A study of employment procedures at an unnamed gas utility company was made, examining selection procedures, white and blue collar employee performance, promotion rates, and turnover. The data is based on application files, interviews with management personnel, and employee records. The company relied primarily on walk-ins and employee referrals for its job applicants. Private employment agencies were used for some specialized white collar jobs. Social agencies and the employment service were sources of black applicants. The company's selection procedures included informal and subjective elements that led to employment preference for white applicants who were related to company employees. Black employees were hired primarily as a consequence of explicit affirmative action by the company's personnel office at headquarters. Variables that had a significant effect on the screening and hiring of new employees were referral sources, aptitude and intelligence tests, and evidence of specific skills and experience. The data suggested the possibility of discrimination against blacks and female employees in performance ratings and promotions. Both blue and white collar workers appeared able to improve their performance indicators through technical job-related courses made available or supported by the company. Short run turnover was highest for employees who were young, female, or black, and who had transferable skills. (Appended are statistics and procedures used in the study.) (Author/CT)