Public Service Employment slots can be developed in three ways: (1) by establishing a pool of jobs into which trainees can be placed; (2) by developing individualized slots for each trainee; (3) by combining the pool and individualized approaches. In terms of administrative and cost efficiency, there is little difference between the pool and the individualized approach. The pool approach has several drawbacks from the employer's standpoint: some slots may be unfilled for long periods of time; some slots may be negotiated with the business manager, leaving the supervisor somewhat in the dark until the trainees are on the job and ready for his supervision. In terms of client outcomes, those in individualized slots are more likely to complete training, but there is no significant difference between the two groups in the rate of permanent placement. The best method of slot development is probably "individualized placement" within a pool of slots. (Included also are a list of tables and illustrations.) (Author)