Research was conducted to determine how well the Management Audit Survey (MAS), an evaluation system used in the U.S. Employment Service (ES), could predict various ES performance criteria. (The purpose of the system is to give all levels of management an analysis and review of management procedures and of certain organizational climate characteristics to stimulate higher levels of performance through better use of human resources.) Effects of management practices on productivity of ES offices were examined through employee responses to the 100-item MAS questionnaire. The primary statistical analyses were done on 265 offices from six States. Fifteen criterion measures and fifteen control scores were examined to assess productivity of the ES system. Six criterion measures were identified as being most relevant for analyzing ES performance. Two control scores--workload (applicants available/ES positions) and UI claimants as a percentage of applicants available--explained the most variance on selected criteria. Workload had a positive impact on placement per position and a negative impact on percent of applicants placed. Unreliability of criterion measures and effects of control variables made prediction of ES performance criteria with the MAS scores difficult. The MAS scores with the most significant validities in predicting ES performance criteria were operational efficiency, performance, feedback, work satisfaction, morale, and satisfaction with pay. Study results indicated that further research is needed, but that management practices assessed by the MAS play a significant role in the productivity of the Employment Service. Included in the report are background research reviews on organizational climate and effectiveness and a description of previous research of the MAS. (Author/WL)