CHAPTER iil, SECTION 4 called for highly specialized personnel who were maintenance of all personnel and transportation not available within the HEN organization. Recruitment of qualified personnel for assignment records for EPG; and delivery of all outgoing personnel to the MATSair facility at Site Fred for return to their points-of-hire. ket at the time. A personnel representative met each incoming group of employees at Fred and conducted to these groups was a difficult task due to the highly competitive engineering manpower mar- Due to the lack of criteria with which to plan the initial off-continent employment program and the necessity to develop an adequate supply of cleared and qualified personnel well in advance of anticipated needs, former Operations were used as a recruitment guide. As soon as information becameavailable, the recruitment strategy was refined. It became increasingly apparent during the initial planning stages that the magnitude of the HARDTACK operation would exceed that attained during REDWING and that the build-up would be far more accelerated. It was also apparent that Stateside recruitment efforts would be undertaken during a period of full employment, thereby encountering shortages of skilled personnel in the local labor market. For these reasons, a saturation type of advertising was conducted in Los Angeles, San Francisco, and adjacent localities. The Honolulu Office Manager stated that a supply of skilled workmen was available in the Honolulu area. and that a substantial number could be removed from the Islands without damage to the progress of local construction activities. In view of this, it was decided that wider use would be made of the Honolulu office in the employment program. Accordingly, a recruiting quota, based upon Stateside and Honolulu employment trends, anticipated manpower needs, and an estimated rejection rate, was de- veloped and assigned. As in past Operations, former employees who were eligible for rehire were given preference, thus delaying large scale of newhires until October 1957. PERSONNEL RELATIONS. After initial hiring, employees were guided by the Personnel Relations Section in all matters them to Elmer. Before being assigned to the division for which they were specifically recruit- ed, all arriving employees, both new andrehire, were given a series of thorough indoctrination and orientation lectures by representatives of the Security, Safety, Camp, Timekeeping, Re- creation, Guard, and Rad-safety offices. When an employee was assigned to work at another atoll, pertinent employment data were provided about that site. On Elmer the Department maintained a complete dossier on every H&N employee and on all terminees for a two-year period, and in addition a file of over 9000 Kardex records of former employees was kept. An unexpected demand on H&N for man- power occurred in March 1958, when the request and authorization was received for the recruitment and assignment of 70 Camp Utility Workers to the Military Mess Hall on Site Fred. To facilitate recruitment and dispatch to Job- site, Security approval was obtained to employ those individuals on Good Security Risk (GSR) clearance with “L” clearance to follow when they were authorized. Upon the transfer of activities and facilities from Site How to Johnston Island, it was de- cided that personnel assigned there would be accorded the same personnel routine that pre- vailed at Sites Elmer and Nan. A SupervisorPersonnel was immediately assigned to John- ston Island, and an Assistant General. Supervisor-Industrial Relations was assigned shortly thereafter to direct all divisional activities there. Additional personnel were recruited through the H&N Honolulu Office and transported di- rectly to Johnston Island via MATS. OTHER SERVICES. pertaining to their orientation, training, relationship to the total organization, general personal welfare, and their value to the work to be Establishment of a Clerical & Travel Section in the Home Office permitted consolidation of all employee records, thereby eliminating dupli- and applicable policies were contained in an information booklet which was handed to each new employee. This, together with a booklet explaining the Group Insurance Plan to Home Office hires and an illustrated booklet entitled “Working at Eniwetok” for off-continent employees, provided all employees with answers to many pertinent questions regarding basic con- for current and former employees. This file has proven invaluable for efficient departmental accomplished. Introduction to H&N practices ditions of their employment. The Jobsite Personnel Department was responsible for the requisitioning, reception, orientation, and assignmentof all incoming personnel; Page 344 cations. A study was performed, equipment purchased, and a master card index file was compiled incorporating all pertinent security and personnel information for immediate reference operation. During the spring of 1957 in an effort to expedite the preparation and to improve the legibility of documents covering security clearance requests, a new system for preparing and processing Personnel Security Questionnaires was installed. Briefly, this system incorporates