3 15 58 https://omeka.wilkes.edu/omeka/files/original/2bf1a47600ff717e42c0bd9b4e308852.pdf 1ed7d2b339c36f05d37d5eabdb1144de PDF Text Text « 5*3 > X J o £E ■- CM r-co cd sor*(OCD0 . WAGES AND SALARIES IN LUZERNE COUNTY BOROUGHS ^Instituteof Regional Affairs'^ �_; I -....................■ .? .2. Syracuse. N. Y. ——•*-*«u.>aaiiHuiUliUmillUUUil I I I I I j i I I I I I I I I I i I I WAGES AND SALARIES IN LUZERNE COUNTY BOROUGHS UM s I i dp LIBRARY WILKES-BARRE PENNSYLVANIA I i F S. FARLEY LIBRARY WILKES UNIVERSITY KFS-BARRE. pa i i I : I 1967 INSTITUTE OF REGIONAL AFFAIRS Wilkes College Wilkes-Barre, Pennsylvania �.. 1 : Syrocujc, N. Y. • o cHIV E-S ^5^7 l%7 WAGES AND SALARY SUMMARY This is the third of a continuing series of compilations of wage, salary, and fringe benefit data for boroughs in Luzerne County. Because specific job descriptions are not a part of this Summary, local government officials in Luzerne County should be careful in making comparisons in pay scales. Public officials should keep in mind the varying degrees of responsibility and authority, along with the diversities in functions and duties, in the various offices, eventhose with the same titles. The purpose of the Report is merely to present the facts rather then make a judgment on policy. The boroughs in Luzerne County are grouped according to their I960 population. Each borough is listed alphabetically in one of the five population groupings. Certain of the communities - Freeland, Exeter, Courtdale, Laurel Run, New Columbus, and Yatesville - did not report the wages and salary data at the time of publication of this Summary. 1 Hugo V. Mailey, Director Institute of Regional Affairs 81573 �•' ■ -!' — Syracuse, N. Y. ELECTED OFFICIALS Mayor 1 Councilman. 2 Auditor Controller Tax Collector $2,400 1,980 $1,200 300 $1, 0003 1, 320 $1, 500 1,200 Boroughs Over 10,000 Kingston Plymouth Boroughs 5,000 to 10,000 Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 700 700 600 300 600 150 150 550 5% 2% 1,700+4% 985 900 700 600 220 300 480 300 375 3 140 250 150 1,800+4 1/2% 2% 2%21 780 360 150 450 550 700 360 360 300 180 100 25 50 150 750 240 100 3% Boroughs 2, 500 to 5, 000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 300 240 240 240 2% 5% 1, 500 5% 1, 000 300 5% 3% Boroughs 1, 000 to 2,500 Conyngham Hughestown Nescopeck Pringle Schickshinny Sugar Notch White Haven 180 240 240 200 180 180 200 200 25 150 150 200 3 75 75 54 2% 2% 300 6 12. 50 5% 5% 75 75 5% 400 300 5% 3 1/2% 500 Boroughs under 1, 000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 50 24 90 200 60 120 -2- �7 Syracuse, N. Y. i mm mu iim itiu nai mil uti Hi II PHI Itll IItlIIH GENERAL ADMINISTRATION Secretary- Treasurer Health Officer Building Inspector $5, 623 2, 600 ..5 15 $1,880 218 $5,000 300 Janitor Boroughs Over 10,000 Kingston Plymouth $3,732 1,200 Boroughs 5,000 to 10,000 Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 2, 600 1, 200 1, 500 1, 376 960 300 200 1, 780 1,200 1, 500 1, 800 120 600 420 150 State State State 2, 400 300 2, 808 2, 000 2, 700 720 600 1, 200 1,000 600 900 480 State State State State State State State State 100 250 200 300 State 300 630 960 Boroughs 2, 500 to 5, 000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 50 240 200 480 516 300 3,1007 1, 300 Boroughs 1, 000 to 2, 500 Conyngham Hughestown Nescopeck Pringle Shickshinny Sugar Notch White Haven 350 400 420 750 480 6 780 6 300 50 State State 120 State State 240 8 1, 200 1.45/hr. Boroughs under 1, 000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 50 75 150 360 __ 5 50 45 2% 180 30 State State 120 540 �JI'HLH BINDER ' - J V Syracuse, N. V. Boroughs Over 10,000 »«niiiiiiiiiiiimmi]i| mu iiHiiiiiimi mi PROFESSIONAL SERVICES Engineer 9 Kingston Plymouth Solicitor 10 $3, 000 400 $2, 434 2, 270 1, 000 1,050 840 1,000 1, 200 1, 500 1,200 1, 200 1,800 1, 500 Boroughs 5, 000 to 10,000 Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 1, 800 Boroughs 2, 500 to 5, 000 A shley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 1, 200 100 900 900 3.00/hr. 1,200 900 500 350 1, 500 1, 000 500 840 Boroughs 1,000 to 2, 500 100 Conygnham Hughs town Nescopeck Pringle Shickshinny Sugar Notch White Haven 200 750 600 125 420 500 480 250 Boroughs under 1, 000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 30 50 50 100 100 300 -4- �1H1U1U1U1 PUBLIC WORKS Street Commissioner Boroughs Over 10,000 Kingston Plymouth Equipment Operator Laborer $5, 15511 4, 382 Mechanic $3,744 1. 50/hr. Driver $5,500 $4,250 1. 35/hr. Boroughs 5,000 to 10, 000 Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 3, 000 3, 690 4, 859 1. 25/hr. 1. 50/hr. 1.55/hr. 3,500 12 3, 900 5, 000 4,400 1.25/hr. 1. 25/hr. 1.90/hr. 1.60/hr. 4, 176 2, 900 2. 00/hr. 1.30/hr. 1. 45/hr. 2, 700 1. 75/hr. 1. 25/hr. 1. 15/hr. 1.40/hr. 1.10/hr. 1. 25/hr. 1.50/hr. 1. 50/hr. 1. 25/hr. 1. 25/hr. $9/day 1.45/hr. 2, 800 1.55/hr. 3, 900 1.70/hr. 1.60/hr. 1.45/hr. 1.60/hr. Boroughs 2,500 to 5,000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 1. 50/hr. 3, 260 3, 600 1.25/hr. 3, 350 1.60/hr. 1.50/hr. 1.15/hr. 1.40/hr. 1.15 /hr. Boroughs 1,000 to 2,500 Conyngham Hughestown Nescopeck Pringle Schickshinny Sugar Notch White Haven 3, 060 4,500 13 1.50/hr. 1.75/hr. 900 4, 100 3, 060 1.50/hr. 1.50/hr. 1.50/hr. 1. 50/hr. Boroughs Under 1,000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 150 1. 25/hr. $5/day 1. 25/hr. $6.50/day i �n ... . audlULUlUIUlUl POLICE Boroughs Over 10,000 Kingston Plymouth Police Chief $5,800 4, 562 Sergeant Patrolman $4,163 $4,80017 3, 924 Boroughs 5,000 to 10, 000 Duryea Edwardsville Forty Fort F reeland Luzerne Swoyersville West Hazleton West Pittston 3, 600 4, 440 4, 330 3,720 14 4, 100 5, 300 4, 632 4, 260 4, 120 4, 140 4, 000 3, 660 3, 3, 4, 4, 3, 740 4, 835 4,428 260 100 085 368 Boroughs 2,500 to 5,000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 4, 560 3, 750 4, 000 600 4, 032 3,450 3,600 15 1.00/hr. 3, 320 4,400 3, 300 4, 200 3, 300 3, 220 4, 020 3, 600 1. 00/hr. 3, 200 4, 000 720 1.25/hr. Boroughs 1,000 to 2,500 Conyngham Hughestown Nescopeck Pringle Shickshinny Sugar Notch White Haven 5, 200 250 4, 500 540 3, 900 200 15 15016 1. 25/hr. 240 1,08022 180/mo. 3, 120 3, 740 Boroughs Under 1, 000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 60 60 60 60 670 720 -6- �■ .... 7 Syrcicujo, N. Y. ■MiumiiiiimiMmilillllffl Fire Chief Assistant Fire Chief Boroughs Over 10,000 Kingston Plymouth $5,800 100 $ 642 Paid Fire Truck Drivers $4,800 3, 924 Boroughs 5,000 to 10,000 Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 300 150 2. 25/hr. 75 4, 140 4, 000 4, 55618 300 300 Boroughs 2,500 to 5, 000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 50 150 200 12019 Boroughs 1, 000 to 2, 500 Conyngham Hughestown Nescopeck Pringle Shickshinny Sugar Notch White Haven 96 Boroughs Under 1,000 >. Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 60 480 2, 990 3, 150 3, 100 3,08820 �FOOTNOTES BoZghCode f°r May°r °n a P°pulation basis is set forth in Section 1024 of the 2- Compensation for Councilmen on a population basis is set forth in Section 201 of the Borough Code. 3- CPA 4- Daily rate 5-Handled through local banks 6. The offices of Secretary and Treasurer are combined. 7. Fire Driver and Custodian 8. Receives free living quarters 9- In those instances where no compensation is indicated for engineer, he is paid according to time spent on specific projects. . 10. 1 11. In almost all instances, the solicitor receives additional compensation beyond the retainer indicated in the survey. Street Commissioner is classified Assistant Street Engineer. 12. In addition to Street Commissioner, an Assistant Street Commissioner is paid $3,120. 13. The offices of Street Commissioner and Chief of Police are combined. 14. In addition to Police Chief, an Assistant Police Chief is paid $3, 120. 15. Sergeant is classified as Assistant Police Chief. 16. A Patrolman is designated Lieutenant and receives $100. 81573 17-A Patrolman is designated Juvenile Officer and receives $4, 900. 18. 19. • 20. ' 21. 22. Paid fire truck drivers have other jobs. Plus $1. 00 per hour as police officer in addition to rent, heat, and light. Plus living quarters. Occupational Tax Collector in West $500. Pittston receives 2% with a maximum of This salary is for School Patrolman. One-half is paid by the School Board. �‘muiiMlltUHjimj ■ . > • �: .: ■ -■ T Syrocuio, N. Y. ~ Slocklon, Calif. HIM iDDOitoiaa WILKES COLLEGE LIBRARY ■ ■ ■ �� Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Wages and Salaries in Luzerne County Boroughs, 1967 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1967 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/d57c68ec580379bd2e863382a1393251.pdf e1634d01d2569d279333c37e2e22f790 PDF Text Text I ANNUAL REPORT 1 I I t I I I I I I I 1 I I AfCH JS1543 1552 1770 I WILKES COLLEGE WILKES-BARRE, PENNA. �I I I I 11 ANNUAL REPORT 197 0 EUGENE SHEDDEN FARLEY LIBRARY ' 1 !D fl fl fl 1 I I 1933 WILKES COLLEGE WILKES-BARRE, PA. INSTITUTE OF REGIONAL AFFAIRS WILKES COLLLEGE WILKES-BARRE, PENNSYLVANIA �’ RCHIVES J SI 5—] *3 I 55 Z. ) 9 7o i / T ] 1 f‘1 r h F -- - ( K 1 �I i I i DI i I i I! a 3 FOREWORD This Annual Report to the President and the Board of Trustees of Wilkes College summarizes and reviews the significant activities of the Institute of Regional Affairs during the College academic year from July 1, 1969 to June 30, 1970. The Institute engaged in an expanding range of activities during the past year. Not only were the usual programs for local government officials and em- ployees continued, but the Institute embarked on new activities, especially in the industrial field. Hopefully, this year, the Institute can include in its program additional activities in the public welfare field. This Report reaffirms the credence that the Institute supports the processes of change in Northeastern Pennsylvania which have become the basic concerns of the leaders of the region. n The Institute is sincerely grateful to all those who contributed their time and effort in making this a successful year. 0 HL Hugo V. Mailey Director ■< 0 0 I 80-153i«78 J �in' I. I k I There are those who insisit that the American college is first and foremost a community of scholars engaged in the quest for truth and knowledge through teaching and research. a WILKES AND URBAN AFFAIRS On the other hand, there are those who feel that the American college is a massive resource in our society, a repository of know- ledge and resources which should be applied to problem solving. For American higher education, the implications of our rapid urbanization J n D fate are enormous. A college cannot fail to take note of the sweeping changes in the society in which it exists. There are three justifications for converting that awareness into action. The first is theoretical, having its roots in the very nature of the university. a D 0 a c 0 Universities engage in the acquisition, transmission and dissemination of knowledge, and these are translatable into practise and research, training, and action programs. The transmission of knowledge has always been conceded to be the primary function of a college. However, if a college does not develop a curricula responsive to the needs of society, such an institution may be in danger of becom­ ing irrelevant. The second justification is moral, holding that knowledge is power and its D possessor owes the public a prompt application. The more important contribu- tions that scholars can make is that they can view urban problems with at least some degree of objectivity and detachment. The third is historical, pointing out that since the creation of land-grant colleges by the Morrill Act, "the notion that academic institutions should -1- �I il reach out to serve the workaday needs of a developing society, " has been common. 1 111! I i However, "academic" and "extension" were maintained as separate activities on campuses. J Almost every college and university distinguished between extension and teaching personnel and academic research and usually placed them in seperate divisions. They differed in careers and interests. 1 n While it is quite possible for the college to reach out into the society through departments, individuals, or units within it, there is much to be said for the establishment of a specific urban unit to focus on urban problems and policy, to ensure for the college a constant involvement in urban affairs , and to provide coordination for urban research and training for the college. The urgent need for providing a direct link between the sholarship of ■ Id i B 0 colleges of a given area on an inter-disciplinary basis has resulted in the creation of the contemporary "Urban Center. " Its orgin on college campuses is a re­ cognition of the fact that there is a set of interrelated urban problems, that urban problems spill over into many disciplines, and that the solutions to the problems and the activities of such centers require the coordinated application of the talents of scholars in many disciplines. B B [pf < Thus, "Urban Studies Centers," such as the Wilkes College Institute of Regional Affairs, are rather new developments in Amer­ ican universities. In the last thirty years, Northeastern Pennsylvania communities have experienced a state of economic decline with corresponding high employment. On- ly in very recent years has this region made any progress in economic development. These same communities which went through an economic transformation have -2- �II ill I s 1 E a n □ D faced drastic readjustment to the stern realities and the demands of an urbanized society, not as acute as in larger metropotitan centers, but nevertheless, just as painful. Today, the renaissance in Northeastern Pennsylvania is receiving na- tional attention, thanks to the sustained interest of the civic leadership of the re- gion, to which the College has contributed substantially. Since its establishment in 1947, Wilkes College has participated in every community effort towards economic and social development. From the start, its faculty leaders believed that the College's expansion and development have been inextricably linked to the fortunes of the community and the region. The Institute of Municipal Government, formed in 1951 out of a mutual Q LI p B g E i 0 B 3 I 10 •3 3 desire of town and gown to work with one another for the advantage of both, has as its fundamental prupose to guarantee the semi-autonomous structure of American local government, so long as it would retain the capacity to solve its own problems. Many innovations in local government in the Northeastern Pennaylvania region had their beginnings in workshops and conferences sponsored by the Institute. The commitment by the College in community affairs was duly recogniz ed in I960 when the Ford Foundation funded the Institute of Municipal Government. In 1966, the Institute of Regional Affairs replaced the Institute of Munic­ ipal Government as a multi-purpose College organization which views regional pro- blems as belonging to no simple academic discipline, but rather as a contemporary phenomenon spilling into many disciplines. The very creation of the Institute is proof positive that a full across-the-board commitment has been made by Wilkes College. Its resources include not only the College faculty in the social sciences — -3- i �ii i til I I economic, education, psychology, government, sociology — but also those ex­ perts in the region who can lend their talents to teaching, information, research, and consultation. The creation of the Institute of Regional Affairs is really a nat- ural integration of prior activities in which many members of the Wilkes College I social science faculty have been engaged for over twenty years. D n n The Institute of Regional Affairs, in bridging the gap between the schol- ar and the community, has three basic interrelated goals: -- to help the College relate effectively to a constantly changing urban society; --to help the component communities of this region to develop a great­ (J E er capacity for dealing with urban problems and for guiding urban development; and; --to help contribute generally to the development of knowledge of urban society and processes of change, and to methods of applying this knowledge. E i Actually then, urban centers as the IRA engage in the activity that is most commonly identified as "applied social science," trying to bring social science knowledge and principles to bear on the solution of problems under conditions that we believe to be professional in character. In engaging in an applied social science, the college faculty member chooses one of several roles — analyst, advo- cate , or mediator. First is the role of the analyst. This is perhaps the more traditional and (at least in the past) the more common role for applied social scientists. key aspect of this role is the attempt to be objective and to be detached. -4- The �I ii In contrast to the analyst, the professional person in the advocate role i i does not seem to strive for objectivity. The role of the advocate seeks to main- tain the professional independence of the professional's contribution to the cause of his client; it seeks to assist him to recognize the basic causes of his problem and to remedy these causes. There is a third kind of role that applied social scientists can play characterized as the mediator role. 0 l“ 0 It is well known to those who are involved in recon- ciliation efforts in labor-management relations. In order to be effective in this art of conflict resolution, one must be able to identify with the interests, aspirations, and points of view of two or more parties on both sides of a conflict situation. Suc­ cess in this role seems to require the analyst to be completely objective and the la E advocate to be completely sympathetic. Any crisis involves opportunity as well as danger. If the crises which onrushing urbanization has brought threaten higher education on occasion, they also present a remarkable opportunity for any college to rethink its existential nature no matter the role that its social scientists play. I IB There is a crying need today for middle-level urban practitioners who enter a realm of generalization for which they should be prepared by an undergraduate education. In this age of progressive disciplinary specialization, no individual department possess the strength adequately to maintain the flow of broadly trained in '(I I students capable of coping with urban problems. ing in the social sciences and relevant to the urban system is continually growing and can be meaningfully applied to the urban field by being structured into an inter - -5- 1 The body of knowledge original- �- i i I I 3 LI disciplinary academic program. Through the initial efforts of the IRA, Wilkes College instituted in 1969 an academic program in Urban Affairs which will lead to the Social Science De- gree. The program is based upon the awareness of the value of a broad liberal arts education and the student is expected to take courses in the natural sciences, humanities, and social sciences. The present Liberal Arts background (fresh­ n d ban affairs experience on the traditional liberal arts background. sn semester hours in political science, economics, and sociology, with a minimum 111 L man - sophmore years) will not be disturbed so that the student can build his ur- The Social Science majors concentrating on urban affairs consists of 39 of 12 semester hours in each. ogy 215 are required. Economics 236, Political Science 251, and Sociol- Political Science 101 and 102, Economics 101 and 102 and Sociology 101 and 102 are not accepted toward the major. L Students who intend to pursue this program counsel with the IRA staff. Not from its very beginnings has Wilkes College ever viewed itself as the ideal American institution of higher education located in a peaceful, small, relatively isolated town where its community of scholars could be shut off from the noise and confusion of the world and the region in order to devote their time to intellectual pursuits. The transition from a relatively simple set of conditions in Northeastern Pennsylvania to the highly technical and complex conditions of the 1960's and the 1970's has called for vigorous and alert response from local in­ K stitutions, be they governmental, educational, economic, or social. Not only has the College been a partner in this transition, it has made an investment through -6- �■Mi I the work of the Institute of Regional Affairs that has yielded ideas, techniques, and insights that a small liberal arts college may profitably examine as it ventures 1 more deeply into complex community and area problems. Instead of separating the "extension" from the "acadamic" personnel, the College, through the Institute 11 of Regional Affairs, has been able to find people who have been able to coordinate functions from scholarship to community service under a single canopy. 0 KJ E C I IB K �k k I I II. education and in-service training A. In-Service Training The primary function of the Institute of Regional Affairs is to provide education and training programs for officials and employees of Northeastern Penn­ n sylvania, since local units do not provide their own formalized training programs. The impetus for the in-service training came from the former Institute of Munici­ pal Government, The emphasis on in-service training by the Institute of Regional Affairs continues into the future. This structured formalized training has increas­ ed over the years primarily because of the interests of the employees and the pub­ lic officials themselves. r I Much of this basic or technical training is becoming increasingly important for certain technical, semi-technical and para-professional positions. This training is available through short courses offered in cooperation with the Public Service Institute of the State Department of Education. Management and supervis- ory training, relating to certain areas of administration, human relations and pol- icy making have been provided at several levels: (a) for local government execu- B fives, (b) for first-line supervisors, (c) for command officers. Objectives of Training In-service training can and should be beneficial not only to the individual who receives the training, but also to the local governmental unit. It should up- grade performance and the image of the public servant. In its report on in-service municipal training, the International City Managers' Association pinpointed these goals of training from the individual's standpoint: -8- �i ‘ i I a a --to equip him with the skills he needs to perform more effectively the duties of his position. -- To attune him to the tasks he is called upon to perform in a changing world and to adjust his outlook and methods to new needs and demands. -- To instill in him an awareness of the relation of his work to the ser­ vice rendered by his department and government. -- To prepare him for other duties (his next job), and when appropriate, develop his capacity for higher work and greater responsibilities (for a different E job). These goals not only apply to municipal training, but to all types of train­ ing — whether in industry or government. r One concluding point: if in-service training is going to be truly meaning- ful, truly worthwhile, it should afford the employee-student the opportunity to achieve some perceptible and attainable goal, for himself and for his employer. Over the years many specific courses have been offered to public per­ E sonnel relating to their particular specialty. degree, educational opportunities, varying form 5 to 24 hours in length during the academic year. G! These courses are non-credit, non- The number and variety of courses will vary from year to year de- pending upon the demand. Beginning with a total of 29 public officials in 1951, the enrollment in courses for public employees and public officials reached a new high in the 1967- 1968 year when 567 qualified for Certificates of Attainment. ified for Certificates. In 1969-1970, 479 qual- Over a nineteen year period, more that 3, 900 individuals have completed the courses requirements and received Certificates. 1 1L_ -9- �8 8 ri r? a a n Courses offered to local public officials during the past year from July 1969 to June 1970 were the following: I. POLICE a. b. c. d. II. 0 FIRE a. b. in. r E fl V. Appraisal Techniques I - IAAO Principles of Industrial Assessing CIVIL DEFENSE a. b. c. d. B Fundamentals of Fire Fighting (2) Fire Inspection and Prevention ASSESSING a. b. IV. Small Arms (Public Service Institute) Small Arms (National Rifle Association) Traffic Accident Investigation Auxiliary Police Radiological Monitoring Basic Communications Radiological Refresher Light Duty Rescue Medical Self Help other a. b. c. Borough Councilmen Wastewater Treatment Operation Zoning Law E Hi I ! -10- �If I k i _i in-service training program number receiving certificates BY years and short courses I 1 IB n T ] u 2 0 n B T fl Y ear Total 1951 1952 1953 1954 1955 1956 29 42 37 27 36 52 1957 37 1958 39 1959 89 I960 90 1961 157 1962 231 Certificates Awarded Class Borough Councilmen Magistrates Basic Police Township Commissioners Borough Councilmen Health Officers Township Commissioners Magistrates Borough Secretaries Advanced Police Councilmen Magistrates Township Supervisors School Directors Basic Police Councilmen Basic Police School Directors Planning and Zoning Police Chief Magistrates Advanced Police Small Arms Basic Police Assessors Borough Secretaries Magistrates School Educational Secretaries Small Arms Township Supervisors Traffic Management Zoning Highway Maintenance Fire Administration Penal Code Planning School Directors Intoxication and Law Enforcement -11- 29 42 37 27 36 11 9 32 13 24 17 22 35 30 24 10 26 29 25 12 26 38 23 20 26 12 31 11 8 15 12 20 19 11 35 15 33 21 �I! I 1 s a o Year Total 1963 119 1964 189 1965 184 1966 415 1967 440 a T o rr 0 n D B IE IE Certificates Awarded Class Assessors Basic Police Report Writing Fire Fighter Instructors Personnel Supervision Municipal Fire Administration Small Arms Magistrates Youth Control Rural Assessment School Directors Small Arms Township Supervisors Arson Detection Criminal Investigation Fundamentals of Fire Fighting Magistrates Fundamentals of Fighting School Law Assessors Magistrates Small Arms Hydraulics Zoning Community Planning Penal Code Basic Police Principles of Inspection Magistrates Assessors Shelter Managers Civil Defense Adult Education Basic Rescue Civil Defense for Local Government Civil Defense for Local Directors Light Duty Rescue Radiological Monitoring Auxiliary Police Fundamentals of Fire Fighting Radiology Radiological Monitoring Criminal Law Councilmen & Commissioners Civil Defense for Local Government Auxiliary Police -12- 25 15 18 10 13 17 21 59 12 23 18 15 38 28 37 18 78 6 12 23 15 20 25 5 11 28 31 23 17 5 7 18 20 16 20 44 83 92 22 10 56 9 37 43 �I! i Y ear Total 1 a o n 1968 555 1969 496 n E kJ Certificates Awarded Class Control Center Operations Fundamentals of Purchasing Light Duty Rescue Shelter Management Small Arms Medical Self-Help Rural Assessment Basic Police Procedure Fire Ground Attack Fundamentals of Fire Fighting Civil Defense Management for Local Directors Advanced Police Course Minor Court Procedure Auxiliary Police Civil Defense for Local Government Basic Communications Basic Police Procedure Fundamentals of Fire Fighting Hydraulics Light Duty Rescue Police Administration Principles of Assessing Medical Self-Help Radiology Report Writing Small Arms Advanced Communications Arson Detection Auxiliary Police Basic Communications Civil Law Community Planning Control Center Operations Fundamentals of Fire Fighting Hydraulics Medical Self-Help Light Duty Rescue Principles of Purchasing Radiological Monitoring Radiological Refresher Rural Assessment Small Arms Street & Highway Maintenance -13- 28 5 49 9 9 57 6 14 21 43 22 38 36 56 26 53 30 69 15 18 5 12 136 26 7 28 21 45 45 17 21 3 13 115 16 56 27 11 29 22 35 12 8 �I i i I a 0 n n Y ear Total 1970 47 6 Certificates Awarded Class Appraisal Techniques I - IAAO Auxiliary Police Basic Communications Borough Councilmen Fire Inspection and Prevention Light Duty Rescue Fundamentals of Fire Fighting (Laflin) Radiological Monitoring Medical Self Help Radiological Refresher Principles of Industrial Assessing Small Arms (Public Service Institute) Small Arms (National Rifle Association) Traffic Accident Investigation Wastewater Treatment Operation Zoning Law Fundamentals of Fire Fighting (Lehman Twp. ) m Is B ! -14- 12 24 27 11 38 19 44 24 17 46 16 10 15 22 31 62 15 �I ■ (D '£j iO (O (Cj iS I 1 I 0 3 0 . B. General public policy training might also be called public leadership training. It involves education which helps community officials better understand issues and change, provides guides for them to use in analyzing and solving community problems and gives them an understanding of methods of developing community sup- port for putting programs into action. This type of education has been directed at the private sector plus the many citizens who serve on the various boards and com­ missions. C. n 0 D Public Leadership Training General Education Beyond High School This training aims at broadening an individual's horizon of thinking andfeeling by conveying general knowledge that does not bear any direct relationship to his specific job. Article II of Canons of Police Ethics (1956), entitled "Attitude Toward Pro- fession," stressed the point that by diligent study and sincere attention to selfimprovement, a police officer can strive to apply science to the solution of crime, CD D and thus make for effective leadership and influence in human relationships. To this end, many cities have established programs permitting police officers to earn □ a college degree in a field of his choice in the hope that such a broad education would help to create a high quality public service. Cities provide incentives, pro- motions, leaves of absence, tuition and other expenses for this college based educa­ tion. In 1968, Congress saw fit to provide financial assistance to allow in-service law enforcement officers to commence or continue their education at the college lev,1 1 -15- �II I J el. At the same time, funds were provided to encourage young people to seek ori­ minal justice careers at the college level. The Law Enforcement Assistance Ad- ministration established under the Safe Streets Act of 1968 makes available to law enforcement and correctional officers grant awards and loan awards. Two law en- forcement officers took advantage of the grant awards, as defined in the LEAA 0 n guidelines, and attended Wilkes College during 197 0-71. ponsibility under the Law Enforcement Education Program and counseled these two students in arranging courses. D (Fi The IRA assumed the res­ D. IAAO Course The IRA made available to assessors and all those engaged in any of the many related state, government, and local positions with the application of real n estate, a course by the International Association of Assessing Officers. This was the first time that the International Association made such a course available on the Wilkes College campus. E ed the course. Instruction in the course was paid for by those who attend- An examination to test the comprehension of material presented was not mandatory; however, the IAAO did award a course certificate to those who successfullly completed the examination. IE Successful completion of the course by pass- ing the examination does meet the entrance regulations to CAE candidacy. It is the hope of the IRA that other courses can be given with a view to certifying assessors under the IAAO requirements. E. f' Community Service Program - Title I In 1965, Congress provided a program to help bring the resources of the colleges and universities to bear on community problems on a state-by-state basis. -16- �It provides federal matching money to colleges and universities for community service programs to assist in the solution of community problems. This money is administered under a state plan developed in each state and may be uses for ed­ ucational and research programs. The philosophy of Title I of the Higher Education Act of 1965 states: "For the purpose of assisting the people of the United States in the solution of community problems. . .by enabling the Commissioner (of education) to make grants under this title to strengthen community service programs of colleges and 3 0 0 universities.. . " Sections 101 and 102 of the Act further states: "• . .the term, 'community service program1 means an educational program, activity or service, including a research program and a university extension or continuing education offering, which is designed to assist in the solution of com- munity problems in rural, urban, or suburban areas, with particular emphasis on urban and suburban problems. . . " Title I is unusual in several respects: (1) its emphasis upon the use of high­ er education programs to assist in the solution of community problems, (2) its flex­ ibility, permitting each state to define its community problems and to determine how it wants to use its higher education resources to work toward solutions, and (3) its broadness, permitting programs for the private sector as well as public. B Title I has permitted experimentation, both in types of projects and methods of carrying out the educational programs. The Act is a recognition of the fact that universities and colleges are not interdesciplinary; academic departments have fun- -17- �I! i I ctioned largely independently of each other. Yet the solving of community prob- lems may call for a coordinated, interdisciplinary approach. Title I has really served as an incentive for persons in higher education a 3 n D B D to be more in touch with community problems and it has also served to make com- munity officials and leaders more aware of the resources of colleges and universities that are available to their communities. The challenge to colleges of Title I of the decision as to whether they want to become involved, and if so, to what ex- tent and how. This certainly has not been true of Wilkes College or of the Institute of Regional Affairs. Title I has merely served to strengthen an involvement that dates back to 1951. The Institute of Regional Affairs made 10 applications for 10 programs under the Act since 1966 when the Act became operative. Of this number, 9 have been accepted and funded by the Title I Agency of the Commonwealth Department of Education. Kinds. B B Most of the programs have been conferences, seminars, short courses, or workshops. Continuing Programs. One of the projects was approved three times, re- ceiving a very high rating by the panel of proposal evaluators. Audiences. The impression may be that Title I projects are almost exclu- sively for public officials. This is not the case. Half of the projects involved aud- iences which were completely or partly from the private sector. '11 A breakdown of the 10 projects is presented to give the reader an idea of the balance of the programs conducted by the Institute of Regional Affairs under !| -18- �Title I: ■1 0 Year Title 1966 Regional Policy and Goals Principles of Purchasing Community Leadership Joint Communications System Community Leadership Dynamics of Regional Affairs Community Leadership Transportation of Low Income (on-going) Middle Management Seminar Training for Parents of Retardates (on-going) 1967 1968 1969 B 1970 Type of Participants Number of Participants Public Officials 17 Public Officials 15 Community Leaders 24 Public Officials 75 Community Leaders Social Science Teachers 22 Community Leaders Public Official s and general citizenry Indust ry 28 20 46 General Citizenry 60 30 Two Title I projects were conducted during 1969-70; 1. Transportation for Low Income. The purpose of this project was to ascertain and match the specific geographical areas in the County where the poor live and where the job opportunities are. It was intended to involve three parts: (1) preparation of an analysis of currently available public transportation fa­ cilities; (2) conduct of 5 conferences on regional transportation problems; (3) develop­ ment of a demonstration proposal to show the feasibility of a more effective trans­ portation system for the low income. One conference, five large meetings, and at least ten smaller group meetings have held on the general subject involving representatives of industry and welfare agencies. Under present circumstances, with the Wilkes-Barre Transit Company in dire financial straights.it cannot be ex- pected that a company would be interested in a demonstrative project. -19- Therefore, �the objective of the projects has been redirected toward a larger goal than that of the original approved proposal — that of studying with the transit company officials the whole status of Mass Transit in Wyoming Valley in particular and the Luzerne County in general. The IRA has at this point in the project created a joint Cham­ ber of Commerce — IRA committee for continued discussions on these larger goals. 2. Middle Management Seminar. The transition of the Luzerne County area from a deeply depressed, one-industry economy to a diversified economy is well underway. 0 IjC? a s According to recent studies published by the Economic Develop­ ment Council of Northeastern Pennsylvania, there is a lack of middle-management positions, capable but untrained personnel, relying in "on-the-job" exper- ience without formal planned training programs to develop competent "middle managers. tt Competent middle-management is a "must" to the upgrading of the area's newly diversified economy. In view of the stated goals and the practical nature of the problem in this region, the middle-management training program was designed a not only as an initial effort to promote an awareness of the need for middle-managers, but also to provide a basis for later specialization in selected areas of man- agement. Its content was directed to individual middle-managers presently em- ployed who feel the need for basic training. The program emphasized practical ■ methods and techniques. 0 The program consisted of a series of ten two-hour e- vening sessions, each conducted by qualified authority. Specific managerial areas were selected on the basis of significant need as revealed by consultation with area business and industrial organizations. I ! f' A program syllabus and other printed mat­ -20- �II 1 a B erial prepared by the Institute of Regional Affairs, and Boehringer Associates, were proveded for each participant at no cost. The Economic Development Coun- cil of Northeast Pennsylvania agreed to co-sponsor the Seminar with the Institute. PROGRAM OUTLINE Session I March 2 Functions of Management — Planning and Or­ ganizing Session II March 9 Functions of Management — Leading and Control Session III March 16 Personnel Management — Hiring, Training, Wage and Salary, Administration Training u a n E Session IV March 23 '3 The Total Cost Concept — Office, Engineering, Manufacturing, Marketing, Cost Control B B Session V March 30 Value Improvement — Work Simplification, Cost Reduction Session VI April 6 Work Sampling, MTM (Method-Time-Measure­ ment) Project Control, Quality Control, Safety i Session VII April 13 Materials Management - Purchsing, Inven­ tory Control, Production Control Session VIII April 20 Supervisor's Responsi bility for Labor Relations Session IX April 27 Marketing - Research, Advertising, Sales Operations Session X May 4 Continuing Self Improvement Program tl F. Community Growth Conference The Ninth Annual Community Growth Conference, co-sponsored by com­ I munity organizations, was held in September, 1969, and intended to acquaint ■ local officials and the general public with the emerging issues of public affairs, I. centered on the theme "Regionalism. hl If’ tt -21- �I I l a n n PROGRAM "THE NEW WAVE Welcome: Chairman: Speaker: Chairman: Panelists: n !8 s Chairman: Panelists: E OF REGIONALISM'II Dr. Eugene S. Farley, President, Wilkes College Donald D. Moyer, Economic Development Council, NPA Ralph R. Winder, Executive Director, Appalachian Regional Commis sion "MASS TRANSIT" Edward Schechter, Committee, Luzerne/Lackawanna Trans­ portation Study Joseph Armond, General Manager, New Castle Transit Authority Edwin W. Bickhart, Chief, Mass Transportation Div. , Dept, of . Comm. Aff. Third Speaker to be announced "SOLID WASTE MANAGEMENT" Ellsworth C. Salisbury, Jr. , Exec. V. Pres. , Greater Hazleton Ch. of Com. Maurice A. Shapiro, Graduate School of Pub. Health, U. of Pittsburgh Albert J. Klee, Chief, Bureau of Solid Waste Mgmt. , HEW Samuel J. Joseph, Vice President, United Municipal Corpor­ ation, Harrisburg "WHAT IS THE ROLE OF THE COUNTY" Edmund C. Wideman, Jr. , Board of County Commissioners, Luzerne County Speaker: Bernard F. Hellenbrand, Exec. Dir. , National Assn, of Counties Chairman: I! ffl (fi -2Z- �II I I B n a n B B E III. INFORMATION The Institute of Regional Affairs constantly attempts to keep public officials and those engaged in community work informed on urban and regional affairs. To accomplish this purpose, the Institute circulates a monthly newsletter, maintains an outstanding library, and quarterly submits contributions to the Horizons section of the Pennsylvanian magazine . A. The IRA Newsletter Although it was begun in 1951 as the Luzerne County Newsletter, the change in name of the Institute also brought with it a change in name of the Newsletter. In July, 1969, a distinctive masthead was instituted, and the printing process was changed, which permitted the inclusion of almost three times as much material in the same amount of space. It should be noted that the Newsletter is no longer the work of one person, but articles, book reviews, commentaries are contributed by all members of the Institute staff. However, the basic purpose has not changed -- that of keeping local public officials informed of the varying methods employed by communities throughout the United States in solving problems of management, personnel, and administration. ! Also, included are the broader range of activities in the general fields of economics, psychology, government, and sociology. It is an­ ticipated that members of the various departments at the College and consultants will contribute articles. PE lb A monthly publication, the Newsletters' mailing list has grown to approxi­ mately 2, 100 interested community leaders in Northeastern Pennsylvania. Included on the list are public officials, community leaders, and various professional groups. I -23i’ �i! k B. I 8 a D Library The Institute of Regional Affairs also maintains a carefully selected library of contemporary materials in the social science fields. been catalogued, ies. Over 4, 000 items have which includes books, . pamphlets, reports, surveys, and stud- These are received by the Institute on an exchange basis with similar organ- izations on other college and university campuses, and with many local and state governments. This collection of contemporary material deals with the various aspects of urban studies: government, land use, transportation, management, social welfare, education, recreation, and public finance. In effect, this is a clearinghouse and one of the largest repositories of information and materials on governmental ad- B I ministration in Northeastern Pennsylvania. In addition to its use by interested community leaders and local government officials, the Library is used by many undergraduate students who may have their first contact with community problems by the utilization of library materials for term papers and research projects. The Library will become incresingly valuable to Wilkes students vdio plan to pursue undergraduate work toward the Social Science degree with a concentration in Urban Affairs, a new program instituted in the Fall of 1969. C. r Horizons-- the Pennsylvanian The Pennsylvanian is the official publication of a number of municipal or- 1 (J ganizations. It has a circulation of well over 15, 000 people interested in Pennsyl- vania local government. Horizons is the four page center spread of the magazine, rn -24- �I i 1 1 and is an outstanding part of the magazine. The Institute of Regional Affairs is one of the three regular contributors to Horizons, the others being the Universtiy of Pennsylvania and the University of Pittsburgh. ] I < ] n During the past year, the Institute contributed the following: Professionalism in Pennsylvania Government" August 1969. Hugo V. Mailey tl In the 70's. . . The Commonwealth's Role in Community Affairs" December, 1969. Hugo V. Mailey "Fire Fighting: Self-Service or Collective Municipal Responsibility?" May, 1970. Hugo V. Mailey D D n i H ■ ■ 0 ,rl ;li! T1 -25- �IV. CONSULTATION A third service of the Institute of Regional Affairs is a consulting service which offered to interested members of the community including governmental of- ficials and non-governmental agencies. This consulting service, both formal and informal, is made possible because of the specialized interests of the staff of the Institute and of the college. The members of the staff have been asked to talk before various groups in Northeastern Pennsylvania. In addition, the Institute encourages staff involvement in outside organizations through membership, attendance at meetings, serving as resource people, and as lecturers. These activities have taken many forms ranging in magnitude from working with a single specific small municipality to working with the Commonwealth of Pennsylvania as a whole. Among the broad type services in which the Institute participated during the year 1969-197 0 were the following: Wilkes-Barre Kiwanis - Director served as luncheon speaker on a County Emergency Communications System. Governor's Conference on Water Pollution - Director served as speaker on the Management of Regional systems. Second Annual Conference of Department of Community Affairs - Director served as speaker on the Role of the Commonwealth in the 1970's. Cumberland Conservancy - Director served as speaker on Inter-governmental Cooperation on Pollution Abatement. -26- �I I I J ] n National Honor Society - Director served as speaker on Urban Crisis. Pennsylvania Library Association - Director served as speaker on the Future of Local Government in Pennsylvania. Environment Day - Director served as speaker on Creation of Wyoming Valley Sanitary Authority. Lackawanna County Extension - Director served as speaker on Alternative Solu­ tions to Metropolitan Problems. Pennsylvania Department of Health - Director attended Conference on the Susque­ hanna River Basin. Environmental Health Task Force - Director serves as member of Task Force in 0 B D ■: B the Department of Health. Title I, Higher Education Act - Director served as evaluator of Title I proposals for Department of Education. Luzerne-Lackawanna Committee on Clean Air - Director serves as member of Cit­ izens Committee for Clean Air. Advisory Council of Department of Community Affairs - Director serves as Vice Chairman of Council which counsels with Secretary of Community Affairs. Bureau of Research of Department of Community Affairs - Director serves an con­ sultant to Bureau on Area Government Study by Better Government Associ­ ates. U Wilkes-Barre City Planning Commission - The Associate Director served as the executive director of the Department of Planning and Development from July to December 1969. -27- �— Swoyersville Borough Civil Service Commission - Associate Director administer­ I ed tests for Police applicants in January, 1970. West Pittston Borough Civil Service Commission - Associate Director administer­ ed examination for police officers in December, 1969. Greater Wilkes-Barre Chamber of Commerce Central City Commission - Associ­ ate Director assisted committees in evaluating traffic proposals to be presented to the Wilkes-Barre Traffic Commission. Channel 44 - Director served on panel on Function of Authorities on Pollution 0 D Abatement. Wilkes-Barre Teachers - Director served moderator on public forum on Transfer of Teacher Policy. Scranton Teachers - Director served as Election Moderator at representation (ID election for teachers. ■ E B B i Horizons - Director attended a series of editorial policy meetings in Harrisburg throughout the year. Pennsylvania Political Science Association - Director presently serving on the Executive Council of the Association beginning in April, 1968. Multi Community Cooperation - Director serves as coordinator in the four community(Forty Fort, Swoyersville, Wyoming, West Wyoming) sewer project. 1 Luzerne County Ambulance Association - Director serves as coordinator in the establishment of County Association. American Institute of Planners - Associate Director serves as President of the Northeastern Section, Philadelphia Chapter. -28- I �Luzerne County County Association for Retarded Children - Associate Director serves as Second Vice-President. Luzerne County Emergency Communications Systems - Director serves as a co- ordinator in the establishment of County Communications System, initially a recommendation of the Institute of Regional Affairs as a Title I I 1 0 n D project. The members of the Institute staff have maintained membership and tak- en part in the function of many community and state-wide groups. The Institute has acted as co-sponser of and participated in conferences with numerous state- wide profes sional organizations. UJ E -r 7 -29- �research The fourth area of activity of the Institute of Regional Affairs is that of Research. The Institute, because of its relation to both the College and the com­ munity is in a unique position to conduct a continous research program closely as­ sociated and connected with the educational aims of the Institute. The Institute may make specific studies for individual municipalities or groups of municipalities. These normally are conducted at the request of the spe- cific municipality when they relate to such programs as reorganization of a police department, comparative costs of incineration and sanitary land-fill, development of personnel record, or the feasibility of establishing a public library. Other stu- dies which have been undertaken by the Institute are occassionally valley-wide or County-wide in scope, such as the Annual Wage and Salary Survery of Luzerne ■ County municipalities. A. Projects Completed in 1969-197 0 The publications of the Institute of Regional Affairs from July 1969 to June 197 0 are listed below: IP lb Civil Service Rules and Regulations for Hazleton Civil Service Rules and Regulations for Larksville Joint Police Service for Fairview and Wright Townships Proceedings for the Ninth Annual Community Growth Conference Salaries, Wages, and Fringe Benefits in Luzerne County Municipalities, 197 0 Proceedings of Data Processing Seminar. As a result of a seminar of six sessions, the Institute of Regional Affairs published a summary of the proceedings on the use of computers which was offered to the business -30- �community of Northeastern Pennsylvania. This seminar under the direction of Cromwell Thomas, Associate Professor of Engineering, was presented in cooperation with the Pennsylvania Technical As­ sistance Program. One of the recent demands in the business world has been for computer-basis systems tailored to the needs of the gen­ eralist in the management that person without a formal background in system analysis programming. Such systems must provide this kind of general person both the opportunity and ability to structure his own data in his own way, using a language that is comfortable and easy to master. I j 1 u J J ■ D D j Real Property Inventory. One of the major studies that were executed by the Institute of Regional Affairs during the past year was the Real Property Inventory of Wilkes College. This study was in response to the charge that by continually acquiring high value properties, the College is depriving the City of Wilkes-Barre of much needed revenue. This was the initial step in the College developing a property inventory system. It is hoped that this report will eventually lead to a compre­ hensive study of the impact of the College on Luzerne County, in gen­ eral, and Wyoming Valley in particular. Students Perceptions of Effective and Ineffective College Teachers. As a result of a paper presented at a Wilkes College Faculty Seminar, the Institute of Regional Affairs published the complete report entitled Student Perceptions of Effective and Inneffective College Teachers by Michael J. Barone, Assistant Professor of Education. The evaluation should be to help the professor understand himself, to know his abili­ ties, to continually assess his preparation, and to be conscience of his patterns of interest. Student evaluation permits the teacher to analyze his techniques for putting across concepts and theories, to strengthen his good qualities, and to question or eliminate his weaknessess. Even though student appraisals contain an uncertain degree of validity and reliability, the judgement derived from student evaluation forms is a better measure than opinions obtained from hearsay of from faculty and student minorities. p 11 Conceptions of Mental Illness by Patients and Normals. Raymond Weinstein, assistant professor of sociology and Norman Q. Brill M. D„ professor of psychiatry at UCLA and formerly medical director of the UCLA Neuropsychiartic Institute, collaborated on an article for a national mental health magazine, in which patients conceptions of the causes of their illness were recorded and compared to data of five other investigations dealing with public attitudes toward the etiology of mental disorders. The purpose of the comparisons was to determine if patients and nor­ mals hold similiar views, as hypothesized by a sociological perspective of illness, or whether these two groups differ in the conceptulizations, -31- �BM as suggested by a psychiatric frame of reference. I Municipal Secretary's Manual. The Department of Community Affairs awarded the Institute a contract to prepare a manual to aid clerks of cities of third class and secretaries of boroughs, townships of first and second classes. The preparation of this manual in a single comp­ rehensive publication was both unique and expermental in that an ob­ solete manual did exist, but only for borough secretaries. This pub­ lication for the Department will serve as a practicle guide for the sec­ retaries so that they can better perform their extensive and increasing­ ly complex duties. The prime author of this publication was Walter H. Niehoff. ] 0 h h D ! .0 ri -32- » �p U) B. Studies and Reports - 1951-1970 A list of the Institute's publications from 1951 through 1970 includes the following: J b ] ■ D a D B 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31.. 32. 33. 34. An Analysis of Tax Collections in Luzerne County Attitudes and Implications of Urban Renewal Civil Service Rules and Regulations for the Borough of Forty Fort Civil Service Rules and Regulations for the Borough of Luzerne Civil Service Rules and Regulations for Kingston Comparative Costs of Incineration and Sanitary Landfill for Berwick An Evaluation of Small Arms Course The Glen Alden Story Influences on Women's Voting Behavior Intoxication and Law Enforcement Library Service for Edwardsville Local Political Subdivision Disaster Preparedness (Civil Defense) Merger Study of Kingston and Pringle Boroughs Pennsylvania Municipal Finance Officers 27th Annual Meeting Personnel Status Record for Police Department of the City of Wilkes-Barre Proceedings of the First, Second, Third, Fourth, Fifth, Sixth, Seventh, Eighth and Ninth Annual Community Growth Conference Proceedings of the Sanitary Landfill Conference Proposed Structure and Pay Schedule for the Police Department of Kingston Report on the Feasibility of Joint Sanitary Landfill for Wilkes-Barre and Adjoining Towns Salary and Wage Study for Third Class Cities in Luzerne County -- 1964, 1965, 1966, 1967, 1968 Student Opinion Survey Concerning Consolidation Study of Sanitary Landfill for Wilkes-Barre and Surrounding Communities Use of Idle Cash Balances in Luzerne County Audience Characteristics -- Times Leader Evening News Salary and Wage Study for Boroughs in Luzerne County - 1965, 1966, 1967, 1968 Ambulance Survey - Wyoming Valley The Appearance of Wyoming Valley Report on the Institute for Youth Opportunity Program Salary and Wage Study for First Class Townships in Luzerne County -- 1966, 1967, 1968 Report on Institute for Keystone Job Corps Center Problems of Change in Urban Centers Emergency Communications Center for Luzerne County Academic Calendars in Pennsylvania Colleges and Universities Annual Reports of the Wyoming Valley Sanitary Authority -- 1964, 1965, 1966 and 1967 -33- ’I ___ �35. 36. 37. 38. 39. I 40. 41. 42. 43. 44. 1 J 0 d 45. 46. 47. 48. 49. 50. 51. 52. 53. 54. Civil Service Rules and Regulations for Dupont Report on Seminar on Emergency Highway Traffic Regulation Civil Service Rules and Regulations, Wilkes-Barre City School District Wyoming Valley Sanitary Authority: Property Inventory and Description Salaries, Wages, and Fringe Benefits in Luzerne County Municipalities, 1969, 1970 Luzerne County Community College Technical and Semi-Professional Em­ ployment Survey Joint Police Service for Back Mountain Civil Service Rules and Regulations for Swoyersville Community Leadership Seminar Position Classification and Employee Policy Manual for Coplay-Whitehall Sewer Authority The Selection of a City Manager - Qualifications of Applicants The Contemporary College Mission (an abstract appeared in the Mayor and Manager, November 1968) Civil Service Rules and Regulations for Hazleton Civil Service Rules and Regulations for Larksville Joint Police Service for Fairview and Wright Townships Proceedings of Data Processing Seminar Real Property Inventory Student Perceptions of Effective and Ineffective College Teachers Conceptions of Mental Illness by Patients and Normals Municipal Secretary's Manual 0 d 1 i 1 -34■» �VI. EPILOGUE The concept of an "urban agent" is a viable one. There are numerous in- dications that the work of the former Institute of Municipal Government, now known as the Institute of Regional Affairs, has assisted in the effective and meaningful development of new governmental leadership in Wyoming Valley, Luzerne County, ans Northeastern Pennsylvania. ] to depend upon the Institute for its varied services, especially the instructional as- pects of its work. 0 Public officials and community leaders have come The ultimate purpose of the Institute, in what was a depressed area, is to contribute to improving the quality of regional life. Q It can be said that the Institute has effectively established and maintained relationships between Wilkes College and organizations and individuals who serve n the region. This continuing and successful relationship may have been facilitated because the Institute has been seperated from the regular college prescriptions. The traditional barrier of "town and gown" was eliminated. - E co mmunity. ity. The Institute is in the It is relatively free from restriction because it is not of the commun­ The very fact that the Institute of Regional Affairs is both in the community, but not of the community, gives it tremendous latitude for ventureness. The mutual desire of town and gown to work with one another for the advan- tage of both is not only a demonstration of teamwork between higher education and the region, it is also an educational venture into the field of adult extension educa- tion, wherein the College is acting in the role of "urban agent. P ii In representing the College as "urban agent", the Institute of Regional Affairs has attempted to cre- ate the "tommorows" from the work of the "todays. -35- �For either communities or industries of the region to compete successfully, they must have special services and competencies. They need to be able to keep key personnel abreast of new knowledge and new technology. To attract and hold good people, opportunities to prepare for personal career advancement are essential. Special arrangements need to be devised for the industrial enterprises of the region. Few, if any, of the regional enterprises can afford to maintain the elab­ orate and expensive laboratories which such specialized research ordinarily re- .1 Q p quires, and which large national corporations can afford individually or small enterprises in a large city often find near at hand. The various segments of the nat­ ural sciences at Wilkes College have been making their research equipment and fa­ cilities available to various industrial firms. 0 The region's enterprises are frequently confronted by problems relating to business operations, and do not have on their regular staff the specialized econom- - jO ists required to solve them. These enterprises find it highly inconvenient and ex- pensive to send these problems away to metropolitan centers, or else to bring in the required industrial specialists. They find themselves, therefore, at a compet­ itive disadvantage in keeping up with developments in their often rapidly advancing fields. During the past year, the Institute conducted a Middle Management Seminar as a start. This effort was really a continuation of past efforts by the Department of Economics to accommodate local industry in developing local supervisory pet­ ffl sonnel. it is hoped that the Middle Management Seminar will give new life to a whole series of seminars and workshops for industrial firms of the region. This coming year will also see the Institute enter the public welfare field with the Title ■ -36- �I project for Parents of Retardates. Since the Institute has become a broad umbrella over the social sciences, discussions continue in order to determine projects to be undertaken by the various College departments under the auspices of the Institute, Steps are already being taken to bring even more of the social science faculty into the ever-increas- ing activities of the Institute of dealing with regional problems. It is expected that additional professional staff from the social science faculty will be added on a tern- I proary basis to take care of large scale research projects or service work financ­ ed by outside sources, such as the Federal or State government. The "core staff" may be enlarged for specific projects on the same basis as heretofore - part-In- 0 LI stitute and part-departmental. This is the unique solution to the controversy of teaching and/or research or community service. The Institute has two additional assets that will facilitate in the expansion ffi 0 of its activities. Firstly, since Northeastern Pennsylvania is blessed with an ab- undance of human resources and skills, the Institute is able to attract local leaders to assist in Institute activities. Local talent has been drawn into the Institute's or- bit as instructors for the short courses, lecturers on specific subjects, and chairmen and moderators for workshops and meetings. u 1 I Secondly, the IRA is able to draw on a pool of capable students who can perform a variety of tasks for the Institute. During this past year, 15 students who contributed a total of 6, 975 hours per- formed such tasks as typing, stenography, editing., assisting on action programs, and editing textual material for the short courses. This fortunate combination of resources - faculty, community leaders, and -37- �students - can make the Institute a truly interdisciplinary academic setting in which, any student of faculty member who wishes to direct his study and research toward the problems of urban life can easily do so. r j 0 r? i n I 1 i , -38- �ADVISORY COUNCIL Eugene S.. Farley, Ph- D. President I Francis J. Michelini, Ph. D. Dean of Academic Affairs John H. Chwalek, M. A.. Guidance and Counseling Harold E. Cox, Ph. D. Transportation Eugene L. Hammer, Ph. D. Education Hugo V. Mailey, Ph. D. Local Government Jaroslav G. Moravec, Ph. D. Sociology r m ■ ffl Walter H. Niehoff, M. A. Intergovernmental Relations Robert Riley, Ph. D. Psychology Samuel A. Rosenberg, Ph. D. Economics Philip R. Tuhy, M.G.A., A.I.P. Urban Planning I ■ -39- ■ J-.j ��Walter Niehoff, B. A. , M. A Assistant Professor Wilkes College John Sulcoski, B. A. , M. A, Radiation Officer Luzerne County Civil Defense Albert Spunar . . .Communications Instructor Luzerne County Civil Defense Philip R. Tuhy, B. A. M. G. A, . . . . Professor Wilkes College Walter Wint, .... Sergeant of Detectives Wilkes-Barre, Pennsylvania n 0 -41- �r student assistants d: (F, fir Marianne Baker Irene Colarusso Marianne Cwalina Linda Farrar Virginia Gronwaldt Sarah Hutchings Mary Kazmierczak Kathy Lacey Cathy Meli Diane Miller Nancy Orcutt Marilyn Saba Kathy Shiner Mary Lou Shumacher Donna Young Clerk News-Letter, Assistant Editor Clerk Directory Librarian Secretary Materials Editor Clerk Secretary Typist Librarian Secretary Clerk Typist Clerk Clerk ] a p n Li L I L L ■ ■ -42- ■ �TITLE I PROJECTS I Total $1,700 1, 800 5, 000 3, 869 1967 Community Leadership Seminar 4, 625 1, 820 6,445 1968 Transportation of Low Income People Dynamics of Metropolitan Government Community Leadership Seminar 3, 240 5, 100 4, 325 3, 240 5, 100 4, 365 6,480 10,200 8, 690 1969 Middle Management Seminar 5, 125 5, 340 10,465 1970 Training for Parents of Retardates 7, 376 $39,068 3, 684 $22,641 11,064 $65,713 I in Matching $ 425 450 1, 250 967 Regional Policy and Program Goals Principles of Purchasing Community Leadership Seminar Joint Communication System for Luzerne County I I Federal $1,275 1, 350 3,750 2, 902 1966 0 I D J -43- �INSTITUTE OF REGIONAL AFFAIRS INCOME 1 1 I I I 1 I Grants & Gifts Sale of Services Dinners & Conferences State Reimburesements Surveys Studies Travel College Work Study total $28,484.09 10,083.00 6,583.30 4,595.05 2, 170. 35 1,730. 48 1,100.92 857. 62 540.00 118.00 $56,262.81 EXPENDITURES Salaries College Work Study Supplies Meetings & Conferences Newsletter Publications Student Help (Wilkes College) Travel Library Equipment ! 0 total $12,880.00 8,984.26 1, 156.75 733. 04 200. 00 1. 04 10,083.00 $34,038. 09 In evaluating the financial statement of the IRA, there are a number of nu factors to be considered. fl compensation is $23, 586. 66 of all expenditures. There are three part-time faculty members and three part-time secretaries who are employed and paid by the College . Their total The income of the Institute was $34, 038. 09 or 60% of the total expenditur- U' u ■ es. This income was from various sources, including such areas as dinners and conferences, sale of services, and consulting work performed by members of the staff. The largest expenditures were for salaries - both of the staff and student help, which includes the contribution of the College and the federally funded Col­ lege Work Study Program. -44- I bO-153^78 ��llllllllllllllll loooasoan? WILKES UNIVERSITY LIBRARY ] '1 J J J I 1 � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Annual Report for the Institute for Regional Affairs, 1968 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/bd3b7cf4dc1023766a58eeae4721d95c.pdf ba6f2e0ea11b3ff2b841a6f422919a38 PDF Text Text F fl .■ I LUZERN! COUNTY COMMUNITY COLLEGE 3 TECHNICAL AM SEW-PWFESSIONAL lil J EMPLOYMENT SURVEY I s Ij^CHiyES L ■ INSTITUTE OF REGIONAL AFFAIRS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA ��TABLE OF CONTENTS Page Chapter ACKNOWLEDGMENTS I. II. INTRODUCTION 1 RESPONSE RATE 4 CURRENT EMPLOYMENT 9 III. NEED FOR SPECIALIZED TRAINING 16 IV. CURRENT JOB DEMAND 19 OCCUPATIONAL NEED 22 HARD TO FILL 26 TRAINING 28 EDUCATIONAL BACKGROUND 30 PREFERENCE BY SEX 35 EDUCATIONAL CREDIT 38 COOPERATIVE WORK EXPERIENCE 40 V. VI. VII. VIII. IX. SUMMARY APPENDIX A - LETTER, DECEMBER 1, 1967 APPENDIX B - LETTER, JANUARY 19, 1968 APPENDIX C - QUESTIONNAIRE APPENDIX D - JOB DESCRIPTIONS 14 i �1 r I TABLES I Number - I 1. RESPONSE BY CATEGORY 7 2. CURRENT EMPLOYMENT BY CATEGORY OF RESPONDENT 9 3. AVERAGE SIZE OF WORK FORCE BY CATEGORY OF RESPON­ DENT 10 4. CURRENT EMPLOYMENT BY JOB CLASSIFICATION 12 5. WIDE RANGE OF JOB CLASSIFICATIONS FOR RESPONDENTS IN NEED OF 2 YR. COLLEGE PROGRAM 16 INTEREST IN A 2-YEAR COLLEGE PROGRAM BY JOB CLAS­ SIFICATION & INCIDENCE OF APPEARANCE 17 7. JOB DEMAND 19 8. GREATEST JOB DEMAND BY CATEGORY OF RESPONDENT 20 9. FUTURE OPENINGS BY CATEGORY OF RESPONDENT 22 10. FUTURE NEED - WITHIN FIVE YEARS 23 11. JOB OPENINGS AND TRAINING PARTICIPATION BY IN­ DUSTRY RESPONDENTS 24 NUMBER OF HARD TO FILL JOB OPENINGS BY CATEGORY OF JOB RESPONDENTS 26 13. HARD TO FILL OPENINGS BY JOB CLASSIFICATION 26 14. PERCENTAGE OF RESPONDENTS CONDUCTING ON-THE-JOB TRAINING BY CATEGORY OF RESPONDENTS 29 PREFERENCE OF EDUCATIONAL BACKGROUND BY JOB CLASSIFICATION 32 percentage of distribution of respondents ac­ cording TO SEX OF EMPLOYEES, PREFERRED BY JOB CLASSIFICATION 36 6. ' Page I I 12. I I I 15. I 16. ii �I Page Number EDUCATIONAL PROGRAM FOR COLLEGE CREDIT BY CATE­ GORY OF RESPONDENT 38 18. cooperative work experience favored by category OF RESPONDENT 40 19. COOPERATIVE WORK EXPERIENCE INTEREST BY CATEGORY OF RESPONDENT 41 17. -I d iii �I CHARTS Number Page I. RESPONSE BY CATEGORY OF EMPLOYES 8 CURRENT EMPLOYMENT 9 II. III. JOB DEMAND - CURRENT VACANCIES 21 IV. JOB DEMAND - FUTURE OPENINGS 22 ON - THE - JO B ~ T RAINING 29 EDUCATIONAL BACKGROUND 34 EDUCATIONAL PROGRAM 38 COOPERATIVE WORK EXPERIENCE 39 V. VI. VII. VIII. I I I I I iv il 1 �! i (I I 11 '.I ACKNOWLEDGMENTS The Institute of Regional Affairs wishes to express sincere appreci­ ation to the many respondents who took time from their busy schedules to complete and return the questionnaire. In a number of instances the survey data were rechecked by personal interview. This Technical and Semi-Profes sional Employment Survey would not have been pos sible with­ out the assistance of the many respondents who realized that they were in a particularly strategic position to help in formulating the curriculum content of the Luzerne County Community College. J 1U 'i A number of respondents included comments along with the completed questionnaire when it was returned to the Institute. These brief com­ ments will be most valuable to those developing the academic programs at the Luzerne County Community College. bl A special word of thanks must be given to Dr. Wilmot F. Oliver, Dean of Technical Career Programs at the Community College, for his timely comments during the course of the Survey. I I 'II I 1 I I Needless to say, the Institute of Regional Affairs at Wilkes College assumes all responsibility for the data gathering and the interpretations made from the data. ■ Hugo V. Mailey Director Institute of Regional Affairs �INTRODUCTION J A. THE COMMUNITY COLLEGE D il An increasingly industrial and technological society requires skills and under standings on the part of the general population that were inconceivable even a generation ago. Persons who are capable of bene­ fiting from post-high school education appropriate to their abilities and interests, but who for whatever reasons, lack the opportunity for such education, are a loss to thepaselves, to the State, and to the Nation. Educational opportunity beyond the high school is approaching a critical period. Over the next decade, greatly increased provision must be made for an increasing number of Americans who will need and de­ sire education beyond the twelfth grade. n ! It is the comprehensive community college that offers the great­ est pos sibility of moving toward the ideal of providing appropriate posthigh school educational opportunities to all of our citizens. A compre­ hensive community college is an institution of higher education that ex­ tends to all prospective students within commuting distance the oppor­ tunity for appropriate study in a variety of curricular programs ranging from a. few weeks up to two years in length. B. n1 MASTER PLAN IN PENNSYLVANIA "The expansion of higher education in the next 20 years can be expected to be so great that present institutions, off-campus centers and branches, and Community Colleges will be unable to carry the load even after their expansion plans have been completed. " i The consultants who prepared the Report strongly recemmended that the State Board, through the Council of Higher Education, should look increasingly to the Community Colleges as the centers of local ,'ination and implementation of continuing education programs. i i 7 I 1! 1 It was the thinking of those who prepared the Plan of the Council of Higher Education that Community Colleges should be authorized in new locations only after the State Board and the Council were convinced that the student potential for the next five years was sufficient, and that local financial support for operations and construction would be substantial and �B B J i i 1 L '5 [J i y 11 I I i continuing. The Master Plan goes on to state that their operation should be in accordance with a well-laid out plan for the particular community involved and after a complete investigation of the full range of local needs and resources had been determined by the Community College. Thus, local communities through the authorized Community College can as­ sume quality programs in all the necessary places in the Commonwealth. The demand for continuing education will grow rapidly in the next few years because of the changing industrial and business basis of the state's economy. It will become increasingly imperative that a person embark on a process of lifelong learning in this age of rapid technologi­ cal advancement. If Pennsylvania is to be the pace-setter for the rest of the country in the field of higher adult education, then attention must be given to both technical education and cooperative programs. Technical education primarily reflects the local scientific and engineering needs of business and heavy industry. In the years ahead, technical education programs can be expected to increase sharply and to exceed by far the capacities or present plans of existing institutions. Cooperative programs can extend the range and enlarge the program areas in which local employers and institutuion maintain cooperative re­ lationships; and, they can become potential sources from which more permanent employment opportunities for youth emerge. As one of the nation's largest, wealthiest, most urbanized, and most industrialized states, Pennsylvania can assume its rightful place on our national economy if the Community Colleges assume the responsi­ bility for determining the nature and extent of local needs, objectives, and then establish curricular programs consistent with those local needs. c. LUZERNE COUNTY COMMUNITY COLLEGE T I 1. I j T C I Luzerne County Community College, founded in 1966, is a twoyear institution of higher education established under the provisions of the Community College Act of 1963, Commonwealth of Pennsylvania, and sponsored by the County of Luzerne. The present continuing education program embraces the concept that learning is a life long process. This program was established for the purposes of offering opportunities to study in such fields as Public Affairs, Arts, Liberal Arts, Business, Technologies, Home Skills, Physical Activities and Personal Improvement, as well as stimulating interest in continuing adult education. The College grants both an Asso­ ciate Degree and a Certificate of Proficiency as an indication that the student has successfully completed all requirements for a particular cur­ riculum, and is therefore entitled to due recognition for such acheivement. -2- 1 �8 J I I ■ I IlJ 8 The Associate in Arts Degree is awarded to students who satis­ factorily complete the Humanities and Social Science Curriculum. The Associate inScience Degree includes the areas of Business Administra­ tion, Education, General Studies, Mathematics, and Science. The As­ sociate in Applied Science Degree is awarded for satisfactory completion of any of the following curricula: Architectural Design Technology, Bus­ iness Education Technology (Accounting and Business Management Op­ tions), Commercial Art, Drafting and Design Technology, ElectricalElectronics Technology, Legal Technology, Marketing Management, and Secretarial Science Technology. Specialization is also granted to those students who complete all requirements in the Technical-Career programs listed above. D. THE SURVEY This survey was requested by the Luzerne County Community College to determine the training needs for technical education in this County. The information provided in the survey will be the basis in plan­ ning for needed curricular programs and for new facilities for the Col­ lege that the regional economy must expect if it is to continue its Ren­ aissance. The data produced by the survey will also serve as an inval­ uableaidinrestructuring programs and courses to serve the immediate needs for specialized training programs. I ■ I 1 I La I ' ft I f i I -3- i �s 11 I j* I 1 8 i n il 1. RESPONSE RATE BY GROUPS SURVEYED The Survey findings are predicated on both returns from mail questionnaires and interviews. Although the former was used much more extensively than the latter, the sources from which the respondents were taken are many and varied. Because Luzerne County does not cover a wide metropolitan area and because the population in Luzerne County has been reasonably stable in the last 5 to 10 years, it was not necessary to resort to any type of random sampling. In all cases, names of respon­ dents were taken either from the membership list of an organization (i. e. Luzerne County Dental Society) or the Standard List of Headings published by the Bell Telephone Company as a guide to the classified yellow pages. The Survey was conducted on the basis of 12 categories of employer. Separate reports were made after the individual tabulations of the results of the 12 surveys. These were made available to Community College as they were completed. The listing of the respondents are divided into four groups for purposes of discussion in this section: educational; industrial and busi­ ness; medical’ and professional and financial. r A. ■n i i j For a survey of technical and semi-professional employment in the libraries of Luzerne County, both public and private libraries were combined. The results taken totally are more relevant than if two groups had been examined on a separate basis, and employment characteristics are for the most purposes identical. I! BI u ■ 3 B. EDUCATIONAL INDUSTRIAL AND BUSINESS For the purposes of this survey, an as sumption was made that the needs for technical specialized personnel in small firms are different in comparison with the needs of firms of medium and large size. Therefore, manufacturing firms were divided into firms with twenty or less employ­ eesand firms withmore than twenty employees. The smaller firms were mailed questionnaires to be completed and returned by mail. The larger firms were contacted personally by a representative of the Institute of Regional Affairs. Identification of manufacturing firms within the boundaries of Lu- -4- I �J i zerne County was based on data supplied by the Greater Wilkes-Barre Chamber of Commerce. i For the survey of technical and semi-professional employment in the. dining establishments and with food brokers in Northeastern Penn­ sylvania, the establishments were chosen from the 1968 Northeastern Pennsylvania Restaurant Association Membership list, which includes members from a six county area in Northeastern Pennsylvania. This was the only listing used in the survey which included respondents outside the boundaries of the County. J I c. iJ 8 a J 3 in u p jli •11 II MEDICAL Because of the partial overlapping of their employment character­ istics, hospitals and nursing homes were combined for the purposes of this survey. While ancillary employment is much more diverse in hos­ pitals than in nursing homes, central activities possess many similari­ ties. Despite the lack of a general picture of needs common to all hospitlas surveyed, there are specific employing wants which are feasibly combined with those of nursing homes. Therefore, the mail question­ naire for the nursing home and the interviewing form for the hospitals are identical. Considerable differences exist, among hospitals and their needs for two-year trained personnel. Some of these differences need to be stres­ sed in advance so that the interpretations may be made mor e meaningful- Some hospitals maintain their own schools of nursing. Another looks to the Community College .for a Cooperative Educational Program to facilitate the preparation of registered nurses. Practical nurses are obtained directly from public schools training programs, and hospitals are unanimous in praising the product. Two hospitals maintain their own facilities for training X-ray technologists, and therefore look upon the Community College as a potential competitor in this possible endeavor. Some hospitals sub-contract their food services while others operate and maintain their own food services. For the most part, patients in need of psychiatric care are sentoutside Luzerne County for treatment, with the exception of refereals to Retreat Hospital. The 1967 member ship directory of both the Luzerne County Medi­ cal Society and the Luzerne County Dental Society were used to ascer­ tain the employment needs in the medical and dental professions. -5- ��6 I TABLE 1 RESPONSE RATE BY CATEGORY Questionnaires Sent r 11 Accounting Architecture Dental Engineering Legal Librarian Mfg. Industry Medical Technology Nursing Homes &. Hospitals Financial Institutions Realtors & Insurers Restaurants TOTAL J TT) J 5 I ■ Questionnaires Returned &. Used % Used in Tally 68 34 145 28 286 24 184 327 17 19 18 55 8 61 14 67 69 10 29% 56% 38% 28% 23% 58% 36% 21% 57% 58 168 86 20 43 22 36% 26% 27% 1, 425 406 35% A total of 1,425 questionnaires were mailed and 406 returned and used in this survey. In instances where the responses proved to be in­ appropriate and provided no insight for this survey, they were discarded. The overall response was 35% or slightly over one-third of the statisti­ cal groups surveyed. The largest number of questionnaires were for­ warded to doctor s, who also had the highest number of returns - 69- The libraries, nursing homes and hospitals, and architectural firms had the highest ratio of return, all over 50%. Surprisingly, the lowest rate of return came from the medical profession. It should be noted that only 10 of the 103 small firms made returns; whereas of the 94 large firms interviewed, 57, or 64% gave interviews. The survey data is presented in tables and charts. Both "counts of people" and "counts of opinions" are included. "Counts of people" (current employment) reflect only the employers responding to the ques­ tionnaire. Those questions that deal with "counts of opinions" provide certain valuable insights and projections by employers of technical and semi-professional students. -7- �f—J 7=^ c-rsa -A! Questionnaires Sent RESPONSE RATE BY CATEGORY % of Returns Questionnaires Returned Profession Accounting I ... ....£W Architecture LO Dental i Engineering I . Financial Institution: 1WBW—W Legal Librarian 'W////////////77/ZA Mfg. Industry Medical Technology Hospitals & Nursing Homes Realtor s& Property Insurers Restaurants �I ■ o The "counts of people" could have been increased if the overall response r ate had gone above 35%. The same could be said of each cat­ egory of respondent which ranged from the 21% response from the med­ icalprofession to the 58% response from libraries. It may be doubtful, however, if the inclusion of more respondents would have changed sig­ nificantly the tendency, practice, or opinion of a certain group of -em­ ployer respondents. The response rate'is evidence of theinteredt of the respondents in the Community College. However, the findings are the current em­ ployment ’patterns and practices and the estimated needs of those who responded to the questionnaire. Thus, logic dictates that caution should be exercised not to inflate any hypothetical estimate of the total techni­ cal and semi-professional employment picture. 3 I I I I 1 r?i S’ it 1 f1 ft £ if h -8- �CHART I 11 RESPONSE BY CATEGORY OF EMPLOYER l‘ 8 a: Li Questionnaires Returned Questionnaires Sent * % Used in Tally J lL1 !E j if LL I I I 145 286 0 C JI 1 184 327 168 If �IB [I ■ 0 II. CURRENT EMPLOYMENT The study encompasses 305 firms which reported an aggregate employment of 2,857 technical and semi-professional persons. The dis­ tribution of firms by category and the number of employees for each cate­ gory are presented below: TABLE 2 CURRENT EMPLOYMENT U i' til 1 T I I $ & 3 I £ T’ BY CATEGORY OF RESPONDENT CATEGORY OF RESPONDENT Accounting Architecture Dental Engineering Financial Institutions Library Legal Industry Medical Technology Nursing Homes & Hospitals Realtors Restaurants TOTAL 9 15 34 4 13 7 49 67 56 3 5 28 JF 305 EMPLOYEES 28 146 70 54 240 53 185 973 184 78 546 175 125 2, 857 It should be noted that nursing homes and hospitals have been sep­ arated in Table 2 in order not to give a distorted picture of the category, Manufacturing forms and hospitals, accounting for the largest portion of the current employment among the respondents , reported 1,519 or 53% of the 2, 857 technical and semi-professional currently employed by the responding firms. The industrial firms, the largest category of respondents, represent 22% of the total number of respondents. When current employment is translated into average number of employees per reply, only the categories of engineering, financial in­ ■ -9■ FIRMS �a CHART II CURRENT EMPLOYMENT BY CATEGORY OF RESPONDENT L I I J No. Respondent Firms Category I tJ I Accounting Architecture Dental 1 Engineering Mfg. Industry Medical Tech. Hospitals & Nursing Homes Realtors & Property Ins. - Restaurants No. Employees 20 40 60 80 100 20 40 60 80 200 20 40 60 80 300 20 40 60 �J stitutions, industry, nursing homes and hospitals reflect work forces that average 10 employees or higher. These 5 categories account for 67% of the employees represented in this study. TABLE 3 CATEGORY OF RESPONDENT J al dJ I I HP A I 0 Accounting Architecture Dental Engineering Financial Institutions LibraryLegal Industry Medical Technology Nursing Homes &: Hospitals Realtors Restaurants NO. OF FIRMS 9 15 34 4 13 7 49 67 56 3 5 28 15 AVERAGE NO. OF EMPLOYEES /REPLY 3. 1 9. 6 2. 1 13. 5 14. 0 7. 6 3. 7 14. 5 3. 2 29. 0 166. 0 6. 3 8. 3 A more detailed analysis of the size by category of employer is presented in order to show that almost all employers who have cooper­ ated in this survey have comparatively small work forces. Employers with tremendously large work forces, as might be expected in the large metropolitan center s in this country, are not the rule in Luzerne County or Northeastern Pennsylvania. About one-fifth or approximately 22% of the respondents are found in the group where the average number of em­ ployees per employer is from 5 to 10 employees. Of the 16 respondents engaged in accounting, 7 do not engage any technical or semi-professional people at all. They are strictly 1-man operations. Only 2 of the 9 firms included in the preceding table have as many as 5 employees. 5 of the 9 firms have less than the average 3.1 employees/respondent. Only 4 respondent architectural firms in Luzerne County have a work force over the average 9-6 employees/respondent. As a matter of fact, of the remaining architectural firms 9 have less than 5 employees. There is only 1 large architectural firm of 35 employees among the 15 respondents. -10- �I Dental offices in Luzerne County are characteristically of small size, 2 01 less employees as a general rule. 1 Although the preceding table lists 4 respondent engineering firms, actually 8 engineers returned questionnaires. Four of the respondents are engagedin the offering of engineering services as 1-man firms withoutany technical or semi-professional employees. The number of em­ ployees in the 4 firms included in the preceding table ranges from 12 to 20 employees. a 3 r 8 R u I 8 I 8 0 s. r ■ n There are 240 employees of a technical or semi-professional na­ ture employed by the 13 responding financial institutions who gave mean­ ingful responses on their work force. The picture of 14.0 employees per financial institution conceals great divergence between the large com­ mercial banks and the small finance companies which responded to the questionnaire. However, there were 4 firms that employ 23, 24, 30 and 47 semi-professional or technical workers respectively. There seems to be limtied number of major employers in this area currently requiring people with library training, which 'indicates further a limited incidence of specialized employment at pre sent in Li­ braries of Luzerne County. Eight of the responding library institutions employ 54 technical or semi-professional employees for an average of 7. 6 employees per library. It should be noted that when the library respondents indicated the specific job classifications of their work forces, the overall total was only 35 technical or semi-professional employees. As a result of the telephone follow-up on the inconsistency on certain replies, 3 reasons were found for the difference between 53 and 35 employees: some indi­ cated that their semi-professional employees did not fall within the job classifications listedon the questionnaire; in some instances, the librar­ ians had counted themselves as current employees on one question but not on the other; and further, some of the respondentshad included their part-time and volunteer employees in their overall work force. Of the 13 respondent libraries, only 7 indicated that they employ workers in 1 of the 3 job classifications listed on the questionnaire. On checking with those 6 respondents who indicated that they do not employ any 1 of the 3 job classifications, itwas found that regular teachers in the school sys­ tem are used in the library. In a few instances, volunteers are used. It should denoted that 1 library, Wilkes-Barre City School District, em­ ploys 36 or the 53 employees listed on the preceding table. It is quite obvious that this fact would skew the average employee/respondent up­ ward. In law offices, the number of semi-professional employees cur­ rently employed by the 49 respondents is 185. Four law offices have 12 to 14 employees; and, 14 law offices employ between 4 to 8 employees. -11 �J i i ••• J IJ It should be noted that 31 of the 49 responding law firms engage 3 em­ ployees or less, below the average for the category. It is obvious that the 18 law offices which employ 4 or more employees skew the average upward. The industrial respondents range from a low of 2 employees on the work force to 140 employees. Of the 67 respondent industrial firms, 22 employ less than the average employee/respondent indie at e'd on the preceding table. Only 1 employer indicated a work force of over 100 employees. There were only 4 employers who indicated a work force between 50 and 100 employees, and only 8 employers stated that their work forces would fall within the category of 25 to 50 employees. Luzerne County Medical practitioners have not followed the na­ tional trend of organizing their professional medical services into clin­ ics which would engage semi-professional employees on. a cooperative basis. Therefore, as is the case with the dentists in Luzerne County, the respondents' offices are of small size. Of the 56 respondents, 46 have either 1 or no professional employees. No more than about a doz­ en medical practitioners operate on a cooperative medical office basis, in which case the number of technical and semi-professional employees ranges from 4 to 8. Among the respondents were those physicians who supervise the laboratory and other departments in the hospitals. In these instances, the number of technical and semi-professional employees Tanged from 10 to 16. TABLE 4 CURRENT EMPLOYMENT BY JOB CLASSIFICATION a .. PROFESSION NO Architectural Technologist Air Conditioning &: Refrigerator Technician Accountant Administrative Aide Advertising Man Building Construction Technician Civil Technologist OF EMPLOYEES 80 26 150 84 25 8 2 -12- �I I B B I q I I L ■ Civi] Technician Clerk Teller Commercial Artist Chemical Laboratory Technician Dental Assistant Dental Hygienist Electronic Data Processor Engineering Draftsman Electronic Technician Electrical Technician Food Manager Hotel & Restaurant Manager Interior Designer Institutional Food Service Manager Insurance Representative Landscape Designer Legal Secretary Librarian Assistant Mechanical Technologist Management Trainee Medical Technologist Medical Secretary Medical Assistant Medical Records Librarian Metallurgical Technician Nurse, 2 yr. R. N. Nurse, Licensed Practical Occupational Therapist Outside Salesman Personnel Management Aide Psychiatric Aide Physiothe rapist Quality Control Technician Real Estate Representative Secretarial Accountant Small Business Aide Space Technologist Textile Cloth Designer Technical Secretary Technical Report Writer Textile Technician Tool DesignerX-ray Technologist TOTAL ■jJ J'U -13- 4 143 0 34 51 13 66 120 42 30 18 11 3 8 76 1 135 26 20 2 71 52 34 12 8 305 135 6 403 8 0 6 34 61 159 4 0 0 106 5 0 24 _ 51_ 2,662 �i: a B There is a tremendous variance between the total work force of the nursing homes and hospitals. The 3 nursing homes reported a work force of 8, 13, and 57 semi-professional employees. The work forces of the responding hospitals included in this Report range from 60 to 350. In the original tabulation of the replies to the question on the work force of the realtors and insurers, some respondents included not only themselves as part of the work force but also employees in regional and central offices of the insurance companies. Very few of the insurers among the respondents have a work force in excess of 6 employees. The largest work force of 30 semi-professional employees is that of an in­ surance company which has Wilkes-Barre as its home base. Two other respondents have work forces of 19 semi-professional employees each. -u F I R dU - U ■■ £ L fl .. :L The restaurant business whose questionnaires were usable in this Survey for current employment practices have a personnel force that ranges from 1 to 30 employees, only 4 of the 15 falling below the 8. 3 employee average for the category. The inconsistency in the total number of employees between Ta­ bles 2 and 4 isjdue to the fact that some responding employers felt that they had technical or semi-professional employees in their work force which were not listed in the job classification listed for their respective categories in the questionnaire. As was pointed out previously, there were also some instances where some of the responding employers in­ cluded themselves in the work force. When current employment among the 305 respondents is analyzed by job clas sification, the gr eate st number of trained personnel were found to be Outside Salesman (403) and Nurse (2 yr. R. N. ) (305). Other high priority job classifications showing considerable numbers of currently employed are: Secretarial Accountant (159), Accountant (150), ClerkTeller (143), Legal Secretary (135), Nurse (LP)(135), and Technical Secretary (135). Note should be made of the fact that the job classification of ac­ counting was included in the questionnaire for only 3 categories of re­ sponding firms--financial institutions, manufacturing industries, and restaurants. It should also be noted that the job description for accoun­ tant found in the Appendix in this Survey described accountant as a per­ son who really has graduated with an undergraduate bachelor's degree. In pre-testing the questionnaire with a random sample of responding firms, there was a feeling that a 2 year accountant could serve the needs of many employers; and therefore, the job classification was listed for the 3 categories of employers mentioned above. Financial institutions rank accountants second only to clerk teller as the greatest number of employers in their work force of semi-professional employees; manu-14- �facturing industries rank accountant third in their work force of semiprofessioiia] employees after outside salesman and engineering drafts­ man; and restaurants rank accountants first in their work force of semiprofessional employees. Table 4 presents current employment in the 305 responding firms by actual number in the job classification and also by % distribution of the total number of employees in all the 305 responding firms. 3 -15- �III. J ! I r NEED FOR SPECIALIZED TRAINING Basedupontheir experience, the respondents were asked to indi­ cate the job classification, if offered in a 2-year college program, that would satisfy a genuine educational need. No attempt was made to spe­ cify any curriculum or academic program for the respondent to evaluate. The Table below indicates the wide range of job classifications from which the different categories of respondents could select in indi­ cating the need for a 2-year College program. It should be noted that respondents were given the opportunity to mark from 2 to 16 job clas­ sifications in the third column on Table 5. 1 !S D I L ■ 8 TABLE 5 TOTAL NO. OF RESPONDENTS Accounting Architecture Dental Engineers Financial Institutions Legal Library Manufacturing Industry Nursing Homes & Hospitals Medical Technology Realtors Restaurants POSSIBLE JOB CLASSIFICATIONS 16 21 58 10 21 67 13 57 10 13 17 49 6 19 59 11 21 9 2 11 7 14 7 2 3 16 16 83 51 23 72 44 18 10 3 9 Some of the job classifications are for more than one category of respondent. J or instance, secretarial accountant appeared as a possi­ bility for respondents to mark on their questionnaires for 11 categories. This would naturally increase the number of respondents indicating a need for secretarial accountant. Table 6 which gives the picture of interest of the respondents for a 2-year college program in the 50 job classifications, also shows the incidence of appearance of a job classification. -16- I' USEFUL QUESTIONNAIRES �L I TABLE 6 INTEREST IN A 2 YEAR COLLEGE PROGRAM I i BY JOB CLASSIFICATION & INCIDENCE OF APPEARANCE NO. OF RESPONDENTS INDICATING INTEREST 8 □ ‘ B ffj 0 - : 0K D ! I! (u Architectural Technologist Air Conditioning & Refrig­ eration Technologist Accountant Administrative Aide Advertising Aide Building Construction Tech­ nologist Civil Technologist Clerk Teller Chemical Technologist Commercial Artist Chemical Lab Technician Dental Assistant Dental Hygienist Engineering Draftsman Electrical Technologist Electronic Technologist Electronic Data Processor Electrical Technician Food Manager Hotel & Restaurant Mgr. Interior Designer Instrumentation Technician Insurance Representative Institutional Food Service Mgr. Landscape Designer Legal Secretary Librarian Assistant Mechanical Technologist Medical Secretary Medical Assistant Medical Technologist Medical Records Librarian INCIDENCE OF APPEARANCE i 2 3 over 3 52 11 X X 33 16 6 8 14 14 1 2 4 46 34 19 4 2 6 6 44 11 4 0 0 7 4 49 12 14 49 39 24 9 -17- X X X X X X X X X X X X X X X X X X X X X X X X X x X X I �L a ffi' s s B B fl fi U 0 £ 1 IL NO. OF RESPONDENTS INDICATING INTEREST Metallurgical Technician Nurse, 2 yr. R. N« Nurse, Licensed Practical Nuclear Technologist Outside Salesman Occupational Therapist Personnel Management Aide Physiotherapist Psychiatric Aide Quality Control Technician Real Instate Representative Secretary Accountant Space Technologist Small Business Aide Technical Secretary Technical Report Writer Textile Cloth Designer Tool Designer X-ray Technologist 0 24 14 2 10 1 5 12 5 8 21 92 0 2 25 5 0 4 14 i X X X X X X X X X X x X X X X When present and future needs for trained specialized personnel, if provided through a 2-year Community College program, are analyzed, one job calssification appears to stand out above all others - Secretarial Accountant. This particular job classification is mentioned by 9 of the 12 different categories of respondents - architect, dental, engineering, financial institution, library, legal, medical technology, realtors, and restaurants. In addition, respondents were particularly interested in a 2-year specialized training program for architectural technologist, legal secretary, medical secretary, dental assistant, and food manager. Very little or no interest in 2 years of specialized college train­ ing can be noted for space technologist, insurance representative, chem­ ical technologist, and occupational therapist. The data does show that for most of the job classifications, two years of specialized college training would satisfy the job requirements of employer respondents. 0 A INCIDENCE OF APPEARANCE 1 2 3 over 3 -18- �IV. CURRENT JOB DEMAND For each job classificationlisted by employers, they were asked to indicate "the number of persons in this classification currently em­ ployed by your concern", and as well the "number of vacancies in this classification that you are currently trying to fill." When these 2 sets of data are combined, it constitutes the total "current job demand" for each of the 50 job classifications. The detail of this occupational pat­ tern was reported by the respondents is shown in Table 7. TABLE 7 JOB DEMAND n E IS .... i= .. ATTEMPTING TO FILL Architectural Technologist Air Conditioning & Refrigeration Accountant Administrative Aide Advertising Assistant Building Construction Technologist Civil Technology Chemical Technologist Clerk Teller Chemical Lab Technician Commercial Artist Dental Assistant Dental Hygienist Engineering Draftsman Electrical Technologist Electronic Data Processor Electronic Technologist Electrical Technician Food Manager Hotel & Restaurant Manager Instrumentation Technologist Interior Designer Insurance Representative Institutional Food Service Mgr. Landscape Designer Legal Secretary -19- CURRENTLY EMPLOYED JOB DEMAND 14 6 8 8 80 26 150 84 94 32 158 92 5 3 6 8 6 34 143 8 11 37 149 2 10 51 13 120 30 66 42 57 18 127 30 68 52 6 6 18 11 24 17 14 3 1 60 8 0 1 135 22 3 2 195 6 5 7 �Li 8 I I 0 I' r Librarian Assistant Mechanical Technology Medical Records Librarian Management Trainee Medical Technology Medical Secretary Metallurigical Technician Medical Assistants Nurse, 2 yr. R. N. Nurse, Licensed Practical Nuclear Technologist Outside Salesman Psychiatric Aide Physiotherapy Personnel Management Aide Quality Control Technician Real Estate Representative Secretarial Accountant Space Technologist Small Business Aide Technical Secretary Technical Report Writer X-ray Technologist Textile Cloth Designer Tool Designer TOTAL rIlli J fl V- 33 22 27 2 71 2 98 1 5 86 45 8 34 305 135 9 39 391 180 6 403 409 5 1 2 20 22 6 8 34 61 159 11 9 36 81 181 7 1 3 106 5 51 113 6 54 410 2460 2870 TABLE 8 Nursing homes & hospitals f I 26 20 The type of respondent having the greatest difficulty in so doing is the nursing homes and hospitals, closely followed by realtors and in­ surers. The complete picture is presented in the table below: E I 7 2 138 Realtors 38 Accountants 14 Restaurants 32 Financial Institutions 30 -20- I �I i! S i Industry 29 Medical Technology 26 Architecture 15 Dental 11 Engineering 9 Library 9 Legal 68 The 306 respondents indicated that they are presently attempting to fill 410 job positions, the highest of which is the 2-year R. N. Nurse, followed by legal secretaries. S d - it r L [ c o Id -21- �CHART III JOB DEMAND CURRENT VACANCIES TO BE FILLED ‘ a 3 i ... H in 1lb1 ■' Ij 1 1 138 �V. i 1 I OCCUPATIONAL NEED - FIVE YEAR ESTIMATE Employers were asked to estimate the "total number of job open­ ings to be filled by your firm during the next five years". The question was designed to secure answers about both turnover and additional posi­ tions to be created in the next five years. It is evident that the respondent firms anticipate many openings for personnel with technical or semi-professional qualifications. The number of anticipated openings within the next five years are presented by category of respondent. s’ £ TABLE 9 I FUTURE OPENINGS BY CATEGORY OF RESPONDENT S, . :) !l! Tki ■ B L T L L !' Ill Accounting Architecture Dental Engineering Financial Institutions Legal Library Industry Medical Hospitals & Nursing Homes Realtors & Insurers Restaurants Future Openings 20 110 53 26 141 88 46 384 124 180 136 166 The openings of the future among the respondents appear to be in industry, in the nursing field, in the restaurant establishments, in the financial institutions, in medical technology, and in architecture. The future job openings in the area to be served by the Luzerne County Community College are shown in the next table. Rank 12 7 9 11 4 8 10 1 6 2 5 3 �CHART IV JOB DEMAND ESTIMATED FUTURE OPENINGS I Category 10 20 30 40 50 60 70 80 90 100 10 20 30 40 50 60 70 80 Industry 384 Hospitals & Nursing Homes a fl 0 0 E Restaurants i Financial | Institutions Realtors & ' Insurers I Medical Architecture Legal Dental Library Engineering Accounting P L __ i fiid r id H 8 ll �~l TABLE 10 s n a ! 0 r B ur □ L. r D r n B n Iw a 'Lu 111 FUTURE NEED - WITHIN FIVE YEARS NO. OF ANTICIPATED JOB OPENINGS Architectural Technologist Air Conditioning &: Refrigeration Accountant Administrative Aide Advertising Assistant Building Construction Technologist Civil Technologist Chemical Technologist Clerk Teller Commercial Artist Dental Assistant Dental Hygienist Engineering Draftsman Electrical Technologist Electronic Technologist Electronic Data Processor Food Manager Hotel & Restaurant Manager Interior Designer Instrumentation Technologist Institutional Food Service Manager Insurance Representative Landscape Designer Legal Secretary Librarian Assistant Mechanical Technologist Metallurgical Technician Medical Secretary Management Trainee Medical Technologist Medical Assistant Medical Records Librarian Nurse, 2 yr. R. N. Nurse, Licensed Practical Nuclear Technologist Outside Salesman Personnel Management Aide Quality Control Technician Real Estate Representative -23- 51 10 97 61 22 6 22 38 65 0 20 23 56 23 35 33 24 17 4 0 19 43 4 68 40 8 9 38 10 45 28 5 64 100 0 57 5 22 61 �. i il I ft B I 1 0 Hl U nU IT1 .. s Secretary Accountant Small Business Aide Space Technologist Technical Report Writer Technical Secretary Tool Designer X-Ray Technologist TOTAL The table above reflects the needs of respondents for secretar­ ial accounting by all respondents who expect 137 openings in this job classification. Nurse (LP) stood next, with an estimated demand for 100 employees in this future period. Of the 12 job clas sifications with more than 5 0 job openings in the next five years, only two are in the applied science technology. Five of these 12 job classifications are in the business and related fields. Fewest openings are in such para-professional specialities as building construction technologist, interior designer, medical records librarian, personnel management aide, small business aide, technical report writer, and X-ray technologist. The respondents in the Industry category were asked not only to estimate the total number of job openings to be filled during the next five years, but additionally were asked "the single area of employment in which their greatest need could be anticipated in the next decade. " The two areas in which industry foresees job openings in the next decade are salesmen, engineering, electronic technician, administrative aides , and accountants. The responses to this additional question would indicate the anticipated lack of both technical and business semi-professional by the industry category. The following list of job categories were specifically mentioned by the industry respondents as anticipated job openings in the next decade: 0 TABLE 11 Two-Year Training Program Yes No Semi-Prof es sional Accountants Administrative Aides T r XX XX if Participation Yes No XX XX r iii 137 4 0 5 59 12 7 1457 -24- I �Two-Year Training Program Yes No 1I Administrators Advertising X Chemical Lab Tech. X Electrical Technician X Electronic Technician XX Engineering Draftsman xxxx Field Set-Up Manager X Managers Materials Control Mgr. X Mechanical Engineers X Metallurgical TechnicianX Middle Management X Plant Supervisors X Printing Technician X Quality Control X Salesman xxxxx Technical Secretaries X X X X XX XXX X X X X X X X X X XXX X I JP IP I0 I n Participation Yes No X X X rp L rn LI -25- XX �pi ili t I VI. HARD TO FILL Respondents were asked to answer "the hard to fill" question with regard to the job classification. A "yes" mark on the question was definedas a "vacancy which usually takes over 30 days to fill. " Again, it should be noted that respondents may have indicated more than I job clas­ sification as a "hard to fill" opening. The table of responding firms below shows that industry has the highest number of "hard to fill" job openings. 1 TABLE 12 NO. OF HARD TO FILL JOB OPENINGS ! 0 3 . B I. 111 0 a I Industry Legal Realtors Dental Restaurants Engineering Architecture Financial Institution Nursing Homes &: Hosp. Accounting Library Medical Technology HOW MANY RESPONDENTS ANSWERED QUESTION 67 61 43 55 22 8 18 20 10 19 14 69 88 55 51 47 35 21 20 14 14 14 8 44 The top job classification that the 305 responding firms consider­ ed "hard to fill" are secretarial accountant, legal secretary, dental hy­ gienist, insurance representative, technical secretary, and mechanical technologist. Note should be made that 3 of the job classifications are in the business field. TABLE 13 NEED - HARDEST TO FILL Architectural TechnologyAdministrative Aide Air Conditioning & Refrigeration -26- NO. OF RESPONDENTS INDICATING "HARD TO FILL" JOB CLASSIFICATIONS________ 15 13 4 �I 1 I a 3 8 I ■ n I 0 5 fl ! D Advertising Aide Accountant Building Construction Technologist Civil Technologist Chemical Technologist Clerk Teller Dental Assistants Dental Hygienists Engineering Draftsman Electrical Technologist Electronic Technologist Electronic Data Processor Food Manager Hotel & Restaurant Manager Instrumentation Technician Insurance Representative Institutional Food Service Manager Landscape Designer Legal Secretary Librarian Assistant Mechanical Technologist Metallurgical Technician Medical Secretary Medical Assistant Medical Records Librarian Nuclear Technologist Nurse, 2 yr. R. N. Nurse, Licensed Practical Outside Salesman Personnel Management Aide Quality Control Technician Real Estate Representative Secretarial Accountant Space Technologist Small Business Aide Technical Secretary Tool Designer Technical Report Writer X-ray Technologist ■ E -27- I 1 19 6 3 6 3 16 23 11 11 9 15 7 5 0 23 2 3 40 8 20 1 19 16 1 1 7 5 7 3 16 . 15 49 0 2 20 4 3 1 �I VII. I a Di& B J 0 L £ [ E fn TRAINING Naturally all questions onthe questionnaire are important or they would not have been included in the first place. However, the data gar­ nered from some of the questions have a certain higher priority because of their curricular implications. One such question is the one on in-firm training provided by the respondent firms to employees after entry into employment. The question asked all categories of respondnets was: "Do you conduct a training program for this classification?" It is apparent that if employers must provide such programs , then it is clear that grad­ uates are not receiving adequate preparation for their employment. The question was not intended to differentiate between training programs utilized by employers to upgrade present employees as against training programs used upon entry into employment. It is possible that some employers may have indicated that they conduct a training program without relating it to either the upgrading of present employees or as a pre-entry probationary requisite for permanent employment. As maybe observed by the Table on employee training, only 171 respondents in all categories of the total 462 who replied to the question on training stated that they conducted such training for one or more job clas sifications used in the Survey. This is slightly over one-third of the total respondents, or only 37% who provided some training to employees. The highest number of respondents who indicated on-the-job train­ ing were the realtor s and insurers, dentists, industry and the legal pro­ fession. When an in-depth analysis of the r eplies by these 4 categories of firms coupled with follow-up discussions with a random sample of each category, it was soon concluded no such significant or extensive training program is really conducted by any of the 4 categories or res­ pondents mentioned above. Their training programs are really tempor­ ary expedients, andinsome cases remedial, because graduates maynot necessarily be ready to function in entry positions. iher examination on the training data supported the earlier observation on the lack of extensive training programs. Among realtors and insurers, training programs are presently conducted for insurance representatives (20), secretarial accountants (12), and real estate re­ presentatives (10). In spite of the training programs conducted by this category of respondent, 30 of the 50 realtors and insurers who replied to the questionnaire expressed the opinion that a two-year Community College Program would satisfy a general educational need. The data on training in the dental profes sion shows that only 29 dentists out of a total -28- < '- �of 55 conduct any kind of on-the-job training program, 28 of whom con­ duct a program for dental assistants only. Although 25 of 66 industrial respondents (39%) replied affirmatively to the training question. "Ihis still appears to be a limited program over 7 job classifications, with no particular industry concentration on any one job classification. Many law offices are apparently hiring persons with .substandard qualifications and providing them with on-the-jolj training, as indicated by the fact that in-service training is provided by the law firms for both legal secretaries (24) and secretarial accountant(5). If it is presumed that those respondents who did not reply to the questionnaire at all do not operate on-the-job training programs, then the limited nature of this program is brought into even sharperfocusonly 171 of 1425 or about 10% of those who received questionnaires. Employee training by responding firms is presented in the next table to show its very limited nature. i TABLE 14 TRAINING 0 p IL Yes 6 Accountant Architectural 10 Firms Dental Techn. 29 1 Engineering Finance Cos. 12 Legal 25 2 Libraries Medical 19 Mfg. Industry 25 Nursing Homes 4 & Hospitals 30 Real Estate Restaurants 8 TOTAL 17.1 No No Answer Total % conduct on-thejob training 7 6 3 5 16 21 38% 47. 6% 19 5 7 37 9 53 41 4 10 4 1 21 2 15 2 58 10 20 83 13 87 66 10 51% 10% 60% 30% 15% 22% 39% 40% 15 5 _8 126' 50 2_8 462 60% 28% 220 m ! o I -29- k �f ■ CHART V ON-THE-JOB TRAINING s n Firms Responding 0 0 1 n L C 0 E ID !w .. Firms With On-The-Job Training �1 , irmIB 1J D c r VIII. EDUCATIONAL BACKGROUND One of the significant pieces of data for the growth of the Luzerne County Community College related to the sources of recruitment utilized by the respondents. Several comments should be made when an in-depth analysis of the data on preferred educational background by respondent firms is con­ sidered by category of employer respondent. Preferences by employers as to educational background of em­ ployees cannot be considered as a separate, isolated piece of data, un­ related to other parts of the survey. For instance, a respondent may prefer a high school graduate only because he has been compelled by cir­ cumstances (shortage of labor, etc. ) to establish an on-the-job training program. Deficiencies in the formal education beyond high school in the case of dental assistant are compensated for by in-service training pro­ vided by the dentists. Certain respondents among Savings and Loan Associations, banks, and insurers stated that they could use the high school as a source from which to recruit new employees only because of the specialized training that could be given to employees by the AIB, the Underwriters Program, etc. When the total educational preferences by firms is considered, the obvious conclusion from that data is that the respondents prefer to recruit from a source beyond highschool. However, when a single cate­ gory of respondent is considered, the marked preference maybe the high school graduates. One illustration will suffice to make the point.. Where­ as the accounting firms visualize the high school as a source from which to recruit electronic data processors, when all respondents were con­ sidered on a combined basis, the primary source is "beyond high school. " The recruitment question on the questionnaire requested the re­ spondent to indicate his source of recruitment in terms of the educational background of the prospective employee. Four choices were offered to the respondents: High School Junior College University of College Other -30- �After careful analysis of "other" as a preferred choice of the re­ sponder!., -:”bstantiated in part by telephone follow-ups, the preference of "other" is interpreted in the data as "beyond high school. " This is particularly significant in that a substantial number of respondent firms so indicated as shown by a breskdcwn of the 4 choices for all job classi­ fications: High School Junior College College Other Total 320~ 180~ 1,138 330 All job classifications: 308 I s fi "Other" as a preference by the respondents is particularly sig­ nificant in the three job classifications of secretarial accountant, legal secretary, and technical secretary. Itmust be remembered that in the case of certain job classifica­ tions, the educational needs for entrants are set up by Commonwealth certification requirements. Some respondents even noted that a Master's Degree is expected of some job entrants. Certainly this fact would quali­ fy the free choice perhaps implied in the question. When those who marked "other" as their choice of educational background for a job classification is combined with those respondents who marked "Junior College," and "University or College", the employer firms overwhelmingly prefer to recruit beyond the high school level. The two exceptions to this statement are: Nurse (LP) and Psychiatric Aide. That respondent employers look beyond the high school for the immediate source of prospective employees in almost every job classi­ fication listed in the. survey is clearly demonstrated by both Table 14 and chart on Educational Background. Job classifications wherein a substantial number of respondents prefer the high school as a recruiting source are: u n Clerk Teller Dental Assistant Insurance Representative Legal SecretarySecretarial Accountant Technical Secretary LI 0 IL- -31- �TABLE 15 EDUCATIONAL BACKGROUND ■=; ■ -- . iLi I 1 1 I • fil J ■I I Zb n u dj P Job High Classification School Advertising Man 6 Accountant 12 Administrative Aide 7 Air Conditioning & R. 3 Architectural Tech. 5 Building Construction T. 2 Civil Technologist 1 Chemical Lab Tech. 3 0 Commercial Artist Clerk Teller 12 Dental Hygienist 0 Dental Assistant 23 Electronic Data Process 11 Engineering Draftsman 6 Electronic Technician 1 Electrical Technician 2 Food Manager 3 Hotel & Restaurant Mgr. 3 Institutional Food S. Mgr. 3 Insurance Representative 10 Interior Designer 2 Library Assistant 4 Legal Secretary 36 Landscape Designer 1 •7 Medical Assistant Medical Technologist 0 11 Medical Secretary Medical Records L. 1 Mechanical Technologist 6 Metallurgical Tech. 0 Nurse, 2 yr. R. N. 2 Nurse, L. P. 6 0 Occupational Therapist Outside Salesman 10 Personnel Mgt. Aide 5 Psychiatric Aide 2 1 Physiotherapi st Quality Control Tech. 5 Post High School 12 57 28 9 20 11 7 25 0 13 22 27 29 32 14 10 7 8 7 23 9 8 45 4 24 17 33 9 21 13 15 3 1 18 10 1 7 16 -32- % Distribution i Respondent Preferenc For Post High School | 100% 82.6% ! 80% 75% 80% 84. 6% 87. 5% 89.2% 0 52 % 100% I 54% 72.5% 84.2% 93.3% 83. 3% 70% 72.7% 70% 69.6% 81.8% 66.6% 55.5% ' 80% 77.4% 100% 75% . 90% 77.7% 100% ' 88.2% 33. 3% 100% 64. 2% 66.6% 33. 3% 87. 5% 76,1% I | j < i ; �EDUCATIONAL BACKGROUND Profession Advertising Man Accountant Admin. Aide Air Cond. & R. Arch. Tech. Bldg. Constr. T. Civil Tech. Chem. Lab. T. ' ■ ~~~____________ S X Comm. Artist I - Clerk Teller Dental Hyg. Dental Asst. I El. Data Proc. Eng. Draftsman Electronic Tech. Electrical Tech. tn Food Manager Hotel & Rest. Inst. Food Mgr. Insur. Repr. Interior Designe ! iT I ■ _ ■ . ‘ __________________ �Profes sion Library Asst. ' ' Legal Secretary Landscape Des. -J' fl j J 4 fl Medical Asst. Medical Tech. Medical Secy. Med. Records L. Mechanical Tech. 1 Metallurgical T. Nurse, 2yr. RN fl Nurse, L. P. 1 r. ____ Occ. Therapist ZZZ1 Outside Salesman Pers. Mgt. Aide Psychiatric Aide Physiotherapist I Qual. Control T. Real Est. Rep. Sm. Business Ad,; _____ L Sec. Acct. - Tech. Secretary Tech. Report Wr, Text. Technician Text. Cloth Des. Tool Designer 111 1G X-ray Tech. ______ ' I �0 u Real Estate R.epresen. Small Business Aide Secretarial Accountant Technical Secretary Technical Report Wr. Textile Tech. Textile Cloth Designer Tool Designer X-Ray Technologist TOTAL 23 7 101 41 8 7 13 13 6 834 8 3 59 25 1 0 2 3 2 309" 74. 1% 70% 63. 1% 62. 1% 88. 8% 100% 86. 6% 81.2% 75% The different categories of respondents reveal divergent attitudes toward the educational background of prospective employees. The firms in the accounting field prefer high school gr aduates for both Electronic Data Processor and Secretarial Accountant. Most re­ spondents in the legal profession likewise prefer employing high school graduates for both of thejob categories of secretarial accountant and le­ gal secretary. Although those respondents in the legal profession who prefer "other" did not specify, there is the distinct possibility th:.c they may have had a business or secretarial school in mind. The business school option did not appear on the original questionnaire. uj r Li { n [Tl. Asageneralattitu.de, architectural firms prefer to hire new per­ sonnel with college and junior college backgrounds. Respondents in En­ gineering leave a great area of doubt concerning optimal educational backgrounds for each job category. For most clas sifications which were subjects of this questionnaire, university or -college baccalaureate .pro­ gram is sought. The high response for "other" background may indicate that respondents have in mind a technical school education short of the four-year program. Employment practices in Industry in relation to necessary educational background are very diver se. The widespread in­ dication of junior college in responses can be interpreted to include twoyear business college type programs and two-year associate degrees in technical programs of the variety given at Commonwealth campuses of the State University. In specifying levels of educational background de­ sirable for employees, junior college or college level is prefered in al­ most half of the replies from the realtors and insurers, when all cate­ gories are taken together. Respondents for the hospitals, medical professions, and dental profession made a number of comments that bear on the post high school educational background of the semi-professional employees. For cer­ tain other fields such as for Dental Hygienist and Registered Nurses, the educational needs for entrants are set up by the Commonwealth certifi- -33- �— R uX R J 0 L cation requirements. Other respondents noted that in other cases (Phy­ sical Therapist, and Occupational Therapist) a Master's degree is ex­ pected on the part of job entrants. Because until recently the teaching hospital has been the principal source of registered nurses, the level of educational background soughtinnew employees is not too revealing, al­ though some hospitals do indicate that for Medical Records Librarian and for Administrative Aide, a baccalaureate degree is a minimal re­ quirement. The data on the dental profession shows an equal division between high school on the one hand and junior college and college on the other when the dental assistant position is considered. A high school education is considered sufficient in the case of dental assistants, only because deficiencies in the formal education of the new employee are compensated for by in-service training provided by the dentists. In spe­ cifying levels of educational background desirable for employees in Medi­ cal Technology, no marked preferences for any level were indicated, al­ though junior college and college training ranked highest when all cate­ gories are taken together. In alljob classification, there is no marked specification for any particular educational level for prospective employees in Restaurants, so that it can be concluded that all levels of formal education designed on the survey are generally acceptable. It should be noted that junior college and university levels combined would constitute almost half of the combined totals of the preferences on educational background. -34- �CHART VI 0 EDUCATIONAL BACKGROUND Category .... Advertising Man Accountant Admin. Aide Air Cond. & R. Arch. Tech. i Bldg. Constr. T. Civil Tech. I Chem. Lab. T. Comm. Artist J Clerk Teller Dental Hyg. i 10 20 30 40 50 60 70 80 90 �R CHART VI EDUCATIONAL BACKGROUND 0 0 ■ I n Medical Secy. Med. Records L. Mechanical Tech. Metallurgical T. Nurse, 2 yr. RN Nurse, L. P. �CHART VI J A EDUCATIONAL BACKGROUND ] Category Occ. Therapist nij Outside Salesmen I Pers. Mgt. Aide Sm. Business Ad. Sec. Acct. Text. Technician Text. Cloth Des. Tool Designer X-Ray Tech. hi a �R ■ ,r_-' IX. PREFERENCE BY SEX ill 0 I fq 0 Respondents were asked to answer the following question with re­ gard to each of the job classifications listed: "If available and comparably trained, would you employ men only, women only, or both?" The table and the chart that follow indicate these 3 categories of answers by the respondents, expressed as apercent age of the total answers given about each job classification. In 38 of the 49 job classifications on which the responding em­ ployers expressed an opinion, either men or women were acceptable to the employers. The respondents indicated that theyprefered womenin only 3'job classifications, and in each case by more than two-thirds. These 3 em­ ployee fields are: 95.4% 78. 0% 66.6% Legal Secretary Dental Assistant Clerk Teller The male preference by employing respondents was shown in 4 job classifications, and in 3 instances by less than half of the respondents. Outside Salesman Electrical Technologist Bldg. Constr. Tech. Civil Technologist I'J 62. 50. 44. 42. 5% 0% 4% 8% In 4 remaining job classifications, there is no marked preference for any one of the 3 answers to the question on preference by sex. These job classifications are: Male Female Both 33? 3% Instrumentation Tech. 33. 3% 33. 3% Nuclear Technologist -050. 0% 50. 0% Tool Designer 50. 0% 50. 0% -0- -35- �Li B n 0 • o u ! L ■ i ;n r I in I lb TABLE 16 i Ll'.CENTAGE DISTRIBUTION OF RESPONDENTS ACCORDING TO SEX OF EMPLOYEES PREFERRED BY JOB CLASSIFICATION Female Preference 3. 8% 2.2% 16. 65 -013% 16.6% 6.6% 21.4% Male Preference Accountant 23% Administrative Aide 25% Air Cond. & R. 38. 8% Advertising Man 30% Architectural Tech. 39. 1% Building Constr. Tech. 44. 4% Chemical Tech. 20% Civil Tech. 42. 8% Commercial Artist Clerk Teller 20% Dental Hygienist 2. 5% Dental Assistant 2.4% 50% Electrical Tech. 42. 8% Electronic Tech. Engineering Draftsman 28. 9% Electronic Data Proc. 10. 8% Food Manager 33. 3% Hotel & Rest. Mgr. 33. 3% Instrumentation Tech. 33. 3% Institutional Food Service 9% 21.4% Interior Designer Insurance Repr. 33. 3% Library Assistant 4. 5% Legal Secretary Landscape Designer 23. 5% 33. 3% Mechanical Tech. Medical Assistant 1.7% 2.2% Medical Tech. Metallurgical Tech. 37. 5% 5.4% Nurse, 2 yr. R. N. 5.2% Nurse, L. P. Occupational Thera. 62. 5% Outside Salesman14. 2% Personnel Mgt. Aide Psychiatric Aide Physiotherapist 2.9% 22.2% Real Estate Repr. 6. 6% Secretarial Acc. Space Tech. 33. 3% Small Business Aide 5. 8% Technical Secretary Technical. Report Wr. 2,1.4% 66. 6% 38. 4% 78% 6.2% 7. 1% 7. 8% 5.4% 33. 3% 21.4% 9% 7.4% 95.4% 23. 5% 14. 2% 47. 3% 25% 27% 15. 7% 16. 6% 17.6% 11.1% 32. 3% 33. 3% 41. 1% 28. 5% -36- Both 73% 72. 7% 44. 4% 70% 47. 8% 38. 8% 73. 3% 35. 7% 13. 3% 58. 9% 19. 5% 43. 7% 50% 63. 1% 83. 7% 66. 6% 66. 6% 33. 3% 90. 9% 57. 1% 57. 5% 92. 5% 52. 9% 52. 3% 50. 8% 72. 7% 62. 5% 67. 5% 78. 9% 100% 37. 5% 85. 7% 83. 3% 79.4% 66.6% 60. 9% 66. 6% 66.6% 54. 9% 50% �Textile Cloth Designer 27.2% Textile Tech. 28.5% Tool Designer 50% X-ray Tech. 13. 8% 72. 7% 71.4% 50% 86. 1% The data on. respondents1 preference by sex does not reinfor ce the old, traditional stereotype preferences, a s can be seen in the case of den­ tal hygienist (female), insurance representative (male), library assistant (female), medical assistant(female), nurse (female), X-ray technologist (female), and a number of others. Even in those job classifications in which employers expressed either a male or female preference, there was a relatively substantial proportion of responding employers who indicated that either sexwould be acceptable to them if available and comparatively trained. The only glaring exception to this was the job classification of legal secretary which received an overwhelming female preference. || ,1 -37- �8—1 L □ J X. EDUCATIONAL PROGRAM FOR COLLEGE CREDIT The respondents were asked the question if they would be inter­ ested in working with the Luzerne County Community College in setting up an educational program for college credit. Other questions were sub­ stituted on the questionnaire in place of this question for industry re­ spondents. Therefore, manufacturing employers are not included in the tabulation below. Of the 386 total respondents who returned questionnaires, 49% or 188 answered the question affirmatively. If just the respondents who gave a categorical "yes" or "no" answer to the question are counted, then 61% of 257 were interested in an educational program for college credit for their employees. TABLE 17 EDUCATIONAL PROGRAM FOR COLLEGE CREDIT BY CATEGORY OF RESPONDENT ir Respondents 19 % "Yes" 15. 7% Yes 3 Architecture 11 1 6 18 61. 1% Dental 24 18 13 55 38% 1 2 5 8 Financial Inst. 13 2 5 20 65% Legal Profess. 27 20 14 61 44% 9 2 3 14 64% Mfg. Industry 31 18 8 57 54. 3% Medical Tech. 24 31 4 59 40.6% Nursing H & H 7 2 1 10 70% 22 18 3 43 51% 16 188 2 117 4 82 22 386 Engineering Library £ No Answer 15 Accounting Realtors & Insur. Restaurants No 1 -38- 12. 5% 72.7% 49% i �Ml , fd E 0 I—- I 0 j I 0 Ll ■u ■ CHART VII EDUCATIONAL PROGRAM FOR COLLEGE CREDIT �The overwhelming majority of financial institutions, lib’-aries, resta: .i a;., curs, and nursing homes and hospitals who responded co the question indicated they would support an educational program enabling their employees to earn college credit with the Luzerne County Commun­ ity College. Among Nursing Homes & Hospitals, seven respondents re­ port a general interest in collaborating with the Community College in settingup an educational program. Four nursing homes and three hospi­ tals would work in cooperation with Luzerne County in settingup an edu­ cational progr am that would enable their current employees to earn col­ lege credit. The Veterans Administration Hospital states a marked wil­ lingness to work cooperatively with Community College in a number of fields to be determined through mutual discussion. 0 qn 'I f J No attempt was made to distinguish between the realtors and the property insurers. Nevertheless, the realtors and property insurers, by a slight majority, who replied to the questionnaire were in favor of the Community College Program that would enable their employees to earn college credit. Although the legal and dental professionsappear to be interested in working with the Community College in setting up an Educational Pro­ gram that would enable employees to earn college credits , the combined total of those not answering the question and those answering "no" is higher than the "yes" replies. The number of firms in the accounting field favorably inclined toward a close workable arrangement for col­ lege credit for employees with the Community College is limited even though the responses were in affirmative, because of the paucity of em­ ployers answering the question. .In the Engineering Profession, the data does not reveal any strong inclination on the part of the engineering profes sion toward an Education­ al Program which would permit employees to earn college credit. .J 7! It doesappear fromthe replies to the question that only the medi­ cal profession would not endorsethe idea of setting up an educational pro­ gram that would enable their semi-professional employees to <-.arr col­ lege credit. -39- I �.. 7^ CHART VIII fl ' lU COOPERATIVE WORK EXPERIENCE B d n *=■ - 0 D 0 I �XI. COOPERATIVE WORK EXPERIENCE When the respondents were asked if they were inter ested ina co­ operative work experience program with the Community College, 195 of the total 396 respondents or 49. 2% stated that they favored such a pro­ gram. When only those respondents who gave a categorical "yes " or "no" answer were used in the tabulation, 58% or 336 respondents replied affirmatively. COOPERATIVE WORK EXPERIENCE Accounting n No 1 No Answer 13 Total 19 % Yes 26. 3% Architecture 13 1 4 18 72. 2% Dental 25 17 13 55 45.4% 3 1 4 Financial Inst. 11 4 5 20 55% Legal Profess. 27 20 14 61 44. 2% 9 2 3 14 64. 2% iVUg. Industry 24 32 10 67 35. 8% Med. Tech. 22 33 4 59 37. 2% 7 3 10 70% 21 16 6 43 48. 8% 195 1 141 5 61 22 396 72.7% 49. 2% Engine - ing LJ Yes 5 Library Nursing H & H Hi Realtors & Insur. nbj1 Restaurants 37. 5% As may be seen in the table above, only the medical profession and industry do not favor any cooperative work experience program with the Community College. The largest number of affirmative answers were found in the legal profession, closely followed by the industry, the dental profession, medical profession, and realtors and insurers. There was -40- �0 n an overwhelming acceptance of the concept of cooper ative work pr ogr am among architectural firms, financial institutions, libraries, and restaura:. Respondents were asked to indicate their interest in either of two ways for students to obtain work experience - summer and part-time em­ ployment - if they were favorably inclined toward a cooper ative work ex­ perience program with the Community College. j 'J □ H O I:' i It should not be inferred from the table below that if a respon­ dent indicated an interest in a cooperative work experience program, he' followed his answer with a selection of one of two choices presented him -summer employment or part-time employment. In a-number of in­ stances, respondents manifested an interest in the concept of cooperative work experience without expressing a preference for either summer or part-time employment. Although employers were not asked to express interest in a third war in which students might obtain work experience in a cooperative type of pr ogram - full time work during the school year for a limited period - it is possible that some respondents may have had this in mind ■ r,- marking either of the two alternatives offered them This third possibility was not offered the respondents on the questionnaire. Cooperative Work Experience Accounting I s nU n d0 I 1 1 n n 5 Part-time Employment 4 Architecture 13 10 10 Dental 25 15 20 3 1 2 Financial Institutions 11 9 10 Legal 27 25 27 9 5 8 Mfg. Industry 24 17 19 Medical Tech. 22 17 17 Nursing H & H 7 5 6 21 13 15 _16 195 15 1*3'4 152 Engineering Library Realtors £t Insurers Restaurants -41- Lr Summer Employment 2 24 �;p 1 A. SUMMER EMPLOYMENT Of the 195 respondents who expressed an interest in some type of cooperative work experience program with the Community College, 134, or 68.7% showed a disposition toward summer employment. From this part of the data, the legal profession registered the highest numbers for summer time employment for student employees. The highest percentages of respondents who indicated a willingness to explore the possibility of summer employment were found in the legal professions, restaurants, financial institutions, and among the archi­ tectural firms. I 0 In the overall picture, when total respondents in the survey are considered, the least interested of the respondents in summer employ­ ment were found among accounting firms and engineering firms. I B. — n n n d nL PART-TIME EMPLOYMENT Of the 195 respondents who looked with approval on a cooperative work experience program with the Community College, 152 or 77. 9% in­ dicated part-time employment. Generally speaking, the data indicates that the same category of respondent who prefer red summer employment as work experience also preferred part-time employment experience for Community College stu­ dents. The differences in the preferences as between the two types of work experiences are minimal. Again, the legal profession ranked highest in numbers register­ ing a willingnes s to accept Community College students on a basis of parttime employment. Among architectural firms and in the medical pro­ fession, an equal number replied affirmatively to both summer and parttime employment. B -42- �XII. j Li J SUMMARY No extensive survey is necessary to justify the existence of a community college in Luzerne County. The large enrollment in the in­ fant institution is already sufficient justification in terms of providing an educational opportunity beyond highschool for large numbers of Luzerne County residents previously denied. The essential purpose of this survey is to provide the College with information by which the content of its programs can be directed to specific presentand future needs of the community it is designed to serve. Are the business, industrial, and professional sectors of the County sufficiently aware of the value of the College? Do current College programs fill currentneeds ? In what occupational areas is there an un­ filled demand for technically trained personnel which the College can provide? What programs are most needed on the basis of known or projectedneeds? Is there enough interestin the College as a sour ce of tech­ nically trained employees to warrant modification and expansion of exist­ ing facilitie s and programs ? Arebusiness, industry, and the professions ready and willing to participate in the College's cooperative programs? H1 l This report reflects a favorable and promising response from the sectors surveyed, especially since the College has not been in operation long enough to become an integral part of the plans and operations of the County's every day economic activity. ' L ’kJ E G 0 A fair and reasonable interpretation of the data indicates that: 1. The rate of response to the questionnaire, especially among larger employers, reflects definite general interest in the College. 2. Most responding employers have comparatively small work forces, with a consequently minor need for technically trained employees in the occupational fields studied. 3. A two-year community college program would satisfy a real needinmany of 50 job classifications. Most current job openings requiring post-high school technical training are in business and related fields, rather than in science technology. 4. A significant number of current openings, hard to fill be­ cause of technical requirements, are found in industry, legal, medical, and nursing professions, and in realty insurance. 5. Total technical job demand (number currently employed plus openings) is highest for legal secretaries, secretary accountants, and accountants. 6. A significant number of technically qualified persons will be needed in the next five years for secretary accountant, practical nurses, - 43 - �I 1 r p i j accountants, legal secretary, clerk teller, real estate and insurance, technical secretary, and engineering draftsmen. 7. Comparatively few respondents conduct employee training programs, and most such programs are insignificant or temporary ex­ pedients. 8. Either men or women are acceptable in most job categories, but most employer s prefer to recruit technical personnel with post-high school training. 9. Approximately half of the respondents indicated interest in part-time and summer cooperative work programs, with the least favor­ able response from the medical profession and industry. 10. All job categories, except the medical profession, indicated significant interest in working with the College to setup employee train­ ing programs for credit. I 1-1 (i J J J a n d o EPILOGUE Northeastern Pennsylvania has long experienced a surplus of man­ power, primarily because of a steady decline of anthracite mining.. Inother areas of the country, a manpower shortage has existed for some time. Recently, however, according to business and industrial leader s, Northeastern Pennsylvania is also currently experiencing a shortage of manpower. Since I960, an average of 3,000 new jobs have been created annually to meet normal requirements. Total current unemployment in the Wilkes-Barre/Hazleton area, according to the August Labor Market Newsletter , is estimated at 4, 600 representing a 2, 300 decline in unem­ ployment in a single month. The unemployment rate has reached 3. 2 per cent, the lowest since 1958. Job gains began to make significant inroads on unemployment in the Wilkes-Barre area in 1962. A projection of new job openings anti­ cipated during the next five years points to an active labor force greater than the total available labor force projected to 1970. Employment gains in this area in the past few years have occurred in the high wage, durable goods, manufacturing industries. Two prime factors that affect industrial growth are industrial "mix" and local factors which encourage or inhibit growth. In the short run, at least, there is little an area can do about its industrial mix. It either rides it to growth, if fortunate, or faces econ­ omic headaches, if unfortunate. An adver se industrial mix has retarded - 44 - I �much of Luzerne County1 s industrial development, This adverse mixhas resulted from specialization in four industries: textiles and apparel manufacturing, mining, transportation, and public utilities, However, as developers look to the future, the industrial mix should cast less of a shadow on industrial redevelopment plans. To attract industry for the long run, more andmore emphasis is being placed on those in which pro­ duction methods are highly automated, a vast complex of equipment is used, and production per worker is high. Regions must attempt to take advantage of factors which work in their favor, modify the effects of adverse forces, wherever possible, and avoid wasting resources trying to fight inevitable trends in technology, movements of population, and their consequences. J J The second significant factor which encourages or inhibits growth is the local area effect. This factor is really an indication of the under­ lying strength of an economy. If an area is in a good location with re­ spect to markets and materials, andif factors that affect the firm locally are attractive, such as quality of labor, low taxes, or good transporta­ tion, with any luck at all the area will grow. The local area effect is a reflection of the quality of its local assets. Whether it is future industrial mix or local-area factors, train­ ing and education become of paramount importance. It is generally re­ cognized that all of Northeastern Pennsylvania has suffered a greater than normal out-migration of college and high school graduates. This can largely be attributed to the lower wage and salary structure preva­ lent in the ar ea, as well as a lack of demand for college trained "middle managers. " n c Whether out-migration of college graduates produced a scarci­ ty of semi-professional personnel, or, whether the lack of job oppor­ tunities produced the out-migration, is a moot question. Furthermore, levels of educational attainment of those remaining within the region are considerably below normal. As a consequence, the whole area has a less ver satile labor force in semi-professional, managerial, and supervisory positions. This college-trained "middle management" deficit must be al­ leviated, not only to anticipate the change from an adverse to a favorable industrial mix, butalso to strengthena local asset. Of course, employ­ er s could engage in intensive training programs on their own, and therebyuncover and develop new employee capabilities and talents. But em­ ployers should not be expected to perform the functions of an educational system. - 45 - �The educational gap must be anticipated and alleviated by local institutions of higher learning, such as the Community College. I n Although the survey indicates sufficient current and future job openings in a number of technical areas to warrant inclusion in the Col­ legeprogramnow, the future impact of the recent trend toward diversi­ fication will undoubtedly open new areas of service. As graduates of the College enter the regional economy and demonstrate the quality of their training, both present and prospective employers will become aware of, and will utilize, the resources of the College. The conclusions of this survey should provide an initial starting point from which the College can demonstrate its interest in and responsiveness to the future training needs of our regional economy. Unless this start is made now, the current manpower shortage in "middle management" will be greatly aggravated. n - 46 - �APPENDIX A December 1, 1967 The New Northeast - Crossroads of The East" J i LI The Institute of Regional Affairs at Wilkes College has undertaken to assist the Luzerne County Community College in a survey. The purpose of this study is to determine those technical skills which are most desirable to you, as employers of trained personnel. We ask your assistance and cooperation so that a valid determination of high priority skills may be made. Community College conceives its basic role to anticipate training which you would consider most important and useful. You are in a particularly strategic position to help in formulating the curriculum content of the Luzerne County Community College for the years ahead. Within the next few weeks, an interviewer from the Institute of Regional Affairs will visit your office to secure data on a very simple questionnaire. n H tj Needless to say, the entire success of the survey and objectivity of the final results will depend upon your cooperation. We will appreciate your time and concern. Sincerely, Hugo V. Mailey Director HVM:amd �APPENDIX B January 19, 1968 "The New Northeast - Crossroads of The East" 1 P,IjJ Jj, nL n Several weeks ago you received a questionnaire from the Institute of Regional Affairs at Wilkes College. The purpose of the questionnaire was to determine those technical skills which are most desirable to you_ as employers of trained personnel. The results of the questionnaire have a very special importance and significance for the Luzerne County Community College, in that your replies will be the basis for the development of the curriculum at the Community College. May I remind you again that the success of this survey and the objectivity of the results depend on your cooperation. If you have not returned your completed questionnaire, will you please do so immediately. If you do not have a questionnaire, call the Institute of Regional Affairs at Wilkes College, Area Code 717 824-4651, Extension 229, and a questionnaire will be mailed to you. Sincerely, Hugo V. Mailey Director HVM:sd �L I APPENDIX C it J A TECHNICAL AND SEMI-PROFESSIONAL EMPLOYMENT SURVEY FOR LUZERNE COUNTY COMMUNITY COLLEGE i I WILKES-BARRE, PENNSYLVANIA II 0 NAME STREET ADDRESS CITY, BOROUGH, TOWNSHIP I Vi -Jl.l & QUESTIONNAIRE 1. Based on your experience, please circle any or all of the Classifications below which, if offered in a two-year college program at Luzerne County Community College, would fulfill a genuine educational need for you: 2. What is the total number of technical and/or semi-professional persons currently employed in your office? �'D JOB CLASSIFICATIONS 3. Would a person with two years of specialized college training satisfy your job requirements in this Classification? Indicate by YES or NO in each of the Classification blocks. ffl r> i ffi 4. Number of persons in this Clas­ sification currently employed by you. 5. Estimated total number of job openings to be filled by you in this Classification during the next 5 years. 6. Number of vacancies in this Clas­ sification you are currently trying to fill. 01 n 7. Is this a "hard to fill" job? (Check YES if vacancies usually take over 30 days to fill, or if the majority must be recruited from outside the Luzerne County area. ) 8. Do you conduct a training program for this Classification? I 9. Do you employ directly from: HIGH SCHOOL JUNIOR COLLEGE UNIV, or COLLEGE OTHER Indicate by YES or NO. 10. If available and comparably trained, would you employ for this Classification: MEN ONLY WOMEN ONLY BOTH Indicate by YES or NO. �11. Would you be interested in working with Luzerne County Community College in setting up an edu­ cational program that would enable your semiprofessional employees to earn college credit? YES 12. Would you be interested in participating with Luzerne County Community College in a Cooperative Work Experience Program for semi-professional personnel? YES NO NO If YES, could these trainees work under your supervision in: - I ffl ill a. Summer employment? YES NO b. Part-time work during the school year for a limited period (for example, one semester of full-time work alternated with one semester of schooling)? YES NO 13. To assist in training your semi-professional employees, are there additional courses or programs which should be added to the offerings of Luzerne County Community College? 14 Write here any additional comments you may care to make: i n I • THANK YOU AGAIN FOR YOUR COOPERATION ��L Civil Technologist (Cartography, Photogrammetry, Highway Design SubGroups) - The graduate assists the engineer in the planning and super­ vision of layout and construction of streets, highways, railroads, bridges, dams, and urban and suburban development and redevelopment projects; creates, draws, and copies maps, using drafting and drawing instru­ ments, aerial photography, and other appropriate techniques; estimates costs, prepares specifications , and participates in surveying; and assists in scheduling construction activities and inspecting work for conformance with blueprints and specifications. Chemical Laboratory Technician - The graduate is prepared to assist chemistsand other scientists or engineers in research and development, testing, or other laboratory work; to make computations and tabulate and analyze results; to perform qualitative and quantitative chemical anal­ ysis; to assemble and use appropriate chemical laboratory equipment and instruments; to maintain industrial chemical quality control. Commercial Artist - The graduate is prepared to create design layouts; to design and prepare charts, diagrams, posters, sketches, maps for exhibition. IU Clerk-teller - The graduate performs under supervision the detailed operations carried out by banking and related establishments in dealing with customers' commercial accounts, the approval of loans, the col­ lection of debts, the apptaisal, buying and selling of collateral, the move­ ment of securities, the planning of estates, and more generally with corporation finance, stocksand bonds, creditsand collections, and sav­ ing and loan aspects of the banking business. dU I Dental Hygienist - The graduate is prepared to perform prophylaxix, to take and process dental radiographs, and to instruct in dental health ed­ ucation with patients. The dental hugienist may work either in a dental office or in schools. Dental Assistant - The graduate is prepared to work with the dentist and under his supervision in three main areas: in his business office by han­ dlingappointments, the telephone, bills and correspondence; at the chair­ side by assisting the dentist; and in the laboratory by pouring models, casting inlays, and performing other similiar functions. Electronic Data Processor - The graduate assists in the semi-profes­ sional operation and maintenance of electronic data processing equip­ ment which is used to carry out a variety of functions in accounting of fices. �Engineering Draftsman - The graduate works with engineers in projects of research, design, and development, utilizing knowledge obtained con­ cerning machine and tool design, technical sketching, detail and assembley drawing, materials testing, metal production, metal working, heat treating, alloys and other aspects of metallurgy. Electronic Technician - The graduate is prepared to work with engineer s and physical scientists in the field of electronics which includes radio, radar, sonar, telemetering, television, and other forms of communica­ tion; industrial measuring, recording, and controlling devices; naviga­ tional equipment; missile and spacecraft guidance systems; electronic computers; and many other types of equipment using vacuum tubes and semi-conductor circuts. Electrical Technician - The graduate is prepared to assist the profes­ sional in planning and supervision of construction and operation of elec­ tric power generating plants , transmis sion lines , distribution systems, illumination, wire communication, and electric transportation systems; to be knowledgable concerning the manufacture of various types of..elec­ trical machinery and apparatus, including motors and generators, con­ verters and regulators and switch-gear equipment. 'J, Food Manager - The graduate is prepared to direct the operation of a retail or wholesale food establishment and to be responsible for its prof­ itable operation; to supervise selling, maintenance and clerical employ­ ees; to make reports; to take and verify inventories; to purchase or req­ uisition goods; to handle receipts; to supervise suitable maintenance of premises and stock; and to promote sales. Hotel and Restaurant Manager - The graduate is prepared to plan menus; to purchase food; to maintain sanitation in food service departments; to requisition replacements of food service equipment, to keep inventories and issue supplies; to keep accounts and records and compile financial reports. Institutional Food Service Manager - The graduate is prepared for sup­ portive administrative position in places where large groups of people are served, such as industrial cafeterias, school cafeterias, college food services, hospitals, commercial restaurants, cafeterias, snack bars and other public eating places. Insurance Representative (Property & Liability) - The graduate is pre­ pared for work with insurance agencies and companies and other orga­ nizations in sales, inspection, promotion and underwriting related to insurance coverages. �Interior Design Decorator - The graduate designs and arranges domestic and commercial interiors, taking into account the coordination of furni­ ture, textiles, accessories, lighting, and other pertinent factors in in­ teriordesign; also knowledgeable with regard to business and marketing procedures; estimates costs; presents room renderings to clients for approval. Library Assistant - The graduate is prepared, under supervision, to perform both reader services and technical services; to assist profes­ sional librarians in the selection, purchase and maintenance of the many type s of library materials; and to as sist the public in their use; to clas sify and catalog books and other loan items under professional supervision; to do research to secure information requested; and to provide semiprofessional reference service to various groups of readers. Legal .Secretary - The graduate is prepared to perform general office work requiring the skills of typing, shorthand, bookeeping, filing, and the use of office machines; to handle business correspondence, some of it independently; to make appointments and otherwise assist attorneys in the use and conservation of his time; to answer and place phone calls; and to keep office records. The legal secretary is knowledgeable with regard to legal terms and procedures. Landscape Designer - The graduate plans and prepares drawings for or­ namental development of an area of land; studies conditions of sites; such as drainage, topsoil, trees rock formations, and buildings; recommends types and location of trees, shrubs and flowers, harmonizing improve­ ments with existing land featuresand architectural structures; prepares specifications and cost estimates; supervises execution of plan details, including purchase of nursery stock, statuary, and other items. Medical Assistant - The graduate is prepared to assist the physician in the office, the examining room, and the laboratory.. Maintains medical records, receives patients, makes appointments, keeps accounts, han­ dles insurance and hospitalization forms, may take dictation. Assists the doctor during the examinations. Under supervision may assist with basal metabolism test§, electrocardiograms, bloodcounts, and urinal­ ysis. Assists in medical offices, clinics, or hospitals. Medical Technologist - The graduate is being prepared for certification after which he may perform the various chemical, microscopic, bacte­ riological and other medical laboratory procedures used in the diagnosis, study and treatment of disease, under the supervision of a pathologist or other qualified physician. �Medical Secretary The graduate is prepared not only in the range of basic secretarial skills, but also in specialized terminology, office and laboratory procedures, and maintainance of medical records, which will qualify her for secretarial positions in physician's offices , clinics, hos­ pitals, and the medical departments of large corporations. Medical Records Librarian - The graduate is prepared to keep medical records of patients admitted to hospitals and clinics; tocompile reports of admissions, births, deaths, transfers, and discharges; to maintain permanent files for record purposes; to do indexing and coding of pri­ mary and secondary diagnoses of medical.histories and records follow­ ing established library methods. Mechanical Technologist - The graduate is prepared to assist the pro­ fessional engineer in the design of tools, engines, machines, or indus­ trial equipment, the supervision of mechanical industrial processes, the planning and operation of central distribution systems for heat, gas, water, or steam. Metallurgical Technician - The graduate is prepared to examine and test metal samples to determine their physical properties; to conduct routine microscopic examinations of metals and alloys; to prepare photographs of metal samples; and to compile reports of findings; to examine metal and alloy samples to detect internal fractures, impurities and similar defects. Nurse - The graduate is prepared to become a registered nurse; toper­ form bedside nursing duties requiring prescribed education, skills, and hospital experience in the care of the ill and injured persons. This is a relatively new development in the field of medical auxiliary education. Nurse, Licensed Practical - The graduate is prepared for licensure as a practical nurse. This semi-professional graduate works under the supervision of a physician and/or professional nurse. As a member of this medical team, the practical nurse performs personal nursing care, gives some medications, charts, patients records, and renders assis­ tancein all the basic fields ofnursingand related housekeeping functions. Occupational Therapist - The graduate works as the semi-professional member of a medical team whose purpose is to restore maximum function to mentally or physically disabled persons. Under supervision of the professional therapist, he helps to select and direct the functional, rec­ reational, educational, and ‘vocational activities designed to meet the specific needs of the patient as outlined by the attending physician. �Outside Salesman - The graduate is prepared to solicit business for es­ tablishment by calling door to door, following leads from management, other workers, or from listings in city and telephone directories; to explain services rendered or product sold by business establishment; to write and give orders to establishment manager; to distr ibute advertising literature or products or leave samples. Personnel Management Aide - The graduate assists in the selection, training, promotion, welfare, compensation and recreation of employees, and in other employer-employee relationships. Psychiatric Aide - The graduate is prepared to work under supervision as the semi-professional member of a medical team which includes the psychiatrist, psychologist, and psychiatric social worker; to assist in creating a therapeutic climate, along with these professionals who are concerned with the hospital care and treatment of persons suffering from mental illness or severe emotional maladjustment. Physiotherapist - The graduate is prepared to assist, under supervision, the professional physiotherapist in the treatment of the patient's bodily disorders, gives exercises designed to correct the patient1 s muscle ail­ ments and deficiencies, administers massage and other body manipula­ tions, gives hydrotherapeutic treatments, uses various mechanical de­ vices for the therapeutic purposes. Quality Control Technician - The graduate is prepared to perform ac­ tivities concerned with development, application, and maintenance of quality standards for processing materials into partially finished or fin­ ished material or product; to employ methods and procedures for inspec­ tion, testing and evaluation; to conduct sampling procedures, design forms for recording, evaluating, and reporting quality and reliability data, and to write instructions on use of forms. Real Estate Representative - The graduate is prepared to sell, purchase, exchange, lease, rent and manage real property. His training is ori­ ented toward requirements of the Commonwealth for sales and brokerage licensing. Appraisal techniques leading to professional designations are stressed. Small Business Aide - The graduate is prepar ed to conduct his own busi­ ness, or to assist in the efficient management and functioning of small concerns; to handle accounting, selling, production, and distribution operations. �Secretarial Accountant - The graduate is prepared to apply fundamental principles of accounting to the keeping of books and records in business and professional offices. Secretary (Technical) - The graduate is prepared to perform general office work requiring the skills of typing, shorthand, bookkeeping, filing, and the use of office machines; to handle business correspondence, some of it independently; to make appointments and otherwise assist the ex­ ecutive in the use and conservation of his time; to answer and place phone calls; and to keep office records. The technical secretary is knowledge­ able with regard to the specialized terminology of commercial discourse and legal procedure. Technical Report Writer - The graduate is prepared to edit or revise proposed or previously published data; compiles various types of in­ structional manuals, reporrs, bulletins, specifications, catalogs, or other written data pertaining to maintenance, manufacturing, research, experimental engineering and general technological practice and proce­ dure. Textile Technician - The graduate is prepared to subject cloth, buttons, buckles, binding, webbing laces, and threads to standardized physical and chemical tests and to compare test results with samples or prepared standards, such as charts, graphs, and tables; to verify adherence to specifications; to test cloth for weight, fastness of dye, type of material, tensile strength, shrinkage, or absorbency, using special testing de­ vices, chemicals, water, heating and drying oven, dehumidifier, and s c al e. Textile Cloth Designer - The graduate is prepared to originate designs for fabrication of textile cloth, specifying weave, pattern, color, and gage of thread; to create new fabrics that meet functional requirements and fashion preferences of consumers; to develop new ideas for fabrics through study of fashion trends and knowledge of textiles and their various uses; to consult with technical and merchandising staffs; to prepare writ­ ten instructions to specify suchldetails as construction of fabric, finish to be applied and color to be used. Tool Designer - The graduate is prepared to design broaches, milling­ machine cutters, drills, and other single- or multiple-edged cutting tools, and related jigs, dies, and fixtures for production or experimental use in metal working machines; to study specifications and confer with engineering and shop per sonnel to reselve design problems related to ma­ terial characteristics, dimensional tolerances, service requirements, manufacturing procedures, and costs of tools; to draw preliminary sketch­ es and prepare layouts and detail drawings. y ��I » 10a01515&7 COLLEGE LIBRARY :/7 lj /1 I 11 fl S U H ii II - �H B 3 pl d J 3 ) j ii I g 'd. I Ui I , � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. 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Title A name given to the resource Luzerne County Community College: Technical and Semi-Professional Employment Survey, 1968 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/ce2c83ec948a92915251a831d1a6ab91.pdf 088977c64f78b75032d415ef8f36fffa PDF Text Text I I r; i !' I I ! i (i 111 11 f. I 1 i ■ ' �PROCEEDINGS EIGHTH ANNUAL COMMUNITY GROWTH CONFERENCE I I I I EUGENE SMDDEN FARLEY LiBSAU I I 1933 SEPTEMBER 25, 1968 WILKES-BARRE, PENNSYLVANIA VILKES COLLEGE, V.1LKE5 ARRE, P, „ ' I Institute of Regional Affairs Wilkes College Wilkes-Barre, Pennsylvania 18703 �r I i i i I i i i i ARCHIVES 75333 11 < ■ V. < > . 84V i%g n U n i p Li I �« FOREWORD Q I J I □ 3 It has become fashionable to speak of the "culture of poverty" as if everything about the poor--their emotions, their attitudes, even their sensations--were different from the rest of society's. The truth is that the poor share some very important middle-class ideas, and, strangely enough, suffer for it. Those who do swallow their pride and accept pub­ licassistance, often seethemselves as worthless, blame themselves for failure, and sink deeper into hopelessness and helplessness. Pride and a stubborn will to keep the family intact prevents many from asking for public assistance. Poverty, no matter how it disfigures the body, twists the soul and warps the spirit, can sometimes make people wise. J J To see the two facets of the manpower problem-unemployment and under employment-purely as an economic problem and not as an as­ pect of a human crisis in our country can only lead to an increase in the nagging tensions. The manpower problem must be viewed with a fresh concern and a greater sense of commitment for the problems of the poor. u The poor urban dweller needs a wide variety of services to be­ come a part of the labor force, adjust to the urban environment, and thereby improve the quality of urban life. A total mobilization of com­ munity resources is required to improve the life of the urban dweller, now either unemployed or underemployed. All segments of community leadership must recognize the necessity for collaboration, cooperation, and collective responsibility in setting priorities for action now. Identi­ fication of the causes and alternative solutions to urban problems are being demanded of the leadership of every American city, every state, and every region--business, religious, labor, voluntary organizations, and government. I Ir ( fi r The problems of today are complex and do not lend themselves to simple solutions. To build urban America will take all the hard-working, sensitive, and strong leader ship this country can produce in all its urban institutions. It is a race between the forces of decay and.the forces of growth. It is a race between commitment and crisis. It is a race be­ tween coalition and confusion. Therefore, the Conference is an attempt to understand the man­ power problem as one of the many facets, seeking many alternatives and integrated solutions. The idea is to look at the newly created manpower dilemma in NEPA-- adepleted work force--with a new awareness, and a new commitment for remedy. The idea is to view the manpower problem in NEPA as the Crisis of Human Resources--People. Hugo V. Mailey, Director Institute of Regional Affairs 3 9260 ii ��56 60 61 62 63 64 65 67 68 73 74 76 77 78 79 81 83 85 86 87 88 90 �9:45 - 10:45 A. M. Wilkes College Fine Arts Center 1 Chairman: Panelists: 'T "MANPOWER DILEMMA" Edgar Lashford, Executive Vice President, Chamber of Commerce Donald D. Moyer, Executive Director, Economic Development Council of Northeastern Pennsylvania Joseph E. Fay, Field Supervisor, Pennsylvania Bureau of Employment Security Joseph Corcoran, Director, Keystone Job Corps Center Coffee Break 11:00 A. M. n Chairman: Panelists: Wilkes College Fine Arts Center "THE SEARCH FOR IDENTITY" Robert Wilson, Executive Director, Model Cities Agency Lee Klinges, Resident, Model Cities Area Sylvia Solinsky, Supervisor of Interviewers, Model Cities Program Geraldine Whitt, Assistant Supervisor, Hazle Street Community Services Center Dr. Francis J. Michelini, Vice Chairman, Model Cities Policy Board 12:30 - 2:00 P. M. £ Luncheon v Hotel Sterling Crystal Ballroom �Chairman: Speaker: Mrs. Donald Bennett, President, Junior League of Wilkes-Barre Genevieve Blatt, Director, Office of Economic Opportunity, Washington, D. C. Hotel Sterling Crystal Ballroom 2:15 - 3:15 P. M. Chairman: "PHILLIPS 66" James Lee, Assistant to the Editor, Times Leader Evening News Hotel Sterling Crystal Ballroom 3:30 - 4:00 P. M. 'U Chairman: u Speaker: "APERCU" Clement W. Perkins, Chairman, Wilkes-Barre City Planning Commission Tom Bigler, News Director, WBRE-TV 4:00 - 5:30 P. M. Cocktail Hour Hotel Sterling Adams Room n n I vi ��INTRODUCTORY REMARKS by Dr. Francis J. Michelini, Dean of Academic Affairs Wilkes College Dr. Farley was unexpectedly called out of town and asked me to substitute for him and also express his regrets at not being able to join you in this the Eighth Annual Community Growth Conference. 1 Again I want to say that the College is delighted not only to be a co-sponsor of the Conference, but also to have you gather on the campus to discuss such a timely topic as the Crisis of Human Resources in North­ eastern Pennsylvania. All of us in higher education are committed to the new role of public service of colleges and universities. Although there may be many doubts on whether small colleges and universities have the resources to accept this new role, we at Wilkes College have been committed to the role of community service to Northeastern Pennsylvania for a long time. We do hope that our involvement has been a creative one. We do hope that we can as sist public and non-public officials in fac­ ing up to the knotty problems of planning, community renewal, health, welfare, and education. All of us have the feeling that these are not dif­ ferent problems but inter-related problems of the same problem - that of human resources. It is apropos then that many aspects of the same problem will be discussed at this Conference. We at the College are mighty proud to join with you in discussing the many faceted problem of Human Resources in Northeastern Penn­ sylvania. I -1- 'J ��ing some hard decisions, those hard priorities in our country, really rest with you. i g I 3 1 I could come here today, really, in the context of any of the three presidential candidates. And I'm sorry to say we have three this time. Mr. Wallace's campaign slogan, you know, is "Standup for America." It takes courage, Wallace has it. Do you? Mr. Wallace simplifies ev­ erything. You've got thirteen simple points in your material about the manpower crisis in this country. You've got to make the hard decisions, he's not willing. He is selling the American people a bill of goods that this is simplistic world. This is not a simplistic world, and you and I are not terribly simple individuals. Your Valley is made up of a lot of complex individuals as is this nation--now past 200 million. There are a few hun­ dred other billion around the globe. We live in that kind of environment and not in George Wallace's at all. �1 L [ I ? g Q a pie, there are people who haven't had a chance, a chance that you have. You can't be an island in the world. You can't live in your comfortable houses and say, "Well, just as long as I get mine, I don't have to worry about the others. Because, remember this, as Teddy Roosevelt often said, this isn't going to be a good country for any of us to live in until it's a good country for all of us to live in." And I look upon the Wyoming Valley and Northeastern Pennsyl­ vania in that same context. It is not going to be a good place to live in or work in until it's a good place for every single individual to live in and to work in. In all fairness to the third candidate this year, I will, quote from a speech in which he said this on the Urban crisis, "The great challenge facing American civilization is to provide a choice of a satisfactory living environment for all people, regardless of race, ancestry, or place of residence. Today millions of citizens do not have this choice in the se­ lection of a community in which to live and work. They are trapped in urban ghettos or rural slums, or they flee to suburbs when they really do not want to. These conditions are unacceptable, especially in a na­ tion as wealthy and as full of technology as ours. " I Hugo said something to me in his letter of invitation which was very interesting. He said it's an area that has been transitioned since you departed, and which now faces the lack of manpower rather than a surplus of it. I really wonder about that statement. .1 appreciate it in the context of some of his thirteen points and why he made it, but yet I have to question that in my speech. 1 Mr. Wegner asked me this morning what I thought of coming back to Wyoming Valley. I said this. My mother lived on a farm thirty miles westofhere, out of the coal regions, and in pretty fair farmland. That's home, it's lovely, it's where I come home to. In that environment, Northeastern Pennsylvania is a wonderful place. i -m iP /t I Our family had it's vacation this year in Lennox, Mass. Lennox is an old town, a couple of hundred years old and a typically Mass, co­ lonial town. The first congregational church was built there over 200 years ago. There is a 200 year old grave stone in the graveyard. There is more white paint per square foot there, I suspect, than any other place in the nation. The 200 year old houses are in a perfect state of repair. The shopping district is so unobtrusive that you hardly know there is a shopping district in town. The shopping district does not have a neon sign. About 50 years ago, the town put its utility lines and power lines underground, so that you don't see them. I P Hj -4- id �■ Humanbeings are not resources, as is land, or coal, or timber --they are soul. 1 I really do not wish to recite statistics. The I960 census data stated that in the northeastern states the number of families in poverty is higher than in northeastern Pennsylvania. Nor do I want to bore you with statistics that your local anti-poverty program has developed in surverys. If you've not read them, yououghtto. You'll find them in "Char acteristics of Low Income Households in Luzerne County, " by Sheryl Beard and James Holm in 19&7. �3 3 sj f; F* § • S & There is poverty in rural America just as 'here is in our cities. We have a crisis of people there too. This is the ‘ragedy that I read about in this month's magazine "Appalachia, that this is the kind of people that our vocational institutions are training. Did you know that 21% of all the vocational education students are taking agriculture. This is impossible. There is no future for farmers, a id yet, a fifth of our vocational education resources are going to train farmers.... a dead end occupation. Did you know that 40% of the vocational education students are taking Home Economics? This is just a way ’o hide girls. Well, what have I been saying in a pessimistic , harsh kind of way ? I've been saying that we have a crisis in our nation of people. We have a gross national product of $800 billion, and it's expanding constantly. It's not a crisis of the economy. It's a crisis of people and we in this nation have to realize that all of our citizens , 100%of them, have to share in the good life of this nation, both economically and socially. We have in our urban areas a more serious crisis. You may say we don't have it. You don't have any ghettos in Wyoming Valley. But for the white person who lives in substandard housing, what is there for the soul? What is there to make life worthwhile for the Negro9 What is there to motivate him9 Why does he think that the American dream means nothing to him ? You know very well that the story of our progress has been of deserting our cities and going to the suburbs. I'm proud to live in the city. I live in Washington, L . I walk to work. Washington is not nearly as bad as George Wallace would tell it. Yet it's a city with insoluble problems. L.et me say that Gunnar Myrdal, the Swedish economist, who has written some of the most honest things about us, argues regarding the crisis of our cities that the finan­ cial cost to the nation of rebuilding the cities and rehabilitating the slum population must, on any account, amount to very huge sums. g I've seen no detailed plans on the national scale for what needs to be done to salvage American cities, and no summing up of what it would cost in financial terms to eradicate the slums and rehabilitate the slum dwellers. But such calculations should be made. They are needed for the gradual education of the American people to the magnitude of the task. n I draw the conclusion that the cost would amount to trillions of dollars. And a reliable plan to eradicate the slums and rehabilitate the slum dwellers will, to be at all realistic, even in the best case, have to reckon in terms of at least a generation. Listentothis, affluent Americans , I draw the further conclusion that, in this life, the common idea that America is an immensely rich and affluent country is very much an exaggeration. American affluence -6- �[ I ffl B is heavily mortgaged. America carries a tremendous burden of debt to its poor people. That this debt be paid is not only the wish of the dogooders, but not paying it implies a risk for the social order of demo­ cracy as we have known it. And so as you look through your day, look at the crisis of man­ power, not only in terms of jobs that exist.or t hat, you want to bring to the Wyoming Valley. Do not forget that the ommodity you're dealing with is human life. And do not forget that.-il is more than a pay check that makes human life pos sible to bear, possible to endure--it's environ­ ment. And there is not going to be a place for us to hide away in a lilywhite segregated suburb. Let me conclude by again quoting Gunnar Myrdal; "The first con­ dition in a democracy like the United States is to reach the people and enlightenthemin regard to both the social and economic facts. And if the policy conclusion is to be drawn from, these .ideas and these facts, what we need today is not a deceptive hopefulness that success comes easy, but the will tograpplewithstaggeringdifficulti.es. We need not the cour­ age of illusory optimism but the courage of almost desperation." There's your task so simply stated. Have a good hard working day. § ;=3 ’’ i 1 71 -7 �I ■ INTRODUCTORY REMARKS by ■ a B B ■ b 0 ■J B !? ! M3 Edgar Lashford, Executive Vice President Chamber of Commerce The subject matter of Manpower Dilemma assigned to us this morning is so difficult that it may cause us to still be in a dilemma af­ ter this session is over and probably even after the afternoon session is over. The subject matt er of 1 his portion of the growth conference is in­ deed timely. To those of us who have worked with the problem in the hope of developing some concrete solution, we have found it to be a most frustrating undertaking. Moreover, the manpower problem is not one that can be classified as a local or a regional problem. It is, basical­ ly, a national problem. However, the potential solutions, (and I empha­ size "solutions", for there is not a single solution or remedy) will be varied in nature, depending on the geographic area that is studied or viewed. To set the stage for today's presentation and how it relates to us in Northeastern Pennsylvania, we might look at the national average for unemployment for the month of July 1968, which was approximately 7%. The state average for the same period was 3.6%. For Northeastern Pennsylvania, it was just about the same figure. You can see that this manpower problem that we are going to delve into at some depth today, is one that faces the nation. We here in Northeastern Pennsylvania for many years had a sur­ plus of manpower. It has caught up to us faster, I believe, than in any other part of the nation. It is, therefore, hard for us to believe that we really are in a manpower dilemma. We can put the manpower problem into two basic categories, each of which has many, many facets. They are unemployment and underem­ ployment. You will hearthat training is one of the most important means of solving the unemployment problem. Statistics tell us that the average working man today should be retrained 5 times within his own lifetime, in order to keep himself qualified for work. This isn't an easy matter. Training involves education. Training costs money. It costs money to upgrade our high school facilities and provide better vocational and tech- -8- �E nical facilities. We as citizens must recognize that training is one of the major items that is involved in this manpower dilemma. We must, therefore, try to make the rest of our neighbors understand this. None of us likes to pay taxes. But training is vital to the survival of all of us. rr - £ g 5 I 3 2 s t? S B $ § s Underemployment involves the upgrading of people in jobs, so that they can perform at a higher level. The Chamber of Commerce in­ dustrial groups are continually at work to find new jobs to permit people to advance and live better. We should recognize that as the underemploy­ ment problem is solved, a vacuum is created, in that as these people move up and get better jobs, they create openings at the bottom of the job ladder in the low-paying type of industry. Northeastern Pennsylvania is flooded with this type of low-wage industry because twenty years ago we opened our arms to them. We can't now throw them out. We stillneed them. Although they must try to help themselves, we've got to help them too. These industries were so accus­ tomed to having thousands of people available to perform manually what­ ever production work was necessary. They now cannot rely any longer on this large pool of labor. They must now begin to invest in capital im­ provements that will result in more production. May I remind you that the session this morning is not aimed at producing answer s, but rather aimed at producing some ideas thar might apply to our specific problems. It is aimed at stimulating discussion. I'd like to say also that the fourth member of the panel who was tobewithusto represent industry, Mr. Boyne, was caught in a difficult manpower dilemma. He has a strike on his hands this morning and is in the midst of labor negotiations. We have decided therefore to take the time allocated to Mr. Boyne, and use it to field specific questions from the audience. This will enable the rest of us to go into our discussion groups this afternoon with some specific thoughts about the problem. With these few comments, I would like to introduce to you at this time the members of the panel. The reason we have put Mr. Moyer, the Executive Director of the Economic Development Council of Northeastern Pennsylvania, first was to give us data and statistics to enable us to sink our teeth into the prob­ lem. Some of you may feel that statistics give us all the answers. On the other hand, some of you may disagree. At any rate, they do tell a story. I'm sure thatif we were to try to deal with all the various aspects of the problem that he will bring to our attention through the charts and graphs, we would be here several days. -9- �8 a a 2 'I 3 Mr. Fay will give us an overall viewpoint of the problem as he sees it from the agency that gets involved in all types of employment problems. Mr. Fay, who is the Field Supervisor for the Pennsylvania Bureau of Employment Security, will have some real interesting com­ ments on the manpower problem. Most manufacturers who are in a di­ lemma trying to get worker s end up with the Employment Office. At that stage, the problem is acute and not easy. We will also hear about a specific type of program, one of many, that is now being undertaken in various parts of the country to try to al­ leviate the manpower dilemma. Mr. Corcoran, Director of the Keystone Job Center at Drums, will show that the problem is not strictly an eco­ nomic one, but a social one as well. This ties in well with the overall discussion today. Let me make one last comment before calling on the speakers. Looking over the mix of our audience today, it's hard to determine just who is who. I see many diverse groups represented. Some questions that will be fielded and answer ed will not be the type of answers that some of us would like to hear. But let's take them on their merit and proceed. This is good and should make for lively discussion. L S TO -10- �Tr I '71 I " THE MANPOWER DILEMMA - A MANY-FACETED PROBLEM" by rr y 0 Q s g I 9 .Li' 9 ! "j p n - Donald D. Moyer, Executive Director Economic Development Council of Northeastern Pennsylvania Our manpower problem, as it exists today, in the northeast eco­ nomic development district of Pennsylvania, has many facets. Individu­ als are likely to view the different facets in varying degrees of impor­ tance depending upon the roles they play in the community's economic and social structure. Although there are undoubtedly several others, 13 different fa­ cets have been identified as follows: The local industrialist is likely to talk about the manpower problem as a shortage of labor problem. As Ed Lashford has just indicated that in the past year or so, the reduction in areaunemployment has made it more and more difficult for the local in­ dustrialist to hire the right people at the right time at the right price. The development of this facet of the manpower problem is shown more graphically in these much maligned charts and statistics. Let's hope we can get a little illumination on them with a couple of simplified charts. The labor force trends in the Northeastern Pennsylvania district, whichis a seven county district, including Wayne, Pike, Monroe, Car­ bon, Schuylkill, Lackawanna, and Luzerne counties, show a very attrac­ tive squeeze as far as optimism in the economic factor is concerned. Back in 1958, there was a pretty serious unemployment problem. This has been relieved by a downward push in the labor force available and an upward push in those who are unemployed. The net effect is shown in a much over simplified chart on the next page, that the Northeast Penn­ sylvania district average for unemployment has now dropped below the line that I suppose some of us ten years ago wondered if we'd ever even meet. That is, the national averages and the current figures Ed cited were just about coincident as you'll note. They go up and down from month to month but roughly it coincides. The other major thing to say, and it isn't necessarily on manpower, butit's an important observation to know, is that in the overall his­ tory in the economic picture, the basic building block or bed rock upon which the (colony) depends, is the manufacturing sector in durables and in non-durables. While there's no dramatic swing up, which would be almost impossible, you will notice that there has been a gradual contin­ uing upturn which augurs well with the continuing prosperity of the region as it continues to recover and move up to national trends. -11- �l i B IT y ffl g 0 t=J gfe! s ■■ g 1 ■1 1 i Now if you move to an employment agency manager, and I said I might steal Mr. Fay1 s thunder for just a moment, the employment agen­ cy manager is likely to see the manpower problem in a slightly different light. He sees literally thousands of existing job openings for which no qualified persons can be found. His problem is to recruit and to try to match those seeking employment with the openings that exist. In 1966, when the labor market was not as tight as it is today, the Economic De­ velopment Council, in cooperation with the Bureau of Employment Se­ curity, conducted a study of 584 area employers and found that at that time there were 3,737 job openings for which no qualified persons could be found. Because of the identification of the labor shortage, the same survey conducted today would probably find many more unfilled openings. I noticed a newspaper release the other day from Mr. Peters of the lo­ cal BES office that there were 274 or 275 openings for which no workers at all could be found. A third group of people identifying the manpower problem might be top government officials. They would talk about widespread underem­ ployment. Officials of the U.S. Department of Labor consider that a large proportion of the labor force in Northeastern Pennsylvania is un­ deremployed. . That is, large numbers of people are working in jobs which are far beneath their potential. Let me step aside, and ask, "How many of you think that you are actually working up to your potential in your job?" 1 don't think any of us really do but this is the way it's mea­ sured. What we're trying to express here, of course an abstract point but a very dramatic one, if people somehow could take their skills and push them to the optimum range of productivity so that their imagination would be stimulated every day in what they do so that they would be chal­ lenged by their daily task, they would no longer be underemployed. The net effect, it has been estimated by some, would be an in­ crease from the present actual gross national product of $790 billion to a potential of $5 trillion, and in human terms that means bored workers, workers who have mobility rates as they bounce from one place to an­ other seeking satisfaction. A retail researcher is likely to identify a fourth manpower prob­ lem. He ' s liable to call up the mi s sing men in the 1967 study of our or­ ganization, entitled the Manpower Dilemma in Nor theastern Pennsylvan­ ia, the proportion of non-institutional, non-male, shows a very drama­ tic thing. Let me break from the text here. What happens acros s the coun­ try in statistics is that you get some funny little bugs called gramlins. When you take a look at your labor statistics and compare it with your census data, there are some gaps for which there are no answers until you go around and do a house by house check and actually identify the real flesh and blood living bodies. This is what often happens in your com­ munity action programs where there are aggressive outreach workers. They go out to find the answers to the mysteries. -12- �i ffl yLl 3 - g g 3 s £ a IT s 1 1 I Bs 0 t I n One of the big mysteries in Northeastern Pennsylvania is that in the United States there are 5.5 of these 14 to 65 year old males who are non-institutionalized who don't show up in the labor force. In Pennsyl­ vania, there are 6.4% of them; but, in Northeastern Pennsylvania there are 11% of the 14 to 65 year old males that we know are living bodies somewhere in our 7 counties. However, we don't know who they are, where they are, and what they're doing today. That's a I960 figure, the figures would obviously be different today, but the pattern is dramatic. Local employment planner s are likely to see the manpower prob­ lem in still an additional dimension. They might talk about special prob­ lem people. The Commission on Economic Opportunity and the Bureau of Employment Security have recently been wrestling with the concen­ trated employment program. It's concerned with identifying and assist­ ing those individuals who might be moved into productive work or who are unable to hold jobs because of a lack of training, health problems, financial barriers, motivational problems, or inadequate transporta­ tion from where they live to where they might work. So the work of this new program is to try to clear away the road blocks and let people get back into productive employment if that's possible. To match people who are now locked out for a variety of environmental or personal rea­ sons, and get them into the normal labor force. The next problem is not a manpower problem but a woman problem. A socialist would say that one of the things that constitutes a man­ power problem in Northeastern Pennsylvania is that there are more wo­ men working proportionately than men in our section of the state. From his standpoint there is too much of this kind of statistic and it might be considered significant data which indicates the creation of not only labor strains in the work force but it infers hou sehold strains and family strains. You always have to be careful when you crystal ball the statistics. But you can infer with this kind of a disproportionate balance of the picture, that there may be some hidden family strains. If women are out in this disproportionate numbers working in our area, then family strains may ensue. A socialist might say that. The chart shows that in 1966 there were 60, 000 males employed in District manufacturing as compared with 63, 000 females. In the District, this proportion is 51% females versus 49% males. In the State, the proportion is 72% male and 28% female. Nationally in 1966, the proportion of male employment in manufacturing was the same as in the State of Pennsylvania. Now let us move to the educator. He finds a different manpower problem. He'll talk about educational underattainment. Fromhis view­ point the manpower situation may be resolved as a matter of education. For example, in I960, the year when we were able to get the latest fi­ gures, the average number of years of schooling completed by District residents of 25 years and over was 9- 7 years for females and 9. 3 for males. In Pennsylvania, you'll notice the difference and in the United -13- �I Hl E I B a 3 B g m i States you'll notice the difference. In addition to this difference in achievement and attainment some educators in our area have observed that the current emphasis in educational programs is grossly distorted. They've noted that while the present school curricula are dominated by academic subjects, normal for college entrance preparation, the fact is that the majority of students graduating from high school will probably hold jobs that are more in the blue collar class or at least in technical categories that do not require college entrance. As a consequence, they say, a much greater emphasis is needed on the vocational and technical education. In I960, the Ohio census disclosed this very dramatically, we don't have anything for Northeastern Pennsylvania. It illustrates the problem. For the students that were enrolled in I960 in the state of Ohio, 81% were enrolled in college preparatory programs, whereas, in fact, the labor force in I960 indicated that only 8% of the entrants would be required to have a college education. Forthose in trade and industri­ al training vocations, only 3% were enrolled whereas the labor force re­ quired 42% of the entrants to have that kind of training. And so it goes for the imbalance of agricultural positions, cleric, and retail sales. In other words, we are not rationally balancing our curriculum development with the real needs in the labor force. That's a manpower problem. From the point of view of an open employer the district's educa­ tional products have often been criticized because they have a lack of the fundamentals of basic reading, writing, spelling, and arithmetic. Whe­ ther the products of our district school systems actually are more defi­ cient than they are elsewhere is really a moot question. Let me under­ score that. It's a moot question as to whether we1 re worse off than others. The observations of a number of different employers in this res­ pect in our area, however, do pose a red flag for those of us who are concerned. Some employers have also criticized attitudes of high school grad­ uates. ■ g ■--J a I 5 I Employers also complainthat their young employees did not grasp the fundamentals of business operation. They do not understand the eco­ nomics of the market place. They have also failed to understand their roles in the company's enterprise. But now having said that, let me also say that very recently a survey was taken by a company that was interested in locating a plant here. A manager that was responsible for the survey for the company reiported that the biggest plus that he found in Northeastern Pennsylvan­ ia was in the general population. He did not specify recent high school graduates; but, he stated that in the general population he found very pos­ itiveworkattitudes. Therefore, onthisbasis, he was interested in com­ ing here. -14- �yJJ J u B I I I a g 1=2 a g I The next point of view is that of the economist. From an econo­ mist1 s point of view,the District is presently suffering from an adverse industrial mix, that is, there has been an over-concentration of employ­ ment in some industries to the exclusion of others. He contends that a more balanced work force is needed, and a more diversified employment is needed. In addition to the danger of having too many eggs in one bas­ ket, the economist notes that those District industries which are the lar­ gest employers are those which nationally are in the low edge of the wage scale. This shows that in the northeast district 54% of the employment in manufacturing is concentrated in the six lowest paying industries, x In the United States those same industries accounted for only 19% of the to­ tal work force. That shows a gross mix. The industrial developer is likely to talk about a money problem being the real manpower problem. He's likely to say, from his point of view, that the District lacks many of the governmental and institutional functions and services necessary to attract highpaying or better job pro­ ducingindustries. This lack, mayinturnbe traced to the lower level of incomes which prevail in the District making it difficult to come up with the needed funds for improvement of such things as housing, the elimina­ tion of mining scars, area beautification, waste-disposal facilities, and recreation facilities. In 1967 the average household effective buying in­ come in the seven counties of the Northeast District was $7,370. In Pennsylvania, in the same year, the average effective buying income for the household was $8, 980; and in the United States , it was $9,012. Sim­ pletax reality, isn't it? You can't get the things that are needed on the previous chart unless people have the income to pay the taxes and also to generate the other needed economic activity. Now let us turn to the graduate, that much praised fellow of re­ cent movies. He talks about limited opportunities in the labor picture and that's a manpower problem from his point of view. In addition to the lower wage and salary levels present in the District, there is a distinct lack of opportunity for managerial, technical, and professional job can­ didates. Most job openings which are readily available to him in his home job region are in the operative, semi-skilled or apprentice, jour­ neyman, craftsman category. In 1966, as a percentage of total employ­ mentinmanufacturingmale non-production workers, that is the profes­ sionals and the managers, accounted only for 9% of the total population employed, whereas in the state of Pennsylvania as a whole, they account­ ed for closer to 16%. Then there is the demographer's picture of the manpower problem. He'll talk about his view of the statistics of the region and he'll find an out-migration of youth being a very serious thing, and also the aging of the population. The long range population forecaster will find this kind of a picture and a pretty grim one too. Between 1930 and 1965 n -15- n I i �u 9-i J 5 B g e' 9 L S’ s IT Hi qi ■■ n c f? in the District, the population age under 45 suffered a loss of roughly 40%, whereas in the population range of 45 and older, there was a gain of 58%. In the District, the median age of the female population rose from 23 years of age in 1930 to a median of 37 years in I960. The med­ ian age for the nation in I960 was 27.6 years for male and 30.3 years for female. That means our population is older and our young people tend to move out. Are we so much worse off than other places? The truth of the matter is that there are people in similar circumstances in Los Angeles, Philadelphia, and other major centers around the country. The leaders are also bewailing the mobility of youth. I think if we take a close look that we'll find the entire younger population is much more mobile. It's throwing some static into our statistics today that we're really not too sure how to appraise the data. The Economic Development Council has identified them as the thirteenth facet of the whole manpower dilemma problem, what we call poor tools. Recently the Council undertook what we call a comprehen­ sive analysis of the District's manufacturing industry at the request of the State Planning Board. The results of the study showed that general­ ly productivity, that is the value added to the manufacturer, was lower in the Northeastern District than it was in either the state of Pennsyl­ vania or in the United States as a whole. The figure in Northeastern Pennsylvania for value added to the manufacturer, which is really the measure of productivity, is $8, 149. For the United States, ifis$13,788, indicative of a big gap. Although the adverse industrial mix, mentioned earlier, is part­ ly responsible for this situation, an industry by industry analysis reveal­ ed that the lower levels of productivity is a wide-spread District charac­ teristic no matter which industry is studied. Although some employers have ascribed this to poor employee attitudes, it is a fact that in most District industries, the levels of capital investment per employee have long lagged behind those of State or National levels. This fact alone could be responsible for much of the existing differential in average le­ vels of productivity. Bettertools, in other words, make for better out­ put. A pencil and a pad can't do what a desk calculator can do. Management and competence also ought to be noted here. In one of the earlier charts we talked about the out-migration of youth because of lack of opportunities. This reveals another hidden factor that we all can't miss. And that is the fact that the non-production worker s, the managers, the technicians, and the professionals were proportionately only half as numerous in the District in 1966 as in state-wide industry. This may be highly significant. -16- I ■ ��I yi; "THE MANPOWER DILEMMA - TRAINING AND RETRAINING" by 3 41H' K Mr. Joseph E. Fay, Field Supervisor Pennsylvania Bureau of Employment Security Just as Mr. Moyer indicated there are many facets to the man­ power problem, so are there many solutions. Without reference to any of the statistics, I think that our next approach here might well be to take a look at some of the things that have been done in this field. Then we can attempt to deal with some more specific recommendations in the way of solutions. '■ I think that we all realize that the manpower market reacts to many of the same economic forces of supply and demand that are found in other competitive markets. Our population, between the age of six­ teen and the normal retirement pattern in the age sixty group, repre­ sents our broad supply. In the total government and civil labor require­ ments and patterns pretty much set the broad demand. Both of these can be adjusted, and have been. I think our concern today is with the supply side. This is what we'll talk about. 5 j! 1 g 1 J ■ 1 ) I -I To bring supply and demand in the labor market into closer bounds, important steps were taken many years ago when in all cities through­ out the country a combined federal-state employment service was estab­ lished. Through these employment centers, extensive effort was given to the study of specific manpower problems. A major effort was made to obtain maximum utilization of our labor supply. Basically, this ob­ jective represented an effort to have all job openings listed in one sim­ ple source and to have all perspective applicants identified with that same center. Then on a logical, deliberate basis an attempt was made to match these two ingredients. As an example, following this approach during the past month, over 2, 200 placements were made in this Economic District that we are talking about today. But despite this sound logical approach it soon be­ came evident that while the number of unemployed was more than ade­ quate to meet labor needs, there was a definite and widening mismatch between the available qualifications and the demands of the job. As in­ dustry technology increased, corresponding demands were made for the skills of the job. To meet this continuing need, public training and ed­ ucational efforts were sharply increased. For example, in the late 1950's provisions were made through the public school code to initiate adult training for unemployedpersons. This, on a beginning scale, has grad­ ually developed into a stronger program. -18- I I i �0 0 E IE K E 1? 5 g Inthe early I960's, considerable impetus was given to large scale training activities with the introduction of the Manpower Training Act. This, incidentally, has been one of the nation's largest thrusts in the manpower training field. I think there are few here that would not say that this has been a highly successful effort toward their overall goal. These two training activities are just a few of many being pro­ vided to develop the base of labor that is considered necessary. As one problem often leads to another, so did this broad base ex­ perience in training gradually reveal that some of the unemployed and underemployed needed more than just vocational training to make them job-ready. Included in these obstacles for these people to employability were under-consideration, lack of motivation, physical disabilities , and social factors frequently associated with the disadvantaged person. These are per sons who have simply given up the pi ospect of work and have with­ drawn from the labor market. Many of them, as we know, do not show up in the average census or in any related survey. They have to be searched out. A short time ago, to better meet this problem, part of the re­ sources of the Employment Security Agency were redirected toward em­ ployability service. I think some of you at least here are familiar with the Human Resources Development Center drawing upon the facilities of the community. It provides on an individual basis remedial measures to make job-ready per sons who are not able to compete in the present mar­ ket. Within the limited staff available interviewing personnel were sent out to rural areas, small towns centered where unemployed persons might be expected to be located. On the spot efforts were made of employabil­ ity services, these applicants were then directed toward other facilities suchasthe Job Corps, counseling, rehabilitation services, training and so forth. 1 T e Similar approaches toward these objectives are being taken by other agencies and by business forms in the private sector. Much has been written about the successful steps taken by nationally known firms, banking, manufacturing, and other industries in training and employing groups and individuals heretofore passed over as unqualified or not suit­ able for jobs. No doubt proof has been accumulated that persons previously re­ jected as unemployable can be made useful and contributing employees if given the right supporting service. I think we'll hear more as to how this is done when our next speaker talks of the Job Corps. Many others here in the room, coincidentally associated with our program of Model Cities, also have experience in this field, and have developed and begun to build a base upon which we can include a larger segment of our pop- -19- 1 �Ri U E n r ■ 0 in g r 0 i I ulation in the labor force. These are some of the things that have oc­ curred, these are some of the findings from experience in this field. I think here briefly that we ought to summarize and indicate what might be considered a package to make further progress in this particu­ lar area. I would like to suggest to you that we need accelerated effort in a number of the following areas. First of all, we have to encourage all people to seek work and to plot further application at some central source. The word must reach all ears. Too many still look upon the labor market as in the thirties-"no work available. " They must be made to realize that this is a new day, that there are jobs, there is suitable work, that they can be made employable, and that their limitations can be overcome. Number two is the fact that all employers should file their job requirements at the same central source. This approach has been taken successfully, and I think more and more such groups such as your In­ dustrial Fund, and the Chamber of Commerce groups are following this course of action and successfully so. I would suggest as number three a close re-examination of job specifications. Employersnow agree that not every job in their organ­ ization requires a college graduate, and in many cases not a high school graduate. Nor do they all require a prime physical specimen, nor a re­ stricted age. And in some cases training experienc e requir ements may well be reduced without any significant effect on the job performance. This kind of re-examination has already resulted in retired people re­ turning to work, men replacing women, and women going into jobs that had been heretofore considered only for males. This type of transition mobility lends to building a labor force. This I think you'll see also as a partial answer to the unemployment problem, for as our labor force becomes more mobile, as people advance through training, roomismade at the bottom for the person with less skill and with less to offer. The fourth consideration has to be a redistribution of "dock-job" duties in many of our positions. Just as a brief example of this point, the medical and technical fields have made considerable progress, The aid to the nurse doing the less professional duties I think we're all acquainted with. In the technical field, the assistant to the technician is doing the less requiring jobs and permitting the engineer to apply his skill on a more timely basis. I think this type of approach lends itself also to the machinist, and to the accountant, who are not using their max­ imum skill on a major part of the job. ■7 Point five concerns salary schedules, I think the jobs have to be priced in keeping with the area's scale. I know there's been progress in -20- r 8 I ��s "THE MANPOWER DILEMMA - MOTIVATION OF THE DISADVANTAGED" 0 I 0 0 0 0 g 0 - by Mr. Joseph Corcoran, Director Keystone Job Corps Center First I'd like to say that I very much agree with Mr. Wenner when he said this morning to us, and I think it's rather critical to remind our­ selves of it, that the solution to the problem is not simple. Even a def­ inition of the problem does not tolerate a simplistic approach. In addition, I think Mr. Wenner made another point of extreme importance: training in the technical fields is a real problem and one that has been neglected. Our analysis is that the true growth fields of the future are in the technical fields, and more attention should be paid to that. But regardles s of what combination of elements are used to attain the solution, what Mr. Wenner referred to as soul is extremely impor­ tant. There is much more to a human being than technical training or earning a living. The solution to the social crisis or the social problem or the manpower development dilemma must take into account the hum­ an being as a human being. Another point to be made, and note it well, is that there should be some kind of a financial justification for it. Tremendous financial resources must be focused on solving the problem. But being a practi­ cal society, such as we are, we must be able to financially justify the expenditure of money. We at Keystone have attempted to develop a program which is really an experiment in sociology and education, bearing in mind the points made above. a Let me give you a little of my background since it might help to understand the speaker. I've been in industry for twenty years, most of if has been with RCA; for the last two years I've been associated with Keystone Job Corps Center as the Director. Our mission, really the only challenge that we had, was to devel­ op a program much like you're attempting to focus on today. In the area of the soul, or the area of the human being as a human being and what he wants out of life, which certainly must be taken into account, we look at it' from three points of view. -22- �0 B - ;T| dJ ■A ■ 1 I T? n 1 The first one is attitude. Imagine having a situation where you have never really succeeded in anything meaningful in your life, and that society generally has been considered to be something meaningless or nonrelevant to you. If you can imagine that for a moment, imagine the millions of people who are in that predicament. I think that we should look to the 11% of the population in the District, as Mr. Moyer told us earlier, who ar e not even identified. They felt withdrawn, and have gone away. The next point that we have to look at in addition to attitude is mo­ tivation. Why should they be motivated? Most avenues which ar e opened up for people to come into the mainstream of. industry, of business, or of the society as a whole, must be opened up with honesty, a. great deal of sensitivity and certainly with a realistic appraisal of what is going to hap­ pen. They have to come inbecause there are goals that are worth striv­ ing for; goals that you and I value--of education and a stable family, and of security. So we must eliminate the frustration and the hopelessness which is their image of the mainstream of society, and bring them in. The third point involves the whole area of social adjustment, of recognizing that many people in the District, in this town, in this coun­ try have built up an entirely different culture from the one that you and I are accustomed to. There is a culture of poverty. There is a culture that is completely different fromwhatwe may call middle-class. There are many values that you and I hold very dear. We cannot understand why other people do not believe them, understand them, or hold them with the same tenacity that we do. This structure does exist and there must be a way found to adjust the lower socio-economic with the middle­ class culture if the nation is going to build on its past. I would say this, that we do not call it soul at the centei, we call it informal education. We have two types of programs at the center: formal education, and the other is informal education. The formal education includes vocational training and academic education. Wetrain in vocational fields of electronics, of data proces­ sing, of nursing aid, of retail sales and of creative selling in fashion design. Then we also find that in order to succeed in business or in in­ dustry or in any of the positions that we train for, it is essential that academic instruction go along with it. We find that with the group we deal with, there are some that graduate from high school who are read­ ing at the second and third grade levels. Much of this group has been short changed on the academic side of their education. We find that vo­ cational training is very easily acquired by these youngsters. -However, it's the academic side of the program that takes the time, the patience, 1 -23- ______ �-J' 3 ■ [fi IB Hl s rt i P J J and the one to one ration in the classroom situation or the teaching sit­ uation. What about the rest of the program in addition to vocational and academic education? Our informal education concerns social adjustment, motivation, and positive attitudes. We attempt and we have a good de­ gree of success with about 70% of the students who leave the Center, of getting jobs for the youngsters. But what about the transition between a learning situation, a school, a campus situation, where education be­ comes the highest value and the business or industrial world? There is a big adjustment that must be made, a transition that must take place. We found in the earlier stages of our program that many of the young­ sters who did very well in our school and adjusted well in school, and progressed satisfactorily, were not adjusting particularly well in busi­ ness or industry. We then decided to institute a number of changes. The first is that we put in a half-step between the world of work and the educational world and titled it work experience. We do this in three different ways. First, while the student is attending our classes and has two or three free hours during the day, she may work in one of the offices, in the data processing room, in a store, or in a warehouse depending on the field that she's in. She gets exposure to what a typical operation would be like. She may be under the guidance of a secretary if she's in the correspondence field or someone who is knowledgeable in her field. They first come in a little shaky and soon gain a degree of confidence and assurance that what has been taught in the classroom is relevant to the practical work-a-day world. The second step is that we make arrangements with some depart­ ment stores in Hazleton or perhaps the Veterans Administration Nursing Hospital. After she finishes her class room training and instruction with all of the theory and practice that we can give her at the Center, she will go into a hospital or into a department store, and she will actually have work experience. This is part of that half-step between the Center and the final job. The third and final step is that prior to the time the student grad­ uates from the Center; we have the student go on a leave of absence for three months. We have made arrangements at the present time with two companies--RCA and IBM. The students leave the Center on a leave of absence and go on the pay roll as temporary employees of these firms. By the way, many firms are developing a social consciousness and are looking for opportunities of this kind. The students will actually apply what they have learned, and at the end of the three month period or any time in between, if additional -24“ �I •J! £ ■ 1 IP ¥. ir I tU n a m ! is M _L training is required or if counselling or any personal kind of sensitivity support is needed, they will come back to the Center for what is needed. We have never had a situation where a student had to come back for additional training. But the personal and social pr oblems ar e brought with them. They are still at a disadvantage even with minimal training. After the student has completed her work experience, she comes back to the Center for graduation. Becuase of time I can't, go into details but I would like to say a word about financial justification, because the Job Corps is one of the programs which we're convinced is very muchmisunderstood. If a young­ ster at the age of twenty goes on the labor market and is not productive, the chances are that he will become a drain on the economy of the society in his productive years between 20 and 60. And conservative estimates indicate that the drain on society during that foity year period is about $100, 000. . Some estimates range over $200,000. The purpose of the Job Corps program or a training program of this kind is to eliminate that kind of a drain plus converting the young­ ster into a tax-paying member of society which will be about $300 to $5 00 a year. Over forty years they will return between $15,000 and $20,000. It costs us $5, 200 a year to train a youngster in a program like the Job Corps. We feel that inthe long run it's economically justifiable. If this kind of return could be realized and this human resource converted into real source of future growth inthis country, then Gunnar Mrydal's dream of equality and broadening of economic opportunity would then material­ ize into a New America. g IM i i s n J£=7 g -25- �a a DISCUSSION SESSION Mr. Edgar Lashford, Chairman Executive Vice President, Chamber of Commerce 0 o r=. I R H I y i1 rr a a s 1 Before we have a coffee break, have we any specific questions ? It says coffee break and 15 minutes before the next session. There will be coffee downstair s when we break up. Does anyone feel he won't attend the afternoon session have any specific questions they might want an­ swered now? QUESTION: Mr. Moyer and also Mr. Fay specifically mentioned that there are a lot of jobs going begging now, and one of the recommenda­ tions in the manpower dilemma study was somehow to hopefully increase the wages of individuals. My question, basically, is this: Have wages , or the length of the work week, risen appreciably or noticably due to the adverse supply and demand situation in order to compensate for non­ workers to fill these jobs? Have wages been pushed up as a result of the competitive position? MR. MOYER: I'd like to answer it simply, as I did with one of the other charts. Theincome, the real family income, has continued to increase, but so have the state and national levels, so that the catch-up in North­ eastern Pennsylvania has not been appreciable. They have been increas­ ing, but they have not made much of an overall close in the gap that con­ tinues to exist between our levels and state and national levels. QUESTION: It seems to me then, Mr. Moyer, in this situation, that the wages or at least the work week should really be increasing at a rising rate as opposed to national or state statistics, because of the particular situation in this area where there aren't enough people to go around. Somehow, some compensation has to be made by raising wages to bring people in from the outside or increasing the length of the work week to compensate for the lack of workers. 3 MR. MOYER: I think your analysis is absolutely accurate, and if the problem of the dropping unemployment and all these job openings that exist is going to be overcome through internal mechanisms. One of the real mechanisms will be increased wage rates which will create the open­ ings that Mr. Lashford has just mentioned in the lower paying industries. This is the market mechanism that usually takes place to accomodate that. 3 QUESTION: One more point here. This seems interesting to me in that a lot of our industrialists are kind of wringing their hands in agony be­ cause they can't get people, and if we haven't really seen a noticable in- -26I �crease in this , I'm wondering if this is as severe a problem as they make it out to be, or whether they're trying to play it to stand pat and contin­ ue to look for people while at the same time keeping the job levels basic­ ally at the same job wage rates. And if this is true, then maybe they aren't feeling the pinch that they say they are. f MR. MOYER: To answer your question correctly, your first question, the answer is yes, because through personal contact with many of the manufacturers in this area, in this low paying category, I know for a fact that many of them had to increase their base rates or not survive, so that they definitely are doing this. rr. I 3 a s 0 3 0 | li $ I QUESTION: I'd like to ask Mr. Moyer if any studies have been made on the cost of living in Northeastern Pennsylvania in comparison with the state and the national average, because statistics are relative and we have a lower income level and the cost of living is comfortable and we're not suffering. Has anything like this been done? MR. MOYER: Not independently by our organization , but we do monitor studies that have come out. One specific study showed our cost of living compared pretty closely with the greater Philadelphia area, and with the Lancaster area, but it says simply that those areas are higher wage pay­ ing areas so that we're suffering. In other words, there are certain areas of the whole economy where it's a little less expensive to live than here, but there are other areas where it's appreciably more expensive. QUESTION: Well, wouldn’t it be worthwhile to make such a survey to see just what our status is in this area? Has it been thought of ? MR. MOYER: Yes, among other things, it is one of the things that we constantly monitor in the broader spectrum. To do this with precision, of course, is averycomplex thing, but I think that the broad figures al­ ready allow us enough of a reading from the situation in Northeastern Pennsylvania that we know the answer broadly. That is, that we are not cutting a lower cost of living to accompany our lower wage rates. MR. FAY: Along that line, I just want to expand on this a little more. The National Manufacturers actually adjust their wage rates based on that particular area and that could be found out to correlate the two. You can actually get these figures like from General Motors, Ford, if they locate in a certain area, For their salary and their hourly people they actually work this out. MR. CORCORAN: I'd just like to respond towhat he said. The division of labor and what is payed in a certain area has absolutely nothing to do with the cost of living. It has to do mainly with the competive price, level of jobs in that area, and the high cost of living area might have a -27- 18 I �low paying industry and they still will pay the competitive wages, regardless of what the cost is. So the two are unrelated, really. MR. LASHFORD: Unrelated as you put it, it still has a very definite bearing on the subject matter today, the manpower dilemma. .•2 We thank the panel, afternoon. Please take your questions to the panel this G 0 0 I 9 7 ■ - -28~ �Fl INTRODUCTORY REMARKS by Robert Wilson, Executive Director Model Cities Agency u> r The name of this sessionis the "Search for Identity."11 In our ap­ proach to this program, we've attempted to do something a little bit dif­ ferent. My job as chairman basically is to introduce the speakers and not to make a speech. However, I'd like to make just a few remarks prior to introducing the panelists. First, you've heard and read a great deal about the statistics of poverty and unemployment. As you've read these statistics, you've prob­ ably felt either relatively satisfied or possibly concerned about any given statistic. However, onlyafeware familiar with the people, that is, the individuals who make up these statistics. J s s - 3 Secondly, you've also read and heard a great deal about the var­ ious services and programs that are being offered to the people that make up these statistics. These programs are effective. But how many of us have really visited the places where these programs are being conducted, and seen the thousands of feet of floor space with scads of professionals sitting around who really are providers of the service? How many of you have talked and listened to the people who are the recipients of these ser­ vices ? Since the topic of the total session is the "Crisis of Human Re­ sources", it was the planning committee's feeling that we could possibly bring before you somewhat of a different approach, to bring to you some of these human resources, so that we would not be totally subjected only to the professionals and the people administering the services, but also to those who are the recipients or beneficiaries of the service. What you see before you today are a million people who are, in one form or another, part of the model cities program. This isn't to say this is a Model Cities session. Our approach in model cities is towork with people as closely as possible, and to try and give them assistance, when assistance can be given on an almost one to one basis. I'd like to think that what this session may turn out to be is, kind of "going to hap­ pen". The people sitting before you don't have a prepared text. ... -29- I �■ Li I B As chairman, I don't knowwhat to say, and I'mnot sure that the people on the panel know exactly what they're going to say. The only instructions they were given is to basically tell it like it is; tell some of the experiences they've had. Hopefully, in your minds then you can compare what they say, with the other things you have read and heard, both this morning and at other times, as to how effective the services are, the kind of dilemma we face and, in effect, listen to some of the people who make up the "Crisis of the Human Re­ source Problem. " I'I Let me introduce the panel. Directly on my right is Mrs. LeeKlinges, who is a resident of the model cities area on the Heights. Next to her is Mrs. Silvia Solinski, who is also a resident of the Heights, the Model Cities area, and who has participated in conduct­ ing what we call the survey of the model cities area. Next to Mrs. S olinski is Mr s. Geraldine Whitt, who is also a resident of the model cities area, and who is associated with the Commission on Econom­ ic Opportunity in running one of their operative centers. Finally this panel includes Dr. Francis Michelini, who is Vice-Chairman of the Model Cities Agency. B Ij 0 JI 5 £ s B -30- �3 "THE SEARCH FOR IDENTITY - I AM A DISADVANTAGED" by J. 0 IF, y s a 8 J) E ■ . [ Mrs. Lee Klinges, Resident Model Cities Area The Model Cities Program is the first of its kind, to my knowledge, that has gone to the people that will be directly affected by it. It is the first program to come to us and find out just what our needs, our wants, and our hopes are for the area. Our children are the ones whc will inherit the results of what is or is not done. I'd like them to remember a nice job done for the friendly place they had to grow up in. Instead they have bigotry, un­ rest, hatred, and fear surrounding them - not always obvious, but it's there. I grew up in the Heights in the same house I now live in. It was a pleasant area. People were nice and everybody knew every­ body else. Now, people can live side by side and neither know nor care about their neighbor. They mistrust each other, and this should. not be. When I was a child, we had a close family relationship. Now I can see, even in my own home, the opposite. I can see people that live in my neighborhood who abuse their children and who do not care for them. I don't like to have my children grow up in that kind of an atmosphere. We need some place in our area for our people, children and adults, to enjoy themselves, and to get to know one an­ other. In these times, more than ever before, we need a closeness among people that is lax now, so that they don't regard the person next door as a stranger. We need adequate lighting for our streets and for our policemen patrolling these streets. Not just the main drag, but the dark side of the street as well, where most of the people live. We are just off Market Street where every other build­ ing is a saloon. We need lights on streets such as ours. If you can't get close to these for safety, you can't send your children off even to a store after dark. I can remember I used to go to the store nine or ninethirty at night and nobody thought anything about it. Now I'd be afraid to send my children, either boys or girls, out. -31- F-r �The area has deteriorated to a great extent; the homes are not as nice as they used to be; the streets and the sidewalks are not cared for the way that they should be; the playgrounds thatexistnow are for the most part the school playgrounds and they are just not able to service them the way they should. Our children need a place to play in the summertime. Of course in bad weather they don't go out too much. But they should have some place where they can go, where they can mingle with one another, and where they can get to know their neighbor and find out that they're not different; but that they are just like them. They're not strangers, they should get to know their neighbors, the way they would like to know their own families. Another of our needs is some kind of a solution to the prob­ lem, as I said before, of parents who leave their children, and who don't care enough about their children to supervise them at all, and who don't keep a livably clean house. I'm not any great shades of a housekeeper myself, butwhenyou have several, saytencats, living in a house, two dogs and seven children in one house and nothing is ever cleaned up, then it's just not the kind of place to raise child­ ren. There are children who need medical care that do not get it. r I L| n '■ l n In our medical clinic there is a little girl who has cancer., she is three years old and she is a beautiful child. Now, when her mother feels like taking her, she takes her to the hospital. She gets shots three times a week. Sometimes months will go by and she will not take her. And how do you explain to your children that it's not just money. I'm on relief. All right, my medical bills are taken care of, but how about these people? My husband works. He makes $300 and some dollar s every two weeks and that's darn good money. With that moneywe could do a lot. We take our children when they need medical care and they get good care. And I don't like to see any child that has to put up with not being cared for properly, medically or otherwise. The city agencies can only go so far in these matters. It is the parents themselves who have to have some kind of realization, some kind of help tomake them want to function, as responsilbe par­ ents should. There should be someplace within walking distance of their homes, because a lot of these people don't have cars. Kirby Park is fine, but who wants to walk ten blocks to get there? They need someplace where they can take their kids to have a good time, where -32- �Fdi ill !: I (T . •- u .. ID Now, just about every night the police are up there in our area, because children are out up to 11 or 12 o'clock at night. It's one thing for boys to be noisy but when my kids have to try to go to sleep to the music of filthy language, I don't like it. And sometimes the police just don't get there. And what can you do? I can't go over there and say you stop it, because I just might not make it back. If people knew, they could get jobs too that would pay them something enough for them to get ahead to fix up their homes. Some of the homes are in very bad repair. My home isn't so hot. If you don't have a decent paying job, or if you're on relief, you just better hope that your husband is handy. If you have to call a plumber or an electrician or somebody like that, well, you can just either pay him or forget about some of your other bills. Otherwise they just don't get paid. Somebody doesn't get paid. I have eight children. Now, I have forty dollars to buy school clothes this year. Now, they each got one change of clothes. Now, they all need shoes, seven pair s of shoes, and buying even the cheap­ est, it certainly adds up, and the money doesn't go very far. a I would like to see something a little better for my kids. There wouldn't be quite so much indifference and apathy if the people out there knew that somebody cared for what they had to say, who were interested in their opinions, and not just sitting there as a sounding board. These people should be interested in what we had to say on government, on street cleaning, on anything. They wouldn't be such an "I don't care attitude" which is extremely prevalent up there. If they feel that nobody cares about them or what they have to say, then they aren't going to care. ffi Before anything can really be accomplished they have to care, and somebody has to help them want to care. And I would like my children to grow up in a place where people do care, and where they feel responsible for their neighborhoods,, for their homes and for their children. That's about all that I have to say. a - Jj they can enjoy themselves, where they can meet with their neigh­ bors. Maybe some of this would rub off. I don't know. It would help, certainly, to promote togetherness in families. a n -33I -r—-- ��da Ly s 0 r iy cause it has ceased to be productive. It has ceased to be peaceful,. it has ceased to be harmonious. There is no place in this whole City on the Heights, and thatincludes Georgetown, EastEnd, the Heights, Miners Mills and Parsons where a human in this day and age can go and sit down in a park bench, kickoff his shoes, raise his arms up, scream if lie wants to, run if he wants to, and do anything that would make him get rid of the frustrations of the day. Now, basically you'd say we're very impractical people. We are impractical because we want something that nobody wants to give us. Everybody talks in terms of where is the money going to come from. How are we going to do it. We're people, too. We Americans spend billions of dollars sending men to the moon. We spend billions of dollars feeding the rest of the world. We spend billions of dollars on all the nonsensical things there are, on golf links and what not. But as human beings, our basic needs are for­ gotten. As people, we don't have the right, let us say, to send our children across the street because there's no policeman to guard crossing. Even though there may be a light, the traffic rules are always broken because there's nobody there to catch the offender. Our schools are wonderful. They do the best they can with what they have, and they try harder each day. Butwhena child lives in an environment that's poor, frustrating, and unhappy, how do you expect him to learn to capacity ? How do you expect him to be a pro­ ductive human being.? So we must start at the source. it shouldn't end there. Since charity begins athome, rT spirit? a ■ Q! B LU Our idea is you may be poor physically, but why be poor of To me that's the worst kind of poverty. I sometimes catorgorize people in my mind as three kinds; the kind with spunk, the kind I call jelly-fish with no backbone, and the kind who just are sick, too sick to care. Well, there are a lot of those with spunk who can help themselves. What about those who need thatpush to get the backbone? Why can't we help them? Why can't we give people an opportunity to want something so badly that they want to get out there and do it for themselves? This is what Model Cities to me embodies. This is why I'm willing to fight with life and limb to do anything I can for my com­ munity. I've said so, and I don't intend to retreat from my state­ ment. I don't care at this point whose toes I step on, if it's going to make 9, 000 people on the Heights a little happier and the place a little better place to live. Because with all our property, and with ■ -35- �our social wants and all our economical needs, you will not find any warmer hearts anywhere than on the Heights. I've known these people. I've grown up with them. At age 21, I learned to grow up in a different atmosphere, and my children have grown up with it and are proud to live on the Heights. But I'm very unhappy about the services on the Heights. I'm unhappy for a lot of reasons. I'm unhappy because the state of mind is that people think "what can we do, " because time and time again they've been told, "well, you have nothing to say. " A lot of the old­ er people, especially those who experienced hardships in their home­ land and came as unnaturalized citizens, instead of coming to a land where there was a lot of opportunity, came here where they were brow-beaten---- and they were. Twenty years ago a man couldn't decide how he wanted to vote, he was told how to vote. Twenty years ago a man couldn't decide if he wanted to give to the United Fund, he was told he had to give an amount, Twenty years ago a man couldn't say "I want to send my child here or there", he was told he had to do this or that. But, you see, we're coming of age. Those people have child­ ren and these children are now getting better educations, and they're learning to ask questions, and they're learning to fight back. And they are learning that in fighting back they are getting rid of some of their frustrations. It may not always be the right way to do it, but when you're unhappy and you feel that there is no way to turn, you try anything once. ■ I We talk very much about our youngsters being different, but they're not very different. Times have changed, things have changed. They're accustomed to a little more than we had. I remember in my youth that I wore a pair of shoes after my uncle before me had worn them. I was the first kid in school and the last one to leave, because the sole was falling off. Iwouldn't give my children shoes like that, I'd try very hard, even if I had to scrub floors to do it. But, children now are accustomed to more and so we have to make allowances for them. And one of the gripes that a little girl had the, other day was, " Why are all grown-ups so stupid? Why can't grown-ups understand that they too were children, that they too wanted to have fun? Where is there a decent place for a child to go on Saturday night to let out all of the steam they have built up all week? If they go to the centers downtown they're usu­ ally overcrowded, so the next best thing is to go to Sans Souci. The traffic on the highway is terrible. The children are apt to get into 'I �"d. rj 1 1 5 j r c ■ .1 il 7',. What provisions are we making for our youngsters? We call them the hope of the future, which they are. Our future presidents, our future leaders, our future educators all are going to come from this generation. What are we doing to mold their existence, and I'mnot talking about the ones who are privileged. I happened to be underprivileged myself at one time in my life, and I know how it feels to hit bottom. You can do one of two things: you can bounce or you can stay there. Most people bounce, but some just don't feel they need to get up, they get too tired from fighting. We have to learn to pitch in together and help each other. This mornings' session had a lot to do with statistics and dollars, but you can't measure human values or human existence like a dime and you can't cut a human being up in a lot of facets. People are people, each one has a complex, each one has an idiosyncracy that is different from the other. I have quite a few my­ self, some pleasant, some very unpleasant. One of the unpleasant things about me is that I am very stubborn and very determined. If I go after something I an usually fighting within myself to find out first - am I right in doing it? Second, is it reasonable? If I feel I'm right in both counts I keep right on plugging. I may lose the battle but I keep fighting. And I wish to make known today that I in­ tend to, with all my being, to do everything I can to the best of my ability to further any programs the Model Cities has to offer which will benefit the people living on the Heights or any place else. In this day and age we don't want to fight wars, not within ourselves or anywhere else. Right now the biggest battles that are being, raged are in the human heart and in the human mind and people who are poor have enough to contend with as it is. To be deprived of the basic things in life, is even more frustrating than ever. That little girl that Mrs. Klinges talked about, I'd like to say that every time she falls she endangers herself getting cancer in another spot. And the parents have not yet been educated to the point where the child should come first, and this again is a sad issue. We don't have enough adult education, we don't have any programs where people can talk over their problems. We don't have any programs that help to enlighten the community. When I first came to Wilkes-Barre it amazed me how many beer gardens were on Market Street. I am glad to see somebody else remembered.. In place of those we could have a community cen­ ter. We could have some nice, fine places where youngsters of dif­ ferent ages could go so that they could have good clean fun without getting into trouble. -37 ji �That's all I've got to say except that I hope that those of you who are in a little better position in life don't stay too much in your ivory tower or dig your head down in the sand like an ostrich. Look up in the world around you - there's a lot of sadness, there's a lot of poverty, and there's alot of personal misery. I for one remem­ ber one little old lady I met this summer, whose sole income was 36 dollars a month, who, out of it, payed 18 for rent and had to live on the rest. And she said to me "I pray God that I never get sick. " I went home that night and thanked God a million times over that I wasn't her, but I do feel sorry for people like that and I don't think it's absolutely necessary for us to have to live that way. We do give away an awful lot. We could give some to our own, especially to the poor slob who's paying the taxes. I - J i 0 14 ! ■ a i il 3 jT> -38- �"THE SEARCH FOR IDENTITY - A FIRST HAND EXPERIENCE" by Mrs. Geraldine Whitt, Assistant Supervisor Hazle Street Community Services Center Here comes the chicken. I'm going to look very calm, unscared and composed, right down to my rustic toes. But I will attempt to tell it like Mr. Wilson says, --tell it like it is. ) i In working in the neighborhood center, I have found out the first thing that you have to do with the people--gain their confidence. And it wasn't too hard for me because they all seemed to know me, and they discuss their problems with me because with problems, you name it, and I have it. So they don't mind telling me about their problems. The second thing that I found would help was to motivate. I won't say motivating the poor, because that's a word none of us like to hear. Even though we know we are poor, we don't like to say we are. We think of ours elves as people in "the lower income level". We have to get them to tell us their problems, and motivate them to go to see the proper peo­ ple in order to see what can be done about their problems. 1 There are people there that have mental problems. But they are afraid to discuss them because they don't like to be looked down upon. We have older citizens there. They have no place to go except the bar across the street. They go, they sit, they drink a couple of beers, they play cards with some of their friends, and that's it. They may go home but then they come right back later that afternoon. So in our center we are planning on starting a senior citizens club, and I am already beginning to get registrations. The Negro people have a problem. They've been crushed and de­ feated for so many years, they are almost afraid to hold their heads up and even ask for anything. And do we have teenage problems. I went to a teenage party and just sat in. These teenagers ranged in age from 12 to 30. They were dancing,--correction there--, they were weaving. It was a mixed group. There were white and Negro children, but they had painted them all so that everybody was a harmless shade of green and you couldn't distin­ guish who was who. They would casually, somehow, consume a couple cans of beer, come back, and weave around some more in an alcoholic ri -39- �7 f I r j. daze. I found out this was where the 30 year old teenagers came in, -they could produce the beer for the teenagers. When they would leave, they had no other place to go all weekend. There are no recreational facilities for these teenagers. They had one other alternative, and that is to get in a car and run to Scranton, and stay in a bar up there where these same 30 year old teenagers can get them in a night club with no questions asked. Again they were served because they're with this old­ er group, and there are no questions because everybody gets served. Then here are mothers that are out until 2 or 3 o'clock in the morning looking for their teenage daughters. It presents a real prob­ lem. The language they use is so unfit you wouldn't hear it anyplace. The way these teenagers drink is something to behold. It presents big problem for everybody. Something can be done about all of this in the centers. Now we do have some people who will come in and they will mention their prob­ lems. They will talk them over. A mother might call up and say her daughter has been missing for three weeks and she doesn't know what to do about it. We tell her �a G But I don't want to paint such a gloomy picture, there are bright parts of it too. We have influential people that will come in and offer their services and they want to do what they can even though they are very high up on a cloud of success. They don't mind stopping and reach­ ing down to help someone that's a few steps down lower. I think it's all very good. I don't care what color the hand, as long as it's out to help. ■ G1 ■ - zr i ! -41- ��0] , y n iii n i My firstidea, as the representative on Model Cities and the Wel­ fare Planning Council, was that this was going to be fairly simple. With all the money available, we were going to build a Community Center in the Heights; we were going to have an office for Family Service, for Catholic Charities, for the Bureau of Employment Security; we were going to have top psychiatric consultation, medical facilities, clinics, etc. We could put 20million dollars into that kind of effort, and if the people don't use it, what good is it? And they won't use it, unless we accomplish something that's a lot more difficult to accomplish and can­ not be accomplished by spending money. It can only be accomplished, really, by some attempt to under­ stand the people and what they feel are their problems. What we see as their problem is not necessarily what they see as their problem. Un­ less we can communicate effectively with them, and be willing to admit that we don't know everything, we are in trouble. I may have a Ph. D. , but they know a lot more about health problems than I'll ever know be­ cause they live with them. We may try to understand, and we may try to make the adjustments, butwe're not sensitive enough yet. As a com­ munity, as a Chamber of Commerce, as the Industrial Fund, or as any­ thing else, we're not sensitive enough yet to the people. What we have to develop is this sensitivity. You can't just present an image. 7 b b Tl’. i. We have some very interesting experiments in education that I'll tell you about, because it's relevant to this kind of thing. A school dis­ trict in San Francisco was used starting in 1964. The idea was to try to determine whether what the teachers thought a child could accomplish in school would in any way influence what they did accomplish. So they made sure they had a random selection of I. Q. s, then very subtly led the teachers to believe that four or five in these classes of about twenty had some unusual potential for growth. It had no correlation at all with I. Q. and had nothing to do with socio-economic backgrounds or anything else, and, sure enough, at the end of the year they found out that these stu­ dents had accomplished more. Because the teacher expected the child to do better, the child did. Every test showed this. In numbering the subtleties in communication, what they found was that children grow up in an environment in which they're particular­ ly sensitive to adults' behavior. When you're dealing with the disadvan­ taged or the underprivileged, this is really a very important survival element, in a sensitivity to what adults expect of you. He may not ver­ balize effectively, he may not have a large vocabulary, he may not be able to test well, but in sensitivity toward people and how they feel to­ ward him, he's an expert. He's had to be in order to survive. When -43- 1 �you're dealing with, these people they are very sensitive to what you say you mean and how you really feel. We've got to honestly convince people that we are serious in our efforts to work with them. This is what is going to build the counter­ identity on their part. With this kind of sincerity they will develop their own attitude to take advantage of these efforts because they feel they will be helped. This really is the challenge of Model Cities. n I don't think it's been demonstrated in any human society whether ornotwe can do this. It's an unique opportunity. I think our community is exceptionally fortunate. I .think we've found so many diamonds in the rough already that it gives hope as to what we may accomplish. It is going to depend on everyone in our community if these efforts are to suc­ ceed. l! r 1! I L ■ ' I try -44- �SUMMARY by Robert Wilson, Executive Director Model Cities Agency To summarize the remarks of the members of this panel is vir­ tually impossible. But let me just make a couple of quick remarks. First, I'm a little surprised at the tone of our three citizen analThey're not always this calm and collected. For those of you who would like to see them really in action, I suggest you stop in on one of our meetings on the Heights. And even though Silvia claims that she is the greatest supporter of the Model Cities Program, which she is, I've got scars on my back from Silvia. ysts. I [J u j kJ n yj D One of the aims of the Model Cities Program is attempting to raise expectations. People in the poverty category don't become militant if they feel that their problems are incurable and insoluble. We ran into that kind of an attitude on the Heights. There was a fantastic amount of apathy. Model Cities is attempting to raise expectations and as a result, the people started seeing solutions for those problems that they were ter­ ribly unconcerned about before, and they became much more interested in seeing things happening. So I predict that on the Heights and in the other towns in the other Model Cities areas, the citizens are going to become a real positive force in making their needs known to government. Don't be too disil­ lusioned by the tamenes s of the panelists. Theycanbecome quite naugh­ ty- I: r Second, I'd like to point out another factor. Many people that I've visited in many welfare agencies tend to look at the people who are on welfare or in the poverty categories as a bunch of rabble. I'm sure you were impressed, as I was with the articulateness of the panelists. Let me say that these people weren't hand picked because they spouted the "party line". Very frankly, I had no idea what they were going to say. I was a little surprised that they were so nice, not only to you, but to me. fT. The people up there are extremely articulate. They have a fantastic understanding, What they lack is formal education, they make up for it with a great deal of common sense, What I'm trying to say, in effeet, is that I believe they have the ability, a great deal of ability, to tell k CTI -45- L_________ __ I ���I I T together, or we get nothing successfully done. So I congratulate all of you in having a part in it, and I certainly hope that you continue to be as successful as you've been. Dr. Mailey asked me to talk on a subject that frightens me. It frightened me when he said it to me. It frightens me as I now consider launching on it. . . . "A Philosophy of Urban Development. " I have never really considered myself a philosopher. Certainly I'm not in any pro­ fessional sense of the word. I'm not trained along those lines. If I'm anything in a professional way, it is as a lawyer if the President of the State Bar As sociation, Attorney Andrew Hourigan, will permit me to say so. Maybe some people, Dr. Mailey, would refer to me as a political scientist. At least, that is what I was before I went to law school. My philosophy of urban development could be submitted in about three sentences: 1. The basic resource of an urban community is its people. It couldn't be any more trite, or any more logical or element­ ary. 2. The long run development in a community will depend upon how the needs of the people can best be met by a combination of governmen­ tal and non-governmental efforts. r ■ The philosophy obviously has certain positive and negative facets, which I shall explain. Negatively speaking, I am not saying that I rate the natural re­ sources of a community as unimportant, or that I rate the industrial or financial resources as unimportant. I would say that high on the list is the people who live in the community. I believe, in other words, that a community might be rich in any number of natural resources--a great water supply, rich oil deposits, a solid uranium underlay--and still would not be a good place to live if the people weren't good people to live with. n ft - !u 3 r I Also, I'm not concerned with temporary development or spurts of activity which might be followed by periods of inactivity. I am speak­ ing of long-termurban development. Sporadic or brief development may, of course, be better than none. I wouldn't downgrade the truthfulness in that. But sometimes, when there is a possibility of long-term develop­ ment, the development is undertaken only in spurts or for a temporary period. (Actually, a good urban developer's job is never done. ) Also, negatively speaking, I'm not implying in this philosophy that all of the needs of the people need to be met for urban development to be successful. Indeed, I don't believe that all of the needs of the people can be met anywhere this side of paradise. Humanneeds, evenif I don't sup­ pose we consider them in spiritual terms, are insatiable. There prob­ ably isn't one who is ever going to have enough from the standpoint of -48- �* assessment of his own needs; but the best efforts of urban development ought to be devoted, itseemstome, toward meeting as many of the needs as well as we can and as long as we can. I Q n y. I u E Ik r - Nor do I want to imply that government alone or private effort alone could not meet the needs of urban development sometimes in some places. I have seen places where it seems to have been only the local or the State or the Federal government which is responsible for what de­ velopment occurred, with the private sector dragging its feet. And I've seen other instances where it seems as if it was the private sector which led the way, and the governmental sector dragged its feet. It can happen that way. But my idea is that the best development demands the cooper­ ation of both, and also demands the active urging of each by the other to do its very best. Nowmay I speak of some of the positive aspects of this philoso­ phy I'm trying to expand on. One of them would be that good urban de­ velopment would mean that it is the congregation of people within a given area that makes it a community. It's not the buildings that are there. It1 s not the roads that go there, It's not even the other people who come and go through the place. It's those people whose needs we must meet in so far as we can, if we are to have what I would like to call a good urban development, These are the people who are capable of making the community as they want it to be. These people can insist on the best or they can tolerate the worst, or they can make do with anything in between. They, unlike the non-human resources of the community, have that God-given right to decide the environment in which they will live. They may or may not exercis e this right, but they have it. In our Amer­ ican system of government, they have a constitutional right to partici­ pate in their government and to make the policies for its conduct and for the conduct of everyone subject to it. They may or may riot exercise that right but they have it. FT [ I also believe that people want and should strive for long-term de­ velopment. I hope this is what they want, as well as what they ought to want, because more people are as much concerned about what happens to their children and even their children's children as they are about what happens to themselves. pp 11 1 I also believe that in a well-ordered urban community, the same basic materialneeds of the people canbe met most of the time, and most of the basic non-material needs of the people can be met at least most of the time, if the people who live there have a determination that such needs shall be met to the best of their ability. It well may be, as is said of the rich man in the Scriptures, that it would be easier to pull an ele­ phant or a camel through the eye of a needle than to make a modern urban -49- �community a really satisfying place for people to live. There are times when I think that the congestion in which our urban communities have de­ veloped has made them, perhaps, places that we can't make suitable for living. But thenl always get back to my basic philosophy that if the peo­ ple there want them to be good places to live, they will be. And, finally, I believe that there are certain things that govern­ ment can do well and better than the private sector, and I also believe that there are certain things that the private sector can do well and bet­ ter than the government could ever do. The only way we will ever meet the needs or come close to meeting the needs of the people in our urban community is if the government does what it can do best, and if the pri­ vate sector does what it can do best. Then, they should both work to­ gether to do what has got to be done. The most promising way to attain this is embodied in the concept of your coalition. It's one of the new words that we seem to get in our language. It's a combination of business, labor, government, and all the other little divisions into which we might divide ourselves. Now we could use this yardstick for my philosophy of urban development and di­ vide and define a little bit here today. I would like to suggest that we should spend a few minutes now considering how the urban development is getting along or is likely to get along in the years ahead. As much as I have followed what you've done, certainly with pride as a Pennsylvanian, still I certainly have to admit that as a non-resident of Northeastern Pennsylvania, it's not for me to claim expert knowledge of what you've done or what you're likely to be able to do. What I'd like to do is to ask you some questions here, and if you answer the questions, and you can, then you'll know how you've done or how you're likely to do. What about the people here, this most important resource of the region? Do they like it here or do they just tolerate being here or are they anxious to get away ? How stable has your population been? Is pop­ ulationstability, for that matter, a measure of how well your people like living here or not? Do your people see advantages in living here not available in other communities like this ? Do they consider this a super­ ior place to live or as just average, or perhaps, as an end? Regardless of how they feel, how do you think they ought to feel? What is the instance of communicable diseases in your area? If you don't know, wouldn't that be a good thing to find out, because that adds or subtracts from the communities we are building. How high is -50- �the infant mortality rate here ? Does the youngster born here have a bet­ ter chance to grow up and be healthy than in some other area or not? I heard President Johnson say just the other day in suggesting something that he calls Kiddie-care, which is the juvenile version of Medicare, that he is ashamed that the United States has one of the worst infant mortal­ ityrates of all the western countries. Many European countries have a much better rate, provide a much better chance for a child's growth, Why would that be with all our medical and health facilities? What is it like in your own area? How old are your people going to be, and is their old age going tobeatime of good health for them or quite the opposite? When illness or accident occurs, are there adequate facilities for your people--hospital, clinical, medical, nursing? Are these facilities available to all of the people or just to some of the people, and if not, why not? How about employment ? Just before I got up to speak I was read­ ing a most inter esting paper on manpower and its problems in your area. I think it's a most profitable summary and analysis. It states that man­ power isn't just one problem; it's a lot of problems, and has to be attacked from a lot of different angles. How about it, though? Do you know what ought to be known about it ? Does underemployment mean anything to you and have you ever thought about it ? Just a few months ago the Bureau of Employment Security in the city of Washington was persuaded to undertake a census of the unemployed in Washington, D. C. The Bureau said they knew how many were unem­ ployed, that their records showed howmany were unemployed. However, they were persuaded to undertake a census on a door to door basis. They found unemployed people who had given up looking for jobs, who had sud­ denly withdrawn from the working force, who weren't looking any more, who thought it was not worthwhile either because somebody said they were too old or because somebody said they didn't have any skill, and who had been turned down just too many times. In addition to them, they found thousands who were so-called un­ deremployed, working two days, three days, or thirty hours, or what­ ever they could get in a week. They weren't earning enough to keep their families. Inmany cases, these families were worse off than those who were receiving public assistance on a regular basis. And then we wonder, rather piously, why some people would rather stay on assistance than take a job. Sometimes I wonder if we had to run around from assistance office to employment office and back again, whe­ ther we would put up with it very happily. -51- �Is lack of skill a factor in the unemployment or underemployment of the people who are suffering from one condition or another? And speaking of lack of skillmakes me think of education. If there is a basic need of people it's education. Indeed, I must say that teachers I've met from this area are dedicated, wonderful people who are giving their best to educate the children here. But let me tell you that my experience deal­ ing with some children who the products of our educational system has certainly not been very gratifying to me. I can think of a case that came before me when I was here in Penn­ sylvania, whenlwas a member of the State Board of Pardons. A young man of thirty-one came to us, who had spent sixteen years of his life in the Graterford Penitentiary near Philadelphia serving a sentence for murder in the first degree because he was convicted of robbing a gaso­ line station. We found that when he was admitted to the penitentiary at the age of fifteen his records showed that he had finished the tenth grade and yet he couldn't read or write. In the fifteen years that that boy had been in jail, it turned out that he had an extremely high I. Q. He went through high school in prison with flying colors. He had taken corre­ spondence course after correspondence course with Penn State with ex­ cellent results. He was a fine artist, as well as an excellent mechanic. Inthe ten grades of school, no one had found out that he couldn't read or write. Inthe Job Corps, which the Pa. Bureau of Employment Security is sponsoring, the school drop-outs, almost all of whom have completed the eighth grade, are functionally illiterate. What kind of education are they getting? What is wrong with our educational system? Who puts them through and doesn't do anything about educating them further? How can we expect them to learn or appreciate any of the finer things in life? And how about safety? I'm not just talking about highway safety or safety from home accidents. I'm talking about crime and law and order. How safe is it in the community that you're concerned about? And if it isn't safe, will people want to stay there ? Of course not. Would people want to come there for any reason to live or do business? Of course not. And whose job is it to make it safe? It's surely not Uncle Sam's down in Washington, it's not the governor's down in Harrisburg, though they can help. But it's the community's job to make it safe. It is for you to supply the answers to these questions and to others that they may suggest to you. That is why our government, the national, state, and local, has been struggling so to try to improve urban commun­ ities. That is the whole object of the war on poverty wherever it exists. But the kind of poverty which is a great festering sore and which is before our eyes most predominantly has been the urban poverty. The -52- �c war on poverty was started to coordinate the efforts not just of the fed­ eral government, but of all government and the private sector too. That is why we are spending so much of our time on what we call jobs--JOBS. That is the why of the programs such as the one in which I am working. I would just like to tell you a little of one problem that has grown close to my heart this last year. That is the problem of the older people in the community of whom this Northeastern Pennsylvania has a proportion­ ately large share. Do you realize, for example, that five to seven mil­ lion Americans who are over 65 don't have enough income to live above the poverty line ? That number is seven million, according to the Depart­ ment of Agriculture Standards, if you think that they ought to have enough money to provide themselves with a nutritious diet. Whether it is five million or seven million, it is a disgrace in a rich country like ours, for most of these people were not poor until they got old. r t rL i I D People who had been hard-working, decent American citizens, who had even been saving, who had contributed their money into social security, and yet now comprise 30 to 40% of all the people over 65 living below the poverty line. Did you know that 65% of the couples at that age bracket are either below the poverty line or are so close to it that the firstemergency of any kind plunges them into bankruptcy. That's the one age group, in spite of the fact that seven million people have been lifted out of poverty in these last six years, that has not been changed mater­ ially in these last six years. n C 3 3. □ 3 5 Yet, as hard as old age is for so many people, it lasts longer and longer every year, thanks to our modern science and medicine, which have prolonged life for more people. Thanks to too early retirement policies onthepartof business. Old age is now lasting not the 2 or 3 or 4 or 5 or at the most 10 years it used to after a person retired, but ten, twenty, thirty years, and even forty years after retirement. Old age is coming earlier, lasting longer, and in an area such as yours, where there has been unfortunately in the past so much out-mi­ gration of younger people, you have a larger population of older people. They represent a group not just to worry about, though they ought to be for all of us who are compassionate and kind and considerate toward our elders, but a group of potential service to this community. One program we have tried with great success in the Office of Economic Opportunity is the foster grand-parents, in which older men and women are serving on a one-to-one relationship with deprived child­ ren in institutions. Operation Green Thumb has also been successful. This project employs older men in beautifying and cleaning highways. They are doing 1 -53- ���FACETS OF NORTHEASTERN PENNSYLVANIA'S MANPOWER PROBLEM THE LOCAL INDUSTRIALIST is likely to view "The Manpower Problem" as a "shortage of labor". He finds that in the past year or two, the re­ duction in area unemployment has made it more and more difficult for him to hire the "right people" at the "right price" and at the "right time". THE EMPLOYMENT AGENCY MANAGER is likely to see "The Manpower Problem" in a somewhat different light. He sees literally thousands of existing job openings for which "no qualified person can be found". His problem is to recruit and try to match those seeking employment with these openings. TOP FEDERAL OFFICIALS have another view of "Manpower Problem". They believe that a large proportion of the labor force is "underemployed" --thatis, large numbers of people are working in jobs which are far beneaththeir capabilities or potentials. As a consequence of this very widespread "underemployment", earning power in the American Economy is seen as being only a small fraction of which it might be. This vast "un­ derachievement" is viewed as a "drag" upon the Nation's progress. THE ECONOMIC DEVELOPMENT COUNCIL in its 1967 study, entitled "The Manpower Dilemma in Northeastern Pennsylvania", found that in this region, in I960, the proportion of non-institutional, non-school male population, aged 14-65, whichwas outside the labor force, was roughly double that of the rest of Pennsylvania. To this day, we don't know who these people are, we don't know why they have dropped out, and we know nothing of their present situations. LOCAL EMPLOYMENT AND WELFARE COUNCILS in the Commission on Economic Opportunity and in the Bureau of Employment Security have recently been wrestling with the Concentrated Employment Program (C.E.P. ) which is concerned with identifying and assisting those individ­ uals who might be moved into productive work or who are unable to hold jobs because of a lack of training, health problems, financial barriers, motivational problems, or other reasons. "The Manpower Problem" as they might see it, would be concerned with clearing away these "road­ blocks" to productive employment. A SOCIOLOGIST might take a still different view of "The Manpower Prob­ lem". He would observe that in Northeastern Pennsylvania, substanially more women are employed in the region's industrial work force than is normal for either the State of Pennsylvania or the Nation. This he might consider a significant datum which indicates the creation of "family strains" that may result in "deep sociological maladjustments". - 56 - i I �AN EDUCATOR might view "The Manpower Problem" as "mostly a mat­ ter of education". He will note that in Northeastern Pennsylvania, the level of educational attainment for residents aged 25 and over was, in I960, 9.7 years for women and 9- 3 years for men--whereas in the State it was 10.4 years for women and 10. 0 years for men. Nationwide, it was 10.7 years for women, and 10. 3 years for males. I m U j □ a In addition, some educators have observed that the current emphasis in District educational programs is grossly distorted--they have noted that while the present school curricula are dominated by academic subjects and orientation (as preparation for college entrants), in fact, the major­ ity of the students graduating from high school will ultimately land jobs which do not require a college degree. As a consequence, they say, a much greater emphasis is needed upon vocational/technical education (VOC-TECH). AN EMPLOYER may criticize the District's educational products (high school graduates) because he finds that they lack knowledge of the "fund­ amentals " -- ( reading , writing , spelling , arithmetic , English , etc. ). Whether these end-products of our public school system are actually de­ ficient (or are any more deficient than elsewhere) is a moot question. But the observation of a number of employers, in this respect, certain­ ly does post a "red flag". In addition, some employers have also criticized "attitudes" of new high school graduates. These employers have complained that their young employees did not grasp the fundamentals of business operation, did not understand the economics of the marketplace, and failed to understand their roles in the company's enterprise. (On the other hand, it should be noted that, recently, one plant location survey observed that one of the biggest pluses in Northeastern Pennsyl­ vania was the "work attitudes" of its residents). AN ECONOMIST may view the District's "Manpower Problem" as pri­ marily a consequence of its "Adverse Industrial Mix". He observes that there has been an over-concentration of employment in some industries. He contends that a more "balanced" work force is needed-more diver­ sified employment. In addition to the dangers of having "too many eggs in one basket", the economist notes that those District industries which are currently the largest employers, are also those which, nationally, are on the low end of the wage scale. THE INDUSTRIAL DEVELOPER sees the "Manpower Problem" as a mat­ ter of bringing in better, higher-paying jobs. He wants to attract those industries which will materially add to the social and economic environ­ ment. But, in this connection, he notes within the District a serious lack P' -57- �I . ofmanyof the governmental and institutional functions and services which would be necessary to attract the desired types of industry. This lack may, in turn, be traced to the lower levels of household income which prevail in the District--making it difficult to come up with the needed funds for improvement of the infrastructure (housing, elimination of min­ ing scars, area beautification, waste disposal facilities, recreational fa­ cilities, etc.) a' B- THE NEW COLLEGE GRADUATE, armed with his sheepskin and ready to tackle the problems of the world, is likely to find that in addition to the lower wage/salary levels prevalent in Northeastern Pennsylvania, there is also limited opportunity for managerial, technical, and profes­ sionaljob candidates. Most job openings which are readily available to him in his home region are in the operative, semi-skilled, or apprentice journeyman-craftsman categories. For him, "The Manpower Problem" is to find suitable employment where his talents can be fully utilized. L L L Ia a ■ a i n THE DEMOGRAPHER might view the region's "Manpower Problem" as the heavy "out-migration" of the District's young people. This long-run trend is likely to have a major impact on the area's future. Between 1930 and 1965, for example, in the District population aged less than 45, there was a loss of roughly 40%. In the age group 45 and older, there was a population gain of 58%. In the District, the median age of the fe­ malepopulation rose from 23.1 years, in 1930, to 36.7 years, in I960. The median age of the male population rose from 23.7 years, in 1930, to 34. 8 years, in I960. THE LABOR MARKET ANALYST may view "The Manpower Problem" as a matter of productivity. Recently, the Economic Development Council undertook a comprehensive analysis of the District's manufacturing in­ dustry at the request of the State Planning Board. The results of this study showed that, generally, productivity (value added per employee) was lower in the Northeast District ($8, 149 in 1966) than it was in either the State of Pennsylvania ($12, 363), or in the United States as a whole ($13,788). Although the "AdverseIndustrial Mix", mentioned earlier, ispartlyresponsible for this situation, an industry-by-industry analysis revealed that lower levels of productivity is a widespread District characteristic--no matter which industry is studied. Although some employer s have ascribed this situation to "poor employee attitudes", it is a fact that, in most District industries, the levels of cap­ ital investment per employee have long lagged behind those at State or National levels. This fact, alone, could be responsible for much of the existing differential in average levels of productivity. (Better tools make for improved output. ) -58- ■ I �But management competence must also be questioned. As mentioned earlier, the fact that non-production workers (managers, technicians, professionals, etc. ), were proportionately only half as numerous in Dis­ trict industry in 1966, as in Statewide industry, maybe highly significant. CONCLUSION "THE MANPOWER PROBLEM" doesn't really exist as an entity. Instead, it is many differ ent problems. For this reason, there is no one simple, easy solution. L n u n ��nu 3 THE MANPOWER PROBLEM As Seen By Li THE EMPLOYMENT AGENCY MANAGER by Hugh King The employment manager sees a host of job openings for which no qualified people can be found and, at the same time, has a substan­ tial number of job applicants for which no jobs can be found. His task is to try to match the job seekers with the job openings. u rs L i 1 : LO J n? 3 ! J The one best solution arrived at by the group--after lengthy discussion--was that a combination of counseling and guidance, coupled withtraining and retraining offered the greatest hope. In this connection, it was observed by the academic members of the group that career and occupational guidance counseling in the public schools has been negligi­ ble and that, consequently, the average student graduates with only the haziest idea as to how he might exploit his capabilities, talents, and in­ terests. In addition to the counseling/training route, the group also saw merit in a nationwide universal computerized employment service where­ in each job seeker' s interests and capabilities would be matched (via com­ puter) withall the job openings in the Nation for which he was qualified. Likewise, an employer, seeking to fill a given job slot, would be able to obtain a printout of all the job-seekers in the Nation which met his re­ quirements. A third route toward solving the "round pegs --square holes prob­ lem" was seen in the "restructuring" of job requirements by employers and the exploration by employment managers of the "families of jobs" which are closely related. (Example: Women in the needle trades have skills which are readily adaptable to assembly of electronic equipment. ) �THE MANPOWER PROBLEM As Seen By THE EMPLOYMENT AGENCY MANAGER by Gerald Baker As far as the agency manager is concerned there are two choices depending on the type of agency. A "fee" agency manager should try to influence his people-job match by making his job openings known to schools and their counselors. He should try to have schools channel people to education areas where there are people shortages. In the case of the Bureau of Employment Security the same approach can be taken in influencing schools , buttheB.E.S. also has access to money for retrain­ ing programs to fill shortages of qualified people. This is an additional solution for the B.E.S. u Apart from the employment agency other steps would contribute to qualifying more people for job openings: 1. Schools should proportion their curriculum and counseling to coincide with employment agencies. 2. Employers should change some of their "hire qualified only" attitudes developed over the years of high unemployment and: Upgrade people internally instead of looking outside. b. Hire people with less than perfect qualifications and then provide the training to upgrade the job. i �I THE MANPOWER PROBLEM As Seen By TOP FEDERAL OFFICIALS DID NOT REPORT 0 D J i ■I 1 r< n i 1 p 1 J _ I -63- �THE MANPOWER PROBLEM As Seen By THE ECONOMIC DEVELOPMENT COUNCIL by Mrs. Donald E. Bennett Until a labor shortage occured there never was a reason to want this information on the faceless number outside the labor force. It was the feeling of the group that an in-depth study be made to define the group and why they have dropped out. There are already sources in the community to whom questioners could go: 1. 2. 3. Bureau of Vocational Rehabilitation Veterans Pension rolls Relief rolls How many hidden people could be found in college or the armed services ? Howmany maintain legal residences in Wyoming Valley and work out of town? ��ernment agents, though admirable, have been too institutionalized, and have not, therefore, been able to "get through" to the "drop outs". It feels that the only effective answer is an all-out and more personally oriented approach. The "drop out", who has known nothing but the lone­ liness and hopeles snes s of poverty, cannot be reached by an "institution". The institution must continue to do the job, but it must play down its institutional character, and deal from person to person. This will impose a tremendous responsibility on the whole community, and will require immeasurably more financial support and individual involvement in the strictest personal sense. �THE MANPOWER PROBLEM As Seen By LOCAL EMPLOYMENT AND WELFARE OFFICIALS by Kenneth S. Bittenbender This man is about 50 years of age. He says he tried to get a job as a truck driver but no one wants him. When his folks expressed doubt in his ability to obtain a job, he started to complain about his "back being out of wack". However, he seems to have no trouble when driving his personal car. He has recently had a physical and was put in traction for a short time at a local hospital and has been pronounced well. Recently, it was noted that his two children-watching their father being at home nearly every day-have been saying they don't feel well and don't want to go to school. The group concluded that this man needs: job, and 2) Motivation. 1) Training for another The group decided to send him (theoretically) to the Human Re­ sources Development group who supplied him with 1) a physical, 2) he was offered a brace if he needed it and 3) he was given an aptitude test which showed that he had an aptitude for working with his hands. He also mentioned that he likes to repair appliances. He was then given "Manpower Training Act" courses in small, appliance repairing, and oil burner repairing. A job was located where it was learned the foreman always took an interest in his men. The foreman encouraged this man and showed him where he had a greater potential. Here it was noted that the man no longer complained about his back yet he was driving a small appliance repair truck. He is constantly encouraged by his foreman and commend­ ed on his work. He no longer feels let down and rejected and looks for­ ward to his long-.range training program. The conference group closed by emphasizing that 1) we must ac­ cept this man at his present level of ability, 2) convey to him our res­ pect for his human dignity, and 3) convince him that there is room for everybody in today's society. �THE MANPOWER PROBLEM As Seen By LOCAL EMPLOYMENT AND WELFARE OFFICIALS by Charles J. Reynolds, Jr. When an individual suffers from unemployment or underemploy­ ment, there ar e a variety of problems that could and do contribute to this situation. Our "Manpower Problem" is composed of many facets and the problems of limited productivity affects many aspects of our society. There is no one simple, easy solution. However, the conditions of un­ employment and underemployment can be softened by a concerted pro­ gram involving job-related manpower services and strong supportive services. It is this later aspect that can make the Concentrated Em­ ployment Program a unique tool in dealing with the complexities of the "Manpower Problem". This Concentrated Employment Program can be­ come just another attempt to provide a universal panacea unless certain preliminary steps are taken and certain basic facts are understood, anal­ yzed and evaluated. The facts which have been presented to us this morn­ ing should serve as guideposts in the development of any program or ser­ vices designed to increase the optimum productivity of the Northeastern Pennsylvania area. The Concentrated Employment Program will attempt to deal with the hard core unemployed who are draining the economy through lack of productive input into the system, but who are taking, through public sup­ port, a certain proportion of any output realized. Under employment in our ar ea is perhaps a greater problem which this program should address itself to. The earning power of the Ameri­ can economy is a small fraction of what it could be if the underemploy­ ment factor was reduced, and this applies to our area as well as the coun­ try. In order to develop an effective program to meet the problems fac­ ing us, the following facts discussed today should help formulate the framework for meaningful action: Our labor force has been dwindling persistently while the de­ mands for labor have increased. Our present pool of unem­ ployed which can be considered potential "surplus" labor has reached minimal levels holding around the national average. �An "Adverse Industrial Mix" in our area where there is an over concentration of employment in certain industries causes anunbalanced workforce and limited diversified employment. For Northeastern Pennsylvania this unbalanced work force is to the detriment of the employee in terms of earning capacity because the greater proportion of the work load is in the low paying industries. 'I The outmigration of younger people has increased the median age level of our area showing a tendency for an older, less dynamic population. This outmigration has been seen to occur in the under forty-five age group which is considered to be the future life and blood of a community. The loss of our young reduces the quality and caliber of human resources upon which a community can hope to build its future. An increase in the knowledge about the "human beings" and the human facets of our "Manpower Problem" is necessary. Iden­ tification of the problems of the specific individuals that are either unemployed or underemployed and the assessment of needs in human terms should be done along with the following considerations: Include the family in the identification of problems and assessment of needs of those that should or could be employed to achieve full productivity. Interpret "productivity" inamuch broader sense than simply pure economic terms and the system guided by supply and demand. There is no one roadblock to full employment and yet many of our previous approaches have been to isolate those not work­ ing and place them into a work setting without understanding the individual except that he is a misfit in our economically competitive society. This area does not offer adequate opportunities for college trained "middle-management" people. Career openings lo­ cally for professional and highly skilled technical personnel are limited. Educational attainment of our present population is below state and national levels. Between 1950 and 19&0 other areas of the State and nation have been increasing the educational level of its population at a much greater rate. Northeastern Pennsyl- -69- �vani^'s educational level increase for the male population ages 25 and over was less than half of that compared to the United States. The Concentrated Employment Program can be an attempt to de­ monstrate an integrated and coordinated approach to look at the prob­ lems fir st rather than just developing services not related to causes. A battery of supportive services will be needed to cope with the underlying causes and effects of those unable to realize full productivity. Social and health services of all kinds and of every description may have to be util­ ized in getting one man into the productive mainstream of our labor mar­ ket. A battery of supportive services must be made available to the whole family realizing that some of the causes of underachievements can be reduced only within the family structure itself. Out of our discussion crystalized the following approaches: 1. That the Concentrated Employment Program provide the ve­ hicle through which an urban coalition be formed including the educational institutions , private industry, government and the potential beneficiaries (those experiencing the problems for which solutions are being sought) and government. This coalition will be the major force through which the area's re­ sources including the human can become part of a strategy for joint action against the diverse "Manpower Problem" con­ fronting Northeastern Pennsylvania. It is the structure through which existing leader ship and organizations presently mount­ ing individualized attacks can work together to mobilize a multi-facet attack on the conditions of human life. 2. Develop an awareness of the multiple problems that many un­ employed and underemployed have because no matter how much they may as individuals deserve to break the chains of dependency, they need community resources behind them. It is the responsibility of the community as a force to meet the needs of its residents. With the outmigration of our youth, the community has failed to guarantee the life our future lead­ ers are seeking. If the drain of young blood continues as it has been in the past, our area could well become the commun­ ity of yesterday rather than the community of tomorrow, It is a fact that our population is older than it should be. 3. Include in the program an educational component which will not only deal with the present deficiencies that our unpro­ ductive residents have which must be eliminated to qualify for entry into present opportunities, but also develop upward I I II -70- �mobility patterns in this area through new careers. This ed­ ucational component must be linked to the private sector where jobswill be developed so that two objectives will be achieved: Train people in our schools to qualify for whatever opportunities presently exist. Encourage new industries by developing a highly skilled manpower pool that will guarantee new business the manpower skills they require. Both the needs of our people and the needs of our present and future indus­ tries should be determined. This Conference has in­ dicated theneed for abetter wage scale notnecessarilywith existing industries being forced out, but with the creation of higher paying positions demanding new skillsand technologies with our schools and universi­ ties providing the qualified manpower through voca­ tional and academic training. Develop a multi-problem program and service unit which will be able to meet the needs of any enrollee and his family. Re­ sources of those local agencies concerned about the social welfare needs of the enrollee should be funneled into the pro­ gram through adequate staffing patterns. A problem solving plan for each enrollee should be developed which will include 1) reviewing and evaluating each enrollee to determine social welfare needs to be met, 2) develop a service plan to meet the needs of the enrollee and his family, 3) assign responsibility for the enrollee to a coordinator to eliminate duplication, de­ lay, unnecessary referral and client loss. A system to mon­ itor the progress of the enrollee should be devised. Time between identification of the problem and rendering of the appropriate service should be as quick as possible. These services should be continually evaluated to determine whether they are relating to the primary objective of strengthening the enrollee's capability to acheive truly full productivity in economic and personal terms. The Concentrated Employment Program should be designed to offer the following to meet the needs of the multi-problem unemployed and underemployed individual: Marshalling of integrated social welfare and manpower ser­ vices , Concentration of required services to meet individualized needs, ����? F G ■' <7. k i ■■ The panel sensed a new problem developing in our region in con­ nection with the number of industries demanding female labor. As our economic picture changes for the better, fewer wives will be interested in these positions. The result may be a labor market that will stimulate "in-migration" of minority groups. There was a strong feeling that our Community is not oriented to acceptance of Negro or Puerto Rican mi­ nority groups if and when this situation materialized. There maybe a question as to whether the "in-migration" of mi­ nority groups will result in more working mothers, and therefore, all of the consequences that stem from this kind of family situation. It was felt by the members of the panel that the place of the work­ ing wife and mother in our culture would pose broader problems than the specific manpower problem that our panel members were asked to dis­ cuss. 1 * rI I -75- �THE MANPOWER PROBLEM As Seen By AN EDUCATOR by Everell Chadwick The group evaluated the facts given on educational attainment. It was felt that the out-migration has left us with this disadvantage, that in reality our educational level is near the state average. In spite of this we are left with the facts which say that there must be an effort to upgrade skills. One necessary emphasis must be placed on the vocational/tech­ nical school. It must be possible to graduate students from this kind of school with a skill at the apprentice level but this skill must be transfer­ able. The skill must be one which is marketable and which, hopefully, can be projected into the future needs of the community. The technical school must also gear itself to upgrading skills of present labor force. There has always been a stigma attached to those "assigned" vocational training in the school, Technical schools have begun to erase this stigma. By emphasizing the technical training, students are motivated to accept the academic courses necessary for a total education. -76- �THE MANPOWER PROBLEM As Seen By AN EDUCATOR u by g William G. Snyder q I tion. I The panel concurred in the need for vocational/technical educaThe emphasis was on the need of education, not merely training. Whileitwas objectively agreed thatpersons with vocational/tech­ nical backgrounds ar e highly marketable in today's economy, it was sub­ jectively hinted that the twenty-two youngsters related to the panel were bent toward academic life. Why? fl Appealing social stresses, as understood by the panelists , influ­ ence parents to avoid interest in VOC/TECH. At least, the academically inclined do not make good cabinet makers. Above all, there's the stigma. . (ill In consideration of the alleged stigma and the apparent need to up­ grade the status of VOC/TECH, the panel would suggest glamorizing the system and that vocational/technical education, as such, requires more than a face lifting of warmed over courses served within a limited time span. Emphasis, according to the panel, must be given to obtain the ser­ vices of teachers who inspire, teachers of proven proficiency in their various vocational and technical fields. How? I JJ. B IS rr The standard license to teach might be waived in lieu of seasoned accomplishment. Private enterprise and trade unions might augment the teacher' s college for recruiting teaching personnel in the vocational/tech­ nical school. Coordination of the best resources available in business, industry and unions by local school districts programming VOC/TECH would support the procurement of sophisticated machinery and equipment, the names of which have status. Too, it would seem reasonable for the private sector of the economy to augment salaries paid its talent hired by local school districts on a part or full time basis, since the return for such investment would be a more employable product. -77- �r THE MANPOWER PROBLEM As Seen By AN EMPLOYER by 3 0 Dorothy Cohen All members of the panel had experienced the problem, i. e. local high school graduates lacking knowledge of the "fundamentals". Wewere not certain that the products of our school system are more deficient than elsewhere but some examples were cited which did seem to indicate that this may be so. It was felt that we are still suffering from fragmented, archaic school systems with many small districts run by politically oriented school boards. Despite heartening progress toward consolidation, there is still much resistance to change. Question was raised about why publicity about local merit schol­ arship candidates showed no candidates from Wilkes-Barre. 1I s I j {3 J The following recommendations were agreed on: 1. There should be more communication between employers and the school system about needs and problems. 2. More and better guidance counseling is needed. 3. We must demand better quality education. In regard to work attitudes, we felt that some of the lacks result from our "affluent society" expectations. In other words, many of our young people, expecting more for themselves, focus on what's in it for them rather than on what responsibilities and roles they need to assume. 2 J ■} ' I |n i i'fr* d I IT 3 -78- �THE MANPOWER PROBLEM As Seen By AN ECONOMIST by Raymond Condo This group was in unanimous agreement that the adverse indus­ trial mix within the Northeast Pennsylvania economy should be changed through a concerted effort to bring it up to comparative levels of the state and national averages. Such an effort would also help to acheive the ob­ jective of gaining of higher per capita income. It was unanimously agreed that the manner in which this is to be acheived should be through the existing efforts of the local industrial de­ velopmentagencies of the Chambers of Commerce. Their continued ob­ jective should be to bring in new industry and to assist existing industry with their expansion efforts, particularly those in the higher wage paying categories. This is not only essential to achieving good industrial mix, but is necessary if this area is to maintain a competitive position with other areas of the nation to have sound and continued economic growth. It was recognized that new and better paying industries would bring about increased pressures among the lower paying industries for exist­ ing manpower. However, it was felt that this would be a natural play of forces within the local economy, and that there would be no moral obli­ gation on the part of the industrial development agencies to decrease their efforts. To remain competitive employers for existing manpower, it was felt that efforts can be made to find additional employees for the lower paying industries should they lose their existing employees. The lost "11 percent" of the people who were not in the labor force or in any other category, as mentioned in the morning sessions, could be a possible source for new employees. Also, there would be the possibility of in­ migration occurring as a result of improved economic activity. It was also noted that the lower paying manufacturers would have to develop new kinds of equipment and techniques to increase their pro­ ductivity, this being one of the primary causes for lower wages. Also, it was expressed that within many of the lower paying industries, there is a great deal of competition for manpower, and that through consolida- -79- �tionofmany small plants to larger and more efficient plants, efficiency and productivity would be improved. Itwas also noted that financial assistance to any industry should be based upon the risk and payback factors involved in each situation, rather than just trying to create jobs. -80- �THE MANPOWER PROBLEM As Seen By THE INDUSTRIAL DEVELOPER by Joseph R. Corcoran I 1 ! 0 0 Smaller towns should continue to progress toward consolidation sinceunnecessary duplication of services should be avoided. Members of the group looked forward to the day when a metropolis, known as Wilkes-Barre would encompass most of central Luzerne County. A sig­ nificant first step toward consolidation was seen in recent school district consolidations with additional economic cooperation and political unity anticipated. County Planning Commission Reports, prepared in the early 1960's should be implemented. Changes should accelerate a review of Municipal government roles, improve transportation and communications facilities, development of realistic placement of recreation areas and parks to make urban living more acceptable, and anincrease in the avail­ ability of professional medical, dental and educational services at all levels in the region. Taxfunds saved through consolidation of presently existing poli­ tical subdivisions could help to defray costs of implementing regional development plans. Northeastern Pennsylvania is blessed with several post high school educational institutions (Wilkes College, College Misericordia, Marywood College, King's College, a Community College, University of Scranton, Keystone Junior College, Bloomsburg State Teachers' College, and Penn­ sylvania State University). More regional resources must be devoted to elementary schools and high schools to improve the professional environ­ ment which is needed to upgrade the educational standards and to attract better qualified teachers, especially in townships and boroughs located outside of city areas. Current programs intended to promote Northeastern Pennsylvania outside of the region itself are considered effective. These promotion programs should continue and each statement must reflect the conditions within the region honestly. FE -81- �I LL' ( Promises made by political leaders during campaigns must be realized with a greater degree of urgency. In discussion, the group re­ commends an increased involvement of citizens in the governmental pro­ cesses and active solicitation of newcomers to participate in achieving regional goals. Is I 08 ■n j *5 J — 1; '—Ji n I □ 0 I. n J r i ■ -82- �THE MANPOWER PROBLEM As Seen By THE NEW COLLEGE GRADUATE by Richard J. Cronin For the present, the following recommendations were made: 1. A Central Registration might be set up in the community where students--intheir senior year who plan to stay in the area-could record their qualifications and indicate their field of in­ terest. This information would then be made available to pro­ spective community employers. Such registration should be made at the midway point of the senior year or immediately thereafter. 2. Area employers should be encouraged to look at home grown talent before importing other personnel. For the future, greater concern centered on the initiation of cor­ rective measures whichmight tend to better mesh education and training with job and career opportunities. These were among the recommenda­ tions: 1. Re-evaluation of our educational system which now places such emphasis on college and not enough on the growing opportun­ ities in trades and industries. 2. Improved counseling as early as junior high school in specific fields or careers would be an integral part of such guidance. 3. Encouragement given the college-bound student to gear his program of study to specific fields where a known or pro­ jected demand exists. (Planning, hospital/hotel administra­ tion, sociology, welfare agencies, etc.) 4. De-emphasis on "just going to college" in the face of the econ­ omy's great demand for skills that can be satisfied without such general college education. 5. Supplementing school counseling with the formation of a Com— -83- �fl 1: I : munity Advisory Committee, composed of knowledgeable peo­ ple from various fields who could appraise high school students or college-bound students of opportunities and rewards related to same. B I 6. A great percentage of college graduates minimize the impor­ tance of money and careers in business and industry while maximizing the importance of service to others. Their phil­ osophy would have them work for nothing, "for keep" or a minimal income. Because of this the community, agencies or organizations should find some means of summarizing their problems and objectives and invite the aid of college graduates in the solution or attainment of same--the assumption being that such young people would rise to the challenge. n , I 7. The college student is disenchanted with society as their el­ ders have made it. They want to improve it and will willing­ ly sacrifice their time and utilize their talents in that quest. They wait an opportunity to be put to work on such improve­ ment. They represent a great potential source of help in such an endeavor. 8. There must be a greater recognition of the ability and capabil­ ity of the college graduate. He must not be held off and told to get some experience set by society's standards.. American youth has demonstrated its ability not only to lead, but com­ mand in Viet Nam, while not being given the opportunity "of gaining experience. " The same qualities should not be sup­ pressed under civilian circumstances. 9. The community should recognize, encourage and support young leadership, not deny it or tell it to sit around and wait until it has experience. -1 I 1 I r T t 'r » .T i T ) -84Q if �.. r THE MANPOWER PROBLEM As Seen By ffl I THE DEMOGRAPHER DID NOT REPORT 0 I ft 1 ri n �■ THE MANPOWER PROBLEM As Seen By THE LABOR MARKET ANALYST DID NOT REPORT ~ u I • I -86- ��CLOSING REMARKS by Dr. Hugo V. Mailey, Director Institute of Regional Affairs We start to plan this conference in June with a planning commit­ tee. I want to thank the planning committee for giving thought to a good theme and a good question. I want also to thank all of those we invited from the outside, and by outside I mean outside of Wyoming Valley, who came into Luzerne County and into Wyoming Valley. Those who were on the program con­ tributed immensely, and those who participated, from what I can see of the discussions at the tables, certainly contributed to it. I certainly want to thank all of those who in any way had any share in the arrangements for the conference, all eight conferences that we have had. And certainly last but not least, I want to thank all of you for com­ ing. A conference is never successful without participants, it is never successful without the people that come. But I have a special word of thanks for you who have come. You have not gone as passive partici­ pants. We stopped that kind of format a couple of years ago. We found out it didn't work. We wanted our audience to participate and be active participants. The success of this conference will be determined by what you do with this problem, with this theme, in the next two or three years. A conference is an educational kind of thing. We ought not to expect results tomorrow or next year or perhaps two years from now, but somewhere you ought to start either as individuals or as members of organizations or as organizations to begin to tackle some of these problems that we ex­ plored with you and you explored with us. It's only in this way that we can make the area what we want it to be. It's true, your participation here and your participation after you leave here determine whether or not these conferences are successful. We don't strive for numbers. We do strive for people who ser­ iously think about the themes of these conferences. We strive for about 100 people, hoping that all of them will pass the message on, since all are opinion-makers in one way or another. -88- ��ROSTER OF ATTENDANCE Name 0 0 Affiliation Position Aikens, Harry Commonwealth Telephone 100 Lake Street Dallas, Pennsylvania Personnel Supervisor Aita, Judith Economic Development Council of Northeastern Pennsylvania 704 First National Bank Building Wilkes-Barre, Pennsylvania Public Information Coordinator Axford, Herbert T. Pennsylvania Department of Com­ merce Bureau of Industrial Development 320 Chamber of Commerce Bldg. Harrisburg, Pennsylvania Regional Representative Bacon, Allen Commission on Economic Oppor­ tunity of Luzerne County 6 South Washington Street Wilkes-Barre, Pennsylvania Executive Director Baker, Gerald Metro Wire George & North Washington Sts. Wilkes-Barre, Pennsylvania VicePresident Balliet, Luther City Hall Wilkes-Barre, Pennsylvania Funeral Director Baran, Rosalie Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Accounts Secretary Barber, Edward Commonwealth Telephone 100 Lake Street Dallas, Pennsylvania Personnel Director Bartley, J. Wilson State Department of Community Affairs 195 Second Street Assistant Planning Director �Beard, Shirley Commission on Economic Opportunity of Luzerne C ounty 6 South Washington Street Wilkes-Barre, Pennsylvania Bell, Mrs. George T. 243 South Franklin Street Wilkes-Barre, Pennsylvania Bennett, Mrs. Donald Junior League of Wilkes-Barre 1170 Wyoming Avenue Forty Fort, Pennsylvania President Benscoter, Ruth Pennsylvania Department of Health 383 Wyoming Avenue Kingston, Pennsylvania Regional Public Health Educator Bigler, Tom WBRE-TV 62 South Franklin Street Wilkes-Barre, Pennsylvania News Director Bittenbender, Kenneth S. Pennsylvania Power & Light Company 507 Linden Street Scranton, Pennsylvania Scranton Manager Blatt, Genevieve Office of Economic Opportunity Room 600 1200 Nineteenth Street, N. W. Washington, D.C. Director Boyne, Mel Dana Perfumes Crestwood Park Mountaintop, Pennsylvania Vice-Pres. & Plant Manager Brezinski, Edward Nanticoke Chamber of Commerce 38 East Main Street Nanticoke , Pennsylvania Executive Director Bromfield, Forrest Hanover National Bank 639 South Main Street Wilkes-Barre, Pennsylvania Head Cashier Program Director �- Brotter, Marvin Associated Planning &c Development Services 7 Marion Terrace Wilkes-Barre, Pennsylvania Planning Consultant Bujnowski, Bernard Kings College 373 Main Street Wilkes-Barre, Pennsylvania Student Burke, John A. Smith, Miller &: Associates 189 Market Street Kingston, Pennsylvania Public Engineer Buzinkai, Dr. Donald Department of Government & Politics Kings College Wilkes-Barre, Pennsylvania Professor Cadden, Paul E. Pennsylvania Bureau of Employment Security 49 South Main Street Pittston, Pennsylvania Manager Caprari, Peter Planning Commission 22 Laverick Street Swoyersville, Pennsylvania Chairman Chadwick, Everell Agricultural Extension Service 124 East Center Street Shavertown, Pennsylvania C ounty Farm Agent Chaplinsky, John Pennsylvania Power & Light Company Cedar and Buttonwood Sts. Hazleton, Pennsylvania Community Service Manager Cohen, Dorothy Family Service Association 73 West Union Street Wilkes-Barre, Pennsylvania Executive Director Condo, Ray Economic Development Council of Northeastern Pennsylvania 704 First National Bank Building Wilkes-Barre, Pennsylvania Assistant Executive Director L rj 0 r ■ .1 ■ I �Cook, George State Department of Community Affairs 19 South Second Street Harrisburg, Pennsylvania Regional Planning Supervisor Corcoran, Joseph Keystone Job Corps Center Mountaintop, Pennsylvania Director Corcoran, Richard P. Bureau of Employment Security 400 Lackawanna Avenue Scranton, Pennsylvania Assistant District Manager Cronin, Richard J. Greater Wilkes-Barre Chamber of Commerce 92 South Franklin Street Wilkes-Barre, Pennsylvania Executive Secretary Csala, Gottfried P. Model Cities Agency 67 Public Square Wilkes-Barre, Pennsylvania VicePresident Davis, Warren C. Regional Pennsylvania Department of Representative Commerce Bureau of Industrial Development 320 Chamber of Commerce Building Harrisburg, Pennsylvania Del Gesso, William Mullin & Lonergan Associates 4620 Longshore Street Philadelphia, Pennsylvania Public Advisor Dombroski, Tom Wilkes-Barre Redevelopment Authority Wilkes-Barre, Pennsylvania Commercial Re-Location Specialist Dougherty, Anthony C. Wyoming Valley 36 Fraternal Order of Police 28 East Jackson Street Wilkes-Barre, Pennsylvania State Conductor Durkin, Eugene F. Redevelopment Authority City of Wilkes-Barre Wilkes-Barre, Pennsylvania Board Member �Dzuris, George Luzerne County Housing Authority Board Member 410 East Church Street Nanticoke, Pennsylvania Ecker, Francis G. Wilkes-Barre Fire Department 187 Blackman Street Wilkes-Barre, Pennsylvania Fire Chief Edwards, Richard M. Wilkes-Barre Branch of the Pennsylvania Association for the Blind 35 East Union Street Wilkes-Barre, Pennsylvania Executive Director Ell, Robert J. Kings College Wilkes-Barre, Pennsylvania DevelopmentDirector Farrell, James A. Housing Authority of the City of Wilkes-Barre Franklin Federal Building Wilkes-Barre, Pennsylvania Executive Director Fay, Joseph Bureau of Employment Security Harrisburg, Pennsylvania Field Supervisor Feldman, Robert WNEP-TV, Channel 16 Avoca, Pennsylvania News Director Fenstemacher, Joseph W. Catholic Charities 46 South Washington Street Wilkes-Barre, Pennsylvania Associate • Director Flanagan, Jean Lackawanna County Planning Commis sion Scranton, Pennsylvania As sistant Administrator Fleming, Loretta A. Pennsylvania Bureau of Employment Security 400 Lackawanna Avenue Scranton, Pennsylvania Scranton Manager Fox, Walter R. Northeastern National Bank 69 Public Square Wilkes-Barre, Pennsylvania Assistant VicePresident �Franceski, Benjamin A. Greater Forest City Industries, Inc. 815 Main Street Forest City, Pennsylvania President Gallagher, Tom Mullin &: Lonergan Associates 4620 Longshore Street Philadelphia, Pennsylvania Consultant Garman, Lawrence E RCA Crestwood Road Mountaintop, Pennsylvania Personnel Manager Garrity, Joseph Bureau of Employment Security 35 North Church Street Hazleton, Pennsylvania Hazleton Manager Goodman, Mrs. William Plymouth Business and Professional Women's Club R.D. #1 Plymouth, Pennsylvania Representative Grzymski, Walter Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Rehabilitation Specialist Gutman, Mrs. William 280 South Franklin Street Wilkes-Barre, Pennsylvania Hayden, Christopher Pennsylvania Department of Health 383 Wyoming Avenue Kingston, Pennsylvania Tuberculosis Coordinator Heiselberg, Edward Luzerne County Planning Commission Court House Wilkes-Barre, Pennsylvania Director Hepner, R. M. Humble Oil & Refining Company P. O. Box 126 Avoca, Pennsylvania Sales Representative ;|W 1 171 I ill I . ijj T' I (0 m i ’-L' ill i It I fj I �I i'. Hodgson, Ralph F. Department of Public Welfare 21 Lawrence Street Wilkes-Barre, Pennsylvania Hourigan, Andrew Jr. Pennsylvania Bar Association President 700 Miners National Bank Building Wilkes-Barre, Pennsylvania Juba, Bruce Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Special Assistant to Executive Director Karl, Fred Pennsylvania Department of Health 383 Wyoming Avenue Kingston, Pennsylvania Regional Solid-Waste Coor dinator Kearney, Edward F. Commission on Economic Opportunity of Luzerne County 6 South Washington Street Wilkes-Barre, Pennsylvania Program Director-Job & Manpower Devel. & Train. Kelly, James M. Housing Authority of the City of Wilkes-Barre Franklin Federal Building Wilkes-Barre, Pennsylvania Accountant Kiley, Thomas H. First National Bank of WilkesBarre 11 West Market Street Wilkes-Barre, Pennsylvania President King, Hugh Economic Development Council of Northeastern Pennsylvania First National Bank Building Wilkes-Barre, Pennsylvania Research Director Kleyps, Christina P. Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Secretary to Executive Director Kleyps, Loretta P. Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Real Estate Secretary I L' I T’ Community Organization Representative �Klein, Mrs. Joseph 796 Milford Drive Green Acres Kingston, Pennsylvania Klinges, Mrs. Lee Model Cities Area 25 South Grant Street Wilkes-Barre, Pennsylvania Resident Klinges, Andrew F. Model Cities Area 25 South Grant Street Wilkes-Barre, Pennsylvania Resident Kluck, C.R. Pennsylvania Department of Health 383 Wyoming Avenue Kingston, Pennsylvania Sanitary Engineer Kovaleski, Gerald Pomeroy's Department Store 2 Public Square Wilkes-Barre, Pennsylvania Sales Promotion Manager Kramer, Horace E. Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Chairman of the Board Krause, Joan L. Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Social Services Director Lally, Dorothy M. Bureau of Employment Security 217 Wyoming Avenue Scranton, Pennsylvania SpecialistManpower Programs Lashford, Edgar J. Greater Wilkes-Barre Chamber of Commerce 92 South Franklin Street Wilkes-Barre, Pennsylvania Executive VicePresident Lee, James Times Leader Evening News 15 North Main Street Wilkes-Barre, Pennsylvania Assistant Managing Editor �Lewis, Mrs. Ida C. Family Service Association 73 West Union Street Wilkes-Barre, Pennsylvania Director of Case Work Lissitzyn, Susan Model Cities Agency First National Bank Building Wilkes-Barre, Pennsylvania Planning Coordinator Long, Joseph F. Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Board Member Luft, Mrs. George H. Girl Scout Council, Inc. 383 Wyoming Avenue Kingston, Pennsylvania Secretary Macialek, Jospeh Penn State University Extension Room 321 Post Office Scranton, Pennsylvania Resource Agent Macpherson, Mrs. Elizabeth YWCA 40 West Northampton Street Wilkes-Barre, Pennsylvania Executive Director Maguire, Mrs. B. Todd Junior League of Wilkes-Barre 146 Yeager Avenue Dallas, Pennsylvania Public Affairs Chairman Makarczyk, Barney Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Rehabilitation Supervisor Marcinkowski, John C. Court House Wilkes-Barre, Pennsylvania Deputy City Manager Mark, Edward F. Jackson Township Zoning Commission & Board of Adjustment Ceastown, Pennsylvania Secretary �Masoner, Robert W. Bell Telephone Company of Pennsylvania 53 Public Square Wilkes-Barre, Pennsylvania District Manager Mayberry, F.S. Pennsylvania Power & Light Cedar & Buttonwood Sts. Hazleton, Pennsylvania Assistant Community Ser. Manager McAndrews, Rev. Donald A. Catholic Charities 46 South Washington Street Wilkes-Barre, Pennsylvania Executive Director McDonald, John L.Esq. Luzerne County Planning Member Commission 1400 Miners National Bank Building Wilkes-Barre, Pennsylvania McIntyre, Bryden S. "Realtors" 326 Wyoming Avenue Kingston, Pennsylvania Real Estate Meek, Charles R. Penn State University Extension Hayfield Street Lehman, Pennsylvania Assistant Director Michelini, Dr. Francis Wilkes College Wilkes-Barre, Pennsylvania Dean cf Academic Affairs Miers, Sharon Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Community Relations Specialist Miura, Howard Wilkes-Barre Department of Planning and Development 46 Mallery Place Wilkes-Barre, Pennsylvania Executive Director Mohr, Walter H.R. Wilkes College Development Office Wilkes-Barre, Pennsylvania Director �Moore, Mrs. Franklin Moyer, Don Economic Development Council of Northeastern Pennsylvania 704 First National Bank Building Wilkes-Barre, Pennsylvania MuGee, James Lackawanna Planning Commission Director of Community Court House Annex Programs Scranton, Pennsylvania Novroski, Henry C. 32 McHale Street Swoyersville, Pennsylvania O'Donnell, Thomas Jr. Luzerne County Housing Authority Board 506 First National Bank Building Member Wilkes-Barre, Pennsylvania O'Malley, J. J. First Federal Savings & Loan Association 23 West Market Street Wilkes-Barre, Pennsylvania President Owens, Elaine C. Housing Authority of the City of Wilkes-Barre Franklin Federal Building Wilkes-Barre, Pennsylvania Administrative Assistant Parker, Robert S. Greater Wilkes-Barre Chamber of Commerce 92 South Franklin Street Wilkes-Barre, Pennsylvania Director of Public Relations Pawlowsky, Leonard Nanticoke State General Hospital West Washington Street Nanticoke, Pennsylvania Administrator Perkins, Clement Wilkes-Barre City Planning Commission People's National Bank Director Executive Director Mayor �Peters, Fred J. Bureau of Employment Security 132 Lathrop Street Kingston, Pennsylvania Wilkes-Barre Manager Pfeiffer, Dr. Mildred Pennsylvania Department of Health 609 Health Welfare Building Harrisburg, Pennsylvania Planning Director Poerio, Carlo Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Community Relations Director Price, Donald Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Rehabilit ation Specialist Pyros, Nicholas J. Wassell & Pyros Town Hall Building Wilkes-Barre, Pennsylvania Architect Quinn, Robert Scranton Redevelopment Authority Mears Building Scranton, Pennsylvania Community Organization Supervisor Radkiewiz, John F. Lackawanna County Planning Commission Court House Annex Scranton, Pennsylvania Planning Director Reed, Roland WNEP-TV Channel 16 Avoca, Pennsylvania Program Manager Reynolds, Charles J. Welfare Planning Council IBE Building Wilkes-Barre, Pennsylvania Research & Planning Director Robinson, Carl E. Department of Public Instruction Public Service Institute Harrisburg, Pennsylvania Public Service Education Supervisor �Romiti, Anthony P. Scranton Redevelopment Authority Mears Building Scranton, Pennsylvania Relocation Supervisor Rosenn, Mrs. Harold Girl Scout Council , Inc. 383 Wyoming Avenue Kingston, Pennsylvania President Rothstein, Alvin S. Alvin S. Rothstein, Realtor & Builder 41 James Street Kingston, Pennsylvania President Rubin, Roger David M. Walker Associates Bankers Security Building Juniper & Walnut Sts. Philadelphia, Pennsylvania Associate Ruddick, John W. Wilkes-Barre Police Department City Hall Wilkes-Barre, Pennsylvania Police Chief Rynkiewicz, A. J. Department of Labor & Industry 13 East South Street Wilkes-Barre, Pennsylvania Supervisor -WIN Program Sammon, Patrick W. John P. Sammon, Real Estate 314 Linden Street West Pittston, Pennsylvania Research Assistant Saunders, R. Harold Wilkes-Barre Schools 730 South Main Street Wilkes-Barre, Pennsylvania Assistant to the Superintend­ ent Schinski, Donald P. Nanticoke Redevelopment Authority 37 North Market Street Nanticoke, Pennsylvania Assistant Director Relocation & Maintenance Schneiderhan, Robert J. Sr. Commonwealth Telephone Company Marketing 437 Warren Avenue Staff Assistant Kingston, Pennsylvania �Schooley, David N. Greater Wilkes-Barre Chamber of Commerce 92 South Franklin Street Wilkes-Barre, Pennsylvania President Schoonover, William Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Real Estate Director Schrey, Ralph Luzerne County Planning Commission North River Street Wilkes-Barre, Pennsylvania Senior Planner Scortichini, Mrs. Beverly 251 Center Street Wanamie, Pennsylvania Shane, John B. Bell Telephone Company 53 Public Square Wilkes-Barre, Pennsylvania Divisions Operations Manager Shedlarski, John G. 61 Durkee Street Forty Fort, Pennsylvania Contractor Shipkoski, John P. Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Community Relations Director Shorts, Wilbur L. Wilke s - B ar r e. Re de velopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Rehabilitation Director Shuptar, Thomas Northeastern Engineering Co. , Inc. Vice-Pres. 1212 South Abington Road of Clarks Summit, Pennsylvania Engineering Shust, John Mayfield Borough 519 Delaware Avenue Mayfield, Pennsylvania Secretary �Sites, Edwin A. Department of Community Affairs 320 Chamber of Commerce Building Scranton, Pennsylvania Regional Coordinator Slater, Robert S. Metro Wire George Ave. & N. Washington St. Wilkes-Barre, Pennsylvania VicePresident Slesinski, Mary Laflin Borough 56 Market St. Laflin, Pennsylvania Councilman Smith, Donald Smith, Miller & Associates 189 Market Street Kingston, Pennsylvania Profes sional Engineer Smith, Mrs. Gordon 142 South Franklin Street Wilkes-Barre, Pennsylvania Smith, Robert Lackawanna Planning Commission Senior Planner Court House Annex Scranton, Pennsylvania Snyder, William G. Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Executive Director Solfanelli, Guy A. Bureau of Employment Security 217 Wyoming Avenue Scranton, Pennsylvania District Manager Sondhiem, Mrs. Norman 544 Ford Avenue Kingston, Pennsylvania Splinter, Mrs. A. M. League of Women Voters 45 Spruce Street Mountaintop, Pennsylvania Member Stusnick, Peter 85 Church Street Edwardsville, Pennsylvania Council Member �Szot, Bernard W. Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Financial Analyst Tamalis, Elizabeth Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Community Relations Specialist Trethaway, Majorie First Federal Savings & Loan Association 23 West Market Street Wilkes-Barre, Pennsylvania Secretary Turbidy, Raymond W. Wilkes-Barre Housing Authority Franklin Federal Building Wilkes-Barre, Pennsylvania Board Member Unguarsky, Carl Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Planning & Engineering Director Wall, Dr. Patrick J. Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Treasurer Waselus, Mariann Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Rehabilitation Secretary Wassell, Edward T. Wassell & Pyros Town Hall Building Wilkes-Barre, Pennsylvania Architect Wegner, Frederick E. 69 Old River Road Wilkes-Barre, Pennsylvania City Manager Wenner, Dr. Richard National Association for Community Development Washington, D. C. Executive Director �lilllll 1DDoiLoaQe h,LKES COLLEGE LIBRARY Whitt, Geraldine Community Center Wilkes-Barre, Pennsylvania Assistant Supervisor Williams, Joseph A. Joseph A. Williams Agency 39 North Franklin Street Wilkes-Barre, Pennsylvania Insurance Williams, Thomas Wilkes-Barre Redevelopment Authority First National Bank Building Wilkes-Barre, Pennsylvania Relocation Director Wilson, Robert C. Model Cities Agency First National Bank Building Wilkes-Barre, Pennsylvania Executive Director Yencha, Myron Northeastern National Bank 69 Public Square Wilkes-Barre, Pennsylvania Trust Officer Zalesky, Edward Girl Scout Council , Inc. 383 Wyoming Avenue Kingston, Pennsylvania Executive Zdziarski, Judith Redevelopment Authority of Nanticoke 37 North Market Street Nanticoke, Pennsylvania Financial Secretary Economic Development Council of Northeastern Pennsylvania 704 First National Bank Building Wilkes-Barre, Pennsylvania Planning & Development Coordinator Redevelopment Authority of Nanticoke Rehabilitation Specialist R 1J c c �vI T I p I X 1 7 \ ! ( ) I � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Proceedings Eighth Annual Community Growth Conference, 1968 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/f726845f8527b0600ca3cc9220c722a2.pdf 89d496942b27c97c621d2354bc754920 PDF Text Text 1 I fl THE CONTEMPORARY COLLEGE MISSION ■: 1 ■ i i i B i 11 r ■■ ■ I /IC2371 [M3 J INSTITUTE OF REGIONAL AFFAIRS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA �THE CONTEMPORARY COLLEGE MISSION: COMMUNITY SERVICE by Hugo V. Mailey Director Institute of Regional Affairs Q 3 1933 I VILKES COLL 1968 fl Wilkes College Wilkes-Barre, Pennsylvania �CP ?VE S I I LC217 I I J t I I I n I �li I I THE CONTEMPORARY COLLEGE MISSION: COMMUNITY SERVICE Si This three-part article appeared in the Pennsylvanian, The Magazine of Local Governments, in December 1967 and January and February 1968. Early History What is the role of an institution of higher learning in today's world? a 1.8 It would seem that all aspects of knowledge have their institutional reflections in three missions for a college or university: to acquire knowledge through research; to transmit knowledge through teaching; and to apply knowledge through public service. There is neither the need or the space to trace the emergence and development of these three missions over the past five hundred r years. II c HI II Hi 11 M r Suffice to say, we are today at the third mission. did we get here,, and what does this third role for the institution of higher learning involve.? It seems to me that the earliest beginnings of this mission go back to World War II and the period immediately following. i1 There were connections between strong schools of science and engineering on the one hand and vigorous regional development on the other. And though nobody has yet defined just what Bi: those connections are, or measured their economic significance, the circum- . .. I -o, stantial evidence is sufficient enough to cause many regions to strive for the r same kind of excellence that seems to be causing the prosperity around those strong schools. i The question is why Other communities, recognizing that a gap existed between -i- 12969b �their technical schools and private industry, encouraged the development of insti­ tutes of applied research. It was felt that new industry would be attracted to a community where existed a bridge between the technical university's reservoir of knowledge and the industrial community. Such was the conclusion in the "hard sciences. But few of the new institutes were very successful. Industrial or govern­ mental organizations which need the kind of aid provided by an established insti­ tute will go to that institute to get it, though the institute may be a thousand I I miles away. It was also found that today most research-oriented industrial organizations have research and developmental capabilities of their own, hin­ dering the growth of the applied-research institute as well as the regional eco­ nomic growth that such an institute might simulate. It was during the period following the unsuccessful experience with re­ search parks and research institutes, that there began to appear a new answer: the Ph. D. The reasoning behind the answer was that certain regions - great L'producers" of the Ph. D. - were growing faster than other regions. As was found with the I !! research park" and "research institute", the Ph. D. did not do justice to the problem. One cannot explain the growth of the Boston region simply by saying "Ph. D. Nor can one explain the growth of Florida, which is a poor Ph. D. producer. And so it was found that there is more to the answer than simply: 11 Produce Ph. D. 1 s" Resolute metropolitan leaders began to scale downward their goals: com- prehensive program of graduate and small schools of undergraduate engineering 0! �* fl and science. Given ten years in which to develop these new capabilities, and given other necessities, such as venturesome financial communities and that nebulous quality called " cultural environment", an ambiguous community's E chances of success would be quite good. As with the earlier mistakes in follow- mg too closely in the footsteps of the " brain centers" of the nation, the leaders I. soon were faced with an escalation of requirements. i li E What is that "cultural environment" ? Recruiters for communities were told the new technical people wanted galleries, opera, theater, museums, libraries, nice places to live, good schools 0 for their children, good facilities for themselves, a symphony orchestra, a 1] couple of good chamber music groups, a good French Restaurant, opportunity c to associate with first-rate scientists and engineers, ready access to beaches in summer and ski slopes in winter, and a work environment that would enable the fullest development of their intellectual resources. What could the institu- tions of higher education do by way of fullfilling these demands? ! 1I At the Same time the knowledgeable leaders turned to the "hard sciences" and made appeals for more "art". D£r The institutions in the big technological com- plexes such as MIT, Stanford, and Harvard began to reach out for new problems-- not military problems, but problems of a changing society. There was a con- viction among the professoriat that in these institutions they should contribute I to the rebuilding of our great cities, to the proper use and development of our I T water resources, to the solution of our transportation crisis, and so on. And whether one accepts or not that these are problems that lend themselves to I I -3- �academic scrutiny, the point is that many institutions began to step forward, eager for involvement, ready to accept the challenge. And so the "soft sciences" (social sciences) of a college or university became involved following the footsteps of the "hard sciences" -- community involvement. To recast the function of a college or university is to apply the knowledge within its halls through public service. New 0 1 h | Role of Public Service Assuming then, that public service is a modern mission of institutions of higher learning, can the research and teaching resources of a college or university be tapped to better understand and control our urban environment"? Can any small college provide "urban agents" to deal with the complex problems of a whole region? How can the small college or large university extend itself out into the community? Specifically, what are the roles that an institution of higher learning can assign to itself, or have assigned to it? structured to assume urban commitments? n in community conflict? Is it presently Are there limits to engagement Can the universities and colleges that undertake these extension operations use the same system of academic rewards for staff as they (1 I h > 11 / r fl 1 I I ■ ■- - use in so-called line departments? It should be stated at the outset that an institution's new function or responsibility in the community must be so adapted to its traditional functions of teaching and research that those same functions will be strengthened. It seems to me that one of the great contributions of the urban studies center movement is the benefit which will accrue to the university itself from �bringing together research, education, and extension. There may be a tendency on the part of traditionalists in universities to look down their noses at extension as the " vulgarizing" of knowledge by taking it out to people who are not matric­ ulated for degrees. for scholarship. the college halls. But getting out into the community can be very invigorating It might even change the research agenda, to some extent, in It may have an influence on what people feel is worthwhile to teach to undergraduates or graduate students in the classroon. ti Mickey Mouse" research formerly conducted in academic halls needs some up­ dating. Certainly the academician ought to do more than pontificate to his stu­ dents about life, death, and immortality. There is a great deal to be learned from testing theories and tools in the world of action. puts blinders on those who dwell in the academic halls. Resistance to action only Education in a dynamic society must keep pace with social changes and new obligations. S' Perhaps the stances, the intellectual structure has grown obsolete. In many in­ College professors must recognize the simple fact that their undergraduates must receive an intensified and broadened learning which will accurately reflect the realities of their genera­ 8. tion. Millard E. Gladfelter, Temple University's former President, recently stated that the urban university will be this half-century's distinctive creature I n U r of American higher education. He added that it will be so because this is the half-century during which our major attention is directed to the information, organization, and reconstruction of cities. -5- The liberal education of today cannot ��has changed in location, ethnic composition, economic activity, and needs for services, a college must accommodate accordingly if it wishes to remain a rel.evant and progressive force in that community. Although every college exists primarily to provide education and to sponsor research, it is also a community institution bearing all the responsibilities this fact implies. Com­ munity affairs have an impact on any college even as the development of a college affects the community. What's more, the 20th century university or college in a metropolitan area cannot perform its contemporary function in the old-fashioned or tradi- tional sense of sitting and waiting for the community to come to it for instruc­ tion or for light. It must, to use the common expression, "extend" itself and its capacities out into the community. It must find ways of sending cut the spe- cial knowledge, information, capacities, and expertise that are assembled at the university into the marketplaces within the community in which they can be used and transformed into action and policy by the agents who are really in the community itself. In reply to a question on the role the university should play in the develop- ment of urban areas put by Senator Robert Kennedy before a United States sub- ?A 4 * n d committee in Apgust, 1966, Daniel P. Moynihan, Director, joint Center fcr B Urban Studies, Harvard and MIT, gave the following reply: "The land-grant universities in this country have made a big difference and a very clear marked and measurable difference in the productivity of Ameri- T? can agriculture, in the farm arrangements generally in the country, and in the social arrangements of the American countryside. -7- �"Now it is certainly possible that universities can concern and associate themselves with the same kind of problems in the urban areas where increasingly universities are located. I think while this service function is important, really the main thing that universities should do in this country is to call things as they see them. I think the function of universities is to seek knowledge, to identify failures -- to solve them whereever they are encountered, and however it may offend the per sons involved. But the main point about universities is that they make independent judgments on the effects and the efficacies of public policies , and they ought to remain independent, even at the cost - if it comes to that - of not involving themselvse in the formation of public policies as much as some of us may like to think they ought to. " The pace of social change is forcing a reexamination cf the definition □ □ of a university. A university must be functional to its society and an activist institution in today's world. If there is conflict and tension within the society as certain near-term and long-range objectives collide, then such conflict and 0 tension also belong in the university halls. n as a defense against change. Academic tradition cannot be utilized The modern university or college is in serious trouble if it thinks that it can survive an isolated life as an island of excellence. Uncommitted to public service it is bound to generative destructive tensions H ' n fT throughout our society. Because the university is a pivotal social institution, the b need to engage in problem solving activities is now. I The ultimate purpose of the Institute of Regional Affairs in what was once a depressed area is to contribute tc improving the quality of regional life. -8- It �can be said the Institute has effectively established and maintained communica- tions and working relationships between Wilkes College and organizations and individuals serving the immediate community and the region. In the last thirty years, Northeastern Pennsylvania communities experienced a state of economic decline with corresponding high unemployment. Only in very recent years has this region made any progress in economic development. These same commu­ nities which have gone through an economic transformation face drastic read­ justment to the stern realities and the demands of an urbanizing society, not as acute as in larger metropolitan centers, but nevertheless, just as nainful. The on-rushing transition from a relatively simple agrarian set of conditions to the highly technical and bafflingly complex conditions of urban life call for vigorous and alert response from local institutions, be they governmental, educational, economic, or social. Since its establishment in 1947, Wilkes College has parti­ cipated in every community effort towards economic and social development because its faculty leaders believed that the College's expansion and development are inextricably linked to the fortunes of the community and the region. Although the College does have immediate financial responsibilities and long-range educational commitments to its academic programs, it has become increasingly aware of the fact that community affairs have an impact on the College as the development of the College affects the community. n The mutual desire of town and gown to work with one another for the advantage of both is not only a demonstration of teamwork between higher educa­ tion and the region, it is an educational venture into the field of adult extension -9- i I �education, wherein the College is acting in the role of "urban agent. stitute of Regional Affairs in attempting to create the The In­ tomorrows" from the "todays," for the region acts as an umbrella for the social sciences and repre- sents the College as "urban agent. " Commitment There appears to be a growing realization that responsiveness to the urban environment calls for total across-the-board commitment. An isolated college department devoted to urban affairs appears to have limited impact upon the college as a whole. A multi-purpose college organization which views regional and urban problems as belonging to no simple academic disciplines, but rather as a contemporary phenomenon spilling into many disciplines soon becomes a necessity. Its resources must include not only the College faculty in the social sciences -- economics, education, psychology, government, sociology -- but also those experts in the region who can lend their talents to teaching, information, re- search, and consultation. Such an organization must be a cross section of the social sciences and College administrative officials. I Its creation must be the natural integration of all the activities in the social sciences. Steps must be taken to bring an increasing number of the faculty in the social sciences into J 7 < tB 1 ,3 1 the ever-increasing activities of such an integrated organization. There is a possibility that many community organizations will want all types of action and research projects undertaken. It must be the aim ‘I of an "urban studies" center to serve as a vehicle to help make research I -10- ��mony m Greater Wilkes-Barre includes a Labor-Management-Citizen's Committee initiated through the Economics Department of Wilkes College. To establish a climate for industrial progress, and recognizing a special need of the industrial community, the College has pioneered a management training program under which special classes were organized for personnel in industry, commerce, and banking. In I960, an Area Research Center was established on the campus g to coordinate the many economic studies that had been done prior to its establishment. In 1965, the Area Research Center was phased out and replaced by the Economic Development Council of Northeastern Pennsylvania, Hl / 1 a broad-based citizen organization for all of Northeast Pennsylvania. Quite a number of Wilkes College faculty and administration members are active iM 1 3 li officials of many social welfare organizations--too numerous to mention. The commitment by the College in community affairs was duly recognized in I960 when the Ford Foundation funded several of these College activities. This financial support generated even more interest on the part of the Wilkes r College faculty members to seek community involvement. The formation of the IRA in 1966 is intended as that multipurpose college organization that can act as an "urban" umbrella over the social ' fTi sciences. It is proof positive of the full across-the-board commitment on the part of the College. Its creation was nothing more than the natural integration of prior activities in which members of the College staff and administration have engaged for over 20 years. -12- ��S ECOND. The college can act as a clearing house. This means bring­ ing university and academic resources to the community through newsletters, pamphlets, or bulletins on a regular periodic basis. Library materials on ur­ ban research must not only be made available but must be brought to community leaders. THIRD. The attention of the function of consultant on specific problems will become important if related to the first and second roles discussed above. FOURTH. There may be demonstration experimental projects cr re- search projects on a small or very large dimension that university people can perform. Obviously, the research must be of an applied nature and tied to the need of finding a specific solution to a specific problem. In all of the activity that has been summarized, an overriding consideration is the fact that any college or university must be first and foremost a service organization providing a program of training, consulting services, information, and research all intertwined and prompting specifically intelligent and capable public spirited leaders in facing the changing needs of today's complex society. Inv olvement In the"soft" social sciences, to what degree are there serious hazards in getting involved when political figures, elected representatives, or profes- sionals in public or quasi-public agencies asked faculty members to take responsibility by the process of their getting involved? How deeply can the urban uni- versify or metropolitan college get involved in the decision-making process in -14- ��! It seems to me that an urban university can meet several distinguishable situations easily and without too much difficulty. The first is when people are genuinely fundamentally in disagreement over goals. tical arena. get into it. Unless the faculty member can stand the "hear," he had better not The second is when people agree on goals but disagree on instruments or methods to attain the goals. is beware. This is definitely the poli­ This area is also a political thicket. The word The third situation is when community groups are in agreement on goals and methods, but they simply do not have all the desired information for decision making. The operations of an urban center can safely be predicated on the third situation wherein the task is the simple one of providing information. The difficulty arises because college people do not have a crystal ball and there­ fore cannot anticipate which of the three situations will predominate until com- 3 n mitment to action has already been made. The most creative function of a university is to nurture the environ- ment out of or in which solutions to problems can develop. E n in our urban society who are in the policy making arena.. college is to find them and relate to them. There are agents The task of the urban The risk taking will be minimal if the environment is properly nurtured and if identification with existing agents r D c is made. If, on the other hand, risk taking professionals must continually op- erate at the intersection of public and private actions to vacilitate the nurturing process, then a re-evaluation of the college's educational role becomes critir cally important. 1 I -16- ��I Institute of Regional Affairs has in an area is difficult because workable criteria �evaluate the results. Policies adopted, attitudes changed, educational meetings attended, or number of activities completed may be inadequate measurements. Projects have influenced action; but ultimate achievement depends upon the ex­ tent to which social scientists and educators possess the knowledge and means of communication which is appropriate to improve the quality of life. Changing needs in today's complex society pose special problems for community leaders at all levels. Civic officials are faced with knotty problems of planning, community renewal, health, welfare, education, organization and management, and a host of other challenging areas. These often require spe- cial skill, research, and broad knowledge of best practice. All too frequently they demand more time than can be spared from regular duties. In addition, governmental and non-governmental agencies are becoming increasingly aware of the wisdom of long-range planning and program studies, as well as the need for efficient administrative structure and procedure. In the past thirty years, Northeastern Pennsylvania communities experienced a state of economic decline with corresponding high unemployment. Only in recent years has this region made any progress in economic develop­ ment. Having met this challenge successfully by building a stable and progres­ Q sive economic foundation, it is essential that the region turn its attention to a broader, more comprehensive, and more balanced approach to development J which will tap a wide range of resources in such a way as to provide the essen­ □ tial amenities of community life for people of the region. -19- In making the sophis- ��IIIBIil 10001b0232 WILKES COLLEGE LIBRARY �n 1 J ■J 3 i ] .'■=1 i 'J !■ ) M ] n I 01 � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource The Contemporary College Mission, 1968 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/102f2cd8aaf4c0148acd34a5ae3835b6.pdf faab9b9dc84bae5c9dc12a7dad595514 PDF Text Text I POSITION CLASSIFICATION PAY PLAN RULES, REGULATIONS & POLICIES FOR ] OF THE J twill wutn 3 SlIO'Al'f MO10WW J J 2 n INSTITUTE OF REGIONAL AFFAIRS B WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA ! ! JS257' 'AW 5 1 �1“11 Pl FAIR l" ia 1 EXCHANGE POSITION CLASSIFICATION - PAY PLAN RULES, REGULATIONS &r POLICIES FOR EMPLOYEES As an employee you are engaged in a trade with the Authority — The Board expects you to do a full days work for which it will pay you a fair rate of pay. |0 You have an opportunity to work under pleasant conditions If you adopt a spirit of friendliness, you with friendly people. will be doing your part to make Wyoming Valley a better place in 'd j- which to work and live. The Authority, as far as possible, assures you steady work and a regular job. As you have read this personnel policy manual, you have found other ways in which the Authority is interested in you. We’re glad to have you with us — hope you’ll retire in Iff H; ■ 7 u ’ .’I>'■ !U < ■V#''jh'jSI ■ Wyoming Valley. may affect you from time to time during your employment. We hope that your service to the public will be rewarding both in terms of happiness in your work and in your promotions to positions of greater responsibility as time goes by. WYOMING VALLEY SANITARY AUTHORITY ■ 1 WYOMING VALLEY SANITARY AUTHORITY ia Ia u n This Employees’ Manual has been prepared to acquaint you with some of the responsibilities, benefits and privileges which OF THE 11 11 II J IJ J 11 1.1 11 ------------------ ----------------------- 1 EUGENE SHEDDEN FARLEY IIBRARY i ' 1933 WILKES COLLEGE WILKES-BARRE, PA 1968 Institute of Regional Affairs Wilkes College Wilkes-Barre, Pennsylvania �ARCHIVE S XS ^s'7 'I j ill S i TABLE OF CONTENTS I. A. B. FT 1 1 3 Position Classification. Pay Plan Pay Grade Schedule 6 III. Table of Organization 7 IV. Job Titles 8 II. 1'1 11 II II II II II Personnel Policy Executive Director ..................... . . . Sanitary Engineer Business Manager ............... Pollution Control Plant Foreman . . . Chemist.............................................................. Laboratory Technician Secretary I Bookkeeper I Clerk-Typist I Pumping Station Foreman Laborer I Laborer II ......................... Assistant Treatment Plant Foreman Wastewater Plant Operator Mechanic . V. 9 11 13 14 16 17 18 20 21 22 24 25 26 28 29 Rules, Regulations & Policies for Employees Attendance . Bereavement Leave Blue Cross - Blue Shield Call-Back Pay Practices Civil Leave Classification Deductions Demotion Discipline .., Employment Frequency of Pay Gifts for Services Grievance Procedures . , Group Insurance Plan... Holidays................................ Hours of Work 30 30 30 30 31 31 .31 .31 31 32 32 .32 .32 .33 . 34 .34 82-1611)2(5 �'I I B a Layoff....................... 0 a a a a :n a a a J i a j 3 II Leave Without Pay....................................... Longevity.......................................................... Maternity........................................................... Military Service........................................... Outside Employment................................. Overtime Pay & Compensatory Time Political Activity.......................................... Probation........................................................ Promotion...................................................... Reclassification............................................ Records.............................................................. Reinstatement............................................... Salary Increases.......................................... Sick Leave......................................................... Social Security............................................. Suggestion Box............................................... Terminal Leave Severance Pay . . . Training........................................................... Transfer........................................................... Travel Expenses.......................................... Vacations......................................................... Vehicles........................................................... Workman's Compensation.................... 34 35 35 35 35 36 37 37 38 38 ,38 38 39 .39 .40 41 .41 .42 42 42 43 . 43 . 44 44 �G D 0 0 I. The personnel practices of any governmental organization is a subject that interests the general public that pays the bill. Many times public bodies are pres­ sured into making expedient decisions rather than sound ones. And yet, it is an old axiom of government that a sound, durable pay plan is really the keystone of a well-constructed personnel program. The broad fabric of good personnel administration, in which all employees are satisfied, revolves around certain basic goals. The three basic goals of per­ sonnel administration are: ■ L 1. 2. 3. I 8 L 3 G to identify every job in the organization. to fill that job with a competent employee. to fill the job with a satisfied employee. It is with the thought that the Board of the Wyoming Valley Sanitary Authority desires appropriate control over both basic policy and salary levels that this Em­ ployee Handbook which includes a position classification and pay plan has been adopted. A. POSITION CLASSIFICATION Position classification is a two-part process consisting of 1) determining and describing the duties, responsibilities, and qualifications of positions and 2) grouping together into classes those positions that are sufficiently alike to war­ rant equal treatment in all personnel practices. It is a foundation for the develop­ ment of a pay plan and, when properly administered, seeks to fulfill the basic pur­ pose of equal pay for equal work. 8 B D PERSONNEL POLICY D 0 0 n ! The detailed knowledge about jobs in a sound classification plan is funda­ mental and indispensable to many phases of personnel management facilitating good over-all administration. It provides a base for recruitment, examination, selec­ tion, placement, promotion, training, and the utilization of employees. The aquisition and orderly arrangement of job knowledge are major steps that must be taken before pay rates and a pay plan can be established. It is im­ portant to know the skill, education, and experience which jobs require for satis­ factory performance by the average employee. All the duties of each job, or at least the most significant, must be clearly understood. Certainly, as a Board responsible to the users of the service, we, as non-salaried members of the Board of the Wyoming Valley Sanitary Authority, do not have to know how to do each job, but we do have to know what each job consists of. �B B G 0 After this knowledge about jobs was obtained, we then proceeded to arrange it in usable form. This was accomplished by preparing a classification plan. Speci­ fications have been written to cover each class to that upon completion of the plan, we not only have an inventory but a complete description of all the kinds of work which our employees do. D Because the classification of positions is essential to the development of a workable pay plan, many governmental jurisdictions prepare the two plans concur­ rently. Work on the pay plan is usually begun as soon as the principal features of the classification plan have been developed, and the two are commonly adopted at about the same time. This is precisely what the Board of the Authority has done. o -2- All classes in the plan have been measured against a common group of fac­ tors in order to ascertain their relative value. Class specifications, carefully pre­ pared and properly drawn, do contain descriptive material which reveal class rela­ tionships. The class specifications include the following: 1. Class title a. brief but descriptive name for positions in the class b. designation used on payrolls, budget estimates, and personnel rosters. c. Roman numeral I always indicates lowest level of the series. '•SI m. n E. n 0 D D 0 □ D I IT 2. Level of the work a. Presence or absence of supervisory or administrative responsibilities. b. Relative difficulty and complexity of the work. c. Length of time needed to learn the work. d. Whether work is recognized profession, technical field, or trade. 3. Extent of Guidelines for work a. Extent to which work may be described as routine or mechanical. b. Nature and extent of available guidelines in the form of policies, pro­ cedures, or standard trade, or occupational practices. 4. Special working conditions a. Unusual or unattractive working conditions. b. Presence of occupational hazards. 5. Public contacts a. Nature of public contact media: whether contacts are face-to-face, by telephone, or through correspondence. b. Degree of discretion and responsibility allowed in interpretation of programs to the public. 6. Nature of supervision a. Nature of supervisory duties: to transmit orders only, to oversee work, to check quality and quantity of results, to assign work and priorities, or to plan or participate in planning programs. �-3- B 0 -D 9 J D b. c. d. Relative complexity of the operation supervised. Need for independence of judgment and action. Extent to which, and the purpose of which, work is reviewed by other s. 7. Requirements of the work Nature and relative difficulty of knowledges, abilities, and skills in­ a. volved. Necessity for operating specialized machines and the training required. b. 8. Requirements of training and experience Nature, amount, and level of specialized or professional education or a. training required. b. Nature and length of experience required. The specifications will be periodically reviewed by the Personnel Committee and by the Board so that they truly reflect the duties and responsibilities of each position. Necessarily, revisions will be made from time to time, but we are quite cognizant of the fact that consistent internal relationships must be maintained in order to have an effective salary plan. B. 0 ■ E 3 i! 0 10 D i 0 D PAY PLAN Pay administration is the art of paying the proper salary to an employee at the proper time. A sound pay plan calls for "equal pay for equal work" and the same pay for comparable jobs. A pay plan consists of the salaries established for classes of positions based upon their comparative worth and general levels of pay in the com­ munity. Any pay plan that is finally adopted by the Wyoming Valley Sanitary Author­ ity is important to five public or interested parties: 1. The Board of the Authority. Since wages and salaries may represent from 60 per cent to 80 per cent of the budget, the administration of these salaries and wages is a very important factor in the overall financing of the Authority. 2. The Sewer Renters. As "watch dogs" of the fiscal and budgetary pro­ cesses, they will likewise be interested in the administration of the poli­ cies as it affects the expenditures of the Authority and therefore the rates they will pay. They will be concerned with pay administration be­ 3. The Supervisors. cause the level of compensation in any organization determines the suc­ cess or failure in recruiting competent employees, and because the �level of compensation provides tangible recognition in the employee's paycheck for good performance and rewards the employee upon pro­ motion to a higher check. 4. The Employees. To the employee, pay represents, in addition to com­ pensation for work performed, his ability to attain his goals and objec­ tives and determines his standard of living and his status in the com­ munity. 5. The Bond Holders. This sizable group who have invested $17, 000,000 of their money are concerned because their own money is at stake in the financial success or failure in the Authority's operations. A sound formalized pay plan provides salary rates which compare favorably with those in private industry and in other governmental jurisdictions in Northeast­ ern Pennsylvania, and which are neither so low as to make it impossible to attract and retain competent employees, nor unnecessarily high. A sound plan means that the Board members, who are responsible for rais­ ing revenue and administering the expenditure of public funds, can predict shortrun financial requirements for personnel services with much greater accuracy. We hope that fair treatment of all of our employees can be assured, thereby pro­ moting high employee morale. We hope that it will provide a framework of reason­ ableness in relation to the immediate market, in which general increases can be related to rises in the cost-of-living without destroying the pay relationships among jobs. This pay plan consists of two schedules: one, a basic schedule of pay ranges; the other, a table showing the assignment of the various classes of positions to one of these ranges. Inspection will reveal the following features ordinarily followed in sound pay plan practices: There is a uniform percentage difference between each of the steps, in this case approximately 5%. This percentage differential is preferable to that flat dollar increases since each step bears the same relationship entrance salary, and because increments are more meaningful at all levels of employment. There are 5 rates in each pay range, a beginning rate and 4 increment steps. The ranges overlap heavily, since the amounts are repeated a number of times in the various ranges throughout the entire schedule. Local governmental officials are continually faced with relating govern­ mental salaries to community levels of pay. Three alternatives are �-5- ffl D 5n J B ■: o U n ,17 ill D f'T ! possible: to pay less than average, to pay the average, and to pay more than the average. The Board of the Authority has established a pay plan which reflects the average going community rates, in the hope that it will attract and retain qualified employees. �II. PAY GRADE SCHEDULE 1967 (Each grade represents a salary that increasingly is approximately 12 1/2% greater than the preceding one. Each step is approximately a 5% increment. ) GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Step 1 Step 2 Step 3 Step 4 Step 5 $3, 000 3, 375 3, 800 4, 275 4, 800 5,400 6, 085 6, 845 7, 800 8, 775 9, 870 11,100 12,500 14,000 15,800 $3, 150 3, 545 4, 000 4,490 5, 040 5,670 6, 390 7, 190 8, 190 9, 215 10,365 11,655 13,125 14,700 16,600 $ 3,310 3, 720 4, 200 4, 715 5,290 5, 955 6,710 7,550 8, 600 9,675 10,885 12,240 13,675 15,435 17,430 $3,475 3, 910 4, 410 4, 950 5,555 6,250 7, 045 7, 925 9, 030 10,160 11,430 12,850 14,360 16,200 18,300 $ 3, 650 4, 100 4, 620 5,200 5,830 6,560 7,400 8,325 9,480 10,670 12,000 13,500 15,075 17,000 19,200 �£3 : m. j nJ JJB.1 • li S3 ^3 E3 11 11 B JO TABLE OF ORGANIZATION AUTHORITY BOARD AUDITOR EXECUTIVE 4 BUSINESS MANAGER PUMPING STATION FOREMAN ["secretary I [ | BOOKKEEPER ij CLERK-TYPIST I SANITARY ENGINEER POLLUTION CONTROL PLANT FOREMAN [ 1 CHEMIST T~ LABORATORY! LABORER I LABORER II SOLICITOR CONSULTING ENGINEER director| TECHNICIAN-I ASSIST. TREATMENT PLANT FOREMAN I -I WASTEWATER PLANT OPERATORS - I MECHANIC - LABORER I LABORERII I �1 -8- IV. ■ G Q ■Q ■—1 The employees of the Wyoming Valley Sanitary Authority shall be classified in the following manner: I J ■ D £ a JOB TITLES 0 Administrative Executive Director Sanitary Engineer Business Manager Pollution Control Plant Foreman Technical Chemist Laboratory Technician Clerical Secretary I Bookkeeper I Clerk-Typist I u a u n lui •1 i I® 1 i Manual Pumping Station Foreman Laborer I Laborer II Assistant Treatment Plant Foreman Wastewater Plant Operator Mechanic �1 -9CLASS TITLE: Executive Director CLASS DEFINITION: This is responsible administrative work for both the fiscal and technical activities of the Authority, requiring directing and coordinat­ ing the operation and maintenance of a wastewater treatment and intercep­ tor system together with all appurtenances and auxiliary facilities. D D ■11 DISTINGUISHING FEATURES OF THE WORK: This employee is the chief admini­ strative officer of the Wyoming Valley Sanitary Authority in the operation, maintenance, and expansion of the system. His responsibility extends to all the personnel employed by the Authority. His recommendations are many times the basis for Board policy. He is expected to keep the Board informed of all state and Federal legislation pertaining to the operation of the system. ILLUSTRATIVE EXAMPLES OF WORK: Serves as chief administrator for the Board on problems involved in operation, maintenance, and expansion of the system. Is responsible for studies to determine the efficiency and adequacy of the treatment system and reports to the Board. Attends Board meetings to report on current operations, etc. , and participates in the formulation of operational departmental difficulties and problems. Is responsible for the designing of complete minor proposed extensions and improvements to the system and assists in the preparation of the bond prospectus for any proposed major plant improvement. Is responsible for the preparation of specifications and letting contracts for plant improve­ ments. Maintains contacts with state and Federal officials. SUPERVISION RECEIVED: Work is supervised through review and evaluation by the Board of the Wyoming Valley Sanitary Authority. 0 n (J u d 'T fj tl ‘I SUPERVISION GIVEN: Supervises directly the work of the Business Manager and the Sanitary Engineer in all sizable new construction and emergency and minor operations. REQUIREMENTS OF THE WORK: Knowledge of the methods, materials, equip­ ment, and practices used in the operation and maintenance of treatment plants. Knowledge of fiscal records of the Authority. Knowledge of invest­ ment and fund accounting of the Authority. Ability to interpret broad admi­ nistrative policies into general instructions for subordinates and employees. Ability to deal tactfully with members of the Board, employees, customers, and the general public; and to establish and maintain good relationships in the aforementioned. Ability to present effective talks on all phases of sewage treatment to interested organizations in the area served by the Authority. Ability to prepare detailed reports. Ability to deal with and cooperate with state and Federal officials. Knowledge of state and Federal health regula­ tions. Ability to maintain cooperative relationships with the professionals engaged by the Board--such as, solicitor, C. P. A. , consulting engineer, bond counsel, and financial advisor. Ability to maintain continuous contact �1 3 5 .1 -10- with the Councils, Superiors, and Commissioners of those municipalities which incorporated the Authority or which are served by the Authority. GUIDELINES AND DISCRETIONS: The employee must exercise a high degree of administrative, technical, and professional judgment. Guidelines consist of State and Federal health legislation, regulations, and standards plus the Board's established policy. EDUCATION AND EXPERIENCE: B. S. degree in engineering plus five years experi­ ence, of which at least three have been in a supervisory capacity in a me­ dium or large size wastewater treatment plant as the chief administrative officer responsible for both the technical and fiscal work; or B. S. or B. A. degree in business administration, public administration or related fields plus 5 years experience in an administrative capacity, wherein at least three years included some responsibility for a wastewater treatment plant. T fiU ■■ L a n ij ] i a .1 * I �CLASS TITLE: Sanitary Engineer CLASS DEFINITION: This is responsible supervisory sanitary engineering work in wastewater treatment. DISTINGUISHING FEATURES OF THE WORK: In water pollution control work, this employee supervises through technical, operating and maintenance personnel, the waste treatment process at a large water pollution control plant, at times requiring a high degree of engineering competency. Included under his super­ vision are the interceptor lines and pumping stations for the whole system of the Authority. ILLUSTRATIVE EXAMPLES OF THE WORK: Plans and supervises the work of an operating staff in treatment and disposal of wastewater at the Authority's pollution control plants. Solves operational and special problems at the water pollution control plant, directs and participates in research projects relating to plant wastwater treatment problems and to new methods and pro­ cedures for wastewater treatment processes; plans, as signs, and supervises through subordinates, the work of technical, operating and maintenance per­ sonnel engaged in treatment and disposal of wastewater at a large water pollution control treatment plant; evaluates and controls primary, aerobic and anaerobic treatment and sludge disposal processes by visual observa­ tion, microscopic inspection of samples, and the review of chemical, and physical test results. SUPERVISION RECEIVED: General supervision is received from the Executive Director of the Authority who reviews reports and recommendations. SUPERVISION GIVEN: Supervises the work of the pumping station foreman, plant foreman, and chemist; all sizable new construction; major emergency operations. a T REQUIREMENTS OF THE WORK: Thorough knowledge of modern sanitary engi­ neering principles and practices in the area of specialization. Knowledge of chemistry and biology. Thorough knowledge of the types of industrial processes which result in the discharge of hazardous water-borne waste materials and on a water pollution control plant. Considerable knowledge of water pollution control plant design, and application of equipment and plant facilities required in sewage treatment. Knowledge of administrative principles and practices. Knowledge of the methods of pre-treatment of industrial wastes. Ability to supervise diversified personnel operating and maintaining a sewage treatment plant. Ability to prepare comprehensive oral or written research project reports. Ability to express oneself, orally and in writing. Ability to establish and maintain effective working rela­ tionships with associates, the general public, the Board, and the Authority's consulting engineer. Knowledge of the application of chemicals in the Author­ ity's treatment plant. Prepares specifications for supply items and operat- �-12- ,t 31 I ing equipment in the design, planning, and developing of contract specifica­ tions. Ability to interpret administrative policies into general instructions to be given to subordinates. GUIDELINES AND DISCRETION: Guidelines consist of State and county health legis­ lation, regulations, and standards plus the Board's established policy. Spe­ cific programs are determined by the Executive Director, although the em­ ployee has some freedom of action and is required to exercise administra­ tive and technical judgment. EXPERIENCE AND EDUCATION: Completion of a bachelor's degree at an accredited college or university with a major course in civil, chemical, or sanitary engineering, chemistry or biochemistry. At least five years of engineering experience in water pollution control, including at least three years in a supervisory capacity in a medium size project. Or any of the equivalent combination of acceptable experience and training is acceptable. n ii n •tj 3. 0 �-13- CLASS TITLE: Business Manager CLASS DEFINITION: The performance of responsible and complex accounting work involving substantial supervisory and fiscal responsibilities. DISTINGUISHING FEATURES OF WORK: A major responsibility of this class is de­ termining fiscal facts, making analysis, developing conclusions, and making reports thereon for the Executive Director and the Board of the Authority. Reports apply to all revenue and expenditure items for the wastewater treat­ ment functions. The business manager is responsible for administrative service functions, purchasing, processing and payment of invoices, prepara­ tion of bills, maintenance of accounts receivable and collections, fiscal management, and fiscal records management. This employee is one of two subordinates to the Executive Director, serving as a liason between the admi­ nistration and municipalities, and between administration and the public, primarily in fiscal matters. Decisions are made in accordance with estab­ lished precedents and Authority accounting practices. Work is reviewed through internal controls, audits, and reports. ILLUSTRATIVE EXAMPLES OF WORK: Supervises and maintains fiscal records of the Authority. Prepares data for consideration by staff and Board in pre­ paring the Authority's budget. 0 n•J SUPERVISION RECEIVED: Work is performed under administrative supervision by the Executive Director, and is reviewed through reports and observation of results obtained. SUPERVISION GIVEN: Supervises the office force. :l! 0 fl REQUIREMENTS OF THE WORK: Thorough knowledge of the modern principles and practices of business administration and a knowledge of fund accounting. Ability to supervise a small clerical staff. Ability to maintain effective working relationships with associates, officials, and the public. GUIDELINES AND DISCRETION: Work is performed under policy instruction of the Executive Director, but requires the application of considerable initiative, discretion, and independent judgment. EXPERIENCE AND EDUCATION: Graduation from college, including or supple­ mented by courses in business, public administration, or fund accounting, plus four years experience. �-14- CLASS TITLE: Pollution Control Plant Foreman CLASS DEFINITION: This is supervisory work involving the operation and routine maintenance of water pollution control plant machinery. DISTINGUISHING FEATURES OF WORK: An employee in this class is responsible for work of assistant foreman operators, and laborers engaged in the rou­ tine phases of wastewater treatment and plant maintenance. The Pollution Control Plant Foreman has some latitude in independently performing those duties which relate to regular wastewater treatment operations; but during unusual conditions he acts under the supervision of the plant engineer. Work is reviewed by inspection for level of service provided. ILLUSTRATIVE EXAMPLES OF WORK: Supervises employees engaged in the opera­ tion and maintenance of primary aeration and final treatment tanks; assumes responsibility for keeping tanks clean of all floating grease, oil, and other floating matter. Repairs and maintains flights, chains, shearpins, and pumping equipment; assumes responsibility for the proper operation of dif­ fuser tubes, riser valves, air lines and other related control and treatment devices. Takes charge of the lubrication of equipment throughout the water pollution control plant. Performs related work as required. SUPERVISION RECEIVED: neer. Work is performed under the supervision of plant engi­ SUPERVISION GIVEN: Directly responsible for work of assistant plant foreman and indirectly work of operators. '0 J 0 a REQUIREMENTS OF THE WORK: Considerable knowledge of the operation of regu­ latory valves, gates and other devices that control the flow of wastewater into the treatment plant. Considerable knowledge of the functions and lubri­ cation requirements of water pollution control plant machinery and equip­ ment, including electrically operated wastewater pumps. Knowledge of the maintenance and repair of water pollution control plant equipment and con­ trol plant operations and of the safety measures to be observed. Ability to supervise the work of a number of water pollution control plant employees engaged in the routine phases of plant operations and maintenance. Ability to read and interpret prints or plans covering mechanical and electrical work. GUIDELINES AND DISCRETION: Guidelines vary from well-defined procedures in operating water pollution control plant to general instructions from plant engineer. Considerable discretion and independent judgment are required for the proper performance of the work. �-15- EDUCATION AND EXPERIENCE: At least five years experience in the maintenance and operation of wastewater treatment equipment, including at least 3 years in a supervisory capacity. Graduation from a standard high school. Asso­ ciate degree in sanitary engineering or credits at technical school level, in­ cluding attendance at short courses in pollution control plant operation. c �J -16- J J I I J ■r'l 3 3 I ] 1 CLASS TITLE: Chemist CLASS DEFINITION: The performance of chemical testing work performing quali­ tative and quantitative tests on a variety of materials and substances to de­ termine their chemical and physical composition and properties. DISTINGUISHING FEATURES OF WORK: Assignments require evaluative thinking and are performed in accordance with standard chemical practices. Waste­ water treatment standards are set on the basis of tests. Work involves some disagreeable aspects. ILLUSTRATIVE EXAMPLES OF WORK: Make a wide variety of chemical and sani­ tary analyses to determine effectiveness of wastewater treatment operations. Participates in research projects by running special tests. Prepares re­ ports of findings and gives information on test results to the project engi­ neer required. Prepares necessary reagents and standardized solutions. Performs related work as required. SUPERVISION RECEIVED: Work is performed independently under the administra­ tive supervision of the Project Engineer. SUPERVISION GIVEN: Supervises the laboratory technicians. REQUIREMENTS OF THE WORK: Considerable knowledge of the principles, meth­ ods and practices of chemistry. Knowledge of mathematics and its relation to chemistry. Skill in the use and care of standard laboratory equipment and materials. Ability to perform standard and special tests and to make accurate chemical analyses. Ability to prepare and interpret reports show­ ing results of tests and analyses. Ability to read laboratory instruments. UUJ GUIDELINES AND DISCRETIONS: Work follows standard procedures, tion is required in analyses and reports. r . I I I "I I Some discre- EXPERIENCE AND EDUCATION: Completion of a bachelor's degree program at an accredited college or university with major course work in chemistry or chemical engineering. �— T*— 0 -17- J 1 'J J B I 1 n ii 3 ■5 a I] ('c. CLASS TITLE: Laboratory Technician CLASS DEFINITION: The performance of technical laboratory work by doing rou­ tine chemical bacteriological tests used in the purification and wastewater treatment. DISTINGUISHING FEATURES OF THE WORK: Work includes making chemical and physical analyses of raw and treated wastewater samples. The work also includes preparing the necessary agents and equipment for testing. ILLUSTRATIVE EXAMPLES OF THE WORK: Performs standard tests on waste­ water to determine quantity of suspended solids, biochemical oxygen demand, dissolved oxygen, PH, oxidation-reduction potential, alkalinity, and sludge density. Prepares compounds and equipment necessary to perform tests. Collects samples for testing. Cleans laboratory and equipment. Prepares periodic reports as required. REQUIREMENTS OF THE WORK: Knowledge of standard laboratory principles, pro­ cedures, techniques, terminology, equipment and materials. Some know­ ledge of the basic principles of quantitative analysis and bacteriology. Skill in the operation and care of standard laboratory equipment and apparatus. Ability to perform technical laboratory work with accuracy and dispatch. GUIDELINES AND DISCRETION: Work is performed under well-defined proce­ dures and under the technical direction of the chemist of the Authority. SUPERVISION RECEIVED: Work is performed under the general supervision of the waste-water plant chemist. The Authority chemist may run independent laboratory analyses on some of the water samples tested by the laboratory technician to check accuracy. □ SUPERVISION GIVEN: B I ill None EXPERIENCE AND EDUCATION: Completion of two years beyond the 12th grade including college or pre-college courses in chemistry and biology, or an equivalent in experience. �-18- CLASS TITLE: Secretary I CLASS DEFINITION: The performance of secretarial work involving the performance of responsible clerical and stenographic duties. DISTINGUISHING FEATURES OF WORK: The employee in this class acts as a secretary for the Executive Director and has responsibility for providing necessary stenographic, clerical, and related services for several execu­ tive and staff offices. Work includes the independent performance of office duties which require the exercise of judgment in making decisions in accor­ dance with established policies and practices. Work involves the perfor­ mance of advanced office duties and the use of judgment and knowledge ac­ quired through experience in handling work problems encountered. Assign­ ments are received in oral and written form and work is usually checked through review of results on completion. The employee occasionally exer­ cises supervision over other employees assigned to assist in large scale clerical projects. ILLUSTRATIVE EXAMPLES OF WORK: Types all of the Executive Director’s cor­ respondence, talks to persons contacting the Executive Director in person or by telephone, ascertains the purpose of the call or visit, takes care of the matter personally if possible, refers the caller to another appropriate employee or refers the caller to the Executive Director, as indicated. Maintains the records of appointments made by the Executive Director and notifies him in advance of the expiration of such appointments in order that new appointments can be made. Performs related work as assigned. Han­ dles complaints, disposing of most of the problems involved, and supplies information explaining Authority procedures. Maintains control over in­ coming and outgoing correspondence. SUPERVISION RECEIVED: Work is performed under the general supervision of the Executive Director with review limited to a check of completed work with periodic spot checks of new or unusual functions. REQUIREMENTS OF WORK: Thorough knowledge of office practices and proce­ dures, and business English, spelling, and punctuation. Considerable knowledge of the organization of the Authority and of the functions of the several departments of the Authority. Ability to take and transcribe oral dictation accurately, and to operate a typewriter at a working rate of speed. Ability to understand and follow complex oral and written instructions. Ability to take shorthand accurately at 90 words per minute and type from shorthand notes or clear copy at 45 words per minute. Ability to compose a variety of letters, memoranda, and reports with only general oral instruc­ tions. GUIDELINES AND DISCRETION: Guidelines vary from well-defined standard pro­ cedures for the performance of clerical tasks to very general instructions for the performance of receptionist and administrative detail duties. �-19Considerable discretion, independent judgment, and initiative are required for the proper performance of the work. EXPERIENCE AND EDUCATION: High school diploma or business school training including or supplemented by courses in typing, stenography, and business practices, plus three years of experience in stenographic or secretarial work of a progressively responsible nature or an equivalent combination of training and experience. �I -20- 10 CLASS TITLE: Bookkeeper I CLASS DEFINITION: This class includes the performance of routine bookkeeping activities by hand or by operating one or more types of keyboard operated bookkeeping machines. ffl a i d 1 ■ 1 a 1 I I 1 DISTINGUISHING FEATURES OF WORK: The work is of a routine nature and little or no discretionary action is required. It is performed according to stan­ dard methods and procedures. Most of the work will be performed under general supervision with specific instructions given on any new or difficult work. A superior is always available for questions and review of work. The work may include some general typing, filing, summarizing, billing, posting, and preparing miscellaneous statistical reports. Public contacts may require the explanation of established policies and procedures. ILLUSTRATIVE EXAMPLES OF WORK: Will be required to operate bookkeeping machine to post financial transactions on proper ledger cards. Type re­ ports, lists, warrants or checks, any other miscellaneous material re­ quired by superiors. Will operate the bookkeeping machine to write checks, prepare payroll, and post journal ledger entries relating to pay­ roll. May prepare and maintain card files of various information relating to payrolls and other financial activities. May prepare bank deposits and handle small sums of money as required. REQUIREMENTS OF WORK: Ability to work rapidly and accurately on routine operations. Ability to learn the operation of modern bookkeeping machines and equipment. Demonstrated ability to type 35-40 words per minute and care for a standard typewriter. Knowledge of modern bookkeeping pro­ cedures. Ability to meet and deal with the public with tact and discretion. GUIDELINES AND DISCRETION: Work is performed under established procedures but requires the exercise of some discretion in their application on a day to day basis. SUPERVISION RECEIVED: Work is performed relatively independently under gen­ eral supervision, but the Business Manager is available for assistance with difficult or unusual problems. Work is usually reviewed on a spot­ check basis. SUPERVISION GIVEN: Generally none. May exercise supervision over part-time temporary clerical employees. EXPERIENCE AND EDUCATION: Graduation from a standard senior high school and two years of successful experience as a billing clerk or bookkeeper, or any equivalent combination of education and experience. 1 �-21- CLASS TITLE: Clerk-typist I CLASS DEFINITION: This class includes performance of general, simple, repeti­ tive, clerical, and typing work under supervision. I 3 3 :1 1 DISTINGUISHING FEATURES OF WORK: The work generally follows a set routine, although it may include the performance of highly varied tasks. Typing may vary in amount from full-time to small; but a necessary part of the work. Typing duties require previous training. Clerical duties are at the beginning level. The work may include incidental receptionist duties and other public contacts, and the operation of standard office equipment for which some pre­ vious training is required. Instructions are given at the beginning of work, on subsequent new assignments, or when changes in procedure occur. After employees become familiar with procedures of the office, however, they work with considerable independence on regular work assignments. Author­ ity methods and procedures are learned through actual experience. ILLUSTRATIVE EXAMPLES OF WORK: Maintains files of correspondence, forms, reports, index cards, and other materials according to standard procedures; files material alphabetically, numerically, or other classification. Acts as a receptionist in directing visitors to proper offices, Types, and completes forms and letters not requiring original composition, Receives, sorts, and distributes mail. Operates standard office machines, Operates simple switchboard, Answers telephone and personal inquiries, routes visitors and calls, secures and gives out routine information. REQUIREMENTS OF WORK: Working knowledge of business English and arithmetic and some knowledge of office practices and procedures. Working knowledge of the operation and care of a typewriter. Ability to follow oral and written instructions. Ability to learn clerical tasks readily, to adhere to prescribed routines. Ability to deal tactfully and courteously with other employees and the general public. Ability to type accurately at a working rate of 35 to 40 words per minute and write legibly. Ability to learn to operate common office machines. ! 1 1 3 GUIDELINES AND DISCRETION: Work generally follows Standard procedures, or when new tasks are to be performed, detailed instructions. Little discre­ tion is required for the proper performance of work. SUPERVISION RECEIVED: Supervision is usually close and direct, but when stan­ dard procedures are followed this routine may readily be performed under general supervision with work reviewed on a spot-check basis. SUPERVISION GIVEN: None EXPERIENCE AND EDUCATION: Completion of high school including or supplemented by courses in typing and other commercial subjects, Some experience in general office typing, and clerical work. I �] -22- fl fl 0 jl 1 Dl I I I 1 !1 fl! !! 11 I! CLASS TITLE: Pumping Station Foreman CLASS DEFINITION: This is responsible supervisory work directing the operation and maintenance activities of the Authority's wastewater pumping program. DISTINGUISHING FEATURES OF THE WORK: Coordinating the various phases and activities of the overall program, in a manner which meets established goals in a significant aspect of work. Work is performed under the direction of the Sanitary engineer. Assignments require evaluative thinking and are per­ formed in accordance with accepted pumping operation, maintenance, and repair standards and applicable regulations. An employee in this class is responsible for the efficient operation and maintenance of pumping stations and intercepting chambers of the Susquehanna River. ILLUSTRATIVE EXAMPLES OF THE WORK: Supervises subordinates in the opera­ tion of various pumping stations. Resolves operational difficulties which may arise. Plans, assigns, and reviews the work of a staff engaged in the inspection, maintenance and moderately difficult repair of electrical and mechanical pumping equipment and related appurtenances and controls at intercepting chambers and pumping stations of various types. Maintains and regulates intercepting chambers and pumping stations that indicate a malfunction on the control board as reported through radio telephone in main plant and vehicles. Supervises upkeep of buildings and grounds at pumping stations. Tours stations weekly to inspect and observe the operation of the machinery and equipment; prepares preventive maintenance schedules based on findings designed to maintain continuance of operation at levels in keeping with demands. Maintains inventories of supplies and materials; prepares requisitions for Sanitary engineer to replace stock when necessary. Main­ tains various records and makes periodic reports pertaining to pumping operation and maintenance. Performs related work as required. Points out to subordinates areas of non-conformance and recommends corrective action. Develops and implements emergency pumping schedules and proce­ dures to meet peak or unusual demands. SUPERVISION RECEIVED: engineer. SUPERVISION GIVEN: Work is performed under the supervision of the Sanitary Supervises staff of pumping operators. REQUIREMENTS OF THE WORK: Thorough knowledge of the principles and prac­ tices governing the operation and maintenance of pumping stations. Thor­ ough knowledge of the principles governing the operation, testing and main­ tenance of pumping equipment. Thorough knowledge of the standard tools and practices involved in the repair of pumping equipment and appurtenances. Thorough knowledge of the hazards and safety precautions pertaining to high voltage equipment operation and maintenance. Knowledge of supervisory methods and techniques. Ability to coordinate the operations of river pump­ ing stations, including repairs, maintenance for the greatest efficiency and �-23- economy. Ability to inspect and evaluate pumping station and intercepting chambers operations and analyze operating reports. Ability to plan and review the work of personnel engaged in the various aspects of pumping operation and maintenance. Ability to trouble-shoot break-downs and de­ vise methods for repairs. Ability to detect defects in equipment or its operation and to initiate the proper corrective measures. Ability to main­ tain various records relating to pumping station operations and personnel. 'I GUIDELINES AND DISCRETION: Assignments involve evaluative thinking. Guide­ lines vary from well-defined procedures to general instructions from the Sanitary engineer. I 1 EXPERIENCE AND EDUCATION: Education equivalent to completion of high school. At least five years experience in the maintenance and repair of industrial pumping equipment including three years in a supervisory capacity. Addi­ tional credits at technical school level including attendance at short courses in pollution control plant operation. LS9 1 ■ 1 n 1 n i I Ii r �-24- CLASS TITLE: Laborer I I 1 1 J ■ CLASS DEFINITION: Employees in this class perform unskilled manual labor tasks requiring no previous training or experience. DISTINGUISHING FEATURES OF WORK: Work generally follows a set routine, but may include a wide variety of tasks. Work may require the performance of some limited semi-skilled duties which can be readily learned on the job and which serve as training for higher level positions. ILLUSTRATIVE EXAMPLES OF WORK: The work will include some of the follow­ ing tasks: wash windows and dust equipment; help to drain and wash tanks and basins; scrape and paint walls, floors, and equipment; cut grass and weeds, and care for grounds; help to clean lines and equipment; and load and unload supplies and heavy equipment from trucks. SUPERVISION RECEIVED: Work is normally performed under general supervision with review based on spot checks. 1 SUPERVISION GIVEN: None ■■ REQUIREMENTS OF THE WORK: 11 1 1 I 1 I •1 !!l None GUIDELINES AND DISCRETION: Work is performed in accordance with standard procedures or specific instructions, Little discretion is required in normal operations. EXPERIENCE AND EDUCATION: Ability to learn the use of uncomplicated tools and equipment. Ability to understand and follow oral instructions. Penn­ sylvania Motor Vehicle Operators License will be required by the job. Sufficient physical strength and stamina to permit the performance of heavy manual work is definitely necessary. �-25- 1 CLASS TITLE: Laborer II CLASS DEFINITION: Employees in this class perform manual labor tasks requiring some previous training or experience as an employee with the Authority. I 1 1 B 1 DISTINGUISHING FEATURES OF WORK: Work generally follows a set routine, but may include a wide variety of tasks. Work also requires the performance of some limited semi-skilled duties requiring some previous experience. ILLUSTRATIVE EXAMPLES OF WORK: This employee will engage in such work as scraping and painting tanks, buildings, and equipment; and the cleaning and washing of tanks. At this level, he may inspect, clean, and flush lines with specific equipment. A part of the work will be to assist mechanics on projects requiring heavy moving and lifting. He will also operate pumps, hoses, and hoists, and other light equipment. SUPERVISION RECIEVED: Work is generally performed independently with a review based on completed tasks. He will be supervised by a foreman or assistant foreman. SUPERVISION GIVEN: ing in groups. Usually none, but may supervise other laborers when work­ REQUIREMENTS OF THE WORK: Ability to use uncomplicated tools and equipment; and the knowledge of the care and use of light tools and equipment. 1 i 1 1 1 II GUIDELINES AND DISCRETION: Work is performed in accordance with standard procedures or specific instructions from a foreman or assistant foreman. Some individual responsibility is required for the proper completion of work. EXPERIENCE AND EDUCATION: Two years of experience in labor work or one year equivalent of previous experience with the Authority. Employees should have a Pennsylvania Motor Vehicle Operators License. He should possess sufficient physical strength and stamina to permit the performance of heavy manual work. �-26- CLASS TITLE: Assistant Treatment Plant Foreman CLASS DEFINITION: This is a supervisory wastewater treatment work supervising the activities of a group of operators. 1 3 I 1 DISTINGUISHING FEATURES OF THE WORK: Work involves supervision of opera­ tors who perform during an assigned rotating shift. Assignments are stable in nature and performed in accordance with instructions and established routines which govern wastewater treatment. The employee in this class is responsible for the efficient operation of wastewater treatment equipment. Some disagreeable aspects are included in the work as the employees are continuously exposed to offensive odors, and work assignments require the exertion of light physical effort in the performance of assigned tasks. 1 ILLUSTRATIVE EXAMPLES OF WORK: Assigns and supervises work of employees engaged in the operation of wastewater treatment equipment, such as waste­ water pumps, ejectors, electric motors, heating boilers, sludge pumps, waste-gas burners and digestors during an assigned shift; tours the various stations of the plant to ascertain if employees are properly carrying out assigned work tasks and confers with such employees when a problem affect­ ing plant operations occurs to offer advice and solutions, depending upon the circumstances involved. Operates such plant equipment in the absence of the regularly scheduled operator. Inspects primary tanks to determine level of sludge blanket and instructs operators in the transfer of sludge and supernatant liquid to other areas of wastewater processing. Reviews opera­ tional reports prepared by operators and reports unusual conditions to his superior. I SUPERVISION RECEIVED: Work is performed under the supervision of pollution control plant foreman. 1 1 I 1 i1 II 1 ni SUPERVISION GIVEN: Supervises shift operators. REQUIREMENTS OF THE WORK: Knowledge of the methods, practices, proce­ dures and techniques used in the operation and routine maintenance of waste­ water treatment equipment. Knowledge of the various pieces of plant equip­ ment, such as raw wastewater pumps, waste-gas burners, sludge pumps and digestors, used in wastewater treatment processing. Knowledge of the occupational hazards and safety precautions of the work. Ability to assign and supervise the work of employees engaged in operating assigned waste­ water treatment equipment. Ability to operate the various pieces of plant equipment such as raw wastewater pumps, waste-gas burners, sludge pumps and digestors, used in wastewater treatment processing. Ability to understand and follow oral and written instructions. Ability to prepare and submit required oral and written shift-operational reports �-27- EDUCATION AND EXPERIENCE: Education equivalent to the completion of the 12'th grade. At least four years of recent experience in the operation and routine maintenance of wastewater plant or related pumping equipment, in­ cluding at least three years in a supervisory capacity. !I 1 I 1 �1 -28- ■ CLASS TITLE: 1 J II J u 1 I 1 I Wastewater Plant Operator CLASS DEFINITION: The performance of routine semi-skilled wastewater treat­ ment plant work operating assigned plant equipment on a rotating shift basis. DISTINGUISHING FEATURES OF WORK: Work is performed under the immediate supervision of the assistant wastewater plant foreman. Assignments are limited in nature and are carried out in accordance with detailed instruc­ tions. An employee in this class is responsible for carrying out assigned tasks in a water pollution control plant. Some disagreeable aspects are included in the work as employees are continuously exposed to offensive odors, and work assignments require the exertion of light physical effort in the performance of assigned tasks. ILLUSTRATIVE EXAMPLES OF WORK: The work includes the operation of assigned wastewater treatment equipment, such as raw wastewater pumps, ejectors, electric motors, heating boilers, sludge pumps, waste-gas burners and digestors by starting and regulating automatic controls in accordance with established plant procedures and practices during a specific phase of waste­ water treatment. Reads and records meter and gauge readings. Takes periodic samples of wastewater from specific points during shift operations for laboratory analysis. Prepares and submits daily shift operational re­ ports. Performs related work as required. SUPERVISION RECEIVED: plant foreman. Work is performed under the direction of the assistant SUPERVISION GIVEN: None I I I REQUIREMENTS OF THE WORK: Ability to learn the methods, practices, proce­ dures and techniques used in the operation and routine maintenance of waste­ water treatment equipment. Ability to understand and follow oral and writ­ ten instructions. Ability to read and record meter and gauge readings accurately. Ability to make simple arithmetic computations and prepare reports. GUIDELINES AND DISCRETION: mance of the work. Some discretion may be required in the perfor- EXPERIENCE AND EDUCATION: Education equivalent to the completion of the 12th grade, combined with two years of acceptable wastewater treatment plant experience. �■■■ 'n I -29- CLASS TITLE: Mechanic ! j nj a CLASS DEFINITIONS: The performance of master level work in several trades in building or mechanical maintenance. DISTINGUISHING FEATURES OF WORK: Work includes testing mechanical and electrical units with special meters and gauges, making work assignments, checking completed repair work, maintaining lubrication charts and inven­ tory records, establishing specifications for simple supplies and replace­ ment parts, and keeping cost records. IDLUSTRATIVE EXAMPLES OF WORK: Inspects repair jobs in progress and upon completion; tests electrical units and controls with specific meters and gauges; repairs all electrical meters and gauges; maintains lubrication charts, and records of all repair and maintenance work; maintains perpet­ ual inventory of all repair equipment and parts. SUPERVISION RECEIVED: Work is performed independently under the administra­ tive supervision of the assistant wastewater plant foreman. i I I J ! SUPERVISION GIVEN: None REQUIREMENTS OF THE WORK: Thorough knowledge of the methods, practices, and tools used in the maintenance of machinery such as pumps, compres­ sors, conveyor belts, feeding and mixing mechanisms, and valves, and various types of electrical gauges and switches. A demonstrated skill in the care and use of the tools and equipment used in the maintenance of buildings and a variety of mechanical equipment. Ability to detect and re­ pair defects in moderately complex mechanical and electrical equipment. Ability to prepare and maintain inventory and work records. GUIDELINES AND DISCRETION: Work follows standard procedures and instruc­ tions from assistant wastewater plant foreman. Some discretion is re­ quired in diagnosing the causes of malfunction of equipment and determin­ ing repair procedures. EXPERIENCE AND EDUCATION: Completion of high school plus five years experi­ ence in the maintenance and repair of mechanical and electrical equipment. I I l I �I 1 1 I 1 I I I !I 1 ! I I I RULES, REGULATIONS & POLICIES FOR EMPLOYEES �II -30- [ i I I r ATTENDANCE Employees are expected to work a full and complete designated work day, as assigned. Tardiness shall be cause for disciplinary action. If an employee, for some unavoidable reason, cannot report for work, he is expected to notify his supervisor as3 soon as possible. Absence from work without permission or notice is considered to be indifference to the Authority's interest and may result in disciplinary action. BEREAVEMENT LEAVE Leave of absence, without loss of pay, shall be granted to an employee to enable him to pay his respects on the death of a member of his family. The family is defined as wife, husband, child, father, father-in-law, mother, moth­ er-in-law, sister, brother, and grandparents, and any relatives under the same roof. I / J I I r r> Such leave of absence shall be not more than 3 days between death and t I [ I t I ! burial. BLUE CROSS - BLUE SHIELD The Wyoming Valley Sanitary Authority provides coverage of its em­ ployees only under the All Service Co-op group enrollment plan for Blue Cross Hospital benefits. If employees separate from the employment of the Authority, Blue Cross protection may be transferred to the new place of employment or the protection may be continued under the Non-Group Member Plan. The Authority also provides coverage for its employees only under Plan B for doctor bills under Blue Shield. This protection may be transferred under conditions similar to Blue Cross. The Blue Shield aid extends to and includes Professional Anesthesia Services. Details of the coverage under both plans, paid for by the Authority, may be obtained from the office of the Executive Director or from Blue Cross Hospital Association of Northeastern Pennsylvania in Wilkes-Barre, Pennsylvania. CALL-BACK PAY PRACTICES The term "call-back pay" refers to the practice of paying a premium to labor personnel workers who report for work in excess of their regular work week of 40 hours in a seven day period. Call back pay is at the overtime rate of time and one-half, with a minimum of four hours for each call-back. I �I I I I I I J I J I I I I J I I J I I I I I -31- Outside workers may be sent home during inclement weather, or they may be shifted to other work, particularly on inside jobs. The minimum for an out­ side worker who is sent home is four hours. Time lost can also be made up at the straight time rate with the approval of the supervisor. CIVIL LEAVE The term "civil leave" refers to the practice of allowing time off for em­ ployees to perform jury duty, when subpoenaed to appear before a court, public body or commission in connection with Authority business, when performing emer­ gency civilian duty in connection with national defense. Employees are compensated while on jury duty leave by an amount equal to the difference between their regular pay and the fee provided for jury service. This can be done by the employee turning the jury fee over to the Authority while the employee continues to receive his regular pay check. CLASSIFICATION Each position is classified under a specific grade, and each grade has its own salary range. Employees should acquaint themselves with the Authority's position-classi­ fication pay plan which is part of the Handbook. DEDUCTIONS Deductions from salary and wages are made for Federal withholding tax, social security, applicable wage taxes and other deductions mutually agreed upon between the Authority and the employee. DEMOTION Upon demotion through formal procedure an employee normally shall re­ ceive a one-step decrease in pay or whatever decrease is authorized by the Exec­ utive Director and the Personnel Committee. DISCIPLINE If an employee's conduct falls below a desired standard, he may be subject to disciplinary action, such as removal, suspension without pay, reduction in pay, or reprimand. General reasons for which an employee may be disciplined are: �I -3 2- 1 'I J J f i i i i i I 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. drinking intoxicating beverages on the job. arriving on the job under the influence of intoxicants, failure to follow orders of a superior. being absent from work without permission. being habitually tardy or absent. failure to perform work in an efficient manner. being wasteful of material or property. violation of safety rules. failure to report accident or injury. abusive language or conduct. personal acceptance of a fee, gift, or other valuable thing in the course of his work for the Authority. The procedure outlined under Grievance Procedure--superior, executive director, personnel committee, Board of Authority--shall be used for disciplinary cases. EMPLOYMENT Employment with the Authority is gained upon submitting an application for employment, taking an interview, taking an assembled or unassembled examination, and passing a physical examination. The interview may be with the immediate su­ perior, the executive director, and/or the Personnel Committee of the Authority. The physical examination is performed at Authority expense. I FREQUENCY OF PAY J Employees will be paid every other Friday, day, employees will be paid on the preceding day. Should a holiday fall on a pay- I GIFTS FOR SERVICES I 1 II II II If you are offered a gift for the services you give as an Authority employee, refuse the gift graciously. Explain that the service is part of the job and is covered by your salary. GRIEVANCE PROCEDURE Should an employee have a complaint, view, or opinion pertaining to em­ ployment conditions or relationships, the employee should discuss his grievance with his superior. Should the decision of the superior not satisfy the employee, the employee may appeal the decision to the executive director, The grievance will then be discussed jointly with his superior and the executive director. Should the employee still be dissatisfied with the decision, the employee, the superior, �-33- [ and the executive director together will discuss the grievance with the Personnel Committee of the Authority. Should the superior or executive director refuse to bring the grievance to the Personnel Committee, the employee has the privi­ lege of presenting the grievance in writing to the Personnel Committee. The decision of the Personnel Committee of the Authority shall be affirmed by the Board of the Authority at the next meeting of the whole Authority. GROUP INSURANCE PLAN The Authority participates in the Pennsylvania Municipal Authorities Asso­ ciation Group Insurance plan, purchased from State Mutual Life Assurance Com­ pany of America located in Worcester, Massachusetts, covering both its Board members and employees: Group Life and Accidental Death & Dismemberment Plan I Group Weekly Disability Income Plan II - Schedule A If an employee terminates his employment or a Board member ceases to be affiliated with the Authority, his insurance terminates immediately. LIFE INSURANCE In the event of the employee's death from any cause, the amount of life insurance benefits are payable to the beneficiary selected by the employee. This amount will be paid in a lump sum unless the employee has elected any of the other available settlement options. If the employee becomes permanently and totally disabled prior to his 60th birthday, his insurance will be continued without further cost provided he submits satisfactory evidence of such disability. ACCIDENTAL DEATH, DISMEMBERMENT AND LOSS OF SIGHT BENEFITS The full amount of insurance benefits payable to the beneficiary are if the employee loses his life; or to the employee if he loses both hands, both feet, sight of both eyes, one hand or one foot and sight of one eye, one hand and one foot within 90 days after an accident. One-half the amount of insurance is payable to the employee for loss of one hand, one foot, or sight of one eye. WEEKLY DISABILITY INCOME BENEFITS The amount of weekly indemnity benefit is payable if the employee is unable to work because of an accident or sickness. He must be under the care of a licensed medical doctor. �■■ Ji ] [ I -34- There is no limit to the number of separate periods of disability for which benefits are payable. However, successive terms of disability due to the same or a related cause and separated by less than two weeks of full-time work will be considered one period of disability. HOLIDAYS 1 I I I I I I T3 The Authority has determined that 8 holidays shall be considered for "holi­ day premium pay. " The premium rate of time and one half shall apply to those employees who work on the holidays listed below: Holidays Granted A-New Year's Day B-Washington's Birthday C-Memorial Day D-Independence Day E-Lab or Day F-Veteran's Day (Armistice Day) G-Thanks giving Day H-Christmas Day I If any of the above holidays fall on a Saturday or a Sunday, the following Monday shall be a holiday. I Employees may also take compensatory time off at the rate of time and a half for the 8 holidays. I I Holidays which occur while an employee is on annual vacation shall not be charged against annual vacation. HOURS OF WORK The standard number of days in a work week is five. Administrative, clerical, and technical employees work 35 hours per week, Monday through Friday. The normal hours of work are from 9:00 A. M. to 5:OOP. M. with one hour for lunch. 1 1 Employees classified as labor work 40 hours in a work week of 168 hours. All such employees shall rotate on four workweek shifts, Night differential pay is not authorized when rotating on other than a day shift, The normal hours of work are from 7 to 3, 3 to 11, and 11 to 7, with a lunch period of one hour, at a time arranged by the immediate superior. LAYOFF I 1 If there are changes of duties in the organization of the Authority, or lack of work or funds, the Executive Director may lay off employees with the approval �-35- [ I I I I I of the Personnel Committee. Whenever possible, employees who are to be laid off shall be integrated into another part of the organization by transfer. When lay offs are required, they shall be based on: 1. relative efficiency; and 2. seniority LEAVE WITHOUT PAY Sometimes personal circumstances cause an employee to need leave without pay. The Executive Director can grant a reasonable length of time without pay. If circumstances require additional time, additional leave must be granted by the Personnel Committee of the Authority. However, an employee granted such leave without pay will lose all seniority rights with the Authority. Upon desire to return to his former position, he will be placed No. 1 on the list for his former position, when and if such position shall be vacated. I LONGEVITY I In recognition of length of service with the Authority, an employee will receive longevity increases; I I I I I I I I I At beginning of 8th year, an increase of 3% At beginning of 12th year, an increase of an additional 3%, or 6% At beginning of 16th year, an increase of an additional 3%, or 9% For longevity purposes, the "year" is figured from the first of the following month after the employee commenses work. MATERNITY No female employee shall remain an Authority employee longer than 4 months after becoming pregnant. A leave of absence without pay may be granted although the customary procedure is resignation by the employee. Date of resignation or the inclusive period of the leave of absence without pay is handled under the heading of Leave Without Pay. MILITARY SERVICE "Annual military leave" refers to paid time off for employees who, as mem­ bers of the military reserves of National Guard, are subject to annual training exer- �-36- cises or related annual military duty. The employee is paid the difference between the employee's military pay and his regular salary. Military leave is allowed up to 15 calendar days in any calendar year. Leave of absence with pay is granted for purposes of registration or exami­ nation for induction into either the Pennsylvania Guard or Armed forces. Same rules apply to enlistment and induction, will go on military leave. In either case, an employee Upon return to civilian life, the employee need only prove that his period of service was satisfactory. The discharge can be medical, but other than dishonorable. The veteran must prove he still can do the job, make application to work within 90 days after discharge and return to his old job if it still exists or similar employment if it does not. Military service if on military leave counts toward total length of service with the Authority. A substitute employee may be hired during the absence of an employee on military leave. The substitute is then transferred to a similar position if one exists. Otherwise the substitute is placed on an employment register for later employment. OUTSIDE EMPLOYMENT Permission to work at outside employment while an employee of the Author­ ity may be granted by the Executive Director. Should the request not be granted, the employee may file his request in writing to the Personnel Committee of the Authority. In order to be approved, the outside employment must conform to the following: I I I I 1. Be compatible with the employee's Authority work. 2. In no way detract from the efficiency of the employee in his Authority work. 3. In no way conflict with interest of Authority work. 4. Be understood that in any situation wherein extra or emergency duty will be necessary in an employees' Authority work, such extra duty will be in preference to his outside employment. �I f I I I I f I I I I I I I I 1 -37- It should be understood that, at any time, permission to hold outside em­ ployment may be revoked. OVERTIME PAY AND COMPENSATORY TIME "Overtime pay" refers to additional compensation or compensatory time off for time worked in excess of 40 hours per week. Clerical, administrative, and technical personnel are generally given compensatory time off for overtime in excess of 35 hours per week. The time off is normally figured at the time and one-half rate, computed according to the basic salary rate. Manual personnel will be paid at the rate of time and one-half for overtime work in excess of the normal work week of 40 hours, or the employee may take time off at the time and one-half rate, computed according to the basic salary rate. Overtime shall be computed to the nearest quarter of an hour. Generally the working hours will be limited to the normal schedule. Occa­ sionally, however, the work will require an employee to begin work before the nor­ mal scheduled time, or remain at work after his normal quitting time. When emer­ gencies or peak load periods occur, it is expected that employees will cooperate and work the extra hours required. If additional compensation or compensatory time off for work in excess of the normal work week cause unforeseen administrative problems for the Authority, the Authority shall make the final decision as to overtime compensation or com­ pensatory time. POLITICAL ACTIVITY I Employees of the Authority should vote regularly because it is a duty and obligation as a citizen. I Asa civil servant, an employee of the Authority may not actively partici­ pate in an election; may not engage in any form of political activity on the job or off the job to such an extent that it interferes with doing his job well; may not solicit or receive political contributions or services while on the job. I II II I No employee shall use his Authority position in the furtherance of any polit­ ical activity in which he may participate. �- 33- PROBATION The probationary period is the time during which it is determined whether or not an employee is suited for his position. The length of the probationary period is normally 3 months. An employee becomes eligible for confirmation in his or her position on the first day of the month next following the third completed month of probationary employment. PROMOTION Job vacancies shall be filled by promotion from within the organization whenever possible. Promotions will take into account merit as well as technical qualifications. All employees must possess the necessary basic qualifications for the position to which they seel promotion. The length of the promotional probationary period shall be 3 months. Dur­ ing a promotional probationary period in a new position, a promoted probationary employee shall retain his status as a permanent employee. After the employee serves his probationary period in a new position, he loses all rights to his former position. Promotions may be by promotional competitive examination (assembled or unassembled) as determined by the Personnel Committee of the Authority. RECLASSIFICATION A request for reclassification to a higher or different classification may be initiated by an employee, supervisor, or the Executive Director. Such requests may be initiated if it is felt that the existing classification does not reasonably describe the duties and responsibilities of work actually being performed. All requests shall be considered and approved by the Personnel Committee of the Authority, and thence submitted for approval to the Board of the Authority. RECORDS I I II The Executive Director will maintain all records necessary to the proper administration of the personnel program. After appointment, applications and other personnel records necessary for a complete personnel history will be maintained. Such history records shall be available for inspection to the employee concerned and to Authority members on a need to know basis. �D -39- REINSTATEMENT B B I I r All permanent employees co.me under the step system of salary increases. The steps are: II I I I I I II ] i In case of an extended period of sickness necessitating absence from em­ ployment, it shall be the policy, insofar as reasonably possible, to re-employ the employee in his former position providing there is a suitable position available. SALARY INCREASES I I J As a general rule, any employee who has resigned from the service of the Authority and is later reinstated will be considered as a new employee with no accrued rights, privileges, or benefits. All such benefits are cancelled when an employee leaves the employ of the Authority. The Personnel Committee of the Authority, however, may in unusual circumstances reinstate an employee to any position which is in the best interests of the Authority. I I Minimum entry- Step 1 1 year Step 2 2 years Step 3 3 years Step 4 4 years These increases are automatic. An employee moves into Step 2 at the end of the first year of employment, and from that point the steps are climbed each year to the maximum. If an employee is promoted to a position in which the salary range overlaps the range of his former position, his salary is advanced from the place where it fits into the new range to the next higher step. When a particular job is reallocated to a higher range class as a result of increased duties and responsibilities required, the employee must prove that he qualifies for the job in the classification. If all jobs in a class are moved to a higher range as a result of study of the duties of this class, the employee's salary is located at the same step in the new range as it was in the old range. The anniversary date for salary increase purposes does not change. �I |B B B B B ■ B B b B II II I I I I I I I -40- SICK LEAVE "Sick Leave" refers to granting leave with pay for sickness. An employee eligible for sick leave with pay shall be granted such leave for the following reasons: (a) personal illness or physical incapacity resulting from causes beyond the employee's control; (b) the illness of a member of the employee's household that requires the employee's personal care and attention; (c) enforced quarantine of the employee in accordance with community health regulations; or, (d) the death of a member of the employee's immediate family, but not in addition to bereavement leave. An employee on sick leave shall inform his immediate superior prior to or within two hours after the time set for the beginning of his daily duties. Failure to do so may be cause for denial of sick leave with pay for the period of absence. Sick leave with pay shall be granted to employees when approved by the em­ ployee's supervisor for excused absence because of sickness, injury, or physical inability to perform assigned duties. Employee shall be removed from the payroll by his supervisor for unexcused absence and for excessive intermittent or exces­ sive regular absences because of illness or claimed physical inability to perform assigned duties of position. Appeal by the employee shall follow the procedure under Grievance Procedure. An employee receiving sick leave with pay who simultaneously receives compensation under workmen's compensation laws or through a sick benefit plan financed in whole or in part by the Authority shall receive, for the duration of such compensation, only that portion of his regular salary which will, together with said compensation, equal his regular salary. Employees are permitted 5 working days leave during a calendar year. Up to 10 working days may be granted when approved by the Executive Director and 5 of those working days shall encumber the employees' vacation leave. Only the Board of the Authority can grant sick leave beyond 10 working days. Accumulated sick leave may not be: 1. Added to vacations. 2. Converted to cash payment at time of retirement. 3. Converted to cash payment at time of separation. Holidays that occur while an employee is on sick leave shall not be charged against his sick leave. If an employee's request for sick leave is not justified, the value of the absent time shall be deducted from the employee's accrued annual vacation or pay. �r 'll r i I I I! I 1 I I I I I I I I I I I -41- Pregnancy shall not be considered a sickness warranting the granting of sick leave with pay. Advanced sick leave may be granted up to an amount equal to an employee's accumulated annual vacation. SOCIAL SECURITY The Authority and its employees will participate, on a contributory basis in the Old Age Survivors and Dependent Insurance Program ( Social Security) as prescribed by law. The last column of the following chart shows the total Old-Age, Survisors and Disability Insurance Tax and the Hospital Insurance Tax both you and the Authority will pay, starting in 1968, if your wages reach the $7, 800 limit. Y ear OASDI Tax Rate 1968 1969-70 1971-72 1973-75 1976-79 1980-86 1986 8c after 3. 4. 4. 5. 5. 5. 5. 9% 2% 6% 0% 0% 0% 0% Hospital Tax Rate 0. 5% 0. 6% 0. 6% 0. 65% 0.7% 0. 8% 0. 9% Total 4. 4% 4. 8% 5. 2% 5. 65% 5.7% 5. 8% 5. 9% Amount of Tax $343.20 $374. 40 $405.60 $440.70 $444.60 $452.40 $460.20 Benefits for you and your Family - If you're "fully insured" and have reached"retirement age" you can collect old-age benefits for any month in which you're retired. Technically, retirement age is 62; but a worker under OASI can't collect full benefits unless he has attained the age of 65. If an employee of the Authority should die, either "fully" or "currently insured", the surviving wife (or husband) will receive a lump-sum death payment of up to $255. 00, If the spouse does not survive, the lump-sum goes to the per­ son who pays the burial expenses to the funeral home. OASI also provides for disability benefits. These are similar to full (age 65) retirement benefits based on average monthly wage. However, if an employee is under 62, the total disability benefit to the employee and dependents may be re­ duced by receiving workmen's compensation. The benefits plus the workmen's compensation cannot exceed 80% of the average monthly earnings before the disability. SUGGESTION BOX Suggestions by employees are welcomed. Employees are urged to submit original and practical ideas to help improve the operations of the Authority. �Ideas or suggestions can be something to: improve public relations reduce waste increase efficiency eliminate safety hazards give the sewer renter better service modernize procedures Ideas not eligible are those which routinely result from doing the regular job, gripes, or grievances. Rewards for suggestions will be made by the Personnel Committee, on the recommendation of the supervisor or executive director, either as a cash payment, extra vacation, or time off. TERMINAL LEAVE AND SEVERANCE PAY "Terminal leave pay" refers to special cash payments or other compensa­ tion for employees at the time of their retirement, in addition to regular pension benefits. The term "severance pay" refers to special cash payments or other compensation to employees at the time of separation from service--other than retirement. Normal vacation that has been earned but not used is not counted as either terminal leave or severance pay. Very few local governments have a terminal leave pay plan, and those that have base it on accumulated sick leave. TRAINING Employees may be given educational or training leave with full or partial pay for the purpose of taking courses directly related to his work as determined by the Executive Director and the Personnel Committee of the Authority. All employees are encouraged to participate in all in-service training pro­ grams. TRANSFER Requests from employees for transfer from one job to another may be made in writing to the Executive Director. Such requests will be given consideration by the Personnel Committee when a suitable vacancy occurs. �-43- I Transfers may be made by the executive director in the best interests of the Authority. I It should be clearly understood that a transfer does not involve a higher salary--that occurs only with a promotion. I t I I I I I I I I TRAVEL EXPENSE Occasionally employees will be required to travel on Authority business. Travel on official business outside the Authority's area should be by public carrier when practical or by Authority owned vehicle. If the employee must use his own car, mileage will be paid at the rate of 10£ per mile. Prior approval of the trip and method of travel must be obtained from the Executive Director. Immediately upon return, expense sheets shall be filled out for the business manager, and approved by the Executive Director. VACATIONS Vacations are granted to all employees of the Authority. Employees are encouraged to take their vacation annually and required to take vacation after it has accumulated for two years. The vacation year shall be from May 1 to April 30. to serve 6 months before being eligible to take a vacation. Employees are required Arranging individual vacations shall be the responsibility of the immediate supervisor and approved by the Executive Director. I The vacation policy shall be as follows: I a. One week vacation with pay is granted to employees who had been em­ ployed with the Authority from one to five years. I b. Two weeks vacation with pay is granted to employees who have been employed with the Authority from six to ten years. Three weeks vaca­ tion with pay is granted to employees after 11 years or more of service. I I 1 Since vacation is considered a part of salary or wage, the employee shall be compensated for accumulated vacation in case of resignation as separation from employment. In case of in-service death, payment for accumulated leave shall be made to widow, widower, or survivors. �E I U - I I I I I I 1I I I I I I I I I I I -44- VEHICLES The use of Authority-owned vehicles shall be limited to official business only. Taxi service shall not be performed with Authority vehicles, and the un­ authorized use of such vehicles may result in dismissal. WORKMAN'S COMPENSATION Authority employees are fully protected in the event of an injury which occurs while on the job, under the workmen's compensation laws of Pennsylvania. Since the Authority is a corporation, all employees of the Authority are covered under the workmen's compensation policy. Also covered are the officers of the Authority while acting within the scope of their duties for the Authority. The risks of the Wyoming Valley Sanitary Authority are classified under the Waterworks Code, since this is the classification the Pennsylvania Compen­ sation Rating Bureau normally assigns to sewage disposal systems and plants. Strictly clerical office employees are assigned under Code 953. To be sure of coverage under workmen's compensation, report of injury must be immediately made to the supervisor. Otherwise the validity of claim for workmen's compensation is placed in doubt. Employees may elect to use accrued sick leave and vacation credits be­ cause of on-the-job injury. This will assure the employee of full salary in most cases where job related disability is suffered. 82-161426 �■Hi II II II II lOOOlbOlflb MILKES COLLEGE LIBRARY ' rl I] I] I] I 111 KJ r f I I I Li Fl dJ 1 CT I �JI i rp nh i nn ■ nu nU ], j u I u J ] I ur o f ■ 11 � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Position Classification Pay Plan: Rules, Regulations and Policies for Employees of Wyoming Valley Sanitary Authority, 1968 August 29 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 August 29 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/6cf3c76bf739ee3cf6e40e7790ca4dcf.pdf df92e25389724df5b37fb96e5a086102 PDF Text Text t MU X o C- / r- oo Ko o oo CN < <• WAGESAND SALARIES IN LUZERNE COUNTY FIRST CLASS TOWSHIPS. <' �112 WAGES AND SALARIES IN LUZERNE COUNTY FIRST CLASS TOWNSHIPS EUGENE SHE9DEU EARLEY LIBRARY 1933 WILKES COLLEGE. WIIX'S-BARRE. PA. L-. 1968 INSTITUTE OF REGIONAL AFFAIRS Wilkes College Wilkes-Barre, Pennsylvania �mRCHIVES 5 L (0% <■ WAGE AND SALARY SUMMARY In order to realistically prepare their budgets, local officials need detailed information since the establishment of fair and equitable compen­ sation for services rendered remains a continuing problem for municipal governments. Because specified job descriptions are not a part of this summary of the wage and salary data collected, local government officials should be care­ ful in making comparisons in pay scales. Public officials should keep in mind the varying degrees of responsibility and authority, along with the diversities in functions and duties in the various offices, even those with the same titles. It is not the purpose of this summary to pass judgment on existing municipal practices in setting wage and salary rates in Luzerne County town­ ships, nor to establish standards for compensation payments. It is merely an attempt to give the officials in the County a picture of pay rates for both elected officials and employees. The Institute of Regional Affairs wishes to thank those township offi cials for making this third annual survey of wages and salaries possible. Hugo V. Mailey, Director Institute of Regional Affairs 96 274 �< ) WAGES AND SALARIES FIRST CLASS TOWNSHIPS LUZERNE COUNTY Administrative & Elective Board of Commission Treasurer-Tax Collection Solicitor Hanover Newport Plains 7-$l,200. 00 1 4, 000.00 2 3,840. 00 5-$900. 00 1,800.00 2,400.00 $ Clerical Secretary Auditor Health Secretary 5,200.00 10. 00 3 Custodial 1,416.00 3,600.00 300.00 800.00 1,700.00 8 2,000.00 1,100.00 400.00 300.00 1.507 1. 007 Fire Chief Assistant Chief Fireman Extra Driver 1,380.00 300.00 4,318.00 341. 64/mo. 4 4, 500. 00 1.50/hr. 3,600.00 State State Health & Inspection Health Inspection Plumbing Inspection 4,525.76 Police Chief Sergeant 5,280. 00 4, 600.00 5,000.00 4, 625.00 -2- 4,800.00 4,515.00 4, 500. 00 5, 100.00 4,815.00 Wilkes-Barre �I ) Patrolman Part-time Police Hanover Newport Plains $4,400. 00 1.80/hr. /diem.5 $4,500. 00 $4,500. 00 1,000.00 5,000.00 1.46/hr. 5,100.00 1. 60/hr. Public Works 5,000.00 Engineer 4,700.00 Road Supervisor 1.80/hr. Laborer 1.80/hr. Garbage Collector 1.80/hr. Utility Serviceman Truck Driver Flood Control Superintendent 4,500.00 4, 700.00 Sewage Inspector 4, 221.76 Sewage Laborer Wilkes-Barre 6 4, 593.00 1.46 /hr. -3- �( > HOURS Standard work week (hours) for administra­ tive and clerical employees Standard work week (hours) for firemen Standard work week (hours) for public works employees Standard work week (hours) for police Hanover 40 48 40 40 Newport 40 40 48 Plains 40 109 14 48 40 48 Wilkes-Barre MILEAGE ALLOWANCE Hanover Chief of Police $120.00 Newport None Plains None Wilkes-Barre Hanover VACATION POLICY (5-10 years) (1-5 years) ( Less than one year) 2 weeks Newport 2 weeks Plains 5 days 15 days Wilkes-Barre -4- 17 days (10-15 years) (15 and over) 19 days 21 days �OVERTIME POLICY Hanover Clerical salaried Public Works salaried Firemen salaried Police salaried Newport salaried none salaried salaried Plains salaried none salaried salaried Wilkes-Barre UNIFORM ALLOWANCE POLICY Hanover None Newport None Plains None Wilkes-Barre WORKMENS' COMPENSATION Hanover Yes Newport Yes Plains Yes Wilkes-Barre -5- �RETIREMENT PLAN Hanover Pension Police Social Security covered Newport Police covered Plains Police covered > Wilkes-Barre PAID HOLIDAYS Hanover New Years Day, Memorial Day, July 4th, Christmas, and Easter Newport New Years Day, Memorial Day, July 4th, Chri stmas, and Easter Plains New Years Day, Memorial Day, July 4th, Christmas, and Easter Wilkes-Barre SICK LEAVE I If ; Hanover no official policy Newport one week a year; cumulative to four weeks Plains fifteen days - up to forty-five days Wilkes-Barre MEDICAL BENEFITS Hanover Blue Cross and Blue Shield coverage for all full-time employees Newport Blue Cross and Blue Shield coverage for all full-time employees Plains Blue Cross and Blue Shield for police, firemen, clerk, truckdrivers & road supervisor Wilkes-Barre I I f -6- I I �FOOTNOTES 1 The 1965 First Class Township Code provides that only the newly elected township commissioners may be paid on the new compensation schedule. (Hanover Township $1200 annually; Newport Township $900 annually). The Code provides that those commissioners whose term of office has not yet expired will be compensated under the old salary (Hanover Township $800 annually; Newport Township $600 annually). 2 The Tax Collector receives $2,400 as salary and $1,600 for collecting the occupational privilege tax. 3 Auditors are paid $10. 00 per day, part time. 4Relief during vacation and are paid a monthly salary when they work. 5 This salary is for School Police who work during the school term. 8 In those instances where no compensation is indicated for the engineer, he is paid according to time spent on specific projects. 7 Part time. 8 The Tax Collector receives a commission on taxes (2% rebate and during face period; 5% during penalty period. 9 The day shift is a 10 hour shift; the night shift is 14 hours. 9 3 27 4 -7- ���� Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Wages and Salaries in Luzerne County First Class Townships, 1968 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/2482c744981ef88e6de3171b07846096.pdf 403327738d358bc24a0a9e7dfd3ead80 PDF Text Text < t SO X o Ct CM L b- co CO GO GO CM ^5 CD GO CO 00 “Ur- WAGES AND SALARIES IN LUZERNE COUNTY BOROUGHS Institute of Regional Affairs �' V - » WAGES AND SALARIES IN LUZERNE COUNTY BOROUGHS € I c„ EUGENI GHE0DEH EflRLEH LIBRRRU WILKES-BARRE, PENNSYLVANIA ■ 1968 INSTITUTE OF REGIONAL AFFAIRS Wilkes College Wilkes-Barre, Pennsylvania 1 �^CHiVES WAGES AND SALARY SUMMARY This is the fourth of a continuing series of compilations of wage, salary, and fringe benefit data for boroughs in Luzerne County. Because of specific job descriptions are not a part of this Summary, local government officials in Luzerne County should be careful in making comparisons in pay scales. Public officials should keep in mind the varying degrees of responsibility and authority, along with the diversities in functions and duties, in the various offices, even those with the same titles. The pur­ pose of the Report is merely to present the facts rather than make a judgment on policy. The boroughs in Luzerne County are grouped according to their I960 population. Each borough is listed alphabetically in one of the five population groupings. The Institute of Regional Affairs wishes to thank those borough officials for making this fourth annual survey of wages and salaries possible. Hugo V. Mailey, Director Institute of Regional Affairs 93210 9 �ELECTED OFFICIALS 1968 Boroughs Over 10, QQQ Kingston Plymouth Mayor^ Councilman. Auditor Controller Tax Collector $2, 400 2, 180 $1,200 600 700 700 900 300 600 150 150 550 1, 285 600 3753 3% 1,000 1, 000 600 900 250 150 2% 2% 780 600 150 450 550 700 360 600 300 180 100 250 50 150 750 240 100 2% 5% 1,500 5% 2% 300 5% 3% $2,000 1, 320 + $200 expenses $1, 500 1,200 Boroughs 5, 000 to 10, QQ Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 5% 2% 1, 700+4% Boroughs 2, 500 to 5,000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 300 240 240 240 Boroughs 1, 000 to 2, 500 Conyngham Hughe stown Nescopeck Pringle Shickshinny Sugar Notch White Haven Harvey's Lake 240 240 300 300 200 400 25 150 1503 200 753 180 180 180 45 180 2% 5% 3% 300 5% 3 1/2% 500 4% Boroughs under 1, 000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 50 125 24 60 90 420 -2- 12. 50 100 7 5% 350 ”3 75 5% �GENERAL ADM1NIS TRATION 1968 Boroughs Over 10, QQQ Kingston Plymouth Secretary Treasurer $6,000 2, 900 1 Health Officer Building Inspector $1,900 $5,400 289-92 600 Janitor $3,876 1,8002Q Boroughs 5, OOOto 10, QQQ Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 960 1.25/hr. 1, 500 1, 376 600 1,000/yr. 300 200 State 630 2, 000 225 State 960 1, 700 2, 400 480 300 State 300 3, 000 2, 000 480 State State State State State State State State Boroughs 2, 500 to 5, 000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 3, 000 840 720 1, 500 1,000 600 1, 000 50 240 300 250 200 300 600 480 600 1, 200 I 300 3, 1007 1, 500 Boroughs 1,000 to 2, 500 Conyngham Hughestown Nescopeck Pringle Shickshinny Sugar Notch White Haven Harvey's Lake 350 400 420 1, 200 480 980 1, 300 300 75 State State 120 State State 240 8 1,200 1.65/hr. Fee Basis Boroughs Under 1,000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 200 225 100 240 150 2% -3- State 60 State �’— PROFESSIONAL SERVICES Boroughs Over 10,000 Kingston Plymouth 1968 Engineer Solicitor $7,000 Engineer 6, 000 Asst. Engineer Fee Basis $4.500 2, 510 Boroughs 5, 000 to 10.OOP Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston 1, 050 1,200 1,050 1, 200 1, 000 1,200 1, 200 2, 000 2, 100 2, 100 Boroughs 2. 500 to 5,000 Ashley Avoca Dallas Dupont Exeter Larksville West Wyoming Wyoming 1,200 100 900 1, 200 200 3.00/hr. 1, 200 900 500 350 1, 500 1, 000 500 1, 800 Boroughs 1, 000 to 2, 500 Conyngham Hughestown Nescopeck Pringle Shickshinny Sugar Notch White Haven Harvey's Lake 100 Fee Basis 2009 9 750 600 125 420 600 480, „ 25010 300 retainers plus additional legal services Borughs Under 1, 000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 50 -4- 100 400 I �UBLIC VORks street Commi ss ioner Boroughs Over 10. 000 Kingston Plymouth Equipment Operator Laborer $5,700 5, 200 $4,200 $5, 600 1•65/hr. 1.75/hr. Boroughs 5 ,000co 10, 000 Durysa Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West. Pittston Mechanic 3, 200 4, 500 3.00/hr. 3, 798 5, 000 4, 400 Driver $4,500 1.74/hr. 1.35/hr. 1■65/hr. 1 • 80/hr. 2, 800 5, 750 5, 300 1 • 50/hr. 3,498 2.10/hr 1. 70/hr. 1.80/hr. 1.70/hr. 1.45/hr. 1.60/hr. Boroughs 2,500 to 5,000 Ashley Avoca Dallas Dupont Exeter Larks ville West. Wyoming Wyoming 4, ] 76 3, 200 2.20/hr. 1.75/hr. 3, 600 1.75/hr. 4, 000 1.50/hr. 1.45/hr. 3, 000 1.95/hr. 1. 50/hr. 1. 40/hr. 1.50/hr. 1.25/hr. 1.50/hr. 1.95/hr. 1.75/hr. 1.40/hr. 1.50/hr. 1.50/hr. Boroughs 1, 000 to_2, 500 Conyngham Hughestown Nescopeck Pringle Shickshinny Sugar Notch White Haven Harvey's Lake 3, 060 4, 500*3 1.50/hr. 2.00/hr. 900 4,300-12-3,200 2.00/hr. "road master" 1.80/hr. 1.50/hr. 1.25/hr. 1.50/hr. 1.50/hr. 1.65/hr. 1.60/hr. 3, 060 1.50/hr. 1.50/hr. 1.80/hr. 1.80/hr. Roughs Under 1. 000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Yatesville 100 1.25/hr. 150 -5- 1.50/hr. �POLICE 1968 Boroughs Over 10,000 ------------ ■---------------------------------------------------------------------------------------------------------------" " Kingston Plymouth Police Chief Sergeant $6,200 5, 200 . I? $5,200 4, 500 Boroughs 5, 000 to 10,QQQ Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville West Hazleton West Pittston Patrolman 3, 800 4, 800 5, 500 __ _19 $4,620 5, 100 5, 100 5, 500 4, 882 4, 500 4,400-4, 800 3, 660 4, 900 5.85/hr. 4, 678 4, 885 4, 618 4, 032 3, 950 4, 020 1,000/shift 4, 000 1.00/hr. 3, 900 4, 000 780 1.40/hr. Boroughs 2,500 to 5, 000 Ashley Avoca Dallas Dupont Exter Larksville West Wyoming Wyoming 4, 560 4, 350 4, 400 1.00/hr. 4, 280 4, 400 3, 450 4, 000 1.00/hr. 4, 200 3, 600 Boroughs 1, QQQ to 2, 500 Conyngham Hughe stown Nescopeck Pringle Shickshinny Sugar Notch White Haven Harvey's Lake I 5, 200 250 4, 500 540 4, 200 2, 400 3, 940 4, 800 20015 1.25/hr. 1, 350 2.00/hr. 3, 320 4, 000 12£oughs Unde r 1,000 Courtdale J sddo Laflin Laurel Run New Columbus Huangola Warrior Run Yatesville 60 225 150 250 -6- �1968 Boroughs Over 10,OOP Kingston Plymouth Fire Chief $6,200 100 Assistant Fire Chief Paid Fire Truck Driver s $ $5, 200 4, 500 900 Boroughs 5,000 to 10,000 Duryea Edwardsville Forty Fort Freeland Luzerne Swoyersville We st Hazleton West Pittston 300 • 300 . 2-25/hr. 300 300 75 4,650-4, 500 4, 000 4, 55618 Boroughs 2, 500 to 5, 000 Ashley Avoca Dallas Exeter Larksville West Wyoming W yoming Boroughs 1, 000 to 2, 500 Conyngham Hughestown Nescopeck Pringle Shickshinny Sugar Notch White Haven Harvey's Lake Bo roughs^ Under 1,000 Courtdale Jeddo Laflin Laurel Run New Columbus Nuangola Warrior Run Batesville 50 150 200 12019 3, 020 3, 150 3, 100 �footnotes 1 Compensation for Mayor on a Population basis Borough Code. 18 set forth in Section 1024 of the 2 Compensation for Councilme: n on a population basis is set forth in Section 201 of the Borough Code. 3 CPA. 4 Daily rate. 5 Handled through local banks. 6 The offices of Secretary and Treasurer are combined. 1 Fire Driver and Custodian. 8 Receives free living quarters. 9 In those instances where no compensation is indicated for engineer, he is paid according to time spent on specific projects. l^In almost all instances, the solicitor receives additional compensation beyond the retainer indicated in the survey. ^Street Commissioner is classified Assistant Street Engineer. 12 13 In addition to Street Commissioner, an Assistant Street Commissioner is paid $3, 120.' The offices of Street Commissioner and Chief of Police are combined. ^In addition to Police Chief, an Assistant Police Chief is paid $5, 000. 15_ bergeant is classified as Assistant Police Chief. A Patrolman is designated Lieutenant and receives $100. 17 ‘ A Patrolman is designated Juvenile Officer and receives $4,900. ’18 Forty Fort Truck Drivers: senior $5,750; 1st. yr. $4, 850; 2nd. yr. $5, 050; 3rd yr. $5, 3oo. 19t <tc 7=0- 1st yr. $4,850; 2nd yr. $5,050; Truck Drivers Forty Fort: senior $5, 750, • Y 3rd yr. $5, 300. �20 plus $1.00/hr. as Police Officer in addition to rent, heat, and light. 21 plus living quarters. 22 OccupatCrinal Tax Collector in West Pittston 10* receives 2% with a maximum of $500. lo-rv is for School Patrolman. 23This salary One half is paid by the School Board. 93210 1 ��(Rayford = * 1 PAMPHLET BINDER ' Syracuse, N. Y. —■ Stockton, Calif. ■IIIIIKB lOOOlbOlfiT HUKES COLLEGE LIBRARY ■ ■ ■ stasaSI . 7 IW - ' '■ . / 1 ■ HL .. ■■fl:" ■•''SB ■ ■ ■ 1 3 £5 • I \ �� Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Wages and Salaries in Luzerne County Boroughs, 1968 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/9eed2eac544b8d4542f59628b64c8961.pdf de90de2bb63585ffb8feb0fe2a0f9c88 PDF Text Text WAGES AND SALARIES IN LUZERNE COUNTY CITIES j ARCHIVES J S 1 56 5o g LR7;682 1768 1968 INSTITUTE OF REGIONAL AFFAIRS Wilkes College Wilkes-Barre, Pennsylvania 1 PA. �ARCHIVE S YSI55 WAGE AND SALARY SUMMARY This is the fifth of a continuing series of compilations of wage, salary, and fringe benefit data for third class cities in Luzerne County. Because specific job descriptions are not a part of this Summary, local government officials in Luzerne County should be careful in making comparisons in pay scales. Public officials should keep in mind the varying degrees of respon­ sibility and authority, along with the'diversities in functions and duties, in the various offices, even those with the same titles. The purpose of the Report is merely to present the facts rather than make a judgment on policy. The salary and wage scales were extracted from the salary ordinances adopted by the third class cities in Luzerne County in December, 1967 for fiscal 1968. The Institute wishes to thank the city clerks in all four cities for making this Survey possible. Hugo V. Mailey, Director Institute of Regional Affairs 77-1A0238 �WAGES AND SALARIES THIRD CLASS CITIES LUZERNE COUNTY Wilke s-Barre 1967 1968 Nanticoke Hazleton Pittston 1967 1968 1967 1968 1967 1968 $6,284 $6,800 $2, 140 $2,375 $2,340 $2,375 $6,478 $6,000 $6,470 $6,600 $1,200 $1,200 $1,800 $1,466 $4,322 $5,600 $1,200 $2,400 $1,8003 $1,500 $4,500 $5,600 $1, 125 $1,125 $1,200 $1,125 $1,125 $1,200 $1,000 $1,000 $1,500 $1,000 $1,000 $1,500 $2,600 $1, 667 $4,000 $1,667 $2,400 $4,000 $2,400 $4,000 Administrative &: Elective $5,000 $5,400 Assessor $6,500 $5,200 City Clerk $20., 000 City Manager $6,000 Controller $6,000 2 Counc ilman $6,000 $1, 800-$6, 000 Mayor $7,000 $2,400 Planning Director $11,200 $11,400 ,4 Solicitor $ $5,700 $3,600-$7,000 Treasurer - Tax Collector $8,000 $8,000 Clerical Secretary - Bookkeeper J $3,900 $3,900-$4,600 $3,260 $3,594 -$4,020 -$4,190 $2,130 $2,700 $3, 600 $3, 900 $3,700 $3,140 $3,150 -$4,060 -$4,161 $1,200 $1,400 $2,736 $2,736 Custodial Janitor $3,700 -2- �1967 1968 Pittston Nanticoke Hazleton Wilkes-Barre 1967 1968 1967 1968 1967 1968 $5,755 $6,455 $1,900 $ 50 $2,400 $ 50 $848 $600 $1,000 $ 600 $4,500 $4,500 -$5,000 -$5,400 $4,500 $5, 100 $4, 800 $5, 100 Fire Lieutenant Chief Chief Assistant Captain Fireman 6 Captain-Inspector $6, 500. $6,000 $5,300 $4, 500-$5,100 $5,300 $5,600 $6,800 $6,400 $5,700 $4,500-5, 400 $5,700 -2a- �1967 Health 8t Inspection Health Officer Building Inspector $5,000 $6,200 Recreation Recreation Director Parks Superintendent $5,200 $5,400 Police Chief Captain Lieutenant Sergeant Sergeant-Detective Patrolman Public Works City Engineer Equipment Operator 7 1968 1967 1968 $5,0007 $3,800 $3,300 $3,800 $3,300 $2,500 $1,900 $2,700 $2,100 $1,800 $1,125 $1,125 $1,000 $1,000 $5,300 $5,600 $5,300 $6,000 $6,500 $4,900 $5,200 $4,900 $5,200 $4,500 -4,800 $4,500 -5,100 $4,800 $5,100 $1,600 $4,000 ■ . .14 $1.50 $1.75 $3,500 $3,000 $3,437 $3,875 -3,700 $1.35/hr. $1.50/hr. $1,800 15 Q $6,000 $5,000 $6,800 $6,000 $5,700 $4,500-5, 400 $6,395g $5,634 ' $5,436 $5,000 $4,500 -5,000 $6,795g $6,034 $5, 836 $5, 726 $5, 747 $4,500 -5,400 8 11 11 $10,000 12 $10,200 12 $1.70/hr. $1.90/hr. Laborer $1 •60/hr. - $1.90/hr. 13 Mechanic $4,200-$5, 000 Truck Driver 1968 1967 1967 15 $4,500-$5, 100 Pittston 1968 $5,000 $6,500 $5,700 $5,500 $5,300 Nanticoke Hazleton Wilkes-Barre $1.70/hr. $7,665 $2. 21-2.39 /hour $1.99/hr. $1.60/hr. -^2 -$1.90/hr. $2.64/hr. $4,300-5,200 $1.90/hr. $8,048 $1,400 $2.35- $3,500 $2.55/hr. , ■ $2. 13/hr41-2514 -1. 50 $3.05/hr$3, 500 $2.21/hr. $2.35/hr$3, 325 a3» $3,000 $3,437 $1.35/hr. $1.50/hr. $1.35/hr. $1.50/hr. �HOURS Standard work week (hours) for ad­ ministrative and clerical employees 32 1/2 30 40 40 Wilkes-Barre Hazleton Pittston Nanticoke Standard work week (hours)for public works employees S tandard work week (hours) for firemen Standard work week (hours) for police­ men 56 56 40 40 40 44 40 44 40 40 40 40 MILEAGE ALLOWANCE Direct car allowance 10£ a mile Reimbursement Reimbursement Wilkes-Barre Hazleton Pittston Nanticoke Wilkes-Barre Hazleton Pittston Nanticoke Less than 1 year 2 weeks 14 working days 2 weeks 15 days VACATION POLICY 1-5 years 5-10 years 10- 15 years OVERTIME POLICY Wilkes-Barre Hazleton Pittston Nanticoke Clerical Public Works Firemen Policemen Salaried Salaried Salaried Salaried Straight Straight Straight Straight Salaried Salaried Salaried Salaried Salaried Salaried Salaried Salaried Time Time Time Time 15 and over ��Nanticoke New New Year's, Year's Washington's Birthday, Lincoln's Birthday, Good Friday, Easter, Memorial Day, July 4, Labor Day, General Election Day, Thanksgiving, Christmas, Occasional Religious Holidays SICK LEAVE Wilkes-Barre Hazleton Pittston Nanticoke Less Than Five Years More Than Five Years 30 days at full pay 30 days at half pay 7 days Two weeks Two weeks 60 days at full pay 60 days at half pay I 6. �I 77-11,0238 FOOTNOTES ^he City of Hazleton no longer has an ao ., j , ,, T nuuger nas an assessor, compiled by the Luzerne County Assessors Office. The assessments are 2 Wilkes-Barre has six (6) Councilmen - 2 at $6, 000, 4 at $1, 800, 3 The Planning Director is also the Zoning Administrator 4 Wilkes-Barre has 3 solicitors - 1 at $7,000; 1 at $4,250; 1 at $3,600 ' 5 The City Treasurer, by virtue of his office, shall be the collector of the city taxes. The salary listed in the table includes both the city's share of his salary as tax collector and his salary as treasurer. 6 The firemen are volunteers in Hazleton, Nanticoke, and Pittston. The salaries in the table are for the fire truck drivers who are the only full-time paid personnel in these three cities. 7 The salary is for a Bacteriologist. ^This salary is for the head of Parks and Public Property. The captain of the Hazleton Police Force is the Juvenile Officer 1 °In Hazleton the sergeants in charge of traffic receive a salary of $5, 726 per annum, while the desk sergeants receive a salary oi $5,400 per annum. ns the function of the building inspector nThe City Engineer also P3^' 0^' salary of $3, 000 for these combined functions. and is paid a total ; 12 . tractor operator, and flusher operator. Includes roller operator, trac„o_ p ,, : qkiHed--$l«70/hr.; skilled--$1.90/hr. 1 Unskilled-$1.60/hr.; semi-skille 14Grade I - $1.50/hr.; Grade II - $1.25/hr. „ a joint oUy-scho-1 disfiet position. Recreation Director -7- _____ �■■III IDOOlLOl?^ MILKES COLLEGE LIBRARL ��� Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Wages and Salaries in Luzerne County Cities, 1968 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1968 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/71fe90337eabc5c5da185c3e2118422f.pdf e9f48f9b7a1afd3ae575b3ad8901caec PDF Text Text �B INSTITUTE OF REGIONAL AFFAIRS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA �■MM i I ARCHIVES 1 T552. 3 PREFACE During 1.969, the Institute of Regional. Affairs engaged in an expanding range oi activities. This Annual Report to the President and the Board of Trustees of Wilkes College summar- I izes and reviews the significant activities over the past College year. The Report reaffirms the credence that the Institute supports the processes of change in Northeastern Pennsylvania 5 which have become the basic concerns oi the leaders of the region. Hugo V. Mailey Director Institute of Regional Affairs 129228 J 5 �1J I. ;i WILKES AND THE REGION: There are those who insist that the American college is first and foremost a community of scholars engaged in the quest for truth and know­ ledge through teaching and research. 0 Q 0 IS THERE AN OBLIGATION? Traditionally, the scholar has conducted his research and made his contributions to the expansion of knowledge. On the other hand, there are those who feel that the American college is a massive resource in our society, a repository of knowledge and resources which should be applied to problem solving. It is further contended that colleges can provide leadership in the development of the concept of an urban college which, at both a philosophical and operational level, can bring to bear its resources and augment its ability to generate knowledge. The real question is not what a college can do, but how it can accomplish its very real obligations in these times of social turmoil. Although every college exists primarily to provide education and to sponsor research, it is also a community institution bearing all the implications this fact implies. Furthermore, community affairs have an impact on any college even as the development of a college affects the community. The nature of a given urban area, the structure of the college, the disciplines of its staff, the philosophy of its president -- each colors the outcome of commitment to community affairs. Today, an urban liberal arts college has an inherent obligation to provide special pursuits in and for diverse cultures, diverse experiences, diverse backgrounds. An example of such effort is found in the development �of curricula more responsive to the needs of today's society. In recent years, there has been a growing awareness by the academic community that the urban areas are more and more the centers of action, and that educational institutions which ignore the urban facts of life are in danger of becoming irrelevant. a This irrelevancy has often times resulted from the fact that scholars have conducted both their teaching and research in an atmosphere free from the pressures of the day. 0 0 This tended to isolate the community of scholars" from the policymakers, who need immediate responses to complex problems. Furthermore, the policymakers become impatient when ready solutions are not available, and when additional time is needed to present alternative solutions. As a result of this conflict between the aspirations of scholars and the needs of the policymakers, the latter have failed to really make use of the contributions of the former. The more important contributions that scholars can make is that they can view urban problems with at least some degree of objectivity and detachment. Amidst the welter of opinions between various groups and interests in the communities, scholars can even act as catalysts or "honest broker s, " though they may flinch at this role. The original "extension" activity of the land grant colleges first brought the colleges and universities into public service. "academic" and tt However, extension" were maintained as separate activities on college campuses. Almost every college and university distinguished between extension personnel and academic research and teaching personnel, and - �—- 8 Academic people did not usually usually placed them in separate divisions. fl choose to engage in service outside the classroom. Extension personnel normally did not engage in research or scholarship. and interests. They differed in careers Only an unusual person could combine the two roles. Not only did institutions of higher education separate the academic from the "extension," the academic community was not prepared to deal with com- n a o munity problems on a comprehensive, inter-disciplinary basis. instituted inter-professional programs. community problems is a necessity. They had not And yet, comprehensive attacks on It is obvious that community problems cannot be dealt with in frames of specialization. way for the academic specialist to work. Yet this is the customary Even after more than a decade of experience, colleges have today little knowledge, of how to work in the com­ munity as a client--particularly an urban community. il Men have long been concerned with developing an understanding of cities and the problems associated with them, but only in the last few years L Ell has this subject become a focal point of concern by colleges and universities. The challenge as posed by these problems are particularly pointed to a college that has a mandate to serve the community. If "community, " once predominately rural, has changed in location, ethnic composition, economic activity, and needs for services, a college must accommodate accordingly if it wished to remain a relevant and progressive force. The urgent need for providing a direct link between the scholarship of universities and colleges and the needs of the surrounding area has resulted in the creation of the contemporary "Urban -3- I I �Center. " Its origin on college campuses is a recognition of the fact that there is a set of interrelated urban problems, that the urban problems spill over E into many disciplines, and that the solutions to the problems and the activities of such centers require the coordinated application of the talents of scholars in many disciplines. Thus, "Urban Studies Centers, " such as the Wilkes College Institute of Regional Affairs, are a rather new development in American 0 n B D D universities. In the last thrity years, Northeastern Pennsylvania communities have experienced a state of economic decline with corresponding high unemployment. Only in very recent years has this region made any progress in economic development. These same communities which went through an economic trans- formation have faced drastic readjustment to the stern realities and the demands of an urbanized society, not as acute as in larger metropolitan centers, but nevertheless, just as painful. Today, the renaissance in Northeastern Pennsyl­ vania is receiving national attention, thanks to the sustained interest of the civic leadership of the region, to which the College has contributed substantially. Since its establishment in 1947, Wilkes College has participated in D every community effort towards economic and social development. Fr om the start, its faculty leaders believed that the College's expansion and development have been inextricably linked to the fortunes of the community and the region. G The Institute of Municipal Government, formed in 1951 out of a mutual desire of town and gown to work with one another for the advantage of both, had as its fundamental purpose to guarantee the semi-autonomous structure I 3 R -4- �of American local government, so long as it would retain the capacity to solvo (i its own problems. Many innovations in local government in the Northeastern Pennsylvania region had their beginnings in workshops and conferences sponsored by the Institute. The commitment by the College in community affairs was duly recognized in I960 when the Ford Foundation funded the Institute of Municipal Government, :D 0 0 0 Q D the Area Research Center, and the Labor-Management Citizens Office. In 1966, the Institute of Regional Affairs replaced the Institute of Municipal Government as a multi-purpose College organization which views regional problems as belonging to no simple academic discipline, but rather as a contemporary phenomenon spilling into many disciplines. The very creation of the Institute is proof positive that a full across-the-board commitment has been made by Wilkes College. Its resources include not only the College faculty in the social sciences--economics, education, psychology, government, sociology--but also those experts in the region who can lend their talents to teaching, information, research, and consultation. The creation of the Institute of Regional Affairs is really a natural integration of prior activities in which many members of the Wilkes College social science faculty have been engaged for over twenty years. E The Institute of Regional Affairs, in bridging the gap between the scholar and the community, has three basic interrelated goals: --to help the College relate effectively to a constantly changing urban society. i I -5.- �--to help the component communities of this region to develop a greater capacity for dealing with urban problems and for guiding urban development; and, --to help contribute generally to the development of knowledge of urban ociety and processes of change, and to methods of applying this knowledge. Wilkes does not have a general extension division as state universities and land grant colleges have. n n •J The Institute of Regional Affairs has served as a point of first contact for community requests to deliver extension activities and operate a variety of continuing activities in the community. The Institute of Regional Affairs has been the buffer in handling these service activities. Instead of separating the "extension" from the "academic personnel, the College, through the Institute of Regional Affairs, has been able to find people D who have been able to coordinate functions from scholarship to community r service under a single canopy. L By utilizing this approach, the Institute of Regional Affairs has operated fl as a catalyst in stimulating and inducing positive community responses to needs and opportunities The result of this approach is an Institute of Regional Affairs which devotes most of its technical efforts to applied research on a local basis, deals with "nuts and bolts" operating problems of the communities K of the Region, and seeks to infuse some new understanding of urban phenomena. Not from its very beginnings has Wilkes College ever viewed itself as the ideal American institution of higher education located in a peaceful small, relatively isolated town where its community of scholars could be shut off from the noise and confusion of the world and the region in order -6- �to devote their time to intellectual pursuits. The transition from a relatively simple set of conditions in Northeastern Pennsylvania to the highly technical and complex conditions of the 1960's and the 1970's has called for vigorous and alert response from local institutions.be they governmental, educational, economic, or social. Not only has the College been a partner in this transition, it has made an investment through the work of the Institute of Regional Affairs that has yielded ideas, techniques, and insights that a small liberal arts B 0 a f] a ffi college may profitably examine as it ventures more deeply into complex com- munity and area problems. �EDUCATION AND IN-SERVICE TRAINING A. In-Service Training The primary function of the Institute of Regional Affairs is to continue to provide education and training programs for the officials and employees of Northeastern Pennsylvania. This is easily explained in that local units do not provide their own formalized training programs fl a 0 fn UJ The impetus for the in­ service training came from the former Institute of Municipal Government. The emphasis or. in-service training by the Institute of Regional Affairs is likely to continue into the future. This structured formalized training has increased over the years primarily because of the interests of the employees and the public officials themselves. Much of this basic or technical training is becoming increasingly important for certain technical and semi-technical positions. ffl This training is generally available through short courses offered in cooperation with the Public Service Institute of the Department of Public Instruction. Management and supervisory training, relating to certain areas of administration, human relations, and policy making have been provided at several levels: ! local government executives, (b) for first-line supervisors, (a) for (c) for com­ mand officers. Objectives of Training In-service training can and should be beneficial not only to the individual who receives the training, but also to the local government. It should up- grade performance and the image of the public servant. ] ! -8- I 1 �In its report on in-service municiple training, the International City Managers' Association pinpointed these goals of training from the individual's standpoint: --To equip him with the skills he needs to perform more effectively the duties of his position. --To attune him to the tasks he is called upon to perform in a changing I I world and to adjust his outlook and methods to new needs and demands. --To instill in him an awareness of the relation of his work to the service rendered by his department and government. --To prepare him for other duties (his next job), and when appropriate, n develop his capacity for higher work and greater responsibilities (for a Hi different job). --To broaden his outlook. Each of these benefits to the individual is in turn indirectly beneficial dJ 1 to the local government. More specifically, the objectives for the county or city government are: 1. Better job performance, which improves production and the image of the city or county. 2. Development of persons from within the ranks to take on additional J responsibilities as vacancies occur. I i n 3. Longer tenure of properly motivated employees. 4. Improvement of the government's ability to fulfill its increasing and new roles because it has a better equipped staff. 5 International City Managers' Association, "A Report on the InService Training Programs for Key Personnel, " 1961. -9- �One concluding point: if in-service training is going to be truly meaningful, truly worthwhile, it should afford the employee-student the opportunity to achieve some perceptible and attainable goal, for himself and for his employer. Over the years many specific courses have been offered to public personnel relating to their particular specialty. These courses are non-credit, non-degree, educational opportunities, varying from 5 to 24 hours in length during the academic year. The number and variety of courses will vary from year to year depending upon the demand. 3 3 in the 1957- 1968 year when 567 qualified for Certificates of Attainment. r 1968- 1969, 529 qualified for Certificates. ILl Beginning with a total of 29 public officials in 1951, the enrollment in courses for public employees and public officials reached a new high In Over an eighteen year period, more than 3, 400 individuals have completed the courses requirements and received Certificates. I r -10- �Courses offered to local public officials during the past year from July 1968 to June 1969 were the following: I. II. POLICE Small Arms a. FIRE a. b. J III. ASSESSING Rural Assessment a. 0 VI. MINOR JUDICIARY Magistrates Civil Law a. 0 0 V. 0 n D D D 8 G CIVIL DEFENSE b. c. d. e. f. gh. D H Fundamentals of Fire Fighting Arson Investigation VI. Radiological Monitoring Basic Communications Radiological Refresher Light Duty Rescue Medical Self Help Conference for Public Officials Control Center Operations Shelter Management Advanced Communications OTHER a. b. c. d. Principles of Purchasing Street Maintenance Personnel Supervision Community Planning -11- �IN-SERVICE TRAINING PROGRAM NUMBER RECEIVING CERTIFICATES BY YEARS AND SHORT COURSES 3 n d C3 D fl' fl ki Year Total 1951 1952 1953 1954 1955 1956 29 42 37 27 36 52 1957 37 1958 39 1959 89 I960 90 1961 157 c un 1962 □D 0 ■ G 231 Certificates Awarded Clas s Borough Councilmen Magistrates Basic Police Township Commissioners Borough Councilmen Health Officers Township Commissioners Magistrates Borough Secretaries Advanced Police C cunci Im en Magistrates Township Supervisors School Directors Basic Police Councilmen Basic Police School Directors Planning and Zoning Police Chief Magistrates Advanced Police Small Arms Basic Police Assessors Borough Secretaries Magistrates School Educational Secretaries Small Arms Township Supervisors Traffic Management Zoning Highway Maintenance Fire Administration Penal Code Planning School Directors Intoxication and Law Enforcement -12- U 29 42 37 27 36 11 9 32 13 24 17 22 35 30 24 10 26 29 25 12 26 38 23 20 26 12 31 11 8 15 12 20 19 11 35 15 33 21 �I i Total Class 1963 119 1964 189 1965 184 1966 415 1967 440 25 Assessors 15 Basic Police Report Writing 18 Fire Fighter Instructors 10 Personnel Supervision 13 Municipal Fire Administration 17 Small Arms 21 Magistrates Youth Control 59 12 Rural Assessment 23 School Directors 18 Small Arms 15 Township Supervisors 38 Arson Detection 28 Criminal Investigation Fundamentals of Fire Fighting 37 18 Magistrates 78 Fundamentals of Fire Fighting 6 School Law 12 Assessors 23 Magistrates 15 Small Arms 20 Hydraulics Zoning 25 5 Community Planning Penal Code 11 Basic Police 28 Principles of Inspection 31 23 Magistrates Assessors 17 5 Shelter Managers Civil Defense Adult Education 7 18 Basic Rescue Civil Defense for Local Government 20 16 Civil Defense for Local Directors 20 Light Duty Rescue 44 Radiological Monitoring 83 Auxiliary Police Fundamentals of Fire Fighting 92 22 Radiology 10 Radiological Monitoring 56 Criminal Law Councilmen & Commissioners 9 Civil Defense for Local Government 37 Auxiliary Police 43 8i 0s nJ Bfl ad 0 JO 0 n D E E Certificates Awarded Year -13- I I ■ �MH ■Ml ttel s ■ UL Year Total • i Jj ■ Li 8 a 1968 555 1969 496 n IJ . J n fl 1 0 0 10 E Certificates Awarded Class Control Center Operations Fundamentals of Purchasing Light Duty Rescue Shelter Management Small Arms Medical Self-Help Rural Assessment Basic Police Procedure Fire Ground Attack Fundamentals of Fire Fighting Civil Defense Management for Local Directors Advanced Police Course Minor Court Procedure Auxiliary Police Civil Defense for Local Government Basic Communications Basic Police Procedure Fundamentals of Fire Fighting Hydraulic s Light Duty Rescue Police Administration Principles of Assessing Medical Self-Help Radiology Report Writing Small Arms Advanced Communications Arsen Detection Auxiliary Police Basic Communications Civil Law Community Planning Control Center Operations Fundamentals of Fire Fighting Hydraulics Medical Self-Help Light Duty Rescue Principles of Purchasing Radiological Monitoring Radiological Refresher Rural Assessment Small Arms Street & Highway Maintenance -14- 28 5 49 9 9 57 6 14 21 43 22 38 36 56 26 53 30 69 15 18 5 12 136 26 7 28 21 45 45 17 21 3 13 115 16 56 27 11 29 22 35 12 8 �B. Public Leadership Training General public policy training might also be called public leadership L training. It ihvolves education which helps community Officials better under­ stand issues And change, provides guides for them to use in analyzing and solving community problems, and gives them an understanding of methods of developing community support for putting programs into action. This type of education has been directed at the private sector plus the many citizens fl n Ul 9 QI a 0 I who serve on the various boards and commissions. The Community Leadership Seminar for community leaders and the Seminar on Dynamics of Regional Affairs for social science teachers of Northeastern Pennsylvania, both of which were conducted as Title I projects and are discussed in the next section, are illustrative of this type of leadership training. c. General Education Beyond High School This training aims at broadening an individual's horizon of thinking and feeling by conveying general knowledge that does not bear any direct relationship to his specific job. Article II of Canons of Police Ethics (1956), entitled Attitude Toward Profession, stressed the point that by diligent study and sincere attention to Q 0 self-improvement, a police officer can strive to apply science to the solution of crime, and thus make for effective leadership and influence in human relationships To this end, many cities have established programs permitting — j 5.- 0 �police officers to earn a college degree in a field of his choice in the hope that such a broad education would help to create a high quality public service. - I iIB Cities provide incentives, promotions, leaves of absence, tuition and other expenses for this college based education. Because the local governments of Northeastern Pennsylvania are limited financially, the Board of Trustees R Lc of Wilkes College instituted a scholarship program for two regional police officers to be administered by the Institute of Regional Affairs. These scholarships, including tuition costs as well as textbooks for 6 credits each M -1 semester, were giver '-.c a member of the Pennsylvania State Police and to a member of the Wilkes-Barre Police Department. D. 9 3 In 1965, Congress provided a program to help bring the resources of colleges and universities to bear on community problems on a state-by- state bas. 'i 0 Community Service Program - Title I It provides federal matching money to colleges and universities for community service programs to assist in the solution of community problems. This money is administered under a state plan developed in each state and may be used for educational and research programs. 0 The philosophy of Title I of the Higher Education Act of 19&5 states: "For the purpose of assisting the people of the United States in the solution of community problems. . .by enabling the Commissioner (of u 0 ;S It: education) to make grants under this title to strengthen community service programs of colleges and universities. . . " -16- �Sections 101 and 102 of the Act further states: 'n . .the term, 'community service program' means an educational program, activity or service, including a research program and a university I extension or continuing education offering, which is designed to assist in the solution of community problems in rural, urban, or suburban areas, with particular emphasis on urban and suburban problems. . . " Title I is but one of a number of federal programs whose purposes are to encourage and support in-service education relating to community­ 3 [ needs. 0 use of higher education programs to assist in the solution of community But it is unusual in several respects: (1) its emphasis upon the problems, (2) its flexibility, permitting each state to define its community problems and to determine how it wants to use its higher education resources P 3 a m .I fy to work toward solutions, and (3) its broadness, permitting programs for the private sector as wall as public. Title I has permitted experimentation, both in types of projects and methods of carrying out the educational programs. It undoubtedly has stimulated many projects which would not have been attempted if federal P P 0 fl 0 13 grants had not been available, and under it, some projects have been undertaken which suggest new approached for dealing with community problems or are of likely long-range impace. The Act is a recognition of the fact that universities and colleges are not interdisciplinary; academic departments have functioned largely indep- dently of each other. Yet the solving of community problems may call for -17- pr I �n ■ n , n. r n a. coordinated, interdisciplinary approach. As a practical matter, therefore, colleges and universities which are interested in designing significant, comprehensive Title I programs are confronted with the problem of how to do it within the existing system. They are confronted with finding ways to muster persons in various disciplines who are interested in working together in dealing with community problems. Furthermore, they must find ways to bring these resources to a practical setting and problem. Title I has really served as an incentive for persons in higher education to be more in touch with community problems, and it has also served to make n U community officials and leaders more aware of the resources of colleges and universities that are available to their communities. The challenge to colleges of Title I is the decision as to whether they want to become involved, and if so, to what extent and how. This certainly has not been true of Wilkes College or of the Institute of Regional Affairs. Title I has merely served ■ to strengthen an involvement that dates back to 1951. c It can realistically be said, however, that the involvement has been broadened and expanded, wherever it was found possible. The Institute of Regional Affairs made 9 applications for 9 programs under the Act since 1966 when the Act became operative. Of this number, 8 have been accepted and funded by the Title I Agency of the Commonwealth Department of Public Instruction. Kinds. Most of the programs have been conferences, seminars, or short course. -18- �Continuing Programs. u Audiences. One of the projects has been renewed. The impression may be that Title I projects are almost exclusively for public officials. This is not the case. Half of the projects involved audiences which were completely or partly from the private sector. A breakdown of the 8 projects is presented to give the reader an idea :: 1 flM of the balance of the programs conducted by the Institute of Regional Affairs under Title I: Year Public Officials Regional Policy and Program Goals Public Officials Principles of Purchasing Community Leaders C o mm unity Leadershin Joint Commun­ Public Officials ications System C immunity Community Leaders Leader ship Social Science Dynamics of Re 'g ior. al Affair s Community Leaders Community Leadership Transportation of Public Officials Low Income (on­ going) 1966 1967 1968 01 0 Type of Participant Title Number of Participants 17 15 24 75 22 30 28 The Institute, as noted above, received funds for 3 programs under Title I: 1. Community Leadership Seminar. The purpose of this project was to provide an opportunity for the leadership of many civic and community agencies to the region to examine a broad range of alternatives in the approach to regional problems. The six-session Seminar was intended to help com- -19- I �munity leaders to qualify themselves for more effective contributions to local public affairs. 2. u Dynamics of Regional Affairs. The purpose of this project was to acquaint social science teachers of Northeastern Pennsylvania with reports, surveys, and studies and to make them knowledgeable about regional problems. The five-session Seminar was innovative in that teachers of the schools of the area were brought into direct contact with the professionals in the public and private agencies dealing with the area's economic, welfare, and govern­ mental problems. 3. Transportation for Low Income. The purpose of this project was to ascertain and match the specific geographical areas in the County where r the poor live and where the job opportunities are. It involves three parts: (1) preparation of an analysis of currently available public transportation 3 facilities; (2) conduct of 5 conferences on regional transportation problems; (3) development of a demonstration proposal to show the feasibility of a more effective transportation system for the low income. 0 1 Q B E. Community Growth Conference The Eighth Annual Community Growth Conference, co-sponsored by community organizations, was held in September, 1968, and intended to acquaint local officials and the general public with the emerging issues of public affairs, centered on the theme, "The Crisis of Human Resources in Northeastern Pennsylvania. " I n -20- J �EIGHTH ANNUAL COMMUNITY GROWTH CONFERENCE SEPTEMBER 25, 1968 8:30 - 9:30 A. M. I " I C' J Wilkes College New Dormitory "THE CRISIS OF HUMAN RESOURCES IN NORTHEASTERN PENNSYLVANIA" Welcome: Dr. Eugene S. Farley, President, Wilkes College Chairman: Frederick E. Wegner, Wilkes-Barre City Manager D. Richard Wenner, National Association for Community Development Speaker: Breakfast Wilkes College Fine Arts Center 9:45 - 10:45 A. M. ■ ° r - I Chairman: Panelists: f O’ -■3 a 0 "MANPOWER DILEMMA" Edgar Lashford, Exec. Vice President, Chamber of Commerce Hugh King, Research Director, Economic Development Council John Seniese, Field Director, Bureau of Employment Security Joseph Corcoran, Director, Keystone Job Corps Center Mel Boyne, Dana Perfumes, Crestwood Park Coffee Break Wilkes College Fine Arts Center 11:00 A. M. Chairman: Panelists: "THE SEARCH FOR IDENTITY" Robert Wilson, Executive Director, Model Cities Agency Lee Klinges, Resident, Model Cities Area Sylvia Solinsky, Supervisor of Interviewers, Model Cities Program Gerald Whitt, Assistant Supervisor, Hazle Street Comm. Ser. Center Dr. Francis J. Michelini, Vice Chairman, Model Cities Policy Board Hotel Sterling Crystal Ballroom "A PHILOSOPHY OF EFFECTIVE URBAN DEVELOPMENT" Chairman: Mrs. Donald Bennett, President, Junior League of Wilkes-Barre Genevieve Blatt, Director, Office of Economic Oppor. , Wash. , D. C. Speaker: 12:30 - 2:00 P. M. Luncheon Hotel Sterling Crystal Ballroom 2:15 - 3:15 P. M. o' F-1 fl 8 0 Chairman: Hotel Sterling Crystal Ballroom 3:30 - 4:00 P. M. Chairman: Speaker: n 4:00 - 5:30 P. M. ■ "PHILLIPS 66" James Lee, Assistant to the Editor, Times-Leader Evening News "APERCU" Clement W. Perkins, Chairman, Wilkes-Barre City Ping. Comm. Tom Bigler, News Director, WBRE-TV Cocktail Hour Hotel Sterling Adams Room �I /'• F. Meetings A meeting of interested local government officials met with William Hansell, Manager of South Whitehall Township, to discuss the benefits to be derived from cooperative purchasing. i preliminary to a series of meetings on the subject with a view to the formation of a cooperative purchasing council in Luzerne County. Li J a 0 •i fl - ■' n. 0 Q Q 0 B fi The meeting is intended to be -21- �INFORMATION The Institute of Regional Affairs tries to keep public officials and S’ ill? those engaged in community work completely informed on urban and regional affairs. r To this end, the Institute of Regional Affairs maintains a library and circulates a monthly newsletter. A. The IRA News-letter The Luzerne County Newsletter, predecessor to the IRA News-letter, was launched in 1951 as an attempt to keep local public officials informed of the varying methods successfully employed by communities throughout the United States in solving problems of management, personnel, and administration. Its demise in late 19&7 saw the publication of the same format with a new title, the IRA News-letter, in keeping with the broaders range of activities of the ’J 01 Institute in the general fields of economics, psychology, government, and sociology. The News-letter's original form was used until July, 19&9, when a distinctive masthead was developed for the News-letter. In addition, almost three times as much material appears in each issue since the News-letter 3 9 has gone to direct printing. Published monthly, the News-letter is mailed to approximately 2, 100 interested community leaders throughout Northeastern Pennsylvania. The mailing list is taken from thirty-five directories compiled by the Institute of Regional Affairs containing the names of local public officials, community -22- �-,I R iu leaders, and professional groups. B. Library The Institute also maintains a carefully selected library of contemporary printed materials in the social science fields. i I di ): The library of the Institute, continuing to grow daily, now includes over 4, 000 publications. It is, at the present time, one of the largest repositories of information and materials on municipal administration in Northeastern Pennsylvania. Pamphlets, reports, ij I surveys, and studies are received by the Institute of Regional Affairs on an 11 0 exchange basis with similar organizations on other college and university campuses and with many local and state governments. The Institute of Regional Affairs' collection of contemporary material 0 0 0 i D Q a 0 Jh deals with various aspects of urban studies: government, land use, transportation, management, social welfare, education, recreation, and public finance. The studies undertaken by non-university sources are maintained on an inter- disciplinary basis. A close liaison is maintained with similar governmental, university and private sources, providing an integrated clearinghouse for information on many aspects of urban affairs. The collection is kept current for immediate use by public officials and the officials of private or voluntary organizations. In 1966, the Institute was awarded a 151 book planning library by the Pennsylvania Planning Association. The Institute of Regional Affairs recently was the recipient of all the published works of Dr. Harvey S. Perloff, an outstanding economist and planner, now the Dean of the School of Architecture r -23- �■■■■ ■ : I (J and Planning, University of California. When added to that already in the Eli Institute, this material becomes the most extensive planning library in . J fl IB I J1 D 0 Northeastern Pennsylvania. Not only have interested community leaders and local government officials made wide use of the library materials, but many undergraduate students have had their first contacts with community problems by the utilization of the library materials for term papers and research projects. The Institute of Regional Affairs library will become increasingly invaluable to Wilkes students who plan to pursue undergraduate work toward the Social Science degree with concentration in Urban Affairs, a new program to be instituted in the Fall of 1969. ni Pennsylvanian - - Horizons The magazine, the Pennsylvanian, serves as the official publication of u 0L C. ■ i fl fl the Pennsylvania State Association of Boroughs, the Pennsylvania League of Cities, the Pennsylvania Municipal Authorities Association, the Pennsylvania Association of Township Commissioners, the Pennsylvania Local Government Secretaries Association, and the Assessor's Association of Pennsylvania. This magazine reaches well over 15, 000 people interested in Pennsylvania local government. Horizons" is the four page center spread of this monthly publication, originally the joint project of the institutes of local government of Pennsylvania The three institutes were D universities--Pittsburgh, Penn, and Penn State. d of Pennsylvania Universities" for the purpose of providing material for, and . I organized into a loosely knit group called "Association of Institute, of Government -24- �0 supervision over, Horizons. 1 In 1966, Penn State withdrew from the associated institutes, and the Institute of Regional Affairs of Wilkes College was invited to participate in the organization and contribute to "Horizons. a 11 Horizons is an outstanding part of the magazine --The Pennsylvanian-- and because of its sponsorship, some things can be said or supported in "Horizons" which could not be said or supported in other parts of the magazine. The contributed articles by the Institute of Regional Affairs are the I following: "What is the Role of the Urban Manager Today? October, 1968, Hugo V. Mailey 0 11 Can Teachers Meet the Challenge of the Urban Crisis" January, 1969, Hugo V. Mailey fl Professionalism in Pennsylvania Government" August, 1969, Hugo V. Mailey J 0 fl D O 'I' 1 '1 I -25- �s IV. 0 CONSULTATION A third service of the Institute of Regional Affairs is special consultation II ■ made available to interested parties for the study of public issues. ni Consultative services are offered to the interested officials, governmental and non-govern­ mental. The assistance, both formal and informal, is provided and made possible because of the specialized resources of the staff of the College. Such services include testing and counseling for public agencies: preparation of special management studies; and the study of general administrative problems. In the development of the Institute program, the following criteria are J 3 0 0 J used as guides in initiating or accepting consultative requests: 1. the significance of the problem to Northeastern Pennsylvania: 2. the potential "multiplier effect" of the project; 3. the potential value of the project as a prototype for similar services by other public and private agencies in community service; 4. the interests and competencies of the Institute staff and the availability of special consultants to the Institute of Regional Affairs. Among consultative services offered by the Institute over the year Q 1968-1969 are the following: Wilkes-Barre Planning Commission - The Associate Director of the Institute serves as the Executive Director of the Department of Planning and Administration for the City of Wilkes-Barre for two days per week until a full time Director can be secured. -26- The duties are many and �: 5Ti i varied, including advice tc the Planning Commission, review of the work of consultants, technical advise to the Zoning Board of Adjustment. 8 liaison with the Redevelopment Authority and review of their plans, consultation with rhe Model Cities Agency, and coordination with the Recreation Board and Parking Authority. The Acting Director of Planning also serves on the Traffic Committee and on the Advisory Board of the Luzerne County Planning Commission. Kingston Borough Civil Service - Administered tests for Police applicants in July, 1968 Dupont Borough Civil Service - Administered tests for Police applicants in July, 1968. Wilkes-Barre City Fire Civil Service Board - Administered promotional examinations for Fire Lieutenant in March, 1969. Wilkes-Barre Police Department - Administered promotional examination for Sergeant and Detective in March, 1969. Title I, Higher Education Act - Director served as evaluator of Title I proposals for Department of Public instruction. American Federation of Teachers v. Scranton Education Association - Director served as Election Moderator at representation election for teachers. Plymouth Civil Service Commission - Administered tests for Police applicants in May, 1969. Council Manager, City of Wilkes-Barre - Prepared summary and supplement of qualifications for council-manager applicants, for Wilkes-Barre -27- �tp- ' I Council. Lackawanna County Teachers Conference ... Director served as panel speaker on Professionalism in Government. Rotary - Director served as luncheon speaker on Professionalism in Local Government. Wilkes College Scholarship Drive - Director served as luncheon speaker on the Role of the Institute of Regional Affaire. Luzerne Lions - Associate Director served as speaker on the Council Manager P 1 Plan. Wilkes-Barre .'.aycetlis - Asaociat Director served as speaker mi the Council Manager Plan, iI I) 0 □ West Side Business and Professional Woman - Associate Director served as speaker on Intergovernmental Cooperation or Consolidation. Columbia-Montour Boroughs Association - Associate Director served as speaker on Intergovernmental Cooperation. Honesdale-Continuing Liberal Education Seminar - Associate Director served as speaker on Subdivisions. 1 Lackawanna County Teachers Conference - Associate Director served as j n panel speaker on Professionalism in Government. Lock Haven - Associate Director served as consultant on preparation of l s Administrative Code and Employee Policy Manual. Northeastern Pennsylvania 4-H Teen Leaders Conference - Associate Dircm-i iT served as luncheon speaker on Problems of Democratic Government. -28- i r1 �i , ill' ' Fl Fl Pennsylvania Association of Boroughs Associate Director served as co­ ordinator for Northeastern Pennsylvania Conference on Solid Waste £! .1! Disposal and Collective Bargaining. Conferences and Meetings I L £' a II B Department of Community Affairs Advisory Council - Director serving as Chairman of the Council. The Council makes recommendations to the Secretary of Community Affairs on legislation and problems dealing with urban affairs. Horizons - Director attended a series f editorial policy meetings in Harrisburg throughout the year. I $ Pennsylvania Political Sc.e.-.-e and Public Administration Association - Director presently serving on the Executive Council of the Association beginning 0 m in April 1968. Pennsylvania Municipal Authorities Conference - Director served on panel on Water Resources at Annual Conference. J "s ' fl Water Resources Conference on the Delaware River Basin - Director served in on panel on Management of Authorities at Annual Conference. in Pennsylvania Municipal Authorities Association Workshop - Director served as luncheon speaker on Collective Bargaining at eastern meeting of j 1 the Association. West Side Women's Club - Director served as dinner speaker on Susquehanna I Tfj 8 ffl River Basin. Plymouth Kiwanis - Director served as dinner speaker on Intergovernmental -29- �Ju Cooperation. Swoyersville Kiwa.nis - Director served as dinner speaker on Intergovernmental i,J— l B ill h r Cooperation. WDAU - TV 22 - Director served on �— ft t mI-J1 ft' ' V. Bi RESEARCH The fourth area of activity of the Institute of Regional Affairs is that I of research. 3 11 The Institute, because of its relation to both the College and the community is in a unique position to conduct a continuous research program, closely associated and connected with the educational aims of the Institute. f The Institute may make specific studies for individual municipalities or groups of municipalities. These normally are conducted at the request of the specific municipality when they relate to such programs as reorganization of a police department, comparative costs of incineration and sanitary land­ I 3 J a 3 fill, development of personnel records, or the feasibility of establishing a public library. Other studies which have been undertaken by the Institute are occasionally Valley-wide or County-wide in scope, such as the Annual Wage and Salary Survey of Luzerne County municipalities. A. Projects Completed in 1968-1969 The publications of the Institute of Regional Affairs from July 1968 to June 1969 are listed below: Annual Report, 1967 - Wyoming Valley Sanitary Authority. Civil Service Rules and Regulations for Swoyersville. 0 Community Leadership Seminar. The Contemporary College Mission. Joint Police Service for Back Mountain. Luzerne County Community College Technical and Semi-Professional 1 Employment Survey. -31- 3 �<1 J Position Classification and Employee Policy Manual for Coplay- gi B ■■s Whitehall Sewer Authority. fL: Proceedings of the Eighth Annual Community Growth Conference. Salaries, Wages, and Fringe Benefits in Luzerne County Muni- I cipalities. I r The Selection of a City Manager - Qualifications of Applicants. i n 3 ffn J 0 -32- 0 �f 111, B. (F Studies and Reports 1951-1969 L A list of the Institute's publications from 1951 through 1969 includes the following: n 0 1111 I L 0 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 0 nLti I n 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. 33. 34. An Analysis of Tax Collections in Luzerne County Attitudes and Implications of Urban Renewal Civil Service Rules and Regulations for the Borough of Forty Fort Civil Service Rules and Regulations for the Borough of Luzerne Civil Service Rules and Regulations for Kingston Comparative Costs of Incineration and Sanitary Landfill for Berwick An Evaluation of Small Arms Course The Glen Alden Story Influences on Women's Voting Behavior Intoxication and Law Enforcement Library Service for Edwardsville Local Political Subdivision Disaster Preparedness (Civil Defense) Merger Study of Kingston and Pringle Boroughs Pennsylvania Municipal Finance Officers 27th Annual Meeting Personnel Status Record for Police Department of the City of Wilkes-Barre Proceedings of the First, Second, Third, Fourth, Fifth, Sixth and Seventh Annual Community Growth Conference Proceedings of the Sanitary Landfill Conference Proposed Structure and Pay Schedule for the Police Department of Kingston Report on the Feasibility of Joint Sanitary Landfill for Wilkes-Barre and Adjoining Towns Salary and Wage Study for Third Class Cities in Luzerne County--1964, 1965, 1966, 1967, 1968, and 1969 Student Opinion Survey Concerning Consolidation Study of Sanitary Landfill for Wilkes-Barre and Surrounding Communities Use of Idle Cash Balances in Luzerne County Annual Report (1964) - Wyoming Valley Sanitary Authority Audience Characteristics--Times Leader Evening News Salary and Wage Study for Boroughs in Luzerne County - 1965, 1966, 1967, and 1968 Ambulance Survey - Wyoming Valley The Appearance of Wyoming Valley Report on the Institute for Youth Opportunity Program Salary and Wage Study for First Class Townships in Luzerne County-1966, 1967, and 1968 Report on Institute for Keystone Job Corps Center Problems of Change in Urban Centers Emergency Communications Center for Luzerne County Academic Calendars in Pennsylvania Colleges and Universities -33- �r IT' 35. ’• P L r 36 37 38 39 40 41 42 43 44 45 f u f 46. 47. Annual Reports of the Wyoming Valley Sanitary Authority--1964, 1965, 1966, and 1967 Civil Service Rules and Regulations for Dupont, Pennsylvania Report on Seminar on Emergency Highway Traffic Regulation Civil Service Rules and Regulations, Wilkes-Barre City School District Wyoming Valley Sanitary Authority: Property Inventory and Description Salaries, Wages, and Fringe Benefits in Luzerne County Municipalities Luzerne County Community College Technical and Semi-Professional Employment Survey Joint Police Service for Back Mountain Civil Service Rules and Regulations for Swoyersville Community Leadership Seminar Position Classification and Employee Policy Manual for Coplay-White­ hall Sewer Authority The Selection of a City Manager - Qualifications of Applicants The Contemporary College Mission (an abstract appeared in the Mayor and Manager, November 1968 dll L_ dll Rl ; LB Q 7 - B -34- �jI VI. 11 dJ EPILOGUE Measuring the benefit which the Institute of Regional Affairs has provided to the area is difficult because the workable criteria for eval­ uation are lacking. The concept of an "urban agent, which really defines the Institute, seems to be a viable one even though it is difficult to evalu­ gi I cd ate the results. Policies adopted, attitudes changed, educational meetings attended, or number of activities completed may be inadequate measure­ 'll ments. iff , ilD ml IB) Projects have influenced action, but ultimate achievement depends upon the extent to which social scientists and educators possess the know­ ledge and means of communication which is appropriate to improve the quality of life. The ultimate purpose of the Institute in what was once a depressed I J n area is to contribute to improving the quality of regional life. It can be said that the Institute has effectively established and maintained communications and working relationships between Wilkes College and organizations a and individuals serving the immediate community and the region. HI Institute has been separated from the regular college prescriptions. fl the traditional barrier of the "town and gown" type was eliminated. Institute is in the community. n striction because it is not of the community. This con- tinuing and successful relationship may have been facilitated because the Thus, The It is, however, relatively free from re­ The very fact that the Institute of Regional Affairs is both in the community but not of the community gives it tremendous latitude for venturesomeness. I -35- �There are numerous indications that the work of the former Institute o of Municipal Government and now the Institute of Regional Affairs has assisted in the effective and meaningful development of new governmental leadership in Wyoming Valley, in Luzerne County, and in Northeastern Pennsylvania. Pub- lie officials and community leaders have come to depend upon the Institute for its varied services and especially the instructional aspects of its work. Since the Institute has become a broad umbrella over the social I! r r. r sciences, discussions continue in order to determine projects to be under­ taken by the various College departments under the auspices of the Institute. Steps must now be taken to bring even more of the faculty into the ever- increasing activities of the Institute in dealing with regional problems. There is a possibility that many community organizations will want all types of action and research projects undertaken. It is the aim of the Institute of Regional Affairs to serve as a vehicle to help make research and action programs on urban problems a process of continuing data collection and analysis rather than relying, as in the past, on issuance of sporadic and single-shot reports. Only in this way, can the "extension" approach be fully realized. Already in 1969-70 the Institute is working on on-going projects: Ninth Annual Community Growth Conference - Conference of interested citizens on Regionalism in Northeastern Pennsylvania. Upward Bound - A program intended to motivate able students who S feel that college is beyond their reach. -36- �Migrant Workers - A program intended to provide in-service and pre­ service education of teachers of disadvantaged children of migrant workers. Low-Income Transportation Problem in Luzerne County - A study to determine the adequacy of public transportation as an essential link between low income workers and jobs available. Real Property Inventory of Wilkes College - A study of the financial effect of the College on the City and the County. Municipal Secretary’s Manual - A manual for Chief Clerks and Sec­ retaries of cities, boroughs, and townships under a contract with the De­ partment of Community Affairs. Proceedings for the Computer Seminar - A record of the remarks made at a Data Processing Seminar under a PennTap grant. Since Northeastern Pennsylvania is blessed with an abundance of human resources and skills, the Institute is able to attract local leaders to assist in Institute activities. Local talent has been drawn into the Insti- tute's orbit as n a) instructors for the short courses b) lecturers on specific subjects c) chairmen, moderators, or leaders in workshops or meetings. Associated with the three-member staff of the IRA was a staff of r nineteen capable students performing many tasks of the Institute on a part- time basis. I 0 Ml p ; [th These students, who contributed a total of 6, 525 student hours to the Institute, performed a wide ariety of tasks such as typing, steno­ graphy, editing, assisting on action programs, and editing textual material for the short courses. -37- �It is expected that additional professional staff will be added on a temporary basis to take care of large scale research projects or service work financed by outside sources, such as the Federal or State government. The "core staff" may be enlarged for specific projects on the same basis as heretofore - part-institute and part-departmental. This is the unique solution to the controversy of teaching and/or research or community service. In all of the activity that has been summarized, an overriding con­ sideration is the fact that the institute is first and foremost a service organization with a program including training, consulting services, publications, and research intended to assist the intelligent and capable public leader or official in facing the changing needs of today's complex society. Although the College does have immediate financial responsibilities and long-range educational commitments to its academic programs, it has never ceased to be aware of the fact that as community affairs have an im­ pact on the College, so does the developme nt of the College affect the flj c ommunity. Just as some of the faculty have sought to work among community i r-1 groups, so the community has sought out the services that the College could offer. It is no wonder then that the community at large has shared in the Institute's growth and has encouraged its development. The mutual desire of town and gown to work with one another for -38- �a the advantage of both is not only a demonstration of teamwork between higher education and the region, it is an educational venture into the field of adult extension education, wherein the College is acting in the role of "urban agent. " d In representing the College as "urban agent, " the Institute of Regional Affairs has attempted to create the "tomorrows1’ from the work of the "todays. " 'I I* I • fTTi I IJ II> 1 • niD -39- I i ii ’j �INSTITUTE OF REGIONAL AFFAIRS DIRECTOR Hugo V. Mailey ASSOCIATE DIRECTORS Philip R. Tuhy Walter H. Niehoff EDITORIAL CONSULTANT Alfred S. Groh PART-TIME SECRETARIES Mary Argenio Dorothy Schlingman I b ‘in n INSTRUCTORS - SHORT COURSES Robert L. Betzler, BS, MS Anthony Broody Francis G. Ecker, Fire Chief, Wilkes-Barre Robert B. Edgerton, CPPO Ferdy Endre Thomas P. Garrity, SR A, SRWY Billy Jo Gross Karl Guers, Penna. State Police John Lowe, Capt. of Det. , Wilkes-Barre Francis Murphy Albert Spunar John Sulcoski Walter Wint, Det. Sgt., Wilkes-Barre Anthony Zubris I ill' n b n T1 -40- I �|U 'n Lynn Glomb, Research Assistant Kathy Hannon, Secretary Ellen Hepner, Clerk Mary Kazmierczak,. Clerk Kathy Lacey, Secretary Molly McNamara, Clerk Patricia Moir, Research Assistant Nancy Orcutt, Secretary Jean Presciutti, Secretary Ellen Ramsey, Librarian Jayne Roderick, Clerk Stephen Shaiman, Research Assistant Kathy Shiner, Librarian Marie Skibinski, News-Letter, Assistant Editor Ann Somerville, Research Assistant I £E> n CD Q a a L -41- �I 8 I ADVISORY COUNCIL I Eugene S. Farley, Ph. D. President ! Francis J. Michelini, Ph. D. Dean of Academic Affairs John J. Chwalek, M. A. Guidance and Counseling Harold E. Ccx, Ph. D. Transportation ■ I a Eugene L. Hammer, Ed. D. Education Hugo V. Mailey, Ph.D. Municipal Government Jaroslav G. Moravec, Ph. D. Sociology j fn J dJ Robert Riley, Ph. D. Psychology Samuel A. Rosenburg, Ph. D. Economics I II ni • J Olli Philip R. Tuhy, M. G Urban Planning A. nlllffl . .J! n 129226 um -42- �j; o 0? 0 n Ui O' r D s File B>' r,;>te 129228 1552 1969 Willces College. Institute of Regional Affairs. Annual report, 1969. Ul ■ h i I ;n n iJ I Fl J jjl JS1543 1552 1969 129223 archivhs �( lllll■lllllllll■llll looDasoaTB i ■ I ; • WILKES UNIVERSITY LIBRARY uP Ji nn J '—1 n f n I i I JI I / � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Annual Report for the Institute for Regional Affairs, 1969 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1969 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/21b35663aff81b1498b49f7fd601af57.pdf fa0a1f7998b06215c2327411700c50a9 PDF Text Text �Mi CIVIL SERVICE RULES AND REGULATIONS FOR SWOYERSVILLE, PENNSYLVANIA EUGENE SHEDDEN FARLEY. LIBRARY i 1933 WILKES COLLEGE WILKES-BARRE, PA L Il I I I I ■ a. I 1969 Institute of Regional Affairs Wilkes College Wilkes-Barre, Pennsylvania �’ *.-;?ves JS/5S ARTICLE I. Ilfi 1 B 8 S fl a DEFINITION OF TERMS Section 101. Definitions. Unless otherwise expressly stated, the fol­ lowing words and phrases, wherever used in these rules and regulations, shall be construed to have the meaning indicated herein: Borough - The Borough of Swoyersville, Pennsylvania. Borough Secretary - The Secretary of the Borough of Swoyersville, Penn­ sylvania. Certification - The submission to the appointing authority of names taken from the eligible list. Chairman - The Chairman of the Swoyersville Borough Police Civil Service Commission. Commission - The Swoyersville Borough Police Civil Service Commission. Council - The Council of the Borough of Swoyersville, Pennsylvania which is the appointing authority. Eligible - A person whose name is recorded on a current eligible list or furlough list. Eligible List - The list of names of persons who passed any examination for a particular position in the Police Department. I I I II II II Furlough List - The list of persons who were laid off from positions in the Police Department because of a reduction in the number of officers in the Police Department. Probationer - An officer in the Police Department who has been appointed from any eligible list, but who has not yet completed his work test period. Reduction in Rank - A change to a different position or rank which results in a decrease in salary; provided, however, that a decrease in salary without a change to a different position or rank shall not constitute a reduction in rank. II Removal - The permanent separation of a police officer from the Police Department. fl Secretary - The Secretary of the Swoyersville Borough Police Civil Service Commission. Suspension - The temporary separation of a member of the Police De­ partment from his position. $2*" ' j.22 I -1- ��ARTICLE III. APPLICATIONS 301. Application Form. No person shall be admitted to an examination for a position in the Police Department of the Borough of Swoyersville, Penn­ sylvania until after he shall have filed, on the official form prescribed by the Commission, a sworn application giving such information as the Commission shall require. The official application form and all notations, references, and statements appearing in it are incorporated by reference into these rules and regulations and shall be as much a part of these rules as if they were fully described herein. 302. Availability. Application forms shall be available to all interested persons in the office of the Borough Secretary and in the office of the Secretary of the Commission. 303. Age Qualifications. At the time of application, no applicant for any position in the Police Department shall be less than twenty-one (21) years of age, and no applicant for the position of patrolman shall be more than forty (40) years of age. Each applicant shall present satisfactory evidence of his date of birth. 304. General Qualifications - All Applicants. Each applicant for any position in the Police Department shall be a male, a citizen of the United States, and shall have graduated from an accredited high school or have an equivalent education, such as a General Education and Development equivalent, or an ac­ credited correspondence school. Each applicant shall be medically fit for the performance of the duties of a police officer, of good moral character, and li­ censed to operate a motor vehicle in the Commonwealth of Pennsylvania. In the case of a foreign-born applicant, evidence satisfactory to the Commission shall be produced showing the person to be a naturalized citizen. 305. General Qualifications - Applications for Patrolman II, Sergeant, and Chief. In addition to meeting the qualifications fixed for each applicant for a position in the Police Department, all applicants for the position of Patrolman II, Sergeant, and Chief of Police shall: (a) Have been continuously employed in the police service for at least: (1) Patrolman II - 2 years (Police Department) (2) Sergeant - 5 years (Police Department) (3) Chief of Police - 7 years (Police Department) (b) Have satisfactorily completed an in-service training program for police officers or have graduated from a recognized police -3- �academy or school, and trained at first opportunity at Borough expense, and 1 [ffl (c) Have demonstrated an ability to carry out orders from supe­ riors, and .1 (d) Demonstrate a working knowledge of Police science and ad­ ministration, and I (e) Demonstrate an ability to deliver and supervise the work of subordinates, and ! (f) Have received at least a grade of "satisfactory" on his latest service rating; provided that an evaluation of the experience, training, general background, and such other records of per­ formance of the applicant, at the discretion of the Commission, may be substituted for the service rating. ■E E ,^P ■H ■D - 306. Investigation of Applicants. An investigation of the character and reputation of the applicant may be made by the Commission and may include credit reports and reports of investigations from recognized agencies. 307. Filing Applications. Applications for any position in the Police De­ partment shall be filed at any time, during normal business hours, in the office of the Secretary of the Commission. The filing of such applications shall be sub­ ject to the following conditions: (a) No application filed after 12:00 noon on day that is fourteen (14) calendar days prior to the date fixed for the written examination shall be considered for such examination unless otherwise pro­ vided in the notice, and (b) An application shall become void one (1) year after the date it was filed. 308. Recording Applications. The Secretary of the Commission shall review each application for the purpose of determining that such application contains no minor errors or omissions. Any application containing minor errors or omissions shall be returned to the applicant for correction. The Secretary of the Commission shall date, number, and record, in the order of filing, all applications free of minor errors or omissions. An application, once recorded, shall be a public record and shall not be returned to the applicant ■ 309. Disqualification of Applicant. The Commission shall not examine any applicant who lacks any of the prescribed qualifications unless, iin the judgment of the Commission, it can be reasonably presumed that the applicant . ----- — shall -4- �,r have acquired the necessary qualifications prior to the date of a possible certifi­ cation from the list of eligibles produced as a result of the examination. 310. Penalty for False Statement. The statements made by the applicant in the official application shall contain no falsification, omission or concealment of material fact. Should investigation disclose any willful misstatement, falsifi­ cation or concealment with respect to an application: I I 1 J 10 (a) The application shall be invalid and the applicant shall be dis­ qualified from examination, or (b) If the applicant shall have been examined, the name of such applicant shall be removed from the eligible list, or (c) If the applicant shall have been appointed, such willful mis­ statement, falsification or concealment shall constitute grounds for dismissal from the Police Department. No person who shall make willful false application shall be permitted to make any future application for any position in the Police Department of the Borough. 0 D u I IT Ul IR rI b (T -5- �E I ' J I I I [ I QI G ‘D Ll I n U ARTICLE IV. ANNOUNCEMENT OF EXAMINATIONS 401. Public Notice. Public notice of the date, time, and place of every examination, together with the information as to the position to be filled, shall be given by publication, once in a newspaper of general circulation in the Borough. The public notice shall be published at least three (3) weeks prior to an examina­ tion and a copy of the notice shall be prominently posted on the bulletin board in the Borough Municipal Building. Additional public notice by publication, posting, or otherwise may be given at any time at the discretion of the Commission. 402. Notice of Examinations. In addition to the public notice, the Sec­ retary shall give written notice to each qualified applicant, as follows: (a) By mailing or otherwise delivering to each applicant qualified to take a medical examination, a notice which shall include the name of the medical examiner, and the date, time and place of the examination. (b) By mailing or otherwise delivering to each applicant notice which shall include the date, time, and place of the written and oral examinations. Every notice shall be mailed by certified mail or registered mail or otherwise delivered at least three (3) days prior to the date fixed for such ex­ amination. Only applicants receiving notices to report for any examination shall be permitted to participate in such examinations, and each applicant shall present his notice to the examiner before he shall be examined. Failure to report for any examination in accordance with the instructions contained in the written notice shall disqualify the applicant, except that in the case of medical examination, the applicant, with the prior approval of the medical examiner designated in the notice, may fix another date and time for such examination; provided however, that any such date or time shall be within the period fixed for medical examination in Sec­ tion 403 of these rules. 403. Scheduling Medical Examinations. No medical examination shall be scheduled less than five (5) days, nor more than ten (10) days from the date fixed, in the public notice for a written examination. g fl ! -6- �.. ARTICLE V. ol ni MEDICAL EXAMINATION 501. Appointment of Medical Examiners. The Commission shall appoint one or more medical examiners to make all medical examinations required by these rules. 502. Medical Requirements. Every applicant for appointment to any position in the Police Department shall submit, at his expense, to a medical examination and shall meet the minimum medical requirements established by the Commission before he shall be permitted to take any written or oral examination. A statement of the medical requirements established by the Commission shall appear in the official application form and a copy of such statement of medical requirements shall be filed in the office of each medical examiner. L L 0 Every applicant for the position of patrolman shall demonstrate his ability to pass the following physical requirements: (a) He shall show no physical conditions or medical history which in the opinion of the physician should be cause for rejection. (b) He shall demonstrate at least 20/20 corrected vision in each eye. (c) In bare feet he shall be at least sixty-eight (68) inches and not more than seventy-six (76) inches in height and of such weight as is prescribed in medical standards for his height. D pu (d) He must be able to hear a low conversational voice at a dis­ tance of at least fifteen (15) feet in one ear and twenty (20) feet in the other. (e) He must be free from local or systemic skin diseases. (f) L His respiration must be full, easy, and regular as determined by the examining physician. (g) His blood pressure shall be: Systolic Maximum 135: Diastolic 90. (h) His pulse pressure may range from 15 to 50. (i) He shall have no history or presence of a serious mental disease as determined by the examining physician. (j) Exceptions to Subsection "i" above may be permitted at the -7- �Lk P) □I B 1I tl I L discretion of the Commission upon recommendation of the examining physician. (k) His serology and urinalysis tests shall be normal. 503. Report of Medical Examiner. The Commission shall furnish the medical examiner with forms upon which he shall state his findings, regarding the applicant. The report of each examination shall be submitted by the exam­ iner directly to the Secretary of the Commission within three (3) days after the date of the examination. It shall be the responsibility of the applicant that the results of the physical examination are delivered to the Secretary. 5 04. Rejection of Medically Unfit Applicants. If the medical examiner shall deem any applicant medically unfit for performance of the duties of a police officer because of any bodily or mental defect, whether or not the defect shall be specif­ ically stated as cause for rejection in the statement of medical requirements, such applicant shall be rejected and a brief statement of the reasons for rejection shall be entered in the report of his medical examination. Insofar as practicable, how­ ever, the medical examiner shall determine the medical fitness of an applicant by adhering to the statements of the medical requirements. 505. Re-examination of Medical Fitness. Each applicant eligible for certification to the Council for appointment to any position in the Police Depart­ ment shall be instructed by the Secretary of the Commission, before being cer­ tified, to inform the Commission of any illness or injuries requiring the attendance of a physician or requiring hospitalization and of any surgical operations that shall have occurred after the original medical examination. If, in the judgment of the Commission, there shall have been any change in the medical fitness of any applicant, whether or not such change shall have been reported by the ap­ plicant, the Commission may require the applicant to submit to a further medi­ cal examination before his name shall be certified for appointment. n n a nLi I ... fi -8- �■ t 16 ARTICLE VI. 601. il WRITTEN AND ORAL EXAMINATIONS Examinations for Patrolmen. (a) The examination for the position of Patrolman shall consist of the following two parts: l! (1) A written examination which shall include a general police aptitude test, an intelligence test, personality profile, and such other written tests as the Commission may, from time to time designate, and I! (2) An oral examination. H Class nujnber ■/ /■ - Title za___ Date received u Edition or scries Publisher A) ■ c-------- ---------------- ■ Year of publication Illustrator No. of copies desired Date of bill Price Cost per copy Department for which recommended I I L. C. card no. <0 Teacher making request Reason for request CAT. NO. 24 203 (2) For the oral examination, a total of thirty (30) points. The sum of the weighted score shall not exceed one hundred (100) percent. Volumes Date ordered Dealer (1) For the written portions of the examination, total of seventy (70) points, (aptitude 50, mental maturity 10, and personality 10), and G 7 i ______________________________________________________ Author 'surname first! CMNo. of copies ordered (b) Each part of the written examination and the oral examination shall be graded on the scale of one hundred (100) percent and shall be weighted as follows: PRINTED IN U.S.A. ' 602. Examinations for Patrolman II, Sergeant, and Chief. (a) The examination for the position of Patrolman II, Sergeant, and Chief of Police shall consist of three parts, namely: (1) A written examination which shall include a test of police knowledge and performance, an intelligence test, and such other written tests as the Commission may, from time to time, designate, and ■ (2) An oral examination, and (3) An evaluation of the service ratings or performance records of the applicant. I (b) The examination shall be graded on a scale of one hundred. (100) percent and shall be weighted as follows: (1) For the written portions of the examination, a total of seventy (70) points, and I -9- �- 6 I] li II II 0 IJ [l I -0 (2) For the oral examination, a total of twenty (20) points, and (3) For the evaluation of the service ratings or perfor­ mance records of the applicant, a total of ten (10) points. The weight assigned to the test of police knowledge and performance in the written portion of the examination shall be greater in an examination for Sergeant than in an examination for Patrolman II, and the greatest in an ex­ amination for Chief of Police. In every case, however, the total weight assigned to the written examination shall be a total of seventy (70) points. 603. Passing Grades. The minimum passing grade for an examination for the position of Patrolman shall be a score of seventy (70) percent on every portion of the examination. The minimum passing grade for an examination for the position of Patrolman II, Sergeant, and Chief of Police shall be a total score of seventy-five (75) percent, and each applicant for any such position shall score at least seventy (70) percent on each part of the examination. Every applicant for the position of Patrolman who receives a score of at least seventy (70) per­ cent, and who is entitled by law to additional credit for service in the Armed Forces of the United States shall have his score adjusted accordingly. Appli­ cants claiming veterans' preference shall submit satisfactory proof of service disability, if any, and honorable discharge, whenever the Commission shall so demand. 604. Notice of Applicant's Grade. When the grading of each examination is completed, the Secretary shall give each applicant written notice of his grade. 605. Ineligibility for Future Examination for Six Months. If an applicant fails to obtain a passing grade in any examination, he shall not be eligible for a subsequent examination for any position in the Police Department of the Borough for a period of six months. 606. Administering Examinations. The Commission may designate the Institute of Regional Affairs of Wilkes College, the State Civil Service Commis­ sion of the Commonwealth of Pennsylvania, any other recognized examining agency, or any qualified person to act as examiner for the written examinations. The Commission shall reserve the right to accept or reject, in whole or in part, the recommendations of the regularly appointed examining agency. The oral examination and the evaluation of the service or performance record of any ap­ plicant shall be the responsibility of the Commission; provided, however, that the Commission may designate, from time to time, such persons qualified to evaluate performance or service records, as are considered necessary to assist in such examinations and evaluations. -10- �MM K Ui 11 r~l II II 607. Conduct of Written Examinations. The Commission shall prepare a statement of instructions and rules for the conduct of written examinations. The regularly appointed examiner shall carry on each such examination in accordance with the instructions of the Commission, and be responsible for enforcing the rules of conduct for written examinations. 608. Penalty for Improper Conduct. Should any applicant be found guilty of any act tending to defeat the proper conduct or the result of any examination, his name shall be removed from any eligible list resulting from the examination and the applicant shall not be permitted to make any future application for any position in the Police Department. I H Li I G 1.1 i ■ ■ 0 D J pl J -U- �1, 6 i r JI Hl I P I a ARTICLE VII. ELIGIBLE LISTS 701. Preparation of Eligible List. As soon as possible, after the com­ pletion of each examination, the Secretary shall prepare an eligible list upon which shall appear the name of each applicant who received a passing grade in the exam­ ination. The names on the eligible list shall be arranged, from the highest to the lowest, in the order of the final weighted score received by each such applicant. The eligible list shall be filed in the office of the Secretary and a copy posted on the bulletin board in the Borough Municipal Building. 702. Breaking Tie Scores. When two (2) or more qualifying applicants shall receive the same final weighted score, the order in which the names of such persons shall appear on the eligible list shall be determined by their total scores on the part of the examination assigned the greatest weight. In the event that two (2) or more qualifying applicants also receive identical scores on the part of the examination assigned the greatest weight, the order of listing shall be determined by the order in which the applications were numbered for re­ cording purposes. 703. Life of Eligible Lists. In no case shall any eligible list remain in effect for a period of more than one (1) year from the date of its presentation. Date of preparation refers to the actual compilation of the list which is to take place not more than sixty (60) days after the receipt of the request from Council calling for the establishment of same. 704. Furlough Lists. Whenever the Council causes a reduction in the numbers of police officers, the Commission shall prepare and maintain a list of the names of all such furloughed officers, together with the position held by each such officer at the time of furlough. The names on the furlough list shall be arranged, from the greatest to the least, in the order of the length of service of each furloughed officer in the Police Department of the Borough. m LI li [ u -12- �d fjl ARTICLE VIII. CERTIFICATION AND APPOINTMENTS . i 1 I I I 801. Filling Vacancies. When a vacancy is to be filled in the Police De­ partment, the Council shall submit a written request to the Commission for certi­ fication of eligibles. In making the request, the Council shall state the title of the position to be filled and the compensation to be paid. 802. Furlough List to Fill Appointments. Upon receipt of a request from the Council, the Commission shall first certify the names of those eligibles who were furloughed because of a reduction in force. In filling a vacancy from the furlough list, the Commission shall certify the top name only. If more than one (1) vacancy is to be filled, the Commission shall certify from the top of the list that number of names equal to the number of vacancies to be filled. 803. Certification from Eligible Lists. If no furlough list exists or if the total number of vacancies cannot be filled from the available names on the furlough lists, the Commission shall certify names from the eligible lists. The Council shall notify the Commission of any vacancy which is to be filled and shall request the certification of a list of eligibles. The Commission shall certify for each existing vacancy from the eligible list the names of three (3) persons thereon, or a lesser number where three (3) are not available, who have received the highest average. oi I 804. Removal of Names from Furlough and Eligible Lists. In addition to the reasons stated as grounds for removal in these rules or as stated in the Law, the name of any person appearing on a furlough list or an eligible list shall be removed by the Commission if such person: (a) ' I Is appointed to a position in the Police Department of the Borough, or (b) Declines an appointment to a permanent position in the Police Department of the Borough, or I lG I (c) Fails to make written reply to the Commission within seven (7) calendar days from the date of mailing of a notice of cer­ tification, or (d) Indicates availability for appointment and is appointed to fill a vacancy but fails to report for duty at the time prescribed by the Council unless, in the opinion of the Council, such person can show good and sufficient reasons for failing to report. The name of any person on any eligible list also shall be removed by the Commission if he is three (3) times certified for consideration for appointment -13- �Ia J and is not appointed. Nothing in this section, however, shall be construed as authorizing the removal of the name of any person on any furlough list or eli­ gible list who refuses or accepts a position of a lower rank than for which he has qualified. I 805. Appointment Procedures. Whenever the name of any person is cer­ tified to the Council from either the furlough list or the eligible list, the person shall be immediately notified of his certification by either certified or registered mail. The notice shall include the title of the position and the compensation to be paid, and shall also state that the person certified make a written reply within seven (7) days from the date of mailing such notice. a L n 806. Probationary Period. All original appointments to any position in the Police Department of the Borough shall be for a probationary period of six (6) months. The Chief of Police shall investigate the adjustment, performance, and general acceptability of each probationer under his supervision to determine whether such probationer is fully qualified for permanent appointment. The Chief of Police shall make a report of the performance and conduct of each probationer at the end of the second month of the probationary period, at the end of the fourth month of the probationary period, and finally not less than ten (10) calendar days nor more than fifteen (15) calendar days before the next regular meeting of the Council immediately preceding the end of the probationary period. Each final probationary report shall include the recommendation of the Chief of Police either to retain or to reject the probationer. Each report shall be submitted in writing to the Council. Within five (5) calendar days after the regular meeting of the Council immediately preceding the end of the probationary period, the Council shall notify the Commission, in writing, of its decision to retain or re­ ject the probationer. The Commission, in turn, shall notify the probationer in writing of the decision of the Council on or before the date of the close of his probationary period. 807. Residence. The appointee to a position in the Police Department in the Borough shall establish residence in the borough by the end of his probationary period. -14- �& al ARTICLE IX. SUSPENSIONS, REMOVALS AND REDUCTIONS IN RANK i 'L_U J J 1 IM J 11 901. Procedure. Whenever any police officer in the Borough is suspended, removed, or reduced in rank the specific charges warranting each such action shall be stated in writing by the appointing authority. The charges shall be stated clearly and in sufficient detail to enable the person accused to understand the charges made against him and to answer to them. As soon as practicable, the statement of charges shall be filed in duplicate with the Commission, and within five (5) calendar days of such filing, a copy of the statement of charges shall be delivered to the person accused either by personal service or by certified or registered mail. 902. Demand for Hearing. Any police officer suspended, removed or reduced in rank may file with the Commission a written demand for a hearing. He may make written answers to any charges filed against him not later than the day fixed for hearing. The Commission shall grant him a hearing which shall be held within a period of ten (10) days from the filing of charges in writing, unless continued by the Commission for cause at the request of the Council or the accused. Each such hearing shall be open to the public unless the person accused shall request the Commission in writing that such hearing be closed. 903. Notice of Hearing. Notice of the date, time and place for each hearing shall be given in the following manner: (a) By either personal service or by certified or registered mail to each person making charges and to the person accused, and B n (b) By mailing a notice to all other parties who have stated an interest in the hearing; provided, however, that any failure to give the notice required by this subsection shall not in­ validate any action taken by the Commission. I I I i I 11 904. Oaths. All testimony shall be taken under oath. The Chairman, or in his absence the Vice Chairman, shall administer all oaths. 905. Subpoenas. The Chairman, or in his absence the Vice Chairman, may compel the attendance of witnesses and the production of records and papers pertaining to any hearing. However, upon the written request of the person ac­ cused or of any person making charges, the Chairman, or in his absence the Vice Chairman, shall order the attendance of any witness or the production of any pertinent document; provided that such written request is filed with the Secretary within five (5) calendar days from the date of the scheduled hearing. 906. Hearing Procedure. (a) The Chairman, or in his absence the Vice Chairman, shall state the general purpose of the hearing, and I -15- �(b) The Secretary, upon direction of the Chairman, or in his absence the Vice Chairman, shall read the charges against the person accused together with the record of action taken against such officer, and next (c) The Secretary shall read any written reply of the person ac­ cused, and next (d) The Chairman, or in his absence the Vice Chairman, shall afford each person making charges, or his counsel, an op­ portunity to make any further statements in support of the charges and to produce any witness or witnesses in support thereof, and next (e) The Chairman, or in his absence the Vice Chairman, shall afford the person accused, or his counsel, an opportunity to cross-examine any person making charges or any witness, or witnesses produced by such person, and next (f) The Chairman, or in his absence the Vice Chairman, shall afford the person accused to testify in his own defense and to produce any witness or witnesses in support of his de­ fense, and next (g) The Chairman, or in his absence the Vice Chairman, shall afford each person making charges, or his counsel, an op­ portunity to cross-examine the person accused who has testified, or any witness, or witnesses who have testified in support of his defense, and next (h) The Chairman, or in his absence the Vice Chairman, shall permit each person making charges, or his counsel, to make a summation, and next (i) The Chairman, or in his absence the Vice Chairman, shall permit the person accused, or his counsel, to make a summation. Any member of the Commission, at any time during the course of the hear­ ing, may question any person who has testified. 907. Decision of the Commission. Within thirty(30) calendar days after the hearing, the Commission shall make its decision in writing approved by at least two (2) of its members who heard the case. The decision shall include all findings of facts and conclusion reached. A copy of the decision signed by the members rendering such decision shall be mailed by certified mail or regis­ tered mail or otherwise delivered, to the person making the charges, the ac- -16- �cused officer, to the Council and to the Counsel, if any, who represented any of the aforesaid persons at the meeting. 908. Right of Appeal. The person suspended, removed, or reduced in rank shall have immediate right to appeal to the Court of Common Pleas of Luzerne County in the manner provided by law. l l I II I • J 1 I l| I ■ Il I -17- �ARTICLE X. RECORDS 1001. Inspection in General. Except as otherwise provided in this Article, all of the records of the Commission shall be open to the public and available for inspection during normal business hours. A member of the Commission, or any person who may, from time to time, be designated by the Commission, shall be present at all times during any inspection of any record of the Commission. 1002. Character and Reputation Reports. All reports of investigations and inquiries into the character and reputation of applicants shall be kept in the strictest confidence, and shall not be open to inspection. 1003. Inspection of Examination Materials. All examination material shall be confidential and shall not be open to general public inspection. Any examined applicant may inspect his examination papers, provided that: (a) He makes a written request to the Commission with seven (7) calendar days from the date of mailing of the written notice of his grade, and (b) He receives the written consent of the Commission to in­ spect his examination papers, and (c) f He makes his inspection within five (5) calendar days from the date of the mailing of the consent of the Commission. The Commission shall not consent to the request of any examined ap­ plicant to inspect any written examination paper which may be used in any subsequent written examination that may be scheduled within ninety (90) cal­ endar days following the date of receipt of the written request. If the Com­ mission consents to an inspection of any of the written examination papers by any examined applicant, it shall state in its letter of consent the specific examination papers that may be inspected. Before any member of the Commission, or any person designated by the Commission, permits any inspection of examination papers, he shall require the examined applicant to produce the letter indicating the consent of the Commission and he shall limit the inspection by the examined applicant to only those examination papers indicated on the letter of consent. No examined applicant shall be permitted to inspect any examination papers other than his own, nor shall he be permitted to make any written notes while he is inspecting any examination paper. -18- �AMENDMENTS ARTICLE XI. 1101. Amendments. The Commission, with the approval of the Council, may, from time to time, amend any part of these rules and regulations. The foregoing rules and regulations, which are in accordance with the powers granted by the Civil Service Sections of "The Borough Code, " Secs. 1171-1195, enacted by the General Assembly of the Commonwealth of Pennsylvania and in accordance with the authority granted by the Council of the Borough of Swoyers­ ville, Pennsylvania, are hereby adopted by the Swoyersville Borough Police Civil Service Commission on , . (Signed) (Signed) (Signed) Approved by the Council of the Borough of Swoyersville, Pennsylvania on President of the Council ATTEST: Borough Secretary 82-161221 -19- �IIHIIIII ioooiboia3 0 MILKES COLLEGE LIBRARY I �1 I , <■ r;i I ■ . ■ D J '■ 1 1 J IlJ fd I i L: ■ 1 - I � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Civil Service: Rules and Regulations for Swoyersville, Pennyslvania, 1969 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1969 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/626ca6e449d7ac44350d798f13babb01.pdf 050ad7cf914f91ceec092f766fea5e64 PDF Text Text ■■■Bl a ■ JOW POLICE SERVOO A 1 ti ■ .7 J '77-' 1 1 1 1 fl is B te' HV7777| W683 | INSTITUTE OF REGIONAL AFFAIKS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA �I II I I I I 13 1.1 I I B I I I I I I ! I r n i i i i JOINT POLICE SERVICE FOR BACK MOUNTAIN KINGSTON TOWNSHIP DALLAS TOWNSHIP DALLAS BOROUGH el , PA. 1969 INSTITUTE OF REGIONAL AFFAIRS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA �' HIVES I If; ■ FOREWORD The actual and potential advantages of sound intergovernmental programs and arrangements have long been recognized in relation to a number of traditional local government services. This Study for three Back Mountain municipalities extends this recognition to the field of local law enforcement, a traditional local government service which has received only scant attention in Northeastern Pennsylvania. I - £ The Back Mountain is primarily an area of small police forces, each of which operates in its own independent sphere, and attempts independently to sustain its own operations, Coordination of police activity in the area has tended to be sporadic and informal, The all-purpose small police force is difficult to attain now, and will be more so in the future, Cooperation must, therefore, be achieved through other means, not simply by the traditional mutual, and often informal, agreement to render assistance on an emergency basis. It was with the thought of providing police service on a coordinated basis that the local governing officials of Dallas Borough, Dallas Township, and Kingston Township met with a representative of the IRA. Out of this meeting came the re­ quest by the governing bodies of all three municipalities for a Study and recom­ mendations as to just how such coordination could be effectuated under Pennsylvania law. During this period of the Study, the IRA staff members enjoyed unusually fine cooperation from Dallas Borough Police Chief Thomas Honeywell, Dallas Township Police Chief Frank Lange, and Kingston Township Police Chief Her­ bert H. Updyke, as well as from the three secretaries of the municipalities, and others to whom the IRA staff applied for information and assistance. 8 g r r e The findings and recommendations set forth in this Study are strictly the responsibility of the IRA. Any community receives the level of police protection it desires and deserves. The local governing officials, by the very fact that they requested the study, are not negatively disposed toward better police service. Rather, they have exhibited genuine interest in police activities. If this study con­ tributes even in a small way toward making the three municipalities a better and safer community in which to live and work, the IRA will feel a real measure of accomplishment. Hugo V. Mailey Director �TABLE OF CONTENTS Page I. A. B. i il’tr. II. ul 1 Introduction Components of Good Police Service The Back Mountain Inventory • A. The Back Mountain Communities B. . Police Organization.................................................... • • C. Budgets ......................... D. Salary Schedules E. Uniforms and Other Fringe Benefits F. Promotion Policies G. Training H. Equipment, Communications, and Maintenance Morale and Discipline I. Memo Book, Blotter and Records J. K. Traffic and Juvenile Control ..................................... Police Patrol Operation ...................... M. Police Office and Detention . .................................. N. Community Relations . ................................. . O. Summary of Inventory fl 1 3 4 4 5 7 7 9 9 10 11 11 11 11 13 13 13 III. The Key to Adequate Protection 15 IV. Legal Basis for Inter-Municipal Police Service 17 A. B. C. D. Auxiliary Police ............................................... Contract for Mutual Aid or Complete Service Joint Action Contracts Under Codes Joint Municipal Activities Act 21 Optional Joint Police Agreements A. B. C. Formal Agreement for Mutual Use of Police on Call Basis Only. Contracts for Police Service Merged Police Department 21 22 23 27 Conclusion Appendix A. 17 17 18 18 Combined Budget of Three Police Departments - 1969 ^04 i �Appendix B. Apportionment of Police Personnel and Police Expenditures for Merged Police Department Im Appendix C. Apportionment of the 19&9 Combined Police Expenditures of All Three Municipalities rp Appendix D. Apportionment of Personnel for Merged Police District fl L F F F r K I i ii �TABLES n Page Number n I. Demographic Features 4 II. Number of Police Personnel 5 III. Police Budgets 1969 6 IV. Budgeted Tax Rates - 1969 7 V. Police Salaries 7 VI. Uniforms and Fringe Benefits 9 ni- VII. Police Equipment 10 r VIII. Work Shifts and Patrols 12 r or n- ■' r iii �- INTRODUCTION Rapid urban development, especially since World War II, has aggravated old municipal problems and created new ones. Despite clear early warnings of the potential impact of the approaching surge of urbanization, local governments generally failed to take significant and timely action to meet the new challenges. Municipalities continued to rely on traditional organization and methods to cope with new problems which required new solutions. Delayed action has left a cum­ ulative dilemma, commonly recognized as the "Big Squeeze" between accumu­ lated needs for new or improved services and limited financial resources. Urbanization does not refer only to large cities but to many small com­ munities as well, such as Pennsylvania's boroughs and townships. Some of these communities are quite sizeable in area and population, while others are rural in character with significant clusters of industry and residences. Inertia to change, especially in matters relating to local government, is generally more persistent in smaller communities than in larger cities. For­ tunate, indeed, is the small growing community whose residents and officials recognize and face up to the evolving problems, which tend to creep up almost imperceptibly. Although the hour may be late, decisive early action through implementation of known, tried, and new tools and techniques of modern local government may release much of the pressure of the "Big Squeeze" and re­ vitalize the small community. Police services in small and medium size communities are among the first public functions to feel the pressures of urban growth. Locked within exist­ ing illogical and meaningless municipal boundaries, and immunized against change by obsolete parochialisms, small local police departments fall victims to the "Big Sqeeze" unaware that intermunicipal cooperation can temper or remove the obstructions to better service. ■ A. Components of Good Police Service In order to properly evaluate the need for cooperative police service in Dallas Borough, and Dallas and Kingston Townships, it is essential to understand the kinds and quality of police activities generally recognized as good police service. Stated in terms of people rather than things which policemen do, one needs to know what services the inhabitants of the area have a right to expect of their police departments. Although the extent and quality of such services may vary according to the place of residence, it is both fair and valid to apply recognized criteria to judge the relative adequacy of police services in any jurisdiction, large or small. People are entitled to every kind of protection no matter where they reside. Protection is no protection at all unless it is comprehensive and effective protection. �Tweasurf Textbooks summarize general purposes of a police department as (1) pre­ vention of crime by eradication of the base sources, (2) repression of crime by adequate patrols to eliminate or reduce hazards, (3) apprehension of offenders, (4) recovery of property, and (5) regulation of noncriminal conduct, including ed­ ucation in the dangers of violations, traffic control, and enforcement of minor regulations, such as sanitation and street use. f " 111. R d These general components may be more meaningful when expressed in terms of specific services to which the citizen has a right: 1. Secure feeling of safety through frequent preventative patrols by radio­ equipped police units, so that in the event of an emergency, well-trained policemen can be mobilized quickly. 2. Confidence in an adequately staffed and equipped police unit so that children, as well as adult members of the family, are secure against criminally inclined individuals on the public thoroughfares, and against the hazards of automobile traffic. 3. Knowledge that because of the personal character and professional training of the police officers, all health, safety, and other municipal ordinances and regulations will promptly and fairly be enforced against all violators without political incentive or pressure. 4. Assurance that when a physical crime is committed, or property stolen, the police will be adequately trained for effective investigation in new police techniques and instrumentation. 5. Reassurance that a qualified police officer can be promptly reached by phone at a single central station at any time of the day or night. 6. Attitude of courtesy and understanding developed out of a positive edu­ cational and community relations program. R ■ i i 1 ( Needless to say, these expectations are high standards to reach by even the best police departments. To accomplish them effectively, efficiently, and econ­ omically requires the soundest organization and administration. The difficulty of approaching these standards in any municipality is aggravated by the fact that in our mobile society, crimes are not confined to the legal municipal boundaries within which police departments are organized. Furthermore, in small communities, like those covered in this report, financial resources in any community are utterly inadequate to pay for the manpower and physical equipment needed to attain satis­ factory accomplishment of the standards on a separate basis. That communities get the level of police protection they desire and deserve is a truism demonstrated repeatedly in all sections of the country. It goes without -2- �____ —__ saying that a smart-appearing, well-disciplined, courteous but efficient and firm police department, technically skilled and professionally interested in providing the citizenry with a high level of police protection, will in the long run be proof of a safe and progressive community. 1 B. Recent years have seen a steady, but largely unplanned, development in the Back Mountain area of Luzerne County. General economic resurgence in the Wyoming Valley has spilled over into the area from Kingston to Dallas Town­ ship and even beyond. The area's natural beauty, the availability of desirable land, and the extensive recreation opportunities have combined to encourage new residents to be attracted to the area. A growing population, permanent and seasonal, and the accompanying building of homes, and business, commercial, and industrial facilities, have placed a strain on local municipal facilities and services. Already apparent, the demands for improved and increased municipal services are just beginning to be heard. The "Big Squeeze" is on between ser­ vices and resources. ■a I n The Back Mountain Local governments in the area have not responded to the increasing pres­ sures. Structurally and procedurally, they remain quite the same as they were several decades ago. The governing bodies of Dallas Borough, and Dallas and Kingston Town­ ships have become aware of the need for the improvement and addition of muni­ cipal services. Through mutual discussions, they have concluded that these needs are beyond the capabilities of any single community acting alone, but that in cooperation with each other these services can be offered to the citizenry. Realizing that they must pool their resources, they are prepared to act jointly in one area of municipal service to provide service efficiently and economically while at the same time preserving the separate identity and character of each community. The police departments of the three communities have cooperated in­ formally for a number of years. The officials of the governing bodies of the three municipalities have become increasingly aware that limited informal mutual assistance in police work falls far short of a satisfactory solution of the basic problem. They have, therefore, determined to investigate the feasibility of intermunicipal cooperation under a formal comprehensive agreement. j This report is a presentation of the current police services in the area, the various aspects and problems of police protection, and the legally available options for joint effort under Pennsylvania Law. -3- ��■ II. G Currently, Dallas Borough, Dallas Township, and Kingston Township each operates a separate police department under jurisdiction of the respective gov­ erning bodies. In order to identify problem areas in police operations and deter­ mine justification for some form of joint service, a summary of each department is here presented. D T 6 H I_J E c B n B B INVENTORY A. The Back Mountain Communities Dallas Borough consists of a compact area of approximately 2.5 square miles with a I960 population of 2, 586, or a density of 103 persons per square mile. It has 14.5 miles of improved and unimproved roads and is traversed by Pennsylvania Route 415, close to which the larger part of the population, as well as business and industry, is located. Dallas Township, a second class township, comprises an area of approx­ imately 27 square miles, extending northward from Kingston Township to the Luzerne County line. Its I960 population was 4, 053, and its population density about 105 persons per square mile. There are approximately 50 square miles of improved and unimproved roads, with U. S. Route 3 09 and Pennsylvania Route 415 carrying the heaviest traffic. Since a portion of the township is located south of Dallas Borough, its police travel through the borough on Route 415 and 309 to reach the southern area. Kingston Township is contiguous with the southeastern boundary of Dallas Township and has an area of approximately 36 square miles. The I960 popula­ tion was 5,450 and its population density is approximately 150 persons per square mile. The more heavily built-up area on the western portion is traversed by heavily traveled U. S. Route 309. There are some 87 miles of improved and unimproved roads in the township. Table I Demographic Features Dallas Township Dallas Borough E B Population 1900 Area Square Miles Miles of Roads 2, 586 2. 5 14. 5 B. 4, 053 27. 0 50. 0 Kingston Township 5, 450 36. 0 87. 0 Police Organization The Dallas Borough department, which is under the supervision of the mayor, consists of three full-time regular officers, including a chief and two I -4- �- —- 5 ■ patrolmen. There are, in addition, five special patrolmen, serving only on call by the chief. The Dallas Township police department, which is under the direction of the three township supervisors, currently consists of four regular officers, in­ cluding a chief and three patrolmen. The township police is also augmented at varying times, and on call only, by 12 special policemen. The Kingston Township police department, which is also under direction of the three township supervisors, currently consists of three regular officers, including a chief and two newly employed patrolmen. Kingston Township has 15 special patrolmen available on call. Ip Table II Number of Police Personnel 13 Li hLI Dallas Borough Chief Patrolmen Special Dallas Township 1 2 5 1 3 12 c. D □I 1« 1. Kingston Township 1 2 15 Budgets Expenditures Expenditures for police services budgeted for 19b9 by Dallas Borough amount to $19, 600, or 22% of total general fund expenditures of $80, 710. Of the police total, $15, 800 is budgeted for regular police salaries, $600 for special police, $600 for material and supplies, and $1, 800 for equipment and maintenance. Capital outlay is allotted $1, 800. The total police budget for 1969 in Dallas Township is $31, 120, including approximately $4, 000 received from the State Casualty Insurance for police pensions. Only $27, 120 of the police budget will be financed by local revenues. Thus, 22% of the $121, 850 total local general fund budget is expended for police purposes, and of the amount spent, $24, 120 is allotted to operation and main­ tenance. The appropriation for regular police salaries is $21, 320, and for special police $500, totaling $21,820 for salaries. Supplies are budgeted at $800, and equipment and maintenance at $1,500. Capital outlay for a police car amounts to $3, 000. 9 B ' J I* ' I A total of $24, 692 has been budgeted for the Kingston Township police de­ partment in 1969- Regular police salaries are allotted $15,600 and special police $3, 028, for a total salary outlay of $18, 628. With appropriations for material -5- �■ B fl and supplies fixed at $2,252, and equipment and maintenance at $812, the town­ ship expects to expend $21,692 for operations. An additional capital outlay of $3, 000 is provided for police car replacement. Total general fund expenditures for 1969 are budgeted at $110,751. 00, indicating that 22% of local funds are spent on police service. Table III Police Budgets 1969 Salaries: Regular Special Total a JT U I I Operation &: Maintenance: Material & Supplies Equipment Total Capital Outlay Total Police (Local Funds only) Total General Fund Exp. Dallas Borough Dallas Township $ 15,800. 00 600.00 16,400.00 $ 21, 320. 00 500. 00 21,820.00 $ 15,600. 00 3,028.00 18,628.00 600.00 1,800.00 2,400.00 800.00 1, 500. 00 2,300.00 2,252.00 812.00 3,064.00 800.00 3,000.00 3,000.00 19,600.00 27,120.00 24,692.00 $ 80,710.00 $121,850. 00 $110,751.00 22% 22% 22% % Local Expense for Police 2. Revenue Kingston Township �D 0 1 li D 0 I ' a o r 0 c D r total assessed real estate and occupation valuation of $6,485,295, and an earned income tax of 1/2%. Also levied are $2. 00 per capita tax on approximately 3, 000 taxables, and 1% on realty transfers. Table IV Budgeted Tax Rates - 1969 Assessed Value Real Estate Tax Occupation Tax Income Tax Per Capita Tax Real Estate Transfer Tax Dallas Borough Dallas Township Kingston Township $3,273,750.00 9. 0 mills $7,402,070.00 2. 0 mills $6, 485, 295. 00 3. 0 mills 1/2% $5. 00 1/2% $3. 00 1/2% $2. 00 1% 1% 1% D. The Dallas Borough Council has provided an annual salary of $5,400 for its police chief, and each regular patrolman receives the state minimum of $5, 200. Special police are paid at the rate of $1. 75 per hour when called. The annual salary of the Dallas Township chief is $5, 700 and each regular patrolman is paid the state mandated minimum of $5, 200. Special officers are paid $1. 75 per hour when called. The police chief for Kingston Township is paid an annual salary of $5, 750, and the patrolmen $5,200 each. Special police receive $1.60 per hour when called to active duty. D C 0 0 Salary Schedules Table V Police Salaries Dallas Borough Chief Patrolmen Special $5,400.00 5,200.00 1.75 per hr. E. Dallas Township Kingston Township $5,700.00 5,200.00 1.75 per hr. $5, 750. 00 5,200.00 1.60 per hr. Uniforms and Other Fringe Benefits Dallas Borough provides no social security coverage or any insurance on the lives of police officers or dependents. The Borough provides Workmen's Compensation coverage, but no medical or hospital insurance. -7- �Since the Borough's three-man force falls under a state mandated pension provision, pensions are based on municipal and individual contributions. The Borough contribution consists solely of receipts from the state's annual casualty insurance grants and none from local revenue sources. The fund is administered by a Pension Fund Commission, which includes the chief and two representatives designated by council. Paid vacations for the Borough police are fixed at one week after one year of service and two weeks after five years. While there are no specific regulations governing the amount of paid sick leave, the normal policy is full compensation during an officer's illness. Dallas Borough Council provides no allowance for uniforms, each officer being responsible for his own. Dallas Township provides no social security coverage and no life insurance on officers or dependents. The Township provides Workmen's Compensation cover­ age, but no medical or hospitalization insurance. The Dallas Township police pension plan, financed wholly from state casualty insurance grants, does not appear to be managed in accordance with state require­ ments for the current four-man force. There is no special fund controlled by the supervisors or a pension fund commission. Rather, on receipt of the state grant, the total is divided equally between the regular officers, each of whom is free to purchase annuities, invest in mutual funds, or otherwise create his own fund in a suitable" manner. Paid vacations are fixed at one week for the first four years, and two weeks after five years. The Township has no specific regulations governing sick leave, but in the past officers have received full pay for periods of illness. This prac­ tice is possible because the remaining officers voluntarily fill in without extra compensation. Each regular police officer of Dallas Township receives an annual uniform allowance of $200. 00 to be expended at his discretion. Kingston Township provides Workmen's Compensation, but no social secur­ ity, life insurance, or medical and hospital coverage for the police. The police pension program consists of individual annuities purchased with state casualty insurance grants. Paid vacations of one week are allowed for the first year of employment, and two weeks thereafter. Sick leave with pay is allowed to a maximum of 90 days, but is not cumulative. -8- �There is no allowance for uniforms, and much of the office and protective equipment is the property of the patrolmen. Table VI Uniforms and Fringe Benefits Uniforms Social SecurityLife Insurance Workmen's Comp. Med. & Hosp. Ins. Pensions Vacations Sick Leave r 0 0 n o Dallas Borough Dallas Township Kingston Township No allow, .self pur. None None Yes Self-paid State pension fund 1 wk. after 1st yr. 2 wks. after 5 yrs. Yes - No specific policy $200 allowance None None Yes Self-paid Indiv. Invest. of State grants 1 wk. after 4 yrs. 2 wks. after 5 yrs. Yes - No specific policy As needed None None Yes Self-paid Indiv. Annuities F. 1 wk. 1st yr. 2 wks. after 1st yr. Up to 90 days Promotion Policies Since each of the three police departments are small and have only the ranks of Chief of Police and Patrolman, promotions to the single higher rank have been rare. Consequently, the governing bodies of none of the three municipalities have a formal fixed policy on promotions. It was the concensus of those interviewed that should a vacancy occur in the office of Chief of Police in any of the three muni­ cipalities, the governing body of the municipality would in all liklihood promote a member of the force on the basis of seniority and performance, as is the case in most small communities. G. Training The officers in all three departments engage in in-service training programs in varying degrees. In each case, the patrolmen attend the elementary State Police field courses. The three Chiefs of Police have attended the F. B. I. courses which have been conducted in the Luzerne County area. The police of the three depart­ ments have attended the lectures, seminars, and the in-service short courses sponsored by the Institute of Regional Affairs at Wilkes College. However, no accurate and up-to-date personnel training folder is maintained by any of the departments. Marksmanship training has been minimal. No member of any of the three police departments has received advanced or specialized training in any phase of field work. No formal program of in-service training is conducted by any of the -9- �J' I 1 n □ □ 11 0 1 n ■I □ J 0 D 0 D I Chiefs of Police. There is no indication that any attempts have been made for cooperative in­ struction of the personnel of the three departments in preparation for potential joint use of police officers in emergency. The attendance by police officers of the three municipalities at short courses and police workshops is many times contingent on informal arrangements so that the Back Mountain area does not remain unprotected. H. Equipment, Communications, and Maintenance The Dallas Borough police department is radio-equipped, with a base unit in the Chief's home and a mobile unit in the 1969 police special vehicle. There is no radio at police headquarters. Telephone communication consists of a phone at headquarters, and one in the home of each of the three officers, paid by each individual. An answering service in Wilkes-Barre receives and relays calls when no Dallas Borough officer is present at police headquarters. The Dallas Township is radio-equipped, with a base unit at police headquarters and one mobile unit in the 1969 model standard vehicle. Telephone communication consists of a telephone at headquarters, and one in the home of each regular patrol­ man, paid by the individual. An answering service in Wilkes-Barre receives and relays calls when no officer is present at headquarters. The Kingston Township police department is radio-equipped, with a base unit at the chief's home and one mobile unit in the 1969 police special vehicle. There is no radio at headquarters. Telephone communications include a phone at headquarters, one in each officer's residence, paid by the individual, and a Wilkes-Barre answering service to receive calls when no police officer can be reached directly. Table VII Police Equipment Dallas Borough Police Car Base Radio Car Radio Telephone Police Special Chief's home Yes Headquarters; each police offi­ cer's home; answering service Dallas Township Stock model Headquarters Yes Headquarters; each police offi­ cer's home; answering service -10- Kingston Township Police Special Chief's home Yes Headquarters; each police offi­ cer's home; answering service �■' I n n m n n 0 11 J J n o n o D D 0 n n ■ . I I ; I | I ____ I. Morale and Discipline The three Chiefs of Police indicated to the staff of the Institute of Regional Affairs that there have been very few morale problems, and that when minor in­ fractions in discipline do occur, the matter is handled on a personal basis by the respective Chief of Police. There have been no occasions in recent years for the governing bodies to intervene in disciplinary cases. J. Memo Book, Blotter, and Records Daily duty reports provide the information for permanent records which include accident reports, incident reports, case records, juvenile control ac­ tivities, vice control, identification service, traffic and crime spot maps, and personnel criminal identification. The basis for these daily reports are the police officers' own small notebooks, which are not the property of the Police Departments. There is no uniform policy on note-taking. One of the shortcomings of all three departments results from one-man shifts, in which the partolman on duty is also responsible for desk duty as dis­ patcher and also serves as a police clerk. Each of the three departments maintains a desk blotter on which are re­ corded all of the daily activities. These are not detailed reports of particular in­ cidents, but provide the basic facts from which it is possible at a later time to cross-index with other records to obtain a complete report of an incident. Other types of files and records, though similar but not identical and normally main­ tained by small departments, are maintained by all three departments. K. Traffic and Juvenile Control The passage of main artery of traffic, Route 309, through the business district of Dallas Borough creates a severe traffic condition requiring first priority at certain times of the day. In fact, except for special events attracting large numbers of cars to other points in the Borough, traffic on Routes 415 and 309 consumes a significant amount of duty time. The same routes present traffic problems for Dallas Township, while Route 309 is the major problem in Kingston Township. None of the three police departments has a juvenile police officer. L. Police Patrol Operation Police car patrols are made to various parts of the Dallas Township on an irregular basis. Patrols into the southern end of the Township require the police car to travel through the Borough of Dallas. The job of car patrols by the single -11- �g police car and one officer is difficult, not only because of the 50 miles of roads, but especially because a number of significant clusters of homes are scattered throughout the Township. A few of the most important are Haddonfield Hills, Misericordia College, public junior and senior high schools, Maplewood Heights, and Old Goss and New Goss Manor, as well as the Irem Temple Country Club area. Most of these contain high-value properties. n a n G . y I fl fl c G The duty schedule for the Dallas Township police calls for three eight-hour shifts, each officer working six days followed by two days off. The shifts run from 6 AM to 2 PM, 2 PM to 10 PM, and 10 PM to 6 AM, assigned on a swing basis. Car patrols of the Dallas Borough police are random and at irregular in­ tervals, and are normally restricted, according to the chief, to the 8 AM to 12 PM shift. Patrols are relatively short because of the small area to be covered. This would imply emphasis on traffic enforcement, rather than prevention and protection. Each regular Borough officer works eight hours daily, six days per week, with the day divided into three shifts from 8 AM to 4 PM, 4 PM to 12 PM, and 12 PM to 8 AM. The chief is on duty regularly during the first shift, while the other two officers alternate on the later shifts. However, the third man is used mostly as relief on other officers' days off, and consequently, there is generally police service from midnight to 8 AM on a call basis only. Kingston Township police service is provided on a one-man shift basis as in Dallas Borough and Dallas Township. Patrols are conducted regularly on two shifts with officers on active duty. There are no patrols from 12 PM to 8 AM. A Kingston Township officer is on active duty only during the shifts from 8 AM to 4 PM and 4 PM to 12 PM. Since each officer works five days of eight hours each, the third man serves as relief on the days off. Consequently, police service during the 12 PM to 8 AM period is "on call" to the chief's residence. Table VIII Work Shifts and Patrols Work Week Daily Active Shifts Special Officers Patrols I Dallas Borough Dallas Township Kingston Township 6 days 8 AM to 4 PM (Chief) 4 PM to 12 PM 12 PM to 8 AM (on call) On call Random 8 AM to 12 PM 6 days (2 off) 6 AM to 2 PM 2 PM to 10 PM 10 PM to 6 AM (swing shifts) 5 days 8 AM to 4 PM 4 PM to 12 PM 12 PM to 8 AM (on call) On call Irregular On call Regular 8 AM to 4 PM 4 PM to 12 PM -12- �0 0 M. 0 i B Police Office and Detention Police offices in each municipality are located at the municipal buildings, or, in the case of Dallas Township at the new building near the senior high school. None of the police departments has local detention facilities. In the event that detention is required, the police officer must first obtain a commitment by a local justice of the peace, after which the individual arrested is placed in the Luzerne County prison. N. B B B E E c 0 0 I Community Relations None of the three police departments has any formal community relations program. Each of the Chiefs of Police indicated that they and their patrolmen constantly strive to maintain friendly and responsive relations with the public by friendly and courteous personal contacts with residents and byproviding the best possible services. The three Chiefs of Police do make a special effort to cooperate with the newspapers, appear on school programs, and frequent teen-age functions, as well as cooperate with church and local service organizations. O. Summary of Inventory The objectives of this Report do not include in-depth analysis of specific police activities, nor performance records of the three police departments. The data, in each case, are restricted to those essentials which confirm the tentative conclusions of the three governing bodies to the effect that separate police oper­ ations no longer are capable of providing that quality of service so necessary in the developing Back Mountain area. Interviews with the three police chiefs re­ vealed complete agreement with this conclusion. Moreover, the data received from them confirm it. The data indicate that in each municipality the number of regular police officers is insufficient to provide prompt and effective services at all times. Oneman shifts result in unattended police headquarters and deprivation of immediate response to calls from residents at such times. When two officers are on duty simultaneously, the manpower shortage is "solved" by eliminating active service during the crucial hours from midnight to morning. Demands of heavy traffic control, and other activities, such as investigation of crimes, prevent a regular program of car patrols, which is an essential function of police service, es­ pecially throughout the night hours. The one-man shift also reduces the value of the radio communications system. The communications "black-out" between residents and the patrolmen out on duty is not satisfactorily eliminated by the use of a telephone answering service. 1 D -13- L �]0 iC ID L c D ii J £ Opinions of members of the respective governing bodies and of their police chiefs, supported by the data assembled by the staff of the Institute of Regional Affairs, suggest that the police service problems of the three municipalities can be alleviated or eliminated only by an effective type of joint police service. The most apparent deficiency in the Dallas Borough's police service is the fact that only one man is on duty on a given shift. One man cannot respond to sev­ eral simultaneous calls, nor can he be equipped or physically capable of performing all of the duties required by stated standards of godd-.police service. One obvious example of the handicaps of one man on duty was revealed when three widely spaced test calls to the police headquarters by an Institute staff member were answered by the answering service which offered to relay the calls to the absent officer "when available." Prompt response to emergency calls from citizens is, therefore, uncertain and indefinite. Like Dallas Borough, the basic problems of police service in Dallas Town­ ship stem from the employment of only one officer on each shift. Here, too, no single officer can be proficient in all aspects of good police service, nor can a single officer handle simultaneous calls for assistance on any given shift. While the officer is responding to one call, another citizen requiring service must await the outcome of the answering service's contact with the police officer. The lack of on-duty service after midnight in Kingston Township compounds an already serious deficiency in police service by a lack of car patrols during this same crucial period. The problem is still further aggravated, even during the active working shifts, because one man cannot give adequate patrol service to 87 miles of roads. Like Dallas Township, the patrol problem is complicated be­ cause of the set-back housing, landscaping, inadequate lighting, large wooded areas, rolling topography and the winding maze of circles and roads in Shaver­ town, Trucksville Gardens, Westmoreland Hills, Meadow Crest, Midway Manor, Carverton Heights, and most recently in the Slocum Dam area. This 65. 5 square miles traversed by more than 150 miles of improved and unimproved roads, containing more than 12, 000 inhabitants living for the most part in widely separated clusters, with, in many instances, high values in residential and commercial properties, deserves more than under-manned, inadequate, and uncoordinated police protection. D fi ID I -14- �il a 8 a a a Q in. Small police departments are equally responsible for effective protection as are the departments of larger communities. At the same time, their very smallness creates or intensifies a number of problems like the following which are evident in the Borough and the two townships: 1. Limited financial resources restrict ability to provide necessary or desirable services, including a full-time juvenile officer, and specially trained personnel for criminal investigation using modern techniques. 2. Crucial night shifts are given second priority to the more numerous daytime activities. 3. Duplication of equipment, used infrequently by either of the three de­ partments, encumbers funds which could otherwise be used for needed equipment now lacking. 4. Lower salaries and limited opportunities for advancement make it difficult to employ and retain qualified and dedicated personnel. 5. Minimum number of police officers reduce the likelihood of continuing training because personnel cannot be released for this purpose with­ out further sacrifice of services. 0 r r ? ill THE KEY TO ADEQUATE PROTECTION Each of the three municipalities, of course, could upgrade police services to the level required under pressing current conditions by extending themselves financially. However, each of the departments already requires additional funds merely to maintain the minimal services at the current level. It does not appear feasible, given existing tax rates, to provide sufficient .funds to operate satis­ factorily as separate departments. The most promising remedy in the foreseeable future for the total police problem in the Back Mountain area is some form of cooperative arrangement established on a fixed, formal, and continuing basis, by resolution or ordinance, as provided by laws of the Commonwealth. Such joint effort would offer significant advantages as the following: 1. Improved service at lower unit cost. 2. More efficient, effective, and economical service to the public. 3. Centralization of protection with accompanying improvement in admin­ istration and economy. -15- �1 □ ' li 3 ill 4. Opportunities for police specialization. 5. Professionally trained personnel. 6. Less likelihood of political influence. a J 21 J □ ri IC r c [ £ -16- �J r IV. c 9 B rfl I E Ifl fl lU 3 3 i J p LEGAL BASIS FOR INTER-MUNICIPAL POLICE SERVICE Before describing and commenting on a variety of available arrangements for formalized joint police services, it should be noted that there has been a continuing, but limited, cooperation and mutual use of police personnel between the separate departments in the three jurisdictions. The police chiefs discuss mutual problems on an unscheduled basis, and exchange information relating to a variety of police cases and activity. Occasionally, this cooperation has in­ cluded assistance by the officers of one jurisdiction to officers of another on request. Although such cooperation is admirable, its contribution to effective police service under current arrangements is very limited and it entails certain legal implications which cannot be ignored. The shortcomings arise from the factthat the mutual assistance is not formalized in any form of ordinance, resolution, or written agreement, but solely on an informal oral "understanding" involving the governing bodies and the police chiefs. This not only makes response to mutual needs for service uncertain, but poses a number of serious legal questions. Does an undeputized officer of one jurisdiction have the legal authority of a police of­ ficer while assisting an officer in another jurisdiction on a request not formalized by a legal agreement? Under current law, which jurisdiction is responsible for disabilities or liabilities incurred as a result of duty outside the officer's own municipality? How will the public's image of the officer and his department be affected by the inability or failure of an officer to assist in a given situation in another jurisdiction? Although this informal cooperation augurs well for the success of a more formalized effort to improve the area's police organization and activities, it should be completely rejected in view of the practical and legal questions it poses. Current Pennsylvania general and code law provides the necessary legal authority for a variety of inter-municipal police service arrangements, ranging from occasional mutual cooperation in special circumstances to complete inte­ gration of several departments into a single merged organization. A. Auxiliary Police The governing bodies of boroughs and townships are authorized to appoint auxiliary police officers. This general authority permits the three municipalities to appoint each other's regular, and/or auxiliary, police as auxiliary police in their respective jurisdiction, who would be subject to duty call at any time by the appropriate chief. B. Contract for Mutual Aid or Complete Service Act No. 581 (1966) authorizes municipalities to enter contracts with "near -17- �I I il I U or adjacent cities, boroughs, or townships, either for mutual aid or assistance in police and fire protection, or for the furnishing, or receiving from such cities, boroughs, or townships aid and assistance in police and fire protection, and to make appropriations therefor." Thus, two arrangements are possible: 1. Each municipality could retain its existing police department and con­ tract for assistance from the others on an as-needed basis; or, 2. All but one of the departments could be eliminated and contracts made with the remaining department to provide all police service. Under such a contract, the police of the employing borough or township would have all the powers and authority conferred by law on the borough or town­ ship police in the territory which has contracted to receive the services. Under such a cooperative agreement or contract, the policemen, individually, must be appointed and accepted as policemen of the borough or township receiving the service by ordinance or resolution, respectively. However, insofar as civil service and pensions are concerned, such police­ men are deemed appointees and employees only of the municipality furnishing the service and making the original appointment. C. 0 1 In u h Joint Action Contracts Under Codes Under their respective Codes, boroughs and townships have a general power to engage in contracts for joint action "with other political subdivisions. . .in per­ forming governmental powers, duties and functions in carrying into effect pro­ visions of law relating to said subjects which are common to such political sub­ divisions. " D. Joint Municipal Activities Act The Joint Municipal Activities Act, commonly called the General Cooperation Law, as amended to 1965, provides to subdivisions a comprehensive plan of coop­ eration with each other through joint agreements in the exercise of their govern­ mental powers, duties and functions. The act applies to any powers, duties, or functions which each may under law exercise and perform separately. Such joint agreements take effect when adopted by ordinance of borough Council and by resolution of township supervisors, and are binding and enforcable. Although the terms of joint agreements may vary according to the nature of the project or program, the act specifies a number of mandatory items: -18- Bi �ill J fl fl 0 h.1 fllJI n □ a IQ in a 1. The means by which the cooperation shall be effectuated. 2. Employment of personnel. 3. Employment of consultants. 4. Purchase of personnel property and materials for joint use. 5. Allocation of costs and expenses for administration of the agreement. 6. Term of agreement. 7. Manner of renewal. 8. Manner of disposing of joint property or sharing joint property on termination. The agreement may be amended by the same procedure used for adoption. In view of the fact that the borough and township officials appear favorably inclined to some form of cooperative police arrangement, the Joint Municipal Activities Act provides the most logical legal basis for affecting the police plan. In the first place, it provides machinery for formulating the initial police agreement. Each of the taxing bodies may appoint by resolution a committee of one to three members to meet with similar committees from the interested jurisdictions to discuss the possibilities of joint cooperation. Each committee "shall have the power to enter into joint agreements which shall be valid only when adopted by or­ dinance or resolution of the respective governing bodies. " Secondly, the act lays the groundwork for extending inter-municipal cooper­ ation by providing for joint advisory boards to aid and advise the governing bodies in ways and means of implementing cooperative action. The advisory board would consist of one member of each governing body chosen by majority vote. No com­ pensation may be paid, but payment of travelling and other necessary expenses in­ curred in performance of board duties is permissible. The agreement creating such an optional advisory board must contain, but not be limited to: The nature and scope of activities with respect to which the board shall make studies, recommend programs and policies, and give advice to cooperating municipalities. The manner in which the board shall make reports. �i Furnishing office space, facilities, equipment and supplies, and such professional, technical, or clerical personnel necessary to perform the board's work. 4. The method of sharing board expenses. 5. Any other provisions deemed appropriate and desirable to govern the establishment, function, and termination of the board. A third desirable feature of this Act is the assurance that no matter what form of cooperative police, or other, agreement is adopted, the legal preroga­ tives of each municipality are preserved. The Act specifically provides that "no municipality may delegate any of its powers, duties, and functions to another municipality, nor to authorize one municipality to exercise such powers, duties, and functions on behalf of another municipality. " Control of the cooperative project thus remains with each participating municipality, acting within the framework of the agreement terms. ] I J 3. D 1 I .0 J □ D I r II n -20- �V. OPTIONAL JOINT POLICE AGREEMENTS On the basis of the current police program in the three jurisdictions as described in this Report, and the provisions of Pennsylvania statutes relating to joint activities, several forms of cooperative approach may be considered. I 1 1 1 ] Available options may be classified into three general types according to the nature of organization and the degree of integration of police services: Agreements for mutual use of police personnel on a call basis only. Contracts under which one municipality provides complete police service to others. Merging police departments. ,Q D 1 0 Any arrangements considered by-the governing bodies should be restricted to the three general types herein described. JI n □ o □ A. Formal Agreement for Mutual Use of Police On Call Basis Only Current legislation authorizes a wide variety of binding formal agreements for mutual use of police limited to specified situations. Such agreements are generally referred to as "on call" or "on request" service. Agreements of this type are adopted by ordinance in boroughs and by resolutions in townships. They may provide for assistance in general terms, such as "in an emergency, " or "when a request is made, " or the terms may carefully detail the specific conditions under which calls shall be honored. Authority to make and accept or reject requests for aid is sometimes placed on the respective mayors of boroughs and a designated member of a township board of supervisors, or on the respective police chiefs, or both. Some agreements make response to a request mandatory, while others leave the decision to the chief to whom the request is made. Police officers who may be called into another jurisdiction are vested with appropriate authority in that jurisdiction in several ways, at the same time remaining an employee of the municipality which hired him: 1. Each municipality, in the ordinance or resolution establishing mutual assistance, in general language, may confer on each other's police personnel all the powers and authority conferred on their own officers. 2. The mayors of boroughs and the supervisors in townships may be -21- �] directed in the agreement to swear in each other's police personnel as auxiliary policemen with appropriate authority. Terms of compensation for services rendered include payments on an hourly basis, a flat monthly or annual fee, or, in some instances, no com­ pensation except reciprocal services. Provision is also made for fixing lia­ bility in cases of injury or damage to individuals or property during extrajurisdictional service, as well as medical and hospital coverage for police personnel so employed. , I' I a n □ In all cases, police officers remain responsible to their employing juris­ diction, although when on "on call" service they are under command of the re­ questing chief or his designated subordinate. This type of limited agreement serves a useful purpose in subdivisions which are small in area and population, and where the character of the community or communities requires a minimum of police activity. Under conditions in the Back Mountain area, as described in this Report, agreements for "on call" service, though better than none, fall short of the service requirements, namely, a sufficient number of well-trained, expertly directed and supervised police officers to provide promptly at all times the types and quality of protection and services to which the residents are entitled. B. I 1 I I n r n ■ sn I Contracts for Police Services It is permissible under Pennsylvania statutes for boroughs and townships which have no police personnel to purchase, by contract, police service from an adjacent or nearby municipality equipped to provide it. Such arrangements have the merit of simplicity, for a contract, properly negotiated by the respective governing bodies, need merely establish the types and quality of service to be rendered, the scheduled hours for protection, amount and method of compensation, and responsibility for workmen's compensation, insurance coverage of various types, and other related matters. Although such contractual arrangement for complete police service could be legally adopted to provide a single police department for the three communities, certain obvious facts make this method unrealistic and unacceptable: 1. It would require the elimination by ordinance or resolution of two of the existing departments. 2. It would remove all controls, except the restrictive terms of the con­ tract, from the hands of two of the governing bodies. -22- �It would require the expansion and reorganization of the department contracting to provide the service, which, under existing circum­ stances, appears unworkable and unlikely. The contract method has merit only when the municipality which is to pro­ vide the service has an established police department sufficiently large, highly trained, and adequately equipped to fill the needs of the receiving communities immediately. C. n n Merged Police Department The growing dilemma of increasing cost of police service and the rising public demand for more effective protection confronting the Back Mountain com­ munities cannot be solved by intermunicipal agreements, formal or informal, pro­ viding mutual use of police on a part-time or emergency basis. Such agreements in developing areas are merely stop-gap measures which give the public a false sense of security and postpone a permanent resolution of the problem until it gets out of hand. At best, part-time formal agreements may provide a period of ex­ perimentation and trial as a first step in intermunicipal cooperation. Such exper­ imentation is not necessary in the three municipalities, since the police departments have been cooperating in certain instances, if only on the basis of informal under­ standing. The ultimate solution lies in some form of merged police departments. This has been done in many parts of the nation, especially in urban areas and neighboring suburban communities. To be successful, merger must be tailored to the geogra­ phic conditions in the given area, equipment and personnel currently in use, the variety of services deemed necessary, the state of present relations between gov­ erning bodies, and the degree of readiness to accept mutual service by officials and the public. On the basis of the available data on current and anticipated needs for police service in the Back Mountain municipalities, a merged police department offers the most effective and economically feasible approach. Such a merger can be ef­ fected under the code provisions for inter-municipal agreements or under the Joint Services Act. The Joint Services, or "intergovernmental cooperation" act pro­ vides the soundest and most promising basis on which to proceed with merger precisely because: (a) its terms permit the three municipalities to set the level of mutual service at whatever point the aforementioned conditions dictate, and (b) it opens the door to other types of cooperative activity in the future. The general features of such a merger, which should be incorporated into specific provisions of an agreement duly executed by the officials of all three municipalities, are suggested below: ' in 1. Single Police District. Municipal boundaries which currently restrict -23- �I the jurisdiction of the three existing police departments should be erased insofar as future police activities are concerned, so that a single police district comprising the total geographic area of the borough and two townships is established. The single police district should be divided into two police zones for administrative and opera­ tional purposes. The zones should be as nearly equal as possible as determined by the current police chiefs and the governing bodies based on a composite of such factors as population, land area, dis­ tribution of residential, commercial, and industrial property, public facilities, and known incidence of criminal activities. 1 n dp I : I ' 0 2. Joint Police Commission. The merged police department should be under the general supervision of a Joint Police Commission, respon­ sible to the governing bodies of the participating municipalities. The Joint Police Commission should consist of the Mayor of the Borough and the Chairmen of the Board of Supervisors in each township. Any vote taken on the Joint Police Commission should be according to Roberts Rules of Order. 3. Functions of Joint Police Commission: LJ □ The Commission should prepare annually a budget for the merged police department, which shall be submitted to each of the parti­ cipating governing bodies not later than October 1 for consideration and adoption. (See Appendix A for combined 1969 budgets. ) 0 o J b. The Commission should apportion the annual budget appropriations for the merged police department among the three municipalities on the basis of the official Luzerne County assessed valuation of real property used for establishing the real estate tax rate, or population as determined by I960 U. S. Census (See Appendix C). c. The Commission should establish, direct, and control a uniform police record system by first assembling all existing police files and records of the three separate municipal departments. d. The Commission should supervise and direct the police activities of the single merged police department. e. The Commission should recommend for approval to the three re­ spective governing bodies uniform policies on salary and wage scales, hours, pensions, fringe benefits, and other matters re­ lating to effective police service. ■ I 'I I 1 4. I I Police District Personnel. The number of police and/or civilian per­ sonnel allotted to each municipality as set forth in the agreement should -24- �-----. I s be appointed and/or removed by the respective governing body, subject to the Civil Service Regulations applicable to the municipality and after consideration of a recommendation by the Joint Police Commission. The single police district personnel should be under the direct super­ vision of a Chief of Police, designated by a majority vote of the re­ spective governing bodies on recommendation of the Joint Police Com­ mission, each body casting one vote as determined by a majority in each separate body. The Chief of Police should be assisted by two operating zone captains designated by the Joint Police Commission. ] ft The initial single police district personnel complement, upon the adoption of the merger agreement, should be comprised of the 12 regular officers of the three municipalities, one of the 3 chiefs to be designated, as hereinbefore provided, to be the Chief of Police and the two remaining police chiefs as captains. 1 The Joint Police Commission should from time to time recommend for approval by the participating governing bodies the number of regu­ lar and special police and/or civilian personnel to service the merged police department using as the basis for apportionment of personnel to each of the municipalities formulas specifically spelled out in the agree­ ment; either of two formulas could be used to determine the apportion­ ment: (a) The official Luzerne County assessed valuation of real proper­ ty used for establishing the real estate tax rate in each municipality, or (b) population as determined by U. S. Census Bureau (See Appendix D). LqI J 5. Police Headquarters. A single central police department headquarters should be established from which all police activity should originate. It should be located either in the new maintenance building in Dallas Township or in the municipal building in Dallas Borough. Expenses for such joint police quarters should be a part of the shared costs of the single police district. 6. Equipment and Supplies. All existing police equipment, materials and supplies, should continue to be the property of the purchasing munici­ pality until replaced; but its use should be pooled when and as directed by the Chief of Police and the Joint Police Commission. ■ J I I LI 5 B B B Future replacements and/or additions to police equipment, and mater­ ials and supplies for the merged police department should be purchased as common property by the Joint Police Commission in accordance with procedures established by law. L r 11 I I 7. Deputization of Personnel. Each governing body should formally deputize all officers of the merged department to perform police duties in order to legalize the performance of such duties of police personnel in any part of the single police district outside of the officers' appointing munici­ pality. -25- - �8. t! op nr Merger Agreement. The merger agreement, which should be adopted by ordinance of the Borough and by resolution of the Boards of Super­ visors, should be automatically renewed from year to year, unless terminated by the governing body of any community upon not less than six months written notice. In the event of termination of the agreement, the participating departments shall revert to separate operations as heretofore, and all common property of the merged department shall be shared or disposed of on the basis of the formula established for apportioning appropriations. Termination of the agreement should be by ordinance and resolution respectively. Any differences or disputes between the governing bodies of the par­ ticipating municipalities arising out of the joint police agreement shall be resolved by majority vote of the Joint Police Commission, or upon written request of the governing bodies of at least two municipalities, by a committee-of-the-whole consisting of all the members of the par­ ticipating governing bodies, each member having one vote and a majority vote of the combined membership required. Amendments or revisions of the original agreement should be ef­ fective when approved by the governing bodies of all participating mu­ nicipalities, in the same manner as provided for the original agreement. r? no i B -26- �VI. CONCLUSION A coordination of some functions of local government can never occur with­ out comprehensive reorganization of local government. Local governments pro­ viding services at a level desired by local residents will continue to do so provided that service performance meets acceptable public standards. It is desirable to preserve as much local control of governmental services as is practical without sacrificing reasonable quality and quantity of service. flfl ‘' f nb m i a j -p I' . The prime police mission is to act as the enforcement arm of the criminal justice system by protecting persons and property. The means comprise authority, services and constructive influences. Greater interest in the present activities, personnel, organization, and operations in the police departments of the three municipalities, which is the subject of this Study, combined with an understanding of requests for manpower and equipment by responsible residents and civic organizations can only result in greatly improved police protection for the whole Back Mountain area. In recommending a single police district for the three municipalities, the objective has been the creation of a police force, with a complement of officers and organization having the qualities of intelligence and professional training, combined with expert organization and management. That would raise the level of police service. It should be clearly understood that economy of the police service in the three communities is the strongest argument in support of a functional joint police program. Moreover, the argument of improved police service is more than sufficient to offset the disadvantage stemming from the loss of freedom of individual action in police matters. ' xj f I ait In -27- �PROPOSED ORGANIZATION OF MERGED POLICE DEPARTMENT Dallas Township Board of Supervisors Dallas Borough Council Joint Police Commission Mayor - Dallas Chairman -- Dallas Township Supervisors 3. Chairman - Kingston Township Supervisors Police Chief Captain Kingston Township Board of Supervisors �Appendix A Combined Budget of Three Police Departments 1969 h I'p Salaries Regular Special Total Salaries $52,720.00 4,128.00 $56,848.00 Operation and Maintenance Materials and Supplies Equipment Total Oper. &: Maint. Capital Outlay- Total Expenditures D ■ 0 rt 3,652.00 4,112.00 7,764.00 6,800.00 $71,412. 00 �1. Formula Based on Population. Eacti municipality wouia contrioute to tr total personnel and expenditures of the merged department on the basis of the percentage its population bears to the total combined population of the three municipalities: °D Municipality 1I n Dallas Borough Dallas Township Kingston Township Total 11 n " 'u n D 2. 2, 586 4, 053 5,450 12,089 % of Combined Population 21 34 45 100 Formula Based on Assessed Valuation. Each municipality would con­ tribute to the total personnel and expenditures of the merged police department on the basis of the percentage its assessed valuation bears to the total combined assessed valuation of the three municipalities. Municipality Dallas Borough Dallas Township Kingston Township Total n Population (I960) A s ses sed Valuation 1969 % of Combined A. V. $ 3,273,750 7,402,070 6,485,295 $17, 161, 115 19 43 38 100 �Appendix C Apportionment of the 1969 Combined Police Expenditures of All Three Municipalities Either the population or assessed valuation in each of the three municipal­ ities could be used to establish a formula for apportioning the 1969 combined police expenditures for a merged police department: 1. r Formula Based on Population. The 1969 combined police expenditures for the merged police department might be divided on the basis of the percentage its population bears to the total combined population of the three municipalities: Municipality 1969 Budget % Dallas Borough Dallas Township Kingston Township Total $19, 600. 00 27, 120.00 24,692.00 $71,412.00 27 38 35 100 Population $14,996. 52 24,280.08 32,135.40 $71,412.00 % 21 34 45 100 _______________________________ Formula Based on Assessed Valuation. The 1969 combined police expenditures for the merged police department might be divided on the basis of the percentage its assessed valuation bears to the total combined valuation of the three municipalities: Assessed Valuation Municipality 1969 Budget % % 2. Dallas Borough Dallas Township Kingston Township Total $19,600.00 27,120.00 24,692.00 $71,412.00 27 38 35 100 $13,568.29 30,707.16 27,136.55 $71,412.00 19 43 38 100 �11 ' �I 100015155b VIIKFS cm I FfiF I IRR4RY i-J I n li ! i J ,’Ti I J ■ 1 3 I I I �! 0 1 n n i Pl u□ p u n n i [■J i : i � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Joint Police Service for Back Mountain, 1969 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1969 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/2cc9aa8c0d406932c1f4472822c5a5f3.pdf 80f97b67823090b51ed8256595c20305 PDF Text Text - [ I D POSITION CLASSIFICATION AND POLICY MANUAL RULES, REGULATIONS & POLICIES FOR I n BTLOYEES u OF TH! d I *—J COPLAY-WHITEHALL SEWER AUTHORITY •a I j A ■ I ' L ■®1 u 'u 0 C6W682■ INSTITUTE OF REGIONAL AFFAIRS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA [ 1 �FAIR EXCHANGE As an employee you are engaged in a trade with the Authority The Board expects you to do a full days work for which it will pay you a fair rate of pay. You have an opportunity to work under pleasant conditions with friendly people. If you adopt a spirit of friendliness, you will be doing your part to make this area a better place in which to work and live. The Authority, as far as possible, assures you steady work and a regular job. As you have read this personnel policy manual, you have found other ways in which the Authority is interested in you. We’re glad to have you with us — hope you'll retire in this area. This Employees’ Manual has been prepared to acquaint you with some of the responsibilities, benefits and privileges which may affect you from time to time during your employment. We hope that your service to the public will be rewarding both in terms of happiness in your work and in your promotions to positions of greater responsibility as time goes by. COPLAY-WHITEHALL SEWER AUTHORITY I �ARCH IVES 6 TABLE OF CONTENTS 1 Goal of Personnel Administration. A. B. 1 4 Position Classification, Pay Plan 5 Table of Organization, 6 III. Job Titles 7 ,9 12 13 Office Manager Clerk and Electronic Billing Machine Operator Maintenance Foreman Laborer I Rules, Regulations and Policies for Employees ly 0 IJ D B Attendance Bereavement Leave Blue Cross- Blue Shield Call-Back Pay Practices Civil Leave Deductions Demotion Discipline Employment Frequency of Pay Gifts for Services Grievance Procedure Group Insurance Plan Life Insurance Accidental Death, Dismemberment and Loss of Sight Benefits Weekly Disability Income Benefits Holidays .............................. Hours of Work..................................................................................................... Military Service Overtime Pay and Compensatory Time Probation ......................... Records . ......................................................... Reinstatement Sick Leave Social Security............................................... .............................................. Transfer ....................................................................................... . Vacations ............................................................................................................. Vehicles.................................................................................................................. Workmen's Compensation.......................................................................... 129S9j 14 14 14 15 15 15 15 16 16 16 16 16 17 17 .17 18 18 . 18 19 19 20 20 20 21 . 22 22 . 23 . 23 . 23 �I 6 GOAL OF PERSONNEL ADMINISTRATION a 9 & The personnel practices of any governmental organization is a subject that interests the general public that pays the bill. Many times public bodies are pres­ sured into making expedient decisions rather than sound ones. And yet, it is an old axiom of government that a sound policy manual is really the keystone of a well-constructed personnel program. The broad fabric of good personnel administration, in which all employees are satisfied, revolves around certain basic goals. The three basic goals of personnel administration are: 1. 2. 3. B B i 0 E i 0 B n to identify every job in the organization to fill that job with a competent employee to fill the job with a satisfied employee It is with the thought that the Board of the Coplay-Whitehall Sewer Authority desires appropriate control over the basic policy that this position classification and policy manual has been adopted. A. POSITION CLASSIFICATION Position classification is a two-part process consisting of 1) determining and describing the duties, responsibilities, and qualifications of positions and 2) grouping together into classes those positions that are sufficiently alike to warrant equal treatment in all personnel practices. It also provides a mutual understanding between supervisor and employee as to the job and pay, and thereby facilitates more effective supervision and employee performance. It is a founda­ tion for the development of a pay plan and, when properly administered, seeks to fulfill the basic purpose of equal pay for equal work. The detailed knowledge about jobs in a sound classification plan is funda­ mental and indispensable to many phases of personnel management facilitating good over-all administration. It provides a base for recruitment, examination, selection, placement, and the utilization of employees. By establishing proper job relationships, a classification plan defines lines of promotion to positions of greater difficulty and responsibility in the same line of work. It furnishes in­ formation upon which training can be based, employee performance evaluated, and duplications of work or improper functioning of organizational structure detected. The grouping of jobs makes it easier to handle personnel matters, since employees in similar categories can be considered as a group. The acquisition and orderly arrangement of job knowledge are major steps that must be taken before pay rates and a pay plan can be established. It is important to know the skill, education, and experience which jobs require for satisfactory performance by the average employee. All the duties of each -1- �J i ■ IB job, or at least the most significant, must be clearly understood. We must know whether jobs are routine, or require employees to make important decisions in­ dependently. As members of the Board, we must know which jobs involve the supervision of others. Certainly, as a board responsible to the users of the service, we as the Board of the Coplay-Whitehall Sewer Authority, do not have to know how to perform each job, but we do have to know what are the duties and responsibilities of each job. After this knowledge about jobs was obtained, we then proceeded to arrange it in usable form. This was accomplished by preparing a classification plan. Like jobs are grouped into classes; classes of the same kind but of different levels of responsibility are grouped into series; and the classes and series are arranged into major occupational groups. Specifications have been written to cover each class so that upon completion of the plan, we not only have an inventory, but a complete description of all the kinds of work. Because the classification of positions is essential to the development of workable pay plan, many governmental jurisdictions prepare the two plans concurrently. Work on the pay plan is usually begun as soon as the principal features of the classification plan have been developed, and the two are commonly adopted at about the same time. All classes in the plan have been measured against a common group of fac­ tors in order to ascertain their relative value. Class specifications, carefully prepared and properly drawn, do contain descriptive material which reveal class relationships. The factor pattern which was followed in preparing this classification plan indicates that all classes can be measured against the same criteria. The class specifications include the following: 1. Class title a. b. c. B Q 2. Brief but descriptive name for positions in the class Designation used on payrolls, budget estimates, and personnel rosters Roman numeral I always indicates lowest level of the series Level of the work a. b. c. d. Presence or absence of supervisory or administrative re­ sponsibilities Relative difficulty and complexity of the work Length of time needed to learn the work Level of nonsupervisory duties: whether work is at beginning level -2- �3. Extent of Guidelines for work a. b. 4. Special working conditions a. b. 5. b. Nature of supervisory duties: to transmit orders only, to oversee work, to check quality and quantity of results, to assign work and priorities, or to plan or participate in planning programs Relative complexity of the operation supervised Need for independence of judgment and action Extent to which, and the purpose of which, work is reviewed by others Requirements of the work b. 8. Nature of public contact media: whether contacts are face-toface, by telephone, or through correspondence Degree of discretion and responsibility allowed in interpretation of programs to the public Nature of supervision b. c. d. 7. Unusual or unattractive working conditions Presence of occupational hazards Public contacts a. 6. Extent to which work may be described as routine or mechanical Nature and extent of available guidelines in the form of policies, procedures, or standard trade, or occupational practices Nature and relative difficulty of knowledges, abilities, and skills involved Necessity for operating specialized machines and the training required Requirements of training and experience a. b. Nature, amount, and level of specialized or professional education or training required Nature and length of experience required The specifications will be periodically reviewed by the Board so that they truly reflect the duties and responsibilities of each position. Necessarily, re­ visions will be made from time to time, but we are quite cognizant of the fact that consistent internal relationships must be maintained in order to have an effective salary plan. -3- �0 nd na 0 r? Si B U p u- B B. PAY PLAN Pay administration is the art of paying the proper salary to an employee at the proper time. The significant word in this definition is "art"; for pay admin­ istration is an art, not a science. It is true some of the factors influencing the setting of salaries can be measured, but these measurements cannot replace the use of judgment on our part. Any pay plan that is finally adopted by the Authority is important to five publics or interested parties: 1. The Board of the Authority. Since wages and salaries may represent from 60 per cent to 80 per cent of the budget, the administration of these salaries and wages is a very important factor in the overall financing of the Authority. 2. The Sewer Renters. As "watch dogs" of the fiscal and budgetary processes, they will likewise be interested in the administration of the poli­ cies as it affects the expenditures of the Authority and therefore the rates they will pay. 3. The Supervisors. They will be concerned with pay administration because the level of compensation in any organization determines the success or failure in recruiting competent employees, and because the level of com­ pensation provides tangible recognition in the employee's paycheck for good performance and rewards the employee upon promotion to a higher class. 4. The Employees. To the employee, pay represents, in addition to compensation for work performed, his ability to attain his goals and objectives and determines his standard of living and his status in the community. 5. The Bond Holders. This sizable group who have invested their money in our system are concerned because their own capital is at stake in the financial success or failure in the Authority's operations. A sound formalized pay plan provides salary rates which compare favor­ ably with those in private industry and in other governmental jurisdictions in our area of Pennsylvania, and which are neither so low as to make it impos­ sible to attract and retain competent employees, nor unnecessarily high. A sound plan means that the Board members who are responsible for raising revenue and administering the expenditure of public funds can predict short-run financial requirements for personnel services with much greater accuracy. We hope that fair treatment of all of our employees can be assured, thereby promoting high employee morale. We hope that it will provide a frame­ work of reasonableness in relation to the immediate market, in which general increases can be related to rises in the cost-of-living without destroying the pay relationships among jobs. -4- �TABLE OF ORGANIZATION AUTHORITY BOARD 1 OFFICE MANAGER CONSULTING ENGINEER MAINTENANCE FOREMAN BILLING MACHINE OPERATOR SOLICITOR AUDITOR LABOR -5- JI II Cro czj J C_3 rzzs CZ3 EZZ) CZZ) cz �a Li" g JOB TITLES The employees of the Coplay-Whitehall Sewer Authority shall be classified in the following manner: Administrative Office Manager u Li a a Clerical Billing Machine Operator Labor a Maintenance Foreman Laborer i 1 la 0 I Q a n -6- �g o 0'0 r~) uG Lj C ) i uE 1 G G 0 □ G Q C 0 JI ' fi CLASS TITLE: Office Manager CLASS DEFINITION: The performance of responsible and complex accounting work involving substantial supervisory and fiscal responsibilities. DISTINGUISHING FEATURES OF WORK: A major responsibility of this class is determining fiscal facts, making analysis, developing conclusions, and making reports thereon for the Board of the Authority. Reports apply to all revenue and expenditure items for the Authority. The Office Manager is responsible for administrative service functions, purchasing, pro­ cessing and payment of invoices, preparation of bills, maintenance of accounts receivable and collections, fiscal management, and fiscal records management. This employee is serving as a liason between the administra­ tion and municipalities, and between administration and the public, pri­ marily in fiscal matters. Decisions are made in accordance with established precedents and Authority accounting practices. Work is reviewed through internal controls, audits, and reports. ILLUSTRATIVE EXAMPLES OF WORK: 1. Duty to the Board: Work directly with the Board implementing their decisions under the direction of the Secretary and Treasurer. Be capable of answering questions posed by the customers of the system so that the Board is not contacted on minor problems. 2. Agendas: Make up agendas for the meetings so that the business of the Authority is conducted as speedily as possible. Have as much information as possible available on matters to be discussed. Attend the meetings and record the minutes of the meetings. Provide a copy of the minutes to those who are entitled to receive them. 3- Agreements: Understand and be well versed in the provisions of all agreements with Municipalities and Individuals and cooperate fully in the terms of the agreements. 4. Bond Indenture: Understand and keep the records of each fund: Con­ struction Fund, Assessment Fund, Clearing Fund, Revenue Fund, Debt Service Funds, Maintenance Reserve Fund, Bond Redemption and Im­ provement Fund, Administration Account and Operating Account. 5. Trustee: Notify the trustee weekly of the amounts to be transferred into the individual funds and any additional charges and credits. Advise him of the Requisitions to be paid when authorized by the Board. Cooperate in every way to give the trustee the information he requires. 6. Legal: Notify the Attorney to file assessment liens for quarterly rentals promptly. 7. Office Systems: Create office systems to facilitate easy access to infor­ mation required by all employees to make their job as effective as possible. Close daily supervision. Responsibility to see that the routine established conforms to need, and to revise routine when necessary for more effective and efficient performances. -7- �■a s i, I u D r r n Q IL ffl IS id 0 D 8. Bookkeeping: Bill out all outstanding assessments yearly, accruing interest. Control this account quarterly. Record the receipts and dis­ bursements for each fund and make complete trial balances quarterly. Check all bills and report them to the Board. Write all checks and prepare them for signature on the Administration Account and Operating Account after the bills have been approved by the Board. Complete the following reports monthly or quarterly as required: Withholding Tax. Wage Tax, F.I. C.A. , Privilege Tax, Municipal Employees Retirement Fund, Sales Tax, etc. Supervise procedures for collecting delinquent accounts and reporting them to the attorney for lien when they are sufficiently delinquent without cause. All accounts are audited quarterly. 9. Correspondence: Receive all mail. Reply to routine correspondence over the signature of the Secretary. Refer all other correspondence to the appropriate person such as the engineer, attorney or directly to the Board. 10. Maintenance: Develop maintenance records to enable the Maintenance Foreman to be informed,of the problems he will encounter in specific areas of the sewer system. Locate and dispatch him immediately when any trouble is reported directly to the office. Cooperate in scheduling routine work. 11. Supervising: Supervise and direct all the operations of the office. Be capable of operating all equipment, such as the NCR Electronic Bookkeeping Machine, calculators, addresser-printer, typewriters, etc. Be responsi­ ble for the office employees and their work. Assist in all phases of the work in the office. SUPERVISION RECEIVED: Work is performed under administrative supervision by the Authority, and is reviewed through reports and observation of results obtained. SUPERVISION GIVEN: Supervises the office forces. REQUIREMENTS OF THE WORK: Thorough knowledge of the modern principles and practices of business administration and a knowledge of fund accounting. Ability to supervise a small clerical staff. Ability to maintain effective working relationships with associates, officials and the public. GUIDELINES AND DISCRETION: Work is performed under policy instruction of the Authority. EXPERIENCE AND EDUCATION: Graduation from high school, including or sup­ plemented by courses in business, public administration, or fund accounting plus three years experience. -8- �L CLASS TITLE: Clerk and Electronic Billing Machine Operator CLASS DEFINITION: This class includes operation of an electronic billing machine, general clerical and typing work, and supervision of subordinate clerks, under direction of the Office Manager. fl DISTINGUISHING FEATURES OF WORK: The work generally follows a set routine, although it may include the performance of highly varied tasks. Typing may vary in amount from full-time to small, but a necessary part of the work. Typing duties require previous training. The work may include incidental receptionist duties and other public contacts, and the operation of standard office equipment for which some previous training is required. Instructions are given at the beginning of work, on subsequent new assignments, or when changes in procedure occur. After employees become familiar with pro­ cedures of the office, however, they work with considerable independence on regular work assignments. Authority methods and procedures are learned through actual experience. ILLUSTRATIVE EXAMPLES OF WORK: I’M Q i IP 0 i rr/ Q rr 1 1. Master Cards: The basis for all the information in the office is found on the Master Cards. These cards originated with the assessments. Additional information is constantly being recorded on these cards, such as date of notification to connect to the sewer system, date connected to the system, plumber who did the work, date the property was transferred, to whom it was transferred, etc. These cards must constantly be updated to reflect any change in the property. These cards are filed alphabetically. 2. Customer Service for Paying Bills: Be available at all times for the receiving of payments of quarterly rentals, tapping fees, assessment pay­ ments at the counter. Courteous answers to all problems or referral to proper person. Check cash daily and have sufficient currency available for change. 3. Daily Bank Deposit: Deposits are: made daily. All deposits must equal the total of bills paid to us that day. An adding machine tape must be attached to the bills showing the total receipts for the day and the date, These bills must be placed in numerical order for easy posting to the ledger cards later. 4. Operating Addresser-printer: Print bills for all accounts in eight controls with addressing plates on addresser-printer. Plates must be kept in correct number sequence to coincide with the sequence of the ledger cards. Changes must be made simultaneously with ledger cards and master cards in the event changes are made, such as new addresses and new home owners. 5. Operating N. C. R. Machine: All accounts must be billed quarterly and prepared for mailing. A knowledge of bookkeeping is essential to understand the working of the machine. Copies of bills must be filed in numerical order for quick checking. Totals must be posted to a master card so that there is a daily record of outstanding balances. Receipts are posted daily. They - 9- « iv j �1 QJ LI I. i ] B fi 3 r 0 1 f must be broken down in the following divisions: Total Amount Received, Total Penalties Charges, Total Penalties Paid, and Net Payments. The accounts are broken down into eight controls according to the date in the quarter they are billed. The total of the eight controls is the total out­ standing. These controls are checked periodically to prove out the controls. 6. Second Notice: Approximately two weeks after bills are due, second notices are sent out to all unpaid accounts with one balance. These bills are boldly stamped SECOND NOTICE. 7. Notice for Lien: If an account is delinquent for two quarters, a letter is sent out notifying the property owner that his property will be liened for sewer rental if the account is not paid within ten days. This is a certified letter to the property owner with a copy to the tenant if he has signified his intention to be responsible. 8. Contracts for Tenants: If a property owner desires to have his tenant responsible for the sewer service bill and the tenant agrees, contracts are sent to them for their signature. We must have one copy in our office signed by both in order to properly bill the tenant. The ledger card is then marked. A master card, ledger card and address plate must then be made for the tenant. These contracts are filed in numerical order. , 9. Water Meter Readings: Meter readings are made by the office monthly by the Sanitary Engineer on special accounts. Readings are also obtained from the City of Allentown, Whitehall Township Water Authority and the Northampton Borough Municipal Authority. The City of Allentown and the Whitehall Township Water Authority mail the meter readings to us. We must go to the Northampton Borough Municipal Authority and check their records for their readings. Lists of their customers are prepared in this office yearly and are used to check their records. We cooperate with them by requesting permission to inspect their records in advance, notify them of any changes we have observed in our records that would be of help to them and double check our records with their records when we secure the current readings. Their meters are read on a cycle and we con­ form our records to their cycle. 10. Property Transfers: When property is transferred, the local news­ paper carries this information. We clip this weekly. To receive detailed information, the tax office supplies a transfer list of the same properties. Both lists receive the utmost scrutiny and all the information is transferred to the master card. New ledger cards are then prepared with billing to the old owner to the time of the transfer and to the new owner to the end of the quarter. Address plates must also be changed. Partial transfers of property must also be noted. New homes under construction are carefully watched. Vacant lots are checked periodically to ascertain if buildings are being con­ structed. All properties connecting to the system must pay tapping fees. This is also checked. 11. Mail: All mail must be put through the mailing machine at the end of the day. 12. Telephone: All calls concerning billing will be handled with courtesy -10- �! I and promptness. All calls will be handled with courtesy. REQUIREMENTS OF WORK: Working knowledge of business English and Arith­ metic and some knowledge of office practices and procedures. Working knowledge of the operation and care of a typewriter. Ability to follow oral and written instructions. Ability to learn clerical tasks readily, to adhere to prescribed routines. Ability to deal tactfully and courteously with other employees and the general public. Ability to type accurately at a working rate of 35 to 40 words per minute and write legibly. Ability to learn to operate common office machines and especially an electronic billing machine. U | ia GUIDELINES AND DISCRETION: Work generally follows standard procedures, or when new tasks are to be performed, detailed instructions. Little dis­ cretion is required for the proper performance of work. SUPERVISION RECEIVED: Supervision is usually close and direct, but when stand­ ard procedures are followed, this routine may readily be performed under general supervision with work reviewed on a spot-check basis. SUPERVISION GIVEN: Supervises subordinate clerks under direction of the Office Manager. 0 a EXPERIENCE AND EDUCATION: Completion of high school including or sup­ plemented by courses in typing and other commercial subjects. Some experience in general office typing and clerical work. B 3 LJ'O JB -11- J I'll ,s �CLASS TITLE: Maintenance Foreman 3 p CLASS DEFINITION: Supervises and performs duties required to maintain the sewerage system in efficient working order. DISTINGUISHING FEATURES OF WORK: Work generally follows a set routine, but may include a wide variety of tasks necessary to inspect, maintain, and re­ pair lines and equipment of the sewerage system. Responsible for super­ vising work of laborers engaged in maintenance, as well as personally performing maintenance work when necessary. -J 3 ' 3 3 0 0 a Hi ILLUSTRATIVE EXAMPLES OF WORK: 1. Maintenance: Inspect, clean and flush sewer lines, open stoppages, maintain all pumps, valves, and rolling equipment. 2. Water Meters: Read water meters periodically. 3. Jordan Creek Meter Chamber: Change meter chart at the same hour and day every week. Clean wet-well area every two weeks. Back flush float and flume once weekly. Maintain surrounding grounds. Scrub and clean inside once weekly. 4. Kimmett Avenue Meter Chamber: Same as Jordan Creek chamber. 5. Eberhard Road Pumping Station: Grease universal joints on pumps and shafts lightly once each week, Grease comminutor and shaft in wetwell once weekly. By-pass sewage flow and clean out trough at comminutor. Clean out bar screen. Clean and wash down wet-well twice weekly. Scrub cutters on comminutor every six months. 6. Seventh Street Ejector Station: Check for proper operation every other day. Grease every week. Clean station weekly. SUPERVISION RECEIVED: Normally performs duties without direct supervision, under orders received from the Board, Office Manager, or on his own initiative. Works under direct supervision of the Engineer when the work requires special knowledge and experience. SUPERVISION GIVEN: Close and direct supervision of maintenance laborers. EXPERIENCE AND EDUCATION: High school graduate or equivalent. Knowledge and experience in sewer maintenance, meters, and pumps. Ability to understand oral and written instructions on sewer operation and main­ tenance, and to learn the use of required tools. Sufficient strength and stamina to perform the manual duties required. Qualified to operate a motor vehicle in accordance with the Pennsylvania Motor Vehicle regu­ lations. -12- �CLASS TITLE: Laborer I CLASS DEFINITION: Performs unskilled and semi-skilled manual labor required to maintain the sewerage system, Work is normally routine, but may include a wide variety of tasks. J 3 J DISTINGUISHING FEATURES OF WORK: Under direct and close supervision, per­ forms manual work required in excavation, maintenance, and repair of sewer lines, and the care of grounds and equipment. SUPERVISION RECEIVED; Works under close and direct supervision of Main­ tenance Foreman, in accordance with standard procedures or specific instructions. SUPERVISION GIVEN: None EXPERIENCE AND EDUCATION: Ability to read and write in order to understand and follow instructions, and ability to learn to use manual and other tools required for the performance of work. Sufficient strength and stamina to permit performance of heavy manual work required. Have a Pennsylvania Motor Vehicle operator's license. :q] :a a a B 1 B -13- �RULES, REGULATIONS &c POLICIES FOR EMPLOYEES 1 �ATTENDANCE Employees are expected to work a full and complete designated work day, as assigned. Tardiness shall be cause for disciplinary action. If an employee, for some unavoidable reason, cannot report for work, he is expected to notify his superior as soon as possible. Absence from work without permission or notice is considered to be indifference to the Authority's interest and may result in disciplinary action. BEREAVEMENT LEAVE SI Leave of absence, without loss of pay, shall be granted to an employee to enable him to pay his respects on the death of a member of his family. The family is defined as wife, husband, child, father, father-in-law, mother, mother-in-law, sister, brother, and any relatives under the same roof. Such leave of absence shall be from day of death, to and including day of burial. Whenever an employee is absent because of death of a near relative, there shall be no deductions from the salary of the employee for absence on the day of the funeral. The Authority may extend the period of absence with pay in its dis­ cretion as the need of the case may warrant. A near relative shall be defined as a first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, brotherin-law, and sister-in-law. All compensation required to be paid under the provision of this policy shall be paid to the employee in the same manner and at the same time said employee would have received his salary if the absence had not occurred. BLUE CROSS - BLUE SHIELD Coplay-Whitehall Sewer Authority provides coverage of employees only, under the One Twenty Preferred group enrollment plan for Blue Cross Hospital benefits. If employees separate from the employment of the Authority, Blue Cross protection may be transferred to the new place of employment or the protection may be continued under the Non-Group Member Plan at the expense of the individual. The Authority also provides coverage for its employees only, under Plan B for doctor bills under Blue Shield. This protection may be transferred under -14- �conditions similar to Blue Cross. The Blue Shield aid extends to and includes, Professional Anesthesia Services. Details of the coverage under both plans, paid for by the Authority, may be obtained from the office of the Office Manager or from Blue Cross Hospital Asso­ ciation of the Lehigh Valley in Allentown, Pennsylvania. 1 CALL-BACK PAY PRACTICES The term "call-back pay" refers to the practice of paying a premium to labor personnel workers who report for work in excess of their regular work week of 40 hours in a seven day period. Call back pay is at the overtime rate of time and one-half, with a minimum of four hours for each call-back. Outside workers may be sent home during inclement weather, or they may be shifted to other work, particularly on inside jobs. Time lost can also be made up at the straight time rate with the approval of the Maintenance Foreman. CIVIL LEAVE 0 fi The term "civil leave" refers to the practice of allowing time off for em­ ployees to perform jury duty, when subpoenaed to appear before a court, public body or commission in connection with Authority business, when performing emergency civilian duty in connection with national defense. Employees are compensated while on jury duty leave by an amount equal to the difference between their regular pay and the fee provided for jury service. This can be done by the employee turning the jury fee over to the Authority while the employee continues to receive his regular pay check. DEDUCTIONS Deductions from salary and wages are made for Federal Withholding Tax, Social Security, applicable Wages Taxes, Municipal Employees Retirement Fund and other deductions mutually agreed upon between the Authority and the employees. DEMOTION Upon demotion through formal procedure, prescribed by the Board, an employee shall receive a decrease in pay or whatever decrease is authorized by the Authority. -15- �DISCIPLINE If an employee's conduct falls below a desired standard, he may be subject to disciplinary action, such as removal, suspension without pay, reduction in pay, or reprimand. General reasons for which an employee may be disciplined are: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Drinking intoxicating beverages on the job Arriving on the job under the influence of intoxicants Failure to follow order of a superior Being absent from work without permission Being habitually tardy or absent Failure to perform work in an efficient manner Being wasteful of material or property Violation of safety rules Failure to report accident or injury Abusive language or conduct Personal acceptance of a fee, gift, or other valuable thing in the course of his work for the Authority EMPLOYMENT J Employment with the Authority is gained upon submitting an application for employment, and an interview, conducted by the Board or such individual designated by the Board. u FREQUENCY OF PAY Employees will be paid every other Friday. day, employees will be paid the preceding day. Should a holiday fall on a pay- GIFTS FOR SERVICES If you are offered a gift for the services you provide as an Authority employee, refuse the gift graciously. Explain that the service is part of the job and is covered by your salary. GRIEVANCE PROCEDURE Should an employee have a complaint, view, or opinion pertaining to em-16- �ployment conditions or relationships, the employee should discuss his grievance with his immediate superior. Should the decision of the superior not satisfy the employee, the employee may appeal the decision to the Authority, indicating to his superior that he will do so. The grievance will then be discussed jointly with his superior and the Authority. GROUP INSURANCE PLAN The Authority participates in the Pennsylvania Municipal Authorities Asso­ ciation Group Insurance plan, purchased from State Mutual Life Assurance Company of America located in Worcester, Massachusetts, covering both Board members and employees: Group Life and Accidental Death & Dismemberment Plan I Group Weekly Disability Income Plan II - Schedule A If an employee terminates his employment or a Board member ceases to be affiliated with the Authority, his insurance terminates immediately. LIFE INSURANCE 0 ID In the event of the employee's death from any cause, the amount of life in­ surance benefits are payable to the beneficiary selected by the employee. This amount will be paid in a lump sum, unless the employee has elected any of the other available settlement options. If the employee becomes permanently and totally disabled prior to his 60th birthday, his insurance will be continued without further cost, provided he sub­ mits satisfactory evidence of such disability to the Board. ACCIDENTAL DEATH, DISMEMBERMENT AND LOSS OF SIGHT BENEFIT S The full amount of insurance benefits are payable to the beneficiary if the employee loses his life; or to the employee if he loses both hands, both feet, sight of both eyes, one hand or one foot and sight of one eye, one hand and one foot within 90 days after an accident. One-half the amount of insurance is payable to the employee for loss of one hand, one foot, or sight of one eye. -17- �WEEKLY DISABILITY INCOME BENEFITS The amount of weekly indemnity benefit is payable if the employee is un­ able to work because of an accident or sickness. He must be under the care of a licensed medical doctor. There is no limit to the number of separate periods of disability for which benefits are payable. However, successive terms of disability due to the same related cause and separated by less than two weeks of full-time work will be considered one period of disability. HOLIDAYS The Authority has determined that nine holidays shall be considered for "holiday premium pay". The premium rate of time and one half shall apply to those employees who work on the holidays listed below: HOLIDAYS a 1. 2. 3. 4. 5. jL L GRANTED 6. New Year's Day Good Friday Memorial Day Independence Day Labor Day 7. 8. 9. Thanksgiving Day Day after Thanksgiving Christmas Day Day before Christmas If any of the above holidays fall on a Sunday, the following Monday shall be a holiday. Employees may also take compensatory time off at the rate of time and a half for the nine holidays. Holidays which occur while an employee is on annual vacation shall not be charged against annual vacation. HOURS OF WORK 3 The standard number of days in a work week is five. Administrative, clerical and technical employees work 37-1/2 hours per week, Monday through Friday. The normal hours of work are from 8:00 A. M. to 4:30 P.M. , with one hour for lunch. -18- �Employees classified as labor work 40 hours in a work week of 168 hours. However, they may be required to work less than 40 hours. MILITARY SERVICE "Annual military leave" refers to paid time off for employees who, as mem­ bers of the military reserves of National Guard, a re subject to annual training ex­ ercises or related annual military duty. The employee is paid the difference between the employee's military pay and his regular salary. Military leave is allowed up to 15 calendar days in any calendar year. Leave of absence with pay is granted for purposes of registration or examin­ ation for induction into either the Pennsylvania Guard or Armed forces. Same rules apply to enlistment and induction, ■will go on military leave. In either case, an employee Upon return to civilian life, the employee need only prove that his period of service was satisfactory. The discharge can be medical, but other than dis­ honorable. fT, p The veteran must prove he still can perform required duties of the job, make application to work within 90 days after discharge, and return to his old job if it still exists or similar employment if it does not. CT Military service, if on military leave, counts toward total length of service with the Authority. □ Q1 p R HU A substitute employee may be hired during the absence of an employee on military leave. The substitute is then transferred to a similar position if one exists. Otherwise, the substitute is placed on an employment register for later employment. OVERTIME PAY AND COMPENSATORY TIME "Overtime pay" refers to additional compensation or compensatory time off for time worked in excess of 40 hours per week. Clerical and other office personnel below grade of office manager are gen­ erally given compensatory time off for overtime in excess of 37-1/2 hours per week. The time off is normally figured at the time and one half rate, computed according to the basic salary rate. -19- �Overtime shall be computed to the nearest quarter of an hour. Generally, the working hours will be limited to the normal schedule. Oc­ casionally, however, the work will require an employee to begin work before the normal scheduled time, or remain at work after his normal quitting time. When emergencies or peak load periods occur, it is expected that employees will co­ operate and work the extra hours required. If additional compensation or compensatory time off for work in excess of the normal work week cause unforeseen administrative problems for the Authority, the Authority shall make the final decision as to overtime compensation or com­ pensatory time. Compensatory time shall be taken at a time approved by the supervisor, but, in no case, later than 10 regular work days. PROBATION The probationary period is the time during which it is determined whether or not an employee is suited for his position. The length of the probationary period is normally three months. Lj H An employee becomes eligible for confirmation in his or her position on the first day of the month next following the third completed month of probationary employment. RECORDS The Office Manager will maintain all records necessary to the proper ad­ ministration of the personnel program. After appointment, applications and other personnel records necessary for a complete personnel history will be maintained. Such records shall be available for inspection only to the employee concerned and to Authority members on a need-to-know basis. REINSTATEMENT Uf As a general rule, any employee who has resigned from the service of the Authority and is later reinstated will be considered as a new employee with no accrued rights, privileges, or benefits. All such benefits are cancelled when an employee leaves the employ of the Authority. The Authority, however, may in unusual circumstances reinstate an employee to any position which is in the -20- �best interests of the Authority. In case of an extended period of sickness necessitating absence from em­ ployment, it shall be the policy, insofar as reasonably possible, to re-employ the employee in his former position providing there is a suitable position available. SICK LEAVE "Sick Leave" refers to granting leave with pay for sickness. An employee eligible for sick leave with pay shall be granted such leave for the following reasons: (a) personal illness or physical incapacity resulting from causes beyond the employee's control; and, (b) enforced quarantine of the employee in accordance with community health regulations. An employee on sick leave shall inform his immediate superior prior to or within two hours after the time set for the beginning of his daily duties. Failure to do so may be cause for denial of sick leave with pay for the period of absence. Sick leave with pay shall be granted to employees when approved by the Authority or Office Manager for excused absence because of sickness, injury, or physical inability to perform assigned duties. Employee shall be removed from the payroll by his supervisor for unexcused absence and for excessive, intermittent, or excessive regular absences because of illness or claimed physical inability to perform assigned duties of position. Appeal by the employee shall follow procedures established by the Board. year. Employees are permitted ten working days of sick leave during a calendar Sick leave may be accumulated up to twenty work days. Accumulated sick leave may not be: 1. Added to vacations 2. Converted to cash payment at time of retirement 3. Converted to cash payment at time of separation I Holidays that occur while an employee is on sick leave shall not be charged against his sick leave. ri 3 I If an employee's request for sick leave is not justified, the value of the absent time shall be deducted from the employee's accrued annual vacation or pay. Pregnancy shall not be considered a sickness warranting the granting of sick leave with pay. Advanced sick leave may be granted up to an amount equal to an employee's -21i �accumulated annual vacation. A doctor's certificate will be required for an absence for sickness of three days or more. SOCIAL SECURITY The Authority and its employees must participate, on a contributory basis, in the Old Age Survivors and Dependent Insurance Program (Social Security) as prescribed by law. Employees will be informed of authorized deductions. J H i - ra Benefits for you and your Family - If you are "fully insured" and have reached "retirement age" you can collect old-age benefits for any month in which you are retired. Technically, retirement age is 62; but a worker under OASI cannot collect full benefits unless he has attained the age of 65. If an employee of the Authority should die, either "fully" or "currently in­ sured", the surviving wife (or husband) will receive a lump-sum death payment of up to $255. 00, or as specified by law. If the spouse does not survive, the lumpsum death payment goes to the person who pays the burial expenses to the funeral home. OASI also provides for disability benefits. These are similar to full (age 65) retirement benefits based on average monthly wage. However, if an employee is under 62, the total disability benefit to the employee and dependents may be re­ duced by receiving workmen's compensation. The benefits plus the workmen's compensation cannot exceed 80% of the average monthly earnings before the dis­ ability. TRANSFER Requests from employees for transfer from one job to another may be made in writing to the Authority. Such requests will be given consideration by the Authority when a suitable vacancy occurs. J rn Transfers may be made by the Authority in the best interest of the Authority. It should be clearly understood that a transfer does not necessarily involve higher salary, unless the transfer is designated as a promotion. -22- �VACATIONS Annual vacations are granted to all employees of the Authority, after an initial employment of one year. Employees are encouraged to take their vacation annually, and are required to take the vacation after it has accumulated for two years. The vacation year shall be from July 15 of one year to July 14 of the next. Arranging individual vacations shall be the responsibility of the immediate supervisor and approved by the Office Manager. ! The vacation policy shall be as follows: J 1 ! h fi - L ~ ■ 1. One week vacation with pay is granted to employees who have been em­ ployed by the Authority for one year. 2. Two weeks vacation with pay is granted to employees who have been employed by the Authority from two to five years. Three weeks vaca­ tion with pay is granted to employees after five years or more of service. Since vacation is considered a part of salary or wage, the employee shall be compensated for accumulated vacation in case of resignation or separation from employment. In case of in-service death, payment for accumulated leave shall be made to widow, widower, or other legal beneficiaries. VEHICLES ■ Cj1 Go The use of Authority-owned vehicles shall be limited to official business only. Taxi service shall not be performed with Authority vehicles, and the un­ authorized use of such vehicles may result in dismissal. WORKMAN'S COMPENSATION I li Authority employees are fully protected in the event of an injury which occurs while on the job, under the workmen's compensation laws of Pennsyl­ vania. Since the Authority is a corporation, all employees of the Authority are covered under the workmen's compensation policy. Also covered are the officers of the Authority, while acting within the scope of their duties for the Authority. -23- �To be sure of coverage under workmen's compensation, report of injury must be immediately made to the supervisor. Otherwise the validity of claim for workmen's compensation is jeopardized. Employees may elect to use accrued sick leave and vacation credits because of on-the-job injury. This will assure the employee of full salary in most cases where job related disability is suffered. d p d U d i R i -24- 129695 �J �I a . I JI J 3 1 1 3 n : I 11 � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Position Classification Pay Plan: Rules, Regulations and Policies for Employees of The Copley-Whitehall Sanitary Authority, 1969 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1969 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/64f89c7bf7bb9a1071c899d051610487.pdf 0bd3d6ece0eb8169c5f0a225e00ee37c PDF Text Text ■ —■ I uJ ! Iki i i PROCEEDINGS NINTH ANNUAL COMMUNITY I I i GROWTH CONFERENCE Kijj IE D •J C3 •j INSTITUTE OF REGIONAL AFFAIRS ■B ' ARCHIVES WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA ’JS333 L8W682 • I ■ I K. 1 <76^7. _L-------------- < ■ �m T PROCEEDINGS NINTH ANNUAL COMMUNITY GROWTH CONFERENCE e. ■ ta a G ' ' . SH SEPTEMBER 24, 1969 WILKES-BARRE, PENNSYLVANIA 1 WILKES COLLEGE WILKES-3ARRE, PA. E (a in Fa Institute of Regional Affairs Wilkes College LB Wilkes-Barre, Pennsylvania 18703 £ 1 u �A R C S'; i V E S J I i I s I J I 5 I I I I I n t I I I I I FOREWORD In recent years we have become quite conscious of the idea of the "New Federalism" in the United States. The Committee for Economic Development in its 1966 report entitled "Modern Local Government" emphasized the idea that many of our local municipalities, authorities, and special districts have become obsolete. At one period in our history, these local governmental structures were well designed and served a very useful purpose. We are now in an area of great technological change. Twenty years ago Buck Rogers and a trip to the Moon was a figment of the imagination of its creator. Now it is reality. However, here on earth, adaptation to change has been very slow. The citizenry has been most reluctant to adapt local government to a twenty-first century role. The problems of a municipality are increasingly larger. Better services such as police protection, fire protection, waste disposal and many of the other normal functions o.f the municipality are becoming too expensive for our municipalities to handle. The purpose of the Ninth Annual Community Growth Conference is to examine some of these pro­ blems not from a community or municipal approach, but rather from a regional approach. Thus the focus of the Conference on the term "Regionalism". A region may be defined in a number of ways. It maybe thought of geographically, politically, ethnically or in many other ways. A region maybe large such as the megalopolis as described by Jean Gottman, or it maybe the standard metropolitan statistical code as defined by the Bureau of Census, or perhaps it could include the confines of the region as defined by the Economic Development Council of Northeastern Pennsylvania. This conference will attempt to present to its participants a greater understanding of the term Regionalism on a relatively small scale just taking into consideration a few of the practical problems.of our region such as the problem of mass transit and the increasingly important problem of solid waste management. >, Hugo V.Mailey , Director Institute of Regional Affairs ii �TABLE OF CONTENTS ii F oreward I iii Table of Contents Lil Program v Sponsors vii Introductory Remarks by Dr. Eugene S. Farley I i I I "THE NEW WAVE OF REGIONALISM" Introductory Remarks by Donald D. Moyer "Why Regionalism?" by Ralph R. Widner.............................. ! I "MASS TRANSIT" Introductory Remarks by Edward Schechter........... "The Erie Experience with Mass Transportation" by Thomas Burke............. "Research and Development for a Balanced State Transportation 1 2 3 11 12 System" 15 by Edwin W. Bickhart . . I 0 I fj I I I B I "SOLID WASTE MANAGEMENT" Introductory Remarks by Ellsworth C. Salisbury, Jr................................ "The Proposed Solid Waste Disposal Program in Allegheny County" by Maurice A. Shapiro................................................................ "Factors and Attitudes in Solid Waste Management" by Albert J. Klee ........................................................................... "The Role of Private Enterprise in Solid Waste Disposal" by Samuel J. Joseph........................................................................ "WHAT IS THE ROLE OF THE COUNTY?" Introductory Remarks by Edmund C. Wideman, Jr. "What is the Role of the County in Regionalism?" by Bernard F. Hillenbrand.................................... "PHILLIPS 66" Remarks of the Moderator by James Lee a iii I 24 26 31 38 44 45 57 �Discussion Guide -- Mass Transit 58 Discussion Summaries -- Mass Transit by Frank Chadwick ..................................... Donald D. Moyer................................... James F. Furey................................... 59 61 63 Discussion Guide -- Solid Waste 65 Discussion Summaries -- Solid Waste by Ellsworth C. Salisbury.... Mrs. Marjorie Bart ....................... Robert Betzler...................................... Joseph A. Macialek......................... Leo A. Corbett................................... Frederick J. Karl............................ Eugene F. Borofski......................... Willis W. Jones ................................. 66 69 71 73 75 77 79 81 Introductory Remarks by Mrs. Frank Henry APERCU" by Tom Bigler.................................................. 83 Closing Remarks by Dr. Hugo V. Mailey 86 Roster of Attendance 87 iv 84 �NINTH ANNUAL COMMUNITY GROWTH CONFERENCE September 24, 1969 "REGIONALISM" Wilkes College New Dormitory Breakfast 8:30 - 9:30 A. M. Registration: Marjorie Bart, Wilkes-Barre City Councilwoman Dr. Eugene S. Farley, President, Wilkes College Welcome: Donald D. Moyer, Economic Development Council NPA Chairman: THE NEW WAVE OF REGIONALISM Topic: Ralph R. Widner, Executive Director, Speaker: Appalachian Regional Commission Wilkes College Fine Arts Center 9:45 - 11:45 A. M. Topic: Chairman: Panelists: MASS TRANSIT Edward Schechter, Committee, Luzerne/Lackawa nna Transportation Study Thomas Burke, General Manager Erie Metropolitan Transit Authority Edwin W. Bickhart, Chief, Mass Transit Division Department of Community Affairs Coffee Break Wilkes College Fine Arts Center 11:00 A. M. Topic: Chairman: Panelists: SOLID WASTE MANAGEMENT Ellsworth C. Salisbury, Jr. Executive Vice President Greater Hazleton Chamber of Commerce Maurice A. Shapiro, Graduate School of Public Health University of Pittsburgh Albert J. Klee, Chief, Bureau of Solid Waste Mgmt., HEW Samuel J. Joseph, Vice President United Municipal Corporation, Harrisburg 12:00 - 2:00 P. M. Luncheon v Hotel Sterling Crystal Ballroom �Topic: Chairman: Speaker: ! I I I Hotel Sterling Crystal Ballroom 2:15 - 3:15 P. M. I I WHAT IS THE ROLE OF THE COUNTY? Edmund C. Wideman, Jr. Board of County Commissioners Luzerne County Bernard F. Hillenbrand, Executive Director National Association of Counties "PHILLIPS 66" Chairman: ! 0 3 3:30 - 4:00 P. M. Chairman: Speaker: 4:00 - 5:30 P. M. James Lee, Assistant to the Editor Times Leader Evening News "APERCU" Mrs. Frank M. Henry, President Junior League of Wilkes-Barre Tom Bigler, News Director, WBRE-TV Cocktail Hour I I I f I I I 0 fl I 8 I I !? Hotel Sterling Crystal Ballroom vi Hotel Sterling Adams Room �SPONSORS East Side Landfill Authority 1 Glace and Glace Greater Hazleton Chamber of Commerce I Greater Nanticoke Chamber of Commerce I JJ ! Greater Pittston Chamber of Commerce Greater Scranton Chamber of Commerce Greater Wilkes-Barre Chamber of Commerce Home Builders Association of Northeastern Pennsylvania Jenkins Township Land Fill Junior League of Wilkes-Barre I Luzerne County Borough Association I I f ! I 0 I Northeastern National Bank Pocono Mountains Chamber of Commerce Redevelopment Authority of the City of Wilkes-Barre Alan M. Voorhees and Associates, Inc. WILK Radio WNEP - TV West Side Landfill Authority £ Wilkes-Barre Transit Authority vii I �INTRODUCTORY REMARKS by Dr. Eugene S. Farley, President Wilkes College It is indeed my pleasure to welcome all of you to the Ninth Annual Community Growth Conference. Many of you have joined with us in this Annual Conference to discuss the problems that affect all of Northeastern Pennsylvania. It is especially appropriate this year that we discuss the topic of "Regionalism". For those of us in higher education, we realize that there must be a greater relationship between the many and varied municipalities in Northeastern Pennsylvania. And being prompted by report is sued just a few years ago by the Council of Economic Development entitled "Modern Local Government", we realize that we can no longer think in terms of specific municipalities, but rather interms of a region. Wilkes College has played an important part in bringing together the independent colleges of Northeastern Pennsylvania. The College was also instrumental in establishing what is now known as the Economic Development Council of Northeastern Pennsylvania. The theme of this Conference is aimed at taking a look at but a few of the basic problems of Regionalism. We hope that these problems will be fully explored in our proceedings today. Therefore, we here at the College are extremely happy to be hosts and we hope that the discussions, comments and messages of the speakers will be of value to all of the public officials and interested citizens who are present today. It is indeed anhonor for Wilkes College through the Institute of Regional Affairs to be the hosts for a program that will deal with the major problems of our region. 1 - �J CI J i i 8 INTRODUCTION of Ralph R. Widner, Executive Director Appalachian Regional Commission by Donald D. Moyer Economic Development Council, NPA I am very pleased and honored to have been selected as the Chairman for the opening session of the Ninth Annual Community Growth Conference. lam especially pleased since the over-all theme of the Conference is one that is of vital interest to me. In my position with the Economic Development Council, we cover a seven-county area in Northeastern Pennsylvania which we like to call a single region. It is hoped that through the discussion this morning that a dialogue can be developed that will help lead to a breaking down of the barriers to Regionalism and the creation of new positions for cooperation. Our speaker at the opening session is certainly a man of vast experience in treating the problems of Regionalism from his post as Executive Director of the Appalachian Regional Commission. His topic, of course, will be "The New Wave of Regionalism. " I s IB D D 11 - 2 - �g 1 "WHY REGIONALISM?" by Ralph R. Widner, Executive Director Appalachian Regional Commission In the U. S. today we confront a wide range of domestic problems with which it is extremely difficult for local jurisdictions or states, by themselves, to deal. A new approach -- the cooperative, regional ap­ proach -- is developing as one way to solve such problems. I 1 We have recognized for a long time that our water problems,, for example, cannot be solved unless the states and jurisdictions in a river basin, such as the Susquehanna, are willing to work together with the national government in solving them. As air pollution becomes an increasingly serious menaceto public health, we have been forced to recognize that the atmosphere ignores political boundaries and that our air sheds cover vast territories that cross the lines of many local governments and states. The problems of our cities cross innumerable local boundaries, and 30 of our larger metropolitan areas cross state lines. s S I n Perhaps the most important reason for us to have finally recog­ nized the need for cooperation between states and between localities has been the profound change during the last several decades in the way and where the American people live. Since the end of World War II, the face of the U. S. has been drastically altered by massive migrations of people from rural areas into cities. About 35 million persons have shifted from the countryside into the metropolitan areas of the country since 1945. As a result, half the counties in the U. S. lost population between 1949 and I960,, despite the fact that the population of the U. S. , during the same period increased by 47 million. Half of all our population growth in the nation is now occurring in metropolitan areas containing more than one million persons. This is the largest migration of human beings in the history of mankind and it has led to two very severe and closely related problems. - 3 - □ �r------------ --- 8 s On the one hand, the rural areas and our smaller communities have suffered a tax drain as people and their incomes have moved away. This makes it even more difficult for rural governments to provide the local services their citizens require, and this has the effect of driving still more people away to the metropolitan areas. On the other side of the coin, our metropolitan areas are break­ ing down as these migrants jam into the ghettos and the economical­ ly better-off move out of the central city into the suburbs. B £ K E B B Intolerable tensions are building up behind these little Chinese walls of political boundaries. Rural communities are going broke. And the suburbs prosper and sprawl, duplicating the services and the facilities once provided by the nearby cities and smaller communities. Politically, our metropolitan areas find it almost impossib­ le to deal with many of their problems in a sensible fashion. They are splintered into a host of small governments. To a certain extent our metropolitan areas are "inside out". The specialized, white-collar jobs and services find the city center the logical location, but the people who work at those jobs seekthe attractive surroundings and space of the suburbs. On the other hand, the labor using, manufacturing jobs required by ghetto residents must locate outside the central city to find enough land and lower costs of congestion. And the more unskilled service jobs tend to be avail­ able outside the central city, too. Thus in our metropolitan areas the jobs are separated from the people who need them by a rather sub­ stantial bus fare, at least. In the rural areas this drain of people has meaniithat many of the smaller jurisdictions are less and less able to generate the tax base re­ quired to provide adequate public services in such vitalfields as educa­ tion, health, waste removal, and transportation. This only aggravat­ es their inability to attract economic growth, and this lack stimulates still more out-migration to the cities, which further compounds the metropolitan problems. B None of this is news to Northeastern Pennsylvania. Many of the rural areas in the Upper Susquehanna Valley have been losing people for a long time, and they are hard put to find the taxes to provide the services that their present population requires. E 4 �a a a And right here in the cities of Wyoming Valley we have lost many people, too. And there are a good many jurisdictions lining the Valley,, each with their own special pride but all of them with some common needs and problems. The question is: What can we do about these needs in both the rural and urban centers of Northeastern Pennsylvania? There are several things that can be done,.but the first require­ ment is that we recognize that all of us are in this together, whether we live in the Valley or up on the plateau. We can achieve the kind of future most of us believe in if we are willing to abandon some of our old rival­ ries in exchange for an alliance under which we can tackle some of our bigger problems together. The first thing needed to make that possible is some good sound State legislation, and fortunately Pennsylvania is finally in a position to move out on this front. The amendments to the State Constitution in 1968 give us unparalleled opportunities to devise new approaches to our problems. The Appalachian Commission--the country's biggest example of regional cooperation, linking as it does 13 states and the Federal Govern­ ment--recently provided funds to the Commonwealth tosurveythe local government problems in the 52 Appalachian counties of Pennsylvania. a a Ji B B E That report points out that the area government provisions con­ tained in the State Constitution should be interpreted broadly and imple­ mented flexibly so that local government in Pennsylvania can develop their own unique approach to their problems. The General Assembly should not compromise the potential contained in these provisions in the Constitution through unwise and restrictive legislation. The report points out the need for strong state leadership in im­ plementing the intergovernmental powers which are authorized under the Constitution sothat abetter level of services canbe provided, particular­ ly in rural areas, by spreading the cost of services, among the many jurisdictions. Few Pennsylvanians realize it, but this State has the largest rural population in the country--over three million persons. This re­ presents just about one-fourth of all the people in the State and it is fair to say that many of them are underserved i'nmany fields of public ser­ vice. 5 Q �j,_________ 1 1 1 I a ... At the same time, we have more local jurisdictions per county than any state. It makes little sense for each jurisdiction to meet local service needs by itself, duplicating that of its neighbors, if that same service can be provided more efficiently and economically by sharing the service among a group of communities. It is not difficult for reasonable people to agree that it is easier for an individual tax payer to bear the cost of a new sanitation system or a newwater system or a new airport or a new vocational and technical center, ora new health center or hospital, if the costs are spread among as many taxpayers as possible and among all jurisdictions that will benefit. Too often in the past, however, local pride has triumphed at the expense of local pocketbooks. Those few of us left who remember World War II refer to this as the "Kamikaze" instinct. It is cutting off our noses to spite our faces. In Appalachia we believe that a new and more economical way of providing public services can be developed if we can all work together. This regional approach recognizes that towns and countryside are tied together. We look to towns for many of our services and jobs. The towns look to the countryside for their customers, the agriculture and resource requirements for the town economy, many of the workers who will man the manufacturing plants, and recreation opportunities. Think of the United States as made up of several "functional economic areas" within the towns and countryside are locked together economically through commuting patterns, retail trade patterns, pro­ fessional services, and so forth. 'ij In Appalachia such areas, embracing several counties which tend to look to the same towns for their retail services and professional services and their jobs, share commuting patterns and administrative and political ties, are called "development districts." The Economic Development Council represents the seven-county area here in North­ eastern Pennsylvania. - The job within each of these areas is to develop an approach to development that unites the towns and the countryside in a special way so that all the people of the area can share in the brighter future we hope to build. FD I 6 �How? A New Delivery System for Jobs and Services Slowly in Appalachia a new delivery system for services and employment in rural as well as urban areas has been designed. 3 I 1 3 a a ffl 9 I s a I'D Visualize something like a wagon wheel with several rims, one inside the other; at the hub is a key community or communities where many of the specialized services and jobs supporting a large surround­ ing rural area are located. Spokes -- Interstate, Appalachian Development, and Primary­ highways--radiate from that hub out toward the rural areas and beyond, linking it and the area to national markets. Move out from that hub. Imagine a ring of smaller towns where many local services and local jobs are located. Far out on or near the rim of the wheel are the more isolated rural areas. In Appalachia many people live there. Here special public services inhealth, education and employment to serve the people residing in these areas are being located, and they are being given the transport­ ation network they need to get the new jobs and services. Delivery System for Education Now superimpose upon that wheel a delivery system for education and you will begin to see how it works. At the hub is an area vocational and technical center providing advanced technical training. Move out on one of the highways to one of the smaller towns and you will find a high school-level vocational school that is a satellite to the area center. A student at one of the high school-level vocational schools may decide to take advanced training. If he is close enough he is transported to the area center at the hub each day; if too far, resident­ ial facilities at the area center are provided to house him. The satellite schools are linked to the area centers in many ways. They exchange faculty. They assist in placements. Students move back and forth. Library and technical equipment is shared. 7 �_x_____ What you are seeing is the vocational system., for example, being built with Appalachian assistance in Eastern Kentucky. 3 1 Right now the counties in central Pennsylvania, with Appalachian funds, are preparing for such an approach as the West Branch of the Susquehanna. Similar efforts are getting underway to upgrade secondary as well as vocational education through area-sharing of school services and through the use of special area - serving technologies, including computer-assisted education. Through such cooperation, quality education can be provided at a lower cost to the taxpayer. A Health Delivery System 1 fl * Superimpose upon this same "wagon wheel" delivery an approach to health services. system Visualize, if you will, at the hub a regional health center with a full range of specialized services. At sucha facility, the most delicate brain surgery might be possible. Move out to the smaller towns where smaller general hospitals can be located that are capable of performing more routine operations, tonsillectomies and appendectomies. ■? a s a Out on the rim, local community public health centers capable of identifying people with health problems can be located. Let us suppose a gentleman appears at the community health center for a chest X-ray. The center detects a serious lung ailment. He can be referred to the physicians and health facility in his area capable of handling his problem, and transported via a new emergency transport network, including, in the more remote parts of Appalachia, helicopter ambulances. This is the kind of health delivery system we are building under the comprehensive health program in Appalachia. Such health planning is getting underway in central Pennsylvania, down the river from here. 8 B �Other Services I But success in such an undertaking requires the most harmonious cooperation between jurisdictions at all levels of government. At the local level, municipalities and counties must work together if we are to build quality area schools, area health facilities, area sanitation systems, areawater supplies, instead of fragmented below-par services which many jurisdictions can only afford. 1 The people deserve better of their governments, and our job is to see that this is accomplished. In creating the Wyoming Valley Sanitary Sewer Authority you are moving in this direction, and soon let us hope that people will feel the benefits of that venture. Today you are going to discuss solid waste disposal and mass transit. But there are many services we can provide better together than separately. I 1 I Let us realize that in many areas of Northeastern Pennsylvania the space for large-scale growth is outside our older communities. Watch the future between the Interstates on the Pocono Plateau or down in the Conyngham Valley along the Shortway. We will soon see a new world for Northeastern Pennsylvania in such areas. If we allow matters to take their course, this growth will come helter-skelter. The rural jurisdictions where it willcomewill be forced to duplicate expensive services and facilities already available in older nearby cities. The cities will suffer because they will not benefit from the growth occurring and their services will decline. The result will be increased costs to the taxpayer in both the rural townships and the urban centers. Just another case of having cut off our nose to spite our face. But there is another option--the sensible one. 9 �a 8 I 1 1 Is it not possible for all of us to sit down together and prepare a set of intergovernmental contracts between rural township and older city that willsparethe township addedcostsof providing services--schools, hospitals, fire, police, sewage treatment, etc.--by sharing them with nearby communities while at the same time making it possible for the new growth in these townships to help defray part of the costs of the services from the older communities? This would save the tax base and future of both. This is the Regional Approach. To those who say, "Impossible! Wewould never be able to agree on any such common sense arrangement.", I say "baloney." Any country that can figure out to get to Mars can solve a que­ stion that is more important to the daily lives of its citizens. In preserving and protecting the life of the community, cooper­ ation--not competition--is the sensible approach. Do we have the sense? a a E 10 "71 �INTRODUCTORY REMARKS J ■Ql n 1 by Edward Schechter Committee Luzerne/Lackawanna Transportation Study 4 I I I 1 One of the major problems that must be treated on a regional basis is that of transportation. In looking at the street pattern and the extensive use of land and at the affluent society, we find that there are growing numbers of motor vehicles having to contend with, to a large extent, obsolete street patterns. In large metropolitan areas, we are also concerned with what do we do at the destination of a motor vehicle. In many areas it is found that the only logical solution would be through the use of Mass Transit. Our panel this morning is a group of men who have had a great deal of experience in tangling with problems of Mass Transit in a number of states and a number of areas. ■f I I ffl 1 11 �THE ERIE EXPERIENCE WITH MASS TRANSPORTATION 1 by ■J Thomas Burke General Manager Erie Metropolitan Transit Authority s □ 1 1 I I 0 1 0 1 □ I r—-> I 0 0 I □ 8 0 _j I M In 1950, the Erie Coach Company carried 16, 254, 000 revenue passengers. In 1965, the passenger volume had decreased 3,421,000. The company lost 79% of its business in these 15 years, a decrease of nearly 13, 000, 000 riders annually. Fewer riders and higher costs com­ bined to produce a deficit of over $9, 000 in 1965. Further, the labor contract which expired on October 1, 1964 was extended to February 1967 with two wage increases to add to the company's financial problems. When I first came to Erie, I was shocked to find out that the type of equipment it had was gasoline type equipment. It was expensive to operate. The repairmen had over 35 road calls a day which would certain­ ly inconvenience the company's passengers. The transit picture was highlighted by service reduction, increased cost, fare increases, threat­ ened strikes, declining passenger volume, equipment deficiencies. It was difficultto see public transit operations beyond 1970. Itwas really a run-down transit system. Erie's public transit problems are similar to those being faced by cities all over the United States. Yet, no one community of our size has abandoned its bus system. No city can afford to because a good mass transit facility is essentialto the economic growth of a community. While public transit is not the primary form of travel in Erie, it is, nevertheless, the important secondary system. In the future, the im­ portance of this secondary system will increase, not decrease. Popula­ tion is increasing. The present system of regular scheduled bus routes serves a population for an area of 175, 000 people. By 1990, the area now servedbybus routes will grow to approximately 75, 000 more people than projected population in the area currently served by the transit system in less than 2 decades. Throughout America it becomes painfully apparent to many transportation planners that you dare not rely on only the automobile to handle all transportation requirements. Traffic congestion can readily reach the proportion of a crises. If you don't believe that, try the Cali­ fornia Freeway. Automobiles will continue to provide the primary trans portation service.However, public transit will remain the major second­ ary facility. 12 \ �i t i ■ ■d C 1 1 id n I a C t 'Ll s ■I ~ 1 r? i H A 100% increase in car ownership is projected for Erie by 1990. More and more property is being removed from the tax rolls to provide needed room for vehicles, roads, and parkades. And yet, highway and parking facilities construction have been unable to keep pace. It requires approximately nine times more space to handle each person arriving by bus. As you can see, there are many reasons why the City must lie heavily on an efficient public transit system and why the importance of this system will increase in the coming years. In 1965, a 25 member citizen Erie Urban Transit Study Committee was appointed to study the transit problems and make recommendations. Guy W. Wilson, former head of the General Electric Locomotive and Car Equipment Division headed this committee. This group recommend­ ed the formation of a metropolitan transit commission to apply for and disburse public funds required to study metropolitan transit needs and make recommendations. The recommendations were followed leading to the formation of the Erie Metropolitan Transit Authority in 1966. The Erie Metropolitan Transit Authority the entered into an agreement on December 27, 1966 with the Erie Coach Company for the transition of its system to authority ownership on January 1, 1967 . Government financing of $2, 148, 255 was sought and secured for EMTA for capital improvements, acquisition of 50 new buses, modern garage and office facilities, and service equipment. The basis for financing this program was two-thirds Federal, one-sixth State, and one-sixth local. Basic elements of’the system were significantly improved and an entirely new bus fleet was placed into operation. A general manager, experienced in transit management was appointed. Plans were laid for the construction of a terminal and office facilities. Operational procedures were instituted to substantially strengthen the system. Even the tide of declining public use was apparently reversed. In 1968, the first full year " of operation, complemented by improved service and a community effort to attract riders, reversed a 20 year decline in passenger volume and produced an 8.2% increase in passengers. Almost 300 more new reve­ nue passengers boarded the busses in 1967. Nevertheless, despite the accompanying increase in gross reve­ nue the level of operating expenses continued to rise. To make EMTA entirely successful, 800,.000 more riders must wisely choose to step into their comfortable, economical buses. This goal appears formidable as compared with 3,600, 000 revenue passengers iii 1968. However, Jt.should be noted that the EMTA once carried 30 million riders a year. But 1968 was a successful year. We had the first new route in more than 15 years put on. This was put in the ghetto area. It has been operating about a 13 I �year and it is starting to pay its way. All existing routes were improved. Our construction of a new terminal began and our unique imported bus signs developed. We developed a new bus sign to give the passengers more information. There wasn't a bus sign in Erie when the EMTA took over. We have put all bus signs so people know where they are riding or where they can catch a bus. Administration and maintenance functions have been strengthened. There wasn't any preventative maintenance at all when we first took over. A much larger community public service program was set in motion. A technical study of the system was started. A modest fare adjustment necessitated by rising costs of labor and material was insti­ tuted only after all alternative possibilities were exhausted. New bus tokens were placed in circulation. Community cooperation to attract riders was extensive and helpful. While 1968 was a successful year, there still remains the job of making certain that substantial benefits offered by the system are fully utilized by the public. Mors than 800,000 more riders must wisely choose the buses. To this end, effort continues within the system and the com­ munity to attract these riders. A second new route has been added. Five of the existing routes have been extended. A special summer route was continued. A speed-up in service has been accomplished. Our new operations center has been in service since March 1, 1969. Anextensive community relation program has continually placed the activities of the Authority before the public. It is constantly being reminded that today's best way is to ride their buses. One of our successful promotional schemes is a cooperative effort with downtown merchants to attract people to the system through free bus rides one hour on Thursday and on Friday mornings. Radio, TV, newspapers, billboards, bus flyers, and special promotions are constantly employed to keep the advantages of bus riding before all the people. In conclusion, the assistance and cooperation of all groups and individuals is essential. Federal, State, County, and City support and financial aid is, of course, an essential ingredient of success,.as is the dedication of the members of the Authority and its staff. If is to this end of making EMTA successful that our community, the Pennsylvania Department of Transportation, and the Federal Department of Trans­ portation are all dedicated. 14 �11 RESEARCH AND DEVELOPMENT FOR A BALANCED STATE TRANSPORTATION SYSTEM by 3 i H Edwin W. Bickhart, Chief Mass Transit Division Department of Community Affairs Thank you for giving me the opportunity to present to you the State's program to transport people into, out of, and within the urban centers by common carriers. We must meet these - "our transport­ ation problems" and resolve them by the cooperative efforts of all level of government. To do this means our thinking will have to change in many areas. It means we shallhave to admit that often the "tried and true" is obsolete. It means that we must stop passively worshipping our machines and start to master them. It means we can no longer assumethat we are obligated to fit the people to the machines. We need imagination, we need creativity . . . and most of all, we need motivation and implementation. H( | 9 I a i These United States, the greatest nation in the world, has proven we can send three men to the Moon. Now let's show that we have the brains to move people in Wilkes-Barre and Scranton to work and back safely and conveniently without spending a couple of hours doing it) . We can do it, and we will do it! We know that the responses of the past simply will not lead to the solutions we want in the future. Conditions prove that to be true. We must re-examine our preconceptions if we are to prevent the centers of our cities, and eventually the suburbs from choking to death. We are going to examine every kind of transportation and find out what kind of job each is best suited for. For one given purpose, that grand old American institution --the automobile-- may be best. For other purposes, we might try V/stols, steambuses, gravitrains, hydro­ foils, or tracked aircushion vehicles. I firmly hold that no one mode is going to dominate the future in this country, because J. know and you know that no one mode is best for all purposes. Our populationis too dense in some areas, too sparse in others. ■ 15 8 �Our needs are too complex for simple answers. The conventional modes, like the automobile for instance, suffer from the liability that the more we expand our highways, it seems the more crowded those highways become. The rumbling of discontent among people is becoming louder. I cannot believe that in the year two thousand some 280 million urban cit­ izens will put up with anything resembling today's conditions. And if we are wise, if we want to stop the commuting American from being the complaining American, we will start now --today-to re-examine obsolete thinking and start to think in terms of the real needs and potentials of the present and future. For instance, I find that more and more responsible people­ independent observers--are questioning the survival of the automobile in the centers of our largest cities. In New York City today, to take perhaps the worst case, traffic moves an average of six miles per hour versus eleven miles per hour in the pushcart era of 1917. Off-street parking, computerized traffic flow and changes in patterns of use are often suggested but more often than not they are only stopgap measures. The costs of pollution, sprawl, ugliness, business decay, tax losses--these are not worth the smallgains. Pennsylvania must now accept the fact that the private automobile will not forever be the absolute monarch of our core cities. How and when this change will come about, we cannot yet say. But the means are not altogether obscure. We could make mass transit so attractive that habitual drivers would leave the highways. Some are convinced that Dial-A-Bus and other personalized modes will provide a breakthrough. We could tax cars entering the city in order to pay for police services, traffic control, parking, and road repair, and so on. More and more, the hallowed right to jump into our cars and drive them anywhere we please is being tallied against other community and individual values -- the need for elbow room, clean air, stable neighborhoods, more parkland, and many others. Sofar, wehave sought sheer mobility above every other consideration; other needs have been neglected, and the social equation is clearly out of balance. 16 �I maintain that the abuse of the human environment can be stopped by using transportation as a major tool in regional planning. With the establishment of Penn Dot, whichis in legislative process now, it will be the policy that anymode of transportation that commandeer or violates large sections of the landscape is going to be subject to a brutal anayls is. Landis tooprecious a resource to be squandered. We can't always find enough of it where we need it, and it's one thing science doesn't have a substitute for. Multiple use of transportation corridors is an obvious solution, and will ensure over-all community development at very little more cost for land acquisition than we pay for ordinary highways and transit lines. Cities, whole regions, are now finding that they must plan their growth, control it, even in some cases, reduce it. They will have to decide consciously, not by default, what kind of places our people will live, work, and play in. U. S. Dot now has a project called Center City Transportation Program which I know will be of interest to all of you in providing some answers. .1 i I 1 We have concluded -- and I am sure that a great many people in this room have come to the same conclusion--that the real transportation problem in the center cities is not congestion, parking and air pollution per se. Rather, the problem is that no one has been successful in solying , in a total concept, the problems of congestion, parking and air pollution. As I noted earlier, we have the technical capability. haven't had is the effective implementation of this capability. What we The reasonfor this lack of effectiveness--and again, I think you will agree-- is the lack of an action program for implementation. The Center Cities Program is such an action plan. You know and Iknow that the filing cabinets in Mayors' offices are filled with unrealized plans. Unrealized not because they weren't feasible--but because they did not address the problem of gaining sufficient support from the private sector, from labor, from management, from the financial community, from the political structure, and from the traveling public. This we intend to do with your help. The U. S. Department of Transportation--through the Urban Mass Transportation Administration--has signed a one-million, 461 thousand dollar contract with a group of the nation's top consulting firms--led by A. D. Little, and including Skidmore, Owings, and Merrill: Real Estate Research Corporation and Wilbur Smith and associates. 17 �These firms, working as a consortium, under the guidance of DOT, will provide to five selected cities a thorough and concise research and development effort to formulate improved Center City Transportation Systems. The Cities participating in the program willbe Atlanta, Dallas, Denver, Seattle, and Pittsburgh. The consortium will -- in each city-- go beyond the traditional approach of research, analysis and recommendation. The program will actively involve many organizations and groups in the city. Again, this is more than a planning program. It is an action program. I, personally will not be satisfied with the performance of the consultant teams until they, through their work, light the spark of community involvement in each of the participating cities. The Center Cities Transportation Program is set up to give a nudge to communities--to draw all community elements together--so decisionswill be made by not only those who will administer new transit facilities, but also by those who will earn a living operating the system, those who will ride, those who have businesses in the area, those who will be involved in financing, those who will manufacture the equipment, and those who are in political and governmental decision-making posi­ tions . The benefits of such a program are manifold. With these five cities sharing development, expertise and infor­ mation, the manufacturer s of transit equipment will have delineated for them a much more positive market potential. Investors--buyers of bond issues--will know better what sort of rate to offer. Labor, in helping plan new systems, can be expected to work with us for the common good. Merchants and businessmen in Center City areas--by being involved in the study of traffic patterns and pedestrian distribution--willknowbetter what to expect in terms of economic growth. And the people--the ones who really are the "lifeblood of urban society" will help these cities create Central TransportationSystems that blend rather than clash with the human environment. We are delighted that the Mayors of the five cities have expressed initial enthusiasm for the program, and we look for it to become a major demonstration of what we can do if we all work together. To me, this is money well spent. To my way of thinking, these grants are only a first step. Over the coming decade we will spend millions on urban transportation. 18 �F n 1 p i rn A Department of Transportation has been created in six states: New York, New Jersey, Hawaii, Florida and California, and in three other states, Ohio, Michigan and Illinois, they are considering such action. A key word in considering to solve our transportation problems is coordination, and the creation of Penn DOT will be a big step for­ ward. & i ;■= The time has come when all communities seriously consider all internal modes of transportation. This is the reason for establishing a Department of Transportation for Pennsylvania. 0 1 L L> * I I II I a It seems obvious to me that these public monies cannot be spent effectively except by developing solid, well-thought-out plans for air, rail and highway in conjunction with the rest of the social structure-housing, utilities, schools and so on. We must clarify the options for cities, encourage them to develop comprehensive plans, and give industry some notion of the potential market fortheir products. We will have to investa great deal of money to make up for past neglect. We will need new methods to finance the answer in some cases; in others, Federal, State, and local subsidies may be more realistic. One thing is certain, if funds on the Federal and State level are not programmed for, not less than five year periods, capital programs cannot be reasonably planned. Our attitude should be flexible. Perhaps we should you know who I mean--the And those who are able to take a bus or train should expect to subsidize those who cannot drive-young, the aged, the poor, the handicapped. drive but prefer to avoid the aggravation and alsobe given achoice. We have the resources and the technology to provide these choices.. Whether we provide them will determine the prospects for a decent life in our cities. How we decide them will determine the quality of our civilization. The integrated transportation network that we have set as our goal cannot be created overnight. But a system providing channels of choice out of the ghetto to suburban factories, insuring ready access in our leisure time to the varied pleasures of the countryside, safeguarding our precious heritage of historical sites and natural beauty, and saving the land from irresponsible exploitation--such a system must be started now if we are to achieve our objective within the next generation. It may even be necessary for physical survival. 19 i �B i The task is gigantic, but no more so than the challenges of a century ago when stout-hearted pioneers tamed a savage continent with their bare hands. Sometimes we forget that we have a tradition--a sacred one--of achieving the impossible dream. Our roads and rails and airwayshave givenus greater mobility-for all its frustrations--more than anyother people have had in history. They have made the name of America synonymous with movement, change, and adventure. They have conditioned our mentality, formed our attitudes, opened new horizons to restless vitality. What about traffic paralysis within urban regions ? Today nearly eighty percent of our people live in cities. By the end of this century that proportion will rise to ninety percent. Most of the one hundred million person increase in population will concentrate in metropolitan areas. So the urban peculation will double in about thirty years. Small and medium-size cities will participate in this growth as well as the huge regional complexes and linear cities that we see developing along our coasts and around the Great Lakes. a i Now it has been said by wise men that everybody loves an auto­ mobile. Apparently that is so, because people rely almost entirely upon cars to meet their need for transportation in town. There are now more than eighty million cars in this country, double the number in 1950.By the year 2000 they will double again. Cars are obviously being produced faster than people are, and they useup space and pollute the air at an alarming rate. In many areas we are going to have to choose between cars and people at some point and to some extent during the next ten years. We recognize the dangers of relying solely upon one mode of transportation. It is self-evident that we have a gross imbalance when we spend more money on highways in six weeks than we spend on mass transit is six years ! That is not an effecient allocation of our potential transportation resources. It's not balanced transportation. Let's take a look at where this imbalance has taken us. First of all, public transportation has declined sadly in reliability and availability in the last twenty years. Transit patronage is only half what it was fifteen years ago. Profits have shrunk, fares have shot up and the commuters are somad they have begun to organize into protest groups. 20 �Low income people would like to get some of those good jobs being created in the suburbs, but often the bus just doesn't go where the job is. Likewise, a black man with any pride is not going to bother trying for such a job if the only way to get there is to get up with the birds and transfer two or three times and pay a dollar twenty-five for the privilege. It's against human nature. To put it in one sentence, if we expect to make any headway with our urban problems in congestion, poverty, pollution and employment, we are going to have to try something new in the way of urban trans­ portation. We will be compelled to invest many millions of dollars over the coming years if we are to provide the new and updated public transport­ ation our suburban residents need to assure mobility. But the cities alone cannot sustain this burden. I am as aware as you are that State and local expenditures have increased nearly three times in the last ten years. The National Debt has risen by the same amount and now exceeds one hundred billion dollars. I 3 I 1 I i | Over the next ten years, the cities and states are going to run by another two hundred fifty billion dollar s and there is no prospect what­ ever thatthey can plug the gap with bonds. Without federal help, public transportation would probably dry up in all but a few of the largest cities with consequences for civil disorder, urban decay, and air pollution that any reasonable man would want to avoid at all costs. Our current Federal expenditures of one hundred seventy-five million dollars annually for public transportation aren't even enough to patch the rough spots let alone provide the sophisticated services an increasingly educated and impatient public demands. The Federal government has taken action to solve this problem before it becomes completely unmanageable. The President proposed to Congress that this nation invest ten billion dollars in transit grants and loans over a twelve year period from 19'71 to 1982. They seek authority to commit funds starting at three hundred million dollars and rising to one billion dollars during the first five years. They are asking for "contract authority" to obligate funds over the full five years as to assure cities of the support they need to under-take long range projects. Contract authority is the key concept in this bill. It is a wellestablished budgetary mechanism granting full Federal authority to enter into building commitments to the full extent of the fund authorization. The authorizations would not be limited to annual periods. 21 �This is not a trust fund thatwe all are hoping for, butthe Presi­ dent is for long time contract authority. And this approach will work. It obligates the Federal government to support programs once the con­ tracts have been signed--period. No exceptions. They will be legally obligated to follow through on approved plans--and that will give the cities the assurance of continuity they have always demanded. I 1 a r I 1 5 .1 Cities of any size would be eligible for this aid. Up to two thirds of the cost of the projects could be paid for with Federal money. A kind of transit facility could be developed-new rail lines, better buses, new means of communication, real-time route information for riders or special services for low-mobility groups. Funds would be available for new systems to alleviate downtown congestion, provide more flex­ ible service in the suburbs and in the ghetto, and encourage experiments with point-to-point service between employment clusters throughout Metropolitan areas. A 'unique and vital feature of the bill would permit cities to pur­ chaseland in advance of transit construction where necessaryto control speculation and exploding costs of rights-of-way. This feature could be­ come a vital tool in long-range environmental planning for cities of the future and help us to make best use of our limited resources of metro­ politan land. However, nothing would be done hastily and local units of govern­ ment would be required to conduct public hearings on all proposals. This legislation would provide financial help to operators of private transit lines--this is important because many such lines are still run by private companies. It would also support a much expanded U.S, DOT program of research on urban transportation to push for the technical breakthroughs that are within our reach. This bill has been a long time coming, and it's long overdue. If enacted I believe it will result in new transit systems within three years of passage. It surely must be enacted if we are ever to have a transportation system that reflects a National and State transportation policy. I thinkwe have finally realized that the quality of public transp­ ortation can determine our standard of living, our productivity and our enjoyment of life just as much as schools, housing and job opportunity. Without a balanced system of personal mobility, the inner city decays and even the suburbs lose vitality. 22 �And how would such a program affect our highway building acti­ vities? I am certain that you men are well aware that without healthy public transport, we can never hope to build roads fast enough in urban areas to get ahead of the traffic they generate. That's a mathematical fact. I think it is clear, therefore, that the future of public trans­ portation is not a mere matter of convenience for city dwellers .It tran­ scends technical questions and becomes a matter of shape, the quality, and the existence of cities as we have known them. Access to urban environments that meet the needs and extend the measure of man. I have faith that we will make the right decision. We have the emerging awareness, We have the resources. And I see determination to break with the past,, Public transportation can be the royal road to a better life for the citizens of all our cities. The waiting game is over. The days of action loom ahead. It was the intention of the Legislature, when the Mass Trans­ portation Act was written in 1965 that transportation continue to serve the fullest purposes of life in Pennsylvania. It must do so, for time is, indeed, running short. All our efforts--especially at conferences such as this one--must be aimed at the development of a State, balanced transportation system. I just want to say in closing that I hope that all of you understand that we are going to be asking a great many questions in the weeks and months ahead. Because it was done a certain way 35 years ago is no reason to believe there is no better way. It seems about time we stop thinking about the way we have done it for the last 35 years and start thinking about 15 or 20 years from now, and not 35 years ago. I trust that our conversations here at Wilkes will be very help­ ful to all of us. Thank you for taking your time to listen to me today, and I sincerely hope we may get started in Northeastern Pennsylvania to provide the finest transportation system in Pennsylvania. 23 — �SOLID WASTE MANAGEMENT I by Ellsworth C. Salisbury, Jr. Executive Vice-President Hazleton Chamber of Commerce HI I 3 I H ■J*.1 1 I if Until the relatively recent past, Americans have not seemed greatly concerned with the problems of environmental pollution, and least of all with the pollution resulting from ineffectual management of solid waste. The idea that solid wastes may contain valuable metals and other renewable resources that should be conserved, made little impression in a country blessed with an abundance of natural resources. The most convenient means for disposal--usually an open burning dump--was (and unfortunately still is) most frequently employed. How­ ever, it is becoming increasingly obvious that such a casual approach to solid waste management--which may have been acceptable in an earlier day--can no longer be tolerated in a country of over 200 million persons. The total solid waste load generated from municipal, commercial, and industrial sources in the United States amounts to more than 360 milliontons annually. The annual total of agricultural wastes, including animal manures and crop wastes, is estimated to be over 2 billion tons. The present annual rate of mineral solid waste generation is 1. 1 billion tons, with an anticipated rise to 2 billiontons by 1980. Eventhis projection for mineral wastes may prove low if ocean and oil shale mining become large-scale commercial enterprises. Altogether, over 3. 5 billion tons of solid wastes are generated in the United States every year. Primary responsibility for solid waste collection, processings and disposal has traditionally, and quite properly, rested with local levels of government, with State agencies heavily involved in regulatory activity. Pennsylvania, like every other state, is having its solid waste problem. Our elected officials have the almost impossible task of satis­ fying taxpayers by not raising taxes and at the same time satisfying citizens who are worried about pollution. If we are going to do anything worthwhile, we must make it clear to everyone that a problem does exist with solid wastes, and we must change our methods of disposing of them 24 1 �Television specials, magazines and newspapers continually tell us how we are being buried in our own garbage--how our waterways are being fouled--our air contaminated--our land turned into junk heaps. Solid waste management is on many public officials'mind these days and the more the subject is discussed the les s understanding there appears to be. It is doubtful if all are in agreement, or, at least fully apprec­ iate what normally constitutes solid wastes. Northeastern Pennsylvania has its solid waste problem, though perhaps a different aspect of the same problem. We in the Northeast,, because of the availability and accessibility of mine voids, must be careful that our area isn't turned into the refuse pit for the great eastern megapolis. �THE PROPOSED SOLID WASTE DISPOSAL PROGRAM IN ALLEGHENY COUNTY i! by Maurice A. Shapiro Graduate School of Public Health University of Pittsburgh It is indeed a pleasure tobe here today and discuss with you what I hope we're doing in Allegheny County and not what we've done, because what I hope is that we are on the verge of solving an age-old problem. My taskhere today, really, is to summarize the summary - that is, the summary of a report which was submitted to the Board of County Commissioners of Allegheny County by the Advisory Committee on Solid Waste Management. which was headed by Dr. .Joseph .'fames the head of the Institute of Local Governmental the University of Pittsburgh. This little pr esentation should be accomplished with descriptive slides. I will try to paint a mental picture to overcome that deficiency. ■i s I ill! I The increase of amount of solid waste generated in Allegheny County and the quality of the existing disposal systems with which we have to deal are two factors contributing to our problem and the need for immediate remedial action in Allegheny County. It is estimated, for example in Allegheny County 1.8 millions tons of solid wastes are generated by the households, commercial establishments, and other institutions. The average daily production is in excess of 6 lbs. per person per day. That's an amount that would fill the Gulf Building in Pittsburgh nearly twice each day. By 19'75, it is estimated we will be generating a volume of waste sufficient to fill daily more than three buildings of that size, and by 1985 we will generate 2 million tons per year. Our problem is that with very few exceptions, the quality of the existing disposal operations inthe County is not only poor but deterior­ ating. The Pennsylvania State Department of Health has criticized us severely for this. Most ol the landfill s in the County are contaminating the ground water. Most of them are quite unsightly and improperly covered, and most also have control problems of dust, flies, rodents, and odor. We have, eight incinerators in Allegheny County handling approximately 500 tons of solid waste per day. The biggest one is an outmoded City incinerator which the City would like to remove. 26 n �- n £ r !• F U s IE B I The Solid Waste Advisory Committee came up with 21 general policy recommendations which we hope will provide the guidelines for planning, development, and implementation of a County-wide disposal system. A specific action program was developed from these guide­ lines. The Committee suggested that responsibility for management of the solid waste system should be divided between the municipalities and the County, the division to be such that the municipal responsibility would be over collection. The County responsibility would begin at the point when the collection vehicle proceeds to a processing or disposal site or when the collection vehicle crosses a municipal boundary. The committee believed that the problem of solid waste process­ ing and disposal could be resolved adequately by the 129 subdivisions acting independently of each other. In its opinion, the resolution of the problem rests with a Board of County Commissioners which has the legislative authority to develop and implement the solid waste process­ ing and disposal operation designed to handle all solid waste originating in the County other than such hazardous materials as radioactive wastes. However, it must be emphasized that facilities for processing and dis­ posal of all kinds of waste are essential if public, private and individ­ ual haulers are to dispose of their refuse in a legal and really accept­ able manner. The Committee also realized that a comprehensive pro­ cessing and disposal system cannot be implemented immediately. It must be planned and placed into operation by stages. The Committee recommended a well-designed, comprehensive system to include whatever types of processing of disposal ar e neces sary to meet the existing and future needs which can be constructed and op­ erated in accordance with criteria which maximize public health on one hand and safety, and which minimize on the other hand the cost to the public. The Committee recognized that at present any processing and disposal program will have to include sanitary landfills. The Committee recommended that the waste processing and disposal system should be publicly owned or operated, and that it should be oriented toward a trans­ fer station sanitary landfill operation. Of the currently acceptable solid waste processing or disposal methods, sanitary landfill provides the most economic and technologi­ cally feasible solution. This disposal method represents a way to re­ claim wasteland, converting this land to more useful purposes than cur­ rently used. Suitable landfill sites are available within the County and reasonable trips can be established for all areas employing transfer stations. To implement this suggestion, the Committee recommended that the County purchase at least one suitable site within each one of the 27 1 i J 'i �n p ! I 5 I 7 J j I i11 service areas for the establishment of either a service transfer station or a combination sanitary landfill and land reserve. All such publicly owned facilities could be either publicly operated or leased under com­ petitive conditions to private operators. The publicly owned sanitary landfills andland reserved are tobe located in less developed service areas and are recommended for restricted uses which would include (1) disposal sites foi collection vehicles serving the population within that service area and (or) a land reserve retained as a hedge against long-term future needs when approp­ riate sites might greatly diminish. Inasmuch as a projected trend is for the population to move into the remaining open land area of the County, the acquisition of such land now has major advantages: (1) land is becoming more expensive; (2) some sites now available will become developed with other uses; and (3) those who move near the service area site after it is established will know in advance that their neighbor is in the solid waste disposal bus­ iness; and (4) in the future should a method other than the transfer station sanitary landfill system become feasible, similar site requirements will still exist. The County solid waste disposal system will be financed in the following manner according to the Committee's proposals: (1) capital costs incurred in acquiring and constructing the County owned facilities will be financed by the County; (2) operating costs will be financed from uniform service charges collected from the municipality, private hauler, or other user; (3) development cost incurred in the planning and imple­ mentation of the County wide disposal system will be financed by the County; and, (4) research costs will be financed with County and other public grant or private funds. One of the primary reasons for the establishment of the present Solid Waste Advisory Committee was to involve citizens of varying back­ grounds, interests, specialties and skills in a development of programs concerned with the critical problem affecting their total environment. The present Committee views as permanent advisory committee as an essential component to the proposed program. The Committee's re­ commendations add several dimensions to the responsibilities current­ ly vested in an Office of SolidWaste Management which was established a few years ago. The added duties include the development and imple­ mentation of extensive educational programs, administration of such re­ search activities in the solid waste disposal field and feasibility studies the establishment of a solid waste information system, so sadly lacking and an operational responsibility for County owned and/or operated fac­ ilities. 28 il �P E B E E The Committee recommended to further these courses of action: (1) that there be established a department of solid waste management directly responsible to the Board of County Commissioners; (2) thatadditional professionally qualified per sonnel beapointedto this department ; (3) and, that a salary scale be adopted which would permit recruitment and retention of highly qualified professional personnel. The Solid Waste Advisory Committee further recommended that the Board of County Commissioners request the Pennsylvania Depart­ ment of Health adopt and enforce regulations governing the operation of disposal facilities in counties of abutting Allegheny County in order to protect the 1. 6 million citizens of Allegheny County. No doubt this is really universal, but it1 s doubly difficult in Allegheney County because we dispose of much of our waste outside the boundaries of Allegheny County. Another regional action suggested by the Committee is that the Board of County Commissioners request the Southwestern Pennsylvania Regional Planning Commission, which is composed of six counties in Southwestern Pennsylvania, to investigate the feasibility of a multi­ county approach. This is in line with what was mentioned earlier this morning on solid waste management and disposal. I I J The Department of Solid Waste Management is to be vested with the authority for monitoring and enforcing of the operational regulations governing the County-wide disposal system, and for the architechtural and other aesthetic control regulations governing the development and construction and processing of disposal facilities. Although the Committee recommended, that the County adopt stand­ ards regarding types of collection equipment usedlocally, the Committee recommended that the 129 municipalities in Allegheny County retain theirauthority to designate local truck routes for use by refuse vehicles not engaged in local collections. The most important aspect of this whole program is the manner in which it is being set up in phases. I 'll Phase one of the action plan consists of 9 recommendations re­ quiring current action by the Board of Commissioners during 1969 . These are: (1) the establishment of a model transfer station and sanitary landfill; (2) designation of service areas, site locations, and facilities needed; (3) adoption of solid waste management regulations; (4) reorgan­ ization of the Office of Solid Waste Management; (5) development of a legislative program; (6) appointment of a resear ch committee; (7) initia­ tion of a public education program; (8) appointment of a permanent ad- 29 �visory committee; and (9) institution ofvoluntary purchasing assistance programs for political jurisdictions which desire to have their own col lection systems. I am happy to report that as of last week, the County Board of Commissioners did accomplish two things: they appointed the permanent advisory committee and a research committee. The committee has not detailed the amount of money required to implement phase one. How­ ever, it believes that phase one will cost no less than $500, 000, the major portion of which, or $400, 000 is required to construct a model transfer station. Phase two of the program can commence prior to completion of phaseone, which is to be completed no later than the end of 1970. Phase two is for the implementation of the findings resulting from recommend­ ation number two in phaseone, namely, the designation of service areas, site locations, and facilities needed. This phase two involves four items: (1) the purchase of land reserves: (2) the construction and/or acquisition of disposal facilities; (3) development of control specifications for oper­ ational facilities; and, (4) the actual operation of these facilities. Phase three, the last of the three phases, involves the investi­ gation of new technological developments in processing and disposal facilities and the possible utilization of these technological findings in the system as it goes along, on a continuing basis and not in a one-time type of an operation. Basic responsibility for phase three rests with the Research Committee, the Department of Solid Waste Management, and the Solid Waste Advisory Committee. I have been connected with solid waste studies and reports in Allegheny County ever since I arrived there in 1951. I get the distinct feeling that this is the first time that the 129 municipalities are really willing to cooperate, and from that point of view I see some light at the end of the tunnel. 30 - �r ’Ll fl FACTORS AND ATTITUDES IN SOLID WASTE MANAGEMENT by fj f 0 U 8 8 f f I I Albert J. Klee, Chief Bureau of Solid Waste Management, HEW The amount of solid waste has been increasing at approximately twice the rate of population. I really believe sometimes the problems have quadrupled, and basic to these problems is public apathy, lack of understanding and psychological resistance. People, let's face it; just don't wantto concern themselves with seemingly mundane issues. The disinterest of the citizen in his waste materials and the overall public disinterest in waste has led to or at least is characterized by a profound public ignorance of the nature and the magnitude of the problem. In general it might be said that as urbanization progresses and the daily life of the citizen becomes more and more remote from the production of his food and goods and as the removal of residues from his home becomes more convenient to him, he understands less and less of the associated problems. As a particularly profound lack of know­ ledge of alternative methods of disposal and their effect upon land, water and air resources of the nation or community. The opponent of landfilling, for example, cannot understand why incineration or composting is not adopted instead because no one has ever told him, you see, that neither of these two alternates do more than reduce the amount of mat­ erial to be disposed of on land. Likewise, he is unprepared to compre­ hend the nature of competition for resource values. He often confuses preservation of areas in an untouched condition with conservation of re­ sources. In an urban concentration this lack of a clear understanding becomes particularly critical. You've heard it before;" take it some­ where else, but don't raise my taxes in the process." Everyone wants you to garbage up and no one wants them to put it down. Anyway, this is a typical response of the citizen. The one very difficult factor then in solving the problem of solid waste disposal derives from the uninformed status of the citizen which leads both the citizen and the public official to place a very low estimate onwhat the public can "afford" to pay and to hesitate to dedicate any re­ source value to solid waste disposal. We in the Bureau of Solid Waste Management are currently study­ ing the attitudes and values of individuals and organizations supporting or opposing various kinds of disposal and collection practices, and the situation is similar to that in any field of water quality management. 31 & �1 — i; id E .ah i di I I ! ?! I Industrialists, shipping interests, persons engagedin agriculture, sportsmens' groups, public health departments and numerous other groups all have their criteria for water quality and all agree that water quality is necessary. These criteria often conflict as in the case of the conservationist who wants water with high oxygen content and chemical purity and opposing industrial waste discharge who wants to utilize the entire pollution absorbing capacity of the str earns. With regard to solid waste, all agree that something must be done, but that is an inherent conflict, just as in the water interest. Among the interests of those who produce waste are those who see themselves as protectors of land value or as recipients of waste from more affluent neighborhoods. One black member of my own staff said that in my home town they dispose of the garbage by dumping it in the Negro neighborhood, so now I'm going away from this general idea of public apathy. Let's go into the conflict situations becaus e all too often public officials do find solid waste management a controversial issue, and this is characterized by a rather forceful and persistant opposition. Since solid waste management systems arealways going to cost money, there always will be an opposition on the part of those who simply do not want to spend money. But a very special sort of problem is faced by the solid waste planner in the matter of disposal site selection. The prevalence of open burning dumps in many areas make local pre-con­ ditioned oppositionto any suggestions on the part of the public officials. The solid waste manager, therefore, must mend his way with much more care than in the case of the air and water pollution counterparts. Last year I attended a meeting of the National Association of County Officials and I learned from these elected officials that in many many instances public officials have turned out of office on a solid waste issue. Now this is not the case in air and water pollution fields. Citizens go by and see the stacks belching forth noxious fumes and see the stink­ ing stream but they don't associate that so clearly with a particular public official. Since so many of these open burning dumps are run by the municipality, they can puttheir finger onthe person then, and the public official is in trouble. One county supervisor in a little town south of San Francisco told me that whenever he gets reports from a women's club to speak on solid waste, he turns it down or sends an assistant. He saidhe wouldn't touch that with a ten foot pole. Air pollution he'll talk about, but they can pin that open burning dump in his county too closely on him and it would be politically very dangerous. Many people will tell you the same 32 �L' E i IE thing. Bill Corbetts, who is in the Public Works director of Omaha,Nebbraska said that every time that they've ind icated that they were going to establish a sanitary landfill, everyone within 10 to 15 miles, people who wouldn't even go near the location, opposed it. It's just because they hear the words dump, garbage, trash. Now, unfortunately, solid waste is saddled with many of these negative types of cues which automatically tend to put people on the de­ fensive and rather than rousing an attitude of support, these cues tend to strike resistant cords. In Louisville last year, an industrial s ervices corporation of America, a private firm, decided to establish a sanitary landfill. They had a devil o.f a time with public attitudes and convincing people. I am quoting from an article written by the president. Just one paragraph will give you an idea of these cues. He says "this, I think can be summed up in the instruction I recently issued to key people in our organization. The operation is not under any circumstances ever to be referred to as a dump, a landfill or even a sanitary landfill. It is to be called an ISA land reclamation project because that's just what it is." It is true, it is a land reclamation project down there. But you notice, stay away from these words. T( 3 - s I Numerous sanitary landfills are now in operation and a study of attitudes toward these operations may provide insights as to how they can be made acceptable to the public. An official of the Los Angeles Department of Sanitation, that was recently in a controversy over pro­ posed sanitary landfill, invited about a dozen of the local community leaders to accompany him to the site, explained the nature of the opera­ tion, showed them around, and then indicated the intended use of the landfill as a recreation area. These leaders then became favorably disposed to the proposed sanitary landfill and one fellow who owns a rather expensive home overlooking this landfill was convinced. He said, "everytime I look at it, I see the golf course that will be constructed. " Now that doesn't work if you are building a sanitary landfill that's going to last 10-15 years. People cannot think that far ahead, so that would not be one approach I would suggest if you are planning a landfill for a long-term use. But a clue to the approach of the problem influencing attitudes to solid waste collection disposal really can be found in the statement by this fellow about the golf course. A person's actions depend upon his feelings, his attitudes and beliefs, and these attitudes, feelings, and beliefs are related to his motivations. People tend to seek that which enhances their self concepts and other factors which they consider im­ portant. Of course, conversely they tend to destroy or to avoid that which detracts from themselves and what they hold dear. 33 �E I There is currently, for example, a lot of resistance on the part of people to hauling of refuse to strip mining areas. This is particularly pertinent in these Appalachian areas. By stressing the fact that such reclamation is in harmony with the community's own goals, economic growth, beautification, recreational opportunities and so on, foundation is structured that may facilitate attitude change. This doesn't always work, however, because of the complicated nature of people. While on the surface, solid waste disposal may appear to be the problem, it may really serve as a smoke screen for other problems of a psychological nature. We had some experience along this line trying to convince a county in an Appalachian area to permit a sanitary landfill to be developed on some strip mining areas. There was a lot. of opposition. Yet the classical approach was tried--beautifully planned program by the state, by the private developers; federal officials were called in to lend needed technical support, but these people were not hearing any of it and in some of these communities, it's not a matter of solid waste, although they may say so. In this particular case, it was felt that what this was, it wasn't opposition to the landfill so very much, but these people have been depressed, they have been down in the mouth and down in the dumps for years (and that's not a pun). Here another body of officials coming from without the community saying "well now here's how we're going to get you out of this mess". People tend to strike out at this. So it was the solid waste issue. We felt that it would have worked much, much better had the proposal come from within, and had some support been generated before the general idea was made public. Now it has been suggested that catharsis or this ventilation of feelings by the encouragement of controversy may be helpfull in certain of these ego defensive situations. I've just described to you the Appa­ lachian areas. But unfortunately not all psychologists agree with this. In public sessions designed to allow individuals to express their oppo­ sition, negative attitudes can actually be reinforced unless there is a clear opportunity for the other side to be heard. Now if you have attended some of these meetings, some of them just give up on hearing both sides. It just doesn't happen that way. People get emotional. Because of the intensity of feelings on the subject, a better device might be a television debate or a radio phone-in, both of which permit controversy to be aired in a muchmore satisfactory man­ ner. Let's be fair, let's get both sides heard. You might be constrained by statute where you have to hold public meetings and they are so easy to get out of hand and what can you do about it. Now let's face it, if we're fair about this some citizens are obviously more affected by others 34 �■■Ml B T 'J g H I I than by specific solutions to solid waste management problems of community-wide nature. Common sense would indicate that offering such citizens certain incentives might be one means to alter their attitudes. For example, if a citizen located near a proposed disposal site or facility Were offered free garbage collection service, or if another citizen located on a street that led directly to a proposed site were offered a reduction in taxes, would this obviate resistance to the solutions that benefit the community as a whole. Good question, and the answers aren't by any means simple. Inducements, for example, may easily be resented if they are interpre­ ted as attempts to buy off the individual. It is not even true that the larger the inducement, the greater the shift in attitude. For when in­ ducements are large, an individual may use the fact as justification for his change of behavior without feeling required to change his attitude. This, of course, leaves the individual psychologically free to res­ ist future proposals. A new interesting case occurred up in Milwaukee. There was proposal to rail haul waste out of Milwaukee. The deal was that a pri­ vate contractor suggested this--he was asking for $6.50 a ton, pick up in Milwaufee and that was the last the city would see of it. He was going to truck it or rail haul it out of a remote community, a farm com­ munity, most German-American farmers, people who emanated from the real strong ties, that sort of culture, not too dissimilar from areas in Pennsylvania and had to convince the county to permit the landfill to be developed. The idea was that the county would get a quarter for every ton of waste landfilled in the county and the original proposal was, look this will enable you to provide better schools for your children and it was hard to convince these people.. They were right on the edge. The induce­ ment for their children's education was beginning to get to them. But it was too slow for the private contractor. He decided to go up there and sweeten up the kitty. He had hired a public relations firm. They told him to stay away and he came nevertheless to sweeten the kitty.. He said, "now lookontop of this $. 25 a ton, I'm going to throw inafree country club. I'll build a country club for you people" and that down to resounding defeat because these people coming from their traditional values, equated a country club with a den of iniquity. A lot of questions were raised on the part, "why are you do­ ing this for us?" Before we saw the balance between the permission versus the $.25 per ton for the school, but now a country club is kind of I 35 �IM E B 'I' 1 'll « I I I: i 1 J a frivilous sort of thing,, and there must be something wrong with it. It's a terrible thing, of course, to stumble on when this project was so close to completion. It would have benefited everyone around, But you can't ignore it; you may think it's silly, but you can't ignore it. Well, one means that I think we've all seen is to employ attitude arousal in solid waste educational programs has involved fear appeals. Such programs show flies and rats in wretched abundance, analogaus to the traffic safety films that feature headless corpses and the dental hygiene campaigns which fought the gangrenous jaws. Now when we got to the last, there was one study showing experiments using such fear appeals to coerse children into better habits of dental hygiene had an interesting consequence of a negative relationship between the amount of fear and the degree of change. The problem appears to be that unless the fear appeal is associated with a clear course of action; the subjects are likely to reject it. In this case the children did not associate the pictures of the gangrenous jaws of the aged with a failure to brush their teeth in a prescribed manner.. I just finished reading an attitude study report in the air pollution field. You ask questions like "is there air pollution in your community ? " And you say, "is there air pollution in your neighborhood, " and the per­ centage drops from 85-95 down to 30-35. Now what's the reason for this? Well, all of these people are aware of the air pollution problem, which incidentally is not the case in solid waste collection and disposal. In air pollution, people are aware of the problem so they own up to the fact that the community has an air pollution problem. But there is no clear course of action for them. They don't believe public officials are doing anything about it. Therefore, to admit that there is air pol­ lution in their own neighborhood, you see, would be to submit to essen­ tially a fear campaign. You've seen the commercials on television---men wearing gas masks and coughing and hacking. You would be getting the individual to admit then, that he has a problem in his neighborhood, but with no clear course of action it causes psychological problems. But what does he do, he turns off, in the vernacular of young people nowadays, he tunes right out, and he says "oh, yes, the city is terrible. My neighborhood is perfect. "Now in a similar way the typical suburban dweller cannot be led into the sanitary landfill site location merely by showing him pictures of rats cavorting in an open dump. He finds it difficult to identify himself with the situation. In his mind it's the other fellow's problem. Now we're conducting psychological research in this area which gets quite complicated at times and really changes your own opinions when you find out what the real underlying reasons are. These are not 36 �public opinion surveys. They are much more complex than that. An effective program of attitude change can be planned and implemented, but on the other hand, everyone wants to jump into a public information program. But such a program based upon an analysis of presumed reasons and intellectual arguments may just be a waste of time. A study of women in New York City housing developments, for example, illustrates how a psychological study can uncover a previously unrecog­ nized requirement for training. When a thematic appreciation test was giventothem, the women perceived throwing garbage out of the window and the use of a garbage disposal machine as equally effective disposal means. Similarly, a careful study of motivation and attitudes toward solid waste collection and disposal may reveal hitherto unsuspected requirements for public education. It is pretty clear that quantitative psychological, or as we refer to it, psychometric research is really needed to explore these factors that influence the optimization of solid waste systems in which human elements significantly mitigate the essential technological con­ siderations and specific goals of research should be (1) identification of resistance groups, (2) prediction of behavior, (3) minimization of the effects of social conformity, and (4) the optimization and humanization of the presentation of solid waste management plans. It's something in which all of us have a stake. I've talked a lot about the old review, maybe theoretically. There is a good publication I commend to your attention. It is published by the National Association of Counties Research Foundation. It's called Solid Waste Management # 8 Citizen Support. It's a series of 8 or 12 of these things prepared under contract for the Bureau of Solid Waste Management. But this is particularly on citizen support, getting the support-=practical things. Read about Freudian backgrounds to attitude theory or a definition of attitude; that gets quite complicated. This is available at 100 Connecticut Avenue, N1 W. , Washington, D. C., 20036Solid Waste Management # 8 Citizen Support, and there are a lot of practical suggestions and ideas there that I just couldn't discuss in this short time. I'll also leave a few copies of a paper that I wrote on the psychology of solid waste management. If you have insomnia, Icommend it to your attention. - 37 �E r: L L THE ROLE OF PRIVATE ENTERPRISE IN SOLID WASTE DISPOSAL fey Samuel J. Joseph Vice-President United Municipal Corporation Harrisburg, Pennsylvania h 8 J 3 j-; I I I 0 Change is the name of today's social and economic game. On September 11th of this year it had changed the name from The United Municipal Incinerator Corporation to Scienscope, Inc. Progress is change and while society reaps its many benefits, it also pays the piper because of the harmful side effects. We have developed great industries and have offered livelihood to the populace. These industries develop new productsand services which reduce man's burdens, yet they pay their fair share of taxesto support the governmental agencies which regulate society. The change in our basic economic structure from agricultural to industrial has brought about the concentration of population to the cities. Here industries develop because of labor markets and during this industrial growth, more people are attracted to these centers. The development of new products and devices can create a great wealth whose distribution is enjoyed by more and more people in differing proportions. In face of vigorous competition, products and services are constantly creating new consumer demands, which in turn, turns new techniques into marketing and packaging materials, thus compounding the problem of solid waste. . As an example, recently a hospital in San Diego reduced its per day rate. This is partly due to the fact that many disposable items made of pulp stock are being substituted for reusable cloth-made ones. This includes bed sheets, pillow cases, hospital gowns and even over-socks for the surgical personnel. Economies on one hand are adding disposal costs to the other. In recent years we have become aware that affluence was not all good. With our population explosion and the growth of industry in trying to capture the available markets, we did not until recently become cognizant that all of this growth is contributing to an environmental unbalance. We have actually detonated a pollution explosion. We are polluting our waters, we are polluting our air and our land. 38 �■ ■■■ . J I' 8 0 1 0 0 ? A J I I J b I In combating these evils, federal, state and local governments have passed laws, set standards and are regulating pollution control, all of which require huge sums of money. Pollution control cannot be accomplished by a single sector of society. If man is to survive, it must be done by concentrated effort on the part of industry and govern­ ment. Industry has responded reluctantly because of the high capital costs of new equipment which adds to their production costs. Although industry has begun to take corrective inroads in solving its pollution problems, it has a very long way to go before the total solution is an accomplished fact. At a recent meeting of the Rocky Mountain Mineral Conference of the Society of Mining Engineers in Salt Lake, Mr. Bower Dellinger, President of the Society and Manager for the mining exploration for the Mational Lead Company, told the industry that it must solve the pollution problem rather than evade or fight it: that industry must anticipate rather than react. Also, he mentioned that restrictive legislation is inevitable unless industry is committed whollyto correcting offenses rather than to foot dragging. Mr. Dellinger’s statement can also be applied to the public sector of society. Political subdivisions are plagued with financial problems. At the same time the taxpayers are demanding more and better services. Yet this same taxpayer is in near revolt when taxes are increased to pay for them. The community fathers divert available funds to those projects or services which are most expedient politically. Just as industry is changing its attitude to anticipate solutions to the environment problems, the community leaders have re-oriented their thinking. The city dump is no longer acceptable unless it is op­ erated as a true sanitary landfill. Land values have become so high to the proximity of communities that remote areas are being sought, re­ sulting in longer and more costly hauls. Inmore denselypopulatedareas, communities become competitors for the same fill land. Community leaders are beginning to develop total long-range plans. A community land-fill can extend the life of the ground five-fold by bulk reduction through good conventional incineration. There are a number of classic examples where communities have had feasibility studies, estimates made in the past with specific recommendations, only to find them shelved because of a change in local politics. The problem becomes more acute with time. To avoid the re­ sponsibility of a decision, new studies are often made, only to find the same basic answers at higher costs. In the meantime the landfilllife is shortened and the community is compelled to resort to crash programs. 39 �A J u c c p4. 3 B 0 J T K Rapid increases in capitalcosts resulting from delays between the orig­ inal feasibility studies and estimates and the actual bid have compelled many communities to re-evaluate their problems. They are beginning to realize that by joining projects they can accomplish their objectives more efficiently and economically. Authority or districts have been formed to solve their water and sewage problems. These authorities have been very succes sful. However, the regional approach as a solution to the solid waste program has not met with success. No one wants his neighbors' garbage. Although each community welcomes the benefit from his neigh­ bors, the stigma of being the regional dump is all too much. Water and sewer lines under the ground are not obvious to the eye, but a garbage collectiontruck in a neighboring community is too visible. True, refuse trucks can be a contributing factor to street maintenance and traffic problems. But these arguments are often politically motivated and mag­ nified. By proper routing and traffic control, this problem should not be a deterrent. Unfortunately, political jealousies and local patronage have to be overcome by a long and arduous educational program. Relentless pres­ sure must be applied to accomplish this goal, but ultimately the change will occur. On a larger scale, the handling of community services are not exclusive to a governmental agency; the most successful services are the investor-owned utilities, such as gas, water, electric and telephone utilities under exclusive franchise. Although some communities operate such utilities, it is a general practice, due to increased technical soph­ istication and a large capital investment, to rely on the private sector for such services. Many communities have private refuse collectors and haulers, but there are few privately owned incinerators in the country. However, there are a number of privately owned land fills, few of which are true sanitary land-fills operated by private collectors and haulers. Today a few municipal incinerators meet present day air pollution standards. At the best the burn out exceeds 3% of the combustibles and the total residue averages about 20% of the original volume. Many of the older incinerators are over-loaded and are singeing rather than in­ cinerating the refuse. Basically, the average new plant is similar in design to its ancestors, except that it may have better instrumentation, a sophisticated air pollution control system and possibly equipped with waste heat boilers as for by-product production. A community or regional authority does not have the funds; nor are they permitted to spend money on the experimentation of new concepts in incineration. However, since the authority relys upon engineers to - 40 - 8 �) design a conventional disposal facility, there is a hesitation to test new technologically advanced designs for fear of criticism on the part of the taxpayer if the project fails. 0 The private sector is more venturesome since it is motivated by the profit incentive (profit, by the way, is not a dirty word, ) to seek approaches toward doing a better job. The private sector is also more flexible. After research it can standardize and make improvements; hence, it can either reduce capital costs in time or at least hold the line against increases. 0 Our company has approached in this direction and is presently offering an advanced solid disposal system. The residue of all combusti­ bles is below 1/10 of 1% and the total residue is less than 5% by volume of the average refuse. Because this end product has a us e, little, if any, landfill is required. j s A few years ago the capital costs of the conventional municipal incinerator was in the range of from $4 to $7 thousand dollars per ton a day. At the same time, municipal tax fill bonds interest was 3 1/2 to 4 1/2 % 0 0 J 0 n 0 n Today, because of inflation and plant sophistication due to govern^ mental air and water pollution control standards, capital costs are in the range from $8 to $15 thousand dollars per ton a day. The interest rate of municipal fill bonds are now well over 6% and very few issues are sold at that. Some states have raised and many are raising the legal limits of interest rates to help communities to dispose of their bonds. In the last few weeks the City of Newark, New Jersey sold its bonds at an interest rate of about 7.73%, and this is a taxfree bond. Last week, the United States government in its refunding sold 19 1/2 month rates at interest rates of 8% and 83 1/2 month rates at 7 1/2%. In the mean­ time Tenace, Inc. , a private company, sold bonds at 9%It is believed that because many of the communities are approach­ ing the maximun limits of their bonded indebtedness and because the differentials between the interest paid have narrowed materially., com­ munities may lean more towards the investor-owned company for its solution in handling their solid waste problem. Many communities also have been looking for federal and state funds, while assistance bills have been passed, funding of them may be in the distant future. Also, tax free bonds as we know them may be re­ moved or modified in the near future, so that they may not have the same appeal that they do have today to the investor. 41 T �J 0 'L 0 0 u D a B p ■ □ A regional type investor-owned solid waste disposal can offer a number of benefits to an area. It can generate local taxes to help provide other needed services. It is not burdened by the political patronage which often adds to operational costs. It removes politics from the solution of various problems in the areas by remaining neutral. Very important, is the fact that it eliminates delay in construction time since its system is completed. It has single complete responsibility of des­ ign, construction, and operation, unlike a public-owned facility which is subject to a divided responsibility of the engineer, manfucturer of the components, the general contractor, the sub-contractor, and the opera­ tor. How does an investor-owned facility operate ? First, inorder to insure its capital investment, it has to enter into a long term contract and franchise of about 20 years with a regional authority or a group of communities to dispose of their solid waste on a per ton cost of refuse (subject to escalation or de-escalation depending on the economy) with minimum tonnage guarantee. The company must construct the facility with its own funds: operate and maintain the plant. The refuse must be delivered by community-owned trucks or private haulers with each truck being weighed on an automated scale and each community or private hauler being billed monthly for the exact tonnage at the contracted price. Since our plant is so highly technical and sophisticated, it re­ quires professional management and personnelfor its proper operation. Most community owned operations either lack or do not attract such per­ sonnel due to the lower pay scale. Technicians expect compensation commensurate with their training and ability and this often exceeds the salaries paid to city managers, public work directors or chief officers for whom they work, thus causing many personal problems. As a result of our investigation for a complete system with a minimal labor requirement, we have offered not an incinerator but a pyrofuser. Within our system pre-heated hot temperature air under controlled conditions is used to pyrolize, this is, destructively distill the hydrocarbons in the combustibles. The fixed carbon is oxidized by dissociation of carbon monoxide at high temperatures to form carbon monoxide. The heat of formation elevates the temperature sufficiently to fuse or liquify the non-combustibles which are tapped and quenched in water. The gases under differential pres sure are drawn off and burned with about 5 to 10% excess air in acombuster so as to reduce the total volume of gases to be cleansed. The spent gases are cooled through a waste heat boiler and the particulate matter is removed through a fitter bag. The effluent gases are emitted with a minimum ofpollutance to the atmosphere, thus meeting the mbst' stringent air pollution control codes. The non-combustibles, after leaving the quenching tanks, are in the form of a frit, which can be used as an aggregate or can be put to - 42 - �0 0 s D fl in tne metallurgical ana gas-maxing maustnes. capital cost is no mgner than the more sophisticated incinerator; higher labor salaries for highly trained professionalpersonnel is offset by reduced man-power working parts, which reduces mechanical failures and maintenance. The pyro­ fuser does not require specially shaped refractories, so there is no de­ lay in maintenance, nor is a large inventory of parts required. When related to the volume of residue produced, the cost is lower than the conventional incinerator. Investor-owned companies cannot afford to own and operate small isolated facilities and earn a reasonable return in its equity. The regional approach creates a situation in which larger units can be installed and operated at a more reasonable cost per ton and still provide the necessary return on equity. The larger installations permit private enterprise to be competitive with the tax exempt entities. R 8 8 T y. 43 I 8 �INTRODUCTION of Bernard F. Hillenbrand Executive Director National Association of Counties a by 0 Edmund C. Wideman, Jr. Board of County Commissioners Luzerne County D Q This morning at this Conference we have already covered the basic topic of the Conference--Regionalism. In addition our panelists have discussed two of the major problems that are facing regions because of their cost and complexity. In looking at the topic of Regionalism we find that there are a number of alternatives as to what regions are and how regions should be formed. Our speaker at this luncheon meeting is the Executive Director of the National Association of Counties. Because of his vast experience with counties in all sections of the United States, he is more than quali­ fied to discuss with you the topic of "What is the Role of the County in Regionalism". ]D I 1 I 'll 44 ��.a I think if we had it to run through again, we would do a whole lot of things differently in our democracy; and one of the things is, of course, the subjectthat youhave been wrestling with this morning. I think that would have paid a lot more attention from the very beginning to what you might call environmental pollution, and I want to take just a few minutes here to tell you about some of the things that we've been doing in this solid waste management field. Maybe some of you receive our American County Government magazine. We've published a series of guides and have inserted them in to magazine. These guides are the very basic things about a solid waste management program; the area-wide approach to solid waste management; the legal authority tc regulate dumping; planning of a solid waste management program; the organization of a program; design and operations of landfills and incinerators; budgeting and financing; technical assistance; citizen support; personnel; and an action plan. We have packaged these together in a rather attractive box and have done a similar series in air pollution control and water pollution control. It takes approximately 2 and a half hours to read. a n g fl fl 5 fl fl I J While Dr. Mailey was writing his question, I was reading it again. It's about 2 1/2 hours in each of the series,and I think they are extremely worth-while. If any of you would like them, write down your mailing address and specify whether you want solid waste, water and air pollution, or all three. Give the information to Dr. Mailey and we will be very happy to send them to you. The second thing I wanted to talk about briefly is the question of mass transit, your second major topic here. We in the National Assoc­ iation of Counties are vitally interested in mass transit. In the first place, we are particularly interested because of the nation's 3,750,000 miles of those roads. We hold a strong opinion that unless something is done in mass transit, there will be a hysterical uprising and they will start diverting our regular highway funds into mass transit use. On the surface that might not be a bad idea; but there are still 100 million Americans who have automobiles and trucks; and we've got to have someplace to put them. We can all sit in our automobiles now, you know, and talk to each other, using every mile of road in the U. S. . So we're supporting the mass transit act because of (1) self preservation of the highway program, but, (2) in an infinitely more aggressive manner, we believe there needs to be a mass transit program of great proportion. .1 think it's important to note, as you will, that we're not just talk­ ing about rail subways. I personally feel that subway systems are vastly 46 �too expensive, and we won't be building them in the U. S. in very large numbers. But we do need bus systems in smaller communities as long as we have a certain number of people who are disabled and we aren't going to be able to use cars. Obviously, in most urban areas, we can no longer park cars anyway, so we are going to have to have a new mass transit system. We have taken a contrary position to the administration's proposal that we fundamass transit program through a contract authorization,and in effect leave it up to the annual appropriation of the congress. We in the National Association of Counties are going to be joined by the Con­ ference of Mayors and Governors, and have proposed that a mass transit fund should be created. The argument is made that there's no user fee to put into a transit fund, and we argue that there certainly is one--and it's the tax on automobiles. When you buy an automobile, there is an excise tax. I think maybe many of you are under the opinion that it goes for highway purposes. It does not. It is used for general revenue, and we think that that tax in its entirety, or a major portion of it, should be ear-marked for mass transit on the very legitimate ground that the guy who has an automobile, if we have a good transit system, is going to get the benefit by being able to drive his own car. Now these ideas were not very popular with John Volpe. We had a shouting match about it at a meeting on public works last week in Cleveland. My topic today is to discuss the role of the county with respect to regional affairs. I don't think we need to spend a whole lot of time talking about the importance, for example, of having an area - wide approach in solid waste management. I think there's no need to talk to a sophisticated audience like this, to say that we can no longer plan a transportation system, amass transit system, on an individual unit basis. As a point of fact, we are reaching--very rapidly reaching--a place in our American democracy, where there are going to be very, very few things that we can do on a do-it-yourself, go-it-alone basis. I'm now referring to things like police protection. If the criminals are organized through the Mafia and so on, I think it's about time we began to get things organized on the law and order side, and on some others, too. I'd like to talk to you very, very briefly about what we think to be our theme-simply that the county is becoming the regional government in most areas. It is ineffectthe city of tomorrow, and I knowwe've got a lot of critics and a lot of detractors, but I'd like to review for you some of the basic advantages of a county which I think spells a very bright 47 �future for us. As a matter of fact, if county government were listed on the New York Stock Exchange, I'd personally buy some of the issues because I think we're going to go somewhere with it, and it's for this reason. The counties in the U. S. have area-wide jurisdiction. fl E n j i I I J •i ID E B This is going to be increasingly important as we progress in our American civilization and have more and more things regulated and con­ trolled. We're going to need it for the police powers and the solid waste. We can't let everybody decide what they are going to do about solid waste. . We can't let every collector decide what standards he's going to impose on collecting trash. We can let every community in an area collect sew­ age, but we can't let everybody decide at what level of treatment they're going to have it, or else we're never going to have any clean streams for fishing, or any of the amenities of life. We've been the pioneer in this field. As a matter of fact, the idea originated with our past president, Ed Connor, who was, lo and behold, both a city councilman and a county supervisor or commissioner up in Detroit. We've been strong supporters of this idea of having the elected county officials and city officials sit in an area-wide legislature of multi-jurisdictional composition to plan and organize, and to set stan­ dards and implement area-wide programs in thes e ar eas. The National Associations of Counties and NACO jointly have a service called the National Service to Regional Councils. We're available through that service to help couns el communities who would like to explore establish­ ing these councils of government, or who would like to strengthentheir existing councils, Again, we would be very happy to aid and assist in that effort. The second basic advantage that a county has is that it has an area-wide taxbase and I know that the commissioner on my right is going to say "this guy's about to suggest something else we should spend our county money for. " I know how hard-pressedthis and all counties are. But still the fact remains that all property in the U. S. with very, very few exceptions is in the county that is taxable, and if you just look at the statistics, I believe these are relatively sound. 87% of all the economic growth in the U. S. in the last decade has occured in suburban areas------ in other words the factores, the shopping centers, the houses that carry their own weight, and the apartment house in the suburban area. We've been depopulating the cities; we've been depopulating the rural areas; and unless we want to run a democracy with two or three Americas, we're goingto have to find away to stop it. Thenthis economic develop­ ment can be taxed through the county. The county offers the kind of a base that we're going to need to finance these things in the future. 48 �The third great advantage that a county has is its economy of scale. I'm always impressed with one of the banks in the Washington area that has this slogan: "our bank is large enough to serve you but small enough to care;" and I think that this is what we're going to come to. We're going to have to operate on a larger scale if for no other reason than the high salary costs of the kind of people we are going to need to run things. For example, in solid waste disposal, a municipal incinerator is one of the most complex pieces of equipment operated like this, on a multi-million dollar investment, unless somebody really knows what they're doing. I think with respect to a sewage plant, again a complex piece of equipment, a vast public outlay is totally useless unless it's managed properly. These are the kinds of things to get the right kind of people: You're going to have to have a broader tax base. You can't have a situation like you'd have in St. Lewis County, Missouri. They have 96 municipalities. You can't have 96 treatment plants, you can't have 96 police departments. They do, but you can't do that for a long range. You've got to have more economy of scale if for no other reasonbut this is the age of specialists and we are not going to be able to get special­ ists to do these things unless we operate on a much larger basethanwe have in the past. Again, most states, even Pennsylvania, have got. many small counties, but again it depends on what small is. I think if you look at the average statistics that Pennsylvania is pretty well situated, and that most of the counties are big enough to operate and have an economy of scale, which is not the case in many of the other states. I think the fourth major advantage is that the county has political accountability--political accountability with very few exceptions. Every American, all 200 million of us , are governed by a county. The population breakdown in the U.S. is 1/3 rural, 1/3 central city and 1/3 suburbs.. We're anation of thirds and the county offers us avehicle to start putting these things back together again. 0 D I know that we're all increasingly aware of the situation with central cities with large collections of minorities and rural areas with the same thing and vast poverty in between these affluent rings around urbanareas. Well, again we need to pull these all together. I personally think that we've got to start creating political units of government at the local level that take this into account, that has representation in the central city, the suburbs, and rural area. Again the county is the unit to do it. 49 �Chicago, with a great collection of minority people, poor people and so on, in downtown Chicago, and Cook County encompass not only rich suburbs but also parts of the rural poor as a point of fact. I think we need to put it all back together again like we did at the beginning; return to some of the promises of our democracy that every manis equal. We have a theory of government to put it all back together again and I think that every effort finds us dividing ourselves, creating new special authorities and districts so on outside the control of elected officials, is like pushing snow ahead of you. Some day its got to be re­ moved. Some day we’ve got to go back to some of these promises unless we’re willing to forego the essence of a democracy. I think the fifth major advantage of a county is that it has closer ties with the state and with the federal government. All of us have had our share of demogogery. I think almost everybody in this sophisticated audience has had an opportunity to make a fourth of July speech denouncing the federal government and the state government. But the plain fact is we do have to have the federal government and the state government involved in these things. We do have to have what everybody likes to call a partnership, that overworked word. A partnership also has to include private business,too. Ji 3 0 .0 0 J But again we have 1, 600 federal programs now of various types of aid. I notice your questions this afternoon--a hunting bee. Can you fellows in this audience think of any grant application where we could get some dough from the new solid waste management act for a demon­ stration project. We’re all doing it. It's gamesmanship. We usedto play Monopoly; now we figure how we can get a grant. There are 1600 of these programs; they account now for $17 billion of federal dollars poured back into local efforts in some form of a grant. At the state level, both my native state of New York and my adopted state of Mary­ land, about 60 to 7 0% of the state-collected money goes back to the local governments in some sort of a division schedule. Again, we’ve got to find some mechanism in this country to over­ come an unequal distribution of resources. I’m told that there are com­ munities in the state of Pennsylvania that are fortunate enough to have incorporated around the Bethlehem Steel Works or some other big in­ stallation and have almost a free tax ride, while other communities have got a desperate problem just to educate their young. I think that any reasonable American will say that a child, if he is born anywhere in the U. S., is entitled to an education equal to any other child that is born anywhere in the United States. I think we’ve got to use the mechanism of state aid and federal aid if for no other reason than the totally unequal distribution of resources and economic activity across the face of the United States. In this, the counties have had infinitely more experience. 50 I �I i a II 3 J fl 3 3 3 0 3 B' j We started out with a road program in the early 20's, a welfare program by and large, with exceptions like Pennsylvania, which have been run by the counties. Perhaps the most successful program in all the history of mankind has been the partnership between federal govern­ ment and the county agricultural agent through the university in solving the agricultural problem. That is one problem that does not nag at us, but it nags at almost all the other of our fellow human beings on this planet. This kind of partnership paid off in agriculture and I think it is going to begin to pay off in some of the other areas, too. So the county again has got these tremendous potentials and almost everybody will con­ cede these potentials and the they say, "well, you make that kind of a speech but you do not know counties in our place. " We've got some terrible handicaps at the county level that are not of the making of the county officials and the people who try to run them. As a matter of fact, the miracle is not thatwewho are in county govern­ ment do not run these things magnificently. The miracle is that we can run them at all the way we've got them organized. We started out to do one thing and we've been asked to do something else and the institution has not changed structurally, politically, and financially to meet the new responsibility. We started out to be a local administrative agency of the state. We were doing things that the state mandated. The elections were man­ dated by the state. The courts, the administration of justice, is man­ dated by the state and what we did is say that we are going to create some subdivisions. Everybody cannot run to the capital every time they've got a court case. So we said we are going to create counties that are going to be political subdivisions of the state and that they're going to administer these state programs on a community-by-community basis and be paid well instead of having these people appointed by the state. We will elect them the same way we got in this business which we've been in for quite a while--350 years. We've been in the county business twich as long as we've been in the business of the national government. We started in 1609. The national government started in 1789 with its first congress, so we've had a lot of experience and our role has changed. Now we're asked to do totally different kinds of things, and two of them you've got before you today, mass transit and solid waste management. This can't be mandated by the state. This has gotto have local variation--localkinds of responses. You've gotto be able to make local decisions. At this point what we need at the county level is to get some unleashing, to get the state to give more and more authority and responsibility back to the local level and let the counties do things. - 51 - �Let me cite one example. There is a constitutional provision in the State of Arkansas which reads as follows: no county official shall handle public funds except the county judge". The same statute says: "however, every county official shall be bonded, except the county judge, who may not be bonded. " When I go to Arkansas, I could get a lot of laughs about Pennsylvania because you've got just as many idiotic provisions. I LI 0 0 0 0 [] 0 n I was in New Jersey yesterday morning and they have what we call the Dillon Rule in county government. Dillion was a backward judge in Iowa 100 years ago who made a ruling, the famous Dillion Ruling, which said the county cannot do anything unless the legislature specifically authorizes it. If the legislature authorizes them to pick apples, they may pick apples; they may not pick crabapples because a crabapple is not an apple and this is literally how we've beentrying to operate county government. So to get around it, we've tried to adopt some imagination saying you cannot make a rule for one county that does not apply to them all. So we came up with the idea we are going to have clas sifications ofcounties. I was in New Jersey yesterday. Oneoftheir classifications "class counties of the six classes, any county of 630,000 population that does border on the Atlantic Ocean. " That is one classification. In another classification, "the eighth class is any county of 300, 000 pop­ ulation that does not border on the Atlantic Ocean. "Well, it is ludicrous and laughable. I wish young people thought it was laughable and that it will be that we will just get rid of these idiotic things. I hope they keep the faith because we've got to make some changes in this--the struc­ ture has to be changed. Another major cause is that we do have one thing called county. We hacked and split and chopped and whacked them. Every time a pro­ blem came up, we created some new machinism. We created a new au­ thority, a new board, a new this, a new that, and then to top all ofthat off we've specified in the state constitution that we're going to have dep­ artments run under individual elected officials. I do not personally see anything wrong with that, but you have to have some way to put it all to­ gether, so that you can respond as a unit of government and not as a com­ mittee. You know how elective a committee is, and that is how we've tried to run things. It seems to me what we did is we made a basic error. We took the county government structure from England, but in England they have a parliamentary system where every executive of a department has to be a legislator, put it that way and then the group meeting in effect sel­ ects a prime minister who we call a chairman or something. Well, that system worked beautifully in Britain, but it is totally unworkable here. - j 52 - �I know of no aspect of American life that responds to committee response. None--zero! I do not know of any corporation that is run by a committee. I do not know of any legislature that really is run that way. I mean it just does not operate that way. It does not function without an executive. We've seen it at various times in the U. S. when we've had a strong Congress and a weak executive. You all know what the problem is. We need centralmanagement of the county. We need qualified people there. We're going to have to attract them. I ill 0 s We've got 3, 000 counties in the U. S. -- We've got 1,200, 000 employees and we spend $10 billion a year. We're growing faster — almost twice as fast as the cities are. We're growing fast--we're the fastest growing unit of government in the U. S. and this may surprise you. A very high percentage of those county officials and county employees are professionals. They're doctors, nurses, welfare workers, school teachers, superintendents of schools, engineers, county attorneys, psychologists and psychiatrists. We've got ahuge array of professional people and we need now to make structural and administrative changes that reflect the new county, the new look of the county in the U. S. And finally, one of the really tough problems is that we do not have some type of an executive. We need a position at the county level. If you say "governor", everybody in this room knows what a governor is.. If you say "mayor", everybody knows what a mayor is. If you say "is it prothonotary ? " nobody knows what a prothonotary is; you do, I don't. It's a freeholder. What's a police juror? I mean, we need some kind of a leadership, some kind of an executive position. We've got a strong trend running in the U. S. toward a position called a county executive. It's really the strong mayor type. You have a strong mayor who has responsibility for appointments and item veto of legislation. Because then by the same token you take the county governing body and make it alegitimate legislature. They canpass rules and regulations and be a legislative body and not a combined legislative, executive and judicial body. B n n I D J One of the men on my board of directors is a county judge from Tennessee, an administrative judge whichmeans that he's like a county executive. But he's also very sad. He said, "I just had to sentence a man to die. " He's also a judicial judge and a legislator. He serves on the county board. He's all three. Well, if there was ever anything we started out with, it was a concept that we're going to operate powers in our national government and our state government, but we haven't done it at the county level. Again, we've got the model before us. 53 �a -2 -J I 1 J s a ■j o 3 0 [J D There are 18, 000 cities in the U. S. -I don't know of any of them that doesn't have a mayor. We've got the models before us, but we just have to start changing our thinking of what a county is. We say it's the city of tomorrow. It's the area-wide government. It's the metropolitan government. It's the new thing. It's in. It's going. We've got to make the changes that's going to facilitate that. I was in New Jersey yesterday, as I mentioned. They have what they call the Musto Report, and I know you have a parallel effort here. There are a lot of people, I think it's fair to say, my good friend Com­ missioner Barr, that your Department of Community Affairs understands the potential of this. His experience, as you know, was in municipal government, but he can see. I was an assistant director of the City National League of Cities. I worked for the City of Syracuse. My experiences were municipal-------- 1 consider myself a city guy. A county is just a big city. It's a super city. We need to change the structure to recognize this fact, to make it useful. Now in New Jersey, they have what they call the Musto--M U S T O--Report, and if you're interested in local government you ought towrite to Senator Musto. Just write to Senator Musto in care of the state legislature--Bill MustonWilliam--M U S T O. They've got the finest report I've ever seen, which is exactlyonthe subject of this conference--regionalism. They're saying that there needs to be a unit of government .between the municipality ard the state--a regional government. They are saying that government should be a county, even a county that has all the weaknesses we've just enumerated here. In New Jersey they have even more, and it's got to be strengthened. Their immediate start is to give each of the 21 counties an option of one of four things that's called an elected executive. Well, to me that's a strong mayor system in the municipal sense. The second form is the appointed executive. Well, that's a county in the councilmanager form. Now, one of them is an elected chairman, which to me is the commission form that we had a wave of in municipal government about thirty years ago. And the last is what you might call a weak mayor kind of system in which you elect one of them at large, and he becomes a supervisor or county mayor. But he really does not have very much more power and authority than the legislative body. But the whole point of this is that your sister state of New Jersey recognized these are not theoryor thought men. There wasn't a college professor on this, in all due respect to college professors. . These are work - a - day political leaders, some of the hardest skinned poli­ tical leaders in the state of New Jersey, coming up with this kind of plan. Not us--them! It's a terrific plan, and I think it's going to go in New Jersey. 54 . -10 �I think that we keep forgetting, and maybe this story will illustrate it. This is a true story. I have a little daughter age five as of last summer. We were staying at the farm, sleeping in sleeping bags out on the lawn. I said to my daughter, "Susan, that looks like a man inthe moon, but it isn't. " She said, "I know. Daddy. They have a rocket at Cape Kennedy, and it's going up there in three stages, and when the first stage falls off, the next stage does, and then the next stage. And there's going to be three men in there who are going to have to wear oxygen masks because there's no oxygen on the moon. They're going to go up around the moon, around the back of it, because we've never seen the back of the moon, and later on they're going to land. " I said, "Susan, you better go to sleep. It's getting late. " My point is that the public, the American public, is way ahead of us. We've beengoing on the assumption that the American public will continue to endure the lag between our current experience and our insti­ tutions. They re not going to endure in any of the areas chat I know. The students are not going to endure in the educational area; the minority groups are not going to endure in the job bias and civil rights areas, and I think the new citizens in the U. S. are not going to endure with respect to our institutions. Again, one half of all of our Americans are under twenty-five years old. More than half of the people inthe whole earth cannot remember World War II. These are the realities with which we're dealing. I say the time is here that we be the voice. I felt like St. John, the voice crying in the wilderness, ten years ago. Now, we're beginning to get somewhere. We're beginningto get other people saying the things that we say. We have a modest grant that hasn't been anno unced yet. from a foundation to set up a center in Wash­ ington to provide information, not to sell particular wares, but provide information about management and organization. We will be in a position to provide all kinds of materials for groups like this--for League of Women Voters, for the Chamber of Commerce. We're going to do this cooperatively with about one hundred different organizations such as the AFL-CIO and the Urban League. We are going to be in a position to help with meetings like this where people are interested in revising their government structure. So I would like you to volunteer if you will want to do it. We'd be very happy to help with staff back-up, speakers. If you want,next year, when you have one of these meetings, you may have help on revitalization of county government or local government, and just counties, cities and states. Let me conclude this way--to change political structures in the U. S. , someone said, that it is easier to merge two Baptist churches than it is to make a structural change in the county government. I'm 55 �I not a Baptist but I understand they have never merged any Baptist churches. But it's a long haul. We're cemented in constitutional re­ strictions. We wear out men. We have to team. It's like a relay race We wear out a set of elected officials. They get too tired of it.Just the obstacles are too overwhelming, particularly the obstacles that we, as citizens, create by not understanding, not helping, sitting around complaining, and not paying taxes. We are part of the problem, not part of the solution. But I do think that day is past. We have to worry about doing our thing--it is going to be a long effort, and I personally believe, along with the young people, that everybody has got to do their thing. You ought to be asso­ ciated with something bigger than yourself, something that is very important. I'm very proud to be associated with it. I know it is a long, tough effort. But I know that if we don't do something like this we might very well face a real catastrophe in American democracy. So, I'll tell a final true story which I think illustrates the point. Senator Theodore Green, from the state of Rhode Island, was the old­ est man ever to serve in the U. S. Senate. On the occasion of his ninety-first birthday, he was interviewed by the newspaper reporters. One young reporter said. Senator Green, how does it feel to be nine­ ty years old?” The Senator thought a minute and said, "Son, not bad, when you consider the alternative." 1 i H 0 56 - ■> i �I "PHILLIPS 66" 3 REMARKS OF THE MODERATOR by •I B ,] Mr. James Lee, Assistant Editor Times Leader Evening News For the next hour we will break down into relatively small groups for the purpose of considering specific questions relating to the two problems discussed this morning, The format of the discussion was formulated by Dr. Don Phillips, a Professor of Psychology at the University of Michigan and is knownas "Phillips 66", He observed that. in a series of experimental discussions group sessions, the optimum size for group discussion is most often six persons, A group smaller than this may not be able to keep the discussion going. A group larger than this tends to break down into sub-groups. The "Phillips 66" format has been successfully used by many organizations in "brainstorming" and "think" sessions. It is thought to be most useful in generating new ideas or new approaches to wellknown problems. u 0 Each table has been assigned either the topic of Mass Transit or Solid Waste Management. A discussion guide has been provided for your use along with the program on the Conference. The chairman is responsible for keeping the discussion at the table on the problem assign­ ed to that table. I do hope that everyone at a table avails himself of the opportunity to make his views known. We have decided to follow this format because individuals are likely to weigh the difficulties of these complex problems in accordance with their backgrounds and the roles they play in the area's social and economic structure. 'fl 57 E �■ I DISCUSSION GUIDE MASS TRANSIT J 1. How can Northeast Pennsylvania avoid the plight of some of our bigger American cities that find themselves unable to operate a transportation system? It is transportation an essential element for a growing region? 2. What does Northeast Pennsylvania have to offer which would convince transportation planners and designers that our region justifies the development of a mass transportation system? 3. It is time to stop developing transportation systems on a fragmented piecemeal basis when the whole Northeast region could become a more cohesive community politically, socially, economically and physically. Health and social services, marketing, manufacturing, housing, and the total urbanization process could be linked to a long-range plan for mass transportation. How can an integrated delivery system for all kinds of consumer services be brought about by mass transportation. 4. Is a transit authority, with sufficient powers to establish an integrated circulatory system, politically feasible? Is a mass transit system possible without some form of regional or metropolitan government in Northeast Pennsylvania? 5. Should an efficient mass transit system, which puts the service where the people are, be privately owned with access to a public subsidy, or should it be publicly owned? LI fi d 13 j M fl B 58 I I I �SUMMARY OF DISCUSSION on MASS TRANSIT by Frank Chadwick Luzerne County Planning Commission B o 1 J J Q fl Transportation is an essential element in the growth and develop­ ment of any region; Northeast Pennsylvania is no exception. An efficient mass transit system will have to be planned and developed if this region is to continue its rise from a depressed area category to the status of a prosperous and burgeoning community. It is somewhat ironic, but perhaps Northeast Pennsylvania is fortunate in not having developed as rapidly as other areas of the state and nation. The plight of larger, more rapidly developed urban areas, is reflected by their choked and congested inner-cities. The planners are trying desperately to cope with the situation, but are using stop-gap techniques to try and alleviate the problem that has already engulfed them. For Northeast Pennsylvania, now is the time to initiate feasibility studies, so that the planning, development, and implementation of a modern, safe, clean and efficient mass transit system can get underway before it is too late. It is possible for us to profit from and avoid the plight of bigger American cities. Northeast Pennsylvania has many assets that justify the planning and development of a mass transit system. Geographically, the region is ideally situated within easy driving distance of both the New York and Philadelphia Metropolitan markets; the excellent state and Interstate highway systems make the area the crossroads of Northeastern United States; the growth of tourism and recreation as a major industry of the area; the increase in the number of new, diversified industry as a result of industrial development programs; vast areas of open space and vacant land for the development of new towns; and many fine educational insti­ tutions. All these things point to continued growth and influx into this region. 59 �I I 8 0 0 0 S An integrated delivery system throughmass transit would be the optimum of any comprehensive transit plan of the future. However, our group felt that the cost required to develop such an overall system would be prohibitive, especially in the light of priorities for more pressing problems of solid waste, air and water pollution, and other aspects of urban decay. It was concluded that a less ambitious goal to be used to get started in the area of mas s transit and that a prototype of the overall system be set up on a smaller scale so people could see the advantages of such a system and therefore cause its expansion over the entire region. Most people can not identify with such concepts and probably consider such a plan too costly. Parochialism has probably been one of the main hindrances to continued or more rapid growth of this region. A higher authority is needed to establish such a system. This authority would have to take in many of the smaller political units so as to provide the broad scope that such a system would require to be feasible. Two alternatives were offered: Either private ownership with public subsidy to help develop and establish such a costly system; or, public ownership with the operation contracted with a professional man­ agement firm. n 0 Q 60 Tl �■Bi mmR SUMMARY OF DISCUSSION on I MASS TRANSIT by 0 0 0 H g Donald D. Moyer, Executive Director Economic Development Council of Northeastern Pennsylvania Throughout the discussion of the five questions was a thread of concern about public or private operation of mass transit systems. The participants agreed that an important historical note should be under­ scored, i. e. public authorities have come into the operation of mass transit systems in many larger American cities only after the private systems were no longer available. It was agreed at our table that the luncheon speaker1 s recommend­ ation that the present auto excise tax be set aside for mass transportation is commendable and should be encouraged with the operation of a trans­ portation system. Some at our table expressed concern about the definitions of mass transportation and region. Mass transportation can mean a highly com­ plex and technologically-advanced system including rail, subway, monorail, sky buses, etc. ; but in our region at the pres ent time it may simply mean much mor e efficient use of public transportation within the region. Mass transportation is apriority concerntoday for the Scranton/Wilkes Bar re/Hazleton area for internal circulation, but there was a common agreement that the surrounding counties especially toward the Poconos constitute an important area for mass transportation plans because, of their relation between our urban center and the Megalopolis in the East. We provided the following inventory of assets and liabilities with regard to the justification of the development of a mass transportation system. n ri 1. The highway transportation grid as completed or on the drawing boards is probably very adequate at least to the year 2000. 2. The present airport facilities and capabilities are not adequate and the necessary supplemental public funds do not appear to be in the near future. There is, however, some possibility that the pressure on air services in the Greater New York Area may force the creation of facilities to handle that traffic in an area that might be as close as 50-60 miles from here. 61 J1 ■I I �3. There is optimism about the growth potential of the total region even though there is no promise of population growth from with­ in. In other words, developments will be made to create patterns of in-migration. 4. The existing rail systems and rights of way are under-utilized and could be effectively included. 5. The quality industrial development in Northeastern Pennsylvania tends to take place in modern industrial parks. j> o .i J The participants agreed that an authority is politically feasible once there is enough pressure to create the political feasibility. An authority can come into being without regional or metropolitan govern­ ment because the local communities who give the authority will not need to give up very much present power. They would probably enter into an authority so long as there would be assurance of no additional cost to local government. Our table was evenly divided on the desired pattern of ownership: public, private, and private with subsidy. It was agreed, however, that public ownership maybe the most acceptable if the entire subject of mass transportation is placed before the electorate. J i '' J 62 i 11 �SUMMARY OF DISCUSSION on MASS TRANSIT by James F. Furey Area Operating Supervisor Pennsylvania Power and Light Company Transportation is an essential element for a growing region. However, the facilities should be planned initially so that the region can grow, knowing what the transportation facilities are. In order for Northeast Pennsylvania to avoid the plight of some of our bigger American cities that find themselves unable to operate a transportation system, planning must begin now, not when it becomes a problem. The County Planning Commission is an organization that can do some background work on what is needed in the area. Initially, this research would be on a county level. A Transportation Authority would then be needed to determine how to implementthe items that are needed. The biggest item that Northeast Pennsylvania can offer that would convince transportation planners and designers that our region justifies the development of a mass transportation system is the inducement that whoever operated the system would not loose money. The establishment of industrial parks and the influx of industries to these parks is adequate justification that a mass transportation system is needed. It is time that the entire Northeast region stop developing trans­ portation systems on a fragmented peacemeal basis and make plans that would benefit the entire area. The way to start is by getting the two counties, Luzerne and Lackawanna, to enter into a joint study as to what could be done. At the present time, this is needed, but the feasibility seems doubtful because of political jealousy. A Regional Distribution Center would help make, a more cohesive community. By using the railroad to bring goods to this center and trucks for distributing the goods, we may reduce the number of trucks involved in long hauls of goods. A transit authority with sufficient powers to establish an inte­ grated circulatory system is politically feasible in a county. Once out­ side of county lines, there may be difficulty. 63 �A Mass Transit System is possiblewithout some form of regional government in Northeast Pennsylvania, but to be able to take advantage of government funds, it would be well to have one agency dealing with the federal agency. The Economic Development Council of Northeastern Pennsylvania, Inc. could do tremendous work in this area. A privately owned mass transit system would operate more ef­ ficiently because it would be part of the free enterprise system and would be trying to run the system as a profit. As long as the service is pro­ vided, the general public probably would not care who owned the system. During our entire discussion, one idea was predominate: that was Mass Transportation is a service. If people realize this, the problems of putting a system into operation could be kept to a minimum. p 64 �DISCUSSION GUIDE SOLID WASTE The National Solid Waste Disposal Act of 1965 provides money for demonstration projects and research projects on Solid Wastes. What new and innovative approaches might be persued to help solve the Solid Waste problems in the areas of collection, storage and disposal in Northeast Pennsylvania? Waste making has become a way of life with the American. Companies plan fixed life into their products, which then become solid waste to dispose of. What techniques might be employed in Northeast Pennsylvania to recover or recycle these wastes into the economy as basic materials for new or old processes? Could new industries be developed? What? What are the advantages of sanitary landfill as against incineration for Northeast Pennsylvania? With the rising costs of wages, land and equipment, and the ever increasing volume of solid waste to dispose of, Regional Systems for Solid Waste Management are the best way to keep down the per ton cost of disposal. What elements should be taken into account to provide a highly efficient Regional Solid Waste Management Sys­ tem? Can county government be used as the unit of government as part of a multi-county system ? ] 5. Approximately 6 million junk automobiles are scrapped each year. Some find theirway to junk yards, parts salvage operations; others remain along highways or streets and in backyards. What methods can be employed to insure that junk cars will be disposed of in a proper manner? Can these methods be part of a county or multi­ county system of disposing of junk cars? 6. Although it might be advantageous for several (or many) municipalities or counties to jointly support a solid waste disposal plant--- possibly on an authority basis-could this be an area that might be attractive for private enterprise? Is so, how are rates assessed against each community being served ? By population? Tonnage hauled ? Other? 65 �SUMMARY OF DISCUSSION on SOLID WASTE by Ellsworth C. SalisburyExecutive Vice President Greater Hazleton Chamber of Commerce Our society is crisis oriented. It appears that you must face tragedy or near tragedy before implementing change. The area of pollution control and abatement is approaching these proportions. We are told that we produce seven to ten pounds of solid waste per capita per day. This figure does not include agricultural and other types of waste which would conceivably increase that figure significantly. The enormity of the problem becomes quite clear when you consider a com­ munity of 35, 000 persons, such as Hazleton, will produce 35 0, 000 pounds of solid waste per day, or 2,450, 000 pounds per week. As technology and packaging advances, this figure will, in all probability, increase. We are faced with a situation requiring our best efforts and thinking. The Pennsylvania General Assembly adopted in 1968 Act 241 which is known as the Pennsylvania Solid Waste Management Act. The purpose of this legislation is aimed specifically at the problem and pro­ vides guide lines and procedures for approaching its solution. It creates high standards for the handling of solid waste. It requires municipalities, singularly or jointly, to approach their problems in an intelligent manner. It, in short, enunciates public policy and provides the teeth to insure rigid enforcement and compliance. Solid waste should be viewed as an economic asset requiring recycling. The technology in the area of solid waste is just evolving. However, there are a number of indicators that this material through various techniques, such as composting, can be utilized to economic and, indeed, social advantage. I Solid Waste Management, as it exists today is generally inefficient and socially unacceptable. However, we must recognize the need for broad-based public support in order to generate the needed changes for the following reasons; 66 �■ IfcattfflMBi The present systems for handling solid wastes are outmoded. Any solution for meeting the problem, particularly in urban, congested areas, will require intergovernmental cooperation. The economic implications, particularly when considering in­ itial investments, will be high and it will be difficult to com­ municate the long range economies for such a cooperative venture. And finally, the need for research and the time factor present in such programs make it difficult to gain public acceptance. There are several techniques for handling solid waste, There will, in all probability, be others developed in the future, Existing techniques will be altered as research produces better means. Any program if it is to be successful, must be approached on a multi-jurisdictional basis and the parochial points of view must be re­ sisted. With this type of cooperation on a broad scale, there would then be an opportunity to apply for and perhaps obtain, a F ederal demonstration grant. A consolidation on a governmental service or functional basis would, if successful, lead to additional approaches and other service areas which, in turn, may result, ultimately, in a single functional and geographic government. I a a a I i In order to assure a successful program in solid waste manage­ ment, there has to be total cooperation. This would include cooperation on the part of manufacturers of goods as well as consumers. Manufact­ urers of durable items should be encouraged, through some fashion, to maintain responsibility for their product for its lifetime. Suggestions were made that a manufacturer be required to physically repossess his product when it reaches its final stage of obsolescence. Another sug­ gestion might be that there should be government subsidy to manufact­ urers to makeup any cost differentials in using scrap steel. This would encourage greater use of this metal in products which could be imposed through stricter restrictions on the use of resources. The consumer must also bear a certain responsibility for a system it it is to operate effectively. Trash might be presorted in the home prior to disposal. This would insure better utilization of its eventual re-use by diverting glass, metal, rags, and paper from actual garbage. It was felt that garbage itself could be eliminated through the widespread use of garbage disposal units, and it would eventually become part of the sludge in the sewage, treatment plant and find other adaptive uses. By presorting and developing systems for processing or recycling the assorted waste, economic advantages would be realized. - 67 - ~ �- The entire operation could be set up on a regional basis. An Authority comprised of leading citizens should be appointed to operate the system. This would eliminate or minimize political influences . The Authority would be run as a business with profits, or any gains developed being returned to the communities. Or, the Authority would establish programs for such monies generated which could include back­ filling, recreation, beautification, for example. By presorting waste, it can be more efficiently handled and this would encourage the development of such facilities as a glass plant, kraft paper plant, or other such operations at the final staging site to utilize the waste effectively. The regional Authority could also be set up as a profit making operation, whereby the local communities would buy stock in the cor­ poration, and the profits generated would be returned to the communities in dividends. Any corporation operating on that basis would be required by its contracts with the municipalities to introduce applicable techno­ logical advances to insure consistent and up to date performance. 68 �SUMMARY OF DISCUSSION on SOLID WASTE by Mrs. Marjorie Bart Member of Council Wilkes-Barre, Pennsylvania The 1965 Act provides for demonstration projects. A close sur­ veillance on the results of these demonstration projects should be main­ tained on them before making plans. A suggested demonstration grant would be to make a determination of the content of the solid waste in this region. On the basis of this data, a determination should be made if in­ cineration would take care of the largest share of the solid waste. A further determination should be made to ascertain if the scrap could be separated at the landfill and made available at the site to private waste businessmen via bidding procedure. Although it is not anticipated that this would be a money-maker, the procedure would take care of some of the expenses of either the demonstration projects or the resulting operation. J 1 J 1 1 I d Waste making is one of the natural problems of an affluent society. In a capitalistic society, as long as there isdemand, this type of acitivity will continue. Since the profit motive is of primary concern to com­ mercial establishments! we can assume that the scrap industry as a whole has a keen eye for the materials that will make for additional profit. This observation is amply demonstrated by the recent publicity given to the salvage factor of the aluminum beer can. The salvage value of aluminum products has been well established for many years. The Northeastern Pennsylvania area has a unique situation as far as sanitary landfill is concerned due to the large acreage of anthracite strip mining pits. Some of this acreage could be available at extremely favorable acquisition cost. Thus the unfavorable land involved in strip mining operations can and should be diverted to favorable land uses. A county-wide group, preferably an authority, should be estab­ lished for solid waste disposal. This should be preceded by a public relations campaign so that proper zoning can be enacted or complied with, and this will provide an opportunity to coordinate with the overall planning of the County. In this regard, some areas now have refuse 69 ��SUMMARY OF DISCUSSION SOLID WASTE by Robert L. Betzler Assistant Director of Public Works Wilkes-Barre, Pennsylvania In discussing approaches that might be persued to help solve the solid waste problems, it is apparent that solid waste fill of existing strip mine pits is highly desirable. Therefore, it is imperative that the future effects of large scale controlled filling be ascertained. It was also suggested that basic materials be magnetically coded (like blank checks) to allow for east separation for salvage. Recycling and recovering of wastes into the economy as basic materials for new or old processes should be handled as a national rather than a regional problem. The basic design of manufactured foods should take into account their eventual disposal. Disposal cost could be included in the original cost, forcing the user to pay. However, the application of such a proposal is extremely difficult. Economics and technology are at the base of a recycling process and both are indepen­ dent of Northeastern Pennsylvania. Sanitary landfill is advantageous in Northeastern Pennsylvania in comparison to incineration because it is less costly, reclaims waste land, causes little air pollution, and requires little capital investment. At this point in time, our needs cannot be met by a regional solid waste management system or multi-county system. Similar groupings of neighboring or adjacent municipalities are presently more efficient. Overall standards should be set at the multi-county level,with the methods of compliance to be worked out at a local level depending on conditions. These conditions include optimum size collection agencies, large enough to provide bulk purchasing, maintenance, etc., and yet responsive to the individual needs. Also, centralized landfill location is necessary to minimize travel time and eliminate transfer stations, etc. 71 ��SUMMARY OF DISCUSSION SOLID WASTE by Joseph A. Macialek Resource Development Agent Cooperative Extension Service The Pennsylvania State University An approach to solid waste disposal nowused involves the use of strip mine pits for solid waste disposal. Run-off, seepage, and effects of mixing mine acid water and seepage from solid waste should be thor­ oughly studied. Duplication of projects undertaken at other locations should be avoided. On the basis of conservation of natural resources, recycling should be done because it is wasteful not to recycle. This includes re­ placeable resources like paper as well as non-replaceable resources such as metals. This problem should receive national attention and legislation. Since it may not be profitable to sort wastes in most cases, per­ haps the user should pay a premium for materials that have a one-way ticket. This premium would then be used for helping to dispose of mat­ erial in its waste state. One of the elements that should be taken into account to provide highly successful regional solid waste management system is to iden­ tify the land resources which are suitable for land fill. The reservation of such land is of apparent importance. Sample ordinances and contracts should be developed to assist municipalities into a regional system. (Note--the Penn State Extension Service has copies o.f the contracts used in the State College Area system). The Institute of Regional Affairs might provide this service similar to the work done on the regional swereage systems. One of the problems is the lack of power of a waste management group to acquire a site without local government apporval. It was indi­ cated that this power might be vested directly to the management group. 73 �Most felt that county government could be made the basic unit of government for a regional system; however, there has been much dis­ cussion by lesser government units about erosion of their authority. Legislation and enforcement is needed by each municipality to remove old autos from streets and unauthorized dumping areas. This should be followed by regulation and control of existing salvage yards (not elimination). An added fee to the original cost of the auto can be of help to move the auto back into the production cycle. The user, then, would subsidize the recycling operation. Another suggestion was to purchase and stock­ pile the shredded auto waste until it became profitable to reuse. It is feasible that solid waste disposal operations could be attrac­ tive for private enterprise. Most of the activity in the past was private enterprise and it could be returned. Each local government must make a committment--that is to adopt a code forcing home owners and busi­ nesses to participate and then license private contractors to operate. This would be similar to a utility operation. Payments would be on a per family or per can basis. 14 �SUMMARY OF DISCUSSION SOLID WASTE by Leo A. Corbett, Professional Engineer Director of Public Works Wilkes-Barre, Pennsylvania Suggestions onnew and innovative approaches to solid waste dis­ posal are varied and extremely interesting to explore. A laser beam incineration method is pos sibly too expensive and would still leave a by­ product requiring disposal. Control problems would be difficult, in­ cluding the breakdown of bulk wastes, particularly junk cars. But this is good incentive for research on this type of disposal method. A built-in disposal-vacuum system could be used, whereby waste can be conveyed by high speed to landfills or a transfer station directly from the building, similar to a sewer system. In discussing techniques to recover or recycle wastes, perhaps land-fills can be reduced and replaced by incineration in order to better balance conservation and reclamation. Pollution control would be nec­ essary in incineration. However, modern day and future research would provide control devices to take care of the problem. Presently the country has food and drug laws. Why not control of disposal products and types of containers ? Ordinances can be drawn outlawing the one way bottle. Recoverable wastes should be separated and reclaimed. Re­ claiming of new materials could create new industries. Reclaiming of paper has been done in the past and is feasible now, with many markets available throughout the country. The method of recycling is not, how­ ever, within the capacity of a municipality, but must be governed by National and/or State law. I The citizen must be educated either by news media or other methods to separate the waste materials which can be reclaimed for other uses. 75 ! �The advantages of sanitary landfill as against incineration for Northeastern Pennsylvania are: Cost and availability of land areas. 2. Reclamation of usable land. 3. Reduction of air pollution and maintaining of stricter Controls of disposal. 4. Investment is low. However, a joint effort by Authorities, with many communities is more advantageous. Consideration should be given to incineration methods, as event­ ually land areas will diminish and this will be the only method now known which will remain. High intensity incineration is now being done, although it is expensive. Mass compression of waste materials into blocks to be discarded in deep open areas would reduce storage areas and transport­ ation costs. Some elements to be taken into account in providing a highly efficient regional solid waste system are: 1. Collective combining of areas (may be the most practical procedure). 2. County and/or local municipality combinations (are con­ sidered more preferable for our area at this time). 3. Multi-county programs (not considered pertinent at this time). In order to insure that junk cars will be disposed of in a proper manner, the state should mandate responsibility for disposition. Con­ sideration should be given to including disposal costs in initial licensing cost or by tax. This could be done on a deposit basis with the owner receiving his deposit back when the auto is turned inat a disposal center. Progressive steps toward compaction of junk autos into cubes which could then be used for filling deep stripped areas, should be given immediate attention. Joint support of solid waste disposal plants can be handled by private enterprise with local municipalities or the county making land available for the builder. Plants could be leased to the city or municip­ ality for a 10 to 15 year period, the turned over to the governing agency. . This could also be done on a turn-key operation or allowed to operate at a fixed rate of profit. 76 1 I I �SUMMARY OF DISCUSSION on SOLID WASTE by Frederick J.. Karl Regional Solid Waste Coordinator Pennsylvania Department of Health The National Solid Waste Disposal Act of 1965, which provides money for demonstration projects and research projects on solid waste could be a source of funds to investigate the possibility of combining sewage wastes and selected solid wastes --excluding metal and other reclaimable material -- and treating it as a combined process. Since collection is approximately 70% of the cost in getting rid of waste, a system might be developed as a demonstration to show how to cut down the cost of collection of solid wastes. A project could even be set up to study the effect of home incinerators which would be used to reduce the volume of solid wastes to be disposed of. Of course, the incinerator would have to be designed to meet all air pollution standards. On the question of recycling or recovering solid waste, perhaps paper and cardboard could be worked up into thin sheets to be used in construction. Examples of this would be pressed wall board for housing... Another use for a great deal of solid waste would be to use animal offal, as a food for livestock. I In Northeastern Pennsylvania, the advantages of sanitary landfill over incineration are that there is much land available and the cost for the operation is comparatively low. The elements that should be taken into account for a highly efficient Regional Solid Waste Management System are: 1. A good working operation of the communities to provide a good cost reduction factor. 2. Good sites that will insure long life and nuisance eration. 3. Power for the counties to provide effective solid waste man­ agement systems for the whole area. - 77 - free op- I I J J �The best method to insure that junk carswill be disposed of pro­ perly is to provide legislation to govern the ultimate disposal of the auto as part of the original cost of the auto. This money could then be used to establish a regional plant to dispose of the auto. We feel that a waste disposal operation could be run efficiently either by a public or governmental authority or by private enterprise. Each community might then be assessed on a tonnage basis. 78 1 I �SUMMARY OF DISCUSSION SOLID WASTE by Eugene J. Borofski Pennsylvania Department of Health The National Solid Waste Disposal Act of 1965, which provides money for demonstration projects and research, could be used to finance deployment and construction of transfer stations in rural areas. Re­ search could be conducted in compressing solid waste into blocks or bails before land burial. Shredding of organic material and depositing it in community sewage treatment facilities could be investigated. Some of the techniques that might be employed in Northeastern Pennsylvania to recover and recycle waste are: The salvaging of aluminum products for re-use by the aluminum industry. Z. Crushing of automobiles. 3. Using of solid waste (animal offal) as live stock food. 4. Reusing of paper products and building materials. The advantage of sanitary landfill as against incineration for Northeastern Pennsylvania are preservation of available land--strip mining, cheap land--and the overall cost of disposal. The elements that should be taken into account for a highly efficient Regional Solid Waste Management System are: Combined storage, collection and disposal methods. Z. Location of disposal facilities. 3. Laws and regulations governing solid waste practices, practices. Development of a research program covering different meth­ ods of storage, collection and disposal to increase efficiency and lower cost of solid waste management system. - 79 - �In order to insure that junk cars will be disposed of in a proper manner, state legislation should be enacted to govern the ultimate disposal of autos. A tax on the manufacturer to insure proper disposal should be given serious consideration by the General Assembly. It would be a good idea to establish a Regional Auto Crushing Plant. A solid waste disposal plant could be operated efficiently by either government or by private enterprise. However, there would be a need for control of cost and rates by a governmental body such as the Public Utilities Commission. Rates could be assessed on the tonnage handled. I I 80 �— SUMMARY OF DISCUSSION on SOLID WASTE by Willis W. Jones Executive Vice President Scranton Chamber of Commerce At the present standard of living it has become quite obvious that the amount of solid waste has increased at a fantastic rate. This has been caused by a number of factors such as the population explosion, the pre-packaging of food and other items, and the plannecfobsolescence of some basic appliances and automobiles. In addition Health Departments have insisted that open dumps be closed. The costs of disposal such as the securing of basic equipment used for incineration and sanitary landfill are extremely high. Solid waste disposal is considered to be a municipal function, however, the cost of disposal because of the fractionalization of our municipalities is excessive for some of our smaller municipalities. Therefore, it is obvious that solid waste disposal should be a Regional and/or County function. i I I 1 I There are a number of ways that municipalities can handle this particular function. Among the alternatives already mentioned are incineration and sanitary landfill. A third alternative suggestion is to seek out industries that can use certain types of solid waste such as waste paper which can be re-used and automobiles, if properly stripped and compacted. This, of course, will require that a great amount of research be devoted to a means of separation of solid waste in order to effect these economies. In Northeast Pennsylvania it would seem logical that the best approach to solid waste is the use of sanitary landfill methods. This has the advantage of relatively low unit cost and it also provides a means of reclaiming much of the ravaged countryside. There are many examples of this type of reclamation already in existence in Luzerne County. Although we are just beginning to use the - 81 - �regional cooperative approach as to the disposal of solid waste, the planning bodies of our municipalities and counties should devote more time to engineering a plan of present and future disposal. We should anticipate that grants will be available for res earch and/or construction,,, but above all, all of the governmental bodies affected by the problem of solid waste disposal should promptly insist on strict control as to the existing areas and methods of disposal. I 1 1 11 1 1 I 82 �INTRODUCTION of Tom Bigler, Director WBRE-TV by Mrs. Frank M. Henry, President Junior League of Wilkes-Barre ■ We have now reached what can be considered one of the closing aspects of our Conference. Since over the past several Conferences he has done an admirable job, we have once again invited Mr. Tom Bigler to conduct the unenviable part of our program. That part is the summation of the many topics and ideas which have been presented and discussed. It is an unenviable task because he must select the most cogent points of our discussion, many of which have been extremely pertinent to the problems of the area and especially to the new concept of Regionalism, and suggest as to how these problems can best be solved. [! B B 1 I I 1 I 83 �"APERCU" by Tom Bigler News Director, WBRE-TV Wilkes-Barre, Pennsylvania "APERCU", means a "summing up of what has gone before", And, as we've said before, we sometimes feel as tho we've heard it all before and are in danger of losing heart because while the words of wisdom are plentiful, the action is sparse. While we've wrestled today with two particularly severe problems of local government everywhere, they are symbolic only of the kinds of crises facing local governments and which most local governmenta are not able to solve. Two of cur major speakers today--Mr. Widner at the breakfast and Mr. Hillenbrand at lunch--underscored our basic problem: local governments that are too small to serve. Certainly this is not news to Wyoming Valley. We think there is wider acceptance in this metropolis of our division as being our major problem than most of us realize. We think that we are overripe for a solution. We think that the examples of intergovernmental alliances that have developed and which are under discussion in this decade demon­ strate recognition of a need for some solution. We might suggest that acceptance of the new telephone dir ectory--providing for the first time metropolitan directory for the Valley--is a good omen. And, as was emphasized by speaker after speaker in today's Conference, we cannot begin to resolve our mass transportation and solid waste disposal problems within the confines of any one of our local governments nor without some kind of intergovernmental alliance. II We are not certain that the ultimate solution for our time lies in the county government. Certainly we do not believe this is the answer, if county government continues as it exists today in Pennsylvania. The structure of County government is too weak to handle even the responsi­ bilities it now has. Nor do we believe that the present 67 counties of Pennsylvania constitute the kind of geographical division that would per­ mit even a modern county government to be effective. One associate at breakfast this morning advised us that a move­ ment is underway in Hazleton to seceed from Luzerne County---- -to demonstrate its unhappiness with proposed location of the Community College. This movement suggests that if their wisdom does not prevail - 84 �for all the rest of the County, theywant to become an island unto them­ selves. Interestingly enough, it was only 91 years ago that Lackawanna County was formed by secession from Luzerne County. From much of what we've heard today, we suspect that the thrust if not the particular of the Hazleton revolt runs against the time and needs of today. We think that instead, the traditional rivalries which have divided Lackawanna and Luzerne counties; Scranton and Wilkes-Barre, have hurt us both and helped neither; that our real competition lies not between these two cities or two counties but between us together andthe other metropolitan groupings such as the Allentown-Easton-Bethlehem complex; the Harrisburg-York; the Erie; and of course the Philadelphia and Pittsburg metropolitan areas. One needs only visit the Allentown area and observe the bustle of construction, the new housing, new highways, new shopping centers, the whole explosion of the 20th Century to discover how still our back­ water is. today There has been widespread agreement expressed here that we, in our present organization of government, cannot deal with the multitude of problems that threaten to destroy us. We do not have the government structure, the tax base, nor ev-en the civilian leader­ ship to manage our own affairs. We need, desperately to do some­ thing better. For 9 years now, these Community Growth Conferences have ex­ plored specific problems and have pointed to this same need for better local government structure, concept, philosophy, people to get this reg­ ion into the 20th Century. We still haven't made it and we still show no inclination to accept the changes needed to make it. What has been proposed and what is proposed is not theory nor dream. Other communities in the nation have made it and are making a move. All our problems are subject to rational solution. Unless and until we get off our haunches, these Conferences merely will be the right hand shaking the left, the voices of one being heard by another, a tree falling in a remote forest--and this "apercu" a review of what o thers have accomplished in some far distant land. 85 �CLOSING REMARKS by i Dr. Hugo V. Mailey, Director Institute of Regional Affairs I The success of this Conference will be determined by what you do with these problems in the next two or three years. A Conference is an educational kind of thing. We ought not to expect results in the immediate future. Either as individuals or as members of organizations, you should begin to tackle some of these problems that you explored today. Your active participation here and your participation after you leave here determine whether or not these conferences are successful. I want to thank all invited to participate in this Conference. You contributed immensely to the program. I want to thank those of you who participated in the discussions at the tables. I certainly want to thank all of those who in any way had a share in the arrangements for the Conference. < i : J I I 1 I J I And certainly last but not least, I want to thank all of you for coming. A Conference is never successful without participants, it is never successful without the people that come. But I have a special word of thanks for you who have come. You have not come as passive participants. We stopped that kind of format a couple of years ago. We found out it didn't work. We wanted our audience to participate and be active participants, and you have been very active. ir I i I I I I 86 �ROSTER OF ATTENDANCE Name Affiliation Position Aikens, Harry Commonwealth Telephone 100 Lake Street Dallas, Pa. 18612 Personnel Supervisor Aita, Judy Economic Development Council of Northeastern Pennsylvania 704 First National Bank Building Wilkes-Barre, Pa. Public Information Coordinator Bacon, Allan E. Commission on Economic Opportunity of Luzerne County 6 South Washington Street Wilkes-Barre, Pa. Executive Director Barber, Edward S. Commonwealth Telephone 100 Lake Street Dallas, Pa. 18612 Personnel Director Barnasevitch, Francis Greater Hazleton Chamber of Commerce Solid Waste Committee Member Bart, Marjorie Wilkes-Barre City 100 Charles Street Wilkes-Barre, Pa. Councilwoman Beard, Shirley Commission on Economic Opportunity of Luzerne County 6 South Washington Street Wilkes-Barre, Pa. Program Director Benning, Harry L. Rice Township Planning Commission Chairman �I I I I Name Affiliation Position Benscoter, Ruth Pennsylvania Department of Health 383 Wyoming Avenue King stop, Pa. Regional Public Health Educator Betzler, Robert L. City of Wilkes-Barre City Hall Wilkes-Barre, Pa. As sistant Director of Public Works Bickhart, Edwin W. Department of Community Affairs Harrisburg, Pa. 17120 Chief, Mass Transportation Division Bigelow, Clifford W. Wyoming Valley Motor Club 303 Market Street Kingston, Pa. Manager Bigler, Tom WBRE-TV South Franklin Street Wilkes-Barre, Pa. News Director Borofski, Eugene J. Pennsylvania Department of Health 383 Wyoming Avenue Kingston, Pa. Regional Sanitarian Brezinski, Edward W. Nanticoke Chamber of Commerce 171 East Church Street Nanticoke, Pa. Executive Director Burke, Thomas Erie Metropolitan Transit Authority P. O. Box 2057 Erie, Pa. 16512 General Manager Butler, William C.M., Jr. Lower Luzerne Solid Waste Management Committee Box 213 Conyngham, Pa. Chairman Advisory Committee �1 I 11 ^ame Affiliation. Position Butler, Wm. C. M. , III Lower Luzerne Solid Waste Management Committee 133 Woodland JRoad Conyngham, Pa. Conyngham Council Representative Caputo, Mrs. A- Richard Junior League Committee Research Chairman 40 Forest Road Mountaintop, Pa. Chadwick, F rank Luzerne County Planning Commission Court House Wilkes-Barre, Pa. Senior Planner [I Chaplinsky, John Pennsylvania Power and Light Cedar and Buttonwood Street Hazleton, Pa. Community Service Manager [II Chesney, Ray J. Wilkes-Barre City School District 730 S. .Main St. Wilkes-Barre, Pa. Secondary Curriculum Coordinator Clarke, P. J. Luzerne County Commissioners Court House Wilkes-Barre, Pa. Chief Clerk Coates, Mrs. Sterling YWCA and Junior League Public Affairs Chairman of Wilkes-Barre, Inc. 5 89 Charles Avenue Kingston, Pa. Corbett, Leo A. City of Wilkes-Barre City Hall Wilkes-Barre, Pa. I I!' II' I u I I h Director of Public Works �1 fl! Name Affiliation Position Costello, Albert J. 330 Front Street Dupont, Pa. 18641 Mayor Crahall, Brinley Luzerne County Boroughs Associations President Cronin, Richard Greater Wilkes-Barre Chamber of Commerce Executive Secretary Curran, John J, Economic Development Administration Chief, Planning Division Davidson, John S. Pennsylvania Power and Light Company President, Economic Development Council of N. E. Pa. Davis, Warren C. Pennsylvania Department Regional . of Commerce Representative Del Marcelle, Davis J. Lebanon Valley Chamber of Commerce Board Mamber Dzuris, George Housing Authority of the County of Luzerne Board Mamber Earley, C. A. Pennsylvania Power and Light Company Dis trict Manager Farber, G. S. Pennsylvania Power and Light Company Supervisor of Community Palnning Farley, Dr. Eugene Wilkes College President Farrell, John J. Pennsylvania Department C. H. P. Consultant of Health Comprehensive Health Planning I ii T 1' I I !l I 1 I �] Name Affiliation Position Feldman, Robert WNEP-TV, Channel 16 News Director Furey, James F. Pennsylvania Power and Light Area Operating Supervisor Gilbert, Walter J. Pennsylvania Department of Health Gramacke, Stanley 98 Chapel Street Wilkes-Barre, Pa. Halpine, Walter Kings College Chairman, Sociology Department Harenza, Stanley 95 Main Street Inkerman, Pa. Employee of Celotex I Hawke, Herbert West Side Landfill Authority Treasurer '-I I Henry, Mrs. Frank Junior League of Wilkes-Barre President 'I ft Hibbard, Mrs. John Elmcrest Drive Dallas, Pa. 18612 il: Hillenbrand, Bernard F. National Associations of Counties Executive Director Heiselberg, Edward Luzerne County Planning Commission Director I Hunter, Willard Greater Pittston Chamber President of Commerce 1 Hyman, Mrs. Allan League of Woman Voters ■I ’ll I I I Chairman of Municipal Government Committee �I I Name Affiliation Position Jarzenbowicz, John Luzerne County Borough As sociation Legislative Representative Jones, Willis W. Greater Scranton Chamber of Commerce Executive VicePresident Joseph, Samuel J. United Municipal Corporation. Harrisburg, Pa. Vice-President Karl, Frederick J. Pennsylvania Department Regional Solid Waste Coordinator of Health Kazmerski, Sylvester Lackawanna County Parks Recreation and Tourism Kearney, Edward F. Concentrated Employment Program Director Program Wilkes-Barre, Pa. Klee, Albert Department of Health, Education and Welfare Chief, Bureau of Solid Waste Management Klemencic, John Pennsylvania Power and Light Customer Contact Analysis Kneidinger, Joseph Pennsylvania Department of Commerce Kohl, H. Robert Lebanon County-City Planning Department Kopec, Michael Jenkins Township Planning Treasurer and Zoning Commissin Lashford, Edgar Chamber of Commerce Wilkes-Barre, Pa. ■T I I I I I a I 8 I Executive Director Director Executive VicePresident �I < I 11 Position Name Affiliation Lauer, Paul Luzerne County Tourist Promotion Agency Lavelle, Mrs. Mary Betty Kannarr Realtor Lee, James F. Times Leader Evening News Assisstant Editor Lipscomb, Robert Pennsylvania Department of Commerce Scranton, Pa. Lutz, George East Side Landfill Authority McClure, Lamont Model Cities Agency McGee, James J. Lackawanna County Regionsl Director of Community Prigrams Planning Commission McGee, Philip Pennsylvania Department of Health i® McHugh, Michael C. Greater Wilkes-Barre Jaycees 3 Macpherson, Elizabeth YWCA Wilkes-Barre, Pa. Executive Director :u Macialek, Joseph Penn State Cooperative Extension Resource Agent d Mailey, Dr. Hugo IRA - Wilkes College Director Manley, Robert Pennsylvania Power and Light Scranton, Pa. Community Service Co -ordinator nu ip J n <» q Re search-evaluation Officer i > J ■ 8O-153U7S U �r; uU Name Affiliation Position Masoner, Robert Bell Telephone Company of Pennsylvania South Franklin Street Wilkes-Barre, Pa. District Manager Molinaro, Frank 1601 North Mulberry Street Berwick, Pa. Moyer, Donald D. Economic Development Council of Northeastern Pennsylvania Executive Director Muench, Alfred Glace &z Glace, Inc. Harrisburg, Pa. Secretary-Treasurer Mullen, Leo A. Northern Tier Regional Planning Commission Staff Member Niehoff, Walter Wilkes College - IRA Wilkes- Barre, Pa. 1 O'Hara, Vincent T. Greater Pittston Chamber of Commerce I Olson, Jerry Wilkes-Barre Transit Corporation II O' Malley, J. J. First Federal Savings and Loan Association of WilkesBarre O'Neill, Joseph D. U.S. Department of Commerce Economic Development Administration Wilkes-Barre, Pa. ■ 1 I IK HI 1 I I Executive VicePresident Acting Area Director �■ 1 I Name Affiliation Position Pataki, Frank Keystone Job Corps. Center Drums, Pa. Acting Director Patton, Eleanor Betty Kannarr Realty Realtor Pavlovich, Steve P. Jeddo Borough President of Council Peel, Joseph A. Wilkes-Barre City School District 730 S. Main Street Wilkes-Barre, Pa. Assisstant to Superintendant in Secondary Curriculum Peters, Fred J. Bureau of Employment Security 32 E. Union Street Wilkes-Barre, Pa. Manager Pfeiffer, Mildred C. J. Division of Planning Pennsylvania Department of Health 609 H 8c W Building Harrisburg, Pa. 17120 Planning Director Phillips, JohnW. Pennsylvania Power and Light Williamsport, Pa. Community Service Manager Pierce, William East Side Landfill Authority 31 Maffet Street Plains, Pa. Treasurer Poerio, Carlo R. Director of Redevlopment Authority of Community the City of Wilkes-Barre First National Bank Building Relations Wilkes-Barre, Pa. I I I I ! I 9 I I ! �I Name Affiliation Position Pugh, James E. Wilkes-Barre Record 15-17 N. Main Street Wilkes-Barre, Pa. 18701 Editor-in-chief Pyros, Nicholas J. Waskell & Pyros Townhall Building Wilkes-Barre, Pa. Architect Radkewicz, John F. Lackawanna County Regional Planning Commission 310 Jefferson Avenue Scranton, Pa. Executive Director Ransom, R. Lanning West Side Landfill Authority 26 E. Walnut Street Kingston, Pa. Mamber Rees, Mrs. Marnie Osterhout Free Library 71 S. Franklin Street Wilkes-Barre, Pa. Head of Public Relations Central United Methodist Church 65 Academy Street Wilkes-Barre, Pa. Pastor Robinson, Karl E. Public Service Institute Department of Education Box 911 Harrisburg, Pa. Public Service Education Supervisor Rubin, Roger David M. Walker As sociates 1600 Bankers Securities Building Philadelphia, Pa. 19107 Director of Renewal Planning [ I I I Reid, William W. I I ! a i i i �Name Affiliation Position Ruffaner, Robert E, Pennsylvania Power and Light Williamsport, Pa. Community Development Coordinator Salisbury, Ellsworth Greater Hazleton Chamber of Commerce Northeastern Building Hazleton, Pa. 18201 Executive VicePresident Sammon, John P, Wilkes-Barre Real Estate Board 314 Linden Street Wilkes-Barre, Pa. Member Sawicki, Clement J. Redevelopment Authority of the City of Nanticoke 37 N. Market Street Nanticoke, Pa. Relocation Technician Schechter, Edward Stressteel Corp. 221 Conyngham Avenue Wilkes-Barre, Pa. 18702 President Schoonover, William Redevelopment Authority of Wilkes-Barre First National Bank Building Wilkes-jBarre, Pa. Land Development Admibistrator Schrey, Ralph Luzerne County Planning Commission Court House Wilkes-Barre, Pa. Senior Planner Shane, John B. Bell Telephone 120 S. Franklin Street Wilkes-Barre, Pa. Division Operations Manager I r I I I I I ! ! I I a i �I Name Affiliation Position Shantz, Frank P. Luzerne County Commissioners Court House Wilkes-Barre, Pa. County Commissioner Shapiro, Maurice A. Graduate School of Public Health University of Pittsburgh Pittsburgh, Pa. 15213 Professor, E nvi r onm e nt al Health Engineering Shelburne, Thomas P. WNEP-TV Avoca, Pa. General Manager Shelharner, Walter Rice Township R D #4 Mountaintop, Pa. Sheperd, Bob Economic Development Council 704 First National Bank Building Wilkes-Barre, Pa. Research Director Shoemaker, Myron Endless Mountains As sociations Laceyville, Pa. President Siesko, Joseph Nanticoke Chamber of Commerce 221 W. Main Street Nanticoke, Pa. Past President Sites, Edwin A. Pennsylvania Department of Community Affairs 320 Chamber of Commerce Building Scranton, Pa. Regional Coordinator ( I I I I I I I 8 I �Name Affiliation Position Smith, Robert Lackawanna Planning Commis sion 310 Jefferson Avenue Scranton, Pa. 18503 Senior Planner Snively, Foster Rice Township RD 4 Mountaintop, Pa. Snyder, James P. Pennsylvania Department of Health Harrisburg, Pa. Solomon, Paul Luzerne County Planning Commission Court House Wilkes-Barre, Pa. Junior Planner Stockwell, William R. Pennsylvania Power and Light Company Williamsport, Pa. Lock Haven Manager Sweeney, John P. Greater Scranton Chamber of Commerce Scranton, Pa. Executive Secretary Townend, Frank Property Owners Protective Association of Luzerne County 1400 United Penn Bank Wilkes-Barre, Pa. 18701 Director I Tuhy, Philip Wilkes College - IRA Wilkes-Barre, Pa., 1 Vanore, Frank City of Wilkes-Barre City Hall Wilkes-Barre, Pa. I I I I I I I I I City Manager �Name Affiliation Position. Van Der Werker, Ralph Public Health Service 42 Broadway New York City, N. Y. 10004 Regi onal Environmental Control Director Wideman, Edmund C. Board of County Commissioners Luzerne County Court House Wilkes-Barre, Pa. Commissioner Widner, Ralph R. Appalachian Regional Commission 1666 Connecticut Avenue NW Washington, D.C. 20235 Executive Director Williams, Joseph A. Joseph A- Williams Agency 39 N. Franklin Street Wilkes-Barre, Pa. 18701 Insurance Williams, Morgan F. West Pittston Borough 321 Parke Street West Pittston, Pa. Borough Secretary Yashinski, Edward J. Redevelopment Authority Real Estate �«■ 10001LQ203 MILKES COLLEGE LIBRARY j n test I I-'■'■ I?;:' Il I r" ’ 8 I �■F I nI ■ 0 n □ n i ' i 1 � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Proceedings Ninth Annual Community Growth Conference, 1969 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1969 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication. https://omeka.wilkes.edu/omeka/files/original/ad5c80b43a317cf87685215f25ae039b.pdf 2c45df30c68c7e20198a03934118c52f PDF Text Text ■i b u REAL PROPERTY ENVENTORY Of I D II j n APCHfv^S i HJ'/12ll P4W5 .____ J> INSTITUTE OF REGIONAL AFFAIRS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA ■J I �/ 3 REAL PROPERTY INVENTORY OF WILKES COLLEGE B EUGEuZG J I J ,, ;''PA. J 1969 INSTITUTE OF REGIONAL AFFAIRS WILKES COLLEGE WILKES-BARRE, PENNSYLVANIA �ARCHIVES * - H J4 )zi W'7 I I J I ■11 I I jI I - j ■ ; ■ ■ I - I H 1 .H �I 6 X7 X FOREWORD This Study began as a response, in part, to periodic charges that by continually acquiring high value properties, the College is de­ priving the City of Wilkes-Barre of much needed revenue. The Institute of Regional Affairs, therefore, undertook the task of collecting data on taxes paid on properties at the time of acquisition, and the extent of cur­ rent tax exemptions, in the hope that once such a compilation is made, it would be kept current with each acquisition. As the tax exemption information was being assembled, it became apparent that there was a need to list and tabulate data relating to Col­ lege property required on Federal and State applications for funds, by insurance companies, and to comply with similar requests. This devel­ oped into considerations of a property inventory. This first inventory of the properties of the College, together with the accompanying pertinent tax data, is the initial step, not only in presenting a continuing picture of tax exemption for Wilkes College, but also in developing a property inventory system. It is further hoped that this data, incomplete and fragmentary as it may be, will eventually lead to a comprehensive study of the impact of Wilkes College on Luzerne County, in general, and Wyoming Valley in particular. Hugo V. Mailey Director J? A ld_ izikch S3A|H0fa'V �TABLE OF CONTENTS Page I. IL III. Tax Exemption 1 Property Inventory 5 Inventory - The Key To Growth 9 Wilkes College Campus Map Real Property Inventory. Bldg. Nos. Maps - College Properties by Blocks From West Ross to West River From West Ross to West South bordering on South River and South Franklin Streets From West Ross to West South bordering on South Franklin and South Main Streets From West South to West Northampton bordering on South River and South Franklin Streets From West South to West Northampton bordering on South Franklin and South Main Streets From West Northampton to West Market Concrete City - Hanover Township and Nanticoke City �PART I. I TAX EXEMPTION Financing local government today is a seriously growing prob­ lem. Local governments have several sources of income to meet the demand of increasing municipal services ranging from the general real property tax to donations by various groups. Although local officials are continually searching for new revenues, they find that the real property tax remains the backbone of local government finance. Except for productivity, general property taxes have little theo­ retical support. When subjected to the practical tests of economy, equity, and administration, general property taxes fare even worse than they do in theory. Endless problems arise in the use of the real property tax, among the most vexing being that of tax exemption. Certain types of property, notably that belonging to educational and charitable institu­ tions, are exempt from real property taxation in all states, under sta­ ted conditions. Much of the general public looks with disfavor on tax exemption which producesan overall reduction in real property revenues. This at­ titude, however, overlooks the very significant fact that the major com­ munity benefits of universities and colleges are not measurable in the same terms as are the benefits of tax revenues. The public readily re­ cognizes, and welcomes, the direct contribution to the community through increased employment in terms of faculty and other staff personnel. The public also understands the desirable economic effects of the purchas­ ing power generated locally by colleges and universities. What is frequently overlooked, however, is that all the other com­ munity benefits derived from tax exemption of such institutions, are of the indirect or "spill-over" variety which cannot be measured with the same yardstick. This distinction may be illustrated by the extensive re­ habilitation and construction of educational facilities required to permit a college or university to continue to perform its community role. L L’ In Pennsylvania, the power to grant exemptions to certain clas­ ses of real property emanates from Article IX, Section I of the State Con­ stitution. This Article provides that the General Assembly may, by gen­ eral law, exempt from taxation "institutions of purely public charity- " The Pennsylvania Exemption Act of 1874, passed pursuant to the provi­ sions of the Constitution of 1873, contained the proviso that the tax exemptionshall not apply to property which is used for purposes other than those specified (e.g. charitable, hospital, or college) and from which revenue or income is derived. I -i- �w I Pursuant to the Constitutional provisions, the General As ses sment Law of 1933, as amended, provides for the exemption of hospitals, uni­ versities, and other charities as follows: Section 204. Exemption from taxation. The follow­ ing property shall be exempt from all county, city borough, town, township, road, poor and school tax to wit:. .. All hospitals , universities, colleges, semi­ naries, academies, associations and institutions of learning, benevolence, or charity, including fire and rescue stations with the grounds thereto annexed and necessary for the occupancy and enjoyment of the same, founded, endowed, and maintained by public or private charity; provided, That the entire revenue derived by the same be applied to the support and to increase the efficiency and facilities thereof, the rapid and the necessary increase of grounds and build­ ings thereof, and for no other purpose. Tax exemptions are granted by states under one of two types of presumed burdens. Under the first, or the "public burden" standard, the exemption is justified on the ground that the organization is assuming a public service which government would have to assume if the exempt organization did not. Under the second, or the "humanitarian" standard, the exemption is justified on the ground that the humanitarian or socially desirable activities which the organization is performing should be en­ couraged, even though government would not otherwise be forced to as­ sume the burden of carrying out the activities. In Pennsylvania, tax exemptions to educational and philanthropic institutions are granted mainly according to the "public burden" standard rather thanthe "humanitarian" standard. The Pennsylvania Constitution doesnot permit the exemption of non-profit schools, colleges, and uni­ versities as such, as is the practice in many other states. The exemp­ tion is restricted to those institutions which are "founded, endowed, and maintained" by public or private charity, the basis for the "public bur­ den" standard. Pennsylvania's "public burden" standard is represented in the following language from a 1936 Supreme Court case: "There are substantial reasons why institutions whol­ ly devoted to public charity should be exempt from taxation, since one of the duties of government is to -2- r ?> �I provide food and shelter for the poor. Any institu­ tion which by its charitable activities relieves the government of this burden is conferring a pecuniary benefit uponthe body politic and in receiving exemp­ tion from taxation it is merelybeing givena 'quid quo pro1 for its services inproviding something which the I government would have to provide. " While there is little question about the meaning of the words "foun­ ded" and "endowed" by charity, a number of cases have reached the Su­ preme Court on the question of what constitutes an educational institu­ tion "maintained" by charity. According to the courts, the term does not mean that all, or even a major portion, of the operating expenses of the educational institution must be met by charitable contributions. Two requirements appear to be that operating expenses must exceed tuition fees and that a substantial number of the students must be on scholar­ ships . Furthermore, the courts have interpreted the broad language re­ lating to "income or revenue" not to include fees paid by students, pa­ tients, or other beneficiaries of the charity. Later amendments insert­ ed in the present language specifically exclude from the proviso the in­ come or revenue derived "from recipients of the bountyof the institution or charity." Therefore, receipt of income from tuition fees, patient fees, and the like, does not jeopardize the tax-exempt status of a pro­ perty. However, when a property of a charitable institution is used for the purpose of producing revenues by meansnot connected with the pur­ poses of the normal operations of the institution, the property is not ex­ empt. Additionally, "revenue producing" does not include such integral aspects of an institution's operations such as residence halls, dining facilities, parking lots, and the like. Wilkes-Barre, in which Wilkes College is situated, being a third class city as defined by Pennsylvania law, must not only conform to the provisions of the State Constitution, but must also conform to the pro­ visions of the Third Class City Code, when granting exemptions to cer­ tain classes of property. Section 2504 of the Code directs the City as­ sessor to make a "just and perfect list of all property exempt by law from taxation with a just valuation of the same. " In the mad scramble for additional sources of tax revenues, pub­ lic officials have cast an eye toward taxing college and university pro­ YMCA v. Philadelphia, 323 Pa. -3- 401 (1936). I �I perties, especially in urban centers. One such attempt in Pennsylvania is now the subject of litigation. Regardless of the outcome of court decisions on the question, both the public officials, responsible for the welfare of the general citizenry, and the representatives of educational institutions of higher learning, responsible for raising the educational level of the youth of that citizenry, will have to face up to the same underlying question: What is the community role of colleges and uni­ versities? The benefits that flow from a college are both tangible and intangible, both measurable and unmeasurable. The most obvious bene­ fit is that a college or university provides increased employment op­ portunities on the faculty and staff of the institutions. Much less apparent, however, are the intangible benefits. Col­ leges and universities increase the prestige of a city or region, improve its position in the competition for industrial activities, offer programs which serve many residents not directly a part of the institution, and provide economic stability within an area. These are all important con­ siderations in the marketability of a city and its environs. The future status of tax exemption for institutions of higher learning in Pennsylvania will be determined ultimately by the signifi­ cance and relative weight which a community and its officials place up­ on such intangible, but productive, benefits. -4- �PART II. PROPERTY INVENTORY Inventory control of real property may be defined as the location of property, recording, and maintaining information on the acquisition, identification, location, value, condition, and disposition of each pro­ perty. The major purposes of property inventory controls are: (1) to reveal any unusually large holdings in excess of present needs in one area of the College at the same time that other aspects of the College may lack certain real properties which are essential to its operations; (2) to assist in development of the master plan by showing a complete and accurate record of land and buildings owned by the College, so that these records may show which properties should be acquired for future development; (3) to aid in prevention of theft and misuse, and to establish an accurate proof of loss for insurance claims; and (4) to provide the basis for establishing fixed asset account. The investment in real property represents major expenditures for any charitable institution, and adequate property records are not only a fiscal control, but also a positive aid to management. Property management consists of the administration, operation, protection, main­ tenance, repair, and improvement of buildings and grounds owned by the College. Property control should be the responsibility of a designated of= ficer of the College, whose only interest is to maintain accurate records in the acquisition, movement, and disposition of property. The pro­ perty control officer should maintain inventory records for all Collegeowned real property, and for most, but not necessarily all, Collegeowned personal property. For instance, the per sonal property inventory does not ordinarily include library books which are titled in the regular library card catalog system. The first step in the establishment of real property control is a complete inventory of all land, buildings, and improvements owned by a College. Such an inventory often will reveal properties that have not been recorded, deeds that have been lost, and properties that are being used by private individuals without supervision or control. Such a pro­ perty inventory requires the preparation of the complete history of each building and parcel of land. As the real property inventory work proceeds, an index or led­ ger card should be prepared for each parcel of land. The ledger card should contain a small scale diagram of the property, the date of pur- -5- �chase, the price, the grantor, the purpose for which purchased, a brief description of the building or buildings on the land, and the reference numbers to various maps and files in city, county, and school district records. The property ledger card should contain all information need­ ed to satisfy normal inquiries. In some instances, the property ledger might include, in addition, a photograph of buildings on the property, a photostatic copy of the property deed, and spaces for recording additions and deletions, appraisal, and insurance valuations. The second basic real property record is an envelope or file fol­ der containing copies of resolutions of the Board of Trustees, insurance policies, official recordings of the City or County in the selling or the granting of the land, and other basic documentsand correspondence re­ lating to the parcel of land. The third essential record is a file of maps showing the general location of all College-owned real estate. If the City and the County maintain accurate assessment maps, it may be possible for the College to purchase a set so that the property control officer can mark on these maps the location of College property. An alternative would be to use plan maps which have been prepared by subdividers and identify the land on those maps. It is not necessary to show the location of buildings and improvements on these maps. Therefore, they should be of a scale to show only land parcels. Every effort should be made to have these maps tie in with tax maps. The property record system should permit the classification of property so that proper control can be exercised by classes of property. Real property records should always reflect the holdings in land, build­ ings, and improvements. 1. Land. The land account should include all land purchased by or given to the College. Land purchased should be carried at cost. The values of gifts or grants of land should be established on the basis of an appraisal as of the date received. When land and buildings are purchased together, the cost of each should be determined immediately and allotted to its own classification. When improved property is purchased, and the removal of a build­ ing is necessary to permit construction or use of the land for other pur ­ pose, the building should be recorded at its estimated salvage value and the land at the balance of the purchase price. Of course, any variation between the actual sale price and the estimated salvage value of the build­ ing could be reflected by a change in the amount recorded as land cost, although this may not be necessary. What is important is that whatever procedure is adopted, it be uniform and consistent. -6- �■I I 2. Buildings. The building account should include all permanent buildings and structures together with the fixtures attached thereto. Pur­ chase price value of buildings purchased or cost-of-construction value of buildings should be used whenever possible. In the case of gifts or grants, including construction with federal funds when costs are not ob­ tainable, appraised values should be used. 3. Improvements. Other Than Buildings. The improvementsother-than-buildings account should include all nonstructural improve­ ments, such as pavements, sewers, sidewalks, and other improvements of a permanent character which increase the value of the land. Normal­ ly, values can be recorded on a cost-of-construction basis. However, when costs are not obtainable, appraised values should be used. Land­ scaping costs, including the planting of trees, shrubs, and other plant life of a more or less permanent nature, should be treated as direct ad­ ditions to land valuesand recorded under that classification. Major ef­ forts along this line might be included as land costs, and minor expendi­ tures might be more easily treated as expense. Four methods of determining the value of College property can be used: costprice, appraisal, construction, and a combination of the three. 1. Costprice. First, for inventory and control purposes the value of property owned, acquired, or discarded should be maintained as close to cost as possible. Properties should be carried at cost-purchase price for those bought on the openmarket. Cost price is better for these purposes than market or appraised value, since it is not subject to fluctua­ tions. Periodic inventories will then reflect only the increases and de­ creases resulting from changes in property items. Theuseof this method is recommended because the exact amount invested is always known, and because the market or going values mean little or nothing where no pro­ fit is involved. The recording of fluctuations due to appreciation or de­ preciation is unnecessary with colleges and universities. Demolition of buildings really results in reduction of plant fund, and buildings and only land value remain. 2. Appraisal. Second, is the appraisal method which values the property as near as possible to true value as of the date of receipt of property. The appraisal should be made by persons experienced in set­ ting values for the particular type of property concerned, This method can be used when cost prices are not always available, Cost prices are frequently lacking when the first inventory is set up. Old records may I I �have been lost or destroyed, or they may be in such conditionas to pre­ vent a search for information or as to make a search too costly. In that case the property should be appraised and carried on the books at ap­ praised value, with subsequent additions being shownat cost. Similarly, properties acquired by a gift should be carried at their appraised value at the date of acquisition. Appraisals should be for full value, since they have no relation to assessment or tax rolls. There may be times when replacement values based on reproduction costs may be used in lieu of appraisals. 3. Construction. Third, is the construction method of appraising value for those buildings constructed by the College. 4. Combination. Fourth, is a combination of cost, construction, and appraised values. If property records have not been kept subsequent to purchase, and additions have been made to the original building, a combination of all three methods may have to be used. -8- �PART. III. INVENTORY - THE KEY TO GROWTH Numerous difficulties were encountered in gathering and assem­ bling both the property and tax data. In order to assist the reader in in­ terpreting both types of data, notes are included on each page assigned to each parcel. The attention of the reader should be called, however, to some general comments relating to interpretation of both the tax and property data. At present, it is possible to estimate, in the most general terms only, the amount of revenues which tax-exempt educational and charitable institutions would provide to Luzerne County, including the City of WilkesBarre. Information is lacking, since neither the County nor the City assessing agency has, until recently, produced an annual "just valuation" of any tax exempt property. At the time that the information for this Study was collected, the County Assessor's Office was in the midst of a three year program of reassessing tax-exempt properties. Upon the completion of this work, it will be possible in the future to estimate with a high degree of certainty the value of tax-exempt property, and thus to compute more accurately the tax loss to the County, the Institution Dis­ trict, and the Community College from all exempt property. Under the Third Class City Code, Wilkes-Barre City is permitted to maintain a separate assessment office and to conduct its own assess­ ment of property located in the City, both taxable and exempt. The City Assessor's Office uses different criteria and a different market-to-assessment ratio from those of the County. Thus, it has given its own assessed values to all properties in the City, including tax-exempt pro­ perties. The result of the two different assessing governmental bodies operating independently of each other is that a variance exists between the City and County assessment data. Moreover, whereas all Wilkes College property has been given an assessed value by the City Assessor's Office, the County assessing office had not entirely completed its three year review of tax exempt properties, some of which are College pro­ perties. Records of County and Institution District taxes from 1937 through 1963, stored in the Court House Annex, are not readily accessible. More­ over, in any given year, between 1937 and 1963, it was found that neither the County blotter nor the County assessment cards indicated the actual taxes paid on any piece of Wilkes College property. A spot comparison of computed taxes against the actual taxes paid, if they were recorded, indicates so very little variation that it was deemed unprofitable and -9- I I I I I I �I I inadvisable to further search the assessment records. County taxes for 1964 through 1967 are computed, as indicated on the notes, foreachindividual parcel of College property, because the three-year review is still underway. The exceptions to the computation method of determining County, Institution, and Community College taxes involve those instances in which the College actually paid the taxes. City andSchool taxes from 1937 through 1965 (excepting 1948)are actual taxes paid by the original owner. City and School taxes for 1966 and 1967 are computed, except in those instances when the College paid the taxes at the time of acquisition, because at the time the survey was made, the assessment data had not yet been assembled by the City As­ sessment Office for use by the staff of the Institute of Regional Affairs. It should not be inferred that because Wilkes College falls into the tax-exempt category under the Pennsylvania Constitution and Pennsyl­ vania law, the College has not paid taxes to either the County or the City. The College haspaid taxes to all taxing bodies under two circumstances r. 1. The College haspaid whatever taxes were levied on land and buildings when these have been used for non-educational purposes, i. e. , Gutman property 2. The College has paid whatever taxes were levied and due on land and buildings between the time of ac­ quisition of the property and conversion to an educa­ tional use, i. e. , Kaswinkel property Taxes paid by the College under either of the two possibilities above are either indicated by tax receipts attached to the deeds to the property or in a tax voucher folder maintained by years. It should be noted, however, that differences may appear between taxes due and taxes paid, since the College paid the taxes as any other taxpayer - when the taxes were due and taking advantage of any discounts. In order to maintain consistency throughout this Study, both the computed taxes and the actual taxes are those that would have been paid by the College or the original owner without any discount or abatement. All 1967 taxes for all taxing bodies are what the College would have paid had the property not been tax exempt - and without the discount. Community College taxes for Wilkes tax-exempt properties for 1967 are computed, except for certain properties listed, becausethe tax levied in that year. was first , -10- I I I I I I i I �- In a number of instances, two or more College properties are listed on one assessment card, both by the County and by the City. This makes it difficult to assign accurate assessed values, and therefore, taxes to the individual properties. The difficulty is compounded if a building, such as a garage, is demolished on one of two or mor e properties carried on the same assessment card. Additional difficulty is encountered if with or without demolition of any building on one of the properties , ad­ ditions are made to one or more of the properties on the assessment cards. If the County combines properties on the assessment card and the City does not, then assigning assessment and taxes becomes problematic at best. This did occur in several instances, as noted on the inventory sheet for the properties. lt is difficult to assign individual value and tax for each property converted into the New Men's Dormitory complex, because Wright Street properties were purchased in a bloc from the Redevelopment Authority. Moreover, the College purchased small parcels of land at the rear of properties on both the westerly side of South Franklin Street and the easterly side of South River Street in order to enlarge the dormitory area. It was also difficult to compute accurately the taxes for the Con­ crete City area, because the College property lies in two municipal tax­ ing jurisdictions - Hanover Township and Nanticoke City - and it was difficult to determine how much of the total property was in each juris­ diction. Although much of the data relating to property management does exist and is available and accessible, perhaps the most serious deficiency in regard to property control is the fact that the College has no centralized location for the control and record-keeping of its properties, nor has it devised any system for such control and management. This made pro­ pertygathering for this Study rather time-consuming for the staff of the IRA. The acquisition of 59 College properties (in use or demolished), many renovated, combined with nearly $10 million in building, land, and equipment on over 23 acres in 11 taxing bodies (Luzerne County, Luzerne County Institution District, Community College, Wilkes-Barre City, Wilkes-Barre School District, Edwardsville Borough, Wyoming Valley School District, Hanover Township, Hanover Township School District, Nanticoke City, and Nanticoke School District), with total assets of over $18, 000, 000 necessitates the installation of a sound system of property inventory, accounting, management and control. Such a system is only in the developmental stages. -li­ �The College does have deeds for all its properties filed in the Comptroller's Office. College records are not clear as to whether a specific property was a gift to the College, or whether funds were given to the College specifically for the purpose of purchasing a property. The minutes of the Board of Trustees are the most likely accurate source for determining whether or not a property was acquired by purchase or gift, or a gift of funds for purchase. An inventory sheet on each property should record such information accurately. Tax receipts for the payment of taxes by the College are filed either with the deeds to the propertiesup to 1967 or in an annual voucher folder under the heading of taxes for the last two years. Not only should such tax receipts by located in one place, but the same inventory sheet should also include the taxes paid according to taxing body. Although both the City and the County assessment offices do have market and assessed valuations for College properties, as incomplete and irreconcilable as they may be, Wilkes College does not have a record of either market or assessed valuations, except as such valuationscan be taken from tax receipts. If either assessing agency revalues taxexempt properties, the College has no knowledge of such reappraisal un­ less it pays taxes on the reassessed properties. If both County and City assessing agencies undertake and complete a review of the tax-exempt properties, this information might also be recorded on the inventory sheet for each College property. Construction costs of College buildings are also available. If changes were made in the original award of the contract for construction, final construction costs do appear on the final billing from the contractor, indicating both upward and downward changes. In cases where improve­ ments and renovations have been made to buildings, information per­ taining to the costs of improvements and renovations is in the form of contracts, vouchers, cancelled checks, etc. This information, too, could be recorded on an inventory sheet for each parcel of property so that a complete, current picture of such costs can be easily obtained. The College can support the value of property acquisitions from a variety of sources, including values from the purchase of insurance. This latter is presently maintained in the Business Manager's Office as a separate listing, and well it might be. However, a property inventory might include this information for each separate piece of property. The College does have a record of building areas, but not of total land areas on which the buildings are located. The latter has been ob- -12- I �tained from the County Recorder of Deeds Office, so that the Deed Book and Page could also be included on the inventory sheet. Unless one reads or scans numerous College reports published over the years, the uses that may have been made of a College building may long be forgotten without a complete property inventory. The student paper and the yearbook may soon be the only sources for pictures of for­ mer College buildings which may have been demolished and replaced with modern buildings. Although the College does have information on all presently owned College buildings, it has no information concerning the history of the properties originally located on Wright Street, which were razed under a Redevelopment Authority project, so that the College could acquire the land for the New Men's Dormitory. It might be advisable to include data on these homes and land, especially since the City may be contemplating destruction of its back tax records, not only for an accurate history of the College, but also for purposes of determining a realistic impact of the College on the City and the County. Each inventory page for every parcel of Wilkes College property up to 1967 whichis part of this initial Study presents not only tax and as­ sessment data, but also data useful to the Administration of the College for reports, Federal and State applications, and property appraisals. Surely, this first Inventory of Wilkes College property could have taken less time to prepare and could have beenmuch more accurate and com­ plete an inventory if all the data had been maintained ina single, central­ ized location in a master file, and if it had included a current and com­ plete description of the property as to rooms, building specifications, details of purchase, costs of improvements, history and photographs of the buildings, all conceivable values of a building (assessed, market, insurance, etc. ), and by whom made, construction and demolition information, and taxes paid and to what taxing body. I I I I I i -13- �f �40 Athletic Field & Field House ? WILKES COLLEGE CAMPUS WEST R I V s u s Q U £ H A N N A R I V E R te 17 57 IH O R .' sja 6 , 34 20 10 S 17 B B~ @ ij 9 8 46 13 5 ni <Z) 1 48 t/i 21 </> 51 tn & O CL 23 35 12 a /a 42 14 I 37 0 ki bTq CL flat g o b b < 2 ? O 24 The number preceding each property. Hated in the key below, coincidea with the number in the upper right hand corner of the ap­ z 1. .Conyngham Hall 2. Conyngham Hall Annex £ I I II 3. 4. 5. Chaae Hall 11 Annex Annex Chaae Hall Suaquehannock mock Hall q. n.rbyH — Cor Commona The re 1Hall Barre _r IHall Butler Aahley Aahley Hall 7. 8. ‘ 9. 10. 11. 12. 13. 14. 15. 43 Concrete City □ OFF STREET PARKING AREAS £ propriate inventory aheet. Giea Glee Hall Ha Pickering Pickering Hall Preeldent1 a Home Gymnaalum Sterling Hall 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. McClintock Hall Sturdevant Hall Hollenbeck Hall Harding Hall Warner Hall Stark Hall Research Center DeSylva Property Weckeaeer Hall Weckeaaer Hall Annex Gore Hall Catlin Hall Giea Hall Lot (Patten Property) Welaa Hall Parriah Hall Chapman Hall Guidance Center Snack Bar Denleon Hall Hillman Property 36. Slocum Hall Miner Hall trey 38. Ahlborn Propet 39. Halnna Hall 40. Field Houee 41. 36 Weat River 42. Gutman Property 43. Concrete City 44. 76 Weet South 45. Brockman Property 31. 32. 33. 34. 50. 52. 53. 54. 55. 56. 58. 59. 150 South River New Men'a Dormitory tiding Student Activltlea Building rming , Center for the Performing Eagen Property Kaawinkel Property Chrlatlan Science Building 30 Weat River Street Schappert Property Croaaman Property Bedford Property Whalen Property Weatmoreland Prop-' operty Eugene S. Farley Library �r 1 Name and Address: Conyngham Hall, 120 South River Street Assessed Value: County: $37,830 Market Value: County: Date: 1966 $108,449 Date: 1966 Insurable Replacement Value: $300,000 Date: 1967 Insurable Sound Value: $165,000 Date: 1967 0 Purchase Price: Gift 0 Last Tax Paid; I City: $61,490 I fl County $630.75 382.08 Date: Community College Institution $217.50 150.28 $ $45.39 City 895.31 1,467. 15 School $1,136.35 2,398. 11 3 n 0 Grantors: Bertha R. Conyngham Recorded: Book Number: 2-23-37 761 Use: Page: 403 Date: 2-1-37 Destroyed by fire - December 28, 1968 '3 Area: 22„ 728 sq. ft. 0 Notes: N29°47'W N6O°42'E S60°29'W S30°06'E (1) County and Institution taxes for 1937 were computed by using 1936 assessment and 1937 millage. City and School taxes for 1937 are actual taxes paid, (2) All County and City taxes for 1967 were computed by using I966 assessment and 1967 millage. (3) Assessed City valuation of $61,490 includes both Conyngham Hall and Conyngham Annex and is divided into land ($22, 500) and improvements ($38, 990). (4) Data for both Conyngham Hall and Conyngham Annex was combined on the same assessment card in City records. However, the data for each property has been extracted from the one card and placed separately on each property re­ cord in this inventory. 1937 1967 �u I 2 Name and Address: Conyngham Hall Annex, Rr. 120 South River Street Assessed Value: County: $28,880 Market Value: County: City: Date: 1966 $82,522 Date: 1966 Insurable Replacement Value: $60, 000 Date: 1967 Insurable Sound Value: $38,000 Date: 1967 Purchase Price: Gift !! 5 I 2 9 * '11u br 0 See Con. Hall Last Tax Paid: C ounty $193.22 291.68 Date: Community College Institution $111.47 155.52 $34.65 Grantors: Bertha R. Conyngham Recorded: Book Number: 2-23-37 761 Use: Art Annex and apartment. Area: See Conyngham Hall 6, 622 sq. ft. - Building Page: 404 Cit- School See Conyngham Hall Date: 2-1-37 Notes: (1) County and Institution taxes for 1937 were computed by using 1936 assessment and 1937 millage. City and School taxes for 1937 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) Assessed City valuation of $61, 490 includes both Conyngham Hall and Conyngham Annex. (4) Data for both Conyngham Hall and Conyngham Annex was combined on the same assessment card in City records. However, the data for each property has been extracted from the one card and placed separately on each property re­ cord in this inventory. 1937 1967 �3, 4, 7 Name and Address: Chase Hall, 184-190 South River Street Assessed Value: County: $59,230 Market Value: County: $42,060 Date: 1966 $169,238 Date: 1966 Insurable Replacement Value: $196,000 Date: 1967 .Insurable Sound Value: $170,000 Date: 1967 Purchase Price: Gift ($25, 000 offered) City: Last Tax Paid; C ounty $582.47 598.22 Date: Institution $336.04 319.84 Community College $ $71.07 Grantors: Harold and Katherine Stark Recorded: Book Number: 3-2-37 762 Use: Page: 159 City 648.04 1,003.55 $ School 868. 21 1,640. 34 Date: 1937 1967 3-2-37 Chase Hall was first used as an administration building, and in addition, it housed the cafeteria, the language department, and provided space for a student meeting room. It is presently used by the Education Department. Area: 12,775 sq. ft. N55°20'E S55°20'W S34°40'E N34°40'W Notes: 3 (1) County and Institution taxes for 1937 were computed by using 1936 assessment and 1937 millage. City and School taxes for 1937 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $169, 238 includes land ($18, 600) and improve­ ments ($150, 638) and includes both Chase and Kirby Halls. (4) County assessed valuation of $59,230 includes land ($6,510) and im­ provements ($52, 720) and includes both Chase and Kirby Halls. (5) City assessed valuation of $42, 060 includes Chase Hall only, and is divided into land ($17, 500) and improvements ($24, 560). (6) Data for both Chase Hall and Kirby Hall (184-202 South River Street) was combined on the same assessment card in County records in 1965. However, �the data for each property has been extracted from the one card and placed separate­ ly on each property record in this inventory. (7) The original County assessment cards included the assessed valuation for a garage behind Chase Hall and a garage behind Kirby Hall, which are now part of the Cafeteria. The present County assessment card, which combines Chase and Kirby Halls, gives no indication as to whether the garages are included or excluded in the County assessed valuation for Chase Hall. a 3 �5 Name and Address: Susquehannock Hall, 7 8 West Northampton Street Assessed Value: C ounty: $14,580 Market Value: County: Date: 1966 $51,736 Date: 1966 $16,420 City: it Insurable Replacement Value: $105,000 Date: 1967 s Insurable Sound Value: $75,000 Date: 1967 Purchase Price: Gift 8 County $117.00 147.25 II 1] Date: Last Tax Paid: Institution $67.50 78. 73 C ommunity College $17.49 Grantors: Frederick and Anna Weckesser Recorded: Book Number: 10-4-38 777 Pag e: Use: Presently used as a women's dormitory. Area: 9, 249 sq. ft S60°W N30°8'W 27 City $213.46 350. 02 School $270.93 572.13 Date: 10-4-38 N6 0°E S30°E Notes: (1) County and Institution taxes for 1938 were computed by using 1937 assessment and 1938 millage. City and School taxes for 1937 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $16,420 includes land ($9,750) and improve­ ments ($6, 670). 1938 1967 �6, 7 Name and Address: Kirby Hall, 194-202 South River Street Assessed Value: !t i County: See Chase Hall Market Value: County: See Chase Hall Insurable Replacement Value: $280,000 Insurable Sound Value: $240,000 Purchase Price: Gift $105,485 City: Date: 1966 Date: 1966 Date: 1967 Date: 1967 Last Tax Paid: Date: County Institution See Chase Hall dI Community College Grantors: Allen and Marian Kirby Recorded: Book Number: 7-18-41 809 Page: City $1,011.27 2,516.87 279 Use: Kirby Hall presently houses the language department. Ar ea: 16, 320 sq. ft. School $1,283753 4, 113.91 Date: 1941 1967 7-1-41 Notes: 81 i r 1 (1) County and Institution taxes for 1941 are included in County figures for Chase Hall and were computed by using 1936 assessment and 1937 millage, City and School taxes for 1941 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass essment and 1967 millage. (3) County market valuation of $169, 238 includes land ($18, 600) and improve­ ments ($150,638) and includes both Chase and Kirby Halls. (4) County assessed valuation of $59, 230 includes land ($6, 510) and im­ provements ($52, 720) and includes both Chase and Kirby Halls. (5) City assessed valuation of $105,485 includes Kirby Hall and the Cafeteria. This figure is divided into land ($33,415) and improvements ($72, 070). (6) Data for both Chase Hall and Kirby Hall (184-202 South River Street) was combined on the same assessment card in County records in 1965. However, the data for each property has been extracted from the one card and placed separate­ ly on each property record in this inventory. �(7) The original County assessment cards included the assessed valuation for a garage behind Chase Hall and a garage behind Kirby Hall, which are now part of the Cafeteria. The present County assessment card, which combines Chase and Kirby Halls, gives no indication as to whether the garages are included or excluded in the County assessed valuation for Chase Hall. n �( I ii il ii I; 8 Name and Address: Barre Hall, 154 South River Street Assessed Value: County: $14,900 Market Value: County: Date: 1966 $42,590 Date: 1966 Insurable Replacement Value: $128,000 Date: 1967 Insurable Sound Value: $96, 000 Date: 1967 Purchase Price: $15,000 Last Tax Paid: a a ’fl 0 1 !1 fl B L City: See Stark Hall County $117.25 150. 49 Date: Institution $28.47 80. 46 Community College $17.88 Grantors: Cosmer and Florence Long Recorded: Book Number: 11-15-45 863 Page: 566 City School $233.25 $287.67 See Stark Hall Date: 11-15-45 Use: Presently used lor classrooms offices for the Philosophy Department. Area: 11,425 sq ft. S34°40'E S55°20'W N55°20'E N34°40'W Notes: (1) County and Institution taxes for 1945 were computed by using 1944 ass­ essment and 1945 millage. City and School taxes for 1945 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $42, 590 includes land ($7, 350) and improve­ ments ($35, 240). (4) County assessed valuation of $14, 900 includes land ($2,570) and im­ provements ($12,330). (5) City assessment for 1967 is not available on a separate card; in City records, Barre Hall is listed as a part of Stark Hall. (6) Neither the County assessment card nor the City assessment card gives any indication of the Lecture Hall being constructed from the garage behind Barre Hall. Garages behind Butler and Ashley Halls later became classrooms. 1945 1967 �9 Name and Address: Butler Hall, 158 South River Street Assessed Value: County: See City: Warner Hall Market Value: County: See Warner Hall $18,250 Date: 1966 Date: 1966 Insurable Replacement Value: $180,000 Date: 1967 Insurable Sound Value: $120,000 Date: 1967 Purchase Price: $25,000 Date: Last Tax Paid: County $455.. 51 3 0 3 J I Institution C ommunity College $138.76 $18.00 Grantors: Bruce Payne Recorded: Book Number: 3-5-46 870 Page: 563 City $299.62 435.44 School $346. 87 711. 75 Date: 3-5-46 Use: Presently used for classrooms and offices for the Music Department. Area: 15, 986 sq. ft. N55°20'E S55°20'W N38°40'W S34°40'E Notes: (1) County and Institution taxes for 1946 are not available City and School taxes for 1946 were computed by using 1945 assessment and 1946 millage. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $18, 250 includes land ($8, 750) and im­ provements ($9> 500). (4) For further information concerning County assessed valuation and County taxes, see Warner Hall, 170 South River Street. 1946 1967 �■■ 10 I E i t Name and Address: Ashley Hall, 164 South River Street Assessed Value: County: See City: Warner Hall $15,000 County: Market Value: $16,500 Date: 1966 Date: 1966 Insurable Replacement Value: $110,000 Date: 1967 Insurable Sound Value: $73,000 Date: 1967 Purchase Price: Gift Date: Last Tax Paid: 1I n 1 •1 il 3 a 0 County Institution $455.51 $138. 76 C ommunity College $18.00 Grantors: Marion Ashley Ahlborn Recoi ded: Book Number: 7-8-46 888 Use: Presently used for < lass rooms. Area: 9, 162 sq. ft. Page: 303 City $268.46 393.69 School $310.80 643. 50 Date: 6-1-46 Notes: (1) County and Institution taxes for 1946 are not available City and School taxes for 1946 were computed by using 1945 assessment and 1946 millage, (2) All County and City taxes for 1967 were computed by using 1966 assessment and 1967 millage. (3) City assessed valuation of $16, 500 includes land ($10, 500) and im­ provements ($6, 000). (4) At the time of transfer of property, Ashley Hall was given a market value of $15, 000. (5) For further information concerning County assessed valuation and County taxes , see Warner Hall, 170 South River Street. 1946 1967 �IL 59 Name and Address: Gies Hall, 191 South Franklin Street Assessed Value: County: $18,050 Market Value: County: $51,564 City: $4, 249 Date: 1966 Date: 1966 Insurable Replacement Value: Insurable Sound Value: ! L 1 Purchase Price: Last Tax Paid: C ounty $104.17 182.30 I I 0 $12,000 Date: Institution $53.21 94. 47 Community College $21.66 City $183.59 140.75 (191) (195) 101.38 School $212.54 230.06 165.71 Grantors: F.A. and Elizabeth Stoddart Pearson, et. al. Recorded: Book Number : 3-25-46 870 a Use: a Demolished in Summer of 1967 Library. Area: 8, 053 sq. ft. N34°40‘W S34°40’E Page: 547 Date: 1-5-46 Presently the site of the Eugene S. Farley N55°20E S55°50:W Notes: 0 '1 a I ri Ji (1) County and Institution taxes for 1946 were computed by using 1945 ass­ essment and 1946 millage. City and School taxes for 1946 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $51,564 includes land ($11, 250) and im­ provements ($40, 314). (4) County assessed valuation of $18. 050 includes land ($3, 940) and im­ provements ($14, 110). (5) City assessed valuation of $4, 249 includes land only. (6) County records show two separate cards for 191 South Franklin Street and 195 South Franklin Street until 1965 when both properties were combined on one assessment card for one assessed value of $18, 050. (7) The City has not combined these properties; therefore, the City and School District taxes for 1967 are separated for the two properties. 1946 1967 1967 �12 I. i Name and Address: Pickering Hall, 181 South Franklin Street Assessed Value: County: $13,280 Market Value: County: $24,518 Date: 1966 $37,946 Date: 1966 Insurable Replacement Value: $85,000 Date: 1967 Insurable Sound Value: $50, 000 Date: 1967 Purchase Price: $17,500 City: Last Tax Paid: 5 8 .31 County $‘132. 74 134.12 Date: Institution $45.77 71.71 Community College $15.93 Grantors: Jessie and Harley Gritman Recorded: Book Number: 3-31-49 1025 Page: Use: Presently used for classrooms and offices. Area: 10, 237. 5 sq. ft N55°20'E S34°47:E City $416.80 584.99 130 School $465.84 956.20 Date: 2-11=49 S55°20:W N34°47'E Notes: I 0 0 10 (1) County and Institution taxes for 1949 were computed by using 1948 ass­ essment and 1949 millage. City and School taxes for 1949 are actual taxes paid. (2) All City and County taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $24,518 includes land ($7,508) and improve­ ments ($17, 101). 1949 1967 ��■■ 14 I i Name and Address: Gymnasium, 274 South Franklin Street Assessed Value: County: $62,820 Market Value: County: Date: 1966 $179,477 Date: 1966 Insurable Replacement Value: $348,000 Date; 1967 Insurable Sound Value: $320,000 Date: 1967 Purchase Price: $270,000 City: $192,850 Last Tax Paid: C ounty $1,679.53 634.48 1 Institution $579.15 339.22 City $ ’ 325.55 4,601.40 $138.20 $ School 402.15 7,521.11 Grantors: Hyman Landau, Trustee for YMHA of Wilkes-Barre Recorded: Book Number: 2-27-48 974 Use: Auditorium Area: 24, 200 sq. ft. I n Date: Community College N55°20'E S34°40'E Page: 75 Date: 1950 1967 1-31-48 S55O20'W N34 40'W Notes: (1) County and Institution taxes for 1950 were computed by using 1949 ass­ essment and 1950 millage. City and School taxes for 1950 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $179,477 includes land ($16,375) and improve­ ments ($163, 102). (4) County assessed valuation of $62,820 includes land ($5,730) and im­ provements ($57, 090)o (5) City assessed valuation of $192, 850 includes land ($17, 050) and im­ provements ($175,800). (6) Purchase price of $270, 000 includes land and construction. �15 I I 3 Name and Address: Sterling Property; 7 2 South River Street Assessed Value: C ounty: $24,300 Market Value: County: Date: 1966 $69,416 Date: 1966 Insurable Replacement Value: $65,000 Date: 1967 Insurable Sound Value: $59, 000 Date: 1967 Purchase Price: Gift City: $21,435 Last Tax Paid: C ounty $184.78 245.43 3 s Date: Institution $ 67.60 131.22 Community College City $364.40 511.43 $29.16 Grantors: Gilbert S. McClintock Recorded: Book Number: 7-20-1896 352 Page: Use: Presently used as a women’s dormitory. Area: 11,740 sq. ft. 584 School $450.14 835.96 Date: 7-20-1896 Notes: 0 IB 0 I] (1) County and Institution taxes for 1950 were computed by using 1949 ass­ essment and 1950 millage. City and School taxes for 1950 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $69,416 includes land ($22.. 500^ and im­ provements ($46, 916). (4) County assessed valuation of $24, 300 includes land ($7, 880) and im­ provements ($16,420). (5) City assessed valuation of $21 435 includes land ($6,900) and im­ provements ($14, 535). 1950 1967 �16 I lL! -A. ' 1 Name and Address; McClintock Hall, 44 South River Street Assessed Value: County: $33,120 Market Value: County: Date: 1966 $94,628 Date: 1966 Insurable Replacement Value: $130,000 Date: 1967 Insurable Sound Value: $87, 000 Date: 1967 Purchase Price: Gift City: $23,371 Date: Last Tax Paid: County $195.22 334.51 Institution $ 71.42 178. 84 C ommunity __ College City $648.51 557.63 $39-74 School $771.16 911.46 5 Grantors: Gilbert McClintock Recorded: Book Number: 10-18-51 1134 350 Page: Use: Presently used as a women's dormitory. Area: 18, 828. 56 sq. ft. N55°30'E N35°06‘W Date: 9-1-51 S55°20'W S34°31!E Notes: 0 Q :a (1) County and Institution taxes for 1951 were computed by using 1950 ass­ essment and 1951 millage. City and School taxes for 1951 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $23, 371 includes land ($7, 500) and im­ provements ($15, 871). 1951 1967 �■Mi MB ■Ml 17 0 ID Name and Address; Sturdevant Hall. 129 South Franklin Street Assessed Value: County: $24,670 Market Value: County: Date: 1966 $70, 490 Date: 1966 Insurable Replacement Value: $170,000 Date: 1967 Insurable Sound Value: $118,000 Date: 1967 Purchase Price: $20,000 □ $16,458 Date: Last Tax Paid: County $134.95 249.16 G- I City: Institution $ 49.37 133.21 Community College City $290.65 392.68 $29.60 School $345.62 641.86 a Grantors: Miners National Bank, executor for Jessie T. Sturdevant 3 Recorded: Book Number: 9-25-52 1171 □ Use: Presently used as a women- s dormitory. Area: 15, 962 sq. It. LJ N34°40'W N55°20’E Page: 607 Date: 9-22-52 S34°40! E S55°20'W Notes: 0 3 a 3 (1) County and Institution taxes for 1952 were computed by using 1951 ass­ essment and 1952 millage. City and School taxes for 1952 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 19b6 ass­ essment and 1967 millage. (3) City assessed valuation of $16,458 includes land ($9, 108) and im­ provements ($7, 350). (4) County, Institution and Community College taxes for 196 7 for this property also include taxes for 131 South Franklin Street (Ahlborn Property), because in the County records this property is included on the same assessment: card as Sturdevant Hall. 1952 1967 �0 18 I C‘ r; n fl fl Name and Address: Hollenback Hall, 192 South Franklin Street Assessed Value: County: $2,100 Market Value: County: Date: 1966 $6.000 Date: 1966 .Insurable Replacement Value: $115,000 Date: 1967 .Insurable Sound Value: $103,000 Date: 1967 Purchase Price: Gift $15,270 Date: Last Tax Paid: n County $123. 00’ 127.50 Community College Institution ~$45.00 53. 10 City $274.86 364.34 $18.15 J Grantors: Anna Hollenback J Recorded: Book Number: 4-27-54 1234 Page: 558 School $320.67 595.53 Date: 4-26-54 0 3 Use: Presently used as a women's dormitory. During 1953-54 the building was used as a branch office of the Veterans Administration Guidance Program. Area: 7, 096 sq. ft. !1 Notes: 0 n H City: n 1 S58°37'W N31°23'W N58°30'E S31°23:E (1) County and Institution taxes for 1954 were computed by using 1953 ass­ essment and 1954 millage. City and School taxes for 1954 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $6, 000 and County assessed valuation of $2, 100 includes land only. (4) City assessed valuation of $15, 270 includes land ($6, 000) and im­ provements ($9,270). 1954 1967 �19 s Ci 0 Name and Address: Harding Hall, 141 South Franklin Street Assessed Value: County: $12,710 Market Value: County: Date: 1966 $36,295 Date: 1966 Insurable Replacement Value: $59,000 Date: 1967 Insurable Sound Value: $31,000 Date: 1967 Purchase Price: $22,500 City: $11,408 Date: Last Tax Paid: C ounty $ 98.05 128.37 pr ] Institution “$35.87 68. 63 Community College $15,25 Grantor s: John and Ann Diss Harding Recorded: Book Number: 6-28-54 1245 Page: School $238.52 444.91 City $200.65 272.14 382 Date: Use: Presently used as a Bookstore and United States Post OHice Area: 11, 191.8 sq. ft. N34°17iW N55°20'E 6=28-54 S34°20'E S55°20!W Notes: a 1 rw a 1 (1) County and Institution taxes for 1954 were computed by using 1953 ass­ essment and 1954 millage. City and School taxes for 1954 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $11,408 includes land ($9, 158) and im­ provements ($2,250). 1954 1967 �20 B B !C\ C q 3 B 0 0 0 Q Name and Address: Warner Hall, 170 South River Street Assessed Value: County: $303,670 Market Value: County: Date: 1966 $867,632 Date: 1966 Insurable Replacement Value: $100,000 Date: 1967 Insurable Sound Value: $65,000 Date: 1967 Purchase Price: $35,000 a 0 1 $19,356 Last Tax Paid: $ County 455.14 3, 060. 30 Date: Institution $ 138.76 1,639.81 C ommunity College $364.40 City School Grantors: (170} $461 83 (158} 435.44 (164) 393.69 Michael and Esther McLaughlin Recorded: Book Number: 6-15-55 1277 Page: Use: Presently used as a women's dormitory. Area: 15, 209 sq. ft. 3 a City: S34°40E N34°40'W 225 $754.88 711.75 643.50 Date: 6-15-55 N50°20!E S50°20'W Notes: (1) County and Institution taxes for 1955 were computed by using 1954 ass­ essment and 1955 millage. There is no available record of City and School taxes. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $867, 632 includes land ($32, 8501 and im­ provements ($834,782). This figure, as far as County records show, includes the Lecture Hall, Stark HaH (construction cost for which was $1, 500, 000), and the Research Center. (4) County assessed valuation of $303,670 includes land ($11,500) and improvements ($292, HO), which also includes the Lecture Hall, Stark Hall, and the Research Center. (5) . City assessed valuation of $19, 356 is for Warner Hall only and includes land ($11, 856) and improvements ($7, 500). (6) In 1965, 158 South River and 164 South River were combined with 170 South River on one assessment, card for the County. . The City has not combined these properties. 1955 1967 1967 1967 �(7) Market value, assessed value, and all County taxes include all three properties. (8) Purchase price of $35, 000 is for Warner Hall only, and does not include construction costs for the Lecture Hall, Stark Hall, and the Research Center. �l 1 21,22 rr R. 1 F' r B 3 Name and Address: Stark Hall & Research Center, Rear 158, 164, 170, and 180 South River Street Assessed Value: C ounty: $303,670 Market Value: County: Date: 1966 $684,512 Date: 1966 Insurable Replacement Value: $2,300,000 Date: 1967 Insurable Sound Value: $2,188,000 Date: 1967 Purchase Price: New Construction T 0 3 County $3,060.30 3 B F' l Institution $1,639.81 C ommunity College $364.40 City $1,229.38 School $2,009.47 Constructed by Wilkes College Use: Presently houses the Biology. Chemistry and Physics Departments, Research Center, and lecture halls. Area: 99,641 sq. ft. Notes: "01 ffi Date: Last Tax Paid: Gr antors: T'fj City: 515,250 a (1) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (2) The County has assessed this property along with Warner, Butler, and Ashley Halls, for a combined total of $303, 670. (3) The City has assessed this property along with Barre Hall. 154 South River Street, for a combined total of $515. 250. 1967 �I 23 a 3 tT| Name and Address: DeSylva Property, 159 South Franklin Street Assessed Value: County: $2,050 Market Value: County: $5,850 Date: 1966 Date: 1966 Insurable Replacement Value: Date: 1967 Insurable Sound Value: Date: 1967 City: $5,252 $16,000 Purchase Price: Date: Last Tax Paid: 3 n L 3 n 0 a: ■ C ounty $111.54 20. 70 Institution $33.16 11.07 Community College $4. 51 Grantors: Countessa DeSylva Estate Recorded: Book Number: 4-13-56 1310 Use: Building has been demolished Area; 7, 002. 6 sq. ft. City $134.71 125.31 Page: 292 School $204.82 204.82. Date: 4-9-56 Notes: (1) County and Institution taxes for 1956 were computed by using 1955 ass­ essment and 1956 millage. City and School taxes for 1956 are actual taxes paid. (21 All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) Both the three-story building and the garage were razed in 1956: there­ fore, the 1967 County market valuation of $5, 850 and the 1967 County assessed valuation of $2, 050 are for land only. (4) County assessed valuation prior to demolition was $11. 055 and was divided into $5. 255 for land, $5, 500 for the three-story building, and $300 for the garage. 1956 1967 �i 3 3 - 3 3 3 E E 0 B 24, 25 Name and Address: Weckesser Hall and Weckesser Annex, 166-70 South Franklin St. Assessed Value: County: $25,430 Market Value: C ounty: Date: 1966 $72,652 Date: 1966 Insurable Replacement Value: $486,000 Date: 1967 Insurable Sound Value: $406,000 Date: 1967 Purchase Price: Gift City: $67,075 Last Tax Paid: Date: County $676.43 256.84 Institution $433.79 137.32 C ommunity College $30.51 Grantors: Anna E. Weckesser Recorded: Book Number: 7-24-56 1321 Page: Use: Presently houses the Administrative Offices. Area: 1st 2nd 3rd 4th Thereof Thereof Threrof Thereof - 12,656 sq. ft. - 12,656 sq. ft. - 12, 525 sq. ft. - 7, 200 sq. ft. S34°40lE, S34°40‘E, S34°40'E, S55°20'W, City $1,65 8. 76 1, 600.40 397 N55°20!E, N55°20'E, S55°20!W, N34°40'W, School $1, 844. 56 2,615.25 Date: N34°40‘W, N34°40'W, N34°40’W, N55°20'E, 6-21-56 S55°20 W S55°20’W N55°20'E S34°40'E Notes: (1) County and Institution taxes for 1956 were computed by using 1955 assessment and 1956 millage. City and School taxes for 1956 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $72, 652 includes land ($24, 199' and im­ provements ($48,453). (4) County assessed valuation of $25, 430 includes land ($8,470) and im­ provements ($16,960). (5) City assessed valuation of $67, 075 includes land ($26, 895) and improve­ ments ($40, 180). B 1956 1967 �26 Name and Address: Gore Hall, 275 South Franklin Street Assessed Value: County: $12,470 Market Value: County: Date: 1966 $35,606 Date: 1966 Insurable Replacement Value: $102,000 Date: 1967 Insurable Sound Value: $62,000 Date: 1967 Purchase Price: $21,000 City: $19,650 Date: Last Tax Paid: County $195.45 125.94 Institution $80.60 67. 33 Community College $14.96 Grantors: T. E. Brown and A Estate Recorded: Book Number: 7-31-56 1322 School $402.15 766.35 Powell, Exectors lor Stella Wadhams Page: Use: Presently used as a women's dormitory. Area: 14. 400 sq. ft. S59 °W N59°E City $354.28 468.49 350 Date: 7-23-56 N31°W S31°W Notes: (1) County and Institution taxes for 1956 were computed by using 1955 ass­ essment and 1956 millage. City and School taxes for 1956 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $35, 606 includes land ($11,500) and im­ provements ($24, 106). (4) County assessed valuation of $12,47 0 includes land ($4, 030) and im­ provements ($8,440). (5) City assessed valuation of $19,650 includes land ($7,500) and im­ provements ($12, 150). 1956 1967 �0 B D n 27 Name and Address; Catlin Hall, 92 South River Street Assessed Value; County; $23, 410 Market Value: County: Date: 1966 $66,897 Date: 1966 Insurable Replacement Value: $92,000 Date: 1967 Insurable Sound Value: $75,000 Date: 1967 Purchase Price: $35:000 City: $22., 480 Date: Last Tax Paid; fl B B a County $222.90 236.44 Institution $ 91.92 126.41 C ommunity College City $492.31 536.37 $28.09 Grantors: Dorrance and Mabel Reynolds Recorded: Book Number: 2-11-57 1341 Page: 313 School $505.80 876.72 Date: 2-8-57 Use; Presently used as a women's dormitory. Catlin Hall, which dates back to the early 1840's is considered one of the oldest buildings in the area. Area: 7,867 sq. It. N55°20'E S34°40’E N34°40:W S55°20:W Notes: a 1957 1967 (1) County and Institution taxes for 1957 were computed by using 1956 ass­ essment and 1957 millage. City and School taxes for 1957 are actual taxes paid. (2) All City and County taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $22,480 includes land ($7, 000) and improve­ ments ($15, 480). �1 ijl 28, 59 3 Name and Address: Gies Hall Lot, 199 South Franklin Street Assessed Value: County: $1,710 Market Value: County: $4,899 Date: 1966 Date: 1966 Insurable Replacement Value: Date: 1967 Insurable Sound Value: Date: 1967 Purchase Price: City: $6,075 $6,000 Last Tax Paid: County $65.09 17. 27 - Date: Institution $34.66 9. 23 B Grantors: Lydia T. Patten 0 Recorded: Book Number: 6-3-57 1353 q Use: Demolished Area: 4, 000 sq. ft. a Community College City $129.04 144.94 $2. 05 Page: 544 School $146.48 236.92 Date: 6-3-57 Notes: (1) County and Institution taxes for 1957 were computed by using 1956 ass­ essment and 1957 millage. City and School taxes for 1957 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market value of $4, 899 and County assessed value of $1, 710 include land only. (4) City assessed valuation of $6, 075 includes land only. p p 1957 1967 �,ruT g 29 Name and Address: Weiss Hall, 98 South River Street Assessed Value: County: $20,230 Market Value: County: City: $20,580 Date: 1966 $57,795 Date: 1966 Insurable Replacement Value: $112,000 Date: 1967 Insurable Sound Value: $92,000 Date: 1967 Purchase Price: $35,000 ■’ 0 Last Tax Paid: County $210.29 204.32 LI D Date: Institution $ 86.72 109.24 Grantors: Esther D Recorded: Book Number: 8-31-57 1363 Community College $24.27 School $463.05 802.62 Werber, executrix for Francis Dobson Page: Use: Presently used as a women's dormitory. Ar ea; 10, 526 sq. ft S55°20'W N55°20 E City $450. 70 491.03 124 Date: 8-31-57 S34°40'E N34°40'W Notes: 0 0 D (1) County and Institution taxes for 1957 were computed by using 1956 -ass­ essment and 1957 millage. City and School taxes for 1957 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $57, 795 includes land ($14, 600) and improve­ ments ($43, 195). (4) County assessed valuation of $20,230 includes land ($5, 110) and im­ provements ($15,120). (5) City assessed valuation of $20,580 includes land ($6,400) and improve­ ments ($13,680). 1957 1967 �30, 31 0 n □ Name and Address: Parrish Hall, 16 South River Street Assessed Value: County: $123,610 Market Value: County: Date: 1966 $353,170 Date: 1966 Insurable Replacement Value: $625,500 Date: 1967 Insurable Sound Value: $545,500 Date: 1967 Purchase Price: $350,000 City: $156.974 Date: Last Tax Paid: County $1,650.*06 1,248.46 J Institution $448.38 667.49 Community College $ $148.33 Grantors: Glen Alden Corporation Recorded: Book Number: 12-18-58 1412 Page: 82 City 374.29 3,745.39 $ School 427.28 6, 121.98 Date: 12-18-58 Use: This building presently houses the Economics, Political, Psychology, and Sociology Departments. Area: 43, 340 sq. ft. IS N55°20'E S55°20'W 195 7 1967 S34°40i E N35V'16'W Notes: I I ): (1) County and Institution taxes for 1957 were computed by using 1956 as s essment and 1957 millage. City and School taxes for 1957 are actual "taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) County market valuation of $353, 170 includes land ($72, 000} and improve­ ments ($281,410). (4) County assessed valuation of $123,610 includes land ($25, 000) and im­ provements ($98,410). (5) City assessed valuation of $156, 974 includes land ($50, 064) and improve­ ments ($94, 910). (6) The County assessment card for Parrish Hall includes the Parking Lot (28- 30 South River Street) and Chapman Hall (24 South River Street). (7) The City assesses the Snack Bar separately at $13. 351. �p u 1 32, 33 Name and Address: Snack Bar and Guidance Center, 32-42 South River Street Assessed Value: County: $11,670 Market Value: County: Date: 1966 $33,321 Date: 1966 Insurable Replacement Value: $89,000 Date: 1967 .Insurable Sound Value: $62,000 Date: 1967 D Purchase Price: Gift 'j Last Tax Paid: J 0 County $107.36 117. 86 § 1? IB Institution $116.70 63. 01 Community College Estate of Gilbert McClintock Recorded: Book Number: 10-26-59 1440 |B Area: 5, 360 sq. ft io Notes: S34°40'E N55°20'E City $312.41 318.55 $140.04 Grantors: Snack Bar and Guidance Center I $13,351 Date: Use: :: City: Page: 40 School $333.78 520. 68 Date: 9-23-59 N34°40'W S55°20'W (1) County and Institution taxes for 1959 were computed by using 1958 ass­ essment and 1959 millage. City and School taxes for 1959 are actual taxes pa: L (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $13, 351 includes land ($2.. 390) and improve­ ments ($10, 961). 1959 1967 �34 a c Name and Address: Denison Hall, 180 South River Street Assessed Value: County: $13,460 Market Value: C ounty: $23,950 Date- 1966 $38,451 Date: 1966 Insurable Replacement Value: $80.000 Date: 1967 Insurable Sound Value: $48, 000 Date: 1967 Purchase Price: $35,000 City: Last Tax Paid: C ounty $220. 34 135.94 ■u Date: Institution $117.35 72. 68 Community __ College City $560.43 571.44 $16. 15 School $598.75 934.05 fD iO 1 s Grantors: Rosanne and Lanning Harvey Recorded: Book Number: 10-30-59 1440 Page: (Jse: Presently used as a women's dormitory. Area: 16, 874 sq. ft. N55°36'E S34°30'E 202 Date: 10-28-59 N34°45'W S54°57'W Notes: (1) County and Institution taxes for 1959 were computed by using 1958 ass­ essment and 1959,millage. City and School taxes for 1959 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 19b6 ass­ essment and 1967 millage. (3) County market valuation of $38,451 includes land ($13,684' and improv ments ($24, 767). (4) County assessed valuation of $13,460 includes land ^$4,790) and im­ provements ($8, 670). (5) City assessed valuation of $23, 950 includes land ($11,000) and improve­ ments ($12, 950). 1958 1967 �I 1 P I iL J ■ D (0 n 35 Name and Address: Hillman Property, 157 South Franklin Street Assessed Value: County: $2,290 Market Value: County: $6,540 Date: 1966 Date: 1966 Insurable Replacement Value: Date: 1967 Insurable Sound Value: Date: 1967 C $6,077 $16,000 Purchase Price: Date: Last Tax Paid; fo I 6J City: County $119.95 23. 12 Institution $64.13 12. 36 Community College City $155.87 144.95 $5. 03 Grantors: Frederick and Mabel M. Hillman Recorded: Book Number: 11-9-59 1440 Use: Building has been demolished. Area: 8, 102. 6 sq. ft. Page: 253 School $237.00 237.00 Date: 1959 1967 11-2-59 Notes: fB r5 B MNMMM (1) County and Institution taxes for 1959 were computed by using 1958 ass­ essment and 1959 millage. City and School taxes for 1959 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 196b ass­ essment and 1967 millage. (3) Both the three-story building and the garage were razed in 19c>0- there­ fore, 1967 County market value of $6,540 and 1967 County assessed -valuation of $2, 290 are for land only. (4) County assessed valuation prior to demolition was $11.877 and was divided into $6, 077 for land., $5,500 for the three-story building, and $300 for the garage. 1 �I ■ 1 T L 36 Name and Address: Slocum Hall, 115 South Franklin Street Assessed Value: County: $7,980 Market Value: County: Date: 1966 $22,790 Date: 1966 Insurable Replacement Value: $96,000 Date: 1967 Insurable Sound Value: $56,000 Date: 1967 Purchase Price: $25,000 "U i City: $11,448 Date: Last Tax Paid: County $114.52 127.41 1 Institution $60. 99 46. 19 Community College City $271.55 273. 14 $8. 10 School $297.65 446.47 n I - Grantors: F. Noretta Howorth Recorded: Book Number: 6-2-61 1477 Page: Use: Presently used as a women's dormitory. Aiea: 8, 858 sq. ft. S34°40!E S55°20'W 712 Date: 5-24-61 N34°40'W N55°20'E Notes: (1) County and Institution taxes for 196 1 were computed by using I960 ass­ essment and 1961 millage. City and School taxes for 1961 are actual taxes pale. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $11,448 includes land ($3,400) and improve­ ments ($8, 048). n! 'n i 1961 1967 �Name and Address: Miner Hall. 264 South Franklin Street Assessed Value: County: $19,180 Market Value: County: Date: 1966 $54,. 799 Date: 1966 Insurable Replacement Value: $116,. 000 Date: 1967 Insurable Sound Value: $74,000 Date: 1967 Purchase Price: $20, 500 City: $19. 450 Date: Last Tax Paid: County $176. 45’ 193.71 NT Li Institution $93.98 103.57 Grantors: Grace Miner Recorded: Book Number: 12-11-61 1490 C ommunity College $23.01 Page: Use: Presently used as a women's dormitory. Area: 18, 588 sq. ft S55°20'W N55°l/2iW City. $718.72 464.07 1048 School $787.80 758. 55 Date: 1961 1967 11-3-61 N34°30 1/2'E S34°40E Notes: (1) County and Institution taxes for 1961 were computed by using I960 ass­ essment and 1961 millage. City and School taxes for 1961 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (31 County market valuation of $54,799 includes land ($12,750; and imp: d e­ ments ($42, 049). (4) City assessed valuation of $19 450 includes land ($5, 500) and improve­ ments ($13, 950). �38 J 0 Name and Address: Ahlborn Property, 131 South Franklin Street Assessed Value: County: $24,670 Market Value: County: Date: 1966 $70,490 Date: 1966 Insurable Replacement Value: $170,000 Date: 1967 Insurable Sound Value: $118,000 Date: 1967 Purchase Price: $30,000 City: $14,908 Date: Last Tax Paid: c ] ■ li County $226.96 249.16 Institution $145.55 133,21 Community College City $263.28 355.70 $29,60 School $313.07 581.41 Grantors: Ruth Ahlborn, Sarah and William Chaffee, H.A. Hazen, Donald Hazen, N. Gurney, and Margaret Ahlborn, Recorded: Book Number: 3-30-62 1495 Page: Use: Presently used as a women's dormitory. Area: 10, 080 sq. ft. N55°20'E N34°40'W 882 Date: 2-3-62 S55°20'W S34°40sE Notes: r~ ! n I 0 (1) County and Institution taxes for 1962 were computed by using 1961 assessment and 1962 millage, City and School taxes for 1962 are actual taxes paid, (2) All County and City taxes for 1967 were computed by using 1966 assessment and 1967 millage. (3) City assessed valuation of $14, 908 includes land ($7,458) and im­ provements ($7,450). (4) The County records includes Sturdevant. Hall, 129 South Franklm Street and the Ahlborn property , 131 South Franklin Street on the same assessment card. Therefore, market valuation, assessed valuation, and all County taxes for both properties are the same. (5) Insurable replacement and insurable sound values are the same for both properties. (6) City assessment records maintain separate cards for both properties. These separate assessments were used to compute city and school district taxes for 1967. ni « 1962 1967 �0 in ■ U) ■n J J 39 Name and Address: Hainna Hall, 230 South River Street Assessed Value: County: $4,740 Market Value: County: Date: 1966 $13,510 Date: 1966 Insurable Replacement Value: $45,000 Date: 1967 Insurable Sound Value: $25,000 Date: 1967 Purchase Price: $15,000 Date: Last Tax Paid; a Q County $69. 92 ’ 86. 59 0 g g Institution $44.84 46. 11 Grantors: Thomas W Recorded: Book Number : 6-17-63 1523 Area; 1: $7,600 ■■ g JI City: Community C ollege City $177.94 181.33 $10.24 School $203.82 294.40 1963 1967 and Carrie M. Watkins Page: 885 Date: 6-18-63 4, 000 sq. ft. Notes: (1) County and Institution taxes for 1963 were computed by using 1962 ass­ essment and 1963 millage. City and School taxes for 1963 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 196b ass­ essment and 1967 millage. (3) Hainna Hall was demolished in June, 1968. (4) County market valuation prior to demolition was $13 510 and included land ($3, 578' and improvements ($9, 932). (5) County assessed valuation of $4, 730 included land ($1,250) and im­ provements ($3,480). (6) City assessed valuation of $^ ,600 included land ($3, 000) and improve­ ments ($4, 600). '■ i n �-I 40 t 1 Ui Name and Address: Field House #1, Edwardsville J Assessed Value: County: $1, 160 Date: 1966 Market Value: County: $3,312 Date: 1966 Insurable Replacement Value: $112,000 Date- 1967 Insurable Sound Value: $108,000 Date: 1967 Purchase Price: $38,000 n Ui j a |a JI B 0 a 1 0 B O I 1 Date: Last Tax Paid: County $11.71 Institution $6. 26 ~ Community College $1.39 Grantors: Glen Alden Corporation Recorded: Book Number: 12-6-63 1535 Use; Athletic field and front field house Area: 10.24 acres S49°30'W N32°30'W Page: 150 Municipal $17.40 Date: School $46.40 1967 12-6-63 N49°30'E S40°30'E Notes: (1) County and Institution taxes for 1967 were computed by using 1966 asse- sment and 1967 millage. Borough and School taxes for 1967 were computed co u.-bii 1966 County assessment and 1967 borough and school millage. (2) County market value includes Lot #13 ($3. 072) and Lot #15 ^$240'. (3) County assessed valuation includes Lot #13 ($1, 080) and Lot #15 (S30'. (4) Areas for Lot #13 and Lot #15 are 6.24 acres and 4 acres respe tively. �Date: Last Tax Paid: C punt $5. 35 3 Institution $2. 86 Grantors: Andrew Barney Recorded: Book Number: 4-27-64 1543 Use: Field House (rear) Area: 0.5 acres N52°45'E N37°15'E Community College $.63 Page; 81 Municipal $7. 95 Date: School $21. 20 4-27-64 S52°45'W S37°15'W Notes: County and Institution taxes for 1967 were computed by using 196c assessment and 1967 millage. Municipal and School taxes for 196" were compute 1 by using 1966 County assessment and 1967 borough and school millages 15 and 40 mills respectively. 1967 �41 Name and Address: Women's Dormitory, 36 West River Street Assessed Value: County: $21, 500 Market Value: County: Date: 1966 $61,412 Date: 1966 .Insurable Replacement Value: $126,000 Date: 1967 Insurable Sound Value: $111,000 Date: 1967 Purchase Price: $40,000 City: $23,358 Last Tax Paid; - 1 fl 2 C ounty $261.00 217. 15 Date: Institution $152.56 109.08 Community College City. $584.18 557.32 $25.80 Grantors: Michael and Esther McLaughlin Recorded: Book Number: 7-17-64 1548 School $642.34 910. 96 1 Page: Use: Presently used as a women's dormitory. Area: 6, 800 sq. ft. S34°40'E S55°20'W 672 Date: 7-15-64 N34°40'W N55°20'E Notes: I n ■ (1) County and Institution taxes for 1964 were computed by using 19r 1 essment and 1964 millage. City and School taxes for 1964 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 196b ass­ essment and 1967 millage. (3) City assessed valuation of $23. 358 includes land ($8, 008) and immo ■-> ments ($15, 350). 1964 1967 �JI 42 Name and Address: Gutman Property, 280 South Franklin Street 3 3 Assessed Value: County: $7,720 Market Value: County: Date: 1966 $22,055 Date: 1966 Insurable Replacement Value: $80, 000 Date: 1967 Insurable Sound Value: $45,000 Date: 1967 Purchase Price: Gift City: $10,000 Last Tax Paid: I County $101.85 77. 97 -J Date: Institution $57.23 41.68 Community College $9. 26 City $238.60 256.,50 School $275.00 390. 00 1J J Grantors: Rachel Wolfe Gutman Recorded: Book Number: 10-7-64 1554 Use: Area: J I U I n Fl ffll Bl L Page: 542 Date: 10-7-64 This property has always been used for apartments. 9, 350 sq. ft. N55°20'E S34°40iE S55°20'W N34°40’W Notes: (1) County, Institution, City, and School taxes for 1964 are actual taxes paid by the College. (2) County, Institution, City and School taxes for 196 7 are actual taxes paid by the College. (3) City assessed valuation of $10, 000 includes land ($2, 300) and imp: ments ($7,700). 1964 1967 �43 i B Name and Address: Concrete City, Hanover Township and Nanticoke City Assessed Value: County: $8.394.50 Date: 1966 Market Value: County: $24, 270. 00 Date: 196 6 HI It ..nsurable Replacement Value: Date: 1967 Insurable Sound Value: Date: 196’’ Purchase Price Gift Last Tax Paid: .. County $222.50 i n Date: Institution Til 1. 50 Community College Municipal $10.07 Nanticoke $ 35. 25 Hanover Twp. 127.5 9 Gr antors: Glen. Alden Corporation Recorded: Book Number: 12-31-64 1559 School $ 65.47 268.62 1967 1967 ■■ fl Use: Training Center Area: 39 acres Page: 251 Date: 12-30-64 Notes: ' i a a I JI (1) The taxing districts for Concrete City are Hanover Township. ano N ■ticck City. Approximately eight acres or one-fifth of the focal area of Concrete Ci:v is situ­ ated in Nanticoke. Thus, Municipal and School taxes for this acreage were computed by using one-fifth of the assessed County valuation for 1966 ($1,678. 90' and the 19b‘7 municipal and school millages for Nanticoke City, 21 and 39 mills respect-. ely. Likwise, municipal and school taxes for the remaining a- reage, which is situated ii. Ha over Township have been computed by using four-til ths of the County assessed a'.ua tion for 1966 ($6 715.60) and the 1967 municipal anct school millages for Hanover Tow ship, 19 and 40 mills respectively. (2) County and Institution taxes for 1967 were compued by using 1966 assess ment and 1967 millage. (3) County market valuation of $24 270 includes land ($2, 340' and improve­ ments ($21, 930). (4) This pi opcity may be located in County records on Aerial Map K8, Block "A", Lot 5. �44 fl' 8 n 0 Name and Address: Chase Apartment Building. 76 West South Street Assessed Value: County: $6,320 Market Value: County: Date: 1966 $18 075 Date: 1966 .Insurable Replacement Value; $66.. 000 Date: 1967 Insurable Sound Value: $46.. 000 Date: 1967 Purchase Price: $12,500 City: $6,879 Last Tax Paid: County $9'7.50 ’ 63. 83 0 n Date: .Institution $61.00 34. 12 C ommunity College City $172.04 164.13 $7. 58 Grantor s: Estate of Hamilton and Lieuween Chase Recorded: Book Number: 4-13-65 1564 Page: Use: Presently used as a womeks dormitory. Area: 2,625 sq. ft. 1st Thereof 5, 250 sq. ft. - 2nd Thereof 679 School S247.64 268.28 Date: 2-23-65 ■ S56°56'W, N55 o 56:E, N34 o 40'W, S34 o 40 E o o S55°54'W, N56°56'W, S34°18 E, N34°40E Notes: (1) County and Institution taxes for 1965 were computed by using 1964 ass essment and 1965 millage. City and School taxes for 1965 are actual taxes paid. (2) All County and City taxes for 1967 were computed by using 19r-6 — -essment and 196 7 millage. (3) County market valuation of $18. 075 includes land ($2. 240'- and improve ments ($15., 835). (4) County assessed valuation of $b, 320 includes land ($7S0'i and improrements ($5,540). (5) City assessed valuation of $6.87 9 includes land ($3,279' and improv-ments ($3, 600). 1965 1967 �d! 45 Name and Address: Brockman Property, 246 South River Street Assessed Value: County: $3,450 Market Value: County: Date: 1966 $9,850 Date: 1966 Insurable Replacement Value: $25,000 Date: 1967 Insurable Sound Value: $14,000 1 Purchase Price: $11,500 1 Last Tax Paid: County $54.82 47. 67 1 TjJj n City $4,276 Date: Institution $28.19 25.48 Community College City $136.95 102.02 $5. 66 Grantors: Stanley and Anna Brockman Recorded: Book Number: 4-19-65 1565 Page: 282 School $197. 13 166.76 Date: 4-15-65 Use: Building was demolished in 1966; lot is presently used as a parking area. s Ar ea: 4, 066 sq. ft. R Notes: a Oj L_ S55 ^20'W N55°20'E S34°59'E N34°5 9'W (1) County and Institution taxes for 1965 were computed by using 1964 assessment and 1965 millage. City and School taxes for 1965 are actual taxes paid, (2) All County and City taxes for 1967 were computed by using 1966 assessment and 1967 millage. (3) Both County and City assessment figures for 1966 are based on '.he value of the land only. 1965 1967 �Name and Addres:s: Women's Dormitory Assessed Value: County: $7,980 Market Value: County: 150 South River Street Date: 1966 $22,798 Date: 1966 Insurable Replacement Value: $102 000 Date: 1967 Insurable Sound Value: $66,000 Date: 1967 Purchase Price: $40, 000 City: $13,800 Date: . Last Tax Paid: County $51.15 78. 28 Institution $35.65 41.85 Community College $9. 30 Grantors: Margaret and Edward Yashinski Recorded: 6-30-54 Book Number : 1570 Page: Use: Presently used as a women's dormitory. Area: 17, 020 sq. ft N55°E N35°W 316 CitY S285.13 353.97 School $496.80 538.20 Date: 6-29-65 S55° 20'W S35°E Notes: 3 3 . i i i ' ' , I 1| (1) County, Institution, City, and School taxes for 1965 are actual taxes paid by Wilkes College. (2) County, Institution. Community College, City, and School taxes for 1967 are actual taxes paid by Wilkes College. (3) City assessed valuation of $13, 800 includes land ($6, 100) and improve­ ments ($7, 7 00). 1965 1967 �n 47 n Name and Address: New Men's Dormitory. 262-64 South River Street Assessed Value: County: Market Value: County: $673., 400 City: Date: 1966 Date; 1906 Insurable Replacement Value: $136., 000 Date: 1967 .Insurable Sound Value; $115.000 Date: 1967 Purchase Price: $28,303 Cast Tax Paid; County 2 '1 Date: Institution Community College City School $16“067.32 $26,626.00 Grantors; Wilkes-Barre Redevelopment Authority Recorded: Book Number: 8-1-65 1570 Use: Cafeteria and merrs dormitory Area: 90, 306 sq. ft. + 4, 036 sq. ft. Page: 874 Date: 8-1=65 f— Notes; '0 1 )■ n □ 1) In view of the fact that the County has set neither an assessed value nor a market value, County, Institution, and Community College taxes for 1967 are neither available nor can they be realistically computed. 2) City and School taxes for 1967 were computed by using 1966 assessment and 1967 millage. 3) The College purchased the property from the Wilkes-Barre Redevelop­ ment Authority for $23, 808; cost of construction of the building was $1, 950, 000. 4) The grantor for the total area of land was the Wilkes-Barre Redevelop­ ment Authority; however, data concerning original individual owners together with pertinent statistical data concerning the original separate properties is found on the accompanying data sheets. 1967 �1 ffi T! REDEVELOPMENT AUTHORITY PRO PERT Y ~DE~S CRIP T ION AND DEED DATA LOT 1 2 3 4 5 6 7 27 28 29 30 31 32 33 34 35 36 20 21 22 24 25 26 27 28 29 30 31 32 33 34 35 ORIGINAL OWNER Heidenr eich Stolfi Stolfi Havas Gruvis W illiams Brennan Shepard Gleason Barnes Peter s McGour ty Taylor F isher Clausen Nicholson Redevelopment Stolfi Stolfi Temple Israel St anave Stephenson Fraley Snyder Fiesler Dewell Kovac Simpson Corp. Simpson Corp. Westmoreland Caruso Lumley WRIGHT ST. ADDRESS 36-38-40 32-34 30 28 26 22-24 14-16-18-20 62 60 58 56 54 52 50 48 46 42-44 15-17 19 21 27 29 31 33 35 37 39 41 43 51 57 59 DEED NUMBER 1501-163 1547-522 1547-520 1525-569 1528-14 1532-884 1491-38 1324-635 1528- 1 1519-562 1541-78 1539-578' 1543-723 1525-563 1543-762 1529- 11 1543-1102 1538-923 1538-923 1514-676 1527-936 1525-557 1526- 1193 1527- 927 1531-615 1551-1024 1543- 480 1544- 480 1553-1 1525-1191 1527-227 AREA 40 x 94 40 x 162 40 x 165 20 x 135 20 x 135 40 x 142 56 x 76 40 x 141 15 x 97 15 x 97 15x97 15 x 97 15 x 97 15 x 97 14 x 97 14 x 97 40 x 122 40 x 60 20 x 60 20 x 60 20 x 7 5 20 x 70 20 x 80 20 x 80 19 x 80 20 x 80 20 x 72 20 x 70 44 x 57 44 x 80 21 x 85 19 x 85 Notes: The names listed above are those of the original owners from whom the Redevelopment Authority purchased the properties. �I .. REDEVELOPMENT AUTHOR1TY PROPERTIES county’ VALUATIONS AND COUNTY TAXES fi ] g i 1 ■ LOT YEAR ACQ. 1 2 3 4 5 6 7 27 28 29 30 31 32 33 34 35 36 20 21 22 24 25 26 27 28 29 30 31 32 33 34 35 1964 1964 1964 1963 1963 1963 1963 1963 1963 1963 1964 1964 1964 1963 1964 1963 1964 1964 1964 1964 1963 1963 1964 1963 1963 1963 1964 1964 1964 1964 1963 1963 ORIGINAL OWNER WRIGHT ST. ADDRESS MKT. VALUE Heidenr eich 36-38-40 $ 633 Stolfi 32-34 19:850 20.. 292 Stolfi 30 Havas 28 379 26 Gruvis 37 9 22-24 Williams 778 Brennan 863 14-16- 18-20 800 Shepard 62 Gleason 60 220 240 58 Barnes 260 Peter s 56 McGourty 54 260 Taylor 52 260 Fisher 50 260 Clausen 48 220 Nichol son 240 46 Redevelopment 42-44 2, 880 Stolfi .15-17 8.042 Stolfi 5, 874 19 Temple Israel 21 609 Stanave 27 287 Stephenson 273 29 F raley 31 283 Snyder 33 292 Fiesler 35 27 0 Dewell 37 292 Kovac 5. 936 39 Simpson Corp. 41 27 3 Simpson Corp. 43 542 Westmoreland 51 780 Caruso 57 316 Lu ml ey 286 59 ASSD. VALUE $ 220 6, 950 * 7,100 * 130 130 27 0 300 280 80 80 90 90 90 90 80 80 1,010 2. 820 ■’ 2,060 : 250 100 100 100 100 90 100 2,080 •: 100 190 270 110 100 COUNTY TAX $ 5G.45 65. 10 65. 10 22. 42 22. 42 25. 76 43. 13 27. 87 16. 98 17. 06 20. 05 20. 05 20. 05 17. 57 19. 21 17. 06 31. 50 34. 44 32. 40 16. 80 18. 49 14. 90 14. 70 17. 72 15. 61 15. 89 22. 81 15. 96 16. 80 27. 93 13. 24 12. 51 INST. TAX $ 28. 34 36. 58 36. 58 14. 38 14. 37 16. 52 27. 66 17.. 87 10. 89 10. 94 11. 26 11.26 11. 26 11. 26 10. 79 10. 94 17. 70 19. 35 18. 78 9. 44 11. 85 8. 26 9. 04 10. 01 10. 19 17. 19 8. 96 9. 44 15. 69 8. 49 8. 02 Notes: 1) The names listed above are those of the original owners from whom the Redevelopment Authority purchased the properties. All of these properties on which the New Men's Dormitory is now located were part of the Wright Street Pro­ ject and were acquired by the Redevelopment Authority in 1963 and 1964, and were acquired by the College from.the Redevelopment Authority in 1965. JI 1 �■M* 2) Market and assessed valuations for the properties listed above are taken from County assessment data as of the time of acquisition by the Redevelopment Authority and are for land only, except those marked with an asterisk which in­ clude land and buildings. 3) For properties acquired by the Redevelopment Authority in 1963, County and Institution taxes were computed by using 1963 County assessed valuations and 1964 tax millages. 4) For properties acquired by the Redevelopment Authority in 1964, County and Institution taxes were computed by using 1964 County assessed valuations and 1965 tax millages. B - a �ldl! REDEVELOPMENT AUTHORITY PROPERTIES CITY VALUATIONS AND CITY TAXES LOT 18A 6A 6 5 4 3 2 2A 16 s a 14 13 12 11 10 9 8 26 * 4 25 24 23 22 21 20 19 sf: f g I IL' ni 18 12 17 16 YEAR ACQ. 1964 1964 1964 1963 1963 1963 1963 1963 1963 1963 1963 1964 1964 1964 1963 1964 1963 1964 1964 1964 1964 1963 1963 1964 1963 1963 1963 1964 1964 1964 1964 1963 1963 ORIGINAL OWNER Heidenreich Stolfi Stolfi Havas Gruvis Williams Brennan Shepard Gleason Barnes Peters McGourty Taylor Fisher Clausen Nichol son R e.development Stolfi Stolfi Temple Israel Stanave Stephenson F raley Snyder F iesler Dewell Kovac Simpson Corp. Simpson Corp. Westmoreland Caruso Lumley WRIGHT ST. ADDRESS 36-38-40 32-34 30 28 26 22-24 14-16 18-20 62 60 58 56 54 52 50 48 46 42-44 15-17 19 21 27 29 31 33 35 37 39 41 43 51 57 59 ASSD. VALUE CITY TAX SCHOOL TAX 5, 700 7, 400 2,511 2, 491 2, 800 3, 107 2, 895 $ 59. 52 142.55 185. 07 62. 09 61. 60 69. 24 76. 83 71. 59 $ 65.45 156. 75 203. 50 69. 05 68. 50 77. 00 85. 44 79. 61 1,700 42. 04 46. 75 1., 792 1,792 1,942 1, 692 1, 607 1,733 3,700 2, 480 44. 44. 48. 41. 40. 42. 92. 62. 81 81 56 84 19 85 53 02 49. 28 49. 28 53. 04 46. 53 44. 19 47. 65 101.75 68. 20 1,440 2, 260 1, 390 1,540 1.540 1,487 1,700 2,220 1,920 36. 55. 34. 38. 38. 36. 42. 33. 48. 01 88 37 51 08 77 04 51 01 39. 60 62. 15 38. 22 42. 35 42. 35 40. 89 46. :: 61. t n 52. 80 2, 518 1, 382 1,498 62. 97 34. 17 37. 04 65. 50 41. 19 $ 2, 380 * Notes: 1) The names listed above, are those of the original owners from whom the Redevelopment Authority purchased the properties. All of these properties on which the New Men's Dormitory is now located were part of the Wright Street Pro­ ject and were acquired by the Redevelopment Authority in 1963 and 1964, and were acquired by the College from the Redevelopment Authority in 1965. 5 5 6 7 �I J 3 a a n r. ’I JI i ra ■ 1 2) Assessed valuations tor the properties listed above are taken from City­ assessment data as of the time of acquisition by the Redevelopment Authority. 3) For properties acquired by the Redevelopment Authority in 1963, City and School taxes were computed by using 1963 City assessed valuations and 1964 tax millages. 4} For properties acquired by the Redevelopment Authority in 1964. City and School taxes were computed by using 1964 City assessed valuations and 1965 tax millages. 5) City assessed valuation and City and School tax figur es for 62 and 5 8 Wright Street are unavailable. 6) City assessment and fax records combine 15-17 and 19 Wright Street: therefore assessed valuation and taxes listed for 15-17 Wright Street include 19 Wright Street. 7) City assessment and tax records combine 41 and 43 Wright Street: therefore, assessed valuation and taxes listed for 41 Wright Street include 43 Wright Street. �R71 48 cl E p [Tji 1 Name and Address; Student Activities Building, 76 West Northampton Street Assessed Value: County: $8 540 nil dL Market Value: County: Date: 1966 $24,410 Date: 1966 a Insurable Replacement Value: $105,000 Date: 1967 Insurable Sound Value: $75, 000 Date: 1967 I Purchase Price: $25, 000 R|Us Last Tax Paid: County $62.92 78. 27 City: $13,000 Date: Institution $44.82 41. 85 Community College . City $172.04 310. 18 B D Grantors: Edward and Alice Williams 10 Recorded: Book Number: 8-6-b5 1573 fra Use: Presently houses offices for the Beacon, Amnicola Area: 7,200 sq. ft. la $9.30 Page: 729 School $247.64 507.00 Date: 8-2-65 and Student Government. $ Notes: r r> U f [1 1 I (1) County and Institution taxes for 1965 were computed by using 1964 ass­ essment and 1965 millage. City and School taxes for 1965 are actual taxes paid. (2)> All County and City taxes for 1967 were computed by using i960 assess­ ment and 1967 millage. (3) County market valuation ol $24,410 includes land ($4. 082) and improvements ($20, 328). (4) County assessed valuation ol $8 540 includes land ($1,430) and impr -•’■ements ($7, 110). (5) City assessed valuation ol $13 000 includes land ($6 000 and improvements ($7, 000). 1965 1967 �Ml ■■MBH! , I?Ji 1 ■ r 1 I ■ r u B y 49 Name and Address: Center For The Performing Arts, West South and River Streets Assessed Value: County: Market Value: County: City: $300,000 Date. 1966 Date: - Insurable Replacement Value: $910,000 Date: 1967 Insurable Sound Value: $910,000 Date; 1967 Purchase Price: Gift Last Tax Paid: County Date: Institution C ommunity College City $7.. 158. 00 School $11,700.00 Grantors: Wyoming Valley Society of Arts and Sciences Recorded: Book Number: 10-16-64 1555 Use: Theater Area: 32, 550 sq. ft Page: 310 Date: 3-28-65 Notes: i : J 7 ij J ;n ‘ I 1} In view of the fact that the County has set neither an assessed value nor a market value, County, Institution, and Community College taxes for 1967 are neither available nor can they be realistically computed. 2) City and School taxes for 1967 were computed by using 1966 assessment and 1967 millage. 3) The County has not yet assessed this property: the land was assessed by the County at $9, 750 prior to construction. 4) Since the building was newly constructed by the College, purchase price data is not available. However, the construction cost for the building is $934 009. 5) City assessed valuation of $300, 000 includes land ($16.000) and improve­ ments ($284, 000). 1967 �k' 50 Name and Address: Eagen Property, 237-39 South Franklin Street f Assessed Value: County: $11, 990 Market Value: County: Date: 1966 $34,262 Date: 1966 Insurable Replacement Value: $98,000 Date: 1967 Insurable Sound Value: $ 58, 000 Date: 1967 Purchase Price: $40,000 City: $11.. 365 Last Tax Paid; County $ 89.93 121. 09 Grantors: Date: Institution $56.35 67. 74 Community College $14,38 Recorded: 10-28-66 Book Number: 1603 - Use: Presently used as a women's dormitory. Area: 10, 040 sq. ft. U' School $443.24 332.44 Joseph and Marguerite Eagen r Hi f=? City $306.08 271.68 Page: N55°40'W S34°40'E 572 Date: 10-26-66 S55°40'E N34°40'W Notes: ■ 5' 1, 1 |M (1) All County and City taxes for 1966 are actual taxes paid by Wilkes College. (2) All County and City taxes for 1967 were computed by using 19oc assessment and 1967 millage. (3) City assessed valuation of $11, 365 includes land ($3, 940) and im­ provements ($7,425). 1966 1967 �51 .. Name and Address: Kaswinkel Property, 68-74 West Northampton Street Assessed Value: County: $18,000 Market Value: County: $51,736 $33,890 Date: 1^66 Date: 1966 Insurable Replacement Value: $190,000 Date: 1967 Insurable Sound Value: $135,000 Date: 1967 Purchase Price: $62,000 City: ■ dill a Last Tax Paid: County $182.81 Grantors: Date: Institution $97.74 7 City $808.62 School $1, 321.71 Albert Kaswinkel Recorded: 2-1-67 Book Number: 1609 1 Community College $21.72 Page: 97 Use: Presently used as a women's dormitory. Area: 18, 420 sq. ft. Date: 2-1-67 - 1 1a Notes: (1) All County and City taxes for 1967 are actual taxes paid by Wilkes College. (2) City assessed valuation of $33, 890 includes land ($13, 200) and im­ provements ($20,690). 1967 �i 1* L: T ‘ J. J: ' 52 Name and Address: Christian Science Building, 185 South Franklin Street Assessed Value:; County: $23, 510 Market Value: County: Date: 1966 $67,182 Date: 1966 Insurable Replacement Value: $81,000 Date: 1967 Insurable Sound Value: $65,000 Date: 1967 Purchase Price: $160,000 City: $18,550 ■ I 11 Last Tax Paid: 0 C ounty '$237.45 Date: Institution $126.95 Community College $28.21 City $442.60 School $723.45 T? .1 J I 0 0 D - Grantors: First Church of Christ Scientist Recorded: Book Number : 4-12-67 1613 Page: N34°40iW N55°20!E S34°47’E S55°20'W Use: Lecture Hall Area: 9, 000 sq. ft. 511 Date: 2-13-67 Notes; (1) This property was tax exempt at time of acquisition. (2) All County and City taxes for 1967 were computed by using 1966 assess­ ment and 1967 millage. 1967 �!iE di 53 bi! Name and Address: Sterling Property, 30 West River Street 1 K Assessed Value: County: $9,810 Market Value: County: 17 O' Date: 1966 $27,989 Date: 1966 Insurable Replacement Value: $65,000 Date: 1967 Insurable Sound Value: $59,000 Date: 1967 Purchase Price: $35,000 $18,750 Last Tax Paid: C ounty $161.60 99. 08 L' r idl City: Date: Institution $86. 40 52. 97 C ommunity College $11.77 City $480.93 558.32 School $731.25 910.96 Grantors: Miners National Bank, Executor for Ailine Payne Sterling Recorded: Book Number: 3-15-67 1611 Page: 257 Use: Presently used as a dormitory and offices. Area: 4, 500 sq. ft. Date: 3-15-67 Notes: (1) All County and Institution taxes for 1966 were computed by using 196^ assessment and 1966 millage. City and School taxes for 1966 were actual taxes paid by Wilkes College. (2) All County and City taxes for 1967 were computed by using 1966 ass­ essment and 1967 millage. (3) City assessed valuation of $18,750 includes land ($6,750) and improve­ ments ($12, 000). 1966 1967 �,T - . I 1 1 fi il 54 Name and Address: Schappert Property, 251 South River Street ■: fl Date: 1966 $22,555 Date: 1966 Insurable Replacement Value: $62,000 Date: 1967 Insurable Sound Value: $55,800 Date: 1967 Purchase Price: $25,000 Assessed Value: County: $7,800 Market Value: County: City: $9,925 0 Date: Last Tax Paid: County $ 78.78 100.24 Grantors: I Institution $42.12 53. 59 Community College $11.91 City $236.81 254.57 School $377.22 387. 07 N. Frederick Schappert Recorded: 7-14-67 Book Number: 1620 Page: 1163 Use: Presently used as a women's dormitory. Area: 6, 515 sq. ft S60°W S30°l/2'E Date: 7-13-67 N60°E N30°l /2'W Notes: (1) All County and City taxes for 1966 were computed by using 1965 ass­ essment and 1966 millage. (2) All County and City taxes for 1967 were computed by using 196b ass­ essment and 1967 millage. I 1966 1967 ��1 j. j : 56 I I 11 d n ti J Name and Address: Bedford Property, 96 West South Street Assessed Value: County: $4,730 Market Value: C ounty: $13,510 Date: 1966 Date: 1966 Insurable Replacement Value: $235,000 Date: 1967 Insurable Sound Value: $200,000 Date: 1967 Purchase Price: Gift City: $22,520 I Last Tax Paid: County $168.75 Grantors: Date: Institution $105.75 Community College $5. 67 City $537.32 School $878.28 Miners National Bank of Wilkes-Barre, Executor for Paul Bedford. Recorded: 11-17-67 Book Number: 1629 Page: 744 Use: Presently used for classrooms and offices Area: 15,485 sq. ft. N29°47:W N60o42’E Date: 11-17-67 S60°29'W S30°06’E Notes: J ! I n u n ■ I n (1) All County and City taxes for 1967 were computed by using 19*' assessment and 1967 millage. (2) City assessed valuation of $22, 520 includes land ($9, 000) and im­ provements ($13,520). 1967 �57 I I Name and Address: Whalen Property, 235 South Franklin Street Assessed Value: County: $8, 630 Market Value: County: City: $14,370 Date: 1966 $24,665 Date: 1966 Insurable Replacement Value: $120.000 Date: 1967 Insurable Sound Value: $84, 000 Date: 1967 Purchase Price: $40, 000 8 3 Last Tax Paid: a a S' 3. C ounty $87. 16 Date: Institution $46.60 Community College $10.35 City $342.86 Grantors: Edward and Jeanne M. Whalen Recorded: Book Number: 12-26-67 1631 Page: Use: Presently used as a women's dormitory. Area: 10,915 sq. ft. 3 S66°42'W N60°33'E 668 School $560.43 Date: 12-26-P7 N29o°37’W S29°37’E Notes: Q 0 0 0 (1) All County and City taxes for 1967 were computed by using 19^. essment and 1967 millage. (2) County market valuation of $24. 665 includes land ($6, 125) and improve­ ments ($18,540). (3) County assessed valuation of $8,630 includes land ($2 140' a: - :: provements ($6,490). (4) City assessed valuation of $14. 370 includes land ($7, 770) and impro -■>ments ($7, 800). 1967 �58 ‘ I Name and Address: Men's Dormitory, 262-64 South River Street Assessed Value: County: $12,470 Market Value: County: I Date: 1966 $35,624 Date: 1966 Insurable Replacement Value: $136,000 Date: 1967 Insurable Sound Value: $115,000 Date: 1967 id Purchase Price: $37,500 J] Last Tax Paid: City: $19, 170 _ 111 ■ County $125.94 .. L Date: Institution $67.33 Community College $14.96 City $464.07 School $758.65 Grantors: Westmoreland Building Corporation (from Joseph P. and Grace B. Flanagan) Recorded: Book Number: 2-20-68 1639 Page: 111 Use: Presently used as a men's dormitory. 3 Area: 4, 000 sq. ft. S34°40'E S55°20'W 808 Date: 2-20-68 N34°40'W N55°20‘E Notes: I ■ (1) All County and City taxes for 1967 were computed by using 1966 assessment and 1967 millage. (2) County market valuation of $35, 624 includes land ($2, 708) and improve­ ments ($32,916). (3) County assessed valuation of $12,470 includes land ($950) and improve­ ments ($11, 520). (4) City assessed valuation of $19, 170 includes land ($4,620) and improve­ ments ($14, 550). I 7 47 91 1967 �RIVER V I WILKES COLLEGE CENTER FOR , THE --- PERFORMING At \RTS. ‘ 1 J I fiura • i r l_£ 5 r? ~Sk.' h ' t Zb $ f—s’31 a 8 �&W. SOUTH 1“ 1X3 * d J 50i * *!*■ Coiyj * I& 2 13 □ bll 3 il rn ib g 0 il; I in lU ' j' 5j fl I; >r ? IE_c "''a'.'! ' |J< .'0 >’ , i *4 $ <:> S>4 p �ii SOUTH i J 50»’; „ «’*■ • J 1 U * ^TEMPu/s/tfa A * Xz 2 5 a $ .■ * 3S23 □ .1 J D 3 !• Sf i- DIVVER !n 1U .n i r I'; 'a' 1 $> ? £ ': 5 _JL j? yi ■& S SJ �-Hi I % :o I■£ I XJ I •j-. Jie^.. .j ; 'vHTH: ■ —<3'—^r-- -r*----- 36*- ••a.:;^_r.-=<,_ r-X r -‘ .. Ml J f y^1 . /■^c^Sree ?.y*\ k ./ z<? £. rr|d £ 3 Mr ? ; rrfl : > f= fr : £C: ! 5 * ; 1 , -ES !♦z<! mL. • »z U 77J 232 »;u Jfoj&an. t L.j r © /» «7Z77GS ■* V S. 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Of4pot nS-'S^" ?? tt u L I > a vi ] I —— ."C:,< Ol'S WYOMING 11 . a l»I IT?—E— jc^nHl^cOMMuiurr ■NFER C£A : ! >V£sr.iroH£lA»^ CLt I VALLEY ...... “? 'S HPD ■ iJ if ’ !S-T Bhptist Church n-n nt et tun Jf-ir rttllti cksiz I u L asUj6^ZA«®4^ j ji'...j,. ■■ 1 ■ L ? I fes *Ow/aIt#4 ?, Ij Ji »v< , I1 ‘I I -x-” . V'lyj•Tu>■ ij •t-L-'i ’]_• .*.! S-r'- • • *'i» '--z; » lXvaw >- <!-. ■ • -?r] VV . NORTHAMPTON ’.• i A>\$r , \-l I I ��1 *1 IBIIHBH iJ 1000151550 vil KFS COLIFGF I IRRKRY rd D 0 tr ill b 1 n I. J. �b ’ll I ’ I 1 i J Hubl Ur. r ■ ; 1 I E L U r? I i I � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Series VI of the Hugo Mailey papers: The Institute of Municipal Government and Institute for Regional Affairs publications, 1958-1980 Description An account of the resource Series VI: The Institute of Municipal Government and the Institute for Regional Affairs publications, 1958-1980, is arranged chronologically by publication date and contains annual reports, surveys, conference meetings, proceedings, inventories, and statistics on Wyoming Valley municipalities, institutions, and companies such as the Wyoming Valley Sanitary Authority and the Copley-Whitehall Sewer Company. Creator An entity primarily responsible for making the resource Institute of Municipal Government and Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1958-1980 Rights Information about rights held in and over the resource Wilkes University retains copyright of these publications. Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Real Property Inventory of Wilkes College, 1969 Creator An entity primarily responsible for making the resource Institute for Regional Affairs Date A point or period of time associated with an event in the lifecycle of the resource 1969 Format The file format, physical medium, or dimensions of the resource PDF Type The nature or genre of the resource Publication Rights Information about rights held in and over the resource Wilkes University retains copyright of this publication.