Ways in which correctional institutions could make the most effective use of the available manpower supply were studied in response to the awareness of widespread unemployment during a period of economic prosperity, a shortage of service workers, and, particularly, an acute shortage of professional personnel in corrections work. The study's principle focus was on matching jobs in correctional settings with a range of individuals from the high school to the college dropout, with particular emphasis on the indigenous leader, the ex-offender, and the offender himself. New career lines could result from several approaches examined in detail: (1) The tasks now being performed by professionals could be broken up and the jobs redesigned to create viable functions for nonprofessionals, (2) Those who have been traditionally employed as nonprofessionals could, with appropriate inservice training, be upgraded to semiprofessionals and provided with career steps and training leading to professional accrediation, (3) Jobs which nonprofessionals could perform suitably could be developed to provide services not being rendered, and (4) Offenders and ex-offenders could also be employed as participants in their own rehabilitative process. Barriers to and advantages of these and other manpower innovations are discussed. An 85 item bibliography is included. (ET)