Full text of National Survey of Professional, Administrative, Technical, and Clerical Pay : National Survey of Professional, Administrative, Technical, and Clerical Pay, February-March 1966 : Bulletin of the United States Bureau of Labor Statistics, No. 1535

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National Survey of
Professional,
Administrative,
Technical,
and Clerical Pay

UNITED STATES DEPARTMENT OF LABOR
W. Willard Wirtz, Secretary

Bulletin No. 1535



BUREAU OF LABOR STATISTICS
Arthur M. Ross, Commissioner

National Survey of
Professional,
Administrative,
Technical,
and Clerical Pay
February-March 1966
Accountants and Auditors
Attorneys
Personnel Management
Buyers
Engineers and Chemists
Engineering Technicians
Draftsmen
Office Clerical

UNITED STATES DEPARTMENT OF LABOR
W. Willard Wirtz, Secretary

BUREAU OF LABOR STATISTICS
Arthur M. Ross, Commissioner

Bulletin No. 1535
October 1966

For sale by the Superintendent of Documents, U.S. Government Printing Office




Washington, D.C., 20402— Price 50 cents




P re fa c e
Th e B u r e a u o f L a b o r S t a t is t i c s p r o v i d e s in this b u l le t in the r e s u l t s o f
the s e v e n th in a s e r i e s o f annual n a t io n w id e s u r v e y s o f c o m p e n s a t i o n f o r s e l e c t e d
p r o f e s s i o n a l , a d m i n i s t r a t i v e , t e c h n i c a l , and c l e r i c a l o c c u p a t i o n s in p r i v a t e i n d u s ­
tr y .
The data, w h i c h r e l a t e to r e p r e s e n t a t i v e e s t a b l i s h m e n t s in a b r o a d s p e c t r u m
o f A m e r i c a n in d u s tr y , w e r e o b ta in e d b y p e r s o n a l v i s i t s o f B u r e a u f i e l d e c o n o ­
m ists.
The s a l a r y data a r e r e p r e s e n t a t i v e o f the p e r i o d F e b r u a r y —M a r c h 1966.
(S e e a p p e n d ix A , t im in g o f s u r v e y . )
The d e s i g n f o r th is annual s e r i e s o f s u r v e y s w a s d e v e l o p e d b y the
B u r e a u o f L a b o r S t a t is t i c s in c o n j u n c t i o n w ith the B u r e a u o f the B u d g e t and the
C iv il S e r v i c e C o m m i s s i o n .
The s u r v e y s p r o v i d e a fund o f b r o a d l y b a s e d i n f o r ­
m a t io n on s a l a r y l e v e l s and d i s t r i b u t i o n s in p r i v a t e e m p l o y m e n t .
A s su ch , the
r e s u l t s a r e u s e fu l f o r w i d e , g e n e r a l e c o n o m i c a n a l y s i s .
In a d d ition , th ey p r o ­
v i d e i n f o r m a t i o n on p a y in p r i v a t e i n d u s t r y in a f o r m s u ita b le f o r u s e in a p ­
p r a i s i n g the c o m p e n s a t i o n o f s a l a r i e d e m p l o y e e s in the F e d e r a l c i v i l s e r v i c e .
(S ee a p p e n d ix D. )
It s h ou ld b e e m p h a s i z e d that th e s e s u r v e y s , lik e any o th e r
s a l a r y s u r v e y s , a r e in no s e n s e c a l c u l a t e d to su p p ly m e c h a n i c a l a n s w e r s to
qu estion s of pay p o licy .
The l i s t o f o c c u p a t i o n s stu d ied r e p r e s e n t s a w i d e r a n g e o f p a y l e v e l s .
In d iv id u a lly , the o c c u p a t i o n s s e l e c t e d w e r e ju d g e d to b e (a) s u r v e y a b l e in i n d u s ­
t r y w ith in the f r a m e w o r k o f a b r o a d s u r v e y d e s i g n , and (b) r e p r e s e n t a t i v e o f
o c c u p a t i o n a l g r o u p s w h i c h a r e n u m e r i c a l l y i m p o r t a n t in in d u s t r y a s w e l l as in
the F e d e r a l s e r v i c e .
O c c u p a t i o n a l d e fi n it i o n s p r e p a r e d f o r u s e in the c o l l e c t i o n o f the s a l a r y
data r e f l e c t d u t ie s and r e s p o n s i b i l i t i e s in i n d u s tr y ; h o w e v e r , they a r e d e s i g n e d
to b e t r a n s la t a b l e to s p e c i f i c p a y g r a d e s in the g e n e r a l s c h e d u l e a p p ly in g to
F e d e ra l C la ssifica tion A ct e m p lo y e e s.
T h is n e c e s s i t a t e d l im i t in g s o m e o c c u ­
p a t io n s and w o r k l e v e l s to e m p l o y e e s w ith s p e c i f i c j o b f u n c t io n s that c o u l d be
c la s s ifie d u n ifo rm ly am ong esta b lish m en ts.
T h e B u r e a u o f L a b o r S t a t is t i c s and
the C iv il S e r v i c e C o m m i s s i o n c o l l a b o r a t e d in the p r e p a r a t i o n o f the d e fi n it i o n s .
(S e e a p p e n d ix C. )
T h is s u r v e y , a s in 1965, in c lu d e d e s t a b l i s h m e n t s in n o n m e t r o p o l i t a n
c o u n t i e s in a d d itio n to t h o s e in m e t r o p o l i t a n a r e a s , to w h i c h e a r l i e r s u r v e y s in
this s e r i e s w e r e l i m i t e d .
The 1965 s u r v e y , a s w e l l a s e a r l i e r s tu d ie s s in c e 1961,
in c lu d e d e s t a b l i s h m e n t s e m p lo y in g 250 w o r k e r s o r m o r e in a l l i n d u s t r i e s w ith in
s c o p e o f the s u r v e y , w h e r e a s the c u r r e n t s u r v e y w a s e x p a n d e d to in c lu d e e s t a b ­
l i s h m e n t s w ith f e w e r than 250 w o r k e r s in a l l i n d u s t r i e s s tu d ie d e x c e p t m a n u f a c ­
tu rin g and r e t a i l t r a d e .
C o m p a r a b i l i t y w ith the p r e v i o u s s u r v e y w a s m a in ta in e d ,
h o w e v e r , in the y e a r - t o - y e a r c h a n g e c o m p a r i s o n s b y p r o v i d i n g f o r ta b u la tio n s
on a c o m p a r a b l e b a s i s .
(S ee a p p e n d ix B f o r d e t a i l s o f s u r v e y c h a n g e s . )
I n f o r m a t i o n on e m p l o y e r e x p e n d i t u r e s f o r m a j o r " f r i n g e b e n e f i t s " f o r
w h i t e - c o l l a r e m p l o y e e s is a v a i la b le f r o m a s e p a r a t e s u r v e y r e p o r t e n title d ,
S u p p le m e n t a r y C o m p e n s a t i o n f o r N o n p r o d u c t io n W o r k e r s , 1963 ( B L S B u ll e t in 1470,
1 9 o 5). A l s o , i n f o r m a t i o n on s u p p le m e n t a r y b e n e f i t s , s u ch a s p a id v a c a t i o n s and
h o li d a y s , and health, i n s u r a n c e , and p e n s i o n p la n s r e l a t i n g to n o n s u p e r v i s o r y




Hi

o f f i c e w o r k e r s , h as b e e n i n c o r p o r a t e d in s e p a r a t e r e p o r t s .
(S ee o r d e r f o r m
at the b a c k o f this b u lle t in . )
Data a r e p r o v i d e d in s u m m a r y r e p o r t s f o r a ll
m e t r o p o l i t a n a r e a s c o m b i n e d and b y r e g i o n , and in s e p a r a t e a r e a r e p o r t s f o r
e a c h a r e a in w h i c h o c c u p a t i o n a l w a g e s u r v e y s a r e c o n d u c t e d .
The s u r v e y c o u l d n ot h a v e b e e n a c c o m p l i s h e d w ith ou t the w h o l e h e a r t e d
c o o p e r a t i o n o f the m a n y f i r m s w h o s e s a l a r y s c a l e s p r o v i d e the b a s i s f o r the
s t a t i s t i c a l data p r e s e n t e d in th is b u lle t in .
Th e B u r e a u , on its ow n b e h a l f and
on b e h a lf o f the o t h e r F e d e r a l a g e n c i e s that c o l l a b o r a t e d in p la n nin g the s u r v e y ,
w i s h e s to e x p r e s s s i n c e r e a p p r e c i a t i o n f o r the s p le n d id c o o p e r a t i o n it h a s r e ­
c e i v e d in th is d i f f i c u l t u n d e r ta k in g .
T h is study w a s c o n d u c t e d in the B u r e a u ’ s D i v i s i o n o f O c c u p a t i o n a l P a y
b y T o i v o P. Kan nin en u n d er the g e n e r a l d i r e c t i o n o f L. R. L i n s e n m a y e r , A s s i s t a n t
C o m m i s s i o n e r f o r W a g e s and I n d u s tr ia l R e l a t i o n s .
S a m u e l E. C oh en d e v i s e d
the s a m p l in g p r o c e d u r e s and s u p e r v i s e d the s e l e c t i o n o f the s a m p l e , a s s i s t e d
b y T h e o d o r e J. G o lo n k a , w h o w a s r e s p o n s i b l e f o r the p r e p a r a t i o n o f the e s ­
tim ates.
Th e a n a l y s i s w a s p r e p a r e d b y H a r r y F. Z e m a n u n der the s u p e r v i s i o n
o f L o u i s E. B a d e n h o o p . F i e l d w o r k f o r the s u r v e y w a s d i r e c t e d b y the B u r e a u 's
A s s i s t a n t R e g i o n a l D i r e c t o r s f o r W a g e s and I n d u s t r ia l R e l a t i o n s .




iv

C o n te n ts
Page
S u m m a r y _________________________________________________________________________________
C h a r a c t e r i s t i c s o f the s u r v e y ________________________________________________________
C h an ges in s a l a r y l e v e l s ______________________________________________________________
A v e r a g e s a l a r i e s , F e b r u a r y —M a r c h 1966 __________________________________________
S a la r y l e v e l s in m e t r o p o l i t a n a r e a s _________________________________________________
S a la r y l e v e l s in l a r g e e s t a b l i s h m e n t s ______________________________________________
S a la r y d i s t r i b u t i o n s ____________________________________________________________________
P a y d i f f e r e n c e s by i n d u s t r y __________________________________________________________
A v e r a g e w e e k l y h o u r s _________________________________________________________________

1
1
3
6
10
11
11
16
17

Tables:
A v e r a g e sa la ries:
1. U n ite d S t a t e s _________________________________________________________________
2. M e t r o p o l i t a n a r e a s _________________________________________________________
3. E s t a b l i s h m e n t s e m p lo y in g 2 , 5 0 0 o r m o r e _______________________________

18
20
22

E m p l o y m e n t d is t r i b u t i o n by s a l a r y :
4. P r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s ___________________________
5. E n g in e e r in g t e c h n i c i a n s ___________________________________________________
6. D r a ftin g and c l e r i c a l o c c u p a t i o n s ________________________________________

24
30
31

7.
8.
9.

33
34
35

O c c u p a t i o n a l e m p l o y m e n t d is t r ib u t io n : By i n d u s t r y d i v i s i o n ___________
R e l a t i v e s a l a r y l e v e l s : O c c u p a t i o n b y i n d u s t r y d i v i s i o n _________________
A v e r a g e w e e k l y h o u r s : O c c u p a t i o n b y i n d u s t r y d i v i s i o n _________________

C h a rts:
1.
2.
3.
4.

R i s e in a v e r a g e (m ean ) s a l a r i e s f o r s e l e c t e d o c c u p a t i o n a l
g r o u p s , 1961 to 1 9 6 6 __________________________________________________________
S a l a r i e s in p r o f e s s i o n a l and t e c h n i c a l o c c u p a t i o n s ,
F e b r u a r y —M a r c h 1 9 6 6 ________________________________________________________
S a l a r i e s in a d m i n i s t r a t i v e and c l e r i c a l o c c u p a t i o n s ,
F e b r u a r y —M a r c h 1 9 6 6 ________________________________________________________
R e l a t i v e e m p l o y m e n t in s e l e c t e d o c c u p a t i o n a l g r o u p s b y
in d u s t r y d i v i s i o n , F e b r u a r y —M a r c h 1 9 6 6 _________________________________

4
12
13
15

A ppen dixes:
A.
B.
C.
D.

S c o p e and m e t h o d o f s u r v e y __________________________________________________
S u r v e y c h a n g e s in 1 9 6 6 ________________________________________________________
O c c u p a t i o n a l d e f i n i t i o n s _______________________________________________________
C o m p a r i s o n o f a v e r a g e annual s a l a r i e s in p r i v a t e i n d u s t r y ,
F e b r u a r y —M a r c h 1966, with c o r r e s p o n d i n g s a l a r y r a t e s in
F e d e r a l C l a s s i f i c a t i o n A c t G e n e r a l S c h e d u l e ____________________________




v

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43
44

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National Survey o f Professional, Administrative, Technical, and
Clerical Pay, February—March 1966
Sum m ary
I n c r e a s e s in s a l a r y l e v e l s (m ea n ) d u r in g the y e a r en din g F e b r u a r y —
M a r c h 1966 r a n g e d f r o m 2. 5 to 7. 0 p e r c e n t f o r n i n e - t e n t h s o f the p r o f e s s i o n a l
and a d m i n i s t r a t i v e o c c u p a t i o n w o r k l e v e l s and f r o m 2. 2 to 3 . 8 p e r c e n t f o r a ll
o f the c l e r i c a l l e v e l s s u r v e y e d b y the B u r e a u o f L a b o r S t a t i s t i c s . 1 A m o n g the
n u m e r i c a l l y m o r e i m p o r t a n t o c c u p a t i o n s s tu d ie d , i n c r e a s e s d u r in g the y e a r a v e r ­
aged 3 .7 p e rc e n t fo r en g in eers, 3 .8 p e rc e n t fo r accountants, 2 .8 p e rce n t fo r
e n g i n e e r i n g t e c h n i c i a n s , 1 .5 p e r c e n t f o r d r a ftin g o c c u p a t i o n s , and 3 . 0 p e r c e n t
f o r c l e r i c a l e m p l o y e e s , a ll l e v e l s c o m b i n e d .
O v e r the 5 - y e a r p e r i o d ending
F e b r u a r y —M a r c h 1966, the r e l a t i v e r i s e in a v e r a g e s a l a r i e s w a s s m a l l e r f o r
c l e r i c a l l e v e l s than f o r the p r o f e s s i o n a l and a d m i n i s t r a t i v e l e v e l s .
A m o n g the 82 p r o f e s s i o n a l , a d m i n i s t r a t i v e , t e c h n i c a l , and c l e r i c a l o c c u ­
p a tio n w o r k l e v e l s s u r v e y e d , a v e r a g e (m ean ) m o n t h l y s a l a r i e s r a n g e d f r o m $ 266
f o r c l e r k s e n g a g e d in ro u tin e filin g to $ 2 , 153 f o r a t t o r n e y s in c h a r g e o f l e g a l
s t a f f s , han dlin g c o m p l e x l e g a l p r o b l e m s but u s u a ll y s u b o r d i n a t e to a g e n e r a l
c o u n s e l o r h is i m m e d i a t e d epu ty in l a r g e f i r m s .
F o r e n g i n e e r s , the l a r g e s t
p r o f e s s i o n a l g r o u p s tu d ied , a v e r a g e s a l a r i e s r a n g e d f r o m $ 6 4 7 a m o n th f o r r e c e n t
c o l l e g e g r a d u a t e s in t r a i n e e p o s i t i o n s to $ 1 ,8 0 3 f o r th o s e in the h i g h e s t a m o n g
eigh t l e v e l s s tu d ie d . M o n th ly s a l a r i e s a v e r a g e d $ 3 6 4 and $ 3 0 6 , r e s p e c t i v e l y , f o r
g e n e r a l s t e n o g r a p h e r s and t y p i s t s I, the l a r g e s t c l e r i c a l g r o u p s r e p r e s e n t e d in the
s u r v e y . A v e r a g e m o n th ly s a l a r i e s o f e n g i n e e r i n g t e c h n i c i a n s r a n g e d f r o m $ 4 2 5 to
$ 745 a m o n g fiv e w o r k l e v e l s .
F o r m o s t o f the o c c u p a t i o n s , s a l a r y l e v e l s in
m e t r o p o l i t a n a r e a s and in l a r g e e s t a b l i s h m e n t s w e r e h ig h e r than in a ll e s t a b ­
l i s h m e n t s in a ll a r e a s s u r v e y e d c o m b i n e d .
S a la r y l e v e l s in fin a n c e and r e t a i l
tr a d e i n d u s t r i e s g e n e r a l l y w e r e l o w e r than in o t h e r m a j o r in d u s t r y d i v i s i o n s
r e p r e s e n t e d in the s u r v e y . The l o w e r s a l a r i e s in f in a n c e i n d u s t r i e s w e r e o f f s e t
in p a r t b y a s h o r t e r a v e r a g e w o r k w e e k .
C h a ra cteristics

o f the S u r v e y

T h is annual s u r v e y , the s e v e n th in a s e r i e s , r e l a t e s to m e t r o p o l i t a n
a r e a s and n o n m e t r o p o l i t a n c o u n t i e s in the U n ited S tates e x c e p t A l a s k a and H a w a ii.
T h is is the s a m e g e o g r a p h i c c o v e r a g e as that o f the F e b r u a r y —M a r c h 1965 s u r ­
v e y . 2 In the c u r r e n t s u r v e y the m i n i m u m e s t a b l i s h m e n t s i z e r e q u i r e m e n t , w h ic h
w a s 250 e m p l o y e e s o r m o r e in e a r l i e r , s u r v e y s , w a s l o w e r e d in s o m e i n d u s t r y
d i v i s i o n s in o r d e r to e q u a li z e r o u g h l y the m i n i m u m e m p l o y m e n t s i z e s c o p e in
t e r m s of w h i t e - c o l l a r e m p l o y m e n t . 3 H e n c e , the m i n i m u m e s t a b l i s h m e n t s i z e
in the c u r r e n t s u r v e y w a s l o w e r e d to 50 e m p l o y e e s in the f i n a n c e , i n s u r a n c e ,
and r e a l e s ta t e d i v i s i o n , w h ic h is a l m o s t e n t i r e l y c o m p o s e d o f w h i t e - c o l l a r w o r k ­
e r s , and to 100 e m p l o y e e s in t r a n s p o r t a t i o n , c o m m u n i c a t i o n , e l e c t r i c , g a s , and
s a n i t a r y s e r v i c e s ; w h o l e s a l e t r a d e ; e n g i n e e r i n g and a r c h i t 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 l o p m e n t , and t e s t i n g l a b o r a t o r i e s o p e r a t e d on a c o m m e r c i a l b a s i s .

1 See the explanation o f survey tim ing in appendix A .
2 February—March 1964 and earlier surveys in this series were lim ited to establishments in m etropolitan areas.
Results o f the earlier survey reports were presented under the title :
National Survey o f Professional, Adm inistrative,
T ech n ical, and Clerical Pay, Winter 1 9 5 9 -6 0 (BLS Bulletin 1 2 8 6 , I9 6 0 ); Winter 1 9 6 0 -6 1 (BLS Bulletin 1 3 1 0 , 196 1 );
Winter 1961—62 (BLS Bulletin 13 4 6 , 196 2 ); February—March 1963 (BLS Bulletin 1 3 8 7 , 1 9 6 3 ); February—March 1964
(BLS Bulletin 14 2 2 , 1 9 6 4 ); and February—March 1965 (BLS Bulletin 1 4 6 9 , 1 965).
^ See appendix A for a detailed description o f the scope and m ethod o f survey and appendix B for a detailed
explanation o f survey changes.




2

The 2 5 0 - e m p l o y e e e s t a b l i s h m e n t s i z e r e q u i r e m e n t w a s r e t a i n e d f o r the m a n u f a c ­
tu rin g and r e t a i l tr a d e d i v i s i o n s .
N a tion w id e e s t i m a t e s o f s a l a r y l e v e l s and
d is t r i b u t i o n s a r e p r o v i d e d f o r 82 o c c u p a t i o n w o r k l e v e l c a t e g o r i e s s u r v e y e d in
the i n d u s t r i e s i d e n t i f i e d a b o v e .
In a d d itio n to th e s e e s t i m a t e s b a s e d on the fu ll
s c o p e o f the s u r v e y , s e p a r a t e data a r e p r e s e n t e d f o r m e t r o p o l i t a n a r e a s and f o r
e s t a b l i s h m e n t s e m p l o y i n g 2, 500 w o r k e r s o r m o r e .
A lth o u g h the s u r v e y w a s c o n ­
d u c te d o v e r a l o n g e r ti m e p e r i o d , the data g e n e r a l l y a r e r e p r e s e n t a t i v e o f the
p e r i o d F e b r u a r y —M a r c h 1966.
D e f in it io n s f o r the o c c u p a t i o n s s e l e c t e d f o r s tu d y p r o v i d e f o r c l a s s i f i c a ­
tio n o f e m p l o y e e s a c c o r d i n g to a p p r o p r i a t e w o r k l e v e l s ( o r c l a s s e s ) .
W ith in e a c h
o c c u p a t i o n , the w o r k l e v e l s s u r v e y e d , u s u a ll y d e s i g n a t e d b y R o m a n n u m e r a l s w ith
c l a s s I a s s i g n e d to the l o w e s t l e v e l , a r e d e fi n e d in t e r m s o f d u ties and r e s p o n s i ­
b ilitie s.
S p e cific jo b fa c t o r s d eterm in in g c la s s ific a t io n , h o w e v e r , v a r ie d fr o m
o c c u p a t i o n to o c c u p a t i o n .
B u y e r s and f r e i g h t ra te c l e r k s , as d e fi n e d in a p p e n ­
d ix C, w e r e a d d ed to the s u r v e y j o b l is t .
The n u m b e r o f w o r k l e v e l s d e fi n e d f o r s u r v e y in e a c h o c c u p a t i o n r a n g e s
f r o m on e f o r o f f i c e b o y s o r g i r l s to eig h t e a c h f o r c h e m i s t s and e n g i n e e r s .
M ore
than one l e v e l o f w o r k w a s d e fi n e d f o r s u r v e y in m o s t o f the o c c u p a t i o n s ; h o w e v e r ,
s o m e o c c u p a t i o n s w e r e p u r p o s e l y d e fi n e d to c o v e r s p e c i f i c b an d s o f w o r k l e v e l s ,
w h i c h w e r e not in te n d e d to r e p r e s e n t a ll l e v e l s o r a ll w o r k e r s that m a y b e foun d
in th o s e o c c u p a t i o n s .
Th e s u r v e y w a s d e s i g n e d to p e r m i t s e p a r a t e p r e s e n t a t i o n o f data f o r
m etrop olita n a rea s.
C o v e r a g e in m e t r o p o l i t a n a r e a s w a s e x t e n d e d to in c lu d e the
221 S ta n d a rd M e t r o p o l i t a n S t a t is t i c a l A r e a s in the U n ited S tates e x c e p t A l a s k a
and H a w a ii, as r e v i s e d th r o u g h M a r c h 1965 b y the B u r e a u o f the B u d g et, i n s t e a d o f
the 218 a r e a s r e p r e s e n t e d in the p r e v i o u s s u r v e y .
S lig h tly m o r e than f o u r - f i f t h s
o f the to ta l e m p l o y m e n t and n i n e - t e n t h s o f the e m p l o y m e n t in p r o f e s s i o n a l , ad­
m i n i s t r a t i v e , t e c h n i c a l , c l e r i c a l , and r e l a t e d o c c u p a t i o n s w ith in s c o p e o f this
s u r v e y w a s a c c o u n t e d f o r b y e s t a b l i s h m e n t s l o c a t e d in m e t r o p o l i t a n a r e a s . N i n e tenths o f the e m p l o y e e s in the s e l e c t e d o c c u p a t i o n s s tu d ie d a ls o w e r e e m p l o y e d
in m e t r o p o l i t a n a r e a s , a lth ou gh the p r o p o r t i o n v a r i e d c o n s i d e r a b l y a m o n g the
p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s .
The s e l e c t e d o c c u p a t i o n s as d e fi n e d f o r the s tu d y a c c o u n t e d f o r m o r e
than 1 , 3 0 0 , 0 0 0 e m p l o y e e s o r abou t a fifth o f the e s t i m a t e d to ta l e m p l o y m e n t in
p r o f e s s i o n a l , a d m i n i s t r a t i v e , t e c h n i c a l , c l e r i c a l , and r e l a t e d o c c u p a t i o n s in a ll
e s t a b l i s h m e n t s w ith in s c o p e o f the s u r v e y . E m p l o y m e n t in the s e l e c t e d o c c u p a ­
tio n s v a r i e d w i d e l y , r e f l e c t i n g a ctu a l d i f f e r e n c e s in e m p l o y m e n t in the v a r i o u s
o c c u p a t i o n s , as w e l l as d i f f e r e n c e s in the ra n ge o f d u ties and r e s p o n s i b i l i t i e s
c o v e r e d b y e a c h o c c u p a t i o n a l d e fin itio n . A m o n g the p r o f e s s i o n a l and a d m i n i s t r a ­
tive o c c u p a t i o n s , the e ig h t l e v e l s o f e n g i n e e r s a c c o u n t e d f o r a to ta l o f 335, 000
e m p l o y e e s , w h e r e a s , f e w e r than 4 , 5 0 0 w e r e e m p l o y e d in e a c h o f f o u r o f the
o c c u p a t i o n a l c a t e g o r i e s as d e fi n e d f o r the s tu dy ( c h i e f a c c o u n t a n t s , m a n a g e r s
o f o f f i c e s e r v i c e s , j o b a n a ly s t s , and d i r e c t o r s o f p e r s o n n a l ) .
(See ta b le 1 . )
In
the c l e r i c a l f i e l d , t h r e e o c c u p a t i o n s at a ll w o r k l e v e l s s t u d ie d ( a c c o u n t in g c l e r k s ,
s t e n o g r a p h e r s , and t y p i s t s ) a c c o u n t e d f o r t h r e e - f i f t h s o f the 6 4 0 , 0 0 0 e m p l o y e e s
in th o s e o c c u p a t i o n s stu d ie d .
Th e s e l e c t e d d r a ftin g r o o m o c c u p a t i o n s had a g ­
g r e g a t e e m p l o y m e n t o f about 90, 000 and the fiv e e n g i n e e r i n g t e c h n i c i a n l e v e l s
t o g e t h e r a c c o u n t e d f o r abou t 83, 000.
The c h a n g e s in m i n i m u m e s t a b l i s h m e n t
s i z e r e q u i r e m e n t s i n t r o d u c e d in the c u r r e n t s u r v e y had a g r e a t e r e f f e c t on the
n u m b e r o f e m p l o y e e s c l a s s i f i e d in c l e r i c a l than in p r o f e s s i o n a l , a d m i n i s t r a t i v e ,
and t e c h n i c a l o c c u p a t i o n s .
A l m o s t o n e - f i f t h o f the e m p l o y e e s in the 17 c l e r i c a l
l e v e l s , c o m p a r e d to abou t o n e - t w e n t i e t h in a ll o t h e r s u r v e y o c c u p a t i o n s c o m ­
b in e d , w e r e e m p l o y e d in e s t a b l i s h m e n t s w ith f e w e r than 250 w o r k e r s .
A lth o u g h w o m e n a c c o u n t e d f o r m o r e than t w o - f i f t h s o f the to ta l e m p l o y ­
m e n t in the o c c u p a t i o n s stu d ie d , th e y w e r e l a r g e l y e m p l o y e d in c l e r i c a l p o s i t i o n s .




3

T h e c l e r i c a l o c c u p a t i o n s , in w h ich the p r o p o r t i o n o f w o m e n a m o u n t e d to m o r e than
90 p e r c e n t o f the e m p l o y m e n t in a ll l e v e l s s tu d ie d , w e r e file c l e r k s , k ey p u n c h o p ­
e r a t o r s , s t e n o g r a p h e r s , s w i t c h b o a r d o p e r a t o r s , and t y p i s t s .
A m o n g tabulating m a c h i n e o p e r a t o r s , h o w e v e r , w o m e n a c c o u n t e d f o r o n ly a th ir d o f the w o r k f o r c e ,
and o f f i c e g i r l s w e r e o u t n u m b e r e d b y o f f i c e b o y s in a r a t i o o f abou t 3 to 2. W o m e n
a c c o u n t e d f o r a fifth o f the d r a f t s m e n - t r a c e r s but l e s s than 5 p e r c e n t o f the
d r a f t s m e n and e n g i n e e r i n g t e c h n i c i a n s .
The f e w w o m e n e m p l o y e e s in the p r o ­
f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s w e r e u s u a ll y r e p o r t e d in the f i r s t fe w
l e v e l s ; th o s e in w h i c h w o m e n a c c o u n t e d f o r as m a n y as 10 but l e s s than 25 p e r ­
c e n t o f the e m p l o y m e n t w e r e :
A c c o u n t a n t s I; m a n a g e r s , o f f i c e s e r v i c e s I; j o b
a n a ly s t s I and II; c h e m i s t s I and II; f r e i g h t ra te c l e r k s I; and b u y e r s I.
T h e ti m e unit in w h i c h s a l a r y r a t e s w e r e e x p r e s s e d v a r i e d a m o n g and
w ith in e s t a b l i s h m e n t s .
A lth o u g h m o n t h ly r a t e s w e r e w i d e l y r e p o r t e d in the p r o ­
f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s , annual r a t e s w e r e not u n c o m m o n , p a r ­
t i c u l a r l y a m o n g the high s a l a r i e d p o s i t i o n s . C l e r i c a l p a y r a t e s w e r e c o m m o n l y e x ­
p r e s s e d in w e e k l y t e r m s , but o t h e r ti m e units w e r e in u s e in m a n y e s t a b l i s h m e n t s .
T h e g e n e r a l l e v e l o f s a l a r i e s f o r e a c h o c c u p a t i o n o r w o r k l e v e l is p r e ­
s e n te d in this stu dy as the a r i t h m e t i c m e a n o f a ll the in d iv id u a l s a l a r y r a t e s .
M e d i a n s a l a r i e s , the a m ou n t b e l o w and a b o v e w h ic h the s a l a r i e s f o r 50 p e r c e n t
o f the e m p l o y e e s a r e fou n d , a r e a l s o p r e s e n t e d in ta b l e s 1, 2, and 3.
C h a n g es in S a la r y L e v e l s
I n c r e a s e s in a v e r a g e s a l a r y l e v e l s r a n g e d f r o m 1. 5 to 5 . 4 p e r c e n t d u rin g
the y e a r ending F e b r u a r y —M a r c h 1966, a m o n g the 12 o c c u p a t i o n a l g r o u p s stu d ied
in w h i c h c o m p a r i s o n s c o u l d be m a d e . A v e r a g e p a y r a t e s f o r d r a ftin g o c c u p a t i o n s ,
e n g i n e e r i n g t e c h n i c i a n s , and f o r c l e r i c a l o c c u p a t i o n s as a g r o u p r o s e 1. 5, 2. 8,
and 3. 0 p e r c e n t , r e s p e c t i v e l y , w h e r e a s the i n c r e a s e f o r e a c h o f the nine p r o ­
f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s e x c e e d e d 3 p e r c e n t .
T h e ra n g e of i n ­
c r e a s e s d u rin g the m o s t r e c e n t p e r i o d w as s i m i l a r to that r e c o r d e d a n n u a lly
s in c e the " W i n t e r 1960—6 1 " ( F e b r u a r y —M a r c h 1961) s u r v e y , a s sh ow n in the
f o ll o w in g ta b u la tio n . 4
Percent increases in average salaries

Occupational group
A ccou n tan ts-------------------------------------------------------- —
A u d ito r s ----- ---------- --— ----------------------------- -------Chief accountants--------------------------------------------A tto r n e y s -------------------- --— - - - - — ------------------Managers, office s e r v ic e s ------------------— - —
Job a n a ly sts ------------------ -----------------------------------Directors o f personnel-------------------------------------Chem ists---------------------- --------------------------------------E n g in eers----------------------------------------------------------Engineering te c h n icia n s---------------------------------D r a ftin g -------------------- ----------------------------------------C l e r i c a l ------------------------------------------------- ------------

1962

1965
to
1966

1964
to
1965

1963
to
1964

to
1963

3. 8
3 .8
3 .3
4. 0
3. 3
5. 4
3 .6
4. 8
3. 7
2. 8
1 .5
3 .0

3 .5
3 .9
3 .9
4 .2
4 .3
4 .3
3 .5
3 .9
3 .2
2 .3

2 .8
3 .1
4 .8
3 .3
2. 7
3 .5
4 .6
3 .3
2 .9
3 .6
2 .6
2 .9

3 .3
3 .6
2 .8
4 .6
2 .2
2 .6
3 .0
3 .8
4 .4
2 .9
3 .6
2 .6

(2 )
2 .4

1961
to
1962

1961
to
1966

2 .8
2 .9
2 .6
3 .2
3 .3
1 .4
3. 7
3 .9
2 .6

1 7 .3
1 8 .5
1 8 .6
2 0 .8
1 6 .8
1 8 .4
1 9 .8
2 1 .3
1 8 .0

i 1)

il )

3. 8
2 .9

(2 )
1 4 .6

1 Engineering technicians were not surveyed before 1962.
2 Comparison over this period was not possible for draftsmen because o f changes in defintions o f
'work levels in 1965.

4 In the comparisons o f y e a r-to -y e a r changes, em ploym ent in the most recent year was used as a constant
em ploym ent weight in both periods to elim inate the effect o f y e a r-to -y e a r changes in the proportions o f em ployees
in various work levels within an occupational category.
The increases from 1965 to 1966 relate to establishments
in m etropolitan areas and nonmetropolitan counties,- all others relate to m etropolitan areas only. Establishments with
fewer than 250 workers are excluded in all periods.
Changes over the 5 -y e a r period were obtained by linking
together the y e a r-to -y e a r changes.
235-555 0

-

66-2




4

C hart 1. Rise in Average (M ean) Salaries fo r Selected O ccupational Groups,
1961 to 1966

OCCUPATIONAL
GROUPS

Chemists

Attorneys

Directors of personnel

Chief accountants

Auditors

Job analysts

Engineers

Accountants

Managers, office services

Clerical employees




PERCENT
0

1

2

3

4

10

11

12

13

14

15

16

17

18

19

20

21

22

5

In b oth the 1964—65 and 1965—66 p e r i o d s , a l a r g e r p r o p o r t i o n o f the i n c r e a s e s
exceeded 3 percent.
O v e r the 5 - y e a r p e r i o d (1 9 6 1 —66), i n c r e a s e s r a n g e d f r o m
14.6 to 21.3 p e r c e n t , a s s h ow n in the p r e c e d i n g ta b u la tio n and p r e s e n t e d in c h a r t 1.
A lth o u g h the p e r c e n t c h a n g e in a v e r a g e s a l a r i e s d u r in g the r e c e n t y e a r
d i f f e r e d a m o n g the v a r i o u s w o r k l e v e l s stu d ied , f o r the 48 p r o f e s s i o n a l and a d ­
m i n i s t r a t i v e l e v e l s , f o u r - f i f t h s had s a l a r y i n c r e a s e s f r o m 2. 5 to 5. 8 p e r c e n t ,
w h i le a ll o f the 17 c l e r i c a l l e v e l s had s a l a r y i n c r e a s e s f r o m 2 . 2 to 3 . 8 p e r ­
c e n t ( ta b le 1).
In o r d e r to e x a m i n e the r e l a t i v e r i s e in a v e r a g e s a l a r i e s o v e r the 5 - y e a r
p e r i o d (19 61 —66) a m o n g v a r i o u s l e v e l s o f w o r k , a ll o c c u p a t i o n w o r k l e v e l s in
w h i c h the s u r v e y d e fi n it i o n s had n ot b e e n r e v i s e d b e t w e e n s e l e c t e d p e r i o d s w e r e
c l a s s i f i e d into t h r e e b r o a d g r o u p i n g s , a s shown in the f o l l o w i n g ta b u la tion .
The
m e d i a n i n c r e a s e s show n w e r e d e t e r m i n e d b y a r r a y i n g the r e l a t i v e i n c r e a s e s in
a v e r a g e s a l a r i e s f o r the o c c u p a t i o n w o r k l e v e l s w ith in e a c h o f the g r o u p i n g s that
w e r e i d e n t i c a l f o r b oth p e r i o d s .
Median percent increase

Work le v e l groupings
C lerical and beginning
technician levels ----------------------------------------------Entry and developm ent professional
levels, advanced technician
levels, supervisors of nonprofessional levels ---------------------------------------------Fully experienced professional working
levels, supervisors of professional
levels, and program administrative
l e v e l s --------------------------------------------------------------------

1965
to
1966

1964
to
1965

1963
to
1964

1962
to
1963

1961
to
1962

1961
to
1966

3. 1

2 .4

2 .6

2 .6

2 .7

1 3 .9

3 .5

3 .4

3. 1

3 .9

2 .7

1 7 .5

3 .9

3 .9

3. 1

3 .3

3. 1

1 9 .8

The m axim um number of comparable work levels that could be used in determining m edian in­
creases varies among periods shown because of changes in som e work le v e l definitions.
The increases
from 1965 to 1966 relate to establishments in metropolitan areas and nonmetropolitan counties; all others
relate to metropolitan areas only. Establishments with fewer than 250 workers are excluded in all periods.

A s i n d i c a t e d b y this c o m p a r i s o n , a v e r a g e s a l a r i e s h av e b e e n r i s i n g at a
h ig h e r r a t e in the p r o f e s s i o n a l and a d m i n i s t r a t i v e l e v e l s than in the c l e r i c a l
l e v e l s . O v e r the 1961—66 p e r i o d , the m e d ia n i n c r e a s e w a s 1 3 . 9 p e r c e n t f o r the
g r o u p i n g r e p r e s e n t i n g p r i m a r i l y c l e r i c a l l e v e l s , c o m p a r e d to 17. 5 p e r c e n t f o r the
g r o u p i n g o f l o w e r p r o f e s s i o n a l and a d m i n i s t r a t i v e l e v e l s , and 19. 8 p e r c e n t f o r
the fu lly e x p e r i e n c e d l e v e l s o f th e s e o c c u p a t i o n s stu died.
A s im ila r pattern of
l a r g e r m e d ia n i n c r e a s e s at the h ig h e r w o r k l e v e l s a l s o is a p p a r e n t f o r e a c h of
the i n t e r m e d i a t e p e r i o d s shown.
The i n c r e a s e s f o r the l e v e l s w ith in the c l e r i c a l
g r o u p i n g w e r e c l u s t e r e d m o r e c l o s e l y a bou t the m e d ia n than w e r e the i n c r e a s e s
f o r the oth e r tw o g r o u p i n g s in e a c h p e r i o d .
F o r e x a m p l e , in the 1965—66 p e r i o d ,
the i n c r e a s e s w e r e w ith in 1 p e r c e n t a g e p o in t of the m e d ia n in 18 o f the 21 l e v e l s
in the c l e r i c a l g r o u p in g , c o m p a r e d to a r a n g e w ith in 2 p e r c e n t a g e p o in t s o f the
m e d ia n f o r 26 o f the 29 l e v e l s o f fu l l y e x p e r i e n c e d p e r s o n n e l in p r o f e s s i o n a l
and a d m i n i s t r a t i v e o c c u p a t i o n s .
C h an ges in a v e r a g e s a l a r i e s r e f l e c t not on ly g e n e r a l s a l a r y i n c r e a s e s
and m e r i t o r o th e r i n c r e a s e s g i v e n to i n d iv id u a ls w h ile in the s a m e w o r k l e v e l
c a t e g o r y , but th ey a l s o m a y r e f l e c t o th e r f a c t o r s su ch a s e m p l o y e e t u r n o v e r ,




6

e x p a n s i o n s o r r e d u c t i o n s in the w o r k f o r c e , and c h a n g e s in s ta ffin g p a t t e r n s
w ith in e s t a b l i s h m e n t s w ith d i f f e r e n t s a l a r y l e v e l s .
F o r e x a m p le , an e x p a n s i o n
in f o r c e m a y i n c r e a s e the p r o p o r t i o n o f e m p l o y e e s at the m i n i m u m o f the s a l a r y
r a n g e e s t a b l i s h e d f o r a w o r k l e v e l , w h ic h w o u ld tend to l o w e r the a v e r a g e ,
w h e r e a s , a r e d u c t i o n o r a lo w t u r n o v e r in the w o r k f o r c e m a y h av e the o p p o s it e
effect.
S i m i l a r l y , y e a r - t o - y e a r p r o m o t i o n s o f e m p l o y e e s to h ig h e r w o r k l e v e l s
of p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s m a y a f f e c t a v e r a g e s a l a r i e s , l o w e r ­
ing o r r a i s i n g the a v e r a g e .
F o r e x a m p l e , the e s t a b l i s h e d s a l a r y r a n g e s f o r su ch
o c c u p a t i o n s a r e r e l a t i v e l y w i d e , and p r o m o t e d e m p l o y e e s , w h o m a y h av e b e e n
p a id the m a x i m u m o f the s a l a r y s c a l e f o r the l o w e r l e v e l , a r e l i k e l y to b e r e ­
p l a c e d b y l e s s e x p e r i e n c e d e m p l o y e e s w h o m a y b e p a id the m i n i m u m ; o r v a c a n ­
c i e s m a y e x i s t at the t i m e o f the r e s u r v e y .
O c c u p a t i o n s m o s t l i k e l y to r e f l e c t
s u ch c h a n g e s in the s a l a r y a v e r a g e s a r e the h ig h e r l e v e l s o f p r o f e s s i o n a l and a d ­
m i n i s t r a t i v e o c c u p a t i o n s and s i n g l e - i n c u m b e n t p o s i t i o n s s u ch a s c h i e f a c c o u n ta n t,
d i r e c t o r o f p e r s o n n e l , and m a n a g e r o f o f f i c e s e r v i c e s . 5
A v e r a g e S a la ries,

F e b r u a r y —M a r c h

1966

A v e r a g e (m e a n ) m o n th ly s a l a r i e s a m o n g the 82 p r o f e s s i o n a l , a d m i n i s t r a ­
tive,, t e c h n i c a l , and c l e r i c a l o c c u p a t i o n w o r k l e v e l s d e fin e d f o r the c u r r e n t s u r v e y
r a n g e d f r o m $ 2 6 6 f o r f i l e c l e r k s I to $2, 153 f o r a t t o r n e y s VII (ta b le 1).
These
l e v e l s r a n g e f r o m c l e r k s , w h o f i l e m a t e r i a l that h as b e e n c l a s s i f i e d o r is e a s i l y
c l a s s i f i e d in a s i m p l e s e r i a l c l a s s i f i c a t i o n s y s t e m , to h e a d s o f l e g a l s ta ffs w ith
r e s p o n s i b i l i t y f o r p lan nin g and c o n d u c t in g l e g a l s tu d ie s and a p p r o v in g r e c o m m e n ­
d a tio n s o f s u b o r d i n a t e s on i m p o r t a n t t e c h n i c a l l e g a l q u e s t i o n s , but w h o a r e u s u a ll y
s u b o r d i n a t e to a g e n e r a l c o u n s e l o r h is i m m e d i a t e d epu ty in l a r g e f i r m s . 6

A m o n g the f i v e l e v e l s o f accountants s u r v e y e d , a v e r a g e m o n th ly s a l a r i e s
r a n g e d f r o m $ 54 8 f o r a c c o u n t a n t s I to $ 1 , 028 f o r a c c o u n t a n t s V.
Auditors in the
f o u r l e v e l s d e fi n e d f o r s u r v e y had a v e r a g e s a l a r i e s ra n g in g f r o m $ 5 3 4 a m on th
f o r a u d i t o r s I to $ 9 3 3 f o r a u d i t o r s IV.
L e v e l I in b oth the a c c o u n t i n g and auditin g
s e r i e s i n c lu d e d t r a i n e e s w ith b a c h e l o r ' s d e g r e e s in a c c o u n t i n g o r the e q u iv a le n t
in e d u c a t io n and e x p e r i e n c e c o m b i n e d . Only at l e v e l I w e r e s a l a r i e s o f a u d i t o r s
b e l o w t h o s e f o r a c c o u n t a n t s ; at l e v e l III, w h i c h a c c o u n t e d f o r the l a r g e s t g r o u p
o f e m p l o y e e s in e a c h s e r i e s , m o n th ly s a l a r i e s a v e r a g e d $ 7 4 2 f o r a u d i t o r s and
$694 fo r accountants.
T w o - f i f t h s o f the r e l a t i v e l y f e w a u d i t o r s I and a f o u r th
o f t h o s e in the h ig h e r l e v e l s w e r e e m p l o y e d in f i n a n c e i n d u s t r i e s , w h e r e a s ,
f o u r - f i f t h s o f the a c c o u n t a n t s at a l l l e v e l s w e r e e m p l o y e d in m a n u f a c t u r i n g and
p u b l ic u ti li t ie s i n d u s t r i e s t o g e t h e r . 7 The p r o p o r t i o n o f e m p l o y e e s in e a c h m a j o r
in d u s t r y d i v i s i o n w ith in s c o p e o f the s u r v e y is sh ow n f o r e a c h o c c u p a t i o n in
ta b le 7 and p r e s e n t e d g r a p h i c a l l y in c h a r t 4.

Chief accountants w e r e s u r v e y e d s e p a r a t e l y f r o m a c c o u n t a n t s and in c lu d e d
t h o s e w h o d e v e l o p o r ada pt and d i r e c t the a c c o u n t i n g p r o g r a m f o r a c o m p a n y o r
an e s t a b l i s h m e n t (plant) o f a c o m p a n y .
L ev el c la s s ific a tio n was d eterm in ed by
the exten t o f d e le g a t e d a u t h o r it y and r e s p o n s i b i l i t y ; the t e c h n i c a l c o m p l e x i t y o f the
s y s t e m ; 'and, to a l e s s e r d e g r e e , the s i z e o f the p r o f e s s i o n a l s ta ff d i r e c t e d .
C h ie f a c c o u n t a n t s at l e v e l I, w h o h av e a u t h o r it y to adapt the a c c o u n t i n g s y s t e m ,
e s t a b l i s h e d at h ig h e r l e v e l s , to m e e t the n e e d s o f an e s t a b l i s h m e n t o f a c o m p a n y
w ith r e l a t i v e l y f e w and s ta b le fu n c t io n s and w o r k p r o c e s s e s ( d i r e c t i n g one o r tw o

These types of occupations also may be subject to greater sampling error, as explained in the last paragraph
of appendix A .
^ Classification of em ployees in the occupations and work levels surveyed was based on factors detailed in the
definitions in appendix C .
? Establishments primarily engaged in providing accounting and auditing services were excluded from the survey.




7

a c c o u n t a n t s ) , a v e r a g e d $ 900 a m o n th .
C h ie f a c c o u n ta n ts IV , 8 w h o h av e a u t h o r it y
to e s t a b l i s h and m a in ta in the a c c o u n t i n g p r o g r a m , s u b je c t to g e n e r a l p o l i c y g u i d e ­
l i n e s , f o r a c o m p a n y with n u m e r o u s and v a r i e d f u n c tio n s and w o r k p r o c e s s e s
( d i r e c t i n g as m a n y as 40 a c c o u n t a n t s ) , a v e r a g e d $ 1 ,4 7 3 a m o n th .
N ea rly th re e fifth s o f the c h i e f a c c o u n t a n t s w h o m e t the r e q u i r e m e n t s o f the d e fi n it i o n s f o r
th e s e f o u r l e v e l s w e r e e m p l o y e d in m a n u f a c t u r i n g i n d u s t r i e s and a l m o s t o n e fifth' w e r e in the f i n a n c e , i n s u r a n c e , and r e a l e s ta t e d i v i s i o n .
Attorneys c l a s s i f i e d at l e v e l I a v e r a g e d $ 639 a m o n th .
These w ere train ­
e e s w ith L L . B. d e g r e e s and b a r m e m b e r s h i p w ho h e ld p o s i t i o n s in l e g a l a d v i s o r y
d e p a r t m e n t s o f f i r m s in w h i c h th e ir full p r o f e s s i o n a l tr a in in g c o u l d be u t i li z e d . 9
A t t o r n e y s VII, the h ig h e s t l e v e l s u r v e y e d in this s e r i e s , w e r e p a id m o n t h l y s a l ­
a r i e s a v e r a g i n g $ 2 , 153.
L e v e l VII w a s d e fin e d to in c lu d e a t t o r n e y s in c h a r g e o f
l e g a l s t a f f s , h andling a s s i g n m e n t s in one o r m o r e b r o a d l e g a l a r e a s , with r e ­
s p o n s i b i l i t y f o r a p p r o v in g r e c o m m e n d a t i o n s o f s u b o r d i n a t e s w h i c h m a y h ave an
i m p o r t a n t b e a r in g on the c o m p a n y ' s b u s i n e s s .
A lth o u g h this w a s the h ig h e s t l e v e l
s u r v e y e d , s u ch a t t o r n e y s w e r e u s u a ll y s u b o r d i n a t e to a g e n e r a l c o u n s e l o r h is
i m m e d i a t e depu ty in l a r g e f i r m s . F i n a n c e , i n s u r a n c e , and r e a l e s t a t e i n d u s t r i e s
e m p l o y e d t w o - f i f t h s o f the a t t o r n e y s ; m a n u f a c t u r i n g i n d u s t r i e s e m p l o y e d t h r e e ten th s , and a high p r o p o r t i o n o f the r e m a i n d e r w e r e e m p l o y e d in p u b l ic u t i li t ie s
(19 p e r c e n t ) .
Managers of office services, as d e fin e d f o r the stu dy,
i n c lu d e d f o u r l e v e l s
b a s e d on the v a r i e t y o f c l e r i c a l and o t h e r o f f i c e s e r v i c e s s u p e r v i s e d and the
s i z e o f the o r g a n i z a t i o n s e r v i c e d .
T h o s e at l e v e l I w e r e r e s p o n s i b l e f o r p r o ­
vid in g 4 o r 5 o f the 9 o f f i c e s e r v i c e f u n c tio n s e n u m e r a t e d in the s u r v e y d e f i ­
n it io n f o r a s t a f f o f 300 to 600 e m p l o y e e s , c o m p a r e d with s e v e n o r eigh t f u n c ­
tio n s f o r about 1 ,5 0 0 to 3 , 0 0 0 e m p l o y e e s at l e v e l IV .
A m o n g th e s e l e v e l s ,
a v e r a g e m o n th ly s a l a r i e s r a n g e d f r o m $ 6 6 3 to $ 1 , 195.
M a n u fa c t u r in g i n d u s t r i e s
a c c o u n t e d f o r a l m o s t t h r e e - f i f t h s o f the e m p l o y e e s in the f o u r l e v e l s c o m b i n e d , and
an a d d itio n a l fifth w e r e e m p l o y e d in f i n a n c e , i n s u r a n c e , and r e a l e s t a t e i n d u s t r i e s .
Buyers, a new s e r i e s in
l e v e l I, w h ich in c lu d e d th o s e who
i t e m s and s e r v i c e s f r o m l o c a l
a m o u n ts o f h ig h ly c o m p l e x and
p a id m o n t h ly s a l a r i e s a v e r a g i n g
86 p e r c e n t o f the b u y e r s in the

the c u r r e n t s u r v e y , a v e r a g e d $ 554 a m o n th at
p u r c h a s e d " o f f - t h e - s h e l f " and r e a d i l y a v a i la b le
sources.
B u y e r s IV , 10 w h o p u r c h a s e d l a r g e
technical item s, m a te ria ls, or s e r v ic e s w ere
$938.
M a n u fa c t u r in g i n d u s t r i e s a c c o u n t e d f o r
four le v e ls .

Freight rate clerks, d e fi n e d in f o u r l e v e l s , w e r e a l s o a d d e d to the c u r ­
re n t s u r v e y j o b l i s t .
T h e l e v e l s w e r e b a s e d on s u c h f a c t o r s as the exten t
o f the g e o g r a p h i c a r e a in w h ic h s h ip m e n t s a r e m a d e , d i v e r s i t y o f d e s t i n a t i o n s ,
and v a r i e t y o f f r e i g h t c l a s s i f i c a t i o n s .
A v e r a g e m onthly s a la r ie s w e r e $ 4 8 7 ,
$ 552, $ 588, and $ 5 8 0 f o r l e v e l s I th rou g h IV , r e s p e c t i v e l y .
The l o w e r a v e r a g e
f o r l e v e l IV , as c o m p a r e d with l e v e l III, r e f l e c t e d g e n e r a l l y l o w e r s a l a r i e s f o r
s u ch w o r k e r s in c o m m o n c a r r i e r s a s c o m p a r e d to th o s e in o t h e r i n d u s t r i e s , p a r ­
t i c u l a r l y m a n u f a c t u r i n g . A p p r o x i m a t e l y t h r e e - f i f t h s o f the f r e i g h t ra te c l e r k s IV
w e r e e m p l o y e d in c o m m o n c a r r i e r e s t a b l i s h m e n t s . In c o n t r a s t , m o r e than s e v e n tenths o f th o s e c l a s s i f i e d in l e v e l s I th ro u g h III w e r e in m a n u f a c t u r i n g i n d u s t r i e s .

® Although le ve l V o f c h ie f accountant was surveyed, as defined in appendix C, too few em ployees m et re­
quirements for this level to warrant presentation o f salary figures.
9 Establishments primarily engaged in offering lega l advice or legal services were excluded from the survey.
10 Although level V o f buyers was surveyed, as defined in appendix C, too few em ployees m et requirements
for this le v e l to warrant presentation o f salary figures.




8

In the p e r s o n n e l m a n a g e m e n t f i e l d , f o u r w o r k l e v e l s e a c h o f job analysts
and directors of personnel w e r e s tu d ie d . 11 J o b a n a ly s t s I, d e fin e d to i n c lu d e t r a i n e e s
u n d e r i m m e d i a t e s u p e r v i s i o n , a v e r a g e d $ 5 9 0 c o m p a r e d with $ 9 4 5 f o r j o b a n a ­
l y s t s IV , w h o a n a ly z e and ev a lu a te a v a r i e t y o f the m o r e d i f f i c u l t j o b s u n d e r
g e n e r a l s u p e r v i s i o n and who m a y p a r t i c i p a t e in the d e v e l o p m e n t and i n s t a ll a t io n
o f e v a lu a t io n o r c o m p e n s a t i o n s y s t e m s .
D i r e c t o r s of p e rs o n n e l w e r e lim ited
by d e fi n it i o n to th os e w h o had p r o g r a m s that i n c lu d e d , at a m i n i m u m , r e s p o n ­
s i b i l i t y f o r a d m i n i s t e r i n g a f o r m a l j o b e v a lu a tio n s y s t e m , e m p l o y m e n t and p l a c e ­
m e n t f u n c t io n s , and e m p l o y e e r e l a t i o n s and s e r v i c e s f u n c t io n s .
T h o s e with
r e s p o n s i b i l i t y f o r a c tu a l c o n t r a c t n e g o t i a t io n with l a b o r u n ion s a s the p r i n c i p a l
co m p a n y re p r e se n ta tiv e w e r e exclu d ed.
P r o v i s i o n s w e r e m a d e in the d e fi n it i o n
f o r w e ig h in g v a r i o u s c o m b i n a t i o n s o f d u ties and r e s p o n s i b i l i t i e s to d e t e r m i n e the
level cla ssifica tion .
A m o n g p e r s o n n e l d i r e c t o r s w ith j o b f u n c tio n s as s p e c i f i e d
f o r the f o u r l e v e l s o f r e s p o n s i b i l i t y , a v e r a g e m o n th ly s a l a r i e s r a n g e d f r o m
$ 833 f o r l e v e l I to $ 1 , 5 1 7 f o r l e v e l IV .
M a n u fa c tu r in g i n d u s t r i e s a c c o u n t e d f o r
78 p e r c e n t o f the j o b a n a ly s t s and 73 p e r c e n t o f the d i r e c t o r s o f p e r s o n n e l i n ­
c l u d e d in the stu dy; the f in a n c e , i n s u r a n c e , and r e a l e s ta t e i n d u s t r i e s r a n k e d n e x t,
with 12 p e r c e n t o f the j o b a n a ly s t s and 11 p e r c e n t o f the d i r e c t o r s o f p e r s o n n e l .

Chemists and engineers e a c h w e r e s u r v e y e d in eigh t l e v e l s .
Each s e r ie s
s t a r t e d with a p r o f e s s i o n a l t r a i n e e l e v e l , t y p i c a l l y r e q u i r i n g a B. S. d e g r e e .
The
h ig h e s t l e v e l s u r v e y e d i n v o lv e d e i t h e r full r e s p o n s i b i l i t y o v e r a v e r y b r o a d and
h ig h ly c o m p l e x and d i v e r s i f i e d e n g i n e e r i n g o r c h e m i c a l p r o g r a m , w ith s e v e r a l
s u b o r d i n a t e s e a c h d i r e c t i n g l a r g e and i m p o r t a n t s e g m e n t s o f the p r o g r a m ; o r i n ­
d iv id u a l r e s e a r c h and c o n s u lt a t i o n in d i f f i c u l t p r o b l e m a r e a s w h e r e the e n g i n e e r
o r c h e m i s t w a s a r e c o g n i z e d a u t h o r it y and w h e r e s o lu t i o n s w o u ld r e p r e s e n t a
m a j o r s c i e n t i f i c o r t e c h n o l o g i c a l a d v a n c e . 12 A v e r a g e m o n t h l y s a l a r i e s r a n g e d
f r o m $ 6 4 7 f o r e n g i n e e r s I to $ 1 ,8 0 3 f o r e n g i n e e r s VIII, and f r o m $ 5 9 2 f o r
c h e m i s t s I to $ 1 ,9 4 2 f o r c h e m i s t s VIII. A lth o u g h , at l e v e l I, the a v e r a g e s a l a ­
r i e s o f e n g i n e e r s e x c e e d e d th o s e f o r c h e m i s t s b y 9 p e r c e n t , at l e v e l IV the
d i f f e r e n c e n a r r o w e d to 3 p e r c e n t , and at l e v e l VIII the a v e r a g e s a l a r i e s o f
c h e m i s t s e x c e e d e d th o s e f o r e n g i n e e r s b y 8 p e r c e n t .
L e v e l IV , the l a r g e s t
g r o u p in e a c h s e r i e s , in c lu d e d p r o f e s s i o n a l e m p l o y e e s w h o w e r e fu lly c o m p e t e n t
in a ll t e c h n i c a l a s p e c t s o f th e ir a s s i g n m e n t s , w o r k e d with c o n s i d e r a b l e i n d e ­
p e n d e n c e , and, in s o m e c a s e s , s u p e r v i s e d a fe w p r o f e s s i o n a l and t e c h n i c a l w o r k ­
ers.
M a n u fa c t u r in g i n d u s t r i e s a c c o u n t e d f o r 80 p e r c e n t o f a ll e n g i n e e r s and
91 p e r c e n t o f a ll c h e m i s t s ; p u b lic u t i l i t i e s , 9 and l e s s than 2 p e r c e n t , r e s p e c ­
t i v e l y ; and the s u r v e y e d e n g i n e e r i n g and s c i e n t i f i c s e r v i c e s e m p l o y e d v i r t u a l l y
a ll o f the o t h e r s .

The f i v e - l e v e l s e r i e s f o r engineering technicians w a s l i m i t e d , by d e fi n it i o n ,
to e m p l o y e e s p r o v i d i n g s e m i p r o f e s s i o n a l t e c h n i c a l s u p p o r t to e n g i n e e r s e n g a g e d
in s u c h a r e a s as r e s e a r c h , d e s i g n , d e v e l o p m e n t , te s t i n g , o r m a n u f a c t u r i n g p r o c e s s
i m p r o v e m e n t , and w h o s e w o r k p e r t a in e d to e l e c t r i c a l , e l e c t r o n i c , o r m e c h a n i c a l
c o m p o n e n t s o r e q u ip m e n t. T e c h n i c i a n s e n g a g e d p r i m a r i l y in p r o d u c t i o n o r m a i n ­
te n a n c e w o r k w e r e e x c l u d e d .
E n g in e e r in g t e c h n i c i a n s I, who p e r f o r m e d s i m p l e ,
ro u tin e ta s k s u n d e r c l o s e s u p e r v i s i o n , o r f r o m d e t a i le d p r o c e d u r e s , w e r e p a id
m o n th ly s a l a r i e s a v e r a g i n g $ 4 2 5 .
E n g in e e r in g t e c h n i c i a n s V , the h ig h e s t l e v e l
s u r v e y e d , a v e r a g e d $ 7 4 5 a m o n th .
That l e v e l i n c lu d e d f u lly e x p e r i e n c e d t e c h ­
n ic ia n s p e r f o r m i n g m o r e c o m p l e x a s s i g n m e n t s in v o lv in g r e s p o n s i b i l i t y f o r p l a n ­
ning and c o n d u c tin g a c o m p l e t e p r o j e c t o f r e l a t i v e l y l i m i t e d s c o p e , o r a p o r t i o n

11 Although level V o f director o f personnel was surveyed, as defined in appendix C, too few employees m et
requirements for this le v e l to warrant presentation o f salary figures.
12 It was recognized in the definition that top positions o f som e companies with unusually extensive and co m ­
plex engineering or ch em ical programs were above that le v e l.




9

o f a l a r g e r and m o r e d i v e r s e p r o j e c t , in a c c o r d a n c e w ith o b j e c t i v e s , r e q u i r e ­
m e n t s , and d e s i g n a p p r o a c h e s as o u tlin e d b y the s u p e r v i s o r o r a p r o f e s s i o n a l
en gin eer.
A v e r a g e s f o r i n t e r m e d i a t e l e v e l s III and IV, at w h ic h a m a j o r i t y o f
the t e c h n i c i a n s s u r v e y e d w e r e c l a s s i f i e d , w e r e $ 5 8 2 and $ 6 5 9 , r e s p e c t i v e l y .
A s m ig h t be e x p e c t e d , n e a r l y a ll o f the t e c h n i c i a n s as d e fi n e d w e r e e m p l o y e d in
m a n u f a c t u r i n g (79 p e r c e n t ) and in the s c i e n t i f i c s e r v i c e s i n d u s t r i e s stu d ie d (16 p e r ­
cent).
A lth o u g h the r a t i o o f s u c h t e c h n i c i a n s to e n g i n e e r s s tu d ie d w a s about 1 to
4, r e s p e c t i v e l y , in a ll m a n u f a c t u r i n g i n d u s t r i e s , h ig h e r r a t i o s o f a l m o s t 1 to 3
w e r e foun d in e s t a b l i s h m e n t s m a n u f a c t u r i n g m e c h a n i c a l and e l e c t r i c a l e q u ip m e n t,
and 1 to 2 in r e s e a r c h , d e v e l o p m e n t , and t e s t i n g l a b o r a t o r i e s .

In the drafting field, the d e fi n it i o n s u s e d in the s u r v e y c o v e r e d f o u r l e v e l s
o f w o r k — d r a f t s m e n - t r a c e r s , and d r a f t s m e n I, II, and III.
M on th ly s a l a r i e s
a v e r a g e d $ 368 f o r d r a f t s m e n - t r a c e r s and r a n g e d f r o m $ 4 6 2 to $ 688 a m o n g the
th ree le v e ls of d ra ftsm en .
D r a f t s m e n - t r a c e r s c o p y p la n s and d r a w in g s p r e p a r e d
b y o t h e r s o r p r e p a r e s i m p l e o r r e p e t i t i v e d r a w in g s o f e a s i l y v i s u a l i z e d i t e m s .
T h e t h r e e d r a f t s m e n l e v e l s as d e fi n e d r a n g e d f r o m e m p l o y e e s p r e p a r i n g d e ta il
d r a w in g s o f s in g l e units o r p a r t s ( l e v e l I) to t h o s e w h o, w o r k i n g in c l o s e s u p p o rt
with the d e s i g n o r i g i n a t o r , p la n the g r a p h ic p r e s e n t a t i o n o f c o m p l e x i t e m s h avin g
d i s t i n c t i v e d e s i g n f e a t u r e s , and e i t h e r p r e p a r e o r d i r e c t th e p r e p a r a t i o n o f the
d r a w in g s ( l e v e l III).
T h e d r a ft in g e m p l o y e e s w e r e d is t r i b u t e d by i n d u s t r y in about
the s a m e p r o p o r t i o n as e n g i n e e r s , w ith 77 p e r c e n t in m a n u f a c t u r i n g , 7 p e r c e n t
in p u b lic u t i l i t i e s , and n e a r l y a ll o f the r e m a i n d e r in the s e l e c t e d e n g i n e e r i n g
and s c i e n t i f i c s e r v i c e s i n d u s t r i e s s tu d ied .

A m o n g the 17
clerical jobs r e p r e s e n t e d in the study, m o n th ly s a l a r i e s
r a n g e d f r o m $ 2 6 6 f o r f i l e c l e r k s I to $ 5 2 2 f o r t a b u l a t i n g - m a c h i n e o p e r a t o r s III,
w h o w e r e r e q u i r e d to p e r f o r m , w ith ou t c l o s e s u p e r v i s i o n , c o m p l e t e r e p o r t i n g
a s s i g n m e n t s b y m a c h i n e , i n c lu d in g d i f f i c u l t w i r i n g a s r e q u i r e d . A v e r a g e s w ith in
the r a n g e o f $301 th rou g h $ 4 0 6 a m o n th w e r e r e c o r d e d f o r 11 o f the oth er 15 w o r k
l e v e l s ; ty p i s t s I, the l a r g e s t g r o u p o f c l e r i c a l e m p l o y e e s s tu died, a v e r a g e d
$306.
G e n e r a l l y , a v e r a g e s a l a r i e s f o r the c l e r i c a l w o r k l e v e l s w e r e h ig h e s t
in p u b l ic u t i li t ie s and m a n u f a c t u r i n g i n d u s t r i e s and l o w e s t in the fin a n c e , i n s u r ­
a n c e , and r e a l e s t a t e , and r e t a i l t r a d e d i v i s i o n s . E m p l o y m e n t in m a n u f a c t u r i n g
e x c e e d e d that in any o f the f i v e n o n m a n u f a c t u r i n g in d u s t r y d i v i s i o n s w ith in s c o p e
o f the s u r v e y in 10 o f the 17 c l e r i c a l w o r k l e v e l s ; h i g h e s t e m p l o y m e n t t o ta ls
in the o th e r 7 l e v e l s w e r e in the f in a n c e , i n s u r a n c e , and r e a l e s ta t e d i v i s i o n .
In on ly t h r e e i n s t a n c e s , h o w e v e r , did m a n u f a c t u r i n g a c c o u n t f o r h a lf o r m o r e
o f the e m p l o y e e s in a c l e r i c a l w o r k l e v e l ( s e n i o r s t e n o g r a p h e r s , s w i t c h b o a r d
o p e r a t o r s II, and t a b u l a t i n g - m a c h i n e o p e r a t o r s III); m o r e than h a lf o f the f i l e
c l e r k s at l e v e l s I and II w e r e e m p l o y e d in the fin a n c e , i n s u r a n c e , and r e a l e s ta te
d iv ision .
W o m e n a c c o u n t e d f o r n in e - t e n t h s o r m o r e o f the e m p l o y e e s in 11 o f
the c l e r i c a l w o r k l e v e l s , and m e n a c c o u n t e d f o r h a lf o r m o r e in 4 ( ta b u la tin g m a c h i n e o p e r a t o r s I, II, and III, and o f f i c e b o y s o r g i r l s ) .

M e d ia n m o n th ly s a l a r i e s (the a m o u n t b e l o w and a b o v e w h ic h 50 p e r c e n t o f
the e m p l o y e e s w e r e found) f o r m o s t o f the w o r k l e v e l s w e r e s lig h t ly l o w e r than
the w e ig h te d a v e r a g e s ( m e a n s ) c i t e d a b o v e (i. e. , the s a l a r i e s in the u p p e r h a l v e s
o f the a r r a y s had a g r e a t e r e f f e c t on the a v e r a g e s than did the s a l a r i e s in the
lo w e r h alves).
The r e l a t i v e d i f f e r e n c e b e t w e e n the m e d i a n and the m e a n w a s
l e s s than 2 p e r c e n t f o r 53 o f the 82 w o r k l e v e l s and as m u c h a s 2 but l e s s than
3 p e r c e n t in 19 a d d itio n a l l e v e l s .
T h e w e i g h t e d a v e r a g e s a l a r i e s e x c e e d e d the
m e d ia n s b y 4 to 6 p e r c e n t f o r d i r e c t o r s of p e r s o n n e l I and IV, a t t o r n e y s I and
III, and f r e i g h t r a t e c l e r k s I and IV.




10

L o w e r i n g the m i n i m u m e s t a b l i s h m e n t s i z e r e q u i r e m e n t in i n d u s t r y d i v i ­
s io n s o t h e r than m a n u f a c t u r i n g and r e t a i l t r a d e had g r e a t e s t i m p a c t on the e m ­
p l o y m e n t and a v e r a g e s a l a r i e s r e p o r t e d f o r the c l e r i c a l o c c u p a t i o n s .
W hereas
95 p e r c e n t o f the e m p l o y e e s in the p r o f e s s i o n a l , a d m i n is t r a t i v e , and t e c h n i c a l
o c c u p a t i o n s s u r v e y e d w e r e in e s t a b l i s h m e n t s with 250 w o r k e r s o r m o r e (the
m i n i m u m e s t a b l i s h m e n t s i z e in the p r e v i o u s s u r v e y ) , o n ly s li g h t l y m o r e than
80 p e r c e n t o f the c l e r i c a l e m p l o y e e s w e r e in su ch e s t a b l i s h m e n t s . L o w e r a v e r a g e
s a l a r i e s f o r a ll o f the c l e r i c a l w o r k l e v e l s and a m a j o r i t y o f the p r o f e s s i o n a l ,
a d m i n i s t r a t i v e , and t e c h n i c a l l e v e l s w e r e r e p o r t e d f o r a ll e s t a b l i s h m e n t s s tu d ie d ,
as c o m p a r e d to a v e r a g e s b a s e d on data f r o m e s t a b l i s h m e n t s with 250 w o r k e r s
or m ore.
F o r a ll but 2 o f the 17 c l e r i c a l l e v e l s , a v e r a g e s a l a r i e s in the fu ll
s u r v e y w e r e at l e a s t 1 p e r c e n t b e l o w the a v e r a g e s f o r e s t a b l i s h m e n t s with at
l e a s t 250 w o r k e r s ; a m o n g the o t h e r 65 w o r k l e v e l s , 17 had the s a m e a v e r a g e s ,
37 w e r e l o w e r , and 11 w e r e h ig h e r (but with in 1 .1 p e r c e n t o f the a v e r a g e s f o r
e s t a b li s h m e n t s with 250 w o r k e r s o r m o r e ) . N ine o c c u p a t i o n s f o r w h ic h a v e r a g e s
w e r e 2 p e r c e n t o r m o r e l o w e r in the fu ll s u r v e y c o v e r a g e w e r e as f o l l o w s :

Percent full survey average salaries were
below the average in establishments
with 250 workers or more
2 .0 to 2. 5 --------------------------------------------------------2 .6 to 3 . 0 --------------------------------------------------------3. 1 to 5 . 0 ---------------------------- ---------- ------------------

Occupation and level
Switchboard operators I, attorneys V I,
file clerks I, typists I, and attorneys V
File clerks II and III
Auditors I and chief accountants II

M o r e than a fifth o f the w o r k e r s in e a c h o f th e s e c l e r i c a l l e v e l s and c h i e f a c ­
cou n ta n ts w e r e e m p l o y e d in e s t a b l i s h m e n t s with f e w e r than 250 w o r k e r s .
S a la r y L e v e l s in M e t r o p o l i t a n A r e a s
A v e r a g e s a l a r i e s f o r m o s t o f the o c c u p a t i o n w o r k l e v e l s w e r e e i th e r
i d e n t i c a l with o r o n ly s li g h t l y h ig h e r in e s t a b l i s h m e n t s w ith in m e t r o p o l i t a n a r e a s ,
p r e s e n t e d in ta ble 2, than in a ll e s t a b l i s h m e n t s in m e t r o p o l i t a n a r e a s and n o n ­
m e t r o p o l i t a n c o u n t ie s c o m b i n e d (ta b le 1).
Th e s u r v e y w a s not d e s i g n e d to p e r m i t
s e p a r a t e p r e s e n t a t i o n o f data f o r e s t a b l i s h m e n t s in n o n m e t r o p o l i t a n c o u n t i e s .
E m p l o y m e n t in the s e l e c t e d o c c u p a t i o n s in m e t r o p o l i t a n a r e a s a c c o u n t e d f o r a p ­
p r o x i m a t e l y n in e - t e n t h s o f the to ta l e m p l o y m e n t in t h e s e o c c u p a t i o n s w ith in s c o p e
o f the s u r v e y .
The p r o p o r t i o n s v a r i e d , h o w e v e r , a m o n g o c c u p a t i o n s and w o r k
lev els.
N e a r l y a ll o f the a t t o r n e y s at e a c h l e v e l , f o r e x a m p l e , w e r e e m p l o y e d
in m e t r o p o l i t a n a r e a s , w h e r e a s the p r o p o r t i o n o f c h i e f a c c o u n ta n ts and d i r e c t o r s
o f p e r s o n n e l f o r a ll l e v e l s c o m b i n e d w a s a p p r o x i m a t e l y f o u r - f i f t h s with a s m a l l e r
p r o p o r t i o n at the l o w e s t l e v e l s .
In a m a j o r i t y o f the 82 w o r k l e v e l s s tu d ie d ,
m o r e than n i n e - t e n t h s o f the e m p l o y m e n t w a s in m e t r o p o l i t a n a r e a s .
It is a p ­
p a r e n t , t h e r e f o r e , that
alth ou gh a v e r a g e s a l a r i e s u s u a ll y w e r e l o w e r in the n o n ­
m e t r o p o l i t a n c o u n t i e s , in th o s e w o r k l e v e l s in w h ic h n e a r l y a ll o f the e m p l o y m e n t
w as in m e t r o p o l i t a n a r e a s , n o n m e t r o p o l i t a n c o u n tie s c o u l d h a v e little e f f e c t u pon
the a v e r a g e s f o r a ll e s t a b l i s h m e n t s c o m b i n e d . O n ly in 11 o f the 82 w o r k l e v e l s
stu d ied w e r e a v e r a g e s a l a r i e s m o r e than 1 (but not m o r e than 2. 8) p e r c e n t h ig h e r
in m e t r o p o l i t a n a r e a s than in a ll a r e a s c o m b i n e d ; in a ll but on e o f th e s e c a s e s
the p r o p o r t i o n o f the to ta l e m p l o y m e n t w ith in n o n m e t r o p o l i t a n c o u n t i e s w a s 10 p e r ­
cent o r m o r e .
I n c r e a s e s in a v e r a g e s a l a r i e s in m e t r o p o l i t a n a r e a e s t a b l i s h m e n t s d u r in g
the y e a r ending F e b r u a r y —M a r c h 1966 w e r e w ith in a h a lf p e r c e n t a g e p o in t o f
i n c r e a s e s r e p o r t e d f o r a ll a r e a s s tu d ie d in 69 o f the 74 l e v e l s .
Th e y e a r - t o y e a r i n c r e a s e s in m e t r o p o l i t a n a r e a s c o m p a r e d with all a r e a s w e r e l a r g e r f o r
35, s m a l l e r f o r 33 l e v e l s , and the s a m e f o r 6.




11

S a l a r y L e v e l s in L a r g e E s t a b l i s h m e n t s
It w a s p o s s i b l e to p r e s e n t s e p a r a t e data f o r 71 o f the 82 o c c u p a t i o n w o r k
l e v e l s f o r a ll e s t a b l i s h m e n t s with 2 , 5 0 0 e m p l o y e e s o r m o r e (ta b le 3).
Com ­
p a r i s o n s b e t w e e n e m p l o y m e n t s and r e l a t i v e s a l a r y l e v e l s in t h e s e e s t a b l i s h m e n t s
and a ll e s t a b l i s h m e n t s c o m b i n e d a l s o a r e p r e s e n t e d .
E stab lish m en ts em p loy in g
2 ,5 0 0 o r m o r e a c c o u n t e d f o r n e a r l y t w o - f i f t h s o f the to ta l e m p l o y m e n t in p r o ­
f e s s i o n a l , a d m i n i s t r a t i v e , s u p e r v i s o r y , and c l e r i c a l o c c u p a t i o n s w ith in s c o p e o f
the s u r v e y , and a p p r o x i m a t e l y the s a m e p r o p o r t i o n o f to ta l e m p l o y m e n t in the
s e l e c t e d o c c u p a t i o n s s tu d ie d .
A m o n g the 71 o c c u p a t i o n w o r k l e v e l s sh ow n in
ta b le 3, the p e r c e n t o f to ta l e m p l o y m e n t in the l a r g e e s t a b l i s h m e n t s v a r i e d f r o m
15 to 78 p e r c e n t ( fi le c l e r k s I and j o b a n a ly s t s IV , r e s p e c t i v e l y ) .
Th e s a l a r y l e v e l s in l a r g e e s t a b l i s h m e n t s e x p r e s s e d as a p e r c e n t o f
l e v e l s in a ll e s t a b l i s h m e n t s c o m b i n e d , r a n g e d f r o m l e s s than 100 ( f o r the top
l e v e l s u r v e y e d in e a c h o f the a c c o u n t a n t , a u d i t o r , a t t o r n e y , j o b a n a ly s t , and e n g i ­
n e e r i n g t e c h n i c i a n s e r i e s , and m a n a g e r s o f o f f i c e s e r v i c e s III) to 120 f o r d i r e c t o r s
o f p e r s o n n e l III. A s s h ow n in the f o l l o w i n g ta b u la tio n , s a l a r y a v e r a g e s f o r l a r g e
e s t a b l i s h m e n t s e x c e e d e d the a l l - e s t a b l i s h m e n t a v e r a g e s b y 5 p e r c e n t o r m o r e in
16 o f 17 c l e r i c a l j o b s and in 15 o f 54 n o n c l e r i c a l j o b s .
Number of job categories

Pay levels as percent of all
establishment average

Professional,
administrative,
and technical

Clerical

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

54

17

9 7 -1 0 0 -------------------------------------------------------------------------1 0 1 -1 0 4 -----------------------------------------------------------------------1 0 5 -1 0 9 -----------------------------------------------------------------------110 and o v e r ----------------------------------------------------------------

8
31
13
2

-

1
10
6

T h e s e r e l a t i v e s a l a r y l e v e l s in l a r g e e s t a b l i s h m e n t s ten d ed to b e h ig h e s t
f o r w o r k l e v e l s in w h ic h s u c h e s t a b l i s h m e n t s a c c o u n t e d f o r the s m a l l e s t p r o p o r ­
tion o f the to ta l e m p l o y m e n t .
T h u s , the d e g r e e o f e m p l o y m e n t c o n c e n t r a t i o n
(in l a r g e e s t a b l i s h m e n t s ) r a n g e d f r o m 1 5 to 38 p e r c e n t f o r c l e r i c a l j o b s ; in a l m o s t
h a lf o f the n o n c l e r i c a l j o b s , m o r e than 40 p e r c e n t w e r e in e s t a b l i s h m e n t s with
2, 500 o r m o r e e m p l o y e e s .
S a la r y D i s t r i b u t i o n s
P e r c e n t distrib u tion s o f e m p lo y e e s by m onthly s a la r ie s are p re s e n te d fo r
the p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s in ta b le 4, and f o r e n g i n e e r i n g
t e c h n i c i a n s in ta b le 5; d i s t r i b u t i o n s b y w e e k l y s a l a r i e s a r e s h o w n f o r e m p l o y e e s
in the d r a ftin g and c l e r i c a l o c c u p a t i o n s in ta b le 6. 13
W ithin n e a r l y a ll o f the
82 o c c u p a t i o n w o r k l e v e l s , s a l a r y r a t e s f o r s o m e o f the h ig h e s t p a id e m p l o y e e s
w e r e t w i c e th o s e o f the l o w e s t p a id e m p l o y e e s .
A l l o c c u p a t i o n s in w h ic h two
l e v e l s o r m o r e o f w o r k w e r e s u r v e y e d s h o w e d a s u b s ta n tia l d e g r e e o f o v e r l a p p i n g
o f in d iv id u a l s a l a r i e s b e t w e e n w o r k l e v e l s in the s a m e o c c u p a t i o n .
R a n g e s in
s a l a r y r a t e s o f e m p l o y e e s in e s t a b l i s h e d p a y g r a d e s o r w o r k l e v e l s w ith in s a l a r y
s t r u c t u r e s o f in d iv id u a l f i r m s a l s o e x h ib ite d s u b s ta n tia l o v e r l a p p i n g .
The m i d d l e 50 and 80 p e r c e n t o f the r a n g e , and the m e d i a n s a l a r y f o r
e a c h o c c u p a t i o n w o r k l e v e l h a v e b e e n c h a r t e d ( c h a r t s 2 and 3) to p o in t up o c c u ­
p a t i o n a l p a y r e l a t i o n s h i p s as w e l l as the t y p i c a l l y g r e a t e r d e g r e e o f s a l a r y d i s ­
p e r s i o n a s s o c i a t e d w ith the h i g h e r w o r k l e v e l s in e a c h o c c u p a t i o n a l s e r i e s .
13

T echnical considerations dictated the summarization o f em ployee distributions by w eekly salaries in the case

o f the drafting and clerical iobs.
235-555 0

-

66-3




12

C hart 2. Salaries in Professional and Technical Occupations, February-M arch 1966




Median Monthly Salaries and Ranges Within Which Fell 50 Percent and 80 Percent of Employees
0

$250

$500

$750

$1,000

$1,250

$1,500

$1,750

$2,000

$2,250

$2,500

$2,750

13

Chart 3. Salaries in A dm inistrative and Clerical Occupations, February-M arch 1966
Median Monthly Salaries and Ranges Within Which Fell 50 Percent and 80 Percent of Employees
0
OCCUPATION AND CLASS
Directors of personnel

Job analysts

Managers, office services

Buyers

Freight rate clerks

Tabulating-machine operators

Clerks, accounting

Stenographers, senior
Stenographers, general
Switchboard operators

Keypunch operators

Clerks, file

Typists

Office boys or girls




$200

$400

$600

$800

$1,000 $1,200

$1,400

$1,600 $1,800

$2,000 $2,200

14

T h e a b s o lu t e s p r e a d b e t w e e n h ig h e s t and l o w e s t p a id w o r k e r s w ithin
g iv e n w o r k l e v e l s ten d ed to w id e n with e a c h s u c c e s s i v e w o r k l e v e l f o r m o s t o c ­
cu p a t io n s in w h ic h two l e v e l s o r m o r e w e r e s u r v e y e d .
Th e r e l a t i v e s p r e a d in
s a l a r y r a n g e s s h o w e d c o n s i d e r a b l e v a r i a t i o n a m o n g o c c u p a t i o n s , and in m a n y
c a s e s , the r e l a t i v e s p r e a d w a s s m a l l e r f o r p r o f e s s i o n a l and a d m i n i s t r a t i v e w o r k
l e v e l s than f o r c l e r i c a l l e v e l s s tu d ie d .
E x p r e s s i n g the s a l a r y ra n g e o f the m i d d l e
50 p e r c e n t o f e m p l o y e e s as a p e r c e n t o f the m e d i a n s a l a r y p e r m i t t e d c o m p a r i s o n s
o f s a l a r y r a n g e s f o r the v a r i o u s w o r k l e v e l s on the s a m e b a s i s , and a l s o e l i m i ­
nated e x t r e m e l o w and h ig h s a l a r i e s f r o m e a c h c o m p a r i s o n .
Distribution of work levels by degree of dispersion
(salary range of m iddle 50 percent of em ployees
expressed as a percent of m edian salary)

Occupational group
A ll levels

-------------------------

A c c o u n ta n ts---------------------------------A u d ito r s ---------------------------------------Chief accou n tan ts----------------------A tto r n e y s -------------------------------------Managers, office s e r v i c e s --------B u yers--------------------------------------------Freight rate clerks --------------------Job a n a ly s ts ---------------------------------Directors of personnel --------------- - Chemists -------------------------------------E n g in e e rs-------------------------------------Engineering technicians ----------D r a ft i n g ---------------------------------------C l e r i c a l ----------------------------------------

T otal

Under
15

15
and
under
20

20
and
under
25

25
and
under
30

82

6

22

34

17

5
4
4
7
4
4
4
4
4
8
8
5
4
17

1

3

1
3
1
1

1
1

2
1
2
2

1
2
1

4
3
4
1

4
1
3
2
3
3
3
9

30
and
over
3

5
1

1

1
6

1

T h u s , in this c o m p a r i s o n , the m i d d l e ra n g e f o r a t t o r n e y l e v e l s a m o u n te d
to 20 p e r c e n t o r m o r e o f the c o r r e s p o n d i n g m e d i a n in 6 o f 7 l e v e l s , w h e r e a s
the ra n g e w a s l e s s than 20 p e r c e n t o f the c o r r e s p o n d i n g m e d i a n f o r 5 o f the
8 l e v e l s o f b oth e n g i n e e r s and c h e m i s t s .
The r e l a t i v e s p r e a d ten d ed to w id e n
at the h ig h e r l e v e l s o f m o s t o f the p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s .
F o r e x a m p l e , e n g i n e e r s w e r e d i s t r i b u t e d by l e v e l in the p r e c e d i n g ta b u la tion as
follow s:
L e v e l s I and II, u n d e r 15 p e r c e n t ; III and IV , 15 and u n d e r 20 p e r c e n t ;
and l e v e l s V th ro u g h VIII, 20 and u n d e r 25 p e r c e n t with the e x c e p t i o n o f l e v e l VII
(19 p e r c e n t ) .
F o r the c l e r i c a l l e v e l s s tu d ie d , the r a n g e w as b e t w e e n 20 and
30 p e r c e n t o f the c o r r e s p o n d i n g m e d i a n s with two e x c e p t i o n s (31 p e r c e n t f o r s w i t c h ­
b o a r d o p e r a t o r s I and 19 p e r c e n t f o r f i l e c l e r k s I).
D i f f e r e n c e s in the r a n g e o f s a l a r i e s p a id in d iv id u a ls w ith in w o r k l e v e l s
s u r v e y e d r e f l e c t a v a r i e t y o f f a c t o r s o t h e r than d i f f e r e n c e s in the r a n g e o f d uties
and r e s p o n s i b i l i t i e s e n c o m p a s s e d b y the v a r i o u s w o r k - l e v e l d e f i n i t i o n s .
S a la ries
o f in d iv id u a ls in the s a m e o c c u p a t i o n and g r a d e l e v e l m a y v a r y c o n s i d e r a b l y with in
esta b lish m en ts.
S a l a r i e s o f w h i t e - c o l l a r e m p l o y e e s a r e g e n e r a l l y d e t e r m i n e d on
an in d iv id u a l b a s i s o r u n d e r f o r m a l i z e d p a y p la n s w h ic h p r o v i d e f o r a ra n g e in
s a l a r y r a te s f o r e a c h g r a d e l e v e l w ith in e a c h o c c u p a t i o n .
Th e i n - g r a d e s a l a r y
s p r e a d (i. e. , the p e r c e n t d i f f e r e n c e b e t w e e n the m i n i m u m and m a x i m u m r a te s
f o r a g r a d e ) tends to b e g r e a t e r in the p r o f e s s i o n a l and a d m i n i s t r a t i v e j o b s than
in the c l e r i c a l j o b s . 14 F o r the p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s , the

14
Firms,

For a separate study in depth of salary structure characteristics,
1963 (BLS Bulletin 1417,




1964).

see Salary Structure Characteristics in Large

15

Chart 4. Relative Em ploym ent in Selected Occupational G roups by
In d u stry Division, February-M arch 1966
PERCENT
OCCUPATIONAL GROUPS

0

10

20

30

40

50

60

70

80

90

Accountants and chief
accountants

Auditors

Attorneys

Managers, office services

Buyers

Freight rate clerks

Directors of personnel
and job analysts

Chemists

Engineers

Engineering technicians
and draftsmen

Clerical employees




J_____ I_____ J_____ I_____ I_____ 1_____ I_____ 1_____ L
Manufacturing

Finance, Insurance, and Real Estate

Public Utilities

Trade and Selected Services

100

16

j o b f i e l d ten d s to b e n a tio n a l in s c o p e .
O f f i c e c l e r i c a l e m p l o y e e s , on the oth er
hand, a r e u s u a ll y r e c r u i t e d l o c a l l y . 15 A s p o in te d out e a r l i e r (and in d i c a t e d in
ta b le 7 and c h a r t 4), e m p l o y m e n t in the v a r i o u s i n d u s t r i e s w ith in the s c o p e of
the s u r v e y v a r i e s c o n s i d e r a b l y f r o m o c c u p a t i o n to o c c u p a t i o n .
T h ese v a ria tion s
in e m p l o y m e n t a l s o a r e r e f l e c t e d in s a l a r y l e v e l s and d i s t r i b u t i o n s to the exten t
that s a l a r i e s d i f f e r b y in d u s try , a s e x p la in e d in the f o l l o w i n g s e c t i o n .
P a y D i f f e r e n c e s b y In d u str y
The s u r v e y w a s p la n n ed to p e r m i t p u b l i c a t i o n o f n a tio n a l s a l a r y e s t i m a t e s
b y l e v e l o f w o r k f o r the p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s in a l l i n d u s ­
t r i e s w ith in s c o p e o f the s u r v e y .
B y c o m b i n i n g the data f o r a l l l e v e l s o f w o r k
stu d ied in e a c h o c c u p a t i o n , it w a s p o s s i b l e to p r e s e n t c o m p a r i s o n s b e t w e e n r e l a ­
tiv e s a l a r y l e v e l s in m a j o r in d u s t r y d i v i s i o n s and a l l i n d u s t r i e s c o m b i n e d (ta b le 8).
T o ob tain r e l a t i v e s a l a r y l e v e l s , a g g r e g a t e s f o r the w o r k l e v e l s in e a c h o c c u p a ­
tion c o m b i n e d w e r e c o m p u t e d f o r a ll i n d u s t r i e s and f o r e a c h m a j o r in d u s t r y d i ­
vision .
The a l l - i n d u s t r y e m p l o y m e n t in e a c h w o r k l e v e l w a s u s e d as a c o n s ta n t
e m p l o y m e n t w e i g h t in c o m p u t i n g a g g r e g a t e s f o r the v a r i o u s o c c u p a t i o n s b y i n d u s ­
t r y to e l im i n a t e the in f l u e n c e o f d i f f e r e n c e s a m o n g in d u s t r y d i v i s i o n s in the p r o ­
p o r t i o n o f e m p l o y m e n t in v a r i o u s w o r k l e v e l s . T h e a g g r e g a t e s f o r e a c h o c c u p a t i o n
and in d u s t r y d i v i s i o n w e r e then e x p r e s s e d a s p e r c e n t a g e s o f the c o r r e s p o n d i n g
g r o u p s in a l l i n d u s t r i e s c o m b i n e d .

The l o w e r m i n i m u m e s t a b l i s h m e n t s i z e c o v e r a g e i n t r o d u c e d in the c u r ­
r e n t s u r v e y f o r i n d u s t r i e s o th e r than m a n u f a c t u r i n g and r e t a i l t r a d e r e s u l t e d in
c h a n g e s in the d is t r i b u t i o n o f o c c u p a t i o n a l e m p l o y m e n t (t a b le 7) and in the r e l ­
a tiv e s a l a r y l e v e l s b y in d u s t r y d i v i s i o n ( ta b le 8).
C o m p a r e d w ith the p r e v i o u s
s u r v e y , m a n u f a c t u r i n g i n d u s t r i e s had a s m a l l e r p r o p o r t i o n o f the e m p l o y m e n t
in e a c h o c c u p a t i o n and had h ig h e r r e l a t i v e s a l a r y l e v e l s f o r a l m o s t a l l o f the
c l e r i c a l and a fe w o f the p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s .
These
d i f f e r e n c e s r e f l e c t e d p r i m a r i l y the a d d itio n o f e m p l o y m e n t in n o n m a n u f a c t u r in g
i n d u s t r i e s , p a r t i c u l a r l y f in a n c e , i n s u r a n c e , and r e a l e s ta t e , w h ic h r e s u l t e d f r o m
l o w e r i n g the m i n i m u m e s t a b l i s h m e n t s i z e r e q u i r e m e n t . (S ee the l a s t p a r a g r a p h
in the s e c t i o n on ’ ’A v e r a g e S a l a r i e s , F e b r u a r y —M a r c h 1 966" f o r m o r e d e t a i l on
the e f f e c t o f l o w e r i n g the m i n i m u m e s t a b l i s h m e n t s i z e r e q u i r e m e n t . )

F o r a l l o f the c l e r i c a l o c c u p a t i o n s stu d ied , and f o r a m a j o r i t y o f the
p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u p a t i o n s in w h ic h c o m p a r i s o n s c o u l d b e m a d e ,
r e l a t i v e s a l a r y l e v e l s w e r e l o w e r in r e t a i l tr a d e and in f in a n c e , i n s u r a n c e , and
r e a l e s ta t e than in o th e r in d u s t r y d i v i s i o n s .
It is a p p a r e n t, t h e r e f o r e , that in
t h o s e o c c u p a t i o n s in w h ic h r e t a i l t r a d e and the fin a n c e i n d u s t r i e s a c c o u n t f o r a
s u b s ta n tia l p r o p o r t i o n o f the to ta l e m p l o y m e n t , the a v e r a g e s a l a r i e s f o r a ll i n ­
d u s t r i e s c o m b i n e d a r e l o w e r e d and the r e l a t i v e l e v e l s in i n d u s t r i e s s u c h a s m a n ­
u fa c t u r in g and p u b lic u t i l i t i e s ten d to b e w e l l a b o v e 100 p e r c e n t o f the a l l - i n d u s t r y
lev el.
F o r e x a m p le , r e l a t i v e p a y l e v e l s f o r f il e c l e r k s o f 111 p e r c e n t in m a n ­
u fa c t u r in g and 120 p e r c e n t in p u b l ic u t i li t ie s r e f l e c t the in f lu e n c e o f l o w e r s a l ­
a r i e s f o r the high p r o p o r t i o n (57 p e r c e n t ) o f a l l - i n d u s t r y e m p l o y m e n t a c c o u n t e d
f o r b y the f i n a n c e i n d u s t r i e s .
In f in a n c e i n d u s t r i e s , h o w e v e r , the r e l a t i v e l y
l o w e r s a l a r y l e v e l s w e r e o f f s e t to the ex ten t that a v e r a g e w e e k l y h o u r s in that
i n d u s t r y w e r e l o w e r than in the o th e r i n d u s t r i e s s u r v e y e d , a s sh ow n in ta b le 9.

Areas,

^ F o r an analysis of interarea pay differentials in clerical salaries, see W ages and R elated Benefits:
United States and R egional Summaries. 1964—65 (BLS Bulletin 1 4 3 0 -8 3 , 1966, Pt. II).




Metropolitan

17

The r e l a t i v e s a l a r y l e v e l s f o r m o s t o f the p r o f e s s i o n a l , a d m i n i s t r a t i v e ,
and t e c h n i c a l o c c u p a t i o n s t e n d e d to be n e a r e s t to 100 p e r c e n t o f the a l l - i n d u s t r y
l e v e l s in m a n u f a c t u r i n g i n d u s t r i e s , w h i c h a c c o u n t e d f o r a h igh p r o p o r t i o n o f the
to ta l e m p l o y m e n t in m o s t o f th e s e o c c u p a t i o n s .
R e la t i v e s a l a r y l e v e l s f o r a
m a j o r i t y o f the c l e r i c a l and s o m e o f the p r o f e s s i o n a l and a d m i n i s t r a t i v e o c c u ­
p a tio n s w e r e s l i g h t l y h ig h e r in p u b l ic u ti li t ie s than in m a n u f a c t u r i n g i n d u s t r i e s .
F o r e n g i n e e r s , h o w e v e r , r e l a t i v e s a l a r y l e v e l s in u t i li t ie s w e r e 97 p e r c e n t o f the
a l l - i n d u s t r y l e v e l , c o m p a r e d w ith 100 f o r m a n u f a c t u r i n g and 98 f o r the s e l e c t e d
serv ices.
A v e r a g e W e e k ly H ours
The len g th o f the w o r k w e e k , on w h i c h the r e g u l a r s t r a i g h t - t i m e s a l a r y
w a s b a s e d , w a s o b t a in e d f o r in d iv id u a l e m p l o y e e s in the o c c u p a t i o n s s tu d ied .
The d i s t r i b u t i o n o f a v e r a g e w e e k l y h o u r s ( r o u n d e d to the n e a r e s t h a lf h o u r ) is
p r e s e n t e d in ta ble 9 f o r a ll w o r k l e v e l s o f e a c h o c c u p a t i o n c o m b i n e d in m a j o r
ind u stry d iv ision s s u rv ey ed .
A v e r a g e w e e k l y h o u r s w e r e l o w e r in f in a n c e , i n ­
s u r a n c e , and r e a l e s ta t e than in the o t h e r i n d u s t r y d i v i s i o n s .
T h u s , in fin a n c e
i n d u s t r i e s , w o r k w e e k s a v e r a g e d 38 h o u r s f o r a m a j o r i t y o f the o c c u p a t i o n s , c o m ­
p a r e d to 39. 5 h o u r s in m a n u f a c t u r i n g and f r o m 39 to 39. 5 h o u r s in the r e m a i n in g
i n d u s t r i e s s u r v e y e d . 16

16
For additional information on scheduled w eekly hours of office workers em ployed in metropolitan areas,
W ages and R elated Benefits: Metropolitan Areas. United States and R egional Summaries, ibid.




see

18
Table 1. Average Salaries:

United States

(E m p lo y m e n t and a v e r a g e s a l a r ie s f o r s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s in
p r iv a te in d u s tr y , 1 U n ited S tates e x c e p t A la s k a and H a w a ii, F e b r u a r w -M a r c h 1966,
and p e r c e n t in c r e a s e in m e a n s a l a r ie s d u rin g the y e a r 4 )
M on th ly s a la r ie s 4

A n nual s a l a r i e s 4

N um ber
of
e m p lo y e e s 3

M ean

M e d ia n

I ------------------------------------I I _______________________
I I I ______________________
IV ----------------------------------V ________________________

4, 500
8 , 692
2 3 ,5 1 8
16 ,2 99
6 , 336

$548
609
694
843
1 , 028

$550
602
686
829
1 , 000

$504
550
625
760
915

$585
662
750
915
1, 133

$ 6 , 576
7, 308
8 , 328
10 ,116
1 2 ,3 3 6

$ 6 , 600
7, 224
8, 232
9, 948
1 2 ,0 0 0

I ------------------------------------------I I ___________________________
I I I __________________________
I V ------------------- -------------------

715
1, 879
3, 854
2, 557

534
645
742
933

525
632
721
911

458
573
656
816

600
702
810
1, 041

6,
7,
8,
11,

408
740
904
196

6,
7,
8,
10,

767
1, 851
735
424

900
1, 024
1 , 262
1, 473

900
1 , 000
1, 250
1, 500

800
916
1 , 100
1 ,3 3 2

975
1, 125
1 ,4 1 6
1, 627

1 0 ,8 0 0
1 2 , 288
15, 144
1 7 ,6 7 6

10,
12,
15,
18,

199
589
1, 241
1, 424
1, 131
620
401

639
760
915
171
394
729
153

606
750
875
1 , 166
1, 386
1 ,7 5 0
2 , 186

564
656
775
1, 025
1, 225
1, 500
1 ,7 9 1

1,
1,
1,
1,
2,

683
850
025
317
561
958
445

O c c u p a t io n and c l a s s
(S ee d e fin it io n s in a p p e n d ix C)

M id d le r a n g e 5
F ir s t
T h ir d
q u a r t ile q u a r t ile

M id d le r a n g e 5
M ean

M e d ia n

F ir s t
T h ir d
q u a rtile q u a rtile

P ercen t
in c r e a s e
in
m ean
s a la r ie s 6

A c c o u n ta n ts and a u d ito r s
A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A u d it o r s
A u d it o r s
A u d it o r s
A u d it o r s
C h ie f
C h ie f
C h ie f
C h ie f

a cc o u n ta n ts
a cc o u n ta n ts
a cc o u n ta n ts
a cc o u n ta n ts

I --------------------------I I _____ _________
I I I ________________
I V ________________

$ 6 ,0 4 8
6 , 600
7, 500
9 , 120
1 0 , 980

$7, 020
7, 944
9, 000
10 , 980
1 3 ,5 9 6

4.
5.
3.
3.
3.

300
584
652
932

5 ,4 9 6
6 , 876
7, 872
9 ,7 9 2

7, 200
8 ,4 2 4
9, 720
1 2 ,4 9 2

6. 8
4 .8
3. 3
3. 2

800
000
000
000

9 , 600
10 , 992
1 3 ,2 0 0
15, 984

1 1 ,7 0 0
1 3 ,5 0 0
1 6 ,9 9 2
1 9 ,5 2 4

2.
2.
3.
5.

5
8
5
4

7, 668
9 , 120
10 ,9 8 0
14, 052
16, 728
20, 748
25, 836

7, 272
9 , 000
10, 500
1 3 ,9 9 2
1 6 ,6 3 2
2 1 , 000
26, 232

6 , 768
7, 872
9, 300
1 2 ,3 0 0
1 4 ,7 0 0
1 8 ,0 0 0
2 1 ,4 9 2

8 , 196
10 ,2 0 0
1 2 , 300
15, 804
18, 732
23, 496
29, 340

4.
2.
5.
2.
3.
5.
4.

1
6
0
6
8
8
2

7, 044
9, 276
1 0 ,2 6 0
12, 840

8 , 592
10, 548
1 3 ,5 6 0
15, 600

2 .9
2 .9
4. 1
3. 7

7, 296
8 , 700
10 ,2 0 0
1 2 ,3 0 0

(7 )

4
1
4
8
5

A ttorn ey s
A tt o r n e y s
A tt o r n e y s
A tt o r n e y s
A ttorn ey s
A ttorn ey s
A ttorn ey s
A ttorn ey s

I __________________________
I I _________________________
I I I _________________________
IV __________________________
V __________________________
V I -------------------------------------V I I ________________________

1,
1,
1,
2,

O ffic e s e r v i c e s
M an agers,
M an agers,
M an agers,
M an agers,

o ffic e
o ffic e
o ffic e
o ffic 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 --------I I I _____
I V --------

392
664
355
71

663
825
990
1, 195

650
820
982
1 , 166

587
773
855
1, 070

716
879
1, 130
1, 300

7, 956
9, 900
1 1 ,8 8 0
14, 340

7, 800
9, 840
11, 784
1 3 ,9 9 2

I ______________________________
I I _____________________________
I I I _____________ __ _________
I V -------------------------------------------

1 , 801
7, 271
1 1 ,2 9 7
3, 971

554
660
771
938

550
650
763
91 6

483
585
680
833

608
725
850
1 ,0 2 5

6,
7,
9,
11,

648
920
252
256

6 , 600
7, 800
9, 156
10,992

427
837
1, 737
3, 399

487
552
588
580

460
558
580
552

417
491
534
522

573
623
625
617

5,
6,
7,
6,

844
624
056
960

5,
6,
6,
6,

132
308
747
546

590
646
786
945

587
630
790
937

548
550
700
838

668
733
870
1, 042

7,
7,
9,
11,

080
752
432
340

7,
7,
9,
11,

1 , 086
1, 839
1, 055
342

833
990
1 , 212
1, 517

800
982
1, 184
1 ,4 5 6

725
869
1 ,0 3 0
1, 250

900
1 , 082
1, 336
1 ,7 0 7

9, 996
1 1 ,8 8 0
14, 544
1 8 ,2 0 4

9 , 600
1 1 ,7 8 4
1 4 ,2 0 8
17, 472

8 , 700
1 0 ,4 2 8
1 2 ,3 6 0
15, 000

1 0 , 800
12, 984
1 6 ,0 3 2
20, 484

3 .9
5. 1
0
7. 4

2, 184
4, 930
9 ,9 9 5
11, 156
8 , 053
4, 073
1 , 621
450

592
657
759
954
145
328
575
942

600
650
7 50
940
132
311
541
937

550
600
688
847
1, 024
1 , 200
1 ,4 1 6
1 ,7 0 0

630
705
820
1 , 060
1 , 260
1 ,4 4 0
1 ,7 2 5
2 , 082

7, 104
7, 884
9, 108
11, 448
1 3 ,7 4 0
15, 936
18, 900
2 3 ,3 0 4

7, 200
7, 800
9 , 000
1 1 ,2 8 0
1 3 ,5 8 4
15, 732
18, 492
2 3 ,2 4 4

6 , 600
7, 200
8, 256
10, 164
1 2 , 288
1 4 ,4 0 0
16 ,99 2
2 0 ,4 0 0

7, 560
8 , 460
9, 840
12, 720
15, 120
1 7 ,2 8 0
20, 700
24, 984

8. 0
4 .4
3. 7
4. 5
5. 2
5. 1
5. 5
4 .9

B u yers
B u yers
B u yers
B u yers
B u ye r s

5,
7,
8,
9,

796
020
160
996

520
696
960
624

5,
5,
6,
6,

004
892
408
264

6,
7,
7,
7,

876
476
500
404

(7 )

044
560
480
244

6,
6,
8,
10,

576
600
400
056

8,
8,
10,
12,

016
796
440
504

6.
1.
6.
6.

7
7

(7 )

F r e ig h t r a te c le r k s
F r e ig h t
F r e ig h t
F r e ig h t
F r e ig h t

r a te
r a te
r a te
r a te

c le r k s
c le r k s
c le r k s
c le r k s

I _______________
I I ______________
I I I -------------------IV ______________

7

7
(7 )

P e rso n n e l m anagem ent
J ob
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 ________________________
I I ----------------------------------I I I ---------------------------------I V ________ ____________
p erson n el
p erson n el
personnel
person n el

I ___________
I I ---------------I I I --------------I V _________

7
1
1
3

C h e m is t s and e n g in e e r s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s

I -----------------------------------------I I ------------ _ ______ ______
I I I __________________________
I V --------------------------------------V __________________________
V I __________________________
V I I _________________________
V I I I _______ ______________

See fo o tn o te s at end o f ta b le




1,
1,
1,
1,

1,
1,
1,
1,

19

Table 1. Average Salaries:

United States— Continued

(E m p lo y m e n t and a v e r a g e s a l a r ie s f o r s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s in
p r iv a te in d u s tr y , 1 U nited S tates e x c e p t A la s k a and H aw a ii, F e b r u a r y —M a r c h 1966,
and p e r c e n t i n c r e a s e in m e a n s a la r ie s d u rin g the y e a r 2 )
M on th ly s a l a r i e s 4
O c c u p a t io n and c la s s
(S ee d e fin it io n s in a p p e n d ix C)

N um ber
of
e m p lo y e e s 3

A nnual s a l a r i e s 4

M id d le ra n g e 5
M ean

M e d ia n

9, 942
2 9 ,5 3 8
78, 411
1 0 4 ,7 2 5
6 4 ,6 3 2
3 3 ,5 8 2
1 1 ,4 1 8
3, 033

$647
708
815
982
1 , 149
1, 319
1, 556
1, 803

$650
700
810
972
1, 131
1, 320
1, 542
1, 759

$622
660
750
880
1, 015
1 , 160
1, 391
1 , 600

$675
750
87 5
1 , 068
1 , 260
1, 465
1, 695
1, 985

I ---------------I I _________
I I I ________
I V ________
V ----------------

4, 724
1 3 ,4 4 1
2 4 ,4 2 3
2 6 ,8 8 8
13, 739

425
500
582
659
745

420
495
580
656
738

388
456
529
610
683

462
535
628
702
800

5,
6,
6,
7,
8,

100
000
984
908
940

5,
5,
6,
7,
8,

D r a ft s m e n I
....... .
D r a ft s m e n I I --------------------------------------D r a ft s m e n I I I -------------------------------------D r a f t s m e n - t r a c e r s ----------------------------

22, 635
3 7 ,4 6 4
23, 187
6 , 230

462
581
688
368

452
57 5
677
361

400
516
610
322

520
641
755
404

5,
6,
8,
4,

549
973
261
411

5,
6,
8,
4,

7 4 ,3 5 5
52, 351
2 7 ,1 2 2
30, 677
9, 487
5 0 ,7 2 8
33, 303
2 9 ,5 1 1
80, 385
5 6 ,5 4 1
1 3 ,5 2 8
9, 846

357
474
266
301
377
336
391
294
364
421
347
406

348
465
260
289
369
325
387
282
356
417
343
404

300
404
235
260
320
285
343
254
311
370
295
358

400
53 6
285
330
422
37 5
439
322
409
47 0
400
451

4,
5,
3,
3,
4,
4,
4,
3,
4,
5,
4,
4,

F ir s t
T h ir d
q u a rtile q u a r t ile

M ean

M e d ia n

$ 7 ,7 6 4
8 , 496
9, 780
1 1 ,7 8 4
13, 788
15, 828
1 8 ,6 7 2
2 1 ,6 3 6

$ 7 ,8 0 0
8 , 400
9, 720
11, 664
13, 572
15, 840
1 8 ,5 0 4
2 1 ,1 0 8

P ercen t
in cre a s e
M id d le r a n g e 5
in
m ean
F ir s t
T h ir d
s a l a r ie s 6
q u a r t ile q u a r t ile

C h e m is t s and e n g in e e r s —
C on tin u ed
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s

I ___________________________
I I ----------------------------------------I I I --------------------------------------I V ------------- ;-------------------------V ----------------------------------------V I --------------------------------------V I I -------------------------------------V I I I ________________________

$ 7 ,4 6 4
7, 920
9 , 000
1 0 ,5 6 0
1 2 ,1 8 0
13, 920
1 6 , 692
1 9 ,2 0 0

$ 8 , 100
9 , 000
1 0 ,5 0 0
12 ,8 16
15, 120
1 7 ,5 8 0
20, 340
2 3 ,8 2 0

040
940
960
872
856

4, 656
5 ,4 7 2
6 , 348
7, 320
8 , 196

5, 544
6 , 420
7, 536
8 ,4 2 4
9 , 600

3.
2.
2.
3.
3.

423
899
122
328

4 ,7 9 9
6 , 194
7, 320
3, 858

6,
7,
9,
4,

239
696
058
849

1. 6
.7
2. 6
1 .7

281
685
189
610
529
033
691
522
365
051
163
876

4, 171
5, 579
3, 120
3, 474
4, 432
3 ,8 9 9
4, 640
3, 389
4, 271
5, 005
4, 115
4, 849

3, 598
4, 849
2, 819
3, 120
3, 839
3, 419
4, 115
3, 045
3 ,7 3 3
4 ,4 3 9
3, 539
4, 302

4 ,7 9 9
6 , 430
3, 419
3 ,9 5 9
5, 068
4 ,4 9 9
5, 264
3, 858
4, 907
5, 642
4, 799
5 ,4 1 8

2 .9
3. 1
2. 6
3. 1
3. 1
3. 8
3 .7
2. 8
2. 6
3. 2
2. 7
3. 3

4, 677

3. 5

3. 5
2. 6
3. 5
3 .8
4. 1
3 .4
3. 7
2. 4

E n g in e e r in g t e c h n ic ia n s
E n g in e e r in g
E n g in e e r in g
E n g in e e r in g
E n g in e e r in g
E n g in e e r in g

t e c h n ic ia n s
t e c h n ic ia n s
t e c h n ic ia n s
t e c h n ic ia n s
t e c h n ic ia n s

6
0
3
1
0

D r a ft s m e n

C le r ica l
C l e r k s , a c c o u n tin g I ------------------------C l e r k s , a c c o u n tin g I I -----------------------C l e r k s , f ile I _________________________
C l e r k s , f il e I I ________________________
C l e r k s , f ile H I _______________________
K ey p u n ch o p e r a t o r s I -----------------------K ey p u n ch o p e r a t o r s I I _______________
O ffic e b o y s o r g i r l s _________ ________
S t e n o g r a p h e r s , g e n e r a l -------------------S t e n o g r a p h e r s , s e n i o r _______________
S w itc h b o a rd o p e r a t o r s I ------------------S w itc h b o a rd o p e r a t o r s I I ___________
T a b u la tin g - m a c h in e
o p e r a t o r s I --------------------------------------T a b u la t in g -m a c h in e
o p e r a t o r s I I -------------------------------------T a b u la tin g - m a c hine
o p e r a t o r s I I I ------------------------------------T y p is t s I ---------------------------------------------T y p is t s I I ---------------------------------------------

9 , 010

350

340

300

390

4, 200

4, 079

3, 599

18, 062

432

426

376

480

5, 178

5, 110

4, 510

5, 756

3. 2

8 , 966
88, 720
45, 836

522
306
365

519
300
357

464
265
320

57 5
336
400

6 , 266
3, 678
4, 376

6 , 226
3, 599
4, 283

5, 567
3, 181
3, 839

6 ,8 9 9
4, 035
4, 799

3. 1
2. 9
2. 2

1 F o r s c o p e o f stu dy, s e e ta b le in a p p e n d ix A .
2 F o r lim it a t io n s o f p e r c e n t i n c r e a s e in a v e r a g e s a l a r ie s as a m e a s u r e o f ch a n g e in s a la r y s c a l e s , s e e p. 5 o f te x t.
3 O c c u p a tio n a l e m p lo y m e n t e s t im a t e s r e la t e to the to ta l in a ll e s t a b lis h m e n t s w ith in s c o p e o f the s u r v e y and not to the
n u m b er a c t u a lly s u r v e y e d .
F o r fu r th e r e x p la n a tio n , s e e p. 37 o f a p p e n d ix A .
4 S a la r ie s r e p o r t e d r e la te to the s ta n d a r d s a l a r ie s that w e r e pa id f o r s ta n d a r d w o r k s c h e d u le s ; i . e . , 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 c lu d in g o v e r t im e h o u r s .
N o n p r o d u c t io n b o n u s e s a r e e x c lu d e d ,
but c o s t - o f - l i v i n g b o n u s e s and in c e n t iv e e a r n in g s a r e in c lu d e d .
5 T h e m id d le r a n g e (in t e r q u a r t ile ) u s e d h e r e is the c e n t r a l p a rt o f the a r r a y e x c lu d in g the u p p e r and l o w e r fo u r th s o f
the e m p lo y e e d is t r ib u t io n .
6 F o r y e a r - t o - y e a r c o m p a r is o n s , a v e r a g e s a l a r ie s f o r 1966 w e r e a d ju s te d b y e x c lu d in g data f o r e s t a b lis h m e n t s e m p lo y in g
f e w e r than 250 w o r k e r s to c o r r e s p o n d as to s c o p e o f s u r v e y w ith the 1965 s u r v e y .
7 N ot s u r v e y e d b e f o r e 1966.
235-555 0

-

66-4




20

Table 2.

Average Salaries:

Metropolitan Areas

(E m p lo y m e n t and a v e r a g e s a l a r ie s f o r s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s
in p r iv a t e in d u s t r y , m e t r o p o lit a n a r e a s , 1 F e b r u a r y —M a r c h 1966)
M on th ly s a l a r ie s 3
O c c u p a t io n and c la s s
(S ee d e fin it io n s in a p p e n d ix C)

N um ber
of
e m p lo y e e s 2

A n n u al s a l a r ie s 3

M id d le r a n g e 4
M ean

M ed ia n

F ir s t
q u a r t ile

T h ir d
q u a r t ile

M id d le r a n g e 4
M ean

M e d ia n

F ir s t
q u a r t ile

T h ir d
q u a r t ile

A c c o u n ta n ts and a u d ito r s
I__________________________
II______________________ _
III________________________
IV ________________________
V _________________________

4 , 135
7, 969
20 ,7 4 9
1 4 ,4 6 5
5, 715

$550
611
698
847
1 ,0 3 1

$550
608
691
833
1,001

$508
550
630
765
915

$586
666
750
917
1, 134

$ 6 ,6 0 0
7, 332
8 , 376
1 0 ,1 6 4
1 2 ,3 7 2

$ 6 ,6 0 0
7 ,2 9 6
8 , 292
9 ,9 9 6
12,0 12

$ 6 ,0 9 6
6 , 600
7, 560
9 , 180
1 0 ,9 8 0

$ 7 ,0 3 2
7 ,9 9 2
9 ,0 0 0
1 1 ,0 0 4
13,6 08

I ________________ ___________
I I ____________________________
I I I ___________________________
I V ------------------------------------------

697
1, 793
3 ,6 2 5
2 ,4 4 5

534
647
745
937

525
638
720
915

458
574
659
816

600
709
820
1 ,0 4 2

6 ,4 0 8
7, 764
8 ,9 4 0
11, 244

6 , 300
7 ,6 5 6
8 ,6 4 0
1 0 ,9 8 0

5 ,4 9 6
6 , 888
7 ,9 0 8
9, 792

7, 200
8 , 508
9 ,8 4 0
1 2 ,5 0 4

604
1 ,4 7 4
626
402

902
1 ,0 3 6
1 , 281
1 ,4 7 4

900
1 ,0 0 8
1, 275
1 ,4 9 9

800
916
1, 136
1, 332

975
1, 132
1 ,4 1 6
1 ,6 5 0

1 0 ,8 2 4
1 2 ,4 3 2
1 5 ,3 7 2
1 7 ,6 8 8

1 0 ,8 0 0
1 2 ,0 9 6
1 5 ,3 0 0
1 7 ,9 8 8

9, 600
1 0 ,9 9 2
1 3 ,6 3 2
1 5 ,9 8 4

1 1 ,7 0 0
1 3 ,5 8 4
1 6 ,9 9 2
1 9 ,8 00

196
581
1 ,2 1 5
1 ,3 7 5
1, 104
612
400

637
760
917
176
394
733
152

606
750
875
1, 175
1, 386
1 ,7 4 9
2 , 179

563
656
779
1 , 028
1 ,2 2 5
1 ,5 0 0
1 ,7 9 1

682
850
1 , 028
1 ,3 2 9
1 ,5 6 1
1 ,9 8 1
2, 445

7 ,6 4 4
9 , 120
1 1 ,0 0 4
1 4 ,1 1 2
1 6 ,7 2 8
20 ,7 9 6
2 5 ,8 2 4

7, 272
9, 000
1 0 ,5 0 0
1 4 ,1 0 0
1 6 ,6 3 2
2 0 ,9 8 8
2 6 ,1 4 8

6 ,7 5 6
7 ,8 7 2
9 ,3 4 8
1 2 ,3 3 6
14, 700
1 8 ,0 0 0
2 1 ,4 9 2

8 , 184
10 ,2 0 0
1 2 ,3 3 6
1 5 ,9 4 8
1 8 ,7 3 2
23, 772
2 9 ,3 4 0

A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A u d it o r s
A u d it o r s
A u d it o r s
A u d it o r s
C h ie f
C h ie f
C h ie f
C h ie f

a c c o u n ta n ts
a c c o u n ta n ts
a c c o u n ta n ts
a c c o u n ta n ts

I __________________
I I _________________
I I I _________________
I V _________________

A ttorn ey s
A ttorn ey s
A ttorn ey s
A ttorn ey s
A ttorn ey s
A ttorn ey s
A ttorn ey s
A tt o r n e y s

I____________________________
II___________________________
III----------------------------------------IV ----------------------------------------V ___________________________
V I__________________________
V II---------------------------------------

1,
1,
1,
2,

O ff ic e s e r v i c e s
I _______
II
_ __
I I I --------I V ---------

339
582
348
69

668
827
990
1 , 200

658
820
981
1 , 166

599
775
858
1, 070

716
879
1, 130
1, 300

8 , 016
9 ,9 2 4
1 1 ,8 8 0
1 4 ,4 0 0

7, 896
9, 840
11, 772
1 3 ,9 9 2

7, 188
9, 300
10,296
1 2 ,8 4 0

8 ,5 9 2
1 0 ,5 4 8
1 3 ,5 6 0
1 5 ,6 0 0

I _______________________________
I I ______________________________
I I I --------------------------------------------I V ---------------------------------------------

1 ,6 0 5
6 , 090
9 ,4 2 9
3 ,6 0 0

560
667
777
942

551
655
770
925

495
590
687
835

615
735
851
1 ,0 3 0

6 , 720
8 ,0 0 4
9, 324
1 1 ,3 0 4

6 ,6 1 2
7, 860
9, 240
11 ,10 0

5 ,9 4 0
7, 080
8 , 244
10 ,0 20

7, 380
8 ,8 2 0
10 ,212
1 2 ,3 6 0

353
701
1 ,5 4 5
3, 283

497
552
590
581

476
559
580
552

425
491
538
525

577
615
625
623

5 ,9 6 4
6 ,6 2 4
7, 080
6 , 972

5 ,7 1 2
6 ,7 0 8
6 ,9 6 0
6 , 624

5, 100
5, 892
6 ,4 5 6
6 , 300

6 ,9 2 4
7, 380
7, 500
7 ,4 7 6

129
295
665
502

591
647
791
943

585
645
790
935

550
548
700
834

675
740
870
1 ,0 4 3

7 ,0 9 2
7 ,7 6 4
9 ,4 9 2
1 1 ,3 1 6

7, 020
7, 740
9 ,4 8 0
11,2 2 0

6, 6 0 0
6 , 576
8 , 400
1 0 ,0 0 8

8 , 100
8 , 880
10, 440
1 2 ,5 1 6

724
1 ,4 9 1
869
301

856
1,002
1 , 221
1, 527

830
990
1, 199
1 ,4 9 9

749
900
1, 030
1 ,2 4 9

949
1 , 086
1, 374
1 ,7 0 7

1 0 ,2 7 2
1 2 ,0 2 4
1 4 ,6 5 2
1 8 ,3 2 4

9 ,9 6 0
1 1 , 880
1 4 ,3 8 8
1 7 ,9 8 8

8 , 988
1 0 ,8 0 0
1 2 ,3 6 0
1 4 ,9 8 8

1 1 ,3 8 8
1 3 ,0 3 2
1 6 ,4 8 8
2 0 ,4 8 4

1 ,8 0 6
4 , 241
8 , 120
9 ,5 9 8
6 ,7 1 6
3 ,5 5 5
1 ,3 8 7
417

595
659
768
961
1, 155
1, 336
1 ,5 8 9
1 ,9 4 5

600
650
755
952
1, 149
1, 325
1 ,5 5 0
1 ,9 4 0

550
599
695
850
1, 041
1 ,2 0 3
1 ,4 2 5
1, 700

633
710
830
1, 065
1, 275
1 ,4 5 0
1, 742
2, 084

7, 140
7 ,9 0 8
9 , 216
11, 532
1 3 ,8 6 0
1 6 ,0 3 2
1 9 ,0 6 8
2 3 ,3 4 0

7, 200
7 ,8 0 0
9 ,0 6 0
1 1 ,4 2 4
1 3 ,7 8 8
1 5 ,9 0 0
1 8 ,6 0 0
23, 280

6 , 600
7, 188
8 , 340
10 ,2 0 0
1 2 ,4 9 2
1 4 ,4 3 6
1 7 ,1 0 0
2 0 ,4 0 0

7, 596
8 ,5 2 0
9 ,9 6 0
1 2 ,7 8 0
1 5 ,3 0 0
1 7 ,4 0 0
2 0 ,9 0 4
2 5 ,0 0 8

M an agers,
M an agers,
M an agers,
M anagers,

o ffic e
o ffic e
o ffic e
o ffic 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

B u yers
B u yers
B u yers
B u yers
B u yers

F r e ig h t r a t e c le r k s
F r e ig h t
F r e ig h t
F r e ig h t
F r e ig h t

ra te
ra te
ra te
ra te

c le r k s
c le r k s
c le r k s
c le r k s

I________________
II-----------------------III----------------------IV _______________

P e rso 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 to r s
D ir e c t o r s
D ir e c to r s
D ir e c to r s

of
of
of
of

I _________________________
I I ________________________
I I I ----------------------------------I V _______________________
p erson n el
person n el
p erson n el
person n el

I ------------------I I ----------------I I I ---------------I V ----------------

C h e m is t s and e n g in e e r s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s

I ____________________________
I I ___________ ______________
I I I __________________________
I V ----------------------------------------V ___________________________
V I ----------------------------------------V I I --------------------------------------V I I I _________________________

S ee fo o tn o te s




at end o f ta b le .

21
Table 2.

Average Salaries: Metropolitan Areas— Continued

( E m p lo y m e n t and a v e r a g e s a l a r ie s f o r s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s
in p r iv a t e in d u s t r y , m e t r o p o lit a n a r e a s , 1 F e b r u a r y —M a r c h 1966)
M on th ly s a l a r ie s 3
O c c u p a t io n and c la s s
(S e e d e fin it io n s ' in a p p e n d ix C)

of
e m p lo y e e s 2

A n n u al s a l a r ie s 3

M id d le r a n g e 4
M ean

M ed ia n

F ir s t
q u a r t ile

T h ir d
q u a r t ile

M id d le r a n g e 4
M ean

M ed ian

F ir s t
q u a r t ile

T h ir d
q u a r t ile

$ 7 , 464
7 ,9 3 2
9, 000
1 0 , 620
1 2 ,2 4 0
1 3 ,9 6 8
1 6 ,8 0 0
19 ,2 0 0

$ 8 , 100
9, 000
1 0 ,5 6 0
1 2 ,9 0 0
1 5 ,2 1 6
1 7 ,6 1 6
2 0 ,4 0 0
2 3 ,7 0 0

C h e m is t s and e n g in e e r s —
C on tin u ed

E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s

I ___________________________
I I ----------------------------------------I I I __________________________
I V __________________________
V __________________________
V I --------------------------------------V I I _____________ ___________
V I I I _ _____________________

8 , 858
2 6 ,6 5 6
6 9 ,8 6 7
9 5 ,6 8 8
5 8 ,1 6 8
3 0 ,6 0 8
1 0 ,1 7 2
2 ,8 6 4

$646
710
819
987
1, 156
1, 323
1, 562
1, 799

$646
703
814
975
1, 140
1, 325
1 ,5 5 0
1, 755

$622
661
750
885
1 , 020
1, 164
1 ,4 0 0
1, 6 0 0

$675
750
880
1 ,0 7 5
1 , 268
1 ,4 6 8
1, 700
1 ,9 7 5

4 , 029
1 1 ,4 2 5
2 1 ,1 5 9
2 4 ,4 3 4
1 2 ,6 6 0

428
501
584
661
746

425
498
582
656
738

390
456
530
612
683

468
538
630
702
801

5,
6,
7,
7,
8,

136
012
008
932
952

5,
5,
6,
7,
8,

100
976
984
872
856

4, 680
5 ,4 7 2
6 , 360
7, 344
8 , 196

5, 616
6 , 456
7, 560
8 ,4 2 4
9 , 612

1 9 ,9 2 7
3 3 ,5 2 3
2 1 ,2 4 2
5, 588

469
588
695
371

459
582
685
365

404
521
619
325

521
650
765
408

5 ,6 2 2
7, 052
8 , 341
4 ,4 5 4

5,
6,
8,
4,

507
987
218
380

4 , 847
6 , 257
7 ,4 2 6
3, 899

6 , 257
7 ,7 9 9
9, 177
4 ,9 0 1

6 7 ,8 4 7
4 6 ,7 9 3
2 4 ,6 4 3
2 9 ,0 2 2
9, 037
4 5 ,7 7 9
3 0 ,1 9 0
28 ,116
7 3 ,5 6 5
5 1 ,7 4 7
12, 517
9, 150

360
477
267
302
378
340
395
294
366
423
350
409

348
468
260
290
369
326
390
282
360
420
347
407

300
408
238
261
320
287
348
255
315
374
297
364

402
539
287
330
425
380
441
322
413
474
402
454

4 , 317
5 ,7 2 2
3, 209
3, 624
4 , 540
4, 077
4 , 738
3, 526
4 , 397
5, 077
4, 194
4 ,9 0 4

4 , 171
5 ,6 2 2
3, 123
3 ,4 7 9
4 ,4 3 2
3 ,9 1 1
4, 679
3, 389
4 , 319
5, 039
4 , 161
4, 883

3 ,5 9 9
4 ,9 0 1
2 ,8 5 7
3, 128
3 ,8 3 9
3, 450
4, 171
3, 055
3, 779
4 , 484
3, 566
4, 367

4 ,8 2 4
6 ,4 7 3
3 ,4 4 1
3, 963
5, 105
4, 559
5, 297
3, 858
4 ,9 5 3
5, 684
4, 823
5 ,4 5 3
4 ,6 9 3

$ 7 ,7 5 2
8 , 520
9, 828
1 1 ,8 4 4
1 3 ,8 7 2
1 5 ,8 7 6
1 8 ,7 4 4
2 1 , 588

$ 7 ,7 5 2
8 ,4 3 6
9, 768
11, 700
1 3 ,6 8 0
1 5 ,9 0 0
1 8 ,6 0 0
21,0 60

E n g in e e rin g t e c h n ic ia n s

E n g in e e rin g
E n g in e e rin g
E n g in e e rin g
E n g in e e rin g
E n g in e e rin g

t e c h n ic ia n s
t e c h n ic ia n s
t e c h n ic ia n s
t e c h n ic ia n s
t e c h n ic ia n s

I
________
II__________
III_________
IV _________
V __________

D r a ft s m e n
D r a ft s m e n I___________________________
D r a ft s m e n II__________________________
D r a ft s m e n III_________________________
D r a f t s m e n - t r a c e r s __________________

C le r ic a l
C l e r k s , a c c o u n tin g I ________________
C l e r k s , a c c o u n tin g I I -----------------------C l e r k s , f i l e I_________________________
C l e r k s , f i l e II_________________________
C l e r k s , f i l e III________________________
K eyp u n ch o p e r a t o r s I ________________
K eyp u n ch o p e r a t o r s I I _______________
O ff ic e b o y s o r g i r l s _________________
S t e n o g r a p h e r s , g e n e r a l -------------------S t e n o g r a p h e r s , s e n i o r _______________
S w itc h b o a rd o p e r a t o r s I_____________
S w itc h b o a rd o p e r a t o r s II____________
T a b u la tin g -m a c h in e
o p e r a t o r s I__________________________
T a bu latin g - m a c h in e
o p e r a t o r s II_________________________
T a b u la tin g -m a c h in e
o p e r a t o r s III_________________________
T y p is t s I-----------------------------------------------T y p is t s II______________________________

8 , 191

352

343

300

391

4 , 221

4, 119

3, 598

1 6 ,6 1 3

433

426

378

480

5, 192

5, 112

4 , 536

5, 761

8 , 374
8 1 ,4 2 8
4 2 ,7 0 5

523
307
366

520
300
360

465
265
322

576
338
402

6 , 276
3, 690
4, 396

6 , 239
3 ,5 9 9
4, 319

5, 579
3, 184
3, 858

6 , 909
4, 056
4, 823

1 F o r s c o p e o f stu d y , s e e ta b le in a p p e n d ix A.
2 O c c u p a t io n a l e m p lo y m e n t e s t im a t e s r e la t e to the t o ta l in a ll e s t a b lis h m e n t s w ith in s c o p e o f the s u r v e y and n o t to the
n u m b e r a c t u a lly s u r v e y e d .
F o r fu r th e r e x p la n a tio n , s e e p. 37 o f a p p e n d ix A.
3 S a la r ie s r e p o r t e d r e la t e to the s ta n d a r d s a l a r ie s that w e r e pa id f o r sta n d a rd w o r k s c h e d u le s ; i . e . , 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 c lu d in g o v e r t im e h o u r s . N o n p r o d u c t io n b o n u s e s a r e e x c lu d e d ,
but c o s t - o f - l i v i n g b o n u s e s and in c e n t iv e e a r n in g s a r e in c lu d e d .
4 T h e m id d le r a n g e (in t e r q u a r t ile ) u s e d h e r e is th e c e n t r a l p a r t o f the a r r a y e x c lu d in g th e u p p e r and lo w e r fo u r th s o f
the e m p lo y e e d is t r ib u t io n .




22
Table 3.

Average Salaries:

Establishments Employing 2,500 or More

(E m p lo y m e n t and a v e r a g e s a l a r ie s f o r s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s
in p r iv a t e i n d u s t r y 1 in e s t a b lis h m e n t s e m p lo y in g 2, 500 w o r k e r s o r m o r e , 2 U nited States e x c e p t
A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966, p e r c e n t i n c r e a s e in m e a n s a l a r ie s d u rin g
the y e a r , 3 and c o m p a r is o n w ith le v e ls in a ll e s t a b lis h m e n t s c o m b in e d )
M o n th ly s a l a r i e s 5
O cc u p a tio n and c la s s
(S ee d e fin itio n s in a p p e n d ix C)

N um ber
of
e m p lo y e e s 4

M id d le ra n g e 6
M ean

M e d ia n

F ir s t
q u a rtile

T h ir d
q u a r t ile

P e r c e n t L e v e l s in la r g e e s t a b lis h m e n t s
in c r e a s e e x p r e s s e d as p e r c e n t o f th o s e
in
in a ll e s t a b lis h m e n t s c o m b in e d
m ean
M ean
s a la r ie s
E m p lo y m e n t
s a l a r ie s

A c c o u n ta n ts and a u d ito r s
1 ,6 9 9
3, 578
7 ,7 6 7
4 ,8 7 8
2 ,4 1 6

$564
645
725
858
1 ,0 1 6

$ 56 5
634
712
844
992

$521
585
660
778
900

$ 59 5
700
774
920
1, 115

1.3
5.4
3.1
2.9
3.4

38
41
33
30
38

103
106
104
102
99

765
1 ,4 7 9
1 ,0 9 2

662
772
920

658
750
908

584
682
819

740
851
1,002

3.9
3.1
3.3

41
38
43

103
104
99

175
98

1 ,3 5 8
1 ,4 8 0

1 ,3 9 1
1 ,4 7 7

1 , 181
1 ,2 8 9

1 ,4 8 5
1,662

3.5
5.9

24
23

108
100

206
350
381
392
223
174

819
992
1, 233
1 ,4 3 0
1 ,7 8 6
2,096

803
999
1 , 200
1 ,4 5 4
1 ,8 1 1
2 ,0 8 2

724
855
1 ,0 8 5
1, 269
1 ,5 7 2
1 ,8 3 2

875
1, 083
1 ,3 7 4
1, 582
2, 032
2 ,3 5 3

4.1
3.0
4 .4
3.9
3.7
4.7

35
28
27
35
36
43

108
108
105
103
103
97

168

980

975

862

1 , 118

2.7

47

99

421
2, 377
4 ,3 8 2
2, 140

615
696
801
945

596
692
799
934

524
621
715
850

692
758
884
1 ,0 2 5

(7 )
(7 )
( )
(7 )

23
33
39
54

111
105
104
101

287
560
1, 697

569
604
606

562
603
585

511
550
531

615
645
679

(7 )
(7 )
(7 )

34
32
50

103
103
104

J o b a n a ly s ts I I ______________________
Job a n a ly s ts I I I ________ _____________
J o b a n a ly s ts I V __________ _ ______

197
521
425

695
800
936

69 3
79 5
930

611
709
834

773
882
1, 040

3.7
4.7
5.2

64
70
78

108
102
99

D ir e c t o r s of p e r s o n n e l I I I __________
D ir e c t o r s o f p e r s o n n e l I V __________

177
108

1 ,4 4 9
1 , 621

1, 500
1, 6 0 0

1 ,2 0 7
1 ,3 7 5

1,666
1 ,8 4 7

8.8
3.3

17
32

120
107

A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts
A c c o u n ta n ts

I ______ __________
_ _
I I _________________________
I II______________________
I V ________________________
V _________________________

A u d it o r s I I ____________________________
A u d it o r s I I I ___________________________
A u d it o r s IV_______________ _________
C h ie f a cc o u n ta n ts III __ ___
C h ief a c c o u n ta n ts IV

____

/

A tto rn e y s
A tto rn e y s
A ttorn ey s
A ttorn ey s
A ttorn ey s
A ttorn ey s
A ttorn ey s

I I ________ _____
_____
I II___________ _________
I V _____ ___ __
____
__
V_
_ _
V I ___ __
V I I __________________________
O ffic e s e r v i c e s

M a n a g e r s , o f f i c e s e r v i c e s I I I ______
B u yers
B u yers
B u yers
B u yers
B u yers

I ___
_ __ ____________
II
_____________ _
I I I __________________ ____ _ _
IV --------------------------------------------F r e ig h t ra te c le r k s

F r e ig h t r a te c le r k s I I ________________
F r e ig h t r a te c le r k s III_____________
F r e ig h t r a te c le r k s I V _______________
P e rso n n e l m anagem ent

C h e m is t s and e n g in e e r s
C h e m is t s
C h e m is ts
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s
C h e m is t s

I ____________________________
II _
I I I __________________________
I V __________________ ______
V
VI __ ________
__ _ _
VII _ _ ______
V I I I _________________________

593
1, 760
3 ,4 6 2
3 ,6 9 8
2 ,9 3 6
1 ,4 6 0
605
194

626
706
804
990
1 , 181
1, 344
1, 586
1 ,9 3 7

618
695
794
990
1, 172
1, 320
1, 567
1 ,9 1 7

575
645
725
880
1 ,0 6 0
1 , 200
1 ,4 4 5
1,688

670
762
882
1, 090
1, 300
1 ,4 7 4
1 ,7 0 0
2 , 160

4 .2
5.4
4.1
5.1
7.7
5.2
2.3
2.6

27
36
35
33
36
36
37
43

106
107
106
104
103
101
101
100

E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s
E n g in e e r s

I
___
II ___________________
III
I V __________________________
V_____ __________ ___ _
V I ____ ___
__
__ __
V I I _________________________
V I I I ____________ _______

5, 616
1 8 ,3 9 5
4 7 ,3 6 2
65, 390
37, 891
2 0 ,8 9 0
6 ,8 8 2
1, 748

661
714
834
1, 003
1, 169
1 ,3 4 2
1, 590
1 ,8 3 7

656
707
830
999
165
346
585
781

630
666
769
900
1, 049
1, 190
1 ,4 3 0
1 ,6 2 5

690
750
895
1 ,0 8 6
1 , 280
1 ,4 8 6
1, 730
2, 016

3.6
2.7
3.6
3.0
3.2
3.1
2.1
1. 2

56
62
60
62
59
62
60
58

102
101
102
102
102
102
102
102

2 ,4 3 9
6 , 723
1 3 ,6 2 0
16, 799
1 0 ,4 9 3

429
506
593
664
740

425
499
590
660
738

390
459
543
618
686

464
542
645
703
795

3.1
1. 2
1.9
2.6
2.6

52
50
56
62
76

101
101
102
101
99

1,
1,
1,
1,

E n g in e e r in g t e c h n ic ia n s
E n g in e e r in g
E n g in e e r in g
E n g in e e r in g
E n g in e e r in g
E n g in e e r in g

t e c h n ic ia n s
t e c h n ic ia n s
t e c h n ic ia n s
te c h n ic ia n s
t e c h n ic ia n s

I ___________
I I __________
I II________
I V ________
V __________

S ee f o o tn o te s at end o f t a b le .




23
Table 3. Average Salaries: Establishments Employing 2,500 or More— Continued
(E m p lo y m e n t and a v e r a g e s a l a r ie s f o r s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s
in p r iv a t e i n d u s t r y 1 in e s t a b lis h m e n t s e m p lo y in g 2, 500 w o r k e r s o r m o r e , 2 U nited S ta te s e x c e p t
A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966, p e r c e n t i n c r e a s e in m e a n s a l a r ie s d u rin g
the y e a r , 3 and c o m p a r is o n w ith l e v e ls in a ll e s t a b lis h m e n t s c o m b in e d )
M o n th ly s a l a r i e s 5
O cc u p a tio n and c la s s
(S ee d e fin it io n s in a p p e n d ix C)

N um ber
of
e m p lo y e e s 4

M id d le r a n g e 67
M ean

M e d ia n

F ir s t
q u a rtile

T h ir d
q u a r t ile

P ercen t
in cre a s e
in
m ean
s a l a r ie s

L e v e ls in la r g e e s t a b lis h m e n t s
e x p r e s s e d as p e r c e n t o f th o s e
in a ll e s t a b lis h m e n t s c o m b in e d
E m p lo y m e n t

M ean
s a la r ie s

D r a ft s m e n
D r a ft s m e n I ______________________ __
D r a ft s m e n I I __________________________
D r a ft s m e n I II_________________________
D r a f t s m e n - t r a c e r s __________________

7, 219
1 3 ,2 1 3
1 0 ,4 7 4
2, 130

$49 9
602
717
392

$49 6
601
700
387

$429
539
627
339

$ 55 5
660
796
451

1.0
- .5
3.6
.3

32
35
45
34

108
104
104
107

1 5 ,0 2 6
1 1 ,0 8 5
4 , 085
5, 897
2, 718
1 3 ,3 5 2
10 , 692
7 ,4 8 7
24, 742
2 1 ,4 5 0
2, 840
3, 236

389
522
302
348
428
378
423
320
393
449
379
438

384
516
290
339
417
369
424
302
389
453
382
440

326
439
261
298
369
319
371
274
343
405
322
389

441
593
326
393
478
438
472
352
443
495
435
490

2.6
3.0
3.1
3.0
4 .6
5.6
4 .2
2.6
2.3
3.2
2.7
3.1

20
21
15
19
29
26
32
25
31
38
21
33

109
110
114
116
114
113
108
109
108
107
109
108

2 ,5 8 5

377

369

324

424

4 .4

29

108

6 , 360

444

441

387

498

3.0

35

103

3, 348
1 8 ,7 8 4
15, 338

549
341
390

549
327
383

493
29 5
339

605
375
439

3.8
2.7
2.1

37
21
33

105
111
107

C le r ica l
C l e r k s , a c c o u n tin g I ________________
C le r k s , a c c o u n tin g II _
C l e r k s , f il e I _____ _____ _____ ___
C le r k s , f il e I I .....................................
C le r k s , f il e III___ _
K eyp u n ch o p e r a t o r s I ___
K eyp u n ch o p e r a t o r s II __ ___
O ff ic e b o y s o r g i r l s _________________
S t e n o g r a p h e r s , g e n e r a l ____________
S t e n o g r a p h e r s , s e n io r _ _
S w itc h b o a rd o p e r a t o r s I_ _ _
S w itc h b o a r d o p e r a t o r s I I ___
T a b u la t in g -m a c h in e
o p e r a t o r s I _____________ ________
T a b u la tin g -m a c h in e
o p e r a t o r s II _
T a b u la tin g -m a c h in e
o p e r a t o r s III________________
T y p is t s T
_
---------T y p is t s I I ______________ _______ __

1 F o r s c o p e o f s tu d y, s e e ta b le in a p p e n d ix A .
2 F o r lim it a t io n s o f p e r c e n t i n c r e a s e in a v e r a g e s a l a r ie s as a m e a s u r e o f ch a n ge in s a l a r y s c a l e s , s e e p. 5 o f te xt.
3 In c lu d e s data f o r a fe w e s t a b lis h m e n t s w ith l e s s than 2, 500 e m p lo y e e s o f 5 o f the la r g e s t c o m p a n ie s stu d ie d that p r o ­
v id e d co m p a n y w id e data u n id e n tifie d b y s iz e o f e s t a b lis h m e n t .
T h is a p p lie s o n ly to data f o r o c c u p a t io n s o th e r than d r a ftin g
and c l e r i c a l .
4 O c c u p a tio n a l e m p lo y m e n t e s t im a t e s r e la te to the to ta l in a ll e s t a b lis h m e n t s w ith in s c o p e o f the stu d y and not to the
n u m b e r a c t u a lly s u r v e y e d .
F o r fu r th e r e x p la n a tio n , s e e p. 37 o f a p p e n d ix A .
5 S a la r ie s r e p o r t e d r e la t e to the s ta n d a rd s a l a 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 . , the s t r a ig h t - t im e
s a l a 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 c lu d in g o v e r t im e h o u r s . N o n p r o d u c t io n b o n u s e s a r e e x c lu d e d ,
but c o s t - o f - l i v i n g and in c e n t iy e e a r n in g s a r e in c lu d e d .
6 T h e m id d le ra n g e (in t e r q u a r t ile ) u s e d h e r e is the c e n t r a l p a r t o f the a r r a y e x c lu d in g the u p p e r and lo w e r fo u r th s o f
the e m p lo y e e d is t r ib u t io n .
7 N ot s u r v e y e d b e f o r e 1966.




24
Table 4.

Employment Distribution by Salary:

Professional and Administrative Occupations

( P e r c e n t d is t r ib u t io n o f e m p lo y e e s 1 in s e l e c t e d 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 t io n s , 2 b y a v e r a g e
m o n th ly s a l a r ie s , U nited States e x c e p t A la s k a and H aw a ii, F e b ru a r y ^ -M a r c h 1966)
A c c o u n ta n ts

A u d it o r s

C h ie f a cc o u n ta n ts

A v e r a g e m o n th ly s a l a r ie s
I

U nder $ 4 0 0 ___ ___________________

II

_

1 .9
2. 2
4. 7
9. 0

( 0 . 6)
1.2
3 .6
2. 3

_
( 0 .5 )

2
5
5
9

7. 1
9 .0
1 1 .9
10. 3

1.6
2. 0
3 .4
5. 5

2
7
0
1

12. 3
9 .8
10. 2
5. 7

9 .5
9. 3
12. 3
10. 1

1. 1
1.2

5 .9
2. 8
2. 8
2. 1

10.
9.
8.
4.

4. 3
5. 4
11. 0
8. 0

and
and
and
and

under
under
u nder
under

$
$
$
$

4 2 5 ------------------4 5 0 ------------------4 7 5 ------------------500-------------------

$
$
$
$

500
525
550
57 5

and
and
and
and

under
under
under
under

$
$
$
$

525------------------550____________
57 5____________
6 0 0 -------------------

13.
16.
17.
15.

$
$
$
$

600
625
650
675

and
and
and
and

u nder
under
under
under

$
$
$
$

625------------------6 5 0 ____________
67 5____________
7 0 0 -------------------

6.
3.
3.
1.

$
$
$
$

700
725
750
775

and
and
and
and

under
under
under
under

$
$
$
$

7 2 5 ____________
7 50------------------7 7 5 ------------------800 ____________

$
$
$
$

800
825
850
87 5

and
and
and
and

under
under
u nder
under

$
$
$
$

82 5 ------------------85 0 ------------------87 5------------------90 0 -------------------

$
$
$
$

900
925
950
97 5

and
and
and
and

u nder
under
u nder
under

$
$
$
$

9 2 5 -----------------9 5 0 ------------------97 5-----------------1, 00 0 _________

$
$
$
$
$

1, 000
1 ,0 5 0
1 , 100
1, 150
1, 200

and
and
and
and
and

u nder
u nder
under
u nder
under

$
$
$
$
$

1,
1,
1,
1,
1,

$
$
$
$
$

1 , 250
1, 300
1 , 350
1 ,4 0 0
1, 450

and
and
and
and
and

u nder
u nder
u nder
u nder
under

$
$
$
$
$

1, 3 0 0 ---------1, 3 5 0 ---------1 ,4 0 0 ---------1 ,4 5 0 ---------1 , 500----------

$
$
$
$
$

1, 500
1 , 550
1, 600
1, 650
1 ,7 0 0

and
and
and
and
and

u nder
under
under
under
under

$
$
$
$
$

1, 550 _______
1, 6 0 0 _______
1, 6 5 0 _______
1 ,7 00 ---------1 ,7 5 0 ----------

$
$
$
$
$

1 ,7 5 0
1, 800
1 ,8 5 0
1 ,9 0 0
1 , 950

and
and
and
and
and

under
under
under
under
u nder

$
$
$
$
$

1,
1,
1,
1,
2,

( 1 . 1)
_
-

1. 1
( 1 .3 )

-

_

V

1 .7

$ 400
$ 425
$ 450
$47 5

0 5 0 ---------100_______
150---------2 0 0 _______
2 50_______

IV

III

3
1
1
6

_

_

_
-

_
-

_

_

-

-

-

-

(0 -9 )
1 .4
3. 1
3. 3

_
-

-

4. 2
2. 9
1.8
2. 0

9.
10.
9.
5.

6
8
0
0

1.0
( 1 .9 )

5.
3.
4.
2.

3
9
2
5

-

-

_

_

-

-

-

-

-

_

_

_

-

-

-

6 .4
3. 0
1 .4
( 1 .4 )
-

-

_
( 2 . 1)
1 .3
2. 6
1.8
3. 5
.0
4 .9
10.
5.
7.
3.

II

I

1
3
1
8

12. 7
9 .8
8. 3
8. 2
3 .8

IV

III

_

I

_

II

IV

in

_

_

_

_
-

-

_
-

_
-

_
-

9 .9

_

2. 7
5. 2
1 1 .5
5. 5

_
( 0 .5 )
2. 8
2. 6

_
( 0 . 2)

9 .7
14. 8
7 .7
5. 3

2 .9
4. 0
12. 3
9 .9

1 .7
2. 1
2. 5
4. 1

10.
4.
4.
2.

9. 6
11.0
6. 2
1 1 .7

3.
7.
10.
8.

4
3
3
0

5.
5.
4.
2.

5
3
6
7

10.
6.
7.
6.

7
8
7
5

2.
2.
5.
5.

2
0
3
0

6. 1
9. 5
3. 5

( 0 .3 )
6. 7
1.6

2. 7
1.2
1. 1
.9

5.
4.
4.
3.

3
3
1
6

8. 3
7. 5
8. 4
5. 1

7 .3
8. 7
2. 5
4. 4

2. 3
.3
3 .4
3. 8

2. 0
.4
.7

1.6
( - 8)

2. 4
2. 2
1.8
.6

9. 1
7. 1
6 .4
3. 8

1.
.
2.
.

5
1
3
5

2. 7
1. 1
1 .4
( 1 .3 )

_
-

_
-

-

-

-

-

-

-

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

( 0 .3 )
1 .4
.4
1.2

2. 6
-

.
-

_
-

_
-

-

-

-

-

_

_

_

_

-

-

-

-

6.
5.
4.
3.

1
0
6
8

19.
3.
6.
5.

_

_

-

-

-

-

-

_

_

_

-

-

-

-

-

-

-

-

2. 0
( 2 . 2)
-

0
5
0
0

-

-

_

_

(1.
6.
4.
3.
.

14.
10.
7.
5.
4.

8
4
5
7
5

9. 5
7. 5
4. 9
6. 0
7 .9

1.8
( 1 .7 )

2. 6
( . 8)

-

-

6. 2
2. 8
1 .9
( 1 .3 )

15. 0
8. 3
4. 6
8. 6
7 .9

6. 1
18. 9
1 .7
2. 8
3. 3

1 .4
5. 2
2. 6
1 .4
( 1 .5 )

24. 1
1 .7
1 .4
8. 0
3. 1

-

_

_

_

-

-

-

-

-

-

-

-

_

_

_

_

_

_

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

_

_

_

_

_

_

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_
_

-

-

-

-

-

-

-

-

-

~

-

-

$ 2 , 000 and o v e r ---------------------------

_

_

_

_

_

_

_

_

_

_

_

_

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

10 0 . 0

10 0 . 0

N u m b er o f e m p l o y e e s ___________

4, 500

8 , 692

A v e r a g e m o n th ly s a l a r i e s ______

$548

$609

S ee f o o tn o te s at end o f t a b le .




10 0 . 0

10 0 . 0

2 3 ,5 1 8 1 6 ,2 9 9

10 0 . 0

$69 4

-

8. 6
6 .9
1 .7
1. 2
~

-

-

-

9 .4
5. 5
7. 7
5. 1
2. 0

-

8 0 0 ---------8 5 0 _______
9 0 0 _______
9 5 0 ---------0 0 0 ----------

-

_

2
8
6
1

_

4. 2
1 .9
2. 4
( 2 .5 )

-

10 0 . 0

10 0 . 0

10 0 . 0

10 0 . 0

6,336

715

1, 879

3, 854

2, 557

$843 $ 1 ,0 2 8

$53 4

$645

$742

$933

10 0 . 0
767

10 0 . 0
1,851

2)
1
2
3
5

.5
7. 1
.5
.2
.7
4. 7

10 0 . 0

10 0 . 0

735

424

$900 $ 1 ,0 2 4 $ 1 ,2 6 2 $ 1 ,4 7 3

25
Table 4.

Employment Distribution by Salary:

Professional and Administrative Occupations----- Continued

( P e r c e n t d is t r ib u t io n o f e m p l o y e e s 1 in s e l e c t e d 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 t io n s , 2 b y a v e r a g e
m o n th ly s a l a r ie s , U n ited S tates e x c e p t A la s k a and H a w a ii, F e b r u a r y '- M a r c h 1966)
A tt o r n e y s
A v e r a g e m o n th ly s a l a r ie s

$ 450 and u n d er $ 4 7 5 -------------------------$ 4 7 5 and u n d er $ 500--------------------------

0. 5
2. 0

V

VII

IV

_

_

.

-

-

-

-

-

-

_
-

_
-

-

"

_

_
-

_
-

_
-

_
*
-

$
$
$
$

500
525
550
575

and
and
and
and

u n d er
under
u n d er
u n d er

$
$
$
$

525-------------------------550-------------------------57 5-------------------------600--------------------------

_
12. 6
10. 6
18. 1

_
( 1 . 0)
2. 4
5. 6

$
$
$
$

600
625
650
67 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

6 2 5 -------------------------6 5 0 ------------------------67 5------------------------7 0 0 -------------------------

11 .6
6. 5
8. 0
8. 0

4.
8.
10.
5.

$
$
$
$

7 00
725
7 50
775

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

7 2 5-------------------------7 50------------------------77 5------------------------8 0 0 -------------------------

3. 5
4. 5
3. 5
1 .5

6. 3
1 .9
5. 4
9. 8

3.
1.
16.
2.

3
2
1
3

_
( 0 . 8)
1 .7

$
$
$
$

800
825
850
875

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

8 2 5 -------------------------8 5 0 _________________
87 5-------------------------9 0 0 -------------------------

1. 5
2. 5
-

8. 7
3 .4
7. 6
4. 1

6.
12.
2.
5.

6
7
5
0

2. 8
.7
2. 4
2. 4

$
$
$
$

900
925
950
97 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

9 2 5 ------------------------95 0 ------------------------97 5-------------------------1, 0 0 0 ---------------------

2. 0
1.0

$
$
$
$
$

1 , 000
1 ,0 5 0
1 , 100
1, 150
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,
1,
1,
1,
1,

$
$
$
$
$

1 ,2 5 0
1, 300
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, 30 0 ----------------1, 3 50----------------1 ,4 0 0 ----------------1 ,4 5 0 ----------------1, 500-----------------

-

$
$
$
$
$

1, 500
1, 550
1, 600
1 ,6 5 0
1, 700

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 , 550___________
1, 6 0 0 ----------------1, 6 5 0 ----------------1 ,7 0 0 ----------------1 ,7 50-----------------

_
-

-

-

-

-

-

-

-

-

$
$
$
$
$

1, 7 50
1 ,8 0 0
1 ,8 5 0
1, 900
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,
1,
1,
1,
2,

8 0 0 ----------------8 5 0 ----------------9 0 0 ----------------9 5 0 ----------------0 0 0 -----------------

_
-

-

$
$
$
$
$

2,
2,
2,
2,
2,

000
050
100
150
200

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

$
$
$
$
$

2,
2,
2,
2,
2,

0 5 0 ----------------100----------------150----------------20 0 ----------------25 0 -----------------

$
$
$
$
$

2,
2,
2,
2,
2,

250
300
3 50
400
450

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

$
$
$
$
$

2,
2,
2,
2,
2,

3 0 0 ___________
3 5 0 ___________
4 0 0 ----------------4 5 0 ----------------500-----------------

$
$
$
$
$

2,
2,
2,
2,
2,

500
550
600
650
700

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

$
$
$
$
$

2,
2,
2,
2,
2,

550----------------6 0 0 ----------------6 5 0 ----------------7 0 0 ----------------7 5 0 -----------------

0 5 0 ----------------100----------------150----------------20 0 ----------------2 50-----------------

VI

III

II

I

6
8
4
1

( 1 . 6)
1. 5
1.0

-

-

*

5.
1.
2.
1.

3
5
2
5

5. 7
1 .9
3. 1
2. 3

3.
.
3.
2.

6
7
6
4

( 2 . 0)

-

2. 0
-

2. 7
( 1 .7 )
-

-

-

10. 2
5. 6
3 .9
6 .4
1. 5

8.
8.
6.
10.
6.

8
7
8
6
7

9. 5
3 .4
4 .9
2. 5
3. 8

_
( 0. 8)
7. 6
1. 0
1.0

-

3. 7
( 1 . 6)
-

9.
7.
6.
4.
3.

1
0
7
5
7

6.
11.
9.
5.
4.

5
5
1
0
5

1. 3
1 .9
4. 4
2. 4
3. 4

-

-

-

2. 5
.5
1. 3
(1 -9 )
-

10.
7.
3.
4.
3.

3
8
8
0
2

8.
5.
5.
5.
1.

4
5
0
2
5

_

_

_

-

-

-

-

-

-

-

-

-

2. 6
.8
1 .3
1 .4
1. 1

8.
7.
4.
5.
1.

2
4
5
2
3

_

_

_

-

-

_
-

3.
6.
2.
.
3.

4
0
9
5
2

-

_
-

_
-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

( 1 . 2)
-

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

_

-

_

_

-

-

-

-

-

-

-

-

-

_

_

_
-

( 2 .5 )
1. 5
1.2
2. 0
3. 2
4. 2
1.0
10.
4.
4.
2.
3.

0
7
5
2
7

3 .0
2. 7
2. 2
1. 5
5. 0

2. 6
2. 1
. 5
1. 5
-

4.
6.
4.
3.
5.

1 .3
( .3 )
-

6. 7
1. 2
1.2
2. 0
1 .7

7
7
7
5
2

-

-

-

-

-

-

~

-

$ 2 , 750 and o v e r ----------------------------------

_

_

_

_

_

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

10 0 . 0

10 0 . 0

10 0 . 0

10 0 . 0

10 0 . 0

10 0 . 0

N u m b er o f e m p l o y e e s ------------------------

199

589

1, 241

1 ,4 2 4

1, 131

620

401

$639

$76 0

$915

$1, 171

$1, 729

$2, 153

A v e r a g e m o n th ly s a l a r i e s __________

See f o o tn o te s at end o f ta b le .




$1 , 394 -

_

6. 7
10 0 . 0

26
Table 4.

Employment Distribution by Salary:

Professional and Adminstrative Occupations— Continued

(P e r c e n t d is t r ib u t io n o f e m p l o y e e s 1 in s e l e c t e d 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 t i o n s , 2 by a v e r a g e
m o n th ly s a l a r ie s , U n ited S tates e x c e p t A la s k a and H aw a ii, F e b r u a r y —M a r c h 1966)
M an agers,
o ffic e s e r v ic e s

A v e r a g e m o n th ly s a la r ie s

II

I

U nder $ 4 0 0 ___________________________

IV

HI

_

_

_
-

_
-

5. 5

$ 400
$ 425
$450
$47 5

and
and
and
and

u nder
under
under
under

$
$
$
$

42 5 _________________
4 5 0 -------------------------47 5------------------------500-------------------------

_
( 0 .5 )
2. 0

-

-

$
$
$
$

500
525
550
57 5

and
and
and
and

under
u nder
under
under

$
$
$
$

525-------------------------550------------------------57 5------------------------6 0 0 --------------------------

1 .0
3. 6
8. 9
10. 7

_
0. 8
2. 1
1. 2

_
1 .7

_
-

$
$
$
$

600
625
650
67 5

and
and
and
and

under
under
under
u nder

$
$
$
$

6 2 5 ------------------------65 0 ------------------------67 5-------------------------7 0 0 --------------------------

13. 3
4. 8
12. 8
1 1 .7

.6
1. 1
1 .2
2. 1

_
1 .4
.6
1. 1

_
-

$
$
$
$

700
7 25
750
77 5

and
and
and
and

u nder
under
under
under

$
$
$
$

7 2 5 ________________
7 5 0 ------------------------77 5________________
800-------------------------

6 .9
8. 4
5. 6
.8

4.
3.
8.
9.

2
5
4
0

2.
.
3.
5.

8
3
1
1

_
-

$
$
$
$

800
825
850
875

and
and
and
and

under
under
under
under

$
$
$
$

8 2 5 ------------------------8 5 0 ________________
87 5________________
9 0 0 --------------------------

16.
12.
4.
10.

7
3
2
2

2.
5.
4.
6.

0
1
5
5

_
5. 6
-

$
$
$
$

900
925
950
97 5

and
and
and
and

u nder
under
under
under

$
$
$
$

9 2 5 ------------------------9 5 0 ------------------------97 5________________
1 ,0 0 0 ---------------------

8.
5.
2.
1.

3
1
3
4

3 .7
6. 8
4. 2
6. 2

$
$
$
$
$

1 ,0 0 0
1 ,0 5 0
1, 100
1, 150
1, 200

and
and
and
and
and

under
under
under
under
under

$
$
$
$
$

1 ,0 50----------------1, 100----------------1, 150----------------1, 20 0 ----------------1 ,2 5 0 -----------------

-

2. 3
.6
.8
1 .4
( -3 )

$
$
$
$
$

1, 250
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, 30 0 ----------------1 ,3 5 0 ----------------1, 4 0 0 ----------------1 ,4 5 0 ----------------1, 500-----------------

_
-

_
-

-

-

3. 1
1 .4
4. 2
.3
-

u n d e r $ 1, 550----------------u n d e r $ 1 ,6 0 0 ----------------u n d e r $ 1, 65 0 ----------------o v e r ----------------------------------

_
-

_
-

_
-

$
$
$
$

1 ,5 0 0
1, 550
1 ,6 0 0
1, 650

and
and
and
and

_
4. 1
1 .8
1 .0
-

_
2. 0
-

8.
6.
9.
6.
5.

7
2
3
8
1

II

I

_
-

_

F r e ig h t
r a te c le r k s

B u yers

3.
5.
8.
6.

10. 9
8 .6
10. 7
13. 7

-

-

-

_
2. 8
11. 3
7. 0
1 2 .7
18. 3
8. 5
4.
14.
2.
5.

3
0
7
6

2
1
8

III

IV

.

_

_
( 0 .3 )
1. 3
1 .9

_
-

5.
5.
6.
7.

4
9
7
9

I

II

20. 6

-

-

8. 2
1 1 .0
12. 2
9. 1

( 1 .3 )
1. 5
1 .4
2. 3

_
(0 . 1)
1 .0

6.
4.
2.
7.

16. 1
20. 1
15. 7
8 .9

13.
10.
5.
3.

3
4
0
7

.
.
.
1.

1
1
8
2

3. 7
3. 5
5 .9
2. 8

9. 8
1 1 .6
4. 7
2. 9

1 .9
1 .4
1. 1
2. 8

6 .9
5. 0
6. 0
2. 8

6.
7.
9.
7.

8
0
0
1

2.
2.
4.
2.

7
3
7
9

_
1 .6
-

3. 8
1 .8
( .2 )

2. 5
2. 1
1 .8
( 2 .8 )

2. 0
3. 5
2. 3
1 .9

1. 1
( -6 )
-

3. 3
2. 0
2. 0
( 4 .2 )

7 .4
7. 1
5. 2
5. 2

6 .4
7. 2
7. 5
6. 5

-

_
-

_
-

1 .5
( 1 .5 )
-

-

-

-

-

_
-

4. 3
2. 6
2. 2
1 .9

7 .7
4 .9
6. 4
5. 1

_
-

_
-

_
-

-

"

_
-

2. 1
1 .0
( 1 .2 )
-

_
-

_
-

_
-

_
-

_
-

_
-

_

6

2. 8
1 .4
2. 8

_
-

-

_
_
-

_

4.
4.
4.
3.

7
4
1
5

-

5
0
4
1
4

-

-

-

-

-

_
-

1. 1
1 .3
( 1 .4 )
-

_
-

_
-

_
-

_
-

_
-

_
-

_
-

_
-

_
-

_
-

_
-

-

-

-

-

100. 0

100. 0

100. 0

100. 0

N u m b er o f e m p l o y e e s ------------------------

392

664

355

71

1 ,8 0 1

7, 271

1 1 ,2 9 7

3, 971

$554

6
2
5
6

11.
7.
4.
3.
2.

100. 0




1 .0
1 .9
2. 2
4 .6

4.
4.
8.
6.

100. 0

S ee f o o tn o te s at end o f t a b le .

4
2
5
8

10. 8
7. 6
1 1 .0
9. 0

-

$ 1 ,1 9 5

.
1.
2.
3.

5. 2
1 .4
8. 6
2. 9

100. 0

$990

3
3
0
8

0. 2

8. 3
13. 1
1 1 .3
15. 7

100. 0

$825

1.
6.
5.
10.

1. 5

8. 2
1 1 .6
9. 8
7 .6

100. 0

$663

4. 5

6
4
8
5

T o t a l____________________________

A v e r a g e m o n th ly s a l a r i e s ----------------

IV

III

$660

$771

$938

-

-

-

100. 0

100. 0

100. 0

427

837

1 ,7 3 7

3, 399

$487

$552

$588

$580

27
Table 4.

Employment Distribution by Salary:

Professional and Administrative Occupations— Continued

( P e r c e n t d is t r ib u t io n o f e m p lo y e e s 1 in s e l e c t e d 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 t io n s , 2 b y a v e r a g e
m o n th ly s a l a r ie s , U nited S ta te s e x c e p t A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966)
D ir e c to r s o f p e rso n n e l

Jo b a n a ly s ts
A v e r a g e m o n th ly s a l a r ie s

in

II

I

IV

in

II

I

IV

U n der $ 4 0 0 __________________________

5. 3

$ 400
$ 425
$450
$47 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$ 4 2 5 -----------------------$ 4 5 0 -----------------------$ 4 7 5 -----------------------$ 500------------------------

.
8.
5.
1.

$
$
$
$

500
525
550
575

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

525-----------------------550-----------------------57 5-----------------------6 0 0 ------------------------

1. 5
2. 3
12. 1
1 5 .9

12.
4.
4.
6.

0
5
5
2

$
$
$
$

600
625
650
67 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

625-----------------------6 5 0 -----------------------67 5-----------------------7 0 0 ------------------------

6. 8
1 1 .4
3. 8
9. 1

11.
4.
7.
10.

0
2
1
1

4.
4.
4.
6.

1
0
1
8

$
$
$
$

700
725
7 50
775

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

72 5-----------------------7 5 0 -----------------------77 5-----------------------80 0 ------------------------

8.
2.
3.
1.

3
3
0
5

4.
5.
5.
4.

9
5
5
5

9.
4.
8.
7.

1
1
4
2

1.
2.
5.
5.

5
4
3
7

$
$
$
$

800
825
850
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-----------------------90 0 ------------------------

( .8 )

-

2.
2.
1.
2.

9
6
6
9

10. 3
6. 6
5. 6
6 .4

3.
5.
6.
2.

5
9
6
2

12.
4.
2.
4.

6
8
8
5

$
$
$
$

900
925
950
97 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

92 5 -----------------------9 5 0 -----------------------97 5-----------------------1 ,0 0 0 --------------------

_
-

_
1. 3
-

-

-

5.
2.
2.
2.

2
7
1
0

6.
9.
6.
4.

6
3
4
0

9.
2.
4.
2.

1
9
8
1

10.
4.
4.
8.

6
1
4
4

6.
2.
5.
3.

2
2
8
1

.
1 .2

$
$
$
$
$

1 ,0 0 0
1 ,0 5 0
1, 100
1, 150
1, 200

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, 100---------------1, 150---------------1, 2 0 0 ---------------1, 250----------------

_
-

_
-

3. 1
1 .9
(• ?)
-

-

-

-

14.
7.
6.
4.
4.

1
1
2
4
0

6. 3
1. 5
1. 3
3. 1
( 1 .0 )

14.
8.
3.
6.
3.

6
2
1
2
0

6.
9.
5.
9.
7.

2
3
7
1
3

2. 0
6 .4
.3
4. 7
1. 5

$
$
$
$
$

1 ,2 5 0
1 ,3 0 0
1, 350
1, 400
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, 500----------------

_
-

_
-

_
-

_
-

2. 8
2. 7
1. 0
( 2 .6 )
-

10.
5.
5.
3.
.

3
9
7
4
5

$
$
$
$
$

1, 500
1, 550
1, 600
1 ,6 5 0
1, 700

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, 550---------------1 ,6 0 0 ---------------1, 6 5 0 ---------------1 ,7 00---------------1 ,7 50----------------

_
-

_
-

_
-

_
-

_
-

4. 6
1 .7
2. 2
2. 7
1 .0

6. 7
8. 2
4. 4
1 .8
3. 5

$
$
$
$
$

1 ,7 50
1, 800
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 ----------------

_
-

_
-

_
~

_
-

_
-

.3
1. 3
( 1 .3 )
-

3. 2
3. 5
1. 5
1. 5
1 .2

$ 2, 000 and u n d er $ 2, 0 5 0 ---------------$ 2, 050 and u n d er $ 2, 100---------------$ 2, 100 and o v e r --------------------------------

_

_

_

_

-

-

-

_
-

_

-

-

-

-

-

-

1. 5
5. 6
5. 3

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

8
3
3
5

-

100. 0

_
1 .3
5. 5
1. 6

100. 0

_
-

_
-

_
-

-

-

-

-

_
( 2 .3 )
3. 1

_
1 .4
.2

_
-

_
-

_
-

.
( 0 .2 )
1 .7

_
-

_
-

5
9
8
7

.
( 1 .1 )

_
-

8 .9
4. 2
3. 6
1 .8

1 .6
.9
.2
.3

_
-

100. 0

( l " 1)
2. 2

1. 1
4

_
. 5
11. 5
9. 1
5. 3
8 .4
6. 8

1.
.
2.
2.

_
-

100. 0

100. 0

100. 0

-

100. 0

13.
3.
8.
5.
5.

7
8
2
0
6

100. 0

N u m b er o f e m p l o y e e s -----------------------

132

308

747

546

1, 086

1, 839

1, 055

342

A v e r a g e m o n th ly s a l a r i e s ---------------

$590

$646

$786

$94 5

$833

$990

$1, 212

$1, 517

See fo o tn o te s at end o f t a b le .
235-555 0

-

66-5




28
Table 4.

Employment Distribution by Salary:

Professional and Administrative Occupations— Continued

( P e r c e n t d is t r ib u t io n o f e m p lo y e e s 1 in s e l e c t e d 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 t io n s , 2 b y a v e r a g e
m o n th ly s a l a r ie s , U nited S tates e x c e p t A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966)
C h e m is t s
A v e r a g e m o n th ly s a la r ie s
I
U nder $ 4 5 0 ___________________________
$ 450 and u n d er $ 47 5________________
$ 475 and u n d e r $ 500-------------------------

II

2. 3
4. 3
2. 5

( 0 .7 )
2. 7

$
$
$
$

500
525
550
57 5

and
and
and
and

under
u n d er
u n d er
u n d er

$
$
$
$

525________________
550_________________
57 5_________________
6 0 0 _________________

3. 8
9 .6
12. 7
13. 0

$
$
$
$

600
625
650
67 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

62 5 -------------------------65 0 -------------------------67 5_________________
7 0 0 --------------------------

23.
12.
5.
3.

$
$
$
$

700
725
7 50
775

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

7 2 5 ------------------------7 5 0 _________________
7 7 5 ------------------------80 0 ________________

$
$
$
$

800
825
850
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 ________________
87 5________________
9 0 0 ________________

_

$
$
$
$

900
925
950
975

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

92 5 -------------------------95 0 _________________
97 5------------------------1, 0 0 0 ---------------------

$
$
$
$
$

1 ,0 0 0
1 ,0 5 0
1, 100
1, 150
1 ,2 0 0

and
and
and
and
and

under
under
u nder
u nder
u nder

$
$
$
$
$

1, 05 0 ___________
1, 100----------------1, 150___________
1 ,2 0 0 ___________
1, 25 0 ___________

_

_

-

-

-

-

$
$
$
$
$

1 ,2 5 0
1 ,3 0 0
1 ,3 5 0
1 ,4 0 0
1, 450

and
and
and
and
and

u nder
u nder
u nder
under
u nder

$
$
$
$
$

$
$
$
$
$

1, 500
1, 550
1 ,6 0 0
1, 650
1, 700

and
and
and
and
and

under
u nder
under
u nder
under

$
$
$
$
$

1 ,7 50
1 ,8 0 0
1 ,8 5 0
1, 900
1 ,9 5 0

and
and
and
and
and

$
$
$
$
$

2,
2,
2,
2,
2,

000
050
100
150
200

$
$
$
$
$

2, 250
2 ,3 0 0
2, 350
2, 400
2, 450

V

III

IV

-

_

_

-

-

-

_

_

_

_

_

-

_
_

_
_

-

-

-

-

_

_

_

.

-

_

_
_

-

-

-

_

_

_

-

_

_

VI

V II

VIII

_

_

_

-

-

2.
3.
5.
8.

4
5
4
8

2
3
0
5

10.
14.
15.
9.

4
0
2
2

4.
4.
8.
8.

0
8
4
1

3. 1
2. 0
1. 1
( 1 .5 )

7.
5.
4.
3.

3
1
5
0

10.
9.
12.
7.

5
5
6
9

2.
2.
3.
4.

1
4
6
0

-

_

_

-

-

-

-

2. 6
2. 1
1. 5
( 1 .7 )

6. 5
5. 7
4. 8
3 .9

5.
6.
6.
7.

4
1
4
5

( 1 .8 )
1. 3
.9
2. 0

_

_

-

-

-

-

3. 0
1 .9
1. 5
1. 3

6.
5.
5.
4.

9
2
0
5

1. 1
( 1 .3 )

-

-

( 0 .8 )
1. 1
1. 3

3.
2.
3.
3.

_
-

_

_

_

-

-

_

1
2
4
1

( 1 .4 )
1 .2

-

12. 0
9 .3
7. 6
4. 3
2. 7

1 1 .6
12. 1
1 1 .3
10. 9
8. 5

4. 1
4. 4
7 .2
5. 7
1 1 .3

( 0 .7 )
1 .9
2. 8

1 .6
( 1 .4 )

7.
7.
5.
3.
1.

12. 3
9. 0
9 .3
9 .6
6. 2

4.
4.
8.
6.
8.

1
4
6
3
1

0.
1.
.
2.

2
8
9
4

4.
4.
2.
2.
1.

7
2
6
0
4

14.
8.
7.
5.
6.

3
4
0
9
2

2.
2.
7.
7.
2.

4
0
1
6
7

1 .4
( 1 .8 )

5.
2.
4.
1.
2.

4
8
3
6
7

9.
5.
2.
7.
10.

1
3
2
1
0

1. 5
1. 3
( 1 .9 )

11.
4.
2.
3.
4.

6
0
7
6
0

-

_

-

-

-

-

-

1, 30 0 ___________
1, 35 0 ___________
1, 4 0 0 ___________
1 ,4 5 0 ___________
1, 500 ___________

-

_

_

-

-

-

-

-

-

-

-

-

_

-

-

-

-

$
$
$
$
$

1, 550___________
1 ,6 0 0 ___________
1, 65 0 ___________
1 ,7 0 0 ___________
1 ,7 5 0 ___________

-

-

_

_

-

-

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

under
under
u nder
under
u nder

$
$
$
$
$

1 ,8 0 0 ___________
1 ,8 5 0 ___________
1, 90 0 ----------------1 ,9 5 0 ----------------2, 00 0 ___________

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

and
and
and
and
and

under
under
under
under
under

$ 2, 0 5 0 ___________
$ 2, 100___________
$ 2 , 1 50___________
$ 2, 2 0 0 ___________
$ 2, 2 5 0 ___________

_

_

_

_

_

_

-

-

-

-

-

_

-

-

-

-

-

-

-

-

-

_

_

_

-

-

-

-

-

-

and
and
and
and
and

under
under
u nder
u nder
u nder

$
$
$
$
$

_

_

_

_

_

_

_

-

-

-

-

-

_

_

-

-

-

-

-

-

_

-

-

-

-

-

_

_

_

-

-

-

-

-

-

-

1. 8

-

_

_

_

_

_

_

-

-

-

-

-

_

_

2. 7
5. 1

2, 30 0 ___________
2 ,3 5 0 ----------------2, 4 0 0 ___________
2, 4 5 0 ___________
2, 500___________

$ 2, 500 and u n d e r $ 2, 550___________
$ 2, 550 and o v e r ______________________

-

_
( 1 .9 )

3
9
0
5
6

1 .3
( 1 .2 )
-

_

-

_

1. 3
2. 0
.4

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

100. 0

100. 0

100. 0

100. 0

N u m b er o f e m p l o y e e s _______________

2, 184

4, 930

9, 995

11, 156

8, 053

4, 073

1, 621

450

A v e r a g e m o n th ly s a l a r i e s __________

$592

$657

$759

$95 4

$1, 145

$ 1 ,3 2 8

$1, 57 5

$1, 942

See f o o tn o te s at end o f ta b le .




100. 0

100. 0

100. 0

100. 0

29
Table 4.

Employment Distribution by Salary:

Professional and Administrative Occupations— Continued

( P e r c e n t d is t r ib u t io n o f e m p lo y e e s 1 in s e l e c t e d 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 t io n s , 2 b y a v e r a g e
m o n th ly s a l a r ie s , U n ited S tates e x c e p t A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966)
E n g in e e r s
A v e r a g e m o n th ly s a la r ie s
I
U nder $ 4 5 0 ----------------------------------------$ 450 and u n d er $ 4 7 5 -----------------------$ 475 and u n d er $ 500------------------------

V II

VI

V

IV

III

II

V III

.

_

_

_

_

_

( 0 .6 )

-

-

-

-

-

-

_
( 1 .2 )
1 .6

-

-

-

-

-

$
$
$
$

500
525
550
57 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

525-----------------------550-----------------------57 5-----------------------60 0 ------------------------

1 .8
2. 2
3. 6
5. 6

$
$
$
$

600
625
650
67 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

62 5 -----------------------6 5 0 -----------------------67 5-----------------------7 0 0 ------------------------

1 1 .4
23. 9
24. 2
12. 2

4.
9.
15.
14.

5
5
9
8

(i.o )
1 .2
2. 6
4. 1

-

-

-

-

$
$
$
$

700
725
750
77 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

7 2 5 -----------------------7 50-----------------------7 7 5 -----------------------8 0 0 ------------------------

7. 3
3. 3
1 .9
1 .2

16.
11.
9.
6.

3
1
5
4

7. 2
7 .9
10. 8
9. 7

_
( 2 .2 )
2. 1
2. 7

-

-

-

$
$
$
$

800
825
850
875

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

82 5 -----------------------85 0 -----------------------87 5-----------------------90 0 ------------------------

(-7 )

3. 7
2. 5
1. 2
( 2 .0 )

( 1 .8 )
1. 1
3. 8

( 1 -0 )

-

$
$
$
$

900
925
950
97 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$
$
$
$

92 5 -----------------------95 0 -----------------------97 5-----------------------1, 00 0 --------------------

_
-

4. 0
2 .9
3. 7
3. 2

1 .0
1 .6
2. 7
1 .7

-

$
$
$
$
$

1, 000
1 ,0 5 0
1, 100
1, 150
1 ,2 0 0

and
and
and
and
and

u n d er
u n d er
u n d er
under
u n d er

$
$
$
$
$

1, 0 5 0 ---------------1, 100---------------1, 150---------------1, 20 0 ---------------1 ,2 5 0 ----------------

$
$
$
$
$

1, 250
1, 300
1, 350
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 50---------------1 ,4 0 0 ---------------1 ,4 5 0 ---------------1, 500----------------

-

$
$
$
$
$

1,
1,
1,
1,
1,

500
550
600
650
700

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, 550---------------1 ,6 0 0 ---------------1, 65 0 ---------------1 ,7 0 0 ---------------1 ,7 5 0 ----------------

$
$
$
$
$

1,
1,
1,
1,
1,

7 50
800
850
900
950

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

$
$
$
$
$

$
$
$
$
$

2,
2,
2,
2,
2,

000
050
100
150
200

and
and
and
and
and

under
u n d er
under
u n d er
under

$
$
$
$
$

2,
2,
2,
2,
2,

250
300
350
400
450

and
and
and
and
and

under
u n d er
u n d er
u n d er
u n d er

10.
9.
9.
6.

6
9
0
7

4. 1
5. 1
6. 2
7 .4

-

6.
3.
3.
2.

6
8
6
3

7.
6.
7.
6.

_
-

2. 2
( .8 )
-

-

1, 80 0 ---------------1 ,8 5 0 ---------------1, 90 0 ---------------1, 9 5 0 ---------------2, 00 0 ----------------

_
-

$
$
$
$
$

2,
2,
2,
2,
2,

0 5 0 ---------------100---------------150---------------2 0 0 ---------------2 5 0 ----------------

$
$
$
$
$

2,
2,
2,
2,
2,

-

_

3
2
0
0

-

( 1 .8 )
1. 2
1. 9
3. 0

-

14. 3
9 .7
7. 6
4 .6
3. 8

10.
10.
11.
10.
9.

4
6
3
3
5

4.
4.
6.
7.
7.

-

1 .7
( 1 .9 )
-

7.
5.
3.
3.
2.

9
7
7
1
0

8. 9
9 .4
8. 3
8 .9
6. 8

4.
6.
6.
8.
8.

7
4
5
4
0

1. 7
.8
1 .9
3. 5
2. 9

-

-

-

1 .9
1 .6
( 1 .5 )
-

6. 1
4. 5
2 .9
2. 6
1 .7

8.
7.
8.
8.
5.

6
7
6
4
0

5.
4.
6.
9.
6.

9
8
8
9
0

-

-

1 .4
( 1 .8 )
-

4.
4.
2.
2.
1.

7
5
5
3
2

6.
7.
5.
5.
3.

8
0
8
6
2

_
-

-

-

-

-

-

1. 6
1. 3
( 1 .8 )
-

5.
3.
2.
2.
1.

3
9
7
2
0

3 0 0 ---------------3 5 0 ---------------4 0 0 ---------------4 5 0 ---------------500----------------

-

-

-

-

-

-

-

2.
1.
.
.
.

1
8
6
5
5

$ 2, 500 and u n d er $ 2, 550---------------$ 2, 550 and o v e r --------------------------------

-

-

-

-

-

-

-

-

-

-

-

1. 2
2. 8

-

0
3
3
0
2

_

( 3 .0 )

T o t a l____________________________

100. 0

100. 0

100. 0

100. 0

100. 0

100. 0

100. 0

100. 0

N u m b er o f e m p l o y e e s ----------------------A v e r a g e m o n th ly s a l a r i e s --------------

9, 942
$647

29, 538
$708

78, 411
$815

1 0 4 ,7 2 5
$982

64, 632
$ 1 , 149

3 3 ,5 8 2
$1, 319

1 1 ,4 1 8
$ 1 ,5 5 6

3, 033
$1, 803

1 T o a v o id sh o w 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 t r ib u t io n 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 t h e s e in t e r v a ls h ave b e e n a c c u m u la t e d and a r e show n, in m o s t c a s e s , in the
in t e r v a l a b ov e o r b e lo w the e x t r e m e in t e r v a l co n ta in 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 s e 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 stu dy, s e e ta b le in a p p e n d ix A .
NOTE:

B e c a u s e o f r o 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 equa l 100.

30
Table 5.

Employment Distribution by Salary:

Engineering Technicians

( P e r c e n t d is t r ib u t io n o f e n g in e e r in g t e c h n i c i a n s , 1 b y a v e r a g e m o n th ly s a l a r i e s ,
U n ited S tates e x c e p t A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966)
E n g in e e rin g t e c h n ic ia n s
A v e r a g e m o n th ly s a l a r ie s
I

III

II

V

IV

1 .2

U n der $ 3 0 0 -----$ 300
$325
$350
$ 37 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$ 325-------------------------$ 3 5 0 -------------------------$ 375-------------------------$ 4 0 0 --------------------------

1 .7
4. 7
11. 5
15. 0

_
( 0 .7 )
1 .0
3 .9

$400
$42 5
$450
$475

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$ 4 2 5 ------------------------$ 4 5 0 -------------------------$ 4 7 5 -------------------------$ 5 0 0 -------------------------

17.
14.
13.
10.

2
9
1
9

5.
9.
13.
17.

3
5
1
3

( 1 -1 )
1 .8
4 .9
5 .9

( 0 .6 )
1 .0

$
$
$
$

500
525
550
57 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$ 525-------------------------$ 5 5 0 . --------------------$ 575 - --------------------$ 6 0 0 -------------------------

5. 2
2. 2
1 .9
M )

17.
12.
7.
4.

1
8
5
2

8 .4
11. 1
13. 7
12. 6

2. 0
3. 5
5. 7
6 .9

$
$
$
$

600
625
650
67 5

and
and
and
and

u n d er
unde r
u n d er
u n d er

$ 6 2 5 ------------------------$ 6 5 0 -------------------------$ 6 7 5 -------------------------$ 7 0 0 -------------------------

$
$
$
$

700
725
7 50
77 5

and
and
and
and

u n d er
unde r
u n d er
u n d er

$ 7 2 5 -------------------------$ 7 5 0 ------------------------$ 7 7 5 -------------------------$ 8 0 0 -------------------------

$
$
$
$

800
825
850
87 5

and
and
and
and

u n d er
u n d er
u n d er
u n d er

$ 8 2 5 -------------------------$ 8 5 0 ------------------------$ 8 7 5 ------------------------$ 9 0 0 -------------------------

$ 900 and u n d er $ 9 2 5 ------------------------$ 925 and u n d er $ 9 5 0 ------------------------$ 9 5 0 and o v e r —

_
-

2. 7
2. 0
1 .2
( 1 .6 )

.
-

.
-

-

-

13.
8.
7.
4.

3
3
5
7

_

1 1 .7
13. 0
15. 8
13. 6

_
( 2 .0 )
1 .6
3.
4.
8.
10.

5
3
7
9

2
0
7
1

1 2 .4
11. 1
11. 1
9. 0

_
-

1 .3
1 .2
( 1 .5 )

8 .4
5. 9
3. 8
2. 1

-

-

1. 1
.2
( 3 .8 )

2. 3
2. 0
1. 7
(• ?)

8.
6.
5.
2.

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

100. 0

100. 0

100. 0

100. 0

100. 0

N u m b e r o f e m p l o y e e s ------------------------

4 , 724

1 3 ,4 4 1

2 4 ,4 2 3

2 6 ,8 8 8

13, 739

A v e r a g e m o n th ly s a l a r i e s ----------------

$425

$ 500

$ 582

$659

$745

1 F o r s c o p e o f stu d y, s e e ta b le in a p p e n d ix A . T o a v o id sh o w 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 t r ib u t io 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 s e in t e r v a ls h a ve b e e n a c c u m u la t e d
and a r e sh ow n , in m o s t c a s e s , in the in t e r v a l a b o v e o r b e lo w the e x t r e m e in t e r v a l co n ta in 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 s e e m p lo y e e s a r e sh ow n in p a r e n t h e s e s .
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 it e m s m a y not e q u a l 100.

31
Table 6.

Employment Distribution by Salary:

Drafting and Clerical Occupations

( P e r c e n t d is t r ib u t io n o f e m p lo y e e s 1 in s e l e c t e d d r a ftin g and c l e r i c a l o c c u p a t io n s , 2 b y a v e r a g e w e e k ly s a l a r ie s ,
U nited S ta te s e x c e p t A la s k a and H a w a ii, F e b ru a r y ^ -M a r c h 1966)

D r a ft s m entra cers

D r a ft s m e n
A v e r a g e w e e k ly s a la r ie s
I

U n der $ 5 0 _____________________________

II

_

III

C le r k s ,
a c c o u n tin g
I

K eyp u n ch
op era tors

C le r k s ,
f il e

II

I

III

II

I

_

_

_

0.2

4.6

1.3

0.3

_

_
-

_
-

-

-

1.5
1.1
5.4
8.6
11.0

2.1
4.8
8.9
11.3
11.9

_
(0.6 )
1.0
2.6

22.6
25.0
19.9
12.5
6.5

8.5
16.0
18.6
15.3
13.2

1.2
1.7
5.3
8.9
10.9

2.9
7.4
11.6
13.9
14.3

0.2
1.1
2.3
4.6
8.5

10.5
10.7
10.8
7.1
5 .4

3.0
4.9
6.8
9.1
9 .3

3.6
2.3
1.2
(1 .8 )
-

8.1
6.5
4.0
2.9
2.6

10.1
11.7
11.4
10.4
7.5

11.4
10.5
7.7
5.9
3.5

9.9
12.5
13.2
11.9
8.9

1.1
(2.1 )
-

4.9
3.8
5.0
2.3
1.7

3.9
2.8
2.1
(1 .9 )
-

8.0
7.8
5.4
3.1
1.3

$50
$55
$60
$65
$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

$55------------------------------$60------------------------------$65------------------------------$70------------------------------$75-------------------------------

_
(0.4 )
1.1
2.0

$75
$80
$85
$90
$95

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

$80------------------------------$85------------------------------$90------------------------------$95------------------------------$ 1 0 0 ----------------------------

2.9
6.5
7.5
10.0
8.8

_
(0.5 )
1.4
2.0

_

_
-

_

II

_

-

10.4
17.1
12.9
9.8
5.7

$100
$105
$110
$115
$120

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

$10 5--------------------------$ 11 0 --------------------------$11 5- ----------------------$12 0--------------------------$ 12 5 ---------------------------

12.1
7.8
9.1
7.0
6 .3

3.7
4.3
6.1
7.7
9.7

_
(1.8 )
1.7
2.8

3.5
3.8
5.1
1.8
1.5

4 .2
3.1
3.0
2.0
1.4

9.1
8.1
7.0
8.3
7.3

_
-

$125
$130
$135
$140
$145

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

$13 0 --------------------------$13 5--------------------------$14 0 --------------------------$14 5 _________________
$15 0_________________

5.5
4.2
2.3
1.9
1.3

8.8
9.6
8 .4
9.2
6.0

3.6
6.5
7.1
7.9
8.2

(.8 )

1.0
(1 .4 )
"

5.3
4.8
3.6
3.0
2.1

_
-

_
-

-

(1.2)
-

$150
$160
$170
$180
$190
$200

and
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
u n d er

$16 0--------------------------$17 0--------------------------$18 0--------------------------$19 0--------------------------$20 0--------------------------$21 0---------------------------

2.2
(1 .1 )
-

16.7
14.7
9.9
7.7
5.1
3.2

_
-

_
-

2.5
1.0
(.6)
"

_
-

_
-

_
-

-

-

1.5
(1.6 )

_
-

-

-

-

_
-

-

_
-

_
-

-

9.8
6.0
4.0
1.6
(.8)
-

$210 and u n d er $220--------------------------$220 and o v e r ________________________

_
-

_
-

T o t a l______________________________

100.0

-

1.3
(1 .9 )
-

_
-

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

N u m b er o f e m p l o y e e s ------------------------ 2 2 ,6 3 5 3 7 ,4 6 4

23, 187

6, 230

7 4 ,3 5 5

52, 351

2 7 ,1 2 2

30, 677

9, 487

5 0 ,7 2 8

33, 303

A v e r a g e w e e k ly s a l a r i e s ------------------- $106.50 $133.50

$15 8 .5 0

$ 84 .50

$82.00

$ 10 9.00

$61 .00

$69 .00

$87 .00

$77 .50

$ 90 .00

S ee f o o tn o te s at end o f ta b le .




32
Table 6.

Employment Distribution by Salary:

Drafting and Clerical Occupations-----Continued

( P e r c e n t d is t r ib u t io n o f e m p lo y e e s 1 in s e l e c t e d d r a ft in g and c l e r i c a l o c c u p a t io n s , 2 b y a v e r a g e w e e k ly s a l a r ie s ,
U nited S ta te s e x c e p t A la s k a and H a w a ii, F e b r u a r y ^ M a r c h 1966)

A v e r a g e w e e k ly s a l a r ie s

U n der $ 5 0 ---------------------------------------------

O ffic e
boys
or
g i r ls

1.7

S ten og S ten og ra p h e rs, rap h ers,
s e n io r
gen eral

_

T a b u la tin g m a c h in e o p e r a t o r s

S w itc h b o a rd
op era tors
I

II

II

I

_

III

_

_

1.0

_
-

(0.6 )
1.8
3.5
5.5

1.0
2.9
8.9
14.3
13.1

_
(0.9 )
2.6
3.9

0.1

T y p is t s
I

II

_

0.8

_

_
-

0.2
2.3
4.9
8.7
12.7
13.4
14.2
13.2
9.7
5.9

$50
$55
$60
$65
$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

$55------------------------------$60------------------------------$65____________________
$70------------------------------$75-------------------------------

11.6
16.7
19.8
16.5
11.5

(0.9 )
3.1
6.8
9.7
12.1

(1 .2 )
2.3
4.5

4.5
6 .2
8 .4
8.7
12.4

"

6 .2
13.2
15.6
17.7
15.2

$75
$80
$85
$90
$95

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

$80------------------------------$85------------------------------$90------------------------------$95____________________
$ 1 0 0 ----------------------------

6.5
4.6
3.1
2.7
2.9

10.9
12.4
11.4
8.7
6.5

6.1
9 .4
11.4
12.1
10.6

10.7
9.7
8.8
8.0
7.5

7.7
10.2
12.6
11.6
11.6

13.3
12.0
9.9
6.9
5.7

5.1
7.7
10.2
10.7
12.1

(0.3 )
1.1
2.4
4.3
5.6

10.8
8.1
4.6
2.7
1.4

1.2
(1.3 )
-

5.4
4.7
4.1
1.7
(1.5 )

10.9
9 .0
9.3
6 .4
2.7

6.9
4 .4
1.4
(1 .3 )
-

11.8
7.0
7.8
4 .3
2.6

3.8
2.5
2.7
1.7
(i.o )

10.1
10.2
7.9
6.2
4.1

8.2
8.7
8.9
11.4
9 .2

1.4
1.5
(-9)
-

3.7
1.6
1.5
(1.5 )
-

9.2
9 .2
7.5
4.6
3.0

_
-

_
-

5.1
3.5
3.8
1.1
(1.3 )

$100
$105
$110
$115
$120

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

$10 5 --------------------------$11 0_________________
$11 5 _________________
$ 12 0--------------------------$12 5---------------------------

$125
$130
$135
$140
$145

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

$ 13 0_________________
$ 13 5--------------------------$ 14 0--------------------------$145--------------------------$15 0 ---------------------------

_
-

_
-

2.3
1.2
(.6 )

_
-

(1.4 )
-

_
-

-

-

-

-

-

-

-

-

-

-

-

-

-

$150
$160
$170
$180
$190
$200

and
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
u n d er

$16 0 --------------------------$17 0--------------------------$180--------------------------$19 0--------------------------$ 20 0_________________
$21 0 ---------------------------

_
-

_
-

_
-

_
"

-

_
-

_
-

3.5
1.8
(.9)
-

-

_
-

$210 and u n d er $22 0 --------------------------$220 and o v e r _________________________

_

_

-

_

_

_

_

_

-

-

-

-

-

-

-

-

-

-

-

-

-

-

-

T o t a l______________________________

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

100.0

N u m b er o f e m p l o y e e s ------------------------

2 9 ,5 1 1

8 0 ,3 8 5

5 6 ,5 4 1

13, 528

9, 846

9, 010

1 8 ,0 6 2

8, 966

8 8 ,7 2 0

4 5 ,8 3 6

A v e r a g e w e e k ly s a l a r i e s -------------------

$67 .50

$ 83 .50

$97 .00

$80.00

$93 .50

$80 .50

$99 .50

$12 0.00

$70 .50

$84 .00

1 T o a v o id s h ow 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 t r ib u t io n 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 s e in t e r v a ls h a ve b e e n a c c u m u la te d and a r e sh ow n , in m o s t c a s e s , in the
in t e r v a l a b o v e o r b e lo w the e x t r e m e in t e r v a l c o n ta in in g at le a s t 1 p e r c e n t .
T h e p e r c e n t a g e s r e p r e s e n t in g t h e s e e m p lo y e e s
a r e sh ow n in p a r e n t h e s e s .
2 F o r s c o p e o f stu d y, s e e ta b le in a p p e n d ix A .
NOTE:




B e c a u s e o f r o u n d in g ,

s u m s o f in d iv id u a l it e m s m a y not equ a l 100.

33
Table 7.

Occupational Employment Distribution:

By Industry Division

(P e r c e n t d is t r ib u t io n o f e m p lo y e e s in s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s , 1
b y in d u s t r y d iv is io n , 2 U nited S ta te s e x c e p t A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966)

O cc u p a ti on

M an u ­
fa c tu r in g

P u b lic
u t ilit ie s 3

67
41
56
30
58
86
50
78
73
91
80

12
19
5
19
7
6
41

W h o le s a le
tr a d e

R e ta il
tr a d e

F in a n c e ,
in s u r a n c e ,
and
r e a l e s ta te

S e le c t e d
s e r v ic e s 4

P r o f e s s io n a l and a d m in is tr a t iv e
A c c o u n ta n ts
A u d it o r s _
C h ie f a c c o u n t a n t s ____________________
A t to r n e y s
M a n a g ers, o ffic e s e r v ic e s
B u y e r s _________________________________
F r e ig h t ra te c le r k s _____ _ __
J ob a n a ly s ts ™ _______________________
D ir e c t o r s o f p e r s o n n e l ______________
C h e m i s t s ___________
E n g in e e r s _______

0
( 5)
( 5)
9

7
8
11
7
8
(5)
5
(5 )
5
(5 )
(5)

79
77

5
7

41
22
43
35
52
34
41
39

18
6
12
12
13
15
18
6

( 5)
(5 )
(5)
(5)
6
(5 )
(5 )

9
27
18
41
21
(5 )
( 5)
12
11
(5 )
(5 )

(5)
(5 )
( 5)
(5 )
4
(5 )
(5 )
4
( 5)
8
11

(!)
(5)

(!)
(5 )

(5 )
(5 )

16
14

10
7
10
7
6
7
8
6

10
7
7
5
( 5)
13
4
4

(5)
5
6

0

T e c h n ic a l
E n g in e e rin g t e c h n ic ia n s
D r a ft s m e n
_ _
C le r ic a l
C l e r k s , a c c o u n tin g
_
C l e r k s , f i l e ___________________________
K ey p u n ch o p e r a t o r s _________________
O ffic e b o y s o r g i r l s _________________
S te n o g r a p h e r s
S w itc h b o a r d o p e r a t o r s _______________
T a b u la t in g -m a c h in e o p e r a t o r s ___
T y p is t s .

20
57
28
38
24
30
27
43

(5)
(5 )
(5)
(5)
(5 )
(5)
(5 )
(5)

1 E a ch o c c u p a t io n in c lu d e s the w o r k l e v e l s , as d e fin e d f o r s u r v e y , f o r w h ic h e m p lo y m e n t e s t im a t e s in a ll in d u s t r ie s
w ith in s c o p e of the stu dy a r e sh ow n in ta b le 1.
2 F o r s c o p e o f stu d y, s e e ta b le in a p p e n d ix A .
3 T r a n s p o r t a t io n (lim 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 t e r , and a ir t r a n s p o r t a t io n in d u s t r ie s ),
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 .
4 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 c o m m e r c i a l l y o p e r a t e d r e s e a r c h , d e v e lo p m e n t , and t e s tin g l a b o r a t o r ie s o n ly.
5 L e s s than 4 p e r c e n t .




34
Table 8.

Relative Salary Levels:

Occupation by Industry Division

(R e la t iv e s a la r y le v e ls f o r s e l e 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 , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s 1
b y in d u s t r y d iv is io n , 23 U nited S ta te s e x c e p t A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966)
( A v e r a g e s a la r y f o r e a c h o c c u p a t io n in a ll in d u s t r ie s = 100)
O cc u p a tio n

M an u ­
fa c tu r in g

P u b lic
u t ilit ie s 3

W h o le s a le
tr a d e

R e t a il
tr a d e

F in a n c e ,
in s u r a n c e ,
and
r e a l e s ta te

S e le c t e d
s e r v ic e s 4

P r o f e s s io n a l and a d m in is tr a t iv e
A c c o u n t a n ts __________
__ — __ —
A u d i t o r s _______________ ___ _____ _
C h ie f a c c o u n t a n t s _____ _____ ____
A t t o r n e y s ______________________________
M a n a g e r s , o f f i c e s e r v i c e s _________
R n y p .r s

_

F r e ig h t r a te c l e r k s _______________________
J o b a n a ly s t s ___________
__________
D ir e c t o r s o f p e r s o n n e l _____________ __
C h e m i s t s ___ ____ ____ ___ __ ________ _
E n g in e e r s _______________________ __________

103
101
100
99
103
100
94

97

(5)

(!>
(5 )

(! )
(5)

99
98

99
99

109
101

<■>

(?)

(5 )

(5 )

!!!
(5 )

103
104

105
111
104
104
103
106
105
106

105
120
110
113
108
114
100
109

89
91
94
93
91
85
95
97

88
94
91
92
89
92
93
93

104
108
104
101
99
106
104
106

(5 )

106

101
104
97
(?)

(5)
110
(5 )

97

(5)

97
98

93
92
94
93
94
94

100
104
103
110
100
100
108
103
100
100
100

O
(?)
(?)

(
(?)
(5 )

101

(5 )

83
102

101
(? )
( )
(?)

(5)
100
103
(?)
(5 )

T e c h n ic a l
E n g in e e r in g t e c h n ic ia n s ________________
D r a f t s m e n ____________________ __ —
C le r ica l
C l e r k s , a c c o u n t in g __________________
____
C l e r k s , f i l e _____ __ ________
K ey p u n ch o p e r a t o r s _________________
___ _
O ffic e b o y s o r g i r l s __ ___
S t e n o g r a p h e r s _________________________
S w itc h b o a r d o p e r a t o r s _______________
T a b u la t in g -m a c h in e o p e r a t o r s _____
T y p is t s

104
103
102
99
100
103
103
103

1 E a ch o c c u p a t io n in c lu d e s the w o r k l e v e l s , as d e fin e d f o r s u r v e y , f o r w h ic h data a r e p r e s e n t e d in ta b le 1. In co m p u tin g
r e la t iv e s a la r y l e v e ls f o r e a c h o c c u p a t io n b y in d u s t r y d iv is io n , the to ta l e m p lo y m e n t in e a c h w o r k l e v e l in a ll in d u s t r ie s s u r ­
v e y e d w a s u s e d as a c o n s ta n t e m p lo y m e n t w e ig h t, to e lim in a te the e f f e c t o f d i ff e r e n c e s in the p r o p o r t io n o f e m p lo y m e n t in
v a r io u s w o r k l e v e ls w ith in e a c h o c c u p a t io n .
2 F o r s c o p e o f study , s e e ta b le in a p p e n d ix A .
3 T r a n s p o r t a t io n (lim it e d to r a i lr o a d , l o c a l and s u b u rb a n p a s s e n g e r , d e e p s e a w a t e r , and a ir t r a n s p o r t a t io n i n d u s t r ie s ) ,
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 .
4 E n g in e e r in g and a r c h i t e c t u r a l s e r v i c e s ; and c o m m e r c i a l l y o p e r a t e d r e s e a r c h , d e v e lo p m e n t , and te s tin g l a b o r a t o r ie s on ly.
5 I n s u ffic ie n t e m p lo y m e n t in 1 w o r k l e v e l o r m o r e to w a r r a n t s e p a r a t e p r e s e n t a t io n o f data.




35
Table 9.

Average W eekly Hours:

Occupation by Industry Division

(A v e r a g e w e e k ly h o u r s 1 f o r e m p lo y e e s in s e l e c t e d p r o f e s s i o n a l , a d m in is t r a t iv e , t e c h n ic a l, and c l e r i c a l o c c u p a t io n s 2
by in d u s tr y d iv i s i o n , 3 U n ited S tates e x c e p t A la s k a and H a w a ii, F e b r u a r y —M a r c h 1966)

O c c u p a t io n

M anu­
f a c tu r in g

P u b lic
u t ilit ie s 4

W h o le s a le
tra d e

R e t a il
tra d e

5
0
5
5
5
0
5
5
0
5
0

39. 5
39. 0
40. 0
39. 5
39. 5
40. 0
39. 5
(6 )
40. 0
(6)
39. 0

39. 5
39. 5
40. 0

39. 5
39. 5
(6 )
40. 0
(6 )
39. 0

40. 0
40. 0

39. 5
3 9 .5
40. 0
39. 0
39. 5
39. 0
39. 5
39. 5

F in a n ce ,
in s u r a n c e ,
and
r e a l e s ta te

S e le c t e d
s e r v ic e s 5

P r o f e s s io n a l and a d m in is tr a t iv e
A c c o u n t a n ts ___________________________
A u d i t o r s _______________________________
C h ie f a c c o u n t a n t s ____________________
A t t o r n e y s ______________________________
M a n a g e r s , o f f i c e s e r v i c e s _________
B u y e r s _________________________________
F r e ig h t r a te c l e r k s __________________
Job a n a l y s t s ----------------------------------------D i r e c t o r s o f p e r s o n n e l ______________
C h e m is t s
E n g in e e r s ---------------------------------------------

39.
39.
39.
39.
39.
40.
39.
39.
40.
39.
40.

(!)
(6 )
40. 5

38. 0
38. 0
38. 5
38. 0
38. 0
38. 0
(6 )
38. 0
39. 0

(!)
(6 )

( !)
(6 )

(!)
(6 )

39. 5
39. 5
40. 0
(6 )
40. 0
40. 0
(6 )
39. 5
40. 0
39. 5
3 9 .5

39. 5
39. 5

(6 )
39. 0

(6)
38. 0

(6 )
38. 0

39. 5
39. 5

39.
39.
39.
38.
39.
39.
38.
39.

39.
39.
39.
39.
39.
39.
39.
39.

39.
39.
39.
39.
38.
39.
39.
39.

38.
38.
38.
37.
38.
38.
37.
38.

39.
39.
39.
39.
39.
39.
39.
39.

(*)
(6)
39. 5
39. 0
(6 )
39. 5

T e c h n ic a l
E n g in e e r in g t e c h n ic ia n s _____________
D r a ft s m e n --------------------------------------------C le r ica l
C l e r k s , a c c o u n t i n g __________________
C l e r k s , f i l e ___________________________
K ey p u n ch o p e r a t o r s --------------------------O ff ic e b o y s o r g i r l s _________________
S t e n o g r a p h e r s _________________________
S w itc h b o a rd o p e r a t o r s _______________
T a b u la t in g -m a c h in e o p e r a t o r s _____
T y p is t s _________________________________

0
0
0
5
5
5
5
0

0
0
5
0
0
0
0
0

0
0
5
0
5
0
5
0

0
0
0
5
0
0
5
0

0
0
5
0
0
0
0
5

1 B a s e d on the s c h e d u le d w o r k w e e k f o r w h ic h e m p lo y e e s r e c e i v e th e ir r e g u la r s t r a ig h t - t im e s a la r y .
T h e a v e r a g e fo r
e a c h jo b c a t e g o r y w a s r o u n d e d to the n e a r e s t h a lf -h o u r .
2 E a ch o c c u p a t io n in c lu d e s the w o r k l e v e l s , a s d e fin e d f o r the s u r v e y , f o r w h ic h data a r e p r e s e n t e d in ta b le 1.
3 F o r s c o p e o f stu d y , s e e ta b le in a p p e n d ix A .
4 T r a n s p o r t a t io n (lim 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 t e r , and a ir t r a n s p o r t a t io n i n d u s t r ie s ) ,
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 ita r y s e r v i c e s .
5 E n g in e e r in g and a r c h i t e c t u r a l s e r v i c e s ; and c o m m e r c i a l l y o p e r a t e d r e s e a r c h , d e v e lo p m e n t , and te s t in g l a b o r a t o r ie s only.
6 In s u ffic ie n t e m p lo y m e n t in 1 w o r k le v e l o r m o r e to w a r r a n t s e p a r a t e p r e s e n t a t io n o f d ata.

235-555 0

-

66-6







Appendix A. Scope and Method o f Survey

Scope of Survey
This survey relates to establishments in the United States except Alaska and Hawaii
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 commercially operated research, development,
and testing laboratories.
Excluded are establishments employing fewer than the minimum
number of workers, as indicated in the accompanying table for each industry division, at the
time of reference of the universe data (generally, first quarter of 1965). In the 1965 survey,
all establishments employing fewer than Z50 workers were excluded. In the current survey,
the variable minimum employment size was adopted to equalize more closely the minimum
white-collar employment of establishments within scope of the survey among the several
industry divisions.

The industrial and geographic coverage of this survey and the 1965 survey were the
same, whereas earlier studies in this series were limited to establishments located in
Standard Metropolitan Statistical Areas.
Although the 1965 and 1966 surveys included e s ­
tablishments in both metropolitan and nonmetropolitan areas, provision was made in the
survey design to permit separate presentation of data for SMSA's. 17

The estimated number of establishments and the total employment within the scope of
this 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 1966 survey
consisted of the following three separate parts: One sample of establishments studied in
metropolitan areas for the professional and administrative occupations;18 another larger
sample in metropolitan areas for drafting and clerical occupations; and a third sample of
establishments in nonmetropolitan counties for all occupations.

Timing of Survey
The data reflect salaries in effect during the period February—March 1966,19 although
the survey was conducted over a longer period, on the average.
The data for the profes­
sional, administrative, and engineering technician occupations were collected by personal
visits to sample establishments, largely between February 1 and May 13, but with more
than half the visits completed by the end of March. The most recent information available
at the time of the visit was obtained.
For drafting and clerical occupations, the survey
was designed to develop nationwide estimates from the data collected in the Bureau's occu­
pational wage surveys in metropolitan areas, conducted between August 1965 and June 1966,
and supplemented by data collected in the November 1965—May 1966 period for establish­
ments outside of metropolitan areas. Although some of the metropolitan areas were surveyed
in 1965, those surveyed in the first half of 1966 (with the areas they represented in the
nationwide estimates) accounted for well over half of the office employment within the scope
of the survey.
The average payroll reference month studied for these employees was
February 1966.

17 The metropolitan area data in the 1966 survey relate to all 221 SMSA's (within the 48 States surveyed) as revised through
March 1965 by the Bureau o f the Budget, and in the 1965 survey to all 218 SMSA's (within the 48 States surveyed) as revised in 1964.
The 1963 and 1964 surveys relate to all 212 SMSA's in the United States as revised in 1961; earlier studies relate to 188 SMSA's in
the United States, except Honolulu, as revised in 1959.
18 Engineering technicians also were included in this part o f the survey.
*9 Beginning with the 1963 survey report, the reference period has been designated as "February—March, " instead of "W inter, "
as in earlier bulletins in this series, to indicate more specifically the period represented by the data.
The information for each of
the seven surveys in this series was collected during approximately the same time period.




37

38

N u m b e r o f E s ta b lis h m e n t s and W o r k e r s W ith in S c o p e o f S u r v e y 1 and N u m b e r Studied
by In d u s tr y D iv i s io n , F e b r u a r y —M a r c h 1966

In d u s try d iv is io n

W ith in s c o p e o f s u r v e y 1
M in im u m
W o r k e r s in
e m p lo y ­
e s ta b lis h m e n t s
m e n t in
P r o fe s s io n a l,
e s t a b l is h ­
N um ber
a d m in is m e n ts in
of e sta b ­
lis h m e n ts
t r a t iv e ,
scope of
s u p e r v is o r y ,
su rvey
and c l e r i c a l 3

U nited S ta te s — a ll
in d u s t r ie s 1 -------------------------

S tu died f o r
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 t io n s
N um ber
of
s t a b lis h m e n ts

S tu died f'or
d r a ftin g and
c le r ic a l
o c c u p a t io n s 23

N um ber
W orkers
W orkers
in
of
in
e s t a b l is h ­ e s t a b l is h ­ e s t a b l is h ­
m e n ts
m e n ts
m e n ts

2 6 ,9 4 9

1 6 ,7 4 2 , 652

1 5 2 ,3 5 0

2, 629

5 ,6 8 9 ,2 4 5

7 ,6 4 7

8 ,6 2 1 ,1 7 7

250

1 1 ,8 6 7

1 0 ,9 0 1 ,6 3 5

3 ,0 2 5 ,0 2 6

1 ,6 9 5

3 ,9 8 6 ,1 0 3

3 ,3 8 6

4 ,9 9 0 ,0 1 9

100
100
250

2, 544
2,968
1 ,7 2 9

1 ,9 1 5 ,5 3 0
6 2 2 ,9 6 4
1 , 6 1 8 ,5 8 2

8 8 8 ,2 7 6
3 0 7 ,9 8 3
3 7 2 ,0 2 4

267
114
137

8 1 5 ,2 3 0
4 4 ,6 4 7
3 5 1 ,9 0 7

997
758
946

1 ,3 4 8 ,6 9 2
2 2 7 ,2 5 0
1 , 2 0 9 ,9 6 1

50

7 ,4 2 7

1 ,4 7 0 ,1 5 9

1 ,4 1 6 ,2 8 8

325

3 6 3 ,6 9 7

1 ,2 7 3

6 6 3 ,6 2 6

100

414

2 1 3 ,7 8 2

1 4 2 ,7 5 3

91

1 2 7 ,6 6 1

287

1 8 1 ,6 2 9

2 1 ,3 4 7

1 3 ,7 8 9 ,2 8 6

5 , 5 5 0 ,7 6 7

2 , 10 2

5 , 1 0 1 ,5 2 8

7 ,1 2 0

8 , 0 3 3 ,4 6 0

250

7 ,9 2 8

8 , 2 2 2 ,4 9 5

2 ,5 6 8 ,1 5 8

1 ,2 3 5

3 , 4 2 8 ,9 1 4

2 ,9 2 6

4, 43 2 , 830

100

100
250

1 ,9 1 9
2 ,8 0 4
1 ,6 5 1

1 ,7 8 8 ,7 1 1
5 9 6 ,7 3 4
1 ,5 9 8 ,4 4 7

8 4 4 ,3 4 1
3 0 4 ,1 8 1
3 6 7 ,8 5 4

239
110
132

8 0 5 ,4 3 3
4 3 ,8 9 2
3 5 0 ,6 1 8

969
754
941

1 ,3 3 8 ,8 9 5
2 2 6 ,4 9 5
1 ,2 0 8 ,6 7 2

50

6 ,6 6 7

1 ,3 9 3 ,1 1 4

1 ,3 3 9 ,2 4 3

304

3 5 9 ,2 3 1

1 ,2 5 2

6 5 9 ,1 6 0

100

378

1 8 9 ,7 8 5

126,990

82

1 1 3 ,4 4 0

278

1 6 7 ,4 0 8

a ll in d u s tr ie s --------------------------------

1 ,0 4 6

6 , 0 9 7 ,5 5 5

2 , 261,018

599

4 , 0 5 3 ,7 7 2

739

4 ,3 6 7 ,6 9 1

M a n u fa c tu r in g -----------------------------------------

693

4 ,2 3 3 ,9 8 4

1 ,3 8 5 ,0 9 9

414

2 ,8 3 2 ,7 7 7

431

2 ,7 4 7 ,0 9 4

M a n u fa ctu rin g ----------------------------------------N o n m a n u fa ctu rin g :
T r a n s p o r t a t io n , 4 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 tr a d e ------------------------------R e ta il tr a d e --------------------------------------F in a n c e , in s u r a n c e , and
r e a l e s ta te -------------------------------------S e r v ic e s :
E n g in e e rin g and a r c h i t e c t u r a l
s e r v i c e s ; and c o m m e r c i a l l y
o p era ted r e s e a r c h , d e v e lo p ­
m e n t, and te s tin g l a b o r a ­
------------------t o r ie s o n ly ------------- •

M e t r o p o lit a n a r e a s — a ll
in d u s t r ie s 5 -------------------------------M a n u fa c tu r in g ---------------------------------------N on m a n u fa ctu rin g :
T r a n s p o r t a t io n , 4 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 t r a d e -----------------------------R e t a il tr a d e -------------------------------------F in a n c e , in s u r a n c e , and
r e a l e s ta 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 c o m m e r c i a l ly
o p era ted r e s e a r c h , d e v e lo p ­
m e n t, and te s tin g l a b o r a ­
t o r ie s o n ly -------------------------------

E s t a b lis h m e n t s e m p lo y in g
2, 500 w o r k e r s o r m o r e ----

1 The study r e la t e s to e s t a b lis h m e n t s in in d u s t r ie s l is t e d , w ith to ta l e m p lo y m e n t at o r a b o v e the m in im u m lim it a t io n
in d ic a te d in the f i r s t c o lu m n , in the U nited S ta te s e x c e p t A la s k a and H aw a ii.
2 T h e n a tio n 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 t io n a l w age s u r v e y s in m e t r o p o lit a n a r e a s and data c o ll e c t e d in a s u p p le m e n ta r y s u r v e y o f e s t a b lis h m e n t s o u ts id e o f
th e s e a r e a s .
D ata w e r e e x c lu d e d f o r e s t a b lis h m e n t s c o v e r e d in the o c c u p a t io n a l w a g e s u r v e y s that w e r e not w ith in 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 i o n a l and a d m in is tr a t iv e o c c u p a t io n s .
3 In c lu d e s e x e c u t iv e , a d m in is t r a t iv e , p r o f e s s i o n a l , s u p e r v i s o r y , and c l e r i c a l e m p l o y e e s , but e x c lu d e s te c h n ic ia n s and
d r a f t s m e n , and s a le s p e r s o n n e l.
4 L im it e d to r a i lr o a d , l o c a l and s u r b u r b a n p a s s e n g e r , d e e p s e a w a t e r ( fo r e ig n and d o m e s t ic ) , and a ir t r a n s p o r t a t io n
in d u s t r ie s as d e fin e d in the 1957 e d itio n o f the S ta n d a rd I n d u s tr ia l C la s s ific a t io n M a n u a l.
5 S tan d ard M e t r o p o lit a n S t a t is t ic a l A r e a s in the U nited S ta te s , e x c e p t A la s k a and H a w a ii, as r e v is e d th ro u g h M a r c h 1965
b y the B u re a u o f the B u d get.




39
Method of Collection
Data were obtained by personal visits of Bureau field economists to representative
establishments within the scope of the su rvey.20 Employees were classified according to
occupation and level, with the assistance of company officials, on the basis of uniform job
definitions. In comparing actual duties and responsibilities of employees with those in the
survey definitions, extensive use was made of company occupational descriptions, organi­
zation charts, and other personnel records. The occupational definitions used in cla ssify ­
ing 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 employee's
normal work schedule excluding overtime hours. Nonproduction bonuses are excluded, but
cost-of-living bonuses and incentive earnings are included. The average salaries presented
relate to full-tim e employees for whom salary data were available.
About 7 percent of all the establishments asked to supply data on professional, ad­
ministrative, and technical occupations would not do so. These corresponded to an estimated
total in the universe studied to approximately 1 million workers, about 6. 2 percent of
16, 740, 000.
The noncooperating units in the sample were replaced by others in the same
industry-size-location cla sses. Where no such substitutes were available, since all similar
units were already in the sample, the weight of the included establishments was increased
to take account of the missing units.
In the surveys of clerical workers, the same general procedure was followed to take
account of the noncooperators.
The refusal rate was considerably lower here, amounting
to less than 3 percent.
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 number 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 o f job categories

Percent o f employees classified in professional
and administrative occupations surveyed for
whom salary data were not available

3 -----------------------------------------------------------

10 percent or more
Engineers VIII (12 percent)
Directors of personnel III (16 percent)
Directors of personnel IV (21 percent)

6 -----------------------------------------------------------

5 to 9. 9 percent
Attorneys V and VII
Chief accountants III and IV
Engineers VII
Managers, office services III

1 5 ---------------------------------------------------------

1 to 4 . 9 percent

3 2 ---------------------------------------------------------

Less than 1 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.

20
The surveys in metropolitan areas, used to develop nationwide estimates for the drafting and clerical occupations, provide
for collection o f data for some areas by a combination of m ail and personal visits in alternate years.
For establishments reporting
by m ail, the occupational classifications are based on those made during personal visits in the preceding year.




40

Occupational employment estimates relate to the total in all establishments within
the scope of the survey and not the number actually surveyed.
Employees for whom salary
data were not available were not taken into account in the e stim a te s.21 These estimates
were derived by weighting full-tim e employees in the occupations studied in each sample
establishment in proportion to the number of establishments it represented within the scope
of the survey. For example, if the sample establishment was selected from a group of four
establishments with similar employment in the same industry and region, each full-tim e em ­
ployee found in an occupation studied was counted as four employees in compiling the em ­
ployment estimates for the occupations.
In addition, the professional and administrative
occupations were limited to employees meeting the specific criteria in each survey defini­
tion and were not intended to include all employees in each field of work. 22 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
technical occupations, men were 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 area wage survey reports compiled
by metropolitan area. The occupations and work levels included in this study, and in which
women accounted for 5 percent or more of the employment, were distributed according to the
proportion of women employees, as follows:
Women (percent)
90 or m o r e --------------------------------------85—89
55—59
4 5 -4 9
4 0 -4 4
3 0 -3 4
20—24
15—1 9

-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

1 0 - 1 4 -----------------------------------------------

5—9 ---------------------------------------------------

Occupation and level
A ll levels of file clerks; keypunch operators;
stenographers; switchboard operators; typists
Clerks, accounting I
Clerks, accounting II
Tabulating-machine operators I
Office boys or girls
Tabulating-machine operators II
Job analysts I; draftsmen-tracers
Buyers I; freight rate clerks I; tabulatingmachine operators III
Chemists I and II; job analysts II; engineering
technicians I; managers, office services I;
accountants I
Directors of personnel I; engineering technicians II;
chemists III; freight rate clerks IV

Sampling and Estimating Procedures
As indicated earlier, this survey relates to all establishments within the industrial
scope in the United States except Alaska and Hawaii, although provision was made in the
sampling design to permit publication of separate data for the 2Z1 Standard Metropolitan
Statistical Areas 23 within these States.
The published estimates for the United States ex­
cept Alaska and Hawaii were developed by combining the data for metropolitan areas with
data from a supplementary survey covering nonmetropolitan counties.
In addition to the
separate sampling in nonmetropolitan counties, two distinct sampling methods were used in

21 Also not taken into account were a few instances in which salary data were available for employees in an occupation, but
where there was no satisfactory basis for classifying the employees by the appropriate work levels. The occupations involved in these
cases were accountants, chemists, engineers, and engineering technicians.
22 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 accountants 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 of the more
lim ited number of work levels selected for study.
23 Areas as revised by the Bureau of the Budget through March 1965. The previous survey related to the 218 Standard Metro­
politan Statistical Areas as revised in 1964 by the Bureau of the Budget.




41

metropolitan areas, one for the professional and administrative occupations and another for
the drafting and clerical occupations. Despite the difference in sampling methods, the e s ­
timates relate to the same population of geographical, industry, and size-of-establishm ent
characteristics. The sampling procedure followed in each instance is explained below.
Metropolitan Area Data, Professional and Administrative Occupations.
The sam ­
pling procedure called for the detailed stratification of all establishments within scope of
the survey by location, industry, and establishment employment size. 24 From this universe,
a sample of about 2,100 establishments (not companies) was selected systematically so that
each geographic unit was represented, on the average, proportionately within s iz e -o festablishment and industry classes. 25
Each industry was sampled separately, the sampling rates dependent on the importance
of the industry as an employer having the survey jobs.
Within each industry, a greater
proportion of large than of small establishments was included. In combining the data, each
establishment was weighted in accordance with its probability of selection, so that unbiased
estimates were generated.
To illustrate the process, where 1 establishment out of 4 was
selected, it was given a weight of 4, thus representing itself plus three others. In instances
where data were not available for the original sample member, an alternate of the same
original probability of selection was chosen in the like industry-size classification. Where
the probability of selection was certainty for the original unit, the additional weight was
assigned to existing sample members as nearly similar as possible to the missing unit.
Metropolitan Area Data, Clerical and Drafting Occupations.
The nationwide esti­
mates are, in effect, a byproduct of the Bureau's surveys of these occupations in 84 m etro­
politan areas.
The sampling of establishments within each survey area was designed to
yield estimates for the area as a whole, and for major industry divisions within the area.
As in the preceding section, the establishments were stratified by industry and employment
size, and a sample member selected at random from each such stratum.
The sampling
was more intensive among the strata of large units, but units were weighted in accordance
with their chance of selection, as described in the preceding section.
The 84 areas surveyed, from which national estimates are developed, represent a
systematic sampling of all metropolitan areas. The totality of 221 areas (as of March 1965)
was divided into 84 strata, and one unit chosen from each to represent the whole stratum
by appropriate weighting.
The criteria of constructing the area strata were region, size
in terms of nonagricultural employment, and type of industrial activity, 37 of the largest
areas representing themselves only and 47 areas representing themselves and similar areas.
The samples for the 84 areas combined consisted of 7 ,120 establishments.
Nonmetropolitan Area Data, All Occupations Studied. With the expansion of the survey
in 1965 to cover nonmetropolitan counties, the universe of all establishments located in such
counties and satisfying the industry and size definitions were stratified by location, size, and
industry, and the sample selected to represent all nonmetropolitan counties, using the same
type of variable sampling ratios and weighting as described for professional and administra­
tive occupations in metropolitan areas. The sample selected amount to 527 establishments.
Conversion of Salary Rates
Salary information for the selected occupations was obtained in the form in which it
was most readily available from the records, i. e. , on a weekly, biweekly, semimonthly,
monthly, or annual basis. Since average weekly salaries for the clerical and drafting occu­
pations are first presented in separate area reports (see order form at the back of this

24 In earlier surveys in this series, the sample was confined largely to the 80 metropolitan areas in which the Bureau o f Labor
Statistics had been conducting surveys of clerical, drafting, maintenance, powerplant, custodial, and material movement jobs.
Extension was made in 1962 to unsurveyed areas for larger establishments, and in 1965 the restriction to selected metropolitan areas
was dropped.
25 A few of the largest employers, together employing approximately a m illion, gave data on a companywide basis.
These
companies were eliminated from the universe to which the preceding procedure applied.
The sample count includes the establishments
of these companies within the scope of the survey.




42

bulletin), the salary data for these occupations are originally converted to a weekly basis,
whereas the salary data for the professional and administrative occupations and for engi­
neering technicians are converted initially to a monthly basis. The factors used to convert
the data by machine for the two groups of occupations are as follows:

Tim e interval
represented by
salary
W e e k ly ----------------------------------Biweekly--------------------------------Sem im on th ly------------------------M o n th ly --------------------------------A n n u a l-----------------------------------

Salaries for clerical and
drafting occupations to
weekly basis
1 .0 0 0 0
.5 0 0 0
. 4602
.2 3 0 1
.0 1 9 2

Salaries for professional
and administrative occupations and for engineering
technicians to
monthly basis
4 .3 4 5 0
2 .1 7 2 5
2 .0 0 0 0
1 .0 0 0 0
.0 8 3 3

Average monthly salaries presented in tables 1, Z, and 3 and annual salaries presented in
tables 1 and Z for the clerical and drafting occupations are derived from the average weekly
salaries (to the nearest penny) by use of factors 4. 345 and 5Z. 14, respectively, and rounding
results to the nearest dollar. Average weekly salaries for these occupations, presented in
table 6, are rounded to the nearest half dollar.
Average monthly salaries presented in
tables 1, Z, and 3 for the professional and administrative occupations and for engineering
technicians are rounded to the nearest dollar; these average monthly salaries are then multi­
plied by 1Z to obtain the average annual salaries presented.
Method of Determining Median and Quartile Values
Median and quartile values presented in this report were derived from distributions
of employees by salary using $1 class intervals. Weekly salary class intervals were used
for draftsmen and clerical occupations and monthly salary class intervals were used for all
other occupations.
The weekly values were multiplied by 4. 345 to obtain monthly values
and by 5Z. 14 to obtain annual values.
The annual values for other than draftsmen and
clerical occupations were obtained by multiplying monthly values by 1Z.
In earlier reports, median and quartile values were interpolated from
tervals which varied as follows:

broader in­

Draftsmen and clerical— $5 weekly salary class intervals for all occupations and
levels.
The values interpolated were multiplied by 4. 345 to obtain monthly values
and by 52. 14 to obtain annual values.
Other than draftsmen and clerical— values below $ 1 ,0 0 0 a month were inter­
polate d~"from $Z5 (per month) classes and values above $1, 000 were interpolated from
$50 classes.
Annual values were obtained by multiplying monthly values by 1Z.
Estimates of Sampling Error
The survey procedure yields estimates with widely varying sampling errors, depending
on the frequency with which the job occurs, and the dispersion of salaries.
Thus for the
professional and administrative occupation work levels, the relative standard errors of the
average salaries were distributed as follows: 31 were under Z percent; 10 were Z and under
3 percent; 5 were 3 and under 4 percent; 3 were 4 and under 5 percent; and 7 were 5 per­
cent and over. 26 The nationwide estimates for the clerical and drafting room occupations,
based on the much larger sample, are subject to smaller sampling error— less.than 0 .7 5 per­
cent in all cases (except draftsm en-tracers) and in many cases less than 0. Z5 percent. These
sampling errors measure the validity of the band within which the true average is likely to
fall. Thus, for an occupation with a sample average monthly salary of $ 1 ,0 0 0 and a sam ­
pling error of 4 percent, the chances are 19 out of ZO that the true average lies within the
band from $960 to $ 1 ,0 4 0 .

The 5 percent and over group included attorneys I, II, and VII; job analysts II; directors of personnel IV; and freight rate
clerks I and II.




Appendix B.

Survey Changes in 1966

Changes in the February—March 1966 national survey of professional, administrative,
technical, and clerical pay relate primarily to an expansion in the scope of the survey to
include smaller establishments in some industry divisions and to an expansion of the occupa­
tional list to include several levels of buyers and freight rate clerks.
Although the scope
of the survey was expanded, it was possible to tabulate the data on a comparable basis with
the February—March 1965 survey for y ear-to-year comparisons presented in table 1. Data
presented separately for large establishments in table 3, however, are comparable with a
similar tabulation presented in the 1965 report.
Changes in Scope of Survey
The February—March 1965 survey related to all establishments (within the industrial
scope) employing 250 workers or more in the United States except Alaska and Hawaii. The
minimum size of establishments represented in the February—March 1966 survey was lowered
from 250 to 100 workers or more in transportation, communication, and other public utili­
ties; wholesale trade; and service industries studied.
In the finance, insurance, and real
estate industries, the minimum was lowered to include establishments with 50 workers or
more. The minimum employment size of 250 workers was unchanged in the manufacturing
and retail trade industries.
A variable minimum cut-off was adopted to equalize more
closely the minimum white-collar employment of establishments within the scope of the
survey among the several industry divisions.
Tabulations of data relating to metropolitan areas in this report include the 221 Stand­
ard Metropolitan Statistical Areas within the 48 States surveyed— United States, except Alaska
and Hawaii— as revised through March 1965 by the Bureau of the Budget.
Similar tabula­
tions in the 1965 report related to the 218 SMSA's (within these 48 States) as revised in 1964.
Changes in Occupational Coverage
The 1966 survey covered all occupations also represented in the 1965 survey, with no
changes in the definitions. In addition, the 1966 survey included five defined levels of buy­
e r s 27 and four defined levels of freight rate clerks.
Change in Method of Determining Median and Quartile Values
Median and quartile values presented in this report were derived from distributions
of employees by salary using $ 1 class intervals; in earlier reports these values were in­
terpolated from broader class intervals.
For detailed explanation, see Method of Deter­
mining Median and Quartile Values in appendix A , page 42.

27 Insufficient data were obtained for level V to warrant presentation of average salaries.




43

Appendix C.

Occupational Definitions

The primary purpose of preparing job definitions for the
Bureau's wage surveys is to assist its field staff in classifying into
appropriate occupations, or levels within occupations, workers who
are employed under a variety of payroll titles and different work
arrangements from establishment to establishment and from area to
area.
This permits the grouping of occupational wage rates repre­
senting comparable job content.
To secure comparability of job
content, some occupations and work levels are defined to include
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. Also see note referring to the definitions for the drafting
and clerical occupations on page 64.

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
combined.
(See also chief accountant.)
Accountant I
General characteristics.
At this beginning professional level, position is distin­
guished 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
accountant's 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
cess, do not prevent the matching of a job if it otherwise meets this definition.




Responsibility for direction of others.

44

Usually none.

45

A C C O U N T A N T — C o n t in u e d

Accountant II

General characteristics. At this continuing developmental level the professional
accountant makes practical applications of technical accounting practices and concepts be­
yond 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 com­
petent in the application of standard procedures and requirements to routine transactions,
and to raise questions about unusual or questionable items and suggest solutions.
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 trans­
actions are properly supported, are in accordance with pertinent regulations, and are
classified and recorded according to acceptable accounting standards.

Responsibility for
few clerks.

direction of others.

Usually none,

although may supervise

a

Accountant III
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,
adequacy of professional judgment, and compliance with instructions through spot checks,
appraisal 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 accounting
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 practices
or by referring the problem to his superior for solution.

Responsibility for the direction of others.
a subordinate nonprofessional staff.




In most instances directs

the work of

46

A C C O U N T A N T — C o n tin u e d

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
coordination 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.
Responsibility for direction of others.
include professional accountants.

Accounting 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 work.
Is more directly concerned with what the system or segment should be, what
operating accounting policies and procedures should be established or revised, and the
meaning 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.
professional accountants.




Accounting staff supervised, if any, includes

47

AUDITOR

Audits the financial records of a company or divisions or components of the com­
pany, 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 (1) 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
propriety 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 experience 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
position 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.

Auditor III
(l)
As auditor in charge of an audit team or in charge of individual audits,
pendently conducts regular recurring audits in accordance with a prescribed audit policy of
the accounts of smaller or less complex companies having gross income up to approximately
$ 3 million per year, or similar size branch or subsidiary organizations of larger companies.
Under minimum supervision, either working alone, or with the assistance of one or two
subordinate auditors, examines transactions and verifies accounts; observes and evaluates
local accounting procedures and internal controls; prepares audit working papers and submits
an audit report in the required pattern containing recommendations for needed changes or
improvements, or (Z) as a member of an audit team auditing a larger and more complex
organization (approximately $ 4 to $ Z5 million gross income per year), independently per­
forms the audit examination of a major segment of the audit such as the checking, verification,
and balancing of all accounts receivable and accounts payable, the analysis and verification
of assets and reserves, or the inspection and the evaluation of controls and procedures.




inde­

48

AUDITOR— Continued
Auditor IV

(1) As auditor in charge of an audit team or of individual audits under minimum
supervision with the assistance of approximately five subordinate auditors, independently
conducts regular recurring audits of a company having gross income of approximately $ 4
to $ 25 million per year or in companies with much larger gross incomes, audits of ac­
counts of branch or subsidiary organizations of those companies each of which have gross
income of $ 4 to $ 25 million per year. Plans and conducts the audit and prepares an audit
report containing recommendations for changes or improvements in accounting practices,
procedures, or policies; or (2) as a member of an audit team auditing the accounts of a
larger and more complex organization (over $ 30 million gross income per year), is assigned
relatively independent responsibility for a major segment of the audit such as the checking,
verification, and balancing of all accounts receivable and accounts payable, the analysis
and verification of assets and reserves, or the inspection and evaluation of controls and
procedures.

CHIEF ACCOUNTANT
Responsible for directing the accounting program for a company or for an establish­
ment of a company.
The minimum accounting program includes: (1) General accounting
(assets, liabilities, income, expense, and capital accounts, including responsibility for
profit and loss and balance sheet statements); and (2) with at least one other major ac­
counting activity, typically tax accounting, cost accounting, property accounting, or sales
accounting. It may also include such other activities as payroll and timekeeping, tabulating
machine operation, etc.
(Responsibility for an internal audit program is typically not
included.)
The responsibilities of the chief accountant include all of the following:
(1) Developing,
the organization.

adapting,

or revising an accounting system to meet the needs of

(2) Supervising, either directly or through subordinate supervisors, the operation
of the system with full management responsibility for the quality and quantity of work
performed, training and development of subordinates, work scheduling and review, co­
ordination with other parts of the organization served, etc.
(3) Providing advisory services to the top management officials of the organization
served as to:
(a) The status of financial resources and the financial trends or
operations in a manner that is meaningful to management.

results of

(b) Methods for improving operations as suggested by his expert knowledge
of the financial situation, e.g., proposals for improving cost control, property
management, credit and collection, tax reduction, or similar programs.

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 eas­
urement; organization, methods, or procedures studies, or similar functions. Such work
is typical of positions sometimes titled as comptroller, budget and accounting manager,
financial manager, etc.
Chief accountant jobs which meet the above definition are classified by le v e l28 of
work in accordance with the following:
28

Insufficient data were obtained for level V to warrant presentation of average salaries.




49
C H IE F A C C O U N T A N T — C o n tin u e d

Class

Authority
and
responsibility 1

Technical
complexity 1

Subordinate staff of professional accountants in
the system for which he is responsible.2

I

A R -l

TC-1

Only one or two professional accountants, who
do not exceed the accountant III job definition.

II

A R -l

T C -2

About 5 to 10 professional accountants, with at
least one or two matching the accountant IV
job definition.

A R -2

T C -1

About 5 to 10 professional accountants. Most
of these match the accountant III job definition,
but one or two may match the accountant IV
job definition.

AR -3

TC-1

Only one or two professional accountants, who
do not exceed the accountant IV job definition.

A R -l

T C -3

About 15 to 20 professional accountants. At
least one or two match the accountant V job
definition.

A R -2

T C -2

About 15 to 20 professional accountants. Many
of these match the accountant IV job definition,
but some may match the accountant V job
definition.

AR -3

T C -1

About 5 to 10 professional accountants. Most
of these match the accountant III job definition,
but one or two may match as high as ac­
countant V.

AR -2

T C -3

About 25 to 40 professional accountants. Many
of these match the accountant V job definition,
but several may exceed that level.

AR -3

T C -2

About 15 to 20 professional accountants. Most
of these match the accountant IV job definition,
but several may match accountant V and one
or two may exceed that level.

AR -3

T C -3

About 25 to 40 professional accountants. Many
of these match the accountant V job definition,
but several may exceed that level.

or

or

III

or

or

IV

or

V

1 A R - l , 2, and 3 and T C -1 , 2, and 3 are explained on the following page.
2 The number of professional accountants supervised, as shown above, is recognized to be a relatively crude criterion for
distinguishing between the various classes.
It is to be considered as less important in the matching process than the other criteria.
In addition to the staff of professional accountants in the system for which the chief accountant is responsible, there are clerical,
machine operation, bookkeeping,




and related personnel.

50

C H I E F A C C O U N T A N T ---- C o n tin u e d

A R -1. 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 reports and statements needed
by the establishment manager for day-to-day operations, etc.

AR-Z. 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 in A R -1.
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, etc., are required by the basic
system, the chief accountant has broad latitude to decide what specific methods, procedures,
accounts, reports, etc., 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
characteristically found at an organizational level in the company which is intermediate
between the company headquarters level (see AR-3) and the plant level (see A R -1). 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.)

A R -3.
Directs the accounting program for an entire company with or without sub­
ordinate 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, 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.
T C -1 .
The organization which the accounting program serves has relatively few
functions, products, work processes, etc., and these tend to be stable and unchanging. The
accounting system operates in accordance with well-established principles and practices or
those of equivalent difficulty which are typical of that industry.
T C -Z.
The organization which the accounting program serves has a relatively large
number of functions, products, work processes, etc., requiring substantial adaptations of
the basic system to meet management needs.
T C -3 .
The organization which the accounting program serves has functions, prod­
ucts, work processes, etc., which 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 prec­
edents exist or to provide for the development or extension of theories and practices to
problems to which they have not been previously applied.




51

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 com­
pany officials; preparing and reviewing various legal instruments and documents, such as
contracts for leases, licenses, sales, purchases, real estate, etc.; 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 examining, claims investigating, or similar work are excluded even though the work
is performed by persons with a LL.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 p er­
forms investigative duties as a preliminary phase of his total responsibility for preparing
a case for trial or actually trying a case in court.)
Attorney I
As a trainee (LL.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
Performs a variety of legal assignments, e.g., (1) drawing up contracts which
require some ingenuity and an ability to evaluate the legal sufficiency of contract term s;
(2) preparing draft opinions on legal questions involved in such areas as claims, 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 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.
Attorney III
I

Performs 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 claims, 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 standard forms and practices is involved. Any decisions or
actions 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 IV
Similar to attorney III but the work is performed under considerably less close
supervision 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.




52

A T T O R N E Y ---- C o n t in u e d

Attorney V
Responsible for a broad legal area in which assignments cover a wide range of
difficult and complex legal questions and problems. Prim arily serves in an advisory capacity,
making studies and developing opinions which may have an important bearing on the conduct
of the company's 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 VI
Similar to attorney V 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 ob­
taining and evaluating expert testimony in controversial areas of science, finance, corporate
structure, engineering, etc.; or (2) cases involve very large sums of money (e.g., about
$ 1 million) or, for other reasons, are very vigorously contested.
Attorney VII
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 super­
vision 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.

OFFICE SERVICES
MANAGER, OFFICE SERVICES
R e s p o n s i b l e for p la n n in g , 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 em ­
ployees engaged in providing office services of a supporting or ’'housekeeping11 nature to the
primary operation of a company, an establishment, or an organizational unit of a company
or establishment. (May personally perform some of the functions.) Office services include:

(a) Receipt, distribution, and dispatch of mail.
(b) Maintenance of central files.
(c) 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 printshop or duplication facilities, especially in large operations, but co­
ordinates the flow to and from the reproduction units.)
(d) 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.)
(e) Records control and disposal.
(f)
Communications (telephone switchboard and/or teletype service).
(g) Typing or stenographic pool.
(h) Office equipment maintenance and repair. (May have direct supervision of main­
tenance and repair personnel or may coordinate the ordering of such services from
outside service suppliers or from a central service unit within the establishment.)
(i) Space control over office facilities— layout and arrangement of offices. (Typi­
cally serves as a staff assistant to management official's in performing this function.)




53

M ANAGER,

O F F I C E S E R V I C E S — C o n tin u e d

Manager, Office Services I
Supervises a staff of employees engaged in performing a few (e.g., four or five) of
the above functions as a service to a small organization (e.g., 300 to 600 employees, excluding
nonsupervisory plant workers).
Manager, Office Services II
A. Supervises a staff of
employees engaged in performing a few (e.g.,
four or
five) of the above functions as a service to a moderately large organization (e.g., 600 to
1, 500 employees, excluding nonsupervisory plant workers).
OR
B. Supervises a staff of
employees engaged in performing most (e.g., seven or
eight) of the above functions as a service to a small organization (e.g., 300 to 600 employees,
excluding nonsupervisory plant workers).
Manager, Office Services III
A. Supervises a staff of
employees engaged in performing a few (e.g.,
four or
five) of the functions as a service to a large organization (e.g., 1,500 to 3,000 employees,
excluding nonsupervisory plant workers).
OR
B. Supervises a staff of
employees engaged in performing most (e.g.,
seven or
eight) 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., seven or eight)
of the above functions as a service to a large organization (e.g., 1,500 to 3,000 employees,
excluding nonsupervisory plant workers).

BUYERS
BUYER
Purchases m aterials, supplies, equipment, and services ( e . g . , utilities, maintenance,
and repair). In some instances items are of types that must be specially designed, produced/
or modified by the vendor in accordance with drawings or engineering specifications.
Solicits bids, analyzes quotations received, and selects or recommends supplier.
May interview prospective vendors.
Purchases items and services at the most favorable
price consistent with quality, quantity, specification requirements, and other factors.
Prepares or supervises preparation of purchase orders from requisitions.
May expedite
delivery and visit vendor’ s offices and plants.
Normally purchases are unreviewed when they are consistent with past experience,
and are in conformance with established rules and policies. Proposed purchase transactions
that deviate from the usual or from past experience in terms of prices, quality of items,
quantities, e tc ., or that may set precedents for future purchases, are reviewed by higher
authority prior to final action.
In addition to the work described above, some (but not all) buyers direct the work
of one or a few clerks who perform routine aspects of the work. As a secondary and sub­
sidiary duty, some buyers may also sell or dispose of surplus, salvage, or used materials,
equipment, or supplies.
NOTE: Some buyers are responsible for the purchasing of a variety of items and
m aterials.
When the variety includes items and work described at more than one of the
following levels, the position should be considered to equal the highest level that characterizes
at least a substantial portion of the buyer's time.




54

B U Y E R — C o n t in u e d

Excluded are:
(a) Buyers of items for direct sale, either wholesale or retail;
(b) Persons whose major duties consist of ordering, reordering, or requisitioning
from prescribed contractors to replenish depleted inventories or stocks;
(c) Positions that specifically require professional education and qualifications in
a physical science or in engineering (e. g. , chemist, mechanical engineer);
(d) Buyers whose principal responsibility is the supervision of other buyers or the
management, direction, or supervision of a purchasing program;
(e) Brokers and dealers buying for clients or for investment purposes;
(f)
Persons predominantly concerned with contract or subcontract administration;
(g)
Positions restricted to clerical functions or to purchase expediting work.
Buyer I
Purchases "o ff-th e -s h e lf" types of readily available,
supplies, tools, furniture, services, etc.
turers'

Transactions usually involve local
sales representatives.

retailers,

commonly used materials,

wholesalers, jobbers,

Quantities purchased are generally small amounts,

and manufac­

e. g. , those available from local

sources.
Examples of items purchased include: Common stationery and office supplies;
standard types of office furniture and fixtures; standard nuts, bolts, screws; janitorial and
common building maintenance supplies; and common building maintenance or common utility
serv ices.
Buyer II
Purchases "o ff-th e -sh e lf" types of standard,
m aterials, and services.
jobbers,

Transactions usually
etc.

involve

dealing

generally available technical items,

directly

with

manufacturers,

distributors,

Quantities of items and materials purchased may be relatively large, particularly in
the case of contracts for continuing supply over a period of time.
May be responsible for locating or promoting possible new sources of supply.
Usually is expected to keep abreast of market trends, changes in business practices in the
assigned markets, new or altered types of materials entering the market, etc.
Examples of items purchased include: Industrial types of handtools; electronic tube
and component test instruments; standard electronic parts and components; electric motors;
gasoline service station equipment; PBX or other specialized telephone services; and routine
purchases of common raw materials such as standard grades and sizes of steel bars, rods,
and angles.
Also included at this level are buyers of materials of the types described for
buyer I when the quantities purchased are large so that local sources of supply are generally
inadequate and the buyer must deal directly with manufacturers on a broader than local scale.
Buyer III
Purchases item s, m aterials, or services of a technical and specialized nature.
The
items, while of a common general type, are usually made, altered, or customized to meet
the u ser's specific needs and specifications.
Transactions usually require dealing with manufacturers.
The number of potential
vendors is likely to be small and price differentials often reflect important factors (quality,
delivery dates and places, etc.) that are difficult to evaluate.




55

B U Y E R — C o n t in u e d

The quantities purchased of any item or service, while large, usually are not on
a scale so great that the proposed purchase will, by itself, affect the overall market price
for that type of merchandise.
Many of the purchases involve one or more of
that detail, in technical term s, the required physical,
rable properties; special testing prior to acceptance;
awards; specialized processing, packing, or packaging
port differentials; etc.

such complications as: Specifications
chemical, electrical, or other compa­
grouping of items for lot bidding and
requirements; export packs; overseas

Is expected to keep abreast of market and product developments.
to locate new sources of supply.

May be required

Some positions may involve assisting in the training or supervising of lower level
buyers or clerks.
Examples of items purchased include: Castings; special extruded shapes of normal
size and material; special formula paints; electric motors of special shape or speed; special
packaging of items; and raw materials in substantial quantities.
Buyer IV
services,

Purchases large amounts of highly complex and technical items, materials, or
usually those specially designed and manufactured exclusively for the purchaser.

Transactions require dealing with manufacturers and often involve persuading poten­
tial vendors to undertake the manufacturing of custom designed items according to complex
and rigid specifications.
Quantities of items and materials purchased are often large in order to satisfy the
requirements for an entire large organization for an extended period of time.
Complex
schedules of delivery are often involved.
Buyer determines appropriate quantities to be
contracted for at any given period of time.
Transactions are often complicated by the presence of one or more such matters as
inclusion of: Requirements for spare parts, preproduction samples and testing, or technical
literature; or patent and royalty provisions.
Keeps abreast of market and product developments.

Develops new sources of supply.

In addition to the work described above, a few positions may also require supervision
over a few lower level buyers or clerks. (No position is included in this level solely because
supervisory duties are perform ed.)
Examples of items purchased include: Special purpose high cost machine tools and
production facilities; raw materials of critically important characteristics or quality; parts,
subassemblies, components, e tc ., specially designed and made to order (e. g. , communica­
tions equipment for installation in aircraft being manufactured; component assemblies for
m issiles and rockets; and motor vehicle fram es).
Buyer V 29
Purchases items or m aterials, either technical or nontechnical, in such unusually
large quantities that individual purchases can affect the overall market price of the com ­
modity.
(NOTE: Only the very largest organizations, e. g. , those employing more than
10, 000 persons, are able to buy in the quantities contemplated at this level.
Even in the
very large organizations this level of buying is often absent and even when present, is
restricted to a very few buyers or is assigned, not to a buyer, but to some higher ranking
o fficia l.)
29

Ibid.




56

B U Y E R — C o n t in u e d

Alternatively, may purchase items of extraordinary technical complexity ( e . g . ,
m issile guidance systems; items that involve the outermost limits of the physical sciences or
engineering) or items of unusually high individual value ( e . g . , multiengine jet aircraft; large
capacity computers; and high capacity turbine generators).
Usually is required to identify and consider all possible sources of supply.
The transactions are so large that they often affect a considerably portion of the
industry or trade concerned, resulting in complex scheduling and difficulty in negotiating
mutually acceptable arrangements.
Frequently is required to develop new sources of supply through persuasion of
manufacturers or other concerns to expand or convert plants and facilities.
In addition to the work described above, a few positions may also require supervision
over a few lower grade buyers or clerks. (No position is included in this level solely because
supervisory duties are performed.)
FREIGHT RATE CLERKS
FREIGHT RATE CLERK
Using a formal tariff file, determines the most economical and appropriate freight
classification, rate, and route for shipment of raw materials and merchandise by rail, air,
truck, or water common carrier.
Analyzes the transportation characteristics of the com ­
modities and the suitability of alternative routes, considering such factors as weather, season,
availability of terminal and handling facilities, need for accessorial services, rates, time
deadlines, etc.
Some positions are concerned with freight rate work in connection with impending
shipments.
Such work may consist of quoting, orally or otherwise, rate, route, and
classification information to custom ers, buyers, etc. , or it may consist of prescribing the
rates, routes, and classification to be used for individual shipments or categories of ship­
ments.
Such positions may also include responsibility for tracing lost or delayed shipments
and preparing manuals setting forth the rates, routes, and classifications applicable to com ­
monly recurring shipments. Other positions are concerned with the examination of carriers*
bills, analyzing the services rendered to assure the correctness of the rates, routes, and
classifications used.
Some positions may involve both types of work.
Some positions also are responsible for authorizing, scheduling,
shipment of commodities by contract carrier or company-owned vehicles.
the primary responsibility, the position is not in this occupation.)

or controlling
(When this is

The work is performed under very general supervision.
Little or no detailed
review is made of most individual rate, route, and classification decisions. Unusual problems
are referred to a supervisor.
Freight rate work requires use of technical tariff, rate, and commodity classifica­
tion documents.
No position is included in this occupation unless a technical rate file is
available and used.
Positions of freight rate clerks are located both in common carriers and in estab­
lishments that ship goods via common carrier.
Excluded from this occupation are positions concerned, for a significant portion of
the time, with the preparation of various documents, applications, certificates, etc. , and
other related work involved in clearing shipments for export or import.
Also excluded are positions of traffic managers to whom are assigned a broader
range of responsibilities for transportation than concern for the rates and routes used for
individual shipments via common carriers.




57
F R E IG H T

RATE

Level of job
I

C L E R K — C o n t in u e d

Diversity of
destination

Area

Variety of
modes

Variety of
freight
classification

Use of
special
services

Few States

Not more than one of these HIGH; balance LOW.

Nationwide

Limited to use of railway express or air express
service only.

Few States

Two or more of these HIGH; balance, if any, LOW.

Nationwide

All LOW.

III

Nationwide

Any one or two (but not more) of these HIGH;
balance LOW.

IV

Nationwide

At least thr<ee are HIGH; balance, if any, LOW.

Worldwide

At least one, but not over three, of these HIGH;
balance LOW.

II

Nationwide

NOTE:
that follows.

HIGH

LOW

VERY
HIGH

Either
LOW or
HIGH

The terms "LO W , HIGH, and VERY HIGH" as these relate to each column in the above are explained in the material
Also explained are the meanings of "few States, nationwide, and w orldw ide."

AREA refers to the extent of the geographic area in which shipments originate and
terminate. It is used as a measure of the volume of tariffs with which the freight rate clerk
must be familiar.
Few States means a small number of States, for example, the New England or the
Southern States.
Nationwide means most or all of the 48 continental States. May also include destina­
tions in Canada and Mexico and shipment to a domestic or foreign port (but not shipment
via rail or motor beyond the port).
Worldwide means foreign destinations in a variety of countries (instead of or in
addition to Canada and Mexico) when this necessitates the use of foreign tariffs (rail,
motor, water, or air) for movement within such foreign countries.
DIVERSITY OF DESTINATIONS refers to the relative degree to which shipments
either tend to recur between a rather limited number of points of origin and destination, or
tend to involve many different points.
This element is used to measure the effect on
difficulty that results from the relative lack of repetition in the work.
LOW— Shipments

are

recurrent,

involving a limited number

of

shipping points.

HIGH— Shipments are generally not recurrent and do not follow an established pattern
between shipping points.
VARIETY OF MODES means the kinds of transportation utilized in making ship­
ments— rail, motor, air freight, air express, water, railroad express, etc. This is used
as a further measure of the volume of tariffs used. It also m easures, in part, the variety
of alternative rates and routes the freight rate clerk must consider.




58

F R E IG H T

RATE

C L E R K — C o n t in u e d

LOW— Requires use of only one or two types of carrier (rail or truck predominant).
HIGH— Collectively, involves a variety of types of carriers, including rail and motor.
VARIETY OF FREIGHT CLASSIFICATION means the approximate number of freight
classification categories that the freight rate clerk must utilize and apply. It measures the
relative difficulty of classifying and rating commodities.
LOW— Usually involves, in all, fewer than approximately 25 different freight c la s s i­
fication categories.
HIGH— Usually involves, in all, several dozen or more different freight classification
categories.
VERY HIGH— Involves, in all, a great majority or most of the total number of
freight classification categories available for use.
(This variety of commodities is
normally encountered only by freight rate clerks who work for common ca rrie rs.)

USE OF SPECIAL SERVICES refers to the extent to which shipments require use
of such special services as refrigeration, heating, special size clearance, special loading or
unloading facilities, in-transit processing, etc.
This element measures the extent to which
additional difficulty results from the use of these services.

LOW— Involves little or no use of special handling or accessorial services.

HIGH— Requires some use of special handling or accessorial services.
PERSONNEL MANAGEMENT
JOB ANALYST
Perform s 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 compen­
sation surveys within a locality or labor market area; assisting in administering merit rating
program; 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 I
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 II
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.




59

J O B A N A L Y S T — C o n t in u e d

Job Analyst III
Analyzes and evaluates a variety of wage and salaried jobs in accordance with
established 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 participate
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:
(1) 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 preparation 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.
(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, employment
agencies, professional societies, etc.); evaluating applicants against demands of partic­
ular jobs by use of such techniques as job analysis to determine requirements, inter­
views, 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 maintain
employees' morale and productivity at a high level (for example, administering a formal
or informal grievance procedure; identifying and recommending 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, etc.).
Employee training and development functions may or may not be part of the p er­
sonnel 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's principal representative, will not have the effect of ex­
cluding the job from coverage.




60

D I R E C T O R O F P E R S O N N E L — C o n t in u e d

The director of personnel not only directs a personnel management program of the
intensity and scope outlined previously, 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
ment official who has responsibility for the operation of
pany; or, at company headquarters level, he may report
industrial relations and personnel management activities

company officer or a high manage­
a plant or establishment of a com­
to a company officer in charge of
or a similar official.

Directors of personnel jobs which meet the above definition are
le v e l30 of work in accordance with the following tabulation:

Personnel program
operations level *

Number of employees in
work force serviced

2 5 0 -7 5 0 --------- ------------------------------------------------------1 ,0 0 0 - 5 ,0 0 0 ---------------------------------------------------------6 ,0 0 0 - 1 2 ,0 0 0 -------------------------------------------------------1 5 ,0 0 0 -2 5 ,0 0 0 ------------------------------------------------------

Organization
serviced—
type A 3

Organization
serviced—
type B 4

I
II

II
III

m

rv

IV

V

classified

Personnel program
development le v e l2
Organization
serviced—
type A 3
II
III
IV
V

Organization
serviced—
type B 4
III

rv
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 t c ., are established at company head­
quarters or at some other higher level between the plant and the company headquarters level.
The personnel di­
rector's responsibility is to put these into operation at the local level, in such a manner as to most effectively serve
the local management needs.
2 Personnel program development level— director of personnel servicing an entire company (with or without
subordinate 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.
3 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, administra­
tive, or technical), are jobs in new or emerging occupational fields, are in extremely short supply, have hard-tomatch skill requirements, or for similar reasons present difficult recruitment, job evaluation, or training problems.
Work force, organizational structure, or other organizational characteristics are com plicated, unstable, subject to wide
seasonal fluctuations, etc.
NOTE: There are gaps between different degrees of all three 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. However, the same job should be matched with level I if the nature of the organi­
zation serviced clearly falls well within the definition for the type A degree.

30

Ibid.




by

61
C H E M IS T S A N D E N G IN E E R S

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 processes, and to investigate the transformation which substances undergo.
Work typically requires a B.S. degree in chemistry or equivalent in education and experience
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. Perform s 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. Perform s 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
chemists, work is characterized by selection and application of general and specialized
methods, techniques, and instruments commonly used in the laboratory. May receive ad­
vanced on-the-job training or formal classroom instruction.
Direction received. Supervisors establish the nature and extent of analysis required,
specify methods and criteria on new types of assignments, and review work for thoroughness
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 p roj­
ects as an assistant to an experienced chemist.
Responsibility for the direction of others.

May supervise a few technicians or aids.

Chemist III
General characteristics. Perform s 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.

62
C H E M I S T ——C o n t in u e d

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.
arid technicians.

May supervise a small staff of chemists

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 un­
usually 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.
the work of a group of chemists.

May plan, organize, direct, and evaluate

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.




63
C H E M IS T ---- C o n tin u e d

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 r e ­
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 probleims in the spe­
cialty field.
Responsibility for the direction of others. Supervisor— see
istic s" 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
Direction received.

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.
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
scientific 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 scientific
or technological advance.
Responsibility for the direction of others. Supervisor— see
istics" 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.




64

E N G IN E E R

Performs work in research, development, design, testing, analysis, production, con­
struction, maintenance, operation, planning, survey, estimating, application, or standardiza­
tion of engineering facilities, systems, structures, processes, equipment devices, or m a­
terials requiring knowledge of the science and art by which materials, natural resources,
and power are made useful.
Work typically requires a B.S. degree in engineering or the
equivalent in experience and education combined.
(Safety engineers, industrial engineers,
quality control engineers, and sales engineers are to be excluded.)
Engineer I
General characteristics. As the beginning level of engineering work, a bachelor's
degree in engineering 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. Work is checked during prog­
ress, and upon completion is reviewed for accuracy.
Typical duties and responsibilities. Performs simple tasks that are planned to pro­
vide experience and familiarization with methods and practices of the company in the specialty
field and to ascertain the interests and aptitudes of the beginning engineer.
Responsibility for the direction of others.

None.

Engineer II
General characteristics. At this continuing developmental level, performs routine
engineering work requiring application of standard techniques, procedures, and criteria in
carrying out a sequence of related engineering tasks. Limited exercise of judgment is r e ­
quired on details of work. May receive advanced on-the-job or classroom instructions.
Direction received. Supervisor screens assignments to eliminate difficult problems
and selects techniques and procedures to be applied. Receives close supervision on new
aspects of assignments.
Typical duties and responsibilities.
Using prescribed methods, performs specific
and limited portions of a broader assignment of an experienced engineer. Applies standard
practices and techniques in specific situations, adjusts and correlates data, recognizes d is­
crepancies in results, and follows operations through a series of related detailed steps or
processes.
Responsibility for the direction of others.

May supervise a few aids or technicians.

Engineer III
General characteristics. Work requires independent evaluation, selection, and ap­
plication of standard engineering techniques, procedures, and criteria, using judgment and
ingenuity in making minor adaptations and modifications.
Direction received. Receives instruction on specific assignment objectives, points
of emphasis, reference and information sources, and possible solutions. Unusual problems
are solved jointly with supervisor, and work is reviewed for application of sound engineering
judgment.
Typical duties and responsibilities. Assignments include equipment design and de­
velopment, test of materials, preparation of specifications, process study, research inves­
tigations, report preparation, and other activities of limited scope requiring knowledge of
principles, practices, and techniques commonly employed in the specific narrow area of
assignments. Perform s work which involves conventional types of plans, investigations,
surveys, structures, or equipment with relatively few complex features for which there are
precedents.
Responsibility for the direction of others. May supervise the work of draftsmen,
inspectors, and other technicians assigned to assist in the work.




65

E N G I N E E R — C o n tin u e d

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.
nicians on routine work.

May supervise a few engineers or tech­

Engineer V
General characteristics. Work requires application of intensive and diversified
knowledge of engineering principles and practices in broad areas of assignments and related
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 supervision and guidance only in terms of specific
work objectives and critical issues.
Typical duties and responsibilities. Supervisor— plans, develops, coordinates, and
directs a large and important engineering project or a number of small projects with many
complex features.
Nonsupervisory researcher— carries out complex or novel research assignments
requiring 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 lim its. 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.




66

E N G I N E E R ---- C o n tin u e d

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
critical issues.
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,
specialist or expert in broad program areas.

and review work as authoritative

Responsibility for the direction of others. Supervisor— directs a large staff of proj­
ect engineers, and engineers and scientists in supporting functions. Several subordinate
supervisors are responsible for projects or activities typically identified with level VI.
Engineer VIII
General characteristics. Work is characterized by authoritative decisions and r e 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 engineers
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, fo re­
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 organizations; 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.

67

E N G IN E E R IN G T E C H N IC IA N S

ENGINEERING TECHNICIAN
To be covered by these definitions, employees must meet all of the following criteria:
as

(1) Provides semiprofessional technical support for engineers working in such areas
research, design, development, testing or manufacturing process improvement.
(Z)

Work pertains to electrical, electronic, or mechanical components or equipment.

(3)

Required to have some knowledge of science or engineering.

(Excludes production or maintenance workers,
draftsmen, designers, and engineers.)

quality control testers,

craftsmen,

Engineering Technician I
Performs simple routine tasks under close supervision or from detailed procedures.
Work is checked in process or on completion. Performs at this level, one or a combi­
nation of such typical duties as:
Assem bles or installs equipment or parts requiring
connecting.

simple wiring,

soldering,

or

Performs simple or routine tasks or tests such as tensile or hardness tests; op­
erates, and adjusts simple test equipment; records test data.
Gathers and maintains specified records of engineering data such as tests, and
drawings; performs computations by substituting numbers in specified formulas; plots
data and draws simple curves and graphs.
Engineering Technician II
Performs standardized or prescribed assignments, involving a sequence of related
operations. Follows standard work methods or explicit instructions; technical adequacy of
routine work is reviewed on completion; nonroutine work may also be reviewed in process.
Performs at this level, one or a combination of such typical duties as:
Assembles or constructs simple or standard equipment or parts.
repair simple instruments or equipment.

May service or

Conducts a variety of standardized tests; may prepare test specimens; sets up and
operates standard test equipment; records test data.
Extracts engineering data from various prescribed sources; processes
following well defined methods; presents the data in prescribed form.

the data

Engineering Technician III
Performs assignments that are not completely standardized or prescribed. Selects
or adapts standard procedures or equipment. Receives initial instructions, equipment r e ­
quirements and advice from supervisor or engineer; technical adequacy of completed work
is checked. Perform s at this level, one or a combination of such typical duties as:
Constructs components, subunits or simple models or adapts standard equipment.
May troubleshoot and correct malfunctions.
Conducts various tests or experiments which may require minor modifications in
test setups or procedures; selects, sets up and operates standard test equipment and
records test data.
Extracts and compiles a variety of engineering data; processes or computes data
using specified formulas and procedures.
Performs routine analysis to check appli­
cability, accuracy, and reasonableness of data.




68

E N G I N E E R IN G T E C H N I C I A N — C o n tin u e d

Engineering Technician IV
Perform s nonroutine assignments of substantial variety and complexity. Receives
objectives and technical advice from supervisor or engineer; work is reviewed for technical
adequacy. May be assisted by lower level technicians. Performs at this level, one or a
combination of such typical duties as:
Works on limited segment of development project; constructs experimental or pro­
totype models to meet engineering requirements; conducts tests or experiments; records
and evaluates data and reports findings.
Conducts tests or experiments requiring selection and adaptation or modification of
test equipment and test procedures; sets up and operates equipment; records data; ana­
lyzes data and prepares test reports.
Compiles and computes a variety of engineering data; may analyze test and design
data; develops or prepares schematics, designs, specifications, parts lists or makes
recommendations regarding these items.
May review designs or specifications for
adequacy.
Engineering Technician V
Performs nonroutine and complex assignments involving responsibility for planning
and conducting a complete project of relatively limited scope or a portion of a larger and
more diverse project. Selects and adapts plans, techniques, designs or layouts. May co­
ordinate portions of overall assignment; reviews, analyzes and integrates the technical work
of others. Supervisor or professional engineer outlines objectives, requirements and design
approaches; completed work is reviewed for technical adequacy and satisfaction of require­
ments. May be assisted by lower level technicians. Performs at this level, one or a
combination of such typical duties as:
Designs, develops and constructs major units, devices or equipment; conducts tests
or experiments; analyzes results and redesigns or modifies equipment to improve per­
formance; reports results.
Plans or assists in planning tests to evaluate equipment performance. Determines
test requirements, equipment modification and test procedures; conducts tests, analyzes
and evaluates data and prepares reports on findings and recommendations.
Reviews and analyzes a variety of engineering data to determine requirements to
meet engineering objectives; may calculate design data; prepares layouts, detailed spec­
ifications, parts lists, estimates, procedures, etc. May check and analyze drawings
or equipment to determine adequacy of drawings and design.
DRAFTSMEN
Dr aft sm an-tracer
Copies plans and drawings prepared by others by placing tracing cloth or paper
over drawings and tracing with pen or pencil.
(Does not include tracing limited to plans
primarily consisting of straight lines and a large scale not requiring close delineation.)
and/or
Prepares simple or repetitive drawings of easily visualized items.
vised during progress.

Work is closely super­

Draftsman I
Prepares detail drawings of single units or parts for engineering, construction,
manufacturing, or repair purposes. Types of drawings prepared include isometric projec­
tions (depicting three dimensions in accurate scale) and sectional views to clarify positioning
of components and convey needed information. Consolidates details from a number of sources
and adjusts or transposes scale as required.




69

DRAFTSMEN— Continued
Draftsman II
Performs nonroutine and complex drafting assignments that require the application
of most of the standardized drawing techniques regularly used. Duties typically involve such
work as: Prepares working drawings of subassemblies with irregular shapes, multiple
functions, and precise positional relationships between components; prepares architectural
drawings for construction of a building including detail drawings of foundations, wall sections,
floor plans, and roof. Uses accepted formulas and manuals in making necessary compu­
tations to determine quantities of materials to be used, load capacities, strengths, stresses,
etc. Receives initial instructions, requirements, and advice from supervisor.
Completed
work is checked for technical adequacy.
Draftsman III
Plans the graphic presentation of complex items having distinctive design features
that differ significantly from established drafting precedents. Works in close support with
the design originator, and may recommend minor design changes.
Analyzes the effect of
each change on the details of form, function, and positional relationships of components
and parts. Works with a minimum of supervisory assistance. Completed work is reviewed
by design originator for consistency with prior engineering determinations. May either pre­
pare drawings, or direct their preparation by lower level draftsmen.
CLERICAL
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 ac­
counting 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
Performs routine filing of material that has already been classified or which is
easily classified in a simple serial classification system (e.g., alphabetical, chronological,
or numerical). As requested, locates readily available material in files and forwards m a­
terial; may fill out withdrawal charge. Performs simple clerical and manual tasks required
to maintain and service files.
Clerk, File II
Sorts, codes, and files unclassified material by simple (subject matter) headings
or partly classified material by finer subheadings. Prepares simple related index and
cross-reference aids. As requested, locates clearly identified material in files and forwards
material. May perform related clerical tasks required to maintain and service files.




70

CLERK,

F I L E — C o n tin u e d

Clerk, File III
In an established filing system containing a number of varied subject matter files,
classifies and indexes file material such as correspondence, reports, technical documents,
etc. May also file this material. May keep records of various types in conjunction with
the files.
May lead a small group of lower level file clerks.
KEYPUNCH OPERATOR
Keypunch Operator I
Under close supervision or following specific procedures or instructions, transcribes
data from source documents to punched cards. Operates a numerical and/or alphabetical or
combination keypunch machine to keypunch tabulating cards. May verify cards. Working
from various standardized source documents, follows specified sequences which have been
coded or prescribed in detail and require little or no selecting, coding, or interpreting of
data to be punched. Problems arising from erroneous items or codes, missing information,
etc., are referred to supervisor.
Keypunch Operator II
Operates a numerical and/or alphabetical or combination keypunch machine to tran­
scribe data from various source documents to keypunch tabulating cards. Performs same
tasks as lower level keypunch operator but in addition, work requires application of coding
skills and the making of some determinations, for example, locates on the source document
the items to be punched; extracts information from several documents; searches for and
interprets information on the document to determine information to be punched. May train
inexperienced operators.
OFFICE BOY OR GIRL
Perform s various routine duties such as running errands; operating minor office
machines, such as sealers or m ailers; opening and distributing mail; and other minor
clerical work.
STENOGRAPHER, GENERAL
Prim ary duty is to take and transcribe dictation from one or more persons either
in shorthand or by Stenotype or similar machine, involving a normal routine vocabulary.
May also type from written copy. May maintain files, keep simple records or perform other
relatively routine clerical tasks. May operate from a stenographic pool. Does not include
transcribing-machine work.
STENOGRAPHER, SENIOR
Prim ary duty is to
in shorthand or by Stenotype
vocabulary such as in legal
written copy. May also set

take and transcribe dictation from one or more persons either
or similar machine, involving a varied technical or specialized
briefs or reports on scientific research.
May also type from
up and maintain files, keep records, etc.
OR

Perform s stenographic duties requiring significantly greater independence and re ­
sponsibility than stenographer, general as evidenced by the following: Work requires high
degree of stenographic speed and accuracy; a thorough working knowledge of general business
and office procedure and of the specific business operations, organization, policies, pro­
cedures, files, workflow, etc.
Uses this knowledge in performing stenographic duties and
responsible clerical tasks such as maintaining followup files; assembling material for
reports, memorandums, and letters; composing simple letters from general instructions;
reading and routing incoming m ail; answering routine questions, etc. Does not include
transcribing-machine work.
NOTE: This job is distinguished from that of a secretary in that the secretary
normally works in a confidential relationship to only one manager or executive and performs
more responsible and discretionary tasks as described in that job definition.




71

SWITCHBOARD OPERATOR
Switchboard Operator I
Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. May handle routine long distance calls and record tolls.
May perform limited telephone information service. (" Limited" telephone information serv­
ice occurs if the functions of the establishment serviced are readily understandable for
telephone information purposes, or if the requests are routine, e.g., giving extension numbers
when specific names are furnished, or if complex calls are referred to another operator.)
Switchboard Operator II
Operates a single- or multiple-position telephone switchboard handling incoming,
outgoing, intraplant or office calls. Perform s full telephone information service or handles
complex calls, such as conference, collect, overseas, or similar calls, either in addition
to doing routine work as described for switchboard operator I, or as a full-tim e assign­
ment.
("F u ll" telephone information service occurs when the establishment has varied
functions that are not readily understandable for telephone information purposes, e.g., because
of overlapping or interrelated functions, and consequently present frequent problems as to
which extensions are appropriate for calls.)

TABULA/TING-MACHINE OPERATOR
Tabulating-Machine Operator I
Operates simple tabulating or electrical accounting machines, such as the sorter,
reproducing punch, collator, etc., with specific instructions. May include the performance
of some simple wiring from diagrams and some filing work.
The work typically involves
portions of a work unit, for example, individual sorting or collating runs, or repetitive
operations.
Tabulating-Machine Operator II
Operates more difficult tabulating or electrical accounting machines, such as the
tabulator and calculator, in addition to the sorter, reproducer, and collator. This work is
performed under specific instructions and may include the performance of some wiring from
diagrams.
The work typically involves, for example, tabulations involving a repetitive ac­
counting exercise, a complete but small tabulating study, or parts of a longer and more
complex report. Such reports and studies are usually of a recurring nature where the pro­
cedures are well established. May also include the training of new employees in the basic
operation of the machine.
Tabulating-Machine Operator III
Operates a variety of tabulating or electrical accounting machines, typically in­
cluding such machines as the tabulator, calculator, interpreter, collator, and others. P e r­
forms 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 r e ­
quiring 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-today supervision of the work and production of a group of tabulating-machine operators.




72

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
Perform s one or more of the following: Copy typing from rough or clear drafts;
routine typing of form s, insurance policies, etc.; setting up simple standard tabulations,
or copying more complex tables already set up and spaced properly.
Typist II
Perform s one or more of the following: Typing material in final form when it in­
volves combining material from several sources or responsibility for correct spelling, sy l­
labication, punctuation, etc., of technical or unusual words or foreign language material;
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.
NOTE: The definitions for the drafting and clerical occupations shown in this bul­
letin are the same as those used in the Bureau's program of occupational wage surveys in
metropolitan areas.
(See the list of areas in the order form at the back of this bulletin.)
The level designations used in this bulletin, however, differ from those used in the area
bulletins.
The equivalent level designations for the occupations concerned are as follows:




National Survey of
Professional, Admini­
strative, Technical, and
Clerical Pay

Occupational
Wage Surveys in
Metropolitan
Areas

I
II
III

C
B
A

Clerk, accounting__________

I
II

B
A

Clerk, file _________________

I
II
III

C
B
A

Keypunch operator--------

I
II

B
A

I
II

B
A

I
II
III

C
B
A

I
II

B
A

Occupation
Draftsman_______________

-

—

Switchboard operator-------T abulating-machine
operator---------------- --------

T yp ist______________________

Appendix D.

Comparison o f Average Annual Salaries in Private Industry,

February—March 1966, with Corresponding Salary Rates
in Federal Classification Act General Schedule
The survey was designed, among other uses, to provide a basis for comparing
Federal salaries under the Classification Act with general pay levels in private industry.
In order to assure compilation of pay data for work levels that would be equivalent to the
Classification Act grades, the Civil Service Commission collaborated with the Bureau of
Labor Statistics in the preparation of the occupation work level definitions used in the survey.
A ll definitions were graded by the Commission in accordance with the standards established
for each grade under the Classification Act.
For each of the occupation work levels sur­
veyed by the Bureau of Labor Statistics, the equivalent Classification Act grade, as determined
by the Commission, is identified in the following table.




73

74
C o m p a r is o n o f A v e r a g e A n n u al S a la r ie s in P r iv a t e In d u stry, 1 F e b r u a r y —M a r c h 1966, W ith S a la r y
R a te s in F e d e r a l C la s s ific a t io n A c t G e n e r a l S c h e d u le 2
S a la r y r a t e s in F e d e r a l C l a s s i fi c a t io n A c t G e n e r a l S ch e d u le 2

A v era g e
O cc u p a tio n and c la s s
s u r v e y e d by B L S 3

s a la r ie s
in p r iv a t e G r a d e 5
in d u s t r y 4

P e r■ annum r a t e s and s t e p s 6

1

2

3

4

6

7

8

9

10

$3, 983
4, 097

$4, 102
4, 219

$4, 221
4, 341

$4, 340
4, 463

$4, 459
4, 585

$4, 578
4, 707

C le r k s , f il e I ----------------------O ffic e b o y s o r g i r l s -------------

$ 3 , 189
3, 522

GS 1

C le r k s , f il e I I ----------------------K eyp u n ch o p e r a t o r s I --------S w itc h b o a rd o p e r a t o r s I ----T a b u la t in g -m a c h in e
o p e r a t o r s I -----------------------T y p is t s I --------------------------------

3, 610
4, 033
4, 163

GS 2

3, 814
3, 925

3, 943
4, 058

4, 07 2
4, 191

4, 201
4, 324

4, 330
4, 457

4, 459
4, 590

4, 588
4, 723

4, 717
4, 856

4, 846
4, 989

4, 975
5, 122

C le r k s , a c c o u n tin g I ---------C le r k s , f il e I I I --------------------D r a ft s m e n - t r a c e r s -------------E n g in e e r in g t e c h n ic ia n s I —
K eyp u n ch o p e r a t o r s II -------S te n o g r a p h e r s , g e n e r a l -----S w itc h b o a rd o p e r a t o r s II —
T a b u la t in g -m a c h in e
o p e r a t o r s I I -----------------------T y p is t s II ------------------------------

4,
4,
4,
5,
4,
4,
4,

GS 3

4, 149
4, 269

4, 289
4, 413

4, 429
4, 557

4, 569
4, 701

4, 709
4, 845

4, 849
4, 989

4, 989
5, 133

5, 129
5, 277

5, 269
5, 421

5, 409
5, 565

C le r k s , a c c o u n tin g II --------D r a fts m e n I --------------------------E n g in e e rin g t e c h n ic ia n s II—
S t e n o g r a p h e r s , s e n i o r -------T a b u la t in g -m a c h in e
o p e r a t o r s I I I -----------------------

5,
5,
6,
5,

GS 4

4, 641
4, 776

4, 797
4, 936

4, 953
5, 096

5, 109
5, 256

5, 265
5, 416

5, 421
5, 576

5, 577
5, 736

5, 733
5, 896

6,

5, 889
056

6, 045
6, 216

A c c o u n t a n ts I -----------------------A u d it o r s I -----------------------------B u y e r s I -------------------------------C h e m is t s I ---------------------------D r a ft s m e n I I ------------------------E n g in e e r s I --------------------------E n g in e e rin g t e c h n ic ia n s III --------------------------F r e ig h t r a te c le r k s I ---------Job a n a ly s ts I -----------------------

6, 576
6, 408
6, 648

GS 5

5, 181
5, 331

5, 352
5, 507

5, 523
5, 683

5, 694
5, 859

6,

5, 865
035

6,
6,

036
211

6, 207
6, 387

6,
6,

6,
6,

549
739

6, 720
6, 915

F r e ig h t r a te c le r k s II

6, 624

GS 6

5, 702
5, 867

5, 894 6,
6, 065 6,

6, 470
6, 659

6, 662
6, 857

6, 854

6 ,4 6 1

7, 055

7, 046
7, 253

7, 238
7, 451

7, 430
7, 649

GS 7

6, 269 6, 476 6, 683 6, 890
6, 451 6, 664 6, 877 7, 090

7, 097
7, 303

7, 304
7, 516

7, 511
7, 729

7, 718
7, 942

8,

7, 925
155

8, 132
8, 368

GS 8

6, 869

--------

4, 200
3, 678
281
529
411
100
691
365
876

5, 178
4, 376
685
549
000
051

6, 266

6, 984
5, 844
7, 080

7,
7,
7,
7,
7,
8,
8,

F r e ig h t r a te c le r k s I V --------

6, 960

M a n a g ers, o ffic e
s e r v i c e s II -------------------------

308
740
668
920
884
261
496

086
263

6, 278

7, 908
7, 056
7, 752

8, 328
8, 904
9, 120
9,
9,
9,
8,
9,

7, 097
7, 303

7, 325
7, 538

7, 553
7, 773

8,

7, 781
008

8, 009
8, 243

8, 237
8, 478

8, 465
8, 713

8, 693
8, 948

8, 921

7, 068
GS 9

7, 479
7, 696

7, 733
7, 957

7, 987
8, 218

8, 241
8, 479

8, 495
8, 740

8 ,7 4 9
9, 001

9, 003
9, 262

9, 257
9, 523

9, 511
9, 784

9, 765
10, 045

GS 10

8, 184 8, 464 8, 744
8, 421 | 8, 709 8, 997

9, 024
9, 285

9, 304
9, 573

9, 584
9, 861

9, 864
10, 149

10, 144
10, 437

10, 424
10, 725

10, 704
11, 013

9, 183

252
108
780
940
432

7, 956

9, 900

See f o o tn o te s at end o f ta b le .




378
563

7, 104
6, 973
7, 764

A c c o u n ta n ts I I ----------------------A u d it o r s II ---------------------------A t t o r n e y s I ---------------------------B u y e r s II ------------------------------C h e m is ts I I ---------------------------D r a ft s m e n I I I -----------------------E n g in e e r s II ------------------------E n g in e e rin g t e c h n ic ia n s I V ---------------------------F r e ig h t r a te c le r k s I I I -------Job a n a ly s ts II ---------------------

A c c o u n ta n ts III -------------------A u d it o r s I I I ---------------------------A t t o r n e y s I I --------------------------B u y e r s III -----------------------------C h e m is ts III ------------------------E n g in e e r s III -----------------------E n g in e e rin g t e c h n ic ia n s V —
Job a n a ly s ts III -------------------M a n a gers, o ffic e
s e r v i c e s I ---------------------------

$3, 507 $3, 626 $3, 745 $3, 864
3, 609 3, 731 3, 853 3, 975

5

75
C o m p a r is o n o f A v e r a g e A nnual S a la r ie s in P r iv a t e I n d u s t r y ,1 F e b r u a r y —M a r c h 1966, W ith S a la r y
R a te s in F e d e r a l C l a s s i fi c a t io n A c t G e n e r a l S c h e d u le 2— C on tin u ed

O c c u p a tio n and c la s s
su rv ey ed by BLS 3

A v era g e
annual
s a l a r ie s
in p r iv a t e G
in d u s tr y 4

A c c o u n ta n ts IV -----------------------A u d it o r s I V -----------------------------A t t o r n e y s I I I --------------------------B u y e r s I V -------------------------------C h e m is t s IV------------------------------C h ie f a c c o u n ta n ts I ---------------D ir e c t o r s o f p e r s o n n e l I -----E n g in e e r s I V --------------------------J ob a n a ly s ts I V ----------------------M a n a g e r s , o f fi c e
s e r v i c e s III---------------------------

$10, 116
11, 196
10, 980
1 1 ,2 5 6
1 1 ,4 4 8
1 0 ,8 0 0
9 ,9 9 6
1 1 ,7 8 4
1 1 ,3 4 0

A c c o u n ta n ts V------------------------A tt o r n e y s IV---------------------------C h e m is ts V -----------------------------C h ie f a cc o u n ta n ts I I -------------D ir e c t o r s o f p e r s o n n e l I I ----E n g in e e r s V ---------------------------M a n a g e r s , o f fi c e
s e r v i c e s I V ---------------------------

1 2 ,3 3 6
1 4 ,0 5 2
1 3 ,7 4 0
1 2 ,2 8 8
1 1 ,8 8 0
1 3 ,7 8 8

A t t o r n e y s V-----------------------------C h e m is ts V I ---------------------------C h ie f a c c o u n ta n ts I I I ------------D ir e c t o r s o f p e r s o n n e l III —
E n g in e e r s V I ----------------------------

S a la r y rate ■s in F e d e r a l C la s s ific a t io n A c t G e n e r a l S c h e d u le 2
P e r annum r a te s and s te p s 6

1

2

3

4

5

6

GS 11 $ 8 ,9 6 1 $ 9 ,2 6 7 $9, 57 3 $9, 879 $10, 185 $10, 491
9, 221 9, 536 9 ,8 5 1 10, 166 10, 481 10, 796

7

8

9

10

$10, 797
11, 111

$ 1 1 ,1 0 3
1 1 ,4 2 6

$ 1 1 ,4 0 9
11, 741

$ 1 1 ,7 1 5
12, 056

1 1 ,8 8 0
GS 12 10, 619 1 0 ,9 8 7 1 1 ,3 5 5 1 1 ,7 2 3
10, 927 1 1 ,3 0 6 1 1 ,6 8 5 1 2 ,0 6 4

12, 091
12, 443

1 2 ,4 5 4
12, 882

12, 827
13, 201

13, 195
13, 580

1 3 ,5 6 3
1 3 ,9 5 9

13, 931
1 4 ,3 3 8

1 6 ,7 2 8
1 5 ,9 3 6
1 5 ,1 4 4
1 4 ,5 4 4
1 5 ,8 2 8

GS 13 1 2 ,5 1 0 12, 945 1 3 ,3 8 0 1 3 ,8 1 5
12, 873 13, 321 1 3 ,7 6 9 1 4 ,2 1 7

14, 250
1 4 ,6 6 5

1 4 ,6 8 5
15, 113

15, 120
1 5 ,5 6 1

1 5 ,5 5 5
16,0 0 9

1 5 ,9 9 0
1 6 ,4 5 7

1 6 ,4 2 5
1 6 ,9 0 5

A t t o r n e y s V I --------------------------C h e m is ts V I I --------------------------C h ie f a c c o u n ta n ts IV-------------D ir e c t o r s o f p e r s o n n e l IV —
E n g in e e r s V I I -------------------------

2 0 ,7 4 8
1 8 ,9 0 0
1 7 ,6 7 6
1 8 ,2 0 4
1 8 ,6 7 2

GS 14 1 4 ,6 8 0 15, 188 1 5 ,6 9 6 1 6 ,2 0 4
1 5 ,1 0 6 1 5 ,6 2 9 16, 152 1 6 ,6 7 5

1 6 ,7 1 2
17, 198

1 7 ,2 2 0
17, 721

1 7 ,7 2 8
1 8 ,2 4 4

1 8 ,2 3 6
1 8 ,7 6 7

1 8 ,7 4 4
19, 290

19, 252
19, 813

A t t o r n e y s V I I ------------------------C h e m is ts V I I I ------------------------E n g in e e r s VIII -----------------------

2 5 ,8 3 6
2 3 ,3 0 4
2 1 ,6 3 6

GS 15 1 7 ,0 5 5 1 7 ,6 4 5 1 8 ,2 3 5 1 8 ,8 2 5
1 7 ,5 5 0 1 8 ,1 5 7 1 8 ,7 6 4 19, 371

19, 415
1 9 ,9 7 8

20, 005
20, 585

20, 595
21, 192

21, 185
21, 799

2 1 ,7 7 5
2 2 ,4 0 6

2 2 ,3 6 5
23, 013

1 4 ,3 4 0

1 F o r s c o p e o f s u r v e y , s e e ta b le in a p p e n d ix A .
2 S a la r y r a tes u n d er the F e d e r a l E m p lo y e e s S a la r y A c t o f 1965 ( f i r s t lin e ), w h ich w e r e in e f fe c t in F e b r u a r y —M a r c h 1965,
the r e fe r e n c e date f o r the B L S s u r v e y ; and s a l a r y r a te s u n d e r the F e d e r a l S a la r y and F r in g e B e n e fit s A c t o f 1966 ( s e c o n d lin e ),
w h ich b e c a m e e f fe c t iv e on the f i r s t day o f the f i r s t p a y p e r io d b e g in n in g on o r a ft e r J u ly 1, 1966.
3 F o r d e fin it io n s , s e e a p p e n d ix C.
4 S u r v e y fin d in g s as s u m m a r iz e d in t a b le 1 o f th is r e p o r t .
5 C o r r e s p o n d in g g r a d e s in the G e n e r a l S ch e d u le w e r e s u p p lie d b y the U. S. C iv il S e r v ic e C o m m is s io n .
6 The F e d e r a l S a la r y R e f o r m A c t o f 1962 p r o v id e s f o r w it h in -g r a d e i n c r e a s e s on c o n d itio n that the e m p l o y e e 's " w o r k
is o f an a c c e p t a b le l e v e l o f c o m p e t e n c e as d e fin e d b y the h e a d o f the d e p a rtm e n t. "
F o r e m p lo y e e s w ho m e e t th is c o n d itio n ,
the s e r v ic e r e q u ir e m e n ts a r e 52 c a le n d a r w e e k s ea ch f o r s a la r y r a te s 1, 2, and 3; 104 w e e k s e a c h f o r s a la r y r a te s 4 , 5, and
6; and 156 w e e k s ea ch f o r s a la r y ra te s 7, 8, and 9. An a d d itio n a l w it h in -g r a d e i n c r e a s e m a y b e g r a n te d w ith in any p e r io d
o f 5 2 w eek s in r e c o g n it io n o f h igh q u a lity p e r f o r m a n c e a b o v e that o r d in a r ily fou n d in the type o f p o s it io n c o n c e r n e d .

U nder s e c t io n 504 o f the F e d e r a l S a la r y R e f o r m A c t o f 1962 (P u b lic L a w 8 7 -7 9 3 , P t. II),
h ig h e r m in im u m r a te s (but not e x c e e d in g the se v e n th s a la r y ra te p r e s c r i b e d in the G e n e r a l S ch e d u le
f o r the g r a d e o r l e v e l) and a c o r r e s p o n d in g new s a la r y ra n g e m a y b e e s t a b lis h e d f o r p o s it io n s o r
o c c u p a t io n s u n d e r c e r t a in c o n d it io n s .
The c o n d itio n s in c lu d e a fin d in g that the s a la r y r a te s in p r iv a t e
in d u s tr y a r e s o s u b s t a n t ia lly a b o v e the s a la r y r a te s o f the sta tu to r y p a y s c h e d u le s as to h a n d ic a p s i g n i ­
fic a n t ly the G o v e r n m e n t's r e c r u it m e n t o r r e te n tio n o f w e ll -q u a l if i e d p e r s o n s .
Such s p e c i a l p a y s c a l e s
h a v e b e e n e s t a b lis h e d f o r s p e c i f i c g r a d e s o r le v e ls o f c e r ta in o c c u p a t io n s (in c lu d in g e n g in e e r s and
s c ie n t i s t s ).
In fo r m a t io n on the s p e c ia l h ig h e r p a y s c a l e s c u r r e n t ly in e f fe c t , and the o c c u p a t io n s and
a r e a s to w h ich th e y a p p ly , m a y b e o b ta in e d f r o m the U .S . C iv il S e r v ic e C o m m is s io n , W a s h in g to n , D. C. ,
204 15, o r its r e g io n a l o f f i c e s .




U. S. GOVERNM ENT P R IN T IN G O F F IC E : 1966 O - 2 3 5 -5 5 5




Order Form
TO:
Superintendent of Documents
U . S. Government Printing O ffice
Washington, D. C . 20402

or

Bureau of Labor Statistics—
John F. Kennedy Federal Building,
Government Center, Room 1603- A ,
Boston, Mass. 02203
341 Ninth A v e ., New York, N. Y . 10001
1371 Peachtree S t ., N E ., Atlanta, Ga. 30309
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San Francisco, C a lif. 94102

Enclosed find $________ ___ in □
check or □
money order.
Make checks or money orders payable to the
Superintendent of Documents. (T w enty-five percent discount for bundle order of 100 copies or m o r e .)

Please send m e copies of bulletins as indicated.

Number
of
copies

Bulletin 1470.

Supplementary Compensation for Nonproduction Workers, 1963 (19 65 ).

Provides detailed information on employer expenditures for major "fringe benefits" for w hite-collar
employees. It contrasts expenditures in manufacturing and nonmanufacturing industries, and in units
with 2 5 0 -9 9 9 employees and those with 1 ,0 0 0 employees or more. Furthermore, comparisons are made
of expenditures for nonexempt (nonsupervisory) and exempt (supervisory) employees. Price 70 cents.

1 9 6 4 -6 5 AREA WAGE SURVEY SU M M AR Y BULLETINS

Bulletin 1 4 3 0 -8 3 (Part I).

Wages and Related Benefits, Part I: 80 Metropolitan Areas, 1964—65 (1 9 65 ).

Consolidates information from the individual area bulletins for surveys made during the period July 1964
to July 1965. Contains average weekly earnings for office occupations, average hourly earnings for
plant occupations, and establishment practices and supplementary wage provisions by industry division
and area.
Price 60 cents.

Bulletin 14 3 0 -83 (Part II). Wages and Related Benefits, Part II:
and Regional Summaries, 1 9 6 4 -6 5 (19 66 ).

Metropolitan Areas,

United States

Presents information on occupational earnings, establishment practices, and supplementary wage
provisions for all metropolitan areas combined and separately by industry division and region.
Also
provides analyses of wage differences and trends of occupational earnings,
ftic e 60 cents.




(Over)

1 9 6 5 -6 6 AREA W AGE SURVEY BULLETINS: *

Area and payroll period

BLS
bulletin
number

Price Number
(in
of
cents) copies

Akron (June 1 9 6 6 ) -----------------------A lban y—Schenectady—T roy

1 4 6 5 -8 1

30

(Apr. 1 9 6 6 ) --------------------------------Albuquerque (Apr. 1 9 6 6 ) -----------A lle ntown—Bethlehe m—Ea ston
(Feb. 1 9 6 6 ) --------------------------------Atlanta (M ay 1 9 6 6 )---------------------Baltimore (N ov. 1 9 6 5 ) ---------------Beaumont—Port Arthur-Orange
(M a y 1 9 6 6 ) ---------------------------------

1 4 6 5 -6 0
1 4 6 5 -6 4

25
25

1 4 6 5 -5 3
1 4 6 5 -7 1
1 4 6 5 -2 9

25

Birmingham (Apr. 1 9 6 6 ) -----------Boise C ity (July 1 9 6 5 )-----------------Boston (O ct. 1 9 6 5 ) ---------------------Buffalo (D e c . 1 9 6 5 ) -------------------Burlington (M ar. 1 9 6 6 )---------------Canton (Apr. 1 9 6 6 )----------------------

30
25

1 4 6 5 -1
1 4 6 5 -1 2
1 4 6 5 -3 6
1 4 6 5 -5 4

20
30
25

Norfolk—Portsmouth and
Newport News—Hampton
(June 1 9 6 6 ) --------------------------------Oklahom a C ity (A u g. 1 9 6 5 )-------O m aha (O c t. 1 9 6 5 ) ---------------------Paterson-C lifton—Passaic
(M a y 1 9 6 6 ) --------------------------------Philadelphia (N o v . 1 9 6 5 ) -----------Phoenix (M ar. 1 9 6 6 ) -------------------Pittsburgh (Jan. 1 9 6 6 ) ------------------

Chattanooga (Sept. 1 9 6 5 ) ---------C hicago (Apr. 1 9 6 6 )--------------------

1 4 6 5 -7
1 4 6 5 -6 8

20
30

Cincinnati (M ar. 1 9 6 6 ) -------------C leveland (Sept. 1 9 6 5 ) -------------Columbus (O ct. 1 9 6 5 ) ---------------D allas (N ov. 1 9 6 5 ) ---------------------D avenport-R ock Island—
M oline (O ct. 1 9 6 5 ) ------------------

1 4 6 5 -5 7
1 4 6 5 -8
1 4 6 5 -1 5
1 4 6 5 -2 4

25
25
25
25

1 4 6 5 -1 6
1 4 6 5 -3 9

20
25

1 4 6 5 -3 3

30

Des Moines (Feb. 1 9 6 6 ) -------------Detroit (Jan. 1 9 6 6 ) ---------------------Fort Worth (N ov. 1 9 6 5 ) -------------Green Bay (A u g. 1 9 6 5 )---------------G reenville (M ay 1 9 6 6 ) ----------------

1 4 6 5 -4 8
1 4 6 5 -4 5
1 4 6 5 -2 6
1 4 6 5 -4
1 4 6 5 -7 4

25
25

Houston (June 1 9 6 6 ) --------- ---------Indianapolis (D e c. 1 9 6 5 ) -----------Jackson (Feb. 1 9 6 6 ) --------------------

1 4 6 5 -8 5
1 4 6 5 -3 1
1 4 6 5 -4 4

30
30
25

1 4 6 5 -4 1
1 4 6 5 -2 7

20
30

1 4 6 5 -8 0

25

1 4 6 5 -6

20

1 4 6 5 -5 9
1 4 6 5 -5 9
1 4 6 5 -5 1
1 4 6 5 -7 9
1 4 6 5 -2
1 4 6 5 -4 2

30
30
20
25

Lubbock (June 1 9 6 6 ) -------------------Manchester (A u g. 1 9 6 5 )-------------M emphis (Jan. 1 9 6 6 ) ------------------

20
25

M iam i (D e c . 1 9 6 5 )---------------------M idland and Odessa

1 4 6 5 -3 0

(June 1 9 6 6 ) ---------------------------------

1 4 6 5 -8 4

25




—

20

20
30
25

*

Price
(in
cents'

1 4 6 5 -6 1

20

1 4 6 5 -3 8

25

1 4 6 5 -7 2

25

1 4 6 5 -5 0
1 4 6 5 -3 7
1 4 6 5 -4 7
1 4 6 5 -8 2

30
25
20
40

20

1 4 6 5 -5 8
1 4 6 5 -7 0
1 4 6 5 -6 7

Louisville (Feb. 1 9 6 6 ) ----------------

—

Muskegon—Muskegon Heights
(M a y 1 9 6 6 ) --------------------------------Newark and Jersey C ity
(Feb. 1966) --------------------------------New Haven (Jan. 1 9 6 6 )---------------New Orleans (Feb. 1 9 6 6 ) -----------New York (Apr. 1 9 6 6 )------------------

25

Charleston (Apr. 1 9 6 6 )---------------Charlotte (Apr, 1 9 6 6 )------------------

Jacksonville (Jan. 1 9 6 6 )-------------Kansas C ity (N ov. 1 9 6 5 ) -----------Lawrence—Haverhill
(June 1 9 6 6 ) --------------------------------Little R ock—North Little R ock
(A u g. 1 9 6 5 ) ------------------------------Los Angeles—Long Beach
and A naheim —Santa A n a Garden Grove (M ar. 1 9 6 6 ) -----

M ilw aukee (Apr. 1 9 6 6 )---------------M in n eap olis-S t. Paul
(Jan. 1 9 6 6 ) ---------------------------------

1 4 6 5 -6 3
1 4 6 5 -5 6

20
25
25
25

Dayton (Jan. 1 9 6 6 ) ---------------------Denver (D e c . 1 9 6 5 ) --------------------

Area and payroll period

BLS
bulletin
number

1 4 6 5 -1 3

20
20
25

1 4 6 5 -7 6
1 4 6 5 -3 5
1 4 6 5 -6 2
1 4 6 5 -4 6

25
35
25
25

Portland (M aine) (N ov. 1 9 6 5 )----Portland (O r e g .) (M a y 1 9 6 6 ) ----Providence—Pawtucket—
W arwick (M a y 1 9 6 6 )------------------

1 4 6 5 -2 3
1 4 6 5 -7 3

25
25

1 4 6 5 -6 5

R aleigh (Sept. 1 9 6 5 )-------------------R ichm ond (N ov. 1 9 6 5 ) ---------------Rockford (M ay 1 9 6 6 ) -----------------St. Louis (O ct. 1 9 6 5 ) -----------------Salt Lake C ity (D e c . 1 9 6 5 ) -------

1 4 6 5 -1 0
1 4 6 5 -2 8
1 4 6 5 -6 6
1 4 6 5 -2 2
1 4 6 5 -3 2

25
25
30
25
25
20

San Antonio (June 1 9 6 6 ) -------------San Bernardino-Riverside—
Ontario (Sept. 1 9 6 5 )-----------------San D iego (N ov. 1 9 6 5 ) ---------------San Francisco—Oakland
(Jan. 1 9 6 6 ) --------------------------------San Jose (Sept. 1 9 6 5 ) -----------------Savannah (M a y 1 9 6 6 ) -----------------Scranton (A u g. 1 9 6 5 ) -----------------Seattle-E verett (O ct. 1 9 6 5 ) ------Sioux Falls (O ct. 1 9 6 5 )----------------

1 4 6 5 -7 8

20

1 4 6 5 -2 0
1 4 6 5 -2 1

30
20

1 4 6 5 -4 3
1 4 6 5 -1 9
1 4 6 5 -6 9
1 4 6 5 -3
1 4 6 5 -9
1 4 6 5 -1 7

30
25
25
25
30
25

1 4 6 5 -5 5
1 4 6 5 -7 5
1 4 6 5 -4 9
1 4 6 5 -3 4
1 4 6 5 -1 4

25
20
20
20
25
25

South Bend (M ar. 1 9 6 6 ) -------------Spokane (June 1 9 6 6 ) -------------------T oled o (Feb. 1966) -------------------Trenton (D e c. 1 9 6 5 ) -------------------W ashington, D .C . (O ct. 1965) —
Waterbury (M ar. 1 9 6 6 ) ----------------

—

1 4 6 5 -7 7
1 4 6 5 -5

W aterloo (N ov. 1 9 6 5 ) -----------------W ich ita (O ct. 1965) — ...................
W orcester (June 1 9 6 6 ) -----------------York (Feb. 1 9 6 6 ) -------------- ---------- Youngstown—W arren
(N ov. 1965)

-------------------------------

Bulletins dated prior to July 1965 were entitled "O ccu p ational W age Surveys. "

N a m e ______________________________________________ ___________________________________________
A d d ress_____________________________________________ __________________________________________
C i t y ________________________________________________ S t a t e ________________________ Zip Code

1 4 6 5 -5 2
1 4 6 5 -1 8
1 4 6 5 -1 1
1 4 6 5 -8 3
1 4 6 5 -4 0
1 4 6 5 -2 5

20
20
25
25
25

Number