View PDF

The full text on this page is automatically extracted from the file linked above and may contain errors and inconsistencies.

Occupational Wage Survey
LUBBOCK, TEXAS
JUNE 1964

Bulletin No. 1385-75




UNITED STATES DEPARTMENT OF LABOR
W. Willard Wirtz, Secretary
BUREAU OF LABOR STATISTICS
Ewan Clague, Commissioner




Occupational Wage Survey
LUBBOCK, TEXAS




JUNE 19 6 4

Bulletin No. 1385-75
July 1964

UNITED STATES DEPARTMENT O F LABOR
W . W illard W irtz, Secretary
BUREAU OF LABOR STATISTICS
Ewan Clagve, Commissioner
For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 2040 2 - Price 25 cents




Preface

Contents
Page

The B u rea u of L ab o r S ta tistic s p ro g ra m of annual
occupational wage s u rv e y s in m etrop o litan a re a s is designed
to p ro v id e data on occu p ation al earn in g s, and estab lish m en t
p ra c tic e s and su p p lem e n tary wage p ro v isio n s. It yield s
d etailed data by se le c te d in d u stry d ivisio n s fo r m etrop o litan
a r e a la b o r m a rk e ts , fo r econom ic reg io n s, and fo r the
United S ta te s. A m a jo r con sid eratio n in the p ro g ra m is
the need fo r g re a te r in sigh t into (a) the m ovem ent of
w ages by o ccupational c a te g o ry and s k ill le v e l, and (b) the
s tru c tu re and le v e l of w ages among la b o r m a rk ets and
in d u stry d iv isio n s.

This b u lle tin p re s e n ts re s u lts of the s u rv e y in
Lubbock, T ex., in June 1964. It w as p re p ared in the
B u re a u 's re g io n a l o ffic e in A tlan ta, Ga., by R obert F.
M cN eely, under the d ire c tio n of Donald M. C ru se, R egional
Wage A n a ly st.




T ables:
1. E stab lishm ents and w o rk e rs w ithin scope of s u rv e y
and num ber studied--- --- ------------------ ------ --------- --- -------------------2. Indexes of stan d ard w eek ly s a la rie s and stra ig h t-tim e
h o u rly earnin gs fo r selec te d occupational groups,
and p e rc en ts of in c re a s e fo r selec te d p e rio d s----------1
----------------

3
3

A : O ccupational e a rn in g s:*
---------------------------------------A - 1. O ffice oornpati on s—
women —
A - 2. P ro fe s s io n a l and tech n ical occupations— e n _____________
m
A - 3. O ffice, p ro fe s s io n a l, and tech n ical occupations—
m en and wom en com b in e d -------------------------------A -4 . M aintenance and p ow erp lant occupations ______ __
A - 5. C u stodial and m a te ria l m ovem ent occupations___
B: E stab lishm ent p ra c tic e s and su p p lem en tary wage
p ro v isio n s :*
B - l . M inim um en trance s a la rie s fo r wom en office
w o r k e r s ------------------------------------------------------------------------- „
B -2.

5
6

00

E igh ty-tw o la b o r m a rk e ts c u rre n tly are included
in the p ro g ra m . In form ation on occupational earnings is
c o lle c te d an n u ally in each a re a . Inform ation on e sta b ­
lish m en t p ra c tic e s and su p p lem en tary wage p ro visio n s is
obtained b ie n n ia lly in m o st of the a re a s .

4

sO

A p re lim in a ry r e p o r t and an individual a re a
b u lle tin p re s e n t s u rv e y re s u lts fo r each lab or m a rk et
studied. A fte r com p letion of a ll of the individual a re a
b u lle tin s fo r a round of s u rv e y s , a tw o -p a rt su m m ary
b u lle tin is issu e d . The f i r s t p a rt b rin g s data fo r each
of the la b o r m a rk e ts studied into one bu lletin . The second
p a rt p re s e n ts in fo rm atio n which has been p ro jected fro m
in d ivid u al la b o r m a rk e t data to re la te to econom ic regions
and the United S ta te s.

1

Introduction___________________________________
Wage tren d s fo r selec te d occupational g ro u p s..

9

S h ift d i f fe r e n t ia ls ------------------------------------------------------------------

9

B -3 . Scheduled w e e k ly h o u rs---------------------------------------------------- „
B -4 . P aid h o lid a y s ____________________________________________
B -5 . P aid vac atio n s____________________________________________
B -6 . H ealth, in su ran ce, and p e n sio n p la n s ____________________
B -7 . P aid s ic k le a v e __________________________________

10
11
12
14
15

Appendix: O ccupational descrip tion s.

a re a s .

Hi

* NOTE: S im ila r tabulations a re av a ila b le fo r oth er
(See in sid e back c o v e r.)

17




Occupational Wage S u rvey—Lubbock, Tex.
Introduction

as fo r o ffice c le r ic a l occu p ation s, re fe re n c e is to the w o rk schedules
(rounded to the n e a re s t h a lf hour) fo r w hich s tra ig h t-tim e s a la rie s
a re paid; a v e ra g e w e e k ly earn in gs fo r th ese occupations have been
rounded to the n e a re s t h a lf d o lla r.

This a r e a is 1 of 82 la b o r m a rk ets in w hich the U. S. D e­
p artm e n t of L a b o r’s B u reau of Labor S ta tistic s conducts su rv e y s of
occu p ation al earn in g s and re la te d wage b enefits on an are aw id e b a sis.
In th is a r e a , data w e re obtained by p e rso n a l v is its of B u reau field
eco n om ists to re p re s e n ta tiv e estab lish m en ts within six b road in d u stry
d iv isio n s: M anufacturing; tran sp o rta tio n , com m unication, and other
public u tilitie s ; w h o le s a le tra d e ; re ta il trad e ; finance, in su ra n c e , and
r e a l e sta te ; and s e r v ic e s . M ajo r in d u stry groups excluded fro m these
stu d ies a r e go vern m en t o p eratio n s and the con struction and e x tra c tiv e
in d u s trie s . E sta b lish m en ts having fe w er than a p re s c rib e d num ber of
w o rk e r s a re o m itted b ecau se they tend to fu rn ish in su ffic ie n t em p lo y­
m ent in the occupations studied to w a rra n t inclusion. S ep a ra te tabu­
la tio n s a r e p ro vid ed fo r each of the broad in d ustry d ivisio n s which
m eet p u blication c r i t e r i a .

D iffe ren c es in pay le v e ls fo r se le c te d occupations in which
both m en and wom en a re com m only em ployed m ay be due to such
fa c to rs as (1) d iffe re n c e s in the d istrib u tio n of the sex es among in ­
d u s trie s and estab lish m e n ts; (2) d iffe re n c e s in length of s e rv ic e or
m e rit re v ie w when individual s a la rie s a r e ad justed on this b asis;
and (3) d iffe re n c e s in sp ec ific duties p e rfo rm e d , although the occu ­
pations a r e a p p ro p ria te ly c la s s ifie d w ithin the sam e s u rv e y job d e­
sc rip tio n . Job d e sc rip tio n s used in c la ssify in g em p loyees in these
s u rv e y s a r e u s u a lly m o re g e n eraliz e d than those used in individual
estab lish m e n ts. This allo w s fo r m in o r d iffe re n c e s among e sta b lis h ­
m ents in sp ec ific d uties p e rfo rm e d .

T hese s u rv e y s a r e conducted on a sam ple b asis because of
the u n n e c e s sa ry c o st in volved in su rveyin g a ll e stab lish m e n ts. To
obtain optim um a c c u ra c y at m inim um c o st, a g re a te r p ro p ortion of
la rg e than o f s m a ll e stab lish m en ts is studied. In combining the data,
h o w e v e r, a ll e stab lish m e n ts a r e given th e ir ap p rop riate w eight. E s ­
tim a te s based on the e stab lish m en ts studied a re p re se n ted , th e re fo re ,
as re la tin g to a ll estab lish m e n ts in the in d ustry grouping and a r e a ,
excep t fo r those below the m inim um size studied.

O ccupational em ploym ent e stim a te s re p re s e n t the to tal in
a ll estab lish m en ts w ithin the scope of the study and not the number
ac tu a lly su rv e y e d . B ecau se of d iffe re n c e s in occupational stru c tu re
among e sta b lish m e n ts, the e stim a te s of occupational em ploym ent
obtained fro m the sam ple of estab lish m en ts studied s e rv e only to
indicate the re la tiv e im p ortan ce of the jobs studied. T hese d iffe r ­
ences in occupational s tru c tu re do not m a te ria lly a ffe c t the ac c u ra cy
of the earnin gs data.

O ccupations and E arn in gs
The occupations se le c te d fo r study a re common to a v a r ie ty
of m an u factu rin g and nonm anufacturing in d u strie s, and a re of the
follow ing typ es: (a) O ffice c le ric a l; (b) p ro fe s s io n a l and techn ical;
(c) m aintenance and pow erp lant; and (d) cu stod ial and m a te ria l m o v e ­
m ent. O ccupational c la s s ific a tio n is based on a u n ifo rm set of job
d e sc rip tio n s designed to take account of in te r estab lish m en t v a ria tio n
in d u ties w ith in the sam e job. The occupations selec te d fo r study
a re lis te d and d e sc rib e d in the appendix. Earnings data fo r som e of
the occupations lis te d and d e sc rib e d a re not p resented in the A - s e r ie s
ta b le s because e ith e r (1) em ploym ent in the occupation is too sm a ll
to p ro vid e enough data to m e r it p resen tatio n , or (2) th e re is p o s s i­
b ility of d is c lo s u re of in d ivid u al estab lish m en t data.

E stab lishm ent P ra c tic e s and Su p plem en tary Wage P ro v is io n s
Inform ation is p re se n ted (in the B - s e r ie s tables) on selected
estab lish m en t p ra c tic e s and su p p lem en tary wage p ro v isio n s as they
re la te to o ffice and plant w o rk e r s . A d m in is tra tiv e , ex ecu tive, and
p ro fe s s io n a l e m p lo yees, and fo rc e -a c c o u n t con stru ctio n w o rk e rs who
a re u tiliz e d as a sep a ra te w o rk fo rc e a r e excluded. "Office w o rk ers"
include w orking s u p e rv is o rs and n o n su p e rv iso ry w o rk e rs perform in g
c le r ic a l o r re la te d functions. "Plant w o rk e rs " include w orking forem en
and a ll n o n su p e rv iso ry w o rk e rs (including leadm en and train ees) en­
gaged in nonoffice functions. C a fe te ria w o rk e rs and routem en a re
excluded in m anufacturing in d u s trie s , but included in nonm anufacturing
in d u stries.

O ccupational em ploym ent and earnings data a re shown fo r
fu ll-tim e w o rk e r s , i. e. , those h ired to w o rk a re g u la r w e e k ly schedule
in the given occu p ation al c la s s ific a tio n . Earnings data exclude p r e ­
m ium pay fo r o v e rtim e and fo r w o rk on w eeken d s, h o lid ays, and late
s h ifts . N onproduction bonuses a re excluded, but c o s t-o f-liv in g bonuses
and in cen tive earn in g s a re included. W here w eekly hours a re re p o rte d ,




M inim um en tran ce s a la rie s (table B - l) re la te only to the e s ­
tablish m en ts v is ite d . They a re p re se n ted in te rm s of estab lish m en ts
w ith fo rm a l m inim um en tran ce s a la ry p o lic ie s.

1

2
Sh ift d iffe re n tia l data (table B -2) a r e lim ite d to plant w o rk e rs
in m anufacturing in d u s trie s . This in fo rm ation is p re se n ted both in
te rm s of (a) estab lish m en t p o lic y ,1 p re se n ted in te rm s o f to ta l plant
w o rk e r em ploym ent, and (b) e ffe c tiv e p ra c tic e , p re se n ted in te rm s of
w o rk e rs a c tu a lly em ployed on the sp ec ifie d sh ift at the tim e o f the
s u rv e y . In estab lish m en ts having v a r ie d d iffe re n tia ls , the amount
applying to a m a jo rity w a s used o r , if no am ount applied to a m a jo rity ,
the c la s s ific a tio n ’'other" w as u sed . In estab lish m en ts in w hich som e
la te - s h ift hours a r e paid at n o rm a l r a t e s , a d iffe re n tia l w as re c o rd e d
only if it applied to a m a jo rity o f the sh ift h o u rs.
The scheduled w e e k ly hou rs (table B -3) of a m a jo rity o f the
fi r s t - s h i f t w o rk e rs in an e stab lish m en t a r e tabulated as applying to
a ll o f the plant o r o ffice w o rk e rs o f that estab lish m en t. P aid h olidays;
paid vacatio n s; and h ealth , in su ra n c e , and pension plans (tab les B -4
through B -7) a re tre a te d s ta tis tic a lly on the b a sis that these a re
ap p licab le to a ll plant o r o ffice w o rk e rs if a m a jo rity o f such w o rk e rs
a r e elig ib le o r m ay e v en tu a lly q u alify fo r the p ra c tic e s lis te d . Sum s
o f individual item s in ta b les B -2 through B -7 m ay not equal to tals
b ecau se of rounding.
Data on paid holidays (table B -4) a r e lim ite d to data on
holidays granted an n u ally on a fo rm a l b a sis; i. e. , (1) a r e p rovid ed
fo r in w ritte n fo rm , o r (2) have been e stab lish ed by custom . H olidays
o rd in a rily granted a r e included even though th ey m ay fa ll on a non­
w o rk d ay, even if the w o rk e r is not gran ted another day off. The f i r s t
p a rt of the paid holidays table p re s e n ts the num ber of w hole and h alf
h olidays ac tu a lly gran ted . The second p a rt com bines w hole and h alf
holidays to show to ta l holiday tim e .
The su m m ary o f vacatio n plans (table B -5) is lim ited to
fo rm a l p o lic ie s , excluding in fo rm a l a rra n g em en ts w h ereb y tim e off
w ith pay is granted at the d is c re tio n o f the e m p lo y er. S ep a ra te
e stim a te s a re p rovid ed accord ing to e m p lo yer p ra c tic e in computing
vacatio n p aym en ts, such a s tim e p aym en ts, p e rc en t o f annual e arn in g s,
o r fla t-s u m am ounts. H ow ever, in the tabulations of vacatio n pay,
paym ents not on a tim e b a sis w e re co n verted to a tim e b a sis; fo r
exam p le, a paym ent of 2 p e rc en t o f annual earnin gs w as con sid ered
as the eq uivalent of 1 w e e k ’s pay.
An establishment was considered as having a policy if it m et either of the following
conditions: (1) Operated late shifts at the time o f the survey, or (2) had formal provisions covering
late shifts. An establishment was considered as having formal provisions if it (1) had operated late
shifts during the 12 months prior to the survey, or (2) had provisions in written form for operating
late diifts.




Data a re p resen ted fo r a ll h e alth , in s u ra n c e , and pension
plans (tab les B -6 and B -7) fo r w hich at le a s t a p a rt o f the c o s t is
borne by the e m p lo y er, excepting only le g a l re q u ire m e n ts such as
w o rk m en 's com pensation, s o c ia l s e c u r ity , and r a ilro a d re tire m e n t.
Such plans include those u n d e rw ritte n by a c o m m e rc ia l in su ran c e
com pany and those p rovid ed through a union fund o r paid d ire c tly
by the em p lo yer out of c u rre n t o p eratin g funds o r fro m a fund se t
asid e fo r this p u rp ose. Death b en efits a r e included as a fo rm of
life in su ran ce.
S ick n ess and accident in su ran c e is lim ite d to that type of
in su ran ce under which p re d e term in e d c ash p aym en ts a r e m ade d ire c tly
to the in sured on a w eek ly o r m onthly b a s is during illn e s s o r accid en t
d is a b ility .
Inform ation is p re se n ted fo r a ll such p lans to w hich the
e m p lo yer con tribu tes. H ow ever, in New Y o rk and New J e r s e y , w hich
have enacted te m p o ra ry d is a b ility in su ran c e law s w hich re q u ire e m ­
p lo y e r con tribu tion s, 2 plans a r e included only if the e m p lo y er (1) con ­
trib u te s m o re than is le g a lly re q u ire d , o r (2) p ro v id e s the em p loyee
w ith benefits which exceed the re q u ire m e n ts of the law . T abulations
of paid sick le a v e plans a re lim ite d to fo rm a l p la n s 3 w hich p ro v id e
fu ll pay o r a p ro p ortion of the w o rk e r 's pay during ab sen ce fro m w o rk
b ecause of illn e s s . S ep a ra te tabu latio ns a r e p re se n te d accord in g to
(1) plans which p rovid e fu ll pay and no w aitin g p e rio d , and (2) plans
w hich p rovid e e ith er p a rtia l pay o r a w aitin g p e rio d . In addition to
the p resen tatio n of the p ro p o rtio n s of w o rk e rs who a r e p ro vid ed
sick n ess and accident in suran ce o r paid sick le a v e , an unduplicated
to ta l is shown of w o rk e rs who re c e iv e e ith e r o r both typ es of b e n e fits.
C atastrophe in su ran c e , so m etim es r e f e r r e d to as extended
m e d ic al in su ran ce, includes those plans w hich a r e designed to p ro te c t
em p loyees in c ase o f sick n ess and in ju ry involvin g exp en ses beyond
the n o rm a l coverage of h o sp ita liza tio n , m e d ic a l, and s u rg ic a l p lan s.
M ed ical in suran ce r e f e r s to plans p ro vid in g fo r com p lete o r p a r tia l
paym ent o f d octo rs' fe e s . Such plans m ay be u n d e rw ritte n by c o m ­
m e r c ia l in suran ce com panies o r n on p rofit o rg an iz atio n s o r th ey m ay
be s e lf-in s u re d . T abulations o f re tire m e n t pension p lans a r e lim ite d
to those plans that p rovid e m onthly paym en ts fo r the re m a in d e r of
the w o rk e r's life .
2 The temporary disability laws in California and Rhode Island do not require em ployer
contributions.
3 An establishment was considered as having a formal plan if it established at least the
minimum number of days of sick leave that could be expected by each em ployee. Such a plan
need not be written, but informal sick leave allowances, determined on an individual basis, were
excluded.

3

Table 1. Establishm ents and w orkers within scope of su rvey and number studied in Lubbock, Tex., 1 by m ajor industry division, 2 June 1964
Minimum
employment
in establish­
ments in scope
of study

Industry division

Number of establishm ents
Within
scope of
study 3

W orkers in establishm ents
Within scope of study

Studied

Studied
T otal4

Office

Plant

T otal4

94

T ransportation, comm unication, and other
W holesale

*****

69

12,500

1,8 0 0

8, 500

10, 620

50
-

28
66

21
48

3,9 0 0
8,6 0 0

300
1, 500

2 ,8 0 0
5, 700

3,200
7,420

50
50
50
50
50

14
14
21
7
10

11
7
16
6
8

2 ,500
1,0 0 0
3 ,800
600
700

600

1 ,4 0 0
<!)
(!)
(!)
(6)

2, 270
500
3,470
590
590

<
!>
(!)
(!)
(6)

1 The Lubbock Standard M etropolitan Statistical A re a consists of Lubbock County. The "workers within scope of study" estim ates shown in this table provide a reasonably accurate
descrip tion of the size and com position of the labor force included in the survey. The estim ates are not intended, however, to se rve as a basis of com parison with other employment indexes
fo r the a re a to m easu re em ploym ent trends or levels since (1) planning of wage su rveys req u ires the use of establishm ent data compiled considerably in advance of the p ayro ll period studied,
and (2) sm all establishm ents a re excluded from the scope of the survey.
2 The 1957 re vise d edition of the Standard Industrial C lassification Manual was used in classifying establishm ents by industry division.
3 Includes a ll establishm ents with total employment at or above the minimum lim itation. A ll outlets (within the area) of companies in such industries as trade, finance, auto rep a ir service,
and motion picture th e a te rs a re considered as 1 establishm ent.
4 Includes executive, p ro fessio n al, and other w o rk ers excluded from the separate office and plant categories.
5 Taxicabs and se rv ic e s incidental to w ater transportation w ere excluded.
6 This ind u stry d ivision is represen ted in estim ates fo r "all industries" and "nonmanufacturing" in the S e ries A tables, and fo r "all industries" in the S eries B tables. Separate p resen ­
tation of data fo r this d ivision is not made fo r one or m ore of the following reaso n s: (1) Employment in the division is too sm all to provide enough data to m erit separate study, (2) the sample
was not designed in itia lly to p erm it separate presentation, (3) response was insufficient o r inadequate to p erm it separate presentation, and (4) there is p o ssib ility of d isclosu re of individual
establishm ent data.
7 W orkers fro m this en tire industry division are represented in estim ates fo r "all industries" and "nonmanufacturing" in the S eries A tab les, but from the re a l estate portion only in
estim ates fo r "all industries" in the S e rie s B tables. Separate presentation of data fo r this division is not made fo r one or m ore of the reasons given in footnote 6 above.
8 Hotels; p erson al s e rv ic e s ; business se rvic e s; automobile rep a ir shops; motion p ictu res; nonprofit m em bership organizations; and engineering and arch itectu ral services.




Table 2. Indexes of standard w eekly sa la rie s and straig h t-tim e hourly earnings fo r selected occupational groups,
and percents of in crease fo r selected periods, Lubbock, Tex.
Index
(May 1961-100)
Occupational group
June 1964

P ercen ts of increase
June 1963
to
June 1964

June 1962
to
June 1963

May 1961
to
June 1962

June I960
to
May 1961

110.2
Skilled maintenance (men)

3.8
(M

2.4
(|)

3.7

<!>
(M

(M

(l )

C )

(')

<*)
.6

(*)
3.1

110.8

1 Data do not m eet publication c rite ria .

6.0

3.9

3.1

4
Wage Trends for Selected Occupational Groups

P re se n te d in tab le 2 a re indexes and p ercen ta g es of change
in a v e ra g e s a la rie s of o ffice c le r ic a l w o rk e rs and in d u s tria l n u rs e s ,
and in a v e ra g e earn in g s of selec te d plant w o rk e r grou p s.
F o r o ffice c le r ic a l w o rk e rs and in d u s tria l n u rs e s , the p e r ­
centages of change r e la te to a v e ra g e w e e k ly s a la rie s fo r n o rm a l hours
of w o rk , that is , the stan d ard w o rk schedule fo r w hich s tra ig h t-tim e
s a la rie s a r e paid. F o r plant w o rk e r gro u p s, th ey m e a su re changes
in a v e ra g e s tra ig h t-tim e h o u rly e a rn in g s, excluding p rem iu m pay fo r
o v e rtim e and fo r w o rk on w eeken d s, h o lid a y s, and la te s h ifts . The
p ercen tag es a r e based on data fo r selec te d k ey occupations and in ­
clude m o st of the n u m e ric a lly im p o rtan t jobs w ithin each group.
The o ffice c le r ic a l data a r e based on m en and wom en in the follow ing
19 job s: Bookkeeping-m achine o p e ra to rs , c la s s B; c le r k s , accounting,
c la s s A and B; c le r k s , file , c la s s A , B , and C; c le r k s , o rd e r; c le r k s ,
p a y ro ll; C om ptom eter o p e ra to rs ; keypunch o p e ra to rs , c la s s A and B;
o ffice boys and g ir ls ; s e c r e ta r ie s ; ste n o g ra p h ers, g e n e ra l; s te n o g ra ­
p h e rs , sen io r; sw itch b oard o p e ra to rs ; tabu latin g-m ach in e o p e ra to rs ,
c la s s B; and ty p is ts , c la s s A and B. The in d u s tria l n u rse data a r e
based on m en and wom en in d u stria l n u rs e s .
Men in the follow ing
8 sk ille d m aintenance job s and 2 u n sk illed jobs a r e included in the
plant w o rk e r data: S k ille d — c a rp e n te rs ; e le c tric ia n s ; m a c h in ists; m e ­
chanics; m ec h an ic s, autom otive; p a in te rs ; p ip e fitte rs ; and to o l and
die m a k e rs; u n sk ille d —ja n ito r s , p o r te r s , and c le a n e rs ; and la b o r e r s ,
m a te ria l handling.
A v e ra g e w e e k ly s a la rie s o r av e ra g e h o u rly earnin gs w e re
computed fo r each o f the selec te d occupations. The a v e ra g e s a la rie s
o r h o u rly earn in g s w e re then m u ltip lied by em ploym ent in each of
the jobs during the p erio d su rve ye d in 19 6 1. T hese w eighted earnin gs




fo r individual occupations w e re then to tale d to obtain an ag g re g ate fo r
each occupational group. F in a lly , the ra tio (e x p re s se d as a p ercen tage)
of the group aggregate fo r the one y e a r to the ag g reg ate fo r the o th er
y e a r w as computed and the d iffe re n c e betw een the re s u lt and 100 is
the p ercentage of change fro m the one p e rio d to the o th er. The
indexes w e re computed by m ultiplyin g the ra tio s fo r each group
agg regate fo r each p eriod a fte r the b ase y e a r (1 9 6 1).
The indexes and p ercen ta g es o f change m e a s u re , p rin c ip a lly ,
the e ffe c ts of (1) g e n era l s a la ry and w age changes; (2) m e r it o r o th er
in c re a s e s in pay re c e iv e d by in d ivid u al w o rk e r s w h ile in the sam e
job; and (3) changes in av e ra g e w ages due to changes in the la b o r fo rc e
re su ltin g fro m lab o r tu rn o v e r, fo rc e ex p an sio n s, fo rc e re d u c tio n s,
and changes in the p ro p ortion s of w o rk e r s em ployed by e sta b lish m e n ts
w ith d iffe re n t pay le v e ls .
Changes in the la b o r fo rc e can cau se
in c re a s e s o r d e c re a s e s in the occu p atio n al a v e ra g e s w ithout a c tu a l
wage changes.
F o r exam ple, a fo rc e expansion m ight in c re a s e the
p ro p o rtio n of lo w er paid w o rk e rs in a sp e c ific occupation and lo w e r
the a v e ra g e , w h e re a s a red u ction in the p ro p o rtio n of lo w e r paid
w o rk e rs would have the opposite e ffe c t. S im ila r ly , the m ovem en t o f
a high-paying estab lish m en t out of an a r e a could cau se the a v e ra g e
earn in g s to drop, even though no change in ra te s o c c u rre d in o th er
estab lish m en ts in the a re a .
The use of constant em ploym ent w eigh ts e lim in a te s the e ffe c t
of changes in the p ro p ortion of w o rk e rs re p re s e n te d in each job in ­
cluded in the data. The p ercen ta g es of change re fle c t only changes in
av e ra g e pay fo r stra ig h t-tim e h o u rs. T hey a re not influenced by
changes in standard w o rk sch ed u les, as such, or by p rem iu m pay
fo r o vertim e.




A: Occupational Earnings
Table A-l. Office Occupations—Women
(Average straight-time weekly hours and earnings for selected occupations studied on an area basis
by industry division, Lubbock, Tex., June 1964)
Average

Occupation and industry division

Number
of
workers

%

Weekly Under
Weekly
hours * earnings 1 %
(standard) (standard) 50

50

Number of workers receiving straight-time weekly earnings of—
*
1
%
$
S
$
$
1
ii
$
%
$
55

60

65

70

75

80

85

90

95

10C

105

$

110

and
under

115

and

BOOKKEEPING-MACHINE OPERATORS*
CLASS A -----------------------------------------NONMANUFACTURING —------ --------------

2C
18

41.0
41.0

$
72.00
72.00

BOOKKEEPING-MACHINE OPERATORS*
CLASS B — — — — — — — — — — —
—
———— — —
NONMANUFACTURING ------------------------

76
65

40.0
4C.0

59.50
58.50

CLERKS* ACCOUNTING* CLASS A — ------NONMANUFACTURING —--------------------PUBLIC UTILITIES2---------------------

40
33
21

40.0
40.0
40.0

8 4.CO
82.00
86.00

CLERKS* ACCOUNTING, CLASS B ----------NONMANLFACTURING---------------------- -

104
94

40.0
40.0

65.50
66.00

-

60

65

70

75

80

85

90

-

2
2

4
4

1
1

-

8
6

5
5

“

—

—

~

—

“

—

—
-

—
“

25
25

18
17

15
11

12
9

4
3

1

1

—
~

-

-

~

-

—
“

—
-

—
-

_
-

_

4
4
3

3
2

6
5
1

4
4
1

_

4
2
2

3
2
2

7
7
7

1
—

_
—

—

-

7
7
5

-

-

-

18
17

8
8

2
2

1
1

1
1

_

_

_
-

1
1

1
1

“

_

1
1

_

_

_

-

1
1

3
3

3

1
1
1

-

16
16

15
12

20
16

21
19

1
1

12

7
3

1
1

3
2

5
4

6
4

4
4

100

105

110

1

2

1
1

-

95

115 over

55

-

CLERKS, ORDER ------------ -----------------------a rtiuI*a a i ic a/ 111d ta r.
u
u
*
*
nUnrWrlvfrAt t UMiSu
*

22
i\.

40.0
Ht.U

59.00
30.31

_

CLERKS* PAYROLL ---------------------------------NONMANUFACTURING — -----------------------

23
19

4C.0
40.0

73.50
74.50

_

3
3

10
6

5
5

7
7

2
2

5
5

1
1

8
8

12
9

8
8

2
2

2
2

-

_

-

3
3
3

7
7
-

4
2
~

16
15
“

12
10
2

6
6
~

7
5
2

5
5
5

_

-

~

1
1
1
_

_

_

-

—
-

—
-

1
1
1

2
2
2

1
1
1

c

-

1
1

COMPTOMETER OPERATORS------------ ---------NONMANUFACTURING ---------------------------

32
28

4C.0
40.0

63.00
64.00

_
-

KEYPUNCH CPERATCRS* CLASS B -----------NONMANLFACTURING ---------------------------

33
30

40.0
4C.0

63.50
63.50

_

SECRETARIES------------------------------ ---------NONMANUFACTURING --------------------------PUBLIC UTILITIES2-----------------------

65
58
17

40.0
40.0
40.0

82.50
82.50
94.50

-

STENOGRAPHERS* GENERAL --------------------NONMANUFACTURING — ----------------------PUBLIC UTILITIES2-----------------------

70
57
23

40.0
40.0
4C.0

66.50
66.50
75.50

_

9
8
~

15
13
“

7
7
1

15
7
4

8
7
6

11
10
8

2
2
2

2
2
1

_

_

-

-

-

1
1
1

STENOGRAPHERS, SENIOR ----------------------NGNMANUFACTURING --------------------------PUBLIC UTILITIES2-----------------------

43
37
17

40.0
4C.0
40.0

85.00
84.00
94.00

_

_

-

-

2
2
-

2
2
~

3
3
1

5
5
2

4
4
l

5
4
1

3
3
1

1C
6
3

1
-

4

SWITCHBOARD OPERATORS------------------------NONMANLFACTURING --------------------------

18
16

40.0
4C.5

59.50
61.00

1
1

7
5

2
2

1
1

4
4

2
2

_

1
1

_

_

~

SWITCHBOARD CPERATOR-REfEPTIONISTS-

18

41.0

61.50

-

3

3

8

2

-

2

TYPISTS, CLASS 6 -------------------------------NONMANLFACTURING ---------------------------

18
16

4C.C
4C.0

58.50
58.50

_

8
7

_

10
9

_

_

_

_

_

-

A

4
_

_

_

_

_

_

_

_

“

-

-

-

_

_

_

Standard hours reflect the workweek for which employees receive their regular straight-time salaries and the earnings correspond to these
weekly hours.
Transportation, communication, and other public utilities.

Table A-2. Professional and Technical Occupations—Men

6

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis
by industry division, Lubbock, Tex., June 1964)
Number of workers receiving straight-time weekly earnings of—
$
*
$
*
*
*
*
$
$
$
$
*

Average

$

Number
of
workers

*

$

65

70

75

80

85

90

95

100

105

110

115

120

125

130

65

Occupation

fe
C

7C

75

80

85

90

95

100

105

110

115

120

125

130

135

-

-

2

3

3

-

-

1

Weekly
Weekly
hours 1 earnings 1 and
(standard) (standard) under

$

DRAFTSMEN, SENICR ---------------------------

18

40.0

99.50

r\»
*
urM inutm
UKAr 1ortN , JUN1UK

16

40.0

69.50

—— —
——

-

-

1

2

6

-

-

1
Standard hours reflect the workweek for which employees receive their regular straight-time salaries and the earnings correspond to these
weekly hours.

Table A-3. Office, Professional, and Technical Occupations—Men and Women Combined
(Average straight-time weekly hours and earnings for selected occupations studied on an area basis
by industry division, Lubbock, Tex. , June 1964)

Weekly
Weekly
hours 1 earnings 1
(standard) (standard)

Occupation and industry division

B00KKEEPING-MACHINE OPERATORS »
CLASS A ——— — — —— — ———
—
NONMANUFACTURING------------------------

$

n cK n r ATKLLL
CLcni/f i niwnm t
Io

.. .

NONMANUFACTURING ------------------------

21
19

41.C
41.0

71.50
71.00

76

4C.0

59.50
< p
•
58.50 KfYPiifiirp CrcKAICttov CCA>o D
^LTrUWvr rPFRhTrRc n
NONMANUFACTURING -----------------------nid i r r U1 tiLrricrZ
r
86.00
rW IC i ■ 1 1 1 1 to
DL
85.00
.
jrL P tIW n lt3
---- —
89.50 CtroCTAOICC

BOOKKEEPING-MACHINE OPERATORS,
NCNMAN0FAC TURING — — — ———
CLERKS, ACCOUNTING, CLASS A — — —
N0NMANUF ACTUR ING —
—— — — —
PUBLIC UTILITIES ------------------- ~

n pbkc . ArrriiNTink. n
IN nir A M rA
U V U l#
IW ^J
o
CLERKS• CRCER

^
huhrANtrflt 1U llN
K U

Number
of
workers

Weekly
Weekly
hours 1 earnings 1
(standard) (standard)

OFFICE OCCUPATIONS— CONTINUED

OFFICE OCCUPATIONS

p — — —

—
—

4C.0

Z4
106
94

aC .U
4 r *n

C t n r 1 CPCTtn UrCi'AI IKj
C
t PtlOTTM 1CO PDCDlTrOC
i:riLUuiiiCiPTiiAfiLr
uuINrAriUrAtlUnihb

3K 4C . C
32 4C.0

Occupation and industry division

43
37
17

4C.0
40.0

85.00
84.00
94.00

c wTTri-:or a or nocoATroc
OKI 1 WnDwAnl UrtBAI tl\v***
NONMANUFACTURING -------------------------

18
16

40 0
40.5

61.00

SWITCHBCARC OPERATOR-RECEPTIONISTS-

18

41.0

61.50

1C
19

40.0
4C.0

tin
OU. D
U

4C.0

1 BI AA
1U1.UU

40.0
40.0

28

4C*C

64*00

40.0
4C.Q

6 3.CC
63.00
66.50

31
15

$

74.50
76.00

25
20

PUBLIC UTILITIES1--------------------2

40 0
40.0

STENOGRAPHERS, GENERAL ------------------59.CC
NON KANL FACTUR ING — _________ _____
i
—
58.50
PUBLIC UTILITIES2---------------------

7C
57
23

4C.0
40.0

75^50

nnACfCNCii uiMrrn
UrsAr I o rtn f JUiilLK

1 Standard hours reflect the workweek for which employees receive their regular straight-time salaries and the earnings correspond to these weekly hours.
2 Transportation, communication, and other public utilities.




Weekly
Weekly
hours 1 earnings 1
(standard) (standard)

c 1CWUwWMrntl'O fcutftn
OTCiinro Aoucor f oCVM K
lU
NONMANUFACTURING — --------------------PUBLIC U T IL IT IE S ---------------------

60
19

65.50
66. CC

Number
of
workers

OFFICE OCCUPATIONS— CONTINUED
$

TVDKTC. uLAj j l> * _ • • * “• • • * • • • • • • • • •
_
1 i r i o i o f n*CC n *
N A Ariu r PL 1 U• XI I
H
I'H rP M FATTIIPTAr
JnrH I
> N
?
83 5C
84^00
PROFESSIONAL AND TECHNICAL
97.00
OCCUPATIONS
66.50 UnM 1 j r CW J Clil Ln * •••*••“"****••*•*•
r
f

W IY A CrAC 1U 1 I I
U r IM
K N
?
4C.0
40.0

Average

Average

Average
Number
of
workers

Occupation and industry division

2C
16

AA A
4U*U

4

*

ee . <n
5r D
U

60.50

69.50




Table A -4. Maintenance and Powerplant Occupations

7

(Average straight-time hourly earnings for men in selected occupations studied on an area basis
by industry division, Lubbock, Tex., June 1964)

Occupation and industry division

MECHANICS* AUTOMOTIVE
(MAINTENANCE) -------------------------------MECHANICSt MAINTENANCE ------------------M A IPAr 1U inu
A il
lK
"AnUiMv* T IPt wr

Number
of
workers

31
19

Average
hourly
earnings 1

$

Number of workers receiving straight-time hourly earnings of—
i
t
S
S
»
*
i
$
t
1
%
1
1
$
1.70 1.8C 1.90 2.00 2.10 2.2C 2.3C 2 .AC 2.5C 2.6C 2.7C 2.80 2.9C 3.00 3.10 3.20 3.30
and
and
under
2 .3 0 2 .AC 2.50 2.6C 2.70 2.8C 2.90 3.00 3.10 3.20 3.30 over
1.80 1.9C 2.00 2.10 2.20
$

$

$

2.31

2

2

A

2.27

_

1
1

2

3
1

14

9

2

1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.

-

_

1

“

-

_

_

_

3

-

A

1

-

_

_

1
1

8

Table A-5. Custodial and Material Movement Occupations
(Average straight-time hourly earnings fo r selected occupations studied on an area basis
by industry division, Lubbock, T ex., June 1964)
Number of workers receiving straight-time hourly earnings of—

$

.

Average

Occupation 1 arid industry division

hourly
earnings 2

$

$

$

$

*

$

$

$

$

$

1 0 1>9C
.8

$

$

$

$

*

$

*

$

$

$

$

$

$

-

1.0C 1a10 1#20 l#30 x#40 i . 50 1#6o lm l0

Under
$
and
1 .0 0 under

“

”

“

”

2 .00 2.1C 2.20 2.30 2.40 2.50 2.6C 2.70 2.80 2.90 3.00 3.10 3.20 3.30

-

”

1.10 1.20 1.30 1.40 1.50 1.60 1.70 1.80 1.90 2.00 2.10 2.2C 2.30 2.40 2.50 2.60 2.7C 2.80 2.9C 3 .CO 3.1C 3.20 3.30 3.40

GUARDS ANC WATCHMEN ~

24

$

1.37

JANITCRS, PCRTERS* AND CLEANERS — MANUFACTURING -------------------------------NONMANUFACTUPING - - ----------------------PUBLIC U T IL IT IE S -----------------------

154
63
91
26

1.37
1.35
1.39
1.62

JANITCRS, PCRTERS, ANC CLFANERS
(WOMEN) ---------------------------------------------NONMANUFACTUPING ---------------------------

17
17

1.18
1.18

LABORERS, MATERIAL HANDLING------ -— MANUFACTURING ------------------------------ NONMANUFACTUPING - - ----------------------PUBLIC UTILITIES -----------------------

177
87
9C

1.52
1.39
1.65
1.98

ORDER FILLERS ------N0NMANIFACTORING

116
101

16

-

43
23
20
7

21
11
10
2

27
19
8
3

1.66
1.64

27
19

4

1.99
2.01

RECEIVING CLERKS -----NONMANUFACTURING -

28

TRUCKDRlVERS 4 -------------------------------------MANUFACTURING -------------------------------NONMANUFACTUPING ---------------------------

19C
63
127

TRUCKCRIVERS, LIGHT (UNCER
1-1/2 TCNS) ------------------------------NONMANUFACTURING ----------------------

18
17

TRUCKCRIVERS, MEDIUM (1-1/2 TO
AND INCLUDING 4 TCNS) -----------------MANUFACTURING --------------------- ---------NONMANUFACTUPING --------------------------PUBLIC UTILITIES1
3----------------------2
TRUCKERS,PCWER (FORKLIFT) ---------------MANUFACTURING -------------------------------NONMANUFACTUPING --------------------------PUBLIC UTILITIES3-----------------------

1
2
3
4

110

2.04
1.75
2.19
1.57
1.58

86

29

1.69
1.56
1.77
1.55

-

10
-

3
3
-

7
1
6
-

24

1

1

4

1

14

-

1

1

1

4
-

1
1

14
9

-

-

1
1

1
1

1
1

1
-

1
-

-

1 - 1
1 - 1
22
15
7

50
26
24

41
31
10

-

-

-

16
16

12
12

2

-

1

21
2
19

7
4
3

3
3

13
10
3
22
22

19
2
17
15
12
12

3
3
-

5
2
3
3

8
8
-

9

24

8

10

1
1

1

5

-

—

1

5

4
4

1 3
1

6

3

7
3
4

9
5
4
-

4
4
-

6
2
4
—

4
2
2
-

18
6
12
10

11
7
4
-

5

6

18

1

12

5
4

6
5

-

4
4

-

5
5

2

10

3
—

5

-

1
1

2
2

27
4
23

2
2
-

9

3

2

-

-

9
-

3
-

2
-

10

12
12
-

10
-

1
1

3
3
1

8

—

-

32

-

2

32

c

8

1

2

1

23

-

-

-

-

-

8

-

-

20

-

-

23
—

—

-

—

-

—

8
8

-

-

20
20

—

-

4

5

4
6

4
4

1
1

2
2

-

10

-

15
12
3

-

3

-

5

—

4
4

7
1

10

1
1

4
3
1
1

3
2
2

-

2
2

6

10
2
8
-

6
6

5

-

2
-

-

13
13

2
38
34
4

-

-

4
1
3
1

2 - 2

Data limited to men workers except where otherwise indicated.
Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
Transportation, communication, and other public utilities.
Includes all d rivers regardless of size and type of truck operated.




2
21
9
12
1

5 - 6
9 - 6

2.18
1.82
2.28
2.99

94
35
59
23

10

2

1

4

5

-

-

-

2

—

B: Establishment Practices and Supplementary Wage Provisions
Table B-l. Minimum Entrance Salaries fo r W om en Office W o rk ers
(D istribution of establishm ents studied in a ll industries and in industry divisions by minimum entrance s a la ry fo r selected categories
of inexperienced women office w o rk ers, Lubbock, Tex. , June 1964)
Inexperienced typists
Manufacturing
Minimum w eekly straig ht-tim e s a la r y 1

Based on standard weekly hours 3 of—

A ll
industries

9

1

_

_

Establishm ents having a specified m in im u m -----------------$40.
$42.
$45.
$47.
$ 50.
$ 52.
$ 55.
$ 57.
$60.

00
50
00
50
00
50
00
50
00

and
and
and
and
and
and
and
and
and

48

XXX

8

8

-

Nonmanufacturing

Based on standard weekly hours 3 of—
A ll
schedules

40

A ll
schedules

40

69

21

XXX

48

XXX

32

8

8

24

23

-

2

_

_

2

-

-

-

-

-

-

-

-

5
1

1
-

1
-

4
1

4
1

5
-

5

2
1
1
15

-

-

-

-

under $ 4 2 . 50------------------------------------------under $ 4 5 . 00------------------------------------------under $ 4 7 . 50-------- ---- — - ---------------under $ 50. 00------------------------------------------under $ 52. 50------------------------------------------under $ 55. 00 -----------------------------------------------------------------under $ 57. 50 -----------------------------------------------------------------under $ 60. 00 -----------------------------------------------------------------o v e r --------------------------------------------------------------------------------------

Establishm ents having no specified m inim um -------------------------Establishm ents which did not em ploy w o rk ers
in this catego ry ----------------------------------------------------------- --------------------------------

40

.

21

40

-

69

Manufacturing
A ll
industries

A ll
schedules

XXX

A ll
schedules
E stablishm ents stu d ie d -------------------------------------------------

Other inexperienced c le ric a l w orkers 2
Nonmanufacturing

-

-

-

-

-

-

-

3

3

1

1

1
3

-

2

2

1
3
1

XXX

4

XXX

XXX

20

XXX

-

-

-

-

1
1
20
1
4
3

1

-

XXX

1

XXX

6

2

59

20

XXX

39

XXX

31

11

3

1 These s a la rie s re la te to fo rm a lly established minimum starting (hiring) regu lar straig ht-tim e sa la rie s that are paid fo r standard workweeks.
2 Excludes w o rk ers in su b c leric al jobs such as m essenger or office g irl.
3 Data a re presented fo r a ll standard workweeks combined, and fo r the m ost common standard workweek reported.




Table B-2. Shift Differentials
(Shift differentials of manufacturing plant w o rkers by type and amount of d ifferential,
Lubbock, Tex. , June 1964)
Percent of manufacturing plant w orkers—
In establishm ents having form al
provisions 1 fo r—

Shift differential

Second shift
work

Actually, working on—

Third o r other
shift work

Second shift

Third o r other
shift

T o t a l-------------------------- ------------------------------

75. 1

2 7 .9

17 .0

4 .6

With shift pay d iffe re n tia l____

— ---- — —

47. 9

7 .6

9 .8

1 .6

Uniform cents (per h our)--------------------------

47. 9

7 .6

9 .8

1 .6

-------------------------------------5 c e n ts----10 cents
— _ -------------------- ----- 13 cents-----------------------------------------------

2 6 .0
16. 5
5 .4

_

7 .6
-

3. 3
4 .7
1 .8

_
1 .6
-

With no shift pay d iffe re n tia l-------------------------

27. 2

2 0 .3

7. 1

3 .0

1
Includes establishm ents cu rren tly operating late sh ifts, and establishm ents with fo rm al provisions covering late shifts
even though they w ere not cu rren tly operating late shifts.

-

1
1
14

1

10
Table B-3. Scheduled W eek ly Hours
(P e rc e n t d istrib u tio n of o ffice and p lan t w o rk e rs in a ll in d u s trie s and in in d u s try d iv isio n s by scheduled w e e k ly h o u rs
of f i r s t - s h i f t w o r k e r s , Lubbock, T ex ., Ju n e 1964)
PLANT WORKERS

OFFICE WORKERS

W eekly hours
All industries1

A ll w o rk ers ------------------- — — ---------------- 371/ hours
40 hours - _
---_ —
— ______
Over 40 and under 44 hours
__
- ----44 h o u rs -------_________ ------ ---r------------- . -------45 hours
_
_ _
_ Over 45 and under 48 hours __ __
_ __ _
_____ ___________
48 hours
49 hours — --------------- _ __
—
50 h o u rs---- _ _ _ _ _ _ _ _ _
__ Over 50 hours
- __
__ _ __

1
2
3
4

Manufacturing

Public utilities13
2

All industries 3

Manufacturing

Public utilities 2

100

100

100

100

100

100

2

95
5
-

43
6
14
4
5
13

5
35
_
6

86
_

1
1
1
1

47
9
34
5
_
4

2

-

-

-

8
4

1

75
3
18

(4)

_

_

22

10

5

_

12

_

4

Includes data fo r w holesale trade; re ta il trade; finance, insurance, and re a l estate; and se rvic e s, in addition to those industry divisions shown sep arately.
Transportation, communication, and other public u tilities.
Includes data fo r w holesale trade, re ta il trade, re a l estate, and se rvic e s, in addition to those industry divisions shown separately.
Less than 0.5 percent.




4

11

11
Table B-4. Paid Holidays
(P e rc e n t d istrib u tio n of o ffice and plant w o rk e rs in a ll in d u s trie s and in in d u s try d iv is io n s by nu m ber of paid h o lid a ys
p ro v id e d an n u ally, Lubbock, T ex ., June 1964)

PLANT WORKERS

OFFICE WORKERS
Item
All industries1

Public utilities1
2

All industries3

M
anufacturing

Public utilities2

100
W orkers in establishm ents providing
paid h o lid a y s_______________________________
W o rkers in establishm ents providing
no paid h o lid ay s------------------------------------------

M
anufacturing

100

100

100

100

100

99

100

100

95

100

94

5

“

6

7

16

(4)

-

Number of days

1 holiday ------ ------------ — ---------- — ------1 holiday plus 1 half d a y -------------------------------2 holidays -------- —
— — ------ -------- 3 h o lid a y s----------------------------------------------------*
.-------------- - —
4 h o lid a y s----- _ --------__ — . . .
5 h o lid a y s___ . — ---- __ _ __
5 holidays plus 1 half day—
- — —
6 h o lid a y s----------------------------------------------------7 holidays _---- ---- ------------------ _ - —
7 holidays plus 1 half day--- ---- - — — _ ---14 h o lid ays. __ _ _ — — ------------ — ------14 holidays plus 1 half day ------- _ — -------

(4 )

0
(4)

2
6
22
1
17
26
4
15
7

2
13
20
24
31
10
-

-

-

-

-

1
1
5
16
65
12
-

2
6
8
34
23
13
1
-

7
6
21
45
4
-

5
10
14
57
8
'

Total holiday tim e 5

14Vi days____________________________________
14 days or m ore
— ------ ------ — —
7 V2 days or m ore
— -------------- ----------- —
7 days or m o r e _____ — ~ ------------ ---- — 6 days or m o r e ______________________________
5 V2 days or m o r e ---------------__ --------5 days or m o r e ________ ____ _________________
4 days or m o r e __________ • -------------- — — —
3 days or m o r e ___ ,__,_ -r___________________
_
2 days or m ore __ — _ — — — ~ — --------- 1 V2 days or m ore —
— - ------- - — —
1 day o r m o re ------- -----.----- —
----- ---- ----- ----------

1
2
3
4
5
no half

7
21
25
52
69
69
91
97
99
99
99

10
41
41
65
85
98
98
100

12
77
93
93
98
98
99
100
100

99

100

100

1
15
37
37
71
79
85
87
87
95

4
50
50
71
77
84
84
84
100

8
65
79
79
89
89
89
94
94
94

Includes data fo r w holesale trade; re ta il trade; finance, insurance, and re a l estate; and services, in addition to those industry divisions shown separately.
T ransportation, communication, and other public utilities.
Includes data fo r w holesale trade, re ta il trade, re a l estate, and se rvic e s, in addition to those industry divisions shown separately.
L ess than 0.5 percent.
A ll combinations of fu ll and half days that add to the same amount are combined; for example, the proportion of w o rkers receiving a total of 7 days includes those with 7 full days and
days, 6 fu ll days and 2 half days, 5 full days and 4 half days, and so on. Proportions w ere then cumulated.




12
Table B-5.

Paid Vacations

(P e rc e n t d istrib u tio n of o ffice and plant w o rk e rs in a ll in d u s trie s and in in d u s try d iv is io n s by v a c a tio n p a y
p ro v is io n s , Lubbock, T e x ., June 1964)
O F F IC E W O R K E R S

PLAN T W ORKERS

Vacation policy
A ll industries2

A ll w o rk e rs. —

_ __ __ ~ —

M a n u fa ctu rin g

P u b lic utilities3

A ll industries4

M a n u fa ctu rin g

P u b lic utilities3

100

100

100

100

100

100

99
99
-

100
100
-

100
100
-

96
96
-

100
100
-

94
94
-

Method of payment
W orkers in establishm ents providing
paid vac ati ons---------------------------------------------Length-of-tim e payment
----- ----Percentage payment—
----F lat-su m paym ent------------------------------------Other
_
— _ —
— —
- —
W orkers in establishm ents providing
no paid vacations---- _ ---— —
----

4

(5)

6

Amount of vacation pay 6
A fter 6 months of se rvic e
Under 1 week— _ _ _ _ _ - —
1 week
_ _ —
—
- __ _
Over 1 and under 2 w e e k s-----------------------------2 weeks _ __
_
_____

5
32
1
4

6
8
-

13
33
"

13
14
2
-

6
8
-

14
37
-

45
2
53

46
5
49

68
3
30

74
1
19

78
1
17

79
15

18
8
74

27
11
62

14
19
67

38
12
45

50
7
44

29
4
62

3
3
87
7

16
11
73
-

_
3
97
-

20
5
71
-

36
7
57
-

13
4
77
"

3
3
87
7

16
11
73
-

_
3
97
-

18
5
73
-

34
7
59
-

13
4
77
-

2
2

7
11
83
-

_
100
-

7

13
1
86
-

4
90
-

A fter 1 y e ar of se rvic e
1 week----------------------------------------------------------Over 1 and under 2 w eek s-----------------------------2 weeks — ~ _______
- — ----------A fter 2 y e a rs of se rvic e
1 week___ _______________ ___________________
_
Over 1 and under 2 w eek s-----------------------------2 weeks - — - - __
_ _ _ ----A fte r 3 y e a rs of se rvic e
1
_____________________
Over 1 and under 2 w eek s-----------------------------2 weeks - — — ---- --------- — _
Over 2 and under 3 w e e k s-----------------------------A fte r 4 y e a rs of se rvic e
1 week_______________________________________
Over 1 and under 2 weeks _ __ _ _ ----- —
2 w eek s--------------------------------------------------------Over 2 and under 3 w e e k s----- —
- A fte r 5 y e a rs of se rvic e
1 week_____________ ___________________ _____
Over 1 and under 2 w e e k s-----------------------------2 weeks _ _ _ _ _ ----_ —
—
Over 2 and under 3 w eek s------------------------------

3We S
6k
See footnotes at end of table




90
7

2

86
1

_

13
Table B-5.

Paid Vacations1— Continued

(P e rc e n t d istrib u tio n o f o ffice and plant w o rk e rs in a l l in d u s trie s and in in d u s try d iv is io n s by v a c a tio n pay
p r o v is io n s , Lubbock, T ex . , Ju n e 1964)

PLANT WORKER8

O
FFICE WORKERS
Vacation policy
All industries 1
2

M
anufacturing

Public utilities3

All industries45

M
anufacturing

2
1
63
1
33

7
5
83
5

_
41
3
56

7
1
67
20

13
1
86
-

_
49
45

1 w est
Over 1 and under 2 weeks __ — __________ —
2 we e k s ___________________________________ _
O ver 2 and under 3 w e e k s----------------------------3 w e e k s_
_ __ _
_ _ __ _____ ___
_

2
1
61
36

7
5
76
12

_
39
61

7
1
61
1
25

13
1
75
11

_
_
35
4
55

A fte r 15 y e a rs of se rv ic e
1 week ------ _ ___— _ — _ ________ _____
Over 1 and under 2 w e e k s----------------------------2 wftfiks
Over 2 and under 3 weeks __ _ __ __ ------ _
3 w e e k s---------------------------------------------------------

2
1
49
48

7
5
72
17

_
7
93

7
1
57
1
30

13
1
71
15

.
15
4
75

A fte r 20 y e a rs of se rv ic e
1 week — _____ ____ _ ____________ ____ __
O ver 1’ and under 2 w e e k s----------------------------2 w e e k s__________ _
_ ______ __________
3 w e e k s________ ____________________,______
O ver 3 and under 4 weeks __ __ —
4 w e e k s-----— ----- __ -------- ---- _

2
1
49
37
1
11

7
5
67
21
-

_
7
65
3
26

7
1
55
27
5

13
1
66
20
-

_
15
61
18

2
1
49
21
1
27

7
5
67
16
5

_
7
32
3
59

7
1
55
16
16

13
1
66
20
-

_
15
24
55

7
i
55
16

13
1
66
20

15
24

■

55

Public utilities3

Amount of vacation p a y 6— Continued
A fte r 10 y e a rs of se rv ic e
1 week _ ------------- ------ — ----------- -----------O ver 1 and under 2 w e e k s----------------------------2 w e e k s__________ ____ ____ ____
____ Over 2 and under 3 w e e k s----------------------------3 w e e k s-------------------------------------------------------A fte r 12 y e a rs of se rv ic e

A fte r 25 y e a rs of se rv ic e
1 1X O .V
/P
O ver 1 and under 2 weeks __ _______________
2 weeks ---- ----- ------------------------------------ 3 weeks _ ____ - ____ _____ _
_
_ ___ _
O ver 3 and under 4 w e e k s----------------------------4 w e e k s--------------------------------------------------------

*

A fte r 30 y e a rs of se rv ic e
1 w e e k ----- — ------- ----------- --------------------Over 1 and under 2 w e e k s ----------------------------2 w e e k s_________ _____________________ _____
3 w e e k s----------- ~ ---------------- — ------ -----O ver 3 and under 4 w e e k s----------------------------4 w e e k s--------------------------------------------------------

2
1
49
21
1
27

7
5
67
16
-

5

7
32
3
59

-

16

_

-

1 Includes basic plans only. Excludes plans such as vacation-savings and those plans which offer "extended" o r "sabbatical" benefits beyond basic plans to w o rk ers with qualifying lengths
of s e rv ic e . Typical of such exclusions are plans recently negotiated in the steel, aluminum, and can industries.
2 Includes data fo r w holesale trade; re ta il trade; finance, insurance, and re a l estate; and se rv ic e s, in addition to those industry divisions shown sep arately.
3 T ransportation, communication, and other public utilities.
4 Includes data fo r w holesale trade, re ta il trade, re a l estate, and s e rv ic e s, in addition to those industry divisions shown sep arately.
5 L ess than 0. 5 percent.
* P eriod s of se rv ic e w ere a r b itra rily chosen and do not n e c e ssa rily reflect the individual provisions fo r p ro g ressio n s. For exam ple, the changes in proportions indicated at 10 ye a rs'
se rv ic e include changes in p rovisions occurring between 5 and 10 y e a rs . Estim ates are cum ulative. Thus, the proportion receiving 3 weeks' pay or m ore a fter 5 y e a rs includes those who receive
3 w eeks' pay or m ore a fte r few er y e a rs of se rvic e .




14
Table B-6. Health, Insurance, and Pension Plans
(P ercen t of office and plant w o rk ers in a ll industries and in industry divisions employed in establishm ents providing
health, insurance, o r pension benefits, 1 Lubbock, Tex., June 1964)
O F F IC E W O R K E R S

PLA N T W ORKER8

Type of benefit
A l l industries

A ll w o rk ers _______________________ __

2

M a n u fa ctu rin g

P u b lic utilities1
3
2

A ll industries 45

M a n u fa ctu rin g

P u b lic utilities 3

100

100

95

94

100

87

91

89

59

67

64

49

66

65

60

100

100

100

100

W orkers in establishm ents providing:
Life in su ran c e ----- -------- _ ------------Accidental death and dism em berm ent
insurance _ ________ ______ — — ----Sickness and accident insurance or
sick leave o r both 5---------- — __ __ ----

39

75

55

39

60

Sickness and accident insurance________
Sick leave (full pay and no
waiting period)_______________________
Sick leave (p artial pay or
waiting period)______________ .________

20

26

30

24

26

15

37

13

42

25

13

19

20

12

33

21

17

37

H ospitalization in s u ra n c e .________________
Surgical insurance _______ _____________
Medical insurance _ ------ — ------ — —
C atastrophe insu ran ce.. __ _______ ____
R etirem ent p e n sio n ______________________
No health, insurance, o r pension p la n ____

98
98
77
74
71

96
96
68
70
65
4

100
100
89
86
79

88
88
57
68
64
7

95
95
60
61
69
5

94
94
90
86
71
6

1 Includes those plans fo r which at least a part of the cost is borne by the em ployer, except those leg ally required, such as workmen's compensation, so cial secu rity, andra ilro a d retirem en t.
2 Includes data fo r wholesale trade; re ta il trade; finance, insurance, and re a l estate; and se rv ic e s, in addition to those industry divisions shown sep arately.
3 T ransportation, communication, and other public u tilities.
4 Includes data fo r wholesale trad e, re ta il trade, re a l estate, and s e rv ic e s, in addition to those industry divisions shown separately.
5 Unduplicated total of w o rk ers receiving sick leave or sickness and accident insurance shown sep arately below. Sick leave plans are lim ited to those which definitely estab lish at least
the minimum number-of days' pay that can be expected by each em ployee. Inform al sick leave allowances determ ined on an individual basis are excluded.




15
Table B-7.

Paid Sick Leave

(P e rc e n t d istrib u tio n of o ffic e and plant w o rk e rs in a ll in d u s trie s and in in d u s try d iv is io n s by fo rm a l s ic k le a v e
p ro v is io n s , Lubbock, T ex . , Jun e 1964)

PLANT WORKERS

O
FFICE WORKERS
Sick leave pro visio n

A ll w o rk e rs — —
------ — ----- _

All industries1

__ — — -

W o rkers in establishm ents providing
fo rm a l paid sick le a v e ---------------------------------W o rkers in establishm ents providing
no fo rm a l paid sick le a v e -----------------------------

M
anufacturing

Public utilities1
2

All industries3

M
anufacturing

100.0

100.0

100.0

100.0

100.0

Public utilities2

100.0

56.7

25.7

74.8

46.3

30.1

56.0

43.3

74.3

25.2

53.7

69.9

44.0

U niform plan:4
No waiting perinH--------------------------- ---------F u ll pay- _
_ _ _
— 5 d a y s _______!-------------- -------------------6 days
7 d a y s ----------------- ^--------------------------12 days
- - __
- - — 15 Hays---------------- ------- ---------------- ---P a rtia l pay o n ly -----------------------------------Waiting p e rio d ____ .____________ __________
F ^ 1 Pay -------------------------------------------------

33.3
28.4
5.1
7.1
3.6
11.9
.8
‘4.9
.7
.7

20.7
13.3
5.0
8.3
7.5
5.0
5.0

23.1
23.1
11.0
12.2
-

29.4
19.4
6.2
6.1
1.9
5.3
10.0
2.5
2.5

22.5
13.4
1.3
12.2
9.0
7.6
7.6

8.4
8.4
8.4
-

Graduated p lan 4— A fte r 1 y e a r of se rvic e :
No waiting period
_
— - ---F u ll p ay---------------------------------------------------- — - —
5 days —
6 d a y s ____ __________________________
F u ll pay plus p a rtia l p a y 5 —
— 10 days______ ________ _______ _____
_
22 days—
— - —
Waiting p e rio d ___________ ______—
________
---— — - — —
F u ll pay
—
P a rtia l pay o n ly _________ _____— -----------

8.4
1.6
.7
.9
6.8
5.2
1.6
14.3
3.4
10.8

18.6
2.6
2.6
16.0
16.0
33.0

5.7
2.5
1.9
.6
3.2
1.1
2.1
8.7
2.8
5.8

Type and amount of paid sick leave
provided annually

Graduated p lan 4— A fte r 10 y e a rs of se rvic e :
No waiting p eriod
- ___ __
_ — —
F Ull
- - - - - - - - - - - - - __ _T ^-- - - - - -T
irn T11 d ays.
12 days
- F ull pay plus p a rtia l p a y 5— - —
30 Hays------------- ,-------------------------------50 days____________ _________ ________
6 5 days
_ __- __ _
_
7 0 days
_ —
---------

22.7
1.6
.7
.9
21.1
5.2

-

-

-

33.0

-

51.7
2.6

-

-

-

3 .4
1 .6
1 0 .8

-

1 6 .8

1 5 .8

-

2.6
49.0
16.0

14.4
2.5
1.9
.6
11.8
1.1

-

10.8
4.0
4.0
6.8
6.8

-

36.7

-

_

-

36.7

-

47.6
4.0

-

-

-

3 3 .0

2 .8
2 .1
5 .8

-

-

1 2 .2

1 5 .3

2 1 .2

-

-

-

-

4.0
43.5
6.8
-

3 6 .7

P rovisio n s fo r accum ulation
W orkers in establishm ents having
p ro visio n s fo r accum ulation of
unused sick le a v e _________ _ _ _ _ _ _ __ _
_ _ _ _ _ _ _ __ _ —-_
_
_ _
_
_

1
2
3
4

8 .4

Includes data fo r w holesale trad e; re ta il trade; finance, insurance, and re a l estate; and se rvic e s, in addition to those industry divisions shown sep arately.
T ransportation, communication, and other public utilities.
Includes data fo r w holesale trade, re ta il trade, re a l estate, and se rv ic e s, in addition to those industry divisions shown sep arately.
"Uniform plans" are defined as those form al plans under which an employee, after 1 year of service, is entitled to the same number of days' paid sick leave each year. "Graduated
plans" are defined as those fo rm a l plans under which an em ployee's leave v a rie s according to length of service. P eriod s of service w ere a r b itr a r ily chosen. Estim ates reflect provisions
applicable at the stated length of service- but do not re fle c t provisions fo r progression. Thus, the proportion receiving 15 days' sick leave after 10 ye a rs of service m ay also receive this
amount afte r g re ate r or le s s e r lengths of service.
s Numbers of days shown under "Full pay plus p artial pay" are days fo r which w o rkers receive sick leave at full pay; w o rk ers a re entitled to additional days of sick leave at p artial pay.







Appendix: Occupational Descriptions
The primary purpose of preparing job descriptions for the Bureau’s wage surveys is to a ssist its
field staff in classifying into appropriate occupations workers who are employed under a variety of payroll
titles and different work arrangements from establishment to establishment and from area to area.
This permits the grouping of occupational wage rates representing comparable job content. Because
of this emphasis on interestablishment and interarea comparability of occupational content, the Bu­
reau’ s job descriptions may differ significantly from those in use in individual establishments or those
prepared for other purposes. In applying these job descriptions, the Bureau’s field economists are in­
structed to exclude working supervisors, apprentices, learners, beginners, trainees, handicapped, part-time,
temporary, and probationary workers.
OFFICE
BILLER, MACHINE

BOOKKEEPING-MACHINE OPERATOR

Prepares statements, bills, and invoices on a machine other
than an ordinary or electromatic typewriter. May also keep records as
to billings or shipping charges or perform other clerical work incidental
to billing operations. For wage study purposes, billers, machine, are
classified by type of machine, as follows:

Operates a bookkeeping machine (Remington Rand, Elliott
Fisher, Sundstrand, Burroughs, National Cash Register, with or without
a typewriter keyboard) to keep a record of business transactions.
Class A . Keeps a set of records requiring a knowledge of
and experience in basic bookkeeping principles and familiarity with
the structure of the particular accounting system used. Determines
proper records and distribution of debit and credit items to be used
in each phase of the work. May prepare consolidated reports, bal­
ance sheets, and other records by hand.

B iller, machine (billing machine)• Uses a special billing ma­
chine (Moon Hopkins, Elliott Fisher, Burroughs, etc., which are
combination typing and adding machines) to prepare bills and in­
voices from customers’ purchase orders, internally prepared orders,
shipping memorandums, etc. Usually involves application of prede­
termined discounts and shipping charges and entry of necessary
extensions, which may or may not be computed on the billing ma­
chine, and totals which are automatically accumulated by machine.
The operation usually involves a large number of carbon copies of
the bill being prepared and is often done on a fanfold machine.

Class B. Keeps a record of one or more phases or sections of
a set of records usually requiring little knowledge of basic book­
keeping. Phases or sections include accounts payable, payroll,
customers’ accounts (not including a simple type of billing described
under biller, machine), cost distribution, expense distribution, in­
ventory control, etc. May check or assist in preparation of trial
balances and prepare control sheets for the accounting department.

B iller, machine (bookkeeping machine). Uses a bookkeeping
machine (Sundstrand, Elliott Fisher, Remington Rand, etc., which
may or may not have typewriter keyboard) to prepare customers’
bills as part of the accounts receivable operation. Generally in­
volves the simultaneous entry of figures on customers’ ledger rec­
ord. The machine automatically accumulates figures on a number
of vertical columns and computes and usually prints automatically
the debit or credit balances. Does not involve a knowledge of book­
keeping.
Works from uniform and standard types of sales and
credit slips.



CLERK, ACCOUNTING
Class A. Under general direction of a bookkeeper or account­
ant, has responsibility for keeping one or more sections of a com­
plete set of books or records relating to one phase of an establish­
ment’s business transactions. Work involves posting and balancing
subsidiary ledger or ledgers such as accounts receivable or accounts

17

18
CLERK, ACCOUNTING-Continued
payable; examining and coding invoices or vouchers with proper ac­
counting distribution; and requires judgment and experience in
making proper assignations and allocations. May a ssist in preparing,
adjusting, and closing journal entries; and may direct class B ac­
counting clerks.
Class B. Under supervision, performs one or more routine ac­
counting operations such as posting simple journal vouchers or ac­
counts payable vouchers, entering vouchers in voucher registers;
reconciling bank accounts; and posting subsidiary ledgers con­
trolled by general ledgers, or posting simple cost accounting data.
This job does not require a knowledge of accounting and book­
keeping principles but is found in offices in which the more routine
accounting work is subdivided on a functional basis among several
workers.
CLERK, FILE
Class A , In an established filing system containing a number
of varied subject matter files, classifies and indexes file material
such as correspondence, reports, technical documents, etc. May
also file this material. May keep records of various types in con­
junction with the files. May lead a small group of lower level file
clerks.
Class B, Sorts, codes, and files unclassified material by sim­
ple (subject matter) headings or partly classified material by finer
subheadings. Prepares simple related index and cross-reference
aids.
As requested, locates clearly identified material in files
and forwards material. May perform related clerical tasks required
to maintain and service files.

Class C9 Performs routine filing of material that has already
been classified or which is easily classified in a simple serial
classification system (e.g., alphabetical, chronological, or numer­
ical). As requested, locates readily available material in files
and forwards material; and may fill out withdrawal charge. Per­
forms simple clerical and manual tasks required to maintain and
service files.




CLERK, ORDER
Receives customers* orders for material or merchandise by mail,
phone, or personally. Duties involve any combination of the following:
Quoting prices to customers; making out an order sheet listing the items
to make up the order; checking prices and quantities of items on order
sheet; and distributing order sheets to respective departments to be
filled. May check with credit department to determine credit rating of
customer, acknowledge receipt of orders from customers, follow up orders
to see that they have been filled, keep file of orders received, and check
shipping invoices with original orders.

CLERK, PAYROLL
Computes wages of company employees and enters the neces­
sary data on the payroll sheets. Duties involve: Calculating workers*
earnings based on time or production records; and posting calculated
data on payroll sheet, showing information such as worker’s name, work­
ing days, time, rate, deductions for insurance, and total wages due.
May make out paychecks and assist paymaster in making up and dis­
tributing pay envelopes. May use a calculating machine.

COMPTOMETER OPERATOR
Primary duty is to operate a Comptometer to perform mathema­
tical computations. This job is not to be confused with that of statis­
tical or other type of clerk, which may involve frequent use of a Comp­
tometer but, in which, use of this machine is incidental to performance
of other duties.

DUPLICATING-MACHINE OPERATOR (MIMEOGRAPH OR DITTO)
Under general supervision and with no supervisory responsi­
bilities, reproduces multiple copies of typewritten or handwritten matter,
using a Mimeograph or Ditto machine. Makes necessary adjustment such
as for ink and paper feed counter and cylinder speed. Is not required to
prepare stencil or Ditto master. May keep file of used stencils or Ditto
masters. May sort, collate, and staple completed material.

19
KEYPUNCH OPERATOR
C lass A. Operates a numerical and/or alphabetical or combina­
tion keypunch machine to transcribe data from various source docu­
ments to keypunch tabulating cards. Performs same tasks as lower
level keypunch operator but, in addition, work requires application of
coding sk ills and the making of some determinations, for example,
locates on the source document the items to be punched; extracts
information from several documents; and searches for and interprets
information on the document to determine information to be punched.
May train inexperienced operators.

C lass BmUnder close supervision or following specific proce­
dures or instructions, transcribes data from source documents to
punched cards. Operates a numerical and/or alphabetical or com­
bination keypunch machine to keypunch tabulating cards. May
verify cards. Working from various standardized source documents,
follows specified sequences which have been coded or prescribed
in detail and require little or no selecting, coding, or interpreting of
data to be punched. Problems arising from erroneous items or codes,
missing information, etc., are referred to supervisor.

OFFICE BOY OR GIRL
Performs various routine duties such as running errands, opera­
ting minor office machines such as sealers or mailers, opening and dis­
tributing mail, and other minor clerical'work.

SECRETARY
Performs secretarial and clerical duties for a superior in an
administrative or executive position. Duties include making appoint­
ments for superior; receiving people coming into office; answering and




SECRETARY — Continued
making phone calls; handling personal and important or confidential
mail, and writing routine correspondence on own initiative; and taking
dictation (where transcribing machine is not used) either in shorthand
or by Stenotype or similar machine, and transcribing dictation or the
recorded information reproduced on a transcribing machine. May prepare
special reports or memorandums for information of superior.
STENOGRAPHER, GENERAL
Primary duty is to take dictation involving a normal routine
vocabulary from one or more persons either in shorthand or by Stenotype
or similar machine; and transcribe dictation. May also type from written
copy. May maintain files, keep simple records, or perform other rela­
tively routine clerical tasks. May operate from a stenographic pool.
Does not include transcribing-machine work. (See transcribing-machine
operator.)
STENOGRAPHER, SENIOR
Primary duty is to take dictation involving a varied technical
or specialized vocabulary such as in legal briefs or reports on scientific
research from one or more persons either in shorthand or by Stenotype or
similar machine; and transcribe dictation. May also type from written
copy. May also set up and maintain files, keep records, etc.
OR

Performs stenographic duties requiring significantly greater
independence and responsibility than stenographers, general as evi­
denced by the following: Work requires high degree of stenographic
speed and accuracy; and a thorough working knowledge of general busi­
ness and office procedures and of the specific business operations,
organization, policies, procedures, files, workflow, etc. Uses this
knowledge in performing stenographic duties and responsible clerical
tasks such as, maintaining followup files; assembling material for
reports, memorandums, letters, etc.; composing simple letters from general
instructions; reading and routing incoming mail; and answering routine
questions, etc. Does not include transcribing-machine work.

20
SWITCHBOARD OPERATOR
Operates a single- or multiple-position telephone switchboard.
Duties involve handling incoming, outgoing, and intraplant or office
calls. May record toll calls and take messages. May give information
to persons who call in, or occasionally take telephone orders. For
workers who also act as receptionists see switchboard operatorreceptionist.

TABULATING-MACHINE OPERATOR-Continued
Class C• Operates simple tabulating or electrical account­
ing machines such as the sorter, reproducing punch, collator, etc.,
with specific instructions. May include simple wiring from diagrams
and some filing work. The work typically involves portions of a
work unit, for example, individual sorting or collating runs or re­
petitive operations.

SWITCHBOARD OPERATOR-RECEPTIONIST
In addition to performing duties of operator on a single posi­
tion or monitor-type switchboard, acts as receptionist and may also type
or perform routine clerical work as part of regular duties. This typing
or clerical work may take the major part of this worker’s time while at
switchboard.
TABULATING-MACHINE OPERATOR
Class A. Operates a variety of tabulating or electrical ac^
counting machines, typically including such machines as the tabu­
lator, calculator, interpreter, collator, and others. Performs com­
plete reporting assignments without close supervision, and performs
difficult wiring as required. The complete reporting and tabulating
assignments typically involve a variety of long and complex re­
ports which often are of irregular or nonrecurring type requiring
some planning and sequencing of steps to be taken. As a more
experienced operator, is typically involved in training new opera­
tors in machine operations, or partially trained operators in wiring
from diagrams and operating sequences of long and complex reports.
Does not include working supervisors performing tabulating-machine
operations and day-to-day supervision of the work and production
of a group of tabulating-machine operators.
Class B# Operates more difficult tabulating or electrical ac­
counting machines such as the tabulator and calculator, in addition
to the sorter, reproducer, and collator. This work is performed under
specific instructions and may include the performance of some wir­
ing from diagrams. The work typically involves, for example, tabu­
lations involving a repetitive accounting exercise, a complete but
small tabulating study, or parts of a longer and more complex report.
Such reports and studies are usually of a recurring nature where
the procedures are well established. May also include the training
of new employees in the basic operation of the machine.




TRANSCRIBING-MACHINE OPERATOR, GENERAL
Primary duty is to transcribe dictation involving a normal rou­
tine vocabulary from transcribing-machine records. May also type from
written copy and do simple clerical work. Workers transcribing dictation
involving a varied technical or specialized vocabulary such as legal
briefs or reports on scientific research are not included. A worker who
takes dictation in shorthand or by Stenotype or similar machine is
classified as a stenographer, general.
TYPIST
Uses a typewriter to make copies of various material or to
make out bills after calculations have been made by another person.
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.
Class A. Performs one or more o f the following: Typing ma­
terial in final form when it involves combining material from several
sources or responsibility for correct spelling, syllabication, punc­
tuation, etc., of technical or unusual words or foreign language ma­
terial; and 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.
Class B. Performs one or more o f the following: Copy typing
from rough or clear drafts; routine typing of forms, insurance pol­
icies, etc.; and setting up simple standard tabulations, or copying
more complex tables already set up and spaced properly.

21
PROFESSIONAL AND TECHNICAL
DRAFTSMAN

DRAFTSMAN-Continued

Leader. Plans and directs activities of one or more draftsmen
in preparation of working plans and detail drawings from rough or
preliminary sketches for engineering, construction, or manufacturing
purposes. Duties involve a combination o f the following: Inter­
preting blueprints, sketches, and written or verbal orders; deter­
mining work procedures; assigning duties to subordinates and in­
specting their work; and performing more difficult problems. May
assist subordinates during emergencies or as a regular assignment,
or perform related duties of a supervisory or administrative nature.

Senior. Prepares working plans and detail drawings from notes,
rough or detailed sketches for engineering, construction, or manu­
facturing purposes. Duties involve a combination o f the following:
Preparing working plans, detail drawings, maps, cross-sections,
etc., to scale by use of drafting instruments; making engineering
computations such as those involved in strength of materials,
beams, and trusses; verifying completed work, checking dimensions,
materials to be used, and quantities; writing specifications; and
making adjustments or changes in drawings or specifications. May
ink in lines and letters on pencil drawings, prepare detail units of
complete drawings, or trace drawings. Work is frequently in a spe­
cialized field such as architectural, electrical, mechanical, or
structural drafting.

Junior (assistant). Draws to scale units or parts of drawings
prepared by draftsman or others for engineering, construction, or
manufacturing purposes. Uses various types of drafting tools as
required. May prepare drawings from simple plans or sketches, or
perform other duties under direction of a draftsman.
NURSE, INDUSTRIAL (REGISTERED)
A registered nurse who gives nursing service under general
medical direction to ill or injured employees or other persons who be­
come ill or suffer an accident on the premises of a factory or other estab­
lishment. Duties involve a combination o f the following: Giving first aid
to the ill or injured; attending to subsequent dressing of employees* in­
juries; keeping records of patients treated; preparing accident reports for
compensation or other purposes; assisting in physical examinations and
health evaluations of applicants and employees; and planning and carry­
ing out programs involving health education, accident prevention, evalu­
ation of plant environment, or other activities affecting the health, wel­
fare, and safety of all personnel.
TRACER
Copies plans and drawings prepared by others, by placing
tracing cloth or paper over drawing and tracing with pen or pencil. Uses
T-square, compass, and other drafting tools. May prepare simple draw­
ings and do simple lettering.

MAINTENANCE AND POWERPLANT
CARPENTER, MAINTENANCE

CARPENTER, MAINTENANCE—
Continued

Performs the carpentry duties necessary to construct and main­
tain in good repair building woodwork and equipment such as bins, cribs,
counters, benches, partitions, doors, floors, stairs, casings, and trim
made of wood in an establishment. Work involves most of the following:
Planning and laying out of work from blueprints, drawings, models, or
verbal instructions; using a variety of carpenter’s handtools, portable

power tools, and standard measuring instruments; making standard shop
computations relating to dimensions of work; and selecting materials
necessary for the work. In general, the work of the maintenance car­
penter requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.




22
ELECTRICIAN, MAINTENANCE

HELPER, MAINTENANCE TRADES

Performs a variety of electrical trade functions such as the
installation, maintenance, or repair of equipment for the generation, dis­
tribution, or utilization of electric energy in an establishment. Work
involves most of the following: Installing or repairing any of a variety
of electrical equipment such as generators, transformers, switchboards,
controllers, circuit breakers, motors, heating units, conduit systems,
or other transmission equipment; working from blueprints, drawings, lay­
outs, or other specifications; locating and diagnosing trouble in the elec­
trical system or equipment; working standard computations relating to
load requirements of wiring or electrical equipment; and using a variety
of electrician’s handtools and measuring and testing instruments. In
general, the work of the maintenance electrician requires rounded train­
ing and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

A ssists one or more workers in the skilled maintenance trades,
by performing specific or general duties of lesser skill, such as keeping
a worker supplied with materials and tools; cleaning working area, ma­
chine, and equipment; assisting journeyman by holding materials or tools;
and performing other unskilled tasks as directed by journeyman. The
kind of work the helper is permitted to perform varies from trade to trade:
In some trades the helper is confined to supplying, lifting, and holding
materials and tools and cleaning working areas; and in others he is per­
mitted to perform specialized machine operations, or parts of a trade
that are also performed by workers on a full-time basis.

ENGINEER, STATIONARY
Operates and maintains and may also supervise the operation
of stationary engines and equipment (mechanical or electrical) to sup­
ply the establishment in which employed with power, heat, refrigera­
tion, or air-conditioning. Work involves: Operating and maintaining
equipment such as steam engines, air compressors, generators, motors,
turbines, ventilating and refrigerating equipment, steam boilers and
boiler-fed water pumps; making equipment repairs; and keeping a record
of operation of machinery, temperature, and fuel consumption. May
also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded.

MACHINE-TOOL OPERATOR, TOOLROOM
Specializes in the operation of one or more types of machine
tools, such as jig borers, cylindrical or surface grinders, engine lathes,
or milling machines, in the construction of machine-shop tools, gages,
jigs, fixtures, or dies. Work involves most of the following: Planning
and performing difficult machining operations; processing items requiring
complicated setups or a high degree of accuracy; using a variety of pre­
cision measuring instruments; selecting feeds, speeds, tooling, and
operation sequence; and making necessary adjustments during operation
to achieve requisite tolerances or dimensions. May be required to rec­
ognize when tools need dressing, to dress tools, and to select proper
coolants and cutting and lubricating oils. For cross-industry wage study
purposes, machine-tool operators, toolroom, in tool and die jobbing
shops are excluded from this classification.

MACHINIST, MAINTENANCE
FIREMAN, STATIONARY BOILER
Fires stationary boilers to furnish the establishment in which
employed with heat, power, or steam. Feeds fuels to fire by hand or
operates a mechanical stoker, or gas or oil burner; and checks water
and safety valves. May clean, oil, or a ssist in repairing boilerroom
equipment.




Produces replacement parts and new parts in making repairs of
metal parts of mechanical equipment operated in an establishment. Work
involves most of the following: Interpreting written instructions and
specifications; planning and laying out of work; using a variety of ma­
chinist’s handtools and precision measuring instruments; setting up and
operating standard machine tools; shaping of metal parts to close toler­
ances; making standard shop computations relating to dimensions of
work, tooling, feeds, and speeds of machining; knowledge of the working

23
MACHINIST, MAINTENANCE-Continued

MILLWRIGHT

properties of the common metals; selecting standard materials, parts,
and equipment required for his work; and fitting and assembling parts
into mechanical equipment. In general, the machinist’s work normally
requires a rounded training in machine-shop practice usually acquired
through a formal apprenticeship or equivalent training and experience.

Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout
are required. Work involves most of the following: Planning and laying
out of the work; interpreting blueprints or other specifications; using a
variety of handtools and rigging; making standard shop computations re­
lating to stresses, strength of materials, and centers of gravity; alining
and balancing of equipment; selecting standard tools, equipment, and
parts to be used; and installing and maintaining in good order power
transmission equipment such as drives and speed reducers. In general,
the millwright’s work normally requires a rounded training and experi­
ence in the trade acquired through a formal apprenticeship or equivalent
training and experience.

MECHANIC, AUTOMOTIVE (MAINTENANCE)
Repairs automobiles, buses, motortrucks, and tractors of an es­
tablishment. Work involves most of the following: Examining automotive
equipment to diagnose source of trouble; disassembling equipment and
performing repairs that involve the use of such handtools as wrenches,
gages, d rills, or specialized equipment in disassembling or fitting parts;
replacing broken or defective parts from stock; grinding and adjusting
valves; reassembling and installing the various assemblies in the vehicle
and making necessary adjustments; and alining wheels, adjusting brakes
and lights, or tightening body bolts. In general, the work of the auto­
motive mechanic requires rounded training and experience usually ac­
quired through a formal apprenticeship or equivalent training and
experience.

MECHANIC, MAINTENANCE
Repairs machinery or mechanical equipment of an establishment.
Work involves most of the following: Examining machines and mechan­
ical equipment to diagnose source of trouble; dismantling or partly dis­
mantling machines and performing repairs that mainly involve the use of
handtools in scraping and fitting parts; replacing broken or defective
parts with items obtained from stock; ordering the production of a re­
placement part by a machine shop or sending of the machine to a machine
shop for major repairs; preparing written specifications for major repairs
or for the production of parts ordered from machine shop; reassembling
machines; and making all necessary adjustments for operation. In gen­
eral, the work of a maintenance mechanic requires rounded training and
experience usually acquired through a formal apprenticeship or equiva­
lent training and experience. Excluded from this classification are
workers whose primary duties involve setting up or adjusting machines.




OILER
Lubricates, with oil or grease, the moving parts or wearing sur­
faces of. mechanical equipment of an establishment.

PAINTER, MAINTENANCE
Paints and redecorates w alls, woodwork, and fixtures of an es­
tablishment. Work involves the following: Knowledge of surface pecu­
liarities and types of paint required for different applications; preparing
surface for painting by removing old finish or by placing putty or filler
in nail holes and interstices; and applying paint with spray gun or brush.
May mix colors, oils, white lead, and other paint ingredients to obtain
proper color or consistency. In general, the work of the maintenance
painter requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.

PIPEFITTER, MAINTENANCE
Installs or repairs water, steam, gas, or other types of pipe and
pipefittings in an establishment. Work involves most of the following:
Laying out of work and measuring to locate position of pipe from draw­
ings or other written specifications; cutting various sizes of pipe to
correct lengths with chisel and hammer or oxyacetylene torch or pipe­
cutting machine; threading pipe with stocks and dies; bending pipe by
hand-driven or power-driven machines; assembling pipe with couplings

24
PIPEFITTER, MAINTENANCE—
Continued

SHEET-METAL WORKER, MAINTENANCE-Continued

and fastening pipe to hangers; making standard shop computations relat­
ing to pressures, flow, and size of pipe required; and making standard
tests to determine whether finished pipes meet specifications. In general,
the work of the maintenance pipefitter requires rounded training and
experience usually acquired through a formal apprenticeship or equiva­
lent training and experience. Workers primarily engaged in installing and
repairing building sanitation or heating systems are excluded.

types of sheet-metal-working machines; using a variety of handtools in
cutting, bending, forming, shaping, fitting, and assembling; and installing
sheet-metal articles as required. In general, die work of the maintenance
sheet-metal worker requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and
experience.
TOOL AND DIE MAKER
(Die maker; jig maker; tool maker; fixture maker; gage maker)

PLUMBER, MAINTENANCE
Keeps the plumbing system of an establishment in good order.
Work involves: Knowledge of sanitary codes regarding installation of
vents and traps in plumbing system; installing or repairing pipes and
fixtures; and opening clogged drains with a plunger or plumber’s snake.
In general, the work of the maintenance plumber requires rounded train­
ing and experience usually acquired through a formal apprenticeship or
equivalent training and experience.

SHEET-METAL WORKER, MAINTENANCE
Fabricates, in stalls, and maintains in good repair the sheetmetal equipment and fixtures (such as machine guards, grease pans,
shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an
establishment. Work involves most of the following: Planning and lay­
ing out all types of sheet-metal maintenance work from blueprints,
models, or other specifications; setting up and operating a ll available

Constructs and repairs machine-shop tools, gages, jig s, fix­
tures or dies for forgings, punching, and other metal-forming work. Work
involves most of the following: Planning and laying out of work from
models, blueprints, drawings, or other oral and written specifications;
using a variety of tool and die maker’s handtools and precision meas­
uring instruments, understanding of the working properties of common
metals and alloys; setting up and operating of machine tools and related
equipment; making necessary shop computations relating to dimensions
of work, speeds, feeds, and tooling of machines; heattreating of metal
parts during fabrication as well as of finished tools and dies to achieve
required qualities; working to close tolerances; fitting and assembling
of parts to prescribed tolerances and allowances; and selecting appro­
priate materials, tools, and processes. In general, the tool and die
maker’s work requires a rounded training in machine-shop and toolroom
practice usually acquired through a formal apprenticeship or equivalent
training and experience.
For cross-industry wage study purposes, tool and die makers
in tool and die jobbing shops are excluded from this classification.

CUSTODIAL AND MATERIAL MOVEMENT
ELEVATOR OPERATOR, PASSENGER

GUARD

Transports passengers between floors of an office building,
apartment house, department store, hotel, or similar establishment.
Workers who operate elevators in conjunction with other duties such as
those of starters and janitors are excluded.

Performs routine police duties, either at fixed post or on tour,
maintaining order, using arms or force where necessary. Includes gate•
men who are stationed at gate and check on identity of employees and
other persons entering.




25

JANITOR, PORTER, OR CLEANER

PACKER, SHIPPING

(Sweeper; charwomen; janitress)
Cleans and keeps in an orderly condition factory working areas
and washrooms, or premises of an office, apartment house, or commercial
or other establishment. Duties involve a combination of the following:
Sweeping, mopping or scrubbing, and polishing floors; removing chips,
trash, and other refuse; dusting equipment, furniture, or fixtures; polish­
ing metal fixtures or trimmings; providing supplies and minor mainte­
nance services; and cleaning lavatories, showers, and restrooms. Work­
ers who specialize in window washing are excluded.

Prepares finished products for shipment or storage by placing
them in shipping containers, the specific operations performed being
dependent upon the type, size, and number of units to be packed, the
type of container employed, and method of shipment. Work requires the
placing of items in shipping containers and may involve one or more of
the following: Knowledge of various items of stock in order to verify
content; selection of appropriate type and size of container; inserting
enclosures in container; using excelsior or other material to prevent
breakage or damage; closing and sealing container; and applying labels
or entering identifying data on container. Packers who also make
wooden boxes or crates are excluded.

LABORER, MATERIAL HANDLING
(Loader and unloader; handler and stacker; shelver; trucker; stockman or stock helper; warehouseman or warehouse helper)
A worker employed in a warehouse, manufacturing plant, store,
or other establishment whose duties involve one'or more of the following: Loading and unloading various materials and merchandise on or
from freight cars, trucks, or other transporting devices; unpacking, shelv­
ing, or placing materials or merchandise in proper storage location;
and transporting materials or merchandise by hand truck, car, or wheel­
barrow. Longshoremen, who load and unload ships are excluded.

ORDER FILLER
(Order picker; stock selector; warehouse stockman)
F ills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, cus­
tomers9 orders, or other instructions. May, in addition to filling orders
and indicating items filled or omitted, keep records of outgoing orders,
requisition additional stock or report short supplies to supervisor, and
perform Other related duties.




SHIPPING AND RECEIVING CLERK
Prepares merchandise for shipment, or receives and is respon­
sible for incoming shipments of merchandise or other materials. Shipping work involves: A knowledge of shipping procedures, practices,
routes, available means of transportation, and rates; and preparing
records of the goods shipped, making up bills of lading, posting weight
and shipping charges, and keeping a file of shipping records. May
direct or assist in preparing the merchandise for shipment. Receiving
work involves: Verifying or directing others in verifying the correct­
ness of shipments against bills of lading, invoices, or other records;
checking for shortages and rejecting damaged goods; routing merchan­
dise or materials to proper departments; and maintaining necessary
records and files.

For wage study purposes, workers are classified as follows:
Receiving clerk
Shipping clerk
Shipping and receiving clerk

26
TRUCKDRIVER

TRUCKER, POWER

Drives a truck within a city or industrial area to transport ma­
terials, merchandise, equipment, or men between various types of estab­
lishments such as: Manufacturing plants, freight depots, warehouses,
wholesale and retail establishments, or between retail establishments
and customers’ houses or places of business. May also load or unload
truck with or without helpers, make minor mechanical repairs, and keep
truck in good working order. Driver-salesmen and over-the-road drivers
are excluded.

Operates a manually controlled gasoline- or electric-powered
truck or tractor to transport goods and materials of all kinds about a
warehouse, manufacturing plant, or other establishment.

For wage study purposes, truckdrivers are classified by size
and type of equipment, as follows: (Tractor-trailer should be rated on
the basis of trailer capacity.)
Truckdriver (combination of sizes listed separately)
Truckdriver, light {under 1% tons)
Truckdriver, medium (1% to and including 4 tons)
Truckdriver, heavy (over 4 tons, trailer type)
Truckdriver, heavy (over 4 tons, other than trailer type)




For wage study purposes, workers are classified by type of
truck, as follows:
Trucker, power (forklift)
Trucker, power (other than forklift)

WATCHMAN
Makes rounds of premises periodically in protecting property
against fire, theft, and illegal entry.







Available On Request—
The fourth annual report on salaries for accountants, auditors, attorneys, chemists,
engineers, engineering technicians, draftsmen, tracers, job analysts, directors of
personnel, managers of office services, and clerical employees.
Order as BLS Bulletin 1387, National Survey of Professional, Administrative, Tech­
nical, and Clerical Pay, February—
March 1963* 40 cents a copy.

Occupational Wage Surveys
A lis t of the la test available bulletins is presented below. A d irecto ry indicating dates of e a rlie r studies, and the p rices of the bulletins is
available on request. Bulletins may be purchased from the Superintendent of Documents, U .S. Government Printing Office, Washington, Ei. C. , 20402,
or from any of the BLS regional sales offices shown on the inside front cover.
A rea

Bulletin
number

A kron, Ohio__________________________________
Albany—
Schenectady— ro y , N. Y 1______________
T
Albuquerque, N. Mex1 ________________________
Allentown—
Bethlehem—
Easton, P a .— J 1 ______
N.
A tlanta, Ga1 __________________________________
B altim ore, M d _______________________________
Beaumont— o rt A rth u r, Tex 1 _________________
P
Birm ingham , A la 1 ____________________________
B oise, Idaho_________________________________
Boston, Mass 1________________________________

1345-81
1385-52
1385-61
1385-53
1385-73
1385-24
1385-70
1385-63
1345-74
1385-16

20
25
25
25
25
25
25
25
20
25

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

Buffalo, N. Y _________________________________
Burlington, V t________________________________
Canton, Ohio 1________________________________
C harleston, W. Va 1---------------------------------------C harlotte, N. C 1______________________________
Chattanooga, Tenn. — a _______________________
G
Chicago, 1111_________________________________
Cincinnati, Ohio— y1 _________________________
K
Cleveland, Ohio______________________________
Columbus, Ohio______________________________

1385-33
1385-47
1385-64
1385-57
1385-55
1385-5
1385-66
1385-58
1385-11
1385-25

25
20
25
25
25
20
30
25
25
20

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

D a lla s, T e x __________________________________
Davenport—
Rock Island— oline, Iowa—
M
111______
Dayton, O hio1________________________________
D enver, C o lo 1________________________________
Des M oines, Iowa1 ___________________________
D etroit, M ich________________________________
F ort W orth, T e x _____________________________
G reen Bay, W is ______________________________
G re e n v ille , S. C 1_____________________________
Houston, T e x ________________________________

1385-15
1385-12
1385-40
1385-34
1385-44
1385-43
1385-19
1385-4
1385-68
1345-82

25
20
25
25
25
25
20
20
25
25

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

Indianapolis, Ind 1_____________________________
Jackson, M is s 1_______________________________
Jack so n ville, F la _____________________________
Kansas C ity, M o.—
Kans 1_____________________
Lawrence— averhill, M a s s .— H ____________
H
N.
L ittle Rock—
North Little Rock, A r k ___________
Los Angeles—
Long Beach, C a lif1______________
L o u isv ille , Ky. —
Ind___________________________
Lubbock, T e x 1________________________________
M anchester, N. H_____________________________
M em phis, Tenn 1_____________________________

1385-30
1385-41
1385-32
1385-26
1345-77
1385-3
1385-59
1385-50
1385-75
1385-1
1385-35

25
25
20
25
20
20
30
20
25
20
25

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents

l

P ric e

Data on establishment practices and supplementary wage provisions are also presented.




A rea

Bulletin
number

P rice

M iami, F la 1_________________________________
Milwaukee, W is______________________________
Minneapolis— P aul, Minn__________________
St.
Muskegon—
Muskegon Heights, M ich1 __________
Newark and J e r s e y City, N. J 1 ________________
New Haven, Conn1___________________________
New O rleans, L a _____________________________
New York, N. Y 1_____________________________
Norfolk—
Portsm outh and Newport News—
Hampton, Va 1______________________________
Oklahoma C ity , Okla _________________________

1385-29
1385-56
1385-39
1385-71
1385-49
1385-37
1385-42
1385-72

25
25
25
25
30
25
25
40

1345-75
1385-2

25 cents
20 cents

Omaha, Nebr. —
Iowa 1_________________________
P aterson—
Clifton— a ssa ic, N. J 1 _____________
P
Philadelphia, Pa. — J 1______________________
N.
Phoenix, A r iz 1_______________________________
Pittsburgh, P a ___________ -__________________
Portland, M ain e1_____________________________
Portland, Oreg. —
Wash 1______________________
Providence—
Pawtucket, R.I.— a ss____________
M
Raleigh, N, C 1________________________________
Richmond, Va 1_______________________________
Rockford, 1111________________________________
St. Louis, M o.— ll___________________________
I
Salt Lake City, U ta h _________________________
San Antonio, T ex_____________________________
San Bernardino— iverside— ntario, C a lif1____
R
O
San Diego, C a lif_____________________________
San F rancisco—
Oakland, C a lif1_______________
Savannah, G a1________________________________
Scranton, P a 1________________________________
Seattle, W a sh 1_______________________________
Sioux F a lls , S. D ak1_________________________
South Bend, Ind1_____________________________
Spokane, W a sh 1, _____________________________
Toledo, Ohio_________________________________
Trenton, N. J ________________________________
Washington, D. C. —
Md. — a __________________
V
W aterbury, Conn1____________________________
W aterloo, Io w a______________________________
W ichita, K an s________________________________
W o rcester, M ass_____________________________
Y ork, P a 1 ___________________________________

13 8 5-14
1385-62
1385-31
1385-54
1385-38
1385-22
1385-67
1385-65
1385-7
1385-23
1385-60
1385-21
1385-28
1385-74
1385-9
13 8 5-13
1385-36
1385-69
1385-8
1385-10
1385-20
1385-51
1345-66
1385-46
1385-27
1385-17
1385-48
1385-18
1385-6
1345-80
1385-45

25
25
30
25
25
25
25
20
25
25
25
25
20
20
25
20
25
25
25
25
25
25
25
20
20
25
25
20
20
20
25

cents
cents
cents
cents
cents
cents
cents
cents

cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents
cents


Federal Reserve Bank of St. Louis, One Federal Reserve Bank Plaza, St. Louis, MO 63102