big business and keen competition may so have affected the employer, at times, that he might expect the boy to fit in his establishment like other com- modities, which he can readily purchase. This can not be so, and Dr. Frederick Hamilton has wisely spoken on this very point. When addressing the Master Printers of America he said : "Human flesh and blood and brains are not commodities to be classed with paper and ink and type metal. The boy can not fit himself for your service unaided and the old methods are no longer available. Left to him- self he can and will only acquire a limited acquaintance with the trade and will not become the kind of a man you want. You want him for your shop. It is for you to train him for your service." In many instances it is found that boys enter certain estab- lishments and work in the ordinary way, securing a broad knowl- edge of the shop life. They may run errands or perform such odd jobs as the employer or foremen wish them to throughout their entire time. When they become journeymen it is found that they have not attained that standard of craftsmanship re- quired in modern industry. Some employers think that they have done their duty by the boy since he has been permitted to stay in the shop until he had "finished his time." He may have entered the establishment at the suggestion of the foreman or some friend, and have passed through the ordinary routine of work without attention being given to supplemental instruction 664722 338 INDIANAPOLIS VOCATIONAL SURVEY at school which is so essential in the modern life of the all-around mechanic. This education outside of the shop must come, no matter what the trade. Whether in the metal or the building or printing trades, it is found that where mechanics are being trained most (skilfully a great deal of attention is paid to this formal instruction. Without blueprint reading, drafting, and mathematics what can the machinist do. If he is to meet the modern problems and do the detailed work necessary, he must have these essentials and if not given in his apprenticeship he must get them at some other time. It is much more agreeable and more highly probable that the craftsman will learn these educa- tional topics while in his apprenticeship when he is paid for the time so spent and where the environment is conducive to such work, for it is often found that at other times it is extremely diffi- cult to persuade the journeymen to so apply themselves. What, then, can be done that those standards, long desired by many employers and employees, may come to be realized? That there is need of skilled workmen, and that vocational educa- tion in conjunction with a healthy apprenticeship system is the way to solve the problem is generally conceded. Even though large numbers of employers do not establish apprenticeships, the several progressive men that have started training for apprentices find their results have been very satisfac- tory. Because of the progress these few have made they have been instrumental in organizing associations to educate the others to modern methods of apprenticeship training. From the pioneer employers of the rejuvenated apprenticeship system, comes the warning that it is up to the employer to assume the responsibility of training the boy. They must encourage him and offer him every facility for developing into an all-around craftsman whether this be in a private corporation school or in the public school through the part-time scheme. This certainly is necessary for: "it is the business of the industry itself to furnish that agency. The employers are more responsible than anybody else for the condition which exists. It is they who have put in new machinery. It is they who are profiting most, or at least most directly, by the new methods of construction. It is they, more than anybody who, without meaning to do so, have shut the door of opportunity to the boy. It is they who need the skilled man." Because the employers have exploited the workers in the past and depreciated the usefulness of the apprenticeship it must be APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 339 admitted that it no longer meets the requirements of modern industry. Unless there is a sufficient supply of trained craftsmen in any given locality, it invariably follows that their product can not com- pete with the product of another community having skilled workers, because they are better, more serviceable, and not so expensive. One fact stands out prominently above all others, and that is the success met with by those employers who have given their time to the apprentice problem. They wish to spread their own ideas, be- cause they believe they have discovered the source of relief in a careful training of the apprentices in the practical technique of the trade. "it has been found in consequence that the production of defective parts has greatly decreased, the cost on machine repairs has been much dimin- ished, and, because of the increased individual intelligence on the part of the workers, the cost of supervision has been materially reduced. Furthermore, it is the unanimous opinion of all employers who give their apprentices care- ful, systematic training that the possibilities of production increase and of waste decrease, through iha development of individual intelligence, are enormous, and, when combined with highly specialized machinery, will enable the American manufactuier to produce at a relatively low unit cost, even on the basis of the comparatively high rate of wages peculiar to this country." National Association of Corporation Schools. It may not seem out of place to consider the scope of this movement nationally and to understand how broad-minded em- ployers are viewing the question. They all agree on fundamentals and many on application, but they all seem united in trying to persuade the army of small employers to enter into the work and assume their responsibilities. In 1913, the "National Association of Corporation Schools" was organized, whose number consists of all the large employers having modern apprenticeship schools for training their own mechanics, or those men interested in the apprenticeship ques- tion. They all agree that the employers should assume the responsibility for training apprentices and they convene for the purpose of exchanging ideas as to the best means and methods as to how these boys should be trained. The functions of the Association are: 340 INDIANAPOLIS VOCATIONAL SURVEY 1. To develop the efficiency of the individual employed. 2. To increase the efficiency in industry. 3. To influence courses of established educational institutions more favorable toward industry. In its ranks, according to their reports of 1914, are seventeen railroads with about 120 apprentice schools and 3,916 apprentices under instruction. Of the larger corporations thirty-seven were reported with 3,251 apprentices. In these schools the apprentice has his shop work supplemented with formal instruction varying from four to ten hours a week. Most of the establishments, how- ever, generally have three periods of two hours each a week. The boy is here under the direct instruction of a class instructor and a shop instructor to see that his work in the shop and schoolroom correlate. The object of such schools is: "First: Developing and broadening whatever talents and training the pupil brings with him in order to increase the efficiency of the plant as well as of the employee himself. "Second: To study the talents and characteristics of the appren- tices in order to draw conclusions as to their availability for particular kinds of work, and their suitability for advancement. "Third: To create such favorable mutual relations between em- ployers and employee as will tend to minimize antagonism between capital and labor." III. ATTITUDE OF ORGANIZED LABOR TOWARD APPREN- TICESHIP AND VOCATIONAL EDUCATION. Reviewing the reports of the American Federation of labor as well as the writings of its president there is evidence that organized labor has been active in all educational movements. In regard to vocational education, it has ever been willing to lend its united assistance, if that educational plan was what it considered bene- ficial. Industrial education would greatly assist the cause which they have loyally defended for many years. Consequently it would be expected that the national attitude of organized labor would be somewhat similar to that expressed by the local unions elsewhere in his report. In "The Attitude of the American Federation of Labor toward industrial education," outlined by Samuel Gompers, president of the American Federation of Labor, an idea can be ascertained of the stand organized labor takes on this question. "If ever industrial education was essential it is essential to- day", is one of the first declarations Mr. Gompers voices; so there is every reason to expect organized labor will stand heartily be- APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 341 hind the kind of vocational education which it endorses. What then does organized labor endorse? Here, Mr. Gompers states that "Organized labor does not oppose the development of industrial education in the public schools." For several years it has been endeavoring to educate its members to this stand, through trade journals and schools established and maintained by the unions. For years it has also been eager to co-operate with industrial education that could be carried on in the public schools in a practical way. It is also found that organized labor has been opposed to what is called "lop-sided" education, that is, any scheme that would bring trained men into any given trade regardless of the demand for labor in that trade. "Industrial education must maintain a fair and proper apportionment of the supply of labor power, to the demand for labor power." For example, should vocational educa- tion produce more machinists than a given community would need, some could not find employment except at an economic disadvantage. Such education organized labor has and will always continue to oppose. On the other hand, should adequate steps be taken to provide for the proper industrial training it is found that the unions, like those in Indianapolis, readily lend their united support. They are ever alert to their own needs, and will bitterly fight those schemes that will harm their cause. "The only way to avoid working an injury to labor under the name of industrial education is to find out what is the demand for labor in a community" and so, "industrial education should be in every instance based upon a survey of the industries of a community upon an accumulation of facts regarding the employments in the communities." With such a basis, the public schools could start to provide for particular industrial needs of a community and really do some good on account of the accumulation of data on hand. Industrial education, then, would come close in the life and happiness of the worker. Because the test of efficiency in voca- tional education is wage-earning and not production alone, it strikes at the foundation of organized labor and for organized labor to oppose it, would mean to impede its own advancement. So when a complete and beneficial plan of vocational education is prepared it can rely on the assistance of organized labor. This has been the policy of the American Federation of Labor during the past. In 1903, the members of the trades unions felt the need of industrial education, because they were paying taxes 342 INDIANAPOLIS VOCATIONAL SURVEY to support public schools, and they were not getting from these same public schools the kind of education needed to develop com- petent and skilled workmen. In that, and subsequent years, and even up to the last convention, the American Federation of Labor has annually appointed committees on industrial education to oppose or endorse such plans as it deemed best. It can be found that their's has been a guarding interest of their own and their children's future welfare. Why should this not be, for are not the American industries competing against foreign industries in an industrial competition and rivalry? Industrial competition is a warfare of industrial competition for material welfare and advancing civilization. Organized labor believes that the nation which shall succeed in this industrial warfare is the one with skilled mechanics. If American industries fall behind, it will reflect on the American workman, and so it is up to the American workman to do all in his power for better industrial advancement. Germany's success was due to its army of skilled workers and it is up to America to meet Germany with its own tactics, hence organized labor states that: "No community which depends upon cheap labor in the sense of underpaid labor can win out in international competition against a nation which depends upon intelligent, thoroughly-trained labor. Thor- oughly-trained labor produces cheaply, not because it is underpaid, but because it is efficient. And thoroughly-trained efficient labor can de- mand high wages because of its intelligence, efficiency andorganizaton." It is evident that organized labor believes in a strong plan of practical industrial training, for the failure of the American industries in this economic war would mean unemployment, and the standard of skilled labor would be degraded. "America can not make the marked stride of progress as in the past" because as Mr. Gompers states: "The period is almost past when the United States can depend upon cheap raw materials obtained with comparatively little labor from its mines and virgin fields. It is entering upon a period when it must de- pend upon the qualities of human labor. Under these conditions indus- trial decline is the only alternative to industrial education." Industrial education, based on an industrial survey to regu- late the supply for labor power in accordance with the demand for labor power is the general attitude of organized labor as stated by Mr. Gompers. The declaration of fc principles and policies of organized labor in New York City in^!915 shows in a concrete way APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 343 just how organized labor's ideas are executed. As a representa- tion of approximately 500,000 workers this declaration proclaims the demands of labor in a very forcible manner. It "endorses industrial education in the public schools and believes that this sort of education, when organized with reference to the industrial character of the community in which it is given, is for the best interests of labor, but organized labor may fairly demand that the training given to children of wage-earners in the public schools shall be such as will insure their economic well-being to the fullest extent possible." Industrial education must be such that it will be of bene- fit to the community is one of its requests. To do this, vocational education must be preceded by a complete and organ- ized survey of the trades and industries of the city, for the purpose of developing information as to the number of trained workers which it is possible for the trades and industries to absorb each year without harming the wage-earning power of workers in these industries. "Nor shall this education be education for education's sake, but this vocational education that is to be established must be based on sound industrial facts." Of the courses offered in the trades, organized labor does not approve of an arbitrary selection of courses, using those for which the schools are properly equipped to give. The courses, on the contrary, should be adopted only after a study of the evolution of the industries, including all the new processes established in the old industries. In other words, the courses should be up-to-date. The teachers, also, should be men who have served their apprenticeship and have a recognized standing in the trade. Because the school is a social institution and its highest obli- gation is to serve the needs of society, organized labor suggests that there should be a friendly co-operation between the schools, the employers and the employees. Everywhere, it endorses such action. It can be found that in the New York City's declaration for industrial education in 1915, organized labor makes such recommendations which are more or less general and are used elsewhere. These recommendations are: 1. There should be an exhaustive survey and a report on in- dustrial conditions. 2. A report on the present method of teaching trades or occu- pations. 3. After the survey there should be created advisory committee consisting of employers and employees to give advice and 344 INDIANAPOLIS VOCATIONAL SURVEY assistance to the school authorities in different trades and industries. 4. There should be specified qualifications for the teachers who must have served several years in the trade and the courses of study should include modern industrial processes. So, then, it is easy to see the attitude of organized labor toward vocational education. It endorses the movement, but only asks that those employers striving to educate apprentices on their own initiative to show organized labor that their intentions are good, and their results will be beneficial to all concerned. If they are, labor is ready to marshal its united force behind and help in the march toward both local and national progress and prosperity. IV. TRADE AND EDUCATIONAL AGREEMENTS. Trade Regulations and Agreements. Trade regulations are a set of rules and by-laws imposed by trades unions on their own members to regulate conditions of employ- ment. By such means, they have endeavored to control the num- ber of apprentices in their respective crafts and have enumerated in detail the different steps in their training those crafts which require the greatest skill in their journeymen imposing on their apprentices the most stringent laws concerning their training. A trade agreement is similar to trade regulations, except that the employer becomes a party to the contract and guarantees to do his part in seeing that the specifications of the agreement are carried out. From the above it might be supposed that rules regulating employment may not be efficient unless the employer becomes a party to the contract. That conditions are better in such a case is true, but the trade regulations of the unions are the means by which those associations or organized labor endeavor to protect their own interests. In spite of all this, there is the general complaint mentioned before, that even those agreements and regulations, seemingly most binding, have not been successful in producing the type of journeymen desired by the trades unions, and necessary for effi- cient work in the skilled trades. Influences tending toward the failure of this institution in producing skilled labor are many. The most salient are mentioned below. I. The best systems lack a technical training that is best taught in the classroom. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 345 II. A journeyman in a responsible position primarily must earn the wages paid him. When this demands all of his time, a boy under his training may become a helper instead of an appren- tice, learning how to perform a duty, but not why he performs it. III. The apprentice may be left to shift more or less by him- self, and one of two results may follow : a. He may become discouraged and leave his industry. b. He may stay at one duty until he becomes a machine hand instead of a journeyman. IV. Apprentices themselves may decide to become machine hands rather than journeymen because of a higher immediate wage. V. Many employers prefer to look upon the apprenticeship system as a means of acquiring cheap labor instead of an educa- tional system for the training of skilled labor. VI. Many of the agreements are not so binding but that, be- cause of some small technicality, they may be broken. In Indianapolis trade agreements have been entered into by employers and employees among master sheet-metal workers, cement finishers, structural-iron workers, journeymen plumbers, metal polishers in stove works, boilermakers, and the blacksmiths and machinists of the Big Four and Cincinnati, Indianapolis and Western railroads. All branches of the printing trades are cov- ered by such agreements the training of master printers, machine tenders, pressmen, photo engravers, stereotypers, bookbinders, bindery girls, and mailers. Two establishments visited have their own apprenticeship con- tracts. These are printed near the close of a series of contracts immediately following this text. It may be noticed that those, specifications regarding the minors employed are very stringent while those governing the employer are not binding. In one of them, among other reasons why a minor may be dismissed, is "for any other good and sufficient reason." As to the changing of these agreements to include vocational education, there seems a general enthusiasm among the trades unions because their members realize that such training will in- crease their economic value. As soon as employers understand that it will increase the efficiency of their working force, decrease waste due to inefficient workers, enlarge their output and increase their profits, they will desire to lend their support to vocational education. 346 INDIANAPOLIS VOCATIONAL SURVEY There follow copies of regulations in thirteen crafts concerning apprentices, sixteen trade agreements dealing with the same and contracts of two individual establishments, all of Indianapolis. These embrace practically all in existence in this city which con- tain specific and constructive clauses for the production of effi- cient journeymen. They serve to show what hitherto has been done in some industries toward the training of skilled labor. Building Trades. CONSTITUTION AND BY-LAWS. Journeymen Bricklayers', Masons' and Marble Setters' Union No. 3. APPRENTICE LAWS. Section 1. Any boy wishing to become indentured to learn the trade of bricklaying or masonry shall, by applying to this union, receive a permit to work for a period of fifteen days on probation with his intended employer and members of this union; at the ex- piration of this permit the applicant shall present to this union an agreement, signed by the contractor or firm, and himself, together with the consent of his parents or guardian, stating the number of years (not more than four) the apprentice is to serve, which agreement miist be approved of by the joint arbitration board ; this term of apprenticeship to begin at date of issuing of first permit. This union must protect both parties to the agreement to the full extent of its power. Sec. 2. Each apprentice must be instructed as far as possible by his employer, or the foreman of his employer, in the reading of plans and the laying out of work. Apprentice's wages for the first three years shall be agreed upon by the employer and apprentice, subject to the approval of the joint arbitration board; for the fourth year, apprentice shall receive not less than seventy per cent of the prevailing rate of wages for journeymen, subject* agree- ment of the employer and apprentice, and approval of the joint arbitration board. Sec. 3. No person over the age of 21 years, unless he be the son of a member or the son of a recognized contractor (and in no case over the age of twenty-three years) shall be eligible to apprenticeship. Within thirty days after the expiration of his apprenticeship, and being vouched for as competent, the appren- tice must present himself for initiation and will be admitted to full APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 347 membership upon payment of one-half the regular initiation fee and all I. U. assessments. Sec. 4. Should any apprentice lose his position by circum- stances over which he has no control, it shall be the duty of the union, at his request, to provide a place for him to finish his apprenticeship, but should any apprentice voluntarily leave his employer, he shall at once state the cause to the union, and, if not sustained by it, he will not be permitted to work in its jurisdiction for. or with any other contractor. Sec. 5. No employer or firm of employers shall be allowed more than one apprentice until the first shall have served two years' apprenticeship. When the first apprentice has served two years, the second one may be granted on proper application. In no case shall the union grant an employer the privilege of more than one apprentice working under instructions if he has a regular inden- tured apprentice. No employer will be allowed an apprentice until he has been contracting one year or more. Sec. 6. Any employer having an apprentice assigned to him for a term of years must keep said apprentice working at the trade, and not at some other kind of employment, where he will have no chance of becoming an efficient bricklayer or mason within the time given him by this union. Sec. 7. Any employer releasing an apprentice before said apprentice has served his full time shall not be granted another until the released apprentice's time has expired. Sec. 8. No apprentice shall be granted a permit to work for another contractor without the written consent of his employer, or the joint arbitration board, and a written request of contractor wishing to employ said apprentice; this transaction shall be sub- ject to the approval of the union. Should any apprentice leave the jurisdiction of this union with his employer, he must take a letter certifying to the fact that he is duly registered apprentice of this union to the union whose jurisdicition he intends to work. Sec. 9. Any apprentice not being found competent by three members of this union, at the expiration of his time, may be granted one more year under instructions, and shall conform to the rules and regulations governing members of this union; he shall pay full initiation fee, one-half on making application and balance when initiated; no contractor shall be allowed more than one working under instructions at any time. The entire section to apply to regularly assigned apprentices of this union only. Sec. 10. All apprentices of this union shall serve their em- 348 INDIANAPOLIS VOCATIONAL SURVEY ployer faithfully and shall report for work promptly. They shall obey all the laws of this union and act in a respectful manner towards its members. For any violation of this section or other laws of this union an apprentice shall be notified- to appear before a regular meeting. If, after proper investigation he be found guilty, he shall be subject to such penalty or reprimand as the union may impose. Any apprentice found guilty three different times shall have his name stricken from the rolls and shall not be allowed to work with any members of this union, and the I. U. shall be so notified. An apprentice shall have the right to appear before this union at any time to present in writing any grievance, which shall be immediately referred for settlement. CONSTITUTION OF THE Carpenters' District Council on Apprentices. Sec. 7. Special working cards shall be issued to apprentices and semi-beneficial members whom the D. C. shall permit to work under the regular scale of wages. Special working cards shall be marked "apprentice" and "dispensation" so as to distinguish them from regular cards. Sec. 13. Any local union admitting an apprentice to mem- bership in this district shall be required to ascertain how much experience the applicant has had in the carpenter line prior to making application to join the union, and make a record of the same, and the apprenticeship of the applicant should terminate four years from the beginning of said apprenticeship. All con- tractors employing apprentices under this rule shall be required to sign an agreement governing the hours of labor, rate of wages, and the fact that the contractor will see to it that any apprentice in his employ be given full opportunity to learn the carpenter trade, and that the apprentice should be kept steadily employed as consistent so to do. And be it further agreed that said agree- ment shall be binding to all parties; and that if at any time the carpenter's district council feels, after due investigation, that the intent of the agreement is being violated, any apprentice in the employ of the contractor will be taken from said contractor until such time as the contractor agrees to abide by the terms of said agreement. Sec. 14. Any contractor employing on an average of three journeymen a year shall be permitted to use an apprentice, with the privilege of one additional apprentice for each additional ten APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 349 men employed. Any apprentice not under 17 years of age, and not over 22 years of age, may engage himself to learn the car- penter trade, but shall be required to make application for mem- bership in some local union in this district. He shall be required to enter into contract with his employer to serve an apprentice- ship of four years, said contract to be furnished by the carpenter's district council, and under no condition will an apprentice be per- mitted to violate this agreement, or leave his employer without just cause. Said employer shall agree to keep said apprentice steadily employed at least seven months in each year, and to give said apprentice every opportunity to qualify himself as a first-class mechanic. After four years of apprenticeship said apprentice shall be transferred to the beneficial class. TRADE RULES Floor Layers' Local Union. Section 4. The wage of an apprentice shall be as follows: First year, optional; second year, 25 cents per hour; third year, 32}/2 cents per hour; fourth year, 40 cents per hour, after which they shall be qualified to receive the same rate of wages paid journeymen. BY-LAWS Local Union No. 481 Electrical Workers. ON APPRENTICES. ARTICLE V. Section 2. After an apprentice has served one year at the trade he must appear then, and every six months thereafter before the examining board for a preliminary examination. The examining board shall report the result of such examination to the executive board, who shall take such measures as may be neces- sary to secure the apprentice the proper experience at the trade. All apprentices must be passed upon by the executive board and registered by the examining board. After apprentice has had three years' experience he must appear before the examining board and take examination for third-year apprentice or helper. Failing to pass the examination, he can not be examined before said board before the expiration of six months. In case any helper or apprentice shall refuse to comply with the requirements of the examining board they shall report his case to the executive board, who shall stop his card until he has complied with this rule. 350 Sec. 3. All apprentices or helpers' under one year shall work on permit, and shall pay fee of $0.25 per week. They shall apply before the executive board weekly, Monday evenings, 8 o'clock sharp. Apprentices, after expiration of one year's exper- ience, shall make application for card, and on becoming member shall pay $1.00 per month dues. Helpers and apprentices shall be subject to all assessments, and entitled to all benefits same as journeymen. BY-LAWS OF Painters, Decorators and Paperhangers, Local 47. RULES AND REGULATIONS TO GOVERN APPRENTICES. Section 1. A contractor who employs an average of five men for the year will be entitled to one apprentice, or an additional ap- prentice for ten or more. No shop will be allowed more than two apprentices. Sec. 2. No application will be considered for apprenticeship under the age of sixteen (16) years or over twenty-one (21). Sec. 3. All apprentices will be required to first get a permit from the business agent before going to work. This permit will allow an apprentice to work two (2) weeks on probation; after two weeks, if satisfactory to his employer, he must, at the next regular meeting of the union, present himself for initiation. Sec. 4. Apprentices will be required to pay one dollar ($1.00) as initiation fee, 10 cents per month dues and 10 cents for a work- ing card, which he will be required on demand to show any per- son. Said working card must have the word apprentice stamped upon it in as large letters as convenient. Sec. 7. Should any apprentice lose his position by circum- stances over which he has no control, it shall be the duty of the business agent to place him the first opportunity, giving him preference over new applications; but if an apprentice voluntarily leaves his employer he shall at once state the cause to the business agent or officers of this union, and if not sustained, he will not be permitted to work in the jurisdiction of this union for or with any other contractor. Sec. 8. Apprentices must obey the business agent at all times, subject to an appeal to the officers of the union if the apprentice feels that he has been unjustly treated. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 351 CONSTITUTION OF The Brotherhood of Painters, Decorators and Paperhangcrs of America. LAWS REGARDING APPRENTICES. Whereas, our craft has suffered to an alarming extent from the constantly increasing number of incompetent men drifting into our ranks, it behooves us to use our best efforts to establish some means whereby the standard of skill may be raised and encourage- ment given to young men to become appr^t'V^s and thoroughly master the trade. The indenturing of apprentices is the best means of securing that efficiency which is desirable, and of giving to the employer a guarantee that some return will be made to him for his effort to turn out competent workmen; therefore, all local unions and district councils under our jurisdiction should endeavor to intro- duce the system of indenturing apprentices. Section 256. All boys engaging to learn the trades enumerated in the constitution shall register with the local union in the locality where they are employed. Local unions and district councils shall keep a record of such apprentices and forward a copy of same to the G. S. T. Where the working card system is in force, apprentices shall be furnished with an apprentice card. Should an apprentice be compelled to leave the locality where he com- menced his apprenticeship the local union must furnish him a clearance card, stating the length of time he has served at the trade. Sec. 257. Apprentices, in the last year of their service shall be entitled to a seat in the union, free of charge, but have no vote. On completion of their apprenticeship they shall be placed on the roll as beneficial members subject to the provisions of the con- stitution governing benefits. No capitation tax is required of apprentices. . In cities where business agents are employed, local unions may charge $1.00 initiation fee and not less than 10 cents per month dues. Sec. 258. Any boy engaging to learn the trade of painting, paperhanging and decorating, or other allied trades, must be under the age of 21 years at the time of his registration, unless special dispensation is granted by the G. E. B., and shall be re- quired to serve a regular apprenticeship of three consecutive years. 352 INDIANAPOLIS VOCATIONAL SURVEY Sec. 259. A boy who has contracted with an employer to serve a certain term of years shall on no pretense leave said em- ployer without his consent unless there is a just cause, or in consequence of the death or relinquishment of business by his em- ployer; an apprentice leaving except for good reasons shall not be permitted to work under the jurisdiction of any local union in our brotherhood, but shall be required to return to his employer and serve out his apprenticeship. Sec. 260. Each local union and district council shall make regulations limiting the number of apprentices employed in each shop to one for such number of journeymen as may seem just. Sec. 261. When an apprentice completes his time and becomes a qualified journeyman the financial secretary shall place him on the list of beneficial members (subject to the laws govern- ing such members), and he shall pay full dues and regular assess- ments. The financial secretary shall notify the general office that he has been placed on the beneficial roll. Metal Trades LAWS OF THE Patternmakers' League of North America ON APPRENTICES. Clause 1. This league recognizes five (5) years as the length of time an apprentice should serve at the trade, and we shall use our influence to establish this as a universal rule. Clause 2. The following ratio of apprentices shall be allowed : One to each shop, irrespective of the number of journeymen em- ployed, and one to every eight journeymen employed thereafter, such regulations to be governed by the average number of jour- neymen employed in the shop. Clause 3. No boy shall begin to learn the trade previous to arriving at the age of sixteen years. Clause 4. Each -association must insist on all apprentices serving the recognized time of apprenticeship and on a strict com- pliance with the terms of any indentures existing between appren- tices and employers. Clause 5. Each association must keep a record of all appren- tices working within its jurisdiction, as to date of commencing apprenticeship, age, wages received, and date at which appren- ticeship will cease. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 353 Clause 6. All legitimate apprentices are to be registered with the secretaries of the associations. ADMISSION OF APPRENTICES TO MEMBERSHIP. Clause 7. All apprentices who have been such for a period of one year, after examination by the executive committee, shall be eligible for membership. Clause 8. During his apprenticeship he shall attend a school teaching technical courses such as will fit him to become a practi- cal and competent journeyman (such schools to be approved by the association). The apprentice should graduate in such studies be- fore the expiration of his apprenticeship. Clause 9. It shall be the duty of the association to see that all apprentices are afforded proper treatment and given ample opportunity to learn the trade. No apprentice can leave his em- ployment during his apprenticeship unless his grievance has been submitted to the association, and such change of employment is approved by the executive committee of the association. Clause 10. Each apprentice who has worked one year at pat- tern-making, and has proved his capacity for learning the trade, shall be eligible for membership in the association on the payment of an initiation fee of one ($1.00) dollar. Upon the failure of the apprentice to join before the end of the third year of his appren- ticeship he shall be approved by the men in the shop ami by the executive committee of the association, and must show that he entered the business at the required age and is properly registered in a school teaching technical courses, as deemed necessary by the association to educate the apprentice in order to make a practical and competent mechanic. Clause 11. The weekly dues of apprentices shall be as follows: First year, 10 cents; second year, 20 cents; third year, 30 cents; fourth year, not less than 40 cents. Clause 12. Each apprentice shall be eligible, after he has been one year a member of the association, to the following sick benefits : Third year of apprenticeship, $2.00 per week; fourth year of ap- prenticeship, $3.00 per week; fifth year of apprenticeship, $4.00 per week. Clause 13. After one year of membership in good standing he shall be entitled to a death benefit of $25.00. One year after the expiration of his apprenticeship he shall be entitled to 'a death benefit of $50.00, and thereafter to the graduated death benefit as provided for in these laws. 664723 354 INDIANAPOLIS VOCATIONAL SURVEY Clause 14. The cost of due stamps for apprentices shall be one-half of the weekly dues, such stamps to be issued by the league. Clause 15. Apprentices shall be entitled to tool benefits in accordance with the laws governing tool benefits. Clause 16. All apprentices working at the trade when the laws governing apprentices become effective shall be admitted to the membership as provided for. Clause 17. All apprentices, members of the association, shall be entitled to a voice in all discussions, but no vote. CONSTITUTION OF THE International Moulders ARTICLE IX. APPRENTICES. Section 1. Any boy engaging himself to learn the trade of moulding shall be required to serve four years. He shall in no case leave his employer without a just cause, and any apprentice so leav- ing shall not be permitted to work under the jurisdiction of any sub- ordinate union, but shall be required to return to his employer. The following ratio of apprentices shall be allowed : One to each shop, irrespective of the number of members employed, and one to every five members employed thereafter; and no boy shall begin to learn the trade previous to arriving at the age of sixteen years. The number of apprentices shall be computed by the number of journeymen employed, it being understood that when the number of journeymen is increased, said increase shall have been in exist- ence not less than eight weeks previous to the employment of any additional apprentices. Sec. 2. It shall be the duty of the shop committee to secure the name and age of each boy apprenticed in the shop, together with the record of the date when his apprenticeship began; also the names of parents or guardians; this data to be entered in a record book kept by the recording secretary. Sec. 3. It shall be the duty of every member of the union to see that the recorded apprentice be given an opportunity on all classes of work made in the shop in which he is recorded, and the officers shall use their best endeavors to have apprentices dis- tributed as equally as possible at the different branches of the trades, in preference to having them placed together under an instructor. Sec. 4. It shall be the duty of local unions to organize appren- tice auxiliaries whenever practical. It shall be the duty of such APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 355 local unions, through their officers or committees, to assist such auxiliaries in the transaction of their business. It shall be also the duty of officers or committees of local unions to advise the apprentices and instruct them in the principles and aims of the trades union movement, and especially those of the I. M. U. of N. A. Where local unions have already established auxiliary branches they shall at once furnish the president of the I. M. U. of N. A. with copies of rules regulating such auxiliary branches, in order that a bureau of information will be established to which local unions can apply for same when necessary. Local unions shall also endeavor to have the apprentices take a course in a tech- nical school, in order to obtain as thorough knowledge of the trade as possible. CONSTITUTION OF THE International Association of Machinists ON APPRENTICES. ARTICLE VII. Section 1. Any boy engaging himself to learn the trade of machinist must serve four (4) years. He shall in no case leave his employer without just cause, said cause to be approved by the lodge of which he is a member. Any apprentice failing to comply with this provision shall stand suspended from all benefits of this association until he returns to his employer. Failure to return to his employer within three months shall be sufficient cause for expulsion from this association. The following ratio of appren- tices shall be allowed : One to each shop, irrespective of the num- ber of machinists employed, and one to every five (5) machinists thereafter; and no boy shall begin to learn the trade of machinist until he is sixteen (16) years old, nor after he is twenty-one (21) years of age. DUES AND BENEFITS. Sec. 2. Apprentices who have served two years at the trade shall be eligible for membership by paying one-half initiation fee and one-half dues and assessments, for which they shall be entitled to one-half sick, victimized and strike benefits. They shall be entitled to the Journal regularly, and full death benefits. COMPLETION OF. Sec. 3. On the expiration of their apprenticeship they shall obtain not less than the minimum rate of pay in their locality 356 INDIANAPOLIS VOCATIONAL SURVEY and pay full dues and assessments, and be entitled to full mem- bership. TRAVELING CARDS. Sec. 4. Traveling cards can not be granted to apprentices until they have completed their time. Printing Trades. CONSTITUTION OF Typographical Union No. 1. ARTICLE VI. APPRENTICES HOW AND WHEN ADMITTED REGULATION OF. Section 1. An office employing one or two journeymen shall be allowed one apprentice; three to five journeymen, two appren- tices, and for each ten additional journeymen an apprentice extra. Sec. 2. It shall be the duty of this union, in compliance with the recommendation of the International, to insist upon the indenturing of all apprentices. A record shall be kept of such apprentices and a certificate issued to each, which certificate shall be presented to the union where application is made for member- ship as a journeyman. No apprentice shall leave one office and enter that of another employer without the written consent of his first employer and the president of the union, and the date of such change of officers by the apprentice shall be recorded on the books of the union. Sec. 3. Any apprentice who has served at the business two years must be admitted (if competent) to a seat in this body upon the payment of two ($2) dollars and accompanied by an applica- tion indorsed by two members of the union. Upon the presenta- tion of such application a ballot shall be taken in the same manner and governed by the same rules as those applying to the admission of journeymen. Sec. 4. It shall be the duty of this union to establish a scale of wages for apprentices at the end of the second year of their apprenticeship, and shall protect them against unfair discrimina- tion and discharge, the same as if they were journeymen. Sec. 5. It shall be incumbent upon this union to insist upon the enforcement of all International law relative to the govern- ment and protection of apprentices. Sec. 6. All apprentices, upon their admission, shall subscribe to the following: APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 357 OBLIGATION. "I, , do most solemnly promise that I will never divulge to any person or persons what- soever, under any circumstances, anything I may see or hear at the meetings of this union, or which may come to my knowledge through other means touching any business or legislation intended. All this I promise without any mental reservation, and will, to the best of my ability, faithfully observe all the requirements of this obligation." Sec. 7. An apprentice admitted under the foregoing, upon the completion of his term of apprenticeship, may be admitted to full membership upon subscribing to the obligation required of journey- men and signing the constitution of the union, and by the payment of five ($5) dollars additional. GENERAL REGULATIONS GOVERNING APPRENTICES OF THE Stereotypers* and Electrotypers' Union of North America. APPRENTICES. Section 17. It is enjoined upon each subordinate union to make regulations limiting the number of apprentices to be em- ployed in each office to one for such number of journeymen as to the union seems just. It shall be obligatory upon each subordinate union defining through its regulations the ratio of apprentices to prevail within its jurisdiction, to also devise and adapt some practical method or system best suited to meet existing conditions that will provide for the thorough instructon of the trade apprentice in all the intric- cacies of the craft during his five-year apprentice term. No subordinate union shall admit to membership any person who has not served an apprenticeship of at least five years. An apprentice at stereotyping or electrotyping must make application for membership to the union having jurisdiction over the office in which he serves his apprenticeship. Where an apprentice has intermittent employment, local unions shall require affidavit from applicant regarding time of service, such affidavits to be on file and authenticated before favorable ac- tion shall be taken on said apprentice's application for member- ship. It shall be mandatory upon every chairman of chapel to register 358 INDIANAPOLIS VOCATIONAL SURVEY apprentices with the secretary of his local union and with the secretary-treasurer of the I. S. & E. U. within thirty days after employment. In event of such registered apprentice losing his position through no fault of his own (which fact is to be determined by the local within whose jurisdiction he has been employed) he shall be eligible to the first apprentice vacancy occuring to complete his unexpired term of apprenticeship. Apprentices in any office under the jurisdiction of the Inter- national Stereotypers' and Electrotypers' Union shall not be per- mitted to work more than six day or night shifts within the week. Provided. That the executive board shall be authorized to permit an apprentice to work more than six days or nights when, in their judgment, conditions would warrant the same. ARTICLE XXV. TECHNICAL EDUCATION.' Section 1. Every local union shall immediately appoint or elect a local committee to be known as a technical education com- mittee, whose duty shall be to properly educate the recognized apprentices employed in the jurisdiction covered by such local union.****** REGULATIONS IN The Mailers' Union. APPRENTICES. Sec. 3l. It is the sense of the International and Mailers' Trade District Unions that subordinate unions should not admit appli- cants under 21 years of age to full membership. Sec. 32. It is enjoined upon each subordinate union to make regulations limiting the number of apprentices to be employed in each office to one for such number of journeymen as to the union may seem just. Sec. 33. Apprentices, upon entering offices under the juris- diction of the International Typographical and Mailers' Trade District Unions should all be registered by local unions. A record shall be kept of such apprentices and a certification issued to each, which certificate shall be presented to the union where application is made for membership as a journeyman, said certificate to be as follows: APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 359 CERTIFICATE OF APPRENTICESHIP. (MAILERS TRADE DISTRICT UNION.) This is to certify that has on this date entered the employ of as an apprentice Chairman of office. Sec. Mailers' Union No (Date) Sec. 34. Subordinate unions are instructed to use all means within their power to secure the privilege of governing appren- tices; and they are especially enjoined to enter negotiations with employers to the end that a person's application for apprentice- ship, after serving six months in the mailing room, shall be con- tingent upon a satisfactory report from a committee of the union relative to such person's educational qualifications. Sec. 35. No apprentice shall be allowed to use mailing machine until the last year of their apprenticeship, when it shall be incum- bent upon the officers of locals to see that the apprentice is given proper opportunity to learn to operate'mailing machines during that period. Sec. 36. No apprentice shall leave one office and enter that of another without the written consent of his first employer and the president of the union, and the date of such change of offices by the apprentice shall be recorded on the books of the union. Sec. 37. Where the laws of the'union admit an apprentice to conditional membership in the last year of his term, and such apprentice makes application for full membership and is rejected on the ground of incomptency, it is not necessary or proper that union men should refuse to continue at work where such appren- tice is employed, nor shall his rejection in any way affect his trade union standing. Indianapolis Photo Engravers. APPRENTICES. Section 1. Five consecutive years at once branch, except on newspapers, shall be considered the minimum term of apprentice- ship, beginning at the age of 16 years*or t o ver. 360 INDIANAPOLIS VOCATIONAL SURVEY Sec. 2. Anyone engaged in actively assisting in one of the several branches of photo engraving, who comes within the ratio in union agreement, shall be instructed by the chapel chairman to notify the recording secretary who will issue to said apprentice a certificate of apprenticeship under seal, containing his name, date of birth, date of commencement of apprenticeship term, branch of trade at which employed, signature of employer, secre- tary and shop chairman. After certificate has been approved by chapel and committee on investigation, said certificate shall con- tain, on its reverse side, such rules as shall be necessary for his guidance and he shall then be registered on the books of the union. Sec. 3. The apprentice can not, without permission from the union, fill the position as photographer, finisher, etcher, printer, proofer, router, blocker, tint layer, or soft metal engraver where there are no journeymen employed or foreman can be accredited to any of the several branches in order to allow such an apprentice to work at a given branch, unless such employer or foreman is actually engaged and devotes all his time at the branch whereat the apprentice is so employed. Sec. 4. Any apprentice having served two years at the trade shall deposit his certificate with the financial secretary, who shall issue a card provided for that purpose. He shall pay dues at 25 cents per month. He shall be permitted to attend chapel meetings at the discretion of the chapel. Sec. 5. No apprentice can leave one chapel and accept a position in another, except by consent of the union. Sec. 6. Should any firm dissolve or employer give up business, it is the duty of this union to endeavor to provide places for such apprentices who desire to finish their time. Sec. 7. No apprentice shall be allowed to work on any night force. Nor shall any apprentice be allowed to work overtime unless a journeyman is also working overtime at the same branch. ADVANCED APPRENTICES. Sec. 8. Any apprentice having served four years at the trade shall deposit his card with the financial secretary, and make application for advanced apprenticeship. Sec. 9. Upon being accepted by this union as an advanced apprentice the candidate shall be required to repeat the following: I (give name) do hereby pledge that I will not reveal any of the business or proceedings of this union, except to those whom I APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 361 know to be members in good standing thereof; that I will abide by the laws and orders of the union; that during my last year of apprenticeship I will make every possible effort to become a thoroughly competent journeyman, and that I will attend the meetings of the union that I may become familiar with its methods, .and thereby fit myself for the responsibilites of full membership. To all of which I pledge my word and honor. Sec. 10. Advanced apprentices shall have a voice but no vote before the union, nor hold any office connected with the union, but will be governed the same as active members, unless otherwise provided for. They shall be exempt from all assessments, but shall pay half the regular dues. Sec. 11. All advanced apprentices must be registered in a book provided by the union, and when such persons have been registered over one year and attained the age of 21 years, the said person shall be notified to send in his application for active membership; and should the said person fail to do so within sixty days from the time of notification, he shall be declared suspended from the union. Sec. 12. Advanced apprentices making application for full membership, and failing to pass a proper examination by the investigating committee, may be granted an extension of time in which to complete their membership, such extension of time not to exceed six months. V. TRADE AGREEMENTS AND THE TRAINING OF APPRENTICES IN INDIANAPOLIS. Trade agreements are contracts, entered into by employers and unions of their employees, by which conditions of employ- ment are governed. It must be kept in mind that the specifi- cations which follow are but parts of trade agreements, those parts which deal with this one phase of employment, i. e., the training of the apprentices. Building Trades Agreement Between the Master Sheet-Metal Workers' Association and Local Union No. 41 of Sheet-Metal Workers on Apprentices. ARTICLE VII. Every shop may have one apprentice, but the number shall not exceed one to every three journeymen. 362 INDIANAPOLIS VOCATIONAL SURVEY ARTICLE VIII. After working at the sheet-metal trade two years an apprentice shall make application to become a junior member of the union. Said application shall be referred to a committee of journeymen sheet-metal workers, who shall take the matter up with the appli- cant's employer and examine the applicant. If said applicant is eligible and can command half the wages of a journeyman he shall then become a junior member of the union. Under no circumstances shall an apprentice leave his employer unless he has just cause for so doing. ARTICLE IX. At the end of the third year he shall again pass an examina- tion and, if competent, he shall receive two-thirds of the wages of a journeyman. , ARTICLE X. At the end of the fourth year he shall again pass an examina- tion and, if competent, he shall be advanced to a journeyman, and shall not receive less than the minimum rate of wages paid a journeyman sheet-metal worker. Agreement Between the Contractors' Association and Cement Finishers' Union. ARTICLE VI. Party of the second part agrees that its members shall work with apprentices handling tools; said apprentices to be taught to use finishing tools by and receive instruction from the steward finisher on the job. There may be one apprentice to every five (5) finishers, and same shall receive thirty-five (35) cents per hour as regular rate. Agreement Between the Building Contractors' Association and the Structural and Ornamental Iron Workers on Apprentices. ARTICLE IV. Section 2. One apprentice shall be allowed to every seven (7) bridgemen, and one (1) apprentice shall be allowed to every two (2) ornamental men. The wages of an apprentice shall not be less than twenty-five (25) cents per hour for the first six (6) months, thirty (30) cents for the second six (6) months, and thirty-five (35) cents for the third six (6) months. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 363 Rules of Apprenticeship Between Employing Plumbers of Indianapolis and Journeymen Plumbers' Local Union No. 73. That whereas, The said Employing Plumbers of Indianapolis and the Journeymen Plumbers' Union No. 73 of the United Association believe, that for the promotion and development and efficiency of the trade, do hereby agree to promote and promulgate the following rules: Section 1. There shall be two standing committees appointed, one from Employing Plumbers and one from Journeymen Plumbers' Local Union No. 73, and shall be known as the joint board of control. Sec. 2. Said board shall have supervision over all appren- tices, and all applicants must have the approval of said board. Sec. 3. All applicants shall be registered and placed on six months' probation before being eligible to apprenticeship. No applicant will be eligible to probation under 16 years of age, nor over 20 years. Sec. 4. Five years shall constitute the term of apprenticeship. After an apprentice has served three years he shall appear before said board of control for examination; and, if he passes said exami- nation, he shall be allowed to work with tools as an apprentice. Sec. 5. At the expiration of his fifth year he shall appear before said board of control for his final examination, subject to the approval of said board. Sec. 6. That only one apprentice be allowed to a shop employing at least one journeyman nine months in each year. Sec. 7. One additional apprentice will be allowed in a shop employing not less than three journeymen steady, but not more that two apprentices will be allowed in any shop. Sec. 8. No apprentice will be allowed to change shops with- out the approval of said board of control. Sec. 9. All boys who have been two years at the trade shall be re- tained, but they shall be [apportioned according to Sections 7 and 8. 364 INDIANAPOLIS VOCATIONAL SURVEY Sec. 10. The minimum scale of wages for apprentices shall be : Per Week. The first half of the first year $4. 00 The second half of the first year 4 . 50 The first half of the second year 5 . 00 The second half of the second year 5 . 50 The first half of the third year 6.00 The second half of the third year 6 . 50 The permit-junior-plumber shall receive not less than 35 cents per hour. The said agreement to take effect January 1, 1911, and remain in force for a period of five years, subject to change through the recommendations of the joint board of control. An Agreement Between the Big Four and the Blacksmiths on Apprentices. Apprentices shall serve four years and should be advanced in all branches of the trade and not be kept on one class of work longer than three months, and at the end of their time they shall be given a certificate and the prevailing rate of pay paid in the shop. Apprentices at outside points may, upon request, be trans- ferred to the main shop on the division to complete the last year of their apprenticeship. No apprentice to be employed to fill the vacancy until the transfer apprentice has completed his appren- ticeship. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 365 An Agreement Between the Stove Manufacturers and the Metal Polishers on Apprentices. ARTICLE 8. All apprentices shall belong to the party of the second part and carry working cards of the organization. Number of appren- tices to be determined as formerly (1-8). The wages of the apprentices working at piecework shall be determined by deducting twenty-five per cent from the existing piece prices during the first year of their apprenticeship; twenty per cent during the second year of their apprenticeship and fifteen per cent during the third year of their apprenticeship. An Agreement and Schedule for Boilermakers, Helpers and Apprentices. The following rules, regulations and rates of pay for boiler- makers, apprentices; and shall remain in force until revised. Should any change be desired by either the management or the boilermakers, at least thirty (30) days' written notice will be given. Rule No. 1. Boilermakers' work is defined as cutting apart, marking off or laying out any work pertaining to steam, water, air-tight or oil-tight work, pertaining to boiler construction or repairs on the system, also marking off or laying out from No. 16 gauge iron and up for boiler construction, flanging, patching, riveting, chipping, caulking the running of rolls, punch and shears, handle tools or air hammers and air motors. Sufficient help will be furnished boilermakers to do the above mentioned work. Rule No. 2. A boilermaker, helper or apprentice shall not be discharged or suspended without sufficient cause. If his fellow employees regard his discipline as unmerited, they may, by com- mittee, take the matter up with the boiler foreman, assistant master mechanic or master mechanic, for adjustment. .Appeals may also be made to higher officials, if satisfactory adjustment can not be made with the master mechanic. Committeemen will be furnished with transportation in order to take up cases, and will be granted a leave of absence. If disciplined employee is found entirely blameless, he will be reinstated and paid for loss of time, unless he was unjustly sen- tenced on account of the wrong testimony of a fellow employee. Rule No. 3. Nine (9) hours will constitute a day's work. 366 INDIANAPOLIS VOCATIONAL SURVEY When expenses are reduced, the time shall be cut to eight (8) hours; if further reduction is necessary and men are laid off, men are to be retained according to seniority, efficiency being equal. It is further agreed that when forces have been reduced men will be reinstated before hours are increased. Rule No. 4. Overtime rate will be allowed on Sundays and all legal holidays; whenever such legal holidays fall on Sunday the day observed by the State or Nation shall be considered a legal holiday by the company. Men will not be laid off during regulation hours to equalize overtime made. Rule No. 5. One boilermaker or advance apprentice and one apprentice or two boilermakers shall be employed to operate all long stroke hammers in driving rivets and expanding flues. Rule No. 6. There may be one apprentice for each shop and one for each five journeymen employed. The term of an apprentice shall be four years. The hourly rate paid to apprentices shall be as follows: 1st six months 5th six months 2nd six months 6th six months 3rd six months 7th six months 4th six months 8th six months Apprentices shall be between the ages of sixteen (16) and twenty-one (21) years, and shall have a knowledge of the rudi- ments of arithmetic and shall be able to read and write. Each apprentice shall be given an opportunity to learn all branches of the trade, and shall not be kept on one class of work for more than four months. Having finished his apprenticeship, he shall be given a service letter, stating the fact, and receive the standard rate of pay. No apprentice shall be allowed to work overtime on boiler- makers' work during the first three years of his apprenticeship, unless accompanied by a boilermaker, nor to work in roundhouses on hot work or running repairs. An apprentice, after serving six months, and not showing any signs of advancement, may not be dismissed from the service. Rule No. 7. Boilermakers or apprentices called after regular working hours, shall in no case be paid less than five (5) hours. Boilermakers or helpers sent out on the road will be paid according to the regular rules and rates of the shop from which sent. Expenses will be allowed at the rate of twenty-five (25) cents per meal, and fifty cents for lodging. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 367 Rule No. 10. The heating and sanitary conditions of the shops will be given the best possible attention, and good drinking water will be finished at all times. Rules No. 12. Helpers shall not be advanced to the detriment of boilermakers or apprentices. BY-LAWS AND CONSTITUTION AND An Agreement Between District 23 I. A. M. and the Big Four and Peoria and Eastern Lines on Apprentices. ARTICLE 12. There may be one apprentice to each five (5) journeymen employed. ARTICLE 13. New York Central Lines rules and regulations for machinists' apprentices will govern. Machinist apprentices serving full apprenticeship with this company, if retained in service after- wards, shall receive standard rate of pay of machinists. ARTICLE 19. Rate of all, apprentices are the same as machinists apprentices namely: 10 cents per hour for the 1st year. 12 cents per hour for the 2nd year. 14 cents per hour for the 1st six months of the 3rd year. 16 cents per hour for the 2nd six months of the 3rd year. 18 cents per hour for the 1st six months of the 4th year. 20 cents per hour for the 2nd six months of the 4th year. Printing Trades An Agreement Between the Publishers Association and Typo- graphical Union No. 1. APPRENTICES SCALE. Section 1, Apprentices shall receive not less than the follow- ing rates of pay: Third year, $10.00 per week; fourth year, $15.00 per week. Apprentices shall receive price and one-half for over- time worked at the rate of wages received. 368 INDIANAPOLIS VOCATIONAL SURVEY APPRENTICES. Section 1. An office employing five journeymen or more shall be allowed two apprentices, and for each ten additional journey- men, an additional apprentice. Sec. 2 : Apprentices shall at all times be under the super- vision of the foreman. Sec. 3. Apprentices shall be not less than sixteen (16) years of age at the beginning of their apprenticeship, and shall serve a term of four (4) years. Sec. 4. When an apprentice enters the employ of a daily newspaper, he shall be possessed of a common school education. At the expiration of six months of his apprenticeship, he shall be examined by the apprentice committee of the union and the foreman as to his qualifications for becoming a competent work- man. If it be found that good reason exists for such action, the apprenticeship may at once be terminated. If the apprentice shall prove to be possessed of the proper qualifications, he shall continue his term of apprenticeship. Sec. 5. In order that he may be given full opportunity to become a competent workman, each apprentice may be re- quired to perform general work in the composing room during the first year of his apprenticeship, at the discretion of the foreman. Sec. 6. During the second year of his apprenticeship, the foreman shall see that each apprentice be employed as near one- half of his time at hand composition and distribution as possible. Sec. 7. At the end of the second year of their apprentice- ship, all apprentices, if competent, must be admitted as appren- tice members of the union, and the union shall protect them against unfair discrimination and discharge, the same as if they were journeymen. Beginning with the first week of the third year, every apprentice shall pay to the secretary-treasurer of the union the sum of fifty (50) cents per week for a period of fifty (50) weeks for the purpose of taking the I. T. U. course in printing, the fee for said course to be advanced by the union. Sec. 8. During the third year of apprenticeship, appren- tices shall be employed at hand composition and all the intricate handiwork of the craft. Sec. 9. In no case shall an apprentice be allowed to work on .a typecasting machine during the first three years of his apprenticeship. Sec. 10. During the first six months of the fourth year of APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 369 his apprenticeship, an apprentice shall be employed at hand composition and all the intricate handiwork of the craft. Sec. 11. During the last six months of the fourth year of his apprenticeship, an apprentice may be employed in operating a typesetting or typecasting machine, and may be given oppor- tunity to acquire a knowledge of all classes of composition on such machines. Sec. 12 No apprentice shall be required or allowed to work more days per week or more hours per day than journeymen are required or allovved to work, and shall not be required to give out his overtime. MACHINE TENDERS. Section 1. The regular working time of machine tenders shall be six (6) days or six (6) nights per week of as many hours each and the same hours that the operators are employed in operating the machines. Sec. 2. Apprentices to the machine tender may be em- ployed as per the specified allotment of apprentices provided for in this award in each daily newspaper composing department: Provided, That an apprentice to the machine tender shall not conflict with the allowed number of apprentices in the composing room. Apprentices when assigned as machine tenders' appren- tices shall work exclusively as apprentices to the machine tender. He shall serve a term of apprenticeship of four years. At the end of his second year of apprenticeship he may be admitted as an apprentice member of the union, and shall pass an examination before a committee of three machine tenders before being ad- vanced as per scale for apprentices. The Agreement Between the Employing Printer's Association and Typographical Union No. 1.. APPRENTICES. Section 1. An office employing one to three journeymen shall be allowed one apprentice; four or five journeymen, two appren- tices, and for each ten additional journeymen an apprentice extra. Sec. 2. Upon entering an office an apprentice shall be sub- jected to an examination as to his fitness for the business, said examination to be conducted by a representative of the employer and the chairman of the apprentice committee. If accepted at the end of the third month of his apprenticeship, he shall be sub- 664724 370 INDIANAPOLIS VOCATIONAL SURVEY jected to another examination by the same committee, and if it be deemed advisable apprenticeship may be terminated. Sec. 3. If the apprenticeship be not terminated he shall be subjected to an examination at the expiration of each year of his time by a representative of the employer and apprenticeship committee, and if, in their opinion, after an examination, it be deemed advisable, his apprenticeship may be terminated by ac- tion of this union; and if the apprentice serves his regular appren- ticeship he shall, at the end of said apprenticeship, which shall "onsist of not less than five years, be subjected to another examina- tion by the same committee, and if he shall be deemed incompe- tent for active membership, his apprenticeship may be extended for a time to be determined by a representative of the employer and apprentice committee, provided it be extended not more than one year. Sec. 4. In the first and second years apprentices may be required to perform general work in the composing room at the direction of the foreman. Sec. 5. In the third year apprentices shall be employed at least seven hours a day at hand composition and distribution, or making-up and shall be privileged to practice on a machine during the last six months of his time. Sec. 6. In the fourth and fifth years an apprentice shall be employed at least seven hours a day at hand composition and distribution or make-up and shall be privileged to practice on a machine during the last six months of his time. Sec. 7. Apprentices shall receive, after having served two years, two-fifths of the journeyman's scale; at the end of three years, they shall receive one-half of journeyman's scale, and and the end of four years they shall receive three-fourths of the journeyman's scale. Sec. 8. No apprentice shall be employed on overtime except in case a journeyman in the same office is also employed on the same shift. Sec. 9. Apprentices shall be registered by the union at the beginning of their apprenticeship, and shall not leave the office in which they are apprenticed to work in another office without a just and valid reason, and must secure the consent of the executive committee of the union before accepting employ- ment in another office. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 371 Agreement Between the Union Printing Employers Association and the Printing Pressman's Union. ASSISTANTS AND HELPERS. Per Week. Cylinder assistants, apprentices $16.56 Newspaper assistants (blanket presses or patent inside). . 18.06 Helpers 18.56 Rotary web assistants (book and job room) 18.56 PONY PRESS. Per Week. Pony press assistants (24x36 and under) $13 . 56 APPRENTICES. 10. An apprentice pony press assistant must not be less than seventeen years of age, and shall receive such compensation as may be mutually agreed upon for the first year. At the expira- tion of the first year, the said apprentice shall make application to Press Assistants' Union No. 39, and if admitted shall receive the pony press scale as provided for in this agreement. It is further agreed that no female apprentice shall be employed. One apprentice shall be allowed to every four pony presses or fraction thereof. HELPERS. 11. The following shall govern as to the employment of helpers: One (1) helper shall be employed to every four (4) pressmen employed. A helper shall not be required to operate more than one cylinder press. This clause shall not be so con- strued as to conflict with the laws of the International Pressmen and Assistants' Union, which provide that any member of an Assistants' Union, who receives the journeyman's scale for run- ning two presses shall be eligible to become a journeyman press- man. Agreement Between the Photo Engravers' Club of Indianapolis and the Indianapolis Photo Engravers' Union. ARTICLE IV. ON APPRENTICES. Apprentices are to serve an apprenticeship of not less than five years, beginning at the age of sixteen or over. At the expira- tion of said time they may be allowed a period not to exceed three months to make satisfactory arrangements with his employers; 372 INDIANAPOLIS VOCATIONAL SURVEY any further extension of time to be by consent of both parties. That after medical examination all apprentices shall be indentured to and governed by the laws of this union. The number of apprentices shall be based upon the number of men in the shop at large at the ratio of one to five journeymen, and that the num- ber of apprentices so allowed to be apportioned among the various branches, one apprentice in a department, and additional appren- tices to be added only upon the basis of five additional journey- men in a department, except where less than five journeymen are employed in a shop, then one apprentice shall be allowed. There shall be a journeyman employed in every department where an apprentice is allowed. In the event that the working force is reduced and the apprentices exceed the ratio prescribed in this agreement, the last apprentice or apprentices shall be laid off to conform with this agreement, except where excess of appren- tices is due to the inability of the union to furnish the required journeymen. The minimum (scale per week) wages for appren- tices shall be as follows: First year, $3.00; for the second and third years an increase of $2.00 per week every six months until the completion of the apprenticeship term. There shall be no apprentices on night shifts. Agreement Between the Publishers' Association and the Indianapolis Stereotypers' Union. ON APPRENTICES. Section 3. Each office shall be entitled to one apprentice ; and a second apprentice shall be permitted when nine or more journey- men are employed. The pay of the apprentices is to be fixed by the office up to the end of the second year of service, after which they receive $2.25 per day or night for the third year, $2.50 for the fourth and $2.75 for the fifth year. Eight hour's work per day or night and relative overtime shall apply to apprentices, but the limitation of time between 6 and 6 o'clock day or night as fixed for journeymen in section 4 shall not apply to apprentices. An Agreement Between the Union Employing Printers' Association and the Indianapolis Bookbinders' and Bindery Girls' Local Union. ON APPRENTICES. Section 7. Each shop regularly employing one or more and less than five journeymen (male) shall be entitled to one male apprentice, and each shop regularly employing one or more and APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 373 less than five journeymen (female) shall be entitled to one female apprentice; and in both cases, male and female, each shop shall be entitled to one additional apprentice for every additional five persons, male or female. Each male apprentice must serve for a period of five years; each female apprentice must serve for a per- iod of four years, before being journeymen, male or female. Sec. 10. No female apprentice shall be allowed to oper- ate the following machines steadily: Sewing machines, folding machines, numbering machines, paging machines, stitching ma- chines, creasing, punching and perforating machines, or any other labor-saving device which may be installed. Sec. 11. No male apprentice shall be allowed to operate steadily or set any bookbinding machinery, except ruling machine. A Contract Between the Indianapolis Publishers' Association and the Mailers' Union No. 10. 9. There shall be one apprentice for each mailing room em- ploying five journeymen or more, and an additional apprentice may be allowed for every five additional journeymen above five, but any change in apprentices shall not operate so as to reduce the number of journeymen employed at the time the additional apprentice is added. The pay of apprentices shall be fixed by the office. When an apprentice has completed his term of apprenticeship he shall have the preference for a journeyman's position in the event of a vacancy or in the event of an increase of the torce. Individual Apprenticeship Contracts of Two Indianapolis Firms. Following are two individual contracts of Indianapolis firms, an automobile factory and a printing house. These contracts are the 'means by which these firms are endeavoring to train their own journeymen. APPRENTICES. (Individual contract of an automobile factory.) In order that worthy young men who are employed or wish employment as apprentices may have an opportunity to receive the highest training possible, that they may become pro- ficient workmen in the trade of their choice and thus be able to earn good wages at the completion of their apprenticeship, the following shall govern the employment, working schedule, discipline, education, and record of each apprentice. 374 INDIANAPOLIS VOCATIONAL SURVEY 1. EMPLOYMENT. To be eligible, each applicant must be at least sixteen (16) years of age a total abstainer from the use of tobacco or intoxi- cating liquors. He should be a graduate of high school this is not absolutely necessary if he apparently shows natural inclina- tion and ability. A copy of this notice shall be given to the applicant and to his parents or guardian and they shall agree to the terms and schedules herein mentioned before an apprentice contract is entered into. The minimum number of apprentices to be employed each year shall be as follows: Machinists one each month. Moulders one every six months. Patternmakers one each year. Painters one every six months. Machine woodworkers one each year. Carpenters one every three months. Trimmers one every six months. Electricians one every two years. Tinners one every six months. It shall be compulsory for apprentices working in the foundry to wear moulders' shoes and goggles while pouring the heat. 2. SCHEDULE. The apprentice course is extended over a period of four years and six months of which 1,350 working hours or about six months is a probationary period. The apprentice shall be given credit for 350 hours of the probationary period should an apprentice contract be entered into. The contract shall cover a period of 10,800 working hours which shall make up the following schedule governing the educa- tion and advancement of each apprentice. 3. MACHINIST. Probation period shall cover:: 675 hours in the foundry. 675 hours in the blacksmith. Contract period shall cover: 575 hours tool crib. 1,350 hours drill press. 1.350 hours milling machine. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 375 1,350 hours grinder. 1,350 hours turrett machine. 1,350 hours lathe. 2,700 hours class of work to be assigned according to grade. 4. NOTE In order to determine the class of work to be as- signed during the last period the apprentice shall be graded accord- ing to the number of points he has to his credit and shall be entitled to work as follows : 90% boys may work in tool room or motor assembly depart- ment. boys in C-l department may work in assembly depart- ment. 85% boys may work in assembly department. 80% boys may work at bench work, or have choice of any machine on which they have had experience. 5. MOULDERS. Probation period shall cover: 450 hours helping to make flasks. 900 hours foundry. Contract period shall cover : 1,350 hours moulder's helper. 1,350 hours bronze and aluminum moulding. 1,350 hours cupola. 1,350 hours machine moulding. 2,700 hours core making. 6. PATTERNMAKERS. Probation period shall cover: 450 hours core making. 900 hours moulding. Contract period shall cover: 2,050 hours metal work. 8,750 hours woodwork. 7. PAINTERS. Probation period shall cover: 675 hours sanding. 675 hours priming. Contract period shall cover: 675 hours general painting of mill machinery. 675 hours filler room work. 675 hours rough rubbing. 376 INDIANAPOLIS VOCATIONAL SURVEY 675 hours applying color in color room. 1,350 hours in varnish room. 1,350 hours on varnish rubbing deck. 2,700 hours painting on chassis. 2,700 hours general work on repainting cars. 8. MACHINE WOODWORKERS. Probation period shall cover:- 1,350 hours tool room. Contract period shall cover: 1,350 hours off-bearing on planer. 2,700 hours running planer. 2,700 hours running boring machine. 4,050 hours general machine work. 9. TRIMMERS. Probation period shall cover: 1,350 hours pasting. Contract period shall cover: 1,350 hours trimming doors. 1,350 hours trimming auxiliary seats. 1,350 hours running press. 1,350 hours making cushions. 2,700 hours hanging and making backs. 1,350 hours cutting. 900 hours pattern work. 450 hours general work. 10. ELECTRICIANS. Probation period shall cover: 1,350 hours handy boy. Contract period shall cover: 2,700 hours general helper. 2,700 hours automobile work. 2,700 hours repairing motors. 2,700 hours general work. 11. DISCIPLINE. A committee of five persons shall be appointed by the factory manager or superintendent, which shall hear all cases of boys needing disciplining and shall have the sole power to discharge or to determine the number of points to be deducted from the boy's record. This shall be done in the presence of the boy. For de- fined offenses deductions shall be made as follows: APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 377 1. One point for being late twice in one week. Two points for each offense if late more than twice in one week. 2. Two points for being absent without permission (sickness no excuse unless company is notified.) - 3. One point for each time apprentice is seen using tobacco or liquor. 4. Three points for carelessly breaking a machine, jig, fixture or tool, burning out a bearing in a machine or letting a spindle stick in a machine for the lack of oil. 12. EDUCATION. Except during the months of June, July and August, lectures will be given at least two nights each week in the engineering de- partment by engineers selected by the head of the engineering department. The topics shall be selected by the factory manager, superintendent or chief engineer. At least one lecture each month shall be given by the factory manager, superintendent or some foreman, and it shall be compulsory for all apprentices to attend these lectures. 13. RECORD. The timekeeping department shall keep an accurate record of the number of hours each apprentice works, and shall notify the superintendent at the completion of each period. They shall also give each apprentice credit for 1,000 points at the beginning of the contract period. All deductions shall be authorized by the disciplining board. At the completion of the contract period and before the apprentice is promoted, the superintendent shall have a meeting with the boy's foreman, department foreman, and general foreman to investigate the boy's record as to work- manship, habits, punctuality, and industry, and in the presence of the boy shall determine the promotion; also superintendent shall present apprentice with apprenticeship certificate and shall give him a check for the reward stipulated in the contract. MINOR EMPLOYEE CONTRACT. (of preceding firm.) This Agreement, made in duplicate this. day of 191 at Indianapolis, Indiana, be- tween , a corporation organized and existing under and by virtue of the laws of the State of Indiana, 378 INDIANAPOLIS VOCATIONAL SURVEY party of the first part, hereinafter called the company, and a minor, years of age on the day of 191 , and who, by signing this agreement evidences his consent thereto, parties of the second part, WITNESSETH : The company, in consideration of the agree- ments hereinafter contained to be performed by the second parties, hereby agrees to take said minor into its employ and ser- vice for a term of 10,800 hours, commencing with the first hour of service after the signing of this agreement and to give said minor an opportunity of learning the trade of as carried on by the company in its works and to give to the said minor the instruction and assistance necessary to enable him to learn said trade. The second parties agree that the said minor shall remain and serve the company for the full term, working in that time not less than 10,800 hours. Said full term of service shall consist of 4 per- iods of not less than 2,700 hours each, which must be completed before the succeeding period begins, except that the minor, upon giving six days' notice to the company, may terminate his em- ployment and this agreement at any time during the first 675 hours of the term of his service. In case said minor is required to work more than 60 hours in one week or on Sundays, he is to receive for such overtime one and one-quarter the rate he at that time is receiving for day work. The second parties agree that said minor shall diligently and faithfully work for and serve the company during the said term in such branches of said trade as its superintendent may direct, and further that the minor shall at all times perform his work as faithfully and skilfully as he may be able to do and in all respects conform to and obey the rules and regulations of the company and faithfully keep all the trade and business secrets of the com- pany, and shall not join any trade union or auxiliary association to any trade union during said term of service. It is further mutually agreed that should said minor fail to comply with any of the above requirements, or be repeatedly absent from work without leave, or go out on any strike, or, if his want of application or ability as a mechanic shall be found such that his services, in the judgment of the company, are not worth the wages paid to him, or if for business reasons it becomes necessary to close the shops or reduce the number of employees, APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 379 or for any other good and sufficient reason, then the company may annul this agreement and dismiss said minor without any further compensation than the hourly wages due or already paid him. In consideration of the services and agreements to be per- formed by the second parties, the company agrees to pay said minor, who is hereby authorized to receive and receipt for the same, the following wages to be paid on the regular pay days of the company: For the first period of 2,700 hours. cents per hour. For the 2nd period of 2,700 hours cents per hour. For the 3rd period of 2,700 hours cents per hour. For the 4th period of 2,700 hours cents per hour. It is further covenanted and agreed that when said minor shall have fully completed his term of service of 10,800 hours, as here- tofore provided, he shall be entitled to and is hereby authorized to receive, and shall be paid by the company a gratuity of .. Dollars, not as wages, but in addition to his regu- lar wages, as a reward for the faithful performance of this agree- ment. IN WITNESS WHEREOF: The parties have hereunto sub- scribed their names the day and year written above. By . (Seal). (Seal). APPRENTICE EMPLOYMENT CONTRACT. (Used in only one printing establishment.) THIS INDENTURE, made and entered into this 1st day of by and between guardian of , , a minor 19 years of age, and the said , whose consent to the making of this Indenture is expressed and testified to by his becoming a party hereto and signing the same, parties of the first part, and , party of the second part. WITNESSETH, that said hereby agrees to employ said to complete his apprenticeship at the trade of at their plant for the term of ( ) years from the first day of 380 INDIANAPOLIS VOCATIONAL SURVEY It is understood that the work of said shall be under the direction of the company and subject to the rules and regulations of the company, and it is further understood that ( ) hours shall constitute a week's work. And the said agrees to faithfully serve and perform all the duties of an apprentice to the said and that he will not absent himself from his place without previous permission unless compelled by sickness or unavoidable accident. That he will be prompt and regular at his work and will strive to perform, to the best of his ability, the work required of him. That he will neither waste the goods, or needlessly injure or de- stroy any machinery, tools or other property that may be put in his hands or under his control. That he will use his best efforts to complete such work as may be given to him, to the satisfaction of his employer. If said apprentice shall fail to perform the work of said _in a satisfactory manner or shall prove idle or unteach- able or disobedient, or violates this agreement, the said. jf they choose, may be released from all obligations under this contract. IN CONSIDERATION WHEREOF, the said agree to teach or cause to be taught, said , the trade of in the depart- ment as fully as completely as the same may be in the power of the respective parties to teach and receive, and to pay, or cause to be paid, by the said to the said , for his service as an apprentice, as aforesaid, wages at the rate of not less than c. per hour for ( ) to ( ) hours work per week until July 1st, , at which date his compensation shall be increased to c . per hour and each six months thereafter his com- pensation shall be increased not less than the rate of c. per hour, provided he shows proper improvement in his work and gives faithful and satisfactory service, and provided further, that payment for all time which the said may be absent from his workroom of said company is to be deducted from the sum otherwise by this agreement due from, and payable by the said company to the said apprentice. In case of destruction or injury to plant or machinery by fire, explosion, necessity for repairs, disturbance of business by strike APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 381 or other cause or calamity beyond our control, we shall have the right to shut down our plant in whole or in part until the cause of such stoppage shall, with proper diligence and dispatch, be overcome, and during such time we will not be liable for wages or damages. In case we shall, by reason of dullness of trade or otherwise, fail to give you work in each of four successive weeks, amounting to at least seventy-five per cent of full schedule amount under this contract, then you shall have the option either to cancel this agreement, or to accept such work furnished at proportional wages in fulfillment of the covenant in this respect, provided however, you must elect to cancel this contract during said term of dull- ness of trade, and not after continued employment is again fur- nished you. IN TESTIMONY WHEREOF, the said parties have here- unto set their hands to duplicate copies hereof the day and date above written. Guardian. Apprentice. By . Accepted ,. VI. APPRENTICESHIPS AND EDUCATIONAL AGREEMENTS. Following these Indianapolis trade regulations and agreements are some which show what is being done in other cities to solve this question of the production of skilled workmen. Some of these are the rules of a trade itself, while others are contracts into which the schools of various cities have entered in order to assist in the training of apprentices, while others are types of appren- ticeship regulations in large corporations throughout the country. Industrial Education at York, Pa. At York, Pennsylvania, the joint efforts of the school board and the manufacturers' association, have brought about a work- ing agreement which makes it possible for apprentices to receive four years of industrial training in the high school. The members of the manufacturers' association, realizing the value of this train- ing for their apprentices, not only endorse the plan but offer prizes for efficiency, one-third based on an apprentice's scholar- ship and two-thirds based on his shop efficiency. The rules and 382 INDIANAPOLIS VOCATIONAL SURVEY agreements following here make it evident that an apprentice is working toward a certain shop, and that his training there is clearly specified. Rules and Conditions. UNDER WHICH SPECIAL APPRENTICES TAKING THE FOUR- YEAR CO-OPERATIVE INDUSTRIAL COURSE AT THE HIGH SCHOOL OF YORK, PA., ARE RECEIVED FOR INSTRUCTION AT THE WORKS OF 1st. The applicant for apprenticeship under this agreement must have satisfactorily met requirements for entrance to this course at the York High School. 2d. The apprentice is to work for us continuously, well and faithfully, under such rules and regulations as may prevail at the works of the above company for the term of 5,400 hours, com- mencing with the acceptance of this agreement, in such capacity and on such work as specified below. AND SUCH OTHER WORK, ACCORDING TO THE CAPABILITY OF THE APPRENTICE, AS PERTAINS TO OUR BRANCH OF MANUFACTURING. This arrangement of work to be binding unless changed by mutual agreement of all parties to this contract. 3rd. This contract becomes null and void if and when the co-operative industrial course of' the York High School is dis- continued. 4th. The apprentice shall report to his employer for work every alternate week when the York High School is in session, and on all working days when the said high school is not in session, except during vacation periods provided below and he shall be paid only for actual time as such work. 5th. The apprentice is to have a vacation, without pay, of two weeks each year, during school vacation. 6th. The employer reserves the right to suspend regular work wholly, or in part, at any time it may be deemed necessary. 7th. Should the conduct or work of the apprentice not be satisfactory to employer or to said high school authorities, he may be suspended for a time, or dismissed, by the employer without APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 383 previous notice. The first two months of the apprentice's shop work are considered a trial time. 8th. Lost time at either school or shop shall be made up be- fore the expiration of each period, at the rate of wages paid during said period, and no period of service shall commence till after all lost time by the apprentice, at either shop or school, in the pre- ceding period shall have been fully made up. 9th. Apprentices must purchase from time to time such tools as may be required for doing rapid and accurate work. 10th. The said term of 5,400 hours (three-year shop term), shall be divided into six weeks as stated below, and the compensa- tion shall be as follows, payable on regular pay days to each apprentice. For the first period of 900 hours cents per hour. For the second period of 900 hours cents per hour. For the third period of 900 hours cents per hour. For the fourth period of 900 hours cents per hour. For the fifth period of 900 hours cents per hour. For the sixth period of 900 hours cents per hour. llth. The above wage scale shall begin the first week the apprentice enters upon the first year of shop work of the high school industrial course. These papers, subject to the two months' trial noted in para- graph 7, shall be signed by the parties to the contract at the time the boy enters the shop. The satisfactory fulfilment of the conditions of this contract leads to a diploma, unless the course is discontinued, to be con- ferred upon the apprentice by the board of school directors of the school district of the city of York, Pa., upon his graduation; which diploma shall also be signed by an officer of the company with which he served his apprenticeship after serving the specified time. At a. regular meeting of the board of school directors of the school district of the city of York, Pennsylvania, held on the 8th day of February, 1912, the following resolution was adopted: "Resolved, that suitable diplomas, executed by the authorities of this school district, and countersigned by the respective em- ployers, be awarded to all such students who may complete the co-operative industrial course, as provided in the curriculum of the high school, to the satisfaction of the school authorities and 384 INDIANAPOLIS VOCATIONAL SURVEY of the respective employers, the latter to be evidenced by report to that effect to the school board, by such employers." Certified from the minutes of said board this 9th day of February, 1912. Secretary. AGREEMENT. I, by and with the (Applicant's name in full.) consent of my parent (Parent or guardians's name) or guardian, who evidences his consent by entering into this agreement, hereby request (First name) to receive me into their works, thereby giving me an opportunity of learning the trade of (Trade.) at my own risk of life, bodily injury, and health, and under and subject to the foregoing rules and conditions, to which I expressly agree, and which I accept as a part of this agreement ; and I hereby covenant, promise and agree, in consideration of the premises, to be bound and governed by said rules and conditions, and, further, to well and faithfully perform my duties. I consent to this agreement, and request (Firm's name.) to receive said (Applicant's name.) as above, and in consideration of the premises, I, his (Parent or guardian.) hereby become responsible to as security for the faithful performance of this agreement. In witness whereof, we have hereunto set our hand this day of _A. D. 191_ (Applicant's signature.) (Parent or guardian's signature.) WITNESS: APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 385 AGREEMENT OF RELATIVE OR GUARDIAN. I, of the above named (Parent or guardian.) .do hereby give my consent to (Apprentice.) his entering the employ of the said (Employer.) upon the terms named in the above articles of agreement; and I further agree that in consideration of such employment the wages of my earnings of my said shall (Son or ward.) be paid directly to him, and I hereby release all claim that I now have or may have hereafter thereto. Dated at this day of 191 (Parent or guardian.) WITNESS: We hereby accept the applicant as apprentice under the above rules and conditions, this day of A. D. 191 (Firm's name.) WITNESS: This is to certify that the within named- completed his term of apprenticeship. Dull-season Schools in Chicago. FOR CARPENTERS' APPRENTICES. Arrangements have been made in Chicago by which six schools are opened each year to carpenters' apprentices during the dull season in that trade. Because a capenter's practical knowledge as a rule far exceeds his technical knowledge (causing a loss both of time and materials), through these six schools an endeavor is 664725 386 INDIANAPOLIS VOCATIONAL SURVEY being made to start the apprentice's technical training. A reading of the following agreement will show that there is compulsory attendance at these classes. CARPENTER APPRENTICES. APPRENTICE RULES ADOPTED BY THE JOINT ARBITRATION BOARD OF THE CARPENTER CONTRACTORS' ASSOCIATION OF CHICAGO, AND THE CARPENTERS' DISTRICT COUNCIL OF CHICAGO, COOK COUNTY AND VICINITY. ARTICLE XVI. Section 1. Each responsible party to this agreement shall have the right to teach his trade to apprentices and the said apprentices shall serve four years, as prescribed in the apprentice rules as agreed upon by the joint arbitration board, and shall be subject to the control of the said arbitration board. Sec. 2. Apprentices shall be under the jurisdiction of the joint arbitration board, which has the authority to control them and protect their interests subject to approved indentures entered into with their employers and the rules adopted by the joint board. Sec. 3. The applicant for apprenticeship shall not be more than 17 years of age at the time of making application, except under conditions satisfactory to the two presidents. Applicants more than 17 years old must bring satisfactory proof of having worked at the trade. Sec. 4. The contractor taking an apprentice shall engage to keep him at work in the trade for nine consecutive months in each year, and see that during the remaining three months of the year the apprentice attends school during January, February and March, and a certificate of attendance from the principal of the school attended must be furnished the joint arbitration board as a compliance with this requirement, before he is allowed to work during the coming year. Sec. 5. A contractor taking an apprentice shall keep him steadily at work or school; failing to do so, he shall pay him the same as though he had worked for him. Sec. 6. In case an apprentice at the end of his term of four years, for want of proper instruction in the trade is not a proficient workman, and, if after a thorough investigation the joint arbitration board finds the contractor to whom he was ap- APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 387 prenticed did not give him proper instruction and an opportunity to learn his trade, he may be required to serve another year, with whom he and the joint arbitration board may determine, and at a rate of wages (less than the minimum) in his trade they may determine, and the difference between that rate and the minimum scale in his trade shall be paid him through the joint arbitration board by the contractor to whom he was apprenticed. Sec. 7.. A contractor entitled to an apprentice may take one on trial for two weeks, provided that applicant holds a permit from the joint arbitration board, and if after said trial, conditions are satisfactory to both parties, they will be required to sign indentures agreeable to the joint arbitration board. If not satis- factory the contractor is not bound to indenture him, but he will be required to pay the boy $6.00 per week for the two weeks. No boy will be allowed a trial with more than two contractors, or a contractor with more than two boys consecutively. Sec. 8. The rate of wages of an apprentice at the date of indenture shall in no case be less than $364.00 for the first year, $442.00 for the second year, $520.00 for the third year, $676.00 for the fourth year, payable in lawful money of the United States, and shall be paid in fifty-two weekly installments at the following rate per week of: Seven dollars for the first year, $8.50 for the second year, $10.00 for the third year, and $13.00 for the fourth year. Sec. 9. The issuing of permits for an apprentice to work for another contractor when the one to whom he is apprenticed has no work shall be left to the joint arbitration board. Sec. 10. The contractor shall not have more than two apprentices at any one time. Sec. 11. Contractors shall be allowed apprentices on the following basis: Yearly average of four journeymen, one appren- tice. Yearly average of ten journeymen, two apprentices. Sec. 12. The apprentice, upon completing his indenture, shall report to the joint arbitration board and shall, after furnish- ing said board with satisfactory proof of his competency as a skillful mechanic in his trade, receive a certificate approved by the board which shall entitle him to a journeyman working card. ARTICLE XVII. It is further agreed by and between the parties hereto that power shall be vested in the joint arbitration board to interpret the spirit as well as the letter of this agreement, and in order to 388 INDIANAPOLIS VOCATIONAL SURVEY maintain justice and equity between the parties hereto, the joint arbitration board is hereby given power to enforce the spirit as well as the letter of this agreement. ARTICLE XVIII. TERMINATION. It is agreed by the parties to this agreement, that it shall be in full force between the parties hereto until May 31, 1918. Apprenticeship Schools of the Santa Fe Railroad. Because of a dearth of skilled labor in their shops, apprentice instruction was introduced about 1905 by the following railroads: The Grand Trunk; the Santa Fe; the Delaware, Lackawanna and Western; the Erie and others. Although many industries are not able under existing conditions to obtain apprentices, the railroads have proved that if an industry is made sufficiently attractive, there will be no lack of apprentices. As a result of this theory, the shops have their full quota of apprentices and in many cases there is a waiting list. In the shops of the Santa Fe the boys are taught shop mathe- matics, mechanical drawing, spelling, business letter writing, elements of mechanics and physics receiving shop training at the same time. The company has followed the policy of filling vacancies from the ranks of the graduates of its apprenticeship school. A copy of its apprenticeship contract follows: Santa Fe Railroad MOTIVE POWER DEPARTMENT. .(Trade). APPRENTICESHIP INDENTURE Indenture, Made this day of , 191 , between of the city of , county of_ and State of and (hereinafter called the "Apprentice"), of the first part of the city of , county of APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 389 and State of , his (Fill in word parent or guardian.) of the second part, and as the case may be.) a corporation organized under the laws of (hereinafter called the "master"), of the third part. The said apprentice, being of the age of years and months, having been born on the day of , 1 , and being desirous of learning the art or trade of as conducted by said master, of his own free will and accord and with the consent of his said , doth by these presents place and (Parent or guardian.) bind himself as an apprentice to the said master for the purpose of learning said art or trade for a period of four years, three hundred days of ten hours each, actual work, to constitute a year, during all of which time he, the said apprentice, will faithfully serve his said master when there is work for him to do, keeping its business secrets and obeying its lawful commands and the commands of its agents. He shall not waste its goods or loan them without author- ity to another person. He shall not absent himself from its service, except on leave of absence from the proper officer; but in all things and at all times he shall carry and behave himself as a good and faithful apprentice ought during the whole time or term aforesaid, complying with the rules and regulations of said master in respect to such work; and the said apprentice agrees, for himself, his heirs, executors and administrators, to assume all the risks incident to the work of said master to which he may be set, and to hold said master harmless against any claims or causes of action for or on account of injury received by him in or by such work or arising from any accident from any cause whatsoever, and exonerates and releases said master from any liability for or on account of injury received by him in or about such work as he may be put to. And the said second party doth hereby, for himself or them- selves, as the case may be, his or their executors and adminis- trators, covenant with said master, its successors and assigns, that the said apprentice will, during the said term, faithfully serve the said master, its successors and assigns, according to the stipu- lations herein contained, and will fully observe and be bound by said stipulations; and that said second party will, during said term, provide the said apprentice with food, meat, drink, washing and 390 INDIANAPOLIS VOCATIONAL SURVEY lodging, and also all manner of necessary and becoming wearing apparel, and in case of sickness with medicine and professional attendance; and further that in case said apprentice shall in any way or manner become injured from any cause whatsoever while working under or for said master from which any damage, loss of time, loss of service, expense of maintenance shall be incurred or shall result, the said second party shall and hereby does fully and completely release, satisfy and discharge the said master, its successors and assigns, from any and every claim or cause of action therefor, and shall and will indemnify and protect the said master, its successors and assigns, from and against any such claims or causes of action, as well as against all claims, suits and actions which may be made or brought by said apprentice or other parties for or on account of any such injury or damage resulting from the same. In consideration whereof. The said master hereby agrees that it will give the said apprentice an opportunity to learn, and will expect him to learn, the art or trade of as carried on in its shops and consistent with the requirements of said master, advancing said apprentice according to his ability in becoming skilled in the art; and also to pay, or cause to be paid, unto said second party, or as said second party shall direct, for each day's work of ten (10) hours actually performed under the direction of said master, or its authorized agents, as follows : During first six months beginning 191 per day. During second six months of said term During third six months During fourth six months During fifth six months During sixth six months During seventh six months. During eighth six months_ payable on the usual payday of said master after the end of each month, less hospital dues collected for the hospital association; and if during the aforesaid apprenticeship term the said apprentice shall not leave the service of the master and shall not be discharged for any violation of the terms of this indenture, or for any other cause for which the said master may suspend or dismiss said apprentice, but said apprentice shall have faithfully served said master during said term, said master will pay, or cause to be paid, at the end of said term of apprenticeship, an additional sum of seventy-five ($75.00); and if said apprentice shall thereinafter APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 391 continue in the service of and faithfully serve the master for a further period of six (6) calendar months after he has completed his apprenticeship, said master will then pay said apprentice the sum of seventy-five dollars ($75.00) as a bonus in addition to the agreed wages which may have been earned. And the said master further agrees at the time of the expiration of said term of apprenticeship, if said apprentice fully complies with the terms of this indenture, and has not been previously dismissed by said master, to execute and deliver to said apprentice, if demanded, a certificate stating in full the length of time said apprentice has worked for or served said master in said art or trade. It is further agreed and understood that said master shall have the right to suspend or dismiss said apprentice from the service at any time during the apprenticeship term should he fail to perform the duties required of him in a satisfactory manner, or if he becomes a member of the. and in such case the additional sums to be paid as aforesaid on the expiration of said apprenticeship term and thereafter shall be retained by and be forfeited to said master; and should said apprentice absent himself from the works of said master when it has work for him, such absent time shall be de- ducted, and the additional sums above mentioned shall not be payable. Said second party hereby directs and authorizes said master to < pay all the aforesaid sums herein before provided, when payable, direct to said apprentice, and agrees that at all times the receipt of said apprentice for any sum so paid or received shall be a full and complete discharge and acquittance of said master, anything in this indenture to the contrary notwithstanding. In testimony whereof, The said apprentice and said second party have hereunto set their hands and seals, and the said master has caused this instrument to be executed by its proper officers, the day and year first above written. (Signature of apprentice) (Seal.) (Signature of parent or guardian) (Seal.) By_ Its- Approved Mechanical superintendent. Approved- Supervisor of apprentices. 392 INDIANAPOLIS VOCATIONAL SURVEY Apprenticeship Agreement Lackawanna Steel Company. The Lackawanna Steel Company has apprenticeships covering the occupations of electricians, roll turners, machinists, moulders carpenters, boilermakers, blacksmiths, patternmakers, with a specific graduated scale of wages in each kind of employment. It does not demand compulsory attendance at an industrial school, but encourages it by shortening the period of apprenticeship with "the completion of a course of instruction in some established school approved by said company." Re-apprenticeship Agreement Lackawanna Steel Company. Agreement made and entered into this day of ,191 between the LACKAWANNA STEEL COMPANY, party of the first part, hereinafter referred to as the "company," and , party of the second part, hereinafter referred to as the "apprentice," being the age of years. WITNESSETH: That whereas, the said apprentice desires to enter the service of the said company in its department with the purpose of learning the business, as applied by said company. Now therefore, in consideration of the premises, and the mutual agreements hereinafter set forth, the parties hereto do covenant and agree as follows, to wit : First Said apprentice agrees to serve said Lackawanna Steel Company in said department faithfully and comply with all the rules and regulations adopted by said company in said department. Second The duration of said apprenticeship shall be four (4) years, and during the first year thereof said apprentice shall be known as the first grade; during the second year as of the second grade; during the third year as of the third grade; and during the fourth year as of the fourth grade, provided, however, that said company may at any time in its discretion allow to said apprentice credits advancing him in his then grade for (1) previous experience with said company or others; (2) the completion of a course of instruction in some established school approved by said company; or (3) meritorious progress during this agreement. Such credits, however, will not exceed one year for school training, and not exceed two years for experience, unless such experience shall have been obtained in the shop of the company. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 393 Third It is contemplated by the parties hereto that the first six months of said apprenticeship shall be a period of probation, during which the said company is to determine whether the progress of said apprentice is satisfactory and whether it desires to retain his service. The said company and said apprentice, however, expressly reserve the right to terminate this agreement at its or his discretion at any time, either during such a period of probation or thereafter. Fourth The said company shall pay the said apprentice for his service as aforesaid, while he is of the first grade at the rate of per hour; while he is of the second grade at the rate of - per hour; while he is of the third grade at the rate of per hour; and while he is of the fourth grade at the rate of per hour; and also at the completion of his service in the fourth grade the sum of and thereafter at the regular standard rate paid at that time, provided the company has work to offer him. Executed at the day and year first above written. LACKAWANNA STEEL COMPANY By. (Seal.) I, : of my minor son, who is of the age of years, hereby make application to the Lack- awanna Steel Company to receive and continue in its employ the said as an apprentice in its depart- ment of its works. In consideration of such em- ployment, I do hereby emancipate said minor, and I agree that any and all salary or wages that may be owing for work or labor performed by him for the said company shall be entered to his credit and paid him directly by the treasurer or paymaster of said company, and I hereby authorize such payments, agreeing that his receipt therefor shall be sufficient and binding upon me. I do hereby further release and discharge the LACKAWANNA STEEL COMPANY of and from all claims and demands for the value of his services during his minority. My said son was born in the town of county of . . and State of : on the day of A. D. 394 INDIANAPOLIS VOCATIONAL SURVEY WITNESSETH my hand and seal at day of __, A. D. 191... .this WITNESS: .(SEAL.) CREDITS ALLOWED. Reason for Allowance. Date Allowed. Amount. Time Expired (1) (2) (3) (4) (5) This is to certify that. -has this. -day of. 19 , completed his full term of appren- ticeship as set forth in this agreement. LACKAWANNA STEEL COMPANY, By Some Trade-Educational Agreements at Buffalo, New York. Apprenticeship agreements concerning training of machinists, patternmakers and printers in the city of Buffalo. These have been made between the unions in those trades and the department of public instruction in said city. Apprenticeship Agreement With Machinists' Union. 1st. Any boy between the ages of 14 and 16 years, who takes a complete two-year course in machine-shop practice in the day vocational school, shall be considered a journeyman machinist, providing he serves an additional two years and one-half at the trade as an apprentice machinist. 2nd. Any boy taking a two-year course in the day vocational school in machine shop practice, from 16 to 18 years of age, shall APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 395 be considered a journeyman machinist, providing he serves an additional two years at the trade as an apprentice machinist. 3rd. Any boy taking a four-year course in the day vocational school at machine shop practice, from 14 to 18 years of age, shall be considered a journeyman machinist, after serving a year and one-half as a machinist apprentice. 4th. Any boy taking a two-year course in the evening voca- tional school at machine shop practice and who may be serving his apprenticeship in a machine shop, shall be considered a jour- neyman machinist after serving three years as an apprentice. 5th. It shall be understood that members of the Interna- tional Association of Machinists shall not be required to permit the employment of more than one apprentice to every five jour- neymen machinists employed in any establishment. 6th. The members of the International Association of Ma- chinists, District No. 12 shall whenever possible give preference to machine shop apprentices, who are taking a course in machine shop training under the direct supervision of the Department of Public Instruction in the city of Buffalo. These rules are to remain in full force and effect until such time that they are superseded by another set of rules, drafted between a committee composed of representatives of the Department of Public Instruction, who have charge of the machine shop practice and representatives of the International Association of Machinists. The committee selected shall consist of three representatives from the school and three representatives from the International Association of Machinists. Apprenticeship Agreement Entered Into By Patternmakers' Association of Buffalo and Vicinity With Department of Public Instruction, Buffalo, New York. Resolved: That the Patternmakers' Association of Buffalo and vicinity allow six months from a five-year term of apprenticeship, for any boy graduating in a two-year course of patternmaking. p| That six months be allowed for boys who have had no school course and are serving an apprenticeship at the trade, on a 75 per cent attendance at night school or a 75 per cent attendance of one-half day each week in day school pertaining to patternmaking, and during at least four years of their apprenticeship. No time allowed off on any boy or apprentice unless satisfied 396 INDIANAPOLIS VOCATIONAL SURVEY by the men in the shop, the instructor in the school and the exe- cutive committee of the Patternmakers' Association. That the above resolutions be adopted as a trial and, if found at any time to be impractical they shall be discontinued, and followed out only as to the boys who came under the agreement during its existence. Adopted August 18, 1914. Apprenticeship Agreement Entered Into By Typographical Union No. 9 with the Printing Department of Vocational School No. 11, Department of Public Instruction, Buffalo, N. Y. This apprenticeship agreement made and entered into on the first day of March, 1914, by Typographical Union No. 9 with Vocational School No. 11, Buffalo, N. Y., is as follows: DAY SCHOOL GRADUATES. 1. Graduates of the two-year day vocational course in printing shall be credited by the union with one year on their term of apprenticeship. ADVANCED DAY COURSE GRADUATES. 2. Graduates who remain at the school and complete the two-year advanced day vocational course, shall be credited by the union with an additional year on their apprenticeship. GRADUATES WHO TAKE ADVANCED EVENING SCHOOL WORK. 3. Graduates who enroll in the evening advanced vocational course for two years during their apprenticeship (provided they attend 75 per cent of the time and make commendable progress), shall be credited by the union with an additional one-half year on their term of apprenticeship. NON-GRADUATES WHO ATTEND EVENING SCHOOL. 4. Apprentices already in the trade who are not graduates of the two-year day vocational course, but enroll in the evening school for two years (provided they attend 85 per cent of the time and make commendable progress), shall be credited by the union with one-half year on their term of apprenticeship. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 397 Trade Agreements at Rochester, N. Y. Rochester, New York, has a system for trying out school children in various occupations, with the ultimate purpose of allowing them to "find themselves" before leaving school. They may "try-out" as painters, paperhangers, sheet-metal workers, machinists, plumbers. In case a child shows exceptional ability, he may be selected to enter prevocational work in his desired trade, with a stated agree- ment with the employers of his industry as to the exact terms under which he will be admitted into the trade. Copies of these agreements follow. Apprenticeship Plan Between the Shop School and the Master House Painters and Decorators of Rochester. I. The shop school shall give to boys who are not less than 14 years old and who have completed at least the 6th grade, or prefer- ably to boys who have completed the work of the elementary schools, a general industrial or "try-out" course of such length as the school authorities may deem necessary, and shall select those who have an aptitude for and an ambition toward the trades of painting and paperhanging. II. The shop school shall give boys thus selected a prepara- tory course of approximately two years, one-half of each day being spent in shop practice and the other half in the study of shop mathematics, mechanical drawing, applied science, industrial history, civics and English. III. Upon the satisfactory completion of this course the Master House Painters and Decorators of Rochester shall employ these boys for a three-year apprenticeship in such numbers as trade conditions shall warrant, at the following scale of wages : $1 1 . 00 per week for the first year. 14 . 00 per week for the second year. 17.00 per week for the third year. In addition to these wages each employer shall deposit in a trust fund $1.00 weekly for each boy thus employed. Deposit shall be made at least quarterly. Upon the completion of the three years' apprenticeship this trust fund of $205.00 shall be turned over to the apprentice. In the event of a failure for any reason to complete the apprenticeship, the part of the trust fund that has accumulated shall be turned over to the painting and decorat- 398 INDIANAPOLIS VOCATIONAL SURVEY ing department of the school to be used for equipment or furnish- ings. This trust fund shall be administered by a committee com- posed of the president of the Master House Painters and Decorators Association and the superintendent of schools. IV. During the three years' apprenticeship the employer shall allow the boy, during working hours, an amount of time off equivalent to one-halfj day each week for continuing his studies, such time to be taken when trade conditions will best permit. V. The first three months of employment as provided in Articles III and IV shall be considered a probationary period and the diploma of the school shall not be awarded until the satis- factory completion of this probationary period. VI. The members of the Master House Painters and Decor- ators Association shall select a committee of three of their number who shall, first, inspect frequently the work of the shop school and offer criticisms and suggestions for the improvement of the work; second, suggest tests that shall measure the pupils' progress in manipulative skill and technical knowledge; third, suggest tests that shall measure the qualifications of the boys for graduation. Apprenticeship Plan Between the Shop School and the Metal Working and Machinists, Employers of Rochester, New York. 1. The shop schools shall give to boys who are not less than 14 years of age and who have completed at least the sixth grade or preferably to boys who have completed the work of the ele- mentary schools, a general industrial or "try-out" course of such length as the school authorities may deem necessary, and shall select those who have an aptitude for and an ambition toward the trades of metal work and machine work. 2. The shop school shall give boys thus selected a preparatory course of approximately two years, one-half of each day being spent in shop practice and the other half in the study of shop mathematics, mechanical drawing, applied science, industrial history, civics and English. 3. Upon the satisfactory completion of this course the metal trades employers of Rochester shall employ these boys in such numbers as trade conditions or shop management shall warrant, at the following scale of wages: $ 8 . 00 for the first six months. 9 . 00 for the second six months. 10 . 00 for the third six months. 1 1 . 00 for the fourth six months. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 399 4. Upon the satisfactory completion of the two years' ap- prenticeship in the shop of the employer, the employer shall pay to the boy a bonus, in addition to his salary and not as any part thereof, the sum of $100.00. 5. During the two years' apprenticeship the employer shall allow the boy, during working hours, an amount of time off equivalent to one-half day each week for continuing his studies, such time to be taken when manufacturing conditions will best permit. 6. The first three months of employment as provided in articles 3 and 5 shall be considered a probationary period and the diploma of the school shall not be awarded until the satisfactory completion of this probationary period. 7. The members of the metal working and machine industry shall select a committee of three of their number who shall, first, inspect frequently the work of the shop school and offer criticisms and suggestions for the improvement of the work; second, suggest tests that shall measure the pupils' progress in manipulative skill and technical knowledge; third, suggest tests that shall measure the qualifications of the boys for graduation. Proposition Adopted by the Master Plumbers' Association. 1. The shop school shall give to boys who are not less than 14 years old and who have completed at least the sixth grade or preferably to boys who have completed the work of the elementary schools, a general industrial or "try-out" course of such length as the school authorities may deem necessary, and shall select those who have an aptitude for and an ambition toward the trade of plumbing. Note: This try-out course is to determine whether a boy might become fitted by further training for a particular trade. 2. The shop school shall give boys thus selected a preparatory course of approximately two years, one-half of each day being spent in shop theory and practice, and the other half in the study of shop mathematics, mechanical drawing and blueprint reading, applied science, industrial history, civics and English. 3. Upon the satisfactory completion of this course the master plumbers of Rochester shall employ these boys for a four-year apprenticeship in such numbers as trade conditions and shop practice shall warrant, at an initial wage of $5.00 per week and substantial increases, depending upon the ability of the boy. 400 INDIANAPOLIS VOCATIONAL SURVEY 4. The employer shall advise these boys to secure still further training by attendance in evening school. 5. The first three months of employment as provided in articles 3 and 4 shall be considered a probationary period, and the diploma of the school shall not be awarded until the satisfactory completion of this probationary period. 6. The members of the Master Plumbers' Association shall select a committee of three (3) of their number who shall : First, inspect frequently the work of the shop school and offer criticisms and suggestions for the improvement of the work. Second, suggest tests that shall measure the pupil's progress in manipulative skill and technical knowledge. Third, suggest tests that shall measure the qualifications of boys for graduation. Indorsed by MASTER PLUMBERS' ASSOCIATION, (Consisting of 62 firms.) March 2nd, 1915. The following are the contracts of corporations having their own apprenticeship schools, and who outline their own courses. American Locomotive Company Shop Apprentice Course. The American Locomotive Company offers to a limited number of young men the opportunity to learn the mechanical trades as practiced in the shops. ENTRANCE REQUIREMENTS: Young men not less than sixteen years of age, physically strong and of good character, and who appear to possess the necessary ability will be eligible for apprenticeship. It is required that applicants shall have received instruction in common school subjects and they should be able to solve problems in fractions, decimals and percentage, and to write legibly. TERM: Apprentices will serve for a term of four years. Only the actual number of hours served will count on the apprentice course, although the company may, in times of business depression, make such allowance as seems proper, but this allowance will APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 401 not exceed ten per cent of the entire term of apprenticeship. The company does not guarantee to retain apprentices during periods of depression, although every effort will be made to keep them at work as long as possible. RATES AND HOURS: Information concerning rates of pay and hours of work will be furnished upon application. Increase in rates will be based upon completion of the required number of hours for each period, provided satisfactory work has been done. SCHOOL: In plants where the company conducts an evening school, each apprentice is required to attend such school one evening per week, two hours per session, unless excused for some good reason. At plants where schools are not now organized apprentices accept- ing positions do so with the understanding that they will attend such schools when established later. All school equipment, including tuition, textbooks and necessary stationery, will be furnished apprentices free of charge. WORK SCHEDULE: The company will give to each apprentice the best possible opportunity to gain experience in the various kinds of work done in his department', in accordance with a carefully arranged work schedule and under proper instruction. When the condition of business requires it, the company will vary from this schedule and give apprentices any available work to keep them employed. DISMISSAL: Apprentices who prove incompetent or are guilty of misde- meanor or who fail to take the necessary interest in shop or school work, may be dropped from the apprentice roll during any part of the course. AGREEMENT: No written agreement is required of apprentices, but appli- cants accepting positions by so doing agree to be governed by the conditions stated above and the company by admitting them agrees to fulfill its part of the apprentice plan. 664726 402 INDIANAPOLIS VOCATIONAL SURVEY AMERICAN LOCOMOTIVE COMPANY. OUTLINE OF APPRENTICE COURSES. ITEM. SHOP. DRAWING ROOM. Departments. Location of plants. . . . Length of course Age limits School requirements. . Trial period How started. . Supervision. . . Advancement . Basis for increase in pay School. Studies. Blacksmith, boiler, carpenter, core, moulding, machine, pattern, paint, pipe, repair, electric, tank, tool, tin and copper Schenectady, N. Y., Dunkirk, N. Y. Richmond, Va., Pittsburgh, Pa. Paterson, N. J., Montreal, Can. Four years for all trades except electric repairing, in which two and three- year courses are arranged to suit local conditions. 16 or over. 5th to 8th grades according to the needs of the trade. None. Directly in shop on productive work, beginning with simple tasks (not errand work) and advancing as abil- ity develops. Apprentice supervisor who devotes all or part of his time to instructing ap- prentices. Apprentice moved at stated intervals from one class of work to another, covering all important lines in the department. Completion of required number of hours for each term and the doing of satisfactory work. Night school during winter months, two hours per week. Subjects related to the trade, such as shop practice, mathematics, physics, mechanics, geometry and sketching as related to shop needs. General drawing room at Schenectady and branches at all other plants. Four years. Special course for shop ap- prentices who can qualify for drafting. 16 or over. High school, 2 years or more preferred. Nominally six months though it may be extended indefinite- ly. Preliminary work, such as filing prints, helping draftsmen or clerical work for the first few months to give idea of the office system. Apprentice instructor who gives all of his time to the work. Changed from one section to another at regular intervals getting a variety of experience. Satisfactory comple- tion of prescribed amount of school work and the doing of satisfactory work. Day school, 3 hours per week during working hours, all the year. Locomotive construc- tion and design, including mathe- matics, physics, mechanics, strength of materials and steam, as applied to the locomotive; drawing and pro- jection. APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 403 AMERICAN LOCOMOTIVE COMPANY. Continued. OUTLINE OF APPRENTICE COURSES. ITEM. SHOP. DRAWING ROOM. Instruction method. . Graduation Study papers for individual work and classroom talks. Given large certificate and pocket mini- ature. Placed on roll of journeymen and rate advanced according to ability. None. Textbooks (home- made) dealing with the subjects called for, permitting indi- vidual study and in dependent progress. Lectures and talks on special topics. Given large certificate and pocket mini- ature. Placed on roll of journeymen and rate advanced according to ability. $150.00. Bonus 404 INDIANAPOLIS VOCATIONAL SURVEY Western Electric Company Apprentice System. 1. OBJECT. 1 . 1 The primary object of our apprentice system is to prepare superior workmen for tool makers' and instrument makers' trades. To do this, the company, appreciating the necessity of technically educating workmen, has put into effect a systematic course of instruction which includes technical instruction as well as practical. This has resulted in the development of several young men who are capable of filling positions of responsibility, such as foreman, assistant fore T man, tool designers, special investigators, inspectors, etc. The system, therefore, not only provides exceptionally good mechanics, but fits young men for positions in the engineering or other branches of work, thus providing a group of eligibles, on which we can draw to fill such positions when vacancies occur. 2. ADMISSION REQUIREMENTS. 2.1 The applicant must be between 17 and 20 years of age, must be proficient in elementary arithmetic (his knowledge of this subject is determined by an examination) and must furnish satisfactory reference as to his ability and character. 2.2 Boys in the company's employ who apply for apprentice- ship and who meet the above requirements are given the preference over applicants not in the employ of the company. 3. TERM OF SERVICE. 3 . 1 Apprentices are required to serve four years of 2 ,400 hours each, the time spent in the apprentice class and attending lectures for apprentices being considered part of the above period of indenture. 4. CONTRACT. 4 . 1 An apprentice is obliged to execute, together with his parents or guardian, an agreement, a copy of which is attached. 5. SHOP INSTRUCTION. 5 . 1 The shop instruction for apprentices in tool making and instrument making is regulated so that the apprentice stays on one class of work for a fixed period of time, which is in- tended to be long enough to give him a good practical knowl- edge of that work. Each apprentice spends the same number of weeks on each of the different types of machines and on the different kinds of bench work. Then when he has completed APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 405 the course he has been given the same opportunity and instruction as every other apprentice and has become expert in proportion to his own natural ability, application and attentiveness. 5.2 The time devoted to shop instruction is divided between the instruction shop and the shops of the tool making and instrument making departments, as explained on the schedule card. The instruction shop is a separate shop where the apprentices are given a careful training, under competent instructors, in all of the fundamental principles governing the operating of different machines and the character of the work they are designed to handle. 5.3 As soon as an apprentice has signed his contract, he is given a schedule card which shows the different kinds of machine and bench work he is expected to take and the length of time which he must spend on each. The date of the boy's contract is written on the card to the right of the' first classification of work. By referring to the card, the apprentice can keep track of his own time and knows when he is scheduled for a change. He is then assigned to the next division of the work listed on the card, the date on which he starts is noted. 6. FORM OP APPRENTICE SCHEDULE CARD. Apprentice schedule of_ Instruction shop (Drilling) (Plain milling) 13 weeks Tool or instrument making departments 22 weeks Instruction shop (Engine lathe) (Hand screw machine) 16 weeks Tool or instrument making departments 22 weeks Instruction shops (Universal milling machine) (Vertical) 13 weeks Tool or instrument making departments 26 weeks Instruction shop (Grinders) (Automatic screw machine) 13 weeks Tool or instrument making departments 26 weeks Instruction shop (jig work) (Model making) 13 weeks Tool or instrument making departments 26 weeks Instruction shop (final period) 18 weeks Total, 208 weeks Each week to consist of 48 hours 406 INDIANAPOLIS VOCATIONAL SURVEY 7. TECHNICAL INSTRUCTION. 7.1 In addition to the shop instruction, the company has established an apprentice school in which the boys are given instructions in technical subjects, principally, shop mathe- matics, mechanical principles and drawing. The school meets during working hours and the boys receive their reg- ular rates of pay for this period as for shop work. The class schedule consists of four hours per week during the first three years of indenture. In addition to the instruction in the class, the boys are given work in mathematics which they are expected to prepare at home. 7.2 No text or reference books are used, though typewritten instruction papers covering briefly the subjects taught and containing practical shop problems, are prepared by the instructor and furnished to all apprentices, together with suitable binders for holding same. 8. MATHEMATICS. 8.1 In mathematics, an apprentice is given a sufficient knowl- edge of arithmetic, geometry and trigonometry, to enable him to solve any problems that may come up in the shop. 8.2 In geometry the instruction consists principally of the graphic solution of problems. 8 . 3 Trigonometry is probably more often required in our shop than other branches of mathematics and enough of it is taught to enable an apprentice to solve both right and oblique triangles without burdening him with much of the theory. 9. MECHANICAL PRINCIPLES. 9.1 In mechanical principles the apprentice is given sufficient training in a few of the fundamental mechanical laws, to enable him to apply these laws with a fair degree of judgment. 10. OBSERVATION TOURS. 10.1 The apprentices are taken on a tour of observation to other departments of the works about once a quarter, under the supervision of the classroom instructor, for the purpose of seeing the work of departments other than the one they are directly interested in and observing the relations existing between the departments visited and their own. Also the APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 407 connection between the tools constructed in the tool making department and the output of the company. 10.2 No classes are held during the months of July and August, because many of the boys wish to take vacations during these months and also because it is difficult to make much progress during that time on account of the heat. 11. REPORT CARDS. 11.1 Report cards are made up bi-monthly covering the work done by each apprentice and copies are sent to their parents for their information and signatures. 11.2 The method of marking the boy's standing on the card is as follows: Excellent Signifies the highest and best grade. Good Signifies that the boy's work is acceptable. Fair Signifies that the boy is barely passing and should better. Poor Signifies that the boy 's work is unsatisfactory. 12. RATES OF PAY. First six months $.16 per hour. Second six months 17 per hour. Third six months .19 per hour. Fourth six months 21 per hour. Third year 24 per hour. Fourth year 29 per hour. 13. BONUS. 13.1 In addition to his wages, the company agrees to give the apprentice upon the completion of his full term of service a bonus of one hundred dollars ($100.00). 14. TOOLS. 14 . 1 As the rate of pay of an apprentice is comparatively small and the cost of tools considerable the company has found that, unless tools are provided many of the boys are handi- capped and can not make the progress the company expects and desires. An arrangement has been provided in the contract therefore, whereby a boy may get tools at the dis- cretion of the foreman through the company, the cost of 408 INDIANAPOLIS VOCATIONAL SURVEY same to be charged against the hundred dollar bonus. It is understood and agreed that these tools will remain the prop- erty of the company until the expiration of the boy's term of service, when they will be turned over to the boy as a part of the bonus. WORKS TRAINING DIVISION, No. 2003. General Electric Company Agreement of Apprenticeship. This Agreement is made this day of , 19 , between doing business in hereinafter known as "com- pany," and of hereinafter known as "apprentice," and. of hereinafter known as" guar- dian, " whose relationship to the apprentice is that of For the purpose of acquiring the art or trade of , said . hereby becomes an apprentice to the company and the company hereby accepts him subject to the terms herein stated. The apprentice and his guardian hereby promise that the apprentice shall conform to and abide by all the provisions of this agreement, and shall faithfully serve the company during the full period of time named in this agreement. The apprentice agrees during the period of his apprenticeship to do all in his power to learn said art or trade and to promote the interests of the company. He also agrees to pursue classroom studies when they are required and arranged for by the company and in that case to do a reasonable amount of home-study in preparation therefor. It is agreed by the apprentice and his guardian that the com- pany shall have the right at any time to discharge the apprentice for inability for the work, disobedience of rules and regulations of the company, or improper conduct in or out of working hours, and to rearrange his working time if the state of business should demand it. The company agrees adequately to train and instruct the apprentice in the principal operations of said art or trade, including The company also agrees to pay to the apprentice the compensa- tion specified in this agreement and, if the apprentice shall remain APPRENTICESHIPS; UNION REGULATIONS; AGREEMENTS 409 in its service for the full period of his apprenticeship, including whatever period is required to make up for lost time, and shall comply with the terms of this agreement, to present to the appren- tice at the termination of his apprenticeship a bonus of dollars ($ ) and a certificate of appren- ticeship signed by an officer of the company. This agreement shall cover a period of years, including a trial period of working hours. Each year shall consist of working hours. The apprentice shall receive from the company during the period of apprenticeship the following compensation, to-wit: cents per hour for the first working hours, cents per hour for the next working hours, cents per hour for the next working hours, cents per hour for the next working hours, cents per hour for the next working hours, cents per hour for the next working hours, cents per hour for the next working hours, cents per hour for the next working hours, cents per hour for the next working hours, cents per hour for the next working hours, Company. Apprentice. Per Guardian. Automobile Agreement of Apprenticeship. Form adopted by the Minneapolis Automobile Trades Asso- ciation for use in the case of apprentices who go from the Dun- woody Institute after two years of training in the Institute to serve two years as advanced apprentices in the automobile shop. This Agreement is made this day of 19 between doing business in hereinafter known as "company, " and___ of . hereinafter known as "apprentice," and of hereinafter known as "guardian," whose relationship to the apprentice is that of For the purpose of acquiring the art or trade of said hereby becomes an apprentice to the 410 INDIANAPOLIS VOCATIONAL SURVEY company and the company hereby accepts him subject to the terms herein stated. The apprentice and his guardian hereby promise that the apprentice shall conform to and abide by all the provisions of this agreement and shall faithfully serve the company during the full period of time named in this agreement. The apprentice agrees during the period of his apprenticeship to do all in his power to learn said art or trade and to promote the interests of the company. He also agrees to pursue classroom studies when they are required and arranged for by the company and in that case to do a reasonable amount of home study in preparation therefor. It is agreed by the apprentice and his guardian that the com- pany shall have the right at any time to discharge the apprentice for inability for the work, disobedience of rules and regulations of the company, or improper conduct in or out of working hours, and to rearrange his working time if the state of business should demand it. The company agrees adequately to train and instruct the apprentice in the principal operations of said art or trade, including This agreement shall cover a period of four years, including two years in The William Hood Dunwoody Industrial Institute, which the apprentice has already served. Each of the remaining two years shall consist of weeks. The apprentice shall receive from the company during the period of apprenticeship the following compensation, to-wit: $2.25 per day for the first year of his service in the shop of the company, and $2.50 per day for the second year. Company. Apprentice. Per Guardian. PART IV. FINDINGS AS TO SCHOOLS. I. MANUAL ARTS WORK FOR BOYS IN GRADES 4B TO 8A INCLUSIVE. YEAR 1915-1916. The manual arts work for boys is given as a part of the general scheme of education. Its aim is largely cultural and disciplinary. It, however, approaches pre vocational in certain subjects in that it gives an insight into industry as touched by these subjects, but unfortunately these subjects are limited to printing, wood- work, mechanical drawing, electricity, shoe repairing and tailor- ing. Organization. The manual arts work for boys in grades four to eight, inclusive, is designated as follows: First year elementary manual training (4B-4A inclusive) . Second year elementary maual training (5B-5A inclusive) . First year shop work in wood (6B-6A inclusive) . Second year sh'op work in wood (7B-7A inclusive) . Third year shop work in wood (8B-8A inclusive) . First year mechanical drawing (7B-7A inclusive) . Second year mechanical drawing (8B-8A inclusive). First year printing (7B-7A inclusive) . Second year printing (8B-8A inclusive) . Elementary electricity (8B). Advanced electricity (8A) . Elementary shoe repairing (7B-7A inclusive) . Advanced shoe repairing (7B-7A inclusive) . Advanced shoe repairing (8B-8A inclusive) . Tailoring mixed grades or special. Pottery, mixed grades or special. Bookbinding, mixed grades or special. The time allowed to each subject varies in different districts, but it is never less than ninety minutes per week, or more than 270 minutes per week. (For data concerning exact" amount of time to each subject, see accompanying chart). (411) 412 INDIANAPOLIS VOCATIONAL SURVEY The work in the 4th and 5th grades is taught by the regular teacher assisted every two or three weeks by a special teacher. The teaching in the 6th, 7th and 8th grades in 1915-1916, was done by twenty-nine special teachers giving full time, and one teacher part time. All of the work is carried on under the supervision of a special director. Material and equipment necessary to carry on the work is for the most part furnished out of the school funds. Exceptions are made on large projects undertaken by individual pupils, the pupils paying the excess over a certain allowance. In 1915-16 there were enrolled in the manual arts work in the 4th and 5th grades 3 ,938 In the 6th, 7th and 8th grades 4,669 The cost of maintenance and supplies in the 4th and 5th grades was $1 , 704 The cost of maintenance and supplies in the 6th, 7th and 8th grades was 5,913 The per capita cost of instruction only in the 4th and 5th grades was 1 . 46 * The per capita cost of instruction and supervision in the 4th and 5th grades was 2 . 47^ f Total per capita cost of maintenance, supplies and in- struction and supervision in the 4th and 5th grades was 2.91^ The per capita cost of instruction and supervision in all manual arts work in 6th, 7th and 8th grades was 6 . 83 f Total per capita cost of maintenance and supplies in all manual arts work in 6th, 7th and 8th grades was 1 .27 Total per capita cost of maintenance and supplies, in- struction and supervision in all manual arts work in 6th, 7th and 8th grades was 8.10 Elementary Manual Training (4B-5A inclusive). The work in first and second year elementary manual training is carried on at a specified time in the regular room by the regular grade teacher. This teacher takes the boys from two rooms, while the girls of the same two rooms are having a lesson in sew- ing. Special teachers for supervisors assist these teachers at more or less irregular intervals owing to the needs of the class or the experience and training of the regular teacher. In some cases it has been necessary for these special teachers or super- visors to return to the same building on several manual training lesson periods in succession, while in some cases it has been three weeks between visits. *Based on fa of the regular teachers' salary. (Includes pro rata of special teachers' and director's salary. FINDINGS AS TO SCHOOLS 413 The work is based on making projects which allow a consider- able amount of freedom in the choice of design and also give an opportunity for experience in the use of different tools. The course as outlined offers opportunity for experience in the follow- ing processes: Measuring, drawing, sawing, planing, assembling and staining. In the first year the work is done largely with the coping saw used to make animal forms and jointed or mechanical toys. These projects are followed by the construction of such problems as calendar backs, blueprint and picture frames, game boards, bird houses, nail or marble board, kodak print and recipe books and the making of blueprints. Much effort is being made to relate the manipulative side of the work to the academic subjects through a study of how the materials and tools used in the work are made or prepared, from where they come, their evolution or history, etc., or as in the problem of the bird house, the study of the life and habits of the birds, the kinds of homes they like, and the food they eat, etc. The making of the blueprint frame is followed by lessons in printing with blueprint paper from negatives, tracings and nature motifs. These prints are mounted in a blank book designed and made by each pupil for this purpose. For data concerning the number taking this work, length of work periods, cost, etc., see accompanying table. In 1915-16 the per capita cost of instruction and supervision in the 4th and 5th grades was $2 . 48 The per capita cost of supplies was 44 Bench Work in Wood (6B-8A inclusive). Bench work in wood was carried on in 1915-16, in twenty-nine especially equipped shops so located geographically that they could be* used as manual training centers for a community. In this way the equipment is in most cases used to the maximum capacity. The equipment consists of twenty-four benches equipped with an individual set of tools that are most constantly used, and a general rack of tools which are only used occasionally and of which it is not necessary to have a sufficient number to supply each pupil. In every center that part of the equipment such as lockers, staining tables, etc., is made by the pupils. This means a considerable saving in expenditure of funds and furnishes the pupils with a different type of work. During the year 1915-16, in twenty-two centers each pupil 414 INDIANAPOLIS VOCATIONAL SURVEY received instruction from an especially trained teacher once each week for a period of ninety minutes. In seven other centers the time varied from 180 to 270 minutes. Twenty-nine teachers have been employed in the manual training department in the 6th, 7th and 8th grades, giving instruction to 4,652 boys divided into 290 classes. In the woodworking shops two types of work are under- taken; namely individual project work consisting of articles which the pupil makes for himself, and group project work which consists of articles upon which the pupils work in groups. No set course of "models" is prescribed for either of the grades of shop work. An outline of suggestions setting forth the principles that should be taught, and the logical way in which these principles should be taken up and studied is supplied to the shop teachers. A list of suggestive models is also furnished, arranged in a way which conforms to the principles being studied, but no set course of models is used. On the contrary, the shop teacher is encouraged to develop with his pupils new and in- teresting projects to meet the needs of the individual pupil, or in some cases the interests of the entire class. An effort is made to make the individual projects serve a real need. During the year 1915-16, 304 different kinds of projects were made, and in most cases where the projects were the same in name they were different in design or arrangement. Continuous individual record cards are maintained in all 6th, 7th and 8th grade woodworking and mechanical drawing classes. The card used has been found to be inadequate, but it has proved the fact that permanent records of work accom- plished are necessary. A more complete card is now being prepared for recording the work. In the group project work such articles as print-shop cabinets, racks and tables, sewing and cutting tables for the sewing depart- ment, furniture for school offices, and lockers, stain cabinets and lumber racks for the shops are made. Work of this order with an approximate value of $1,306 was made during the year 1915-16. For all such work undertaken, a cutting bill is followed on which each pupil is given credit for the work he does. Requests for projects of this type are made to the director of manual training, who in turn issues a work order to the shop to which the task is assigned. This, with the cutting bill, gives the pupils an insight into factory methods and organization. On some projects made for school use where duplication exists, the entire class is organized FINDINGS AS TO SCHOOLS 415 on the factory plan and each pupil is given his special work to perform. In 1915-16 the per capita cost of instruction and supervision in the 6th, 7th and 8th grades was $4.97 The per capita cost of supplies was ' 1 . 20 Mechanical Drawing (7B-8A inclusive). In the regular manual training centers time is taken from the woodworking period to do enough mechanical drawing to enable each pupil to understand the use of mechanical drawing instruments, and to acquire a knowledge of how to read a working drawing. In eight schools a full ninety-minute period of work is devoted to the study of mechanical drawing, thus making possible more practice in technique and a better understanding of the princi- ples of mechanical drawing. A course of study is used, which it is thought especially suits the conditions in Indianapolis. In this course (which has been printed by the boys in the printing classes) the pupils are lead through a series of processes which call not only for hand skill, but for mental activity as well. While much experience is given in the actual making of drawings, special emphasis is also placed upon the reading of blueprints for the reason that so large a per cent of the industries of to-day, at some time or other, use this method of imparting instruction to employees. In 1915-16 the per capita cost for instruction and supervision in the 7th and 8th grades was $4.14 The per capita cost of supplies was 17 Printing (7B-8A inclusive). Much attention is given to the subject of printing, or more correctly speaking typography. In 1915-16j there were eleven printing centers in the grammar grades. In most centers a period of ninety minutes per week was devoted to the work. There were 873 pupils taking the work. Average number in the class, seventeen. While the aim of the work can hardly be called vocational, it approaches the prevocational. Some of the pupils have become sufficiently interested in it to further their printing experience, either in school, or as apprentices in shops. The work done is of a practical nature and connects very closely with the English, history, mathematics and subjects in other departments. 416 INDIANAPOLIS VOCATIONAL SURVEY Plans are well under way to undertake in connection with the practice side of printing a study of the printing industry in regard to its scope, importance of the work, possibilities for length of service of the employees, their wages and hours of labor, the effect of the work upon the workers, etc., with the thought that those pupils who become interested in the art of printing may also know what the field has to offer as a wage-earning occupation. In 1915-16 the per capita cost for instruction and supervision in the 7th and 8th grades was $5 . 67 The per capita cost of supplies was 17 Shoe Repairing (7B-8A inclusive). Shoe repairing is carried on in two colored schools. In 1915-16, there were seven classes with an average of eighteen in each class. Each pupil is taught to half-sole, heel, sew and patch shoes of all kinds. Children from other schools furnish cast-off shoes to the shoe repairing classes. These are repaired and sold to needy pupils for the cost of the material used. Seven hundred one jobs were completed during the year 1915-16, in all of the classes. There appears to be a fine vocational outlook for colored boys in this field, consequently the equipment is being enlarged to include a sewing machine and power finisher for each shoe repairing center. This will mean better preparation for wage earning in the shoe repairing industry. In 1915-16 the per capita cost of instruction and supervision was . . $1 . 98 There was practically no cost for supplies. The money received for repaired shoes is turned back into shoe repairing material. Miscellaneous. Occasionally the character or grade of a class is such that the regular manual training work does not seem to meet the needs. In such cases, classes are formed in other subjects such as pottery, bookbinding, electricity, chair caning, art metal, etc. An effort is made to show the relation of these subjects to present-day in- dustry, and make the study of that relation as important as the manipulative or constructive side of the work. In electricity, each pupil studies his draft, wires his exercise according to the draft, tests it out to see that it works, then makes his own drawing of the exercises. Sometimes this order is re- FINDINGS AS TO SCHOOLS 417 versed. While doing this he also constructs simple electrical equipment such as push buttons, electro magnets, buzzers, telegraph instruments, wireless instruments, motors, etc. In pottery, demonstrations are given in casting, and throwing On the potter's wheel, but most of the work undertaken by the pupils is coiling by hand. Those pieces which are particularly well made and pleasing in shape are sent out, glazed and fired. A study of the use of clay in industry is made in connection with the work of each pottery class. The work in the classes in bookbinding is for the most part organized around some need of the class or school. Record books, composition books, clipping books, spelling books, port- folios, etc., are made. Books for postcards, kodak prints, recipes and blueprints are made in all 5th year classes as a part of the regular elementary manual training work. Owing to the increase in the cost of reed and raffia very little has been done in basketry in the last two years. In a few centers prior to that time, very creditable examples of woven and coiled baskets were made. At this time the only work that is given is in connection with the woodworking in such problems as lamp shades and trays. No special emphasis is placed on the in- dustrial side of this work, although the results are checked up against commercial products. Chair caning is carried on intermittently owing to the fact that it is difficult to get a sufficient number of chairs needing re- pairs to supply the class. Chair caning on new work as well as on repairing is done as a part of the bench work. Occasionally an entire class problem is given in reseating or rebacking chairs. For numbers enrolled in 1915-16, in the above subjects, per capita cost, etc., see accompanying chart. Equipment. Rooms. The rooms used for industrial work are distributed as follows: 43 basement rooms. 7 first floor, regular building. 4 second floor, regular building. 2 portable. 14 first floor, old dwelling. 1 second floor, old dwelling. 71 rooms used for industrial work. 6647 27 418 INDIANAPOLIS VOCATIONAL SURVEY Rooms Continued. 29 of these rooms are devoted to bench work in wood. 1 to machine work in wood. 23 to lumber storage, lockers, assembling and wood finishing. 4 to mechanical drawing. 12 to print shops. 2 to shoe repairing and tailoring. Mechanical drawing as a rule has been carried on in the regular class- room. Unless the room was used exclusively for mechanical drawing it is not counted in the above tabulation. 3 print shops have cement floors. 7 woodworking shops have cement floors. The largest room in which instruction in woodwork is carried on has a floor space of 1 , 752 sq. ft. The smallest room 648 sq. ft. Most of the woodworking shops average between750 to. . . 800 sq. ft. The largest print shop has a floor space of 924 sq. ft. The smallest print shop has 468 sq. ft. All rooms have less than maximum light area (1 of sq. ft. floor space) 36 of these rooms used for instructional work are artificially lighted. 12 rooms used for instructional work have natural light only. 15 locker, lumber storage, assembling and finishing rooms are without artificial light. 17 of the shops have lavatories in or adjacent to the shops. 31 centers are without lavatories, (r Considering the fact that 43 out of the 71 rooms used are basement rooms, the ventilation is good. 38 rooms used for instructional work are warm air or steam heated . 8 rooms used for instructional work are heated with stoves. Thin woodwork tools. Since the work is carried on in a regular schoolroom a port- able equipment is necessary. 65 schools are equipped as follows : 48 planes. 1 tool cabinet. 24 try squares. 24 coping saws. * 3 try square boxes. *24 saw tables. 48 hammers. 24 clamps. 2 stain buckets. * 3 clamp racks. 4 stain brushes. 24 files. 1 set of outlines, t 3 file cases. 2 sets of blueprints. 24 knives. J 3 loose-leaf book backs. t 3 knife cases. Cost of each of the above equipments exclusive of the articles made by the pupils $ 26 . 00 Including equipment made by the pupils 30 . 00 Approximate total value of all equipment in all schools 1 ,950 . 00 "Indicates equipment made by the boys In the woodworking classes. tlndicates equipment made by the girls in sewing classes. t Indicates equipment made by boys and girls in special bookbinding classes. FINDINGS AS TO SCHOOLS 419 Bench work tools. The equipments are with few exceptions the same all over the city. An effort has been made to equip each shop for twenty- four boys. The individual bench equipment consists of the following: 1 bench. 1 bench brush. 1 plane. 1 try square. 1 marking gauge. 1 f-inch chisel. 1 screw driver. 1 knife. 1 hammer. 1 back saw . 1 rule. The general tools, as follows are kept in an open rack or in closed cupboards: 1 jointer plane. 1 plow plane. 5 No. 5 planes. 2 cabinet scrapers. 10 spoke shaves. 5 ball pien hammers. 1 tack hammer. 5 nail sets. 10 i-inch chisels. 1 each |, f, |, f , |, 1-inch chisels. 5 |-inch gouges. 2 oil cans. 2 India oil stones. 10 wood files. 1 file brush. 1 monkey-wrench. 5 bit braces. 5 each i, f , $, f , dowel bits. 5 each No. 4, No. 5, No. 6 gimlet bits or twist drills for wood. 5 screwdriver bits. 5 rose countersinks. 1 each i, /g, f, \, f, J, |, 1 auger bits. 4 2 ft. metal rules. 4 framing squares. 5 bevel squares. 5 dividers. 2 turning saws. 10 coping saw frames. 1 hack saw. 1 keyhole saw. 1 tinners snips. 1 number stamp. 1 metal file. 1 cold chisel. 5 veining tools. 1 veining tool slip. 1 bit file. 1 expansive bit. 1 gouge slip. 1 large cutting pliers. 1 flat-nose pliers. 1 pah* scissors. 1 emery wheel dresser. 10 mallets. 1 mitre box and saw. 8 rip saws. 7 cross-cut saws. 1 pencil sharpener. 30 drawing boards. 24 compasses. 1 hand drill. 1 tool grinder. 2 18-inch cabinet clamps. 6 38-inch cabinet clamps. 2 72-inch cabinet clamps. 6 10-inch hand screws. 6 12-inch hand screws. 1 round-nose pliers. 3 schools are equipped with 1 band saw (which contains every possible guard) and 1 speed lathe. 420 INDIANAPOLIS VOCATIONAL SURVEY Bench Work Tools Continued. 1 school has a pony planer and a trimmer. This machinery has not been used extensively and seldom is a pupil allowed to operate the saw, trimmer or planer without the close supervision of the teacher in charge. The approximate cost of a complete bench work equipment as stated above is $500 . 00 In addition to the tool equipment each school is equipped with lockers, stain tables, lumber racks, nail and screw cabinets, etc., which have been made by the boys to fit the available space. It is impossible to estimate the value of this part of the equipment. The material in one of the best of these equipments cost about 65 . 00 The estimated value of the finished product is about 1 10 . 00 Total value of a typical bench work equipment ; 610 . 00 Approximate value of all woodworking equipment in all schools 18,400.00 Mechanical drawing equipment. Each woodworking center is equipped with twenty-four sets of the following: 1 14-inch x 18-inch drawing board. 1 maple T square. 1 maple 45 degree angle. 1 maple 30-60 degree angle. 2 thumb tacks. 1 eraser. 1 hard pencil. 1 soft pencil. 1 common pencil compass. Each pupil furnishes his own rule. 3 schools are equipped with inexpensive individual sets of drawing instruments. 2 schools are equipped with mechanical drawing tables made by the boys in the woodworking classes. 1 school is equipped with mechanical drawing tables purchased. The cost of equipping each regular center for mechanical drawing exclusive of drawing tables is approximately $18.00. Approximate total value of mechanical drawing equipment in all schools is $860. 00. Printing. The printing equipments are not standardized owing to the fact that the growth in this department has been slow. Fifty dollars covered the cost of installing the first equipment, which consisted of nothing more than a small hand-lever press, a com- posing stone, a few cases of type, sticks, galleys, planers, furniture, FINDINGS AS TO SCHOOLS 421 etc. Appropriations for printing have been increased at about the rate of $100 per year per center. The most recent equipments have cost in the neighborhood of $400. This is exclusive of the type case stands, cabinets, racks, imposing tables, etc., which have been made in the woodworking classes. The best equipment in the schools consists of the following: 1 8 x 12 press. 1 lead and rule cutter. 1 imposing stone 24 x 36. 1 imposing stone table. 1 No. 10 font wood furniture. 25 pounds metal furniture. 1 pair steel roller supporters. 1 non-explosive benzine can. 4 proof planers. 1 3 x6 planer. 2 dozen quoins. 1 key for quoins. 1 tympan gauge square. 2 oz. each copper thin spaces 8, 10, 12, 14, 18, 24. 1 dozen gauge pins. 30 California job cases. 5 pairs news cases. 1 type case cabinet. 6 brass plated galleys 6 x 10. 24 wood storage galleys. 1 galley case. 15 common screw composing sticks 6x2. 5 common screw composing sticks 8x2. 1 common screw composing stick 12 x 2. 2 fonts 6 point Century Expanded. 20 pounds 8 point Century Expanded. 60 pounds 10 point Century Expanded. 20 pounds 12 point Century Expanded. 5 pounds 8 point Century Expanded Italic. 5 pounds 10 point Century Expanded Italic. 2 fonts 10 point Century Bold. 2 fonts 12 point Century Bold. 2 fonts 18 point Century Bold. 2 fonts 24 point Century Bold. 1 font 48 point Century Bold condensed. Caps only. 1 font 60 point Century Bold, condensed. Caps only. 1 font 6 point references No. 1. 1 font 8 point references No. 1. 1 pound 8 point fractions. 1 pound 10 point fractions. 1 gauge pin drawer. 20 pounds 8 point spaces and quads. 30 pounds 10 point spaces and quads. 422 INDIANAPOLIS VOCATIONAL SURVEY Printing Continued. 10 pounds 12 point spaces and quads. 10 pounds 18 point spaces and quads. 1 font 14 point spaces and quads. 1 font 24 point spaces and quads. 1 font 48 point spaces and quads. 1 font 60 point spaces and quads. 1 pound 8 point parenthesis and brackets. 3 extra rollers. 12 chase's. 1 brayer. 1 wrench. 1 lead and rule case. 2 special cases. 1 bellows. Type case stands. 1 hand card cutter, paper case. Shoe Repairing. Two schools are equipped to do shoe repairing. The individual equipments consist of the following: 1 hammer. 1 knife. 1 stand. 1 peg awl. 1 foot. 1 buffer. 1 emery strop. 1 rasp. 1 nipper. 1 sewing awl. GENERAL TOOLS: 1 brush. 6 burnishers. 4 heel shaves. 6 fore parts. 1 punch. 1 kit lamp. 1 bottom set. 1 nail cutter. 1 welt trimmer. 1 goose last. 3 stretchers. 1 finisher. Power finishers have recently been purchased and are now being installed in each shop. Cost of the above equipment including finishers $158 . 57 Work benches, stools, tables, cupboards, shelves, display rack, lap boards, etc., have been made by the boys in the woodworking classes at a material cost of 1 1 . 00 The estimated commercial value of this part of the equipment is 24 . 36 Total value of each equipment is approximately 183 . 93 FINDINGS AS TO SCHOOLS 423 Electricity. One school is equipped as follows for teaching the elements of electricity: 24 individual boards. 24 dry cells. 3 Sampson cells. 1 gravity cell. 18 push buttons. 12 bells. 9 buzzers. 4 permanent magnets. 2 electro magnets. 4 annunciators. 2 telegraph sets. 2 telephones. 24 light receptacles. 50 pairs porcelain cleats. 36 porcelain tubes. 12 split knobs. 7 key sockets. 2 pull chain sockets. 2 snap switches. 3 knife switches. 3 flush wall switches. 5 plug cut-outs. 5 pendant switches. 24 junction boxes. 36 chase nipples. 2 side wall brackets. 1 light fixture. 2 gang receptacles. 1 auto switch. 3 armatures. 1 motor. 1 pulley. 50 feet moulding. 12 cross tees and elbows. 24 fitting couplings. Assortment of conduit, loom, cable and wires. 24 base couplings. 6 knives. 6 square-nose pliers. 6 round-nose pliers. 8 side cutting plier. 12 screwdrivers. 6 claw hammers. 10 tack hammers. 2 iron vises. 3 stilson wrenches. 2 wood braces. 1 set auger bits. 1 set gimlet bits. 1 pipe reamer. 2 hack saws. 1 blowtorch. 2 soldering irons. The total value of this equipment is $110.00 Pottery. Practically no special equipment is needed for this work in the schools except the following: Oilcloth for protecting the desks. Pans for moulding the plaster of Paris bats. *Cupboards for keeping the projects under way moist. Jars for keeping the clay and slip. *Designing tools. A Perfection kiln is installed in one of the high schools where all work is glazed and fired. This equipment consists of the fol- lowing: *Made by the^boys. 424 INDIANAPOLIS VOCATIONAL SURVEY Pottery Continued. 1 perfection kiln. 1 glaze grinder. 1 motor for above grinder. 1 pair of scales. 1 set of sieves. 1 assorted set of jars. 2 oil storage cans. The cost of this equipment is approximately $250 . 00 Table 1 Comparative Table of Manual Arts Work for Boys. Year 1908-O9 Year 1915-16 Number of pupils receiving instruction in 4th and 5th grades 3 641 3 938 Number of pupils receiving instruction in manual arts work in 6th, 7th and 8th grades 2,441 4,669 Number of classes taking manual arts work in the 4th and 5th grades 75 101 Number of classes taking manual arts work in the 6th, 7th and 8th grades . 138 409 Number of teachers employed 10 30 Number of woodworking centers 18 29 Number of mechanical drawing centers 8 Number of printing centers 11 Number of shoe repairing centers 1 2 Number of centers teaching electricity 1 Cost of supplies for all manual arts work for boys. . $4,707 $7,653 Per capita cost of supplies in 4th and 5th grades. . . . $0.32 $0.44 Per capita cost of supplies in 6th, 7th and 8th grades $1.16 $1.27 Estimated total value of thin woodworking equip- ment $1 ,087 $1 ,950 Estimated total value of woodworking equipment $7,000 $18,400 Estl mated total value of mechanical d ra wi ng equip ment $25 $860 Estimated total value of printing equipment $5 ,000 Estimated total value of electrical, pottery, shoe re- pairing, and bookbinding equipment $300 $975 Estimated total value of all manual arts equipment for boys $8,402 $27,185 FINDINGS- AS TO SCHOOLS 425 VC rH Ov rH 10 rH 0V >> - A H O O ifl 10 O vp o >O rH ** hfl '5 OS iO ^^ o *^ c (M OS ^ LJ fl -*^ if *9 Q 03 O iH (N tO IO rH o (N IN O O rrt k-H 4^ O (N - c !*1| H IO I O 00 rH t^ O O 00 00 tc OS CO -^ o OS OS II .S d . * 2 IO to CO * rH 02 O, 5 a OCOr-HOSQOOO O O OS N rH O rH O O to oo 10 >o *0 IO O c a rH t- ^ c >o jjj O bD OS 00 r- * Tj 1> O O O OOC \ rH OOC (N 'S. Tt r- CO "S .9 OS CO 00 c t~ IM ^ 00 (N I-H OS O 43 S OC s ? - 6 rH o c- S Q CO CC 005050000 O OitOINlOrHOIN O O tO N * OS rH * ^ CO CO rH O c TJ to C rt ^ * O rH c o5 ^ ^ (N tO tC ^ M & # HH K "S" 5 fc, >* ^ I, .a all X OB 4s* M N*J- 4^ .^ ^ n- .ri a .S "3 M S fl a - t? S a lo -So eehand Drawing ee D M .S "O "3 60 bC 73 fl fl . so O W eehand Drawing eeh Dra o W H i a s.g s ^ O O M ffl d 1| * S < H 1 H M ^ ^ ft J5 P 'O fa k I -^Hd & S 2 k ft "3 S a a IJ i M 5 2 S |OTOO co HH ^ to M M S w Slfc M f>> 6C d fj d ft ft "9 YEAR 11! Ill r-v H U HH O jj n co -1 Q M HH 05 1 t M t-i n M H M . I t UIM d M II 1 1 I o O Oco o ^ ffl co EH CO M * d w> M |lj s >> 9 -9 a a 9 a 3 fe P 1 bo d 2 W 11 3 o o o ft P | 8 c Q n m EH SECON M P 1 III d t Q 3 o "S |5 1 | O co O co * 1 : S M M d H O ^ H M a S > ^ a B p o U M PH P WORK ate period per day. > o * 3 DRAWING 40-minute peri (net) per day 9H APPENDIX 495 2.2 i&IEJl g 3 9 a o. 3 g -3 .3 - ft 111 a | J ~ B 1| Si-J 2 < a a g 1 *. 5 g ll | 1 1 PH B fa go * ^ 1 8 5 g pi W 5 5 if ^ H ! ^ 9 *"* 3 "" g 6= 9 >^ s * (1 1 $ N P i g I - H tf ^ H 5 n S QQ 3 . a H^ 2 2 d W o e= 3 M I Q f V ! fa g 1 S; i 1 j a 3 Q 1 o ' S li ' W 1 J u S 1 M 8" 1 I 1 f I N O pd g i H S 1 I 1 * H- 1 g I g J i I 5 1 1 a u >2 1 1 i a SHOP WORK 1 80-minute period per day (net) DRAWING 1 40-minute period per day (net) 1 ELECTIVES O g J >. gla & < 2 1 ~ 3 B ! 1 < 02 a .5 1 APPENDIX II 3 s "o 1 1^ ll tj c. i I s O. y s a g 'S M || 5*2 - 1 s ^g It l-i be S of 5 1 2 _. be 3 ^ J, ~ C . 1 ^ 1 a" 1 6 .* 2 "S , . P. s S a " 'o -3 *S o^ s ^ g &> oo" .2 a ^ o C i o ^ H "o J T3 * 03 bO +j fcC . il 0. rt 00 & S bO "8 05 "g _a J3 s g s *1 '5 j*" a i 2 s " 1 | 9 "A o 2 o 5f S 1 m "S s T3 f3 s g CJ H & * 1=1 d fc 4J Q c3 BiTS S .3 ' a V S-i o JU .9 oi a -H bO a a S j bo a s bo i .g cJ o o s |3 g 1 s 00 ** 'EL 9 3 ^S ^ s - OS S ^ J! bo .^H Q 1 11 ^ =3 <1 O. 2 1 CJ -C o "08 a o O 3 1 SJ 1 a, M J3 - 05 'S S c 3 Q, 1 Simple one-piece and two-part pat- terns.draft.shrink- age, green and dry sand cores. Tempering sand, ramming, venting, gate cutting, sett- ing cores, etc. 1 *o a .2 a 1 2 1 ^S 1 ing materials, archt. develop- 5a" o 2 a -S 4) o a a heating, ventilat- ing, lighting, plumbing, etc. 1* 1 S e{ .S I I o f I o ! J" go sT CJ 1 "o g l:s oo" ^ E aj - C, bO o. a _> 'P ^ 43 T3 .9 " bo . a I a o II o : | o. 'a 'S. j - .9 o* ^* ^ I-S 1 a ;- e & -o c '-5 il 1 & Ijll > Q i 3 i s 'n C. 1 1 a -s "08 03 S "o bO f i "ft i 3 1 "o, ~ "a a ^ 3. l| i $ 1 I .J5 "M "3 .IS M & ll bO 03 kinds of fu *0 1 1 bO i a ^ bo 2 a c '& ll 11 I J 1 s 15" o ^ 'E f "o -o a S .2 & sketches, machine 'O S bo o g a c S - 6 * " g ^ "I O3 M J 3 o- 'S _3 ^ "^b o ^ T3 1 1 _oj ft a '5 I "8 & 03 ti "e O ft bO O S QQ *? a ** .2 "o 3 g S ~~ "- 1 d 1 13 ^a .S a f tc * g' i 1 Q 2 a e S i. i s .a .2 a & H 3 i *S 'n 1 a - 3. m o o 3 ** =1 1 J J *o I *rt i **j bD S K'S bO g- g * a S s "o 4 ^ i i .9 3. T ll Sharpen!] care of -2 g is -3 C a structure and use "S ^s S"S S^ ; 111 11 i& hand dra ll - 0. 1 g g w P rt Q C3 H p H g O O ^ o o 5 W a s CO fe- Q 497 664732 498 INDIANAPOLIS VOCATIONAL SURVEY Table 9 Part-time Vocational Courses in Grade Building 1915-1916. 1 Part-time Vocational Courses. Subject Number of classes Hours per week Number of weeks Number of sessions Days and hours of meeting. Enroll- ment (all female) Aver- age at- tendance Materials furnished by 2 Millinery 1 ii 14 14 Fri. 3:45-5:15... 17 10 Pupils 3 Millinery. . . 1 H 7 8 Wed. 1:30-3:00.. 58 13 Pupils 3 Sewing 1 H 7 7 Fri. 1:30-3:00... 15 10 Pupils 3 Cooking 1 14 9 9 Mon. 1:30-3:00.. 27 16] School Board 4 Millinery... 2 3 10 20 Tues. 1:45-4-45. 23 8 Pupils 10 Sewing 1 3 9 19 Mon.-Fri. 1:30 3:00 27 9 Pupils 10 Millinery... 2 1* 9 19 Thurs. 9:30-10 Fri. 3:00-4-30.. 36 11 Pupils 12 Sewing 1 H ual Teacher It w cx)t-oooo ooioocoo oooot^t^ ooooooro '> 3 3 J3 \? N^ OOiocD^ OOt^cDCN COWO5U5 COO5OOO > < *o be o H EC 1 O and Schoolii nee in lit I s ! Day Vocat: t^OOOCO O OO t~t-l U5- W5 i -lO3 OOOCO OTtl-*O .I-H r-it^ CO t CO i-l' 5-*COC<3 IM (M^< be Iz cu J2 O 1 1 H Oi CONOCO O1>-CO EC f Experience in Trade ct .& 11 o. S OfifiH H>SQ Joot-oo OJO-HCN 522IJ5S 502 INDIANAPOLIS VOCATIONAL SURVEY ll 8 o r * * s sp ||| *^l * <* : : a iS s 1 1 1 111 I | H H *o h "9. .5? J **--- < *^ ual Teacher 1 S ^0000^0000 GO OO OO 00 t" *D 1 3 1 cloco^^^ 8 -- : i -r Z- 10 O s o 1 1 * 1 C I g 111 *t!.i!! S '3 2 3 Experience anc !l 2 J ? pH H * ,1^ I > 0000 O CO O CO GO (N 00 00 OO 00 ^OOOOCO 00 000 0000000 cocl M. N oo $ $ -ococloo M-o 9 9 Prevocational work H 3 , ss * g. OOi-tOOOO ODO OO O GO CV| &O i-H O OO 1C MJ CO IO OOOCO COO O^**OO OCOf~ 00 COO- g 1 2 Q M 1 : 1 : : : \ : : S : | : : : S : : | 1 ill 1 1 ^ : S "3 ^ *" . a 8 '.9 ^1 fill l-^ll li 1 - I : j ; \\\\ \\\\ ; > 1 "o 1^2 1 n ual Teacher -2 R Continued. ^ococoo ^oo ,,. fc CO..- 1 3 i 9 H 1 a and Schoolii E 1 Ijl o-S r- CO I SS 28 Experience || i "f H j i ~ T O O OOOO U5OOO OOO*O ^^WC^l ^(NCMOO ^H^iOi-< P4 Oi 41 M - ^ M O I K ,|, a S8sg g , ,.,. ience Working ade II t*-O CO O 00 Tji 00 .... o go ^ *""* 15 s SS u^iCOlO OOOOCO *6 S3 SSS , . -l M CO 1 IM * oo CD co i* ^ ! co : : : i : : S M g| CO CD CO * CO CS CN *-H cq . . . . . . o CO CS g i j : : : : : : : : : : : : ft : : : : : : : : . M . : | | : | j : .| ; ; M ; ;i : If 1^1 69 Mechanical dr 70 Woodworking "3 S - 13 .2 ^3 .3 rt "^ tnS S* If & ff S 1 W S 1 1 1 1 1 1 1 i 1 i 1 PF w 02 PQ BQ 0Q M 00 OQ CD Ssfifi ofiw-lo OOQOGOw OOOOOOOOOO 506 INDIANAPOLIS VOCATIONAL SURVEY 1 (5 *: - * * ..* 3 1 111 s- --*-* [I ||] ig of 165 1 ntinued. I 1 ! S s i ; -* - w ^ Years of II ----- --^ *- *s ^4 C S ual Teacher I s Grades 4-8 co^occco ^,occ^ ........ 1 i I X ^^^ ^ x^ B 7 s M * 1 1 erienre , by In and Schoolii _g | Pi nal Work S 2SS !5 - |o 1-3 B g i w I.S |J s . Prevocatic ss > 3 ! r Teach ication o I as ,,g ,, 5 f^ O > - ~ - - =1 ience Working >de II n . O rs A St 1* AJ I] < '-3 rade Ex] location "o 1 1 O tOt^-kO *0 i O04COOOOO APPENDIX 509 W l t-^l-H*-H : " s ' ' b J, : : : : '''' oj a S = = = = : = ::;: s : : : ^ F3 g ' s a 510 INDIANAPOLIS VOCATIONAL SURVEY it si 5 Teachere g3 ll |53 T3 p-H 05 ** 2 o .S S?S | i jd 3 e % 111 ^H H ^ ' eq S *o H 1 O & >erience , by In ind School! a mceia III S *? J2 8 O 3 E-. OT t Elemen S S? S 2 M S W fe *& .2-3 1 .2 M H || w| 1 ^ 1 ' 2 "5 t-> o 1 SS5:S5 SS2 f Teach ocation a o S 1 > 1 SSSSSS SS'-'SSS O > "O V 9 ;. a 51 srienee Working Mb J I oP ' a ^1 " - S "IS "rade Exper Vocational ; Months of Exp inT g < '-s 3 H w ^ - a >g c^ - - "" a -0 - S ^ to 8 " o -' m>DAL TBACHBR ^ H 3 TAUGHT BT Im>r H SS^olS cS S 3? APPENDIX 511 00 00 OO OO 00 00 Ol O O "5 00 C<1 (M O r-t O CO M -H O> Ol OS 512 INDIANAPOLIS VOCATIONAL SURVEY J 1 \ g |-*1 S 1 > t ; j 11 I a 5 01 3 C 4 - 3 ? t ^ 5r- u 4 r j ' \ I S JslM 1 V. ) u 9 C 3 4 3 tf a > t i IJII a > t- C" 3 I ) ^ c S 1 * III 1 e> > u 1 9 I a 111 M 1 111 H D | f > > Hi 1 j 1 1 |i H X x ! 8*8 M * 1 t> | M J3 1 1: in 9 1 ^ o "2 al i * 5 c: >f S 1 | i I if I M M X M M M M B <*! M 1 i "8 g CO 3 s 5 -3 < * S" "* 2 " OO to S c- t^ O? ^, o: CO u^ CJ !C * MM M Kg M M X c . . . . / . a -1 -a -g -a -S -a |" -a -f : -a : : - a -| * : 1 * 1 * ' 1 * f "i J i * i : "i | g" a g" a" S" a" S a" S a g g" a g a" : i a a b > t3 ^: = w o ce ** ^ Oi k> j2 i3 L^ MM MM WWW R 8 8 5 r O> W5 to O O go to to to 513 fe '5 " ocH 1 n evi given mber mber 6647 33 514 INDIANAPOLIS VOCATIONAL SURVEY b* 3 * - .& a o 1 f 1*1 6 < :' '. > ! a 1 &'- 1 : : : = co -S e ill CO C l| i t i IM a 3 9 01 1 < : j 1 j ift - I 1 g|| CO 1*1 2 > t 2 : CO 8 ifl^ll 1 n 1.1 01 a ) t- "O 1_t ^ .S > 1 "O <" > : S' 81 S o ,c J> i a 2 s 1 S .2 J i i j E .S * K , i 2p I 1 a * > l e! i* .? ill > > j 3 | 8 > : Q M i 1 K > 11 > > - X > 1 |- f 3 g 2 3D > M M i ! |liiJ 1 J *o 1 | S i! M 1 ss 2 1 M |< [ g a 1 S? o 9 J| il ! "8 H 2 J || o S i J J il i M s z 00 gj 8 j j ^ f I 1 1 J i 1 a Recitations, scwinz. . . . End of hall... i Recitation and sewine. . Recitation and sewing . . 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OO t^- GO !> CN CN i-l CM OO CO Oi CO Sgj O O CO OO T-H O CN CN rt : : Tf Oi O 10 GO ^* *-< CN CM -H t~ CO to OG : S S 5 i- ~* : t^- o t~- o CO t^- CO CD CM CM CO o -^ w; CN O -^ -H -^ 11 ill l^is*^- 00 " 10 "*** 2 S CO fl CO CO CN CO CO ^J O CO CO CO CM i-l i-l CO" CO CO D MM! ;;;;; 1 II ! 1 1 1 II ij c "S n a o o o o o a a a a a Tt< OO IN CO O T3 o o a a a cy O O O O C g a a a a !SS3 ggggggggig aaaaaaaaaaa Hll 526 INDIANAPOLIS VOCATIONAL SURVEY u x a - u is 3 O .S ' C o 5 o - n t>-' 00 - - S 5SS5 i a M ti 00 "^SSS H i < 10 10 t- - -"ssss a ^ s N * 2 S S X < 1C 1O 10 ^1 Q 1-1 O CO R 10 10 5 o H ,A 2 -ssss ^ < 1O 1O CO * "? S3 K J o BQ 2! 00 CO CO CO M" CO 00 i j p < a H IO 1O N 5 ~ s s j s o pa 1 O IM I s _a 1 > < 1 IO O t S 2S H 1 o CO < ^ 2 C 3 3 S i 1 > < K iO 10 jj -"- S g S o 6 3 ^ CO O> CS CO O "* > < IO IO OS O ""is 3 ! C5 cfcS M si g <: IO iO oo a> *-* C D CO 1 & n 00 s ss ^H CO S < IO IO 1^ 00 -sss o n ri > s s s M < 10 10 CO I- N!J S CO