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L 2.3/3:H 79/3/989 Industry Wage Survey: Hospitals, March 1989 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ CEORGIA TECH U.S. Department of Labor LIBRARf Bureau of Labor Statistics August 1990 90 613 * SEP 27 1990 Bulletin 2364 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis GOVERNMENT DOCUMENTS DEPOSITORY COLLECTION L 8. 3/3;W Industry Wage Survey: Hospitals, March 1989 U.S. Department of Labor Elizabeth Dole, Secretary Bureau of Labor Statistics Janet L. Norwood, Commissioner August 1990 Bulletin 2364 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402 Preface This bulletin summarizes the results of a Bureau of Labor Statistics survey of wages and related benefits in private hospitals in March 1989. A similar study was conducted in August 1985. This study was conducted in the Bureau’s Office of Compensation and Working Conditions. David G. Larson of the Division of Occupational Pay and Employee Benefit Levels analyzed the survey data and prepared this bulletin. Harry B. Williams, Paulette J. Brown, and Maggie L. Williams of the same division prepared the appendixes. Jonathan W. Kelinson and Denis A. Gusty, also of the Division of Occupational Pay and Employee Benefit Levels, and Carl B. Barsky of the Division of Systems Design assisted in preparing the tabulations. The Bureau’s field representatives obtained the data https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis iii through personal visits to a probability-based sample of private hospitals within the scope of the survey. Fieldwork for the survey was directed by the Bureau’s Assistant Regional Commissioners for Operations. Separate wage and employee benefit summaries for the metropolitan areas studied were issued during the fall of 1989. (See table A-l for a list of the 18 areas studied.) Copies of these summaries are available from the Bureau of Labor Statistics, Washington, DC 20212, or any of its regional offices. Other reports currently available from the Bureau’s program of industry wage studies are listed at the end of this bulletin along with information on how to order. Material in this publication is in the public domain and, with appropriate credit, may be reproduced without permission. Contents Page Earnings and benefits ................................................................................................................................ Industry characteristics ............................................................................................................................ 1 4 Tables: 1. Employment by selected characteristics............................................................................ 2. Labor-management contract coverage: By major worker group .................................. 6 8 Occupational average earnings: 3. Full-time health care occupations..................................................................................... 4. Part-time health care occupations..................................................................................... 5. Other full-time professional, technical, and clerical occupations .................................. 9 18 24 Occupational earnings: United States: 6. Full-time health care occupations..................................................................................... 7. Part-time health care occupations...................................................................................... 8. Other full-time professional, technical, and clerical occupations .................................. 33 35 37 Northeast: Boston, MA: 9. Full-time health care occupations..................................................................................... 10. Part-time health care occupations..................................................................................... 11. Other full-time professional, technical, and clerical occupations .................................. 40 42 43 New York, NY: 12. Full-time health care occupations..................................................................................... 13. Part-time health care occupation ...................................................................................... 14. Other full-time professional, technical, and clerical occupations .................................. 45 47 48 Philadelphia, PA: 15. Full-time health care occupations..................................................................................... 16. Part-time health care occupations..................................................................................... 17. Other full-time professional, technical, and clerical occupations .................................. 50 52 53 South: Atlanta, GA: 18. Full-time health care occupations..................................................................................... 19. Part-time health care occupations..................................................................................... 20. Other full-time professional, technical, and clerical occupations .................................. 55 57 58 Baltimore, MD: 21. Full-time health care occupations..................................................................................... 22. Part-time health care occupations..................................................................................... 23. Other full-time professional, technical, and clerical occupations .................................. 59 61 62 Dallas, TX: 24. Full-time health care occupations.................................................................................... 25. Part-time health care occupations..................................................................................... 26. Other full-time professional, technical, and clerical occupations .................................. 64 66 67 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis IV Contents—Continued Page Fort Wort, TX: 27. Full-time health care occupations...................................................................................... 28. Part-time health care occupations...................................................................................... 29. Other full-time professional, technical, and clerical occupations .................................. 68 70 71 Flouston, TX: 30. Full-time health care occupations...................................................................................... 31. Part-time health care occupations...................................................................................... 32. Other full-time professional, technical, and clerical occupations .................................. 72 74 75 Washington,-MD-VA: 33. Full-time health care occupations...................................................................................... 34. Part-time health care occupations...................................................................................... 35. Other full-time professional, technical, and clerical occupations .................................. 76 78 79 Midwest: Chicago, IL: 36. Full-time health care occupations...................................................................................... 37. Part-time health care occupations...................................................................................... 38. Other full-time professional, technical, and clerical occupations .................................. 81 83 84 Cleveland, OH: 39. Full-time health care occupations...................................................................................... 40. Part-time health care occupations...................................................................................... 41. Other full-time professional, technical, and clerical occupations .................................. 86 88 89 Detroit, MI: 42. Full-time health care occupations.................................................................... 43. Part-time health care occupations...................................................................................... 44. Other full-time professional, technical, and clerical occupations .................................. 91 93 94 Minneapolis-St. Paul, MN-WI: 45. Full-time health care occupations...................................................................................... 46. Part-time health care occupations...................................................................................... 47. Other full-time professional, technical and clerical occupations.................................... 96 98 99 St. Louis, Mo-IL: 48. Full-time health care occupations.................................................................. 49. Part-time health care occupation .............................................................. 50. Other full-time professional, technical and clerical occupations.................................... 100 102 193 West: Denver, CO: 51. Full-time health care occupations...................................................................................... 52. Part-time health care occupations...................................................................................... 53. Other full-time professional, technical and clerical occupations.................................... 105 107 108 Los Angeles-Long Beach, CA: 54. Full-time health care occupations...................................................................................... 55. Part-time health care occupations...................................................................................... 56. Other full-time professional, technical and clerical occupations.................................... 109 Ill 112 San Francisco, CA: 57. Full-time health care occupations...................................................................................... 58. Part-time health care occupations...................................................................................... 59. Other full-time professional, technical and clerical occupations.................................... 114 116 117 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis v Contents-Continued Page Seattle, WA: 60. Full-time health care occupations...................................................................................... 61. Part-time health care occupations...................................................................................... 62. Other full-time professional, technical and clerical occupations.................................... 118 120 121 Establishment practices and employee benefits: Scheduled weekly hours: 63. Registered nurses.................................................................................................................. 64. Technical, clerical, and service workers............................................................................ 122 123 Shift differential provisions: 65. Registered nurses.................................................................................................................. 124 Shift differential practices: 66. Registered nurses............ ..................................................................................................... 128 Paid holidays: 67. Registered nurses.................................................................................................................. 68. Technical, clerical, and service workers............................................................................ 132 134 Paid vacations: 69. Registered nurses.................................................................................................................. 70. Technical, clerical, and service workers............................................................................ 136 144 Health, insurance, and retirement plans: 71. Registered nurses.................................................................................................................. 72. Technical, clerical, and service workers ............................................................................ 152 154 Health plan participation: 73. Registered nurses.................................................................................................................. 74. Technical, clerical, and service workers...................................... ..................................... 156 157 Other selected benefits: 75. Registered nurses.................................................................................................................. 76. Technical, clerical, and service workers ............................................................................ 158 160 Consolidated leave plans: 77. Registered nurse.................................................................................................................... 78. Technical, clerical, and service workers ............................................................................ 162 164 Appendixes: A. Scope and method of survey.......................................................................................................... B. Occupational descriptions .............................................................................................................. 166 170 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Hospitals, March 1989 Occupational earnings Straight-time earnings of full-time staff nurses in the Nation’s private hospitals averaged $554.50 a week in March 1989 according to a Bureau of Labor Statistics sur vey (table 3)1. Among 18 metropolitan areas selected for separate study, average weekly earnings ranged from $514.50 in Dallas to $725.50 in San Francisco.2 Reflect ing these geographic differences, as well as differences in the duties, responsibilities, experience, and qualifications of workers, earnings of individual staff nurses ranged from about $300 to more than $1,100 a week (table 6).3 With nearly 371,400 incumbents, full-time staff nurses were the most populous of the 59 occupations selected to represent the operations, functions, and pay scale of pri vate hospitals. Full-time staff nurses accounted for about one-eighth of the workers within the scope of the survey. Separate data were collected for four work levels of staff nurses. Those at level I, who provide standard pa tient care, were paid an average of $498 a week. Nurses at level III, the highest level for which data could be pub lished, provide specialized or advanced nursing care. They averaged $678.50 a week. Approximately 92 per cent of the workers were classified at level II, where weekly pay averaged $551.50 for assignments involving comprehensive nursing care. Most of the remaining staff nurses were classified as level II-specialists, who aver aged $617 a week. These nurses typically work in difficult specialty areas such as intensive care or critical care units. Average weekly earnings of other full-time registered nurse (RN) categories ranged from $635 for nursing in structors to $922.50 for nurse anesthetists. Supervisors of nurses averaged $714.50 a week, compared with $688 a 1 The survey excluded hospitals employing fewer than 100 workers and those operated by Federal, State, and local government agencies. Earnings data in this report exclude premium pay for overtime and for work on weekends, holidays, and late shifts. See appendix A for scope and method of survey and appendix B for occupational descriptions. 2 Payroll reference months for the individual areas vary from January to April 1989. These differences in survey timing should be considered when comparing data among areas. According to the Bureau’s Employ ment Cost Index, wages and salaries of hospital employees rose 3.1 per cent between December 1988 and June 1989. 3 For a report on an earlier survey of occupational pay in hospitals, see Industry Wage Survey: Hospitals, August 1985, BLS Bulletin 2273 (1987). The 1985 study was limited to 23 metropolitan areas and in cluded data for State and local government hospitals. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 week for head nurses. Clinical specialists, who are re sponsible for highly specialized patient care, averaged $713 a week, about the same as nurse practitioners, who plan and implement comprehensive nursing care for their patients. Average weekly earnings of the other health care occu pations covered by the survey ranged from $281 for nursing assistants to $747.50 for physical therapists’ su pervisors and $743.50 for pharmacists. Salary averages for about half of the jobs fell between $450 and $650 a week. Nursing assistants, who provide personal and nursing care to patients, were numerically the most important non-RN job studied. Averages for the 104,000 incum bents ranged from $260.50 a week for those performing simple personal care and housekeeping tasks (level I) to $354.50 a week for those applying advanced patient care principles (level IV). Eighty-two percent of the nursing assistants were classified at level II, where typical duties include the taking of vital signs, collecting and labeling specimens, and sterilizing equipment. They averaged $275.50 a week. Licensed practical nurses (lpn’s) averaged $368 a week. Weekly averages ranged from $318.50 at level I (those providing standard nursing care) to $457.50 for those required to modify nursing care or assigned to criti cally ill patients (level III). Ninety-two percent of the LPN’s were reported at level II, which requires the use of judgment to vary the sequence of procedures. LPN’s II av eraged $368 a week. Approximately 61 percent of the medical machine op erating technicians were classified as respiratory thera pists. They averaged $446.50 a week or about 30 percent more than electrocardiographic (ekg) technicians ($337.50), 15 percent more than electroencephalographic (EEG) technicians ($387), and 10 percent less than diag nostic medical sonographers ($501.50). Medical technologist was the only other health care oc cupation reporting as many as 35,000 workers. Medical technologists averaged $517.50 a week nationwide. Among the 18 areas studied separately, weekly averages ranged from $460 in Dallas to $726.50 in San Francisco. Laundry workers were the highest paid of the three ser vice worker occupations, averaging $274.50 a week, or about $15 a week more than food service helpers, who were the lowest paid. With 89,100 incumbents averaging $266.50 a week, hospital cleaners were numerically the most important service worker category. Salaries for the full-time registered nurse categories tended to be highest in Boston, Los Angeles-Long Beach, and San Francisco. Averages for staff nurses in these ar eas, for example, exceeded the nationwide level by 22 to 31 percent. On the other hand, RN’s were generally lowest paid in Dallas, where averages were commonly 3 to 7 per cent below the nationwide level. Similar pay patterns were observed for the other groups of hospital workers. The San Francisco and New York areas typically paid the highest average salaries for health care occupations other than RN’s and for clerical em ployees and service workers. Earnings in the Los Angeles-Long Beach area also were near the top of the geographic distribution for the clerical and service worker groups. Workers in the Dallas and Fort WorthArlington areas were typically among the lowest paid in all three groups. Average earnings in the highest paid areas commonly exceeded those in the lowest paid by 30 to 45 percent for the registered nurse categories studied. The spread was somewhat greater among the other health care occupa tions (35 to 70 percent) and clerical occupations (40 to 65 percent). The spread was largest for the three service worker jobs, ranging from 82 percent for laundry workers to 95 percent for hospital cleaners. Within individual occupations, earnings of the highest paid workers were typically three to four times those of their lowest paid counterparts (table 6). When compari sons were limited to individual areas, the differences were typically smaller, with the highest paid workers in a health care or related occupation averaging about twice as much as the lowest paid (tables 9 to 60). These patterns generally were the same for all of the full-time health care and related occupations. Average hourly earnings of part-time health care workers ranged from $6.61 for nursing assistants to $18.33 for pharmacists (table 4). Staff nurses, with more than 214,400 incumbents, were the most populous of the part-time occupations. They averaged $14.50 an hour. Earnings of part-time service workers ranged from $5.69 an hour for laundry workers to $6.22 an hour for hospital cleaners. Part-time worker earnings were typically highest in New York and San Francisco and lowest in the three Tex as areas (Dallas, Fort Worth-Arlington, and Houston). Earnings in the highest paying areas generally exceeded those in the lowest paying by 35 to 65 percent. As was the case for full-time workers, interarea differences typically were larger for the three service worker jobs, ranging from 62 to 95 percent. Hourly rates of the highest paid part-time workers in a health care or related occupation were commonly two to three times those of the lowest paid workers in the same https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2 job (table 7). Distributions were generally narrower with in each of the 18 metropolitan areas studied separately (tables 10 to 61). The proportion of part-time workers varied substan tially by occupation and area. Part-time workers accounted for one-fourth to one-third of the total em ployment in most occupations. More than two-fifths of the switchboard operators and food service helpers, how ever, were part-timers. On the other hand, part-time employees made up less than one-tenth of the medical re cords administrators, physical therapists’ supervisors, and radiographers’ supervisors. Nationwide, three-eighths of the staff nurses were on a part-time work schedule. Among the 18 areas studied separately, this proportion ranged from just over onetenth of the staff nurses in Dallas to about seven-tenths of those in Minneapolis-St. Paul and San Francisco. The survey also developed information on 27 whitecollar occupations which are found throughout private industry (table 5).4 Fifteen of these occupations, spanning 52 work levels, were classified as professional, adminis trative, and technical occupations. The 12 clerical support occupations covered 28 work levels. Accountants were the most numerous of the profes sional, administrative, and technical jobs studied, with 6,000 workers in the six survey levels combined. Their average weekly earnings ranged from $412.50 for begin ning professional accountants (level I) to $1,393 for specialists in complex accounting systems (level VI). Sa laries for the most populous level (level II) averaged $495 a week. At least 4,000 incumbents were reported in each of two additional professional, administrative, and technical oc cupations. Salaries for personnel specialists ranged from $432 a week for trainees (level I) to $1,027 a week for ex perts who solve unusually complex problems and provide comprehensive advice to management (level IV). Com puter operators were classified on the basis of responsibility for problem solving, variability of assign ments, and scope of authority for corrective action. Computer operators I, whose work assignments consist of on-the-job training, averaged $293.50 a week. The top level for which data could be published (level IV) aver aged $507.50 a week. Among the 28 clerical work levels for which data could be published, average salaries ranged from $235.50 a week for general clerks I to $583 a week for secretaries V, the highest level. Averages for six of the clerical levels exceeded $400 a week; 12 fell between $300 and $400; and 10 ranged from $250 to $300. 4 For information on average salaries of these occupations in all priva te-service producing industries, see White-Collar Pay: Private ServiceProducing Industries, March 1989, BLS Bulletin 2347 (1990). In an ef fort to conserve resources and reduce the burden on respondents, data collection for the hospital and white-collar pay surveys was coordinated. Secretaries were the most populous of the clerical occu pations surveyed. Average weekly salaries ranged from $331 for level I to $583 for level V. Secretaries in hospital wards (unit secretaries) were surveyed separately. They averaged $303 a week for full-time work. Four levels of general clerks, who perform a combina tion of clerical tasks to support office, business, or administrative functions, were studied. Level I clerks, who follow detailed procedures in performing simple and repetitive tasks, averaged $235.50 a week. Clerks who use subject matter knowledge to complete various nonroutine assignments (level IV) averaged $356.50 a week. In addition to unit secretaries, four other office clerical occupations were studied in hospitals. Admitting clerks were numerically the most important job in this group, with 21,200 workers. They averaged $298 a week. Pay roll clerks averaged $343.50 a week, $1 more than medical transcriptionists. Switchboard operators aver aged $294.50 a week. For those white-collar work levels for which compari sons could be made, salaries were generally highest in New York or San Francisco and lowest in Dallas or St. Louis. The interarea spread in average earnings amounted to about 20 to 30 percent for professional and administrative occupations and 40 to 50 percent for tech nical and clerical jobs. Among professional and administrative occupations, the earnings of the highest paid workers were generally one and one-half to two times those of lowest paid in the same occupation and work level (table 8). For technical and clerical jobs, the differences were somewhat greater, with the highest paid typically earning two and one-half to three times as much as the lowest paid. These distribu tions narrowed when comparisons were limited to a single metropolitan area (tables 11 to 62). In the Boston area, for example, the highest pay for an occupation and work level seldom was even double the lowest rate reported. Employee benefits Virtually all of the registered nurses and technical, cler ical, and service workers surveyed were provided one or more forms of paid leave. Nationally, about one-third of the workers in each group were covered by consolidated leave plans under which workers are granted an annual pool of leave benefits to be used, at the employee’s discre tion, as holidays, vacation, sick leave, or paid personal leave. Most of the remaining workers were covered by separate holiday, vacation, sick leave, and paid personal leave plans. The incidence of consolidated leave plans varied widely among the 18 areas studied separately (tables 77 and 78). In Atlanta, for example, 93 percent of the registered nurses and 85 percent of the technical, clerical, and ser vice workers were under consolidated leave plans, while https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 no such plans were reported in Baltimore, MinneapolisSt. Paul, and New York. For workers in both groups, benefits under consolidated leave plans commonly amounted to 4 to 5 weeks of paid time off for employees with 1 year of service and 5 to 8 weeks for those with longer periods of service. In Boston, Cleveland, Los An geles-Long Beach, and San Francisco most workers in each group could qualify for as many as 8 to 9 weeks of consolidated leave per year. Benefits under separate holiday plans typically ranged from 6 to 12 days annually (tables 67 and 68). About onefourth of the workers in each group received 8 days a year. Provisions, however, varied greatly among the areas stu died separately. In Boston, for example, all workers received at least 10 days a year, while in Fort Worth-Arlington, where consolidated leave plans were predominant, workers were provided either 6 or 7 annual paid holidays. Separate vacation plans typically provided at least 2 weeks of paid vacation after 1 year of service, 3 weeks af ter 5 years, and 4 weeks after 10 years (tables 69 and 70). Provisions for a fifth week of vacation covered about onefourth of the nurses, typically after 20 years of service. About one-fifth of the technical, clerical, and service workers were provided 5 weeks’ paid vacation after 25 years of service. Paid leave for employees required to serve as jurors and for those attending the funerals of specified family mem bers was available to more than nine-tenths of the workers in each group (tables 75 and 76). Such plans cov ered at least seven-eighths of the workers in each of the areas studied separately. Virtually all workers in both occupational groups were offered life insurance coverage, usually wholly financed by the hospital (tables 71 and 72). Accidental death and dismemberment insurance plans covered four-fifths, and long-term disability coverage was available to about onehalf of the workers in each group. Significant differences, however, were noted among the area studied separately. For example, long-term disability coverage ranged from about one-sixth of the nurses in Detroit, Fort WorthArlington, and Seattle to more than nine-tenths in Minneapolis-St. Paul and Washington, DC-MD-VA. Short-term protection against the loss of income due to illness or injury was available to all of the workers covered by the survey. This protection was provided through paid sick leave, sickness and accident insurance, a consoli dated leave plan, or a combination of these benefits. Sick leave plans providing full pay with no waiting period be fore benefits begin covered about two-thirds of the workers in each group. Sickness and accident insurance and sick leave under consolidated leave plans each were available to about one-fourth of the workers. Hospitalization, surgical, and medical insurance was offered to 95 percent of the workers nationwide, and to all workers in 10 areas. Nationally, membership in a health maintenance organization (hmo) was offered to about half of the workers in each group. HMO coverage, howev er, varied widely among the areas studied separately, ranging from one-fourth of the nurses and one-fifth of the technical, clerical, and service workers in Dallas to virtually all workers in Boston. About two-thirds of the workers in each group were employed in hospitals which had formal practices of providing free or discounted health care services to employees. Dental care and alcohol and drug abuse treatment plans were offered to four-fifths or more of the workers in each group. Vision care insurance was available to onefourth of the workers. Hearing care insurance plans covered one-eighth. Seven-tenths of the nurses and technical, clerical, and service workers participated in a hospitalization, surgical, and medical insurance plan (table 73 and 74). An addi tional one-sixth of the workers in each group elected membership in a health maintenance organization. The relative importance of these two types of basic health care coverage varied substantially among the 18 areas studied separately. In San Francisco and Seattle, for example, three-fifths of the nurses participated in an HMO, com pared with less than one-tenth of their counterparts in Houston and New York. Participation in the other health care benefits ranged from about one-tenth for hearing care to three-fourths for alcohol and drug abuse treatment. A variety of plans were provided by the hospitals sur veyed to assist employees in caring for their children. The most commonly reported child-care benefits were formal information and referral services that allow the employer to direct employees to the most suitable child-care pro viders. These plans covered 17 percent of the nurses and 15 percent of the technical, clerical, and service workers. Hospitals employing 14 percent of the registered nurses and 13 percent of the technical, clerical, and service work ers sponsored a day care center either in or near the hospital. In most cases, the cost of these centers was shared by the employer and employees. At least partial reimbursement of child-care expenses through a flexible spending account, a voucher system, or other method was available to 9 percent of the nurses and 8 percent of the technical, clerical, and service workers. Plans providing other child care benefits, such as paying for babysitting expenses when employees work overtime, covered 6 per cent of the nurses and 5 percent of other employees. Industry characteristics The 3,759 hospitals employing 100 workers or more within the scope of the survey employed 3.1 million work ers in March 1989 (table A-l). Employment in the 18 areas studied separately ranged from 14,000 in Fort Worth-Arlington to nearly 197,000 in New York. To https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 gether, the areas selected for separate study accounted for about one-third of the industry’s nationwide employ ment. The 3.1 million workers covered by the survey repre sented more than nine-tenths of those employed by all private hospitals in the United States, as measured by the Bureau’s Current Employment Statistics series. Federal, State, and local government hospitals, which were outside the scope of the survey, employed an additional 1.3 mil lion civilian workers. General hospitals, which offer a broad range of medical and surgical services, employed nine-tenths of the work ers nationwide and at least seven-tenths of those in each of the areas studied separately (table 1). Hospitals spe cializing in the care of children (pediatric hospitals) and psychiatric hospitals accounted for most of the remain der. The mix of hospital specialties, however, varied among the areas. For example, psychiatric hospitals employed nearly one-fourth of the hospital workers in Atlanta. About one-sixth of the workers in Denver, Fort Worth-Arlington, and Seattle were employed by pediat ric hospitals. The average patient stay was 30 days or less in hospitals which employed 95 percent of the work force. These short-term hospitals accounted for most of the employees in general and pediatric hospitals. Employment in psy chiatric hospitals, however, was evenly divided between short-term and long-term institutions. Long-term hos pitals were relatively common in Atlanta, Boston, Denver, and St. Louis. Church-related nonprofit hospitals employed just over one-third of the workers covered by the survey. Nearly one-half were employed by other nonprofit hospitals. For-profit, or proprietary hospitals accounted for about one-sixth of the work force. Proprietary hospitals were most common in Southern areas, where they employed from one-third to one-half of the workers in Atlanta, Dallas, and Houston. Church-related hospitals employed a majority of the workers in five areas—Chicago, Denver, Fort Worth-Arlington, St. Louis, and Seattle. Nationwide, the average hospital employed about 800 workers. Average employment ranged from about 650 workers in Fort Worth-Arlington to nearly 2,000 work ers in New York. Large hospitals—those with 1,000 employees or more—employed about four-fifths of the workers nation wide and at least that proportion in each of the areas studied separately. In New York, Chicago, and Seattle, large hospitals employed virtually all of the workers. In an effort to improve the efficiency of their opera tions, a number of hospitals have contracted with other firms to provide them with a variety of required services. Hospitals employing nearly one-half of the workers have contracted with others for laundry services, the function most commonly contracted out. Nationwide, emergency room services were contracted out by hospitals employing about one-tenth of the workers. Contracting-out of other functions, such as nursing, pharmacy, housekeeping, and food services, was far less common. In general, contrac ting-out was more common in Baltimore, Washington, and San Francisco than in the other areas studied sepa rately. Seven-eighths of the full-time registered nurses and technical, clerical, and service workers were scheduled to work 40 hours per week (tables 63 and 64). About onetenth of the workers in each group were scheduled to work 37.5 hours a week. In New York, a 35-hour sched ule applied to about one-eighth of the nurses and one-sixth of the technical, clerical, and service workers. Many private hospitals allow registered nurses to select alternative work schedules to better meet the employee’s needs. The arrangements vary from hospital to hospital but typically include a compressed workweek, calling for two or three 12-hour shifts per week rather than a tradi tional 5-day workweek. These alternative work sched ules were offered by hospitals employing one-half of the registered nurses covered by the survey. The plans were most common in the southern areas, where coverage ranged from three-fifths of the nurses in Baltimore to all of those in Atlanta. The survey was unable to develop re https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 5 liable estimates of the proportion of workers actually electing these plans. Hospitals employing nearly all of the registered nurses reported formal provisions for second- and third-shift work. Virtually all of the workers on late shifts received a premium above first-shift rates. For those receiving a cents-per-hour premium, second-shift differentials com monly fell between 25 cents and $2 an hour; and for third shifts, between 75 cents and $2.50 an hour. Employees paid a percentage premium typically received 10 percent for second-shift work and 12 to 15 percent for third shifts. At the time of the survey, about one-fourth of the nurses were employed on second shifts and about one-fifth on third shifts. Nationwide about one-sixth of the registered nurses were employed by hospitals which had labor-manage ment agreements covering a majority of their RN’s (table 2). The proportion of nurses covered by such agreements ranged from none of the workers studied in seven areas to more than nine-tenths of those in Minneapolis-St. Paul and Seattle. Labor-management agreements also cov ered about one-sixth of the service workers (food service helpers, hospital cleaners, and laundry workers) and oneeighth of health care workers other than registered nurses. Table 1. Selected characteristics (Percent of all employees1 in private hospitals by establishment characteristics. United States and 18 metropolitan areas,2 by month of survey, 1989) Characteristic United States (March) Northeast South Boston (January) New York (January) Philadelphia (March) Atlanta (February) Baltimore (April) Dallas (April) Fort WorthArlington (April) Houston (April) Washington (April) All employees ......................................... 100 100 100 100 100 100 100 100 100 100 Length of stay Short-term3....................................................... Long-term......................................................... 95 5 84 16 90 10 100 86 14 100 100 - 95 5 100 - - - 99 1 Primary type of care General............................................................. Short-term...................................................... Long-term ...................................................... Psychiatric ........................................................ Short-term...................................................... Long-term ...................................................... Pediatric............................................................ Short-term...................................................... Long-term ...................................................... Other4................................................................ Short-term...................................................... Long-term ...................................................... 90 88 2 4 2 2 3 3 1 2 2 (5) 80 73 7 6 1 5 6 6 79 76 3 4 86 86 72 72 96 96 84 84 82 82 97 97 83 83 - 22 9 14 5 5 _ 4 4 5 1 1 - 5 11 11 18 18 1 1 1 1 _ - - - _ - 7 6 1 5 5 15 6 14 9 35 8 3 5 4 4 1 3 13 13 - - 9 9 5 5 - - Type of ownership Proprietary........................................................ Private, nonprofit, church related ............................................................. Private, nonprofit, other than church related ................................................ Other................................................................. 36 15 27 13 8 48 (5) 78 59 79 - - - Size of establishment 100-249 employees......................................... 250-499 employees......................................... 500-999 employees......................................... 1,000-2,499 employees .................................. 2,500 employees or more.............................. 6 9 19 40 25 2 5 16 34 43 1 1 8 30 61 1 5 14 39 41 Contracting out of services6 Nursing (excluding private nursing)............................................................ Pharmacy.......................................................... Emergency room ............................................. Patient food service........................................ Other food service.......................................... Laundry............................................................. Housekeeping ................................. 4 5 9 5 5 47 6 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 8 47 5 33 40 59 44 17 57 67 16 78 - - 21 12 9 - - - 5 18 16 24 37 4 8 49 40 7 14 21 42 16 4 16 17 10 53 - - - - 4 6 1 1 20 4 4 60 1 5 5 50 5 - 52 8 3 33 6 - 44 1 3 - 5 5 - 39 14 14 21 23 2 - 5 41 - 17 31 32 21 - 11 45 39 6 11 (5) 5 48 3 9 17 30 44 16 15 6 18 19 27 21 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 1. Selected characteristics—Continued (Percent of all employees1 in private hospitals by establishment characteristics, United States and 18 metropolitan areas,2 by month of survey, 1989) West Midwest Characteristic Chicago (April) Cleveland (March) Detroit (March) MinneapolisSt. Paul (March) St. Louis (March) Denver (April) Los AngelesLong Beach (April) San Francisco (March) Seattle (March) 100 100 100 100 100 100 100 100 100 99 99 1 100 100 _ _ 89 11 89 11 99 1 100 1 96 4 96 96 97 97 91 91 96 96 96 96 _ _ 2 2 73 69 4 4 4 90 90 1 1 95 85 11 2 2 _ - Length of stay Primary type of care 3 3 _ 3 3 1 1 _ _ 1 Other* ............................................................. 1 _ _ _ _ 4 4 5 5 3 3 _ _ _ - _ - _ _ - _ _ - - - 5 3 1 3 3 16 16 2 2 7 1 7 - Type of ownership 1 1 - - - - 3 3 - 85 80 4 - 15 15 - 13 4 1 26 9 9 31 4 12 53 24 16 25 61 56 23 35 59 34 72 82 46 3 27 3 34 47 _ 2 4 10 43 41 3 8 7 83 Private, nonprofit, church Private, nonprofit, other than - Size of establishment 1 1 13 47 38 2 6 10 48 34 3 2 13 37 46 8 3 7 42 40 3 2 6 3 3 47 10 2 3 7 12 13 4 4 4 62 3 5 7 9 - 61 29 - - - 8 8 13 47 23 4 3 16 45 32 3 16 32 48 Contracting out of services6 Nursing (excluding private _ 37 _ 1 Includes all full- and part-time employees within the scope of the sur»y 2 For definition of individual areas, see footnote 1, tables 9-62. 3 Average patient stay is 30 days or less. _ 42 3 1 - 7 17 17 40 23 7 - 1 - 46 7 - 8 12 12 70 9 4 9 65 55 55 7 - 94 4 Includes facilities that provide hospital services for patients with chronic diseases or other specified types of illnesses. 6 Less than 0.5 percent. 6 May include duplicated number of employees. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 2. Labor management contract coverage: Selected employee groups (Percent of workers in selected occupational groups' in hospitals covered by union contracts, United States and 18 metropolitan areas,2 by month of survey, 1989) Area Registered professional nurses Other health care employees Service employees United States (March)..................................... 18 13 18 Northeast Boston (January)............................................. New York (January) ........................................ Philadelphia (March) ....................................... 34 77 9 18 77 11 _ 77 16 14 _ 10 39 South Atlanta (February)............................................ Baltimore (April)............................................... Dallas (April)..................................................... Fort Worth-Arlington (April) .......................... Houston (April)................................................. Washington (April)........................................... Midwest Chicago (April) ................................................. Cleveland (March)........................................... Detroit (March)................................................. Minneapolis-St. Paul (March)....................... St. Louis (March)............................................. West Denver (April)................................................... Los Angeles-Long Beach (April).................. San Francisco (March) ................................... Seattle (March)................................................ ' Data relate to the provision covering a majority of workers in each of the three occupational groups, including both fulland part-time employees. The base of the percents (100 percent) is all workers matched in any occupation in the cate - _ - _ _ _ 41 _ _ _ 36 43 91 18 5 30 49 27 20 47 79 - - - 15 88 91 _ 10 55 28 _ 9 81 19 3 4 _ gory, except that supervisors of nurses are excluded from the registered profes sional nurses category. 2 For definition of individual areas, see footnote 1, tables 9-62. Table 3. Occupational average earnings: Full-time health care occupations (Number of employees and average weekly earnings1 in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level Number of workers Average weekly earnings Supervisors of nurses..................................... 11,758 Head nurses..................................................... 32,777 Clinical specialists........................................... 4,925 Level III ....................................................... 4,237 Level IV....................................................... 526 Nurse anesthetists .......................................... 3,491 Level III ....................................................... 3,461 Nurse practitioners.......................................... 1,626 Level II ........................................................ 178 Level III ....................................................... 1,226 Level IV....................................................... 184 Nursing instructors.......................................... 6,101 Staff nurses...................................................... 371,358 Level I........................................................... 6,882 Level II ........................................................ 342,651 Level ll-specialists ..................................... 18,295 2,883 Level III ....................................................... $714.50 688.00 713.00 708.00 781.00 922.50 921.00 714.50 543.50 719.50 856.00 635.00 554.50 498.00 551.50 617.00 678.50 South Northeast New York (January) Boston (January) Philadelphia (March) Dallas (April) Baltimore (April) Atlanta (February) Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Numbef of workers Average weekly earnings Number of workers Average weekly earnings $884.00 890.00 934.50 915.50 973.00 1,067.50 1,067.50 850.50 1,083 2,258 862 838 $832.00 725.50 724.50 718.00 397 1,360 194 192 $766.50 710.50 714.50 714.00 93 301 $776.50 728.00 111 507 207 169 $764.00 724.50 712.50 696.00 103 412 51 29 $726.50 637.00 689.50 670.00 279 279 103 814.00 814.00 787.00 178 178 23 912.00 912.00 716.50 84 813.00 100 792.00 - 13 728.00 150 8,177 845.50 700.00 422 20,346 746.00 602.00 357 14,372 677.00 595.50 32 3,302 7,979 702.50 19,494 38 175 603.00 722.50 619.50 13,779 73 596.50 687.50 2,408 506 Number of workers Average weekly earnings Registered professional nurses 39 791 171 114 57 47 47 103 - - - - 58 - 725.50 - 861.50 861.50 76 76 91 914.50 914.50 702.50 85 701.00 684.50 571.50 86 6,151 694.00 578.50 55 4,079 615.00 514.50 551.00 615.00 5,395 744 566.00 667.50 3,450 408 506.00 555.50 - - - “ “ “ 46 46 - - ~ “ Other health care occupations Dietitians........................................................... Licensed practical nurses .............................. Level I.......................................................... Level II ........................................................ Level III ....................................................... Medical laboratory technicians..................... 5,673 91,166 4,838 83,573 2,552 12,675 507.00 368.00 318.50 368.00 457.50 409.50 Medical machine operating technicians...................................................... Level I.......................................................... Level II ........................................................ Level III ....................................................... Level IV....................................................... Diagnostic medical sonographers ............. Level I.......................................................... Level II ........................................................ Level III ....................................................... Level IV....................................................... EEG technicians........................................... Level I.......................................................... Level II ........................................................ Level III ....................................................... 39,724 6,923 15,446 16,506 250 3,971 82 904 2,796 112 2,001 499 1,370 111 431.00 316.50 413.00 492.50 582.50 501.50 375.00 453.50 516.50 606.50 387.00 306.50 406.50 509.50 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 149 615 517.50 492.00 490 2,355 529.00 443.50 171 2,262 498.50 423.50 55 457 502.50 357.00 82 635 481.50 391.50 51 781 475.50 341.00 609 492.50 2,289 443.50 2,244 423.50 448 355.50 ~ 635 391.50 696 334.50 237 451.00 685 458.50 605 441.50 - 142 416.50 - 65 378.00 72 342.00 618 118 184 309 7 64 492.00 347.00 471.00 554.00 777.50 606.00 1,907 325 868 702 478.50 388.50 457.00 546.00 1,479 243 548 668 462.50 363.50 436.50 516.50 325 27 40 249 502.00 302.50 430.00 530.50 407.00 293.50 402.00 471.50 560.00 131 545.00 - 538.00 - 23 438.00 312.00 397.50 506.50 594.00 572.00 406 76 182 148 175 542 107 168 243 24 68 31 463.00 - 145 564.50 119 537.50 - 56 591.00 15 548.00 27 “ 463.50 33 467.50 - 82 440.50 - 33 467.50 - 63 426.50 417.50 394.50 420.50 “ 24 14 8 356.00 321.00 397.00 - “ 88 11 77 “ ” - 44 24 20 560.00 594.00 442.00 - 7 517.50 ' Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level Northeast Boston (January) South New York (January) Philadelphia (March) Number of workers Average weekly earnings 5,628 3,629 1,635 201 38 24,404 1,795 9,987 12,309 61 $337.50 313.00 374.50 483.50 550.50 446.50 328.50 416.00 486.00 566.50 - - - records administrators .................... records technicians .......................... social workers................................... technologists..................................... medical technologists...................... 2,770 11,707 10,338 36,878 4,337 615.00 343.50 523.50 517.50 512.50 63 111 338 1,003 67 715.50 406.00 537.00 562.00 590.50 92 598 1,370 2,498 221 795.50 415.50 606.50 535.00 575.50 84 356 437 1,025 167 642.50 365.50 492.50 507.50 516.50 Nursing assistants........................................... Level I........................................................ Level II ......................................... Level III ....................................................... Level IV................................................ 104,209 5,355 85,306 11,147 1,993 281.00 260.50 275.50 317.50 354.50 3,185 55 2,123 963 44 337.00 292.50 328.50 352.00 450.00 11,035 993 9,347 530 354.50 338.00 355.00 378.50 3,126 343.00 Occupational therapists.................................. Pharmacists.................................................... Pharmacy technicians..................................... Physical therapists’ supervisors .................... Physical therapists .............................. 5,326 17,667 14,665 1,913 8,983 549.00 743.50 309.00 747.50 583.50 332 288 219 81 512 515.00 682.50 335.00 705.50 523.00 259 904 314 83 618 607.50 750.00 382.00 819.00 600.00 159 580 462 65 220 512.50 703.00 366.50 677.50 545.50 Radiation therapy technologists.................... Radiographers' supervisors (x-ray) ............................................................... Radiographers (x-ray) ..................................... Speech pathologists ................ Surgical technologists................................... Unit secretaries........................................ 2,774 502.00 57 594.50 160 622.50 115 3,633 24,882 1,997 15,043 54,063 592.50 441.00 556.50 365.50 303.00 49 302 88 187 768 745.50 545.00 547.00 432.00 354.00 166 1,213 134 440 3,146 732.50 592.50 603.00 419.00 357.50 93 941 56 295 1,817 EKG technicians........................................... Level I.............................................. Level II ........................................................ Level III ....................................................... Level IV................................................ Respiratory therapists.................................. Level I.......................................... Level II ................................. Level III ................................................. Level IV....................................................... Medical Medical Medical Medical Nuclear See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Atlanta (February) Baltimore (April) Dallas (April) Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings 139 113 26 $352.00 343.50 391.00 472 265 203 $392.00 384.00 402.00 304 232 60 $378.50 362.50 415.00 20 20 $292.00 292.00 88 75 10 $307.00 292.00 366.50 49 45 $285.00 268.00 319 453.50 _ _ - _ 341 - 526.00 - 109 230 487.00 546.00 _ _ 1,053 45 478 524 - _ _ 511.00 437.50 486.00 540.50 - - _ _ 924 - 393 531 - - 2,365 669 - _ _ 481.50 - 440.50 512.00 - _ 335.00 355.50 - _ _ _ _ 241 527.50 _ _ _ 530.00 138 181 398.50 495.50 278 14 166 98 31 155 114 375 38 483.50 319.50 474.50 521.00 537.50 27 91 248 734 78 626.50 355.50 499.50 490.50 519.00 26 113 68 492 38 570.50 317.00 494.00 460.00 462.00 811 269.00 2,063 104 1,586 344 277.00 236.00 275.00 293.50 972 129 448 232.50 236.00 215.00 _ _224 _ _ _ _ 426.00 336.00 399.00 484.50 - _697 114 - _ 262.50 309.50 - - - _ _ - - 213 188 23 102 730.00 318.00 704.50 589.00 121 301 277 24 177 496.50 29 473.50 78 511.50 58 470.00 564.50 433.50 548.00 424.50 346.50 23 187 558.50 426.50 43 331 608.50 453.50 29 284 533.00 409.50 . _ 133 544 _ 345.50 301.00 _ 246 864 521.50 740.00 316.00 695.00 549.50 47 223 255 19 74 514.00 719.50 268.00 701.00 574.50 _ 362.00 296.00 _ 186 638 346.00 267.00 Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings1 in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level Number of workers Average weekly earnings 21,150 13,689 2,944 10,816 42,574 89,094 11,220 South Northeast Boston (January) New York (January) Average weekly earnings Philadelphia (March) Number of workers Average weekly earnings Atlanta (February) Number of workers Average weekly earnings Baltimore (April) Number of workers Number of workers Average weekly earnings Number of workers $298.00 342.50 343.50 294.50 243 130 65 171 $353.50 388.00 373.00 333.00 735 389 191 538 $375.00 394.50 389.50 380.50 600 250 123 267 $349.50 366.50 366.50 344.50 198 74 29 120 $279.50 383.00 277.50 259.00 401 159 31 125 259.50 266.50 274.50 861 1,910 241 291.00 288.50 305.00 2,176 5,938 710 365.50 352.00 349.50 1,414 3,075 558 331.00 332.00 345.00 356 694 121 240.00 239.00 247.50 395 958 180 Dallas (April) Number of workers Average weekly earnings $305.00 341.50 317.00 292.50 331 169 43 120 $278.00 341.50 350.00 251.00 264.50 256.00 277.50 354 906 119 204.50 211.50 223.00 Average weekly earnings Office clerical occupations Admitting clerks............................................... Medical transcriptionists................................. Payroll clerks.................................................... Switchboard operators.................................... Service occupations Food service helpers...................................... Hospital cleaners............................................. Laundry workers.............................................. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings’ in selected occupations in private hospitals. United States and 18 metropolitan areas,2 by month of survey, 1989) South—Continued Occupation and level Fort WorthArlington (April) Number of workers Average weekly earnings Houston (April) Number of workers Midwest Washington (April) Average weekly earnings Number of workers Number of workers Average weekly earnings $880.50 805.00 822.50 820.50 273 1,387 332 177 $800.00 712.50 672.50 717.00 26 22 60 934.50 916.00 715.00 225 199 61 884.50 856.50 655.50 57 716.50 - 30 643.00 93 6,454 168 5,939 308 754.00 623.00 547.50 621.00 695.00 233 17,875 Average weekly earnings Detroit (March) Cleveland (March) Chicago (April) Number of workers Average weekly earnings Number of workers $734.50 726.00 94 604 271 105 166 286 286 24 Average weekly earnings Registered professional nurses Supervisors of nurses..................................... Head nurses..................................................... Clinical specialists........................................... Level III ....................................................... Level IV....................................................... Nurse anesthetists .......................................... Level III ....................................................... Nurse practitioners.......................................... Level II ........................................................ Level III ....................................................... Level IV....................................................... Nursing instructors.......................................... Staff nurses...................................................... Level I.......................................................... Level II ........................................................ Level ll-specialists ..................................... Level III ....................................................... 66 220 55 55 $763.50 663.50 656.50 656.50 - 48 48 1,077.00 1,077.00 - 33 2,028 623.00 536.50 2,010 536.00 - - - 134 469 $793.00 714.50 _ 105 5,292 _ 652.50 553.00 4,995 203 554.50 574.50 " " 131 591 149 141 - - - - in 359 - $757.00 698.00 709.00 675.50 730.00 1,007.50 1,007.50 731.50 93 93 1,003.50 1,003.50 78 5,149 698.00 598.50 - 641.50 560.50 - 17 123 7,876 688.50 650.50 560.50 16,225 556.00 4,838 594.00 7,561 559.50 285 659.50 - - - - - - - Other health care occupations Dietitians........................................................... Licensed practical nurses .............................. Level I.......................................................... Level II ........................................................ Level III ....................................................... Medical laboratory technicians...................... Medical machine operating technicians...................................................... Level I.......................................................... Level II ........................................................ Level III ....................................................... Level IV....................................................... Diagnostic medical sonographers ............. Level I.......................................................... Level II ........................................................ Level III ....................................................... Level IV....................................................... EEG technicians ........................................... Level I.......................................................... Level II ........................................................ Level III ....................................................... See footnotes at end of table. 34 782 439.00 348.50 97 1,949 468.50 369.50 63 572 543.50 428.00 301 1,982 487.00 392.00 73 1,343 559.00 402.00 135 1,599 539.50 409.50 739 346.50 429.00 454.00 424.50 1,174 403.50 1,599 409.50 345.50 506 37 192 392.00 91 369.00 418.00 354.00 1,844 - 1,750 43 171 865 404.00 227 401.50 177 392.50 235 44 132 59 385.50 306.50 386.50 442.50 672 75 358 239 431.00 303.00 414.00 496.00 406.00 317.00 385.00 463.00 - 58 497.50 201 490.50 451.50 351.00 427.00 497.50 502.00 502.50 440.00 333.50 410.50 491.00 450.00 487 71 173 208 35 56 1,021 90 473 450 11 465.00 350.50 412.00 523.00 563.00 568.50 1,913 306 755 792 - 680 110 187 377 6 63 105 494.00 - 15 41 420.50 530.50 - 26 173 477.50 490.00 - 35 513.50 - 59 568.00 - 6 _ 467.00 27 78 440.50 512.50 6 _ 326.50 _ 38 16 22 _ 335.50 277.00 378.00 _ 29 428.00 59 419.50 - 426.50 476.00 395.50 348.00 387.00 _ 19 6 117 33 64 45 442.00 26 9 15 394.50 368.00 405.00 _ - _ - - - - - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings1 in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) South—Continued Occupation and level EKG technicians...................... Level I..................................... Level II ................................... Level III .................................. Level IV.................................. Respiratory therapists............ Level I..................................... Level II ................................... Level III .................................. Level IV.................................. Medical Medical Medical Medical Nuclear records administrators records technicians.... social workers............. technologists............... medical technologists „ Fort WorthArlington (April) Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers 9 8 $267.50 257.00 98 39 54 $326.50 277.50 345.50 83 72 7 $360.00 348.50 419.00 429 200 190 11 $326.50 290.50 361.00 401.50 426.50 410.50 392.00 453.50 - - - - " - 197 31 113 53 391.00 320.00 388.00 439.50 458 15 263 180 452.00 367.00 429.00 492.00 14 107 77 229 12 649.50 328.00 450.50 474.50 514.00 31 58 70 542 79 Occupational therapists............ Pharmacists................................. Pharmacy technicians............... Physical therapists’ supervisors Physical therapists .................... 26 116 84 - 244 217.00 - - 406 118 264 420.50 521.50 1,122 49 455 598 726.00 314.50 503.50 487.50 508.00 39 163 285 696 61 733.50 412.00 556.00 530.00 555.00 80 445 524 2,313 184 1,093 251.50 1,594 324.00 661 246.50 1,050 312.50 - - - - - - - - - 242 - 535.50 715.50 266.00 - 62 13 151 13 - 312 550.50 505.50 431.00 485.50 - 252.00 482.50 - - - 363.00 Detroit (March) Cleveland (March) Average weekly earnings - See footnotes at end of table. Chicago (April) Washington (April) Number of workers Nursing assistants...................... Level I..................................... Level II ................................... Level III .................................. Level IV.................................. Radiation therapy technologists Radiographers' supervisors (x-ray).......................................... Radiographers (x-ray) ............... Speech pathologists ................. Surgical technologists............... Unit secretaries.......................... Houston (April) Midwest Average weekly earnings Number of workers Average weekly earnings Number of workers 90 44 40 $368.00 347.00 380.00 242 74 139 29 $369.00 329.50 365.00 487.00 595 460.00 - 261 - - 475.50 - - Average weekly earnings - 82 147 441.50 497.00 268 312 432.50 486.00 604.50 382.00 521.00 487.00 476.00 30 113 148 487 55 608.00 372.00 548.50 548.00 500.50 59 150 318 641 101 628.00 390.50 556.50 521.50 506.00 3,586 291.50 762 329.00 1,463 302.50 3,358 290.50 620 321.50 1,328 55 297.50 365.50 - - - - - - - “ - 244 271 50 243 750.50 357.50 740.00 581.50 360 858 756 77 475 504.50 707.00 338.50 757.00 561.00 67 175 213 18 89 551.50 767.50 375.50 750.00 605.00 140 449 469 32 147 528.00 724.00 323.00 747.00 600.50 564.00 30 548.50 126 448.50 28 506.50 55 490.50 600.00 416.50 518.00 341.50 279.00 49 380 60 193 1,028 680.00 510.00 547.00 393.00 343.50 129 1,155 147 473 2,505 595.50 423.00 554.00 363.50 331.50 44 351 19 115 877 582.50 441.00 539.00 414.00 339.50 88 651 51 411 1,471 571.50 443.00 571.50 375.50 319.50 64 310 283 41 102 517.00 691.00 287.50 714.50 577.50 19 76 352 18 295 839 _ _ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) South—Continued Occupation and level Fort WorthArlington (April) Houston (April) Midwest Washington (April) Chicago (April) Cleveland (March) Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers 145 91 $263.50 364.00 $308.50 381.50 363.50 264.50 313 109 46 163 $339.00 397.00 386.00 323.00 716 475 125 517 $319.50 365.00 365.00 298.00 217 143 41 98 219.00 211.50 235.00 542 1,356 219 282.50 287.00 297.00 1,861 4,426 405 288.00 295.00 293.00 562 1,110 172 Detroit (March) Number of workers Average weekly earnings $340.50 361.50 359.00 322.50 482 237 80 148 $312.00 362.50 345.00 321.50 296.50 303.50 316.50 881 2,063 120 284.00 286.50 289.00 Average weekly earnings Office clerical occupations Admitting clerks............................................... Medical transcriptionists................................. Payroll clerks.................................................... Switchboard operators.................................... 82 253.50 429 147 42 176 293 379 66 223.50 205.00 213.00 527 1,255 88 - - Service occupations Food service helpers...................................... Hospital cleaners........................................... Laundry workers.............................................. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings’ in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) West Midwest—Continued Occupation and level MinneapolisSt. Paul (March) Number of workers Average weekly earnings Number of workers 28 363 13 13 $751.00 701.00 661.50 661.50 110 388 54 49 319 319 40 968.00 968.00 657.50 - - 38 659.50 - 27 2,443 636.00 575.50 _ 2,341 72 Los AngelesLong Beach (April) Denver (April) St. Louis (March) Average weekly earnings Number Of workers Average weekly earnings Seattle (March) San Francisco (March) Number of workers Average weekly earnings Number of workers 270 503 159 148 11 $897.00 840.50 763.50 759.00 821.00 54 132 20 20 Average weekly earnings Number of workers Average weekly earnings Registered professional nurses Supervisors of nurses.................................... Head nurses..................................................... Clinical specialists.......................................... Level III ....................................................... Level IV....................................................... Nurse anesthetists .......................................... Level III ....................................................... Nurse practitioners......................................... Level II ........................................................ Level III ....................................................... Level IV....................................................... Nursing instructors ......................................... Staff nurses...................................................... Level I.......................................................... Level II ........................................................ Level ll-specialists .................................... Level III ....................................................... - $715.00 709.50 720.00 702.50 28 216 55 55 34 34 24 937.50 937.50 629.50 - - 24 629.50 118 6,148 628.50 522.50 575.50 604.00 5,667 418 517.00 569.00 - - _ $873.50 745.50 701.00 701.00 19 19 67 899.50 899.50 746.50 - 67 746.50 - - 30 2,992 673.00 563.00 - 2,854 559.50 - - “ 27 912.50 18 941.00 49 9,030 228 7,130 1,619 53 792.50 676.00 578.00 668.50 718.00 782.00 587.00 424.50 400.00 427.00 1,659 1,565 $892.50 822.50 842.50 842.50 - - $735.00 698.00 698.00 17 11 632.50 601.50 “ 725.50 15 2,214 699.50 562.50 729.00 2,189 561.50 - - - 257 100 100 “ — Other health care occupations Dietitians........................................................... Licensed practical nurses ............................. 33 340 518.50 394.50 83 1,092 502.50 382.00 28 222 528.00 391.00 Level I.......................................................... Level II ........................................................ Level III ....................................................... Medical laboratory technicians..................... _ 340 394.50 945 377.00 220 390.50 132 1,921 201 1,708 110 396.50 194 389.00 - 67 430.00 419 452.50 260 38 131 87 444.00 373.00 432.50 485.00 482 98 187 193 408.00 299.00 382.50 486.00 236 39 57 140 458.00 370.00 426.50 495.50 _ 500.50 - 448.50 - 28 486.50 990 114 287 530 14 72 508.00 390.50 485.00 541.50 642.50 600.50 - 28 486.50 625.50 589.50 15 449.00 - 11 454.00 - Medical machine operating technicians...................................................... Level I.......................................................... Level II ........................................................ Level III ....................................................... Level IV....................................................... Diagnostic medical sonographers............. Level I.......................................................... Level II ................................................ Level III ....................................................... Level IV....................................................... EEG technicians.......................................... - I.......................................................... II ........................................................ III ....................................................... - Level Level Level See footnotes at end of table. 31 - - - 49 - - 28 510.00 - 12 410.00 - - “ - 37 486.00 - 27 344.50 - 23 350.00 - “ “ 18 44 40 465.50 25 464.50 32 236 604.00 480.50 40 128 542.50 370.00 236 480.50 - 98 376.50 27 428.00 - ” 225 566.50 276 470.00 - 30 143 475.50 612.00 61 147 441.00 520.50 - 16 596.50 - 32 533.00 15 603.50 - 32 “ 533.00 7 473.50 - - ~ - — " https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) Midwest—-Continued Occupation and level EKG technicians........................................... Level I........................................................ Level II ........................................... Level III ........................................... Level IV.................................. Respiratory therapists.................................. Level I........................................................ Level II ........................................... Level III ...................................................... Level IV .......................................... Medical Medical Medical Medical Nuclear MinneapolisSt. Paul (March) West St. Louis (March) Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings 22 17 $333.00 311.00 70 52 $316.50 293.50 27 27 $368.00 368.00 143 _ _ 461.50 175 90 77 $393.00 372.00 408.50 - 451.00 471.00 _ 664 14 147 463 _ 530.00 455.00 513.50 536.50 78 46 - - - - - _ _ _ _ _ _ 296 21 125 150 - 433.00 321.50 387.50 486.00 - _ _ 148 467.50 - _ 425.00 494.50 41 97 - records administrators .................... records technicians ......................... social workers.................................. technologists .................................. medical technologists...................... 19 95 107 352 30 683.50 386.00 516.00 540.50 534.50 28 130 162 620 67 641.00 352.00 502.50 516.00 494.50 Nursing assistants........................................... Level I............................ Level II .................................................. Level III ..................................................... Level IV....................................................... 465 300.50 1,412 268.00 424 301.50 1,289 88 Occupational therapists.................................. Pharmacists.............................. ....................... Pharmacy technicians..................................... Physical therapists' supervisors ................... Physical therapists .................................... 87 169 107 31 147 523.50 740.00 332.00 654.50 527.50 67 240 206 22 190 494.00 698.00 323.00 639.50 485.00 100 130 61 17 169 Radiation therapy technologists................... Radiographers’ supervisors (x-ray) ............................................................... Radiographers (x-ray) .................................. Speech pathologists ................................. Surgical technologists............................ Unit secretaries......................... 30 532.50 16 480.50 - 27 257 38 238 452 624.00 469.50 531.50 383.00 343.00 39 369 24 144 1,000 646.00 434.00 505.50 364.50 306.00 17 154 55 74 308 See footnotes at end of table. Los AngelesLong Beach (April) Denver (April) - - - - - - 263.50 324.50 - - - - 10 70 143 265 22 799.50 391.50 569.50 545.00 528.50 53 238 161 906 67 793.00 414.00 600.00 688.50 637.50 543 333.50 2,350 248 2,056 308.50 287.50 310.00 San Francisco (March) Number of workers - 23 11 $345.00 313.50 143 602.00 140 _ _ 113 _ _ 610.50 _ - 10 54 74 93 12 706.50 464.00 650.00 726.50 636.00 243 397.00 - _ _ _ _ _ _ - - - - - 692.50 453.00 544.00 395.00 349.00 Average weekly earnings 10 - - Number of workers $444.50 - 528.00 730.00 350.50 700.00 548.00 Average weekly earnings Seattle (March) - - 189 _ 494.50 _ 35 82 462.50 515.00 12 72 78 297 31 693.00 429.50 543.50 520.50 531.00 112 314.50 - _ 399.00 - _ _ 73 324.00 - - 189 520 425 40 253 596.00 939.50 377.00 929.00 755.50 48 230 71 7 104 663.50 855.50 471.50 834.50 671.00 86 191 139 21 163 518.50 767.50 362.50 660.00 540.50 83 611.00 10 634.00 29 526.50 41 462 50 349 1,100 688.00 542.50 634.00 413.00 340.50 6 87 24 58 133 793.50 586.00 664.50 460.00 431.00 10 137 23 146 219 634.00 458.50 557.00 382.00 352.00 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 3. Occupational average earnings: Full-time health care occupations —Continued (Number of employees and average weekly earnings1 in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) West Midwest— Continued Occupation and level MinneapolisSt. Paul (March) St. Louis (March) Denver (April) Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers 127 133 27 121 $299.00 353.00 365.00 314.00 294 202 48 170 $291.50 351.50 336.50 295.50 115 89 28 78 249 827 118 305.50 303.00 301.00 476 1,567 165 259.00 251.50 259.00 272 693 79 Los AngelesLong Beach (April) San Francisco (March) Seattle (March) Number of workers Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings $347.50 397.50 380.00 309.50 696 378 59 294 $357.00 444.50 391.50 323.00 81 66 $426.00 496.50 130 414.00 97 207 19 42 $325.50 377.00 397.00 334.00 277.50 277.00 281.00 871 2,146 71 277.00 299.00 308.00 119 778 34 389.00 400.50 390.00 164 631 275.00 303.00 Average weekly earnings Office clerical occupations Admitting clerks............................................... Medical transcriptionists................................ Payroll clerks.................................................... Switchboard operators.................................... - - Service occupations Food service helpers...................................... Hospital cleaners............................................. Laundry workers.............................................. 1 Average weekly earnings reflect salaries paid for the standard workweek and are rounded to the nearest half dollar. Earnings information excludes pre mium pay for overtime and for work on weekends, holidays, and late shifts. In centive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were perfor mance bonuses and lump sums, such as profit-sharing payments, attendance — bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 2 For definition of individual areas, see footnote 1, tables 9-62. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupation may include data for subclassifications not shown separately. Table 4. Occupational average earnings: Part-time health care occupations (Number of employees and average hourly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level Northeast Boston (January) South New York (January) Philadelphia (March) Atlanta (February) Number of workers Average hourly earnings 214,374 2,963 201,449 8,009 1,569 $14.50 13.24 14.42 16.20 17.35 6,479 39 24.10 Dietitians................................................... Licensed practical nurses ...................... Medical laboratory technicians............. 1,798 42,121 5,451 12.67 9.48 10.26 54 601 199 13.28 12.33 11.48 72 397 170 13.61 12.22 12.52 21 976 522 13.51 10.74 10.71 Medical machine operating technicians.............................................. Diagnostic medical sonographers..... EEG technicians................................... EKG technicians................................... Respiratory therapists.......................... 14,638 1,052 729 2,745 9,072 10.62 13.23 8.90 8.09 11.24 341 24 12 105 199 11.61 15.42 11.73 8.21 12.96 452 12 11 200 223 11.67 14.47 10.65 10.01 13.09 643 35 18 251 333 10.95 12.88 10.11 8.53 12.59 Medical Medical Medical Medical Nuclear records administrators ............ records technicians.................. social workers........................... technologists............................. medical technologists.............. 130 2,207 2,775 14,148 853 11.49 8.16 13.70 13.11 12.37 _ _ _ 67 167 613 24 9.85 14.93 14.10 13.85 35 321 773 8 11.67 17.17 14.52 15.36 57 83 834 27 8.69 12.29 12.98 13.46 Nursing assistants................................... 38,906 6.61 1,274 8.21 1,124 8.82 1,167 7.96 200 Occupational therapists.......................... Pharmacists.............................................. Pharmacy technicians............................. Physical therapists' supervisors ........... Physical therapists .................................. 1,255 5,298 6,130 182 2,763 14.51 18.33 7.69 18.08 16.18 52 172 192 13.87 17.15 7.94 11 156 57 18.25 19.12 10.32 23 314 271 13.89 16.92 8.87 _ _64 17.20 Radiation therapy technologists........... Radiographers' supervisors (x-ray) ...... Radiographers (x-ray) ............................. Speech pathologists ............................... Surgical technologists............................. 463 178 10,171 962 3,270 11.33 13.57 11.08 14.71 9.15 30 11.67 356 75 Unit secretaries........................................ 27,186 7.50 958 Baltimore (April) Dallas (April) Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings 6,576 $19.17 3,387 $16.70 5,802 $15.56 1,417 $15.06 3,597 $15.16 Number of workers Average hourly earnings Registered professional nurses Staff nurses.............................................. Level I .................................................... Level II ................................................... Level ll-specialists................................ Level III ..................... ,..................... - - - 19.15 - - 3,149 - 16.73 - 5,632 - - - " “ — - 15.55 - - 1,057 - _ 14.47 - “ _ _ 3,339 236 22 14.95 17.75 20.46 580 _ 526 33 ” $13.52 _ 13.44 14.54 “ Other health care occupations See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ - _ - 117 15.15 10 16.60 - - - 13.96 _ - - 62 18.24 20 15.57 - - - - - 10.81 322 39 46 16.13 16.26 11.59 465 18 25 10.84 14.99 10.03 8.18 849 9.11 1,160 8.41 - 105 18 8.35 8.03 19 250 106 12.04 10.10 9.57 32 11.29 199 10.35 115 9.64 - - 48 11.13 - - - - - - - - - - - - 8 16 _ 37 18 82 - 35 41 7.43 13.11 _ - 32 - 11.89 _ . _ - - - - 12.33 12.14 12.96 - - 98 369 35 6.14 623 6.30 17 108 125 15.02 18.19 7.34 _ 19 6.95 _38 _ 16.41 _11 _ 16.24 9 13.65 _ _ 17.96 7.12 - - - _ _ _ 11.23 _ - - - - 249 7 24 7.44 579 99 7.18 11.64 . 8.55 12.96 13.68 - _50 58 113 _ 11.47 14.19 9.35 6.84 64 - 52 - _58 - - 12.32 - 5.74 _ - _ - 10.06 - 16 8.36 51 6.08 Table 4. Occupational average earnings: Part-time health care occupations —Continued (Number of employees and average hourly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level South Northeast Boston (January) New York (January) Philadelphia (March) Number of workers Average hourly earnings 11,857 4,997 357 8,203 $7.39 8.54 8.42 7.04 359 158 11 371 $8.40 9.93 9.28 7.63 308 93 14 369 $9.65 11.17 10.50 9.70 560 178 14 334 $8.21 9.04 8.36 7.96 33,335 21,830 1,814 5.98 6.22 5.69 1,371 1,096 41 6.25 6.64 6.57 1,169 884 50 8.62 8.66 8.65 1,414 811 67 7.51 7.64 7.61 Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Baltimore (April) Atlanta (February) Number of workers Average hourly earnings Number of workers Average hourly earnings Dallas (April) Number of workers Average hourly earnings Office clerical occupations Admitting clerks............................................... Medical transcriptionists................................. Payroll clerks.................................................... Switchboard operators.................................... 39 24 $6.97 8.30 64 6.11 235 93 8 135 $7.04 7.99 7.33 6.35 510 108 52 5.38 5.30 5.38 88 10 $6.95 8.83 “ 56 5.71 24 39 5.54 5.76 ~ Service occupations Food service helpers...................................... Hospital cleaners............................................. Laundry workers.............................................. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 68 ' - 5.11 * https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 4. Occupational average earnings: Part-time health care occupations —Continued (Number of employees and average hourly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) Midwest South—Continued Occupation and level Fort WorthArlington (April) Houston (April) Cleveland (March) Chicago (April) Washington (April) Detroit (March) Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings 439 $14.12 1,261 $15.43 3,408 $15.84 7,973 $14.56 2,777 $14.91 2,936 $14.22 439 14.12 1,167 15.41 2,834 14.19 - - - 15.84 17.04 14.85 - 3,299 34 - 12 144 16 10.36 8.88 8.66 19 233 49 10.98 9.85 7.81 68 8 10.07 10.83 100 9.50 - 60 - 9.97 36 54 records administrators ..................... records technicians.......................... social workers ................................... technologists..................................... medical technologists...................... _ 31 _ 6.76 - Nursing assistants........................................... Occupational therapists.................................. Pharmacists...................................................... Pharmacy technicians..................................... Physical therapists’ supervisors ................... Physical therapists .......................................... Number of workers Registered professional nurses Staff nurses...................................................... Level I ............................................................ Level II ........................................................... Level ll-specialists ........................................ Level III .......................................................... - - - 7,621 14.49 2,693 105 16.52 - - - 21 21.97 10 170 150 12.62 11.11 10.28 67 546 271 11.92 9.65 10.13 27 636 124 13.40 9.96 9.63 32 568 57 13.19 10.37 8.50 197 21 11.62 14.29 9.84 13.22 8.45 7.66 10.50 163 16 6 28 113 10.82 12.35 10.28 8.75 11.15 270 45 19 67 111 10.66 13.07 8.68 8.55 11.31 Other health care occupations Dietitians........................................................... Licensed practical nurses .............................. Medical laboratory technicians...................... Medical machine operating technicians...................................................... Diagnostic medical sonographers............. EEG technicians ........................................... EKG technicians........................................... Respiratory therapists.................................. Medical Medical Medical Medical Nuclear 23 119 8.55 12.04 _ _ - - _ 9.40 13.36 12.60 13.32 _ 87 107 694 63 9.04 13.22 12.12 12.01 14 24 256 17 9.44 12.77 13.07 12.52 24 38 213 22 10.10 13.76 13.16 12.65 - - - - - 15 204 8 12.92 12.04 12.65 _ 22 68 266 10 238 6.34 223 5.66 587 7.10 923 7.11 281 7.46 593 7.52 _ 42 61 _ 16.30 5.79 _ 49 141 _ 16.83 5.86 27 86 96 15.41 18.58 8.11 53 248 388 14.95 17.36 7.57 9 36 60 14.58 18.31 8.87 42 135 131 13.91 17.67 7.64 21 13.20 32 16.05 51 15.37 86 15.98 29 15.03 41 16.87 157 10.79 25 489 - 96 Radiation therapy technologists................... Radiographers' supervisors (x-ray) .............. Radiographers (x-ray) ..................................... Speech pathologists ....................................... Surgical technologists..................................... 57 Unit secretaries................................................ 32 See footnotes at end of table. 6.40 11.35 549 67 26 176 268 _ - - 11.88 _ _ 22 12.11 8.36 214 10 12 12.21 15.38 9.40 471 38 114 10.21 16.06 9.58 6.09 583 7.54 979 7.89 _ 10.34 87 10.14 - 19 6.13 109 _ - 7 12.44 9.92 235 31 22 10.79 14.46 9.73 8.02 656 7.81 Table 4. Occupational average earnings: Part-time health care occupations —Continued (Number of employees and average hourly earnings1 in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) South—Continued Occupation and level Fort WorthArlington (April) Number of workers Average hourly earnings Houston (April) Number of workers Midwest Washington (April) Average hourly earnings Number of workers Average hourly earnings Chicago (April) Number of workers Average hourly earnings Cleveland (March) Number of workers Average hourly earnings Detroit (March) Number of workers Average hourly earnings Office clerical occupations Admitting clerks............................................... Medical transcriptionists................................. Payroll clerks.................................................... Switchboard operators.................................... 23 20 - $6.08 8.50 - 62 23 - $6.98 9.36 - 191 57 - $7.72 9.16 - 20 5.71 71 6.17 142 6.84 154 4.79 317 329 4.72 4.64 543 252 6.11 6.40 423 116 14 252 $7.26 8.99 8.65 6.80 129 46 10 102 $8.01 8.60 8.00 7.69 235 75 _ _ 141 7.31 1,366 755 34 6.03 6.17 6.66 433 246 26 6.75 6.87 7.08 831 594 6.66 6.67 $7.46 9.10 Service occupations Food service helpers...................................... Hospital cleaners............................................. Laundry workers.............................................. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - “ - - - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 4. Occupational average earnings: Part-time health care occupations —Continued (Number of employees and average hourly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) West Midwest—Continued Occupation and level MinneapolisSt. Paul (March) St. Louis (March) Los AngelesLong Beach (April) Denver (April) Seattle (March) San Francisco (March) Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings 6,201 $14.18 2,992 $13.61 1,708 $14.65 3,338 $17.21 2,919 14.13 - - $18.41 16.26 18.44 19.62 21.03 $14.14 14.20 3,875 73 3,775 12 15 2,950 6,054 “ — Dietitians........................................................... Licensed practical nurses .............................. Medical laboratory technicians..................... 55 668 115 15.80 11.89 65 146 11 12.94 9.38 11.47 Medical machine operating technicians...................................................... Diagnostic medical sonographers............. EEG technicians........................................... EKG technicians........................................... Respiratory therapists.................................. 149 7 11.84 13.49 15 105 8.81 12.59 Medical Medical Medical Medical Nuclear Registered professional nurses Staff nurses...................................................... Level I ............................................................ Level II ........................................................... Level ll-specialists........................................ Level III.......................................................... - - - 2,636 274 20 13.53 14.69 16.72 1,658 14.57 - - - 13.05 9.50 9.97 38 439 136 11.59 9.17 9.67 218 16 10 26 133 10.44 12.77 9.64 8.52 11.10 239 19 12 41 147 10.26 12.03 9.37 6.89 11.23 _ 39 56 292 21 _ 9.25 12.80 13.42 12.58 _ 23 51 211 10 _ 7.96 12.25 13.20 13.40 - - - 2,369 748 16.93 17.82 - “ - 27 112 33 13.01 9.90 10.24 40 643 83 14.76 11.24 8.97 20 299 63 7 11.29 12.62 231 11 12.71 17.37 205 14.30 12 43 8.66 11.77 “ 27 181 10.42 12.92 16 175 11.35 14.70 _ 14 49 192 _ 9.54 14.11 13.44 24 60 270 10.26 15.71 17.08 Other health care occupations records administrators .................... records technicians......................... social workers................................... technologists..................................... medical technologists...................... ~ “ 504 7.77 Nursing assistants........................................... 778 6.92 726 6.23 153 7.99 Occupational therapists.................................. Pharmacists...................................................... Pharmacy technicians..................................... Physical therapists’ supervisors ................... Physical therapists.......................................... 105 106 89 13.19 17.55 7.90 15 90 100 13.22 16.28 6.96 55 21 15 13.44 18.02 8.49 34 152 123 15.21 22.68 9.50 40 14.18 64 14.69 38 “ 19.78 - 61 Radiation therapy technologists.................... Radiographers’ supervisors (x-ray) .............. Radiographers (x-ray) ..................................... Speech pathologists ....................................... Surgical technologists..................................... 169 12 93 Unit secretaries................................................ 632 See footnotes at end of table. - - 14.39 “ - - 7 11.87 43 11 16.16 16.15 202 9.63 - 36 37 154 “ 7.99 39 11.16 40 73 64 13.61 18.09 9.09 54 18.59 75 14.54 11.49 13.76 9.40 8.52 - - 11.57 13.02 9.36 11.15 14.17 9.22 69 13 27 10.95 15.53 9.60 65 13.17 25 13.88 " 61 10.68 39 11.16 “ 62 34 24 8.13 488 6.83 130 8.20 294 9.05 - 231 - - - - - - - — 78 103 26 22 - - 12.25 13.56 13.52 - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 4. Occupational average earnings: Part-time health care occupations —Continued (Number of employees and average hourly earnings1 in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) Midwest— Continued Occupation and level MinneapolisSt. Paul (March) Number of workers Average hourly earnings West St. Louis (March) Number of workers Los AngelesLong Beach (April) Denver (April) Average hourly earnings Number of workers Average hourly earnings Number of workers Average hourly earnings Seattle (March) San Francisco (March) Number of workers Average hourly earnings Number of workers Average hourly earnings Office clerical occupations Admitting clerks............................................... Medical transcriptionists................................. Payroll clerks.................................................... Switchboard operators.................................... 248 102 $7.43 9.23 164 68 $6.71 8.35 - - - 181 7.16 131 6.62 54 35 6 40 542 417 99 6.30 6.61 6.30 684 392 24 5.33 5.61 5.35 220 41 8 - $8.15 9.69 9.31 7.44 251 90 21 104 $8.46 11.10 10.82 8.09 5.79 6.72 5.84 617 388 6.32 7.04 _ 40 - 99 119 _ $12.39 - - $7.93 9.38 - 83 10.23 66 8.00 125 9.21 271 178 6.41 7.29 Service occupations Food service helpers...................................... Hospital cleaners............................................. Laundry workers.............................................. ' Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bo nuses), where found, were included as part of the workers' regular pay. Ex cluded were performance bonuses and lump sums, such as profit-sharing pay ments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. - - - - - 2 For definition of individual areas, see footnote 1, tables 9-62. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Overall occupation may include data for subclassifications not shown separately. Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level Number of workers Average weekly earnings South Northeast Boston (January) Number of workers New York (January) Average weekly earnings Number of workers Philadelphia (March) Average weekly earnings Number of workers Average weekly earnings Number of workers Dallas (April) Baltimore (April) Atlanta (February) Average weekly earnings Numbef of workers Average weekly earnings Average weekly earnings Number of workers Professional and administrative occupations Accountants Level I ............................................................ Level II ........................................................... Level Hi .......................................................... Level IV.......................................................... Level V........................................................... Level VI.......................................................... Auditors Level II ........................................................... Level III .......................................................... Level IV.......................................................... Chief accountants Level II ........................................................... Level III .......................................................... Personnel specialists Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Level V........................................................... Personnel supervisors/managers Level I ............................................................ Level II ........................................................... Level III .......................................................... Directors of personnel Level I ............................................................ Level II ........................................................... Level III .......................................................... Attorneys Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Buyers Level I ............................................................ Level II ........................................................... Level III .......................................................... Computer programmers Level I ........................................................... Level II ........................................................... Level III .......................................................... Level IV.......................................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 746 2,366 1,952 821 131 10 $412.50 495.00 626.50 810.50 1,072.00 1,393.00 - _ _ 21 71 15 549.50 619.50 893.50 _ - _ 10 64 9 1,039.50 1,660.00 - - 11 7 137 1,490 1,932 720 70 432.00 480.00 602.50 774.50 1,027.00 60 108 36 8 517.50 591.50 774.00 930.50 17 99 93 54 446.50 531.00 640.50 835.00 205 125 27 811.50 993.00 1,455.50 13 6 841.50 1,070.00 - - 31 27 13 281 333 104 759.50 959.00 1,253.50 - _ _ _ _ _ _ _ 7 57 67 22 680.00 829.50 1,050.50 1,341.50 _ _ _ _ _ _ _ _ _ _ _ _ 818 1,036 411.50 512.00 196 815 975 226 437.50 517.00 618.50 770.00 23 97 68 55 $444.00 527.00 673.50 842.50 51 211 159 72 30 $440.50 524.00 636.50 811.00 1,099.00 _ _ _ - 53 86 66 45 $435.50 512.00 609.00 808.00 20 18 10 $489.50 583.00 768.00 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - _ 1,140.50 1,743.50 _ _ _ _ _ _ _ _ _ - - $467.00 561.00 _ _ - - - - - - _ - _ - _ _ _ _ _ _ - - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 626.00 899.50 1,133.00 1,526.50 28 45 28 8 16 8 460.00 526.00 649.00 61 111 9 492.00 593.50 748.50 - 59 42 520.00 618.50 7 31 66 455.00 593.50 662.00 14 - 11 41 33 7 _ 15 32 10 - $424.00 488.00 593.00 808.50 26 28 464.50 547.00 736.00 913.50 772.00 893.00 465.00 501.50 573.00 9 21 16 _ 20 _ _ _ _ _ _ _ _ - 478.50 643.50 6 16 39 17 17 20 _ 13 29 - 470.00 531.50 637.00 719.00 432.50 550.50 446.50 527.50 - ' 19 23 7 7 13 _ 468.00 564.50 731.50 688.50 414.00 - - - “ Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals. United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level Computer systems analysts Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Computer systems analyst supervisors/managers Level I ............................................................ Level II ........................................................... Level III .......................................................... Engineers Level II ........................................................... Level III .......................................................... Level IV.......................................................... Number of workers Average weekly earnings 669 1,454 383 72 $607.50 721.00 848.50 948.50 155 72 7 Northeast Boston (January) Number of workers South New York (January) Average weekly earnings Number of workers Philadelphia (March) Average weekly earnings $634.00 739.00 881.00 38 146 33 $683.50 735.00 915.00 - - - _ 938.00 1,040.00 1,365.00 - _ 37 9 _ 14 43 23 655.50 736.00 931.00 _ - - 9 24 359.50 398.00 - - 408 2,625 976 140 293.50 360.00 433.50 507.50 81 28 46 184 103 372.50 429.50 466.00 16 11 407.00 457.50 13 631 5,531 3,155 223 254.00 305.50 361.50 420.50 8 116 52 270.00 335.50 395.00 560 782 2,731 1,768 103 240.50 277.50 349.50 61 16 - 3,391 1,671 1,185 279.50 333.50 258.00 41 70 45 45 83 35 Number of workers $691.50 Numbef of workers Number of workers Average weekly earnings _ _ _ 44 48 Dallas (April) Average weekly earnings $601.00 751.00 Number of workers Average weekly earnings - - _ _ _ _ _ _ _ _ _ _ _ _ _ - - _ - _ - _ - _ - - - - - - - - _ _ - _ _ _ _ - - - - 1,038.00 981.00 75 Average weekly earnings Baltimore (April) Atlanta (February) 10 963.50 Technical support occupations Drafters Level II ........................................................... Level III .......................................................... Computer operators Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Photographers Level I ............................................................ Level II ........................................................... Level III .......................................................... - 380.50 466.00 - 177 61 _ - 418.50 468.50 _ 477.00 - 99 36 _ - 371.00 451.50 _ 8 - 427.50 - 31 $349.00 22 68 24 319.50 364.00 428.00 27 $314.00 _ _ - - - - - - - - - - Clerical support occupations Accounting clerks Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... File clerks Level I ............................................................ Level II ........................................................... Level III .......................................................... Key entry operators Level I ............................................................ Level II ........................................................... Messengers...................................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ 268.00 286.00 315.50 340.50 283.50 - 364.50 368.00 - 21 138 68 80 56 255 52 343.00 363.50 - 264 167 118 370.50 390.00 334.50 85 40 10 308.50 357.50 379.00 308.50 304.00 326.50 345.00 308.50 26 15 16 35 23 44 301.00 344.50 234.00 _ 280.50 320.00 237.50 11 72 55 57 57 32 - 252.00 310.00 335.50 267.00 297.50 325.00 46 25 284.00 370.00 - - - - 36 14 - 284.00 306.00 Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) United States (March) Occupation and level Personnel clerks/assistants Level I ........................................ Level II ........................................................... Level III ....................................................... Level IV.......................................................... Purchasing clerks/assistants Level I ....................................................... Level II .......................................................... Level III ......................................................... Secretaries Level I ....................................... Level II ................................. Level III ................................................. Level IV......................................................... Level V.............................................. Typists Level I ............................................ Level II .......................................................... General clerks Level I .................................................... Level II .................................................... Level III ........................................ Level IV................................. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Number of workers Average weekly earnings Northeast Boston (January) Number of workers New York (January) Average weekly earnings Number of workers 435 919 619 137 $286.50 335.50 398.50 486.50 363 722 145 283.00 336.50 407.50 16 11 365.50 407.50 8,394 10,412 7,440 2,332 365 331.00 379.50 428.50 480.50 583.00 99 720 174 150 8 384.50 441.50 511.00 542.00 628.50 525 1,440 971 250 1,881 514 296.00 317.50 14 315.50 545 31 1,004 5,349 4,705 1,231 235.50 293.50 313.50 356.50 - 19 23 _ _ - 30 21 South - $360.50 399.00 _ _ - 301.50 352.50 - - 58 36 _ - 66 _ _ - 904 453 " Philadelphia (March) Average weekly earnings _ $370.00 417.50 Number of workers 6 46 27 _ _ - _ 377.00 _ 397.50 426.50 485.00 508.50 _ 351.50 360.50 - 347.00 348.00 19 Average weekly earnings $353.00 357.50 434.50 - Atlanta (February) Number of workers Baltimore (April) Average weekly earnings Number of workers Dallas (April) Average weekly earnings _ _ _ _ _ _ _ _ _ _ _ _ _ _ 346.00 _ _ 345.00 391.00 436.00 479.50 _ 68 55 17 8 18 $278.00 350.00 277 316 158 318.00 374.50 423.50 Number of workers Average weekly earnings _ _ 12 $329.00 _ _ _ _ 7 _ 291.00 113 72 120 38 326.50 371.00 408.00 462.00 _ 291 574 462 83 _ _ _ _ _ _ - 124 110 - _ 300.00 339.50 - _ _ _ _ _ - _ $369.50 433.50 506.50 _ 58 _ 263.50 _ ' _ _ _ 21 73 _ _ " - 230.50 251.00 _ - _ 63 » _ _ _ 247.00 _ _ - - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) South—Continued Occupation and level Fort WorthArlington (April) Number of workers Average weekly earnings Houston (April) Number of workers Midwest Washington (April) Average weekly earnings Number of workers Average weekly earnings Chicago (April) Number of workers Cleveland (March) Average weekly earnings Number of workers Detroit (March) Average weekly earnings Number of workers Average weekly earnings Professional and administrative occupations Accountants Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Level V........................................................... Level VI.......................................................... Auditors Level II ........................................................... Level III .......................................................... Level IV.......................................................... Chief accountants Level II ........................................................... Level III .......................................................... Personnel specialists Level I ............................................................ Level II ........................................................... Level III.......................................................... Level IV.......................................................... Level V........................................................... Personnel supervisors/managers Level I ............................................................ Level II ........................................................... Level III .......................................................... Directors of personnel Level I ............................................................ Level II ........................................................... Level III .......................................................... Attorneys Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Buyers Level I ............................................................ Level II ........................................................... Level III .......................................................... Computer programmers Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... See footnotes at end of table. 19 7 $533.50 856.50 41 31 13 $486.50 619.50 809.00 $412.50 503.00 624.50 820.50 50 131 138 23 $433.50 506.00 642.00 790.50 _ _ _ _ _ _ _ _ _ _ _ _ _ _ 8 59 58 28 - - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 12 11 8 - 436.50 574.00 670.50 _ _ 10 17 25 10 _ 524.00 473.00 597.50 692.50 _ - - _ - - - - _ _ _ _ _ _ _ _ _ 6 368.00 - - - - _ 7 57 18 _ 28 969.00 428.00 482.00 702.50 28 43 26 _ _ _ 11 7 _ _ _ _ 28 33 15 “ 513.00 600.50 721.00 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 11 79 87 27 _ _ _ _ _ 416.00 497.50 641.50 782.00 _ _ 1,021.00 1,379.00 “ $432.00 509.50 565.00 750.50 _ _ 6 13 621.50 37 31 65 18 _ _ - $462.50 626.50 744.50 1,042.00 _ _ 427.50 498.50 34 23 15 7 921.00 960.50 _ 17 13 29 539.50 607.00 766.00 _ _ _ _ _ _ - 877.00 1,105.00 - - -_ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ - - 29 13 524.00 634.50 107 70 $516.00 645.50 7 17 32 447.50 516.00 625.00 “ 478.00 539.50 769.00 _ _ 1,085.00 1,294.00 6 6 37 58 25 7 6 42 49 14 26 34 426.50 493.00 460.50 585.00 678.00 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) South—Continued Occupation and level Fort WorthArlington (April) Number of workers Computer systems analysts Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Computer systems analyst supervisors/managers Level I ............................................................ Level II ........................................................... Level III .......................................................... Engineers Level II ........................................................... Level III .......................................................... Level IV.......................................................... Average weekly earnings Houston (April) Number of workers Midwest Washington (April) Average weekly earnings Number of workers 15 32 Average weekly earnings $588.50 722.00 Number of workers - - - - - _ - _ _ _ _ _ _ _ _ _ - _ - - _ - _ - _ - - - _ - - - _ Detroit (March) Cleveland (March) Chicago (April) Average weekly earnings 118 63 $715.00 806.00 - - Number of workers 21 40 Average weekly earnings $617.50 706.50 Number of workers 17 Average weekly earnings $698.50 - _ - - - _ _ _ _ _ _ _ - _ - _ - - _ - - - _ - - - - - 14 909.00 Technical support occupations Drafters Level II ........................................................... Level III .......................................................... Computer operators Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Photographers Level I ............................................................ Level II ........................................................... Level III .......................................................... 17 - $350.00 - - - 64 _ _ - $358.00 - 46 19 - 376.00 439.50 25 107 65 329.50 367.00 396.00 - 11 54 42 7 - - - 9 17 10 324.00 434.00 562.00 - 309.50 327.50 346.50 47 33 356.00 408.50 440.50 495.00 - 26 13 358.00 429.00 - - - - Clerical support occupations Accounting clerks Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... File clerks Level I ............................................................ Level II ........................................................... Level III .......................................................... Key entry operators Level I ............................................................ Level II ........................................................... Messengers...................................................... See footnotes at end of table. 29 22 - - 17 - 286.50 322.50 199.50 _ 8 246.00 102 76 36 _ 100 24 55 302.50 363.50 220.00 297.00 335.00 227.00 81 87 26 338.50 351.50 416.00 24 234 136 32 22 289.50 291.00 223 79 49 15 31 332.50 330.50 284.00 - _ 115 100 51 240.50 279.50 306.00 335.00 311.00 89 _ 30 343.50 373.50 300.50 353.50 88 60 155 22 26 49 56 326.00 352.50 273.50 262.50 329.50 329.00 286.00 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) South—Continued Occupation and level Fort WorthArlington (April) Number of workers Personnel clerks/assistants Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Purchasing clerks/assistants Level I .......................................... Level II ........................................................... Level III .......................................................... Secretaries Level I ............................................................ Level II ................................................... Level III ........................................ Level IV.......................................................... Level V........................................................... Typists Level I .......................................................... Level II ........................................................... General clerks Level I ............................................................ Level II ........................................................... Level III ..................................................... Level IV........................................... See footnotes at end of table. _ Average weekly earnings _ Houston (April) Number of workers - 9 _ Washington (April) Average weekly earnings $353.50 _ 19 296.00 _ _ _ 101 $286.50 117 323.50 - - 252 413.00 - 9 637.50 - - 15 278.00 - - _ - - - - - - - - - 14 - 252.00 - Midwest _ - Number of workers 20 _ 16 _ Average weekly earnings $384.00 _ _ 350.50 24 327.50 * Cleveland (March) Average weekly earnings $376.50 Number of workers Detroit (March) Average weekly earnings Number of workers Average weekly earnings 7 10 $388.50 380.50 9 21 15 $323.50 370.00 398.00 - _ 33 368.50 _ 17 _ 377.00 12 24 303.00 347.00 234 138 375 135 359.50 394.50 437.50 458.00 23 28 71 24 348.50 356.50 427.00 478.50 363.50 378.50 442.50 451.50 538.00 _ 342.00 384.50 427.50 519.00 568.50 16 82 84 Number of workers 25 190 273 243 87 15 _ Chicago (April) _ 273.00 294.50 323.50 - _ 54 _ - 421 358 - _ _ 310 248 256 130 16 _ _ _ _ _ 64 61 298.00 317.00 - - _ _ - _ - _ - 21 231 225 267.00 294.50 335.50 _ 272.50 290.50 322.50 - - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) Midwest—Continued Occupation and level MinneapolisSt. Paul (March) Number of workers Average weekly earnings West St. Louis (March) Number of workers Los AngelesLong Beach (April) Denver (April) Average weekly earnings Number of workers Average weekly earnings Number of workers Average weekly earnings Seattle (March) San Francisco (March) Number of workers Average weekly earnings Number of workers Average weekly earnings Professional and administrative occupations Accountants Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Level V........................................................... Level VI.......................................................... Auditors Level II ........................................................... Level III .......................................................... Level IV.......................................................... Chief accountants Level II ........................................................... Level III .......................................................... Personnel specialists Level I ................................ ............................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Level V........................................................... Personnel supervisors/managers Level I ............................................................ Level II ........................................................... Level III .......................................................... Directors of personnel Level I ............................................................ Level II ........................................................... Level III .......................................................... Attorneys Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Buyers Level I ............................................................ Level II ........................................................... Level III ......................................................... Computer programmers Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV......................................................... See footnotes at end of table. 6 16 22 10 $449.50 504.00 648.50 810.50 14 25 23 15 7 _ _ _ _ - _ _ _ _ - _ _ _ _ 9 31 37 434.00 484.50 601.00 $393.00 493.50 592.50 827.00 986.00 31 21 9 $490.50 656.50 795.50 8 37 31 14 $454.00 574.00 666.00 910.50 20 15 $605.00 678.50 22 49 31 $445.00 517.00 657.00 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 9 30 19 18 397.00 461.00 557.00 755.50 21 17 8 497.00 638.00 713.00 16 48 26 525.50 693.00 868.50 _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ - _ _ _ _ _ _ _ _ _ _ _ 755.00 695.00 762.00 27 22 514.00 670.50 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - $440.00 - - - - 12 6 - - _ _ _ _ _ - _ - - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - _ - 9 955.00 22 _ 16 8 414.50 556.50 - _ - _ - - - - - - 32 - 607.00 25 34 - 555.50 633.50 17 15 19 - _ 574.00 621.50 - 27 - _ - 503.00 - https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings1 in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) West Midwest—Continued Occupation and level MinneapolisSt. Paul (March) Number of workers Computer systems analysts Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Computer systems analyst supervisors/managers Level I ............................................................ Level II ........................................................... Level III .......................................................... Engineers Level II ........................................................... Level III .......................................................... Level IV.......................................................... Average weekly earnings Number of workers 13 11 7 - - - - - - - - - - - - - - Los AngelesLong Beach (April) Denver (April) St. Louis (March) Average weekly earnings $611.00 648.50 845.00 Number of workers - 24 - - Average weekly earnings - $772.00 - Number of workers 12 34 20 - - $645.00 754.50 882.50 - - Average weekly earnings “ Seattle (March) San Francisco (March) Number of workers 14 9 Average weekly earnings $719.00 839.50 “ _ “ — " “ - “ - “ “ _ “ “ — - - - - - _ _ - _ - 44 20 - - - - 29 46 21 - - - - - - - - ~ - “ ” “ Average weekly earnings - - “ Number of workers — “ — ' Technical support occupations Drafters Level II ........................................................... Level III .......................................................... Computer operators Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Photographers Level I ............................................................ Level II ........................................................... Level III.......................................................... - 375.00 432.00 49 11 393.00 453.50 395.50 467.00 513.00 “ 20 - ” 454.00 - _ “ “ 32 “ “ $379.00 ~ - “ ” “ _ ~ Clerical support occupations Accounting clerks Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... File clerks Level I ............................................................ Level II ........................................................... Level III .......................................................... Key entry operators Level I ............................................................ Level II ........................................................... Messengers...................................................... See footnotes at end of table. 36 15 _ 10 27 - $331.50 364.00 - 85 46 19 - - “ 34 23 11 52 14 - - 289.50 317.00 312.50 349.00 242.00 255.00 323.00 248.50 “ 336.00 391.00 - 117 63 64 358.00 261.00 270.00 332.50 387.50 260.50 ~ 435.00 ~ 23 58 24 13 _ 329.00 351.50 “ - - 29 150 11 23 - 358.50 - “ 17 441.50 - 303.00 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 5. Occupational average earnings: Other full-time professional, technical, and clerical occupations—Continued (Number of employees and average weekly earnings' in selected occupations in private hospitals, United States and 18 metropolitan areas,2 by month of survey, 1989) Midwest— Continued Occupation and level MinneapolisSt. Paul (March) Number of workers Personnel clerks/assistants Level I ............................................................ Level II ........................................................... Level III .......................................................... Level IV.......................................................... Purchasing clerks/assistants Level I .................................. Level II ............................................................ Level III .......................................................... Secretaries Level I ............................................................ Level II .......................................................... Level III ...................................................... Level IV..................................................... Level V........................................... Typists Level I ........................................................... Level II ............................................................ General clerks Level I ............................................................. Level II ........................................ Level III .......................................................... Level IV.......................................................... - 15 Average weekly earnings $365.00 West St. Louis (March) Number of workers 17 14 11 Average weekly earnings - _ - _ _ _ _ - - _ - _ _ - - - - - - - - - 6 518.50 256 244 188 53 - - - _ _ _ _ - - _ - - - - - - 64 82 186 “ Number of workers $300.50 335.00 364.50 - - Los AngelesLong Beach (April) Denver (April) 339.00 354.50 397.50 460.00 - 274.00 - Average weekly earnings - 7 $407.50 9 313.00 _ _ - _ 152 137 97 33 367.00 396.50 450.50 515.50 _ _ _ _ _ _ _ _ _ - - _ _ - - - ' Average weekly earnings reflect salaries paid for the standard workweek and are rounded to the nearest half dollar. Earnings information excludes pre mium pay for overtime and for work on weekends, holidays, and late shifts. In centive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were perfor mance bonuses and lump sums, such as profit-sharing payments, attendance 11 18 Average weekly earnings Number of workers Average weekly earnings Seattle (March) Number of workers _ $374.50 448.50 _ _ _ _ _ _ _ _ _ _ _ - _ - 17 _ _ $473.00 Average weekly earnings _ _ _ _ _ _ _ _ 262.00 297.00 Number of workers San Francisco (March) _ 16 _ - 98 - 63 10 _ _ 90 87 75 421.00 437.50 _ 533.00 674.50 69 58 21 _ 456.00 498.00 549.00 18 _ _ $416.00 _ 168 74 25 _ 386.50 431.50 509.50 _ _ _ _ _ _ _ _ _ _ _ 327.50 334.00 384.50 27 72 - _ 381.00 377.50 - _ _ - - 89 322.00 - - bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 2 For definition of individual areas, see footnote 1, tables 9-62. NOTE: Dashes indicate that no data were reported or that data did not meet publication criteria. Table 6. Occupational earnings: Full-time health care occupations—United States (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,1 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number 125 (standard) (mean) of and weekly weekly workers hours earnings under 150 150 175 175 200 225 250 275 300 200 225 250 275 300 350 _ _ _ _ _ _ 350 400 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1000 1050 1100 1150 and over 3 1 1 1 2 13 13 1 1 1 1 1 3 12 12 4 - - 450 500 550 600 650 700 750 800 850 900 950 1 1 4 2 1 6 5 3 3 11 12 10 11 4 12 17 15 16 7 1 1 14 7 15 3 23 14 2 14 15 23 12 19 22 24 14 4 4 22 7 25 18 16 8 3 7 13 28 13 17 19 18 28 5 5 14 11 11 12 13 14 5 6 14 3 16 14 8 2 9 7 7 7 10 15 15 7 8 4 4 4 6 10 11 4 - - 6 2 3 3 6 15 15 2 2 2 3 1 Registered professional nurses Supervisors of nurses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11,758 32,777 39.5 39.5 $714.50 Level III............................................................................... Level IV.............................................................................. Nurse anesthetists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III............................................................................... 4,237 526 3,491 3,461 39.5 39.5 39.5 39.5 708.00 781.00 922.50 921.00 178 Level II................................................................................ 1,226 Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 184 Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6,101 Nursing instructors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 371,358 6,882 Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 342,651 18,295 Level 11-specialists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2,883 Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40.0 39.5 40.0 39.5 39.5 40.0 39.5 39.5 39.5 543.50 719.50 856.00 635.00 554.50 498.00 551.50 617.00 678.50 5,673 91,166 4,838 83,573 2,552 12,675 39.5 39.5 40.0 39.5 40.0 39.5 507.00 368.00 318.50 368.00 457.50 409.50 39,724 6,923 15,446 16,506 250 3,971 82 904 2,796 112 2,001 499 1,370 111 5,628 3,629 1,635 201 38 24,404 1,795 9,987 12,309 61 2,770 11,707 10,338 39.5 39.5 39.5 39.5 40.0 39.5 38.5 39.5 39.5 40.0 39.5 40.0 39.5 39.5 39.5 39.5 39.5 40.0 40.0 39.5 39.5 39.5 39.5 39.5 39.5 39.5 39.0 431.00 316.50 413.00 492.50 582.50 501.50 375.00 453.50 516.50 606.50 387.00 306.50 406.50 509.50 337.50 313.00 374.50 483.50 550.50 446.50 328.50 416.00 486.00 566.50 615.00 343.50 523.50 _ _ 688.00 1 R R _ - _ 1 8 _ - - - - - - _ - - - - - R 2 R 1 2 6 2 2 10 20 10 3 - 3 31 6 18 25 18 9 - - R - R _ R 24 20 25 5 16 7 27 22 28 14 26 18 19 13 19 29 26 26 9 1 9 26 17 11 30 13 1 16 18 25 7 22 5 31 20 3 22 2 43 18 18 4 16 26 10 24 23 29 22 1 13 3 14 49 5 1 9 36 34 21 8 16 26 16 9 9 19 1 1 4 29 1 R R 8 12 8 11 20 21 21 16 4 2 15 21 21 21 20 12 23 2 13 1 16 11 10 4 R 3 14 12 R 1 8 7 8 5 3 1 - 1 1 12 5 7 2 R R - - R 1 1 1 7 1 24 R R R fl - R R R R R R - - - - - . 1 R 1 R 4 6 6 R R R R R 5 5 1 R - R R R R 2 6 6 R R R R R R R R 2 5 1 “ - R R “ “ - - - - " " “ “ - - - " Other health care occupations u> Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ - - - - - - - - - - - - - 0 1 _ _ 1 8 1 6 16 5 10 9 10 a fl - - 1 4 2 9 o - 2 4 3 11 3 - fl 3 17 1 - A A _ - R R R - - - - 1 5 3 11 - - 7 22 3 5 15 2 2 2 4 5 8 - 1 - _ 1 10 - - - fl 6 _ 1 1 9 - 5 11 15 2 11 11 13 6 1 15 1 2 7 3 R R 1 33 1 13 22 10 30 34 28 7 23 12 1 5 22 10 4 23 15 28 2 21 17 34 10 26 8 35 5 10 6 19 6 16 26 25 8 24 5 31 21 10 9 12 13 _ - - _ - - 1 1 - - - 3 6 a R - 10 1 1 10 R - 24 2 5 21 6 R 2 14 5 1 12 3 13 R 8 23 24 22 - 12 25 20 6 7 16 2 R 1 42 24 16 1 9 23 25 11 2 22 7 R R 2 14 24 14 2 2 17 43 2 1 20 R R R 3 - 8 R 2 13 3 14 R 16 1 - - R - - 1 R R - 1 R R - 3 1 R R R - - - 1 6 21 7 R - R R - - - - - - - - - - 7 R 1 4 r 3 8 8 1 2 11 5 R 6 13 R 6 1 13 - 2 - R R R R - 3 1 . “ “ “ - “ - - - - R - 9 R R - “ - - - “ R - 42 3 R 4 25 16 R 10 1 ~ 1 R 2 21 10 R 5 R R R - R R - - 8 3 5 2 - _ - - 5 R - 5 R - 1 - ' 1 - R " - - R R fl Table 6. Occupational earnings: Full-time health care occupations—United States—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,1 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Number (standard) (mean) 125 of weekly weekly and workers hours under earnings 150 Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36,878 Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . 4,337 Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104,209 5,355 Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85,306 Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11,147 Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,993 Occupational therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5,326 Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17,667 Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14,665 Physical therapists' supervisors. . . . . . . . . . . . . . . . . . . . . 1,913 Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8,983 Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . 2,774 Radiographers’ supervisors (X-ray) . . . . . . . . . . . . . . . 3,633 Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24,880 Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,997 Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15,043 39.5 39.5 39.5 39.5 39.5 40.0 40.0 39.5 39.5 40.0 39.5 39.5 39.5 39.5 39.5 39.5 39.5 $517.50 512.50 281.00 260.50 275.50 317.50 354.50 549.00 743.50 309.00 747.50 583.50 502.00 592.50 441.00 556.50 365.50 Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54,063 39.5 303.00 i2) 21,150 13,689 2,944 10,816 39.5 39.5 39.5 39.5 298.00 342.50 343.50 294.50 _ 42,574 89,094 11,220 39.5 39.5 39.5 259.50 266.50 274.50 fi 150 200 225 250 175 200 225 250 - 5 8 6 i2) 11 17 12 2 14 15 fi _ 2 _ 5 15 9 <2> fi <2> - 1 - 175 275 300 350 400 450 500 550 600 650 700 750 800 850 900 1050 1100 1050 1100 1150 1150 and over - - - - 1 (2> fi fi 300 350 400 450 500 550 600 650 700 750 800 850 900 fi <12> 1 21 4 6 12 16 17 3 23 20 fi 23 25 fi 18 17 7 10 4 3 3 1 1 fi <2> fi i2) <2) - - - - - - - 15 17 1 « <2) 14 9 13 19 15 _ 15 11 27 21 2 29 fi fi 3 <2) 1 0 fi fi <2> fi - fi <2> 4 10 27 23 2 fi 5 fi 2 2 fi 1 2 fi 10 22 10 17 16 6 2 21 fi 20 6 2 6 <2> 2 13 1 (2> 4 « 1 9 3 23 1 27 6 20 fi 14 10 4 13 1 7 6 « o 1 1 5 2 8 16 10 fi 10 19 12 16 4 15 fi <2) 10 i2) 22 4 fi 7 27 12 13 6 24 <2> 1 21 1 fi 1 1 25 o fi 1 20 17 23 11 28 2 - _ 15 2 6 17 5 <2) 6 fi 2 16 3 28 5 21 o 1 6 21 10 _ 14 21 19 39 <2) (2> « - " " - - - - - - - - 1 3 5 10 13 15 30 18 4 o fi - - - - - - - - - - - - - 2 3 1 7 2 13 _ _ _ _ _ 8 5 14 12 7 _ 1 14 23 29 10 _ 5 13 29 33 30 26 _ R 14 10 9 14 _ 3 14 8 9 18 _ - _ - _ - " - - - - - - _ - _ - 5 4 2 11 10 8 16 13 12 16 15 15 14 15 16 12 13 14 17 20 21 7 7 11 1 2 2 _ - 7 2 1000 1000 275 3 8 4 1 950 950 (2> - - - 3 - 2 - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - - 4 1 3 5 1 fi 1 fi _ <2> fi fi - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners............................................................... Laundry workers ................................................................. 1 1 1 1 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis « a _ _ _ _ _ _ _ _ _ _ _ _ i2) fi _ - _ - _ - - - - - - - - - “ - “ - ~ - - - - “ “ r duction bonuses. 2 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 7. Occupational earnings: Part-time health care occupations—United States (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,1 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Average Number (mean) 4.00 of and hourly workers earnings Under under 4.00 4.50 10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 23.00 24.00 4.50 5.00 5.50 6.00 6.50 7.00 7.50 8.00 9.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 9.00 10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 23.00 24.00 _ _ _ _ _ _ _ R and over Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 214,374 2,963 Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 201,449 8,009 Level ll-Specialists. . . . . . . . . . . . . . . . . . . . . . . . 1,569 Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $14.50 _ _ 13.24 14.42 16.20 17.35 _ _ _ - - _ - - - - _ _ _ _ _ _ _ 1 4 1 R _ 5 18 5 R R 9 13 10 1 - 15 16 16 4 1 15 14 15 9 6 16 12 16 12 18 13 2 12 28 8 9 5 9 10 14 7 14 7 12 14 R 4 11 20 R “ R R R “ R - “ - “ R I2) “ “ R - ~ “ ” " “ 1 3 4 R 3 11 6 -1 1 5 1 3 1 R “ R R R “ (2) (2) 2 Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians . . . . . 1,798 42,121 5,451 12.67 9.48 10.26 Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 14,638 1,052 729 2,745 9,072 10.62 13.23 8.90 8.09 11.24 Medical Medical Medical Medical Nuclear records administrators. . . . . records technicians . . . . . . . . . . social workers ............. technologists . . . . . . . . . . . . . . . . . . . . . medical technologists. . . . . . . 130 2,207 2,775 14,148 853 11.49 8.16 13.70 13.11 12.37 Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . 38,906 6.61 Occupational therapists. . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists .... Radiographers’ supervisors (X-ray) Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . 1,255 5,298 6,130 182 2,763 463 178 10,171 14.51 18.33 7.69 18.08 16.18 11.33 13.57 11.08 Surgical technologists. . . . . . . . . . . . . . . . . . . . . 3,270 9.15 Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27,186 7.50 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ 1 - -4 - - _ 5 _ - _ - 1 - r _ 6 5 2 3 4 - -2 -4 -9 2 8 1 6 1 10 1 12 1 14 2 _ 20 12 - 1 _ 7 - - R 7 4 2 _ R _ -7 R - 4 4 3 1 - _ -12 R 1 3 2 1 - - _ -4 2 4 - _ R R R 1 3 _ R R - - - r 5 2 7 - - - 12 - 4 _ 3 R - 13 - 4 - 8 _ 9 11 10 - R - - - 11 7 12 - - - - - - - - - - 9 -6 22 18 14 15 15 15 11 15 21 5 13 23 3 6 8 2 2 12 1 15 18 10 12 1 11 16 12 16 7 11 8 19 13 18 9 3 16 10 18 5 1 12 10 15 1 4 9 2 14 - 14 5 2 11 43 10 8 9 11 - -4 5 4 R R 1 - - 10 8 2 22 15 11 17 3 10 R 23 3 R _ R 10 R 5 2 - 2 3 5 12 32 19 14 3 20 2 13 11 12 13 14 20 10 5 12 11 R 6 3 1 - 10 7 4 - 1 2 2 22 6 18 15 21 - 1 15 1 8 15 15 8 16 20 22 R 14 - 1 - 9 5 13 39 13 18 2 1 R R 12 21 R R R 6 a 6 R 1 4 16 7 R 2 6 R R -8 -5 -1 6 12 R -4 3 11 16 6 - - - - 20 4 20 6 16 10 9 11 R -10 - - - 11 10 8 15 3 R R 3 -2 17 23 15 11 15 6 7 4 19 2 4 -1 22 5 10 3 18 r - ■ ~ R 4 R 11 R ~ “ R ~ ” “ I2) - - - - -( - - - (2) (2) - 4 17 2 11 - -3 -3 7 1 1 - - - 10 7 7 (2) 1 2 ” R - “ (2) ~ - 4 13 “ t2) “ - - 16 8 3 14 1 4 - - R 1 - _ “ (2) “1 R ~2 ■ - 1 “2 R ' 4 2 1 3 7 20 6 1 1 5 1 - 2 - - " (2) ** “ “ - 7 “ 2 " z (2) " — - - - Table 7. Occupational earnings: Part-time health care occupations—United States—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,1 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number of workers 4.00 (mean) 4.50 hourly and Under earnings under 4.00 4.50 10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 23.00 24.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 9.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 9.00 10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 23.00 24.00 2 6 1 9 1 12 8 9 15 13 15 20 12 13 11 16 27 11 25 11 11 8 and over Office clerical occupations as Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . 11,857 4,997 357 8,203 $7.39 8.54 8.42 7.04 0 <1 2) - - - 2 3 8 13 12 5 7 13 10 17 15 14 13 - p) 1 - 10 14 10 6 4 9 4 4 1 6 5 1 R 3 6 o _ (2) - _ « _ _ _ _ _ _ _ _ - - - - - - - - _ - _ - - - - - - - - - - - - - - - - - - - - Service occupations 1^814 5.69 8 1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Ex cluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 2 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 All workers were at $25 and under $26. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Overall occupation may include data for subclassifications not shown separately. Table 8. Occupational earnings: Other full-time professional, technical, and clerical occupations—United States (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,1 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 150 (standard) (mean) of and weekly workers weekly Under und hours earnings 150 er 200 200 250 300 350 400 450 500 550 600 650 700 750 800 900 1000 1100 1200 1300 1400 1500 1600 250 300 350 400 450 500 550 600 650 700 750 800 900 1000 1100 1200 1300 1400 1500 1600 1700 1700 and over _ 33 3 28 11 12 25 1 3 24 2 1 17 7 0 11 15 _ _ _ a 11 _ - _ - _ - - - _ _ _ 30 10 30 _ - - _ _ 21 30 19 17 19 51 10 14 - - - - - - - 22 - 11 3 56 - - - - - - - 1 59 - 15 - - - - Professional and administrative occupations Accountants Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2,366 1,952 821 39.5 39.5 39.5 495.00 626.50 810.50 Level VI. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Auditors Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Chief accountants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel supervisors/managers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Directors of personnel Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Attorneys Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Buyers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 39.0 1^393.00 21 71 15 39.5 39.5 39.0 549.50 619.50 893.50 - _ _ _ - . _ 64 9 39.0 37.0 1,039.50 1,660.00 _ _ _ _ _ _ _ _ 137 1,490 1,932 720 70 39.5 39.5 39.5 39.5 39.5 432.00 480.00 602.50 774.50 1,027.00 _ _ _ _ 205 125 27 39.0 39.0 38.0 811.50 993.00 1,455.50 _ - _ _ - _ - - _ - - 281 333 104 40.0 40.0 40.0 759.50 959.00 1,253.50 - _ - - - - _ _ 1 _ _ - o 7 57 67 22 40.0 40.0 39.5 40.0 680.00 829.50 1,050.50 1,341.50 - - _ - - - - - - - 71 - 18 - - 818 1,036 39.0 39.5 411.50 512.00 - - - 3 17 - 18 4 38 22 16 18 5 25 1 22 a6 a3 - - 196 815 975 226 40.0 40.0 39.5 39.5 437.50 517.00 618.50 770.00 - - - 1 7 1 23 3 34 12 a 3 13 29 1 9 21 11 - - 5 29 9 - - 26 28 7 669 1,454 383 72 39.5 39.5 39.5 40.0 607.50 721.00 848.50 948.50 - - 2 4 - a 13 2 34 8 22 11 a - 16 21 3 155 72 7 39.0 39.5 39.5 938.00 1,040.00 1,365.00 _ - _ - - Computer systems analysts Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analyst supervisors/managers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ - _ - _ - 1 3 - - - 18 2 _ _ _ _ _ _ _ _ _ _ _ 29 4 24 6 - _ _ - _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ 1 23 9 44 28 1 28 27 10 6 22 17 - - _ _ a 10 20 3 _ _ - _ - - _ - - - _ - _ - _ - _ _ - _ - _ - - 2 23 10 10 4 - - 10 10 a 6 2 3 19 13 - - - - - a7 18 _ 2 38 - 53 14 - - 23 11 - - - 2 30 - a10 - a14 4 22 7 1 15 - - 24 24 10 15 30 14 - - - - - _ - - - - 4 22 6 - 1 26 20 1 - 33 6 7 5 13 3 40 7 - 1 17 10 1 5 20 8 16 - 22 12 18 22 20 18 - - - 24 3 22 1 31 32 2 31 - _ - - 29 63 7 - 5 16 52 - - - 4 16 27 20 11 1 1 9 11 5 23 9 - 6 4 3 18 3 5 11 3 27 4 5 9 18 - - 1 - - 1 a - - - - - - - - - - 1 1 5 16 - 11 - - - _ - - - - _ _ _ _ 3 16 16 17 1 16 46 18 - 2 21 26 a4 - 4 - 26 13 - - - 9 _ - 8 _ 1 33 - 33 a6 - - - - - 32 13 16 36 11 21 - - 1 4 14 14 29 - “ 1 7 43 - ” 1 — 4 4 5 Table 8. Occupational earnings: Other full-time professional, technical, and clerical occupations—United States—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,1 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Engineers Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Number Average Average 150 (standard) (mean) of and 200 weekly weekly workers Under und150 250 er 200 250 300 350 400 450 500 . 300 350 . 400 . 450 500 . 550 550 600 14 2 650 700 750 800 900 1000 1100 1200 650 700 . 750 . 800 . 900 . 1000 1100 1200 1300 1400 29 7 29 9 7 30 7 14 39 _ 43 _ _ _ - 600 1300 1400 1500 1600 1500 1600 1700 1700 and over _ - _ - - - - 14 43 23 40.0 39.5 39.5 $655.50 736.00 931.00 - _ - - _ - _ - _ - _ - _ - 7 2 - - - - - 7 35 4 9 24 40.0 40.0 359.50 398.00 _ _ _ _ 44 56 79 17 _ 4 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ . _ _ _ 408 2,625 976 140 39.5 39.5 39.5 40.0 293.50 360.00 433.50 507.50 _ _ - 20 2 40 12 6 20 43 11 19 _ _ _ _ 3 13 36 8 _ _ _ _ 8 39 26 3 - _ - 28 28 4 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ - - - - - 46 184 103 40.0 39.0 40.0 372.50 429.50 466.00 - - 2 _ _ - 26 4 10 37 36 15 35 29 12 _ 13 34 _ 15 17 _ - _ _ - _ _ - _ _ - _ _ - _ _ - _ _ - _ - _ - _ _ - - - 631 5,531 3,155 223 40.0 39.5 39.0 40.0 254.00 305.50 361.50 420.50 - 7 1 50 11 0 31 38 7 12 29 34 12 1 17 40 22 _ 3 17 30 _ - 4 _ _ _ p) _ n 1 31 2,731 1,768 103 39.5 39.5 38.5 240.50 277.50 349.50 - 21 2 - - _ 7 21 63 3 7 28 <2> 2 7 _ _ 2 _ _ _ _ _ _ 3,391 1,671 1,185 39.5 39.5 39.5 279.50 333.50 258.00 - 5 26 1 29 39 30 31 18 30 14 10 26 7 2 11 « 0 1 _ 435 919 619 137 39.5 39.5 39.5 40.0 286.50 335.50 398.50 486.50 _ _ _ _ - 27 2 35 31 1 27 32 19 10 27 37 _ 2 12 40 363 722 145 40.0 39.5 40.0 283.00 336.50 407.50 - _ - 29 4 1 6 10 9 4 Technical support occupations Drafters Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer operators Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Photographers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ 3 21 4 5 _ _ 6 3 _ _ 3 _ _ 3 Clerical support occupations Accounting clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Messengers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Purchasing clerks/assistants Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 1 18 42 29 - - 26 39 - _ _ 1 7 25 31 31 23 32 29 3 7 34 45 2 8 35 ~ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ - _ - _ _ _ - _ - - - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ - _ _ _ - - - - - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ - - _ - - - 1 5 18 _ _ 1 12 _ _ _ _ _ _ « _ _ _ _ _ - _ - _ - _ - _ _ _ - _ - _ - _ - - - - _ “ - - - - “ - _ - _ _ _ - - - ~ ~ r _ ~ Table 8. Occupational earnings: Other full-time professional, technical, and clerical occupations—United States—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,1 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Secretaries Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Typists Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III...................................................... Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average 150 Number (standard) (mean) of and weekly weekly Under und workers hours earnings 150 er 200 8,394 10,412 7,440 2,332 365 39.5 39.5 39.5 39.5 39.5 $331.00 379.50 428.50 480.50 583.00 _ - - 1,881 514 38.5 39.5 296.00 317.50 - 2 1,004 5,349 4,705 1,231 40.0 39.0 39.5 39.5 235.50 293.50 313.50 356.50 - <2) - 200 250 300 350 550 350 400 450 500 550 600 5 1 24 7 1 37 25 8 3 28 32 26 10 1 7 19 36 17 <*> 3 10 20 21 R <2i 3 9 21 <2> - - - - - 5 25 32 17 2 2 1 (*> 3 « 1 8 29 45 17 18 2 57 24 8 - 1 26 33 28 14 3 28 39 37 1 12 18 28 1 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for over time and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bo nuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 500 300 31 34 14 450 250 19 2 - 400 600 650 650 700 o (2> 700 750 750 800 800 900 900 1000 1000 1100 1200 1300 1400 1500 1600 1100 1200 1300 1400 1500 1600 1700 1700 and over - 1 4 14 <2> 1 16 (2) (2) 2 - - - - - 4 i2) 2 - - - - - - - - - - - - - - - - “ ~ — - - 3 11 - <2> 1 2 Less than 0.5 percent. 3 Workers were distributed as follows: 44 percent at $1,700 and under $1,800 and 11 percent at $2,300 and over. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 9. Occupational earnings: Full-time health care occupations—Boston, MA’ (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 January 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number 200 (standard) (mean) of weekly weekly and workers hours earnings under 225 225 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 120 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 125 _ _ _ _ _ _ . . . . . . 10 10 . 33 23 23 . . _ . 11 15 19 13 11 9 16 18 7 11 2 4 11 17 9 2 17 6 38 _ Registered professional nurses Supervisors of nurses...................................... Level III.................... Level IV...... .................................................. Level III................................................ ......... 39 57 47 103 38.5 $884.00 40.0 973.00 40.0 39 5 1i067.50 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 5 _ 13 7 11 4 2 _ _ o 12 13 13 7,979 40.0 702.50 Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II........................................................... Level III.......................................................... 149 615 609 237 40.0 40.0 40.0 40.0 517.50 492.00 492.50 451.00 618 118 184 309 39.5 39.5 39.5 40.0 492.00 347.00 471.00 554.00 Diagnostic medical sonographers. . . . . . . . . . . . . . . Level III.......................................................... 64 56 39.5 39.5 606.00 591.00 9 6 Other health care occupations O Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III........................................... Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . 139 113 26 341 230 63 111 338 1,003 67 39.5 343.50 40.0 39.5 39.5 40.0 40.0 39.5 546.00 715.50 406.00 537.00 562.00 590.50 _ _ _ _ _ . _ _ - _ _ _ _ _ _ _ _ _ _ _ 1 3 1 1 8 2 2 5 1 3 3 8 17 19 19 31 32 28 28 16 20 30 30 15 11 14 14 2 - - - - 1 3 3 15 - _ _ 5 23 2 4 14 5 2 8 1 8 25 11 - - - - _ _ _ _ 10 9 18 5 19 1 29 21 20 1 25 24 _ - 5 25 3 14 1 8 - - - _ _ _ _ _ _ 8 9 22 23 22 23 19 20 16 18 24 21 _ _ _ _ _ _ 6 23 25 14 12 22 6 16 3 16 26 11 9 24 22 14 15 1 25 6 4 24 22 18 15 21 22 11 15 25 8 9 10 3 7 6 23 2 14 10 8 25 2 25 _ 23 9 2 10 11 18 2 24 20 19 7 9 20 21 8 14 4 5 8 3 9 16 1 7 18 1 1 35 (3> 2 33 _ _ _ _ _ _ ’ - - - _ _ 4 16 24 15 14 _ _ _ _ _ _ _ _ _ 3 - _ _ _ _ 14 1 - - _ _ _ _ 9 24 _ 14 _ 15 4 1 10 11 Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II........................................................... Level III.......................................................... Level IV ......................................... Occupational therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . Radiographers' supervisors (X-ray). . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 55 2,123 963 40.0 40.0 39.0 292.50 328.50 352.00 332 288 219 81 512 57 49 302 88 40.0 40.0 40 0 40.0 40.0 40.0 39.5 40.0 40.0 515.00 682.50 705.50 523.00 594.50 745.50 545.00 547.00 2 2 _ - - _ _ - _ - _ 20 7 2 _ 58 26 14 4 19 30 _ 7 14 10 5 10 9 2 _ _ _ _ _ _ 9 18 22 15 14 _ _ _ _ 4 14 13 _ 7 19 14 (3) _ 11 <3) _ _ _ _ _ _ _ _ - - - - - - " - 1 12 9 14 4 _ _ _ . _ . _ _ . . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 8 _ 1 _ _ 2 4 _ _ _ 1 _ _ _ _ <3) _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 4 _ _ _ _ _ _ _ _ _ _ _ _ 8 7 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 5 _ 2 _ 3 2 p) _ 3 _ _ 3 _ _ 2 6 3 _ 5 _ 3 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ <3) _ _ 2 52 _ 10 13 3 3 11 c> 5 1 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ - _ _ _ - - - - - 1 51 4 16 16 24 46 24 34 2 1 11 6 _ 4 _ _ _ _ _ 2 2 8 _ Table 9. Occupational earnings: Full-time health care occupations—Boston, MA —Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 January 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average Number (standard) (mean) 200 of weekly weekly and workers hours earnings under 225 187 768 39.5 40.0 $432.00 354.00 - 243 130 65 171 39.5 39.5 39.5 39.5 353.50 388.00 373.00 333.00 _ - 861 1,910 241 40.0 40.0 40.0 291.00 288.50 305.00 225 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 1250 1 4 9 3 18 7 16 8 15 14 16 27 18 21 3 - - - - - - - - - - - - - - _ 4 10 12 37 11 6 10 24 23 13 7 7 8 1 _ - _ _ _ - _ _ _ - _ _ _ - . _ _ - . _ _ - _ _ _ - _ _ _ - _ _ _ - _ _ _ - _ _ _ - _ 5 18 9 26 18 _ _ 6 19 17 18 15 9 _ _ 5 21 3 11 25 _ _ _ _ - _ _ - _ _ - _ _ - 16 15 7 25 26 28 16 19 12 17 14 19 8 14 15 11 7 15 4 1 2 _ _ . . . _ _ . _ . . . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 1 - - - - - - - - - - - - - - - - 19 - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - _ 2 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 2 " 1 The Boston metropolitan area consists of Suffolk County, 3 communities in Bristol County, 4 in Essex County, 44 in Middlesex County, 26 in Norfolk County, 16 in Plymouth County, and 9 in Worcester County. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 10. Occupational earnings: Part-time health care occupations—Boston, MA' (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 January 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number of workers Average (mean) 4.50 hourly and earnings under 5.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 _ _ _ _ _ _ _ _ _ 10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 23.00 24.00 25.00 and 10.00 11.00 12.00 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 23.00 24.00 25.00 over 9.50 Registered professional nurses Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6^479 _ 39 19.15 24.10 Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians. . . . . 601 199 12.33 11.48 _ - _ - _ - _ - Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers 341 24 11.61 15.42 - - - - Respiratory therapists . . . . . . . . . . . . . . . . . . - - - - _ 2 _ _ 4 7 7 6 8 8 13 14 - 12 12 10 13 13 8 8 3 7 7 5 6 6 33 2 2 8 7 7 3 5 4 3 38 Other health care occupations 199 12.96 records technicians . . . . . . . . . . social workers . . . . . . . . . . . . . . . . . . . technologists . . . . . . . . . . . . . . . . . . . . . medical technologists. . . . . . 67 167 613 24 9.85 14.93 14.10 13.85 Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,274 8.21 Occupational therapists. . . . . . . . . . . . . . . . . . 52 13.87 Medical Medical Medical Nuclear _ - _ _ 1 5 1 _ 1 - _ _ - _ 1 _ 23 _ 6 _ 6 2 7 2 10 9 4 1 2 2 6 21 1 16 _ 8 1 15 18 12 5 4 <*) 9 10 21 16 27 19 19 19 11 8 11 9 12 8 17 17 7 17 4 8 8 46 2 4 - - - - - - - - 12 15 17 26 10 5 9 3 - - - - - - - - 18 2 2 22 8 6 6 16 19 17 13 27 25 18 18 50 11 13 8 8 8 11 3 9 4 - - - - - - 5 2 n 4 33 19 12 25 19 8 19 24 20 - - - 21 13 10 1 3 50 8 7 6 Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . 192 7.94 Radiation therapy technologists .... Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . 10 356 75 16.60 13.96 10.81 Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 958 8.18 158 11 371 9.93 9.28 7.63 _ _ _ _ _ _ - - - - _ _ _ - - - 10 _ _ - _ 1 2 31 12 _ _ 18 _ 14 7 5 _ _ 2 _ 7 5 11 1 32 _ 10 16 1 - - - 10 15 22 12 11 10 8 7 3 4 9 17 7 27 5 14 18 10 8 - 13 9 1 35 36 8 4 - - 6 - 3 - 1 - 1 1 4 _ 15 2 12 14 20 17 16 22 9 20 - - - - 20 - - - - - “ Office clerical occupations 8 Medical transcriptionists . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . 4 14 13 22 5 16 - 1 - - - - - - - - - - - - Service occupations 1 1 The Boston metropolitan area consists of Suffolk County, 3 communities in Bristol County, 4 in Essex County, 44 in Middlesex County, 26 in Norfolk County, 16 in Plymouth County, and 9 in Worcester County. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 Workers were distributed as follows: 18 percent at $25 and under $26; 5 percent at $27 and under $28; and 15 percent at $29 and under $30. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 11. Occupational earnings: Other full-time professional, technical, and clerical occupations—Boston, MA’ (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 January 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Numbe Average (standard of weekly workers hours Average (mean) weekly earnings 225 225 and 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 er 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 70 11 26 28 34 1 8 21 12 16 6 35 9 12 3 3 16 - - - " - - - - “ 13 - ~ 250 Professional and administrative occupations Accountants Level I.................... Level II................................................................. Level III................................................................ Level IV............................. Personnel specialists Level II .......................... Level III ........................................... Level IV.......................................... Level V....................................... Personnel supervisors/managers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II .................................. Buyers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 97 68 55 39.0 39.5 39.5 39.0 $444.00 527.00 673.50 842.50 60 108 36 8 39.5 39.5 39.5 40.0 517.50 591.50 774.00 930.50 13 40.0 39.5 841.50 15 32 10 40.0 40.0 40.0 526.00 649.00 59 42 39.5 40.0 520.00 618.50 45 83 35 39.5 40.0 39.5 634.00 739.00 881.00 - - - - - - - - - - 8 35 6 27 19 17 34 " ~ 8 24 22 2 12 6 2 5 8 25 " ' “ 20 9 “ 53 31 10 13 34 37 44 21 ~ “ ~ ~ 31 29 36 14 56 45 31 18 6 9 22 23 3 46 - - 31 63 " 46 31 ” “ ~ “ 3 “ 8 - 33 - “ - - “ “ - ~ ” - " _ - ~ ~ ~ “ ~ ~ - “ ~ 4 8 23 8 11 - - “ - - “ - - - - ~ - “ " 5 26 2 29 2 10 ” 20 47 12 16 16 9 24 ~ ” ~ ” ~ ~ " ~ " “ — _ - “ “ ~ “ - ” - ~ - - — ~ - ” “ “ 10 24 23 5 15 17 “ 2 - 25 ~ 10 8J 5 3 30 10 ~ 19 30 “ 3 " — 13 “ - 18 4 17 - “ 9 14 - 17 33 - - - - - - - “ - - - - ■ 3 Technical support occupations Computer operators Level II ...................................... Level III............................ Photographers Level II ...................... Level III..................................... 81 28 16 11 39.0 39.5 380.50 21 5 39.5 39.5 ~ ~ 18 ~ ~ 9 - - Clerical support occupations Accounting clerks Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II ................................................................. Level III.............................. File clerks Level I................................ Level II.............................. Key entry operators Level I .................................. Level II............................ Messengers............................ Personnel clerks/assistants Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 8 116 52 40.0 39.0 39.5 61 16 39.0 40.0 41 70 45 39.5 39.5 39.5 19 23 39.5 39.0 270.00 335.50 395.00 _ _ 50 4 50 21 6 28 13 12 9 10 tn — ~ ~ — m 10 21 9 360.50 6 ~ 58 30 35 26 ~ “ — ~ ~ - “ “ ~ ~ * ' “ “ - “ - - - - - “ “ ~ ~ ~ ~ - “ ~ - - ~ - - - - - — - — — Table 11. Occupational earnings: Other full-time professional, technical, and clerical occupations—Boston, MA'—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 January 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Purchasing clerks/assistants Level II................................................................. Level III................................................................ Secretaries Level I.................................................................. Level III................................................................ Level IV................................................................ Level V................................................................. Typists Level I.................................................................. General clerks Level II ................................................................. Level III................................................................ Average Average 225 Number (standard) (mean) and of weekly weekly Under workers earnings 225 hours er 250 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 14 19 28 15 19 - 3 20 23 50 - - “ “ 16 11 39.5 40.0 $365.50 407.50 - - - - 19 6 25 - - - 31 55 19 45 99 720 174 150 8 39.5 39.5 40.0 39.5 39.5 384.50 441.50 511.00 542.00 628.50 - - - - 18 3 10 4 - 10 13 6 28 29 - 18 7 2 - - 8 15 28 28 18 - - 14 40.0 315.50 - - 7 36 14 29 7 7 30 40.0 40.0 301.50 352.50 - - 10 - “ 47 10 20 19 17 19 29 21 1 The Boston metropolitan area consists of Suffolk County, 3 communities in Bristol County, 4 in Essex County, 44 in Middlesex County, 26 in Norfolk County, 16 in Plymouth County, and 9 in Worcester County. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for over time and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11 - 4 50 ~ 7 19 5 not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bo nuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 12. Occupational earnings: Full-time health care occupations—New York, NY' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 February 1989) Occupation and level Average Numbe (standard of weekly workers hours Percent of workers receiving straight-time weekly earnings (in dollars) of— Average (mean) 300 weekly and earnings Unde unde 300 325 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 950 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 950 1000 " - - - 4 14 22 22 14 17 15 16 23 23 27 28 27 2 2 37 24 8 10 9 15 15 19 20 13 1 1 11 20 4 5 5 4 4 20 21 5 a a 12 2 3 2 4 4 2 2 2 - 4 10 7 7 3 3 4 4 14 2 2 16 10 9 15 7 8 15 15 20 21 13 2 2 - 2 10 7 7 10 10 1 1 9 5 5 16 32 7 1 1 1 8 8 1 14 14 (3> 10 6 7 4 4 6 3 2 10 10 - 1000 and over Registered professional nurses Supervisors of nurses . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . Clinical specialists . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III.............................. Nurse anesthetists. . . . . . . . . . . . . . . . . . . . . . . . Level III................................ Nurse practitioners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III................................. Nursing instructors. . . . . . . . . . . . . . . . . . . . . . Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . Level II............................. Level ll-specialists. . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,083 2,258 862 838 279 279 103 100 422 20,346 19,494 38.5 37.0 $832.00 175 38.0 36.5 36.5 37.5 37.5 37.5 37.5 37.5 38.5 36.0 490 2,355 2,289 685 37.0 37.0 37.0 36.5 814 00 814.00 787.00 792.00 746.00 602.00 1 _ - a (3> “ - “ ft ~ - ~ - “ “ “ “ 13 14 724.50 ~ — « () (3) <3> <3> () (3) 722.50 “ ” (3) ~ ft 5 “ - “ 1 1 3 3 1 3 ~ ft23 - 6 9 9 ~ - 21 1 15 16 “ 15 ~ 19 -5 13 10 2 2 2 2 4 4 ft ft1 o p)1 o <3)1 7 3 12 7 7 21 1 5 - 2 - 3 1 2 1 4 11 11 - a a a a a - - - - - - - - - - “ - “ -- Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . Medical laboratory technicians Medical machine operating ........ technicians........ Level I............ Level II.............. Level III........................... Diagnostic medical sonographers. . . . . . . . . . . . . . . Level III........................................ Level II................................. EKG technicians . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II.............................. Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III.................................. Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II................................. Level III......................... Occupational therapists . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray). . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1,907 325 868 702 175 145 82 63 472 265 203 1,053 45 478 524 92 598 1,370 2,498 11,035 993 9,347 530 904 314 83 618 1,211 529.00 443.50 458.50 36.5 36.5 36.0 37.0 36.5 36.0 36.0 36.5 37.0 36.0 37.0 36.0 36.5 37.5 35.5 36.5 36.0 36.5 37.0 37.0 37.0 37.0 37.5 36.0 36.5 36.5 36.5 36.5 36.5 36.0 36.0 1 5 1 1 1 <3) 11 1 1 4 12 18 19 1 560.00 564.50 440.50 392.00 384.00 11 15 14 10 26 26 22 13 1 14 19 21 13 8 18 11 6 3 16 1 14 4 1 3 1 2 2 5 20 9 11 32 29 37 29 33 29 23 35 511.00 22 29 6 5 9 9 8 47 14 20 21 5 795.50 415.50 606.50 535.00 575.50 354.50 1 i3) 382.00 819.00 600.00 622.50 732.50 592.50 8 1 23 11 4 355.00 607.50 25 (3) 19 25 18 1 25 6 *6 3 o 1 8 36 24 6 5 14 5 28 25 2 3 25 7 22 27 10 3 4 8 ~ 3 18 29 29 - ~ () 6 10 6 7 3 - 2 7 9 11 - 1 - a 2 1 6 6 7 a 3 10 12 - - a - a ' a a 1 - - 2 - - a1 1 - - - ' - - - - - 9 11 9 4 3 16 1 21 2 10 10 7 3 5 2 ~ 12 10 15 11 10 17 “ 8 24 1 29 2 1 a12 16 17 7 4 13 - 3 1 - - - a - - - - 7 a1 - 13 - a 17 10 14 - - - - - - - 8 3 12 12 - 9 2 7 3 2 2 - 3 1 1 7 1 - 5 a 2 - - 1 - 8 - ft1 9 8 1 18 7 3 11 6 - 1 - a ft9 ~ “ “ - — ” - - 7 - 7 - 1 28 7 - 3 <3> “ “ - 2 6 8 1 5 13 “ “ ~ 14 8 31 14 ~ 10 11 15 “ ~ 27 11 2 20 19 10 16 5 16 5 2 - 4 8 9 10 6 2 7 5 1 10 1 14 a9 a16 9 3 24 1 - 1 21 35 13 - 14 1 1 11 1 14 16 - - 10 1 1 16 - “ - 1 15 2 4 6 - - 1 a 14 - ■ - 8 Table 12. Occupational earnings: Full-time health care occupations—New York, NY1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,12 February 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average Number 300 (standard) (mean) 325 of weekly weekly and Under under workers hours earnings 300 350 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 950 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 950 1000 12 9 1 3 1 10 p> 1 13 2 13 1 4 33 6 19 1 7 23 22 13 1 17 5 27 9 5 i3) 7 6 23 16 7 18 11 25 18 20 17 18 23 20 19 16 27 16 34 8 12 10 5 2 5 7 2 2 2 p> 1 1 - 1 2 2 7 11 4 4 6 4 6 7 5 17 11 25 32 33 23 18 31 32 21 14 7 4 4 2 2 p) 1 <3> 1 p> 440 3,146 37.0 36.5 419.00 357.50 (3> 5 735 389 191 538 36.5 36.5 36.0 36.0 375.00 394.50 389.50 380.50 2 2 2,176 5,938 710 37.0 37.0 37.5 365.50 352.00 349.50 - 1000 and over Office clerical occupations ON Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The New York metropolitan area consists of New York City (Bronx, Kings, New York, Queens, and Richmond Counties) and Putnam, Rockland, and Westchester Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers' regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - duction bonuses. 3 Less than 0.5 percent. 4 Workers were distributed as follows: 4 percent at $1,000 and under $1,050; 1 percent at $1,050 and under $1,100; 1 percent at $1,100 and under $1,150; 3 percent at $1,150 and under $1,200; and 1 percent at $1,250 and under $1,300. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 13. Occupational earnings: Part-time health care occupations—New York, NY1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 February 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number of workers (mean) 7.50 8.00 hourly and Under earnings under 7.50 8.00 8.50 8.50 9.00 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 18.00 19.00 20.00 21.00 22.00 23.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 18.00 19.00 20.00 21.00 22.00 23.00 over 9.50 Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3,387 3,149 $16.70 16.73 _ - _ - _ - _ _ _ _ - - - - 0 0 Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians. . . . . 72 397 170 13.61 12.22 12.52 _ - _ _ _ - - Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . 452 12 11 11.67 14.47 10.65 - - - - Respiratory therapists . . . . . . . . . . . . . . . . . . 223 13.09 - - Medical social workers . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . 321 773 8 17.17 14.52 15.36 _ - _ - _ - - - Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,124 8.82 12 23 15 20 Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 156 18 25 19.12 _ _ _ _ _ _ _ Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists .... Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . 62 20 322 39 46 18.24 15.57 16.13 16.26 11.59 _ - _ - _ _ - - - - - - - - - - - - - - - - - - - - _ _ _ - - - - - 17 17 4 4 17 26 Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 849 9.11 p> 15 17 25 11 9 9 5 6 2 10 18 3 3 12 8 57 8 6 12 6 2 2 10 _ " f3) o _ - pi o 1 1 5 6 4 4 6 7 10 11 16 11 10 8 6 11 12 11 12 14 15 16 15 10 11 1 1 1 1 0 0 Other health care occupations 8 4 - _ 9 1 9 1 _ 6 10 5 17 10 24 11 8 6 27 36 _ 5 5 10 13 6 - 27 9 9 5 4 - 4 - _ 4 3 1 5 _ 10 4 5 _ _ " 9 _ 21 6 10 4 3 1 2 _ 4 7 2 4 6 - o _ _ _ _ _ _ 9 13 9 9 _ 0 3 11 7 16 _ 1 _ ~ 19 11 _ 1 _ _ _ 1 _ - _ 7 _ _ 1 1 _ - 4 9 50 12 50 3 _ _ _ _ 21 5 4 2 7 5 5 16 3 13 7 17 5 6 25 5 5 - - - - t3) - - - - - _ _ _ 2 15 3 3 - 1 16 - 3 2 2 4 - _ 4 _ 2 7 9 25 _ 3 _ 7 25 _ _ _ 3 3 4 4 _ 2 _ _ - _ - 0 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ <3> - - - - - - - 1 5 8 12 13 _ 11 20 11 _ - - - - - - - 7 15 _ _ - - - 4 5 20 8 _ _ - - - 7 _ _ _ _ - - _ _ _ _ - ~ 7 31 4 _ _ 14 4 25 8 35 12 13 4 _ 8 _ - _ _ 2 8 1 14 4 9 2 1 - _ - _ - _ - - - - - - - - - 17 16 10 12 3 6 26 10 _ _ _ _ _ _ - - - 12 _ _ 10 8 - - - - - - - _ 4 13 26 10 15 8 - - _ 6 - - - - - - - - - - - 3 8 1 i3) 3 _ _ . _ _ _ _ . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - - - - 0 . _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - “ - - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 308 9.65 Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . 14 369 10.50 9.70 1,169 884 50 8.62 8.66 8.65 2 8 10 12 _ _ 7 24 29 14 5 9 4 7 4 17 14 15 3 7 8 16 18 28 27 26 6 24 18 16 17 6 26 _ _ 1 _ 9 2 1 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - 1 1 The New York metropolitan area consists of New York City (Bronx, Kings, New York, Queens, and Richmond Counties) and Putnam, Rockland, and Westchester Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or year- https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ <3t 1 - t3) 1 - - end bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 14. Occupational earnings: Other full-time professional, technical, and clerical occupations—New York, NY' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 January 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number 250 (standard) (mean) of and weekly weekly workers Under und hours earnings 250 er 300 300 350 400 450 500 550 600 650 700 750 800 900 1000 1100 1200 1300 1400 1500 1600 1700 1800 1900 350 400 450 500 550 600 650 700 750 800 900 1000 1100 1200 1300 1400 1500 1600 1700 1800 1900 2000 2000 and over 31 25 1 8 39 16 21 23 - - - - - - - - - - - - - - 4 33 7 1 6 20 37 23 - _ 8 31 3 - - 12 4 - _ 5 27 4 - - - - - - - _ _ 30 60 - - - - - - - - - - - - - - - 55 _ 45 14 Professional and administrative occupations Accountants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Auditors Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Chief accountants Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists 51 211 159 72 30 36.0 36.5 36.0 36.0 37.0 $440.50 524.00 636.50 811.00 1,099.00 _ - _ 20 3 41 5 - - 10 36.0 626.00 - _ _ - _ 11 7 35.5 36.0 1,140.50 1,743.50 Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel supervisors/managers 99 93 54 35.5 36.0 36.0 531.00 640.50 835.00 Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 13 36.5 36.0 1,133.00 1,526.50 61 111 9 37.0 36.0 36.5 492.00 593.50 748.50 7 31 66 37.5 37.5 37.0 455.00 593.50 662.00 38 146 33 37.0 36.5 36.0 683.50 735.00 915.00 _ _ _ _ _ _ _ _ - 37 9 36.5 37.0 1,038.00 981.00 - - - 177 61 36.5 36.5 418.50 468.50 - - - - - - 13 35.5 477.00 8 Buyers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analyst supervisors/ managers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ 10 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 3 36 - - _ _ _ _ 32 11 15 22 6 7 25 _ _ _ _ 2 9 14 _ _ 2 9 6 4 24 6 _ _ _ 9 24 2 30 22 8 7 _ _ - _ _ _ - 3 26 _ _ _ _ 29 25 5 33 24 10 37 3 9 - _ 31 - - - - - 8 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 11 - - - - - - - - _ _ 13 27 1 11 9 42 18 16 29 8 13 _ _ _ 13 7 _ _ _ _ _ _ 11 14 70 - - - - 44 - - - - - 41 32 46 24 20 2 34 - - - - - - - - - - - - - 15 15 - 46 15 “ “ - “ " “ ” 5 4 46 - 13 39 8 7 15 - 29 12 3 7 - 29 ■ - 37 - _ _ - - _ 1 57 - _ 6 5 - - - _ 3 14 - - - 71 6 _ _ - 6 78 6 29 - 11 22 _ _ - - - 7 44 - - 3 4 12 4 15 3 - 41 22 3 22 - - - - - - - - - - - - - - - - - - - - “ - ” — “ — 5 32 - 5 - Technical support occupations Computer operators Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Photographers Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ~ ' Table 14. Occupational earnings: Other full-time professional, technical, and clerical occupations—New York, NY’—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 January 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 250 (standard) (mean) of and weekly weekly workers Under und hours earnings 250 er 300 300 350 400 450 500 550 600 650 700 750 800 900 1000 1100 1200 1300 1400 1500 1600 1700 1800 1900 350 400 450 500 550 600 650 700 750 800 900 1000 1100 1200 1300 1400 1500 1600 1700 1800 1900 2000 2000 and over _ _ 37 34 44 45 17 19 2 2 <3> 0 o _ _ _ _ _ _ _ 8 49 62 33 23 8 12 _ _ _ _ _ _ 4 _ _ _ _ 26 8 43 46 60 36 22 29 2 2 _ _ _ _ _ _ 2 _ _ _ _ _ _ _ _ _ _ 12 53 _ _ _ _ 17 _ _ _ _ _ R 1 _ _ _ _ _ _ p) 1 _ _ _ _ * - - - - Clerical support occupations -P* vo Accounting clerks Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Messengers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Purchasing clerks/assistants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Typists Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 560 782 36.5 36.0 $364.50 368.00 _ 255 52 36.0 37.5 343.00 363.50 _ _ 264 167 118 36.5 37.0 37.0 370.50 390.00 334.50 _ _ 4 _ 19 58 36 36.0 35.5 370.00 417.50 _ _ _ _ 26 _ 62 31 66 35.5 377.00 _ 15 14 32 30 9 _ 525 1,440 971 250 36.5 36.5 36.0 37.0 397.50 426.50 485.00 508.50 _ _ _ _ 8 1 51 22 5 _ 32 58 18 6 8 13 30 51 2 5 39 36 0 1 5 2 p) 2 4 545 31 36.0 37.0 351.50 360.50 - 4 5 10 p) _ _ _ 50 61 1 _ 39 29 _ _ _ 904 453 36.0 37.0 347.00 348.00 _ 7 2 53 57 32 34 7 6 1 2 2 - _ _ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ _ _ _ _ 1 - - - The New York metropolitan area consists of New York City (Bronx, Kings, New York, Queens, and Richmond Counties) and Putnam, Rockland, and Westchester Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and ' _ _ _ _ - - - 1 ~ - - - - - - lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 15. Occupational earnings: Full-time health care occupations—Philadelphia, PA-NJ' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number (standard) (mean) 250 of weekly weekly and 275 workers hours earnings Under under 300 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 1000 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 1000 1050 _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ - _ _ _ _ _ - _ _ _ _ _ _ _ (3) (3) _ _ _ _ _ _ _ _ _ _ _ _ _ _ 1 5 8 18 12 13 17 19 18 18 11 11 2 2 10 10 17 15 8 p) p) 8 1 2 2 18 18 4 <3) _ 34 34 _ _ _ 17 15 27 14 14 26 18 18 15 14 8 8 13 23 10 2 2 6 <3> _ _ 26 15 32 24 25 25 24 25 51 51 6 6 26 31 14 3 3 48 _ _ - - 5 10 10 6 9 13 13 9 _ 22 23 14 _ _ _ 6 21 5 1 8 19 12 1 11 16 18 4 1050 and over Registered professional nurses Supervisors of nurses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clinical specialists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nurse anesthetists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nurse practitioners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nursing instructors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-specialists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 397 1,360 194 192 178 178 23 13 357 14,372 13,779 73 39.5 39.5 40.0 40.0 40.0 40.0 40.0 40.0 39.0 40.0 40.0 40.0 $766.50 710.50 714.50 714.00 912.00 912.00 716.50 728.00 677.00 595.50 596.50 687.50 _ - _ _ - _ _ _ _ - _ - . - _ _ _ _ - Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 171 2,262 2,244 605 39.5 39.5 39.5 39.5 498.50 423.50 423.50 441.50 _ _ _ _ _ _ _ _ 1 1 1 2 2 2 1,479 243 548 668 131 119 88 11 77 304 232 60 924 393 531 84 356 437 1,025 39.5 39.5 39.5 39.5 39.5 39.5 39.0 39.5 39.0 39.5 39.5 39.0 39.5 39.5 39.5 39.5 39.0 39.0 39.5 462.50 363.50 436.50 516.50 545.00 537.50 417.50 394.50 420.50 378.50 362.50 415.00 481.50 440.50 512.00 642.50 365.50 492.50 507.50 - o 1 7 1 3 14 1 4 19 1 - - - _ _ _ _ - - _ _ 5 7 _ 1 9 _ _ _ 17 20 10 Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Occupational therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray). . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3,126 2,365 669 159 580 462 65 220 115 93 941 56 295 39.5 39.5 40.0 39.5 39.5 39.5 40.0 39.5 39.5 40.0 39.0 39.5 40.0 343.00 335.00 355.50 512.50 703.00 366.50 677.50 545.50 496.50 564.50 433.50 548.00 424.50 1 1 2 1 3 4 _ _ _ _ _ _ 0 1 5 5 2 1 1 _ _ _ _ _ _ _ _ _ 2 12 11 1 21 21 _ _ _ _ _ _ 4 14 13 1 - - - - - 7 31 31 22 14 13 13 20 9 4 4 22 18 3 3 2 16 <3> <3> 1 _ _ o _ _ o 11 <3) 26 4 10 1 19 6 2 2 9 10 <3) 11 13 11 12 5 13 1 5 26 25 24 2 10 e> 2 20 16 18 9 p) 1 18 31 34 3 <3) <3> 5 8 7 _ 10 2 1 7 14 22 7 _ _ _ _ _ _ _ _ _ _ _ <3> (3> * 2 1 _ _ 12 12 _ _ - - - _ _ _ _ _ _ _ _ - _ - _ _ _ - - - _ _ - _ _ _ - _ _ “ _ _ - 5 5 Other health care occupations See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 - _ _ _ - _ - 11 14 _ 16 18 16 19 22 13 2 2 1 _ 18 9 19 21 19 35 4 8 1 _ 18 55 13 13 14 10 11 20 5 _ 10 14 27 5 _ _ 17 5 <3t _ 24 4 2 _ 7 6 2 _ 8 9 10 4 1 13 4 1 <3) 2 4 _ 9 _ 15 _ 1 9 3 30 7 33 1 <3> 1 _ _ 5 _ 13 _ _ _ _ 6 7 4 12 12 12 13 15 7 26 28 21 17 19 11 19 16 29 1 _ 7 _ 9 _ 23 _ _ 24 _ _ 11 _ _ - _ _ _ _ 1 _ 2 _ 2 _ 2 _ 3 _ _ 5 3 6 _ _ 3 1 34 6 3 _ 6 _ 33 3 _ _ 1 1 _ - 1 1 _ _ _ 19 1 _ 31 9 34 2 _ 3 13 9 5 2 0 13 12 13 12 1 15 18 3 2 1 _ 17 5 26 5 2 19 24 7 6 8 _ _ 1 _ _ 31 1 i3) 9 18 3 9 11 10 20 11 20 2 11 1 _ 2 23 _ 12 _ _ _ 24 8 _ _ _ _ _ _ _ _ _ _ _ _ 1 <3> (3> _ <3> 3 _ _ _ _ _ _ _ _ _ _ _ - 2 3 3 2 _ _ 2 18 _ 12 18 _ _ _ _ _ 3 (3> 13 12 1 21 5 2 0 2 8 1 14 10 _ 10 12 _ 18 10 19 2 11 9 2 0 12 16 14 12 1 39 - - 9 1 p) _ _ _ _ _ _ _ _ _ _ 12 3 5 10 3 3 2 _ _ 8 _ _ <3i - 4 2 _ _ _ _ 1 2 1 1 1 _ _ - _ 15 16 3 27 29 4 4 13 9 10 3 2 1 7 11 - - 3 34 _ _ _ ~ 4 _ _ _ _ <3> _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ 22 _ _ _ 17 _ _ - _ 11 12 _ _ - _ _ _ _ _ - <3> 17 _ _ - 4 _ - 5 4 4 7 8 _ _ “ 2 _ - 2 3 2 8 8 Table 15. Occupational earnings: Full-time health care occupations—Philadelphia, PA-NJ1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average Number (standard) (mean) 250 275 of weekly weekly and Under workers earnings under hours 300 250 275 1,817 39.0 $346.50 600 250 123 267 39.0 39.0 38.5 39.0 349.50 366.50 366.50 344.50 1,414 3,075 558 39.5 39.5 39.5 331.00 332.00 345.00 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 1000 325 350 375 400 425 450 475- 500 525 550 575 600 650 700 750 800 850 900 950 1000 1050 p) 5 7 15 26 22 17 6 1 1 6 0 13 11 4 14 22 20 29 23 14 22 28 34 9 23 15 12 25 18 16 6 p> 4 1 6 10 2 3 3 9 9 6 9 8 6 11 12 13 39 30 31 2 10 8 25 26 31 1 1 4 1050 and over - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - 1 - “ 3 - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 1 1 The Philadelphia metropolitan area consists of Bucks, Chester, Delaware, Montgomery, and Philadelphia Counties, PA; and Burlington, Camden, and Gloucester Counties, NJ. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis p) 1 — lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 16. Occupational earnings: Part-time health care occupations—Philadelphia, PA-NJ’ (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number (mean) 6.00 of hourly and 6.50 workers earnings Under under 6.00 7.00 6.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 17.00 18.00 19.00 20.00 21.00 and over 7.00 7.50 8.00 8.50 9.00 9.50 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 17.00 18.00 19.00 20.00 21.00 _ - _ - _ - _ _ Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5,802 5,632 $15.56 15.55 _ - _ - _ - _ - _ Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 13.51 _ _ _ _ _ Medical laboratory technicians. . . . . 522 10.71 - - Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 643 35 18 251 333 10.95 12.88 10.11 8.53 12.59 - - Medical social workers . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . 83 834 27 12.29 12.98 13.46 _ - _ - Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,167 7.96 P) 23 314 271 64 30 465 13.89 16.92 8.87 17.20 11.67 10.84 25 10.03 1,160 8.41 560 178 14 334 8.21 9.04 8.36 7.96 1,414 811 67 7.51 7.64 7.61 _ - _ - _ - _ p) p) p) p) _ _ 1 2 4 4 6 6 11 11 5 11 11 10 10 14 15 6 6 19 19 8 7 2 2 10 10 14 _ _ _ _ 1 4 14 p> p) _ _ _ _ _ _ _ _ - _ _ _ 3 3 pj p> 3 4 Other health care occupations Occupational therapists. . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists .... Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 - . - 4 _ _ 3 o 7 12 12 9 16 7 5 11 7 5 9 5 5 11 10 _ 18 11 12 - - - - - - - _ _ _ _ 1 12 19 17 16 15 10 6 - 3 28 17 15 1 2 5 - - - _ 9 - 7 - - - 1 - - - _ 17 _ 26 _ 19 _ - _ _ _ _ - 4 28 1 8 6 6 8 4 7 _ 10 - 7 5 33 3 12 8 8 4 p> _ 9 _ 6 3 _ 53 15 _ _ 28 36 40 8 1 2 4 14 15 22 18 9 12 4 1 - 6 3 43 15 22 6 10 6 7 8 13 12 11 11 17 _ 12 12 7 7 9 6 _ 9 44 29 15 20 18 12 9 6 24 9 4 12 16 12 3 5 3 3 10 16 1 - p) 48 14 8 1° 1 11 5 8 29 3 29 12 11 _ _ _ 3 _ _ 22 7 14 7 15 30 1 11 30 8 10 15 20 9 11 2 2 15 - - - - - - - - 13 26 _ _ _ 26 2 _ 9 _ 11 1 8 17 6 7 6 _ _ - _ - 1 _ 7 22 _ _ _ 1 11 7 7 6 7 7 _ _ 1 2 _ 3 13 2 1 _ _ _ 2 _ _ _ 13 _ _ _ _ i13) 2 1 2 6 _ _ 4 _ _ _ 9 1 2 2 16 9 6 9 4 _ _ 11 _ - 6 7 6 _ 9 7 p> 11 1 _ _ 1 _ _ - _ p) - - 1 2 3 1 _ _ _ - _ _ - _ _ - - - - 2 9 9 1 - 2 _ - _ - _ - - - _ _ - _ 14 _ 29 _ 21 _ _ 11 _ 17 p) 11 _ _ - _ - 28 44 _ _ - - - 8 5 6 8 i3) - - - - - - - - - - - - - - - _ _ _ _ _ _ _ _ _ _ - _ _ - - - _ - _ - _ _ _ _ _ _ _ _ _ - _ - _ _ - _ _ _ - - _ - . _ " _ _ - _ _ - _ _ _ - _ _ - . _ - _ _ - _ _ - _ _ - _ - _ _ - _ _ - _ - _ - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 - - 19 _ _ 1 14 4 - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 10 8 “ 14 21 - 7 13 45 1 The Philadelphia metropolitan area consists of Bucks, Chester, Delaware, Montgomery, and Philadelphia Counties, PA; and Burlington, Camden, and Gloucester Counties, NJ. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis p> - _ _ - - _ - _ - 3 Less than 0.5 percent. 4 Workers were distributed as follows: 1 percent under $5; 3 percent at $5 and under $5.25; 2 percent at $5.50 and under $5.75; and 4 percent at $5.75 and under $6. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 17. Occupational earnings: Other full-time professional, technical, and clerical occupations—Philadelphia, PA-NJ’ (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Number Average 225 (standard) (mean) of and weekly weekly workers Under und hours earnings 225 er 250 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 700 750 800 850 900 950 1000 - - - - - - - 18 11 24 11 13 18 2 7 21 29 - - - 7 25 25 6 50 75 25 - - - - - - - - - - 275 300 325 350 375 400 425 450 475 500 550 600 650 - - - 8 - 13 40 7 17 20 11 15 15 11 26 23 17 29 30 Professional and administrative occupations Accountants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 86 39.5 39.5 $424.00 488.00 Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists 45 39.5 808.50 Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 28 8 39.5 40.0 40.0 547.00 736.00 913.50 _ - _ _ _ _ _ _ _ - _ - _ - 16 40 - - - - - - 13 14 24 7 16 8 38.0 39.0 772.00 893.00 - - - - - - - - - - - - - - - - 44 26 28 39.0 39.0 465.00 501.50 - - - - - - - 19 - 4 68 50 7 15 4 4 - - 21 - - - - 43 29 29 - - - - 11 12 37 21 13 - - - - - - - - - - - - - - “ - - - - - - - - - Directors of personnel Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Buyers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - - _ - 14 39.5 573.00 75 37.5 691.50 - - - - - - - - 99 36 38.5 38.0 371.00 451.50 - - - 4 - 28 37 - - - 12 17 8 37.5 427.50 - - - - - - 13 21 138 68 38.0 39.0 37.5 308.50 357.50 379.00 - - 19 - 24 14 - - - - 14 13 3 33 19 26 80 56 39.5 40.0 308.50 304.00 - 2 23 29 23 13 10 36 85 40 10 39.5 38.5 40.0 326.50 345.00 308.50 _ _ 20 3 31 43 - 19 3 20 6 46 27 39.0 39.0 39.0 353.00 357.50 434.50 - - - - 4 8 - - - - 6 11 6 31 6 11 19 - 13 38 - - 38 - 10 13 18 20 32 14 7 15 - - - - - - - - - 35 4 10 11 7 15 - 26 15 60 - 33 35 33 13 - - - 7 5 7 50 4 Technical support occupations Computer operators Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Photographers Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 6 - Clerical support occupations Accounting clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Messengers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level I.................................................................. Level II ................................................................. Level III................................................................ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2 - - - - - 7 30 5 - - - - - - 17 17 15 17 9 48 - 13 11 6 3 - - - - - - - - - - - - - - 15 . - - - - - - - - - - - - - - - 13 4 4 ~ 4 - Table 17. Occupational earnings: Other full-time professional, technical, and clerical occupations—Philadelphia, PA-NJ1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level LA ■P* Purchasing clerks/assistants Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III..................................................... Number Average Average 225 (standard) (mean) of and weekly workers weekly Under und hours earnings 225 er 250 250 275 300 325 350 375 400 425 450 475 500 275 300 325 350 375 400 425 450 475 500 550 _ 650 700 750 800 850 900 950 600 650 700 750 800 850 900 950 1000 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 19 39.0 $346.00 _ _ _ _ 32 5 53 _ 11 _ _ 291 574 462 83 39.0 38.5 39.0 39.0 345.00 391.00 436.00 479.50 - _ _ _ _ _ _ 8 17 4 34 17 3 29 21 8 6 20 20 14 4 16 18 1 11 15 11 0 9 2 15 18 7 13 2 11 23 124 38.0 38.0 300.00 339.50 - 2 2 16 5 24 _ 5 _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - 110 “ 1 _ _ 46 12 _ _ 16 45 1 The Philadelphia metropolitan area consists of Bucks, Chester, Delaware, Montgomery, and Philadel phia Counties, PA; and Burlington, Camden, and Gloucester Counties, NJ. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 600 550 _ _ 10 5 7 - 7 3 2 1 2 10 4 pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bo nuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Table 1$. Occupational earnings: Full-time health care occupations—Atlanta, GA* (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 February 1989) Occupation and level Average Average Number (standard) (mean) 150 of weekly and weekly workers hours earnings under 175 175 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 1050 4 5 1 11 16 26 16 21 19 7 16 8 18 9 9 6 _ _ 5 24 44 10 8 17 24 34 3 « 7 10 3 2 p> 4 - - Registered professional nurses Clinical specialists: Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58 40.0 725.50 3,302 2,408 506 40.0 40.0 40.0 571.50 551.00 615.00 Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians. . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . 55 457 448 65 40.0 39.5 39.5 40.0 502.50 357.00 355.50 378.00 325 27 40 249 23 40.0 40.0 40.0 40.0 40.0 502.00 302.50 430.00 530.50 538.00 EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 20 241 224 31 155 40.0 40.0 40.0 40.0 40.0 40.0 292.00 292.00 527.50 530.00 483.50 319.50 Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . . Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 811 697 114 40.0 40.0 40.0 40.0 537.50 269.00 262.50 309.50 Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . <3> p> 1 2 1 1 8 9 1 10 13 1 24 28 14 3 9 24 27 24 10 9 16 14 30 13 11 11 20 13 5 5 5 11 2 1 5 7 2 2 5 31 16 9 2 6 10 7 29 16 10 3 2 23 4 4 13 12 17 13 3 9 4 10 36 22 27 5 20 35 47 5 9 17 13 5 4 16 6 10 11 11 12 12 8 9 10 33 35 23 3 9 27 18 18 19 19 11 9 - 5 5 3 12 16 29 4 13 21 3 5 4 12 4 26 7 22 22 9 3 22 3 _ _ _ _ - - - _ - _ - - _ - o p> - - - - 2 2 9 11 11 14 19 20 8 14 14 8 24 24 9 10 10 9 _ - - _ - 1 15 1 15 2 26 - - 1 4 5 2 11 8 5 26 23 0 - - - 3 4 5 3 _ 1 20 20 15 15 12 18 30 30 a 0 5 5 1 5 5 1 25 25 1 9 4 26 18 _ - _ - 14 10 1 2 — — — “ — — - - - - - - - _ - - - - - - - - - - - - _ o — <3> _ _ - - 1 - 1 - 1 1 3 _ 1 Other health care occupations _ - _ - - 22 - 3 3 2 2 3 8 17 5 1 Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . 188 23 40.0 40.0 318.00 704.50 Radiation therapy technologists. . . . . . . . . . . . . . . . . . . . Radiographers' supervisors (X-ray) . . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 23 187 133 544 40.0 40.0 40.0 40.0 40.0 473.50 558.50 426.50 345.50 301.00 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - - 26 29 6 _ _ _ 1 _ _ - 1 1 _ 2 2 _ - _ 10 12 _ - _ - - - - t3) 2 7 16 17 8 5 11 10 18 28 26 42 22 24 _ _ 7 10 17 - - 14 25 15 19 16 5 2 19 1 <3> 4 16 9 - 7 5 14 16 10 23 9 <3) - - 5 28 11 5 13 13 5 9 4 - 5 - - - - _ - _ _ _ _ - - - - - - - 23 26 11 11 22 15 30 11 22 1 - “ - - “ - - - - - “ _ - 4 5 18 11 5 3 4 7 9 24 5 7 4 16 6 3 8 — 1 2 28 12 - 10 4 7 3 36 24 30 9 - 9 - 1 Table 18. Occupational earnings: Full-time health care occupations—Atlanta, GA'—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 February 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) 150 of weekly weekly and workers hours earnings under 175 Office clerical occupations ON1 2 Admitting clerks. . . . . . . . . . . . . Medical transcriptionists Payroll clerks. . . . . . . . . . . . . . . . . . Switchboard operators .. $279.50 383.00 277.50 259.00 Service occupations Food service helpers Hospital cleaners. . . . . Laundry workers. . . . . . . 240.00 239.00 247.50 1 The Atlanta metropolitan area consists of Barrow, Butts, Cherokee, Clayton, Cobb, Coweta, De Kalb, Douglas, Fayette, Forsyth, Fulton, Gwinnett, Henry, Newton, Paulding, Rockdale, Spalding, and Walton Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 19. Occupational earnings: Part-time health care occupations—Atlanta, GA' (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 February 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number Average (mean) 4.00 of hourly and workers earnings under 4.50 4.50 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 - - - - (3) c13) 2 - 22 20 28 12 13 - - - 10.00 10.50 11.00 11.50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 over 9.50 Registered professional nurses 1,417 1,057 $15.06 14.47 - - - - - Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians . . . . . 105 18 8.35 8.03 _ - _ - _ - _ - - 6 33 6 22 Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 11.29 - - - - - 6 6 Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . (3) <3> - - 2 2 2 3 4 5 1 _ 11 1 4 5 19 23 22 25 - - 13 13 20 20 2 6 3 1 2 1 - - - Other health care occupations 6 9 6 3 6 3 5 - 6 6 6 - 3 - Medical records technicians . . . . . . . . . 37 8.55 Medical technologists . . . . . . . . . . . . . . . . . . . . . 82 13.68 Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . 41 Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 - 27 11 - - 5 - 5 14 - - - - - - - 7.12 _ _ _ _ 44 5 24 7 12 7 99 7.44 - - - - 8 25 32 11 10 2 __ _ 8 T? 25 16 - 7 5 3 - - - - - - - - - - - - - - 6 6 19 13 6 13 13 25 19 6 16 7 16 17 18 6 2 9 31 20 - 6 la - 11 2 - 7 7 4 6 6 4 14 - - - - - - - - - - - - - - - - Office clerical occupations ...... ts 5 4 Service occupations Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68 5.11 3 57 26 6 3 4 - - - 1 The Atlanta metropolitan area consists of Barrow, Butts, Cherokee, Clayton, Cobb, Coweta, De Kalb, Douglas, Fayette, Forsyth, Fulton, Gwinnett, Henry, Newton, Paulding, Rockdale, Spalding, and Walton Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - - - - - - - - - 3 Less than 0.5 percent. 4 All workers were at $21 and under $22. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 20. Occupational earnings: Other full-time professional, technical, and clerical occupations—Atlanta, GA1 2 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 February 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number (standard) (mean) 175 of weekly weekly and 200 workers hours earnings under 200 225 225 250 275 300 325 350 400 450 500 550 600 650 700 250 275 300 325 350 400 450 500 550 600 650 700 750 _ _ _ _ _ _ 14 56 19 52 10 5 25 44 31 - 5 30 45 10 _ _ Professional and administrative occupations Personnel specialists Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Buyers Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 21 39.0 39.5 $467.00 561.00 16 40.0 478.50 20 40.0 643.50 31 40.0 349.00 26 15 39.5 40.0 301.00 344.50 - 16 40.0 234.00 50 35 23 44 40.0 40.0 40.0 280.50 320.00 237.50 25 68 55 17 40.0 40.0 40.0 369.50 433.50 506.50 - 44 - - _ - - _ - - - - - 10 6 39 16 23 13 3 _ 35 7 12 13 8 40 15 40 _ 31 19 6 30 14 17 30 9 11 13 9 13 _ _ 3 4 22 _ 63 27 9 22 24 - _ Technical support occupations Ui 00 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Computer operators Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clerical support occupations Accounting clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Messengers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 1 The Atlanta metropolitan area consists of Barrow, Butts, Cherokee, Clayton, Cobb, Coweta, De Kalb, Douglas, Fayette, Forsyth, Fulton, Gwinnett, Henry, New ton, Paulding, Rockdale, Spalding, and Walton Counties. 2 Average weekly hours reflect the standard workweek for which employees re ceive their regular straight-time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and av erage weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. In _ _ 17 4 9 40 23 “ - _ - 20 - _ - - _ _ _ _ 9 _ _ _ _ _ _ _ _ _ _ _ _ _ 3 44 24 4 29 _ 18 _ _ - _ - 6 centive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bo nuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Table 21. Occupational earnings: Full-time health care occupations—Baltimore, MD' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of Occupation and level Average Average Number (standard) (mean) 175 of weekly weekly and workers hours earnings under 200 200 225 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 225 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 950 and over 2 2 4 14 8 25 21 20 19 24 24 15 23 23 5 7 9 4 37 37 8 7 6 1 (4) 7 10 6 2 1 13 13 6 3 5 3 _ 9 9 3 41 _ _ Registered professional nurses Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 507 76 76 40.0 40.0 40.0 724.50 914.50 914.50 20 21 27 26 23 22 12 12 8 19 19 18 9 7 20 6 5 19 19 20 6 1 (4) 9 9 2 - - - - 1 Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6,151 39.5 578.50 744 39.5 667.50 82 40.0 481.50 _ _ _ _ _ _ _ _ _ t4) 3 7 8 9 11 8 14 _ 41 _ 1 5 <4) _ _ - - - _ 2 Other health care occupations Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 635 142 39.0 40.0 391.50 416.50 542 107 168 243 24 68 44 24 20 7 88 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 438.00 312.00 397.50 506.50 594.00 572.00 560.00 594.00 442.00 517.50 307.00 Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . 10 319 138 181 27 91 248 734 78 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 366.50 453.50 398.50 495.50 626.50 355.50 499.50 490.50 519.00 _ _ - Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Occupational therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray) . . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104 1,586 344 121 301 277 24 177 78 43 331 246 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 236.00 275.00 293.50 521.50 740.00 316.00 695.00 549.50 511.50 608.50 453.50 362.00 38 1 23 6 - - _ _ _ - - _ - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 3 1 9 4 20 11 23 26 27 12 14 15 4 20 3 14 3 13 4 18 1 6 12 10 4 14 2 8 2 14 8 10 - - 6 4 8 5 10 - 13 8 32 2 - - 8 13 15 1 10 _ 10 10 5 19 15 _ 13 5 8 1 1 60 3 7 1 1 9 15 15 7 14 1 20 17 36 3 (4> 2 - - - - _ - 17 16 - - _ _ - o 5 _ _ - - 21 _ _ - _ 22 _ - _ - 2 13 2 _ - _ - - _ - _ - 5 21 21 2 24 19 18 20 16 13 17 13 6 21 - 30 2 1 4 8 8 4 5 5 1 - _ - 2 - - _ - - _ _ _ _ 30 21 23 15 3 “ 3 19 30 6 15 1 - - 8 17 12 _ _ 3 1 _ - - 2 - - - - - - - - - - 9 25 16 11 25 6 8 10 11 8 7 17 19 20 17 2 29 16 9 29 - - - 9 8 15 18 8 10 29 - - - - - - _ 11 1 18 26 _ _ _ - - - - - - - 7 25 17 13 9 17 - 14 1 - 22 10 7 2 10 4 5 1 “ “ 8 - 1 16 13 9 6 9 6 9 10 10 29 - 25 14 2 _ 12 16 8 _ 14 9 18 20 13 4 19 - 9 16 12 5 15 14 6 16 15 17 - 19 24 15 - _ - - 11 24 9 11 2 - 16 13 2 4 - 7 13 10 29 2 3 5 3 5 - _ - 5 3 9 7 6 33 6 8 23 4 4 - _ 3 4 4 7 4 6 4 8 9 8 - 8 18 11 3 4 22 6 2 12 - 9 3 4 23 15 19 18 2 7 8 1 - 15 - <4) <4) - - - - - - - - - 28 27 - - - - 17 10 4 23 1 “ 33 3 5 26 25 1 17 - - “ - - - ' ' * - 7 3 3 - 1 n 9 - 8 9 7 12 5 6 - _ 1 7 17 13 7 10 2 18 - 4 5 5 4 8 4 - - 4 2 - 5 - 4 1 Table 21. Occupational earnings: Full-time health care occupations—Baltimore, MD'—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Unit secretaries. . . . . . . . . . J. . . . . . . . . . . . . . . . . . . . . . . . Average Average Number 175 (standard) (mean) of weekly weekly and workers hours earnings under 200 864 40.0 $296.00 401 159 31 125 40.0 40.0 40.0 40.0 305.00 341.50 317.00 292.50 395 958 180 40.0 40.0 40.0 264.50 256.00 277.50 200 225 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 225 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 950 and over 1 13 13 17 34 16 2 3 <4> - - - - - - - - - - - - - - - 1 8 14 19 16 25 21 20 35 34 24 21 16 14 8 22 3 4 5 10 - - - - - - - - - - - - - - 16 18 1 16 12 10 13 16 30 17 26 27 33 31 13 7 7 1 . . - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists. . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . - - - - - - — 6 1 - 5 3 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 6 2 18 24 6 9 1 The Baltimore metropolitan area consists of Baltimore City and Anne Arundel, Baltimore, Carroll, Harford, Howard, and Queen Anne’s Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 2 1 duction bonuses. 3 Workers were distributed as follows: 29 percent at $950 and under $1,000; 9 percent at $1,000 and under $1,050; and 3 percent at $1,050 and under $1,100. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 22. Occupational earnings: Part-time health care occupations—Baltimore, MD' (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 April 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number (mean) 4.50 of hourly and workers earnings under 5.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 over 9.50 Registered professional nurses Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-Specialists. . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1 3,339 236 22 14.95 17.75 20.46 - - _ - - _ Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians. . . . . 250 106 10.10 9.57 _ - _ - _ - _ _ _ 10 Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . 199 58 113 98 369 35 10.35 7.18 11.64 12.33 12.14 12.96 - 3 10 7 19 2 Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . 623 6.30 Occupational therapists. . . . . . . . . . . . . . . . . . 17 15.02 Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists .... 125 38 9 7.34 16.41 13.65 11.47 - - - 4 4 1 5 5 - 5 6 9 9 3 - - - - - - 11 19 6 16 14 13 11 10 2 11 4 8 5 12 2 19 19 9 6 9 7 13 30 13 9 12 4 15 23 11 12 2 22 23 11 1 5 2 20 21 13 9 12 11 26 9 _ _ _ - - - 2 1 15 9 1 <13) 2 13 27 _ _ _ - - - - - ~ 24 25 3 3 4 9 1 1 5 9 5 5 8 4 27 Other health care occupations 2 7 - - 1 - 9 5 16 - - - - - 17 29 21 10 5 12 2 - 5 - 7 8 6 1 13 19 18 13 4 10 1 3 7 17 2 5 3 3 3 3 12 1 2 - - - 0 7 8 1 3 8 3 - 4 4 3 - 8 3 8 “ 5 1 8 42 - 2 _ _ 6 15 21 9 16 17 15 6 1 9 13 38 29 8 - - - - 20 20 13 15 11 12 2 1 1 3 31 19 14 18 23 50 5 9 23 14 13 1 8 3 2 - - 1 14 25 36 25 27 9.35 - Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 579 6.84 - 235 93 8 135 7.04 7.99 7.33 6.35 - - - - - - - 7 6 10 20 - - 29 5 22 9 16 11 3 43 5 10 2 9 - - 3 - 5 7 5 4 31 — “ ■ 18 1 12 12 29 8 6 19 3 11 1 14 21 22 21 8 7 1 5 - 24 6 22 - _ - “ _ * ~ 2 13 Surgical technologists. . . . . . . . . . . . . . . . . . . . . - 15 4 4 - 6 4 2 18 13 8 - - 10 3 11 18 - - 22 5 14 ~ 29 - 5 ” C3) “ 1 - 7 - 16 4 3 “ “ _ _ _ _ - - - - - - - “ “ ~ ” “ — - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . 2 _ - 3 - 20 6 3 - - 2 - - - 2 - - - - - - - Service occupations 1 t2 1 The Baltimore metropolitan area consists of Baltimore City and Anne Arundel, Baltimore, Carroll, Harford, Howard, and Queen Anne’s Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 Less than 0.5 percent. 4 Workers were distributed as follows: 18 percent at $24 and under $25; and 9 percent at $27 and over. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 23. Occupational earnings: Other full-time professional, technical, and clerical occupations—Baltimore, MD1 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Number (standard) 175 of 200 weekly weekly and workers hours earnings under 200 225 225 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 36 - - - - - - - 9 2 9 15 36 22 - 5 12 27 - - - - 43 _ - 15 36 - - 9 41 18 _ - - _ 29 - - 17 13 33 31 5 . _ . _ 31 15 24 13 31 6 _ 46 18 _ _ 10 _ - Professional and administrative occupations On to Accountants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level I. . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . Buyers Level I. . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . Computer programmers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analyst supervisors/ managers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 41 33 7 40.0 40.0 40.0 40.0 $435.50 512.00 609.00 808.00 16 39 17 40.0 40.0 40.0 40.0 470.00 531.50 637.00 719.00 17 20 40.0 40.0 432.50 550.50 13 29 40.0 40.0 44 48 - - _ _ _ _ _ _ _ _ _ _ 50 - - - - - - _ - - - 13 _ - _ - - _ - _ - _ - _ - _ - _ - _ - _ 24 - 12 20 _ - 18 20 _ - 12 10 20 20 446.50 527.50 _ _ _ _ _ _ 8 31 31 _ - - - - - " " - 15 3 _ - 15 48 _ - _ - _ 21 - 40.0 40.0 601.00 751.00 - _ _ _ _ _ _ _ _ _ _ 11 11 30 - - - - - - - - - 23 6 14 19 40.0 963.50 - - - - - - - - - - - - - - - 40.0 40.0 40.0 319.50 364.00 428.00 14 - - - - 45 10 36 18 5 29 9 17 _ - - - 29 25 40.0 40.0 40.0 252.00 310.00 335.50 - 55 1 18 28 13 15 13 _ _ _ - - 40.0 267.00 40.0 40.0 297.50 325.00 _ _ - - ~ _ 35 3 29 3 - _ . . _ _ _ _ _ _ 24 _ _ - _ _ 24 _ _ - _ _ - _ _ - _ _ - _ - _ _ _ _ - - - _ - _ - _ _ _ _ _ _ _ _ - - - - - - - - 7 31 5 29 _ _ - - - - _ _ _ _ _ _ _ - - - - " _ _ _ _ _ _ _ “ - - - - - 28 3 6 - _ _ _ _ 2 13 - - - - 10 20 10 20 20 20 - - _ _ - - _ _ _ _ _ _ - - - - - - . _ _ _ _ - - - - - Technical support occupations Computer operators Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ill. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 68 24 - 34 29 Clerical support occupations Accounting clerks Level I. . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . File clerks Level II. . . . . . . . . . . . . . . . . . . . Key entry operators Level I. . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 11 72 55 57 32 - 4 - 27 18 7 - 7 37 14 19 23 _ 4 9 25 - “ - - 14 34 19 16 - 24 25 13 18 1 9 _ 26 38 4 6 _ _ - 7 6 4 Table 23. Occupational earnings: Other full-time professional, technical, and clerical occupations—Baltimore, MD1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level ON u> clerks/assistants Level I . Level II Secretaries Level I ... Level II .. Level III . Typists Level I ... jrks Level I . Level II Average Average Number (standard) (mean) 175 of weekly weekly and 200 workers hours earnings under 225 200 225 250 275 250 275 300 300 325 325 350 375 - 13 11 61 18 27 11 - - 25 25 38 - - - - - 22 318.00 374.50 423.50 _ _ 1 8 - - - - 30 1 22 3 - - - - - - 16 19 5 40.0 263.50 _ 31 10 17 12 22 7 40.0 40.0 230.50 251.00 38 14 52 36 10 25 23 8 18 40.0 40.0 $278.00 350.00 277 316 158 40.0 40.0 40.0 58 21 73 - 3 1 The Baltimore metropolitan area consists of Baltimore City and Anne Arundel, Baltimore, Carroll, Harford, Howard, and Queen Anne’s Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for over time and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 350 375 400 425 400 425 450 6 23 9 1 23 22 3 25 450 500 500 550 550 600 1 1 1 600 650 650 700 700 750 750 800 800 850 850 900 900 950 950 1000 1050 1000 1050 1100 - 25 - not bonuses), where found, were included as part of the workers' regular pay. Excluded were performance bo nuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 24. Occupational earnings: Full-time health care occupations—Dallas, TX (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number (standard) (mean) 150 of weekly weekly and workers hours earnings under 175 175 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 1000 and over _ _ _ - _ - _ - _ _ _ - _ _ - _ _ _ - - _ _ - - _ 14 6 10 5 25 16 21 14 22 16 14 23 16 18 24 26 10 16 7 18 5 16 7 17 17 11 p> 5 4 10 17 41 41 4 2 4 1 p) 2 p) 2 p> 20 20 11 11 - - - - " Registered professional nurses Supervisors of nurses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clinical specialists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nurse anesthetists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nursing instructors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-specialists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103 412 51 29 46 46 55 4,079 3,450 408 40.0 40.0 40.0 40.0 40.0 40.0 40.0 39.5 39.5 40.0 $726.50 637.00 689.50 670.00 861.50 861.50 615.00 514.50 506.00 555.50 _ - _ - _ - 51 781 696 72 40.0 40.0 40.0 40.0 475.50 341.00 334.50 342.00 _ - _ - _ _ _ _ 10 _ _ _ _ 4 4 11 13 15 8 28 31 16 18 15 Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 406 76 182 148 40.0 40.0 40.0 40.0 407.00 293.50 402.00 471.50 - - p> 3 2 12 4 22 4 21 - _ - - 4 18 2 _ Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 24 14 8 49 45 278 14 166 98 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 463.50 356.00 321.00 397.00 285.00 268.00 426.00 336.00 399.00 484.50 _ - _ - _ 4 4 - - - Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 113 68 492 40.0 40.0 40.0 317.00 494.00 460.00 _ _ - _ _ - 2 4 17 _ - _ - _ - Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Occupational therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 972 129 448 47 223 255 40.0 40.0 40.0 40.0 40.0 40.0 232.50 236.00 215.00 514.00 719.50 268.00 41 23 48 15 24 15 Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74 40.0 574.50 1 1 5 6 4 8 9 2 _ 14 16 10 8 3 2 - _ 1 - 9 17 19 12 - 7 26 27 25 - - 2 16 15 18 14 10 9 17 12 10 7 17 4 12 5 10 4 21 15 12 11 13 13 16 - - _ 26 7 - _ 12 8 20 5 7 33 25 26 _ - 30 27 18 16 30 22 6 5 14 16 2 2 2 - 4 p) 4 p> 1 - - 9 9 Other health care occupations Dietitians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ON Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 284 186 638 40.0 40.0 40.0 409.50 346.00 267.00 9 3 9 3 19 _ 18 20 _ 8 14 _ _ _ _ 4 7 25 29 25 10 11 2 29 1 17 29 4 7 5 36 5 14 7 23 - _ _ 19 16 14 10 _ - _ - _ - _ 1 13 4 5 18 42 9 8 2 5 2 1 1 1 p> _ _ 1 _ _ p> _ _ 31 33 29 31 p) 7 _ _ - _ _ _ _ 8 _ 21 _ 37 _ 13 _ 11 _ 9 _ _ _ _ _ _ _ _ _ 23 _ 2 14 _ 9 23 _ 27 19 7 16 5 _ _ _ - - _ 14 1 4 17 14 25 14 21 21 _ _ 19 _ 50 - 8 9 18 _ - 4 16 1 p> 2 34 4 33 - 8 - 7 2 17 - 1 - _ - 3 - - _ - _ - _ - _ - _ - _ - _ - - - - - - - - - - _ - _ - _ - _ - _ - _ - _ - _ - _ - _ - _ - _ - - _ - - _ - _ - - _ 31 _ - _ - _ - _ - _ - - 11 1 _ _ 12 17 11 4 19 1 3 20 - - 16 18 6 21 32 13 _ 16 4 _ 11 30 38 17 _ - _ - _ - - - 2 11 _ 34 - - _ _ _ 39 28 22 25 6 17 3 28 6 4 18 18 21 <3) _ - 8 2 8 19 1 48 1 7 - 1 17 - 2 5 4 - - 6 - 7 - - _ _ _ _ r _ ~ _ - 1 1 9 15 20 1 19 17 - - - 9 1 - 3 5 - - 1 - _ - _ - - See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 5 9 _ - } “ _ - _ - 2 2 Table 24. Occupational earnings: Full-time health care occupations—Dallas, TX1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,12 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) 150 of weekly and weekly workers hours earnings under 175 175 200 200 225 250 275 300 325 350 375 400 225 250 275 300 325 350 375 400 425 16 10 12 19 21 31 9 8 4 14 19 2 4 16 14 2 13 9 8 12 3 2 13 0 425 450 450 475 475 500 500 550 600 650 700 550 600 650 700 750 - - - - - 800 850 900 950 800 850 900 950 1000 " - " _ - - 750 1000 and over Office clerical occupations 331 169 43 120 40.0 40.0 40.0 40.0 $278.00 341.50 350.00 251.00 354 906 119 40.0 40.0 40.0 204.50 211.50 223.00 _ _ _ _ _ _ _ _ _ _ _ 27 24 31 27 5 14 17 16 8 10 36 32 18 26 30 34 12 18 12 6 9 8 _ _ - - - 1 - 2 - 12 - - ~ Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The Dallas metroplitan area consists of Collin, Dallas, Denton, Ellis, Kaufman, and Rockwall Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 3 lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. ported. Overall occupation may include subcategories not shown separately. Dashes indicate that no data were re Table 25. Occupational earnings: Part-time health care occupations—Dallas, TX1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 April 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number Of workers (mean) 4.25 hourly and 4.50 earnings under 4.50 4.75 4.75 5.00 5.25 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 5.00 5.25 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 and over _ _ _ _ _ _ - - - _ - - _ - _ - _ _ - _ - _ _ " _ - Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-Specialists. . . . . . . . . . . . . . . . . . . . . . . 580 526 33 $13.52 13.44 14.54 115 9.64 _ - _ - 1 2 - 2 2 2 2 8 8 8 9 3 - 6 6 9 - - 11 12 _ 2 2 _ 2 19 - - 5 9 22 5 14 _ _ 9 10 9 6 6 9 13 14 15 8 8 6 5 5 - 27 26 9 1 1 3 _ - - - - - - - _ _ _ 1 4 2 36 Other health care occupations Os Os 16 Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 11.13 Medical technologists. . . . . . . . . . . . . . . . . . . . 64 12.32 - Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . 52 5.74 31 - _ - 4 _ 15 _ _ _ 10 8 _ 11 6 _ - - - - - - 15 12 21 8 21 12 12 4 26 _ 32 4 _ _ _ 23 _ _ _ _ 6 _ 15 31 22 13 _ _ 5 _ Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 6.08 - - - 88 6.95 _ _ _ 56 5.71 24 39 5.54 5.76 8 18 19 40 - - 31 8 16 10 8 2 38 10 10 20 13 30 2 10 _ _ _ 10 10 20 - - - - - - _ 4 55 45 16 _ - - _ - - - - - - - _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - “ “ - - “ - Office clerical occupations Admitting clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ 8 19 50 20 9 3 8 41 _ Service occupations Food service helpers. . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 5 25 10 42 8 17 8 10 8 1 The Dallas metroplitan area consists of Collin, Dallas, Denton, Ellis, Kaufman, and Rockwall Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Workers were distributed as follows: 30 percent at $16 and under $16.50; 3 percent at $16.50 and under $17; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis and 3 percent at $17.50 and under $18. 4 All workers were at $17.50 and under $18. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 26. Occupational earnings: Other full-time professional, technical, and clerical occupations—Dallas, TX1 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Number Average Average 225 (standard) (mean) of and 250 weekly workers weekly Unde und hours earnings 225 er 275 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 - _ 26 44 Professional and administrative occupations Accountants Level II............................................ Level III .......................................... Level IV.............................. Personnel specialists Level II ................................. Level III..................................... Level IV........................ Directors of personnel Level I................................................... Buyers Level I ...................................... CT\ 20 18 10 40.0 40.0 40.0 $489.50 583.00 768.00 _ _ _ _ 19 23 7 40.0 40.0 40.0 468.00 564.50 731.50 _ _ _ _ 7 40.0 688.50 13 40.0 414.00 - - 27 40.0 314.00 46 25 40.0 40.0 284.00 370.00 36 14 40.0 40.0 284.00 306.00 12 40.0 329.00 7 40.0 291.00 113 72 120 38 40.0 40.0 40.0 40.0 326.50 371.00 408.00 462.00 63 40.0 247.00 _ - Technical support occupations Computer operators Level II.................................. Clerical support occupations Accounting clerks Level II................................................ Level III.......................... Key entry operators Level I........................................ Level II ........................................... Personnel clerks/assistants Level II.................................. Purchasing clerks/assistants Level II........................................ Secretaries Level I................................................................. Level II......................... .........,,,............................. Level III ................................................... Level IV............................................................. General clerks Level II............................................ 9 _ _ 35 4 22 4 26 _ 14 19 _ _ 39 64 17 14 20 58 57 8 _ 5 14 _ _ _ 21 10 3 56 29 10 - _ 6 1 The Dallas metroplitan area consists of Collin, Dallas, Denton, Ellis, Kaufman, and Rockwall Coun ties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings infor mation excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incen https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis tive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Table 27. Occupational earnings: Full-time health care occupations—Fort Worth-Arlington, TX' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number (standard) (mean) 150 of weekly weekly and workers hours earnings under 175 175 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 _ _ _ _ _ _ _ _ _ _ _ _ _ 15 5 14 21 9 21 20 8 15 2 6 3 9 20 35 20 _ 5 5 6 2 2 6 6 12 12 4 4 1000 and over Registered professional nurses Supervisors of nurses............................... 66 40.0 Level III................................................ 55 40.0 656.50 Level III................................................ 48 40.0 1,077.00 Staff nurses.............................................. Level II................................................. 2,028 2,010 40.0 40.0 536.50 536.00 $763.50 _ _ 5 _ - _ - _ - _ - _ - _ " 2 2 4 4 11 12 9 _ - _ - _ " _ - _ _ _ _ _ _ _ _ 12 26 15 15 _ 5 2 5 12 7 18 11 23 18 17 10 22 15 3 5 1 9 15 15 30 30 20 20 _ 18 6 _ 9 6 1 1 _ - - - - _ _ 3 77 77 - - - - 6 Other health care occupations Dietitians.................................................. 34 40.0 439.00 Level II................................................. Medical laboratory technicians.................. Medical machine operating 739 91 40.0 40.0 346.50 345.50 _ - _ - _ 7 _ 1 1 7 _ - _ - _ _ _ _ _ _ _ _ _ _ - _ - - - - - - - - - - - - - 6 Level I.................................................. Level II................................................. Level III................................................ Diagnostic medical sonographers............ 44 132 59 11 40.0 40.0 40.0 40.0 306.50 386.50 442.50 450.00 EEG technicians............ ....................... 6 40.0 326.50 _ _ _ _ 17 _ 17 50 Level I................................................. Level II................................................. Level III................................................ 31 113 53 40.0 40.0 40.0 320.00 388.00 439.50 _ _ _ 3 3 32 - - - - - - 13 2 29 10 Medical records technicians ...................... Medical social workers .............................. Medical technologists ............................... Nursing assistants: Level II................................................. Occupational therapists............................. Pharmacists.............................................. Pharmacy technicians............................... Physical therapists.................................... Radiographers’ supervisors (X-ray)............ Radiographers (X-ray)............................... Speech pathologists.................................. Surgical technologists: Unit secretaries......................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 107 77 229 12 40.0 40.0 40.0 40.0 328.00 450.50 474.50 514.00 244 26 116 84 62 13 151 13 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 217.00 535.50 715.50 266.00 550.50 505.50 431.00 485.50 312 40.0 252.00 _ - - - _ - - 1 _ - _ _ - - 9 _ - 14 _ - 10 7 14 - - - - _ - 25 _ - 11 5 - 16 3 - 23 11 - 11 5 - - - 1 5 19 9 39 17 18 12 19 18 14 19 9 _ 17 _ _ 6 19 13 41 17 12 21 15 21 - 2 10 1 4 9 7 26 1 14 1 20 18 1 19 2 22 27 1 21 3 9 - 2 - _ _ _ _ _ - - - - - - - - - - - 14 21 - _ _ _ - 3 6 16 25 2 26 15 17 2 18 14 8 2 21 19 25 1 12 - - - - - - - - - - - - - - - - - - - - - - - - ~ — — - ' ' ' - - - - - - - 12 15 23 - - - - - - 27 1 8 10 14 14 - 30 29 7 2 5 - - - - - - - - - 29 15 1 8 4 29 8 - 18 31 9 31 10 15 17 3 15 21 31 4 36 15 ” " “ - - - - - - - - - 1 5 - - - - - _ _ - 11 - 19 32 24 22 1 2 “ “ - - - - 17 8 10 8 2 15 5 15 ” “ ~ - - - - - - - - - 4 - - - - - 4 - - - - - - - - - - - - - _ - - - - - _ _ - - - 16 3 19 - - - - - - 12 - - - - 34 - - - - 34 - - - - - - - - - - 25 - 2 15 - - - - 1 - _ - 1 C) - - _ _ 36 - - _ - 4 ~ “ - 1 - - 4 2 - - 3 - 1 Table 27. Occupational earnings: Full-time health care occupations—Fort Worth-Arlington, TX1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) 150 weekly weekly and workers hours earnings under 175 Office clerical occupations ON VO Admitting clerks........... Medical transcriptionists Switchboard operators .. $263.50 364.00 253.50 Service occupations Food service helpers Hospital cleaners..... Laundry workers..... 223.50 205.00 213.00 1 The Fort Worth-Arlington metropolitan area consists of Johnson, Parker, and Tarrant Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers' regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis duction bonuses. 3 Workers were distributed as follows: 19 percent at $1,000 and under $1,100; 38 percent at $1,100 and under $1,200; 10 percent at $1,200 and under $1,300; and 10 percent at $1,300 and under $1,400. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 28. Occupational earnings: Part-time health care occupations—Fort Worth-Arlington, TX' (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 April 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number (mean) 4.50 of and 5.00 hourly workers earnings Under under 4.50 5.00 5.50 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 over 9.50 Registered professional nurses Staff nurses................................ Level II ..................................... 439 439 $14.12 14.12 _ - _ - _ - _ - _ - _ - _ - _ - _ - _ - _ - _ _ _ _ _ 17 8 - 19 13 13 13 - 13 - 4 - 5 18 20 6 25 3 10 12 22 25 3 3 3 5 _ _ - _ - 3 3 8 8 13 13 42 8 17 8 7 7 10 10 9 9 8 8 7 7 6 6 6 6 7 7 3 3 4 4 9 9 Other health care occupations --a o Dietitians..................................... 12 10.36 _ _ _ _ _ Medical laboratory technicians.... 16 8.66 - - 13 - - 13 Medical machine operating technicians................................ Diagnostic medical sonographers Respiratory therapists ............... 68 8 60 10.07 10.83 9.97 - - - - - - Medical records technicians ........ Medical technologists ................. 31 96 6.76 11.88 _ 32 - _ 19 - 26 - Nursing assistants....................... 238 6.34 33 39 3 - - (3t 7 - 7 5 3 Physical therapists....................... Radiographers (X-ray).................. 21 57 13.20 10.34 _ - - - - Unit secretaries........................... 32 6.13 - - 19 38 9 23 6.08 _ _ 13 22 57 20 5.71 154 4.79 3 - - 3 - 3 7 8 - 3 _ _ - - " - - - - 7 - 25 9 _ 9 2 1 5 - _ - 10 2 5 11 5 23 _ 12 _ - - - - - _ _ _ _ - - - _ _ _ _ _ _ _ _ _ - 6 - - - - - - - - - - 13 63 7 12 13 12 1 - - - - - - - - - - 2 - - - - - - - - - - _ _ _ 10 11 3 26 13 3 18 _ _ - _ _ _ - _ - _ - _ - _ - - - - - - - - - - - - - - - 14 38 17 14 5 _ 6 1 4 24 - 14 - _ - - 24 - - - - - - - - - - - - - - - - _ TO _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - - _ 11 _ 11 _ - - - - _ _ _ - 7 5 10 10 4 _ 12 9 _ Office clerical occupations Admitting clerks .......................... 30 _ 0 5 zu TO 0 Service occupations Food service helpers .................. 6 72 15 5 1 1 1 - 1 The Fort Worth-Arlington metropolitan area consists of Johnson, Parker, and Tarrant Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - - 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 29. Occupational earnings: Other full-time professional, technical, and clerical occupations—Fort Worth-Arlington, TX1 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ol Occupation and level Average Average Number (standard) (mean) 175 of weekly weekly and 200 workers hours earnings under 200 225 225 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 _ _ - _ _ _ _ 11 _ 21 _ 11 _ 53 _ _ 14 _ 14 29 _ 29 14 50 9 _ 25 _ _ 8 27 _ 36 _ 27 50 _ 13 _ 38 _ _ _ _ _ _ _ - - 17 - - - - - - - - - - - 5 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - Professional and administrative occupations Accountants Level III...................................................... Level IV...................................................... Personnel specialists Level II ...................................................... Level III ...................................................... Level IV...................................................... Buyers Level I....................................................... 19 7 40.0 40.0 $533.50 856.50 12 11 8 40.0 40.0 40.0 436.50 574.00 670.50 - - - _ - _ - _ - _ _ _ - 17 _ _ 6 40.0 368.00 - - - - - - 50 33 - 17 40.0 350.00 6 24 18 24 29 29 22 40.0 40.0 286.50 322.50 _ _ 24 27 14 14 14 32 9 5 17 8 40.0 40.0 199.50 246.00 41 _ 53 _ 101 40.0 286.50 14 40.0 252.00 - - 5 Technical support occupations Computer operators Level II...................................................... Clerical support occupations Accounting clerks Level II...................................................... Level III ..................................................... File clerks Level I ....................................................... Messengers.................................................. Secretaries Level l....................................................... General clerks Level II...................................................... - - 3 _ 45 9 63 6 38 _ _ _ _ _ 20 19 28 16 13 4 1 36 57 - 7 - 1 The Fort Worth-Arlington metropolitan area consists of Johnson, Parker, and Tarrant Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings infor mation excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incen tive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Table 30. Occupational earnings: Full-time health care occupations—Houston, TX' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number (standard) (mean) 125 of weekly weekly and workers hours earnings under 150 150 175 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 175 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 _ - _ _ " _ - _ - _ - _ 9 22 31 16 16 23 7 18 13 4 4 10 16 17 10 2 2 (3t 18 15 11 1 1 1 19 11 5 <3) (3) 14 4 2 <3) o - 1 9 18 29 30 36 5 1 1 7 5 4 _ - - 7 6 _ - _ - _ - _ - - _ 9 - 950 and over Registered professional nurses Supervisors of nurses............................... Head nurses............................................. Nursing instructors..................................... Staff nurses.............................................. Level II................................................. Level ll-specialists................................ 134 469 105 5,292 4,995 203 40.0 40.0 40.0 40.0 40.0 40.0 $793.00 714.50 652.50 553.00 554.50 574.50 _ - _ - _ - _ - _ - _ - _ - _ - _ - Licensed practical nurses.......................... Level II................................................. 97 1,949 1,750 40.0 40.0 369.50 369.00 _ - _ - _ - _ - <3i o <3> <3) 4 3 12 12 17 17 24 25 17 18 17 17 Medical laboratory technicians .................. Medical machine operating technicians.............................................. Level I.................................................. Level II................................................. Level III................................................ 171 40.0 354.00 _ _ _ _ 12 4 5 6 18 8 19 19 4 4 672 75 358 239 40.0 40.0 40.0 40.0 431.00 303.00 414.00 496.00 - - - - 1 8 3 15 3 - 3 13 4 - 4 5 7 - 7 1 11 3 10 15 14 2 12 4 13 13 16 1 23 10 8 - 5 37 1 - 11 6 Level II................................................. Level III................................................ EEG technicians .................................... Level I.................................................. 15 41 38 16 40.0 40.0 40.0 40.0 420.50 530.50 335.50 277.00 _ - _ - _ - _ - _ - _ 26 63 _ 11 25 _ 3 6 _ 18 6 _ - 40 24 47 5 5 5 12 3 17 13 32 20 - - - - - 15 - EKG technicians..................................... Level 1................................................. Level II................................................. Respiratory therapists ............................. 98 39 54 458 40.0 40.0 40.0 40.0 326.50 277.50 345.50 452.00 _ - _ - _ - _ - 6 15 - 21 46 6 17 21 17 1 14 3 24 2 11 8 8 3 13 9 _ - 15 13 19 (3> 15 4 21 Level II................................................. Level III................................................ Medical records administrators ................... Medical records technicians ...................... Medical social workers ............................. 263 180 31 58 70 40.0 40.0 40.0 40.0 40.0 429.00 492.00 726.00 314.50 503.50 _ - _ - _ - _ - _ - _ - - 2 _ 3 - 12 3 11 3 15 16 29 10 - - - - 9 16 22 9 17 21 - - - - (31 (3) Nuclear medical technologists................... Nursing assistants..................................... Level II................................................. 79 1,093 661 40.0 40.0 40.0 508.00 251.50 246.50 _ - _ Pharmacists.............................................. 310 39.5 691.00 _ _ Physical therapists' supervisors.................. 41 40.0 714.50 Radiographers’ supervisors (X-ray)............ Radiographers (X-ray)............................... Speech pathologists.................................. Surgical technologists............................... Unit secretaries......................................... 76 352 18 295 839 40.0 40.0 40.0 40.0 40.0 600.00 416.50 518.00 341.50 279.00 2 1 1 6 6 4 2 10 10 5 1 5 24 25 16 1 1 16 (3) i3) 22 1 1 - 1 _ _ 11 8 18 11 5 23 9 2 - " - _ - - - _ - _ _ _ - - - - - - - - _ - _ - _ - - - - - _ _ _ - _ - _ 3 - - - - - - - 9 _ - _ 26 _ - _ 16 13 - - - - - - - - - - - <3) _ - Other health care occupations See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - 1 1 _ 4 5 _ 26 28 _ 23 22 _ 21 22 _ 13 16 _ 7 3 5 4 _ _ _ _ _ _ _ 8 - 5 2 19 11 25 7 25 1 17 18 6 16 5 5 6 1 2 - 1 16 4 5 _ 10 7 13 11 - 14 3 16 9 19 3 5 21 6 1 17 - 7 3 - - _ - 6 6 - 2 3 2 9 3 7 14 17 23 24 1 i3> 13 8 4 13 42 14 - - - - - - - 11 15 25 24 22 2 2 20 29 17 17 5 10 - - 18 2 17 30 1 6 16 - _ - 1 - - _ - - - - - - - - - - - - “ ~ - - - - - _ _ _ 19 20 2 - _ 6 19 12 2 17 11 “ _ 10 3 - - 1 4 12 11 1 _ 5 7 44 - “ 20 6 22 1 “ - 3 6 5 _ 6 Table 30. Occupational earnings: Full-time health care occupations—Houston, TX1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number (standard) (mean) 125 of weekly weekly and workers hours earnings under 150 150 175 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 175 200 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1 _ 14 11 _ 16 11 3 2 31 21 5 23 17 5 17 12 17 10 26 2 13 34 17 - 3 16 5 - 3 13 10 - 1 14 19 - 1 5 _ _ _ _ _ _ _ _ - _ _ - _ - - _ - _ 1 1 _ - - _ - _ - 13 11 1 26 26 7 18 28 25 25 25 43 11 5 19 5 3 3 _ <3> 1 2 1 - _ - _ - _ - _ - 950 and over Office clerical occupations -4 U> Admitting clerks ......................................... Medical transcriptionists ............................ Payroll clerks............................................. Switchboard operators............................... 429 147 42 176 40.0 40.0 40.0 40.0 $308.50 381.50 363.50 264.50 _ - 527 1,255 88 40.0 40.0 40.0 219.00 211.50 235.00 <3) _ - 1 _ - _ - _ _ - _ - _ _ _ _ _ _ - - _ - - - - Service occupations Food service helpers ................................. Hospital cleaners....................................... Laundry workers........................................ _ 1 The Houston metropolitan area consists of Fort Bend, Harris, Liberty, Montgomery, and Waller Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - _ _ _ - _ - - ~ lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 31. Occupational earnings: Part-time health care occupations—Houston, TX1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number (mean) 3.50 of hourly and 4.00 workers earnings under 4.00 4.50 4.50 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 _ - _ - _ _ _ - - - _ 9 16 _ 11 - 11 11 6 _ 14 4 3 3 9 10.00 10.50 11.00 11.50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 over 9.50 Registered professional nurses Staff nurses................................ Level II ..................................... 1,261 1,167 $15.43 15.41 _ " _ - _ - _ - _ - _ - _ Dietitians..................................... Licensed practical nurses............ Medical laboratory technicians.... 19 233 49 10.98 9.85 7.81 _ - _ - _ - _ - _ 1 20 _ 29 _ Medical machine operating technicians................................ 100 9.50 - - - 12 11 - _ - <1 3) 2 1 2 1 1 2 4 5 5 5 22 23 14 14 12 12 7 4 11 9 8 26 7 - 26 5 2 11 8 5 5 11 - _ 17 2 _ - - 4 4 3 19 5 5 2 8 1 _ - 3 3 7 7 5 6 15 12 9 10 - - - - - - - - - - ~ - Other health care occupations 2 2 - _ 3 2 4 _ - 11 ^ 4 Medical technologists .................. Nuclear medical technologists..... 204 8 12.04 12.65 Nursing assistants ....................... 223 5.66 _ _ 4 _ _ 13 - Pharmacy technicians.................. 141 5.86 _ Radiographers (X-ray).................. 87 10.14 _ Unit secretaries........................... 109 6.09 - 62 23 6.98 9.36 _ _ _ 317 329 4.72 4.64 <3> 13 37 46 44 18 4 _ _ 29 _ 20 _ 14 _ 9 18 10 24 21 11 _ _ _ _ _ 12 17 42 9 2 5 19 23 4 2 _ 8 _ 3 8 4 1 - - - 4 - 16 - 11 25 17 - 12 25 11 13 20 25 6 13 - _ - _ " “ - - - - - - - - - - 10 29 20 22 - - 6 6 6 1 _ 3 11 20 15 13 - - - - - - - - - - - - - - - - _ 30 2 13 _ 22 _ _ 13 _ _ _ _ _ - - - - - - - _ “ _ - _ “ _ - _ “ _ “ _ “ _ _ ~ _ “ _ ” _ - - 3 5 11 8 3 2 1 27 15 8 13 _ 3 3 9 35 _ - - 3 8 6 5 _ - Office clerical occupations Admitting clerks .......................... 9 Service occupations Food service helpers .................. Hospital cleaners........................ 8 12 8 7 2 3 2 1 _ _ _ _ _ _ - - - - - - 1 The Houston metropolitan area consists of Fort Bend, Harris, Liberty, Montgomery, and Waller Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 32. Occupational earnings: Other full-time professional, technical, and clerical occupations—Houston, TX1 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 175 (standard) (mean) of and 200 weekly Under workers weekly und hours earnings 175 er 225 200 225 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 5 _ _ 22 2 3 15 39 23 10 26 2 13 _ 23 2 6 62 6 8 Professional and administrative occupations Accountants Level II...................................................... Level III........................................... Level IV........................................... Auditors Level II.......................................... Personnel specialists Level II ................................................. Level III ......................................... Level IV............................ Directors of personnel Level II.............................................. Buyers Level I ................................ Level II.............................................. Computer programmers Level III ................................................ t-n 41 31 13 40.0 40.0 40.0 $486.50 619.50 809.00 10 40.0 524.00 17 25 10 40.0 40.0 40.0 473.00 597.50 692.50 - - _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - _ _ _ 2 _ _ _ _ _ ' _ 50 20 29 4 _ 24 16 10 12 32 _ _ _ _ 33 6 4 61 6 _ 24 _ _ _ _ _ _ _ _ _ _ _ _ 5 _ 19 17 - 4 - 6 _ 1 3 _ _ 1 8 _ _ _ _ 3 23 7 40.0 969.00 57 18 40.0 40.0 428.00 482.00 _ _ _ _ _ _ _ _ _ _ _ 4 _ _ _ 32 17 28 40.0 702.50 - - - - - - - - - - 64 40.0 358.00 - - - - - 8 9 19 52 3 102 76 40.0 40.0 302.50 363.50 - _ _ _ 8 _ 23 _ 18 9 28 7 9 25 10 26 2 7 36 40.0 220.00 3 3 58 25 11 _ _ _ _ _ 100 24 55 40.0 40.0 40.0 297.00 335.00 227.00 - _ _ 18 6 _ 35 19 13 11 33 8 4 26 21 3 33 4 6 17 2 _ 2 2 _ 25 _ _ _ _ _ _ _ 21 11 32 11 8 _ 25 _ 21 2 _ _ _ 27 13 7 6 _ 4 7 - 15 15 30 _ _ 24 30 12 10 12 10 _ _ _ 4 7 _ _ _ _ _ 29 14 29 14 14 40 29 14 14 21 - - - - - - - - - - - - - Technical support occupations Computer operators Level II...................................... 3 - - - - _ _ _ _ 1 6 11 _ p) _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 44 44 - - - - - - - - - - Clerical support occupations Accounting clerks Level II.......................................... Level III................................................ File clerks Level I ............................................ Key entry operators Level I...................................... Level II........................................ Messengers.............................. Personnel clerks/assistants Level II............................................. Purchasing clerks/assistants Level I .......................................... Secretaries Level I ...................................... Level III ........................ Level V...................................... Typists Level I....................................................... 9 40.0 353.50 19 40.0 296.00 117 252 9 40.0 40.0 40.0 323.50 413.00 637.50 _ _ _ _ _ _ _ 3 _ _ 15 40.0 278.00 - - 13 13 78 1 The Houston metropolitan area consists of Fort Bend, Harris, Liberty, Montgomery, and Waller Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 24 _ _ 2 22 26 24 12 _ 7 17 20 7 _ 9 11 2 16 _ _ - - _ 12 - - lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 33. Occupational earnings: Full-time health care occupations—Washington, DC-MD-VA' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number (standard) 175 (mean) of weekly weekly and workers hours earnings under 200 110 anc ove 200 225 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 225 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 _ _ _ _ _ _ _ - _ - _ - _ - _ - _ - _ - _ _ 3 7 7 2 9 5 6 11 10 10 11 12 12 13 13 18 17 13 13 13 18 12 11 5 12 12 5 7 7 13 14 8 4 4 4 31 32 3 4 3 - 27 23 - - 4 13 5 9 8 27 32 3 4 3 (4) 4 4 8 9 12 9 13 14 6 11 11 9 15 18 7 7 8 <4> 4 9 <4) 4 <4) 1 - - - _ _ - 5 - - - - - - Registered professional nurses Supervisors of nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clinical specialists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 131 591 149 141 40.0 40.0 40.0 40.0 $880.50 805.00 822.50 820.50 Level ill. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nurse practitioners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 60 57 40.0 40.0 40.0 916.00 715.00 716.50 Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-specialists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ - _ - 1 1 1 - - _ - _ _ _ - - - 15 16 _ _ _ _ _ _ _ - - - _ _ - 0 - _ - n _ _ - 6 27 6 - 18 35 19 2 18 21 18 9 19 5 19 19 18 10 18 31 10 2 10 16 5 1 5 10 _ _ _ 6 6 2 5 10 17 21 8 13 10 2 3 3 3 16 5 22 32 16 3 13 11 31 4 10 4 15 10 16 1 12 23 16 2 7 24 - - 5 17 17 14 33 17 19 83 17 10 17 19 23 13 4 31 24 30 - - - ’ _ - 6,454 168 5,939 308 40.0 40.0 40.0 40.0 623.00 547.50 621.00 695.00 _ - Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63 40.0 543.50 _ _ _ _ Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 39.0 454.00 _ _ _ _ Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 680 110 187 377 40.0 40.0 40.0 40.0 465.00 350.50 412.00 523.00 - - _ - - Diagnostic medical sonographers. . . . . . . . . . . . . . . 63 59 40.0 40.0 568.50 568.00 Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 40.0 476.00 Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 163 285 696 61 1,594 1,050 242 244 271 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 733.50 412.00 556.00 530.00 555.00 324.00 312.50 363.00 750.50 357.50 Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . 243 30 40.0 40.0 Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 380 60 40.0 40.0 r) (4) - 2 31 3 1 1 8 Other health care occupations '-J ON _ _ 3 10 5 6 25 9 4 20 4 5 20 6 4 8 9 - - - - - _ _ _ _ _ _ 1 2 2 3 7 _ 12 17 _ _ 19 3 32 3 5 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ - C) <*) - 2 4 14 5 <4> _ _ 16 21 1 17 15 23 22 17 15 18 19 14 4 3 10 _ 3 _ 19 _ 17 27 7 17 - _ 1 2 - - _ _ - _ _ 1 _ _ 3 581.50 548.50 _ _ _ _ _ - - _ - _ - - - - _ - _ - 510.00 547.00 _ _ - _ _ _ _ _ <*) 2 - - - - “ - - - 18 2 3 - 7 2 36 17 1 7 10 <4> - <4> 4 3 1 9 10 _ 8 - (4> (*) n <4) n - 1 5 4 24 24 28 5 1 9 9 10 - - 1 1 7 _ _ _ - - - - - i4> <4) - (4> - - - - - - - - - - - - - - _ - - - - - - 10 21 - 12 <4) - - - - _ (4) 33 - 1 5 6 _ _ 9 7 1 - _ 6 4 3 _ 3 - 2 4 2 3 - 3 2 19 24 26 - - 10 1 - 20 (4) - - “ “ - - - 5 23 26 33 35 20 21 20 7 3 30 10 25 38 13 23 12 10 2 8 3 5 3 - - - - - - - - - - “ - — - - - 2 5 1 ~ 4 — 2 ' Table 33. Occupational earnings: Full-time health care occupations—Washington, DC-MD-VA'—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number (standard) (mean) 175 of and weekly weekly workers hours earnings under 200 193 1,028 40.0 40.0 $393.00 343.50 313 109 46 163 40.0 40.0 40.0 40.0 339.00 397.00 386.00 323.00 542 1,356 219 40.0 40.0 40.0 282.50 287.00 297.00 200 225 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 225 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 4 2 10 8 18 7 14 23 23 8 24 19 3 24 1 6 1 2 (4) 2 6 7 11 23 10 11 4 19 2 22 17 17 11 9 21 10 14 15 8 8 26 11 4 1 11 13 1 3 17 17 _ _ _ _ _ _ _ _ - - - 20 24 18 13 19 31 2 3 3 8 (4) (4) _ 2 1100 and over Office clerical occupations 4 12 2 31 18 17 9 10 16 13 9 10 12 .. _ ■. 1 1 1 Service occupations 3 18 11 13 1 The Washington metropolitan area consists of the District of Columbia; Calvert, Charles, Frederick, Montgomery, and Prince George’s Counties, MD; and Alexandria, Fairfax, Falls Church, Manassas, and Manassas Park Cities, and Arlington, Fairfax, Loudoun, Prince William, and Stafford Counties, VA. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Workers were distributed as follows: 3 percent at $1,100 and under $1,200; 2 percent at $1,200 and under $1,300; 2 percent at $1,300 and under $1,400; and 5 percent at $1,400 and over. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 34. Occupational earnings: Part-time health care occupations—Washington, DC-MD-VA' (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 April 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number of workers Average (mean) 4.50 hourly and earnings under 5.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 20.00 _ _ _ _ _ _ _ _ - - - - _ - _ - _ - _ - . _ 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 20.00 and over Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-Specialists. . . . . . . . . . . . . . . . . . . . . . . . 3,408 3,299 34 $15.84 15.84 17.04 _ - _ - _ - Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians . . . . . 10 170 150 12.62 11.11 10.28 _ - _ _ _ _ _ . - - - - _ - _ Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 197 21 23 119 11.62 14.29 8.55 12.04 - - - - - _ - _ - _ - Medical Medical Medical Nuclear records technicians . . . . . . . . . . social workers . . . . . . . . . . . . . . . . . . . technologists . . . . . . . . . . . . . . . . . . . . . medical technologists. . . . . . . 22 68 266 10 9.40 13.36 12.60 13.32 _ _ _ _ - - - - Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . 587 7.10 - Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiographers (X-ray) . . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . 27 86 96 51 214 10 12 18.58 8.11 15.37 12.21 15.38 9.40 _ _ _ - - - - - - - - - - - Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 583 7.54 - 191 57 142 7.72 9.16 6.84 _ 543 252 6.11 6.40 1 1 . _ - - <13> 2 p> 2 3 - 3 3 • - 3 4 - 5 5 - 7 7 5 5 3 - 10 10 3 16 16 12 13 13 41 12 12 21 8 8 12 9 9 3 3 3 6 _ _ - _ _ - - - _ _ _ _ _ _ - - - _ _ _ _ _ _ - - - - - Other health care occupations 4 5 1 4 - 5 17 - 5 _ 7 3 11 4 5 8 7 11 13 10 12 16 10 16 12 10 13 8 30 7 5 1 7 4 6 3 5 9 8 6 4 5 _ _ _ _ 12 42 _ _ _ 17 10 _ _ - _ _ _ - - _ _ _ 1 10 18 10 4 18 29 33 8 . 22 2 17 2 17 7 4 4 9 4 14 14 23 23 9 _ _ _ _ _ 9 _ . 6 2 p> 7 _ 1 2 _ _ 24 23 _ _ _ _ _ _ _ 19 17 12 11 3 6 14 10 20 18 9 6 28 4 18 32 8 10 12 16 6 17 5 7 5 6 6 3 _ _ 6 _ 2 _ 3 _ 2 _ _ _ 7 11 10 3 5 10 24 3 - 4 7 10 _ 7 52 1 1 _ _ 7 6 5 10 2 1 5 12 10 13 15 10 28 11 50 4 9 10 16 6 10 6 6 3 8 10 13 2 10 _ - - - - - - - - - 33 3 15 22 15 13 - - _ _ _ 1 _ _ 17 2 10 7 2 12 _ _ 6 15 30 _ _ _ 6 _ 9 _ 1 3 _ 8 _ 3 14 _ _ _ _ _ 8 _ _ 10 13 0 4 3 _ 11 _ 7 1 4 12 40 14 5 - _ 6 _ 1 1 4 3 2 - _ _ 6 7 12 5 _ 16 1 30 4 17 _ _ 2 2 10 22 _ 29 3 30 20 _ 10 _ _ _ 4 25 4 (3) _ _ _ _ _ _ _ _ _ " - - - - - - - - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ 3 16 1 12 - - 1 11 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - 35 13 6 4 1 4 1 The Washington metropolitan area consists of the District of Columbia; Calvert, Charles, Frederick, Montgomery, and Prince George’s Counties, MD; and Alexandria, Fairfax, Falls Church, Manassas, and Manassas Park Cities, and Arlington, Fairfax, Loudoun, Prince William, and Stafford Counties, VA. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 - - " - - - - 3 Less than 0.5 percent. 4 Workers were distributed as follows: 5 percent at $20 and under $21; 8 percent at $21 and under $22; 1 percent at $22 and under $23; 2 percent at $23 and under $24; and 1 percent at $25 and under $26. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 35. Occupational earnings: Other full-time professional, technical, and clerical occupations—Washington, DC-MD-VA (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of- Occupation and level Average Average Number (standard) (mean) 200 of and 225 weekly weekly workers under earnings hours 250 225 250 275 275 300 325 350 375 400 475 450 425 325 350 375 400 425 450 475 500 . . _ - - - _ - _ - 100 3 19 12 25 300 550 500 600 550 600 650 700 800 900 1000 1100 1200 1100 1200 1300 1300 and over - - - - - - - - - 55 14 43 3 43 650 700 800 900 1000 - - - - - t8 18 - - Professional and administrative occupations Accountants 8 59 58 28 40.0 40.0 40.0 40.0 $412.50 503.00 624.50 820.50 28 43 26 40.0 40.0 40.0 513.00 600.50 721.00 11 7 40.0 40.0 1,021.00 1,379.00 28 33 40.0 40.0 427.50 498.50 15 40.0 621.50 15 32 40.0 40.0 588.50 722.00 _ 46 19 40.0 40.0 376.00 439.50 - - 81 87 26 40.0 40.0 40.0 338.50 351.50 416.00 _ - _ - - 16 17 26 29 11 " Personnel specialists 7 - 11 7 32 12 29 18 26 4 8 46 Directors of personnel Buyers Computer programmers _ _ _ 21 _ 14 18 - 11 27 14 6 9 - 36 - - - - - - - 20 - - - - - - - - - - - “ ” 11 27 4 24 7 9 13 7 20 27 13 27 20 40 16 13 28 " “ - - - - - - - - 5 1 - - - - - - - - - - Computer systems analysts “ ~ 6 Technical support occupations Computer operators Level III .............................................................. 7 22 37 - - - - - 15 11 16 15 15 4 23 17 4 4 17 15 4 11 21 7 - 13 42 25 18 4 13 42 1 3 4 27 6 - - - “ - _ 32 - Clerical support occupations Accounting clerks File clerks 32 22 40.0 40.0 289.50 291.00 49 15 31 40.0 40.0 40.0 332.50 330.50 284.00 Key entry operators Personnel clerks/assistants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 20 40.0 384.00 _ 25 18 _ - 35 13 - - - - 34 23 9 32 9 9 9 5 _ _ 6 - 14 - 6 18 20 2 7 - 8 20 35 20 20 3 29 33 13 14 - - 5 5 20 - - 50 - 2 10 1 - “ - - - - - - - - - - - - - - - - - - - - - _ - " 10 - - - - - - - - - - - - “ — Table 35. Occupational earnings: Other full-time professional, technical, and clerical occupations—Washington, DC-MD-VA1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,12 *April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of Occupation and level 00 o Purchasing clerks/assistants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Typists Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average 'lumber (standard) (mean) 200 of 225 weekly weekly and vorkers hours earnings under 250 225 16 40.0 $350.50 190 273 243 87 15 40.0 40.0 40.0 40.0 40.0 342.00 384.50 427.50 519.00 568.50 24 40.0 327.50 16 82 84 40.0 40.0 40.0 273.00 294.50 323.50 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 800 900 1000 1100 1200 275 300 325 350 375 400 425 450 475 500 550 600 650 700 800 900 1000 1100 1200 1300 1300 and over 25 25 6 25 16 1 17 16 1 11 26 8 _ _ _ _ _ _ _ _ _ _ - - - - _ _ 6 - - - - - - - 22 4 1 - - - - - 12 26 23 10 11 12 18 6 5 6 20 6 - 13 33 13 8 4 13 8 19 9 19 _ _ _ 10 14 10 10 5 7 - - - 25 27 33 _ - 44 30 7 _ - 6 10 7 6 1 The Washington metropolitan area consists of the District of Columbia; Calvert, Charles, Frederick, Mont gomery, and Prince Georges Counties, MD; and Alexandria, Fairfax, Falls Church, Manassas, and Manassas Park Cities, and Arlington, Fairfax, Loudoun, Prince William, and Stafford Counties, VA. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes pre mium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-liv ing pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 13 8 2 6 _ _ 5 11 9 3 11 13 20 1 1 7 25 40 (4) 14 7 - - 10 13 3 13 - 3 7 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - - - - - - - - - ~ - - - - were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Workers were distributed as follows: 29 percent at $1,400 and under $1,500 and 14 percent at $1,700 and under $1,800. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. were reported. Dashes indicate that no data Table 36. Occupational earnings: Full-time health care occupations—Chicago, IL1 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) 225 250 of and weekly weekly Under under workers earnings hours 275 225 250 275 300 300 325 325 350 350 375 375 400 400 425 425 450 450 475 475 500 525 550 575 600 625 650 700 750 800 850 900 900 950 11 15 1 1 1 19 17 500 525 550 575 600 625 650 700 750 800 850 4 1 2 1 6 3 1 3 8 5 4 5 11 8 16 26 20 25 25 27 24 8 7 32 14 25 19 21 2 2 15 10 11 1 (4) 11 13 15 14 23 12 14 8 10 11 <4) (4) 5 13 10 5 8 23 25 2 950 and over Registered professional nurses Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 273 1,387 332 177 225 199 61 30 233 17,875 16,225 285 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 $800.00 712.50 672.50 717.00 884.50 856.50 655.50 643.00 641.50 560.50 556.00 659.50 301 1,982 1,844 865 40.0 40.0 40.0 40.0 487.00 392.00 392.00 404.00 _ 1 _ 3 12 13 1 12 12 2 3 7 3 13 13 7 14 13 5 5 7 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 1 1 1 1 1 3 4 4 5 9 10 9 2 _ 1 (*> 1 i4) n - 1 8 8 2 2 3 11 11 18 20 8 15 15 14 16 8 8 12 4 7 5 6 2 2 15 20 15 9 9 15 2 5 1 1 1 o 8 “ “ “ (4) (4) 1 2 3 30 34 10 “ “ 3 13 ” ~ - (4) () ~ Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1,913 306 755 792 201 26 173 117 33 64 429 200 190 11 1,122 49 455 598 80 445 524 2,313 184 3,586 3,358 360 858 756 77 475 126 129 1,155 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 406.00 317.00 385.00 463.00 490.50 477.50 490.00 395.50 348.00 387.00 326.50 290.50 361.00 401.50 426.50 410.50 392.00 453.50 604.50 382.00 521.00 487.00 476.00 291.50 290.50 504.50 707.00 338.50 757.00 561.00 448.50 595.50 423.00 (*) C) _ _ <*> 1 _ _ _ 2 7 1 _ _ _ _ _ _ - - _ _ (4) 1 _ _ 4 20 1 5 11 _ _ 3 _ _ 5 16 29 3 _ _ 18 28 10 9 1 2 1 _ _ _ _ - - - _ _ _ _ _ _ _ _ _ 20 45 6 13 9 16 _ - 10 6 16 12 14 11 _ 1 _ 6 3 14 2 _ _ 3 9 14 _ _ _ 14 14 _ (") _ <4> _ 13 14 _ _ _ 27 27 _ _ _ (4) 1 _ _ (4) _ _ 7 11 12 1 3 _ 2 3 - 5 13 6 1 2 _ 5 22 3 <‘) (4) 15 15 20 19 _ - 4 22 23 17 5 18 18 11 13 13 20 6 2 11 5 18 8 2 13 2 16 14 7 2 9 12 9 18 9 25 45 14 39 22 6 3 21 30 22 7 8 16 6 23 6 _ 15 - 14 o 1 _ 7 7 2 _ 13 10 18 9 14 1 6 5 1 1 2 13 16 17 13 15 7 _ _ _ __ _ __ _ _ 2_ - _ _ 1 1 __ 5 9 21 18 11 15 _ 5 13 13 9 17 8 17 16 8 15 6 11 16 13 18 19 16 13 1 10 19 16 35 13 9 15 4 4 17 - 3 2 (4) - - 17 8 12 22 8 5 14 15 17 9 22 3 1 1 4 1 2 8 16 15 16 3 3 3 1 6 12 23 11 <4> 7 5 - 6 (4) <4> n - - - - 3 18 9 20 6 11 10 8 14 11 9 2 - 7 1 4 13 10 12 10 8 3 5 12 17 15 18 2 9 1 - 13 2 2 4 1 - 10 4 5 15 5 9 13 12 15 1 - 18 4 8 1 6 8 2 11 13 18 - 3 5 - 6 2 1 - 2 3 - 3 9 - 1 8 5 <4> 33 2 19 3 - - 8 19 11 1 4 - 17 5 25 -12 - 12 14 2 9 10 0 <4) - - - - - “ - “ ~ - ~ ” " ” “ “ - " - - - - - - 7 1 - - - - - " - “ - 7 ~ ” ~ “ “ - - - ~ - - — 14 13 ~ “ “ 4 3 1 3 (4> 1 1 - 7 2 11 - 9 - 1 2 2 8 7 8 7 3 1 8 6 3 3 2 6 7 4 8 2 25 - 27 (4) 18 1 16 2 5 1 3 9 3 8 3 5 18 8 25 2 19 1 “ - - - - - - 15 n 15 <4) - - - - 12 4 16 9 18 4 9 2 - 5 - I___ - - - “ 1 6 ” (4) “ 1 (4) “ 2 2 8 16 — _ ” “ - “ 1 - " " 6 4 10 14 11 - — - - 1 - - 4 - 2 7 o _ - " ” 5 1€ Table 36. Occupational earnings: Full-time health care occupations—Chicago, IL1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average Number (standard) (mean) 225 of weekly weekly and 250 workers hours earnings Under under 225 250 275 147 473 2,505 40.0 40.0 40.0 $554.00 363.50 331.50 716 475 125 517 40.0 40.0 40.0 40.0 319.50 365.00 365.00 298.00 1,861 4,426 405 40.0 40.0 40.0 288.00 295.00 293.00 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 700 750 800 850 900 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 700 750 800 850 900 950 950 and over 7 10 9 1 1 4 17 13 11 10 10 1 3 25 30 12 5 D 10 16 22 4 7 2 16 4 10 6 11 3 7 3 6 - - - - - - - - - - - - 16 1 2 29 19 2 14 14 18 15 7 16 16 19 16 16 12 21 14 8 4 22 13 6 3 13 26 c> 4 2 3 3 2 3 2 8 9 7 4 11 10 17 13 11 6 21 14 13 27 30 47 17 25 12 2 2 1 (4) (4) <4) _ _ 1 4 - Office clerical occupations 00 to1 2 Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 - 3 _ - (4) 2 2 1 (4) 1 - - - - - - - - - - - - - - - - - - - - - - - - - - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The Chicago metropolitan area consists of Cook, Du Page, and McHenry Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - - 3 Workers were distributed as follows: 1 percent at $950 and under $1,000; 5 percent at $1,000 and under 1,100; 3 percent at $1,100 and under $1,200; and 4 percent at $1,200 and over. 4 Less than 0.5 percent. 5 Workers were distributed as follows: 4 percent at $950 and under $1,000; and 12 percent at $1,000 and under $1,050. NOTE: Because of rounding, sums of individual items may not equal 100. ported. Overall occupation may include subcategories not shown separately. Dashes indicate that no data were re Table 37. Occupational earnings: Part-time health care occupations—Chicago, IL’ (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 April 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Average Number (mean) 4.00 of and hourly workers earnings Under under 4.00 4.50 4.50 5.00 5.00 5.50 5.50 6.00 6.00 6.50 6.50 7.00 7.00 7.50 7.50 8.00 8.00 8.50 8.50 9.00 10.00 10.50 11.00 11.50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 and over 9.00 9.50 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 14.00 15.00 16.00 17.00 18.00 19.00 20.00 Registered professional nurses 7,973 7,621 105 14.49 16.52 Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians. . . . . 546 271 9.65 10.13 _ - _ - Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 549 67 26 176 268 9.84 13.22 8.45 7.66 10.50 - - - - - - - 3 o Medical Medical Medical Nuclear records technicians . . . . . . . . . social workers . . . . . . . . . . . . . . . . . . . technologists . . . . . . . . . . . . . . . . . . . . . medical technologists. . . . . . 87 107 694 63 9.04 13.22 12.12 12.01 _ _ _ _ _ _ Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . 923 7.11 Occupational therapists. . . . . . . . . . . . . . . . . . 53 14.95 Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 28 20 <3) 0 7 0 « 2 _ _ _ “ ~ ' 1 6 - ” — ■ - - 15 14 33 4 3 10 1 1 11 12 _ _ - “ (13) 2 n 1 1 4 4 5 5 7 8 18 19 1 17 17 16 13 10 11 15 6 17 4 10 12 1 1 4 4 4 4 6 4 9 5 15 6 27 3 13 1 12 - - - ” Other health care occupations Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists .... 388 86 22 7.57 15.98 12.11 1 - - _ - _ - 4 1 - - - 2 - 1 _ - 2 12 1 1 3 1 8 3 4 11 8 11 2 16 7 13 19 14 4 14 6 15 7 10 9 9 3 3 8 12 7 10 7 6 15 7 4 8 3 10 16 8 7 13 5 4 9 16 12 27 8 17 19 4 26 1 - _ 17 17 23 7 9 27 3 1 10 10 27 5 19 9 13 21 1 2 3 2 2 6 3 6 5 2 10 - 3 10 - - 1 7 - 2 7 15 - _ _ _ 9 1 Surgical technologists. . . . . . . . . . . . . . . . . . . . . 114 9.58 - - - - Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 979 7.89 - - - <3> 423 116 14 252 7.26 8.99 8.65 6.80 _ _ - _ 2 - 10 1,366 755 34 6.03 6.17 6.66 15 7 25 41 32 - - 25 - 16 20 5 7 8 3 2 6 11 16 9 23 1 32 6 7 7 8 3 14 10 16 4 2 1 - - 4 8 6 13 21 7 13 14 9 11 11 1 9 13 22 12 11 9 11 4 5 1 7 13 18 17 27 2 9 13 7 13 5 21 7 10 2 7 1 4 - - 4 20 50 1 2 12 18 20 4 36 8 12 17 12 14 18 6 5 6 32 7 3 6 3 - 7 5 14 12 13 6 2 " “ “ “ 3 18 22 32 15 7 2 3 3 3 <3) - ” - 9 2 28 5 13 20 36 19 4 13 - 21 12 9 23 1 3 26 5 17 10 20 2 - 9 5 - “ 24 13 - - - 4 p) 4 2 - - ” 14 5 - - pi - 3 14 5 8 3 4 8 pi 8 8 2 “ 11 4 16 Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists. . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . - 8 3 - 2 - - 3 - 2 7 3 - - - - ~ - — Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 - 5 ” 4 6 ~ _ 1 The Chicago metropolitan area consists of Cook, Du Page, and McHenry Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 1 12 3 2 o 3 Less than 0.5 percent. 4 Workers were distributed as follows: 5 percent at $20 and under $21 and 11 percent at $21 and under $22. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 38. Occupational earnings: Other full-time professional, technical, and clerical occupations—Chicago, IL' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 200 (standard) (mean) of and weekly weekly workers Under und hours earnings 200 er 250 250 300 350 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 300 350 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 1200 and over - - 32 2 42 11 8 6 21 - _ _ _ _ - _ _ _ _ _ 12 35 _ _ - 10 44 7 _ _ 8 29 7 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 45 15 18 52 _ _ _ _ _ _ _ _ _ _ 16 11 _ _ _ _ 11 13 _ _ _ _ _ _ Professional and administrative occupations Accountants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel supervisors/managers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Directors of personnel Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analyst supervisors/managers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50 131 138 23 40.0 40.0 40.0 40.0 $433.50 506.00 642.00 790.50 11 79 87 27 40.0 40.0 40.0 40.0 416.00 497.50 641.50 782.00 _ _ - _ _ _ _ _ _ _ _ _ _ 36 6 13 40.0 40.0 921.00 960.50 _ _ _ _ _ 15 _ 6 6 40.0 40.0 1,085.00 1,294.00 - - _ - _ _ _ _ _ _ 107 70 40.0 40.0 516.00 645.50 - _ _ _ _ _ _ 7 _ 118 63 40.0 40.0 715.00 806.00 - - _ _ 14 40.0 909.00 - - - Computer operators Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Photographers 25 107 65 40.0 40.0 40.0 329.50 367.00 396.00 - _ _ _ 7 Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 10 40.0 40.0 434.00 562.00 _ - _ - _ - - 24 234 136 40.0 40.0 40.0 309.50 327.50 346.50 _ - 8 _ _ 17 27 21 223 79 40.0 40.0 240.50 279.50 67 29 115 100 51 40.0 40.0 40.0 306.00 335.00 311.00 - 3 25 40.0 376.50 - - - 3 25 5 17 _ 2 9 1 48 7 _ _ 9 _ _ _ _ _ _ _ _ _ _ 5 29 7 _ 26 33 _ 10 7 _ 10 4 _ _ 22 _ _ _ _ _ 15 _ _ 11 _ _ _ _ _ _ _ _ _ _ - 33 _ 23 _ _ 31 _ _ 33 15 _ _ _ _ _ _ _ _ 33 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 17 33 _ _ _ _ _ _ _ 17 _ 33 33 _ _ 17 3 50 8 3 21 3 42 11 6 21 14 10 _ 27 _ 6 2 10 _ _ _ _ _ _ _ _ 1 _ _ _ _ _ _ _ _ _ _ - 2 _ 3 2 _ _ 15 3 25 6 28 3 18 32 6 27 3 16 3 _ _ _ _ _ _ _ _ - - - - - - - - - 14 29 - 14 29 - 14 - - - 96 21 22 4 52 18 _ 17 52 _ 4 8 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 12 41 _ _ _ _ _ _ _ _ _ _ _ _ - 60 - 20 - - - - _ - _ - 47 20 _ - - - - - - " 58 42 35 17 24 26 _ 6 18 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 22 30 6 37 2 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 55 25 29 28 38 65 4 31 4 10 6 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - 8 24 40 20 8 - - - - - - - - " - - - - - - _ _ _ 7 8 2 3 _ 3 _ _ Technical support occupations _ Clerical support occupations Accounting clerks Level 1. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level 1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level 1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level 1!. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Messengers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 4 2 _ 8 Table 38. Occupational earnings: Other full-time professional, technical, and clerical occupations—Chicago, IL'—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,1 2 *April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Purchasing clerks/assistants Level II ...................................................... Secretaries Level I........................................................ Level II....................................................... Level III...................................................... Level IV...................................................... Typists Level I ....................................................... General clerks Level II....................................................... Level III...................................................... 200 Number Average Average (standard) (mean) and 250 of weekly Under und workers weekly hours earnings 200 er 300 250 300 350 450 350 400 450 500 - 55 24 18 3 52 30 20 15 11 30 41 47 7 21 16 2 21 t4) 3 2 <4) 33 40.0 $368.50 234 138 375 135 40.0 40.0 40.0 40.0 359.50 394.50 437.50 458.00 - - - 37 22 3 - 54 40.0 272.50 - 44 31 24 421 358 40.0 40.0 290.50 322.50 “ 11 ” 53 35 32 41 - - - - <4) 3 - - - 1 The Chicago metropolitan area consists of Cook, Du Page, and McHenry Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bo https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 400 500 550 600 550 600 650 7 15 12 1 5 5 650 700 700 750 750 800 800 850 850 900 900 950 950 1000 1000 1050 1050 1100 1150 1100 1150 1200 1200 and over “ - nuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Workers were distributed as follows: 17 percent at $1,300 and under $1,350 and 33 percent at $1,500 and over. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Table 39. Occupational earnings: Full-time health care occupations—Cleveland, OH' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Occupation and level Average Average Number (standard) (mean) 250 of weekly weekly and 275 workers hours earnings Under under 250 275 300 Percent of workers receiving straight-time weekly earnings (in dollars) of 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 . _ _ _ _ - _ _ _ _ _ _ _ _ _ 1 7 8 9 9 23 12 6 15 14 14 9 6 9 17 8 8 5 5 _ _ _ - _ - _ _ - _ <4> <4> _ 5 (4) 12 (4) <4) (4) 32 32 20 3 7 3 3 17 17 6 17 90 an ove Registered professional nurses Supervisors of nurses............................... Head nurses..................................... Nurse anesthetists.................................. Level III............................... Nursing instructors................................. Staff nurses................................ Level II............................................. 111 359 93 93 78 5,149 4,838 40.0 40.0 40.0 40.0 40.0 40.0 40.0 $734.50 726.00 1,003.50 1,003.50 698.00 598.50 594.00 Dietitians...................................... Licensed practical nurses.......................... Level II......................................... Medical laboratory technicians .................. Medical machine operating technicians....................................... Level I........................... Level II................................................. Level III................................................ Level IV ............................................... Diagnostic medical sonographers............ Level III..................................... EEG technicians ........................... Level II...................................... EKG technicians ................. Level I...................................... Level II........................................ Respiratory therapists ............................. Level II........................... Level III....................................... Medical records administrators.................. Medical records technicians ...................... Medical social workers .............................. Medical technologists ................... Nuclear medical technologists................... Nursing assistants ........................ Level II...................................... Occupational therapists............................. Pharmacists.......................... Pharmacy technicians........................ Physical therapists' supervisors................. Physical therapists...................... Radiation therapy technologists ................ Radiographers’ supervisors (X-ray) ... Radiographers (X-ray) .................. 73 1,343 1,174 227 40.0 40.0 40.0 40.0 487 71 173 208 35 56 35 59 45 90 44 40 261 82 147 30 113 148 487 55 762 620 67 175 213 18 89 28 44 351 Surgical technologists................................ Unit secretaries........................... 115 877 _ _ _ _ - _ _ _ - _ _ _ - . _ _ _ _ - 559.00 402.00 403.50 401.50 _ _ _ _ _ . _ _ _ 1 1 4 7 7 7 11 12 16 4 25 20 22 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 451.50 351.00 427.00 497.50 502.00 502.50 513.50 419.50 442.00 368.00 347.00 380.00 475.50 441.50 497.00 608.00 372.00 548.50 548.00 500.50 329.00 321.50 551.50 767.50 375.50 750.00 605.00 506.50 582.50 441.00 - _ 2 3 7 4 10 _ - 1 _ 1 _ 5 1 7 _ 12 5 _ _ 3 4 18 18 20 (4) 4 _ 10 9 14 11 2 3 27 36 22 9 10 9 16 7 13 24 12 5 5 3 7 5 3 20 7 29 18 20 9 17 27 11 2 7 9 10 13 14 13 44 10 23 7 11 25 9 8 g 2 18 15 4 (4) 3 (4) 6 7 7 13 27 21 6 6 1 1 2 15 15 12 20 6 18 11 8 7 30 23 18 2 40.0 40.0 414.00 ' 339.50 1 1 3 3 7 7 11 11 3 13 14 9 13 14 9 18 19 12 17 17 23 10 10 12 6 3 9 2 1 1 21 24 21 1 3 4 7 5 29 12 4 15 7 10 5 4 1 3 2 13 13 6 9 21 8 4 1 1 28 5 24 6 17 4 9 6 6 13 9 2 18 6 5 9 2 2 1 11 32 46 54 57 12 11 1 1 16 17 11 14 2 2 1 8 9 5 3 2 2 1 1 1 _ _ _ 1 (4) - Other health care occupations See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ - _ _ _ - _ _ _ _ - _ _ 5 7 11 _ _ 10 _ 8 11 _ _ _ _ _ _ 5 _ _ 15 _ _ 14 _ _ 12 18 _ _ 15 _ 20 31 12 11 _ 8 _ _ _ 15 17 _ _ _ 29 _ _ _ _ _ _ _ _ _ _ _ 8 _ 10 24 15 11 19 2 14 3 37 7 21 30 18 22 15 14 3 2 5 _ _ _ _ _ _ _ _ 2 _ _ _ _ 4 _ _ 2 _ 26 39 2 6 _ _ _ _ _ . 3 8 2 30 1 1 _ 24 31 1 _ 2 3 9 2 3 _ 6 5 3 18 4 21 2 3 2 2 7 _ 1 1 10 _ 16 3 5 4 (4) 1 11 10 17 " - Table 39. Occupational earnings: Full-time health care occupations—-Cleveland, OH1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,1 2 3March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) of weekly weekly workers earnings Under hours 250 250 and 275 under 275 300 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 7 3 5 23 39 24 24 41 15 29 37 12 21 24 29 1 2 14 2 10 10 6 2 12 16 17 5 21 25 15 27 21 38 20 26 24 4 6 5 900 and over Office clerical occupations 00 Admitting clerks ........................................ Medical transcriptionists............................ Payroll clerks............................................ Switchboard operators.............................. 217 143 41 98 40.0 40.0 40.0 40.0 562 1,110 172 40.0 40.0 40.0 $340.50 361.50 359.00 322.50 5 1 - - - - - - Service occupations Food service helpers ................................ Hospital cleaners...................................... Laundry workers ....................................... 296.50 511 303.50 4 6 316.50 7 1 The Cleveland metropolitan area consists of Cuyahoga, Geauga, Lake, and Medina Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Workers were distributed as follows: 11 percent at $900 and under $950; 46 percent at $950 and under $1,000; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 13 percent at $1,000 and under $1,050; 23 percent at $1,050 andunder $1,100; 2 percent at $1,100 and under $1,150; and 1 percent at $1,150 and under $1,200. 4 Less than 0.5 percent. 5 Workers were distributed as follows: 4 percent at $175 and under $200; 3 percent at $200 and under $225; and 5 percent at $225 and under $250. NOTE: Because of rounding, sums of individual items may not equal 100. ported. Overall occupation may include subcategories not shown separately. Dashes indicate that no data were re Table 40. Occupational earnings: Part-time health care occupations—Cleveland, OH1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number (mean) 5.50 of hourly and 5.75 workers earnings Under under 5.50 5.75 6.00 6.00 6.25 6.50 6.75 7.00 7.50 8.00 8.50 9.00 9.50 6.25 6.50 6.75 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 and over Registered professional nurses Staff nurses................................ Level II ..................................... 2,777 2,693 $14.91 14.85 - - _ - _ - _ - _ _ _ . . . . - - - - - - - - - Dietitians..................................... Licensed practical nurses............ Medical laboratory technicians .... 27 636 124 13.40 9.96 9.63 _ - _ - _ - _ - _ _ - . _ - . - ' - 5 10 6 19 8 15 11 32 14 24 11 Medical machine operating technicians................................ Diagnostic medical sonographers EEG technicians ....................... EKG technicians ....................... Respiratory therapists ............... 163 16 6 28 113 10.82 12.35 10.28 8.75 11.15 - _ - _ _ - _ _ - _ _ - _ _ _ _ - _ _ 11 _ _ _ _ 36 7 7 _ 50 18 4 Medical Medical Medical Nuclear records technicians ........ social workers ................ technologists ................. medical technologists..... 14 24 256 17 9.44 12.77 13.07 12.52 - - Nursing assistants ....................... 281 7.46 - - 18.31 8.87 15 03 10.79 9.92 _ - _ - _ _ _ _ _ _ _ _ Radiographers (X-ray)................. Surgical technologists................. 9 36 60 29 157 25 _ - _ - _ - _ - _ - _ _ - - Unit secretaries........................... 489 8.02 129 46 10 102 8.01 8.60 8.00 7.69 433 246 26 6.75 6.87 7.08 1 1 2 2 7 8 18 15 2 6 12 8 13 9 25 8 18 10 4 3 - 3 3 5 5 5 5 15 15 10 10 10 11 11 4 30 37 4 10 6 17 7 19 7 25 2 6 17 2 1 10 12 8 6 1 3 2 17 7 6 8 13 24 8 21 12 19 24 33 9 18 17 17 1 - - - - - - 8 8 13 13 19 19 3 10 8 Other health care occupations Pharmacists................................ Pharmacy technicians................. _ - _ 1 _ _ _ _ _ _ - 7 - 6 - 9 _ 25 6 43 1 - 1 1 _ 5 1 1 _ 6 _ 6 4 8 6 17 14 6 _ 4 - - - - - - - 13 1 4 18 _ - _ - _ _ _ - - - - 23 37 16 2 0 - 5 13 8 25 23 18 5 2 - - - - (4) 5 - ' 3 _ - 14 8 _ - _ 4 12 2 4 4 16 12 36 11 15 25 20 13 11 4 - - - - - - - - - - - - - - - - - - - - - - n 1 3 15 21 22 26 7 1 14 20 10 24 10 24 30 5 9 1 8 Office clerical occupations Admitting clerks.......................... Medical transcriptionists .............. Payroll clerks........... ................... Switchboard operators................. 2 - 6 _ - 6 _ - 3 . . _ - _ _ - 2 30 - 11 _ _ 2 16 9 _ 18 14 17 _ 18 25 15 30 25 13 6 - 11 7 8 9 23 19 4 17 4 22 30 58 16 3 8 6 8 1 7 - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - Service occupations Food service helpers .................. Hospital cleaners........................ Laundry workers ...................... 9 6 - 3 _ 4 6 n 1 The Cleveland metropolitan area consists of Cuyahoga, Geauga, Lake, and Medina Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Workers were distributed as follows: 5 percent at $16.50 and under $17; and 5 percent at $17 and over. 4 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis (4) - - 5 Workers were distributed as follows: 6 percent at $16.50 and under $17; 28 percent at $17 and under $18; 22 percent at $18 and under $19; 19 percent at $19 and under $20; 11 percent at $20 and under $21; and 3 percent at $21 and under $22. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 41. Occupational earnings: Other full-time professional, technical, and clerical occupations—Cleveland, OH’ (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 250 (standard) (mean) and 275 of weekly und workers weekly hours earnings er 300 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 - - - 15 6 24 24 9 9 21 13 3 9 35 13 17 13 13 33 4 27 - - - 14 43 43 3 - - - “ 67 - ~ Professional and administrative occupations Accountants Level li....................................................... Level III...................................................... Level IV...................................................... Level V....................................................... Personnel specialists Level II...................................................... Level IV...................................................... Directors of personnel Level II....................................................... Level ill...................................................... Buyers Level ii...................................................... Level III...................................................... Computer programmers Level I ....................................................... Level II...................................................... Computer systems analysts Level I ....................................................... Level II....................................................... 34 23 15 7 40.0 40.0 40.0 40.0 $462.50 626.50 744.50 1,042.00 - 17 40.0 539.50 - 29 40.0 766.00 7 6 40.0 40.0 877.00 1,105.00 29 13 40.0 40.0 524.00 634.50 7 17 32 40.0 40.0 40.0 447.50 516.00 625.00 - 21 40 40.0 40.0 617.50 706.50 - 11 54 42 40.0 40.0 40.0 40.0 356.00 408.50 440.50 495.00 47 33 40.0 40.0 343.50 373.50 - 11 - 13 9 30 9 34 24 11 39 2 18 30 40.0 353.50 - 7 7 33 17 30 7 7 10 40.0 40.0 388.50 380.50 - 30 14 - “ ” 57 20 14 - - - - - 6 - - - - - - - - - - - - - - 7 - - - - 14 - - 6 - 3 43 12 6 - 29 31 47 15 6 31 7 15 17 8 21 41 10 - 29 - - 43 8 - - - - - - - - 14 14 21 24 15 17 8 3 46 10 8 15 18 9 24 19 12 25 41 3 - 10 3 29 13 38 15 14 13 10 15 22 14 29 7 7 43 14 29 - ~ “ 43 18 3 7 7 - - - - - ~ " “ — 33 - “ 18 _ 33 - 8 - 3 “ “ ~ ” - ~ ~ ■ Technical support occupations Computer operators Level I ........................................................ Level II...................................................... Level III...................................................... - 18 6 18 2 9 9 - - - - - 27 7 5 - 24 17 27 6 17 17 26 — Clerical support occupations Accounting clerks Level II...................................................... Level III...................................................... File clerks Key entry operators Level II ...................................................... Personnel derks/assistants Level II....................................................... Level III ...................................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ~ 14 50 ~ - - ' " Table 41. Occupational earnings: Other full-time professional, technical, and clerical occupations—Cleveland, OH1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 250 (standard) (mean) and 275 of workers under 300 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 18 41 24 _ - _ _ _ _ _ _ _ _ _ - - - - _ - _ 11 14 - 9 _ 23 - 4 _ 31 13 4 7 13 58 _ _ _ _ _ _ _ _ _ “ _ _ _ - _ _ - _ _ _ - _ _ - _ _ _ - _ _ _ - _ _ - - _ - - - VO o Purchasing clerks/assistants Level II...................................................... Secretaries Level I....................................................... Level II...................................................... Level III...................................................... Level IV..................................................... 17 40.0 $377.00 23 28 71 24 40.0 40.0 40.0 40.0 348.50 356.50 427.00 478.50 _ _ - _ - 18 - 26 14 4 - 57 43 - _ 25 4 - 1 The Cleveland metropolitan area consists of Cuyahoga, Geauga, Lake, and Medina Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for over time and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers' regular pay. Excluded were performance bo https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 7 4 1 21 3 4 nuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 42. Occupational earnings: Full-time health care occupations—Detroit, Ml1 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Pe Occupation and level Average Average Number (standard) (mean) of weekly weekly workers hours earnings Linder 225 225 and 250 under 250 275 300 325 350 375 450 475 500 600 650 700 800 850 900 950 - - - - - - 300 325 350 375 400 475 500 525 550 575 600 650 700 750 800 850 900 950 1000 - <3> p) 1 - - - - - - - - - - - - _ _ _ _ - - _ _ _ _ _ - _ - - 9 16 20 16 22 3 3 - - 7 20 34 23 41 5 p) 2 _ 27 22 21 24 19 10 13 4 - 18 15 15 32 5 - - 4 6 2 - - 6 2 5 15 15 - 11 11 17 525 550 575 750 1000 and over 275 Registered professional nurses Supervisors of nurses................................ Head nurses............................................. Clinical specialists ..................................... Level III................................................ Level IV............................................... Nurse anesthetists..................................... Level III................................................ Nurse practitioners .................................... Level IV ............................................... Nursing instructors..................................... Staff nurses.............................................. Level II................................................. 94 604 271 105 166 286 286 24 17 123 7,876 7,561 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 $757.00 698.00 709.00 675.50 730.00 1,007.50 1,007.50 731.50 688.50 650.50 560.50 559.50 _ _ _ _ _ _ _ _ _ - _ _ _ - _ _ _ _ - _ _ _ _ _ _ _ - _ _ _ _ _ _ - _ _ _ _ _ _ _ - _ _ _ _ _ _ _ t3) _ _ _ _ _ _ _ t3) Dietitians................................................... Licensed practical nurses.......................... Level II................................................. Medical laboratory technicians................... Medical machine operating technicians .............................................. Level I.................................................. Level II................................................. Level III................................................ Diagnostic medical sonographers............ Level II................................................. Level III................................................ EEG technicians ..................................... Level I............. ......... ............. ............. Level II................................................. EKG technicians..................................... Level I.................................................. Level II................................................. Level III................................................ Respiratory therapists ............................. Level II................................................. Level III................................................ Medical records administrators.................. Medical records technicians ...................... 135 1,599 1,599 177 40.0 40.0 40.0 40.0 539.50 409.50 409.50 392.50 _ _ _ _ _ _ _ _ _ - _ _ - _ _ - _ _ 11 _ _ 6 3 3 8 19 19 9 17 17 9 1,021 90 473 450 105 27 78 26 9 15 242 74 139 29 595 268 312 59 150 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 39.5 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 440.00 333.50 410.50 491.00 494.00 440.50 512.50 394.50 368.00 405.00 369.00 329.50 365.00 487.00 460.00 432.50 486.00 628.00 390.50 - 0 6 - 1 4 2 14 2 - 5 19 6 - 3 12 4 - 6 29 8 1 4 9 16 16 <3) _ _ _ 3 _ Medical technologists ................................ Nuclear medical technologists................... Nursing assistants ..................................... Level II................................................. Level III................................................ Occupational therapists............................. Pharmacists.............................................. Pharmacy technicians................................ 641 101 1,463 1,328 55 140 449 469 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 521.50 506.00 302.50 297.50 365.50 528.00 724.00 323.00 _ - _ - _ 13 14 _ 6 _ 21 22 _ _ 20 _ 32 34 11 _ 31 - 4 _ _ - _ _ _ - - _ _ - _ _ - _ - _ _ - _ - - 8 15 16 6 18 18 6 16 16 17 24 21 21 20 38 35 29 2 2 14 1 1 - - - - - : - - 29 41 27 <3> <3) 6 5 5 4 2 2 5 7 7 - 4 64 64 - - - - - - - - - - - - - - - - - - - - - - ' ' ' ' ' - - - - - - ~ " “ - - - 2 2 12 12 3 14 14 12 8 8 6 23 2 2 6 14 3 3 2 8 1 1 14 11 12 4 5 1 o - - - - 3 9 <3) - - - - - - - - - - - - - - - - 12 - - - - - - - - - - - - - - - - - - - _ _ _ - - - - - - - - - - - - <3) Other health care occupations Physical therapists..................................... Radiation therapy technologists ................. Radiographers’ supervisors (X-ray)............ Radiographers (X-ray)................................ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 147 55 88 651 40.0 40.0 40.0 40.0 600.50 490.50 571.50 443.00 _ _ _ _ - _ _ _ - 2 7 _ - _ - 8 9 _ _ _ 2 5 1 _ _ _ _ _ 8 18 5 _ <3) 0 _ _ _ 17 16 22 _ 1 _ 12 22 7 11 12 12 _ _ 27 56 13 17 27 15 _ 3 6 _ 23 25 _ _ 2 (3> 29 _ 15 1 1 25 _ 10 22 20 20 _ 16 _ - _ - _ - _ _ _ - - - - - - - - - - - - - - 19 22 20 17 15 22 3 5 10 _ 9 - - - 1 6 _ 3 19 7 3 14 14 16 3 16 3 4 10 C3) 11 20 18 7 17 16 4 22 10 1 8 15 21 22 14 17 10 6 4 3 4 31 17 16 20 3 6 5 10 20 f3) 3 21 14 11 16 28 15 7 21 - - - 17 12 15 10 14 19 11 26 18 4 12 - 21 - - - 25 29 13 14 8 19 7 7 7 9 3 5 3 1 _ <3> 10 8 33 5 15 1 4 1 7 16 8 5 11 5 10 6 0 10 8 13 28 16 14 - 23 5 10 2 - " - “ _ _ 1 <3) - - - - - - - - - - 1 8 pi 10 - - - 13 4 1 8 <3> 16 - 19 1 - - 14 10 17 - 9 - 2 9 12 29 7 18 <3> - 1 13 10 2 3 7 5 - - - - - - - - - - - - - - - : : - - - - - - - - - - 26 22 12 1 <3) - - 47 7 22 1 16 3 _ _ - - - - - - - - - - - - - “ “ — 1 27 5 5 1 ~ 3 - - - - 5 ~ Table 42. Occupational earnings: Full-time health care occupations—Detroit, Ml1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Speech pathologists....................... Surgical technologists... ................. Unit secretaries............................... Average Average Number (standard) (mean) 225 of weekly weekly and 250 workers hours earnings Under under 225 250 275 51 411 1,471 40.0 40.0 40.0 $571.50 375.50 319.50 482 237 80 148 40.0 40.0 40.0 40.0 312.00 362.50 345.00 321.50 881 2,063 120 40.0 40.0 40.0 284.00 286.50 289.00 - - 1 ' 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 1000 1000 and over 24 16 30 22 19 0 4 5 - - - - - - - - - - - - 26 14 21 17 7 10 23 12 P) 12 - 4 1 29 - ' ' ' ' ~ ' ' 15 26 20 35 38 6 20 31 14 3 32 14 - 4 4 - 1 - p) 2 2 ' ' 12 - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - “ - ~ - - “ ' ' ' " ' ' " - - - - - - - “ “ “ r ~ - Office clerical occupations \D to Admitting clerks............................. . Medical transcriptionists................. Payroll clerks.................................. Switchboard operators................... . - - - 16 8 - - - - ' ' 5 22 34 8 20 21 19 19 15 20 23 51 41 40 28 Service occupations Food service helpers...................... Hospital cleaners............................ Laundry workers ............................ . 1 2 - 15 10 6 1 The Detroit metropolitan area consists of Lapeer, Livingston, Macomb, Monroe, Oakland, St. Clair, and Wayne Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis p) - duction bonuses. 3 Less than 0.5 percent. 4 Workers were distributed as follows: 39 percent at $1,000 and under $1,050; 22 percent at $1,050 and under $1,100; and 3 percent at $1,000 and under $1,150. NOTE: Because of rounding, sums of individual items may not equal 100. ported. Overall occupation may include subcategories not shown separately. Dashes indicate that no data were re Table 43. Occupational earnings: Part-time health care occupations—Detroit, Ml’ (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number (mean) 5.00 of hourly and 5.50 workers earnings Under under 5.00 5.50 6.00 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 20.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 20.00 over 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 6.50 7.00 7.50 8.00 8.50 9.00 9.50 _ _ - _ _ _ _ - _ - _ - _ - _ - - _ _ - _ _ _ 5 1 16 3 16 13 5 _ 14 - _ 30 21 7 3 9 3 10 4 14 Registered professional nurses Staff nurses................................ Level II ..................................... Level III .................................... 2,936 2,834 21 $14.22 14.19 21.97 _ _ - _ _ _ - - - - Dietitians..................................... Licensed practical nurses............ Medical laboratory technicians .... 32 568 57 13.19 10.37 8.50 _ - _ - _ - _ - _ 16 Medical machine operating technicians................................ Diagnostic medical sonographers 270 45 10.66 13.07 - - - - 2 Respiratory therapists ............... - - - _ _ - o a 3 3 1 1 8 8 - 7 7 - 13 13 - 10 10 " 14 14 10 16 17 - 24 25 19 3 2 14 0 t1 3) 2 - - - 4 57 - - _ 14 4 9 13 2 19 7 2 6 2 9 2 3 <3) 34 - _ - 13 - - - - - - - 8 9 4 7 9 4 11 6 13 6 4 5 16 9 13 3 16 2 13 - - - - - - 15 14 8 5 7 14 3 14 - - - - - - - - 8 46 _ 5 23 4 21 7 14 _ - 6 9 13 15 5 11 19 14 18 41 36 8 o - - - 13 - - - 13 - _ - - - - - - - - - - - - - 17 - 14 - 26 13 2 16 _ 24 _ 32 10 - - 12 - 5 2 Other health care occupations VO 111 11.31 records technicians ........ social workers ................ technologists .................. medical technologists..... 24 38 213 22 10.10 13.76 13.16 12.65 Nursing assistants....................... 593 7.52 Occupational therapists............... Pharmacists................................ 42 135 13.91 17.67 Radiation therapy technologists .... Radiographers (X-ray).................. Surgical technologists.................. 7 235 31 22 Unit secretaries........................... Medical Medical Medical Nuclear _ _ _ _ - _ - _ 2 1 - 14 8 5 7 _ _ _ _ - _ - _ - 25 _ - 19 14 31 20 8 _ - _ _ 4 _ 1 - - _ - 3 _ 10 _ 7 _ 21 43 6 23 18 23 23 5 9 9 12 1 - 5 _ _ _ _ _ _ _ _ - - - - - _ - - - - - 12.44 10.79 14.46 9.73 _ - _ - _ - ' _ - _ - _ - _ _ _ _ - - - - - - - - 656 7.81 - - 235 7.46 _ _ 9 14 21 24 5 25 24 17 24 21 I3 14 15 22 17 1 - _ 7 _ - _ _ 2 _ - _ - _ 7 _ 1 - _ 5 8 4 7 3 6 5 3 3 - - 12 - 10 59 22 _ _ 15 29 11 14 2 14 <3> 26 _ t3) 13 _ 39 19 - - - - - 5 8 - - - - - - - - - - - - - - - _ _ _ _ _ - _ _ _ - - - - - - _ _ - _ _ - _ _ _ _ - ” - - - - - _ - _ - 4 Office clerical occupations Admitting clerks .......................... _ _ _ ' t6 7 6 Service occupations Food service helpers ..... ............. Hospital cleaners......................... 831 594 6.66 6.67 1 2 10 11 13 14 21 18 16 15 (3> 8 2 - 1 The Detroit metropolitan area consists of Lapeer, Livingston, Macomb, Monroe, Oakland, St. Clair, and Wayne Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ - - _ - - _ ~ 3 Less than 0.5 percent. 4 Workers were distributed as follows: 5 percent at $23 and under $24; 10 percent at $25 and under 26; and 43 percent at $27 and under $28. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 44. Occupational earnings: Other full-time professional, technical, and clerical occupations—Detroit, Ml (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Number Average 200 (standard) (mean) of and weekly weekly workers Under und hours earnings 200 er 225 225 250 275 300 325 350 375 400 425 450 475 500 850 900 950 900 950 1000 17 - 11 - 20 12 - - 16 - - - - - - - - 550 600 650 700 750 800 700 750 800 850 - - 22 2 20 250 275 300 325 350 375 400 425 450 475 500 550 600 650 - - - - 5 11 8 19 16 26 27 19 5 3 3 8 32 28 13 49 - 35 22 8 38 14 4 - - - - Professional and administrative occupations Accountants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Buyers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 31 65 18 40.0 40.0 40.0 40.0 $432.00 509.50 565.00 750.50 - 37 58 25 40.0 40.0 40.0 478.00 539.50 769.00 - - - - - - _ - 11 42 49 40.0 40.0 426.50 493.00 - - - - - - - - 21 6 14 26 34 40.0 40.0 40.0 460.50 585.00 678.00 - - - _ - _ - _ - _ - _ - _ - _ - - 17 40.0 698.50 - - - - - - - - - - - - 26 13 39.0 40.0 358.00 429.00 - - - - 15 - 4 58 - - - 19 23 4 23 23 88 60 40.0 40.0 326.00 352.50 - _ 1 5 _ 14 2 32 23 26 22 17 33 5 10 1 _ _ 155 22 40.0 39.5 273.50 262.50 5 21 18 15 36 5 1 - 26 45 26 _ _ _ _ _ _ 49 56 40.0 40.0 329.00 286.00 _ _ _ 6 52 45 13 33 20 16 14 9 21 15 40.0 40.0 40.0 323.50 370.00 398.00 _ - 11 _ _ - _ _ 7 44 10 7 11 29 33 14 33 - - 5 22 3 2 6 3 22 _ - - - - 14 12 8 45 12 14 2 5 12 14 20 31 14 - 36 14 4 36 4 7 15 38 21 - 8 38 29 - 7 5 3 3 18 22 2 5 16 - 4 - 31 6 6 - 12 18 24 12 - 29 - - - 15 15 " - - - - - - - - - 10 _ _ _ _ - - - - - - - - - - _ _ _ _ _ - _ _ - - - - - - - _ 14 7 _ 13 27 _ - _ “ _ “ - - - _ - “ _ “ - “ _ 6 Technical support occupations Computer operators Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clerical support occupations Accounting clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 _ - _ - - _ 33 7 Table 44. Occupational earnings: Other full-time professional, technical, and clerical occupations—Detroit, Ml —Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level VO Ln Purchasing clerks/assistants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Typists Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Number Average Average 200 (standard) (mean) of and weekly workers weekly Linder und hours earnings 200 er 225 225 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 250 275 300 325 350 375 400 425 450 475 500 550 600 650 700 750 800 850 900 950 1000 8 42 _ 54 8 29 8 8 _ _ _ _ _ _ _ _ _ _ _ _ _ _ 33 8 _ _ _ _ 3 19 p> 27 7 4 22 11 8 21 18 18 7 19 18 o 14 25 i3) 17 16 6 e> 13 8 69 2 13 1 13 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - _ - _ - - _ - _ _ - 12 24 40.0 39.5 $303.00 347.00 _ _ _ 310 248 256 130 16 40.0 40.0 40.0 40.0 40.0 363 50 378.50 442.50 451.50 538.00 _ - _ - _ _ _ - _ _ _ 64 61 40.0 40.0 298.00 317.00 _ 2 3 14 _ 16 25 23 26 3 13 _ _ _ _ _ _ 39 36 _ _ _ _ 21 231 225 40.0 40.0 40.0 267.00 294.50 335.50 _ - 10 19 1 38 34 4 _ 26 9 33 23 24 _ 11 28 _ 5 23 _ _ 12 _ _ - _ _ - _ - - - 1 The Detroit metroplitan area consists of Lapeer, Livingston, Macomb, Monroe, Oakland, St. Clair, and Wayne Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes pre mium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-liv ing pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. were reported. Dashes indicate that no data Table 45. Occupational earnings: Full-time health care occupations—Minneapolis-St. Paul, MN-WI (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number (standard) (mean) 225 of 250 weekly weekly and workers Under hours earnings under 225 275 250 275 300 325 350 375 400 300 325 350 375 400 425 _ _ _ _ _ _ 425 450 475 500 525 550 450 475 500 525 550 575 _ _ _ _ _ _ 575 600 600 625 650 675 700 725 750 800 625 650 675 700 725 750 800 850 _ _ 11 13 15 15 7 15 46 46 (3) <3> 15 16 30 o <3> 28 21 19 39 12 11 1 _ - _ - _ - - 850 and over Registered professional nurses Supervisors of nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 363 40.0 40.0 $751.00 701.00 Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 40.0 661.50 Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 319 40.0 968.00 _ _ _ _ _ _ _ _ _ _ _ (3) 2 443 2,341 72 40 0 40.0 40.0 575 50 575.50 604.00 _ Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33 40.0 518.50 _ _ _ _ _ _ _ Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ _ _ _ _ _ _ _ _ _ (3) 0 - 9 9 - _ 8 - 8 8 8 7 7 7 3 6 6 8 8 8 22 13 13 3 36 18 9 _ 8 8 3 - 7 4 4 15 15 10 5 15 31 32 32 4 23 23 10 11 14 14 36 23 24 15 4 4 3 _ - 2 2 10 11 7 (3) 3 2 2 15 16 - _ 3 3 3 3 _ _ - 4 _ 4 90 90 <3) _ _ _ Other health care occupations _ 6 24 _ Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 340 40.0 394.50 _ _ _ _ 1 15 10 12 59 2 Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 260 40.0 444.00 - - 1 2 1 5 5 13 10 13 17 10 15 4 2 Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . 131 87 31 40.0 40.0 40.0 432.50 485.00 500.50 _ - _ - 2 - - - - 8 1 22 3 15 2 13 15 14 6 7 8 17 6 7 1 3 10 11 12 22 17 143 78 46 19 95 107 352 30 465 424 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 410.00 333.00 311.00 461.50 451.00 471.00 683.50 386.00 516.00 540.50 534.50 300.50 301.50 _ - _ - _ 9 12 _ 18 24 _ 14 18 17 8 9 17 5 - - - - - - 25 41 47 1 1 7 30 42 46 17 5 2 9 13 14 EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 18 6 7 17 - - 11 13 7 10 17 2 18 18 20 24 26 26 14 12 24 13 9 13 5 4 9 5 16 - 3 17 23 24 13 - - - 1 11 4 7 15 11 3 2 15 8 10 20 7 23 33 15 30 4 23 30 10 17 29 17 15 169 40.0 740.00 Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray). . . . . . . . . . . . . . . Radiographers (X-ray) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 31 30 27 257 238 40.0 40.0 40.0 40.0 40.0 654.50 532.50 624.00 469.50 383.00 - _ 2 2 3 1 18 17 16 17 52 55 21 21 _ _ 8 8 1 - - - 1 - 8 - 6 - _ - _ _ - _ _ 2 _ 2 _ 2 6 _ 23 _ 4 17 _ 14 20 _ 9 13 13 7 11 14 - - - - - 1 1 2 - - - - - - - - - - _ _ - - - _ - _ - _ - _ - _ - — - - - - - 26 32 - 21 - - - - _ _ _ 19 25 40 _ — — 10 10 7 _ 22 - _ - - 1 3 4 3 6 12 - 7 2 6 3 - 3 2 6 - - 1 1 2 - - _ 7 _ - 13 - 6 5 7 _ _ _ 7 7 10 16 1 29 34 40 19 16 16 10 19 2 8 26 7 16 6 7 15 - 5 1 6 1 - 3 13 - - - _ _ _ _ _ - - - - - 4 13 13 _ _ - - _ - 4 - - _ — - - 7 Table 45. Occupational earnings: Full-time health care occupations—Minneapolis-St. Paul, MN-WI1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Average Average (standard) (mean) weekly weekly and workers hours earnings Under under 225 250 Number Occupation and level Office clerical occupations VO Admitting clerks. . . . . . . . . . . . . Medical transcriptionists Payroll clerks. . . . . . . . . . . . . . . . . . Switchboard operators .. $299.00 353.00 365.00 314.00 Service occupations Food service helpers Hospital cleaners. . . . . Laundry workers. . . . . . 305.50 303.00 301.00 1 The Minneapolis-St. Paul metropolitan area consists of Anoka, Carver, Chisago, Dakota, Hennepin, Isanti, Ram sey, Scott, Washington, and Wright Counties, MN; and St. Croix County, Wl. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis duction bonuses. 3 Less than 0.5 percent. 4 Workers were distributed as follows: 5 percent at $850 and under $900; 15 percent at $900 and under $950; 29 percent at $950 and under $1,000; 29 percent at $1,000 and under $1,050; and 12 percent at $1,050 and under $1,100. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 46. Occupational earnings: Part-time health care occupations—Minneapolis-St. Paul, MN-WI1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number of workers 5.25 (mean) hourly and Under earnings under 5.25 5.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 and over 5.50 5.75 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 5.75 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 _ - - Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6,201 6,054 $14.18 14.20 _ - _ - _ - _ _ _ _ _ _ _ - - - - - - - _ _ _ _ _ _ _ _ _ p) _ o <13) 2 4 4 5 5 6 6 6 6 6 6 7 7 16 16 13 13 25 25 8 8 2 2 11 18 15 5 2 7 4 4 7 7 38 4 13 1 19 _ _ _ 14 29 1 1 p) o Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 13.05 Medical laboratory technicians. . . . . 115 9.97 - - - - - Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers 218 16 10.44 12.77 - - - - _ 1 6 EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 8.52 _ _ _ _ _ 8 15 - _ _ _ 9 5 13 3 7 21 17 22 19 10 2 6 9 1 7 7 7 11 11 11 10 31 31 19 8 4 8 4 - _ _ _ <3) 4 _ _ - _ - - - - _ - _ _ _ _ _ _ - - - 8 Medical records technicians . . . . . . . . . 39 9.25 Nuclear medical technologists. . . . . . 21 12.58 Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . 778 6.92 Occupational therapists. . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 105 106 13.19 17.55 _ _ _ - - Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . 61 169 14.39 11.57 _ - Surgical technologists. . . . . . . . . . . . . . . . . . . . . 93 9.36 Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 632 8.13 - Admitting clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 248 7.43 _ Switchboard operators. . . . . . . . . . . . . . . . . . . . 181 7.16 417 99 6.61 6.30 8 21 13 21 21 5 5 5 3 VO oo 14 10 28 19 11 19 o - - - _ _ _ _ _ _ _ _ _ _ - - - - - _ _ _ _ _ _ _ _ _ - - - - - - _ 8 - 3 - 2 1 1 2 _ - - - 10 _ _ 3 5 4 9 7 8 17 22 6 2 4 2 4 4 10 11 24 3 21 21 19 18 11 3 15 15 23 19 13 9 3 19 4 4 - 2 1 - - _ _ - - o 14 9 19 10 - - - - - 16 10 17 14 15 - - - - - 2 25 3 20 16 7 - - 8 - - 4 8 5 4 - - - 3 18 _ _ 15 34 10 10 - - - - - - - 1 2 - _ 8 4 61 _ _ - - - - - - - - - - - - - _ _ _ _ _ _ _ _ _ - - - - - - - - - - _ - _ _ _ _ - - “ - _ - _ - - - - - - _ _ _ _ _ ' Office clerical occupations _ - _ 4 4 4 10 21 18 15 10 7 9 19 1 4 31 37 15 10 10 12 6 4 _ _ - Service occupations Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 6 13 _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - 1 The Minneapolis-St. Paul metropolitan area consists of Anoka, Carver, Chisago, Dakota, Hennepin, Isanti, Ram sey, Scott, Washington, and Wright Counties, MN; and St. Croix County, Wl. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 Workers were distributed as follows: 19 percent at $17 and under $18; 22 percent at $18 and under $19; 16 per cent at $19 and under $20; and 5 percent at $20 and over. 5 Workers were distributed as follows: 2 percent at $3.75 and under $4; 3 percent at $4.25 and under $4.50; 1 percent at $4.50 and under $4.75; 2 percent at $4.75 and under $5; and 1 percent at $5 and under $5.25. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 47. Occupational earnings: Other full-time professional, technical, and clerical occupations—Minneapolis-St. Paul, MN-WI' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 250 (standard) (mean) of and weekly workers weekly und hours earnings er 275 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 750 800 850 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 750 800 850 900 _ - _ - _ _ _ _ _ 13 _ _ _ 25 23 13 9 18 41 9 40 40 20 Professional and administrative occupations Accountants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level !l . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 16 22 10 40.0 40.0 40.0 40.0 $449.50 504.00 648.50 810.50 _ 9 31 37 40.0 40.0 40.0 434.00 484.50 601.00 _ _ . _ - - - - - - - - 36 15 40.0 40.0 331.50 364.00 _ 28 _ 6 20 39 27 22 _ 10 27 40.0 40.0 289.50 317.00 40 _ 20 37 40 26 15 40.0 365.00 _ _ _ 6 40.0 518.50 - - - - 11 13 25 13 _ _ _ 22 26 _ - 22 32 5 _ - 44 10 3 _ _ - 6 40 _ 7 _ 7 _ _ _ _ _ _ 22 _ 7 _ 7 _ _ _ _ _ _ 33 40 13 13 - ' - - - 17 _ - _ 3 10 5 10 8 10 11 _ 19 _ _ _ _ _ _ 33 50 - - - _ 16 _ _ 5 3 _ 16 _ 8 _ - - - - - - Clerical support occupations Accounting clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The Minneapolis-St. Paul metropolitan area consists of Anoka, Carver, Chisago, Dakota, Hennepin, Isanti, Ramsey, Scott, Washington, and Wright Counties, MN; and St. Croix County, Wl. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ' - - - - cost-of-living pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bo nuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Table 48. Occupational earnings: Full-time health care occupations—St. Louis, MO-IL’ (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) 200 of 225 weekly weekly and Under workers hours earnings under 200 250 225 900 and over 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 700 750 800 850 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 700 750 800 850 900 _ - _ - _ - _ - _ - _ - _ - _ - _ 10 1 9 2 - - 5 10 6 6 15 15 24 27 - - - 25 12 6 6 6 6 17 6 11 8 3 3 5 5 (4) 1 13 14 3 12 12 9 4 4 3 15 16 11 4 4 6 10 10 13 13 13 10 10 10 12 _ 1 10 11 3 11 8 7 11 38 38 20 9 8 19 _ 13 2 2 11 17 17 8 4 4 6 5 28 35 39 6 6 25 25 14 n 5 10 - 5 5 9 10 _ 10 n _ _ <4) — _ o - _ — — — — — 11 14 15 15 14 23 24 16 14 9 2 4 10 (4> 0 2 13 13 6 5 4 _ _ _ _ _ 13 9 1 9 14 6 8 11 9 5 7 5 5 3 1 3 - - - - - - “ 17 16 22 1 12 10 14 3 10 8 11 7 6 8 3 7 4 5 _ — — — — — — Registered professional nurses Supervisors of nurses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clinical specialists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ill. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nurse anesthetists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 110 388 54 49 34 34 40.0 40.0 40.0 40.0 40.0 40.0 $715.00 709.50 720.00 702.50 937.50 937.50 Level ill. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 39.5 629.50 Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ _ _ _ _ _ _ _ _ _ _ _ _ _ 6,148 5,667 418 40.0 40.0 40.0 522.50 517.00 569.00 _ - Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians. . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . 1,092 945 194 40.0 40.0 40.0 382.00 377.00 389.00 _ - 482 98 187 193 49 40.0 40.0 39.5 40.0 39.5 408.00 299.00 382.50 486.00 448.50 _ - EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 23 70 52 296 21 125 150 28 130 162 620 67 1,412 1,289 88 67 39.5 40.0 40.0 40.0 40.0 40.0 39.5 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 39.5 344.50 350.00 316.50 293.50 433.00 321.50 387.50 486.00 641.00 352.00 502.50 516.00 494.50 268.00 263.50 324.50 494.00 _ - _ - _ - _ - _ - _ - _ - - 1 1 1 - 9 4 4 1 12 12 3 c) 6 3 74 74 Other health care occupations 1 4 2 11 2 _ _ 7 10 n 5 6 8 - - 1 1 _ - - 4 4 - 5 - 15 16 5 - 18 19 16 15 17 11 4 17 1 5 20 3 7 12 11 10 24 13 8 - - 2 8 6 17 1 4 11 3 24 3 4 19 13 27 33 r> 5 22 26 19 21 4 5 10 15 17 11 15 9 29 16 11 13 4 16 16 1 <4> 15 17 13 8 7 10 13 1 4 6 2 29 1 3 9 - - 22 22 10 17 11 11 11 16 5 2 34 15 6 6 1 11 16 14 30 4 14 22 6 1 3 1 16 3 12 “ 8 7 7 3 15 2 12 5 11 7 7 12 11 9 - - - - 3 14 12 8 16 7 20 9 13 13 19 7 2 13 3 - - 2 _ 1 12 7 5 13 12 6 12 5 10 15 6 10 - 2 14 12 3 7 8 10 (4> 3 10 4 5 7 6 - 11 40.0 40.0 40.0 40.0 40.0 40.0 323.00 639.50 485.00 480.50 646.00 434.00 _ - - - - - - 3 3 4 13 6 18 13 - - - - - 1 9 11 11 18 12 Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 144 1,000 40.0 40.0 364.50 306.00 _2 - 2 7 2 15 8 18 6 11 19 28 19 14 24 2 14 n 6 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 12 18 18 17 - 12 1 1 - 17 16 29 27 4 4 3 206 22 190 16 39 369 3 10 - 9 10 1 Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray). . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. 1 18 20 2 6 6 31 6 5 3 6 1 13 6 10 7 4 1 1 14 10 30 1 9 8 12 15 4 7 - 6 8 4 - - - - - - 7 - 43 - 11 - - 3 (4> - - - - - 1 11 _ 24 _ 14 — 24 — 18 18 1 9 1 23 4 - - “ “ 18 10 - 1 - - - ~ 12 13 4 _ 6 4 “ - - - 6 — 3 — _ <4> 11 50 - 16 13 - 6 19 7 4 32 7 6 3 6 38 - - 7 1 8 - 6 31 1 - 4 13 1 8 - 10 5 - - 7 Table 48. Occupational earnings: Full-time health care occupations—St. Louis, MO-IL'—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number (standard) (mean) 200 of weekly weekly and 225 workers Under hours earnings under 200 225 250 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 700 750 800 850 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 700 750 800 850 900 900 and over 1 17 8 19 17 n 2 _ _ _ _ _ - - - _ _ - _ _ - _ _ - _ _ - _ _ Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 294 202 48 170 40.0 40.0 39.5 40.0 $291.50 351.50 336.50 295.50 _ _ 476 1,567 165 40.0 39.5 39.5 259.00 251.50 259.00 2 12 1 2 4 _ 8 31 2 10 17 14 9 15 27 16 28 17 16 9 12 23 15 16 10 6 13 9 5 11 7 12 15 14 16 19 17 28 23 21 15 25 33 17 6 8 3 1 1 _ _ _ - - - - 1 _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ - - - - - - - - _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - - - . Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The St. Louis metropolitan area consists of St. Louis City and Franklin, Jefferson, St. Charles, and St. Louis Coun ties, MO; and Clinton, Jersey, Madison, Monroe, and St. Clair Counties, IL. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis . . - duction bonuses. 3 Workers were distributed as follows: 24 percent at $900 and under $950; 44 percent at $950 and under $1,000; 3 percent at $1,000 and under $1,050; and 3 percent at $1,050 and over. 4 Less than 0.5 percent. 5 Workers were distributed as follows: 2 percent at $150 and under $175; and 9 percent at $175 and under $200. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 49. Occupational earnings: Part-time health care occupations—St. Louis, MO-IL' (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Average Number (mean) 4.00 of hourly and workers earnings under 4.50 4.50 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 15.00 16.00 17.00 18.00 19.00 20.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 15.00 16.00 17.00 18.00 19.00 20.00 over 9.50 Registered professional nurses Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-Specialists. . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . (13) 2 p) 2,636 274 20 13.53 14.69 16.72 - - - - - Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians . . . . . 38 439 136 11.59 9.17 9.67 - - - - - Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 239 19 12 41 147 10.26 12.03 9.37 6.89 11.23 - - 4 4 24 17 1 - - - - 11 3 10 11 - - 2 2 7 7 1 4 4 5 - 9 9 4 5 6 3 - - - 7 7 7 10 11 8 - - 10 10 8 - 20 19 36 10 6 5 17 20 <3) p> p> p> p> 10 25 - - 5 - - - - - - 1 ' ■ ~ “ _ “ " ~ ■ - - - 18 13 - 20 21 16 20 5 5 Other health care occupations Medical records technicians . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . 23 51 211 10 7.96 12.25 13.20 13.40 Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . 726 6.23 Occupational therapists. . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . 15 90 100 13.22 16.28 6.96 Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . 103 11.15 _ - 22 _ - - 6 3 1 5 6 2 1 33 15 2 10 3 1 - 4 - 2 1 5 1 4 - - 9 _ - 4 2 - 28 16 11 19 9 11 31 19 17 - 5 7 23 6 5 7 5 5 5 - 4 7 5 10 22 4 8 - 6 16 4 6 35 2 <3> 13 4 _ - 3 4 3 9 15 - 24 13 15 13 14 14 13 9 1 13 1 9 11 5 - 7 11 17 4 33 3 11 8 5 11 10 37 - 3 1 7 12 4 4 7 10 10 7 10 14 9 22 9 - ” 7 _ - - 5 - - _ _ _ - - - - - - Surgical technologists. . . . . . . . . . . . . . . . . . . . . 22 9.22 - Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 488 6.83 - 164 68 131 6.71 8.35 6.62 _ - 684 392 24 5.33 5.61 5.35 5 11 1 _ - 5 1 _ 9 - - 7 6 - - P) 1 6 - - 1 3 11 10 8 4 14 9 32 3 5 13 27 15 14 5 7 11 - 1 4 1 10 11 22 27 1 17 30 3 18 7 16 6 9 18 13 7 12 5 3 18 7 19 2 34 19 25 26 27 38 23 16 25 8 4 4 2 1 2 17 8 2 4 1 18 p> 5 5 - _ 3 3 5 7 21 6 4 8 8 5 2 7 10 10 8 20 10 5 10 4 23 12 19 40 ' - 7 7 13 10 - 20 22 18 - 13 4 18 9 35 1 12 23 — - _ — - — - “ — - ~ - - - " - - ” - “ - ~ 4 5 - - ~ “ ~ p) 4 7 13 33 8 4 23 _ 12 12 - - - - - - - - - - - - 7 - 8 1 6 3 10 15 - 3 17 7 23 4 2 - — - 9 9 - - <3> - - - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . - 3 7 1 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - - - 1 The St. Louis metropolitan area consists of St. Louis City and Franklin, Jefferson, St. Charles, and St. Louis Coun ties, MO; and Clinton, Jersey, Madison, Monroe, and St. Clair Counties, IL. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3 Less than 0.5 percent. 4 All workers were at $21 and under $22. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 50. Occupational earnings: Other full-time professional, technical, and clerical occupations—St. Louis, MO-IL' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Number (standard) (mean) 200 of 225 weekly weekly and workers hours earnings under 250 225 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 1000 1100 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 1000 1100 1200 7 16 21 4 14 4 7 32 _ _ _ _ _ _ _ 22 27 _ _ _ _ _ _ 48 _ _ _ _ _ 28 26 _ 16 _ _ _ 33 10 21 _ 50 5 _ 13 32 _ _ _ _ _ _ _ _ _ _ _ 17 17 33 _ _ 17 _ 33 33 3 9 22 53 3 6 8 8 9 23 36 46 9 8 9 36 Professional and administrative occupations Accountants Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Directors of personnel Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Buyers Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 25 23 15 7 40.0 39.5 39.5 40.0 40.0 $393.00 493.50 592.50 827.00 986.00 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 50 9 30 19 18 40.0 40.0 39.5 40.0 397.00 461.00 557.00 755.50 - - _ _ _ _ _ _ _ _ _ _ 22 10 44 10 _ _ _ _ _ _ _ _ 9 39.5 955.00 _ _ _ _ _ _ _ _ _ 12 6 40.0 39.5 414.50 556.50 - _ _ _ _ _ _ _ _ 17 8 8 17 _ _ _ _ 32 40.0 607.00 _ _ _ _ _ _ _ _ _ _ 13 11 7 39.0 39.5 40.0 611.00 648.BO 845.00 - _ - _ - _ - _ - _ - _ - _ _ - _ _ - _ _ - _ - - - - - - 44 20 40.0 39.5 375.00 432.00 - _ - _ - 9 14 - 20 10 9 - - 18 20 9 10 5 30 16 20 _ 10 _ - _ - _ - 85 46 40.0 39.5 312.50 349.00 _ _ 6 16 _ 20 7 16 15 26 30 6 22 9 15 _ 11 _ _ 19 39.5 242.00 37 26 26 5 5 _ _ _ _ ■ _ 34 23 11 40.0 40.0 39.0 255.00 323.00 248.50 24 32 9 82 12 9 24 4 6 61 _ _ - _ _ - _ _ - _ - _ _ - _ - 3 13 18 - - _ _ _ _ 7 16 5 _ 11 22 _ 4 33 57 14 14 _ _ _ _ _ _ 11 33 33 _ 71 _ 14 _ 14 _ - _ - - - - - - - - - - - 7 20 14 13 _ _ 11 _ _ 22 - _ - - _ _ 56 _ 11 6 6 3 8 Technical support occupations Computer operators Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clerical support occupations Accounting clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Messengers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - _ 4 _ _ - - - Table 50. Occupational earnings: Other full-time professional, technical, and clerical occupations—St. Louis, MO-IL'—Continued (Percent distribution ot employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level o -1^ Personnel clerks/assistants Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II...................................................... Level III................................................................ Secretaries Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II ...................................................... Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Typists Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average Number (standard) (mean) 200 of 225 weekly weekly and workers under hours earnings 250 225 17 14 11 40.0 39.5 40.0 $300.50 335.00 364.50 256 244 188 53 40.0 40.0 40.0 40.0 339.00 354.50 397.50 460.00 64 40.0 274.00 3 82 186 39.5 39.5 262.00 297.00 23 1 250 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 1000 1100 275 300 325 350 375 400 425 450 500 550 600 650 700 750 800 850 900 1000 1100 1200 6 43 18 14 9 47 55 7 - 14 9 21 9 18 18 13 2 20 20 5 - - 28 28 24 8 9 24 14 9 8 7 30 6 <13> 2 1 20 13 3 42 1 21 2 - 18 12 - - - 1 7 1 10 7 - - 31 17 30 9 6 3 18 15 22 17 18 11 13 21 4 31 1 4 - - - - 1 The St. Louis metropolitan area consists of St. Louis City and Franklin, Jefferson, St. Charles, and St. Louis Counties, MO; and Clinton, Jersey, Madison, Monroe, and St. Clair Counties, IL. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bonuses), where found, were included as part of the workers' regular https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis “ ~ pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bo nuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were reported. Table 51. Occupational earnings: Full-time health care occupations—Denver, CO1 (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number (standard) (mean) 200 of weekly weekly and workers hours earnings under 225 225 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 650 700 750 800 850 900 950 1000 1000 and over 7 14 21 21 10 7 14 3 14 42 11 7 _ 2 _ Registered professional nurses Supervisors of nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 40.0 $873.50 Level III. . . . . . . . . . . ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 55 40.0 701.00 5 4 25 4 47 _ 37 12 Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2,992 2,854 39.5 39.5 563.00 559.50 _ - _ - _ - _ - _ - _ - _ - _ - 1 1 2 2 8 8 11 12 11 12 _ _ 5 5 _ 17 17 4 _ 13 13 12 _ 33 33 13 . 12 12 12 7 1 1 7 7 12 12 30 36 3 3 9 4 3 3 3 18 2 7 31 7 12 8 18 11 8 - 14 15 35 4 17 _ 8 18 14 3 7 13 18 4 4 16 20 14 _ 14 14 12 12 9 9 20 20 10 10 2 1 C) _ - _ - _ - _ - _ - _ _ _ _ _ _ _ _ _ _ _ _ - _ _ - _ _ - _ - - _ _ _ _ - _ _ . - Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 222 220 67 40.0 40.0 40.0 40.0 528.00 391.00 390.50 430.00 _ _ - _ _ _ - _ _ _ - 1 1 3 236 39 57 140 40.0 40.0 39.5 40.0 458.00 370.00 426.50 495.50 - - - _ - Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . . Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 15 11 27 27 148 41 97 10 70 143 265 22 543 40.0 40.0 40.0 40.0 40.0 40.0 39.5 40.0 40.0 40.0 40.0 40.0 40.0 40.0 486.50 449.00 454.00 368.00 368.00 467.50 425.00 494.50 799.50 391.50 569.50 545.00 528.50 333.50 Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . 17 40.0 700.00 Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 154 308 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 40.0 40.0 453.00 349.00 _ _ _ _ _ _ _ _ _ _ _ _ (*) _ 3 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 4 12 _ _ 2 10 _ _ _ _ _ _ _ _ 15 15 7 9 19 19 1 13 _ _ 24 7 9 19 19 8 15 4 _ _ 22 22 17 46 6 _ 16 _ 16 _ 22 22 3 2 _ _ 4 _ _ 10 _ _ _ _ _ _ _ _ _ 1 _ 3 10 17 15 24 10 5 8 18 26 _ _ _ 9 1 3 1 14 11 (*) _ _ _ _ 3 11 9 6 _ _ _ _ 15 43 20 27 18 11 _ 14 40 36 _ _ 15 5 21 _ _ _ _ _ _ 10 9 7 23 2 9 6 10 16 9 9 11 _ 9 12 8 _ 14 7 15 _ _ 9 7 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 40 _ _ _ _ _ _ _ _ 20 _ _ _ _ _ _ _ _ _ 20 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - 14 19 12 28 13 24 53 _ 12 12 _ _ _ _ _ _ _ 2 _ _ 4 2 _ _ 4 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 7 _ _ _ _ 10 _ _ _ _ _ 11 _ 15 _ 11 _ _ 7 7 _ _ _ _ 6 _ 9 24 29 _ 3 5 _ 2 _ _ _ 1 11 8 9 _ 3 20 13 11 23 10 12 23 12 20 5 18 16 9 _ 19 _ 14 _ _ _ _ _ _ _ 10 4 5 ' - 8 8 10 16 14 47 8 14 8 18 15 12 18 9 7 9 4 1 _ 33 _ Table 51. Occupational earnings: Full-time health care occupations—Denver, CO1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number 200 (standard) (mean) of and weekly weekly workers hours earnings under 225 225 250 250 275 300 325 350 375 400 425 450 475 275 300 325 350 375 400 425 450 475 500 3 9 22 - - - 23 11 21 26 5 17 18 12 23 29 25 3 12 22 2 4 18 15 11 1 6 14 13 - n 0 <4) 500 525 525 550 550 575 575 600 600 650 650 700 700 750 750 800 800 850 900 950 850 900 950 1000 1000 and over Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115 89 28 78 40.0 40.0 40.0 40.0 $347.50 397.50 380.00 309.50 272 693 79 40.0 40.0 40.0 277.50 277.00 281.00 - - - 21 - - 10 5 7 24 3 4 14 15 24 11 29 24 11 31 15 28 17 18 23 - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The Denver metropolitan area consists of Adams, Arapahoe, Denver, Douglas, and Jefferson Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis duction bonuses. 3 Workers were distributed as follows: 11 percent at $1,000 and under $1,050; and 4 percent at $1,100 and under $1,150. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 52. Occupational earnings: Part-time health care occupations—Denver, CO1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 April 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number of workers (mean) 4.50 hourly and earnings under 5.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 20.00 _ - . . - - - . . . . 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 16.00 17.00 18.00 19.00 20.00 and over Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,708 1,658 $14.65 14.57 _ - _ - _ _ _ _ _ - - - - - Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians. . . . . 27 112 33 13.01 9.90 10.24 _ _ _ _ _ _ _ - - - - Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 63 7 12 43 11.29 12.62 8.66 11.77 - - - _ - Medical records technicians . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . 14 49 192 9.54 14.11 13.44 _ - _ - _ - _ - Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . 153 7.99 - - Occupational therapists. . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . 55 21 15 64 69 13 27 13.44 18.02 8.49 14.69 10.95 15.53 9.60 - - - Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 130 8.20 - - - 54 35 6 40 8.15 9.69 9.31 7.44 _ _ - - _ _ _ _ _ 220 41 8 5.79 6.72 5.84 29 19 10 25 18 12 13 22 63 (3) <3> - 1 2 3 3 4 4 6 6 10 10 10 10 15 16 10 10 20 20 7 15 22 11 4 11 11 15 4 9 15 9 6 10 8 14 16 29 6 29 3 3 2 17 17 1 i3) <3> o - - - Other health care occupations O 7 6 _ _ _ _ _ - _ _ _ _ _ _ 12 2 2 3 8 _ 17 _ - - _ _ _ - - _ - 12 - - 6 5 8 6 8 _ 42 _ 13 _ - 13 2 _ 17 14 _ _ - - - - - 10 17 10 14 14 _ _ _ _ _ _ 8 15 8 8 29 8 9 _ _ 5 8 _ 7 12 3 2 2 8 7 1 1 - 4 6 3 2 _ 9 . . _ - 6 _ 15 _ - _ 15 29 13 13 4 _ 11 _ _ _ 15 4 5 _ _ _ 7 14 9 16 5 5 - - 2 5 13 16 13 12 10 16 8 4 4 8 19 22 17 - - - - - - - 13 18 4 15 9 9 _ 16 _ _ 28 _ 10 _ 7 4 5 12 3 16 20 11 6 2 1 31 15 11 11 12 - 9 14 33 7 9 33 - - 4 - 26 - - - - - - - - - - 8 1 - - - - - - - - 19 29 18 10 7 5 38 31 19 3 15 38 15 - - - - - - - - - ' - - - - - - - - - - - - - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists. . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . 4 7 19 19 _ _ 15 _ _ 38 _ 33 15 22 11 9 29 4 14 _ _ _ 15 - - 3 9 9 3 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - 27 12 - - 12 2 - 1 The Denver metropolitan area consists of Adams, Arapahoe, Denver, Douglas, and Jefferson Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 2 - " - - ~ - - 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 53. Occupational earnings: Other full-time professional, technical, and clerical occupations—Denver, CO' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 275 (standard) (mean) and of weekly weekly workers Under und hours earnings 275 er 300 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 750 800 850 900 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 750 800 850 900 950 - - - - 6 13 6 35 19 6 10 - 5 29 14 10 ■ - 19 22 14 33 33 11 - - 10 35 10 12 10 24 13 - 29 50 - 13 - 25 - - 8 3 18 - 9 18 - - - - 4 29 29 13 Professional and administrative occupations Accountants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . O Personnel specialists Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 21 40.0 40.0 $490.50 656.50 - 21 17 8 40.0 40.0 40.0 497.00 638.00 713.00 _ 25 34 40.0 40.0 555.50 633.50 - 24 40.0 772.00 49 11 40.0 40.0 393.00 453.50 - 52 14 40.0 40.0 336.00 391.00 - 7 40.0 407.50 9 40.0 313.00 152 137 97 33 40.0 40.0 40.0 40.0 367.00 396.50 450.50 515.50 - _ - _ - _ - - - 10 - - _ - 14 14 - - - 33 - 12 8 - - 8 3 - 13 32 15 32 24 12 8 - 8 8 oo Technical support occupations Computer operators Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 36 - - 27 22 12 - - 12 45 14 - 15 17 14 29 7 19 - - 4 29 6 29 4 14 - - - - 14 43 14 14 14 - 56 - 44 - - - - - - 2 13 2 28 10 - - 22 17 10 15 29 12 11 22 14 7 10 18 - 8 - 2 - - 18 - “ “ “ “ ~ “ Clerical support occupations Accounting clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Purchasing clerks/assistants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level I . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 - 1 The Denver metropolitan area consists of Adams, Arapahoe, Denver, Douglas, and Jefferson Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes pre mium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-liv ing pay increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 7 11 24 - 3 - 2 16 15 - - - 9 6 - 1 6 42 - - - 3 2 3 - - - - - " " - - - - - - — - ' ' - 6 “ were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: Because of rounding, sums of individual items may not equal 100. were reported. Dashes indicate that no data Table 54. Occupational earnings: Full-time health care occupations—Los Angeles-Long Beach, CA' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 Apnl 1989) Occupation and level Average Average Number (standard) (mean) 200 of weekly weekly and workers hours earnings under 225 Percent of workers receiving straight-time weekly earnings (in dollars) of — 225 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 1250 _ _ - _ _ _ _ _ _ 5 27 29 9 18 8 5 36 9 21 21 23 19 13 9 7 45 11 17 10 2 19 12 7 7 10 7 3 3 9 4 2 2 6 3 1 1 2 1 4 5 _ 22 6 2 9 17 13 5 4 18 19 28 24 7 1 2 - _ _ - _ _ _ Registered professional nurses Supervisors of nurses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clinical specialists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nurse practitioners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nursing instructors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level ll-specialists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 270 503 159 148 11 27 18 49 9,030 228 7,130 1,619 53 40.0 40.0 38.0 37.5 40.0 40.0 40.0 40.0 39.5 37.0 39.5 38.5 40.0 $897.00 840.50 763.50 759.00 821.00 912.50 941.00 792.50 676.00 578.00 668.50 718.00 782.00 132 1,921 201 1,708 419 40.0 39.5 39.0 39.5 40.0 587.00 424.50 400 00 427.00 452.50 990 114 287 530 14 72 18 44 40 25 175 90 77 664 14 147 463 53 238 161 906 67 2,350 248 2,056 189 520 425 40 253 83 41 40.0 40.0 40.0 40.0 37.5 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 39.5 39.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 39.5 39.0 39.5 40.0 40.0 40.0 40.0 40.0 40.0 40.0 508.00 390.50 485.00 541.50 642.50 600.50 625.50 589.50 465.50 464.50 393.00 372.00 408.50 530.00 455.00 513.50 536.50 793.00 414.00 600.00 688.50 637.50 308.50 287.50 310.00 596.00 939.50 377.00 929.00 755.50 611.00 688.00 _ _ - - - - - - - _ - _ _ _ _ - - - - - - - _ ’ - _ _ - - - - - _ _ - _ _ - _ - _ - - - - _ . - . _ _ _ _ _ _ - _ _ _ _ _ _ - _ 1 1 6 6 _ _ _ _ _ _ _ _ 20 21 23 9 _ 6 40 6 5 _ _ 12 28 13 5 - - - - - 6 29 30 1 15 16 3 8 1 6 1 _ _ _ _ _ _ _ _ - - - - - - - - - - - - - _ - _ _ _ _ _ . . _ _ _ _ _ _ _ 4 P) 5 4 12 13 9 16 10 32 32 29 2 5 4 1 6 - 1 4 2 3 20 2 2 15 2 3 6 7 - - 11 19 14 8 23 18 28 22 7 18 - 4 14 4 2 15 4 8 21 - _ p> _ _ _ _ 1 _ p> p> - 6 7 1 8 22 8 22 23 _ 41 20 4 19 27 28 7 16 32 7 7 36 1 4 2 _ 15 10 1 _ p> 3 2 11 17 2 p> 11 17 2 _ _ _ _ _ _ _ 7 11 4 6 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 1 _ Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level l. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level !. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Occupational therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray). . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - - - - - _ _ _ - _ - _ _ _ _ _ - _ _ _ _ - _ _ _ _ _ - _ 6 6 6 2 12 1 19 28 18 _ _ _ _ 12 _ _ _ 20 18 21 _ _ <3> - _ - _ _ _ _ _ _ _ _ _ _ _ - _ - - _ _ - _ _ _ _ _ _ _ _ ■ pi _ _ _ _ _ _ _ 17 26 9 _ _ _ 13 19 8 _ _ _ _ _ 5 _ _ _ _ _ 13 _ _ _ 11 8 17 o _ 5 8 12 16 9 3 14 _ _ _ _ _ _ p) _ 2 _ _ 38 36 18 11 27 9 43 7 10 8 _ 6 20 _ _ _ 18 2 _ _ _ _ 2 2 _ _ _ 8 _ _ _ 31 30 31 16 13 16 _ 9 _ 2 _ _ 4 _ _ 6 _ _ 22 _ 2 6 _ 23 _ 12 _ 26 _ _ _ _ _ _ _ _ _ _ _ _ _ _ 11 30 24 17 16 13 27 29 41 22 3 p> (3) 6 _ _ 22 21 7 9 25 32 2 _ 4 24 _ _ 2 4 1 10 18 21 1 5 64 2 p> 89 16 18 5 _ _ _ _ 3 _ _ _ 6 15 _ 33 23 17 16 31 1 10 _ 3 20 10 21 _ 24 20 9 _ _ _ _ _ 14 25 _ 4 14 p> 11 41 3 16 14 10 18 7 16 _ 6 18 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 5 _ 19 2 4 8 _ _ 10 24 27 15 30 2 _ 2 p> _ 14 23 39 4 24 15 2 17 3 _ _ _ _ 24 _ _ _ _ _ _ _ _ _ _ p) 26 3 14 18 20 _ _ _ 2 2 _ _ 1 _ _ _ _ _ 4 15 13 3 3 1 1 _ 9 _ p) _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 1 10 _ 15 _ _ 29 26 17 13 14 10 3 18 2 18 1 _ 6 5 20 20 11 5 27 - - - - 5 2 _ 2 (3) _ _ 4 3 1 _ 1 2 17 " _ _ 1 1 _ _ _ 10 1 10 1 - - _ - Table 54. Occupational earnings: Full-time health care occupations—Los Angeles-Long Beach, CA1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,12 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average Number (standard) (mean) 200 of weekly and weekly workers earnings under hours 225 462 50 349 1,100 40.0 40.0 40.0 39.5 $542.50 634.00 413.00 340.50 696 378 59 294 40.0 40.0 40.0 40.0 357.00 444.50 391.50 323.00 871 2,146 71 40.0 40.0 40.0 277.00 299.00 308.00 - 225 250 - 3 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 800 850 900 950 1000 1050 1100 1150 1200 1250 1 _ _ - - - - - - - 550 600 650 700 750 25 26 23 1 - 19 28 16 26 5 28 p) 14 - - - - - - - - - - - - - - - - - - - - - - - - - - 275 300 325 350 375 400 450 500 6 11 5 19 3 20 17 19 19 8 7 4 29 13 1 3 6 25 1 20 6 32 16 11 12 20 4 16 28 10 4 4 30 20 - 22 17 2 17 21 14 19 8 13 3 12 <3> 3 P) 0 - - 4 Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . _ <3> - - 11 21 20 10 4 26 17 27 23 25 17 13 1 4 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Laundry workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 2 1 The Los Angeles-Long Beach metropolitan area consists of Los Angeles County. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers' regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 55. Occupational earnings: Part-time health care occupations—Los Angeles-Long Beach, CA1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 April 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Average Number (mean) 5.00 of hourly and workers earnings under 5.50 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 15.00 16.00 17.00 18.00 19.00 20.00 21.00 22.00 over 9.50 Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3,338 $17.21 Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians . . . . . 643 83 11.24 8.97 _ - _ - _ - _ 17 _ 22 Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 231 11 27 181 12.71 17.37 10.42 12.92 - - - - (3) O’) (13)42 _ 15 18 9 26 28 20 12 9 21 8 6 12 10 10 _ _ “ - - - ” — “ ” ” 2 13 12 t3) 1 3 8 15 16 15 O’) 1 1 1 1 1 p) 2 2 1 2 3 1 7 8 6 3 14 3 20 10 4 5 5 5 1 33 23 10 18 i3) 1 1 5 1 1 2 8 8 7 Other health care occupations - Medical records technicians . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . 24 60 270 10.26 15.71 17.08 _ Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . 504 7.77 - Occupational therapists. . . . . . . . . . . . . . . . . . 34 15.21 - Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . 123 38 65 61 9.50 19.78 13.17 10.68 _ Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 294 9.05 251 90 21 104 8.46 11.10 10.82 8.09 617 388 6.32 7.04 - - _ 2 - - _ 6 2 _ - - - 1 O’) 7 - 10 7 4 - - 46 9 7 5 _ 35 5 8 7 2 27 5 3 10 3 9 22 1 - _ 16 7 8 3 10 19 7 - 5 - 3 - 4 3 11 14 3 2 18 20 13 1 1 5 28 5 1 7 - 13 17 7 11 8 27 3 24 8 4 5 9 5 10 2 4 - 10 10 13 - 4 12 1 4 _ _ - - - - - 9 10 22 - - 15 - - 5 18 2 14 10 34 18 32 19 11 13 7 14 2 11 4 6 8 - - “ 10 10 18 10 18 4 11 11 10 4 13 12 4 4 42 1 - 3 20 4 - 38 32 “ - 1 ~ 1 1 10 2 25 8 27 3 15 6 3 6 12 _ - _ - _ - 2 45 ” - “ “ ” 1 - - 2 28 - - 33 2 1 1 3 _ 7 13 3 15 - “ 11 15 8 11 3 - 9 15 12 - “ - 7 <3> 18 - 7 10 13 5 - - 2 16 2 - 1 4 _ 21 _ 1 14 - _ 15 7 7 4 - _ _ 3 13 3 7 6 ■ 5 12 15 ■ ■ - - 11 18 11 - “ “ " 8 8 “ “ “ - - 16 29 24 4 67 3 “ - Office clerical occupations Admitting clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . 2 - - 6 13 2 - - 1 22 ** - - ~ — 1 57 2 “ ■ 2 ■ ** “ - “ ” - - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 3 1 The Los Angeles-Long Beach metropolitan area consists of Los Angeles County. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. 4 Workers were distributed as follows: 20 percent at $22 and under $23; 30 percent at $23 and under $24; 11 per- https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis cent at $24 and under $25: 3 percent at $25 and under $26; 3 percent at $26 and under $27; and 1 percent at $27 and over. 5 Workers were distributed as follows: 5 percent at $24 and under $25; and 11 percent at $27 and under $28. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 56. Occupational earnings: Other full-time professional, technical, and clerical occupations—Los Angeles-Long Beach, CA (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 April 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Number Average Average 225 (standard) (mean) of and weekly workers weekly Under und hours earnings 225 er 250 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 1250 - - - - - _ _ - 27 35 22 13 _ _ - - - 6 7 6 - 11 19 14 _ _ - 6 29 14 - 29 7 - - - 19 33 4 13 23 4 12 23 8 9 - - 18 - - - Professional and administrative occupations Accountants Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel supervisors/managers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Buyers Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer programmers Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 37 31 14 40.0 40.0 40.0 40.0 $454.00 574.00 666.00 910.50 16 48 26 40.0 40.0 40.0 22 75 16 6 25 24 - - - - - - - 525.50 693.00 868.50 _ _ " _ - _ - _ _ _ _ 19 75 - _ - - - _ - _ - _ - _ - 40.0 755.00 - - - - - - - - - - 17 40.0 440.00 - - - - - - 18 18 - 65 15 19 40.0 40.0 574.00 621.50 _ - _ - _ - _ _ _ . _ _ 7 - - - - - - - 12 34 20 40.0 40.0 40.0 645.00 754.50 882.50 _ _ _ _ _ _ _ _ _ - - - - - - - - . - 29 46 21 40.0 40.0 40.0 395.50 467.00 513.00 - 117 40.0 358.00 _ 63 64 40.0 40.0 261.00 270.00 29 150 11 40.0 40.0 40.0 332.50 387.50 260.50 _ - 11 18 40.0 40.0 374.50 449.00 _ ' - 6 - - 6 23 8 - - - 23 50 - - - - - 33 21 33 16 13 21 13 32 11 - - _ 17 _ _ 8 3 25 21 33 3 8 29 8 9 10 15 30 8 . - . _ 15 - - - - - - - - - - - - - - - _ - - - - - - - - 12 20 9 25 “ 10 ~ “ - 4 5 4 Technical support occupations Computer operators Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - - - _ _ 31 2 14 11 ' 55 26 5 33 62 22 10 14 9 21 1 2 . 7 10 _ 14 ~ ” - - - - - Clerical support occupations Accounting clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Messengers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 5 - _ _ 6 27 20 56 22 21 56 3 3 6 14 3 3 _ 2 6 - - _ _ 7 55 18 9 52 6 18 10 14 21 29 10 14 35 - - - - _ - _ _ - 18 11 27 “ _ - 45 - - 50 3 _ - - - - - - - - - - - - - - - - - - - - - - - - _ _ _ _ - - - - - - - - - - - 22 9 11 - - - - - - - - 6 Table 56. Occupational earnings: Other full-time professional, technical, and clerical occupations—Los Angeles-Long Beach, CA’—Continued Percent of workers receiving straight-time weekly earnings (in dollars) of Occupation and level Purchasing clerks/assistants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level V. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Average Average 225 Number (standard) (mean) and of weekly Under weekly workers earnings 225 hours er 250 16 40.0 $421.00 98 63 10 40.0 40.0 40.0 90 87 75 40.0 40.0 40.0 250 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 275 300 325 350 375 400 450 500 550 600 650 700 750 800 850 900 950 1000 1050 1100 1150 1200 1250 25 - 13 38 25 7 8 34 8 49 19 2 29 30 14 30 40 20 “ 10 - ? “ " “ “ - - - - - 437.50 533.00 674.50 - - - - - 327.50 334.00 384.50 - - - - - 2 15 9 10 “ “ 12 20 9 31 5 11 19 14 1 11 6 16 1 The Los Angeles-Long Beach metropolitan area consists of Los Angeles County. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 7 9 29 9 17 20 5 12 - - 1 duction bonuses. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 57. Occupational earnings: Full-time health care occupations—San Francisco, CA' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) ofOccupation and level Average Average Number (standard) (mean) 300 of weekly weekly and 325 workers Under hours earnings under 300 325 350 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 950 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 800 850 900 950 1000 _ - _ - _ _ _ - _ _ _ _ - _ _ _ _ - _ _ _ _ - _ _ _ 0 o _ _ _ _ _ _ 0 P) _ _ _ _ 7 1 _ _ _ _ 7 9 15 15 13 13 2 20 10 10 30 31 42 20 20 7 7 33 20 30 30 (3) p) 19 4 20 20 30 3 5 5 - _ _ - - - 1000 and over Registered professional nurses Supervisors of nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Clinical specialists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54 132 20 20 1,659 1,565 40.0 40.0 40.0 40.0 40.0 40.0 $892.50 822.50 842.50 842.50 725.50 729.00 _ - - 32 236 236 40.0 40.0 40.0 604.00 480.50 480.50 _ - _ 225 30 143 16 15 7 40.0 40.0 40.0 40.0 40.0 40.0 566.50 475.50 612.00 596.50 603.50 473.50 _ _ _ 10 143 113 10 54 74 93 12 243 189 48 230 71 7 104 10 6 87 24 58 133 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40 0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 _ - _ _ - - 1 - _ _ 5 5 5 6 _ 9 7 _ _ 9 9 20 22 2 1 - Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . ... . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical laboratory technicians: Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers. . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EEG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians: Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . . . . . . . Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Occupational therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray). . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 602.00 610.50 706.50 464.00 650.00 726.50 636.00 397.00 399.00 663.50 855.50 471.50 671.00 634.00 586.00 664.50 460.00 431.00 _ 28 . _ . _ _ _ 6 6 10 10 14 14 49 49 17 17 _ 3 1 _ _ _ _ _ _ _ _ p> 3 4 20 7 23 2 7 _ _ _ _ _ _ _ _ 5 7 3 5 20 3 _ _ _ _ _ _ _ _ _ _ _ _ . _ 6 _ _ _ _ 8 10 8 13 13 14 43 14 _ _ _ _ 3 4 _ _ _ _ _ _ _ _ 7 11 7 31 _ _ _ 7 8 _ 8 4 _ _ _ 7 9 - _ _ _ _ - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ t3) 1 2 1 8 10 _ 13 16 8 10 10 6 9 1 50 54 - _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 6 6 13 27 17 _ _ _ _ _ _ _ _ _ _ 17 6 4 4 9 12 7 12 13 13 29 6 3 6 13 13 14 12 6 3 10 2 15 4 5 4 1 6 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - 9 9 7 6 86 14 _ - 7 44 10 6 16 _ 4 _ 13 19 23 4 _ _ 21 31 33 5 6 7 36 6 7 6 13 13 20 21 3 2 30 34 43 2 3 10 17 27 9 67 8 6 8 5 11 8 21 23 15 25 12 _ p> _ _ 1 _ _ _ _ 1 1 20 15 16 30 1 18 4 38 5 2 8 6 8 30 _ 2 _ _ 19 25 14 55 5 1 7 1 1 20 20 5 20 10 20 13 30 17 7 14 4 7 4 28 11 21 11 38 2 17 - - - 15 10 12 4 2 4 13 _ 2 7 - - - - - - - - - - - Table 57. Occupational earnings: Full-time health care occupations—San Francisco, CA1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent oi workers receiving straight-time weekly earnings (in dollars) of- Occupation and level Average Average Number (standard) (mean) 300 325 of and weekly weekly Under under workers earnings hours 350 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 600 625 650 675 700 - - “ - - ~ ” - ” - - - - “ “ 375 400 425 450 475 500 525 550 575 46 8 11 4 8 4 2 29 11 10 41 12 2 - - 8 <J) 6 - - - 700 725 725 750 750 800 800 850 850 900 950 900 950 1000 “ “ - 1000 and over Office clerical occupations 81 66 130 40.0 40.0 39.5 $426.00 496.50 414.00 119 778 34 40.0 40.0 40.0 389.00 400.50 390.00 _ _ _ 10 14 _ _ - - - _ _ - 2 44 15 2 29 7 3 9 3 3 31 7 38 54 76 38 Service occupations Laundry workers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 1 3 4 1 6 “ ' 1 The San Francisco metropolitan area consists of Marin, San Francisco, and San Mateo Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis duction bonuses. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. ported. Overall occupation may include subcategories not shown separately. Dashes indicate that no data were re Table 58. Occupational earnings: Part-time health care occupations—San Francisco, CA' (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Occupation Number of workers Average (mean) 8.00 hourly and earnings Under under 8.00 8.50 Percent of workers receiving straight-time hourly earnings (in dollars) of8.50 9.00 9.50 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 17.50 18.00 18.50 19.00 19.50 20.00 21.00 ” “ - 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 17.50 18.00 18.50 19.00 19.50 20.00 21.00 and over Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level 11-Specialists. . . . . . . . . . . . . . . . . . . . . . . . Level III . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73 3,775 12 15 0 16.26 18.44 19.62 21.03 ~ “ - - - - - - - 0 o 12 1 - - 1 3 - 3 5 4 5 3 44 2 6 40 5 - 8 10 8 10 _ 1 17 29 10 1 _ 17 17 _ 30 _ 7 ' 6 _ 2 _ 9 83 33 ~ 4 60 - - - - 12 12 _ _ _ - - - - _ _ ' - 6 2 Other health care occupations Licensed practical nurses. . . . . . . . . . . . . . . 299 11.89 16 175 11.35 14.70 7 43 11 11.87 16.16 16.15 _ _ _ _ 10 _ _ " " 8 22 13 36 21 1 19 _ 4 6 1 19 3 38 - - - 3 13 2 _ 19 43 9 . 15 25 10 15 15 10 Medical machine operating EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . 202 39 54 25 39 40 83 ■ - - 9.63 _ “ - _ - - <3> 26 21 - - - - 4 15 13.88 11.16 ~ ~ - - - 12.39 10.23 . . 3 - - 29 14 - 3 3 31 43 41 - - _ - 7 13 7 14 11 6 12 _ 14 - - 8 10 5 18 13 20 56 12 8 4 3 8 10 6 30 10 35 3 7 _ 9 - - 12 - _ 6 16 9 7 _ 18 _ 10 9 7 9 5 45 2 8 7 12 7 20 17 a (3) 1 _ _ 19 1 - - 5 7 18 - 21 9 5 9 17 33 4 7 - - 4 1 - 9 4 9 Office clerical occupations Medical transcriptionists. . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . 39 2 31 8 4 8 5 - - Service occupations Food service helpers . . . . . . . . . . . . 125 9.21 8 17 10 13 10 43 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 Workers were distributed as follows: 27 percent at $21.50 and under $22; 27 percent at $22 and under $22.50; and 7 percent at $23 and under $23.50. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 59. Occupational earnings: Other full-time professional, technical, and clerical occupations—San Francisco, CA’ (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) 250 of weekly weekly and 275 workers hours earnings under 300 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 775 800 850 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 775 800 850 900 900 and over 30 - - - - - - - - - - 20 7 7 25 7 20 33 13 7 27 - - - - - 6 _ - 6 50 13 - 13 50 - _ - - _ 36 7 11 14 11 7 67 _ “ _ 11 Professional and administrative occupations Accountants Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel specialists Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Computer systems analysts Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 15 40.0 40.0 $605.00 678.50 16 8 40.0 40.0 695.00 762.00 14 9 40.0 40.0 719.00 839.50 20 40.0 454.00 23 40.0 435.00 24 40.0 358.50 13 40.0 441.50 17 40.0 473.00 69 58 21 40.0 40.0 40.0 456.00 498.00 549.00 27 72 40.0 40.0 381.00 377.50 5 - - - - - - - - - - - . . . - - - _ - 19 _ _ 25 19 - - - - - 21 7 7 _ Technical support occupations Computer operators Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 20 15 30 5 13 13 13 17 13 20 Clerical support occupations Accounting clerks Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . File clerks Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Key entry operators Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Personnel clerks/assistants Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Secretaries Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level IV. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . General clerks Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 17 . _ - 8 _ _ - - - 13 21 13 21 8 . 8 8 8 15 62 6 18 47 6 1 3 6 - - - 14 2 23 7 19 28 4 17 5 11 29 44 24 15 19 22 21 7 6 1 The San Francisco metropolitan area consists of Marin, San Francisco, and San Mateo Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 13 - 1 _ 24 28 17 24 1 22 29 5 19 “ ” ” 2 19 - - “ - 5 - — - - - - - - ' lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro duction bonuses. NOTE: ported. Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re Table 60. Occupational earnings: Full-time health care occupations—Seattle, WA' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of Occupation and level Average Average Number (standard) (mean) 200 of weekly weekly and workers hours earnings under 225 225 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 775 250 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 775 800 800 and over Registered professional nurses Head nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nursing instructors. . . . . . . . . . . . . . . . . . . . . . . . . . . Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 257 100 100 17 11 15 2,214 2,189 40.0 40 0 40.0 40 0 40.0 40 0 40.0 40.0 40 128 98 27 276 61 147 32 32 23 11 140 35 82 12 72 78 297 31 112 73 86 191 139 21 163 29 10 137 23 146 219 698.00 698.00 8 - - - 601.50 699.50 562.50 561.50 _ _ _ - - _ _ _ _ _ _ _ - - - - - - _ - _ - _ - _ - 17 17 40.0 40.0 40.0 40.0 542.50 370.00 376.50 428.00 _ _ _ _ _ _ _ _ _ _ _ 2 2 . 4 2 . 21 15 37 33 _ _ _ 5 23 30 26 3 4 48 _ _ 11 14 11 40.0 40.0 40.0 470.00 441.00 520.50 - 1 1 2 7 - _ _ 7 10 _ 4 13 4 11 _ _ _ 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 40.0 533.00 345.00 313.50 494.50 462.50 515.00 693.00 429.50 543.50 520.50 531.00 314.50 324.00 518.50 767.50 362.50 660.00 540.50 526.50 634.00 458.50 557.00 382.00 352.00 _ _ 9 18 _ 9 18 _ 9 18 _ 48 45 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ 4 5 1 1 _ 7 _ _ _ 32 - - _ _ _ _ _ _ _ _ 9 9 _ 2 18 _ _ 9 27 18 18 9 9 7 7 14 14 8 8 4 4 *~ 10 10 20 5 7 31 17 7 11 5 __ _ 2 27 __ 21 21 n . <4) o _ - - - _ - Other health care occupations Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II........................................................... Medical laboratory technicians . . . . . . . . . . . . . . . . . . . . . . Medical machine operating technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III..................................................... Level III. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level I. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II........................................................... Level III.......................................... Medical records administrators. . . . . . . . . . . . . . . . . . . . . . Medical records technicians . . . . . . . . . . . . . . . . . . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . . . Nuclear medical technologists. . . . . . . . . . . . . . . . . Nursing assistants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Occupational therapists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Physical therapists’ supervisors. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Radiation therapy technologists . . . . . . . . . . . . . . . . . . . . Radiographers’ supervisors (X-ray). . . . . . . . . . . . . Radiographers (X-ray) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - _ _ - _ _ _ _ - _ _ - - _ _ _ _ _ _ _ _ - - - _ _ _ _ _ - _ _ _ _ _ 37 19 _ _ _ 29 32 _ _ _ _ _ _ 11 _ 26 _ _ _ _ _ _ _ 3 _ _ _ _ _ 11 16 _ 1 6 _ 11 _ _ _ _ _ 18 27 _ 3 _ _ 20 _ _ _ 37 7 20 4 _ 26 _ 9 17 7 19 3 1 _ _ _ _ _ 5 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 1 22 8 14 10 24 26 43 13 13 _ 5 8 13 15 10 _ _ 12 13 10 12 20 12 16 10 24 13 2 23 11 2 19 _ 3 13 28 16 31 15 9 10 17 29 13 22 17 26 17 15 3 23 _ 12 _ 5 6 1 10 18 6 12 13 10 24 13 13 12 24 23 5 13 42 13 6 3 10 7 4 1 _ 10 7 _ 21 21 12 8 14 5 2 _ _ 14 22 38 8 _ _ _ 15 3 5 1 _ 3 3 _ _ _ _ _ _ _ _ _ _ _ 25 13 25 _ _ 6 _ 8 20 _ 11 7 4 6 1 _ 2 _ _ _ 10 13 24 17 14 26 15 9 22 - - 13 14 7 22 12 48 10 3 22 4 13 13 - - - - 4 60 4 8 17 8 48 3 13 8 5 4 1 _ 33 2 20 13 7 10 14 1 10 14 10 10 20 - - 9 9 10 - - - - - - - Table 60. Occupational earnings: Full-time health care occupations—Seattle, WA1—Continued (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,2 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number (standard) (mean) 200 of weekly and weekly workers hours earnings under 225 225 250 250 275 300 325 350 375 400 425 450 475 500 275 300 325 350 375 400 425 450 475 500 525 2 1 16 1 35 3 16 26 11 19 2 29 18 - 1 11 11 1 - 4 26 13 0 525 550 550 575 575 600 600 625 625 650 650 675 700 725 750 775 675 700 725 750 775 800 800 and over Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Payroll clerks. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97 207 19 42 40.0 40.0 40.0 40.0 $325.50 377.00 397.00 334D0 164 631 40.0 40.0 275.00 303.00 - - - - - 17 10 28 15 42 55 12 1 10 6 21 19 29 16 26 29 2 16 _ - - - Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . - 1 The Seattle metropolitan area consists of King and Snohomish Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight-time sala ries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living pay increases (but not bo nuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonpro https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis duction bonuses. 3 Workers were distributed as follows: 6 percent at $800 and under $825; 3 percent at $825 and under $850; 3 percent at $850 and under $875; and 2 percent at $875 and under $900. 4 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include subcategories not shown separately. Table 61. Occupational earnings: Part-time health care occupations—Seattle, WA1 (Percent distribution of employees in selected occupations in private hospitals by straight-time hourly earnings,2 March 1989) Percent of workers receiving straight-time hourly earnings (in dollars) of— Occupation Number of workers (mean) 4.50 hourly and earnings under 5.00 5.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 5.50 6.00 6.50 7.00 7.50 8.00 8.50 9.00 9.50 _ _ _ _ _ . - - - - - - 23 38 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 17.50 and 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 14.00 14.50 15.00 15.50 16.00 16.50 17.00 17.50 over Registered professional nurses Staff nurses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level II . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2,950 2,919 $14.14 14.13 _ - _ - _ - _ - _ - Dietitians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Licensed practical nurses. . . . . . . . . . . . . . . Medical laboratory technicians . . . . . 65 146 11 12.94 9.38 11.47 _ _ _ _ _ Medical machine operating technicians. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Diagnostic medical sonographers EKG technicians . . . . . . . . . . . . . . . . . . . . . . . . . . . Respiratory therapists . . . . . . . . . . . . . . . . . . 149 7 15 105 11.84 13.49 8.81 12.59 - Medical records technicians . . . . . . . . . Medical social workers . . . . . . . . . . . . . . . . . . . Medical technologists . . . . . . . . . . . . . . . . . . . . . 36 37 154 12.25 13.56 13.52 - - - - Nursing assistants. . . . . . . . . . . . . . . . . . . . . . . . . . . 78 7.99 - - - - Pharmacists. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Pharmacy technicians. . . . . . . . . . . . . . . . . . . . . Physical therapists. . . . . . . . . . . . . . . . . . . . . . . . . . . Radiographers (X-ray). . . . . . . . . . . . . . . . . . . . . Speech pathologists. . . . . . . . . . . . . . . . . . . . . . . . Surgical technologists. . . . . . . . . . . . . . . . . . . . . 40 73 64 75 62 34 24 18.09 9.09 14.54 11.49 13.76 9.40 Unit secretaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 231 8.52 99 119 66 7.93 9.38 8.00 271 178 6.41 7.29 (1 3) 2 <3> o o 4 4 8 8 8 8 8 8 11 11 10 10 8 8 10 10 7 7 8 5 26 5 15 26 3 5 3 18 18 9 27 9 8 10 10 6 6 (3) <3) 1 1 Other health care occupations N> O _ - _ - _ - 5 1 _ _ _ - _ 1 3 7 _ 27 _ - - - 5 7 3 18 3 4 2 11 9 7 29 12 7 9 9 7 71 5 1 27 _ 13 1 13 13 11 9 17 10 10 13 6 8 2 17 17 6 - - 3 5 5 8 6 5 7 11 8 14 15 16 12 14 22 11 12 14 6 4 - - - - - - 2 _ _ 7 - 6 - 9 6 - - - 27 28 29 - 6 - 3 3 4 - - - 5 _ _ _ _ _ _ _ _ _ _ _ _ - - - _ _ „ - - - 1 - - - - - - - - - - 15 3 3 11 4 12 12 12 15 - - - - - - - - - - 37 8 5 9 5 15 8 4 63 17 11 24 21 - - - - - - - - - - - - _ - - - - - - - - 15 8 4 17 8 8 25 4 17 4 6 12 27 18 30 3 1 - 11 24 22 18 12 11 1 24 20 33 20 15 9 13 11 6 4 12 - 3 3 _ 10 - - 6 8 - - - Office clerical occupations Admitting clerks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical transcriptionists. . . . . . . . . . . . . . . . . Switchboard operators. . . . . . . . . . . . . . . . . . . . _ . 6 Service occupations Food service helpers . . . . . . . . . . . . . . . . . . . . . . Hospital cleaners. . . . . . . . . . . . . . . . . . . . . . . . 4 7 21 7 20 26 1 The Seattle metropolitan area consists of King and Snohomish Counties. 2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-living increases (but not bonuses), where found, were included as part of the workers’ regular pay. Excluded were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. 3 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 - - - 4 Workers were distributed as follows: 10 percent at $17.50 and under $18; 16 percent at $18 and under $18.50; 10 percent at $18.50 and under $19; 4 percent at $19 and under $19.50; 14 percent at $19.50 and under $20; 7 per cent at $20.50 and under $21; and 3 percent at $21 and over. NOTE: Because of rounding, sums of individual items may not equal 100. Dashes indicate that no data were re ported. Overall occupation may include data for subclassifications not shown separately. Table 62. Occupational earnings: Other full-time professional, technical, and clerical occupations—Seattle, WA' (Percent distribution of employees in selected occupations in private hospitals by straight-time weekly earnings,12 March 1989) Percent of workers receiving straight-time weekly earnings (in dollars) of— Occupation and level Average Average Number 250 (standard) (mean) 275 of weekly and weekly workers under earnings hours 300 275 300 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 775 800 325 350 375 400 425 450 475 500 525 550 575 600 625 650 675 700 725 750 775 800 825 _ - 5 - 32 9 - - 27 20 27 16 27 18 4 12 13 2 10 26 19 6 19 “ “ ~ 9 9 9 Professional and administrative occupations Accountants Level I Level III................................................................. Personnel specialists Level III................................................................ Computer programmers Level II ................................................................. 22 49 31 27 22 40.0 40.0 40.0 40.0 40.0 $445.00 517.00 657.00 514.00 670.50 _ _ - - - - - - - - - 4 27 40.0 503.00 - - - ~ “ ” “ 19 32 40.0 379.00 - - 13 9 16 34 22 6 23 58 40.0 40.0 329.00 351.50 - 9 - 39 10 43 43 9 31 16 - 17 40.0 303.00 18 12 71 18 40.0 416.00 - - - - - 22 44 33 168 74 25 40.0 40.0 40.0 386.50 431.50 509.50 - - 2 13 - - 26 9 24 19 23 15 12 18 - - - - 89 40.0 322.00 9 52 18 13 2 7 22 41 7 4 33 19 19 26 8 12 32 1 32 28 7 5 11 - ~ 27 6 " ~ 18 5 9 Technical support occupations Computer operators Level II —.............................................................. Clerical support occupations Accounting clerks Level II................................................................. Level III................................................................ Key entry operators Level I................................................................... Purchasing clerks/assistants Level III................................................................ Secretaries Level II. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Level III................................................................ Level IV................................................................ General clerks Level ill................................................................ 6 1 The Seattle metropolitan area consists of King and Snohomish Counties. 2 Average weekly hours reflect the standard workweek for which employees receive their regular straight time salaries and the earnings correspond to these weekly hours. Average weekly hours are rounded to the nearest half hour and average weekly earnings to the nearest half dollar. Earnings information excludes pre mium pay for overtime and for work on weekends, holidays, and late shifts. Incentive payments and cost-of-liv ing pay increases (but not bonuses), where found, were included as part of the workers' regular pay. Excluded https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis were performance bonuses and lump sums, such as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other nonproduction bonuses. NOTE: Because of rounding, sums of individual items may not equal 100. were reported. Dashes indicate that no data Table 63. Scheduled weekly hours: Registered nurses (Percent of workers in private hospitals by scheduled weekly hours,’ United States and selected metropolitan areas2 by month of survey) Northeast Scheduled weekly hours United States (March) All workers .............................................. 34.5 hours ..................................... 35 hours ......................................................... 36 hours ............................................ 36.25 hours.............................................. 37.5 hours................................................ 38 hours .............................................. 40 hours ................................... 42 hours .......................................................... Boston (January) 100 ft 100 . 1 3 1 9 ft Philadelphia (March) 100 Atlanta (February) 100 Baltimore (April) 100 12 _ 100 100 34.5 hours ........................................................ 35 hours ..................................................... 36 hours ....................................................... 36.25 hours...................................................... 37.5 hours ................................................. 38 hours .................................... 40 hours ................................................. 42 hours ...................................................... _ 4 85 _ 100 4 _ 96 - 4 1 10 96 99 90 _ 3 - - Cleveland (March) 100 Detroit (March) 100 100 100 96 100 West MinneapolisOl. r dill (March) 100 St. Louis (March) 100 Denver (April) 100 100 Los Angeles(April) 100 San Francisco (March) 100 Seattle (March) 100 3 _ _ _ - _ _ _ 1 - _ _ _ _ _ _ _ _ 99 100 - 100 “ Data relate to the predominant schedule for full-time workers in each establishment. For definitions of individual areas, see footnote 1, tables 9-62. 3 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 100 Washington (April) _ Midwest All workers ......................................... 100 Houston (March) _ 86 Chicago (April) Fort Worth Arlington (April) Dallas (April) . _ _ ft New York (February) South _ 11 4 86 4 92 7 _ 100 93 100 100 NOTE: Because of rounding, sums of individual items may not equal 100. cate that no data were reported. Dashes indi- Table 64. Scheduled weekly hours: Technical, clerical, and service workers (Percent of workers in private hospitals by scheduled weekly hours,1 United States and selected metropolitan areas2 by month of survey) South Northeast Scheduled weekly hours United States (March) All workers .............................................. 100 35 hours ............................................................ 36.25 hours...................................................... 36.3 hours ........................................................ 37.5 hours ........................................................ 38.75 hours....................................................... 40 hours ............................................................ 1 1 1 11 Boston (January) New York (February) 100 16 - (3) 86 - 7 5 89 7 74 - 3 Atlanta (February) 100 100 _ - Philadelphia (March) Baltimore (April) 100 100 _ _ _ - - - - 22 78 - 5 95 - 8 _ 100 Cleveland (March) Detroit (March) 100 100 100 All workers .............................................. 35 hours ............................................................ 36.25 hours...................................................... 36.3 hours ......................................................... 37.5 hours ......................................................... 38.75 hours ....................................................... 40 hours ............................................................ - - - - 100 100 Minneapolis(March) St. Louis (March) 100 Denver (April) Los AngelesL.UI iy DCdU 1 (April) 100 100 100 San Francisco (March) Seattle (March) 100 100 _ _ _ _ _ - - - - - - - - - - - - - - - - - - - - 3 - - 98 100 ' - 97 100 West _ ' Data relate to the predominant schedule for full-time workers in each establishment. 2 For definitions of individual areas, see footnote 1, tables 9-62. 3 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - - 2 100 100 _ - Washington (April) - - 92 Houston (March) 100 100 Midwest Chicago (April) Fort WorthArlington (April) Dallas (April) 12 - 100 88 100 100 - 100 100 NOTE: Because of rounding, sums of individual items may not equal 100. cate that no data were reported. Dashes indi- Table 65. Shift differential provisions: Registered nurses (Percent of workers in private hospitals by shift differential provisions,' United States and selected metropolitan areas2 by month of survey) Northeast Shift differential United States (March) Boston (January) New York (February) South Philadelphia (March) Atlanta (February) Baltimore (April) Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) Second shift Workers in establishments with second-shift provisions ......................................................... With shift differential.................................... 97.1 96.0 Uniform cents per hour........................ Under 25 cents............................... 25 and under 50 cents................. 50 and under 75 cents................. 75 cents........................................... Over 75 cents and under $1.00 ... $1.00 ........................................... Over $1.00 and under $1.25........ $1.25 and under $1.50 .................. $1.50 ................................................ Over $1.50 and under $1.75........ $1.75 and under $2.00 ................. $2.00 and under $2.25 ................. $2.25 and under $2.50 .................. $2.50 and over................................ 71.9 .8 4.4 9.2 5.5 5.9 10.3 2.6 6.7 7.5 3.0 6.7 3.8 3.7 1.8 - Uniform percentage.............................. 5 percent ......................................... 6 percent......................................... 7 percent ......................................... 8 percent ...................................... 9 percent ......................................... 10 percent....................................... 11 percent....................................... 12 percent ....................................... 14 percent ...................................... 15 percent ....................................... 20 percent ....................................... 21.7 1.1 1.6 1.4 3.0 .6 7.9 .2 1.9 .5 3.3 .3 _ " Other formal paid differential ............. 2.4 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 100.0 100.0 90.2 _ _ _ _ 22.2 16.6 34.5 16.3 - .6 97.8 97.8 79.3 _ _ _ _ 62.2 _ _ 2.0 _ 4.1 5.0 2.7 14.6 13.4 12.1 25.5 - 9.8 100.0 100.0 1.7 _ 5.2 9.1 11.6 14.0 11.7 - 4.1 4.8 _ - 11.2 35.0 _ _ _ 11.2 _ _ _ _ _ 22.7 _ - _ 12.3 7.3 2.7 100.0 100.0 72.4 _ _ _ _ _ _ - .9 1.0 _ 7.3 47.0 7.4 8.9 _ _ _ _ _ _ _ _ _ 4 27.6 100.0 100.0 81.0 _ _ _ _ _ 23.7 _ 11.4 36.2 _ _ 9.7 _ - 100.0 100.0 100.0 100.0 100.0 97.5 99.8 100.0 79.4 26.3 _ _ _ _ _ _ _ 5.4 6.3 20.6 27.4 19.8 2.0 _ _ _ _ _ _ _ 6.0 9.5 12.9 45.9 25.6 _ - 19.0 _ _ _ _ - 99.8 99.8 _ _ _ _ _ _ _ _ _ _ _ 12.7 _ 3 87.3 _ _ 10.5 _ _ _ _ _ _ _ _ _ _ - - - - 3.8 4.7 _ _ _ _ _ 1.9 2.8 3.4 12.0 _ _ 4.1 _ - 20.6 . _ _ _ _ _ _ _ _ _ _ - _ _ - _ _ 6.4 65.2 _ _ _ _ _ 39.5 _ _ _ 14.2 _ 20.5 - - - _ 5.2 6.0 Table 65. Shift differential provisions: Registered nurses—Continued (Percent of workers in private hospitals by shift differential provisions,1 United States and selected metropolitan areas2 by month of survey) Northeast Shift differential United States (March) Boston (January) New York (February) South Philadelphia (March) Atlanta (February) Baltimore (April) Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) Third shift Workers in establishments with third-shift provisions ......................................................... With shift differential.................................... 97.1 95.7 Uniform cents per hour........................ Under 25 cents............................... 25 and under 50 cents ................. 50 and under 75 cents ................. 75 cents and under $1.00............ $1.00 ................................................ Over $1.00 and under $1.25........ $1.25 and under $1.50 ................. $1.50 ................................................ Over $1.50 and under $1.75........ $1.75 and under $2.00 ................. $2.00 ................................................ Over $2.00 and under $2.25........ $2.25 and under $2.50 .................. $2.50 and under $2.75................. $2.75 and under $3.00 ................. $3.00 and under $3.25 ................. $3.25 and under $3.50 ................. $3.50 and over................................ 71.3 .2 3.1 5.4 5.6 7.8 2.6 3.5 6.9 .8 6.7 8.2 3.5 7.2 3.1 .8 3.8 .6 1.5 Uniform percentage.............................. 6 percent ......................................... 7 percent ......................................... 8 percent ......................................... 10 percent....................................... 10.5 percent.................................... 11 percent....................................... 12 percent....................................... 13 percent....................................... 14.6 percent.................................... 15 percent....................................... 16 percent....................................... 18 percent....................................... 20 percent....................................... 25 percent ....................................... 40 percent ....................................... 21.5 .6 .5 .7 4.1 (5> .6 3.7 1.8 .1 5.6 .3 .2 2.7 .5 (5) Other formal paid differential ............. 2.8 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 100.0 100.0 97.8 95.9 90.2 _ _ _ 3.6 9.6 3.3 4.3 77.3 _ _ _ _ - 5.4 - 4.1 2.0 6.8 11.3 21.5 27.5 .9 - 3.3 11.2 _ 9.8 62.2 _ _ _ - - 4.2 12.3 3.9 34.0 9.7 100.0 100.0 5.2 5.6 _ - - - _ _ _ - 8.2 3.7 7.9 _ 15.3 _ 7.3 2.7 100.0 100.0 99.8 100.0 100.0 100.0 _ _ _ _ _ _ _ _ _ _ 14.8 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ .9 _ _ _ 5.0 8.9 52.3 6.0 7.3 14.1 7.4 36.8 _ _ _ _ _ _ _ _ _ _ _ _ _ 4 27.6 _ _ _ _ _ _ - 5.4 33.6 _ 47.5 6.5 _ _ _ 19.0 6.7 - 5.4 _ 7.8 6.9 15.0 6.6 19.3 18.4 3.4 _ _ _ - _ 20.6 _ _ _ _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ _ 14.2 6.4 _ - _ _ _ _ _ _ _ _ _ _ _ _ _ - _ - - - - - _ _ - 3.8 _ _ _ _ _ _ _ 15.2 28.8 _ _ _ 82.5 14.1 100.0 100.0 79.4 _ - 35.0 11.2 81.0 99.8 99.8 _ _ 6.2 4.8 100.0 100.0 72.4 _ _ _ _ 17.0 1.5 10.8 11.3 _ _ 100.0 100.0 2.0 _ _ _ _ 10.5 3.4 2.8 5.7 2.5 _ _ - 1.8 _ 65.2 _ _ - 2.1 _ _ _ _ _ 34.9 _ _ 28.3 _ 6.0 Table 65. Shift differential provisions: Registered nurses—Continued (Percent of workers in private hospitals by shift differential provisions,’ United States and selected metropolitan areas2 by month of survey) West Midwest Shift differential Chicago (April) Cleveland (March) 100.0 100.0 100.0 100.0 Detroit (March) MinneapolisSt. Paul (March) St. Louis (March) Denver (April) Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Second shift Workers in establishments with second-shift provisions ..................................................... . With shift differential.................................... Uniform cents per hour....................... Under 25 cents............................... 25 and under 50 cents ................. 50 and under 75 cents................. 75 cents........................................... Over 75 cents and under $1.00 ... $1.00 ................................................ Over $1.00 and under $1.25........ $1.25 and under $1.50 ................. $1.50 ................................................ Over $1.50 and under $1.75........ $1.75 and under $2.00 .................. $2.00 and under $2.25 ................. $2.25 and under $2.50 ................. $2.50 and over................................ Uniform percentage.............................. 5 percent ......................................... 6 percent ......................................... 7 percent ......................................... 8 percent ......................................... 9 percent ......................................... 10 percent ....................................... 11 percent ....................................... 12 percent....................................... 14 percent....................................... 15 percent....................................... 20 percent ....................................... Other formal paid differential ............. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 94.8 - .1 3.0 24.9 13.8 26.3 8.3 16.9 1.5 - 96.3 - 2.5 56.1 32.7 3.5 1.6 - 5.2 3.7 3.7 1.1 - 3.3 .7 - 100.0 100.0 100.0 100.0 60.2 100.0 - 3.0 37.4 19.8 39.8 12.3 16.8 10.6 - - - 100.0 100.0 100.0 100.0 76.4 100.0 1.7 47.3 - 51.0 - - _ - - 5.5 8.8 23.0 17.1 - 9.2 12.8 23.6 - 8.0 9.9 - - 5.7 22.1 11.4 14.0 47.5 - - 1.1 93.0 93.0 100.0 100.0 57.2 - 9.4 2.6 30.1 6.5 1.5 - 7.1 3.9 35.8 4.0 1.4 - 100.0 100.0 95.9 95.9 1.0 .4 59.1 - 23.9 59.1 - - - " ~ - - 7.9 6 39.6 - 4.1 Table 65. Shift differential provisions: Registered nurses—Continued (Percent of workers in private hospitals by shift differential provisions,' United States and selected metropolitan areas2 by month of survey) Midwest Shift differential West MinneapolisSt. Paul (March) Chicago (April) Cleveland (March) Detroit (March) 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0 St. Louis (March) Denver (April) Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Third shift Workers in establishments with third-shift provisions ......................................................... With shift differential.................................... Uniform cents per hour....................... Under 25 cents............................... 25 and under 50 cents................. 50 and under 75 cents ................. 75 cents and under $1.00............ $1.00 ................................................ Over $1.00 and under $1.25........ $1.25 and under $1.50 ................. $1.50 ................................................ Over $1.50 and under $1.75........ $1.75 and under $2.00 ................. $2.00 ................................................ Over $2.00 and under $2.25........ $2.25 and under $2.50 ................. $2.50 and under $2.75 ................. $2.75 and under $3.00 ................. $3.00 and under $3.25................. $3.25 and under $3.50 .................. $3.50 and over................................ Uniform percentage.............................. 6 percent ......................................... 7 percent ......................................... 8 percent ......................................... 10 percent ....................................... 10.5 percent.................................... 11 percent....................................... 12 percent....................................... 13 percent....................................... 14.6 percent.................................... 15 percent....................................... 16 percent....................................... 18 percent....................................... 20 percent....................................... 25 percent....................................... 40 percent ....................................... Other formal paid differential............. 94.8 - .1 _ 11.6 3.0 2.7 6.9 - 3.2 39.0 _ 18.1 6.5 3.6 - - - .3 1.1 3.7 96.3 60.2 100.0 76.4 _ _ 35.4 13.9 _ _ 49.0 _ _ _ 14.2 _ _ _ - _ 10.9 _ _ - _ _ _ - _ 51.0 _ _ 12.8 _ _ - _ _ _ - _ 6.5 26.4 39.8 _ 3.7 24.7 9.1 - " - - - 6.0 - - 8.9 7.6 _ _ _ _ _ - 3.7 1 Refers to policies of establishments currently operating late shifts or having provisions covering late shifts. 2 For definitions of individual areas, see footnote 1, tables 9-62. 3 All workers were in establishments with premiums of $2.50 per hour. 4 Type of other formal paid differential was not available. 5 Less than 0.05 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 100.0 100.0 41.8 25.0 29.5 5.2 - 100.0 100.0 91.3 3.9 23.0 _ _ _ 16.1 _ _ 19.2 3.9 - - 8.6 - - 8.0 9.9 5.7 1.6 _ 23.8 23.6 - 90.0 90.0 - - 54.2 _ _ _ _ _ _ _ _ _ 9.8 8.0 6.8 7.1 6.6 12.0 4.0 _ - 4.7 3.1 12.2 4.0 11.8 - 100.0 100.0 95.9 1.4 _ _ _ _ _ _ _ _ _ _ _ _ _ - 4.0 91.9 1.0 .4 - 35.8 - 8.6 100.0 100.0 59.1 - _ _ _ _ - - - 59.1 - 6 39.6 4.1 6 Other formal paid differential includes a per centage premium above the base rate for the job, as opposed to a per centage premium above an employee's individual wage rate. NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indicate that no data were reported. Table 66. Shift differential practices: Registered nurses (Percent of workers in private hospitals employed on late shifts by amount of shift differential, United States and selected metropolitan areas' by month of survey) South Northeast Shift differential United States (March) Boston (January) New York (February) Philadelphia (March) Atlanta (February) Baltimore (April) Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) Second shift 23.3 23.3 Uniform cents per hour....................... Under 25 cents............................... 25 and under 50 cents................. 50 and under 75 cents................. 75 cents........................................... Over 75 cents and under $1.00 ... $1.00 ................................................ Over $1.00 and under $1.25........ $1.25 and under $1.50 ................. $1.50................................................ Over $1.50 and under $1.75........ $1.75 and under $2.00 ................. $2.00 and under $2.25 ................. $2.25 and under $2.50 ................. $2.50 and over................................ 19.7 .9 .5 - Uniform percentage.............................. 5 percent ......................................... 6 percent ......................................... 7 percent ......................................... 8 percent ......................................... 9 percent......................................... 10 percent....................................... 11 percent....................................... 12 percent ....................................... 14 percent ....................................... 15 percent....................................... 20 percent....................................... 5.4 - Other formal paid differential ............. .8 See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis .2 1.3 2.5 1.5 1.7 2.8 .6 21.2 - 2.1 .9 2.0 1.0 .2 .5 .3 .6 .2 2.1 .1 .5 .1 .9 .1 - 21.2 - 6.2 3.5 7.6 3.7 1.7 25.8 25.8 - 15.9 - .6 1.0 1.7 .7 3.7 3.3 3.6 6.5 .1 26.0 26.0 " - .4 1.5 2.9 2.9 3.8 2.4 1.2 .7 - “ 2.1 5.5 2.6 - 1.9 - 3.7 .9 20.6 .3 6.9 8.6 - 30.4 30.0 29.5 26.7 22.7 8.0 .6 - 1.5 3.0 4.3 14.1 6.6 1.8 “ - 1.1 - “ - - - “ “ ” ” “ .6 1.4 3.5 “ 6.9 - 3.6 ~ 4.5 ~ “ “ ~ “ 1.1 - - - 12.5 3.4 “ 20.1 " “ “ 1.3 “ ~ “ 3.6 1.5 5.0 8.9 5.4 ~ - .8 1.0 1.8 * 23.2 “ ~ - - - - - 6.1 - 27.1 27.1 - 3.4 2.2 26.7 26.7 - 12.2 29.5 29.5 - .2 - 26.8 26.8 - 2.5 1.7 9.2 2.6 - 19.1 - " - 26.0 26.0 0 0 0 (0 26.7 25.9 (0 Workers employed on second shift................ Receiving differential ................................... - 1.6 6.1 1.8 Table 66. Shift differential practices: Registered nurses—Continued (Percent of workers in private hospitals employed on late shifts by amount of shift differential, United States and selected metropolitan areas' by month of survey) Northeast Shift differential United States (March) Boston (January) New York (February) South Philadelphia (March) Atlanta (February) Baltimore (April) Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) Third shift Workers employed on third shift........... Receiving differential .................. 19.8 19.3 Uniform cents per hour.................... Under 25 cents.............................. 25 and under 50 cents........... 50 and under 75 cents................. 75 cents and under $1.00............ $1.00 ........................................... Over $1.00 and under $1.25........ $1.25 and under $1.50 ................. $1.50 ..................................... Over $1.50 and under $1.75........ $1.75 and under $2.00 .................. $2.00 .................................. Over $2.00 and under $2.25........ $2.25 and under $2.50 ................. $2.50 and under $2.75 ................. $2.75 and under $3.00 ................. $3.00 and under $3.25 .............. $3.25 and under $3.50 .................. $3.50 and over................................ 14.4 Uniform percentage........................... 6 percent ..................................... 7 percent .............................. 8 percent ...................... 10 percent................................ 10.5 percent............................. 11 percent................................ 12 percent .......................... 13 percent ...................................... 14.6 percent.................................... 15 percent................................... 16 percent..................................... 18 percent................................ 20 percent ....................... 25 percent ...................................... 40 percent ....................................... 4.1 Other formal paid differential ............. See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis .1 .7 1.0 1.3 1.3 .5 .6 1.2 .1 1.6 1.6 17.1 17.1 15.3 _ _ _ .7 1.6 .6 .2 .8 .1 .3 (3) (3) .2 .9 f) f) .6 .5 (3) 1.1 .1 (3> .5 .1 f) .8 _ 19.6 19.6 22.3 22.3 22.9 22.9 21.9 21.9 19.2 19.2 19.1 19.1 13 8 13.8 13.5 11.7 15.4 18.1 21.9 19.2 16.5 4.3 _ _ _ .7 1.4 1.0 .6 - 17.5 17.3 .6 2.2 .6 _ _ 1.2 1.1 - 4.9 1.8 .1 - _ .2 _ 1.0 2.2 3.1 5.7 1.4 2.0 1.6 _ _ 2.4 _ _ _ _ _ _ _ _ _ - _ _ _ _ _ - 1.8 _ _ _ 1.0 .9 1.5 1.2 1.2 _ 2.4 _ _ _ 3.0 .4 ‘ - 3.1 1.1 2.0 11.8 6.5 3.1 1 3 40 33 _ 11.2 1.3 .5 15 4 3.4 1.7 - 7.1 _ _ _ 1 4 7 .3 9 1 4 2.8 2.0 8.1 .3 _ - _ _ _ _ _ ' - 2.1 .9 .2 _ 2 _ 5 - 4.8 - 2.6 77 _ 1.3 _ • _ 1.1 _ 4 _ • 1.0 _ 1.8 _ 3.1 _ _ 1.4 41 1 7 3.7 .8 6.9 1.0 _ - - - - - - - - 3.3 - 1.8 Table 66. Shift differential practices: Registered nurses—Continued (Percent of workers in private hospitals employed on late shifts by amount of shift differential, United States and selected metropolitan areas' by month of survey) West Midwest Shift differential Chicago (April) Cleveland (March) 29.9 29.9 30.7 30.7 Detroit (March) MinneapolisSt. Paul (March) St. Louis (March) Denver (April) Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Second shift Workers employed on second shift................ Receiving differential ................................... Uniform cents per hour........................ Under 25 cents............................... 25 and under 50 cents ................. 50 and under 75 cents ................. 75 cents........................................... Over 75 cents and under $1.00 ... $1.00 ................................................ Over $1.00 and under $1.25........ $1.25 and under $1.50 .................. $1.50 ................................................ Over $1.50 and under $1.75........ $1.75 and under $2.00 .................. $2.00 and under $2.25 .................. $2.25 and under $2.50 .................. $2.50 and over................................ Uniform percentage.............................. 5 percent ......................................... 6 percent ......................................... 7 percent .......................................................................... 8 percent .......................................................................... 9 percent .......................................................................... 10 percent ....................................... 11 percent ....................................... 12 percent ....................................... 14 percent ...................................................................... 15 percent...................................................................... 20 percent....................................... Other formal paid differential See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ........................ 28.6 1.0 - 29.7 - 0 7.6 4.2 7.7 2.6 5.0 .4 1.0 16.3 10.7 1.4 .3 28.3 28.3 17.5 24.2 24.2 24.2 - - .8 10.9 5.7 .2 11.0 12.9 - - - - - - - - - - - - - - - - - - - - - - - - - - 1.4 1.0 1.0 - 10.9 - - .3 - 4.6 - - - 1.0 - 3.7 - - 2.6 - 27.4 27.4 20.6 23.8 23.8 16.6 .5 22.6 - - - - - - - - - - 1.8 2.4 6.6 3.3 4.2 14.3 5.1 4.5 - .3 - - - - - 6.8 - - - - - - - - 2.4 3.0 - - - - - - - - - - - - - - ~ - - - - - 17.1 - - - - 1.7 - - 6.2 - - - - 17.1 - - 1.5 - - - - - - .2 8.3 .4 - - .3 - - - - - 22.6 - 2.2 - 1.2 - 2.5 .9 8.4 2.1 .5 - 2.3 4.4 - - - - - - 29.5 29.5 - - - 29.8 26.3 24.9 - - .1 29.8 29.8 ~ “ - - 11.8 - 1.2 Table 66. Shift differential practices: Registered nurses—Continued (Percent of workers in private hospitals employed on late shifts by amount of shift differential, United States and selected metropolitan areas1 by month of survey) Midwest Shift differential Chicago (April) Cleveland (March) West MinneapolisSt. Paul (March) Detroit (March) St. Louis (March) Denver (April) 18.8 18.8 11.5 11.5 Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Third shift Workers employed on third shift..................... Receiving differential ................................... Uniform cents per hour....................... Under 25 cents.............................. 25 and under 50 cents ................. 50 and under 75 cents ................. 75 cents and under $1.00............ $1.00 ................................................ Over $1.00 and under $1.25........ $1.25 and under $1.50 ................. $1.50 ................................................ Over $1.50 and under $1.75........ $1.75 and under $2.00 ................. $2.00 ................................................ Over $2.00 and under $2.25........ $2.25 and under $2.50 ................. $2.50 and under $2.75 ................. $2.75 and under $3.00 ................. $3.00 and under $3.25 ................. $3.25 and under $3.50 ................. $3.50 and over................................ Uniform percentage............................. 6 percent......................................... 7 percent......................................... 8 percent ......................................... 10 percent....................................... 10.5 percent.................................... 11 percent ....................................... 12 percent....................................... 13 percent....................................... 14.6 percent.................................... 15 percent....................................... 16 percent....................................... 18 percent ....................................... 20 percent ....................................... 25 percent....................................... 40 percent ....................................... Other formal paid differential............. 19.0 19.0 19.6 19.6 17.9 f) - 18.5 _ 1.2 .5 .6 1.0 - .6 7.6 - 4.5 1.3 .6 - _ - 7.8 4.7 6.1 - _ _ _ 10.2 1.9 14.9 _ _ _ _ _ _ _ - - - _ _ 2.7 1.2 6.0 _ _ _ _ _ _ _ _ _ _ - _ _ _ _ _ _ _ _ - - 1.0 8.0 - - - - - - 5.2 1.9 1.0 - _ - - - - - - - - - - - - - - - 1.0 ' .5 3.7 _ _ - _ _ _ _ _ _ _ _ _ _ 2.2 1.6 1.0 1.9 1.3 3.2 .6 _ _ _ _ _ _ _ - _ _ _ _ - 1.3 1.5 .9 _ _ _ _ _ _ _ _ .3 _ _ .1 _ _ - 12.5 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 12.5 _ _ _ _ _ _ _ _ _ _ _ _ - _ - - - - 1.2 .7 12.3 _ 7.7 _ _ _ _ _ - _ _ _ _ - .9 _ _ _ _ _ _ _ _ 13.0 _ _ _ _ _ _ _ 1.6 _ _ .4 _ _ 1.9 .4 13.8 13.8 11.8 ’ _ 3.9 - _ _ _ - 2.4 20.8 20.8 _ 2.5 _ - .2 _ 2.0 .4 _ _ _ _ - _ _ 20.4 19.6 10.6 _ _ _ _ _ All workers were in establishments with shift differentials of $2.50 per hour. Less than 0.05 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 10.1 - - .7 _ 7.4 2.7 - - - 20.3 _ - 1.0 .1 .2 20.3 20.3 12.0 _ _ _ - 1 For definitions of individual areas, see footnote 1, tables 9-62. 13 20.0 20.0 _ .9 .7 1.6 1.4 3.1 . _ _ _ _ - _ _ 7.9 .8 NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indicate that no data were reported. Table 67. Paid holidays: Registered nurses (Percent of workers in private hospitals with formal provisions for paid holidays, United States and selected metropolitan areas' by month of survey) South Northeast Number of paid holidays United States (March) Boston (January) New York (February) 100 Ail workers .............................................. 100 100 Consolidated leave plans2.............................. 24 18 Workers in establishments providing paid holidays........................................................... Under 5 days............................................. 5 days .......................................................... 6 days .......................................................... 6 plus 2 half davs ..................................... 7 days ......................................................... 7 plus 2 half days ..................................... 8 days ......................................................... 9 days ......................................................... 10 days....................................................... 11 days ....................................................... 12 days ....................................................... 13 days ....................................................... 15 days ....................................................... Average paid holidays4................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 76 ft 1 12 ft 14 <3) 25 9 8 4 3 f) (3) - - - - - (3) - 16 42 24 - 100 100 93 100 100 - Baltimore (April) 100 - - Atlanta (February) - - 82 Philadelphia (March) 61 5 12 45 29 5 16 19 2 1 - - 42 11.1 9.2 72 10 5 90 95 28 90 - 62 18 3 - 15 7.6 43 30 - - - ft - “ - ~ ~ - 8.0 “ - - “ 7.0 17 13 6 - - - - - 8.1 10 (3) - - 100 3 16 26 12 - 5 5 100 - - - - - - - 1 Washington (April) 100 100 - Houston (March) 100 - 7 - Fort WorthArlington (April) Dallas (April) 7.2 6.5 8.0 4 5 33 35 12 7 8.7 Table 67. Paid holidays: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for paid holidays, United States and selected metropolitan areas’ by month of survey) Midwest Number of paid holidays Chicago (April) Cleveland (March) Detroit (March) All workers .............................................. 100 100 100 Consolidated leave plans2.............................. 18 21 20 Workers in establishments providing paid holidays.......................................................... Under 5 days............................................. 5 days ......................................................... 6 days ......................................................... 6 plus 2 half days ..................................... 7 days ......................................................... 7 plus 2 half days ..................................... 8 days ......................................................... 9 days ......................................................... 10 days ....................................................... 11 days....................................................... 12 days....................................................... 13 days ....................................................... 15 days ....................................................... Average paid holidays4 ................................... ' 2 3 3 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 82 - 35 5 13 22 7 79 - - - - ~ 7.6 8 - 4 11 12 24 23 5 3 8.2 MinneapolisSt. Paul (March) 100 - 2 2 96 - For definitions of individual areas, see footnote 1, tables 9-62. Workers receive holidays under consolidated leave plans. Less than 0.5 percent. For purposes of computing average holidays, 2 half days were considered as 1 Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) 100 100 100 100 100 9 57 8 7 4 37 52 3 - - 35 8 8.6 - (3> - 1 1 14 - 9 - 41 15 6 14 7.2 93 92 43 - 8.9 Denver (April) 91 - - 8.1 St. Louis (March) 100 80 - 21 14 22 15 West 8.5 96 - - 0 78 - 5 10.1 full day. NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indicate that no data were reported. 13 79 4 - 7.9 Table 68. Paid holidays: Technical, clerical, and service workers (Percent of workers in private hospitals with formal provisions for paid holidays, United States and selected metropolitan areas1 by month of survey) South Northeast Number of paid holidays United States (March) Boston (January) New York (February) 100 All workers .............................................. 100 100 Consolidated leave plans2.............................. 21 23 78 77 Workers in establishments providing paid holidays.......................................................... Under 5 days............................................. 5 days ......................................................... 6 days ......................................................... 6 plus 2 half days ..................................... 7 days ......................................................... 7 plus 2 half days..................................... 8 days ......................................................... 9 days ......................................................... 10 days ....................................................... 11 days ....................................................... 12 days ....................................................... 13 days ....................................................... 15 days ....................................................... Average paid holidays'1................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis (3) 1 12 (3) 15 f) 24 11 8 4 3 - (3) - - 17 28 32 0 0 - 81 65 6 10 17 2 36 31 10 11 8 5 - 100 4 6 6 - - 8 - 41 17 25 13 - Fort WorthArlington (April) Dallas (April) 100 19 100 - Baltimore (April) 100 100 100 - Atlanta (February) - - - Philadelphia (March) “ “ - - 11.2 9.0 100 100 100 10 64 14 10 90 36 86 90 11 59 17 3 1 7.1 7.7 8.0 Washington (April) 100 “ 8.1 Houston (March) 7.2 ” “ 26 10 “ ” " “ “ ~ “ 23 —“ - _ 3 5 1 27 36 13 7 7.9 8.8 28 34 “ 6.3 Table 68. Paid holidays: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid holidays, United States and selected metropolitan areas1 by month of survey) Midwest Number of paid holidays Chicago (April) Cleveland (March) Detroit (March) All workers .............................................. 100 100 100 Consolidated leave plans2.............................. 13 28 21 Workers in establishments providing paid holidays.......................................................... Under 5 days............................................. 5 days ......................................................... 6 days ............................................... 6 plus 2 half days ..................................... 7 days ......................................................... 7 plus 2 half days ..................................... 8 days ......................................................... 9 days ...................................................... 10 days ....................................................... 11 days ...................................................... 12 days ....................................................... 13 days ....................................................... 15 days .................................................. Average paid holidays4................................... 87 - . 28 5 15 33 7 72 _ 9 MinneapolisSt. Paul (March) - _ 100 _ 4 14 10 20 22 6 3 _ _ _ _ 3 Los AngelesSan Francisco Long Beach (March) (April) 100 100 100 7 48 7 29 93 52 93 71 _ _ 44 _ 7 1 _ _ - _ _ _ _ _ _ _ _ _ - _ _ “ - - - - - - _ 8.9 ' For definitions of individual areas, see footnote 1, tables 9-62. 2 Workers receive holidays under consolidated leave plans. Less than 0 5 percent. 4 For purposes of computing average holidays, 2 half days were considered as 1 full day. - 100 _ _ 15 _ _ _ 42 15 9 10 _ 8.1 100 1 1 _ - 7.8 Seattle (March) _ 39 51 3 _ Denver (April) 100 _ _ _ _ _ _ 4 94 8.2 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis St Louis (March) 100 79 _ _ 16 20 16 11 West 8.6 7.2 _ 11 83 7 _ 0 58 . _ _ 13 8.5 10.5 NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indicate that no data were reported. 7.9 Table 69. Paid vacations: Registered nurses (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) South Northeast Vacation policy United States (March) Boston (January) All workers .............................................. 100 100 Consolidated leave plans2.............................. 26 22 74 74 78 78 New York (February) Philadelphia (March) 100 Atlanta (February) 100 100 8 93 92 92 7 7 - Baltimore (April) Fort WorthArlington (April) Dallas (April) 100 Houston (March) Washington (April) 100 100 100 100 10 72 10 9 90 90 28 28 90 81 9 91 91 - Method of payment Workers in establishments providing paid vacations ....................................................... Length-of-time payment ........................... Percentage payment................................. <3) 100 100 ' ” - “ “ - 100 100 Amount of vacation pay" After 6 months of service: Under 1 week ............................................ 1 week ........................................................ Over 1 and under 2 weeks...................... 2 weeks...................................................... Over 2 and under 3 weeks...................... 3 weeks ...................................................... Over 4 and under 5 weeks...................... After 1 year of service: 1 week........................................................ Over 1 and under 2 weeks...................... 2 weeks ...................................................... Over 2 and under 3 weeks...................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 4 and under 5 weeks...................... After 2 years of service: 1 week........................................................ Over 1 and under 2 weeks...................... 2 weeks ...................................................... Over 2 and under 3 weeks...................... 3 weeks ...................................................... Over 3 and under 4 weeks...................... 4 weeks...................................................... Over 4 and under 5 weeks...................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis f) 33 15 8 1 0 (3> 1 (3) 42 4 16 1 8 1 <3) (3) 40 5 17 2 8 2 - 13 66 - - - 1 87 9 - 5 70 3 - - (3) - - 85 15 10 54 19 - 12 66 14 - - 2 - - - 7 - - - - - - - - - - - - - 70 - - 3 - - 85 15 - 7 - ” - “ - 10 1 63 1 16 15 3 3 73 — 4 26 4 66 5 86 “ - 25 - - - 3 “ 26 23 9 “ 19 66 6 - - - - 0 - “ - 5 26 70 5 - 22 26 23 20 38 9 33 9 - — 4 - 26 4 40 26 5 86 - - 25 ' - 38 9 33 9 - 22 23 17 9 3 20 Table 69. Paid vacations: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas1 by month of survey) Northeast Vacation policy United States (March) South Boston (January) New York (February) Philadelphia (March) _ _ _ _ Atlanta (February) Baltimore (April) Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) Amount of vacation pay4—Continued After 3 years of service: 1 week............................................ Over 1 and under 2 weeks..................... 2 weeks............................................ Over 2 and under 3 weeks..................... 3 weeks .............................................. Over 3 and under 4 weeks..................... 4 weeks.......................................... Over 4 and under 5 weeks..................... Over 5 and under 6 weeks..................... After 5 years of service: Over 1 and under 2 weeks..................... 2 weeks ............................................... Over 2 and under 3 weeks..................... 3 weeks ...................................... Over 3 and under 4 weeks..................... 4 weeks ............................................... Over 4 and under 5 weeks................. 5 weeks ................................................ Over 5 and under 6 weeks..................... Over 6 and under 7 weeks..................... After 8 years of service: 2 weeks........................................ Over 2 and under 3 weeks.................. 3 weeks ....................................... Over 3 and under 4 weeks..................... 4 weeks ....................................... Over 4 and under 5 weeks................... 5 weeks........................................ Over 5 and under 6 weeks..................... Over 6 and under 7 weeks................ After 10 years of service: 2 weeks ......................................... Over 2 and under 3 weeks................... 3 weeks ................................................ Over 3 and under 4 weeks................ 4 weeks......................................... Over 4 and under 5 weeks..................... 5 weeks..................................................... Over 5 and under 6 weeks..................... 7 weeks ...................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis f) (3) _ 36 5 17 4 10 1 f) 6 3 41 4 13 1 6 I3) <3) 3 3 39 5 17 2 6 (3) (3) 1 (3) 17 3 38 5 9 f) <3) 9 1 62 1 18 - 68 - _ _ 10 85 15 - - (3) _ (3) - - _ _ - - - _ (3) 30 2 46 - _ _ - - _ 1 50 6 34 13 _ 87 _ _ _ _ - _ - - _ _ _ _ _ _ 11 2 66 _ 0 87 _ _ _ _ 3 22 4 26 4 22 26 13 2 75 _ _ _ _ - 38 9 14 29 19 2 23 17 9 20 - 9 3 15 49 38 40 12 19 20 3 _ - - 6 48 4 22 26 _ _ _ - 8 2 80 - - 9 15 48 22 19 3 _ 33 7 22 28 _ - - - - - - 8 _ 15 4 73 13 _ 87 _ - 7 - 3 18 _ _ <3) - 63 2 10 90 1 - _ _ 3 - - 26 8 57 13 _ - _ _ 26 4 40 26 5 _ _ _ _ - 7 _ _ _ _ _ _ 7 _ _ _ 10 _ 59 25 23 3 12 25 53 _ 60 29 _ 20 _ ~ 8 7 41 15 - - - - - Table 69. Paid vacations: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas’ by month of survey) South Northeast Vacation policy United States (March) Boston (January) New York (February) Philadelphia (March) Atlanta (February) - (3) - - Baltimore (April) Fort WorthArlington (April) Dallas (April) Houston (March) Washington (April) “ ~ “ Amount of vacation pay4—Continued After 12 years of service: 2 weeks ...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... 7 weeks...................................................... After 15 years of sen/ice: 2 weeks ...................................................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks...................................................... Over 5 and under 6 weeks..................... 6 weeks...................................................... Over 7 and under 8 weeks..................... After 20 years of service: 2 weeks...................................................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... Over 7 and under 8 weeks..................... After 25 years of service: 2 weeks...................................................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... 6 weeks...................................................... Over 7 and under 8 weeks..................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 f) 14 4 39 5 9 (3) ft 1 6 1 46 6 13 (3) (3) <3) 67 2 10 - (3) (3> 13 87 ~ * - - - - - 63 2 14 - - 13 85 2 19 2 58 - - 15 2 74 - 5 1 13 83 4 - - 85 5 4 - 19 2 54 - 4 - - 2 - 72 4 15 13 - 85 “ 2 - ~ 2 - ~ 67 4 20 - _ 2 - ' 25 43 26 _ - “ “ “ — 8 4 31 43 26 - 25 71 18 — 25 7 34 7 14 9 20 3 - - 7 34 7 14 9 20 o “ 78 - _ o 3 78 - - - 67 18 8 7 41 7 9 20 ' 8 4 - 4 “ ~ 31 “ 3 61 “ “ 5 ~ “ “ 5 3 _ 8 21 71 26 4 4 33 53 “ " “ - - - 28 71 29 “ 2 - - ~ - 25 54 “ “ - - 1 5 1 35 4 26 1 1 - - - - 1 5 1 38 5 22 1 (3) - 8 71 18 7 34 7 14 9 20 Table 69. Paid vacations: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of sen/ice, United States and selected metropolitan areas' by month of survey) South Northeast Vacation policy United States (March) Boston (January) New York (February) Philadelphia (March) Atlanta (February) Baltimore (April) - - - - - Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) - (3) - Amount of vacation pay4—Continued After 30 years of service: 2 weeks ...................................................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks...................... 5 weeks...................................................... Over 5 and under 6 weeks...................... 6 weeks...................................................... Over 7 and under 8 weeks..................... Maximum vacation: 2 weeks...................................................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... Over 7 and under 8 weeks..................... Over 8 and under 9 weeks..................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 5 1 35 4 26 1 1 <3) 1 4 1 35 4 26 1 1 (3) (3) - 14 2 58 - 85 - - - - - - - 4 14 2 54 4 5 _ 13 - 2 13 85 2 - 65 4 22 - 2 _ - 65 4 22 5 _ - - . 5 2 8 4 31 43 26 - - - - 78 43 26 - 3 - 8 4 31 - 25 78 “ - 71 18 - 25 3 - <3) - “ 71 18 “ 7 34 7 14 9 20 7 34 7 14 9 20 Table 69. Paid vacations: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas by month of survey) West Midwest Vacation policy Detroit (March) Chicago (April) Cleveland (March) 100 100 100 24 21 32 76 76 79 79 68 68 MinneapolisSt. Paul (March) St. Louis (March) 100 Los AngelesSan Francisco Long Beach (March) (April) Denver (April) Seattle (March) 100 100 100 100 100 9 57 9 7 4 91 91 43 43 91 91 93 93 96 96 Method of payment Workers in establishments providing paid 100 100 _ _ - - - - _ Amount of vacation pay" After 6 months of service: _ 25 26 1 28 25 80 67 9 _ 53 5 3 12 (3) 32 4 44 - _ _ _ _ - - _ _ _ _ - - - - _ _ - - - - _ _ _ - - - - 9 After 1 year of service: _ 61 2 _ _ _ _ _ _ _ _ - _ _ _ 85 1 5 43 - - _ 44 - - - 48 100 68 16 _ _ _ 6 3 55 3 9 (3) 90 7 93 - - - - - - - - - - - After 2 years of service: See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 12 4 61 2 _ 5 44 83 _ 81 4 6 - _ _ - - - 38 48 17 68 - _ _ _ 6 3 44 14 9 90 7 23 - 70 - _ _ - - - - - _ _ _ - - - - _ _ _ - - - - Table 69. Paid vacations: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas1 by month of survey) Midwest Vacation policy Chicago (April) Cleveland (March) Detroit (March) - _ _ _ _ West MinneapolisSt. Paul (March) St. Louis (March) Denver (April) _ _ _ _ _ Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Amount of vacation pay4—Continued After 3 years of service: 1 week ........................................................ Over 1 and under 2 weeks..................... 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... Over 5 and under 6 weeks..................... After 5 years of service: Over 1 and under 2 weeks..................... 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... Over 6 and under 7 weeks..................... After 8 years of service: 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks..................................................... Over 3 and under 4 weeks..................... 4 weeks .......................................... Over 4 and under 5 weeks..................... 5 weeks ......................................... Over 5 and under 6 weeks..................... Over 6 and under 7 weeks..................... After 10 years of service: 2 weeks ...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks...................................................... Over 5 and under 6 weeks..................... 7 weeks...................................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 6 3 44 14 9 12 4 56 5 2 68 15 _ 14 _ _ _ _ _ _ _ _ _ - - _ _ 85 _ 45 29 _ _ _ - _ _ _ - - - _ - - _ _ _ _ _ _ _ _ _ _ _ _ - 38 15 21 3 10 4 56 5 5 68 _ 17 _ _ _ _ _ _ _ _ _ - - - <3) 19 _ _ _ _ _ _ _ - - - - _ _ _ _ _ - _ _ _ 46 5 28 68 _ 15 _ 85 _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - _ _ _ _ _ - _ _ _ _ 12 4 63 49 17 1 - “ - 18 _ 2 _ 98 _ _ _ 0 26 70 93 - _ _ _ _ 0 10 _ 93 84 3 _ _ - _ _ _ _ _ - - - _ 29 _ 10 - - - 13 _ _ 7 4 64 _ _ _ _ f) - 14 46 7 29 _ 50 70 4 4 4 _ 9 _ _ 13 70 7 16 4 - _ _ 0 - - (3) 24 93 _ 3 14 25 67 _ _ _ _ (3) _ 4 _ 77 4 10 13 4 72 14 25 72 _ 83 _ _ 23 12 39 3 _ _ _ 46 3 _ ep - 26 70 _ _ - 93 _ - - Table 69. Paid vacations: Registered nurses—Continued (Percent ot workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) West Midwest Vacation policy Chicago (April) Cleveland (March) Detroit (March) MinneapolisSt. Paul (March) St. Louis (March) Denver (April) - - - - - - Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Amount of vacation pay"—Continued After 12 years of service: 2 weeks ...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks...................... 5 weeks ...................................................... Over 5 and under 6 weeks...................... 7 weeks...................................................... After 15 years of sen/ice: 2 weeks ...................................................... 3 weeks...................................................... Over 3 and under 4 weeks...................... 4 weeks ...................................................... Over 4 and under 5 weeks...................... 5 weeks ...................................................... Over 5 and under 6 weeks...................... 6 weeks ...................................................... Over 7 and under 8 weeks..................... After 20 years of service: 2 weeks ...................................................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks...................... 6 weeks ...................................................... Over 7 and under 8 weeks..................... After 25 years of service: 2 weeks...................................................... 3 weeks...................................................... Over 3 and under 4 weeks...................... 4 weeks...................................................... Over 4 and under 5 weeks...................... 5 weeks...................................................... Over 5 and under 6 weeks..................... 6 weeks...................................................... Over 7 and under 8 weeks..................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 9 (3) 45 21 1 - - 1 (3) 53 21 1 " - 1 (3) 42 17 16 12 4 63 - - - - - 79 - 9 59 - 98 - - 4 63 - - - - - - - 60 2 1 67 • - 100 - ' 100 - - - - - - - - - - - - - - - - - - - 1 f) - 29 12 32 3 54 - “ 24 1 - 67 1 - 15 1 - 1 75 - - 20 1 - - - 10 - - - 42 7 32 - 64 27 - 1 100 - 64 27 13 14 29 - - - - 13 7 2 45 1 23 29 14 - - 13 7 2 54 1 13 29 14 - 13 7 2 45 1 23 29 14 - - (3) - 14 70 12 93 - - - - 7 2 64 1 3 - (3) - 93 - - f) - - 93 - - - - ft - 93 - - 10 70 16 10 70 16 10 70 16 Table 69. Paid vacations: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) West Midwest Vacation policy Chicago (April) Cleveland (March) Detroit (March) MinneapolisSt. Paul (March) - - - - St. Louis (March) Denver (April) - - Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Amount of vacation pay4—Continued After 30 years of service: 2 weeks ...................................................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... Over 7 and under 8 weeks..................... Maximum vacation: 2 weeks ...................................................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... Over 7 and under 8 weeks..................... Over 8 and under 9 weeks..................... 1 0 - - 1 f) 54 - " " - - - - - - - 24 - 1 - - - 24 - 1 - 1 - “ 27 1 - 64 100 67 64 - - - 54 - 1 1 For definitions of individual areas, see footnote 1, tables 9-62. 2 Workers receive vacations under consolidated leave plans. 3 Less than 0.5 percent. 4 Vacation payments, such as percent of annual earnings, were converted to an equivalent time basis. Periods of service were chosen arbitrarily and do not necessarily reflect individual establishment provisions for progression. For example, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - 100 67 - - 29 12 32 3 - - - 29 12 32 3 1 - - - - “ ” 27 29 14 - - 13 7 2 45 1 23 - 0 - 93 13 7 2 45 1 23 10 70 16 “ - “ “ 29 14 “ - - (3) 93 - - “ - - - ” “ 10 70 16 “ changes indicated at 8 years may include changes that occurred between 5 and 8 years. NOTE: Because of rounding, sums of individual items may not equal totals, Dashes indicate that no data were reported. Table 70. Paid vacations: Technical, clerical, and service workers (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) Northeast Vacation policy United States (March) Boston (January) All workers .............................................. 100 100 Consolidated leave plans2.............................. 23 28 77 77 72 72 New York (February) South Philadelphia (March) 100 - Atlanta (February) 100 100 4 85 96 96 15 15 Baltimore (April) Fort WorthArlington (April) Dallas (April) 100 - Houston (March) Washington (April) 100 100 100 100 10 64 14 15 90 90 36 36 86 76 11 85 85 Method of payment Workers in establishments providing paid vacations ....................................................... Length-of-time payment ........................... Percentage payment................................. <3) 100 100 - - - 100 100 - - - Amount of vacation pay4 After 6 months of service: Under 1 week............................................ 1 week........................................................ Over 1 and under 2 weeks..................... 2 weeks ...................................................... Over 3 and under 4 weeks...................... After 1 year of service: 1 week........................................................ Over 1 and under 2 weeks...................... 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 4 and under 5 weeks...................... After 2 years of service: 1 week........................................................ Over 1 and under 2 weeks...................... 2 weeks...................................................... Over 2 and under 3 weeks...................... 3 weeks...................................................... Over 3 and under 4 weeks...................... 4 weeks...................................................... Over 4 and under 5 weeks..................... After 3 years of service: Over 1 and under 2 weeks..................... 2 weeks ...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 5 and under 6 weeks..................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis ft 48 7 1 ft 2 ft 64 3 5 1 - 22 50 - - - - - 10 6 56 ft ft - ft ft - - ft ft ft ft 55 6 12 2 1 - - _ - 62 6 7 1 98 8 6 57 - - “ - 100 96 4 - 4 6 62 _ _ - 96 4 81 - 11 - 92 8 - - - - - _ - - - - 4 96 15 7 92 8 - - _ - - - - - - 87 9 - _ _ - 83 9 4 15 - - - - 83 67 26 7 67 26 7 - - 10 3 13 23 13 - 33 24 83 - 23 13 - 90 - 18 - - - 62 20 4 - - - “ 31 29 6 34 26 5 19 - 62 20 4 " 4 13 - - - - - - - 7 - 15 71 - 34 23 3 24 - 47 26 4 9 - 26 8 14 26 10 Table 70. Paid vacations: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) Northeast Vacation policy United States (March) South Boston (January) New York (February) Philadelphia (March) Atlanta (February) Baltimore (April) Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) - - - - - - - - - Amount of vacation pay"—Continued After 5 years of service: Over 1 and under 2 weeks..................... 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 4 and under 5 weeks..................... 5 weeks...................................................... Over 6 and under 7 weeks..................... After 8 years of service: 2 weeks ...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 6 and under 7 weeks..................... After 10 years of service: 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... 7 weeks...................................................... After 12 years of service: 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks ...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... 7 weeks...................................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis f) 9 4 49 3 11 f) 0 (3) 4 3 49 4 15 1 (3) (3) 1 (3) 23 3 42 3 2 1 (3> (3) 1 (3) 19 4 45 3 3 1 0 (3) 32 6 34 - _ - _ - - - 11 6 54 - 21 79 - 22 9 64 2 _ _ - 3 7 81 4 2 16 - _ - _ _ - _ - - _ - 65 2 3 _ 5 93 - 1 - _ - - - _ - - - - - _ _ - _ _ - 67 2 3 _ _ - 53 11 32 _ _ - 5 93 1 _ _ _ _ - 42 12 42 - _ 9 15 _ - - _ _ - 13 1 - _ _ _ - _ _ _ - _ 63 26 - 74 26 _ _ _ - 10 - 13 _ _ - 59 24 _ - 23 31 - 64 22 _ _ _ - _ - - 31 22 33 - _ - - - - - - - - - - - _ _ _ _ 23 13 _ _ - 36 12 12 24 - - _ 49 26 10 _ - _ - 53 6 15 46 20 _ _ _ - 13 - 7 - 13 13 83 _ _ - _ 10 - 7 12 13 _ _ - 7 8 92 _ - 13 5 72 _ _ _ _ - _ _ _ - _ _ _ _ _ _ 73 _ _ _ _ - _ _ _ _ 27 _ _ _ _ - 6 - _ - 2 2 _ _ _ _ - _ _ _ - 84 12 19 34 33 - ■ _ 4 7 50 5 19 4 7 50 5 19 Table 70. Paid vacations: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas’ by month of survey) South Northeast Vacation policy United States (March) Boston (January) New York (February) Philadelphia (March) Atlanta (February) Baltimore (April) - _ - - - - Dallas (April) Fort WorthArlington (April) Houston (March) Washington (April) - - - Amount of vacation pay4—Continued After 15 years of service: 2 weeks ...................................................... Over 2 and under 3 weeks..................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... Over 7 and under 8 weeks..................... After 20 years of service: 2 weeks...................................................... Over 2 and under 3 weeks..................... 3 weeks ...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 4 and under 5 weeks..................... 5 weeks ...................................................... Over 5 and under 6 weeks..................... 7 weeks...................................................... Over 7 and under 8 weeks..................... After 25 years of service: 2 weeks ...................................................... Over 2 and under 3 weeks..................... 3 weeks...................................................... Over 3 and under 4 weeks..................... 4 weeks...................................................... Over 4 and under 5 weeks..................... 5 weeks...................................................... Over 5 and under 6 weeks..................... 6 weeks ...................................................... 7 weeks ...................................................... Over 7 and under 8 weeks..................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 - 7 2 55 5 6 1 0 (3) 1 - 6 1 49 4 13 2 (3> 0 1 - 5 1 45 3 19 1 1 0 0 64 2 6 - " - - _ 24 6 42 - 97 3 - " - - - 97 3 8 4 84 6 4 78 - 8 7 - 8 7 - - 8 - - - - - - - - _ - - - - - - 24 6 38 3 ' - 6 97 3 _ - 74 16 - 62 26 13 - - - 7 - - 7 - - - " 56 7 31 43 26 - - 23 13 - - - - 8 - 27 9 74 - - 19 48 20 - 23 13 - - - - - - - - - - 7 39 10 29 - 16 51 20 - - 7 39 10 29 - 7 - 43 26 “ 74 16 23 9 31 - - “ 13 - “ 51 20 - - “ 7 39 10 29 Table 70. Paid vacations: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) South Northeast Vacation policy United States (March) Boston (January) New York (February) Philadelphia (March) Atlanta (February) Baltimore (April) - - - - - Dallas (April) Fort WorthArlington (April) Houston (March) - - Washington (April) Amount of vacation pay4—Continued After 30 years of service: 2 weeks ...................................................... Over 2 and under 3 weeks...................... 3 weeks...................................................... Over 3 and under 4 weeks...................... 4 weeks ...................................................... Over 4 and under 5 weeks...................... 5 weeks ...................................................... Over 5 and under 6 weeks...................... 6 weeks...................................................... Over 7 and under 8 weeks...................... 8 weeks ...................................................... Maximum vacation: 2 weeks ...................................................... Over 2 and under 3 weeks...................... 3 weeks ...................................................... Over 3 and under 4 weeks...................... 4 weeks ...................................................... Over 4 and under 5 weeks...................... 5 weeks ...................................................... Over 5 and under 6 weeks...................... 6 weeks...................................................... Over 7 and under 8 weeks...................... 8 weeks ...................................................... Over 8 and under 9 weeks...................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 - 5 1 45 3 19 1 1 0 0 0 0 0 5 1 45 3 19 1 1 - - 7 - 31 - - - - - - - " - - - - - - - - - 3 19 6 38 - 3 5 3 - 6 71 19 - 8 7 - - - - - - - ~ “ ” - - - - 97 19 " 43 26 9 74 7 31 43 26 - - 23 13 - - - 3 - 71 - - - 97 8 - - 1 _ 19 6 43 6 7 - 9 74 - - 51 20 - - 16 23 13 - “ ' 7 39 10 29 51 20 7 39 - - - ” - - - 16 - 10 29 Table 70. Paid vacations: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) West Midwest Vacation policy Chicago (April) Cleveland (March) Detroit (March) All workers ............................................. 100 100 100 Consolidated leave plans2............................. 13 28 35 86 86 72 72 65 65 MinneapolisSt. Paul (March) St. Louis (March) 100 - Denver (April) Los AngelesSan Francisco Long Beach (March) (April) 100 100 100 100 7 48 9 29 93 93 52 52 91 91 71 71 Seattle (March) 100 - Method of payment Workers in establishments providing paid vacations ..................................................... Length-of-time payment .......................... Percentage payment................................ - " - 100 100 - - - 100 100 - - Amount of vacation pay4 After 6 months of service: Under 1 week........................................... 1 week ....................................................... Over 1 and under 2 weeks..................... 2 weeks ..................................................... Over 3 and under 4 weeks..................... After 1 year of service: 1 week ....................................................... Over 1 and under 2 weeks..................... 2 weeks .................................................... Over 2 and under 3 weeks..................... 3 weeks.................................................... Over 3 and under 4 weeks..................... 4 weeks .................................................... Over 4 and under 5 weeks..................... After 2 years of service: 1 week ...................................................... Over 1 and under 2 weeks..................... 2 weeks.................................................... Over 2 and under 3 weeks..................... 3 weeks..................................................... Over 3 and under 4 weeks..................... 4 weeks.................................................... Over 4 and under 5 weeks..................... After 3 years of service: Over 1 and under 2 weeks..................... 2 weeks .................................................... Over 2 and under 3 weeks..................... 3 weeks .................................................... Over 3 and under 4 weeks..................... 4 weeks .................................................... Over 5 and under 6 weeks..................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 27 12 1 - 32 6 49 - 10 _ - - 60 - 72 _ - - 75 - 65 _ - - 100 _ - - 50 . 93 _ - - _ - _ - _ - _ _ - _ _ - - - _ - _ - _ - _ - 27 6 53 - - - - - - 25 6 - 62 7 55 _ 65 4 3 3 _ 65 - 100 - - - - _ - _ - _ _ _ _ “ 65 _ _ - 93 - - - 91 2 - - 44 6 5 - 52 34 - 81 2 8 36 - - 71 - - - - 75 5 11 - 73 - 15 56 - - - - (3) 95 5 77 5 13 - 95 5 - 5 31 32 5 - _ _ - - 20 - - 18 _ - - 100 18 71 - 15 4 - Table 70. Paid vacations: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas' by month of survey) West Midwest Vacation policy Chicago (April) Cleveland (March) Detroit (March) MinneapolisSt. Paul (March) St. Louis (March) Denver (April) - - - - - - Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Amount of vacation pay*—Continued After 5 years of service: Over 1 and under 2 weeks..................... 2 weeks..................................................... Over 2 and under 3 weeks..................... 3 weeks..................................................... Over 3 and under 4 weeks..................... 4 weeks..................................................... Over 4 and under 5 weeks..................... 5 weeks..................................................... Over 6 and under 7 weeks..................... After 8 years of service: 2 weeks ..................................................... Over 2 and under 3 weeks..................... 3 weeks .................................................... Over 3 and under 4 weeks..................... 4 weeks .................................................... Over 4 and under 5 weeks..................... 5 weeks .................................................... Over 6 and under 7 weeks..................... After 10 years of service: 2 weeks .................................................... Over 2 and under 3 weeks..................... 3 weeks .................................................... Over 3 and under 4 weeks..................... 4 weeks .................................................... Over 4 and under 5 weeks..................... 5 weeks.................................................... Over 5 and under 6 weeks..................... 6 weeks .................................................... 7 weeks .................................................... After 12 years of service: 2 weeks.................................................... Over 2 and under 3 weeks..................... 3 weeks .................................................... Over 3 and under 4 weeks..................... 4 weeks .................................................... Over 4 and under 5 weeks..................... 5 weeks .................................................... Over 5 and under 6 weeks..................... 6 weeks .................................................... 7 weeks .................................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 1 70 5 6 3 - 44 - 3 - 1 17 4 58 5 3 - - 62 - 5 3 65 2 - - - - - - - 62 - 2 54 4 14 - - 3 47 2 “ 51 - - - 97 3 53 - 8 86 - 7 - - - 93 79 5 10 - - - - - - - - - 3 “ 74 5 14 97 “ 20 21 - 12 5 70 ' 3 10 - - 0 - - - 10 67 5 7 “ <3) - 12 20 1 - 31 - 6 5 64 - - 1 20 31 - 6 2 64 2 3 5 - ' 55 34 - 6 0 - 49 6 71 - 45 “ - 12 - 71 0 3 - 60 34 6 - - 6 71 - 12 20 21 - - - - - - - 5 8 81 - - 10 - 49 - - 46 12 14 - 16 - - - - - - 1 17 4 52 9 1 - - 2 - - - 1 39 - 47 7 18 - 71 ' 5 55 34 Table 70. Paid vacations: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas1 by month of survey) West Midwest Vacation policy Chicago (April) Cleveland (March) Detroit (March) - - - MinneapolisSt. Paul (March) St. Louis (March) Denver (April) - - Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Amount of vacation pay*—Continued After 15 years of service: 2 weeks..................................................... Over 2 and under 3 weeks..................... 3 weeks ..................................................... Over 3 and under 4 weeks..................... 4 weeks..................................................... Over 4 and under 5 weeks..................... 5 weeks..................................................... Over 5 and under 6 weeks..................... 6 weeks ..................................................... Over 7 and under 8 weeks..................... After 20 years of service: 2 weeks..................................................... Over 2 and under 3 weeks..................... 3 weeks..................................................... Over 3 and under 4 weeks..................... 4 weeks ..................................................... Over 4 and under 5 weeks..................... 5 weeks ..................................................... Over 5 and under 6 weeks..................... 7 weeks ..................................................... Over 7 and under 8 weeks..................... After 25 years of service: 2 weeks ..................................................... Over 2 and under 3 weeks..................... 3 weeks ..................................................... Over 3 and under 4 weeks..................... 4 weeks..................................................... Over 4 and under 5 weeks..................... 5 weeks..................................................... Over 5 and under 6 weeks..................... 6 weeks..................................................... 7 weeks..................................................... Over 7 and under 8 weeks..................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - 1 2 4 66 9 1 3 - 1 2 0 - - 1 2 0 34 4 42 - - - - - - - 54 14 - - 2 2 5 48 19 1 - 60 - - - 2 2 5 100 - - - 55 " - - 5 - - - 3 - " - 3 - 10 3 60 - 51 9 20 - 2 - 60 2 2 91 2 12 - 31 20 - - - - - - - - - - 100 - - 2 75 16 - 12 1 31 20 - 6 I3) - 71 - - - - - 6 2 47 2 21 1 - 16 6 2 55 2 13 - - 75 - 31 20 - - - 1 - - 100 - 12 - 6 2 47 2 21 <3) 53 34 7 - 71 - - (3) 59 34 7 - 71 - - - - - - - - - - - - - - - - - - - - “ 6 - - - 53 34 7 Table 70. Paid vacations: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for paid vacations after selected periods of service, United States and selected metropolitan areas1 by month of survey) West Midwest Vacation policy Chicago (April) Cleveland (March) - - Detroit (March) MinneapolisSt. Paul (March) St. Louis (March) Denver (April) - - Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Amount of vacation pay4—Continued After 30 years of service: 2 weeks..................................................... Over 2 and under 3 weeks..................... 3 weeks ..................................................... Over 3 and under 4 weeks..................... 4 weeks ..................................................... Over 4 and under 5 weeks..................... 5 weeks..................................................... Over 5 and under 6 weeks..................... 6 weeks ..................................................... Over 7 and under 8 weeks..................... 8 weeks..................................................... Maximum vacation: 2 weeks..................................................... Over 2 and under 3 weeks..................... 3 weeks ..................................................... Over 3 and under 4 weeks..................... 4 weeks..................................................... Over 4 and under 5 weeks..................... 5 weeks..................................................... Over 5 and under 6 weeks..................... 6 weeks..................................................... Over 7 and under 8 weeks..................... 8 weeks..................................................... Over 8 and under 9 weeks..................... 1 2 (3) 34 4 42 - - 3 2 5 48 19 1 - - 1 2 - 5 2 (3) 34 4 42 - - 3 48 - 60 - - - - - 1 For definitions of individual areas, see footnote 1, tables 9-62. 2 Workers receive vacations under consolidated leave plans. 3 Less than 0.5 percent. 4 Vacation payments, such as percent of annual earnings, were converted to an equivalent time basis. Periods of service were chosen arbitrarily and do not necessarily reflect individual establishment provisions for progression. For example, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis - - 1 2 - 75 - 2 ” 31 20 75 16 ~ 6 2 47 2 21 12 1 “ 31 20 - “ “ - 0 - 71 “ " - - - 100 - - 16 - - 12 1 2 - - 19 - 100 - - - - 2 - - - 60 - 6 2 47 2 21 0 - 59 34 7 “ “ “ 59 34 7 71 - “ “ “ “ ' changes indicated at 8 years may include changes that occurred between 5 and 8 years. NOTE: Because of rounding, sums of individual items may not equal totals, Dashes indicate that no data were reported. Table 71. Health, insurance, and retirement plans: Registered nurses (Percent of workers in private hospitals with specified health, insurance, and retirement plans,' United States and selected metropolitan areas2 by month of survey) Northeast Type of plan All workers ................................ United States (March) New York (February) 100 100 100 100 100 100 100 100 100 100 99 96 97 94 100 100 100 100 100 100 100 100 100 97 100 94 100 94 100 74 81 77 43 41 94 94 92 92 96 96 94 94 100 97 100 94 80 74 97 74 83 24 21 79 8 8 100 28 21 95 37 37 22 16 16 100 71 71 90 4 4 28 8 8 90 4 4 98 37 37 67 79 100 95 7 100 88 20 74 92 2 8 16 10 21 16 72 15 15 10 64 46 8 91 72 100 70 26 100 35 48 52 31 13 97 31 100 86 56 47 87 58 100 44 86 31 93 33 26 9 6 4 60 34 100 100 75 25 55 47 21 44 40 Hospitalization, surgical, and medical insurance........................................... Noncontributory plans................. Health maintenance organizations......... Noncontributory plans...................... Dental care..................... Noncontributory plans...................... Vision care ........................................ Noncontributory plans................. Hearing care ................................. Noncontributory plans.................... Alcohol and drug abuse treatment........ Noncontributory plans...................... Retirement plans"................... Pensions ........................... Noncontributory plans................ Lump sum ................................. Noncontributory plans................ Other retirement ............................... Noncontributory plans................ 95 53 51 20 82 49 25 18 13 9 85 51 98 94 84 12 4 2 1 100 19 99 19 62 5 2 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Fort WorthArlington (April) Boston (January) Workers in establishments offering: Life insurance ........................................... Noncontributory plans.............. Accidental death and dismemberment insurance............................................. Noncontributory plans...................... Sickness and accident insurance or sick leave or both3............................. Sickness and accident insurance .... Noncontributory plans................ Sick leave (full pay, no waiting period)............................................. Sick leave (partial pay or waiting period)......................................... Sick leave part of consolidated leave plan ........................................... Long-term disability insurance................ Noncontributory plans...................... See footnotes at end of table. South 6 _ _ 46 42 90 90 30 30 88 84 62 58 32 32 84 84 100 100 88 _ 100 19 100 99 91 8 4 _ - Atlanta (February) Baltimore (April) Dallas (April) _ - _ Philadelphia (March) _ 2 2 5 80 75 93 76 63 100 96 96 73 88 86 31 30 5 5 56 56 100 100 95 3 3 1 100 37 55 5 32 6 18 _ 64 57 96 60 74 34 93 62 27 18 6 _ 7 24 11 100 57 87 66 43 41 7 _ 100 36 99 95 77 49 31 - 89 56 100 100 100 4 - - 100 35 100 93 39 11 4 4 Houston (March) 100 86 92 86 76 4 4 1 1 Washington (April) 13 2 Table 71. Health, insurance, and retirement plans: Registered nurses—Continued (Percent of workers in private hospitals with specified health, insurance, and retirement plans,' United States and selected metropolitan areas2 by month of survey) West Midwest Type of plan All workers ............................................ Workers in establishments offering: Life insurance .......................................... Noncontributory plans...................... Accidental death and dismemberment insurance............................................... Noncontributory plans...................... Sickness and accident insurance or sick leave or both3 ....................................... Sickness and accident insurance .... Noncontributory plans................ Sick leave (full pay, no waiting period)............................................ Sick leave (partial pay or waiting period)............................................ Sick leave part of consolidated leave plan ........................................................ Long-term disability insurance................ Noncontributory plans...................... Hospitalization, surgical, and medical insurance............................................... Noncontributory plans...................... Health maintenance organizations......... Noncontributory plans...................... Dental care............................................... Noncontributory plans...................... Vision care ............................................... Noncontributory plans...................... Hearing care............................................ Noncontributory plans...................... Alcohol and drug abuse treatment........ Noncontributory plans...................... Retirement plans4.................................... Pensions........................................... Noncontributory plans................ Lump sum......................................... Noncontributory plans................ Other retirement .............................. Noncontributory plans................ St. Louis (March) Denver (April) Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Cleveland (March) Detroit (March) 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 92 90 100 100 100 99 100 100 100 100 64 64 79 79 89 89 27 27 78 70 76 76 70 69 96 96 93 93 82 34 30 79 9 9 99 83 58 100 91 12 10 44 2 2 94 13 10 93 40 40 52 79 65 91 43 79 93 21 24 64 46 21 40 25 32 16 16 80 10 69 12 60 15 25 7 8 4 77 20 99 97 90 14 11 10 3 100 53 98 31 98 52 59 27 23 100 82 94 71 100 84 41 41 2 2 94 87 99 99 99 11 - “ 100 53 100 100 95 - 100 - - - - 1 Includes those plans for which the employer pays at least part of the cost and excludes legally required plans such as workers’ compensation and Social Security; however, plans required by State temporary disability insurance laws are included if the employer contributes more than is legally required or employees receive benefits over legal requirements. “Noncontributory plans” include only those plans financed entirely by the employer. 2 For definitions of individual areas, see footnote 1, tables 9-62. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis MinneapolisSt. Paul (March) Chicago (April) 9 59 50 57 75 75 4 29 14 7 62 62 100 2 66 92 30 62 96 48 99 34 100 76 4 93 59 42 24 100 61 47 41 14 14 83 53 92 87 84 11 8 96 67 91 68 100 77 100 77 75 53 92 69 99 99 99 38 38 “ 97 95 98 47 98 47 98 47 100 100 100 6 - - 91 53 8 4 17 - 100 50 100 100 99 12 4 90 20 100 99 85 1 “ - ' 100 — - 97 97 - - 15 - - 100 - - 16 16 73 45 92 90 100 100 75 73 63 61 100 97 96 93 89 3 - — 3 Unduplicated total of workers receiving sickness and accident insurance and sick leave shown separately. Excludes workers who are covered by sick leave as part of a consolidated leave plan. 4 Unduplicated total of workers covered by pension, lump sum, or other retirement plans shown separately. NOTE: Dashes indicate that no data were reported. Table 72. Health, insurance, and retirement plans: Technical, clerical, and service workers (Percent of workers in private hospitals with specified health, insurance, and retirement plans,1 United States and selected metropolitan areas2 by month of survey) Northeast Type of plan All workers ............................................. Workers in establishments offering: Life insurance ........................................... Noncontributory plans...................... Accidental death and dismemberment insurance............................................... Noncontributory plans...................... Sickness and accident insurance or sick leave or both3........................................ Sickness and accident insurance .... Noncontributory plans................ Sick leave (full pay, no waiting period)............................................. Sick leave (partial pay or waiting period)............................................. Sick leave part of consolidated leave plan ........................................................ Long-term disability insurance................ Noncontributory plans...................... Hospitalization, surgical, and medical insurance............................................... Noncontributory plans...................... Health maintenance organizations......... Noncontributory plans...................... Dental care....................................... Noncontributory plans...................... Vision care................................................ Noncontributory plans...................... Hearing care ............................................. Noncontributory plans...................... Alcohol and drug abuse treatment........ Noncontributory plans...................... Retirement plans4.................................... Pensions........................................... Noncontributory plans................ Lump sum.......................................... Noncontributory plans................ Other retirement ............................... Noncontributory plans................ See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis United States (March) Boston (January) New York (February) South Philadelphia (March) Atlanta (February) Baltimore (April) Fort WorthArlington (April) Dallas (April) Houston (March) Washington (April) 100 100 100 100 100 100 100 100 100 100 99 96 96 94 100 100 100 100 100 100 100 100 100 97 100 90 100 90 100 82 82 78 43 41 91 91 95 95 98 98 92 92 99 96 100 90 80 69 98 82 86 25 22 83 9 8 100 28 22 97 41 41 40 16 16 100 73 73 90 3 3 36 5 5 86 3 3 97 40 40 70 81 100 97 15 100 85 31 75 86 _ 5 5 11 _ 10 26 20 64 24 24 14 69 45 14 91 80 100 59 20 100 42 30 100 77 53 42 83 50 100 45 82 34 93 37 23 10 9 6 61 36 100 100 77 6 - 22 50 43 19 50 46 95 54 50 21 80 48 25 18 13 9 84 52 97 94 84 11 4 3 1 100 21 99 26 63 5 2 - - - 100 21 100 99 91 11 1 48 43 88 88 33 33 86 82 55 51 28 28 82 82 100 100 92 - - 9 _ - 4 4 3 77 77 76 77 67 100 97 96 78 93 88 37 35 5 5 61 61 100 100 95 5 5 2 100 42 49 4 40 10 16 62 52 95 55 72 32 92 60 25 16 7 _ 5 _ _ - 100 36 95 92 70 42 26 _ _ _ _ 59 38 10 _ 22 12 100 59 86 72 46 28 4 85 50 100 100 100 3 _ - _ 97 39 _ _ _ _ _ _ 100 42 100 96 56 18 _ 6 6 _ _ _ 100 77 87 77 64 7 7 3 3 _ _ 14 4 Table 72. Health, insurance, and retirement plans: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with specified health, insurance, and retirement plans,' United States and selected metropolitan areas2 by month of survey) West Midwest Type of plan All workers ............................................. Workers in establishments offering: Life insurance ........................................... Noncontributory plans...................... Accidental death and dismemberment insurance................................................ Noncontributory plans...................... Sickness and accident insurance or sick leave or both3 ........................................ Sickness and accident insurance .... Noncontributory plans................ Sick leave (full pay, no waiting period)............................................. Sick leave (partial pay or waiting period)............................................. Sick leave part of consolidated leave plan......................................................... Long-term disability insurance................ Noncontributory plans...................... Hospitalization, surgical, and medical insurance................................................ Noncontributory plans...................... Health maintenance organizations......... Noncontributory plans...................... Dental care................................................ Noncontributory plans...................... Vision care ................................................ Noncontributory plans...................... Hearing care............................................. Noncontributory plans...................... Alcohol and drug abuse treatment ........ Noncontributory plans...................... Retirement plans4..................................... Pensions ........................................... Noncontributory plans................ Lump sum.......................................... Noncontributory plans................ Other retirement .............................. Noncontributory plans................ Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) Denver (April) 100 100 100 100 100 100 100 100 100 100 90 87 100 100 100 99 100 100 100 100 72 72 86 86 43 43 80 73 79 79 76 76 76 75 93 93 90 47 43 72 10 10 99 85 56 100 48 48 93 14 10 54 3 3 94 10 7 75 19 19 62 72 62 100 93 52 82 71 11 4 - Cleveland (March) Detroit (March) 100 100 100 100 100 100 100 68 68 17 - 17 50 39 28 43 25 35 19 19 91 15 78 19 59 16 25 10 11 6 87 28 99 96 82 15 10 12 3 100 39 95 22 100 81 94 72 100 89 49 43 4 4 91 86 98 98 98 14 99 38 60 19 32 - 100 39 100 100 97 - “ - - - “ 1 Includes those plans for which the employer pays at least part of the cost and excludes legally required plans such as workers’ compensation and Social Security; however, plans required by State temporary disability insurance laws are included if the employer contributes more than is legally required or employees receive benefits over legal requirements. “Noncontributory plans” include only those plans financed entirely by the employer. 2 For definitions of individual areas, see footnote 1, tables 9-62. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis MinneapolisSt. Paul (March) St. Louis (March) Chicago (April) 47 47 7 64 56 48 78 78 3 28 13 25 34 34 100 9 65 92 33 61 95 90 96 45 96 45 97 45 100 100 100 5 90 49 8 94 39 93 35 100 65 10 10 96 60 40 22 100 61 44 38 12 12 84 54 91 87 79 14 7 96 63 81 52 100 85 100 85 52 37 89 74 96 96 96 42 42 - - “ - 21 - - 90 22 100 98 85 2 - 100 42 100 100 99 17 10 “ - “ ' " 100 - 100 19 19 75 45 91 88 100 100 73 70 62 60 100 98 93 91 86 2 - 3 Unduplicated total of workers receiving sickness and accident insurance and sick leave shown separately. Excludes workers who are covered by sick leave as part of a consolidated leave plan. 4 Unduplicated total of workers covered by pension, lump sum, or other retirement plans shown separately. NOTE: Dashes indicate that no data were reported. Table 73. Health plan participation: Registered nurses (Percent of workers in private hospitals participating in specified health plans,' United States and selected metropolitan areas' by month of survey) Northeast Type of plan United States (March) Boston (January) New York (February) South Philadelphia (March) Atlanta (February) Baltimore (April) Fort WorthArlington (April) Dallas (April) Houston (March) Washington (April) All workers .................................. 100 100 100 100 100 100 100 100 100 100 Hospitalization, surgical, and medical insurance..................................................... Noncontributory plans.............................. 72 46 46 15 97 87 71 67 73 32 70 45 81 66 54 33 90 79 71 40 Health maintenance organizations............... Noncontributory plans.............................. 18 8 40 7 3 3 25 22 13 20 8 10 30 6 5 25 16 Dental care..................................................... Noncontributory plans........................ 74 48 52 5 98 84 97 94 48 31 80 30 72 57 86 48 Vision care ........................................... Noncontributory plans............................. 20 16 1 68 55 32 31 - Hearing care .................................. Noncontributory plans.............................. 11 8 39 33 4 4 - Alcohol and drug abuse care ....................... Noncontributory plans.............................. 77 51 93 88 59 59 - _ - 86 19 <3> 26 6 85 62 15 23 18 2 4 - 85 35 81 56 - 9 21 11 91 54 Midwest cn o\ Chicago (April) Cleveland (March) Detroit (March) All workers .......................................... - - 22 9 - - 4 3 84 33 96 85 West Minneapolisol raui (March) St. Louis (March) Denver (April) Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) 100 100 100 100 100 100 100 100 100 Hospitalization, surgical, and medical insurance..................................................... Noncontributory plans.............................. 47 10 64 32 74 74 48 2 64 28 49 28 80 57 40 29 38 36 Health maintenance organizations............... Noncontributory plans.............................. 29 7 27 8 20 13 16 41 16 14 9 59 47 61 59 Dental care............................................... Noncontributory plans.............................. 46 15 83 49 97 73 96 94 81 53 93 74 89 61 99 77 98 98 Vision care ........................................ Noncontributory plans.............................. 15 43 26 12 12 87 47 2 2 2 44 - 83 69 69 67 87 47 13 13 66 - 63 61 73 51 91 69 Hearing care ......................................... Noncontributory plans.................... Alcohol and drug abuse care ....................... Noncontributory plans.............................. 2 2 1 <3) 67 18 91 50 81 81 ’ For definitions of items, see appendix A. Includes those plans for which the employer pays at least part of the cost. “Noncontributory plans” include only those financed entirely by the employer. Percentages of employees participating in some of these plans may ex ceed the percentages to whom the plans were offered. (See table 71.) Data in that table .te to employees in establishments where a majority of workers are offered a plan. Data ,. this table include all participants, even those from establishments offering plans to a mi nority of their workers. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 56 32 33 - - 88 47 7 70 20 91 49 39 45 99 97 2 For definitions of individual areas, see footnote 1, tables 9-62. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indi cate that no data were reported. Table 74. Health plan participation: Technical, clerical, and service workers (Percent of workers in private hospitals participating in specified health plans,' United States and selected metropolitan areas2 by month of survey) Northeast Type of plan United States (March) Boston (January) New York (February) South Philadelphia (March) Atlanta (February) Baltimore (April) Fort WorthArlington (April) Dallas (April) Houston (March) Washington (April) All workers ............................................. too 100 100 100 100 100 100 100 100 100 Hospitalization, surgical, and medical insurance...................................................... Noncontributory plans.............................. 71 46 45 16 94 82 70 67 75 36 70 43 85 57 71 42 85 71 67 39 Health maintenance organizations............... Noncontributory plans.............................. 17 8 42 10 5 5 28 25 11 22 10 19 6 5 26 19 Dental care...................................................... Noncontributory plans.............................. 71 46 52 5 96 80 97 91 85 39 70 50 78 51 Vision care ...................................................... Noncontributory plans.............................. 21 17 1 64 48 37 35 - Hearing care ................................................... Noncontributory plans.............................. 11 8 36 28 4 4 - Alcohol and drug abuse care ....................... Noncontributory plans.............................. 76 52 92 84 54 54 _ 85 21 ft 33 9 85 60 15 22 16 1 5 - 86 36 78 50 7 - 51 33 6 18 12 92 58 Midwest Minneapolisoi. raui (March) Cleveland (March) Detroit (March) All workers ............................................. 100 100 100 Hospitalization, surgical, and medical insurance...................................................... Noncontributory plans.............................. 53 14 66 23 75 75 Health maintenance organizations............... Noncontributory plans.............................. 29 9 25 6 19 12 Dental care...................................................... Noncontributory plans.............................. 44 14 79 36 96 82 91 86 Vision care ...................................................... Noncontributory plans.............................. 11 40 2 19 16 12 82 42 - 82 42 - Alcohol and drug abuse care ....................... Noncontributory plans.............................. 2 0 4 - 74 23 _ 91 36 74 74 1 For definitions of items, see appendix A. Includes those plans for which the employer pays at least part of the cost. “Noncontributory plans” include only those financed entirely by the employer. Percentages of employees participating in some of these plans may ex ceed the percentages to whom the plans were offered. (See table 72.) Data in that table relate to employees in establishments where a majority of workers are offered a plan. Data in this table include all participants, even those from establishments offering plans to a mi nority of their workers. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ - - _ _ - 90 42 18 10 7 5 91 77 51 34 West Chicago (April) Hearing care ................................................... Noncontributory plans.............................. _ Los Angeles- San Francisco Luny Beach (March) (April) St. Louis (March) Denver (April) 100 100 100 100 100 100 46 4 64 31 49 21 78 55 51 42 38 35 16 35 15 16 6 48 39 62 60 79 49 86 59 90 59 99 85 99 99 1 4 4 41 37 88 78 67 65 12 12 48 33 62 60 75 49 89 74 97 35 - - 84 42 10 . - 70 22 84 38 Seattle (March) 99 2 For definitions of individual areas, see footnote 1, tables 9-62. 3 Less than 0.5 percent. NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indi cate that no data were reported. Table 75. Other selected benefits: Registered nurses (Percent of workers in private hospitals with formal provisions for selected benefits,1 United States and selected metropolitan areas2 by month of survey) South Northeast Benefit United States (March) Boston (January) New York (February) Philadelphia (March) Atlanta (February) Baltimore (April) Fort WorthArlington (April) Dallas (April) Houston (March) Washington (April) 100 100 100 100 100 100 100 100 100 100 Funeral leave.................................................. 95 93 98 98 87 100 92 97 100 94 Jury-duty leave................................................ 96 100 98 92 100 100 100 100 100 100 Paid personal leave ....................................... 31 11 84 83 2 62 25 9 23 51 Paid personal leave part of consolidated leave plan..................................................... 24 15 8 93 4 68 9 9 Direct medical care........................................ 64 50 70 50 52 94 59 72 88 51 Employer-sponsored day care...................... Noncontributory............................................ 14 4 13 7 3 16 3 48 7 10 21 21 73 18 Cost of child-care........................................... Noncontributory............................................ 9 3 16 3 11 Information and referral................................. Noncontributory............................................ 17 16 7 7 7 7 Other child-care benefit................................. Noncontributory............................................ 6 4 Alternative work schedule............................. 55 All workers ............................................. Workers in hospitals with provisions for: - Child-care benefits See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 10 _ - 39 32 8 8 _ _ - " 59 1 - 25 48 - 16 37 13 6 - “ 5 - 3 - 30 30 _ _ - - 100 60 21 21 - 2 2 _ 90 8 8 - - 94 9 9 1 1 89 82 Table 75. Other selected benefits: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for selected benefits,' United States and selected metropolitan areas2 by month of survey) Midwest Benefit Chicago (April) Cleveland (March) Detroit (March) 100 100 100 Funeral leave .................................................. 100 100 Jury-duty leave................................ All workers .......................................... West MinneapolisSt. Paul (March) Los AngelesSan Francisco Long Beach (March) (April) St. Louis (March) Denver (April) 100 100 100 100 100 100 100 100 94 100 91 100 100 100 100 34 78 100 4 24 9 57 1 7 2 71 63 74 39 24 19 Seattle (March) Workers in hospitals with provisions for: 100 100 100 99 Paid personal leave ....................................... 39 41 52 3 Paid personal leave part of consolidated leave plan.................................................... 24 21 32 Direct medical care.......................... 60 72 100 _ - 4 _ 67 Child-care benefits Employer-sponsored day care...................... Noncontributory....................................... 10 1 - - - 23 11 31 17 Cost of child-care........................................... Noncontributory............................................ 12 5 - - - 26 11 1 1 Information and referral......................... Noncontributory............................................ 14 14 25 25 18 18 9 9 48 48 14 14 - 1 4 4 9 4 10 2 4 4 - 18 62 70 99 60 - Other child-care benefit................................. Noncontributory...................................... Alternative work schedule........................... 7 - 48 ' For definition of items, see appendix A. 2 For definitions of individual areas, see footnote 1, tables 9-62. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 4 4 - 15 NOTE: Dashes indicate no data. 37 - - - 4 4 - 69 Table 76. Other selected benefits: Technical, clerical, and service workers (Percent of workers in private hospitals with formal provisions for selected benefits,1 United States and selected metropolitan areas by month of survey) South Northeast Benefit Fort WorthArlington (April) Dallas (April) Houston (March) Washington (April) Atlanta (February) Baltimore (April) 100 100 100 100 100 100 100 98 97 90 100 92 87 99 94 100 98 96 100 100 100 100 100 100 33 19 89 88 7 62 21 13 34 52 21 23 4 85 3 58 12 15 65 47 74 43 50 90 52 64 91 44 13 13 6 2 13 2 40 5 8 14 14 60 25 Boston (January) New York (February) 100 100 100 94 95 95 United States (March) Philadelphia (March) Workers in hospitals with provisions for: Paid personal leave part of consolidated Child-care benefits 4 8 2 Information and referral................................. 8 _ 5 3 _ _ 31 31 5 5 - - - 2 _ 32 15 7 - 5 5 9 9 39 33 15 15 13 2 _ _ - - _ 7 7 _ 6 “ 4 4 - - 3 5 - 14 14 17 - 11 11 1 1 — See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Table 76. Other selected benefits: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for selected benefits,' United States and selected metropolitan areas2 by month of survey) Midwest Benefit Chicago (April) Cleveland (March) Detroit (March) 100 100 100 Funeral leave.................................................. 100 100 Jury-duty leave................................................ 100 Paid personal leave ....................................... West MinneapolisSt. Paul (March) Los AngelesSan Francisco Long Beach (March) (April) Seattle (March) St. Louis (March) Denver (April) 100 100 100 100 100 100 100 100 95 100 96 100 100 100 100 99 100 100 39 85 100 33 35 44 7 10 20 Paid personal leave part of consolidated leave plan..................................................... 14 28 35 7 48 1 29 Direct medical care........................................ 58 77 100 4 70 61 80 38 9 2 29 23 11 28 8 22 11 1 1 6 6 39 39 10 10 9 4 4 All workers ............................................. Workers in hospitals with provisions for: - - - - 62 Child-care benefits Employer-sponsored day care...................... Noncontributory............................................ 10 2 Cost of child-care........................................... Noncontributory............................................ 8 2 Information and referral................................. Noncontributory............................................ 14 14 Other child-care benefit................................. Noncontributory............................................ _ 2 - 1 For definition of items, see appendix A. 2 For definitions of individual areas, see footnote 1, tables 9-62. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ - 19 19 21 21 4 4 3 9 2 2 _ 12 - NOTE: Dashes indicate no data. 18 35 - _ - _ _ _ - 4 4 _ _ _ “ Table 77. Consolidated leave plans: Registered nurses (Percent of workers in private hospitals with formal provisions for consolidated leave plans,1 United States and selected metropolitan areas2 by month of survey) South Northeast Consolidated leave provisions All workers ............................................. United States (March) Boston (January) New York (February) 100 100 100 34 22 Philadelphia (March) Atlanta (February) 100 100 17 93 8 8 4 90 Baltimore (April) Fort WorthArlington (April) Dallas (April) 100 Houston (March) Washington (April) 100 100 100 100 10 72 17 40 72 6 10 31 9 Allocation of consolidated leave Workers in hospitals with consolidated leave ............................................................. - Consolidated leave plans3 Allocated.................................................... Not allocated ............................................ 9 25 After 1 year of service: Over 1 and under 2 weeks..................... 2 weeks ..................................................... Over 2 and under 3 weeks..................... Over 3 and under 4 weeks..................... 4 weeks ..................................................... Over 4 and under 5 weeks..................... 5 weeks ..................................................... Over 5 and under 6 weeks..................... 6 weeks ..................................................... Over 6 and under 7 weeks..................... 1 1 1 2 1 9 4 4 - 1 1 - 1 - After 5 years of service: 3 weeks..................................................... Over 3 and under 4 weeks..................... 4 weeks ..................................................... Over 4 and under 5 weeks..................... 5 weeks ..................................................... Over 5 and under 6 weeks..................... 6 weeks..................................................... Over 6 and under 7 weeks..................... 7 weeks ..................................................... Over 7 and under 8 weeks..................... Maximum benefit: 4 weeks..................................................... Over 4 and under 5 weeks..................... Over 5 and under 6 weeks..................... 6 weeks ..................................................... Over 6 and under 7 weeks..................... 7 weeks ..................................................... Over 7 and under 8 weeks..................... 8 weeks ..................................................... Over 8 and under 9 weeks..................... Over 9 weeks ........................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis n o 3 2 10 3 5 n 1 1 0 3 3 6 4 5 1 2 0 _ _ 22 - - _ - 1 1 21 1 8 13 1 21 - - _ - - - - - - - - - 5 4 - 5 33 51 - 5 - 4 - 5 33 51 5 7 16 10 - _ " 24 28 - _ 10 " - 6 4 6 - 4 22 9 1 - - - - 68 - 10 - - - 68 - - 4 - 4 - 4 - - - - 6 - 50 - " - - - - - - - 5 4 _ “ 4 5 3 1 5 - 9 1 ~ 1 3 3 2 Table 77. Consolidated leave plans: Registered nurses—Continued (Percent of workers in private hospitals with formal provisions for consolidated leave plans,’ United States and selected metropolitan areas" by month of survey) Midwest Consolidated leave provisions Chicago (April) Cleveland (March) Detroit (March) 100 100 100 33 24 32 9 24 3 21 32 All workers ............................................ West MinneapolisSt. Paul (March) Los AngelesSan Francisco Long Beach (March) (April) St. Louis (March) Denver (April) 100 100 100 100 100 - 9 79 34 7 54 - 9 22 57 29 5 7 100 Seattle (March) Allocation of consolidated leave Workers in hospitals with consolidated leave ............................................... Consolidated leave plans3 Allocated............................................ Not allocated ...................................... After 1 year of service: Over 1 and under 2 weeks..................... 2 weeks.................................... Over 2 and under 3 weeks..................... Over 3 and under 4 weeks................... 4 weeks ............................................ Over 4 and under 5 weeks..................... 5 weeks................................. Over 5 and under 6 weeks..................... 6 weeks ........................................ Over 6 and under 7 weeks..................... 54 * _ _ 1 - 14 _ _ _ _ _ _ 9 3 20 - - - - _ _ _ - _ _ _ _ _ _ _ 8 24 4 . 21 _ _ _ 6 _ _ _ - 28 1 1 6 4 3 2 - - - - After 5 years of service: 3 weeks .......................................... Over 3 and under 4 weeks..................... 4 weeks ................................................. Over 4 and under 5 weeks..................... 5 weeks .......................................... Over 5 and under 6 weeks.................. 6 weeks ....................................... Over 6 and under 7 weeks..................... 7 weeks..................................... Over 7 and under 8 weeks................... 6 _ 9 8 _ _ _ _ 21 - - - - 3 9 _ 20 _ _ _ _ - _ _ _ - 6 _ 1 54 2 _ 1 3 - 4 - 1 6 - Maximum benefit: 4 weeks ............................................. Over 4 and under 5 weeks..................... Over 5 and under 6 weeks................... 6 weeks ......................................... Over 6 and under 7 weeks..................... 7 weeks ................................. Over 7 and under 8 weeks..................... 8 weeks ....................................... Over 8 and under 9 weeks..................... Over 9 weeks ...................................... _ 5 1 - 6 - - 8 20 52 _ 1 4 _ 6 1 6 _ 21 - 1 4 _ _ 2 ^0r definition of items, see appendix A. For definitions of individual areas, see footnote 1, tables 9-62. For definition of consolidated leave plans, see appendix A. * Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ - 12 _ _ _ _ _ _ _ 3 _ - - - 4 NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indicate that no data were reported. - Table 78. Consolidated leave plans: Technical, clerical, and service workers (Percent of workers in private hospitals with formal provisions for consolidated leave plans,1 United States and selected metropolitan areas2 by month of survey) South Northeast Consolidated leave provisions All workers ............................................. Boston (January) New York (February) 100 100 100 32 28 United States (March) Fort WorthArlington (April) Dallas (April) Atlanta (February) Baltimore (April) 100 100 100 10 85 6 4 5 80 _ 4 - - - “ Philadelphia (March) Houston (March) Washington (April) 100 100 100 100 10 64 24 40 64 10 14 24 15 Allocation of consolidated leave Workers in hospitals with consolidated leave ............................................................. Consolidated leave plans3 Allocated.................................................... Not allocated ............................................ After 1 year of service: Over 1 and under 2 weeks..................... 2 weeks ..................................................... Over 2 and under 3 weeks..................... Over 3 and under 4 weeks..................... 4 weeks..................................................... Over 4 and under 5 weeks..................... 5 weeks..................................................... Over 5 and under 6 weeks..................... 6 weeks ..................................................... Over 6 and under 7 weeks..................... Over 7 and under 8 weeks..................... After 5 years of service: 3 weeks ..................................................... Over 3 and under 4 weeks..................... 4 weeks ..................................................... Over 4 and under 5 weeks..................... 5 weeks ..................................................... Over 5 and under 6 weeks..................... 6 weeks..................................................... Over 6 and under 7 weeks..................... 7 weeks ..................................................... Over 7 and under 8 weeks..................... Over 8 and under 9 weeks..................... 10 22 _ 1 1 1 2 2 9 2 4 - 1 1 - - 0 1 r> 0 3 3 8 2 4 0 1 - _ 28 1 2 17 8 1 5 22 0 - ’ - - - - - - - ~ 3 1 - - - 29 47 - 3 1 - - 4 29 47 “ - - 10 7 - - 31 ~ 7 - 3 58 6 - “ 6 ~ — - - ~ “ 14 33 3 “ ~ “ ~ ~ “ - - — ~ 10 * - 5 1 12 ~ - “ “ ” 1 10 Maximum benefit: Over 4 Over 5 Over 6 Over 7 Over 8 Over 9 and under 5 weeks..................... and under 6 weeks..................... and under 7 weeks..................... and under 8 weeks..................... and under 9 weeks..................... weeks ........................................... See footnotes at end of table. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 2 10 6 2 0 - 1 27 4 5 24 22 25 4 ” ~ ~ ~ ~ ~ 7 - ' 3 - 58 “ - 12 1 6 - 1 5 7 3 Table 78. Consolidated leave plans: Technical, clerical, and service workers—Continued (Percent of workers in private hospitals with formal provisions for consolidated leave plans,1 United States and selected metropolitan areas2 by month of survey) Midwest Consolidated leave provisions Chicago (April) Cleveland (March) Detroit (March) 100 100 100 30 30 35 16 14 3 28 35 All workers ............................................. West MinneapolisSt. Paul (March) Los AngelesSan Francisco Long Beach (March) (April) St. Louis (March) Denver (April) 100 100 100 100 - 7 75 34 35 - - 7 26 48 29 5 6 29 - 100 Seattle (March) 100 Allocation of consolidated leave Workers in hospitals with consolidated leave ............................................................ Consolidated leave plans3 Allocated................................................... Not allocated ........................................... After 1 year of service: Over 1 and under 2 weeks..................... 2 weeks .......................................... Over 2 and under 3 weeks..................... Over 3 and under 4 weeks..................... 4 weeks .................................................... Over 4 and under 5 weeks..................... 5 weeks .................................................... Over 5 and under 6 weeks..................... 6 weeks ....................................... Over 6 and under 7 weeks..................... Over 7 and under 8 weeks..................... After 5 years of service: 3 weeks.................................................... Over 3 and under 4 weeks..................... 4 weeks ......................................... Over 4 and under 5 weeks..................... 5 weeks.................................................... Over 5 and under 6 weeks..................... 6 weeks ............................................... Over 6 and under 7 weeks..................... 7 weeks .................................................... Over 7 and under 8 weeks..................... Over 8 and under 9 weeks.................... . _ _ _ _ _ _ _ _ _ _ _ 1 9 4 _ _ 8 _ _ _ 4 24 28 _ _ _ _ 21 5 _ _ _ _ _ _ _ _ _ _ _ _ _ _ - - - - - _ _ _ _ _ _ - _ 4 _ _ 4 8 _ _ 6 4 1 3 4 13 12 - - - _ _ 1 5 _ _ 24 _ _ 28 _ 21 3 2 - _ 5 _ _ _ _ _ 44 3 1 2 _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - 4 _ _ 1 _ 3 4 13 12 - Maximum benefit: Over Over Over Over Over Over 4 5 6 7 8 9 and under 5 weeks..................... and under 6 weeks..................... and under 7 weeks..................... and under 8 weeks..................... and under 9 weeks................ weeks ...................................... 3 6 _ _ 28 _ “ For definition of items, see appendix A. For definitions of individual areas, see footnote 1, tables 9-62. 3 For definition of consolidated leave plans, see appendix A. 4 Less than 0.5 percent. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ 8 28 _ _ _ _ _ _ _ _ - - 1 41 6 5 2 1 17 - 3 12 NOTE: Because of rounding, sums of individual items may not equal totals. Dashes indicate that no data were reported. - Appendix A. Scope and Method Of Survey Scope of survey cialty hospital services are provided. Short-term hospi tals are those in which patients stay an average of less than 30 days. The terms “establishment” and “hospital” are used interchangeably in this report. The survey includes private hospitals (part of industry 806 as defined in the 1972 edition of the Standard Indus trial Classification Manual prepared by the U.S. Office of Management and Budget). For the purposes of this study, private hospitals include investor-owned or forprofit and voluntary or nonprofit hospitals. Federal and nonfederal government hospitals were excluded, as were hospices, sanatoria, rest homes, convalescent homes, cu rative baths or spas, and other institutions that do not ad mit persons for the express purpose of providing medical, psychiatric, or surgical care. The hospitals studied were selected from those employ ing 100 workers or more at the time of reference of the universe data. Table A-l shows the number of hospitals and workers estimated to be within the scope of the sur vey, as well as the number actually studied by the Bureau. Employment Estimates of the number of workers within the scope of the study are intended as a general guide to the size and composition of the labor force in the industry, rather than as precise measures of employment. Estimates of total employment include full-time, part-time, executive, and administrative employees as well as members of religious orders. Students and volunteers were not considered as employees. Full-time employees For the purpose of this study, full-time employees were considered to be those who were hired to work a regular weekly schedule of 35 hours or more. Method of study Occupational classification Data were obtained by personal visits of the Bureau’s field representatives to a probability-based sample of hos pitals within the scope of the survey. To obtain appropri ate accuracy at minimum cost, a greater proportion of large than of small hospitals was studied. In combining the data, each hospital was given an appropriate weight. All estimates are presented, therefore, as relating to all hospitals, excluding only those below the minimum size at the time of reference of the universe data. Health care and related occupations. Occupational classi fication was based on a uniform set ofjob descriptions de signed to take account of interhospital and interarea vari ations in duties within the same job. (See appendix B for these descriptions.) The criteria for selection of the occu pations were: The number of workers in the occupation; the usefulness of the data in collective bargaining; and ap propriate representation of hospital staffing patterns. Wage data for selected occupations are presented sepa rately for full-time and regularly employed part-time workers. Apprentices, learners, beginners, trainees, and handicapped, temporary, probationary workers, and members of religious orders were not reported in the data for selected occupations unless specifically included in the job definition. “Registered nurses” include full-time staff nurses, head nurses, clinical specialists, nurse anesthetists, nurs ing instructors, and nurse practitioners. “Technical, clerical, and service workers” include full time office clerical, technical support, protective service, and other such occupations that do not require full knowledge of a professional or administrative field of work or the application of a high level of creativity, origi nality, analytical ability, or independent judgment. Job Payroll reference period Data for the survey were collected between November 1988 and June 1989. The Bureau’s field economists were instructed to obtain data for the latest payroll period available at the time of their visits. The payroll reference period reported for each area is a weighted average of the payroll reference months of the data obtained from each hospital surveyed in the area. Similarly, the nationwide payroll reference period (March) is a weighted average of the data obtained from all survey establishments. Hospital definition A hospital is defined for this study as all operations of an organization in a metropolitan area or nonmetropoli tan county where medical, psychiatric, surgical, or spe https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 166 performance skills are typically acquired through onthe-job experience and/or specific training which is less than that usually represented by a college degree. These skills include the application of a practical knowledge of established procedures, practices, prece dents, and guidelines. Also included are skilled, semi skilled, and unskilled trades, craft, and production occu pations; manual labor occupations; custodial occu pations; and operatives. tant than the county, they are the units used in defining MSA’S. Scheduled weekly hours Data on weekly hours refer to the predominant work schedule for full-time employees who worked on the day shift in each of the two major occupational categories. Data were also obtained on the incidence of alternative work schedules for registered nurses. These plans vary widely from hospital to hospital. Typical plans include the “weekend alternative” or “weekend bonus” plan which usually provides two 12-hour shifts per week; and the “3 x 12” plan (three 12-hour shifts per week). Other professional, technical, and clerical occupations. Employees are classified by occupation and work level us ing job descriptions (appendix B) prepared jointly by the Bureau of Labor Statistics and the Office of Personnel Management. Descriptions are designed to reflect duties and responsibilities of employees in private industry and to be translatable to specific General Schedule grades ap plying to Federal employees. Thus, definitions of some occupations and work levels are limited to specific ele ments which can be classified uniformly among establish ments. Shift work Data are provided for the number of registered profes sional nurses employed on evening and night shifts by hospitals with formal shift provisions. Employee benefits Employee benefits in a hospital were considered appli cable to all workers in an occupational group if they applied to half or more of such workers in the establish ment. Similarly, if fewer than half of the workers were covered, the benefit was considered nonexistent in the es tablishment. Because of length-of-service and other eli gibility requirements, the proportion of workers receiving the benefits may be smaller than estimated. Wage data Information on wages relates to straight-time weekly (or hourly) earnings, excluding premium pay for overtime and for work on weekends, holidays, and late shifts, as well as the value of room, board, or other perquisites pro vided in addition to cash payments. Cost-of-living bo nuses were included as part of the workers’ regular pay. Excluded were performance bonuses and lump-sum pay ments of the type negotiated in the auto and aerospace industries, as well as profit-sharing payments, attendance bonuses, Christmas or yearend bonuses, and other non production bonuses. Average (mean) rates or earnings for each occupation or category of workers were calculated by weighting each rate (or earnings) by the number of workers receiving the rate, totaling, and dividing by the number of individuals. Average weekly earnings relate to salaries that are paid for standard work schedules and are rounded to the near est half dollar. Standard weekly hours are rounded to the nearest half hour. Paid holidays. Paid holiday provisions relate to full-day and half-day holidays provided annually. Paid vacations. The summaries of vacation plans are lim ited to formal arrangements and exclude informal plans whereby time off with pay is granted at the discretion of the employer or supervisor. The periods of service for which data are presented do not necessarily reflect indi vidual establishment provisions for progression. For ex ample, changes in proportions indicated at 8 years of ser vice may include changes which occurred between 5 and 8 years. Consolidated leave plans. These plans typically provide for the accrual of leave benefits to be used in lieu of sepa rate provisions for holiday, vacation, sick leave, and/or personal leave. The periods of service for which data are presented do not necessarily reflect individual establish ment provisions for progression. Metropolitan statistical areas The term “metropolitan areas,” as used in this bulletin, refers to metropolitan statistical areas (MSA’s) as defined by the U.S. Office of Management and Budget through June 1988. In general, an msA is defined as a county or group of contiguous counties which contains at least one central city of at least 50,000 inhabitants or a central ur banized area of at least 100,000. Counties contiguous to the one containing such a city or area are included in an MSA if, according to certain criteria, they are essentially metropolitan in character and are socially and economi cally integrated with the central city. In New England, where the city and town are administratively more impor https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Insurance, health, and retirement plans. Data are pres ented for plans for which the employer pays all or a part of the cost. The benefits may be underwritten by a commer cial insurance company, paid directly by the employer or union, or provided by a health maintenance organization (HMO). Workers provided the option of an insurance plan or an HMO are reported under both types of plans. Legally required plans such as Social Security, workers’ disability 167 surance (although there may be small fixed copayments for selected services). HMO’s may provide services through their own facilities; through contracts with hos pitals, physicians, and other providers, such as individual practice associations (ipa’s); or through a combination of methods. compensation, and temporary disability insurance are excluded.1 Life insurance includes formal plans providing indem nity (usually through an insurance policy) in case of death of the covered worker. Accidental death and dismember ment insurance is limited to plans which provide benefit payments in case of death or loss of limb or sight as a di rect result of an accident. Sickness and accident insurance is limited to that type of insurance under which predetermined cash payments are made directly to the insured on a weekly or monthly basis during illness or accident disability. Tabulations of paid sick leave plans are limited to for mal plans2 which provide full pay or a proportion of the worker’s pay during absence from work because of illness; informal arrangements have been omitted. Separate tabu lations are provided for (1) plans which provide full pay and no waiting period, and (2) plans providing either par tial pay or a waiting period. Long-term disability insurance plans provide pay ments to totally disabled employees upon the expiration of sick leave, sickness and accident insurance, or both, or after a specified period of disability (typically 6 months). Payments are made until the end of disability, a maxi mum age, or eligibility for retirement benefits. Payments may be full or partial, but are almost always reduced by Social Security, workers’ compensation, and private pen sion benefits payable to the disabled employee. Hospitalization, surgical, and medical insurance plans provide at least partial payment for: 1) hospital room charges, 2) inpatient surgery; and 3) doctors’ fees for hos pital, office, or home visits. These plans typically cover other expenses such as outpatient surgery and prescrip tion drugs. An HMO provides comprehensive medical care in re turn for preestablished fees. Unlike insurance, HMO’s cover routine preventive care as well as care required because of an illness and do not have deductibles or coin- Dental care plans provide at least partial payment for routine dental care, such as checkups and cleanings, fill ings, and X-rays. Excluded are plans which cover only oral surgery or care required as the result of an accident. Vision care plans provide at least partial payment for routine eye examinations and/or eyeglasses. Plans which restrict benefits to certain kinds of surgery or care re quired as the result of an accident are not reported. Hearing care plans provide at least partial payment for hearing examinations, hearing aids, or both. Alcohol and drug abuse treatment plans provide at least partial payment for institutional treatment (in a hos pital or specialized facility) for addiction to alcohol or drugs. Direct care refers to formal practices by hospitals of providing free or discounted health care services to em ployees. Private or informal arrangements between a physician and patient are not included. Tabulations of retirement pensions are limited to plans which provide regular payments for the remainder of the retiree’s life. Data are presented separately for lump-sum retirement plans (one payment or several over a specified period of time) made to employees on retirement. Sys tems providing both lump-sum payments and pensions were included in the data for each, but systems having op tional plans providing employees a choice of either lump sum payments or pensions were considered as having only pension benefits. Health plan participation. Data relate to the proportion of workers participating in selected health care plans. A plan is included even though it is offered only to a minor ity of workers, or a majority of the employees in establish ment do not choose to participate in it. 1 Temporary disability insurance providing benefits to workers dis abled by injury or illness which is not work-connected is mandatory un der State laws in California, New Jersey, New York, and Rhode Island. Plans which meet only the legal requirements are excluded from these data, but those under which (1) employers contribute more than is legal ly required or (2) benefits exceed those specified in the State law are in cluded. In Rhode Island, benefits are paid out of a State fund to which only employees contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan. State fundfinancing: In California, only employees contribute to the State fund; in New Jersey, employees and employers contribute; in New York, employees contribute up to a specified maximum and employers pay the difference between the employees’ share and the total contribu tion required. Private plan financing: In California and New Jersey, employees can not be required to contribute more than they would if they were covered by the State fund; in New York, employees can agree to contribute more if the State rules that the additional contribution is commensurate with the benefit provided. 2 An establishment is considered as having a formal plan if it specifies at least the minimum number of days of sick leave available to each em ployee. Such a plan need not be written, but informal sick leave allow ances determined on an individual basis are excluded. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Paidfuneral and jury-duty leave. Data relate to plans which provide at least partial payment for the time lost as a result of attending furnerals of specified family members or serv ing as a juror.3 Paid personal leave plans. Are designed to allow workers to be absent from work for variety of personal reasons. Employer-sponsored day care. Includes plans under which the employers provides the space or the staff for the care of employees’ children. The space provided may be located 3 When paid jury-duty leave is required by law, as it is in Alabama, Nebraska, Tennessee, and parts of Florida and Massachusetts, plans are included only if the employer provides the employees with benefits ex ceeding the legal requirement. 168 either in the hospital or nearby. The staff of the facility may consist of employees of the hospital, a contrac tor, or a cooperative set up to manage the day-care center. Also included are day-care consortia set up by several establishments. In some cases, the employer pays the full cost of providing the space and the staff while in others the cost is shared with the employees. allows the employer to direct employees to the most suitable child-care providers. Services can range from a simple list of local child-care providers to the maintenance of an infor mation system containing such items as availability of space, type of care, etc. These services do not include informal arrangements such as an employees’ bulletin board where child-care providers can post notices. Data refer to the proportion of workers in establishments providing the following child care-benefits: Other. Includes paying for babysitting expenses when employees work overtime, allowing employees to bring children to work, or organizing seminars and informational meetings on child-care and parenting problems. Cost of child care. Regular reimbursement of child care ex penses through flexible spending accounts, voucher systems, or other methods. Also includes any arrangement between an employer and a child-care center to provide care for employees’ children free or at a discount. Information and referral services. A formal program that Constructed services. The tabulations refer to services the hospital may purchase from a contractor for performance on the premises in lieu of maintaining its own staff to provide services. The data refer only to arrangements that cover the entire service, not just the management function. Table A-1. Estimated number of establishments and workers within the scope of the survey and the number studied private hospitals, 1989 ’ Number of establishments2 Workers in establishments Within scope of study Locality1 United States (March)............................... Within scope of Actually studied study Total4 Registered nurses Technical, clerical, and service employees Total actually studied3 3,759 536 3,081,309 449,985 1,230,627 867,949 73 99 89 28 30 30 87,466 196,589 112,049 10,209 27,135 17,212 31,683 92,959 43,946 57 006 86 190 54^096 30 31 41 15 46 43 13 14 16 10 18 22 22,169 48,867 26,415 14,043 39,576 54,065 4,220 8,252 5,223 2,749 6,202 7,545 10,050 15,910 11,957 6*681 14 179 31*045 93 32 52 37 38 36 19 23 17 21 151,436 40,488 70,577 37,686 48,549 24,972 5,526 9,834 3,296 7,479 59,530 15^932 22 97 18 18 12 31 11 10 23,341 80,615 21,259 26,428 3,873 12,045 2,516 2,907 8,535 33*998 Northeast Boston (January)...................................... New York (February) ............................. Philadelphia (March)....................................... South Atlanta (February) .................................. Baltimore (April)....................................... Dallas (April) ................................ Fort Worth-Arlington (April) .......................... Houston (March) ............................. Washington (April)......................... 17,948 20,923 16 956 10 282 24 82R 36^216 Midwest Chicago (April)...................................... Cleveland (March)....................... Detroit (March) ..................... Minneapolis-St. Paul (March)......................... St. Louis (March)...................................... 26,243 9,242 17,486 73 967 32,944 46 172 22 357 37^306 West Denver (April) ........................................... Los Angeles-Long Beach (April) ........................... San Francisco (March)............................... Seattle (March)................................ ’ For definitions of individual areas, see footnote 1, tables 9-62. 2 Includes only those hospitals with total employment of at least 100 workers at the time of reference of the universe data. 3 Data relate to total employment in establishments actually visited. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 169 6,469 9,073 14 153 42 448 15,352 15^224 4 Includes executive, professional, office, and other workers in addi tion to the registered nurse and technical, clerical, and sen/ice em ployee categories shown separately. Appendix B. Occupational Descriptions The primary purpose of preparing job descriptions for the Bureau’s wage surveys is to assist its field representa tives in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from hospital to hospital and from area to area. This permits the grouping of occupa tional wage rates representing comparable job content. Because of this emphasis on interhospital and interarea comparability 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 descriptions, the Bureau’s field representatives were instructed to exclude students and members of religious orders (although these workers were included in total employment estimates). Supervisors and working supervisors were omitted unless job descriptions provided contrary instructions. The code numbers and titles that appear below the BLS titles in this appendix were taken from the 1980 edition of the Standard Occupational Classification Manual (SOC) issued by the U.S. Department of Commerce, Office of Federal Statistical Policy and Standards. In general, the Bureau’s occupational descriptions are much more specific than those found in the SOC manual. For example, all nursing occupations studied separately had the same SOC code 29. Thus, in comparing the results of this survey with other sources, differences in occupa tional definitions should be taken into consideration. Registered Professional Nurses Supervisor of nurses (29: Registered nurses) A registered professional nurse who directs and super vises the nursing service in one or more organized nursing units; evaluates the nursing service in assigned unit or units and relates these activities to other hospital depart ments and to the total nursing service; interprets responsi bilities and hospital policy to nursing personnel; assists in the evaluation of nursing personnel; and participates in the orientation and in-service education programs for nursing personnel. May spend part of the time instructing student nurses or auxiliary nursing personnel or planning instruction for these groups; perform the functions of the head nurse when there is no head nurse; be in charge of more than one medical, surgical, psychiatric, or other unit, or more than one operating room, or may be in charge of a combination of these units, such as a medical ward and a surgical ward; and direct the procurement of supplies and equipment for assigned unit or units. Excludes nurses who spend more than half of their time in classroom or organized nursing unit instruction; nurses assigned to central supply more than half of the time; and assistant directors who are responsible for certain types of functions (e.g., personnel, budget, nursing education, nursing service) as distinguished from certain services https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis (e.g., surgical, medical, etc.) and who are delegated to carry out certain functions of a director, such as coordi nating the nursing service with that of other services. Head nurse (29: Registered nurses) A registered professional nurse who is responsible for the nursing service and patient care in one organized nursing unit. Assigns patient care to professional nursing personnel; orients new personnel; and supervises and evaluates work performance. Periodically visits patients to insure optimal care and to ascertain the need for additional or modified services. Supervises the execution of doctors’ orders and treatments; the maintenance of nursing care records; and the provision of supplies and equipment. Identifies nursing service problems and assists in their solution. May assist in the in-service education and guidance of nursing personnel; and supervise or instruct student nurses. May be responsible for nursing unit 24 hours a day in the sense that evening and night nurses report to this nurse and this nurse is responsible for assigning duties on other shifts. Excludes nurses who spend more than half their time in the central supply unit or in classroom or organized nurs ing unit instruction; and those who are given the title of assistant head nurse or who receive extra pay as assistant 170 supervisor. Also excludes charge nurses and nursing coor dinators. the required State examinations, as well as “trainees” who have passed the required examinations. Nursing instructor (29: Registered nurses) Registered nurse (rn) (29: Registered nurses) A registered professional nurse who instructs student, professional, or practical nurses in theory and practical as pects of nursing art and science. Assists in planning and preparing curricula and outlines for course. Lectures to students and demonstrates accepted methods of nursing service, such as carrying out medical and surgical treat ments, observing and recording symptoms, and applying principles of asepsis and antisepsis. Collaborates with nursing management and staff to supplement classroom instruction wherever needed, and observes performance of students in actual nursing situations. May prepare, ad minister, and grade examinations to determine student progress and achievement; recommend ways to improve teaching and nursing techniques; initiate new procedures and practices and education courses for graduatenurses in theory and practice of general nursing care and of clinical specialties; train auxiliary workers in administration of nonprofessional aspects of nursing care; and teach practi cal nursing techniques to classes of lay persons. Excludes nurses who spend less than half of their time on such du ties. Also excludes on-the-job training preceptors unless they are primarily nursing instructors who may also func tion as preceptors on occasion. Provides professional nursing care to patients in hospi tals, nursing homes, clinics, health units, private resi dences, and community health organizations. Assists physicians with treatment; assesses patient health prob lems and needs; develops and implements nursing care plans; maintains medical records; and assists patients in complying with prescribed medical regimen. May special ize, e.g., operating room nurse, psychiatric nurse, nurse anesthetist, industrial nurse, nurse practitioner, and clinical nurse specialist. May supervise LPN’s and nursing assistants. Staff nurse (29: Registered nurses) Registered nurse I Excluded are: a. Nurse midwives; b. Nursing instructors, researchers, and consultants who do not provide nursing care to patients; c. Nursing supervisors and managers, e.g., head nurses, nursing coordinators, directors of nursing; d. RN’s in nursing homes who perform the same duties as the LPN’s but who are hired primarily to meet State certification requirements for nursing homes; and e. RN trainees primarily performing such entry level nursing care as: recording case histories; measuring temperature, pulse, respiration, height, weight, and blood pressure; and testing vision and hearing. Provides comprehensive general nursing care to patients whose conditions and treatment are normally uncomplicated. Follows established procedures, standing orders, and doctor’s instructions. Uses judgment in selecting guidelines appropriate to changing patient conditions. Routine duties are performed independently; variations from established routines are performed under specific instructions. Typical assignments include: A registered professional nurse who uses special skills, knowledge, and judgment in caring for patients within an organized nursing unit. Gives medication and notes reaction; administers highly specialized therapy, using complicated equipment; and observes condition of patient and reports any significant changes. Maintains records on patient’s condition, medication, and treatment. May set up therapeutic equipment, prepare patient, and in other ways assist physician with treatment; may supervise LPN’s and nursing assistants and other nursing personnel who, as a team, care for a group of patients; instruct, supervise, or assign duties to student nurses, licensed practical nurses, and nursing assistants; and assume some or all of the func tions of the head nurse when absent. May bathe and feed acutely ill patients; take and record temperatures, respira tion, and pulse; and instruct patient and family in comply ing with prescribed medical regimes. May specialize, e.g., operating room nurse, emergency room nurse, and psy chiatric nurse. Excludes nurse anesthetists, those who are given extra compensation as assistant head nurses, those who spend more than half their time in the central supply department or in classroom and organized nursing unit in struction. Also excludes “graduate nurses” who have completed nursing school training, but have not yet passed https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Staff. Prepares hospital or nursing home patients for tests, examinations, or treatment; assists in responding to emer gencies; records vital signs and effects of medication and treatment in patient charts; and administers prescribed medications and intravenous feedings. Operating room. Assists in surgical procedures by prepar ing patients for less complex operations (e.g., appendecto mies); sterilizes instruments and other supplies; handles instruments; and assists in operating room, recovery room, and intensive care ward. Psychiatric. Provides routine nursing care to psychiatric patients. May observe and record patient behavior. Health unit/clinic. Administers immunizations, inocula tions, allergy treatments, and medications in a clinic or employer health unit; performs first aid for minor bums, cuts, bruises, and sprains; obtains patient histories; and 171 keeps records, writes reports, and maintains supplies and equipment. observation skills are relied upon by physicians in develop ing and modifying treatment. Work extends beyond patient care to the evaluation of concepts, procedures, and program effectiveness. Typical assignments include: Registered nurse II Plans and provides comprehensive nursing care in accordance with professional nursing standards. Uses judgment in assessing patient conditions, interprets guide lines, and modifies patient care as necessary. Recognizes and determines proper action for medical emergencies, e.g., calls physician or takes preplanned emergency mea sures. Typical assignments include: Specialist. Provides specialized hospital nursing care to patients having illnesses and injuries that require adapta tion of established nursing procedures. Renders expertise in caring for patients who are seriously ill; are not respond ing to normal treatment; have undergone unique surgical operations; or are receiving infrequently used medication. Duties may require knowledge of special drugs or the ability to provide pulmonary ventilation. Staff. In addition to the duties described at level I, usually Anesthetist. Recommends, administers, and manages anesthesia for a broad range of surgical procedures. performs more complex procedures, such as: administer ing blood transfusions; managing nasal-pharyngeal, gastric suction, and other drainage tubes; using special equipment such as ventilator devices, resuscitators and hypothermic units; or closely monitoring postoperative and seriously ill patients. Psychiatric specialist. Provides nursing expertise on an interdisciplinary treatment team which defines policies and develops total care programs for psychiatric patients. Practitioner. Provides primary health care and nursing services in clinics, schools, employer health units, or community health organizations. Assesses, diagnoses, and treats minor illnesses and manages chronic health problems. Other services may include: Providing primary care for trauma cases, including suturing; planning and conducting a clinic, school, or employer health program; or studying and appraising community health services. Operating room. Provides nursing service for surgical operations, including those involving complex and extensive surgical procedures. Confers with surgeons concerning instruments, sutures, prosthesis, and special equipment; cares for physical and psychological needs of patients; assists in the care and handling of supplies and equipment; assures accurate care and handling of specimens; and assumes responsibility for aseptic technique maintenance and adequacy of supplies during surgery. Registered nurse IV Plans, researches, develops, and implements new or modified techniques, methods, practices, and approaches in nursing care. Acts as consultant in area of specializa tion and is considered an expert or leader within specialty area. Consults with supervisor to develop decisions and coordinates with other medical staff and community. Typical assignments include: Psychiatric. Provides comprehensive nursing care for psy chiatric patients. In addition to observing patients, evalu ates and records significant behavior and reaction patterns and participates in group therapy sessions. Health unit/clinica.1. Provides a range of nursing services, including preventive health care counseling. Coordinates health care needs and makes referrals to medical special ists; assesses and treats minor health problems; adminis ters emergency treatment; performs limited portions of physical examinations; manages the stable phases of com mon chronic illnesses; and provides individual and family counseling. Specialist/consultant. Provides expert and complex hosptial nursing and health care to a specialized group of patients. Develops and monitors the implementation of new nursing techniques, policies, procedures, and pro grams; instructs nursing and medical staff in specialty; represents the specialty to outside organizations; and eval uates, interprets, and integrates research findings into nursing practices. Community health. Provides a broad range of nursing ser vices including adult and child health care, chronic and communicable disease control, health teaching, counsel ing, referrals, and followup. Practitioner. Serves as primary health advisor in clinics and community health organizations and provides full range of health care services. Manages clinic and is responsible for formulating nursing and health care standards and policies, including developing and teaching new techniques or practices and establishing or revising criteria for care. Collaborates with physician in planning, evaluating, coordinating, and revising program and determines conditions, resources, and policies essential to delivery of health care services. Registered nurse II specialist Plans and provides highly specialized patient care in a difficult specialty area, such as intensive care or critical care. In comparison with registered nurse II, pay typically reflects advanced specialized training, experience, and certification. May assist higher level nurses in developing, evaluating, and revising nursing plans. May provide ad vice to lower level nursing staff in area of specialty. Registered nurses were further classified by specialty or assignment, as follows: Registered nurse III Clinical specialist (29: Registered nurses) Plans and performs specialized and advanced nursing assignments of considerable difficulty. Uses expertise in assessing patient conditions and develops nursing plans which serve as a role model for others. Evaluation and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis A registered professional nurse responsible for highly specialized patient care in an area of specialty such as 172 cardiovascular rehabilitation, care of children and adoles cents, or psychiatric or mental health. Work extends beyond patient care to the evaluation of concepts, proce dures, and program effectiveness. Serves as consultant to the nursing staff in area of specialty. Assists in the devel opment, evaluation, and adjustment of health care plans, in collaboration with physicians and other members of the health care team. May conduct in-service training pro grams for other members of the nursing staff in assigned clinical area. May have administrative and/or research responsibilities. Requires education beyond requirements for licensure, normally including a master’s degree in nursing science. of anesthesia, as directed. Minimum requirements include education as a registered professional nurse and gradua tion from an accredited school of nursing anesthesia. May have passed examination and be a Certified Registered Nurse Anesthetist. Nurse practitioner (29: Registered nurses) A registered professional nurse responsible for institut ing and providing continuous and comprehensive nursing care in collaboration with a physician and/or other mem bers of a health care team. Performs physical examina tions and records patient’s health and social histories; orders, interprets, and evaluates diagnostic studies and tests to identify and assess patient’s clinical problems and health care needs; initiates, evaluates, and modifies the effectiveness of therapeutic plans; evaluates, interprets, and records the developmental status of the patient and family in order to plan and execute proper intervention; and engages in decisionmaking and implementation of therapeutic actions in collaboration with other members of health care team. May supervise, direct, and evaluate clinical staff; order pharmaceuticals, medical supplies, and equipment; and maintain accurate records, reports, and statistics. Requires additional preparation beyond requirements for licensure, normally including a master’s degree in nursing science. Nurse anesthetist (29: Registered nurses) A registered professional nurse who administers intra venous, spinal, and other anesthetics to patients for a broad range of surgical procedures. Prepares necessary supplies and equipment for administration of prescribed anesthetic. Observes patient’s condition during anesthesia, watching for any significant physical change. Works in collaboration with qualified health professionals and keeps them informed as to patient’s condition prior to, during, and after administration of anesthetic, type of anesthetics used, other medications administered, and related data. May give postoperative care to relieve effect Other Health Care Occupations Licensed practical nurse (lpn) (366: Licensed practical nurses) ing instructions previously provided by professional staff. LPN’s are licensed to provide practical or vocational nursing care to patients in hospitals, nursing homes, clinics, health units, homes, and community health orga nizations. They typically work under the supervision of a registered nurse or physician, and may supervise unli censed nursing assistants. makes rounds of assigned area to count patients; observes patients for changes in behavior and checks for cleanli ness; encourages patients to participate in recreational activities; maintains standard records of patients and medications; and administers first aid. Mental health /resident care. As part of a nursing team, Clinics/community health organizations. Performs rou tine nursing procedures such as taking and recording height, weight, measurements, and vital signs. Performs vision, hearing, urine, and tuberculin skin tests; records test results. Administers medications and immunizations under supervision of an RN; observes, records, and reports signs of illness or changes in patient condition; and assists physician with physical examinations. May provide rou tine nursing care to the sick at home, reinforcing physi cian’s instructions, checking medication and eating and sleeping habits, and inquiring about additional problems. LPN I Provides standard nursing care requiring some latitude for independent judgment and initiative to perform recurring duties. Supervisor provides additional instruc tions for unusual or difficult tasks. Deviations from specific guidelines must be authorized by the supervisor. Typical assignments include: LPN II Hospitals/nursing homes. As part of a nursing team, assists patients in attending to their personal hygiene; measures and labels routine specimens; records vital signs; provides routine treatments such as compresses, enemas, sterile dressings, and sitz baths; prepares and administers commonly prescribed medications; observes and reports on patient conditions; and teaches patient self-care repeat https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Provides nursing care requiring an understanding of diseases and illnesses sufficient to enhance communica tion with physicians, registered nurses, and patients. Follows general instructions in addition to established policies, practices, and procedures. Uses judgment to vary 173 or coronary care. Duties, while similar to the more complex responsibilities described at level II, are performed under stressful conditions requiring special techniques and proce dures in reacting to life-threatening situations and in provid ing basic patient care. Evaluates appropriateness of planned treatment, given the patient’s condition, and proposes modifi cations to RN. sequence of procedures based on patient’s condition and previous instructions. Supervisory approval for requested deviations is given routinely. Guidance is provided for unusual occurrences. Hospitals/nursing homes. As a responsible member of a nursing team, cares for patients in various stages of depen dency (e.g., ranging from those receiving general medical care to a selected few who are critically ill). Provides appropriate verbal and written information for patient care plans. In addition to the tasks described at level I, assignments may include more complex duties such as: Catheterizing, irrigating, or suctioning patients; observ ing and reporting on subtle changes in a patient’s condi tion; monitoring and maintaining intravenous fluids; and assisting in resuscitation procedures. Mental health/resident care/nursing homes. Duties are simi lar to those described at level II. However, these LPN’s are authorized to adapt, if necessary, nursing care methods and procedures to meet changing patient needs. Excludes LPN’s above level III. Such positions not only provide difficult nursing care to a selected group of criti cally ill patients, but also set priorities and deadlines for patient care, and modify nursing care prior to notifying the supervisor. Mental health/resident care. Provides input into nursing team conferences by interpreting patient nursing care needs and responses to therapy. In addition to the tasks described at level I, serves as a role model by performing and teaching self-care; participates in therapy sessions by promoting self-care and self-worth; and recording progress in treatment plans. Nursing assistant (5236: Nursing aides, orderlies, and attendants) Provides personal and nursing care to patients in hospitals, nursing homes, resident care facilities, clinics, homes, and community health organizations. Duties include maintaining patient hygiene and supporting doctors and nurses in diagnostic procedures, technical treatments, patient charting, and patient teaching. Work does not require State licensure. Supervisory positions are excluded. Clinics/community health organizations. In addition to the duties described at level I, uses experience and judg ment to perform more complex procedures, such as: Screening patients for health problems such as hyperten sion and diabetes, using judgment in deciding to refer patients to RN or physician; providing patient counseling and implementing therapeutic approaches specified in the patient’s treatment plan; coordinating selected clinic oper ations; giving irrigations and catheterizations, suctioning tracheotomies, and conducting electrocardiograms; or recertifying applicants for supplemental food programs when test results indicate nutritional deficiencies. Nursing assistant I Performs simple personal care and housekeeping tasks requiring no previous training. Typical tasks include: Bathing, dressing, feeding, lifting, escorting and transport ing patients; collecting laundry carts and food trays; taking and recording temperatures; and changing bed linen and cleaning patient’s room. Follows detailed and specific instructions. Employer health units. Uses judgment to perform moder ately complex procedures such as: Treating employees for minor illnesses and work-related injuries, and referring difficult cases to RN or physician; observing reactions to drugs and treatments and reporting irregularities; assist ing physicians with examinations and treatments; and maintaining records of occupational illnesses and injuries as required by Federal and State regulations. Nursing assistant II In addition to providing personal care, performs com mon nursing procedures such as: Observing and reporting on patient conditions; taking and recording vital signs; col lecting and labeling specimens; sterilizing equipment; lis tening to and encouraging patients; giving sitz baths and enemas; applying and changing compresses and non-sterile dressings; checking and replenishing supplies; securing admission data from patients; and assisting in controlling aggressive or disruptive behavior. Follows specific instructions; matters not covered are verified with the supervisor. LPN III This level applies to two different work situations. In situation 1, LPN’s provide nursing care for patients in vari ous stages of dependency, setting priorities and deadlines for patient care, and modifying nursing care as necessary prior to notifying the supervisor. In situation 2, LPN’s are assigned to a selected group of critically ill patients, e.g., in hospital intensive care or coronary care units. These assignments require LPN’s to immediately recognize and respond to serious situations, sometimes prior to notifying an RN. However, their overall independence and authority are more limited than those described in situation 1, and supervisory approval is required for proposed deviations from established guidelines. NOTE: Positions receiving additional pay for perform ing the above duties and responsibilities in forensic units of mental health institutions are matched at level III. Work ers in such positions must regularly use skill in influencing and communicating with patients who display abusive or resistant behavior. Hospitals. Under direct supervision of an RN, provides nurs ing care to critically ill patients in such areas as intensive care https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 174 Nursing assistant III assigned. May record diet instructions on medical forms or compile census of patients. May assist in transcribing all orders written by authorized personnel. May operate on-line computer terminal to enter, retrieve, and correct patient information as necessary. Performs a variety of common nursing procedures as described at level II. Work requires prior experience or training to perform these procedures with some latitude for exercising independent initiative or limited judgment. May also: Perform several procedures sequentially; chart patient care; administer prescribed medication and simple treatments; teach patient self-care; and lead lower level nursing assistants. Medical machine operating technician Operates and monitors medical machines, equipment, or instruments as part of the examination or treatment of patients in hospitals, clinics, or other medical establish ments. Work is subordinate to the work of physicians or other professional employees. Work involves medical machines, equipment, or instruments used in: NOTE: Positions receiving additional pay for perform ing the above duties and responsibilities in forensic units of mental health institutions are matched at level IV. (See NOTE for level II.) cardiac catheterization; Nursing assistant IV electrocardiography (EKG); Applies advanced patient or resident care principles, procedures, and techniques which require considerable training and experience. In addition to the work described at level III, typical duties include: Assisting professional staff in planning and evaluating patient or resident care; recognizing subtle changes in patient’s condition and be havior and varying nursing care accordingly; catheterizing, irrigating, and suctioning patients; monitoring IV fluids and alerting registered nurse when system needs at tention; and performing minor operative and diagnostic procedures in a clinic. Supervisor describes limitations or priorities of work. Excluded are nursing assistants above level IV. Work ers in these excluded positions typically participate (rather than assist) in planning and modifying patient or resident care; function as co-therapists in mental health therapy sessions; or coordinate treatment activities with patients, families, and faculty staff. Also excluded are positions receiving additional pay for performing level iv duties and responsibilities in forensic units of mental health institu tions. (See NOTE for level II.) electroencephalography (EEG); pumping and oxygenating the blood during openheart surgery, or in treating patients with obstructed pulmonary or coronary arteries or serious heart trouble; hemodialysis; controlling the pressure in a hyperbaric-oxygen chamber; inhalation/respiratory therapy; pulmonary function testing; ultrasonography (sonography) or thermography. Excluded are: a. Diagnostic and therapeutic radiologic technologists; b. Lab technicians, medical technicians, and medical tech nologists; and c. Medical machine aides or trainees performing tasks that are preparatory or auxiliary to the complete examina tion and treatment of patients under close supervision. Medical machine operating technician I Unit secretary (4632: Station secretaries, unit clerks, ward clerks) Performs standard examinations or treatments requir ing little deviation from instructions or procedures. As signments require skill in performing either 1) delicate measurements or machine adjustments, or 2) repetitive ob servations requiring subtle determinations. Works with patients who are generally cooperative. Performs a variety of receptionist and clerical functions in a hospital nursing unit, under the direction of nursing personnel. Reviews medical records for completeness; en sures that medical records are stored properly and that confidentiality standards are maintained. Work involves most of the following: Recording name of patient, address, and name of attending physician on medical record forms; initiating and/or completing vari ous daily reports and ensuring that reports are complete with regard to signatures and data; preparing discharge charts for medical records department; answering tele phone and relaying messages to patients and appropriate staff; directing visitors to patients’ rooms; distributing mail to patients; requisitioning supplies as requested by nursing staff; and performing other related duties as https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Medical machine operating technician II Performs examinations or treatments that require adapting techniques and procedures to individual assign ments. Uses judgment to: vary test or treatment procedures according to patient’s condition and to assess adequacy of results obtained under difficult circumstances (e.g., patient is too sick to cooperate); recognize when common test results or patient reac 175 tions indicate the need for either additional tests to pinpoint abnormalities or for consultation with a phy sician regarding changes to prescribed treatments; or forming such techniques. Receives general guidance in anticipating possible problems. Supervisor usually relies on technician’s judgment. Medical machine operating technicians were further classified by type of equipment operated, as follows: perform procedures not covered by detailed instruc tions or that require variations to meet special needs outlined by a physician. Diagnostic medical sonographer (Ultrasound technician) (362: Clinical laboratory technologists and technicians) Frequently works with patients who are critically ill and require special procedures and handling. Recognizes ad verse responses and initiates emergency procedures, such as cardiopulmonary resuscitation. Supervisor outlines general work objectives, priorities, and results expected. Work is reviewed for overall adequacy and compliance with general instructions. Operates diagnostic equipment which produces ultrasonic patterns and positive pictures of internal organs for use by doctors in diagnosing disease or evaluating the progress of pregnancies. Work involves selecting equip ment; helping patient to assume appropriate position for ultrasonic exposure; operating equipment which displays the ultrasound patterns and observing patterns produced; and activating equipment which produces visual image from ultrasound pattern and photographs the image. May consult with medical personnel or supervisor to determine if further ultrasound examination is required. May be registered by the American Registry of Diagnostic Medical Sonographers. Medical machine operating technician III Performs complex examinations or treatments using a variety of established procedures that require a high de gree of judgment and skill to perform: many delicate and exacting steps and subtle discrimi nations, and to evaluate test results and patient re sponses to either determine appropriate machine ad justments or select the methods and techniques that will produce the most effective results; and/or EEG technician (369: Health technologists and technicians, not else where classified) as a team member in long, extensive, complex procedures that require alertness and precision to coordinate actions with others, and to make rapid and accurate observations or adjustments in accordance with precedents, in response to either physician demands or changes in patient’s condition. Operates and monitors electroencephalographic equip ment to make localized and activated studies of the brain. Duties include the following: Making independent judgments concerning the type of electrodes suited to the individual patient; obtaining complete wake-sleep trac ings to detect epileptic and deep cerebral abnormalities; using acoustic stimuli during the sleep period to aid in locating a specific abnormality; and recognizing different levels of spontaneously varying consciousness, such as alertness, waking, relaxation, drowsiness, and the several levels of sleep. May also make studies requiring the manipulation of a sound or light source, varying its rate of intensity to evoke particular wake patterns; and use additional electrodes (e.g., basal, nasopharyngeal) when requested. EEG technicians often work with critically ill patients and, therefore, must exercise care, recognizing adverse responses and initiating appropriate emergency procedures as necessary. Supervisor provides few preliminary instructions; work is spot-checked. Technician requests assistance only when established procedures and techniques prove inade quate. Trains others to perform standard procedures. Medical machine operating technician IV Performs complex examinations or treatments that regularly require innovative and adaptive approaches. Performs complex and relatively new procedures or oper ates equipment for which accepted practices have not been established. Work requires extensive training and experi ence to: make decisions, in the absence of definitive instruc tions or directly related precedents, to remedy difficulties or to improve the accuracy of techniques in order to obtain unusually precise measurements or adjustments; and EKG technician (369: Health technologists and technicians, not else where classified) Operates and monitors electrocardiograph equipment to perform standardized examinations. Duties include the following: Attaching electrodes to patient’s chest and extremities; making tracings of heart actions before and after treadmill and other exercise tolerance tests; marking tracings that indicate outside disturbances; operating and monitoring such EKG equipment as echocardiographs make precise discriminations in evaluating either pa tient reactions or data from monitoring equipment, and take appropriate actions, without instructions, to control or compensate for adverse reactions. Participates in planning medical or experimental proce dures involving new techniques. May train others in per https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 176 and phonocardiographs in specialized cardiac stress tests; recognizing cardiac emergencies and taking appropriate action, including notifying physician and initiating cardio pulmonary resuscitation. May also operate equipment during difficult special examinations, including those using controlled stimuli such as esophageal leads, and autonomic or atrophine drug tests; recognize cardiac arrhythmias; and make long recordings when rhythm is abnormal. diagnosis and treatment of disease, such as urinalyses, blood counts, and clinical chemistry. May prepare tissue samples for study by medical technologist or pathologist; prepare chemical reagent stains and solutions; tend automatic equipment to prepare specimens and perform analytic tests; make preliminary identification of common types of bacterial cultures for confirmation by supervisor; and collect specimens from patients. Maintains laboratory stock of chemicals and glassware. Excludes laboratory assistants whose duties are re stricted to elementary and routine tasks, such as sterilizing and maintaining laboratory equipment ready for use by technicians. Respiratory therapist (3031: Respiratory therapists) Administers therapeutic and diagnostic procedures to patients with pulmonary disorders. Therapeutic proce dures include setting up and managing mechanical venti lators with respect to flows, volumes, pressures, breathing rates and patterns, and gas composition as prescribed; delivering prescribed therapeutic gases with proper dosing valves, regulators, humidity, and prescribed dosages of aerosolized medication to the broncho-pulmonary tree; removing broncho-pulmonary secretions by means of mechanical suction and broncho-pulmonary drainage; assisting patients in deep breathing and coughing with inspiratory positive pressure breathing exercises; perform ing cardiopulmonary resuscitation and acute airway management procedures including endotracheal intuba tion; and maintaining artificial airways. Diagnostic proce dures include pulmonary function testing (e.g., measuring and interpreting expiratory and inspiratory flows, vol umes, and gas composition); and obtaining arterial and venous blood to perform blood gas analysis. May also do physiological monitoring and assessment of pulmonary status (i.e., chest ausculation, percussion, and observation as appropriate); document and evaluate care in patient’s medical records; collaborate and consult with physicians, nurses, and other therapists to coordinate care; instruct residents, interns, nurses, and other staff in the methods and procedures for respiratory therapy; and maintain, repair, and decontaminate equipment. May conduct clinical research. Normally requires extensive on-the-job training or completion of formal education program and certification or registration by the National Board for Respiratory Therapy. Excludes the chief therapist and those who spend more than 20 percent of their time supervising other respiratory therapists in hospitals with more than one respiratory therapist. Also excludes respiratory therapists who con duct research only, and respiratory therapy aides and trainees. Medical technologist (362: Clinical laboratory technologist and technician) Performs various chemical, microscopic, and/or bacteriologic tests to obtain data used in diagnosis and treatment of patients. Applies techniques used in fields of bacteriology, mycology, parasitology, histopathology, hemotology, serology, allergy, and/or chemical, radioac tive, or morphological examinations. Carries procedures to completion (and a numerical answer). Records laboratory test results (but does not prepare diagnostic reports). May prepare tissues for microscopic pathologi cal study under supervision of a pathologist; engage in research and teaching activities; supervise laboratory assistants, or, where no laboratory assistants are employed, perform their duties; perform some duties of radiographers; take electrocardiograms; and determine basal metabolic rates. In large hospitals and those engaged in research, medical technololgists may be responsible for testing and examination in only one of several fields of clinical pathology. In small hospitals, they may perform clinical tests in any one or a combination of these fields. Normally requires 12 months’ training in an approved school for medical technologists following at least 3 years of college. May be registered as “MT” by registering agency. Excludes chief technologists where more than one medical technologist is employed; tissue technicians who merely do routine preparation of tissue for study; those who perform only routine (qualitative 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 limited range of tests within one field; and specialists who have been certified by the Registry of the American Society of Clinical Pathologists and granted a Limited Certificate in Histologic Technic, or a Certificate in Exfoliative Cytology, Chemistry, Microbiology, or Blood Banking. Medical laboratory technician (369: Health technologists and technicians, not else where classified) Nuclear medicine technologoist (365: Radiologic technologist and technician) Performs routine tests in medical laboratory for use in https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Prepares, 177 measures, and administers radioactive Radiographer (x-ray) (X-ray technologist, radiologic technologist) (365: Radiologic technologists and technicians) isotopes to obtain information for use by physicians in diagnosing and treating patient illness. Duties include the following: Operating radioscopic equipment to produce scanograms and measure concentrations of radioactive isotopes in specified body areas; positioning and adjusting machine over the area to be studied; adjusting controls according to knowledge of standard settings; preparing and administering radioactive compounds; processing films; and computing test results following statistical procedures. May also plot results and forward to physicians; and maintain records of test results, and the acquisition and disposition of isotopes and radioactive materials. Follows prescribed safety procedures. Normally requires education in an approved program and credentialing by either the American Registry of Radiologic Technologists, the Registry of Medical Tech nologists of the American Society of Clinical Pathologists, or the Nuclear Medicine Technology Certification Board. Prepares radiographs of various portions of the body to assist physicians in the diagnosis of disease and trauma, and also for the detection of foreign bodies. Duties include the following: Preparing patient for examination as requested by physician; obtaining patient histories; positioning patient for optimum radiographic results; practicing radiation protection measures; and setting tech nical exposure factors. May also chemically process exposed radiographic film; maintain records or supervise their preparation by clerical staff; maintain equipment, correct minor problems, and instruct hospital staff regard ing radiography. Requires education in an approved program and credentialing by the American Registry of Radiologic Technologists. Surgical technologist (Operating room technologist) (369: Health technologists and technicians, not elsewhere classified) Radiation therapy technologist (365: Radiologic technologists and technicians) Assists a physician, usually a therapeutic radiologist, in all aspects of radiation therapy treatment. Primary responsibility consists of exposing specific areas of the patient’s body to doses of ionizing radiation, according to the physician’s prescription and instruction. Administers prescribed ionizing radiation treatments through a variety of therapeutic equipment, including high energy linear accelerators, radioactive isotopes, and particle generators. Also observes patient during course of treatment in order to report any unusual or adverse reactions. Must maintain radiation safety for patients, clinical personnel, and themselves; must be able to assist in treatment planning procedures, including tumor localization and dosimetry. Is part of surgical team during operating procedure. Work involves most of the following: Arranging setup for operation; assisting in the preparation of patient for surgery, disinfecting site of operation; passing instru ments, sponges, and sutures to surgeon and surgical assistant; assisting circulating nurse by recording number of sponges, needles, instruments, etc., used and accounting for them following operation; adjusting lights and other equipment as directed; assisting in cleanup of operating room following operation, and disposing of anesthetic. May prepare specimens resulting from operation, place in preservative solution, and deliver to laboratory for analysis. Occupational therapist (3032: Occupational therapists) Radiographers’ supervisor (x-ray) (365: Radiologic technologists and technicians) Plans, organizes, implements, and/or directs occupa tional therapy programs to facilitate rehabilitation of mentally or physically impaired patients. Therapists use purposeful activity suited to the developmental level, physical capacity, intelligence, and interests of each patient. Teaches skills and techniques including interper sonal and group process skills, to facilitate and influence patient’s participation in program activities and goals. Evaluates progress, attitude, and behavior as related to patient’s potential. Consults with other members of reha bilitation team to coordinate therapeutic activities of individual patients. May direct activities of one or more assistants or volunteer workers; and lecture interns, and medical and nursing students on phases of occupational therapy. Requires education in an accredited school of occupational therapy and certification by the American Directs and supervises the professional radiography staff in one or more organized departments. Duties may include: Assigning duties to radiography personnel, and supervising and evaluating work performance; interpreting responsibility and hospital policy to radio graphers; assisting in the orientation of new personnel to the department; insuring the availability of supplies or equipment; identifying radiography problems and assist ing in their solution; working on hospital committees and assisting in preparing the facility’s budget; performing nonsupervisory duties in some instances; assisting in the in-service education and guidance of radiographers; and researching new procedures, implementing and evaluating them. May spend part of time supervising or instructing student radiographers. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 178 Occupational Therapy Association. Excludes the chief occupational therapist and those who spend more than 20 percent of their time supervising other occupational therapists in hospitals with more than one occupational therapist. and language disorders. Develops and implements an organized program of therapy, in cooperation with physicians, psychologists, physical therapists, and counselors. May participate in research to develop diagnostic and remedial techniques. Evaluates individuals with a variety of disorders, which may include aphasia (a neurological disorder which results in a total or partial loss of power to use and under stand words) and apraxia (a neurological disorder which results in an inability to perform complex muscular move ments as in word production and articulation disorders). Uses tests designed to determine the type and degree of the communication disorder. Analyzes, evaluates, and inter prets test results to determine patients’ communicative abilities. Examines patients’ medical history and neuro logical and psychological test results in order to determine the optimum therapy for the purpose of speech and language rehabilitation. Prepares reports of diagnostic evaluations, analyses, interpretations, and recommenda tions for treatment. Selects and implements therapy principles and procedures that are compatible with patient needs and capacities as identified by previous evaluations. Treatment programs typically include individual and/or group sessions. For example, during such sessions, behavior modification techniques may be used with stuttering patients; esophageal speech may be taught to laryngectomy patients; or phonemic practice sessions may be provided for patients with articulation deficiencies. Excludes the chief pathologist and those who spend more than 20 percent of their time supervising speech patholo gists in hospitals with more than one speech pathologist. Physical therapists’ supervisor (3033: Physical therapists) Directs and supervises the professional physical therapy staff in one or more organized physical therapy depart ments. Duties may include: Assigning patient care duties to professional and nonprofessional physical therapy personnel, and supervising and evaluating work perform ance; interpreting responsibilities and hospital policy to physical therapy personnel; periodically visiting patients to insure optimal care and to ascertain need for additional or modified services; supervising the maintenance of physical therapy records (medical, personnel, accounting, billing, etc.); assisting in the orientation of new personnel to the department; insuring the availability of supplies or equipment; identifying physical therapy service problems and assisting in their solution; working on hospital committees and assisting in preparing the facility’s budget; giving direct physical therapy care in some situations; assisting in the in-service education and guidance of physical therapy personnel; and researching new proce dures and implementing and evaluating them. May spend part of time supervising or instructing student physical therapists, physical therapists’ assistants, and physical therapy aides. Excludes workers who do not supervise any profes sional physical therapists. Medical social workers (2032: Social workers) Physical therapist (3033: Physical therapists) Tests and measures the functioning of the neuromuscu lar, musculoskeletal, cardiovascular, and respiratory systems and treats malfunctions in these systems caused by injury or illness through the use of exercise and effective properties of air, water, heat, cold, radiant energy, and electricity, according to prescription of a physician. May instruct students, interns, and nurses in methods and objectives of physical therapy; supervise physical therapy aides; and consult with other therapists to coordinate therapeutic programs for individual patients. Requires graduation from an accredited school of physical therapy. Must be licensed in the State in which practicing. Excludes the chief physical therapist and those who spend over 20 percent of their time supervising other physical therapists in hospitals with more than one physical therapist. Speech pathologist (3034: Speech pathologists and audiologists) Performs diagnostic evaluations of patients with speech ' https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 179 Provides direct service to patients by helping them resolve personal and environmental difficulties that interfere with obtaining maximum benefits from medical care or that predispose toward illness. Performs a variety of services such as counseling on social problems and arranging for post-hospital care at home or in institutions, for placement of children in foster homes or adults in nursing homes, and for financial assistance during illness. Uses resources such as family and community agencies to assist patient in resuming life in the community or in learning to live with disability. Prepares and keeps current a social case record. Provides attending physician and others with pertinent information to aid in understanding the patient. May supervise social work students and beginning case workers. Excludes social workers assigned primarily to psychiatric wards and clinics; workers engaged primarily in financial screening of patients and rate setting; those workers classified as case aides; and, in hospitals where more than one social worker is employed, the head of the social service department and supervisors who spend more than 20 percent of their time supervising other social workers. Medical records technician (364: Health record technologists and technicians) Acting in accordance with professional standards, collects and compiles data from medical records for periodic and statistical reports; and assembles and quanti tatively analyzes medical records, including the coding of diseases and procedures. Duties involve most of the following: Reviewing medi cal records for completeness and accuracy; coding diseases, operations, and other data for retrieval uses; compiling medical care and census data for statistical reports; abstracting medical reports; filing or supervising the filing of patient records; assisting medical staff in special studies or research; and maintaining flow of medi cal records and reports to all departments of the hospital. Typically is familiar with the International Classifica tion of Diseases, 9th edition, Clinical Modification (ICD-9-CM). May be accredited by the American Medical Record Association. Dietitian (302: Dietitians) A professional employee having a bachelor’s degree with a major in foods and nutrition, dietetics, or institu tional or food service systems management, with qualify ing experience in clinical nutrition or food service systems management. Usually performs several or all of the following functions: Plans and evaluates menus; manages purchasing, receiving, storing, inventorying, and issuing of foods and supplies; manages food production, distribu tion, and service; assesses nutritional status of individuals and develops individualized nutritional plans; counsels patients and their families in the requirements and the importance of their modified diet and how to plan and prepare food; consults with medical, nursing, pharmacy, social service, and other allied health staffs concerning patients’ nutritional habits and needs during and after hospitalization. Manages food service personnel and financial resources. May plan and conduct educational programs in dietet ics and nutrition. Excludes food service supervisors who are concerned with the day-to-day operations of preparing and serving meals, but who do not apply the principles of nutrition to meal planning. In those hospitals which employ more than one dietitian, also excludes chief and assistant chief dietitians. Also excludes entry level dietitians who are per forming duties as part of a training program to develop professional skills under close and implicit directions. Pharmacist (Staff pharmacist) (301: Pharmacists) A graduate of an accredited school of pharmacy who is normally licensed as a registered pharmacist by the Board of Pharmacy of the State in which practicing. Reviews for appropriateness, accuracy, and safety the prescriptions and medications written by physicians, dentists, and other qualified prescribers; compounds, fills, and dispenses the prescribed drugs and other pharmaceutical supplies to in patients and outpatients; explains directions to outpatients and/or family members. Maintains issue records of all prescriptions filled for inpatient and outpatient use, as well as of all controlled drugs, as required by Federal and State laws. Is responsible for bulk compounding and packaging of various pharmaceutical products used in hospital. Pro vides information and consultative services to medical staff regarding drug characteristics, dosages, contraindi cations, adverse reactions, and alternative medications. May supervise the work of pharmacy technicians. In small hospitals or those with a small pharmacy staff, where there is no Director, or Chief, of Pharmacy Services, the staff-pharmacist may perform some administrative and supervisory duties. Excludes the Director of Pharmacy Services and those who spend more than 20 per cent of their time supervising other pharmacists where more than one pharmacist was employed. Medical records administrator (131: Managers, medicine and health) Responsible for the management of the hospital’s health information system, which is designed to meet medical, administrative, ethical, and legal requirements of the health care delivery system. Duties involve most of the following: Developing, analyzing, and technically evaluating medical records; assisting medical staff in evaluating quality of patient care; collecting and analyzing patient and institutional data for health care and health-related programs; engaging in basic and applied research in the health care field; developing and implementing procedures for processing documents, insurance, and correspondence requests in accordance with professional ethics and in conformity with Federal, State, and local statutes. May be registered by the American Medical Record Association. ExcludesYdgher level positions that are responsible fordetermining overall policies in the medical records depart ment. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Pharmacy technician (5233: Health aides, except nursing) Under the supervision of a pharmacist, assists in the technical aspects of preparing and dispensing medica tions. Duties include the following: Maintaining patient medication profile records; setting up, packaging, label 180 ing, and distributing medication doses; filling and dispensing routine orders for maintaining supplies of drugs and other items in patient care units; maintaining inventories of drugs and supplies; and mixing drugs with parenteral fluids and related aseptic manipulations. Excludes pharmacy department personnel primarily engaged in activities other than preparing and dispensing medications (e.g., stock clerks, typists, and deliverers). Office Clerical Occupations Admitting clerk (4642: Interviewing clerks) against source records; tracing and correcting errors in listings; and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system, com putes wages. Work may require a practical knowledge of government regulations, company payroll policy, or the computer system for processing payrolls. Arranges for admission of patients to hospital. Work involves most of the following: Interviewing patient or relative to obtain necessary personal and, at times, financial data, and assigning patient to room; explaining hospital regulations, such as visiting hours, payment of accounts, and schedule of charges; preparing admission records and required forms; escorting patient to assigned room or arranging for escort. May store patient’s valuables in hospital safe; receive payments on account; file records; answer telephone inquiries regarding patient dismissal and availability of beds; and compile data for occupancy and census records. Excludes admitting officers, who have more responsibil ity and authority for more fully explaining medical and surgical procedures and the risks involved to patients and their families, as well as obtaining the necessary consent forms. Switchboard operator (4732: Telephone operators) Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intrasystem calls. May provide information to callers, record and transmit messages, keep records of calls placed and toll charges. In addition to operating a telephone switchboard or console, may also type or per form routine clerical work (typing or routine clerical work may occupy the major portion of the worker’s time, and is usually performed while at the switchboard or console). Excludes chief or lead operators in establishments em ploying more than one operator. Payroll clerk (4713: Payroll and timekeeping clerks) Medical transcriptionist (4623: Stenographers) Performs a variety of routine and specialized functions in processing data and maintaining related records for the hospital’s payroll system. Work involves most of the fol lowing: Processing workers’ time or production records; adjusting workers’ deductions; editing payroll listings Types copy of voice-recorded dictation which involves varied technical or specialized vocabulary such as that used in legal briefs or reports on scientific research. May also type from written copy. May maintain files, keep simple records, or perform relatively routine clerical tasks. Service Occupations Hospital cleaner (Housekeeping aide) (5242: Maids and housemen) panels in doors and partitions. Keeping utility storage rooms in good order by cleaning lockers and equipment, arranging supplies, and sweeping floor. Operating heavy motor-driven cleaning equipment (other than light vacuum sweepers); washing walls, polishing brass; moving and arranging heavy furniture; wet-mopping and waxing floors. Performs a variety of related duties. May perform minor maintenance duties such as changing light bulbs, repairing Venetian blinds, and installing electric fans. May be assigned to specific areas, such as wards, offices, or surgery. Performs several of the following cleaning services on hospital premises: Sweeping and dry-mopping floors; vacuuming rugs with a home-type vacuum cleaner; dusting furniture and equipment; cleaning window sills; emptying trash baskets; scouring and polishing bathtubs, sinks, mirrors, and similar equipment; replenishing supplies of soap and towels; cleaning and polishing glass https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 181 Excludes workers specializing in waxing floors or wash ing windows. Food service helper (5216: Food counters, fountains, and related occupa tions) Also excludes workers who work with patients in psychiatric hospitals. Laundry worker (7658: Laundering and dry cleaning machine operators and tenders) Performs one or more of the following unskilled food service duties: Assisting in setting up of food trays, and delivering and retrieving food trays to and from patients’ rooms; cutting, peeling, and washing fruits and vegetables; making toast and beverages, and watching and stirring cooking foods to prevent burning; cleaning worktables, meat blocks, refrigerators, grease trays, pots, and kitchen utensils; carrying dirty utensils to be washed and returning cleaned utensils to proper place in kitchen; sweeping and mopping kitchen floors and carrying out garbage; obtain ing and distributing supplies. Excludes workers who perform tasks such as making salad dressings or soup stock, prepare special beverages such as eggnog or milk shakes, cook or fry eggs, and/or weigh, measure, and mix ingredients for bakery products. Performs general laundry duties which may include: Sorting soiled hospital linens, garments, curtains, draperies, and other articles for laundering; listing soiled articles received from hospital departments and tying articles in bundles; receiving bundles of laundered articles; checking contents against lists, noting and reporting shortages. May load and unload washing machines; sort laundered and dried articles according to type; fold and place articles in appropriate storage bin, and issue clean items in exchange for soiled articles. May mend torn articles, using needle and thread. Excludes workers whose primary responsibility is flatwork finishing. Also excludes those who repair washing machines. Professional and Administrative Occupations Accountant (1412: Accountants and auditors) Assuring the adequacy of the accounting system as the basis for reporting to management; Considering the need for new or changed controls; Projecting accounting data to show the effects of proposed plans on capital investments, income, cash position, and overall financial condition; Performs professional operating or cost accounting work requiring knowledge of the theory and practice of recording, classifying, examining, and analyzing the data and records of financial transactions. The work generally requires a bachelor’s degree in accounting or, in rare instances, equivalent experience and education combined. Positions covered by this definition are characterized by the inclusion of work that is analytical, creative, evalua tive, and advisory in nature. The work draws upon and requires a thorough knowledge of the fundamental doctrines, theories, principles, and terminology of accoun tancy, and often entails some understanding of such related fields as business law, statistics, and general management. (See also chief accountant.) Professional responsibilities in accountant positions above levels I and II include several such duties as: Interpreting the meaning of accounting records, reports, and statements; Advising operating officials on accounting matters; and Recommending improvements, adaptations, or revisions in the accounting system and procedures. Accountant I and II positions provide opportunity to develop ability to perform professional duties such as those enumerated above. In addition to such professional work, most accountants are also responsible for assuring the proper recording and documentation of transactions in the accounts. They, therefore, frequently direct nonprofessional personnel in the actual day-to-day maintenance of books of accounts, the accumulation of cost or other comparable data, the preparation of standard reports and statements, and similar work. (Positions involving such supervisory work but not including professional duties as described above are not included in this description.) Excluded are accountants whose principal or sole duties consist of designing or improving accounting systems or other nonoperating staff work, e.g., budget analysis, Analyzing the effects of transactions upon account relation ships; Evaluating alternative means of treating transactions; Planning the manner in which account structures should be developed or modified; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 182 financial analysis, financial forecasting, tax advising, etc. (The criteria that follow for distinguishing among the several levels of work are inappropriate for such jobs.) Note, however, that professional accountant positions with responsibility for recording or reporting accounting data relative to taxes are included, as are other operating or cost accountants whose work includes, but is not limited to, improvement of the accounting system. Some accountants use electronic data processing equip ment to process, record, and report accounting data. In some such cases the machine unit is a subordinate segment of the accounting system; in others it is a separate entity or is attached to some other organization. In either instance, provided that the primary responsibility of the position is professional accounting work of the type otherwise included, the use of data processing equipment of any type does not of itself exclude a position from the accountant description nor does it change its level. Accountant II General characteristics. At this level, the accountant makes practical application of technical accounting practices and concepts beyond the mere application of detailed rules and instructions. Initial assignments are designed to expand practical experience and to develop professional judgment in the application of basic account ing techniques to simple problems. Is expected to be competent in the application of standard procedures and requirements to routine transactions, to raise questions about unusual or questionable items, and to suggest solu tions. Direction received. Work is reviewed to verify general accuracy and coverage of unusual problems, and to insure conformance with required procedures and special instructions. Typical duties and responsibilities. Performs a variety of accounting tasks, e.g., prepares routine working papers, schedules, exhibits, and summaries indicating the extent of the examination and presenting and supporting findings and recommendations. Examines a variety of accounting documents to verify accuracy of computations and to ascertain that all transactions are properly supported, are in accordance with pertinent policies and procedures, and are classified and recorded according to acceptable accounting standards. Accountant I General characteristics. At this beginning professional level, the accountant learns to apply the principles, theories, and concepts of accounting to a specific system. The position is distinguishable from nonprofessional positions by the variety of assignments; rate and scope of development expected; and the existence, implicit or explicit, of a planned training program designed to give the entering accountant practical experience. (Terminal positions are excluded.) Responsibility for the direction of others,. Usually none, although sometimes responsible for supervision of a few clerks. Direction received. Works under close supervision of an experienced accountant whose guidance is directed primarily to the development of the trainee’s professional ability and to the evaluation of advancement potential. Limits of assignments are clearly defined, methods of procedure are specified, and kinds of items to be noted and referred to supervisor are identified. Accountant III Typical duties and responsibilities. Performs a variety of accounting tasks such as: Examining a variety of financial statements for completeness, internal accuracy, and con formance with uniform accounting classifications or other specific accounting requirements; reconciling reports and financial data with financial statements already on file, and pointing out apparent inconsistencies or errors; carry ing out assigned steps in an accounting analysis, such as computing standard ratios; assembling and summarizing accounting literature on a given subject; preparing rela tively simple financial statements not involving problems of analysis or presentation; and preparing charts, tables, and other exhibits to be used in reports. In addition, may also perform some nonprofessional tasks for training purposes. General characteristics. The accountant at this level applies well-established accounting principles, theories, concepts, and practices to moderately difficult problems. Receives detailed instructions concerning the overall accounting system and its objectives, the policies and procedures under which it is operated, and the nature of changes in the system or its operation. Characteristically, the accounting system or assigned segment is stable and well established (i.e., the basic chart of accounts, classifications, the nature of the cost accounting system, the report requirements, and the procedures are changed infrequently). Depending upon the work load involved, the accoun tant may have such assignments as supervision of the dayto-day operation of: (a) the entire system of a relatively small organization; (b) a major segment (e.g., general accounting, cost accounting, financial statements and reports) of a somewhat larger system; or (c) in a complex system, may be assigned to a relatively narrow and specialized segment dealing with some problem, function, or portion of work which is appropriate for this level. Responsibility for the direction of others. Usually none. Direction received. A higher level professional accountant https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 183 normally is available to furnish advice and assistance as needed. Work is reviewed for technical accuracy, adequa cy of professional judgment, and compliance with instruc tions through spot checks, appraisal of results, subsequent processing, analysis of reports and statements, and other appropriate means. system, may be assigned to a relatively narrow and specialized segment dealing with some problem, function, or portion of work which is of the level of difficulty charac teristic of this level. Direction received. A higher level accountant normally is available to furnish advice and assistance as needed. Work is reviewed by spot checks and appraisal of results for adequacy of professional judgment, compliance with instructions, and overall accuracy and quality. Typical duties and responsibilities. The primary responsi bility of most positions at this level is to assure that the assigned day-to-day operations are carried out in accor dance with established accounting principles, policies, and objectives. The accountant performs such professional work as: Developing nonstandard reports and statements (e.g., those containing cash forecasts reflecting the interre lations of accounting, cost budgeting, or comparable infor mation); interpreting and pointing out trends or deviations from standards; projecting data into the future; predicting the effects of changes in operating programs; or identifying management informational needs, and refining account structures or reports accordingly. Within the limits of delegated responsibility, makes day-to-day decisions concerning the accounting treatment of financial transactions. Is expected to recom mend solutions to moderately difficult problems and propose changes in the accounting system for approval at higher levels. Such recommendations are derived from personal knowledge of the application of well-established principles and practices. Typical duties and responsibilities. As at level III, a primary characteristic of most positions at this level is the responsibility of operating an accounting system or major segment of a system in the intended manner. The accountant IV exercises professional judgment in making frequent, appropriate recommendations for: new accounts; revisions in the account structure; new types of ledgers; revisions in the reporting system or subsidiary records; changes in instructions regarding the use of accounts, new or refined account classifications or defini tions; etc. Also makes day-to-day decisions concerning the accounting treatment of financial transactions and is expected to recommend solutions to complex problems beyond incumbent’s scope of responsibility. Responsibilityfor the direction ofothers. In most instances, Accountant V Responsibility for the direction of others. Accounting staff supervised, if any, may include professional accountants. is responsible for supervision of a subordinate nonprofes sional staff; may coordinate the work of lower level profes sional accountants. General characteristics. The accountant V applies accounting principles, theories, concepts, and practices to the solution of problems for which no clear precedent exists or performs work which is of greater than average responsibility due to the nature or magnitude of the assigned work. Responsibilities at this level, in contrast to accountants at level IV, extend beyond accounting system maintenance to the solution of more complex technical and managerial problems. Work of accountants V is more directly concerned with what the accounting system (or segment) should be, what operating policies and proce dures should be established or revised, and what is the managerial as well as the accounting meaning of the data included in the reports and statements for which they are responsible. Typically this level of work approaches chief accountant positions in terms of the nature of the concern for the accounting system and its operations, but not in terms of the breadth or scope of responsibility. Examples of assignments characteristic of this level are supervision of the day-to-day operation of: (a) an entire accounting system which has a few relatively complex accounting segments; (b) a major segment of a larger and more complex accounting system; (c) an entire accounting system (or major segment) that is relatively stable and conventional when the work includes significant responsi bility for accounting system design and development; or Accountant IV General characteristics. At this level the accountant applies well-established accounting principles, theories, concepts, and practices to a wide variety of difficult problems. Receives instructions concerning the objectives and operation of the overall accounting system. Com pared with level III, the accounting system or assigned segment is more complex, i.e., (a) is relatively unstable, (b) must adjust to new or changing operational environments, (c) is substantially larger or (d) is complicated by the need to provide and coordinate separate or specialized account ing treatment and reporting (e.g., cost accounting using standard cost, process cost, and job order techniques) for different internal operations or divisions. Depending upon the workload and degree of coordina tion involved, the accountant IV may have such assignments as the supervision of the day-to-day opera tion of: (a) an entire accounting system which has a few relatively stable accounting segments; (b) a major segment (e.g., general accounting, cost accounting, or financial statements and reports) of an accounting system serving a larger and more complex organization; or (c) in a complex https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 184 (d) in a complex system, may be assigned to a relatively narrow and specialized segment dealing with some problem, function, or portion of work which is itself of the level of difficulty characteristic of this level. officials in applying financial data and information to the solution of administrative and operating problems. Responsibility for the direction of others. Accounting staff supervised generally includes professional accountants. Direction received. An accountant of higher level normally NOTE: Excluded are accountants above level VI whose principal function is to direct, manage, or administer an accounting program in that they are primarily concerned with the administrative, budgetary, and policy matters of the program rather than the actual supervision of the dayto-day operations of an accounting program. This type of work requires extensive managerial ability as well as superior professional competence in order to cope with the technical accounting and management problems encoun tered. Typically this level of work involves responsibility for more than one accounting activity (e.g., cost account ing, sales accounting, etc.). is available to furnish advice and assistance as needed. Work is reviewed for adequacy of professional judgment, compliance with instructions, and overall quality. Typical duties and responsibilities. The accountant V performs such professional work as: Participating in the development and coordinating the implementation of new or revised accounting systems, and initiating necessary instructions and procedures; assuring that accounting reporting systems and procedures are in compliance with established administrative policies, regulations, and acceptable accounting practices; providing technical advice and services to operating managers, interpreting accounting reports and statements, and identifying problem areas; and evaluating complete assignments for conformance with applicable policies, regulations, and tax laws. Chief Accountant (1412: Accountants and auditors) As the top technical expert in accounting, is responsible for the overall direction of an entire accounting program. The minimum accounting program includes: (1) general accounting (assets, liabilities, income, expense, and capital accounts, usually including responsibility for profit and loss and/or balance sheet statements); and (2) at least one other major accounting activity, typically tax accounting, cost accounting, property accounting, or sales accounting. It may also include such other activities as payroll and timekeeping, and mechanical or electronic data processing operations which are an adjunct of the accounting system. (Responsibility for an internal audit program is typically not included.) The responsibilities of the chief accountant include all of the following: Responsibility for the direction of others. Accounting staff supervised generally includes professional accountants. Accountant VI At this level, the accounting system or segment is usually complex, i.e., (a) is generally unstable, (b) must adjust to the frequent changing needs of the organization, or (c) is complicated by the need to provide specialized or individualized reports. Examples of assignments at this level are the supervi sion of the day-to-day operation of: (a) a large and complex accounting system; or (b) a major segment (e.g., general accounting, property accounting, etc.) of an unusually complex accounting system requiring technical expertise in a particular accounting field (e.g., cost accounting, tax accounting, etc.). 1. On own responsibility, developing, adapting or revising an accounting system to meet the needs of the organization; 2. Supervising, either directly or through subordinate super visors, the operation of the system with full management responsibility for the quality and quantity of work per formed, training and development of subordinates, work scheduling and review, coordination with other parts of the organization served, etc.; and Direction received. A higher level professional accountant is normally available to furnish advice as needed. Work is reviewed for adequacy of professional judgment, com pliance with instructions and policies, and overall quality. 3. Providing directly, or through an official such as a comp troller, advisory services to the top management officials of the organization served as to: Typical duties and responsibilities. Accountants at this level are delegated complete responsibility from higher authority to establish and implement new or revised accounting policies and procedures. Typically, accoun tants VI participate in decisionmaking sessions with operating managers who have policymaking authority for their subordinate organizations or establishments; re commend management actions or alternatives which can be taken when accounting data disclose unfavorable trends, situations, or deviations; and assist management https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis a. The status of financial resources and the financial trends or results of operations as revealed by accounting data, and selecting a manner of presenta tion that is meaningful to management; and b. Methods of improving operations as suggested by an expert knowledge of accounting, e.g., proposals for improving cost control, property management, credit and collection, tax reduction, or similar programs. Excluded are positions with responsibility for the accounting program if they also include (as a major part of 185 the job) responsibility for budgeting; work measurement; organization, methods, and procedures studies; or similar nonaccounting functions. (Positions of such breadth are sometimes titled comptroller, budget and accounting manager, financial manager, etc.) Some positions responsible for supervising general accounting and one or more other major accounting activities but which do not fully meet all of the responsibi lities of a chief accountant specified above may be covered by the descriptions for accountant. Chief accountant jobs which meet the characteristics described are classified by level of work according to (a) authority and responsibility, and (b) technical complexity, using the table which follows the definitions below. Extending cost accounting operations to areas not previously covered; Instituting new cost accounting pro cedures; Expanding the utilization of computers within the accounting process; and Preparing accounting reports and statements reflecting the events and progress of the entire organization for which incumbent is responsible, often consolidating data submitted by subordinate segments. This degree of authority is most typically found at intermediate organizational levels such as a division, subsidiary, State, or agency headquarters. It is also found in some headquarters situations where the authority of the chief accountant is less extensive than is described in AR-3. AR-2 Authority and Responsibility Has complete responsibility for establishing and main taining the framework for the basic accounting system used in the overall organization (e.g, company, State government) subject only to general policy guidance and control from a higher level official responsible for general financial management. Typical responsibilities include: AR-l The accounting system (i.e., accounts, procedures, and reports to be used) has been prescribed in considerable detail by higher levels in the organization. The chief accountant has final, unreviewed authority within the prescribed system, to expand it to fit the particular needs of the organization served, e.g., in the following or comparable ways: Determining the basic characteristics of the accounting system and the specific accounts to be used; Devising and preparing accounting reports and statements required to meet management’s needs for data; Establishing basic accounting policies, interpretations, and procedures; Providing greater detail in accounts and reports or financial statements; Reviewing and taking action on proposed revisions to the com Establishing additional accounting controls, accounts, sub accounts, and subsidiary records; and Taking final action on all technical acccounting matters. pany’s accounting system suggested by subordinate units; and Characteristically, participates extensively in broad management processes by providing accounting advice, interpretations, or recommendations based on data accu mulated in the accounting system and on professional judgment and experience. Providing special or interim reports and statements needed by the manager responsible for the day-to-day operations of the organization served. This degree of authority is typically found at a subordi nate establishment (e.g., plant, regional office, etc.) Technical Complexity AR-2 TC-l The basic accounting system is prescribed in broad outline rather than in specific detail. While certain major financial reports, overall accounts, and general policies are required by the basic system, the chief accountant has broad latitude and authority to decide the specific methods, procedures, accounts, reports, etc., to be used within the organizational segment served. Approval must be secured from higher levels only for those changes which would basically affect the broad requirements prescribed by such higher levels. Typical responsibilities include: Evaluating and taking final action on recommendations proposed by subordinate establishments for changes in aspects of the accounting system or activities not prescribed by higher authority; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis The organization which the accounting program serves has relatively few functions, products, work processes, etc., and these tend to be stable and unchanging. The accounting system operates in accordance with wellestablished principles and practices or those of equivalent difficulty which are typical of that industry. TC-2 The organization which the accounting program serves has a relatively large number of functions, products, work processes, etc., which require substantial and frequent adaptations of the basic system to meet management needs (e.g., adoption of new accounts, subaccounts, and 186 subsidiary records; revision of instructions for the use of accounts; improvement or expansion of methods for accu mulating and reporting cost data in connection with new or changed work processes). TC-3 The organization which the accounting program serves puts a heavy demand on the accounting organization for specialized and extensive adaptation of the basic system to meet management needs. Such demands arise because the functions, products, work processes, etc., of the organiza tion are very numerous, diverse, unique, or specialized, or there are other comparable complexities. Consequently, the accounting system, to a considerable degree, is developed well beyond established principles and account ing practices in order to: Provide for the solution of problems for which no clear pre cedents exist; or Provide for the development or extension of accounting theories and practices to deal with problems to which these theories and practices have not previously been applied. Subordinate Staff In the table that follows, the number of professional accountants supervised is recognized to be a relatively crude criterion for distinguishing between various levels. It is to be considered less important in the matching process than the other criteria. In addition to the staff of professional accountants in the system for which the chief accountant is responsible, there are clerical, machine operation, bookkeeping, and related personnel. Criteria for matching chief accountants by level Level Authority and responsibility 1 Technical complexity 1 1 AR-1 TC-1 Subordinate professional accounting staff Only one or two professional accountants who do not exceed the accountant III job definition. or TC-1 About 5 to 10 professional accountants. Most of these match the accountant III job definition, but one or two may match the accountant IV job definition. AR-3 TC-1 Only one or two professional accountants, who do not exceed the accountant IV job definition. AR-1 TC-3 About 15 to 20 professional accountants. At least one or two match the accountant V job definition. AR-2 TC-2 About 15 to 20 professional accountants. Many of these match the accountant IV job definition, but some may match the accountant V job definition. AR-3 TC-1 About 5 to 10 professional accountants. Most of these match the accountant III job definition, but one or two may match as high as accountant V. AR-2 TC-3 About 25 to 40 professional accountants. Many of these match the accountant V job definition, but several may exceed that level. AR-3 TC-2 About 15 to 20 professional accountants. Most of these match the accountant IV job definition, but several may match the accountant V and one or two may exceed that level. AR-3 TC-3 About 25 to 40 professional accountants. Many of these match the accountant V job definition, but several may exceed that level. AR-2 or III IV V 1 AR-1,-2, and-3 and TC-1,-2, and -3 are explained on the preceding pages. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 187 Auditor (1412: Accountants and auditors) Direction received. Works under close supervision of an experienced auditor whose guidance is directed primarily to the development of the trainee’s professional ability and to the evaluation of advancement potential. Limits of as signments are clearly defined, methods of procedure are specified, and kinds of items to be noted and referred to supervisor are identified. Performs professional auditing work requiring a bache lor’s degree in accounting or, in rare instances, equivalent experience and education combined. Audits the financial records and practices of either an entire organization (e.g., company, government), or of its divisions or other compo nents to appraise systematically and verify the accounting accuracy of records and reports and to assure the consistent application of accepted accounting principles. Evaluates the adequacy of the accounting system and internal financial controls. Makes appropriate recom mendations for improvement as necessary. To the extent determined necessary, examines the transactions entering into the balance sheet, and the transactions entering into income, expense, and cost accounts. Typical duties and responsibilities. Assists in making audits by performing such tasks as: Verifying the accuracy of the balances in various records; examining a variety of types of documents and vouchers for accuracy of compu tations; checking transactions to assure they are properly documented and have been recorded in accordance with correct accounting classifications; verifying the count of inventories; preparing detailed statements, schedules, and standard audit working papers; counting cash and other assets; and preparing simple reconciliations and similar functions. Determines: 1. The existence of recorded assets (including the observation of the taking of physical inventories) and the all-inclusive ness of recorded liabilities. Auditor II General characteristics. At this level, the professional auditor serves as a junior member of audit team, indepen dently performing selected portions of the audit which are limited in scope and complexity. Auditors at this level typically have acquired knowledge of overall operations, policies, and procedures. 2. The accuracy of financial statements or reports and the fairness of presentation of facts therein. 3. The propriety or legality of transactions. 4. The degree of compliance with established policies and pro cedures concerning financial transactions. Direction received. Detailed instructions are furnished and Excluded from this definition are: the work is reviewed to the extent necessary to verify its general accuracy and coverage of unusual problems, and to insure conformance with required procedures and special instructions. Any technical problems not covered by instructions are brought to the attention of a superior. a. Auditors primarily examining or reporting on the financial management of internal operations. These auditors evalu ate such matters as: (1) the operation’s degree of com pliance with the principles of sound financial manage ment; and (2) the effectiveness of management and operat ing controls; Typical duties and responsibilities. Applies knowledge of accounting theory and audit practices to a variety of b. Auditors assigned to audit programs which are confined on a relatively permanent basis to repetitive examination of a limited area of operations and accounting processes, e.g., accounts payable and receivable; payroll; physical inventory; and branch offices which do not have complete accounting systems. This does not preclude positions responsible for performing a segment of an audit (i.e., examining individual items on a balance sheet, rather than the entire balance sheet), as long as the work directly re lates to the financial audit program: and relatively simple professional problems in audit assign ments, including such tasks as: Verification of reports against source accounts and records to determine their reliability; reconciliation of bank and other accounts and verifying the detail of recorded transactions; detailed examinations of cash receipts and disbursement vouchers, payroll records, requisitions, work orders, receiving reports, and other accounting documents to ascertain that transactions are properly supported and are recorded correctly from an accounting or regulatory standpoint; or preparing working papers, schedules, and summaries. c. EDP auditors. These positions require an extensive knowl edge of computer systems, programming, etc. Auditor i General characteristics. As a trainee auditor at the enter Auditor III ing professional level, performs a variety of routine assignments. Typically, the trainee is rotated through a variety of tasks under a planned training program designed to provide practical experience in applying the principles, theories, and concepts of accounting and auditing to specific situations. (Terminal positions are excluded.) General characteristics. Work at this level consists of the audit of operations and accounting processes that are relatively stable, well established, and typical of the industry. The audits primarily involve the collection and analysis of readily available findings; there is previous audit experience that is directly applicable; the audit reports are normally prepared in a prescribed format using https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 188 a standard method of presentation; and few, if any, major problems are anticipated. The work performed requires the application of substantial knowledge of accounting principles and practices, e.g., bases for distinguishing among capital maintenance and operating expenses; accruing reserves for taxes; and other accounting consid erations of an equivalent nature. complex and difficult because of such factors as: Presence of new or changed programs and accounting systems; existence of major specialized accounting functions (e.g., cost accounting, inventory accounting, sales accounting) in addition to general accounting; need to consider exten sive and complicated regulatory requirements; lack of or difficulty in obtaining information; and other similar factors. Typically, a variety of different assignments are encountered over a period of time, e.g., one year. The audit reports prepared are comprehensive, explain irregu larities, cite rules and regulations violated, recommend remedial actions, and contain analyses of items of special importance or interest to management. Direction received. Work is normally within an established audit program and supervision is provided by a higher level auditor who outlines and discusses assignments. Work is spot checked in progress. Completed assignments are reviewed for adequacy of coverage, soundness ofjudg ment, compliance with professional standards, and adher ence to policies. Direction received. With an established audit program, has responsibility for independently planning and executing audits. Unusually difficult problems are discussed with the supervisor who also reviews completed assignments for adherence to principles and standards and the sound ness of conclusions. Typical duties and responsibilities. The auditor examines transactions and verifies accounts; observes and evaluates accounting procedures and internal controls; and prepares audit working papers and submits an audit report in the required pattern containing recommendations for needed changes or improvements. Usually is responsible for selecting the detailed audit methods to follow, choosing the audit sample and its size, determining the extent to which discrepancies need to be investigated, and deciding the depth of analyses required to support reported find ings, and conclusions. Typical duties and responsibilities. Auditors at this level have full responsibility for planning the audit, including determination of the aspects to emphasize, methods to be used, development of nonstandard or specialized audit aids, such as questionnaires, etc., where previous audit experience and plans are of limited applicability. Included in the scope of work that characterizes this level are such functions as: Evaluation of methods used for determining depreciation rates of equipment; evaluation of assets where original costs are unknown; evaluation of the reliability of accounting and reporting systems; analy sis of cost accounting systems and cost reports to evaluate the basis for cost and price setting; and evaluation of ac counting procurement and supply management records, controls, and procedures; and many others. Examples of assignments involving work at this level: 1. As a team leader or working alone, independently con ducts audits of the complete accounts and related opera tions of smaller or less complex organizations (e.g., in volving a centralized accounting system with few or no subordinate, subsidiary, or branch accounting records) or of comparable segments of larger organizations. 2. As a member of an audit team, independently accom plishes varied audit assignments of the above described characteristics, typically major segments of complete au dits, or assignments otherwise limited in scope, of larger and more complex organizations (e.g., complex in that the accounting system entails cost, inventory, and com parable specialized systems integrated with the general accounting system). Examples of assignments involving work at this level: 1. As a team leader or working alone, independently plans and conducts audits of the complete accounts and related operations of relatively large and complex organizations (e.g., complex in that the accounting system entails cost, inventory, and comparable specialized accounting systems integrated with the general accounting system) or of company branch, subsidiary, or affiliated organiza tions which are individually of comparable size and complexity. Illustrative of such assignments are the audit and initial review of the accounting treatment and validity of report ing of overhead expenses in a large manufacturing or maintenance organization (e.g., major repair yard of a rail road); or the checking, verification, and balancing of all accounts receivable and accounts payable; or the analysis and verification of assets and reserves; or the inspection and evaluation of accounting controls and procedures. 2. As a member of an audit team, independently plans and accomplishes audit assignments that constitute major segments of audits of very large and complex organiza tions, for example, those with financial responsibilities so great as to involve specialized subordinate, subsidiary, or affiliate accounting systems that are complete in themselves. Auditor IV General characteristics. Auditors at this level are experi enced professionals who apply a thorough knowledge of accounting principles and theory in connection with a variety of audits. Work at this level is characterized by the audit of organizations and accounting processes which are https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis NOTE- Excluded from level IV are auditors who, as team leaders or working alone, conduct complete audits of very large and complex organizations, for example, those with financial responsibilities so great as to involve special 189 ized subordinate, subsidiary, or affiliate accounting systems that are complete in themselves; or are team mem bers assigned to major segments of audits of even larger or more complex organizations. Also excluded are positions primarily responsible for overseeing multiple concurrent audits. Public accountant II General characteristics. At this level, the public accoun tant carries out routine audit functions and detail work with relative independence. Serves as a member of an audit team on assignments planned to provide exposure to a variety of client organizations and audit situations. Specific assignments depend upon the difficulty and com plexity of the audit and whether the client has been previously audited by the firm. On moderately complex audits where there is previous audit experience by the firm, accomplishes complete segments of the audit (i.e., functional work areas such as cash, receivables, etc.). When assigned to more complicated audits, carries out activities similar to public accountant I. Public Accountant (1412: Accountants and auditors) Performs professional auditing work in a public accounting firm. Work requires at least a bachelor’s degree in accounting. Participates in or conducts audits to ascertain the fairness of financial representations made by client companies. May also assist the client in improving accounting procedures and operations. Examines financial reports, accounting records, and related documents and practices of clients. Determines whether all important matters have been disclosed and whether procedures are consistent and conform to accept able practices. Samples and tests transactions, internal controls, and other elements of the accounting system(s) as needed to render the accounting firm’s final written opinion. Excluded are positions which do not require full profes sional accounting training. Also excluded are specialist positions in tax or management advisory services. Works under the supervision of a higher level public accountant who provides instructions and continuing direction as necessary. Work is spot checked in progress and reviewed upon completion to determine the adequacy of procedures, soundness of judg ment, compliance with professional standards, and adher ence to clearly established methods and techniques. All interpretations are subject to close professional review. Direction received. Typical duties and responsibilities. Carries out a variety of sampling and testing procedures in accordance with the prescribed audit program, including the examination of transactions and verification of accounts, the analysis and evaluation of accounting practices and internal controls, and other detail work. Prepares a share of the audit work ing papers and participates in drafting reports. In moder ately complex audits, may assist in selecting appropriate tests, samples, and methods commonly applied by the firm and may serve as primary assistant to the accountant in charge. In more complicated audits, concentrates on detail work. Occasionally may be in charge of small, uncomplicated audits which require only one or two other subordinate accountants. Personal contacts usually involve only the exchange of factual technical information and are usually limited to the client’s operating accounting staff and department heads. Public accountant I General characteristics. As an entry level public accoun tant, serves as a junior member of an audit team. Receives classroom and on-the-job training to provide practical experience in applying the principles, theories, and con cepts of accounting and auditing to specific situations. (Positions held by trainee public accountants with advanced degrees, such as MBA’s, are excluded at this level.) Public accountant III Direction received. Complete instructions are furnished and work is reviewed to verify its accuracy, conformance with required procedures and instructions, and usefulness in facilitating the accountant’s professional growth. Any technical problems not covered by instructions are brought to the attention of a superior. General characteristics. At this level, the public accoun tant is in charge of a complete audit and may lead a team of several subordinates. Audits are usually accomplished one at a time and are typically carried out at a single loca tion. The firms audited are typically moderately complex, and there is usually previous audit experience by the firm. The audit conforms to standard procedural guidelines, but is often tailored to fit the client’s business activities. Routine procedures and techniques are sometimes inade quate and require adaptation. Necessary data are not always readily available. When assigned to more difficult and complex audits (see level IV), the accountant may run the audit of a major component or serve as the primary assistant to the accountant in charge. Typical duties and responsibilities. Carries out basic audit tests and procedures, such as: Verifying reports against source accounts and records; reconciling bank and other accounts; and examining cash receipts and disbursements, payroll records, requisitions, receiving reports, and other accounting documents in detail to ascertain that transac tions are properly supported and recorded. Prepares selected portions of audit working papers. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 190 Direction received. Works under the general supervision of approaches and courses of action are normally approved. Work is reviewed for soundness of approach, completeness, and conformance with established policies of the firm. a higher level public accountant who oversees the opera tion of the audit. Work is performed independently, applying generally accepted accounting principles and auditing standards, but assistance on difficult technical matters is available. Work may be checked occasionally during progress for appropriateness and adherence to time requirements, but routine analyses, methods, techniques, and procedures applied at the work site are expected to be correct. Typical duties and responsibilities. Is responsible for carry ing out the operational and technical features of the audit, directing the work of team members, and personally performing the most difficult work. Often participates in the development of the audit scope, and drafts compli cated audit programs with a large number of concurrently executed phases. Independently develops audit steps and detailed procedures, deviating from traditional methods to the extent required. Makes program adjustments as necessary once an audit has begun; selects specific methods, types and sizes of samples, the extent to which discrepancies need to be investigated, and the depth of required analyses. Resolves most operational difficulties and unanticipated problems. Assigns work to team members; reviews work for appropriateness, conformance to time requirements, and adherence to generally accepted accounting principles and auditing standards. Consolidates working papers, draft reports, and findings; and prepares financial statements, management letters, and other closing memoranda for management approval. Participates in ’’closing” meetings as a technical resource and may be called upon to sell or defend controversial and critical observations and recom mendations. Personal contacts are extensive and typically include top executives of smaller clients and mid- to upper-level financial and management officers of large corporations, e.g., assistant controllers and controllers. Such contacts involve coordinating and advising on work efforts and resolving operating problems. Typical duties and responsibilities. Is responsible for carry ing out the technical features of the audit, leading team members and personally performing the most difficult work. Carries out field work in accordance with the general format prescribed in the audit program, but selects specific methods and types and sizes of samples and tests. Assigns work to team members, furnishes guidance, and adjusts workloads to accommodate daily priorities. Thor oughly reviews work performed for technical accuracy and adequacy. Resolves anticipated problems with estab lished guidelines and priorities but refers problems of unusual difficulty to superiors for discussion and advice. Drafts financial statements, final reports, management letters, and other closing memoranda. Discusses signifi cant recommendations with superiors and may serve as technical resource at ’’closing” meetings with clients. Personal contacts are usually with chief accountants and assistant controllers of medium-size companies and divisions of large corporations to explain and interpret policies and procedures governing the audit process. Public accountant IV General characteristics. At this level, the public accoun tant directs field work including difficult audits—e.g., those involving initial audits of new clients, acquisitions, or stock registration—and may oversee a large audit team split between several locations. The audit team usually in cludes one or more level III public accountants who handle major components of the audit. The audits are complex and clients typically include those engaged in projects which span accounting periods; highly regulated industries which have various external reporting require ments; publicly held corporations; or businesses with very high dollar or transaction volume. Clients are frequently large with a variety of operations which may have different accounting systems. Guidelines may be general or lacking and audit programs are intricate, often requiring extensive tailoring to meet atypical or novel situations. Direction received. Works under general supervision. The supervisor sets overall objectives and resource limits but relies on the accountant to fully plan and direct all technical phases of the audit. Issues not covered by guidelines or known precedents are discussed with the supervisor, but the accountant’s recommended https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis NOTE.- Excluded from this level are public accountants who direct field work associated with the complete range of audits undertaken by the firm, lead the largest and most difficult audits, and who frequently oversee teams performing concurrent audits. This type of work requires extensive knowledge of one or more industries to make subjective determinations on questions of tax, law, accounting, and business practices. Audits may be com plicated by such factors as: The size and diversity of the client organizations (e.g., multinational corporations and conglomerates with a large number of separate and distinct subsidiaries); accounting issues where precedents are lacking or in conflict; and, in some cases, clients who are encountering substantial financial difficulties. They perform most work without technical supervision and completed audits are reviewed mainly for propriety of recommendations and conformance with general policies of the firm. Also excluded are public accountants whose principal function is to manage, rather than perform accounting work, and the equity owners of the firm who have final approval authority. 191 Personnel Specialist (143: Personnel, training, and labor relations specialists) c. Labor relations specialists who negotiate with labor unions as the principal representative of their overall organization; Plans, administers, advises on, or performs professional work in one or more personnel specialties, such as: d. Specialists with matchable titles (e.g., labor relations specialist, equal opportunity specialist) who are not part of the establishment’s personnel program; Job analysis/evaluation'. Analyzing, evaluating, and defin e. Specialists in other occupations (e.g., nursing, organiza tional development, payroll, safety and health, security, and training), even if these positions are part of the estab lishment’s personnel program; and ing occupations or positions based on duties, responsibili ties, and qualification requirements in order to establish or maintain a framework for equitable compensation. f. Positions not requiring: (1) 3 years of administrative, technical, or substantive clerical experience; (2) a bache lor’s degree in any field; or (3) any equivalent combina tion of experience and education yielding basic skills in problem analysis and communication. Salary and benefit administration: Analyzing and evaluat ing compensation practices, participating in compensation surveys, and recommending pay and benefit adjustments. Recruitment and placement: Recruiting applicants through various sources (e.g., schools, colleges, employment agencies, newspapers, professional societies); evaluating applicants using qualification ratings, test scores, inter views, and reference checks; and recommending applicant placement. Employee development: Planning, evaluating, and adminis tering employee training and development programs to achieve both organizational goals and personnel manage ment objectives. Providing guidance, advice, and assistance on such matters as employee services and benefits; management-employee communications; performance appraisals, grievances, and appeals; equal employment opportunity; and employee conduct and discipline. Employee relations and services: Equal employment opportunity: Planning, evaluating, and administering equal opportunity provisions. Labor relations: Advising and assisting management on a variety of labor relations matters, and negotiating and administering labor agreements on behalf of management. Personnel specialist I (operations only) As a trainee, receives classroom and/or on-the-job training in the principles, procedures, and regulations of the personnel program and in the programs, policies, and objectives of the employing organization. Assignments provide experience in applying personnel management principles, procedures, and techniques, while performing a variety of uncomplicated tasks under close supervision. Personnel specialist II Operations. Performs standard procedural duties which provide experience in using personnel management principles and techniques and in identifying, analyzing, and resolving personnel problems. Provides limited advice to management, such as informing departmental supervisors of typical duty patterns which comprise an occupational level or of types of candidates available for a type of particular job. Receives specific instructions with each new assignment. Program evaluation and development. Assists higher level In addition to the technical responsibilities described in levels I through VI, personnel specialists may also manage personnel functions and supervise subordinate staff. At levels I and II, the subordinate staff typically consists of clerks and paraprofessionals; level III may coordinate the work of lower level specialists; and levels IV and above may supervise subordinate specialists. Positions which are primarily supervisory, rather than technical, in nature (i.e., they are not readily matchable to the level-to-level dis tinctions in this definition) are matched to the personnel supervisor/manager definition. This broad, generic occupation includes specialists: (1) working in personnel operations-, (2) reviewing and evaluating the quality of personnel programs; and (3) developing and revising personnel programs and proce dures. specialists in preliminary phases of evaluation or develop ment. Receives increasingly difficult assignments under close supervisory guidance and review. Typical duties include: Analyzing and evaluating non- exempt jobs using standard procedures; participating in recruitment or compensation surveys for nonexempt jobs; rating applicants using established guides; explaining established policies, procedures, or regulations to employees or management; and performing limited tasks to assist higher level specialists in employee development, employee relations, and labor relations programs. Personnel specialist III Operations. Performs moderately complex assignments following established policies and guidelines. Work requires experience both in a personnel specialty and in the organization serviced. Advises management on the solu tion to personnel problems of limited scope for which there are precedents. Renders advice concerning own specialty, but discusses impact on other personnel areas. Works in- Excluded are: a. Positions matched to the personnel director or personnel supervisor/manager definition; b. Clerical and paraprofessional positions; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 192 dependently under specified objectives; closer supervision is provided for complex assignments, precedent-setting actions, and actions that affect either other functional areas or key working relationships. recommending pay and benefit adjustments; developing training plans and procedures for an organizational segment; participating in complex employee-management relations issues such as controversies, poor morale, and high turnover; or developing plans and procedures for labor negotiations in a moderately complex organization. Program evaluation and development. Assists higher level specialists or managers by studying less complex aspects of personnel programs (e.g., merit promotions, incentive awards), resolving problems of average difficulty, and reporting findings to be included in evaluation reports. Typical duties include: Analyzing, evaluating, and defining both exempt and nonexempt jobs in various occu pational groups using established procedures; participat ing in surveys of broad compensation areas; recruiting and screening applicants for both exempt and nonexempt jobs, checking references and recommending placement; assisting in identifying training needs and arranging training, initiating personnel actions or awards, and interpreting established personnel policy, regulations, and precedents; or participating in preparing for and conduct ing labor negotiations. Personnel specialist V Operations. Applies to two different work situations. In situation (1), specialists solve unusually complex and unprecedented problems which require creative solutions. In situation (2), specialists are assigned complex technical problems (as described in level IV - situation (1)) com bined with responsibility for providing comprehensive ad vice to management. Management advisory services are complicated by jobs and organizations that are complex, new, or dynamic, and by the abstract nature of the work processes. Supervision and guidance relate largely to pro gram goals and time schedules. Specialists are authorized to make decisions for their organizations and consult with their supervisors concerning unusual problems and devel opments. Personnel specialist IV Program evaluation. Independently evaluates personnel Operations. Applies to three different work situations. In programs to determine the degree to which they are achieving goals and objectives, ascertaining weaknesses in programs and guidelines, and making recommendations for improvements. Conclusions are reported to top man agement. situation (1), specialists use technical knowledge, skills, and judgment to solve complex technical problems. Advisory services to management are similar to those described at level III. Situation (2) combines typical level III operating skills with comprehensive management advi sory services. Advisory services require high technical skills, along with broad personnel knowledge, to solve problems from a total personnel management perspective. In situations (1) and (2), specialists plan and complete work following established program goals and objectives. Their judgments and recommendations are relied on for management decisions. Situation (3) applies to specialists who are solely respon sible for performing moderately complex assignments (as described in level III) and for rendering final decisions on assigned personnel matters under general administrative supervision. Responsibilities include planning and sched uling work and coordinating and integrating program(s) with other personnel, management, and operational activities. Applies expertise in modifying procedures and guidelines. Projects are usually narrow in scope, i.e., limited to an occupational field or to a specific program area. Typical duties include: Participating in the development of personnel policies and procedures; analyzing, evaluat ing, and defining unusually difficult jobs, e.g., those in emerging occupations which lack applicable guidelines, or in organizations so complex and dynamic that it is difficult to determine the extent of a position’s responsibility; recruiting candidates for one-of-a-kind jobs; participat ing in employee-management relations where the under lying issues are difficult to identify; planning and adminis tering a comprehensive employee development program; or performing labor relations assignments for a large con glomerate. Program development. Program evaluation. Conducts on-site review of person nel actions in several organizational units; determines factual basis for personnel actions, evaluates actions for consistency with established guidelines, and reports signif icant findings. Personnel specialist VI Program evaluation. Applies to three different work situa tions. In situation (1), specialists evaluate the personnel management program of large, complex organizations. Such evaluations require broad understanding and sensitivity both to the interrelationships between different personnel programs and to complex organizational and management relationships. In situation (2), specialists provide advice to management in improving personnel programs in unusually complex organizations. Such Program development. Independently develops supple mental guidelines for existing procedures. Typical duties include-. Analyzing, evaluating, and defining difficult exempt jobs, i.e., those in research and development, administration, law, and computer science; planning and conducting broad compensation surveys and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 193 count down from the highest level (if necessary) until at least 25 percent of the total nonsupervisory, nonclerical staff are represented. Due to the unique nature of this particular occupational series, the mechanics of the base level concept are some times not applicable in determining the appropriate job level of a personnel supervisor/manager. See Anomalies in Matching Personnel Supervisors/Managers at the end of this definition for assistance in assuring correct job matches. expertise extends beyond knowledge of guidelines, precedents, and technical principles into areas of program management and administration. In situation (3), specialists serve as evaluation experts assigned to uniquely difficult and sensitive personnel problems, e.g., solutions are unusually controversial; specialists are required to persuade and motivate key officials to change major personnel policies or procedures; or problems include serious complaints where facts are vague. Specialists have full technical responsibility for unusually complex personnel projects, studies, policies, or programs. The scope and impact of these assignments are broad and are of considerable importance to organizational management. Supervision received is essentially administrative, with assignments given in terms of broad general objectives and limits. Program development. Level of supervision Supervisors and managers are matched at one of the three LS levels below which best describes their supervisory responsibility. LS-1 Plans, coordinates, and evaluates the work of a small staff, normally not more than 10 personnel specialists, paraprofessionals, and clerks; estimates staffing needs for personnel unit and schedules, assigns, and reviews work to meet completion date; interviews candidates for own unit and recom mends hires, promotions, or reassignments; and resolves complaints, referring group grievances and more serious unresolved complaints to higher level supervisors; may reprimand employees. Personnel supervisor/manager (143: Personnel, training, and labor relations special ists) Supervises three or more personnel specialists and/or clerks and paraprofessionals. Although the work is super visory in nature, it requires substantial knowledge of per sonnel policies, procedures, and practices. LS-2 Directs a sizable staff (normally 10-20 employees), Excluded are: typically divided into sub-units controlled by subordinate supervisors; advises higher level man agement on work problems of own unit and the impact on broader programs; collaborates with heads of other units to negotiate and/or coordinate work changes; makes decisions on work or training problems presented by subordinate supervisors; evaluates subordinate supervisors and reviews their evaluations of their employees; selects nonsu pervisors (higher level approval is virtually assured) and recommends supervisory selections; and hears group grievances and serious or unre solved complaints. May shift resources among projects and perform long range budget planning. a. Positions matched as WCP directors of personnel or per sonnel specialists; b. Labor relations positions which are responsible for nego dating with labor unions as the principal representative of their overall organization; c. Supervisory positions having both a base level below per sonnel specialist III and requiring technical expertise below personnel specialist IV; and d. Positions also having significant responsibility for functional areas beyond personnel (e.g., payroll, pur chasing, or administration). Classification by level Supervisory jobs are matched at one of five levels according to two factors: a) base level of work supervised, and b) level of supervision. The table following the expla nations of these factors indicates the level of the supervisor for each combination of factors. NOTE: In rare instances, supervisory positions respon sible for directing a sizable staff (e.g., 10-20 employees) may not have subordinate supervisors, but have all other LS-2 responsibilities. Such positions are matched to LS-2. Base level of work LS-3 Directs two subordinate supervisory levels and the work force managed typically includes sub stantially more than 20 employees. Makes major decisions and recommendations (listed below) which have a direct, important, and substantial effect on own organization and work. Performs at least three of the following: Conceptually, the base level of work is the highest level of nonsupervisory work under the direct or indirect super vision of the supervisor/manager which (when added to the nonsupervisory levels above it) represents at least 25 percent of the total nonsupervisory, nonclerical staff and at least two of the full-time positions supervised. To determine the base level of nonsupervisory, noncleri cal work: 1) array the positions by level of difficulty; 2) determine the number of workers in each position; and 3) https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis decides what programs and projects should be initi ated, dropped, expanded, or curtailed; 194 determines long-range plans in response to pro gram changes, evaluates program goals, and rede fines objectives; Director of Personnel (143: Personnel, training, and labor relations special ists) determines changes to be made in organizational structure, delegation of authority, coordination of units, etc.; decides what compromises to make in program op erations in view of public relations implications and need for support from various groups; Directs a personnel management program for an organi zation or segment of an organization. Serves top manage ment officials as the source of advice and assistance on personnel management matters and problems generally; is typically consulted on the personnel implications of planned changes in management policy or programs, the effects on the organization of economic or market trends, product or production method changes, changes in legisla tion, etc.; represents management in contacts with other organizations, dealing primarily with personnel manage ment matters. Typically, the director of personnel for an overall orga nization reports to a policymaking official in charge of administration and personnel management activities or to an officer of similar level. However, in industries such as health care, banking, and retail trade, where precedents exist for most personnel policies and procedures, the direc tor of personnel may report directly to the chief operating officer. Below the headquarters level, the director of personnel typically reports to a management official responsible for operating an organizational segment. For a job to be covered by this definition, the personnel management program must include significant responsi bility for all three of the following functions: decides on the means to substantially reduce pro gram operating costs without impairing overall op erations; justifies major equipment expenditures; and resolves differences between key subordinate offi cials; decides, or significantly affects final deci sions, on personnel actions for subordinate super visors and other key subordinates. Criteria for matching personnel supervisors/managers Base level of nonsupervisory Job(s) Level ofsupervisor Matched in the personnel specialist definition LS-1 III IV V VI I II III IV LS-2 LS-3 II III IV V III IV V Exclude Level equivalents of personnel professional occupations Personnel specialist I II III IV V VI Personnel supervisor/manager I II III IV V Director of personnel 1. Administering a job evaluation system; i.e., a system in which there are established procedures by which jobs are analyzed and evaluated on the basis of their duties, respon sibilities, and qualification requirements in order to pro vide a foundation for equitable compensation. Such a sys tem may include: The use of job evaluation factors; the preparation of formal job descriptions; and such related functions as wage and salary surveys and merit rating sys tem administration. The job evaluation system(s) must cover a substantial portion of the jobs in the organization. I II III IV V Anomalies in matching personnel supervisor/ managers 2. Employment and placement function; i.e., recruiting actively for at least some kinds of workers through a vari ety of sources (e.g., schools or colleges, employment agen cies, professional societies); evaluating applicants against demands of particular jobs by use of such techniques as job analysis, interviews, written tests of aptitude, knowledge or skill, reference checks, and experience evaluations; and recommending selections and job placements to manage ment. a. Base level artificially low. The leanness of subordinate staff often combines with the appropriate LS level to pro duce a level of supervisor/manager which is below the supervisor/manager’s level of technical expertise, as measured by the personnel specialist definition. In these instances, the level of the supervisor/manager match is raised to correlate to the equivalent level of personnel specialist (see table above). b. Relationship between supervisor/manager and director of personnel. Personnel supervisor/managers are matched below the equivalent level of the personnel director to whom they report (see chart above). 3. Employee relations and service function; i.e., functions designed to maintain employee morale and productivity at a high level (e.g., administering a formal or informal griev ance procedure; identifying and recommending solutions for personnel problems such as absenteeism, high turn over, and low productivity; administering suggestion, re tirement pension, insurance, and merit rating programs; or overseeing cafeteria operations, recreational programs, and health and safety programs). c. Matching assistant directors ofpersonnel. In rare instances, establishment pay for an assistant director of personnel is based on the director's pay, rather than either the level and size of subordinate staff or the assistant director’s technical expertise. In these instances, a reasonable solution usually consists of matching the assistant director to the supervi sor/manager definition, one WCP level below the equiva lent level of the director of personnel match (see table above). https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis In addition, positions covered by this definition may, but do not necessarily, include responsibilities in the following areas: 195 b. Director of personnel servicing an intermediate organization be low the headquarters level, e.g., a division or subsidiary, to which a relatively complete delegation of personnel program planning and development responsibility is made. In this situation, only basic policy direction is given by the parent organization and lo cal officials. The director of personnel has essentially the same degree of latitude and responsibility for establishment of basic personnelpolicies, plans, and objectives as described above in para graph (a). i “Type A ” organization serviced—most jobs serviced do not present particularly difficult or unusual recruitment, job evaluation, or training problems because the jobs consist of relatively easy-to-understand work processes, and an adequate labor supply is available. These conditions are most likely to be found in organizations in which the work force and orga nizational structure are relatively stable. 4 “Type B ” organization serviced—a substantial proportion of the jobs present difficult recruitment, job evaluation, or training problems be cause the jobs: consist of hard-to-understand work processes (e.g., pro fessional, scientific, administrative, or technical); have hard-to-match skill requirements; are in new or emerging occupations; or are extremely hard to fill. These conditions are most likely to be found in organizations in which the work force, organizational structure, work processes or func tion, etc., are complicated or unstable. a. Employee training and development; b. Labor relations activities which are confined mainly to the administration, interpretation, and application of those aspects of labor union contracts that are essentially of the type described under (3) above. May also participate in bargaining of a subordinate nature, e.g., to negotiate detailed settlement of such matters as specific rates, job classifications, work rules, or hiring and layoff procedures, within the broad terms of a gen eral agreement reached at higher levels, or to supply advice and information on technical points to the orga nization’s principal representative; c. Equal Employment Opportunity (EEO); or d. Reporting under the Occupational Safety and Health (OSHA). Excluded are: a. Positions in which responsibility for actual contract ne gotiation with labor unions as the principal representa tive of the organization is a significant aspect of the job, i.e., a responsibility which serves as a primary basis for qualification requirements or compensation; b. Positions servicing fewer than 250 (FTE) employees; NOTE: There are gaps between the elements used to de termine job levels. These gaps have been provided pur posely to allow room for judgment. For example, an “op erations” position which services 850 employees is matched at level II if the organization serviced falls slight ly below type B. However, the same position is matched at level I if the organization serviced clearly fits type A. c. Positions participating in the management and formula tion of policy for the overall organization in addition to directing its personnel program; and d. Positions responsible for directing a personnel program but which do not fully meet all of the responsibilities of a director of personnel. These positions should be matched to the definition for personnel supervisor/ manager. Attorney (211: Lawyers) Performs consultation and advisory work and carries out the legal processes necessary to effect the rights, privileges, and obligations of the organization. The work performed requires completion of law school with an l.l.b. degree (or the equivalent) and admission to the bar. Responsibilities or functions include one or more of the following or com parable duties: Director of personnel jobs which meet the above defini tion are classified by level of work in accordance with the following tabulation: Criteria for matching directors of personnel by level Number of employees in work force serviced work force serviced (FTE) 250-750 1,000-5,000 6,000-12,000 15,000-25,000 “Operations level" personnel program 1 "Type A" “Type B” organiorganization zation serviced 3 serviced 4 I II III IV II III IV Preparing and reviewing various legal instruments and docu ments, such as contracts, leases, licenses, purchases, sales, real estate, etc.; Acting as agent of the organization in its transactions; Examining material (e.g., advertisements, publications, etc.) for legal implications; advising officials of proposed legislation which might affect the organization; Development level" personnel program 2 “Type A” organization serviced 3 II III IV V “TypeB” organization serviced 4 III IV V V Applying for patents, copyrights, or registration of the organiza tion’s products, processes, devices, and trademarks; advising whether to initiate or defend lawsuits; Conducting pretrial preparations; defending the organization in lawsuits; and Advising officials on tax matters, government regulations, and/ or legal rights. ! “Operations level"personnel program—director of personnel servic ing an organization segment where the basic personnel program policies, plans, and objectives are established at a higher organizational level (e.g., headquarters). The personnel director’s responsibility is to put these into operation in such a manner as to most effectively serve local management needs. 2 Development level”personnel program—either: a. Director of personnel servicing an overall organization (with or without subordinate segments) where the personnel director plays an important role in establishment of basic personnel poli cies, plans, and objectives subject to policy direction and control from policymaking officials. In industries where precedents exist for most personnel policies and procedures, developmental au thority is generally reserved for the top personnel official in an organization. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Excluded from this definition are: Patent work which requires professional training in addi tion to legal training (typically, a degree in engineering or in a science); Claims examining, claims investigating, or similar work for which professional legal training and bar membership are not essential; Attorneys, frequently titled ’’general counsel” or ’’attorney general” (and their immediate full associates or deputies), who are responsible for participating in the management OR 196 and formulation of policy for the overall organization in ad dition to directing its legal work. (The duties and responsi bilities of such positions exceed level VI as described below); drafting legislation; defending the general public (e.g., public defenders, students’ attorneys); and planning and producing legal publications. Attorneys in legal firms; and, Attorney jobs which meet the above definitions are clas sified and coded in accordance with the table below. Attorneys primarily responsible for: Prosecuting defendants; Criteria for matching attotnerys by level Level and code _________ Difficulty level of legal work I Responsibility level ofjob This is the entry level. The duties and responsibilities after initial orientation and training are those described in D-1 and R-1. D-1 R-1 or ______ ______________________ D-2______________ ___________ FM III D-2 r_2 or D-3 R-3 IV D-2 D-3 V R-3 or D-2 D-3 Completion of law school with an L.L.B. or J.D. degree plus admission to the bar. Sufficient professional experience (at east 1 year, usually more) at the “D-1" level to assure competence. At least 1 years, usually more, of professional experience at the "D-2” level. Extensive professional experience at the“D-2” or a higher level. R_2 R-4 or Experience required Extensive professional experience at the “D-3” or ”R-3” levels. R_3 Extensive professional experience at the “D-3” and “R-3” levels. D-1, 2, 3, and R-1, -2, -3, and -4 are explained on the following pages. Difficulty cedents involved; the substantial importance of the legal matters to the organization (e.g., sums as large as $ 100,000 are generally directly or indirectly involved); or the matter is being strongly pressed or contested in formal proceed ings or in negotiations by the individuals, corporations, or government agencies involved. D-1 Legal questions are characterized by: Facts that are well established; clearly applicable legal precedents; and matters not of substantial importance to the organization. (Usually relatively limited sums of money, e.g., a few thou sand dollars, are involved.) Examples of D-2 work are: a. Advising on the legal implications of advertising represen tations when the facts supporting the representations and the applicable precedent cases are subject to different in terpretations; b. Reviewing and advising on the implications of new or re vised laws affecting the organization; Examples of D-1 work are: a. Legal investigation, negotiation, and research preparatory to defending the organization in potential or actual lawsuits involving alleged negligence where the facts can be firmly established and there are precedent cases directly applicable to the situation; c. Presenting the organization’s defense in court in a negli gence lawsuit which is strongly pressed by counsel for an organized group; and d. Providing legal counsel on tax questions complicated by the absence of precedent decisions that are directly appli cable to the organization’s situation. b. Searching case reports, legal documents, periodicals, text books, and other legal references, and preparing draft opinions on employee compensation or benefit questions where there is a substantial amount of clearly applicable statutory, regulatory, and case material; and c. Drawing up contracts and other legal documents in connec tion with real property transactions requiring the develop ment of detailed information but not involving serious questions regarding titles to property or other major fac tual or legal issues. D-3 Legal work is typically complex and difficult because of one or more of the following: The questions are unique and require a high order of original and creative legal endeavor for their solution; the questions require extensive research and analysis and the obtaining and evaluation of expert testimony regarding controversial issues in a scientific, financial, corporate organization, engineering, or other highly technical area; the legal matter is of critical impor tance to the organization and is being vigorously pressed D-2 Legal work is regularly difficult by reason of one or more of the following: the absence of clear and directly applicable legal precedents; the different possible interpre tations that can be placed on the facts, the laws, or the pre https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 197 or contested (e.g., sums such as $1 million or more are generally directly or indirectly involved.) Examples of D-3 work are: a. Advising on the legal aspects and implications of Federal antitrust laws to projected greatly expanded marketing op erations involving joint ventures with several other organi zations; b. Planning legal strategy and representing a utility company in rate or government franchise cases involving a geo graphic area including parts or all of several States; c. Preparing and presenting a case before an appellate court where the case is highly important to the future operation of the organization and is vigorously contested by very dis tinguished (e.g., having a broad regional or national repu tation) legal talent; R-3 Carries out assignments independently and makes final legal determination in matters of substantial importance to the organization. Such determinations are subject to review only for consistency with organization policy, possible precedent effect, and overall effectiveness. To carry out assignments, deals regularly with officers of the organization and top level management officials and con fers or negotiates regularly with senior attorneys and officials in other organizations on various aspects of assigned work. Receives little or no preliminary instruc tion on legal problems and a minimum of technical legal supervision. May assign and review work of a few attorneys, but this is not a primary responsibility. R-4 d. Serving as the principal counsel to the officers and staff of an insurance company on the legal problems in the sale, underwriting, and administration of group contracts in volving nationwide or multistate coverages and laws; and Carries out assignments which entail independently planning investigations and negotiations on legal prob lems of the highest importance to the organization and developing completed brief, opinions, contracts, or other legal products. To carry out assignments, represents the organization at conferences, hearings, or trials, and personally confers and negotiates with top attorneys and top-ranking officials in other organizations. On various aspects of assigned work, may give advice directly and personally to organization officials and top level manag ers, or (in extremely large and complex organizations) may work through a higher level attorney in advising officials. Generally receives no preliminary instructions on legal problems. On matters requiring the concentrated efforts of several attorneys or other specialists, is responsi ble for directing, coordinating, and reviewing the work of the attorneys involved. e. Performing the principal legal work in nonroutine, major revision of a company’s charter or in effectuating new ma jor financing steps. Responsibility R-l Responsibility for final action is usually limited to matters covered by legal precedents and in which little deviation from standard practice is involved. Any decisions or actions having a significant bearing on the organization’s business are reviewed. Is given guidance in the initial states of assignment, e.g., in planning and organizing level research and studies. Assignments are then carried out with moderate independence, although guidance is generally available and is sought from time to time on problem points. OR As a primary responsibility, directs the work of a staff of attorneys, one, but usually more, of whom regularly per form either D-3 or R-3 legal work. With respect to the work directed, gives advice directly to organization officials and top managers, or (in extremely large and com plex organizations) may give such advice through counsel. Receives guidance as to organization policy but not tech nical supervision or assistance except when requesting advice from or briefing by, a higher level attorney on the overall approach to the most difficult, novel or important legal questions. R-2 Usually works independently in investigating the facts, searching legal precedents, defining the legal and factual issues, drafting the necessary legal documents, and developing conclusions and recommendations. Decisions having an important bearing on the organization’s busi ness are reviewed. Receives information from supervisor regarding unusual circumstances or important policy considerations pertaining to a legal problem. If trials are involved, may receive guidance from a supervisor regard ing presentation, line of approach, possible line of opposi tion to be encountered, etc. In the case of nonroutine written presentations, the final product is reviewed care fully, but primarily for overall soundness of legal reason ing and consistency with organization policy. Some, but not all, attorneys make assignments to one or more lower level attorneys, aides, or clerks. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Buyer (1449: Purchasing agents and buyers, not elsewhere classified) Purchases materials, supplies, equipment, and services (e.g., utilities, maintenance, and repair). In some in stances, items are of types that must be specially designed, produced, or modified by the vendor in accordance with drawings or engineering specifications. 198 Solicits bids, analyzes quotations received, and selects or recommends suppliers. May interview prospective vendors. Purchases items and services at the most favor able price consistent with quality, quantity, specification requirements, and other factors. Prepares or supervises preparation of purchase orders from requisitions. May expedite delivery and visit vendors’ offices and plants. Normally, purchases are unreviewed when they are consistent with past experience and are in conformance with established rules and policies. Proposed purchase transactions that deviate from the usual or from past expe rience in terms of prices, quality of items, quantities, etc., or that may set precedents for future purchases, are reviewed by higher authority prior to final action. In addition to work described above, some (but not all) buyers direct the work of one or a few clerks who perform routine aspects of the work. As a secondary and subsid iary duty, some buyers may also sell or dispose of surplus, salvage, or used materials, equipment, or supplies. Buyer I Purchases “off-the-shelf’ types of readily available, commonly used materials, supplies, tools, furniture, ser vices, etc. Transactions usually involve local retailers, whole salers, jobbers, and manufacturers’ sales representatives. Quantities purchased are generally small amounts, e.g., those available from local sources. Examples of items purchased include: common statio nery and office supplies; standard types of office furniture and fixtures; standard nuts, bolts, screws; janitorial and common building maintenance supplies; or common utility services or office machine repair services. Buyer II Purchases “off-the-shelf’ types of standard, generally available technical items, materials, and services. Trans actions may involve occasional modification of standard and common usage items, materials, and services, and in clude a few stipulations about unusual packing, marking, shipping, etc. Transactions usually involve dealing directly with man ufacturers, distributors, jobbers, etc. Quantities of items and materials purchased may be rel atively large, particularly in the case of contracts for continuing supply over a period of time. May be responsible for locating or promoting possible new sources of supply. Usually is expected to keep abreast of market trends, changes in business practices in the assigned markets, new or altered types of materials enter ing the market, etc. Examples of items purchased include: Standard indus trial types of handtools, gloves, and safety equipment; standard electronic parts, components, and component test instruments; electric motors; gasoline service station equipment; PBX or other specialized telephone services; special-purpose printing services; custodial services for a large building; and routine purchases of common raw materials such as standard grades and sizes of steel bars, rods, and angles. Also included at this level are buyers of materials of the types described for buyer I when the quantities purchased are large, so that local sources of supply are generally inad equate and the buyer must deal directly with manufactur ers on a broader than local scale. NOTE: Some buyers are responsible for the purchasing of a variety of items and materials. When the variety in cludes items and work described at more than one of the following levels, the position should be considered to equal the highest level that characterizes at least a substantial portion of the buyer’s time. Excluded are: a. Buyers of items for direct sale, either wholesale or retail; b. Brokers and dealers buying for clients or for investment purposes; c. Positions that specifically require professional educa tion and qualifications in a physical science or in engi neering (e.g., chemist, mechanical engineer); d. Buyers who specialize in purchasing a single or a few related items of highly variable quality such as raw cotton or wool, tobacco, cattle, or leather for shoe uppers, etc. Expert personal knowledge of the item is required to judge the relative value of the goods offered, and to decide the quantity, quality, and price of each purchase in terms of its probable effect on the organization’s profit and competitive status; e. Buyers whose principal responsibility is the supervision of a purchasing program; f. Persons predominantly concerned with contract or sub contract administration; Buyer III g. Persons whose major duties consist of orderinf, recordering, or requisitioning items under existing contracts; Purchases items, materials, or services of a technical and specialized nature. The items, while of a common gen eral type, are usually made, altered, or customized to meet the user’s specific needs and specifications. Transactions usually require dealing with manufactur ers. The number of potential vendors is likely to be small and price differentials often reflect import factors (quality, h. Positions restricted to clerical functions or to purchase expediting work; and i. Positions not requiring: 1) 3 years of administrative, technical, or substantive clerical experience; 2) a bach elor’s degree in any field; or 3) any equivalent combina tion of experience and education yielding basic skills in problem analysis and communication. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 199 delivery dates and places, etc.) that are difficult to evaluate. The quantities purchased of any item or service may be large. Many of the purchases involve one or more such com plications as: Specifications that detail, in technical terms, the required physical, chemical, electrical, or other com parable properties; special testing prior to acceptance; grouping of items for lot bidding and awards; specialized processing, packing, or packaging requirements; export packs; overseas port differentials; etc. Is expected to keep abreast of market and product devel opments. May be required to locate new sources of supply. Some positions may involve assisting in the training or supervision of lower level buyers or clerks. Examples of items purchased include: Castings; special extruded shapes of normal size and material; special for mula paints; electric motors of special shape or speeds; production equipment; special packaging of items; raw materials in substantial quantities or with special charac teristics; and protective services where security presents an especially significant problem. NOTE: Buyers above level IV make purchases in such unusually large quantities that they can affect the market price of a commodity or produce other significant effects on the industry or trade concerned. Others may purchase items of either 1) extraordinary technical complexity, e.g., involving the outermost limits of science or engineering, or 2) unusually high individual or unit value. Such buyers often persuade suppliers to expand their plants or convert facilities to the production of new items or services. These types of buying functions are often performed by program managers or company officials who have primary respon sibilities other than buying. Computer Programmer (397: Programmers) Performs programming services for establishments or for outside organizations who may contract for services. Converts specifications (precise descriptions) about busi ness or scientific problems into a sequence of detailed in structions to solve problems by electronic data processing (EDP) equipment, i.e., digital computers. Draws program flow charts to describe the processing of data and develops the precise steps and processing logic which, when entered into the computer in coded language (COBOL, FORTRAN, or other programming language), cause the manipulation of data to achieve desired results. Tests and corrects programs and prepares instructions for operators who control the computer during runs. Modifies programs to increase operating efficiency or to respond to changes in work processes; maintains records to document program development and revisions. At levels I, II, and III, computer programmers may also perform programming analysis such as: Gathering facts from users to define their business or scientific problems and to investigate the feasibility of solving problems through new or modified computer programs; developing specifications for data inputs, flow, actions, decisions, and outputs; and participating on a continuing basis in the overall program planning along with other EDP personnel and users. In contrast, at levels IV and V, some programming analysis must be performed as part of the programming assignment. The analysis duties are identified in a separate paragraph at levels I, II, III, and IV, and are part of each alternative described at level V. However, the systems requirements are defined by systems analysts or scientists. Buyer IV Purchases highly complex and technical items, materials, or services, usually those specially designed and manufactured exclusively for the purchaser. Transactions require dealing with manufacturers and often involve persuading potential vendors to undertake the manufacture of custom designed items according to complex and rigid specifications. Quantities of items and materials purchased are often large in order to satisfy the requirements for an entire large organization for an extended period of time. Complex schedules of delivery are often involved. Buyer determines appropriate quantities to be contracted for at any given period of time. Transactions are often complicated by the presence of one or more such matters as inclusion of: Requirements for spare parts, preproduction samples and testing, or technical literature; or patent and royalty provisions. Keeps abreast of market and product developments. Develops new sources of supply. In addition to the work described above, a few positions may also require supervision of a few lower level buyers or clerks. (No position is included in this level solely because supervisory duties are performed.) Examples of items purchased include: Special-purpose high-cost machine tools and production facilities; specialized condensers, boilers, and turbines; raw materials of critically important characteristics or quality; and parts, subassemblies, components, etc., specially designed and made to order (e.g., communications equipment for installation in aircraft being manufactured; component assemblies for missiles and rockets; and motor vehicle frames). https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Excluded are: a. Positions which require a bachelor’s degree in a specific scientific field (other than computer science), such as an engineering, mathematics, physics, or chemistry degree; however, positions are potential matches where the re quired degree may be from any of several possible scientific fields; 200 b. Positions responsible for developing and modifying com puter systems; Computer programmer II c. Computer programmers who perform level IV or V duties but who perform no programming analysis; At this level, initial assignments are designed to develop competence in applying established programming proce dures to routine problems. Performs routine program ming assignments that do not require skilled background experience but do require knowledge of established pro gramming procedures and data processing requirements. Works according to clear-cut and complete specifications. The data are refined and the format of the final product is very similar to that of the input or is well defined when significantly different, i.e., there are few, if any, problems with interrelating varied records and outputs. Maintains and modifies routine programs. Makes approved changes by amending program flow charts, developing detailed processing logic, and coding changes. Tests and documents modifications and writes operator instructions. May write routine new programs using prescribed specifications; may confer with edp personnel to clarify procedures, processing logic, etc. In addition, and as continued training, may evaluate simple interrelationships in the immediate programming area, e.g., whether a contemplated change in one part of a simple program would cause unwanted results in a related part; confers with user representatives to gain an under standing of the situation sufficient to formulate the needed change; and implements the change upon approval of the supervisor or higher level staff. The incumbent is provided with charts, narrative descriptions of the functions per formed, an approved statement of the product desired (e.g., a change in a local establishment report), and the inputs, outputs, and record formats. Reviews objectives and assignment details with higher level staff to insure thorough understanding; uses judg ment in selecting among authorized procedures and seeks assistance when guidelines are inadequate, significant deviations are proposed, or when unanticipated problems arise. Work is usually monitored in progress; all work is reviewed upon completion for accuracy and compliance with standards. d. Workers who primarily analyze and evaluate problems concerning computer equipment or its selection or utiliza tion; e. Computer systems programmers or analysts who primarily write programs or analyze problems concerning the system software, e.g., operating systems, compilers, assemblers, system utility routines, etc., which provide basic services for the use of all programs and provide for the scheduling of the execution of programs; however, positions matching this definition may develop a ’’total package which includes not only writing programs to process data but also selecting the computer equipment and system software required; f. Employees who have significant responsibility for the man agement or supervision of workers (e.g., systems analysts) whose positions are not covered in this definition; or em ployees with significant responsibility for other functions such as computer operations, data entry, system software, etc.; and g. Postions not requiring: 1) 3 years of administrative, techni cal or substantive clerical experience; 2) a bachelor’s de gree in any field; or 3) any equivalent combination of ex perience and education yielding basic skills in problem analysis and communication. Positions are classified into levels based on the following definitions. Computer programmer I At this trainee level, assignments are usually planned to develop basic programming skills because incumbents are typically inexperienced in applying such skills on the job. Assists higher level staff by performing elementary pro gramming tasks which concern limited and simple data items and steps which closely follow patterns of previous work done in the organization, e.g., drawing flow charts, writing operator instructions, or coding and testing routines to accumulate counts, tallies, or summaries. May perform routine programming assignments (as described in level II) under close supervision. In addition, as training and to assist higher level staff, may perform elementary factfinding concerning a speci fied work process, e.g., a file of clerical records which is treated as a unit (invoices, requisitions, or purchase orders, etc.); reports findings to higher level staff. Receives classroom and/or on-the-job training in com puter programming concepts, methods, and techniques and in the basic requirements of the subject matter area. May receive training in elementary factfinding. Detailed, step-by-step instructions are given for each task and any deviation must be authorized by a supervisor. Work is closely monitored in progress and reviewed in detail upon completion. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Computer programmer III As a fully qualified computer programmer, applies standard programming procedures and detailed knowl edge of pertinent subject matter (e.g., work processes, governing rules, clerical procedures, etc.) in a program ming area such as: A recordkeeping operation (supply, personnel and payroll, inventory, purchasing, insurance payments, depositor accounts, etc.); a well-defined statis tical or scientific problem; or other standardized operation or problem. Works according to approved statements of requirements and detailed specifications. While the data are clear cut, related, and equally available, there may be substantial interrelationships of a variety of records and several varied sequences of formats are usually produced. 201 The programs developed or modified typically are linked to several other programs in that the output of one becomes the input for another. Recognizes probable inter actions of other related programs with the assigned program(s) and is familiar with related system software and computer equipment. Solves conventional program ming problems. (In small organizations, may maintain programs which concern or combine several operations, i.e., users, or develop programs where there is one primary user and the others give input.) Performs such duties as: Develops, modifies, and maintains assigned programs; designs and implements modifications to the interrelation of files and records within programs in consultation with higher level staff; monitors the operation of assigned programs and responds to problems by diagnosing and correcting errors in logic and coding; and implements and/or maintains assigned portions of a scientific programming project, applying established scientific programming techniques to well-de fined mathematical, statistical, engineering, or other scientific problems usually requiring the translation of mathematical notation into processing logic and code. (Scientific programming includes assignments such as: Using predetermined physical laws expressed in mathe matical terms to relate one set of data to another; the routine storage and retrieval of field test data; and using procedures for real-time command and control, scientific data reduction, signal processing, or similar areas.) Tests and documents work and writes and maintains operator instructions for assigned programs. Confers with other EDP personnel to obtain or provide factual data. In addition, may carry out factfinding and program ming analysis of a single activity or routine problem, applying established procedures where the nature of the program, feasibility, computer equipment, and program ming language have already been decided. May analyze present performance of the program and take action to correct deficiencies based on discussion with the user and consultation with and approval of the supervisor or higher level staff. May assist in the review and analysis of detailed program specifications and in program design to meet changes in work processes. Works independently under specified objectives; applies judgment in devising program logic and in selecting and adapting standard programming procedures; resolves problems and deviations according to established practices; and obtains advice where precedents are unclear or not available. Completed work is reviewed for confor mance to standards, timeliness, and efficiency. May guide or instruct lower level programmers; may supervise tech nicians and others who assist in specific assignments. May assist higher level staff by independently performing moderately complex tasks assigned, and performing complex tasks under close supervision. Computer programmer IV Applies expertise in programming procedures to com plex programs; recommends the redesign of programs, investigates and analyzes feasibility and program require ments, and develops programming specifications. As signed programs typically affect a broad multiuser computer system which meets the data processing needs of a broad area (e.g., manufacturing, logistics planning, finance management, human resources, or material man agement) or a computer system for a project in engineer ing, research, accounting, statistics, etc. Plans the full range of programming actions to produce several interre lated but different products from numerous and diverse data elements which are usually from different sources; solves difficult programming problems. Uses knowledge of pertinent system software, computer equipment, work processes, regulations, and management practices. Performs such duties as: Develops, modifies, and maintains complex programs; designs and implements the interrelations of files and records within programs which will effectively fit into the overall design of the project; working with problems or concepts, develops programs for the solution to major scientific computational prob lems requiring the analysis and development of logical or mathematic descriptions of functions to be programmed; and develops occasional special programs, e.g., a critical path analysis program to assist in managing a special project. Tests, documents, and writes operating instruc tions for all work. Confers with other EDP personnel to secure information, investigate and resolve problems, and coordinate work efforts. In addition, performs such programming analysis as: Investigating the feasibility of alternate program design approaches to determine the best balanced solution, e.g., one that will best satisfy immediate user needs, facilitate subsequent modification, and conserve resources; on typi cal maintenance projects and smaller scale, limited new projects, assisting user personnel in defining problems or needs and determining work organization, the necessary files and records, and their interrelation with the program; or on large or more complicated projects, participating as a team member along with other EDP personnel and users and having responsibility for a portion of the project. Works independently under overall objectives and direction, apprising the supervisor about progress and unusual complications. Modifies and adapts precedent solutions and proven approaches. Guidelines include constraints imposed by the related programs with which the incumbent’s programs must be meshed. Completed work is reviewed for timeliness, compatibility with other work, and effectiveness in meeting requirements. May OR Works on complex programs (as described in level IV) under close direction of higher level staff or supervisor. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 202 function as team leader or supervise a few lower level pro grammers or technicians on assigned work. ifies number and types of records, files, and documents to be used and outputs to be produced; prepares work dia grams and data flow charts; coordinates tests of the system and participates in trial runs of new and revised systems; and recommends computer equipment changes to obtain more effective operations. May also write the computer programs. Excluded are: Computer programmer V At level V, workers are typically either supervisors, team leaders, staff specialists, or consultants. Some pro gramming analysis is included as a part of the program ming assignment. Supervision and review are similar to level IV. Typical duties and responsibilities include one or more of the following: a. Trainees who receive detailed directives and work plans, select authorized procedures for use in specific situa tions, and seek assistance for deviations and problems; b. Positions which require a bachelor’s degree in a specific scientific field (other than computer science), such as an engineering, mathematics, physics, or chemistry degree; however, positions are potential matches where the re quired degree may be from any of several possible scien tific fields; 1. In a supervisory capacity, plans, develops, coordinates, and directs a large and important programming project (finance, manufacturing, sales/marketing, human resources, or other broad area) or a number of small programming projects with complex features. A substantial portion of the work supervised (usually 2 to 3 workers) is comparable to that described for level IV. Supervises, coordinates, and reviews the work of a small staff, normally not more than 15 programmers and technicians; estimates personnel needs and schedules, assigns and reviews work to meet completion date. These day-to-day supervisors evaluate performance, resolve complaints, and make recommendations on hiring and firing. They do not make final decisions on curtailing projects, reorganizing, or reallocating resources. c. Computer programmers who write computer programs and solve user problems not requiring systems modifica tion; d. Workers who primarily analyze and evaluate problems concerning computer equipment or its selection or utili zation; and e. 2. As team leader, staff specialist or consultant, defines complex scientific problems (e.g., computational) or other highly complex programming problems (e.g., generating overall forecasts, projections, or other new data fields widely different from the source data or untried at the scale proposed) and directs the development of computer programs for their solution; or designs improvements in complex programs where existing precedents provide little guidance, such as an interrelated group of mathematical/ statistical programs which support health insurance, natural resources, marketing trends, or other research activities. In conjunction with users (scientists or special ists), defines major problems in the subject-matter area. Contacts co-workers and user personnel at various locations to plan and coordinate project and gather data; devises ways to obtain data not previously available; arbitrates differences between various program users when conflicting requirements arise. May perform simulation studies to determine effects of changes in computer equipment or system software or may assess the feasibility and soundness of proposed programming projects which are novel and complex. Typically develops programming techniques and procedures where few precedents exist. May be assisted on projects by other programmers or techni cians. Positions are classified into levels on the basis of the fol lowing definitions. Computer systems analyst I At this level, initial assignments are designed to expand practical experience in applying systems analysis tech niques and procedures. Provides several phases of the required systems analysis where the nature of the system is predetermined. Uses established factfinding approaches, knowledge of pertinent work processes and procedures, and familiarity with related computer programming prac tices, system software, and computer equipment. Carries out factfinding and analysis as assigned, usually of a single activity or a routine problem; applies estab lished procedures where the nature of the system, feasibil ity, computer equipment, and programming language have already been decided; may assist a higher level systems analyst by preparing the detailed specifications required by computer programmers from information developed by the higher level analyst; may research routine user problems and solve them by modifying the existing system when the solutions follow clear prece dents. When cost and deadline estimates are required, results receive close review. Computer Systems Analyst (1712: Computer systems analysts) Analyzes business or scientific problems for resolution through electronic data processing. Gathers information from users, defines work problems, and, if feasible, designs a system of computer programs and procedures to resolve the problems. Develops complete specifications to enable computer programmers to prepare required programs: analyzes subject-matter operations to be automated; spec https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Computer systems programmers or analysts who primarily write programs or analyze problems concern ing the system software, e.g., operating systems, compilers, assemblers, system utility routines, etc., which provide basic services for the use of all programs and provide for the scheduling or the execution of programs; however, positions matching this definition may develop a ’’total package” which includes not only analyzing work problems to be processed but also selecting the computer equipment and system software required. 203 The supervisor defines objectives, priorities, and dead lines. Incumbents work independently; adapt guides to specific situations; resolve problems and deviations according to established practices; and obtain advice where precedents are unclear or not available. Completed work is reviewed for conformance to requirements, timeli ness, and efficiency. May supervise technicians and others who assist in specific assignments. assignments and receives instructions and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system. Computer systems analyst III Applies systems analysis and design techniques to complex computer systems in a broad area such as manufacturing; finance management; engineering, ac counting, or statistics; logistics planning; material man agement, etc. Usually, there are multiple users of the system, however, there may be complex one-user systems, e.g., for engineering or research projects. Requires competence in all phases of systems analysis techniques, concepts, and methods and knowledge of available system software, computer equipment, and the regulations, structure, techniques, and management practices of one or more subject-matter areas. Since input data usually come from diverse sources, is responsible for recognizing probable conflicts and integrating diverse data elements and sources. Produces innovative solutions for a variety of complex problems. Maintains and modifies complex systems or develops new subsystems such as an integrated production schedul ing, inventory control, cost analysis, or sales analysis record in which every item of each type is automatically processed through the full system of records. Guides users in formulating requirements; advises on alternatives and on the implications of new or revised data processing systems; analyzes resulting user project proposals, identi fies omissions and errors in requirements, and conducts feasibility studies; recommends optimum approach and develops system design for approved projects. Interprets information and informally arbitrates between system users when conflicts exist. May serve as lead analyst in a design subgroup, directing and integrating the work of one or two lower level analysts, each responsible for several programs. Supervision and nature of review are similar to level II; existing systems provide precedents for the operation of new subsystems. Computer systems analyst II Applies systems analysis and design skills in an area such as a recordkeeping or scientific operation. A system of several varied sequences or formats is usually devel oped, e.g., develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, maintaining inventory accounts in a manufacturing or wholesale establishment, or processing a limited problem in a scientific project. Requires compe tence in most phases of system analysis and knowledge of pertinent system software and computer equipment and of the work processes, applicable regulations, workload, and practices of the assigned subject-matter area. Recognizes probable interactions of related computer systems and predicts impact of a change in assigned system. Reviews proposals which consist of objectives, scope, and user expectations; gathers facts, analyzes data, and prepares a project synopsis which compares alternatives in terms of cost, time, availability of equipment and personnel, and recommends a course of action; and upon approval of synopsis, prepares specifications for develop ment of computer programs. Determines and resolves data processing problems and coordinates the work with program, users, etc.; orients user personnel on new or changed procedures. May conduct special projects such as data element and code standardization throughout a broad system, working under specific objectives and bringing to the attention of the supervisor any unusual problems or controversies. Works independently under overall project objectives and requirements; apprises supervisor about progress and unusual complications. Guidelines usually include exist ing systems and the constraints imposed by related sys tems with which the incumbent’s work must be meshed. Adapts design approaches successfully used in precedent systems. Completed work is reviewed for timeliness, com patibility with other work, and effectiveness in meeting requirements. May provide functional direction to lower level assistants on assigned work. Computer systems analyst IV Applies expert systems analysis and design techniques to complex system development in a specialized design area and/or resolves unique or unyielding problems in existing complex systems by applying new technology. Work requires a broad knowledge of data sources and flow, interactions of existing complex systems in the organiza tion, and the capabilities and limitations of the systems software and computer equipment. Objectives and overall requirements are defined in the organization’s EDP policies and standards; the primary constraints typically are those imposed by the need for compatibility with existing OR Works on a segment of a complex data processing scheme or broad system, as described for computer sys tems analyst, level III. Works independently on routine https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 204 systems or processes. Supervision and nature of review are similar to levels II and III. Typical duties and responsibilities include one or more of the following: responsibility for evaluating the significance of technologi cal advancement and developing EDP standards where new and improved approaches are needed, e.g., program ming techniques; b) conceives and plans exploratory investigations critical to the overall organization where useful precedents do not exist and new concepts are required, e.g., develops recommendations regarding a comprehensive management information system; or c) evaluates existing EDP organizational policy for effective ness, devising and formulating changes in the organiza tion’s position on broad policy issues. May be assisted on individual projects by other analysts. 1. As team or project leader, provides systems design in a specialized and highly complex design area, e.g., interre lated business statistics and/or projections, scientific systems, mathematical models, or similar unprecedented computer systems. Establishes the framework of new computer systems from feasibility studies to post-imple mentation evaluation. Devises new sources of data and develops new approaches and techniques for use by others. May serve as technical authority for a design area. At least one or two team members perform work at level III; one or two team members may also perform work as a level IV staff specialist or consultant as described below. Computer systems analyst supervisor/manager (1712: Computer systems analysts) Supervises three or more employees, two of whom per form systems analysis. Work requires substantial and recurring use of systems analysis skills in directing staff. May also supervise programmers and related clerical and technical support personnel. Excluded are: 2. As staff specialist or consultant, with expertise in a specialty area (e.g., data security, telecommunications, systems anal ysis techniques, EDP standards development, etc.), plans and conducts analyses of unique or unyielding problems in a broad system. Identifies problems and specific issues in as signed area and prepares overall project recommendations from an EDP standpoint including feasible advancements in EDP technology; upon acceptance, determines a design strategy that anticipates directions of change; designs and monitors necessary testing and implementation plans. Per forms work such as: Studies broad areas of projected work processes which cut across the organization’s established EDP systems; conducts continuing review of computer technological developments applicable to system design and prepares long-range forecasts; develops EDP standards where new and improved approaches are needed; or devel ops recommendations for a management information sys tem where new concepts are required. a. Positions also having significant responsibility for the management or supervision of functional areas (e.g., system software develop ment, data entry, or computer operations) not related to the computer systems analyst and computer programmer definitions; b. Supervisory positions having base levels below computer systems analyst II or computer programmer IV; and c. Managers who supervise two or more subordinates performing at computer systems analyst supervisor/manager level IV. Classification by level Supervisory jobs are matched at one of four levels according to two factors: a) base level of work supervised; and b) level of supervision. The table following the expla nations of these factors indicates the level of the supervisor for each combination of factors. Computer systems analyst V As a top technical expert, develops broad unpre cedented computer systems and/or conducts critical studies central to the success of large organizations having extensive technical or highly diversified computer requirements. Considers such requirements as broad or ganization policy, and the diverse user needs of several organizational levels and locations. Works under general administrative direction. Typical duties and responsibilities include one or more of the following: Base level of work The base level of work is the highest level of nonsupervisory work under the direct or indirect supervision of the supervisor/manager which (when added to the nonsupervisory levels above it) represents at least 25 percent of the total nonsupervisory, nonclerical staff and at least two of the full-time positions supervised. To determine the base level of nonsupervisory, noncleri cal work: 1) the positions are arrayed by level of difficulty; 2) the number of workers in each position is determined; and 3) in a count down from the highest level (if necessary) at least 25 percent of the total nonsupervisory, nonclerical staff are represented. 1. As team or project leader, guides the development of broad unprecedented computer systems. The information requirements are complex and voluminous. Devises completely new ways to locate and develop data sources; establishes new factors and criteria for making subjectmatter decisions. Coordinates factfinding, analysis, and design of the system and applies the most recent developments in data processing technology and computer equipment. Guidelines consist of state-of-the-art technol ogy and general organizational policy. At least one team member performs work at level IV Level of supervision Supervisors and managers are matched at one of the three LS levels below which best describes their super visory responsibility. 2. As staff specialist or consultant, is a recognized leader and authority in a large organization (as defined above). Performs at least two of the following: a) has overall https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 205 LS-1 Plans, coordinates, and evaluates the work of a small staff, normally not more than 15 programmers, systems analysts, and technicians; estimates person nel needs and schedules, assigns, and reviews work to meet completion date; interviews candidates for own unit and recommends hires, promotions, or reassignments; resolves complaints and refers group grievances and more serious unresolved complaints to higher level supervisors; may reprimand em ployees. resolves differences between key subordinate offi cials; decides, or significantly affects final decisions, on personnel actions for supervisors and other key officials. Criteria for matching computer systems analyst supervisors/ managers Base level of nonsupervisory job(s) Matched in the computer programmer definition IV V LS-2 Directs a sizable staff (normally 15-30 employees), typically divided into sub-units controlled by subordinate supervisors; advises higher level man agement on work problems of own unit and the impact on broader programs; collaborates with heads of other units to negotiate and/or coordinate work changes; makes decisions on work or training problems presented by subordinate supervisors; evaluates subordinate supervisors and reviews their evaluations of other employees; selects nonsupervi sors (higher level approval is virtually assured) and recommends supervisory selections; hears group grievances and serious or unresolved complaints. May shift resources among projects and perform long range budget planning. - - Matched in the computer system LS- 1 LS-2 LS-3 analyst definition II III IV V 1 II III IV II III III IV IV Exclude Exclude Exclude Chemist (1845: Chemists, except biochemists) Performs professional work in research, development, interpretation, and analysis to determine the composition, molecular structure, and properties of substances; to de velop or investigate new materials and processes; and to investigate the transformation which substances undergo. Work typically requires a B.S. degree in chemistry or, in rare instances, equivalent experience and education com bined. Chemist I General characteristics. At this beginning professional level, performs assignments designed to develop profes sional capabilities and to provide experience in applying the knowledge of chemistry to the job. May also receive formal classroom or seminar-type training. (Terminal positions are excluded.) NOTE: In rare instances, supervisory positions respon sible for directing a sizable staff (e.g., 20-30 employees) may not have subordinate supervisors, but have all other LS-2 responsibilities. Such positions are matched to LS-2. LS-3. Directs two subordinate supervisory levels and the work force managed typically includes substantially more than 30 employees. Makes major decisions and recommendations (listed below) which have a direct, important, and substantial effect on own or ganization and work. Performs at least three of the following: Direction received. Works under close supervision. Re ceives specific and detailed instructions as to required tasks and results expected. Work is checked during prog ress, and is reviewed for accuracy upon completion. Typical duties and responsibilities. Performs a variety of routine tasks that are planned to provide experience and familiarization with the chemistry staff, methods, practices, and programs of the employer. The work includes a variety of routine qualitative and quantitative analyses; physical tests to determine properties such as vis cosity, tensile strength, and melting point; and assisting more experienced chemists to gain additional knowledge through personal observation and discussion. decides what programs and projects should be initi ated, dropped, expanded, or curtailed; determines long-range plans in response to program changes, evaluates program goals, and redefines objectives; determines changes to be made in organizational structure, delegation of authority, coordination of units, etc.; Responsibility for the direction of others. Usually none. Chemist II decides what compromises to make in operations in view of public relations implications and need for support from various groups; General characteristics. Performs routine chemical work requiring selection and application of general and special ized methods, techniques, and instruments commonly used in the laboratory, and the ability to carry out instruc tions when less common or proposed methods or proce dures are necessary. Requires work experience acquired decides on the means to substantially reduce operat ing costs without impairing overall operations; justi fies major equipment expenditures; and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Level of supervisor 206 in an entry level position, or appropriate graduate level study. For training and developmental purposes, assign ments may include work that is typical of a higher level. Direction received. Supervisor establishes the nature and extent of analysis required, specifies methods and criteria on new type of assignments, and reviews work for thor oughness of application of methods and accuracy of re sults. Typical duties and responsibilities. Carries out a wide vari ety of standardized methods, tests, and procedures. In ac cordance with specific instructions, may carry out pro posed and less common ones. Is expected to detect prob lems in using standardized procedures because of the con dition of the sample, difficulties with the equipment, etc. Recommends modifications of procedures, e.g., extending or curtailing the analysis or using alternative procedures, based on knowledge of the problem and pertinent available literature. Conducts specified phases of research projects as an assistant to an experienced chemist. General characteristics. As a fully competent chemist in all conventional aspects of the subject matter or the functional area of the assignments, plans and conducts work requiring a) mastery of specialized techniques or ingenuity in selecting and evaluating approaches to unforeseen or novel problems, and b) ability to apply a research approach to the solution of a wide variety of problems and to assimilate the details and significance of chemical and physical analyses, procedures, and tests. Requires sufficient professional experience to assure competence as a fully trained worker; or, for positions pri marily of a research nature, completion of all requirements for a doctoral degree may be substituted for experience. Direction received. Independently performs most assign ments with instructions as to the general results expected. Receives technical guidance on unusual or complex problems and supervisory approval on proposed plans for projects. Typical duties and responsibilities. Conducts laboratory assignments requiring the determination and evaluation of alternative procedures and the sequence of performing them. Performs complex, exacting, or unusual analytical assignments requiring specialized knowledge of tech niques or products. Interprets results, prepares reports, and may provide technical advice in specialized area. Responsibility for the direction of others. May be assisted by a few aides or technicians. Chemist III General characteristics. Performs a broad range of chemi cal tests and procedures utilized in the laboratory, using judgment in the independent evaluation, selection, and adaptation of standard methods and techniques. May carry through a complete series of tests on a product in its different process stages. Some assignments require a spe cialized knowledge of one or two common categories of re lated substances. Performance at this level requires devel opmental experience in a professional position, or equiva lent graduate level education. Responsibility for the direction of others. May supervise a small staff of chemists and technicians. Chemist V General characteristics. Participates in planning labora tory programs on the basis of specialized knowledge of problems and methods and probable value of results. May serve as an expert in a narrow specialty (e.g., class of chem ical compounds, or a class of products), making recom mendations and conclusions which serve as the basis for undertaking or rejecting important projects. Develop ment of the knowledge and expertise required for this level of work usually reflects progressive experience through chemist IV. Direction received. On routine work, supervision is very general. Assistance is furnished on unusual problems and work is reviewed for application of sound professional judgment. Typical duties and responsibilities. In accordance with instructions as to the nature of the problem, selects standard methods, tests, or procedures; when necessary, develops or works out alternative or modified methods with supervisor’s concurrence. Assists in research by analyzing samples or testing new procedures that require specialized training because a) standard methods are inapplicable, b) analytical findings must be interpreted in terms of compliance or noncompliance with standards, or c) specialized and advanced equipment and techniques must be adapted. Responsibilityfor the direction ofothers. May supervise or coordinate the work of a few technicians or aides, and be assisted by lower level chemists. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Chemist IV Supervision and guidance relates largely to overall objectives, critical issues, new concepts, and policy matters. Consults with supervisor concerning unusual problems and developments. Typical duties and responsibilities include one or both of the following: Direction received. 1. In a supervisory capacity, plans, organizes, and directs assigned laboratory programs. Independently defines scope and critical elements of the projects and selects approaches to be taken. A substantial portion of the work supervised is comparable to that described for chemist IV. 2. As individual researcher or worker, carries out projects requiring development of new or highly modified 207 scientific techniques and procedures, extensive knowledge of specialty, and knowledge of related scientific fields. Chemist VII General characteristics. Makes decisions and recommen dations that are recognized as authoritative and have an important impact on extensive chemical activities. Initiates and maintains extensive contacts with key chemists and officials of other organizations requiring skill in persuasion and negotiation of critical issues. At this level, individuals will have demonstrated creativity, foresight, and mature judgment in anticipating and solving unprecedented chemical problems, determining program objectives and requirements, organizing pro grams and projects, and developing standards and guides for diverse chemical activities. Responsibilityfor the direction ofothers. Supervises, coor dinates, and reviews the work of a small staff of chemists and technicians engaged in varied research and develop ment projects, or a larger group performing routine ana lytical work. Estimates personnel needs and schedules and assigns work to meet completion date. Or, as individual researcher or worker, may be assisted on projects by other chemists or technicians. Chemist VI General characteristics. Performs work requiring leader ship and expert knowledge in a specialized field, product, or process. Formulates and conducts a systematic attack on a problem area of considerable scope and complexity which must be approached through a series of complete and conceptually related studies, or a number of projects of lesser scope. The problems are complex because they are difficult to define and require unconventional or novel approaches or have other difficult features. Maintains liaison with individuals and units within and outside the organization with responsibility for acting independently on technical matters pertaining to the field. Work at this level usually requires extensive progressive experience including work comparable to chemist V. Direction received. Receives general administrative direction. Typical duties and responsibilities include one or both of the following: 1. In supervisory capacity, is responsible for a) an important segment of a chemical program of a company or govern ment agency with extensive and diversified scientific re quirements, or b) the entire chemical program of a compa ny or agency where the program is more limited in scope.The overall chemical program contains critical prob lems the solution of which requires major technological advances and opens the way for extensive related develop ment. Makes authoritative technical recommendations concerning the scientific objectives and levels of work which will be most profitable in the light of program re quirements and scientific and industrial trends and devel opments. Recommends facilities, personnel, and funds re quired. Direction received. Supervision received is essentially ad ministrative, with assignments given in terms of broad general objectives and limits. Typical duties and responsibilities include one or both of 2. As individual researcher and consultant, selects problems for research to further program objectives. Conceives and plans investigations in which the phenomena and princi ples are not adequately understood, and where few or con tradictory scientific precedents or results are available for reference. Outstanding creativity and mature judgment are required to devise hypotheses and techniques of exper imentation and to interpret results. As a leader and author ity in a broad area of specialization, or in a narrow but in tensely specialized one, advises the head of a large labora tory, or officials of the organization on complex aspects of extremely broad and important programs. Has responsi bility for exploring, evaluating, and justifying proposed and current programs and projects and furnishing advice on unusually complex and novel problems in the specialty field. Typically will have contributed innovations (e.g., techniques, products, procedures) which are regarded as significant advances in the field. the following: 1. In a supervisory capacity, a) plans, develops, coordinates, and directs a number of large and important projects or a project of major scope and importance, or b) is responsible for the entire chemical program of a company, or govern ment agency, when the program is of limited complexity and scope. Activities supervised are of such a scope that they require a few (3 to 5) subordinate supervisors or team leaders with at least one in a position comparable to level V. 2. As individual researcher or worker, determines, conceives, plans, and conducts projects of major importance to the employer. Applies a high degree of originality and ingenu ity in adapting techniques into original combinations and configurations. As a specialist, may serve as a consultant to other chemists. Responsibility for the direction of others. Directs several subordinate supervisors or team leaders, some of whom are in positions comparable to chemist VI; or, as individual researcher and consultant, may be assisted on individual projects by other chemists and technicians. Responsibility for the direction of others. Plans, organizes, and supervises the work of a staff of chemists and technicians. Evaluates progress of the staff and results obtained, and recommends major changes to achieve overall objectives. Or, as individual worker or researcher, may be assisted on individual projects by other chemists or technicians. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Chemist VIII General characteristics. Makes decisions and recommen 208 dations that are authoritative and have a far-reaching im pact on extensive chemical and related activities of the company or government agency. Negotiates critical and controversial issues with top level chemists and officers of other organizations. Individuals at this level have demon strated a high degree of creativity, foresight, and mature judgment in planning, organizing, and guiding extensive chemical programs and activities of outstanding novelty and importance. sultants who are recognized as national and/or interna tional authorities and scientific leaders in very broad areas of scientific interest and investigation. Engineer (162-3: Engineers) Performs professional work in research, development, design, testing, analysis, production, construction, main tenance, operation, planning, survey, estimating, applica tion, or standardization of engineering facilities, systems, structures, processes, equipment, devices, or materials, requiring knowledge of the science and art by which materials, natural resources, and power are made useful. Work typically requires a B.S. degree in engineering or, in rare instances, equivalent education and experience combined. (Excluded are: Safety engineers, industrial engineers, quality control engineers, sales engineers, and engineers whose primary responsibility is to be in charge of nonprofessional maintenance work.) Direction received. Receives general administrative direc tion. Typical duties and responsibilities include one or both of the following: 1. In a supervisory capacity, is responsible for a) the entire chemical program of a company or government agency which is of moderate scope, or b) an important segment of a chemical program of a company or agency with very extensive and highly diversified scientific requirements, where programs are of such complexity and scope that they are of critical importance to overall operations and include problems of extraordinary difficulty that have resisted solution. Decides the kind and extent of chemical programs needed to accomplish company or agency objectives, chooses scientific approaches, plans and orga nizes facilities and programs, and interprets results. 2. Engineer I At this beginning professional level, performs assignments designed to develop profes sional work knowledge and abilities. May also receive formal classroom or seminar-type training. (Terminal positions are excluded.) General characteristics. As individual researcher and consultant, formulates and guides the attach on problems of exceptional difficulty and marked importance to the company, industry, or govern ment. Problems are characterized by the lack of scientific procedents and source material, or the lack of success or prior research and analysis so that their solutionwould represent an advance of great significance and importance. Performs advisory and consulting serives as a recognized authority for broad program areas of considerable novelty and importance. Has made contributions such as new products or techniques, development of processes, etc., which are regarded as major advances in the field. Direction received. Works under close supervision. Re ceives specific and detailed instructions as to required tasks and results expected. Work is checked during prog ress and is reviewed for accuracy upon completion. Typical duties and responsibilities. Performs a variety of routine tasks that are planned to provide experience and familiarization with the engineering staff, methods, prac tices, and programs of the employer. Responsibilityfor the direction ofothers. Supervises several subordinate supervisors or team leaders some of whose positions are comparable to chemist VII, or individual researchers some of whose positions are comparable to chemist VII and sometimes chemist VIII. As an individu al researcher and consultant, may be assisted on individual projects by other chemists or technicians. Responsibility for the direction of others. Usually none. Engineer II General characteristics. Performs routine engineering work requiring application of standard techniques, procedures, and criteria in carrying out a sequence of related engineering tasks. Limited exercise of judgment is required on details of work and in making preliminary selections and adaptations of engineering alternatives. Requires work experience acquired in an entry level position, or appropriate graduate level study. For training and developmental purposes, assignments may include some work that is typical of a higher level. NOTE- Individuals in charge of a chemical program may match any of several of the survey job levels, depend ing on the program’s size and complexity. Excluded from the definitions are: 1) chemists in charge of programs so extensive and complex (e.g., consisting of highly diversi fied or unusually novel products and procedures) that one or more subordinate supervisory chemists are performing at level VIII; 2) individuals whose decisions have direct and substantial effect on setting policy for the organization (included, however, are supervisors deciding the ’’kind and extent of chemical programs” within broad guidelines set at higher levels); and 3) individual researchers and con https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Direction received. Supervisor screens assignments for un usual or difficult problems and selects techniques and pro cedures to be applied on non-routine work. Receives close supervision on new aspects of assignments. 209 Typical duties and responsibilities. Using prescribed methods, performs specific and limited portions of a broader assignment of an experienced engineer. Applies standard practices and techniques in specific situations, adjusts and correlates data, recognizes discrepancies in results, and follows operations through a series of related detailed steps or processes. Receives technical guidance on unusual or complex problems and supervisory approval on proposed plans for projects. Typical duties and responsibilities. Plans, schedules, con ducts, or coordinates detailed phases of the engineering work in a part of a major project or in a total project of moderate scope. Performs work which involves conven tional engineering practice but may include a variety of complex features such as conflicting design requirements, unsuitability of standard materials, and difficult coordina tion requirements. Work requires a broad knowledge of precedents in the specialty area and a good knowledge of principles and practices of related specialties. Responsibility for the direction of others. May be assisted by a few aides or technicians. Engineer III General characteristics. Independently evaluates, selects, and applies standard engineering techniques, procedures, and criteria, using judgment in making minor adaptations and modifications. Assignments have clear and specified objectives and require the investigation of a limited num ber of variables. Performance at this level requires devel opmental experience in a professional position, or equiva lent graduate level education. Responsibility for the direction of others. May supervise a few engineers or technicians on assigned work. Engineer V General characteristics. Applies intensive and diversified knowledge of engineering principles and practices in broad areas of assignments and related fields. Makes deci sions independently on engineering problems and meth ods and represents the organization in conferences to re solve important questions and to plan and coordinate work. Requires the use of advanced techniques and the modification and extension of theories, precepts, and prac tices of the field and related sciences and disciplines. The knowledge and expertise required for this level of work usually result from progressive experience, including work comparable to engineer IV. Direction received. Receives instructions on specific as signment objectives, complex features, and possible solu tions. Assistance is furnished on unusual problems and work is reviewed for application of sound professional judgment. Typical duties and responsibilities. Performs work which involves conventional types of plans, investigations, surveys, structures, or equipment with relatively few com plex features for which there are precedents. Assignments usually include one or more of the following: Equipment design and development, test of materials, preparation of specifications, process study, research investigations, report preparation, and other activities of limited scope requiring knowledge of principles and techniques com monly employed in the specific narrow area of assign ments. Direction received. Supervision and guidance relate largely to overall objectives, critical issues, new concepts, and policy matters. Consults with supervisor concerning un usual problems and developments. Typical duties and responsibilities include one or more of the following: Responsibilityfor the direction ofothers. May supervise or 1. In a supervisory capacity, plans, develops, coordinates, and directs a large and important engineering project or a num ber of small projects with many complex features. A sub stantial portion of the work supervised is comparable to that described for engineer IV. coordinate the work of drafters, technicians, and others who assist in specific assignments. Engineer IV General characteristics. As a fully competent engineer in all conventional aspects of the subject matter or the func tional area of the assignments, plans and conducts work requiring judgment in the independent evaluation, selec tion, and substantial adaptation and modification of standard techniques, procedures, and criteria. Devises new approaches to problems encountered. Requires suffi cient professional experience to assure competence as a fully trained worker; or, for positions primarily of a research nature, completion of all requirements for a doctoral degree may be substituted for experience. 2. As individual researcher or worker, carries out complex or novel assignments requiring the development of new or im proved techniques and procedures. Work is expected to re sult in the development of new or refined equipment, mate . rials, processes, products, and/or scientific methods. Direction received. Independently performs most assign Responsibility for the direction ofothers. Supervises, coor ments with instructions as to the general results expected. dinates, and reviews the work of a small staff of engineers https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 3. As staff specialist, develops and evaluates plans and criteria for a variety of projects and activities to be carried out by others. Assesses the feasibility and soundness of proposed engineering evaluation tests, products, or equipment when necessary data are insufficient or confirmation by testing is advisable. Usually performs as a staff advisor and consul tant in a technical specialty, a type of facility or equipment, or a program function. 210 and technicians; estimates personnel needs and schedules and assigns work to meet completion date. Or, as individ ual researcher or staff specialist, may be assisted on proj ects by other engineers or technicians. tives. Or, as individual researcher or staff specialist, may be assisted on individual projects by other engineers or technicians. Engineer VI General characteristics. Makes decisions and recommen dations that are recognized as authoritative and have an important impact on extensive engineering activities. Ini tiates and maintains extensive contacts with key engineers and officials of other organizations, requiring skill in per suasion and negotiation of critical issues. At this level, in dividuals will have demonstrated creativity, foresight, and mature engineering judgment in anticipating and solving unprecedented engineering problems, determining pro gram objectives and requirements, organizing programs and projects, and developing standards and guides for di verse engineering activities. Engineer VII General characteristics. Has full technical responsibility for interpreting, organizing, executing, and coordinating assignments. Plans and develops engineering projects concerned with unique or controversial problems which have an important effect on major programs. This in volves exploration of subject area, definition of scope and selection of problems for investigation, and development of novel concepts and approaches. Maintains liaison with individuals and units within or outside the organization with responsibility for acting independently on technical matters pertaining to the field. Work at this level usually requires extensive progressive experience including work comparable to engineer V. Direction received. Receives general administrative direc tion. Typical duties and responsibilities include one or both of the following: Direction received. Supervision received is essentially ad ministrative, with assignments given in terms of broad general objectives and limits. Typical duties and responsibilities include one or more of the following: 1. In a supervisory capacity, is responsible for a) an important segment of the engineering program of a company or gov ernment agency with extensive and diversified engineering requirements, or b) the entire engineering program of a company or agency when it is more limited in scope. The overall engineering program contains critical problems the solution of which requires major technological ad vances and opens the way for extensive related develop ment. Extent of responsibilities generally requires several subordinate organizational segments or teams. Recom mends facilities, personnel, and funds required to carry out programs which are directly related to and directed to ward fulfillment of overall objectives. 2. As individual researcher and consultant, is a recognized leader and authority in the company or government agency in a broad area of specialization or in a narrow but intensely specialized field. Selects research problems to further program objectives. Conceives and plans investi gations of broad areas of considerable novelty and impor tance, for which engineering precedents are lacking in ar eas critical to the overall engineering program. Is con sulted extensively by associates and others, with a high degree of reliance placed on incumbent’s scientific inter pretations and advice. Typically, will have contributed in ventions, new designs, or techniques which are regarded as major advances in the field. Responsibility for the direc tion of others. Directs several subordinate supervisors or team leaders, some of who are in positions comparable to engineer VI; or as individual researcher and consultant, may be assisted on individual projects by other engineers and technicians. 1. In a supervisory capacity, a) plans, develops, coordinates, and directs a number of large and important projects or a project of major scope and importance, or b) is responsible for the entire engineering program of a company or govern ment agency when the program is of limited complexity and scope. Extent of responsibilities generally requires a few (3 to 5) subordinate supervisors or team leaders with at least one in a position comparable to level V. 2. As individual researcher or worker, conceives, plans, and conducts research in problem areas of considerable scope and complexity. The problems must be approached through a series of complete and conceptually related stu dies, are difficult to define, require unconventional or novel approaches, and require sophisticated research techniques. Available guides and precedents contain critical gaps, are only partially related to the problem, or may be largely lacking due to the novel character of the project. At this level, the individual researcher generally will have contrib uted inventions, new designs, or techniques which are of material significance in the solution of important problems. 3. Asa staff specialist, serves as the technical specialist for the organization in the application of advanced theories, con cepts, principles, and processes for an assigned area of re sponsibility (i.e., subject matter, function, type of facility or equipment, or product). Keeps abreast of new scientific methods and developments affecting the organization for the purpose of recommending changes in emphasis of pro grams or new programs warranted by such developments. Engineer VIII General characteristics. Makes decisions and recommen dations that are recognized as authoritative and have a far-reaching impact on extensive engineering and related activities of the company or government agency. Negoti ates critical and controversial issues with top level engi neers and officers of other organizations. Individuals at Responsibility for the direction of others. Plans, organizes, and supervises the work of a staff of engineers and techni cians. Evaluates progress of the staff and results obtained, and recommends major changes to achieve overall objec https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 211 this level demonstrate a high degree of creativity, fore sight, and mature judgment in planning, organizing, and guiding extensive engineering programs and activities of outstanding novelty and importance. Civil engineering or survey technician/ construction inspector (1472: Construction inspectors) (3733: Surveying technicians) Direction received. Receives general administrative direc tion. Typical duties and responsibilities include one or both of the following: Provides semiprofessional support to engineers or related professionals engaged in the planning, design, management, or supervision of the construction (or alter ation) of such structures as buildings, streets and high ways, airports, sanitary systems, or flood control systems. Applies knowledge of the methods, equipment, and tech niques of several of the following support functions: 1. In supervisory capacity, is responsible for a) an important segment of a very extensive and highly diversified engineering program of a company or government agency, or b) the entire engineering program of a company or agency when the program is of moderate scope. The pro grams are of such complexity and scope that they are of critical importance to overall objectives, include problems of extraordinary difficulty that often have resisted solu tion, and consist of several segments requiring subordinate supervisors. Decides the kind and extent of engineering and related programs needed to accomplish the objectives of the company or agency, chooses scientific approaches, plans and organizes facilities and programs, and interprets results. Data compilation and analysis/design and specification — gathering, tabulating and/or analyzing hydrologic and meteorologic information, quantities of materials required, traffic patterns, or other engineering data; or preparing project site layouts and specifications; Testing — measuring the physical characteristics of soil, rock, concrete or other construction materials to determine methods and quantities required or to comply with safety and quality standards; Surveying — measuring or determining distances, eleva tions, areas, angles, land boundaries, or other features of the earth’s surface; or 2. As individual researcher and consultant, formulates and guides the attack on problems of exceptional difficulty and marked importance to the company, industry, or govern ment. Problems are characterized by their lack of scientif ic precedents and source material, or lack of success of prior research and analysis so that their solution would represent an advance of great significance and importance. Performs advisory and consulting work as a recognized authority for broad program areas or in an intensely spe cialized area of considerable novelty and importance. Construction inspection — performing on-site inspection of construction projects to determine conformance with con tract specifications and building codes. Excluded are building inspectors and construction, maintenance, and craft workers; chemical or other physi cal science technicians; engineers required to apply profes sional rather than technical knowledge of engineering to their work; and technicians not primarily concerned with civil or construction engineering. Responsibilityfor the direction ofothers. Supervises several subordinate supervisors or team leaders, some of whose positions are comparable to engineer VII, or individual re searchers, some of whose positions are comparable to engi neer VII and sometimes engineer VIII. As an individual researcher and consultant, may be assisted on individual projects by other engineers or technicians. Also excluded are technicians: below level I whose work is limited to very simple and routine tasks, such as identifying, weighing, and marking easy-to-identify items or recording simple instrument readings at specified intervals; and above level V who perform work of broad scope and complexity either by planning and accomplishing a complete project or by serving as an expert in a nar row aspect of a particular engineering field. NOTE-. Individuals in charge of an engineering program may match any of several of the survey job levels, depending on the program’s size and complexity. Excluded from the definition are: 1) engineers in charge of programs so extensive and complex (e.g., consisting of research and development on a variety of complex products or systems with numerous novel components) that one or more subordinate supervisory engineers are performing at level VIII; 2) individuals whose decisions have direct and substantial effect on setting policy for the organization (included, however, are supervisors deciding the "kind and extent of engineering and related programs” within broad guidelines set at higher levels); and 3) individual researchers and consultants who are recognized as national and/or international authorities and scientific leaders in very broad areas of scientific interest and investigation. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Positions are classified into levels on the basis of the fol lowing definitions. Civil engineering or survey technician/ construction inspector I Performs simple, routine tasks under close supervision or from detailed procedures. Work is checked in progress and on completion. Performs a variety of such typical duties as: Data compilation — compiles engineering data from tests, drawings, specifications or field notes; performs arithmetic computations by substituting values in specified formulas; plots data and draws simple curves and graphs. 212 Testing — conducts simple or repetitive tests on soils, con crete, and aggregates; e.g. sieve analysis, slump tests, and moisture content determination. Surveying - performs rou tine and established functions such as holding range poles or rods where special procedures are required or directing the placement of surveyor’s chain or tape and selecting mea surement points. culverts; plots profiles, cross sections, and drainage areas for a small earthwork dam. Construction inspection -— makes simple measurements and observations; may make preliminary recommendations concerning the acceptance of materials or workmanship in clear-cut situations. Surveying - uses a variety of complex instruments to mea sure angles and elevations, applying judgment and skill in selecting and describing field information. Assignments in clude: Recording complete and detailed descriptive data and providing sketches of relief, drainage, and culture; or running short traverse lines from specified points along un obstructed routes. Testing - conducts tests for which established procedures and equipment require either adaptation or the construction of auxiliary devices. Uses judgment to interpret precise test results. Civil engineering or survey technician/ construction inspector II Construction inspection - independently inspects standard procedures, items, or operations of limited difficulty, e.g., slope, embankment, grading, moisture content, earthwork compaction, concrete forms, reinforcing rods, or simple batching and placement of concrete on road construction. Performs standard or prescribed assignments involving a sequence of related operations. Follows standard work methods and receives detailed instructions on unfamiliar assignments. Technical adequacy of routine work is as sessed upon completion; nonroutine work is reviewed in progress. Performs a variety of such typical duties as: Civil engineering or survey technician/ construction inspector IV Data compilation and analysis - compiles and examines a variety of data required by engineers for project planning (e.g., hydrologic and sedimentation data; earthwork quan tities), applying simple algebraic or geometric formulas. Plans and performs nonroutine assignments of substan tial variety and complexity. Selects appropriate guidelines to resolve problems which are not fully covered by prece dents. Performs recurring work independently, receiving technical advice as needed. Performs a variety of such typical duties as: Testing - conducts a variety of standard tests on soils, concrete, and aggregates, e.g., determines the liquid and plastic limits of soils or the flexural and compressive strength, air content, and elasticity of concrete. Examines test results and explains unusual findings. Design and specification — prepares site layouts for proj ects from such information as design criteria, soil condi tions, existing buildings, topography, and survey data; makes preliminary cost estimates from established unit prices. Surveying - applies specialized knowledge, skills, or judgment to a varied and complex sequence of standard operations, e.g., surveys small land areas using rod, tape, and hand level to estimate volume to be excavated; or re cords data requiring numerous calculations. Testing — conducts tests which require the selection and substantial modification of equipment and procedures. Recognizes and interprets subtle, i.e., fluctuating, test reac tions. Surveying — makes exacting measurements under difficult conditions e.g., leads detached observing unit on surveys involving unusually heavy urban, rail, or highway traffic; serves as party chief on conventional construction, proper ty, topographical, hydrographic, or geodetic surveys. Ex cluded are party chiefs responsible for unusually difficult or complex surveys. Construction inspection - Applies a variety of techniques in inspecting less complex projects, e.g., the quality, quan tity, and placement of gravel for road construction; exca vations; and concrete footings for structures. Determines compliance with plans and specifications. May assist in inspecting more complex projects. Construction inspection — performs inspections for a variety of complete projects of limited size and complexity or a phase of a larger project, e.g., conventional one- or two-story concrete and steel buildings; park and forest road construction limited to clearing, grading, and drainage. Interprets plans and specifications, resolves differences between plans and specifications, and approves minor deviations in methods which conform to established precedents. Civil engineering or survey technician/ construction inspector III Performs assignments which include nonstandard applications, analyses, or tests; or the use of complex in struments. Selects or adapts standard procedures using fully applicable precedents. Receives initial instructions, requirements, and advice as needed; performs recurring work independently. Work is reviewed for technical ade quacy and conformance with instructions. Performs a va riety of such typical duties as: Civil engineering or survey technician/ construction inspector V Performs nonroutine and complex assignments involv ing responsibility for planning and conducting a complete project of limited scope or a portion of a larger, more com plex project. Selects and adapts techniques, designs, or layouts. Reviews, analyzes, and interprets the technical Data compilation and analysis — applies knowledge and judgment in selecting sources, evaluating data, and adapting methods, e.g., computes, from file notes, quantities of mate rials required for roads which include retaining walls and https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 213 work of others. Completed work is reviewed for technical adequacy. Performs a variety of such typical duties as: wiring, soldering, or connecting. Performs simple or routine tasks or tests such as tensile or hardness tests; operates and adjusts simple test equipment; records test data. Design and specification — prepares plans and specifica tions for major projects such as roads and airport runways, or electrical distribution systems. Applies established engi neering practice; selects and adapts precedents to meet spe cific requirements. Gathers and maintains specified records of engineering data such as tests, drawings, etc.; performs computations by substituting num bers in specified formulas; plots data and draws simple curves and graphs. Testing — modifies established testing programs, analyzing specifications, drawings, and other data to determine the tests required; adapts test equipment and procedures; ana lyzes and evaluates test data and writes evaluative reports of findings and recommendations. Engineering technician II Performs standardized or prescribed assignments in volving a sequence of related operations. Follows stan dard work methods on recurring assignments but receives explicit instructions on unfamiliar assignments; technical adequacy of routine work is reviewed on completion; non routine work may also be reviewed in progress. Performs at this level one or a combination of such typical duties as: Construction inspection — inspects projects of unusual difficulty and complexity, e.g., large multistory hospitals or laboratories which include sophisticated electrical and mechanical equipment; airport runways for jet aircraft with exacting requirements. Independently interprets plans and specifications to resolve complex construction problems. Engineering Technician (371: Electrical and electronic engineering technolo gists and technicians) Assembles or constructs simple or standard equipment or parts; may service or repair simple instruments or equip ment. To be covered by these definitions, employees must meet all of the following criteria: Conducts a variety of standardized tests; may prepare test specimens; sets up and operates standard test equipment; records test data, pointing out deviations resulting from equipment malfunction or observational errors. 1. Provides semiprofessional technical support for engineers working in such areas as research, design, development, testing, or manufacturing process improvement. Extracts engineering data from various prescribed but nonstandardized sources; processes the data following well-defined methods including elementary algebra and geometry; presents the data in prescribed form. 2. Work pertains to electrical, electronic, or mechanical components or equipment. Engineering technician III 3. Required to have some practical knowledge of science or engineering; some positions may also require a practical knowledge of mathematics or computer science. Performs assignments that are not completely standard ized or prescribed. Selects or adapts standard procedures or equipment, using fully applicable precedents. Receives initial instructions, equipment requirements, and advice from supervisor or engineer as needed; performs recurring work independently; work is reviewed for technical ade quacy or conformity with instructions. Performs at this level one or a combination of such typical duties as: Excludes production or maintenance workers, quality control technicians or testers, model makers or other craftworkers, chemical or other nonengineering techni cians, civil engineering technicians, drafters, designers, and engineers (who are required to apply a professional knowledge of engineering theory and principles to their duties, unlike higher level engineering technicians who may perform the same duties using only practical skills and knowledge). Also excludes engineering technicians: Constructs components, subunits, or simple models or adapts standard equipment. May troubleshoot and correct malfunctions. a. Below level I who are limited to simple tasks such as: measuring items or regular shapes with a caliper and computing cross-sectional areas; identifying, weighing, and marking easy-to-identify items; or recording simple instrument readings at specified intervals; and Conducts various tests or experiments which may require minor modifications in test setups or procedures as well as subjective judgments in measurement; selects, sets up, and operates standard test equipment and records test data. Extracts and compiles a variety of engineering data from field notes, manuals, lab reports, etc.; processes data, identi fying errors or inconsistencies; selects methods of data pre sentation. b. Above level V who perform work of broad scope and complexity either by planning and accomplishing a complete project or by serving as an expert in a narrow aspect of a particular field of engineering. (See level VI.) Engineering technician IV Engineering technician i Performs nonroutine assignments of substantial variety and complexity, using precedents which are not fully applicable. May also plan such assignments. Receives technical advice from supervisor or engineer; work is re viewed for technical adequacy (or conformity with in structions). May be assisted by lower level technicians and Performs simple routine tasks under close supervision or from detailed procedures. Work is checked in progress or on completion. Performs at this level one or a combina tion of such typical duties as: Assembles or installs equipment or parts requiring simple https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 214 have frequent contact with professionals and others within the establishment. Performs at this level one or a combina tion of such typical duties as: Works on limited segment of development project; con structs experimental or prototype models to meet engineer ing requirements; conducts tests or experiments and rede signs as necessary; and records and evaluates data and reports findings. Drawings are used to communicate engineering ideas, designs, and information. Uses recognized systems of symbols, legends, shadings, and lines having specific meanings in drawings. Excluded: a. Designers using technical knowledge and judgment to conceive, plan, or modify designs; b. Illustrators or graphic artists using artistic ability to pre pare illustrations; Conducts tests or experiments requiring selection and adap tation or modification of a wide variety of critical test equip ment and test procedures; sets up and operates equipment; records data, measures and records problems of significant complexity that sometimes require resolution at a higher level; and analyzes data and prepares test reports. c. Office drafters preparing charts, diagrams, and room arrangements to depict statistical and administrative data; d. Cartographers preparing maps and charts primarily using a technical knowledge of cartography; Extracts and analyzes a variety of engineering data; applies conventional engineering practices to develop or prepare schematics, designs, specifications, parts lists, or makes rec ommendations regarding these items. May review designs or specifications for adequacy. e. Computer-assisted drafters; and f. Supervisors. Positions are classified into levels based on the follow ing definitions. Engineering technician V Drafter I Performs nonroutine and complex assignments involv ing responsibility for planning and conducting a complete project of relatively limited scope or a portion of a larger and more diverse project. Selects and adapts plans, tech niques, designs, or layouts. Contacts personnel in related activities to resolve problems and coordinate the work; re views, analyzes, and integrates the technical work of oth ers. Supervisor or professional engineer outlines objec tives, requirements, and design approaches; completed work is reviewed for technical adequacy and satisfaction of requirements. May train and be assisted by lower level technicians. Performs at this level one or a combination of such typical duties as: Working under close supervision, traces or copies finished drawings, making clearly indicated revisions in notes and dimensions. Uses appropriate templates to draw curved lines. Assignments are designed to develop increasing skill in various drafting techniques. Work is spot checked during progress and reviewed upon comple tion. NOTE- Excludes drafters receiving instruction in the elementary methods and techniques of drafting and learn ing to use and care for equipment. Workers in these ex cluded positions typically trace and copy simple drawings having straight lines and few details; prepare border lines and title boxes for drawing sheets; and prepare basic title headings by tracing or using lettering kits. Designs, develops, and constructs major units, devices, or equipment; conducts tests or experiments; analyzes results and redesigns or modifies equipment to improve perform ance; and reports results. Drafter II Prepares drawings of simple, easily visualized struc tures, systems, parts, or equipment from sketches or mar ked-up prints. Selects appropriate templates or uses a compass and other equipment needed to complete assign ments. Drawings fit familiar patterns and present few technical problems. Supervisor provides detailed instruc tions on new assignments, gives guidance when questions arise, and reviews completed work for accuracy. Typical assignments include: Plans or assists in planning tests to evaluate equipment performance. Determines test requirements, equipment modification, and test procedures; conducts tests, analyzes and evaluates data; and prepares reports on findings and recommendations. Reviews and analyzes a variety of engineering data to determine requirements to meet engineering objectives; may calculate design data; and prepares layouts, detailed specifications, parts, lists, estimates, procedures, etc. May check and analyze drawings or equipment to determine adequacy of drawings and design. From marked-up prints, revises the original drawings of a plumbing system by increasing pipe diameters. Drafter (372: Drafting occupations) From sketches, draws building floor plans, determining size, spacing, and arrangement of freehand lettering accord ing to scale. Performs drafting work requiring knowledge and skill in drafting methods, procedures, and techniques. Prepares drawings of structures, facilities, land profiles, water sys tems, mechanical and electrical equipment, pipelines, duct systems, and similar equipment, systems, and assemblies. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Draws simple land profiles from predetermined structural dimensions and reduced survey notes. Traces river basin maps and enters symbols to denote stream sampling loca tions, municipal and industrial waste discharges, and water supplies. 215 Drafter III ances, fits, fabrication techniques, and standard parts to use in manufacturing the equipment. Prepares various drawings of such units as construction projects or parts and assemblies, including various views, sectional profiles, irregular or reverse curves, hidden lines, and small or intricate details. Work requires use of most of the conventional drafting techniques and a working knowledge of the terms and procedures of the occupation. Makes arithmetic computations using standard formulas. Familiar or recurring work is assigned in general terms. Unfamiliar assignments include information on methods, procedures, sources of information, and precedents to follow. Simple revisions to existing drawings may be assigned with a verbal explanation of the desired results. More complex revisions are produced from sketches or specifications which clearly depict the desired product. Typical assignments include: From precedents, drafting standards, and established prac tices, prepares final construction drawings for floodgates, navigation locks, dams, bridges, culverts, levees, channel excavations, dikes, and berms; prepares boring profiles, typ ical cross-sections, and land profiles; and delineates related topographical details as required. Prepares final drawings for street paving and widening or for water and sewer lines having complex trunk lines; re duces field notes and calculates true grades. From engineer ing designs, lays out plan, profile, and detail appurtenances required; notifies supervisor of conflicting details in design. NOTE: Excludes drafters performing work of similar difficulty to that described at this level but who provide support for a variety of organizations which have widely differing functions or requirements. From a layout and manual references, prepares several views of a simple gear system. Obtains dimensions and tol erances from manuals and by measuring the layout. Draws base and elevation views, sections, and details of new bridges or other structures; revises complete sets of roadway drawings for highway construction projects; or prepares block maps, indicating water and sewage line locations. Drafter V Works closely with design originators, preparing draw ings of unusual, complex, or original designs which require a high degree ofprecision. Performs unusually difficult as signments requiring considerable initiative, resourceful ness, and drafting expertise. Assures that anticipated problems in manufacture, assembly, installation, and op eration are resolved by the drawings produced. Exercises independent judgment in selecting and interpreting data based on a knowledge of the design intent. Although working primarily as a drafter, may occasionally interpret general designs prepared by others to complete minor de tails. May provide advice and guidance to lower level drafters or serve as coordinator and planner for large and complex drafting projects. Prepares and revises detail and design drawings for such projects as the construction and installation of electrical or electronic equipment, plant wiring, and the manufacture and assembly of printed circuit boards. Drawings typically include details of mountings, frames, guards, or other acces sories; conduit layouts; or wiring diagrams indicating trans former sizes, conduit locations, and mountings. Drafter IV Prepares complete sets of complex drawings which include multiple views, detail drawings, and assembly drawings. Drawings include complex design features that require considerable drafting skill to visualize and portray. Assignments regularly require the use of mathematical formulas to draw land contours or to compute weights, center of gravity, load capacities, dimensions, quantities of material, etc. Works from sketches, models, and verbal information supplied by an engineer, architect, or designer to determine the most appropriate views, detail drawings, and supplementary information needed to complete assignments. Selects required information from prece dents, manufacturers’ catalogs, and technical guides. Independently resolves most of the problems encountered. Supervisor or design originator may suggest methods of approach or provide advice on unusually difficult prob lems. Typical assignments include: Computer Operator (4612: Computer operators) Monitors and operates the control console of either a mainframe digital computer or a group of minicomputers, in accordance with operating instructions, to process data. Work is characterized by the following: Studies operating instructions to determine equipment set up needed; Loads equipment with required items (tapes, cards, paper, etc.); Switches necessary auxiliary equipment into system; Starts and operates control console; Diagnoses and corrects equipment malfunctions; From layouts or sketches, prepares complete sets of draw ings of test equipment to be manufactured. Several cross sectional and subassembly drawings are required. From in formation supplied by the design originator and from tech nical handbooks and manuals, describes dimensions, toler https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis From electronic schematics, information as to maximum size, and manuals giving dimensions of standard parts, de termines the arrangement and prepares drawings of printed circuit boards. Reviews error messages and makes corrections during oper ation or refers problems; Maintains operating record. 216 May test run new or modified programs and assist in modifying systems or programs. Included within the scope of this definition are fully qualified computer opera tors, trainees working to become fully qualified operators, and lead operators providing technical assistance to lower level positions. quire extensive operator intervention (e.g., frequent intro duction of new programs, applications, or procedures). In response to computer output instructions or error condi tions, chooses or devises a course of action from among several alternatives and alters or deviates from standard procedures if standard procedures do not provide a solu tion (e.g, reassigning equipment in order to work around faulty equipment or transfer channels); then refers prob lems. Typically, completed work is submitted to users without supervisory review. Excluded are: a. Workers operating small computer systems where there is little or no opportunity for operator intervention in program processing and few requirements to correct equipment malfunctions; Computer operator V b. Peripheral equipment operators and remote terminal or computer operators who do not run the control console of either a mainframe digital computer or a group of minicomputers; and Resolves a variety of difficult operating problems (e.g., making unusual equipment connections and rarely used equipment and channel configurations to direct process ing through or around problems in equipment, circuits, or channels or reviewing test run requirements and develop ing unusual system configurations that will allow test pro grams to process without interfering with ongoing job re quirements). In response to computer output instructions and error conditions or to avoid loss of information or to conserve computer time, operator deviates from standard procedures. Such actions may materially alter the com puter unit’s production plans. May spend considerable time away from the control station providing technical as sistance to lower level operators and assisting program mers, systems analysts, and subject matter specialists in re solving problems. c. Workers using the computer for scientific, technical, or mathematical work when a knowledge of the subject matter is required. Computer operator I Receives on-the-job training in operating the control console (sometimes augmented by classroom training). Works under close personal supervision and is provided detailed written or oral guidance before and during assign ments. As instructed, resolves common operating prob lems. May serve as an assistant operator working under close supervision or performing a portion of a more senior operator’s work. Computer operator VI Computer operator II In addition to level V responsibilities, uses a knowledge of program language, computer features, and software sys tems to assist in: (1) maintaining, modifying, and develop ing operating systems or programs; (2) developing operat ing instructions and techniques to cover problem situa tions; and (3) switching to emergency backup procedures. Processes scheduled routines which present few diffi cult operating problems (e.g., infrequent or easily resolved error conditions). In response to computer output instruc tions or error conditions, applies standard operating or corrective procedure. Refers problems which do not re spond to preplanned procedure. May serve as an assistant operator, working under general supervision. Photographer (326: Photographers) Computer operator III Takes pictures requiring a knowledge of photographic techniques, equipment, and processes. Typically, some familiarity with the organization’s activities (e.g., scientif ic, engineering, industrial, technical, retail, commercial, etc.) and some artistic ability is needed at the higher levels. Depending on the objectives of the assignment, photogra phers use standard equipment (including simple still, graphic, and motion picture cameras, video and television hand cameras, and similar commonly used equipment) and/or use special-purpose equipment (including special ized still and graphic cameras, motion picture production, television studio, and high-speed cameras and equip ment). At the higher levels, a complex accessory system of equipment may be used, as needed, with sound or lighting systems, generators, timing or measurement control mechanisms, or improvised stages or environments, etc. Processes a range of scheduled routines. In addition to operating the system and resolving common error condi tions, diagnoses and acts on machine stoppage and error conditions not fully covered by existing procedures and guidelines (e.g., resetting switches and other controls or making mechanical adjustments to maintain or restore equipment operations). In response to computer output instructions or error conditions, may deviate from stan dard procedures if standard procedures do not provide a solution. Refers problems which do not respond to correc tive procedures. Computer operator IV Adapts to a variety of nonstandard problems which re https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 217 Work of photographers at all levels is reviewed for quality and acceptability. Photographers may also develop, process, and edit film or tape, may serve as a lead photographer to lower level workers, or may perform work described at lower levels as needed. Excluded are: a. Workers who have no training or experience in photogra phy techniques, equipment, and processes; b. Workers who operate reproduction, offset, or copying machines, motion picture projectors, or machines to match, cut, or splice negatives; c. Workers who primarily develop, process, print, or edit photographic film or tape; or develop, maintain, or repair photographic equipment; d. Workers who primarily direct the sequences, actions, photography, sound, and editing of motion pictures for television writers and editors; and e. Photographers taking pictures for commercial newspaper or magazine publishers, television stations, or movie producers. Positions are matched to the appropriate level based on the difficulty of, and responsibility for the photography performed, including the subject-matter knowledge and artistry required to fulfill the assignment. While the equip ment may be an indication of the level of difficulty, photographers at the higher levels may use standard equipment, as needed. Photographer I Takes routine pictures in situations where several shots can be taken. Uses standard still cameras for pictures lacking complications, such as speed, motion, color con trast, or lighting. Photographs are taken for identification, employee publications, information, or publicity pur poses. Workers must be able to focus, center, and provide simple flash-type lighting for an uncomplicated photo graph. Typical subjects are employees who are photographed for identification, award ceremonies, interviews, ban quets, or meetings; or external views of machinery, sup plies, equipment, buildings, damaged shipments, or other subjects photographed to record conditions. Assignments are usually performed without direct guidance due to the clear and simple nature of the desired photograph. Photographer II Photographer III Selects from a range of standard photographic equip ment for assignments demanding exact renditions, nor mally without opportunity for later retakes, when there are specific problems or uncertainties concerning lighting, exposure time, color, artistry, etc. Discusses technical requirements with operating officials or supervisor and customizes treatment for each situation according to a detailed request. Varies camera processes and techniques and uses the setting and background to produce esthetic, as well as accurate and informative, pictures. Typically, standard equipment is used at this level although ’’specialized” photography is usually performed; may use some special-purpose equipment under closer supervi sion. In typical assignments, photographs: Drawings, charts, maps, textiles, etc., requiring accurate computation of reduction ratios and exposure times and precise equip ment adjustments; tissue specimens in fine detail and exact color when color and condition of the tissue may deteriorate rapidly; medical or surgical procedures or conditions which normally cannot be recaptured; machine or motor parts to show wear or corrosion in minute wires or gears; specialized real estate, goods, and products for catalogs or listings where salability is enhanced by the photography; work, construction sites, or patrons in prescribed detail to substantiate legal claims, contracts, etc; artistic or technical design layouts requiring precise equipment settings; fixed objects on the ground or air-to-air objects which must be captured quickly and require directing the pilot to get the correct angle of approach. Works independently; solves most problems through consultations with more experienced photographers, if available, or through reference sources. Photographer IV Uses standard still cameras, commonly available lighting equipment, and related techniques to take photographs which involve limited problems of speed, motion, color contrast, or lighting. Typically, the subjects photographed are similar to those at level I, but the technical aspects require more skill. Based on clear-cut objectives, determines shutter speeds, lens settings and filters, camera angles, exposure times, and type of film. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Requires familiarity with the situation gained from similar past experience to arrange for specific emphasis, balanced lighting, and correction for distortion, etc., as needed. May use 16mm or 35mm motion picture cameras for simple shots such as moving equipment or individuals at work or meetings, where available or simple artificial lighting is used. Ordinarily, there is opportunity for repeated shots or for retakes if the original exposure is unsatisfactory. Consults with supervisor or more experienced photographers when problems are anticipated. Uses special-purpose cameras and related equipment for assignments in which the photographer usually makes all the technical decisions, although the objective of the pictures is determined by operating officials. Conceives and plans the technical photographic effects desired by operating officials and discusses modifications and improvements to their original ideas in light of the 218 potential and limits of the equipment. Improvises photographic methods and techniques or selects and alters secondary photographic features (e.g., scenes, back grounds, colors, lighting). Many assignments afford only one opportunity to photograph the subject. Typical examples of equipment used at this level include ultra-high speed, motion picture production, studio television, animation cameras, specialized still and graph ic cameras, electronic timing and triggering devices, etc. Some assignments are characterized by extremes in light values and the use of complicated equipment. Sets up precise photographic measurement and control equip ment; uses high-speed color photography, synchronized stroboscopic (interval) light sources, and/or timed elec tronic triggering; operates equipment from a remote point; or arranges and uses cameras operating at several thousand frames per second. In other assignments, selects and sets up motion picture or television cameras and accessories and shoots a part of a production or a sequence of scenes, or takes special scenes to be used for background or special effects in the production. Works under guidelines and requirements of the sub ject-matter area to be photographed. Consults with super visors only when dealing with highly unusual problems or altering existing equipment. Photographer V As a top technical expert, exercises imagination and creative ability in response to photography situations requiring novel and unprecedented treatment. Typically performs one or more of the following assignments: (1) develops and adapts photographic equipment or processes to meet new and unprecedented situations, e.g., works with engineers and physicists to develop and modify equipment for use in extreme conditions such as excessive heat or cold, radiation, high altitude, underwater, wind and pressure tunnels, or explosions; (2) plans and organizes the overall technical photographic coverage for a variety of events and developments in phases of a scientific, industrial, medical, or research project; or (3) creates desired illusions or emotional effects by developing trick or special effects photography for novel situations requiring a high degree of ingenuity and imaginative camera work to heighten, simulate, or alter reality. Independently develops, plans, and organizes the overall technical photographic aspects of assignments in collaboration with operating officials who are responsible for project substance. Uses imagination and creative ability to implement objectives within the capabilities and limitations of cameras and equipment. May exercise limited control over the substance of events to be photographed by staging actions, suggesting behavior of the principals, and rehearsing activities before photographs are taken. NOTE: Excluded are photographers above level V who independently plan the objectives, scope, and substance of photography for projects in addition to planning overall technical photographic coverage. Clerical Occupations Accounting clerk (4712: Bookkeepers and accounting and auditing clerks) Performs one or more accounting tasks, such as posting to registers and ledgers; balancing and reconciling accounts; verifying the internal consistency, complete ness, and mathematical accuracy of accounting docu ments; assigning prescribed accounting distribution codes; examining and verifying the clerical accuracy of various types of reports, lists, calculations, postings, etc.; prepar ing journal vouchers; or making entries or adjustments to accounts. Levels I and II require a basic knowledge of routine clerical methods and office practices and procedures as they relate to the clerical processing and recording of transactions and accounting information. Levels III and IV require a knowledge and understanding of the established and standardized bookkeeping and accounting procedures and techniques used in an accounting system, or a segment of an accounting system, where there are few variations in the types of transactions handled. In https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis addition, some jobs at each level may require a basic knowledge and understanding of the terminology, codes, and processes used in an automated accounting system. Accounting clerk I Performs very simple and routine accounting clerical operations, for example, recognizing and comparing easily identified numbers and codes on similar and repetitive ac counting documents, verifying mathematical accuracy, and identifying discrepancies and bringing them to the su pervisor’s attention. Supervisor gives clear and detailed instructions for specific assignments. Employee refers to supervisor all matters not covered by instructions. Work is closely controlled and reviewed in detail for accuracy, adequacy, and adherence to instructions. Accounting clerk II Performs one or more routine accounting clerical operations, such as: Examining, verifying, and correcting accounting transactions to ensure completeness and accuracy of data and proper identification of accounts, and checking that expenditures will not exceed obligations 219 in specified accounts; totaling, balancing, and reconciling collection vouchers; posting data to transaction sheets where employee identifies proper accounts and items to be posted; and coding documents in accordance with a chart (listing) of accounts. Employee follows specific and detailed accounting procedures. Completed work is reviewed for accuracy and compliance with procedures. quired to maintain files. Positions are classified into levels on the basis of the following definitions. File clerk I Performs routine filing of material that has already been classified or which is easily classified in a simple serial clas sification system (e.g., alphabetical, chronological, or nu merical). As requested, locates readily available material in files and forwards material; may fill out withdrawal charge. May perform simple clerical and manual tasks re quired to maintain and service files. Accounting clerk III Uses a knowledge of double-entry bookkeeping in performing one or more of the following: Posts actions to journals, identifying subsidiary accounts affected and debit and credit entries to be made and assigning proper codes; reviews computer printouts against manually maintained journals, detecting and correcting erroneous postings, and preparing documents to adjust accounting classifications and other data; or reviews lists of transac tions rejected by an automated system, determining reasons for rejections, and preparing necessary correcting material. On routine assignments, employee selects and applies established procedures and techniques. Detailed instructions are provided for difficult or unusual assign ments. Completed work and methods used are reviewed for technical accuracy. File clerk II Sorts, codes, and files unclassified material by simple (subject-matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-reference aids. As requested, locates clearly identi fied material in files and forwards material. May perform related clerical tasks required to maintain and service files. File clerk III Classifies and indexes file material such as correspon dence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May also keep records of various types in conjunction with the files. May lead a small group of lower level file clerks. Accounting clerk IV Maintains journals or subsidiary ledgers of an account ing system and balances and reconciles accounts. Typical duties include one or both of the following: Reviews in voices and statements (verifying information, ensuring sufficient funds have been obligated, and if questionable, resolving with the submitting unit, determining accounts involved, coding transactions, and processing material through data processing for application in the accounting system); and/or analyzes and reconciles computer print outs with operating unit reports (contacting units and re searching causes of discrepancies, and taking action to en sure that accounts balance). Employee resolves problems in recurring assignments in accordance with previous training and experience. Supervisor provides suggestions for handling unusual or nonrecurring transactions. Con formance with requirements and technical soundness of completed work are reviewed by the supervisor or are con trolled by mechanisms built into the accounting system. Key entry operator (4793: Data entry operators) Operates keyboard-controlled data entry device such as keypunch machine or key-operated magnetic tape or disc encoder to transcribe data into a form suitable for comput er processing. Work requires skill in operating an alpha numeric keyboard and an understanding of transcribing procedures and relevant data entry equipment. Positions are classified into levels on the basis of the following defini tions. Key entry operator I Work is routine and repetitive. Under close supervision or following specific procedures or detailed instructions, works from various standardized source documents which have been coded and require little or no selecting, coding, or interpreting of data to be entered. Refers to supervisor problems arising from erroneous items, codes, or missing information. NOTE: Excluded from level IV are positions responsi ble for maintaining either a general ledger or a general led ger in combination with subsidiary accounts. Key entry operator II File clerk (4696: File clerks) Work requires the application of experience and judg ment in selecting procedures to be followed and in search ing for, interpreting, selecting, or coding items to be en tered from a variety of source documents. On occasion may also perform routine work as described for level I. Files, classifies, and retrieves material in an established filing system. May perform clerical and manual tasks re https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 220 NOTE-. Excluded are operators above level II using the key entry controls to access, read, and evaluate the sub stance of specific records to take substantive actions, or to make entries requiring a similar level of knowledge. f. Secretaries receiving additional pay primarily for main taining confidentiality of payroll records or other sensi tive information; g. Secretaries performing routine receptionist, typing, and filing duties following detailed instructions and guide lines; these duties are less responsible than those de scribed in LR-1 below; and h. Trainees. Messenger (4745: Messengers) Classification by level Excluded are positions which include any of the follow ing as significant duties: Secretary jobs which meet the required characteristics are matched at one of five levels according to two factors: (a) level of the secretary’s supervisor within the overall organizational structure, and (b) level of the secretary’s responsibility. The table following the explanations of these factors indicates the level of the secretary for each combination of factors. a. Operating motor vehicles; b. Delivering valuables or security-classified mail when the work requires a continuing knowledge of special proce dures for handling such items; c. Weighing mail, determining postage, or recording and controlling registered, insured, and certified mail in the mail room; Level of secretary’s supervisor (ls) Secretaries should be matched at one of the three LS levels below best describing the organization of the secre tary’s supervisor. d. Making deliveries to unfamiliar or widely separated buildings or points which are not part of an established route; or LS-1 Organizational structure is not complex and internal procedures and administrative controls are simple and informal; supervisor directs staff through face-to-face meetings. e. Directing other workers. Secretary (4622: Secretaries) LS-2 Organizational structure is complex and is divided into subordinate groups that usually differfrom each other as to subject-matter, function etc.; supervisor usually directs staff through intermediate supervi sors; and internal procedures and administrative controls are formal. An entire organization (e.g., division, subsidiary, or parent organization) may contain a variety of subordinate groups which meet the LS-2 definition. Therefore, it is not unusual for one LS-2 supervisor to report to another LS-2 supervisor. Provides principal secretarial support in an office, usu ally to one individual, and, in some cases, also to the subor dinate staff of that individual. Maintains a close and high ly responsive relationship to the day-to-day activities of the supervisor and staff. Works fairly independently re ceiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties requiring a knowledge of office routine and an understanding of the organization, programs, and procedures related to the work of the office. The presence of subordinate supervisors does not by it self mean LS-2 applies, e.g., a clerical processing organi zation divided into several units, each performing very similar work, is placed in LS-1. In smaller organizations or industries such as retail trade, with relatively few organizational levels, the super visor may have an impact on the policies and major pro grams of the entire organization, and may deal with im portant outside contacts, as described in LS-3. Exclusions. Not all positions titled ’’secretary” possess the above characteristics. Examples of positions which are ex cluded from the definition are as follows: a. Clerks or secretaries working under the direction of sec retaries or administrative assistants as described in e; b. Stenographers not fully performing secretarial duties; c. Stenographers or secretaries assigned to two or more pro LS-3 Organizational structure is divided into two or more subordinate supervisory levels (of which at least one is a managerial level) with several subdivisions at each level. Executive’s program(s) are usually inter-locked on a direct and continuing basis with other major organizational segments, requiring constant attention to extensive formal coordination, clearances, and procedural controls. Executive fessional, technical, or managerial persons of equivalent rank; d. Assistants or secretaries performing any kind of technical work, e.g., personnel, accounting, or legal work; e. Administrative assistants or supervisors performing du ties which are more difficult or more responsible than the secretarial work described in LR-1 through LR-4; https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 221 supervisor, appropriate staff member, or other offices. May prepare and sign routine, nontechnical correspondence in own or supervisor’s name. typically has: Financial decisionmaking authority for assigned program(s); considerable impact on the entire organization’s financial position or public image; and responsibility for, or has staff specialists in, such areas as personnel and administration for assigned organization. Executive plays an impor tant role in determining the policies and major programs of the entire organization, and spends considerable time dealing with outside parties actively interested in assigned program(s) and current or controversial issues. b. Schedules tentative appointments without prior clearance. Makes arrangements for conferences and meetings and assembles established background materials, as directed. May attend meetings and record and report on the proceedings. c. Reviews outgoing materials and correspondence for internal consistency and conformance with supervi sor’s procedures; assures that proper clearances have been obtained, when needed. d. Collects information from the files or staff for routine inquiries on office program(s) or periodic reports. Refers nonroutine requests to supervisor or staff. Level of Secretary’s Responsibility (lr) This factor evaluates the nature of the work relationship between the secretary and the supervisor or staff, and the extent to which the secretary is expected to exercise initiative and judgment. Secretaries are matched at the level best describing their level of responsibility. When the position’s duties span more than one LR level, the introductory paragraph at the beginning of each LR level is used to determine which of the levels best matches the position. (Typically, secretaries performing at the higher levels of responsibility also perform duties described at the lower levels.) e. Explains to subordinate staff supervisor’s require ments concerning office procedures. Coordinates personnel and administrative forms for the office and forwards for processing. LR-3 Uses greater judgment and initiative to determine the approach or action to take in nonroutine situations. Interprets and adapts guidelines, in cluding unwritten policies, precedents, and prac tices, which are not always completely applicable to changing situations. Duties include or are comparable to the following: LR-1 Carries out recurring office procedures indepen dently. Selects the guideline or reference which fits the specific case. Supervisor provides specific instructions on new assignments and checks completed work for accuracy. Performs varied duties including or comparable to the following: a. Based on a knowledge of the supervisor’s views, composes correspondence on own initiative about administrative matters and general office policies for supervisor’s approval. b. Anticipates and prepares materials needed by the supervisor for conferences, correspondence, appoint ments, meetings, telephone calls, etc., and informs supervisor on matters to be considered. a. Responds to routine telephone requests which have standard answers; refers calls and visitors to appro priate staff. Controls mail and assures timely staff response; may send form letters. c. Reads publications, regulations, and directives and takes action or refers those that are important to the supervisor and staff. b. As instructed, maintains supervisor’s calendar, makes appointments, and arranges for meeting rooms. c. Reviews materials prepared for supervisor’s approval for typographical accuracy and proper format. d. Prepares special or one-time reports, summaries, or replies to inquiries, selecting relevant information from a variety of sources such as reports, documents, correspondence, other offices, etc., under general direction. d. Maintains recurring internal reports, such as: Time and leave records, office equipment listings, corre spondence controls, training plans, etc. e. Advises secretaries in subordinate offices on new procedures; requests information needed from the subordinate office(s) for periodic or special confer ences, reports, inquiries, etc. Shifts clerical staff to accommodate workload needs. e. Requisitions supplies, printing, maintenance, or other services. Types, takes and transcribes dictation, and establishes and maintains office files. LR-4 Handles a wide variety of situations and conflicts involving the clerical or administrative functions of the office which often cannot be brought to the attention of the executive. The executive sets the overall objectives of the work. Secretary may participate in developing the work deadlines. Duties include or are comparable to the following: LR-2 Handles differing situations, problems, and devi ations in the work of the office according to the supervisor’s general instructions, priorities, duties, policies, and program goals. Supervisor may assist secretary with special assignments. Duties include or are comparable to the following: a. Screens telephone calls, visitors, and incoming correspondence; personally responds to requests for information concerning office procedures; deter mines which requests should be handled by the https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis a. Composes correspondence requiring some under standing of technical matters; may sign for executive 222 when technical or policy content has been authorized. Typist (4624: Typists) b. Notes commitments made by executive during meetings and arranges for staff implementation. On own initiative, arranges for staff member to repre sent organization at conferences and meetings, establishes appointment priorities, or reschedules or refuses appointments or invitations. Uses a manual, electric, or automatic typewriter to type various materials. Included are automatic typewriters that are used only to record text and update and reproduce previously typed items from magnetic cards or tape. May include typing of stencils, mats, or similar materials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail. Excluded from this definition is work that involves: c. Reads outgoing correspondence for executive’s approval and alerts writers to any conflict with the file or departure from policies or executive’s viewpoints; gives advice to resolve the problems. d. Summarizes the content of incoming materials, specially gathered information, or meetings to assist executive; coordinates the new information with background office sources; draws attention to important parts or conflicts. a. Typing directly from spoken material that has been recorded on discs, cylinders, belts, tapes, or other similar media; b. The use of varitype machines, composing equipment, or automatic equipment in preparing material for print ing; and e. In the executive’s absence, ensures that requests for action or information are relayed to the appropriate staff member; as needed, interprets request and helps implement action; makes sure that information is furnished in timely manner; decides whether execu tive should be notified of important or emergency matters. c. Familiarity with specialized terminology in various keyboard commands to manipulate or edit the recorded text to accomplish revisions, or to perform tasks such as extracting and listing items from the text, or transmitting text to other terminals, or using sort commands to have the machine reorder material. Typically requires the use of automatic equipment which may be either computer linked or have a programmable memory so that material can be organized in regularly used formats or performed paragraphs which can then be coded and stored for future use in letters or documents. Excludes secretaries performing any of the following duties: a. Acts as office manager for the executive’s organiza tion, e.g., determines when new procedures are needed for changing situations and devises and implements alternatives; revises or clarifies proce dures to eliminate conflict or duplication; identifies and resolves various problems that affect the orderly flow of work in transactions with parties outside the organization. Typist I Performs one or more of the following: Copy typing from rough or clear drafts; routine typing of forms, insurance policies, etc; setting up simple standard tabulations; or copying more complex tables already set up and spaced properly. b. Prepares agenda for conferences; explains discussion topics to participants; drafts introductions and develops background information and prepares outlines for executive or staff member(s) to use in writing speeches. Typist II Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language materials; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances. c. Advises individuals outside the organization on the executive’s views on major policies or current issues facing the organization; contacts or responds to contacts from high-ranking outside officials (e.g., city or State officials, Member of Congress, presidents of national unions or large national or international firms, etc.) in unique situations. These officials may be relatively inaccessible, and each contact typically must be handled differently, using judgment and discretion. Personnel Clerk/Assistant (employment) (4692: Personnel clerks, except payroll and timekeep ing) Criteria for matching secretaries by level Level of secretary’s supervisor LS-1 LS-2 LS-3 Level of secretary’s responsibility LR-1 LR-2 LR-3 LR-4 I || III IV HI IV V |V V V I I https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Personnel clerks/assistants (employment) provide cler ical and technical support to personnel professionals or managers in internal matters relating to recruiting, hiring, transfer, change in pay status, and termination of employees. At the lower levels, clerks/assistants primarily provide basic information to current and prospective 223 employees, maintain personnel records and information listings, and prepare and process papers on personnel actions (hires, transfers, changes in pay, etc.). At the higher levels, clerks/assistants (often titled personnel assistants or specialists) may perform limited aspects of a personnel professional’s work, e.g., interviewing candi dates, recommending placements, and preparing person nel reports. Final decisions on personnel actions are made by personnel professionals or managers. Some clerks/as sistants may perform a limited amount of work in other specialties, such as benefits, compensation, or employee relations. Typing may be required at any level. Detailed rules and procedures are available for all assignments. Guidance and assistance on unusual ques tions are available at all times. Work is spot checked, often on a daily basis. Personnel clerk/assistant (employment) II Examines and/or processes personnel action docu ments using experience in applying personnel procedures and policies. Ensures that information is complete and consistent and determines whether further discussion with applicants or employees is needed or whether personnel information must be checked against additional files or listings. Selects appropriate precedents, rules, or proce dures from a number of alternatives. Responds to varied questions from applicants, employees, or managers for readily available information which can be obtained from file material or manuals; responses require skill to secure cooperation in correcting improperly completed person nel documents or to explain regulations and procedures. May provide information to managers on availability of applicants and status of hiring actions; may verify employment dates and places supplied on job applications; may maintain personnel records; and may administer typing and stenography tests. Completes routine assignments independently. De tailed guidance is available for situations which deviate from established precedents. Clerks/assistants are relied upon to alert higher level clerks/assistants or supervisor to such situations. Work may be spot checked periodically. Excluded are: a. Workers who primarily compute and process payrolls or compute and/or respond to questions on benefits or retirement claims; b. Workers who receive additional pay primarily for maintaining and safeguarding personnel record files; c Workers whose duties do not require a knowledge of personnel rules and procedures, such as receptionists, messengers, typists, or stenographers; d. Workers in positions requiring a bachelor’s degree; and e. Workers who are primarily compensated for duties outside the employment specialty, such as benefits, compensation, or employee relations. Positions are classified into levels on the basis of the following definitions. The work described is essentially at a responsible clerical level at the low levels and progresses to a staff assistant or technician level. At level III, which is transitional, both types of work are described. Jobs which match either type of work described at level III, or which are combinations of the two, can be matched. Personnel clerk/assistant (employment) III Type A Serves as a clerical expert in independently processing the most complicated types of personnel actions, e.g., temporary employment, rehires, and dismissals and in providing information when it is necessary to consolidate data from a number of sources, often with short deadlines. Screens applications for obvious rejections. Resolves conflicts in computer listings or other sources of employee information. Locates lost documents or reconstructs information using a number of sources. May check references of applicants when information in addition to dates and places of past work is needed, and judgment is required to ask appropriate routine followup questions. May provide guidance to lower level clerks. Supervisory review is similar to level II. Personnel clerk/assistant (employment) I Performs routine tasks which require a knowledge of personnel procedures and rules, such as: Providing simple employment information and appropriate lists and forms to applicants or employees on types of jobs being filled, procedures to follow, and where to obtain additional information; ensuring that the proper forms are completed for name changes, locator information, applications, etc. and reviewing completed forms for signatures and proper entries; or maintaining personnel records, contacting appropriate sources to secure any missing items, and posting items such as dates of promotion, transfer, and hire, or rates of pay or personal data. (If this information is computerized, skill in coding or entering information may be needed as a minor duty.) May answer outside inquiries for simple factual information, such as verification of dates of employment in response to telephone credit checks on employees. Some receptionist or other clerical duties may be performed. May be assigned work to provide training for a higher level position. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis AND/OR Type B Performs routine personnel assignments beyond the clerical level, such as: Orienting new employees to programs, facilities, rules on time and attendance, and leave policies; computing basic statistical information for reports on manpower profiles, EEO progress and accom plishments, hiring activities, attendance and leave profiles, 224 turnover, etc.; and screening applicants for well-defined positions, rejecting those who do not qualify for available openings for clear-cut reasons, referring others to appropriate employment interviewer. Guidance is pro vided on possible sources of information, methods of work, and types of reports needed. Completed written work receives close technical review from higher level personnel office employees; other work may be checked occasionally. Purchasing Clerk/Assistant (4664: Order clerks) Provides clerical or technical support to buyers or contract specialists who deal with suppliers, vendors, contractors, etc., outside the organization to purchase goods, materials, equipment, services, etc. Clerks/assis tants at level I prepare and process purchase documents, such as purchase orders, invitations to bid, contracts, and supporting papers. Clerks/assistants at level II also examine, review, verify, and control these documents to assure accuracy, correctness, and correct processing. Clerks/assistants at levels III and IV may also expedite purchases already made, by contacting vendors and analyzing and recommending reactions to supplier problems related to delivery, availability of goods, or any other part of the purchase agreement. Clerks/assistants at level IV may also develop technical information for buyers, e.g., comparative information on materials sought. All assignments require a practical knowledge of internal purchasing procedures and operations. Assignments above level I require experience in applying regulations, guidelines, or manuals to specific transactions. Clerks/as sistants may type purchasing documents or perform work described at lower levels, as needed. Final decisions on purchasing transactions are made by buyers, contract specialists, or supervisors.Excluded are: Personnel clerk/assistant (employment) IV Performs work in support of personnel professionals which requires a good working knowledge of personnel procedures, guides, and precedents. In representative assignments: Interviews applicants, obtains references, and recommends placement of applicants in a few well-defined occupations (trades or clerical) within a stable organization or unit; conducts post-placement or exit interviews to identify job adjustment problems or reasons for leaving the organization; performs routine statistical analyses related to manpower, EEO, hiring, or other employment concerns, e.g., compares one set of data to another set as instructed; and requisitions applicants through employment agencies for clerical or blue-collar jobs. At this level, assistants typically have a range of personal contacts within and outside the organization and with applicants, and must be tactful and articulate. May perform some clerical work in addition to the above duties. Supervisor reviews completed work against stated objec tives. a. Typists, file clerks, general clerks, secretaries, recep tionists, and trainees not required to have a knowledge of internal purchasing procedures and operations; b. Workers who process or expedite the purchase of items for direct sale, either wholesale or retail; c. Workers who as a primary duty: Maintain a filing system or listing to monitor inventory levels; reorder items by phone under ongoing contracts; or receive and disburse supplies and materials for use in the organiza tion; d. Production expediters or controllers who primarily ensure the timely arrival and coordination of pur chased materials with assembly line or production schedules and requirements; e. Purchasing expediters who only check on the status of purchases already made and who do not analyze the facts at hand and do not make recommendations for either extension of delivery dates or for other similar modifications to the purchase agreement, as described at level III, b; f. Positions which require a technical knowledge of equipment characteristics and parts, production con trol, or manufacturing methods and procedures; g. Positions requiring a bachelor’s degree; and h. Buyers. Positions are classified into levels based on the following definitions according to the complexity of the work, the condition of the purchase, and the amount of supervision. Personnel clerk/assistant (employment) V Workers at this level perform duties similar to level iv, but are responsible for more complicated cases and work with greater independence. Performs limited aspects of professional personnel work dealing with a variety of occupations common to the organization which are clear cut and stable in employment requirements. Typical duties include: Researching recruitment sources, such as employment agencies or State manpower offices, and advising managers on the availability of candidates in common occupations; screening and selecting employees for a few routine, nonpermanent jobs, such as summer employment; or answering inquiries on a controversial issue, such as a hiring or promotion freeze. These duties often require considerable skill and diplomacy in commu nications. Other typical duties may include: Surveying managers for future hiring requirements; developing newspaper vacancy announcements or explaining job requirements to employment agencies for administrative or professional positions; or reviewing the effect of organizationwide personnel procedural changes on local employment programs (e.g., automation of records, new affirmative action goals). May incidentally perform some clerical duties. Supervisory review is similar to level IV. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Purchasing clerk/assistant I Following well-established and clear-cut procedures and instructions, prepares and processes documents such 225 b. Expedites purchases by making recommendations for action based on simple analyses of the facts at hand, organization guidelines, and the background of the purchase: Contacts suppliers to obtain information on deliveries or on contracts; based on clear-cut guide lines for each type of purchase and previous perform ance of suppliers, availability of item, or impact of delay, recommends extension of delivery date or other similar modifications. May decide to refer problems to production, packaging, or other organization special ists. May reorder standard items under a variety of existing purchase agreements where judgment is needed to ask further questions and to followup and coordinate transactions. as purchase orders, invitations to bid, contracts, and supporting papers. Enters such prescribed information as quantities, model numbers, addresses and prices, after a higher level employee screens the requisition for completeness and accuracy. Posts data from requisitions to internal controls. Work requires a knowledge of proper terminology (including spelling and abbreviations) and some judgment in selecting the appropriate procedure or precedent for each transaction. Contacts are usually limited to the supervisor and the immediate work unit. Receives step-by-step instruction on new assignments. Refers questions to supervisor who may spot check work on a daily basis. Expediters at this level facilitate purchases of standard goods, supplies, equipment, or services, and/or purchases of specialized items when the complexity of the item does not affect the assistant’s work, i.e., the assistant does not coordinate requests for minor deviations from contract specifications, etc., as described at level IV, b. Clerks or assistants at this level coordinate information with buyers and outside suppliers and keep others informed of the progress of transactions. Major changes in regulations and procedures are explained by the supervi sor. Unusual situations are referred to the supervisor who also spot checks completed work for adequacy. Purchasing clerk/assistant II According to detailed procedures or regulations, examines documents such as requisitions, purchase orders, invitations to bid, contracts, and supporting papers. Reviews purchase requisitions to determine that correct item descriptions, prices, quantities, discount terms, shipping instructions, and/or delivery terms have been included and selects appropriate purchase phrases and forms from prescribed lists or files. Obtains any missing or corrected information and prepares purchase orders for supervisory approval. Contacts are usually within the organization to verify or correct factual information. May contact vendors for information about purchases already made and may reorder items under routine and existing purchase arrangements where few, if any, questions arise. Receives detailed instructions on new assignments. Refers questions to supervisor who may spot check work on a daily basis. Clerks or assistants at this level examine documents for orders of standard goods, supplies, equipment or services, and/or for orders of specialized items when the complex ity of the item does not affect the assistant’s work, i.e., the assistant is not required to use considerable judgment to find a previous transaction to use as a guideline, as described at level III, a. Purchasing clerk/assistant IV Assistants at this level have a good understanding of purchase circumstances for specialized items—what to buy, where to buy, and under what terms buyers negotiate and make purchases. They perform assignments de scribed in paragraphs a, b, or c, or a combination of any of these. a. Reviews and prepares purchase documents for highly specialized items where few precedent transactions exist that can be used as guidelines and where provisions such as fixed-price contracts with escala tion, price redetermination, or cost incentives clauses are needed. Complicated provisions for progress payments, for testing and evaluating ordered items, or for meeting production schedules may also exist. As necessary, drafts special clauses, terms, or require ments for unusual purchases. Provides authoritative information to others on purchasing procedures and assures that documents and transactions agree with basic procurement policies. Purchasing clerk/assistant III Assistants at this level perform assignments described in paragraphs a or b, or a combination of the two. b. Expedites purchases of specialized items when the complexity of the items does affect the assistant’s work (see level III, b.). Investigates supplier problems and coordinates requests for minor deviations from the contract specifications with specialists, buyers, suppliers, and users. Recommends revisions to contracts or purchase agreements, if needed, based upon organization requirements. May reorder technical and specialized items within existing purchase contracts which contain special purchasing conditions. Questions which arise are handled similarly to those in level III, b. a. Reviews and prepares purchase documents for special ized items, such as items with optional features or technical equipment requiring precise specifications. Since the transactions usually require special purchas ing conditions, e.g., multiple deliveries, provision of spare parts, or renegotiation terms, considerable judgment is needed to find previous transactions to use as guidelines; as required, adapts phrases or clauses in guideline transactions that apply to the purchase at hand. May review purchasing documents prepared by lower level clerks or by personnel in other organization units to detect processing discrepancies or to clarify documents. May advise employees on how to prepare requisitions for items to be ordered. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis c. Furnishes technical support to buyers or contract specialists, using a detailed knowledge of internal 226 purchasing transactions and procedures, e.g., analyzes bids for contracts to determine the possible number and interest of bidders for standard commodities and services; assembles contracts and drafts special clauses, terms or requirements for unprecedented purchases, e.g., for specially designed equipment or for complex one-time transactions; gathers and summarizes infor mation on the availability of special equipment and the ability of suppliers to meet the organization’s needs. simple repetitive tasks in the same sequence, such as filing precoded documents in a chronological file or operating office equipment, e.g., mimeograph, photocopy, addressograph, or mailing machine. General clerk II Follows a number of specific procedures in completing several repetitive clerical steps performed in a prescribed or slightly varied sequence, such as coding and filing documents in an extensive alphabetical file, simple posting to individual accounts, opening mail, running mail through metering machines, and calculating and posting charges to departmental accounts. Little or no subjectmatter knowledge is required, but the clerk needs to choose the proper procedure for each task. Assistants at this level seek guidance on highly unusual problems but are expected to propose solutions for supervisory approval. Instructions are provided on new procurement policies. Supervisory review is similar to level III; drafts of special clauses, etc., are reviewed in detail. NOTE- Positions above level IV are excluded. Workers in such positions either (1) negotiate agreements with contractors on minor changes in the terms of established contracts; or (2) analyze and make recommendations about proposals concerning specialized equipment, about the solvency performance of supplying firms, or about clerical processing methods needed to fit new purchasing policies. General clerk III Work requires a familiarity with the terminology of the office unit. Selects appropriate methods from a wide variety of procedures or makes simple adaptations and interpretations of a limited number of substantive guides and manuals. The clerical steps often vary in type or sequence, depending on the task. Recognized problems are referred to others. Typical duties include a combination of the following: Maintaining time and material records, taking inventory of equipment and supplies, answering questions on departmental services and functions, operating a variety of office machines, posting to various books, balancing a restricted group of accounts to controlling accounts, and assisting in preparation of budgetary requests. May oversee work of lower level clerks. General Clerk (463: General office occupations) Performs a combination of clerical tasks to support office, business, or administrative operations, such as: Maintaining records; receiving, preparing, or verifying documents; searching for and compiling information and data; responding to routine requests with standard answers (by phone, in person, or by correspondence). The work requires a basic knowledge of proper office procedures. Workers at levels I, II, and III follow prescribed procedures or steps to process paperwork; they may perform other routine office support work, (e.g., typing- filing, or operating a keyboard-controlled data entry device to transcribe data into a form suitable for data processing). Workers at level IV are also required to make decisions about the adequacy and content of transactions handled in addition to following proper procedures. Clerical work is controlled (e.g., through spot checks, complete review, or subsequent processing) for both quantity and quality. Supervisors (or other employees) are available to assist and advise clerks on difficult problems and to approve their suggestions for significant deviations from existing instructions. Excluded from this definition are: Workers whose pay is primarily based on the performance of a single clerical duty such as typing, stenography, office machine opera tion, or filing; and other workers, such as secretaries, messengers, receptionists or public information specialists who perform general clerical tasks incidental to their primary duties. General clerk IV Uses some subject-matter knowledge and judgment to complete assignments consisting of numerous steps that vary in nature and sequence. Selects from alternative methods and refers problems not solvable by adapting or interpreting substantive guides, manuals, or procedures. Typical duties include: Assisting in a variety of administrative matters; maintaining a wide variety of financial or other records; verifying statistical reports for accuracy and completeness; and handling and adjusting complaints. May also direct lower level clerks. Positions above level IV are excluded. Such positions (which may include supervisory responsibility over lower level clerks) require workers to use a thorough knowledge of an office’s work and routine to: 1) choose among widely varying methods and procedures to process complex transactions; and 2) select or devise steps necessary to complete assignments. Typical jobs covered by this exclusion include administrative assistants, clerical super visors, and office managers. General clerk I Follows a few clearly detailed procedures in performing https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 227 Industry Wage Survey Bulletins The most recent reports providing occupational wage data for industries currently included in the Bureau’s program of industry wage surveys are listed below. Bulletins still in print are for sale from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402, or from the Bureau of Labor Statistics, Publications Sales Center, P.O. Box 2145, Chicago, 1L. 60690. Order by title and gpo Stock Number. Bulletins marked with an asterisk (*) are available only from the Chicago address. Bulletins that are out of print are available for reference at leading public, college, or university libraries or at the Bureau’s Washington or regional offices. Manufacturing Basic Iron and Steel, 1988. BLS Bulletin 2346. $2 GPO Stock No. 029-001-03020-7 Cigarette Manufacturing, 1986. BLS Bulletin 2276. $1.25* Corrugated and Solid Fiber Boxes, 1987. BLS Bulletin 2315. $3.50* Grain Mill Products, 1987. BLS Bulletin 2325. $4.50* Hosiery Manufacturing, 1987. bls Bulletin 2321. $3* Industrial Chemicals, 1986. bls Bulletin 2287. $2.50* Iron and Steel Foundries, 1986. BLS Bulletin 2292. $5.50* Machinery Manufacturing, 1983. BLS Bulletin 2229. $3.50* Meat Products, 1984. bls Bulletin 2247. $6* Men’s and Boys’ Shirts and Nightwear, 1987. BLS Bulletin 2304. $3.25* Men’s and Boys’ Suits and Coats, 1989. BLS Bulletin 2365. Men’s and Women’s Footwear, 1986. BLS Bulletin 2291. $3.50* Millwork, 1984. BLS Bulletin 2244. $2* Motor Vehicles and Parts, 1983. BLS Bulletin 2223. $4.75* Petroleum Refining, 1988. BLS Bulletin 2243. $3.25* https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Pressed or Blown Glass and Glassware, 1986. BLS Bulletin 2286. $3* Pulp, Paper, and Paperboard Mills, 1987. BLS Bulletin 2324. $5.50* Shipbuilding and Repairing, 1986. bls Bulletin 2295. $2 * Structural Clay Products, 1986. BLS Bulletin 2288. $3.25* Synthetic Fibers, 1985. BLS Bulletin 2268. $1.50* Textile Dyeing and Finishing, 1985. BLS Bulletin 2260. $3.25* Textile Mills, 1985, BLS Bulletin 2265. $5.50* Wood Household Furniture, 1986. bls Bulletin 2283. $5.50* Nonmanufacturing Auto Dealer Repair Shops, 1988. BLS Bulletin 2337. $3.25* Banking, 1985. BLS Bulletin 2269. $4* Bituminous Coal Mining, 1988. BLS Bulletin 2342. $4.25* Certificated Air Carriers, 1989. BLS Bulletin 2356. $2.25 GPO Stock No. 029-001-03050-9 Computer and Data Processing Services, 1987. bls Bulletin 2318. $3.50 GPO Stock No. 029-001-02988-8 Contract Cleaning Services, 1986. BLS Bulletin 2299. $3* Department Stores, 1986. bls Bulletin 2311. $4.75* Electric and Gas Utilities, 1988. BLS Bulletin 2346. $5.50 gpo Stock No. 029-001-03019-3 Hospitals, 1989. BLS Bulletin 2364. Hotels and Motels, 1988. bls Bulletin 2335. $3.75 GPO Stock No. 029-001-03006-1 Life and Health Insurance Carriers, 1986. bls Bulletin 2293. $5* Nursing and Personal Care Facilities, 1985. BLS Bulletin 2275. $5* Oil and Gas Extraction, 1988. BLS Bulletin 2334. $3.25* Temporary Help Supply, 1987. BLS Bulletin 2313. $5* ☆ U.S. GOVERNMENT PRINTING OFFICE: 1990- 2 62 -2 85 / 2 8 2 0 1 Sound Economics Twelve issues of the Monthly Labor Review for only $20. Analytical articles, Developments in Industrial Relations, Major Agreements Expiring, 51 tables of Current Labor Statistics, Research Summaries. 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