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![handle is hein.gao/gaobaaxqf0001 and id is 1 raw text is:
DUCUMENT RESUME
06555 - fB1926955]
Job Iraininq ProqraLs Need More Effective Management. UbE-78-96;
B-163922. July 7, 1978. 48 pp. + 6 appendices (10 pF.).
Report to the Congress; by Elmer E. Staats, Comptrcller General.
issue Area: Employment and Training Ficqrams: Employability of
5elected Tarqet Groups (3201); E- lcysent and Training
Proqrams: Interkelationship of Federal, State, and Lccal
Proqrams (3203).
Contact: Human Resources Div.
Budqet Fu-ntion: Education, Manpower, and Social Services:
Trainu4aq and Employment (5041.
Orqanizati )n Concerned: Department of lator.
conqressional Relevance: House Corusittee on Educaticl and Labor;
Senate Committee or hu'man Resources; Ccngress.
Authority: Comprehensive Employment and Training Act of 1973 (29
U.S.C. 801). Manpower Development and Training Act of 19C2
(142 U.S.C. 2571). Economic Opporturity Act of 1964 442
U.S.C. 2701). Emergency Employment Act of 1971 142 U.S.C.
4871). 4aqner-heyser Act. Social Security Act. 9 U.!,C. 49.
42 U.S.C. 630.
Title I of the Comprehensive Employment and Training
Act authotized the Department of Labor to fund and mcnitcr
locally administered programs to provide umemployed people with
sxilis needed to find jobs. The act gave State and local
authorities (prime sponsors) a large rcle in plannirg and
manaqinq emplolment and training programs. Abcut 51.8 billion of
title I funds was spent for classroom and cn-tke-jct training
proqrams durinq fiscal years 1975-1917. Findinyg/Coclusions:
of a sample of over 2,000 classroom training participants who
left traininq during fiscal year 197k, g491 utained joE after
completinq training. About 32% of the sample retained their jobs
tor at least 6 months. Of a sample of 800 on-the-job training
participants who left training during the same year, 58% were
retained by their employers, and about 381 uere with their
trainizq emplovor after 6 months. Classrocm training cost-
ranqed from about $2,000 to $15,100, and on-the-jCt trairing
r nqed from ancut $1,500 tc $14,600 Fer placement. The success
of traininq programs may be affected by factors beyond the
spousor's control such as the motivation and capatilitin; of
individuals served and the econopic ccrditicns of the sponsor's
aiea. The primary reasons, however, for wide variations in
sponsors' pertormances were inadequacies in the training
programs and related services. Participants left trainicS zr
their jobs for such reasons as lack cf activation and
transportation problems. Eecommendations: The Secretary of
Labor should insure that prime sPcnLSCS cffsr traimitg ccurses
justified by labor market surveys, reesasive classroom training
ucurvs to assure that skill levels taught match reguirtents of
job openinqs, design prevocational training prcgr~as leadiag to](ViewImageLocal?handle=hein.gao/gaobaaxqf0001&div=1&collection=&method=preview&ext=.png&size=3)