Manpower training and upgrading programs have negative secondary effects upon regular employees. A review of the literature and empirical research on these negative effects indicated that no model has yet been devised and tested to measure these negative effects. This paper suggests a preliminary model for the evaluation of the disruptive effects of occupational upgrading programs on occupational mobility patterns in a trade union environment. From the proposed model, it was hypothesized that initiation, implementation, and successful administration of occupational upgrading systems: (1) are facilitated by a nonunion environment, (2) require a negotiated approach in a union environment, (3) are better received by a union in both rapidly expanding and rapidly declining industries, (4) are not affected by the vertical and horizontal dimensions of the mobility clusters in the internal labor market but rather by the size regardless of distribution, and (5) require application to all workers in a union environment, not just selected groups. A simple empirical testing of several of the hypotheses proved inconclusive, but results from earlier studies and past experiences are used to suggest policies, policy perspectives, and avenues for further research. (Author/SB)