From 1974 through 1976, a program to test the feasibility of vouchering manpower training was incorporated into the existing Work Incentive (WIN) program in Portland, Oregon. The purpose of the second phase of the program was to evaluate the feasibility of incorporating vouchers into an on-the-job (OJT) program as an optional component that clients could choose. (Phase one dealt with the evaluation of vouchered training offered by educational institutions.) Vouchers were issued to a total of 345 clients. Training and follow-up data were collected for them and for a group of 139 WIN clients who were placed in regular OJT slots during the same period. Voucher clients experienced considerable difficulty in obtaining training positions; those who did succeed in making use of the voucher tended to locate more desirable positions than regular trainees in terms of pay and occupational preference. Dropout rates and longer-term labor force participation and welfare dependency did not differ significantly for the two groups. (Author/JH)