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E a rn in g s a n d S u p p le m e n ta r y B e n e fits in H o s p ita ls ATLAN TA, GEORGIA S EP TEM B ER 1956 Bulletin No. 1210-11 UNITED STATES D EPARTM EN T OF LABOR James P. Mitchell, Secretary In c o o p e r a fio n w ith THE W O M E N S BUREAU Alice K. Leopold, D i r e c t or BUREAU OF LABOR STATISTIC S Ewan Clague, Commissioner Earnings and Supplementary Benefits in Hospitals A T L A N T A G E O R G IA SEPTEMBER 1956 B u lle tin No. 1210-11 UN ITED STATES DEPARTM ENT OF LABOR James P. Mitchell, Secretary BUREAU OF LABOR STATISTICS Ewan Clague, Commissioner August 1957 For sale by the Superintendent of Documents, U S. Government Printing Office, Washington 25, D.C. - Price 20 cents Preface Conrenrs Page This report on a survey of earnings and related bene fits of nurses and other employees of Atlanta hospitals is one of a series based on sim ilar studies undertaken by the U. S. Department of Labor*s Bureau of Labor Statistics and Women’ s Bureau during the fiscal years 1956 and 195 7. A summary of the results of the Atlanta survey was issued in March 1957; this report, however, provides m ore detailed information, both on wages and wage practices. The surveys w ere designed to meet a variety of gov ernmental and nongovernmental uses by providing areawide in formation on the level and distribution of earnings and on the nature of supplementary benefits received by personnel in occupations selected to represent the pattern of employment in hospitals. In the planning of the surveys, the Department of Labor received suggestions and guidance from other gov ernment agencies, hospital associations, and organizations representing professional and nonprofessional groups of hos pital employees. The surveys w ere made by field staff representatives of the Bureau of Labor Statistics1 Division of Wages and Indus tria l Relations. Direction of the survey work was under the supervision of L ily M ary David, with the assistance of Jack A. Wilson. Bulletins for the 16 cities included in this series of hospital surveys w ill be listed on the inside back cover of these bulletins as they become available. Nummary ----------------------------------------------------------------------------- 1 Tables: A; B: Occupational earnings A - l: Professional and technical occupations ----------------A-2: Office occupations ---------------------------------------------A - 3: Other nonprofessional occupations -----------------------Establishment practices and supplementary benefits B - l: Perquisites ------------------------------------------------------B-2: Minimum weekly salaries paid general duty nurses and staff dietitians -------------------------------------------B-3: Minimum entrance rates for nonprofessional workers (except office clerica l) ------------------------B-4: Shift differential provisions --------------------------------B- 5; Scheduled weekly hours -------------------------------------B-6: Weekly overtim e pay practices ---------------------------B-7: Paid vacations --------------------------------------------------B- 8: Paid holidays ---------------------------------------------------B-9: Sick leave, insurance, and pension plans --------------- 3 4 4 5 6 6 7 8 8 9 10 10 Appendixes; A; Scope and method of survey -----------------------------------------B: Job descriptions ------------------------------------------------ ---------- 11 13 Earnings and Supplementary Benefits in Hospitals in Atlanta, Ga., September 1956 Summarysalaries of a higher proportion of workers in most nonprofessional occupations and w ere most common for those in kitchen jobs; about 7 out of 10 women kitchen helpers received m eals, generally 2 or 3 a day. Among the nonprofessional workers receiving such perquisites were the lowest paid workers in most occupations; maids and women practical nurses comprised a notable exception. The director of nursing earning less than $70 received living quarters and 3 meals daily. The 2 dietitians earning less than $62. 50, most of the general duty nurses at less than $50, and the 2 men m edical technologists at less than $62.50 received 1 meal a day as supplement to their salary. M ore than 5,000 workers w ere employed in hospitals with 51 or more workers in the Atlanta metropolitan area at the time of this survey. About 3 out of 5 of these workers were serving in private (nongovernmental) hospitals, about a tenth in Federal Gov ernment hospitals, and the remaining one-third in other publicly owned hospitals. Four broad groups of hospital employees w ere included in the survey— registered professional nurses; workers in certain other professional and technical positions; office clerica l employees; and various nonprofessional employees engaged in au xiliary nursing, main tenance, custodial, and food preparation activities. About 1 out of 3 workers w ere in nursing and other professional and technical p osi tion s,1 about 1 out of 10 in office clerica l work, and about 3 out of 5 in other nonprofessional jobs. None of the Atlanta hospital employees studied occupied living quarters paid for through payroll deductions. Few er than 250 employees had arrangements for purchase of meals from the hospital. Laundry of uniforms or laundry and uniforms w ere available to a m ajority of workers in most occupations in which uniforms w ere required (table B - l). Earnings and P erq u isites. — Women general duty nurses em ployed in Atlanta hospitals earned on the average $59.50 a week in September 1956 and women directors of nursing averaged $109.50 a week. In private or nongovernmental hospitals, weekly pay fo r gen eral duty nurses averaged $57.50 and half earned $50 but less than $55 a week (table A - l ) . Average w eekly earnings of women in other professional and technical occupations surveyed ranged from $53.50 for X -ra y technicians to $75 for medical record librarians ($56.50 to $71 in private hospitals). Entrance Rates and Rate Structure. — Most Atlanta hospitals had a form al rate structure by which the pay of general duty nurses was determined in accordance with an established policy rather than by individual determination. In a few cases, there was a single rate for general duty nurses; in others, there was provision fo r increasing salaries at regular intervals, generally 6 months or a year. The increments in salary provided for nurses varied from $5 to about $11.25 a month. Among the women office workers studied, switchboard opera tors averaged $42 a week and technical stenographers, $61.50 (table A -2). The highest paid nonprofessional job surveyed was that of stationary engineer with an average rate of $2.04 an hour. Lowest average was 50 cents an hour for maids, and half of the maids earned 40 but less than 45 cents an hour. Women practical nurses received $43 and nursing aides $29 a week— about $1.06 and 69 cents an hour, respectively (table A -3 ). The most common entrance rate for general duty nurses was $50 but less than $55. Among the hospitals that had an established entrance rate fo r dietitians, half set it at $70 but less than $75 a week (table B-2). Men nonprofessional workers w ere hired at rates varying from 40 cents to less than $1.30 with private hospitals having form al en trance rates for such workers a ll paying either 50 but less than 55 cents or 60 but less than 65 cents. A ll but 1 of the private hospitals with an established policy hired women for such jobs at 40 but less than 50 cents an hour (table B-3). Provision of a meal in addition to cash salaries was r e ported fo r about a fifth of the workers in the professional and technical occupations studied in Atlanta hospitals. Meals w ere added to cash Extra Pay for Late-Shift Work and Other Types of Duty. — In several of the Atlanta hospitals, registered professional and practical nurses were rotated among shifts on a weekly basis. Of the nurses employed on late shifts about 9 out of 10 w ere paid extra for these assignments; the differentials ranged from $15 to $38 a month ($3.44 to $8. 75 a week) and w ere most commonly $25 a month ($5. 76 1 In addition to the fu ll-tim e nurses whose salaries w ere studied, a m ajority of Atlanta hospitals employed some part-tim e nurses, but the number was re la tive ly sm all. In 1 government hospital,almost a ll of the nurses w ere commissioned members of the Arm ed Forces. One hospital had members of a religious order on its nursing staff and some of the hospitals w ere training student nurses. (i) 2 a week). About 1 out of 4 of the other professional and technical and nonprofessional workers (except office clerica l) on late shifts received a shift differential, with a m ajority of these employees r e ceiving 5 percent more than the day rate. Evening or night-shift pay was m ore common for those workers in private than in public hos pitals (table B-4). In some hospitals, extra pay was provided to some workers in the operating room; in one hospital, registered professional nurses in communicable disease wards w ere paid extra. The amount of extra pay varied from $10 to m ore than $20 a month ($1 a day). Hours of Work and Overtim e P a y. — F orty hours comprised the scheduled workweek fo r nearly $ out of 5 Atlanta hospital employees, including a ll government em ployees. The most common workweeks in private hospitals w ere 45 hours fo r professional nurses, 44 hours for other professional and technical employees and nonprofessional workers (except office em ployees), and 42 hours for office workers (table B-5). Several hospitals reported that some employees w ere subject to call to return to work after their regular schedule. Most often the requirement applied to nurses in the operating room, d elivery room employees, and X -ra y technicians. No hospitals employed any workers on split shifts. Virtually a ll Atlanta hospital em ployees, except 10 percent of the nurses, w ere covered by form al policies regarding pay for weekly overtim e. Most of the employees working overtim e w ere p ro vided straight-tim e pay or equivalent time off for these extra hours. Premium overtim e pay was in effect for about 1 out of 4 nonpro fessional workers (other than office cle ric a l) and about 1 out of 8 in other jobs; almost a ll w ere government employees (table B-6). Vacations and Holidays. — Paid vacations w ere afforded all Atlanta hospital employees after a y e a r’ s service, and about 2 out of 3 w ere entitled to some vacation after 6 months of service. More than 9 out of 10 received at least 2 weeks of vacation after a y e a r’ s service. Three or m ore weeks off w ere provided after 5 years of service for about 4 out of 5 nurses, for about 3 out of 5 other p ro fessional and technical employees, for about 3 out of 5 office clerica l em ployees, and for about 1 out of 4 of the other nonprofessional em ployees (table B-7). Paid holidays w ere provided all Atlanta public hospital em ployees and all those in private hospitals except about 15 percent of the nonprofessional workers (other than office clerica l) and 3 percent of those in other jobs. About two-thirds of the employees in public hospitals received 8 paid holidays; the rest, 6 days a year. Five holidays w ere most common in private hospitals (table B-8). Typically, employees required to work on holidays received equal time off but some (all in government hospitals) received extra straight-tim e pay (a total of double tim e). Insurance and Pensions. — Life and accidental death and dismemberment insurance paid for at least in part by the hospital was available to about 1 out of 4 nonprofessional employees (other than office c lerica l) and about half the other employees in Atlanta. These provisions were more widespread in public than in private hospitals. A ll em ployees, except 1 out of 10 nonprofessional employees (other than office c lerica l) w ere covered by sick leave at full pay without a waiting period. Between half and three-fifths of the employees w ere entitled to hospitalization benefits either through insurance paid for at least in part by the hospital or through the hospital's directly defraying at least a portion of hospital costs. Surgical and medical benefits w ere afforded sm aller proportions of the workers (table B-9). Retirem ent provisions covered a ll government hospital em ployees and all except about 5 percent of the employees in private hospitals. About half of the workers in private hospitals were covered by private plans and most of the others by O ld-Age, Survivors, and Disability Insurance. A : O c c u p a tio n a l E a r n in g s 3 Ta b le A-1: P ro fe ssio n a l and technical occupations (Average s tr a ig h t-tim e weekly hours and earnings fo r s ele cted occupations in A t la n ta , G a., by h o s p ita l p ro p rie to rs h ip , September 1956) NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— A vebage Sex, occupation, and hospital proprietorship Number of workers Weekly hours Weekly Under 1/ 45.00 earnings V % 45.00 and under 50.00 50.00 55.00 % % ' 55.00 60.00 65.00 70.00 60.00 65.00 70.00 75.00 $ ' 75.00 80.00 ' $ 80.00 35.00 $ 85,no '$ 90.00 ^5.00 90.00 95.00 100.00 % 100.00 and over Nursing occupations Women $ 8 Supervisors of nurses ................................................ . ............... Governmental h o s p it a ls .......... ......................... ...................... Nongovernmental hospitals .................................................... Head nurses ...................................................................................... Governmental hospitals .......................................................... Nongovernmental hospitals ...................................................... General duty nurses ........................................................................... Governmental hospitals .............................................................. Nongovernmental hospitals ......... .............................................. Nursing instructors ...................................................................... in 4 2 .0 109.50 76.00 76.00 76.50 69.50 70.50 66 41.5 40.0 42.5 42.5 40.0 43.5 624 42.0 59.50 266 62.50 358 53 40.0 43.5 40.0 7 14 11 41.0 41.5 40.5 93.50 42.0 53.50 50.00 56.50 67.50 11 16 106 40 69.00 57.50 71.00 _ _ - - - - - - - 26 22 - 4 - _ - 9 8 1 253 72 180 “ _ 9 1 _ 1 - _ 5 3 2 2 8 4 1 3 77 10 11 11 1 7 7 11 11 1 1 1 12 11 1 99 93 1 3 5 4 1 43 8 35 100 2 6 - 94 10 77 30 _ 7 2 8 4 3 1 1 20 19 1 4 - _ _ 1 - 1 - 1 - 2 2/ 5 - 2 2 1 - 2 2 1 1 7 7 - - - - - 11 11 11 11 - - - 5 2 1 1 3 11 11 “ 1 - 2 Othor professional and technical occupations Men 1 -ra y technicians, chief ............................................................ X-ray technicians 2/ .................................................................... Medical technologists 2 / .............................................. ............. 66.50 75.00 _ _ ~ _ _ " 4 ~ 1 _ 3 4 4 - 13 8 5 - 5 5 - 2 2 - - 2 16 2 _ - _ - _ 1 1 _ 1 1 - 2 2 1 - 2 1 2 _ 3 3 3 1 1 1 _ 1 1 - 2 o 1 1 1 1 “ Women X"rfly twChnici&ns 3/ Governmental hospitals •••••••••••«•••••••••••••••••• Nongovernmental hospitals Medical technologists •*i *••«*»••••••«•••••*•••••• Governmental hosplt°lo ••••••••••••••••••«••••••••**• Nongovernmental hospitals •••«•••••••••••••••••«••••• Medical record lib ra ria n s • • • • • • • • • • • • • • o w c e e e e e e a e e e e e * Governmental hospitals Nongovernmental hospitals • • • • • • * • • « • • • • • • • • • • • « • » • • • D ie titia ns Governmental hospitals • • • • • • • • • • • • • • • « • • « • • • • • • • * • • • Nongovernmental hospitals • • • • • • • • • • • • • • • • • • • • • * • • • • « 31 14 17 89 39 50 22 7 15 28 8 20 40.0 43.5 a .5 40.0 43.C 42.0 4 0.C 43.0 42.5 40.0 43.5 69.00 66.50 75.00 34.50 71.00 63. 50 72.50 66.50 - - 9 7 - 17 4 13 5 - 3 1 _ - 1 1 - - 2 26 17 9 17 4 6 £ 11 4 2 2 2 2 2 - 1 5 11 7 4 5 - 3 - 2 2 1 8 7 3 1 - 1/ Hours r e f l e c t the workweek fo r which workers re c e iv e t h e i r re g u la r s tr a ig h t-tim e s a le r ie s and the earnings correspond to these weekly hours. the earnings in fo rm a tio n , as is the cash value o f room, board, or othe r p e rq u is ite s provided in a d d itio n to cash s a la r ie s . 2 / Workers were d is tr ib u te d as fo llo w s : 2 a t $100 to $105; 1 a t $115 to $120; 1 a t $14.0 to $145; 1 a t $145 to $150. 2 / Data fo r th is occupation exclude c h ie fs in h o s p ita ls employing more than 1 worker in the occupation. 8 3 E x tra - i 3 - _ _ - - - 1 1 - pay fo r work on evening and n ig h t s h if ts is excluded from E trn in g s and Supplementary B e n e fits in H o s p ita ls , A tla n te , G a., September 1956 U.S. DEPARTMENT OF LABOR Bureau o f Labor S ta t is t ic s 4 Ta b le A -2 : O ffjc e occupations (Average s tra ig h t-tin e weekly hours and earnings fo r women in selected occupations in Atlanta, Ga., by hospital proprietorship, September 1956) Average Occupation and h o s p ita l p ro p rie to rs h ip Number of workers Weekly hours NUMBER OF WORKERS RECEIVING STRAIGHT-TIME WEEKLY EARNINGS OF— Weekly earning9 i/ $ C ls rk s , p a y r o ll .................. ............................................................... Stenographers, te c h n ic a l ................................................................. Switchboard operators ............................................................... .. Nongovernmental h o s p ita ls .................... ................................. Transcribing-m achine o p e ra to rs , te c h n ic a l ........................... 10 23 A3 28 A3 A l.C A1.5 A2.5 AA.C AO. 5 59.50 6 1.5 0 4 2 . CO 41.5 0 58.CC Under $ 3 5 .CO $ 35.CO and under 37.5 0 $ 3 7.50 A0.CO . 2 2 4 $ $ $ $ $ A5.C0 4 7.5 0 5 0 .CO $ $ 52.50 $ $ $ 55.CO $ 60.00 $ 57.50 $ 6 2 .5 0 6 5 .0 0 67.5 0 7 0.00 7 2 .5 0 7 5 .0 0 A2.50 -45.0P 4 7 .5 0 50.00 52.50 55.00 57.50 60.00 6 2.5 0 6 5.0 0 6 7 .5 0 70.0 0 7 2 .5 0 7 5 .CO and over 1 1 A 1 1 1 2 _ 2 1 2 2 A 1 1 2 2 1 3 _ 1 3 2 _ _ _ 3 A 1 1 8 2 1 A 3 A 1 1 - _ 5 1 9 16 11 2 2 “ “ $ A2.50 _ 8 $ A0.CO 1 3 _ 2 1 1 1/ Hours re fle c t the workweek fo r which workers receive th e ir regular straight-tim e salaries and the earnings correspond to these weekly hours. the earnings information, as is the cash value of room, board, or other nerquisites provided in addition to cash salaries. A 2 Extra pay fo r work on evening and night shifts is excluded from Ta b le A - 3 : O th e r n o np ro fe ssio na l occupations (Average straight-tim e weekly hours and earnings or average hourly earnings for selected occupations in Atlanta, Ga., by hospital proprietorship, September 1956) Earnings and Supplementary Benefits in Hospitals, Atlanta, Ga., September 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor S ta tistics B: E s ta b lis h m e n t P r a c t ic e s a n d S u p p le m e n ta r y B e n e f it s Ta b le B-l: Pe rq u isite s Percent o f workers in a l l h o s p ita ls wno re c e iv e in a d d itio n to cash s ala r Occupation and sex A ll workers Uni N e itn e r A ll Laun N e ith e r forms laun 3 Laun dry workers only 1 2 meals meals dry 3 dry and nor nor meal meals meals and (o r u n i only a llow room room uni forms ance ) forms Percent o f workei s in governmental h o s p ita ls who r«jee ive in a d d itio n to cash salary Uni N e ith e r A ll Laun N e ith e r forms laun Laun workers dry 1 only dry meals and dry meal nor nor (or only uni room a llo w un i forms ance ) forms Percent o f workers in nongovernmental h o s p ita ls who re c e iv e in a d d itio n to casn s a la ry Uni N e ith e r Laun N e ith e r forms laun 3 Laun dry 1 only dry meals meals 3 dry and meal meals and nor nor (o r only uni room room a llo w u n i forms ance ) forms P r o fe s s io n a l, o c c u p a tio n s N u r s in g o c c u p a tio n s D ire c to rs o f nursing (women) .................... Supervisors o f nurses (women) .................. Head nurses (women) ........................................ General duty nurses (women) ......................... Nursing in s tru c to rs (women) ......................... 100 100 100 100 100 13 26 23 21 19 _ _ - “ 13 - * - “ 75 74 76 79 81 38 33 30 33 19 - * * 13 7 9 9 “ 50 59 59 57 31 100 100 100 64 53 48 36 48 52 82 73 75 ' " " “ ‘ - 3 3 “ 18 25 22 - 100 100 100 ~ ' - 5 ~ - - * “ — 100 94 98 5 * - - 100 96 99 ' ' ' " - “ ' O th e r p ro fe s s io n a l a n d t e c h n ic a l o c c u p a tio n s _ _ _ - - - _ _ _ - - 4 X -r 8y te c h n ic ia n s , c h ie f (men) ................. X -ray tec h n ic ian s (men) .................................. X -ray te clinicians (women) ............................. 100 100 100 M edical te c h n o lo g ists (women) .................... M edical record lib r a r ia n s (women) .......... D ie titia n s (women) ........................................... 100 100 100 Nursing aides (men) ......................................... Nursing aides (women) .................................... P r a c tic a l nurses (women) ............................. Housekeepers, c u ie f (women) ....................... 100 100 100 100 64 22 32 - 9 “ Dishwasners, machine (men) ......................... Engineers, s ta tio n a ry (men) ....................... Eitcnen helpers (men) .................................... Kitchen help ers (women) ................................ Laundry fin is h e r s , fla tw o rk , machine (women) ............................................. P orters ................................................................... 100 100 100 100 13 7 11 100 100 100 14 21 13 -LO 20 14 18 86 79 87 82 80 86 79 71 64 65 _ - (j 49 18 64 _ - 14 36 3 27 17 7 14 32 100 29 71 86 - 7 7 100 - - - 100 47 - - 53 34 32 29 100 100 100 46 29 50 54 71 50 56 57 75 _ 39 25 5 43 100 100 100 _ _ _ _ - 5 44 60 - 7 5 100 93 90 - - 56 100 40 - - 100 * - * 99 4 ft 72 25 49 - N o n p r o f e s s io n p l o c c u p a tio n s * Legs taan 2 .5 p e rce n t. NOTE: 91 25 35 82 10 * 11 “ _ - 34 91 43 29 29 27 18 - - 78 19 25 50 * “ 80 60 63 75 17 79 75 25 37 78 “ - 68 “ 35 19 53 27 25 21 40 - 25 “ 9 - _ * 91 61 4 14 9 9 _ 66 * 18 100 81 - - - - - 5 55 - - - - - - - - - - - 20 41 44 - 37 19 - - 100 100 10 - * 100 80 - 5 # 100 44 56 39 - 60 * 100 36 - - 64 - 3 93 - 25 learnings and Supplementary B e n e fits in H o s p ita ls , A tla n ta , G a., September 1956 Dashes in " A ll workers" columns in d ic a te e it .ie r no workers or too few workers to j u s t i f y p resen tatio n o f d a ta . - U.S. DEPAHTKBNT OF LABOR. Bureau o f Labor S ta tis t ic s 6 Table B-2: M inim um w e e kly salaries paid general duty nurses and staff dietitians Number of hospitals with established minimum weekly salaries for general duty nurses in A ll hospitals Number of hospitals with established minimum weekly sa laries for st a ff dietitian s in - Governmental hospitals Nongovernmental hospitals A ll hospitals Governmental hospitals Nongovernmental hospitals Minimum weekly hours Based on standard weekly hours of - A0 A ll schedules hours A0 A ll schedules hours Based on standard weekly hours of - A0 A ll schedules hours A0 A ll schedules hours A0 A ll schedules hours A0 A ll schedules hour 8 A ll hospitals ........................................................................ 11 XXX 5 XXX 6 XXX 11 XXX 5 6 XXX Hospitals having an established minimum ............................ 10 7 5 5 5 2 8 6 5 5 3 1 2 1/2 2 1 1/1 2 1 1 1/1 2 1 1 1 2 1 1 - 1 _ 1 2 1 _ - _ - _ - 1 /1 1 1 /1 1 /1 _ 2 1 " _ _ 1 - XXX 1 XXX 3 XXX $4.5.00 $50.00 $55.00 $60.00 $65.00 $70.00 $75.00 and and and and and and and under under under under under under under $50.00 $55.00 $60.00 $65.00 $70.00 $75.00 $80.00 .................................................. .................................................. .................................................. ........................................... .................................................. .................................................. .................................................. Hospitals having no established minimum....... .•.................. l/ 1/ A 1 1 1 1 - 1 1 1 XXX - - 1 - 1/ A A - - 3 XXX XXX - - A A - - XXX - In 1 hospital, workers receive 1 meal in addition to their cash salary. Table B-3: Minimum entrance rates for nonprofessional workers (except office clerical) Number of hospitals with established minimum rates for Men Women Minimum hourly rate A ll hospitals Governmental hospitals Nongovernmental hospitals A ll hospitals Governmental hospitals Nongovernmental hospitals A ll hospitals ......................................................................... 11 5 6 11 5 Hosoitals having an established minimum ............................ 10 5 5 10 5 5 1/ 1 1/ 1 2 2/ 2 _ 2/ 2 1 1 2/ 2 - ~ 3 2 2 1 1 1 1 /1 3 2 2 1 1 3 2 1 1 - 1 - 1 1 - 1 $0.40 $0.45 $0.50 $0.55 $0.60 $1.00 $1.25 and and and and and and and under under under under under under under $0.45 $0.50 $0.55 $0.60 $0.65 $1.05 $1.30 ...................................................... ...................................................... ...................................................... ...................................................... ...................................................... ...................................................... ...................................................... Hospitals having no established minimum ............................ - l/ Workers receive 1 meal in addition to their cash salary. 2/ In 1 hospital, workers receive 1 meal in addition to their cash salary, - - 2/ 2/ - 6 _ 1 _ Earnings and Supplementary Benefits in Hospitals, Atlanta, Ga., SeDtember 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 7 Table B-4: Shift differential provisions Percent of workers on late shifts in Governmental hospitals All hospitals Type of worker and shift differential Nongovernmental hospitals Second shift Third or other shift 100.0 Second shift Third or other shift Second shift Third or other shift All registered professional nurses employed on the shift ....................................................... 100.0 100.0 100.0 100.0 100.0 With shift pay differential.............................. ....... 89.0 89.0 81.9 78.2 93.6 95.6 Unifor* amount per week .............»•••••••••••........•• $2.50 and under $5.00 ...................... . $5.00 and under $7.50 ...................................... $7.50 and under $10.00 ..................................... 87.9 15.A 35.7 36.8 88.4 15.1 30.1 43.2 79.2 38.9 40.3 - 76.4 40.0 36.4 - 93.6 32.7 60.9 95.6 26.4 69.2 Uniform percentage........... .............. ....... ........... 10 percent between 6 p. a. and 6 a. a. .............. . 1.1 1.1 .7 .7 2.8 2.8 1.3 1.8 “ * No shift pay differential ............... ......................... 11.0 11.0 18.1 21.8 6.4 4.4 All other professional and technical workers employed on the shift •.•••••••••........ .................. 100.0 100.0 100.0 100.0 100.0 100.0 With shift pay differential ...................................... 22.9 27.6 15.0 8.2 33.3 52.6 Uniform percentage .................................. •••••••• 5 percent .............. ................................... . 10 percent between 6 p. m. and 6 a. m.................. 22.9 14.3 8.6 27.6 23.0 4.6 15.0 15.0 8.2 — 8.2 33.3 33.3 - 52.6 52.6 - No shift pay differential..............„......................... 77.1 72.4 85.0 91.3 66.7 47.4 All nonprofessional workers (except office clerical) employed on the shift .......... .............................. •• 100.0 100.0 100.0 100.0 100.0 100.0 - 26.8 28.5 16.3 21.3 38.5 35.4 Utaiforn percentage........................................... . 5 percent.................................................... . 10 percent between 6 p. m. and 6 a. m. ... .. .. . .. .. 26.8 17.6 9.1 28.5 18.1 10.4 16.3 16.8 21.3 21.3 38.5 38.5 - 35.4 35.4 * No shift pay differential........... ..................... ....... 73.2 71.5 83.2 78.7 61.5 64.6 With shift pay differential ................................. Earnings and Supplementary Benefits in Hospitals, Atlanta, Ga., September 1956 U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics 8 Ta ble B-5: Scheduled w e ekly hours 1 Weekly hours Registered professional nurses in Govern Nongovern All mental mental hospitals hospitals hospitals Percent of Office clerical Other professional and workers in technical workers in Govern Nongovern Govern Nongovern All All mental mental mental mental hospitals hospitals hospitals hospitals hospitals hospitals Other nonprofessional workers in Govern Nongovern A11 mental mental hospitals hospitals hospitals All workers .................................... ............................. 100 100 100 100 100 100 100 100 100 100 100 100 AO hours ......................... ...................... ••••............. A2 hours.............. ...................................................... AA hours .................. ••••••••.......... ............................. A5 hours ........................................ .................••...«••• A8 hours..................................... ......................... •••• 60 AO 100 - 32 68 66 2A 10 100 - 30 50 20 58 29 -✓ • 12 100 - 22 5A * 23 56 35 • 9 100 - 26 58 • 15 - 1/ Based on scheduled weekly hours for women. * Less than 2.5 percent. Ta b le B-6: W e e k ly oyertime p a y practices Weekly overtime policy Registered professional ___________ nurses in -__________ Govern Nongovern All mental mental hospitals hospitals hospitals All workers........... ............................... .......... .......... 100 100 Workers in hospitals providing overtime pay ..................... Percent of Other professional and Other nonprofessional Office clerical teohnleal workers in - ______ ___________ workers in - __________ ___________workers in __________ Govern Nongovern Govern Nongovern Govern Nongovern All All All mental mental mental mental mental mental hospitals hospitals hospitals hospitals hospitals hospitals hospitals hospitals hospitals 100 100 100 100 100 100 100 100 100 100 99 90 82 95 97 100 9A 99 100 98 99 100 Straight time................................. ......................... Time and one-half after A0 hours ••••••••...................... Equal time off .............. ........... •••••••••••••.......... . Straight time or equal time o f f .................................. 29 13 A8 - • 79 15 - 29 1A AA 12 - 5A A7 - 38 10 33 16 • 32 50 - A8 AA - 58 25 17 - 58 A2 - Workers in hospitals providing no overtime pay or having no formal policy.....................••••••••.......... 10 18 5 3 6 • • e * Less than 2.5 percent. - 19 A9 32 30 AA 26 - 96 3 - • Earnings and Supplementary Benefits In Hospitals, Atlanta, Ga«, September 1956 U.S. DEPARTMSNT OP LABOR Bureau of Labor Statistics Table B-7: Pqid vacations Percent o f - Registered professional Other professional and technJleal workers in - ______ ___________ nurses in -___________ Govern Nongovern Govern Nongovern All All mental mental mental mental hospitals hospitals hospitals hospitals hospitals hospitals All workers ................................................... .........9 100___ 100 100 72 54 18 28 51 16 34 49 94 94 100 • 51 47 - 100 » 80 18 • - 100 66 34 - 100 79 3 18 100 ft 19 79 • 100 « 80 18 » - 100 • 32 56 10 100 100 • 100 » 12 65 21 100 29 50 21 100 100 _ 100 77 68 • 7 23 50 29 3 18 50 95 95 5 100 » 62 * 28 7 100 79 3 18 100 « 44 » 46 7 0:ffice clerical Other nonprafessional workers in workers in - ___________ Govern Nongovern Govern Nongovern All AH mental mental mental mental hospitals hospitals hospitals hospitals hospitals hospitals 100 100 100 Amount of vacation pay Aftff (?■pqtfry <4psplcp Vorkers in hospitals providing paid vacations....... 1 weak ...................... .••••••••••••••....................... Over 1 and under 2 weeks.............................. . 2 weeks ........................................... ................... Workers in hospitals providing no paid vacations........... . 78 64 15 22 56 25 31 44 98 98 -• 58 50 8 42 58 39 19 42 58 58 42 100 4 94 * 100 a 85 15 • 100 — 69 31 - 100 » 99 - 100 14 78 8 “ 100 81 19 - 100 24 76 “ 100 66 34 • 100 4 94 • 100 • 85 15 - 100 69 31 - 100 • 99 - 100 14 78 8 “ 100 81 19 - 100 100 • 72 8 18 100 100 4 79 17 - 100 « 73 12 15 100 69 31 100 • 76 23 - 100 14 78 8 100 66 34 100 24 76 - 100 • 33 40 25 100 16 49 34 100 4 50 30 15 100 • 100 25 44 31 100 » 56 20 23 100 • 75 17 8 100 39 42 19 94 6 After 1 raw? 9f.,8frrl£.e Workers in hospitals providing paid vacations 1 week................................................................. 2 weeks ................................................................ Over 2 and under 3 weeks........... ............................ After 2 years of service Workers in hospitals providing paid vacations ................ 1 week ................................................................. 2 weeks ..................................... .................. . Over 2 and under 3 weeks................................ ....... 3 weeks............ .................... ............................ 24 76 • After. 2 n&LaL rentes Workers in hospitals providing paid vacations............... . 1 week ................................................................. 2 weeks .......... •••••••••......................................... If te r.z p g g gf. rentes l/ No change In length of vacation with longer periods of service Less than 2.5 percent. - 95 * — — — 81 19 1/ Workers in hospitals providing paid vacations ............... 1 week............................................................. . 2 weeks ............................................................... 3 weeks ........... ............................•••••............. . 4 weeks and over ........... .......................... "* — 79 . 21 100 • - 76 21 41 31 27 100 ft 99 " Earnings and Supplementary Benefits in Hospitals, Atlanta, Ga., September 1956 U.S. DEPARTMENT OF LAB® Bureau of Labor Statistics 10 Table B-8: Paid holidays Percent of Other professional and Registered professional Item All hospitals Govern- Nongovern mental mental hospitals hospitals All hospitals Qffice clerical Govern Nongovern mental mental hospitals hospitals All hospitals Other nonprofessional Govern Nongovern mental mental hospitals hospitals All hospitals Govern Nongovern mental mental hospitals hospitals 100 100 100 100 100 100 100 100 100 98 • 47 19 29 • 98 * 24 16 14 A3 » 100 16 84 - 96 • 50 15 29 4 99 100 25 75 - 99 » 54 23 20 84 3 58 * 90 e 35 16 14 24 10 100 29 24 11 35 * 100 3 97 95 95 97 18 80 100 34 66 94 94 99 15 84 100 31 69 98 98 88 8 81 100 19 81 * 5 3 “ 6 * • 12 All workers ................. ........... ................................. 100 Workers in hospitals providing paid holidays .................. 2 holidays ...... ................... .......... .............. 5 holidays ........... ............... ....... .................. 6 holidays................................ •••••...... ........... . 7 holidays........... •••••••............................ ........... 8 holidays...................... .................................... Workers in hospitals providing no paid holidays.............. 99 • 28 23 17 29 • 100 29 • 71 - Workers in hospitals with formal provisions regarding pay for work on paid holidays....... .......... ............... . Double time (regular pay plus straight time) Equal time off .............. ••••••••........•••••••••••••••• 97 * 96 Workers in hospitals providing no paid holidays or having no formal provisions regarding paid holidays ............... 3 100 - . - - — 39 61 - - 23 • 16 81 81 19 * Less than 2.5 percent. Table B-9: Sick leave, insurance, and pension plans Percent of Type of plan All workers .......................... ................................... Workers in hospitals providing: Life insurance .............. .........••••••....................... Accidental death and dismemberment insurance....... ••••• Sick leave (full pay, no waiting period) .................. . Hospitalisation insurance ...................................... . Hospitalisation provided in full beyond insurance coverage .............. ................................ Hospitalisation at reduced cost .............. ................. Surgical insurance........................................ ....... Medical insurance ................................. ................. Medical benefits provided outside group insurance •••••• Retirement, pension or social security or both........... Retirement pension (other than social security) ...... Social security .......... .................................. . Less than 2.5 percent, Registered professional nurses in Govern Nongovern All mental mental hospitals hospitals hospitals 100 100 48 46 100 21 71 12 29 33 • 17 97 57 41 71 100 20 29 29 50 • - 100 71 29 ... Other professional and technical vorkers in All hospitals Govern Nongovern mental mental hospitals hospitals loo 100 32 29 100 21 59 57 100 27 84 84 100 33 29 21 » 29 95 47 48 8 22 35 * 14 97 67 30 16 16 49 - 100 84 16 33 29 100 20 _ 29 20 4 29 94 50 44 Office clerical workers in Govern Nongovern All mental mental hospitals hospitals hospitals Other nonprofessional workers in Govern Nongovern All mental mental hospitals hospitals hospitals 100 100 ._ 100 100 46 46 100 22 75 75 100 19 21 20 100 24 25 24 91 11 61 61 100 • 12 22 33 • 11 99 64 35 25 25 44 20 24 • 20 98 54 44 16 30 27 » 14 98 59 39 39 39 42 _ - 100 75 25 - 100 61 39 100 • _ 85 16 23 16 • 23 96 58 38 Earnings and Supplementary Benefits in Hospitals, Atlanta, Ga., September 1956 U.S. DEPARTMENT OF LABOR Bureau of labor Statistics 11 Appendix A : Scope and Method o f Survey The Atlanta, Ga. , a r e a 1 is one of 16 m ajor metropolitan areas in which the U. S. Department of Labor* s Bureau of Labor Statistics, in cooperation with the Women* s Bureau, has conducted surveys of salaries and working conditions of hospital personnel* Data w ere obtained by personal visits of Bureau of Labor Statistics field staff to representative hospitals, selected on the basis of size, type of service (e. g. , general, mental and allied, tuberculosis), and pro prietorship (F ed era l, State, or local government, or nongovernmental organization). Hospitals having few er than 51 employees were omitted, since they employ relatively few workers in the occupations studied. A summary of the number of hospitals studied and their size is presented in the table below. To im prove the re liab ility of the data, a greater proportion of large than of sm all hospitals was studied. In combining the data, however, all hospitals w ere given their appropriate weight. The e s ti mates thus relate to all hospitals of 51 or m ore employees rather than to those actually visited. Occupations and Earnings The occupations selected fo r study are common to most hos pitals within the scope of the survey, regardless of their size or type of service. Occupational classification was based on a uniform set of job descriptions designed to take account of the fact duties within the same occupation may vary somewhat among hospitals. (These descriptions are presented in appendix B .) 1 F o r purposes of this survey, the Atlanta area includes Clayton, Cobb, DeKalb, and Fulton Counties, Ga. Earnings data are presented for occupations within the fo llow ing groups: 1. Registered professional nurses. 2. Other professional and technical em ployees. (This term includes employees in occupations such as X -ra y techni cians, medical technologists, dietitians, physical thera pists, m edical librarians, m edical record librarians, medical social w orkers, and occupational therapists.) 3. O ffice clerica l em ployees. (This group includes employees doing c lerica l work throughout the hospital in such places as the business office and the medical record lib r a r y .) 4. Other nonprofessional employees (including practical nurses, nursing aides, o rd erlies, maids, kitchen help, unskilled lab oratory help, maintenance, laundry, and sim ilar w orkers). Data are shown for fu ll-tim e employees; i. e. , those hired to work the regular schedule fo r the given occupational classification. Students w ere not considered as em ployees. A ll occupational in fo r mation excludes not only part-tim e employees but members of r e li gious orders and members of the Arm ed F o rces. Earnings data exclude premium pay fo r overtim e, fo r work on holidays and late shifts, and fo r time on ca ll, as w ell as the cash value of room, board, and any other perquisites provided in addition to cash salaries. The earnings, however, include any co st-of-livin g bonuses as w ell as extra pay for work perform ed in certain units such as TB , psychiatric, or communicable disease wards, operating or d elivery room s. Num ber of hospitals and w orkers within scope of survey (lim ited to hospitals with 51 o r m ore w orkers) Num ber of hospitals Type of hospital proprietorship A ll hospitals F e d e ra l Government Other governmental a g e n c y ___ Nongovernmental Within scope of study W orkers in hospitals Within scope of study Studied Studied Total w orkers P rofession al and technical w orkers (includes R . N . ’s) Office c le ric a l w orkers Other non professional w orkers Total 11 9 5.190 1,610 510 3,070 4,030 2 3 6 2 2 5 520 1,700 2,980 210 540 870 80 170 270 230 1,000 1,840 520 1,340 2,160 12 A verage weekly earnings data re fe r to em ployees' straighttime salaries for their regular workweek (rounded to the nearest half dollar). Average weekly hours, where presented, have been rounded to the nearest half hour and re fer to the workweek for which employees receive these salaries. 6 months would have earned 15 days of vacation. Hence, they are shown as being eligible for 2 but less than 3 weeks of paid vacation after 6 months of service even though they accumulate vacation credits at the same rate after this amount of service as after a year or more of employment. Occupational employment estimates represent the total in all hospitals within the scope of the study and not the number actually surveyed. Because of differences in occupational structure among hospitals, the estimates of occupational employment obtained from the sample of hospitals studied serve only to indicate the relative importance of the jobs studied. The summary of insurance and pension plans includes not only form al arrangements that are underwritten by an insurance com pany or pooled fund and fo r which the hospital pays at least part of the cost but also form al hospital policies providing fo r benefits to be paid out of current operating income. Death benefits are included as a form of life insurance. M edical insurance re fers to plans pro viding fo r complete or partial payment of doctors' fees. Hospital P ractices and Supplementary Benefits Information was obtained on selected hospital practices and supplementary benefits as these relate to registered professional nurses, other professional and technical w orkers, office c le ric a l, and other nonprofessional em ployees. (A ll of the information on supplementary benefits excludes members of religious orders and of the Arm ed F orces as w ell as part-tim e em ployees.) To a considerable extent, differences among these groups in the proportions receiving various benefits re flect variations in the extent to which these groups are employed in various hospitals rather than differences in practice within the same hospital. Scheduled hours; overtim e pay practices; paid holidays; rates of pay fo r work on holidays; paid vacations; and health, insurance, and pension plans are treated statistically on the assumption that such benefits apply to all those employed within the occupational group in a given hospital i f a m ajority of such employees are eligible for or may eventually qualify fo r the practice. Because of rounding, sums of individual items in these tabulations do not n ecessarily equal totals. The length of vacation shown after 6 months of service refers to the total amount of vacation workers can take after this amount of service, not to their annual rate of vacation*, however, vacation pro visions shown fo r workers with 1 or m ore years of service re fe r to their annual rate. F o r example, Veterans Administration nurses r e ceive Zl/z calendar days of vacation per month and at the end of Tabulations of pension plans are lim ited to those plans that provide monthly payments fo r the remainder of the retired w o rk er's life . Data on the extent to which hospital employees are covered by O ld-A ge, Survivors, and Disability Insurance (social security) are presented, since most hospitals are not automatically covered by the F ederal Social Security System. Sickness and accident insurance is lim ited to that type of in surance under which predetermined cash payments are made directly to the insured on a weeky or monthly basis during illness or a cci dent disability. Paid sick-leave plans which provide full pay or a portion of the em ployee's pay during absence from work because of illness are included in the survey of paid sick leave. In addition to the proportion of workers who are provided sickness and accident in surance or paid sick leave, the table showing such benefits presents an unduplicated total of employees who receive either or both types of benefits. The value of any perquisites received by hospital employees has not been added to the earnings data. Separate information is shown, however, on the extent to which hospital employees receive room , board, and other perquisites in addition to their cash salaries. Lim ited information is also included on arrangements whereby em ployees purchase meals or rent a room from the hospital through payroll deductions. 13 A p p e n d ix B: Jo b D e sc rip tio n s The prim ary purpose of preparing job descriptions for the Bureau’s wage surveys is to assist its field staff in classifyin g into appropriate occupations w orkers who are employed under a va rie ty of payroll titles and different work arrangements from hospital to hospital and from area to a rea. This is essential in order to perm it the grouping of occupational wage rates re p resenting comparable job content. Because of this em phasis on interhospital and interarea com parability of occupational content, the Bureau’s job descriptions may differ significantly from those used in individual hospitals or those prepared for other purposes. In applying these job descrip tions, the Bureau’s field representatives w ere instructed to exclude students, m em bers of religious o rd ers, and of the A rm ed F o rc es, and part-tim e w ork ers. Supervisors of other w orkers in the same occupation w ere omitted except where the job descriptions provide contrary instructions. Professional and Technical - Nursing DIRECTOR OF NURSING SUPERVISOR OF NURSES - Continued A re g istered professional nurse who directs and supervises all nursing services concerned with c a re ’ of patients in the hospital: Plans the nursing services needed to achieve the objective of the hos pital. Is responsible for maintaining such nursing service in accord ance with accepted standards. Analyzes and evaluates nursing and related services to im prove quality of patient care and to plan better utilization of staff time and a b ilities. Plans and directs the orien ta tion and in -s e rv ic e educational program for nursing personnel. In ter prets hospital personnel p o licies. A dm inisters the budget for the nurs ing department and may assist in its preparation. May participate in community health education p ro g ra m s. May be responsible for the administration of a school of nursing if such a school is operated by the hospital. May delegate any of these respon sib ilities to an assistant. May assume the functions of a supervisor in a sm all hos pital. May select and recom m end appointment of nursing personnel. Nurses whose prim ary responsibility is adm inistration of the hospital and assistant d irectors who may be delegated the responsibility for either nursing service or the school of nursing are excluded. the procurement of supplies and equipment for her unit or units. May spend part of time instructing student nurses or auxiliary nursing personnel or planning instruction for these groups. May perform the functions of the head nurse when there is no head nurse. May be in charge of m ore than one m edical, surgical, psychiatric, or other unit, or m ore than one operating room , or may be in charge of a combination of these units such as a m edical ward and a surgical ward. Evening or night supervisors, nurses who spend m ore than half their time in instruction in the classroom or on the organized nursing unit, nurses assigned to central supply m ore than half tim e, and assistant directors who are responsible for certain types of functions ( e . g . , personnel, budget, nursing education, nursing service) as dis tinguished from certain services ( e . g . , surgical, m edical, e tc .) and who perform functions of director as delegated by her (such as co ordinating nursing service with that of other s ervices ) are excluded. SUPERVISOR OF NURSES A re gistered professional nurse who is responsible for the nursing service and patient care on one organized nursing unit: Assigns patient care duties to (professional and nonprofessional) nursing p e r sonnel and supervises and evaluates work perform ance. P eriod ica lly visits patients to insure optimal care and to ascertain need for addi tional or m odified s e rvices . Supervises the execution of doctors' orders and related treatments and the maintenance of nursing records. A ssists in the orientation of new personnel to the unit. Insures the availability of supplies and equipment. Identifies nursing service prob lem s and assists in their solution. May give direct nursing care in A re g istered professional nurse who directs and supervises the nursing service in one or m ore organized nursing units: Evalu ates the nursing service in her unit or units and relates these activities to other hospital departments and to the total nursing s e rv ic e . In ter prets responsibilities and hospital policy to nursing personnel. A ssists in the evaluation of nursing personnel. Particip ates in the orientation and in -service education program s for nursing personnel. May direct HEAD NURSE 14 HEAD NURSE - Continued G E N E R A L D U TY NURSE - Continued selected situations ( i . e . , perform s duties of general duty nurse). May assist in the in -serv ice education and guidance of nursing personnel. May spend part of time supervising or instructing student nurses. May be responsible fo r ward 24 hours a day in the sense evening and night nurses report to her and she is responsible fo r assigning duties on other shifts. Nurses who spend m ore than half their time in the central supply unit or in instruction in the classroom or on an o r ganized nursing unit, and those who are given the title of assistant head nurse who re ceive extra pay as assistant supervisor are excluded. head nurses, specialized intravenous nurses, those who spend more than half their time in the central supply department or in instruction in the classroom or on the organized nursing unit are excluded. G E N E R A L D U TY NURSE A re gistered professional nurse who gives nursing care to patients within an organized nursing unit: U tilizes special sk ill, knowl edge, and judgment in observing and reporting symptoms and condition of patient. Adm inisters highly specialized therapy with com plicated equipment. Gives medication and notes reactions. Maintains records on patient* s condition, medication, and treatment. A ssists the physi cian with treatment. May set up equipment, prepare the patient, etc. May supervise professional and other nursing personnel who are w ork ing as members of a nursing team in caring fo r a group of patients. May spend part time instructing, supervising, or assigning duties to student nurses, practical nurses, and nursing aides. May instruct patients and fa m ily. May assume some or all of the functions of the head nurse in her absence. May bathe and feed acutely ill patients. May take and record tem peratures, respiration, and pulse. Nurse anesthetists, those who are given extra compensation as assistant Professional and NURSING IN S T R U C T O R 1 A re gistered professional nurse who instructs student, p ro fession al, or practical nurses in theory and practical aspects of nursing art and science: A ssists in planning and preparing curriculum and outline fo r cou rse. Lectu res to students and demonstrates accepted methods of nursing s e rv ic e , such as carryin g out m edical and su r gical treatm ents, observing and recording symptoms, and applving principles of asepsis and antisepsis. C ollaborates with nursing super v iso rs to supplement classroom training with practical experience in various departments. Renders individual training assistance w herever needed, and observes perform ance of students in actual nursing situa tions. May p rep a re, adm inister, and grade examinations to determine student progress and achievem ent. May make recqmmendations r e la tive to im proved teaching and nursing techniques. May assist in c a r r y ing out hospital in -s e rv ic e training program by initiating new p ro c e dures and practices and training graduate nurses in their application. May conduct re fre s h e r training courses fo r graduate nurses in theory and practice of general nursing care or clin ical specia lties. May train au xiliary w orkers in administration of nonprofessional aspects of nursing ca re. M ay teach practical nursing techniques to classes of lay persons. Nurses who spend less than half of their time on such duties are excluded. Technical - Other D IE T IT IA N D IE T IT IA N - Continued A w orker who organ izes, adm inisters, and directs one or m ore phases of the hospital food service program and applies the principles of nutrition to the feeding of individuals and groups. Does at least one of the following: (a) Plans menus, (b) plans m odifications of the normal diet fo r persons needing special diet treatm ent, or (c) instructs patients and/or hospital personnel in principles of nutri tion and in m odifications of the norm al diet. In addition, usually p e r form s several or all of the follow ing duties: Purchasing or requesting food, equipment, and supplies; supervising food preparation; super vising the serving of food to patients and hospital personnel; selecting, training, and supervising nonprofessional personnel; maintaining food cost controls; inspecting work areas and storage fa c ilitie s fo r sani tation and safety. N orm ally, dietitians w ill have a college degree with a m ajor in foods, nutrition, or institutional management plus a dietetic internship. Food service supervisors who are concerned with the day-to-day operations of preparing and serving m eals but who do not apply the principles of nutrition to m eal planning (other than to m odify diets according to established patterns) and, in hospitals that have staff dietitians, chief and assistant chief dietitians are excluded. M E D IC A L RECORD L IB R A R IA N A w orker who is responsible fo r the activities of the depart ment in which the m edical records maintained on hospital or clinic patients are filed . These duties include severa l or all of the follow ing: Review ing patients* records fo r completeness and accuracy according 1 This occupation was not studied in Portland, O reg. 15 MEDICAL, RECORD L IB R A R IA N - Continued M ED IC A L TECHNOLOGIST - Continued to standards established by the accrediting agencies of hospitals; coding or verifyin g coding of diseases, operations, and special therapy ac cording to recognized nomenclature and classification systems; index ing diseases, operations, and other special study m aterial; preparing or supervising preparation of periodic statistical reports such as on m orbidity, births, and deaths, utilization of fa cilities; assisting the medical staff in research involving m edical records; abstracting case histories for special reports; selecting and tabulating information from patients* records fo r specific purposes of the hospital or clinic and the community; answering inquiries for inform ation recorded in patients* records in accordance with prescribed hospital policies; filin g or su pervising filin g of records; participating in staff meetings representing aprofession al service; taking m edical or surgical dictation. Selects and trains any other em ployees in the department and assigns their duties. In addition, this w orker may prepare the budget fo r the department and may serve as the hospital m edical lib raria n . May d irect program for training m edical record lib ra ry students.. M edical record librarians in hospitals below the le v e l of chief are excluded unless they are registered by the Am erican Association of M edical R ecord L ib ra ria n s. study. May, under supervision of a pathologist, engage in research and teaching activities. May supervise laboratory assistants, or where no laboratory assistants are employed, p erform their duties. May also p erform some duties of X -ra y technicians, take electroca rd io grams and determine basal metabolic rate. In large hospitals and those engaged in research , m edical technologists may be responsible fo r testing and examination in only one of several fields of clinical pathology. In sm all hospitals, they may perform clin ical tests in any one or a combination of these field s. P erfo rm s duties norm ally requiring 12 months* training in an approved school for m edical tech nologists following at least 2 years of college. May be registered by registerin g agency. Chief technologists where m ore than one m edi cal technologist is employed; tissue technicians who m erely do routine preparation of tissue for study; those who perform only routine (quali tative rather than quantitative) tests such as urinalysis for PH factor or sugar by noting color change, testing hemoglobin by color, doing rough screening, or who perform only a lim ited range of tests within one field; and workers holding specialist certifica tes from the R egistry of the Am erican Society of C linical Pathologists are excluded. M ED ICAL SO CIAL WORKER PH Y SIC A L TH ER APIST A person who provides d irect service to patients by helping them resolve personal and environmental difficulties that in terfere with obtaining maximum benefits from m edical care or that predispose toward illn ess. P e rfo rm s a variety of services such as counseling on social problem s and arranging for posthospital care at home or in institutions, fo r placement of children in foster homes or adults in nursing hom es, and fo r financial assistance during illn ess; utilizes resources such as fam ily and community agencies to assist patient to resume life in community or to learn to live within disability. Prepares and keeps current a social case record. Provid es attending physician and others with pertinent information to add to understanding of patient. May supervise social work students and beginning case w orkers. Social w orkers assigned p rim a rily to psychiatric wards and c linics; w orkers engaged p rim a rily in financial screening of patients and rate setting; those w orkers cla ssified as case aides; and in hospitals where more than one social w orker is em ployed, the head of the social s e rv ice department and other supervisors of m edical social w orkers unless they spend at least 60 percent of their time in direct service to patients (including related c le ric a l and other duties) are excluded. A person who treats disabilities, in juries, and diseases through the use of m assage, e x erc ise, and effective properties of a ir, water, heat, cold radiant energy, and e lec tricity , according to prescription of a physician. May instruct students, interns, and nurses in methods and objective of physical therapy and may supervise physical therapy aides. May consult with other therapists to coordinate therapeutic program s for individual patients. N orm ally requires training in ap proved school of physical therapy. In hospitals with m ore than one physical therapist, the chief therapist and those who spend over 20 p er cent of their time supervising other physical therapists are excluded. M EDICAL TECHNOLOGIST A w orker who perform s various chem ical, m icroscopic, and/or bacteriologic tests to obtain data used in diagnosis and treatment of patients. Applies techniques used in fields of bacteriology or m y cology, parasitology, histopathology, hematology, serology, a llerg y, and/or chem ical, radioactive, or m orphological examinations. Is r e sponsible for carryin g procedures to completion (and a numerical an sw er). Records laboratory test results (but does not prepare diag nostic* rep orts). May prepare tissues for m icroscopic pathological X -R A Y TEC H NICIAN Takes X -ra y photographs of various portions of body to assist physician in detection of foreign bodies and diagnoses of diseases and in juries, and/or assists in treating diseased or affected areas under supervision of radiologist. Prepares patient fo r roentgenographic e x amination, fluoroscopy or therapy requested by the physician, p e r form ing such duties as poistioning patient, and administering chemical mixtures to increase opaqueness of organs. Sets up and operates stationary and mobile X -ra y equipment. Develops exposed film or supervises its development by darkroom helper. Prepares and main tains records or supervises their preparation by cle ric a l helpers. May maintain equipment in efficien t operating condition, including c o r rection of minor faults, and may clean apparatus. May perform duties in other departments, such as physical therapy, basal metabolism, and electrocardiography. May, under radiologist* s direction, instruct nurses, interns, and students in X -ra y techniques. Data for chief X -ra y technicians in hospitals where m ore than one X -ra y technician is employed are presented separately. 16 Office B IL L E R , MACHINE 2 SW ITCHBOARD O PER ATO R A w orker who prepares statements, b ills , and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep records as to billings or shipping charges or perform other c le ric a l work incidental to billin g operations. A w orker who operates a single- or m ultiple-position telephone switchboard. Duties involve handling incoming, outgoing, and intra hospital or o ffice ca lls. May record toll calls and take m essages. May give information to persons who call in. F o r workers who also act as receptionists see switchboard operator-receptionist. C LE R K , P A Y R O L L A w orker who computes wages of company em ployees and enters the necessary data on the payroll sheets. Duties involve: C a l culating w o rk e r 1s earnings based on time or production records; post ing calculated data on payroll sheet, showing information such as w o rk e r1s name, working days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating m achine. SWITCHBOARD O PE R A T O R -R E C E PTIO N IS T A w orker who in addition to perform ing duties of operator, on a single position or m onitor-type switchboard, acts as receptionist and may also type or perform routine cle ric a l work as part of regular duties. This typing or c le ric a l work may take the m ajor part of this w o rk er1s time while at switchboard. STENO G R APH ER, TE C H N IC A L A w orker whose prim ary duty is to take dictation from one or m ore persons, either in shorthand or by stenotype or sim ilar m a chine, involving a va ried technical or specialized vocabulary such as reports on scientific research , and to transcribe this dictation on a typew riter. May also type from written copy. May also set up and keep file s in ord er, keep simple record s, etc. Does not include transcribing-m achine w ork . Other TRANSCRIBING -M ACH INE O PE R ATO R , TEC H N IC AL A w orker whose prim ary ing a technical vocabulary from also type from written copy and who takes dictation in shorthand is cla ssified as a stenographer. duty is to transcribe dictation in volv transcribing-m achine records. May do simple cle ric a l work. A worker or by stenotype or sim ilar machine Nonprofessional C A R P E N T E R , M A IN TE N AN C E 2 DISHWASHER, MACHINE A w orker who perform s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, crib s, counters, benches, partitions, doors, flo o rs , stairs, casings, and trim made of wood in a hospital. Work in volves most of the following: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a variety of ca rp en ter1s handtools, portable power tools, and standard m easur ing instruments; making standard shop computations relating to dimen sions of work; selecting m aterials necessary fo r the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship or equiva lent training and experience. A w orker who operates a dishwashing machine and perform s most of the follow ing duties: Cleans dishes, glassware, and silverw are by machine. R eceives tableware from dining room and/or patients1 room s, or stacks tableware fo r transporting to dishwasher. Scrapes food from dishes. Transports cleaned and dried ware to proper places May also clean working area, steam tables, and kitchen equipment, arrange dining tables and chairs, polish fixtures, and perform other duties. May rem ove garbage from dishwashing area. 2 These occupations w ere studied only Buffalo, N. Y. , Portland, O reg. , and St. Louis, Mo. in E L E C T R IC IA N , M AIN TEN AN CE A w orker who perform s a va riety of electrica l trade functions such as the installation, maintenance, or repair of equipment fo r the generating, distribution, or utilization of elec tric energy in a hos B altim ore, Md. , pital. Work involves most of the following: Installing or repairing 17 E LE C TR IC IA N , M AINTENANCE - Continued F INISHER, F L A T WORK, MACHINE any of a variety of elec trica l equipment such as generators, trans fo rm ers, switchboards, controllers, circu it b rea k ers, m otors, heating units, conduit systems, or other transmission equipment; working from blueprints, drawings, layout, or other specifications; locating and di agnosing trouble in the elec trica l system or equipment; working stand ard computations relating to load requirements of w iring or elec trica l equipment; using a va riety of electrician* s handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. A w orker who perform s flatwork finishing operations by m a chine. Work involves one or m ore of the following: Shaking out the creases in sem idry washing to prepare it fo r the flatw ork ironing machine; feeding clean, damp flatw ork pieces into the flatw ork ironing machine by placing the articles on the feeder ro lle rs ; catching or receivin g articles as they em erge from the machine and partially folding them. ELE V ATO R O PE R ATO R , PASSENG ER3 A w orker who operates a passenger elevato r. Supplies information to passengers regarding location of wards and offices. A ssists patients in and out of elevator and may push in wheelchairs and carriages to or from elevator. May move freigh t in and out of elevator. May distribute m ail. ENGINEER, STA TIO N AR Y A worker who operates and maintains and may also super vise the operation of stationary engines and equipment (mechanical or electrica l) to supply the hospital in which employed ’ with power, heat, refrigera tion , or air conditioning. Work involves: Operating and maintaining equipment such as steam engines, air com pressors, generators, m otors, turbines, ventilating and refrigera tin g equipment, steam boilers, and b o iler-fed water pumps; making equipment repairs; keeping a record of operation of machinery, tem perature, and fuel consumption. May also supervise these operations. Head or chief engineers in hospitals employing more than one engineer are excluded. EXTRACTO R O P E R A T O R 4 A worker who rem oves surplus moisture from m aterials (such as wet cloth, clothing, knit goods, and yarn) by operating a centrifugal extractor. Work involves most of the following: Loading m aterial into perforated drum of machine by hand or hoist; closing lid and starting machine, allowing it to run a predetermined time or until fluid stops flowing from drain; removing partly dried m aterials; hand trucking m aterials within the department. May assist the washer in loading, operating, or unloading the washing machine. HOUSEKEEPER, CHIEF A w orker who is charged with the responsibility fo r house keeping activities, which include maintenance of clean and sanitary conditions in all areas of the hospital except for engineering and die tetic areas; conduct of studies fo r better housekeeping products and equipment. In this capacity, the housekeeper form ulates and im p le ments procedures for effective utilization of housekeeping personnel, supplies, and equipment; sets standards for, cleaning, sanitation, and preservation of flo o r and wall surfaces; conducts continuing program to im prove housekeeping techniques and practices; makes budget e s ti mates; schedules activities and makes inspection to determine whether established standards of sanitation and cleanliness are being met. Su p ervises housekeeping personnel, including conduct of in -serv ice train ing, interview ing and final selection of personnel, recommending p ro motions and discharge of em ployees. M ay give advice to management on selection of color scheme, type of drap eries, rugs, upholstery, and furniture to be used when needed fo r replacement. KITCH EN H E LPE R A worker who perform s one or m ore of the following unskilled kitchen duties: Cleans worktables, meat blocks, re frig e ra to r , and grease trays; sweeps and mops kitchen flo o rs, obtains and distributes supplies and utensils; watches and stirs cooking foods to prevent burn ing. C arries dirty utensils to be washed and returns cleaned utensils and polished silve r to proper place in kitchen. Cleans pots and kitchen utensils. C a rries out garbage. D elivers food trays to flo o r diet kitchens and collects dirty dishes from trays. A ssists in setting up trays. Dishes up food. Cuts, peels, and washes fruits and v e g e tables. Makes toast and beverages. W orkers who work with patients in mental hospitals or who perform tasks such as making salad dress i ng or soup stock; preparing special beverages such as eggnogs or milk shakes; cooking or frying eggs; weighing, measuring, and mixing ingredients for bakery products, e tc ., are excluded. MAID OR PO RTER 3 Buffalo, 4 Buffalo, These occupations were studied only in Baltim ore , Md N. Y . , and St. Louis, Mo. These occupations were studied only in Baltim ore , Md N. Y. , Portland, O reg. , and St. Louis, Mo. A worker who cleans and services hospital prem ises: P e r form s one or m ore of the following duties: Cleans, mops, and waxes flo o rs. Dusts furniture and equipment. Cleans window s ills , empties 18 MAID OR PO R TE R - Continued NURSING AIDE - Continued trash baskets, and arranges furniture and equipment in an o rd erly fashion. Scours and polishes bathtubs, sinks, m ir ro rs , and sim ilar equipment, replenishing supplies of soap and tow els. Polish es brass and cleans and polishes glass panels in doors and partitions. Keeps utility storage rooms in good order by cleaning lockers and equipment, arranging supplies, and sweeping and mopping flo o r. P e rfo rm s a variety of related duties. May be assigned to specific areas, such as wards, o ffices , or su rgery. Those w orkers who work with patients in mental hospitals are excluded. ments and equipment. May clean rooms or equipment upon discharge of patients. Makes occupied beds. May take and record tem pera ture, pulse, and respiration rate. May escort newly admitted patients from admitting office to hospital room or ward. May or may not be licensed. May be called o rd erly and may transport and arrange p o rt able X -ra y , oxygen, or heavy equipment. In mental hospitals or p sy chiatric units w ill have very lim ited responsibility fo r participation in care of patients, being lim ited to physical care rather than so c ia l izing and w ill work under close supervision. M E D IC A L LA B O R A TO R Y ASSISTANT 5 P R A C T IC A L NURSE A w orker who assists one or m ore m edical technologists or w orkers of equivalent status by perform in g one or m ore of the follow ing duties: P rep a rin g, under instruction, sterile media fo r use in grow ing cultures (does not identify bacteria); sorting bacterial cultures p rio r to examination by m edical technologists; preparing solutions, nonc ritic a l reagents ( i . e . , those not requiring a high degree of accuracy— such as salt solutions or dye solutions), or stains, follow ing standard laboratory formulas and p roced u res. May clean and s te riliz e labora tory equipment, glassw are, and instruments. May do charting under supervision. May co llect some types of specimens from patients. Does not p erform tests. A person who, under supervision of a professional nurse, perform s selected and delegated nursing tasks in care of patients. P e rfo rm s three or m ore of the follow ing duties: M easures and ad m in isters sim ple medications as directed; applies simple dressings; adm inisters enemas, douches, perineal ca re, and other treatments as directed; reports general observation of patients* condition; sets up treatm ent trays; keeps under constant surveillance patients recoverin g from anesthesia or receivin g prolonged intravenous or subcutaneous injections, notifying professional nurse of unusual reactions; takes and records tem perature, pulse, and respiration . In a mental hospital, may be called a psychiatric aide or attendant and may have duties such as socializing and custodial functions peculiar to mental hospitals. Some w orkers called o rd e rlie s may p erfo rm these duties and are in cluded. May be licensed and may also p erform duties of a nursing a id e. Those regu larly supervising other practical nurses or nursing aides and those supervising units to which no professional nurses are assigned are excluded. NURSING AIDE A w orker who assists the nursing staff by perform in g routine duties in the care of hospital patients. P e rfo rm s severa l of the fo llo w ing patient care services: Bathes bed patients or assists them in bathing. Cares fo r patients1 hair and nails. Feeds or assists patients to eat and brings patients betw een-m eal nourishment. A ssists patients with bedpans and urinals. Keeps records of patients1 food intake and output when ordered. A ssists patients in undressing and provides hospital clothing, storing patients1 clothing and valuables. A ssists patients in walking and transports patients to various hospital rooms by means of wheelchair or stretch er. Cleans and ste riliz e s instru5 These occupations w ere studied Buffalo, N. Y. , and St. Louis, M o. only in B a ltim o re, Md. , WASHER, MACHINE A w orker who operates one or m ore washing machines to wash hospital linens, garm ents, curtains, drap eries, and other a rticles. Work involves the following: Manipulating va lves, switches, and leve rs to start and stop the machine and to control the amount and tem pera ture of water fo r the sudsing and rinsing of each batch; mixing and adding soap, bluing and bleaching solutions; loading and unloading the washing machine, if not done by loaders or unloaders (p u llers). May make minor repairs to washing machine. ☆ U. S. GOVERNMENT PRIN TIN G OFFICE : 1957 0 — 436802
@FedFRASER