The benefit-cost relationship analysis concerns the cost effectiveness of employment and training in the Water Distribution Division of the Dallas Water Utilities Department and deals specifically with 104 entry workers hired to become pipe fitters. Half of the entry workers were enrolled in the Public Service Careers (PSC) training program and the other half received no formal training. Employee cost, employee proficiency, and personnel turnover were examined for each group. Data indicate that although the PSC trained employees incurred a cost of $200 per month of training, they reached full proficiency at 13 months; the non-trained employees reached proficiency at 21 months. One out of 10.4 non-trained employees stayed; the 47 that quit terminated work after an average of 7.4 months. Half of the PSC trained employees stayed; those that quit did so after 12.9 months. Comparing the training costs involved in filling a job with trained versus untrained employees, the savings experienced from an investment in formal training is $12,633 per job, thus verifying the cost-effectiveness of training. (Tables and figures supplement the text.) (LH)