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National Survey of Professional, Administrative, Technical, and Clerical Pay W inter 1960-61 Bulletin N o. 131C UNITED STA TES DEPARTMENT OF LABOR Arthur J. Goldberg, Secretary B U R E A U O F L A B O R S T A T IS T IC S Ew an C la g u e , C o m m issio n e r National Survey of Professional, Administrative, Technical, and Clerical Pay Winter 1960-61 Accountants and Auditors Attorneys Engineers and Scientists Personnel Management Clerical Supervisory Draftsmen Office Clerical Bulletin N o . 1310 October 1961 UNITED STA TES DEPARTMENT OF LABOR Arthur J. Goldberg, Secretary BUREAU OF LABOR STATISTICS Ewan Clague, Commissioner For sale by the Superintendent of Documents, U.S. Government Printing Office, W ashington 25, D.C. - Price 40 cents Preface The Bureau of Labor Statistics provides in this bulletin the results of the second in a series of annual nationwide surveys of compensation for selected professional, administrative, technical, and clerical occupations in private indus try. The data, which relate to representative establishments in a broad spectrum of American industry in urban areas, were obtained by personal visits of Bureau field economists. For the most part, the data reflect salaries in effect during the period January-June 1961. The second survey incorporated some revisions in design developed by the Bureau of Labor Statistics in conjunction with the Bureau of the Budget and the Civil Service Commission. The surveys provide a fund of broadly based information on salary levels and distributions in private employment— that is, on the rates of compensation in the dominant sector of the labor market. As such, the results are useful for wide, general economic analysis. In addition, they provide more information than has hitherto been available on pay in private industry in a form suitable for use in appraising the compensation of salaried employees in the Federal civil service. It should be emphasized that these sur veys, like any other salary surveys, are in no sense calculated to supply mechani cal answers to questions of pay policy. The list of occupations studied represents a wide range of pay levels. Individually, the occupations selected were judged to be (a) surveyable in indus try within the framework of a broad survey design, and (b) representative of occupational groups which are numerically important in industry as well as in the Federal service. Occupational definitions prepared for use in the collection of the salary data reflect duties and responsibilities in industry; however, they are designed to be translatable to specific pay grades in the general schedule applying to Federal Classification Act employees. This necessitated limiting some occupations and work levels to employees with specific job functions that could be classified uni formly among establishments. For office clerical and drafting occupations, se lected from among those included in the Bureau’ s program of locality occupa tional wage surveys, Bureau of Labor Statistics job definitions were used. Definitions for all other occupations studied were prepared by the Civil Service Commission staff. (See appendix C. ) In addition to the collection of salary data for all occupations studied, information was obtained to permit comparison of supplementary cash bonus pay ments in the most recent period with those paid in the 1959—60 period to em ployees in professional and administrative occupations. Information on supple mentary benefits such as paid vacations and paid holidays, and health, insurance, and pension plans is not included in this report. This type of information r e lating to office employees has been incorporated in the BLS bulletins issued separately for each area in which occupational wage surveys were conducted during the year ending June 30, 1961. The areas for which separate reports were issued are listed in the order form at the back of this bulletin. i i i As a result of experience in the first survey, conducted during the winter of 1959—60, a number of substitutions and improvements were made in the list of professional and administrative occupations defined for survey, as well as in the definitions used in classifying employees and changes in other aspects of the survey design. (See appendix B. ) No changes were made in the definitions for the technical and clerical occupations. For this reason, the information on changes in salary levels during the year is based largely upon changes for these latter classes of occupations. The survey could not have been accomplished without the wholehearted cooperation of the many firm s whose salary scales provide the basis for the statistical data presented in this bulletin. The Bureau, on its own behalf and on behalf of the other Federal agencies that collaborated in planning the survey, wishes to express sincere thanks for the splendid cooperation it has received in this difficult undertaking. This bulletin was prepared in the Bureau1s Division of Wages and In dustrial Relations under the general supervision of Toivo P. Kanninen. Samuel E. Cohen devised the sampling procedures and supervised the selection of the sample, assisted by Theodore J. Golonka, who was responsible for- the preparation of the estimates. The analysis was prepared by Louis E. Badenhoop, assisted by Harry F. Zeman. Field work for the survey was directed by the Bureau1s Assistant Regional Directors for Wages and Industrial Relations. IV Contents Page 1 CM 00 00 O ' Introduction________________________________________________________________________ Average salaries _________________________ Average weekly hours ____________________ Salary distributions ______________________ Changes in salary levels during the year Supplementary cash bonuses ______________________________________________________ 11 Tables: 1. 2. 3. 4. 5. Employment and average salaries for selected professional, administrative, technical, and clerical occupations in private industry ______________________________________________________ Distribution of 68 selected job categories studied by employees1 average weekly hours __________________________________ Percent distribution of employees in selected professional and administrative occupations by average monthly salaries ________________________________________________________ Percent distribution of employees in selected technical and clerical occupations by average weekly s a la r ie s ______ __________ Percent distribution of establishments with supplementary cash bonus plans applying to professional and administrative occupations studied by comparison between bonuses paid in 1959—60 and 1960—61 survey periods __________________________________________________________ 12 14 15 20 23 Charts: 1. 2. 3. 4. Salaries in professional occupations ________________________ Salaries in administrative, technical, and clerical occupations ______________________________________________________________ Percent of chemists and engineers in each work level surveyed __________________________________________________________ Ranges and salaries for selected professional and clerical occupations ____________________________________________________ 3 4 6 10 Appendixes: A. B. C. Scope and method of survey ____________________________________________ Survey changes in 1960—61 ______________________________________________ Occupational definitions __________________________________________________ v 25 29 31 National Survey of Professional, Administrative, Technical, and Clerical Pay, Winter 1 9 6 0 —61 Introduction The results of the second annual survey of professional, administrative, technical, and clerical pay are presented in the accompanying tables and charts. 1 Nationwide estimates of salary levels are shown for 68 occupation work level categories surveyed in the following industries: Manufacturing; transportation, communication, electric, gas, and sanitary services; wholesale and retail trade; finance, insurance, and real estate; engineering and architectural services; and research, development and testing laboratories. 2 The data relate to establish ments employing 250 or more workers, located in metropolitan areas. To meet the primary objective of the survey, it was necessary to estab lish definitions for the professional, administrative, technical, and clerical occu pations selected for study that would permit classification of employees included in each occupation according to appropriate work levels (or classes). Within each occupation, the work levels surveyed, usually designated by Roman numerals with class I assigned to the lowest level, are defined in terms of duties and responsibilities. Specific job factors determining classification, however, varied from occupation to occupation. ^ The number of work levels defined for survey in each occupation ranges from one for office boys or girls to eight for chemists and engineers. More than one level of work was defined for survey in m ost of the occupations; however, some occupations were purposely defined to cover a specific band of work levels and were not intended to represent all levels or all workers that may be found in those occupations. The selected occupations as defined for the study accounted for nearly 900, 000 employees or about 8 percent of the estimated total employment in estab lishments within scope of the survey. Employment in the occupations surveyed varied widely, reflecting actual differences in employment in the various occupa tions as well as differences in the range of duties and responsibilities covered by each occupational definition. The 8 levels of engineers accounted for nearly three-fourths of the 333, 000 employees in the professional and administrative occupations as defined for study. Three occupations (accounting clerks, stenog raphers, and typists) included almost three-fifths of the 49 3, 000 employees in the clerical occupations. The drafting-room occupations studied had aggregate employment of 59, 000. Women accounted for 84 percent of total employment in the clerical oc cupations studied, compared with 1 percent in the professional and administra tive occupations and 3 percent in drafting-room occupations. More than 95 percent of the bookkeeping-machine operators, file clerks, keypunch operators, stenog raphers, switchboard operators, and typists were women. Among the professional and administrative occupations, the relatively few women employees were largely reported in the first few work levels. 1 For the m ost part, the data reflect salaries in effect during the period January-June 1961. Results of the first survey are presented in National Survey of Professional, Administrative, Technical, and Clerical Pay. Winter 1959—60. BLS Bull. 1286 (I960). 2 For a detailed description of the scope and method of survey, see ap pendix A. 2 The time unit in which salary rates were expressed varied among and within establishments. Although monthly rates were widely reported in the pro fessional and administrative occupations, annual rates were not uncommon, par ticularly in the higher-salaried positions. Clerical pay rates were commonly on a weekly basis with other time units found in use in many establishments. Monthly and annual salaries for all occupations studied are presented in table 1. Whereas distributions of employees in professional and administrative occupations are presented in terms of monthly salaries, technical considerations dictated the summarization of employee distributions by weekly salaries in the case of technical and clerical occupations. The general level of salaries for each occupation or work level is p re sented in this study as the arithmetic mean of all of the individual salary rates. Median salaries, the amount below and above which the salaries for 50 percent of the employees are found, are also presented in table 1. Charts 1 and 2 show the salary relationships among work levels in each occupation, as well as the relative position of the levels studied in each occupa tion within the full range of occupations covered in the survey. Average Salaries Average (mean) monthly salaries among the 68 occupation work level categories ranged from $252 for file clerks I to $1, 726 for attorneys V— a level representing heads of legal staffs with responsibility for making studies and re c ommendations on important technical legal questions, usually reporting to a gen eral counsel of the company or his immediate deputy. 3 Within this broad 'range of defined work levels, monthly salaries averaged less than $500 in 23 levels, $500 and under $ 1 ,0 0 0 in 32 levels, and $ 1 ,0 0 0 or more in 13 levels. The position of the various work levels within these broad monthly salary ranges illu s trates the general relationship among levels surveyed. Under $500 monthly (Under $6, 000 annually) $500 and under $1, 000 monthly ($ 6 , 000 and under $12, 000 annually) A ll clerical levels; tracers and junior draftsmen; level I of accountants, auditors, chemists, and job analysts Senior draftsmen; attorneys I through IHA; engineers I through V; levels II through V of accountants and chemists; levels II and above of auditors and job analysts; levels I and II of directors of personnel; managers of office services I through III; chief accounts I through III $1, 000 and under $1, 500 monthly ($1 2, 000 and under $18, 000 annually) Level IV of chief accountants and managers of office services; directors of personnel III and IV; levels VI and VII of chemists and engineers; attorneys IV, and IVA $1, 500 and over monthly ($18, 000 and over annually) Level VIII of chemists and en gineers; attorneys V 3 Classification of employees in the occupations and work levels surveyed was based on factors detailed in the definitions in appendix C. 3 Chart 1. SALARIES IN PROFESSIONAL OCCUPATIONS, WINTER 1960-61 AVERAGE MONTHLY SALARIES 250 OCCUPATION AND CLASS Accountants 500 750 1,000 1,250 ~T“ ~r 12,000 15,000 1,500 1,750 $2,000 18,000 21,000 $24,000 I IL 12 2 Auditors I IE EL 32 Chief Accountants I 31 3E 12 Attorneys I 31 mA 32 32A 2 Chemists 32 2 2T YK YIK Engineers I 31 3E 32 13 2T YJT YJK 3,000 6,000 9,000 AVERAGE ANNUAL SALARIES UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS 4 C h a rt 2. S A L A R IE S IN A D M IN IS T R A T IV E , T E C H N IC A L , A N D C L E R IC A L O C C U P A T IO N S , W IN T E R 1960-61 A VERAG E MONTHLY SALARIES OCCUPATION A N D CLASS 250 500 750 1,000 1,250 1,500 1,750 $2,000 3,000 6,000 9,000 12,000 15,000 18,000 21,000 $24,000 Job A n a ly sts nr IV D ire cto rs of Personnel I n nr IV M a n a g e rs , O ffic e Se rv ic e s I n m iv Draftsm en, Ju n io r S e n io r Tracers B o o k k e e p in g -M a c h in e I O p e ra to rs ]j Clerks, A c c o u n tin g Clerks, File K e yp u n ch O p e r a to rs O ffic e B oys o r G irls Ste n o g ra p h e rs, G e n e ra l Technical Sw itc h b o a rd O p e ra to rs Sp e cial T a b u la tin g-M a c h in e O p e ra to rs I n in Typists AVERAGE A N N U A L SALARIES UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS 5 Average^ monthly salaries for the five levels of accountants surveyed ranged from $478 for accountants I to $879 for accountants V. Among auditors, average monthly salaries ranged from $433 for auditors I to $790 for auditors IV, the highest level surveyed in that series. Level I of both accountants and auditors included trainees with bachelor1s degrees in accounting or the equivalent in educa tion and experience combined. More than half the relatively few auditors I and about a fourth of those in the higher levels were employed in finance industries, whereas more than four-fifths of the accountants at all levels were employed in manufacturing and public utilities industries. 4 At level III, which was the largest group of employees in each of these three series, monthly salaries averaged $600 for accountants and $644 for auditors. Chief accountants were surveyed separately from accountants, and only those were included who met quite specific requirements as to the scope and com plexity of the accounting program and as to the subordinate staff they directed. Those with professional duties and responsibilities as described for level I were paid monthly salaries averaging $797 and those meeting the much higher require ments described for level I V 5 averaged $ 1 ,2 5 1 . Chief accountants who met the requirements of the definitions for these four levels were largely employed in manufacturing industries. Attorneys classified at level I averaiged $531 a month. These were trainees with LL. B. degrees and bar membership employed in legal advisory departments of firm s in which their full professional training could be utilized. At the highest among seven levels of attorneys surveyed (designated level V as the series included levels designated IILA and IVA), monthly salaries averaged $1, 726. Attorneys at that level included those in charge of legal staffs handling assignments in one or more broad legal areas, with responsibility for recom mendations which could have an important bearing on the company’ s business, but who are usually subordinate to a general counsel or his immediate deputy in large firm s. The spread of $1, 195 in averaige monthly salaries between the entry level and the highest among seven levels studied was greater for attorneys than for any of the other occupational series covered. The finance industries employed the highest proportion of attorneys, with approximately two-fifths in the seven levels combined in those industries compared with a fourth in manu facturing and a slightly smaller proportion in public utilities. Chemists and engineers were surveyed in eight levels. (See chart 3. ) Each series started with a trainee level of professional work, typically requiring a bachelor of science degree or the equivalent in education and experience com bined. A level VIII position involved full responsibility over a very broad and highly diversified engineering or chemical program, such as to require several subordinates each directing large and importamt segments of the program; or, for the employing company, individual reseairch and consultation in difficult problem areas in which the engineer or chemist was a recognized authority and where solutions would represent major scientific or technological advance. (it was recognized in the definition that top positions of some companies with very extensive and complex engineering or chemical programs were above that level. ) Among the eight levels of engineers, average monthly salaries ranged from $548 for level I to $1, 588 for level VIII. Chemists at level I averaged $481 a month and at level VIII, $ 1,523. Although starting salaries for chemists were 4 Establishments primarily engaged in providing accounting and auditing services were excluded from the survey. 5 Although level V of chief accountant was surveyed, as defined in appen dix C, employees meeting requirements for this level were insufficient in number to warrant presentation of average salary figures. 6 7 below those for engineers, the percentage difference in average salaries tended to become smaller at the more advanced work levels. Average monthly salaries at level IV were $792 for chemists and $832 for engineers. Level IV repre sented the largest group in each series and included professional employees who were recognized as fully competent in all technical aspects of their assignments, worked with considerable independence, and in some cases supervised a few pro fessional and technical workers in their respective fields. Manufacturing indus tries accounted for 80 percent of all engineers and 92 percent of all chemists; public utilities 11 and 2 percent, respectively; and engineering and scientific services industries studied employed most of the others. For both engineers and chemists, salary levels were about the same in manufacturing and public utilities industries, and slightly higher in the engineering and scientific serv ices industries. Directors of personnel and job analysts, each representing four levels of work, 6 were studied in the personnel management field. Job analysts I, de fined to include trainees under immediate supervision, averaged $493, compared with $801 for job analysts IV, who analyze and evaluate a variety of more dif ficult jobs under general supervision and who may participate in the development and installation of evaluation or compensation system s. Directors of personnel were limited by definition to those who had programs that included, at a minimum, responsibility for administering a formal job evaluation system, employment and placement, and employee relations and services functions. Those with responsi bility for actual contract negotiations with labor unions as the principal company representative were excluded. Provisions were made in the definition for weighing various combinations of duties and responsibilities to determine the level c la ssi fication. Among personnel directors with job functions as specified for the four levels of responsibility, average monthly salaries ranged from $723 for level I to $1 ,2 1 1 for level IV. Manufacturing industries accounted for three-fourths of both the job analysts and directors of personnel as defined for the survey. Managers of office services, as defined for the study, included four levels based on the variety of clerical and other office services supervised and the size of the organization serviced. Those responsible for additional functions of a higher level than those enumerated in the definition were excluded. Among the four levels studied, average monthly salaries ranged from $604 for level I to $ 1 ,0 0 2 for level IV. Those at level I were responsible for providing 4 or 5 of the enumerated office service functions. (See appendix C.) For a staff of 300 to 600 employees, compared to 7 or 8 functions for about 1, 500 to 3, 000 em ployees at level IV. Manufacturing industries accounted for three-fifths of the employees in the four levels combined, and an additional fifth were employed in finance industries. In the drafting field, monthly salaries among three levels of work av eraged $530 for senior (fully experienced) draftsmen, $408 for junior draftsmen, and $327 for the relatively small group of tracers. Manufacturing industries accounted for a high proportion of the draftsmen and tracers, with 82 percent employed in those industries, 9 percent in public utilities, and about 7 percent in the engineering, architectural, and scientific services industries studied. General stenographers accounted for almost 1 of every 5 workers in the 17 clerical occupation work levels studied. Their salaries averaged $341 a month, which was slightly above the midpoint in the range of average monthly 6 Although level V of director of personnel was surveyed, as defined in ap pendix C, employees meeting requirements for this level were insufficient in number to warrant presentation of average salaries. 8 salaries for all employees in the clerical work levels represented in the study. Among the clerical jobs studied, monthly salaries ranged from $252 for file clerks I to $457 for tabulating-machine operators III, who without close super vision were required to perform complete reporting assignments by machine, including difficult wiring. Office boys or girls, two-fifths of whom were em ployed in manufacturing industries, averaged $7 more a month than file clerks I, who were more heavily represented in the finance industries. Women accounted for more than nine-tenths of the employees in 11 work levels and the men a c counted for half or more of the employees in 5 (accounting clerks II, office boys or girls, tabulating-machine operators I, II, and III). Although employment in manufacturing exceeded that in each of the 5 nonmanufacturing industry divisions within scope of the survey in 15 of the 17 clerical work levels, in only 6 instances did manufacturing account for as many as half the employees. Median monthly salaries (the amount below and above which 50 percent of the employees were found) for nearly all work levels were slightly lower than the weighted averages (means) cited earlier. The percentage by which the median differed from the mean was less than 2 percent in 43 of the work levels and as much as 2 but less than 3 percent in 13 additional levels. The amounts by which the weighted average salaries exceeded the medians were largest for attorneys IIIA (6. 3 percent), followed by chemists VIII (6. 1 percent), chief accountants IV (5. 5 percent), and attorneys V (5. 1 percent). Average Weekly Hours The length of the workweek, upon which the regular straight-time salary was based, was obtained for individual employees in the occupations studied. A distribution of the 68 job categories according to these average weekly hours (rounded to the nearest half hour) is shown in table 2. Workweeks averaged 40 hours in 10 of the 68 job categories, and from to 39 V2 hours in all others. Differences in average weekly hours among occupations, and among work levels within occupations, largely reflect variation in the distribution of employment in the various job categories among industries. 7 In manufacturing and public utilities industries, a 40-hour workweek was predominant, whereas work schedules of less than 40 hours were found to a greater extent in trade and finance indus tries, particularly in banking and insurance firm s. Average workweeks of 39 or less hours for all levels of auditors and attorneys, and m ost of the' office clerical job categories reflect the extent to which they are employed in industries in which such shorter workweeks are more prevalent. In comparison, average weekly hours of 40 or 39. 5 for all levels of chemist and engineers, for example, reflect the high incidence of the 40-hour workweek in manufacturing, public utilities, scientific research, and engineering services industries. Salary Distributions Percentage distributions of employees by monthly salaries are presented for the professional and administrative occupations in table 3, and by weekly salaries for the drafting and clerical occupations in table 4. Within each of the 68 occupation work levels, salary rates for some of the higher paid employees were twice those of the lowest paid employees. A ll occupations in which two or 7 Studies of scheduled weekly hours of office workers in major labor markets also indicate that shorter workweeks are more prevalent in large north eastern markets (particularly New York City) than in m ost areas in other r e gions. See Wages and Related Benefits, 60 Labor Markets, 1959—60, BLS Bull. 1265-62 (1961). 9 more levels of work were surveyed showed a substantial degree of overlapping of individual salaries between work levels in the same occupation. Salary ranges established for pay grades or work levels within salary structures of individual firm s also exhibited substantial overlap. The absolute spread between highest and lowest paid workers within work levels, and to a lesser extent the relative spread, tended to widen at the higher work levels for most occupations in which several work levels were surveyed. It is apparent from chart 4 that the relative spread varied considerably among occupations and in many cases was not greater for professional occupation work levels than for clerical levels studied. Thus, when excluding the extreme salaries and expressing the range as a percent of the median salary (chart 4), the relative spread in salaries was greater for m ost levels of attorneys than for engineers; in each of these occupations, the spread was smallest at the lowest levels. When compared with file clerks I and II and general stenographers, however, the rela tive spread in salaries was smaller for the two lowest levels of attorneys and for all levels of engineers, except for about the same relative spread in salaries for engineers VIII and general stenographers. Differences in the range of salaries paid individuals within work levels surveyed undoubtedly reflect a variety of factors other than differences in the work level definitions. As pointed out earlier, employment in the various indus tries within the scope of the survey may vary considerably from occupation to occupation. Salaries of individual employees in the same occupation and grade level also may vary considerably within establishments. This pattern is particu larly apparent in the professional and administrative occupations. Salaries are generally determined on an individual basis or under formalized pay plans which characteristically provide for a wide range in salary rates for each occupation and grade level within the pay structure. Changes in Salary __Leve 1s During the Year Between the initial (winter 1959—60) and the present survey, various changes were made in the professional and administrative occupations and levels selected for survey, and in the definitions used in classifying employees. 8 A l though most of the changes in these definitions were clarifications and refine ments, or improvements in organization, the extent to which differences in salary levels reflect changes in classification of employees could not be measured. No changes were made in the definitions for the 20 drafting and clerical job categories surveyed in the 2 periods, and it was possible to adjust the 1959—60 data to correspond (as to scope of survey) to the 1960—61 data. Using the 1960—61 occupational employment as constant employment weights, to eliminate the effect of changes in the proportion of workers represented in each level, the increase in average salaries for all employees in the drafting and clerical occupations as a group amounted to 3 percent. Among the 20 occupations and levels, increases in average salaries during the year ranged from 1. 9 to 7. 7 percent, with most of the increases within a range of 2 to 4 percent. Although similar precise com parisons could not be made for the professional and administrative occupations, increases in average salaries for those occupations did not appear to vary ap preciably from the increases shown for the drafting and clerical jobs. 8 For a summary of changes made in the 1960—61 survey, see appendix B. 10 Chart 4. RANGES A N D SALARIES FOR SELECTED PROFESSIONAL A N D CLERICAL OCCUPATIONS, WINTER 1960-61 MEDIAN MONTHLY SALARIES WITH INTERQUARTILE AND INTERDECILE RANGES1 EXPRESSED AS A PERCENT OF THE MEDIAN PERCENT 80 ..... “I First Decile 90 i First Quartile 100 i Median Monthly Salary i | 110 1 Third Quartile 120 1 Ninth Decile 130 1 140 1 150 1 155 1 . / ^'The interquartile range it the central pert at the array at employees UNITED STATES DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS b >' so la 'T ' e* cludi"9 «PP«r ° nd low« ' fourtht. The interdecile range excludes the upper and lower tenths of the array. 11 Supplementary Cash Bonuses In the 1959- 60 survey, information was obtained on the extent to which employees in professional and administrative occupations studied were paid cash bonuses during the year preceding the survey period, and the amount of such payments. 9 In the 1960—61 survey, informaition was collected to determine whether bonus payments made by establishments to employees in the professional and administrative occupations tended to be about the same, higher, or lower in the period covered by the current survey as compared with a year earlier (table 5). Among the 56 professional and administrative job categories covered by the bonus inquiry in the 1959—60 survey, the proportion of employees receiving cash bonuses ranged from 11 to 50 percent; in four-fifths of the jobs, from 15 to 40 percent of the employees received such bonuses. When bonus payments were added to salaries relating to all employees in each category, including those who did not receive bonuses, the average pay for the 56 job categories was increased as follows: Percent bonus pay ments added to average salaries 8.7-10.9 5. 2-5 . 7 3. 0-4 . 8 Less than 3. 0 Number of job categories 3 2 8 43 It was found that the impact of bonus payments in the higher work levels. tended to be greatest Cash bonus payments during the year preceding the 1960—61 survey period, compared with a year earlier, added about the same proportion to average salaries in nearly three-fifths of the establishments that paid bonuses in both periods to one or more employees in the professional and administrative occupa tions studied. Among the other establishments paying bonuses in both periods, approximately a third paid proportionately more and two-thirds paid less in the 1960—61 period. In addition to data permitting comparison of cash bonus payments to employees in the professional and administrative occupations studied, information was obtained on the incidence of such bonus plans among all establishments within the scope of the 1960—61 survey. Slightly less than half of the establishments had such plans that were in effect in both survey periods; approximately 1 percent of the establishments had discontinued plans that were in effect in the previous year and less than 1 percent had initiated plans during the 1960—61 period. 9 Bonus data are presented in greater detail in BLS Bull. 1286, National Sur vey of Professional, Administrative, Technical, and Clerical Pay, Winter 1959—60. 12 T a b le 1. E m p lo y m e n t and a v e r a g e s a la r ie s fo r s e le c t e d p r o f e s s i o n a l , a d m in is tr a t iv e , te c h n ic a l, and c le r i c a l o c c u p a tio n s in p r iv a te in d u s tr y , 1 w in te r 1960—61 M onthly s a la r ie s 2 O ccu p a tio n and c la s s (See d e s c r ip tio n s in ap p en d ix C) N u m ber of e m p lo y e e s A nnual s a la r ie s 2 M id dle ra n g e 3 M ean M edian F ir s t q u a rtile T h ird q u a rtile M id d le ran ge 3 M ean M edian F ir s t q u a rtile T h ird . q u a rtile A cco u n ta n ts and A u d ito r s __ __ __ __ __ ___ __ __ __ __ __ ___ __ __ _____ _______ 4 ,4 3 3 7, 790 1 5 ,9 3 2 1 0 ,9 6 0 4 ,4 5 3 $478 527 600 727 879 $473 519 593 718 851 $437 475 542 654 766 $520 570 651 797 972 $ 5 , 736 6, 324 7, 200 8, 724 1 0 ,5 4 8 I _ _ _ _ _ __ __ __ __ ___ II __ _ __ __ __ ______ III _________________________ IV _________________________ 393 1, 847 3, 397 1, 780 433 539 644 790 423 533 643 768 3 87 477 565 673 486 597 718 876 5, 196 6, 468 7, 728 9 ,4 8 0 I _ _ _ _ _ __ ___ II _______________ III IV _______________ 532 544 1, 125 226 797 957 994 1, 251 774 921 973 1, 186 692 850 849 1, 069 872 1 ,0 4 8 1 ,0 9 8 1 ,3 7 9 297 823 929 1, 169 1 ,0 6 1 503 413 531 678 817 967 1 ,2 2 2 1 ,2 7 8 1, 726 520 666 794 910 1 ,2 1 5 1,2 4 1 1 ,6 4 2 491 591 675 780 1, 027 1, 022 1, 358 I II ____ ___ HI ________________________ IV _________________________ V VI VII VIII 1, 340 3 ,6 1 9 6, 943 7, 133 4, 256 2 ,0 6 3 696 230 481 557 643 792 952 1, 113 1, 288 1,5 2 3 485 547 632 779 935 1,091 1, 233 1 ,4 3 5 I II ________________________ III _ _ _ __ __ _ IV _ _ ____ V __ V I __ _ _____ __ _ VII VIII 9, 828 3 0 ,8 7 3 64, 671 7 1 ,6 3 7 3 9 ,0 5 6 18, 669 5, 424 1 ,2 1 7 548 609 705 832 960 1, 114 1, 373 1, 588 145 498 796 524 A ccou n ta n ts A ccou n ta n ts A ccou n ta n ts A ccou n ta n ts A ccou n ta n ts A u d ito r s A u d ito r s A u d ito r s A u d ito r s C h ief C h ief C h ief C h ief I _ II III IV V _____ ______________ a ccou n ta n ts a ccou n ta n ts a ccou n ta n ts a ccou n ta n ts $ 5 ,6 7 6 6, 228 7, 116 8, 616 1 0 ,2 1 2 244 700 504 848 192 $6, 240 6, 840 7, 812 9, 564 1 1 ,6 6 4 076 396 716 216 4, 644 5, 724 6, 780 8 ,0 7 6 5, 832 7, 164 8 ,6 1 6 1 0 ,5 1 2 9, 564 1 1 ,4 8 4 1 1 ,9 2 8 15, 012 9, 288 1 1 ,0 5 2 1 1 ,6 7 6 1 4 ,2 3 2 8, 304 10 ,2 0 0 10, 188 1 2 ,8 2 8 1 0 ,4 6 4 12, 576 13, 176 16, 548 557 748 930 1, 130 1, 356 1 ,4 4 5 2, 061 6, 372 8, 136 9, 804 1 1 ,6 0 4 1 4 ,6 6 4 1 5 ,3 3 6 2 0 ,7 1 2 6, 240 7 ,9 9 2 9, 528 1 0 ,9 2 0 14, 580 1 4 ,8 9 2 1 9 ,7 0 4 5, 892 7, 092 8, 100 9 ,3 6 0 1 2 ,3 2 4 1 2 ,2 6 4 1 6 ,2 9 6 6, 684 8, 976 11, 160 13 ,5 6 0 16 ,2 7 2 17, 340 2 4 ,7 3 2 443 512 577 702 838 970 1, 097 1, 300 524 592 699 878 1 ,0 5 3 1 ,2 4 1 1 ,4 5 3 1, 700 5, 772 6, 684 7, 716 9, 504 1 1 ,4 2 4 1 3 ,3 5 6 1 5 ,4 5 6 18, 276 5, 820 6, 564 7, 584 9, 348 1 1 ,2 2 0 1 3 ,0 9 2 1 4 ,7 9 6 17, 220 5, 316 6, 134 6, 924 8 ,4 2 4 1 0 ,0 5 6 11, 640 13, 164 1 5 ,6 0 0 6, 288 7, 104 8, 388 1 0 ,5 3 6 1 2 ,6 3 6 14, 892 17 ,4 3 6 2 0 ,4 0 0 549 604 700 822 948 1, 102 1, 352 1 ,5 6 3 525 566 644 744 843 974 1, 193 1, 371 574 649 762 911 1 ,0 5 7 1 ,2 4 1 1, 522 1, 770 6, 576 7, 308 8 ,4 6 0 9 ,9 8 4 1 1 ,5 2 0 13, 368 1 6 ,4 7 6 1 9 ,0 5 6 6, 588 7, 248 8, 400 9, 864 11, 3 76 1 3 ,2 2 4 1 6 ,2 2 4 18, 756 6, 300 6, 792 7, 728 8, 928 10, 116 11, 688 14, 316 1 6 ,4 5 2 6, 888 7, 78$ 9, 144 1 0 ,932 12, 684 1 4 ,892 18, 264 21, 240 493 561 662 801 506 546 644 787 457 488 574 722 547 633 738 863 5, 916 6, 732 7, 944 9 ,6 1 2 072 552 728 444 5 ,4 8 4 5, 856 6, 888 8, 664 6, 564 7, 596 8, 856 1 0 ,356 642 1, 819 872 302 723 833 1 ,0 3 7 1 ,211 722 820 996 1, 159 651 708 884 1. 041 789 911 1, 174 1 ,3 5 9 8 ,6 7 6 9 ,9 9 6 1 2 ,4 4 2 1 4 ,5 3 2 8, 664 9, 840 1 1 ,9 5 2 1 3 ,9 0 8 7, 812 8 ,4 9 6 10, 608 1 2 ,4 9 2 9 ,4 6 8 10 ,9 3 2 14, 088 16, 308 427 613 246 68 604 707 814 1, 002 601 706 817 1 ,0 0 0 549 623 726 846 653 774 892 1, 135 7, 248 8 ,4 8 4 9, 768 1 2 ,0 2 4 7, 212 8, 472 9, 804 1 2 ,0 0 0 6, 588 7 ,4 7 6 8, 712 1 0 ,1 5 2 7, 836 9, 288 1 0 ,7 0 4 1 3,620 5, 6, 7, 9, $5, 5, 6, 7, 9, A tto r n e y s A tto r n e y s A tto r n e y s A tto r n e y s A tto r n e y s A tto r n e y s A tto r n e y s A tto r n e y s I _ __ _ _ II __ _ _ _ __ _ III ________________________ IIIA ______________________ IV __ _____ _ _ _ _ _ IV A ______________________ V _________________________ C h e m is ts and E n g in e e rs C h e m is ts C h e m is ts C h e m is ts C h e m is ts C h e m is ts C h e m is ts C h e m is ts C h e m is ts E n g in e e rs E n g in e e rs E n g in e e rs E n g in e e rs E n g in e e rs E n g in e e rs E n g in e e rs E n g in e e rs P e r s o n n e l M anagem ent Job Job Job Job a n a ly s ts a n a ly s ts a n a ly s ts a n a ly s ts D ir e c t o r s D ir e c t o r s D ir e c t o r s D ir e c t o r s of of of of I ______________________ II _ _ _____ III ______ IV __ ________ personnel p erson n el person n el personnel I --------- ----II — ______ I I I --------------IV ______ 6, 6, 7, 9, O ffic e S e r v ic e s M an agers, M an agers, M an agers, M an agers, o f fi c e o f fi c e o f fi c e o f fi c e s e r v ic e s s e r v ic e s s e r v ic e s s e r v ic e s I I I ______ III _____ IV _____ See fo o tn o te s at end o f table 13 T a b le 1. E m p lo y m e n t and a v e r a g e s a la r ie s f o r s e le c t e d p r o f e s s io n a l, a d m in is tr a t iv e , te c h n ic a l, and c le r i c a l o c c u p a tio n s in p r iv a te in d u s tr y , ' w in te r 1960—6 1 — Con tinued Annual s a l a r i e s 2 M onthly s a la r ie s 1 2 O ccu p a tion and c la s s (S ee d e s c r ip tio n s in ap p en d ix C) N u m ber of e m p lo y e e s M ean M edian 1 9 ,4 0 2 37, 254 2 ,6 3 5 $ 40 8 530 327 2 5 ,5 6 2 5, 341 5 2 ,3 5 9 38, 393 3 6 ,1 2 1 1 1 ,2 6 0 4 5 ,0 6 1 2 4 ,3 5 5 9 0 ,9 0 6 7, 371 1 6 ,3 9 4 M id dle ra n g e 3 M id dle ra n g e 3 M ean M edian F ir s t q u a rtile T h ird q u a rtile $ 4 ,8 2 2 6, 276 3 ,9 1 2 $ 4 , 286 5, 593 3 ,4 0 2 $ 5 ,4 3 8 7 ,0 8 7 4 ,4 2 7 3, 278 3, 203 2, 857 3, 609 4, 121 3, 829 5, 117 3, 026 3, 871 3, 822 3, 119 4, 102 4, 584 3 ,9 5 1 4 ,0 9 8 3, 720 5, 075 2 ,9 4 2 3, 779 3, 782 3 ,0 0 4 4, 070 4, 597 3 ,9 8 9 3, 559 3, 185 4, 337 2, 602 3, 246 3, 266 2, 684 3, 516 4, 134 3 ,4 1 4 4, 671 4, 376 5, 813 3, 365 4, 369 4, 370 3, 453 4 ,6 6 7 4, 977 4, 576 4, 381 4 ,4 6 4 4, 041 4, 828 3, 774 3, 730 3, 254 4, 269 429 4, 586 4, 583 4 ,0 4 5 5, 157 507 306 368 5, 500 3, 315 3, 921 5 ,4 8 7 3, 265 3, 871 4, 917 2, 897 3 ,4 0 3 6, 099 3 ,6 8 7 4 ,4 2 2 F ir s t q u a rtile T h ird q u a rtile $401 522 325 $356 465 283 $452 589 368 272 266 237 300 343 318 425 252 322 318 259 341 381 328 341 309 422 244 314 314 250 338 382 332 296 265 360 216 270 271 223 292 344 2 84 388 364 483 2 80 363 363 287 388 414 3 80 1 ,0 4 4 364 371 336 401 1 2 ,0 9 0 314 310 270 355 18, 541 381 381 336 8, 567 61, 855 38, 131 457 275 326 456 271 322 409 241 283 D ra fts m e n D ra fts m e n , ju n io r — __ __ ----D ra fts m e n , s e n io r __ __ __ __ — T racers _____ — — -------- — $ 4 ,9 0 8 6, 382 3, 931 C l e r ic a l B o o k k e e p in g -m a ch in e o p e r a t o r s I __ _ __ _____ ___ B ook k e eping - m a c hine o p e r a t o r s II _______________________ C le r k s , a cc o u n tin g I __ ___ __ ___ C le r k s , a cc o u n tin g I I ---------------------C le r k s , file I _ — ___ ___ C le r k s , file II __ _____ __ — K eypu n ch o p e r a t o r s _ __ __ — O ffic e b o y s o r g i r ls » S te n o g r a p h e r s , g e n e r a l ______ __ ___ S te n o g r a p h e r s , t e c h n ica l _ S w itch b oa rd o p e r a t o r s _ __ _____ S w itch b oa rd o p e r a t o r s , s p e c ia l — — __ __ — __ ----T a b u la tin g - m a ch in e o p e r a t o r s I ----__ „ __ ------T a b u la tin g - m a ch in e o p e r a t o r s II _ __ __ __ __ ___ T a b u la tin g - m a ch in e o p e r a t o r s III ______________________ T y p is ts I _ __ __ ----T y p is ts II — __ __ __ ------------- 1 F o r s c o p e o f study, se e table in ap p en d ix A. 2 S a la r ie s r e p o r t e d r e la te to the stan d ard s a la r ie s that w e r e p a id f o r sta n d a rd w o r k s c h e d u le s ; i. e . , to the s t r a ig h t-t im e s a la r y c o r r e s p o n d in g to the e m p l o y e e 's n o r m a l w o r k s c h e d u le e x clu d in g o v e r t im e h o u r s . 3 The m id d le ran ge (in te r q u a rtile ) u se d h e r e i s the c e n t r a l p a rt o f the a r r a y e x clu d in g the upp er and lo w e r fo u rth s o f the e m p lo y e e s . 14 T a b le 2. D is tr ib u tio n o f 68 s e le c t e d jo b c a t e g o r ie s stu d ied by e m p l o y e e s ' a v e r a g e w e e k ly h o u r s , 1 w in te r 1960—61 N u m b er o f jo b c a t e g o r ie s A v e ra g e w e e k ly h ou rs 1 P r o f e s s io n a l and a d m in i s tr a tiv e Job c a t e g o r y D ra ftin g 48 3 3 7 .5 1 - 3 8 .5 7 4 0 .0 17 26 2 A ll c a t e g o r ie s - A u d ito r s I 4 A u d ito r s II A tto r n e y s I, II, IIIA, IV , and IVA M a n a g e r s , o f f i c e s e r v ic e s IV C le r k s , file I and II O ffic e b o y s o r g i r ls T a b u la tin g -m a c h in e o p e r a t o r s I 12 3 9 .0 3 9 .5 C l e r ic a l A u d ito r s III and IV A t to r n e y s III and V Job a n a ly s ts II B o o k k e e p in g -m a c h in e o p e r a t o r s I and II C le r k s , a c c o u n tin g I and II K eypu n ch o p e r a t o r s S te n o g r a p h e r s , g e n e r a l S w itch b o a rd o p e r a t o r s S w itch b o a rd o p e r a t o r s , s p e c ia l T a b u la tin g -m a c h in e o p e r a t o r s II and III T y p is ts I and II A cco u n ta n ts I, II, III, IV , and V C h ie f a cc o u n ta n ts II and IV C h e m is ts I, III, IV, V , VI, V II, and VIII E n g in e e rs IV , V I, and VII Job a n a ly s ts I, III, and IV D ir e c t o r s o f p e r s o n n e l I, II, III, and IV M a n a g e r s , o f fic e s e r v ic e s II and III D ra fts m e n , ju n io r T racers S te n o g r a p h e r s , te c h n ica l C h ie f a c c o u n ta n ts I and III C h e m is ts II E n g in e e rs I, II, III, V , and VIII M a n a g e r s , o f f i c e s e r v ic e s I D ra fts m e n , s e n io r 1 The s ch e d u le d w o rk w e e k f o r w h ic h e m p lo y e e s r e c e iv e th e ir r e g u la r s t r a ig h t-t im e A v e r a g e w e e k ly h o u r s f o r e a c h jo b c a t e g o r y w e r e r o u n d e d to the n e a r e s t h a lf-h o u r . s a la r y . 15 T a ble 3. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d p r o f e s s io n a l and a d m in is tr a tiv e o c c u p a tio n s 2 by a v e r a g e m o n th ly s a la r ie s , w in te r 1960—61 C h ie f acco u n ta n ts A u d ito r s A cco u n ta n ts A v e ra g e m on th ly s a la r ie s H 1 U nder $325 $325 and u nd er $ 3 5 0 and under $375 and under __ _ $ 35 0 $375 $ 40 0 _ _ III IV II I V III IV I II III IV 1 .4 2 .3 3 .6 4 .4 _ ( 0 .6 ) 2 .2 _ - _ - _ - 2. 5 4. 3 8 .4 2 0 .4 _ (0 .6 ) 1 .6 - _ - - - - “ _ - - 1 5 .8 8 .7 9 .7 1 2 .5 6 .2 7 .5 8. 3 1 0 .7 0. 5 1 .6 3 .2 3 .3 - - - ~ - 9 .9 3 .3 1 .8 1 .3 1 1 .5 1 1 .3 8 .7 9 .8 6. 2 4 .5 9 .3 7 .9 (2 .1 ) 1 .0 1 .9 2 .9 1 .5 1 .9 - - _ 8. 7 6 .9 1 0 .9 7. 3 3 .8 6 .2 8. 0 4 .2 4 .7 1 .7 9 .2 9 .0 1 .7 1 .7 2 .7 - 6 .7 6 .8 5 .2 2. 3 6 .6 8. 3 7. 1 6 .5 7 .7 2 .4 12. 2 4 .5 1.1 2 .0 4 .4 3 .7 3 .7 .5 4 .4 3 .2 - 4 .4 7 .8 4 .2 2 .4 .8 6 .8 14. 5 8 .8 3. 1 7 .2 10. 1 4 .0 1 .2 9 .4 4. 3 1 .8 2 .7 1 .3 3 .5 3 .5 $ 40 0 $425 $ 45 0 $475 and and and and u nd er und er u nd er u nd er $425 $4 5 0 -------------------$475 ----$50 0 7 .1 13 .1 1 9 .7 1 4 .8 4 .6 6. 3 1 1 .3 1 1 .9 . ( 1 .8 ) 3 .7 4 .6 $ 50 0 $525 $550 $575 and and and and und er und er und er u nd er $525 _ $ 5 5 0 _____________ $575 $ 60 0 _ 1 0 .6 6 .5 6 .2 3 .4 1 6 .9 1 2 .7 10. 5 7 .3 6 .9 1 1 .7 1 1 .7 1 3 .3 (2..0) 1 .6 2 .9 3 .5 _ - $ 60 0 $625 $ 65 0 $675 and and and and und er under und er und er $625 $ 65 0 $675 $700 2 .0 2 .0 1 .7 1.1 4 .5 3. 1 3 .6 1 .1 1 4 .3 6 .9 7 .3 4. 3 6 .5 7. 0 1 0 .4 8 .4 ( 1 .3 ) 2 .2 3 .2 3 .2 (1 .5 ) - I 8 .4 2 .5 5 .0 2 .3 $ 70 0 $725 $75 0 $775 and and and and under und er un d er u nd er $725 $ 7 5 0 -------------------$77 5 __ $ 80 0 _ 1 .2 ( 2 .2 ) - 4. 6 3. 1 2. 0 .9 1 0 .4 10 .1 6. 8 6 .0 4 .9 5 .5 7 .2 6 .6 _ - 1 .6 1 .6 1 .4 ( .9 ) $ 80 0 $825 $850 $875 and and and and un d er und er u nd er un d er $825 $85 0 $875 „ $900 _ 1 .0 ( 2 .0 ) - 5 .6 5 .3 3 .8 2. 1 7 .1 8 .5 5 .8 4 .4 _ - _ " 2 .5 2 .2 1 .4 L. 1 $90 0 $925 $950 $975 and and and and und er u nd er u nd er und er $925 _____________ $95 0 ------------------$975 $ 1 ,0 0 0 __ 1 .9 1 .7 1 .4 .9 7 .4 4. 0 4 .4 2. 8 _ - _ - ( 1 .5 ) - 4. 3 2 .8 2 .4 2 .2 3 .8 .2 1 .5 13. 1 4 .8 1 .3 5 .3 8. 1 3. 0 8 .2 2. 0 .9 4 .9 2. 7 _ - _ - _ - 4 .8 2 .2 1 .8 1 .2 ( 1 .0 ) 5 .3 .6 3 .0 1 1 .9 5 .7 4. 0 4 .4 3 .9 15. 0 7 .6 4 .6 1 .2 4 .9 .4 1 4 .2 1 1 .5 6 .2 4. 0 ___ __ ( .1 ) - ; - ■ _ - _ - _ _ - . - 1 _ - ■ , _ - . - - - : - - - $ 1 ,0 0 0 $ 1 ,0 5 0 $ 1 ,1 0 0 $ 1 ,1 5 0 $ 1 ,2 0 0 and and and and and u nd er und er u n d er un d er u nd er $ 1 ,0 5 0 $ 1 ,1 0 0 $ 1, 1 5 0 ----------$ 1 ,2 0 0 _______ $ 1 ,2 5 0 __ _ _ _ _ - ' _ . _ ; _ _ - 1 .0 ( .6 ) - - - - 7 .5 4 .6 3 .9 2. 0 .8 $ 1 ,2 5 0 $ 1 ,3 0 0 $ 1 ,3 5 0 $ 1 ,4 0 0 $ 1 ,4 5 0 and and and and and u n d er un d er u nd er u nd er u nd er $ 1 ,3 0 0 $ 1, 350 $ 1 ,4 0 0 $ 1 ,4 5 0 _______ $ 1 ,5 0 0 _______ _ _ _ - _ _ - _ - - - - - 1 .2 (1 .8 ) - _ - _ - _ * _ - _ - 1 .7 3 .7 (1 .3 ) ~ 7 .7 3. 5 1 .8 (i.o ) - 8 .4 9 .3 3. 1 1 .3 8. 8 $ 1 ,5 0 0 $ 1 , S50 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 and and and and and u nd er nttripr u nd er under u n d er $ 1 ,5 5 0 ___ ---$ 1, 600 $ 1 ,6 5 0 _ _ _ $ 1 , 700 ________ $ 1 ,7 5 0 _______ _ - _ - _ - ; - ; _ - _ - _ - _ - _ - - - - - - - - _ - _ - - _ - .9 .9 3 .5 .9 - $ 1 ,7 5 0 $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 and and and and and u nd er $ 1 ,8 0 0 _______ u nd er $ 1, 850 _______ u nd er $ 1 ,9 0 0 __ __ u nd er $ 1 ,9 5 0 o v e r --------------------------- _ - _ _ - _ - _ - _ - _ - _ - _ - - _ - _ - .9 1 .8 4 .4 T o t a l _______________________ N u m ber o f e m p l o y e e s __ A v e r a g e m on th ly s a l a r i e s ______ See fo o tn o te s at end o f ta b le . ■ : 100. 0 100. 0 4, 433 7, 790 15, 932 10, 960 $47 8 $527 100. 0 _ $60 0 100. 0 $727 j _ - 100. 0 100. 0 100. 0 100. 0 100. 0 100. 0 100. 0 100. 0 4 ,4 5 3 393 1 ,8 4 7 3, 397 1 ,7 6 0 532 544 1, 125 226 $879 $433 $539 $644 $ 79 0 $797 $957 100. 0 $994 $1,251 16 T a b le 3. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d p r o f e s s io n a l and a d m in is tr a tiv e o c c u p a tio n s 2 by a v e r a g e m on th ly s a l a r ie s , w in te r 1960—61— C on tinued A tto r n e y s A v e ra g e m o n th ly s a la r ie s II I IIIA IV A IV _ - _ - V _ - U nder $425 ........................................... $425 and u nd er $45 0 — ------------$45 0 and u nd er $475 $475 and u nd er $ 50 0 -------------------- 1 .3 5 .7 9. 1 1 3 .5 0 .2 1 .0 3. 3 _ 2 .5 _ " $ 50 0 $525 $55 0 $575 and and and and und er under under under $525 $550 $575 $ 60 0 __ __ — -------------------------------------_____ __ __ 2 5 .9 1 6 .8 9 .8 6 .4 2. 1 2 .7 1 1 .5 6 .6 .6 2 .0 1 .9 - - - - (0 .2 ) 1 .5 3 .9 - - - $ 60 0 $625 $ 65 0 $675 and and and and und er under under under $625 _____________ $65 0 _____________ $675 __ __ __ $ 70 0 _____________ 2 .4 2 .4 .7 2. 0 11. 1 7 .2 7 .0 1 0 .2 3 .9 6 .6 7. 3 7. 0 _ .9 .9 3 .5 _ - - " $ 70 0 $725 $750 $775 and and and and under under under under $725 $750 $775 $8 0 0 ------------------_____________ _____________ _____________ _ .3 2. 0 - 6 .6 6 .2 2 .7 7 .8 3. 1 4 .2 5 .7 6 .8 4 .3 2 .5 6 .9 2. 3 _ ( 0 .6 ) 2 .4 .5 _ _ - $ 80 0 $825 $85 0 $875 and and and and u nd er under under un d er $825 $ 85 0 $875 $ 90 0 ___ __ __ _____________ _____ ______ ____ _______ 1 .0 .7 4. 1 2. 3 .6 1 .9 4 .4 6 .2 4 .3 4 .2 4. 3 7. 1 5 .2 4. 6 2 .7 1 .6 1 .6 1 .3 $900 $925 $ 95 0 $975 and and and and u nd er u nd er u nd er under $925 — __ __ $ 95 0 _____________ $975 __ _____ __ $ 1 ,0 0 0 __________ - 1 .7 .5 .4 1. 1 3 .7 2 .7 2 .4 3 .0 4. 7 2 .5 2 .8 1 .5 3 .5 .9 1 .2 5 .6 5 .6 6 .4 _ ( 1 .3 ) 3 .6 8. 0 2 .4 1 .4 .4 8 .2 3 .0 7. 1 4 .4 3 .8 5 .8 8. 7 8 .4 3 .2 7. 0 1 3 .7 •5.2 5 .2 2. 0 6 .4 6 .1 .5 1 .0 1 .5 8 .2 2. 1 4. 0 1 .7 1 .4 1 .6 9 .6 9 .8 5 .9 1 .6 4. 1 6 .2 7. 0 6 .6 4 .4 4 .2 2 .9 2 .7 4 .6 2 .9 8. 7 2 .2 .7 2 .5 1 .3 1 .8 4 .4 3 .6 .8 .8 3 .2 4. 1 2 .9 3. 1 5. 1 5 .8 .8 .4 .6 .4 - 1 .7 2 .4 2 .2 2 .4 3 .6 .2 4 .4 3 .4 2 .7 1 ,0 $ 1 ,0 0 0 $ 1 ,0 5 0 $ 1 ,1 0 0 $ 1 ,1 5 0 $ 1 ,2 0 0 and and and and and under u nd er u nd er under und er $ 1 ,0 5 0 _______ $ 1, 1 0 0 _______ $ 1, 1 5 0 ____ :__ $ 1 ,2 0 0 _______ $ 1 ,2 5 0 _______ $ 1 ,2 5 0 $ 1, 300 $ 1 ,3 5 0 $ 1 ,4 0 0 $ 1 ,4 5 0 and and and and and un d er u nd er und er und er un d er $ 1 ,3 0 0 $ 1 , 350 $ 1 ,4 0 0 $ 1 ,4 5 0 $ 1 ,5 0 0 $ 1 ,5 0 0 $ 1 ,5 5 0 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 and and and and and $ 1 ,7 5 0 $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 - _ - . III - - - . 0 .4 1 .2 4 .6 .8 - - - _ _ - - __ _ __ __ —______ _______ _______ _ _ - _ _ - .6 1 .0 .1 - - - - under u nd er u nd er und er und er ____ $ 1 , 550 $ 1 ,6 0 0 _______ $ 1 ,6 5 0 _______ $ 1 , 7 0 0 _______ $ 1 ,7 5 0 _______ _ _ _ - _ _ _ - _ _ _ - .7 1 .5 (1 .0 ) - - - - and and and and and under und er under under und er $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 $ 2 , 000 _ _ _ _ _ _ _ _ 2 .8 (2 .7 ) - - - - - $ 2 , 000 $ 2 ,0 5 0 $ 2 , 1 00 $ 2 ,1 5 0 $ 2 ,2 0 0 and and and and and und er under und er under und er $ 2 , 050 _______ $ 2 , 1 0 0 _______ $ 2 ,1 5 0 __ _ $ 2 ,2 0 0 _______ $ 2 ,2 5 0 _ - _ _ _ . - _ _ - _ _ _ _ - - - - - 2 .2 _ 3 .4 - $ 2 , 250 $ 2 ,3 0 0 $ 2 ,3 5 0 $ 2 ,4 0 0 and and and and und er $ 2 ,3 0 0 _ __ und er $ 2 ,3 5 0 _______ und er $ 2 ,4 0 0 _______ o v e r ___ __ __ ______ _ _ - _ _ - _ _ - _ _ - _ _ - _ _ _ - _______ _______ _______ _______ _______ T o t a l _______________________ N u m ber o f e m p lo y e e s A v e ra g e m on th ly s a la r ie s See fo o tn o te s at end o f ta b le . - - _ _ - _ (0 .2 ) 1 .2 3 .4 .2 3 1 0 .9 100. 0 100. 0 100. 0 100. 0 100. 0 100. 0 297 823 929 1, 169 1, 061 503 413 $531 $67 8 $817 $967 $ 1 ,2 2 2 $ 1 ,2 7 8 $ 1 ,7 2 6 100. 0 17 T a ble 3. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d p r o f e s s io n a l and a d m in is tr a tiv e o c c u p a tio n s 2 b y a v e r a g e m o n th ly s a l a r ie s , w in te r I960—61— Con tinued Chem is ts A v e r a g e m on th ly s a la r ie s I IV VI V II in _ ( 1 .2 ) 2. 5 5. 6 9 .6 ( 0 .8 ) 1 .5 2. 0 “ “ 8 6 8 1 4. 8 5. 6 9 .3 10. 8 (0 .7 ) 1 .2 2. 1 “ 1 2 .3 10. 1 10. 1 8. 1 3. 1 3 .8 5 .9 7. 6 ( 2 .5 ) " ■ - ■ “ " VII VIII “ " “ _ - U nder $350 ------------------------------------$35 0 and u n d er $375 ------------------$37 5 and u n d er $40 0 ------------------$40 0 and u n d er $425 ------------------$42 5 and u n d er $45 0 ------------------$45 0 and u n d er $475 ------------------$475 and u n d er $50 0 ------------------- 4. 7 1 .3 3. 0 8. 1 1 1 .0 15. 8 15. 8 $500 $52 5 $55 0 $57 5 and and and and u n d er u n d er un d er un d er $52 5 $550 $575 $600 -------------------------------------------------------------------------- 16. 0 1 1 .9 7. 0 2 .2 $60 0 $ 62 5 $650 $67 5 and and and and u n d er un d er u n d er u n d er $625 $65 0 $67 5 $700 -------------------------------------------------------------------------- ~ 7. 7 4. 3 3 .2 1 .4 $ 70 0 $ 72 5 $75 0 $77 5 and and and and u n d er u n d er u n d er un d er $72 5 $750 $77 5 $800 ------------------------------------------------------------------------- - 1 .6 1 .5 ( 2 .2 ) - 6. 0 5. 3 4 .0 2. 5 9 .0 6. 7 8. 7 7. 0 2. 1 2 .3 4 .2 5. 1 ( 0 .5 ) $ 80 0 $825 $85 0 $87 5 and and and and u n d er u n d er u n d er u n d er $82 5 $85 0 $875 $900 ------------------------------------------------------------------------- _ - - 1 .6 1. 1 1 .0 1 .2 5 .8 7. 6 5. 1 5 .0 5. 8 5 .9 6. 4 6 .2 1 .6 3. 7 .9 3. 8 2. 7 ■ - - ( 1 .9 ) - 4. 8 4 .4 3 .4 1 .8 7 .4 5. 6 6. 3 4. 7 4. 0 4. 8 7 .2 3. 6 1. 7 1 .7 1 .6 1 .0 10. 0 7 .9 4. 8 4. 7 3. 6 1 1 .8 9. 8 7. 5 7. 6 9. 8 6. 10. 10. 7. 9. 3 2 3 9 1 1 .3 1 .3 7. 4 6. 5 7 8 2 0 7 8. 7 8. 7 7. 8 1 1 .7 7. 8 $900 $92 5 $950 $97 5 and and and and u n d er u n d er un d er un d er $925 -------------------$950 ------------------$97 5 ------------------$ 1 ,0 0 0 --------------- 1 .2 1 .3 (. 6 ) 12. 20. 15. 10. - - ■ " “ - - ■ " “ “ - “ “ - ■ ” “ ■ - ~ ' ' ' “ .4 ' ■ - $ 1 ,0 0 0 $ 1 ,0 5 0 $ 1 , 100 $ 1 ,1 5 0 $ 1 ,2 0 0 and and and and and u n d er u n d er u n d er u n d er u n d er $ 1 ,0 5 0 $ 1 ,1 0 0 $ 1 , 150 $ 1 ,2 0 0 $ 1 ,2 5 0 --------------------------------------------------- _ - _ - _ - 2. 7 2. 1 ( 1 .3 ) “ $ 1 ,2 5 0 $ 1 ,3 0 0 $ 1 ,3 5 0 $ 1 ,4 0 0 $ 1 ,4 5 0 and and and and and u n d er u n d er u n d er u n d er u n d er $ 1 ,3 0 0 $ 1 ,3 5 0 $ 1 ,4 0 0 $ 1 ,4 5 0 $ 1 ,5 0 0 --------------------------------------------------- _ - _ - - “ 2. 7 1 .3 ( .5 ) " 5. 3 6 .9 4 .2 2 .5 1 .5 4. 7. 4 5. 5. $ 1 ,5 0 0 $ 1 ,5 5 0 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 and and and and and u n d er u n d er u n d er u n d er u n d er $ 1 ,5 5 0 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 $ 1 ,7 5 0 --------------------------------------------------- _ - - “ ■ - 1 .0 1 .0 ( .9 ) - 2. 3 3 .4 3 .4 2 .0 1 .6 3. 5. 2. 3. 3. $ 1 ,7 5 0 $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 and and and and and u n d er u n d er u n d er u n d er u n d er $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 $ 2 ,0 0 0 --------------------------------------------------- _ - - " - " " - - ■ .7 2 .4 1 .0 •1 1 .0 1 .3 6. 1 1 .7 .9 1 .7 $ 2 ,0 0 0 $ 2 ,0 5 0 $ 2 ,1 0 0 $ 2 ,1 5 0 $ 2 ,2 0 0 $ 2 ,2 5 0 and and and and and and u n d er $ 2 ,0 5 0 ----------u n d er $ 2 ,1 0 0 ----------u n d er $ 2 ,1 5 0 ----------u n d er $ 2 ,2 0 0 ----------u n d er $ 2 ,2 5 0 ----------o v e r ---------------------------- _ - - - - - - ( 1 .4 ) - .9 1 .3 1 .3 ~ 2. 6 3. 5 " _ ~ - ~ • - 0 2 6 0 5 100. 0 T ota l ------------------------------------- 100. 0 100. 0 100. 0 100. 0 100. 0 100. 0 100. 0 N u m ber o f e m p lo y e e s ------------------ 1 ,3 4 0 3 ,6 1 9 6 ,9 4 3 7, 133 4 ,2 5 6 2 ,0 6 3 696 230 $643 $792 $952 $ 1 , 113 $ 1 ,2 8 8 $ 1 ,5 2 3 A v e r a g e m on th ly s a l a r i e s ----------- See fo o tn o te s at end o f ta b le . $481 $55 7 18 T a ble 3. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d p r o f e s s io n a l and a d m in is tr a tiv e o c c u p a tio n s 2 b y a v e r a g e m o n th ly s a l a r ie s , w in te r 1960—61----Con tinued E n g in e e rs A v e r a g e m o n th ly s a la r ie s U nder $350 -----------------------------------$ 35 0 and u n d e r $3 75 ------------------$37 5 and u n d er $400 -------------------$40 0 and un d er $425 ------------------$ 42 5 and u n d e r $450 ------------------$450 and un d er $475 ------------------$47 5 and u n d e r $500 ------------------- III II I _ ( 0 .6 ) 1 .2 3. 0 4. 8 _ V IV _ _ - - 3 6 3 6 ( 0 .9 ) 1 .4 2. 8 5 .4 ( 1 .0 ) 16. 5 1 1 .9 9 .5 5 .9 7. 8 9. 1 1 1 .7 10. 8 3. 8 2. 7 1 .7 ( .9 ) 1 1 .3 9. 7 9. 0 5. 6 4. 7 3. 8 2. 1 1 .6 ( 0 .9 ) * 1 .3 3. 9. 15. 16. VII VI - - _ - - - - - 1 .4 2. 5 3. 6 4 .4 ( 1 .9 ) - - - 6. 1 7 .8 8. 1 8. 1 1 .3 1 .9 5. 7 5. 8 _ ( 1 .7 ) I- 1 _ - " 7. 7. 7. 5. 6 8 6 8 4 .4 5. 7 5. 8 5 .4 2 .8 2 .9 2. 6 2. 7 - - _ - _ - _ VIII $50 0 $ 52 5 $55 0 $57 5 and and and and under under u n d er under $52 5 $550 $575 $600 -------------------------------------------------------------------------- 15. 6 25. 5 25. 6 1 1 .3 $60 0 $ 62 5 $65 0 $675 and and and and under u n d er u n d er un d er $625 $650 $675 $700 ---------------------------------------------------------------------------- 7. 1 3. 2 1 .4 ( .7 ) $ 70 0 $ 72 5 $75 0 $77 5 and and and and un d er u n d er u n d er u n d er $725 $750 $77 5 $800 ---------------------------------------------------------------------------- _ - $80 0 $82 5 $85 0 $8 7 5 and and and and u n d er u n d er under u n d er $825 $85 0 $ 87 5 $900 ---------------------------------------------------------------------------- _ - _ - $90 0 $925 $95 0 $ 97 5 and and and and under u n d er u n d er under $925 -------------------$95 0 -------------------$975 -------------------$ 1 ,0 0 0 ---------------- _ - _ - ( 2 .5 ) - 6. 7 4 .2 3. 8 3 .2 6 .5 6. 1 5 .9 7 .2 3. 8 3. 5 4. 0 3 .9 _ (3 .5 ) - - $ 1 ,0 0 0 $ 1 ,0 5 0 $ 1 ,1 0 0 $ 1 ,1 5 0 $ 1 ,2 0 0 and and and and and under under under under under $ 1 ,0 5 0 $1 , 100 $ 1 ,1 5 0 $ 1 ,2 0 0 $ 1 ,2 5 0 --------------------------------------------------- _ - - " 5. 0 2. 6 1 .7 ( .9 ) - 10. 3 7 .8 5. 3 4. 3 3. 3 1 0 .9 9 .6 9. 3 9 .2 8 .4 3. 6 5 .2 6 .2 7. 6 6. 5 0 .2 1 .0 1 .7 4. 8 5. 0 $ 1 ,2 5 0 $ 1 ,3 0 0 $ 1 ,3 5 0 $ 1 ,4 0 0 $ 1 ,4 5 0 and and and and and under under under under under $ 1 ,3 0 0 $ 1 ,3 5 0 $ 1 ,4 0 0 $ 1 ,4 5 0 $ 1 ,5 0 0 ---------------------------------------------------- _ _ - - _ - _ - 2. 3 1 .5 ( 1 .5 ) - 5 .8 5 .4 3 .2 3. 0 2. 1 8. 5 8. 6 8. 4 7. 8 5 .9 5 .3 4 .9 5 .2 5. 8 7. 1 $ 1 ,5 0 0 $ 1 ,5 5 0 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 and and and and and under u nder under u n d er u n d er $ 1 ,5 5 0 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 $ 1 ,7 5 0 --------------------------------------------------- _ - _ - _ - _ - _ - 1 .6 ( 2 .4 ) " 7 .2 3. 4 3. 7 2 .7 2 .2 7. 5 5. 8 5. 1 6. 1 7 .4 $ 1 ,7 5 0 $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 and and and and and under under under under u n d er $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 $ 2 ,0 0 0 ---------------------------------------------------- - _ - _ - - _ - _ - 1 .6 1 .9 3 .2 .4 .2 5 .4 5 .9 2. 0 2. 5 1 .2 $ 2 ,0 0 0 $ 2 ,0 5 0 $ 2 ,1 0 0 $ 2 ,1 5 0 $ 2 ,2 0 0 $ 2 ,2 5 0 and and and and and and u n d e r $ 2 ,0 5 0 ----------u n d e r $ 2 ,1 0 0 -----------u n d e r $ 2 ,1 5 0 -----------u n d e r $ 2 ,2 0 0 -----------u n d e r $ 2 ,2 5 0 ----------o v e r ---------------------------- _ - _ - _ - - _ - .1 1 .3 ( .4 ) - 2. 7 1 .6 2 :1 .8 .4 2 .5 - - _ - T o t a l ------------------------------------- 100. 0 1 0 0 .0 1 0 0 .0 1 0 0 .0 1 0 0 .0 100. 0 100. 0 1 0 0 .0 N u m b er of e m p l o y e e s -------------------- 9, 828 3 0 ,8 7 3 64, 671 7 1 ,6 3 7 3 9 ,0 5 6 1 8 ,6 6 9 5 ,4 2 4 1 ,2 1 7 A v e r a g e m on th ly s a l a r i e s ----------- $548 $609 $705 $832 $960 $ 1 , 114 $ 1 ,3 7 3 $ 1 ,5 8 8 S ee fo o tn o te s at end o f ta b le . 19 T a ble 3. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d p r o f e s s io n a l and a d m in is tr a tiv e o c c u p a tio n s 2 b y a v e r a g e m o n th ly s a l a r ie s , w in te r 1960—61— C on tinued M an agers, o f fi c e s e r v ic e s D ir e c t o r s o f p e r s o n n e l Job a n a ly sts A v e ra g e m on th ly s a la r ie s I $325 and u nd er $350 ------------------$35 0 and un d er $37 5 -------------------$375 and u nd er $400 ------------------- 9 .0 .7 II IV ( 1 .6 ) 3. 6 _ - " _ - _ _ I IV - _ - _ - _ - _ " _ “ _ - _ III IV III II I III II $400 $42 5 $450 $475 and and and and u nd er u nd er un d er un d er $425 $450 $475 $500 ---------------------------------------------------------------------------- 6 .2 5. 5 1 1 .7 13. 8 2 .2 3. 8 5. 6 15. 3 _ 1 .4 3. 6 _ - _ ( 0 .8 ) _ - _ - - ( 1 .9 ) 5 .9 9 .6 _ 4. 1 - - $500 $525 $550 $575 and and and and u n d er un d er un d er u nd er $525 $550 $575 $600 ----------------------------------------------------------------------------- 14. 5 1 5 .9 1 1 .7 6 .2 7. 0 12. 7 7. 6 5 .4 5. 3 7. 5 7. 4 6 .4 _ 0 .4 1 .3 .6 3. 6 5. 0 7. 8 - _ (1. 1) 1 .5 2. 5 - _ - 2. 8 5 .2 7. 5 1 6 .9 1. 1 2. 3 6. 5 5 .4 2. 0 " - $600 $625 $650 $67 5 and and and and un d er u n d er u n d er u n d er $625 $650 $675 $700 -------------------------------------------------------------------------- 3 .4 ( 1 .4 ) 8. 0 6. 8 1 0 .2 1 .0 9. 0 1 2 .2 7. 0 7. 0 1 .9 4 .4 5. 7 4. 8 0 5 4 8 4. 6 2. 5 5 .2 4. 6 _ 2. 6 1 .4 _ - 15. 7 8. 7 8 .9 3. 5 6. 7. 8. 6. 0 2 5 0 4 .9 2 .8 9 -3 2. 8 2 .9 - $70 0 $725 $750 $775 and and and and un d er u n d er u n d er u n d er $725 $750 $775 $800 -----------------— ------------------------------------------------------- _ - 3 .2 1. 0 1 .4 .4 5. 3 5 .4 6. 3 1 .9 6. 7 5 .5 13. 5 10. 7 8. 1 7 .9 10. 4 1 0 .4 9 .0 4. 3 5. 3 1. 8 1. 3 .6 4 .6 _ - 3. 0 4. 0 3. 0 1 .2 1 2 .2 12. 1 3. 8 4. 6 2. 8 9 .3 1 .6 6 .9 1 .5 2 .9 7. 4 - $800 $825 $850 $87 5 and and and and un d er u n d er un d er un d er $825 $850 $87 5 $900 --------------------------------------------------------------------------- _ - 1 .6 1 .4 - 4. 2. . 2. 1 8 5 3 9 .4 8. 0 4 .2 6. 1 . . 4. 1. 9 .4 9 .2 7. 6 5. 1 2. 8 9 .3 1 .8 1 .8 ( 0 .3 ) 2. 0 4. 6 - _ .9 - 3 .9 4. 7 3. 4 1. 0 1 1 .0 10. 6 4. 5 9 .3 1. 5 10. 3 1 .5 1 .5 $900 $925 $950 $97 5 and and and and un d er un d er un d er un d er $925 ------------------$950 ------------------$975 ------------------$ 1 ,0 0 0 --------------- _ - _ - .8 2. 6 (l.D 1 .7 2. 1 3. 1 3. 1 5. 0 2. 8 3. 1 3. . 5. 3. 1 3 1 1 1 0 .2 2 .8 5. 3 6. 8 1 .3 1. 7 3. 0 4. 3 .2 1.2 " 4. 1 2. 0 ( 1 .1 ) - 6. 1 2 .4 2. 8 3. 3 1. 5 5 .9 11. 8 1. 5 1 1 .8 2 .4 6 .9 5. 8 4. 7 9. 6 6. 0 1 5 .2 1 1 .3 6. 3 _ - _ - 2. 0 2. 8 1 .2 ( 1 .2 ) - 1 1 .8 19. 1 8. 8 1 .5 5. 6 3. 3 3. 6 6 .6 3. 3 _ - _ - _ - 2 .9 2 .9 - - - - - 2 .9 .3 3 .6 2 .3 1 .0 _ _ - - - - _ - - _ _ _ _ - - - - 5. 2. 13. 4. 8 5 0 7 $ 1 ,0 0 0 $ 1 ,0 5 0 $ 1 ,1 0 0 $ 1 ,1 5 0 $ 1 ,2 0 0 and and and and and u n d er u n d er u n d er u n d er un d er $ 1 ,0 5 0 $ 1 ,1 0 0 $ 1 ,1 5 0 $ 1 ,2 0 0 $ 1 ,2 5 0 --------------------------------------------------- _ - _ - _ - 1 .9 2. 1 1. 1 1. 7 - 1. 7 ( .6 ) - 4 .9 .5 3. 0 1 .0 2. 8 $ 1 ,2 5 0 $ 1 ,3 0 0 $ 1 ,3 5 0 $ 1 ,4 0 0 $ 1 ,4 5 0 and and and and and un d er un d er un d er un d er un d er $ 1 ,3 0 0 ----------$ 1 ,3 5 0 ----------$ 1 ,4 0 0 ----------$ 1 , 4 5 0 ----------$ 1 ,5 0 0 ----------- _ - _ - _ - _ - _ 1 .4 ( 1 .2 ) - - - _ - - - 4. 7 5. 7 .1 1 .0 2. 8 $ 1 ,5 0 0 $ 1 ,5 5 0 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 and and and and and un d er und er un d er u n d er u nd er $ 1 ,5 5 0 $ 1 ,6 0 0 $ 1 ,6 5 0 $ 1 ,7 0 0 $ 1 ,7 5 0 --------------------------------------------------- _ _ _ _ _ _ ( 2 .9 ) - - - - - - - - - - - - - $ 1 ,7 5 0 $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 and and and and and u nd er u n d er u n d er u n d er un d er $ 1 ,8 0 0 $ 1 ,8 5 0 $ 1 ,9 0 0 $ 1 ,9 5 0 $ 2 ,0 0 0 --------------------------------------------------- _ - _ - - _ - .3 3. 3 ( 1 .0 ) - _ - _ - - _ - - - - - - - " _ _ _ _ _ _ _ _ _ _ _ _ - - - - - - - - - - - - $ 2 ,0 0 0 and und er $ 2 ,0 5 0 ----------$ 2 ,0 5 0 and u nd er $ 2 ,1 0 0 ----------$ 2 , 100 and o v e r ---------------------------T otal ------------------------------------- 100. 0 100. 0 100. 0 100. 0 - _ - - - - - - - - - - 100. 0 100. 0 100. 0 1 ,8 1 9 872 302 427 613 246 68 $833 $1,037 $ 1 ,2 1 1 $60 4 $ 70 7 $814 $1,002 N u m ber of e m p lo y e e s ------------------ 145 498 796 524 642 A v e ra g e m on th ly s a l a r i e s ----------- $493 $561 $662 $801 $723 100. 0 _ 100. 0 100. 0 100. 0 100. 0 \ In o r d e r to a v oid show in g s m a ll p r o p o r t io n s o f e m p lo y e e s s c a t t e r e d at o r n e a r the e x t r e m e s o f the d is trib u tio n s f o r s o m e o c c u p a t io n s , the p e r c e n t a g e s o f e m p lo y e e s in th e se in te rv a ls have b e e n a cc u m u la te d and a r e show n, in m o s t c a s e s , in the in te rv a l a b ov e o r b e lo w the e x tr e m e in te r v a l con tain in g at le a s t 1 p e r c e n t . The p e r c e n t a g e s r e p r e s e n t in g th e se e m p lo y e e s a r e show n in p a r e n t h e s e s . 2 F o r s c o p e o f study, s e e table in a pp en dix A . 3 W o r k e r s w e r e d is trib u te d as fo llo w s : 0 .2 p e r c e n t at $ 2 ,4 0 0 to $ 2 ,4 5 0 ; 0 .2 p e r c e n t at $ 2 ,4 5 0 to $ 2 ,5 0 0 ; 1 .0 p e r c e n t at $ 2 ,5 0 0 to $ 2 ,5 5 0 ; 2 . 4 p e r c e n t at $ 2 ,6 0 0 to $ 2 ,6 5 0 ; 0 .5 p e r c e n t at $ 2 ,6 5 0 to $ 2 ,7 0 0 ; 1 .5 p e r c e n t at $ 2 ,7 0 0 to $ 2 ,7 5 0 ; 5 .1 p e r c e n t at $ 2 ,9 0 0 to $ 2 ,9 5 0 . NOTE: B e c a u s e o f ro u n d in g, sum o f in d ivid u al ite m s m a y not equ a l t o ta ls . 20 T a b le 4. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d te c h n ic a l and c l e r i c a l o c c u p a tio n s 2 by a v e r a g e w e e k ly s a la r ie s , w in ter 1960—61 D ra fts m e n , ju n io r A v e ra g e w e e k ly s a la r ie s D ra fts m e n , s e n io r T racers 0 .4 6 .3 6. 1 1 1 .5 12. 5 1 3 .0 U nder $50 ________________________________ $5 0 and under $ 5 5 ------------------------------------$55 and under $ 6 0 ------------------------------------$60 and under $65 _ --------------------------------$65 and under $ 7 0 ------------------------------------$ 7 0 and under $75 - - ( 0 .9 ) 1 .7 3 .5 5 .3 - $75 $80 $85 $90 $95 $ 8 0 -------------------------------- — $ 8 5 -----------------------------$ 9 0 ------------------------------------$ 9 5 ---------------------- _ ------$ 1 0 0 _______________________ 9 .0 10. 3 12. 6 13. 3 1 0 .4 ( 1 .5 ) .1.5 4 .2 5 .6 1 5 .6 9 .7 7 .8 6. 8 4 .9 and and and and and under under under under under - $1 0 0 $ 1 05 $ 11 0 $115 $ 12 0 and and and and and under u nd er under u nd er under $ 1 0 5 ------------ __ ---- ----$ 1 1 0 _____________________ $ 1 1 5 _____________________ $ 1 2 0 --------------------------------$ 1 2 5 --------------------------------- 9 .3 5 .7 4 .2 3 .8 3 .8 8. 0 8 .9 9 .7 9 .7 9 .4 3 .9 (1 .6 ) - $125 $13 0 $135 $ 14 0 $145 and and and and and u nd er under under under under $ 1 3 0 --------------------------------$ 1 3 5 -------------------------- _ $ 1 4 0 ----------------------------- $145 ------------------ -----------$ 1 5 0 --------------------------------- 2 .3 1 .5 1 .2 (1 .3 ) - 8. 1 7. 1 6. 0 5 .3 3 .3 - $ 15 0 $ 16 0 $17 0 $ 1 80 and and and and und er $ 1 6 0 --------------------------------under $ 1 7 0 ----------------- --------- ,, under $ 1 8 0 --------------------------------o v e r _______________________ ____ _ 5 .3 3 .9 1 .6 . .7 T o ta l — ----------- A v e ra g e w e e k ly s a la r ie s - _ _ - 100. 0 100. 0 100. 0 --------- 1 9 ,4 0 2 3 7 ,2 5 4 2, 635 ------------- — $ 9 4 .0 0 $ 1 2 2 .5 0 $ 7 5 .5 0 ----------------- N u m ber o f e m p l o y e e s ------ - . - ----- See fo o tn o te s at end o f ta b le . — 21 T a b le 4. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d te c h n ic a l and c le r i c a l o c c u p a tio n s 2 b y a v e r a g e w e e k ly s a la r ie s , w in te r 1960—61— C on tinued B o o k k e e p in g m a ch in e o p era tors A v e ra g e w e e k ly s a la r ie s I U nder $35 ______________________________ $35 and under $ 4 0 _____________________ $ 4 0 and under $ 4 5 ____________________ $45 and under $ 5 0 _ __ _ _ ___ I II C le r k s , file C le r k s , a cco u n tin g II K ey punch opera tors II I O ffic e S te n o g r a S te n o g r a b oys or ph ers, ph ers , g ir ls g e n e r a l te c h n ic a l - ( 0 .2 ) 1 .0 8. 3 1 5 .6 $50 $55 $60 $65 $70 and and and and and under nnd#>r under under under $55 __ ___ __ _ __ $60 _ $ 6 5 ____________________ $ 7 0 __ _____ $75 _ _ _ _ _ _ __ ____ 1 4 .5 1 8 .6 2 0 .2 1 2 .6 7 .8 1 .8 4 .6 9 .3 1 2 .5 12. 3 7. 3 9 .8 13. 0 1 2 .1 1 0.1 ( 0 .5 ) 1 .0 2 .0 3 .5 5 .3 20. 0 1 6 .8 14. 3 8. 0 5 .0 6 .1 1 0 .3 1 2 .7 12. 3 1 1 .6 6 .5 8 .7 1 2 .5 13. 1 1 1 .7 2 0 .5 20. 1 1 3 .6 8. 0 5 .0 3 .2 5. 3 9 .7 1 1 .3 1 1 .3 ( 0 .6 ) 2 .3 5 .5 7 .9 $7 5 $80 $85 $90 $95 and and and and and u nd er u nd er u nd er u nd er u nd er ___ _____ _ $80 _ $ 8 5 ____________________ $ 9 0 ____________________ $95 _ ___ _ _ $ 1 0 0 __ _ _ _ _ _ _ __ 5 .6 3 .7 2 .3 1 .7 1 .2 1 1 .6 1 2 .0 1 0 .6 10. 0 6 .2 1 1 .5 7 .8 5 .2 4 .9 4 .3 7 .4 8 .2 8 .7 9 .0 9 .2 4 .4 2 .8 1 .9 ( 1 .8 ) 1 0 .9 1 0 .8 5 .7 4 .4 5 .3 12. 0 9 .5 6 .5 8 .4 4 .6 4 .2 5 .0 2 .5 1 .5 (-9 ) 1 2 .9 1 1 .9 9 .0 8. 8 6 .6 10. 0 1 1 .0 1 9 .6 1 7 .2 8 .6 ( .9 ) _ _ _ 3 .5 2 .7 ( 1 .8 ) 3. 1 2 .7 1 .5 ( 1 .7 ) 8 .5 9 .5 7 .0 5 .4 4 .6 4. 1 2 .4 (2 .3 ) 5 .6 6 .2 2. 5 1 .3 1 .2 $100 $ 1 05 $110 $115 $ 12 0 and and and and and un d er u nd er un d er und er un d er $125 $ 13 0 $135 $ 14 0 $145 and and and and and und er $ 1 3 0 __________________ u nd er $135 __ _ _ __ _ under $ 1 4 0 __________________ u nd er $ 1 4 5 _____ o v e r __________________________ T o t a l __ $ 1 0 5 __________________ $110 $ 1 1 5 __________________ $ 1 2 0 __________________ $125 __ ____ __ _____ _ __ N u m ber o f e m p lo y e e s __ __ _ ______ _ __ __ A v e r a g e w e e k ly s a la r ie s __ _ See footn otes at end o f ta b le . 0 .2 2. 1 8 .6 _ 0 .9 0. 1 1 .3 3 .6 - - _ . _ - _ _ _ 100. 0 100. 0 _ _ 100. 0 - 2 .5 2 .3 2 .1 1 .6 1 .8 100. 0 _ _ _ _ 0. 3 2 .5 0. 6 2 .5 0 .3 6. 0 1 2 .6 ( 0 .2 ) 1 .0 2 .5 1 .8 1 .3 ( 1 .5 ) - . _ _ _ _ _ _ _ _ - 100. 0 100. 0 2. 0 1. 1 ( .3 ) _ _ - _ - - - _ _ _ _ - _ _ _ - _ . _ _ _ 100. 0 100. 0 100. 0 - - _ ( .6 ) . _ _ 100. 0 2 5 ,5 6 2 5, 341 5 2 ,3 5 9 38, 393 36 ,1 2 1 1 1 ,2 6 0 4 5 ,0 6 1 2 4 ,3 5 5 90, 906 7, 371 $ 6 3 .0 0 $ 7 9 . 00 $ 7 3 .5 0 $ 9 8 . 00 $ 5 8 . 00 $ 7 4 .5 0 $ 7 3 .5 0 $ 6 0 .0 0 $ 7 8 .5 0 $ 8 8 . 00 22 T a ble 4. P e r c e n t d is trib u tio n o f e m p lo y e e s 1 in s e le c t e d t e c h n ic a l and c le r i c a l o c c u p a tio n s 2 b y a v e r a g e w e e k ly s a l a r ie s , w in te r 1960—61----C on tin u ed S w itch b o a rd op era tors A v e r a g e w e e k ly s a la r ie s 0. 4 1. 1 2. 3 U nder $40 ---------------------------------------------------$4 0 and un d er $ 4 5 ------------------------------------$4 5 and under $50 ------------------------------------- S w itch b o a rd op era tors, s p e c ia l - ( 0 .8 ) T a b u la tin g -m a chine o p era tors L T y p ists in II I II - ( 0 .2 ) 1 .9 a. 0 ( 0 .9 ) 0 .4 1 .6 - - 0. 1 - $50 $55 $60 $6 5 $70 and and and and and u n d er u n d er u n d er u n d er u n d er $5 5 ------------------------------------$60 ------------------------------------$65 ------------------------------------$ 7 0 ------------------------------------$75 ------------------------------------- 5. 1 6 .2 8. 7 10. 8 1 1 .3 1. 2. 3. 6. 6. 1 6 1 7 1 7. a 9 .8 1 0 .9 1 4 .9 14. 1 1.02. 6 3. 6 5. 1 7. 0 _ ( 0 .8 ) 1 .7 12.8 17. 0 1 8 .9 14. 7 9 .8 3 .5 7 .4 1 2 .3 14. 0 13. 8 $75 $80 $85 $90 $95 and and and and and un d er u n d er u n d er u n d er u n d er $ 8 0 ------------------------------------$ 8 5 ------------------------------------$ 9 0 ------------------------------------$95 ------------------------------------$ 1 0 0 ------------------------------------ 12. 7 9 .6 1 1 .9 10. 1 5 .9 9 .0 18. 6 1 5 .2 22. 3 7. 1 11.2. 10. 6 6. 6 4. 6 2. 5 10. 8 13. 6 10. 7 1 1 .0 12. 1 3 .9 5 .2 6 .2 8 .2 IT. 7 6. 5 4. 5 2. 8 1 .7 ( 1 .2 ) 13. 3 9 .9 8 .9 6. 1 6. 5 $ 1 0 5 --------------------------------$110 --------------------------------$ 11 5 --------------------------------$120 --------------------------------$ 1 2 5 --------------------------------- 2. 3 ( 1 .5 ) 3. 3 1 .8 1 .6 ( .7 ) 3. 3 1 .3 ( .2 ) 8. 1 6 .9 3. 0 2 .4 1 .3 1 1 .5 1 1.1 11. 1 8. 5 6 .9 ( .8 ) 4 .9 2 .5 3 .2 2 .4 $10 0 $105 $ 110 $11 5 $120 and and and and and under und er u n d er u n d er un d er $125 $130 $ 13 5 $140 and and and and u n d er $130 --------------------------------und er $ 13 5 --------------------------------u nd er $140 --------------------------------o v e r --------------------------------------------- T otal ------------------------------------------------- - - - _ _ - - - - - - ' 100. 0 100. 0 100. 0 100. 0 _ - 1 .8 1 .0 ( .5 ) - - - _ _ - - - - 1 0 0 .0 10ft. 0 6 1 ,8 5 5 3 8 ,1 3 1 $ 6 3 . 50 $ 7 5 . 50 N u m ber o f e m p lo y e e s -------------------------------- 1 6 ,3 9 4 1 ,0 4 4 1 2 ,0 9 0 1 8 ,5 4 1 8, 567 A v e r a g e w e e k ly s a la r ie s -------------------------- $ 7 6 .0 0 $ 8 4 . 00 $ 7 2 . 50 $ 8 8 .0 0 $ 1 0 5 .5 0 100. 0 1 In o r d e r to a v o id show in g s m a ll p r o p o r t io n s o f e m p lo y e e s s c a t t e r e d at o r n e a r the e x t r e m e s o f the d is trib u tio n s f o r s o m e o c c u p a t io n s , the p e r c e n t a g e s o f e m p lo y e e s in th e se in te r v a ls have b e e n a c c u m u la te d and a r e show n, in m o s t c a s e s , in the in te rv a l a b o v e o r b e lo w the e x t r e m e in te rv a l co n ta in in g a t le a s t 1 p e r c e n t.. T he p e r c e n t a g e s r e p r e s e n t in g th ese e m p lo y e e s a r e show n in p a r e n t h e s e s . 2 F o r s c o p e o f study, s e e table in ap p en d ix A . N OTE: B e c a u s e o f ro u n d in g, s u m s o f in d iv id u a l ite m s m a y not to ta l 100. 23 T a b le 5. P e r q e n t d is trib u tio n o f e s ta b lis h m e n ts 1 w ith supplem entaryc a s h bon d s plan s a p p lyin g to p r o f e s s io n a l and a d m in is tr a tiv e o c c u p a tio n s stu d ied by c o m p a r is o n b e tw e e n b o n u se s p a id in 1959—60 and J.960—61 s u r v e y p e r io d s P ercen t of esta b lis h m e n ts Item E sta b lis h m e n ts w ith e m p lo y e e s in p r o f e s s io n a l and a d m in is tr a t iv e o c c u p a tio n s studied: 9, 680 P ercen t _ .. . 100 44 C ash bon u s p la n s ap p ly in g in both 1959—60 and 1960—61 s u r v e y p e r i o d s . __ B on u ses B on uses B on uses B on u ses 41 1 1 1 pa id in both p e r io d s p a id in 1960—61 p e r io d o n ly _ __ __ _____ ________ _______ p a id in 1959—60, but not in 1960—61 p e r io d __ __ __ ___ ___ not pa id in e ith e r p e r io d 1 C a sh b on u s plan d is c o n tin u e d in 1960—61 p e r io d C a sh b on u s plan in itia te d in 1960—61 p e r io d _ _ _ (3) 53 No c a s h b on u s plan a p p ly in g in e ith e r 1959—60 o r 196 0-6 1 p e r io d _________ 2 In fo rm a tio n not a v a ila b le E s ta b lis h m e n ts w ith e m p lo y e e s in p r o f e s s i o n a l and a d m in is tr a t iv e o c c u p a tio n s stu died w ho w e r e e lig ib le to p a r t ic ip a t e in c a s h b o n u s e s p a id in both 1959—60 and 1960—61 s u r v e y p e r io d s : N n m h sr P ercen t B on us B on us B on u s B on us _ ... _ .......... 3, 927 ___ add ed abou t the s a m e to e m p l o y e e 's pay in both p e r io d s _______ ad d ed m o r e to e m p lo y e e 's pay in 1960—61 p e r i o d ______ ______ ad d ed l e s s to e m p l o y e e 's pay in 196 0-6 1 p e r i o d __ __________ __ pa id in both p e r io d s , y e a r - t o - y e a r c o m p a r is o n not a v a i l a b l e ___ 100 56 13 28 3 1 F o r s c o p e o f study, se e table in a p p e n d ix A. 2 C o v e r a g e in this table is lim it e d to the 9 ,6 8 0 e s ta b lis h m e n ts in the 1960—61 s u r v e y w h ich had e m p lo y e e s in the p r o f e s s i o n a l and a d m in is tr a tiv e o c c u p a tio n s s tu d ie d . An e s t a b lis h m e n t w as c o n s id e r e d as having a c a s h bonus plan if 1 o r m o r e o f its e m p lo y e e s in the p r o f e s s i o n a l and a d m in is tr a tiv e o c c u p a t io n s stu d ied w e r e e lig ib le to p a r t ic ip a t e . B onus in fo r m a tio n r e la t e s to the y e a r p r e c e e d in g the 1959—60 and 1960—61 s u r v e y p e r io d s . 3 L e s s than 0 . 5 p e r c e n t . NOTE: B e c a u s e o f ro u n d in g, su m s o f in d iv id u a l ite m s m a y not eq u a l t o ta ls . 25 Appendix A: Scope and Method of Survey Scope of Survey This survey relates to all 188 Standard Metropolitan Statistical Areas in the United States, excluding Hawaii, as revised through 1959 by the Bureau of the Budget. Coverage within those areas was limited to establishments in the following industries: Manufacturing; transportation, communication, electric, gas, and sanitary services; wholesale trade; retail trade; finance, insurance, and real estate; engineering and architectural services; and re search, development, and testing laboratories. Establishments with fewer than 250 workers at the time of reference of the universe data (in general, first quarter of I960) were ex cluded. The estimated number of establishments and the total employment within the scope of the survey, and within the sample actually studied, are listed separately for each major industry division in the accompanying table. As indicated in the table, and explained later in detail, the scope of the study was the same for all occupations; however, the survey consisted of two separate parts, with one sample of establishments studied for the profes sional and administrative occupations, and another larger sample for drafting and clerical occupations. E s ta b lis h m e n ts and w o r k e r s w ithin s c o p e o f s u r v e y 1 and n u m b e r s tu d ie d by in d u s try d iv is io n , w in te r 1 96 0-6 1 W ithin s c o p e of stu d y 1 In du stry d iv is io n A ll d iv is io n s s u r v e y e d ____________________ M a n u fa c t u r in g _______ _____________________ N onm anuf ac tur in g : T r a n s p o r t a t io n , 3 c o m m u n ic a t io n , e l e c t r i c , g a s , and s a n it a r y s e r v i c e s ______ W h o le s a le tra d e _______________________________ R e t a il tra d e _ _ „ _____ ___ _ F in a n ce , in s u r a n c e , and r e a l esta te S e r v ic e s : E n g in e e rin g and a r c h it e c t u r a l s e r v i c e s ; and r e s e a r c h , d e v e lo p m en t, and te s tin g la b o r a t o r ie s o n l y ------ N um ber o f e s t a b lis h m en ts W o r k e r s in e s t a b lis h m e n ts S tu d ie d f o r p r o f e s s i o n a l and ad mi n is t r a tiv e o c c u i nations N u m b e r o f ; W o r k e r s in e s t a b lis h e s t a b l is h m en ts m e n ts S tu d ied f o r te c h n ica l and c l e r i c a l o c c u p a tio n s 2 N um ber o f W o r k e r s in e s t a b lis h e s t a b lis h m ents m en ts 1 1 ,6 9 1 1 1 ,2 8 8 ,0 0 0 1 ,7 2 2 4 ,1 3 7 ,2 7 2 4 , 63 7 6, 698, 569 7 ,4 0 0 7, 299, 700 1 ,1 7 9 2 , 80 7, 981 2 , 571 3, 933, 573 1, 150 52 6 1 , 580 940 1, 625, 000 2 3 7 ,3 0 0 1, 315, 700 716, 600 209 35 161 90 6 9 5 ,9 9 4 2 0 ,8 6 6 32 6 ,1 9 4 22 6, 764 624 235 713 445 1 ,2 1 3 , 194 126, 748 8 8 5 ,1 1 2 4 8 0 ,1 5 4 95 93,7 0 0 48 59, 473 49 59, 788 1 T h e stu dy r e la te s to e s ta b lis h m e n t s in in d u s t r ie s lis t e d e m p lo y in g 250 o r m o r e w o r k e r s in the 188 S tand ard M e t r o p o lita n S t a t is tic a l A r e a s in the U nited S tates (e x c lu d in g H a w a ii) as r e v i s e d throu gh 1959 by the B u re a u o f the B u d get. 2 T h e n ation a l e s t im a t e s f o r the d r a ftin g and c l e r i c a l o c c u p a t io n s w e r e d e v e lo p e d f r o m data c o ll e c t e d in the B u r e a u ’ s o c c u p a tio n a l w age s u r v e y s in m a jo r la b o r m a r k e t s , e x c lu d in g data f o r e s ta b lis h m e n t s not w ithin the s c o p e o f the s u r v e y as d e t e r m in e d f o r the stu dy o f p r o f e s s io n a l and a d m in is tr a tiv e o c c u p a t io n s . 3 L im it e d to r a i lr o a d , l o c a l and su b u rb a n p a s s e n g e r , d e e p s e a w a te r (fo r e ig n and d o m e s t ic ) , and a ir tr a n s p o r ta tio n in d u s t r ie s as d e fin e d in the 1957 e d it io n o f the S tan d ard In d u s tr ia l C l a s s i fi c a t io n M an u a l. Timing of Survey Salary and related data for the professional and administrative occupations were col lected by personal visits to sample establishments during the first half of 1961, largely between February 1 and May 31. The most recent information available at the time of the visit was obtained. For the drafting and clerical occupations, the survey was designed to develop nationwide estimates from data collected in the Bureau's occupational wage surveys by labor market, conducted between August I960 and June 1961. Although some of the areas were surveyed in I960, those surveyed in the first half of 1961 (with the areas they represented in the nationwide estimates) accounted for two-thirds of the office employment within the scope of the survey in all metropolitan areas combined. 26 Method of Collection Data were obtained by personal visits of Bureau field economists to representative establishments within the scope of the su rvey.10 Employees were classified according to occupation and level, with the assistance of company officials, on the basis of uniform job descriptions. In comparing actual duties and responsibilities of employees with those in the survey descriptions, extensive use was made of company occupational descriptions, organi zation charts, and other personnel records. The occupational descriptions used in c la s sifying employees appear in appendix C. Nature of Data Collected and Presented The average salaries reported relate to the standard salaries that were paid for standard work schedules; i . e . , to the straight-time salary corresponding to the em ployee^ normal work schedule excluding overtime hours. The average salaries presented relate to employees for whom salary data were available. Under established policies of some companies, officials were not authorized to pro vide information relating to salaries for all occupations studied. In nearly all instances, however, information was provided on the nurpber of such employees and the appropriate occupational classification. It was thus possible to estimate the proportion of employees for whom salary data were not available. As indicated below, these policies more often related to the higher level positions, mainly because of policies not to disclose pay data for employees considered a part of the management group or classified in occupational levels involving a single employee. Number of job categories 6 ______________________________ Percent of employees classified in professional and administrative occupations surveyed for whom salary data were not available 10 or more percent Directors of personnel IV (2 7 percent) Engineers VIII (21 percent) Chief accountants IV (19 percent) Attorneys V (17 percent) Directors of personnel III (11 percent) E ngineers VII (10 percent) 9 ---------------------------------------- 5 to 9. 9 percent Chief accountants I, II, and III Attorneys IV and iVA Chemists VIII Directors of personnel I and II Managers, office services IV 33 -------------------- ------------------------- Less than 5 percent Comparisons between establishments that provided salary data for each specific o c cupational level and those not doing so indicated that the two classes of establishments did not differ materially in industries represented, employment, or pay structure for other jobs in this series for which data were available. 10 The surveys in major labor markets, from which nationwide estimates were veloped for the drafting and clerical occupations, provide for collection of data for some areas by a combination of mail and personal visits in alternate years. For establishments reporting by m ail, the occupational classifications are based on those made on personal visits in the previous year. de 27 Occupational employment estimates relate to the total in all establishments within the scope of the study and not the number actually surveyed. Employees for whom salary data were not available were not taken into account in the estimates. In addition, the pro fessional and administrative occupations were limited to employees meeting the specific criteria in each survey definition and were not intended to include all employees in each field of w ork.11 For these reasons, and because of differences in occupational structure among establishments, the estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the occupations and levels as defined for the survey. These qualifications of the employment estimates do not materially affect the accuracy of the earnings data. In the occupations surveyed, both men and women were classified and included in the occupational employment and earnings estimates. In the professional, administrative, and drafting occupations, one or the other sex was sufficiently predominant to preclude presentation of separate data by sex. For those clerical occupations in which both men and women are commonly employed, separate data by sex are available from the occupational wage survey reports by labor market area. Sampling and Estimating Procedures Although the published estimates relate to 188 Standard Metropolitan Statistical Areas, as revised by the Bureau of the Budget through 1959, the survey was conducted almost entirely within a sample of 80 a r e a s .1 Within these 80 areas, a sample of estab lishments was chosen, so that the sampling plan can be described as a two-stage design. The sample of 80 areas was based upon the selection of 1 area from a stratum of similar areas. The criteria of stratification were region and type of industrial activity. Each area had a chance of selection roughly proportionate to its total nonagricultural em ployment. Each of the 35 largest areas formed a stratum by itself, and was certain of inclusion in the sample. Each of these areas represented only itself, but each of the 45 other areas represented itself and similar units. The design used in the selection of the establishments studied for the professional and administrative occupations differed from that used in the drafting and clerical occupa tions. As explained earlier, data for the latter occupations were collected in the Bureau’ s program of occupational wage surveys conducted in the 80 areas. The establishments in those surveys were chosen to provide separate area estimates, with industry division detail, while the design for the survey of professional and administrative occupations was intended to yield only nationwide data with no industrial breakdown, and hence required fewer establishments. In the case of drafting and clerical occupations, each establishment sample within the area was selected independently to permit the presentation of separate data for that area. These samples were selected from a list of establishments stratified by size (em ployment) and industry. A greater proportion of the large establishments was selected, but in combining the data each establishment was given its appropriate weight— i e . , where an establishment was chosen as one of four, it was given a weight of four. Nationwide estimates for the drafting and clerical occupations in 4, 600 establish ments were formed by applying to each set of data the weights needed to expand these into estimates for the stratum represented by the sample area, and then combining these stratum estimates. In the case of the 3 5 large self-representing areas, these weights were one. In each of the 45 smaller areas, the weight was the ratio of the total nonagricultural em ployment in the stratum to that in the sample area.1 2 11 Engineers, for example, are defined to permit classification of employees engaged in engineering work within a band of eight levels, starting with inexperienced engineering graduates and excluding only those within certain fields of specialization or in positions above those covered by level VIII. By way of contrast, such occupations as chief account ants and directors of personnel are defined to include only those with responsibility for a specified program and with duties and responsibilities as indicated for each level of work included. 12 In a few instances, establishments outside the 80 areas but within the 188 areas were added to the sample in certain industries when it was not possible to obtain within the sampled area a representative establishment for the stratum. 28 In the study of professional and administrative occupations, the sampling procedure called for the detailed stratification of the universe of 188 areas by industry and size of establishment. Where one of several areas was selected for study to represent a stratum of several areas, an estimate of the universe for that stratum was derived by weighting the industry and size-of-establishm ent employment totals in the sample area by the weight used in the larger survey described in the preceding paragraph. From this estimated uni verse, a sample of approximately 1,700 establishments was selected systematically so that each geographic unit was represented proportionately within the size-of-establishm ent and industry c la s s e s .13 Although no conscious effort was made to control the representation for each area through all the industries, a count shows that each area contributes nearly its proportionate share to the whole sample. Each industry was sampled separately, the sampling rates depending on the im portance of the industry as an employer of the jobs surveyed, particularly in the scientific and engineering series. Within each industry, a greater proportion of large establishments was selected, but as in the clerical surveys, each establishment was weighted to represent all other units of the same cla ss. Estimates of Sampling Error The survey procedure yields estimates with widely varying sampling errors, de pending on the frequency with which the job occurs, and the dispersion of salary scales. Thus, for engineers III, the relative standard error of the average salary is 0 .5 percent, whereas for chemists VIII, it is 3 .8 percent. Most of the relative errors are less than 1.75 percent for the professional and administrative occupations. The nationwide estimates for the clerical and drafting room occupations, based on the much larger sample, are sub ject to much smaller sampling error. 13 A few of the largest employers, together employing nearly 900, 000, gave data on a companywide basis. These companies were eliminated from the universe to which the preceding sampling procedure applied. The sample count includes the establishments of these companies within the 188 metropolitan areas. 29 Appendix B: Survey Changes in 1960—61 In initiating an annual nationwide salary survey of professional, administrative, technical, and clerical occupations by defined levels of work, it was expected that improve ments could be made in at least some aspects of the survey in the first few years. The 1959—60 survey was designed, in part, to provide supplementary information that would be useful in reexamining the industrial and occupational coverage. Changes in Scope of Survey The industrial and geographic scope of the survey was the same in both periods, with the exception of the minimum size of establishment included. The 1960—61 survey was limited to establishments employing 250 or more workers, whereas the 1959-^60 survey in cluded establishments employing 100 or more workers. Although the establishment sample in the most recent study was selected almost entirely from 80 areas as compared with a sample selected largely from 60 areas in the earlier period, the data were appropriately weighted so that both surveys relate to all 188 Standard Metropolitan Statistical Areas in the United States, excluding Hawaii, as revised through 1959 by the Bureau of the Budget. The effect of the change in the minimum size of establishment covered was eliminated from data used in the analysis of salary changes during the year, by excluding data for establish ments with fewer than 250 workers from the 1959—60 survey tabulations. This change in the 1959—60 survey results reduced the number of workers in some occupations, mainly in the clerical and drafting groups, but had comparatively little effect upon average salaries for most occupations studied. Changes in Occupational Definitions A number of changes were suggested as a result of the experience of Bureau field economists and employers in applying the occupational definitions in the 1959—60 survey. As indicated below, most of the changes in definitions were clarifications and refinements, or improvements in organization, to obtain uniformity in interpretation. For the professional and administrative occupations in which changes were made in the definitions, the corresponding level designations in the 1959—60 survey are shown Dif ferences in average salaries for equivalent levels of work may reflect reclassification of employees in accordance with changes in definitions, in addition to actual changes in salary rates. No changes were made in the definitions for drafting and clerical occupations. Accountant.— A general description of the accounting series was added which spec ifies the minimum accounting program responsibilities and professional background require ments that are included. To assist in distinguishing levels of responsibility, factors to be considered were explained in more detail, and separate definitions were established for accountants and chief accountants. The addition of a beginning professional accounting level, which was specifically excluded previously, changed the Roman numeral relationships. The approximate relationship among levels is indicated below. 1960—61 level designations: Accountant ________________ Chief accountant __________ 1959—60 corresponding levels: Accountant ________________ I - II III - IVV I II III I II IIIIV V IV V - - Auditor.— Minor changes were made to exclude more clearly employees in positions not requiring full professional accounting training. This change eliminated some employees previously included, but had little effect upon comparability of the survey data for the various levels surveyed in the two periods. I960 level designations ---------------------------1959—60 corresponding levels ------------------ I I II II III III IV IV 30 Attorney. — The introduction to the level definitions was revised to exclude employees in patent work requiring professional competence in another field such as engineering in addition to law, and to exclude specialists such as those examining or investigating claims which did not require use of full professional legal training. Intermediate levels IIIA and IVA were added which resulted in the inclusion of a few employees previously omitted and in the transfer of some of the employees previously classified in levels III, IV, or V . Level VI was excluded from the 1960—61 survey. The approximate relationship among levels is as follows: 1960-61 level designations 1959—60 corresponding levels _______________________ I II III IIIA IV IVA V I II III IV - - V VI Chemist. — To facilitate classification of employees by level of work, the factors to be considered in determining levels were arranged in the same order under uniform sub headings within each level definition. Levels I and II were revised to more clearly exclude technicians in terminal positions, by greater emphasis upon professional background and level of development toward full professional competence rather than upon level of productive work performed. The number of levels surveyed was increased by adding two higher levels, VII and VIII. In applying the definitions for levels VII and VIII, it was necessary to review previous classifications in levels V and VI, which resulted in some reclassification to higher levels. 1960-61 level designations ___ I II III IV V VI VII VIII 1959—60 corresponding levels ________________________ I II III IV V VI Engineer. — Changes and the relationship among levels covered in the two survey periods are the same as indicated above for chemist. Job Analyst. ----Changes were limited to clarifications in the definition for level IV to identify more clearly the kinds of jobs analyzed and evaluated, and the nature of supervision received at that level. No changes were made in the level designations. 1960—61 level designations ------------- ------------ I 1959—60 corresponding levels ------------------ I II II III III IV IV Director of Personnel. — For more uniform application of the level definitions, this category was revised to include only directors of personnel with responsibility for specific personnel functions as defined in the introduction. The level definitions also were revised and reorganized to permit taking into account more combinations of job factors in deter mining appropriate level classifications. These changes had considerable influence upon comparability with corresponding levels surveyed previously, but resulted in more accurate classification of employees with equivalent responsibilities into the same level of work. Manager, Office Services. — Statements were added to indicate more clearly the types of office services responsibilities to be considered in determining appropriate level classifications. No changes were made in the level designations or definitions. 1960—61 level designations ------------------------- I 1959—60 corresponding levels -------------------- I II II III III IV IV Draftsm en. — No changes were made in the definitions for junior draftsman, senior draftsman, or tracer. C lerical.— No changes were made in any of the definitions for the clerical occupations. 31 Appendix C: Occupational D efinitions The primary purpose of preparing job definitions for the Bu reau’ s wage surveys is to assist its field staff in classifying into ap propriate occupations or levels within occupations, workers who are employed under a variety of payroll titles and different work arrange ments from establishment to establishment and from area to area. This is essential in order to permit the grouping of occupational wage rates representing comparable job content. To secure comparability of job content, some occupations and work levels are defined to in clude only those workers meeting specific criteria as to training, job functions, and responsibilities. Because of this emphasis on inter establishment and interarea comparability of occupational content, the Bureau’ s occupational definitions may differ significantly from those in use in individual establishments or those prepared for other purposes. ACCOUNTANTS AND AUDITORS ACCOUNTANT Performs accounting work requiring professional knowledge of the theory and prac tice of recording, classifying, examining, and analyzing the data and records of financial transactions. Personally or by supervising others provides accounting service to management by maintaining the books of account, accumulating cost or other similar data, preparing reports and statements, and maintaining the accounting system by interpreting, supplementing, and revising the system as necessary. The work requires a professional knowledge of ac counting and a bachelor*s degree in accounting or equivalent experience and education com bined. (See also chief accountant.) Accountant ( General characteristics. ----At this beginning professional level, position is distinquished from nonprofessional positions by the variety of assignments; rate and scope of development expected of the incumbent; and the existence, implicit or explicit, of a planned training program designed to give the beginning accountant practical experience in the opera tions of an established accounting system . Learns to apply the principles, theories, and concepts of accounting to a particular accounting system . Direction received. — Works under close supervision of an experienced accountant. The guidance and supervision received are directed primarily to the development of the accountants professional ability and to the evaluation of his potential for advancement. Limits of assignments are clearly defined, methods of procedure are specified, kinds of items to be noted and referred to supervisor are detailed. Typical duties and responsibilities. — Many of the assignments will include duties some of which may be nonprofessional in nature such as proving arithmetical accuracy; examining standard accounting documents for completeness, internal accuracy, and con formance with specific accounting requirements; tracing and reconciling records of financial transactions; and preparing detailed statements and schedules for reports. The presence of such nonprofessional tasks, provided they are part of the training and development pro ce ss, do not prevent the matching of a job if it otherwise meets this definition. Responsibility for direction of others. — Usually none. Accountant R General characteristics. — At this continuing developmental level the professional accountant makes practical applications of technical accounting practices and concepts beyond the mere application of detailed rules and instructions. Assignments are designed to expand his practical experience and to develop his professional judgment in the application of basic accounting techniques to simple professional problems* He is expected to be competent in the application of standard procedures and requirements to routine transactions, and to raise questions about unusual or questionable items and suggest solutions. 32 ACCOUNTANT— Continued Direction received. — Work is reviewed closely to verify its general accuracy and coverage of unusual problems, to insure conformance with required procedures and special instructions, and to insure his professional growth. His progress is evaluated in terms of his ability to apply his professional knowledge to basic accounting problems in the day-to-day operations of an established accounting system. Typical duties and responsibilities. — Prepares routine working papers, schedules, exhibits, and summaries indicating the extent of his examination and developing and sup porting his findings and recommendations. This includes the examination of a variety of accounting documents to verify accuracy of computations and to ascertain that all transactions are properly supported, are in accordance with pertinent regulations, and are classified and recorded according to acceptable accounting standards. Responsibility few clerks. for direction of others. — Usually none, although may supervise a Accountant HI General characteristics. ----Performs professional operating or cost accounting work requiring the standardized application of well established accounting principles, theories, concepts, and practices. Receives detailed instructions concerning the overall accounting system and its objectives, the policies and procedures under which it is operated, and the nature of changes in the system or its operation. Direction received. — A professional accountant at higher level normally is available to furnish advice and assistance as needed. Work is examined for technical accuracy, ade quacy of professional judgment, and compliance with instructions through spot checks, ap praisal of results, subsequent processing, analysis of reports and statements, and other appropriate means. Typical duties and responsibilities-----The primary responsibility of most positions at this level is to insure that the day-to-day operations of the segment or system are carried out in accordance with accounting principles and the policies and objectives of the accounting system . Within limits of delegated responsibility, the accountant makes the day-to-day decisions concerning the accounting treatment of financial transactions. He is expected to recommend solutions to complex problems and propose changes in the account ing system, but he has no authority to effectuate these solutions or changes. His solutions are derived from his own knowledge of the application of well established principles and p r a c t i c e s or by r e fe r r in g the p r o b le m to his su p e rior for solution. Responsibility for the direction of others. — In most instances directs the work of a subordinate nonprofessional staff. Accountant IV General characteristics. — Performs professional operating or cost accounting work which requires the application of well established accounting principles, theories, concepts and practices to a wide variety of difficult problems. Receives instructions concerning the objectives and operations of the overall accounting system. At this level, compared with level III, the technical accounting problems are more difficult and a greater degree of co ordination among more numerous types of accounting records and operations may be essential. Direction received. — An accountant at higher level normally is available to furnish advice and assistance as needed. Work is reviewed for adequacy of professional judgment, compliance with instructions, and overall accuracy and quality by spot checks and appraisal of results. Typical duties and responsibilities. — As at level III, a primary characteristic of most positions at this level is the responsibility of operating an accounting system or seg ment in the intended manner. Makes day-to-day decisions concerning the accounting treat ment of financial transactions. He is expected to recommend solutions to complex problems beyond the scope of his responsibility and to propose changes in the accounting system. But he has no authority to act independently on these problems. 33 ACCOUNTANT— Continued Responsibility for direction of others. — Accounting include professional accountants. staff supervised, if any, may Accountant V General characteristics. — Performs professional operating or cost accounting work requiring the application of accounting principles and practices to the solution of very dif ficult problems for which no clear precedents exist, or to the development or extension of theories and practices to problems to which they have not been applied previously. Also at this level are positions having more than average responsibility because of the nature, magnitude, or impact of the assigned work0 Is more directly concerned with what the system or segment should be, what op erating accounting policies and procedures should be established or revised, and the mean ing of the data in the reports and statements for which he is responsible. Direction received. — An accountant at higher level normally is available to furnish advice and assistance as needed. Work is reviewed for adequacy of professional judgment, compliance with instructions, and overall quality. Typical duties and responsibilities. — In addition to insuring that the system or seg ment is operated as intended, is deeply involved in the fundamental and complex technical and managerial problems. Responsibility for direction of others. — Accounting staff supervised, if any, includes professional accountants. AUDITOR Audits the financial records of various companies or divisions or components of companies, to appraise systematically and verify the accounting accuracy of the records and reports. To the extent determined necessary, examines the transactions entering into the balance sheet and the transactions entering into income, expense, and cost accounts. Determines (l) the existence of recorded assets (including the observation of the taking of physical inventories) and the all inclusiveness of recorded liabilities; (Z) the accuracy of financial statements or reports and the fairness of presentation of facts therein; (3) the pro priety or legality of transactions; and (4) the degree of compliance with established policies and procedures concerning financial transactions. Evaluates the adequacy of the accounting system and internal financial control. Makes appropriate recommendations for improvement as necessary. (Work typically requires a bachelor*s degree in accounting or equivalent ex perience and education combined.) Excluded from the definition are positions which call for auditing duties which may require detailed knowledge of the operations of a particular company, but do not require full professional accounting training. For example, when the primary responsibility of the posi tion is to check transactions to determine whether or not they conform to prescribed routines or procedures, it is excluded. Auditor I As a trainee auditor at the entering professional level, performs a variety of rou tine assignments under the close supervision of an experienced auditor. Auditor II This is the continuing developmental level for the professional auditor. As a junior member of an audit team, independently performs assigned portions of the audit examination which are limited in scope and complexity, such as physically counting to verify inventory items, checking assigned subsidiary ledger accounts against supporting bills or vouchers, checking and balancing various subsidiary ledgers against control accounts, or other similar duties designed to help the team leader check, verify, or prove the accounting entries. Responsibility extends only to the verification of accuracy of computations and the deter mination that all transactions are properly supported. Any technical problems not covered by instructions are brought to the attention of a superior. 34 AUDITOR— Continued Auditor III (1) As auditor in charge of an audit team or in charge of individual audits, pendently conducts regular r e cu rrin g audits in a cco rd a n ce with a p r e s c r i b e d audit p o licy of the accounts of sm a ller or le s s co m p le x com panies having g r o s s in com e up to a p p r o x i m a tely $3 m illio n per y ea r, or s im ila r size branch or su bsidiary organizations of la rg e r co m p a n ie s. Under m inim um su p erv ision , either working alone, or with the a ssista n ce of one or two subordinate auditors, examines transactions and v e r if ie s accounts; o b s e r v e s and evalu ates lo c a l accounting p r o c e d u r e s and internal co n trols; p r e p a r e s audit working papers and submits an audit rep ort in the re q u ire d pattern containing recom m e n d a tion s for needed changes or im p r o v e m e n t s , or (Z) as a m e m b e r of an audit team auditing a la r g e r and m o r e com p lex organization (approxim ately $4 to $Z5 m illio n g r o s s in com e per y ea r), independently p e r fo r m s the audit examination o f a m a jo r segment of the audit such as the checking, v e rifica tio n , and balancing o f all accounts r e c e iv a b le and accounts payable, the analysis and v e rifica tio n of a sse ts and r e s e r v e s , or the in sp ection and the evaluation of con tro ls and p r o c e d u r e s . Auditor IV (1) As auditor in charge of an audit team or of individual audits under minim um su p erv isio n with the a ssista n ce of approxim ately five subordinate auditors, independently conducts regu la r r e c u r r in g audits of com panies having g r o s s in com e of approxim ately $4 to $24 m illion per year err in com panies with much la r g e r g r o s s in c o m e s , audits of a c counts o f branch or su bsidiary organizations of those com pan ies each of which have g r o s s in com e of $4 to $25 m illio n per y e a r . Plans and conducts the audit and p re p a re s an audit r e p o r t containing re com m e n d a tio n s for changes or im p rove m en ts in accounting p r a c t i c e s , p r o c e d u r e s , or p o li c ie s ; or (2) as a m e m b e r of an audit team auditing the accounts of a la r g e r and m o r e c o m p le x organization (over $30 m illion g r o s s in com e per y e a r), is assigned re la t iv e ly independent re sp o n sib ility for a m a jo r segment of the audit such as the checking, v e r if ic a tio n , and balancing of all accounts re ce iv a b le and accounts payable, the analysis and v e r ific a tio n of a sse ts and r e s e r v e s , or the inspection and evaluation of con trols and procedures. CHIEF ACCOUNTANT R e sp on sib le for directing a total accounting p r o g r a m for a company or for an esta b lishm ent o f a com pany. The m inim um accounting p r o g r a m includes: (l ) G eneral accounting (maintaining r e c o r d s of a s s e ts , lia b ilities, in co m e , expense, and capital accounts, including re sp o n sib ilit y for profit and lo s s and balance sheet statements); and (2) with at least one other m a j o r accounting activity, typically tax accounting, cost accounting, p rop erty accounting, or sales accounting. It may a lso include such other activities as p a y roll and timekeeping, tabulating machine operation, e tc. (R espon sibility for an internal audit p ro g ra m is typically not included. ) The r e sp o n sib ilitie s of the ch ief accountant include all of the following: (1) Developing, adapting, the organization. or rev isin g an accounting sy stem to m eet the needs of (2) Supervising, either d ire ctly or through subordinate s u p e r v is o r s , the operation o f the sy stem with full management r e sp o n sib ility for the quality and quantity of w ork p e r fo r m e d , training and development of subordinates, w ork scheduling and re v ie w , coordination with other parts of the organization serv e d , etc. (3) Providing a d v iso ry s e r v i c e s to the top management o fficia ls of the organization s e r v e d as to: (a) The status o f financial r e s o u r c e s and the financial trends or resu lts of o p erations in a manner that is meaningful to management. (b) Methods for im proving operations as suggested by his expert knowledge of the financial situation, e . g . , p ro p o sa ls for im provin g co st con trol, p rop erty management, and cred it and collectio n , tax reduction, or sim ilar p r o g r a m s . in d e 35 CHIEF ACCOUNTANT— Continued Definition does not cover positions with responsibility for the accounting program if they also include (as a major part of the job) responsibility for budgeting; work m easure ment; organization, methods, or procedures studies, or similar functions. Such work is typical of positions sometimes titled as comptroller, budget and accounting manager, finan cial manager, etc. The number of professional accountants supervised, as used in the fol lowing definitions, is recognized to be a relatively crude criterion for distinguishing between the various definitions. It is to be considered as less important in the matching process than the other criteria. Chief Accountant I Authority and responsibility. ----Directs the accounting program for an establishment of a company. The accounting system has been established in considerable detail at higher organizational levels in the company, i . e . , accounts, procedures, and reports to be used have been prescribed. The chief accountant has authority, within this prescribed system, to adapt and expand it to fit the particular needs of the organization served, e .g ., to pro vide greater detail; to establish additional accounting controls; to provide special or interim reports and statements needed by the establishment manager for day-to-day operations, etc. Technical complexity. — The level of technical complexity of the accounting program is indicated by the fact that the organization which it serves has relatively few functions, products, work processes, e tc ., and these tend to be stable and unchanging. The account ing system operates in accordance with well established principles and practices or those of equivalent difficulty which are typical of that industry. Subordinate staff.----Typically, the subordinate staff in the system for which he is responsible includes only one or two professional accountants, in addition to clerical, m a chine operation, bookkeeping, and related personnel. The subordinate professional account ant jobs do not exceed the accountant III job definitions. Chief Accountant II Authority and responsibility. — Directs the accounting program for an establishment of a company. The accounting system has been established in considerable detail at higher organizational levels in the company, i . e . , accounts, procedures, and reports to be used have been prescribed. The chief accountant has authority, within this prescribed system, to adapt and expand it to fit the particular needs of the organization served, e .g ., to pro vide greater detail; to establish additional accounting controls; to provide special or interim reports and statements needed by the establishment manager for day-to-day operations, etc. Technical complexity.----The level of technical complexity of the accounting program is indicated by the fact that the organization which it serves has a relatively large number of functions, products, work processes, e tc ., requiring substantial adaptations of the basic system to meet local management needs. (The level of technical complexity of the account ing program falls between that described for chief accountant I and chief accountant III. ) Subordinate staff.-— Typically, the subordinate staff in the system for which he is responsible includes about 5 to 10 professional accountants in addition to clerical, machine operation, bookkeeping, and related personnel. At least one or two of the subordinate pro fessional accountant jobs match the. accountant IV job definition. or Authority and responsibility. — Directs the accounting program for an establishment of a company when the delegated authority to modify the basic accounting system established at higher organizational levels within the company clearly exceeds that described as typical of chief accountant I. The basic accounting system is prescribed only in broad outlines rather than in specific detail, e .g ., while certain major financial reports, overall accounts, general policies, e tc ., are required by the basic system, the chief accountant has broad 36 CHIEF ACCOUNTANT— Continued latitude to decide what specific methods, procedures, accounts, reports, e tc ., are to be used within the organizational segment he serves. He has authority to evaluate and take final action on recommendations for changes in that portion of the system for which he is responsible, but he must secure prior approval from higher organizational levels for any changes which would affect the basic system prescribed by such higher levels. Accounting reports and statements prepared reflect the events and progress of the entire organizational segment of the company for which he is responsible, and usually these reports represent consolidations of accounting data submitted by subordinate segments of the organization which have accounting responsibilities. (This degree of authority is most charateristically found at an organizational level (see chief accountant III) and the plant level (see chief accountant I). However, if a similar degree of authority has been delegated to the plant level, the chief accountant at such a place should be matched with this definition. ) Technical complexity. — The level of technical complexity of the accounting program is indicated by the fact that the organization which it serves has relatively few functions, products, work processes, e tc ., and these tend to be stable and unchanging. The account ing system operates in accordance with well established principles and practices or those of equivalent difficulty which are typical of that industry. Subordinate staff.— Typically, the subordinate staff in the system for which he is responsible includes about 5 to 10 professional accountants, in addition to clerical, machine operation, bookkeeping, and related personnel. Most of the subordinate professional account ant jobs match the accountant III job definition, but one or two may match accountant IV. Chief Accountant HI Authority and responsibility.— Directs the accounting program for an establishment of a company. The accounting system has been established in considerable detail at higher organizational levels in the company, i . e . , accounts, procedures, and reports to be used have been prescribed. The chief accountant has authority, within this prescribed system, to adapt and expand it to fit the particular needs of the organization served, e .g . , to provide greater detail; to establish additional accounting controls; to provide special or interim r e ports and statements needed by the establishment manager for day-to-day operations, etc. Technical complexity. — The degree of technical complexity of the accounting program is caused by the fact that it serves an organization whose functions, products, work processes, etc., are very numerous, varied, unique, specialized or which, for similar reasons, puts a heavy demand on the accounting organization for specialized and extensive adaptations of the basic system to meet management needs. The accounting system, to a considerable degree, is developed well beyond the established principles and practices in order to provide methods for the solution of problems for which no clear precedents exist or to provide for the devel opment or extension of theories and practices to problems to which they have not been pre viously applied. Subordinate staff.— Typically, the subordinate staff includes about 15 to ZO profes sional accountants, in addition to clerical, machine operation, bookkeeping, and related per sonnel. At least one or two of the subordinate professional accountant jobs match the account ant V job definition. or Authority and responsibility. — Directs the accounting program for an establishment of a company when the delegated authority to modify the basic accounting system established at higher organizational levels within the company clearly exceeds that described as typical of chief accountant I. The basic accounting system is prescribed only in broad outlines rather than in specific detail, e .g ., while certain major financial reports, overall accounts, general policies, e tc ., are required by the basic system, the chief accountant has broad latitude to decide what specific methods, procedures, accounts, reports, e tc ., are to be used within the organizational segment he serves. He has authority to evaluate and take final action on recommendations for changes in that portion of the system for which he is responsible, but he must secure prior approval from higher organizational levels for any changes which would affect the basic system prescribed by such higher levels. Accounting reports and statements prepared reflect the events and progress of the entire organizational 37 CHIEF ACCOUNTANT'— Continued segment of the company for which he is responsible, and usually these reports represent consolidations of accounting data submitted by subordinate segments of the organization which have accounting responsibilities. (This degree of authority is most characteristically found at an organizational level in the company which is intermediate between the company head quarters level (see chief accountant III) and the plant level (see chief accountant I). How ever, if a similar degree of authority has been delegated to the plant level, the chief ac countant at such a place should be matched with this definition.) Technical complexity. — The level of technical complexity of the accounting program is indicated by the fact that the organization which it serves has a relatively large number of functions, products, work processes, etc., requiring substantial adaptations of the basic system to meet management needs. (The level of technical complexity of the accounting pro gram falls between that described for chief accountant I and chief accountant III.) Subordinate staff.— The subordinate staff in the system for which he is responsible includes about 15 to 20 professional accountants, in addition to clerical, machine operation, bookkeeping, and related personnel. Many of the subordinate professional accountant jobs match the accountant IV job definition, but some may match accountant V . or Authority and responsibility. — Directs the accounting program for an entire company with or without subordinate establishments. Has complete responsibility for establishing and maintaining the framework for the basic accounting system used in the company, subject only to general policy guidance and control usually from a company official responsible for general financial management, frequently an officer of the company. The chief accountant evaluates and takes final action on recommendations for basic changes in the accounting system, origi nating from subordinate units within the system. Accounting reports and statements prepared reflect the events and progress of the entire company, and to the extent that subordinate accounting segments exist, they represent consolidations of accounting data submitted by these segments. Technical complexity. — The level of technical complexity of the accounting program is indicated by the fact that the organization which it serves has relatively few functions, products, work processes, e tc ., and these tend to be stable and unchanging. The account ing system operates in accordance with well established principles and practices or those of equivalent difficulty which are typical of that industry. Subordinate staff.— Typically, the subordinate staff in the system for which he is responsible includes about 5 to 10 professional accountants, in addition to c le r ic a l,‘ machine operation, bookkeeping, and related personnel. Most of the subordinate professional account ant jobs match the accountant III job definition, but one or two may match as high as ac countant V . Chief Accountant IV Authority and responsibility.— Directs the accounting program for an establishment of a company when the delegated authority to modify the basic accounting system established at higher organizational levels within the company clearly exceeds that described as typical of chief accountant I. The basic accounting system is prescribed only in broad outlines rather than in a specific detail, e .g ., while certain major financial reports, overall accounts, general policies, e tc ., are required by the basic system, the chief accountant has broad latitude to decide what specific methods, procedures, accounts, reports, e tc ., are to be used within the organizational segment he serves. He has authority to evaluate and take final action on recommendations for changes in that portion of the system for which he is r e sponsible, but he must secure prior approval from higher organizational levels for any changes which would affect the basic system prescribed by such higher levels. Accounting reports and statements prepared reflect the events and progress of the entire organizational segment of the company for which he is responsible, and usually these reports represent consoli dations of accounting responsibilities. (This degree of authority is most characteristically found at an organizational level in the company which is intermediate between the company headquarters level (see chief accountant III) and the plant level (see chief accountant I. ) However, if a similar degree of authority has been delegated to the plant level, the chief accountant at such a place should be matched with this definition.) 38 CHIEF ACCOUNTANT——Continued Technical complexity. — The degree of technical complexity of the accounting program is caused by the fact that it serves an organization whose functions, products, work proc e sse s, etc. , are very numerous, varied, unique, specialized or which, for similar reasons, puts a heavy demand on the accounting organization for specialized and extensive adaptations of the basic system to meet management needs. The accounting system, to a considerable degree, is developed well beyond the established principles and practices in order to pro vide methods for the solution of problems for which no clear precedents exist or to provide for the development or extension of theories and practices to problems to which they have not been previously applied. Subordinate staff. — Typically, the subordinate staff in the system for which he is responsible includes about 25 to 40 professional accountants, in addition to clerical, m a chine operation, bookkeeping, and related personnel. Many of the subordinate professional accountant jobs match the accountant V job definition, but several may exceed that level. or Authority and responsibility. — Directs the accounting program for an entire company with or without subordinate establishments. Has complete responsibility for establishing and maintaining the framework for the basic accounting system used in the company, subject only to general policy guidance and control usually from a company official responsible for general financial management, frequently an officer of the company. The chief accountant evaluates and takes final action on recommendations for basic changes in the accounting system," orig inating from subordinate units within the system. Accounting reports and statements pre pared reflect the events and progress of the entire company and, to the extent that subor dinate accounting segments exist, they represent consolidations of accounting data submitted by these segments. Technical complexity. — The level of technical complexity of the accounting program is indicated by the fact that the organization which it serves has a relatively large number of functions, products, work p rocesses, etc. , requiring substantial adaptations of the basic system to meet management needs. (The level of technical complexity of the accounting pro gram falls between that described for chief accountant I and chief accountant III. ) Subordinate sta ff. ----T y p ically, the subordinate staff in the sy stem fo r which he is responsible includes about 15 to 20 professional accountants, in addition to clerical, ma chine operation, bookkeeping, and related personnel. Most of the subordinate professional accountant jobs match the accountant IV job definition, but several may match accountant V, and one or two may even exceed that level. Chief Accountant V Authority and responsibility. 14— Directs the accounting program for an entire com pany with or without subordinate establishments. Has complete responsibility for establish ing and maintaining the framework for the basic accounting system used in the company, subject only to general policy guidance and control usually from a company official respon sible for general financial management, frequently an officer of the company. The chief accountant evaluates and takes final action on recommendations for basic changes in the accounting system, originating from subordinate units within the system. Accounting reports and statements prepared reflect the events and progress of the entire company and, to the extent that subordinate accounting segments exist, they represent consolidations of accounting data submitted by these segments. 14 salaries. Insufficient data were obtained for this level to warrant presentation of average 39 CHIEF ACCOUNTANT— Continued Technical com plexity.— The degree of technical complexity of the accounting program is caused by the fact that it serves an organization whose functions, products, work proc e sse s, etc. , are very numerous, varied, unique, specialized or which, for similar reasons, puts a heavy demand on the accounting organization for specialized and extensive adaptations of the basic system to meet management needs. The accounting system, to a considerable degree, is developed well beyond the established principles and practices in order to provide methods for the solution of problems for which no clear precedents exist or to provide for the development or extension of theories and practices to problems to which they have not been previously applied. Subordinate staff. — Typically, the subordinate staff in the system for which he is responsible includes about 25 to 40 professional accountants, in addition to clerical, machine operation, bookkeeping, and related personnel. Many of the* subordinate professional ac countant jobs match the accountant V job definition, but several may exceed that level. ATTORNEYS ATTORNEY Perform s work involved in providing consultation and advice to operating officials of the company with respect to its legal rights, privileges, and obligations. Perform s such duties as anticipating any legal problems or risks involving the company and advising company officials; preparing and reviewing various legal instruments and documents, such as contracts for leases, licenses, sales, purchases, real estate, e tc .; keeping informed of proposed legislation which might affect the company and advising the appropriate company officials; examining and checking for legal implications public statements or advertising material; advising company whether to prosecute or defend law suits; acting as agent of the company in its transactions; and applying for patents, copyrights, or registration of the company*s products, processes, devices, and trademarks. (Patent work which requires training in a technical field, e . g . , engineering in addition to legal training, is excluded. Claims ex amining, claims investigating, or similar work are excluded even though the work is per formed by persons with a L.L. B. degree, unless there is clear evidence that the job actually requires use of full professional legal training such as that of an attorney who performs investigative duties as a .preliminary phase of his total responsibility for preparing a case for trial or actually trying a case in co u rt.) Attorney I As a trainee (LJL. B.with membership in bar), performs routine legal work, such as preparing briefs or drawing up contracts for review and evaluation by attorneys of higher grade. Receives immediate supervision in assignments designed to provide training in the application of established methods and techniques of legal research, drafting of legal in struments, etc. Attorney II Perform s a variety of legal assignments, e . g . , (l) drawing up contracts which require some ingenuity and an ability to evaluate the legal sufficiency of contract terms; (2) preparing draft opinions on legal questions involved in such areas as claim s, grievances, labor laws, etc. , when the legal question can be resolved relatively easily in the light of well established facts and clearly applicable precedents. Receives general supervision during assignments, with most of work reviewed by an attorney of higher grade. Responsibility for final action is usually limited to matters which are covered by instructions and prior approval of a superior. 40 ATTORNEY— Continued Attorney III Perform s a variety of legal assignments, primarily in the study and analysis of legal questions, problems, or cases. Prepares draft opinions or other kinds of legal work on legal questions involved in such areas as claim s, grievances, labor laws, etc. , when the questions are complicated by the absence of legal precedents clearly and directly appli cable to the case, or by the different possible constructions which might be placed on either the facts or the laws and precedents involved. Typically specializes in one legal field, e. g. , labor law, real estate, contracts, etc. Receives general supervision during initial and final stages of assignments, but is expected to conduct work with relative independence. Respon sibility for final action is usually limited to matters covered by legal precedents and in which little deviation from stahdard forms and practices is involved. Any decisions or ac tions having a bearing on the company's business are reviewed by a superior. May super vise or review the work of a few assistants, normally not attorneys. Attorney HIA Similar to attorney III but the work is performed under considerably less close super vision and direction. The attorney is expected to independently investigate the facts, search out precedents, define the legal and factual issues, draft all necessary documents, opinions, etc. , and present conclusions and recommendations for review. Guidance from superiors during this process occurs only if the problem is clearly more difficult than normal for this level. The final product is reviewed carefully, but primarily for overall soundness of legal reasoning and consistency with company policy, rather than for accuracy of technical detail. Attorney IV Responsible for a broad legal area in which assignments cover a wide range of difficult and complex legal questions and problems. Primarily serves in an advisory capacity, making studies and developing opinions which may have an important bearing on the conduct of the company^ business (e. g.., recommending action to protect the company's trademarks and copyrights in foreign countries). Receives a minimum of technical legal supervision. May supervise a small staff of attorneys. Attorney IVA Similar to attorney IV but the legal questions and problems are of outstanding diffi culty and complexity or of crucial importance to the welfare of the company. For example, (1) complex factual and policy issues which require extensive research, analysis, and obtain ing and evaluating expert testimony in controversial areas of science, finance, corporate structure, engineering, e tc .; or (2) cases involve very large sums of money (e .g . , about $1 million) or, for other reasons, are very vigorously contested. Attorney V Plans, conducts, and supervises legal assignments within one or more broad legal areas. Supervises a staff of attorneys, and has responsibility for evaluating their perform ance and approving recommendations which may have an important bearing on the conduct of the company's business. Receives guidance as to company policy but no technical supervision or assistance except when he might request advice on the most difficult, novel, or important technical legal questions. Usually reports to the general counsel or chief attorney of the company or his immediate deputy. 41 CHEMISTS AND ENGINEERS CHEMIST Performs research, development, interpretive, and analytical work to determine the composition, molecular structure, and properties of substances, to develop or investigate new materials and p rocesses, and to investigate the transformation which substances undergo. Work typically requires a B .S . degree in chemistry or equivalent in education and ex perience combined. Chemist I General characteristics. — As the beginning level of professional work in chemistry, a bachelor*s degree with major study in chemistry, or equivalent is required. Typically receives formal classroom or on-the-job training. Direction received. — Performs work under close supervision with specific and de tailed instructions as to required tasks and results expected. Typical duties and responsibilities. — Assignments are planned to provide experience in the application of common laboratory techniques and familiarization with methods and practices in the laboratory. Performs a variety of routine analyses, tests, and operations, and assists experienced chemists by carrying out detailed steps of experiments. Responsibility for the direction of others. — None. Chemist II General characteristics. — At this continuing developmental level for professional chemist, work is characterized by selection and application of general and specialized meth ods, techniques, and instruments commonly used in the laboratory. May receive advanced on-the-job training or formal classroom instruction. Direction received. — Supervisors establish the nature and extent of analysis re quired, specify methods and criteria on new types of assignments, and review work for thor oughness of application of methods and accuracy of results. Typical duties and responsibilities. — Analyzes a wide variety of samples for which there are standard or established methods of analysis or for which the adaptation of standard methods is obvious or determined by others. Conducts specified phases of research projects as an assistant to an experienced chemist. Responsibility for the direction of others. — May supervise a few technicians or aids. Chemist III General characteristics. — Performs work requiring application of knowledge of a specialized field of chemistry and ingenuity in the independent evaluation, selection, and adaptation of standard methods and techniques. Direction received. — On routine work, supervision is very general; unusual problems are resolved with close collaboration of supervisor. Completed work is reviewed for appli cation of sound judgment in choice of methods and adequacy of results. Typical duties and responsibilities. — Develops details of research and development assignments in accordance with a line of approach suggested by the supervisor and adapts methods to the specific requirements of assignments. Analyzes samples that require special ized training because standard methods are unapplicable, because of required interpretive judgment of quality of substances, or because of required specialized skill in adapting tech niques such as microanalysis. Responsibility for the direction of others. — May supervise a few technicians or aids. 42 CHEMIST— Continued Chemist IV General characteristics. — Plans and conducts work in chemistry requiring mastery of specialized techniques or considerable ingenuity in selecting and evaluating approaches to unforeseen or novel problems. Direction received. — Generally works independently of technical supervision but r e fers proposed plans and unusually important or complex problems to supervisor for guidance. Typical duties and responsibilities. — Conducts research assignments requiring the evaluation of alternate methods of approach. Undertakes the more complex, and exacting, or esoteric analytical assignments requiring a specialist in technique or product. Prepares interpretive reports of results and may provide technical advice on significance of results. Responsibility for the direction of others.-:—May supervise a small staff of chemists and technicians. Chemist V General characteristics.— Participates in planning research programs on the basis of specialized knowledge of problems and methods and probable value of results. May serve as an expert in a narrow specialty making recommendations and conclusions which serve as the basis for undertaking or rejecting important projects. Direction received. — Usually discusses important developments with supervisor. Supervision received relates largely to work objectives and administrative aspects. Typical duties and responsibilities. — From broad program objectives, plans, organ izes, and supervises or conducts research investigations with responsibility for defining projects and scope and independently selecting lines of approach. As individual worker, carries out research project requiring origination of new scientific techniques and mature background of knowledge of related fields of science. Responsibility for the direction of others. ----May supervise a small group of chemists engaged in varied research projects or a larger group on routine analytical work. Chemist VI General characteristics. — Performs work requiring leadership and expert knowledge in a specialized field of chemistry. Conceives, plans, and directs projects of a pioneering nature to create new methods and techniques or to resolve problems which have proved unusually refractory. Direction received. — Supervision received is essentially administrative with assign ments broadly indicated in terms of objectives. Typical duties and responsibilities. — Determines the kinds of projects and data needed to meet objectives of programs. Maintains liaison with related organizations and represents the laboratory in important conferences with authority to commit the organiza tion. May serve as a consultant to other chemists in the specialty field. Responsibility for the direction of others. — May plan, organize, direct, and evaluate the work of a group of chemists. Chemist VII General characteristics.— -Supervisor— provides leadership and scientific guidance for a broad and diversified program in chemistry and related supporting activities such as to require several subordinate supervisors responsible for programs typically identified with level VI. Recommends the facilities, personnel, and funds required to carry out programs and evaluates accomplishments. 43 CHEMIST— Continued Individual researcher and consultant— is a nonsupervisory chemist of recognized leadership status and authoritativeness in his company, in a broad area of specializa tion. Is consulted extensively by associates and others with a high degree of reliance placed on his scientific interpretations and advice. Direction received.— Under general administrative direction. Typical duties and responsibilities. — -Supervisor----is responsible for an important segment of a chemical program of a company with extensive and diversified scientific re quirements or the entire chemical program of a company where the program is limited in scope. Makes authoritative technical recommendations concerning the scientific objectives and levels of work which will be most profitable in the light of company requirements and scientific and industrial trends and developments. Individual researcher and consultant— selects problems for research and conceives and plans investigations in which the phenomena and principles are not adequately under stood, so that outstanding creativity and mature judgment are required to devise hypoth eses and techniques of experimentation and to interpret results. Advises the head of a large laboratory on complex aspects of extremely broad and important programs with responsibility for exploring, justifying, and evaluating proposed and current programs and projects and furnishing advice on unusually complex and novel problems in the spe cialty field. Responsibility for the direction of others.— -Supervisor— see istics" above. "general character Chemist VIII General characteristics. — Supervisor— provides leadership and scientific guidance for a very broad and highly diversified program in chemistry and related supporting activ ities requiring several subordinate supervisors responsible for programs typically identified with level VII, or a large number of supervisors of lower levels. Recommends the facil ities, personnel, and funds required for programs and evaluates accomplishments. Individual researcher on scientific questions of ists who are themselves leader and consultant for and consultant— serves as a consultant to top-level management far-reaching significance. Is sought as a consultant by chem specialists in the field. Is a nationally recognized research his company. Direction received. — Receives general administrative direction. Typical duties and responsibilities. ----Supervisor----is responsible for an important segment of a chemical program of a company with very extensive and highly diversified scien tific requirements or the entire chemical program of a company where the program is of moderate scope. Is responsible for deciding the kind and extent of chemical and related program needed to accomplish the objectives of the company, for choosing the scientific ap proaches, for planning and organizing facilities and programs, and for interpreting results. Individual researcher and consultant-— formulates and guides the attack on exception ally difficult and important problems whose solution would represent a major scien tific or technological advance. Responsibility for the direction of others. — Supervisor— see istic s" above. "general character This level does not include the chief chemist of a company with a very extensive and highly diversified program; or the assistant chief chemist of a company with an unusually extensive and novel chemical program. ENGINEER P e r f o r m s w ork in r e s e a r c h , development:, design, testing, analysis, production, c o n struction, maintenance, operation, planning, survey, estimating, application, or sta n d a rd iza tion of engineering fa cilitie s, sy stem s, stru ctu res, p r o c e s s e s , equipment d e v ic e s , or m a teria ls requiring knowledge of the scien ce and art by which m a t e r ia ls , natural r e s o u r c e s and power are made useful. W ork typically re q u ire s a B .S . d eg ree in engineering or the equivalent in e x p erie n ce and education com bined. (Safety en gin eers, industrial en g in e ers, quality control e n g in ee rs, and sales engineers are to be e x c lu d e d .) Engineer i General^ c h a r a c t e r is t ic s . — As the beginning lev el of engineering work, a b a c h e l o r ’ s d egree in engineering or equivalent is re q u ire d . T ypically r e c e i v e s fo rm a l c l a s s r o o m or on - th e - j ob tr ni n ing . D irection r e c e i v e d . — P e r f o r m s w ork under c lo s e s u p erv ision with sp e c ific and d e tailed instructions as to required tasks and resu lts expected. Work is ch ecked during p r o g r e s s , and upon com p le tion is re v iew e d for a c c u r a c y . Typical duties and r e s p o n s ib ilities . — P e r f o r m s sim ple tasks that are planned to p r o vide e x p e rie n ce anc iunnJiarization with, methods and p r a c t i c e s of the company in the specialty field and to a scertain the in terests and aptitudes of the beginning engineer. R e sp o n sib i 1it;y ior the dir ecjtion of other s . — N on e . Engineer If Gene ra j c h a r a c t e r i s t i c s . — At this continuing developmental le v e l, p e r fo r m s routine en gineering w ork requiring application of standard techniques, p r o c e d u r e s , and c r it e r ia in ca rry in g out a sequence of related engineering tasks. Lim ited e x e r c i s e of judgment is r e quired on details of w ork . May re ce iv e advanced o n -t h e -jo b or c l a s s r o o m in stru ction s. D i r e ction r e ce iv e d . — Supervisor s cre e n s assignm ents to eliminate difficult p ro b le m s and s ele cts techniques and p r o c e d u r e s to be applied. R e c e iv e s c lo s e su pervision on new asp ects of assignm ents. T y pical, duties and r e s p o n s i b i l i t i e s . — Using p r e s c r i b e d m ethods, p e r fo r m s s p ecific and lim ited portions of a b road er a ssignm ent of an e x p e rie n ce d en gin eer. Applies standard p r a c t i c e s and techniques in sp e c ific situations, adjusts and c o r r e la t e s data, r e c o g n iz e s d i s cre p a n cie s in resu lts , and follow s operations through a s e r ie s of rela ted detailed steps or p r o c e s s e s . R e s p o n s ib i l ity for the d irection of o t h e r s . ----May su p erv ise a few aids or technicians. Engineer HI General c h a r a c t e r i s t i c s . —-Work req u ires independent evaluation, selection , and a p plication of standard engineering techniques, p r o c e d u r e s , and cr it e r ia , using judgment and ingenuity in making m in o r adaptations and m od ifica tio n s. D ire ctio n r e c e i v e d . — R e ce iv e s instruction on s p e c if ic assignment o b j e c t i v e s , points of em phasis, r e fe r e n c e and inform ation s o u r c e s , and p o s s ib l e solutions. Unusual p ro b le m s are solv ed jointly with s u p e rv is o r, and work is rev iew ed fo r application of sound e n g in eering judgment. Typic a l duties and r e s p o n s ib i lit ie s . — A ssig n m en ts include equipment design and d e velopment, test of m a t e r ia ls , p rep a ra tion of sp e cifica tio n s, p r o c e s s study, r e s e a r c h i n v e s tigations, re p o rt preparation, and oth er activities of lim ited s c o p e requiring knowledge of p r in c ip le s , p r a c t i c e s , and techniques com m on ly em p loyed in the s p e c if ic n a rrow a rea of assign m en ts. P e r f o r m s work which involves conventional types of plans, investigations, su rv ey s, s tru ctu re s, o r equipment with re la tiv ely few co m p le x features fo r which there are p re ce d e n ts. R espo n sib ility fo r the d ire ct io n of o t h e r s . — May su p e rv ise the work of draftsm en, in s p e c to r s , and oth er technicians a ssigned to a s s i s t in the work. ENGINEER— Continued Engineer IV General characteristics. — Work requires originality and judgment in the independent evaluation, selection, and substantial adaptation and modification of standard techniques, procedures, and criteria. Is recognized as fully competent in all conventional aspects of the subject-matter or functional area of assignments. Direction received. — Receives direct supervision and guidance primarily on novel or controversial problems or questions. Makes independent technical decisions on details of work covered by precedents. Typical duties and responsibilities.— Plans, schedules, and coordinates detailed phases of the engineering work in a part of a major project or in a total project of moderate scope. Devises new approaches to problems encountered. Performs work which involves conventional engineering practice but includes a variety of complex features such as conflict ing design requirements, unsuitability of standard materials, and difficult coordination r e quirements. Work requires a broad knowledge of precedents in the specialty area and a good knowledge of principles and practices of related specialties. Responsibility for the direction of others. — May supervise a few engineers or tech nicians on routine work. Engineer V General characteristics.— Work requires application of intensive and diversified knowledge of engineering principles and practices in broad areas of assignments and r e lated fields. Makes decisions independently on engineering problems and methods, and rep resents the organization in conferences to resolve important questions and to plan and co ordinate work. Positions may be supervisory or nonsupervisory. Direction received. — Receives work objectives and critical issu es. supervision and guidance only in terms of specific Typical duties and responsibilities. — Supervisor— plans, develops, coordinates, and directs a large and important engineering project or a number of small projects with many c omplex f eatur e s . Nonsupervisory researcher— carries out cornplex or novel research assignments acquiring the development of new or improved techniques and procedures. Nonsupervisory staff specialist— develops and evaluates plans variety of projects and activities to be carried out by others. and criteria for a Responsibility for the direction of others. — Supervisor— supervises, coordinates, and reviews the work of a small staff of engineers and technicians. Estimates manpower needs and schedules and assigns work to meet completion date. Engineer VI General characteristics. — Work is characterized by full technical responsibility for interpreting, organizing, executing, and coordinating assignments. Maintains liaison with other organizations or companies. Positions may be supervisory or nonsupervisory. Direction received. — Assignments are received in terms of broad general objectives and limits. Supervision concerns administrative features of the work. Typical duties and responsibilities. — Conceives and plans engineering projects in volving exploration of subject area, definition of scope and selection of problems for inves tigation, and development of novel concepts and approaches. Supervisor— plans, develops, coordinates, and directs a number of large and im portant projects or a project of major scope and importance. Nonsupervisory researcher— plans and conducts research or other work requiring pioneering in areas in which large blocks of data are controversial or unknown. 46 ENGINEER— Continued Nonsupervisory staff specialist— as an expert in a specific field, performs advisory, consulting, and review work. Responsibility for direction of others.— Supervisor— directs a staff of project engi neers and assistants. Evaluates progress of the staff and results obtained, and recommends major changes to achieve overall objectives. Engineer VII General characteristics. — Work is characterized by decisions and recommendations which are recognized as authoritative and have an important impact on extensive engineering activities. Initiates and maintains extensive contacts with key engineers and officials of other organizations and companies; this requires skill in persuasion and negotiations of criti cal issu es. Positions may be supervisory or nonsupervisory. Direction received. — Receives general administrative direction. Typical duties and responsibilities. — Demonstrates creativity, foresight, and mature engineering judgment in anticipating and solving unprecedented engineering problems, de termining program objectives and requirements, organizing programs and projects, and de veloping standards and guides for diverse engineering activities. Supervisor— plans, develops, coordinates, and directs an engineering program con sisting of many large and important projects. Nonsupervisory— performs advisory, consulting, and review work as authoritative specialist or expert in broad program areas. Responsibility for the direction of others. — Supervisor— directs a large staff of pro ject engineers, and engineers and scientists in supporting functions. Several subordinate supervisors are responsible for projects or activities typically identified with level IV. Engineer VIII General characteristics. ----Work is characterized by authoritative decisions and re c ommendations which have a far-reaching impact on extensive engineering and related ac tivities of the company. Negotiates critical and controversial issues with top level en gineers and officers of other organizations and companies. Positions may be supervisory or nonsupervisory. Direction received. — Receives general administrative direction. Typical duties and responsibilities. — Demonstrates a high degree of creativity, fore sight, and mature engineering judgment in planning, organizing, and guiding extensive engi neering programs and activities of outstanding novelty and importance. Supervisor— plans develops, coordinates, and directs a highly complex and diver sified engineering program consisting of many large and important projects and support ing activities. Nonsupervisory— performs advisory and consulting work for his company as a na tionally recognized authority for broad program areas of considerable novelty and importance. Responsibility for the direction of others. — Directs a very large staff of project engineers, and engineers and scientists in supporting functions. Several subordinate super visors are responsible for programs, projects, or activities typically identified with level VII. This level does not include positions of chief engineers of companies with large engineering organization; e .g ., those engaged in research and development on a variety of complex weapons systems with nu merous novel components, or of chiefs of primary organizational seg ments of companies with very large engineering organizations engaged in unusually extensive and diversified research and development. 47 PERSONNEL MANAGEMENT JOB ANALYST Performs work involved in collecting, analyzing, and developing occupational data relative to jobs, job qualifications, and worker characteristics as a basis for compensating employees in a fair, equitable, and uniform manner. Performs such duties as studying and analyzing jobs and preparing descriptions of duties and responsibilities and of the physical and mental requirements needed by workers; evaluating jobs and determining appropriate wage or salary levels in accordance with their difficulty and responsibility; independently conducting or participating with representatives of other companies in conducting compensation surveys within a locality or labor market area; assisting in administering merit rating pro gram; reviewing changes in wages and salaries indicated by surveys and recommending changes in pay scales; and auditing individual jobs to check the propriety of evaluations and to apply current job classifications. Job Analyst F As a trainee, performs work in designated areas and of limited occupational scope. Receives immediate supervision in assignments designed to provide training in the application of established methods and techniques of job analysis. Studies the least difficult jobs and prepares reports for review by a job analyst of higher level. Job Analyst H Studies, describes, and evaluates jobs in accordance with established procedures. Is usually assigned to the simpler kinds of both wage and salaried jobs in the establishment. Works independently on such assignments but is limited by instructions of his superior and by defined area of assignment. Job Analyst III Analyzes and evaluates a variety of wage and salaried jobs in accordance with estab lished evaluation systems and procedures. May conduct wage surveys within the locality or participate in conducting surveys of broad compensation areas. May assist in developing survey methods and plans. Receives general supervision but responsibility for final action is limited. Job Analyst IV Analyzes and evaluates a variety of jobs in accordance with established evaluation systems and procedures, and is given assignment which regularly includes responsibility for the more difficult kinds of jobs. ("M ore difficult" means jobs which consist of hard-tounderstand work processes; e. g. , professional, scientific, administrative, or technical; or jobs in new or emerging occupational fields; or jobs which are being established as part of the creation of new organizations; or where other special considerations of these types apply. ) Receives general supervision, but responsibility for final action is limited. May partic ipate in the development and installation of evaluation or compensation system s, which may include those for merit rating programs. May plan survey methods and conduct or direct wage surveys within a broad compensation area. DIRECTOR OF PERSONNEL Directs a personnel management program for a company or for a plant or estab lishment of a company. For a job to be covered by this definition, the personnel manage ment program must include responsibility for all three of the following functions: (l) Administering a formal job evaluation system; i. e. , a system in which there are established procedures by which jobs are analyzed and evaluated on the basis of their duties, responsibilities, and qualification requirements in order to provide a foundation for equitable compensation. Typically, such a system includes the use of one or more sets of job evaluation factors and the prepa ration of formal job descriptions. It may also include such related functions as wage and salary surveys or merit rating system administration. The job evaluation system(s) does not necessarily cover all jobs in the organization, but does cover a substantial portion of the organization. 48 DIRECTOR OF PERSONNEL— Continued (2) Employment and placement functions; i. e. , recruiting actively for at least some kinds of workers through a variety of sources (e. g. , schools or colleges, em ployment agencies, professional societies, e tc .); evaluating applicants against demands of particular jobs by use of such techniques as job analysis to deter mine requirements, interviews, written tests of aptitude, knowledge, or skill, reference checks, experience evaluations, etc. ; recommending selections and job placements to management, etc. (3) Employee relations and services functions; i. e. , functions designed to main tain employees morale and productivity at a high level (for example, admin istering a formal or informal grievance procedure; identifying and recommend ing solutions for personnel problems such as absenteeism, high turnover, low productivity, etc. ; administration of beneficial suggestions system, retirement, pension, or insurance plans, merit rating system, etc. ; overseeing cafeteria operations, recreational programs, industrial health or safety programs, e tc .). Employees training and development functions may or may not be part of the person nel management program for purposes of matching this definition. Labor relation activities, if any, are confined mainly to the administration, inter pretation, and application of labor union contracts and are essentially similar to those de scribed under (3) above. If responsibility for actual contract negotiation with labor unions as the principal company representative is considered a significant one in the job, i. e. , the one which serves as the primary basis for qualification requirements and compensation, the job is excluded from being matched with this definition. Participation in bargaining of a less significant nature, e. g. , to negotiate detailed settlement of such matters as specific rates, job classifications, work rules, hiring or layoff procedures, etc. , within the broad terms of a general agreement reached at higher levels, or to supply advice and information on technical points to the company^ principal representative, will not have the effect of exclud ing the job from coverage. The director of personnel not only directs a personnel management program of the intensity and scope outlined above, but (to be a proper match) he is recognized by the top management officials of the organization he serves as the source of advice and assistance on personnel management matters and problems generally. For example, he is typically consulted on the personnel implications of planned changes in management policy or pro gram, the effects on the organization of economic or market trends, product or production method changes, etc. ; he represents management in external contacts with other companies, trade associations, government agencies, etc. , when the primary subject matter of the con tact is on personnel management matters. Typically, the director of personnel reports to a company officer or a high manage ment official who has responsibility for the operation of a plant or establishment of a com pany; or, at company headquarters level, he may report to a company officer in charge of industrial relations and personnel management activities or a similar official. Directors of personnel jobs which meet the above definition are classified by level 15 of work in accordance with the following tabulation: 15 salarie s. Insufficient data were obtained for level V to warrant presentation of average 49 Number of employees in work force serviced 250-750 _________________________________________ I, 000-5, 000 _____________________________________ 6 ,0 00-12,000 ___________________________________ 15,000-25,000 __________________________________ Personnel program operations level 1 Organization Organization serviced— serviced— type A 3 type B 4 I II III IV 11 III IV V Personnel program development level 2 Organization Organization serviced— serviced— type A 3 type B 4 II III IV V III IV V - 1 Personnel program operations level—-director of personnel servicing an organizational segment ( e .g ., a plant) of a company, where the basic personnel program policies, plans, objectives, e tc ., are established at company headquarters or at some other higher level between the plant and the company headquarters level. The personnel director's responsibility is to gut these into operation at the local level, in such a manner as to most effectively serve the local management needs. Personnel program development level director of personnel servicing an entire company (with or without subordi nate establishments) where the personnel director plays an important role in establishment of basic personnel policies, plans, objectives, etc ., for the company, subject to policy direction and control from company officers. There may be instances in which there is such relatively complete delegation of personnel program planning and development responsibility below the company level to an intermediate organization, e .g ., a subsidiary or a division, that a job of personnel director for such an organization should be matched as though it were a company level job. Organization serviced— type A— jobs serviced are (almost exclusively) types which are common in the labor market generally, and consist of relatively easy-to-understand work processes, or for similar reasons do not present particularly difficult recruitment, job evaluation, or training problems. Work force, organizational structure, and other organizational characteristics are relatively stable. 4 Organization serviced— type B— jobs serviced include a substantial number of types which are largely peculiar to the organization serviced, consist of hard-to-understand work processes ( e .g ., professional, scientific, administrative, or tech nical), are jobs in new or emerging occupational fields, are in extremely short supply, have hard-to-match skill require ments, or for similar reasons present difficult recruitment, job evaluation, or training problems. Work force, organiza tional structure, or other organizational characteristics are complicated, unstable, subjectvto wide seasonal fluctuation, etc. NOTE: There are gaps between different degrees of all 3 elements used to determine job level matches. These gaps have been provided purposely to allow room for judgment in getting the best overall job level match for each job. Thus, a job which services a work force of 850 employees should be matched with level II if it is a personnel program operations level job where the nature of the organization serviced seems to fall slightly below the definition for the type B degree. How ever, the same job should be matched with level I if the nature of the organization serviced clearly falls well within the definition for the type A degree. OFFICE SERVICES MANAGER, OFFICE SERVICES Responsible for planning, directing, and controlling of office services, subject only to the most general policy supervision. Plays an active role in anticipating and planning to meet office services needs of the operating organization served. Supervises a group of employees engaged in providing office services of a supporting or "housekeeping" nature to the primary operation of a company, an establishment, or an organizational unit of a com pany or establishment. (May personally perform some of the functions.) Office services include: (a) (b) (c) (d) (e) (f) (g) (h) (i) Receipt, distribution, and dispatch of mail. Maintenance of central files. Printing or duplication and distribution of form s, publications, etc. (May be limited to ordering the printing or duplication of items. Does not necessarily have charge of a print shop or duplication facilities, especially in large operations, but coordinates the flow to and from the reproduction units.) Purchasing office supplies and equipment. (Makes direct purchases of run-ofthe-m ill office supplies. May be responsible for direct purchase of other items from outside suppliers or may requisition through establishment purchasing departments. ) Records control and disposal. Communications (telephone switchboard and/or teletype service). Typing or stenographic pool. Office equipment maintenance and repair. (May have direct supervision of maintenance and repair personnel or may coordinate the ordering of such serv ices from outside service suppliers or from a central service unit within the establishm ent.) Space control over office facilities-layout and arrangement of offices. (Typ ically serves as a staff assistant to management officials in performing this function.) Manager, Office Services l Supervises a staff of employees engaged in performing a few ( e .g ., 4 or 5) of the above functions as a service to a small organization (e. g. , 300 to 600 employees, excluding nonsupervisory plant workers). 50 MANAGER, OFFICE SERVICES— Continued Manager, Office Services II Supervises a staff of employees engaged in performing a few ( e .g ., 4 or 5) of the above functions as a service to a moderately large organization ( e . g . , 600 to 1, 500 employees, excluding nonsupervisory plant workers). or Supervises a staff of employees engaged in performing most ( e .g ., 7 or 8) of the above functions as a service to a small organization ( e .g ., 300 to 600 employees, excluding nonsupervisory plant workers). Manager, Officer Services III Supervises a staff of employees engaged in performing a few ( e .g ., 4 or 5) of the functions as a service to a large organization ( e .g ., 1, 500 to 3,0 0 0 employees, excluding nonsupervisory plant workers). or Supervises a staff of employees engaged in performing most ( e .g ., 7 or 8) of the above functions as a service to a moderately large organization ( e .g ., 600 to 1, 500 employees, excluding nonsupervisory plant workers). Manager, Office Services IV Supervises a staff of employees engaged in performing most (e. g. , 7 or 8) of the above functions as a service to a large organization (e. g. , 1, 500 to 3, 000 employees, exclud ing nonsupervisory plant workers). DRAFTSMEN DRAFTSMAN, JUNIOR (Assistant Draftsman) 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. DRAFTSMAN, SENIOR Prepares working plans and detail drawings from notes, rough or detailed sketches for engineering, construction, or manufacturing purposes. Duties involve a combination of the following: Preparing working plans, detail drawings, maps, cross-section s, e tc ., to scale by use of drafting instruments; making engineering computations such as those involved in strength of m aterials, 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 specialized field such as architectural, electrical, mechanical, or structural drafting. 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 drawings and do simple lettering. 51 CLERICAL BOOKKEEPING-MACHINE OPERATOR Operates a bookkeeping machine (Remington Rand, Elliott Fisher, Sundstrand, Bur roughs, and National Cash Register, with or without a typewriter keyboard) to keep a record of business transactions. Bookkeeping-Machine Operator I Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, custom ers' accounts (not including simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department. Bookkeeping-Machine Operator II 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. Deter mines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. CLERK, ACCOUNTING Clerk, Accounting I Under supervision, performs one or more routine accounting operations such as posting simple journal vouchers or accounts payable vouchers, entering vouchers in voucher registers; reconciling bank accounts; and posting subsidiary ledgers controlled by general ledgers, or posting simple cost accounting data. This job does not require a knowledge of accounting and bookkeeping principles, but is found in offices in which the more routine accounting work is subdivided on a functional basis among several workers. Clerk, Accounting II Under general direction of a bookkeeper or accountant, has responsibility for keeping one or more sections of a complete set of books or records relating to one phase of an establishment's business transactions. Work involves posting and balancing subsidiary ledger or ledgers such as accounts receivable or accounts payable; examining and coding invoices or vouchers with proper accounting distribution; requires judgment and experience in making proper assignations and allocations. May assist in preparing, adjusting, and closing journal entries; may direct accounting clerks I. CLERK, FILE Clerk, File I Perform s routine filing, usually of material that has already been classified or which is easily identifiable, or locates or assists in locating material in files. May perform incidental clerical duties. Clerk, File II In an established filing system containing a number of varied subject-matter files, classifies and indexes correspondence or other material; may also file this material. May keep records of various types in conjunction with files or may supervise others in filing and locating material in the file s. May perform incidental clerical duties. 52 KEYPUNCH OPERATOR Under general su p e rv isio n and with no su p e r v is o r y r e s p o n s ib ilit ie s , r e c o r d s a c counting and statistical data on tabulating ca rd s by punching a s e r ie s of h oles in the ca rd s in a sp e cifie d seq u en ce, using an alphabetical o r a n u m e rica l keypunch m ach in e, follow ing written in form a tion on r e c o r d s . May duplicate ca rd s by using the duplicating d ev ice attached to m ach in e. May k eep file s o f punch c a r d s . May v e rify own w ork or work of oth e rs. OFFICE BOY OR GIRL P e r f o r m s various routine duties such as running e rra n d s ; operating m in o r office m a ch in es, such as s e a le r s or m a i le r s ; opening and distributing mail; and other m in o r c l e r i c a l work. STENOGRAPHER, GENERAL P r i m a r y duty is to take dictation f r o m one o r m o r e p e r s o n s , either in shorthand or by Stenotype o r sim ila r m achine, involving a n orm a l routine v o ca b u la ry , and to tra n scrib e this dictation on a ty p e w rite r. May also type f r o m written co p y . May a lso set up and keep file s in o r d e r , keep sim ple r e c o r d s , e tc. Does not include tra n s crib in g -m a ch in e w ork. STENOGRAPHER, TECHNICAL P r i m a r y duty is to take dictation f r o m one or m o r e p e rs o n s , either in shorthand or by Stenotype o r s im ila r machine, involving a v a ried technical or s p e c ia liz e d vo ca b u la ry , such as in legal b r ie f s o r re p o rts on scie n tific r e s e a r c h , and to tr a n s c r ib e this dictation on a typew riter. May a lso type f r o m written copy. May a lso set up and keep files in o rd e r, keep sim ple r e c o r d s , etc. D oe s not include tra n s crib in g -m a ch in e work. SWITCHBOARD OPERATOR Operates a sin g le - o r m u lt ip le -p o s itio n telephone sw itch board . Duties involve han dling in com in g, outgoing, intraplant, or o ffice c a ll s . May handle routine long distance calls and r e c o r d s toll c a l l s . May p e r f o r m lim ited in form ation w o rk , fo r ex a m p le, furnishing telephone extension num bers when a s p e c if ic name is fu rnished. May o c c a s io n a lly take telephone o r d e r s . SWITCHBOARD OPERATOR, SPECIAL In addition to the work d e s c r ib e d above fo r sw itchboard o p e ra to r o r as a fu ll-tim e assignm ent, s e r v e s as a '’s p e c i a l ” o p e ra to r who handles the m o r e c o m p le x lon g -d ista n ce c a lls ( e . g . , c o n fe r e n c e , c o ll e c t , o v e r s e a s , or sim ila r c a ll s ) o r p e r fo r m s full telephone in form ation s e r v ic e ( e . g . , where a knowledge of the w ork done in d ifferent parts of the organization is re q u ire d ). TABULATING-MACHINE OPERATOR Tabulating-Maehine Operator I Operates sim ple tabulating o r e le c t r i c a l accounting m a ch in es, such as the s o r t e r , r e producing punch, c o ll a t o r , e t c . , with sp e c ific in stru ctio n s. May include the p erform a n ce of som e sim ple wiring f r o m diagrams and som e filing w ork . The w ork typically involves portions of a w ork unit, fo r e x a m p le, individual sorting or collating runs, or repetitive op era tions. Tabulating-Maehine Operator II Operates m o r e difficult tabulating or e l e c t r i c a l accounting m a ch in es, such as the tabulator and ca lc u la to r , in addition to the s o r t e r , r e p r o d u c e r , and c o ll a t o r . This w ork is p e r fo r m e d under sp e c ific instructions and may include the p e r fo r m a n c e of som e wiring f r o m d ia g ra m s . The w ork typically in v o lv es, fo r ex a m p le, tabulations involving a repetitive a c counting e x e r c i s e , a com p lete but sm a ll tabulating study, or parts of a lon g er and m o re c o m plex re p o rt. Such rep orts and studies are usually of a r e c u r r in g nature where the p roced u re s are well established. May a lso include the training of new e m p lo y e e s in the b a s ic operation of the m a c h in e . 53 TABULATING-MACHINE OPERATOR— Continued Tabulating-Machine Operator III Operates a variety of tabulating or electrical accounting machines, typically including such machines as the tabulator, calculator, interpreter, collator, and others. Performs complete 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 reports 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 operators 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. TYPIST Uses a typewriter to make copies of various materials 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. Typist I Performs one or more of the following: Copy typing from rough or clear drafts; routine typing of form s, insurance policies, e tc .; and setting up simple standard tabulations, or copying more complex tables already set up and spaced properly. Typist II Performs one or more of the following: Typing material in final form when it involves combining material from several sources or responsibility for correct spelling, syllabication, punctuation, e tc ., of technical or unusual words or foreign language material; 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. ☆ U .S . G O V E R N M E N T P R IN T IN G O F F I C E : 1961 O -616241 ORDER FORM To: S u p erin ten d en t o f D oc u m e n ts U. S. G o v e rn m e n t P r in tin g O ffic e W ash in g ton 25, D. C. B u re a u o f L a b o r S ta t is t ic s ---18 O liv e r S tre e t, B o s t o n 10, M a s s . 341 N inth A v e n u e , N ew Y o r k 1, N. Y. 1371 P e a c h t r e e S tre e t, N E. , A tla n ta 9, Ga. 105 W e st A d a m s S tr e e t, C h ic a g o 3, 111. 630 S a n so m e S tr e e t, San F r a n c is c o 11, C a lif. or E n c lo s e d fin d $ ____________ in | j ch eck , | 1m on ey o rd e r, o r 1 | c a s h (c a s h a t s e n d e r 's r i s k ) . M ake ( T w e n t y -fiv e p e r c e n t d is c o u n t f o r bu n d le c h e c k s o r m o n e y o r d e r s p a y a b le to the S u p erin ten d en t o f D o c u m e n ts. o r d e r o f 100 o r m o r e c o p ie s o f any 1 b u lle t in .) P le a s e sen d m e c o p i e s o f O c cu p a tio n a l W ag e S u rv e y b u lle tin s a s in d ica te d . N o. of c o p ie s No. of c o p ie s ♦ A k ron, B u ll. 1 28 5 -8 1 ♦A lbany—S c h e n e c ta d y —T r o y , B u ll. 1 28 5 -5 1 ♦ A lb u q u erqu e, B u ll. 1 28 5 -6 1 ♦ A llen tow n —B e th le h e n r—E a ston , B u ll. 1 2 8 5 -4 7 ♦Atlanta, B u ll. 1 28 5 -7 3 ♦ B a ltim o r e , B u ll. 1 2 8 5 -3 4 ♦ B eaum ont—P o r t A rth u r, B u ll. 1 2 8 5 -7 5 ♦ B irm in g h a m , B u ll. 1 2 8 5 -5 3 ♦ M ia m i, B u ll. 1 2 8 5 -3 3 ♦ ♦ M ilw au kee, B u ll. 1 2 8 5 -6 4 ♦ ♦ M in n ea p olis—St. P a u l, B u ll. 1 28 5 -3 9 ♦ M u skegon —M u sk e g o n H eigh ts, B u ll. 1 2 8 5 -6 9 ♦ N ew ark and J e r s e y C ity , B u ll. 1 2 8 5 -4 0 ♦New H aven, B u ll. 1 2 8 5 -4 6 ♦♦New O r le a n s , B u ll. 1 2 8 5 -4 8 ♦♦New Y o r k , B u ll. 1 2 8 5 -6 5 ♦ B o is e , B u ll. 1 2 8 5 -6 2 ♦ ♦ B oston , B u ll. 1 2 8 5 -1 5 ♦ ♦ B uffalo, B u ll. 1 2 8 5 -3 1 ♦ B u rlin gton , B u ll. 1 2 8 5 -5 7 ♦Canton, B u ll. 1 2 8 5 -2 9 ♦ C h a r le sto n ( W .V a .) , B u ll. 1 2 8 5 -6 0 ♦ C h a rlotte, B u ll. 1 2 8 5 -5 8 ♦ ♦ C hattan ooga, B u ll. 1 2 8 5 -1 4 ♦ ♦ N orfolk—P o r t s m o u th and N e w p o rt N ew s— H am pton, B u ll. 1 2 8 5 -8 2 ♦ ♦O klahom a C ity , B u ll. 1 2 8 5 -3 ♦♦Om aha, B u ll. 1 2 8 5 -1 3 ♦ P a te rs o n —C lift o n —P a s s a ic , B u ll. 1 2 8 5 -7 4 ♦ ♦ P h ila d elp h ia , B u ll. 1 2 8 5 -2 4 ♦ P h oen ix , B u ll. 1 2 8 5 -5 5 ♦ ♦ P ittsb u rgh , B u ll. 1 2 8 5 -4 4 ♦ ♦ C h icag o, B u ll. 1 2 8 5 -6 6 ♦ C in cin n a ti, B u ll. 1 28 5 -5 9 ♦ ♦ C levela n d , B u ll. 1 28 5 -1 1 ♦ ♦ C olu m b u s, B u ll. 1 2 8 5 -3 8 ♦ ♦ D a lla s, B u ll. 1 2 8 5 -2 1 ♦ ♦ D a ven p ort—R o c k Isla n d —M o lin e , B u ll. ♦Dayton, B u ll. 1 2 8 5 -4 1 ♦ D en v er, B u ll. 1 2 8 5 -2 7 ♦ P o rtla n d (M a in e ), B u ll. 1 2 8 5 -1 9 ♦ P o rtla n d ( O r e g . ), B u ll. 1 2 8 5 -7 2 ♦ ♦ P r o v id e n c e —P a w tu ck e t, B u ll. 1 2 8 5 -7 0 ♦ ♦ R aleigh, B u ll. 1 2 8 5 -5 ♦ R ich m on d , B u ll. 1 2 8 5 -2 6 ♦ R o c k fo rd , B u ll. 1 2 8 5 -6 8 ♦♦St. L o u is , B u ll. 1 2 8 5 -1 0 ♦♦Salt L a k e C ity , B u ll. 1 2 8 5 -3 2 ♦♦San A n to n io , B u ll. 1 2 8 5 -7 1 1 2 8 5 -1 6 ♦ D es M o in e s , B u ll. 1 2 8 5 -4 3 ♦ ♦ D etroit, B u ll. 1 2 8 5 -3 7 ♦ ♦ F ort W orth , B u ll. 1 2 8 5 -2 3 ♦ G reen B ay , B u ll. 1 2 8 5 -2 ♦ G r e e n v ille , B u ll. 1 2 8 5 -6 3 ♦ H ouston, B u ll. 1 2 8 5 -7 8 ♦ In d ian ap olis, B u ll. 1 2 8 5 -2 8 ♦ J a ck son , B u ll. 1 2 8 5 -4 2 ♦San B e r n a r d in o —R iv e r s i d e —O n ta rio , B u ll. ♦♦San F r a n c is c o —O akland, B u ll. 1 2 8 5 -3 6 ♦Savannah, B u ll. 1 2 8 5 -7 6 ♦ ♦ Scranton, B u ll. 1 2 8 5 -8 ♦♦Seattle, B u ll. 1 2 8 5 -7 ♦♦♦Sioux F a lls , B u ll. 1 2 8 5 -1 7 ♦South B end, B u ll. 1 2 8 5 -5 4 ♦♦Spokane, B u ll. 1 2 8 5 -7 7 ♦ ♦ J a ck s o n v ille , B u ll. 1 2 8 5 -3 0 ♦ K ansas C ity, B u ll. 1 2 8 5 -1 8 ♦ L a w r e n c e —H a v e rh ill, B u ll. 1 2 8 5 -7 9 ♦ ♦ L ittle R o ck —N orth L ittle R o c k , B u ll. 1 2 8 5 -6 ♦ ♦ L os A n g e le s —L on g B e a c h , B u ll. 1 2 8 5 -5 2 ♦ ♦ L o u is v ille , B u ll. 1 2 8 5 -4 9 ♦ L u b b ock , B u ll. 1 2 8 5 -6 7 ♦ M a n ch e ste r, B u ll. 1 28 5 -1 ♦ M em p h is, B u ll. 1 2 8 5 -3 5 ♦ ♦ T o le d o , B u ll. 1 2 8 5 -5 0 ♦ ♦ T renton, B u ll. 1 2 8 5 -2 5 * * W ash in gton , B u ll. 1 2 8 5 -2 2 ♦ ♦ ♦ W aterbu ry, B u ll. 1 2 8 5 -5 6 ♦ W a te rlo o , B u ll. 1 2 8 5 -2 0 ♦♦ W ichita, B u ll. 1 2 8 5 -9 ♦ ♦ W ilm in gton, B u ll. 1 2 8 5 -1 2 ♦ W o r c e s te r , B u ll. 1 2 8 5 -8 0 ♦ Y ork , B u ll. 1 2 8 5 -4 5 Price— * 20 cents; *♦ 25 cents; * * * 15 cents N a m e ________________________________________________________________________________________________________ A d d r e s s ____________________________________________________________________________________________________ C ity ________________________________________________________________ Z o n e _________________________ State 1 2 8 5 -4 Bureau of Labor Statistics Regional Offices