CORNELL UNIVERSITY LIBRARY 
 
 COPY. 
 
 3 1924 092 418 395 ^^Ruct 
 
 HANDBOOK 
 
 FOR 
 
 Welfare Supervisors and 
 Apprentice Masters 
 
 MINISTRY OF LABOUR 
 
 Department of Civil Demobilisation and Resettlement 
 
 8, BICHMOND TERRACE, S.W. 1 
 
r 
 
 ■ 
 
 
 ilr 
 
 LIBRARY 
 
 Martin P. ( 
 
 School of Ind 
 
 Zatherwoc 
 
 ustrial and Lat 
 
 )d Library 
 
 )or Relations 
 
Cornell University 
 Library 
 
 The original of this book is in 
 the Cornell University Library. 
 
 There are no known copyright restrictions in 
 the United States on the use of the text. 
 
 http://www.archive.org/details/cu31924092418395 
 

 HANDBOOK FOR 
 
 WELFARE SUPERVISORS AND 
 
 APPRENTICE MASTERS 
 
TABLE OF CONTENTS. 
 
 PAGE. 
 
 Introduction . . . . . . . . 3 
 
 CHAPTER. 
 
 I. The Welfare Supervisor . . . . . . . . 5 
 
 Appendices : — 
 
 A. Suggested Scheme of Welfare Supervision . . 12 
 
 B. Suggestions to Supervisor commencing Duties 19' 
 
 C. Actual Reports by Welfare Supervisors . . 22 
 
 D. Some useful Books for Welfare Workers . . 31 
 
 II. Engagement . . . . . . . . . . . . 36 
 
 Appendices : — 
 
 A. The Work of an actual Juvenile Advisory- 
 
 Committee . . . . . . . . . . 45 
 
 B. Classification of Employees . . . . . . 48 
 
 III. Training . . . . . . . . . . . . . . 49 
 
 Appendices : — 
 
 A. Summary of Education Act, 1918 . . . . 58 
 
 B. Time Table of Works School 63 
 
 C. Curriculum for Training Apprentices in 
 
 Factory . . . . . . . . . . 64 
 
 D. Complete set of Forms-and Records used in one 
 
 Factory . . . . . . . . . . 66 
 
 E. Scheme of Apprenticeship and Indenture as 
 
 adopted by the London Building Trade . . 75 
 
 F. Typical Indenture . . . . . . . . 81 
 
 G. Experimental Scheme for dealing with Casual 
 
 Labour . . . . . . . . . . 83 
 
 H. The Engineering Training Organisation . . 86 
 
 IV. Welfare Supervision in relation to Health . . 91 
 
 Appendix : — 
 
 Information relating to Public Medical Aid . . 96 
 
 V. Records and the Relation of the Welfare Super- 
 visor TO Research . . . . . . . . . . 102 
 
 VI. Recreation Schemes 109 
 
 Appendices : — 
 
 A. Scout Troops .. .. .. .. ..Ill 
 
 B. Cadet Corps 1 14 
 
 C. Camp Craft 117 
 
 D. Miniature Rifle Ranges 124 
 
NOTE. — This handbook was originally prepared by the Welfare and 
 Health Section of the Ministry of Munitions. The work of this 
 Section has now been transferred to the Ministry of Labour. 
 
 In view of the large demand for the information contained 
 therein, the handbook is issued as originally prepared. 
 
 INTRODUCTION. 
 
 At the present time the number of welfare supervisors of 
 "boys, already engaged in factories, is large, and that number is 
 steadily increasing. As a result many enquiries are addressed 
 to the department by employers regarding the duties of such 
 ■officers, and by the officers themselves seeking advice in con- 
 nection with some part of their work. It has therefore been 
 thought that a useful purpose would be served by the issue 
 of a handbook containing a description of the objects and 
 methods of welfare supervision, together with certain facts and 
 information bearing on the subject. 
 
 This handbook makes no pretence to deal exhaustively 
 -with the question. It endeavours, on the one hand, to supply 
 such information as experience shows is required ; on the 
 ■other hand, to offer suggestions on the method of attacking 
 ■certain problems where solution can only be obtained by those 
 who are in daily contact with the difficulties involved. Least 
 ■of all does the handbook seek to stereotype the methods of 
 welfare supervision. The subjeQt is new, and much experi- 
 mental and pioneer work is required before any useful attempt 
 can be made towards the establishment of any highly organised 
 system. 
 
 The department enjoy certain advantages in the compilation 
 •of such a handbook. They have a staff of welfare officers 
 stationed in various parts of the country, who visit some 2,000 
 Controlled and National establishments, employing in all over 
 a quarter of a million boys. These officers have daily oppor- 
 tunities of discussing with employers the various difficulties 
 ■connected Avith the management of the boy workers and the 
 best means of dealing with them. Employers have readily 
 placed at the disposal of such officers their wide and varied 
 ■axperience. 
 
The department possess in addition a medical staff dealing 
 with all questions of health, and a research section engaged in 
 the scientific investigations of various industrial questions. 
 
 Such information and suggestions, therefore, as are con- 
 tained in this handbook are founded either on the practical 
 experience of employers, on medical knowledge, or on scientific 
 research. It is hoped from time to time to issue supplements 
 to the handbook dealing with special subjects on which infor- 
 mation appears desirable. 
 
 Firms or welfare supervisors, desiring a visit from an officer 
 or seeking information on any welfare matter or wishing to 
 suggest a subject for investigation, are invited to communicate 
 with the department. 
 
 It is not the object of the handbook to include the subjects 
 which have already been dealt with by the Ministry of Muni- 
 tions Health of Munition Workers Committee. In addition 
 to numerous published memoranda, this Committee have 
 issued a volume entitled " Health of the Munition Worker." 
 This book contains articles on the following subjects : — 
 
 1. Relation of Fatigue to Industry. 
 
 2. Hours of Labour. 
 
 3. Sunday Labour and Night Work. 
 
 4. Lost Time. Incentive to Work. 
 
 5. Healthy Factory Environment. 
 
 6. Washing Facilities and Baths. 
 
 7. Seats and Clothing. 
 
 8. Canteens. 
 
 9. Sickness and Accidents. 
 
 10. Protection of Eyesight. 
 
 11. Industrial Diseases. 
 
 12. Welfare Supervision. 
 
 13. Outside Factory Conditions. 
 
 14. Section 7 of Police, Factory, etc.. Act, 1916. 
 
 The volume, price Is. 6d., may be obtained through any 
 bookseller or directly from H.M. Stationery Office, Imperial 
 House, Kingsway, W.C. 2. It should be in the hands of all 
 welfare supervisors. 
 
CHAPTER I. 
 
 THE WELFARE SUPERVISOR. 
 
 The welfare supervisor is an of&cer in the service of the 
 factory and his duties are determined by the management. It 
 has been suggested by the Engineering Training Organisation 
 that the welfare supervisor shall, in engineering firms, be termed 
 an apprentice master, and it is hoped that in course of time 
 this name will generally be adopted. 
 
 In order to assist employers the department keep a panel 
 of persons whose quaUfications appear to fit them for the 
 position of welfare supervisor, and are prepared, if asked, 
 to submit names of candidates. The actual appointment, 
 however, rests with the firm. 
 
 In the widest outlook on his duties the welfare supervisor 
 should regard himself as concerned with the making of good 
 citizens. One of the quaUfications of a good citizen is that of 
 being a good workman in his own special occupation. The 
 former term, includes the latter but is not included in it. If 
 the first is rightly sought and secured, the other follows ; 
 but if the boy is thought of only as an industrial unit, it is 
 easy to fail to make the workman, and almost certain to fail 
 to make of him the citizen. 
 
 The workshop for the boy is the training ground of the 
 future citizen. It stands for the widest influence under which 
 he is brought, in part because the best of his strength is 
 expended within its walls, but mainly because entry therein 
 marks for him the first step towards manhood, to life and 
 livelihood. The boys come to the workshop fresh from school. 
 They have been long accustomed to the sympathetic discipline 
 of the school and to the friendly interest of the teachers. They 
 are of years when supervision is still essential, of an age when 
 boys in other circumstances are beginning in the Public 
 Schools the more serious part of their education. They are 
 citizens in the making, still capable of useful choice and change, 
 and as yet, unlike the man, free from the entanglements of the 
 past. Life for them lies in front and has possibilities. Of the 
 adult we talk gloomily about making the best of him, as of 
 something desperate and done with, of the boy we can yet 
 hope to make of him the best. But this result can only be 
 secured if the boy is treated as a boy and not as a man possessing 
 
full knowledge to direct his career. Something of the friendly- 
 guidance and personal influence of the school must follow the 
 boy into the workshop. How this guidance and influence can 
 be secured in the factory forms the central problem of the boy 
 in industry. The task is not an easy one, it demands the best 
 time and thought and experience of a man. 
 
 The workshop, as organised to-day, does not necessarily 
 make provision for the presence of such a man. Managers and 
 foremen may, and often do, possess the necessary qualifications, 
 but they have not the equally necessary time to give to the 
 duties involved. They are concerned on the one hand with 
 output, and on the other hand with the many difficult 
 problems connected with the control of adult labour. In 
 the economy of a large factory, whether judged by his numbers 
 or by his importance, the boy plays a very small part and can 
 accordingly claim for his needs a correspondingly small portion 
 of the attention of the management. All employers agree 
 that output and the training of the boy are intimately 
 associated. But a long stretch of years separates the boy of 
 14 from the man of 21, and the connection between the training 
 of the one and the efficiency of the other is remote, and, while 
 recognised in theory, tends to be forgotten in the hurry of 
 practice. Questions of contracts and factory organisation, of 
 output, or of labour troubles have claims which are instant and 
 urgent and must be dealt with at once ; questions of training 
 can be left to that to-morrow of leisure which never comes. 
 Hence it too frequently happens that the boy at the worst 
 receives no attention, or at the best gets only the leavings of a 
 busy man's time. 
 
 Excellent schemes of training are frequently drawn up ; 
 but the difficulties of a scheme lie not in its design but in its 
 execution. 
 
 Two causes in practice militate against success. On the 
 one hand there is, as a rule, no one individual responsible for 
 seeing the scheme carried out. The responsibility is divided 
 among manager and foremen, and is thus dissipated. 
 
 The scheme involves some trouble : it may be the periodic 
 shifting of the boy from one job to another, or the arrangement 
 of " time off " to attend classes ; and there is, in the ordinary 
 workshop, no one whose duty it is to see that these things are 
 done ; and in consequence they remain undone or only partially 
 done. The scheme fails not because its importance is unrealised 
 but because, amid the press of many duties, it goes forgotten. 
 On the other hand there is the common complaint that the 
 boys do not appreciate or avail themselves of the advantages 
 
offered by the scheme. But with boys, as experience shows, 
 it is not enough to offer opportunities, it is necessary also to 
 teach them to value and to use these opportunities ; the lesson 
 must be taught repeatedly. Once again the need of someone 
 to undertake this duty is apparent. 
 
 As a final reason for the need of such a person may be 
 advanced the argument that the supervision of the boy, during 
 the years of adolescence, is the work of an expert. We hve in 
 an age of experts ; we have experts in business organisgLtion, 
 in machine design, in the appUcation of science to industry. 
 The human boy, in process of development, is not a less 
 complex and delicate organism than a thing of brass and steel ; 
 in his management there is a call for expert experience. When 
 an employer requires an expert he takes a man with a liking 
 for the work involved and gives him time to think out and deal 
 with the problems involved. Time is of the essence of the 
 matter ; the work of the expert calls for, and must have, the 
 best of a man's thought and energies. 
 
 There is, then, in the modern factory a need for the welfare 
 supervisor or apprentice master, as an expert in dealing with 
 questions affecting the well-being of the boy. As with all 
 experts, a part of his work is new and fresh problems present 
 themselves for solution, while the remainder involves a transfer 
 to him of duties which were previously in part, and only in 
 part, carried out by others. This transfer has in practice 
 involved little difficulty. Foremen, as soon as they reaUse he 
 does not interfere with their special and technical duties, 
 welcome his coming. His work does not duphcate the work of 
 others, but supplements andr strengthens it. This can best be 
 understood by a brief survey of his duties and their object. 
 
 (1) Engagement. — The welfare supervisor has duties in 
 connection with the engagement of boys. Sometimes he is 
 entrusted with the whole of this work, sometimes he makes a 
 preUminary selection of candidates, while the actual appoint- 
 ment rests with the manager or foremen. But, in either case, 
 he has a task to perform which, as appears in the chapter on 
 the subject, involves much time and thought. 
 
 A proper selection, having due regard to suitability, is in 
 the interests both of the employer and of the boy. It is in the 
 interests of the employer, because a boy, if unsuitable, will 
 either leave and there will be the expense of training another 
 boy, or he will remain and his unsatisfactory work will be a 
 continual source of trouble. It is in the interests of the boy, 
 because if put to unsuitable work he will fail, and to a boy a 
 failure at the start has a disheartening effect and may jeopardise 
 
8 
 
 his whole future career. Incidentally, failure at the start tends 
 to create the habit of wandering aimlessly from one job to 
 another. 
 
 (2) Discipline. — Under discipline is included a number of 
 questions, such as complaints, leavings, and dismissals. The 
 welfare supervisor has a twofold duty in regard to the 
 maintenance of discipline. 
 
 Qn the one hand, his duty is of the preventive kind. He 
 wants to prevent bad behaviour, complaints, frequent leavings, 
 and dismissals. This is the more important side of the work, 
 and the degree of success attained is the final test of his work 
 as a whole. Good welfare supervision secures the result not by 
 the enforcement of rigid rules, but by removing the causes 
 that lead to breaches of discipline. 
 
 On the other hand, he is called on to deal with the individual 
 cases that arise. There are the complaints of the boys 
 themselves. These require patient hearing, and the boys should 
 be given opportunity to make them,. Many of the complaints 
 are due to some misunderstanding of the reason of the 
 regulations, others have substantial grounds and can be 
 remedied, while others again are trivial and must be 
 disregarded. But in all cases a patient hearing is needed. The 
 boy cares more for the opportunity to make a fair statement 
 of his case than he does for the actual removal of the grievance. 
 
 There are^ on the other hand, the complaints made by the 
 foremen. These do not concern the technical side of the work : 
 the foremen must be the judges as to whether a boy is capable 
 of doing his work. There are complaints of misconduct. 
 These can be dealt with best by a welfare supervisor who knows 
 the boy and has a personal interest in him. What the foreman 
 cannot do the welfare supervisor may be able to achieve. It 
 is a question of personal influence. The easy course of 
 dismissal should be avoided if possible, as it seldom provides 
 an adequate remedy. On the one hand, the troublesome boy 
 has often in him the makings of the best citizen. On the 
 other hand, dismissal merely entails passing on the troublesome 
 boy to a second employer, who, in return, passes on his 
 troublesome boys to the first. It is usually arranged that 
 before any boy is dismissed the welfare supervisor shall be 
 given the opportunity of going into his case. 
 
 (3) Training. — The question of the trsiining of the boys will 
 demand the best thought of the welfare supervisor. It is a 
 subject which in the past has received inadequate attention. 
 Employers have, indeed, given consideration to the training of 
 
apprentices, but it is rare to find that the boys, destined to 
 become semi-skilled or unskilled labourers, are regarded as 
 standing in need of any training. The matter has been treated 
 rather from the standpoint of the future skilled worker, and 
 not from the standpoint of the future citizen. 
 
 The training of the boy has two sides to it. There is first 
 the training in the workshop. The welfare supervisor will 
 discuss the question with the management, will assist in the 
 drawing up of schemes, and, when drawn up, will be responsible 
 for seeing they are carried out. Secondly, there is the training 
 in the continuation school. The Education Act has in this 
 respect altered the whole situation. Attendance at such 
 schools, in working hours, will, when the Act is in full operation, 
 be compulsory on all boys under the age of 18. Someone in 
 the factory must be in close touch with the Education 
 Authority to make the necessary arrangements for attendance, 
 and to discuss with them the type of instruction best suited 
 to the boys. The duties involved will fall largely on the 
 welfare supervisor. 
 
 (4) Health. — The general question of the health of the boys 
 is another matter which will call for the attention of the 
 welfare supervisor. More and more it is becoming realised that 
 one of the chief qualifications of the good citizen and the good 
 workman is the possession of good health. Medical inspection 
 and medical treatment of the children in the schools have 
 marked one of the steps towards this object. The Educatioft 
 Act, which provides for the medical inspection and medical 
 treatment of young persons in attendance at the compulsory 
 continuation classes, represents another step in this direction. 
 Whether the results of this last step are fully enjoyed depends 
 on the presence of someone inside the factory who will 
 co-operate with the school doctor. The latter may find in the 
 boy various defects which may be a result of his conditions of 
 employment, or which may call for special treatment. It is 
 only the welfare supervisor, having the boy in his charge, who 
 will be in a position to insure that the necessary remedy, where 
 offered, is accepted. 
 
 In addition to new work of this kind the welfare supervisor 
 will be called on to see that effective use is made by the boys of 
 the health opportunities offered by the factory in connection 
 with first aid, ambulances, washing apparatus. 
 
 Finally, the question of the food of the growing boy must 
 receive his attention. If there is a canteen or mess-room, the 
 boys must be encouraged to use it. If they bring food, means 
 
10 
 
 should be provided for heating the food, and some attention 
 should be paid to the kind of food the boys bring. 
 
 (5) Recreation. — Experience has proved the useful purpose 
 served by some firms of organised recreation associated with the 
 works. Factory clubs for cricket, football and other games, or 
 a factory institute, have for a long period been not uncommon ; 
 but it usually happens that, unless special provision is made 
 for the boys, they are left out and only the adults included. 
 The organisation of such recreation becomes one of the duties 
 of a welfare supervisor. Recreation among boys in the factory 
 serves many useful purposes. 
 
 It encourages an esprit de corps in the factory. Competition 
 between the different shops, or between one factory and another, 
 tends to develop a pride in the shop and factory. Incidentally, 
 it has been found to check the large amount of gambUng now 
 prevalent. There will always be sonae gambling among boys, 
 but abnormal and unhealthy gambUng is a sign of abnormal 
 and unhealthy dulness in the boys' lives. 
 
 It trains the boys in the art of management. With a little 
 assistance they will most efficiently organise their own clubs ; 
 and in view of the fact that the men will in the future, as 
 outlined in the Whitley Reports, play an active part in 
 workshop management, the experience is most valuable. 
 Service on a club committee is an excellent training for the 
 membership of a Works Council. 
 
 (6) Parents. — The welfare supervisor forms a link between 
 the workshop and the home. There is frequent complaint that 
 parents nowadays take little interest in their sons' employment. 
 For this the industrial organisation, and not the parents, is 
 to blame. As a rule parents are not seen when the boys are 
 engaged ; they know nothing of the conditions of employment 
 and the progress of their sons except from what their sons 
 may tell them ; the first intimation they receive of the 
 unsatisfactory conduct of their boy is the news of his dismissal ; 
 and if they would like to see someone connected with the 
 factory management, there is none to whom they can go. 
 The welfare supervisor is the channel of communication 
 between workshop and home. Experience has shown that 
 where parents are given the opportunity they display the 
 keenest interest in the progress of their sons. 
 
 (7) Records. — A welfare supervisor will keep record cards 
 of each boy. Among others, there should be records of his 
 health, of his progress in the workshop, of his attendance at 
 continuation school. In the absence of records the individual 
 
11 
 
 boy is lost in the mass of other boys and his special requirements 
 forgotten. At any moment the record cards should mark the 
 position reached by the boy in his industrial career and indicate 
 the steps necessary to bring this to a successful conclusion. 
 The subject is dealt with in more detail in later chapters. 
 
 The above indicates in brief outUne certain of the duties of 
 a welfare supervisor. It will be clear that the work of such an 
 officer is not a light one and does not overlap with the duties 
 of the technical factory staff. 
 
 In the Appendices to this chapter will be found : — 
 
 (A) A suggested scheme of welfare supervision. 
 
 (B) Suggestions to a welfare supervisor about to take 
 
 up his duties. 
 
 (C) Actual reports by welfare supervisors. 
 
 (D) Some useful books for welfare workers. 
 
 (234 Wt.34908/746.5 1/19 3625 D.St. 
 
12 
 
 APPENDIX A. 
 
 SCHEME OF WELFARE SUPERVISION FOR BOYS. 
 
 The suggestions contained in this memorandum are founded 
 on the experience of employers who have in actual operation the 
 whole or part of the scheme. Nothing is suggested that has not 
 been proved to be successful in its results. 
 
 The essence of the scheme lies in placing on some member of 
 the staff the responsibility for the general weU-being of the boys. 
 
 In large firms there is enough work to occupy the whole time 
 of an ofi&cer. 
 
 In smaller firms various alternatives have been adopted : — 
 
 (1) The services of an officer are shared by two or more 
 firms. 
 
 (2) An officer already on the staff is given special duties as 
 regards the boys. 
 
 (3) An officer is specially appointed, but has placed on him 
 other duties in addition to those connected with the 
 supervision of the boys. 
 
 The Department have formed a panel of persons whose experience 
 would seem to fit them for the position of such an officer, and are 
 prepared, if asked, to submit names. 
 
 DUTIES. 
 Among the duties performed by such an officer the following 
 are the more important of those usually placed upon him : — 
 
 Engagement. — (1) He will keep in touch with the Employment 
 Exchanges and the Special Advisory Committees frequently attached 
 to such Exchanges ; and will see school records (including reports 
 of school doctors) when such records are sent to the Exchange. 
 
 (2) He will interview boys and parents, explain to them the 
 nature of the work and the importance of good time-keeping, and 
 will take up references. 
 
 (3) He will arrange for suitable boys to be brought before the 
 heads of departments who will decide whether the boys shall be 
 engaged. In some cases the actual engagement is left to him. 
 
 (4) He will see that an Engagement Form is filled up ; and, 
 in the case of indentured apprentices, carry through the indenture. 
 
 (5) He wiU, especially during the first few weeks of employment, 
 keep in close touch with the boy, and assist him in the various 
 difficulties which confront a boy on first entering industry. He 
 will consult with the foreman as to the suitability of the boy for the 
 work on which he is engaged. 
 
 Progress and Discipline. — (1) He will receive reports from 
 foremen on the boys' progress ; will consider complaints, and, in 
 the event of threatened dismissal, will see the boy before a decision 
 is reached. (In no case have the Department discovered any evi- 
 dence to show that foremen resent this procedure.) 
 
13 
 
 (2) He will see the boys from time to time and afford them 
 opportunity of making complaints to him. 
 
 (3) He will send reports to parents on the boys' general pro- 
 gress, wages, and time-keeping ; and occasionally visit their homes . 
 
 (4) He will discuss with heads of departments schemes of 
 transfer, promotion and training. In the case of indentured 
 apprentices he will see that undertakings are carried out. 
 
 Continued Education. — (1) He will consider schemes for securing 
 attendance at Continuation Classes. 
 
 (2) He will offer inducements to secure regular attendance. 
 
 (3) He wUl discuss with the Education Authority : — 
 
 (a) The question of technical training in the cases of boys 
 
 who are learning a trade. 
 (6) The question of general education of other boys. 
 
 (4) He will obtain from the head of the school reports on the 
 boys' progress and attendance. 
 
 Health. — (1) He will endeavour to see the school doctor's report 
 on the boy. 
 
 (2) He will be present at the medical examination of the boy 
 at the factory, and note the doctor's recommendations. 
 
 (3) He will give special attention to ailing boys and cases of 
 sickness, and endeavour to ascertain the cause. 
 
 (4) Where lodgings are in demand, he will keep a list of suitable 
 lodgings. 
 
 (5) He will endeavour to secure that the boys obtain suitable 
 food ; and may be made responsible for the general supervision of 
 the canteen or messroom, and for the arrangements for heating 
 carried food. 
 
 (6) He will be responsible for seeing that boys obtain First Aid 
 in case of accident ; and may be entrusted with the duty of super- 
 vising the First Aid equipment. 
 
 (7) He will encourage boys to use overalls ; will see that the 
 washing and sanitary arrangements are adequate and in good 
 condition, and will supervise order and decency in their use. 
 
 Thrift. — He will be responsible for the initiation and carrying 
 out of "Thrift Schemes, as for example : — 
 
 (1) By the voluntary stoppage of a certain weekly sum from 
 wages. 
 
 (2) By weekly collection. 
 
 (3) By payment of good conduct bonus to the boys' credit ; 
 and will encourage the investment of such savings in War Loans. 
 
 Recreation. — (1) He will be responsible for organising outdoor 
 games ; and for the management of a recreation room, if such 
 exists. 
 
 (2) He wUl consider the questions of forming a Cadet Corps or 
 Scout Troop. 
 
 Records. — He wiU keep systematic records of each boy. The 
 Department have cards and forms for such records and for other 
 purposes connected with welfare supervision ; and will be prepared, 
 if asked, to submit specimens. 
 
14 
 
 MINISTRY OF MUNITIONS. 
 
 APPENDIX TO SCHEME OF WELFARE 
 SUPERVISION OF BOYS. 
 
 The following Forms have been found useful in practice. 
 (The " spacing " does not indicate that used in the actual cards.) 
 
 
 
 No 
 
 Engage- Name 
 
 ment Address 
 
 Education. 
 
 School 
 
 Standard 
 
 Reference 
 
 Previous 
 Employment. 
 Employer 
 
 Wages".'.'.'.'.'.'.'.'.'.'!!.' 
 Reasons for 
 Leaving 
 
 Date of 
 Application 
 
 Record 
 
 Started Work 
 
 Date of Birth ... 
 
 
 
 Department 
 
 Relatives in Wks. 
 
 Recommendedby 
 
 Wages 
 
 Technical 
 Classes 
 
 
 Date of 
 Leaving 
 
 
 
 
 
 Reference 
 
 Character 
 
 Remarks 
 
 
 
 
 
 
 Health 
 
 Home Report. 
 
 
 
 Date ^ 
 
 
 
 
 
 
 
 
 Physique 
 
 
 Manner 
 
 
 General 
 
 
 Impression 
 
 
 
 
 
 
 Remarks 
 
 
 
 
 
 ■ 
 
 .Supervisor. 
 
 (a) By 
 
 Foreman. 
 
 
 
 (6) By Boy. 
 
 Progress Date. 
 
 Dept. 
 
 Foreman 
 
 
 Date. 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 Complaints. 
 
 
 Result. 
 
 
 
 
 
 
 
 
 
 
15 
 
 NAME DEPARTMENT Check No. 
 
 Foreman's Report from Foreman 
 
 Report. Qualities as a worker : 
 
 Industry 
 
 Name of 
 Foreman 
 
 .Date 
 
 Suitability for Work 
 
 If unsuitable, sugges- 
 tions as to work for 
 which better suited 
 
 On Day or Piece 
 
 
 Wage earned last four 
 weeks 
 
 
 Standard Wage for 
 Boys of his age 
 
 Day Piece 
 
 General Remarks (in- 
 cluding any state- 
 ment as to his per- 
 sonal character) ... 
 
 Report from Boy. 
 Does he like his work ? 
 If not, why not ? 
 
 Does he fully under- 
 stand what is wanted 
 of him, and how the 
 work should be done ? 
 
 If his work or wages are 
 reported to be unsat- 
 isfactory can he ex- 
 plain why ? ... 
 
 Is his health good ? . . . | 
 
 General Remarks (in- 
 cluding statement of 
 the extent to which 
 he has entered into 
 Work's activities) ... 
 
Foreman's 
 Report. 
 
 1(3 
 
 John Smith & Co., Ltd., London. 
 
 Quarterly Report, ending 
 
 Name Check No. 
 
 Department ... 
 
 Number of Quarter and Half Hours late 
 before Breakfast ... 
 
 Number of Quarter and Half Hours late at 
 other times 
 
 Number of times off before Breakfast 
 
 Number of Days absent with leave 
 
 Number of Days absent without leave 
 
 Number of Days absent Sick 
 
 Total Hours should have worked ... 
 
 Total Hours worked 
 
 Total Hours lost ... ... ... ... 
 
 
 Foreman 
 
 General Conduct 
 Ability 
 
 Report No. 
 
 Maximum 10. 
 10. 
 
 Report to 
 Parent. 
 
 John Smith & Co., 
 
 Limited. 
 
 WE have received a report from the Munici- 
 pal Technical School of 
 
 and generally the report is 
 
 His Foreman also states that his time- 
 keeping is and his work 
 
 For John Smith & Co., Ltd., 
 
 Supervisor. 
 
17 
 
 Report to From John Smith, Limited, 
 
 Parent. London. 
 
 WE beg to inform you that your son 
 
 will, this week, receive 
 
 bonus, in addition to 
 
 his daywork time wages. 
 
 Yours faithfully, 
 
 JOHN SMITH, LIMITED. 
 
 Report to John Smith & Co., Ltd., London. 
 
 Parent. 
 
 Name Clock No Date . . . 
 
 YOUR attention is called to the hours lost by 
 your son during the month of 
 
 1st week hours. 
 
 2nd ,, ,, Wages Lost. 
 
 3rd , , 
 
 4th ,, ,, ...hours at £•■■■ 
 
 5th „ „ 
 
 Total Signed 
 
 Note from 
 Boy to 
 Cashier or 
 Pay Clerk. 
 
 John Smith & Co., Ltd., London. 
 
 Savings Bank. 
 To Mr. E. Jones. 
 
 Dear Sir, 
 
 Please pay to my account in the Savings 
 
 Bank of the Company, the sum of 
 
 weekly. 
 
 I am at liberty to alter or withdraw these 
 instructions without notice at any time, and 
 nothing is to be paid in on the Saturdays before 
 and after Christmas, Easter, Whitsuntide, and 
 August Bank Holidays. 
 
 Yours faithfully. 
 
 Signed 
 
 Address 
 
 Date 
 
 (234) 
 
18 
 
 Rules. 
 
 2.— 
 3.— 
 
 4.— 
 5 — 
 
 ..Works I 
 
 Savings 
 Fund. 
 
 Department 
 
 No 
 
 Name 
 
 Collector 
 
 Rules. 
 
 6. — Savings 
 
 Bank Card. 
 
 7.— 
 
 8,— 
 
 9.— 
 
 10. 
 
 .WORKS SAVINGS FUND. 
 
 Name No. 
 
 Forward 
 
 July 8 
 
 ., 15 
 
 „ 22 
 
 „ 29 
 
 Forward 
 
 Initial. 
 
 1917. 
 
 June 9 
 
 „ 16 
 
 „ 23 
 
 Cash Withdrawn. 
 
 1916-17. £ s.ld.' Signature. 
 
 Summary. 
 
 Total deposited 
 Total withdrawals 
 
 Interest. . 
 
 Total . . 
 
19 
 
 APPENDIX B. 
 
 THE WELFARE SUPERVISOR. 
 
 COMMENCEMENT OF DUTIES. 
 
 The welfare supervisor who, perhaps, has little or no experience 
 of the inside working of large industrial concerns may possibly 
 be apt to feel a little discouraged when he first takes up his duties. 
 
 He reports for duty and will, in all probability, be interviewed 
 by the head of the firm and introduced to the works manager and 
 heads of departments. After that he wiH probably be left to work 
 out his own salvation. 
 
 Now it is quite possible that neither the head of the firm nor 
 the welfare supervisor has any real idea of what the duties are 
 going to consist, and at his first interview the welfare supervisor 
 should press for certain broad lines upon which welfare work in 
 the firm is to be carried out. 
 
 An of6ce may have been provided for him, but then again it 
 may not, and as it is essential that the welfare supervisor shall 
 have some place where he can work, keep his records, and interview 
 the boys in private, this matter also should be definitely settled 
 at his first interview. 
 
 He should then arrange for a meeting of all the boys employed 
 in the works, posting a notice of the time, date, and venue in some 
 conspicuous part of the factory. It is most important that the 
 management should be present at this meeting, and the welfare 
 supervisor will be wise to persuade the head of the firm, or his 
 deputy, to act as chairman and introduce him. 
 
 At this meeting the chairman should explain the chief duties 
 of the welfare supervisor, and inform the boys that the welfare 
 department will now be a definite part of the working of the firm. 
 
 The welfare supervisor will be wise if he explains to the boys 
 that he is an employee of the firm, as themselves, as boys are apt 
 to have peculiar ideas as to what the welfare supervisor, really is. 
 In one firm they thought that he was a Government spy, and in 
 many others, until explained, the idea prevails that he is a kind of 
 policeman brought in by the management to keep discipline and 
 report their offences. 
 
 He should explain to the boys that he is there for the sole purpose 
 of looking after their interests-whelping them to arrange their 
 games and clubs — advise them and, in fact, to be their friend. 
 
 At the termination of the meeting he should collect the names 
 and addresses of all the boys in order that he may commence the 
 card index which he is recommended to keep, and specimen of 
 
20 
 
 which will be found in the Scheme of Welfare Supervision recom- 
 mended by the Ministry of Munitions. 
 
 It is very important for the welfare supervisor to ask the foremen 
 to meet him as soon after he commences his duties as possible. 
 He may possibly find some of them suspicious and perhaps a little 
 antagonistic at first, but he should explain fully his duties and 
 assure them that he has no intention whatever of overriding their 
 authority and, in fact, will always be glad of their advice ; that 
 he desires to be of assistance to them in keeping the boys up to 
 their work, keeping good time, and improving general conduct. 
 He should remember that the foremen are men of long experience 
 and their advice is most valuable. 
 
 The welfare supervisor will take an early opportunity of posting 
 a notice in the works as to the whereabouts of his office and the 
 time that he may be interviewed by the boys, which should be any 
 time except during working hours. The boys are only too ready 
 to drop work to go to see the welfare supervisor, and the foremen 
 do not like it. The dinner hour is the best time to see the boys, 
 and the welfare supervisor should make a, point of always being 
 in his office at this hour. 
 
 He will gradually take over and organise the boys' clubs and 
 sports ; he may start a Cadet Company or a Troop of Boy Scouts. 
 He will find out the boys who are attending evening continuation 
 classes, both technical and general, and persuade those who are 
 not attending regularly to do so. He may have to approach the 
 Local Education Authority with regard to the arrangement of 
 such classes if there are none in existence. 
 
 In conclusion, the welfare supervisor must study each boy 
 individually. He must endeavour to discover the career each 
 boy intends to take up, talk it over with the boy, and see that he 
 is getting the right training to fit him for such a career; keep 
 an eye especially upon the boys doing unskilled work and, if it is 
 at all possible, get them transfers to work more technical ; urge 
 the boys to rise above the rank and file — to specialise. 
 
 Firms differ, and it entirely depends upon the facilities he has 
 as to what institutions he will be able to organise, but provided he 
 works hard and uses consumniate tact there is no reason at all why 
 the welfare supervisor and his department should not prove 
 eminently successful and useful. 
 
 DON'TS FOR WELFARE SUPERVISORS. 
 
 (1) DON'T deal with a boy without reference to his foreman. 
 
 Always hear the other man's side of the question.- 
 
 (2) DON'T approach a foreman to take a boy under him as a 
 
 right. Ask the foreman's advice with regard to him 
 
 (3) DON'T forget that in dealing with a foreman you are probably 
 
 dealing with a man of perhaps 20 years' experience. 
 
 (4) DON'T forget that your position has to be justified. 
 
21 
 
 (5) DON'T forget to weigh most carefully any requests involving 
 
 the firm in expenditure. 
 
 (6) DON'T run to. the management over every little detail. 
 
 They are busy men and you are paid to do your job 
 yourself. 
 
 (7) DON'T lay impossible schemes before the heads. Always 
 
 have well-thought-out and businesslike schemes to 
 put before them. 
 
 (8) DON'T forget you are dealing with business men and not 
 
 necessarily philanthropists. 
 
 (9) DON'T approach the cashier for a " sub " before pay day. 
 
 Firms do not like it. 
 
 (10) DON'T make excuses when things go wrong. Right them. 
 
 (11) DON'T be irregular in your own timekeeping. You will 
 
 probably be responsible for the timekeeping of others, 
 - and your own capacity for work will undoubtedly 
 be watched. 
 
 (12) DON'T have favourites. 
 
 (13) DON'T mollycoddle boys. This is what the foremen are 
 
 most afraid of. You are there to make men of 
 them. 
 
 (14) DON'T do too much home visiting. Encourage parents 
 
 to come and see you at your office. 
 
 (15) DON'T forget your motto should be : — " Tact — Tact and 
 
 always Tact." 
 
22 
 
 APPENDIX C. 
 
 ACTUAL REPORTS OF WELFARE SUPERVISORS. 
 
 -AT A SHIPBUILDING YARD. 
 
 REPORT ON WORK. 
 
 The welfare work has taken a very strong hold, and since my 
 appointment a great deal of work has been done in shaping a 
 programme of educational work and healthful recreation for the 
 apprentices. 
 
 My work commenced on October 8th, 1917, and some time was 
 necessarily taken up in organising the welfare work, obtaining and 
 furnishing the necessary offices and becoming acqua.inted with the 
 lads, as well as the older employees of the firm. An important 
 proportion of the work is done through enlisting the sympathies of 
 those who have a moral as well as disciplinary influence with the 
 boys. 
 
 The daily routine of welfare work includes interviewing a number 
 of apprentices and ,boy labourers in respect of such matters as bad 
 time-keeping, slackness in work, seeking shifts in the works, lodgings, 
 home conditions, etc. With regard to lodgings of boys coming from 
 away, I keep in touch with the local Billeting Officer. The boys 
 themselves often seek advice in these matters, and I hear complaints, 
 some genuine and some frivolous, all of which have careful attention. 
 
 Each boy joining the works is interviewed, with the object of 
 ascertaining his capabilities, and how the welfare movement can be 
 best exerted to help him in his apprentice life. 
 
 On attaining the age of 16 each lad is spoken to on the subject 
 of joining a Benefit Society, so that he may secure the fuU benefit 
 of the National Insurance Act. 
 
 Among other duties performed, I have succeeded to a great 
 extent in checking the habit of gambling, which was unfortunately 
 becoming prevalent amongst the boys. 
 
 The Apprentices' Parliament (rules of which are appended) has 
 taken on well. It was started on December 19th, with the Prirfie 
 Minister, Secretary, and Leaders from East and West sides of the 
 works. W^ith the assistance of the Parliament I brought out a 
 scheme to have every boy shifted at stated dates, but owing to the 
 great rush of war work it has been found impracticable to put it 
 into operation yet. 
 
 The technical classes have been extremely popular. I appointed 
 
23 
 
 twelve apprentice secretaries in the various shops to canvass the 
 boys to attend these classes. I also formed a new class of sixty- 
 apprentices and boy labourers from the shipyard, called " Metal 
 Working," on the lines of a handicraft class. This was a great 
 success. I also formed an advanced class for applied mechanics 
 for the senior apprentices. This class was so popular with the boys 
 that the teacher was asked to carry on through the summer. The 
 number of apprentices attending the technical classes is 236. 
 
 In November I got many of the apprentices interested in a 
 first-aid class, which is held weekly, and attended by members of 
 both sexes. 
 
 In regard to the physical side of the welfare work, a. great step 
 has been taken by the formation of a sports club, which is being 
 run mainly in the interests of the apprentices, but which also caters 
 for the older members. The idea of a sports club in connection 
 with the works is no new thing, and it was felt that it would be a 
 good opportunity to commence a club embracing all the workers in 
 the firm, so that the boys might mix with them, and learn from their 
 past experience in sport. 
 
 The first competition, before we had any ground or buildings, 
 was a tug-of-war for a handsome shield, for which we got together 
 18 teams representing the various shops. 
 
 About the same time I started a boxing class for apprentices and 
 boy labourers, with two efficient instructors from the works. 
 
 The Directors having generously placed a large ground at our 
 disposal, we held a general meeting on December 11th, and formed 
 a sports club, which now has 1,750 members enrolled. The execu- 
 tive committee, with the exception of two members nominated by 
 the Directors, was elected by ballot throughout the works, and on 
 February 12th, 1918, a general meeting of members of the club was 
 held at which the sectional committee for various sports were elected. 
 
 While arrangements for the summer were in progress, we held a 
 cross-country race for the apprentices on March 9th and a shot- 
 putting competition on March 3rd. Before the winter season had 
 quite closed we held a whist drive and dance, and this was very 
 well attended. 
 
 Football has been well catered for during the winter by a team 
 from the works, and it was decided not to interfere with them for 
 the season, but we held six-a-side tournaments for apprentices and 
 adults on May" 4th and May 11th respectively. 
 
 Cricket pitches having been prepared during the spring, we 
 started with every prospect of success. A departmental works 
 league was formed, in which 1 2 teams are engaged, and competition 
 is very keen and interesting. The premier team, drawn from all 
 departments of the works, has been very successful, having won 
 all the matches engaged in at the time this report is being written. 
 We are reserving four teams for the boys only. 
 
 Excellent tennis courts have been laid down, and these are much 
 used. For the benefit of members living on the other side of the 
 river, a ground for cricket and tennis has been secured. 
 
24 
 
 In addition to the boxing classes, we organised a big boxing 
 contest at the Alexandra Hall on April 27th, at which the principal 
 item was a competition amongst the apprentices at East versus 
 West, for the handsome Chaljenge Cup presented by the- Managing 
 Director. An open-air boxing tournament was also held. 
 
 A very flourishing rowing club has been started, with a boat 
 house and an ample fleet of boats, special attention being given to 
 the instruction of the boys in the healthful art of rowing. A sailing 
 section has also been started, for the benefit of many members who 
 own small boats, and races take place every week-end. 
 
 A cycling club has also been formed and many enjoyable runs 
 have taken place. 
 
 The horticultural section has found special favour with the older 
 members, and a vegetable and flower show takes place in conj unction 
 with the annual sports on August 24th. 
 
 We have also formed a. works band, with a military combination 
 of 34 instruments. An ex-army bandmaster is in charge, and the 
 first performance given on July 20th was an extremely creditable one. 
 
 A very fine rifle range has been constructed, and was recently 
 opened in the presence of a large number of shooting members. 
 
 Other sections which are in course of formation are for swimming, 
 gymnastics and hockey. A Swedish drill class is also being got 
 together. 
 
 The Directors have found most of the equipment for these 
 sections, and in addition have had made two boxing rings, tennis 
 courts, cricket pavilion, nine cricket pitches, a, running track 130 
 yards level, long and high jumps with run-up, to take off and soft 
 pits. 
 
 BOYS' PARLIAMENT. 
 OPENING ADDRESS BY WELFARE SUPERVISOR. 
 
 Gentlemen, — 
 
 At this, the first meeting in the history of our Parliament, I 
 will outline the reasons for its formation and the aims to which it 
 shaU attain ; after that, I will ask the Secretary to read the proposed 
 rules and agenda of the Parliament, and if they meet with your 
 approval, we will then proceed to elect from your number a Prime 
 Minister, and a Leader from West and from Easf, as Cabinet 
 Ministers. 
 
 When I started my work here, I made it my duty first of all to 
 obtain the complete confidence of the boys. This, in part, I believe 
 I have achieved, and on this account I have gathered much informa- 
 tion dealing with the welfare or otherwise of the apprentices, and 
 realise something of the immensity of my task. 
 
 I find some boys think ' themselves wronged, whereas in reality 
 it is themselves who are at fault, whilst others have real grievances 
 against their foremen or the firm, which are not redressed because 
 individually the boy does not carry with him sufficient " weight." 
 
25 
 
 Hearing that these Parliaments are successful in other works, I 
 decided to try one here, and it is in the hope of harmonising things 
 in general throughout the works for the apprentices that I have 
 asked them to send their representatives to the meetings. 
 
 At these meetings all matters dealing with the welfare of the 
 apprentices will be discussed, and I feel that, there being a body of 
 boys working each under similar conditions to hear each case, we 
 shall be better able to decide upon just modes of action. 
 
 Apart from being of universal good in this respect, members of 
 Parhament will, by constant speaking, gain in self-confidence and 
 will become so accustomed to public spealcing that they will speak 
 with ease and power, and it is my hope, that should occasion arise 
 for them to speak before a much greater audience, they will carry 
 the hearts of the people with them, simply by their personality and 
 grace of speech. 
 
 RULES OF PARLIAMENT— JANUARY 9th, 1918. 
 
 (1) The Parliament shall be called " The Apprentices' Parlia- 
 ment," and membership shall be open only to apprentices, improvers 
 and boy labourers, who are over 16 years of age, and who are in the 
 employment of the firm. 
 
 (2) A member shall resign office at the end of the session in 
 which he finishes his apprenticeship. 
 
 (3) The object of the Parliament shall be to discuss matters in 
 the general interest and welfare of the lads, and to give them an 
 opportunity of increasing their self-confidence and self-respect. 
 
 (4) The Parliament shall include representatives, to be chosen 
 by individual vote from each shop, in accordance with. Rule (1). 
 There shall be one representative for a shop of under 25 lads ; two 
 representatives for a shop of 25 lads but under 75 ; three representa- 
 tives for a shop of 75 lads and over. 
 
 (5) The Parhamentary Body shall consist of : — 
 
 {a) The House — being the shop representatives ; and 
 
 (6) The Cabinet, or executive committee — to be chosen from 
 the House. 
 
 (6) The management of the Parliament shall be placed in the 
 hands of the Cabinet, which shall consist of seven Cabinet Ministers, 
 these being the Chairman (the apprentices' supervisor), the Prime 
 Minister, two Leaders, two other members' to be chosen by vote from 
 the House, at the first general meeting in each session, and the Secre- 
 tary. 
 
 (7) Members of the Cabinet shall not be elected unless at least 
 two-thirds of the number of the Parliament be present at the meet- 
 ing. 
 
 (8) There shall be three sessions in each year ; at the end of 
 each session, all members of Parliament shall resign office and there 
 shall be a re-election of shop representatives and Cabinet Ministers. 
 Former members of the House and Cabinet are eligible for re-election. 
 
26 
 
 (9) Members of the Parliament wishing to resign office should 
 send, in writing, a notice of their resignation to the Secretary at 
 least fifteen days previous to their intended resignation. 
 
 (10) When a member of the Cabinet wishes to resign office he 
 should send, in writing, a notice of his resignation to the Secretary 
 at least fifteen days previous to his intended resignation, and another 
 member of the House shall be elected by vote at the next meeting 
 of the House to succeed him. 
 
 (11) A meeting shall be held at any time subject to the discretion 
 of the Cabinet ; and a notice of any meeting shall be sent to each 
 member at least three days before the date of the meeting. 
 
 (12) A Cabinet meeting shall be held when necessary as decided 
 by the Chairman and Prime Minister, and notice shall be sent to 
 each member of the Cabinet in writing at least two days before the 
 date of the meeting. 
 
 (13) At ordinary meetings of the House, prior to the introduction 
 of the public business motion, 30 minutes may be devoted by the 
 Cabinet to private Cabinet business. The period of private business 
 may be extended at the discretion of the Chairman. 
 
 (14) No question dealing with trade unionism shall be discussed- 
 Members of such unions with remarks or complaints dealing with 
 trade unionism are requested to refer to their unions, where the matter 
 will be addressed in the usual manner. 
 
 (15) Votes shall be taken by secret ballot and be counted by the 
 Chairman. 
 
 (16) No member shall have more than one or a second vote on 
 any motion. 
 
 (17) A quorum of the House shall consist of at least one-half of 
 the number of members. 
 
 (18) No motion shall be passed in the Cabinet unless at least 
 four of the Ministers, including either the " Chairman " or Prime 
 Minister, be present at the meeting. 
 
 (19) The Chairman shall be the sole interpreter of the rules and 
 shall decide all cases of order. 
 
 (20) The Chairman shall have the power to ask any member to- 
 leave the House. 
 
 (21.) These rules shall not be added to, amended or rescinded 
 unless agreed by the Cabinet and passed at a General House meeting 
 at which not less than two-thirds of the members are present. 
 
 LETTER FROM PARLIAMENT TO MANAGING DIRECTORS 
 
 Sirs, — 
 
 The first question brought before the notice of the Appren- 
 tices' Parliament was the matter of shifting fitter apprentices from, 
 shop to shop touching their trade. 
 
 The whole business has been very fully discussed, resulting in 
 the enclosed scheme, for which we would ask your careful considera- 
 tion. 
 
 We realise that this scheme has its disadvantages, but at the 
 
27 
 
 same time we feel it lias many advantages over the present system. 
 Doubtless the Management, already working on the subject, will be 
 able to make improvements. 
 
 It has been desired to consider the firm in every way, and it is 
 hoped that the principles embodied will meet with your highest 
 approval. 
 
 Should there be any part requiring further explanation we shalF 
 feel honoured by your enquiries. 
 
 We are. Sirs, 
 
 Yours faithfully. 
 
 SHIFTING SCHEME FOR FITTER APPRENTICES. 
 
 The chief points embodied in this scheme are : — 
 Boys of all ages in every shop, excepting the Pool, where younger^ 
 boys can capably do the work. 
 
 No sudden influx of new boys to any shop, nor is the shop at any 
 time left destitute of old boys as result of shift. 
 
 By the shift no boys become " stale " at one job, but his interest 
 is constantly aroused by fresh work, leading to better and quicker' 
 output. At the same time each boy spends sufficiently long in each 
 shop as to repay for his experience. 
 
 Every boy is given the best chances according to his aims and 
 ability. To place all boys on e.Kactly the same level, throughout 
 the apprenticeship, is unnecessary and unfair. 
 
 Merit counts ; and the " slacker " is forced to realise this point 
 or sacrifice his privileges. 
 
 Here follows the scheme worked out in elaborate detail. This,, 
 being purely technical, is not included here. 
 
 It is hoped that when pressure of work becomes less, the main 
 principles of the scheme will be adopted. 
 
 II.— AT ENGINEERING WORKS. 
 
 REPORT. 
 
 On February 25th, 1918, I commenced that eternal probleih the- 
 " Boy," and found that there were 270 scattered about the works. 
 
 Having been introduced to the managers, foremen, etc., I visited 
 the shops and saw the boys at their work and realised that it was 
 impossible to do anything until I had got these unstable, wilful,, 
 elusive, but generous lot of kids together, so I sent a notice to the 
 managers asking them to display it where the boys of their depart- 
 ments 'could readily see it. This was done, and some 200 youths 
 turned up at the canteen at 5 o'clock on Monday, March 14th. I 
 explained what I had come to the firm for and v.e soon got to- 
 business, everybody keen and enthusiastic ; some anxious for a. 
 
28 
 
 .gymnasium, a social club, cadets, boy scouts, brass band, etc. 
 Finally I got each department to elect one boy to represent them. 
 This was done, and in due course a meeting was held ; the early 
 part of the evening was devoted to business and the latter part to 
 refreshments and games of billiards, bagatelle, etc. The outcome 
 of this was that we should do our utmost to start a gymnasium and 
 social club in the canteen until a more suitable place be found for us. 
 
 Saturday, April 6th, was the appointed day for our " kick off." 
 This took place in the form of a whist drive and social evening, and 
 some 180 odd youths turned up and a most enjoyable and successful 
 -evening was spent, each boy paying 6d. for his refreshments. Social 
 evenings were then arranged for Mondays and Wednesdays. 
 
 On May 6th some 90 youths ventured out to the Recreation 
 Grounds for Swedish Drill, etc., and at 7.15 p.m. the man with his 
 camera was there and the youths looked very clean and smart — in 
 fact, it was diflScult to recognise some of them whom I ihad a few 
 hours previously been, speaking to in the foundry, mill, or fitters' 
 shops. Then came the Football Team, the pick of 200, and feehng 
 quite capable of giving Aston Villa a good game and beating them, 
 but soon found they could be beaten by another boys' welfare team, 
 13 goals to 1. 
 
 It was then getting too hot for football and we were glad to 
 transfer our energies to cricket, and our first match was at the 
 works, and we won by a few runs. 
 
 We have started a small library, books having been given by 
 one or two foremen, and the rest have been brought by the boys. 
 
 These are a few of the ways I have adopted to meet the boy and 
 get to know him internally, to do as an engineer skilled in his trade 
 does — treat each machine as a separate individual thing, in order to 
 eiisure smooth running. 
 
 MY WORK INSIDE THE FACTORY. 
 
 Shop A : Mills. — Here welfare work had been going on for 
 nearly fifteen months before my arrival and I found people com- 
 paratively easy to get on with, and in the Bar Shop I found boys of 
 very little character and of a shifty nature — the land of youth who 
 was always on the look-out for another job for an extra Is. weekly. 
 After having had several talks with the foremen in charge, we 
 decided to be extremely careful in the choice of boys in future in 
 this department, so I got two youths as a sample and then the 
 Company was for more like them. In all I have got about 30 youths 
 and 7 men for this department. 
 
 Shop B . Odd Shop. — Here things are rather different, but the 
 people always welcome any suggestions I make and are wiUing to 
 fall into line, and having 7 very troublesome boys, 14 to 16 years, 
 I found the foi-emen were anxious to dispose of them, but I asked 
 them to give them a fair trial. This was done, but with no improve- 
 ment, and 3 had to be disposed of and replaced by some more which 
 I supplied, and things are going quite smoothly. 
 
29 
 
 Shop C : — Bolt Mill. — Here I found boys extremely happy. The- 
 manager knew about his boys and was anxious to do all he could to 
 make them keen and interested in their work. I supplied him with 
 news and gave him every satisfaction. 
 
 Shop D : — Cold Forging Shop. — Here there has been difficulty in 
 getting a decent sort of boy to stick to the job, partly because it is 
 dirty. So I set out to find some boys, and having got several I 
 suggested that instead of being given a bag weekly they should be- 
 supplied with an overall every six months. This has been done, 
 and the new boys appear to be settling down and do not mind the- 
 thick grease. 
 
 Shop E : — Hot Forging Shop. — Here I have done very little, 
 there being only three boys. The foreman rang me up one morning 
 asking me to give him a call as soon as possible. I went straight 
 away and listened to a story how he was troubled with one of his- 
 boys losing two or three afternoons a week. I found his pals worked 
 nights, and he joined them in a neighbouring park to play pitch 
 and toss and banker. I had a long talk with him, and since then 
 his time sheet is exceedingly good for the last seven weeks. 
 
 Shop F : — Fitting Shop. — Here my assistance has been sought 
 many times. On one occasion the foreman called on me asking me 
 to accompany him to his shop. He then placed before me quite a 
 collection of tools, which he said he had taken from four youths, 
 made from the Company's steel and in the Company's time. I 
 interviewed the youths, and they agreed it was not pla3dng the game, 
 although it was what happened in every fitting shop. I asked them 
 if they would take the opportunity to apologise to their foreman and 
 see that it did not occur again. The result is that the foreman is 
 highly pleased with what they did and has not been troubled since. 
 
 Shop C ." — Die Shop. — Here this foreman takes boys from my 
 list and only boys straight from school. I have supplied him with 
 four boys, and after a long discussion arranged a transfer from the 
 time office, which has proved quite satisfactory. 
 
 Shop H : — Mill. — Here it is rather difficult to do anything ; 
 it all has to be done outside the w-orks. 
 
 Shop I : — Electrical Department. — Here is another department 
 pleased with " welfare," and I have been sent for many times to 
 settle trouble with the boys and the men they are working for, 
 and the foreman would have me settle it, being an outside person. 
 He says it is very nice to have someone to whom you can send such 
 troubles and feel that they will be dealt with properly. 
 
 Shop K : — Fitting Shop. — Here it is very difficult to do anything 
 as the foreman is opposed to " \^'elfare." The boys complain that 
 the foreman does not deal fairly with them, and the foreman says 
 that the boys are a " rotten " lot of kids, not interested in their 
 work, waste a lot of time at the lavatories, etc. When I asked him 
 if he could account for so many boys leaving him, he replied, " £ s. d. 
 If I could pay the same wages as the other fitting shop I could keep 
 
30 
 
 all my kids." I investigated this statement, and found that his boys 
 were paid the higher rate by Is. 6d. per week on the average. 
 
 The leakage in the loss of boys is far too great in a skilled depart- 
 ment. Out of 60 boys engaged in : — 
 
 Out of 14 in 1915 . . 54 per cent, leave during the year. 
 „ 14 „ 1916 ..45 
 „ 21 „ 1917 .. 33J ,. 
 
 Out of 100 boys engaged during 1915-18 80 per cent, leave his 
 •employ, and I feel this can only be stopped by the boys being given 
 a fair chance of appeal, as he is a most highly strung, nervous man, 
 therefore very hasty. 
 
 The Office Boys. — I have had to fill eight vacancies, and in seven 
 "instances the boys have been spoken of as highly satisfactory by 
 those whom they worked for. 
 
 Talking to the engineer one day on the subject of skilled labour, 
 I suggested an apprenticeship scheme ; and he had also been thinking 
 this over, and had already got one youth coming for the purpose 
 •of being apprenticed to the engineering and was tQ go through the 
 works and finish up in the Drawing Office. I therefore got the 
 apprenticeship scheme to include the electricians and tool-room 
 mechanics, etc., who would go to the technical school two afternoons 
 a week for a three years' course of training with this in view. I 
 "iave been successful in getting ten youths who are willing to be 
 apprenticed, who are already engaged -with us, and I have got four 
 more coming after the August holidays from the neighbouring 
 grammar schools, etc. 
 
 MUNICIPAL TECHNICAL SCHOOL. 
 Part time Continuation (Day) Classes for Apprentices. 
 
 First Year. SCHEME A. Hours per week. 
 
 English composition . . . . . . . . IJ 
 
 Workshop calculations . . . . . . 1^ 
 
 General experimental science . . . . IJ 
 
 Hand sketching of machine details and geo- 
 metrical dra'wing . . . . . . . . IJ 
 
 Second Year. 
 
 English literature . . . . . . . . IJ 
 
 General mathematics with more applied bias IJ 
 
 Mechanics and heat with applied bias . . ij 
 
 Machine drawing . . . . . . . . \\ 
 
 Outline study of industrial history and geo- 
 graphy J 
 
 Third Year. 
 
 English civics . . . . . . . . . . IJ 
 
 Practical mathematics . . . . . . ij 
 
 Simple mechanics of machinery . . . . l| 
 
 Engineering drawing and draughtsmanship. . ij 
 
 Economics as applied to business . . . . | 
 
31 
 
 APPENDIX D. 
 
 SOME USEFUL BOOKS FOR WELFARE WORKERS. 
 
 The following is a selection of books and of&cial reports dealing 
 mainly with boy workers. It is in no sense a complete list, but is 
 fairly representative of some of the best work that has been done 
 to familiarise the general public with the problem of the boy worker, 
 and to emphasise the lines on which he can be helped. 
 * '''•In commending the books to welfare workers the department 
 desire to acknowledge its indebtedness to the Birmingham Education 
 Committee, from whose excellent bibliography on the subject the 
 list has been mainly compiled. 
 
 Section I. — General. 
 
 No. 
 
 Book. 
 
 Author or Source. 
 
 (1) 
 
 Adolescence (two vols.) 
 
 Prof. Stanley Hall 
 
 (2) 
 
 The Adolescent 
 
 Slaughter 
 
 (3) 
 
 The Boys' Club 
 
 Newpian 
 
 (4) 
 
 The Boy and his Gang — 
 Boston, New York, Chicago 
 
 J. Adams Puffer 
 
 (5) 
 
 British Boys, their Training 
 and Prospects 
 
 King and Harman 
 
 (6) 
 
 Child Life and Labour 
 
 Margaret Alden 
 
 (7) 
 
 The Children of the Nation . . 
 
 Sir John Gorst 
 
 (8) 
 
 The Family 
 
 Mrs. Bosanquet 
 
 (9) 
 
 The Growing Generation 
 
 Barclay Barron 
 
 (10) 
 
 Handbook for Workers among 
 
 Birmingham Council of 
 
 
 Boys in Birmingham 
 
 Workers amongst Boys 
 
 (11) 
 
 Your Boy — his Nature and 
 Nurture 
 
 Dickenson, M.B. 
 
 (12) 
 
 How to deal with Lads 
 
 Canon P. Green 
 
 (13) 
 
 Organised Games 
 
 Elston 
 
 (14) 
 
 Organised Games 
 
 R. S. Wood 
 
 (15) 
 
 Problems of Boy Life . . 
 
 Ed., J. H. Whitehouse, M.P. 
 
 (16) 
 
 The Spirit of Youth in the City 
 Streets 
 
 Jane Adams 
 
 (17) 
 
 Studies of Boy Life in our 
 Cities 
 
 Ed., Urwick 
 
 (18) 
 
 The Town Child 
 
 R. A. Bray 
 
 (19) 
 
 The Training of a Working 
 
 Boy 
 The Youth 
 
 H. S. Pelham 
 
 (20) 
 
 Prof. Stanley Hall 
 
 Section 11. — The Employment 
 
 OF School Children. 
 
 (21) Child Labour in the United 
 
 Kingdom 
 
 (22) Street Trading by Birmingham 
 
 Children, Diocesan Report 
 
 British Association for 
 Labour Legislation. Ed., 
 F. Keeling 
 
 Ed., H. S. Pelham 
 
32 
 
 No. 
 (23) 
 
 (24) 
 
 (25) 
 
 Official. 
 Book. 
 
 Special Reports, Vol. VIII. 
 Education, Earnings and 
 Social Condition of Boys 
 engaged in Street Trading 
 in Manchester 
 
 Bye-Laws made by various 
 Authorities under Employ- 
 ment of Children Act, 1903 
 
 Report on Employment of 
 School Children in Birming- 
 ham (excluding Street Trad- 
 ing) 
 
 Author or Source. 
 Board of Education. 
 
 (Campagnac and Russell) 
 
 Birmingham 
 Committee 
 
 Education 
 
 Section III. — The Problem of Industry, with Special 
 Reference TO the Employment of Boys from 14 to 17. 
 
 (26' 
 (27; 
 
 (28' 
 (29 
 (30 
 
 (31 
 
 (32' 
 (33; 
 
 (34; 
 
 (35' 
 (36' 
 (37' 
 
 (38' 
 (39' 
 (40; 
 
 (41 
 (42 
 (43; 
 
 (44' 
 (45; 
 
 (46; 
 
 (47 
 
 Apprenticeship Law . . 
 Apprenticeship Report 
 
 At the Works - 
 
 Boy and Girl Labour . . 
 
 The Boy and his 'Work (Chris- 
 tian Social Union Handbook) 
 
 Boy Labour and Apprentice- 
 ship 
 
 Boy Life and Labour . . 
 
 Boy Labour and Unemploy- 
 ment — Paper read before 
 Association of Midland Local 
 Authorities 
 
 The Brass Workers of Berlin 
 and Birmingham 
 
 Choosing a Boy's Career 
 
 Choosing a Vocation . . 
 
 Economic Review — Article on 
 Labour Exchanges and Boy 
 Labour (October, 1909) 
 
 Encyclopaedia of Industrialism 
 
 Engineering as a Profession . . 
 
 Experiments in Industrial Or- 
 ganisation 
 
 Factories and Workshops 
 
 Handbook of Employments . . 
 
 A History of Factory Legis- 
 lation 
 
 Industrial Efficiency . . 
 
 Industrial Democracy II, pp. 
 482-704, and passim 
 
 Juvenile Labour Exchanges 
 and After-Care 
 
 The Labour of Adolescents . . 
 
 E. A. Myer 
 
 Birmingham Chamber of 
 
 Commerce 
 Lady Bell 
 Adler and Tawney 
 Spencer J. Gibb 
 
 R. A. Bray 
 
 Arnold Freeman 
 Norman Chamberlain 
 
 R. H. Best, W. J. Davis, 
 
 and C. Perks 
 H. C. Deviue 
 F. Parsons 
 Norman Chamberlain 
 
 Preface by Dr. Shadwell 
 Flemming and Bailey 
 Edward Cadbury 
 
 Abraham and Davies 
 Mrs. Ogilvie Gordon 
 Hutchins and Spencer 
 
 A. Shadwell 
 Sidney Webb 
 
 A. Greenwood 
 
 R. H. Tawney 
 
33 
 
 Section III. — continued. 
 
 No. 
 
 Book. 
 
 Author or Source. 
 
 148) 
 
 The Labour Exchange in Re- 
 lation to Boy and Girl 
 Labour 
 
 Keeling 
 
 <49) 
 
 The Problem of Boy Work . . 
 
 S. J. Gibb 
 
 <50) 
 
 Seasonal Trades 
 
 Ed., Sidney Webb 
 A. Freeman 
 
 <51) 
 
 Wasted Lives . . 
 
 Official. 
 
 Frank John Leslie 
 
 and 
 
 (52) Birmingham Education Com- 
 ,mittee — Reports on Trades 
 prepared in conjunction with 
 the Board of Trade as 
 iollows : 
 
 Jleport on Jewellery Trade. . 
 Gun „ . . 
 
 „ Printing ,, 
 ,, Brush ,, 
 
 Glass 
 
 Electro Plate 
 Trade . . 
 ,, Brass Trade 
 ,, Some Possible 
 
 Trades for Physically Handi- 
 capped Children 
 i(53) Report on Van Boy Labour . . 
 «(S4) Departmental Committee on 
 Night Eijiployment of Young 
 Persons : Evidence 
 [(55) Departmental Committee on 
 Van and Warehouse Boys : 
 Report 
 (56) Joint Memorandum on Co- 
 operation between Labour 
 Exchanges and Local Educa- 
 tion Authorities 
 <57) Reports of Chief Inspector of 
 
 Factories 
 <58) The School and the Start in 
 Life (in England, Scotland 
 and Germany) 
 )(59) Royal Commission on the Poor 
 Law. 
 Majority Report: Pt. VI, 
 Chaps. 1 and 4, Pt. IX, Sec. 25 
 Minority Report : Pt. II, Chaps. 
 
 4 and 5. 
 Appendix: Vol. XVI, Report 
 on the Social and Industrial 
 Conditions in Certain Towns 
 Appendix : Vol. XX, Report 
 on Boy Labour 
 
 <234) 
 
 R. S. Smirke 
 
 L. A. Riley 
 Home Office 
 
 Home Office 
 
 Board of Trade and 
 Education 
 
 Home Office 
 
 (U.S.A. Bureau of Educa- 
 tion : Meyer Bloomfield) 
 
 Steel Maitland and Miss 
 Squire 
 
 Cyril Jackson 
 
34 
 
 Section IV. — Education. 
 
 No. Book. 
 
 (60) Education and Industrial Train- 
 
 ing of Boys and Girls 
 
 (61) Industrial Training in London 
 
 (62) Modern Views on Education . . 
 
 (63) Outlines of Education in Eng- 
 
 land 
 
 (64) Reports and Discussions on 
 
 Trade Schools 
 
 (65) Report on Eight Years of 
 
 Technical Education and 
 Continuation Schools (Lon- 
 don) 
 
 (66) The School (Home University 
 
 Library) 
 
 (67) Final Report of the Depart- 
 
 mental Committee on Juvenile 
 Employment in relation to 
 Education after the War 
 
 OFFICIAt. 
 
 (68) The Apprenticeship Question . . 
 
 Author or Source. 
 H. Dyer 
 
 N. B. Dearie 
 Mark Thiselton 
 Cyril Jackson 
 
 Association 
 
 Institutes 
 
 Sir R. Blair 
 
 of Technical 
 
 Professor J. J. Findlay 
 
 London County Council' 
 Education Committee 
 
 Section V. — Reformation (Poor Law and Police Courts). 
 
 (69) Children and the Law 
 
 (70) Citizens Made and Re-made . . 
 
 (71) Environment and Efficiency 
 
 (Birmingham Studies in 
 Social Economics) 
 
 (72) The Junior Republic . . 
 
 (73) Juvenile Offenders 
 
 (74) The Making of the Criminal . . 
 
 (75) Young Gaol-Birds 
 
 Official. 
 
 (76) The Children Act, 1908 
 
 Garnett 
 
 W. R. George and L_ 
 
 Beecher Stowe 
 Miss M. Thompson 
 
 George 
 
 W. D. Morrison 
 Russell and Rigby 
 C. E. B. Russell 
 
 Section VI. — Health. 
 
 (77) 
 
 (78) 
 (79) 
 (80) 
 
 (81) 
 
 The Care Committee, the D. Pepler 
 Child and the Parent 
 
 Children's Care Committees . . 
 
 Civics and Health 
 
 Final Report of the Health of 
 Munition Workers Com- 
 mittee (Industrial Health and 
 Efficiency) 
 
 Health of the Munition 
 Workers 
 
 Medical Supervision of Juvenile 
 Workers 
 
 Margaret Frere 
 W. H. Allen 
 
 A. Greenwood. 
 
35 
 
 Section VII. — Novels. 
 
 Author or Source. 
 D. T. F. Coke 
 G. S. Paternoster 
 Richard Middleton 
 Edmund Gosse 
 T. P. Cameron Wilson 
 S. Rook 
 Eden Phillpotts 
 George Haw 
 C. S. Evans 
 Kipling 
 Mark Twain 
 Thompson-Seton 
 Jean Webster 
 
 No. Booh. 
 
 (82) The Bending of a Twig 
 
 (83) Gutter Tragedies 
 
 (84) The Day Before Yesterday 
 
 (85) Father and Son 
 
 (86) The Friendly Enemy 
 
 (87) The Hooligan Nights. 
 
 (88) The Human Boy 
 
 (89) A Lad in London 
 
 (90) Nash and Some Others 
 
 (91) Stalky & Co. . . 
 
 (92) Tom Sawyer 
 
 (93) Two Little Savages 
 
 (94) Daddy Long Legs 
 
 (95) Dear Enemy . . 
 The following are of a general nature, dealing mainly with 
 
 industrial history and social reform, and economics : — 
 
 (96) Some Social and Political 
 
 Pioneers 
 English Social Reformers 
 Industrial History of England 
 The Industrial Resolution 
 Short History of Industry and 
 
 Commerce 
 Political Economy in England 
 Principles of Political Economy 
 Elementary Economies 
 Introductory Economic History 
 
 of England 
 The Evolution of Industry . . 
 The Co-operative Traveller 
 
 Abroad (for some account of 
 
 Welfare Experiments) 
 Life of Robert Owen . . 
 Landmarks in English In- 
 dustrial History 
 The Economics of Everyday 
 
 Life 
 
 (97) 
 
 (98) 
 
 (99) 
 
 (100) 
 
 (101) 
 (102) 
 (103) 
 (104) 
 
 (105) 
 (106) 
 
 (107) 
 (108) 
 
 (109) 
 
 Owen Balmforth 
 
 Dr. Gibbins 
 Dr. Gibbins 
 Beard. 
 L. L. Price 
 
 . L. L. Price 
 Gide 
 
 S. J. Chapman 
 Salmon 
 
 McGregor 
 
 E. O, Greening 
 
 Booth or Jones 
 Townsend Warner 
 
 Penson 
 
36 
 
 CHAPTER II. 
 
 ENGAGEMENT. 
 
 The problem of engagement covers in effect two different 
 problems. On the one hand there is the question of the types 
 of vacancy and their prospects which may exist in any particu- 
 lar factory. On the other hand there is the question of the 
 Taest method of selecting boys to fill these vacancies. Both 
 •questions require careful consideration, and their importance 
 has not in the past received sufficient attention. They 
 together constitute a problem that calls for solution. Certain 
 steps have been taken in this direction, but much more remains 
 to be done. This chapter has two objects — the one the state- 
 ment of the two problems, the other the discussion of certain 
 attempts which have been made to find a solution. 
 
 A. — The Types of Vacancy. 
 
 In factories three types of boys are found, though each type 
 is not necessarily represented in every iactory. 
 
 (1.) The Pupil Apprentices. — These are engaged at ages 
 varjdng from 16 to 18. They are usually taken fresh from 
 school, though in certain cases there is promotion from boys 
 in a lower grade. The pupil apprentices form the recruits in 
 training for the management staff, and are not destined to 
 become manual workers. 
 
 (2.) Learners and Apprentices. — The term apprentice is 
 applied here to the boy bound by indenture ; the term learner 
 to those who, though not indentured, are under some system of 
 training. Both are on the road to become skilled workmen. 
 These boys are recruited, at ages varying from 14 to 16, either 
 direct from school or from lads who have already been in 
 employment. 
 
 (3.) Unskilled, Labouring and Errand Boys. — ^These boys are 
 not undergoing any training that leads to a skilled trade. 
 Some are later promoted to class (2), others become as adults 
 unskilled or semi-skilled workmen who can be absorbed ; the 
 remainder will it some period be compelled to leave and seek 
 •other employment, because there is no room for them as 
 adults. 
 
 The method of recruiting these classes requires careful 
 
37 
 
 consideration. While it is certainly desirable that there 
 should be, within the factory, possibilities of promotion from 
 the lower grades, it is equally desirable that a considerable 
 proportion of the recruits for the higher grades should be 
 engaged direct from school. Unless this is done a firm will fail 
 to obtain a supply of the best boys. There is now a strong 
 tendency in the schools to induce boys and their parents to- 
 think seriously about their choice of employment, and to seek 
 vacancies where prospects of learning a trade are given, in 
 preference to openings which offer merely high wages. Unless, 
 therefore, an employer offers prospects he will not receive 
 appUcation from the more thoughtful boys and their parents. 
 Employers will also desire to encourage this tendency to think 
 seriously about employment, and they will best do this by 
 themselves offering good prospects to entrants. In the case of 
 class (1) it is the general habit to recruit largely from outside. 
 But in the case of class (2) it is not uncommon to engage boys 
 for class (3) and to take the chance of obtaining from this class, 
 sufficient boys to recruit class (2) . This practice is not in the 
 interests either of the boys or of the employers. 
 
 It is now the case, and will become increasingly common in 
 the future, that the best boys, on leaving school, tend to seek 
 the best prospects of training and advancement. It will 
 therefore become increasingly necessary for employers to give 
 careful attention to the grading of their juvenile stafi with 
 special reference to the need of using to the utmost the possi- 
 bihties of training which are or can be provided in the factory. 
 In giving such consideration it is essential to take account of 
 the educational system of the district, and to adjust the grading 
 qualifications and age of entry to harmonise with that organisa- 
 tion. Two results follow : on the one hand the employers 
 get the best out of the schools ; on the other hand the schools 
 gain through the encouragement given by the employer. 
 
 The school organisation varies somewhat in the different 
 districts, but a welfare supervisor will have no difficulty in 
 obtaining from the Director of Education the particular 
 organisation of the area. 
 
 The following may be taken as an example of an actual 
 organisation. 
 
 (1.) The Ordinary Elementary School. — The children leave 
 about the age of 14, the greater number leaving as soon as 
 that age is reached ; but there is a tendency on the part of 
 the better boys to remain till the end of the term and sometimes 
 to the end of the school year. 
 
 (2.) The Central Elementary School. — This type of school is 
 
38 
 
 recruited from children specially selected from (1) about the 
 age of 11. It provides a four years' course of instruction, 
 terminating about the age of 15. The nature of the educa- 
 tion provided is general in character but has a certain bias 
 in the direction either of industry or of commerce. No attempt 
 is made at definite trade teaching, but the curriculum is 
 ■designed to encourage in the pupils an interest in what may 
 be expected to be their future occupation. Great efforts are 
 made to induce the children to complete the four years' course. 
 Attendance above the age of 14 is voluntary, and, as the 
 number of scholarships given is small, it is important for 
 children to realise that the completion of the course constitutes 
 a qualiiication recognised by employers. 
 
 (3.) The Junior Technical or Trade School. — The age of entry 
 is 13-14, and the course terminates about theage of 16. The 
 school is recruited by those who win scholarships and by those 
 who enter as fee-paying pupils. While considerable attention 
 is given to the general education of the boys, the curriculum 
 includes definite trade teaching, and a well-equipped workshop 
 is attached to the school. The school is intended to be a 
 pre-apprenticeship school ; it is hoped that time spent there 
 will count towards the apprenticeship, so that a boy who has 
 ■completed a two years' course and leaves at 16 will enter the 
 works as a third-year apprentice. 
 
 (4.) The Secondary School. — These schools provide an educa- 
 tion from the age of 10 or under up to 16 or 18. They are 
 recruited by fee-payers entering at varying ages, and by 
 scholarship winners from the elementary schools entering 
 about the age of 11. Two definite courses of instruction are 
 recognised. 
 
 (a) A course ending at 16 and terminating in the passing 
 •of some examination such as the Matriculation or Junior 
 Schools examination. 
 
 (6) A course ending at 18 and terminating in the passing 
 ■of the Intermediate or Senior Schools examination. Great 
 importance is attached to the completion of one or other of 
 these courses. The education given is general in character. 
 
 An employer in the grading of his staff will find it desirable 
 to give careful consideration to the educational organisation 
 ■of the district. The organisation in question may not be the 
 best suited to business requirements. It would then be for 
 him to approach the Education Authority and suggest improve- 
 ment, but as long as the organisation exists he will best serve 
 his own interests and the interests of education by making 
 the fullest possible use of it. He contributes in rates a con- 
 
39 
 
 siderable portion of the cost, and, if for no other reason, would 
 like to gain what advantage he can from this public service. 
 
 In the past very little attention has been paid to this 
 important matter. Employers have tended to divide the 
 schools into two classes, elementary and secondary, and to 
 assume that a boy from the latter possessed superior qualifica- 
 tions to a boy from the former, even though the age in each 
 case was the same. This, however, is not necessarily the case. 
 It is quite a common practice for a boy to leave the elementary 
 school at 14, spend two or three terms at a secondary school, 
 and then to claim he has received a secondary school educa- 
 tion. Such a boy would be educationally inferior to a boy who 
 had completed a satisfactory four years' course at a central 
 school. What is important to the employer is the satisfactory 
 completion of some recognised course of instruction. This, 
 and this alone, offers a guarantee that a certain standard of 
 education has been reached. Looking at the question from the 
 standpoint of the boy and of education, the advantages are . 
 equally obvious. The boy knows that if he completes the course 
 he will, in seeking employment,. obtain certain advantages he 
 would not otherwise enjoy. As such completion is voluntary 
 •on his part, both he and his parents require to be assured 
 that some easily recognised gain will result from further 
 attendance at school. On general grounds it can be claimed 
 that in the long run the boy with a better education will stand 
 to gain, but this is not easily recognised. What a boy wants 
 to know is that his additional year at school will not entail 
 in wages a position when he goes out to work a year behind 
 boys of the same age who have left school at the earliest possible 
 moment. 
 
 The employer, then, in grading his staff, will find it desirable 
 to give attention to the following considerations. 
 
 (1) The need of offering definite prospects to boys leaving 
 school. 
 
 (2) The need of taking into account the educational 
 •organisation of the district in arranging for the recruitment of 
 his staff. 
 
 In considering what prospects for training exist in any 
 factory, it has sometimes been found convenient to compile 
 a list of the adult staff with the numbers belonging to each 
 trade or branch of trade. It is then possible for the welfare 
 supervisor to consider the best means of ensuring an efficient 
 supply of recruits to keep up the number of adult workers. In 
 this connection it is important to remember that in a factory 
 -where the numbers of employees are stationary the' factory 
 
40 
 
 can absorb the boys under the age of 21, provided that tHe 
 number of such boys is not more than one-fifth the number 
 of the adult employees. There is some variation in the 
 different trades, but this figure of one-fifth forms a useful, 
 though rough guide, in determining how many boys can be 
 absorbed in the factory service. A copy of such a, classifica- 
 tion, made by a welfare supervisor, is inserted in the Appendix. 
 
 Starting with such a classification, it is possible to see 
 clearly what prospects can be offered, and hence what steps 
 are necessary, to secure in sufficient numbers the most suitable 
 types of boys. 
 
 B. — Method of Selection. 
 
 Considerable attention has of late years been given to the 
 method of the engagement of boys, especially of those boys, 
 who are taking up work for the first time. The question can 
 be stated very simply. Over any given period there is a 
 certain number of boys leaving school and desiring employ- 
 ment ; over the same period there is a certain number of 
 vacancies offered by the different firms ; and the numbers 
 in each case roughly correspond. How to distribute the boys 
 among the vacancies in a manner that takes full account o£ the 
 suitability of the work for the boy — this is the problem that 
 calls for solution. 
 
 A right solution of the problem is clea,rly in the interests 
 of the boys and of industry as a whole. The boy stands to 
 gain under any system which, in securing him employment, 
 provides that full consideration shall be given to his qualifica- 
 tions. Failures will be prevented. To take a single example, 
 a large amount of the sickness and premature breakdown 
 which supervenes in later years is due to the fact that the 
 workman has been drawn into a career for which he was 
 physically unfit. A wise method of engagement could remove 
 this frequent source of suffering. Similarly, successes will 
 be promoted, the boys of outstanding ability would find 
 employment in occupations where such abilities had full scope 
 and not be drawn into employment offering high wages at 
 the outset but no prospects in the future. Industry as a 
 whole clearly stands to gain under any system which provides 
 that the future recruits to the army of labour shaU be found 
 positions where they are best likely to succeed. 
 
 Now, if this distribution of boys among occupations is to- 
 be carried on in a successful manner, certain conditions must 
 be satisfied. 
 
 (1) There must be in existence some organisation which 
 
41 
 
 is in touch on a large scale both with boys and with employers, 
 and therefore in a position to act as a distributing agency. 
 
 (2) There must be means of taking into account the 
 physical condition of the boy and his suitability for employ- 
 ment. In practice the examination of the certifying surgeon 
 has not proved successful in excluding from any occupation 
 those who are unfit on grounds of health. All children are 
 now medically examined at stated intervals in the elementary 
 schools and a record kept of their health. Access to this 
 record should render possible a more satisfactory method of 
 making the health question one of the decisive factors in 
 engagements. 
 
 (3) Steps must be taken to insure that, on the ground of 
 ability, the boy is fitted to succeed in the occupation selected. 
 In deciding this question the school record of the boy's career 
 should be ascertained and used in connection with engagement. 
 
 (4) Steps must be taken to insure that, on the grounds of 
 prospects offered, the work is suitable for the boy. Very Uttle- 
 attention has been given to this side of the question. The 
 employer as a rule contents himself with enquiring whether 
 the boy is capable of performing the work required of him. 
 If, for example, he wants a messenger boy he chooses the most 
 intelligent of the applicants ; it is very rare for an employer 
 to reject an applicant on the ground that he is too good for 
 the work and ought to be selecting some occupation which 
 offered better prospects. It is, however, clear, both in the 
 interests of the boy and industry as a whole, that the brightest 
 boys should not, at the start of their career, be launched into a. 
 form of occupation which, while offering high wages, offers 
 nothing else. 
 
 It will be realised that these considerations are not easily 
 satisfied. It is at the same time clear that, in the interests- 
 both of the boy and of industry, they are conditions which 
 should be observed. 
 
 Certain methods of engagement-still common fail to satisfy 
 these conditions. There is the method of engagement which, 
 depends on a selection from boys who happen to apply, 
 supplemented in some cases by the nomination system or by 
 advertisements. References are not taken up, and no com- 
 munication is addressed to the schools, and no account taken 
 of the previous medical history of the boy. There is no- 
 guarantee that boys, suitable in the sense explained above,, 
 will apply, and no guarantee that if they do apply they will 
 be selected. Engagement depends on the impression made 
 by the boy on the foreman during a hurried interview. 
 
42 
 
 Engagement under such circumstances cannot be expected to 
 yield satisfactory results. 
 
 Another method, which marks a step in the right direction, 
 ■depends on the application of the employer to the head master 
 of a school. Here, provided that the head master is familiar 
 with the nature of the work required and the demands made 
 by it on physical and mental energy — a condition not always 
 fulfilled — due account will be taken of the boy's qualifications, 
 but the method sufl[ers from the defect that it is practicable 
 ■only when appUed in a limited number of cases. If all em- 
 ployers, each on their own account, went to the schools, 
 nothing but confusion would result. Some schools would 
 have more applications than they had suitable boys, others 
 might lack appUcations altogether, and no head master could 
 be expected to be conversant with the opportunities offered 
 by the many varied vacancies showered upon him. On the 
 other hand, this method does recognise the necessity of making 
 use of the knowledge of the boys that is possessed by the 
 school authorities. What is required is such a development 
 -of the method as would make it of general appUcation. 
 
 This development is made possible by the organisation 
 which has grown up round the juvenile side of the Employ- 
 ment Exchanges. In most of the large and in many of the 
 smaller towns also, committees have been formed in connection 
 with the Employment Exchanges. These committees are of 
 two kinds : sometimes they are appointed by the Ministry of 
 Labour under the Labour Exchange Act ; sometimes by the 
 Local Education Authority under the Choice of Employment 
 Act ; but the general object and constitution of such com- 
 mittees do not differ materially. The members are made up 
 ■of representatives of employers, trade unionists. Education 
 Committee, and of teachers, together with other persons having 
 special knowledge of juvenile workers. Welfare supervisors 
 are often members of these committees. These committees 
 are in close touch with the schools ; they make arrangements 
 for the children about to leave to be seen in the schools, they 
 receive reports from the teacher on the children's attainments 
 and suitability for the various types of employment, and they 
 have access to the reports of the school doctor on the children's 
 health. On the other hand, through the Employment Ex- 
 change they are in touch with employers and with the various 
 conditions of employment. They are, therefore, in a very 
 favourable position to recommend to employers boys who, 
 both by health and abiUty, are suitable for the various kinds 
 ■of work. 
 
 In some districts these committees are in touch with the 
 
43 
 
 boys after they are placed, and keep records of their industrial 
 careers. If the boys leave their work they return to the 
 committee and are placed again. The committee also deal 
 with young persons who have in the first instance found work 
 apart from the committee, but, leaving such work, are led to 
 apply to the Exchange for assistance. The committees are 
 consequently able to submit to employers young persons of all 
 ages, and not merely those who have not before been out to 
 work. An organisation of this kind is, if its work is success- 
 fully carried out, in a position to solve the problem of dis- 
 tributing, and, if need be, of redistributing the boys among 
 the various occupations, and of observing in the process the 
 essential conditions laid down above. 
 
 A welfare supervisor, in communication with an efficient 
 committee of this kind, finds much of the necessary work of 
 engagement done for him. He has submitted to him appli- 
 cants who, judged by health and attainment, possess the 
 desired qualifications. Final engagement rests either with 
 the welfare supervisor or another representative of the 
 employer. He has to take into account the special require- 
 ments of the work and the factory ; but his task and responsi- 
 bility is much lightened by the fact that he can assume in 
 all applicants the presence of the more general qualifications 
 required. 
 
 Certain objections are occasionally offered to the use of 
 the Exchange. Some employers of standing claim that the 
 pick of the boys of the district, without any intermediate 
 agency, come to them for work, and that in consequence they 
 have nothing to gain by changing their methods. The 
 Exchange may be useful to other employers but not to them. 
 Even if this is the case the committees can hghten the work 
 of selection by eliminating the unsuitable applicants. But 
 the question should not be looked at solely from the point of 
 view of the single employer. If, as will be agreed, a right 
 distribution of boys among occupations is the foundation of 
 successful industry, then any measure which assists this object 
 should receive favourable consideration. The fact that an 
 important firm makes use of the Exchange materially assists 
 this organisation ; and even if the firm gains nothing by its 
 change of practice, industry and the boys stand to gain much. 
 
 Another objection sometimes raised is that the best boys 
 do not go to the committees to obtain work. The remedy 
 lies in the hands of the employers, for if the best vacancies go 
 to the Exchange the best boys must follow them there. 
 
 The first step in connection with engagement is for the 
 welfare supervisor to work in close co-operation with the 
 
44 
 
 Juvenile Employment Committees attached to the Exchange, 
 or, where they have not yet been formed, with the Exchanged 
 He will in this way help his own work and at the same time 
 be acting in the interest of boys generally. Full information 
 about these committees can be obtained at any Employment 
 Exchange. A note on the work of one such committee is 
 contained in the Appendix. 
 
 After the boy is engaged it is desirable to fill up a record 
 card giving particulars of his school career, with special 
 reference to health and attainment. This card forms the 
 first step in the direction of forming a record of the boy. 
 Specimens of cards, in actual use by employers, are included 
 in the chapter on records. The engagement card will state 
 the nature of the work on which the boy is starting and the 
 prospects afforded. 
 
 The question of indentures is dealt with in the following 
 chapter. 
 
 The following Appendices are attached to this chapter : — - 
 
 A. The Work of a Juvenile Advisory Committee. 
 
 B. Classification of Employees. 
 
45 
 
 APPENDIX A. 
 
 THE WORK OF AN ACTUAL JUVENILE ADVISORY 
 COMMITTEE. 
 
 (1) Membership. 
 
 The committee consists, as to a third of its number of members, of 
 the Local Education Authority; as to another third, of representatives 
 of employers and of workpeople ; and as to the remainder, of teachers 
 and persons connected with the social organisation of the district. 
 Each committee is provided with a secretary and other necessary 
 staff by the Ministry of Labour. 
 
 (2) Co-operation with the Schools. 
 
 Close co-operation exists between the elementary schools and 
 the Exchanges. School conferences are held periodically in the 
 schools and are attended by the head teachers, a member of the 
 School Care Committee and a representative of the Employment 
 Exchange. To these conferences are invited the children (with 
 their parents) who will shortly be leaving school. The question 
 of their future employment is discussed. Those who have made 
 no plans for their future occupation are recommended to register 
 at the Exchange. A school leaving form in respect of each child 
 is filled up.' This form contains a record of the child's career, 
 the last report of the school doctor, information as to home circum- 
 stances so far as these are relevant to choice of employment, and a 
 recommendation of the conference as to the type of occupation 
 best suited to the child's capacity. These forms are all forwarded 
 to the Exchange. 
 
 This co-operation with the schools enables the Exchange and 
 Advisory Committee 
 
 {a) To place the child with due regard to his school career, 
 health and other qualifications. 
 
 (6) To search the schools with the object of filUng vacancies 
 where special qualifications are required. 
 
 (3) The Placing of Juveniles. 
 
 (a) First Place. — The children who have shown at the school 
 conference that they have made no settled arrangement as to 
 occupation receive an invitation to attend the Exchange with 
 their parents. They are seen by the secretary and one or two 
 members of the committee, who attend in rotation. If a suitable 
 vacancy is on the register the child is given a card to take to the 
 employer. If there is no such vacancy a recommendation is made 
 
46 
 
 and it becomes the duty of the secretary to endeavour to find such 
 an opening. 
 
 (6) Later Placings. — A large part of the work of the committee 
 lies in the replacing of children who have either been placed by the 
 Exchange or found work for themselves on leaving school. Such 
 juveniles are usually placed by the officers of the Exchange, but 
 especially difficult cases are reserved for the committee. 
 
 Where juveniles have not originally been placed by the com- 
 mittee their school leaving form will be filed at the Exchange 
 and is made use of at any time when they may register. 
 
 At the Exchange there is a record both of local vacancies and 
 of vacancies in other districts. These last are circulated daily 
 from a central clearing house. 
 
 In order to obtain vacancies and collect industrial information, 
 firms are systematically visited by officers of the Exchange. Practi- 
 cally every employer of any importance has been visited in this 
 way. 
 
 (c) Special committees, consisting mainly of head teachers in 
 central and in secondary schools, have been formed. These 
 committees deal with the placing of children who have completed 
 definite courses of instruction at the schools concerned. They 
 are, therefore, in a, position to supply boys where special 
 qualifications are required. 
 
 (4) After-Care. 
 
 Efforts are made to keep in touch with the juveniles after 
 they have been placed in the following manner : — • 
 
 (a) A report of the nature of each placement is sent to the 
 district Organiser of Care Committee. This officer, by 
 making use of club managers and other perSDns willing 
 to undertake the work, endeavours to arrange that the 
 juvenile shall be seen periodically, either at his home 
 or in the club, and a report sent in on his progress. This 
 report is sent in to the Exchange. Often such reports 
 indicate the need of action being taken, as, for example, 
 a transfer to other occupation. The necessary action 
 is taken at the Exchange. 
 
 (6) Juveniles in any difficulty, or before giving notice, are 
 advised to call at the Exchange and see the secretary or 
 member of the committee. It is often the practice to 
 assign a special evening for this work and to invite 
 juveniles recently placed to attend and report progress. 
 
 (c) In certain cases reports on juveniles are obtained from 
 employers. 
 
 (5) Records. 
 
 (a) A record of each juvenile is kept in aji envelope, which 
 also serves as the registration card. ' Into this envelope 
 is placed all information relating to him, such as the 
 school leaving form and report forms received from the 
 After-Care Visitors. 
 
47 
 
 (6) A record of each employer is kept. Such record contains, 
 a report of the visits paid by the officers and the names- 
 ^ of all juveniles placed with the firm. 
 
 (6) Aims of Work. 
 
 The Juvenile Advisory Committees endeavour ^ 
 
 (a) To assist juveniles by giving them advice as to occupa- 
 tion, by finding them suitable employment, and through 
 the system of after-care by providing them with that 
 friendly help and guidance which boys and girls require 
 on first entering industry. 
 
 (6) To assist employers by supplying them with the boys- 
 and girls best suited for the work, by exercising some 
 kind of control over the juveniles after placing, and by 
 endeavouring to check the habit of roaming aimlessly 
 from one firm to another. 
 
 The success of the work depends largely on the use employers 
 and juveniles make of the Exchange. At the present time over a 
 third of the children register at the Exchanges on leaving school, and 
 rather more than another third register at a later date. If employers- 
 were to take on all their juvenile labour through the Exchange it 
 would be possible to set up a better system of distributing th& 
 juveniles among the various occupations, and a more satisfactory 
 control over them after placing than can be carried out when 
 employers have alternative methods of obtaining the services of 
 boys and girls. 
 
 Where welfare supervisors exist they are in close touch with- 
 the Juvenile Advisory Committee. 
 
48 
 
 APPENDIX B. 
 
 IRON AND STEEL WORKS. 
 Classification of Employees. 
 
 Department. 
 
 I 
 
 
 aa 
 
 Blast furnaces .... 
 Blast engines .... 
 Coal washery .... 
 
 ■ Coke ovens 
 
 Old works, coke . . 
 Bessemer & Sie- 
 mens 
 
 ■ Cogging mill 
 
 Big mill 
 
 Big mill bank .... 
 
 Mill 
 
 Old works, mills . . 
 
 Mill rail bank 
 
 Mill presses 
 
 Rail bank shifters . 
 
 Mill drills 
 
 Roll lathe , 
 
 Engineering 
 
 • Old works, fitting 
 
 shop, smith shop, 
 foundry, forge 
 
 carpenters 
 
 Mills engine drivers, 
 
 stokers, etc. . . 
 Electric department 
 Locomotion roads 
 Surveyors' dept. 
 
 • Quarries 
 
 1 Brickyard 
 
 Stables 
 
 Stafi 
 
 Total .... 
 
 113 
 37 
 23 
 24 
 36 
 
 151 
 17 
 38 
 30 
 18 
 9 
 35 
 24 
 3 
 21 
 27 
 
 258 
 
 71 
 
 121 
 35 
 
 131 
 66 
 51 
 13 
 18 
 
 107 
 
 1477 
 
 28 
 
 25 
 
 7 
 
 8 
 
 14 
 
 22 
 19 
 11 
 35 
 10 
 18 
 42 
 50 
 
 7 
 38 
 
 5 
 52 
 
 40 
 
 64 
 
 23 
 
 63 
 
 130 
 
 3 
 
 4 
 
 15 
 
 14 
 
 101 
 
 7 
 
 32 
 
 47 
 46 
 
 48 
 5 
 3 
 
 59 
 6 
 
 55 
 
 31 
 
 101 
 
 46 
 
 2 
 
 92 
 
 2 
 4 
 
 48 
 6 
 
 40 
 8 
 9 
 
 16 
 
 747 818 
 
 Total 
 
 3 
 
 62 
 
 23 I — 
 
 5 !• — 
 
 2 ! — 
 
 6 i — 
 
 22 
 
 42 
 18 
 
 3 
 15 
 
 2 
 
 26 — 
 27 
 
 62 
 50 
 25 
 27 
 
 14 
 18 
 
 82 390 
 
 ^ . ' 
 
 472 
 
 12 
 4 
 
 20 — 
 
 74 
 
 1 
 
 23 
 
 121 
 
 8 
 14 
 
 53 
 
 3,688 
 
49 
 
 CHAPTER III. 
 
 TRAINING. 
 The question of engagement leads on naturally to the 
 question of training. The two are inseparably connected, and 
 a good method of engagement is the first step towards a good 
 system of traxn-ng. As has been mentioned in an earlier 
 chapter, there is m existence an influential association, termed 
 the Engineering Training Organisation, which is now making 
 a comprehensive survcv of the whole problem. That associa- 
 tion is prepared to render all possible assistance to apprentice 
 masters or welfare supervisors engaged in the engineering 
 trade, and all such persons are strongly recommended to get 
 into touch with the secretary. Full particulars of the associa- 
 tion will be found in the Appendix. 
 
 In this chapter it is proposed to deal with the objects and 
 the general principles of training. The more technical side 
 of the training must be left to be worked out in each factory. 
 The training of the pupil apprentice is not considered here. 
 It is known that the Engineering Training Organisation is 
 devoting special attention to this problem, which involves 
 questions of higher technical education such as cannot be 
 dealt with in this handbook. This chapter is concerned on 
 the one hand with learners and apprentices, and on the other 
 hand with the boys engaged on unskilled and semi-skilled work. 
 
 There are certain principles which any satisfactory system 
 of training should hold clearly in view. 
 
 (1) The widest possible view must be taken of the objects 
 of training. Its ultimate object is the making of good and 
 useful citizens. The workshop, as the boys' strongest influence, 
 cannot divest itself of its responsibility in this respect. This 
 view has of late years made considerable progress throughout 
 industry. The discussion in the House of Commons over the 
 clauses of the Education Bill concerned with compulsory 
 attendance at day classes and the large measure of support 
 given both by employers and representatives of labour, 
 indicate clearly this trend of thought. 
 
 Tins method of approaching the question brings at once 
 into prominence the problem of the unskilled boy, a class to 
 whom httle consideration has been given in the past. The 
 numbers concerned are very large. Statistics have from time 
 
 (234) D 
 
50 
 
 to time been collected by various education authorities of the 
 occupations taken up by boys on leaving school. The figures 
 show that not more than a third of the boys enter work which 
 can be called skilled and which affords opportunities of any 
 training. In other words, two-thirds of the boys, on leaving 
 school, pass, in to the class under discussion. Training in the 
 workshop, which looks to citizenship as its goal, cannot afford 
 to neglect so large a section of the population. 
 
 Training must therefore take into account and allow for 
 the wider effects of the factory conditions on the life of the 
 boy, and of the life of the boy on his conduct in the workshop. 
 Certain of these wider aspects of the question are discussed in 
 other chapters of the handbook. 
 
 (2) While schemes of training must be based on the claims 
 of citizenship, they must at the same time have in view the 
 special needs of the factory, which demands a succession 
 •of good workmen. For this purpose the training rhust be 
 definite ; and in order that this may be the case it must be 
 known from the start for what occupation, in the ranks of 
 adult labour, the boy is to be trained. Every boy is, in 
 fact, either consciously or unconsciously on the road to become 
 something definite as a workman, in the sense that, after the 
 lapse of a few years, he will find himself committed to 
 some definite occupation. This goal, to which he is moving, 
 should, so far as possible, be held clearly in view. In other 
 words, it should be possible for an apprentice master or welfare 
 supervisor, when looking through his record cards, to say that 
 this boy is on the road to become an engineer, that boy an 
 unskilled labourer, or of a third that he is too good for his 
 present work and ought to be given a change either in the 
 factory or through transfer to another place of employment. 
 That changes may from time to time be required in connection 
 with the boy's goal is obvious. But this should not prevent the 
 possibility of knowing that at any one naoment the boy, as 
 regards his future, is moving in a certain direction. It may 
 be necessary to have a group of boys classified as at present 
 undecided, but this will only mean that they require special 
 attention to secure a decision. Unless this definiteness is 
 obtained, training, in the sense of preparation for a career, 
 becomes meaningless in intention and ineffective in practice. 
 
 If, as suggested in the chapter on engagement, the boys 
 are selected with reference to their occupation as men, it vnU 
 be possible from the start to secure this definiteness i!i training. 
 In the case of the boys already engaged it will be necessary to 
 classify them, having in view their future careers and adapt 
 their training accordingly. 
 
51 
 
 (3) It is now becoming generally recognised that there 
 should be two sides to training : the one the training in the 
 workshops, the other the training in the continuation school. 
 
 (a) Training in the Workshops. 
 
 By this is intended the training, designed or undesigned, 
 which the boys receive as a result of their daily work in the 
 factory. Three classes of boys are concerned : the learners and 
 apprentices, those on the road to become unskilled labourers, 
 and those whose career should not be regarded as decided 
 either because their abiUties justify the finding of some better 
 work or because they cannot eventually be absorbed as adults. 
 
 (i) Learners and Apprentices. 
 
 In this class are included all boys who are being trained 
 for some occupation recognised as skilled. The fact that, at 
 the end of the period of training, they are entitled to receive 
 the rates of pay recognised by the employers and the trade 
 union concerned may be taken as the qualification for 
 admission to this class. The increasing complexity of modern 
 industrial methods is tending, to obscure what were once 
 clear lines of divisions demarcating the different occupations. 
 The trade unions are endeavouring to adjust their organisation 
 to meet these changes ; and their rules of classification at any 
 time form the simplest means of deciding for what skilled 
 occupation the boy is being trained. 
 
 All firms who employ learners and apprentices make some 
 provision for their workshop training. But the precise 
 methods and objects of this training form a problem as yet 
 unsolved. It would seem to be clear that in modern industry 
 there is little demand for what was once known as the all- 
 round workman. Further, the old system of training under 
 which the boy picked up his trade and acquired the necessary 
 skill by working with the journeyman has, except in the small 
 workshop, proved unsatisfactory. In either case increasing 
 specialisation, consequent on standardised production, is the 
 cause which has rendered obsolescent the old objacts and 
 methods of training. The problem remains to be worked out 
 anew. Two questions are involved : the one the determina- 
 tion of the nature of the work demanded of the adult ; the 
 other the discovery of the best means inside the workshop of 
 providing the training necessary to secure the requisite skill. 
 Only those inside the factory — managers, foremen, welfare 
 supervisors and apprentice masters — can hope to find the 
 solution. It is a matter calling for industrial research. Bold 
 experiment, a careful keeping of records, and a comparison 
 of results can alone supply the conclusions on which can be 
 based a satisfactory system of workshop training. 
 
52 
 
 A general survey of the training systems in actual opera- 
 tion establishes one definite conclusion. It is necessary to 
 draw up in advance a course of workshop training, through 
 which the boys pass in the course of their apprenticeship. 
 Arrangements must be made, in iccordance with a scheme, 
 for moving the boys at stated intervals from, one class of work 
 to another. Finally, some individual must be made respon- 
 sible for keeping records and for ensuring that the scheme is 
 adhered to. In the absence of such arrangements, the^ exi- 
 gencies of the workshop and the urgent demands of output 
 tend in practice to break down the most carefully designed 
 scheme. 
 
 One experiment in connection with the early training of 
 engineering apprentices deserves mention. A separate shop 
 is set apart for apprentices. Here the boys spend the first 
 three months of their training under the supervision of a 
 specially selected foreman. The conditions prevaihng more 
 nearly resemble those found in the practical workroom of a 
 technical institute than those associated with the ordinary'; 
 factory. Three results are claimed. It is rapidly' discovered'; 
 for what type of work the boy is best suited, and, incidentally, 
 those who are altogether unfitted for the trade are easily 
 detected. The boys acquire skill so quickly that the additional 
 cost involved is more than saved. Certain problems of work- 
 shop training can receive such attention as cannot be given 
 under the usual conditions. 
 
 (ii) Boys engaged on unskilled work. 
 
 Two types of boy belong to this class : the one those destined 
 to recruit the ranks of unskilled or semi-skilled labour ; the 
 other those who will at some period be compelled, because they 
 cannot be absorbed, to seek other employment, and may 
 eventually become either skilled or unskilled men. So f-ar 
 as the existing work of these two types is concerned there is 
 no distinction. It is the difference as regards their future 
 that forms the basis of classification ; in the case of the on& 
 their future is capable of being defined, in the case of the 
 other it remains undetermined. In practice it has not been 
 the custom to attempt to recognise this difference. 
 
 The problem of the workshop training of the unskilled boy 
 is as yet unsolved. Experiments have generally taken the 
 direction of providing for attendance at continuation classes, 
 a question not dealt with in this section. It is usually assumed 
 that because the work on which these boys are engaged is 
 termed unskilled no training is required or, indeed, is practi- 
 cable. The assumption would seem to be unfounded. On the- 
 one hand, it is forgotten that in the wider sense of the term 
 
53 
 
 training, where consideration is given to the influence of his 
 work on the general development of the boy, the effects of 
 training cannot be escaped. Training may be designed or 
 undesigned ; it may be good or it may be bad in its results ; 
 but training there must be, and while this is the case there is 
 room for investigation. It is, for example, recognised that 
 certain forms of work exert an injurious effect either on the 
 health, the mind, or the character of the boy. Are these 
 effects inevitable or can they be removed ? Is, for instance, 
 pure repetition work necessarily bad for boys, or will some 
 periodic variation of the task remedy the evil ? Here is need 
 for research. On tlie other hand, "scientific management" 
 has demonstrated that even in what is regarded as purely 
 unskilled work there is a right and a wrong way of doing the 
 work, the one efficient and the other inefficient, and conse- 
 quently that abundant scope for workshop training exists. 
 
 The truth of the matter is that in no other department of 
 industry is there so large a scope for enquiry and research as 
 with this class of boys engaged on unskilled work. Here, as 
 with the learners and apprentices, it is only those in the 
 factory who have the opportunity of solving the problem. 
 (6) Training in the Continuation School. 
 , The passing of the Education Bill is destined to revolutionise 
 the whole system of training in the continuation school. It 
 will no longer be necessary to consider what inducements to 
 attend should be offered the boys. As soon as this part of the 
 Act comes into force attendance during the daytime will be 
 compulsory. A summary of the Act, so far as it affects 
 workshops and factories, will be found in an Appendix to 
 this chapter. 
 
 This part of the Act comes into force after the termination 
 of the war on a date or. dates to be decided by the Board of 
 Education. Many employers have in the past done much to 
 encourage attendance at classes, and these and others are now 
 attempting to introduce a system of attendance on a voluntary 
 basis which will pave the way for the introduction of com- 
 pulsion. All the more satisfactory of such schemes make 
 some provision to allow " time off " from work which shall 
 compensate for the hours devoted to education. In some cases, 
 when the classes are held in the evening, the boys are allowed 
 either to leave the factory early on the evening of attendance 
 or to miss the before-breakfast shift on the morning following 
 attendance. In other cases the classes are held during the 
 working hours of the factory. There are no doubt difficulties 
 in arranging for " time off," but such difficulties have in 
 practice been overcome. An example of a time table for day 
 
54 
 
 classes appears in the Appendix. The boys are here employed 
 on night shifts, but in spite of this fact it has been found 
 possible to provide for " time off." 
 
 Experience in numerous cases has shown that, in spite of 
 facilities for attendance at classes, the attendance is, as a 
 rule, unsatisfactory unless it is the duty of some one individual 
 to keep records of attendance and exert influence with the boys, 
 in this direction. Unless the need of attendance is repeatedly 
 brought home to the boys, and unless they are aware that a 
 representative of the factory is keeping records, after a short 
 period only a small minority will be found regularly at the 
 classes. 
 
 To enter into the question of the subjects of instruction 
 which should be included in the curriculum of a continuation 
 school would be to introduce educational matters which do not. 
 come within the scope of the handbook. Welfare supervisors 
 desiring information are referred to the Report of the Depart- 
 mental Committee on Juvenile Employment after the War. 
 From this Report it will be seen that, in connection with such 
 classes, the training of the citizen should be the first considera- 
 tion, while it is assumed that if this object is secured the 
 employer will also stand to gain by the increased efficiency of 
 the worker. It is therefore proposed that the instruction 
 during the first two years should be of a general character, 
 and specialisation, in the direction of technical instruction, 
 introduced only during the later years. 
 
 In the past, in regard to management and place, there 
 have been three types of continuation classes. The classes 
 have been managed by the Local Education Authoritj' in a 
 school provided by them. The classes have been held in 
 buildings within the factory, but the management, usually 
 through a special committee, has been in the hands of the 
 Local Education Authority. Or, as the third alternative, 
 the school situated on the factory premises has been managed 
 and financed by the firm independently of the Local Educa- 
 tion Authority. To the two types of school inside the factory 
 has been given the name of the Works School. Under the 
 Education Act boys cannot be compelled to attend a works 
 school. But attendance there may, with the consent of 
 the Local Education Authority, be recognised as an alternative 
 to attendance at the continuation school provided by them. 
 The wdrks school has obvious advantages when classes are 
 held in factory hours. On the other hand, the desirabiUty, 
 from an educational point of view, of separating the school 
 from the factory has been urged by others. Which course is 
 superior is one of the questions which only experience can show. 
 
 (4) In the chapter on engagement the question of the 
 
55 
 
 agreement between boy and employer was postponed, because 
 more closely connected with training. There are two kinds 
 of agreement. On the one hand there is what is sometimes 
 called an honourable understanding between the two, but not 
 an agreement which can be enforced. On the other hand there 
 is an agreement in the form of an indenture which is legally 
 binding on- both parties. M'hich of the two is to be preferred 
 is a matter of some difference of opinion. In both cases it is 
 agreed that the boy shall serve the employer for a certain 
 period of years, and as a general rule the employer agrees to 
 have the boy instructed in the principles of his trade. Copies 
 of indentures are given in the Appendix. 
 
 In certain indentures provision is made for a fourth party 
 to be included in addition to the three parties, namely, 
 employer, boy and guardian. Sometimes the fourth party is 
 a private individual, sometimes a trade organisation. It is 
 the duty of the fourth party, as an independent person, to 
 see that effect is given to the terms of agreement. 
 
 (5) It is a question for consideration whether the workers 
 themselves should not be given some share in the management 
 of any scheme of training. Their co-operation is essential to 
 success. There is at the present time some tendency on the 
 part of employers to secure the interest of the men by con- 
 sulting them about such schemes. With the increase in the 
 number and importance of works councils and committees, 
 it will be found possible to give enlarged responsibiUties to 
 such bodies in connection with training schemes. The London 
 Building Trade have recently appointed an Apprenticeship 
 Committee, and through their chairman are a party to the 
 indenture. The agreed scheme and the indenture founded 
 on it are printed in the Appendix. 
 
 The consideration of training schemes raises many interest- 
 ing and dif&cult questions in connection with certain types of 
 boy. Only a few of these can be mentioned here as examples. 
 Each constitutes a specific industrial problem requiring 
 investigation before a solution can be found. 
 
 {a) The Bhnd-AUey Boy. 
 
 The name " blind alley " has been given to those occupa- 
 tions which cannot absorb as adults all those who are engaged 
 as boys. 
 
 At some time in their career a section of the boys con- 
 cerned will be compelled to seek other occupation ; and in 
 connection with this change various evils have shown their 
 presence. It is usually supposed that the remedy lies in each 
 trade and factory so adjusting its proportions of juvenile 
 and adult labour that all the boys can be absorbed as men. 
 
56 
 
 An arrangement of this kind, even if practicable, would not 
 be desirable. It- would render change of occupation difi&cult, 
 and each boy would find himself committed for his whole 
 industrial career to the work he happened to take up on 
 leaving school. Change of occupation is often necessary ; 
 many boys cannot find out the employment best suited to 
 them without experiment ; others are of late development 
 and reveal an ability which was not apparent at the end of 
 their school Ufa ; others, through home circumstances, are 
 driven to accept work merely on account of the immediate 
 wages offered. If all trades were so organised that each, as 
 regards its men and boys, was self-contained, there would be 
 Httle or no room for changes of occupation. It is not intended 
 to underrate the ill effects of " blind-alley " employment 
 in its present form, but merely to point out that the evil 
 has a different origin from that generally supposed. The 
 evil lies not in the need for change, but in the fact that, where 
 this becomes necessary, the boys are badly equipped for the 
 change. The remedy Ues in training and preparation. It is 
 often forgotten that if one trade employs a disproportionate 
 number of boys, another necessarily employs a dispropor- 
 tionate number of men. At some period there is a passage 
 frCm one to the other. Or, in other cases, as in the ship- 
 building trade, apprentices are not engaged before the age 
 of sixteen, and then, in general, from boys already in employ- 
 ment. Here also boys pass from one occupation to another. 
 It is in preparation for this passage and in facilitating the 
 journey that the remedy for " blind-alley " employment 
 must be sought. Certain conditions would be necessary for 
 success. 
 
 (i) The training in the first employment must secure 
 for the boy a healthy and all-round development. 
 
 (ii) The boy must recognise that change of occupation 
 will some time be required. 
 
 (iii) Some person, like a welfare supervisor, or an organisa- 
 tion, like a juvenile employment committee, must 
 be in touch with him and help him to make the 
 change when and where the occasion offers. The 
 problem involved is really a mijch wider one than 
 is usually considered. It includes the care of the 
 . boy who is too good for his present work and ought 
 to be found better occupation. The problem can 
 only be solved by the welfare supervisor, who 
 knows the quaUfications of the boys under his 
 charge, singling out those in whose case a change 
 is desirable, and promoting such a change under 
 the most favourable conditions. 
 
57 
 
 (b) The boy casually employed. 
 
 Certain forms of occupation run to casual employment. 
 This is frequently the case with the rivet boy employed in 
 the shipyards and repairing docks. Here the employer 
 changes so frequently that a continuous training of the boy 
 becomes impracticable. An account of an experiment in 
 dealing with this difficulty is given in the Appendix. 
 
 (c) The boy employed by a sub-contractor. 
 
 Cases of this kind are frequently associated with casual 
 employment. The sub-contractor is himself a workman, as, 
 for example, in certain rolUng mills and shipbuilding yards. 
 The firm recognises no responsibility for the boys so engaged 
 who are, in a sense, without an employer. To some extent 
 the practice is on the decrease. The effects on the boys 
 of this system are admittedly very injurious, and the only 
 remedy would seem to he in the aboUtion of the practice. 
 
 Such are a few of the problems with wliich a welfare super- 
 visor will find himself confronted. They are such as can be 
 solved only by persons on the spot. It was hoped when this 
 chapter was designed that a careful examination of many 
 training schemes would render possible more definite proposals 
 for solution than have been made. But such examination 
 has only served to reveal the fact that investigation and 
 experiment are necessary before it is practicable to draw up a 
 detailed and satisfactory system of training, adapted to the 
 varied needs of industry. There is no royal road to success. 
 But the apprentice master or welfare supervisor, who has 
 careful records of his boys, who is continually searching these 
 records with the view to the boys' employment as men, and 
 who is continually studying the problem on the spot, wiU be 
 in the best position to create and use the experience in the 
 absence of which even the best designed schemes of training 
 tend to prove abortive. 
 
 [■4 Note. — The Welfare and Health Section will be glad to 
 receive at any time detailed accounts of training schemes or of 
 methods of deahng with the individual problems involved. 
 
 The following Appendices are attached to this chapter : — 
 
 (A) Summary of Education Act, 1918. 
 
 (B) Time Table of Works School. 
 
 (C) Curriculum for Training Apprentices in Factory. 
 
 (D) Complete Set of Forms and Records used in one 
 
 Factory. 
 
 (E) Scheme of Apprenticeship and Indenture as adopted 
 
 by the London Building Trade. 
 
 (F) Typical Indenture. 
 
 (G) Experimental Scheme for deahng with Casual Labour. 
 (H) The Engineering Training Organisation. 
 
58 
 
 APPENDIX A. 
 
 EDUCATION ACT, 1918. 
 
 This Act applies to England and Wales, but not to Scotland and 
 Ireland. A Bill dealing with Scotland is now before Parliament. 
 Parts of this Act are already in force, but the operation of certain 
 provisions is postponed. The Board of Education will decide the 
 date in each case, and different dates may be appointed for different 
 parts of the country. 
 
 The Act, when in full operation, will exercise far-reaching effects 
 on the educational system of the country. 
 
 (1) The Act provides for the improvement of the Education 
 given in the elementary schools, with special reference to- 
 the education of the elder children. 
 
 (2) It raises for many areas the age of compulsory attendance 
 at day schools. 
 
 (3) It introduces a system of compulsory attendance at day 
 continuation schools. 
 
 (4) It prohibits the employment of school children in factories, 
 workshops, mines and quarries, abolishing what is called 
 the " half-time " system. 
 
 (5) It extends the system of medical inspection and treat- 
 ment. 
 
 In the notes that follow reference is made to the chief alterations, 
 so far as they affect boys and girls employed in workshops and 
 factories. But the Act, as a whole, has much interest for employers. 
 In connection with the Act there should be read the Final Report of 
 the Departmental Committee on Juvenile Employment after the 
 War, Vol. I. The provisions of the Act are largely based on the 
 recommendations of this Committee. The Act (price 4d.) and 
 the Report (price 6d.) may be obtained through any bookseller. 
 
 I. 
 
 THE RAISING OF THE SCHOOL-LEAVING AGE. 
 
 (1) All children are required to attend whole time at school until 
 they reach the age of fourteen. No exemptions below that age will- 
 be allowed. But children already exempted when this part of the 
 Act comes into force will not be compelled to return to school. 
 
 (2) The Local Education Authority are given power to make 
 bye-laws raising the age of leaving school to fifteen either for all- 
 children or for children not engaged in certain specified occupations. 
 
 (3) Children will be permitted to leave school only at the end 
 of a term. 
 
 This part of the Act will not come into force until after the war. 
 The exact date for each part of the country will be determined by the; 
 Board of Education. 
 
59 
 II. 
 
 COMPULSORY ATTENDANCE AT CONTINUATION 
 SCHOOLS. 
 
 (1) Those Liable to Attend. — All young persons, with certain; 
 exceptions, will after leaving day school be required to attend 
 continuation schools till they reach the age of 16. Se\'en years 
 after this part of the Act comes into force the age of compulsory 
 attendance will be extended to 18. ' 
 
 The chief exceptions are : — • 
 
 (a) Persons who are over the age of 14 when this part of the 
 Act comes into operation or over the age of 16 when the 
 age of compulsory attendance is extended. 
 
 (b) Persons who are under full time instruction in a school 
 recognised as efficient by the Board of Education, or are 
 under suitable and efficient full-time or part-time instruc- 
 tion in some other manner. 
 
 (c) As regards the period 16 to 18, persons who have been 
 under suitable and efficient full-time instruction up to the 
 age of 16. 
 
 (2) Hours and Time of Instruction. — The number of hours in a 
 year during which attendance at classes is compulsory is 320. 
 This number may during the first seven years be reduced to 280 by 
 the Local Education Authority. The distribution of these hours 
 will be decided by the Local Education Authority. In regard to 
 this distribution, the Report of the Departmental Committee men- 
 tioned above says : — 
 
 " We regard it as of the first importance that in framing 
 their schemes the Authorities should take representatives 
 of the Local Industries, both employers and workmen, very 
 fuUj' into council. The employers will inevitably be put to 
 some inconvenience in order to release their juveniles at 
 suitable times, and it is essential that this inconvenience shall 
 be minimised in every possible way. As a rule, we anticipate 
 that it will be found convenient to require the attendance of 
 each juvenile for eight hours a week during 40 weeks in the 
 year, and to arrange these eight hours in two half-day 
 sessions of four hours each. 
 
 " We do not, however, think that there should be an}' 
 hard and fast rule as to the distribution of time. Thus, in 
 some exceptional cases. Authorities may find it necessary to 
 arrange for the attendance of some children from 5 to 7 on 
 four afternoons in each week, and so utihse the premises of 
 elementary schools after day school hours. Moreover, there 
 will be certain industries which are subject to seasonal fluctua- 
 tions of employment, and for which it may be desirable to 
 organise concentrated courses during the slack periods of the 
 year." 
 Classes may not be held on Sunday or on a day set apart for 
 
 religious observance by the religious body to which the person belongs. 
 
 or during any holiday or half-holiday to which he is entitled. 
 
60 
 
 Classes may not be held between the hours of seven in the evening 
 and eight in the morning. But the Local Education Authority may, 
 with the approval of the Board of Education, vary these hours for 
 ■persons employed at night or at abnormal hours. 
 
 The Local Education Authority may require that the young 
 person's employment shall be suspended on any day when his 
 attendance is required, not only during the period for which he is 
 required to attend the school, but also for such other part of the day, 
 not exceeding two hours, as the authority consider necessary, in 
 ~order to secure that he may be in a fit mental and bodily condition 
 to receive full benefit from attendance at school. The employer is 
 .given a right to appeal to the Board of Education if he regards the 
 :requirements as unreasonable. 
 
 (3) Place 0/ Instruction. — The Local Education Authority will 
 ■decide the school at which the young person is required to attend, , 
 and will be responsible for the instruction given. It is only in con- 
 n.ection with continuation schools of this kind that attendance can 
 lie enforced by law. 
 
 The question arises as to what will be the position under the 
 Act of the Works School held on the factory premises. 
 
 In reference to Works Schools, the Act specially provides that a 
 Local Education Authority shall not, without the consent of a young 
 ■person, require him to attend any continuation school held at or in 
 ■connection with the place of his employment. This consent may 
 be withdrawn by one month's notice sent to the employer and the 
 Local Education Authority. Attendance, therefore, at a Works 
 School must be of a voluntary nature. 
 
 But the Act, under certain conditions, would allow the Works 
 School as an alternative to the continuation school. It provides 
 that a young person shall not be compelled to attend a continuation 
 school if the Local Education Authority are satisfied that he is : — 
 
 (a) Under suitable and efficient part-time instruction in 
 
 some other manner. 
 (6) Attending for a number of hours in the year equal to the 
 
 number of hours during which a young person is required 
 
 under the Act to attend continuation schools, 
 (c) Attending at hours during which if not exempted he 
 
 might be required to attend continuation schools. 
 
 If a Works School satisfies these conditions, a young person in 
 -attendance there will not be required to attend a continuation 
 school. But the Act cannot compel attendance at such a school. 
 
 (4) Subjects of Instruction. — The Act does not prescribe what shall 
 •be taught in the continuation classes. This is a matter left to the 
 Local Education Authority to decide, subject to the approval of the 
 Board of Education. 
 
 In regard to the subjects of instruction, the Report of the Depart- 
 mental Committee says : — 
 
 " We need hardly say that we do not regard the object of 
 establishing continuation classes as being merely an industrial 
 one. The Industries stand to benefit amply enough, both 
 
61 
 
 directly through the beginning of technical instruction, and. 
 indirectly through the effect of education upon the character 
 and general efficiency of those who come within its influence. 
 But we are clear that the business of the classes is to do what 
 they can in making a reasonable human being and a citizen, 
 and that if they do this they will help to make a competent 
 workman also. Though this is wholly true, it is also true 
 that education must be approached, especially at the adoles- 
 cent stage, through the actual interests of the pupil, and that 
 the actual interest of pupils who have j ust turned a corner in 
 life and entered upon wage-earning employment are very 
 largely the new interests which their employment has opened 
 out to them. 
 
 " Although then, at any rate in the earlier years, continua- 
 tion classes should give a general and not a technical educa- 
 tion, we think that they may, with advantage from the very 
 beginning, have something of a vocational bias. This will 
 not mean very much more than that the children will be as 
 far as possible classified according to their occupations, and 
 that four or five alternative courses will be planned in which 
 subjects will be differently grouped and differently treated, 
 so as to give them some kind of living relation to the occupa- 
 tions of the children taking them. 
 
 " Between 16 and 18 a greater amount of specialisation 
 will probably be introduced. 
 
 ' ' A liberal basis is still essential, and that English teaching 
 should now tend towards a deliberate stimulation of the 
 sense of citizenship. For young persons engaged upon 
 highly skilled work, however, technical subjects bearing upon 
 that work will inevitably come to take a leading place in the 
 curriculum, although even for them the civics and the 
 humanities must by no means be excluded." 
 
 (5) Penalties for N on- Attendance. — The Act imposes penalties : — 
 
 (a) On the young person if the fault is his. 
 
 (b) On the parents if they connive at such non-attendance. 
 
 (c) On the employer if he is to blame for this non-attendance > 
 
 The Board of Education will decide when this part of the Act 
 comes into force. The date will not be fixed prior to the termination, 
 of the war. 
 
 III. 
 
 MEDICAL INSPECTION AND TREATMENT. 
 
 Under the existing law, the Local Education Authority are 
 required to make arrangements for the medical inspection of children 
 in the Elementarj' Schools at such periods as may be prescribed by 
 the Board of Education. They are permitted to make provision for 
 the medical treatment of such children. 
 
 The Act extends these duties and powers to include young 
 persons in attendance at continuation classes. When the Act, 
 therefore, is fully in force, it will be the duty of the Education 
 Authority, subject to regulations of the Board of Education, to 
 
62 
 
 •make arrangements for the medical inspection of all young persons 
 liable to attend continuation schools up to the age of 18. For the 
 first time it will be possible to make provision for the systematic 
 medical examination of all young persons during their earlier years 
 • of employment. The Local Education Authority may also provide , 
 ■medical treatment, but such treatment must not involve the 
 ■ establishment of a general service by medical practitioners for 
 j'oung persons in their homes. 
 
 IV. 
 
 RECREATION AND HOLIDAY CAxMPS. 
 
 The Act gives power to the Local Education Authority, subject 
 to the approval of the Board of Education, to make arrangements 
 .to supply or maintain or aid the supply or maintenance of : — 
 
 (ffl) Holiday or school camps especially for young persons 
 attending continuation schools. 
 
 (6) Centres and equipment for physical training, playing 
 fields, school baths, school swimming baths. 
 
 (c) Other facilities for social and physical training in the day 
 or evening. 
 
 It will be noted that the Local Education Authority arei 
 empowered, not only themselves to provide the facilities mentioned 
 above, but also to aid those who are making such provision. With 
 the consent of the Board of Education, the Local Education 
 Authority might aid a Works' Institute or camp. 
 
63 
 
 APPENDIX B. 
 
 Group A. 
 
 Mon. 
 
 Wed. 
 
 Friday 
 
 Tues. 
 
 Thurs. 
 
 Group 
 
 Mon. 
 
 Wed. 
 
 Friday 
 
 Tues. 
 
 Thurs. 
 
 TIME TABLE OF CLASSES. 
 
 Day and Night alternately. 
 f 10-12 Practical Drawing 12-1 English 
 
 A.M.-^ 10-12 Pract. Mathematics 12-1 
 
 I 10-12 Experimental Science 12-1 Tutorial 
 ■p-fjr J Practical Drawing and Practical Mathematics. 
 ' ■ \_ Experimental Science. 
 
 Day and Night alternately. 
 f 10-12 Practical Drawing 12-1 English 
 
 >K-M.< 10-12 Pract. Mathematics 12-1 
 
 I 10-12 Experimental Science 12-1 Tutorial 
 
 rp ^ / Practical Drawing and Practical Mathematics . 
 ' ■ \ Experimental Science. 
 
 Group C. 
 
 Satur. 
 
 Tues. 
 
 Thurs. 
 
 Mon. 
 
 Wed. 
 
 Day and Night alternately. 
 A.M. 10-12 Practical Drawing 12-1 English 
 
 / 10-11 English 11-1 Exper. Science 
 
 \ 10-12 Pract. Mathematics 12-1 Tutorial 
 
 A-JI. 
 
 p J, /Engineering Drawing. 
 ■ ■ \ Experimental Science. 
 
 A.M. 10-11 
 A.M ^^0-11 
 
 Day and Night alternately. 
 Pract. Math. 11-1 Eng. Science 
 
 Pract. Maths. 11-1 Eng. Drawing 
 1 10-12 Engineering Science 12-1 Tutorial 
 p ^ /Engineering Drawing. 
 \ Practical Mathematics. 
 
 The whole of the Fees for instruction will be paid by the Factory. 
 
 Each boy will be examined in the subjects taken at the end of 
 each term, and on passing satisfactorily a proficiency bonus of 
 one shilling (Is.) per subject per week will be paid up to a maximum 
 of three shillings (3s.) per week above the scale. Apprentices over 
 18 years of age will be expected to continue their technical training 
 after working hours. 
 
 The apprentice should recognise that his calUng is an honourable 
 and respectable one ; and also that mechanical skill is not the only 
 requirement a good mechanic should have. He should endeavour to 
 cultivate a high standard of thought and citizenship, recognise the 
 simple rules of hygiene, and develop his physical powers by participa- 
 tion in healthy games and pastimes during leisure hours. 
 
64 
 
 APPENDIX C. 
 
 CURRICULUM FOR TRAINING APPRENTICES IN FACTORY. 
 
 It is not considered possible to keep to a hard and fast curri- 
 culum, biit the principle is that lads should have every opportunity 
 of moving from machine to machine to get as wide an experience 
 as possible. A curriculum has been drawn up for engineering 
 apprentices, and also a separate one for electrical apprentices.! 
 The courses cover five years, and are suitable for lads starting afc 
 16. Lads starting younger spend a little longer on each class of 
 work to make^np the time. 
 
 Lads are not kept to one section, but take their turn with mill- 
 wrights, in tool room, on gun machines, etc. 
 
 The curricula are as follows : — 
 
 ENGINEERING APPRENTICES. 
 
 First 3 months — Toolrunning, assisting in Superintendents' offices, 
 helping in stores, or similar work, to get used to the works 
 and works discipline. 
 
 2i 
 
 years — (a.) Light work : 
 slotting, etc. 
 
 Drilling, shaping. 
 
 (6) Surface grinding 2 
 
 (c) Machine grinding 3 
 
 {d) MOling, plain work 2 
 
 (e) Planing 2 
 
 (/) Lathe, plain work ... ... ... 3 
 
 (g-) Bench, rough work ... 3 
 
 (/}) Milling, best work 3 
 
 (;') Hardening ... ... 1 
 
 {k) Circular grinding 3 
 
 [1) Marking off 2 
 
 At the end of this time lads should be divided up into turners', 
 
 fitters' and toolmakers' apprentices. 
 
 2 years, 3 months — Either with the millwrights or tool room. 
 
 6 months 
 
 ELECTRICAL ENGINEERING APPRENTICES. 
 
 First 3 months — Toolrunning, assisting in Superintendents' offices, 
 helping in stores, or simUar work, to get used to the works 
 and works discipline. 
 
 1 year — In electrical repair shop on general work, including over- 
 hauling and repairing motors and switch gear, factory rough 
 wiring and electrical fitting. 
 
65 
 
 1 year — In millwrights' repair shop, where the course should be : — 
 
 {a) Drilling 
 
 (b) Shaping 
 
 (c) Plain lathe work 
 
 (d) Plain milling and fitting. 
 
 2 years, 6 months — In electrical repair shop ; armature and field 
 
 coil winding. 
 
 3 months — In power house, controlling and operating machines- 
 
 and switch gear. 
 
 It may be possible to give a few engineering apprentices addi- 
 tional electrical training, but, generally speaking, working conditions- 
 will not permit of this being done. 
 
 Lads showing special aptitude are given some training in the 
 drawing office as opportunity occurs. 
 
 The lads' progress will be watched through the medium of 
 monthly reports from foremen, and quarterly comments from 
 superintendents. When the time comes for lads to specialise as 
 fitters, turners, electricians, draughtsmen, etc., each case is carefuUy 
 and separately considered, and the lad is advised as to the best 
 course to follow according to the aptitude he has shown on the 
 various jobs during his previous training. 
 
 (234) 
 
66 
 
 APPENDIX D. 
 
 SET OF FORMS IN ACTUAL USE IN ONE FACTORY. 
 
 APPENDIX D (a). 
 
 APPLICATION TO BE TAKEN AS AN APPRENTICE. 
 (Note. — This Form is in no way legally binding.) 
 
 Name 
 
 Address 
 
 Date of Birth 
 
 School 
 
 Period from To. 
 
 Father's (or Guardian's) Name 
 
 Address 
 
 Occupation 
 
 I beg to apply for a course of years 
 
 as an apprentice. 
 
 Signed. 
 Date . 
 
 FACTORY DOCTOR'S REPORT. 
 
 Signature 
 
 The above-named is accepted as an apprentice in this 
 factory, where every reasonable opportunity will be given 
 him to develop engineering skill. This is subject to his 
 doing his best to learn. 
 
 Works Manager. 
 
68 
 
 Regularity, ■ punctuality, diligence, reliability, and application 
 at the Factory and School, loyal co-operation with the Management 
 in obeying rules — these are the elements which make for success. 
 No pains will be spared oh our part — help him to respond. 
 
 I shall be very pleased to give you any information at any time 
 which you might Uke to know. 
 
 Yours faithfully. 
 
 Lads' Welfare Superintendent. 
 
 APPENDIX D {d). 
 RECORD OF APPRENTICE. 
 
 Name (in full) 
 
 Address 
 
 Clock No Date of Engagement 
 
 Report of Medical Examination 
 
 Date of Birth Age at Starting yrs mths. 
 
 Last School attended 
 
 Age at leaving School years months. 
 
 PREVIOUS EXPERIENCE IN ENGINEERING TRADES. 
 
 Name of Firm. 
 
 Particulars of Work 
 done. 
 
 Time spent on 
 each kind of work. 
 Years. Months. 
 
 , 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 TECHNICAL CLASSES ATTENDED PREVIOUS TO 
 STARTING AT THIS FACTORY. 
 
 Name of Technical 
 School. 
 
 Classes Attended. 
 
 Time spent on 
 
 each kind of wort. 
 
 Years. Months. 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 i 
 
 
 i 
 
 Name Check No. 
 
69 
 
 RECORD OF PROGRESS, 
 
 In filling in this form use the following Code : — 
 
 Very ' Good. F. Fair. 
 
 Good. X. Indifferent. 
 
 V.G. 
 G. 
 
 
 o 
 
 a; 
 
 Foreman's Reports. 
 
 Timekeeper's 
 Reports 
 
 Tech- 
 nical 
 Classes 
 
 C 
 < 
 
 X 
 
 1 
 
 ll 
 
 
 Date 
 19 
 
 Class of 
 Work 
 done 
 
 
 1 
 
 Foreman 
 
 1 
 
 I 
 
 Tune- 
 keeper 
 
 S 
 
 Jan. 
 Feb. 
 
 March 
 April 
 Mav 
 
 
 
 
 
 
 
 
 
 i 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 1 
 1 
 
 1 
 
 
 
 ' -1 
 
 
 
 
 
 
 
 June 
 
 August 
 
 Sept. 
 
 Oct. 
 
 1 i 
 
 
 1. . 
 
 
 
 
 
 
 
 
 
 
 1 
 
 ■■ 1 
 
 
 :::;::::!:: 
 
 
 
 ^"'V'x::.'::. 
 
 ::r:::::;i:: 
 
 
 
 
 
 
 1 
 
 
 
 
 1 . 
 
 Nov 
 
 ■•i 1 
 
 ' 
 
 
 
 Dae. 
 
 ( 
 
 
 t 
 
 
 \'-\"\ '"[- 
 
 
 1 
 
 To. 
 
 APPENDIX D (e). 
 
 Date 
 
 MONTHLY REPORT OF APPRENTICES. 
 
 .191 
 
 Section. 
 
 Report for Month of 
 
 To be filled in for every Apprentice in your Section. 
 
 
 d 
 
 To be filled in by Foreman 
 
 To be filled in by 
 Timekeeper 
 
 Name 
 
 Class of 
 Work 
 done 
 
 (S 
 
 I 
 
 Signature 
 
 >. 
 
 1 
 •3 
 
 Signature 
 
 1 
 
 1,1 ; 
 
 
 
 
 
 
 
 
 
 
 ... .1 
 
 
 
 
 1 
 
 1 
 
 
 ' 
 
 The following Code to be used to fill in columns headed " Pro- 
 gress," " Conduct," " Punctuality " and " Regularity." 
 V.G. — Very Good. F. — Fair. 
 
 G. — Good. X. — Indifferent. 
 
70 
 
 
 Remarks 
 
 •'■■ - 
 
 
 
 : ^ 
 
 : «^ 
 
 ■ o 
 
 ssaiSoij 
 
 
 
 
 
 goaepuaiiv 
 
 
 
 
 
 i 
 
 ►J 
 < 
 
 H 
 2 
 
 H 
 
 g 
 
 
 
 
 1 
 
 in 
 
 II 
 
 ssaiSoid 
 sonepuauv 
 
 
 
 
 
 
 
 
 
 1 
 
 1 
 
 OJ 
 
 
 
 
 to 
 
 t 
 
 Q 
 
 ssaj3oi(£ 
 
 
 
 
 
 90uepu9;jv 
 
 
 
 
 
 
 1 
 
 
 
 
 3^ 
 
 SSSJSoJcJ 
 
 
 
 
 
 souBpua:}:^V 
 
 
 
 
 
 
 1 
 
 pi 
 
 
 
 
 u 
 
 s 
 
 sssiSoJj 
 
 
 
 
 
 
 aouBpua^iv 
 
 
 
 
 
 •ON 5!00iD 
 
 
 
 
 
 
 i 
 
 
 
 
 
 H;- 
 
 
 fc 
 
 H 
 < ■ S 
 
To. 
 
 71 
 
 APPENDIX D {g). 
 
 MONTHLY REPORT OF APPRENTICES. 
 
 Date 191 
 
 Evening Classes. 
 
 Report for Month of . . . . 
 
 To BE FILLED IN FOR EVERY APPRENTICE. 
 
 
 Clock 
 No. 
 
 To BE FILLED IN BY TEACHER. 
 
 Signature of 
 
 Name. 
 
 Subject. 
 
 Attend- 
 ance. 
 
 Pro- 
 gress. 
 
 Remarks. 
 
 Class 
 Master. 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 r — 
 
 Signed Headmaster. ' 
 
 The following Code to be used to fi.U in columns headed "Attendance" 
 and " Progress " : — 
 F.G.— Very Good. G. — Good. F. — Fair. ^.—Indifferent. 
 
 APPENDIX D (h). 
 
 APPRENTICE'S REPORT. 
 
 Quarter ending 191 
 
 Name Clock No 
 
 f Progress 
 
 1 . Technical Classes ..-i 
 
 I Attendance 
 
 I Progress 
 
 2. Factory 
 
 3. Remarks 
 
 ■ ■ ] Timekeeping 
 Conduct .... 
 
 Lads' Welfare Supt. 
 
72 
 APPENDIX D (i). 
 
 PARTICULARS OF LAD ENGAGED IN FACTORY WHO 
 STARTED BEFORE HIS EIGHTEENTH BIRTHDAY. 
 
 This form is to be filled up in pencil, not ink. 
 
 This portion of the form to be filled up in the lad's own hand- 
 writing. Please fill up carefully and write legibly. 
 
 Name (in full) Clock No Date 
 
 Address 
 
 Section engaged in at present 
 
 Have you had any experience in the Engineering Trades previous 
 to starting in this Factory ? If so, fill in the following particulars. 
 
 Name of Firm. 
 
 Particulars of Work 
 Done. 
 
 Time spent on each 
 
 kind of Work. 
 
 Years. Months. 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 What work have you been engaged on in this Factory ? 
 
 Section in Works. 
 
 Particulars of Work 
 Done. 
 
 Time spent on each 
 
 kind of Work. 
 Years. Months. 
 
 
 
 
 
 
 
 
 
 
 
 
 
 i 
 
 
 
 
 
 
 • 1 
 
 
 
 At what School were you educated ? . 
 At what Age did you leave School ? . 
 
 . years months. 
 
73 
 Have you attended at Technical Classes ? If so, fill in the following : 
 
 Name of Technical 
 School. 
 
 Classes Attended. 
 
 No. of Years spent at 
 each Subject. 
 
 Lad's Signature. 
 
 To be filled in by Foreman. Give brief answers {e.g., " Good,' 
 " Fair," " Bad "). 
 
 Foreman's opinion of the lad's character- . . . , 
 ,, ,. ,, ,, conduct .... 
 
 ,,, ,, ,, ,, ability 
 
 Foreman's Signature 
 
 APPENDIX D [k). 
 
 APPRENTICE'S LEAVING CERTIFICATE. 
 
 Name Date of Birth . . 
 
 Address 
 
 Date of entering the Factory 
 
 Date of leaving the Factory 
 
 Time Served 
 
 This is to Certify that 
 
 has completed years months as an 
 
 Apprentice in this Factory. 
 
 Signed this day of 19 
 
 General Manager, 
 Name 
 
74 
 
 ■ Apprentice's Experience in the Factory. 
 
 Nature of Work. 
 
 Time Spent. 
 
 
 
 
 
 • 
 
 
 
 
 
 
 1 
 
 
 Apprentice's other Experience. 
 
 We understand that, previously to joining us, the above was 
 engaged as follows : 
 
 Firm or Factory. 
 
 Details of Work. 
 
 Time Spent. 
 
 
 
 
 
 
 
 
 
 
 ! 
 
 
 Particulars of Education, 
 
 Day School Age on leaving 
 
 Classes attended during Apprenticeship at 
 
 Subjects 
 
 Character . , 
 Application 
 
 Summary of Reports. 
 
 Sports 
 
 Timekeeping 
 
 Management's Remarks. 
 
75 
 
 APPENDIX E {a). 
 
 INSTITUTE OF BUILDERS' SCHEME OF 
 APPRENTICESHIP IN THE BUILDING TRADE. 
 
 As unanimously adopted at the Conference convened by the London: 
 (Central) Advisory Committee for Juvenile Employment 
 between Representatives of the Institute of Builders, Repre- 
 sentatives of Building Trades Organisations, and Members 
 of the Juvenile Advisory Committee. 
 
 A representative of the Board of Education and of the L.C.C. 
 Education Authority attended the Conference in an advisory 
 capacity. 
 
 We are of opinion that a constructive scheme should be care- 
 fully elaborated, in conjunction with the Advisory Committee for 
 Juvenile Employment and the Local Education Authority, that 
 will enable suitable boys to learn a trade under practical conditions 
 directly they leave the da)' school, whether elementary or other 
 school. 
 
 1. Indenture. — All apprentices shall be bound, and an indenture 
 of apprenticeship for a period suitable to each trade in masters' 
 workshops or on jobs shall be entered into in all cases. 
 
 The indenture shall provide for boys to learn the trade chosen 
 under working conditions. 
 
 2. Length of Indenture. — 
 
 (a) For Masons' Apprentices . . . . 6 years 
 
 ,, Bricklayers' Apprentices . . . . 5 ,, 
 
 ,, Carpenters' and Joiners' Apprentices 5 or 6 years 
 The actual period for each Appren- 
 ticeship to be decided by the 
 Apprenticeship Committee to be 
 set up under the scheme. 
 ,, Plasterers' Apprentices .. .. 5 years 
 
 ,, Painters' Apprentices . . . . 5 
 
 These periods are subject to the provision that no person shalt 
 remain an apprentice after the age of 21 years. 
 
 (6) In the case of a boy who has satisfactorily completed 
 a two years' course at a Day Technical School where 
 instruction is given on the lines of the Brixton School of 
 .Building, and has obtained a certificate of proficiency 
 from the Principal, the period so spent shall count as 
 if the two years were the two first apprentice years, and 
 the indentured period be diminished accordingly, and the 
 apprentice will start at the third )-ear rate of wages. 
 
 3. Probation. — Before the indenture is entered into, the boy 
 shall be employed on trial for a period of not less than four weeks,, 
 at the recognised indenture rate of pay. 
 
76 
 
 4. Training. — The training shall be of two kinds : — 
 
 (1) In the workshop and on jobs. 
 
 The employer shall undertake that every opportunity shall be 
 ■given the boy to learn the trade to which he is apprenticed. 
 
 (2) In the Continuation School. 
 
 All apprentices who have not complied with the conditions 
 -contained in Clause 2 (6) shall be bound, during the first two years of 
 apprenticeship, to attend, during the employers' time, a Day Tech- 
 nical School for one whole day or two half-days every week (or a 
 minimum of six school hours), as may be found most convenient 
 to the employer, without deduction from wages, and shall further be 
 bound to attend Evening School for two evenings each week while 
 the schools are open ; school attendances to be certified from time 
 -to time. 
 
 All apprentices during the third and fourth year of their 
 apprenticeship shall be bound to attend Technical Classes for two 
 evenings each week while the schools are open. 
 
 All apprentices shall be encouraged to qualify for the Institute's 
 medals and awards. 
 
 5. Holidays. — Holidays shall be given without deduction of 
 -wages on all Bank Holidays and at such other times as the employers' 
 works are closed. 
 
 6. Overtime. — Overtime by apprentices shall not be worked 
 •during the first three years of the apprenticeship and subsequently 
 BhaU be discouraged, but if worked at the employer's request the 
 apprentice shall be paid such proportionate additional wages as 
 apply to the workman. 
 
 7. Premiums. — 
 
 (a) In general, premiums shall not be required, but nothing in 
 this scheme shall prevent a private agreement between an 
 employer and a parent or guardian or any Body or Asso- 
 ciation acting on behalf of such parent or guardian 
 providing an agreed sum of money as a premium to the 
 employer for the facilities provided for learning the trade 
 chosen. 
 
 (b) Should statutory powers be given to Education Autho- 
 rities permitting under proper conditions and control some 
 of the Scholarship Rewards, Bursaries, or Maintenance 
 Grants now obtaining being utilised for instruction in 
 employers' works, such rewards or grants should form 
 an Apprenticeship Fund for payment to the employer of 
 a suitable premium where premiums are desirable and 
 necessary. 
 
 Wages. — Where no premium is paid. 
 1st year 
 2nd „ 
 
 8. 
 
 3rd 
 4th 
 5th 
 6th 
 
 s. d. 
 
 6 6 per week 
 
 10 
 
 13- 
 
 17 6 
 
 26 
 
 34 6 
 
 (These rates have been arrived at by approximating them to 
 ■one-eighth, one-fifth, one-fourth, one-third, one-half, and two- 
 thirds of the existing standard rates for journeymen.) 
 
77 
 
 9. Hours. — Those agreed with the Trade Unions in the Building- 
 Trades. 
 
 10. Apprenticeship Committee. — There shall be formed a Com- 
 mittee consisting of representatives of the Building Industry, 
 Education Authority, and the London (Central) AdWsory Committee 
 for Juvenile Emplo>Tnent of the ilinistry of Labour. The Com- 
 mittee shall be called the " Building Trades Apprenticeship 
 Committee." 
 
 The number of representatives of the Building Industry shall 
 be : — ■ 
 
 Six employer members to be nominated by the Institute 
 of Builders, and 
 
 One employer to be nominated by each of any Sub-Trade 
 Association of Employers which may desire to become a 
 party to this scheme ; 
 
 One representative to be nominated by each of the Work- 
 men's Organisations adhering to the scheme ; 
 
 Two members to be nominated by the Education 
 Authority ; 
 
 Three members to be nominated by the London (Central) 
 Advisory Committee for Juvenile Employment, of whom 
 one shall be elected Chairman by the Building Trades 
 Apprenticeship Committee. 
 
 This Committee shall : — 
 
 (1) itself or through one of its members be a party to the 
 Indenture ; 
 
 (2) approve the form of the Indenture and see that the 
 Indenture carries out the agreed apprenticeship scheme ; 
 
 (3) sub] ect to the approval of the Local Education Authority, 
 either itseU or through a Sub-Committee, visit the schools 
 attended by apprentices and advise on the instruction 
 given ; 
 
 (4) have power to vary the terms of the apprenticeship 
 scheme, and take such steps and make such regulations 
 as may be thought desirable in the interests of the scheme : 
 but before any decision is put into force, it shall be open 
 to either a majority of the employers or a majority of the 
 workmen present to ask that the question be referred 
 to their respective Associations for consideration, and 
 no action shall be taken until the reply of the Association 
 has been received. 
 
 (5) Appoint persons to serve on the Local Selection Com- 
 mittee and Appeal Sub-Committee as mentioned below. 
 
 The Committee shall be reappointed annually. 
 
 11. Local Selection Sub-Committees. — In connection with the 
 Local Employment Exchanges or with certain of these Exchanges to 
 be ^elected as centres for the Building Trade, a Building Trades 
 Selection Sub-Committee of the Local Juvenile Advisory Committee- 
 of the Exchange shall be formed. 
 
78 
 
 To this Sub-Committee shall be added : — 
 
 (1) Two representatives of the Building Industry ; the one 
 an employer and the other a workman, nominated by the 
 Building Trades Apprenticeship Committee ; 
 
 (2) A person nominated by the Local Education Authority. • 
 
 The duty of this Committee shall be to interview ■ boys either 
 recommended by head masters or applying direct to the Exchange. 
 
 Employers, before resorting to other means of obtaining appren- 
 tices, should notify vacancies to the Exchange, and should be asked 
 from time to time to do so by the Building Trades Apprenticeship 
 Committee. 
 
 12. Appeal Sub-Committee. — In case of bad conduct or unsuft- 
 ability on the part of the apprentice, or failure to teach the trade 
 chosen on the part of the employer, or in case of dispute between 
 employer and apprentice, the matter shall be brought before a 
 Committee called in the Indenture an Appeal Sub-Committee, 
 whose decision shall be final and binding on both parties. The 
 Appeal Sub-Committee shall have power to cancel the Indenture, and 
 its decision shall be final and binding on both parties. 
 
 It was unanimously agreed by the Conference : — 
 
 "That this scheme of apprenticeship, while drawn up for 
 London, should be applied to the provinces, with such 
 changes as local conditions may render necessary, and we 
 support the enactment of some such scheme." 
 
 APPENDIX E (6). 
 
 THIS INDENTURE made the day of 
 
 One thousand nine hundred and 
 Between ,, . of 
 
 (hereinafter called " the Master ") of the first part 
 
 of 
 (hereinafter called " the Guardian ") of the second part 
 I'Omit where (*-'5on of the said ) 
 
 theAppren- (hereinafter called "the Apprentice") of the third part 
 
 tice is not ^^d 
 
 the 'cfua?- THE CHAIRMAN OF THE BUILDING TRADE APPRENTICE- 
 
 dian, SHIP COMillTTEE (who and whose successors for the time being 
 
 in the said office are hereinafter referred to and included in the expres- 
 sion " the Chairman ") of the fourth part WHEREAS the 
 Apprentice has agreed to bind himself and the Master has agreed to 
 accept him as an apprentice upon the conditions hereinafter men- 
 tioned NOW THIS INDENTURE WITNESSETH that in con- 
 sideration of the covenants and agreements hereinafter entered into 
 by the Guardian arid Apprentice he the Master hereby covenants 
 with the Guardian and Apprentice and also as a separate covenant 
 with the Chairman in the manner following that is to say that he 
 the Master will take and receive the Apprentice as his apprentice for 
 the term of years from the 
 
 and also will during the said term to the best of his knowledge power 
 
79 
 
 and ability teach and instruct or cause to be taught and instructed 
 the Apprentice in the trade or business of 
 
 and in all things incident or relating thereto AND that he the 
 Master will allow the Apprentice during the first two years of the 
 Apprenticeship leave of absence during the Master's time in each 
 week for one whole day or for two half-days or for a minimum of 
 such time as will permit of six hours attendance at classes in each 
 week as may be found most convenient to the Master for the purposes 
 of attending Day Classes of instruction both technical and general 
 as the London County Council may from time to time with the 
 approval of the Building Trade Apprenticeship Committee organize 
 or conduct and that the Apprentice shall not suffer any diminution 
 of wages on that account AND that he the Master will pay to the 
 Apprentice wages at the rates and in manner following that is to 
 say during the 
 
 first year during the 
 
 second year during the 
 
 third year during the 
 
 fourth year during the 
 
 fifth year during the 
 
 sixth year 
 and that where overtime is worked as hereinafter provided wiU pay 
 the Apprentice such proportionate additional wages as apply to the 
 workmen and that he the Master will allow the Apprentice holidays 
 on all Bank holidays and at such other times as the Master's works 
 are closed without a suspension or a reduction of wages for such 
 times AND in consideration of the covenants and agreements 
 hereinbefore contained on the part of the Master the Guardian doth 
 hereby place and bind the Apprentice and the Apprentice with the 
 consent of the Guardian doth hereby place and bind himself with 
 and to the Master during the term aforesaid during all which time 
 the Apprentice shall faithfully honestly and diligently serve him the 
 Master and obey and perform all his lawful and reasonable commands 
 and requirements and keep the secrets of his trade and shall not do 
 any damage or injury to the Master or his goods or knowingly suffer 
 the same to be done without acquainting him therewith He shall 
 not waste the goods of the Master nor shaU he buy or sell during his 
 said Apprenticeship He shall not absent himself from the Master's 
 service unlawfully but shall in all things conduct himself as an honest 
 and faithful Apprentice ought to do AND for the considerations 
 aforesaid the Guardian doth hereby covenant and agree with the 
 Master that the Apprentice shall faithfuUy honestly and diligently 
 serve the Master in manner aforesaid as his apprentice during the 
 term aforesaid AND ALSO that he the Guardian will at his own 
 expense provide the Apprentice with sufficient board clothing 
 and lodging and all other necessaries during the said term AND 
 ALSO that the Apprentice shall work in the Master's business such 
 hours as may from time to time be agreed between the Employers' 
 Association and the Operative Unions in the Building Trade and in 
 case the Apprentice shall be required to work before or after the said 
 hours such work shall be considered overtime but so that the Appren- 
 tice shall not be required to work such overtime during the first 
 three years of the Apprenticeship AND ALSO that the Apprentice 
 
80 
 
 shall during the first two years of the Apprenticeship attend the 
 Day classes above mentioned and in the time allowed by the Master 
 and in addition shall attend out of working hours on two evenings 
 a week while the schools are open Evening Classes organized or 
 conducted by the London County Council all such attendances to 
 be certified from time to time and shall further during the third 
 and fourth year of the Apprenticeship continue attendance out of 
 working hours at such Evening Classes on two evenings a week AND 
 IT IS HEREBY FURTHER AGREED by the parties hereto of 
 the first three parts and each of them that in case of any claim by 
 any of such parties to cancel this Indenture for any cause 
 whatever or in case of any dispute or difference between any 
 of such parties in relation to or in any way arising out of this 
 Indenture or the conduct of any such parties in relation to his or their 
 duties thereunder such claim dispute or difference shall stand referred 
 to the Appeal Sub-Committee of the Building Trade Apprenticeship 
 Committee and such Sub-Committee shall have full power to cancel 
 this Indenture and to award any further or other relief whether by 
 the payment of money or otherwise to any party or parties who in 
 their judgment is or are entitled to such relief against any other 
 party or parties and all such decisions of the Appeal Sub-Committee 
 shall be final and binding on all such parties. 
 
 IN WITNESS whereof the said parties to these presents have 
 hereunto set their hands and seals the day and year first before 
 written. 
 
 SIGNED SEALED AND DELIVERED BY 1 
 the above-named 1 
 
 in the presence of 
 
 o 
 o 
 o 
 o 
 
81 
 
 APPENDIX F. 
 
 TYPICAL INDENTURE. 
 
 THIS INDENTURE made the day of 19 
 
 BETWEEN of 
 
 in the County of (hereinafter 
 
 called " the Apprentice ") of the first part of 
 
 in the County of 
 (hereinafter called " the Guardian ") 
 of the second part, and ' ^ whose 
 
 Registered Office is situate at 
 
 {hereinafter called " the Company ")' of the tliird part, WIT- 
 NESSETH that the Apprentice of his own free will and with the 
 ■consent of the Guardian by these presents doth place and bind 
 himself pupil and Apprentice unto the Company to serve them 
 at their Central Marine Engine Works in the trade or craft of a 
 
 for the term of 
 years, to be calculated from the day of 
 
 1-9 , and the Guardian hereby 
 ■covenants with the Company that the Apprentice will faithfully 
 serye the Company as their Apprentice in the trade or craft of a 
 for the said term of years, 
 
 and that he, the said Apprentice, shall not, during the said term, 
 wilfully cancel, obliterate, injure, embezzle or make away with any 
 ■of the books, papers or drawings or other the property of the Com- 
 pany, or their customers or employers, which may be entrusted 
 to his care or to which he may have access, and that he, the said 
 Apprentice,- will during the said term keep the secrets of the Com- 
 pany, and readily and cheerfully comply with and obey the reason- 
 a,ble requests and demands of the Company, and shall not depart 
 -or absent himself from the service of the Company during the said 
 term without their consent, but shall during the said term, conduct 
 himself as an honest and faithful Apprentice in all respects 
 "whatsoever, and that he the said Apprentice shall not join any 
 Trade Society, except for Sick and Burial Benefits only. AND 
 that he, the Guardian, will make good and reimburse to the Company 
 any loss or damage occasioned to them by the wilful misconduct 
 ■of the Apprentice, and will during the said term provide the 
 Apprentice with sufficient meat, drink, lodging, and aU manner, 
 •of necessary and fitting apparel and washing, and also in case of 
 sickness, medicine and medical advice and nursing, and the Company 
 Jtiereby undertake to provide at their own cost the Apprentice 
 with proper accommodation, food and travelling expenses upon 
 all occasions in which he is absent from home either in town or 
 ■country on business connected with the Company or any of their 
 •customers or employers. IN CONSIDERATION whereof the 
 ■Company do hereby covenant with the Apprentice, and also by 
 way of separate covenant with the Guardian, that the Company 
 -will teach and instruct the Apprentice or cause and procure him 
 to be taught and instructed in the said trade or craft of a 
 
 (234.) F 
 
82 
 
 AND ALSO will pay. the Apprentice 
 
 weekly during the period of 
 
 Apprenticeship ... ... from to 
 
 weekly during the second year of 
 
 the said term of Apprenticeship, from to 
 
 weekly during the third year of 
 
 the said term of Apprenticeship, from to 
 
 weekly during the fourth year of 
 
 the said term of Apprenticeship, from to 
 
 weekly during the fifth year of the 
 
 said term of Apprenticeship, from to 
 
 weekly during the sixth year of the 
 
 said term of Apprenticeship, from to 
 
 weekly during the seventh year of 
 
 the said term of Apprenticeship, from to 
 
 ■ PROVIDED ALWAYS, and it is hereby agreed by and between 
 the parties hereto, that in case the Apprentice shall lose any time 
 through misconduct, or shall become ill or incapable of following 
 his employment during any part of the said term, then the wages 
 to which he would otherwise be entitled shall cease during such 
 time as shall be so lost, AND IT IS HEREBY AGREED AND 
 DECLARED by and between, the parties hereto, that the hours 
 of work to be observed by the Apprentice are those appearing in 
 the Bill of Rules posted in the Company's Works, that any time 
 lost during any year of the Apprenticeship, unless accounted for 
 by Medical Certificates of Sickness, is to be worked by the Apprentice 
 at the end of that year and the wages for the same shall be the wages- 
 for the year during which the time has been lost, and that during 
 a strike or dispute with or amongst workmen the Apprentice shall 
 do such work as he may be directed in or about the Company's 
 Works. 
 
 IN WITNESS whereof the parties of the first two parts have 
 hereunto set their hands and seals and the Company has hereunto 
 affixed its Common Seal, the day, and year first above written. 
 
 Signed, sealed and delivered by the said 
 Apprentice in the presence of 
 
 Witness 
 
 Signed, sealed and delivered by the said 
 Guardian in the presence of 
 
 Witness 
 
 The Common Seal of 
 
 was hereunto aflixed in the presence of 
 
 Directors. 
 Secretary. 
 
83 
 
 APPENDIX G. 
 
 EXPERIMENTAL SCHEME FOR DEALING WITH BOY 
 CASUAL LABOUR. 
 
 The following is put forward as a scheme for the benefit of 
 boys engaged in casual labour in shipyards, but may also be appli- 
 cable in other places where similar conditions prevail. 
 
 The suggestions are intended for the consideration of those 
 who are fully aware of the conditions under which these boys work 
 and of the evils attending their occupation, and consequently no 
 attempt is made here to show the necessity and urgency for reform. 
 
 While the matter is considered from the boys' point of view, 
 the benefits which would result from a successful working of the 
 scheme to the State, the employers, and all in any way concerned 
 with the boys, are too obvious to comment further upon. 
 
 The scheme is founded upon the principle which admits of no 
 argument, that every boy, irrespective of his position in life, 
 requires : — 
 
 (1) Supervision up to at least 18 years of age. 
 
 (2) Training, general and special. 
 
 (3) Provision of an opening. 
 
 While these three requirements are of equal importance, they 
 are interdependent, and the lack of any one must entail general 
 failure. They must be supplied in the order stated, and in that 
 order they will be considered. 
 
 (1) Supervision. — ^While general supervision is primarily a, 
 duty of the home the fact remains that this is frequently lacking, 
 but it is essential that it should be supplied from some quarter, 
 and this can only be done by those who can obtain some control 
 over the boys. The difficulty with regard to the majority of the 
 boys in the shipyards is that, as they are only employed casually, 
 they are under no permanent control, and consequently no authority- 
 exists which is able to impose any supervision. This can only be 
 remedied by giving to the boys some measure of permanent employ- 
 ment under such conditions as will make it possible to exercise 
 adequate supervision. In establishments where the fluctuating 
 nature of the work makes it impracticable for individual firms to 
 offer permanent employment, the difficulty might be overcome- 
 by some form of pooling arrangement whereby the boys could be 
 brought under a definite contract of service to a committee of 
 employers and their services utiUsed as required in the various 
 shipyards. 
 
 The next step would then be to appoint some man to be 
 responsible for the general supervision of the boys. Such a man 
 must be capable of dealing with boys and able to lead them by his 
 personal influence. 
 
84 
 
 His duties would be to pay attention to the mental, moral, and 
 physical training of the boys with a view to the present and future 
 welfare of themselves and of the community generally, and to 
 ensure that a fair and equal opportunity was afforded to every 
 boy of preparing himself for a successful career. 
 
 When a supervisor has been appointed, he will require some 
 definite headquarters or institute as a centre for his activities. 
 A building will be necessary where the boys can meet for social 
 or instructional purposes, and which can be used as headquarters 
 for the various athletic and other clubs which a supervisor would 
 start, because a considerable amount of the training of the boys 
 will have to be carried out by means which appeal to their natural 
 instincts. It is probable that such an institute could be provided 
 through the help of some outside agency such as the Y.M.C.A. 
 
 (2) Training, General and Special. — By general training is meant 
 the mental, moral, and physical training and education that every 
 boy requires in his own interests, and in the interests of the com- 
 munity generally, without reference to any particular trade or 
 calling. It would not, of course, be possible for any supervisor 
 to attempt to deal with this matter entirely by himself, but he would 
 have to rely upon the co-operation of the Education Authorities 
 and existing organisations. His duty would be to guide and 
 advise the boys, and by persuasion and his own personal influence 
 to instil into the boys' minds a desire for self-improvement. A 
 capable man would adopt many means of obtaining the desired 
 results. Much could be done by properly organised clubs, social 
 or recreational, which if properly run serve a much higher purpose 
 than merely to keep the boys out of mischief or to occupy their 
 spare time. The supervisor would be greatly assisted in his work 
 if arrangements could be made for the boys to attend for 
 instructional purposes at the Institute during working hours. 
 Possibly, if the pooling arrangement previously suggested were 
 adopted, any boys when not wanted for work in the shipyards 
 might be required to attend at the Institute. 
 
 It is not possible to discuss here at length the question of special 
 training, that is to say, the training of the boys for the particular 
 calling they wished to adopt, as much would depend on the oppor- 
 tunities which were open to the boys. It would, however, be the 
 duty of the supervisor to get into personal touch with every boy, 
 and by advice and all other possible means to help and encourage 
 him to prepare himself for whatever work he was suited. 
 
 (3) Provision of an Opening. — Little can be said here under 
 this heading, but much could be done by employers and trades 
 societies by offering apprenticeships to suitable boys or by making 
 arrangements whereby the boys could pass on to some permanent 
 form of adult employment. Needless to say, it would be useless 
 to supervise and train boys, then cast tlj^em adrift, without any 
 attempt to help them to find suitable openings after the demand 
 for their services as boys hadjceased. 
 
 No doubt the trained boys would be in a, better position to find 
 employment for themselves than those over whom no care had 
 
85 
 
 been exercised, but help would frequently be necessary to put the 
 boys into touch with the demand for such services as they could 
 render. 
 
 It is hoped that enough has been said to explain the outline of 
 the suggested scheme, and that its possibilities for good will be 
 appreciated; and in conclusion an' appeal is made to all concerned 
 to consider the whole question from the highest standpoint and with 
 the widest outlook. The present system is a terrible waste of the 
 nation's greatest asset — its boyhood. Boys of the present day 
 will be called upon to fulfil men's duties and accept men's responsi- 
 bilities at an earlier age than formerly used to be the case, and surely 
 every help should be given them now to prepare for their task. 
 Definite, energetic, and immediate action is required, and the whole 
 matter requires dealing with from its foundation, patchwork 
 remedies being useless. 
 
 The future of industry and the whole fate of the country depend 
 on the boys of to-day, and these boys are suffering from various 
 handicaps unknown to previous generations. These handicaps 
 can largely be removed, or at least the evils minimised, but 
 immediate action is a matter of vital necessity. 
 
86 
 
 APPENDIX H. 
 
 THE ENGINEERING TRAINING ORGANISATION 
 (Founded 1917). 
 
 President : Sir Maurice Fitzmaurice, C.M.G. 
 Chairman of Executive : Sir William H. Ellis, G.B.E. 
 
 Hon. Organisers : 
 
 A. E. Berriman, O.B.E., and A. P. M. Fleming. O.B.E., 
 M.I.Mech.E., M.I.A.E., F.A.S. M.I.E.E., 
 
 Chief Engineer, Daimler Co. British Westinghouse Co. 
 
 Temporary Office : 
 
 Daimler Works,' Coventry. 
 
 Telegrams : c/o Daimler, Coventry. Telephone : Coventry 505. 
 
 Reference No. 8a. 
 
 Ofi&cial Correspondence will be signed by, and should be addressed 
 to, Mr. A. E. Berriman. 
 
 The Foundation and Objects of the E.T.O. 
 
 1. The Engineering Training Organisation was founded on 
 October 25th, 1917, by a resolution that was carried unanimously 
 at a meeting held on that date in the theatre of the Institution of 
 Civil Engineers, Great George Street, Westminster. 
 
 2. The resolution, which was proposed by Sir John Wolfe- 
 Barry, K.C.B., LL.D., P.R.S., and seconded by Sir William Hadow, 
 M.A., F.R.S.L., Principal of Armstrong College, Newcastle-on- 
 Tyne, reads as follows ; — 
 
 " That this meeting of Engineers and Educationists is of the 
 opinion that a need exists for improvement in and better co-ordina- 
 tion of engineering training, and considers that some form of central 
 organisation is a desirable means to this end. It is therefore resolved 
 that a representative committee, with power to add to their numbers, 
 be appointed to initiate means that will give effect to this principle 
 of a central organisation, and that the first members shall be 
 representative of the following bodies : — 
 
 Institution of Civil Engineers. Institution of Gas Engineers. 
 
 Institution of Electrical Engi- Institution of Mining Engineers. 
 
 neers. Institution of Mining and Metal- 
 Institution of Mechanical Engi- lurgy. 
 
 neers. The Technical Committee of the 
 
 Institution of Naval Architects. Motor Industry. 
 
 Iron and Steel Institute. The Federation of British 
 
 Liverpool Engineering Society. Industries. 
 
87 
 
 South Wales Institute of Engi- The British Engineers' Assoda- 
 
 neers. . tion. 
 
 Institution of Civil Engineers of The Board of Education. 
 
 Ireland. The Headmasters' Conference. 
 
 Institute of Metals. The Incorporated Association of 
 Institution of Municipal and Headmasters. 
 
 County Engineers. The Association of Technical 
 Junior Institution of Engineers. Institutions. 
 
 North-East Coast Institution of Engineers and Shipbuilders. 
 Institution of Engineers and Shipbuilders in Scotland. 
 The British Electrical and Allied Manufacturers' Association. 
 The Universities and Technical Colleges of University rank. 
 The Joint Committee of the Aeronautical Society and Society of 
 British Aircraft Constructors." 
 
 3. The above resolution was carried in the presence of over 300 
 ■delegates of engineering and educational bodies, the meeting being 
 the most representative of its kind ever held. A strong letter in 
 support of the proposal was received from the Right Hon. Herbert 
 Fisher, M.P., President of the Board of Education, and among those 
 who spoke in favour were : — 
 
 Sir Maurice Fitzmaurice, C.M.G., W. L..Hichens, Esq., 
 
 A. E, Berriman, Esq., O.B.E., R. T. Nugent, Esq., 
 
 Sir Dugald Clerk, K.B.E., Prof. W. E. Dalby, F.R.S., 
 
 Michael Longridge, Esq., Sir Amherst Selby-Bigge, K.C.B., 
 
 •C. H.Wordingham, Esq., C.B.E., J. P. Bedson, Esq., 
 
 Sir William H. EUis, G.B.E., Sir Wilfrid Stokes, K.B.E., 
 
 Sir Herbert Rowell, K.B.E., and the Rt. Hon. A, H. D. Acland_ 
 
 4. The constitution of the Organisation comprises a Council to 
 which the leading Engineering Institutions and Associations and 
 all the leading Universities and educational bodies send represen- 
 tatives. The first President of the Organisation is Sir Maurice 
 Fitzmaurice, C.il.G., past President of the Institution of Civil 
 Engineers. The Executive work is in the hands of a small Committee 
 under the Chairmanship of Sir William Ellis, G.B.E. The honorary 
 organisers are Mr. A. E. Berriman and Mr. A. P. M. Fleming. 
 
 5. The Organisation exists to promote engineering education in 
 its broadest and best interests. Among the functions that it seeks 
 to fulfil is the advising of parents and boys regarding the course 
 to pursue in order to obtain a proper engineering training, for which 
 purpose it will maintain a close association with schools, works, 
 and universities. It will also provide a channel for the co-ordination 
 of the educational interests of the various branches of engineering, 
 as represented by the different Engineering Institutions and 
 Associations, and will be a centre from which information relating 
 thereto can be obtained by those concerned. 
 
 6. Among the objects that received support on the occasion of 
 the foundation of the Organisation was the fostering of proper 
 Engineering Trade Apprenticeships and Engineering Pupilages 
 under the aegis of Apprentice Masters responsible, inter alia, for 
 keeping suitable Apprenticeship and Pupilage Records for each 
 
individual boy. Engineering training is interpreted in its broadest 
 educational sense as comprising the development of health, character 
 and intellect ; it embraces recreation as well as work, instruction 
 in the shops as well as teaching in the class-room. The encourage- 
 ment of the employer to take the greatest possible interest in 
 improving the efficiency of the works period of an engineering 
 pupilage or apprenticeship, the fostering of a wider appreciation for 
 the value in industry of higher education, the development of local 
 educational facilities and the promotion of scholarships or other 
 equivalent means by which the best talent may be enabled to rise 
 to its proper level under the stimulus of educational opportunity 
 are also among the objects of the Engineering Training Organisation. 
 
 7. In founding an organisation of this magnitude on the secure 
 support of all the existing organised interests represented by the 
 leading Engineering Institutions and Associations, as well as the 
 universities and technical colleges, it is necessary to proceed carefully 
 with the many investigations and arrangements that have to be 
 made in preparation for the active participation of the Organisation 
 in the work that it is founded to carry out. The preliminary work 
 of the Executive is well in hand, and when it is finished information 
 will be available as to the nature of the services that the Engineering 
 Training Organisation can render. 
 
 8. The following abstracts are taken from an Interim Statement 
 recently addressed by the Executive to the Council : — 
 
 (a) Reprints and Articles of General Information. — It is suggested 
 that the Executive should have authority to issue reprints and 
 articles of general information under cover of the following notice : — 
 
 This paper is not an official E.T.O. document, but has 
 been authorised by the Executive for issue in con- 
 nection with a series of reprints and articles, of general 
 interest and information, and copies can be obtained 
 from price each.' The 
 
 E.T.O. is not responsible for the opinions expressed 
 in the papers. 
 
 The following reprints are available, price 6d. each: — "The 
 Engineering Pupilage and the Engineering Trade Apprenticeship," 
 " Education in relation to Industry, with particular reference to 
 
 (b) Papers and Discussions. — Arrangements have been made with 
 some of the leading Institutions • in London and the Provinces to 
 set aside an evening this session for a paper and discussion on 
 engineering training. In the case of provincial institutions, it is 
 hoped that the papers contributed will describe the local oppor- 
 tunities for engineering training in such a way as to serve as a guide 
 to intending pupils. 
 
 (c) Apprenticeship Records. — It has been agreed in principle 
 that one of the most important details in connection with the 
 fostering of Apprenticeship as a national institution is to encourage 
 the practice of keeping proper records, and the Executive is accord- 
 ingly preparing a series of such forms for the benefit of those who are 
 
89 
 
 agreeable to give effect to this principle. The forms in question will 
 be made as comprehensive as possible, in order that they may ba- 
 the better suited to meet all requirements. 
 Copies can be obtained on request. 
 
 (d) District Organisation. — It is proposed to take initial steps 
 towards the active dissemination of E.T.O. propaganda through 
 the organised engineering interests already established in the various 
 local centres throughout the country. Subject, of course, to the 
 willingness of the local representative institution or association, the 
 Executive purposes making arrangements for the devolution of 
 E.T.O. work wherever satisfactory facilities exist. In some places, 
 broad schemes have already been developed, and, subject to these 
 not clashing in any way with the fundamental principles that become 
 incorporated in the E.T.O. policy, it will be the purpose of the 
 Executive to support such schemes locally and assist in their develop- 
 ment. In those places where there is no local scheme, the Executive 
 will co-operate with the local organisations with a view to developing 
 a satisfactory plan in the light of local conditions. In connection 
 with this work, steps will be taken through the local organisation, 
 and also by direct action, to encourage individual firms to appoint 
 Apprentice Masters where such appointments have not already 
 been made. 
 
 [e) Apprentice Masters. — An arrangement has been made with 
 the Welfare and Health Sub-Section of the Ministry of Munitions 
 whereby that Section undertake to supply information to their 
 ofiELcers respecting the work and objects of the E.T.O., to employ 
 the term of Apprentice Master instead of Welfare Supervisor in 
 relation to the supervision of the broader education of boys in the 
 
 -Engineering Industry, and to instruct their officers to advocate the 
 appointment of Apprentice Masters in relation to Engineering. In 
 the case of new appointments effected through the M. of M.,the 
 Apprentice Master will be placed in communication with the E.T.O. 
 
 (/) Kitchener Scholarships. — The, Executive has been informally 
 consulted in connection with the Kitchener Scholarships and their 
 application to Engineering, and members of Council are advised 
 that an official brochure is in existence relating to Kitchener 
 Scholarships, copies of which can be obtained through the E.T.O. 
 
 The Executive is considering whether it can establish means 
 for advising prospective candidates for the engineering Kitchener 
 Scholarships as to the best course of training. It is one of the 
 conditions in connection with Kitchener Scholarships that can- 
 didates must submit full particulars of the course of training that 
 they intend to pursue. 
 
 [g) Whitworth Scholarships. — A letter has been received from 
 the Board of Education stating that the position of the Whitworth 
 Scholarships vrill necessarily have to be considered in connection 
 with any far-reaching proposals for the reorganisation of engineering 
 education, and that the Board will be glad to consider any sug- 
 gestions on the subject submitted by the E.T.O. The Executive 
 is taking steps to ascertain the direction in which it could most 
 usefully assist the Board of Education in. this matter. 
 
90 
 
 {h) Discharged Officers' Training. — In response to a request 
 from Mr. C. Home McCall, Controller of the Officers' University 
 and Technical Classes, Ministry of Labour, the Executive is taking 
 action to assist his Department in connection with the training of 
 discharged officers who desire to enter the engineering profession. 
 
 {i) Engineering Degree Courses. — Information relating to the 
 engineering degree courses, or their equivalent in related faculties 
 at the various Universities and Technical Colleges of university 
 rank, is being compiled, with a view to publication in a convenient 
 form for the use of Engineering Pupils. 
 
 {j) Memorandum on Apprenticeship . — At the invitation of Mr. 
 Turner, of the Coventry Education Committee, a memorandum 
 •on Apprenticeship is being prepared for the use of those who desire 
 to spread among parents and boys in industrial districts a proper 
 appreciation of the importance of apprenticeship. 
 
 (k) Bureau of Information and Pupils' Register. — It is proposed 
 to ascertain to what extent the E.T.O. could usefully assist schools 
 to secure Engineering Pupilages for the more able boys by opening 
 a register. If there is a demand for such assistance, engineering 
 firms will be invited to enter their names on a corresponding list 
 as an indication of their willingness to receive suitable boys as 
 Pupils. 
 
 It is believed that the E.T.O. could perform a really useful 
 service to the Industry and to the schools by organising this work, 
 which would involve an interview with the boy and the giving of 
 advice. As far as possible, the procedure of the Cambridge 
 University Appointments Board would be used as a guide in the 
 development of the work, and it is probable that the E.T.O. could 
 assist the various University Appointment Boards in respect to 
 men who take their University course before establishing any 
 relations with an engineering firm. 
 
 The successful development of this scheme would probably 
 result in the appointment of advisers in local centres in order to 
 remove the inconvenience of dealing with all cases in London, and 
 in order to render available the intimate knowledge of local con- 
 ditions and facilities that is more likely to be possessed by a resident 
 than by the personnel of a London office. 
 
 (I) Overseas Engineering Pupils. — The Executive has under 
 consideration the problems involved in connection with the training 
 of engineering pupils from the Colonies and Dominions. This 
 matter has reference to the circular letter issued by the Board of 
 Trade in May, 1917, and is being dealt with by the B.E.A.M.A. 
 and also by the B.E.A. 
 
 9. Pending the provision of permanent office accommodation, 
 ■enquiries should be addressed to Mr. A. E. Berriman at the Daimler 
 Works, Coventry. 
 
 November, 1918. 
 
91 
 
 CHAPTER IV. 
 
 WELFARE SUPERVISION IN RELATION TO 
 HEALTH. 
 
 The welfare supervisor must always look upon himself as 
 an apostle of health. His duty is to obtain a healthy staff 
 and to maintain it in health. He can only do this by con- 
 stantly watching for any slight divergence from health which 
 occurs, and when he sees it immediately taking steps to advise 
 the boy to obtain medical advice. 
 
 He will obtain great advantage when the boy is first 
 engaged by being the medium through which the boy is 
 brought before the Certifying Factory Surgeon to be passed 
 for employment. If the welfare supervisor has already made 
 himself familiar with the past record of the lad and with the 
 work which he is intended to undertake in the factory, he will 
 be able to consult the Certifying Surgeon as to his fitness for 
 this work, and to obtain from the surgeon instructions on 
 the matter. 
 
 This medical examination of juveniles must shortly receive 
 an impetus from the provisions of the Education Act, 1918, 
 which calls for medical supervision of all juveniles up to the 
 age of 18 ; and when this Act comes into force, the duties of 
 the welfare supervisor must become more and more important 
 in relation to the juveniles employed, not merely from the 
 point of view of education, but in relation to their health 
 records ; and he should take steps to see, so far as he is able, 
 that the previous health records of the boy when at school 
 are passed on and kept up to date during his period of 
 adolescence in the factory. 
 
 The organisation of first aid in the factory gives the super- 
 visor a further interest in health questions. He should see 
 that the first-aid boxes are kept stocked and in order, and 
 that the persons placed in charge of them are taught the use 
 of their contents. For this purpose he may find it necessary 
 to call in the services of a doctor to give the necessary instruc- 
 tions. He should also organise an ambulance corps taught 
 in the use of the stretcher, and able in any moment of 
 emergency to act ; as, for instance, should a fire occur. He 
 should see that the fire exits are always in order, and obtain 
 permission from the management to hold occasional fire driU 
 
92 
 
 Apart from direct observation the welfare supervisor has 
 at his command certain definite indications which may cause 
 him to suspect that this or that boy is not up to the mark. 
 These indications are to be found in tlie records of lost time,, 
 which should always be closely watched. A further indication, 
 may be obtained by noting the wage list. A boy who is not 
 quite well may not appreciate the fact himself, but his state 
 of health is not infrequently reflected in his earnings, pre- 
 suming that he is paid by piece-work. Any steady declination 
 of earnings should arouse suspicion in the mind of the welfare 
 supervisor. 
 
 If his suspicions are in any way aroused, he may possibly 
 be able to test them by being present at meal times in the- 
 canteen and observing whether those whom he suspects are,, 
 in fact, taking healthy meals. This, of course, presumes that 
 there is at the factory a well-equipped canteen. Should 
 there not be one, then, unless there are excellent reasons to 
 the contrary, he should press the necessity upon the manage- 
 ment. Meals eaten at the work-bench and in the work-place,, 
 or taken in any odd hole and corner of the factory, cannot in 
 the long run be satisfactory. A picnic may be an amusing- 
 variety, but it loses any attraction if indulged in as a routine- 
 way of taking food. Boys are not unlike girls in this matter,, 
 in that they are inchned to neglect the taking of proper food 
 and prefer attempting to subsist upon sweets and buns instead. 
 The welfare supervisor should, without showing an inquisi- 
 tiveness which may be resented, note what class of food the 
 boys bring with them to the factory, and if, as is often the 
 case, he finds it to be entirely unsatisfactory nourishment for 
 a growing lad, he should take an opportunity of visiting the- 
 home and asldng for this to be remedied. 
 
 It has to be reaUsed that the very beginning of industrial' 
 life is in itself a shock to the mental and physical constitution 
 of the growing boy. Five hours' schooUng a day -with young; 
 companions and ample leisure for exercise and games is 
 suddenly replaced by a long working day amongst adults, 
 ■wdth, at the end, a -tired body and little incUnation for games- 
 or for recreation. It follows, then, that fatigue will be one of 
 the most prominent ill effects that we must look for in the 
 first months of employment. Listlessness and apathy telL 
 their own tale, but before this stage is reached certain sub- 
 conscious efiorts on the boy's part to overcome this conditioni 
 will be noticeable, and the irritabiUty of manner shows that 
 fatigue has to some extent impaired his self-control. A novel 
 liking for sensational literature, occasional rowdiness or a. 
 sudden liking for unwholesome amusement shows a tired 
 mind that can only be reached by unaccustomed stimuh. 
 
93 
 
 Care must be taken that fatigue is not unnecessarily put 
 •down to factory life, for many cases occur in which home 
 conditions add sleepless nights to working days. 
 
 A Clean Head. — It is important that boys' hair should be 
 kept close cropped ; it is quite common to find a heavy crop 
 of nits in the back hair of towsled-headed boys. These are 
 unpleasant enough to other persons, but their presence impUes 
 constant scratching, and through scratches the germs of 
 inflammation gain easy access to the glands of the neck and 
 produce painful and ugly swelhngs, which may end in abscesses 
 that need operation or tubercular trouble calling for months of 
 treatment in the open air. 
 
 Ears. — It is often common to see boys going about with 
 plugs of cotton-wool in one of their ears, or to see the external 
 ear disfigured by ugly scabs. Underlying either of these 
 conditions is a purulent offensive discharge from a diseased 
 bone in the depths of the middle ear. At its best, this may 
 continue for years and end in permanent deafness ; at its 
 worst, an acute inflammation may supervene on this chronic 
 diseased spot and only an urgent and severe operation can 
 prevent fatal complications due to a spread of the inflamma- 
 tion into the skuU cavity. These boys must be directed to 
 their doctor or to the local hospital, and arrangements must 
 be made for them from time to time to see an aural specialist. 
 
 Teeth. — A boy with bad teeth is an offence to the eyes and 
 noses of others, and is also starting life under a severe handi- 
 cap. Without good teeth he cannot masticate his food, with 
 bad teeth and inflamed gums his digestion must be impaired. 
 With this double handicap of impaired mastication and itn- 
 paired digestion the strong muscles and good physique of 
 manhood are not to be expected. These boys must be sent 
 to have adequate dental treatment. 
 
 A denoids. — There is a type of boy with open mouth, pinched 
 thick nose and stupid aspect that we all recognise as being 
 due to adenoid growth at the back of the nose. Besides his 
 impaired wage-earning powers due to his stupidity and often 
 to deafness as well, this boy is unable to protect his respiratory- 
 tract by the ordinary filtration of every breath that occurs in 
 proper nasal breathing ; in consequence of this, the boy is 
 very liable to coughs and colds, and frequent coughs and colds 
 imply later the development of chronic and serious pulmonary 
 diseases. 
 
 Adequate treatment in time by a competent throat and 
 nose speciahst wiU prevent further illness and improve very 
 
94 
 
 much the future social status of this boy. The adenoid boy 
 should not be employed on any dusty occupation. 
 
 Rheumatic Fever. — The dangers of rheumatic fever and 
 tonsilitis are recognised by few who have not had a medical 
 or nursing training. Young boys run about hatless and coat- 
 less, insufficiently clad and poorly shod in all weathers. From 
 this exposure an attack of sore throat or rheumatic fever may 
 at any time lead to a severe temporary illness, and the patient 
 afterwards may appear well. Our heart hospitals are full 
 of men whose useful Uves have ended for good and all about 
 the age of 30 owing to valvular disease of the heart caused 
 definitely by an attack of rheumatic fever and tonsilitis when 
 they were young lads. Boys with so-called growing pains 
 or attacks of tonsilitis should always be referred with a note 
 to their own doctor for examination and treatment. Rheu- 
 matic fever in youth and a failing heart in the prime of Ufe 
 are a cause and effect which, if more widely known, would be 
 more generally guarded against. 
 
 Deformities. — To every observant person many men must be 
 known who are unfit for active work owing to the pain and 
 clumsiness of their flat fleet, yet this condition started in youth 
 and was then preventable by simple gymnastic treatment. 
 When young they complained of tiredness in their legs and 
 aching in their feet, and an examination of the soles of the 
 boots would have shown by their wear the unnatural posture 
 the feet were assuming. For want of timely care flat-footed 
 sufferers in adult life have to wear thick surgical boots with 
 irons or else have to undergo painful and lengthy operations. 
 
 A crooked back in adult life is a source of needless pain, 
 and such men or women have to wear leather jackets rein- 
 forced by steel supports. This curvature, when established, 
 is incurable ; but in the early days, when the parents noticed 
 that the shoulder was growing out and backache after exertion 
 was often complained of, this deformity could have been 
 remedied by exercises designed to strengthen the weakening 
 muscles. 
 
 It is bad for growing boys to be put on to work that involves 
 only one set of muscles, or to be employed on work in a con- 
 tinuously strained posture. Alternation of work is good not 
 only for the growing mind but for the growing body. 
 
 Eyes. — Boys, even more than girls, have an intense pre- 
 judice against wearing spectacles. Any boy with constant 
 sore eyes, or who works with his head close to the process, or 
 who is seen frowning at his work, should be directed to a 
 skilled oculist. 
 
95 
 
 Epiliptics. — What to do with a boy who has fits is an almost 
 insoluble problem. Without occupation he will in time become 
 a stupid pauper, but, on the other hand, at work he is Uable 
 to damage himself, to endanger the lives of others, and to 
 put his firm to heavy expense from compensation claims. 
 Ideally, such sufferers should be sent to epileptic colonies, 
 where they can earn their own living, under medical super- 
 vision. Failing this, such lads, although capable' of heavy 
 work, should be kept awa)' from machinery and employed 
 only where there are older workers who can keep an eye on 
 the boy and' render adequate first aid should a fit occur at 
 work. Often the boy's parents know some hours in advance 
 when a fit may occur, and by a prompt purgative and rest in 
 bed can often prevent its incidence. 
 
 Rupture. — This is only mentioned in order that boys with 
 ruptures may be sent to hospital to have their condition cured. 
 In later life, with a large rupture, operative measures are not 
 necessarily successful, but in young workers the chance of a 
 successful operation is very high, and afterwards there is no 
 need to wear a truss or to abstain even from the most severe 
 forms of manual labour. 
 
 Pleurisy. — This disease is often thought lightly of by the 
 general public. Most commonly, it is due to an invasion of the 
 chest by the germs of tuberculosis. If the warning given by an 
 attack of pleurisy is neglected, tuberculosis of the lungs may set 
 in in adult hfe. Any boy attacked by pleurisy should have a 
 long hohday, and on his return to work should avoid, if possible, 
 any indoor occupation ; ample immediate remedial measures, 
 and later an open-air hfe, are cardinal points in the prevention 
 of pulmonary tuberculosis. 
 
 Hospitals. — Workpeople are very generous in their con- 
 tributions to local hospitals, but welfare of&cers and others 
 should interest themseh'es in this matter, so that factory 
 contributions may be used to secure a maximum benefit to 
 the subscribers. The total sum should not go to some favoured 
 general hospital alone, but a certain amount should be diverted 
 to every special hospital or institution within reach, so that 
 specialist advice and treatment may be obtained, and con- 
 valescent treatment and surgical aid appliances may be 
 obtained whenever necessary. 
 
 Attached to this chapter is an Appendix entitled " In- 
 formation relating to Pubhc Medical Aid." 
 
m 
 
 APPENDIX. 
 
 INFORMATION RELATING TO PUBLIC MEDICAL AID, 
 
 Welfare officers in the course of their duties come across cases 
 ■of hardship due to ill-health that may. be mitigated by directing 
 the sufferers to certain channels of medical aid. These channels 
 are not always well known, and the following notes have been drawn 
 up to assist officers in search of skilled and professional assistance 
 for medical, surgical, infectious, maternity and convalescent cases. 
 
 ■ For the alleviation of illness there exist Panel Practitioners, 
 District Nursing Associations, Cottage Hospitals, General Hospitals, 
 Poor Law Infirmaries, Isolation Hospitals, and Special Climes , 
 while Convalescent and Maternity Homes fulfil other duties. 
 
 PROVISION FOR MEDICAL AND SURGICAL CASES. 
 
 Panel Practitioners. — The organisation of the National Health 
 Insurance need not be described here, but that every worker should 
 have his or her panel doctor cannot be said too often or too. 
 earnestly. All workers are provided with National Health Insurance 
 cards, and they should take these cards at the earliest opportunity 
 to the doctor of their choice to be signed by him. This action 
 should never be forgotten or postponed after moving from one 
 district to another. From the time of signing, the worker is entitled 
 to free medical attention at home or at the doctor's surgery. Some 
 delay may occur through busy doctors being unwilling to take on 
 new applicants, but a letter to the local secretary of the Panel 
 Committee should, and usually does, produce a quick solution. 
 
 District Nurses. — In nearly every town and village there are 
 •district nurses whose salary is paid by voluntary subscription 
 through a Local Nursing Association. The assistance of these 
 nurses is invaluable when serious illness has to be treated in artisan 
 dwellings, and the welfare officer should acquaint herself with the 
 name and address of all the nurses in her district. These nurses 
 know the home life of the industrial classes better than any other 
 group of persons, and they are accustomed to worldng in close 
 -association with the panel doctors. 
 
 HOSPITALS. 
 
 Cottage Hospitals. — These institutions vary in the extent of 
 treatment given. Usually they only provide a few beds for urgent 
 cases sent in by local doctors, and have no resident medical staff. 
 Every stage will be found between these small hospitals and general 
 hospitals and information must be procured locally. 
 
 General Hospitals. — These institutions, like cottage hospitals, 
 are for the most part supported by endowment or voluntary sub- 
 
97 
 
 scriptions, and are managed by independent boards. The ser\-ices 
 rendered by the medical stafif are entirely voluntary. The patients 
 are usually seen as out-patients at fixed times daily, and a hst of 
 the hours and attendances of the medical staff should be obtained 
 from the secretary of the hospital. Where specialists are appointed 
 for special diseases — e.g., of the eyes or throat — note should be 
 taken of their hours of attendance, since a fruitless visit will be 
 paid by a patient attending at other times. 
 
 Application for the opinion of a specialist usually necessitates 
 two attendances at the hospital — one to the receiving room or 
 casualty room .for a card, the second by appointment for the 
 specialist's opinion. 
 
 Orthopaedics indicate the treatment of deformities by splints 
 and in other ways ; Ophthalmology concerns diseases of the eye ; 
 Otology concerns diseases of the ear ; Dermatology concerns 
 diseases of the skin ; Gynaecology concerns diseases of women ; 
 and Neurology nervous diseases. 
 
 Panel patients are not treated at hospitals now, unless for urgent 
 or special attention, without a recommendation from their doctor. 
 
 Cases are admitted into hospitals by subscribers' letters, by a. 
 doctor's recommendation, or on account of their intrinsic urgency. 
 DetaUs are usually given in the Annual Report of the institution 
 concerned. Wherever possible a doctor's recommendation for 
 admission should be obtained, for much sickness is over-estimated 
 quite innocently by a sufferer, and a fruitless journey to hospital 
 may otherwise be undertaken. Do not forget to ask the doctor 
 how the patient should travel. Some cases travel best sitting, 
 while others need an ambulance ; and others, though needing 
 hospital treatment, may yet safely walk or travel by tram or 'bus. 
 
 Dispensaries. — There exist in many districts Dispensaries, sup- 
 ported by voluntary contributions, which fulfil the same purpose 
 as the out-patient departments of a General Hospital. Minor 
 surgical and medical cases are treated as out-patients at definite 
 hours which must be ascertained ; and in some instances when the 
 services of a whole time medical ofiicer are retained, this officer 
 visits patients in their own homes. 
 
 The right to attendance is usually established by obtaining and 
 presenting at the proper time a ticket from a subscriber. 
 
 Poor Law Infirmaries. — Infirmaries differ from hospitals in being 
 supported entirely by the rates and in having a provision laid down 
 by law for which every district is responsible. Attention, however, 
 should be drawn to the fact that in many districts (out of London) 
 hospital is the name used for the Poor Law infirmary and infirmary 
 is the name used for the hospital. Infirmaries provide for every 
 form of disease, and must also possess maternity accommodation. 
 Many Poor Law infirmaries in London undertake all major oper- 
 ations, but at some infirmaries only minor operations are performed, 
 arrangements being made with the nearest big hospital to accept 
 the major cases. 
 
 (234) G 
 
98 
 
 Cases of unsound mind, of advanced cancer and phthisis, are 
 not taken into hospitals, but are admitted into 
 
 (1) Poor Law infirmaries, the arrangements for which should 
 be made through the District Relieving Officer ; and 
 
 (2) Independent institutions when the social position of 
 the patient is above the Poor Law standard and a small 
 payment can be made. A list of these institutions can 
 be found in the Digest and Annual Register of the Charity 
 Organisation Society. 
 
 The local estimation of Poor Law infirmaries varies greatly in 
 different places. In some they are looked up to as the best places 
 for the treatment of acute conditions, in others they merely supply 
 provision for the indigent, bedridden and helpless, and are avoided 
 as much as possible. The standard of infirmaries, however, is 
 steadily rising, and too much attention should not be paid to local 
 prej udice. When hospital accommodation is necessary but is other- 
 wise unobtainable the case should be directed to the local infirmary. 
 
 Isolation Hospitals. — The occurrence of certain infectious dis- 
 eases, such as scarlet fever, smallpox and diphtheria, must always 
 be notified by the doctor in attendance to the Medical Officer of 
 "Health. These diseases should always be treated in isolation 
 hospitals, and the responsibility to provide these hospitals rests 
 with the Local Sanitary Authority acting on the advice of the Medical 
 Officer of Health. 
 
 The adult community has developed a high resistance to minor 
 infectious diseases, such as chickenpox, mumps and measles, and 
 provision for the isolation of such cases as occur is seldom, if ever, 
 called for. 
 
 Special Clinics. — Special provision is made for 
 
 (a) the treatment of tuberculosis through tuberculosis dis- 
 pensaries (which are referred to again later) ; and 
 
 (6) the treatment of syphilis through clinics which are now 
 being established throughout the country by the Local 
 Government Board, and information should be obtained 
 regarding them from the Medical Officer of Health. In 
 dealing with this disease circumspection is needed, for 
 patients are notoriously untruthful, while the public is 
 unduly credulous. Therefore, any question arising should 
 be referred to a medical man forthwith. 
 
 Convalescent Homes. — These institutions are maintained by 
 co-operative societies, trade unions, friendly societies, some big 
 firms, religious societies, and in association with all large hospitals, 
 for the care of convalescing patients. The value and need for these 
 homes among the industrial population is great, and information 
 must be acquired locally to ascertain the full extent of the beds 
 which are available. 
 
 Incurable cases, persons subject to fits, or girls with unclean 
 heads, are not admitted to such homes, and a sharp distinction is 
 usually drawn between the homes admitting medical or surgical 
 cases. 
 
99 
 
 Farm colonies and a few special homes accept patients suffering 
 from fits. Application should be made to the Charity Organisation 
 Society or the Poor Law Guardians. 
 
 PROVISION FOR MATERNITY CASES. 
 
 Maternity Nurses. — Certified midwives exist in every district. 
 Some are supported by nursing associations, while others are paid 
 for their services by the patients they attend. Since the establish- 
 ment of a register of midwives, to which no one can be admitted 
 except after examination, the standard of knowledge possessed by 
 midwives has been raised in a wonderful way. 
 
 Certain general hospitals have extern midwifery departments 
 which provide medical assistance at the patient's home, but in order 
 to ensure such assistance application must be made some time 
 previously, on the day and hour fixed, to the almoner or sister in 
 charge of this special department. 
 
 In country districts the panel doctor undertakes maternity 
 cases, but in London and big cities application is usually made by 
 the expectant mother (be she married or unmarried) to a hospital, 
 when, if she cannot be attended, the almoner usually helps the 
 applicant to make suitable arrangements ; and every pregnant 
 woman should be urged to make plans beforehand for her confine- 
 ment. 
 
 Maternity Homes. — Some general hospitals have lying-in wards 
 where women can be treated or admitted as necessity arises. In 
 places where no special institution exists, the local infirmary wUl 
 accept these cases. 
 
 Local health authorities have power to set up schemes for the 
 provision of maternity homes and for medical aid in necessitous 
 cases. These powers, however, are not commonly taken advantage 
 of. Charitable associations have in many cases stepped in, especially 
 for unmarried mothers, and information should be sought from the 
 local secretary of the Charity Organisation Society. The necessity 
 for establishing further provision in any neighbourhood should, after 
 careful investigation, be reported to headquarters. 
 
 DAY NURSERIES. 
 
 Although thfese institutions do not directly concern the health 
 of workers, they fill to-day an important place by permitting the 
 mother to undertake industrial employment freed from anxiety 
 about her chUd. 
 
 Before the war, the Board of Education was already dealing 
 with the question, and had assisted in estabHshing a number of day 
 nurseries. 
 
 The war, by increasing the demand for women's labour, has 
 drawn more' married women into the factories, and hence increased 
 provision has been required for their children. The Mi^iistry of 
 Munitions has therefore helped to extend the work already being done 
 
100 
 
 by granting financial aid to day nurseries established in munition 
 centres where the need is pressing, and is prepared as need arises to 
 assist further nurseries. 
 
 SURGICAL APPLIANCES. 
 
 Attached to many hospitals are Samaritan societies with grants 
 at their disposal administered by either the almoner or secretary, 
 who are accustomed to make arrangements for the supply of such 
 surgical instruments as artificial limbs, trusses, glass eyes, or spec- 
 tacles, and to raising funds to defray their cost. Should only a 
 small instrument be required, such as a truss or special bandage, the 
 panel ' doctor has power to supply them through the Insurance 
 Committee ; otherwise the Surgical Aid Society, the Hospital 
 Saturday and Sunday Funds are able to help, and the local branch 
 of the Charity Organisation Society may always be consulted in the 
 matter. 
 
 DENTISTRY. 
 
 Dentists. — Throughout the country there is a scarcity of legally 
 qualified dentists. In all they amount to scarcely one-sixth the 
 number of the doctors on the Medical Register. 
 
 A list of registered dentists can be obtained from the Medical 
 Directory, and the addresses of the various dental hospitals can also 
 be secured from the same source, or from the Digest of the Charity 
 Organisation Society. 
 
 Unqualified dentists are numerous and trade under many titles 
 and through varied means of publicity. Registered dentists are 
 forbidden to advertise, and are thus at a disadvantage in industrial 
 areas. Damage may be done by unregistered men through putting 
 plates over diseased stumps, administering dangerous drugs, such 
 as cocaine, and extracting sound teeth to make room for plates. 
 When possible girls should be warned against such unqualified men. 
 
 Much can be done by properly trained dentists to save teeth, 
 which are always far superior to artificial dentures. 
 
 Dental Clinics. — In large towns, either through the hospitals or 
 by means of special institutions, provision is made for free or semi- 
 free dental treatment. The cost of dentures has always to be borne 
 in whole or in part by the patient. Welfare officers should acquaint 
 themselves with the times of day when these institutions are open. 
 
 MEDICAL OFFICERS OF HEALTH. 
 
 Every district has a Medical Officer of Health, who may be 
 either 
 
 (a) a. part-time officer in small districts, or 
 
 (b) a whole-time officer in counties and large towns. 
 
 This officer is responsible for the health of the community in 
 his area, and has to keep statistics of the death-rate distributed 
 
101 
 
 according to age, sex, and cause, and of the birth-rate. He also has 
 information as to the approximate population of the district and 
 of the number of inhabited houses. He should always be consulted 
 on^the outbreak of any epidemic. 
 
 The Medical Officer of Health has working under him 
 
 (1) Tuberculosis Officers in charge of tuberculosis dispen- 
 saries, who treat cases of phthisis whether insured or 
 uninsured, or pass them on for admission to a sanatorium. 
 Suspected cases of consumption can be sent to the tuber- 
 culosis dispensary either directly, if they are not already 
 under medical care, or through their panel doctor. The 
 tuberculosis officer will determine whether they are 
 fitting cases for sanatorium treatment. 
 
 (2) Health Visitors, whose duty it is to visit the homes of 
 the sick, particularly of those suffering with consumption. 
 
 (3) Sanitary Inspectors, who investigate cases' of insanitary 
 conditions in dwelling-houses, overcrowding, bad venti- 
 lation and imperfect scavenging. These officers are also 
 responsible for examining food exposed for sale and for 
 the purity of supplies of drinking-water. 
 
 ; 
 
 CERTIFYING FACTORY SURGEONS. 
 
 These officers are appointed by the Chief Inspector of Factories 
 for every district in the Kingdom, and are practitioners paid 
 according to the services they render. They have duties under : — 
 
 I. The Factory Acts — 
 
 (a) To certify the fitness of all persons under 16 years 
 of age for industrial employment ; 
 
 (6) To make reports of special cases, accident and 
 industrial disease referred to them. 
 
 II. The Workmen's Compensation Act — 
 
 To certify the validity of claims for compensation for 
 those industrial diseases (such as poisoning by lead, 
 mercury, arsenic or T.N.T.) which are included in the 
 Schedule to the Act. 
 These surgeons often possess considerable knowledge of indus- 
 trial conditions, and their advice may with advantage be sought as 
 required. 
 
102 
 CHAPTER V. 
 
 RECORDS AND THE RELATION OF THE 
 WELFARE SUPERVISOR TO I^ESEARCH. 
 
 The question of records for special purposes has been 
 touched on in various parts of this handbook. In the absence 
 of good records in respect of each boy there can be no satis- 
 factory system of welfare supervision. 
 
 Records serve the following useful pArposes : — 
 
 (1) Records concentrate attention on the welfare and 
 progress of each boy. At any moment it is possible to turn 
 up the record of the boy and see the stage he has reached in 
 his career. If, as suggested in an earher chapter, it ought to 
 be possible to say at any moment towards what goal as an 
 adult worker the boy is moving, the record should furnish 
 the necessary information. In a large factory many boys 
 tend to drop out of sight and are forgotten, while attention 
 is fixed on a small proportion of the whole. The fact of 
 keeping records, whifch at fixed intervals must be added to, 
 serves to bring every^boy to the notice of the welfare super- 
 visor. Welfare work with records is individual and living, 
 without records it lapses into vague and ineffective, though 
 well-meaning, benevolence. 
 
 (2) Records are at once the justification or the condemna- 
 tion of past welfare work and the guide to future action. In 
 the case of a boy who succeeds, the records will show how 
 that success was achieved ; in the case of failure they should 
 indicate the early- causes and so point the way to prevention. 
 
 (3)- Records serve as the basis of all useful generahsation 
 in connection with industrial questions. Industry is full 
 of problems affecting the health or the efficiency of the 
 worker, and these are for the most part unsolved. Im- 
 pressionist generahsation is a poor guide and leads to sorry 
 results. Only generalisation, based on a careful accumula- 
 tion of facts, can hope to supply a solid basis of true con- 
 clusions, and for this good record-keeping is essential. 
 
 Later in the present chapter it is shown how to keep records 
 indicating the rate of wastage due to dismissals and to boys 
 leaving. , Very few accurate figures exist, and yet few 
 questions have a closer connection with the well-being of the 
 boy or with the economic management of the business. Such 
 figures as exist show an extraordinary variation ; sometimes 
 the annual wastage is as high as 60% on the total boys em- 
 ployed ; sometimes it drops below 10%. A high rate of 
 wastage is bad for the boys, indicating that they are acquiring 
 the unfortunate habit of wandering from one job to another. 
 
103 
 
 It is no less bad from the standpoint of factory management. 
 One employer has estimated that every change in staff costs 
 the firm from twenty to thirty shilUngs, as a result of lost 
 time while finding a new boy and of the need to teach him his 
 work. A wastage of 60% in a firm employing 1,000 boys 
 means a cost of ^600. If the wastage can be halved, there is 
 a saving of ;f300. But wastage to be diminished, and it can 
 be diminished, must first be measured or it is impossible to 
 calculate the effect of any course of action adopted. 
 
 Wastage is merely one of the many problems wl»ose solution 
 cannot even be begun in the absence of good records. Record- 
 keeping in connection with the business side of a firm is now 
 recognised as the first element in good management ; only 
 the English farmer still keeps his records in his head. And 
 these records are becoming increasingly elaborate in their 
 relation to rates of output, of men and machines, to progress 
 charts of the work in hand, and to innumerable other details. 
 The welfare supervisor, in the zeal for his work, must never 
 forget that elaborate and often tedious record-keeping, alien 
 as this may seem to the management of, boys, will alone lead 
 to success in his own factory and, what is even more important, 
 to success in many other factories. In work which, hke wel- 
 fare, is new, it is essential that the first generalisations should 
 be capable of withstanding the severest criticism ; they 
 are the foundations on which the future must be built. 
 
 Each welfare supervisor will like to think out his own 
 system of records. But for his assistance certain record forms 
 which have been found useful have been given in this hand- 
 book. If any welfare supervisor is thinking of carrying out 
 any investigation, the Welfare and Health Section will be 
 glad to render every possible assistance. They have a staff 
 trained in methods of industrial research who will be only 
 too glad to place their expert knowledge at the disposal of 
 those about to initiate a specific enquiry. 
 
 Records and varieties of records tend to multiply, and the 
 question frequently arises as to the best means of keeping 
 such records together. The following method is suggested 
 as a convenient and simple plan. On the outside of a large 
 envelope are printed the headings of the various information 
 which is taken down when a boy is engaged. The outside 
 of the envelope is, in fact, used as the engagement record. 
 Into this envelope are placed from time to time the various 
 records and reports relating to the boy. All information is 
 therefore kept together in an easily accessible form, and there 
 is no fear of anything being lost. The envelope is filed just 
 as a card is filed in a card index and is as readily turned up. 
 If any special investigation is being carried out the cards or 
 
104 
 
 forms germane to the enquiry can be extracted. This method 
 of dealing with records is used in many of the juvenile Em- 
 ployment Exchanges of the Ministry of Labour, 
 
 The method of carrying out an investigation will best be 
 made clear by taking a special example, and for this purpose 
 the question of " wastage " has been selected. 
 
 The Method of Estimating Wastage. 
 
 It is essential to keep down avoidable wastage to the 
 lowest possible point, and to do this it is necessary to have 
 accurate measurement of wastage in general in order to 
 ascertain the reasons. 
 
 This will be possible only if accurate statistics of engage- 
 ments are compiled periodically. To do this involves the 
 establishment of a comprehensive card index. Each entrant 
 should be recorded on a card (or, as previously explained, on 
 an envelope), the card providing, as a minimum, the age at 
 entrance, date of entrance, particulars of employment, wages, 
 record of time-keeping and reason for leaving. With such a 
 card index it is possible at intervals to ascertain the rate of 
 labour wastage, the cards being treated on precisely the 
 same lines as those adopted by actuaries in valuing the policies 
 of a life insurance office. Thus all the entrants between, 
 say, the 1st of January and 30th of June in a given year can 
 be classified, the numbers leaving within one, i:wo, etc., months 
 of entry being tabulated, with their reasons for leaving, and 
 the number out of these entrants still employed and having 
 been employed for one, two, etc., months at the date when 
 the tabulation is made, similarly set out. From such data 
 it is easy to calculate what percentage of entrants wiU still 
 be in the factory one, two, etc., months after entrance and 
 the effects of changes of system can be accurately compared. 
 This form of record is extremely important, and quite as 
 valuable to the welfare supervisor as the vital statistics of 
 a district are to the local medical officer of health and sanitary 
 authority. 
 
 In the case of boys it is also desirable to enter upon the 
 cards records of heights and weights at entrance, and there- 
 after at intervals of not more than six months. There has 
 been much loose talk as to the effect of factory life upon growth, 
 and until welfare supervisors have secured adequate numerical 
 data it is impossible to pass from such loose talk to well- 
 considered conclusions. 
 
 In most efficient factories the management will already 
 possess a card index system, but it is desirable in any event 
 for the welfare supervisor to maintain one of his own, copying 
 relevant particulars from the factory index cards and adding 
 
105 
 
 such items as weight and height or any others of special interest 
 to him which are not recorded in the office index. Pains 
 should be taken to enter upon the cards exact particulars of 
 any illnesses (a precis of the doctor's certificate being pro- 
 vided) ; and it is a good plan to use not merely cards but 
 envelopes, upon the outside of which the above-mentioned 
 data are recorded, special reports or other documents con- 
 nected with the boy being placed inside. This system of 
 individual indexing is the basis of all serious research work. 
 Averages not supported by the individual data, or general 
 impressions, are always to be mistrusted. 
 
 To illustrate the nature and calculation of a wastage table 
 we win take an imaginary example. Let us suppose that 
 during the first six months of a year 700 boys had been engaged 
 and that their cards were sorted out immediately on the 
 expiration of the six months, it being found that 500 of the 
 boys were still at work and that 200 had left, these totals 
 being distributed as shown in Tables A and B. Then, 
 in order to calculate the proportions leaving in each month 
 of service, we proceed as set out in Table C. Obviously all 
 the boys might have left in the first month of service, since 
 they all either did so leave or remained at work for at least 
 one month. Hence the chance of leaving in the first month 
 is simply the number actually leaving divided by the total 
 of the two tables. For the second month, those who left 
 in the first month and those still at work, but only having 
 been at work one month when the record was made, evidently 
 had no chance of leaving in the second month and must be 
 deducted from the first month's total to reach the number 
 exposed to risk for the second month, and similarly for each 
 subsequent month. 
 
 AFTER-HISTORIES OF BOYS ENGAGED BETWEEN 
 1st JANUARY, 1919, and 30th JUNE, 1919. 
 
 Record taken on 1st July, 1919. 
 
 Table A. — Boys Still Employed. 
 Length of service. Number. 
 
 1 month . . . . • . . . 50 
 
 2 
 3 
 4 
 5 
 6 
 
 100 
 
 150 
 
 125 
 
 65 
 
 10 
 
 Total .. .. 500 
 
 A boy who has been at work more than 2 but less than 6 weeks 
 is entered as having worked 1 month ; more than 6 but less than 10, 
 2 months, and so on. 
 
106 
 
 Table B. 
 
 —Boys Left 
 
 
 .eft in 
 
 
 Number 
 
 1st month . . 
 
 
 . 100 
 
 2nd 
 
 
 50 
 
 Srd ., .. 
 
 
 20 
 
 4th 
 
 
 15 
 
 5th „ .. 
 
 
 10 
 
 6th „ .. 
 
 
 5 
 
 Total 
 
 Table C. — ^Wastage. 
 
 200 
 
 Exposed to 
 
 risk of 
 leaving in 
 
 1st month . . 
 
 Number. 
 700 
 
 Actually 
 left. 
 
 ..100 .. 
 
 Per cent. Wastage 
 
 lOOX 100 
 = 14-3 
 
 2nd 
 3rd 
 
 4th 
 
 5th 
 
 6th 
 7th 
 
 . . 700-100-50 = 5^0 .. 50 
 
 . . 550-50-100 = 400 .. 20 
 
 . . 400-20-150 = 230 .. 15 
 
 230-15-125 = 90 
 
 90-10-65 = 15 
 none exposed 
 
 10 
 
 700 
 lOOX 50 
 
 550 
 lOOX 20 
 
 400 
 100X15 
 
 230 
 100X10 
 
 = 9-1 
 
 5-0 
 
 6-5 
 
 111 
 
 = 33-3 
 
 Such a wastage analysis places the welfare supervisor in. 
 possession of much, accurate information. It is usually found 
 in the case of adults that the wastage of the first month is 
 the heaviest — much as the death rate is heaviest in the first 
 year of life and for m.uch the same reason — ^but if it appears 
 that this " infantile mortality " is much heavier in one shop 
 than in another, or for one year than for the previous year, 
 then the inference may be drawn that the method of selecting 
 candidates for employment needs revision. It may also be 
 found that the rate of wastage shows a sudden increase after 
 two or three months' service, indicating the effects of, per- 
 haps, unsuitable hours and suggesting the need of inquiry. 
 The method can be applied to boys of particular ages, tables 
 of wastage among entrants from 14-15 years of age and of 
 
107 
 
 older boys being separately compiled and compared. It is 
 also easy to calculate from the rates what percentage of 100 
 boy's engaged will still be at work in the factory after any 
 desired number of months. Thus, taking the example given, 
 the percentage of boys still at work three months from engage- 
 ment will be:— 100 X -857 X -909 X -950 = 74, or 26% leave 
 within three months of entry. 
 
 These examples show how convenient a method of pro- 
 viding exact answers to questions is afforded by the compilation 
 of wastage tables. The more exact the information recorded 
 on the cards, the finer the analysis. The wastage can be 
 tabulated by causes of leaving and the relative importance of 
 different causes thus estimated. Naturally, the welfare 
 supervisor will remember that care is necessary' in drawing 
 conclusions when the actual number of observations is small, 
 and the frequency with which he can usefully prepare analyses 
 must depend upon the size of the factory.* When in doubt 
 as to the reliabihty of his averages from this point of view, 
 he should consult a trained statistician. 
 
 Numerous extensions and, modifications of this method will 
 occur to a welfare supervisor. The object of this chapter is 
 merely to define principles. 
 
 To sum up, we should emphasise the following considera- 
 tions. There are only two ways in which scientific truths can 
 be reached. The first is by direct experiment and simplifica- 
 tion. To find out what action some cause A has we airange 
 conditions so that A is the only influence at work. This is 
 the method of a laboratory. The other method, much more 
 laborious but not less certain in the long run, is, by statistical 
 tabulations of the complex experiments nature or human 
 society is always making, to isolate the particular factor. This 
 is the only available method in industrial investigations, or 
 at least the only method at the command of an executive officer 
 such as a welfare supervisor. To apply it he must take pains 
 to record all the other factors which might modify the par- 
 ticular factor A and have been brought into play by nature. 
 The field of inquiry is wide, and the part of it so far brought 
 under scientific cultivation small. Of the harvest awaiting 
 the investigator there can be no doubt. It is particularly to 
 be observed that the welfare supervisor cannot escape the 
 duty of himself carrying out the inquiries by the simple 
 expedient of remitting unanalysed data to some headquarters 
 officer. What appear to be striking statistical results to 
 one who has no intimate knowledge of the factory may be 
 
 *E.g., in the example above, the rates of wastage in 5th and 6th 
 months are quite unreliable owing to the smallness of the numbers. 
 
108 
 
 easily explained on the basis of first-hand knowledge. To 
 take a simple case, a great increase of the rate of wastage 
 after three months, say, from engagement may simply mean 
 that absentees are automatically struck off after three months' 
 absence, but their names retained for this period. Deductions 
 as to cumulative fatigue, etc., would be altogether erroneous, 
 yet they might be drawn by an armchair statistician who did 
 not have the welfare supervisor's first-hand knowledge of 
 the factory. The welfare supervisor should, of course, seek 
 expei-t advice as to the technical handling of the data, but he 
 cannot shirk the investigation, and must have the courage 
 to draw his own conclusions. 
 
109 
 
 CHAPTER VI. 
 
 RECREATION SCHEMES. 
 
 There is nothing new in the association of recreation with 
 the factory. But the war has revealed in a striking way the 
 importance of the question. The urgency of the need to 
 increase output led to the disappearance of many of the 
 factory recreation schemes. The drafting of the younger 
 men into the Army robbed the social clubs of their most 
 active managers. In consequence, the facilities for boys' 
 recreation, whether indoors or out of doors, disappeared on a 
 large scale. 
 
 Many of the difficulties connected with the management of 
 boys inside the factory or arising from their conduct outside 
 can clearly be attributed to lack of adequate faciUties for 
 recreation. Experience has sh6wn repeatedly that, wilSi the 
 development of a successful recreation scheme, these difficulties 
 tend to disappear of themselves. Recently much attention 
 has been given to the subject and every effort made to 
 encourage the growth of cricket and football clubs and social 
 institutes. Employers are now actively taking the matter 
 up, and a considerable part of the work of welfare supervisors 
 is concerned with the initiation and the carrying out of 
 recreation schemes. 
 
 The Ministry of Munitions are not the only Government 
 department who have an interest in the matter. The Home 
 Office have, during the years of war, been giving close attention 
 to the problem. They have appointed a committee, known 
 as the Juvenile Organisation Committee, to deal with the 
 questions involved. This committee consists in the main of 
 representatives of the various club organisations throughout 
 the country. Part of its work hes in an attempt to create 
 local Juvenile Organisation Committees in all towns with a 
 population exceeding 30,000. These local committees are 
 formed from persons representing the social organisations of 
 the district. Their work hes in : — 
 
 (1) Surveying the needs of the district as regards exist- 
 ing provision for recreation and social institutes ; 
 
 (2) Supplementing such provision either by stimulating 
 existing, or where necessary creating new, organi- 
 sations ; 
 
 (3) Raising funds to carry out these objects. 
 
110 
 
 Close co-operation has been established between the 
 Juvenile Organisation Committees of the Home Office and 
 the Welfare and Health. Section of the Ministry of Munitions. 
 In order to include all classes of munition workers the Home 
 Office have allowed their Juvenile Organisation Committees to 
 deal with recreation schemes affecting men and women as 
 well as boys and girls. Under such a scheme it is possible 
 for a town to survey its needs as a whole and make provision 
 for their satisfaction. 
 
 But apart from these civic recreation schemes there is 
 another line of development. Many employers, especially the 
 large employers of labour, have preferred to estabUsh, manage 
 and finance schemes for their own employees. In some cases 
 several neighbouring firms have combined for this purpose. 
 Such schemes constitute definite factory recreational schemes, 
 and many very successful examples are found. 
 
 Questions are frequently addressed to the department 
 by welfare supervisors in reference to the best way to start 
 a scout troop or cadet corps, or to manage a summer camp . 
 In the Appendices to this chapter will be found information 
 with regard to these and other forms of recreation. 
 
 The following Appendices are attached to this chapter. 
 Appendix A. — Scout Troops. 
 Appendix B. — Cadet Corps. 
 Appendix C. — Camp Craft. 
 Appendix D.- — Miniature Rifle Ranges. 
 
Ill 
 
 APPENDIX A. 
 
 THE FORMATION OF SCOUT TROOPS IN THE 
 FACTORY. 
 
 The Boy Scouts" Association is far too large for us to give any- 
 thing but an outline of their policy and organisation, and as this 
 article deals entirely with troops organised in factories, we will 
 touch only briefly on the general principles. 
 
 Aims. — The aim of the association is to develop good citizenship 
 among boys by forming their characters — training them in habits 
 of observation, obedience and self-reliance — inculcating loyalty 
 and thoughtfulness for others — teaching them services useful to 
 the public and handicrafts useful to themselves — promoting physical 
 development and hygiene. 
 
 Membership. — The organisation is open to British subjects 
 of every class and denomination, but the association can only 
 admit to affiliation those bodies which accept as a basis the three- 
 fold promise of the scout as laid down in the rules, the system of 
 instruction contained in " Scouting for Boys," and the regulations 
 governing the association. 
 
 Religious Policy. — It is expected that every scout shall belong 
 to some religious denomination and attend its services. 
 
 Organisation. — The scheme of organisation in the United 
 Kingdom is best explained in the form of a chart showing the 
 system of decentralisation to local associations, which are the 
 bodies in direct touch with commissioners and scout masters, and 
 form the effective unit of control. 
 
 HEADQUARTERS. 
 
 Chief Scout and Council 
 • with 
 
 Executive Committee 
 
 1 
 County Commissioners 
 
 with 
 County Scout Councils 
 
 District Commissioners District Commissioners 
 
 with A with 
 
 I I 
 
 Local Associations Local Associations 
 
 I 
 
 Troops Troops Troops Troops 
 
112 
 
 Starting the Troop. — It is advisable that the welfare supervisor 
 shall be the scoutmaster, and before he attempts to form his troop 
 he should apply for the following literature, which may be had 
 on application from the Secretary of the Boy Scouts' Association, 
 25, Buckingham Palace Road, London, S.W. 1 — 
 
 " Scouting for Boys," price Is. 
 
 " Policy, Organisation and Rules of the Association," price 6d. 
 
 " How to Start a Troop of Boy Scouts," price 3d. 
 
 which should be thoroughly studied. 
 
 He will then call a meeting of the boys employed in the works, 
 explain the principles to them, and collect the names of prospective 
 members. 
 
 It may be mentioned in passing that should it be desired head- 
 quarters will send a scoutmaster to advise and help the welfare 
 supervisor in the formation of the troop. 
 
 The scoutmaster will be wise if he starts by training a few of 
 the older boys in order that he may have his patrol leaders and 
 seconds ready to hand when the troop is formed. 
 
 He should thoroughly inculcate into these older lads the outline 
 of the scheme, i.e., its general bearing in teaching the duties of 
 citizenship, and the privileges and duties of patriotism, as they will 
 probably understand this aspect of the question better than the 
 younger members. 
 
 The scout law must be thoroughly learned by every member, 
 and discipline insisted upon from the commencement. 
 
 A club room is very necessary, and it should be the aim to obtain 
 a, place which can be absolutely given up to the troop alone. 
 
 Members should now be divided up into patrols, each patrol 
 consisting of from six to eight boys, including the patrol leader 
 and second. Definite troop and patrol meetings should be arranged, 
 and the patrol leaders and their seconds should undertake the train- 
 ing of their patrols up to the second class standard under the general 
 supervision of the scoutmaster. 
 
 After three months have elapsed the welfai* supervisor should 
 apply to the local secretary, whose address may be obtained from 
 headquarters, for the registration of the troop and for recognition 
 as a scoutmaster. 
 
 It is a good plan to have the walls of the club room hung with 
 some of the large scout charts showing the scout law, simple bandag- 
 ing, knots and splices, etc., and a complete record of the badges 
 gained by each member of the troop, and a record of any notable 
 events in which the troop have taken part. 
 
 The scoutmaster is strongly advised to becon^ a subscriber to 
 the " Scouts' Headquarters Gazette," published monthly, in which 
 will be found offtcial announcements, the amendments to rules, etc. 
 
 Sea Scouts. — Welfare supervisors desiring that their troops or 
 patrols should be registered as sea scouts must obtain the consent 
 
113 
 
 -of their commissioners, and must satisfy them that the requisite 
 training will be provided. 
 
 Rover Scouts. — The senior division of the scouts, consisting of 
 boys of from 15 years of age upwards. 
 
 A rover patrol or troop should, as a rule, be run in close connection 
 with the scout troop. It is best to start in a small way with one 
 ■patrol. 
 
 The rover patrol should have its own " meeting time." This 
 may at first prove a difiSculty, but a solution may possibly be found 
 in the " rovers " meeting after the scout troop has finished its work. 
 
 Conditions. — A rover must be over 15 years of age, preferably 
 15^, and must have obtained the rank of second-class scout. 
 
 Promotion and enrolment are in the hands of the scoutmaster. 
 
 Care should be taken not to enrol as rovers any scouts who 
 are not suf&ciently developed to join in the advanced instruction 
 and companionship in games of young men. 
 
 It may not always be desirable to admit even at 15 ; and a 
 scoutmaster may (if he thinks it best) fix a higher age for his own 
 troop or for individual lads. 
 
 In Birmingham the large factories are supplied with posters 
 giving the scout law. Small posters are posted in the works announc- 
 ing the meeting, and with the aid of lantern views the fun and many 
 -exciting games are explained. 
 
 The formation of troops of scouts, sea scours, or rovers in 
 factories is strongly recommended, as not only does it mean the 
 introduction of esprit de corps, but it develops a spirit which is 
 an asset to both employers and workpeople. 
 
 It has generally been found that when a troop has been formed 
 in a works an improvement in conduct, time-keeping, and general 
 -work is not far behind. 
 
 ^234) 
 
114 
 APPENDIX B. 
 
 FORMATION OF CADET CORPS IN MUNITION 
 WORKS. 
 
 It must be decided in the first instance whether the cadet corps 
 is to be recognised by the military authorities, i.e., attached as a 
 unit to a territorial regiment, or whether it is to be independent 
 and privately run. 
 
 With regard to the latter, should it be desired to organise an 
 independent cadet corps, not recognised and unattached to any 
 territorial regiment, the question of cost would have to be carefully 
 considered, as no Government grant would be obtainable, and a 
 fund would be necessary for the provision of uniform, equipment 
 and rifles. 
 
 If the former, the following is the procedure : — 
 
 (1) Call the boys together and form the company or com- 
 panies. 
 
 A company consists of not less than 30 boys and not 
 more than 100 boys. 
 
 (2) Apply to the Secretary of the Territorial Force County 
 Association, requesting that the company may be attached 
 to the reserve battalion of the local territorial regiment. 
 Names and addresses of local associations may be found 
 in the directory. 
 
 (3) The Secretary will give all information respecting the 
 organisation of the company, and the address of the 
 headquarters and name of the ofl&cer commanding of 
 the local regiment, who should be visited. 
 
 It will be generally found that the regimental officers 
 are only too willing to give any help required in the way 
 of organisation, lectures, etc. 
 
 (4) The Government grant is £5 per company, but additional 
 help may be obtained from the County Association 
 should any be required for the purchase of uniform and 
 equipment. 
 
 NOTES. 
 
 It must be understood that the regiment to which the cadet 
 corps is attached will expect it to be an agency for the provision 
 of recruits, and as soon as the boys attain the necessary age they 
 would be expected to transfer to one or other of the companies 
 composing the battalion. 
 
 It should be noted, however, that the boys are not absolutely 
 compelled to transfer, but it would be necessary for all of them — 
 with the exception of certain non-commissioned ranks — either to 
 do this or resign from the corps when they attain the necessary 
 age. 
 
115 
 
 All members of the corps are expected to put in a certain number 
 of drills during the year, and to attend the annual inspection and 
 other parades as ordered. 
 
 The officer commanding the cadet corps, and the platoon officers, 
 are commissioned (Lord-Lieutenant's commission). 
 
 Uniform. — In pre-war days a uniform, consisting of tunic, 
 trousers, cap and belt, cost from £1 to £1 10s. per head, and would 
 now probably be 50 per cent, greater. 
 
 Some corps provide overcoats for the boys, and some do not, 
 but it does not add to the smartness of a parade if, on a wet day. 
 the boys turn up with all kinds and colours in the way of overcoats. 
 
 Rifles and Carbines. — Rifles (or rather disused army (Martini) 
 carbines) may be obtained as follows : — 
 
 (a) By recognised cadet corps : — gratis, from the Ordnance 
 Department, Woolwich, upon application to the Secretary 
 of the County Association. 
 (6) By independent cadet corps : — ^when available, upon 
 application to the Secretary, War Office, and cost about 
 Is. each, plus carriage. 
 
 These are for driU purposes only, and cannot be fired from, as 
 the springs have been eased. 
 
 However, this would not matter much, as cadet corps generally 
 use miniature ranges only, and one or two Greener rifles, or rifles 
 fitted with Morris tubes, would be all that is necessary for such 
 musketry. 
 
 Equipment. — As regards equipment, a haversack and a water 
 bottle, for use on route marches, etc., costing from 2s. 6d. to Ss. 
 each, according to quality, are the only necessaries at first. 
 
 Should a signalling section be formed — and they are always a 
 source of interest — flags (Semaphore and Morse) would be necessary, 
 but they are quite cheap ; in fact, the boys or their mothers can 
 easily make them. 
 
 Such instruments as field telephpnes and telegraphs, wireless 
 outfits, etc., would not be obtained until the corps has been running 
 some time. 
 
 Bands. — A band is an unfailing attraction, and, if care is taken, 
 helps wonderfully towards the success of the undertaking. 
 
 A brass band would probably be out of the question, at any 
 rate at the start, but bugles may be purchased for about £1 each, 
 side drums 30s. to £2 each, and bass drums £3 to £A — present 
 prices. 
 
 Fifes cost about 5s. to 6s., and B flat flutes 8s. to 10s. 
 
 The bugle band is generally the most popular with the cadet 
 corps, as this instrument is quickly and easily learned. 
 
 The band, however, should never be in excess of one-sixth of 
 the total company, and for a corps of, say, 100 boys, would be 
 divided into 12 bugles, 2 side drums, 1 bass drum and 1 triangle. 
 Cymbals are optional. 
 
116 
 
 It may, of course, be smaller, but as far as balance is concerned 
 € bugles are usually allowed to each side drum. 
 
 Tenor drums may be used in the place of side drums, but they 
 are more expensive. 
 
 Joining Forms. — Although a boy cannot be compelled to serve 
 in a private cadet corps for any stated period, it is as well to have 
 ajoining form, or some sort of undertaking, signed by the members. 
 
 The following is a specimen form which may be amended or 
 altered to suit requirements : — 
 
 CADET, CORPS. 
 
 Name of applicant 
 
 Address 
 
 Age 
 
 I, the undersigned, do hereby promise to obey the rules and 
 
 regulations of the Cadet Corps, to carry out to the best 
 
 of my ability the commands and orders of my superior of&cers, 
 to attend a reasonable number of drills and parades as ordered 
 during the year, and, upon receiving my discharge, to return all 
 uniform and/or equipment issued to me in good order, fair wear 
 and tear excepted. 
 
 Witness Signature of applicant 
 
 Date 
 
 Cadets Payments. — In the majority of cadet corps the boys 
 not only pay a subscription, either weekly, monthly or quarterly, 
 but they also contribute towards the cost of the uniform and 
 equipment. 
 
 By so doing it has been found that the boys appreciate the 
 whole thing distinctly more than if they received everything for 
 nothing. 
 
 Firms proposing to organise cadet companies in their works 
 are recommended to obtain a copy of the " Regulations Governing 
 the Formation, Organisation and Administration of Cadet Units 
 (1914)," which may be obtained from the following ; — 
 
 Messrs. Wyman & Sons, Ltd., 
 
 29, Bream's Buildings, 
 
 Fetter Lane, E.C., 
 
 and 
 
 54, St. Mary Street, 
 
 Cardiff ; 
 
 or 
 
 H.M. Stationery Ofiice. 
 
117 
 
 APPENDIX C. 
 
 CAMP CRAFT. 
 
 Every boy who is worth calling a boy will agree that camp is 
 one of the most enjoyable forms of recreation, but great care is 
 required in the arrangements or it may turn out a fiasco and do 
 more harm than good. 
 
 First there is the Annual Summer Camp, where a week or more 
 is spent in the country or at the seaside, and secondly there is the 
 standing or week-end camp, where the members would attend 
 from Saturday afternoon until Sunday evening or, perhaps, early 
 Monday morning. 
 
 In either case nothing must be left to chance, everything must 
 be arranged beforehand, and it should be remembered that if the 
 tents leak and the food be badly prepared the camp will never by 
 any chance prove successful. 
 
 It is marvellous how many things are found to be forgotten 
 when the party arrives at the camping ground. It has even been 
 known for the tents themselves to be overlooked owing to the 
 arrangements being made in a hurry. 
 
 As regards the annual camp, the welfare supervisor, or whoever 
 it is intended shall have charge of the camping arrangements, 
 should start to think out the scheme at least three months before 
 the camping period arrives. He sljould start to make a list of 
 everything that can possibly be required, from tents to tintacks 
 and from ground-sheets to gridirons, and add to it as he thinks 
 of the various items. As the camp period approaches and he 
 gradually collects the paraphernalia, he should cross each article 
 off his list. By this means he will know that he has everything. 
 
 A month or six weeks before the time arranged for camp he 
 should issue his preliminary orders. He should post a notice in a 
 conspicuous part of the works or club room to this effect : — 
 
 A camp wiU be held at Brighton from August 1st until 
 August 15th inclusive. Boys wishing to attend must send 
 in their names to Mr. Smith at the Welfare Office on or 
 before July 27th. 
 
 The inclusive fee will be , which must be paid 
 
 on or before August 1st. 
 
 A week or a fortnight before the day fixed for going into camp 
 he should issue his final orders as under : — 
 
 BRIGHTON CAMP. 
 
 The party will meet at and will 
 
 entrain from Station. Each boy will 
 
 bring with him, packed in his kit bag, the following articles : 
 
118 
 
 Two blankets, hair brush and comb, towel and soap, 
 bathing drawers or costume, boot brushes and polish, shorts 
 or flannel trousers, spare pair of boots and pair of gym. shoes, 
 spare boot laces, knife, fork, spoon, mug or cup, pyjamas 
 or something to sleep in. 
 
 The boys should be discouraged from bringing a collection 
 of photographs, knicknacks, etc., as they invariably get broken in 
 the tents, and there is very little room in their kit bags when their 
 necessary articles of clothing, etc., are packed. 
 
 In the meantime, however, the welfare supervisor has been 
 busy. First of all he must arrange for a suitable camping ground. 
 This may be procured more easily in the country than at the seaside. 
 The ground should be as level as possible and the soil chalk or gravel. 
 Beware of clay ; if it rains the camp vnll be always wet. The 
 "tents should not be pitched under trees, as in the event of rain there 
 will be a constant dripping from them. He must get into touch 
 with the various tradesmen who are to supply the camp and arrange 
 prices and regular delivery. In these days of rationing the food 
 question is no easy problem, and very little advice can be given for 
 obvious reasons. 
 
 If the camping ground is some distance from the station he 
 should arrange for some conveyance to transport the kit bags. 
 
 He should arrange to obtain the railway tickets the night before 
 the party starts, and not leave it until a few minutes before the 
 train is timed to leave. 
 
 If the tents are to be hired, he must approach the contractor 
 and arrange for their delivery at the station nearest the camp on 
 the day before they are required for use. 
 
 In pa,ssing, it may be remarked that tents should on no account 
 be packed and returned to the contractor in a wet condition, and 
 if it is absolutely necessary to do so, the fact that they are damp 
 should be notified to the contractor immediately. 
 
 If the tents and camp equipment are to be carried with the party, 
 it is better to approach the Railway Company and arrange for the 
 use of one or more goods trucks for their conveyance. 
 
 It is recommended that an advance party shall, if possible, go 
 down to the camp ground on the day before the camp period com- 
 mences in order to pitch the tents, arrange the cook-house, dig 
 latrines, etc., and have everything in order for the remainder when 
 they arrive. 
 
 As remarked in the article on " Tents,'' it is better to hire 
 " Bell " tents than any other make, as they not only sleep from 
 8 to 10 boys each but are more serviceable. 
 
 Upon arrival at the camp ground, if it has not already been done, 
 the boys will be told off to their respective tents. 
 
 CAMP ^EQUIPMENT. 
 
 As regards camp equipment, the following articles will be 
 necessary. They can be hired reasonably from the contractors. 
 
119 
 
 ■who pack and' deliver them to the station nearest the camp 
 ground : — 
 
 Tents (BeU) 
 
 Waterproof ground-sheets . . 
 Blankets (if boys do not bring their 
 
 own) 
 Palliasses ' . . 
 Hurricane lamps 
 Washing buckets 
 Latrine screens 
 Plates (if boys do not bring their 
 
 own) 
 Mugs or cups (if boys do not bring 
 
 their own) 
 Spades and picks for trench digging 
 Bassbrooms for sweeping out tents . . 
 
 1 per 8 or 10 boys. 
 
 1 per boy. 
 
 2 per boy. 
 1 per boy. 
 
 1 per tent. 
 
 2 per tent. 
 Length according to trench. 
 
 2 per boy. 
 
 1 per boy. 
 say 2 of each. 
 „ 1 or 2. 
 
 The palliasses are filled with straw, for a supply of which arrange- 
 ments may be made with a farmer at a small cost, provided it is 
 returned to him after use. 
 
 Latrines. — Latrines should be dug at some distance from the 
 •camp, the prevailing wind being noted, and screened round with 
 the latrine screens. They should be covered daily with a sprinkling 
 ■of earth and chloride of lime. 
 
 Camp Routine. — A notice board, which should be nailed to a. 
 4-ft. pole, should be placed in a conspicuous position and all orders, 
 camp routine, etc., posted thereon. 
 
 The following is a. suggested camp routine :- 
 
 7.0 a.m. 
 
 8.0 a.m. 
 
 9.0 a.m. 
 11.0 a.m. 
 12.30 p.m. 
 
 4.0 p.m. 
 
 7.0 p.m. 
 
 9.30 p.m. 
 
 R6veill6. 
 
 Breakfast. 
 
 Clean up tents. 
 
 Bathing parade. 
 
 Dinner. 
 
 Tea 
 
 Supper. 
 
 Lights out. 
 
 ■which may be altered or amended to suit requirements. 
 
 Post Box. — A locked box with slit in hd, also mounted upon 
 a pole, should be placed conveniently for the posting of letters ; 
 the time of daily collection should be pasted on the outside and 
 ■arrangements made to clear the box periodically. 
 
 Canteen. — If the camp is pitched at some distance from the 
 shops, and especially if there is a spare tent, a small canteen may 
 be run and a profit made, which will help camp funds. 
 
 Cakes, buns, sweets, mineral waters, notepaper and envelopes, 
 and postage stamps should be stocked. 
 
 Preparation of Food. — However inclement the weather may be, 
 df the food be good, plentiful, and well cooked the camp will generally 
 prove a success. 
 
120 
 
 It is always wiser to employ a qualified cook for the camp, am 
 Army or Navy man for preference, as the food can then be relied 
 upon, but if it is found impossible to procure one the following 
 hints may prove useful to the amateur. 
 
 It is better to provide one of the many makes of camp cooker 
 than to rely upon the trench and dixie method, which always 
 requires experience if success is to be attained. 
 
 The " Camp Mess Stove " to cook for 35 will be found excellent. 
 It may be hired, and, although a trifle weighty, will be found worth 
 while. No other fuel than coal and coke can be used with this- 
 cooker. 
 
 The " Congo " is a useful stove as it passes any kind of fuel. 
 It will cook for 30-35 persons, and consists of two boilers, two ovens 
 and four baking tins. The weight is about 90 lbs. Price about 
 £5, or can be hired. 
 
 As regard small camps, the " Kooka " will cook for 10 persons. 
 It is very compact and can be closed up when not in use. It com- 
 bines the uses of a boiler with a steel fireplace underneath, a steamer 
 on top with strainer complete, an oven with ventilator, shelf and 
 pan for making stews or soups, also tea, sugar, salt and pepper 
 boxes. 
 
 The advantages are : — 
 
 (1) It can cook anything and everything required in a small. 
 
 camp. 
 
 (2) Water always boiling. 
 
 (3) It is compact and easily fitted up. 
 
 (4) By putting the oven or stewpan to any side of the fire 
 
 you can have any heat required. 
 
 (5) Food for cooking can be carried in either the pan or 
 
 steamer, or food can be stored in them when in camp. 
 
 The boiler holds 2 J gallons ; the stewpan 12 pints ; vegetable 
 or fish steamer 10 pints ; oven 10 ins. by 11 ins. 
 
 The weight is about 20 lbs., and the price is about £\. This 
 stove is thoroughly recommended and can be relied upon. 
 
 Should it be thought advisable to allow each tent to do its 
 own cooking, the Army pattern dixie will be' found useful. These 
 dixies are very strong and serviceable, and may be used for soup,, 
 stews, tea, etc., and boiled over an ordinary wood or coal fire. 
 
 The cook house may be made of a rough wooden framework, 
 roofed with corrugated iron or tarpaulin, and so long as some shelter 
 is provided it does not matter how rough it is. 
 
 Arrangements for a supply of fuel, either wood or coal and coke- 
 according to the make of stove, will be necessary, and the following 
 utensils will also be required : — 
 
 Table, jugs, large knives and carving forks, large spoons,, 
 tea urns, frying pans, dixies, buckets, ladle, zinc baths for 
 washing up, cloths for washing and wiping, soap, swabs,, 
 and vegetable nets, a tin or enamel plate for each member 
 if the boys do not bring their own. 
 
121 
 
 Water Supply. — A plentiful supply of fresh water is most 
 important, and it is often a problem to obtain it. 
 
 Should there be houses or cottages in the vicinity the owners 
 will probablj' provide water gratis. If the camp is pitched near 
 a town the Corporation should be approached and persuaded to 
 lend one of the town water-carts. Provided tact is used, the Cor- 
 poration will generally arrange to send a full water-cart morning 
 and evening, charging only a small sum for the man's time. 
 
 All drinking-water should be boiled. 
 
 TENTS. 
 
 . There are many varieties of make as regards tents, each having 
 its own special improvements, and each, according to the makers, 
 better than any other on the market. 
 
 However, they must be judged in accordance with the use to 
 which each one is to be put. 
 
 First comes the Government regulation " Bell " tent. Its 
 size is 42 ft. in circumference, wall 2 ft. 3 ins. high, and has projecting 
 eaves. This tent will sleep from 8 to 10 boys comfortably with 
 plenty of room for their kit. 
 
 The tents are supplied with pole, pegs, and mallet complete, 
 at a cost of from £i to £5, or they may be hired by the week. 
 
 The " Bell " would be the most useful and economical tent for^ 
 d. camp consisting of from 15 boys and upwards. 
 
 A very comfortable and useful tent is the " Prospectors " tent. 
 
 In this tent it will be noticed that the centre pole is done away 
 with, and a pole at either end used instead. Five sizes are made- 
 as under : — 
 
 8 ft. by 8 ft. and 8 ft. high. 
 
 9 ft. „ 7 ft. „ 8 ft. „ 
 10 ft. „ 8 ft. „ 8 ft. „ 
 12 ft. ,. 10 ft. „ 9 ft. „ 
 15 ft. „ 10 ft. „ 9 ft. „ 
 
 The outer roof or fly projects well beyond the tent at the ends- 
 as well as the sides, affording protection to the doorways as well as 
 shelter for baggage. 
 
 There is ample air space between the two roofs, the tent being 
 suspended some distance below the ridge pole by strong web straps. 
 
 The sides are made to reef or roll up entirely, so as to allow 
 free current of air through the tent. 
 
 The tents are fitted with pockets and hooks for suspending 
 articles and a net window. 
 
 A projecting porch at one end and a, bathroom at the other 
 can be added if desired. 
 
 There is no doubt that this is a most comfortable, although 
 rather expensive tent, the prices ranging from £1 to £13 according 
 to size. 
 
122 
 
 For scout camps the " D'Abri " tent or the " Improved Patro " 
 tent are recommended. 
 
 In the former the tent is stretched over a ridge pole supported 
 by a pole at either end, and is similar to the " Prospectors " tent 
 in several ways, although it has no double roof. 
 
 The size is 10 ft. by 8 ft. and 8 ft. high, and is quite a useful 
 tent. The price is about £i. 
 
 In the latter, which is a great improvement on the ordinary 
 Patrol tent, the tent is held in position by four jointed poles which 
 wheri folded measure only 3 ft. There is no ridge pole, the tent 
 being stretched taut by guy ropes. 
 
 This is quite a good tent and cheap, the price being only about 
 30s., and it is large enough to sleep a patrol. 
 
 In conclusion, we may mention the " Cyclists " tent, which is 
 nothing more than a sheet of canvas and two poles with single 
 guy ropes and pegs for fixing. 
 
 It is useful to provide shelter should it be found necessary to 
 camp at night. The weight is only 1\ lbs., and it can be quickly 
 erected and easily carried. The price is about £\. 
 
 Should it be thought desirable for the boys to mess together 
 and not in their tents it is as well to hire a marquee. They are 
 made in all sizes and can be hired reasonably. The following are 
 some of the sizes in stock ; — 
 
 Size. To Seat. 
 22 ft. by 14 ft. 24 
 
 30 ft. „ 16 ft. 30 
 
 40 ft. „ 20 ft. 80 
 
 50 ft. „ 25 ft. 97 
 
 All tents should have a trench dug round the brailing pegs to 
 carry off the water in case of rain. 
 
 Camp Bank. — As early as possible after the arrival of the party 
 in camp, the welfare supervisor should open a camp bank and 
 persuade the boys to deposit their money with him. Loose cash 
 is often lost in the tents, and by depositing their money in this 
 manner much unpleasantness will be averted. 
 
 A special time each day should be arranged for withdrawals, 
 and each boy should be made to sign the Account Book for the 
 amount he withdraws. 
 
 Camp Recreation. — It is a lucky camp which has no rain during 
 one or more days, and it is up to the welfare supervisor when making 
 his arrangements to arrange for this and make out a programme 
 of indoor as well as outdoor amusements. 
 
 The camp sing-song always goes down, and this is where the 
 marquee is useful. It is generally quite easy to find often brilUant 
 talent amongst the boys themselves, and the budding comedian 
 is ever present. A piano should be hired and a small stage erected 
 -out of planks and mineral water boxes. 
 
123 
 
 Football, cricket and bathing will naturally be allowed for, 
 but if wet a whist drive is generally popular, especially if small 
 prizes are awarded to the winners. Rounders and basket ball 
 are popular and, if sufficient energy is forthcoming, athletic sports 
 may be run. 
 
 As regards bathing, if a boat is unobtainable even the best 
 swimmers should not be allowed to swim out beyond a certain 
 distance, and severe penalties should attach to any who disobey. 
 If at the seaside beware of currents. The welfare supervisor should 
 find out if such exist an(i warn his charges. If, on the other hand, 
 funds will allow for the hire of a boat, both fishing and pulling may 
 be enjoyed. 
 
 Hospital. — In the event of a large number of boys attending 
 •camp it is as well to set aside a " Bell " tent as a hospital. 
 
 It should be furnished with a camp bed and blankets, small 
 table or box covered with white cloth, and a basin and water jug. 
 
 The hospital should be equipped with a few remedies for common 
 ailments, such as toothache mixture, castor oil, Epsom salts, boric 
 ointment, a disinfectant solution and splints, bandages — 1-inch, 
 2-inch, and 3-inch roller, and triangular — lint, absorbent wool, roll 
 ■of plaster, scissors, forceps, and a clinical thermometer. 
 
 lUness is the exception rather than the rule at camp, but it is 
 wise to be prepared for any eventualities. 
 
 Boys often suffer from constipation for the first day or two, 
 but this is easily remedied, and beyond this and slight toothache 
 and colds the welfare supervisor need not expect much. He will, 
 however, have discovered the residence of the nearest doctor in 
 case of more serious illness or accidents. 
 
 Care should be taken to prevent any boy coming to camp who 
 may be sufiering from contagious disease. In some cases medical 
 examination is insisted upon, and in others parents or guardians 
 are required to sign a form certifying that the boy is free from 
 anything " catching." 
 
 In conclusion, it may be noted that the welfare supervisor is 
 jespected the more if he has the same food as the boys. Certainly 
 he should have a tent for himself, but other than this he will find 
 it better to share and share alike. 
 
 At the end of the camp period tents should be struck by their 
 respective occupants and folded neatly in their vahses. This 
 may be made the excuse for a final competition, prizes being awarded 
 to those boys whose tent is packed neatly in the quickest time. 
 
 It should be remembered that camp ground left in a dirty 
 condition with paper and tins about is always a sign of bad dis- 
 cipline. All rubbish should be burned and the ground left spick 
 and span. 
 
 All hired equipment should be returned to the contractors 
 immediately the camp period ends, as it will probably be wanted 
 for another camp. 
 
124 
 
 APPENDIX D. 
 
 MINIATURE RIFLE RANGES FOR BOYS IN 
 
 MUNITION FACTORIES. 
 
 Where sufiBcient space is available a miniature rifle range will 
 prove an instructive form of amusement to the workers in a munitions 
 factory. 
 
 By its aid the hands will not only learn to shoot straight, a 
 valuable acquisition nowadays, but the various competitions which 
 may be arranged will always be helpful in promoting that esprit 
 de corps so necessary in a large factory. 
 
 Several makes of range, more or less elaborate and expensive,, 
 are on the market, and the prices for them, like everything else,, 
 have soared heavenwards. A " home-made " range, however, 
 may be erected at a much lower cost, and will be found to answer 
 equally well. 
 
 Length of Range. — As regards the length of the range, 25 yards- 
 or 15 yards should be allowed from firing point to butt ; the former 
 for preference. 
 
 It will be found that the usual stock targets are drawn to scale, 
 i.e., 25 yards or 15 yards on miniature range, equalling 200 yards, 
 on an ordinary range: 
 
 The breadth should allow if possible, but not of necessity, for- 
 two or three boys firing at the same time, i.e., one yard per boy. 
 
 Butts. — It must be remembered that the ammunition used on 
 a miniature range is very powerful as regards penetration, and care 
 should be taken to provide a butt of sufficient thickness. 
 
 The range should terminate, if possible, with a brick waU, and. 
 the butt erected about 12 inches in front of it. On a " home-made " 
 range quite the best and most economical butt is made from disused, 
 road blocks placed end on and fixed tightly in a framework. When 
 a block is shot away a new one can be inserted at a small cost. 
 
 Disused railway sleepers make excellent butts, and should bfr 
 procured fairly easily. If these are used, however, it must be re- 
 membered that the greatest wear is behind the bull's-eye, and the 
 targets should not always be placed in the same spot, as there would 
 be a waste if shot through. 
 
 Sheet iron (J inch) butts with a wooden facing are sometimes 
 used, but they are not recommended. There is always a danger 
 of rebounds and ricochets ; in fact, men have been blinded by pieces 
 of shot rebounding to the firing point. 
 
 Firing Pom*.— Strips of coco-nut matting or small rugs should 
 be provided for as many boys as are intended to fire at the same- 
 time. 
 
125 
 
 Some sort of rail or barrier should be erected at least 6 feet 
 "behind the firing point, and no one except the instructor and those 
 £ring or about to fire should be allowed beyond it. 
 
 Targets. — Dealers in miniature rifles and ammunition generally 
 keep a stock of card targets. The decimal system targets are now 
 in general use — 1 inch black being \ inch bull scoring, 10 and J 
 divisions between concentric circles scoring from 9 down to 1. In 
 the case of learners, however, it may be advisable to provide targets 
 with 2-inch bulls. 
 
 As the boys progress the " Solano " target will be found useful, 
 and add a further interest to a recreation which is apt to become 
 rather monotonous. The " Solano " target consists of a man's 
 head and shoulders in khaki, printed on a light green ground, and 
 is naturally far more difficult to see than an ordinary bull's-eye 
 target. 
 
 In competitions skittles are sometimes used in place of an ordi- 
 nary target. The skittles, 3 or 4 inches in length and 12 in number, 
 are placed side by side, the competitors being allowed one minute 
 to see how many they can destroy by rapid fire. 
 
 Lighting the Range. — The lighting of the range is important, 
 but on a home-made range two good acetylene cycle lamps, screened 
 and placed each side of the butt so that the light may shine on the 
 targets, will be found to answer the purpose. 
 
 A light should be placed above and behind the firing point. 
 The target lights should, of course, be well protected from the 
 firing point. 
 
 Rifles. — There are several makes of miniature rifle in use, but 
 the " Greener " rifle ■22" is recommended as being both serviceable 
 and reasonable in cost. These rifles are carefully tested before 
 leaving the factory, and may be thoroughly relied upon. 
 
 Magazine rifles should never be used, as the danger of an unex- 
 pended cartridge being left in the magazine is not to be ignored. 
 
 Ammunition. — -22" short or long cartridges, rim-fire, having 
 smokeless or black powder may be used, but the former in each 
 case is recommended. 
 
 On a 15 yards range -22" short cartridges only should be used. 
 
 Glasses. — A field glass or telescope should be provided at the 
 firing point in order to spot the shots. 
 
 Cleaning Rifles. — After every 14 or 21 rounds have been fired 
 from the rifle it should be cleaned through with cleaning rod and 
 anti-fouling oU. 
 
 Before being removed from the range for cleaning purposes 
 the breech must always be opened while pointing down the rarige. 
 
 Miss-fires. — In case of a miss-fire the instructor should be called. 
 
 Registers. — Printed books are stocked by ammunition dealers 
 to register the scores made. These books are also ruled for com- 
 petitions. 
 
126 
 
 Rules. — It is very necessary to draw up regulations relating to 
 the range, and in order to prevent accidents they should be very 
 strictly enforced. 
 
 As has been mentioned before, no one should be allowed beyond 
 the barrier behind the firing point unless he is in the act of firing 
 or about to fire. 
 
 A member should on no account be allowed to load his rifle 
 except at the firing point and when about to fire, nor present it 
 in any other direction than at the target. He should not be allowed 
 to leave the firing point without first having unloaded his rifle. 
 
 Any member pointing a rifle, whether loaded or not, in the 
 direction of another member should be instantly expelled. 
 
 No one, with the exception of the instructor, should be allowed 
 to approach the targets, and when this is necessary those at the 
 firing point should be made to open the breeches of their rifles and 
 lay the rifles down on the mat beside them. 
 
 Noise of any description and skylarking should be put down 
 with a firm hand, as it is apt to cause accidents, and certainly 
 prevents anyone shooting with any degree of accuracy. 
 
 It may be mentioned in conclusion that seven shots are usually 
 fired at a target, and the instructor should spot each shot and 
 inform the boy firing as to the position on the target where his 
 shot has hit and the score. 
 
 The instructor should collect the targets after the seven shots 
 have been fired, total up the score, and mark same on back of the 
 target. 
 
 Society of Miniature Rifle Clubs. 
 
 It is strongly recommended that clubs formed in factories shall 
 affiliate to the Society of Miniature Rifle Clubs, Arundel Street, 
 Strand, W.C.2, which carries with it many advantages with regard 
 to targets, ammunition, prizes, &c. 
 
CORNELL UNIVERSITY UBHAIIY 
 
 3 1924 092 418 395